It’s frustrating when your organization’s job openings don’t attract enough applicants, or worse, when no one qualified applies at all. Or perhaps you’ve been told to hire someone new immediately, meaning your usual thoughtful recruitment process is out the window.
You may already have an easily accessible pool of qualified candidates. The secret is to take a look at people who previously applied for positions at your organization. Learn more about this untapped talent pool below.
Public sector budgets are often stretched to their limits and inflexible. HR efficiencies can give your organization new ways to do more with less.
An applicant tracking system is more than a human resources tool. The software can reduce frustrations for recruiters, hiring managers, job applicants, and everyone on your staff who pitches in to hire talent.
Executives and human resources leaders are recognizing how applicant tracking software for government agencies can improve the entire employee hiring process. Here are five ways technology can make the HR hiring process less frustrating at your organization.
We can improve public sector performance if we make decisions about people's practices based on data. One of the biggest initiatives in gathering people data is the Federal Employee Viewpoint Survey. In particular, data from this study points managers towards practices that drive engagement.
Fast growing HR Software as a Service company expands breadth of solutions with the purchase of a learning management software company
Learn how giving your organization’s performance review process a thorough overhaul can radically rejuvenate your employee engagement.
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 to differentiate your brand.
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.
Learn how empathy enhances the value of your employee performance reviews and fosters a more successful and supportive culture in your agency.
