Quiet Thriving

in /by

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.

Explore ExactHire Solutions

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!

Summer Employee Engagement Ideas

in /by

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.

Explore ExactHire Solutions

 

  • 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 /by

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.

 

Explore ExactHire Solutions

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.

What makes Talent Acquisition so hard (and important)

in /by

Talent Acquisition (TA) is a complicated but highly rewarding concept. For Human Resources professionals focused in the realm of TA, they are on a high speed roller coaster with multiple twists and turns that can often lead them on a white knuckled trip. What makes talent acquisition so hard, and yet so important, is the main focus of the task. TA is a competitive, time-sensitive task that can yield disappointment but also joyous rewards. To really ensure you acquire the best talent you need ExactHire’s ATS. This allows you to compare hundreds of candidates against various criteria to get the best candidate for your position.

Talent Acquisition Challenges

The main reason TA can be so challenging yet rewarding is the same – the people factor. In the current job market, the talent pool is very competitive due to disproportionate numbers of skilled available talent compared to the number of vacant jobs. The competition is fiercely competitive. Rival companies are recruiting the same candidates that TA professionals seek to hire. Getting the message out to job seekers about the company’s vacancies and the company’s stellar branding to entice them to apply and pursue the company takes precision to filter through competitors’ noise. TA specialists can resonate their message more clearly and combat the noise by ensuring that company branding promotes the company as being the employer of choice due to culture.

Having a culture inclusive to employees with benefits that meets and exceeds the needs of employees solidifies TA’s claims to job seekers that their company is the one for job seekers. If job vacancies in certain geographic areas are more difficult to fill, examine what could help with filling those roles. Consider expanding the candidate search to additional areas or explore options for remote or hybrid work settings to attract more candidates. Utilize social media to its fullest and promote vacant job listings on major platforms. Social media platforms reach target audiences of differing ages and backgrounds. Using different social media platforms allows TA professionals to reach job seekers with diverse demographics.

The “People Factor”

Digging deeper into the people factor. What if applicants are plentiful, but none are perceived to have the needed skill set to be fully qualified to fill the vacant roles within an organization? This is where TA must partner closely with the department leaders of the vacant roles. Focus on the required skills needed for the vacant role. Candidates that meet those required skills can be evaluated further. They then identify the reasons why Human Resources cannot completely commit to extending a job offer.

For candidates who are contenders for a role but not 100% vetted, explore what it would take to mold a candidate for the vacant role in which they applied. The “perfect” candidate is equivalent to a unicorn; sought-after, beautiful and fictitious. If there are candidates for vacancies that can be shaped into productive contributors to an organization with some assistance upon hire, consider providing that assistance. It is possible that extra training or classes could be beneficial. The financial investment initially could pay off more down the road. A new hire will then have been given the opportunity to refine weaker areas to enhance their performance. Investing in employees, particularly new hires, can lead to higher employee retention and productivity.

Screening Candidates

Upon review of candidates, TA must be tasked with screening those who are potential for the company. TA is often the first impression of a company so TA professionals must display professionalism with a personable demeanor. Phone screens and interviews, whether face-to-face or virtual, generate nervousness in the minds of job seekers. TA professionals should create a positive rapport with interviewees. they can do this through sincerity and a genuine interest in learning more about the person’s desire to work for the company. Establishing a dialogue that is reflective of the company culture of inclusivity will help TA professionals formulate a working relationship with job seekers that help set a competitive edge. The best job seekers will be receiving employment offers from multiple companies. Job seekers will migrate to the company that demonstrates a bona fide interest in employees. This will help attract stellar job seekers from competitors.

Explore ExactHire Solutions

How to make Talent Acquisition Easier

Monitoring efficiency in talent acquisition can be challenging if data is not being collected and analyzed. Using an Applicant Tracking System (ATS) consolidates applicant data into a central location for analysis and communication by TA professionals and other designated employees in the hiring process. Having a central location to screen applicant data and communicate with stakeholders in the hiring process saves time and creates a comprehensive trail of actions taken when screening applicant records. Robust reporting tools deliver accessible data quickly to identify efficiency gaps in the hiring process. Using analytics helps TA professionals confidently formulate short-term and long-term goals. These can be used in immediate activities and strategic planning with leadership.

