How you Can Find the Best Employees for Your Business

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StrategyDriven Talent Management Article | How you Can Find the Best Employees for Your Business

In today’s competitive job market, it can be difficult for employers to find the perfect candidate. As a result, those hoping to hire new staff members need to think outside the box when developing recruitment strategies. It’s especially true for small businesses that might not have the budget for a third-party agency or an in-house HR team. Here are some hiring tips for employers that will help you find the most qualified applicants for the job opening at your company.

Research the Market

Before looking for new employees to join your team, you need to understand the market. Find out what skills are in demand in your industry and region. You may want to conduct a skills gap analysis to see if there is a lack of specific skills in your area. This will help you determine which positions you should hire for and what you should pay for those roles.

You likely have a recruitment strategy for hiring employees, but you also need to ensure you are not missing any opportunities to hire the best talent for your company. Therefore, you may want to consider hiring an external recruiter for assistance. A recruiter can be a helpful resource, especially if you are looking to employ senior-level employees and you are having trouble finding candidates for your open positions.

Use the Internet

Alongside hiring a recruiter, there are specialized online tools that help employers, and new hires get connected. For example, Timberseed recruitment allows you to manage every stage of the hiring process, from sourcing candidates to working job offers.

Websites like this also help to keep you compliant with hiring laws, so you don’t risk being fined for making hiring mistakes. These systems can also help you to screen out unqualified candidates and schedule interviews.

Hiring Events

Looking for new employees at a hiring event can be a great source of talent. It may be worth partnering with your local Chamber of Commerce to host a job fair in your company’s name. A career fair can help you to find the best candidates in your area. You can also attend a job fair in your state to source candidates from a wider area. That may be a way for you to find candidates who might not be applying to your job postings online because they don’t meet the minimum qualifications. These events are often free to attend and can be a great way to connect with potential candidates.

Utilize Social Media

Social media platforms can be an excellent way for you to source candidates and reach a wider audience. You can also use these sites to interact with potential employees and get your company name. In addition, it’s a great way to target younger demographic groups, people looking for remote work, and those who might not be actively searching for a job.


Ask Current Employees for Help

Asking your current employees for help is a great way to find candidates who are a good fit for the company. They can refer candidates who they think would be a good fit for the company and will likely know who is interested in the job opening. You can also ask current employees if they would be willing to take the job posting and pass it along to others who may not know about it. You can grant bonuses to employees to bring in other long-lasting employees.

Make Your Job Ad Shine

You may consider hiring a professional to help you write your job ad. That is especially true if you are hiring for executive-level positions. Your job ad should include all the information candidates need about the situation, including the company culture, vacation policy, and pay scale. You should also have information about the hiring process and where applicants can go to apply for the job.

Conclusion

Finding suitable candidates for your job openings can be difficult, especially if trying to hire entry-level employees. However, you can make the process more efficient, less stressful, and even more fun. Well-qualified candidates are out there, and they want to work for your company. Though it’s up to you to find them, nowadays, it’s easier than ever.

Why Understanding the Tech Skills Gap is Key to Your Long-Term Success

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The world is facing something of a crisis in tech skills. More businesses than ever before need technical and digital expertise to help them grow their company online. But this rush for talent has created the unfortunate problem of a skills gap: there are simply more roles that require technical skills and experience than there are candidates qualified to fill them.

Take the cybersecurity skills gap as a key example. In a recent survey, 85% of organisations said that a shortage of staff was affecting their ability to keep their IT systems and networks secure. And, the news only gets worse from there, as the same survey revealed 30% of current cybersecurity workers are considering a change of career path.

So, there can be no doubt that the tech skills shortage is real. Thankfully, by understanding it and reacting to the issue, businesses can actually be more successful in the long-term.

Retaining top talent

There can be no doubt that the tech skills gap has made it essential for businesses to retain their best staff. It is no good having a great recruitment procedure if those staff that you do hire have moved on within six months. Likewise, if you hire too few valuable tech staff and they have an unexpected absence, you might need to spend more of your hiring budget on some freelance or temporary back-up staff.

It is a much better idea to put a great deal of focus on retaining your top talent and giving them a great reason to stay via incentives, a great team atmosphere and running your business ethically. This can have the great knock-on effect, as tech staff are likely to have friends that work in the industry, and if they feel well treated, they might feel happy to recommend the business.


Broadening recruitment possibilities

It may be the case that you have always managed your recruitment in a certain way. However, in the wake of the Covid-19 pandemic and the rise in remote working and hybrid patterns, it is now possible to recruit from anywhere in the world. Broadening your potential talent pool gives you a great range of talent to choose from.

Working with contractors

You might not be aware of the scale of the need for tech-smart staff. For example, the average large organisation tracks 1.4 million issues through a single Jira instance. This shows the absolutely vital need to familiarise workers with technical products like Jira.

