How Your Company Can Benefit from International Recruitment

StrategyDriven Talent Management Article |International Recruitment|How Your Company Can Benefit from International RecruitmentAlthough international recruitment is on the rise, many companies and businesses are still reluctant to try it. If you are undecided about taking this bold new step, these key benefits could help!

Access to a Wider Talent Pool

International recruitment means you are no longer confined to finding the right candidate in your local talent pool. Now, you can select a diverse group of the most qualified and productive employees from anywhere in the world. Additionally, the new international hires might have unique skills that are not available in your country of origin, thereby affording you yet another benefit.

Insights into New Markets

Every business that has a unique insight into an emerging market will always have an advantage over other similar businesses. International hires allow businesses to get a better insight into different and new markets as well as customer types. For example, if you want insight into a market like Indonesia and the types of customers your business is likely to encounter in that market, you could use an Indonesia PEO to find candidates who will give you this unique insight.

International teams also offer your business more productivity and creativity. This is because international hires bring unique experiences and perspectives with them. This boosts the whole team’s productivity and creativity by helping the team think outside the box.

To ensure this creativity, innovation and increased productivity, companies should partner with a global recruitment company to find the right types of candidates. Incidentally, New Horizons Global Partners comes to mind. They help companies such as yours to find the right candidates in Asia, manage your payroll, and a lot more. If you are expanding into markets like Indonesia or any other country in Asia, you can learn about how they can help your business do just that at nhglobalpartners.com.

A Better Workplace Culture

Many companies struggle to hire people who diversify their workforce and enrich their workplace cultures in a meaningful way. Hiring internationally can solve this problem. Hiring internationally brings in different types of people who think differently and who can enrich the company through their unique cultures.

Building this better culture has its benefits including making for a happier and better-connected workforce, developing a global community of employees, and helping employees build professional and personal connections across the globe.

Helps You Cover Multiple Time Zones

Hiring internationally gives you access to candidates who will be working different hours should they choose to work remotely. This will allow your business to provide services round the clock if you can assemble a team that covers every time zone provided your business is large enough.

These increased hours also give customers and clients confidence in knowing that no matter the time of day or night, they can get served by your business.

Additionally, your business can bring in clients from different time zones if you have employees who will be focused on working with those customers and clients.

Hiring remotely might seem like a scary and expensive prospect, but it doesn’t have to be. If you have an experienced international recruiting company behind you, it is possible to hire great candidates who can help your business grow into new markets and beyond.

Modern Day Screening: The Importance of Pre-Employment Testing to Discover the Ideal Job Candidates

StrategyDriven Talent Management Article |Pre-Employment Testing|Modern Day Screening: The Importance of Pre-Employment Testing to Discover the Ideal Job CandidatesJobs are becoming more technical and people have to learn more and do more to qualify for these positions. Employers don’t usually like to take a lot of time to screen applicants individually so instead they rely on other methods, such as testing to weed out those who are not a fit. Such testing is known as pre-employment testing and it is useful in helping employers screen for those who would be ideal to fit into their company. This article will address some of the measures taken to screen potential employees for possible job opportunities.

Things That Are in Pre-Employment Testing

It is critical on both sides of the employment grid for a test to be used to see who will be a good fit for each other. In these kinds of tests, a person’s personality traits, his or her characteristics, skills, behaviors, and thinking skills will be measured, especially in terms of the job being applied for. It saves time when a person can be sufficiently matched to a particular job function, facilitating the employment process. These tests will also check to see how advanced a person is in the use of software and other technical applications.

More Reasons Pre-Employment Testing is Valuable

One thing that must be carefully scrutinized is whether or not a given pre-employment screening has information that will fulfill the criteria necessary for proper matching. Some aspects of an individual simply cannot be captured in a test and will only come to the surface after a person is working for a while. Aptitude tests may be able to measure a person’s ability to learn but they will not be able to capture if that person actually has enough basic skills to begin the work. Some people test well but do not perform well in actual applications.

A Final Look at Pre-Employment Testing

Other tests that are used for pre-employment are personality profiles, drug screenings, and integrity testing, all of which have limited value. However, pre-employment tests can rapidly narrow down the list to people who are qualified for the next phase, interviewing. It will help the employers to minimize the chances of hiring an employee who is surely a bad fit, and reduce the turnover rate in the company. As an added benefit, using an online format for pre-employment testing facilitates the screening and hiring process of employers, which is always desirable for those with limited time.

Final Tips of Pre-Employment Testing

Potential employers should make sure their pre-employment tests meet all the requirements of the Equal Employment Opportunity grid, so as to not be in danger of discrimination. They should avoid questions that are obviously too personal and have no bearing on the job being applied for. If they are using tests outside of their facility, they should thoroughly research the validity and integrity of the tests being used. The employers should ensure to use the right tests to arrive at the right information necessary for the jobs being applied for. The employers should not rely singularly on these tests for employment, but only use them as an initial base for the hiring process. Any future questions about these tests should be discussed with the agencies that originally put the tests together.

