Using an executive recruiting firm to find new employees can help companies locate the best and the brightest. Working with a recruiting firm can also save time and money. Follow these tips to make the most of your recruiting firm relationship.
You worked with a recruiter to find a promising new employee. She chose your company after receiving several job offers, and you feel lucky to have her on board. So how do you keep her?
Job seekers often accept positions because of the accompanying salary, benefits, and opportunity for advancement. But satisfaction from these items may last only three to six months. To build long-term employee satisfaction, companies need to find other ways to keep teams happy. Use these tips to inspire your staff.
Temp agency. Staffing firm. Recruiter. Headhunter. Executive search firm. Placement agency. Whew. Choosing an outside firm to help you find the right workers can be a complex. What’s the difference between one firm and another? Which one fits your needs? The truth is that many companies need more than one solution, or a hiring partner that’s a hybrid. Use these insights to help your company find the right staffing partner.
As an employer or supervisor, you may have to perform the uncomfortable task of firing an employee. The process is never easy; terminating an employee can be a time consuming process. You already spent numerous hours hiring and training an employee with the expectations of quality performance. Firing an employee will lead to more hours spent on one person. Every business owner knows time is money. Consider these do’s and don’ts to help in the termination process.
Companies that are not properly training and onboarding employees have a higher cost of turnover which makes it imperative that hiring managers understand the benefits of an onboarding guide and how to create and use one. A strong onboarding procedure can raise new employee retention rates, improve employee effectiveness, and increase your company’s ROI in their training.
An onboarding procedure is a strategic, systematic method of bringing an employee “on board” once they are hired.
On average, recruiting, hiring, and training a new employee can cost upwards of $10,000, with 25 percent of these recruits leaving after the first year. The amount of time and money wasted is astronomical. An onboarding guide allows you to help an employee transition into the company, increase their productivity, and eventually reduce the high turnover rate.
Often the most frustrating thing for a job seeker or new hire is a vague job description with little feedback for clarity on the desired role. This can lead to a negative connection to your company and even cause conflict, leading a new employee to leave the company in less than a year.
Shifts in business hiring practices and the workforce have pushed companies to carefully evaluate the need for new hires. As a result, more and more companies have turned to highly skilled, temporary personnel as a solution to their staffing problems. Here are five signs that suggest a temporary hire may be the best solution for your business.
What should a new hire’s first day look like? Structured. Scheduled. Welcoming. Every company should have an onboarding guide to help new employees acclimate and get up to speed as quickly as possible. How can your company set the tone for your new hire?
Hiregy is pleased to announce the release of A Manager's Guide to Onboarding!
Companies in the U.S. spend an average of $10,731 getting new hires up to speed. Even with so much money spent, 25% of all recruits leave before the end of their first year. Those are astounding numbers. A good onboarding procedure can save companies money by helping new hires become more productive, much more quickly. If an employee feels like they have found their “fit” in the organization, they are much less likely to move on.
Our onboarding guide was developed with hiring managers in mind, to make the onboarding process at smooth as possible. This guide includes:
What to do when new employees enter the company.
What onboarding looks like.
How to implement the onboarding process.
- The Do's and Don'ts of onboarding.