The research confirms it: companies that use employee data to inform their business decisions are more competitive and earn higher returns than their less technologically advanced – and less morally ambiguous – competitors.
Without a doubt, it’s in a company’s best interest to gather data and monitor their employees. But any company, to be profitable and sustainable, must be built upon trust, culture, and a clear vision. No one wants to work in – or invest in, or lead – an office built on suspicion.
So how do you balance increased revenue with decreased sentiment? Depending on your goals, your company, and your culture, there are a number of different softwares you can purchase, ranging from the Orwellian ever-watching eye, to the less threatening website filters or anonymous data collection tools.
Before picking your employee surveillance system, ask yourself th...
Big Boss or Big Brother? Top 5 employee monitoring systems.
Despite the political climate in which we’re currently enmeshed, talking politics in the office is still inexplicably taboo. You’d think that something so incredibly public – played out on TV screens and during family dinners across the country – would by now be acceptable office fodder. And yet, to announce your preferred party or to ally with a certain position is considered distasteful at best, offensive at worst.
There is a reason for this – not everyone in an office will share the same beliefs, and mutual respect is at the foundation of any good workplace. Civility, politeness, and common courtesy cannot be overemphasized in a well-functioning office. But who does it benefit, to categorically ignore some of the most influential discussions of our time? Is this ‘silencing’ not more detrimental than considering the topics openly and respectfully?
What we’re really asking is: should the office be a refuge from political dram...
The Politics of Talking Politics in the Office
Using consultants as seasonal workers or parental leave replacements is one thing. Having them lead an entirely new project or design an original system is another. Too often, companies are restricted by an unnecessarily narrow understanding of what a consultant is – when in reality, they can be whatever you need them to be.
According to the Bureau of Labor Statistics, 16.6 million US workers are classified as independent contractors, on-call workers, temporary workers, and contingent workers. Among those 16.6 million people is your next star consultant.
Remember, these are highly accomplished professionals, looking to quickly and efficiently leave their mark on your company. Don’t simply use them as a placeholder. Tap into their technical skills, draw from their expertise, and really get your money’s worth.
Check out these 3 unusual ways that top companies are using consultants ...
3 creative ways to take full advantage of your contingent workforce.
Anything that can simplify, streamline, or automate the hiring process is usually warmly welcomed by the recruiting community. After all, such a scientific approach to hiring should eliminate bias and streamline your process - right?
Cue personality tests. They provide a semi-scientific method to narrowing down a candidate pool, without devoting any extra man-power or hours. On the surface, it seems like a win-win. But dig a bit deeper and the premise begins to fall apart - the type of test, the metrics measured, and even the time of day can impact results.
Introvert or extrovert? How personality tests are skewing today’s hiring
Going green has never been more important - or more trendy. Every company, big and small, seems to be instating, pledging, or committing to some kind of environmental strategy.
But you don’t need to wait for your company to jump on the bandwagon - you yourself have the power to effect real, meaningful change, starting at your own place of work. Whether you’re a CEO or a recent hire, everyone has a voice in this battle.
Start small, create new policies, and follow through on your commitments. Here are 3 ways you can make positive change at your company today:
3 ways your company can #GoGreen (& how to lead the change)
1. Push for reusable dishware
What makes people choose to work for your company over your competitors? Why, when so many other offers exist, do candidates accept yours?
According to Quantum Workplace, the best benefits aren't usually physical - people prefer flex hours, a casual environment, and a clear mission statement to food in the fridge or a fancy gym. Again and again, research shows that giving your workers something to believe in can be more valuable than salary or bonuses alone.
At Proven Recruiting, we pride ourselves on the close-kni...
How we built an award-winning culture + earned a spot on Inc. Magazine’s 2018 Best Workplaces
Have you tried landing a summer internship recently? I didn’t think much of it – until I started looking for a summer job of my own. The journey is a whirlwind; finding somewhere where you can flex your creative abilities while growing your professional network and honing your analytical skills is no easy feat. Add to that the stress of unanswered applications and seemingly infinite choices, and landing that summer internship can prove to be a uniquely anxiety-provoking experience.
It’s only when you finally accept an offer that everything starts to feel right. That is, if you accept an offer at the right place.
From my very first day at Proven Recruiting, I knew I had found a second home. The friendly faces, animated personalities and warm welcomes immediately made me feel like I belonged. It’s not easy starting a new internship - let alone your first internship - but the encouraging atmos...
Your summer internship checklist – how to find the right fit for you.
Recruiters don’t often come with a user manual or best practices guide for taking full advantage of the resources we offer. And because of this, many hiring managers, companies, and recruiters end up feeling less than satisfied.
From mismatched ‘culture fit,’ to candidates ghosting on interviews, companies are left wondering what went wrong. Where is the process falling apart?
During my 10+ years in this business working directly with executives and hiring managers, I’ve witnessed the collapse of countless candidate-company and company-recruiter relationships. And each time,...
4 ways your company can get more from your recruiter, build better relationships, and save money
Even the highest paying, trendiest job can be sabotaged by a bland or unrepresentative posting. We’ve all experienced it; you post about an exciting new opening at your company, only to find that very few people - with often misaligned skills - are applying. What gives?
Yes - you’ve described the ideal candidate, outlined the key responsibilities, and alluded to opportunities for growth. But have you communicated your culture? Have you drawn people in? Are you really describing the person who would best fit the role?
The most successful job posts don’t simply explain the position - they make people engage with it on a personal level. These posts show candidates how they will help move the company forward, how they will contribute to its growth and culture.
Want to increase your qualified applicants? Follow these steps:READ MORE
Write smarter job posts, attract better candidates.
Did you know? While unemployment sits comfortably at a 17-year low, 40-60% of people are looking for a new job. That means millions of currently employed individuals will be making their next big career jump in the near future.
Add to that the rate of Boomer retirement, and you’ve got yourself an exceptionally tight and competitive hiring market. It’s in times like these that you have to work extra hard to retain your best workers, while making sure to keep them challenged, supported, and - above all else - not stifled.
For the past few years, the retention conversation has largely revolved around perk...
Losing employees? Here’s how to retain your best workers.