What makes a big company also a great place to work?
Here are comments from actual employees who share what they most appreciate working for some of America’s largest organizations.
Notice some consistencies?
There may be some things you may wish to consider incorporating into your own corporate culture.
The long, arduous interviewing process is done. A great candidate has passed the background check and drug test with flying colors. After interviewing a great many applicants, you’ve found a person you’re confident will make a significant contribution of value to your Fortune 1000 business. The hard part’s done. Pat yourself on the back.
But you may want to postpone the celebration, at least until onboarding is complete. The process of welcoming your new superstar into the organization is critical; in today’s job market, a poor onboarding experience may compel a new hire to quickly flee from even the most reputable employer. And a smaller, hungrier competitor may snap him or her up in a heartbeat. So it behooves you to make your new employee’s onboarding experience as smooth, welcoming and productive as possible.
Simplistic as it may sound, all that’s needed is a well-defined plan incorporating 10 simple but vital concepts.
After a long and arduous interview process, you’ve found a great candidate. And now you’ve scheduled your star candidate’s background check.
Now don’t tell anyone, but it’s at this critical moment in the hiring progression that you can dramatically improve your business’s already-stellar reputation and accelerate your on-boarding process by helping the candidate prepare for their background check.
And it’ll take just a few moments of your time.
Peruse any job website or bulletin board focusing on jobs and one of the most frequently asked questions – and probably the greatest source of anger, discouragement and confusion in searching for a job – is why organizations don’t communicate with candidates following the interview.
Typically, recruiters and hiring managers say they’re too busy to let candidates know they didn’t get the job. And no one enjoys being the bearer of bad news.
A candidate who never hears back, particularly when he or she is told “We’ll be in touch,” may make your company famous – and not in a good way.
Letting candidates down can be done quite simply. Read on to learn more.
A coherent, polished resume can make recruiters and hiring managers sit up and take notice.
This infographic offers tips that industry professionals suggest you consider before hitting the “send” button and submitting your resume for human review.
Your recruiter has scoured scores of resumes to find the perfect candidate, phone screened and met in person the best of the lot, and now all that’s left is to bring the most qualified job seekers in for an interview with you, the hiring manager.
You can almost see the finish line and look forward to learning exactly how the candidate will contribute to your company’s success.
And here’s where things can go south.
Take it from seasoned recruiters: Hiring Managers can turn off an in-demand job candidate with even the slightest negatively-perceived detail and possibly lose a superstar.
