Tag: recruiting

Workforce Planning’s Contributions to Organizational Success

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image_19A business’s success is determined by managing resources effectively. How a company recruits, trains, retains and manages its employees has an impact on its overall success. Having a workforce plan in place is important in ensuring that the business can remain competitive in an aggressive market.

Workforce planning is often overlooked in many businesses but should always be implemented. It is a challenging and complex process for any company in the business world, but it is vital for running a successful business. Today, factors that can affect workplace planning include trends in demographics, technology and policy. Effective planning helps the company operate in the current business climate in such a way that future issues and trends can be analyzed and predicted.

Forecasting the need for future employment is a must. To make a prediction, there first has be a solid understanding of the corporate strategy and where the business is headed. Because of unexpected changes in workforce, it is difficult to predict the exact number of employees that will be needed, but it is a good starting point.

It is important to develop a comprehensive analysis of gaps in workforce competencies in order to address them. Identifying and resolving internal and external problems that are weakening business operation can help save your business time and money.

Strategic plans for overcoming workforce issues can include training, restructuring, contracting out, succession planning or technological advancements. Once a plan is implemented, the results should be reviewed and monitored. The plan should be communicated effectively, and everyone should understand their roles. If the implemented strategy is proving to be ineffective, it should be reevaluated and adjusted.

Workforce planning addresses problems and solutions in the long run to save time, money and effort. Planning ahead may benefit your business in many unexpected ways and help your company grow.

How Effective is Your Employee Pipeline?

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image_08An employee pipeline of key individuals and leaders to fill crucial roles is important for the organizational success of your company. The talent management process should focus on this, but it might miss the mark in some areas. For starters, some hiring managers and HR personnel have different views on managing employee pipelines. Hiring managers might put more emphasis on external candidates while HR focuses on relationship-building with internal candidates.

If you are nodding your head in agreement, it’s time to rethink your company’s recruiting process and begin working from a clear definition of needs and goals. No one disputes that a company’s success is largely based on the talent of employees. Nevertheless, your employee pipeline may have potential leaks when areas such as performance objectives or talent mapping remain unclear.

Begin identifying areas of conflict along with steps that will offer reliable ways to have an effective employee pipeline. Develop a plan to engage current employees, classify high potentials and explore various sources to know the type of talent your company needs to thrive.

Develop Internal Talent

How can you develop an employee pipeline that is impervious to competition, economic impacts or internal struggles? One way to begin is to create opportunities for entry-level and managers to learn skills that allow them to move up within the company. Tiered development opportunities that extend beyond the management team shows most employees that their input is valued. When they begin looking for a new position, they will know they can start with their current employer.

Identify High Potentials

In addition, tiered development programs help to identify employees with the best potential to fulfill needed roles. Make sure there is a sufficient level of transparency. Letting employees know that they are considered high potentials for promotion will affect their view of the company and of themselves.

Plan for Future Needs

This last point might seem redundant, but many companies fail to plan for the skills, education and experience necessary to fill certain roles. Planning reveals where on the spectrum current employees are to fill prospective roles. Old job descriptions often change as industry dynamics change.

Create a development-focused culture and you can have an effective employee pipeline to face business challenges today and in the future.

The Benefits of Gender Balance in Workforce Planning Strategy

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image_04Pursuing gender balance is one of those small hiring changes that translates into enormous benefits. Beyond the virtue of gender equality, companies that diversify show greater efficiency, innovation and cold hard profit. It’s not a lofty goal – it’s smart strategizing.

Deeper Talent Pool

No manager would consciously slash their talent pool in half. The instant you start leveling the playing field, you broaden options and have a better chance of securing top talent.

Improved Performance

Men and women bring different viewpoints and psychological strengths to the table, and those viewpoints working together will create different personal synergies. A study by the Kellogg School of Management found that heterogeneous workgroups consistently out-perform homogenous ones [1].

Diversifying Leadership Styles

Just as you improve your problem-solving styles, you will also improve your leadership choices. Women often form leadership techniques very different from that of men. Having more management options allows you to harness the perfect fit for different teams.

Widening Your Customer Base

In order to appeal to more potential customers, your product development needs to incorporate different perspectives. Having your development teams mirror your customer base only makes sense.

A Better Bottom Line

The proof is in the numbers. One Gallop study found that across two industries, gender-balanced businesses improve their revenue by 16.5 percent above average compared to just 4.91 percent for unbalanced businesses [2]. Another study by Pepperdine University found that Fortune 500 companies that promote more women to executive management are 18 percent to 69 percent more profitable than their counterparts [3].

Smart Execution

Remember that regardless of gender, performance and skill should remain your top priorities. After all, women that feel they were hired because they are women will not be happy. Cultivate a business culture that is gender-neutral, motivating men and women to form working relationships and pursue goals equally. Your hiring strategy should encourage gender balance without disregarding merit.

