Failing to implement appropriate workplace safety measures and security procedures can lead to injuries among employees. This can also result in decreased morale, a negative atmosphere, and challenges in attracting and retaining new staff members.

It is essential to foster a sense of safety and inclusion during the recruitment and hiring process to entice potential employees to join your organization. Neglecting their safety is far from welcoming and could signal that their welfare is not a priority for you.

Here are some potential consequences to consider in relation to workplace safety.

Impacts On Hiring, Recruitment, and Staff Retention Regarding Safety

Safety is important for your current workers, but also for prospect employees. When new applicants see that you care about their safety they are more likely to be interested in working for your company.

Proper Safety Practices Will Encourage People To Apply

Implementing safety practices encourages people to apply to companies, as it reflects the organization’s commitment to employee well-being and a secure work environment.

By emphasizing safety, a company showcases its dedication to safeguarding its workforce from potential hazards.

Employing safety guidelines and procedures helps maintain smooth business operations. Straightforward measures, such as providing machine manuals, offering clear instructions, using floor markers, reminding employees about safety gear, and keeping protocols up-to-date, contribute to a safer and more efficient workplace.

Potential applicants are more likely to be drawn to a company that demonstrates concern for their safety. In the absence of such measures, candidates may be deterred from applying, fearing the risk of harm to themselves within the work setting.

Fewer Injuries Show the Trustworthiness of the Business

Regular occurrences of injuries are undoubtedly detrimental to any business. Regrettably, accidents can still occur despite addressing all safety concerns, as they are sometimes unavoidable. In 2021, US workplaces experienced 2,607,900 non-fatal injuries and 5,190 fatalities.

However, these accidents imply that some businesses lack safety protocols and don’t provide proper training for employees.

In addition to dealing with unhappy and injured employees, potential safety breaches may prompt the Occupational Safety and Health Administration (OSHA) to inspect your workplace. If violations are discovered, the company may face fines of $15,625 per infraction and suffer damage to its reputation.

The objective should be to achieve zero injuries. A decrease in incidents demonstrates to potential employees that the workplace is secure, fostering trust in the organization. Moreover, when injury rates are minimal or ideally nonexistent, employees will feel confident in the company’s ability to ensure their safety throughout the workday.

Safety Measures Lead To Higher Morale and Engagement

Implementing safety precautions contributes to maintaining a positive atmosphere for both management and employees. A sense of security fosters a more relaxed and content environment, reducing stress related to potential uncertainties.

Alongside improved morale, heightened employee engagement and productivity are likely to result from reduced concerns about potential injuries. Employees can concentrate on their tasks and perform confidently, knowing they are following proper procedures. Prospective applicants will be attracted to a dynamic and efficient work environment.

When employees feel safe and happy in the workplace, you can expect the business to do well. Job satisfaction is vital in every sized business, otherwise, you’ll have people quitting left and right, leaving the company scrambling to find new employees.

Prioritizing Safety Can Create an Inviting Work Environment

Approximately 68% of employees worldwide feel insecure in their work settings. Implementing safety guidelines and protocols, however, can help enhance this statistic. By taking these steps, companies demonstrate that they view employees as more than just workers and genuinely care about their well-being.

When employees feel unsafe, the work atmosphere can become tense and confrontational. This often results in a lack of trust between management and employees, potentially leading to the following consequences:

• Pent-up anger and passive aggressiveness
• Stress and anxiety
• Fighting
• General unhappiness

When adequate safety measures are in place, the workplace atmosphere generally becomes more amicable. Employees perceive that their supervisors value their well-being, fostering a harmonious environment. As hostility dissipates, opportunities arise for cultivating deeper and more supportive work relationships.

A positive and content atmosphere is far more appealing to prospective applicants than one rife with tension and dissatisfied employees. Observing people who genuinely enjoy their work experience is likely to pique their interest.

Providing Safety Training and Technology Will Encourage People To Apply and Keep Current Employees

If your organization lacks adequate safety protocols and employees appear discontent, you can reverse this situation by introducing safety training and technology.

Safety training may seem bothersome to some, but it ensures everyone has a consistent understanding and awareness of safety practices. This is vital for minimizing the risk of injury to oneself and others while carrying out job tasks.

With proper safety training, employees and prospective hires will feel equipped for their roles. Experiencing a sense of insecurity and unpreparedness can negatively impact job performance and overall business success.

Safety technology, such as alarms, machine sensors, and other devices, also contributes to a secure environment. These tools serve as additional safeguards should any aspect of a safety protocol be overlooked.

Implementing these measures will enhance the sense of security among current employees, encouraging retention, and make new applicants feel more confident during the hiring process and subsequent employment.

Concluding Thoughts

In conclusion, the importance of workplace safety and security procedures cannot be overstated.

Establishing and maintaining a safe environment is crucial for business success, employee well-being, and overall job satisfaction. Implementing appropriate safety measures, providing training, and leveraging technology can help to foster a positive atmosphere that attracts and retains top talent.

By prioritizing safety, organizations can create an inviting work environment where employees feel secure, valued, and empowered to contribute their best efforts.

Investing in workplace safety not only prevents injuries and costly legal consequences but also paves the way for a more productive, efficient, and harmonious work environment that ultimately leads to greater success for the entire organization.

The post How Workplace Safety Impacts Hiring and Recruitment appeared first on RecruitingDaily.

There’s no denying that connection is a fundamental human need – one that doesn’t just go away when we’re working. And while distributed work provides benefits when it comes to well-being and flexibility, it can leave many of your employees feeling isolated and out of the loop. When you lack those meaningful moments of connection, productivity and engagement suffer.

The good news is there are simple, budget-friendly steps HR and business leaders can take to combat the belonging crisis.

In this on-demand webinar, Andrea Dumont, CMO at Enboarder, and William Tincup, president at RecruitingDaily.com, give an insightful discussion about the role workplace relationships play in creating meaningful moments across the entire employee journey.

In this webinar you will learn about:

• New research on the state of connection, trust, and belonging at work
• The risk of letting critical employee connections dissipate
• Nine tips for creating meaningful moments no matter where employees sit

This Program has been approved for 1.00 Webinar/Webcast/Podcast recertification credit hours toward aPHR, aPHRi, PHR®, PHRca®, SPHR®, GPHR®, PHRi and SPHRi recertification through HR Certification Institute® (HRCI®).

The post How to Design Meaningful Moments at Work appeared first on RecruitingDaily.

Brilliant women of all races, sexual orientations, and disabilities navigate bias and question unfair treatment in the workplace daily. They’re keen to lean into their strengths, gain leadership positions, and are fueled with the ambition to succeed. But there are still pipeline challenges and workplace environments holding them back.

