How to Fast Forward your Employee’s Career

Your employees’ professional growth doesn’t happen overnight. Developing people’s skills needs investment of thought, time and love in order to create meaningful change. Ideally a manager becomes a mentor. They provide guidance and coaching to evolve employee skill-sets, knowledge and confidence. With managers acting as the catalyst for progression, we’ve pinpointed five ways to effectively advance your employee’s career path.

Align your business goals

When you’re working closely with your employees, don’t forget to feed back the “bigger picture” to them. You can coach people in leadership qualities all day long but it’s pointless if you’re not communicating why. Employees motivation to excel can diminish if they don’t feel valued or believe they can create an impact for the company. Realistically, how empowered would your employees feel if they’re given the freedom to make smart, informed decisions however they still need to run their ideas by you before making moves? Communicate the objectives and company goals before anything else, and provide freedom for them to actually reach these.

Create a career development plan

Having conversations around career progressions is the first step in gauging employee development, but it’s important to follow up with implementing achievable objectives. This encourages employees to formulate their goals so they can actively execute them. Create a space where you can collaborate openly on short-term and long-term career goals and most importantly how these can be achieved. If you’re not sure where role progression can evolve, check out Search Party’s Career Path Tool to see all possible options.

Articulate expectations

Objectives and Key Results (OKR) is a popular technique to setting and communicating goals and results in organisations. The main purpose for OKRs is to connect the company, team and individual’s personal objectives to measurable results, ensuring everyone is moving in the right direction. The structure is fairly straightforward.

  • Define 3-5 key objectives on company, team or personal levels. These must be qualitative, ambitious and time bound.
  • Under each objective, define 3-4 measurable results based on growth performance, revenue or engagement.

When OKRs are a place and remain transparent across all teams, employees have complete clarity of knowing what’s expected of them and have something to work towards. Defining these can take into account career progressions or onboarding new responsibilities or projects and when you’re able to measure you’re also able to mentor. No wonder OKR’s are loved by tech giants like Google, Twitter, and Oracle. It’s a proven process that genuinely works.

Actively identify new opportunities within the organisation

When employees begin to seek new experiences or want to build their portfolio of skill-sets, 9 times out of 10 they’ll leave their current organisation rather than take on a new role in a different area within their current company. And it’s no surprise that losing talent and re-training new starters is timely and costly for managers. However this behaviour can be avoided if there is real encouragement and facilitation of internal transfers. Speak with the individual about what skills they would like to gain or areas they wish to excel in and then identify all possible new opportunities and paths they can explore within the organisation. Mentors are those who can look beyond their own areas or personal needs for growth opportunities, even if it means they’re losing a great asset.

Encourage developmental assignments

Developmental assignments come from the opportunity to initiate something new that an employee takes the majority of the reigns with. Internal projects, new product lines or championing a change such as adopting new technology or a restructure in workflows are all great ways to allow employees to step outside of their comfort zones. These kind of initiatives are the gateway into harbouring new skill-sets and embracing areas not usual to their daily tasks. Enabling employees to lead or manage side projects or totally new initiatives are the stepping stones into project management fields and opens a huge number of doors into other leadership roles.

Although most CEOs understand the importance of employee development, the sad truth is that they don’t devote the necessary time into excelling them into greater things. But the proof really is in the pudding. The more effort you put into developing employees, the higher the employee retention, productivity, engagement, turnover…the list goes on!

If you’re unsure as to where career progression can take you or your employees, Search Party have developed a nifty Career Path Tool. Simply type in your current role, and see how careers of people who’ve been in your shoes developed. Or, type in your dream job and see which paths can take you there. Check it out and let us know what you think!


Originally published by Search Party on 29 August 2016.

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Six Out-of-the-Box Employee Recruitment Methods (and Why You Should Innovate on Them)

Recruiting employees is similar to finding a mate or a life partner. Just because someone can fill that role does not mean they’re the best fit for you or that they’re able to bring something new to the table. Also, like dating, to find the best, you have to be the best. Now apply this to employees: what makes them the best?

It’s important to hire people who can not only perform a job well but who bring something new to the table. You want employees who go beyond the call of duty. In order to find innovative employees, you need to challenge them and know they’re up to it. Every step of the recruiting process as we know it allows and even calls for out-of-the-box thinking — we employers just never think to actually utilize our brains as we should!

There are already companies finding ways to innovate the recruiting process across the world — now it’s your turn. Think of the following these jumping-off points to create a strategy that will get you the most creative, intelligent, and hard-working applicants.

Weed Out the Bad Fits

Streamlining the applicant review process means narrowing your search, and technology does an excellent job of doing just that. Following the trend of, well, the augmented workforce, some employers are relying on AI recruiting systems. Because of this technology, resumes can be screened faster, and interview requests and rejection letters can be sent automatically with the click of a button.

Test Their Wits

Writing up a job description for potential applicants can be a chance to test your own creativity. Oftentimes it’s a mundane task. Something to keep in mind is that if you’re bored writing it, potential applicants may be bored reading it. Find a way to test their wits. Offer details and challenge them. Make it so anyone who applies comes in on their toes and is ready for anything you throw at them. This could be done in a number of ways: encouraging potential future employees to solve a work problem that could arise, hearing about their ideas for what a company needs, or asking how they might market a particularly niche product. The point is to hear how they may actually do the job in real life and get in their head a bit!

#SocialMedia

Do you work in a niche industry? Use social media to narrow down your search of people who possess the skills to excel in your niche. Utilize images and hashtags to attract the right kinds of applicants in addition to finding applicants you want to pursue! While some argue it has downsides regarding the way society communicates with each other, it’s also a way in which most people are connected to each other.

