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As retail companies continue to compete for employees while maintaining profit margins, you need best practices and tools to help you create a successful, strategic talent management programme. Here you’ll find tips on finding and attracting top talent, onboarding processes, employee engagement, blending learning, social recruiting, and more.
Is Talent Management and HR Automation Right for Retailers?Retail is a people business. From greeting customers at the door to processing a purchase, your employees have a huge impact on business success. A powerful talent management strategy and use of automation give you an edge as you compete for top talent - and customers. It helps you find employees and keep them motivated with great onboarding, strong engagement, and simpler processes. With the right people and technology in place, you can reduce turnover, save time, and refocus efforts on growth.
The HR ChallengesRetail industries experience high turnover in the best of times, but the numbers fluctuate significantly during seasonal and economic swings. And it’s not just hourly, seasonal, and contingent personnel that are affected. Full time staff feels the pain, too. The revolving door in retail is costly: both in time and in revenue lost. It also takes your HR department away from business initiatives that benefit the whole company. SilkRoad’s resource center will help you address these challenges with practical tips, efficiency ideas, and the latest research. Get started today:
How to Attract Talent: Retail’s Seasonal HurdleCompanies share their most successful sourcing approaches in SilkRoad’s annual Top Sources for Hire 2014. Results? Internal sources produced more hires. Online recruitment efforts were vital. Discover the Top Sources of Hire in the full report.
Retailers: Ready to Recruit and Onboard Millennials?Millennials have already changed the workplace. The first wave of this cohort has been on the job for a few years. They’re already poised to assume store management positions. Whether employees or managers, they communicate differently, want to level corporate ladders, and bring a fresh approach (theirs) to work. These tech-savvy Millennials expect hiring, onboarding, learning, performance, and evaluation processes to be easy-to-use, online, and mobile. Learn how to Recruit and Engage Millennials: Manager 3.0 by Brad Karsch and Courtney Tempin, download it in SilkRoad Book Club.
How to Connect People to Business Success?For the biggest impact, a company’s business strategy should be connected to its people strategy. These signs can indicate a disconnect: no input into the HR budget, last minute staffing requests, not part of the merger conversation and more. To strengthen the connection, check out Aligning Human Resources with Business Value.
How Retailers Take Advantage of Mobile RecruitingAs you walk down the street or shop in a shopping centre, you see a mobile device in almost every hand. Mobile is a massive trend in life and it can be a tremendous recruiting force, especially with Millennials. If you haven’t started a mobile recruiting programme, it’s time to get going and review Top 9 Tips for Mastering Mobile Recruiting.
Training Your Workforce Consistently Across Multiple Store LocationsAs retailers grow, HR and training groups face daunting challenges. How to provide the consistent level of training for every employee in dispersed locations (regionally or globally). Delivering face-to-face, group training means high costs, lost productivity, and time away from the store location and sales floor. Online training offers the answer. A branded cloud-based training portal makes it easy for employees to receive the training you want to provide, at the time and choosing of the employee. US Retailer, Levin Furniture, saved significant training dollars and found employees were more engaged and motivated to continue training using a self-service training portal. Watch how Levin Furniture delivers retail training.
How to Motivate Employees from Day OneWith competition tight for retail employees, you also need to focus on retaining new hires. Organisations that support and engage their employees from Day One, and on an ongoing basis, are proven to have higher rates of retention satisfaction, and productivity. Explore more in Engaging Your New Hires on Day One and Killer Portals
Energising Performance Management and Evaluations:Performance management in a retail environment is particularly challenging. With dispersed locations, employees, and managers, it’s difficult to bring a cohesive approach to this important process. Then there’s the challenge of energising employees with feedback, not turning them into another turnover statistic. A performance management system can be exactly the breath of fresh air that your company needs. Watch Performance Management: 5 Reasons Technology Benefits the Bottom Line to learn more. Take a look at our full library of research, eBooks, white papers, and more. “SilkRoad's OpenHire makes it possible for us to screen almost 100 applicants a day. We couldn't screen people without it. In fact, 100% of our hires are done using OpenHire.” Starbucks Coffee
Utility Companies: How to Improve Safety, Readiness and Compliance through a Learning Management System
When companies consider the benefits of a learning management system (LMS), it’s often focused on helping employees develop skills. An equally important benefit, especially for utility companies, is tracking employee certification, training and compliance to manage risk and increase safety.
Get recruiting right with the Source of Hire Report. The Source of Hire report is back and more comprehensive than ever, covering more than 13 million applications, 600,000 interviews, and almost 300,000 hires. The job market is back. And so is increased competition for top candidates.
Radical changes in HR, from agile performance to analytics, will make 2016 a defining year in the HR world. Job seekers are gaining more power than recruiters and technology is becoming an ever present asset.
SilkRoad conducted a survey to find out what HR Professionals thought about Millennials and what programs their organizations had in place for them. One of the most consistent issues HR professionals had was retaining their Millennial employees after they trained them and they developed their skills.
Aligning employee performance with the organization’s goals is a common aspiration. To that end, organizations apply a range of techniques to assess employees’ contributions and establish plans to develop talent. For most companies, the traditional annual performance review is still the central event for assessment and setting development goals. It’s an age-old tradition, but its time may be up. Many organizations find diminishing value in this once-a-year approach.
