A boomerang employee is a professional who leaves a company and is rehired at a later point to work in the same position or a different one. Boomerang employees follow a circular trajectory like the v-shaped throwing stick they are named after.
Stay in the know
Don’t miss out on the best HR tips and updates
An employee directory is a resource dedicated to storing information about the members of an organization, including their names, job titles, and contact information. Some directories may also include other information such as biographies and fun facts.
Organizational structure is the system by which an organization directs its activities in order to achieve its goals. It can include various elements, including rules, roles, and responsibilities. Organizational structure determines the flow of work and information through a company and its levels.
Employee tenure, or job tenure, is the length of time a person has worked for a particular employer. HR professionals usually categorize job tenure into two groups: long and short. Some employers view tenure as an essential criterion for hiring new people.
Employee turnover is an HR metric that measures the rate at which employees leave their jobs, voluntarily or involuntarily, over a specific duration of time.
Seasonal employment is a type of temporary employment in which the person works during certain times of the year. It is typically part-time, but there are also full-time, seasonal positions. Businesses that open only during certain parts of the year, like summer camps, hire seasonal employees. Other examples of companies that hire seasonal employees are those that need extra help during peak times, such as the holiday season.
Leased employees are people who receive compensation from a staffing agency to perform work for a recipient company. Recipient companies generally bring in leased employees to fulfill a temporary position or complete a specific project.
A talent acquisition specialist is an HR professional who specializes in finding the right people to fill open roles, especially those that require specialized skill sets. Talent acquisition specialists often work in fast-moving industries that compete for highly-skilled talent.
Temporary employees are people a company hires for a limited period of time or to complete a particular project. Companies can hire temporary employees directly or through a temp agency.
Gen Z is short for “Generation Z,” the generation born between 1995 and 2012. Currently constituting 27 percent of the United States population, Gen Z is the largest generation in US history. They are also the most racially and ethnically diverse of all of the generation groups.
Talent acquisition is an HR process that involves sourcing and hiring suitable candidates for a company’s current and future labor needs.
“Employee type” refers to different kinds of employees an organization can hire. Organizations must consider the legal obligations and regulations applied to each type of employee.
A statutory employee is designated by the United States IRS as a unique type of employee somewhere between an independent contractor and a standard employee. You can think of statutory employees as having more freedom than a common law employee but less control than an independent contractor. An individual must agree to this standing with their employer upon hiring and sign a service contract outlining the conditions.
Awareness of the employee lifecycle can help HR professionals better understand–and therefore improve–the employee experience at all of its different stages. By helping you improve the employee experience, the employee lifecycle model assists you in attracting better talent and retaining people longer, resulting in a reduction in turnover and its associated costs. It can also improve your reputation in the employment market, helping you attract a talented, driven, and productive workforce.
Recruiting software is designed to help optimize the hiring process, automating repetitive tasks and offering data-based insights. It can improve the hiring workflow for HR professionals, recruiters, and hiring managers while enhancing the candidate experience.
A gap analysis in workforce planning is a process that looks at an organization’s workforce and its skills and compares it to the skills required to reach its key goals. It is used to identify potential deficiencies in an organization’s current workforce and abilities. Gap analyses aim to help an organization succeed by allowing it to make strategic plans for upskilling and hiring.
For submitting your demo request!
One of our team members will be in contact shortly.
bob’s HR consultants
IN THE MEANTIME...
VISIT OUR
