Managers: have you wanted to know what drives your employees well before their scheduled review cycles? What if you could encourage a peer review process that takes place more frequently? How about incentives: do you ever feel like you’ve run out of ideas on rewarding your employees? Or perhaps you want to provide your teams with the best support possible so they’re happy and productive?

Employee referrals are the #1 source of quality candidates for the most successful organizations, resulting in faster hires, improved employee retention levels and higher profitability. While this might seem like common sense, employee referral programs are typically under-invested in when compared to other sourcing channels.

Businesses have long recognized the importance of delivering a differentiated and engaging experience for their customers. But as Millennials have surpassed Generation X to become the largest share of the American workforce, companies are now applying the same philosophy of creating memorable customer experiences to keep their own employees engaged and happy.

Admit it–you’ve never been quite sure if your time spent on LinkedIn was worth it. You keep your profile updated because everyone else is there, and you don’t want to miss out. But can you identify a single example of a substantive, tangible benefit you’ve received for all your efforts? Maybe you’ve made some contacts here and there, and maybe one of them indirectly led to something, but who can say for sure?

HackerRank, a fast-growing Palo Alto, Calif., company that helps corporations find top technical talent, is widening its global reach by attracting a $7.5 million infusion from the venture-capital arm of a major Japanese human-resources company, Recruit Holdings.

Job-seekers need great stories to tell at job interviews! Your interviewers will remember your stories way more than they’ll remember anything else you tell them. Your fantastic, evocative stories will keep you in the interviewer’s mind when their memories of other job candidates fade away.

At Stevens Institute of Technology in Hoboken, NJ, the undergraduate class of 2014 did very well on the job market. Nearly three quarters of its 563 graduates are employed while 15% are in graduate school. The majority who’ve found jobs landed impressive starting salaries. Computer science majors, on average, were hired at $71,500, while the high salary for that major was $102,000. Chemical engineers also did well, with average starting salaries of $72,100 and a high of $100,000. One reason Stevens students get such well-paying jobs: almost the entire class majors in some subset of engineering or computer science.

A handful employees who perform at their peak is better than a dozen employees who operate at 50% efficiency. Yet, motivating employees to perform at their peak can be one of the biggest challenges business leaders face. I checked in with four successful CEOs to learn how they keep their teams productive. Not surprisingly, there’s a lot of research that supports their insights into workplace motivation.

Would you be surprised to find that one of the most important elements for improving recruitment, skill-building and operational efficiency in your startup or small business is the element of fun? As more and more companies make gamification a part of how they work, having fun—in the context of game playing—is becoming a big part […]

HR is experiencing a watershed moment. It’s not like the massive shift from virtual punchcards and e-forms to Cloud-based applications and analytics. It’s not the sudden appearance of millennials texting in the staff cafeteria, or the first Internet conference call. It’s the shift to a new paradigm: HR and Technology is essential to the success […]

In the rush to grow your startup, finding and hiring a great team is vital to its success. Execution is everything. My experience from Due, as well as the investments I have made, have taught me a lot about hiring for startups. Anyone who has ever directed or even gone through the hiring process knows it can be time-consuming and paper-intensive, often using up way more resources than necessary.

When prized employees leave a company, bosses almost always act surprised. From the comforts of the corner office, it’s easy to believe that you’re providing a great work environment and all the career-advancement opportunities that workers or managers might want. But maybe senior executives just can’t handle the truth.