How to Get Your Job Postings on More Job Boards (Without the Extra Work)

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Hiring top talent starts with visibility. The more places your jobs appear, the more qualified candidates you’ll reach. But posting jobs one-by-one to multiple job boards can be a frustrating and time-consuming process. Fortunately, there’s a faster, easier way.

Why Job Board Visibility Matters

Job seekers aren’t all on the same platform. While some candidates rely heavily on Indeed or LinkedIn, others may search on ZipRecruiter, Google for Jobs, or niche job boards in their industry. To maximize your chances of finding the right applicant, you need your job postings distributed across multiple boards at once.

The Problem with Manual Job Posting

Without an integrated system, recruiters and HR teams are forced to:

  • Create separate accounts on each job board
  • Manually post the same job description multiple times
  • Update each listing if details change
  • Track performance across different platforms

This manual effort drains time and increases the chance of errors or outdated postings staying live.

How ExactHire Simplifies Job Distribution

With ExactHire’s Applicant Tracking System (ATS), you don’t need to worry about posting your jobs to every site individually. Instead, you create a job once inside ExactHire, set it to ‘Active’, and it automatically publishes to the major job boards, including:

That’s ten of the most popular job boards—without any extra work.

Updates Automatically Sync

Job descriptions change. Maybe you need to adjust the role summary, salary, or qualifications. With ExactHire, you only update your job once inside the ATS. Changes are then automatically pushed to all our integrated job boards. No more logging into multiple sites to make edits.

Access to 25,000+ Additional Job Boards

Beyond the big names, ExactHire gives you access to a library of over 25,000 job boards, covering industry-specific and niche audiences. This ensures your jobs are seen not just by the general job-seeking population, but also by candidates with specialized skills and interests.

The Fastest Way to Share Your Jobs

With ExactHire, posting a job becomes a one-click process. Instead of juggling multiple job board accounts, you centralize everything in one ATS. The result:

  • Broader reach with minimal effort
  • Consistent and accurate postings
  • Faster time-to-hire
  • Less administrative hassle for your team

Skills-Based Hiring: The Future of Recruitment Is Already Here

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In today’s rapidly evolving job market, traditional hiring practices that rely heavily on degrees and years of experience are quickly becoming outdated. Instead, forward-thinking companies are embracing a more effective approach: skills-based hiring. At ExactHire, we’re helping organizations transform their recruitment processes through this revolutionary method that focuses on what candidates can actually do, rather than just their credentials.

What Is Skills-Based Hiring?

Skills-based hiring is a recruitment approach that prioritizes a candidate’s specific abilities, competencies, and demonstrated skills over traditional qualifications like education and work history. Rather than just using degrees as a primary filter, this method assesses candidates based on their ability to perform the actual tasks required for the role.

This shift isn’t just a trend—it’s quickly becoming the standard. According to TestGorilla’s State of Skills-Based Hiring 2024 Report, 81% of employers are using some form of skills-based hiring in 2024, with 95% agreeing it will be the dominant recruitment method moving forward[1].

Why Skills-Based Hiring Matters Now More Than Ever

1. Addressing the Talent Shortage

With talent scarcity affecting most industries, companies can no longer afford to limit their candidate pools. Degree requirements alone can eliminate up to 62% of potential candidates, including many qualified individuals who gained their skills through alternative routes, according to a CNBC report on skills-based hiring trends[2].

2. Building Diverse, High-Performing Teams

Skills-based hiring naturally promotes diversity by removing barriers that have historically disadvantaged certain groups. This approach evaluates candidates on merit rather than credentials, creating more equitable opportunities for all qualified individuals regardless of their background.

3. Improving Retention and Performance

Research shows that employees hired through skills-based methods tend to stay in their roles longer. A Harvard Business School study found that when companies dropped degree requirements, those employees remained in their positions 20% longer than their college-educated counterparts[3]—contributing to greater organizational stability and reduced hiring costs.

4. Meeting Evolving Business Needs

As technology and business practices evolve, the half-life of skills continues to shorten. Organizations need employees who can adapt and learn new skills quickly. Skills-based hiring helps identify candidates with the right mix of current abilities and learning potential to thrive in dynamic environments.

How ExactHire Can Help

At ExactHire, we understand that transitioning to a skills-based approach requires the right support. We offer comprehensive solutions to help organizations implement best practices in skills-based hiring. Our approach includes customizable tools to assess and evaluate candidate skills effectively, along with expert guidance in creating skills-focused job descriptions. We provide strategic approaches to reach more diverse, qualified candidates while ensuring an efficient hiring process. Through detailed analytics, we help you measure the effectiveness of your skills-based hiring process, while our training resources ensure your team can evaluate skills consistently across all candidates.

We combine technology and expertise to help you transform your hiring process, ensuring you can identify and attract candidates with the right skills for your organization’s needs.

The Future of Hiring Is Skills-Based

As the business landscape continues to evolve at an unprecedented pace, the need for skilled, adaptable talent will only grow. Forward-thinking organizations are already shifting away from credential-based hiring toward more effective skills-based approaches.

At ExactHire, we’re committed to helping you navigate this transition with the right tools, expertise, and support. By implementing skills-based hiring practices now, you’ll build a more diverse, capable, and resilient workforce ready to meet whatever challenges the future brings.

