How to Foster High Performance by Creating the Right Workplace Culture

workplace-culture

Having the right workplace culture can make all the difference, in regards to your company’s success. As a company executive, you’ve probably wondered about the things you can do to boost the productivity and performance of your organization. While nothing can change how your employees feel about their duties and responsibilities or who they work for, organizational culture can boost engagement levels and improve the day-to-day experience of your employees.

Culture is defined as the collective mind and heart of an organization. There are a lot of things that affect the attitudes of your employees about their duties and responsibilities and who they work for. When most managers conduct culture assessments, they find that most mechanisms, activities, and processes connected to the experience of employees affect their attitude toward their work and organization. The biggest influence on the experience of an employee is their managers. Let’s discuss how managers can create the right workplace culture to foster high performance.

1. Create meaningful values and communicate them

Organizational values are not philosophical principles. Values help in guiding employees on how they should interact with customers, the community, and with each other. Your organization should have no more than five values to make it easier for employees to understand and remember what’s important to the organization.

Leaders should communicate the values and the expected behavior linked to each value. This will help employees to know what’s expected of them thus reducing uncertainty and ensuring that everyone’s behavior is aligned with the values of the organization. The best way for managers to communicate values to their employees is by setting a good example. Values do not just apply to frontline staff but the entire organization including senior management. For organizational values to have meaning, leaders should adhere to them every day.

2. Proper selection is key

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Most of the time, managers rush to fill a vacant position in the organization without asking the right questions. And this leads to poor hiring decisions. Most managers look at the experience of a candidate to determine their employability. But according to essay reviews, successful leaders, on the other hand, look at how well the individual will work with others. It’s important to ensure that the candidate fits with the values and culture of the organization.

Human resource managers should consider using questions that have been tailored around the core values of the organization to know their candidates and make the right hiring decision. Another great way to conduct proper selection is by using a behavioral-interview approach. This method ensures that candidates engage in an activity during the interview process. This activity will help in pushing candidates out of their comfort zone and provide an opportunity to assess behaviors instead of asking a lot of questions.

3. Enhance the onboarding and orientation process

Research studies have shown that close to thirty percent of new hires quit within the first three months of working. To prevent this from happening to you, you should ensure that new hires receive an engaging and effective orientation during the first few days on the job together with an excellent onboarding process. It is important to set up success for new hires during this period to ensure that they feel connected to their team, job, and organization.

You can do this by establishing the right priorities from the first day. Ensure that all employees are happy and feel welcomed from the first day. By creating an organized training program and testing the comprehension of new hires, you will reduce turnover and boost the productivity and performance of your organization.

4. Communicate with all employees

The one thing that leads to poor engagement levels, low productivity, and an increased turnover rate in most organizations, according to a pro essay writer, is poor communication. Most managers are usually surprised when employees or teams report that there is ineffective communication because they think they communicate with their employees regularly. The key issue is not the quantity but the quality of communication transmitted within an organization.

Business leaders can improve communication in the organization by keeping their words short and simple, using their tone and body language effectively, and communicating in a timely fashion. Using the right channels to communicate and reinforce a message is also important. Keep in mind that communication is a two-way process. Checking on your employees regularly to ensure that they understood your message is important.

5. Recognize your employees

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Recognition is a great way to reinforce good habits, make employees feel appreciated, boost engagement and retain the best talent. However, most employees don’t feel appreciated in the workplace. A research study found that 63 percent of employees don’t feel like they get praised enough in the workplace. Every employee learns and processes information differently. Therefore, managers should ensure that they recognize their employees effectively.

Managers should use different methods to recognize their employees. And they should be based around writing, saying, or doing something. The best ways to recognize your employees include writing thank you cards or emails, mentioning their achievements in meetings, or coming up with a fun recognition program. Employees are different. Therefore, recognition should be tailored to meet the needs of every person.

6. Coach your employees

Informal feedback is one of the best ways to help your employees understand how their behaviors measure up to your expectations. Research studies have shown that 32 percent of employees wait for at least three months to get feedback from their managers. This makes it harder for employees to measure their performance and link it to the expected results. Informal feedback can be effective by ensuring that it is timely, fair, and balanced. You should explain why specific behaviors are important and include a gesture of appreciation.

7. Show employees that you care about the workplace culture

Showing your employees that you care about them individually and you’ll do whatever it takes to improve the culture of your organization. You can do this by listening to their needs and supporting them as much as you can. As you listen, make sure that you listen attentively and try to understand the perspective of your employees.

Conclusion on Workplace Culture

Successful leaders are always on the lookout for areas that need adjustments or improvements. While workplace culture is complex, the tips that we’ve shared here will help you foster high performance in the organization.

Author Bio:

Leon Collier is a blogger and academic writer from the UK. He likes trying new subjects and is always focused on proving his worth as a writer in new and challenging writing areas. His hobbies are reading books and playing tabletop games with his friends. You can reach him via Twitter @LeonCollier12.

Design A Bonus Program for Your Team

bonus program

Create an Effective Bonus Program for Your Business

One of the best ways to improve performance in your business is to implement a bonus program for your employees. A well-designed bonus program will motivate employees to achieve your goals, and you as the business owner get the lion’s share of the increase in sales and profits.  On the other hand, a poorly designed bonus system will only increase frustration and reduce morale.  Here are some things to consider.

Use Open Book Management

As a beginning place for a sound bonus system, I’m a fan of Open Book Management for any arena of business, non-profit or for profit. Since information is power, sharing your information with managers empowers them, and they will understand why they are achieving or missing bonuses prior to getting the good or bad news.

Determine Key Business Drivers

Secondly, decide what your key business drivers are and develop measures for each key driver. In other words, what major factors drive the success of your business, and what goals do you want to achieve? What goals will each retail unit need to achieve in order to attain your corporate goal?

