Monthly Archives: February 2019

Connect and Engage with Job Candidates Using These 5 Recruiting Strategies

An employee referral program has long been a beneficial technique that companies use to bring new talent on board to their company, but these days it is just one of the many ways that bringing new employees to the company is made easy. If you need a few good women and men to join the team, dont use the wrong strategies and find yourself disappointed with the results when these are the best ways to attract new faces to your company.

Read more: https://www.hrbartender.com/2019/recruiting/connect-engage-recruiting-strategies/

Peer to Peer Learning: Why It Should Be Part of Your Training Strategy

Many companies are increasingly recognizing the central role that coworkers play in the work experience by integrating prospective future peers into the hiring process and assigning buddies to new hires. Peer-based learning is also crucially important to new employees, and can often provide value for the teacher as well as the learner. Most people learn a lot of what they know from friends and classmates, and more seasoned coworkers can help teach you how things work. Peer-to-peer learning doesn’t take too much in the way of resources, and can thrive if you do things like creating internal social media, mentoring programs and “sandboxes” for familiarization with different tools.

Read more: https://www.hrbartender.com/2019/training/peer-to-peer-learning-strategy/

Stop Using Management As a Reward

Promotion into management shouldn’t always be a standard incentive for all high-performing employees. Sometimes even employees who performed well in team positions are not a good fit for management, even if they are valuable and you want to keep them onboard. Instead, consider giving high performers more responsibilities, or use them to do things like onboarding new employees or running an important project. This takes advantage of these employees’ skills, and may even turn them into good management material in the future.

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Layoffs (Usually) Don’t Work and Why They Harm More Than Help

Four years ago Steve Nguyen worked for a company that was bought for a larger company, and then three years later, he was promptly laid off. Most people correlate the negativity of layoffs to the unfortunate workers let go. However, layoffs can also have an un pleasant effect on companies as well. For laid off workers, it is not unusual to be depressed, irritable, and have trouble sleeping. For companies who lay off, there are hidden cons to it. They must deal with many additional expenses, like severance pay, payouts on vacation and sick days, pension payouts, and even potential lawsuits.

Read more: https://workplacepsychology.net/2018/12/03/layoffs-usually-dont-work-and-why-they-harm-more-than-help/

Call Me! The Lost Art of Picking Up The Phone.

Like penmanship and eight track tapes, talking on the phone appears at times to be in jeopardy, likewise in danger of going the way of the once ubiquitous phone booth. Generally, we’ve all gotten used to a convenience food style of communicating, via an array of instant messaging and texting services. It’s true in our personal lives. And it’s become equally true in our professional lives. However, although as HR professionals, we can get away with fast food communicating a lot of the time, there are nonetheless times when nothing less than an old-fashioned phone call will do. For example, it’s not at all classy to fire someone with an emoticon, or alert a potential hire that you went with someone else with a sticker. If you want to surprise someone, offer a sincere apology, or condolences, impress someone, or just offer above average customer service, pick up a phone. Also, when dealing with someone with old technology, or poor literacy skills, go old school. And, if the answer is likely to involve more than 2 texts or deal with legal issues, grab a phone.

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