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Social Media and Employer Brand Awareness

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“Don’t use social media to impress people. Use it to impact people.”

This quote by Dave Willis, an author, accentuates the power of social media in today’s society. Companies are vying for customers to buy their products and services along with competing fervently for key talent. To establish a competitive edge in recruitment and sales, companies seek to reach a global audience through their use of social platforms. With the use of social media, individuals are connected to each other through networks, connections, followers, and friends no matter their physical location. How can a company use social media to attract key talent?

How can an organization’s message sift through the noise to resonate with its target audience? Careful and genuine communication forges the way. An employer must communicate its culture and commitment to prospective employees and customers through authentic demonstration of its employer brand. The employer brand is an indicative view of what an organization’s workplace culture is. What it believes in and support. The motivation driving employees’ willingness to work and their productivity.

Social Media Reach

Social media is a consistent tool for communication and promotion. No matter the platform, whether it be LinkedIn, Facebook, Instagram, etc. an organization must use these tools to reach their desired audience. According to an end-of-2022 study conducted by Hootsuite, a leading marketing company, there are 4.74 billion social media users…4.74 billion people across the globe with differing socioeconomic characteristics and demographics who are searching for some type of product or place to work that makes their lives better. With an audience this large, the options for staffing and selling are endless. Provided your organization can craft a message that is effectively delivered to the portion of the 4.74 billion audience that is your target audience.

Before delving into communicating employer branding via social media, here are some statistics to reiterate the potential audience volume. YouTube is still the landmark platform for viewing video content. Hootsuite reported that YouTube’s social media audience of 2.51 billion people spend approximately 23.4 hours a month watching videos. TikTok is catching up quickly with users spending approximately 22.9 hours per month on the site. The average social media user spends nearly 2.5 hours daily scrolling through content. That is a lot of time searching and scrolling.

How to Utilize Social Media

Businesses need to examine their current marketing campaigns and see how social media is currently woven into existing campaigns. If an organization’s social media use is inconsistent or non-existent, it is time to revamp promotion initiatives. After identifying the staff member(s) who will be responsible for social media promotions and analyzing available funding, identify social platforms that are the most applicable for organizational activities. Use the business version of social media platforms. Business versions often have enhanced analytics for the company’s marketing team to analyze traffic and creative initiatives. Look at the organization’s marketing budget, specifically for social media outlets. Set spending limits as designated marketers learn what type of ads are most effective. Also to which audiences company reach outs are yielding the best ROI.

Make sure that the “About Us” area in each social media platform has contact information, company website and related links for convenience to the viewer.  Include links to social media channels in any visible opportunity such as company website headers and footers, email signature lines, newsletters, intranet, applicant tracking system and even onboarding software (you want your new employees to follow, right?). Wherever possible, have a blatantly visible “Follow us on…” with all the organization’s social media outlets listed for quick subscription. According to LinkedIn, 49% of professionals follow companies on social media solely for awareness of open jobs so make sure social media is robust and offers different opportunities for viewers to engage and connect.

What Should I Post?

Design a message that authentically communicates the organization’s culture. Seek employees’ testimonials, and communicate them in video format. Get the popcorn…ok, maybe not, but individuals are increasingly captivated by quick movies on social media. Driven by TikTok, short-term reels are taking over social media because of its engaging, attention-getting info in quick snippets. Incorporate short videos for the viewer to listen to the genuine reasons why working at the company is exhilarating. Display what the culture is like each day, not just when there are celebrations for milestones achieved.

Highlight departments and employees, both remote and onsite, in a spotlight series. Have new employees share why they chose the organization; for established employees, have them share why they stayed with the company for the multitude of years. Promote the organization’s benefits and commitment to work-life balance. Post a Q/A session with senior leadership to discuss trends and positive changes in the organization. Showcase specific internal and community partnership initiatives.  Use hashtags to correlate to positive events, but create a unique hashtag that is a consistent way to reach a diverse audience and attract awareness of organizational culture. Ask clients/customers to share their perspectives about the business. Include quotes and comments supporting activism and inclusion initiatives. Communicating what is real is the key.

How to Revamp Your Social Media

For those companies who have social media pages in existence but very limited content posted, it is time to revive those platforms and bring them back to life. Companies who are utilizing social media to communicate employer brand content need to have a content calendar. This helps manage posts and effectiveness. It is a fine line between under-communicating and oversharing so ideally, one post a day can be effective. Be ready to address complaints. The more visible and active an organization’s social channels are, the more likely customers will complain on those pages.

Offer to assist unhappy customers via private messages to keep negative discord to a minimum. When posting jobs on social media, consider the demographics of each platform’s users. Older employees with a longer work history will be more likely to search for jobs on LinkedIn as compared to Snapchat.  Facebook is the favorite social platform of the 35 – 44 old demographic while Instagram is the top choice for Millenials and Gen Z users.

Companies need to examine their social media campaigns. It is not just a tool to attract new talent, but it is also a means to keep current talent engaged. Encourage existing employees to follow and contribute. Entice followers to be active participants in discussion threads to posted questions. The more activity, the more publicity. Post and promote job listings within social channels to reach existing followers, and encourage followers to share posts to expand the target audience.

Conclusion

No matter the platform, authenticity generates trust and commitment between followers and a company. As with any relationship, communication between an organization and its followers takes time, effort and nurturing. The impact is made when a company demonstrates the motivation for its existence and how camaraderie drives its culture of inclusivity and productivity. The need to impress disintegrates because the company’s bona fide enthusiasm for its culture communicated through social media resonates distinctly to viewers and overcomes any distractions and noise from its competitors.

 

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March Madness – A Company’s Own Big Dance

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The month of March carries a lot of weight in a calendar year. Depending on a company’s quarterly cycle, March is typically the end of the first quarter where revenue analysis is in the spotlight. Time change and the official start to Spring attempt to bring more light, literally and figuratively speaking, after the dreariness of the Winter months. March also brings an unofficial “holiday” season – college basketball’s March Madness!

