FRIDAY HR FAQS – Why is speed important in the recruitment process?

Stand-out talent with forward-thinking mindsets are in high demand, which means businesses need to be reactive to the market and move quickly to secure the best people for their teams.

The recruitment process works at its best when it is quick and there are no delays from the employer’s side, which could risk a good candidate being snapped up by a competitor.  This is particularly true for the junior and middle management market, where strong candidates can take their pick of jobs.

On top of this technological advancement means the hiring process has sped up and candidates are being matched to potential employers by AI powered tools.

To remain competitive and in with a chance of welcoming engaging minds to your team, here are some considerations you need to think about before beginning a recruitment project:

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Be quick to respond

If you want to have great talent in your team, then you need to prioritise hiring.

Recruiters might seem like they are nagging you to respond, but the reason for this is because they know what a great candidate looks like and that they will be on the radar of your competitors – so they are acting quickly to secure them.

If you’re too busy too manage the admin of a hiring project, then consider using an HR consultancy who can manage the process for you.

Know who you’re after

It pays to have a plan in place before you start looking for someone new to bring on board – even if they’re a replacement – taking the time to evaluate what you need from the role that might have been lacking before is a sensible process to go through.

You should plan the specifics of the job role, how it fits into your business vision, what skills you need, how you culture will work for you to attract talent and so forth.

Once you have a plan in place and have got cracking then the process needs to be smooth, with regular communication between you and the candidates and time set aside to dedicate to the process.

This will mean that when you find your perfect candidate, you are able to keep them engaged and get them in front of the team within days of submitting their application and show you are a proactive and organised business.

If you know they’re good, then remember that it’s likely they will be a star candidate for other job vacancies too. So, act quickly and if you don’t have anyone else to compare them to, it may be that you won’t have time to run a longer, robust process in order to have other candidates to square them up against. Be confident that they are right for the role and get them in the bag.

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Be flexible with your offer

It would be a great shame to have planned and executed your hiring process and found your star candidate only then discover that what you’re offering them isn’t enough to convince them to accept your job.

Candidates expect fair remuneration, generous benefits, interesting perks and flexible working to name a few!

If you are going to risk losing a great candidate because you don’t match up to what others in your sector are offering, then it may be time to revise your offer package.

Even if you are on a tight budget, there are still things you can do to swing the balance – such as offering a few extra days holiday, contributions towards travel costs or investing in softer benefits that add to your overall offering.

After all, if a candidate has the potential to boost your business productivity and increase your bottom line, then finding ways to bring them over the line will be well worth the effort.

If you need any recruitment advice or guidance, get in touch:+44 203 538 5311 or email: talent@hrrevolution.co.uk or visit www.hrrevolution.co.uk where our expert CIPD HR professionals are waiting to help you with any questions you may have.

HR Revolution; supporting you, your employees AND your business.

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FRIDAY HR FAQS – What are the pro’s and con’s of remote working?

Remote working is here to stay and with statistics indicating that over 4 million people in the UK work from home, the way we work is changing. Employees and employers alike are pushing for options to work remotely, but do they know what they are signing up for?

Below we list some of the pro’s and con’s you need to consider before thinking about implementing a remote working policy.

Pro’s

1. Flexibility – having the flexibility to work where you want means you can create the ideal workspace for yourself, while also having the option of attending events or traveling to various meetings on your schedule. Similarly if you work better at a certain time of the day, you can adapt (within reason) your work day around this.

2. Save money – working from home benefits employees, as they can take home more of their hard-earned money each month. Working from home can also help them save on food no need for lunch or morning coffee.

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3. Family commitments – these are much easier to manage when employees don’t need to worry about travelling to work. They can pick up and drop children off at school without needing to arrange childcare and might even opt to look after young children at home whilst working, saving on childcare costs.

4. Not working in an office environment, means work place dramas or disagreements between employees could be avoided.

5. Allowing employees to work from home may mean that you are able to encourage a more diverse workforce. You could have a team who live at opposite ends of the country or even across the globe, bringing diversity, variation and new ideas to the company.

Con’s

1. Working remotely could mean that you’ll have less face to face contact with your, peers, manager and possibly clients. It can make it hard to stay in the loop with your team which could lead to complications and mistakes further down the line. In an office you can be surrounded by your team and are able to bounce ideas from each another. Home working could lead to a team that are less motivated which could cause delays.

2. Some situations at work call for fast effective action. If you’re faced with a problem at work which requires an urgent solution at 8:30am and your manager decides to start work an hour later, this could cause big delays in solving the problem, putting the company at risk.

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3. Working in an office has many social benefits and can promote positive wellbeing for employees. However working from home can be isolating for some. Many employees could spend their working week at home without having to leave their surroundings. Remote working means you could say goodbye to happy hour and social events with colleagues and this could lead to a strain on employee’s mental health and affect productivity.

4. If employees have a space in their home where they can work effectively that’s great, but for those who don’t or are easily distracted by household chores or young children, it can be less effective.

Whether or not you think remote working is for you or your business, there is a lot to consider. A good work life balance is important for everyone, so it’s vital that you plan all factors regarding employees’ working environment.

