Sterling Check
APRIL 20, 2023
2022 Benchmark Report Takeaways Although healthcare organizations share a common purpose in providing critical care for people, the specific hiring process and screening needs of hospitals, long-term care facilities, pharmaceutical companies, and healthcare staffing firms often differ. View 2022 Benchmark Report Takeaways Blog 2.
Bayzat
SEPTEMBER 11, 2023
Originating in Australia in 2003 and expanding its operations to Dubai in 2004, this recruitment company boasts nearly two decades of industry expertise, establishing itself as a well-respected and trusted name in the field. They have a quick turnaround time with an average of just ten days.
This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.
Newmeasures
DECEMBER 19, 2019
Feedback sign influences employee reactions and in general, positive feedback tends to be accepted more readily; however, negative feedback can be more effective when deemed an accurate reflection of performance (Steelman, Levy, & Snell, 2004). HR Benchmark Group, 4(2) , 1-38. Earley, C. Northcraft, G. Steelman, L.
Linkedin Talent Blog
FEBRUARY 25, 2024
In the company’s IPO letter in 2004, Larry and Sergey wrote: “We encourage our employees, in addition to their regular projects, to spend 20% of their time working on what they think will most benefit Google. This empowers them to be more creative and innovative.”
Compensation Cafe
DECEMBER 1, 2014
Sales compensation has always been a different beast: it has different buyers and economic cycles than employee rewards, and sales incentives constantly evolve to meet new business needs. I think the prime culprit is practitioner obsession with benchmarking as the key to rewards design. It asks how we can look like everyone else.
Analytics in HR
OCTOBER 8, 2018
There is still value in benchmarking and comparisons of organization’s structures, but the cost optimization story has its limitations: no organization started from nothing and then cut costs…. Steve Jobs interview Business Week, 2004. [1] This gives a dangerous inherent bias in organization re-design work in favor of cost reduction.
TalentCulture
NOVEMBER 21, 2016
They’re routinely considered “too short” to be leaders in the C-suite, as shown in a study from 2004 that turned into a long-lasting benchmark on implicit bias. Circular logic, meet backasswards recruiting strategies. The study also found that for every inch above six feet fall, CEOs received about an additional $790 a year.
Expert insights. Personalized for you.
52 
Let's personalize your content