According to the HR Council of Canada’s Report “The ‘New Collar’ Workforce”, Millennials make up over 30% of the population, and will make up a predominant portion of the labour force within the next decade. Evidently, your human resources department should begin to adopt strategies that are geared towards engaging millennials.
Motivated, productive, and engaged employees make business happen. Oftentimes a consumer will choose to purchase your product or service based on the employee who represents that product or service.
Employee engagement is one the secrets to a productive workforce, and as a result, a successful business as well. What is employee engagement? It usually refers to how engaged your employees are in their jobs. Are your employees engaged? That can directly affect your bottom line.
The next question to consider is: “what contributes to engagement in the workplace?”
It’s a myth that great employees are only motivated by money. Monetary compensation is important, but there is a litany of items that contribute to an employee’s engagement. Interestingly, some are so fundamental that we miss them completely. For instance, do your employees feel:
Recently, Deloitte released a report on talent trends and readiness around the world. More than 3,000 companies from 106 countries participated, and the results showed that the #1 issue facing companies now is employee engagement, retention, and culture. Most importantly, the report highlighted the realization that HR’s readiness to address these issues has slipped. According to the survey, 87% of companies rate culture, engagement, and retention as a high priority problem (with 50% rating it as urgent).
Today, there is a demand for meaningful work with opportunities to grow and develop, and the expectation of a flexible work environment – one full of fun and purpose. According to Deloitte, many organizations have not yet adjusted to meet the requirements of this new labor culture.
With the imperative role that people play in organizations and the strikingly high cost of turnover, employers across industries understand that attracting and retaining top talent is a major priority. From finding skilled and qualified candidates, to ensuring cultural fit and longevity of a new employee, there are many steps involved in making a successful hire.
The following are 9 critical steps for making a successful hire:
When TPD started working with a Vancouver tech startup, the CFO recognized the company had two issues – the first was a gap in recruiting capabilities, and the second was an inherently negative company culture.
The organization had been in the e-commerce software business for over a decade. As an opportunity to switch gears presented itself, they changed the direction of business – more than once.
As a result, employees were not confident in the company’s strategy, direction, or leadership.
From a Recruiting perspective, several big-name tech companies (Microsoft, Amazon) were also moving into Vancouver at the same time, making the demand for top-tier tech talent incredibly high.
The startup was struggling to make traction in the market in terms of Recruitment, and had roles that remained vacant for 7-8 months.
Companies tend to invest a lot of resources in hiring employees. Too often, though, the onboarding process for new hires doesn’t reflect that investment – and poor onboarding can lead to the time and money that was spent on recruiting being squandered. For instance, respondents in one survey said that they had quit a job within six months of starting. Of those, many cited as reasons for leaving things like not having clear guidelines, ineffective training and lack of connection with coworkers – all things that could have been addressed with a robust onboarding program.
After sourcing candidates and screening resumes for experience and skills, the interviewing phase of the hiring process is key to assessing a candidate’s overall fit with the role, company culture, and long term vision of the organization.
To interview effectively, it’s crucial that you use a range of interview questions that help to get a comprehensive view of the candidate’s character, past experiences, motivations and future goals.
The following interview techniques are common techniques employers use:
Tis the season of the company party, a time of celebration and appreciation for your employees and staff members – But what happens if that joyous celebration gets out of hand or someone has a few too many eggnogs and gets handsy? You’re on the hook to start 2017 with a new, expensive, employee lawsuit…. Don’t you wish you had your compliance air tight before the event or your employee handbook had the on-premise alcohol policy in place before the party?
Are your harassment and bullying policies up to date? Nothing says employee lawsuit more than when a little liquid courage that brings out the inner frat boy that has been dormant for the last 15 years and some inappropriate ethnic terms start to fly as Feliz Navidad comes on the speakers.
Overall, company holiday parties go off without a hitch – But every once in awhile they can be disastrous to your business or your career. Here are 7 things you should never do at the office holiday party:
