Skip to content

Posts from the ‘Recruiting’ Category

Workplace Perk: Corporate Social Responsibility

IMG_1519In August, Kronites packed 890 backpacks for Citizen Schools – a non-profit organization that partners with middle schools across the United States to expand the learning opportunities for children in low-income communities. Over the next few weeks, these backpacks will be delivered to students at Browne and Wright middle schools in Chelsea, Massachusetts. Several Kronos customers and partners donated items for the bags, including Justice, Cognizant, Workforce Insight, and The WFC Group.

Here at Kronos, we are passionate about our Give Inspired initiatives. As a company, we believe it’s important to give back to our communities. For our employees, it gives them an opportunity to work together on an objective that has deep personal purpose for many.

It’s no surprise that Kronos’ Give Inspired program has our employees engaged. Last year, WeSpire conducted a survey on “The Evolution of Employee Engagement.” The survey found that 50% of respondents were interested in becoming more involved in their organization’s volunteer, sustainability, well-being, or social responsibility programs. 71% of employees under the age of 30 expressed a desire to be more involved.

While corporate social responsibility helps to engage (and retain) your current employees, a solid program can also help attract top talent. According to a 2014 Nielsen survey, 67% of employees prefer to work for a socially responsible company.

Ping pong tables and free snacks are nice, but many employees are looking for a way to give back. Whether your organization strives to support its local community or a more national (or even global!) cause, giving your employees the opportunity to get involved is quite the workplace perk.

Tell us: Does your company focus on social responsibility? Share your feedback in the comments section below.

Workplace Trends for 2016 – Tweet Chat Highlights

KronosTwitterChatWe had a very engaging tweet chat today regarding what workplace topics and issues will be the most prevalent in 2016. Based off of The Workforce Institute predictions for 2016, we had quite a few thought leaders weigh in on what they think will be most critical in the coming year – especially when it comes to subjects such as millennials, benefits, recruiting best practices, and employee engagement, to name a few.

You can view the entire tweet chat below (as well as here), or search via #KronosChat on Twitter. We’d love to know what you think, and what your predictions are for 2016. Tweet us using #KronosChat, or comment below to share your thoughts.

How to Build a Great Place to Work

great place to workMany organizations are wrangling for “great place to work” status these days.  Organizations that achieve this public distinction are rewarded with deeper talent pipelines and, assuming their hype is well earned, higher employee retention as well.  In fact, the number one source of visits to Kronos’ careers page is the multiple best place to work lists we’ve landed on around the world.

I recently had a conversation with two of my fellow Workforce Institute board members about what it takes to create a “best place to work”.   I was joined by Dan Schawbel, bestselling author and founder of, a research and advisory membership service for HR professionals. Our trio was complete with  Sharlyn Lauby, whose official title is President of the training and HR consulting firm ITM Group, also known as The HR Bartender.

You can’t make one of these lists without first having a great culture – after all, it’s the employee surveys that ultimately determine if your company’s name will appear on a list. So what’s the secret ingredient for building an award-winning culture?  You can listen in to our podcast below to hear our panelists responses to these and other questions:

  1. Peter Drucker famously said, “Culture eats strategy for breakfast.” What do you think about Drucker’s assessment that culture is more important than strategy; and is there data that backs up his claim?
  2. Sites like Glassdoor have made it nearly impossible for organizations to hide their cultural identity, for better or for worse. And the rise in best places to work competitions have certainly made an impact on the job-seeker’s mindset. How can companies ensure they are featured favorably on these listings?
  3. Human Resources and Public Relations departments have bought into the importance of landing their company on these culture award lists. But good PR aside, has the C-suite bought into the concept of actually creating a great place to work?
  4. If a company is leveraging social media as part of their communications strategy, it’s typically overseen by the PR or marketing team. But how can HR departments harness social media to mobilize their engaged employees to spread pride about where they work?
  5. When people hear that a company is a “Great Place to Work” they may have visions of ping pong tables, dogs in the office, beer service at 5 o’clock, and so on.  What are the important elements of a Great Place to Work strategy that resonate across the ENTIRE employee base regardless of industry, age, sex, religion, et cetera?
  6.  If there is ONE thing organizations can focus on that will increase their engagement scores and Glassdoor rating, what would it be?

Click on the podcast link below to hear our conversation.  And add your comments – what makes your workplace a great place to work (or not?)