Human Resources
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5
min read
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This month, recruiters and HR professionals are being challenged by the talent shortage the Great Resignation is creating. As such, many of the HR trends cover performance management, people analytics and employee engagement - how to get people to stay. Tips to hire better through brand reputation and accepting the growth potential of candidates are becoming alternative solutions to make hiring easier.
With everyone keen to put the pandemic behind them, organisations are returning to the office or actively embracing a hybrid workplace. But as a manager, how can you performance manage a diverse workforce and ensure you are being fair to all? Human Resources Director Magazine offers eight effective strategies.
At Xref, we clearly communicate expectations and allow employees to be involved in shaping their role and outcomes. We openly recognise exceptional performers through our Workplace Chat and conduct monthly People’s Choice surveys to celebrate the hard work an individual does. This is all accompanied by training sessions to overcome skills gaps and regular check-ins.
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Data is becoming an increasingly powerful tool for the HR industry. In a time of remote or hybrid workforces, how can you have visibility on all of your people? People analytics can help HR and recruitment professionals make informed decisions.
This article by HR Tech Cube offers three ways people analytics can help HR leaders.
HR tech that drills into people analytics can help HR professionals and business leaders understand their people’s data and take action where needed. By reducing the time taken to compile information, HR tech can distil findings quickly and easily to save time. In a time when recruitment and retention are challenging, focusing on implementing strategies to support their organisation is key.
As we move through the highs and lows of the Great Resignation, keep an eye on your team members who stay. LinkedIn’s Talent Blog recently explored ‘How This Recruiting Team Stays Motivated - Even During Tough Times’ but the tips are valuable and applicable for any area of business.
Employee surveys help take the pulse of what’s happening in your team. Learn the good, the bad and the ugly and work out what you can change if need be. Consider a ‘morale budget’ to keep the job fun with appreciation videos, care packages, and lighthearted competitions. Always offer specific praise for a job well done.
When you think brand, it’s not uncommon to think about marketing and how your customers perceive your organisation. But what about employer brand and how a potential candidate might perceive you?
A recent survey uncovered that more than 67% of job seekers would not join a company if it has a bad reputation. Recruiter.com shares why revamping brand reputation is important for every employer and offers tips to build a positive brand reputation and repair a negative brand reputation.
At Xref, we work on both our employer brand and our company brand. Xref values what our customers have to say and we listen to their feedback on a variety of platforms including G2 and Google My Business. We celebrate our people through our social media channels.
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With competition for talent being at an all-time high, finding the right fit for open roles is tough. To reduce the time taken to find a candidate who has the right experience, right qualifications and right skills, talent acquisition specialists are increasingly turning to consider a candidate’s potential and mindset.
This People Matters article explains that “hiring practices need to keep pace with digital transformation and bring in future-ready professionals who can take your business to the next level.” The article uncovers that organisations are increasingly recognising the need to remove inflexible job requirements (within reason) and be open to upskilling candidates if they don’t tick all the boxes.
As part of Xref’s hiring process, our CEO Lee-Martin Seymour often asks a candidate what their COVID survival story is. If a candidate can share a powerful story about their time in a previous role, or highlight a win from the tumultuous period, then this illustrates the soft skills he wants at Xref.
While skills, past experiences and qualifications are important, they aren’t always an indicator of future success. Look to your talent pool for past candidates that were not quite a perfect fit. With a renewed ethos of considering a person’s potential, you may find top talent emerges.
Taking the time to consider a candidate’s passion, innovative spirit and eagerness to learn, for example, can set your organisation in good stead for future growth and development.
In the future of work and for effective recruitment, HR tech is crucial. This is evidenced by tech continuing to be an ever-present topic that presented itself both in March and April.
We’re seeing hiring acknowledge diversity and inclusivity and shift towards more than simply hiring people from culturally and linguistically diverse backgrounds. The recruitment process is now easily embracing diversity of experience and acknowledging talent regardless of education levels.
Employee wellbeing, engagement and the candidate experience are still top on the list of HR priorities.
To understand the shifting HR and recruitment trends covered in last month’s blog, see 5 trending HR topics for March 2022.
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