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Buyer Announces New Office in Florida!
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Tag: human resources
Search Engine Optimization for Jobs
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Your career site’s ranking on search engines such as Google, Bing, and Yahoo is based on what the search engine considers most relevant to user. Our Talent2You Job Optimization SEO solution from Buyer Advertising delivers an automated way for recruiters to attract talent directly to your career site!
View our YouTube video which goes into detail about SEO and how our Talent2You Job Optimization platform can help you:
Learn more by clicking here, and contact us today to discover how our Talent2You Job Optimization SEO solution can help you!
How to Diffuse Conflicts in the Workplace Before They Begin
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In any workplace, tension is a big concern for managers. According to an article in the Houston Chronicle, “Managers spend about 25 percent of their time resolving conflicts[1].” Employees will work better when there is a tension-free environment, but achieving that may be a struggle. These methods are effective for diffusing conflicts between employees, co-workers and managers before they even begin.
Eliminate Individual Stress Through Workplace Flexibility
When individual employees feel stressed, they may be more likely to create conflicts with others or feel vulnerable to the remarks of others. While personal stress is often beyond the scope of a manager, there are ways that flexibility in the workplace can significantly reduce stress. Flexible schedules and the option to telecommute, for example, can mean that parents don’t have to come in when their children are sick, and they won’t have to rush into work after oversleeping for fear of being reprimanded.
Give Credit When and Where It’s Due
According to Steve Dinkin, president of the National Conflict Resolution Center, “The most common workplace conflicts stem from someone taking credit for another person’s work[2].” In order to ensure this can’t happen, clearly investigate who is responsible for successful action, and then reward these individuals appropriately.
Encourage Employees to Find Common Ground
When the relationship between managers and employees or between co-workers is shaky, there is a greater chance for resentment to build and tension to present itself. Dr. David G. Javitch, writing for Entrepreneur, remarks that common ground can, “…become the foundation that enables you to bridge the gap that separates the parties involved.[3]” Common ground can be established through monthly group lunches, a collaborative work environment or any situation where individuals are brought together without a distinct work-related purpose.
Reward Open Dialogue With HR Staff or Managers
Finally, it is important for employees to feel encouraged to bring their concerns to human resources before they become significant. Rather than dismissing minor complaints, embrace this open dialogue and address the issues immediately.
These tips are all key ways that managers and supervisors can help to diffuse conflicts in the workplace before they ever even begin.
[1] http://smallbusiness.chron.com/techniques-diffuse-conflict-within-workplace-22007.html
[2] http://www.cio.com/article/688365/Workplace_Conflict_How_to_Diffuse_Battles_with_Co_Workers
The Four Main Reasons that Employees Leave
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One of the biggest struggles for businesses of any size is employee retention. The cost of recruiting and hiring new applicants can be expensive, so retaining the best employees on staff is important. According to the Bureau of Labor Statistics, employee tenure is at an average of 4.6 years, which is down from decades past[1]. Human resources should aim to identify the four main reasons that employees leave and address these issues in their own business.
1. The Job Wasn’t What They Expected
One of the biggest reasons that employees leave their positions after a short period of time is because their expectations of the job didn’t match up with the reality. The Center for Association Leadership remarks that, “More than six in 10 turnovers begin with some kind of post-hire shock.[2]” To combat this, hiring managers should be very straightforward about the concerns of applicants and clearly communicate the job description before hiring is confirmed.
2. There Aren’t Opportunities for Advancement
Another common reason that employees leave their current place of work is because they don’t feel like there is sufficient opportunity to advance. If they have been in the same position for years without even the possibility of a promotion, they may start looking elsewhere for a career upgrade.
3. They Feel Their Work Isn’t Meaningful
A Gallup survey quoted in Forbes remarks that, “The best workplaces give their employees a sense of purpose, help them feel they belong and enable them to make a difference.[3]” Without this, employees may think that their work isn’t meaningful, and they may not feel fulfilled at the end of the workday.
4. The Workplace Doesn’t Offer Fringe Benefits
Finally, many employees leave not simply because salaries are higher elsewhere but because they aren’t currently getting the fringe benefits they desire. These might include flexible hours, overtime pay, sick leave or the option of telecommuting.
By addressing these four main reasons that employees leave, companies can retain their best staff for longer and save money by recruiting, interviewing and hiring new employees less often.
