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Five Ways to Enhance Your Hiring Process

 Perfecting the hiring process is about more than merely finding the right candidate — it should also be about saving valuable time and money for your company. According to research from Bersin by Deloitte, the cost to fill an open position has ballooned to $4,000 per employee — and nearly three-times that amount to train them. Talk about hiring right the first time!

Additionally, recruiters are bemoaning the fact that the time to find the right hire is increasing, too. While there may be no way around getting company decision-makers on board at the same time, there are steps you can take to enhance your hiring process and find the right candidates. Here’s how:

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Why Coworking is Rising in Popularity

 The demand for shared offices and coworking space is on the rise with the total coworking market currently standing at around $20.5 billion. More businesses than ever are looking towards a flexible way of working in order to reduce costs, increase agility and offer more options to their teams.

Coworking is said to improve productivity, with 71% of workers saying they feel more creative in a coworking space and 68% saying they are able to focus more. Instant Offices have taken a look into the benefits of coworking and how to choose a space that will meet your needs.

What is a Coworking Space?

Also known as shared office space, coworking gives SMEs, entrepreneurs and freelancers access to all the facilities and perks of conventional office space without the cost of a lease and all the hidden extras that go with it. Coworking enables people to work independently in a space with shared values and a defined culture, and is increasingly being adopted by larger organisations too.

Rising Popularity of Coworking

According to research conducted by Instant Offices and CoreNet Global in a report titled ‘Coworking, A Corporate Real Estate Perspective’ , the number of coworking centres is projected to total more than 26, 000 by 2020.

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How The 9-Box Grid Reduces Turnover

 

Confusing a high-performing employee for a high-potential employee can be a costly mistake. As Robert Gray, head of Insightlink Communications points out, “An organization that fails to distinguish between performance and potential will have difficulty identifying talent and could be contributing to unnecessary turnover.”

After decades of performing employee research Insightlink has found this is a common predicament for many organizations. This is especially true for employees in sales departments where often top-performing sales reps are promoted to managers but they struggle to shift away from their own individual sales results to helping the sales reps they manage achieve their sales goals. Meanwhile an employee in an administrative role who may have supported his or her team for years without a promotion, looks elsewhere for a new job because they feel undervalued and overlooked. Both these scenarios hurt moral and result in preventable turnover.

Employee research is an essential tool in the battle to reduce turnover and can help organizations understand where they are performing well and where they are struggling. In addition to conducting employee surveys to get employees thoughts and opinions about their jobs, a 9-box grid compliments this research giving HR and senior management even more knowledge about their employees. Used together these two tools can expose areas of weakness where engagement and job satisfaction levels are low and identiy which employees are being most negatively affected.

 

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Business Growth Strategies Tips To Improve Your Workforce Management

  
 

As your company grows, workforce management should become top priority. It is a challenging yet crucial facet of your operation, that grows in complexity as demographics shift and technology advances over time. You must thoroughly gather and analyze data to make informed choices about recruiting, retention, productivity, performance and engaging employees. Also, keep in mind the best resources and tools that will support your management goals. Here are some tips for business growth strategies, in regards to workforce management:



Recruiting



You must make sure your workforce is composed of creative, motivated, intelligent individuals who can fit into your company and also work toward its improvement. Enhance the composition of your team through strategic recruiting. First, you must identify your People Brand — ask yourself, “why should people want to work for me?” As you begin to answer this question, you will see certain attributes and values emerge, which can then be combined to figure out your ideal, like-minded candidate. With an established People Brand, your recruitment team can make informed decisions about the candidates they seek out and pursue.

 
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Why Employees Who Mask Their Unhappiness Are Lethal

 "An organization pays a heavy price when its bright, capable people quit and leave. But it’s even more costly when bright, capable people quit and stay.” — Rodger Dean Duncan

One of the overwhelming challenges of being in HR is being held accountable for maximizing retention and reducing turnover. A great deal of effort and energy gets spent making sure employees don’t quit but there are many times when they do despite it all. Feelings of abandonment must echo the halls of HR when it happens but there are other ways unhappy employees process their environments that are not so obvious but maybe more lethal. 

There are three basic tactics or coping mechanisms employees use when they are unhappy with their jobs:
  1. Proactively work to make the situation better. This may seem like the best path but it also the most difficult. It usually involves confronting people about the root causes of their frustration. It requires that the unhappy employee confront people, and possibly their own direct manager, about the reasons they are struggling and that can be demoralizing.
  2. Quit. This one is pretty straightforward. At some point, people will decide that life is too short to be frustrated and discouraged at work, and they’ll search for a new job. And if they’re good at their jobs it won’t be difficult for them to find a new one and leave.
  3. Quit and stay. Ultimately, this is the path of least resistance, and the one many employees choose, sometimes even subconsciously. These folks rationalize not quitting by thinking “Hey, I’m still getting paid so I’ll just hang in and detach emotionally so it doesn’t get to me anymore.” If this decision is being made by enough employees, then this will erode a company’s culture from the inside out as service, productivity and morale decline. 
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What You Need to Know About Boomerang Employees


With this boomerang trend on the rise, it’s more important than ever for organizations to create a culture that engages employees – even long after they’ve gone – and organizations should consider how the boomerang employee factor should affect their off-boarding and alumni communications strategies for top performers.”

