Take Your Company to The Peak by using WordPress

WordPress is a platform for a wide variety of website. Any user of WordPress can be very known to the word CMS. CMS stands for the content management system as the name suggest that what it will do. WordPress is the most popular and powerful content management system. The basic fact is that it is very easy to use and it also desirable for all the types of brands, businesses as well as professionals. So through this, it is automatically understood that what its actual need is.

Plugins is one of another term which is used here. To enhance or to extend the functionality of any website or a blog, it allows that to extend its features. Almost 52,000 plugins are available at word press. It enables the users to get the custom functions and features according to their specific needs. Eight new data tables are added by the WordPress MS for each blog. Prior to version 3, It supports the one blog at a single installation. A separate database table is required for the multiple copies that may be run from various other directories. Now the WordPress multi-user can allow multiple blogs with a single installation.

WordPress forms the backbone of the web

WordPress is the backbone of 17 percent of the web. One who wants to create a website then he doesn’t want to take or any basic template, that doesn’t give that much value to the website. But due to WordPress themes which are more likely to be preferred by everyone. That gives a different or next level view to the website. It also has some key components which set the most suitable theme from the rest of the others. WordPress has the element which is at the best and next level that is all about themes. These themes are available in both paid as well as free also, it gives a new path to a better website towards the best website.

Remove the boring effects on your website with the advanced features of WordPress themes:-

Themes play a very important role in making a website drastically interesting, which gives the extreme value to it. This can be only done if everyone will aware about its advanced features that what actually they are providing right now, this will enhance the value of your website.

  • Widgets

The most lovable feature of WordPress and like by the users of word press. Every popular theme contains custom widgets. Some of the widgets are placed beyond the sidebars in the footer, header or below the content, etc. this will show the popularity of widgets, as well as of word press. Inclusion is must as most of the designer wants to get those widgets which match to the overall theme. It saves time and works when widgets have a part of the theme. Everyone interested in saves their time and give that valuable time to something else.

  • Best design

a large number of people go through the information from mobile phones and tablets, use of theme allows people who use it to show the content clearly in spite of any device. There is a very simple reason for choosing the responsive theme. It is not necessary to maintain the multiple sites and content across the device. 60 new WordPress responsive themes are compiled recently by Tripwire Magazine. These themes include bootstrap themes, custom layouts, a zurb foundation based, etc. are there. Responsive design is very necessary for every website which gives it a new direction.

  • Sharing

It is the most common term used ever as sharing can be done with the help of social media. Themes are flexible and expandable to the number of social networks supported. The designer should have a look at the themes that allow sharing on social media like Facebook, Pinterest, twitter these are the most common and popular social sites. The best theme helps you to reach your content to more and more viewers which continuously sharing it on the social media through various sites. These tools are only built in the most popular themes without any addition of plugins.

  • Retina display

Now the customers are buying HD devices and retina displays. The quality of image and visualization of a particular picture matters a lot these days. It’s true for the WordPress theme also. Nowadays there is a huge number of retina ready options present and also growing at a faster rate also become a demanded feature. The images which are retina ready looks amazing on any of the devices that is why it values more than any other. The quality of the image is sharper as like the fonts. Retina ready themes maintain their quality when zoomed.

  • Search Engine Optimization

Actually, users won’t be able to the feature in search engine optimization which is included in the WordPress theme. All in One SEO pack is that feature which is very important in choosing a theme. The theme has a huge impact if it comes from SEO. Search engine readability of the website content, indexable content and some other SEO specific features supports like micro formats and Dublin Core. It is important to ensure that your WordPress site, permalink structure for URL’s is using or not.

  • Bundles

As the term bundles suggest the package and here it is known as a design bundle. The designers include a variety of new design to make a complete design package. To launch and to promote a site the things which are required are managed in that package that is why these packages are that much popular. Newsletter integration is the most popular bundle feature available.

