HR Solutions Archives

The Comprehensive Guide to Job Postings

in Hiring Process/by Randi Renee Doerr, SPHR, SHRM-SCP

In the search to hire talent to fill an organization’s vacant roles, Human Resources and leadership need to partner together to develop a strategic plan. In that plan, emphasize the importance of crafting appealing job postings. Also apply deliberate attention to the quality and content of those postings. A job posting is meant to capture the attention of the job seeker and entice the person to apply to the vacant position. This can be challenging for a variety of reasons. The most prominent being a job seeker scrolls through a myriad of openings trying to determine which job posting(s) is the right one for them to apply.

A job seeker’s goals are fairly standard. They want to find a role that meets their compensation, work-life balance and skills needs. If key information is omitted, or a message is incorrectly communicated, prospective talent might not even apply for that role. Or any that the company offers in the future for that matter. Companies cannot afford to miss out on valuable talent so keep these essential items discussed below in the forefront when creating job postings.

Utilizing Your ATS

Imagine yourself as a job seeker. There are dozens of job boards that have thousands of job postings to sift through so use the company’s Applicant Tracking System (ATS) to post to the most relevant and niche job boards for the role. What will trigger frustration for a job seeker? Job posts that share minimal information about the role, pay and benefits which does not give them direction as to whether the role will be fulfilling to them. What will catch the job seeker’s attention to motivate them to read through the whole job posting?

Casual language mixed with formal speech can be a fine line when balancing mundane info with captivating content. Ultimately, job post writers need to focus on what will convince the job seeker to submit an application for the role by personifying themselves as a prospective job seeker. Keeping those ideas in mind while writing the job description, and in particular thinking like a job seeker, will make an impact in writing job descriptions that are relevant to the job seeker population.

Accurate Job Postings

Most job descriptions that do not catch the interest of job seekers have content that is lacking something. One of the biggest faux pas of a poorly written job post is that it does not accurately or clearly describe the role of the position. Avoid jargon and buzz phrases that fluff the job post but do not provide clarity. Put yourself back into the role of job seeker – do not assume that the job seeker knows exactly what the role entails because you, the job description writer, know. Human Resources and management can fall victim to the familiarity challenge.

Job description writers are ingrained in the work culture and have heightened understanding of the role and the culture. This makes it challenging to write for those who have zero familiarity with the company and its culture, and specifically the vacant role. It is helpful to those who write the job description to solicit feedback from other employees. This ensures that the content gives an understanding of what the role entails for those without inside company knowledge. Include the details of the role so the job seeker understands the daily, monthly and annual goals for excellent performance.

Job posts can often include subtle and not-so-subtle language components that deter groups of people from applying. Make sure job posts use gender neutral language. Men can be preschool teachers, and women can be engineering managers, but often those roles are innately perceived as fulfilled by a specific gender. Gender Decoder can be a useful resource to scan for unconscious bias towards groups. Individuals with disabilities are capable of employment but are often underrecruited. The ADA offers a handy resource to guide language so job posts are inclusive for individuals with disabilities. Ensure that individuals of all ages are encouraged to apply. Thoroughly check job posts to ensure that a few undesirable and non-inclusive words do not repel a large number of prospective applicants.

Engaging Job Postings

While a job description should be factual of the role and include basic facets of information, the post needs to be engaging and reflective of the company culture. A job seeker is looking for a place to belong while doing the job. This is recruiting. Recruit prospective job seekers by sharing about the company’s purpose and culture. Why does the company do what they do? How do they focus on their employees and customers? What makes the company so special that the job seeker must apply? If those questions are not answered within the job post, the higher the chance of prospects skipping over the post.

A job posting is an advertisement for a vacancy within an organization. It is meant to be a persuasive piece to entice job seekers to apply to it. Careful attention must be given to making the job posting attractive. Time is of the essence for Human Resources. Although it might take more time to write a thoroughly inclusive job post free of bias which includes a plethora of relevant details about the role. The time it takes to write in such detail will be worth it to attract additional qualified candidates.

Carefully written job posts will lead to more hires. These hires have higher employee satisfaction due to the lack of “surprises” when they are actually doing the job in the culture they thought they applied to. Happier employees lead to increased retention. Taking more time to write a detailed and comprehensive job post can save money and time. New employees who feel their role matches what they applied for are less likely to leave. This decreases the need to hire for that same role again in the near future.

Conclusion

If your organization is unsure of how to create engaging job posts that attract candidates and lead to happy hires, contact ExactHire to discuss Full Service Hiring. Let our team of SHRM certified professionals write job posts that are engaging and inclusive. Those posts will then be promoted on nationally known job boards to reach a multitude of job seekers. As applications are submitted, our team will screen the applicants in accordance with your preferences for the role, conduct initial phone interviews, and then hand off qualified candidates to you for a final review and hiring decision!

Exit Interviews

in Workforce Management/by Nancy Meyer, SHRM-CP

It is never easy when talent leaves an organization voluntarily or even involuntarily. It takes time, money and lots of effort to replace the departed employee. Reallocating the departed employee’s tasks to other workers is also a hard task. Understanding why an employee leaves is an essential part of effective leadership. As turnover increases, the morale of the employees decreases within the organization. If a company can find out the reasons why employees are leaving, that provides valuable information that can be used to change the strategic design of employee relations within the company.

