Low performers: Can laziness be punished?
It costs time, money and nerves: employees who perform below average, and no longer want to work, or do not want to work as hard as they actually could. But such so-called 'low performers' are difficult to get rid of - much to the annoyance of many companies because lazy workers can significantly disrupt operations and cause commercial loss. "Nevertheless 'can't be bothered' behaviour can have labour law implications"
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Overqualified applicants: it's worth taking a closer look
Candidates repeatedly apply for vacancies for which they are overqualified. We explain why employers should not reject them prematurely and why it is better to take a second look.
"Why should we hire an overqualified applicant? Surely the risk that he or she will very quickly become frustrated and leave the company is too high?" These thoughts and the following ones go through the minds of HR
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Employer branding is teamwork: 5 ways for successful cooperation with marketing
Well designed recruitment campaigns in HR are now equally as important as advertising campaigns in marketing. There are also valuable synergies between HR and marketing in respect of employer branding. We explain how you can benefit from them here:
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3 Reasons Your Company Needs Job Postings in 2016
There are a lot of things you may not actually need this year. But when it comes to your recruitment plans, you’d be remiss to leave job postings out of the mix. Job postings aren’t just a reliable staple for finding candidates – they’re an essential and growing part of the job search for people actively or passively looking for a new job right this minute.
Here are three ways job postings will help your business move the needle this year:
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Best practices for writing a better Job Posting
As the first point of contact most candidates have with a potential employer, a job posting can make or break a candidates’ impression of a company.
While job postings on online job boards are the number one resource job candidates use to find out about open positions, according to a 2012 study, it doesn’t mean that simply posting a job on a job board will guarantee applications
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New in our blog: HR Glossary at a glance
Candidate experience, onboarding, war for talent, … Getting to grips with recruitment and HR jargon is not always easy, even for experienced HR professionals. We have explained the most important terms for you.
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How to skilfully present your employer brand in the job advert.
Companies expect significantly more from applicants than just a sound education, professional qualifications and valuable experience. Interpersonal skills and methodical competencies should also be demonstrated. And not just first at the interview stage, but already in the application. Because soft skills play an important role in deciding on one particular candidate. But what about the other way round?
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HR Glossary: Employee Demotivation
The term 'employee demotivation' in human resource management, industrial sociology and organisational psychology aims to cover and explain the phenomena of a lack of motivation at work; and a reduction in performance to a level that is, nevertheless, still (just) acceptable.
Employee demotivation represents a "silent protest" by employees who feel frustrated and unmotivated in their work.
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Recruitment pitfalls: Exposing phoney applicants
Anyone seriously dealing with recruitment issues will probably have experienced this situation: a particularly promising candidate turns out to be phoney. If you see through the camouflage before making the appointment, it is "merely" a waste of time. But even this doesn't need to happen. How to identify cheaters as early as possible in the selection process.
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Less is more: Tips for a good application process
Many companies seek to use their online application process to pre-screen the most suitable candidates. There is a fallacy that only the best and most committed applicants will complete a lengthy multi-step application process. But in the current job market, you can not only assume that these candidates will receive several job offers; the good ones are also often already spoken for: 70 percent of permanent employees are looking for a new challenge
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