Tips to Retain Quality Talent with a Structured Mentoring Program

Employers have consistently innovated with their retainment strategies over the past half-decade, incorporating methods ranging from wellness programs and DE&I initiatives to inclusive company culture and more frequent one-on-ones. While all these methods are effective, a structured mentorship program can serve as a crucial foundation that will allow these methods to yield truly effective results.

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Thinking Outside the Box to Improve Time to Productivity

Voluntary job separations are at an all-time high, creating two big problems for employers. First, there is fierce competition for talent, so replacing the people who leave isn’t easy. Second, losing talent means your team’s productivity will take a hit while you search for replacements. Even after onboarding new employees, your team won’t be at full strength because it takes time to train new employees and help them find their stride.

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Are You Prepared to Hire in Just 10 Days?

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AppleOne Employment Services released its annual hiring and salary guide, the SCALE, today. This year, 31% of employers told AppleOne that unfilled positions cost them more than $500 per day. On top of that, employers find that top candidates are off the market within 10 days. This puts tremendous pressure on employers to speed up their hiring processes, and now more than ever, speed wins the hiring game.

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Hire Heroes to Combat Talent Shortage

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Candidate scarcity is becoming an increasingly common challenge due to record unemployment lows. In addition to making changes in how they hire, many smart Hiring Managers are realizing the value of transferable skills – and that veterans, an often-overlooked group when it comes to stellar employees, have them in spades. In addition to possessing great technical skills, veterans also have many sought-after competencies that we look for in job candidates. Thanks to their prior military training and career, they have polished their skills in leadership, teamwork, critical thinking and problem-solving to a fine shine – not to mention their training on how to work under pressure was a bit more rigorous than many of their civilian counterparts. And that’s just a few of their many marketable strengths. Here are a few more:

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Tiebreaker: How to Decide When You Have Selected Your Top Potential Hires

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You’ve done all the right things: wrote a comprehensive job description, reviewed countless resumes, met and interviewed several hopefuls. Now your hard work has paid off and you are down to two (or three) top candidate picks. When faced with several viable candidates, how do you decide? Here are some desirable employee traits you can use to determine who would not just be a good hire, but a great addition to your team:

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Why Smart Employers are Hiring on Potential, Not Experience

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While it’s most employers’ go-to measuring stick, past performance is not a guarantee for future success. Combined with today’s low unemployment rate, many hiring managers are realizing that focusing on experience and even education often leaves them with slim and costly pickings. To address this, many have explored evaluating for potential as a hiring tactic. Here are five reasons why hiring for potential and not experience is an increasingly smart strategy:

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