Next, determine how much of a bonus you will share; will you establish a set pool of dollars for a flat bonus, or will the bonus be paid as a percentage of success once a certain goal has been attained? Then, of course, break it down by unit.

Decide how often you will pay the bonus. I prefer a year-end bonus since many businesses are seasonal; a good month or quarter does not always mean a good year.

Communicate, Communicate, Communicate

Finally, meet with your team on a regular basis to share financial results and other key driver results. Have your managers share what is working and not working for them at these meetings. Brainstorm at every meeting about how you can attain your goals; many times this will mean adding dollars to the top line and reducing expenses. Keep your team focused on “the ball.” Celebrate successes, and encourage managers who fall behind; learn from failures.

A well-designed bonus program works especially well within the framework of a clear, overall vision that is well communicated, deployed and that impacts every area of the organization.

Conclusion

You can see employee and customer satisfaction rise, turnover decrease, and more money in your pocket if you do this well!

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The Zoom Boom – How to Manage at a Distance

zoom

How to Manage from

a Distance – Zoom

It’s no secret that the world is changing. With more and more companies making the move to remote working, Zoom and other digital means of communication have skyrocketed in popularity. While lots of businesses have taken this in their stride, others are finding it more difficult to manage their workforces effectively. If you’ve been struggling to apply in-person management techniques to your remote employees, you’re not alone. There’s definitely something of an adjustment period, but sometimes there are small creases you can’t seem to iron out.

Fortunately, there are many ways to overcome the challenges you’re facing due to physical distance. These aren’t always easy to figure out on your own, which is why this blog is here to give you some important tips and tricks to help you out. Discover how to manage more efficiently at a distance and watch your business flourish as a result.

Finding the right tools

The first step to effectively managing your remote workforce is by finding the right tools for the job. Without these, staying in touch and collaborating with members of your team will be more difficult than it needs to be. Just because the whole world is using Zoom doesn’t mean that you have to as well. Once the initial shock has died down, think carefully about the types of tools that would serve your business the best. For example, if you’re already using Gmail, perhaps Google Meet is the next logical step to take when it comes to weekly meetings. Alternatively, you might decide that Slack’s clean interface and simple messaging system suit your business needs even more.

But it’s not just communication-specific tools you need to think about. When businesses were based in a physical office, it was easy enough to collaborate simply by sitting at the same table. But now that teams are spread around the world, it’s important to find software that allows you to collaborate online. This includes things like Google Docs, cloud accounting software, and image libraries, all of which allow team members to work together and make changes to ongoing projects.

Check-in regularly, but avoid micromanagement while utilizing Zoom

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As a manager, it can be disconcerting not knowing what your team is doing all day long. You might be worried that they’re focusing on the wrong tasks, not prioritizing correctly, or interpreting briefs in an unusual way. Things are likely running smoothly, but to avoid crossed wires, try to make meetings a daily practice. These meetings don’t have to be long, in fact, they can even be under 10 minutes, but they give everyone a chance to clarify what they’re working on and ask any questions.

But these regular check-ins have led many managers to fall into the trap of micromanagement. The morning meeting quickly becomes countless messages and requests for updates throughout the day, leaving employees to feel like they can’t leave their desks to stretch their legs. If you’ve been feeling a sense of anxiety around leaving people to their own devices, it’s time to recognize that these worries are coming from within you and have nothing to do with your staff. Trust your team to do the job they’ve always done well.

Listen and offer support via Zoom meetings

Have you stopped to wonder whether your team is finding it just as hard as you to communicate effectively? While you might be feeling like staff are willfully out of reach, they might see you as distant and unapproachable. Working from home has been difficult for lots of people, so it’s important to ask about any concerns staff might be having and listen closely to their answers. If people are struggling, these are some ways you can work to improve communication and replicate an in-person work environment:

  •       Hold drop-ins: Sometimes employees don’t want to send you a message because they don’t want to disturb you. By holding drop-ins, you give your team the confidence to come forward. These drop-in calls don’t have to take a long time, and you don’t actively need to be speaking for the whole time period. Many managers open a video or voice call and work while they’re online and available to talk. Sometimes nobody will drop in, but at least everyone knew you were available.
  •       Have a ticketing system: An efficient ticketing system allows employees to make requests and submit tasks without jumping on a call or starting a new chat. This can sometimes remove the hesitancy some team members might have over opening discussions virtually for the smallest of things.
  •       Don’t forget about socializing: While some team members will be content to have lunch by themselves, others will feel a disconnection from office life. Setting up optional lunchtime events or after-work drinks can give people a chance to bond with their co-workers. Don’t forget, there would be plenty of chances in the office for people to chat about the weekend or their holiday plans, so give them the same opportunities when they’re remote as well.

Track progress and celebrate wins with Zoom

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It can be easy to forget how far you’ve come when working remotely, as every day will blend into the next more easily. Equally, it’s all too easy to slip up and forget how close a looming deadline is if you haven’t got it blocked out on your calendar. Tracking how far along projects are is key to managing your workload when working remotely.

But it’s important to make sure you’re tracking the good things as well. Keep a close eye on both individual progress and your team’s achievements as a whole – and don’t forget to acknowledge successes. Remote working can be demotivating for some, as they might not have a real, tangible picture of the impact of their work. Celebrating projects that went well can rekindle a sense of team spirit and boost morale.

And finally… Don’t panic

Thousands of businesses across the world have started working remotely, putting them all in the same boat as you. Remote working has its ups and downs, but as a manager, it’s your job to help your team make the best of them. Stay level-headed and meet the challenges that come with a well-thought-out plan of action.

