5 Employee Engagement Strategies all Leaders and HR Experts Should Know

Employee engagement is a broad concept we use to describe actions and solutions that further our organizational goals, but also improve employee morale, happiness, productivity, wellness, and more. You see, there are many benefits to engaging your employees, but if you focus solely on improving your bottom line through employee engagement, you’re almost certain to fall short of your goals. Why? Because you can only engage your employees effectively if you have their best interest at heart, and if you do, you can expect them to go above and beyond for your company and its goals.

This is something that all experienced leaders and HR experts should know and abide by, because you can’t build long-term success and sustainable growth on the backs of unhappy workers. So, what does it actually take to boost employee engagement? Let’s take a look at what you can do right now to inspire, motivate, and empower your workforce to take your company forward on all fronts. 

Nurture open and honest communication

The COVID-19 pandemic has been very transformative for the modern business sector, forcing companies to adopt the remote work model or risk losing business and going under. In the post-pandemic world, you can expect remote work to remain a powerful driving force for many businesses, including your own, but there are certain challenges that you need to overcome. For one, you need to overcome the challenge of maintaining efficient communication with a decentralized workforce.

There is nothing that can hinder engagement in your team like poor communication, and this goes for in-house teams as well. Whether everyone’s working from home or if you’re running a semi-decentralized workforce, you need to improve your communication to keep your employees engaged.

Make sure to build your communication on the pillars of honesty and transparency. Check in regularly with your employees to provide guidance and assistance, and inquire about their wellbeing, which should be one of your top priorities. 

Build brand commitment through mutual causes

Some of the most engaged and driven employees are the ones who think highly of their employer. If you want to build a stellar employer brand, you need to look beyond the financial incentives and focus on aligning your values and the causes you stand for with those of your employees. This is how you build employee loyalty and commitment, and it’s how you can inspire them to achieve better results efficiently and effectively.

To start, you need to get to know your employees and what they’re passionate about. Whether it’s conservation and sustainability, fair trade and equality, animal welfare or anything in between, your brand needs to stand up for the same causes. It’s also important to weave those values into your brand narrative, the workspace, and your communication with every employee. 

Provide company cars or help with car insurance

In many ways, a personal vehicle is one of the most valuable assets you can own, but not every employee can afford their own car. That’s why companies have their corporate vehicles, and you can use yours to incentivize your employees to carpool to work to reduce their carbon footprint. 

For the employees that have personal vehicles, consider helping them with their insurance policies by covering a portion of their premiums. Choosing quality car insurance will get you a tailored plan and a personalized premium, so you should have no problem covering a part of the cost for an exceptionally productive employee as a sort of a reward and an incentive to keep doing good work. It’s a simple yet effective way to reward your workers with a gift that actually brings value to their everyday life.

Invest heavily in your company culture

Now more than ever before, HR experts need to invest in company culture in order to keep the team working together, and retain team cohesion during these trying times. In fact, employee engagement is driven by this culture first approach, which you can build on the pillars of trust and co-dependence, honesty and transparency, as well as equality and diversity. 

By nurturing a positive culture in your business, you will not only motivate your employees to do better work, but you will also boost loyalty and happiness while enhancing your employer brand in the process. 

Support and incentivize wellness

Employee health, both mental and physical, should be one of your top priorities if you want to keep the most talented individuals at your side and if you want to elevate happiness and productivity. The pandemic has brought many uncertainties into their lives, so now’s the time to show that you put your people first by tending to their needs and empowering them to take good care of their health.

For one, you can redo your menu and start offering only healthy meals in the cafeteria. Next, motivate your employees by giving them discounts to fitness centers, and consider organizing wellness-oriented team-building activities. Don’t neglect mental health, either, and make sure to conduct regular psychological evaluations to check if any employees require professional support and guidance. 

Over to you

Employee engagement is so much more than organizing a taco Tuesday or a casual Friday. If you want to truly take your company to new heights of success, you need to go above and beyond for your people, and that means engaging them with these tried-and-tested tactics that will empower them to push your company forward.

Tips for Buying a Recruitment Business

Starting a brand-new venture is an exhilarating decision, but it might prove to be too much for so many in the current economy and competition. The fact that the recruitment industry is growing is inspiring many to kick-start their agencies, but if you’re more inclined to purchase an existing agency, then you might stand a better chance to succeed. You can use the business’s current reputation, expand on its image and client base, and not to mention the key people that have brought the business to life.

There are many options you can consider, from investing in a franchise that might be location-specific, all the way to purchasing an entire agency to expand the business with your expertise and know-how. Some mistakes are inevitable, but you can definitely avoid most. Here, you can learn more about buying an existing recruitment business, to make the most of your investment and set your new company up for success under your own leadership.

Consider keeping the core decision-makers

Assuming that you’re looking to purchase a stable business with a strong bond with the local community, you should keep in mind that people make that business much more than the brand name alone. It might be tempting to let go of everyone in charge and all the core staff, but this is not always the most prudent way to go about the purchase. Instead, consider discussing the option of retaining some, if not all of the key workers, especially decision-makers.