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3 Things You Should Know About Comprehensive Background Checks

StrategyDriven Talent Management Article | 3 Things You Should Know About Comprehensive Background ChecksIf you’re an employer or you’ve recently been offered a contingent job, you may have heard about comprehensive background checks. While the name may sound intimidating, background checks are a useful tool that essentially provide accurate information about a potential applicant. They help businesses make informed decisions about who they hire while minimizing their risks. If you’re curious about how comprehensive background checks work and what they cover, there are a few key things you should know.

1. It Helps Verify Your Identity

One of the main components of a comprehensive background check is the verification of your identity. In other words, it helps a prospective employer check that you actually are who you say you are in your application. This is important in helping employers avoid cases of employment fraud or identity theft. These checks will usually verify your full name, date of birth and social security number. Some checks may also reveal any other names you’ve been known under and your address history for the last ten to fifteen years.

2. It Details Criminal History

Another important factor that background checks reveal is an applicant’s criminal history. Many reports will go beyond local records to check multi-state records and sometimes even global terrorism records. Registries like most-wanted lists or sex offender lists are typically included, and results are usually cross checked to ensure accuracy. This helps employers avoid potential harm to themselves, their customers and their business.

3. It May Include Credentials and Credit History

While not covered in all background checks, a truly comprehensive background check will often include a check on an applicant’s credentials and credit history. The credentials check covers things like state licenses, institutional degrees and certifications, diplomas and more. This helps employers ensure that you have the credentials you’ve stated and you’re eligible and qualified for the job. The credit history check isn’t done by all employers, but those employers that carry it out may see your history of handling finances as an indicator of your responsibility. However, there are some states in which employers are banned from including credit history in your background check, so your location may make a difference in this area.

In today’s increasingly competitive business world, comprehensive background checks are becoming a standard part of the hiring process. It allows employers to verify information about prospective employees to make truly informed hiring decisions. Whether you’re an employer or an employee, a comprehensive background check plays a key role in helping keep business operations accurate and honest.

Employees Spill The Beans On What They Really Want From Their Employers

StrategyDriven Talent Management Article |What employees want|Employees Spill The Beans On What They Really Want From Their EmployersIf you think employees just want a paycheck at the end of the month, you’re sadly mistaken. Fortunately, (or unfortunately, depending on your perspective), they need a lot more than that.

In the past, business culture was very different. Companies pretty much told their employees what to do, and they got on with it, without really asking any serious questions. But with falling unemployment and changing expectations, that’s all gone out the window. Now firms have to give their employees many reasons to stay. Otherwise, they’ll look for opportunities elsewhere.

You can listen to consultants all day long, telling you what you should do to reduce employee turnover. But the easiest way to encourage people to stay is to ask them yourself.

When you do, here’s what they say:

Opportunities For Progression

Money today is great. But employees also want the promise of more money in the future. Often, this idea is more compelling than receiving a bonus in the here and now. People want to feel like their lives are going somewhere. They don’t want to get stuck on an eternal treadmill, doing the same things every day, without end. They need a sense that they’re progressing. They want recognition in their communities.

If you want to keep employees, therefore, you should create an explicit schedule for their careers. Make it clear what you expect from them and then make opportunities available once they gain sufficient experience and expertise.

Recognition For Their Work

Some people work for money and nothing else. But a lot of people feel like they’re part of a large social enterprise and expect recognition from their superiors. For them, work isn’t just a means of making money or achieving goals. It’s also about getting some much-needed affirmation.

If you’re a natural boss, you may struggle to see the importance of this. They already get paid, so why do they also need parenting? It seems weird. Sometimes, though, you have to ignore your instinct and spend a bit of time telling your employees you appreciate them. It’s the equivalent of the teacher giving the student a gold star.

StrategyDriven Talent Management Article |What employees want|Employees Spill The Beans On What They Really Want From Their EmployersShow Them You Appreciate Them

Paychecks are great. But ultimately, they lose their appeal. Sometimes, they can become a source of resentment. Employees often come to believe that you’re giving them too little for the work they do.

Corporate gifts for employees, however, can sweeten the deal somewhat. With these, you can show your appreciation without having to go through the rigmarole of a salary renegotiation. For workers, it feels like Christmas.

Offer Flexible Hours

If there’s one thing that workers want more than anything, it is freedom over how they use their time. Not everyone wants to be in the office on weekdays. Some people find it more convenient to come in on the weekend and get their work done then.

Create a system that allows people to work flexibly, where possible. You could allocate a certain number of flexi-hours per week if you need colleagues to be in the office together at certain times.

3 not-so-obvious reasons to use employee scheduling software in your small business

StrategyDriven Talent Management Article | Employee Turnover | ScheduleMakes a bigger dent than you might think

Turnover rates in the restaurant industry are among the highest in any industry. In 2017 the employee turnover rate in the US restaurant industry edged over 70%. The estimated turnover rate for front-line staff like servers and waiters came in even worse at 110%.

