Hiring

Outplacement Firm

Layoffs are not fun for anyone, but outplacement firms can make them less expensive and less stressful for everyone. Investing in outplacement firms can save companies a small fortune by reducing unemployment costs and legal fees while improving its reputation.

Reverse Recruiting

It is easy for your organization to get left behind when you’re not keeping pace with the latest approaches to attracting talent. That is why you should consider reverse recruiting. Read more to learn what reverse recruiting is, it’s benefits and more.

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.

Skills Inventory

Does your company have the skills to achieve its goals? Are there skill gaps that your recruiting strategy needs to address? These are big questions, but there is a tool that can help you answer them and many others: the skills inventory. Read on to learn more.

Passive Candidate

Have you posted your open position on every job board you can think of and you still don’t have the right applicant for that hard to fill role? This article will help you source passive talent so that you can find the perfect candidate for your hard to fill role.

Workforce Planning

Your organization has strategic goals, but how can you ensure you have the right workforce to accomplish those goals? Workforce planning is the key. Workforce planning is the process of analyzing your current and future workforce needs in order to accomplish your strategic goals.

Salary Budget

Ever wonder how your company handles payroll planning? An employee’s salary is a large part of your organization's compensation package and budget. In this article you will learn why your organization’s salary budget is important and how to create a salary budget.

Virtual Job Fair

Looking to step up your recruiting game? Virtual job fairs can reach more candidates more easily and cheaply than other recruiting options. Continue reading to learn how to find, prepare for, and reap the benefits of virtual job fairs.

Boomerang Employee

When you’re struggling to fill important positions, you may consider reaching out to former employees to see if they’re interested in returning. Or, former employees may contact you with a desire to come back. Like any hire, there are pros and cons—and pitfalls to be avoided—in re-hiring and re-onboarding so-called “boomerang” employees.

In-House Recruiter

Have you ever considered becoming an in-house recruiter as the next step in your career? Read on for an in-house recruiter’s firsthand experience with what the job is like.

Campus Recruitment

Recruiting on college campuses can be more time and labor intensive, but it can also have a great payout. College campuses provide a vast talent pool and can be a reliable talent pipeline as you establish a company brand and presence among the students.

Staffing

Deciding on the right recruiting approach can be challenging for any HR department and company. In many instances we simply don’t have the time to invest in a traditional recruiting approach. That’s where staffing and staffing firms come in.

Pitchfork Effect

The decisions you make—hiring, firing, and more—have a lot of impact on people's lives and on the success of your organization. One way to respect that is to closely examine your cognitive biases. As powerful as the human brain is, we cannot process everything consciously, and much of our decision-making happens subconsciously. In many cases, this helps us function, but in other circumstances it leads to unfair and incorrect decisions. Read on to learn about one type of cognitive bias and how to mitigate it.

Non-Essential Job Functions

We all know intuitively that there are both essential and non-essential duties in our jobs, but classifying them officially is important. Knowing the difference can be challenging, and getting it wrong can have legal consequences. This article will help you better identify the differences in these types of job functions, as well as understand why it’s significant.

Social Media Recruiting

Recruiting is a tough gig, particularly in challenging labor markets and niche expertise. If you are eyeing social media as a resource but feeling uncertain how to get started, you are not alone. Here are the fundamentals on using social media for recruiting. Jump in—the water is fine, and the results can be near-immediate.

Physical Job Requirements

When a candidate looks at a job description, they are generally looking for details about job duties and pay range. However, the physical requirements of the job are also important, and shouldn’t be overlooked by job seekers, hiring managers, or you as you write the job description. Read on to find out why.

Internal Recruitment

The perfect candidate for that hard to fill role may be closer than you think — they may already be in your organization. Today we will take a look at internal recruiting and get a better understanding of when this may be the right option for your company and how to successfully recruit internally.

State Employment Agency

State employment agencies are beneficial for both employees and employers. They offer many kinds of services to the public, as well as play a role in helping mediate employment and labor issues. Read on to learn more.

Nepotism

“He only got the job because he is related to the owner.” Nepotism can destroy the motivation and morale of any team. In this section, we will discuss nepotism, its impact in the workplace, examples of nepotism, how HR can respond to nepotism and nepotism policies you can implement in your workplace.

Employment at Will

“Employment At-Will” means a company can fire whoever they want, when they want, right? Not exactly. In this article, you will learn all about what at-will employment entails and how to untangle its complicated concept.

Recruitment Agency

Have you wondered if you should use a recruiting agency for your open jobs? Read on to find out what you should know about when and how to work with agencies to find the job candidates you need.

Careers Page

Considering creating or revamping your organization’s online careers page? Read this article to help you get rolling! Below, you’ll find the main reasons to invest in an improved online presence, elements of an effective careers page, examples of great careers pages you might model your own after, and software tools to consider using to build it.

