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How Can I Build an Impactful Salary Presentation for Surgical Techs?
I do something similar for several of my clients. I always start with indeed insights for average pay as well as all the other info it offers. I also create a spreadsheet of at least 10 similar or same jobs in the area currently hiring. I include the employer, location, pay, and any special perks thRead more
I do something similar for several of my clients. I always start with indeed insights for average pay as well as all the other info it offers. I also create a spreadsheet of at least 10 similar or same jobs in the area currently hiring. I include the employer, location, pay, and any special perks they offer that gives them an edge and my source for the job posting.
I work in manufacturing so it may be more difficult for you to find the info but I have no idea.
See lessHow Can I Master Excel and Data Analytics Without a Degree?
I work in comp so I've used excel most days for the past 5 years. Ultimately working with it is the best way to learn, but I understand that may not be an option. I'd focus on learning the basics. This includes basic calculations, using logic (IF, OR, AND), xlookup, and pivot tables. There's much moRead more
I work in comp so I’ve used excel most days for the past 5 years. Ultimately working with it is the best way to learn, but I understand that may not be an option. I’d focus on learning the basics. This includes basic calculations, using logic (IF, OR, AND), xlookup, and pivot tables. There’s much more to learn, but I’d watch YouTube videos instead of paying for a course. Lots of videos have dummy datasets to download so you can follow along. Hope this helps.
See lessWhat’s the secret formula for improving Quality of Hire in 2024?
It's not standardized because it requires the hiring managers, and they're notoriously unaccountable for pretty much everything in hiring. When I've implemented it, it's been a simple 30/60/90 day binary yes or no, were they a good hire? I would prefer a more in depth review by the managers but gettRead more
It’s not standardized because it requires the hiring managers, and they’re notoriously unaccountable for pretty much everything in hiring. When I’ve implemented it, it’s been a simple 30/60/90 day binary yes or no, were they a good hire? I would prefer a more in depth review by the managers but getting that is like pulling teeth from a pissed off rhino. Follow up at 30 days, 60 days, and 90, and get the HM to sign off one way or another. The crap part is when they won’t sign off on the person as a good hire, they also won’t often want to fire and replace the person, so implementing the program also usually backs you into a corner where you know person X isn’t working out but you’ve got to wait and wait and wait for the HM to initiate any action, at which point the higher ups usually ask you why nothing was done if the HM knew the person wasn’t working out.
It’s also pointless to implement without some kind of RCA process to try and figure out what went wrong, so as not to repeat the same mistake.
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