Conclusion

TA professionals work diligently to overcome competitive challenges in the hiring process. It is often a role which entails erratic schedules with long days and weekend events. Disappointment is frequent when TA professionals witness coveted potential talent decline their best pitch at landing them within their organization. While it is a game of wins and losses in a very broad generic sense, talent acquisition hosts a plethora of rewards. Without TA professionals to lead the charge of recruiting and retaining key talent, an organization would be sailing a ship without sails ultimately leading to a lack of sales.

TA professionals relentlessly pursue potential talent. They need to have the support of executive leadership as they navigate the recruitment process. Providing TA professionals with the tools they need for success is the best option for an organization. Then leadership can ensure that the company’s growth and productivity as a whole will weather threatening situations. This will allow them to survive things such as pandemics and global recessions. Talent acquisition is truly a hard but essential component in an organization’s overall health. It is crucial that appreciation is shown to those charged with acquiring talent to the company.

How will ChatGPT affect the hiring process?

in /by

Chat Generative Pretrained Transformer (AKA ChatGPT) is making headlines consistently throughout the world. ChatGPT is an Artificial Intelligence (AI) driven, human-like chat concept created by OpenAI and released to the world in November 2022. OpenAI has a strong, powerful and well-known investor – Microsoft.  In fact, the partnership with OpenAI and Microsoft is so strong, Microsoft is slated to incorporate AI called “Copilot” into Microsoft 365. Technology is constantly evolving, and the world is getting mainstream access to software that is reflective of human-like responses. AI driven software is new and exciting yet intimidating and overwhelming. ChatGPT is promoted as a resource for industries across the board, and Human Resources are starting to field questions, benefits and concerns as it is integrated in the hiring process. Want to streamline your hiring process? Use ExactHire’s Full Service Hiring service and forget about hiring struggles and just get the best available candidates for your open positions delivered to you!

 

Benefits to using ChatGPT in recruiting

Crafting a job listing or creating a standard job template can take time. ChatGPT can help by providing a foundation of content describing the role that can be customized to reflect the requirements of a vacant job listing. ChatGPT can generate content that does not include unconscious bias towards protected classes. It can keep content neutral, remove potential gender biases and eliminate jargon.

ChatGPT can provide job specific content for an organization. It can provide Human Resources professionals with sample interview questions to use in phone screens and face-to-face/virtual interviews. It can focus on the roles being filled at the moment. This is helpful as a starting point for recruiters.  These recruiters might be interviewing candidates for different types of roles that might be outside their niche. Before becoming dependent on the interview questions generated by ChatGPT, it is important to check with the company’s legal team. They can ensure that all application  and interview questions meet local, state and federal legal guidelines. HR professionals need to customize questions to reflect the culture, mission and vision of the organization as a whole.

Using ChatGPT in the workplace

Trying to come up with a way to draft an email that is not too wordy but yet “personable”? ChatGPT can be tasked with composing email content related to the mission of the message. Spelling and grammar errors are reduced. Save the content as a Communication Template to use when texting and/or emailing others.

Once new talent has been hired, it is crucial for a company to keep them engaged. ChatGPT can help new hires by answering their questions about company policies. ChatGPT can also provide assistance to new hires as they complete required paperwork and enroll in benefits. This can save HR time by automating tasks such as scheduling orientation, supervisor meetings and ordering company swag for new hires.

Microsoft’s AI, Copilot, will be integrated into Word, Excel, PowerPoint and Outlook.  Abilities of the AI integration will allow for the automatic creation of data graphs in Excel. It also has the ability for PowerPoint to create presentations with images based on user prompts. For people who miss a Teams meeting, Copilot is set to generate automatic summarization. It will document the key content points from conversations within Teams. The inclusion date of this feature has not yet been released. This is promoted to offer cost and time savings to end users. Considering the volume of companies that use Microsoft, this will impact internal and external stakeholders.

 

Explore ExactHire Solutions

 

Concerns about using ChatGPT in the hiring process

While AI has been trickling into mainstream software and internet use, the immersion of ChatGPT fosters some genuine concern. Such as how intuitive the tool can be and whether it can cross a line of no return in its answers. There is no guarantee that answers provided to the users’ questions will be accurate or even ethically appropriate. Individuals who are starting conversations with an employer via chat dialogues need to be aware of who is or is not on the other side of the chat. Be forthcoming to employees that AI is driving the results and direction of the chat conversation to mitigate negative perception of the “employee” communicating in the chat.

