Is Your Succession Planning Program About to Go Up In Flames?

Owning or being an important part of business is about the little things. At first, the big decisions will take up most of your time: what is our business going to be? How will we lead our employees going forward? However, what separates good leaders from bad is how they deal with the decisions employees may not know they make, like their succession planning program. It may not define your vision as a business, but it will define how your business is run. Unfortunately, because these decisions often go unnoticed, it’s hard to know if you’re making them correctly. Luckily, we’ve put together some go-to signals that should act as red flags indicating your plan isn’t what it needs to be.

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Succession Planning, HR

Going from a “Good” to a “Best” Place to Work

Lists of the best places to work for are a dime-a-dozen, and usually, you’ll see the same places mentioned time and time again: Google. Big-budget finance companies, industry giants. Usually, these are the companies that can afford to shell out big when it comes to benefits, like free laundry services and college tuition reimbursement.

What makes “good places to work” seem to be the monetary value of their perks. Is there anything smaller companies can do to their talent management to be attractive to candidates?

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Tips, Company Culture, HR

Why the Pay-for-Performance Compensation Strategy Fails

When a market leader implements a model, others follow. After seeing how pay-for-performance has worked out at Apple, for example, other companies may want to follow suit. Pay-for-performance in particular is a tempting model because it promises maximum pay for minimum investment. You’d pay for good work, and not pay for bad work.

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Tips, Strategy, Employment, Workplace, Compensation, HR

How to Decide if Texting Candidates is Right for Your Company

Millennials… Glued to their phones, posting everything to social media and spending more time on the internet than their preceding generations. Yes, these are quasi-negative stereotypes, but that doesn’t mean you should engage them any less than other workforce generations; nor are they the only generation to use their mobile device frequently. Use this stereotype to your advantage in recruiting.

Some companies use interviews as an opportunity to reach out to candidates, others use surveys during the recruiting process. Other organizations, take candidate engagement to a whole new level. They use the impact emerging technology on workers’ tendencies toward mobile engagement and reach out to them via text messaging.

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Recruiting, Employment, Hiring, Business Trends, Mobile Recruiting, HR, Mobile Interview

Treat Your Candidates Like Customers for a Better Candidate Experience

Job seekers essentially “shop” around for the right job. They look through job ad after job ad to find the position that sounds just right. Candidates are the customers of your recruitment department; recruiters have to fundamentally sell the role to acquire their desired talent pool… their target market. In order to build a better candidate experience, think about the candidates as customers. Look for yourself at some stats that indicate how important calculated recruitment efforts are.

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Recruiting, Interviews, Employment, Employer Branding, Workplace, Candidate Experience, HR

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