More than 60-percent of employees remain disengaged at work, according to Gallup’s annual State of the American Workplace survey, and the percentage of engaged employees has been consistently low in the last three surveys.
Clearly, measuring engagement and addressing a few key elements per year is not driving the positive energy companies are seeking.
A powerful tool often discussed in employee engagement surveys – but rarely the focal point of HR strategy – is social recognition. How can you use social recognition properly to drive business impact?
It’s no secret that finding top talent is difficult – especially in the transportation industry, where the employment of Line Haul and Pickup/Delivery drivers is projected to grow 11% from 2012 to 2022.
EG Workforce Solutions built a customized solution for a leading LTL trucking company that resulted in reduced turnover, compliance excellence, a faster time-to-hire and increased cost savings.
By remedying a decentralized hiring process, the client was able to get back to what matters most: customer service.
In leading companies, efforts to retain employees begin even before they are formally hired. These organizations understand that how job candidates are treated in the recruiting process makes a lasting impression that carries over into employment.
When employees choose to leave in their initial months of a new job, it often suggests a recruiting issue. But, research shows voluntary turnover beyond the first two or three months is usually a result of work environment, challenges in a manager-employee relationship, or the organization’s engagement practices.
This knowledge is causing industry leaders to take a more proactive approach to employee retention, rather than simply accepting that certain workers will “cycle through” their business.
Click below to download the white paper and learn how you can increase the number of good employees who stay:
The importance of diversity and inclusion (D&I) has come to the forefront in recent years, with the labor market becoming increasingly competitive and large organizations making substantial investments to their programs. Diversity of all kinds—race, age, sexual orientation—has the power to bring a sought-after advantage to organizations looking to attract and retain today’s best talent.
To read more highlights from Randstandt Sourceright’s white paper: “Turn Diversity and Inclusion into a Talent Strength: A Six-Pack Strategy For Driving Measurable Improvements” with commentary from Peter Vermeulen, Head of HR Americas, the Linde Group, click here.
Are you searching for the impossible candidate? Outdated recruiting practices and unrealistic expectations can cause you to pass on a candidate that could be perfect for the job.
Staff Management | SMX’s ebook identifies five updated recruitment rules to help you source talent in today’s marketplace.
RPO markets are emerging all over the world, presenting diverse conditions and creating a serious challenge for global RPO providers.
A global RPO presence requires careful consideration of multiple variables, such as market maturity, compliance, cultural differences, complex client needs, language barriers and more. Many RPO providers will see limited success with a “one-size-fits-all” RPO solution, but proactive planning can create a solid RPO foundation in various regions.
This latest white paper from PeopleScout creates an understanding of global RPO and demonstrates that an investigation of RPO markets, combined with common solutions, can put an RPO provider on the fast track to global success.
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