Do you need to recruit new talent?

Are you looking to recruit some of the fabulous new talent that will be entering the job market in the form of University graduates and college leavers?  If the answer is yes, then make sure you have got your basics in order, or here’s how it could all go wrong!

Hiring a new employee is pretty straight forward; but only if it is handled correctly. Many employers however can get it so wrong, which as we know is unproductive for any working environment.

A recent survey has shown that the No.1 reason for it all going so wrong is “not managing the candidate experience”.  This may sound a little fluffy if you do not work in HR or Recruitment, but it basically comes down to communication.  It is important to keep in constant contact with the candidate, providing them with quality information and feedback and remembering that honesty is the best policy. Providing a poor candidate experience can have many negative consequences including damaging comments about your company and lack of faith in the overall brand.

Other reasons the recruitment process can fail are:

  1. Expecting dull job descriptions to attract the right people – This is your chance to sell the position and entice the highest calibre of staff, if you waste this opportunity they will be looking to work for your competitors.
  2. Not taking advantage of employee referrals – a referral means they are pre-screened.  The best companies place nearly 50% of staff through referrals.
  3. Not fully understanding the actual job – If you don’t understand about the job you want them to do, how can you sell it to them or even know if they are capable of performing it?
  4. Using the same recruiting process for different level jobs – High level jobs require a different level of service, knowledge and relationship building. If you want the best out there, they definitely want to be treated that way too.
  5. Making slow hiring decisions – The best candidates are gone quickly, and will probably have more than one offer on the table, you simply can’t afford to hang around.
  6. Assuming interviews are accurate – Interviews are traditionally weak predictors, so poorly executed or generic interviews that do not challenge the candidate, will result in poor hires and put off the right people.
  7. Just using job boards – Only posting jobs on an advertising site means that 75% of the workforce that are not ‘actively’ looking will NOT see them. Make sure that your jobs can be found on various sites.
  8. Not prioritising jobs – Make sure if you are looking for more than one employee that you get the right person first, there is no point getting an assistant if you don’t have the manager.
  9. Not identifying job acceptance criteria – Do you know what the perfect candidates needs to accept the job? If you don’t, they won’t join you.

One last thought… With so many people getting it wrong, why don’t you let HR Revolution get it right for you.  First time.

 

If you would like to discuss any HR issues, please give HR Revolution a call we’d love to help, call us on +44 203 538 5311 or email: info@hrrevolution.co.uk

HR Revolution – www.hrrevolution.co.uk

Probation Reviews – make them work for you…

The first day, the first week, perhaps even the first month! These are generally key milestones for you as a new employee. Hopefully, by the first month you’ve mastered the tea/coffee round, you’ve found your place within the team and you’ve fallen into the pattern of the day-to-day routine; you may even have even forgotten that you’re still a newbie… until you’re reminded of the, often, dreaded probation review.

‘Is it a test?’, ‘Have I been doing my job as well as they’d like?’, ‘This is a waste of time!’, ‘What is the point of this?’  the questions are endless and I presume the feelings are mixed.

An employers approach to the probation review varies from company to company. Some have a very structured approach and almost treat it as a ‘test’, whereas others have a 5 minute chat over coffee to ‘check in’. However, either approach can bring about negative feelings for the employee if not managed properly, so employers beware!

The probation review is often viewed as a tool only for the employer.

  1. To check the employees true skills and understanding of the role and job.
  2. A check to ensure the company have hired correctly and effectively an employer’s safety net, as you will.

However it can also be a powerful tool for you the employee, here’s how:

Review…

The review provides you with a chance to check the work you have done so far against what you were employed to do. You can do this by looking at your job description. This will highlight areas that you may not have covered yet, which is something you can discuss with your employer to ensure you are covering the full responsibilities of your role.

Assess…

Use the review as an opportunity to assess whether the job has met YOUR expectations. Think about what you have liked so far and what you have disliked. Reflect on your initial perception of the job before starting and how the reality matches up. Do you have any concerns?

This is very useful for your well being, if you feel any negativity towards the role this is a great time to put this to bed. It could be resolved with a change in your working environment, a change or clarification of a complicated process or simply some reassurance that ‘’you are doing a great job, keep it up!’’

Discuss…

Employers use reviews as a way to assess your performance. You can use this as a way to show off and reaffirm what you have learnt to date. Don’t be scared to ask questions about things you aren’t sure of or may need extra training on. To experience the full benefits of a review it is important to be completely open with areas you are struggling with. This allows your employer to support you and ultimately strengthens your relationship.

Also use this as an opportunity to show your employer your aspirations! A helpful tip: go in there with a project, perhaps there is something you have noticed that could be developed or implemented or something you would like to learn, big or small, that will not only aid in your development but add value to the business.

