Here is the uncomfortable truth. The people you most want on your team are not scrolling job boards and they are not refreshing your careers page. Research shows that 73 percent of candidates are passive job seekers. They are heads down, performing at a high level, and not thinking about leaving.
You have hired them. You have worked to keep them. Now comes the truth many leaders eventually face. Even your best people can lose energy and focus if they do not feel consistently challenged, supported, and valued.
There’s a 400x productivity gap between top and bottom performers. Harvard Business Review didn’t mince words when it reported that high performers can outperform their low-performing peers by a staggering factor of 400. That stat alone should cause every hiring manager to sit up straighter.
In this day and age, employee burnout is a common occurrence, but what exactly is it? And more importantly, how do you avoid it as an employer? Tune in to discover actionable tips to avoid burnout.
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As we look ahead to 2025, the landscape of talent acquisition is undergoing transformative shifts. With advancements in technology and evolving workforce expectations, companies must navigate challenges and embrace new strategies to stay ahead. Here are some key trends shaping the future of talent acquisition and what organizations need to prioritize to succeed.
The term “Great Resignation” created a lot of buzz in 2021 – and rightfully so. The level of job quits continued to trend upward throughout 2022 where the monthly average sat at 4.2 million people voluntarily quitting. The reasons spanned several professional and personal reasons, but the last couple of years have been all about quits and reshuffles. Despite organizations
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Finding and retaining top talent is a main driver that continues to reshape the economic landscape and ongoing business recovery post-pandemic. The impacts are evident in employment data and U.S. labor market analysis, but it doesn’t tell the full story. To better understand and navigate this terrain, we conducted our first Hiring Pulse Survey to gather insight from business
How would you describe your company culture? As a leader in your organization, you are told a positive workplace culture is essential for the future of your business. But do you know what that looks like? Moreover, if your workplace culture has room for improvement (which is likely easier to identify) do you know how and where to make changes to improve it?
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Our working lives and, more broadly, the labor market have seen several changes in the past two years. And despite foreboding research and talks of an impending recession, experts suggest the labor market is, and will remain, remarkably resilient through the new year. However, this optimism doesn’t exclude some shifts in employment and workplace trends.
Historically, the recruiting industry has hada bad rapand has long suffered from not only a lack of transparency, but innovation, prompting negative sentiments toward recruiters and search agencies alike. Unfortunately, thenegative sentimentsare often deserved. Recruiters are frequently bad-mouthed for their reliance on hard sales techniques and candidates often report
