Engaging in employees actively can improve your employee’s morale and overall interest at the office. Studies show that happier, content employees increase work productivity as well as contribute to your brand strategy. Observe and engage your employees. Small surveys and a well-placed award systems acknowledging employee worth ethic can advocate your company as a great place to work. Knowing who you are targeting and how to market them can help you in the search for talent. Whether your target is an office manager or sales representative, knowing what appeals to each category is essential to hitting your recruitment goals and shortening your time-to-hire.

Company reputations suffer when employees feel they are undervalued and under-invested in workforce diversity. By limiting their options and awareness, organizations miss out on quality candidates.

More than half (57%) of people think their company should be doing more to increase diversity among its workforce. 41% surveyed do not think their company has a diverse executive team.

When we asked who at their company was in the best position to increase diversity, the top three answers were: Hiring managers (45 percent), the CEO (42 percent), HR (40 percent).

Candidates want realistic job previews when they apply to open positions. Being transparent about the pros and cons of your company can set up employees for long-term success. In turn the candidates are interviewing you just as much as you’re interviewing them. Learn where and why candidates are researching your company. Ensure you are attentive and joining the conversation about your company.

  • 66% of healthcare professionals are likely to accept less money to work at a company with a great culture.
  • 78% of sales professionals said they would accept less money to work at a company selling something compelling.
  • 94% of sales professionals say that base salary is the most important element of the compensation plan, while 62% say that commission is.

When it comes to pre-employment screenings, it is important to take into account the type of employee you will be hiring. The numbers of inaccurate resumes is not surprising but should be reviewed consciously. Over 53% of all job applications contain inaccurate information. 34% of all application forms contain outright lies about experience, education, and ability to perform essential functions on the job. Neglecting to properly review an applicants resume 11% of job applicants misrepresented why they left a former employer. “Well no one is completely honest when it comes to resumes.” You may think a bad hire is not such a horrible thing, but there is more than just an unfit or unqualified employee to take into consideration. Negligent hiring cases have had verdicts costing up to $40 million. The average settlement of a negligent hiring lawsuit is nearly $1 million. Employers have lost more than 79% of negligent hiring cases It costs $7,000 to replace a salaried employee, $10,000 to replace a mid-level employee, and $40,000 to replace a senior executive. The U.S. Department of Labor estimates that the average cost of a bad hiring decision can equal 30% of the first year’s potential earnings.

Cited References:
Aoife Gorey, Who Are You Really Hiring? 10 Shocking HR Statistics

Glassdoor Survey

BY: Delione Frye

Title: Director of Marketing and Communications

Date: 06/15/15