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Innovative products or innovative ways of working are usually successful by creating obsolescence. That is, leaving old products or processes obsolete.
But this is not the case of recruitment. New recruiting techniques are introduced, as well as searching for candidates, interviewing them or working as a team, but never leaving behind. How can you be wasting so much time at this point?
And you will tell me that these changes are for young people or other more modern sectors, that as a recruiter you work very well the way you are doing it, that you have always worked like this, that it has worked for you and that now you do not have time to learn.
Times have changed and in the case of the workplace, one of those changes is the impulse of the new generations of workers towards a new way of assessing the compensations that a job can give them.
The salary that employees receive at the end of the month is no longer so important if the company does not offer other types of non-economic incentives for which it is worthwhile to remain within the company. Is the theme sounding? Yes, we are talking about emotional salary.
Are you happy in your work, are you committed to your company, do you go to sleep thinking that you have contributed your bit to the organization to which you belong? The Employer Branding is a strategy that arises from the incorporation of Marketing to Human Resources, whose goal is to create an image of successful organization to attract new talent.
Since its launch in 2003, LinkedIn has progressively increased in its number of users until last month, according to the social media monitoring website Social Bakers, to 251 million profiles, of which it is estimated that 65% are permanently active.
This has made it the preferred social network for professionals to be in contact with colleagues, bosses, former bosses and mentors. However, its real potential, and often unused, is based on the possibility of recruiting the best available talent when looking to fill a vacancy in organizations.
Currently, in the United States and Europe, the implementation of a flexible work schedule is increasingly frequent by companies to retain their human talent and avoid an excessive turnover.
Establishing flexible schedules is a measure that can significantly improve the work climate in the organization, since it directly affects the satisfaction and motivation of employees by allowing them to comply with their medical, banking, family and academic commitments, thus generating an adequate balance between their work and personal life.
It is important for an employer to attract and keep employees. Employee retention is focused on keeping those good employees. Employees can be lured away to another company with offers of better salary or benefits. It is important to stay connected with employees and to allow open communication and that they feel respected and valued not only from management but also from their fellow employees.