One way companies can begin to navigate compensation discussions with their people is by having a well-crafted compensation strategy … And your compensation strategy is only as good as the data that underpins it. This is where benchmarking comes in.
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A lot of companies talk about DEI&B. It’s definitely a buzzword. But most conversations don’t address what practical steps people and organizations need to take to achieve it. If we want to build diverse, equitable, and inclusive cultures where people feel a genuine sense of belonging, we have to pull bias out at the roots. This means weaving anti-bias into the fabric of our company cultures, from hiring practices to values, how you build workflows, and how you encourage and react to employee feedback.
As we adapt to this new world of work, return-to-office questions are becoming more nuanced and harder to solve.
We're beyond proud to announce HiBob’s latest round of Series D funding—$150M—bringing our total funding to $424M.
By laying the groundwork now and planning for tomorrow’s unknowns, you can strengthen your organization’s resilience to change and support your teams as your business evolves—leading to positive outcomes for everyone.
Bob now offers people the option of personalizing their profile with an audio file they can upload on how to pronounce their name.
One of the keys to achieving an effective global recruitment strategy is to embrace the digital tools that have become commonplace in the world of work.
Providing your people with a successful onboarding experience is essential for employee satisfaction and retention, as research by the Brandon Hall Group shows. In fact, they found that organizations with a strong onboarding process increase their retention of new hires by 82 percent and productivity by an incredible 70 percent.
Traditionally, companies have employed workforce planning and talent management during market downturns as part of workforce reduction strategies. But in today’s unpredictable economy, HR leaders need to be prepared for sudden, overnight growth as much as for downsizing—especially in the tech industry. The key is to build dynamic workforce plans you can apply to various situations.
Trying to come up with the next generation's ping-pong table is overthinking it. At the core, building a great culture is about creating a space where people can genuinely connect with each other. The conversations people have are the essence of strong, healthy cultures, whether people sit next to each other or talk through a Zoom screen.
In today’s competitive workforce environment, a good compensation and benefits package goes far beyond what appears on someone’s payslip.
One-on-one meetings are a dedicated, recurring time block on the calendar that opens up a space for managers and their team members to have honest, open-ended conversations. While many professionals prefer remote and hybrid work, the loss of face-to-face meetings has challenged interpersonal relationships.
Your recruitment and retention strategy is one of those projects. It requires regular input from recruiters, hiring managers, and HR team members searching for professionals who don’t just have the right skill set for the job but who also fit your company culture.
Our customers' needs evolve all the time, and supporting this is in HiBob's DNA. We've built Bob–with the help of our customers’ feedback–to be bidirectional and agile enough to support businesses through radical market ups and downs.
Let’s delve deeper into why modern HR platforms should be functional, flexible, and fun and what makes Bob different.
Today’s job titles are beginning to reflect those changes and the increased importance of the employee experience. Newer HR functions and titles reflect the skills today’s HR leaders possess. New creative HR job titles like chief collaboration officer, people champion, and adventure coach all reflect the changing function of the HR professional’s role.
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