HR know-how
HR know-how
Mentioning benefits in a job ad: how and why you should do it
When evaluating a new job opportunity, most candidates are not just looking for a job they like and identify with. Compensation should also meet their requirements. But, curiously enough, it still happens quite a lot to see job ads that are extremely detailed in what comes to the responsibilities inherent to the functions, requirements, necessary skills and company descriptions, and unclear in what comes to benefits. Even if the company offers them.
HR know-how
Turning boring into fun: understand the technique behind gamification
A starting point. An objective. And finally, the end goal. In between, there are points, medals, various obstacles to overcome and almost always a hint of competitiveness in the mix. The premise works for almost any game. But not just that.
HR know-how
Increase productivity, motivation and communication. Gamification as an internal tool
In recent years, several companies spread across the globe have incorporated gamification as an internal work tool, in order to increase the productivity and motivation of their employees, as well as to make communication clearer and more assertive - basically, with the aim of improving the work experience. Google, Microsoft and HP are just some of the organisations that use gamification techniques in their internal management.
HR know-how
Great Resignation: what do we know and what are we willing to learn?
Perhaps it is still too early to define the keyword of the year. However, we have certainly already crossed paths with the trend of the first quarter of 2022 in terms of People Management: Great Resignation or The Big Quit.
HR know-how
Four-day work week: the pros and cons
To work four days a week and rest three. It seems too good to be true, but maybe it's not such a distant reality. In several countries, the topic deserves a prominent place, and some companies have already moved forward with pilot projects to test the model. The United Kingdom, Spain, Belgium and Iceland are just some of those who have dared to try to reduce the workweek. In Portugal there are also some examples.
HR know-how
8 things startup leaders should know about hiring talent
Between 25,000 and 50,000 dollars. This is the inherent cost of a bad hire, not to mention the time lost during the hiring process and the momentum the company could have gained had it hired the right person for the job. “The worst mistake business leaders can make is hiring the wrong people,” warns Robert Walters, a human resources expert.
HR know-how
The paradigm shift in talent attraction
The pandemic and the uncertain times we've been living in have accelerated the process of change for a BANI generation, where volatility gives way to agility, uncertainty turns into anxiety, complexity into non-linearity and ambiguity into misunderstanding. The BANI concept (Brittle, Anxious, Nonlinear and Incomprehensible) helps us to understand and react quickly to changes that are increasingly dynamic and unstable.
HR know-how
Human Resources: how to be the dream recruiter
Unlike a(aaa)ll the other articles on how to be a good human resources recruiter, this time we weren't talking to experts in the field. Yes, we went to talk to the candidates/interviewees and asked them about what they least like about an HR professional. So if you work as an HR recruiter, this article is for you.
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23.09.2020
Universal Cover - Mediação de Seguros, Unipessoal Lda.
ASF Registration No.: 420560995
Branches: Life and Non-Life
Category: Insurance Intermediary
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The insurance intermediary is authorized to enter into insurance contracts on behalf of the insurance company(ies) and to receive premiums for delivery to the insurance company(ies).
Consultation of the legally required pre-contractual and contractual information is not waived.
23.09.2020
Universal Cover - Mediação de Seguros, Unipessoal Lda.
ASF Registration No.: 420560995
Branches: Life and Non-Life
Category: Insurance Intermediary
The insurance intermediary does not assume coverage of risks, which is the exclusive responsibility of the contracted insurance company(ies).
The insurance intermediary is authorized to enter into insurance contracts on behalf of the insurance company(ies) and to receive premiums for delivery to the insurance company(ies).
Consultation of the legally required pre-contractual and contractual information is not waived.
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1 This amount is an estimate, based on data from platform usage, and not a guarantee. The actual savings per employee that the use of the Coverflex solution allows the company depends on the monthly amount of Coverflex benefits that the company decides to allocate to each employee.
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