Ready to transform your hiring process? Contact ExactHire today to learn how our skills-based hiring solutions can help you find the talent your organization needs to thrive.

Sources:

[1] TestGorilla. (2024). The State of Skills-Based Hiring 2024. https://www.testgorilla.com/skills-based-hiring/state-of-skills-based-hiring-2024/
[2] CNBC. (2024, May 31). How to get a job in the ‘skills-based hiring’ trend. https://www.cnbc.com/2024/05/31/how-to-get-a-job-in-the-skills-based-hiring-trend.html
[3] Indeed. (2024). A Beginner’s Guide to Skills-First Hiring. https://www.indeed.com/lead/a-beginners-guide-to-skills-first-hiring

The Power of a Shorter Job Application

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When it comes to attracting top talent, the application process can make or break your success. A long, complex application can drive away potential candidates, leading to a smaller and less qualified talent pool. In contrast, a streamlined application encourages more applicants to complete the process, increasing your chances of finding the perfect hire.

Lengthy Job Applications Create Higher Application Drop-Off Rates

Research indicates that lengthy job applications can deter potential candidates. For instance, Indeed found that applications with 20 screener questions result in a 40% candidate drop-off rate, with higher abandonment rates as the number of questions increases.

Additionally, other studies revealed that 60% of job seekers abandon applications they perceive as too lengthy or complex.

This suggests that extensive applications may lead to missed opportunities to connect with qualified talent.

Consider this

A typical candidate spends hours crafting a resume and cover letter. When faced with an application that requires duplicating this effort by answering dozens of questions, many will abandon the process altogether. For organizations, this means missed opportunities to connect with qualified talent.

A high drop-off rate is more than just a lost application; it’s a signal that your hiring process might be turning candidates away. And in today’s competitive job market, every missed application counts.

Why Shorter Applications Work

Shorter applications address two critical pain points for candidates:

  1. Time: Applicants value their time and are more likely to complete an application that respects it.
  2. Clarity: A concise application feels approachable, reducing the intimidation factor of a lengthy form.

By removing unnecessary barriers, you create an inviting entry point for candidates, increasing the number of completed applications and improving the diversity and quality of your applicant pool.

ExactHire Solves the Problem

This is where ExactHire’s Applicant Tracking Software (ATS) comes in. We designed our ATS to help employers create optimized, candidate-friendly applications.

  • Customize application forms: Tailor questions to gather only the most essential information upfront.
  • Use pre-screening tools: Automate the qualification process with custom filters and screening questions, so you don’t sacrifice quality for quantity.
  • Multi Step Applications: Use ExactHire Multiple Step Applications to collect the information you need to make a decision. Then get the rest of the information at a later point in time. 

ExactHire’s ATS allows you to strike the perfect balance between gathering essential information and keeping the application concise, ensuring you attract and retain the right candidates.

Why Choose ExactHire as your ATS?

Choosing our ATS isn’t just about reducing drop-offs; it’s about transforming your hiring process into a competitive advantage. By leveraging our intuitive tools, you can:

  • Increase applicant volume without sacrificing quality.
  • Save time by reviewing qualified candidates.
  • Enhance the candidate experience, boosting your employer brand.
  • and more.

In a market where the best talent moves fast, your application process should never be a bottleneck. Let our ATS help you create an application experience that works for everyone.


Employee Recognition

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The Fall season has officially begun, and that means the holiday season is on the horizon. With the hustle and bustle of seasonal events, this is a prime opportunity for company leadership to show their gratitude for their employees who work diligently to help the company achieve its goals.  Inflation and other rising costs make it more challenging to effectively show gratitude through financial means. But there are other opportunities for employee recognition! While employees appreciate financial rewards, monetary gifts are not the only way for company leadership to show gratitude.  Depending on the financial status of an organization, consider tokens of appreciation in addition or in lieu of financial rewards. Here are ten no-cost or low-cost employee appreciation methods to consider:

Time is of the Essence 

The holiday season brings a myriad of extra outside events that employees seek time to attend. Whether it is for travel, attending concerts or parties, watching school events or simply extra time to decompress from the season’s faster pace, allowing employees additional time off during the holiday season is a strong show of employee recognition. It is a win-win for the employee and the company as employees appreciate the extra time, and companies gain more satisfied employees.  Consider giving the day off before and/or after travel or holidays.  Allow the employee to choose a designated day(s) off of their choice.  Communicate this gift early so employees can give adequate notice of when they want to use the extra time off so companies can plan accordingly. 

Be Flexible with Flexible Scheduling

Flexibility in scheduling is a welcome gift to employees.  Allow employees to take a longer lunch to volunteer or get errands and appointments completed. Adjust morning arrival or evening departure times so employees can get extra time for themselves. For those employees who are not remote, provide the opportunity, if feasible, for them to work at home or at a different location. With the multitude of ways to keep in contact with employees, work location is not an insurmountable challenge for employees to maintain productivity.  Shifting work times to accommodate employees’ personal schedules promotes a work-life balance and goes a long way in employee recognition.    

I am Thankful for You

Too often, employees are unaware of or doubt their contributions and worth within a company.  These feelings often lead to employees exploring new employment opportunities. Reduce the chance of employees seeking new environments by simply showing some employee recognition.  Communicate appreciation of employees publicly and privately.  While email and text are quick ways to communicate, giving a person a card with a handwritten thank you message is meaningful. Highlight special attributes and contributions each employee has made to show how each employee is an integral part of the team puzzle. Consider including stickers with motivational quotes and/or the company’s mission for use on devices as a visual reminder.   

