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 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!

Website: www.TheWorkforceConsultants.com

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31% of employees think their boss should help them to lose weight. Do you agree?

According to recent research, almost one third (31%) of employees believe that their employer should help them to lose weight.

As more and more of us spend a huge chunk of time in the office, it’s not surprising that workers are starting to think that businesses should take more responsibility for the health of their workforce. Obesity is an issue that’s continuing to have an impact on our society as a whole, and the consequences can be extremely serious.

The study involved 582 adults in full-time or part-time employment in the United Kingdom (UK). 34% said that they felt their bosses had a moral obligation to help them to lead a healthier lifestyle, and 35% believed that incentivised weight loss programs could be a way forward. Interestingly, men were slightly more interested in weight loss schemes being offered by their employers than women.

A big question here is whether or not this is really a ‘work’ problem. A little further digging though demonstrates that the two are actually very closely linked. By giving employees the tools they need to get in shape, you could be minimizing absence due to sickness and also creating a workforce that’s productive, engaged, and motivated.

It could be the case that this survey highlights an increasingly popular school of thought. A ruling from the European Court of Justice stated that severe obesity should be classed as a disability. As well, back in October 2014, the chief executive of NHS England, Simon Stevens, issued a report suggesting that employees in England could be awarded with cash or shopping vouchers for losing weight as part of a plan to tackle the obesity crisis.

Regardless of whether or not you think that you should play a part in keeping your employers trim, the key takeaway here is this: They’re starting to expect more from you than ever before when it comes to health and wellbeing, and if you want to keep your business profitable and productive, you can’t afford to ignore this. We can help!

Give us a call today!

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