HR Solutions Archives

Stay Interviews

in Workforce Management/by Nancy Meyer, SHRM-CP

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.

Stay interviews were a topic of conversation that we felt were an important takeaway. Losing key talent rarely is good. According to Gallup, companies in the United States spend $11 billion dollars annually on turnover. The time and effort Human Resources must go through to start the replacement process is expensive, even if the position is filled internally by an existing employee who is already acclimated to the company. Especially concerning…did the departed employee go to work for the organization’s competitor!?!? If so, that can be damaging to the company’s income, particularly if the former employee shares company strategies and insight. It is crucial for a company to mitigate turnover before it happens, and one way to do that is by administering “Stay Interviews”.

What are Stay Interviews?

“Stay Interviews”. What’s that you say? A Stay Interview is a proactive method to prevent the loss of talent before it happens. It is a conversation between a company leader (typically a manager) and an employee (typically a direct report) to learn what the employee needs from the company so the employee can be engaged and retained by the company. It is the opposite of an “Exit Interview”. Exit interviews are somewhat reactive. When Human Resources and/or an employee’s manager conducts an exit interview, it is too late. The employee has submitted their notice to resign, and rarely is there an opportunity to change the employee’s decision to leave.

Exit interviews are useful in collecting reasons why an employee chooses to leave the organization. However, it is often too late for the company to resolve those particular issues affecting that employee which instigated the employee’s choice to work elsewhere. Exit interview information can be useful if the information collected can be used to make positive change. It can also be used within the organization to prevent future talent from leaving. If there are overarching themes communicated in exit interviews such as pay concerns, work-life balance, or the need for flexibility, it delivers a message to the employer that there is a need to evaluate current working conditions. The company can use the data to review internal design, benefits, working conditions and any other relevant areas. Exit interviews are a crucial way to identify challenges in the workplace. They should be incorporated in a company’s offboarding process.

Why are Stay Interviews Important?

An organization’s goal is to minimize turnover and retain talent. However, talent cannot be retained as effectively if leadership does not know why employees choose to stay. This is why Stay Interviews are valuable. The ultimate goals of Stay Interviews are to prevent turnover and create a supportive work environment that meets employees’ needs. Stay Interviews are typically conducted by an employee’s direct manager. Depending on the work culture and size of the organization, Human Resources can participate also.

When an employee’s direct manager conducts a Stay Interview with an employee, the manager can receive candid feedback that can help strengthen the team and department. It could also damage the relationship if the manager is not skilled in accepting constructive criticism or candid feedback from an employee. If an employee has a contentious relationship with their manager, that employee might not share any instrumental feedback due to fear of repercussions. Keeping these scenarios in mind, it is important that employees have the ability to complete their Stay Interviews with company support. If they do not feel comfortable conducting their Stay Interview with their direct manager, then it is important that HR participate also.

Formatting Interviews

Interviews can be crafted in a format that fits best for the company culture. All departments and employee levels should complete a Stay Interview to collect a broad scope of insight. Having a discussion with the manager and/or HR can allow the employee to express their thoughts in more detail. Make it comfortable for the employee. Send a calendar invitation at least a week before the stay interview. If a standard list of questions are utilized, consider giving the list to the employee prior to meeting so the employee can give genuine thought to formulating their answers.

It is not always easy for an employee to answer on-the-spot, thought-provoking questions relating to one’s employment. There are survey options that can be created and submitted with or without employee names. If surveys are utilized, feedback must be carefully evaluated by management and HR. After that evaluation, sharing the feedback and plan for the suggestions, positives and negatives need to be communicated to the employees for transparency. While surveys are one option, it does not provide the same candor and facilitate the personal connection as in-person Stay Interviews do. Surveys can be a useful tool to collect supplemental data post-Stay Interview.

Questions to Consider

Questions can vary somewhat in the context of the company and employee’s role and need to be applicable to onsite and remote employees. Avoid “yes” and “no” questions; the goal of a Stay Interview is discussion. One word answers rarely facilitate in-depth discussion. Here are a few standard questions that should be asked in a Stay Interview:

Each morning, what do you look forward to about working that day?
What have you learned here? What are you currently learning now? What do you want to learn?
Why do you stay with our company?
When was the last time you thought about leaving our company? Why?
How can I better support you in your role?

Customize the list further, but do not overload the employee with questions. Do more listening, not hearing but actual listening, more than talking. Take notes and follow up on any items in question. The Society of Human Resources Management (SHRM) offers a list of questions that an employer can use when conducting Stay Interviews. Keep in mind, for employees who have worked at the company less than six months to a year, collecting their insight should be a part of employee onboarding and not administered as a formal “Stay Interview” as employees need to have time to become acclimated within the work culture and learn the intricacies of their roles. Show genuine appreciation for the feedback shared.

Conclusion

If your organization is not using Stay Interviews with your employees, consider using this concept. Stay Interviews can boost employee engagement which then increases company productivity. They can decrease turnover and create positive organizational change by maintaining or implementing policies and benefits that increase employee satisfaction. Supplement your conversations with your employees by using your employee onboarding software to communicate events and positive change resulting from feedback collected in Stay Interviews.

HR Conference Takeaways: I-9 Info

in Hiring Process/by Nancy Meyer, SHRM-CP

What is an I-9 Form?