Pay Attention to Generation Y

If you use social media (see the last point), you will undoubtedly learn some new things about the kind of people in your field. Primarily, though, you’ll probably learn quite a bit about millennials (otherwise known as Generation Y, defined as being born roughly between 1977 and 1995). Right now, millennials are making a huge impact on business as we know it. Because of the things they value, social progress and ethics have been more often introduced into business decisions, advertising happens on social media, and more and more people are working remote. This generation is changing the game — so pay attention!

Try New People

It may be worth it to step outside of your comfort zone in what you look at in an applicant. Do they have odd, miscellaneous skills or work experience listed on their resume? Do they speak in ways that are unconventional within their cover letter? If they fit your requirements but seem like a weird match, try exploring that a little bit. You may find a drive and passion unmatched by your typical candidates.

Explore New Technological Channels

LinkedIn — the networking giant itself — posted an article last year about new ways to advertise your openness to applicants. They listed television ads, virtual reality, and using digital media as a whole to do this. The point is that you need to be where people converge and interact with technology. Rather than letting them come to you, go to them. You never know who or what you’ll find, and it may be the best decision you make!

*   *   *

How have you jumped out of the box in searching for new applicants? Has it served you well? Feel free to let us know in the comments below!

 

Employee Experience & 3 More Reasons Why the Future Requires HR

Employee Experience & 3 More Reasons Why the Future Requires HR

HR

HR departments are the last thing fast growing companies pay attention to. In the race to become lean hypergrowth machines, many executives in the tech industry see HR simply as a nice to have, if not a symbol of the corporate culture they want to avoid. While it’s become common to start off without an HR department, now we’re seeing fast growing companies reach past the 50 person mark without any formal HR in sight.

With the onslaught of HR tech tools many companies are opting instead to buy solutions that will take care of everything from recruitment & onboarding to payroll and L&D. This is not only a trend affecting startups, bigger companies are now beginning to use HR tools to decentralize many processes placing them into the hands of managers and even the users themselves.

Unfortunately, HR has been relegated to the equivalent of the office hall monitor for way too long. Is this the end of the HR profession? Are we moving towards an age when HR can be completely replaced by tech?

What Tools Can Do:

People want choices. They want to be able to have some sort of control over the processes that affect them and not have to deal with paperwork or waiting. In this fast moving digital age there is an app for everything, including traditional HR functions such as: recruitment, onboarding, payroll, perks and vacation tracking, performance management and L&D. Self-service is becoming a trend, not only in our personal lives but also in the workplace.

Is HR Still Needed?

The answer is, more than ever. The millennial workforce is much more demanding than any other generation. What’s more, they’re much less likely to stick around if their demands aren’t met. A recent article by Gallup demonstrated that millennials are the generation that’s least engaged in the workplace and most likely to switch jobs, with six in ten saying they would be open to new job opportunities. Today with new tech tools that help your competitors recruit, even passive candidates, there’s no time to lose.

This means that employers need to create a more hands on unique experience to keep young talent engaged starting the day they come in the door. This includes curating and integrating tools into customized processes to make them more efficient, employee focused and reflect a company’s unique employer brand. Ultimately, tech tools are facilitators, not solutions. It’s now HR’s job to design a new type of organization that caters to the needs of its employees. Here are four ways the role of HR will change due to the rise of HR tech:

Creating the Employee Experience

Creating the ultimate employee experience has been recognized in Deloitte’s Human Capital Trends Report for the past few years as the key to attracting, retaining and engaging talent. No employee experience program should be the same. To not only attract talent but to attract the right talent, it’s essential to create a unique employer brand. With the rise of websites like Glassdoor, the more time HR spends creating a great experience for current employees, the more likely they’ll become brand ambassadors for the company.

Likewise, your people are different, give them options… but not too many. One of the most important roles Deloitte foresaw in its 2016 report was the need for HR to become a curator for this overly connected generation. With so many options for eLearning tools, communication channels and perks available, sometimes what this generation needs is a guide who can select and whittle down the vast array of distractions and choices presented on a daily basis.

While traditional HR functions may be moving more towards user oriented self-service, it’s HR’s job to choose tools that meet their people’s needs and work best within the organizational framework they’ve designed.

Organizational Architect

Another key aspect of creating the ultimate employee experience is to reinvent and rehabilitate decades old processes that employees distrust or even hate. Performance appraisals are one such process that have often gotten a bad rap. In traditional stack ranking style, they were unabashedly used to decide who would stay and who would be shown the door.

Today many HR departments are starting the process of rehabilitating performance management by getting rid of or reinventing the process to make it more focused on employee growth and development. Cementing the change they’re replacing reviews with employee driven feedback interactions, more frequent coaching conversations and even the opportunity to give upward feedback – a major departure from the so called ‘rank and yank’ system.

Culture

Each company has its own unique culture, whether it reflects what executives envisioned is another question. It’s not necessarily the job of HR to create their company’s culture but to take its values and mission and infuse them throughout all processes within the organization. A company’s core values are often described as its moral compass. As many recent cases show, this should not be taken lightly.

After fast growing tech company Zenefits was charged with taking short cuts on online broker license certifications they came out with a statement announcing that, “Zenefits now is focused on developing business practices that will ensure compliance with all regulatory requirements, and making certain that Zenefits operates with integrity as its No. 1 value.”

However, what must be remembered is that words and reality can be two different things. Your top leadership can profess a company’s values but you need a constant reinforcement of those values at every level of the organization to ensure they’ll really be followed. As the architect behind all people processes, putting HR in charge of strengthening and infusing values (with full support from top leadership) is the best way to ensure they’re fully integrated into your culture.

