For most people, having dogs in the workplace seems like something out of a dream. These days, however, more and more offices are going to the dogs. While it’s not always feasible due to allergies or regulatory concerns, companies have come to realize the many benefits of adopting a dog-friendly workplace.
Not to miss out on the fun and benefits-Hobson Associates has recently instituted "Dog in the Office Fridays" with a rotating schedule of one puppy guest at Hobson's headquarters office each Friday
According to animal health services company LifeLearn, here are 8 advantages of a dog-friendly workplace.
Hiring a new employee is an exciting time for both employee and manager. The first few days and weeks on the job are an essential part of the introductory period. Yet, a poor onboarding experience can ruin a new job for any employee.
As their manager, it is your responsibility to ensure their first impression is a positive one. It’s important they settle in well and overcome any initial hurdles of a new workplace and a new environment as quickly as possible in order to begin adding value to your team and organization.
The phone interview has become more commonplace than ever during the early stages of the interview and hiring process. This is a way to efficiently screen through large candidate pools, as well as minimize interview expenses for out-of-town candidates. For some remote positions, a phone interview may be the only method.
Below are some ways candidates can ace their next telephone interview, according to Glassdoor:
70% of CEOs say that “Talent” is their “highest priority”. 90% say Talent is their #1 asset, but almost no one LIVES it. We react when we have someone quit or behave badly, but do we really know what it takes to build and KEEP a good team?
It’s a no-brainer that the best way to grow your small business is to hire quality employees. While doing this will be one of your biggest keys to success, it is also the most difficult to achieve. One good employee can propel your company forward, while a bad hire can set back productivity, damage morale, and cost an employer both time and money.
Here are some tips to making your next smart hire(s) a reality:
Phone interviews can be weird and nerve-racking. You're trying to impress a stranger on the other end of the phone without the benefit of body language.
But no matter how uncomfortable phone interviews can be, they’ve become a key part of the hiring process for many companies today. If you want a job, there’s a good chance you’ll have to kill a phone screen.
Check out the infographic below by NetCredit that narrows down the tips for a perfect phone interview. This includes pre-interview prep, phone interview best practices, and post-interview follow up. So don’t sweat your next phone interview – just follow the advice below!
No matter what industry you’re in, you’re certain to have competitors-- whether it's someone selling a similar product or service, or someone who wants to snag your top job candidate. Whatever the competition is, we all want to beat them and stand out to our clients and consumers.
Yet, in today’s world where everyone claims to be # 1, it’s not so easy to differentiate and build your own authentic identity. Effective differentiation happens to be one of the main challenges small businesses face, as they are forced to compete against the big dogs.
Here are some effective ways to help your company stand out from the rest of the crowd:
Lately I have dealt with some good candidates who end up interviewing badly. What gives? They have the smarts, education, technical/sales knowledge, and most importantly, the experience. Yet, they fail to connect with the hiring manager or convince the company that they should be their next hire. This can happen for a few reasons:
Sometimes the person hasn’t interviewed in several years, and their interview style is a bit lackluster.
In other cases, which I see more in junior people, the candidate is just plain nervous. (Nerves are totally normal because it shows that the person cares and is excited about the job opportunity.)
The hard truth is that not everyone who wants the job will get the job ... Here are some basic pointers for these two types of people I mentioned, or anyone really, so you can present your best self and land the job you’re truly excited for….
Our President Danny Cahill is never one to lack the perfect words to motive, encourage or help close deals... Below is an email he recently sent to our team of recruiters. Hope it makes you think, or at the very least - motivate you on this wintry day!
The skills gap is widening, unemployment in the U.S. is at its lowest rate since 2000, and nearly 60% of employers struggle to fill job vacancies within 12 weeks.
By 2030, the global talent shortage could reach 85.2 million people—costing companies trillions of dollars in lost economic opportunity.
Industries such as technology, financial services, and manufacturing will be some of the most affected, as they require a high volume of skilled workers—and as demand outpaces supply, competition for qualified candidates will continue to soar.
Two-thirds of organizations are not adequately addressing the infrastructure and operations (I&O) skills gaps that will impede their digital business initiatives, according to Gartner, Inc. Successful I&O organizations will need to implement vastly different roles and technologies during the next five years.
Gartner forecasts that, by 2019, IT technical specialist hires will fall by more than 5 percent. Moreover, by 2021, 40 percent ofIT staff will hold multiple roles, most of which will be business-related rather than technology-related.
With these stats in mind, what does this mean for your organization, and what should you do?