7 Important Pre-Employment Tips Every HR Should Know and Follow

pre-employment
“Hire right because the penalties of hiring wrong are huge.”
  • Ray Dalio

Hiring the right people goes a long way to maximize cost, save time, and bring in a high return on investment for your company. Pre-employment can be a difficult process to overcome.

Undercover Recruiter reports that hiring a bad hire can cost about $240,000 in expenses, and CareerBuilder says nearly three in four employers are affected by a poor hire. 

To avoid the dire consequences of hiring the wrong employees, you must pay attention to your pre-employment process. This is so you can hire the right people who will contribute immensely to your company’s growth. 

This article will walk you through the seven practical ways to create an excellent pre-employment process that brings the right candidates for your organization.

Let’s get into it.

7 Pre-employment tips for selecting the best candidates 

There are seven critical tips to follow when looking to hire the best candidates for your company. They are practical and can help make your recruiting process a lot more effective. Let’s check them out below:

  • Invest in recruitment marketing for pre-employment

If you are looking to hire the best talents for a role, you have to invest in effective marketing that reaches and attracts the right people.

 Effective recruitment comes with approaching the recruitment process with a marketing mindset, just like you would when attracting new customers. 

The best way to hire the most qualified candidates is by studying the three stages —awareness, consideration, and decision stages —  of their journey with your company.

pre-employment

In the awareness stage, your candidates become aware of your job vacancy. There’s also the consideration stage where prospective candidates evaluate your company and the position available to see if it’s a good fit. And there’s the decision stage, where your prospective candidates decide to apply for the job. 

It’s essential to know that each of these stages requires different approaches to be successful. For example, suppose you want to generate enough awareness to reach the suitable candidates and get them to consider the positions in your company. This means you need to invest in promoting your employer brand across several platforms. 

What reputation do you have with your employees? What is your employee culture, and what are the perks of working with your organization? You want to ensure you put these positives out there for your candidates to see. Because apart from the pay, the best talents want to work in an environment that lets them grow and be better. 

By highlighting your employee benefits, work culture, and work environment, you will be able to answer your top talents’ most prominent questions and they will be able to make a decision to work with you. 

  • Ask for referrals during pre-employment

Asking for referrals from your existing employees or partners increases your chances of hiring the best candidates. This is because your current employees or working partners are more likely to have people with similar skill sets in their circle. 

Apart from this, asking for referrals comes with tons of benefits. First, they help speed up the hiring process because the referred candidates are most likely qualified and can save your team the rigor of pre-screening stages.

Secondly, the onboarding process is a lot easier. This is because the candidates are already familiar with at least one of your employees who can help with explaining the company’s culture and values.

Thirdly, referrals are excellent ways to actively engage the rest of the team in the recruitment process, which increases your chances of reaching a pool of talents to hire. 

To seek referrals from your employees, send emails stating the vacant positions available and highlighting the skills, requirements, and qualifications required to fill the positions.

Also, show them how you would like them to send the candidates your way. For example, would you prefer they send the details of the candidates through your email, or would you prefer they connect you directly to the candidate while you and your team take it from there? 

Stating your expectations clearly can help your employees recommend suitable candidates following the proper procedures to simplify recruitment. 

  • Conduct pre-employment skills testing 

Pre-employment skills testing is one of the most critical parts of your recruitment process that should be carried out effectively to hire the best candidates for a role. 

It is how you know a candidate has what it takes to perform excellently in a role. Pre-employment skills testing is of different types. There are soft skills tests, hard skills tests, role-specific tests, personality tests, culture fit tests, cognitive ability tests, and many more. 

Conducting these tests goes a long way in streamlining the number of qualified candidates you have for a role and selecting the best talents among the eligible candidates.

It also helps you save big on recruitment costs and reduces time-to-hire. As a result, you will spend less time on the wrong candidates and avoid the expenses of replacing bad hires. 

  • Create great experiences for candidates

Top talents are concerned about how a company treats them. This experience starts from the time your candidates get to know about your job all through to the recruitment process. So, you must make the recruitment process as seamless as possible for your candidates.

Start with making the initial application process straightforward. Keep your candidates informed throughout the process, from the details about the interview’s time, dates, and requirements to your expectations during the assessment process. 

Another way to keep the experience positive for your candidates is to provide constructive feedback when necessary. 

For example, if a candidate wasn’t hired due to a failed assessment or not meeting specific requirements, it’s good to inform the candidates that your company won’t be hiring them and why. 

The timely and constructive feedback can help the candidate move on to seeking opportunities in other places early; it can also enlighten them on their shortcomings to find ways to improve to be qualified for future opportunities. 

Also, you will be able to leave a positive impression of your company in the minds of your candidates, which can help with future collaborations. 

  • Collaborate effectively with the team

Hiring suitable candidates is teamwork. It is, therefore, essential to carry everyone in the team along in the process. 

While you will be in charge of the execution as the hiring manager, you will also need to carry the executives, the financial adviser, and the rest of the human resources team along throughout the process.

Also, inform other employees outside your team ahead of time if you need their help with the recruitment process. 

For example, if you need the design team to come up with graphics for the job ad or the social media manager to post the job ads across the social channels, they should know what is expected beforehand. 

Keep the communication open and consistent to keep everyone involved in the hiring process updated every step of the way. This will go a long way in facilitating the recruitment process to achieve the right outcome. 

  • Understand that it’s never a one-size-fit

It’s important to know that although it’s good to have a system to guide you through the recruiting process as a company, it’s also critical to understand the system won’t be applicable in all cases. 

There will be exceptions, situations where you have to develop new processes to meet unusual cases. 

For example, in situations where there’s an overflow of work, you need new hands to help the existing employees urgently, or for cases where more than two employees leave the organization without notice. 

There would be a need to come up with new processes to tackle these urgent needs. 

