Now that the government is out of shutdown mode we can stop worrying about the acronyms (EEOC, ACA, IRS, etc.) being unavailable and hopefully move on. There are rumblings that “shutdown politics” may be ended by Congress soon, but what can HR glean from what has already happened?
Over the weekend it became official…I’ve been with Willory for five years. According to the Bureau of Labor Statistics, the average length of employment is 4.6 years. If you read my employee highlight, you learned that I joined Willory when THRD was acquired. To celebrate, I wanted to go beyond the profile and share the five most impactful memories over the last five years.
Now that we’re in full-swing of open enrollment for HR benefits, it’s a great time for an HR professional to consider what benefits to provide in 2019 to remain competitive. In a job seeker’s market (like we’re in), it’s imperative that HR professionals propose a robust benefits package for organizational consideration to keep your employees and attract new ones.
Remember that benefits may be seen as more valuable by your employees than they are expensive for you.
Looking for a job can be tough. It’s a series of putting yourself out there and often getting rejected – more often not hearing anything at all. As HR & payroll recruiters, Willory tries to never forget what it is like to look for a job as we have all been there. And I advise any and all of my clients to remember that every hiring is an opportunity to strengthen or weaken their brand and reputation – don’t blow it!
Every hiring manager and candidate’s preference is to work for an employer offering premier benefits, has a solid company brand that reflects a culture of social responsibility and provides ongoing employee development opportunities. The reality for hiring managers and candidates alike is that not all companies have unlimited budgets or ideal working conditions due to circumstances that are often out of their control to compete with Fortune 500 or entrepreneurial organizations with forward-thinking leadership.
We are feeling re-energized, inspired and ready to THRIVE after the SHRM 2015 Annual Conference & Exposition. It was an amazing chance for HR learning, listening and networking. Over 15,000+ HR professionals from companies and countries of all types came to hear world-renowned speakers, motivators and presenters. We went to sessions on Strategy, Employment Law, Talent Acquisition, and Personal & Leadership Development. Our favorite takeaways are below.
Meetings are often seen by as somewhere between pure torture and a necessary evil. But ran correctly, meetings/conference calls are an invaluable way for your team to bring each other up-to-speed and gain valuable input. But how, in an age where one out of four (see accompanying blog) consider meetings and conference calls the biggest waste of time in their work? Here are a few tips that work for my team and me.
I am in the enviable position where I get to speak with successful people every day. And with daily interaction comes a realization that awesome leaders have similar characteristics. As we reflect and look for resolutions or to “do better” next year, ask yourself… How am I doing as a leader?
As hiring professionals, we can be guilty of taking a resume too seriously. We can treat it as a be all, end all document that we line up next to the job description and if we cannot check off a majority of the required qualifications, we rule the candidate out.
Many of our clients come to us because their business is booming and they need to expand. But often openings happen because someone moves on to another opportunity or is let go. Obviously this is a fact of life and cannot be eliminated, but are there ways to minimize the constant churn of replacing employees?