Listening to your workforce sounds obvious, but is this something that is seen as a core part of your HR management programme? At Team4You we believe the community that a large workforce creates needs to be listened to so that staff concerns do not become problems. As a result you get a happy and productive workforce.
A good job post should not be a list of requirements, it should motivate potential candidates to take action. Creating an appealing job post is key to attracting strong candidates – regardless of the job role.
The onboarding process is the first real experience any new employee has of your business. This is why it’s so important to have a process in place that prioritises your new starters. Having an effective onboarding process can increase your retention rates by 82%, lowering your employee turnover rates and new hire costs. Your employees are also more likely to feel positive at work and be more motivated leading to a happier team.
Here are a few ways to improve your onboarding process:
The first touch your recruitment team has with potential candidates should be the start of the employee onboarding journey. This is the candidate’s first impression of the business and is a great opportunity to demonstrate the business values through the recruiters. It also provides an opportunity to begin building the all-important relationship between the business and employees.
No one wants to feel in the dark when they’re considering a potential job opportunity. Maintaining high levels of communication with your new team members will not only ensure your team has all the knowledge they need to succeed but also strengthen the relationship the employee has with the business.
The best way to find out what your employees want is to ask them! Work with your existing staff to find out how they found the onboarding process. What would they expect from future training? Be open to feedback and honest answers from your team for the best results and utilise your staff to help them develop and implement their own ideas.
Fitting into and working as part of the team is essential for all new starters. To improve their onboarding experience and help them feel a part of the team, make sure you include team-building opportunities during induction.
Whilst offering a wide range of employee benefits is great, employees sometimes aren’t fully aware of what benefits they have and how they can use them. During the onboarding process, take some time with your new staff members. Explain fully all the benefits they are entitled to and how they can use these. Employee benefits can range depending on your industry and if you’re unsure, Team4You can help advise on what your staff might need when they begin work.
If you’re in the FMCG, Manufacturing, Logistics and Warehousing sectors we can help. Here at Team4You, we specialise in a range of recruitment and employee wellbeing services. Our services are tailored to your business needs and objectives and provide a one-stop shop for recruitment and employee management including the onboarding process. This means you can carry on focusing on the operations of your business whilst we take care of your team.
Creating a good onboarding process takes time and your processes will develop over time and adapt with your workforce. By providing a great first experience, you can provide a better working environment for your team and keep them looked after. If you have a small recruitment department or don’t have one at all, Team4You can help provide a range of services for your workforce. Get in touch to find out more.
Whatever sector you are in – career development is something your workforce will be looking for. Are you providing opportunities for your workforce?
Offering a variety of career development opportunities to staff is important for several reasons –
By providing staff with diverse and relevant career development opportunities, an organization can benefit from having a skilled, motivated, and loyal workforce.
One of the key factors that influence employee satisfaction and retention is career development. Employees want to feel that they are valued, challenged and supported by their employers and that they have opportunities to grow and advance in their careers. Career development opportunities can take many forms, such as training, mentoring, coaching, job rotation, promotion, or lateral moves. Offering a variety of career development opportunities to staff who want it can benefit both the employees and your business in several ways.
First, career development opportunities can increase employee motivation and engagement. When employees have clear goals and pathways to achieve them, they are more likely to be committed to their work and perform at their best. They also feel more confident and empowered to take on new challenges and responsibilities. Career development opportunities can also foster a culture of learning and innovation, where employees are encouraged to acquire new skills and knowledge, share best practices, and contribute to organizational improvement.
Second, career development opportunities can enhance employee retention and loyalty. When employees feel that their employer cares about their career aspirations and provides them with the resources and support to pursue them, they are more likely to stay with the organization for a longer period of time. They also develop a stronger sense of belonging and identification with the organization’s mission and values. Career development opportunities can also reduce turnover costs, such as recruitment, hiring, training, and lost productivity.
Third, career development opportunities can improve employee performance and productivity. When employees have access to relevant and timely training and feedback, they are more likely to improve their skills and competencies and apply them effectively in their work. They also become more adaptable and flexible to changing business needs and customer expectations. Career development opportunities can also help employees develop leadership potential and prepare them for future roles within the organization.
In conclusion, offering a variety of career development opportunities to staff is important for enhancing employee satisfaction, retention, motivation, engagement, performance, productivity, and loyalty. It is also beneficial for creating a learning-oriented and innovative organizational culture that can achieve a competitive advantage in the market.