Ask…

Ask for feedback for your own progression and improvement. This will give you a good understanding of how you’re doing. It also gives you an idea on what you need to work on in the coming months leading up to your first quarterly or annual appraisal and the willingness to improve will always be noted by an employer.

Take ownership of your probation review, don’t treat it as an examination or a quick conversation by the photocopier. Treat it as an adult discussion where both parties can benefit and support each other; a discussion that will pave the way to a healthy and strong employment relationship.

HR Revolution are here to help, if  you have any HR issues that need addressing then drop us an email: info@hrrevolution.co.uk or call +44 203 538 5311

HR Revolution – www.hrrevolution.co.uk

 

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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Personality traits are NOT an excuse for poor behaviour!

Here in the HR Revolution office we have just undergone the DISC profile training, which is a modern interpretation of Dr. William Marston’s behavioral dimensions; a personal strengths profiling exercise that uncovers four quadrants of behaviour. Once you understand your natural behavioral patterns, it is said that you will find it easier to recognize the right opportunities to achieve the results you desire. These for quadrants are:

D – Dominance  I – Influence  S – Steadiness  C – Compliance

What I personally think the great thing about DISC is, it highlights other people’s personality traits, so you can understand better why they work the way they do, for example why one person might like to have all the facts and figures, while others are just, let’s just get on and worry about the details later…. It turns out we have both in our office which is actually a really good thing as we all fulfill different roles.

Anyway, DISC is a lot more in depth than I can offer in this blog and not the reason for me writing today, but it got me thinking… why is it that people tend to use their personality traits as an excuse for unacceptable behaviour?

How many times have you said “ignore him, you know what he’s like” or “don’t let her get to you, it’s just the way she is” or “why does everything have to revert back to them” and whilst this is true, does it make it ok?? I don’t think so.

I personally like to think that no one person is just one personality type and we are intelligent enough to know how to behave and adapt our styles towards other people.

Here is just one adjective describing a personality trait from each of the above groups: D: direct, I: emotionless, S: easily distracted and C: retreating, and I don’t think any of them are particularly positive (obviously there are lots of happy ones too!). But just because they are ‘part’ of our personality does that mean that’s how we should act? For example just because you are ‘direct’ naturally, does that mean you can use absolutely no tact whatsoever when communicating with colleagues? OR just because you tend to be ‘retreating’ does that mean you should get out of doing the things you are not comfortable with? Of course the answer is absolutely no.

So I guess what I am trying to say is, if we know what we are predominately like rather than using that behaviour as an excuse, why don’t we all try to bring through some of our other personality traits, or just take time to think about how we are being perceived by the recipient… be less blunt, show empathy or be bolder, whatever you feel would work best in that given situation.

Personality traits should be used to benefit you and others, not as an excuse to make people cry or be lazy!  Trust me, I know how difficult it is to adapt your natural behaviour to suit the needs of the situation, as my profile is DS the two most polar opposites!

If you are interested in learning more about DISC or any other personality testing within your business, please get in touch with HR Revolution +44 203 538 5311 or email: info@hrrevolution.co.uk, it may be what you need to get your team working more cohesively together.

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Should I change career?

After trying my hand at several things after finishing University, and my thirties getting ever closer, I had that scary thought … where am I going in my life, my career??

At that moment in time, I was working in the recruitment business and had been for three years and it started to dawn on me that this was not the career for me.

After considering my strengths, values and what I enjoy, I decided HR would be an interesting option, I had a recruitment base and as a ‘people person’ I felt it could be the right match!

Further research into this confirmed to me that this could be it, so I braced myself for the inevitable salary hit and started applying enthusiastically for junior HR roles. This career change which I thought would be an easy transition…. No way – my hopes of this change being easy were quickly dashed as the rejection emails came flooding in because I had no previous experience.

However, despite this set back, I didn’t give up, ok so I may not have the experience, so I decided to get qualified and enrolled to study for my CIPD Level 3. This was tough – studying every evening and weekends alongside working full time, not to mention the financial element as it was self-funded!

I am pleased to say though my efforts paid off…  after many applications and job interviews later, I landed myself my perfect role at HR Revolution, giving me the chance to gain the HR experience I was looking for, with the added bonus of being able to work with a variety of clients across a range of industries.

