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Does Your Industry Need a Diversity Hiring Pledge?

Does Your Industry Need a Diversity Hiring Pledge?

Though diversity has been a top recruitment and business issue for decades, recently it’s taken on increased urgency as efforts to diversify consistently miss the mark. Many companies and even entire industries don’t reflect the demographics of their surrounding communities or the country. Stark underrepresentation persists in the workforce and the C-suite for minorities, women, the disabled, people of different religious backgrounds, and the LGBTQ community.

Recently, a growing number of CEOs have committed to improving their diversity numbers through diversity and inclusion pledges. In June, 2016, scores of tech companies signed a diversity pledge in an effort to correct Silicon Valley’s notorious lack of diversity.

 
 
 

Is Total Talent Acquisition Right for Your Company?

Is Total Talent Acquisition Right for Your Company?

Hiring is changing at a dizzying pace and gathering the necessary pieces of the recruiting puzzle is a challenge. Would a blend of contingent and permanent employees offer the best ROI for your business? Which job boards and social networks most effectively attract talent in your industry? How do you leverage emerging technologies, such as recruiting chatbots and analytics, for improved hiring? Depending on your organization, total talent acquisition can put the pieces of the talent puzzle together.

What Is Total Talent Acquisition?

 
 
 

The Best Non-Monetary Perks and Benefits for Candidates

The Best Non-Monetary Perks and Benefits for Candidates

To entice candidates to say yes to the job, many companies focus on compensation—the salary, the bonus structure, stock options, and retirement [401(k) Plan or RRSP, for example]—and big benefits such as health insurance and paid vacation. These are important and are weighted heavily by prospective employees. But all other things being equal, non-monetary perks and benefits can make the difference when candidates are on the fence about taking a job at your company.

What are Non-Monetary Perks?

 
 
 

How to Write an Inclusive Job Description

How to Write an Inclusive Job Description

An inclusive workplace fosters a sense of belonging, encourages authenticity and open communication, and supports the career growth of all employees, regardless of race, gender, sexual orientation, religion, age, education, or background. This is a tall order, but many companies are working hard to improve inclusivity through shifts in company culture, leadership development, and employee education.

All too often, however, these efforts bypass the job description and seriously undermine inclusion as a result. Job descriptions are the initial touchpoint for a large segment of your prospective talent and where candidates get a ‘gut feeling’ about whether they’ll feel valued and welcome to be themselves at work.

 
 
 

Best Practices for Onboarding New Talent

Best Practices for Onboarding New Talent

Starting a new job is exciting, but it can also be stressful and challenging. Without a formal onboarding process, the toughest parts of the first days, weeks, and months at work are amplified—which isn’t good for the employee, or for your business. Turnover is expensive for companies and often new employees make the choice to leave early on. According to a 2009 Aberdeen Group study, executives believe 90 percent of new hires decide within the first six months whether they’ll commit to a company for the long term.

The benefits of a strong, formal onboarding process go beyond retention. Effective onboarding gets the worker up to speed faster and minimizes the time managers and other workers are taken away from their projects to help the new hire.

 
 
 

Job Interview Red Flags

Job Interview Red Flags

You’ve gotten your toe in the door for an interview with a company you’re excited about. You’ve done your research and visited their careers site, LinkedIn and Glassdoor pages. The job and the company seem like a great match for your skills and goals. But there’s one more important thing to remember—just before the interview, raise your antenna for warning signs this position or company is not right for you. It’s easy to forget amid the nerves and excitement, but it’s crucial to keep your eyes and ears open, and to ask questions, so you get a feel for how the business really runs. Here’s what to watch out for:

 
 
 

How Employer Brand Videos Draw Talent

How Employer Brand Videos Draw Talent

The best employer brand videos pull back the curtain on your workplace and give would-be employees a brief glimpse into your company’s mission, expectations, workplace culture, and day-to-day operations. That’s a lot to fit into a video that will likely last between one and four minutes.

So how do you create employer brand videos that are informative and engaging? Though big companies like Apple, Twitter, and GE are known for their employee brand videos, creating valuable videos that share the spirit and ethos of your organization doesn't require a huge budget. Here are some of the things effective employer recruiting videos have in common:

 
 
 

The Value of AI Chatbots in Recruiting

The Value of AI Chatbots in Recruiting

AI chatbots and other AI tools have arrived in recruiting, and their use is expected to grow exponentially in coming years. Many companies are using AI chatbots to boost communication, answer questions, improve candidate matching, and even bolster employee engagement after hire.

According to LinkedIn’s 2018 Global Recruiting Trends report, 35 percent of talent professionals say AI is the top trend in hiring. While many hiring managers and recruiters are figuring out how to incorporate AI, the majority are not losing sleep that AI recruiting tools are going to replace them. According to the report, only 15 percent of hiring professionals think AI tools will make their work obsolete.

 
 
 

Don’t Let Cultural Fit Undermine Diversity

Don’t Let Cultural Fit Undermine Diversity

Diversity matters to the success of companies. Multiple studies have found that businesses with a diverse workforce outperform those with less gender, racial and ethnic diversity. Companies whose employees vary by race, gender, age, religion, sexual orientation and ability are more innovative and agile. A 2016 study by Bersin found companies with strong diversity and inclusion strategies are 1.7 times more likely to lead their industry in innovation and have 2.3 times greater cash flow per employee.1

Despite this knowledge, companies struggle to move the needle on diversity.

 
 
 

Why You Need a Total Talent Acquisition Strategy

Why You Need a Total Talent Acquisition Strategy

Your company no doubt has a well-thought-out business plan. Ditto for a marketing strategy and clear sales process. But what about a workforce strategy? Many companies don’t have a talent acquisition strategy in place and slip into reactive hiring and firing cycles when business expands or contracts. All too often, this results in unfilled mission-critical roles, rush hires of people who aren’t right for the position, or layoffs of employees who were valuable to your organization.

What Is a Workforce Strategy?

A workforce strategy is a proactive hiring plan. Effective plans are based upon a clear-eyed assessment of a company’s current workforce, as well as business projections for the short and long term.

 
 
 

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Hudson is a global talent solutions company. We help transform the workplace and unleash the full potential of organizations and individuals. Our expert team and proprietary tools provide you with unique insights and services that help you maximize your success. Operating around the globe, we deliver a range of recruitment, talent management and recruitment outsourcing solutions to get you and your business where you want to be. 

Hudson is an equal opportunity employer committed to diversity and inclusion.  We welcome applications from all qualified individuals.

Hudson souscrit au principe d’équité en matière d’emploi et favorise la diversité et l’inclusion. Nous acceptons les demandes d’emploi de toutes les personnes ayant les compétences requises.