Human Resources
Human Resources
Working in HR
Human resources (HR) is a broad field that encompasses a wide range of responsibilities, from recruiting and hiring to employee relations and benefits. As such, there are many pros and cons to working in HR including some bad situations which you can read about below. Pros of working in HR Helping people: HR professionals have the opportunity to help people every day, whether it's helping them find a job, resolve a conflict, or develop their career. This can be a very rewarding experience. Variety of tasks: HR professionals typically have a variety of tasks to complete, which can keep the job interesting. This might include recruiting, hiring, onboarding, training, performance management, compensation and benefits, employee relations, and more. Good pay and benefits: HR professionals typically earn good salaries and benefits, which can include health insurance, retirement plans, and paid time off. Opportunities for advancement: There are many opportunities for advancement in HR, from entry-level positions to senior-level roles. This can be a great career path for people who are looking for growth and development. Cons of working in HR Stressful: HR professionals often have to deal with difficult situations, such as employee layoffs or conflicts. This can be stressful, but it can also be challenging and rewarding. Legal liability: HR professionals are often responsible for ensuring that the company complies with employment laws. This can be a daunting task, but it's important to ensure that the company is protected from legal liability. Confidentiality: HR professionals must maintain confidentiality, which can be difficult at times. This is especially true when dealing with sensitive employee issues. Politics: HR departments can be political, which can be frustrating for some people. It's important to be able to navigate the political landscape in order to be successful in HR. Sad Stories from HR Life Here's a typical story I hear over and over again. An HR person in a popular HR group wrote this recently; How would you feel if you were THE sole HR person for 300 employees? I can barely keep up and I am so overwhelmed! I work from 8 am to 10-11 pm! One HR person responded by saying; "Oh my goodness, you should not have to work hours like that! Maybe once a year for a special project. But absolutely not ever as a regular schedule. You can absolutely justify at least one if not two people in your department. Do not continue to put in those hours. You are doing your own physical and mental health no favors." It's rather sad to have to read stories like these. Another reader chimed in by adding; "Sadly, this is all too familiar. I walked in those shoes. I ultimately left and was replaced with 3 people & they’re still struggling in some areas. Sometimes you have to put yourself first. The need varies greatly by the tasks, automation, and corporate support, but it’s obviously not working for you. That kind of pace WILL affect your health. Stop." Here are some additional quotes from social media that summarize what life is like while working in HR. Can you relate? "Working in HR is like being a referee in a game of dodgeball. You're always getting hit, but you're also the one who has to make sure everyone plays fair." - @hr_quotes "HR is the only department that has to deal with both the best and the worst of people." - @hr_professional "Working in HR is like being a therapist, a lawyer, and a mediator all rolled into one." - @hr_life "The best part about working in HR is helping people find their dream jobs. The worst part is having to fire people." - @hr_insider "HR is the intersection of business and people. It's a challenging but rewarding career." - @hr_guru These quotes highlight some of the challenges and rewards of working in HR. It's a field that requires a lot of patience, empathy, and problem-solving skills. But it's also a field that can be very rewarding, as you get to help people find their dream jobs and build successful careers. Here are some additional things to consider when thinking about a career in HR: Your personality: HR professionals need to be able to work well with people from all walks of life. They also need to be able to handle stress and be able to maintain confidentiality. Your skills: HR professionals need to have strong communication, problem-solving, and analytical skills. They also need to be familiar with employment laws and regulations. Your education: Most HR professionals have a bachelor's degree in human resources or a related field. Some employers may also require a master's degree. Overall, there are many pros and cons to working in HR. It's a rewarding career that can be challenging and exciting. If you're interested in helping companies grow and working in a field with a lot of variety, then HR might be a good career choice for you. But you'll have to weed through the bad companies to ensure you don't end up in a toxic environment.