According to LeanIn.Org CEO, Rachel Thomas, “Women leaders are not only underrepresented. They’re more likely to be investing in good people management, fostering inclusion on their team, and showing up as allies.” She says that from their research, they’ve seen that “business results are better when there are more women and more diverse leadership.”

This article will examine the state of the pipeline for women and answer questions about the current situation. We also look at the call to action for recruiters and businesses to address the root cause and the reaction, known as the “Great Breakup.”

Cracks in the Leadership Pipeline: Gender and Hiring

The ‘leadership pipeline’ that we’re referring to is the steps taken to “get to the top.” The broken rung on the ladder to the top makes up the foundational issue in the state of the pipeline.

A Women in the Workplace report from McKinsey, in partnership with LeanIn.Org, surveyed and interviewed 33 participating organizations and more than 40,000 employees. The 2022 report concluded the following stats that continue to see men outweigh women at management levels:

• For every 100 promoted men from entry-level roles to manager positions, only 87 women are promoted
• 40% of the women surveyed said it was commonplace for other people to take credit for their ideas
• There was a 2% drop from 2018-2022 in female employees in technical roles, with only 16% of the position share going to women
• Women are repeatedly “stretched thinner” than men in leadership, with 43% of women leaders burned out, compared with only 31% of men at their level
• 40% of women leaders say their diversity, equity, and inclusion (DEI) work isn’t acknowledged

Understanding the “Great Breakup” in the Workplace

The Great Breakup in the workplace is a reaction to the state of the pipeline and the “broken rung.” It refers to a trend of women, particularly those in leadership positions (but also young, ambitious women), leaving their places of employment and seeking new opportunities. Ten percent of women leaders quit their jobs in 2021, with only around 8% of male leaders.

A range of factors affecting women drive this “Great Breakup”:

• The desire for greater work-life balance (flexibility, well-being)
• Underrepresentation of females in leadership
• Dissatisfaction with pay gaps
• Career advancement opportunities elsewhere
• Prevalence of gender discrimination
• Bias in the workplace limits their ability to advance
• Lack of DEI

The Bad News of the Great Breakup

The result of the Great Breakup is a significant loss of female talent and expertise in the corporate world, which can have negative consequences for both individual women and the organizations they leave behind.

Can The Great Breakup Have a Positive Impact?

Certainly! When people stand together to say “enough is enough,” eventually, they’re heard. And women have been chanting this phrase for decades. The Great Breakup allows women an opportunity to pursue careers that better align with their values and goals and to create more inclusive and equitable work environments.

Enough is Enough! What is a Recruiter’s Call to Action?

The Great Breakup in the workplace will hopefully see attitudes and expectations shift when it comes to promoting or hiring female leaders or young women in leadership. It calls for employees to repair the “broken rung” as the root cause of inequality and create a more supportive, unbiased, and empowering workplace for everyone. Companies need to recognize, incentivize, and reward the valuable contributions of their leading ladies. It’s in their interest to foster an environment that gives credit where it’s due. Without change, companies risk losing the future generation of woman leaders too.

As a recruiter, it’s vital to learn how to build a more inclusive candidate pipeline and represent companies that desire to build diverse teams, no matter the field. When you find these businesses, build solid relationships so that you can direct young, ambitious women to the environments they want without compromising their work-life balance.

As a recruiter, you’ll come across many influential female leaders. They are the ones who are willing to drive the shift. Learn from them, present them to employers when they’re suited to the job, and stand behind the trends that push for diversity, equity, and inclusion.

The post “It’s Not Me, It’s You”: Understanding the Great Breakup in the Workplace appeared first on RecruitingDaily.

But how do you attract those candidates who will be a great culture fit for your organization? It all starts when you incorporate your company culture into your job descriptions. By highlighting your organization’s unique traits and values in your job postings, you can attract the right candidates from the start.

The importance of company culture in job descriptions can’t be overstated. A study by Glassdoor found that positive company culture is the number one factor that job seekers consider when evaluating job opportunities, and 56% of employees say that company culture is more important to them than salary.

But it’s not just about attracting the right candidates; it’s also about saving yourself time and resources. A report by the Society for Human Resource Management reveals that it can cost up to one-third of an employee’s annual salary to replace them. By conveying your company culture in job descriptions, you can deter candidates who aren’t a fit from applying, saving yourself the hassle of interviewing and potentially hiring the wrong person.

In this post, we’ll explore the importance of company culture in job descriptions, give you practical tips on conveying it effectively, and provide some statistics to back it up. But first, let’s understand the components of a decent job description.

What Should a Job Description Include?

A job description should include several keywords and components to effectively communicate the position’s responsibilities, qualifications, and expectations. These components include:

• Job title and summary: The job title should accurately reflect the position and be easily understood by the target audience. A summary of the position should provide a brief overview of the primary responsibilities and objectives.
• Responsibilities: A list of the primary and secondary responsibilities of the position, including specific tasks and duties.
• Qualifications: A list of the education, experience, skills, and qualifications required for the position. It should be specific and clear; if the job requires specific skills or education, it should be highlighted in the description.
• Expectations: Information about the type of work schedule, travel requirements, and other expectations of the position.
• Company culture and benefits: Information about the company’s culture, values, and benefits can also be included. This will provide a sense of what it’s like to work for the company and what the company offers to its employees.
• Salary or salary range: Including a salary range or the specific salary for the position can help attract suitable candidates and deter candidates unwilling to accept the job at the given salary.

These components can vary between industries and the unique traits of the position. Let’s see how you can convey your company culture in some of these components.

Job Objectives for Culture Fits

Writing the job role objectives section of your job description is an excellent opportunity to convey your company culture to potential hires. This section tells a candidate the objectives they’ll be expected to achieve and provides a high-level statement outlining the impact of their work. By including information about your company’s mission, goals, and values, you can give candidates a sense of what it’s like to work at your organization and how they’ll fit into the larger picture.

For example, you can share your company’s long-term mission and how the position they’re applying for will support that mission. This can give candidates a sense of purpose and how their work will make a difference. You can also mention the impact you hope to have on your community or the ideal experience you want customers to have. It will give candidates a sense of how their role will contribute to the company’s larger impact on the world.

Mention the company’s values and how the position aligns with those values. It will attract candidates who share similar values and align with the company’s culture. It will also give them a sense of the larger picture and how their work will contribute to the company’s mission, goals and values.

Craft the Responsibilities Section

The responsibilities section of your job description is crucial as it outlines the specific tasks and duties the candidate will be expected to perform. However, this section can also be used to enhance the conveyance of your company culture. Here are a few ways to do that:

• Use language that aligns with your company culture: When describing the responsibilities, use language that reflects your company’s values and culture. For example, if your company values teamwork, you can use phrases such as “collaborate with cross-functional teams” or “work closely with colleagues.”
• Highlight opportunities for growth and development: If your company values professional development, you can include language highlighting opportunities for growth and development within the role. This can include language such as “opportunities for advancement” or “on-the-job training.”
• Mention the company’s mission and goals: In addition to listing the specific responsibilities, you can also mention how the role contributes to the company’s mission and goals. This can give candidates a sense of how their work will make a difference and aligns with the company’s culture.

