Why you need to hire in December…

As with most things work related there is a quieting down towards the end of the year, especially recruitment, but it should be the optimum time and here’s three reasons how hiring in December can actually help you.
Get ahead of your competition
There’s a common thought-process (often misguided) when hiring new talent that anyone would be lucky to work for you. You’re doing the world a favour by having a job vacancy.
Ok this may be true, you might be a great business to work for, but unless you’re Google or Apple, Joe Bloggs won’t know that. They don’t know you as being any better than your competitor, so what reason do they have to join you?
By hiring in December, there’s at least one reason… you are hiring now. Most of your  competitors are waiting until January, due to winding down in the festive season.

Hiring in December means you will avoid the January dogfight when businesses start hiring again and because of the abundance of jobs, the candidates get their pick, and you might have to offer more money to entice them… more so in January than the rest of the year; up to 10-15% more, in fact.

No time wasting

Did you know, it also takes up to 5-10 days longer to hire in January! By hiring in December you free up the start of the new year to do business, rather than carrying out interviews.

Additionally you’ll save even more time because you won’t be wasting January training new employee, hopefully, they will have picked up the job in a relaxed, pre-holiday environment. You can even invite them to the Christmas do, get them to know the team in an informal setting. No better time to get to know your new colleagues in an informal setting it sure beats those January blues.
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Make your life easier

Statistics show that job applications are 3% higher in November and December. The reason being that people tend to have more free time, with work winding down.

That’s more free time on social media and the web – meaning it’s more likely they will see your job advert, have time to take your calls and time to interview.
It is also a time of excessive spending – shopping, travel and parties. Some may start to reconsider their financial situation and the need for a better paid job.
And if you think job seekers will be too busy swigging mulled wine and opening presents to bother with recruitment, think again, applications are made on Christmas Eve, Christmas Day and Boxing Day!!!
Get your 2019 off to a flying start, get hiring now.

If you need any HR advice on, attracting, recruiting and onboarding, get in touch today: +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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Job descriptions – why getting them right is so important

We all know what job descriptions are, but how much importance do we actually give them? Writing a good job description should be a really important part of your business, as they provide a road map for potential employees, explaining what the job they are applying for involves.

Here we list a few reasons why job descriptions are indispensable for employers and employees alike:

They set-out expectations

How can you expect someone to do their job if you don’t explain their responsibilities to them properly? Providing applicants with solid job descriptions ensure they understand exactly what will be expected of them if they are selected. Clarity in a job description puts potential employees on the same page as you, and aligns them with your company’s vision and goals and assists you in finding the best person possible for the role.

They empower communication

A well written job description should fully communicate the essential requirements of your vacancy to any applicants. Among other things, they should include a job summary and all the requirements which need to be fulfilled by applicants, such as relevant qualifications and experience. This will avoid any mistaken interpretations being made on what the job role involves.

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They facilitate recruitment and training

Job descriptions need to set out all the important aspects of a particular position, so an employer can easily refer to them when recruiting or training existing employees. All-encompassing job descriptions can improve a company’s ability to manage its people and their respective roles, as well as help them develop both professionally and personally.

They provide structure

Good job descriptions establish structure and discipline within the workforce. In reality, it isn’t that difficult to create them, especially if you involve the employees you already have to help you develop them. As long as they promote the company’s values and re-enforce the company’s culture, job descriptions will help you attract the right people and manage the roles of all your employees effectively.

A well written job description opens the door for a successful hiring process, if you need help or advice get in contact with HR Revolution: +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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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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6 reasons why employees quit their jobs

When you think about why employees leave jobs, you may be quick to assume that it is money that is the main driver, but in reality money is much less of an issue than personal factors and as an employer surely the number one priority for the continued success of your business is finding out why your employees are leaving.

When one of your employees hands in their notice, finding out why could be the key to discovering whether something is remiss within your business, i.e. a manager that people aren’t happy with, or heavy and demanding workloads.

On the other hand, they could be leaving for a job at a different company. Why is that? You need to ask yourself, what are they doing better? and why is working for them more appealing than working for you?

If you know why an employee is leaving you can then start to gather valuable information that could boost your recruitment and retention practices.

Below we list 6 reasons why employees quit their jobs:

1. Feeling undervalued

All employees want to feel that they are making a positive contribution in the job they do and more importantly that they are appreciated.

It might be interesting to know that this doesn’t necessarily mean giving rewards or salary raises, although I’m sure nobody would complain!! Often, a simple ‘thank you’ is a powerful way of changing someone’s perspective.

2. Insufficient management

If employees don’t feel that they’re being managed effectively, they may look for jobs elsewhere. People won’t always get along, but if an employee is struggling to connect with their manager then there will be difficulties in the workplace.

However, if many people are finding one manager particularly difficult to work with, then this could indicate a rather bigger issue.  Sometimes, the opposite is true, a manager could be a good friend to everyone on their team, but might struggle with delegating, communicating and keeping projects on track.

3. No progression prospects

Most employees will want to feel that they can progress in their role, inspiring them to work hard so they can be rewarded with promotions and pay rises.

New challenges are valued. It can be demotivating for workers to feel that they’re trapped at their current level, with no room to grow and improve. They might be tempted to leave if they feel they aren’t progressing, especially if they have opportunities being offered to them from another business who offer great career development.

Be aware though that some employees will be happy in their current positions and not want to be continually pushed to progress.  For them, promising promotion opportunities could be just as likely to make them feel pressured and inclined to leave. Your main aim is to know what each employee wants, so it is a good idea to make sure you discuss these in performance reviews.

Always bear in mind that a lack of progression ambition does not indicate a lazy or unmotivated employee, some people are simply happy with their current level of responsibility.

4. No work/life balance

A good work/life balance is now more important than ever, especially as we are connected to our smartphones and laptops 24/7, sometimes, no amount of money is worth certain sacrifices, early mornings, long days at work, hours travelling to and from work, people need and value their free time.

Many employers are finding solutions that benefit everyone, such as offering on-site facilities: gyms, coffee shops, childcare facilities and customised office spaces, to help bring the work/life balance into the workplace.

5. Colleague clashes

Being in an workplace environment where employees feel they are among friends can make all the difference to job satisfaction.

If an employee spends every day clashing with a colleague, either because they don’t get on, feel they are not pulling their weight or have very different opinions about how the work should be done, then there’s a disaster waiting to happen.

You might want to step in and mediate. If you can’t identify the problem and help resolve it, then there’s a good chance that someone will be leaving.

6. Lack of work enjoyment

Of course personal tastes and preferences change, at every stage of life, what you may have aspired too at 23 maybe very different at 40.

Some people decide after years in the workplace that they are ready for something new, while others spend a couple of months in a role and realise that they’ve made a mistake.

There are very few things that you can do to retain an employee with a different path in mind, but it might be worth seeing what alternative jobs you can offer if you would really like to keep them within your business.

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At HR Revolution we understand what it takes to create a great team, and as experts in HR we are well placed to support you with the first steps towards achieving a competitive business through your people.

So if you are looking for recruitment solutions that go beyond simply hiring your newest team member get please 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.

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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

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