SMD

Questions to Ask Before Initiating Your Employee Survey

SMD

From administration and analytics capabilities to reporting and return on investment, there are dozens of considerations when deciding how to deploy an employee survey. All those details can be boiled down to 10 critical questions.

5 Tips for Building Your Employee Survey the Right Way

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Many organi­zations are still not articulating the potential opportunity to drive business outcomes via the employee survey and instead continue to only focus on ill-defined outcomes such as engagement.

5 Tips for Building Your Employee Survey the Right Way

SMD

Many organi­zations are still not articulating the potential opportunity to drive business outcomes via the employee survey and instead continue to only focus on ill-defined outcomes such as engagement.

3 Dangers & 3 Upsides of Flight Risk Models

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Many thought leaders and firms are talking about the magic of creating flight risk models.

How to Build a Competitive Benefits Package

An attractive benefits program can be a highly effective recruiting and retention tool. But to make benefits a competitive advantage, employers must get creative with their benefits strategy or risk losing out on the best talent. Learn how to build a benefits package that your employees will love.

3 Dangers & 3 Upsides of Flight Risk Models

SMD

Many thought leaders and firms are talking about the magic of creating flight risk models.

From Who to How: How to Report & Present Employee Survey Results

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You’ve deployed your employee survey and gotten the results back; now what? Let us simplify the process for you a bit. Company-Wide & Departments. Survey Content. The content of the survey report is highly varied.

Rethink Your Employee Survey If It Doesn’t Include These

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Do you know which (if any) of your survey categories actually impact issues like turnover? Are you able to provide direction to managers regarding which items under each category they need to work on? If you answered “no” to these questions, flail in the sea of the unknown no longer.

Rethink Your Employee Survey If It Doesn’t Include These

SMD

Do you know which (if any) of your survey categories actually impact issues like turnover? Are you able to provide direction to managers regarding which items under each category they need to work on? If you answered “no” to these questions, flail in the sea of the unknown no longer.

Dignity Health Transforms HR Department with Smarter Analytics

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Over the last decade, Dignity Health has undergone tremendous growth and change. Ten years ago, our organization, then known as Catholic Healthcare West, was more of a holding entity than an operating company.

5 Culture Trends for 2019

As we approach 2019, major shifts in the work environment will continue to affect the ways companies do business. Companies that are looking to attract, engage, and retain top talent should leverage these trends to create workplaces where employees thrive.

Dignity Health Transforms HR Department with Smarter Analytics

SMD

Over the last decade, Dignity Health has undergone tremendous growth and change. Ten years ago, our organization, then known as Catholic Healthcare West, was more of a holding entity than an operating company.

How Thought Leaders Kill HR Credibility

SMD

HR fads have been around a long time. Snake oil vendors have peddled everything from empowerment to job loyalty, to employee engagement, and just wait for the next one … agility! These have all been breathlessly presented as must-haves for the HR department to chase around.

The Basics of Big Data, HR Analytics & Predictive Analytics

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There are lots of words and concepts floating around the HR world these days that are new or different from the traditional approach – ones like “big data,” “HR analytics,” and “predictive analytics.” We think it is worth defining and discussing each of these topics. Big Data.

Breaking the Data “Slicing and Dicing” Fever

SMD

We’ve noticed that HR leaders have a fever for slicing and dicing employee survey data. This approach can make a fever turn into the full-blown flu because (1) slicing and dicing probably means there isn’t a strategy and (2) slicing and dicing end up making important decisions based on nothing.

Data 52

Dice 2018 Recruitment Automation Report

Artificial intelligence (AI) and machine learning (ML) technologies are rapidly changing the way many recruit and hire talent. Read Dice's first-ever Recruitment Automation Report to discover how you can employ new, cutting-edge technologies to source and hire tech talent faster.

Breaking the Data “Slicing and Dicing” Fever

SMD

We’ve noticed that HR leaders have a fever for slicing and dicing employee survey data. This approach can make a fever turn into the full-blown flu because (1) slicing and dicing probably means there isn’t a strategy and (2) slicing and dicing end up making important decisions based on nothing.

Data 52

2018 HR Analytics Predictions Series: Part III-IV

SMD

ICYMI, we issued two of our predictions via our blog ( intro and #2 ) last month. We are giving you the cliff-notes version of our final two here, but you can read more fully about all four in our white paper.

2018 HR Analytics Predictions Series: Part III-IV

SMD

ICYMI, we issued two of our predictions via our blog ( intro and #2 ) last month. We are giving you the cliff-notes version of our final two here, but you can read more fully about all four in our white paper.