Gender balance does not mean putting any one gender at the forefront. You are looking to balance the scales, hiring, and encourage and promote both genders equally. It is a smart choice for both your business and society as a whole.

 

[1] http://insight.kellogg.northwestern.edu/article/better_decisions_through_diversity

[2] http://businessjournal.gallup.com/content/166220/business-benefits-gender-diversity.aspx

[3] http://www.psmag.com/navigation/business-economics/profit-thy-name-is-woman-3920/

Hiring Quality Staff in a Down Economy

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image_01A struggling economy may sound like the bane of businesses, but it changes hiring into a buyer’s market. Your hiring pool is swarming with top talent, frustrated by layoffs, looking to be scooped up by big corporations. Take advantage while you can and fill your empty positions with quality hires.

Hire Strategically

An abundance of options gives you the opportunity to be discerning. Take your time screening and interviewing potential hires, and only offer positions to people that are a perfect fit for your company. Down economies are also more forgiving when it comes to hiring mistakes. Dismiss poor fits swiftly to avoid buyer’s remorse when the economy starts up again.

Trade Salary for Perks

If your company is looking to keep salary costs down but your best candidates are expecting premium pay, consider offering them perks to make up the difference. Access to a company car, the ability to telecommute a few days a week or extra vacation days can be an even bigger draw than a high salary for some candidates.

Be Wary of Over-Qualification

Candidates that are too good to be true on paper can be a hiring trap. Over-qualified candidates are desperate for work now, but when bigger and better opportunities open up, they are likely to start looking elsewhere. Unless you are willing to promote these candidates into a higher position to keep them, avoid the temptation of those glowing resumes.

Do Not Neglect Retention

Unhappy employees will start looking for greener pastures the moment the economy turns around. Anticipate the inevitable end of the recession by cultivating a happy, loyal staff when the going is rough. Showing open appreciation for hard work will go a long way with your valuable new hires and established employees.

By stacking your ranks with quality hires, your company will be a step ahead of the rest when the recession comes to an end. Be picky, be strategic and harness your blessings in disguise.

Hiring Strategies for New Graduates

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image_24Smart businesses need new talent to remain competitive. Attracting new college graduates with fresh perspectives, enthusiasm and ambition requires Human Resources to develop effective strategies for tapping this pool of talent. Recruitment should include methods for fine tuning mutual fit between candidates’ skills and company needs as well.

Identifying Student Groups

There are four groups of students that HR should target:

  • Broad student populations when a large number of similar positions are available
  • Specific majors that meet knowledge requirements for particular departments
  • Post-graduates for specialized or upper-level positions
  • International students with unique skills

High-touch tactics to reach these groups include career fairs, on-campus presentations, faculty recommendations and engaging alumni who already work for your company. These methods are more effective when coupled with the use of social media to communicate unique benefits your company offers. Apply your strategies at the sophomore and junior levels for pre-recruitment activities too.

Evaluating the NCG’s Fit for Your Company

As an enticement to NCGs to sign up and to ensure a good fit for their skills and the needs of the company, job internships are an ideal way to accomplish both goals. Unlike candidates who arrive with years of experience, NCGs may have unrealistic expectations regarding job requirements and responsibilities, which can be adjusted as they cycle through temporary positions.

Even if they were introduced to the company through summer internships, placing them in a full-time rotating internship program over six months to a year provides them and the company a mutual evaluation of skills, expectations and motivating factors. When managed correctly, these programs lead to well-integrated, satisfied and efficient employees.

It Is Not All about the Money

Any college graduate is eager to receive his first paycheck, of course. Salary is not the only incentive for fresh graduates, however. They also consider the non-monetary benefits. Top among these are health insurance, vacation and opportunities for professional growth. Popular among new college graduates are companies that offer comprehensive training and both upward and lateral mobility. So, make sure your NCG hiring strategy is tuned to meet these expectations as well.

Workforce Planning in a Booming Economy

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image_23A fast-growing economy puts pressure on any company’s workforce planning. As the unemployment rate in the U.S. dips toward 6 percent and productivity gains taper, there are fewer qualified candidates to fill a swelling number of open positions. Many HR departments must adjust their efforts in order to fill a widening gap between the supply and demand of new talent.

Re-Assessing Your Current Workforce Plan

There are many signs that the U.S. is finally heading out of its long recession. Your workforce planning efforts must identify the areas most affected should the economy take off.