 

Even if basketball is not your jam, it is hard not to get into the hype of March Madness. Hard working teams arrive with an all-or-nothing goal of winning the national championship. Small colleges compete against large, renowned basketball programs in games that yield unexpected victories. Teamwork can solidify victory in close games, as how teamwork drives business operations. Leadership is tasked to make the best decision for others when they are under pressure with limited resources and information during challenging situations which mirrors real-life business functionality. Basketball, especially in competition crunch time, reiterates that there is no “i” in “team”. Hmmmm…that also sounds like life as a Human Resources professional…

 

Top 3 ways that an HR Professional has skills like a basketball player

 

  1. Assists – HR spearheads the growth and development of employees. They help others be the best they can be.
  2. Rebounds – Not every initiative within an organization is going to succeed. HR helps departments regroup and rebuild when challenges occur.
  3. Leadership –  HR is the go-to for employee centered questions and guidance. HR professionals seek to find talent to help teammates grow professionally and even personally.

 

How to incorporate March Madness into the work culture

 

HR stars, time for the tip off to set up a slam dunk March Madness experience within your organization. Use your coaching and leadership experience to motivate your team and impact your company’s culture. Company culture makes a big impact on employee retention and the recruitment of new employees. Organizations need to embrace the madness. Instead of prohibiting the viewing of tournament games, encourage employees to discuss and view the games when appropriate for the industry. Healthcare professionals can’t watch games while with patients, but why not have the television on in the breakroom?  It is not conducive for manufacturing employees to watch games while ensuring products are safely flowing down the lines, but team leads and/or management can communicate updates along the way.

If viewing games is prohibited by an organization, odds are some employees will find a way to watch them on non-company devices so keep that in consideration when setting the tone for what is accepted prior to the start of the tournament. Instead of prohibiting March Madness, embrace it by setting a time for the group to watch part or all of a particular game together. Every organization is different so what works in one place will not work exactly the same in another. Keep in mind that the competition for talent is fierce. People want to work where it is fun so find ways to diffuse March Madness basketball into the environment. While there might be a dip in productivity over a couple weeks, think of the long term benefits of improved employee morale leading to higher retention and productivity for the long term.

 

Make March Madness fun! Remember, there are two March Madness events – men’s and women’s basketball – so focus on both events. Official disclosure by the referee:  ExactHire does not provide legal counsel so please check with your company’s legal team when crafting a March Madness competition. Grab your highlighter! Have a bracket competition that is free for any remote and onsite employee to enter. For smaller companies, consider including your employees’ families in the competition. Think of the humor if a seven year old turns out to be the best predictor of victories on the bracket!

If possible, have tiered prizes such as small gift cards, larger gift cards and company swag. Check your state laws on gambling as monetary prizes are prohibited in some states. If your organization wants to acknowledge the winner(s), consider some company swag as a prize or even a nifty certificate that the winner can proudly post in their work area. Make it an annual tradition by having a trophy that the March Madness bracket winner keeps for the year. Post a large bracket on the wall and list employees whose alma maters are competing. Make a virtual leaderboard that can be viewed by remote and onsite employees to see who is in the lead.

 

Bracket time should not create undue stress on employees who do not have interest in the competition. If employees do not want to participate, find other ways to include them. March Madness is for team building and camaraderie.  Have free, basic activities like a word search, word scramble or bingo focused on the March Madness theme that employees can complete for a chance to win a prize. A gentle reminder that not all employees are college graduates so encourage employees to wear clothing that represents their favorite team, whether or not the team is in the tournament.

 

If the budget allows, cater lunch where all employees can socialize whether they watch the televised game or not. Catering is not the only way to share a meal together. Organize a pitch-in where teammates bring their favorite food and eat while tournament games are played. Some organizations are still hesitant about pitch-ins due to COVID which is understandable so invite employees to meet together in the breakroom or at a nearby restaurant for lunch together while taking a break to watch the game.

 

March is here, and the madness has arrived. Inbound and keep control. Work together as a team without fouls or turnovers. When employees, HR and leadership play together, assists will lead to scoring productivity with a win at the buzzer!

4 Ways to Recognize and Address Employee Burnout

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Employee burnout is a real phenomenon. And it’s the result of several different workplace environment contributors. As an employer today, you’re likely concerned about other similar dilemmas, including “quiet quitting” and turnover. There are steps you can be taking, however, as a business owner or HR manager, to reduce the risks of employee burnout. And these insights will also help you to identify burnout before it sets in altogether.

Understanding What Employee Burnout Really Is

Before jumping into identifying signs of employee burnout, it’s imperative that company leaders and human resources staff understand what it actually is and how it manifests. What are the signs and symptoms? Some work-related projects can lead to increased stress and exhaustion. But they don’t necessarily constitute employee burnout. These types of short-term bursts of work or projects can lead to burnout conditions. And roughly 75% of all employees have experienced burnout in these capacities.

However, in general, employee burnout describes an underlying or overarching series of contributing factors that leave employees feeling undervalued, overworked, overstressed, incapable of improvement, fatigued, or even depressed. Each individual’s experience is going to be unique, as is the worker’s threshold for making a change. But as an employer, you can spot warning signs early to then take action and recalibrate the employee experience.

Here are four ways to recognize and address employee burnout within your organization.

1. Employee Exhaustion

Start by evaluating your teams’ and their exhaustion levels. Are your front-line workers getting tired? Think back to the news reports of ER nurses and doctors during the pandemic. They were visibly and notably exhausted. If you suspect any members of your staff might be feeling the same level of tiredness with their roles, it’s a sign they’re headed for burnout.