After working diligently to fill vacancies with key talent, Human Resources professionals are tasked with onboarding new team members efficiently. HR has a plethora of supportive responsibilities with the new hire. Welcoming them to their team and company as a whole, acclimate them to the environment, answer their questions, support their growth, and so on. Those duties put the “human” in “human resources”. However, HR is tasked with compliance obligations that cannot be ignored. One of the most important tasks that HR is responsible for is verifying the new hire’s eligibility to work through the use of the Eligibility Verification Form (I-9). This process is required by the federal government. If it is not completed or completed incorrectly, penalties may be incurred.

Here are some pieces of key info that can guide HR professionals about the employment eligibility and onboarding processes. Note: ExactHire does not provide legal counsel so please check with your company’s legal team regarding employee work eligibility questions.

Consequences

If a company hires individual(s) who are not legally eligible to work, or if the company maintains employment of employees whom they know are not legally eligible to work, the company may be fined. These fines are not pocket change. Penalties can range from $230 to $20,130 PER violation. Frequent violators tend to receive higher penalties. If there is a pattern of hiring unauthorized employees, employers may be subject to criminal penalties. HR professionals must be cognizant of which documents qualify as employee verification tools and complete the verification process accurately in a timely manner. It is possible that a new hire might provide several pieces of documentation that satisfy I-9 requirements. If this occurs, do not record more than is necessary. Have the employee select an acceptable document that meets List A or documents that meet List B and List C.

Who Needs an I-9 Form?

Employers are required to maintain the I-9 for potential inspection for all current employees. When an employee is terminated or willingly leaves, an employer must keep the I-9 on file for at least three years from the date of hire or for one year after the employee is no longer hired, whichever is longer. This is where onboarding software is essential. Companies who use onboarding software have a secure means to collect confidential items securely and in a timely manner. They can also keep them organized to refer to when necessary. Messy handwriting on forms is no longer an issue when new hires can securely input personal data into the platform. Keep in mind that within three days of a new employee’s start date, the I-9 must be completed and countersigned. Instead of chasing down people to complete the task, save time and money by automating.

How to Properly Complete the I-9 Form

Let’s talk about the three day window on signing and countersigning the I-9 in more depth. The new hire must complete Section 1 of the I-9 by the end of the first day of employment. Once the new hire signs Section 1, the employer is now obligated (in most scenarios) to complete Section 2 within three days after the new hire’s first day of work. Weekends do count as business days if the company is operational over the weekend. Ambitious employees can complete the I-9 before their first day of work. As long as they have accepted the job offer for employment with the company. Companies should not start the I-9 process before hiring an employee though.

It is important to make sure that an employer is using the correct version of the I-9 at all times. The latest version of the I-9 was released August 1, 2023 and will be required for use starting November 1, 2023. A HR employee might be unsure if they are using the most recent version. Always check the version date which is listed in the bottom left corner. The version, previous to the new August one, which was released October 21, 2019 can be used through October 31, 2023.

Another perk of using onboarding software is having the form automatically updated within the platform so HR will know they are using the correct form. There is a Spanish I-9 form, but it is only for use by employers and employees in Puerto Rico. If an organization has Spanish speaking employees who are not fluent in English, it is important to find a translator to assist in translating the English version and answering any questions the employee might have.

E-Verify

A very handy and intuitive tool used in the employment verification process is E-Verify. E-Verify is a web-based system that allows employers to confirm employees’ eligibility to work in the United States. This does not replace the I-9; however, it electronically confirms an employee’s information against millions of government records. When an employer uses E-Verify, it shows a bona fide effort to hire eligible workers. It provides an extra layer of reassurance to employers knowing they have taken additional measures to prevent the employment of unauthorized workers.

Conclusion

Finding key talent is challenging and full of competition. After Human Resources completes the hiring process starting with Point A, an employer cannot forget about Point Z. Having a streamlined onboarding process that focuses on welcoming and acclimating new hires to the environment is crucial for retention. Spending time chasing new hires to complete paperwork is not cost effective nor does it demonstrate a “personal” aspect to the new hires.

It is important that organizations identify and understand the value of using onboarding software to automate tasks and shift focus to the human side of human resources. Simplify the employment verification process with the integration of E-Verify. While E-Verify is not a required tool for verification purposes, using an onboarding platform with E-Verify can offer so much more efficiency and simplicity. If you would like to learn more how ExactHire’s OnboardCentric, available with E-Verify, can boost your company’s productivity and save you money, reach out to us here or call us at 317.296.8000.

Diversity at Work

in Workforce Management/by Harlan Schafir

This is an era of rapid globalization and evolving workplace dynamics. The significance of diversity and inclusion initiatives in the corporate world cannot be overstated. Companies that embrace diversity and foster an inclusive environment are benefiting greatly. They tend to not only attract top talent but also experience enhanced creativity, innovation, and overall business success. In this blog, we will delve into the transformative power of diversity and inclusion initiatives at work. We will also explore practical strategies for implementation. If you are struggling with finding diverse candidates, you might benefit from an ATS. Applicant tracking systems allow for more specific candidate hiring capabilities which could aid in a more diverse workforce. Look into our ExactHire ATS to see if you could benefit from it today!

