Employee Experience – The XXI Century Corporate Super Power

Written by João Duarte, Content Director at Tap My Back.

Interviewing Jacob Morgan

Jacob Morgan is a 3x best-selling author, keynote speaker, and futurist. His latest book is The Employee Experience Advantage: How to Win the War for Talent by Giving Employees the Workspaces They Want, the Tools They Need and a Culture They Can Celebrate (Wiley, March 2017) which is based on an analysis of over 250 global organizations. Jacob’s work has been endorsed by the CEOs of: Cisco, Whirlpool, T-Mobile, Best Buy, SAP, Nestle, KPMG, Schneider Electric and many others.

Tap My Back, a tool that provides the simplest way to provide work recognition recently had the opportunity to talk with Jacob Morgan about the concept relying beyond his latest book, employee recognition. Jacob advocates this concept should be the major focus of companies aiming to attract and retain talent. This article provides a summary of the main ideas explored on the interview. Alternatively,  you can read or listen the full interview here: Employee experience – The XXI century corporate super power.

Nowadays, we’re living in such a rapidly and demanding world that the skills gap issue is turning into a big thing. Therefore, more than ever before the need to attract and retain talent is a huge issue for corporations around the world. In the end, “every organization in the world can exist without technology but no organization in the world can exist without people”. Bearing this in mind, the concept Jacob Morgan approached in his last book, employee experience, comes in the perfect timing. Companies need to seek out to provide the best possible interactions with their workforce, that is the only way to guarantee they have people delivering their best and sticking for the long run.

On the interview Jacob explained that employee experience is sort of the next step in what regards the way company’s manage workforce. It appears as an answer to the fact that “employee engagement has always acted as kind of an adrenaline shot inside of our organizations” –  Jacob Morgan.

He goes through a few best practices that major companies with the likes of Facebook, Google or Microsoft are adopting to improve their staff experience, highlighting three major aspects culture, technology and physical space. Jacob also confessed to Tap My Back that this concept of employee experience is something that the whole company should be aware and responsible for, even though he sees mainly HR related roles pushing it into company’s’ culture.

In the end of the interview, Jacob Morgan was questioned about the best advice he would provide to SMB companies looking to start from scratch implementing and improving the employee experience they provide. You can check his tips and the full interview here: Employee experience – The XXI century corporate super power.


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Reasons Why You Need to Start Hiring Interims as a Savvy Business!

Reasons Why You Need to Start Hiring Interims as a Savvy Business!

Four reasons small businesses should consider interim and contract worker

Four reasons small businesses should consider interim and contract workers

Gone are the days when interim and contract work was done by low-skilled employees and restricted to the realms of admin and support in a company. Interim workers today are highly skilled and function across career fields, playing a key role in sustaining businesses and the economy. Interims can fill short-term skills gaps while saving employers money – a big reason why small businesses ought to be considering them as part of their growth plans. In this article, we discuss the benefits hiring temporary workers provides.

Cost savings

One of the biggest advantages of interim employees is the positive impact they have on the company budget. Because they are hired to fill a short-term need, they can be paid for a fixed amount of work. They do not require long-term contracts, nor do they need benefits like healthcare, pension funds, paid leave and other extras. This means that they can be given a good wage, while keeping expenditure lean. Cost savings in this area can help companies to expand and reach the point where they are able to create permanent positions for the same or different employees.

Risk reduction

Small businesses and start-ups face big risks while they are getting off the ground. This includes financial risks, as well as staffing issues. It is advisable for businesses to keep their operations as small and as streamlined as possible initially, keeping the number of full-time employees and overheads to a minimum. They can build the team as they establish themselves.

Hiring interim workers is an intelligent solution; they can be brought in to support a small core staff component. At the same time, the employer does not have to worry about being locked into a cumbersome contract with someone who may turn out to be an imperfect fit for the job – and a cost to the company.

Need fulfillment

Many small businesses have seasonal bursts of productivity where they need a few extra hands on deck to assist. They may also have permanent staff going on parental or sick leave. These are ideal situations for interim workers. They can be hired to meet demand for the duration of the big project or leave, and be let go (as per agreement) when it comes to an end. Their need for income and work is met, as is the company’s short-term skills gap.

Flexibility

Relying on interim employees gives small businesses a great deal of flexibility, while providing access to top talent. Many experienced workers have been retrenched, are in between jobs, or have chosen to do temporary work for lifestyle reasons. They can contribute to a small business on terms that are accommodating of both their own and the employer’s needs.

If the interim employees make such a good impression that the business decides they would like to offer them a full-time position, this is always an option. Many interim and contract workers transition to permanent employees in this way. The initial contract can serve as an excellent way of testing the waters for both parties.

InteriMarket connects interim job seekers with the posts best suited to them by using intelligent data. To find out more, sign up for a free account today.


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Capabiliti launches Wizards to ease the problem of technology adoption for training & assessments by SMBs

Capabiliti launches Wizards to ease the problem of technology adoption for training & assessments by SMBs

Wizards allow companies to tackle specific problems with DIY tools – rather than adopt a complete platform. Available for Single Use and subscription.