Translating People Data

Employee experience is not something that can be designed and put in place for life. Just like companies that aren’t constantly innovating their product, those which are not innovating their employee experience will lose out in the talent market. That’s why HR must create an always on engagement culture by frequently measuring and analyzing. People data can tell you when engagement levels are low but it can’t tell you what the root of the problem is. This is where HR must learn to identify the triggers through processes like employee journey mapping and then effectively communicate to executives the changes which need to be made through storytelling.

Conclusion

The great thing about the rise of HR tech is that it takes away more of the administrative tasks HR has had to deal with in the past and leaves professionals with more time to transform their organizations into great places to work. The challenge HR will face is adopting a new way of thinking about their profession and arming themselves with the tools they’ll need to bring their department and company forward in the future. For more info join our free employee experience email course.


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The Next Frontier in Shared Services | The HR Tech Weekly®

The Next Frontier in Shared Services

For anyone who’s answered an email or text from a project team member on a weekend (and that’s just about all of us), it comes as no surprise that digitization has profoundly disrupted the way we work. However, this “new normal” of always-on, instantaneous communication among networks of teams is now dovetailing with another force that is equally as disruptive: a changing workforce, led by increasing numbers of Millennials. Together, these forces are impacting the service delivery landscape and calling upon the HR shared services organization to engage with employees via digital tools, often in entirely new ways.

A digital employee experience is no longer optional; it’s a necessary survival skill for those seeking to attract, retain, and facilitate engagement with the next-generation workforce. At a recent Deloitte workshop, we explored what makes Millennials different, (backed by the findings of the 2016 Deloitte Millennial Survey), along with strategies for meeting their elevated expectations. Among the characteristics put forth at the event, Millennials:

·      Are digitally native, and, by and large, they would rather use their phones for text or email than talk to people.

·      Expect “consumer-grade” experiences.

·      Tend to shun purely financial motivations, as they feel employee satisfaction and treating people well are the most important values in terms of long-term business success.

·      Crave leadership opportunities, with only 28 percent of the respondents in the Deloitte Millennial Survey believing their organizations make full use of their skills.

·      Expect to have mentors bring them up in the firm.

·      May have little, if any, loyalty to companies and may leave quickly if they believe their leadership skills are not being developed or if the company puts financial performance above everything else.

So, what does this mean for HR shared services? Nearly every company today, but especially those in traditional industries such as mining, manufacturing, and energy & resources, must find a way to replace growing numbers of retirees by attracting Millennials and elevating them to leadership roles quickly. This path toward reinvigorating the workforce by engaging Millennials runs directly through HR.

To attract and retain next-generation employees, HR organizations increasingly must deliver consumer-grade services through shared services by adopting digital tools and making the cultural adjustments required to leverage them fully. Many service delivery organizations have started to do this by transforming their contact centers, mainly by moving toward web self-help, email, and mobile channels to address simple inquiries, and reserving voice channels for answering more difficult questions. This makes sense given Millennials’ resistance to talking live, although the electronic component of these interactions has to be customer friendly. The technology has to work, without too much clicking or form-filling, or Millennials might move on—abandoning the interaction, and if the dissatisfaction persists, perhaps abandoning the employer altogether.

The strategic importance of digitizing the contact center was further emphasized in the findings of the 2015 Deloitte Contact Center Survey. Of note, 85 percent of organizations surveyed view the customer experience provided through their contact centers as a competitive differentiator, and half (50 percent) believe the contact center plays a primary role in customer retention.

While many HR shared services organizations are in tune with the engagement challenges next-generation workers pose, Millennials aren’t the only game in town. Baby Boomers and Gen Xers still must be served, and their customer satisfaction ratings are also important. While Millennials may view texting as a genuine form of human engagement, older groups largely do not. They want to talk to someone, and they view personal interactions as a preferred, and largely more effective way to solve problems, particularly complex ones.

Serving the needs of a multigenerational workforce today requires organizations to introduce digital employee experience tools, especially those that promote self-service and collaboration, while preserving existing voice-channel capabilities, at least in some situations. However, maintaining multiple platforms can be expensive and cumbersome, and stranding existing IT investments is rarely an option.

This has left many HR services organizations overwhelmed by the magnitude of technological change that stands before them. That’s why it’s important to take small steps instead of big leaps. For some organizations, implementing a cloud-based platform might be one of those incremental steps. Far from being just another portal, some of these platforms allow subscribers to develop, run, and manage shared services applications without the complexity of building and maintaining infrastructure and underlying technologies. In evaluating such a platform, the technology at a minimum should:

·      Deliver a consumer-grade user experience

·      Streamline processes and automate workflow

·      Simplify transactions by providing personalized content and context

·      Increase effectiveness and decrease cost for shared services operations

·      Make employee interactions and communication with HR simple and intuitive

Regardless of what technologies you choose, an improved digital employee experience is the next frontier in shared services. The overarching objective is to create a digital workplace that capitalizes on a company’s current technology investments by bringing disparate systems together and providing a personalized journey through shared services processes and related content via guided interactions. Why is this so important? Millennials expect nothing less. Your shared services center has to deliver high quality services or the next-generation workforce may gravitate to an organization that can.

For more insights about current HR topics, visit the HR Times Blog.

About the Authors:

Michael Gretczko is a principal with Deloitte Consulting LLP and the practice leader for Digital HR & Innovation. He focuses on helping clients fundamentally change how they operate, often working with large, complex, global organizations to guide transformation programs that enable HR organizations to reinvent the way they leverage digital to improve the employee experience and business performance.

Marc Solow is a director in Deloitte Consulting LLP and responsible for leading Deloitte’s HR Shared Services market offering in the United States. Marc has led the consulting services in support of several global HR transformation, shared services, and outsourcing projects for large and complex clients in a variety of industries, including insurance, health care, life sciences, consumer and industrial products, and energy.