Some companies will seek the use of ChatGPT as a replacement for human capital in a way to save time and money. If ChatGPT can do the tasks of one or more individuals, it is likely there will be some cost-cutting measures by eliminating human roles. Goldman Sachs estimates that 300 million jobs could be lost or diminished due to AI. To mitigate risk of elimination, at-risk employees need to explore opportunities for ongoing education and cross-training in in-demand areas.

Questions exist over safety controls. As with any software program, engineers work diligently to establish the highest parameters of safety. Will answers be accurate and appropriate? If ChatGPT generates inappropriate answers in a chat conversation, the impact of that conversation could lead to negative publicity that could impact the recruitment and retention of employees.

Conclusion

As an Applicant Tracking System helps streamline the recruitment process and an Onboarding System securely organizes employees’ content, technology is designed to simplify tasks in a process.  With ChatGPT, a lingering question exists. How will ChatGPT affect the neurodevelopment of employees? Will individuals find ChatGPT as a time saving tool that helps individuals light the fire of innovation of new projects, or will ChatGPT foster a sense of dependency and lethargy that stymies creativity and self-awareness? Time will tell as the debate is escalating on the use of AI in the employment sector. As with any new tool, it takes time to develop and refine the skills of its use. Knowledge is power; do not underestimate the powerful partnership of technology and the human brain in the quest for efficiency and productivity.

Workforce Redeployment

in /by

Want to streamline your hiring process? Use ExactHire’s Full Service Hiring service and forget about hiring struggles and just get the best available candidates for your open positions delivered to you!

Layoffs have been a recurring theme in the news lately. Major organizations such as Disney, Meta, Microsoft, and Goldman Sachs are some of the most well-known organizations that are cutting staff due to concerns of a pending global recession. Layoffs are designed to cut costs and implement a more lean style of business to yield a higher profit. However it can often communicate internal instability to consumers. They might look at other product and service providers who appear more stable to complete business transactions.

Layoffs not only reduce staff, but they also reduce employee morale. They generate a sense of uncertainty as many employees wonder if they are next on the “chopping block”. If employees are tense wondering if they are going to be laid off, they will start looking at employment elsewhere. Often this is with the company’s competitors in the same niche.  Although layoffs can be unavoidable, other options worth examining exist before making the decision to eliminate jobs. To help mitigate damage to employee morale and maintain a positive perception of company stability, companies need to explore the option of workforce redeployment instead of layoffs.

Internal Mobility

Workforce redeployment, AKA “internal mobility”, is a strategic function conducted by Human Resources and leadership to shift existing employees into different roles within the same organization. This is not a new concept. Companies have been utilizing workforce redeployment for years. Particularly in the case of health issues where an employee might not be able to physically or mentally perform the duties of their current role. They are then moved into a different role within the same organization which is more feasible for success. Workforce redeployment is commonly used at times of internal reorganization to help employees maintain employment within the company. Redeployed employees do not necessarily keep the same pay, schedule and working arrangements. Those factors are based on the needs of the new role in which the employee was redeployed.

Currently, workforce redeployment is gaining more traction as a strategic function to offset unexpected situations that impact business functions. The economy will continue to ebb and flow with periods of expansion and contraction so that is a known variable. Unknown variables such as a global pandemic are difficult to anticipate. Over three years later, companies are still reeling from the effects of COVID-19’s impact on working arrangements and job adaptability. Throw in the ongoing challenge of finding qualified talent, and these three items form the perfect storm for business failure if proactive processes to retain talent are not integrated within the company’s strategic plan.

Maximizing Efficiencies

Human Resources and leadership must conduct regular reviews of an organization’s structure. To help maximize efficiencies within an organization, a company needs to evaluate current roles. Then forecast where growth and reductions are anticipated to occur. In departments where growth and value are lagging, examine the likelihood of their future impact and their timeframe of dissipating value. Before the expiration date of those departments and/or roles within that have lagging value, invest in the talented employees. Offer the ability to reskill, as needed, and move into a different role. During times of prosperity, cross train employees. Provide training on skills that are internally forecasted with a high need.

Proactively identifying where cuts are needed, but allowing time to partner with those affected employees, shows the organization’s commitment to their employees. Redeploying employees can boost employee morale and demonstrate a view of solidarity and strength to internal and external stakeholders. Employees who believe that their organization is committed to their tenure and growth are more likely to stay within the organization reducing the loss of knowledge and talent.

