Category: Retention

Working Parents: Unlocking Resilience and Adaptability in Your Team

In the relentless race for innovation and success, the unsung heroes often are right under a company’s nose—working parents, a demographic brimming with untapped potential, and an arsenal of skills honed in the crucible of multitasking, adaptability, and leadership. From a refined sense of time management to unparalleled problem-solving abilities, working parents are a force to be reckoned with, capable of elevating a company’s culture, creativity, and bottom line.

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What the ‘Belonging’ in DEI&B Means for Your Company

The rise of DE&I practices over the last half-decade have been pronounced and given way to positive, significant workplace and operational changes in the world of work. With companies continuing to expand and innovate their DE&I strategies, many have begun to expand their efforts from DE&I to DEI&B – with the B standing for “belonging.” Currently, many organizations see positive results from the implementation of DEI&B practices but continue to experience issues with employee retention and attraction – largely due to the lack of focus on equity, inclusion, and – now equally importantly – belonging. The results for businesses that have focused on the “belonging,” however, have fared much better; according to a recent Gallup survey, organizations that provide a sense of belonging to their workforce see a decrease in turnover by 27 percent and an increase in productivity by 12 percent.[1]

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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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