Onboarding is a critical yet overlooked step in the employee lifecycle. A successful onboarding process will make the new hire feel part of the team, provide further clarity around the role and responsibilities, and get them up to speed and performing fast.
The world, and businesses alike are still slowly returning to routine normalcy, if it can even be called that, in this post pandemic state of affairs. Regardless of how organizations are working; remotely, back in the office full time, or a combination of the two in a hybrid schedule, HR professionals know that employee connection has become an urgent matter. Retaining top talent is critical to an organization’s growth and success. Therefore, creating an experience that entices your staff to appreciate the workplace and make it a worthwhile day is imperative.
Lots of valuable information can be learned by employers who use social media to evaluate various job candidates. However, there are always risks involved to this method.
The hiring process as of late has been a struggle. But finally, your recruiting director is making headway and is down to three well-qualified candidates for the position your company has been looking to fill for months. But in these final decisions comes the question of which candidate is truly the best for the job and company overall. Social media resources are so readily inviting and available to the public that even business professionals think of pursuing these avenues for a little more insight to the answers they seek.
The question becomes, should you consider social media when evaluating job candidates? Is it okay to look at an applicant’s social media profile as a peep into their personal lives as to what they may bring to the company?
In response to a recent Harris Poll, 60 percent of hiring managers say employers should screen all applicants’ social media profiles, and 69 percent say looking at the social media profiles of job candidates is effective.
An organization’s employees are the best support to transition a company from struggling to success. But employee management is not a cakewalk. When dealing with employee intricacies, there are multiple challenges like recruiting, HR strategic support, HR payroll outsourcing, independent HR services, and more.
Flex HR provides white-glove strategic HR and Payroll outsourcing services, delivering advice, knowledge, and support to companies throughout the US. We take actions and think outside the box of the other routine talent outsourcing companies, and offer a one-stop human resource services solution, supporting any and all HR functions.
In the ever-evolving landscape of modern business, there’s an increasing realization that companies are no longer just about products, services, or revenue streams. At the heart of every successful enterprise are people who make decisions, generate ideas, and drive the company forward. Today, people-centric approaches to business are becoming more prevalent and necessary. This shift towards aligning business strategies with people’s needs and aspirations has underscored the importance of modern people strategies.
It’s 2023, and DEI issues have been on the forefront for several years now. You would think organizations would have successfully implemented an inclusive and equitable environment for all employees, right?
Yet, in many sectors in the workplace, there is still staggering inequality. In fact, racism has increased in technology from 18% of people of color reporting discrimination in 2021 to 24% in 2022.
Among those who face discrimination are those with a disability or mental health condition, who are not given the same support and opportunities as their coworkers.
In the past years, many companies have created policies or taken measures they thought would address DEI issues. Yet, many of these were not enforced, not implemented properly, or not tested to see if they were actually benefiting those facing discrimination.
Now, companies need to take steps to improve implementation and create an equitable environment for all.
A company’s sign of success is when they start adding more employees to fulfill all aspects of the workload. But when a company starts to expand their staff, the need for more regulated Human Resources Management (HRM) best practices must be followed to ensure compliance, efficiency and success for the organization. And thus, it’s time take action and find some HR solutions before any major damaging mistakes are made.
Flex HR recently received a call from a small family business that grew quickly to over 50 employees across multiple states and locations. They had been operating without dedicated HR support and wanted Flex HR to help them build an employee handbook and put best practices and policies in place.
Company culture is everything these days when it comes to an organization’s best practices and environment. The culture of an organization is defined by its vision, values, workplace beliefs, attitude, purpose, and behaviors of the work staff. And a company’s culture ultimately plays a huge role in the success of the business.
Flex HR’s very own CEO, Jenny Morehead, recently chatted with The Next Scoop to discuss Creating a Better Company Culture and how a business can set up best practices to design a healthier overall company culture.
Jenny notes that it’s important for “people to experience joy in their work. Otherwise, what is it all for? I think enough companies have caught on to the fact that employees can find nice places to work now with good work-life balance and with people who care, and if you are not one of those companies, you’re falling behind.”
In the past decade, the use of Artificial Intelligence (AI) has continued to expand into every area of the workplace, including HR.
The use of AI in Human Resources potentially saves time and money, and reduces the monotony of repetitive tasks. It can help prioritize good candidates when recruiting, for example, reducing the time spent going through hundreds of applications. It can help with payroll, aspects of training, and a host of other HR-related tasks.
In this digital age, a word of caution is needed. While AI is becoming more prominent for various job aspects, human knowledge and interaction is still necessary for others, which should never be replaced.
Using AI has helped HR to save time and focus on the issues that need a more human touch, but organizations need to continue to prioritize using human employees. Technology needs to be seen as an aid to achieve more work/life balance for employees, not a replacement for them. It’s important to create a written policy to determine when AI can be used in the workplace.
There are so many concerns that businesses owners, managers and employees are stressed about constantly every day. And unfortunately, workplace violence has now become a majorly heightened concern for workers everywhere. We have especially seen these numbers jump during these post-pandemic conditions now that organizations are reopening their offices and requiring their employees to return in person.