You can still run the business and grow it as the main investor and the CEO, but the existing recruiters and managers staying on will be your greatest assets. They are the ones with all the client connections and successful case studies. Talk it over with the seller and see if there’s a way to work it into the contract. 

Do your homework

You might be excited about the transaction and the negotiations might have been long already, but you should never land on a deal before you do all the necessary research. Collecting industry data to understand the trends and forecast any changes, understanding the existing client relationships with the agency, and getting to know the staff properly will decide the future of the business.

Think of it as another workplace and assess its levels of safety, both for the short and the long term. Can you say with some professional certainty that this business has a strong future with the local community and its existing client base? Are there any gaps in the onboarding/offboarding strategies the agency is using both internally and in the talent selection process for their clients? Make sure to understand the ins and outs of the business before you buy it.

Get location-specific legal guidance

Knowing the industry is one thing, but the process of buying a business has so many intricate, legal steps that you should always ask for professional guidance on the matter. Not to mention that each country has its own unique legal frameworks in place for such transactions precisely. If you’re looking to buy a Sydney-based business, you’ll need to work with experienced lawyers in Sydney whose expertise will help you protect your investment.

They not only know the local market, but they also know what kind of potential legal difficulties you might be looking at upon inspecting the company. Working together with financial experts, you can see if the company has a clean track record, with no fraud looming in the background, and of course, all taxes and contracts are taken care of. 

Consider a non-compete

Once again, when you work in a competitive city like Sydney or New York, there are many recruiting agencies to go around, which both means having many opportunities, but also many competitors. You don’t need another one when the seller decides to use their expertise and the recently obtained wealth to start yet another business in the same sector to compete with you. 

Make sure your purchase agreement has a non-compete agreement or a clause attached to it, so that you can protect the intellectual property you’re buying with the business itself. This agreement is one way to protect your newly acquired business from losing relevance immediately upon purchase, or coming across yet another setback on your way to growth.

Analyze your motivation and goals 

Having ample funds at your disposal to invest in a venture is a great way to advance as a professional, but you should be certain that you’re doing this for the right reasons. Ask yourself: are you experienced and respected enough in this business to run a company of that size and scope? Do you have the funds to keep the business running smoothly upon purchase?

Will you really, measurably benefit from purchasing this agency? Do you understand what it takes to run an agency, especially if this is your first attempt at running a business? Such questions might sound harsh, but they’ll help you evaluate your goals and driving force before you make the purchase. 

From the fine print in the agreement all the way to your financing plan, preparing yourself properly for the purchase will help you get started with your new company on the right foot. Remember, despite the fact that the industry itself is flourishing and there’s plenty of business to go around, it’s still up to you to make sure your company thrives, despite its pre-existing reputation and success. Use these tips to be certain that you’ve done all the work before you sign on the dotted line. 

Going Green? Managing Your Sustainable Business Transformation

Values are, or they should be, at the very center of any business. They dictate your customer relationships, your employee selection processes, and every element of your business strategy. Now that we have so much knowledge about our carbon footprint and the many ways in which we’re harming the environment, there’s no excuse for companies today to stay silent. Nobody can be Switzerland in the face of the climate crisis. 

For that and many other reasons, businesses are now striving to change inside and out, to recognize the crisis and their part in contributing to environmental damage, and above all, to make a difference. Embracing that responsibility starts with how you manage your business from within, so that your HR and business management experts can create and slowly implement smarter, greener strategies. 

This process can take a while, since the shift is far from simple for many industries. Here are a few ways to make this transformation easier on your business and to lead the way in eco-friendly management.

Align your goals and procedures

First and foremost, for your HR department to be able to work on implementation, you need to determine how well your current processes match your sustainability goals. Perhaps you’ll need to switch to digital accounting tools and go paperless, if you haven’t already. Maybe you can adapt your collaboration model to be more flexible and encourage remote work, carpooling, covering public transport fees, and the like.

For many companies, your health and wellness strategies will need to change in order to meet these new standards, too. Some businesses dealing with toxic or dangerous substances need to introduce more stringent protective procedures to ensure employee safety and to prevent environmental damage or hazards. It all begins with aligning your procedures with the goals you want to achieve.

Choose better waste management

In Australia’s most developed, urbanized regions, growing companies often have trouble dealing with waste in its many forms. From energy and water waste on the premises if you have an office, all the way to all kinds of material waste if you have a construction site, rapidly growing companies need to develop better waste management solutions to match their industry’s needs.

For instance, effective waste management in Australia often means utilizing dedicated waste management equipment as well as procedures. On-site crushers and balers, recycling stations, and many other waste processing tools allow employees and business owners to reduce waste and empower reuse and recycling. Wherever your business might be, it’s crucial to follow this mindset and find efficient ways to reduce waste at every turn. 

Employee motivation and training

Most workers will choose your business over others with equally appealing offers precisely because of your values. However, you also need to live up to those promises and standards you present to them in your job ads, which often means motivating your employees through regular and consistent training opportunities. 

This is a chance for them to grow as professionals, giving them immediate value, but it also helps them become a better, more cohesive team working towards the same goals. Training in better, eco-friendly office practices can make your business far more sustainable over time. 