One instrumental way to collect this information is to conduct an exit interview with departing employees. While it might be too late to retain departing employees who were an asset to the company, the departing employee might share overlooked perspectives that can help the company retain other employees who are on the brink of leaving. Leadership needs to cast aside avoidance of employee candor. Host exit interviews with departing employees with the goal that acquiring potentially brutal commentary can help reduce the likelihood of hearing more of that candor in the future.

What is an exit interview?

An exit interview is a conversation between the departing employee and key leadership. Key leadership often includes Human Resources personnel or another designated neutral leader. If the departing employee’s manager participates in the exit interview, it could lead to the employee withholding key details about why they are leaving in fear of confrontation. The purpose of an exit interview is to understand why an employee is voluntarily leaving in order to reduce future turnover.

An ideal time frame for this interview is within the last two weeks of the departing employee’s last day of employment or around the midpoint between the employee’s departure announcement and their official last day. Ideally, having the exit interview as a face-to-face conversation is preferred. However, as more employees are remote and/or housed in different locations that might be geographically challenging to meet, online meeting tools can be used. The important item is to conduct an exit interview before the employee leaves.

How to conduct an exit interview:

Be consistent. All voluntarily departing employees, hourly and salary, long-term and short-term, should have an exit interview, including seasonal employees. Confidentiality is crucial to getting applicable information that can be used to make positive change within an organization. However, confidentiality cannot be guaranteed in certain situations such as turnover in a small company. Or if the departing employee indicates that criminal action (ex. harassment, theft, etc.) has been observed. When exit interviews allude to potential criminal activity within an organization, it is essential to get the company’s legal team involved for guidance. ExactHire does not provide legal counsel so check with your company’s legal team regarding specific items to include within exit interviews.

Consider having a list of standard questions that are asked to each departing employee. Other questions can be included that are pertinent to the role, department and employee. Take notes, but maintain focus on the departing employee’s thoughts. Exit interviewers must be skilled in active listening. Active listening is the concept of being fully engaged with the other person in a conversation. The goal is not listening to respond; it is listening to understand. Time is of the essence so the exit interviewer should ask the most crucial questions in which feedback is desired.

Exit Interview Questions

To collect information on certain items like policies, training, etc., consider supplementing the exit interview with a link to a survey where the departing employee can include additional feedback and ratings. Create a questionnaire for distribution as needed, and store data in your company’s onboarding platform. In the personal exit interview, here are ten questions that can be asked to the departing employee to prompt the departing employee to share relevant information:

What made you start looking for a new opportunity?
What solidified your decision to accept your new role?
What could have influenced your decision to stay with our company?
Would you recommend others to work for our company? Why? Why not?
What recommendations do you have for our company to improve?
What are your thoughts about the direction of your department? Company?
How could your manager have supported you better? Supported the department better?
What are your least favorite parts about working here? Most favorite parts?
Did you previously share any of your concerns and challenges discussed today with management and/or HR? If yes, what was their response?
What concerns or comments would you like to share?

Attitude

In the exit interview, be gracious and listen to what the departing employee says, even if it is not what is desired to hear. Empathy is a must. The employee is leaving voluntarily because their needs were not met. An exit interview gives the employee a chance to share their thoughts on why the decision to leave was made. Candidly, it can give the departing employee peace of mind that they shared a piece of their mind. The employee will be feeling a gamut of emotions: sadness or happiness they are leaving, frustration or excitement about the pending change, along with fear and uncertainty of what is next with the current and future company.

The exit interviewer(s) need to understand why, and be cognizant that in the departing employee’s eyes, the company did not fully meet their needs and not take offense at that. Do not burn the bridge in how you respond to the departing employee. That departing employee could become a boomerang employee and rejoin the company’s workforce again in the future.

Conclusion

Ultimately the purpose of an exit interview is for the company to acquire information about how to improve and to strengthen the relationship between the departing employee and the company. Showing genuine concern for the comments shared and appreciation for the time spent at the organization will hopefully leave the departing employee with a strengthened positive perception of the company. Word-of-mouth can help or hinder recruitment for an organization. No company wants to be perceived as a stressful and horrible place to work. Take the knowledge obtained from exit interviews to ensure that past, present and future employees observe a company committed to the success of their most valuable asset – people.

Last Minute Seasonal Hiring

in Hiring Process/by Nancy Meyer, SHRM-CP

‘Tis the season for seasonal hiring! Seasonal hiring recruitment should start in late August or early September for the holiday season. However, it is not too late to find talent if you notice that staffing needs are increasing now within your organization. Want a quick fix to streamline your seasonal hiring efforts?
ExactHire Full Service Hiring can jump start the process within a week!

Retail, warehouse/logistics, and food service are the best known industries to utilize seasonal employees. Those industries are faced with an influx of additional sales, events, and distribution around holidays. In December 2021, US department stores had sales of $17.1 billion dollars (around 13% of total revenue for 2021), according to the United States Census Bureau.

