3 tips for attracting top talent - Only-the-best-Blog-post.png

3 tips for attracting top talent

Great companies are run by great people. Without investing in hiring and retaining top talent, you won't be able to achieve big dreams. Retention has historically been a major concern of HR, and rightfully so: high turnover drains morale, hiring budgets, and available talent pools. Want to keep your culture healthy, employer brand positive, and employees satisfied? Check out (and take advantage of!) our three tips for boosting employee retention. 1. Encourage communication Want employees to give you their best? Make sure you want to hear it! From junior employees…

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Metrics that matter: salary average and salary change - Metrics-that-matter-salary-average-salary-change-Blog-post.png

Metrics that matter: salary average and salary change

We work hard for the money, don’t we? It’s almost impossible to talk about work without bringing up salary. What we’re paid is supposed to be representative of our employer-defined worth—and, on a larger scale, how the employer values their workforce. Salary average and salary change are both important HR metrics for measuring how the workforce is compensated as a whole, or in large groups. For companies competing for talent—we see you, EPD recruiters—salary average can help you understand your market position for recruiting. And for those fighting to retain…

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Performance management needs to include learning and development

Why do we work? Most of us need a source of income, sure. But what else?  We want to develop passions and interests; meet like-minded people; grow our knowledge and skillsets. Grow as people. That’s why our jobs are usually more than just what we do for a few hours a day—they’re part of our lives and identities. And when we feel like we’re growing and developing, we’re more likely to stick around at our jobs, perform better, and achieve better business outcomes. According to a study published in the…

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A metric that matters (salary range penetration)

A metric that matters: salary range penetration

What should you be getting paid? It’s a tough question to answer. From the dreaded job application question about your preferred salary to annual or biannual salary reviews, however, you’ll have to assign a dollar value to your work. Too high and you risk losing everything; too low and you risk underselling yourself. How do you know what’s right? Working in HR, you’re in the position to make sure all of your people are being compensated fairly and equitably. Understanding each employee’s salary range penetration will help you do that.…

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Metrics that matter for succession planning - Metrics-that-matter-succession-planning-Blog-post-1.png

Metrics that matter for succession planning

Every employee matters. That’s why we invest so much in recruitment and retention: because we know that every talent we bring in is valuable. So, when an employee departs, whether voluntarily or involuntarily, they’ll leave a hole—responsibilities that need to be covered to keep the business running smoothly. Succession planning, defined by SHRM as “a focused process for keeping talent in the pipeline,” is a safety net for your organization. Investing in succession planning is an investment in your people and teams, building an action plan that will last long…

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7 best HR podcasts to follow in 2021

As we head towards the end of 2020, HR managers have risen to the occasion as key players in helping their people and organizations navigate the ever-increasing challenges that have arisen in the workplace due to COVID-19. As the world of work changes and we learn to define the new normal, we need to stay up-to-date on best practices, news, and trends. Want to stay on top of your HR game? Check out the seven HR podcasts that we recommend that you follow in 2021. Plug in your headphones, choose…

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6 steps to creating a diversity and inclusion committee

Is your organization ready to take diversity and inclusion programming to the next level? Building a diverse and inclusive workforce has a measurable impact on your business: more productive teams, increased engagement, stronger loyalty, and quantifiable bottom-line results. Diversity and inclusion efforts often start with diverse recruiting, to build stronger teams, but once those teams are created there’s much more work to be done. One way to build a strong, more inclusive culture is to create a diversity and inclusion committee: a guided group of employees working together on D+I…

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Metrics that matter (WFH productivity)

Metrics for measuring work-from-home happiness and productivity

Moving from shared offices to working from home is a big transition demanding thoughtfulness and attention to the smallest details. From hiring to firing, every HR process needs to be redesigned to fit this new reality. Redeveloping your onboarding process, rebuilding your performance management, and helping your employees maintain work-life balance is only the beginning. Because once you’ve done it all, you have to take the next step: reviewing the data, drawing insights, and figuring out what your work was worth.The impact of work from home on your teammates can’t…

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A metric that matters (time-to-fill)

Who cares about time-to-hire—and how is it different from time-to-fill?

