I’ll be the first one to admit I was skeptical of the assessment. Having completed a number of other types of tests in the past I’ve often found them either inaccurate or too complicated to be utilized effectively.
In my role as a Talent Acquisition Specialist at Elevated, I help our clients find new team members to join their team. While I’m not a headhunter, and we don’t have a bench of people or connections, just waiting for jobs, I make it easier for clients by handling the job postings, the screening, the manual uploading to various ATS technologies when technologies decide they don’t work together, phone interviews, references, and background checks.
And yes – regardless of the above, as society somewhat returns to “normal”, my peers and I are indeed looking for organizations and leaders who demonstrate flexibility, are values and mission-driven, and have the heart to grow and develop the next generation of leaders.
Maybe quitting wasn’t the answer after all? This experience made me realize that career wise, I had everything I wanted and more working at Elevated. The phrase “Hindsight is 20/20” has never been more fitting and smacked me in the face.
Compensation conversations have never been so difficult as they are right now. During normal inflation periods, we normally see cut-backs, lay-offs and hiring freezes. But up until June, we were seeing salaries being paid at records heights, with flexibility and autonomy being part of the compensation package.
What is an Employer Brand? Simply, it’s about how you are viewed as an employer and whether you are perceived as a great place to work. Do you have what it takes internally and externally to build a strong employment brand?
Tech, engineering, manufacturing, IT, and construction industries are still lagging when it comes to hiring women. Here, Michelle asks some simple questions to help you rethink your process. And no - posting and praying isn't going to do it.
This week you might have seen a trend going around called #ShowUsYourLeave. Our organization went through an overhaul of benefits at the beginning of the year to be more inclusive and flexible. Zabin Javadji is our Senior HR Business Partner and shares her thoughts on what it takes to build a trusting culture.
Michael Schmidt originally joined us as an HR Coordinator as an intern, but jumped in with both feet this past January. Here, he shares his reflections of what it means to be part of a high feedback culture.
Each year, your HR practice can conduct a quick self-assessment identifying some quick wins and tweaks to make to your HR program and assets. The following list will hopefully provide some quick inspiration.