Conclusion

Responsive design is at the top of the every wish list in the word press. The popular themes have the best technological features, and these are user-friendly. The themes must be different for different purposes. Everything must be considered carefully including the type of website development you need before applying or choosing any theme for the website. This will help you reach at the top within a short time.

Bio

Trudy is a Business Tech Analyst. He is very responsible towards his job. He loves to share his knowledge and experience with his friends and colleagues.

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Inclusion Of Videos And Images Ensures Better SEO And User POV

You may have the best website designed but still not get the best SEO results as expected. You may even have included images and videos in it but your SEO ranking may not have bolstered to the desired level. In such situations you can ensure better ranking signal and bolster your SEO strategy through some user research.

Use if proper images and videos in your web pages will ensure more than 94% impressions as compared to pages that have only text on them. You can use Google Image Search for browsing such images and videos as this will ensure that you have more than 63% of your traffic will visit the source of the web page if you use this search feature.

It has been prove through different researches and studies that more than 75% of marketing professionals and business owners agree to the fact that a video content has a positive impact on visits to the websites of their businesses and conversion rates.

This is due to the fact that videos are the most easily and effectively consumed type of content. Research says that about 55% of all visitors watching a video in full and about 32% of the others usually skim through it. All in all, it can be said that a video content is not only in high demand but is also very effective for online marketing for several good reasons.

Use it correctly

To meet with the huge demand for visual content and to enjoy the rewards of it, you will need to use the visual content correctly. To start with, you will first need to know the most common places to include the visual content on your site. You must also consider other aspects such as:

  • Header and featured images
  • Informational and sales landing pages
  • Product pages with video and image galleries
  • Video backgrounds and testimonials
  • Tutorials and explanatory videos
  • User generated content from social media channels
  • Info-graphics and
  • Blog supportive imagery

You will need to use the visuals with intent to provide better user experience and increase the value of your website. Ideally, a website that has strategic and relevant images and videos as you will find used in tayloright will be a step ahead of the others.

Lessen the inconvenience

The primary objective to use images and videos is to create a better impression, a long lasting impact in the minds of the visitors and to lessen the inconvenience and work of the users to understand the entire content of the page.

You have to make sure that the image is well-chosen and the video is well-composed for a better SEO. This will ensure that the video speaks in volumes about the content as well as the overall message of the brand, product or services.

You must also use these images and videos to provide new opportunities for back-linking. Using web graphics, charts and tables embedded with data will make your site undeniably attractive and appealing to human eyes. People will not only click on your sites but will also share it with others automatically improving your SEO.

Pros and Cons of Group Interviews

When should you use a group interview? Discover the advantages and disadvantages of conducting group interviews!

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Group interviews: A totally different interviewing experience

A group interview is a job interview with multiple candidates being interviewed in the same time.

Conducting a group interview is quite different than conducting a regular one-on-one job interview or a panel interview, which has multiple interviewers but just one candidate.

Conducting a group interview requires profound interviewing skills because interviewers have to manage a group and observe multiple candidates at once.

Although group interviews are more demanding for interviewers and candidates, they have several important advantages.

In this article, we will examine them so you can evaluate how they fit with your hiring needs and decide if they worth your time and effort.

6 key advantages of a group interview

Group interviews have many advantages compared to classical, one-on-one job interviews.

Here are some of the most important advantages of group interviews:

  1. Reduce time to hire

In group interviews, interviewers can evaluate multiple candidates in the same time slot, thus saving the time needed that would otherwise be spent on scheduling and conducting many one-on-one interviews.

  1. Reduce cost per hire

Group interviews are much more affordable than one-on-one interviews. Interviewing more candidates at shorter time result with a significant reduction of costs associated with interviewing process, including revenue costs and HR professionals’ fees.

  1. Offer a unique opportunity for observing candidates in the group setting

Group interviews offer a unique chance for employers to see how candidates function in a group. By observing how a candidate behaves in a group and work with others, employers can easily find candidates with impressive teamwork and even leadership skills.

