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Job Shadowing

Have you ever wanted to give your potential employees the opportunity to actually see and experience the job they will be doing before they start? How about providing educational opportunities to students? Job shadowing is a great way to accomplish both. Read on to discover the ins and outs of creating and maintaining a job shadowing program.

Job Ads

There are endless ways to recruit applicants, and it can be challenging to decide which methods will result in the great hires you are looking for. Ads can be an effective tool, but how do you know where and how to advertise, and how much to spend? Read on to start understanding this complex topic.

Job Fair

Recruiting for potential employees is a never-ending job, and is more effective with a diverse set of approaches. Posting jobs online will probably always be a primary avenue, but job fairs are one possibility many recruiters forget to consider. Read on to decide if job fairs are for you, and how to go about it if they are.

Job Hopping

Don’t reject that candidate just yet! Historically, job hopping has been looked down upon, but as the job market changes, opinions are changing, too. Read on to widen your vision and see job-hopping candidates in a new light.

Job Post

A job post, or job posting, is an external advertisement that provides an overview of a position you’re hiring for. Job posts are used to recruit qualified applicants and a well-written job description can help reduce time and money spent on recruiting.

Continue reading to learn what a job post is, the importance of having a good job post, how to write a job post and where to list job postings.

Job Analysis

Conducting a job analysis is one of the first strategic actions an HR professional should do. The data gathered from a thorough job analysis is used to build job descriptions, job specifications, and to ensure the best employee-organization fit.

Job Description

A compliant job description is a strategic tool used to support many critical HR and recruiting decisions. Its main purpose is to identify all of the job requirements and qualifications needed, but it may also be used externally for recruiting.

Job Classification

Job classification is the process of evaluating jobs and grouping them into categories based on similar skills, abilities, tasks, experience and other criteria. Creating a job classification system can help provide an overview of your organizational hierarchy and evaluate employee performance.

Continue reading to learn more about job classification, why it’s important, criticisms of job classification and how to create a job classification system for your company.

Job Evaluation

How do you know you are paying your people fairly? Job evaluations—determining pay rates—are one of the more difficult responsibilities HR has because of the emotional toll it can take on the workforce. But not all job evaluations are bad! Some can be used to increase salaries and remove inequities, both of which will improve morale. Regardless of the purpose, starting a job evaluation the right way will help it go smoothly, and ultimately get you the best results.

Job Offer Negotiation

How you negotiate a job offer negotiation will be one of the most important first impressions you will make as an employer. It’s important to know the basic dos and don’ts of negotiation. In this article, we give you the tips you need to successfully negotiate an offer with a candidate. Spoiler alert: It’s not all about salary.

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The Eddy Platform

Onboarding

Create memorable first days.

People management

Directory, documents, and more.

Document Storage

Store everything securely in one place.

Training Tracking

All trainings & certifications.

Paid Time Off (PTO)

Create policies, approve/deny requests.

Time Tracking

Easy clock-in, clock-out.

Add-Ons

Payroll

Full service payroll for your people.

APPLICANT TRACKING (ATS)

Post jobs and track candidates.

HR ADVISORS

Unlimited access to an on-demand team of certified HR experts.

Product Overview

The all-in-one HR Suite for local businesses.

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