We all know that when an employee joins our team, we need to onboard them. And we’ve been doing that. But for a year and a half, we’ve been doing it remotely. That means we now need to do something we’ve never done before. As employees return to the office, we need to re-onboard our remote hires.
Diversity in recruiting and in the workplace is extremely important. It’s a crucial part of building a more just and inclusive world. It’s not acceptable to only avoid discrimination; it’s necessary to have conscious policies in place that actively prioritize diversity and inclusion.
2020 brought workplace challenges no one could have foreseen a year earlier, and HR departments responded accordingly. With the introduction of remote work, HR departments have met this year’s uncertainty with grace and dignity. And that’s worthwhile. The skills learned in 2020 will be valuable in the months and years to come. Here are 4 ways the future of work will look different in 2021 and beyond.
Human resources are often overlooked when starting a business or working in a small business. HR tasks always seem to fall as extra work for management until it gets to be too much. But having a talented human resources team behind your business deserves attention. It can lead to growth opportunities and help you strategically expand and reach success. Let's discuss a solution that provides exceptional human resources without breaking the bank.
As the economy begins to reopen, businesses are faced with a labor market with vastly different expectations. Flexibility, benefits, and work-life balance are still key draws. But the deciding factor for the current crop of job seekers is company culture. It's hardly surprising. With work-from-home life now the norm among almost half the nation, employees are worried about feeling isolated and out of the loop. A strong company culture gives them stability and community. Additionally, the events of 2020 have inspired many working professionals to re-examine their priorities. Where salary used to be the most important factor in taking a job, employees now want to feel that they're part of something meaningful and aligned with their goals and beliefs.
Now, more than ever, online networking is necessary to maintain old relationships, build fledgling relationships, and seek out new relationships. That includes relationships between businesses and potential new hire candidates. It is estimated that 90+ percent of recruiters search daily to find potential candidates using the LinkedIn platform. Since it’s arguably the top networking tool for businesses worldwide, if you aren’t utilizing it effectively, you could be missing out on lucrative job offers and partnership opportunities.
As more companies confirm that remote work isn’t going away anytime soon, and others are indefinitely allowing the option, we continue to deal with the difficulties and new territory it comes with. In regards to human resources, this means virtual interviews and a virtual onboarding process. It’s especially important that you analyze the difference between in-person processes and virtual processes as the first few weeks are crucial to new hires' success at the company. Below is a how-to on successfully onboarding new hires.
If there’s one thing you can be sure of, industries are continually evolving. When you throw AI (artificial intelligence) into the mix, you can bet on some pretty major disruptions, impacting everything like transportation, medicine, software, consumer goods, and yes, even HR.
Discovery's Shark Week is once again closing in on us, and we've got sharks on the brain. Maybe it's all those vintage clips we've been watching to get us in the Shark Weed mood, but we can't help but feel that there's something shark-like about the way a star recruiter hunts down and reels in a top candidate. Here's how to channel your inner great white - and blow all your previous recruiting efforts out of the water.
Just as it takes two to tango, it takes two to realize a successful recruitment effort. As the nation slowly reopens for business and organizations look to bolster their staff rosters, both recruiters and job-seekers are hard at work looking for that perfect fit.
Let's take a look at what a winning recruitment effort looks like from both sides of the interview table.
The changing times mean that those who can are working from home. Where possible, all of our daily responsibilities have shifted online, including the interview and hiring process. While virtual interviews aren't new, it's only with the coronavirus that they've become the norm across the board. Since lockdown, organizations ranging from universities to tech giants have started conducting interviews online or over the phone.
Remote working has long been the dream for many. But until the coronavirus turned life as we know it upside down, most of us spent our 9-5 in a face-to-face environment. Believe it not, only about 3.5% of the US workforce worked from home more than half the time.
The hiring process can be equated to a thorn in your side. That’s not how hiring has to go and if it is, you’re not alone. Many people don’t know where to begin with hiring and find themselves unsure of how to attract the right talent for their needs.
Right now, it’s an applicant's market. The demand for qualified, hard-working candidates is well outweighing the supply. This means if you want to attract and retain the best available talent you can’t afford to wing it.
To that end, let’s talk about the, how in successful hiring.
When a position needs to be filled, you recruit somebody to fill it. And when somebody leaves your organization, you recruit somebody to replace them. But you’d never stop selling once you hit your goals. So, don’t stop recruiting either.
It’s a competitive marketplace out there. And new talent needs a home. When you don’t nab the best people for the job, your competitors will. Today, I’m going to reveal to you how and why you should always be recruiting.
These days, there are several core key areas every HR department should be in charge of in order for a business to be effective and successful. Without an HR department that knows what it’s doing, roles like recruitment, on-boarding, and managing compensation packages will fall on your managers, taking them away from their day-to-day operations and essentially hobbling your company’s ability to grow.
Your employee handbook is the cornerstone of your HR program. It’s the one fundamental requirement to keep your program sound. And it should have an impact. Take your time to build the right employee handbook for your company. Today, we’ll discuss what this looks like.