The effectiveness of a recruitment pre-employment stage is its ability to consistently meet the organizations’ current needs. It must therefore be open to change and improvement as new situations arise and as the company evolves. 

  • Be proactive 

Proper planning is the secret of any successful pre-employment process. This means none of the activities in the pre-employment stage should be an afterthought; every process should be designed to make the employment process a success. 

This involves setting expectations and goals and predicting the outcome of the pre-employment stage to make the best decisions. 

Understand the present stage of staff. Stay updated on who would be retiring or resigning from the organization soon so you can work towards finding a replacement before the employees leave the organization. 

Remember, the success of your pre-employment stage depends highly on how well you plan and how effectively you execute your plans. One way to ensure a practical planning and execution process is to stay proactive. 

Conclusion on Pre-Employment

pre-employment

An effective pre-employment process saves your company from bad hiring decisions. This article discussed seven practical tips to introduce into your pre-employment process to enable your company to hire the best talents.

These tips include marketing your company’s employee benefits effectively, asking for referrals, conducting pre-employment skill tests, delivering great candidate experiences, keeping everyone in the team updated, keeping the system open to change, and being proactive in the processes. 

Use these tips to improve your pre-employment process and enable the recruiting team to hire the best-qualified candidates for the job.

Author Bio:
Lydia Iseh is a writer with years of experience in writing SEO content that provides value to the reader. As someone who believes in the power of SEO to transform businesses, she enjoys being part of the process that helps websites rank high on search engines.

6 Tips to Increase Your Business Value

business-value

Six Tips for Increasing the Value of Your Business

Owning a business represents a life’s work for most people, an emblem of their vision, creativity, determination, and perseverance. Needless to say, your business value is one of the most important factors to success. As a result, when the time to sell eventually comes around, business owners will want to receive top dollar for their company. While businesses are ultimately valued for their ability to generate growing profits in the years to come, the following 6 tips can help in this regard and increase the value of your business in the eyes of potential buyers. 

1. Get Your Documentation in Order

One of the best ways to increase the value of your business is to, well, know the value of your business. Investors will assess your business on a number of factors, such as debt-to-income, free cash flow, and projected sales growth. In the end, if they see that your business is in a strong position to provide them a healthy return on their invested dollar, your business’ valuation will skyrocket.

The problem is that many small business owners have no idea on how to value a business. Business valuation requires a unique mix of tangible and intangible considerations. Among the tangible factors that can influence a business’ valuation include EBITDA, profits vs. cash flow, trends in profit, and percent of market share. General accounting financials, such as balance sheets, income statements, and tax returns, are also important to compare on a year-over-year basis. On the intangible side, pending legal rulings, brand image, the business’ sustainability practices, and goodwill in the community are all important factors that can drive value. 

Having organized documentation for the business may be difficult for the business owner amid the grind of day-to-day operations. Therefore, it is a good idea to work closely with professional accountants, attorneys, and business brokers when forming a business valuation. While there may be up-front costs for these professional services, having an accurate assessment of the business’ worth is an important first step in laying the foundation for increasing value. 

2. Demonstrate Scalability to Help Business Value

business-value

A scalable business does not have to spend more money to make an additional sale, allowing profit margins to increase alongside revenue. Scalable businesses are attractive to potential buyers because hypergrowth scenarios are possible with the correct marketing and execution, as owners can focus on running the business without the need for significant capital expenditures.

One step that businesses are taking to ensure greater scalability is to incorporate subscriptions into their business model. In general, it does not cost businesses much more money to sell an additional subscription. This has caused subscription models to proliferate across a wide range of industries, with car subscription services, alone, set to increase by 71% by 2022. 

3. Take Steps to Ensure Employee Loyalty

As many businesses scramble to find ways to leverage technology and increase automation in their operations, it may seem intuitive to believe that employees are less important than ever. However, there are a couple of reasons to reconsider this notion.

First, potential buyers are likely to be attracted to those businesses that come with high-performing employees, as it will save them time and resources in recruiting, hiring, and training their workforce. In fact, statistics show that businesses spend more than $4,100 per new hire, so businesses coming with a ready-made staff will be highly appealing.  

In addition, customers are more likely to choose businesses with a strong reputation of treating employees well, with 29% of a surveyed sample saying that how a business treats their employees is a significant determining factor for whether they will become a loyal customer. Therefore, if you regularly explore ways to make employees feel valued and solidify their loyalty, it has the potential to greatly increase the company’s value.  

4. Improve Your Business Space

As many businesses continue to explore ways to increase remote work and contactless order fulfillment, those companies with physical locations must find creative ways to optimize their business spaces. One idea involves using large windows and open spaces to increase natural light flow, which provides a more inviting ambience to attract customers and lowers utility requirements. In addition, it is important to design physical spaces in an adaptable manner, allowing the area to be shared with other patrons or rented out for special occasions.   

5. Increase the Convenience of Your Offerings

Fast food and drive-thru windows are an early example of the premium customers are willing to pay for convenience. Since the COVID-19 pandemic, delivery and curb-side pickup have also taken off. Finally, the continuing movement toward ecommerce has many customers choosing the convenience of online orders as opposed to visiting physical storefronts.

Therefore, any features that can add convenience to the customer experience are a great means of increasing your business’ value. In addition to the aforementioned features (if applicable), some other ideas for adding convenience include:

  • Business-specific apps that allow for quicker shopping and faster payment
  • Favorable shipping costs and terms
  • 24/7 accessibility
  • Subscriptions and recurring purchases so customers don’t have to remember to make a purchase. Just remember to make out opt-out avenues easy to locate

6. Add Automation as You Increase Your Business Value

business-value

Although it is critical to have a loyal and high-performing staff to appeal to potential buyers, there is no denying that automation will have a positive impact on valuation. Business investors will savor the idea of not having to pay salary, benefits, and time off for every single business function.