But if you can’t find specialist Jira professionals to hire, you might have to look at alternative options such as working with contractors. This can actually be very effective, as contractors can be hired for a specific period and simply to get a certain job done. This means you are hiring for exact needs.

Upskilling your team

Don’t forget that one way that you can overcome a lack of tech skills is to provide your team with new ones. Creating a great training program can help to upskill your workers with the skills that your business needs. In the modern-day office of flexible working, hot desking and the merging of work and personal devices for work purposes, being digitally and knowing how to use technology more effectively is more vital than ever.

Thorough cybersecurity training should be a key focus and an area within your tech and IT remit for staff that it is wise to consider throughout the year. It can’t be forgotten that staff are a vital part of good cybersecurity. If your team doesn’t have the knowledge to know how to deal with certain technical situations, investment in even the most powerful cybersecurity measures won’t be as effective as they should be. Therefore, it should be considered essential to provide staff with regular, basic and high-quality training on the latest cyber threats and what to do about them.

In general terms, ensuring that your company is digitally savvy can be a great way to advance your business for the future. Upskilling staff on a regular basis will also impress your team. They will feel more positive about your investment in them and your support in helping them to develop new valuable skills for their longer-term success.

6 tips on maximizing your diversity recruiting efforts

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StrategyDriven Talent Management Article |Diversity Recruiting|6 tips on maximizing your diversity recruiting effortsDiversity is about more than just race and ethnicity – it also includes gender, age, sexual orientation, socio-economic background, and more. You’ve probably heard that diversity is a key ingredient for a strong workforce.

But what does that mean for your organization? If you want to start maximizing your diversity recruiting efforts, read on for five effective tips.

1. Set Goals

Before recruiting anyone, it’s essential to set clear DEI recruitment goals. What does your organization want to achieve? Do you want to increase the number of underrepresented minorities in leadership positions?

Do you want your customer-facing employees to reflect the demographics of your customer base better? Be as specific as possible so that you can measure your progress.

You should also evaluate your current workforce to get a baseline. Verify what percentage of your employees come from underrepresented groups and how that compares to your desired goal. This data will help you create a recruiting plan that’s tailored to your needs.

2. Increase Your Visibility

If you want to attract a more diverse pool of candidates, you need to make sure they can actually find your job postings. One way to do this is by using job boards and websites that target underrepresented groups. But finding these websites isn’t enough!

Your job descriptions greatly influence the type of candidates you attract. If your descriptions are too general, you’ll likely get a lot of unqualified applicants. But if they’re too specific, you might dissuade underrepresented groups from applying.

You need to tailor your postings to each website. Use the language and keywords that these groups will be searching for. For example, if you’re trying to attract women to a male-dominated field, you might use phrases like “break into” or “change the game.” You might also use “they” instead of “he” throughout the posting.

3. Diversify Your Recruiting Panel

Your recruiting agency plays a big role in determining the types of candidates you ultimately hire. If your panel is homogeneous, they’re likely to favor candidates who remind them of themselves subconsciously.

That’s why it’s important to have a diverse recruiting panel. They should come from different backgrounds and levels within the organization. This will help ensure that you’re considering a wide range of candidates.

Many organizations make the mistake of assuming that their interviewers know how to evaluate candidates fairly. But unconscious bias is a real problem and can impact how people assess job applicants.

To combat this, you need to train your interviewers to conduct unbiased interviews. They should know what questions to ask and red flags to look for. This training will help ensure everyone is on the same page and that your hiring process is as fair as possible.


4. Offer Inclusive Benefits

Your benefits package can be a major selling point for potential employees. When evaluating job offers, candidates will often consider the type of benefits an organization offers.

To appeal to a diverse group of candidates, you need to offer benefits inclusive of all types of families. These include paid parental leave, child care assistance, and flexible work arrangements.

You might also want to consider offering cultural benefit programs. These can take the form of language classes, mentorship programs, and affinity groups. These programs can help your employees feel more connected to their co-workers and the organization as a whole.

5. Promote from Within

Many organizations focus their recruiting efforts on external candidates. But this can actually dissuade potential employees from applying. If your workforce is already diverse at the lower levels, promoting from within is a great way to show that you’re committed to diversity.

Not only does this send a strong message to potential candidates, but it also helps retain your current employees. They’ll see that there are opportunities for advancement, and they won’t feel the need to leave the organization in search of greener pastures.

6. Call on a Recruitment Firm

Even by taking all the steps ahead, finding minorities for your business might still pose a challenge. You may not have the advertising budget as bigger companies, or maybe you live in an area with a smaller pool of diversity to draw from.

If you want to maximize your diversity recruiting efforts, you must partner with a recruitment firm specializing in this area. At Groom & Associates, we have over 25 years of experience helping organizations attract and retain top talent.

