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Going into 2020: How do you build a strong work force
Potential investors are more attracted to businesses that have empowered their employees and engaged them to go above and beyond to satisfy customers and ensure the company’s success. Ultimately, highly engaged employees boost company values.
There are five critical activities you need to employ to build a strong
workforce:
1) Recruitment is where it all begins. Hire carefully — this is an essential step in building a workforce. Assembling a robust interview team with a coordinated process and proven methods for surfacing desirable attributes like self-motivation, resiliency, integrity, and work ethic will increase the odds of a well-chosen hire. By recruiting the right employees, your company can better motivate, retain, and engage your entire workforce.
- Competitive advantage can and should be a conscious part of your business growth strategy. It gives your company an edge in recruiting the most-talented candidates and keeping them. An appealing working environment, along with flexible work arrangements, also attracts and builds a solid workforce. Of course, offering competitive compensation and benefits is key as well.
- Engagement is the holy grail of employee satisfaction. Employee engagement is at an all-time low, according to Gallup. The emotional commitment an employee has to an organization and its goals results in greater expenditure of discretionary effort. Engagement is all about connecting and understanding your workforce. Positive, two-way communication across all levels of management encourages engagement.
- Performance evaluations should be used to provide feedback and confirm employees are accomplishing goals and making a valuable contribution. When evaluations have clear, achievable objectives that measure individual, team, and organizational performance, employees tend to register higher levels of engagement in their work. Measuring performance allows employees to be challenged, and those metrics can be tied back to retention. Employee performance evaluations serve as an effective tool to help management align workforce performance with company goals while also building meaningful career paths for valued employees.
- Line of sight as to how employee efforts impact the needs of customers creates purpose. The right motivation encourages people to work harder and longer as employees discover greater purpose in the execution of their jobs. Clearly communicating your business mission and jointly outlining a clear path for job advancement within that mission can mean the difference between a job and a calling for employees.
Landing the perfect recruit for your Organization.
Is there anything like landing the perfect recruit?
At VirtualHR we believe that to get a perfect fit for your organization you need to follow a set of processes to land the right candidate. Below is a sample breakdown which may vary from organization to organization
1.Improve Your Candidate Pool When Recruiting Employees
Companies that select new employees from the candidates who walk in their door or answer an ad in the paper or online are missing the best candidates. They’re usually working for someone else and they may not even be looking for a new position. Here are the steps to take to improve your candidate pool.
- Invest time in developing relationships with university placement offices, recruiters, and executive search firms.
- Enable current staff members to actively participate in industry professional associations and conferences where they are likely to meet candidates you may successfully woo.
- Watch the online job boards for potential candidates who may have resumes online even if they’re not currently looking.
- Use professional association websites and magazines to advertise for professional staff.
- Look for potential employees on LinkedIn and in other social media outlets. Encourage your employees to refer friends and professional colleagues who they may know online, to your company. Bring your best prospects in to meet them before you need them.
The key is to build your candidate pool before you need it.
2.Hire the Sure Thing When Recruiting Employees
They say that you must hire the candidates whom you believe can hit the ground running in your company. You can’t afford the time to train a possibly successful candidate.
3. Look First at In-House Candidates
Providing promotional and lateral opportunities for current employees positively boosts morale and makes your current staff members feel their talents, capabilities, and accomplishments are appreciated. Always post positions internally first.
Give potential candidates an interview. It’s a chance for you to know them better. They learn more about the goals and needs of the organization. Sometimes, a good fit is found between your needs and theirs.
4. Be Known as a Great Employer
This is how you build your reputation and your company brand. You’ll want the best prospects seeking you out because they respect and want to work for your brand.
Take a look at your employee practices for retention, motivation, accountability, reward, recognition, flexibility in work-life balance, promotion, and involvement. These are your key areas for becoming an employer of choice.
You want your employees bragging that your organization is a great place to work. People will believe your employees before they believe what you write in the corporate literature or on your recruiting website.
5.Involve Your Employees in the Hiring Process
You have three opportunities to involve your employees in the hiring process.
- Your employees can recommend excellent candidates for your firm.
