by Meagan | Dec 18, 2025 | Human Resources
Getting job postings in front of the right audience can be a challenge. We recommend casting a wide net, tracking results, and then narrowing your efforts to focus on the avenues that have provided the best results. Here are some ways to consider sharing your...
by Meagan | Dec 11, 2025 | Human Resources
Congratulations on your first hire! The time between now and their first day of employment will be filled with anticipation, excitement, and paperwork. Here are key things to get done before their first day: Send a written offer to the candidate so they can review and...
by Meagan | Dec 5, 2025 | Human Resources
It depends on the seriousness of the discrepancy. You probably don’t need to make an issue of a minor variance like a candidate telling you they started a job in the month of April when their background check says they began in May. However, a major difference, such...
by Meagan | Nov 6, 2025 | Human Resources, Trainings and Events
Supporting neurodivergent employees typically involves recognizing, respecting, and destigmatizing the different ways people think, process information, and interact with others in the workplace. It’s about building flexibility into how employees do their jobs while...
by Meagan | Oct 30, 2025 | Human Resources
A stay interview is a simple, planned conversation with a current employee that explores why they have chosen to stay at your organization and what might cause them to leave. They often provide the sort of information you’d obtain from an exit interview, but with the...
by Meagan | Oct 14, 2025 | Human Resources
Yes, the Situation Behavior Impact (SBI) model might do the trick. It’s a formula for providing clear, specific, relevant, and factual feedback. In short, you identify the situation, describe the behavior observed, and note the impact of that behavior. This method...
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