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Recruiting Trends: Passive vs. Active Jobseekers: Report Uncovers a Big Disconnect

Recruiting Trends: Passive vs. Active Jobseekers: Report Uncovers a Big Disconnect

Recruiting Trends highlighted findings from the ADP Research Institute’s® Evolution of Work study, which found that while only 24 percent of employees are actively seeking a new job, 42 percent said they’re not actively looking, yet are open to considering a new position. Ahu Yildirmaz, Co-Founder of the ADP Research Institute says “Employers are definitely overestimating the number of active jobseekers and underestimating the number of passive seekers.” Why are so many organizations underestimating the number of passive jobseekers within their ranks? Yildirmaz says it’s because they’re more focused on attracting new talent than on retaining and engaging the talent they already have. “If you think about the talent cycle, it’s not just about attracting new candidates, but keeping your existing employees, too,” she says. Read the full article here. Share this:Click to email (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Google+ (Opens in new window)Share on Facebook (Opens in new...

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ADP Shares Five Steps to Become a Better Leader on Nasdaq’s TradeTalks

ADP Shares Five Steps to Become a Better Leader on Nasdaq’s TradeTalks

It’s that time of year when many companies are doing annual reviews and employees are thinking about their own performance as well as their relationship with their team and their boss. When you consider that nearly 50 percent of workers leave a company because they aren’t happy with their manager, now’s a good time to think about how to improve your leadership skills in order to retain your top talent. Jerome Gouvernel, Vice President and General Manager of ADP Ventures recently sat down with Jill Malandrino, Host of Nasdaq’s TradeTalks to share five steps to becoming a better leader. They include: Don’t take it personally, it’s not about you. What makes a leader successful is not a specific skill set but how well a leader’s skills fulfill the needs of those working around them. It’s about what your team requires of you as a leader. Identify what your team needs. Examine what you’ve asked of the team and how your actions can help drive their success. They may be...

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Meet Addi P!

Meet Addi P!

We are excited to introduce Addison Peoples. Her friends call her Addi P. Addi P will be joining ADP’s team of writers on our blogs SPARK, BOOST, and THRIVE to answer questions, provide insight, and keep you informed about what matters to business, HR, and humans at work. We sat down with Addi to learn more about her and what she’s up to. Here’s a transcript of our conversation. Connect@ADP: Hi Addi! We are so happy you’re here. Tell us a little about yourself. Addi: Hi. I’m a digital character, so I started out as an idea in a Content team brainstorming session, became a cartoon, and now I’m a writer. I’m really happy and kind of relieved to be here. Being an idea felt a little uncertain and I wasn’t sure how I would turn out. I was kind of hoping for more than one outfit, but otherwise, I’m delighted. Connect@ADP: We are too. At ADP, we love seeing great ideas come to life. How do you write...

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Avoid These Traps When Disciplining Employees

Avoid These Traps When Disciplining Employees

When an employee’s conduct or performance becomes an issue, employers need to take steps to correct the problem and prevent it from reoccurring. This isn’t always easy, and additional problems can arise if you don’t handle the situation carefully. Here are some discipline related pitfalls to avoid: Inconsistency. Disciplinary practices that reflect favoritism, or otherwise treat similarly situated employees differently, can lead to discrimination complaints and decreased morale. Train supervisors on how to enforce your policies and procedures on a consistent basis. Before disciplining an employee, look at how you handled similar situations in the past and make sure decisions are reviewed by more than one individual (such as, HR and an impartial member of the management team). Lack of flexibility. While policies should be enforced consistently, reserve the flexibility to take disciplinary action based on the facts and circumstances of each case. For example, don’t state that a verbal warning will be given for all first offenses no matter how severe. In your employee handbook, make clear that...

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Workplace Compliance Spotlight: Identifying Wage Inequality through Data Exploration

Workplace Compliance Spotlight: Identifying Wage Inequality through Data Exploration

Achieving pay equity is top-of-mind for organizations. While organizations have always placed substantial value on talent acquisition, expectations for transparency around equal pay have increased. Given today’s war for talent, a commitment to pay equity is one of the easiest ways to differentiate yourself from your competition. But it’s about more than talent – it’s about identifying possible inequitable pay practices you didn’t even know you had. From a compliance perspective, in addition to the federal EEO-1 report, most states have pay equity laws. Tackling the issue proactively can save you from legal problems now and later down the road. Employers may wish to review their current hiring, job evaluation, and pay practices to ensure that they are compliant and defensible. But the complexities in the regulations and the sheer amount of pay data that exists – internally in every organization and externally in the market – can make it difficult for leaders to develop policies to promote and realize pay equity. Watch the next installment in our Workplace...

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