I feel a change in career takes courage, flexibility and motivation to deal with the tough times it can bring, however the rewards once you succeed are certainly worth it!  I’m 7 months into my new role in HR Consultancy, CIPD qualified and love it…

If you need any help or advice with changing career, why not give HR Revolution a call, maybe we have the job for you…

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Workplace predictions for 2017

Ok, so it may have been the first day back in the office for many today and believe me I so wanted to turn off the alarm at 7am and just turn over and go back  to sleep!!!  But getting back into the work routine isn’t so bad and I find I’m excited by what is in store for HR Revolution in 2017 and my part in it’s journey.

Looking ahead, I came across this interesting article on 5 predictions of how our working lives may change in 2017.  Food for thought for the coming year…

1. New talent will be harder to come by than ever

UK unemployment has hit its lowest level in 11 years, at 4.8% and there’s a shortage of people for many significant roles. Companies are finding it difficult to attract talented new people and will find 2017 harder to keep their employees.

Garnering staff feedback will be crucial in ensuring that employees are happy, and that changes can be made.

2. Everyone will be more vocal

The race to find the best and most talented employees, mean companies will have to showcase their employer brand and with an increasing number of employees speaking up about both the strengths and weaknesses of the business, it will be imperative that employers need to take constructive criticism on board. 

Employees feel the have got something to say and they want to be taken seriously.

3. Employees will insist on greater flexibility

Technology allows many workers to have the ability of getting things done from anywhere, and with the constant delays and strikes, commuting has become a stressful and miserable experience for many of us. Over the course of 2017, it is inevitable that more and more people will be requesting to work from home some of the time, and that companies must listen and take this on board to keep their employees happy.

4. Millennials will drive companies to success

Recent research highlighted that 83% of millennials, Generation Y or Generation Me as they are also know, disagree that people should spend years in a role before expecting a promotion regardless of status and performance. They are driven and don’t’ want to wait for what they’re working towards, so employers will need to ensure that their employees have a clear career path and feel valued if they want to hold on to them.

5. A comeback for the work/life balance

Since technology has evolved, it has become increasingly common for people to check their work emails late at night and run work errands over the weekend. While this is not likely to change, there will be more of a balance when it comes to leaving work at work in 2017.

Some years ago companies experimented with a ‘no email day’. That didn’t really work because emails are such an integral part of our working lives that it wasn’t really practical.  However, responsible employers are now becoming concerned that we haven’t got the balance right and that it’s a contributing factor to staff sickness and stress in the workplace.  Could the UK follow France, who’s government has introduced legislation giving workers the right to disconnect from work emails outside office hours…  I’m sure many UK employees would welcome this change…

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A version of this article was first published on HR Grapevine

Keep your employees focused during the festive period…

Although Christmas is technically celebrated over three consecutive days, Christmas obsessed, festive loving individuals will always go out of their way to make Christmas a month long celebration. Now I am no Scrooge, but the business world doesn’t stop just because copious amounts of fairy lights go up and Mariah Carey’s ‘All I want for Christmas’ gets stuck on repeat. For this reason it is good to strive for a balance that reflects ‘being all for the Christmas celebrations’ whilst keeping your businesses productivity levels high.

How to integrate Christmas into your business without losing sight of ‘getting the job done’.

1. Start a Christmas committee; anyone who LOVES, LOVES, LOVES Christmas can get involved. The idea is to have an initial meeting surrounding the planning of Christmas activities and then allocate time throughout December to carry them out. When you allocate time to Christmas andthe celebrations from ‘worktime’ it will give those who love Christmas something to look forward to, making them less inclined to lose focus at the times where they shouldn’t. This could be secret Santa, decorating the office, planning the office Christmas party, organising a Christmas bake off/morning tea or encouraging ridiculous dress up themes.

2. Have a Christmas or end of year party away from the office and after hours; when you put on a paid for function, you will generally find that people are happy to attend in their personal time and it also means you’re not taking your employees away from their work. Parties during work hours are fine too, however be prepared for the best part of the day to be unproductive.

3. Set the pace; if your business is generally quiet this time of year, create proactive things for your teams to do/put in place to ensure they continue to keep busy (while you continue to pay them). This will keep the team focused on getting organised for the New Year which is integral if they are not dealing with their typical busy work load. These things could be anything from a spring clean, to getting your team to write their ‘to do list’s/plans’ for the following year. You could also use this time for training and development, to ensure all that training that you’ve been meaning to do actually gets done!

4. Set the expectations AND the right tone; try to avoid the condescending “keep focused emails” as they tend to make your team feel like you have no confidence in their commitment. Instead send THANK YOU emails! Say how much you appreciate their hard work this year and that would you love their help in making December productive, so you can finish the year with a bang! Reminding your team how much you value their dedication and commitment is a great way to ensure it continues throughout December.

