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1 Reason Why Most Change Management Efforts Fail

Change in an organization is inevitable. Unfortunately, however, most organizational change efforts take longer and are more costly than leaders and managers initially anticipate. In fact, McKinsey and Company revealed that 70% of all company transformations fail.

According to the article “1 Reason Why Most Change Management Efforts Fail”, during these transition periods, “change battle fatigue” can set in amongst employees. Even when companies make great strides forward, fatigue can derail even the most valiant efforts for change. This can have a detrimental effect towards a company’s overall culture.

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employer brand image

How to Turn Your Employees into Brand Advocates

We can all agree that attaining and retaining top talent is critical to a company’s success. Today, through social media platforms such as Glassdoor, negative reviews can tarnish an employer’s brand and turn qualified candidates in the opposite direction. Outside of standard recruitment marketing efforts, taking action as an employer to enlist your employees as advocates can lead to a more authentic voice and overshadow the negative outliers.

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marketing-HR

Why and How HR Needs to Act More Like Marketing

With the digital landscape rapidly changing, Marketing success now depends heavily on support from Human Resources. Not only to identify and train new skillsets, but also ensure that employees are being treated the right way when they are off-boarded.  A tighter partnership between the two departments will help strengthen an employer’s overall brand.  In a recent study we conducted with Hunt Scanlon Media, we learned that concerns about off-boarding have escalated due to social media trends  such as Glassdoor and Linkedin.

An insightful article from Harvard Business Review looks at some marketing practices Human Resources should be adopting to create a well rounded brand. Check out the article Here.

 

onboarding

Onboarding Strategies Fall Short

According to a recent article on Hunt Scanlon, over a third of employers (36 percent) lack a structured onboarding process, and a significant number are reporting costly consequences.

One of the strategies we recommend for employees transitioning into new roles is to develop their own personal onboarding plan with their new manager.  A new employee’s most important objective their first week is absorbing everything. The plan should include: getting to know the culture and communication styles of the team, challenging projects, office dynamics, and ensuring alignment on priorities and goals with your manager.

Check out the full article:

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Influence of The Off-boarding Process

Does the way employees are off-boarded really matter?  Does it affect your brand image among prospective employees, or your current employees’ willingness to stay and to recommend your company as an employer?

We’d Like Your Point of View

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Automation

Automation and the impact on tomorrow’s jobs.

Automation is the way of the future, and leveraging it will be the key to transitioning today’s bad jobs into tomorrow’s good jobs.

According to a recent article on Harvard Business Review, see how and why customers, employees, and investors will benefit from embracing these technological advancements.

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off-boarding-cost-reduction

In Which Direction Are Off-Boarding Costs Heading?

We’d like your point of view.

As social media channels expand, off-boarded employees have increasing influence over prospective employees’ decisions to either approach or avoid your company. The same goes for potential investors, customers and business partners; many seek out employee feedback for a clear and accurate picture of your organization.
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Can you influence exiting employees to bolster your employment brand?

We’d like your point of view.

As job seekers search for companies they would love to work for, social media platforms like Glassdoor and LinkedIn are giving them easy access to former employees’ candid opinions of their employers. At the same time, former employees seem to be increasingly comfortable sharing their impressions. This gives your prospective employees, customers, investors and business partners unprecedented insight into everything from your company’s culture to its leadership style, work environment, products and services, and even HR processes. It also leaves your employment brand more vulnerable than ever. Read more

People-Analytics

People analytics and its impact on HR decision making

People Analytics first caught the attention of professionals early 2013 in a highly publicized article, How Google Is Using People Analytics to Completely Reinvent HR. It can be defined as,  The practice of making data-backed people management decisions within an organization. Most frequently referred to in hiring, retention and transition management.

As more HR leaders recognize the power of people analytics, it will become a bigger part of how business is done. According to the Global Human Capital Trends 2016 report from Deloitte University Press, 32 percent of the more than 7,000 companies surveyed said they were ready to start using people analytics. That’s an increase from just 24 percent of companies in 2015.

Potential Impacts from people analytics

  1. Employer Branding
    When job-seekers coming out of the hiring process are unhappy, the result can be damage to the organization’s reputation as an employer and damage to its overall brand. In fact, according to a May 2015 CareerBuilder study of more than 5,000 American employees, 69 percent of respondents said they were less likely to buy from an organization after a bad interview experience.
  2. Risk Mitigation and Reduced Spending
    Companies need to save money wherever possible. Being able to avoid paying more for unemployment insurance, or wasting a paycheck on an employee who isn’t being productive, is a big benefit.We use Veriato to improve productivity and training,” she said. “We look at the time spent working, as well as the end results.”After the software revealed, for instance, that one particular employee had been spending most of the workday playing solitaire, O’Keefe said the company was able to stop an unemployment claim. “As a small business, that’s a key savings,” she pointed out. “When a former employee goes on unemployment, expenses go up. The software gives me something tangible to prove my position, so it isn’t just ‘their word against mine.'”

View The full Entrepreneur article here

 

MobileHiring

5 key stats every HR professional should know about mobile recruiting

With more job seekers expressing that they want to receive job opportunities on their smartphones, mobile has quickly overtaken desktop as the preferred job application channel. Is your application process mobile friendly for job seekers?  According to a recent study by Glassdoor, you may be preventing as much as 45% of your potential talent pool from applying for your open positions if it’s not.

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