How To Ensure Your Employees Are Treated Equally and Fairly

 

 

We often hear a lot about the importance of equality in the workplace. Equal treatment, equal pay, equal opportunities for advancement are all vital to the continued success of not just an employee, but for a business as a whole. However, many employees are also looking to be treated fairly, opening up the discussion of equality in the workplace even further. While fairness and equality might appear to be the same thing, they’re distinctively different and it’s important that companies strive for both at every level of their organization.

 

As managers, leaders, and HR staff, this means employees are expecting you to make the workplace environment one where the office policies are clearly stated and applied equally and fairly across the board. They also expect changes to be made if an individual or group is being treated unfairly. This is especially important as the world has finally started being more aware of what Black, Indigenous, and People of Color (BIPOC)  are forced to deal with at their place of work on a day to day basis.

 

So, how can companies and leaders ensure that their policies are not only providing opportunities for equality, but also fairness?

Equality Isn’t Always Fair

Equality is not always the same as fairness. Equality, while important, can leave out factors that contribute to an employee’s role within the company. Being fair involves considering all of the circumstances and making appropriate decisions based on those circumstances. Employees’ needs differ depending on their circumstances and equality can often leave out specific needs. Equality is like supplying every employee a work laptop, fairness is giving a visually-impaired employee a laptop with braille.

Always Be Prepared for Change

Every employee, wherever they work, wants to be shown by their employer that they’re valuable, their opinions and ideas matter and that they have equal opportunities for professional development and growth. This means that issues such as favoritism in the workplace can wreak havoc on employee morale and can breed resentment toward the company which is another reason why it’s important to treat all employees fairly in the workplace

 

It’s not only important to have policies that promote fairness and equality regardless of race, gender, sexual orientation, and age, but it’s imperative to enforce those policies equally too. Taking a look at current policies and identifying where improvement is needed is one way to make favoritism less likely to occur. Are there any rules that favor a particular group of employees over the other? Are all employees aware of the company’s rules and policies, including disciplinary actions? Is there any room for questions or different interpretations within the company’s handbook? It’s also necessary to look at who is being hired and who is most affected by injury, job loss, and discrimination within the company. 

 

Being a fair manager means that “When you treat your employees fairly they focus on navigating the challenges in front of them. They feel respected, cared for, and they develop trust in you as a manager. Instead of focusing on gamesmanship or one-upmanship, employees focus on working towards individual and group goals.” When employees are respected and treated fairly, the whole company is often able to operate as a cohesive team with equal responsibilities and better communication. Moreover, fairness and equality not only contributes to better meeting these needs but can also protect vulnerable groups from getting injured on the job. 

 

While certain fields of work are more labor-intensive and thus have more opportunities for severe injuries to occur, it isn’t just the kind of work that is harmful. Oftentimes, there is an unequal amount of pressure to work in unsafe conditions, especially for Hispanic workers and other minorities. When the work environment and policies are centered around equality and fairness, employees are not only likely to be more productive and have higher morale but it can help protect workers from injury. 

Fairness Benefits Everyone

Working towards maintaining a fair and equal work environment is also vital to a business’s clients. Cultural diversity in the workplace not only benefits the company and its employees, but it could potentially save lives. For example, while discussing the dangers of a lack of representation, particularly in healthcare, some professionals explain that “A lack of cultural diversity in healthcare can lead to many problems, including stereotyping and unequal patient treatment — particularly in cases where cultural differences in healthcare expectations lead to poor patient outcomes. Indeed, negative results are arguably inevitable when there is an underrepresentation of cultural and ethnic diversity in leadership and throughout training.” 

 

Cultural diversity can be hard to achieve when a manager is constantly undermining, discriminating against, or holding BIPOC to a different standard than the other employees. A business is likely to have a higher turnover rate if its employees believe they are being treated unfairly. This can also lead to new talent avoiding the company for fear of discrimination. Businesses with such a lack of diversity are likely to suffer losses financially and, in certain fields such as healthcare, could be putting their clients at risk.  

 

One way to ensure that employees are treated fairly is ingraining that importance into the company culture. Make it something so valuable that the company, managers, leaders, and employees are always striving for fairness and equality. This will make the work environment a more welcoming place to report and discuss areas of discrimination or unequal treatment. It will also encourage employees to voice their opinions more to help further improve policies and practices. 

 

It’s never too late to start enacting change that will help ensure employees are being treated both equally and fairly. Having an open, ongoing dialogue on how to improve company policies and how leadership can deliver said policies appropriately can help businesses stay committed to being a welcoming, equal, and fair place for everyone.  

2020 The Year of Remote Work

It is only June, and thanks to COVID-19, people have declared 2020 as the year of remote work. While telecommuting seemed beyond reach in most industries only a few months ago, this year it has become a necessity. The pandemic has forced employers to come up with novel and successful ways to keep their businesses afloat. For this reason, many companies have asked their employees to work from home. Google has taken the whole matter a step further and advised remote work to its workforce for the rest of the year. Even though some might struggle with this work mode, it is actually quite beneficial for both employers and employees.