Ongoing assessment and adaptation

Surely, if you’re based in a highly developed region like Australia or New Zealand, you’re most likely responsible before your community, but also before your government when it comes to your sustainability initiatives. There are certain location-specific standards you need to meet and possibly exceed.

To learn whether or not your business is in line with those expectations and standards, you need to be in the loop. For starters, organize regular quarterly assessments to evaluate how well you’re doing with your goals. Your HR managers can then present the results to the employees so that they can together come up with additional ways to change for the better. 

Perhaps you can implement greener office design solutions, switch to LED lights, introduce more recycling stations, or even compost stations for food leftovers. Of course, you’ll also need expert legal advice on how to move forward and implement government-approved methods to go green. 

Know who your partners are 

Choosing your employees with care is one way to go about implementing sustainable practices and building value-based relationships. On the other end of this spectrum of bonds, you have your partners, who should be aligned with your values, too. Do your marketing partners, manufacturers, suppliers, or any other vendors take sustainability seriously? What are they doing differently from others in their niche to make your relationship rooted in shared care for our planet?

So many businesses have hidden policies with harmful effects on the environment. It’s essential to weed out the ones that don’t meet your criteria and start working with those who care as much as you do. Turning a blind eye is not an option, since the world is brimming with experts whose goals are the same as yours – you’ll just need to take your time to find them. 

Sustainability isn’t a linear path, nor is it a one-time goal that you accomplish, and leave be. It’s a continuous learning curve that requires flexibility in how you manage your business and your relationships. It starts with training, equipment, and policies, but it never truly ends: the moment you set your foot on the path to sustainability, that’s the moment your business will need to learn how to succeed in the face of constant change. 

Embrace innovation and emerging technology in your industry, hear your employees out whenever you can, and you’ll soon have a growing green strategy that will help you reposition your business towards smarter, more sustainable goals. 

What Factors Can Influence the Marketing Strategy Success

One of the fundamental aspects of growing your business is building a marketing strategy. 

In the era of artificial intelligence, automation, and hyper-personalization, brands need to build strategic and data-backed marketing plans.

They should not focus on mere brand promotion. On the contrary, the emphasis is on driving seamless user experiences. 

Now, many internal and external factors may impact the success of your marketing strategy, including your budget, operational issues, corporate objectives, business culture, legal compliance, etc. 

In this article, you will learn about the core factors that determine your marketing strategy success. 

The Understanding of your Target Market

To build a successful digital marketing campaign, you first need to determine which audience groups it should target. For example, targeting Boomers and Gen Z requires different approaches.

If you are not sure who you should target, start by looking at your current customer base. Who are your current customers? Analyze their common characteristics and interests. Do they have any interests, needs, and problems in common? 

Pay attention to your competitors, as well. Which audience segments do they target? 

You can figure out the demographics of your target audience, such as their gender, age, geolocation, education, family status, employment status, etc. 

Next, collect customer psychographic data, such as their hobbies, interests, problems, etc. Seek their feedback via customer service channels, online surveys, social media pools, and quizzes.

Based on demographic and psychographic data, you can start building your buyer personas. They represent detailed descriptions of your perfect customers – all written as if the persona was the real person. 

Only by knowing who your target audiences are can you create marketing campaigns that resonate with them. 

Omnichannel Customer Experiences

In the IoT era, customers rely on various channels and devices when consuming content and communicating with brands. Unsurprisingly, they expect businesses to meet them where they are. 

Therefore, building an omnichannel marketing strategy is not optional. It is essential for any brand wanting to succeed in the hypercompetitive digital marketing landscape. 

First, remember that the number of customers using fast internet 4G connections, smartphones, and voice search is rapidly growing. Your website needs to align with their interests. Therefore, keep testing your website for mobile-friendliness and hire web designers to help you deliver exceptional user experiences across all screen sizes.

Having a mobile app for your business may also be a great marketing move. It allows you to create simpler buying experiences, inspire customer referrals, and build loyalty programs for your repeat customers. Above all, a mobile application minimizes the gap between your online and offline marketing strategy. 

The Starbucks rewards app is a perfect example of omnichannel experiences. Customers get a free rewards card to use when making purchases. Unlike traditional loyalty cards, Starbucks allows you to check your rewards points and reload your card via multiple channels, including a website, phone, in-store, etc. 

Social networks, email marketing, AI chatbots, live chat, and seamless customer service are also inevitable elements of your omnichannel marketing campaign. To build a consistent brand presence across these channels, consider composing a detailed brand style guide for your marketing and design teams to follow.

Personalized User Experiences

In the age of big data and artificial intelligence, customers have become more demanding. They expect brands to provide highly relevant and individualized purchasing experiences. Statistics back me up on that. According to Accenture, 91% of customers are more likely to shop from brands that deliver relevant products and content.

Therefore, creating generic, one-size-fits-all campaigns to target your audience does not cut it anymore. Segment your audiences into narrower groups based on their demographics, interests, or purchasing habits.

One such example is email segmentation. Rather than creating a single newsletter for everyone on your list, break it down into smaller segments. 