The seasonal need for additional help in small, medium and large businesses cannot be ignored. Businesses need the additional support to not only meet the demand, but to deliver stellar customer service that will leave customers wanting more after the holiday season.

Here are some tips to help fulfill seasonal hiring needs.

Seasonal Recruitment

Recruiting for seasonal talent takes a slightly different twist. Seasonal hiring is fiercely competitive so check to see what competitors are offering and surpass those offerings if the budget allows. Consider the following:

When writing the job listing, clearly state that the role is temporary but distinguish that pay is competitive.
Make sure that job requirements for the seasonal role are realistic. There is no need to require a college degree for specific roles such as delivery or retail associate.
Particularly for seasonal full-time employees, consider what benefit options can be afforded to those workers.
Employees can be loyal customers too. If there is an end of the season bonus or employee discounts, state that.
Specify the specific times for each shift. If there is an expectation of employees to work overtime, include that in the requirements. Some people can work only weekends while some can only work during the day or night.
Reach out to schools and universities. High school and college students can help fill weekend shifts.
Stay-at-home parents can help fulfill staffing needs during the school day while their children are in school.
Do not ignore retired job seekers who would like extra money in the pursuit of additional socialization opportunities.

Raise Awareness

Get the word out that your organization is hiring. While posting job ads on your organization’s website, social media, and nationally known job boards is common, here are some less common (and often more effective) ways to promote your opening:

Ask current employees for referrals, and find a way to reward them for hired referrals.
Find niche job boards focused on jobs within your company’s industry.
Save valuable time and money by automating job postings to multiple job boards. Use an applicant tracking system (ATS) to automatically post job listings to job boards, allowing you to avoid having to manually enter and monitor a listing on each and every job site.

Seasonal Employee Onboarding

After finding seasonal talent that will help your company thrive, extend an offer to new employees and quickly start the onboarding process. You can automate and speed up parts of the onboarding process with the use of employee onboarding software. Here are a few examples of the items that onboarding software can help with:

Collect essential employee eligibility verification documents efficiently.
Collect employee contact information.
Provision employees with needed work clothing and equipment.

But onboarding is not just collecting documents and completing forms; it is welcoming and acclimating new employees. Make them feel welcome and an essential part of the team even though their tenure is limited. Be sure to:

Provide essential training in a timely manner.
Solicit their questions and concerns and provide direction to them.
Response to their needs, and check in with them regularly to make sure they are learning and applying their skills.

Although some seasonal employees go into the role knowing it is not permanent, nothing is certain. It is not uncommon for a seasonal employee who was hired for a temporary role to become the next permanent employee within that organization. This makes it all the more important to provide an efficient and enjoyable onboarding experience.

Seasonal Offboarding

As with any employee departure, departing employees can share their perspectives with others. Negative word-of-mouth can impact future recruitment and sales. Here are a few tips:

Be gracious when the employee’s term is up.
Thank them for their willingness to be a part of the team.
Identify which seasonal employees are interested in working at your company for the long-term.
Communicate with the seasonal talent that you would like to work with again.

Consider the value of seasonal talent beyond the season. This is talent that the organization has already seen in action, so invite them to apply when a “right-fit” permanent job opening exists. An added bonus of transitioning a seasonal employee into a full-time role is that the learning curve for the new role is greatly reduced.

Conclusion

Seasonal employees are a valuable asset to an organization. Hiring seasonal workers reduces overall payroll costs when compared to hiring permanent workers. But more than that, they provide support for full-time and part-time permanent employees which can help reduce stress levels for full-time employee permanent employees and increase company morale.

In addition to providing essential support, seasonal employees offer new perspectives that can be shared with existing employees and management to enhance viability in the consumer market.

If you need assistance with seasonal hiring needs, now or later, reach out to ExactHire to learn more about Full Service Hiring. Let our team of SHRM certified strategists write, promote and screen applicants to help you fulfill your hiring needs.

Unleashing the Power of HR Analytics

in /by Harlan Schafir

HR analytics is crucial to company success. ExactHire ATS makes tracking your recruiting and hiring analytics a breeze. For more information on ExactHire ATS or any other ExactHire product talk with a member of our team!

In today’s business world, making data-driven decisions is not just a luxury; it’s a necessity. Human Resources (HR) is no exception to this trend. HR Analytics is a field that combines data analysis, technology, and HR practices. It has emerged as a pivotal aspect of strategic HR management. In this blog, we will delve into how HR Analytics can transform your company’s human resources function. It can make it more efficient, effective, and aligned with your business objectives.

Understanding HR Analytics:

At its core, HR Analytics involves collecting and analyzing HR data to make better-informed decisions. It encompasses a range of metrics, including employee performance, turnover, hiring processes, and employee engagement. By leveraging this data, HR professionals can gain insights, identify trends, and make predictions. Helping to optimize HR strategies and contribute to the overall success of the organization.