The Center for Hospitality Research at Cornell University estimated the average cost to a restaurant of a turned-over employee is $5864. This works out to employee turnover costing an average full-service restaurant $146,000 every year. In a low margin business like a restaurant this can’t afford to go unchecked.

The cost of employee turnover goes beyond the recruiting, hiring and training of a replacement. This accounts for around 50% of the total cost. The balance is made up of a host of hidden costs that accompany employee turnover that don’t necessarily show up on the balance sheet.

Let’s delve into these hidden costs and what restaurant can do to mitigate them.

Loss of Institutional Knowledge

There’s a famous saying “it takes a village to raise a child,” and this same idea applies to business.

Every time you lose an employee whether it be a waitress, server or cook, you lose important knowledge regardless of whether that employee was working for your business for a year or ten years. When an employee leaves, they take the history and knowledge they accumulated at your company with them as well.

To make matters worse, you need to pay to re-train the replacement employee, and sometimes you can’t teach all the knowledge that was lost. Although it’s difficult to measure the cost of knowledge, you can be assured that time and energy will definitely be wasted with every employee turnover.

Demoralized Staff

It should go without saying that employee turnover strikes at the heart of the morale of your entire workforce.

When an employee leaves, other employees must pick up the slack to account for this void while you search for a replacement. This creates for some unhappy people. Employees can begin to feel resentful if they are taking on more responsibilities with no pay raise or benefits. They might even start considering leaving themselves.

Thus, losing one employee could easily turn into losing a few more throughout the year. It can lead to something like a domino effect where your productivity declines long after the initial employee leaves.

The health of a company is closely tied to the employee turnover rate — so stay keen on keeping your employee morale high if turnovers ever do occur.

Distracted Management

Your assistant manager and shift manager will have to dedicate a good portion of their time to replacing lost employees. These new responsibilities could easily come at the expense of other crucial functions in your company.

Effectively, you will be paying your employees top-dollar salaries for recruiting employees when they could instead be focusing on actual business strategies and expansion. Your business suffers as its primary responsibilities are stalled while your management searches for an employee replacement.

A business usually relies on its best people to recruit new employees. However, with them now busy finding and training new employees, your entire business suffers. The ones with the best business practices and the most know-how in management will distracted looking for an employee replacement. This is always a net drain on your business.

Loss of Credibility

In an environment of excessive employee turnover, management can easily get hit with a serious loss to their credibility.

For example, if any media begins to report on losses to your employee staff, then it could easily cause a snowball effect. Bad publicity over employee turnover and management could easily cause a downward spiral you would be smart to avoid.

A loss of credibility could affect public perceptions of your business, but this could also trickle into a real decline in sales.

For example, if a lost employee affects customer satisfaction, you can begin to see serious consequences: the company will begin to lose its most important customers. With high turnovers, customers could easily get frustrated and begin to turn away from your business.

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It should be clear now that there are plenty of hidden costs associated with employee turnover, which begs the question: What can you do to stop it?

Create an Inviting and Fulfilling Work Environment

You can lessen demoralization of your staff when an employee leaves by demonstrating that they are a crucial part of your business. This begins with your work environment and how you conduct yourself as a business. Employees will be far less likely to follow suit and leave if they feel they are respected at work. By encouraging a community environment for your staff where they feel welcome, you can retain employees and keep them loyal. Of course, how you choose to go about creating a fulfilling work environment is dependent on the ins and outs of your company. There is no one-size-fits-all solution.

Ask yourself: Would I want to work in this environment as an employee myself? Put yourself in the shoes of your staff and work from there. Make them feel appreciated and let them know they are important to the workings of your business.

Stay Up-to-Date on Compensation and Benefits

A business that stalls on compensating its workers is a recipe for disaster, even if it happens just once. If employees cannot be certain they’ll be paid on time, they’re more likely going to head to the door if such negligence continues.

An efficient business strategy, however, is one that keeps track of how employees are developing and their rising worth, paying them accordingly for better work. This keeps employees satisfied and makes them feel as though they are adding real value to the company (and being rewarded for it!).

Engage Your Employees

You should never siphon off your employees to one section of your business and only interact with them when discussing compensation. Don’t ever limit your employee engagement to just surveys and pay: build a culture of engagement from the top of the company all the way to the bottom.

Everyone needs to be on the same page for a business to be its most successful. If you engage with your employees beyond just what’s absolutely necessary, you’ll be more in tune with the work they’re producing — and your employees will be definitely be appreciative of it.

With these helpful words of advice, you can start limiting the chances of employee turnover and create a vibrant, productive work environment for your business. All of this begins with recognizing your employees as crucial to your business. So, try cultivating a work culture of generosity and gratitude in your own business: you’ll be surprised how far it goes in retaining a productive workforce.