Copyright © 2017 Deloitte Development LLC. All rights reserved.


Source: The next frontier in shared services | Michael Gretczko | Pulse | LinkedIn

Attract and Retain Millennial Employees with Workplace Technology

Attract and Retain Millennial Employees with Workplace Technology

Written by Atif Siddiqi, Founder and CEO at Branch Messenger.

Business People Group Talking

When was the last time you saw a Millennial take out a piece of paper and write a note on it?

It probably took you a moment to think about that. It’s because Millennials usually take notes on their phones. They are the first generation to grow up using mobile devices and technology as their primary means of communication. As they enter the workforce, they expect to be able to communicate using technology and in the most modern ways possible. They want to have the newest, bestest technologies that allow them to operate as efficiently as possible.

How do you get these uber-efficient employees in the door and keep them? I’ll explain three ways to figure out the specific workplace technologies you will need and then cover four workplace technologies Millennials expect from all employers.

3 ways to figure out the workplace technologies you need:

  • Ask your current Millennial employees which technologies they are already using on the job. Your best source of figuring out what a Millennial wants is from other Millennials. Once you know the technologies they are already using, evaluate whether or not it would be appropriate to officially roll out the technologies to every worker.
  • Literally no Millennials in your workforce? Ask your peers in similar workplaces which technologies they are using and couldn’t live without. Once again, evaluate if it would be a good fit for your specific business and then implement!
  • Visit the app store and view the top apps in the category it is obvious your company is behind-the-times with. Read the reviews. Download a few free ones that people are generally raving about. Give them a spin yourself and then decide which ones are the best in your opinion. Ask a few of your employees to download your top picks, use them for a bit, and then report back to you which ones they thought were the best. Pick the one the vast majority of employees are now chomping at the bit to use and implement throughout your company.

4 workplace technologies Millennials expect:

  • Mobile devices

Millennials want to be able to access information at a moment’s notice while they are working and not near a stationary resource (computer or phone). Mobile devices allow them to quickly find the information required so they don’t need to drop everything, walk to the front of the store, log into a computer, and look it up.

  • Digital communication platform

Millennials are used to chatting with their peers in group messages. They want to be able to pick up their mobile devices and instantly communicate with their co-workers.

  • Digital scheduling

Remember that whole Millennials-take-notes-on-their-phones thing I previously mentioned? Same goes for their schedules. They put their schedules on their phones and set reminders. Make it easier for them to automatically access their schedule by posting it on an internal website or using a scheduling app.

  • Wi-Fi

Technology is basically useless without access to the internet. Wi-Fi is necessary so that employees don’t need to use their own data networks while at work, which are often not the same speed and spotty for service. With company Wi-Fi, everyone has equal access.

By going through these steps, you are sure to have the technologies in place to entice Millennial workers.

About the Author:

Atif Siddiqi, Founder and CEO at Branch Messenger

Atif Siddiqi is the Founder and CEO at Branch Messenger, a free team messaging and engagement app for shift workers. An LA native, Atif relocated the company to Minnesota to participate in the TechStars & Target Retail Accelerator Program. Branch has thousands of employees that rely on the app from companies like Target, Taco Bell, AutoZone, 24 Hour Fitness and more.

You may contact Atif on LinkedIn and Twitter.


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Why Waste Time When It Comes to Hiring?

Why Waste Time When It Comes to Hiring?

Recruitment Tray

2016 was pretty big when it came to politics, technology and of course; celebrity deaths. So it’s quite easy to see how you may have gotten distracted with what was happening in recruitment – you’re only human.

Now that we’re half way into 2017, it’s clear to see what technology trends are shaping the way the recruitment landscape is advancing. Technology is becoming an important part of our everyday lives and it’s use in how we work should be no different.

Where do you start?

At a first glance, the amount of resource out there may seem intimidating (and at times, gratuitous). Continuous innovation is great, but can feel overwhelming when in a company that still relies on traditional methods.

Which is why i’ve put together five trends which are not just popular, but also actionable. Hopefully helping you to cut through the endless supposition out there, and provide you with ideas you can get started with today. And in a role where onboarding new staff is a time-consuming (and sometimes, dated) process, it’s important that you up-skill to avoid inefficiencies creeping into your daily routine.

5 technology trends for recruitment

  1. Embrace social profiles as applications
    Ease of application needs to be paramount as we continue to move into 2017. Your potential candidates live on social. Aberdeen Group have found that 73% of 18-34 year olds have found their most recent job through social media[1]. It’s where they will look for your roles and it’s the easiest way to interact with them. By making it so your applicants can auto-fill their information from their LinkedIn or Facebook profile to your applications, you’re streamlining a process that can usually be seen as repetitive and time consuming. The easier you make it for them, the more likely they are to complete the application. This also gives you insight into their personal profiles, keeping your system’s information up to date.
  2. Mobile recruiters
    Year on year mobile use has been growing[2], which means the majority of your applicants will be using a mobile device to search for your roles. and having a mobile optimised site won’t be enough to support your potential candidates preferred ways of applying. As applicants will need to upload files, like their CV’s, covering letters or forms of ID to register their interest, the mobile experience needs to ensure it’s catering to this. Linking properly with sites such as Google Drive or Dropbox will keep the process short and smooth and the amount of required questions to a minimum will mean applicant’s return to your site in the future.
  3. Video recruitment
    The rise in use of video in business has steadily grew over the course of 2016 and has continued to increase even more in 2017. Utilising video interviews will benefit recruiters hugely concerned with reducing the amount of time spent interviewing candidates in the early stages of high-volume recruitment campaigns. As video interviews can be conducted remotely, recruiters can much easier cater to applicants schedules, and therefore allocate time easier, whilst still being able to identify high calibre candidates. And by reducing time spent finding suitable candidates, recruiters can focus more on developing suitable candidates for clients.
  4. Inbound recruitment marketing
    Recruitment tactics will need to start reflecting marketing tactics in order to attract the top talent as we move into the second half of 2017. And as the marketing sector has started to adopt; inbound tactics are proving to be more effective than previous outbound tactics. This should be done through content strategies that draw candidates to your company with pieces that reflect their interests and that they can identify with. Keep them easily accessible by sharing on platforms like social media.
  5. Updated internal processes
    Spending time hunting through piles of CV’s or application forms slows down response time in an age when most answers are a click away, and more importantly; expected to be a click away. Eliminating paper not only updates your methods and reduces the amount of paper your company consumes. It also reduces the time and money spent managing admin whilst protecting document from going missing, ensures your information is easily searchable and kept backed up in a centralised location. This can be achieved by adopting solutions such as electronic signatures for signing off documents, CRM systems specific to recruiters needs or social media management tools.