Self-checkout kiosks are an obvious choice for businesses that feature a physical storefront. However, even for businesses that are strictly online, there are still ways to add automation. Ecommerce CRM processes, feedback templates, chat bots, contactless payroll, and order fulfilment software are all ways to increase business value while reducing the work required on the part of the business owner.

Increase Your Business Value

As a business owner, it is essential to take steps to increase the value of the business in order to receive top dollar at the time of sale. By getting documentation in order, demonstrating scalability, ensuring employee loyalty, improving the business space, increasing the convenience of offerings, and adding automation, business owners can increase the value of their business and appeal to a wider range of prospective buyers.

4 Best Solutions You Can Tailor for Your Remote Workers

remote-workers

Four Best Remote Worker Solutions You Can Implement

Remote workers can be an essential aspect of your business. Ever since the COVID-19 pandemic began and spread, companies underwent forced lockdowns, thus increasing the number of remote working employees. A survey states that 88% of businesses worldwide directed and encouraged their employees to work from home. This unexpected change in circumstances forced many companies to search for ways to work with their remote employees. Thanks to advancements in technology and software, employers progressively find it easier to work productively with their off-site staff. Reports show that several companies are changing some job positions to allow their workers to work full-time or partial hours from home.

Now, companies can tap into several solutions to meet their productivity quota with remote working staff. As an employer, what are some of the best solutions you can tailor for your remote workers? 

Human Resource Onboarding Software

Various digital human resource (HR) platforms ease the time-consuming process of hiring and integrating new staff into an organization. These HR digital packages assist in the reduction of time taken between searching for capable employees to hiring them. These platforms aid you in reducing the amount of paperwork needed for hiring staff, processing employee benefits, and simplifies the set-up of payroll.

  • GoCo Onboarding platform

GoCo blog points out companies can customize HR platforms to meet the needs of their business. The value of these platforms affects your business’s bottom line by reducing the cost of having a well-streamlined HR structure. 

Communication Platforms for Your Remote Workers

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Ongoing and clear communication is essential to the success of any business project and venture. Your remote workers face isolation and non-face-to-face immediate interaction. Team meetings, coffee and lunch breaks, chats with colleagues made it easier to access direct information between in-house co-workers. Employees working in remote locations do not have the same access to these informal chats. To reduce this lack of immediate communication, you can invest in internal communication customizable software and platforms to include remote workers. 

  •  Zoom Video Conferencing

The Zoom platform enables businesses and individuals to conduct group meetings, one-to-one meetings, and host events and webinars. During these events, Zoom video conferencing allows you to present your PowerPoint presentations, the use of whiteboards, and other software that engages your employees or clients. It allows for the set-up of different breakout rooms for more in-depth team discussions or social chats. You can record a meeting or webinar to have it accessible during offline hours to your employees, clients, or as a marketing tool for your website.

  • Microsoft Teams to Help Your Remote Workers

Microsoft Teams offers a virtual office for team discussions, meetings, social chats, and team document collaboration. This virtual office makes it easier for remote workers to fit into an organization or company. Microsoft Teams allows room for file sharing, basic video calls, integrating different applications, and other features. A feature within Microsoft Teams is its digital working space under its ‘Together mode’ that allows both in-house and remote teams to work in the same workspace or ‘sit together’ as a team.

Remote IT Support and Support for Remote Workers

In-house office setting, getting the IT staff to check on your computer or failing software is not a hustle. How about when you are working remotely? Platforms such as TeamViewer make it easier for the IT guy to help you fix your computer problem.

With TeamViewer installed on your computer, the IT staff can remotely and securely access it. You provide the IT person with the login details and the security number generated when you access the TeamViewer, thus allowing the IT staff to access your computer and help you fix the computer issue. Team viewer gives remote access to any device across various platforms.

7 Ways To Use Recruiting Automation In Your Hiring Process

recruiting-automation

Technology has changed the way we do most things, including hiring workers. Recruiting agencies are also benefitting from new technologies. One of these technologies is recruiting automation software. The idea behind this software is that it does the busy work for your team, reduces human error, and helps you focus on the more important tasks that the software cannot do.

75% of recruiters are saying that technology will be playing a much larger role in future years to come. Not only that, but many recruiters are relying on smart technology to help streamline their productivity in the workplace.

So, what are the benefits for using recruitment automation?

Why Use Recruiting Automation Software?

There are a few main reasons why recruitment teams should be using this kind of software. Here are some of the most important reasons to incorporate this technology into your hiring practices.

  • Better Productivity– The whole idea behind this software is to help your team work more efficiently and make better decisions at a quicker pace. Automating manual resume screening and interview scheduling allows employees to focus on more meaningful work.
  • Enhanced quality of hire- Automation improves the quality of a company’s hiring efforts. It allows recruiters to employ people based on characteristics that were predicted for job success. Not only that, it can lead to better and more stable hiring decisions over time.
  • Improved candidate experience-Job candidates also benefit from automation software. Potential employees don’t have to wait as long for responses, don’t have to wait as long for a hiring decision, and experience a more efficient overall process.
  • Bias-less hiring- When you use recruitment automation software for assessing and ranking candidates, you remove any common hiring biases and make a completely objective hiring process. This in turn leads to increased diversity in the workplace.
  • Decreased time to hire- Every day a job role goes unfilled in a company is a day where the company faces lost profitability and productivity. Automating certain aspects of hiring, like candidate pre-screening and assessments, greatly reduces the overall time to hire.

These are some of the best reasons to use recruitment automation software in your hiring process. So, now that we understand the why recruitment teams should take advantage of this technology, we need to investigate how we can implement this software in the hiring process.

