Posts

Back to School: Balancing Parental Responsibilities and Work

in /by

As the summer draws to a close, parents and guardians face the annual transition of sending their children back to school. This period can bring a mix of excitement and anxiety, as families adjust to new routines, schedules, and responsibilities. For working parents, balancing the demands of a career with parental duties can be particularly challenging. In this blog, we will explore strategies to help working parents navigate the back-to-school season, ensuring a smooth transition for both work and family life.

Establish a Back to School Routine

One of the most effective ways to manage the dual responsibilities of work and parenting is to establish a consistent routine. This includes setting regular wake-up and bedtimes, planning meals, and scheduling homework time. A well-structured routine can help reduce stress and ensure that both work and family obligations are met. For instance, setting aside specific times for school-related activities can prevent the last-minute scramble that often accompanies a busy workday.

Communicate with Your Employer

Open communication with your employer is key to balancing work and parental responsibilities. Many employers are willing to offer flexible work arrangements, such as adjusted start and end times or remote work options. If you anticipate needing flexibility, discuss your needs with your manager and explore possible accommodations. Transparency about your situation can help your employer understand your commitments and support you during this transitional period.

Utilize Technology

Technology can be a valuable ally in managing the back-to-school season. Digital calendars and scheduling apps can help keep track of school events, parent-teacher meetings, and work deadlines. Additionally, many schools now use online portals to communicate with parents and share important information, such as assignments and grades. Staying connected through these platforms can streamline communication and help parents stay informed about their children’s academic progress.

Delegate and Share Responsibilities

Balancing work and parenting is not a solo endeavor. Sharing responsibilities with your partner, co-parent, or other family members can ease the burden. For example, one parent can handle morning drop-offs while the other takes charge of after-school pickups. Delegating tasks such as meal preparation, laundry, and household chores can also free up time for both work and family activities. It’s important to communicate openly with your partner or support network to ensure a fair division of labor.

Set Realistic Back to School Expectations

It’s essential to set realistic expectations for both work and home life. Recognize that it may not be possible to excel in every area at all times. There will be days when work demands more attention, and others when family needs take precedence. Being flexible and adaptable can help manage these competing priorities. Setting boundaries, such as designated “family time” or “work hours,” can also help create a healthy balance.

Prioritize Self-Care in Back to School Routines

In the midst of juggling work and parental responsibilities, self-care often takes a backseat. However, maintaining physical and mental well-being is crucial for managing stress and staying productive. Whether it’s a morning jog, a yoga session, or a few minutes of meditation, finding time for self-care can recharge your energy and improve your overall outlook. Additionally, ensuring that you get enough sleep, eat a balanced diet, and stay hydrated can make a significant difference in your daily routine.

Stay Organized

Organization is key to managing a busy schedule. Create a family calendar that includes work commitments, school events, extracurricular activities, and important deadlines. Color-coding different activities can make it easier to visualize and manage the various responsibilities. Keeping a dedicated workspace at home, free from distractions, can also help you stay focused during work hours.

Seek Support When Needed

It’s okay to seek help when the demands of work and parenting become overwhelming. This could mean enlisting the help of a babysitter, hiring a tutor, or reaching out to friends and family for support. Additionally, many workplaces offer employee assistance programs (EAPs) that provide resources for stress management, counseling, and other support services. Utilizing these resources can provide relief and help you manage the back-to-school transition more effectively.

Embrace Flexibility and Adaptability 

The back-to-school season can be unpredictable, with unexpected challenges and changes. Embracing flexibility and adaptability is crucial for navigating this period smoothly. Whether it’s a last-minute school closure or a sudden work deadline, being prepared to adjust your plans can reduce stress and help you stay on track. Keep an open mind and be willing to pivot as needed.

Conclusion

Balancing work and parental responsibilities during the back-to-school season can be challenging, but with the right strategies, it is possible to manage both successfully. By establishing a routine, communicating with your employer, utilizing technology, and prioritizing self-care, working parents can create a harmonious balance between their professional and personal lives. Remember, it’s essential to set realistic expectations and seek support when needed. With patience and adaptability, you can navigate this transitional period and set the stage for a successful school year ahead.

Enhancing Employee Retention: HR Practices for the Modern Workplace

in /by

In an era where talent is a pivotal asset for any organization, employee retention emerges as a critical challenge for human resources (HR) professionals. With the dynamic nature of today’s work environment, retaining top talent requires more than just competitive salaries; it necessitates a holistic approach that addresses various facets of employee satisfaction and engagement. This blog post delves into strategic HR practices that can significantly enhance employee retention, thereby fostering a thriving and sustainable workplace.