Most employees are used to going to work and spending eight or more hours in the office. At first, the sudden change of routine may be strange for them. However, once they recover from the initial shock, they stand to gain quite a lot.  Working from the comfort of their home can considerably boost their productivity and performance. Also, it can have a huge impact on their mental and physical health as well.

The employees no longer have to waste their time commuting. They will be more punctual because traffic jams and parking spaces don’t pose an issue for them in the morning. Once they log on to the selected platform, they are in the workplace ready to reach their daily goals. As a result, travel and accommodation expenses are significantly reduced. If the companies ultimately switch to this work mode, it will bring substantial benefits to the environment too. The reduction of toxic emissions and pollution raises awareness on environmental protection.

What worries employers the most in this situation is employee productivity and performance. There are many distractions at home and most employees are forced to turn their space for relaxation into an office. However, with the right internal communication app, the employers have nothing to worry about. Effective communication is one of the pillars of a successful business. These collaborative business solutions keep everyone well informed and on the same page. Dropbox, Google Hangouts, or Google Drive allows employees to communicate and cooperate on different projects and documents simultaneously. The social aspect of the workplace isn’t neglected as coworkers now use online group chats instead of the good old chatting by the water cooler. Still, for boosting employee performance, everyone has to agree on the preferred communication tool. Forcing tools and channels might cause the opposite effect.

While it seems the pandemic is coming to an end, its consequences are yet to be felt in the months to come. Among good things to come out of this mess is definitely a stronger bond between colleagues. When employees have good work relationships with their coworkers and managers, it positively reflects on the business. Friendship and team spirit largely contribute to creating a healthy work environment. Working under such optimum conditions improves employee productivity and spurs their collaboration. Managers now than ever have to invest time and effort in team building activities and a pleasant work atmosphere. As a result, the employees will maintain their sense of belonging and actively contribute to reaching the corporate aims.

In the long term, remote work may change the whole attitude about work and provide some new perspectives. Millennials are swooping in and along with talent, come with certain expectations about the workplace and work process itself. One of their priorities is having a healthy work-life balance. For this reason, the younger workforce is largely attracted by flexible schedules and working hours. This would enable them to provide for themselves and their families while also pursuing other activities. If the companies want to keep and compete for top talent in the future, they have to make fundamental changes in their management. Allowing the employees to plan their own schedule might prove to be crucial when offering jobs to potential associates. Similarly, instead of being compensated for the hours they spent working, they would like to be rewarded for their accomplishments.

To conclude, due to the unprecedented situation, most companies have started working remotely. Although it seemed quite a challenge, employers have discovered numerous perks of this work mode. Employees are right on time for work and the commuting expenses are significantly reduced. On the other hand, what is boosted are productivity, communication, and collaboration. Through proper communication channels, everyone gets timely updates. As a result, they complete work tasks promptly and without any delays. Besides, remote work enhances work-life balance which is one of the top priorities of the millennials. Their work-related expectations will without a doubt, shape the workplace and the whole work culture in the years to come.

HR Onboarding Techniques for New Companies

A startup’s onboarding process can be less process — and more improvisation. But as your company scales, a system is needed to get your new administrative hires started on the right foot. A Bamboo HR poll found that employees who quit in the first six months of being hired felt that the job wasn’t what they expected. More than half (54%) said they quit because they didn’t want to do the job any longer, or their role wasn’t what they expected from the interview.

Considering the amount of time and effort it takes to find and onboard a new hire, retaining staff should be a priority. And it all starts with the Human Resources manager and team — the employee’s first point of contact for onboarding. Across all industries, HR managers are hired for their abilities to communicate and present information. Here are some techniques and security tips for new HR managers to present the best possible onboarding process for their new hires.

Best Cybersecurity Practices for HR Professionals

The HR department is responsible for sensitive employee information, including:

  • Social Security Numbers (SSN).
  • Medical records.
  • Birthdate.
  • Home address and family member information.

In most cases, the sensitive information is kept digitally in computers or on the cloud. This practice is generally safe, but there are vulnerabilities you should look out for to prevent the data from being compromised.

Comply With Recordkeeping Regulations

Keep updated on federal, state, and local privacy laws on how records should be kept and make sure you and your department are following the rules. Regulations may change, so it’s essential to review your company’s process, compared to current laws, and update the company privacy policy as needed. Consider the following regulations:

  • Employee record retention: The S. Department of Labor outlines how long a company’s HR department should keep records. Employee payroll documents and collective bargaining agreements must be kept for at least three years. Time cards and employee schedules must be kept for at least two years.
  • Medical records location: The Americans With Disabilities Act requires employers to keep confidential medical records such as health exams, worker’s compensation history, and leave requests separate from employees’ personnel files.
  • Data breach reporting: HR professionals in California must notify employees if the company reasonably believes their personal information was accessed by an unauthorized individual.

