The hiring market is hot right now, and demand for talent is pushing businesses into fierce competition. Employers are still feeling the effects of The Great Resignation, a movement which is continuing to drive employees to quit jobs in search of better benefits and higher salaries. Excessive turnover rates can lead to expensive hiring and training processes which, in turn, can reflect negatively on the financial performance of the business.

Franchise operators face high hourly worker turnover rates and costly consequences from low employee engagement. A learning management system (LMS) can help streamline employee onboarding and training, the first step in building a positive and rewarding employee experience.

One of the fastest-growing real estate companies in India, TATA Realty and Infrastructure is the real estate and infrastructure development arm of TATA Holdings, one of India’s largest conglomerates. TATA Realty works in residential, commercial, and retail property development, and employs nearly 700 people in roles ranging from land acquisition to building design to sales.

In today’s fast-paced and competitive business landscape, it’s more important than ever for companies to attract and retain top talent. Yet, despite their best efforts, many organizations struggle to effectively manage their human resources (HR) and keep employees engaged and motivated. That’s where marketing comes in.

Everyone wants to feel listened to and have their perspective considered. Whether it’s in a conversation with friends or fleeting talk in the grocery store, people long to be truly heard and understood. It’s no different in the workplace. Employees want to be heard and feel that they are valued, respected, and understood.

There’s been a lot of recent news about return-to-office mandates and almost as much corresponding coverage about employee pushback. We’re now three years removed from the World Health Organization declaring COVID-19 a global health emergency and the resulting work-from-home structure for many organizations and employees.

Talented workers prioritize diversity when searching for careers because they know what an organization’s commitment to equity implies in the long run. Creating a culture of visibility by recognizing diversity in your organization is instrumental for bringing highly skilled, qualified candidates into your organization.

The digital age has brought a lot of changes to the way we do business, and recruitment is no exception. With the emergence of recruitment automation, the hiring process has been made more efficient, cost-effective, and accurate. In this guide, we will explore what recruitment automation is, how it works, and the benefits it offers to businesses.

The Great Resignation has made a major impact on the workplace, leading employers to reevaluate their organizations and adjust to better meet workers’ needs. Employee engagement is one way in which employers are adjusting, proven to boost recruitment levels, reduce staff turnover, increase productivity, and improve customer service and retention. Employees who feel connected with their colleagues and their workplace are oftentimes more productive, have longer tenures and are better able to share their knowledge with others.

When a company needs to say goodbye to a sizable portion of its staff, they tend to think the whole thing through, but that’s not often the case for people who decide to quit on their own. When someone is about to quit, a well-prepared organization is able to spot the signs earlier, ideally retaining more good employees talent acquisition.

Establishing a dedicated DEI action group composed of diverse employees can have a lasting impact on a company’s culture, as these team members share a common goal of spreading awareness and spearheading change across the organization. Committee members can brainstorm ways to improve DEI efforts, develop specific initiatives and research resources, such as podcasts, articles and organizations, that should be on a market research team’s radar.

The gender pay gap is a persistent issue across industries, and the technology sector is no exception. Women in technology continue to earn less than their male counterparts, and the gap is even wider for women of color. According to a recent study, women in the tech industry make 84 cents for every dollar earned by men. This disparity not only affects individual women but also undermines the industry’s ability to attract and retain talented professionals.

Content management systems are becoming crucial in the HR Tech domain. In the digital age that we are living in, managing and updating firm data regularly is essential. Because of this, the most recent human resources management software now includes these technologies, which have always been essential to project management. 

Employee retention is undoubtedly one of the biggest concerns on employers’ minds at this point in history because there has been a decrease in employee engagement and an increase in attrition. A 2022 report from Gallup shows that employee engagement is still steadily declining. According to the report, only 32% of employees are actively engaged at work. That leaves a staggering percentage of other employees who are not engaged. McKinsey & Company found that 40% (or two in five) of employees are considering leaving their jobs in the next three to six months. Despite global changes in the econ

The 5-day 40-hour work week has been the norm in the U.S. since the Fair Labor Standards Act passed in 1940. For today’s businesses the 4-day week could be the logical next step towards work flexibility, where productivity and creativity are measured rather than the number of “face time” hours put in at a specific workplace location whether office or remote.

In an overwhelming job market that’s constantly changing, talent teams must prioritize learning about the candidate’s experience and find ways to ease it. As candidates’ prospects continue to grow, employees will remain in the front seat and employers must respond immediately. The most strategic and well-informed recruiters have turned to data-driven recruiting for more profound knowledge about the candidate experience to find areas for enhancement and to maximize hiring outcomes.

Employee feedback and survey tools lower manual work and enhance UI/UX while handling system-generated survey reports. These tools are easier to handle by HR managers. Moreover, these tools help generate integrated reports, build rapport, and improve the employee-employer relationship. Organizations can easily incorporate these tools into their HRM practices by subscribing to monthly/yearly plans. 

Industry research is a great tool in analyzing broader trends by vertical markets and other key demographics – especially when combined with feedback from our own team members. While research shows the “future” of work is here, our teams have shared how their workplace expectations are changing too. To keep up with employee expectations is a strategic business imperative and, for many organizations, starts with creating open door environments in which all team members can freely voice their ideas, regardless of where their workplaces may be.

The implications of these numbers are quite serious for workplace productivity and overall HR concerns. This loss of productivity due to preventable issues (such as downtime associated with device and software refreshes) can cost enterprise organizations millions of dollars in lost productivity each year, not to mention the loss of valuable employees—a company’s greatest asset.

In Human Resources, talent acquisition is crucial for running operations smoothly. However, the business function has to be clear on the part wherein the working place is concerned. It implies hybrid, remote work, or work from an office. The clarity in these aspects helps in making the talent acquisition process easy.