An employee’s last day is no less important than their first day. To get useful information from employees before they leave for good, your agency needs a positive offboarding process that culminates with a respectful, diplomatic exit interview.
Fast-growing HR Software as a Service company creates completely integrated HR suite with the purchase of HRMS company
Bottlenecks are the enemy of any hiring process. They are spots of inefficiency that kill the momentum you worked so hard to build into human resources.
The bottlenecks in your hiring process can often feel entrenched, having existed at your organization for as long as anyone can remember. But, bottlenecks should never be accepted as part of standard operating procedure. You can and should wipe these time-wasting, energy-draining, morale-depleting sources of congestion from your hiring process.
NEOGOV can spare a letter or two from our name and logo, but hospital patients who need blood to survive cannot. Our logo is missing an O, just like the American Red Cross is missing A, B and O types of blood. So, this summer, we’ve partnered with the Red Cross to help fill the missing types – because when A’s, B’s and O’s are missing from hospital shelves, patient lives may be in jeopardy.
Most advice you’ll find about working smarter, not harder focuses on what an employee should do. But, optimizing their time and effort is not solely an employee’s responsibility, nor is it entirely within their control. Your agency plays an essential role.
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.
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 hiring less frustrating at your organization.
Planning ahead is the lifeblood of any human resources professional. Tapping into trends helps you proactively develop responses to the evolving demands of the public sector workplace.
Processes change and new ideas emerge. What worked well enough in previous years has become obsolete, and solutions previously unimagined have become today’s most effective best practices. Knowing what trends may pop up as hot topics at your agency gives you an advantage in the coming year.
Here are four important trends human resources professionals in the public sector can anticipate in 2018 and beyond.
We can improve public sector performance if we make decisions about people 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.