What Are Some Ways Recruiting Automation Software Can Be Used During The Hiring Process?

How does automation software help recruitment teams? Here are 7 ways in which this technology is used in the hiring process.

  1. Job advertising

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Traditionally, when a position opens up within a company, that job would be advertised in the local newspaper and listed on job boards. Then came listing it on the internet. With recruitment automation software, you can use programmatic job advertising instead, which is the purchasing of digital advertisements using software.

Using automation software allows you to place your job advertisement all over the internet. These ads usually have low or no return on investment costs, which saves your company money, by making use of automated advertising budget management. “This automation can help recruiters reduce cost-per-applicant by over 30%” explains Troy Ryan, a project manager at Elite assignment help and State of writing.

Recruiting automation also improves your employer brand messaging, focusing on employee experiences, giving a favorable light to company culture, and pushing out branded content that is more appealing than the average job posting.

  1. Background screening

Automated systems are great at weeding out the wrong job candidate for your company. With recruitment automation software, you can carry out background checks by running any contact information through the system for verification of their identity and confirm employment eligibility.

  1. Applicant tracking

This is the most common automation software that recruiters use. Applicant Tracking Systems are used to collect and track the recruitment process in a database, from when a job candidate first applies for the position, to when a final decision to hire or not is made. It is a great organizational tool.

  1. Recruiting via social media

Nowadays, jobs are advertised via social media. In fact, 98% of recruiters use Linkedin to post jobs and source candidates, as well as other sites like Instagram and Twitter. It’s super easy and efficient to use automation software to manage your social media recruiting, such as automating when you make a social media post and launching recruitment campaigns.

  1. Pre-employment assessments

There are pre-hiring platforms dedicated to pre-hiring assessments. These platforms are invaluable for assessing relevant skills, characteristics, and automatically ranking of candidates based on their assessment scores. This mitigates any hiring biases that might skew candidate selection, making the hiring process more objective.

Most of these skill assessment platforms also integrate easily with your company’s ATS, keeping your company’s information on potential candidates as up-to-date as possible.

  1. Interview scheduling with recruiting automation 

Scheduling interviews also is a huge time sink and requires impeccable organizational skills. It’s considered to be the most tedious task out of the hiring process.

Automation software helps by saving time and streamlining the process, creating a smoother and better experience for recruiters and potential new hires alike.

  1. Candidate rediscovery and ranking

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Most of the time, you will have multiple candidates for one position, and will only hire one of those candidates. However, the job market is very competitive, and it really benefits you to keep track of talent even if they were previously turned down. Candidate rediscovery and ranking technology can help here, as it helps companies identify past candidates who might be a good fit for the current role, as well as their candidate scoring and ranking to help speed up the hiring process overall.

Recruitment automation software is a massive help for recruitment teams. These are 7 of the most common ways in which recruiter implement automated technologies within their companies. It can be used in a variety of ways and offers many distinct team advantages.

Christina Lee is a social media strategist at Student writing services.

How to Foster High Performance by Creating the Right Workplace Culture

workplace-culture

As a company executive, you’ve probably wondered about the things you can do to boost the productivity and performance of your organization, which includes the state of your workplace culture. While nothing can change how your employees feel about their duties and responsibilities or who they work for, organizational culture can boost engagement levels and improve the day-to-day experience of your employees.

Workplace culture is defined as the collective mind and heart of an organization. There are a lot of things that affect the attitudes of your employees about their duties and responsibilities and who they work for. When most managers conduct culture assessments, they find that most mechanisms, activities, and processes connected to the experience of employees affect their attitude toward their work and organization. The biggest influence on the experience of an employee is their managers. Let’s discuss how managers can create the right workplace culture to foster high performance.

How to Create a High-Performing Workplace Culture

 

1. Create meaningful values and communicate them

Organizational values are not philosophical principles. Values help in guiding employees on how they should interact with customers, the community, and with each other. Your organization should have no more than five values to make it easier for employees to understand and remember what’s important to the organization.

Leaders should communicate the values and the expected behavior linked to each value. This will help employees to know what’s expected of them thus reducing uncertainty and ensuring that everyone’s behavior is aligned with the values of the organization. The best way for managers to communicate values to their employees is by setting a good example. Values do not just apply to frontline staff but the entire organization including senior management. For organizational values to have meaning, leaders should adhere to them every day.

2. Proper selection is key for improved workplace culture

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Most of the time, managers rush to fill a vacant position in the organization without asking the right questions. And this leads to poor hiring decisions. Most managers look at the experience of a candidate to determine their employability. On the other hand, successful leaders look at how well the individual will work with others. It’s important to ensure that the candidate fits with the values and culture of the organization.

Human resource managers should consider using questions that have been tailored around the core values of the organization to know their candidates and make the right hiring decision. Another great way to conduct proper selection is by using a behavioral-interview approach. This method ensures that candidates engage in an activity during the interview process. This activity will help in pushing candidates out of their comfort zone and provide an opportunity to assess behaviors instead of asking a lot of questions.

3. Enhance the onboarding and orientation process

Research studies have shown that close to thirty percent of new hires quit within the first three months of working. To prevent this from happening to you, you should ensure that new hires receive an engaging and effective orientation during the first few days on the job together with an excellent onboarding process. It is important to set up success for new hires during this period to ensure that they feel connected to their team, job, and organization.

You can do this by establishing the right priorities from the first day. Ensure that all employees are happy and feel welcomed from the first day. By creating an organized training program and testing the comprehension of new hires, you will reduce turnover and boost the productivity and performance of your organization.

4. Communicate with all employees

The one thing that leads to poor engagement levels, low productivity, and an increased turnover rate in most organizations is poor communication. Most managers are usually surprised when employees or teams report that there is ineffective communication because they think they communicate with their employees regularly. The key issue is not the quantity but the quality of communication transmitted within an organization.