HR Analytics Benefits to Recruiting

Enhancing Recruitment and Talent Acquisition: One of the most critical functions of HR is recruiting and acquiring top talent. HR Analytics can revolutionize this process by enabling data-driven decision-making. By analyzing past hiring data, companies can identify the most effective recruitment channels, understand the characteristics of top-performing employees, and predict candidate success. This not only streamlines the hiring process but also ensures a higher quality of hires, contributing to the organization’s long-term success.

HR Analytics Benefits to Company

Boosting Employee Performance and Productivity: HR Analytics plays a vital role in understanding and boosting employee performance. By tracking various performance metrics, HR professionals can identify areas of improvement, recognize high performers, and ensure that the workforce is aligned with the company’s goals. This data-driven approach promotes a culture of accountability and continuous improvement, driving overall productivity and efficiency.

Improving Employee Engagement and Satisfaction: Employee engagement is closely linked to productivity, retention, and company culture. HR Analytics allows companies to measure engagement levels, understand the factors that influence engagement, and identify areas for improvement. By taking a proactive approach to employee engagement, organizations can create a positive work environment, reduce turnover, and enhance employee satisfaction.

Optimizing Compensation and Benefits: Compensation and benefits are crucial elements of employee retention and satisfaction. With HR Analytics, companies can analyze market trends, assess the competitiveness of their compensation packages, and ensure equity across the organization. This data-driven approach helps in attracting and retaining top talent while ensuring a fair and transparent compensation system.

Enhancing Learning and Development: Investing in employee development is essential for long-term success. HR Analytics enables organizations to assess the effectiveness of their training programs, identify skill gaps, and tailor development initiatives to meet the evolving needs of the workforce. This ensures that employees are equipped with the necessary skills and knowledge, contributing to the company’s competitiveness and innovation.

Benefits to Culture

Predicting and Reducing Employee Turnover: Employee turnover is a costly and disruptive challenge for organizations. HR Analytics provides valuable insights into the reasons behind employee attrition. Helping HR professionals identify at-risk employees and develop strategies to retain them. By understanding the factors that contribute to turnover, companies can take proactive measures to improve retention and maintain a stable and experienced workforce.

Fostering a Data-Driven Culture: The implementation of HR Analytics is not just about the tools and technologies; it’s about fostering a data-driven culture within the organization. By embedding analytics into HR processes, companies can ensure that decisions are based on facts rather than intuition. This creates a culture of transparency, accountability, and continuous improvement, positioning the organization for success in the dynamic business landscape.

Conclusion

HR Analytics is a powerful tool that can transform the HR function, driving efficiency, effectiveness, and alignment with business objectives. By leveraging data, HR professionals can make informed decisions. They can also optimize HR strategies, and contribute to the overall success of the organization. Whether it’s enhancing recruitment, boosting employee performance, improving engagement, or reducing turnover, HR Analytics provides the insights needed to navigate the complexities of today’s business world. As companies continue to embrace this data-driven approach, the potential for HR Analytics to drive positive change and create a competitive advantage is limitless. Embrace HR Analytics, and watch your company soar to new heights.

Can Your Company Benefit from Text Recruiting?

in Hiring Process/by Harlan Schafir

Trouble Hiring? Hire our team of SHRM-certified strategists to take on your hiring efforts and deliver qualified candidates to your doorstep!

In the fast-paced world of recruitment, staying ahead of the curve is crucial. Traditional recruitment strategies can often feel antiquated and slow, especially when attempting to reach the younger, tech-savvy generation. This is where text recruiting comes into play. As the name suggests, text recruiting involves using SMS or messaging platforms to engage with potential candidates. But is it right for your company? Let’s dive deep to find out.

The Evolution of Text Recruiting

Text recruiting isn’t entirely new, but its adoption rate has soared in recent years. The proliferation of mobile devices means that the vast majority of people now have a smartphone within arm’s reach almost 24/7. This omnipresence of mobile devices provides recruiters with a golden opportunity to communicate with potential candidates instantly.

Why Text Recruiting?

Instantaneous Communication: Text messages have an incredibly high open rate, often as much as 98%. Moreover, most text messages are read within minutes of receipt. This speed and efficiency can be a game-changer in the recruitment world where the early bird often gets the worm.
Increased Engagement: Because texting is a personal mode of communication, candidates may feel more comfortable and engaged in the conversation. This engagement can lead to richer conversations and a better understanding of the candidate.
Versatility: Text recruiting isn’t just about sending a job description. It’s a versatile tool that can be used for scheduling interviews, sending reminders, providing updates, and even onboarding.
Reaching the Modern Candidate: Gen Z and younger Millennials, who are now making up a substantial portion of the workforce, are digital natives. They’ve grown up with texting as a primary mode of communication. For many of them, texting feels more natural than email or phone calls.

The Potential Challenges

Like any tool, text recruiting has its challenges:

Privacy Concerns: Texting can feel invasive to some. Companies must ensure that they have the candidate’s explicit permission before starting a text-based conversation. It’s essential to be respectful of boundaries.
Miscommunication: Texting lacks the nuances of voice or face-to-face communication. It’s easy for messages to be misinterpreted, so clarity is paramount.
Keeping Professionalism: Texts are often informal, but recruiters should maintain a level of professionalism. This includes avoiding slang, ensuring correct grammar, and being respectful of the candidate’s time.