- They can assist you to review resumes and qualifications of potential candidates.
- They can help you interview people to assess their potential “fit” within your company.
Organizations that fail to use employees to assess potential employees are underutilizing one of their most important assets. People who participate in the selection process are committed to helping the new employee succeed. It can’t get any better than that for you and the new employee.
6.Pay Better Than Your Competition
Yes, you do get what you pay for in the job market. Survey your local job market and take a hard look at the compensation people in your industry attract. You want to pay better than average to attract and keep the best candidates
7. Use Your Benefits to Your Advantage In Recruiting Employees
Keep your benefits above industry standard and add new benefits as you can afford to add them. You also need to educate employees about the cost and value of their benefits so they appreciate how well you are looking out for their needs.
Employees treasure flexibility and the opportunity to balance work with other life responsibilities, interests, and issues. You can’t be an employer of choice without a good benefits package that includes standard benefits such as medical insurance and retirement.
8.Hire the Smartest Person You Can Find
People don’t change that much. Don’t waste time trying to put in what was left out. Try to draw out what was left in. That is hard enough.
If you’re looking for someone who will work well with people, you need to hire an individual who has the talent of working well with people. You’re unlikely to train missing talents into the person later.
9. Use Your Website for Recruiting
Your website portrays your vision, mission, values, goals, and products. It is also effective for recruiting employees who experience a resonance with what you state on your site. Your website should provide insight into the culture and work environment that you offer for employees.
You do want to create an employment section which describes your available positions and contains information about you and why an interested person might want to contact your company. A recruiting website is your opportunity to shine and a highly effective way to attract candidates.
10. Check References When Recruiting Employees
The purpose of this section is to keep you out of trouble with the candidates you are seeking and selecting and the employees you currently employ. You really need to check references carefully and do background checks.
When is the right time for a salary raise
1) When is the right time for a salary raise
Do you think there is an exact time to ask for a salary raise and what factors need to be considered before you request for a salary raise.
Below are 6 signs that will evaluate if the time is right for a salary raise.
1)Your Company’s Good Financial Health
If things are good, revenue is up, and goals are being met across the board, then have at it. You stand a much better shot of getting what you want if everything else is falling into place.
2)Other People Have Received Raises
If you’ve confirmed that other employees are asking for and receiving raises, and you’re either at their level or do better work, then that can be a positive sign to ask for a raise of your own.
The only thing we’ll caution you on here is not to reference the raises of other employees in your request. A raise should be about you, your work, and your potential future value to the company that makes you a worthwhile investment. Dont walk in to your bosses office and start whining.
3)It’s Time for Your Performance Review
Most companies plan out a schedule for performance reviews and subsequent raises. Try to coordinate your raise request with that schedule, because it’s easier for your boss to convince the top brass at the designated time for raises, as opposed to a request out of left field at some other point during the year.
4)The Company Just Had a Big Win
If your company had a huge win or, better yet, a string of big victories, then it might behoove you to strike while the iron is hot. And if you played an integral role in those wins, then all the better.
5)You’ve Picked Up a New Skill or Degree
Did you take a training course or complete a degree program that sets you apart? Then that’s a good reason to take action.
Proving yourself invaluable and indispensable is perhaps the greatest way to earn that pay increase. The more you can set yourself apart the better.
Any time you can prove you’re a high-performer with specialized skills that make you stand out in the crowd, that’s a positive.
6)You Have Other Job Offers
Fear of losing valuable employees to other companies is a company’s biggest reason to approve raises.
So if you feel you’re underpaid and you’ve tested the waters and been offered a more lucrative position elsewhere, that’s a valuable card to play. But play it wisely. Don’t be boastful or pushy about it. Highlight your performance, let the numbers speak for themselves, and simply let them know you’ve been offered something for more money.
But you have to be prepared to leave, and you should never bluff. If you’re not prepared to walk or you’re lying, then you’ll create a toxic environment with management and getting a raise in the future will be near impossible.
Happy Reading!!!!!