Data Analytics and Reporting

In 2021, relying on your gut instinct is not enough to succeed in marketing. To build a marketing strategy that converts, you need to set clear marketing goals and KPIs. Above all, you need to choose the right marketing metrics to track the success of your marketing campaigns.

Digital Marketing Analytics and Reporting

Fortunately, with the wide range of digital marketing analytics tools, you can monitor almost every aspect of marketing. With the help of this data, you can analyze marketing success in real-time and take action immediately. 

To streamline the data monitoring process, you could also invest in reporting tools. They integrate with your email marketing, SEO analytics, PPC analytics, and social media analytics tools, allowing you to create custom dashboards and track your marketing metrics from a central location. 

Predictive Marketing Analytics

Predictive analytics is a branch of advanced analytics that leverages big data to predict future events. Its goal is to analyze historical and transactional data to identify patterns in customer behaviors and help you identify future risks and opportunities. 

You can use predictive analytics to improve many fields of your marketing strategy. For example, it plays a fundamental role in lead scoring, allowing you to classify leads based on their readiness to purchase. Once you learn what types of content resonate with different audience segments, you can also use ML to create targeted content marketing and distribution campaigns.

Over to You

Many factors determine the success of your marketing strategy. Apart from your company’s marketing budget and team, focus on the optimization of the marketing tactics you apply. 

By getting to know your target market and adapting your brand presence to their interests, you will build trust with them, increase sales, and encourage loyalty. 

I hope these insights will help you build a thriving marketing strategy!

Top Tips for HR to Use Digital Signage for Better Employee Management

The role of HR has changed drastically over the years, and nowadays it’s safe to say that HR plays a much more critical role in business than before. Experienced business leaders know that HR experts have the skills and the know-how to take a company forward through better employee management and engagement, motivation, company culture, and many other important skills and processes that keep the brand on the right track. 

Yes, HR plays a vital role in the long-term success of your business, but by also using the right tech like VoIP or various collaboration tools, your HR specialists can truly make a difference in your organization. Technology plays a big part here, and one big piece of tech that is making an impact on businesses across the world is digital signage.

Let’s take a look at how your HR department can use digital signage in your business to achieve various employee-centric objectives, and help create a more productive workplace for all. 

Motivate the staff to do better work

As a leader, you’re constantly looking for new ways to make your employees more productive and to achieve better results. The key here is to maximize their time at work, and while this is something that will ultimately come down to your level of organization, delegation, and workflow management, it will also depend on how motivated and driven your staff members are. 

Of course, you can’t simply demand that people do more or achieve more – you have to inspire and empower them instead. To do this, you need to rely on your HR staff, because these specialists know how to use positive encouragement to its full potential. One of the ways they can do that is with digital signage.

Your HR experts can use digital signs in the workplace to display motivational messages, but they can also use this tech to create a healthy dose of competition in the workplace. For example, a business leader managing a collision shop can inspire technicians to do better work by displaying key performance metrics on digital signs, inspiring them to achieve more than the day before – people will always try to beat their own high score.

Using digital signage for employee retention

Employee retention is more important now than it ever was, because the COVID-19 pandemic has brought many uncertainties to the business environment. Many companies are seeing a loss of talent like never before, and your HR staff need to focus on keeping your employees engaged, happy, and motivated at work.

There are many ways you can use your leadership skills to boost retention, of course, but you could also use digital signage. By placing digital signage in strategic places throughout the office space, you can advertise all the new employee-centric programs you’re cooking up, deliver powerful and motivational messaging, show your employees how much you appreciate them, and more. You can even use digital kiosks to facilitate employee feedback that you can use to make better managerial decisions to boost their happiness in the workplace. 

Deliver important information to in-store staff

When it comes to managing non-desk employees, things can get a little more complicated without the use of the right tech solution on site. People who are working in the store need the same kind of attention, guidance, and support that your office employees are getting, and you can use commercial digital signage in this case to get the right information to them quickly, but also keep them motivated. 

In-store employees are constantly busy, helping customers feel welcome and guiding them towards a positive outcome, so they need a reliable information system to keep them in the loop wherever they are in the store. A digital sign can get those crucial messages to them quickly and in real time, and it can serve as a remote management tool that your HR staff can use to elevate their satisfaction and experience at work.

Use digital displays to nurture your company culture

Company culture is the glue that keeps great teams together, inspires people to stay with you through thick and thin, and motivates people to achieve better results. Again, this is not something that you can just wish into existence – you have to build a positive and healthy company culture over time. 

You can build your corporate culture in an efficient and effective way if you use digital signage to communicate your values to your employees. Your HR experts can craft truly inspirational messaging that carries these values and display it on your digital signs to inspire collaboration, communication, transparency, equality, and honesty in the workplace. 

Help employees achieve a better work-life balance

Modern employees are struggling to achieve a healthy work-life balance. People are stressed and worried about their job security, and there is no telling what they might be going through in their personal realms during the COVID-19 crisis.

Your HR experts have a difficult task on their hands, and that is to inspire people to take better care of themselves. By using digital signage to remind them to take a break, check in with their loved ones, or eat something healthy and do some exercise, you will be doing your employees a big service. You can also use the digital signs to advertise any health-oriented company programs like gym memberships or healthy team-building activities.

