JazzHR
NOVEMBER 26, 2018
Help increase that number by looking out for all types of discrepancies in compensation. Additionally, hiring managers and supervisors should be trained to recognize their own conscious and unconscious gender biases, so that they can become aware of the way in which such attitudes influence their decisions.
JazzHR
SEPTEMBER 21, 2017
Being open and transparent about the compensation offered for a role – whether its listed in the job description, or you tell candidates in the interview – is a great first step. Offer negotiation training. The post How Your Business Can Narrow the Gender Wage Gap appeared first on JazzHR Notes. Be transparent about pay.
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JazzHR
NOVEMBER 1, 2018
Modern compensation programs are data-driven and people-oriented. On one hand, compensation should reflect the organization’s ability to maintain profitability. On the other hand, compensation should appeal to workers’ needs and wants. Understanding compensation structure. Residual commission.
JazzHR
DECEMBER 22, 2017
While there are certainly risks in taking on someone whose qualifications exceed the role or compensation that’s being offered, the rewards can be great. Here’s why overqualified candidates deserve a closer look: They’re easier to train and manage. Overqualified candidates will hit the ground running.
JazzHR
MAY 17, 2017
It costs you time and money to recruit , hire, and train new workers. Nothing will burn a person out quicker than piling more and more work on them without recognition, reward, or financial compensation. Go and work for someone else who will treat them fairly and compensate them for doing all of that additional work. .
JazzHR
MAY 26, 2017
From advertising for, hiring, and training new employees, to lost knowledge, reduced productivity, and general disruption, high turnover can be a huge drain on any company. While a bit extra work from time to time is inevitable, if it becomes a habit and isn’t compensated for, your employees may soon jump ship.
Jobvite
OCTOBER 20, 2022
A company’s onboarding program should be consistent for all employees, but gear towards an individual’s role when it comes to training. Benefits like PTO, total compensation, bonuses, insurance, and salary are all big in a candidate’s consideration when choosing their next employer. 9: Offering limited PTO.
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