Not sure where to start?
Download 7 Tips When Switching HR and Payroll Companies, for free.
Get the guide
Stay in the loop!
To ensure you don't miss informative, industry-relevant posts, subscribe to the Paycom Blog.
3 Hiring Roadblocks That Are Costing You Top Talent
In a perfect world, your hiring process would be simple. A position would open and attract the perfect candidate. He or she would apply, interview, be hired and onboard speedily and seamlessly. Sadly, this isn’t a perfect world. Perhaps that’s why Wasp Barcode Technologies’ State of Small Business Report ranks hiring among the top concerns […]
Gender Discrimination: Achieving Equality in Job Interviews
Equal employment opportunity laws prohibit employers from discriminating against job candidates and employees based on their gender. But, gender discrimination has a tendency to surface during job interviews. As seen in the case of Joyce Dennis. (Dennis v. Columbia Colleton Medical Group, 290 F.3d 639 (4th Cir. 2002)), organizations can be found liable for gender-based […]
5 Strategy-Building Tips to Help You Attract Top Talent
The terms “recruiting” and “talent acquisition” are often used interchangeably, but there’s a fundamental difference between them. Although recruiting is a part of talent acquisition, it takes a more reactive approach to filling positions – that is, the focus is on filling current openings. Talent acquisition is more concerned with identifying future organizational needs and […]
How to Prepare for Talent in the 22nd Century
Decades ago, it was easy to assume that a company’s talent needs wouldn’t change from year to year. Today, that’s no longer the case, with a growing number of companies reinventing themselves to leverage digital technologies to compete for the best talent. Even those that haven’t transformed are taking steps to review their processes of talent acquisition.
5 Secrets to Finding and Keeping Top Talent
Finding, retaining and engaging top talent is more important than ever before, as more than 2 million Americans voluntarily leave their jobs every month, and 74 percent of the workforce would consider finding a new job. Forward-thinking companies already invest their time and resources in identifying top talent, because they know that if they don’t, someone else will, and the cost of losing high performers can be anywhere from 1.5 times to more than triple their burdened salaries.
Supreme Court Ruling: Employer Motives Matter in Hiring… or Not Hiring
Imagine interviewing for a job and leaving confident you made a good impression, only to be told you didn’t get the position. Their reasoning, they say, was violating the “Look Policy.” This unfortunate turn of events is all too real and something Samantha Elauf, a 17-year-old Muslim, experienced.
3 Best Practices to Avoid Making a Bad Hire
Some studies predict that every time a business replaces a salaried employee, it costs six to nine months’ salary on average, while others predict the cost is even more, especially when it’s a bad hire. According to the Society for Human Resource Management (SHRM), “The cost of a bad hire to an organization is five times the bad hire’s annual salary.” For an employee making $40,000 annually, that’s $200,000 in recruiting and training expenses down the proverbial drain.
The Battle Back Home: 5 Tips for Hiring Military Veterans
Each year, an estimated 240,000 to 360,000 soldiers rejoin civilian life. For many, trying to find a job upon their return becomes another battle they face. To address this issue, Joining Forces, a nationwide effort to support service members, veterans and their families, was launched by the White House. Initiatives such as these have sparked coast-to-coast interest in veteran-specific recruiting efforts.
4 Steps Toward a Talent Strategy Built for Gold
Would you consider your organization to be a competitive player when it comes to talent? Research reveals a less than stellar reality for many organizations. In fact, a recent Bersin by Deloitte study indicates that 70 to 80 percent of organizations lack a talent strategy, and if you want to be a champion in the market, you have to have a great strategy.
Deck the Halls with Top Performers
As 2014 comes to a close, now is the opportune time for employers to reflect on certain issues and trends while preparing for the New Year. One such point is the changing face of business as demographics reflect a more diverse workforce. Studies show that by 2025, millennials will make up 75 percent of the global workforce as they bring their own style and expectations to the table; meanwhile, baby boomers, with their own distinct values and expertise, are staying on the job longer.
What Happens When They’re ‘Just Not That into You’
After a magical first meeting, Betty was sure she had found “the one.” All the bells and whistles looked amazing as the sales rep showed off the product on his personal computer. The reports were pre-populated for her to view, and at that moment, everything just felt right. Now it’s almost payday and Betty is racking her brain because the numbers just aren’t adding up. She’s called customer support three times, but no one seems to be available. Where are they when you really need them? Despite the magic of that first encounter, Betty was beginning to have second thoughts.
Overcome the Shortage of Top Performing Employees
Recruiters use a variety of tactics to find new hires, but one still trumps them all: employee referrals. While online job boards and career sites remain top sources for applicants, referrals often go overlooked as a hiring resource. From a recruiter’s vantage point, employee referrals equal gold. As you may imagine, recruiters have to exhaust all the tricks of their trade in order to stay competitive in the market. With a ratio of unemployed persons to job openings sitting at 3-to-1, employee referral programs (ERPs) are an easy way to build your talent pipeline, because you don’t have to look very far.