If you would like some friendly, helpful HR advice, get in touch: +44 203 538 5311 or email: hello@hrrevolution.co.uk or visit www.hrrevolution.co.uk  where our expert CIPD HR professionals are waiting to help you with any questions you may have.

HR Revolution; supporting you, your employees AND your business.

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5 reasons not to overlook graduate talent

With thousands of new graduates entering the job market this summer, you may be considering taking on some of these candidates within your company. But do you still need some convincing as to why this is a good business decision – especially when you compare it to bringing on an experienced candidate?

The good news is there are many reasons why in our experience hiring graduates can be a positive decision for your company. We want to discuss some of the benefits this engaging talent pool can bring to your business and hopefully inspire you to create opportunities for junior talent within your teams.

1. They ooze enthusiasm

One of the first qualities you will (hopefully) notice in a graduate employee is their unwavering enthusiasm and willingness to get stuck in to any task you set them. As this will be their first job graduates are willing to work hard and this means taking on tasks with enthusiasm and energy in order to prove themselves. Graduates are ambitious and will want to work hard in order to climb the career ladder, so approaching situations with an open and passionate attitude are common place for junior talent wanting to get noticed and be rewarded.

2. They have fresh ideas

Just like their positive attitudes, graduates also bring with them new ideas and fresh perspectives. They are likely to be tech savvy and have ideas for improving productivity with new tech, or introducing fun team building initiatives that they learnt from being members of clubs and societies at university. Tapping into the minds of your graduate employees therefore offer new ways of thinking to older generations in your business, which can be beneficial for working practices and company culture alike.

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3. They want to learn

Having just left the throngs of university – where they will have become proficient at self-studying and managed their own workloads – graduates are ready and raring to learn new things. If you have a training scheme that offers your team a chance to develop new skills then this will be of great interest to a graduate. This means you can mould your junior team members by being strategic in the seminars/workshops you offer staff, helping to create a workforce that lives and breathes your company mission and values because they have engaged with your business-specific training opportunities.

4. They are the future of your business

One of the most obvious reasons for your business not to neglect graduate talent is simple, eventually there won’t be a business without them. This means there is a long-term business reason for you to teach them new skills and build their experience with your business so that they can form part of your company succession planning. The graduate talent of today will soon be the leaders of your company, so if you put off interacting with them then you run the risk of building a workforce who are out of touch with how your company functions at the junior as well as the senior level.

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5. They are affordable

The final reason, and perhaps the most attractive one, is that graduate talent are affordable. You can easily research what the industry standard is for entry level roles in your sector. Once you know your budget for a new hire it may be that the graduate level is the best option for your business because of their lower salary requirements. However don’t forget: it’s important to fairly reward everyone in your team according to their responsibilities and clearly communicate progression routes for entry level team members so that they stay motivated.

If you are looking to hire graduates but not sure where to start then get in touch, we have a whole host of information and can give you support in attracting and sourcing your new hires: Give us a call on +44 203 538 5311 or email: talent@hrrevolution.co.uk or visit www.hrrevolution.co.uk where our expert CIPD HR professionals are waiting to help you with any questions you may have.

HR Revolution; supporting you, your employees AND your business.

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The benefits of hanging out with your colleagues…

For many employees these days their job is no longer seen as separate from their social life. Millennials are set to constitute 50 per cent of the global workforce by 2020 and they are changing the way our jobs function in the process. Socialising with team mates outside of the office has become a desirable part of the job, with work being seen to this generation as a key part of who they are and no longer separate from their personal lives. This shift away from traditional attitudes towards professional environments being a place for all work and no play has meant hanging out with your colleagues is now an ordinary occurrence. Companies need to embrace this cultural shift and ensure they are open to their employees socialising, whilst ensuring they have HR processes in
place to manage the effects this can have upon your business.

So what are the benefits of colleagues socialising with one another? Put simply team socialising helps to boost company morale. Employees want to feel motivated by their work and at ease with their colleagues and so a team that feels happy at work leads to a more productive business. Being part of a friendly, collaborative and supportive company is also going to make it hard for an employee to have their head turned by a competitor, particularly as having an open working culture – not just with regards to their team relationships but towards communication around the goals of the business – helps to give employees a highly-valued sense of purpose.

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Let’s not forget though that a team that decides to spend time socialising with each other might strike a feeling of fear in many employers and HR departments. There is always the potential for colleagues to become too relaxed around one another leading to a lack of focus and possibly a dip in business output. However it’s important for companies to remember that people are at the core of their business and if employees feel comfortable enough with each other to hang out outside of work then this is likely to improve retention levels for the business. Ultimately, if your company is equipped with robust business processes and a comprehensive HR support system for the team, then the benefits of friendly working relationships will always outweigh the negatives.

On a professional level socialising within the team can be confidence boosting for junior members. Mentoring is a fantastic way to bring out the potential in a person and the informal mentorship that can come from having an informal, friendly conversation with a more senior team member shouldn’t be overlooked. Similarly, whilst it’s a delicate balance to strike, managers shouldn’t be too wary of socialising with their teams. The change from a work dynamic can serve to create comradeship and demonstrate their support for an open and supportive company culture.

