Latest Posts

The 5 Bitcoins of Employee Engagement

April 15, 2015
The 5 Bitcoins of Employee Engagement

The 5 Bitcoins of Employee Engagement

Everyone wants a high performing, engaged workforce. Pay and benefits are often examined, and certainly businesses need to be wage competitive for the type of talent they need to attract and retain. But there’s much more to motivating someone than money.

In order to inspire someone to reach his or her full potential, several other employee engagement factors can help to bring your work force to its peak performance. No, these aren’t really Bitcoins. But these factors are just as valuable as a virtual currency to your best employees.

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Brands attract great talent

April 8, 2015
Brands attract great talent

Brands attract great talent: What do job seekers think about your business?

It’s a trick question, job seekers don’t really think about your business much. Most job seekers think about their lives and not a bit about your business. This is particularly true for front line service industry job seekers, the subject of this blog.

In a recent discussion with one of our Worqplace clients, we reviewed where their applicants are coming from, and from which sources they were actually hiring. Their experience was, like many employers, that their hires were coming mainly from their customers. And for this group of job seekers, we actually know what they thought about the business - they liked it well enough and identified with it to the point that they wanted to work there.

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3 Hiring thoughts for Employers in Legalized Marijuana States

April 1, 2015
3 Hiring thoughts for Employers in Legalized Marijuana States

3 Hiring thoughts for Employers in Legalized Marijuana States

Regardless of your position on the use or legalization of marijuana, consider this: as more states are rapidly legalizing marijuana, employers are faced with having to re-think their hiring practices.

A funny cliché sometimes heard in technology companies is that they don’t drug screen for marijuana because if they did, they wouldn’t have a workforce. Even the FBI, incredibly, came to the conclusion that marijuana screening was negatively impacting their ability to hire the best and brightest programmers and weighed dropping marijuana screening for new recruits.

http://motherboard.vice.com/read/the-fbi-cant-find-hackers-that-dont-smoke-pot

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About Applicants Abandoning Your Job Application

March 18, 2015
About Applicants Abandoning Your Job Application

Worried About Applicants Abandoning Your Job Application?

Are you worried About Applicants Abandoning Your Job Application? In the spirit of our series on capturing as much talent from the best sources as possible, this week we’ll pause to cover a trap that many savvy businesses fall into. This comes up a lot - a worried employer is nearly convinced that applicants are abandoning their job applications before submitting them and that’s the reason they don’t have the talent flow they need. This conclusion usually comes with a basket full of bad ideas on how to address the imagined root cause.

The conventional wisdom of HR who are pretty familiar with ATS (Applicant Tracking Systems) and know how bad they can be to use for applicants (which can be a real issue) reflexively think first about ease of use for the applicants and good Operators who need to hire pressure HR, their support, to just “fix it”.

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Accessing big pools of great talent part 2

March 4, 2015
Accessing big pools of great talent part 2

Accessing big pools of great talent – for Free, part 2

This Post is part of a series on practices to capture more of the best talent and leverage tools to avoid having to resort to Job Posting and the worst sources of applicants. The previous parts are here:

Businesses with multiple locations, multi-unit operators, have a particular advantage in attracting and hiring great people when they implement effective “Pooling”.

Pooling means the efficient sharing of applicants across locations. Here’s a scenario that comes up often: Location 1 attracts a high number of applicants while nearby locations 2 and 3 get nothing. Without pooling, the Location 1 business is very successful because they have access to a flow of the best talent who perform better when hired. Unfortunately, locations 2 and 3 are forced into spending money on postings and job boards like Craigslist. So they tend to hire from the worst sources of talent which ripples through the business; a drag on customer satisfaction, productivity and profits.

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