Ever wonder how companies are using social media profiles to screen their employees? We've found the answers. Read on to learn just how companies are finding out everything they need to know about you through social media, and how you can ensure that you never get hired.
You want your company to stay innovative and attract the next generation of customers, so you’re pretty keen to hire the best and brightest 20-somethings. If you’re firm is located in SoHo or San Francisco that shouldn’t be much trouble – the streets are filled with work-hungry members of so-called Generation Y. But what if you’re in a less hip location outside of the city center? Are you efforts doomed?
Newly hired sales reps all have certain strengths, otherwise they (theoretically) wouldn't have gotten the job. Correctly assessing new employees' weaknesses is crucial too, however. Instead of onboarding new sales reps in the same fashion, focus on those weaknesses from the start so they can hit the ground running. Republished with permission from Dave Stein.
On-the-job training gets a bad rap. It conjures up an image of being thrown to the fire to sink or swim. Employees should be able to figure everything out and absorb needed information by osmosis. The impression is pretty accurate. Too many times people are left clueless and just as frustrated as the boss who does not see results.
Recommendations on how to train workers for the jobs of today and the jobs of tomorrow differ hugely. Is focusing on current skills gaps short-sighted?
Employee turnover is a costly problem. And with 22% of employees leaving their jobs within the first 45 days of employment, it's all the more important to be sure that your employees are assimilated into your company with special care and ease. Of course, successful new employee training is easier said than done. Here are some on-boarding tips to help keep your employee turnover rates down, and your on-boarding success rate high.
When did new employee orientation become onboarding? I’m not sure, but the concept has taken hold to describe a more comprehensive process than sitting an employee down on day one to fill out I-9 and W-4 forms.
This month about 1.7 million members of Gen Y will graduate, armed to enter the workforce with a shiny, new bachelor’s degree. Many smart companies will be angling to hook the most talented of this group, sending representatives to colleges, advertising their brand and generally promoting themselves as a great place for the best of the class of 2011 to work. But will their efforts pay off?
Acing an interview is about as rare as finding the perfect employee - or spotting a unicorn - and all the more so when interviewers throw curveballs to catch you off your guard. The following questions, asked by companies you probably have heard of, have disarmed many a wide-eyed interviewee. But this doesn't have to be you. We have provided some possible answers so that you can walk into an interview prepared for anything. Of course we can't guarantee that our answers will help you land the job, but at least the should make your interviewer grin.
Millennials have a growing reputation in the HR universe as serial job hoppers. Recent studies say the phenomenon isn’t actually limited to the young, but true or not, employers’ belief that their 20-something employees are liable to jump ship in a matter of months has significant effects. For one, it limits their willingness to shell out for training.