Keep Your Head in the Word Clouds

Take a different spin on number three by listing positive characteristics about teammates in a word cloud.  There are a variety of free online websites that allow the user to create a word cloud full of positive, descriptive words about a person.  For each teammate, print the word cloud on high quality cardstock or canvas, and give that to them.  It is a positive reminder that all of us have worth and value to others. 

Be Charitable

Benevolence is a quality to admire. Many individuals would prefer not to receive a gift themselves but have an employer’s act of kindness be given elsewhere. With this in mind, leadership should consider making a charitable donation to a cause in honor of the employee.  By helping others, we often help ourselves.

Make It a Meal

Getting the team together can be difficult. As a thank you to employees, cater lunch onsite. Try local venues or different cuisines. Employees save money and time by not going out to eat or preparing a lunch the night before to bring the next day.  Catered meals allow different shifts to eat at their times, and more importantly, it gives employees a chance to socialize with each other and strengthen relationships.  Include remote employees through video conferencing and provide a stipend so they can get lunch provided by the company.  

Get Your Swag On

One of the best ways to show company spirit is to demonstrate company pride through swag.  Wearing logoed attire or using logoed beverage bottles and cups visibly promote a company. Shirts and jackets, water bottles, and phone chargers are popular gifts, but make sure the swag item is something employees value.  Consider sending a survey to employees to acquire ideas of what they really want, and use those results when ordering. 

And the Theme Is…?

 

Generate fun in the office and remote environments with a thematic concept.  Have theme days like “Motivation Monday” where employees can share positive comments, experiences and examples within the work environment. Consider food theme days like “Taco Tuesday” and bring a taco bar onsite for employees’ lunches.  Set up a beverage bar where employees can help themselves to coffee, tea, and hot chocolate. For remote employees, include them by providing a stipend so they can buy something related to that theme. Decorate the work environment with a particular theme…sports, beach, college, etc., and motivate remote employees to do the same. These little things go a long way in employee recognition. Empower employees by seeking their voices in what they would like to see. Encourage, but do not require, participation.  Fun disappears when employees are required to do events they do not feel comfortable participating in.   

Vol nteer – What’s Missing? U!

Do good for your local community.  Find a cause in the community that needs support, and give that cause a gift of volunteer time. Have a toy drive to collect new toys and books for kids during the holiday season. Go shopping together to pick out toys and books with money donated.  Host a food drive and help sort items at the pantry. Mentor students. No matter the cause selected locally, offer time for remote employees to volunteer with an organization of their interest. 

Game Days

Need a break for an hour during the workday?  Host a trivia contest or have a board game marathon. Prizes, such as company swag and gift cards are possibilities, but consider certificates or a “workplace trophy” that can be passed among employees.  Remote employees who win these events can be publicly acknowledged and still receive congratulatory tokens. Never underestimate the title of “Trivia Champion” and its importance to some employees.  

Conclusion

Take these ideas, and adapt them for your work culture. employee recognition is not something to be glossed over. Ensure that rewards are applicable for onsite and remote workers.  If employees are accustomed to financial rewards but are not going to receive them this year due to financial constraints, communicate that early so employees are not counting on a holiday bonus.  No matter the gift, it is important for leadership to express gratitude for employees not just during the holiday season but throughout the year. When employees feel appreciated and valued, this leads to increased employee loyalty and retention. Expressing genuine appreciation and gratitude boosts the creation and continuance of a positive work culture making the company a preferred place to work in the eyes of current and potential employees.

Supporting Employees with Seasonal Affective Disorder

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As summer ends and evolves into fall then winter, daylight hours dissipate and darkness becomes plentiful during the day. Many employees leave for work in the dark and arrive home when it is nearly or fully dark. For some people, this reduction in natural light from the change in seasons can trigger a health condition called Seasonal Affective Disorder (SAD), also known as seasonal depression.  Serotonin, a hormone that is key to regulating one’s moods and body functions, tends to drop in the fall and winter months while Melatonin, the hormone responsible for sleep, tends to increase with darkness. These hormonal shifts can change the way a person feels and functions. Sunlight is a natural resource for the body’s creation of Vitamin D; when sunlight is reduced, Vitamin D is reduced.  When a person’s Vitamin D level is below the norm, it can result in the person feeling overly tired, irritable and sluggish. These changes in body chemistry can affect individuals physically and mentally. As with physical health, mental health is crucial to employees’ performance and productivity. Changes in an employee’s productivity, triggered by Seasonal Affective Disorder, should not yield reprimands and penalties for a bona fide health condition. In order not to lose valuable talent, companies must learn and implement ways to effectively support employees with Seasonal Affective Disorder.  

Seasonal Affective Disorder

According to the American Psychiatric Association, Seasonal Affective Disorder affects approximately 5% of adults in the United States and typically lasts approximately 40% of the year.  People who live further away from the equator are more likely to be affected with SAD.  Women are four times more likely to be affected by SAD, and individuals who suffer from other diagnosed mental health conditions have a higher likelihood of SAD occurring. People with SAD can display a variety of characteristics such as irritability, lack of energy, difficulty concentrating, weight gain or loss, lack of motivation, trouble handling stress, inability to meet deadlines, and oversleeping. These factors can lead to decreased productivity and increases in tardiness and absenteeism.

