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Specifically referencing your open positions, providing clear job descriptions that give an accurate depiction of what the job entails will allow applicants that don’t fit the bill to self-select themselves out and discourage them from applying. Once again, transparency matters so taking the time to explain what the job entails and what is expected of employees will eliminate some of the mystery for job seekers, and allow them the opportunity to determine if the position is worth pursuing. That determination and self-selection process will save you time and money in the long-run by filtering out job seekers that wouldn’t last due to a lack of fit or commitment. Understanding the ideal characteristics of your best employees and constructing a profile based upon those traits will help you better screen job applicants and build your best team.

Those in leadership positions represent your company to customers and internal staff members, so they have a great deal of direct impact on your company’s bottom line. Whether you’re considering promoting an employee to a management position or hiring externally for a leadership position, it’s important to create a strategy that allows you to evaluate your candidates to ensure they’ll lead your team to success. If you notice you’ve got people in place that aren’t engaged or are failing to motivate their teams, consider cleaning up shop and making way for those individuals that will have a really positive impact on your organization and team. This will give you the best chance at finding the right fit by making sure there’s honest feedback on your candidates from all levels of your company.

The bill was approved by the Senate this past weekend, and the plan is to enact the legislation before March 14th in order to continue to provide additional unemployment benefits to those looking for jobs CNBC shared the following quote from Tony, Bedikian, head of global markets at Citizens Bank, on what’s ahead: “ You’re cutting your applicant pool way down by not considering employees outside of your business’s immediate vicinity, so to keep the best talent coming in, don’t eliminate work from home policies. Economists have long predicted that a period of strong growth will follow the complete reopening of businesses, but according to a New York Times article, now expect a “supercharged rebound that brings down unemployment, drives up wages and may foster years of stronger growth”. If your company falls under the essential business category and has remained open or reopened during the pandemic, continue to talk with your employees about how they are feeling and how government mandates and changes affect them.

Onboarding is the most essential process for getting your new hires acclimated to your company and prepared to take on the challenges of their new role. A 2017 Gallup survey showed that just 15 percent of workers are engaged in their work — a number that has been exacerbated by the pandemic — which is a big concern for employers who know that one of the keys to improving employee engagement is making sure new hires get off to a strong start. When new hires take part in a structured onboarding process, retention improves by 82 percent and productivity improves by over 70 percent. This will create an avenue of trust between manager and employee, allow new hires to better understand how they’re performing, and ask any questions that arise during the process.