Understanding the Importance of Employee Retention

Employee retention is essential for maintaining organizational knowledge, sustaining productivity, and fostering a positive workplace culture. High turnover rates not only incur direct costs related to recruiting and training new hires but also impact team morale and the overall performance of the organization. Therefore, implementing effective retention strategies is paramount for HR professionals aiming to build a resilient and competitive business.

Comprehensive Onboarding Process

A robust onboarding process lays the foundation for a long-term relationship between employees and the organization. An effective onboarding program extends beyond the first week of employment, encompassing mentorship programs, ongoing training opportunities, and regular check-ins. These initiatives help new hires assimilate into the company culture, understand their role and expectations, and build meaningful connections within the team.

Career Development and Growth Opportunities

Employees today are increasingly looking for roles that offer personal and professional growth. HR departments can foster retention by creating clear career pathways, offering continuous learning opportunities, and supporting lateral moves within the organization that allow employees to explore different roles and departments. Encouraging professional development not only keeps employees engaged but also ensures the organization develops a skilled and versatile workforce.

Competitive Compensation and Benefits

While not the sole factor, compensation and benefits remain crucial to employee retention. Regular market analysis to ensure competitive salary offerings, alongside comprehensive benefits packages that address health, retirement, work-life balance, and employee wellness, can significantly enhance job satisfaction and loyalty. Tailoring benefits to meet the diverse needs of your workforce can also set your organization apart as an employer of choice.

Foster a Positive Company Culture

A positive company culture, characterized by open communication, mutual respect, and recognition, plays a vital role in employee retention. Cultivating an environment where employees feel valued and heard encourages commitment and reduces turnover. HR can lead initiatives that promote team bonding, celebrate achievements, and facilitate a supportive and inclusive workplace.

Employee Retention through Engagement and Feedback

Engaged employees are more likely to stay with an organization. Regular engagement surveys, suggestion boxes, and feedback mechanisms enable HR to gauge employee sentiment and identify areas for improvement. Acting on feedback demonstrates to employees that their opinions matter and can lead to meaningful changes in the workplace. Additionally, involving employees in decision-making processes can increase their sense of ownership and commitment to the organization.

Work-Life Balance and Flexibility

The modern workforce values flexibility and a healthy work-life balance. Flexible working arrangements, such as remote work options, flexible hours, and part-time opportunities, can significantly contribute to employee retention. By accommodating the varying personal needs of employees, organizations can foster a more satisfied and productive workforce.

Recognize and Reward Contributions

Recognition and rewards are powerful tools for reinforcing positive behavior and contributions. Whether through formal reward programs, performance bonuses, or simple gestures of appreciation, acknowledging employees’ efforts boosts morale and encourages loyalty. Personalized recognition strategies that reflect the unique achievements and contributions of individuals can be particularly effective.

Conclusion

Employee retention is a multifaceted challenge that requires a strategic and proactive approach from HR professionals. By investing in comprehensive onboarding, promoting career development, ensuring competitive compensation, fostering a positive culture, engaging employees, offering flexibility, and recognizing contributions, organizations can significantly enhance their retention rates. These practices not only contribute to a more stable and motivated workforce but also support the long-term success and competitiveness of the business. In the quest to retain top talent, it’s clear that a holistic approach, centered on the well-being and growth of employees, is key to creating a thriving and sustainable workplace.

Optimizing HR practices for employee retention is not just a strategic imperative but a competitive advantage in today’s dynamic business environment. By focusing on the needs and aspirations of employees, HR can lead the way in building resilient, engaged, and committed teams ready to drive the organization forward.

