Flexible work leads to higher productivity, lower stress and an expanded talent pool among other benefits. It’s no wonder that more companies are embracing flexibility and changing the definition of today’s workplace.
Have a look at this infographic from TechnologyAdvice for insight into what types of flexible work exist, why people want greater flexibility and why 9-5 will be a thing of the past.
A candidate walks in the door with an okay skill set but a personality that would fit right in with your office culture. The next candidate seems a little standoffish, but their skill level for the job is the best of any applicant. Who gets the job? Continue reading Is the Best Hire for Skill or Cultural Fit?
If you are hiring for tough-to-fill positions and not getting the number of applications you’d like, or are not retaining those you hire, your job posting could be to blame. Making a few changes to the focus of your job ad could attract and keep better applicants, as found in a recent study.
The study, titled “Does Emphasizing Different Types of Person–Environment Fit in Online Job Ads Influence Application Behavior and Applicant Quality? Evidence from a Field Experiment,” is set to be published in the Journal of Business and Psychology. It was based on data from 991 applicants who responded to 56 ads for engineering and project management-based positions.
From the results of this study we’ve pulled four specific elements for your job postings to help attract and retain candidates. Implementing these strategies has shown to make job ads more compelling for in-demand candidates. Continue reading 4 Ingredients for a Better Job Ad
An article from ere.net explains that almost half of all hires fail within 18 months, and almost all of those (89%) leave their position, or are fired, due to their attitude. Technical competence was not the problem here. The question is, how do you interview for attitude? Considering candidates are putting their best face forward during the entire hiring process and well into the initial stages of the job, it’s understandable why an attitude problem is not recognized earlier.
Ere breaks the hiring process into six steps: screening resumes, beginning of interview, previous employment questions, behavioral questions, using an assessment tool, and checking references. In each of these steps watch for red flags indicating the person is not good natured, positive, a team player, or other key behaviours applicable to the position.
Read the full article here.
Some companies have a reputation for being a great place to work – Facebook and Google are the two most popular and well-known examples. But a company doesn’t have to be a huge multi-billion dollar enterprise to be a great place to work. Small, medium and large businesses of all industries have a lot to offer their employees. What can we learn from the top companies’ practices to create an environment that employees love working in every day? Let’s start with these 6 factors:
- Benefits. Number one on many job seekers list, good benefits are mandatory for companies to be considered a desirable place to work. Health, dental, massage, eye care, family plans, a pension plan, vacation days and sick time… the list goes on.
- Salary. Right next to benefits is how much money the job offers. A competitive salary will draw in top quality applicants and keep workers happy. Being stressed about finances or covering basic needs is not going to make an employee happy about their company.
- Flexibility. Being able to telecommute, work from home a few days a week, or work flexible hours can help to handle everyday stress and contribute to a healthy work-life balance. A company that can be flexible with its hours is one that cares about its employees’ well-being. Giving time for people getting over a personal tragedy or getting adjusted after maternity leave shows the company has a lot of empathy.
- Management. The people you work with every day have a huge effect on how you perceive your company, and how satisfied you are with your job. A boss from hell can make your life miserable, no matter how good a pension the company offers. Incompetent managers, micro-managing, unclear corporate structure or too many managers can all lead to a toxic workplace. On the other hand, a manager that communicates well, listens to his/her employees, and provides helpful feedback and advice will increase productivity, employee retention and help create a positive environment.
- Training. Training should be ongoing – starting with teaching new hires how the company works and what is expected of them, and continuing with improving the skills and knowledge of long-term employees. Opportunities for growth and learning are something most people look for to feel satisfied in their career. Paying for workers to attend workshops, conferences or courses to upgrade their certifications or degrees benefits both the company and the employee.
- Small perks. Creating an everyday office culture that give benefits to workers provides a sense of overall happiness and good will. Little things like weekly free lunches, a stocked beverage fridge, family events or a daycare show an appreciation for employees and make a workplace less stressful.
- Corporate responsibility. While the above points are all great ideas, it is important to consider the company’s products, services, stance on major topics like sustainability, and their treatment of clients or customers. Being able to respect a company’s overall vision and high-level decisions are key to retaining employees that will be proud of who they work for.
A win-win situation is in a salary negotiation is when the candidate feels valued, the employer feels they are getting value and both feel they are in a long term relationship, not short term ‘settling’, whether for a low-paying job on one side, or an overpaid unknown on the other. Salaries affect the entire organization on many levels: financial, staff morale, work culture and quality of employee among others. Review the organization’s pay system and methodology on a regular basis to ensure you are staying current.
- Know what type of salary the candidate will expect, whether asking in the job posting, or by learning how much they earned previously while reference checking. Don’t be blindsided by what a candidate asks for.
- Research the typical salary range in the industry, job level and location. Know if you are offering more or less than the going rate. The candidate will likely have done this research as well.
- Expect tough negotiations from more experienced, higher level candidates – and after all the scrutinizing, fact-checking and interviewing this stage of the process needs concentration. Know your highest number and all salary information before going into negotiations. Even if the salary isn’t negotiable, prepare to discuss benefits, paid time off, tuition assistance, signing bonus, car allowance, cell phone, and any other possible perk
- Clearly communicate those benefits to any candidate: people value perks and benefits such as health care as much as a higher salary. If they are not clear on what is being offered, they may ask for a higher pay.
- Even if you have to start over with a new candidate, stay within the organization’s limits. This will potentially save years of headaches, both financially and among staff who may feel slighted.
- What are the company’s expectations for the new employee? Instead of risking overpaying by having expectations that are too high, have a salary review in 3 or 6 months to discuss performance and possible pay increases.
- Think long term: perhaps in today’s economy you can get away with paying highly skilled people less, but they will always be looking for better opportunities down the road.
- Consider work culture: competitive environment, or team atmosphere? The pay system has a huge impact on how employees interact and treat one another.
- What are the HR strategies? Are you tasked with attracting an elite, highly skilled workforce? You may need to offer higher than the industry standard. If cheap labour and a high turnover is not a problem, than pay less.
- Consider pay as an incentive to motivate staff. Carefully weigh everyone’s base salaries, wage
- increases and bonus pay. By rewarding one worker will you be de-motivating others who have worked hard? Or by rewarding everyone equally, do you lessen the motivation of a star employee?
- Have a clear pay philosophy. Don’t publicize individual salaries, but make the reasons and methods behind determining pay transparent and consistent.
- One successful method is to have set salary ranges for each level within the organization. More qualified, experienced and skilled employee will earn at the higher end of the range, while newer employees will likely start at the low end. These helps keep everyone on the same footing, while allowing for salary increases and negotiations within a particular range.
Remember that no one wins if one party ‘loses’ the salary negotiation. Either the company is paying too much, or the employee is unhappy with their wage. Always strive for a win-win approach.