If you suspect there is exhaustion among your ranks, you can take steps necessary to alleviate some of the stress and monotony associated with the various roles. Maybe consider augmenting the workforce or re-assigning duties wherever applicable. You can also explore changing up the workflow in a way that brings new perspectives and relief. Additionally, and especially if you suspect your teams routinely experience fatigue, introduce wellness initiatives or work-life balance policies that support time off, adequate break periods, and healthy lifestyles.

2. Disengagement & Isolation

Another indication that one or more of your employees is headed for certain burnout is a prolonged disengagement or isolation from others. If you spot an employee who used to be engaged and enthusiastic now becoming more silent or reclusive on the job, there’s likely a reason. And if left unaddressed, this isolation will lead to certain employee burnout.

To combat these instances, employers can look to team-building exercises and other engagement initiatives that encourage collaboration and support. These can be on and off-site activities. It’s also imperative that today’s organizations create and enforce a transparent communication policy that welcomes employees to HR to discuss concerns.

3. Absenteeism & Poor Productivity

Analyze the employee roster regularly to spot instances of repeated absenteeism. If you have staff members not reporting to work all of a sudden or more frequently, it could be because of employee burnout. This also leads to reduced productivity on the job. So, be mindful of those who might suddenly not be as interested in quality work performance; it could be they’re preparing to leave.

Coach your HR teams to connect with employees who might be suddenly absent more often or performing poorly when they used to be top producers. Routine and quarterly assessments and reviews can be helpful in starting conversations. And employers can also be diligent with anonymous surveys and polls to help collect sentiments and feedback.

4. Higher Sensitivity to Leadership & Feedback

The fourth sign you might have employee burnout on your hands is a behavioral shift in accepting direction and feedback. When employees are overburdened for lengths of time, they’ll be less likely to receive tasks and criticism. In fact, asking for more could exacerbate the issue even further. There could be short fuses or even instances of hostility if unaddressed.

If your organization establishes routine communication with its employees, you’ll create a flow of dialogue that helps you avoid employee burnout scenarios. Be transparent about your efforts to support your teams. Reach out and enforce guidelines of respect, health, and positivity in a way to cultivate a more responsive company culture.

Keep these insights about employee burnout in mind as you look for ways to improve your company culture and team productivity. And remember, you don’t have to do it alone. Today’s workplace dynamics are vastly different and require a different roadmap for success. Exact Hire can be your guide to leverage all the best practices for employee management, hiring, and onboarding in today’s landscape.

Quiet Hiring

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Recently, the concept of quiet quitting took center stage in the spotlight as many employees experiencing or on the cusp of experiencing employee burnout shifted their mindset to do their jobs but consciously deciding not to go above and beyond basic duties. Status quo provided enough satisfaction to keep quiet quitting employees from formally resigning.  Quiet quitting is not necessarily a bad concept. There are employees who are satisfied in their current roles and do not seek to take on additional responsibilities. Even if compensation or promotions are offered. Companies need to realize that these employees can fulfill a company need. It is often challenging to retain employees holding low-level positions. There are some people who want to stay where they are, and then there are others who do not.  And that is how companies have opened the door to “quiet hiring”…

What is Quiet Hiring?

Lately, a new term has evolved: “quiet hiring”. It is the paradox of quiet quitting. While the term of quiet hiring is new, the concept is not. Quiet hiring has taken place consistently in the past, particularly when the economic state of a country is less than stellar. Periods of high inflation, with or without a recession, are the most common times companies quiet hire.

Quiet hiring is the concept of an employer adding or reassigning additional tasks onto employees. To fill vacant positions, a company might hire short-term contractors to fulfill the need or temporarily move employees into different roles. Most often, companies tend to reallocate duties to existing employees to reduce internal costs. Money is not spent on recruiting and onboarding new hires when existing employees complete additional tasks. This saves the company thousands of dollars. Quiet hiring is used to help companies prioritize the most essential functions of the business to ensure operations continue and meet projected financial targets.

Monster just released survey data on quiet hiring, and the results were profoundly loud.

  • 80% of employees have been “quiet hired” with 50% of the workers saying the role was not aligned with their skill set.
  • While 63% of the people surveyed feel “quiet hiring” provides them with an opportunity to learn new things, only 19% of the people surveyed said they would be open to taking a new role only if it was temporary.
  • Longevity is uncertain for some who are quiet hired. 27% of those surveyed would quit if they were quiet hired. 39% would not quit because it would give the employees an opportunity to try something new.

When should you Hire Quietly?

Quiet hiring is specifically designed to meet an immediate need. As layoffs and hiring freezes increase in various industries, examining employees who already know the company culture is the starting point to find talent to assume additional responsibilities. Companies who are quiet hiring need to examine their internal talent pool.

Before automatically shifting duties from vacant position(s) or sunsetted departments, examine who would be willing to accept additional responsibilities. Use the company’s onboarding software to send a survey to employees soliciting their interest in assuming new skills and responsibilities before assigning new tasks. Maintain an internal application within the company’s applicant tracking system, and create specific questions in the company’s internal application asking about interest in advancement. Seek employees who are motivated and excited to assume additional duties before automatically assigning tasks to all.

For companies that are “quiet hiring”, management must carefully evaluate financial implications if they do not provide additional compensation to employees who have assumed additional responsibilities. Typically, a pay raise is provided to the quiet hired employee; however, if funding is tight, explore alternate options. Compensation can come in a variety of ways such as flexible working conditions, PTO, flex time, etc. Employees who willingly take on additional duties might be seeking promotions. Others might want more flexibility, remote options or other resources to enhance work-life balance. Find out what the employee seeks as motivating factors, and discuss available compensation options with them.

