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What does it take to retain top talent in 2024? Paying people fairly is career expert Vicki Salemi's top recommendation. "Retain your workers not only [with] salary adjustments, but also bonuses throughout the year, such as performance-based or completion bonuses," says Salemi, Monster's career expert . "If they were to leave you, you would need to replace them at top dollar and include training, ramp-up time and assimilation, along with the additional work your current workers are taking on."  Are salary increases or bonuses not in the budget this year? Find out Vicki's other best practices in this Employee Benefit News article.

Do you know the difference between a trial period and a probation period? While they do have some differences, businesses can use both to ensure they hire the right candidate. In this article, our experts explain some key points to remember for each one and explain how you can use them to your advantage when hiring staff. 👉🏼 Read the article here: https://lnkd.in/gCJ3C68V ##CitationHR #blog #CitationGroup #TrialPeriod #ProbationPeriod #HiringTips #RecruitmentAdvice #StaffingSolutions

Reports of employees working multiple jobs are becoming increasingly common, some research suggests. The trend, known as polywork, is most popular among Gen Z workers looking to earn extra money. It can create headaches for employers if conflicts of interest arise or productivity decreases. Experts recommend including clear guidelines around holding multiple jobs in employee handbooks and contracts. If an employee’s moonlighting violates guidelines, HR should address the issue directly, as such behavior can hurt company culture, according to SHRM. #polywork #cfstaffing Creative Financial Staffing (CFS)

Some of the HR issues we see regularly are: 👉🏽Managers having off-the-record conversations about performance issues with employees but not outlining actionable steps. A few weeks down the like they wish to terminate this employment but cannot as no lawful process was followed from the start 👉🏽Employers booking meetings with employees to discuss shortfalls without applying any worker rights or following a specific process. This leads to discrimination whether you like it or not 👉🏽Promotions that employers “regret” applying later. This is due to making promotions without assessing the R&R’s which mean no deal difference in the employee’s performance after the promotion was awarded 👉🏽Conversations around sickness absence which ignore equality laws 👉🏽Redundancies being approached as a sure solution. Employers needs to prove that alternative options were explored before deciding to make redundancies 👉🏽Employers questioning outputs when no real job description or job profile exists. Employees are working off a basic contract and a conversation they had years ago about their role- no real outline for the expectations 👉🏽+ more It makes me wonder that although we see a rise in claims being made to tribunals by employees, what goes wrong? We’ve seen companies with HR professionals make the same mistakes. That is why it it vital to work with an external HR advisor to ensure that not only do you get a second opinion (a first opinion if you do not have a HR function) but also the guidance provided is seen as unbiased. Why? Because, a HR advisor who is external to your business is not influenced by your internal directors, nor are we directly impacted by the decisions made by your company or profits/revenue. Please ensure you reach out if you have any concerns. Your business will thank you for it. HR Habitat Ltd #externalhr #hrconsultant

