We all know that the recruiting process for a small business can be overwhelming and time consuming, not to mention how expensive it can be if the wrong person is hired and they aren’t a good fit for the company or the position. So, what can be done to help make the process more efficient and effective to avoid the risk of a bad hire? In one word: Preparation.
Companies can’t continue to recruit, retain and manage their workforce with the mindset that was commonplace 20 years ago, and that includes your shop. Millennials grew up with advanced technology, mobile technology, real-time data and social networking, so that’s what they know and therefore expect to see from their employer. Here’s an overview of some of those expectations.
With a record number of discrimination/retaliation claims filed by workers with the Equal Employment Opportunity Commission (EEOC) in 2010 and 2011, the EEOC received almost 100,000 in 2012. In December of 2012, the EEOC laid out the details of its Strategic Enforcement Plan for fiscal years 2013-’16 and identified six “national priorities” that focus enforcement efforts in the three general areas of hiring, pay and harassment.