Initiate, improve and innovate!

So, try them out! By modernising your approach to hiring staff, you’re not only ensuring that your company isn’t wasting time, but you’re directly improving employee productivity and engagement whilst creating a better talent strategy, which inevitably helps your current and future team members.

About the Author:

bio-pic

Jessie Davies is a Marketing Manager at Signable and also goes by the title “Content Queen”. Signable is an electronic signature platform that helps businesses get their documents finalised faster. As Content Queen she ensures that Signable’s customer’s resource for support, educational content and industry updates are always available and clear. Jessie also makes sure the Twitter feed is full of hilarious reaction gifs and sarcastic comments.

Website | Twitter | Facebook

References:

[1] Source - Millennial Job Search from Aberdeen Group: Getting Social Media Recruitment Right

[2] Source - Mobile Use Statistics, Smart Insights: Mobile Marketing Statistics Compilation

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4 Ways Managers Can Promote Self-Motivation Amongst Their Team

I Love My Job

We are in an age when employers are waking up to the fact that pay and bonuses, while necessary, are only the basics that are needed to retain your workforce. To really inspire motivation, it is widely agreed by psychologists and experts (not to mention popularized in numerous TEDTalks) that the best way is to give employees more autonomy and ownership over their work, provide opportunities to grow and develop and inspire them with purpose.

This creates a much more challenging task for management. Aside from creating the right conditions, how can managers help inspire their team towards self-motivation?

Set goals but also milestones

Ever since Edwin Locke first revealed his 1960s research into goal setting and motivation, it has become clear that effective goal setting is a key to great leadership. Even with purpose, we all need something to work towards to boost our motivation and know we’re making progress. Aside from making your goals SMART, it’s important to recognize the value of setting milestones for each goal. Goals should be larger benchmarks which will take time (a month or quarter) to achieve. While having goals in place can boost motivation, sometimes your reports can become overwhelmed if the goal is too big. That’s where milestones come into play.

For each goal, encourage your reports to come up with the smaller milestones that will need to be completed to reach their goals. This can be as simple as:

Goal: Get 100 people to participate in our quarterly webinar

Milestones:

#1 Confirm speaker by …

#2 Create email list, invites and reminders by …

#3 Create banners for social media campaign by …

Breaking goals down into smaller steps will help your team members stay focused and give them direction if they become lost or overwhelmed. This will also facilitate the move towards greater autonomy.

Create regular learning opportunities

Constantly helping your employees develop is not only a priority for HR and managers, but also one of the main things top candidates are looking for in an employer. However, this doesn’t have to result in expensive external training.

Consider holding regular voluntary learning sessions during which you share tips and tricks on how you organize yourself, balance priorities, set goals, give feedback, or any advice you think could help your team optimize their work experience. Open it up for your team members to also share their own insights. Inviting inspirational speakers is great but, if you lack the budget or space, joining conferences and meetups or even sharing powerful TEDTalks can boost motivation and creativity amongst your workforce.

It’s ok to break the bad news, but provide a solution

While you should never avoid talking when things aren’t going well, you should always keep up the motivation to overcome these challenges by leveraging your team’s strengths. This shouldn’t be a generic “I believe we can do anything” talk, it should be honest. How do you do this? It’s essential that managers know the strengths of each of their teammates and are able to strategize about how each of these strengths can be put to use to overcome challenges as a team.

For example, if you’re not set to bring in your target number of leads by the end of the month, propose a new campaign that could utilize your PR team’s strength in event planning and your sales lead’s great oratory skills. Bonus points: Research by Gallup shows that recognizing your employee’s strengths boosts engagement and thereby also productivity, profitability and quality of work.

Allow employees to create their own purpose

Finding purpose in one’s work is one of the biggest drivers of motivation. If you really believe in what you’re doing and the impact it could have on society, you’re going to have the motivation to go the extra mile. Deloitte’s 2017 report on millennials emphasized a strong connection between employee loyalty and purpose and asserted that, “It is well documented that businesses with a genuine sense of purpose tend to demonstrate stronger long-term growth, and employees can usefully tap into this.”

For example, after experiencing a lack of development advice while working in the corporate sector, my manager, and one of the co-founders of our company, was motivated to create a solution that would enable managers and peers to provide more frequent and real-time performance feedback. Meanwhile, I joined the company with an interest in how our tool could be used to create more equitable workplaces.

Rather than encouraging me to focus only on the original purpose of our solution, my manager has encouraged my interest in this aspect of our product by supporting my proposals for research and projects on this topic. While both of us are motivated by the same purpose: providing greater access to performance feedback and growth, we are able to find motivation from different angles of the same purpose. Remember that a major benefit of diversity is the ability to see your solution from different angles. Taking each team member’s perspective into account and letting it take off has enriched our purpose and product.