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Human Resources
Human Resources Development 101
Human resource development, also referred to as HRD, is the process of improving the performance of individuals and teams within an organization through planned learning activities. It is a systematic approach to developing the knowledge, skills, and abilities of employees in order to achieve organizational goals. HRD encompasses a wide range of activities, including: Employee training: This is the most common form of HRD, and it involves providing employees with the knowledge and skills they need to perform their jobs effectively. Career development: This involves helping employees identify their career goals and providing them with the resources they need to achieve those goals. Performance management: This involves setting performance goals for employees and providing them with feedback on their performance. Coaching and mentoring: This involves providing employees with one-on-one support to help them develop their skills and abilities. Organizational development: This involves helping organizations improve their effectiveness by changing their culture, structure, or processes. Human resource development is important for a number of reasons. First, it can help organizations to improve their productivity and profitability. Second, it can help organizations to attract and retain top talent. Third, it can help organizations to be more adaptable to change. There are a number of different ways to implement HRD. Some organizations use a formal approach, with a dedicated HRD department that is responsible for developing and delivering training programs. Other organizations use a more informal approach, with training and development being delivered by line managers or other employees. Human Resource Development Software There are a number of software solutions that can help with human resource development process. These solutions can help organizations to: Track employee training and development progress: This can help organizations to ensure that employees are receiving the training they need to be successful in their roles. Create and deliver training programs: This can help organizations to save time and money by automating the training development process. Measure the effectiveness of training programs: This can help organizations to ensure that their training programs are meeting their objectives. Manage employee career development: This can help organizations to help employees identify their career goals and develop the skills they need to achieve those goals. Provide performance management feedback: This can help organizations to provide employees with feedback on their performance and help them to identify areas where they can improve. Coach and mentor employees: This can help organizations to provide employees with one-on-one support to help them develop their skills and abilities. Some of the most popular human resource development software solutions include: Cornerstone OnDemand: This solution offers a comprehensive suite of HRD features, including training management, performance management, and career development. SAP SuccessFactors: This solution is another comprehensive HRD solution that offers a wide range of features. Oracle Taleo: This solution is a popular choice for organizations that need to manage global workforces. ADP Workforce Now: This solution is a good option for small and medium-sized businesses. Gusto: This solution is a cloud-based HRD solution that is easy to use and affordable. When choosing an HRD software solution, it is important to consider the specific needs of your organization. Some factors to consider include the size of your organization, the types of training you need to deliver, and your budget. Future of Human Resource Development The addition of generative AI into the market has the potential to significantly impact human resource development in several ways: Training and Skill Development: Generative AI can provide personalized and interactive training experiences for employees. It can create simulated scenarios, virtual environments, or role-playing exercises that allow employees to practice and enhance their skills in a risk-free setting. This technology can also generate realistic case studies, problem-solving challenges, and adaptive learning programs tailored to individual employees' needs, accelerating their professional development. On-Demand Learning: Generative AI can enable on-demand learning by providing instant access to vast amounts of information and expertise. Employees can interact with AI-powered chatbots or virtual assistants that can answer questions, provide guidance, and offer real-time feedback. This facilitates continuous learning, enabling employees to quickly acquire knowledge and skills whenever they need them, improving their productivity and adaptability. Talent Acquisition and Assessment: Generative AI can streamline the talent acquisition process by automating certain aspects of candidate evaluation. AI-powered algorithms can analyze resumes, assess skill sets, and identify the best-fit candidates for specific roles. Additionally, AI-based tools can conduct simulations or role-specific tests to evaluate candidates' capabilities. This can save time for HR professionals, allowing them to focus on more strategic aspects of talent acquisition and reducing bias in the hiring process. Employee Engagement and Well-being: Generative AI can contribute to employee engagement and well-being by personalizing the employee experience. AI-powered systems can analyze individual preferences, work patterns, and performance data to offer personalized recommendations for career development, goal setting, and work-life balance. Furthermore, AI can help identify signs of employee burnout or disengagement by analyzing sentiment, productivity, and communication patterns, allowing HR professionals to intervene and provide support in a timely manner. Just remember that while generative AI can bring valuable enhancements to human resource development, it should be implemented ethically and responsibly. Safeguards must be in place to ensure data privacy, address potential biases, and maintain human oversight to make informed decisions. Ultimately, the successful integration of generative AI in HR development will require a thoughtful and balanced approach that combines the power of AI with human expertise and empathy. We will be watching.
