Attention Employers:
You might be doing onboarding wrong.
There’s no escaping it: All of us function in the economy of words.
From Instagram captions and Facebook posts to the newsletters you find in your email to the mini-magazine that comes with your Dollar Shave Club subscription, words are everywhere. And they have the power to make or break your impression of whatever you’re following—or the impression you have on whoever’s following you.
That’s where I come in. As a Freelance Editor, words are my bread and butter. And I mean that as literally as possible: the money I make editing pays for my groceries, not to mention my rent and utilities and other fun life expenses.
Read More
How to Survive an Unhealthy Work Environment
Winter is coming but if you work in an unhealthy corporate culture, it might already feel as bleak as season three in Game of Thrones. If your office feels like competing houses fighting for the Iron Throne, it’s time to stop playing the game.
Read More
When it comes to bad hires, Hiring Managers and Recruiters feel the same pain. You know the scenario: the candidate made it through the first month and started to struggle. Maybe it’s culture fit or perhaps something went wrong during the screening process, but somehow, the new employee isn’t exhibiting the skills or attitudes that seemed to shine so brightly during the interview process. They’re rocking the boat, not doing the job, and it’s just not working out.
Hiring is a huge responsibility and an inexact science. Despite our best efforts, sometimes we hire the wrong person.
How can a hiring team reduce its chances of having an April Fools’ joke played after the employee onboarding is over? What can companies do to reduce the chances that they hire the wrong person?