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With a projected 2.1 million unfilled jobs by 2030 and 73% of Gen Z not considering manufacturing careers, innovative strategies are crucial. Check out this article in Hired Magazine for insights on attracting and retaining top talent in manufacturing. #ManufacturingJobs #TalentRetention #FutureOfWork

Times are changing, and fast! According to a 2021 Bureau of Labor Statistics report, the average annual turnover rate is about 57%, making attracting and retaining talent tougher than ever before. The modern employee craves more than just a great salary and benefits, they want to work for companies that align with their goals and values. The good news, this article lists a few simple and free things that any leader can do. It has three of my favorite tips for leaders. 1. Clear Job Descriptions One of my favorite questions to trick managers is "when do you start setting expectations with a new hire?" It's not the first 1:1, interview or day one. It's the moment the applicant reads to try to understand what will be asked of them. Taking the time to get clear on this builds trust and starts the relationship with clarity (a builder of trust and engagement). 2. Employee Development Opportunities This can be accomplished by identifying clear goals to work towards, offering training courses and upskilling, mentoring, and promoting from within the organization. 3. Company Culture Gallup found that 52% of departing employees claim their manager or organization could have done something to prevent them from resigning. Your teams are spending 8 to 10 hours a day at your company. Consider their experience. Are you creating a place people want to stay? Would you want to spend 10 hours with your colleagues? Do they feel free to bring themselves to work? Check out the article by Business News Daily for more insights and strategies. #Upskilling #Futureofwork #Talentmanagement

For my LinkedIn friends about the questions asked by HR. Human Resources (HR) questions typically focus on assessing a candidate's suitability for a role, understanding their experience and skills, and determining their fit within the company culture. Here are some common HR questions: 1. Tell me about yourself. 2. Why are you interested in this position? 3. What do you know about our company? 4. Why are you leaving your current job? 5. What are your greatest strengths and weaknesses? 6. Can you describe a challenging situation you faced at work and how you handled it? 7. Where do you see yourself in five years? 8. How do you handle stress and pressure? 9. Can you provide an example of a time when you worked successfully as part of a team? 10. What are your salary expectations? 11. How do you prioritize your work? 12. Can you describe a time when you had to learn a new skill quickly? 13. What motivates you? 14. How do you handle conflicts at work? 15. Do you have any questions for us? These questions help HR professionals gauge a candidate's qualifications, work ethic, and potential for growth within the company.

The Struggle of Recruiting at the Start of New Year See more now: https://rpb.li/Py7tkS #HR #humanresources #humancapital #careers #consulting #futureofwork #talent #talentoptimization #atl #atlanta #atljobs #atlantajobs #recruiting

The Struggle of Recruiting at the Start of New Year See here: https://rpb.li/Py7tkS #HR #humanresources #humancapital #careers #consulting #futureofwork #talent #talentoptimization #atl #atlanta #atljobs #atlantajobs #recruiting

14 Effective Strategies For Prescreening Potential Candidates https://lnkd.in/dUcCphp7 #employeescreening #workenvironment #talentacquisition #hr #recruitmentprocess

Employees who feel valued and invested in become more loyal. A little appreciation for their hard work and great ideas goes a long way. Employees become more engaged and excited to perform when they feel appreciated and invested in. Motivated employees with opportunities for development, training, and career advancement don’t easily look elsewhere for opportunities they already have in their current role. #HR #HumanResources

Why should organisations consider advertising roles internally? ❗It drastically reduces the time to hire, and this saves money. ❗Candidates are already a part of the workplace, so you already understand their skills and where they would need support. ❗They are already immersed in the culture of the organisation. ❗They may not need an entire interview process. ❗ They won't need a full induction and are already working to policies and processes! ❗They know the team and relationships exist. ❗They may have an excellent understanding of their new role before starting. ❗ It strengthens employee engagement as colleagues recognise promotion and advancement is possible What should we consider? ❕ Ensure a fair process is adopted so all colleagues feel empowered to put themselves forward; expressions of interest are a good way to set a level playing field. ❕ Be sure to have a plan as to how you manage the move so there is not a gap in the existing workforce ❕ Your pool of candidates will be limited We are happy to support and advise on any recruitment queries you may have, inf@ashtonpeoplesolutions.co.uk #recruitment #progression #traininganddevelopement #hr #hrsupport #workplaceculture

In today's competitive job market, candidates are looking for more than just pay; they want to feel valued and appreciated in their roles. By offering attractive salary packages, comprehensive health benefits, and opportunities for professional development, employers can stand out and attract the best candidates 🌟. Once top talent has been recruited, it's essential to focus on retention strategies. Providing a positive work environment and a strong company culture is vital in retaining top talent. Employees want to feel like they are part of a team and that their contributions are recognised. Offering opportunities for advancement, regular feedback and recognition, as well as work-life balance initiatives, can help instil loyalty and commitment within the workforce. Additionally, providing ongoing training and development opportunities can show employees that the company is invested in their growth and career progression 🌱. #TalentAcquisition #EmployeeRetention #WorkplaceCulture