Severity of Season Affective Disorder

SAD is classified as a medical condition as “major depressive disorder with seasonal pattern” in the Diagnostic and Statistical Manual of Mental Disorders (DSM-5-TR).  The intensity of Seasonal Affective Disorder varies among those who have the condition. Not all employees will need multiple supports to combat SAD effects at work. 

Communication between leadership and the employee is crucial. This way you can determine what accommodations will positively impact the employee’s performance and meet legal guidelines in relation to the effects of SAD on the employee.  The first and most important step is to establish a work environment supportive of mental health all year round. Listen and understand the employee’s needs. Explore accommodations that can support those suffering with SAD such as the following:

 

  • Host info sessions led by wellness practitioners so employees can acquire a better understanding of SAD and how to support those affected by it.  Conduct training sessions focused on stress and time management. Knowing how to manage one’s stress and time are key to success not just in darker months but throughout the year. 
  • Provide adequate indoor lighting to ensure beneficial brightness. While energy efficiency is encouraged, LED lighting can provide essential brightness to boost employee productivity while being cost effective. Explore the use of light lamps / light boxes in work areas to offset the reduction in light.
  • Encourage the use of the company’s Employee Assistance Program (EAP). If your company does not provide an EAP, encourage the use of mental health resources within the company’s benefit plan. If there are no formal mental health supports included within the company’s benefits, start working to include mental health benefits to employees and their dependents. Communicate information on benefits, local mental health resources and 988 Suicide and Crisis Line in your company’s onboarding platform and intranet. 
  • Take 15 minutes for a walk outside as a group or individually. Taking additional frequent breaks and/or taking a longer lunch to get outside more might seem counterproductive, but research shows that those additional outdoor breaks result in increased employee productivity.
  • Rally the employees to get together for an activity. Motivate employees to use the onsite fitness center, if available. If there is not an onsite fitness area, provide incentives for employees to use a private workout facility or home equipment.  Create a team for competitive and non-competitive sports. Pickleball, volleyball, basketball, running, yoga, etc…there are a variety of activities to explore for all skill levels.
  • For those with physical limitations or for those who prefer an alternative to team sports, connect with other employees on topics of interest. Get together with coworkers for a book club, trivia, card or word game events to challenge oneself cognitively while socializing. Having an evening or lunch event can connect onsite and remote employees together. 
  • Suggest the use of PTO during darker, colder seasons so employees can travel to warmer, light-plentiful regions.

Logistics

Logistics play a powerful role for those affected with Seasonal Affective Disorder. Examine the workspace layout carefully. What can be changed to provide employees with extra natural light?  Stand up, floating desks allow mobility to move to work in more lighted areas during the day. Working outside is a viable option for some people. Companies should keep flexible work arrangements in the forefront. Working remotely in sunny areas or at home can help. If the employee can effectively complete tasks at alternative hours in the morning and evening, consider flexing their work time so they can have additional non-work time during sunlight hours. For more ideas to accommodate employees with SAD, visit the Job Assistance Network (JAN) which is coordinated by the US Office of Disability Employment Policy (ODEP).

Preventing Seasonal Affective Disorder

Since SAD tends to be a recurring condition, prevention strategies can reduce the symptoms.  Before the days become predominantly darker, encourage individuals to start exercising more, capture more natural light as long as possible, and use light therapy at home earlier.  Listening with compassion and understanding is the first thing that HR and managers should do to help employees struggling with Season Affective Disorder. By listening, not hearing but listening, to an employee’s concerns and challenges, leadership and the employee can craft viable solutions. Strategies to help those with SAD offer opportunities for team cohesiveness. HR and managers are tasked with setting expectations for teams within the organization. When leadership supports  employees affected by SAD, they display a commitment to the success of the team as a whole. 

Adapting Your DEI Efforts for the Fall Season

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Results from a 2023 Pew Research survey show that approximately 56% of working Americans support diversity, equity and inclusion (DEI) initiatives in the work environment. DEI promotes problem solving through different perspectives, employee and consumer loyalty, and boosts overall profits. When DEI components are integrated into the work environment, it offers opportunities for co-workers to learn more about the various cultures and traditions that are integral parts of employees’ lives. When employees have a better understanding of each others’ values and cultural upbringing, it can mold the work environment into a more cohesive, team-centered union.  With the fall season upon us, here are some ways to incorporate holidays and cultural events into your DEI initiatives. 

DEI Holiday Planning

While there are 11 federal holidays that affect business operations, there are many other holidays that impact employees. States and the District of Columbia can recognize their own holidays in addition to the 11 federal holidays. For companies who have employees in different states, keep in mind to find ways to communicate and promote holidays recognized in areas where your company operates. Knowing what holidays and events are part of your employees’ way-of-life is the first step. Managers and Human Resources professionals should take note of new and existing employees’ preferences. Surveys can be a quick way to collect info. 