Understanding Diversity and Inclusion

Diversity goes beyond merely acknowledging differences in gender, ethnicity, age, and background. It encompasses a wide range of characteristics. Including but not limited to, race, gender identity, sexual orientation, socioeconomic status, disability, and even cognitive thinking styles. Inclusion, on the other hand, is about creating an environment where every individual feels respected, valued, and empowered. This allows them to contribute their unique perspectives.

Benefits of Diversity and Inclusion Initiatives

Enhanced Creativity and Innovation: A diverse workforce brings together individuals with varied life experiences and viewpoints. This diversity of thought sparks creativity and fosters innovative solutions to complex challenges.
Increased Employee Engagement: When employees feel their voices are heard and their identities are respected, they are more likely to be engaged and committed to their work. This translates to higher productivity and job satisfaction.
Broader Market Perspective: A diverse team is better equipped to understand the needs and preferences of a diverse customer base, leading to more effective product development and customer service.
Reduced Employee Turnover: Inclusive workplaces promote a sense of belonging, which in turn leads to higher employee retention rates. Employees are less likely to leave an organization where they feel valued and supported.
Positive Brand Image: Companies that prioritize diversity and inclusion are seen as forward-thinking and socially responsible, attracting customers who align with their values.

Implementing Diversity and Inclusion Initiatives

Leadership Commitment: True change starts from the top. Company leaders should publicly express their commitment to diversity and inclusion, demonstrating that these values are integral to the organization’s mission.
Unbiased Recruitment: Establish fair hiring practices that prioritize skillsets and qualifications, minimizing bias in the recruitment process. Consider implementing blind resume screening to focus solely on an applicant’s abilities.
Diverse Interview Panels: Include individuals from diverse backgrounds in the interview process to ensure a variety of perspectives are considered when evaluating candidates.
Inclusive Training Programs: Provide diversity and inclusion training for all employees to raise awareness about unconscious biases, stereotypes, and microaggressions, and to promote a more inclusive workplace culture.
Employee Resource Groups: Establish affinity or employee resource groups to create spaces where individuals with shared identities or experiences can connect, share insights, and provide support.
Flexible Work Policies: Accommodate different needs by offering flexible work arrangements that cater to employees’ personal circumstances, such as childcare responsibilities or health conditions.
Inclusive Language and Communication: Encourage the use of inclusive language in all communications to ensure everyone feels respected and acknowledged.
Feedback Mechanisms: Create avenues for employees to provide feedback on diversity and inclusion initiatives, and actively listen to their suggestions for improvement.
Mentorship and Sponsorship: Establish mentorship and sponsorship programs. This way they can connect employees from underrepresented backgrounds with experienced leaders who can help them navigate their careers.
Recognition and Celebration: Recognize and celebrate cultural, religious, and awareness events that are important to employees, fostering a sense of belonging and cultural respect.

Measuring the Impact

To gauge the effectiveness of diversity and inclusion initiatives, companies can implement several key performance indicators (KPIs). These may include employee engagement scores, representation data at various organizational levels, attrition rates, and feedback from employee surveys.

Conclusion

Diversity and inclusion initiatives are not mere checkboxes on a company’s to-do list. They are transformative forces that enrich the workplace and drive innovation. An environment where every individual is empowered to bring their authentic selves to work is very beneficial. Organizations then pave the way for a brighter future filled with collaboration, understanding, and success. Embracing diversity and fostering inclusion is the right thing to do. It’s also a strategic imperative that benefits employees, customers, and the bottom line.

Emerging Trends in HR Software: Shaping the Future of Work

in /by Harlan Schafir

In today’s rapidly evolving business landscape, HR professionals are turning to innovative technologies to streamline processes, enhance employee experiences, and drive strategic decision-making. As we navigate the dynamic world of HR software, several upcoming trends are poised to reshape the way organizations manage their human resources. From AI-driven insights to holistic employee engagement platforms, let’s explore the exciting trends that are set to define the future of HR software. If you want support from professionals to navigate this rapidly evolving space, contact our team here at ExactHire for how we can streamline your HR software!

AI-Powered Analytics for Data-Driven HR Software

Artificial Intelligence (AI) is no longer a buzzword; it’s becoming a cornerstone of HR software development. AI-powered analytics are transforming raw HR data into actionable insights, enabling HR teams to make informed decisions. Predictive analytics can forecast turnover rates, identify skill gaps, and even suggest personalized training plans for employees. With AI, HR professionals can proactively address challenges and create strategies that align with organizational goals.

Holistic Employee Experience Platforms

Employee experience has taken center stage in the world of HR. Modern HR software is shifting from siloed tools to comprehensive employee experience platforms. These platforms provide a seamless interface for employees to manage their benefits, performance reviews, training, and more. They also facilitate continuous feedback and recognition, fostering a culture of engagement and growth. By unifying various HR processes, organizations can enhance employee satisfaction and retention.

Virtual Reality for Training and Onboarding

Virtual Reality (VR) is making its mark in HR software with immersive training and onboarding experiences. Instead of traditional classroom-style sessions, new hires can engage in virtual simulations that replicate real-world scenarios. VR allows employees to practice complex tasks, develop soft skills, and familiarize themselves with their work environment before stepping foot in the office. This trend is especially relevant in a world where remote work and distributed teams are becoming the norm.