How Can Your Company Benefit?

Speed Up the Recruitment Process: Given the immediacy of texting, the hiring process can be expedited. Instant communications can reduce the time between initial contact and the interview, giving your company a competitive edge.
Better Candidate Experience: A smooth, efficient recruitment process can enhance the candidate’s experience, leaving a positive impression of your company, even if they don’t land the job.
Cost-Efficiency: Texts are typically cheaper than phone calls, especially if recruiting internationally. Over time, the savings can add up.
Broader Reach: While not everyone checks their email frequently or answers unknown phone calls, most people read their text messages. This broad reach can ensure that your message is seen by the maximum number of potential candidates.

Key Takeaways

The world of recruitment is evolving, and text recruiting has emerged as a powerful tool in this landscape. For companies willing to embrace this change, the benefits can be substantial. Faster communication, increased engagement, and a more modern approach can give your company the edge in the competitive hiring marketplace.

However, it’s vital to approach text recruiting with a strategy in mind. Respect the candidate’s privacy, maintain professionalism, and use clear communication to ensure the best outcomes. If leveraged correctly, text recruiting can be a game-changer for your company.

In conclusion, while text recruiting might not replace traditional recruitment methods entirely, it certainly offers a complementary approach that can lead to improved results. As the workforce demographics shift and technology continues to advance, staying updated with such trends isn’t just beneficial – it’s essential. So, is it time for your company to tap into the power of text recruiting?

8 Ways You Can Improve Your Hiring Experience

in Hiring Process/by Randi Renee Doerr, SPHR, SHRM-SCP

Your company’s ability to grow and scale is tied to your ability to attract, onboard, and retain top talent. And your hiring experience matters. As you carve out goals and objectives for the remainder of this year and prepare for a growth path in 2024, consider analyzing your current hiring process. Then, tap into these insights and methods for improving your hiring experience and results.

Recognize Why a Great Hiring Experience Is Important

Hiring these days is challenging. Competition is fierce as the most talented individuals seek out the best companies. And your methods for attracting them have to stand out from the rest. A recent IBM report suggested that those candidates who have a positive hiring experience are 38% more likely to accept the job offer.

It’s the experience, including the application process, the communications, and the interviewing methods, that make the difference. The better your hiring teams are at executing a positive candidate experience, the better your results will be. And it starts with prioritizing the experience and redefining your official hiring process.

Application Process

Look for ways to streamline your application process. Consider crafting more transparent job descriptions to eliminate wrong-fit candidates. Be precise in your application about requesting information that isn’t already present on the resume. And make every effort to make it a seamless digital experience to complete and submit your company application.

Resume Screening

Drill down on your current process for screening resumes. Look at what your hiring managers are placing the most value on with each candidate. And verify that those metrics are still valid in your current state of operations. Use this list of factors as inspiration for exploring ways to streamline and improve your applicant screening values.

Job Experience
Educational Experience
Soft and Hard Skills
Formatting and Applicant Submission Direction

It’s also suggested that you adopt a coordinated rating or scoring system for resumes received. And a great applicant tracking system (ATS) can be instrumental in sifting through resumes fairly.

Candidate Communications

Another way to improve your hiring experience is to adopt methods for more efficient candidate communication. Applicants who are constantly informed about their status and your process will have a better experience. For example, share when the application is received, considerations are in progress, and candidate shortlists are created.

And your process should include a thorough method for the what, when, and how you communicate.

Map out your applicant communication touchpoints.
Be transparent about communicating process timelines.
Share regular updates about the candidate’s status.
Ensure you’re answering all the candidates’ questions.
Personalize your communications to each applicant.
Use email, text, and phone calls for communications.
Always ask for applicant feedback.

In-Person Interviews

One of the most frustrating aspects of the hiring experience for candidates is the interview phase. Whether you’re conducting your company’s interviews in person or virtually, take time to analyze how effective and positive your interviewing processes are. Consider these improvements and suggestions to make this step more impactful for you and your applicants.

Involve more than one interviewer during the interview process.
Keep your interviewing process to a two-week turnaround time or less.
Get team leaders involved in the interviewing process for better on-the-job insights.
Make sure your interview questions are providing value to the evaluation process.
Provide candidates with opportunities to ask questions.
Communicate the next steps and timelines honestly.
Ask for feedback and areas of improvement.

Reference and Background Checks

Streamline your candidate hiring experience by cutting down on the time it takes to properly vet them. This includes any additional steps in your hiring procedure relating to skills testing, employee assessments, reference calling, and background checks. When these elements take too long to execute, applicants begin to feel interview fatigue. Don’t eliminate these necessities, though. Instead, consider these insights for making these steps more efficient and less time-consuming:

Choose the best-fit screening providers.
Leverage every available opportunity for online execution.
Create deadlines for completing these tasks.
Communicate the results as the tasks are completed.

Bonus Tips for Enhancing Your Hiring Experience

Explore these additional methods for improving your hiring experience and bottom-line onboarding results. These represent unique layers and touchpoints that can significantly boost the positive aspects of your current hiring processes.