5. Manage the festive spoilers; if someone is persistently late into work /coming back from a break or arriving at work hung-over or drunk, these behaviours need to be address separately and privately. No matter how well-meaning a group message might be, this is highly likely to disengage those who are doing the right thing. On the other hand, if it is not addressed, it can bring down the office productivity levels. Don’t be tempted to let these issues slide just because it’s Christmas… If you need to have these conversations, then you need to have them… promptly!

It is probably a good time to check your employee handbook to ensure you have relevant time keeping, alcohol and other related behavioural policies in place. Visit HR Revolution’s one stop document shop for all your policies and procedures www.hrrevolutionshop.co.uk

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Fri fun… Does your boss make the tea/coffee…

According to a recent poll by Yorkshire Tea, over half of bosses have never made a cup of tea for their employees!!  I suppose I’m one of the lucky ones then, as my boss at HR Revolution most certainly makes a good cuppa, both tea and coffee!!

Apparently the worst culprits are head teachers, whereas builders and IT Chiefs are the most likely to put the kettle on.

The survey also found that men were more likely to make themselves tea without asking anyone else if they would like one, now this I can believe!

However, the research also found that nearly half of UK workers were too busy to stop for a cup of tea, and one in four thought they were not allowed a tea break.  This could be harming their efficiency as 44% of workers said they felt revived after a cuppa, and 33% felt more productive.

Psychologist Honey Langcaster-James warns that ‘presenTEAism’ could potentially do more harm than good.

“Fewer tea breaks reflect the increasing pressure people feel they are under at work. Whereas in the past taking a tea break was seen as a valuable social activity in the office, it is now beginning to be seen as an unnecessary indulgence and waste of productive work time.

“Yet research has indicated time and time again that striking a balance by taking short breaks during the working day increases people’s productivity and creativity.’

What are your thoughts on the tea/coffee break debate?  At HR Revolution, we most definitely need caffeine, how much caffeine do you need to get through the day.

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A version of this blog first appeared on HR Grapevine.

Highlight the positivity in your workplace

We all know that the environment you work in has a big impact on how you feel, but did you know as adults we spend over two thirds of our life at work!! a very sobering thought indeed…

So it is really important as an employer to create a positive workplace, where employees have mutual respect, feel valued and appreciated as these things strongly contribute to creating happy employees.

Listed below are ways to help achieve this:

  1. Acknowledge accomplishments – It is a proven fact that employees respond to praise and appreciation expressed through recognition of their good work, because it reinforces their work is valued.  When employees feel like this, their satisfaction and productivity rises and they are motivated to keep up or improve their good work.  Doesn’t everyone appreciate a ‘pat on the back’ to make them feel good, I know I do!
  2. Listen to employee feedback – As we know feedback whether good or bad is fundamental in the workplace.  You need to discuss with employees what they have accomplished and what is going well in their job, a good way of making sure you make good use of their strengths or demonstrate what they can improve upon.
  3. Reward good work – In the current climate, as an employer you may not always be able to reward by means of a pay-rise, but you could implement exciting incentives that give the employee something tangible to work towards.  Gift cards are a good cost effective way to do this, and gives the employee the choice of what they want.

Does your company have any novel ideas of keeping morale high, we’d love to hear them, please comment below.

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Flexible working denial harming mothers

I came across this interesting article courtesy of HR Today.  Being a working mother myself,  I understand this quite well and the struggle to return to the workplace.

Research from Workingmums.co.uk indicates employers may not be taking flexible working requests seriously.  More than a quarter (26%) of working mothers have had a flexible working request denied, and 12% claim their employer did not even seem to consider their request at all. More than a quarter (27%) said the reason given for turning down the request was not compliant with flexible working legislation.

For women on maternity leave the figures were higher, with 35% of those who’ve had a flexible working request turned down saying it was rejected on non-compliant grounds.  Two-thirds (68%) said they did not feel the rejection was justified.  However, 79% did not appeal the decision.

The founder of Workingmums.co.uk, Gillian Nissim, said that although progress has been made over the past decade there was still work to be done.  When she founded the site over 10 years ago, it was difficult to find flexible new jobs and many women who were working flexibly, felt their careers had been sidelined.  Things have come a long way and businesses now see the benefit in creating a more family friendly workforce.  But obviously a lot more needs to be done to create the kinds of workplaces that work for people who need flexibility, for whatever reason.

Nissim added that more education on rights for working parents could be key.  “We would like to see more efforts made both to promote the case for flexible working more widely and to educate women about their rights with regard to the legislation.”

However, employers should always consider requests in a reasonable manner and can only refuse them if there is a legitimate business reason for doing so.

If you need help with your flexible working policy, why not call us on +44 (0) 203 538 5311.

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