Collect data securely in your company’s onboarding platform. Create a shared calendar with key holidays, events, and festivals.  Post this information on the company’s intranet, social media channels and corporate site as a way to visibly show the company’s commitment to diversity and inclusion. In company newsletters, describe the seasonal event with a brief overview of the history of the holiday, its significance, where and how it is typically celebrated, and include ways for employees within the company to celebrate the event in the work and home environments. When co-workers have a better understanding of what is important to their colleagues and how certain beliefs and traditions impact their lives, cultural sensitivity and appreciation increases.    

DEI Holiday Information

Religious celebrations are plentiful during the fall season through the remainder of the calendar year. Consider offering informative overview sessions of religions and cultural events that directly impact your company’s work population. Communicate information in a way that does not put an employee(s) or group in an uncomfortable spotlight or displayed as a token. Some employees are familiar with names of different religions but not necessarily the key details and characteristics.  Break stereotypes and inform employees by sharing factual information about diverse cultures that complement the company.  Be cognizant of employees’ cultural and religious obligations. During times of religious observances, check in with employees to see if there are any resources that can assist their work performance.  Support employees who fast during religious holidays, such as Ramadan. Bringing food to meetings when employees are fasting can be insensitive. Schedule meetings that do not overlap with formal prayer times.  

Inclusion in the Workplace

If your company hosts pitch-in lunches, set them with an international flair. Ask employees who want to participate to consider making one of their culture’s dishes for the event and have them list the ingredients of the dish for those with dietary restrictions. Employees can try new foods and learn about their teammates’ heritages at the same time. If pitch-ins are not your company’s choice, consider catering a meal from a local restaurant specializing in that culture’s food. When doing pitch-ins and catered meals at work, ensure the menu has ample meatless, kosher and halal options. Some employees are vegan or vegetarian by choice while others are for religious reasons. When employees need food with or without certain ingredients or prepared according to specific guidelines, this should not be perceived or communicated as an inconvenience.

Benefits of Workday Events

Having events during the workday provides employees the convenience to socialize while being more inclusive. Childcare expenses are costly so having work celebrations during the day saves employees money by not having to find childcare for post-work events. Candidly, some employees do not want to meet outside working hours for events.  If your company hosts events after-hours, keep in mind the logistics of the venue. Select a venue that is accessible for those with physical limitations or breastfeeding needs. Make sure the venue is reachable by public transportation or by bike for employees who do not have cars. Skip including alcohol or cash bars at work events to mitigate potential behavioral issues while supporting those who do not drink by choice or are in recovery. 

DEI is Personal

What is important, culturally and religiously to one employee, will vary.  While companies adhere to federal holidays, Human Resources and leadership should be aware of other holidays and events that impact employees. Offer flexible time off options for employees to celebrate days that are important to them. Some companies offer flexible public holidays where employees who do not celebrate certain events work on those days and take time off for those events that they do celebrate. This concept supports diverse beliefs while maintaining coverage at work while those who do celebrate certain events can partake. When decorating the work environment, keep inclusivity in the forefront and include symbols and decorations that represent your team’s cultures. When decorating with holiday symbols, include information about the event(s) represented. 

Because everyone celebrates different holidays in different ways, employees and leadership should be cognizant of what questions and comments they make in the work environment.  Not everyone can afford a plethora of gifts for family members and friends nor do they want to give exorbitant gifts even if they can afford them.  Asking teammates if they have started or finished holiday shopping can add pressure to employees who might be struggling financially. 

Holiday Blues

One additional aspect to keep in mind is that the holiday season does not bring joy to everyone. Employees can struggle with loss, sadness and trauma during these times. Reiterate your company’s commitment to mental health. Remind employees that help is accessible through the company’s Employee Assistance Program (EAP) and other professional resources. Share 988, the suicide prevention phone number, with employees and encourage them to call if they or someone they know is considering suicide.  Have a list of crisis hotlines and websites accessible to employees. As with physical health, mental health is equally essential. Openly communicate the importance of both and reduce any stigmas related to mental health. 

Other Items to Consider

Leadership must remember one aspect of event planning.  Making events mandatory can take the fun out of them.  Encourage employees to participate, but do not require them to do so.  Eliminate any potential retaliation scenarios if employees choose not to participate. Employees and leadership should be cognizant that not everyone will celebrate the same way as they do. Diversity drives productivity; McKinsey found companies with ethnic diversity outperform less diverse companies by 36%.  With open communication and positive attitudes to learn more about the cultures of those by one’s side, enlightenment, understanding and acceptance will increase along with employee satisfaction.  When a company shows a bonafide commitment to what is important to their employees, the rewards are plentiful.

Corporate Social Responsibility in the Fall

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Leadership teams inside an organization understand that building a quality product and/or delivering an exemplary service experience are not enough to be competitive in today’s global market.  Wise leaders know that consumers and employees seek more fulfillment and want to know that their time and money go to companies who contribute to the betterment of society. The intrinsic need of humans to want to help others has been heightened by tumultuous world events over the past years and has become a catalyst for change resulting in the evolution of Corporate Social Responsibility (CSR) initiatives. 

Companies are recognizing the demand to give consumers and employees what they want – goods and services which meet their needs while knowing that the company is making efforts to improve society in some facet. CSR initiatives vary among companies, but they all have one goal in mind which is making a positive impact on the local and greater communities of their consumers and teams. Human Resources professionals are often tasked with crafting and deploying CSR initiatives so here are some initiatives that organizations of all sizes can seek to implement.