Over to you

Your HR experts play a vital role in many mission-critical processes, and it’s important to empower them with the right tech and tools so that they can achieve better results. When it comes to employee engagement and management, consider using digital signage to inspire your employees to love what they do, take care of themselves, and take your company forward as a whole.

What is the Future of HR in the Insurance Industry? 3 Most Popular Predictions

Following the 2020 pandemic, businesses all over the world are forced to endure the stress of transferring to remote work, increased employee health issues, and extremely high churn rates. Research centers all over the world have analyzed the previous year in-depth, to help businesses and organizations make fewer mistakes in the future. In the text below, we have outlined what they came up with. Keep reading to learn about HR predictions in insurance, and beyond.

A Rise In Automated HR Processes

An increasing number of people all over the world are forced to work remotely due to the Covid-19 crisis. As a result, an increase in cloud-based workflow management solutions is on the rise. Many companies are already using tools such as online time management apps (Rescue time or Focus Keeper) to help keep track of employees’ productivity. Even though the crisis forced virtual HR processes on companies, they are likely here to stay due to their many benefits.

HR professionals now interview, hire, onboard, retain, and lay off employees remotely. The need for automated onboarding and other workflow processes will skyrocket as 2021 progresses, being that the pandemic has caused record-high churn rates in countries such as the U.S. According to recent data insights, as many as 7.7 million workers with ESI got laid off in the U.S. between February and June 2020. Losing and then acquiring new employees at a breakneck speed is putting additional stress on HR departments, forcing them to opt for automation. 

One other way the insurance industry can help alleviate the work their HR has to do is email automation. Companies such as Pathway offer SaaS solutions that help insurance agents automate a huge portion of their work. Pathway’s triggered email campaigns provide prompt and efficient communication with policyholders, sending automated emails to the right clients, at the right time. The automated messages are also highly customized to fit every individual client’s need, so the quality remains consistent. This form of automation benefits the HR department, as insurance agencies will not need to hire additional staff to perform unnecessary, manual tasks. 

Teams Adapt to Fully Remote Work

If 2020 taught us anything, it’s that many meetings could, in fact, have been an email. With an increasing number of companies forced to work remotely, people are starting to enjoy working from home a little too much. The 2021 research by PR Newswire found that 1 in 3 remote employees would rather quit and seek new employment than return to the office full-time. Funnily enough, the new remote work arrangement suits both the workers and the employers, since not having to pay for office space is great for companies’ budgets.

Still, this benefit could come at a cost not many people could have predicted. For one thing, relationships between coworkers will suffer. Not spending time with team members can weaken bonds and make communication, and by extension cooperation, more difficult. Additionally, spending time at home, perhaps with children and pets requiring additional attention can reduce productivity. This issue is especially pronounced in the insurance industry. Only 6% of insurance companies are currently using people analytics as a part of making decisions regarding their workers, making it difficult to even diagnose low productivity levels.

Surprisingly enough, even though jeopardizing traditional business models with increased technological disruption is stressful, there could be some hidden advantages. The biggest concern for the insurance industry, identified by the mentioned Deloitte report, is attracting young talent. As much as 40% of the workforce in insurance will become eligible for retirement within the next 3 years, and only a small number of millennials are interested in a career in this field. The increase in automation, technological advancement, and remote work will probably make a positive impact on the attractiveness of insurance for millennials. 

A Rise in the Number of Contingent Workers

The worryingly high churn rates in the insurance industry, as well as nearly all other workplaces, resulted in a higher demand for contingent workers, or freelancers. According to recent research by Gartner, 32% of organizations are replacing full-time workers with freelancers. This will provide insurance companies as well as insurance agencies with more flexibility in terms of hiring and managing talent. HR departments will put more resources into attracting contingent workers from all over the world.

Despite surface-level advantages of this strategy as a cost-saving measure, an increase in freelancers could have worrying consequences in the long run. For example, the turnover rates are even higher when working with freelancers. Streamlining the onboarding process to save time. With less time to adapt, freelancers make more mistakes, that then take longer to smooth out. One solution could be to offer an option of long-term employment, should contingent workers succeed in meeting certain standards and demands. 

Conclusion

When discussing inevitable HR changes in the insurance industry, the most important factors to consider are automation, remote work, and hiring more freelance talent. Using apps to automate HR processes, flexible freelance contracts, as well as the option of working from home will likely attract more millennial talent. This would help solve one of the most pressing issues in human resources in insurance today – the rapidly aging workforce.

Understand Your Workforce: 5 Metrics to Help Manage Contingent Employees

The rise of the contingent workforce is inevitable in almost every industry in the world. Driven by technological advancement and encouraged by the pandemic, the gig economy is huge nowadays, and as a result, contingent workers are becoming more numerous with each passing year. This is not so much of a problem as it is an opportunity for companies and workers alike, but only if you manage your contingent workers the right way. This is where HR once again steps in to save the day.

