Job Tips

5 Creative Incentives For Hiring (And Keeping) Great Employees Post-Covid-19

Hiring-and-retention-incentives for employers or hiring managers

Regardless of the unemployment rate, finding and keeping great employees is always a key goal of any hiring staff. Many employers are struggling to come up with incentives to keep employees during Covid-19. One way is to offer very competitive wages and benefits to attract good people to your company. The other is to create a great workplace and offer incentives to keep employees with your company for the long haul. One good thing this pandemic has brought has been requiring flexibility of workplaces and a focus on workplace safety. Prior to the pandemic, workplace culture was a long-term trend.

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HR: Employee Onboarding Improves Retention

Businessman Standing Out in a Line of Business People Waiting Outdoors on a Step

When you hire a new employee, hopes are high all around and everything is shiny and new. Studies show that the longer you extend the pink cloud stage, the longer you can expect to retain that employee. A thoughtful plan for bringing new employees into the fold can greatly improve your odds of keeping the great employees you worked so hard to find and hire. According to HCI (Human Capital Institute), an estimated 90% of new hires made the decision to stay or leave a job within their first six months.

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SEO for Resumes

Optimize resume with SEO

5 Tips for Getting Your Online Job Application Noticed Back in the day, job hunters and their advisors spent a ridiculous amount of time determining what kind of paper, envelopes and type style a job seeker should choose for their resumes. The idea being that some human, somewhere, was actually holding your resume in their hands and exclaiming, “Oh, would you look at this lovely parchment paper (with matching envelop.) This must be a good candidate for our open position” and lickety-split, that’s how your resume was passed on to someone, somewhere, who called you for an interview.

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Online Exit Interviews

exit interview

Unless it’s a “don’t let the door hit you on your way out” kind of situation, where the reasons are fairly obvious, most employers need to know why employees are leaving them. After all, according to the Institute for Research on Labor and Employment (IRLE) at the University of California at Berkeley, the average cost to replace an employee for all categories of workers is about $4,000. Blue collar and manual workers can be replaced for an average cost of $2,000, while replacing managerial and professional employees cost as much as $7,000.

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