Employment Cost Index (ECI)

This article explores the three main reasons to leverage the employment cost index to the benefit of your business. Read on to learn what the employment cost index is and how your business can utilize it.

First Impression Effect

Recent research has found that we make our first judgments about someone as quickly as the blink of an eye. The difficulty is that snap judgements may or may not be correct, yet they seem to endure. So what can be done to minimize the effects of first impressions in your hiring?

Recruitment Fees

Recruiting can be a headache and many HR departments don’t want anything to do with it. How do you find the right firm to contract with? What should be your expectations when it comes to fees? This article answers these questions and details what to expect when it comes to recruitment fees.

Contrast Effect

It hides in plain sight and you won’t see the impact until after the fact. The contrast effect is a seemingly normal mindset with regards to recruiting, performance management and leadership development. Nevertheless, the impacts of this bias can result in poor data and poor decision-making. Read on to learn the definition of contrast effect, examples of this bias, and how to prevent it in recruiting for your organization.

Bona Fide Occupational Qualifications (BFOQ)

As a new HR professional you will want to be aware of the BFOQ doctrine. BFOQ stands for Bona Fide Occupational Qualification. It allows a company to discriminate on the basis of national origin, sex, religion or age in rare, unique sitautions that are logically necessary for the business. A BFOQ is based on objective facts, reason, and logic, not on stereotypes, prejudice, or bias. The following article will help to define what a BFOQ is, when to use it, and when not to use it.

Succession Planning

You’re amazed by your current leadership team and the results they are able to obtain month after month. At times you wonder what would happen to your company if they decided to take another offer or retire. Is there something you should be doing to prepare for this? This article will cover what a succession plan is, how to start a succession plan, and examples of a company's succession plan.

Signing Bonus

As the fight for talent continues, more employers are offering sign-on bonuses to get employees through the door — even those companies that traditionally didn’t before. Signing bonuses are a way to help your organization incentivize against competing offers to a candidate. Let’s explore why a signing bonus may work for your organization.

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.

Internal Transfer Policy

We’ve all been part of a company where there didn’t seem to be any rhyme or reason as to how or why employees got promoted or transferred to other teams. We crave that clarification. Creating a policy that is public to your employees fosters greater trust and transparency among your team. This article will cover the ins and outs of internal transfer policies and how to create one at your company.

Internal Job Posting

When posting a job internally, it can be intimidating to know how to go about it. This article will answer some of the most commonly asked questions and provide insight on the best ways to approach an internal job posting.

Interview Note Taking

Distinguishing top candidates for open positions is the most important job of an interviewer. While some candidates may stand out in terms of qualifications and personality, all candidates deserve an equal chance to compete for a position. Remembering who said what after interviewing several candidates can be nearly impossible. By taking notes during the interview, the interviewers can later score and rank the candidates in order to make a final selection.

Billboard Recruiting

Today’s talent war is heating up. Have you noticed some of your competition using billboard advertising to post job openings? You may wonder if it is really that effective and if you should give it a try. Before you jump into a billboard advertisement campaign, let's look at what you need to know.

Video Screening Interview

You've posted a job opening, and now it's time to screen the responses. Traditionally, this has been done by reading resumes and ranking the promising candidates. What if there was an inexpensive, time-effective, easier and more productive way to accomplish this step? Consider the video screening interview.

EEO Statement

Understanding the legal requirements and benefits of using Equal Employment Opportunity Statements can be confusing. Do your job descriptions, contracts, and other documents include one? Why should they, and how do you write one? Inspiration is within!

Start Date

So, you’ve hired your prime candidate and they can’t wait to get started—congratulations! But how do you pick the right day for them to start work? Read on to learn how to plan ahead and set a new-hire start date.

Salary Expectations

Salary negotiations can be hard. It can be intimidating to try to find a number that works for the company and the candidate, but it is vital in keeping the candidate aboard for the long haul if you hire them, and it plays a big role in creating a company culture where employees feel valued and important. You always want to make your employees feel valuable to your company, and that all starts in the hiring process. Read on to learn how to navigate your candidate's salary expectations to ensure success.

Co-Op Program

Are you looking to create new ways to bring awesome students and entry-level professionals into your organization? One option is a co-op program. Skim through our overview of co-ops, including the main differences between co-ops and internships, possible reasons to consider building a co-op program at your company, and questions to answer if you do.

Illegal Question

The hiring process can be challenging. The process of advertising a job posting and filtering resumes is lengthy. When it comes time to interview, you need to ask the right questions to determine if the candidate is qualified, but you also must be wary of asking the wrong questions. Let's explore the dos and don’ts of interview questions.