  1. Reduce interviewing biases

Group interviews are often conducted by more than one interviewer. Reduced bias and inaccuracy are just one of the many benefits of collaborative recruiting. Multiple observers of the same candidate behavior are proven to provide a more accurate evaluation of candidates.

  1. Are a great way to see candidates’ skills in action

Group interviews allow interviewers to directly observe candidates’ soft skills in action, instead of only relying on what candidates say about themselves. Group interviews offer a unique opportunity for interviewers to test candidates’ teamwork, communication and stress management skills.

5 key disadvantages of a group interview

As all other interviewing techniques, group interviews have certain disadvantages as well. Here are the key disadvantages of group interview you should consider.

Group interviews:

  1. Require special highly skilled interviewers

  2. Are not suitable for every personality type

  3. Are only useful for certain positions

  4. Offer no anonymity

  5. Are impersonal

Are group interviews the right choice for your hiring needs?

Conducting group interviews is a good fit for hiring needs of employers who:

  1. Want to fill a position quickly

  2. Need to fill multiple similar positions

  3. Need an effective way to screen a large number of similar applicants

  4. Want to find great communicators and potential leaders

  5. Are interviewing recent graduates.

If you decide to take a chance on group interviews, check out The Best Guide for Conducting Group Interviews!

What HR Professionals and Employees Can Learn From Motivational Speakers

What do human resources professionals and motivational speakers have in common? For starters, they both provide inspiration and tips on how to engage employees.

So it makes sense that the best HR pros strive to bring motivational speakers into the office in an effort to encourage employees to do the best work they can do. Whether your teams are feeling uninspired or even jaded, struggling to meet previous goals, or your company is pushing in a new direction, it may be a good time to invite an inspirational speaker for some outside guidance.

Let’s consider at a few things HR professionals can gain from listening to motivational speakers and why it’s important for employees as well:

Employees Want to Know HR Cares

If your company does hire a speaker, look at it as an investment in your employees. By investing in employees, the company is showing that you care about them and their work. There are many ways to show your employees appreciation, and having a good motivational speaker come in is just one tool.

“The best motivational speakers deliver a quick snapshot into the ideal attitudes, behaviors and mindsets for a high-performing organization,” according to The Meerkat Motivator. “Their invigorating one-hour keynote talks inevitably ignite a series of teachable moments.”

In turn, HR can take what they hear and learn from inspirational or humorous stories and apply it in a genuine way to fit your corporate culture. HR professionals may come up with their own ideas to incorporate as a result.

If HR learns new ways of thinking and teaching, and shares it with employees, it shows employees/teams that the company is invested in their career development and care about them as people too. When employees are happy, they are less likely to leave the company they are working for.

A Motivational Speaker Breaks Up the Monotony

Office attitudes can get pretty stagnant sometimes, especially if people see and hear the same things day in and day out. An outside, fresh perspective can help employees look at challenges and problems differently and may not even see them as such. A motivational speaker may have the ability to look beyond the daily grind because they aren’t entrenched in it every day.

“One of the greatest advantages that a motivational speaker has is that they are outside of the daily processes,” says business writer Alfred Stallion. “Instead of being bogged down by the daily grind, they can see the bigger picture and will probably see the way forward much clearer and easier than your staff, or even you, will see it. Their expertise in the field can be used to provide a new perspective and reinvigorate the staff and you to push the business in a new direction.”

At the same time, employees sometimes just need to be reminded that they are doing a good job from an outside source. Staff that are consistently good at their jobs often get overlooked and eventually can feel unappreciated.

Maybe they just need a pep talk that they are doing a good job from an expert who isn’t necessarily associated with your company. However, the motivational speaker may have experience in the industry you’re in and can give you insight into what other companies are doing, provide a new point of view, and motivate staff.

What Kind of Speaker Do You Want?