Shine the Company Description

The company description section of your job description provides potential candidates with a snapshot of your organization. It’s an opportunity to give them a sense of your company’s culture, values, and mission. Here are a few tips for writing an effective company description:

• Highlight your company’s mission and values: Your company’s mission and values should be at the forefront of your company description. This can give candidates an idea of what your organization stands for and what it values.
• Include information about your company’s history: A brief history of your company can provide context and give candidates an idea of how your organization has evolved over time.
• Describe your company’s culture: Use descriptive language to give candidates a sense of what it’s like to work at your organization. This can include information about the work environment, team dynamics, and company events.
• Mention any awards, recognition or notable accomplishments: Highlighting any awards, recognition, or notable accomplishments your company has received can give candidates a sense of your company’s reputation and standing in the industry.

Highlight the Right Benefits and Perks

Here you have the opportunity to showcase what your organization has to offer beyond the basic salary and benefits package. But it’s not just about listing out what you offer, it’s also about highlighting the benefits and perks that align with your company culture and values. This can help attract candidates who are a good fit for your organization.

Here are a few tips for highlighting the right benefits and perks:

• Align with company culture: Consider what benefits and perks align with your company culture and values. For example, if your company values work-life balance, you can highlight flexible schedules or remote work options.
• Highlight unique benefits: If your company offers unique benefits or perks, such as on-site childcare or a wellness program, make sure to mention them in your job description.
• Provide context: Don’t just list benefits and perks, provide context and explain how they align with your company culture. For example, instead of just listing “health benefits,” you can mention that the company values employee wellness and offers health benefits as part of that commitment.
• Emphasize the benefits that are important for the role: Consider the specific benefits that are relevant to the role and will be most important to the candidate. For example, highlight a travel allowance or other perks to make the journey easier if the position requires a lot of travel.

Give an Idea on Career Advancement

Here are a few tips for aligning company culture and career growth opportunities in your job description:

• Consider how the career growth and advancement opportunities align with your company culture and values. For example, if your company values professional development, you can highlight opportunities for training and skill-building.
• Don’t just list growth opportunities. Provide context and explain how they align with your company culture. For example, instead of just listing “career advancement opportunities,” you can mention that the company values employee development and offers career advancement opportunities as part of that commitment.
• Provide specific examples of opportunities for growth and advancement within the company, such as roles, responsibilities and positions to which the candidates can aspire.
• Emphasize the benefits that are important for the role. Consider the specific opportunities that are relevant to the role and will be most important to the candidate. For example, if the role requires a lot of travel, it would be beneficial to highlight opportunities for international assignments or other perks to make travel easier.

Final Thoughts

Incorporating your company culture in job descriptions is an effective way to attract the right candidates and convey the company’s image to the public and potential candidates. It’s crucial to take the time to craft job descriptions that accurately reflect your company’s culture and values. By doing so, you’ll be well on your way to building a great team of employees who align with your company culture and are committed to achieving your company’s goals and mission.

The post How to Convey Your Company Culture in Job Descriptions appeared first on RecruitingDaily.

Hiring managers and HR professionals might be surprised at the relevance of NFL hiring for their own recruitment strategies.

Individual Performance and Qualifications Have to be Placed in the Context of a Larger System

Owners, coaches, and other leaders are focused on finding the right fit for the type of organization they’re trying to build. If a team runs an innovative and explosive offense (like the Kansas City Chiefs, for instance), it wouldn’t make sense to hire a staid offensive coordinator who doesn’t want to experiment or take risks. It’s also vital to hire coaches that fill a gap in the staff and add value. If you already have an excellent running back coach and your ground game is stellar – while you’re struggling to put the ball in the air – it might not make sense to hire an offensive coordinator with extensive experience coaching running backs.

Of course, there are exceptions – the offensive coordinator might be a great pick for other reasons. But the overarching point still holds: a new hire has to be a good fit in terms of skills, experience, and temperament. The same principle applies to any hiring process – by ensuring that a new employee is synchronized with the rest of your team, you’ll amplify the team’s strengths while reducing the likelihood of conflict. At a time when two-thirds of company leaders say the organization’s culture is even more important than its strategy or operating model, finding people who complement your existing workforce and share your values is critical.

Assess Candidates Systematically and Fairly

Belichick found himself at the center of a major controversy about representation among head coaches in the NFL last year. On January 24, 2022, Belichick texted Brian Flores (the former head coach of the Miami Dolphins) to congratulate him for landing a job as head coach of the New York Giants. There were just two problems: First, Flores hadn’t, in fact, been selected for the job (which was going to Brian Daboll, hence the confusion). But even more disconcertingly, Belichick texted Flores two days before he was scheduled to interview. When Flores sued the NFL for racial discrimination, these messages were part of the lawsuit, as they suggested that the Giants were only interviewing him to avoid falling afoul of the Rooney Rule – which requires teams to interview at least one diverse candidate.

Fairness and objectivity should be integral to any organization’s hiring process, especially at a time when DEI has never been more important. Beyond the fact that the perception of fairness and representation is crucial – three-quarters of candidates report that a diverse workforce is a key factor when evaluating job offers – companies should never make hiring decisions on the basis of limited information. Every candidate’s application should be given equal weight and selections should be made on the basis of their likelihood to succeed in the role.

Objective tools such as pre-employment assessments can mitigate the bias that often creeps into conventional approaches to hiring (such as resumes and unstructured interviews), while a consistent set of criteria for all candidates will hold everyone to the same standard. No matter what strategies and resources you use, respect candidates’ time and focus on providing an excellent hiring experience. This is what the Giants failed to do when Flores interviewed for a job he knew he wasn’t going to get.

Make Your Hiring Process as Holistic and Data-Driven as Possible

One of the most significant resources NFL coaches have is access to a vast amount of data. For a potential defensive coordinator, teams can analyze everything from points and yards given up to turnovers to fourth down stops. For an offensive coordinator, they can examine total passing and rushing yards, red zone success percentage, points scored, and countless other indicators of performance. But the most incisive analysts go beyond top-line numbers and consider potential coaches holistically, which means asking questions such as: what injuries did they have to work around? How difficult was their schedule? How did their numbers improve or deteriorate over the season (or over longer time horizons)?