Halo Effect

We all have inclinations to favor or disapprove of certain human characteristics, and we may or may not be aware of them. But these cognitive biases can impact your hiring process, performance management, and communications negatively. Here, we will define the "halo and horns effects" and provide ways to help you minimize it when it matters most.

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.

STAR Method

When you interview a candidate, do you get the information you need to make a good decision? Using structured interviews can help keep you on track and avoid the candidate giving you their life story when all you want is to fill a certain role.

The STAR Interview Method allows you to stay on schedule with your candidates, easily identify the candidates' past behavior, and see their potential to fulfill job expectations. This article covers what is the STAR Interview method, why you should use it, how to conduct the STAR interview, and examples of interview questions.

Employment Contract

An employment contract, more commonly referred to as an offer letter is a legally binding agreement which can be created verbally or in writing. During all stages of interaction with a candidate or employee, you may be verbally implying pieces of an employment contract. Continue reading to ensure your processes and actual employment contracts keep your company out of legal trouble.

Verbal Offer

You've found a great candidate, and your team has decided to make him or her an offer. You want to do so in a way that has the best chance of gaining an enthusiastic "Yes!" Should you use a verbal job offer? Here, we look at the advantages to doing so and the steps to doing it right.

LinkedIn Recruiting

Recruiting is an ever-changing challenge, especially if you don't have a big budget. If you're looking for a new avenue, consider using LinkedIn. It may look a little intimidating, but we can help you get comfortable. You will also be able to reach a wider audience of those who may not be searching for a job, but can spread the word to their own networks when you have a position to fill.

Group Interview

Group interviews can make or break a candidate’s interview experience. It’s important to create a strong process and prepare an outline and question bank if you choose to include group interviews in your interview process. Let’s dive in to learn more about how to create an awesome group interview process and the best possible candidate experience.

FLSA Non-Exempt

The Fair Labor Standards Act (FLSA) divides jobs into two very different buckets: those that are exempt from FLSA regulations, and those that aren’t. To keep your business complaint, it’s important to understand the difference between the two.

Internship Program

Are you thinking about creating an internship program but don’t know where to start? This can be a daunting task, but luckily we’ve done the research and have some helpful tips as you begin this process!

Panel Interview

It can seem like you are walking into a courtroom as a candidate walking into a panel interview. As the HR representative for your company it is easy to ensure a candidate feels comfortable and engages in conversation about their background and goals. This article covers what is a panel interview, should you conduct a panel interview, advantages, how to conduct one

Americans with Disabilities Act (ADA)

The Americans with Disabilities Act (ADA) is the most comprehensive anti-discrimination law for people with disabilities. Because the ADA applies to both employees and qualified applicants, having a solid understanding of what the ADA requires and how to stay in compliance is key for any HR office. In this article, we’ll help you get started.

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.
Eddy's HR Encyclopedia

Equal Employment Opportunity Commission (EEOC)

The Equal Employment Opportunity Commission (EEOC) is a powerful agency in the business world. To help your company follow laws and avoid lawsuits, you need to understand the EEOC and how your company can follow EEOC regulations. Read on to understand more about The EEOC in the article below.
Eddy's HR Encyclopedia

Fair Labor Standards Act (FLSA)

One of the first major laws to help regulate and protect the workforce was the Fair Labor Standards Act (FLSA). This law is essential to understanding basic HR regulations your company needs to follow. In the article, you will learn why it is so important and how you can stay compliant.
Eddy's HR Encyclopedia

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.
Eddy's HR Encyclopedia

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.
Eddy's HR Encyclopedia

Candidate Experience

You've found a candidate you're excited to hire: congratulations! But you're aware that they are interviewing with other companies, and you don't want to lose them.

Candidate experience can make or break your recruitment strategy. While a positive candidate experience can help you win them over, a poor candidate experience can just as easily cause you to lose them—even if you’re offering the highest salary. In this article, we’ll help you get started on creating a great candidate experience—no matter your budget.
Eddy's HR Encyclopedia

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.
Eddy's HR Encyclopedia

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.
Eddy's HR Encyclopedia

Interviewing

Interviewing candidates allows you to gather the necessary information to make a hiring decision. It is one of the most important steps in the hiring process.

Continue reading to learn what interviewing is, why it’s so important, what different types of interviews there are, how to conduct an interview and tips on conducting a strong interview.
Eddy's HR Encyclopedia

Recruiting

A sound recruiting strategy can help you identify and attract qualified talent for open positions and create a network of potential candidates for roles in the future.

Continue reading to learn what recruiting is, why it’s important to have a recruiting strategy, who should be involved in the recruiting process, where to find the best candidates, and how to start recruiting for your company.
Eddy's HR Encyclopedia

Employer Brand

Your company’s employer brand sets the tone for the organization and helps create a culture that people want to work for.