Business leaders can improve communication in the organization by keeping their words short and simple, using their tone and body language effectively, and communicating in a timely fashion. Using the right channels to communicate and reinforce a message is also important. Keep in mind that communication is a two-way process. Checking on your employees regularly to ensure that they understood your message is important.

5. Recognize your employees for better workplace culture

Recognition is a great way to reinforce good habits, make employees feel appreciated, boost engagement and retain the best talent. However, most employees don’t feel appreciated in the workplace. A research study found that 63 percent of employees don’t feel like they get praised enough in the workplace. Every employee learns and processes information differently. Therefore, managers should ensure that they recognize their employees effectively.

Managers should use different methods to recognize their employees. And they should be based around writing, saying, or doing something. The best ways to recognize your employees include writing thank you cards or emails, mentioning their achievements in meetings, or coming up with a fun recognition program. Employees are different. Therefore, recognition should be tailored to meet the needs of every person.

6. Coach your employees

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Informal feedback is one of the best ways to help your employees understand how their behaviors measure up to your expectations. Research studies have shown that 32 percent of employees wait for at least three months to get feedback from their managers. This makes it harder for employees to measure their performance and link it to the expected results. Informal feedback can be effective by ensuring that it is timely, fair, and balanced. You should explain why specific behaviors are important and include a gesture of appreciation.

7. Show employees that you care about the organization’s culture

Showing your employees that you care about them individually and you’ll do whatever it takes to improve the culture of your organization. You can do this by listening to their needs and supporting them as much as you can. As you listen, make sure that you listen attentively and try to understand the perspective of your employees.

Conclusion on the importance of workplace culture

Successful leaders are always on the lookout for areas that need adjustments or improvements. While organizational culture is complex, the tips that we’ve shared here will help you foster high performance in the organization.

Author Bio:

Leon Collier is a blogger and academic writer from the UK who works with professional writing services and BrillAssignment. He likes trying new subjects and is always focused on proving his worth as a writer in new and challenging writing areas. His hobbies are reading books and playing tabletop games with his friends. You can reach him via Twitter @LeonCollier12.

How to Hire Top Talent on a Shoestring Budget

top-talent

An organization with a large hiring budget can offer a candidate higher salaries, expensive benefits with stability. But what about the companies who can’t afford recruitment on a large scale with large budgets? It can be difficult to hire top talent.

Small companies, especially startups, struggle to meet their staffing requirements in a way that is affordable for them. To make up for the cost, companies must explore some creative options to find talented employees that won’t cost much.

Let’s start by understanding the Cost per hire. To calculate your per hire, apply the following formula:

Cost Per Hire = (Internal Hiring Cost + External Cost / Total Hires)

If you want to compare the cost per hire, here are some numbers for reference

Avg Cost per hire in India – $350

Avg Cost per hire in US/Europe – $3000

Avg Cost per hire in the Asia Pacific – $800

How to Hire Top Talent on a Shoestring Budget

Here are some ways which can be applied in the traditional recruitment processes:

#1 Instead of recruitment agencies reach out to internal employees for referrals

Current employees can be asked to name 3 people “Who can be the best person for this job”. Not only this can help in saving money and time, but according to studies it also improves the quality of hire, reduces turnover rate, and increases the offer acceptance rate.

You can reach out to former employees too since they understand the job and the company, they can be helpful in identifying qualified candidates.

Savings Calculator: Recruitment Agencies typically charge one month to two month’s worth of salary as a fee for finding the right talent. So Assume a job comes with a $1000/month salary. By incentivizing your employee referral, you stand to save $1000-2000.

#2 Improve your web presence to attract top talent

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In this age of digitalization, the internet can be helpful in increasing your organization’s reach to a wider audience.

With the help of your company’s website and social media, the job seekers can have access to information about your company and its culture before even applying. Top talent will be more readily available.

Here’s a company culture stat to consider: 90% of professionals conduct research on a company’s culture over the internet before accepting a job role. You can create an employer brand by sharing anecdotes, praising valued employees, and communicating the values that are important to your organization.

To make this process cost-effective try replacing it with social Media & free job boards instead of paid ones.

Savings Calculator: On an average, LinkedIn charges roughly $825 per month for a recruiter license and $120 for recruiter lite. A solid social media presence can help you save between $3000-9000 a year on such license fees.

#3 Hire Remotely

Cost of travel, hotel accommodation, etc. is a factor that can stop you from screening a higher number of candidates if your company is struggling with a tight budget. As the Covid-19 outbreak has exposed us to a lost more technical options for every procedure, recruitment procedures too must keep up.

Remote hiring can be your option here, by taking online assessments and interviews from remote locations can be convenient for both the recruiter and recruit. With reduced travel hassle and cost for the applicant, this could be more attractive for an employee and reduce the salary costs.

Instead of hiring from one specific location, remote hiring can help you in finding candidates from diverse backgrounds by also reducing the cost per hire.

#4 Use ATS for top talent

Searching for the right recruits can be messy and time-consuming, but applying the emerging technologies available can help to streamline the process.

Artificial intelligence in recruitment can help in the automation of much of the process. It can analyze the enormous volumes of data to sort through the applications, resumes, or CVs and identify those who are best suited to the job.

These softwares can also help to improve the language which you use in your recruiting materials and tailor your approach to the particular set of candidates you’re looking for.

They can also help you save hours each day that would have been devoted to just reading and sorting through hundreds of applications. This time can be better used on other priorities like sitting down with the candidates themselves in an interview.

Organizations that currently are not investing big data in their hiring process may find themselves at a major disadvantage, therefore stay ahead of the curve by using every tool in your budget.