[1] http://www.bls.gov/news.release/tenure.nr0.htm
[2] http://www.asaecenter.org/Resources/EUArticle.cfm?ItemNumber=11514
[3] http://www.forbes.com/sites/louisefron/2013/06/24/six-reasons-your-best-employees-quit-you/
Three Ways that the Recruitment Landscape is Changing as the Economy Rebounds in 2014
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After several years of economic depression and stagnation, the United States is seeing a rebound in 2014. While this affects businesses of all types in a variety of ways, it also plays a big role in the look of the recruitment landscape. Here are three of the key ways that recruitment is changing thanks to economic rebounding:
1. More Competitive Packages for Best Candidates
In 2009, there were six applicants vying for every single job opening. In 2014, that ratio has halved, leaving just three applications for every position, according to U.S. News & World Report[1]. While this still gives employees the upper hand in negotiations, the most highly qualified candidates will be harder to recruit. This creates the need for more competitive packages for applicants. These packages will focus on salary, but they may also include fringe benefits, like the option of working from home or flexible hours.
2. Faster Recruitment Process
Ken Sundheim writes that, “An improved economy means heightened opportunity costs (i.e. lost potential sales) when organizations don’t have the manpower to service clients.[2]” In a stronger economy, companies need to cut down on recruiting times in order to be fully employed on a consistent basis. Hiring managers may have to conduct fewer interviews and make faster decisions when recruiting in order to cut down on the time that positions stay vacant within a business.
3. Increased Use of Outside Recruitment Providers
Perhaps the biggest change in the recruitment landscape is that in a booming economy, companies are willing to spend more on the hiring process and pay outside companies to do it. As the recruiting process becomes more complex, Forbes reports that, “U.S. corporations spend nearly $72 billion each year on a variety of recruiting services, staff and products.[3]” Outside recruitment companies are the natural choice for selecting key applicants when time is of the essence for hiring managers.
The Bureau of Labor Statistics reports that in January 2014, unemployment had dropped to just 6.6 percent in the United States[4]. This along with other signs of a rebounding economy signal the three changes listed above, which will play a role in today’s recruitment landscape.
[1] http://money.usnews.com/money/blogs/outside-voices-careers/2014/01/08/8-ways-the-economy-is-still-affecting-the-job-market
[2] http://www.ere.net/2013/12/18/how-an-improved-2014-economy-affects-recruiting/
[3] http://www.forbes.com/sites/joshbersin/2013/05/23/corporate-recruitment-transformed-new-breed-of-service-providers/
5 Tips for Creating a Positive Working Atmosphere That Increases Productivity
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The most productive employees are often such an asset to their employers because they are allowed to thrive in a positive and motivating environment. To increase productivity in any workplace, these five tips can create a more motivating and uplifting office for staff:
1. Forget Intimidation Tactics
In the short term, intimidation might get an employee to complete a project on time or work hard to please a client. In the long-term, however, that intimidation could backfire. According to Forbes, “Employees who feel satisfied, valued and happy at work typically do far better than those who feel disgruntled or overlooked.[1]”
2. Allowance For a Work-Life Balance
Some managers think that setting strict office hours boosts productivity, but some experts argue with that line of thinking. Michael Poh, contributor at Hongkiat.com, believes that a flexible schedule and better work-life balance allows employees to focus completely on their tasks at the office.[2]
3. Embrace Comfort
A depressing, dark and ordinary office may be best for the budget, but it can limit the creativity and productivity of employees. Smart Business Trends suggests that companies allow their employees the freedom to create a warm space all their own, and they acknowledge that factors ranging from adequate light to a comfortable temperature all play a role in creating a more productive workplace[3]. The aim should be to, “Create a pleasant work area for each employee, and give them their own space.”
4. Take Advantage of Technology
Although social media websites might be the bane of many managers trying to keep employees on track, technology still has an integral place in a productive office. Tablet computers to take notes or switching to emailed agendas rather than physically copies are all ways to cut down on wasted time. Chris Johnson, contributor at the The Houston Chronicle said that, “Encourage your employees to make use of technology, whenever possible, to save time.[4]”
5. Offer Confidence
Perhaps one of the most significant ways that a company can enjoy more a productive atmosphere is by having managers and bosses that are confident about the success of their employees. One way to do this, according to expert Andrew Jensen, is to, “Show that you trust your employees to make the right decisions for the overall well-being of the company.[5]”
Increasing productivity should be a constant goal for businesses of any size. These tips can help create a positive and motivating environment that is perfect for inspiring productivity in staff.