• David Almeda, chief people officer, Kronos

The number one reason people quit their jobs is for a better opportunity so bosses, relax.
Despite the commonly held belief that it’s all your fault, our research shows that over 40% of employees leave for better opportunities and only 15% leave because of a bad boss. In fact, Millennials are quitting at a rate of every two years making job-hopping the norm, but chances are very high this younger generation is more likely to boomerang back when they realize what they’ve missed. In the past almost 1 in 2 companies had a policy against re-hiring former employees but that’s all changed according to new research.
In the first study released in the Employee Engagement Series commissioned by The Workforce Institute at Kronos Incorporated and WorkplaceTrends.com, survey data shows a changing mindset about hiring boomerang employees.  Read full post

Does Your Company's Job Page Scream

'Work Here'? 

 

With the plethora of hours, manpower and money that goes into a company’s recruiting strategy and process, it’s safe to say that hiring the right candidate for a position is a top priority.

 And it’s no wonder. Harvard Business Review estimates that nearly 80 percent of employee turnover is directly related to poor hiring decisions. And the price to replace said poor hire, a whopping two-and-a-half times that person’s salary.

 While many pieces go in to the recruiting puzzle — including sourcing, attracting, interviewing, selection, negotiation and hiring — a crucial piece lies in your company’s job page. If you’re not sure if your company’s career page packs a punch, read on to learn how to help your job page stand out to potential candidates.

 

Show ‘em what you got

 

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HR Tips for Handling Controversial Conversations at Work

There is no shortage of controversial topics these days — be it political, religious, racial or otherwise. Managers, human resources professionals and business executives alike are often faced with the duty of navigating the sometimes murky waters of facilitating conversations around these topics.

Though it’s important to ensure employees feel valued and comfortable to express their opinions freely, careful, thoughtful intervention on controversial topics is equally important. It’s also key that hard-to-discuss topics are dealt with professionally from an HR standpoint not only to avoid litigation, but also to ensure employee satisfaction, engagement and retention. As an HR professional, your responsibility is to keep an ear out for controversial conversations among staff in order to intervene and diffuse them before they escalate into potentially volatile situations. And remember, it is an employer’s duty to protect employees from abuse in the workplace...which can stem from controversial conversations.

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Job Interviews Impact Job Satisfaction

Research Shows Tougher Job Interviews Can Reduce Turnover


When you are an employee engagement specialist, you tend to be drawn to and fascinated by employees. Wherever you go, you encounter employees and you can’t help but wonder, What are they thinking? How do they feel about their job? And when you see a bunch of employees working alongside each other, why do some looked excited and others look so obviously de-motivated? Which begs the question, how come some people can be engaged and others be disengaged doing the same job?

New research says it might have a lot to do with hiring. A new driver has been identified in research conducted by Glassdoor that tells us the hiring process influences how engaged an employee will be long term. The research shows that the more time is spent on the interview process itself, the greater the chance you will hire the best person for the job and the one most likely to be the best match. When people are hired to do the job that suits them best, there is statistically a much greater chance they will become highly engaged employees. They won’t quit after a month because they are in the right job, therefore they have the best chance of becoming one of your most loyal and committed employees.

 

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Managing Sick Employees: The Fakes and the DieHards

Sick or Not, They Could Both Be Faking

 

In a survey of 1000 people conducted by ColdEeze.com, the majority of employees think their colleagues are lying or faking being sick when they call in to report they won’t be coming to work that day. The study claimed that a ‘whopping 80 percent admitted that sometimes they don’t think their colleagues are telling the truth’. We all have off days or days when we need downtime but lying is not what you would expect from an engaged employee who is committed to their organization and cares about their work. You might expect to see this from disengaged workers, however, who have lost or maybe never had a close connection to their place of work. Calling in sick might be a red flag that an employee is just not that into you and here are some signs they might not be telling the truth.

 

 

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About

Insightlink Communications are experts in employee survey design, data collection and analysis. Since 2001 we've helped companies of all sizes measure and improve their employee satisfaction and engagement.



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HR ToolKit Guide to Employee Surveys
Good info on how to write surveys

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Makes 360 assessment surveys easy.