Virtual HR Premiers Use Of Social Media To Interview Job Candidates
Virtual HR, a human resource and talent management company based in Kenya, is introducing digital interviewing. This means that applicants need not have to be physically present for a job interview and can opt for a Skype call, video conferencing or mobile-based chats especially WhatsApp recording.
Gladys Ogallo, the Managing Director of Virtual HR, says formerly time-consuming human resources tasks have been vastly improved through technology. From digital interviewing to digital records, HR teams are now able to recruit and track data faster and more efficiently than ever.
“Some of the major HR processes influenced by technology include Job evaluation, performance management, training, recruitment and selection as well as data storage and retrieval,” said Ms Ogola.
“We now use a self-service module to ensure applicants’ details are updated and available online at the click of a button including LinkedIn, Google, Twitter and Facebook links as opposed to just manual records.”
This has eliminated the need for face-to-face meeting with potential candidate especially those in far areas.
“You could be in Mombasa, Namanga or Dubai and we interview you from Nairobi but still manage to hold an effective performance review session,’’ said Mrs. Ogallo.
Virtual interviews solve geographical and distance challenge besides saving time and cost. “There is no point of hassling both the candidate and ourselves to travel for miles for an interview while we would still achieve the same results through a simple a mechanism as even a WhatsApp chat that would end up saving us significant time and money,” she says.
She said three of every 10 interviews at Virtual HR are done digitally.
In digital Interviewing, candidates are allowed to use whichever technology they prefer — phone, tablet or laptop — to record their responses which are then reviewed by HR experts.
This saves both the recruitment firm and candidates hundreds of hours of travel costs and other logistical expenses associated with physical recruitment.
However, at the final stage of the recruitment process the candidate may be required to show up in person as the exclusive use of technology end to end may limit the recruiter’s assessment of the candidate’s personality and other softer details. It also assists in giving the whole process the human touch that technology cannot achieve especially on character judgement and detection of passion and commitment.
“Getting the right person for the job online does not end there. The real task begins as you place more focus on relationship building as this is where the true self of your applicant begins to show,” added Gladys.
Recruitment goes digital
Virtual HR premiers use of social media to interview job candidates
Virtual HR, a human resource and talent management company based in Kenya, is introducing digital interviewing. This means that applicants need not have to be physically present for a job interview and can opt for a Skype call, video conferencing or mobile-based chats especially WhatsApp recording.
Gladys Ogallo, the Managing Director of Virtual HR, says formerly time-consuming human resources tasks have been vastly improved through technology. From digital interviewing to digital records, HR teams are now able to recruit and track data faster and more efficiently than ever.
“Some of the major HR processes influenced by technology include Job evaluation, performance management, training, recruitment and selection as well as data storage and retrieval,” said Ms Ogola. “We now use a self-service module to ensure applicants’ details are updated and available online at the click of a button including LinkedIn, Google, Twitter and Facebook links as opposed to just manual records.”
This has eliminated the need for face-to-face meeting with potential candidate especially those in far areas. “You could be in Mombasa, Namanga or Dubai and we interview you from Nairobi but still manage to hold an effective performance review session,’’ said Mrs. Ogallo.
Virtual interviews solve geographical and distance challenge besides saving time and cost. “There is no point of hassling both the candidate and ourselves to travel for miles for an interview while we would still achieve the same results through a simple a mechanism as even a WhatsApp chat that would end up saving us significant time and money,” she says.
She said three of every 10 interviews at Virtual HR are done digitally.
In digital Interviewing, candidates are allowed to use whichever technology they prefer — phone, tablet or laptop — to record their responses which are then reviewed by HR experts.
This saves both the recruitment firm and candidates hundreds of hours of travel costs and other logistical expenses associated with physical recruitment.
However, at the final stage of the recruitment process the candidate may be required to show up in person as the exclusive use of technology end to end may limit the recruiter’s assessment of the candidate’s personality and other softer details. It also assists in giving the whole process the human touch that technology cannot achieve especially on character judgement and detection of passion and commitment.
“Getting the right person for the job online does not end there. The real task begins as you place more focus on relationship building as this is where the true self of your applicant begins to show,” added Gladys.