According to Career Builder, 43 percent of businesses check out the social media profiles of potential job candidates to learn more about them. Job interviews can tell you a lot about a candidate, but social media can provide some more information that you may not have been able to find out in a meeting.
Whether someone put in his or her two-week notice or needs to be fired, the exit of an employee is not an easy process. There are a number of steps that need to be taken when an employee leaves. Proper procedures can be the difference between a clean break or a messy breakup that could lead to a claim by the former employee. Here are 10 steps to take during the departure process.
Employee performance reviews can offer useful insight into how your employees are performing if done well. An open, honest review can help motivate employees and provide employers with opportunities to improve internal processes. Here are four tips to making your employee reviews more effective.
Once you’ve hired a new employee, there’s a lot of work to get them up to speed with the rest of the company. The training process is an important part of the employee lifecycle. An effective program will allow your new hire to make an impact as quickly as possible.
Preparation and in-person teaching are key elements of training, so use the following tips to help your new employees learn the ins-and-outs of your office.
Once you’ve recruited some potential candidates, you’ll want to meet them. An interview is usually the first chance you’ll get to meet a potential employee, giving you the opportunity to see just who might be the newest member of your team.
When it comes to the interview prospect, you’ll have to make a judgement call for your business. Here are some suggestions to help you optimize your interviews.
When it comes to your employees, you want the best of the best. Top candidates aren’t always easy to find, however. Recruitment is the first step in the employee lifecycle, and you want to make sure that you have a talented pool of prospects to choose from. Here are the places that you should be looking.
In January of this year, the Federal Government began enforcement of the Affordable Care Act (ACA) for those employers with 100 or more employees. Next year, those employers with 50 or more employees will have to begin compliance with the law as well.
In a recent article on workforce.com, HR managers in large companies talked about the difficulties in compliance when it comes to calculating hours. What was troublesome for them was people who took unpaid leave under the Family Medical Leave Act (FMLA) or Re-employment Rights Act or even jury duty and how those hours would be calculated in determining healthcare eligibility. Because of that, “60 percent of large companies with more than 1,000 employees indicated that they aren’t prepared for penalty management under the ACA.”
According to the Association for Talent Development’s 2014 State of the Industry Report, organizations spend an average of $1,208 per employee on training and development. For companies with fewer than 500 workers, that number is even higher, coming in at $1,888 per employee.
But time is money. According to that same study, companies are spending an average of 31.5 hours per year training employees. That’s time you aren’t billing to an account or turning prospects into clients.