Articles 51 to 60 of 140

Job Seeker

Cover Letters (172)
Job Hunting (2293)
Job Interviews (684)
Outplacement (94)
Relocation (75)
Resume Writing (877)
Salary and Compensation (118)

Employee

Career Issues (2108)
Insurance (3)
Legal Issues (30)
Networking (677)
Personal Development (1910)
Working Women and Family (63)

Employer

Affirmative Action (43)
Human Resources (303)
Legal Issues (62)
Managing (524)
OFCCP (219)
Organization (296)
Recruiting (6)
Training and Testing (108)

Diversity

African-Americans (5)
Asian-Americans (1)
Gay & Lesbian (2)
General Diversity Issues (61)
Hispanics (7)
Mature Workers (50)
Multicultural Issues (19)
Native Americans (2)
People with Disabilities (8)
Veterans (9)
Women (64)

Professions

Accounting/Finance/Banking (4)
Advertising/Marketing (7)
Aerospace/Aviation (1)
Arts/Entertainment (3)
Biotechnology/Scientific (2)
Charities/Social Services (7)
Customer Support (5)
Education (3)
Engineering (1)
Government (1)
Healthcare (7)
Hotels/Restaurant (2)
Human Resources/Recruiting (139)
Information Technology (10)
Legal (6)
Management/Executive (165)
Mining/Gas/Petroleum
Retail
Sales (33)
Transportation (1)

Other

College Students (246)
Disabilities (6)
Self-Employment (47)
Teenage Employment (27)

Resource Request

Let us know

 
  Stop Using the “Goodies and Gimmicks” Approach to Retention, Part I
by David Lee - Sep, 2007
Part One of a Three Part Series Published by ERExchange.com Imagine a male colleague of yours coming to you for advice on how to save his troubled marriage. He shares his strategy: “She’s thinking of leaving me, so I’ve got to find the perfect present that will make her want to stay. I’m thinking Caribbean vacation or maybe get her a Miata … Do you think either of those would be the ticket or is there something that would...
 
  Stop Using the “Goodies and Gimmicks” Approach to Retention, Part II
by David Lee - Sep, 2007
Part Two of a Three Part Series Published by ERExchange.com In the first part of this article, we discussed why retention strategies based on “goodies and gimmicks” are misguided and how such approaches are also not the key to increasing morale or becoming an employer of choice. Instead, becoming an organization that attracts and retains the best employees, requires basing strategies on essential human needs that, when fu...
 
  Stop Using the “Goodies and Gimmicks” Approach to Retention, Part III
by David Lee - Sep, 2007
In the first two segments of this article, we explored how understanding and satisfying core human needs in the workplace is a far more effective strategy than bribing employees with goodies and gimmicks. In the second segment of this article, we explored four critical human needs that influence employee retention: Pride in One’s Work and Employer Work That Has Meaning Understanding The Goal and One’s Role...
 
  The True Power of a Magnetic Employer Brand™
by David Lee - Sep, 2007
Reprinted from ERExchange.com Whether or not Employer Branding becomes yet another flavor of the month fad depends in large part on whether it is seen as a technique for luring talented people through the door, or whether it is seen as a comprehensive, integrated approach to, first, being an Employer of Choice, and then communicating this in a compelling way. Companies who get this are exponentially more effective at recr...
 
  Three Keys to Employee Engagement
by Nina McGuffin - Sep, 2007
Summer is one of my favorite seasons. I enjoy being active and making more time for outdoor exercise. It reminds me of how important it is to be fully engaged in whatever I am doing. There’s a lot of talk these days about employee engagement - increasing the amount of discretionary effort that employees give to their work. Research shows that if we improve the quality of each person’s inner experience while they are on...
 
  What Sorority Rush Can Teach Us About Effective Job Interviews
by Liz Handlin - Aug, 2007
As an alumnae of Kappa Alpha Theta Sorority, I enjoy supporting the local Chapter at the University of Texas. Alumnae get involved in fall rush (now called recruitment) by attending rush parties in a supporting role. The other day I attended open house, the first day of rush. My job, and that of other alumnae in attendance, was simply to hand out glasses of ice water to the potential new members (also called rushees) when...
 
  Using Educational Institutions Beyond Entry Level Recruiting
by Kathy Bornheimer - Aug, 2007
Recruiting for diversity goes well beyond the emerging or entry level workforce. Most companies have used colleges, universities and other training institutions for internships or new graduates for entry level positions. While this is still needed and productive, it does not tap the other available workforce: diversity in mid-management. Keeping the pipeline flowing can not be achieved if it’s skewed to the inexperienced end o...
 
  Building the Workforce of the Future
by Lou Adler - Aug, 2007
Key trends you need to consider today to hire top talent for tomorrow The Business Week cover story, "The Future of Work," for their August 20 edition is must reading for all recruiting and HR leaders. The basic theme of the series of articles focuses on the impact of technology, globalization, demographics, and the relationship between employees and their employers over the next five to 15 years. Here are the 10 ideas...
 
  Communications Doesn’t End When You Finish Delivering Your Message!
by Eva Jenkins - Aug, 2007
Seeking success, companies spend millions on fine-tuning their corporate message, but often fail to train the messengers who deliver it. Business Growth Consultant, Eva Jenkins explores how effective communication bridges the gap between corporate intention and employee action. You can get an education, work hard, and dress for success, but without carefully cultivated ‘people skills,’ it’s unlikely that you’ll get very f...
 
  Why Your Employees Don't Care Whether Your Company Succeeds
by Tim Kelley - Aug, 2007
More often than I'd like, I find myself telling clients, "Your employees don't care whether your company succeeds." A bold and provocative statement. "Wait," they say, "they depend on me and my company. They need their paychecks, their benefits, their jobs." Probably true, but that doesn't mean that they actually care. Engagement is the issue. Employees are there, they are doing things, accomplishing tasks, even busy....
 
 If you know of an article that should be listed here, please let us know.
  
 [<< Prev]   1  2  3  4  5 6 7  8  9  10  11  12  13  14   [Next >>]