  • Company projections for growth in the workforce may no longer be realistic. Ask what it would take to meet a surge in open positions. Perhaps an increase of contingent staffing for the short-term is in order.
  • Increased demand for employees also increases pressure on your retention policies. Review current retention policies, especially for your most valued employees.
  • Scrutinize how your company’s compensation and benefits packages compare to those of competitors. Look for creative benefits improvements that appeal to a younger generation of workers.
  • Re-evaluate new college graduate acquisition programs. A larger internal talent pool of graduates could be tapped as the economy grows. Perhaps your company can improve its university presence and expand internship and training programs.


Leveraging Information Technology

Automation and increased use of information technology has been unquestionably effective at improving productivity in many industry sectors. The application of IT is not typically a key expertise of an HR department, but associates should collaborate with other company groups to advocate for employing such resources in order to reduce headcount needs.

Maintain High Standards

As the economy grows and qualified candidates become harder to identify, HR must avoid the temptation to lower hiring standards in order to fill seats. Acquiring and retaining talented employees pays huge dividends in the long term where the focus of workforce planning should be. Early adjustments to your company’s workforce planning should take priority over settling for less qualified workers.

Best Practices for Recruiting Millennial Workers

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image_26Every effective human resources professional is also an accomplished sociologist.  The best practices for recruiting and retaining top talent changes from generation to generation.  This is especially true when it comes to what is known as the millennial or Gen Y generation.

Millennial Generation

The millennial generation refers to anyone that was born between the years of 1982 and 2002.  Just like previous generations, most millennials exhibit unique characteristics when it comes to pursuing a professional career.  Although income and security are important, millennials seem to be more interested in developing meaningful relationships and finding purpose in their personal and professional lives.

It’s estimated that Gen Y workers will make up 75 percent of the workforce by 2025.  Unlike the preceding generation, millennials aren’t necessarily interested in job security or spending an entire career with one company.  According to Undercover Recruiter, millennial workers are idealistic, ambitious, digitally proficient and diverse[1].  Over 70 percent of existing millennial workers intend to leave their job once the economy improves.

Recruiting Millennials

HR professionals are finding that developing a relationship with Gen Y job prospects is more effective than selling the salary and perks of a professional position.  Many companies begin networking with future job prospects early on in college.  Millennial job applicants rely on social media to research and get to know prospective employers.  Nevertheless, it shouldn’t be assumed that social networking alone is the answer to attracting talented millennials.

Millennial workers want to identify with the company they work for and be part of a company culture that promotes camaraderie and high employee morale[2].  They want to make a difference and be involved in the decision making process.  Employers are encouraged to embrace the entrepreneurial spirit, provide lots of feedback and understand that millennial employees are seeking opportunities to grow and advance.

Gen Y Stereotypes

As with any set of assumptions, the stereotypes generally attributed to the millennial generation won’t apply to every job prospect.  There are many exceptions to every rule.  Understanding the world view of millennials is crucial in today’s workforce environment, but identifying the aspirations of individual job candidates is far more important.  Finally, a company should never cater to millennials at the expense of an achievement oriented workforce culture.

 

[1] http://theundercoverrecruiter.com/how-to-recruit-millennials-your-company-infographic/

[2] http://www.findly.com/blog/how-to-recruit-and-retain-millennial-applicants/

 

Recruitment as a Form of Business Development & Sales

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image_13The single most important thing that a company can do when it comes to development over time is to focus heavily on recruitment. Whether building the company from the ground up or expanding it, having top talent in the industry is the best way to hit realistic goals and improve. This can help the company develop and react to the market so that it stays relevant and gives consumers what they want.

Recruitment can be aimed directly at development mainly by targeting the ways in which the company falls short and then focusing on addressing those needs when bringing in new employees. For example, a company looking to expand into a new market with a new demographic of potential buyers needs to have people with experience who understand that demographic. Trying to shift in the direction of selling to an older age group, for instance, means bringing in recruits who have worked with people in that age group before. They can then direct the company’s actions and help the business connect with these people so that the potential pool of buyers is truly increased.

However, expansion and development may not always be so clear-cut, and this is when companies need to search for visionary recruits who can help see what needs to be done to take things to the next level. Often, internal employees will be accustomed to doing things in one fashion that may have worked in the past, and so it will be hard for them see new opportunities. Creative new recruits can think outside of that box, meaning development is a constant process. The company can always be shifting and looking for new ways to adapt.

As new markets are opened up and new ideas are tested out, recruits who understand those markets and those buyers need to be brought in to work on the sales end of the operation. They will better understand the people they are selling to, so they will have more success than workers who have never focused on those areas. A company should always be recruiting in a way that fits the direction that the company itself is moving.

Search Engine Optimization for Jobs

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View our YouTube video which goes into detail about SEO and how our Talent2You Job Optimization platform can help you:

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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/

[4] http://www.bls.gov/news.release/empsit.nr0.htm