Know the Proper Method of Disposing of Sensitive Paperwork

Disposing of employee data is a combination of company policy and federal, state, or local regulations. Know how long you should legally retain documents and data, as well as how your company disposes of it.

Sensitive records may need to be burned or sent away to an outside service to be destroyed in compliance with federal regulations. Following your company’s guidance on the disposal of data and documents is essential to avoid data being reconstructed, read, or distributed illegally.

Look Out for Internal Cybersecurity Threats

Most HR employees are aware of the danger of external cyber attacks from hackers, phishing, or viruses. But company software or an employee’s access to internal systems can also create threats.

An example of an internal threat is email. You send a requested employee file to the wrong email address and end up compromising your hire’s private information. To minimize internal threats, follow these steps:

  • Never use or disclose an individual’s full social security number in correspondence.
  • Turn off the auto-fill feature that remembers numbers or email addresses in your email and word processing programs.
  • Regularly run virus and malware checks on your company computers.
  • Take your cue from the healthcare industry and keep software and operating systems maintained and up to date.

Best HR practices for New HR Employees

Onboarding new hires is a critical aspect of the employee’s future in the workplace. The HR department is responsible for reinforcing the company’s image, projected during the recruitment process. Getting off on the right foot is essential. The HR department should implement specific practices to ensure new employees know what to expect on their first day and beyond.

Start the Onboarding Process the Day Before the New Hire Starts

The reasoning behind this step is so that everything is organized before the recruit arrives. Have employee handbooks and documents ready. Set up and equip the new hire’s work station. Create logins and email credentials beforehand. Make sure staff know about the new hire’s arrival and assign a mentor in advance. Having the important elements prepared in advance allows onboarding to go more smoothly on his or her’s first day.

Create a Welcoming Environment

The new hire’s first day sets the tone for the employee’s time at the company. A welcoming environment and a little creativity during the onboarding process doesn’t take much effort but makes a big impact on new hires. There are several elements that can create an ideal work environment — the office space, the initial point of contact, and the support team available to guide new employees. Consider these ideas:

Set the Stage With Good Lighting

The dark corner without a window can be demoralizing to staff. In fact, a study found that employees think good lighting is the No. 1 office perk. If your office environment lacks natural light, replicating the effect using certain lighting techniques can make a difference:

  • Create different lighting zones including overhead lighting, ambient lighting, and desk lighting
  • Use lightbulbs of a specific temperature (6500k) to replicate natural outdoor light and switch to LEDs to avoid overloading the office’s electrical system
  • Use light or white colors for surfaces and walls to reflect light and provide a brighter environment

Get Creative With Employee Perks

The best way to welcome a new employee to HR or other administrative role is with a surprise or an unexpected detail. Most new hires know what to expect on the first day — a pile of paperwork to be completed, handbooks to read, and an overload of information. But imagine welcoming them with a gift basket featuring a massage gift certificate, snacks, or a gift card. The small gesture could break the ice and shake the first-day nerves off.

Personalize the New Hire Welcoming Process

You’ve staged a well-lit environment that encourages productivity and created a thoughtful welcoming gift as part of the new hire onboarding process. Ensure new hires know what team members they can reach out to if they have any questions. Personally welcome each new employee and introduce them to key support staff, available to guide them through the initial work stages, to set recruits up for long-term success.

Onboarding for Future Success

Developing an effective onboarding process takes time. The effort will be worthwhile — your new hires are investments into your company’s future and should be given the best start possible.

Protecting their privacy with proper record keeping of their personal data, providing an environment that’s bright and conducive to productivity, supporting their growth in the company, and delivering on the promises made during the interview process will likely increase your chances of nurturing a long and successful work relationship.

Image Source: Pexels

How to Build a Positive and Healthy Company Culture

If you think back to the different companies you’ve worked at over the years, each likely left a different impression on you. This is because every company has a different company culture consisting of different of unique values, ways of operating, and management style.

Company culture matters because it not only helps create a unified workforce, it can also be a key to success. In fact, Deloitte’s core beliefs and culture survey discovered 94% of executives and 88% of employees agreed that distinct workplace culture is imperative to run a business successfully. The survey also found a correlation between those who described themselves as being happy at work and their company having a distinct culture.

Positive company culture can lead to more engaged employees who are fully-present and passionate about the work they do. After all, ultimately, employees want to have a positive experience when working at an organization — and it’s your job as a leader to provide that. HR plays a significant role in creating an office culture as it begins with hiring candidates whose beliefs and values fit into that culture. As Jessica Herrin, founder Stella & Dot states; “shaping your culture is more than half done when you hire your team.” On that note, here are ways you can build a positive and healthy company culture.

What is Company Culture?

When you think of company culture, what first comes to mind? Perhaps it’s a state of the art gym and having access to unlimited snacks, or maybe it’s the daily flexibility and laid-back atmosphere. While these can be elements of company culture, there is so much more to it.