Better Company Culture
Employer Branding
More Transparency
Mobile-Friendly Apps
Shortened Applications
Creating Unique Experiences
Write Better Job Descriptions
Communicate Using Social Media

Trust ExactHire

Today’s hiring landscape is different, presenting new challenges for hiring managers and companies looking to attract and retain top talent. However, exploring ways to improve your candidate hiring experience can have incredible benefits and hiring ROI. Consider these insights for evaluating and improving your hiring experience. And when you need more guidance with ATS, assessment testing, onboarding procedures, and hiring solutions, trust the expert team of HR and recruiting professionals here at ExactHire. Let’s connect and start improving your candidate experiences and streamline your hiring efforts!

HR Software is Essential for Modern Organizations

in /by Nancy Meyer, SHRM-CP

Need software for hiring and onboarding? Or, maybe you’re looking to outsource some of your hiring tasks to a SHRM certified team?
Let’s have a quick chat to learn whether ExactHire has a solution that fits your needs!

Our team of SHRM certified strategists recently traveled to the 2023 Indiana HR Conference. They came back with a plethora of useful and important information. Over the coming weeks ExactHire will be detailing what we believe to be the most important takeaways from this conference.

HR software companies have become indispensable partners for businesses of all sizes. They help you manage your most valuable asset – your employees – with greater ease and effectiveness.

In today’s fast-paced and dynamic business landscape, organizations are constantly seeking ways to streamline their operations, improve efficiency, and stay competitive. One area where companies are increasingly turning to technology for assistance is human resources.

The Role of HR Software in Modern Organizations

Human resources is the backbone of any organization. HR professionals are responsible for recruiting, onboarding, training, managing benefits, handling payroll, and ensuring compliance with labor laws. They also play a crucial role in employee engagement, performance management, and fostering a positive workplace culture.

In the past, HR tasks were largely manual and time-consuming, requiring a significant amount of paperwork and administrative effort. However, with the advent of HR software, these processes have become more streamlined and efficient. Allowing HR professionals to focus on strategic initiatives that drive business growth.

Why HR Software is Essential

Efficiency and Time Savings: HR software automates many routine administrative tasks, such as employee record-keeping, payroll processing, and benefits management. This automation saves HR teams countless hours, allowing them to allocate their time and resources more effectively. With HR software, businesses can process HR functions faster and with greater accuracy.
Data Accuracy and Compliance: Compliance with labor laws and regulations is a critical aspect of HR management. HR software companies design their platforms to ensure data accuracy and compliance with local, state, and federal laws. This minimizes the risk of costly errors, fines, or legal issues that can arise from non-compliance.
Employee Self-Service: Many HR software solutions offer self-service portals for employees, allowing them to access their own information, submit time-off requests, update personal details, and view pay stubs. This not only empowers employees to take control of their HR needs but also reduces the administrative burden on HR staff.
Streamlined Recruitment and Onboarding: Finding and hiring the right talent is a top priority for businesses. HR software simplifies the recruitment process by providing tools for posting job openings, reviewing resumes, conducting interviews, and making job offers. Onboarding new hires is also more efficient with digital workflows and training modules.
Performance Management and Talent Development: HR software often includes performance management tools that help track employee goals, provide feedback, and facilitate performance reviews. It also supports talent development by identifying skills gaps and creating training plans to upskill employees.

Scaling your Business

In addition to increasing efficiency in process that companies already have to do they can also aid in scaling the company. Tasks that were once pen and paper could be done for 10’s om employees or less. However when a company scales to 50, 100, or even more employees it can become a problem. HR software handles this process and allows you to scale in various ways.

Analytics and Reporting: HR software companies offer robust analytics and reporting features that enable organizations to make data-driven decisions. HR professionals can gain insights into workforce trends, turnover rates, compensation structures, and more, helping them optimize their HR strategies.
Scalability: As businesses grow, their HR needs evolve. HR software is scalable, meaning it can adapt to accommodate changing requirements. Whether a company is a small startup or a multinational corporation, HR software can scale up or down to meet the organization’s size and complexity.
Cost Savings: While there is an initial investment in HR software, the long-term cost savings are substantial. Fewer manual processes mean fewer personnel hours devoted to administrative tasks, reduced paperwork and printing costs, and lower error rates. Additionally, improved workforce management can lead to better resource allocation and reduced turnover. Saving money on recruitment and training.
Remote Work Support: In the wake of the COVID-19 pandemic, many organizations shifted to remote work. HR software companies quickly adapted by offering remote-friendly features, such as virtual onboarding, digital document signing, and secure access to HR data from anywhere. This flexibility has become crucial in the modern work environment.
Employee Engagement and Satisfaction: HR software can contribute to improved employee engagement and satisfaction. When employees have easy access to their HR information, receive timely feedback, and experience a smooth onboarding process, they are more likely to feel valued and engaged in their work.

