Workplace Tips & Tricks
Share your tips & tricks with the community, inspire others
- 9 Topics
- 11 Replies
How’s it feel to be a master of your domain? Pretty nice, huh? Help enrich a peer by enlightening the community with a best practice you’ve recently deployed to make your job less stressful. ✅ DO• Be detailed! Include the problem, the solution you’ve found effective, and where• Drop an external link to your source. Try and stick to reputable URLs – you don’t want to send us in to the dark web, do you?• Make requests. You aren’t the only one experiencing a pain point, and someone has found a great way to approach it. ❌ DON’T• Pass off an idea as your own. Give attribution for white papers, presentations, templates and the like. Or let a link do the talking.• Upload program files, zips or scripts. Despite best intentions, these file types are a bit suspect.• Be punchy. Hit the Lounge if you want to be sarcastic. Only legitimate finds here. Enjoy the journey, and if your advice is exceptionally incredible, we may ask you to star in a future webinar!
Workable’s own @Melissa E. joined forces with Mona and Nilesh at Perkbox to discuss the trials and successes in attracting talent in a borderless candidate pool. Take a look! Download the attached guide for actionable advice in hiring from a global workforce. Continue the Conversation: What are some of your best tips to ensure consistent candidate interest across borders? Let us know below!
Many thanks to @nick.polanchik and @Ryan Varney for giving us a glimpse into the next generation of Workable’s candidate database and profile experience. Here’s the replay:If your question didn’t get answered during the session, or if watching the replay stirred up a few more, feel free to ask below! Also, we’d love your general feedback in the comments.
Workable’s own Melissa Escobar-Franco (VP of People) and Jackie Sirni (People Ops) joined Spark Hire to discuss best practices in creating a truly memorable and positive candidate experience that will ultimately help your company succeed, including:Personalized candidate communication Efficient scheduling tools Interview process transparency Communicating your brand through technology And more!Missed the live session? Check out the replay below: Discussion: Where does your team excel in the interview process? What will candidates remember most about their experience with your brand?
Had the pleasure to moderate a panel of remote specialists, both from the in-house and agency side, discussing best practices in virtual recruitment and onboarding. Take a look at the replay:Continue the Conversation: How have you approached the challenge of creating a warm welcome when you couldn’t be face-to-face? What worked? What didn’t?
We’ve just published this awesome new tutorial on background checks – basically, everything you need, want, and should know about this fundamental part of the hiring process.Like, are there any issues that come up that can be a dealbreaker for a new hire? When should they be a dealbreaker? And what should you be looking for in the first place beyond the usual getting-to-know-one’s-background stuff?I’d love to hear your own experiences, both as a candidate and as an employer!
Hope you were able to attend our recent webinar on attracting and sourcing quality candidates.Take a peek at the wonderful session, and please feel free to comment below with any lingering questions from the material, or about the topic at large.
Amid all this chatter about “quiet quitting” and “quiet firing” and so on, there’s an opportunity for a conversation about rebuilding the working environment so it’s a better fit for candidates out there so they’re more motivated to work for you.One idea is recreating the working environment so that it’s more of a “freelance” working environment. Our writer Olivia explains in detail: https://resources.workable.com/stories-and-insights/freelance-life-at-workI think it’s a pretty cool concept and could help traditional employers stay relevant as the gig economy grows. What say you?
Inspired from another thread with a community member looking for video interviewing solutions, I’ve heard from two camps of recruiting and talent pros:folks who love async tools because they cut time to hire and are excellent options to weed out unqualified candidates early, and those who see them as a cumbersome layer that feel a bit impersonal to talent and candidates.What’re your thoughts? Poll and comment!
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