Diversity, Equity, and Inclusion (DEI) Technology

Creating a diverse, equitable, and inclusive workplace is a top priority for organizations. DEI technology within HR software is emerging as a powerful tool to measure, monitor, and promote diversity efforts. These tools can analyze data to identify potential biases in recruitment, pay, and promotions. By leveraging DEI technology, companies can ensure fair and unbiased practices while fostering a more inclusive work environment.

Continuous Performance Management In HR Software

The traditional annual performance review is giving way to a more dynamic and employee-centric approach: continuous performance management. HR software is enabling real-time feedback, goal tracking, and skill development conversations between managers and employees. By shifting the focus from retrospective evaluations to ongoing dialogue, organizations can drive employee growth, engagement, and productivity.

AI-Powered Chatbots for Employee Support

Chatbots are becoming an integral part of HR software, providing employees with instant answers to their queries and guiding them through various HR processes. These AI-driven assistants can assist with benefits enrollment, leave requests, policy inquiries, and more. By automating routine tasks, chatbots free up HR professionals to focus on strategic initiatives that require human expertise.

Remote Work Optimization

The remote work revolution has prompted HR software developers to create tools that cater to virtual work environments. From virtual team-building activities to remote performance tracking, these tools empower organizations to effectively manage and support their remote workforce. Features such as time tracking, productivity analytics, and collaboration platforms are crucial for maintaining efficiency in a distributed setting.

Blockchain for Secure HR Processes

Blockchain technology is making inroads into HR software, particularly in ensuring secure and tamper-proof record-keeping. From verifying educational qualifications to safeguarding sensitive employee data, blockchain can enhance the credibility and security of HR processes. This technology holds the potential to revolutionize areas such as background checks, payroll verification, and digital identity management.

Conclusion: Embracing the HR Software Revolution

As we stand on the cusp of a new era in HR management, these trends are driving the transformation of HR software. Organizations that embrace these innovations are not only enhancing their operational efficiency but also creating a more engaging and employee-centric workplace. From AI-driven insights that inform strategic decisions to immersive VR onboarding experiences, these trends are shaping the future of work, one software solution at a time. To stay ahead in the competitive business landscape, organizations must remain open to adopting these trends and leveraging technology to elevate their HR practices. The future of HR software is here – and it’s brighter than ever before.

Quiet Thriving

in Workforce Management/by Nancy Meyer, SHRM-CP

ExaxtHire is a company that is built around addressing, and fixing HR related issues. From talent sourcing, applicant tracking, onboarding, and much more ExactHire can help. Quiet thriving is a topic recently being discussed in the HR field, along with quiet hiring and quiet quitting. Learn more about it here and how to foster quiet thriving.

What is Quiet Thriving?

There is a “quiet” theme that is becoming rather loud in the professional environment. Quiet quitting, quiet hiring, and now there is an additional “quiet” to explore: quiet thriving. Quiet thriving is a concept coined by psychologist Lesley Alderman. When an employee is quietly thriving, they are finding ways to make changes to their workday to make the day more positive for them and proactively finding ways to re-engage within the work environment. Subtle changes occur without making loud fanfare to promote their actions. These employees tend to perform at or above expectations. Often, low-key and low-maintenance are terms to describe these individuals who simply want to do their job, do it well and often leave the job behind for the day when the workday is over.

In their 2022 State of the Global Workforce report, Gallup reported that 33% of workers felt engaged at work so on the converse, a whopping majority of ~66+% feel disconnected and unmotivated in their daily roles. When the majority of workers feel a disconnect, something is lacking. That number speaks volumes and should motivate organizations to conduct an internal audit of their employees’ engagement and identify ways to better support their employees if the results show employee engagement is below expectations. Extroverted employees are more likely to share their perspectives so do not overlook introverted employees. Introverted employees have relevant, important ideas that can be overshadowed by more vocal employees. After collecting input from employees, use those results to make positive change.

How to Promote Quiet Thriving

Human Resources and management can reduce employees’ chances of quiet quitting and encourage quiet thriving by having consistent conversations to check-in to listen, not hear, but truly listen to what employees have to say. Observe nonverbal communication too. Often, a strong message can be conveyed in actions, not just words. In these check-in conversations, management and/or Human Resources need to ask candid questions to help with engagement and ultimately retention. Find out what parts of their job they like best and least. Are there tasks that they would like to try? Is the employee interested in leadership opportunities? Some people seek higher level roles while others do not want that additional responsibilities and can still be productive contributors.

While extroverts and introverts can both appreciate the benefits of quiet thriving, this concept tends to appeal more to introverts who value opportunities to shine outside of being in the spotlight. Often extroverts are thrust in the limelight, frequently by choice, when they want to share ideas or for acknowledgement of tasks well-done. Vast amounts of public attention can be emotionally draining for introverts. Quiet thriving is not about muting or excluding extroverts. It is centered upon having an environment that meets the needs of both extroverts and introverts.

Supporting Your Employees

Employees who seek to quietly thrive need a work environment that supports their needs. Quiet areas and dedicated rooms can offer the much needed solitude to think, analyze and perform. In those dedicated quiet areas, eliminate noise and distractions. Not everyone thrives in an open environment, and the idea of forced social conversation with colleagues can generate anxiety. This is another opportunity for organizations to explore hybrid and/or remote work opportunities. Some employees can be more productive and mentally happier without onsite social distractions. Providing flexibility to employees to craft their work schedules and locations offers quiet thrivers much needed autonomy which can lead to higher productivity and retention.