 

Community Service Projects and Charitable Giving

 

Survey your team to find out what CSR initiatives are near and dear to their hearts. Use their feedback to craft regular opportunities to give back to the community. Getting employee teams together to participate in community service opportunities gives everyone a chance to get to know each other outside of the work environment.  Provide opportunities to do events during the work day to increase participation, alleviate child care concerns and reduce travel expenses for employees. Don’t forget to include remote workers in the company’s corporate social responsibility efforts.  Just because an employee might reside in a different zip code or country does not mean there are no service opportunities wherever they reside.  Provide remote workers time to contribute to their local communities, and share their efforts with their company teams. 

 

Charitable giving provides a more streamlined approach to direct assistance.  While community service projects and charitable giving initiatives are often intertwined, both opportunities provide a way to actively and passively contribute to those in need. Look at options to make corporate social responsibility initiatives available to consumers. Hosting community service projects that are open to the public is a way for citizens to learn about your organization, promote your company branding, and potentially lead to finding future talent.    

Corporate Social Responsibility Ideas

  • Habitat for Humanity is well known for its role in assisting individuals to secure housing. Habitat for Humanity is dependent on volunteers in its effort. Don’t let the fear of not being mechanical or not knowing how to wield a hammer properly deter members of your organization from participating. Skills can be learned and having an eager, positive attitude to help others can offset technical learning curves.
  • Schools seek volunteers to support students and staff. If your organization has employees with school age children, encourage staff to participate in school volunteer activities during the workday. Consider coaching a sport or lead a school club. Donate books to the school library and classrooms.
  • Before school starts, do a “backpack attack” to collect backpacks and school supplies for students. In December before many schools go on Winter break, reach out to schools to determine which supplies (pencils, dry erase markers, allergen friendly snacks, jackets, etc.) are essential to start the Spring semester. Acquire those items, or collect money to donate for school causes.  
  • Many cities and counties have animal shelters who seek volunteers.  Dog walking, pet nurturing, supply collection, and promotional support are crucial for these facilities. Research shows that interacting with animals reduces cortisol in humans resulting in less stress and lower blood pressure so both humans and animals benefit. 
  • In many areas, blood is in critical shortage. Some blood collection facilities have mobile collection vehicles so schedule a time for the collection facility to arrive onsite so employees, and the public, can conveniently donate. 
  • Adopt an elder. Some residents in long-term and memory care facilities do not have local relatives to assist. Reach out to these facilities to find out what items their residents need and provide those items. Spend time visiting with the residents, and listen to their stories. Not only will employees learn more about the past, they will learn more about themselves too. 
  • All year, but in particular at Thanksgiving time and winter months, there is a need to aid food insecure individuals. Host a food drive within your company to collect essential food and toiletries for those in need.  Deliver collected items to a local food pantry, and assist in sorting and distributing the goods. 
  • Mentor youth. Various nonprofits exist to provide mentorship to at-risk, minority and low-income youth. Discuss education and career goals.  Simply listen to what the youth has to say.  For some kids, having one person who cares can light a spark to ignite their goals. Working with today’s youth strengthens the future for all of us. 

 

Environmental

 

We have one world in which we live together so we must care for it.  Respect for the environment is crucial to sustainability. Speak with local government and school representatives to determine areas of highest necessity. Planning initiatives that connect others while improving the environment provides employees with tangible opportunities to see their efforts grow.

Environmental Ideas

  • In the midst of urbanization, there is still a dire necessity for greenery. Identify opportunities to plant more trees and pollinator plants to attract more bees, birds and butterflies. As trees grow, they reduce carbon dioxide emissions reducing our carbon footprint. 
  • Test your green thumbs by growing food in a community garden that can be given to those in need. 
  • Help parks and playgrounds stay clean and safe by picking up litter. Donations can be given towards the purchase of new playground equipment and supplies.
  • Work with your local government to schedule community litter pick up days to broadly promote the effort and recruit involvement. If your organization wants to conduct smaller scale events, set aside one day a month (or time frame of your choice) to pick up litter at a chosen location. Rotate between parks and the areas around your company’s location(s). 
  • Look internally within the organization. What type of recycling initiatives can be implemented? Paper and plastic are two materials that can be recycled.  Seek ways to scale down the use of them. Offer reusable options and provide recycle bins for plastic bottle use. Reducing the use of paper is not only environmentally friendly but a huge cost saver to businesses.  

Conclusion

The value of corporate social responsibility initiatives outweigh additional costs. Companies which invest in their local and global communities tend to have a more loyal customer base. They also have improved brand recognition which helps in the highly competitive talent acquisition realm. For employees, time away to volunteer can lead to heightened productivity. According to an AFLAC CSR study, 95% of employees report being more productive when they work for a company with a strong purpose.

CSR is good for the company’s profitability in another aspect as well. That same survey found that 77% of consumers are motivated to purchase from companies committed to making the world a better place. As part of your organization’s branding, show its commitment to aiding others. Include your organization’s CSR initiatives on your company website, social media platforms, and in job postings in your applicant tracking system (ATS).  Use your onboarding platform to communicate CSR importance and opportunities early with employees. By broadcasting CSR beliefs and initiatives often and in different formats, employees and consumers will receive the message and recognize that your company believes in making a positive difference.

