What is the ‘Year Of The Candidate’? Find out what this means for business owners:

This year has been billed ‘The Year Of The Candidate’ due to skills shortages in the marketplace. Ever since the term was first coined in a Wall Street Journal article at the very beginning of last January, the concept quickly gained momentum amongst HR circles and those who are passionate about matching the best people with the right roles.

But as a business owner, how will this have an impact on the work you do? Basically, there aren’t enough white-collar professionals to go round. If you want to fill your higher-level positions, you’re likely to face a struggle. It’ll take more time, and you’ll have to be much more thorough in your search.

Here, we’ll take a look at what you can do to ensure you can still find the right people when you need them.

It all starts with your recruitment processes. Instead of waiting for the right candidates to come and knock on your door, you might well have to go out there and find them. Are you building your contacts? Do you know where you can access the best people? Are you keeping in touch with them regularly, to strengthen the relationship and build trust?

Whilst newer, online tactics are definitely on trend right now, and it’s true that they can bring a massive amount of value to the table, don’t forget the more traditional approaches. Real world connections can make all the difference in this type of climate. The best recruitment strategies will usually merge the two, though will be tailored according to your own business’s culture and priorities.

Next up, make sure you’re showing your candidates that you value them, even before they step foot in your office. They’re pressed for time, and they’re assessing you as much as you’re assessing them. They have other options, so they aren’t going to stand for anything less than sparkling treatment. Hone your communications, make sure they’re timely, and invite feedback at all stages of the process.

These trends may well last longer than just 12 months, so if you’re keen to win the war for talent, you need to make sure that you’re fit for battle.

Struggling to find the right people to help you to drive your business forward?

Give us a call today!

Website: www.TheWorkforceConsultants.com

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Thinking about offering a retention bonus to encourage your staff to stay? You might want to reconsider. Find out why:

Do you ever stop to consider the consequences of your staff deciding to leave your business?

You’ve no doubt put plenty of time, effort, and money into finding and recruiting the very best people, so it makes good business sense to think about how you can continue to make a return on your investment by nurturing your employees, and doing all you can to hold on to them.

Sure, sometimes people decide to move on, and it’s often just an inevitable part of running your own team. There’s a balance to strike though, and it’s essential that you create and implement some robust people policies to ensure you aren’t just hoping for the best and leaving everything to chance.

It’s worth noting though that there are desirable and undesirable ways to improve your retention rates. In some cases, certain popular practices could do more damage to your business than good.

Here, we’ll examine some shady ways of holding on to your staff that you should definitely seek to avoid.

Making big promises that you know you can’t keep

Perhaps you know for sure that your staff want more learning and development opportunities. You know that they’re itching to take on more responsibility, and that they have the drive and ambition to succeed.

It can be oh-so-tempting to promise them what they’re looking for, but this should be avoided at all costs unless you know that you can deliver.

You need to effectively manage expectations, and you need to run your business with integrity. Be honest, but look for other solutions. In the end, your staff will thank you for it, and value the approach you take to running your business.

Offering retention bonuses

Retention bonuses have been the subject of many discussions in the world of human resources and people management, and there are people on both sides of the fence. What you really need to know here is that there is very little evidence that suggests that giving your employees a bonus for staying with your company is actually all that effective.

Some argue that paying people for their loyalty rather than earning it is never a long-term solution. The buzz created by the cash incentive will wear off pretty quickly. As well, if you’re dealing with top performers, they may well receive a sign-on bonus when they join a new business. In short, the cash won’t make that much difference to them. In many cases, people leave not because they simply weren’t getting paid enough, but for a deeper range of factors.

And finally, there are so many better options to pursue if you have a budget to help you to improve your retention rates. Think about how you could improve working practices for all, and make changes that really impact on motivation and engagement. You might have to get a bit more creative and think outside the box, but it can be very much worth it.

Taking the one-size-fits-all approach

Perhaps you’ve read a best-practice guide to retention, and you’ve gone right ahead and implemented some overarching changes to your policies and procedures. Though you do need to take a proactive approach to every facet of your people management, a textbook overhaul isn’t likely to really fulfill your needs.