Perhaps the speaker doesn’t need to be related to your industry. Maybe he or she is there to simply encourage the employees by sharing their life viewpoint or maybe how they’ve pulled themselves up by their bootstraps.

“Motivational speakers don’t necessarily need to be related to your industry,” according to an article on CultureIQ. “Instead, these speakers re-energize your employees through their stories and approach to life. Motivational speakers are particularly appropriate when morale is low or the team is heading into crunch time.”

Even if people generally get along within the office environment, it never hurts to have a pep talk. Meanwhile, some companies need more innovation introduced to them because that’s what they are seeking to stay on top of their game. A motivational speaker can address new ways for employees to tackle their work, share their entrepreneurial story, or talk generally about creativity or innovation.

Conclusion

As we head into a brand new year, your company has probably already set new goals for the year and identified weak points that need addressed. Now may be a good time to bring in a guest to talk about what skills the company needs to be successful and the importance of work/life balance.

Whatever the reasons are for bringing in a motivational speaker, hiring one may be a good opportunity for human resources, managers, staff, business owners, and the company as a whole. Everyone should be inspired to work a bit harder. Sometimes people just a reminder that what they do matters. Purpose in your work life is a good thing, and sometimes all that is needed are some inspirational words to help define that purpose.

4 Challenges of Recruiting Foreign Workers

One of the most overlooked and undervalued aspects of today’s life is transportation. We often forget the troubles our ancestors faced when trying to go from one country to other. Travel time was measured in months, often by foot and with scarce food, while having to face the risk of getting robbed and/or beaten. Meanwhile, not a single five-star hotel in sight.

Today people don’t have to worry about such problems, but many others arise while recruiting the right foreign workers. But why go through all the trouble? Well, even though hiring internationally doesn’t equal with hiring remotely just in Britain foreign workers create an economic boost of over 210 billion pounds per year. Foreign workers are more productive, happier, complain less and don’t quit so easily.

Hitting the Mark

Finding the right foreign worker is all about searching for him in the right location. Spread too thin and nothing is accomplished but a bullseye in the wrong target also misses the spot. First, examine your own needs. Do you require a skilled worker? Or are you broadening your trade options? Different zones in the world produce different results when it comes to recruitment.

When searching for skilled workers, look for places with the high number of unemployed graduates or for countries that are in a transition period or are emerging economies. For instance, countries in the Balkans are known for the latter while Scandinavian countries are already oversaturated with a qualified workforce.

Language Barriers

Proper communication is crucial for successful navigation of the workplace. This especially applies for skilled workers which will often require complex instructions. In a nutshell, both sides aren’t on the same page yet.

Businesses have no issues when everyone is local and can easily reach the right person for some questions and answers. But when foreign workers come into the equation it becomes more important than ever to keep everyone informed.

Some companies mitigate this by educating their new foreign employees in a multiway approach, helping them to learn the language in the workplace or by outsourcing this education to specialized PTE classes. This way, those businesses kill two birds with one stone, considering those classes are also used as a proof for language knowledge in visa gaining process.

You may also try dedicating a member of the staff with helping out in communicating with the newcomers. This way, by putting in an effort, you not only alleviate some of the pressure all foreign workers face but also show care for integrating new members. So, if they aren’t having a successful communication at least one member of the staff can mediate until they learn new language.

The Right Type of Recruitment

In today’s virtual age, it’s all too easy to choose the easy way and try performing international recruitment phase without ever going face-to-face.  Which is going to land you with a lot of problems later on.

Without seeing someone in person you miss out on the most important part of communication called non-verbal communication. All those gestures, micro-expressions, body language gets left out, and with it, your intuition and that gut feeling about someone and their character.

Of course, sometimes going to another country just for recruitment may not be an option; traveling costs or your own engagement at the workplace could be an issue. If that’s the case, try finding a representative on the ground while international recruitment is in the process.  