How to Hire Quietly

Transparency is essential if management seeks to quiet hire. Taking advantage of employees and adding additional tasks to their workloads without proper discussion is going to foster frustration. This could potentially yield high turnover rates. If a company already is lacking talent to fulfill certain roles, they do not need to exacerbate the lack of talent issue by chasing off existing talent. Management must convey that the new assignment(s) are opportunities for growth and learning that come with benefits to the employees.

Discuss timeframes of new tasks. Be forthcoming if this is a permanent or temporary arrangement. If there are struggles with company finances and successes which make these changes necessary, communicate that with the employees so they can understand the validity of the need to redistribute tasks. Mitigating turnover is an essential goal, and honesty can reduce the chance of departures.

Candidly, quiet quitting employees are not the employees envisioned by management to assume additional responsibilities. Ambitious, and often new to the workforce, employees are the ones who capture the attention of management as potential quiet hires. Employees who seek to be quiet hired need to examine their current workload and ask themselves if they have the resources to take on additional responsibilities. Carefully evaluate if there is enough time in the work week to complete the additional tasks.

Be candid with management and find out how the compensation will, or will not, change. Discuss with management to see how the newly proposed duties will align with current career goals. Once arrangements are finalized, the employee, management and Human Resources should have a copy stored in their onboarding platform with specific details regarding tasks, compensation and timeframe.

Conclusion

Quiet hiring can be viewed in many ways. Repositioning of talent and assets…agile workforce…no matter the views, it is a redistribution of tasks and responsibilities within an organization. Employers need to partner directly with their employees when examining how tasks and responsibilities might shift. Honesty and transparency will increase employee loyalty. There is no smooth sailing when the waters are choppy. But if the captain can reiterate the long-term goals by motivating the team to assume all-hands-on-deck, the destination will be worth the ride.

Does Your Company Culture Really Matter

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Company culture. Such a small phrase with a big impact. According to Merriam-Webster, culture is defined as:

A: the customary beliefs, social forms, and material traits of a racial, religious, or social group

B: the set of shared attitudes, values, goals, and practices that characterizes an institution or organization

C: the set of values, conventions, or social practices associated with a particular field, activity, or societal characteristic

D: the integrated pattern of human knowledge, belief, and behavior that depends upon the capacity for learning and transmitting knowledge to succeeding generations

Takeaways from Definitions

Customary beliefs… Shared attitudes… Set of values… Transmitting knowledge to succeeding generations… “Culture” envisions a plethora of responsibilities, and even pressure, but more importantly, possibilities. In the work environment, company culture is the concept that can make or break a company.

If a company’s culture supports communication and establishes a sense of trust among employees and management, the culture fosters an environment of growth and productivity. The company will be an employer of choice by existing and potential employees which is essential as the competition for talent has no end. On the other hand, if a company’s culture does not support collaboration and promotes an authoritarian style of management, productivity will be stagnant, and employees will seek a company which personifies a culture of value – the value of employees and their talent. Culture is ignited or extinguished by one factor, the human factor. Light the fuse to ignite a company culture that shines brightly for all.

Let’s examine the facets of culture in more depth and how all four of those definitions relate to company culture.

 

Company Culture Definition A

In the work environment, customary beliefs are attitudes and principles that guide employees in daily performance. Ideally, these beliefs should be motivators. Employees hope that their hard work pays off financially and intrinsically. People want to do well and succeed in their role. Employee engagement drives productivity. According to Forbes, companies with a positive work culture have 72% higher employee engagement. Productivity plummets and employee morale suffers if employees are not engaged with their responsibilities and the company as a whole.

When a company’s culture promotes teamwork and inclusivity, engagement increases because people feel welcome to contribute no matter their biological or social differences. Creating an environment where people feel safe to share ideas and try new things creates a trusting relationship among employees and leadership. The “work group” evolves into a cohesive unit, ultimately a “work family”, that appreciates the unique characteristics and knowledge that everyone offers which expands ideas and knowledge.

 

Company Culture Definition B:

 

Shared attitudes start with the company’s mission, vision and values. The company’s mission, vision and values serve as the company’s compass for steering and keeping employees on the desired path to fulfillment. Management sets the foundation for establishing culture. The company’s mission, vision and values are only words if they are not demonstrated by management. Authentic company culture begins with leadership who demonstrates positive core values and holds employees accountable to foster a work environment that is conducive to communication and learning.

How people interact and work with each other and how decisions are made is what displays culture. Fewer positive interactions among employees can yield poor decisions that affect business goals. Employees are 26% more likely to leave a role if they feel there is a lack of respect between colleagues. Management must exemplify what is expected of employees to create an authentic environment reflecting the importance of the company’s goals.

 

Definition C

 

All employees have their own set of values that impact them. That is what makes everyone unique and offers a myriad of learning opportunities in society. Muting employees’ differences only festers insecurity. Embrace the value of diversity within the company, and put an emphasis on inclusion. Make sure all employees feel valued and represented. Find ways to show gratitude for their efforts. Were departmental and/or company goals achieved? Financial rewards such as bonuses are compensation tools appreciated by employees; however, not all companies have the financial resources to provide bonuses to employees so find alternate ways to show appreciation.

However, you should keep in mind that it is still important to acknowledge employees’ efforts even if the goal was not achieved because that helps keep employees motivated and willing to be a risk-taker. Celebrate successes by providing lunch to the team. Establish a policy that employees can have their birthday off. Write a thank you note to show gratitude for hard work. Praise publicly. Dedicate a specific area for photos and shout-outs to show gratitude. Because gratitude for employee practices that promote inclusion and aim for achieving company goals can be shown in various ways so find ways that reflect the company’s values.

 

Definition D

 

Keeping talented, knowledgeable employees is a goal for any organization. Turnover costs money. Transmitting knowledge to succeeding generations is a component of a company’s strategic plan by developing succession plans for leadership and identifying ways to enrich current employees’ educational development. A positive company culture retains employees. Seventy four percent of employees would leave their current organization if culture started to decline according to a Glassdoor survey. A mass exodus of talent can leave a company faltering as management tries to capture replacement talent.

