Everybody talks about “talent acquisition,” recruitment and onboarding new employees.
What about offboarding?
The other end of the employee lifecycle—offboarding—provides another opportunity for a company to protect its assets and reputation.
No one disagrees onboarding is necessary for the long-term health of a company. Few human resources pros have an organized plan for when employees leave.
Offboarding refers to removing the identity and access of an employee who has left the organization. It can also be the restriction of certain rights to use when employees change roles within an organization.
In a recent study by talent management company SilkRoad, half of employers do not have an employee transition process for when they leave a company (or are promoted within the company).
When an employee reaches the end of the job cycle—for a number of reasons—not having a process can leave an organization unprotected to liability, security gaps and unforeseen costs.
One case is the University of Wisconsin. In an audit of health insurance premiums paid from 2011 to 2012, the school found paid for half of their employees who are no longer employed there.
These overpayments amounted to $15.4 million.
Keeping track of former employees while they leave the company can prevent potential security concerns. Offboarding can secure password access codes and other proprietary information.
Four fundamentals in an effective offboarding procedure:
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Big Data has become one of the hottest buzzwords in business. With it comes both pros and cons.
Big Data has become one of the world’s biggest business buzzwords, with good reason. It does have the power to transform human resources and talent management.
However, like any new jargon, Big Data does come with some baggage.
One of the “cons” is Edward Snowden, the “whistleblower” who exposed the NSA’s program of collecting vast quantities of American phone call records. He claims governments use Big Data to “spy” on its citizens.
It’s certainly odd that those who are advocating privacy have placed all the blame on the government. They miss one thing about those phone records.
Why should government get the bad rap, when major corporations (like Verizon) already collected the Big Data in question. It was already in their possession! Verizon simply turned over existing records to various government agencies.
Apparently, our “privacy” was no more comprised before the government got their hands on those records; before that, there was just a different set eyes looking at us.
Snowden is currently the subject of an international manhunt, to respond to allegations of treason, spying or (whatever the hell they say he did).
Why Big Data is a Big Deal for Human Resources
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Not every employee is a superstar, but everyone can provide exceptional performance.
Five brilliant ways to get great things from even the most mediocre employee.
Excellent employees are no guarantee a company will be great. Even with several star players, a sports team can still lose.
Not everyone is a superstar! However, the secret to success is not filling a company with exceptional workers, but getting the best out of the ones you have.
This can be accomplished no matter what skill level they possess.
Promote a feeling that every employee—even average ones—can succeed beyond their potential, your organization will achieve greatness.
Five brilliant ways to get extraordinary things out of average workers:
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Of course, you need to hire the right employees, with the right qualifications, but you also have to hire for the long-term.
Why just hire a warm body, when you can hire for loyalty?
Research shows that nearly one-third of employees is thinking of changing jobs in the next year. When you factor in Millennials and Generation-Y—employees born after the late 1980s—the numbers get significantly higher.
As the global economy (slowly) improves, optimism about the future gives more workers a reason to consider jumping ship.
How do companies fight this feeling of unease in the workforce? The best way to combat rising turnover rates is by focusing recruitment efforts to hire candidates with the most valuable asset—loyalty.
A process should be developed (from the ground up, if necessary) to hire for long-term loyalty as a primary goal.
Five key recruiting tips to hire for loyalty, not just a warm body:
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Nobody is successful by just sitting around; the same is true with recruitment. Proactive recruitment is the only way to go!
To get the best talent, hiring managers, recruiters and human resources personnel need to stop last-minute hiring and start proactive recruitment!
It is true that many hiring managers shudder when they hear the word “proactive.” They are all so busy, and “proactive” certainly sounds like a lot of work.
In reality, proactive recruitment is not that hard. All it means is recruiters must work a little smarter than the competition.
Two ways proactive recruitment will improve your hiring strategy—timing and quality. Neither takes extra effort, hard work or long, sleepless nights.
Continue reading “Hire Better Quality Talent NOW With Proactive Recruitment”