This way, you show a human version of your business to potential recruits all the while receiving a complex and personal impression about them. Alternatively, make use of local recruitment agencies that will work with your HR on the ground.

Reaction to the New Environment

Almost 25% of HR that work with this subject say that stress-related with adapting to a new environment represents a significant problem. It’s a two-sided issue, first, the impact of it cannot be measured until the end of candidate relocation, and if it becomes too big, it often creates significant losses in terms of relocation cost or wasted recruitment.  

This is why overcoming this problem should be your main focus in the employee integration phase. Preparation before relocation, suggest resources and materials so they know what to expect when coming. Encourage them to come before starting the job so they have the necessary time to adapt.

Be proactive and adaptive if they cannot. Offer any support you can, so a transition (a hard period in itself) goes as smoothly and painlessly as possible. And remember, every individual has their own type of reaction that varies by intensity and length, some people get used to new things immediately, and some will always have a hard time adapting.

To summarize: search in the right places in the right way. Help your new employees in their acclimatization period and be supportive in any way you can. In the end, both parties will end up happy.

Top 25 Questions You Should Ask in Your Exit Interviews and Surveys

Asking these questions will help you retain your best employees and attract new talent!

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The importance of asking the right exit interview or survey questions

Unfortunately, most employer neglect exit interviews and surveys. In the current candidate driven job market, it is understandable that most employer rush into recruiting to find a suitable replacement.

However, conducting exit interviews or surveys is a crucial part of the offboarding process, both for the departing employee and the employer. Exit interviews provide closure for both parties.

But exit interviews and surveys are especially useful for an employer. Effective exit interviews can help improve the company’s bottom line by reducing turnover and​ ​the​ ​associated​ ​costs ​of​ ​hiring​ ​and​ ​training ​new ​employees.

In order to reap all the benefits of exit interviews or surveys, it is important to ask the right exit interview questions.

Selection of the best exit interview questions

Here is the list of the top 25 exit interview questions you should ask in your next exit interview or a survey:

Reasons for leaving the company

  • What prompted you to start looking for another job?
  • What was the biggest factor that led you to accept a new job?
  • What makes your new position more attractive than the present job?

Job satisfaction

  • What did you like most about your job?
  • What did you dislike the most about your job?
  • Did you have all the tools and resources you needed to effectively do your job?

Work rewards

  • Were you happy with your benefits, perks and other incentives?
  • Do you think our company offers competitive compensation for your position?
  • Do you believe your work was adequately recognized and appreciated?

Workplace relationships

  • What was your relationship with your manager like?
  • Did you get along well with your team members?
  • How would you describe your working relationship with your colleagues?

Learning and advancement opportunities

  • How would you evaluate the quality of the training you received?
  • Was the feedback you received about your performance timely, helpful, and specific?
  • Do you feel like you’ve had enough opportunities for growth and career advancement at our company?

Company culture and work environment

  • How would you describe our company culture?
  • What could be done to make this company a better place to work?
  • Is there a culture of teamwork and cooperation within the organization?

Workplace policies and procedures

  • Do you think our company’s policies are adequate?
  • Have you ever experienced any discrimination or harassment while working in this organization?
  • Do you have a say in the organization’s policy changes?

Employee brand ambassador score

  • Would you recommend our company to your friend as a great place to work? Why?
  • Would you consider working with us again in the future?
  • On a scale of 1 to 10, how would you rate your employee experience in our company?

Bonus exit interview question

  • What skills and qualifications do you think we should look for in your replacement?

Want to learn more about exit interviews and surveys?

➡️ For useful tips and best practices on conducting effective employee exit interviews and surveys, check out The Ultimate Guide for Conducting Effective Exit Interviews!

4 Reasons to Implement HR Technology in 2019

Technophobes have long feared that technology would take away jobs. The truth is, however, technology is not actually taking away jobs, but rather giving businesses the ability to do more with the same number of workers. In fact, tech investments can actually help increase revenue, which gives businesses the ability to hire more employees rather than having to lay them off. HR technology can be leveraged by growing businesses in particular to develop and strengthen their practices, often at very little cost. This year, 45% of large companies and 51% of mid-sized companies say they plan on increasing their spending on HR tech, according to Sierra-Cedar. Here are 4 reasons why you should too.

