Employee and Workplace Communications -

Had a really talented lady reach out to me the other day.; 49 years old, college grad, great portfolio of work. She has been interviewing and is being told she is “overqualified.”

Recruitment and retention is all about finding the best candidates for your company and keeping that talent in-house. As always, employee communications is key, but identifying the best personnel before they’re hired is the best way to keep the talent pipeline open.

Consumer confidence is at its highest in 17 years. Companies are investing, rapidly expanding, and of course, hiring. Unfortunately, they are quickly running out of qualified candidates. In addition to expected factors—demographic shifts, workers’ preferences, skills gap, location mismatch—there is another one at play: unwillingness to rethink work. This new imperative requires multiple shifts in how organizations look for, attract, develop, and retain talent.

Recruitment and retention is all about keeping the life blood of your company healthy. Negative candidate experience can undermine your recruitment efforts before you can even focus on retention.

Incivility is a virus that can disrupt even the most efficient work spaces. How can change management efforts and corporate culture training defeat incivility before it spreads?

Job applicants spend so much time customizing their CVs and cover letters when applying for jobs so for their application to be acknowledged or even rejected can be significant to them. Having neither of these emails sent can be very discouraging to applicants and in the event of both cases, they may not wait around to hear back from you which could mean your company could miss out on a potential candidate that would be suitable for your advertised role.

One of the most effective means of improving engagement and safety at any organization lies in ensuring every employee knows that they’re a valuable member of the team. And while many businesses offer employees Years of Service awards when they reach significant milestones, most companies fail to provide their employees adequate recognition throughout the year.

Attracting and recruiting talent is a top priority for all companies. As the competition for the best talent gets more competitive companies must be strategic when it comes to hiring and it’s going to take more than just offering free gym membership!

How do you know when to take the plunge with an applicant who doesn’t quite check all the boxes?

The EducationUSA Forum convened more than more than 500 university representatives and Education USA regional educational experts, along with US government officials and international education experts, who shared strategies for increasing international recruitment and retention in DC this month.

Traditionally, decision-making in HR was largely based on gut feeling and instinct. Hiring decisions, compensation and benefit strategies etc. were simply based on what felt right. Tea and sympathy and a touchy-feely approach, rightly or wrongly was what the HR profession was largely known for.

No matter what industry or role you’re in, chances are that your success is built in part on establishing meaningful relationships. Nowhere is this more evident than in human resources and recruiting. When it comes to employee satisfaction and retention, positive relationships can be the key to assembling and sustaining a quality team.

Over the years there have been many advancements when it comes to modern medicine, but one of the biggest hurdles to still overcome in Saskatchewan is who exactly will treat and care for patients in rural and remote areas.

Key human resources decisions are being made every day by organizations without any input from their human resource departments. For HR professionals, this lack of involvement should concern you.

Over 70% of the consultants say they will seriously consider resigning from public hospital posts unless salary terms are ‘corrected’.

A few weeks ago, the Trump administration proposed combining the Department of Labor and the Department of Education into a new Department of Education and the Workforce. This proposal would require Congressional approval, and given how well the two parties and their multitude of factions get along at the moment, this idea is probably Dead on Arrival. However, that doesn't mean we shouldn't do some thinking in terms of Human Resources, particularly recruitment and retention, in the hopes that Washington starts working again.

Bärí A. Williams is an attorney and business operations executive and startup advisor in the tech industry. I spoke with Williams about the common misconceptions when defining diversity and inclusion, what companies in Silicon Valley could be doing to create a more inclusive workplace and the importance of representation.

"It wasn't the first time my key card failed, I assumed it was time to replace it." So began a sequence of events that saw Ibrahim Diallo fired from his job, not by his manager but by a machine.

For some high school and college students, summer is the time to get away from the regimens of classes, lectures and “school” life. For others, the 8-12 week period is the doorway to firsthand experiences of employee communication in real-world employment. Although some organizations offer internship programs year-round, summer is the peak season for intern endeavors.

Construction firms are rebuilding their recruitment and retention programs not only for more construction management workers, but also craft tradespeople. From looking into new demographics to offering leadership programs, construction companies are more aggressively trying to fill in the gaps left as older workers retire.