For those employees who are redeployed into a different role within an organization, management must take into account that there will be varying degrees of emotion. Employees will run through a gamut of nervousness, excitement, and fear. Establish regular check-ins and monitor the transition into the new role. The redeployed employee is already familiar with the company’s culture and mission, vision and values so time to productivity should be quicker. Allow the employee to openly share their needs, goals and expectations for success.

Explore ExactHire Solutions

Workforce Redeployment Challenges

Not all employees will be supportive of workforce redeployment initiatives so there will be some attrition. For those employees who willingly leave the company, keep the door open and offer a warm welcome for a potential future return. Boomerang workers are employees who leave an organization and come back later to work for the same company. Harvard Business Review reports that 20% of employees who left an organization during the pandemic have returned to a previous employer. Losing talent is hard. It is even more painful for the organization if the talent built a positive rapport with colleagues. Provide a positive departing experience for talent who is voluntarily leaving. There is a solid chance they could want to return, and they might be the talent your organization is seeking.

Due to the nature and complexity of the scope of business, not all organizations can launch a mainstream workforce redeployment plan. However, often feasible opportunities exist to shift employees into roles that are conducive to company growth. Creative efforts must be made when examining the potential jobs and employees for redeployment. Create an internal network so employees can have a better understanding of other departments’ functions. Conduct skills assessments to identify skills transferable into different roles. Use an Applicant Tracking System’s (ATS’s) internal application to collect the interest of employees interested in other company opportunities. Maintain performance and employee records in a robust onboarding platform.

Conclusion

To offset financial loss and maintain a competitive edge, include workforce redeployment initiatives in the company’s strategic plan. Companies must forge through merciless storms of talent wars, evolving technology, pandemics, inflation and supply chain issues among many other barriers that disrupt operations and threaten a company’s existence. The loss of talent and the negative publicity that results from layoffs can be a one-two punch that can impede profits and even existence. Taking initiatives, such as workforce redeployment, can mitigate those losses and help keep doors open longer. Having an agile workforce is in an investment that pays in the long run.

What Should An Offboarding Process Look Like?

in /by

Onboarding and Offboarding can be tedious and confusing, Use ExactHire’s OnboardCentric to simplify and streamline these processes

Human resources professionals continue to maintain focus on the best practices for attracting, onboarding, and retaining top talent. But your company should also have processes in place for successful offboarding as well. Offboarding best practices, especially when implemented into your offboarding process, can help HR learn valuable insights. Learn more about what strategies and procedures you should be including in your offboarding processes, along with the advantages of having a dedicated set of steps and guidelines in place when it’s time to part ways with employees.

What Is Offboarding?

Often overlooked, the offboarding of an employee refers to the process involved when transitioning a former employee out of the company. Whether the employee is resigning, retiring, or management has decided termination is the best way forward, how an employee exits your company should have a dedicated process. Those processes may differ depending on the nature of the departure. But the existence of a strategized offboarding process is essential.

Why Is Offboarding Important?

Despite your best efforts, employee turnover is just an inevitable occurrence. Ultimately, your company will want to lay in procedures to shepherd those employee transitions gracefully, positively, and smoothly. It’s the offboarding process that will offer protections to avoid common mistakes for the employee and your company.

Here are just a few offboarding process benefits to consider:

  • Prevents legal issues
  • Mitigates company risks
  • Streamlines employee exit logistics and timelines
  • Allows for the collection of insightful feedback
  • Ensures employees transition on the best terms possible

Offboarding Best Practices to Include in Your Strategy

As you sit down to create or improve your offboarding process, start with key steps. For example, develop a process for documenting the employee departure. This might include a signature on a formal resignation letter or employee termination description. Other first-step actions include scheduling an official exit interview, communicating with the remaining team members, and communicating with necessary clients. Consider creating a flow chart that includes these primary steps along with timelines and various applicable tasks determined by the nature of the departure.

Explore ExactHire Solutions

What Offboarding Should Be

When carving out the steps for your offboarding process, be mindful to only include those necessary that:

  • Improve the separation experience.
  • Collect valuable insights that benefit HR.
  • Ease any potential friction for other staff, clients, or colleagues.
  • Protect your company assets.
  • Grow or improve the company.