If you want to share this article the reference to Steffen Maier and The HR Tech Weekly® is obligatory.

Millennials Would be Wise to Embrace Work Limbo

Millennials Would be Wise to Embrace Work Limbo

Job transitions are going to become more and more prevalent as work evolves over the next several decades. Millennials should plan on embracing work limbo.

College to Job Transition: A Personal Story

College to Jobs can be Bumpy

Moving from College to the “Real World” can be Bumpy Ride

After graduating last May, I thought I had my entire future planned. It seemed so easy. Of course it took a lot of work and planning to get all of these things to happen, but I did it and I thought, “Well… I did it! This will be my life for the next two years or so”. I got an awesome full-time paid internship to come home to in Seattle. Then I put in a deposit for my first apartment. Life seemed all set-up and great!

However, soon I would be introduced to the real world; the reality of being a millennial, a young professional in an ever growing city. I would live the reality of the ebb and flow of work limbo that is prevalent today.

If you are a Millennial like me, I have one thing to say to you: get used to job transitions! Get used to feeling like you’re on a roller coaster for the next few years of your professional career! Further, get used to feeling a little out of control and in a state of ‘limbo’ during your adulthood in general.

It’s Going to be Okay

You will survive. I have gone through two job transitions in the past 7 months, three jobs if you count the internship I had right after graduation. When I left my first job, it was difficult not to be hard on myself. It really took a toll on my self esteem. But the thing that kept me going and made me persist was the knowledge that a job that would be better fit was in my future. My reason to leave the last job wasn’t because of my inability to adapt or work hard, it was just that the job didn’t align with my goals/aspirations. It was because the company wasn’t a good fit for me. Plain and simple. The tech industry wasn’t for me. I wasn’t passionate about it, and the company I worked for consisted of a tight knit group of senior recruiters who didn’t know how to train new grads. It just didn’t work out – and that is OKAY.

It’s hard not to feel discouraged and question your place in your profession when it seems like every place you go, something never works out. I’m not going to tell you that it’s been easy transitioning and I’m not going to lie when I say that I’ve doubted myself; but what I will tell you is that I have done self-reflection that has changed my life for the better. Also, the past 7 months have given me a great idea of what I do and don’t want in my next work environment. If you are transitioning… I promise it will be okay. More importantly, surround yourself with supportive individuals who will nourish and heal you throughout your transitions and self-examination. This will help you remain positive and keep you on your feet.

Be Yourself. Be Genuine

Be Genuine. Be Yourself

So important to stay genuine even when going through career limbo

Don’t lose who you are in transitions. My life is not as black and white as I thought it would be after graduation. My mindset was 50 years behind. Back in May, I planned my life to work like: get a job offer before graduation, get an apartment set up before graduation, stay at the job and get promotions for a few years. I’m sure a lot of people will chuckle at this naive mindset, trust me, now I do too. Of course, we all probably planned out a Utopian way of life such as this. You thought, “Hey, I’m a hard-working and creative individual. I’m willing to learn, and have valuable ideas! Who wouldn’t want to work with me?”

I can tell you right now that while all of those things might be true about you, everyone else thinks the same thing. Here’s the reality of this situation and here’s the real question: how will you stand out in a sea of millennials who see themselves in the same light as you do? If you are transitioning from one job to another, or if you are a millennial who just got laid off, or left a job that wasn’t a good fit for you, one thing you are going to discover (through your transitions) is what truly makes you a valuable asset to any company. Most of the time, it’s finding that drive and passion within yourself and making it show in every interview and communication you’re having with a potential employer.

I’m a firm believer that if you can’t find that passion and feeling of drive in the industry you are pursuing, do some soul-searching and figure it out. Once you feel like you have a purpose and once you really show how genuine you are, people are going to notice.

Don’t Get Into the Comparison Game

Don’t compare yourself to everybody else around you. This was the hardest challenge for me to overcome (lets face it, we never truly overcome this, it’s natural to compare yourself to others). This happened because it seemed like everyone around me had their “stuff” together. It was really hard when I was transitioning between jobs not to compare myself to other people. A common thing I found myself thinking was “you aren’t good at what you want to do if these other 20-somethings have been at their job for as long as they have”. What picked me back up from these negative thoughts was what I covered in rule 1: surrounding myself with positive people! It’s hard picking yourself up from self-doubt. In a way, it’s easier (and maybe a little comforting) to be a little self-destructive in a time of uncertainty… we’ve all felt this. However, once we self-destruct with negativity it’s important to continue working toward your goals and find what personally motivates you. What feels better than feeling proud of yourself and having confidence in your abilities and in yourself?

Take-Away

Millennials, I can’t say it enough: Get used to being more comfortable with work limbo! It’s painful, it’s discouraging at times, but we grow stronger with each transition. As a result we solidify in our abilities and increase confidence that we will get through the bumpy times professionally. Please reach out to me via Twitter if you ever need a hint of motivation or advice. If you want to hear more stories, I’ve got plenty, let me know.

About the Author:

SeanKelly Anderson is a Healthcare Recruiter for NuWest Group in Bellevue, WA. SeanKelly graduated from Manhattanville College in New York with a bachelor’s degree in Public Relations, Advertising, and Applied Communication. She also has interned for a couple of companies including Recruiting Bandwidth and Velocity Search Partners. Writes for Crelate Recruiting Blog.


