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Your Onboarding May Be Teaching Your New Employees to Be Cynical

By David Lee

The title of this article comes from a conversation with a senior-level HR professional who demonstrated a level of awareness that many employers seem to lack about their onboarding process.

We were talking about their need to upgrade their onboarding, and she was describing her concerns about the effects of a poorly executed process.

While she listed the typically cited negative costs of sloppy onboarding — increased turnover, longer time to productivity, etc. — she hit on one of the biggest prices employers pay for a shoddy, sink or swim, unwelcoming onboarding process:

You take someone who is initially excited and even starry-eyed about working for you, and rapidly turn them into a cynical, skeptical, eye-roller, who does not respect or trust management and their employer. Continue reading →

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Motivating Your Employees

by James Chapman

A good business leader is a multi-faceted individual who possesses many strengths and capabilities. He can manage budgets, spearhead marketing campaigns, design products, network with industry experts, and appraise contract management software. He is dedicated, hard-working, smart, and creative. But even with all these exemplary qualities, a business leader is truly only a leader if he also possesses one crucial trait: motivation skills. In fact, no matter your walk of life, if you seek to be a successful leader you need to be able to motivate those people who follow your guidance. Continue reading →

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How are your Candidates Treated by your Search Firm Partners?

by Simon Parkin

Recently I facilitated a session on « Recruitment Trends and Best Practices » for a large group of senior Recruitment and HR leaders from a large global technology company at their annual HR Leadership offsite in Chicago. This organization is one of the better ones I have worked with in terms of their focus and investment in talent. They understand that the acquisition, development and engagement of talent is the number one priority for their HR team. Their partners in the business look to them as experts in talent. They don’t care about the traditional recruitment metrics so many companies get too focused on such as « cost per hire » and « time to fill ». They see the acquisition and development of talent as an investment for their business and not as a cost. Anyone who has worked with me knows that I share a very similar view when it comes to talent so working with this client over the past few months has been a great experience for everyone involved. Continue reading →