2018 HR Analytics Predictions Series: Part III-IV

SMD

ICYMI, we issued two of our predictions via our blog ( intro and #2 ) last month. We are giving you the cliff-notes version of our final two here, but you can read more fully about all four in our white paper.

How Recruiters Can Create a Predictable Candidate Pipeline

Even the most experienced recruiting professionals face challenges filling critical roles in their organizations from an inability to establish, nurture and grow a sustainable talent pipeline. Download this eBook to get a jump on sourcing and learn how to build a high performance recruiting pipeline.

2018 HR Prediction Series Part II: A Move to Measuring the Employee Lifecycle

SMD

As we discussed in our last blog , we decided to make predictions about the future of HR analytics because it’s so vital to monitor trends and we want to be sure you have the latest information for you to make informed business decisions.

2018 HR Prediction Series Part II: A Move to Measuring the Employee Lifecycle

SMD

As we discussed in our last blog , we decided to make predictions about the future of HR analytics because it’s so vital to monitor trends and we want to be sure you have the latest information for you to make informed business decisions.

2018 HR Prediction Series Part II: A Move to Measuring the Employee Lifecycle

SMD

As we discussed in our last blog , we decided to make predictions about the future of HR analytics because it’s so vital to monitor trends and we want to be sure you have the latest information for you to make informed business decisions.

2018 HR Prediction Series Part II: A Move to Measuring the Employee Lifecyle

SMD

As we discussed in our last blog , we decided to make predictions about the future of HR analytics because it’s so vital to monitor trends and we want to be sure you have the latest information for you to make informed business decisions.

Newton’s Guide to OFCCP Compliance

For federal contractors, keeping up with OFCCP regulations can be a major challenge when recruiting and hiring. Download our guide to OFCCP compliance and learn the major regulations that you must adhere to.

Full Circle Data Collection: An Approach for Reducing Turnover

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It’s important that you collect information from employees from the time they first speak with a recruiter and begin working (entrance survey), to their first few months on the job (onboarding), through their years working at the company (engagement survey) to when they leave (exit survey).

Full Circle Data Collection: An Approach for Reducing Turnover

SMD

It’s important that you collect information from employees from the time they first speak with a recruiter and begin working (entrance survey), to their first few months on the job (onboarding), through their years working at the company (engagement survey) to when they leave (exit survey).

Employee Experiences, NOT Engagement, Found to Impact Outcomes 100% of the Time

SMD

If your organization is solely focused on employee engagement, you’ll want to read on. If you aren’t focused on management, job fit, or senior leadership, you’ll want to read on. If you want to find the secret to improving your organization’s bottom line (e.g.,

Employee Experiences, NOT Engagement, Found to Impact Outcomes 100% of the Time

SMD

If your organization is solely focused on employee engagement, you’ll want to read on. If you aren’t focused on management, job fit, or senior leadership, you’ll want to read on. If you want to find the secret to improving your organization’s bottom line (e.g.,

5 Step Guide to Personal Development Plans

Great HR leaders are continually looking for new ways to develop their people and build companies that people want to work for. A well-considered Personal Development Plan (PDP) is one huge part of that. Download Paycor's guide today, and learn new tips and best practices to help create effective development plans for your people.

5 Ways to Drive Real Results: Action Planning

SMD

A very common (and legitimate) complaint about employee surveys from the perspective of employees is the lack of action taken once the survey is over. Most of the time and energy is spent building the survey, drumming up participation, and then studying the results.

5 Ways to Drive Real Results: Action Planning

SMD

A very common (and legitimate) complaint about employee surveys from the perspective of employees is the lack of action taken once the survey is over. Most of the time and energy is spent building the survey, drumming up participation, and then studying the results.

Artificial Intelligence & Machine Learning: The Good, the Bad & the Ugly

SMD

For the past 5 years or so, big data, human resources (HR) analytics, and predictive analytics have been new concepts floating around the HR world. Of course, with technology changing at a mind-blowing speed, two new approaches are creeping into the HR profession – artificial intelligence (AI) and machine learning. Let’s look at the benefits and pitfalls of these new techniques. ARTIFICIAL INTELLIGENCE.

Money-Mouth Guarantee for HR Investments

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Is this you? A charge from upper management to reduce turnover – check. Your survey vendor gives you stacks of survey results – check. The vendor provides a snazzy PowerPoint presentation – check.

Applicant Tracking System Vendor Comparison Matrix

Trying to decide which ATS is right for your company? Newton is the only ATS built by recruiters, for recruiters. Download the comparison matrix to see how Newton compares to other ATS vendors.