Conclusion

In the digital age, HR software companies have emerged as vital partners for organizations. Especially those looking to optimize their HR processes, enhance employee experiences, and drive business success. The benefits of HR software extend beyond simple efficiency gains; they include improved data accuracy, compliance, and strategic workforce planning.

As technology continues to advance and the business landscape evolves, HR software companies will remain at the forefront of innovation. They will continue to help organizations adapt to new challenges and opportunities. For companies that value their employees as their most valuable asset, investing in HR software is not just a choice but a necessity for staying competitive and thriving in the modern world of work.

5 Ways to Create a Positive Work Environment

in Workforce Management/by Randi Renee Doerr, SPHR, SHRM-SCP

Creating a positive work environment is critical to a company’s success. And a huge part of that is hiring the correct people to fill open positions. However, if managing an effective hiring process is taking too much of your time, consider ExactHire Full Service Hiring –where our team takes on the difficult, time-consuming tasks of hiring and delivers you qualified candidates to choose from.

In today’s fast-paced and competitive business world, fostering a positive work environment is not just a feel-good idea; it’s a strategic imperative. A positive workplace culture can significantly impact employee engagement, productivity, retention, and overall organizational success. In this blog, we’ll explore five proven strategies to create and nurture a positive work environment that benefits both employees and the company.

Open and Honest Communication

Effective communication is the bedrock of a positive work environment. When employees and management communicate openly and honestly, it builds trust, clarity, and a sense of belonging. Here are some key elements of fostering communication:

Regular Updates: Keep employees informed about company news, goals, and progress. Regularly share updates through meetings, emails, or a company intranet.

Active Listening: Encourage employees to share their ideas, concerns, and feedback. Actively listen to their input and take it into account when making decisions.

Transparency: Be transparent about company policies, procedures, and decision-making processes. This helps dispel rumors and create a sense of fairness.

Conflict Resolution: Establish effective conflict resolution mechanisms to address disputes promptly and fairly. A conflict-free workplace is a more positive one.

Promote Work-Life Balance

In today’s hyper-connected world, it’s easy for employees to feel overwhelmed by the demands of work. Promoting a healthy work-life balance can alleviate stress and burnout, leading to a happier and more productive workforce. Here’s how to promote work-life balance:

Flexible Scheduling: Whenever possible, offer flexible work hours or remote work options. This allows employees to better manage their personal and professional lives.

Encourage Time Off: Encourage employees to use their vacation days and personal time. Avoid glorifying overwork or sending emails during off-hours.

Set Realistic Expectations: Ensure that workloads and deadlines are manageable. Unrealistic expectations can lead to stress and dissatisfaction.

Wellness Programs: Consider offering wellness programs that focus on physical and mental health. Yoga classes, stress management workshops, or access to counseling services can make a significant difference.

Recognize and Appreciate

Employee recognition is a powerful tool for creating a positive work environment. When employees feel valued and appreciated, they are more motivated, engaged, and committed to their work. Here’s how to effectively recognize and appreciate your team:

Thank-You Notes: A simple “thank you” note or email can go a long way in expressing appreciation for an employee’s efforts.

Employee of the Month: Consider implementing an Employee of the Month program to celebrate outstanding contributions.

Public Acknowledgment: Recognize employees’ achievements in team meetings or company-wide gatherings. Highlight their successes and contributions.

Customized Rewards: Tailor rewards and recognition to individual preferences. Some employees may prefer public recognition, while others may prefer a private thank you.

Invest in Professional Development

Employees who see opportunities for growth and advancement within their current organization are more likely to be engaged and committed. Investing in professional development not only benefits employees but also strengthens the company’s workforce. Here’s how to promote growth:

Training Programs: Offer training programs and workshops to enhance employees’ skills and knowledge. This can include technical skills, leadership development, or industry-specific training.

Mentorship and Coaching: Establish mentorship programs that pair experienced employees with those looking to grow in their careers. Coaching and mentorship can be invaluable for personal and professional development.

Clear Career Paths: Provide employees with a clear understanding of potential career paths within the organization. Encourage goal setting and provide support for advancement.

Continuous Learning: Promote a culture of continuous learning where employees are encouraged to seek out new knowledge and skills.

Foster a Positive Work Culture

The workplace culture sets the tone for interactions and behaviors within an organization. Fostering a positive work culture can significantly impact employee morale and satisfaction. Here’s how to promote a positive work culture:

Respect and Inclusivity: Ensure that all employees are treated with respect and dignity. Promote inclusivity and diversity within the workplace.

Collaboration: Encourage teamwork and collaboration. Create an environment where employees feel comfortable sharing ideas and working together toward common goals.

Zero Tolerance for Toxic Behavior: Address toxic behaviors such as gossip, bullying, or discrimination promptly and firmly. Make it clear that such behaviors will not be tolerated.

Company Values: Align company values with actions and decisions. When employees see that the organization lives its values, it fosters trust and confidence.

Conclusion

creating a positive work environment is not a one-time effort but an ongoing commitment. By implementing these five strategies—open and honest communication, promoting work-life balance, recognizing and appreciating employees, investing in professional development, and fostering a positive work culture—you can cultivate a workplace where employees thrive, and the organization flourishes. Remember that a positive work environment is a collective effort that involves every member of the organization, from leadership to entry-level employees, working together to create a harmonious and productive workplace.