Navigating the Holiday Planning Process

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Although it is still summer, many employees’ minds are starting to think of cooler days and winter holidays. Eleven holidays, many religious based, are in the month of December alone. As winter holidays rapidly approach, it often means an influx of employees requesting time off to celebrate or to use any last paid time off (PTO) before they lose it. The holiday season is not meant to cause additional stress within a company so planning ahead is crucial for HR professionals to prepare for holiday time off requests. Through clearly communicated policies and utilizing an organized process, employees can enjoy the holiday season without saying “Bah Humbug”! 

Holiday Planning Policies

As HR professionals know, there is a policy for everything, well most everything. Companies tend to do well with creating a PTO policy so one is “in place”, but not all policies are clearly defined leaving opaqueness instead of transparency around such a key benefit for employees. HR professionals, take a moment to review your company’s PTO policy. Are updates necessary? Does the PTO policy specifically include strategies to address PTO requests at busy holiday seasons? To alleviate confusion or potential claims of discrimination, ensure there are specific details and parameters regarding holiday leave clearly defined in the PTO policy housed within the company’s employee handbook. 

 

(Note to reader:  Red flag raised! If your company does not have a PTO policy included in the company’s employee handbook, add that as a priority item on your To Do list.  If there is no up-to-date employee handbook or policies formally communicated to your employees, drop everything and let ExactHire show you how you can do that electronically through your own onboarding site.)

Holiday Planning Communication

As soon as company holiday closure dates are confirmed within a company, announce those to employees so they can start planning their time off, if they choose to take an. Create a shared calendar accessible to employees so the team is aware of when employees are out of the office. This empowers employees to proactively plan for their time off needs and adjust time off requests, if necessary, to ensure adequate coverage so business can flow as usual. If a company opts to use blackout dates (dates that employees are not allowed to request off), communicate which dates are blacked out as early as possible, and explain why those dates are unavailable for PTO use so employees understand the rationale. A few key items are essential to address in a holiday leave policy:

Common Holiday Questions

  • Who is eligible to take paid time off during the holiday season? Are only full-time employees eligible for paid time off, or are part-time employees afforded paid time off as well? Can an employee take unpaid time off if needed?

  • Is there a limit of consecutive days that can be taken off by an employee? Setting a limit of consecutive days can mitigate the chance that other teammates might not get to take time off also or be tasked with providing ongoing, additional coverage to offset the employee’s extended absence.

  • Who approves holiday PTO requests? Who approves an employee’s holiday PTO request? Does the employee submit the request to their manager, human resources or another party? Specify the chain of command in the holiday policy in case an approver is out of the office. 

  • Is there a due date for PTO requests? While flexibility is essential in the work environment, having a solid due date of at least two to four weeks in advance for PTO requests is not uncommon, especially at peak vacation times. Knowing who will be in and out of the department helps managers plan for staffing needs with the goal of minimizing last minute employee shortages.  HR professionals and managers need to maintain a degree of flexibility though as it is possible that employees might have time off requests that occur outside the typical due date due to sudden family events or travel changes. When those requests occur, it is crucial to evaluate the impact of the time off on the company’s needs and how it can positively or negatively affect the employee if the time off request is approved or denied. If an employee habitually requests time off without adequate time for a department to prepare, that is something to address, but if an employee requests time off quickly but rarely, consider the request.  

  • If the same day(s) is requested, who gets first-dibs?  This can be a tough one so having a policy with the terms outlined will help.  Two main routes to solve this scenario are common, and the more effective route will vary with the culture and size of your organization.  One option is to let seniority rule which has its pros and cons.  It is a way to show appreciation for an employee’s work longevity.  On the other hand, some hard working but newer employees will lose the request to more tenured, and potentially less productive, employees. Another option is “first come, first served” where the first employee, regardless of seniority or performance, gets the time off. 

  • Are there benefits if an employee does not take vacation time during the holiday season?

     Some employees prefer to save their time off for other times of the year and are willing to help provide crucial coverage.  List any benefits or perks like extra pay, company swag, gift cards or food that employees will get if they provide extra help in staffing while other employees are out of the office. For those employees who do not get their time off granted, morale might plummet so find ways to boost motivation. As with employees who voluntarily choose not to take vacation time during the holiday season and provide coverage, grant similar perks to those employees who do not get all or part of their PTO requests fulfilled and are providing coverage as well. 

Start Planning Early

Summer is a great time for HR professionals and managers to send reminders to employees to start planning for their holiday time off needs. Instead of trying to maneuver and schedule time off during the hustle and bustle of the holiday season. Be aware that the EEOC has established guidelines on time off regarding religious accommodations for companies with 15+ employees to help companies mitigate risk of employee discrimination. Since ExactHire does not provide legal counsel, consult with your company’s legal team to confirm that the company’s PTO policy adheres to EEOC policies and supports a climate of diversity and company productivity. Effectively planning now for future holiday absences can help an organization run more smoothly where employees feel supported by leadership, and leadership feels confident in Its employees’ commitment to company goals.