Edgar Schein, author and former MIT professor defines company culture this way: “Culture is the deeper level of basic assumptions and beliefs that are shared by members of an organization, that operate unconsciously and define in a basic ‘taken for granted’ fashion an organization’s view of its self and its environment.”

In essence, company culture is about deciding what your values and beliefs as a company are and ensuring you have a team of people ready to live by them. Harvard Business Review concludes that there are six components of great corporate culture, which include:

  1. Vision
  2. Values
  3. Practices
  4. People
  5. Narrative
  6. Place

When all of these elements are fused together, you should have a differentiated culture, improved performance, and a lasting organization. But how do you go about creating a company culture that supports the fulfillment of your overall mission and business objectives?

Hire the Right Team

Your staff are the people that will embody and create the company culture, so they’re a good place to start if you want to improve it. It is imperative that you hire new employees based on cultural fit as they will create your company culture.

A job interview is a good way to help you hire for culture fit, but you have to go beyond the information you find on their resume. Ask questions that will give you a sense of their values such as what motivates them to do their best work, or whether or not they’re still friends with old colleagues. Behavioral assessments are another good way to see how they approached work situations in the past and if they’ll fit well with your team.

Once you hire the right people, you also have to familiarize them with the new culture. Shoe and clothing retailer Zappos did this by creating The Culture Book, which consisted of employees’ definitions of company culture. This is a single example of how you can get new recruits to understand your company, what you value, and how to function within the confines of these beliefs daily.

Prioritize Job Satisfaction

Satisfied employees are likely to be happier, better engaged, and more productive. For this reason, if you want a positive company culture, you need to ensure your employees are satisfied. Monster composed a list of top ten companies based on worker satisfaction, and one member of this list includes a holding company run by Warren Buffet. Just a few of the reasons his company made it there are reportedly because of the fun atmosphere, great leadership, diversity, and flexibility.

To achieve employee satisfaction, you need to find out what their needs are and how you can help them create a balance between work and their personal lives. Know that it also doesn’t have to be a guessing game as you can get feedback directly from your staff to enhance their employee experience. For example, if you receive feedback that there isn’t enough opportunity for growth and development, you could put training programs in place. If not, your most valued employees could choose to resign in favor of another company where they see themselves growing. Seeing as turnover causes employers hundreds of thousands every year, it’s a cost worth avoiding.

Next, acknowledging employees for the contributions they make to your organization is important. Research by Gallup found one of the main reasons an employee leaves a job is because they don’t feel appreciated. Recognize yours in a way that’s meaningful to them, such as by verbally praising them or sending out an email. For those that like to be recognized with rewards, you could offer employee stock options or another form of physical of financial incentive. It’s a way of rewarding them for helping the business meet their objectives which can have good returns in terms of productivity.

You can learn more lessons about company culture from successful organizations like Apple, Virgin, and Airbnb. Two key lessons incude the golden rule — essentially, focusing on how essential it is to treat your staff how you want to be treated. Doing so not only ensures your employees are happy, but it’s also a way to preserve the reputation of your company.

Lead by Example

When it comes to company culture, it’s critical that you lead by example. Good leaders should be able and always willing to listen and show empathy, as these are integral components of a healthy business setting. Being empathetic towards employees sends a message that their feelings matter and they are seen as well as heard. This, in turn, can help you develop a staunchly loyal and more connected workforce. Additionally, you’re teaching them how to behave and treat others within your company. When you see others embodying positive company culture, champion and encourage them.

Building a positive and healthy company culture isn’t a single day’s work. It requires the upholding of core values and consistency, and at other times, it requires tearing down values or old traditions that don’t resemble the company culture you’re aiming to build for the sake of integrity. At the end of the day, positive company culture is an impetus behind a thriving business.

Image Source: Unsplash

Creating an Employee Benefits Package that Will Attract and Retain Talent

As you may have heard, our economy is doing quite well, and the unemployment rate is lower than it has been in many years. This boom has led to more opportunities for qualified applicants to find their dream jobs, and now is the ideal time for companies to bring in the best and brightest. However, there is a lot of competition among companies, often in your same industry, so you need to come up with a benefits package that will not only attract the top talent but keep them with your organization for the long haul.

Times have changed, and meager benefits such as free coffee and soda or the company lunch now and then are no longer enough to draw in the best people for your business. Instead, you need to think bigger, with benefits that both make a candidate’s professional life better and improve their personal lives as well.

Flexible Scheduling

The idea of driving into the office every day to work eight hours with a 30-minute lunch is no longer as appealing as it used to be. In fact, over 88% of candidates reported that having a flexible schedule was one of the most attractive factors when considering a job. People want to have a work-life balance, so they are not too stressed at the office, and they have time to care for their loved ones.

Flexible schedules could mean split shifts where an employee comes in a few hours in the morning and then returns later that evening. It could also entail a modified week where employees work four 10-hour days and have a three-day weekend. With either of these routines, people can schedule their appointments or set a predetermined day to spend with family. This schedule could also help the company: when employees know that management trusts them to work flexible hours, they can also be more productive.