Source: Millennials Would be Wise to Embrace Work Limbo – Crelate

Global HR Innovation and Strategies 2017

For a long period, Innovation is at the top of CXO agendas, yet many executives continue to be challenged with the hit-or-miss pace and results of their programs. The challenge isn’t usually a lack of good ideas. Initiatives take too long, non-strategic projects get green-lighted at the expense of game changers, good ideas remain confined in the heads of employees.

What is missing? A system of enablers that work together to support innovation. When the right people, processes, and metrics come together, they can transform how innovation happens, stimulate employees’ creativity, and create long-term competitive advantage.

Innovation is not inherently unpredictable, and it does not require a heavy portion of providence to be successful. When companies take a systematic approach, they can pursue innovation in a way that reliably generates repeatable results.

Business Innovation Strategy
Image: Management Guru

According to Management Guru, an innovation is the Buzz word that has defined the paradigm shift in the approach of management practices and thinking. This has helped organizations grow and sustain regardless of competitor and market pressure and challenges. Innovation management gives entrepreneurs the liberty to think out of the box and come up with new ideas leading to the development of new products, processes and services.

Change is unavoidable and change is the one that never changes. People like variety and it is the responsibility of business people to satisfy the customer wants and requirements. New approaches are required to avoid monotony and stereotyping. “Old wine in a new bottle” concept may come in handy when you feel that your product has reached the saturation point and about to decline in its life cycle.

Human Resources have not played a very strategic role in innovation so much. This needs to change. HR needs to support the culture change to enable innovation; and the upcoming generation isn’t going to settle for an ‘administrative-only’ role. Future of HR is definitely going to change for sure.

Many companies who are good at managing tangible, concrete, known assets, they try to manage humans the same way. These are changing a lot and if we get some opportunities to know how this is happening, I think there is no better place than Global HR Innovation and Strategies conference.

BCF Group is glad to announce that the applications for the Global HR Innovation and Strategies 2017 are now OPEN. This is an open invitation from BCF Group to be a part of this event in Barcelona, that will take place on the 22nd and 23rd of June.

At the event, you will have the opportunity to listen and to interact with top HR leaders and innovators.

Don’t miss the chance to get inspired from experienced HR speakers, who worked in some of the most successful companies and even founded their owns. Topics that will be discussed are of current interest that in the future will have impact on the companies, such as Millennials, Mobility, HR Digitalization, Gamification, Mobbing, HR role in the Boardroom and in the relation with the employees.

At the conference, you will also have the opportunity to interact will HR people and make new contacts, with which you can share experience.

The list of speakers you can find on our website or check the Poster: https://bcfgroup.eu/?iwevent=global-hr-innovation-and-strategies-conference-2017

Global HR Innovation and Strategies Conference 2017

Do you have friends or colleagues who would like to attend the HR Conference? Forward this invitation them. For more details, feel free to contact Alice Levi: alice.levi@bcfgroup.eu.

When: 22nd – 23rd of June, 2017

Where: 08039 Edif. Este, Moll de Barcelona, World Trade Centre, Barcelona, Spain

HR Tech Conscience is glad to be a Media Partner with BCF Group for this conference. Looking forward to it. Hope to see you there!
Millennials Take on Sourcing

Millennials Take on Sourcing

Hotel Near Seattle Space Needle

Millennial Sourcers Ready to Take Off

Sourcer SeanKelly Anderson

Recently I had the pleasure of talking with SeanKelly Anderson, an up and coming sourcer, in Bellevue, WA. SeanKelly and I met on a rainy Sunday morning in late January for breakfast at the very popular Chace’s Pancake Corral.  As everyone is Seattle is painfully aware, the traffic during the week is horrendous pretty much anywhere and everywhere. Sunday is a much lighter travel day thankfully.

On this Sunday SeanKelly had a small window of down time to chat about her professional ambitions and life as a sourcer. The conversation was enlightening and fun. As recruiting continues to grow vital tips and tricks for new sourcers will prove invaluable.

The business of recruiting and sourcing is incredibly hard work and after talking with SeanKelly it became clear that she isn’t afraid to do whatever it takes to help connect great candidates with amazing opportunities. SeanKelly grew up in Bellevue, WA and then went east to New York for college. She has a Bachelor’s degree in Public Relations, Advertising, and Applied Communication from Manhattanville College in beautiful Purchase, NY.

In SeanKelly’s brief time in the field she has interned with Velocity Search Partners (Bellevue, WA) and Recruiting Bandwidth (Seattle, WA). She’s also worked as a sourcing specialist for ProHealth Staffing (Queen Anne, Seattle). In her spare time she is a singer/songwriter who dabbles in ‘Magic the Gathering’. What’s more, SeanKelly also loves to cook weird combinations of foods.

Over the course of our two plus hours together we covered a variety of topics from why she is passionate about sourcing/recruiting to her thoughts on what millennials need to do to be successful in the work world. I’ve included a few of the highlights from our conversation.

Background and Preparation for a Career in Recruiting

It was great getting to know SeanKelly and learn about her passion for recruiting and sourcing. After we chatted about what she had been up to ‘work-wise’ we jumped right into her educational background and family.

When I asked SeanKelly to reflect on how her educational experiences and upbringing had influenced her career so far she shared the following:

My parents worked extremely hard to enroll me into a fantastic all-girls Catholic private school, Forest Ridge School of the Sacred Heart, from 5th grade to 12th grade. Forest Ridge had incredible teachers that wanted nothing else but to set us all up for success. This school was incredibly difficult to succeed at if you weren’t a natural at physics, mathematics, or history. Being a young woman with ADHD, I struggled a lot to keep up with the workload–but that struggle was what truly helped me as I grew into adulthood. I learned how to manage time at such a young age, that now, I find myself being able to double down and focus easier than those around me. 