The Society for Human Resource Management (SHRM) calculates that an employee’s departure can cost a company six to nine months worth of salary to find a replacement. When employees feel a connection to the company and their teammates, that creates a sense of camaraderie. If employees feel valued and recognized, attitudes are more positive, and that is contagious. Tenured employees who stay at a company for an extended period of their work life develop an extensive amount of wisdom and knowledge that can be shared with new and existing employees to keep company life strong.

Promoting qualified employees who are committed to maintaining a positive company culture demonstrates the company’s commitment to employees. Everyone benefits. The company maintains productivity by transferring knowledge from seasoned leaders to employees who want to maintain growth and prosperity, individually and for the company.

Final Analysis

Company culture matters. It sets the tone for productivity and happiness in the work environment. If culture is not at the positive level desired, start assessing the environment and evaluate what needs changing to help craft a plan to make those changes. Solicit employees’ feedback about culture through surveys to start gathering different perspectives. Evaluate the feedback and start small with changes. As employees see leadership making a bona fide effort to create a more positive company culture, excitement will develop. Humankind truly becomes human and kind.

Strategies for Remote Recruitment

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From 2019 to 2022, the remote workforce has tripled according to Gallup. Remote recruiting is Human Resources’ fastest growing strategy within talent acquisition to meet the needs of an evolving work environment. Remote recruitment involves the sourcing, screening, interviewing, and hiring of employees located throughout the world. Traditional means of recruitment used to entail a multi-step process. Phone screens, in-depth phone interviews and then, one or more onsite interviews prior to extending an offer of employment. While some traditions are tried and true, traditional recruitment as described is becoming antiquated. It does not accommodate the needs of an evolving remote and hybrid work model. Companies need to make the recruitment process efficient for all types of employees. When recruiting remote employees, an organization must examine their existing recruitment plans. Then make essential adaptations to make the evaluation process efficient for everyone involved.

 

SOURCING

Review your company’s culture and online presence. Remote job seekers will search for opportunities online. The description of the company found online can affect if they apply. The remote job seeker will want to click to learn more or scroll by. Craft your company’s website with a plethora of examples of the company as a whole. Company culture, history, commitments to employees, customers and society with an emphasis on the company’s investment in remote employees. Share pictures on the company’s social media pages to generate excitement about events within the company. Be sure to include remote employees’ experiences within the content.

Include videos from leadership discussing the company’s mission, vision and values. Having an informative and engaging website will help remote job seekers develop a connection to the organization and reiterate their desire to work there. Include benefits that support remote employees such as additional education and certification opportunities, flexible time, technology benefits, etc. Reiterate that promotion can occur for both onsite and remote workers. If your organization is truly a remote friendly company, broadcast that on the company’s website so remote job seekers can quickly identify that your company encourages remote workers. Make it more than words or a nifty “remote friendly” graphic by including testimonials from remote workers about their positive experiences so job seekers can get additional perspectives from those who do work remotely.

JOB POSTINGS AND DESCRIPTIONS

Now that the organization’s culture has been addressed, take a look at the job listings that are posted on the company website and job boards. Human Resources talent acquisition personnel need to craft job descriptions that attract remote employees. Clarify if the position is 100% remote or if the position is actually hybrid with some onsite work requirements. If it is hybrid, will there be occasional travel to the company headquarters or regional office, and if so, how often? Include specific expectations of the role that apply to its remote specification. Is there a specific time window or time zone that the employee must work?  What type of home work environment and technology are required?

An organization needs to examine all channels of promotion for remote jobs. Recruit existing remote employees to scan their networks for potential talent. Promote job listings on job boards that specialize in remote work opportunities. Utilize your Applicant Tracking System (ATS) integrations with niche job boards to expand your audience.

 

SCREENING AND PRE-INTERVIEW

Upon finding potential talent, it is time to evaluate further and put the “human” in “human resources”.  Remote recruitment does not readily offer the ability to bring talent onsite for interviews so it’s time to go to the talent themselves. Schedule the interview through your Applicant Tracking System (ATS). Phone screens offer an initial opportunity to evaluate basic skills, but for remote positions, consider replacing a phone screen with a video call. This gives recruiters an additional opportunity to develop a connection and evaluate communication and nonverbal language skills. Recruiters need to develop and refine video interviewing skills prior to kickstarting a video interviewing process.

Keep your interview area free from distractions and interruptions. Make sure all equipment is working prior to the interview. Doing this prevents precious interviewing time being wasted on resolving tech issues. Technical issues can occur no matter what. So have an alternate plan to continue the interview in case technical issues cannot be resolved. In a warm, welcoming manner, be the first person to join the meeting. This way the interviewee does not increase nervousness waiting for the interviewer(s). This is not a typical video meeting. Recruiters need to gauge and evaluate nonverbal communication cues, but that can be more difficult over a screen. Take notes regarding questions about qualifications and experience, but if you are taking notes using an interview guide within your ATS, ensure that you can see the interviewee the whole time.

INTERVIEWING

Craft interview questions to include segments focusing on time management, communication skills and autonomous experiences. Formulate questions to gauge the job seeker’s ability to work independently when remote and how they communicate with others when questions or challenges arise. How do they handle stress, particularly when they cannot get up and go walk to someone for assistance? Asking open-ended questions seeking examples will help recruiters find remote talent that will fit within the organization’s remote culture. Explore assessments to evaluate job skill compatibility along with behavioral and cognitive capabilities.  Conduct written assessments to get an example of how the job seeker expresses themselves. Writing samples can include how to respond to an angry client while researching the problem, providing instructions to a teammate or a client, or whatever is relevant to the position.