Why? Because every business is different. What makes your business unique is its culture, and this is created as a result of a wide variety of factors. You often need to dive deeper into the real issues that are at play, and craft a strategy that delivers real results.

Similarly, it may be necessary to have differing approaches throughout the same business. What keeps top performers in their executive roles isn’t always what motivates staff on the operational front line, and you need to tailor your practices to take this into account.

Would you like to have a no-obligation discussion with a seasoned HR professional about what you can do to improve retention? Do you want the chance to work with someone who can get to know your business, and make recommendations that will have a real impact? If so, we’d be delighted to help.

Give us a call today!

Website: www.TheWorkforceConsultants.com

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Are you welcoming new staff into your business? Get it right the first time!

Recruiting a new member of staff for your growing business can be a really exciting time, but it’s something that you should definitely consider carefully before you rush into taking action.

One of the key challenges that you’re going to face is ensuring that your new recruit is welcomed into your existing team without any significant issues.

Of course, some of the basics can be covered by exercising a little common sense and forward planning. You probably don’t need us to tell you that your new member of staff will need to be able to log in to the computers, access your policies, understand their terms of employment, and know where they need to go if they want to grab a sandwich or use the bathroom.

There are wider considerations that need to be made though, and while they’re often pretty simple, they’re easy to overlook. Here, we’ll explain more:

Be sure to brief your staff on the changes

Before your new member of staff starts work, hold a briefing with the existing team so they know what’s happening. Explain a little about the role that your new recruit will be carrying out and how that fits into the bigger picture. Too many problems occur simply because there has been a lack of communication, so make sure that you keep everyone updated and involved.

It might be the case that you’re asked questions about how the changes could impact on existing roles. Staff may be concerned that they’ll no longer be able to work overtime, for example. Be prepared for questions of this nature, and try to provide detailed and honest answers wherever possible.

Know who has responsibility for the induction/new employee orientation

If it’s one of your line managers who will have overall responsibility for your new employee, you need to make sure that they’re capable and willing to step into that role and really own it. Having someone who will oversee the induction process, ensure that any necessary boxes are ticked, and solve any problems that might occur is the only way to stay organized.

In practical terms, the induction or orientation is likely to involve a varied cross-section of the team. There may be some job shadowing carried out, for example, or you might decide that it’s a good idea to ‘buddy up’ new employees with more experienced members of staff.

Carry out regular check-ins with your new employee

Getting to grips with a new role can be a big challenge. It’s likely that your new employee will have a lot to learn over the coming weeks and months. You might traditionally carry out formal performance discussions once every 6 or 12 months, but you really shouldn’t wait this long with your new recruit. Make sure that conversations are taking place more regularly.

Bear in mind that appraisals, formal or otherwise, aren’t just about telling someone where they need to make improvements. They’re about supporting the individual so they can reach their full potential, listening to their thoughts and concerns, and developing an action plan to get them to where they need to be.

Recruiting staff, and everything that goes with it, can be extremely daunting. As with all things though, you become much more confident with a little experience and a good plan to stick to.

If you’re looking to build your workforce and you feel like you’d benefit from working with a professional to ensure that you get things right, feel free to connect with us.

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Are your staff too busy thinking about the holidays at the moment? Here’s how to turn things round:

That time of year is here again. Holidays are being booked, the weather changing, and workers across the country are looking forward to a bit of well-deserved time away from their desks.

But while many people will be worrying about how much they can squeeze into their luggage allowance and whether last year’s clothes still fit, many business owners will have a more pressing concern. As temperatures start to change, how do you ensure that the season doesn’t have a negative impact on productivity?

As always, we’re here to help with some practical suggestions. Read on to find out more about what you can do to ensure that you’re doing all you can to avoid any problems.

Organize the holiday schedule in advance

If you find yourself in a situation whereby 50% of your employees are off at the same time, it’s quite likely that you’re going to run into difficulties.