Like NFL coaches, hiring managers have never had more access to data about candidates. But data by itself only gets you so far – you have to be capable of extracting the signal from the noise and determining how well candidates will perform on the job. In some cases, this means balancing a sparse resume with impressive performance on certain projects or assessments. In others, it means taking a close look at how unique skills could transfer from industry to industry. Every candidate should be evaluated as an individual.

Final Thoughts

The most successful hires in the NFL will be the coaches who build on an organization’s existing strengths, provide skills and perspectives that are missing or underemphasized on the sidelines, and have a record of adaptability and success in the League. These are all fundamental characteristics that hiring managers in any industry should be focused on.

The post What Hiring Professionals Can Learn From the NFL appeared first on RecruitingDaily.

How should recruiters respond to the influx of hot-headed applications? This article examines the pros and cons of rage applying and how recruiters should respond.

Rage Applying – The Pros, the Power, the Purpose

Rage applying is the reaction to dissatisfaction, annoyance, burnout, or boredom in a current job. It’s the practice of applying to several positions to compare salaries and possibilities for a better-suited one, usually in a moment of frustration. The trend highlights the power of taking control of one’s career and seeking a position that values them.

Doesn’t sound new (or terrible), right? People have impulsively applied for jobs during a moment of frustration for years. However, the trending hashtag resonates with Gen Zs and millennials who have had enough of resolving themselves to jobs that make them desperate for the weekend. A Deloitte Global 2022 Gen Z and millennial survey shows that insufficient pay and toxic work environments contribute to a desire to leave a job for both age groups. These employees seek to advocate for change.

Does Rage Applying Work?

Rage applying can be empowering as many TikTokers have reported a substantial raise and better job when they applied to openings in a moment of resentment. Rage applying can be effective. It opens applicants to new opportunities when they feel stagnant, unheard and frustrated with their current position.

Is Rage Applying Reactive? Here are the Cons of this Job Trend

Rage applying can come with a cost, though. Pattie Lovett-Reid, financial commentator and public speaker, recently highlighted that rage applying could become a red flag to future employers when they realize applicants are serial job hoppers.

As with most trends, it’s easier to hop on than to reflect and consider the implications of rage-applying. The trend may encourage avoidant behavior rather than endorse constructive conversations with one’s boss or HR department.

Rage applying can also lead applicants to apply for jobs at random without fully being invested in the opportunity. They may speed-read the posting, put little effort into knowing the business, and even apply for jobs that they’re unqualified for with an attitude of “I just want out!” As a result, rejection emails or ignored applications can wear down their confidence and lead to deeper dissatisfaction.

How Should Recruiters Respond to Rage Applying?

While reviewing applications, or even during an interview process, it may become clear that the interviewee succumbed to rage applying. So what do you do?

Uncover the Reason for Their Application

Applicants have a right to advocate for change and find a position to suit their needs. Have an honest conversation about the work environment they desire and uncover any dissatisfaction they may be experiencing in their current role. Listening to applicants can help you determine if their application is genuine or simply coming from a place of spite.

Educate Businesses You’re Recruiting For

According to a Glassdoor study, Gen Z job seekers value high salaries, flexible work hours, and work environments with a culture that resonates with their own. They also seek trust in their leadership. Recruiting for businesses that tick these boxes will appeal to this new working generation. Be prepared to answer questions relating to these ‘must-haves’ when interviewing young applicants.

Sensitivity to Rage Applying

Rage applying can bring talented applicants to the surface, allowing them to rise in a workplace that values them and pays them their worth. It can also highlight flaws in a business environment and urge employers to reconsider inadequate pay and toxic practices. Ultimately, you want employers and young employees who are happy with their pairing. Learn how to engage and attract the next generation of workers so that rage applying becomes less trendy and more thoughtful.

The post Rage Applying: What Recruiters Need to Know appeared first on RecruitingDaily.

There’s no denying that connection is a fundamental human need – one that doesn’t just go away when we’re working. And while distributed work provides benefits when it comes to well-being and flexibility, it can leave many of your employees feeling isolated and out of the loop. When you lack those meaningful moments of connection, productivity and engagement suffer.

The good news is there are simple, budget-friendly steps HR and business leaders can take to combat the belonging crisis.

Join Andrea Dumont, CMO at Enboarder, William Tincup, president at RecruitingDaily.com, for an insightful discussion about the role workplace relationships play in creating meaningful moments across the entire employee journey.

In this webinar you will learn about:

• New research on the state of connection, trust, and belonging at work
• The risk of letting critical employee connections dissipate
• Nine tips for creating meaningful moments no matter where employees sit

If you can’t make the live session, please register to get on the list for a copy of the recording!

*UPDATE: Please note the date for this session has changed to March 9, 2023 at 5 pm ET

This Program has been approved for 1.00 Webinar/Webcast/Podcast recertification credit hours toward aPHR, aPHRi, PHR®, PHRca®, SPHR®, GPHR®, PHRi and SPHRi recertification through HR Certification Institute® (HRCI®).

The post How to Design Meaningful Moments at Work appeared first on RecruitingDaily.

At the start of 2022, 64% of the U.S. population was living paycheck to paycheck, even among those earning six figures. These employees often rely on payday loans, advances, credit cards and overdraft extensions to make ends meet as they wait for the rigid two-week or four-week payday. However, bills, subscriptions and necessary expenses don’t wait for payday. 

These challenges are pushing employees to take control of their own financial futures. Employers must act now and think differently when it comes to employee satisfaction.

Employees Seek Companies that Prioritize Financial Wellbeing

In the era of the Great Resignation, employers are seeking ways to retain their employees and hire new talent. 

According to PwC’s 2022 Employee Financial Wellness Survey, financially-stressed employees are more likely to look for a new job. Among employees who say that their financial worries have had a severe or major negative impact on their productivity at work, 67% are struggling to meet their household expenses on time each month, 71% have personal debt and 64% are using credit cards to pay for necessities they couldn’t otherwise afford. 

To keep up and stay competitive in a tight labor market, companies need to take a closer look at the benefits most valuable to employees today. Financial wellness and planning resources are key focus areas to retain and attract talent across industries because employees need to feel empowered. One way to do so is to provide them access to their earnings as they earn it, removing the hurdles of cash flow timing from traditional payment cycles.

The Role of Earned Wage Access for Employee Experience

Earned wage access (EWA) offers employees a way to tackle the challenges associated with the speed of money, freeing them from employers’ payment cycles. By offering access to money right after employees work, employers increase employee satisfaction, motivation and productivity and experience better retention and recruitment.

In fact, an industry study conducted during the pandemic uncovered how early access to wages impacted people, finding that 82% of employees felt the services made them less stressed about their financial situation, 77% noted an improvement in their mental health, and 81% say they had higher self-esteem. The access to on-demand pay allows people to buy groceries, pay bills and cover life’s unexpected expenses with their own money.