Can you trust your HR? Before we stereotype #HR, let's try to understand why so far we have not heard about trust issue with other function ie. #Sales, #Marketing, #Finance, #Product, #IT and etc. Firstly HR is the only function that any company will trust and rely on most besides Finance. Both HR and Finance hold the most P&C information that there will be dedicated rooms and cabinet to lock away those documents. This is one of the key reason why most of the #SME if not all will appoint their #spouse or someone close to the owner to assume this role. Although HR supposed to act as an independent panel to the company to advise on all matters related to HR but we have seen most today are just the "#executor" that execute all the decision that have been made by the top. It doesn't matter whether that decision is #legal, #legitimate, #sensible, #reasonable or #justifiable because none of the HR will be bold enough to say no. I have been involved in an #OD group for a short while where most if not all the people are from HR background. Only a few one will actually be bold enough to challenge the status quo. Majority are just enjoying their high position without doing much that can add value to the company let alone the employee. Why HR can't be trusted? 1. They issue PIP, DI and Showcause Letter following instruction without checking the fact. 2. They present the new HR Policy without understanding the impact. The worst was this HR bought a box of donut to the audience so that they won't ask too much question. 3. They bring in the insurance agent to present the policy and benefits but was a substandard. When someone ask more then the HR turn defensive and didn't like that. 4. They did nothing despite receive #complaints, #grievances, #objection and #protest from the employee. I have seen how HR partner up with "favour" manager to create unnecessary stress to the person that the manager wanted to get rid of. I have more but I guess you get it. The above are all based on my real life experiences in the past. There are incident where I stepped in to help the colleague which ended up I was being discriminated and ostracized. "I am just a worker so if I don't follow instruction my job will be on the line". True so we can't blame the HR. In that case are we saying there shouldn't be any #judgement or #punishment to the robbers, murderers or criminals out there? All of them have their own #excuses to commit that crime. For those who feel #helpless, #incapable, #vulnerable, #lost and #powerless, do reach out and join my community. I am building something to support all employee out there to arm and equip you with the right skill and knowledge to battle this out. #mentalhealth #mentalwellness #HR101 My forte : https://lnkd.in/gCMxzya3 My Passion : https://lnkd.in/gXQXv6mP Follow Me : https://lnkd.in/gEG_kFX4 Join my community : https://lnkd.in/gDAra_XQ https://lnkd.in/gCqEKBP3

Quarter of companies ghosted by new recruits Is it the employer or would-be employee at fault when you hear that ‘a quarter of companies are ghosted by new recruits’? Research by CIPD has revealed that ‘Over a quarter (27%) of UK employers have had new starters fail to turn up on their first day of work in the last year.’   Would love to hear your thoughts, particularly if you’re the ghosted employer or if you’re doing the ghosting. #HR #recruitment #hiring #ghosting

This conversation highlights a key issue in #hiring #practices. Consistency and fairness should be prioritized, both for current employees and new hires. It's time to rethink and align our policies to create a more balanced and transparent work environment. HR – what is your notice period? Candidate – 30 days HR – Is it negotiable? Candidate – No HR – Sorry we are looking someone who can join within 15 days. Candidate – okay, may I ask a question? HR – Sure!! Candidate – Could you please tell me notice period of your company. HR – 60 days Candidate – So, if someone resign in your company and they ask to leave within 15 days, will you allow?? HR – Not at all, Candidate – Why? #HR – We would be required time for searching new employee and the old employee must hand over all the training and document to new employee. #Candidate – So why do you ask to candidate to join early if you cannot allow to existing employee to leave early. Are you agree with this?

Some employers might have strict policy related to stability of the prospective employee based on his past experience. But few might have ears to listen to the reason behind shorter employment periods, and have hearts & brains to understand the situation & consider them for employment. But here comes the question.....how can you identify between them ? If you stay quite without expressing your genuine reasons assuming they are not going to consider you, you might miss an opportunity. But if you express your reasons hoping them to understand you when their policies are so strict that they become blind, you might get hurt. Have you faced such situations with any HR ?

In the realm of human resources, the concept of "hire to fire" refers to the practice of hiring employees with the intention of terminating their employment shortly thereafter. While this approach may seem expedient in the short term, it poses significant risks and drawbacks for companies in the long run. Let's delve into what "hire to fire" entails, why it's detrimental, and explore an alternative solution: contract staffing. https://bit.ly/3wLtfQv #HiretoFire #HRTips #Recruiting #ContractStaffing

Labour's new employment proposals, designed to bolster workers' rights, introduces significant business challenges, especially regarding poorly performing new hires. The legislation complicates the process of dismissing employees, even during probation, potentially leaving companies with underperformers who impact productivity and morale. Consider hiring a new employee who, despite training, fails to meet expectations. Under the new proposals, terminating their employment becomes a lengthy and complex process. This consumes valuable management time and diverts resources from high-performing team members and strategic initiatives. What are everyone's thoughts? Am I right in thinking there will be differences of opinion between company owners and employees? Will the use of outsourcing the admin and lower-paid roles become more widespread? Will employers now think twice about hiring someone? Will this have a negative impact on new roles? Is this a good idea but badly thought out?