Integrating New Work From Home Hires

Looking for practical tips and guidelines? Click here to view Marsh’s “Returning People to the Workplace Safely: A Practical Guide for Managing COVID-19” in pdf format. See below for our selection of informative tips, videos, and articles! TED Series, “The Way We Work”, TED. https://www.ted.com/series/the_way_we_work.Kurter, Heidi Lynne. “4 Ways to Onboard New Hires Quickly Without Harming the Employee Experience”, Forbes.com, 23 Apr 2020. https://www.forbes.com/sites/heidilynnekurter/2020/04/23/4-ways-to-onboard-new-hires-quickly-without-harming-the-employee-experience/#648249d74017.hronboard, “7 Creative Ideas to Make your Employee Onboarding Amazing”, hronboard.me, 2020. https://hronboard.me/blog/onboarding-ideas/.Stephenson, Jessica. “5 Pro Tips for Quickly Pivoting to a Virtual Employee Onboarding Process”, ExactHire.com, 6 Apr, 2020. https://www.exacthire.com/blog/hiring-process/5-tips-pivoting-virtual-employee-onboarding-process/.Moss, Kevin, & Manzo, Sona. “Considerations to support delivering an exceptional onboarding experience during business disruption”, Human Resources Today, 29 Apr 2020....
Marketing your business as a recruitment strategy

Marketing your business as a recruitment strategy

Have you ever looked at the journey a jobseeker goes on when trying to apply for a job with your company? Where do they go to find opportunities? What does this process look like? And finally what messages are you providing them along the way? Clarity is a big issue in the job market. It can be unclear to the talent where they should start looking for opportunities within your business. Should they go to your web site and send an email to your generic email address; should they engage with a recruiter or search job boards and social media hoping you are going to post there? Helping people understand where you hire is vital, even when you aren’t hiring. Some brands may have a blank careers page, an email address or a ‘check back soon’ message, with no focus on selling your brand to these jobseekers. Forcing talented people to either keep checking back or give up and send in an application to an email address, never to be heard of again. This becomes a frustrating procedure for talent as they try separate themselves from the crowd. From a business perspective it’s a missed data capturing opportunity for your next hiring period. This lack of focus with in-house recruitment generally is due to the cost of acquiring or managing technology. Most companies would love the ability to present their brand and culture to people who express an interest in a career with them but after prioritizing their budget it often becomes lost by the wayside. In order to attract better talent, recruitment is now about marketing your jobs...
Creating an effective job description

Creating an effective job description

Creating job descriptions can sometimes seem like a daunting task. Here are some useful tips on putting together an effective job description that attracts the right talent to your organization: Get the basics right Your job title should match the actual description, responsibilities, and level of seniority or experience required in the job. This will ensure you’re attracting the most relevant talent. Having an accurate title will also improve the searchability of your job. Salary is one of the biggest motivations for applying for a new position. Despite how appealing your position might be, some of the best talent could quickly pass by if you don’t indicate the level of compensation. At the very least, include a salary bracket to allow for some negotiation. The inclusion of a salary is also helpful to potential applicants as it provides a guide to the level of the position. Know the difference; responsibilities, requirements and preferences Focus on the most important aspects of the role and be detailed about what these would entail, rather than giving a lengthy but unspecific list. Also be sure to differentiate between what is required in a candidate and what is simply preferred, otherwise you might risk missing out on exceptional candidates just because they don’t tick some of the less important boxes. Inputting keywords and the skills required will optimize your job posting in search engines so that you can find the most relevant talent. This is especially helpful if you use a title that fits with your company culture but is not the most common title for the position. For example, if you choose ‘Sales Superstar’ instead of ‘Business...
Poaching an employee – a closer look

Poaching an employee – a closer look

Poaching an employee from a competitor can strike a killer blow, simultaneously boosting your prospects while crippling the other business. It might be good for the bottom line today, but is it a sustainable strategy? On the plus side, there’s potentially a boost to revenue, sales, customers and leads when one of your competitor’s employees joins your team bringing their experience, client list and reputation. At least that’s what you’re thinking when you make the bold move to buy your opposition’s trade secrets and expertise. Many believe that, at best, the practice is unethical. At worst, you’ll find yourself entangled in restraint of trade clauses that restrict who the employee can work for and how much of their knowledge they can share. The good news for those determined to poach is if you’re prepared to go to court, restraint of trade clauses are not always binding. In some cases, the courts have found them overly restrictive of an employee’s work opportunities and struck them out. The bad news is that it doesn’t happen often. It’s more likely that your new employee will find themselves in court, and if you help fund the case, you might come in for judicial attention as well. Despite the many negatives associated with poaching your competitors’ employees, you may be faced with no alternative – perhaps a key employee has left or there’s been a boom in sales. You can avoid some of the pitfalls by carefully checking the potential employee’s contract and obtaining legal advice. It may also be a good idea to prepare your existing staff by explaining your decision and being...
A competitive salary is worth its weight in gold

A competitive salary is worth its weight in gold

A competitive salary plays a vital role when it comes to attracting and retaining the best people. If your business does not offer a competitive pay package, you may be putting yourself at risk when it comes to sourcing top talent. A smart salary policy can in fact support your business. It’s time to start looking at salaries as an investment that can deliver healthy returns, as opposed to a standard operating expense for the business. A competitive salary shows you care A carefully constructed salary policy shows you are committed to your team, and this in itself can be a tremendous incentive for staff. It incentivizes employees to do their best for the organisation, promoting employee engagement and encourages loyalty. Having proper salary policies in place is a tangible way for your business to show its commitment in taking care of their people, which is likely to be reciprocated if you ever find yourself in tough times. Low salaries are false economy If you want to attract and keep top talent on the payroll, you need to adjust your remuneration policies to ensure offers for talent match or exceed averages in their location and industry. If employees leave your company the impact on your business can be significant. Project timelines may suffer – costing the company additional time and resources to resolve; re-staffing comes with an additional cost burden; not having the right person on board may mean the company isn’t able to reach its growth targets. Financial repercussions like this can be avoided simply if a competitive salary policy is in place. People as assets vs expenses It...
Recognizing Mental Health Issues in the Workplace

Recognizing Mental Health Issues in the Workplace

Knowing how to identify and support employees who are struggling with mental health issues can be imperative to employee’s overall performance and attitude at work. As an employer, you need to recognise the signs and ensure your business has the necessary supports in place. Work life impact on mental health Work can often contribute to an individual’s mental health. Anxiety and depression are often exaggerated or heightened in the workplace. It is crucial that employers and more importantly managers are equipped to deal with such challenges, if and when they arise. Company-wide policies, programmes and initiatives should be developed for such scenarios. What to look out for Mental health issues are not always straightforward. However, identifying someone who is struggling as soon as possible can be the key to helping them recover. The following are some signs that indicate if someone is facing mental health difficulties at work. Mood swings or noticeable changes in behaviour Lack of clarity or focus at work Lack of interest in engaging with colleagues Increase in absenteeism or missed periods of work Increase in normal drinking or smoking habits Drastic change in weight or appearance How to approach an employee Simply check in with employees to see how they are doing on a regular basis. Once they are then ready to talk, hopefully you will have built up somewhat of a rapport in which they feel they can open up to you. Privacy is key in these situations, so the first action should probably to set aside some time to catch up one-on-one. Ensuring that the tone of the meeting is kept light and informal...