New Delhi, 17th January: Capabiliti – the platform promoted by Qustn Technologies has taken a completely new approach to solving some key problems faced by SMBs and Enterprises, and launched Capabiliti Wizards, a technology based device-agnostic platform that allows companies to put up their content seamlessly and train anyone on-the-go.

Elaborating on this development, Mrigank Tripathi, Founder and CEO of Qustn Technologies said, “There are many users who are evolved and comfortable with terms like LMS, mobile learning etc., but there are 10 times that many who just want to get their training problem solved. By launching Capabiliti Wizards, we hope to take away the need for anyone to be bothered with technical jargons or systems, rather just focus on solving your specific problem. The first wave solves the problems of sales, product and compliance trainings, as well as allows conducting critical ready-to-use assessments, surveys and feedback internally. We will continue to add more Wizards to solve other relevant training and engagement problems of SMBs. We have kept the product very affordable, and have been getting some great feedback on it”.

This decision has been taken post studying the data gathered through a research conducted across 1294 SMB decision makers. Over 987 of those surveyed didn’t use formal technology systems and weren’t very conversant with it. 523 of said they wanted to explore technology, but didn’t know how it fit in their present scenario. Two key findings came out very strongly.

Firstly, training the sales force on the product or offering – how to sell it, and how to communicate the features-advantages-benefits of the same in a manner that remained consistent down to the last mile. The second was standard or mandatory assessments that needed to be taken by multiple users. A third ancillary problem that came out was about the prevalent pricing model that hindered technology adoption. Almost every product uses a subscription based approach – and that’s sometimes a deterrent. With Capabiliti Wizards, you have the flexibility of using the product for a single use in case the requirement is sporadic, or taking a subscription approach.

Talking about the need for such a product, Abhishek Joshi, a Capabiliti user and Head L&D of IndiaMart, said, “I used to always struggle with trying to figure out how to update my sales team or conduct mandatory assessments – and till now, it used to be over phone calls and web demos, which didn’t always work given the need for everyone to be available at the same time. Further – it didn’t allow me to track every individual user. It was more like face to face training, without the actual understanding of who is ready to sell and who isn’t. Capabiliti Wizards solves all of that and provides reports on the training progress.”

Sachin Grover, CTO and co-founder of Qustn Technologies said, “Platforms use a linear approach. Input, Processing & Output. What we came to realize is that most people needed help in performing these critical tasks. Also, there are barely any Google searches for technical solutions – but there are many for specific problems like ‘Sales training’ or ‘product training’. People need assistance, and that’s what Wizards is – an approach to remove the problems that are faced by SMBs to conduct trainings and assessments.”.

About Capabiliti

Capabiliti is used by companies of all sizes to enhance their productivity by ensuring the sales and service teams are consistently trained, assessed and engaged, through its mobile-first platform.

Backed by marquee investors such as 500 Startups, Rajan Anandan, Kunal Bahl and Girish Matrubootham; Qustn Technologies launched Capabiliti in 2015.

Awarded by Gartner, NASSCOM, IBM, Microsoft, and YourStory, Capabiliti is used by leading  enterprises including Flipkart, Indus Towers, Airtel. For more information on Capabiliti, visit capabiliti.co.

Contact

To learn more about Capabiliti, please contact

Ankit Sindhi
Digital Marketing, Qustn Technologies
+91-98181 03682
ankit@qustn.com

JobAdvisor’s Coolest Companies Australia Competition Is Back

2016-09-26

SYDNEY, September 26, 2016 — For the 3rd year running employer branding and reviews platform JobAdvisor (a Search Party company) is launching its Coolest Companies in Australia competition. JobAdvisor recognizes companies that offer game changing service, provide unprecedented benefits to employees, foster friendly working environments and are addressing workplace diversity.

Start­ups, small businesses (SMBs), and large enterprises are all very much encouraged to participate as the aim of the competition is to value companies that have put in place innovative and different working environments, and bring value to their employees no matter of the organisation’s size, geographical presence, or revenue.

“One of the things that makes Cool Companies different from other such competitions is that we encourage smaller companies to apply. We want to hear all the stories of great Aussie companies, not just the big or glamorous ones with big budgets,” – said Ben Hutt, CEO of JobAdvisor and Search Party. – “Our goal is to put the spotlight on amazing Australian companies and have them shine in the public eye, regardless of their size.”

Last year’s competition awarded winners for two categories: Coolest in Tech and Coolest for Women. Finalists included Buzinga, AdRoll, 99Designs and CommBank, while Canva and Envato took top honors.

This year JobAdvisor is looking for Australia’s coolest companies in four categories: Coolest in Tech, Coolest in Finance, Coolest SMB and Coolest Company for Diversity.

“We expanded the categories this year to showcase two sectors that typically have to work harder to be called ‘cool,’” – Hutt explained. – “We chose SMBs to help smaller companies have a louder voice and finance to shine a different light on what’s viewed as a rather traditional industry but is in the midst of the “fintech revolution”. We also expanded our Cool for Women category to become Coolest Company for Diversity in order to showcase the huge variety of diversity initiatives pursued by Aussie companies, including gender equality.”