Skills Based Hiring

in Hiring Process/by Nancy Meyer, SHRM-CP

Another important concept our SHRM certified strategists addressed was the topic of Skills Based Hiring. Human Resources professionals know it is not easy to fill job openings. Currently, there are approximately 10 million vacant jobs in the United States. Where are all the candidates? That is a question that cannot easily be answered. However, there is a recruitment strategy ready for utilization to attract more qualified candidates, and that is skills based hiring.

Skills based hiring is the concept of screening and evaluating candidates based on their knowledge, skills and abilities (KSAs) and performance potential. This would be instead of focusing on the degree, if any, that they earned and their past job history. Skills based hiring is a way to help organizations fill high-volume and high-turnover positions in particular. It can also be applicable for use in other roles too though. Skills based hiring offers an organization a way to fill vacant roles while exponentially expanding its applicant pool by allowing previously excluded applicants the opportunity to validate their ability to perform in sought after job openings.

Addressing Concerns

Skills based hiring can generate some nervousness within an organization. In a sense, it shatters the philosophy of “We have always done it this way.” believed by many when it comes to the evolution from traditional hiring practices. Changing processes, and especially mindsets, can make a positive impact and promote growth within a company. Shifting from traditional hiring to skills based hiring takes planning, research, communication and teamwork. For major change to occur in the workplace, senior and executive leadership must champion the cause with Human Resources. Their support and investment will then flow to hiring managers who will be the ones responsible for applying the concept. As buy-in occurs, the momentum shifts, and the ability to hire focusing on skills begins.

How to Get Started with Skills Based Hiring

Now that the organization is ready to progress with skills based hiring, what is next? In partnership with leadership and departments, Human Resources must identify and itemize the particular skills that are essential to perform the functions of the roles in the company. What skills are needed for the company to operate at high productivity? Are there skills our current employees have that contribute to the company’s success? What skills do we need to maintain or improve operations? Are there skills we’re lacking? Composing an inventory of skills takes time.

Analyze existing job descriptions to identify essential components. Examine requirements closely. While certain fields (ex. Healthcare and Education) require specific credentials for various roles, determine if other roles must have certain criteria required. For management, sales, or service roles, does the job really need a bachelor degree? A degree is not an automatic indicator for success in a role, but job-specific demonstrated skills can be indicators of potential success.

Incorporating Skills Based Hiring

After a thorough internal skills assessment, it is time for an organization to take the initiative. They need to reduce the company’s gaps by filling vacant roles. Job posting, when doing skills based hiring, takes diligence to communicate what is essential while removing what is not while using language that is inclusive. Careful wording is essential. According to LinkedIn, job posts that highlight “responsibilities” instead of “requirements” get 14% more applications per view. It takes meticulous review and thought to remove any conscious and unconscious bias. Within the job description, skills based hiring shifts focus from degree(s) attained and experience by targeting potential applicants who meet an itemized list of specific competencies and skills required and preferred for optimal performance.

When creating a skills based job listing, stakeholders must identify the competencies needed for job success. Then you should rank those in priority order. Specify deal breakers by classifying which skills are “must have” and which skills are “would like to have”. Doing so will still filter unqualified applicants but yet not close the door on applicants who have some but not all of the skills listed for success. According to Harvard Business Review, women will not apply to a job listing if they do not meet 100% of the criteria while men usually apply after meeting about 60% of the criteria. Skills based hiring is meant to identify qualified candidates who can successfully do the job so ensure that required and preferred skills are carefully and accurately labeled. If criteria is labeled incorrectly, an organization will miss out on qualified candidates and impede cultural growth and diversity.

Helpful Accessories for Incorporating Skills Based Hiring

HR professionals and hiring managers should use their applicant tracking system (ATS) to post their skills based job listings to operate efficiently and select a variety of job boards to post to in one attempt. As HR and hiring managers screen candidates, communicate quickly with applicants to increase engagement and before they get hired by a competitor. Text or email to set up an initial phone screen. In the phone screen, ask questions which allow the interviewee to share past and current experiences that elaborate upon and validate employer sought skills. Create specific skills based interview guides in the ATS to standardize the interview process. Focus on the goal of finding the right talent instead of the intricacies of degrees earned or not earned. According to McKinsey, hiring for skills is five times more predictive of job performance than hiring for education.

Conclusion

Skills based hiring offers many benefits. It promotes equity for people in their desire to earn a high-paying wage. Millions of job seekers who were previously overlooked or ineligible for consideration can attain better financial stability in higher paying roles which were previously unattainable to them due to degree requirements. According to LinkedIn, employees without a bachelor degree tend to stay 34% longer than employees without a degree. Organizations benefit with an expanded talent pool to relieve employee shortages and see an increase in employee loyalty. Workforce diversity increases which enhances productivity. Skills based hiring is a win-win for organizations and job seekers. If you would like to see skills based hiring in action with ExactHire’s Full Service Hiring, please reach out to us to discuss how this service can save you time and money.