When the interview concludes, ensure they know the next steps in the process and how they will be contacted. Remote recruitment can take longer than traditional recruitment processes. All job seekers appreciate updates on their status in the hiring process. However it is essential to provide additional communication with remote employees so they can stay engaged in the hiring process. Depending on the intricacies of the job opening, examine the need for additional specialty interviews such as panel interviews. Including the remote candidate in a group meeting and encouraging their participation could give another perspective on interaction and group acclimation. Positions need to be filled quickly to mitigate productivity loss. However, take enough time to host enough video interviews and group sessions. Doing this will allow you to determine if the remote candidate is the best fit for the position.

HIRING

Once an employment offer has been extended to the soon-to-be new remote teammate and they accept, engage them in an active onboarding process starting with the use of onboarding software to automate part of the process. Keep the new remote hire involved with open communication and timely notifications of what is needed from them and what they need to do as well. Partner with the company’s Information Technology department to communicate technology security policies with the new remote hire.

Work with the new hire to validate that they have the tools they need to do the role. Craft communication plans with the new hire so they can start interacting with the team. Outline expectations for task completion, and most importantly, be available as questions arise. Check in on the new remote teammate and host weekly meetings to help them get up to speed on the responsibilities of their job. Remote work environments thrive on communication so ensure the team is there to support the new remote teammate as they learn the culture and their role.

Tailoring remote recruitment to meet the needs of remote job seekers provides the organization with the means to find candidates who want and can successfully complete the duties of a remote position. Remote employees must be self-directing and have stellar communication skills along with grit to handle tasks independently but be ready to collaborate and work with teammates digitally alongside them. Remote employees offer higher productivity and increased loyalty to an organization. As an organization seeks talent to fill vacancies, remote talent can provide the skills and commitment to forge a path of heightened productivity. Forge that path together, no matter where you are.

6 Outdated Hiring Practices

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How effective are your current hiring strategies? Are you attracting top-quality talent? Or are you posting and reposting with very few submissions? Today’s hiring ecosystem is different. And what used to work as recently as one year ago won’t necessarily be effective today.

 

So, as you review your hiring and onboarding metrics, look to spot trends that might point to gaps in your current hiring practices. And keep reading to see if any of these outdated hiring practices represent techniques you’re still using. More efficent hiring practices and strategies first require the identification of poor-performing processes. See what you can eliminate and reform so you can get back to hiring incredible talent for your organization.

 

According to Forbes, the “Great Resignation” brought 47.8 million Americans to the decision to leave their jobs in 2021. And that movement shifted power away from the recruiter’s desk and back to the job seeker. While some nuances continue to shift, these are the current hiring practices you should consider eliminating.

1. Hiring Based on Resumes and CVs

There was a time when the candidate’s resume was all a hiring manager needed to make a hiring decision. However, the old CV isn’t carrying as much weight anymore. A surging number of companies are even considering hiring and interviewing applicants without a resume at all. Today’s leaders realize the best-fit candidates present qualifying experiences, applicable knowledge, and soft skills, all of which are hard to quantify in a one-page resume. Sure, some roles will require certification or technical proof of experience. But if you’re still relying on the resume alone to evaluate candidates, it’s an outdated hiring practice that could be costing you brilliant employees.

2. Attracting Candidates with Salary Alone

It also used to be considered a hiring best practice to rely on salaries alone to attract top talent. In theory, you’d pay more for more qualified candidates. But today’s best and most talented applicants are looking beyond the pay before making any offer-accepting decisions. Today’s workers are choosing to work with companies that offer creative benefits that speak to work-life balance. They’re looking for positive company cultures and potential for internal growth. And if your job descriptions or interview processes don’t speak to these points, you’re missing great candidates.

3. Hiring Based on Location

With the onset of remote working dynamics, today’s companies are throwing regional or location-based hiring practices out the window. Stop insisting on “local” when you seek to attract new candidates and open up your role to nationwide pools of incredibly qualified professionals. Of course, this also means you’ll have to adopt a remote or hybrid workforce. And being flexible as a return for productivity is a highly attractive element among top talent today.

4. Posting Vague, Fluffy, or Ambiguous Job Descriptions

Another outdated hiring practice you might not realize you’re using is the generic, vague, or ambiguous job description. Over the years, certain roles evolved to “feel” like templates outlining responsibilities and benefits. Today’s candidates are looking for descriptive, transparent, and precise descriptions. And if they sense any fluff content or gray areas, they’ll move on to the next job opportunity. When crafting your job descriptions, be unique about how you capture the responsibilities and requirements. Spell out what you’re looking for in a dynamic candidate. Additionally, create transparent lists of benefits, perks, and pay ranges that apply. It’s about setting realistic expectations and attracting the candidates who want to apply, not baiting applicants.

5. Requiring Lengthy and Time-Consuming Application Processes

To leverage the most effective and current hiring practices, you’ll need to look at the time it takes to apply to your job. If there are redundant steps in the process, including requirements for applicant logins or form completion steps in addition to resume uploads, you’re likely losing interest among your candidate pools. And even worse are those companies that take too long to move forward with the next steps in the applicant process. Today’s companies are adopting AI for improved communication and innovative software that streamlines every step. Eliminate unnecessary or time-consuming steps in your application procedures and start being more effective in hiring great candidates.

6. Implementing In-Person Interviews and Outdated Tech

If your recruiting and HR teams are still requiring in-person interviews, you’re missing out on pools of incredibly talented applicants and still practicing what is now an outdated hiring practice. Look to adopt all the technology you need to connect with, engage, evaluate, interview, and onboard new hires virtually. Even for those roles you have that DO require on-site work, take the flexible interview route with options for virtual meetings and calls. Use the tech to connect, and you’ll find you have broader applicant pools with which to work.