The opportunity to work remotely for at least half of the week excites about 63% of applicants because it lets them skip a costly commute, save money on clothes, and allows the chance to work from the comfort of their own home. Providing this opportunity creates a feeling of trust between the employer and the employee and can also increase productivity and improve their health. Again, this benefit is a win-win for the company as it cuts costs on office space, utilities, and equipment.

Health Plans

These days, health insurance is more important than ever. When a company provides affordable, comprehensive, and easily accessible health insurance, they show that they genuinely care about the health of their workers, and potential candidates see that. In some cases, the only place that a person can afford health insurance is at their job, so it makes a big difference. 

A good health insurance plan shouldn’t drain the paycheck and should offer plenty of options and plans from which to choose. Great health plans will have a soft spot for pre-existing conditions. So if a warehouse worker had a bad back and wanted to go to a new job, they would want to know that if they were injured again, they would still be covered with the health plan, or at least under workers’ compensation insurance

Wellness programs are also great perks and could include complimentary gym memberships, smoking cessation programs, or healthy food or snack options at lunch. Some companies also have a wellness plan built into their health insurance premiums, so if the employee passes regular health assessments, their monthly payment would be lower. This is a unique benefit, so candidates will surely notice if your business includes this perk. The point is showing the potential employee that you genuinely care about their wellbeing.

Benefits for the Future

Getting a new job is no small task, so when people look for a place to work, they want a company that they can stay with for the foreseeable future. They also know that life happens, and things can change as the years go by. A company with great benefits understands this idea. If they offer perks that encourage employees to live their lives to the fullest, then the employee will appreciate the business even more. 

For instance, companies that offer extended paid time-off programs give the employee the impression that they are free to live a life outside of work. The time off also provides the employee the chance to refresh so they can return to the job more focused and productive. Your business should also offer a minimum of six weeks of paid family or paternal leave for both mothers and fathers. Again, this gives the impression that your company cares about their outside life and offers parents a chance to cherish their children, so they are happy when they return to work. 

A good retirement plan shows the candidate that you are hoping to retain and mold them at your company for the rest of their working career and people like that kind of job security. Retirement plans might include a pension plan or a 401k with an employer match. Some of the more highly ranked 401k plans include an incentive like a 6% match after the employee puts in 1% of their income or matching 100% of their first 6% of contributions. Companies that want to draw in more talent for the long term should highly consider such options. 

In the end, a company that genuinely values its employees will stand the test of time. People want to know that they are not working for a faceless organization, but instead, a business that truly appreciates its top talent. Incorporate these benefits now, and you could see an uptick in quality candidates.

Image Source: Unsplash

The True Cost of Hiring the Wrong Employee

Image: Unsplash

Making one bad hire might not seem like a huge blip on the radar. However, the negativity associated with the wrong fit could send ripples throughout your organization. This can impact your business’s bottom line in a variety of ways.

Below are several ways hiring the wrong person can impact your business.

Budget

Taking the time to find the right candidate requires resources in time spent and the costs associated with paying for ads on job searching platforms. Then, when you bring the new hire in, there’s onboarding. After all of this, if the employee isn’t the right fit, you’ll have to repeat the process again, requiring more time and money spent.

How much could this cost your business? On average, one bad hire could set a company back $14,900 — and this is for just one employee. This number also doesn’t take into consideration the costs to replace them or to retain other employees. The Undercover Recruiter states bad hires cost organizations on average $240,000.

This is a sizeable expense that not only impacts your company’s bottom line, it can affect other areas of your business as well.

Employee Morale and Culture

Finding the right fit both from a skillset and culture fit perspective benefits both the new employee and your current employees.

However, what happens if the culture isn’t the right fit? A change in culture could lead to more stress on the job for everyone involved, especially if there are clashes in communication styles or a drop in production. In turn, this could result in your employees looking for other employment opportunities.

Rounding back to the budget, retention is a key driver of hiring costs. It isn’t cost-effective to hire the best fit alone, you also want to retain your employees, as this reduces training and onboarding costs and improves employee morale since everyone fits in together; this is why company culture plays a huge role in finding the right fit.

One bad hire could disrupt community continuity. While it’s good to hire candidates who provide fresh, valuable perspectives to your business, it’s also important to examine how they fit into the department they’ll be in. Will their communication styles mesh well with others in their department? Do they share the same occupational values?

These are important considerations because you want to make the transition as seamless as possible. When there are cultural disruptions, it can impact your company and the customers you serve.

Customer Experience

Your customer experiences are vital to your organization’s success. If you hire the wrong person in a client-facing position, then it’s your company that will suffer from a loss in sales.

The reason for this is that brands want to provide a unified approach to communicating with customers. This gives clients the perspective that everyone in the organization is on the same page — a key indicator of a well-run company. If you hire someone who doesn’t grasp or, even worse, doesn’t care about the company’s identity, this will show itself when speaking with customers. This could damage your company’s reputation irreversibly.

