Job hopping by Millennials is a seemingly unstoppable scourge. The IPMA-HR HR2020 Task Force identified job hopping as a talent management priority. They described the problem as high turnover rates due to the current tendency of the newer generation’s job hopping every 3-4 years and the current mindset within the public sector that job hopping is not a positive attribute. The obvious tactic is to combat job hopping, but that’s not easy to do. What if we take a different approach and try to use job hopping to our own advantage?
A recruitment ad is so much more than a description of job duties. At its essence, it’s an advertisement that effectively promotes a role at your organization, your workplace culture, and the brand of the organization itself. With your recruitment advertising, you need to grab people’s attention and then not let go.
Your brand tells the public who you are, and as an extension of that, can help you attract the best and brightest to your workforce. Your brand can help you differentiate yourself in a meaningful way that potential employees will remember and that current employees can live out on a day-to-day basis. Here's how.
Finding ideal candidates is an ongoing challenge for every HR department. Fortunatley, HR has tools at their disposal. One of those tools is often under-utilized. What's that tool you might ask? —Talent personas... think of them like a wanted poster for your ideal hire. If you follow the suggestions below and take the time to really map out what you’re looking for in a candidate, personas are likely to become one of your go-to HR tools.
One of the findings of the IPMA-HR HR2020 Task Force was that only 49% of public sector organizations believe recruiting directly supports the culture. If we set the bar a bit higher and ask if recruiting strongly supports the culture, only 11% say it does. If the recruitment process in your organization isn’t promoting the desired culture, what should you do?
The dreaded PIP. Though the acronym stands for Performance Improvement Plan, to many employees it might just as well mean “Panic-Inducing Punishment.”
The best employers know a PIP can place underperforming staff on a path to transform themselves into better employees. But, in practice, a PIP is too often a half-hearted attempt at giving somebody one last improbable chance to save their job. Sometimes, managers treat the PIP as little more than a mandatory step in the process of firing an employee.
Performance Improvement Plans have so much potential. How can a PIP revive a struggling employee’s job performance?
Every organization will have a unique employee onboarding process. Of course, the details will be partly dictated by administrative, IT, legal, and human resource needs. But, for your onboarding to be effective, it should also be guided by continuous employee feedback.
By bringing empathy into your employee performance reviews, your organization can improve the process for employees and managers alike. You can also increase the positive organizational outcomes that result from well-run, productive employee performance reviews.
NEOGOV was recently honored with inclusion in the GovTech 100, ELGL Choice Awards, and Apps Run the World HCM Top 500 Software Vendors.
Talk to the talent acquisition team at Tesla and they’ll tell you some jobs are hard to fill. If even cool corporations with rich compensation budgets find certain types of jobs hard to fill then what can the public sector do? Well don’t give up, there is an effective strategy.