Is your company still using some of these outdated hiring practices? More importantly, do you need help developing and executing more effective hiring practices? Let ExactHire be your guide! We have all the resources and strategies you need to change your approach to hiring, including the best practices for today’s hiring environment.

4 Different Types of Compensation

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There are four different ways to demonstrate to your employees that you appreciate their work using compensation. Today’s HR professionals and company leaders need to leverage all four methods to be effective, too. The days of salary promises alone are long gone. Today’s top professionals are looking for custom compensation options and flexible earning potential. Here’s more about the four pillars of compensation in today’s workforce and how you can be tapping into them to attract and retain your best teams.

 

Direct and Indirect Compensation

Typically, when you look at forms and methods of employee compensation, you can separate your core offerings into two categories, direct and indirect. Direct compensation is monetary, usually providing a financial benefit. Indirect compensation is usually a combination of financial perks and non-monetary benefits. And your company likely uses both of these different compensation types.

Direct

These methods of compensation are a direct exchange of pay for work performed and include the four primary compensation types, hourly pay, salary, commissions, and bonuses.

Indirect

These types of compensation are benefits based and non-monetary, including equity packages, stock options, insurance benefits, and retirement plans.

Four Different Compensation Types

Start looking at how you’re currently compensating your teams. And separate your methods into one of four different compensation types. From there, you can consider improvements or more of a hybrid approach to pay to ensure you retain your best team members now and can continue to attract top talent into the future.

1. Hourly

As an employer, you may have different employee types, including temporary staff, part-time workers, and entry-level team members. Compensating these employee types with an hourly wage is common among employers. And it makes sense as a compensation strategy without investing in these types of employees beyond their direct work performance.

Pros: Hourly workers provide a cost-savings to employers. And workers expect guaranteed overtime pay should their hourly work exceed standard workweeks.

Cons: There is less job security for those in an hourly wage role, and these workers typically earn less than their salaried counterparts.

2. Salary

Salary pay, or an agreed-upon amount of annual compensation, is usually reserved for a full-time worker, often with more responsibility and skillsets. More technical positions, leadership positions, and highly educated staff typically earn a salary.

Pros: Salaried employees translate to simpler payroll processes for employers. And employees tend to enjoy a more flexible work schedule.

Cons: Overtime lines are blurred, and it can be more difficult to track salaried employees’ performances.

3. Commission

Another form of compensation is commission-based pay. And it’s most common in sales or performance-driven roles. This kind of pay usually represents a percentage of total goals met and serves as an incentive for employees to perform well. Commissions can also be based on profit margins.

Pros: Commission pay is ideal for businesses since it’s directly associated with revenue and performance. It’s an incentive, forward-rewarding method that also tends to drive improved sales.

Cons: Commission can lead to an overly aggressive sales team. And for some companies, it can lead to unpredictable expenses.

4. Bonuses

Bonuses are another form of variable pay and compensation, applicable as the name implies – a bonus. For salespeople or team members responsible for achieving company goals, bonuses are typically a percentage of a sum or established as a flat-rate payout.  Additionally some companies offer bonuses based on departmental performance, while others share bonus pay on a timeline of quarterly or annual results. Bonuses, however, don’t have to be incentive pay like commission. These can be associated with holidays and offered as a loyalty gift without any direct quantitative performance metric.

Pros: Bonuses are great for rewarding employees and fostering an environment of loyalty. It can be a motivating factor for teams to collaborate, too.

Cons: Bonuses represent an added company expense. And if mismanaged, it can lead to false expectations among employees.

Providing Transparent Compensation Statements

As an employer, you can change up how you structure your compensation efforts to create a more flexible, attractive, and results-driven employee engagement. Albeit you can develop a more effective compensation strategy that involves both direct and indirect pay, along with the four different types of compensation mentioned above. Additionally, from there, you can then create a transparent compensation statement, which is helpful for your teams to have a clear understanding of what to expect as compensation.

Today’s hiring and retention landscapes are vastly different. And to be more effective, you’ll want to look for ways to improve your methods of compensation. For more insights and all the support you need in transforming your employee engagement strategies, ExactHire can help! Connect with our team to learn more!

5 Best Practices for Pre-Employment Assessments Hiring Managers Should Be Tracking

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The hiring process is oftentimes littered with pink slips because of unreliable gut instincts about new hires.

Pre-employment assessments are excellent tools that provide a wealth of data, and much needed objectivity, when used correctly. But those same pre-employment tests can perpetuate bias if hiring managers aren’t paying attention to the whole story.

In this post, we’ll explain how employee assessment tests can help you make successful hiring decisions. We’ll also tell you how to measure an assessment’s validity and outcomes to prevent pre-employment assessment bias.

“one-quarter of the people hired by the traditional methods of interviewing and reviewing resumes will fail.”

Pre-Employment Assessment Tools for Better Hiring Decisions

According to Dianna Podmoroff, author of How to Hire, Train, and Keep the Best Employees for your Small Business, “one-quarter of the people hired by the traditional methods of interviewing and reviewing resumes will fail.”

According to Gallup, turnover costs businesses $1 trillion a year—and that’s just voluntary turnover. Clearly, businesses need to increase their employee retention, and the hiring process is the first place to start. Pre-employment assessments are excellent tools that can help you make more successful hiring decisions.

Pre-employment assessment tools are tests that can measure a variety of candidate attributes. Hiring managers can use pre-assessments to know if a candidate really has the job skills to perform well in the role. Leaders can use a hiring assessment test to reduce theft and increase workplace safety. Pre-employment assessments can help you hire people based personality traits that lead to innovation, teamwork, and a strong culture.

If you’re wondering if pre-employment assessments can really result in better hires, take a look at this article on the U.S. Bureau of Labor website. The article summarizes a 2017 study on the effectiveness of pre-employment assessments. The researchers found that hiring managers make better recruiting decisions when they relied on free pre-employment assessment tools.