When talking about recruitment metrics, time-to-hire and time-to-fill are two of the most important—but they’re not the same. While time-to-fill speaks to organizational politics and needs, time-to-hire is about the recruitment experience. Time-to-fill measures the amount of time between deciding to open a new role and signing a contract with a new hire; time-to-hire is the amount of time between a job’s first applicant and signing a contract. Let’s get into: the crucial differences between time-to-fill and time-to-hire,how to measure time-to-fill and time-to-hire, andhow these metrics will help you tighten…

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A metric that matters (compensation expense factor)

Understanding compensation expense factor

When building our compensation management for coming cycles, we have a lot to think about: cost of living increases, recruitment needs, retention issues, and organizational budget changes. We have to balance our growth plans with organizational realities, and while we may want to full our teams with senior talent, we have to make sure it’s a financial possibility. Compensation expense factor is the metric that will determine the present and future of your compensation management processes. While compensation is often an organization’s most significant expense, it doesn’t dictate the organizational…

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Top six strategies for organizational goal setting

Among its many duties, goal setting is probably a human resources department’s most important responsibility. Goal setting is the process of establishing objectives, guidelines, and ways that can help your employees understand the individual, team, and company-wide business goals. Goal setting has to be specific, measurable, achievable, and time-bound. Effective goal setting boosts employee engagement and empowers HR and team leaders to effectively evaluate team members, increasing the likelihood that an employee will thrive and contribute to an organization’s long term success. Below are six proven strategies for HR leaders…

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A metric that matters (gender pay gap)

How your compensation strategy can address the gender pay gap

No single compensation leader or HR professional can solve the gender pay gap, which is a cross-industry issue. We are, however, all responsible for our own organizations, and by working independently, we can together begin to overcome what has become a global systemic problem. To address the gender pay gap, we need to take a close look at the composition of our organizations and the disparities in title, seniority, and compensation that may be rooted in gender expression—and then take concrete steps to rectify these differences. Defining and calculating the…

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How to measure diversity in the workplace

It’s no secret that diverse teams work better. They’re a must-have—but they don’t build themselves. The remote opportunities that have unfolded over the last few months have knocked down barriers in diverse recruitment and hiring practices: we can hire nearly anyone from nearly anywhere. What’s left to unpack is how we objectively measure our efforts. The unfortunate truth with HR successes: if it wasn’t measured, it didn’t happen. To keep up with our diversity wins, we need to be keeping an eye on sets of diversity-specific hiring and retention metrics.…

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Metrics that matter (workforce planning)

12 metrics for measuring workforce planning

Workforce planning is the cornerstone of any good recruitment plan. Understanding how to translate organizational needs into new hires is the best way to guarantee a strong team with high-quality hires and low attrition rates. To help you understand how successful your plans are and what you should be working on improving for the future, we’ve put together a list of 12 metrics that will give you insight and guidance into your workforce planning process’ effectiveness. HeadcountAttritionBench strengthQuality of hireRetention rateCareer path ratioTenure distributionAbsenteeismVoluntary vs. involuntary turnoverTime-to-hireeNPSTraining ratioAge, race, and…

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HR leader Kate James on productivity and performance in a pandemic - QA-with-an-HR-expert-Kate-James-Blog-post.png

HR leader Kate James on productivity and performance in a pandemic

Kate James, Head of People Operations at Curve, has been working hard at keeping employees engaged, productive, and performing, even in the midst of a global pandemic. She shared her tips and ideas and ideas with us on: Performance management without micromanagingAvoiding Zoom fatigueWhat we can learn from Netflix about managing teams Hibob: How do you measure productivity without creating a “big brother” feeling among your employees when you’re all working from home? Kate James: It’s been a relatively easy transition because even before Corona we had practices in place…

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