In 2021, you want HR to take ownership of data and monitor the right metrics to help you manage your contingent workforce to achieve better results. That said, it’s not just about their productivity, it’s also about minimizing legal liability and creating a satisfied collective of top-notch contingent workers.

This is a great opportunity for HR to make the best of the worst of times during the COVID-19 pandemic, and ensure that your company continues on an upward path. Here are the five metrics to help you manage your contingent employees with ease.

Contingent representation rate

To start, the first metric you should keep track of is the contingent representation rate. This is a metric that tells you what percentage of your overall workforce is contingent, allowing you to manage your employees more efficiently and effectively. You can calculate the contingent representation rate by dividing your contingent workforce by the total workforce – multiply by 100 to get the percentage of your contingent workers in your employee collective.

Why is this an important metric for you and any HR specialists in your organization? Knowing your contingent representation rate allows you to get a bird’s-eye view of your workforce and see just how much you rely on contingent workers. A particularly high or low content representation rate is nothing to be alarmed about, but it is important to align it with your organization’s goals, objectives, and overall business strategy. 

Overall customer service rating

The customer service rating is an important metric that you need to share with everyone, including your marketing, sales, support, and HR teams. This is one of those overarching, far-reaching metrics that can help you make better strategic decisions right now and down the road. The customer service rating tells you how well all customer-facing employees are servicing and communicating with your customers, which is especially important when you’re managing an omnichannel sales structure.

This includes employees who are a part of your full-time staff, but also your contingent workers, allowing you to identify high-performing and low-performing areas in your operation. Once you have collected this data and know your customer service rating, you can start employing better contingent workforce solutions to maximize productivity as well as customer happiness.

Onboarding and offboarding effectiveness

To manage your contingent workers efficiently and effectively for maximum results, you need to focus on their onboarding and offboarding. Firstly, understand that proper onboarding allows you to create a highly productive workforce right from the start, hence the need to do it right. That said, offboarding is also important for capitalizing on opportunities and minimizing risks.

For example, onboarding and offboarding is one of the focus areas of leading HR companies like the reputable CXC Global in America within their comprehensive list of HR services in contingent workforce management. Experienced HR companies know that onboarding and offboarding creates lucrative opportunities in North America but also the rest of the world, and optimizing the effectiveness of these processes in your organization can help you achieve better results. 

Make sure to use your HR specialists to gauge the efficacy of onboarding and offboarding in your organization.

Payroll and invoice accuracy

For the contingent workforce program in your company to be successful, you also have to ensure payroll and invoice accuracy. You can track this information and compare it with past reports with ease in your payroll management system, which will tell you if there are any inaccuracies or inconsistencies that may hurt your relationship with the contingent workforce.

You can also outsource your payroll management to specialized professionals in order to reduce your workload and minimize the risk of error within your organization. This will help keep your contingent workers satisfied, eliminate legal liability, and raise overall productivity.

Communication response time

The business world is increasingly running on the remote work model, which has its benefits and potential drawbacks. When implemented properly, remote work can help your company thrive, but you need to monitor numerous metrics and manage your workforce wisely.

For one, you need to monitor the communication response time in your remote organization. Remote workers and remote contingent employees may be slower to respond to emails and messages, which can cause some processes to stall if not backtrack. This is a direct hit on productivity and output, but if you track the communication response time in your teams, you can identify issues and remedy them quickly.

Contingent workers can help your company thrive, but only if you manage these valuable assets properly. These metrics and best practices will empower you to understand your contingent workforce and make better long-term decisions that are in the best interest of your company and your employees.

Apprenticeships – Why Hiring Diverse Talent is Smart Business

It’s no secret that almost every company in the world is on the lookout for talented employees. Thanks to modern technology, companies can now look for talents all over the world. If someone isn’t physically present in the office, it doesn’t mean they can’t work for you remotely. 

What’s interesting is that a lot of people are willing to move to another country, even another continent, if it means finding good employment with suitable work conditions. Moreover, the Internet has allowed companies to look for employees more effectively, while also allowing job seekers to find employment more seamlessly. 

So how do companies decide who’s an ideal fit for their company? The simple answer is through apprenticeships. The apprenticeship program benefits everyone. Companies get a chance to scour through diverse talents, while apprentices get an opportunity to work at their desired company and gain valuable work experience. 

Through apprenticeships, companies will be able to find ideal employees by watching how talents adjust to the new work environment. With that in mind, here are a few reasons why hiring diverse talent is smart business. 

Helps you leverage creativity and innovation

Talent diversity you can examine through apprenticeships can really give you a new perspective on things. This is especially true when it comes to redefining your hiring process. Diverse talents oftentimes leverage creativity and innovation the get the job done. 

They have a unique way of coming up with various ideas that can later be implemented to improve various strategies and processes. Of course, unlocking the talents’ full potential begins with their training. As apprentices at your company, it’s your job to train them well and find different ways to get their creativity and innovation going. 

This can easily be done by giving them more responsibility and encouraging them to engage in the decision-making process. That way, you’ll determine if talents are really up to the task. Their way of thinking can be a great advantage for your company, should you decide to keep them after the apprenticeship program has ended. 

