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...
Is your company prepared for a cyber-attack?

Is your company prepared for a cyber-attack?

As new enterprise technologies spread, businesses across multiple sectors are coming to terms with a growing and rapidly evolving landscape of cyber-threats. How can you ensure that your company is protected against cyber-attacks? Review your security policies From email phishing scams to ransomware to malicious websites, it is important to stay updated on the latest types of cyber-attacks and scams that are going around, and to train your employees in how to recognise them. A common problem is employees using the same password for all their different accounts, as it only takes one password being stolen to expose all of their data. Advise employees to take a sentence they find particularly memorable, and condense it into a sequence of letters and numbers that is difficult to crack. Keep in mind that your IT security strategy affects everyone in the organisation. Therefore, staff training on cyber-security needs to address both external security threats as well as internal best practices relating to data security and privacy. Regularly audit and update your systems Simply ensure that your network and computing devices are kept up to date. Don’t ignore security notifications and alerts being sent from your operating systems, anti-virus software, web browsers and firewalls, as waiting until later to apply them can leave your data and networks vulnerable to hacks and malware. A bring your own device policy that allows employees to bring their own laptops, tablets and smartphones to work creates significant security risks and challenges in terms of securing your corporate data. Providing employees with appropriate training on personal device security, alongside technology-based solutions such as maintaining an app blacklist...

Onboarding Mistakes & How To Avoid Them

A good onboarding experience plays an important role in making sure that new employees enjoy their role and ultimately stay at the company. Here are just a few onboarding mistakes that you need to avoid if you want to keep that dream hire. Neglecting your employer brand This is your company’s personality, culture and values. Candidates will have looked into your company’s reputation before applying for and accepting the role. Further educate your new employee by showing them videos or other content you might have that portrays your employer brand. Starting too late The onboarding process should begin from the moment the candidate accepts the job offer. If the employee is not starting their role for a number of weeks or months, it is important that you stay in contact with them during this time so they begin to feel like part of the team. Send employees all the necessary paperwork they have to fill out and keep in touch in the lead up to their start date. Not introducing coworkers Starting a new job is daunting, especially in a big office. Take the time to introduce them to the team. Show them all the different departments in the company and introduce them to the relevant people. It’s also helpful to point out any other new starters so they know they’re not alone. Not preparing the workspace All employees should be provided with a workspace as soon as they enter your company. You should also prepare any equipment they might need to complete their tasks. This will give new hires a certain sense of security as they will have a base to return...