The premise of personality tests ranges from Friends episodes to ice cream flavors, superheroes, and more. It’s hard to deny they can provide excellent entertainment or even a nice distraction from the everyday hustle and bustle. Most of them are just that, though: entertainment.
In Part One: Intro to Workplace Culture – It Makes A Difference, I touched only briefly on a few of the things that set eyeglasses designer and distributors, Warby Parker, ahead of their competition in the great company culture race that has caught momentum since Amazon came under a bit of fire for their guerilla-style management policies.
Hiring exceptional talents depends on an objective workforce recruitment process. However, most hiring practices are laden with different unconscious biases, and companies are spending big money to eliminate recruitment biases to boost diversity and foster inclusiveness in the workplace. But why do diversity and inclusion matter?
While the conversation surrounding workplace culture seems relatively new, it has been an important aspect of the workplace for as long as people have been working. It is the combination of the beliefs, traditions, values, assumptions, and behaviors of everyone who works within a given space. Think of it as the company’s vibe or personality, the attributes that make it attractive or repulsive (depending on the individual).
A major challenge faced by recruiters is volume recruitment. Volume recruitment also goes by such labels as bulk recruitment, ramp-up recruitment, or seasonal recruitment. All these clearly suggest that it’s all about recruiting in high volumes – a good range would be anything between 5 and 500-plus – especially during busy seasons within a particular industry.
Modern-day recruiters face a new set of challenges stemming from a variety of factors. There’s the pressure of keeping abreast with fast-changing technologies. In some nations, an aging population is a trend that recruiters and businesses have to contend with, not to mention several underlying factors in the social and economic landscape.
Most companies and businesses invest a lot of time, money, and human resources in finding the perfect talents for an open position. A huge portion of the recruitment budget goes into a variety of hiring strategies such as posting job advertisements both online and offline and contracting more headhunters and recruitment consultants.A survey by the … Read more
Five years ago, 39% of recruiters globally didn’t see their hiring volume to change, according to LinkedIn’s Global Recruiting Trends Report. And between 2011 and 2013, the volume actually dipped down below 50%. But, due to a number of socio-economic changes around the globe, we can see those numbers shifting in the upcoming year. Technology … Read more