 

The Comprehensive Guide to Job Postings

in /by

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

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

Utilizing Your ATS

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

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

Accurate Job Postings

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

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

Explore ExactHire Solutions

 

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

Engaging Job Postings

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

 

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

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

Conclusion

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

8 Ways You Can Improve Your Hiring Experience

in /by

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

Recognize Why a Great Hiring Experience Is Important

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

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

Application Process

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

Resume Screening

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

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

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

Candidate Communications

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

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

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

In-Person Interviews

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

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

Reference and Background Checks

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

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

Bonus Tips for Enhancing Your Hiring Experience

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

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

Trust ExactHire

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

5 Ways to Create a Positive Work Environment

in /by

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

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

Open and Honest Communication

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

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

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

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

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

Promote Work-Life Balance

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

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

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

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

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

Recognize and Appreciate

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

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

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

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

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

 

Explore ExactHire Solutions

 

Invest in Professional Development

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

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

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

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

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

Foster a Positive Work Culture

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

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

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

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

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

Conclusion

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

2023 Hiring Challenges: How to Prepare and Fix Them

in /by

Hiring challenges are robust and consistent anytime of year, use ExactHire’s ATS to minimize these challenges and get you the best candidates on the market.

No matter how revolutionary your product or service is and no matter how innovative your solution is, your business won’t grow without high-value staff. Your bottom-line results are directly connected to your ability to attract, hire, and retain incredible workers. And today’s workforce and hiring environment are challenging. In fact, these are the top 2023 hiring challenges, along with insights to prepare for and fix them. 

Attracting Diverse Workforces

As an employer, you’re feeling the pressure to expand your company culture to be more inclusive and diverse. However, trying to attract and retain a more diverse workforce can be challenging. To improve your efforts and attract more diversity to your teams, it starts with a shift in company culture. Consider redefining your company’s position on inclusivity and diversity. And from there, branch out by developing targeted recruiting strategies that open the door to more applicants. Look for job fairs and networking events that specifically support underrepresented groups. Additionally, create diversity position statements in your job descriptions and throughout your online marketing. 

Finding Top-Quality Candidates

Another 2023 hiring challenge you’re likely facing involves finding top-quality and high-value candidates for your key positions. The competition right now for skilled candidates is fierce. Those applicants with the rooted experience you need are going to be tough to find. But, you can expand your recruiting efforts to include a more robust presence on the job boards. Be open with your marketing channels, like social media and your website, about unique job openings. Tap into your professional networks to create buzz about your role and ask for referral candidates. The top-quality candidates you’re looking for may also be working elsewhere right now. So, look to develop a strategy for connecting with passive candidates who may be ready for a career change but aren’t actively looking.

Remote Hiring Challenges: Job Candidates Need Flexibility 

It’s a worker-driven economy right now, meaning employees and job seekers have more opportunities to consider. Yes, they need to work. But they’re also being choosy about which positions to apply for and the companies they work with in the end. Regardless of how you feel about remote working dynamics, today’s workers need that flexibility and won’t change careers without it. But there’s more to flexibility than just remote and hybrid work. As an employer, you can offer more flexibility in terms of redefining working hours or work weeks. Consider implementing more progressive approaches to work-life balance initiatives that place value on employee experiences. 

Applicants Want the Opportunity to Explore New Skills

Internal mobility is the order of the day. And to address the 2023 hiring challenge relating to workers who want to try new things, you’re going to need to adopt a more comprehensive approach to internal promotion and in-house opportunities. Employees are more often looking to transform their careers in new directions. And they’ll stay with employers who routinely offer opportunities for continued learning, additional certifications, and new skills in other departments. To fix these hiring challenges, look to internal growth initiatives. When your new hires and existing employees show interest in exploring new paths, provide them with the roles and opportunities so they can continue to grow and improve – with your company and not someone else’s.

Explore ExactHire Solutions

Skills-Based Hiring Carries More Weight

If you’re struggling to find and hire top talent, take a look at your job requirements. The days of strict educational requirements and industry experience are in the rearview mirror. Today’s companies are adopting a more skills-based approach to hiring, seriously considering candidates with relatable skills and trainable characteristics. Create your job descriptions in a way that outlines the precise skills needed for the role. Instead of a bachelor’s degree in marketing, be open to those who have relevant experience with marketing on social media, content creation, or email campaigns. Broaden your lens to include skills, and you’ll broaden your pool of worthy applicants.

Retaining Your Best Talent

Hiring challenges in 2023 also extend to retention strategies. Once you do find great workers, you’re going to have to prepare for the challenges related to retention. This means sitting down with your current staff and gathering feedback about what they value most from an employer. And then, create an attractive strategy for keeping your best team members for the long term. Consider more comprehensive benefits packages, increased job flexibility, improved company culture, competitive compensation, and professional development opportunities. 

 

Prepare to address the unique hiring challenges in 2023 with these insights rooted in data and the latest hiring trends. And when you need a partner to help facilitate your new strategies, let ExactHire be your guide!