The teachers who had my back are also contributors to what I view as a good quality I have now. Some teachers stayed late to meet, some came in early. It was really amazing. Having that support system and that experience of learning time-management so young really helped me succeed going into college, and has followed me into young adulthood.

I then asked her how she got into Sourcing and Recruiting:

My mom, Shannon Anderson. I have seen her thrive in her career for as long as I can remember! Throughout my life I have seen the good and bad side of being a recruiter, but mostly the good. She is one of the main reasons why I wake up every morning and go to work an hour and a half early every day- because I saw her take the extra steps and walk the extra mile my entire life, and she is the most successful woman I’ve had the pleasure of knowing. 

What Fires You Up About Recruiting?

I asked SeanKelly what she was most passionate about regarding HR, Recruiting and Sourcing? Why? Also, what is the best part of her job?

There are two sides of being a Sourcing Recruiter that I’m passionate about. I am incredibly passionate about helping people and gaining relationships with talented individuals in the Health Care industry! The other side that I’m passionate about is, of course, hitting my numbers and hitting beyond my numbers. It’s a great feeling waking up every morning and telling myself that I’m going to do whatever it takes to submit 25 candidates that week. I’ve noticed that the more positive your approach to a situation is, the easier it is to attain that goal. 

What is the best part of your job? 

My team. I have never been so happy in my entire life. I work with two amazing young ladies, who were both involved in the beginning stages of our sourcing team without any prior experience. My manager, Erica Diane, was in credentialing before she asked for a leadership role. She led our team, and she has been the most amazing, accepting, and hard-working young professional I’ve had the pleasure of working with. She won the PHS Rockstar of the Year award, which made our team look pretty great as well!

We all support each other, which is the other great thing about this job. There is a gong that we ring whenever one of us submits a candidate- whenever we ring that bell we are always cheering each other on. Also, there is a healthy competitive dynamic as well. I know that I feed off of my co-workers drive. If someone has 5 submittals before 12pm, you better believe I’m pushing myself until I get 8 submittals before 2pm!

Why is Recruiting so Difficult?

What part of sourcing & recruiting is challenging? Why?

Definitely the struggle of consistently hitting our numbers. In reality, every week is going to be different. One week you could be finding 8 candidates every day, and the other week your grand total of the entire week could be 10 submittals.

The thing about working with people is that people are unpredictable. Sometimes they want to talk, and sometimes they don’t. You just have to keep calling, emailing, or texting until they give you a solid answer. Luckily, I use this struggle as more motivation. It just depends on how you view the situation. 

What do Millennials Want?

It’s so great to understand what millennials are thinking. In your conversations with millennials what are you finding are they most anxious about (in reference to their professional careers)?

The honest answer I can give you is: money. Another one is: internships. When I ask friends who are seniors in college what they are planning on doing after they graduate, the first response is, “Anything that will make me money!” and then after that, the next response is, “I don’t have any internships, is this going to make it hard for me to get a job?”

In order to help Millennials be better prepared for the work world, what do they need to do? 

Internships. Job fairs. Networking. I am a strong believer in making personal connections–whether you have a friend who knows other professionals, or if you network at a job fair and connect on LinkedIn–I think it is incredibly important to invest time in yourself and your professional network! 

Why do You Want to Blog About Recruiting?

Have you ever written for a blog before? What intrigues you about writing for a blog like Crelate’s?

Yes! Back in college, I was very inspired by the online body positivity movement. It lead me to create a 1-month experimental blog that featured interviews with individuals I knew who were involved in the BoPo movement. It also featured plus-sized fashion tips and tricks that I have picked up throughout the years! While writing for Crelate isn’t exactly in the same realm as fashion, I’m so excited to join Crelate in bringing a Millennial voice to important conversations. I love how my topics connect with young professionals and I know that some of the topics I’m going to be bringing to light are things I would want to read about as well. 

In your experience, how do Millennials engage with blogs? Mostly reading on phones or tablets? Other ways?

Phones and computers are key. There are so many platforms and devices that we can use to experiment and engage with news and blogs–but I find that our phones are accessible enough for us to engage whenever we want. 

What do you think Millennials (working in HR/Recruiting) can gain from subscribing to (or following) blogs that address issues pertinent to Recruiting, Sourcing, and HR?

Now that we are bringing Millennials to the table, young professionals will be able to connect and relate with articles written by people going through the same situations as them. Also, by seeing content from more experienced professionals millennials can learn a lot. It’s great that we are covering topics Millennials can relate to because it gives more exposure to topics on the blog that may help us younger folk! 

Finally, what are a few broad topics you will pursue as you write articles for the Crelate Blog?

The first article I’m going to write is going to be called something like “Millennials, Get Used to Job Transitions! Here are Some Tips and Tricks!” or “The Stages of Losing the Job you loved, and How to Get Back on Track!”. Other ones are going to be advice-based like “How to Indicate if a Company is Being Truthful During an Interview or How to Decipher Whether your First Company is a Hit or Miss”. Additionally, some are going to be more self-reflective like ” What are Your Values? What do You Need to Feel in Order to Feel Like you’re Succeeding at your Company?”

The Career Path Doesn’t Always Go in a Straight Line

We are delighted that SeanKelly Anderson is going to be contributing articles to the Crelate Blog.

For those starting their careers as HR professionals SeanKelly will provide fascinating stories, musings, and advice.

Her contributions will also be beneficial for people looking to learn tips and tricks for landing great gigs. It’s incredibly beneficial to hear from a millennial perspective on jobs, work, and the economy.

Want to be an amazing at sourcing? Check out SeanKelly Anderson‘s articles on the Crelate Blog for the latest tips & tricks for successful sourcing.


Source: Millennials Take on Sourcing – Crelate