Driving Away Potential Hires

When prospective employees search for jobs, they have more tools at their disposal now than ever before. One way they examine whether a company is right for them is by reading employee reviews on sites like Indeed or Glassdoor. Some may also read customer reviews to gauge how well an employer treats their clients.

With these factors in mind, if you made the wrong choice(s) as it relates to hiring, employees will take notice of this. This could reflect in employee reviews of a company, as they question leadership’s decision-making abilities. As a prospective employee, reading these kinds of reviews will make you think twice about applying with them. After all, if there are inherent problems in leadership, how good can the company culture be?

Culture is everything to employees, and reputation is everything to employers. So, here’s how to hire the right candidates the first time.

Employing Best Practices

You want to take your time to find the best fit for your company. Doing this requires a concerted effort among everyone involved in the hiring process from senior and departmental leadership to even your IT team, who can use AI to help you craft accurate and engaging job descriptions.

Along with an accurate job description, you want to create benefit packages that attract and retain the best talent. This makes your employees feel valued and gives them more incentives to participate. Furthermore, when you do find good prospective candidates, it’s important to test their skills. This is where skill assessments are vital. Not only does this allow the candidate to showcase whether or not they can do some of the duties of the job, but it also tests the validity of their resume.

Lastly, you want to build a company culture that finds, welcomes, and nurtures the right fit for your organization’s needs. As part of this process, you’ll want to establish an onboarding program that clearly defines your company’s culture and how your employee(s) fit into it. This will help them transition into the role while also knowing what’s expected of them.

Ultimately, hiring the wrong employee can have a multi-pronged effect that could affect all areas of your business. By using these tips, you increase your chances of hiring the right employee the first time.

Tech-Savvy Hiring for a Remote World

There’s no denying the business world is going remote.

Over time, advancements in technology have grown to such an extent that the need to drive back and forth from an office is quickly becoming a thing of the past. In fact, some reports state that 70% of people around the world work from home at least one day per week.

Luckily, this revolution has provided human resource teams with a slew of new tools that make acquiring the best remote talent easier than ever. Video software, translation services, and applicant tracking systems are all helping companies around the world find the top talent, and the businesses that utilize them the best may come out ahead.

Preparing Your Business for Remote Work

Introducing remote employees into your company is not a process that can be taken lightly. Before you even begin to think about your staffing needs, you first need to ensure that your current systems are properly designed for remote work. It can be quite an undertaking, which can be made easier with professional user testing.

The process usually involves hiring a firm to find individuals with testing experience who will sign onto your systems and perform tasks and tests that you request. One of the most significant advantages of remote user testing is that you can use either local testers or individuals from around the globe. This independent testing will mimic the work environment of your future remote employees and give you validation that your systems are working correctly. Remote testing is also less time consuming, as you are not wasting resources by bringing individuals into your office.

In most cases, HR won’t be able to see the remote tester actually working through the tasks live and will instead get a recording at the end along with any follow up questions. Once findings are recorded and tweaks are made, a second round of testers should come in to ensure that all systems are ready to go. Testing should also be completed down the road as system updates are implemented.

Applicant Tracking Systems

Once your remote operations are up and running, it is time to find your employees. The first step of that process includes sending out a job listing and then receiving applications. When you open the flood gates and hundreds of resumes come flowing in, organization is key. This is where applicant tracking systems can save the day.

When applicants send in their resumes, the tracking system files and sorts the applications in order to present them to HR and the hiring manager in an orderly fashion. The manager can then use the system throughout the rest of the hiring process to set up phone interviews, collect background information, and send out final hiring paperwork.

As technology advances, so do the tracking systems, and current models can compile the resumes as well as “read” and rate them based on how well they match the job description. The significant benefit of using these systems is that they cut down on administrative tasks, and the quicker you can get your remote candidate through the process, the less likely they are to look elsewhere and opt for a different job. If you are looking to expand your remote operations over time, then you want to cultivate this positive candidate experience to create good word of mouth and avoid future turnover.

Advancements in Video Interviews

With the proper candidates selected, the selection process then moves onto the interview phase, and if you are looking outside of the local area, then in-person interviews may not be feasible. Luckily, advancements in video technology are making the process easier and as seamless as if the individual were sitting in the same room. One current trend is providing potential first-round candidates with a “one-way” interview where questions are supplied, and the applicant can answer them via video on their own time. This way, the candidates can feel less nervous and more natural, so that HR can get a better idea of their personality before the face-to-face video interview.

As time goes on, more advanced video interviewing software is coming into the limelight. Video packages, such as that developed by MyInterview, allow you to not only talk to the candidate live, but the software also uses machine learning to analyze the applicant’s answers for professionalism and reasoning skills. Another advanced program is VidCruiter, which offers a suite of tools, including a system that ranks candidates based on qualifications and intuitive filters that specify the candidates that you should interview first.