What Offboarding Should Never Be

As you evaluate your offboarding strategy, stick with only those steps that improve or streamline the process. An offboarding process should never be:

  • A method of criticism to the separating employee
  • A last-ditch effort to keep the employee from leaving
  • An inauthentically nice formality without purpose
  • A disrespectful or passive-aggressive confrontation
  • A high-stress conversation

Offboarding Template and Checklist

For the most effective offboarding process and mutually beneficial experiences, consider following these checklist items and template suggestions.

Fairness and Respect: Every step and offboarding process enforcement should be conducted with transparency, fairness, and respect.

Loss Prevention: Every step should also be viewed through a lens of productivity, choosing the best methods for separating the employee in a way that does not impact company or departmental productivity.

Reason for Separation: The reasons for the employee separation should be agreed upon, signed off on, and well-documented.

Communication Chain: Include a series of professional communications to fellow team members, other company staff, applicable third-party vendors, and clients about the departure.

Property and Asset Management: Make swift arrangements regarding the reclaiming of company property and access removal from any company software platforms.

Transfer of Responsibilities: Prepare and allow for a transfer of knowledge and responsibilities, from training someone else to take on the role to briefing management regarding the status of projects or accounts.

Exit Interview: Create a process whereby a neutral party can facilitate an exit interview and encourage honest responses and feedback. Sample exit interview questions might include:

  • What’s your favorite aspect of working here?
  • Who do you admire here, in your department or otherwise?
  • How would you describe your experiences with your direct supervisor?
  • How would you describe your experiences with your co-workers?
  • Did this job or role live up to your expectations?
  • What could we have done better regarding your expectations?
  • Please provide suggestions for areas of improvement.
  • What is your impression of the company’s overall culture?
  • What are we not doing that you believe we should be doing as a company?

Offboarding Made Easy with ExactHire

While your company and HR teams are always looking to improve hiring and retention strategies, don’t forget to develop an effective offboarding process. Take advantage of all the valuable insights you can gather from departing employees and implement improvements. Make adjustments and changes to streamline how you manage these engagements and protect company assets. And when you need additional guidance to change your approach to hiring, including best practices for offboarding processes, let ExactHire be your guide!

3 Changes to HR in 2023

in /by

Want to streamline your hiring process? Use ExactHire’s Full Service Hiring service and forget about hiring struggles and just get the best available candidates for your open positions delivered to you!

The role of a Human Resources Manager looks a lot different today than it did just a few years ago. The responsibilities have shifted, as have the workplace landscapes. And the future of HR is going to depend on your company’s ability to adapt and grow in these new directions. HR in 2023 calls for a new playbook. And to ensure your HR teams remain flexible with emerging trends and diligent in connecting employees to career paths with brands they love, these are the insights you need to know. These are the three ways HR is changing the most.

1. Internal HR Changes

Some of the most notable changes in human resources will take place internally. Consider examining your current HR processes, internal structure, and policies. You might spot possible areas of improvement based on these emerging HR trends and changes.

Internal Organizational Ecosystems Will Change

Organizational design structure and change management will be a priority for HR in 2023. In fact, 53% of HR managers and 45% of their staff say they’re already experiencing fatigue from all the change. Chances are, your HR teams are fatigued, as well. New digital adoptions, changing workplace dynamics, and economic stress affect employees and leaders at every level. To provide relief, many HR teams are now focusing on changing up the ecosystem and prioritizing change management to minimize employee fatigue and disruption. Too much change or uncertainty, left unchecked, will lead to high turnover and reduced productivity.

HR Budgets Will Increase

Another change that will remain evident throughout the future of HR is the budget. Most HR executives say they anticipate increases in their organizational budgets. And many say those boosts in spending will be a sizable 4% to 6%. Those increased HR budgets will mostly be dedicated to efforts related to expanding the workforce, too. Recruiting and onboarding represent the biggest budget increase, while employee compensation drives investment increases as well.

Based on current HR management surveys, the top three priorities within recruiting and retention that call for bigger budgets include:

  • Finding and recruiting applicants from broader talent pools
  • Retaining the best employees
  • Maintaining and improving company culture, morale, and engagement

2. Employee Wellness Is a Priority

Another key shift you’re going to see in the future of HR involves prioritizing employee health, wellness, and experiences. A company’s employee retention strategies are more important now than ever before. And while more traditional methods of HR involve enforcing guidelines and managing strict procedures, today’s HR professionals are looking for better ways to engage and support employees.