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Human Resources
Free HR Software Platforms
Whether you're a small business just starting out or a large enterprise looking to improve your HR operations, the right HR software can make a big difference. But with so many different HR software solutions on the market, it can be tough to know where to start. Human resources (HR) software is essential for any business that wants to stay organized and compliant. However, not all businesses have the budget to invest in a paid HR software solution. That's where free HR software comes in. There are a number of great free HR software platforms on the market, and each one offers a variety of features. Some of the most popular free HR software platforms include: Zoho People: Zoho People is a comprehensive HR software platform that offers a wide range of features, including time and attendance tracking, payroll processing, employee benefits management, and performance management. BoardOn: This onboarding software has a limited free offering which includes 1 active onboarding, 10MB of content store and 5 free text message communications. OrangeHRM: OrangeHRM is another comprehensive HR software platform that offers a variety of features, including employee onboarding, training and development, and succession planning. Bitrix24: Bitrix24 is a cloud-based HR software platform that offers a variety of features, including time and attendance tracking, payroll processing, and employee benefits management. Only some of their HR features are free. Freshteam: Freshteam is an HR software platform that is specifically designed for small businesses. It offers a variety of features, including job posting, applicant tracking, and employee onboarding. The free version is good for up to 50 employees. HRIS: HRIS is a cloud-based HR software platform that offers a variety of features, including time and attendance tracking, payroll processing, and employee benefits management. DEEL: This EOR system recently launched a free HRIS which comes with several features including 1:1's, pulse surveys, and more. When choosing a free HR software platform, it is important to consider the needs of your business. Some factors to consider include the size of your business, the features you need, and your budget. If you are a small business with limited needs, a free HR software platform may be a good option for you. However, if you have a larger business or need more features, you may want to consider a paid HR software solution. No matter what your needs are, there is a free HR software platform that is right for you. By taking the time to compare your options, you can find the perfect platform to help you manage your HR department and keep your business running smoothly. Here are some additional things to consider when choosing a free HR software platform: Ease of use: The HR software platform should be easy to use and navigate. You don't want to spend hours trying to figure out how to use it. Features: The HR software platform should have the features you need to manage your HR department effectively. Support: The HR software platform should offer good customer support in case you have any questions or problems. Security: The HR software platform should be secure to protect your employee data. Here are some tips to help users select and implement HR software: Define your needs. What are your HR goals? What are your pain points? What features are important to you? Once you know what you need, you can start to narrow down your options. Do your research. Read reviews, compare features, and get quotes from different vendors. Don't be afraid to ask questions. Try before you buy. Most vendors offer a free trial or demo. This is a great way to see if the software is a good fit for your needs. Get buy-in from key stakeholders. HR software is not just for HR. It affects everyone in the company. Make sure you get buy-in from key stakeholders before making a decision. Plan for implementation. Implementing new software is a big project. Make sure you have a plan in place. This includes training employees, testing the software, and migrating data. Get support. Most vendors offer support. Make sure you know how to get help if you need it. By following these tips, you can select and implement HR software that meets your needs and helps your business succeed.