This access also brings benefits to the employer, as financially stressed employees are 77%more likely to leave for another employer and spend two to five hours a week dealing with personal finances at work, impacting productivity.

The balance of employees being satisfied with their financial situation and employers offering an option that helps translates into happier, less stressed employees. It also manifests itself in better interactions with colleagues and customers, all of which results in improved customer experience, brand image and sales.

The post What Employers Should Do Differently to Remain Competitive in a Tight Labor Market appeared first on RecruitingDaily.

• • Ask Your Clients for Referrals
  • Reach Out to Conference Presenters/Hosts
  • Check Expat Hubs
  • Host a Pink Slip Party
  • Use Social Media to Source Passive Candidates
  • Check Retirement Communities
  • Find Appropriate Facebook Groups
  • Do an Audit of Past Candidates
  • Use Online Billboards
  • Recruit Diverse Talent at Historically Black Colleges
  • Engage College Faculty
  • Hold an Open House

Ask Your Clients for Referrals

One of the best ways to source great candidates is to call your clients (and competitors of your clients) to see who else they use in your space. 

Who is the best person they have dealt with outside of your company in the role that you are seeking? If you approach someone with a compliment that you have heard that they are great at their job, you will find the discussion starts a lot easier!

Ineke McMahon, Director, Path to Promotion

Reach Out to Conference Presenters/Hosts

I always review professional association annual conferences and professional developments for the speaker line-ups. 

Generally, these sessions host colleagues in the field who showcase their expertise and share their best practices. In this reach, you might also receive generous referrals to other potential candidates. Conference presenters tend to be well-resourced.

Diane Fennig, Senior Consultant, The Gallagher Group 

Check Expat Hubs

One of the best ways of picking up above-average talent is to hunt for expat enclaves online. A bit of Googling will likely locate an expat or transplant group for your city/country/etc. and these groups are usually filled with various experts that are often looking for work but having a hard time finding one due to visa restrictions or something similar. 

If you’re willing to put in the extra time to get them online and operational, then these expat groups can be a substantial source for qualified candidates.

Dragos Badea, CEO, Yarooms

Host a Pink Slip Party

If you are looking for one creative way to source candidates that are available and actively looking, then host a party. The Pink Slip party is an open call to viable candidates who have been laid off, let go, or are considering their options from their current location.  

By shaping a business social scene, you and your team can connect with potential team members in a more meaningful way before a traditional interview process occurs. Here’s how you do it: 

• • Create a call to candidates through social media promotion. 
  • Check the resumes submitted and invite the candidates who better align with the role of the party. Notify those who do not.
  • Communicate with individuals on the team that’s hiring to be in attendance.
  • Create an intentional atmosphere where the company’s culture & sense of community can be experienced.
  • Consider food and drinks. It is a social event. 

If you want to source ready and available candidates and get buy-in from them, create a unique experience—throw a party.

Khalilah “KO” Olokunola, Chief People Strategist, khalilaholokunola.com

Use Social Media to Source Passive Candidates

Hiring managers and HR professionals have a hugely demanding role to play, in that they need to be constantly on the lookout for new talent, maintain their current supply and ensure that they keep hiring processes and systems up to date. 

One of the most creative (but still underutilized) ways to source passive candidates is via social media. Potential new hires are typically relaxed when scrolling social media and are more likely to curiously engage with a job posting. 

Of course, the difficulty lies in being able to pinpoint the exact type of candidate suitable for the role, but with more precise targeting and testing of variables, this can quickly become a go-to creative method for hiring the best candidates.

Tracey Beveridge, HR Director, Personnel Checks

Check Retirement Communities

Resourceful recruiters will find unlimited, untapped talent in retirement communities.

 Having retired, many seniors are more bored than they expected to be. This is especially true after being so isolated during the pandemic. With benefits such as four-day workweeks and remote work (great for those who love traveling), going back to work for them is more attractive than ever.

While you may have to invest in training them in newer technologies, you’ll have experienced talent eager to re-enter the workforce. Sourcing candidates creatively means looking beyond job boards and going into retirement- theirs.

Raina Kumra, Founder & CEO, Spicewell

Find Appropriate Facebook Groups

A company I worked with was having a hard time finding dozer operators for their mining sites. A lot of these candidates are not on LinkedIn or other traditional job sites, especially specialized ones. 

There are, however, multiple Facebook groups focused specifically on dozer operators. One of these groups has over 7,000 members, and some of them are pretty active. So, beyond being able to source candidates directly, you might also get help from the group members in terms of referrals.

Atta Tarki, Founder & Author, ECA Partners

Do an Audit of Past Candidates

The number of times I’ve seen hundreds of excellent candidate profiles go to waste simply because they weren’t accepted for the position they applied for is, quite frankly, shocking. 

Many companies do at least a version of this, by asking candidates to sign up to their employment portal so that they are kept in mind for future opportunities, but I would recommend a more hands-on approach where candidates are filed into various buckets for future role opportunities. 

There are various bits of HR software that can do this, but I don’t see them used to their full potential all too often. Finding new candidates is always a challenge, so why do that when you can mine the ones that you already had some contact with?

Kate Kandefer, CEO, SEOwind

Use Online Billboards

One creative way to source candidates that we just recently started using is online billboards. 

We are trying to catch candidates’ attention by posting a generic job announcement on an online billboard. This job announcement will feature our benefits and direct them to the link to view our job postings.

Lindsey Hight, HR Professional, Sporting Smiles

Recruit Diverse Talent at Historically Black Colleges

One creative way to recruit diverse talent is to host career days with on-site interviews at historically black colleges and universities (HBCUs) to encourage students to apply for jobs at your organization. 

Not only does this allow recruiters to target a diverse channel and access underrepresented populations, but it also allows recruiters access to the next generation of talent entering the workforce and opens up an entirely new pool of potential candidates.

Dr. Shirley Knowles, Chief Inclusion and Diversity Officer, Progress

Engage College Faculty

Engaging with local university or college deans and professors can provide you with both student and alum candidates. 

These faculty members have built and maintained relationships with students and business leaders in their fields. They know the students’ work ethic and abilities. Once you have established a trusted relationship, they will encourage their students to apply with you. 

As alumni often maintain relationships with their department faculty even after graduation, they may reach out to see if they know anyone hiring. Networking in this way provides an inexpensive way to recruit talent.

Andrew Adamo, VP, Bullion Shark

Hold an Open House

Tech companies are more than businesses; they’re brands (or, at least, they should be). People want to see the behind-the-scenes magic. How are apps developed and tested? Who came up with that genius code? What new and cool perk have you added to the office? 

Reach out to local colleges, coding camps, and competitors and let them know you’re offering a sneak peek into the inner workings of your company. Promote the event on social media so even customers can get in on the fun. Then, at the end of the tour, let everyone know you’re hiring and encourage them to apply, or spread the word to someone who’s looking. 

