If you decide to mandate vaccines for staff in order to comply with the re-opening rules, are you going to be hit with a claim after December 1st? Data gathered from employees suggests you can approach your vaccine policy with confidence.
Last week we had our first candidate instruct us not to represent her to any firms who intend to mandate COVID vaccines. Welcome to the new world! But employers must tread carefully on this subject of mandating vaccines.
Too often, employers get irritated and feel exploited when candidates negotiate their worth in the candidate money wars. But it harks back to a Master-Servant sociocultural model that lost its credibility a hundred years ago. When you understand what skills and experience you need and why you need it, negotiating salary with the right candidate becomes an exercise in securing your investment, rather than fighting an outdated ideology.
The impact this pandemic and our initial response has had on our economy is coming home to roost a year on. The most talked about thing in the business world is no longer how hard it is to find ‘good’ staff but how hard it is to find staff at all. And everyone’s asking the same question, “Why aren’t they out there?”, followed quickly by “How do we attract them?”.
It’s easy to think that the thousands of people who have lost their jobs because of COVID must make candidate sourcing for hiring managers easier – after all, more candidates must mean easier recruitment, right? Not so! This week’s blog explores why candidate sourcing is actually more difficult in an economic crisis like this one.
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