Explore ExactHire Solutions

Employee Experiences Matter

The employee experience matters, and today’s HR managers recognize changes are needed to improve the workplace culture. In fact, roughly 47% of HR managers say significant changes have to happen to transform the employee perspective. Employees will only remain loyal and productive to their employers if they feel there is a compelling career path before them. And if at any point they feel devalued or disposable in any way, they’ll seek employment elsewhere. HR leaders are exploring these three areas the most to introduce improvements to the employee experience:

  • Expanding health, mental health, and wellness initiatives
  • Developing healthier food and affordable menu selections
  • Creating more educational programs to support and incentivize learning, certifications, and skills improvement

Flexible and Hybrid Work Environments Are the Norm

Your HR teams are already keenly aware of the need for hybrid work flexibility wherever possible. Of course, some roles are only effective with in-person or on-the-job reporting. But those departments and staff who can be just as productive or more productive working from home will need employers to accommodate those hybrid dynamics. And when your employees are working from home, the accountability and productivity metrics will need to change, too. Your HR leaders can expect to abandon any micromanagement efforts of yesterday and adopt new ways for off-site staff to remain accountable and productive.

3. Changes in Attracting, Hiring, and Onboarding New Talent

The third massive change in human resources to consider involves a slew of new perspectives and methods relating to hiring. Today’s recruiting landscape is vastly different from years past. And if your company needs top talent to facilitate growth and scaling, you’ll have a new playbook to adopt outlining improved methods for attracting, hiring, and onboarding new employees.

Skills Carry More Value Than Degrees

Your company might need to revisit job descriptions and role prerequisites. Recent studies suggest skillsets carry more value to employers today than traditional degrees or certified education. In fact, skills-based hiring has been up more than 60% in the last year. Make sure your hiring managers are placing enough value on candidate experiences without automatically disqualifying candidates who maybe lack a four-year degree. Focusing on skills will also help you to remove salary or career barriers for some two-thirds of the working population that doesn’t have a bachelor’s degree. Other advantages include more diverse workforces, broader talent pools, and increased time to hire.

ESG Reporting Will Attract Applicants

There are increased pressures from regulatory compliance and stakeholders alike for improved environmental, social, and governance (ESG) reporting. More than 90% of S&P 500 businesses publish sustainability reports. Dedicating efforts to develop and maintain a healthy ESG reporting system is contributing to executive-level compensation, improving how existing employees perceive their employers, and attracting new hires.

Key Takeaways for HR in 2023

Consider these HR changes happening now and start re-evaluating your current position relating to internal HR operations, employee wellness, and recruiting talent. And if you need guidance in this new realm of HR, connect with ExactHire! We can help you navigate the emerging trends and affect change within your departments so you can grow with the future of HR in 2023 and beyond.

Social Media and Employer Brand Awareness

in /by

“Don’t use social media to impress people. Use it to impact people.”

This quote by Dave Willis, an author, accentuates the power of social media in today’s society. Companies are vying for customers to buy their products and services along with competing fervently for key talent. To establish a competitive edge in recruitment and sales, companies seek to reach a global audience through their use of social platforms. With the use of social media, individuals are connected to each other through networks, connections, followers, and friends no matter their physical location. How can a company use social media to attract key talent?

How can an organization’s message sift through the noise to resonate with its target audience? Careful and genuine communication forges the way. An employer must communicate its culture and commitment to prospective employees and customers through authentic demonstration of its employer brand. The employer brand is an indicative view of what an organization’s workplace culture is. What it believes in and support. The motivation driving employees’ willingness to work and their productivity.

Social Media Reach

Social media is a consistent tool for communication and promotion. No matter the platform, whether it be LinkedIn, Facebook, Instagram, etc. an organization must use these tools to reach their desired audience. According to an end-of-2022 study conducted by Hootsuite, a leading marketing company, there are 4.74 billion social media users…4.74 billion people across the globe with differing socioeconomic characteristics and demographics who are searching for some type of product or place to work that makes their lives better. With an audience this large, the options for staffing and selling are endless. Provided your organization can craft a message that is effectively delivered to the portion of the 4.74 billion audience that is your target audience.