[1] http://www.forbes.com/sites/womensmedia/2012/08/08/5-quick-ways-you-can-bring-positive-psychology-to-your-workplace-without-earning-a-degree/
[2] http://www.hongkiat.com/blog/positive-working-environment/
[3] http://smartbusinesstrends.com/tips-creating-healthy-efficient-positive-work-environment/
[4] http://smallbusiness.chron.com/tips-improve-productivity-2222.html
[5] http://www.andrewjensen.net/5-ways-to-create-a-motivating-work-environment/
The Top 5 Characteristics Potential Employees Want to See in Your Company
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As a hiring employer, it’s natural to become fixated on the qualities and skills that make for a great employee. However, building a successful team starts with what draws these potential employees to apply and consider your company in the first place. It’s important to recognize the best characteristics that make a company desirable in the eyes of potential applicants and, ultimately, a great company to work for.
1. Offer competitive pay and benefits that employees can live on
Committing to wages that reflect the cost of living of the local area and that are competitive to other employers tells potential employees that your company cares about their well-being. Although it may not seem cost-effective on the ledger, employees who are paid good wages tend to work harder and can be more productive. It also keeps the workplace morale high, negating the “our CEO makes” mentality, and cuts down on employee attrition, which alleviates training and staffing costs.
2. Enable career development and employee growth
A workplace that is centered around employee development tells potential applicants that even if they are not employed with your company for the long term, the experience they will gain while working there will be invaluable – which, in turn, could help them find larger opportunities later on during their career. Employers can encourage and offer employees an opportunity to better their own talents and skills through cross-training, ongoing training, classes and other seminars, paid for by the employer, and can then reap the benefits of a more developed staff. Additionally, identifying an internal career track for employees can motivate them to push the envelope and set higher goals within their work.
3. Recognize employees and provide open communication
Potential employees want to know that their work, thoughts and opinions matter to the company’s big picture. Allowing give-and-take communication between management and employees establishes trust and respect and can promote teamwork. When employees are given a voice that they know will be heard, they are more likely to suggest ideas for better efficiency and improvement of work processes.
4. Define success and be flexible with how to get it
It’s important to have clear goals for success because it keeps employees focused. But, it is also beneficial to be flexible with how those goals can be achieved. Doing so can alleviate stress in the workplace and can keep workers happy and motivated. Assuming goals are met, employees like to know that their bosses can be flexible when it comes to working autonomously, schedules, breaks, work location, etc.
5. Offer an appealing work environment
A positive and safe working environment allows employees to feel comfortable in their surroundings. Luxury perks like free food and snacks, casual dress codes and relaxing areas are always great selling points. But, providing a great working environment may be as simple as recognizing it as a place where employees can fulfill their needs to collaborate, hang out and have privacy.
How to Identify the Best Candidates for Open Positions
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These days, finding the right employee takes more than having the right credentials. Just because an employee is well-qualified does not necessarily mean that they will be a great fit for your business. Learning how to recognize top talent is a valuable skill that can save time and money. Here are some ways to identify the best candidates for an open position:
Figure Out What You Want
According to career giant Monster.com, creating a set of “success factors” before you begin the interview process is a very effective strategy – these factors include specific habits, traits, skills or motivations that the ideal candidate will possess[1]. Creating this list ensures that management and human resources are in agreement on what they are looking for. During each interview, be sure to carefully listen to the candidate’s responses to see if they meet these criteria.
Enlist Help
Filling a position is easy, but filling it with the right person will take some time and dedication. If you do not have the time to invest in the hiring process, or are not sure where to begin, consider enlisting the help of a recruiting firm. They can help you find or pre-screen candidates in order to find the best possible pick.
Prescreen Candidates
Many candidates will look good on paper; prescreening the applicants allows you to weed out the ones that may not be good for the job. This can save time for both the company and the applicant. Telephone or video chat interviews can be time-efficient and cost-effective ways to do this. Be prepared with a short list of questions that will help you identify whether the applicant meets the basic requirements you are looking for. If that interview goes well, an in-person interview can be scheduled to further discuss their qualifications.
