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Happy #IndependenceDay from Red Branch Media!
Happy I know you have an exciting day planned with family and friends, so I don’t want to take up too much of your time! That’s why I’ve selected the top 6 things you need to know this week that our clients published. Trust me, you don’t want to miss out on this insightful content. We welcome your thoughts in the comments below and encourage you to share this post with your social friends! Have a safe and happy 4th of July weekend!
This week in the #RedBranchWeekly:
- Creating a Map to Organizational Transparency: 4 Steps – ClearCompany
- 6 Sheep to Count Before the Interview of Your Dreams – GreenJobInterview
- 12 Ways to Create an Encouraging Work Environment – Herd Wisdom
- HR Tech: Opening the Window to Employee Relations – HR Acuity
- Is Recruiting Responsible for Retention? – Recruiterbox
- 4 Easy Equations to Better Understand Millennials’ Training Needs – Visibility Software
Creating a Map to Organizational Transparency: 4 Steps
With every report, email, project and review, leadership is asking one question: “Is this person’s work helping the organization reach its goals?” It is an all too common source of frustration when the answer is “no”. We could play the blame game all day, but if your team doesn’t know and share your vision, it’s no one’s fault but your own. This everyday disconnect in the workplace is what transparency is aimed at fixing. Read more…
6 Sheep to Count Before the Interview of Your Dreams
The perfect interview… a dream come true. For a recruiter or hiring manager there is almost no better feeling than a perfect interview with a dream candidate. Unfortunately, the hiring manager can’t really control the quality of the candidate. You can, however, control the quality of the interview. First, actually take the time to read the resumes before the interview. Yes, before. It will make the candidate feel like you are interested in them for the position, and it will save wasted time during the interview. The steps that follow keep the process moving, keep the candidate interested and keep it legal. Read more…
12 Ways to Create an Encouraging Work Environment
While the “cracking the whip” method of leadership can usually show immediate bursts of productivity and hard work, this method is not necessarily good for a long-term healthy and productive work environment. In order for employees to be truly engaged with their work, they need to feel empowered and valued. Many of the tips below are aimed at energizing employees in positive ways that benefit all parties in the workplace. Read more…
HR Tech: Opening the Window to Employee Relations
This past Friday I presented at HR Tech Tank, the purpose of which is to connect, educate and promote innovators in the HR Management and Recruitment software space. The event was held at the Talent Tech Labs in NYC – a scrappy but hip space home to several HR start-ups like Easy Pairings (very cool niche recruiting concept for the restaurant industry – check them out). This “unconference” setting didn’t disappoint with lively discussion and collaboration with some of the hottest HR Tech analysts about what is new and trending in our space. Read more…
Is Recruiting Responsible for Retention?
The battle always results to finding talent. Therefore, good recruiting should lead to qualified candidates. And while good candidates are hard to catch, they can be even harder to keep. Recruiters shouldn’t lie to acquire coveted talent, or they run the risk of seeing them leave in 3-6 months when the truth to the exaggerations is finally discovered. It stands to reason then, that recruiting is in fact responsible for retention, albeit indirectly. A good acquisition program should be linked to a retention program, so it is understandable that about 50% of companies have a formal retention program. Read more…
4 Easy Equations to Better Understand Millennials’ Training Needs
Millennials are often considered entitled, lazy, and everything in between. Not a very good stereotype to try and enter the workforce with. People ask if they are ready for the workforce because they are generally assumed to be lackadaisical when it involves responsibility. The real question, however, is whether the workforce is ready for the Millennials. Read more…
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