Before delving into communicating employer branding via social media, here are some statistics to reiterate the potential audience volume. YouTube is still the landmark platform for viewing video content. Hootsuite reported that YouTube’s social media audience of 2.51 billion people spend approximately 23.4 hours a month watching videos. TikTok is catching up quickly with users spending approximately 22.9 hours per month on the site. The average social media user spends nearly 2.5 hours daily scrolling through content. That is a lot of time searching and scrolling.

How to Utilize Social Media

Businesses need to examine their current marketing campaigns and see how social media is currently woven into existing campaigns. If an organization’s social media use is inconsistent or non-existent, it is time to revamp promotion initiatives. After identifying the staff member(s) who will be responsible for social media promotions and analyzing available funding, identify social platforms that are the most applicable for organizational activities. Use the business version of social media platforms. Business versions often have enhanced analytics for the company’s marketing team to analyze traffic and creative initiatives. Look at the organization’s marketing budget, specifically for social media outlets. Set spending limits as designated marketers learn what type of ads are most effective. Also to which audiences company reach outs are yielding the best ROI.

Make sure that the “About Us” area in each social media platform has contact information, company website and related links for convenience to the viewer.  Include links to social media channels in any visible opportunity such as company website headers and footers, email signature lines, newsletters, intranet, applicant tracking system and even onboarding software (you want your new employees to follow, right?). Wherever possible, have a blatantly visible “Follow us on…” with all the organization’s social media outlets listed for quick subscription. According to LinkedIn, 49% of professionals follow companies on social media solely for awareness of open jobs so make sure social media is robust and offers different opportunities for viewers to engage and connect.

What Should I Post?

Design a message that authentically communicates the organization’s culture. Seek employees’ testimonials, and communicate them in video format. Get the popcorn…ok, maybe not, but individuals are increasingly captivated by quick movies on social media. Driven by TikTok, short-term reels are taking over social media because of its engaging, attention-getting info in quick snippets. Incorporate short videos for the viewer to listen to the genuine reasons why working at the company is exhilarating. Display what the culture is like each day, not just when there are celebrations for milestones achieved.

Highlight departments and employees, both remote and onsite, in a spotlight series. Have new employees share why they chose the organization; for established employees, have them share why they stayed with the company for the multitude of years. Promote the organization’s benefits and commitment to work-life balance. Post a Q/A session with senior leadership to discuss trends and positive changes in the organization. Showcase specific internal and community partnership initiatives.  Use hashtags to correlate to positive events, but create a unique hashtag that is a consistent way to reach a diverse audience and attract awareness of organizational culture. Ask clients/customers to share their perspectives about the business. Include quotes and comments supporting activism and inclusion initiatives. Communicating what is real is the key.

How to Revamp Your Social Media

For those companies who have social media pages in existence but very limited content posted, it is time to revive those platforms and bring them back to life. Companies who are utilizing social media to communicate employer brand content need to have a content calendar. This helps manage posts and effectiveness. It is a fine line between under-communicating and oversharing so ideally, one post a day can be effective. Be ready to address complaints. The more visible and active an organization’s social channels are, the more likely customers will complain on those pages.

Offer to assist unhappy customers via private messages to keep negative discord to a minimum. When posting jobs on social media, consider the demographics of each platform’s users. Older employees with a longer work history will be more likely to search for jobs on LinkedIn as compared to Snapchat.  Facebook is the favorite social platform of the 35 – 44 old demographic while Instagram is the top choice for Millenials and Gen Z users.

Companies need to examine their social media campaigns. It is not just a tool to attract new talent, but it is also a means to keep current talent engaged. Encourage existing employees to follow and contribute. Entice followers to be active participants in discussion threads to posted questions. The more activity, the more publicity. Post and promote job listings within social channels to reach existing followers, and encourage followers to share posts to expand the target audience.

Conclusion

No matter the platform, authenticity generates trust and commitment between followers and a company. As with any relationship, communication between an organization and its followers takes time, effort and nurturing. The impact is made when a company demonstrates the motivation for its existence and how camaraderie drives its culture of inclusivity and productivity. The need to impress disintegrates because the company’s bona fide enthusiasm for its culture communicated through social media resonates distinctly to viewers and overcomes any distractions and noise from its competitors.

 

Follow ExactHire: Twitter | LinkedIn | Facebook