We can help you create a customized recruiting plan tailored to your unique needs. Our staffing experts will work with you to identify the types of candidates you’re looking for and where to find them. We’ll also help you craft job descriptions and interview questions designed to attract a diverse pool of applicants.

Bottom Line

When it comes to recruiting, there’s no one-size-fits-all solution. The best way to attract a diverse pool of candidates is to tailor your efforts to your organization’s specific needs. Contact Groom & Associates today to maximize your diversification efforts. We’ll help you build an inclusive workplace that attracts top talent from all backgrounds.

5 ways to support the financial wellbeing of your employees

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StrategyDriven Talent Management Article |Financial wellbeing|5 ways to support the financial wellbeing of your employeesTalking about money is something that many of us find difficult, especially when it is causing us stress. However, financial troubles can cause feelings of anxiety, which can have a lasting impact on workplace productivity. So, as an employer, how might you support the financial wellbeing of the workers in your care? Let’s take a look.

1. Take the time to understand what your employees go through

One study by the Money and Pensions Service, an organisation sponsored by the Department for Work and Pensions, found that 36% of adults in the UK, or 19 million people, feel worried when thinking about their finances.

There are a variety of reasons why people might become stressed, anxious, or worried when considering their finances, so take the time to truly understand what financial stressors are plaguing your employees. This way, you can effectively target the areas in which will boost financial wellbeing.

2. Start a conversation

Supporting financial wellbeing is not a one way conversation – in addition to asking your employees what their troubles are, you need to make sure you are listening and adapting to the ideas they are providing.

It is important to start a conversation in the workplace, fostering a culture that encourages open communication, no judgement, and confidential advice.

3. Offer financial education resources

According to a 2020 study by the Financial Conduct Authority, 96.7% of adults over 18 in the UK did not access specialist financial advice in the preceding 12 months.

This data came at a time when many of us were in the midst of financial troubles, unpredictability, and uncertainty caused by the coronavirus pandemic.

If over 9 in 10 UK adults do not access financial advice even during the most uncertain times, it is clear that many of us will be unlikely to reach out to a professional when times are tough. Thus, it can be fruitful for businesses to offer financial resources for their employees, allowing them to educate themselves and gain access to crucial information, even when they might not feel comfortable approaching a professional.

4. Offer practical support

In addition to providing employees with educational resources, it can also be a good idea to back this up with practical resources, too. These offerings will provide practical support to those that need it, giving them everything they need to improve their financial security.

Practical support resources you might consider include workshops, training days, an onsite financial advice team, group income protection, life insurance, death in service benefits, and much more. Support such as income protection and life insurance will give employees the peace of mind that their essential bills can still be paid in the event they lose their income or their life.

5. Encourage an ongoing culture of communication and support

Finances are a continuous part of life – even if employees get a pay rise, this might not make worries of paying off the mortgage go away instantly. Thus, it is important to think of this as an ongoing process towards financial wellbeing, as opposed to a quick and instantaneous fix.

Perhaps you can schedule regular training sessions, or send monthly updates about the resources and benefits that employees have available to them?

Overall, with these ideas and resources in mind, businesses will have the means and opportunity to build, support, and grow financial wellbeing in the workplace.

The Top Benefits of a Corporate Wellness Program

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StrategyDriven Talent Management Article | The Top Benefits of a Corporate Wellness ProgramThese days, the most pressing challenges that employers face are attracting and retaining top talent. If you want your company to stand out from the crowd and interest standout candidates, you must find creative offerings. While a competitive salary and benefit packages are key, you also need to show prospective employees that you care about them as people rather than just workers. Corporate wellness programs can help you with this. So, what other benefits follow the establishment of a corporate wellness program?

Improved Employee Productivity

First, such a program can increase your staff’s productivity. After all, happy employees are more likely to work hard and remain focused. Individuals struggling with mental or physical health issues often struggle to complete tasks. But a wellness program can help you take proactive steps toward supporting health and wellness. As a result, employees have more energy to focus and fewer distractions to undermine their productivity. If you want to boost output, focus on your workers’ mental health.

More Continuity and Less Turnover

Another significant benefit of a corporate wellness program is how it increases continuity in the workplace. When employees struggle with their health and wellness, they tend to take time off work. Someone else must then pick up the tasks of that staff member. If you want to avoid this issue, you must keep your employees as happy and healthy as possible. A corporate wellness program will help you do just that.

Attract the Top Talent

Finally, the greatest benefit of a corporate wellness program is its capacity to attract talented individuals to the workforce it supports. More than ever before, employees care about their office’s atmosphere. They want to know their company values them as individuals and team members. If you put extra time and effort into keeping your employees happy and healthy, talented individuals will want to work for your organization.

Set Up a Corporate Wellness Program

To illustrate that you care about the health and well-being of your employees, establish a wellness program. If you have never created a wellness program before, you need not do so alone. Reach out to a professional who can help you establish effective health initiatives.