Career Coaching is Good for Business

Create a caring environment for your employees by hiring a career coach—a trained professional who helps employees tackle career obstacles and achieve their highest aspirations. If you have employees who have hit a bad streak, aren’t feeling challenged, or are feeling too challenged, career coaches can alleviate the problem before it manifests into something that could hurt your company. By employing a career coach, you may see increased employee productivity, retention, performance quality, and morale.

In today’s well-connected world, there’s often little separation between work and personal life. Thus, career coaches also navigate the later, tackling issues such as budgeting, quitting smoking, and relationship counseling. For employers, career coaches can provide a perspective that eases concern and stress over employee performance—not every employee is an entrepreneur or thinks your product is the best thing to ever hit the market. A career coach can also help you counterbalance your strengths and weaknesses against your employees’ strengths and weaknesses.

Contact HR Progression Partner and find a career coach that’s right for your business. Discover a chemistry that enables you to feel comfortable and engage in a conversation that flows well. With an HR Progression Partner career coach, you’ll feel energized, look forward to the next session, and learn, realize and apply insights that will help your business grow.

The Place for Social Media in Hiring Strategies

Finding qualified and reliable employees is a challenging task. Traditionally, employers have only had a resume, an interview, and a couple of references as part of their hiring strategy. The problem was they didn’t know who these potential employees were as people, what their personality traits might be. These are important aspects when choosing an employee, especially someone who will run a part of your business or with whom you’ll be spending a large portion of your day.

Today, however, there’s a new component to the hiring strategy that’s changing all of this—social media.

Social media has taken the world by storm, making it hard to imagine that Facebook made its debut in only 2004 and Twitter in 2006. In just over a decade, nearly every individual under the age of thirty has created a presence in one or both of these markets. And thanks to these social trends, employers can now get a glimpse into what potential employees are like outside of the job seeking environment.

But, is it right?

Think about this. Most potential employees are learning about you on social media, so why not use Facebook or Twitter to learn about them? For the recently graduated set, it’s practically expected. Remember, it’s the world they live in, and it’s time for employers to enter it, too.

According to CareerBuilder’s 2016 annual social media recruitment survey, 60 percent of employers use social networking sites to research job candidates, up significantly from 52 percent in 2015, 22 percent in 2008, and 11 percent in 2006, when the survey was first conducted. Additionally, 59 percent of hiring managers use search engines to research candidates—compared to 51 percent in 2015.

To say it’s okay to do research potential employees on social media is an understatement. In today’s job market, it’s a necessity.

Want to get more out of your hiring process? Partner with HR Progression Partner and let us find the employee that’s right for you. Our detailed screening process means you’ll only be presented with the very best candidates. Contact us to learn more about HR Progression Partner’s Recruitment Services.