Tip: Don’t buy expensive recruitment software before you have a strong hiring process in place. Instead, opt for a free Applicant Tracker to manage the process.

#5 Move to online pre-employment testing software

These assessments help in speeding up the process and assessing candidate’s skills and quicker filtering unsuitable candidate’s skills than any hiring manager. And saving every second here saves money.

By making the pre-employment assessments online, the candidates can take them remotely, the time is saved and money in traveling too. This in return helps in increasing the company’s employer brand.

By validating skills through these assessments, it becomes efficient to find the candidates with the required set of skills and abilities.

Pro-Tip: If you as a recruiter and want to conduct an efficient and customizable pre-hiring assessment, you can look at Xobin for candidate evaluation.

#6 Use video interviews for screening top talent

In the traditional process, at times you may need to filter hundreds of CVs to end up with a group of eligible candidates. And with the lockdowns still not being completely ended, interviewing in the office can be more complicated and expensive than earlier, because of the social distancing restrictions that can increase candidate stress.

Video call interviews are a cheaper way of doing the work and a lot of these apps are free, for example, Skype, or Zoom in their primary versions. As a lot of people’s time is involved in the review process, and think whether this can be cut down, or combined with other similar tasks. This can help you hire top talent.

#7 Offer cost-effective benefits

One of the most important things a candidate, especially millennials and Gen-Z, looks for in an organization is the employee compensation and benefits they provide. According to a survey report by Willis Tower Watson, 78% of employees are more likely to stay with an employer because of their benefits program.

You can provide simple-budget-friendly perks like flexible scheduling, food, gym memberships, reward cards that will help you attract and retain top employees.

#8 Hire according to requirements

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Hiring freelancers, part-time or non-traditional employees like people looking to re-enter the workforce, older employees, or employees who are outside of your industry are more likely to be less expensive.

Freelance or part-time employees are often more affordable to hire because hiring them doesn’t involve expenses like worker’s compensation insurance or full health benefits. And in the case of non-traditional employees, since they are often overlooked, there is a chance that their salary expectations will be more within your budget.

Hiring on a Budget

Hiring and onboarding new employees are generally considered time-consuming and expensive. However, implementation of some of the above steps could easily save your business $2500-$3000 per month.

Author Bio:

Amrit Acharya is the head of products at Xobin – an online assessment tool used by 600+ companies for bias-free recruitment. An avid tennis fan, Amrit writes about recruitment optimization, hiring strategies, and product management.

The Great Impact of Company Culture

company culture

Yes, creating and maintaining a company culture is important for the success of a business. The COVID-19 pandemic in 2020 reshaped office dynamics, forcing companies to adopt flexible or remote work routines that negatively impacted employee productivity due to differing cultures between workplace environments. In this article, uncover how developing and sustaining company culture will lead your organization towards greater efficiency.

The Importance of Company Culture

Company culture is an important factor in any organization and should be a top focus of Human Resources personnel. Company culture can impact employee engagement, which affects productivity. Understanding your company’s values will help you to better understand how the employees are feeling as well as what their work patterns might look like within that space. This understanding gives HR staff more insight on where they need to invest time for improvement or change efforts by aligning with those key factors moving forward.

Why Company Culture Matters Today?

Company culture is one of the most important factors in today’s workspace. Here are just a few reasons why:

Creating a trusting environment

A trusting environment is essential for an employer to keep good employees. The more trust there is, the better off both parties are in a remote working relationship. Employees should be able to work remotely without feeling like they’re being watched and monitored constantly. It is important that the employer has some trust in their workers to give them freedom on the work.

Taking care of Mental Health

Work-related stress has been a persistent problem in the workplace. This is because of factors like an increased workload, intense deadlines, and unrealistic expectations from bosses. However, companies should have effective cultures that are able to avoid this issue by making sure employees forget about their daily stresses. A way to do so is by organizing fun activities that will help them feel good and motivated. One such idea would be taking care of indoor plants via LED grow lights so it becomes both fulfilling but also peaceful when surrounded by all green leaves; this will help workers maintain stable mental health conditions – not just productivity levels.

Having a sense of community

The more a company engages with their workers, the better they will be able to give them what they need. Whether that is fulfilling individual needs or fostering collective success, being transparent and interacting with one another greatly increases these chances. This not only creates fulfillment at work but also fosters community within it by uniting those involved in both micro-and macro-achievements as well as creatively solving problems together.

Keeping Talented Employees

Fostering a good work environment will help with employee retention. A great number of people are still trying to recover from the unfortunate times of the global pandemic and still don’t have clear plans for the future. If you are nice and professional with your workers you will increase the chances of keeping them. In case you don’t have enough time to invest in your workers, you can consider partnering with PEO services that manage the HR department. For example, if you are located in Canada, you can contact the Employer of Record Canada that will help you keep all the talented employees. This is important to do because any company’s activity that values money over people will only push your workers away.

Staying productive

For those with a strong work culture, morale is high and productivity follows this. In order to keep up with the demands of modern society, many companies have shifted from working in an office environment to remote-working through coworking spaces that they can visit as needed. COVID-19 negatively affected all businesses so they embraced nontraditional ways of working, like working from coworking spaces, cafes, home offices, etc. Coworking spaces in Nashville  especially allow a safe space for creativity and networking. You can get the motivation and flexibility you need in order to work on your projects without any distractions, as well as enjoy some much-needed outside time with like-minded people who have similar goals to yourself.

Final word 

Companies are always striving to increase productivity, but in recent times this has been difficult due to a shift of focus from the good work culture. Healthy company culture is more important than ever before and can lead your business down many different paths for success that would not have been possible without it. But if you implement these tactics now then I promise there won’t be another regret later on when companies start to struggle again.