Rob Reeves, CEO & President, Redfish Technology

The post 12 Creative Ways to Source Candidates In 2023 appeared first on RecruitingDaily.

Tensions Between In-Office and Remote Will Continue

Companies are making bold bets on the future. Despite most studies demonstrating a plurality of employees prefer flexible work, some companies are demanding employees return to the office full-time or at least a set schedule of days per week. Expect this to be a battleground in 2023, where some employees will leave their company for one with policies closer to their interests.

Studies have shown that employees, especially those who have been working remotely, overwhelmingly prefer hybrid or remote over needing to go to the office full-time. A Gallup poll found only 6% of “remote-capable” employees wanted to return to the office full-time. Could a CEO leave one company for another because of their policies? Will a fully in-person company staff quietly quit or otherwise protest the decision? Ultimately, companies that demand a return to office will find at least some employees resist.

Everyone Will Do More With Less

The inflationary concerns in 2022 led to a slowing job market which led some companies to reduce HR headcount and produced a knock-on effect on external recruiters. Even if they’ve decreased the overall headcount, companies looking to fill roles will have fewer resources to do so.

That means companies will need a stronger strategy for finding and vetting candidates and making offers, especially considering those candidates will make decisions quicker.

Automation is Ready For Prime Time

And not a moment too soon. When companies increase hiring, which will happen in 2023, they will need serious tech support to win the recruitment war. This is a matter of automation out of necessity instead of trying to be cool with the latest tech.

The wage will continue to go up, and the recruiting team will not get an additional headcount budget. Recruiting processes will be further automated, so small TA teams are supercharged to do more. 

Pay Transparency For Job Ads Will Become The Norm

This is becoming a legal requirement in some states. For instance, California will introduce Senate Bill 1162 on January 1, 2023, which forces employers to include pay ranges in all job advertisements. NYC likewise will require nearly every company to include salary ranges for job postings, even for jobs announced internally.

As the hiring landscape continues to skew “glocal,” companies in other states will follow suit as potential employees decline to apply for jobs that don’t include salary ranges. Companies will ultimately appreciate this, as it will eliminate costly and unproductive conversations with candidates who will only take the job for more money.

DEIB Goes From a Priority to a Must-Have

We believe this should already be the case, but many companies are still lagging behind the times. There will be no excuse in 2023. Candidates will increasingly prioritize companies with a concrete approach to DEIB, so it will be critical to put in the work to diagnose your company’s current diversity makeup and communicate a plan to improve it.

If your company leans in and discusses what you’re doing to improve DEIB, there will be ample opportunities to become a leader in the space.

Layoffs Will Soften

Additional variants and inflation have delayed the expected economic recovery from COVID-19. But 2023 may be the big opportunity everyone has waited for. Whether or not we enter a recession, companies will begin to curtail layoffs and look to hire. Talent acquisition leaders must take this time to get their 2023 hiring priorities and strategies in place, especially if their company currently has a hiring freeze.

Reschedule Rates Will Become Increasingly Measured

As more companies move to software and procedures that enable self-scheduling, companies must keep a close eye on how often top candidates reschedule. Data-driven companies will look at rescheduling rates as a KPI of relationship building.

Clearly, the next 12 months will be hugely important for companies to set themselves up for success in the next five years. If your company is looking to grow, being the first to hire in 2023 will be a huge step in the right direction. But the groundwork for that time can begin now.

By prioritizing DEI, investing in automation, and beginning to rethink how you measure your hiring process, you will be ahead of the curve when the rest of the world moves from layoffs or hiring freezes to a ramp-up to building back their teams. 

The post 7 Bold Bets For 2023 Talent Acquisition appeared first on RecruitingDaily.

Amazon now joins several other significant tech employers – Facebook parent company Meta, as well as Twitter – in making significant cuts to their staff. And while Amazon’s number is roughly equivalent to Meta and Twitters, they are a much larger employer. As of today, Amazon has laid off 3% of their population, Meta laid off 13%, and Twitter laid off 50%.

RecruitingDaily has reached out to Amazon for official confirmation, and will update accordingly.

The post Breaking: Amazon is Laying Off 10,000 Employees appeared first on RecruitingDaily.

That’s what we all read in the media everyday, but by digging a little deeper, the actual story emerges, which is quite different. Yes, the stock market is in a volatile period, but gross domestic product (GDP), the leading measure of the U.S. economy’s performance, grew 2.6% in Q3 2022.

Yes, layoffs have dominated headlines in the past 1-2 months, but there remains 1.67 jobs available for every unemployed person in the U.S. today. And no, unemployment isn’t rising; the national average remains at 3.7%, near its historic low.

While there are definitely some markets where the need for new employees has slowed or stalled entirely, there are many markets where the worker shortage is as acute as ever. A new report from ICS2 and Forrester Research reveals that among cybersecurity companies, there is a global workforce gap of 3.4 million.

With the job market continuing to be hot in many sectors and unemployment at historically low levels, recruiters have to get creative about where they source talent. Here are a few sources that have been easy to overlook but have the potential to yield a large number of viable candidates.

• • Parents – With today’s more progressive family leave policies, both men and women often take time to raise their children. At some point, many of these parents want to re-enter the workforce but are looking for a career that is rewarding and challenging but provides more flexibility. This cohort of men and women often have graduate-level degrees and strong networks of contacts from their previous careers that recruiters can tap to source additional talent.
  • Veterans – As military personnel transition into the civilian workforce, many do not have experience applying for work in a company environment but have learned valuable skills easily transferable to the corporate sectors. Veterans often have a large network recruiters can leverage to seek out additional talent. 
  • Retirees – At many organizations, people are required to retire by a certain age. Retirees are a goldmine of opportunity for recruiters. In terms of their job skills, they are often at the top of their game, and given the length of time they have been working, are likely to also have a strong network for recruiters to mine. 
  • Disabled – Despite laws protecting them, disabled people can be frequently overlooked as sources of talent. This is an enormous mistake. Many disabled people have outstanding skills, and the combination of ADA access requirements with increased acceptance of remote work means any barriers that may have existed no longer do now that commuting has been all but eliminated. 

In early November, the Fed raised interest rates another 75 basis points, indicating its commitment to slow the economy. Whether this will result in a recession or not remains unclear. What does remain clear, however, is that savvy organizations will continue to invest in building their teams and will turn to recruiters to assist them.

Recruiters, in turn, will need to get increasingly creative to find the talent their client organizations desire. Taking a new look at people they might have previously overlooked will give recruiters a leg up on solidifying their relationships with their corporate clients and will help promote innovation and diversity.

The post Recruiters Need to Get Creative to Keep Talent Flowing appeared first on RecruitingDaily.