Obviously, it might be a bit late to get this sorted out for this year, but it’s definitely worth taking the time to think about how you’ll approach the working calendar next year. As well, it won’t be long before you’ll have to start thinking about how you’ll manage your staff over the next holiday period, so you can probably take away some very important lessons.

Bring the holiday feeling to your office

When the weather changes and there are – let’s face it – many other things that your employees would rather be doing than sitting in the office, it could be worthwhile to think about how you can raise spirits and inject a bit of oomph back into proceedings. If some members of staff are away on holiday, you can ensure that those who are left behind aren’t feeling deflated and demotivated.

Your approach here needn’t cost you a fortune, and there are many options for you to choose from. Could you contact a nearby personal trainer and ask them to lead an indoor or outdoor workout for your staff? Small gestures can make all the difference.

Give your HR processes an overhaul

It’s natural that there will be certain times of the year when you notice a change in productivity. Sometimes, slight fluctuations are unavoidable, and you need to simply do all you can to minimize the impact. If reduced productivity has become a longstanding problem though, it’s time to address the reasons why, and do something about it.

Your people processes and procedures will often provide you with clues, and they can also be the remedy. Is your business suffering as a result of poor management practices? Are you using outdated systems? Are your employees dissatisfied with certain aspects of their roles, or the way in which the business is being operated?

An overall HR health-check could be exactly what you need to start making some positive changes. We’d be delighted to have an initial chat with you about how we could help.

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Are you really getting the most out of your HR practices? Find out here how to raise the bar:

As a small business owner, you probably started your own business because you’re passionate about bringing your product or service into the world, and providing a much-needed solution for your customers and clients.

This people management stuff – it’s not necessarily what you signed up for. Call it a necessary evil if you like, but the fact remains that if you want to grow a thriving business, you can’t get away from it. You need practices, procedures, and policies in place that ensure that you’re hitting the mark and developing the right kind of team to guarantee your future success.

If you take your finger off the pulse or let the grass grow under your feet, you could find yourself with problems that have been deeply embedded into your company’s culture, and these can be extremely difficult (not to mention expensive) to fix.

Wondering whether this might apply to you? Recognizing that you might not be firing on all cylinders is the first step towards fixing any issues and turning things round.

Here, we ask some questions about where you currently are, so you can start to establish where you might need to make changes.

Are you suffering from high turnover rates?

Recruiting good staff can be expensive. Giving them the skills and developmental support that they need to excel in their roles can prove to be costly, too. In an ideal world, this is an investment rather than a cost. But if your staff are deciding to move on to new pastures, this can be a huge problem.

You’re likely to notice the impact on the bottom line, and it may well be the case that you’re also damaging your employer brand. If too many people are leaving, the word will get around, and people will start to ask why. This could lead to you struggling to attract top talent in the future.

Are you unsure about whether you’re really meeting your legal obligations?

All business owners know that they need to be compliant with relevant employment legislation. When push comes to shove though, are you confident that you’re meeting your obligations? If you’re not, the nagging concern that something could go wrong is likely to constantly be at the back of your mind.

If you found yourself in a situation in which you weren’t fulfilling your requirements, it could prove to be devastating. Often, all it takes to ensure that you’re where you need to be is some advice from a professional. The peace of mind that this can bring can be worth its weight in gold.

Are you struggling to meet your overarching business goals?

HR is no longer about handing out cups of tea and sympathy. Robust HR practices will always be in line with wider company objectives, and they’ll actively help your business to get to where you want it to be. Take a second to think about what HR looks like in your business, and whether it’s really fulfilling its potential.

Do your practices improve productivity? Do they encourage your staff to be the best that they can be, and reward them accordingly? Do they play a significant role in facilitating business growth? If not, you’re missing out.

Though the points we’ve discussed here are really just the tip of the iceberg, they’ll hopefully give you plenty to think about. If you’re falling behind, the main thing to remember is that action is the only thing that will help you to remedy the problems. The sooner you decide that enough is enough, the better.

Give us a call today!

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