When reaching out to candidates on an international level, it is important to find the best candidates while keeping expenses in check. There are also potential language barriers to overcome. Calling the applicant with the help of an over-the-phone interpreter could help you to fill in the blanks. The last thing you want to do is miss out on a great employee simply because you can’t communicate properly.

The remote landscape is growing at a steady pace, and if employers want to stay ahead of the pack, they must utilize these remote hiring tools.

Image Source: Pexels

5 Tips How to Recruit Generation Z in Your Small Business

While Millennials are slowly taking over the workforce, Generation Z members aren’t far behind. Although their age span is not yet firmly set, they range from the nineties to the present age (e.g. 1995 and 2015) so they are easing into the business world. 

This is the generation who was born into smartphones, gadgets, and the Internet, and they feel at home with technology which is precisely the reason why you need them amongst your ranks, to stimulate your business’s progress. 

However, the traditional strict working atmosphere will not be appealing to Gen Z so you would need to make some changes to your recruitment process and the working conditions. With that in mind, here are 5 tips to help you find the optimal ways to recruit Gen Z employees.

Leverage on their love for technology

Generation Z loves its technology: as soon as they open their eyes, the first thing they reach for is their smartphones because they want to check what’s new with the world, if any of their friends wrote to them or if there are any work-related news. While older generations might become anxious because of a new software tool you introduced, a Generation Z employee will be the first one to enthusiastically try it out.

This means that, in order to attract them, you need to stay updated regarding the newest technology trends. In this way, you will make sure you facilitate certain aspects of work by eliminating menial work for the most part and that you become attractive to this tech-savvy generation. 

Visit relevant networking events

Posting an ad online is not the only manner to recruit Generation Z employees since this social group isn’t a slave to old trends. For instance, going to certain events and mingling with the attendees might help you find the talent you are looking for.

Just as Millennials, Gen Z has tremendous social awareness and often attend going-green events as well as those for charitable causes. If your business philosophy coincides with these causes, all you need to do is to choose one of the designs for business cards online, get them printed and hand them out to individuals who you consider great candidates. In this manner, you would know that the person coming to the interview is already a desirable candidate which shortens the recruitment process.

Show you care about health and wellness 

Gen Z is all about keeping fit and eating healthy and don’t be surprised if you learn that some of them refuse to own a car because they want to help the environment and be more active. Since a lot of them are known to cycle to work, it is good to have a bike rack in the building so they can leave their bicycles without the fear of having them stolen.

Also, having fresh fruit brought in daily will not significantly burden your budget but it will significantly improve your reputation among your employees, Gen Z ones in particular. If you have the budget and space, you should consider assembling a small gym so that they can work out after work or during their break if it helps them clear their heads. 

Offer growth opportunities

One of the strongest character traits that Gen Z members share is the anxiety caused by the feeling they are stuck in a place where everything stagnates. While previous generations might have enjoyed indulging in their routines and everything always functioning the same, this kind of working environment is the worst possible one for Gen Z as it would resemble a prison.

If there is no space for progress, for moving up the ladder, and shaking things up with new ideas, strategies, and tools, don’t be surprised if Gen Z members decide that they better look for another employment. To attract them and retain them, you need to offer challenges and be ready to embrace innovativeness and you will soon see how much good it would do to your business.

Keep them informed and involved

While some members of the older generations prefer to do one thing at the time, Gen Z cannot function without multitasking. Typing a report, responding to a teammate’s text about a project, while considering what to eat for lunch – this is just how their quick minds work. So, long recruitment procedures where they go through many steps which are weeks apart with somber periods of silence from their prospective employers are not going to cut it for them.

They like to be kept in the loop since you never know if they have other options and you might end up losing a talented employee because you didn’t contact them for a few weeks between recruitment steps. Also, since they are big lovers of video as a format, you can also include them making a short presentation video about them and their work experience as a part of the process.

Wrapping up

Generation Z will take over the business world in a not so distant future, so it is wise to get a head start because it can also mean gaining a competitive advantage. Instead of being the one who joins the race once it already started, think proactively and start adapting your working conditions and atmosphere to the upcoming generations who will rule the business world.

New ServiceNow Research Highlights What Employees Really Want

Perks at work have become a source of pride and a competitive differentiator for companies vying for top talent. Stocked fridges, catered meals, on‑site fitness facilities, laundry services and complimentary transportation are just a handful of popular perks companies offer to lure new employees. But according to new research by ServiceNow, an effective way to build an engaged and productive workforce is giving employees a better employee service experience during big moments and even small ones in between.

ServiceNow’s “The Employee Experience Imperative” Report, which studies the service experience at work, reveals that employee enthusiasm for work peaks at the start of a new job, but wanes by 22% shortly thereafter. Where are employers missing the mark? The findings tell us that employers aren’t supporting employee’s basic needs on a day‑to‑day basis during the employee lifecycle: 41% still struggle to obtain information and answers to basic questions, like finding a company policy or resolving an issue with their equipment. Furthermore, only 41% believe their employers make it easy to select their equipment before their first day and only 51% of employees believe their employers make it easy to receive equipment necessary to perform their job responsibilities at the onset of their job.