Tap into talents early on

A lot of companies avoid apprenticeship programs because they have to pay for apprentice’s training and salary while the program lasts. This may seem like a waste of both time and money, but it’s actually quite a worthy investment. 

That said, providing an opportunity to an employee with a lower socio-economic background can result in a drastic increase in that employee’s productivity. You provide them with a chance and training, and they’ll appreciate the opportunity to prove themselves. 

That’s why apprenticeship programs are very popular in developed countries like Australia, for example. Australian companies leverage platforms, such as 1300 Apprenticeship to tap into the untapped talent pool early on. That way, they can find ideal employees as early as possible and turn them into a productive workforce through efficient training programs. As you may already know, productive and engage employees to bring more profits to the company they work for. 

Enhanced efficiency

Apprenticeship programs can help you find motivated, determined, and productive employees, but that’s not all. Talent diversity can yield yet another benefit you probably weren’t even aware of. Diverse talents aren’t just different due to their racial and ethnic background. 

As a matter of fact, they are, indeed, cognitively different as well. What that means is that diverse talents can produce a unique way of thinking when grouped together. Their critical way of thinking and a strategic approach to various problems can help them overcome obstacles more easily. 

This can help your company thrive on innovative and creative ideas that diverse talents can offer. You can observe how diverse talents approach problems if you set up a specific scenario during apprenticeship training and determine how the teams perform.  

Open doors to new markets

A well-known fact is that a lot of companies want to expand internationally. More markets mean more opportunities and, of course, more profits if everything goes well. However, one of the major challenges when expanding internationally is winning over the foreign audience. 

Your diverse talents can once again help overcome this challenge. Employees with different ethnic backgrounds can help you understand different cultures and various habits surrounding a foreign audience. 

This can not only help your brand enter a foreign market more seamlessly but also help you establish a solid foothold and build trust with the local audience. Apprenticeship programs allow you to find the right talents who can help you expand to other markets in a more efficient way. 

Apprenticeship programs aren’t something that companies should avoid at all costs. If you allow yourself to see apprenticeships as an opportunity to diversify your talent pool and find suitable employees that will remain with your company for years, you’ll soon discover that apprenticeships are actually smart investments.

recruitment agency

5 Tips to Start Your Own Recruiting Agency

Screening for applicants has become a complex task, to which most companies fail to devote the proper time and strategizing. Without performing this task properly, however, brands risk reducing employee retention and boosting turnover, in an attempt to find people that are fit for the position. Add to that, it’s difficult to build up a healthy corporate culture and sustain their brand voice consistency when too many people leave and shift from one post to the next. In an attempt to resolve these and many other recruiting issues, modern-day companies gladly collaborate with HR professionals to help them select the finest people.

If you fit the description and you have had ample experience in finding the best candidates for numerous companies, you’re on the right track to set up your own recruiting agency. That major step forward in your career opens up a slew of opportunities to expand, collaborate with other HR professionals equally good at what they do, and it grants you a chance to build up your presence. Should you decide to do just that – here are the most vital steps to help you start your own recruiting agency and succeed. 

Determine what sets you apart

As someone who understands how hiring works, you also know well that your own competitors know what they are doing and how they can best attract potential clients. So why should someone choose you and your services instead of someone who offers the same, but perhaps at a slightly lower price? You need to make sure that you have an edge, that unique value proposition (UVP) in the industry that will help companies understand what kind of value you bring to the table.

Maybe you specialize in well-structured online onboarding and hiring for remote collaboration, or perhaps your expertise lies in hiring for highly specialized medical fields. Take your time to clearly outline what makes you different from all other recruiting agencies, and how you can make the lives of those companies simpler. 

Choose a particular niche

Hiring for the construction industry and for the IT sector is certainly not the same. People need to meet different criteria, your options in terms of interviewing are different, and you definitely need some first-hand knowledge of the industry to be able to disqualify unfit candidates and filter out the best of the best. While most HR recruiters tend to try their hand at different fields, it’s best to narrow down your own agency to a specific target group and provide a specialized solution for it. 

Also, check if there are specific legal regulations and licensing requirements you need to compile for your agency to work in that particular sphere. Some kind of compliance is usually mandatory, and by showcasing that you have the necessary permits, you’ll be more likely to attract clients. Combine compliance with expertise in a specific industry, and you’ll increase your likelihood to succeed in the manifold. 

Build and maintain your online presence

As an agency, it’s your obligation to give your potential clients a glimpse into your capabilities, your brand promise, and your credentials. All of that should begin with a stellar website, particularly if you have case studies to publish, certifications to show, and if you want people to establish an emotional bond to your brand. As a professional, you have the advantage over faceless corporations to actually build a deeply personalized brand, and thus a personalized online experience to attract your target audience more easily.

Start by choosing a personal domain together with a personalized .me extension that can help humanize your digital presence and make your site much more relatable. If people already know you by name, this will help grow your professional reputation even further, so blending your name with a general industry term such as “recruiting” or “hiring” can be extremely helpful. People will immediately know what your agency is all about, but they will also recognize that essentially human and personal aspect of your brand.