Provide a Company Description
Along with a job description, consider providing applicants with a brief introduction to your company. While many candidates will still conduct their own research, this gives businesses a chance to communicate their culture, vision and values. In addition to basic company information, be sure to include details about the work environment, company mission and what role the company seeks to play in the community.
Finding the right candidate is about much more than simply filling a position. You want to find someone that will fit in well with the culture and goals of your company. Follow these tips, and you will be well on your way to selecting the perfect candidate.
[1] http://hiring.monster.com/hr/hr-best-practices/recruiting-hiring-advice/acquiring-job-candidates/best-job-candidate.aspx
Key Factors That Can Change a Workplace Environment Forever
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Managing a workplace environment is an extremely important function for leaders to undertake. The ability of a workforce to function together productively and in harmony is contingent upon several variables being in place. These key factors can make the difference between a well-functioning workplace and one that does not achieve its business objectives. The factors include a clear-cut chain of command that provides understandable objectives and expectations, the timely availability of necessary resources, and an environment that empowers employees and ensures equitable treatment.
One of the most important imperatives for a well-run workplace is having an understandable chain of command. Environments where there is confusion over areas of responsibility and reporting can easily become chaotic and devolve into ill-performing or non-productive business units. It’s the responsibility of the various levels in the chain of command to not only provide their employees with reasonable objectives but also to be a champion for their employees. An employee who has the support of their supervisors is far more likely to perform at or above expectations. This success also hinges on the quality of communication between various levels of management and frontline employees.
Another key factor that can change the tenor of a workplace is the availability of resources. The complexity of this factor ranges far beyond simple physical resources and includes having the necessary information to act upon, having adequate training to approach both day-to-day and sporadic situations, and having access to other employees or departments as necessary to complete objectives. Organizations that reexamine common and frequent work processes through evaluative and corrective measures, including applying Six Sigma or Lean methodologies, often find that the addition of previously unavailable resources can turn non-productive or even failing business environments around.
A final key factor that can ensure a permanent positive shift in a workplace is the empowerment of employees at all levels. While some work processes require impacted employees to take the same steps repetitively and without variance, there are often areas in which frontline input can not only improve the outcome but also raise employee morale through engagement at the same time. An engaged employee is an exceptional employee. By ensuring engagement opportunities, resource availability and a well-designed chain of command, a company can ensure that business objectives are consistently met while attracting and retaining high-level talent.
Keeping Employees on the Job for at Least 5 Years
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According to the Bureau of Labor Statistics’ Employee Tenure Summary, the average new employee stays on their job for 4.6 years – that’s an increase from 4.2 years in 2010[i]. The trend is rising partially due to the high unemployment rate.
With that statistic in mind, how do you keep an employee on the job for five years? Forbes reports in their article, ″Job Hopping is the ‘New Normal’ for Millennials: Three Ways to Prevent a Human Resource Nightmare”, that employees who leave their jobs after one to two years are costly: losing an employee after a year means wasting precious time and resources on training & development[ii].The return on investment isn’t there, and you may be a victim of “job hopping.” If you want to keep a new employee on the job for five years or more, you’ve got to keep them happy. Here’s a few ways to do this:
First, employees should learn at least one new business skill yearly to make them more valuable to your company. Find out what they would like to do and try to help them attain that aspiration. Give them training or hands-on experience and let them learn something new.
Secondly, give them more responsibilities but don’t overwhelm them. A sense of responsibility may make them feel more valuable to your company.
Consider employees for lateral movement internally or promotions. Ask managers to take a look at their employees and move one or two internally each year. As employees learn new skills and responsibilities, they may feel excited, almost like they are starting a new job over again. This keeps them from becoming stagnant or feeling burned out.
Keep their training up-to-date. As new processes, systems or trends become available, show employees what’s new with appropriate training.
The bottom line is that today’s employees don’t feel as loyal to a company as their parents did. Businesses have drifted away from employees and are, therefore, not giving them the attention they need to feel committed to the company. By giving employees internal benefits to grow individually and with the company, you may find more employees staying rather than leaving.
[i] http://www.bls.gov/news.release/tenure.nr0.htm
[ii] http://www.forbes.com/sites/jeannemeister/2012/08/14/job-hopping-is-the-new-normal-for-millennials-three-ways-to-prevent-a-human-resource-nightmare/