Both of these challenges pose a unique opportunity for employers to have a positive impact on their employees’ lives and on the future of their organizations. To implement effective solutions, it is first important to understand the unique needs of those living paycheck to paycheck.

The Experience of Living Paycheck to Paycheck

One of the most common misperceptions of living paycheck to paycheck is that it’s only a problem for lower-income workers. In reality, a large portion of this population earns over six figures. A recent survey found that 60% of millennials earning more than $100,000 per year report living paycheck to paycheck.

Experts say this trend is the result of this generation having faced two significant economic challenges in their adult lives. Many of them graduated college in a challenging job market created by the 2008 financial crisis, and the pandemic caused the second recession of their adult lifetime in addition to a subsequent housing crisis.

The typical biweekly paycheck cycle makes financial matters even more challenging. Bills, subscriptions and expenses do not align with payday, much less emergency expenses like a car repair. This means many living paycheck to paycheck find themselves turning to expensive payday loans or accruing high overdraft fees on their bank accounts to make ends meet.

This inhibits long-term financial success, preventing people from being able to save money for the future. Building a solid emergency fund is an important step on the road to financial wellness, yet it’s often a challenge for people living paycheck to paycheck. In fact, 56% of Americans report not being able to cover a $1,000 emergency expense with their savings.

We know the challenge of living paycheck to paycheck transcends multiple socioeconomic brackets and tends to affect younger generations more. We also know that the cycle is difficult to break, as by nature it prevents people from being able to get ahead financially. So what does this mean for employers?

The Opportunity for Employers

Now is a critical time for employers to step in and support employees with financial wellness tools, as 56% of workers report feeling stressed about their finances. Most employees who experience financial stress say these concerns distract them at work and hinder their productivity. Overall, employee financial stress costs employers $4.7 billion per week in lost productivity, making financial wellness a top priority for organizations.

PwC’s 2022 Employee Financial Wellness Survey found that financially stressed employees are twice as likely to look for a job outside of their current company. Meanwhile, 76% of these employees say they would be attracted to another company that cares more about their financial wellbeing. In this age where hiring and retention are more difficult than ever, employers can’t afford to lose employees over a lack of financial wellness offerings.

How Employers Can Show That They Care About ‘Financial Wellbeing’

Cash flow is all about timing. We know the liquidity gap created by the biweekly paycheck cycle contributes to the challenge of living paycheck to paycheck. Employees’ earned wages are tied up with their employer for two weeks, making it hard to cover bills that come before payday or emergency expenses.

This two-week pay cycle is outdated. Prior to the Industrial Revolution, workers were paid every day. However, industrialists decided to transition payday to a batch system because it was more convenient for them. In our current climate, employers operate with much more concern for their employees’ well-being, but the practice of paying workers biweekly has become ingrained in our business models. The technology now exists to enable employers to offer employees access to their wages as they earn them – it’s called Earned Wage Access (EWA).

An effective financial wellness benefit, EWA helps employers support their employees’ financial wellness. Employees gain the opportunity to access part of their earned wages as needed. One survey of EWA users found that the majority of respondents use it every two weeks to access an average of $100-$149 in order to pay bills on time, avoid overdraft fees and buy groceries. Overall, 92% felt that the service helped them to achieve at least one of their financial goals in 2020, which were to pay bills on time, avoid overdraft fees and payday loans and become less dependent on credit cards. Similarly, 82% reported feeling less stressed about their financial situation after using the service.

Not only can services like EWA reduce financial stress, they also support overall business productivity. Workers often report that they feel more motivated at work when they know they can get access to their earned wages before payday. Some even offer to pick up more shifts for this reason. The ability to cover emergency expenses, such as a car repair or childcare, means employees do not have to miss work as often. This is especially important for hourly workers, as missing a shift would decrease their week’s wages and hinder their financial flexibility.

While cash flow is a key component of the paycheck to paycheck challenge, supplementing EWA offerings with tools such as budgeting and saving resources can support employees’ financial wellness more holistically for long-term financial success.

The Role of Financial Wellness in Worker Wellbeing

Businesses now understand the importance of supporting workers’ overall wellbeing when it comes to minimizing burnout, but financial wellness should be at the top of that list as well. Not only are finances posing a greater challenge for workers, but financial stress is having a significant impact on workplace productivity.

With the majority of employees saying they would be attracted to another company that “cares more about their financial well-being,” it’s time for employers to take a step back, consider where they currently stand on financial wellness and explore strategies they can implement to support employees. So, does your organization “care” enough?

The post The Hidden Workplace Problem: The Financial Stress of Living Paycheck to Paycheck appeared first on RecruitingDaily.

Oracle announced Oracle Recruiting Booster, a talent acquisition solution designed to help organizations build better relationships with candidates and more efficiently hire them. A part of Oracle Fusion Cloud HCM, the product extends the capabilities of the company’s existing recruiting suite, and includes tools to help employers run high-volume events for high-volume efforts.

Career-development platform the Muse purchased Fairygodboss, an online career community for women. Fairygodboss was founded in 2015 by Georgene Huang and Romy Newman as an authentic career space for all women to feel supported and empowered. The acquisition reinforces The Muse said the transaction illustrates its dedication to making career matches where people, culture and values align.

Workers are looking for new jobs, asking for extra shifts or taking on side hustles to make ends meet as everyday expenses eat up a bigger chunk of their paychecks. A study by Qualtrics found that 64% of workers say it’s harder to pay for their living expenses now than it was a year ago. In addition, the rate of employees quitting is still high as job seekers accelerate their search, trying to find a new role with better compensation while openings are still available.

Gloat unveiled Skills Landscape, a platform enhancement that allows organizations to quickly upskill at scale by giving every employee skill-based guidance on how to reach their career goals. The program captures and analyzes workforce decisions and translates them into actionable recommendations for each worker.

Nearly one in three employees (30%) is considering leaving their job due to their employer’s response to the U.S. Supreme Court decision to overturn Roe v. Wade, according to a report from Catalyst, a nonprofit that works to accelerate progress for women. Almost half of those surveyed (44%) said their organizations and leaders are not doing enough to ensure abortion access, and one-third (33%) want their CEO to advocate for abortion rights. Workers were nearly twice as likely (83% vs 45%) to say that their organization genuinely cares about addressing employee needs if their company took action in response to Roe v. Wade being overturned.

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According to Gartner, only 16% of new hires possess all the skills required to be prepared for their current and future roles, and only 29% of new hires have high current-skill preparedness. 

Further research finds that IT, finance and sales positions filled today will need up to 10 new skills within 18 months. In today’s job market, recruiters need to hire for potential, not experience, as highly gifted candidates are the first to be hired or develop key industry skills.