Collaboration

Collaboration still exists in an environment of quiet thrivers. Quiet thrivers want meaningful discussion and idea sharing where the attention is focused on finding the solution to a project. It is safely sharing ideas in an environment where no one is ridiculed for asking questions or throwing out an “off-the-wall” idea that might or might not work. Having an environment that is supportive of discussion and debate can promote collaboration between differing personality styles. Teams with all personality types can still coexist, but it is imperative that employees do not overshadow others and prevent teammates from confidently and comfortably sharing ideas.

Communication styles vary among employees. Some individuals who possess valuable knowledge and ideas simply do not like to verbally interact as much as others. Verbal interaction is necessary, but not for every idea shared. Management can support quiet thrivers by promoting chat tools among teammates. Sending messages between teammates can develop discussion with reduced chances of conversations diverting to unrelated topics. When discussing topics, listen to quiet thrivers without interrupting, and allow time for silence. Not everyone wants or should respond immediately without thought on the topic being discussed.

Communication

Communication between co-workers is also important. To enhance productivity, encourage employees to share times that they have blocked off on their calendars for high priority projects and/or collaboration. Management should avoid meetings and interruptions during that time, and ask for a recap of action items completed during that time. Ensure the check-in comes across as a request so the manager can be a resource, not that the check-in is a way to make sure work is completed. Micromanagement is a leading cause of employee disengagement. Trust your team to do the work assigned to them.

Focus on the emotional needs of quiet thrivers. No matter the personality type, people want to know they have done well on a project. Quiet thrivers appreciate acknowledgement of success. Praise them privately and give them notice when they will be publicly acknowledged in groups. This gives them time to prepare for extra attention that might make them uncomfortable.

Conclusion

Quiet thriving is a concept meant to build on the strengths of (mostly) introverted employees. In the workforce, quiet thriving can help retain productive employees. Allow employees to be in the shadow of others if they want to be. Supporting employees who seek to quietly thrive will help reduce the risk of them quietly quitting and reduce the need for organizations to quietly hire to offset low producers. Let quiet thrivers shout their message of productivity and engagement using their own quiet voices. They want to be heard!

Key Strategies to Attract Top Talent

in Hiring Process/by Harlan Schafir

Introduction

In today’s competitive business landscape, attracting and retaining top talent is a critical priority for companies striving for success. The ability to attract talented individuals not only enhances the overall performance of an organization but also contributes to its long-term growth and success. However, with the job market evolving rapidly, companies need to adopt innovative strategies to stand out and attract the best candidates. In this blog post, we will explore some key strategies that companies can employ to attract employees effectively.

If you have any trouble attracting top talent Full Service Hiring could be exactly what you need. Take the guesswork and hassle out of hiring and have our SHRM Certified strategists handle your hiring needs!

Build a Strong Employer Brand

Establishing a strong employer brand is crucial to attracting top talent. Potential employees want to work for companies that have a positive reputation and offer fulfilling experiences. Develop and communicate your company’s values, mission, and culture consistently across all channels, including your website, social media platforms, and job listings. Highlight employee testimonials and success stories to give candidates a glimpse into what it’s like to work for your organization. Cultivate a positive online presence, respond promptly to candidate inquiries, and leverage platforms such as Glassdoor to showcase your company’s strengths and engage with potential candidates.

Attract Top Talent Through Compensation and Benefits

In a competitive job market, offering competitive compensation and benefits is vital to attracting high-quality talent. Research industry standards and ensure that your compensation packages are on par or even surpass those of your competitors. Consider offering additional benefits such as health insurance, retirement plans, flexible working arrangements, and professional development opportunities. Tailor your benefits to align with the needs and preferences of your target candidates to create a compelling package that sets your company apart from others.

Embrace Workplace Flexibility to Attract Top Talent

In recent years, workplace flexibility has become increasingly important to employees. Offering flexible working options, such as remote work or flexible hours, can be a significant draw for talented individuals seeking work-life balance. Companies that embrace flexibility demonstrate their trust in employees and their commitment to supporting their well-being. It also widens the talent pool, as it allows companies to attract candidates who may not be able to commit to traditional office-based roles. Implementing flexible work policies can be a win-win situation for both the company and its employees.

Prioritize Employee Development and Growth

Top talent is often attracted to companies that invest in their employees’ development and offer opportunities for growth. Establish a robust performance management system that includes regular feedback, coaching, and clear career progression paths. Provide training and development programs to enhance employees’ skills and expand their knowledge. Offering mentorship programs and educational reimbursements can also signal your commitment to their professional growth. By demonstrating a genuine interest in your employees’ career advancement, you will attract ambitious individuals who value continuous learning and development.

Foster a Positive and Inclusive Work Environment

Creating a positive and inclusive work environment is essential for attracting employees from diverse backgrounds. Ensure that your company promotes diversity, equity, and inclusion (DEI) throughout its operations and culture. Implement policies that prevent discrimination and foster a sense of belonging for all employees. Encourage open communication, collaboration, and respect among team members. Celebrate diversity and offer opportunities for employees to share their experiences and perspectives. When potential candidates see a company that values diversity and inclusivity, they are more likely to be attracted and engaged.