Set up a strong budget

Every business needs a strong budget to kick off all operations and processes without too many hiccups. You’re bound to come across setbacks, for sure, but setting aside the necessary funds to run your business will help you ensure a more stable beginning for your company. 

Funding for entrepreneurs can be difficult to come by today considering the circumstances and the still ongoing health crisis, but you need to prepare the budget before you launch your business. If you have completed the first couple of items on this list, then you already have your UVP and you can try securing relevant investors, too. A promising company will surely attract funding with the right business plan at hand.

Prepare a thorough marketing strategy

Ultimately, you want your business to be visible and for people to be able to see how you work. To impress your target audience, and to be able to work with clients from all over the globe, especially now that remote hiring is growing in popularity, you need a strong marketing strategy.

Include a social media strategy that will help you engage with your audience, both through direct messaging, but also with your informative content posts. Post ads when your budget allows, but most importantly, work on establishing a strong presence in your industry by posting quality content in various formats, setting up email campaigns, and publishing relevant news. 
Hiring the wrong people in this day and age, when remote and international collaboration dominates the workplace, is one of the costliest mistakes a business can make. If you have managed to help companies avoid this issue and you have a strong track record in recruitment, this is your opportunity to help connect worthy candidates with strong brands and at the same time build a reputable business in your own name.

seo for recruitment

The Importance of SEO for Recruitment

In today’s competitive market, being visible in search engines is critical for any business to thrive. So is driving web traffic to company career pages and social media accounts. Search engines and social media networks have become the top two resources when it comes to looking for employment opportunities.

But, there is more to this. Nowadays, people searching for a new job are screening their potential employers thoroughly. Before an applicant decides to send a CV and apply for a job, they will review the company’s website and social media pages.

Bear in mind that according to a study from MRINetwork, a bad reputation influences job seekers’ decisions significantly. If a company has a bad employer reputation, 69% of the job applicants said they would reject their job offer.

And with online search becoming prevalent in finding work, recruiters need to learn how to effectively use SEO to stay ahead of the competition and attract top talent.

How SEO works?

The purpose of search engine optimization techniques is to help businesses rank higher in search engines and improve their online visibility. Google and other search engines utilize algorithms to assess the importance and relevance of webpages.

Websites and pages that provide their readers with a lot of quality information about what they are searching for are more likely to get shown in the search results. The position of a certain website depends on numerous other factors too.

The overall quality of the website and how many and how often people visit it will also influence the ranking position.

Good SEO is a priority if you want top results. Optimizing many facets of the company website like keyword research, domain structure, and internal linking can impact the recruiting process and your efforts to find the best candidates for the job.

For example, due to bad internal linking, applicants may struggle to find the application form or the contact page on your website.

How can SEO help improve the hiring process?

Data from Australia indicate that the hiring time has nearly doubled in the last ten years. On average, it takes 68 days to fill in a vacant position. This can lead to diminished team productivity and a decline in revenue.

These data imply that recruitment teams and experts in Australia and all over the world need to think more strategically about how to hire the best talent.

Since many factors impact search engine rankings and Google’s algorithms keep changing, your company can profit from hiring an experienced SEO agency in Sydney. Search engine professionals specialize in optimizing websites and web content so they can help you boost your brand’s visibility and entice the most talented candidates to apply to your open positions.

Marketing and HR experts should work closely together, as their joint efforts can result in great benefits when it comes to brand messages. When HR departments are isolated, it can negatively impact the recruitment process.

HR plays an important role in internal and external brand communication. For example, a company’s website showcases its ethics, values, and goals, and it can attract either right or wrong job seekers for new positions.

That is why the design of the homepage and social media posts should reflect the voice of the HR.

Ensure your hiring efforts are successful

There are some valuable techniques every company should embrace to improve its hiring process. Using optimized keywords and phrases, page URL, page title, meta description, tags, and page length should all be taken into consideration when posting a vacant position online or publishing an article.

When crafting a job listing, it is vital to consider what specific terms and phrases you want the candidates to find you by. The description of the vacant position and the title need to include not less than three keywords relating to the most relevant qualifications your enterprise is looking for.

A clear job listing is a must, but you also need to inform the applicants about your company’s values and ethics. As mentioned earlier, people looking for a job are searching online to learn more about your organization’s reputation.

Make sure to tailor your job descriptions as well as your website to reflect the core values of your business. Including a page URL to the” about us” page or the official social media accounts increases the trustworthiness of the company.

It also helps the candidates to form an opinion about the company when deciding whether to apply.

The conclusion

Hiring workers with the right skill set and experience for the job can make a huge difference to the company’s performance and its profit. And even when unemployed, high-quality, engaged employees will carefully choose their next work engagement and employer.

So, finding qualified employees is all about creating more searchable job postings and proving that the company culture has something to offer them.

To achieve this, recruiters must invest in SEO. Crafting effective SEO strategies leads to quality candidates quickly finding open positions and applying to them. It also helps in developing a positive employer brand.

In other words, for a successful recruitment process in today’s tech-oriented world, a functioning, well-thought-out website with valuable content and user-centric design, adequate social media presence, and proper SEO techniques are essential.