HR Insights: Vol 4, Issue 3

The Pros and Cons of Developing Talent Internally

Balancing between training current employees to fill future positions and investing in staffing processes to land top-tier external candidates is tricky. Even if you’ve already found (and hired) your next top performer, it’s important to know the pros and cons of developing talent within your company.

According to recent research on employee training, the answer is not so cut and dry.

Read More: HR Insights: Vol 4, Issue 3


HR Insights: Vol 4, Issue 2

Attracting Better Talent Can Start with a Simple "Thank You"

Remember the good old days when it was HR who expected a thank you note from a candidate after the interview? Well a convergence of events has flipped the tables and now some companies have found that sending thank you notes to candidates is a good way to acquire top talent.

With highly skilled employees in short supply and open positions increasingly difficult to fill, smart companies are paying attention to what their employment brand means to potential candidates. That means the candidate experience is getting long overdue, but well-deserved attention.

Read More: HR Insights: Vol 4, Issue 2


HR Insights: Vol 4, Issue 1

5 Powerful Human Resources Trends in 2016

In 2016, the biggest barrier to business success will be the subject of talent and, specifically, how we as business leaders will hire, retain, and train not just our future organizational leaders, but also the average employee. This simple fact is the reason that human resources and recruiting are forever linked; HR is responsible for the entire...

Read More: HR Insights: Vol 4, Issue 1


HR Insights: Vol 3, Issue 12

A Year Looking at the Bright Side

We all have the best intentions on January 1st–making resolutions to eat healthier or workout more or get more sleep. What if you made a resolution to live more gratefully? That’s the goal Janice Kaplan set for herself in her New York Times bestselling book, “The Gratitude Diaries.”

She writes in the first chapter, “I knew that how I felt about the 12 months ahead would probably have less to do with what actually happened than with the mood, spirit, and attitude I brought to each day.”

Read More: HR Insights: Vol 3, Issue 12


HR Insights: Vol 3, Issue 11

What's in a Name? 5 New Titles to Replace HR

Job titles are having a moment. Business analysts call themselves “data wranglers." Marketers are “brand defenders" and “growth hackers." Salespeople are “customer success managers,” and the list goes on. Human resources professions are no exception to this new-title takeover – and for good reason. HR roles are drastically different from what they were even 10 years ago, thanks to remote workforces, digitally savvy job applicants, and constant connectivity. Maybe it's time we sunset the term "HR" altogether. Read More: HR Insights: Vol 3, Issue 11


HR Insights: Vol 3, Issue 10

Perks Attract Employees - They Don't Keep Them

We have moved into a new era of employee benefits. While traditional employee benefits such as healthcare, PTO, and retirement matching are expected, perks like on-site free food, gyms, and massages are becoming increasingly attractive to job seekers. It’s typical of emerging startups to use these perks to entice competitive talent to join their organization, with companies like Google offering an entire campus of free cafés, haircuts, and other extravagances. But while these perks seem to be appealing to fresh young talent, are they actually proving a real return on investment? Read More: HR Insights: Vol 3, Issue 10


HR Insights: Vol 3, Issue 9

The First Steps in Tackling the Year of the FLSA

A good friend recently commented that this is the year of the Fair Labor Standards Act (FLSA), and I couldn't agree more. By now, you’ve certainly read countless articles and blog posts discussing the recently proposed rulemaking that will more than double the minimum salary required for a worker to be classified as “exempt” under FLSA. Under the proposed rule, an employee will need to earn a minimum of $970 per week (or $50,440 per year) and meet the duties test in order to be exempt from overtime wages, increasing from $455 per week ($23,660 per year). The implications of the proposed rulemaking are fairly clear, but the real question is: what can and should you do going forward? Read More: HR Insights: Vol 3, Issue 9


HR Insights: Vol 3, Issue 8

People Really Are Your Most Important Asset

If it looks like an asset and sounds like an asset, then it must be an asset, right? Well, if you’re an accountant, then the answer is probably a resounding “yes.” From an accounting standpoint, an asset is an economic resource that can be owned or controlled to produce value that can ultimately be converted into cash. For example, even a piece of equipment that is not owned but rather leased from its owner must be recorded as an asset in many circumstances.

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HR Insights: Vol 3, Issue 7

Onboarding With a Plan

Did you know that...

• turnover averages about 17% per month for the first three months (including as much as 16% in the first week)?

• 81% of those who leave are entry level / intermediate level;

• 46% of new employees washout in the first 18 months; and

• 45% felt over $10,000 is wasted on ineffective onboarding.

BambooHR found these statistics in a study regarding onboarding in 2014. The typical cost of turnover is no less than 50% of the annual salary of the employee but often well over 150%. This makes onboarding pretty significant for all businesses. Often we are tormented with short-cutting onboarding because we reason, “I’m busy.” Cutting corners only hurts you, the business, and the new employee.

The reasons for early turnover are very different than someone that’s been on the job a while

Read More: HR Insights: Vol 3, Issue 7


HR Insights: Vol 3, Issue 6

What Come First: Employee Engagement or Great Work

If you’re managing a team, you might wonder what comes first: engaged and personally invested employees or productive, great work? Is an employee doing great work because they’re engaged? Or will the employee become more engaged after doing great work?

Let’s start at the beginning. Most employees will start any position engaged and ready to work. As time goes on, either the employee will stay engaged, re-engage at a deeper level, or pull away to do minimal (or less than) work. What happens at the moment of re-engagement? What’s the difference between an employee who produces great work and one who doesn’t?

Read More: HR Insights: Vol 3, Issue 6