Preparing for End-of-Year Performance Reviews: Best Practices

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Although it is technically still summer for a few more weeks, it is not too early for managers to shift their thoughts to the completion of crucial tasks. Employee end-of-the-year performance reviews fall in this category. End-of-the-year performance reviews are highly important feedback sessions for both the employee and manager in the quest to strengthen their working relationship to heighten individual and company growth and productivity.  These meetings are a type of strategizing session. If these meetings are held in an unorganized way however, the consequences outnumber the benefits. Preparing for end-of-the-year reviews takes careful thought and detailed analysis. Because December is such a hectic month with holidays, time off requests, and other important year-end duties, developing a plan now to complete these essential reviews will reduce stress later resulting in a more fruitful performance review session for those involved. 

Scheduling Performance Reviews

Before scheduling an employee’s end-of-the-year performance evaluation, establish the reasons why you and the employee are meeting. A meeting of this magnitude is more than a formality. It is a guided opportunity for open communication to identify strengths and areas for growth for both parties.  End-of-the-year performance reviews ultimately are a way to recap the employee’s annual performance and create goals for the upcoming year. When it comes time to communicate the need for the end-of-the-year review session, solidify the actual date of the review on the employee’s and your calendar. Managers should send a calendar invitation to each employee they are reviewing approximately 6-8 weeks before the end of the year to allow enough time for both the employee and manager to adequately prepare. 

Preparing for Performance Reviews

Preparation cannot be reiterated enough so give yourself an adequate amount of time to prepare. Blocking a dedicated, consistent amount of time on your weekly calendar to lay the groundwork for each employee’s session is essential.  Scheduling a regularly set time allows you to concentrate on preparing for that particular employee’s evaluation.  Do not rely on memory about what you want to discuss with each member of your team. Content that you want to discuss with each employee should be written down and used as your guide in the review session. In the HR world, keeping a written record of important meetings is a standard task, and a performance review session is no different. 

How to Prepare

During the manager’s blocked preparation time, there are several actions to complete. Review the employee’s job description. Is the employee completing the required portions of their role?  Is the employee doing what they need to do?  Identify areas of strength and weakness and reflect on those areas. Recall and list specific examples that demonstrate their strengths and weaknesses. Encourage employees to keep track of their accomplishments throughout the year. 

While managers are expected to be aware of their employees’ accomplishments and challenges, that does not always occur. When an employee assembles a comprehensive list of what they feel they have done well and what they could have improved upon, that adds more depth to the conversation between manager and employee. Encourage the employee to share the document prior to the meeting if they feel comfortable so you can expand upon their content. Another method of ensuring managers get timely and insightful perspectives about an employee’s performance is to collect 360 degree feedback. This gives a manager intuitive perceptions from an employee’s peers. As well as how the employee perceives themselves regarding the employee’s performance.

Conducting Performance Review

Be empathetic and positive in tone with the employee. Even for the most productive and satisfied employees, end-of-the-year reviews often create anxiety and undue stress. Communicate the event as a way to strategize for future professional growth. Instead of it being a do-or-die reflection of the year’s performance.  Evaluate the progress the employee has or has not made towards performance goals established at the beginning of the year.  End-of-the-year performance reviews should be highly data driven. Use data and facts as evidence when stating your perspectives and claims. Include specific examples of successes and list area(s) in which the employee should seek to improve.  If no goals were formally discussed and recorded at the beginning of the year, reflect on the employee’s performance for 2024 and take the time to set goals for 2025.   

Ask Questions

Ask questions to the employee. Examine what career paths the employee envisions themselves following.  Is this employee one that could be a future leader within the organization? Suggest opportunities for the employee to use specific skill sets that are being underutilized.  Discuss career progression opportunities and outline ways that the employee can advance within the company. While certain employees would make great managers, some employees simply do not want to take on advancement opportunities.  Ask probing questions in a kind manner as to why the employee might not want to pursue advancement opportunities. It is important to keep quality talent so if an employee does not want to take a management role, find other opportunities to keep the employee productive, content and engaged. A skilled employee with people skills can make a great internal mentor to new employees and for employees who need to refine their performance. 

 

Be prepared for financial discussions especially if raises are allocated during the end-of-the-year review.  Companies walk the tightrope of maintaining a competitive bottom line in profits while trying to provide a competitive compensation package. Communicate reasons to the employee why raises were the amount they were. Explain what needs to be accomplished to acquire raises at the next tier. If you sense the employee is discouraged about their compensation, ask the employee what they are seeking in pay and benefits. Do not promise what you cannot deliver. However you should be aware of their needs to see if there are ways to retain valuable talent before they seek to leave for the competitor. 

Finishing Performance Review

Before the review ends, ask the employee what support and resources the employee needs from you, the manager, so they can perform better. Would additional training help grow the employee?  There might be actions or lack of actions that the employee needs you to improve upon that you did not realize impacted the team. Before concluding the review, confirm the employee’s understanding of the conversation. Ask the employee their thoughts and what stood out the most to them from the review.  Recap action items for the employee and for yourself before closing the meeting. Send an email after so you have the plan in writing. Do not end the meeting without having a mutual understanding of the employee’s strengths, areas for growth and goal plans for the next year in place. 

Conclusion

The end-of-the-year review is not just about the employee, but it is about you, the manager, too. Clear communication eliminates many conflicts and provides a distinct path of action items that must occur.  Learning what actions, or even lack of actions, that you can do becomes a catalyst for self-improvement which benefits the whole team.  That candid feedback about your own performance can ignite change. This can help you be a better manager, performer and leader as well. Use the end-of-the-year performance review process to grow your team and yourself.