Resources

In this uncharted territory of COVID-19, many companies are being forced to switch to a work from home model earlier than they had anticipated. While some are happy and others are not too thrilled, the reality is that a majority of the workforce will be working from home for the foreseeable future. Working from home can be a double-edged sword – it seems great in theory but if you don’t set boundaries, you can start to get distracted from your work.

Behavioral interviewing focuses on a candidate’s past experiences by asking candidates to provide specific examples of how they have demonstrated certain behaviors, knowledge, skills, and abilities. Answers to behavioral interview questions should provide verifiable, concrete evidence as to how a candidate has dealt with issues in the past. This information often reveals a candidate’s actual level of experience and his or her potential to handle similar situations in your organization. Behavioral interview questions are pointed, probing and specific.

As the race to recruit and retain employees becomes more difficult in this tight labor market, there has been a significant focus on the compensation and benefits an organization can provide to its prospective and current employees. As important as compensation and benefits are, we know they are not the only things that matter when it comes to driving motivation in the workplace.

What is a contingent workforce? Contingent workers are not considered employees of a company. Instead, they work under a contract or on a temporary basis. Unlike permanent employees, their retention depends on the continued existence of the job at hand. If a company has a specific job that needs to be done now but will not be necessary for the future, the company is not stuck with an employee whose skills will not be needed over the long term. The contingent worker comes into the company, gets the job done, gets paid and moves onto the next job. It’s a win-win situation for both the contingent worker and the employer.