Keep up with news in the new home sales industry along with career and hiring advice.

Diversity and inclusion have become top priorities for many organizations over the past few years. Companies find that when they place a premium on a diverse work culture, they’re more likely to have happy employees who stick around for the long term. Consider these tips if you’re trying to promote diversity and inclusion in your organization. Change Up Your Job Postings Organizations that embrace diversity and inclusion don’t wake up one morning with a fully diverse workforce and an inclusive environment. Like most things, it takes time and dedication to create the atmosphere you’re looking for. Diversity and inclusion have their roots in the recruiting

Employee underperformance can be frustrating. Your organization’s human resources department has invested time and financial resources into the recruiting process, and naturally, you don’t want to waste this investment and cut ties with the employee prematurely. Fortunately, you may not have to. There are many ways that you can support an underperforming employee, including the following: 1. Address Underperformance Immediately The most effective way to resolve underperformance concerns and prevent staffing woes is to be proactive. If you notice that an employee’s performance has dipped, address it immediately. When addressing concerns about performance, be sure to use well-established people management protocols. Be direct, but understanding.

Modern businesses face challenges that organizations of old couldn’t have fathomed. Companies of today must efficiently carry out core business operations, find a way to make themselves stand out in the crowded digital marketplace, and manage talent from several generations. The latter challenge can be particularly difficult, as each generation in the workforce has unique perspectives, concerns, and professional objectives. If your business has team members who span multiple generations (which it likely does), there’s good news. You can implement more effective people management techniques by leveraging these 3 proven tips: 1.  Do Your Homework If you hope to effectively manage various generations, step one

Millennials currently make up the largest percentage of the U.S. workforce.  With the building industry in need of 650,000 employees to meet demand in 2022, it is essential to attract this age group to the trade. The makeup of the current workforce in the industry is another reason it is important to appeal to workers between the ages of 25 and 40. The average age of building industry employees in 2022 is just over 42. But, millennials are expected to make up 75% of the workforce by 2025, and it will be integral to add them to building jobs. There are several things that Millennials

In an interview, you are the authority figure and representative of the company, so getting asked a question you don’t know how to answer can be frustrating. It can lead to embarrassment for you and decreased confidence in your company for the candidate. An interview is not only a time for you to evaluate candidates, but it is also an opportunity for them to form an opinion about the company. A negative interview experience could deter a strong candidate from moving forward with a job offer. In fact, 83% of subjects in a LinkedIn study said that a negative interview experience can change their opinion

The workforce is seeing changes like never before. With the pandemic, many employees have had a long break from working in the office and are now facing a return. Some ‌perks that increase employee satisfaction have remained the same in 2022, while others have increased in importance. Employee perks differ from benefits, like health insurance. Some examples include paid time off (PTO), in-office amenities, discount programs, and employee recognition. Why Are Perks Important? Providing perks shows employees ‌you value their work. When employees feel appreciated, they work harder, are more focused, and provide more value for the company. In a study by Glassdoor, 81% of

If your business doesn’t have an employee retention plan, it should. Keeping employees around for the long-term means larger profits, increased productivity, and a more stable workplace. In most industries, the employee retention rate is about 90%; meaning 10% of employees are leaving. This is a good number to aim for. If you aren’t there yet, that’s okay. There are steps you can take to keep your employees around. Benefits of Employee Retention There are many benefits to working towards a high employee retention rate. It’s expensive to find new talent Not only is it a hassle to find new employees, it is also expensive.

Satisfied employees are more engaged, productive, and motivated to drive success for your business. What many companies fail to realize is the impact that corporate culture has on overall employee satisfaction. A company culture can mean many things depending on the scope of your business. Ultimately, it is the work environment, attitudes, and behaviors you strive for in your company and among employees. It can also encompass leadership styles, goals, and the ethics your company values. Maintaining consistency in your core company values helps employees feel valued and stable in the workplace. According to a study looking at the relationship between an organization’s culture and

Keeping up with staffing demands can be challenging, even in the best of times. Add labor shortage complications from COVID-19 to the equation, and the task becomes even more difficult. Having been in the business of New Home Sales staffing since 1996, we’ve ridden the industry highs and weathered the lows, while shifting and adapting to changing sales and market environments. Although many things have changed over the years, what remains constant is our commitment to providing customers with a hassle-free way to engage with quality talent when they need it most. Work smarter, Not Harder with Smart Staffing Solutions Recruiting talent is a full-time