Difficult employees can slow down business and suck colleagues into a negative vortex. They often seem to have a dark cloud above their heads in the office and even the best professionals, managers, execs, or CEOs spend valuable time worrying about what to do and how to manage them. While being on top of hiring can prevent this issue, it’s somewhat unavoidable. Problems arise in employee’s lives, business processes change, personalities clash, the possibilities are endless.
Here we have some tips to follow when you are faced with this challenge in your own office.
Hiring is an expensive and time-consuming endeavor. According to the SHRM, it costs an average of $4129 to hire an employee, and takes an average of 42 days to do so. These figures increase exponentially the more senior-level the hire.
Given the time and expense involved, executives and decision-makers need to make the right decision the first time. Hiring well can be a great investment for the company, as high-quality talent quickly pays for itself in terms of knowledge, efficiency and leadership potential.
There are plenty of reasons why companies hire from within. It's cheaper, offers natural progression for candidates, and shows that as a company, you nurture and develop the people who are already doing a great job - but is this always the right choice for success?
Not always. It's vital to assess the company's specific needs and goals when hiring, but if you are looking for a strong leader, new ideas, the right experience, or a fresh set of eyes on things, hiring outside your company could be the right direction. While managing change in business can be difficult, there are actually lots of benefits to external hires, especially when it comes to leadership positions.
Ever since we are little, we are conditioned to think about what we want to be when we grow up (which really means what we want to do for work). As a kid, we start out dreaming big. We want to be a firefighter and face danger; we want to be a doctor and save lives; we want to help people. As we get older though, money often comes into the picture. Your career path may change based on salary, but if you're lucky it doesn't have to.
Diversity in the workforce is a hot button topic. But studies have shown that diversity isn't only good for your company culture - it's good for your bottom line. Having a team that represents different cultures, genders, socioeconomic background, ages and even ways of thinking is a plus for your business. It helps you see beyond your own perspective - and it helps you get into the heads of your consumers.
Did you know that the average person spends about one-third of their life at work? Long gone are the days where employees were willing to work strict hours in one location that offered little to no perks. A one-pot coffee maker and water cooler will no longer fit the bill. Today, workers expect to have a more optimal workplace filled with amenities that promote wellness, happiness, and satisfaction.
Today’s world is vastly different from the world even 10 or 15 years ago. And nothing has changed and continues to change faster than the ever-evolving job market.
Businesses that want to not just survive, but thrive, have to move fast, think fast, step outside the box, and be willing to go the extra mile to attract top talent to their team.
The competition for talent is the fiercest its been in decades. With the unemployment rate dropping below 4 percent for the first time since 2000, the job market is making it difficult to attract and hire the best talent.
Topics: Human Resources
In today's world, the recruiting and hiring process is being forced to adapt to rapid changes in the workforce, as well as in the way we use technology.
Finding the right candidate for the job in an increasingly competitive realm is difficult, and businesses are looking for ways to streamline their efforts and uncover the diamonds in the rough in a way that is efficient and effective.
Topics: Human Resources
It’s Sunday night. Do you know where your employees are?
Well, not physically. They’re likely watching Game of Thrones, still recovering from the past two days, and questioning why they did those things, to begin with. (Though, to be fair, they seemed like good ideas at the time.)
Have you ever heard the old cliché money can't buy happiness? Well, money can't buy company culture either. A company's culture grows organically, from the foundation you lay at the outset. If you start by carefully cultivating the kind of culture that motivates and inspires you, your company will begin to naturally flourish in the direction you want it to go. It will, of course, require frequent and deliberate pruning, but the rewards and fresh growth are well worth it.
Topics: Human Resources
You are a brand.
You are Coke, Apple or Adult Swim. Everything you send into the world says something about your brand, whether you’re posting a resume on LinkedIn or handing over a business card to the guy sitting next to you on your flight to Atlanta. When you’re looking to impress potential employers, it makes sense to go beyond the traditional “resume-cover letter” tandem. After all, it’s a good bet a percentage of your competition is.
Topics: Human Resources
Don't let social media be bad news for your career.
Branding is no longer something only companies have to think about. We're all creators of our own personal brands. Everything we do or say goes towards building that brand — and the platform that comes with it. When we package ourselves the right way, the outcome is success. But when we get it wrong? The fall-out can result in serious collateral damage. To your personal brand and to the brands you're associated with.
Topics: Human Resources
Keeping employees in your company consists of many things: Salary, benefits, office, location, etc. However, another facet of company retention involves benefits or in this case perks: Free gifts that a company offers to help foster productivity, and boost morale within the organization.
Let’s say you’re vetting a new job and you’ve pinged your network. You may have heard, “They’re a great company to work for.” Or, “They treat employees horribly, and the business is struggling.” What they’re describing is the company’s culture, and a business succeeds or fails on the strength of its “personality” – shared beliefs, values, ethics, and goals.
Do you have a concise and organized on-boarding strategy? If not, it may be a chance to set one up because — real talk — on-boarding isn't just for employees anymore.
Topics: Human Resources
I’ve been in the HR field twen—let’s just say long enough — and yet I’m still baffled by the number of candidates who get to the in-person interview and don’t prepare. Following these 4 steps in preparation for your interview will ensure you stand out among other applicants.