Legally Using Employment Tests in the Hiring Process

Yet many hiring managers are reluctant to use an employment test in the selection process because they mistakenly believe they make companies more vulnerable to recruitment-related lawsuits. The fact is that any hiring decision made without objective examination of the candidate’s suitability for the role is vulnerable to litigation. And that, of course, includes your subjective gut instinct.

Pre-employment assessments supplement your gut instinct with an objective measure of a candidate’s characteristics. The 25% of new hires that ultimately fail in their roles interviewed just as well as the other 75%. Several types of employment tests can help you uncover traits that make a candidate unsuitable for your open position.

All that being said, employment tests can lead to discrimination litigation if they are not used properly.

Improper Use of Pre-Employment Assessment Example

Just because a test is standardized and has been around for a long time doesn’t mean it’s legal. In 2015, Target became the target of more than irresistible puns. Everybody’s favorite place for soy candles and rope baskets came under fire in a class-action employment discrimination lawsuit.

Target was using a psychiatric test called the MMPI to screen for security guards. The MMPI was first developed in the 1930s, had undergone countless updates, and had been used as a pre-employment test since World War II. But the MMPI contained several questions pertaining to religion and sexual orientation. These inappropriate questions should be red flags for any hiring manager.

Reduce Bias with Pre-Employment Assessments

Some companies are turning to pre-employment assessments to reduce bias and achieve their diversity goals. Forbes reports, “Some of America’s biggest companies… dropped college degree requirements from job postings” and “turned to skills-based hiring to provide an unbiased, fair and consistent basis for employee selection.”

Such a move is especially important for diversity since racial gaps in college degrees are widening. Removing the requirement for the degree while still ensuring candidates possess necessary skills can diversify your workforce. Skills-based testing can also circumvent a growing problem in recruitment: the growing number of applicants who lie during the hiring process.

Legal Yardstick for Pre-Employment Assessment Test

We’ve already seen the types of pre-employment tests can help you make better hiring decisions, increase productivity and lower turnover. Far from job assessments being a waste of time, there are many pros and few cons of skills tests.

How can you avoid a pre-employment testing lawsuit that sometimes arises from their irresponsible use? To ensure that you’re using pre-employment assessments legally, you must show that they are valid and don’t produce adverse outcomes.

Pre-Employment Assessments Must Be Valid

Your pre-employment tests need to be useful for predicting job performance. That means you can only test for skills and traits that lead to success in that particular role. For example, you can administer a personality test for sales candidates to gauge their extroversion. Or you can test typing skills for an administrative position responsible for data entry. But you can’t test for either of those characteristics when hiring for a manufacturing position.

Pre-Employments Assessments Must Not Have an Adverse Impact on Protected Groups

An otherwise neutral selection tool may nonetheless have an adverse impact on women or minorities. Adverse impact was actually the basis for the first discrimination case against employment testing. In 1971, Duke Power Company was sued when it required aptitude testing, along with a high school diploma, for employees wishing to transfer to high paying positions. The Supreme Court found that the requirements had an adverse impact on Duke’s African-American employees.

Best Practices for Skills Assessment Test

We have a list of best practices for using pre-employment assessments responsibly and successfully. Following these tips will help you get all the benefits of pre-employment assessments, like lower turnover and more successful employees.

  • Take your pre-employment assessments for a test drive. No one knows when anyone on Target’s executive team bothered to read the MMPI. But the moral of Target’s serious hiring gaff is that hiring managers should experience their recruiting process from the candidate’s perspective. At least once a year, hop onto your company’s careers site, fill out the application, and take the pre-employment tests. Doing so will not only alert you to potential legal issues, it will also give you insight on how to improve your candidate experience.
  • Perform your own adverse impact analysis. Track data surrounding your use of skills assessment test for employment. Most importantly, track changes to the diversity of your new hires as a result of the assessments. Applicant tracking software can track this data for you automatically.
  • Use your pre-employment assessment in addition to an unbiased, informal screening. Economic researchers at MIT found that companies using pre-employment assessments were able to improve their retention rates and productivity without impacting their diversity efforts when they hire the best scorers within groups. Don’t simply hire the highest scoring applicants. Instead, use pre-employment testing to improve your selection within minority groups as well.
  • Use more than one pre-employment assessment. There’s a wide variety of pre-employment assessments to help you make the best hiring decision. Some, however, are more likely than other to create an adverse impact. Pairing these with useful tests less likely to create an adverse impact can help you make a more informed, unbiased decision.
  • Provide accommodations for test takers. Providing extra time or providing a reader for pre-employment tests are reasonable accommodations under the ADA. Applicant tracking software that includes pre-employment testing makes providing these accommodations easy. Within the software, hiring managers can use text-to-speech or adjust the time allotted for completion.

Best Pre-Employment Testing Software

The traditional interview is beset with blind spots. And that’s why a quarter of all new hires ultimately fail. Pre-employment assessments are proven to help you make better hiring decisions. Don’t shy away from these vital tools just because you’re unsure how to handle them legally.

The fact is, without objective measures like the kind assessments provide, hiring teams are prone to all sorts of biases.  The ability to improve your hiring decisions and avoid costly litigation are examples of the benefits of pre-employment assessments.

The keys to using pre-employment tests are successfully are to understand how the results of pre-employment assessments can help ensure the new hire’s success, as well as how they can   and taking steps to avoid adverse effects are keys to using pre-employment tests successfully. The best practices we’ve provided here can help you achieve higher productivity and retention rates by using pre-employment assessments.

But you don’t have to go it alone. ExactHire’s pre-employment assessments are written to be effective and avoid adverse effects. Our applicant tracking system can help you analyze all of your hiring practices so you can avoid handing a pink slip to a quarter of your new hires.

Contact us today!

 

 

Photo by Nguyen Dang Hoang Nhu on Unsplash