Attract Top Talent Through Effective Recruitment Practices

In today’s digital age, companies must adapt their recruitment practices to connect with top talent effectively. Leverage social media platforms, professional networks, and online job boards to advertise open positions. Craft compelling job descriptions that highlight not only the required qualifications but also the company’s unique selling points. Streamline your application process to make it user-friendly and efficient. Embrace innovative recruitment methods, such as video interviews and skills assessments, to gain valuable insights into candidates’ abilities and potential fit within your organization.

Conclusion

Attracting top talent is a multifaceted challenge that requires a proactive and strategic approach. By building a strong employer brand, offering competitive compensation and benefits, embracing workplace flexibility, prioritizing employee development, fostering a positive and inclusive work environment, and engaging in effective recruitment practices, companies can position themselves as desirable employers and attract the best candidates in the market. Remember, attracting and retaining top talent is an ongoing effort that requires continuous evaluation and adaptation to remain competitive in today’s dynamic business landscape.

Summer Employee Engagement Ideas

in Workforce Management/by Nancy Meyer, SHRM-CP

Summertime is the perfect time to hire new college graduates, utilize ExactHire’s ATS to find the best qualified candidates for your open positions!

Summertime and the livin’ is easy. Gershwin’s song from Porgy and Bess discusses the relaxation and peace that people seek in the summer, but finding tranquility is not always that easy. Productivity takes a hit during summer because of many reasons and employee engagement is paramount. Employee burnout is on the rise because there are a variety of outside events, activities and commitments that pull at the employee’s attention. Childcare can be a challenge. Summertime can be a way for organizations to motivate employees as well. Let’s talk about how summertime can lead to easy livin’!

Companies must first address summertime challenges. Summer can be a childcare challenge for families. Not all employees have family members able or willing to help with childcare in the summer. Registering kids for summer camps before they fill is often a game of chance and dexterity of clicking a keyboard and mouse. (Cue the jeopardy music in the background.) Sometimes, the employee/parent wins that game while other times, the panic of being waitlisted or it being closed takes over. There will be days that childcare arrangements fail due to illness or unforeseen emergencies. Give grace and allow flexibility to those employees with children.

To mitigate employee burnout, encourage employees to take vacation time. When an employee takes a break from work to focus on recreation, leisure or personal matters, it gives the employee time to focus on personal needs. When personal needs are fulfilled or resolved, distractions reduce.

Employees will spend the majority of summertime at work so here are a few activities to keep your onsite and virtual employees engaged and excited!

Host meetings outside

Employees, onsite and virtual, can feel a longing to be outside more during the summertime. Pacify that longing by hosting meetings outside for onsite and virtual employees. Summer vacation schedules give management a chance to evaluate the necessity of meetings because it gets challenging to coordinate a time for all essential employees to attend the same meeting. This is a perfect opportunity to evaluate meeting efficiency and timeliness. If meetings can be streamlined to be more efficient with the use of agendas and pre-established, consistent times, the need for multiple meetings and the time length of meetings could potentially be reduced, opening more time for employees to enhance their productivity.

Start a summer book club

Reading is fun-damental! To learn more professionally and personally, reading contributes. During summertime, people often take more time to read in the evenings or on vacation. Allow employees to select books of interest for discussion. For employees with reading challenges such as dyslexia, encourage them to join the discussion by listening to audiobooks. Ideas and collaboration through discussion can yield strategic growth within the company.

Volunteer together!

Look closely in the community to find a social cause that needs support. Hospitals, adult and child care facilities, youth activities, and nonprofits are starting points for exploration. Sometimes, finding a volunteer opportunity can be within our own internal networks. Are there families that need some extra support? Any elderly or physically impaired individuals who need their grass mown? Document volunteer hours not because it is a competition, but so employees can take pride in how their time helps others. Check out VolunteerMatch for ideas. Many hands make light work! Having opportunities to volunteer with co-workers and get out into the community can greatly help with employee engagement in the summer months.

Food truck fun!

Bring a variety of food trucks onsite for lunch options. There are a variety of diverse food options so host trucks that reflect unique cultural styles for employees to get a flavor for new cultural experiences. For virtual employees, include them by providing a gift card to lunch. Use video conferencing to make the meal more social.

Get your sports on!

Get your on-the-clock team together off-the-clock by joining a sports league. There are summer league options for softball, volleyball, pickleball, or even gaming. Find sports of interest, and encourage employees to participate even if they feel their skills are sub-pro level. For those employees who do not want to play, encourage them to sit in the stands to cheer. Getting exercise does not have to occur off-the-clock. During the work day, set a time for employees to “take a hike”! Encourage onsite and virtual employees to walk outside for 15-30 minutes if conditions allow. For employees who have physical impairments that prevent walking, encourage them to get outside to get some vitamin D. Stepping away from work for a few minutes can recharge emotional batteries.

Get your spectating on!

Not all employees want to break a sweat in front of their teammates but are willing to watch athletes compete. Many sports organizations will offer ticket discounts to companies. Look into options to watch local minor or major league baseball games, collegiate events, races or theatrical performances. Not only is a company supporting local teams by filling the stands, but it also promotes a sense of community among teammates when supporting others. Virtual employees can possibly watch the same event via streaming, local TV or cable services.

