South Staffordshire College: A U.K. college with 4 campuses, 4,000 students and 500 employees became frustrated with its Kaspersky antivirus and discovered that VIPRE proves robust malware defense doesn’t have to disrupt operations, slow down machines or be difficult to manage.
Our 2016 Salary Guide takes an in-depth look at salaries for traditional legal occupations, as well as the most sought-after positions in growing areas such as Information Governance and eDiscovery. Accurate national and local salary data combined with up-to-date job descriptions provide you with the knowledge you need to engage, hire and retain premier legal professionals.
It is not only essential to have the right product in the market at the right time, but you need to have the right people behind that product. However, in this ever changing market, it is necessary to create a vast talent pool with incredibly divergent skills and talents. Do not focus on which current team members can be groomed to become executives. Instead, focus on what executive goals need to be met and focus on the skills people will need to achieve them. Take the time to really look for the type of people you want within your company, not just their skill sets. You can always train someone to perform a specific task, but it is impossible to instill in someone the drive to succeed, the interest in learning new things, and commitment to the company. The right talent management program will be able to not only hire the best and brightest, but also keep them motivated, energized, and willing to move forward.
The most effective practices that support employees and improve morale.
When people become overly-stressed, their work will suffer, they will disengage, and your turnover rate could go through the roof.
As a manager, it's your job to hire people of good character and to create a space where they can feel confident in how they show up and perform their work.
Download this quick guide on how to improve morale with your team or company
As it stands today, 33 states – Alaska, Arizona, Arkansas, California, Colorado, Connecticut, Delaware, Florida, Hawaii, Illinois, Louisiana, Maine, Maryland, Massachusetts, Michigan, Minnesota, Missouri, Montana, Nevada, New Hampshire, New Jersey, New Mexico, New York, North Dakota, Ohio, Oklahoma, Oregon, Pennsylvania, Rhode Island, Utah, Vermont, Washington, West Virginia – and Washington D.C. now permit the medical use of marijuana.
Currently, there are ten states that have authorized the legal use of marijuana for anyone 21 years old or older (Calif. is “over 21-yrs old”): Alaska, California, Colorado, Maine, Massachusetts, Michigan, Nevada, Oregon, Vermont and Washington (and Washington D.C.). Although criminal and civil penalties saw a dramatic change, it’s imperative to note that each of these states’ laws specifically provide that employers do not need to accommodate employee marijuana use at work. Employers are still authorized to prohibit the use of “recreational” marijuana,
Do you ever wonder how companies like Google, Hilton, Facebook and Southwest consistently rank on “Best Places to Work” lists? It’s more than fancy perks — like free gourmet meals and snacks, pet-friendly offices and nap pods — that make employees clamor to work at these companies.
Published By: Jobvite
Published Date: Jan 28, 2013
Social recruiting is a word we often hear, but what does it actually mean? And more importantly, what is it and how can you use it to find quality candidates? Download this workbook and focus on the values of your company's social recruiting strategy.
Published By: Jobvite
Published Date: Oct 02, 2013
Download this resource to learn: how to get more from your employee referral and social media strategies, discover which metrics matter when tying sourcing to performance and what's missing from the traditional ATS.
Published By: Jobvite
Published Date: Oct 02, 2013
Are you ready to win the war for talent? Jobvite is here to prepare you. We offer a complete recruiting platform designed to help you hunt for, connect with, and ultimately hire and retain the right employees for the right jobs.
On average, one-third of employees that have been with a company less than six months are already searching for new job. To retain top talent, a robust new hire onboarding process is crucial. In this 30-minute webinar, Organizational Development Specialist Allison Flynn provides five actionable best practices for new hire onboarding.
As an HR professional, you know the spotlight is on recruitment functions to prove their value to the business. You’ve seen how the volume of job applications has risen over the last few years, yet all it has done is create more work and rarely better outcomes – for candidates, recruiters or employers.
Based on CEB research, this eBook uncovers the insights and solutions to overcome these volume recruitment challenges:
• How to create an effective employer brand
• How to optimize the candidate experience
• How to make the recruitment process more efficient
Coaching is all about maximising performance, regardless of whether it’s a superstar looking to reach greater heights, a new hire wanting to start off on the right foot, or even a struggling employee who needs to improve. Anyone can be a coach, as long as they have certain intangible skills and receive the proper training. The company, coach, and employee need to agree on what to improve, how to do it, and how to define success. As long as everyone is on the same page and dedicated to professional development, the end result will be employees, and a bottom line, that reach their potential.
But how can you ensure that everyone from seasoned veterans to new hires
reach their full potential?
By offering coaching. Over 70% of employees who received coaching saw an increase in work performance, relationships, and communication skills, and 80% reported having more self-confidence.
Hiring millennials is a win-win for both parties. Companies benefit from an extra and less expensive set of hands, while millennials receive valuable experience, training and contacts for the future. But beyond providing additional power to your workforce, we've found that investing in millennials has a positive and powerful effect on your company's culture.
Read this whitepaper and learn 5 reasons why you need to hire millennials.
There are a number of misconceptions floating around about college students that may cause employers to pass over their applications. Pop culture depicts college students as lazy, irresponsible, and unreliable, yet we have found they’re an extremely beneficial addition to any growing business.
Download this whitepaper to learn the top four reasons college students are the best hires for part-time positions.
Published By: Emarsys
Published Date: Feb 14, 2018
There is no downside to adopting AI, unless you have to hire third parties who aren’t fully integrated with the rest of your platform. Then you’ve got a “bought, not built” solution that can’t give you all the functionality that AI has to offer.
But that’s not the worst conclusion you could come to. That category would be reserved for doing nothing at all and resisting AI despite all the evidence we’ve seen from the companies who have piloted, implemented and expanded their AI solutions.
Leveraging econometric analysis of a dataset of approximately 63,000 hired employees spanning approximately 250,000 observations, this report looks not only at the measurable costs of toxic behavior such as sexual harassment, theft and fraud, but also other, equally damaging and harder-to-measure costs. The report examines these indirect costs closely, looking particularly at the toll toxic employees take on co-workers, and concludes that these costs create an even larger financial burden on businesses than the direct impact of an employee’s misbehavior
You marry someone for who they are, not who you think they might become. So why do so many HR professionals not take the same approach with their recruiting initiatives? Why do they hire based on a candidate’s potential, rather than what they can offer right now? More importantly, who should they be engaging? Check out some findings from the 2015 Workforce Purpose Index1 and learn about “purpose-oriented workers,” and how recruiting them can lead to a stronger workforce.
The employment landscape was relatively static for years. Sure, there were changes, but employers and employees could count on the traditional hire-toretire career path. And while that path hasn’t always taken place at one company, the idea was still the same: get a job, improve your skills, move into a higher position, repeat until you retire. Employers thought employees valued vertical moves, and ever-vertical salaries that moved one way—up. Employees either didn’t know any better, didn’t think about it, or didn’t think there were options. The few employees who were dissatisfied with the status quo braved the entrepreneur path, with uncertain success but potentially brighter futures.
Published By: RolePoint
Published Date: Apr 26, 2016
Given that internal mobility is recognized as the number one source of hire in virtually every survey, it is surprising how few companies have a clear strategy, supporting technology, dedicated career site and a defined process for encouraging this.
This study of 230 organizations, conducted in January and February 2013, will explore the best practices organizations use to transform basic new hire orientations into strategic initiatives and how they leverage world-class technology to boost productivity, engagement, and retention.