Scorecards in recruiting
A successful recruiting process looks something like this: A good number of applications come in and, among them, you find the perfect candidate. The new employee is happy with their tasks, the team is happy with the match professionally and on a human level, and the company management is happy because the recruiting process didn’t consume too much time and resources (e.g., due to miscasting).Â
Why HR: When do I need a people manager?
Die Bewerbungen bleiben liegen. Oder stauen sich womöglich bereits in deinem E-Mail-Postfach. Du könntest dir jetzt denken: „Naja, aber es kommen ja immer wieder neue Bewerbungen rein, so dringend ist das jetzt nicht.“ Dazu lass dir sagen: Gute Kandidat:innen bleiben niemals lange auf dem Jobmarkt. Wenn du nicht schnell genug bist, ist es ein anderer mit Sicherheit. Aus diesem Grund solltest du auf Bewerbungen zeitnah reagieren. Und wenn du dafür keine Zeit hast: Jemanden einstellen, der das übernimmt.
Attraction, recruitment, onboarding: how to attract top talent
The employee lifecycle refers to all the stages that employees pass through in an organization. It begins with presenting the company as an attractive employer on the job market in order to attract the attention of talented employees. It continues with recruitment and onboarding. In the first part of our series of articles "The 7 Stages of the Employee Lifecycle", you can find out what is important in these first three stages of the employee lifecycle.
3 steps to a successful people strategy
A good people strategy is a framework, a vision, and a set of goals with specific actions that revolve around employees. Among other things, it is about fostering engagement and retention, identifying needed competencies, and attracting new talent. Above all, however, it is about shaping an appreciative and positive corporate culture. With a result that impacts productivity: People who feel seen and valued, and enjoy working in a company are proven to work better.Â