Not all employees will be looking for career progression but for those that do it helps to have a structured and open path in place. Team4You works with businesses in all sectors to encourage staff development and training. Contact our team at info@team4you.today or contact us here to learn more.
Attracting and then assessing potential employees can be a major time sink. If you’re determined to handle the hiring process internally there are a number of ways you can speed up your talent search.
Whilst you’re focussing on speeding up your hiring process remember that you shouldn’t be judging your efforts based on a simplistic metric such as the ‘number of applications received’. Instead, always maintain a focus on the overall quality of your recruitment process which will lend itself to securing a successful hire.
Ultimately, if you do attempt to speed up your hiring process by implementing the following methods, it’s always a good idea to keep that old phrase in mind: quality over quantity.
Before you put out any job adverts it’s always a good idea to have some form of system in place for inbound talent acquisition. You don’t necessarily have to invest in any candidate-sourcing software. Your system could simply be a “Careers” page on your website that has an online form or you could set up an email address or filter on your primary company email address specifically for applicants.
Even if you’re not currently advertising an open role, it’s good practice to allow interested candidates to submit their CVs. In this way, you lay the foundations for building a candidate database that you can refer back to when a position does open up.
Social media can be used to showcase your business’s culture and begin building relationships with potential employees. Posts that highlight examples of investments in the professional growth of your employees can go a long way in attracting new employees.
When it comes to the candidate/company fit, social media is one way of helping candidates make an initial assessment. It won’t hurt to post your job ads on social media either.
Continuing with the bootstrapping methods or, early steps that serve as the foundation for your long-term recruitment efforts, leverage your team’s professional network by incentivising referrals.
Employee referrals are a quick way to build up your candidate database whilst also being cost-effective.
Although you might spend more time creating your job posting, you’ll save time during the screening process. A high-quality advert that includes plenty of detail gives the reader an accurate idea of what the job entails as well as the necessary skills and experience.
Take the time to think through what skills are necessary to succeed in the role. An honest job ad is the best way to attract the most suitable candidates. You’ll receive fewer applications but you’ll ensure that applicants have a good idea of the role they are applying to which will expedite your screening process and increase the likelihood of a successful, long-term hire.
Of course, optimising the application process will take different forms depending on the role and industry, however, when making the application process easier is a surefire way of speeding up the hiring process.
Again, you have to be mindful of balancing quality and quantity here but an easier application process will lead to a higher number of applicants over a shorter time period. Consider the average time it takes to complete the application process, as well as the ability for candidates to apply using their smartphones.
In-person interviews take more time to coordinate, as geographical distance and travel time, have to be taken into account. Being more flexible with your interview process, by incorporating video or telephone interviews into your process can save time whilst also increasing the likelihood of attracting talent from further afield.
Set clear criteria for the skills and experience you’re looking for in candidates and don’t deviate from it. With every job posting, there will be applications from candidates who don’t meet the criteria in some of them. Adding them to your candidate database won’t hurt but focus on interviewing those candidates who do meet the criteria you set out.
Offering interviews to candidates who don’t meet your criteria can slow down your recruitment process and is more of an indicator that some part of your process hasn’t been effective.
Although it’s possible to handle many elements of your recruitment process in-house if you’re looking to speed up your hiring process you’d do best to contract an expert. Speed is an important factor but, at a minimum, you should be aiming for an effective hiring process.
An effective hiring process is one that connects you with suitable candidates. If you’re aiming to combine effectiveness with efficiency then a recruitment agency is the way to go.
If you’re looking for your dream candidate, get in touch with us here.
Team4you support the workforces of many businesses within the manufacturing, production and fast-moving consumer goods sectors at the shopfloor level. This puts us in a good position to understand what concerns UK workers as we go into the new year.
Regardless of the sector you operate in, every business has been affected by increased costs in 2022. As a country, we are navigating from one possible recession to another and witnessing one of the widest-reaching cost increase patterns to hit retail in a generation.
As recruitment professionals, we are often expected to categorise the services we offer into ‘skilled’ and ‘unskilled’ prepositions.
We’re sure you’ve heard that before. It’s something that every business says: “We go above and beyond.”
But with Team4You, it’s true. And we go out of our way to prove it!