Design an Effective Hiring Process

Finding and recruiting new staff is one of the most laborious and time-consuming tasks that an HR rep has to do – particularly if they are not doing it effectively. If they are not finding and hiring the right people the first time around, they just have to keep doing it again and again until they get it right. Finding the right people can be a challenge, however, because in truth traditional screening methods give you very little information about a candidate to go on before making such an important decision.

Resumes and even interviews only give a snapshot look at someone’s full potential, when you really need a 360-degree view. Personal biases will also always play a strong role in the hiring and recruiting process, no matter how hard we try to identify and eradicate them. Machine learning and AI, however, can help overcome any number of these issues. AI can screen candidates based on both temperament and skill set to find candidates that have both the skills and the right traits to fit in with your corporate culture.

Save Money by Automating Repetitive Tasks

In 1975, just over 10 million students enrolled in college, in spite of low tuition costs and a low cost of living. In 2018, in spite of skyrocketing tuition costs and an average debt load of $40,000 for graduating students, more than 20 million students enrolled in college. By 2025, Millennials will make up more than 75% of the labor force and more than 50% of them say they would take a pay cut to find work that matches their values. A full 90% want to use their skills for good.

Unfortunately, while 56% of millennials believe that an individual should stay at a single company for more than 20 years and 90% of respondents in a recent Bridge survey said they are looking to grow their careers within their current companies, a Nintex study showed that 53% said they don’t expect to stay at their companies beyond five years, thanks to broken processes. What does all this mean? It means no one wants to spend upwards of $40,000 on an education just to spend every day doing work a monkey can do. Not only does automating processes save time and money, it frees your employees up from mindless tasks to focus on projects that matter.

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Offer Digital Employee Training

What employees don’t want to do is a never-ending series of mindless tasks that a monkey could do. What they do want to do is be constantly learning, growing and developing. In fact, a 2015 Deloitte Millennial survey found that out of 7,800 future leaders from 29 different countries, only 28% said they felt their current organization was making full use of their skills.

While most Millennials grew up with technology in some form, only 36% of Millennials and 29% of Gen Z believe they have the skills and knowledge they’ll need to thrive in the burgeoning world of Industry 4.0. While respondents were certainly interested in continuing to build their technicals skills, their greater concerns were in regard to a lack of training in building interpersonal skills, developing more confidence and engaging in ethical behavior—all of which they consider essentials for business success.

Increase Employee Productivity and Satisfaction

Not only can technology help you to better educate and train your employees to prepare them for advancement, but it can also help you better manage their progress. There may be nothing more frustrating for an employee than expending the time and energy to learn a new skill set only to have it sit unused and unacknowledged.

Modern HR tools are able to help managers effectively analyze and predict staff needs accurately and track progress far more effectively to help significantly improve productivity and increase job satisfaction overall. Technology can help managers better identify quietly consistent star performers that might otherwise slip under the radar as well as allow employees themselves to single out their peers for praise.

Contrary to the fears of many technophobes, technology is not actually poised to take away jobs. What it is poised to do is to take on the kinds of tasks that humans find frustrating, repetitive, boring or even dangerous. This can free up humans to do what they are best at: interact, design, create and innovate. But only if businesses use technology effectively to help them better manage their resources. While hiring may be one of the most important and time consuming tasks HR departments may perform, if you don’t actually manage your human resources well, hiring (over and over) is all you will ever be doing.

How Surveys Can Help Improve Both External & Internal Company PR

Information serves a large variety of purposes in business. Specifically, looking back through annual information can help a business determine where their shortcomings are, as well as their strong points, which can help them decide what areas of their business they should grow or scale back on. There are a few ways to gather this data, but depending on the information you’re looking for, surveys are often the best way to understand both the internal and external perception of your business.