Test your brain!

Host a trivia contest with your onsite and remote employees. Hold the event during lunch where the company can cater or do a pitch in. For remote employees, consider sending a gift card to cover lunch. Make this a weekly or monthly tradition. If company policy and local laws allow, offer prizes, such as company swag, to the winner(s) or winning team(s). Have an attendance prize to include everyone and generate excitement.

Listen to the sound of music!

While many people love listening to the music of famous artists at concert venues, the price of some famous concerts might be outside of the company’s or employees’ budgets. That does not mean that concerts are out of consideration. There are many local venues that offer free or low cost outdoor concerts during evening or early afternoon hours. Take the team to listen. If permitted by the venue, live stream the event so virtual employees can experience the event.

Stop and smell the roses

Get employees together to work in a community garden. Many areas offer community gardens where the food grown can be donated to local shelters. It is a way to learn more about growing plants while growing in spirit and keeping employees engaged during the summertime.

Picnic time!

Host a picnic for the team. Cater the event or just the main course and make it an old fashioned pitch in. If there is not a courtyard or outside area on the company property, find a nearby park and have it there. Logistics can be cumbersome in urban settings so if an outdoor event is not conducive, transform the company’s dining area into a picnic theme. Finding picnic themed decor can be cost-friendly by visiting local dollar stores or ordering online at thematic sites. Online coupons reduce the cost. Keep the decor and make it a recurring event during summer.

No matter the activity, keep it light and fun! Requiring employees to participate dampens employee morale. For those who do not want to participate, do not penalize them. Some stellar employees simply want to do their job and go home. Solicit engagement ideas from employees and always include virtual employees when collecting ideas and feedback. Not all companies have a large amount of funds in their budget; money is not what generates employee engagement. When a company demonstrates authentic, genuine interest in the well-being of employees, that drives engagement and motivation. Finding ways to say a bonafide thank you for your effort will go a long way to strengthen the company team.

Remote Work: Why Employers Should Consider it

in Workforce Management/by Harlan Schafir

Introduction

Remote work can add a unique challenge to the onboarding process of new hires, check out ExactHire’s OnboardCentric software to make employee onboarding a breeze!

In recent years, the concept of remote work has gained significant traction, revolutionizing traditional work dynamics. The COVID-19 pandemic further accelerated this shift, pushing companies to adopt remote work policies. However, even as we emerge from the pandemic, there are compelling reasons for businesses to continue embracing remote work as a long-term strategy. This blog will explore the numerous advantages that remote work offers. These include increased productivity, cost savings, improved work-life balance, access to global talent, and reduced environmental impact.

Remote Work Enhances Productivity and Focus

Remote work has proven to enhance employee productivity. By eliminating long commutes and minimizing distractions often found in traditional office settings, workers enjoy increased focus and the ability to structure their work environments to suit their preferences. Studies show that employees working remotely are more likely to put in longer hours, take fewer breaks, and achieve higher levels of output. Additionally, it allows individuals to choose their most productive hours, fostering a sense of autonomy and ownership over their work.

Cost Savings and Efficiency

Companies that transition to remote work models can benefit from substantial cost savings. By eliminating the need for physical office spaces, businesses can reduce expenses related to rent, utilities, and maintenance. Moreover, it allows companies to tap into a global talent pool, eliminating geographical barriers and potentially finding highly skilled individuals at lower costs. Reduced travel expenses and office supply expenditures further contribute to these savings. Companies can reinvest these funds into employee development programs, technology upgrades, or other areas that drive growth and innovation.

Improved Work-Life Balance and Employee Well-being

One of the most significant advantages of remote work is the improved balance it offers employees. By eliminating the daily commute, workers have more time to spend with their families, pursue hobbies, or engage in self-care activities. It also provides flexibility for employees to better manage personal commitments, such as attending appointments or taking care of children or elderly family members. This increased flexibility can significantly reduce stress and contribute to improved mental health and overall well-being.

Remote Work Increases Access to Global Talent

Remote work eliminates geographical limitations when it comes to talent acquisition. Companies can tap into a global talent pool and access individuals with diverse skill sets and perspectives. By embracing this strategy, businesses can build teams comprising the best talent, regardless of their location. This diversity of thought fosters innovation, creativity, and problem-solving. Additionally, it allows companies to offer job opportunities to individuals who may face barriers in traditional office settings, such as those with disabilities or caregivers who require flexible schedules.

Remote Work Reduces Environmental Impact

Remote work contributes to a greener future by reducing carbon emissions associated with commuting and the operation of physical office spaces. With fewer employees commuting daily, there is a significant reduction in traffic congestion and air pollution. Additionally, it reduces the need for office supplies and the energy consumption required to power and maintain office buildings. By adopting these policies, companies can actively contribute to environmental sustainability and align with the increasing focus on corporate social responsibility.

Conclusion

Remote work offers numerous benefits for both companies and employees. Embracing this flexible work model allows businesses to increase productivity, save costs, improve work-life balance, access a global talent pool, and reduce their environmental impact. By recognizing and embracing these advantages, companies can position themselves for success in a rapidly evolving work landscape.