Continue reading to learn what an employer brand is, why building an employer brand is important, how to develop your employer brand and examples of organizations with strong employer brands.
Eddy's HR Encyclopedia

Employee Referral Program (ERP)

An employee referral program (ERP) can help you identify qualified candidates for open roles by leveraging the networks of your current employees.

Continue reading to learn what an employee referral program is, how your company can benefit from an ERP, how to create a program and to gain ideas from other companies’ employee referral programs.
Eddy's HR Encyclopedia

KSAs (Knowledge, Skills and Abilities)

Hiring someone is a labor-intensive activity, and we know turnover is expensive; you want to choose the right person the first time. Here's a tool to help you determine whether a candidate is likely to succeed in a particular role.

Knowledge, skills and abilities, also known as KSAs, are specific qualities that indicate a person is qualified for and likely to succeed in a position. KSAs are used throughout the hiring process to assess needs in a position, help create job descriptions, and gauge whether applicants are fit for the role.

Keep reading to learn what KSAs are and how they can help you in your hiring process.
Eddy's HR Encyclopedia

Applicant Tracking System

When you’re trying to identify qualified applicants for an open role, the last thing you want to deal with is messy spreadsheets and administrative tasks. It’s nearly impossible to organize the most important information for every candidate, efficiently communicate with them, and select the right fit if you’re completing every task manually.

That’s where applicant tracking systems (ATS) come in. Continue reading to learn what an applicant tracking system is, the benefits of using an ATS, the best applicant tracking systems available, and how to choose the right platform for your company.
Eddy's HR Encyclopedia

Behavioral Interviewing

You’ve sorted through piles of resumes to compile a pool of qualified candidates for the role you’re hiring. You’ve narrowed down your list of top candidates that meet the minimum requirements, and invited them for a second-round interview. How can you maximize the interview to ensure you select the right fit?

We recommend Behavioral interviewing. Behavioral interviewing techniques provide insight into the way a candidate handled certain situations in the past and how they may act in the future. Continue reading to learn what behavioral interviewing is, why it's effective, how to conduct a behavioral interview, and examples of behavioral interview questions.
Eddy's HR Encyclopedia

Hiring Process

Do you dread the thought of finding qualified applicants to fill open roles in your organization? Do you find yourself hiring with a sporadic, unorganized hiring process? Hiring is time-consuming and selecting the wrong candidate can be costly. If your organization lacks a structured hiring process, you’re probably spending more time than desired conducting interviews and searching for suitable applicants.

Continue reading to learn more about the hiring process, why it’s important to have a defined hiring process, and how to hire a new employee!
Eddy's HR Encyclopedia

Resume Screening

The average recruiter spends 23 hours screening resumes for a single hire. Do you want to know how to decrease that time while also making sure the candidates you interview are the best fit and most qualified?
Eddy's HR Encyclopedia

Offer Letter

The job offer letter is your company’s first opportunity to make a great impression on your future team member. At the same time, it is also a document that must be drafted both strategically and compliantly to avoid creating unintended legal obligations.

In this article, you will learn not only what to put in your next offer letter, but also how to do it the right way so that your candidate is just as excited to accept your offer as you are to offer it.
Eddy's HR Encyclopedia

Rejection Letter

Nobody wants to write a rejection letter, much less multiple rejection letters. However, a well written rejection letter can both create opportunities and help applicants move on with a positive impression of your organization. In this article, you’ll learn how to write a professional, empathetic rejection letter for any circumstance.
Eddy's HR Encyclopedia

Second Round Interview

Finding the best fit for a position you’re hiring for is intense. It requires critical thought and can be draining. While reviewing resumes and screening applicants will give you a pool of qualified candidates, how can you ensure you make the right hire at the end of the day?

Second interviews are a crucial component of the hiring process that ultimately leads to a hiring decision. Continue reading to learn what a second interview is, why it’s important, how to conduct a second interview and what questions to ask!
Eddy's HR Encyclopedia

Screening Interview

You’ve sifted through a mountain of resumes and picked out applicants that meet the bare minimum requirements. How do you best utilize your time to ensure that you interview the top candidates—potential employees that fulfill the demands of the position and match your organizational culture?

Screening interviews allow you to learn more about applicants’ experience and personality without dedicating weeks to formal interviews. Continue reading to find out what a screening interview is, why you should conduct them, and what questions will help determine which candidates pass through to a second interview.
Eddy's HR Encyclopedia

Pre-Employment Screening

The hiring process is a time-consuming, costly HR task. Bad hires can lead to high turnover, negatively impacting your organization and requiring you to expend resources hiring.

Pre-employment screening provides a thorough evaluation of candidates and improves your chances of making the right decision. This detailed article will help teach you what applicant screening is and how to incorporate pre-employment screening into your hiring process to ensure your organization hires the best individuals for open roles.
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