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Reinventing Employee Onboarding

Wipro BPO, a business process outsourcing firm in Bangalore, India, was experiencing high turnover rates. In Wipro’s traditional onboarding program, new employees learned about the company. But when the onboarding focused, instead, on individual identity, employees were more than 32% less likely to quit their jobs during the first six months. The bottom line: By making small investments in socialization practices, companies can improve employee retention.

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How Much Does a Company’s Reputation Matter in Recruiting?

When it comes to recruiting, few studies examine the degree to which a company’s social reputation or other aspects of its reputation are more or less important than other, more utilitarian job choice factors. When a survey task simply asks people to rate the importance of a laundry list of job attributes such as corporate social responsibility, it hides the marginal value of each attribute to the potential employee. There is every indication it is not a case of one size fits all.

Image courtesy of Flickr user pixbymaia.
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What You Wear Can Influence How You Perform

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New research suggests that clothing can have an effect on our behavior if that clothing has a symbolic meaning and if we have the physical experience of wearing the clothes. Researchers at the Kellogg School of Management at Northwestern University call this “enclothed cognition.”

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IKEA: Hiring on Values As Well as Skills

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Instead of looking just at job-related skills and experience when deciding who to hire, culture-focused companies such as IKEA “expanded their selection criteria to include cultural fit,” assessing applicants’ personalities and values, according to new research.

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Questions for the Next U.S. President

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What if the United States electorate approached the task of choosing a president like a business organization hiring a leader? What kind of questions would be asked in a job interview of a candidate for the job of U.S. President? Not the kind of questions we often here asked on TV, apparently.

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