4 Tips For Better Job Candidates

in Hiring Process/by Nancy Meyer, SHRM-CP

Getting the best Job Candidates available is critical for a company’s success. Better employees means more efficiency, ingenuity, and thus better results. To ensure you are doing your do diligence in getting the best possible candidates, you should consider using ExactHire’s ATS to cross reference hundreds of candidates against various criteria, so you can guarantee getting the most qualified candidates every time!

One consistent characteristic about the job market is that it will have its ebbs and flows. During times of high job vacancies, job seekers possess a unique advantage to seek higher pay and/or additional benefits. When job vacancies are minimal, companies maintain the option to be more selective with pay and benefits as they filter through candidates to find the one who will be the best cultural fit. No matter the current hiring environment, there are ways organizations can improve the quality of candidates who apply. Here are four tips to implement in an organization’s hiring process to find better job candidates:

Create a simple application process to get better job candidates

Job seekers do not want to spend an exorbitant amount of time completing an online application. Ideally, an online application process should last five minutes or less. From the time the applicant starts the process to the time they click the button to submit. Human Resources professionals should take time to test the application and proceed through the content as if they are an actual applicant. From an applicant’s perspective, was the process cumbersome or simple?

Evaluate the questions included in the application. Can some or most questions be set as optional instead of being set as required? Which questions can be removed from the application? Do you really need to collect the applicant’s full address or the complete addresses, down to the zip codes, of past employers? Is it necessary to request references’ contact information at the time of application? Eliminating the muss of unnecessary questions will reduce the applicants’ fuss.

Job seekers are often applying to jobs during work breaks, in between appointments and child care pick up, and even when stuck in traffic. The job application process must be quick and convenient. Make sure that the application process offers individuals the ability to apply on mobile phones and devices. TIme is of the essence to job seekers. Check your Applicant Drop Off report to get some insight, and do not ignore the message conveyed by the data. The higher the drop off rate, the more likely it is for Human Resources to take action. It is important to use analytics to improve the application process.

Craft accurately detailed job listings

When job seekers read through a job listing, they try to picture themselves in the role completing the listed responsibilities. If the listing is vague, it is harder for a job seeker to imagine themselves in the role. Not enough detail will motivate the job seeker to skip applying. Communicate what the job entails and what qualities are needed by the person to be successful in the role. Integrate descriptions of company culture in the listing so the job seeker can get a feel for the work environment. Specify if the role is remote, hybrid or onsite to eliminate questions.

Use bullets to identify key tasks and duties. Evaluate the level of education that is essential for success in the role. Is a bachelor degree really a requirement for the role? Some roles can be successfully completed by someone who has an associate degree or less but with the desired experience and skill set. Include any coveted benefits that differentiate the company from others such as unlimited or extended PTO, four-day work weeks, pensions, retirement matches, etc.

Communicate with applicants

Starting when the applicant submits their application to an organization, communication should begin. Set up your Applicant Tracking System (ATS) to send a personalized, automatic email to the applicant confirming that the application has been received by the company. No matter the tech savviness level, the job seeker gets reassurance that their application was officially received by the organization. The ideal hiring process, from application submission to offer extended and accepted, should take no more than 30 days.

The longer the process takes, the more likely an organization will lose candidates to competitors. Do not leave applicants wondering if they are still in consideration. If they are not in consideration, be kind, and let them know by sending a message template. Good ATS platforms will offer ways to use wildcards to “personalize” text and email templates without users taking the time to manually input names, job titles, etc. Applicants will have a better applicant experience if they receive updates, even if it is not the news they want to hear. Sending timely, personable updates to applicants will positively portray the company’s branding. Word of mouth can help or hinder a company so ensure that job seekers’ experiences applying to the company is worth sharing.

Boost your employee referral program

What better way can an organization expand its talent pool by reaching out to current employees to get their recommendations of talent? Current employees have a solid understanding of the work culture and what is needed to thrive. They can be excellent judges of who in their network could be an asset to the organization. If an organization does not have an employee referral program established, create one with a variety of benefits. Offer financial stipends to current employees if a referral is hired and stays for a company designated timeframe.

Gift cards, event tickets, company swag and additional PTO are other ways to reward employees for bringing talent to the organization. To make sure proper credit is given, include a question on the employment application asking who referred the job seeker to apply to the company. Employee experience matters here also. Do not overlook former employees as a referral source. Former employees can share their testimonials and recommend colleagues to apply to their past employer so reward them fairly.

Share on Social Media To Get Better Job Candidates

Global internet users spend almost 2.5 hours daily on social media. Job seekers and individuals not actively looking for a job will scroll intentionally and aimlessly to whatever catches their attention. Post company jobs on social media platforms, and consider sponsoring job listings for additional traffic. Job seekers can land on companies’ corporate pages through scanning job listings on job boards so make social media buttons highly visible on the company’s website to entice viewers to follow. Share QR codes of vacancies to give job seekers quick access to apply. Even if a viewer does not find a role that they want to apply to, they might know of a stellar candidate and share the link with them.

In a competitive job market, it is challenging to find talent so companies must find ways to make themselves, and their job openings, uniquely attractive to entice job seekers to apply. By accurately portraying the company as a culture welcoming to all, individuals are more likely to explore opportunities to start a career at the place. Companies must communicate their message across multiple channels to reach different audiences. Get the message out that your company is THE company for job seekers.