Employees today – regardless of their role or generation – want to be heard and valued, and they want an employee experience that suits their needs throughout their career with an organization,” said Pat Wadors, Chief Talent Officer at ServiceNow. “If an employee’s experience is lacking at the onset of their new job, the impact for some employees can likely be felt until the employee’s last day. By creating beautiful and meaningful experiences and an environment where work gets done efficiently, employers will benefit from a more engaged and productive workforce.”

Pat Wadors, Chief Talent Officer, ServiceNow
Pat Wadors, Chief Talent Officer at ServiceNow

Where Can Employers Improve? Mobile Work Experiences

One‑third of our lives is spent at work. And, employees want their experiences at work to be more like their experiences at home – like having mobile technology at their fingertips to make finding information and accomplishing tasks simple, easy and convenient. In fact, more than half (54%) of employees expect their employers to offer mobile‑optimized tools at work. Yet, the majority (67%) report not finding it easy to complete necessary paperwork on a mobile device before their first day and only about half (52%) of employees have been allowed to use a smartphone or tablet to access employee tools from HR or other departments. However, those who do have such access self‑report higher productivity than those without these mobility tools. This is a miss for employers who haven’t yet introduced mobile self‑service to their workforce, especially for those aiming to retain and attract millennials, as over half (59%) expect employers to provide mobile‑optimized tools.

A Generation Gap? It’s Smaller at Work Than You’d Think

Baby boomers and millennials aren’t so different at work, after all. Across the four generations that comprise today’s workforce – baby boomers, Gen‑Zs, millennials and Gen‑Xs – employees want a better experience at work. The research found that, across generations and departments, employees are losing faith in their employers to deliver positive employee experiences:

  • Less than half (48%) of employees believe that employers are invested in improving the employee experience;
  • More than half (61%) of employees rate their employers poorly based on a negative experience with personal leave;
  • Less than half (45%) of employees feel that their opinions and perspective matter to their employer. However, millennials (43%) are more optimistic that employers will address feedback when compared to baby boomers (35%);
  • Only 37% of employees believe that employers automate processes to improve the worker experience; and
  • Less than half (44%) of employees believe employers provide them with easy access to information from HR and other departments; the same number felt they did not have access to the information vital to their job on day one.

A positive experience at work strongly correlates high employee net promoter scores (eNPS)– meaning, employees that create great employee experiences are likely to have more loyal, satisfied employees. That’s real business value.

The Biggest Recruiting Challenge and 3 Effective Ways to Tackle It

Learn how to successfully tackle the biggest recruitment challenge – talent shortage! 

binoculars-blur-close-up-63901.jpg

What is the biggest recruitment challenge?

Recently, we did an extensive audit to find out what is the biggest recruiting challenges HR professionals struggle with. To find out, we talked with our customers, reached out to the talent acquisition community and consulted global talent acquisition studies and research.

What we found out is that talent shortage is the No. 1 hiring challenge today. A study by the National Federation of Independent Business has found that 87% of HR professionals reported “few or no qualified applicants” for the positions they were trying to fill.

Unfortunately, this problem will only get worse. According to the McKinsey Global Institute study, in 2020 companies in Europe and North America will need 16 to 18 million more educated employees that are going to be available.

So what can you do to successfully tackle this common recruiting challenge?

Top 3 strategies to tackle the talent shortage

Here are the top 3 strategies guaranteed to help you tackle the biggest recruiting challenge – talent shortage:

1. Attracting passive candidates

According to LinkedIn’s research, 70% of the global workforce is made up of passive talent who aren’t actively job searching. If you want to attract these passive candidates, you need to define and implement an effective employer branding strategy. You need to tell a compelling story about your company, showcase your company culture and get candidates excited to join your team.Create an attractive, responsive and branded career site and career blog, where you can present your employer brand and show candidates why your company is a great place to work. You’ll do that by presenting photos of your employees and your office, sharing employee testimonials and writing about the interesting projects and new technologies your teams are working with. 

2. Sourcing candidates

Unfortunately, building and presenting an attractive employer brand isn’t enough. Passive job candidates aren’t actively looking for a job, so they won’t be checking your career site – unless you give them a reason. In order to get their attention, you need to proactively reach out to your perfect candidates.

But first, you need to find them. Luckily, with modern recruitment tools such as TalentLyft, you easily scour the web and find great candidates with just a single click. Once you find them, make sure that you send them effective, personalized cold recruiting emails

3. Building talent pools

Finally, you need to build your talent pool and fill it with candidates eager to join your company. That way, you will have a pool of interested, qualified candidates you can tap into when you have a job opening. 

There are many ways to build your talent pool. You can invite potential candidates to join your talent network, fill your talent pool with attendees of your local events, workshops and meetups, organize online webinars, open career days and job fairs, etc.