If you would like to find out how we can help, give HR Revolution a call: +44 203 538 5311 or email: hello@hrrevolution.co.uk or visit www.hrrevolution.co.uk  where our expert CIPD HR professionals are waiting to help you with any questions you may have.

HR Revolution; supporting you, your employees AND your business.

This article was published in the Recruiting Times on Thursday 26th April https://recruitingtimes.org/opinions/23160/benefits-hanging-colleagues/.

HR Blogger

Office parties – a word of ‘festive’ warning!

For HR departments and employment lawyers alike, it is as much a Christmas tradition as turkey and mince pies. Every December we bring out articles on the perils of holding an office Christmas party, so as not to disappoint here are this year’s top tips.
Venue
It’s worth thinking carefully about the venue for your Christmas party. Is it accessible to all? including those with a disability? Can people get home easily? Choosing a venue that might encourage people to ‘drink and drive’ is clearly not advisable. So consider whether you have good public transport links or ready access to taxis.
Invitation list
When compiling the invitations be as inclusive as possible, no one should feel left out. Remember to make an effort to invite those who are currently away from work, whether because of maternity leave, sickness or any other reason. If employees are encouraged to invite their partners along, allow for the reality of unmarried couples and same-sex relationships.
Party planning
Think how you can make the party appealing to all. Organising an event based solely around the consumption of large quantities of alcohol will no doubt please some of your employees, but it could well be a turn-off for others. In particular, be sensitive to the religious and other beliefs of your employees; make sure there are plenty of non-alcoholic drink options and any food on the menu contains a vegetarian option.

Also be mindful of any guest speakers or entertainers you choose to use. There is a very well-known Employment Tribunal case circa 1996 that arose out of the booking of the ‘stand-up comedian’ Bernard Manning. You can probably guess what went wrong there!

Discussion topics
When a lot of alcohol has been consumed, people become less inhibited and more likely to say (or do) precisely what is on their mind. As a result, the risk of discrimination and harassment claims rears its ugly head. So make sure people understand that this is a work event and a level of professionalism is still required. Oh, and if you’re the boss, remember that alcohol and conversions about pay rises don’t mix!
The morning after
Make sure people understand whether they are required to be in work the day after the Christmas party. If they phone in sick, carefully consider whether it is genuine sickness or the result of over-indulgence. Then consider whether disciplinary action is required.
Policy revision?
You don’t need a policy specifically to cover your Christmas party, but it is worth considering whether your existing policies on conduct, harassment etc. are clear about what is expected of employees in this context. Take a look at HR Revolution’s Employee Handbook, it helps set out core Company expectations in terms of general conduct and includes all of your integral UK policies and employment legislation.
Lastly; enjoy, let your hair down and have fun!
Finally, and before we begin to sound too much like the equivalent of ‘Scrooge’, the Christmas party is a chance to come together, celebrate a successful year and thank your colleagues/employees for their efforts. It is also an opportunity to have fun. So having taken some sensible precautions, relax, unwind and enjoy yourself. You deserve it!
If you need any help or advice with any issues discussed above or updating any office policies all found in our comprehensive Employee handbook, why not get in touch HR Revolution and make sure your office Christmas passes without incident.

Give us a call +44 203 538 5311 or email: hello@hrrevolution.co.uk or visit www.hrrevolution.co.uk  where our expert CIPD HR professionals are waiting to help you with any questions you may have.

HR Revolution; supporting you, your employees AND your business.

 

How long should you stay in a job?

Ok so we know that a job is not for life anymore, gone are the days where you joined a company from leaving school or university and stayed there until you collected you golden carriage clock!!

So what is the norm now? research shows that in fact, a UK worker will change employer on average every five years but is there a magic number that will make sure that you don’t stop progressing or doesn’t make you look flighty?

Ok so moving jobs every 3 months without extenuating circumstances wouldn’t look good, but most employers would probably look favourably on a prospective employee who had changed roles every three to five years.  What’s important to see, is that candidate has an open attitude and continuous learning approach, driving him/her to embrace new challenges.

Also the size of a company can often be a factor in determining how long a person stays, with a smaller company often offering less opportunity for people to progress than a larger rival.

However, the most influential element driving how often you change jobs is age.   Millennials, those born between 1980 – 1999 have a drastically different outlooks from previous generations who were used to working in large corporate firms and work a set number of years in a particular role before progressing.  Millennials aren’t motivated by the same factors, such as a job for life, but instead good work-life balance and a sense of purpose beyond financial success.

With this in mind, it poses a challenge to companies, as losing employees and their knowledge and having to recruit and retain replacements is costly.  Companies need to be more creative in their ways to retain employees and holding regular chats on career progression is a good place to start.

It’s also important for companies to stay on good terms with departing staff, who may decided to return at a later stage in a different role adding wider experience to their already existing knowledge.

Do you have any issues surrounding recruiting and retaining good employees, HR Revolution can help, give us a call on+44 203 538 5311 or email: info@hrrevolution.co.uk

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