One in three employees in the United States are either in a different position than when they started 2020 or they are unemployed altogether, according to a recent survey by two leading universities. People are also accepting lower paying jobs, due in part to the instability created by the COVID-19 pandemic, and many are scrambling to learn new skills or adopt new career paths.
While a lot of time and attention is often put into finding the right candidate for a position, it’s important to understand the process of hiring a new team member does not stop there. Every onboarding process requires careful planning and attention; otherwise, you’re at risk of losing a good candidate in less time that it took you to find them.
Navigating the “new normal” imposed by the COVID-19 pandemic has challenged human resource leaders to address a whole new set of issues, from an almost exclusively remote work force to concerns about retention.
With digital communication more prevalent than ever – especially with the rise of remote work – writing a productive email people will actually read is an underrated and useful skill to have.
Many times, when preparing for an interview candidates either go in ready for an interrogation or they approach it too casually, expecting to win over the interviewer with conversation and a friendly smile. The truth is, landing a position in the tech industry – or any sector – requires a strategy somewhere in the middle, using your personality and some basic psychology.
Throughout the life-cycle of a business, there are organizational problems that may confound leadership. Some of these issues are common to most businesses, while others have developed as a result of technology use in daily operations. Outsourcing is a solution to many of these problems that organizational leaders face.