Survey Uses for Management

Company surveys can indicate a lot of things about a company, such as receptiveness to customers and employees, and caring about quality and ambition. When a company holds surveys within their personnel, either for specific departments or general employees, it can sometimes indicate that there is a business practice concern they are trying to work out. Depending on what questions are being asked of their workers, surveys often gives employees the impression that their company cares about them and that if there are concerns they want to bring up, they can be addressed.

If you’re considering using a survey to gain an understanding of employee satisfaction or what employees are looking for in the workplace, make sure you use an effective survey method that follows guidelines for effectiveness to achieve optimal results. This may include a platform that will allow you to ask both open- and close-ended questions, as well as survey channels that are convenient, like SMS. Another important aspect of surveys is to ask the right questions by using careful phrasing in order to receive the type of response you’re looking for.

Employee surveys can help your company come to solutions regarding business structure changes you’re considering making. They are a good way to gauge interest if you’re seeking to begin outsourcing work to freelancers rather than in-house workers. Although these decisions can be controversial, 11 percent of the U.S. workforce get their full income from gig economy, so it’s not uncommon to do so. In fact, there may be a significant number of employees seeking the benefits of gig economy work, such as heightened independence, flexibility, and at times better pay. If you’re gauging employee interest for a change like this, a survey could help your company establish goals surrounding prospective changes.

Improving External Company PR

Surveys can also provide companies with an idea of the areas that your PR team should work to address. A company’s reputation can be instrumental to its success, and if there’s any ongoing speculation about areas of your company, your PR team should be dedicating resources to addressing them. It is then up to the company to make both internal and external changes to get down to the root of the problem.

Although seeking out client reviews is generally a good practice, especially considering that most individuals seek out company reviews before getting involved with a company, surveys allow companies to receive a more thorough understanding of the customer experience. It also gives customers and clients a chance to voice their concerns before any incident that occurred becomes so overlooked that there is no hope in getting their business back.

Although clients are arguably the most important audience for a company, a business cannot succeed without all of the cogs in the wheel that keep the business turning; such as clients, employees and suppliers. It’s important to have a skilled accounting department prepared to handle accounts for your business to ensure suppliers are receiving the attention they need. If your company takes too long to pay clients and vendors, it reflects poorly on your company’s reputation. Therefore, if there are ongoing issues in this field, your company may want to consider adopting accounts payable automation to help facilitate these processes.

If surveys indicate low satisfaction rates due to a lack of innovation or slow growth within the company, consider incorporating some new tech trends that are capable of redefining your business. These can include hiring cybersecurity professionals to limit the number of IT incidents and incorporating AI, chatbots and predictive analytics to help with hiring processes. New technology can help facilitate many steps in business, and by finding small ways to innovate, your company can start to improve its internal and external perception.

Surveys can be helpful in understanding where you company stands to improve and can give you an idea of the ways your clients and employees want to see you innovating. By regularly surveying personnel, as well as clients and other companies you associate with, you can ensure that satisfaction is high and that any ongoing issues are taken care of before they become a PR concern. Internal and external company PR are both almost equally important, and it’s vital to the success of your company to ensure you’re taking care of both.

10 Ways to Attract and Hire Diverse Candidates

Here are 10 easy ways to attract and hire diverse candidates and make by making your recruiting process more inclusive!

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Diversity hiring: Employers’ top priority in 2018

Achieving workplace diversity was the top priority for employers in 2018.

The first step in building a diverse workforce is to hire more diversified candidates.

According to LinkedIn’ survey of 9,000 talent leaders and hiring managers across the globe, the number one global recruiting trend was diversity.

Diversity hiring in 2019

Diversity hiring isn’t a passing fad – it’s a smarter way to do business in the global market. A diversified workforce is more than just an item to be checked off form your employer branding list – it a real competitive advantage.