Learning Management Systems (LMS) allow companies to focus on the right component of the learning process – and that is the learning. Administrative activities like registering for training or recording training completion are automated. Required compliance
programs can be delivered online, reducing costs. Managers can share training feedback that supports the company’s business goals.
It’s a new day for corporate training and those who manage learning functions. Today, traditional training programs aren’t enough to meet growing demands for better company performance, consistent compliance, changing employee expectations, and cost control.
Companies can take learning to the next level with new tools and approaches that increase employee interest and engagement in learning, and are linked to employee performance, goal setting, and succession planning…all making a direct contribution to business growth.
Are you leveraging global talent acquisition strategies?
New technologies allow HR professionals and recruiters to tap into the global talent market, creating both new opportunities for talent acquisition and challenges. This white paper takes a look at some considerations and strategies for this new world.
Once a candidate is hired, the goal is to quickly and efficiently make them a productive employee and feel a part of the team. Both the company and the employee have this same goal. Companies want productive employees who contribute to the bottom line. Employees want to contribute and be a part of the organization.
Are you plugged into the best sources for interviews and hires?
The 2015 Source of Hire report is back and more comprehensive than ever, covering more than 14,000 sources, 12 million applications, 600,000 interviews, and almost 300,000 hires. The job market is back. And so is increased competition for top candidates.
Staying in Compliance with Form I-9 and E-Verify In this SilkRoad Ebook you’ll learn what exactly Form I-9 and E-Verify are and how to use them to stay in compliance with government regulation.
Let’s face it, employee data management probably isn’t the most exciting aspect of HR, but it is a critical element and lies at the center of all HR activities. Entering, keeping track of, updating, and ensuring the security of employee information can be a cumbersome and time consuming task, not to mention expensive!
With the competition for talent on the rise, we wanted to know what job seekers think of the hiring process. We asked over 400 current and recent job seekers what they thought of the candidate experience. This report reveals what is working, what their pet peeves are, and what tools they find most helpful.
How you exit an employee is just as important as how you welcome them. Based on conversations for SilkRoad’s annual users conference, SilkRoad Connections, this white paper outlines the importance of having a standardized process for transitioning employees out of your organization.
1. Consider your offboarding strategy to be as critical as your onboarding strategy. This means devoting similar effort and resources.
2. When initiating an offboarding program, make sure you provide for involuntary separations and retirements as well as voluntary separations. According to Aberdeen, offboarding development, implementation, and evaluation should be relatively consistent across the organization.
3. Offboarding messages and offerings can be customized for different departments in the organization, especially if you have groups in different geographies.
The Ultimate Guide to Recruiting has everything you need to know to transform your hiring practices and tap into mobile, social, and other strategies. Recruiting the best talent requires continuous innovation while holding down costs. Make sure you have the complete roadmap!
Talent management in higher education is more complex than in business. Simply administering the employee lifecycle from hire to retirement takes enormous effort. HR managers serve more constituencies—faculty, administrators, and operations staff at the minimum. Each constituency recruits, compensates, and evaluates employees using different criteria and procedures, which may vary by department, school, and campus. Many decisions go through hiring committees instead of a hiring manager. Many locations within a system may have a say. Isn’t it time to tackle the paper chase?
This deep dive personalized demo shows you how SilkRoad Talent Development helps you grow the best talent with integrated performance and learning engagement. Power your people with real-time performance and learning systems that combine traditional functionality with dynamic, social interaction, and a sleek mobile design to keep them engaged and growing. Align goals and objectives with certification and learning programs, and imagine the unique possibilities with real-time recognition and feedback.
This deep dive will show you how SilkRoad Talent Acquisition easily links recruiting and new hire onboarding to save time, money and effort, while providing a seamless engagement experience from pre-hire to beyond. Roll out the RedCarpet for applicants and new hires.
Just for HR professionals in higher education: We’ve curated the best recruiting, new hire onboarding, and general talent acquisition resources into one easy to access location. Listen to experts, read reports, check your benchmarks. It’s all designed to help you find top talent, stay compliant, onboard seamlessly across many locations.
As more higher education institutions turn to recruitment automation, recruiters are discovering the flexibility available to set up programs, work with faculty and staff, and communicate with candidates. A group of higher education recruitment professionals, led by Polk State College, recently gathered to compare notes on programs and the different ways they use SilkRoad’s Recruiting.
Follow these 7 steps to creating a successful new hire onboarding process. Organizations have blown away the traditional paper-bound onboarding process – where an enthusiastic new hire gets deluged with paper and orientation on the first day.
Do you know the next 5 trends in learning? Get the insight and information to prepare for what’s ahead. This white paper explores the latest learning trends and how to engage all generations of the workforce with online learning. The five major learning themes this year include integration, mobility, engagement, compliance, and analytics.
Onboarding is your first link in employee engagement success. Most organisations struggle to get onboarding right. We’ve gathered 6 resources to give you the onboarding roadmap and help you convince your C-level executives that onboarding adds tremendous value.
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Discover the power of SilkRoad Recruiting for your talent acquisition. Access the largest free job distribution network available in the market today. Scale your search for top talent. Leverage the latest social recruiting technologies and attract, hire, and engage the best candidates.