Workplace 101: A Profiles Global Business Blog

We have all been told at some point in our life that it is important to make a good first impression. That rule of thumb not only applies to individuals, it also applies to organizations. It is crucial that organizations know how new employees view them from the beginning. Poor planning and sub-par onboarding not only negatively impact productivity, they can shatter an organization’s recruitment and retention efforts; ultimately affecting overall success. To avoid this downward spiral, organizations need to be proactive in their approach to onboarding and look at adopting new practices and technology that will help them achieve positive results.

Assessments are valuable tools that provide insights into candidates for managers, especially when used in the pre-hiring process. Pre-hire assessments can determine how an individual will fit in a specific job, identify their thinking and reasoning styles, and highlight relevant behavioral traits.

HP Welcomes Meg Whitman as its Latest CEO

HP just announced its 7^th CEO in 12 years. No, no one was promoted from within to fill the big chair. Instead they chose to look outside and hired heavy-hitter Meg Whitman to steer their course towards “Innovation.” Do the rewards outweigh the risks of making an outside executive hire?

By Kyle Lagunas, HR Analyst at Software Advice.

Business leaders invest a lot in their organization, and expect to see a tangible return on their investments. But as organizations search for opportunities to maximize the ROI of their workforce, they one process is often overlooked: onboarding. Sadly, the onboarding experience is often reduced to little more than a checklist of tasks to be completed in the first week. But the fact that many leaders fail to leverage is that an employee that experiences a smoother onboarding process will be better trained, more connected to the organization and quicker to produce.