Applications are now open and can be submitted at cool.jobadvisor.org. To participate, companies need to submit an application, have an updated JobAdvisor profile and get at least 3 new reviews from current employees.

Entries close on Friday, 21s t October and JobAdvisor will be announcing the Top 10 finalists in each category in November.

The winners will receive a JobAdvisor trophy, recognition on their JobAdvisor profile, extensive promotion through JobAdvisor’s and Search Party’s blogs and social media channels as well as media coverage. Winning the competition is also a great way for companies to promote their business, company culture and values to a wide range of external audiences, including potential new recruits!

Press contact: hello@jobadvisor.org

3 Secrets to Make Your Small Business Job Ad Stand Out

Diversity-in-the-Workplace

Small business recruiting is tricky. Somehow, small business owners have to work with very little resources to get good employees in the door. Add to the mix a sea of competitors who are bigger, have larger budgets and likely employ recruitment experts to do their bidding and you’ve found yourself in a small business recruiting dilemma. Without big names and big money, small businesses have to be more creative and strategic with how they write job advertisements.

These three secrets will keep small businesses on the right track when writing job ads.

Secret #1: Job ad is not synonymous with job description

For decades, mind-numbingly detailed job advertisements were just a simple copy of what the official company job description was. Formulating job advertisements that bring in top quality candidates who also fit into your company culture starts with clearly describing the summary of the company in an interesting way — not rambling on about meticulous and, let’s be honest, limiting job “requirements”. What our predecessors failed to see was the power of a customer-centric approach to recruiting. Liz Ryan, CEO of Human Workplace, explains the power behind job ads:

Your job ads reach a lot more people than just folks who might actually apply for the job. They reach people who have job-hunting friends, and they reach your customers and prospective customers too. You’re marketing to the entire community in a job ad, the same way you are in your customer-facing marketing campaigns.

The kind of job ads that will attract quality employees are those that depict what it’s really like to work for you, the company culture, the team atmosphere and the passion that goes into the work you do. Job advertisements are a public representation of your brand, so it should be compelling to read, not exhausting.

  • To do: Save the job description for internal purposes. If you’re bored reading it, chances are so will potential candidates. Start thinking about how you want potential candidates to perceive your brand and try to work that messaging into job ads.

Secret #2: Sell the career, not the job

While a breakdown of the job requirements is a must for guiding the right candidates in your direction, job seekers today are looking for experiences. Gone are the days where job security and compensation were all it took to snag candidates. Those things are still important and should be one element of the job advertisement, but what should be emphasized even more is the potential for career development, advancement and the chance to work on a collaborative, supportive team. A successful job ad should also fulfill these three requirements:

  •      Inspire the right candidates to apply
  •      Improve performance of all recruiting efforts
  •      Build brand awareness and affinity

Interestingly, a recent study done on the psychology of job ad verbiage revealed that, “ads focusing on what employers can provide job seekers — like work autonomy, career advancement and inclusion in major decisions — result in better employee-company matches. And these ads produce larger numbers of more qualified applicants.” The authors explain that these kinds of ads garnered three times as many high-quality applicants as ads focused on what the company needs from the candidate.

  • To do: Avoid long lists of job requirements and instead craft job ad verbiage around what a day in the life of this person would be at your company. Discuss the day-to-day tasks with active language and don’t forget to mention how they can flourish at your small business. Small businesses typically provide more freedom for growth and development than large corporations so tell them that!

Secret #3: Consider all generations in the workforce

In 2015, Millennials surpassed Generation X to become the largest share of the American workforce. While the Silent Generation and Baby Boomers phase out, Gen X becomes the new Baby Boomer and Gen Z gets ready to overtake the Millennials, employers are left with recruiting a multi-generational workforce. The good news: these working generations have more in common than we give them credit for. One of the most important stereotypes to debunk is whether mobile responsive job ads are needed to attract Baby Boomers. Almost half (48%) of Baby Boomers look for job postings on their phones. Keep in mind, they need to be easy to read and easy to follow because although 22% believe they are tech-savvy, HR says only about 6% of the generation understands modern technology.

  • To do: Create job advertisements that attract all generations with the following in mind:
    • Honesty – 35% of employees in every generation value ethics and fairness in leadership as a top trait an employer should have. Show it by mentioning in the job ad how your workplace values fairness
    • Meaningful Work – 30% of Millennials and 27% of Baby Boomers look for an organization that assigns meaningful work.
    • Flexibility – Although flexibility is typically valued most by Millennials (30%), 22% of Baby Boomers still look for flexibility in the organizations they work for.

Small business recruitment might not be a cakewalk, but that’s what experts are here for. These secrets will help small businesses learn how to write effective job ads that are going to catch the attention of the right candidates and ultimately, make your small business successful. For many small companies, job ads are one of the only forms of recruitment they engage in so make it count!

About the Author

Joe Weinlick Headshot for WordPressJoe Weinlick, President of Marketing with Beyond.

Joe is the entrepreneurial marketing leader and brand strategist with a unique mix of strategic, creative, operational, and technical abilities.

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