This article was originally published in HR Daily Advisor. For months, business executives have been strategizing ways to convince employees to return to the office. Thwarted by the “Great Resignation” every step of the way, many organizations, including Wall Street...
Requiring all employers with over 500 employees to offer four-day workweeks without cutting pay, as the California bill would have done, isn’t the silver bullet supporters of the policy hoped for. I should know. My company, Talent War Group, instituted a four-day workweek in July of last year. Our employees love it, but we’ve tweaked the policy over the last 10 months.
Talent War Group assists companies with finding the most suitable executives with the right character attributes to drive their mission to success.
By: George Randle
The subprime mortgage and financial crisis of 2007-2010 could have been called the “Era of the Chief Financial Officer (CFO)” – a pivot and increased focus on the importance of having the best leader in charge of all things financial. Now at the beginning of 2022, the pandemic, politicization of almost everything, partisan media, masks and mandates, a new emphasis on “diversity and inclusion” and a remote workforce brings us to the “Era of the Chief Human Resources Officer (CHRO)”.
Finding, recruiting, and retaining top talent requires something more than just a large salary and corporate perks. The equation for a successful placement for career-oriented people has three significant variables with a lot of permutations. The variables include...
Your organization has a critical position vacant. Necessary qualifications have been identified, and the need to hire the right talent for the right seat is addressed. You have maxed out compensation and benefits within the organization’s fiscal capacity. You have...
Communication. It is a word often associated with being a generic resume filler that I am guilty of, as my current resume lists' corporate communication' as one of my top skills. Despite many people using it as a filler, it is arguably one of a person's essential...
By: Lisa Jaster
Everyone is searching for talented individuals who can fix their organization or take them to the next level. Managers spend hours crafting job postings that list a myriad of skills that are critical for the company, but they miss the opportunity to draw out the proper attributes required.
By Lisa jaster:
How you treat an employee that has decided, either by choice or not, to leave can impact whether your organization is hitting its target or is putting unpredictable rounds out into the workforce. Both greatly impact the way others look at your organization.
By: Dan Bradley
While “don’t drink stagnant water” is pretty good life advice, there’s an important parallel that you can draw between the stagnancy of water and the stagnancy of teams. Organizations, and teams within them, cannot afford to become stagnant if they want to compete in their industry.
By: Dr. Josh Cotton
If you are worried about a bad hire you will hire the applicants who worry you the least. That might sound just fine – and it is. It’s fine. It’s ok. It’s how companies end up hiring mediocre talent.
I felt as if I'd won the lottery. Through a highly selective veteran hiring group, I had been offered a position at one of the world's largest big-box retailers. According to a company representative, they looked for driven leaders who knew how to mentor, lead, and...
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