With that said, it’s hard to find a high-value candidate that doesn’t expect some degree of flexibility, which often comes in the form of remote work. As candidates become more choosy, employers should pay attention to how they present their own value to passive and active hires.

Recruiting Remote Employees

Recruiting for a work-from-home role isn’t that dissimilar to an in-person position. Modern onboarding always includes technology, but a remote employee will rely on it for everything.

Factor in Remote or Hybrid Work Experience

Candidates don’t have to have remote or hybrid work experience. In fact, the majority of your applicants won’t have it. In 2021, 26% of the American workforce worked remotely. That only accounts for 87.6 million people, most of which have limited work-from-home experience.

Still, experience in a hybrid environment and the ability to use remote work software can help your candidates onboard quicker, so long as they are productive while working from home.

It’s also important to treat your remote employee as such. Work-from-home staff often apply for remote roles because they have more freedom, and they won’t appreciate being asked to hop on a meeting suddenly or to take a “quick trip” to the office. If you do this, they’ll likely quit.

Remember that productivity should be tracked by output in a remote setting. Just looking at hours worked doesn’t tell the whole story, as workers are often more productive when they have minimal interruptions. Trust your remote employees will get their work done before the deadline.

Consider Successful Remote Employee Skills

Both experienced and inexperienced hybrid candidates can still possess specific skills that make them perfect for remote work. Many people can work independently and stay productive without physically being in the office. With that said, don’t micromanage remote employees.

Here are seven essential skills remote job seekers should have:

• • Ability to work independently
  • Strong written communication skills
  • Self-motivated and organized
  • Comfortable using digital tools
  • Team player and culturally sensitive
  • Emotional intelligence and empathy
  • Reliability and secure equipment

If the candidate has never held a work-from-home position before, check their resume or cover letter for the above skill-based keywords. It also helps to add these skills to your job description, as modern candidates are taught to use keywords in job postings to score well on ATS software.

Keep in mind that network security is essential, especially when you have remote employees. IP whitelisting is a vital part of networking security and should be implemented in your startup.

Identify the Qualities of Your Ideal Candidate

A software developer could possess all remote-specific skills, but they won’t be able to finish projects if they’re missing three out of the four coding languages you need. While there’s no harm in hiring them and training them anyway, it’s better to hire a near-ideal candidate.

Defining the ideal candidate for the remote position will help you plan your recruitment strategy and access your candidates’ applications. Create a list of soft skills, hard skills, traits, technical proficiencies and personality characteristics that mesh well with the position and work culture.

If you’re stuck on this section, ask yourself how you would measure a candidate’s success once they’re on the job. There are many powerful ways to recognize employees, such as offering a thank you note when they finish a project or congratulating a team for signing 10 new clients.

Source Candidates From the Right Places

Finding a remote employee wasn’t easy five years ago, but the pandemic made the problem worse. Recruitment trends show that freelancers and independent contractors are going to be in high demand, and you won’t want to mix these professionals up with classified employees.

If you do want to find freelancers, consider reaching out to candidates on LinkedIn. Upwork, Indeed, ClearVoice, FlexJobs, Freelancer and Guru are other great sites to hire freelancers.

On the topic of employees, these five sites target employment-based remote opportunities:

• • We Work Remotely: Caters to multiple industries
  • Remote.co: Similar to We Work Remotely
  • AngelList: Focuses on roles for tech companies 
  • Stack Overflow: Focuses on tech roles, like a software engineer
  • Remotive: Focuses on IT support, marketing, product, and sales.

To build up your remote talent pool gradually, communicate with other websites in your industry and get placed on roundups like “X Startups That Hire Remotely.” It’s also a good idea to research remote startup directories and get listed, as more candidates will apply for your jobs.

While focusing on your outreach strategy is effective, that doesn’t mean you have to stay off of job boards like Monster of Glassdoor. Just make sure you aren’t overworking your recruitment department, as it’ll make it harder for them to find and interview the right candidates.

Offer a Realistic Preview of the Position

Candidates will self-select out of the job if your job postings are accurate, brief and descriptive. 

Many recruiters think that being too descriptive will make fewer people apply, but that’s not a bad thing. If you don’t disclose the salary for this position, candidates will ask anyway. If they have to wait until the interview to find out and they’re disappointed, they’ll leave or stick around.

Those who stick around will likely leave the moment they get a better offer. This process wastes everyone’s time and becomes pretty expensive. It costs 30% to 400% of a person’s salary to replace them, so it simply isn’t worth it to hire someone you know is unfit for the role.

When recruiting remote employees, be clear in the job listing about the position’s telecommuting requirements and make the ad easy to read. List all required skills in a bullet-point format and avoid industry jargon.

Assess the Candidate’s Company Culture Fit

You may have a hard time assessing how well a remote candidate fits into your workplace culture. At the same time, you may fall into the trap of overanalyzing a candidate because you have the option to record them. Only allow colleagues to review a taped interview for fairness.

It’s difficult to ignore unconscious hiring biases. We often prefer to hire someone who looks or acts like us, and we don’t always know we’re doing that. It can be even more challenging to accept an imperfect candidate, but you’ll never find the perfect employee, and that’s okay.

What’s more important is focusing on their values. If the person you’re interviewing is a coder, but doesn’t know three out of the four languages you need, hire them if they’re willing to learn.

But before evaluating a client’s culture fit, you need to define these values and lead by example. Then, develop specific interview questions that evaluate whether a candidate aligns with them.

Keep Candidates Engaged With the Process

In a survey of 2,800 job candidates, 65% halted the application process because they found some aspect of the company or job unattractive. It’s much easier for remote candidates to ghost recruiters, so making various recruitment mistakes could make you lose a potential employee.

Here are a few reasons why remote employees leave your process and what to do:

• • The Process is Slow: A candidate may disengage or be hired by the competition if your process is too slow. Respond quickly to applications and book them in for an interview.
  • No Follow-Up: A candidate that doesn’t follow up may not know what to do next. Tell candidates how the recruitment process will go and how long it will take. 
  • Too Many Contradictions: A candidate who feels you’re not living up to your values will leave the process. Revisit your content and see if you’re being honest and direct.
  • The Interview is Unstructured: A candidate can tell you’re unprepared. Don’t ask generic questions, focus less on hard skills, and fix any technical issues upfront.
  • Bad Reputation: A candidate will be concerned if a bad reputation follows your company. Address these concerns early to alleviate anything that could cause anxiety.

In summary, you need to keep candidates engaged with the process. If you manage to hold their attention, you’ll be considered their top choice and that’s a very good thing in this job market. 

Remember that you’re not just finding an employee; you’re searching for a loyal and productive team member. Consider using your hiring process to develop a relationship with potential new hires. Remote workers are less likely to quit when they feel connected to their coworkers.

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