According to research, diverse companies:

10 ways to attract and hire diverse candidates

Here are 10 easy ways to make your recruiting process more inclusive in 2019:

1. Recruit from diverse talent pools

In order to hire diverse candidates, you need to consider widening your talent pool. Have you tried proactively sourcing and adding veterans, autistic people, ex-offenders, LGBTIQ people, people over 40, people with disabilities, etc. to your talent pool?

2. Advertise your jobs through diverse channels

Make an effort to reach diverse candidates by placing your job ads in additional magazines, websites and forums visited by underrepresented groups or dedicated to minorities.  

3. Leverage diverse job boards

Post your job ads on diverse niche job boards. Here are a few examples of diversity specialized job boards you can try out:

4. Offer targeted internships and scholarships

Create and offer internships and scholarships to people from underrepresented groups. Contact minority organization on colleges and ask for their help in promoting your internships and scholarships among their members.

5. Highlight diversity on your career site

Highlight your company’s commitment to diversity on your career site by listing it as one of your company’s top values. Make sure you include photos and quotes of your diverse employees as well!

6. Highlight diversity in your job descriptions

Go beyond regular “equal employer” phrase. Find creative ways to encourage diverse employees to apply for your open job positions. A simple sentence of encouragement could mean a difference to a diverse candidate and make your job description stand out!

6. Ask for diverse referrals

Explicitly ask your existing employees for diverse referrals. Offer innovative employee referral bonuses to your employees who recommended candidates from underrepresented groups in your company

7. Introduce a diverse interview panel

One of the benefits of collaborative hiring is avoiding unconsciousness biases. Thus, make sure that your interviewing panel includes a diverse selection of your employees.

8. Teach your recruiters how to avoid biases

Train your recruiters to be more sensitive on diversity issues. Organize diversity training where your recruiters will learn how to avoid bias in recruitment.

9. Create diversity recruitment videos

Create a recruitment video dedicated to the topic of workplace diversity. Interview your CEO and employees and ask them to share what a workplace diversity means to them.

10. Showcase your company’s diversity practices on your career blog

Writing about diversity is a great blogging idea for your company’s career blog. Let the world know about all your diversity initiatives and efforts!

 

Top 5 Workplace Diversity Statistics

Discover the top 5 statistics related to workplace diversity and its benefits!

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What is workplace diversity?

Workplace diversity is a term which refers to a company which employs people of varying characteristics, such as gender, age, religion, race, ethnicity, cultural background, sexual orientation, religion, languages, education, abilities, etc.

The importance of workplace diversity

Workplace diversity has many direct and tangible benefits. Employee diversity and inclusion programs are not just nice-to-have HR initiatives – these programs have a direct impact on the company’s bottom line.

Companies with more diverse workplace are not just seen as a more desirable employer, they also outperform competitors and achieve greater profits.

Top 5 workplace diversity statistics

Here is the list of the top 5 statistics related to different benefits of diversity in the workplace:

Workplace diversity statistic #1

  • Companies with more diverse workplace make more money.
  • Companies that have more diverse management teams have 19% higher revenue.
  • Source: Boston Consulting Group (BCG)

Workplace diversity statistic #2

  • Workplace diversity leads to innovation.
  • Inclusive companies are 1.7 times more likely to be innovation leaders in their market.
  • Source: Josh Bersin research

Workplace diversity statistic #3

Workplace diversity statistic #4

  • Workplace diversity generates higher job acceptance rate.
  • 67% of job seekers said a diverse workforce is important when considering job offers.
    Source: Glassdoor

Workplace diversity statistic #5

  • Companies with diverse workforce outperform its competitors.
  • Racially and ethnically diverse companies outperform industry norms by 35%
  • Source: McKinsey

How can you improve your company’s workplace diversity?

Hopefully, these statistics have prompted you to learn how to build and manage workplace diversity in an effective way in your company too!