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Human Resources
Jobs in Human Resources
The field of human resources is growing rapidly as companies look for ways to attract and retain talented employees. Human Resources professionals help organizations develop strategies to recruit the best people for their organization and provide them with an environment in which they can thrive. They also manage compensation, benefits, employee relations, and training programs that help employees learn new skills and stay engaged with their work. As the demand for HR professionals continues to grow, so does the number of employers offering these opportunities - making it a highly desirable career path. With the right qualifications and experience, a job in Human Resources can open many doors for advancement within an organization or offer you the chance to start your own consulting business. There are also many personal rewards to be gained from helping others develop and grow within their careers. The possibilities are endless, making Human Resources a sought after profession! In short, jobs in human resources are an attractive option for those who want to make a meaningful impact in the corporate world while developing their own professional skills. With the right qualifications and experience, it can open up many opportunities for advancement and success. It is a highly rewarding field with plenty of potential for growth and development both professionally and personally. For those interested in pursuing this career path, the prospects look very promising. Types of Jobs in Human Resources The main types of jobs in human resources include Human Resource Managers, Recruiters, Benefits Administrators, Training Specialists, Talent Acquisition Specialists, Payroll Managers and the CHRO role. Each position requires its own set of specialized skills and experience. Human Resource Manager - The Human Resource Manager serves as the leader for all HR-related functions within an organization. They are responsible for developing policies and procedures for staff recruitment and retention; managing employee compensation programs; and leading employee engagement initiatives. Recruiter - Recruiters are responsible for sourcing, interviewing and onboarding new employees. They typically work with hiring managers to define job requirements, source potential candidates through various media outlets and coordinate interviews with the selected candidates. Benefits Administrator - Benefits Administrators manage all aspects of an organization’s health benefits program. This includes researching competitive benefit packages; setting up programs for pre-tax deductions; administering the payroll system; and managing the open enrollment period. Training Specialists - Training Specialists design and deliver development programs for staff at all levels of an organization. The primary tasks they undertake include developing training curriculum materials; creating online learning tools; coordinating workshops or seminars; evaluating employee performance; and providing feedback to staff. Talent Acquisition Specialists – Talent Acquisition Specialists are responsible for creating recruitment strategies that attract top talent to an organization. This includes designing job postings; sourcing potential candidates; conducting preliminary interviews; and negotiating job offers. Payroll Manager - Payroll Managers oversee the payroll function within an organization. They are responsible for verifying time sheets, calculating wages, distributing paychecks and managing deductions such as taxes or benefits payments. CHRO - the Chief Human Resources Officer is a C-suite level position that typically reports to the CEO and is in charge of both recruiting and HR functions. Each of these positions plays a key role in the success of an organization, and having dedicated HR professionals who are knowledgeable and experienced in their respective roles is crucial to fostering a positive work environment. How to Find Jobs In Human Resources There are a number of great resources online to find human resources jobs or be found via a resume database. You are all familiar with LinkedIn, Indeed and such but there are some specialty sites to check out as well. They include; SHRM Jobs - Part of the association called the Society of Human Resource Management it features a full job board/career center for members. EvilHRJobs.com - A niche job board serving the HR talent market launched in 2022. HR.com - This site is a longstanding community of human resources pros but is also a community full of industry research and insights in addition to job listings. HR Jobs Trending I went into Google Trends and asked it to show me the past year of searches for the term "HR jobs". Its been trending upward lately after being fairly consistent over that time. Since some HR folks got laid off in the past few months this might explain the rise. But if you go back 5 years it also is trending up. People enter the human resources profession for a variety of reasons. Many are drawn to the field because it offers an opportunity to help shape and guide an organization’s people-related initiatives. People in human resources are involved with a range of activities, including recruiting and hiring employees; managing payroll and benefits; developing training programs and policies; ensuring compliance with employment laws; and managing employee relations issues. HR professionals also offer support to managers by providing guidance on personnel issues, such as how to handle difficult employee situations. For those passionate about human resources and workforce development, a career in the field can be incredibly rewarding. The challenges faced by this profession are both rewarding and stimulating, making it a great career choice for those who enjoy problem-solving and interacting with people. With the right combination of motivation, education and experience, HR professionals can find exciting career opportunities in a variety of industries.
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Human Resources
Hiring an Employee Checklist
Hiring a new employee can be a time-consuming and challenging process, but many times employers fail to do it correctly. Job seekers are already stressed about the hoops they have to jump through so give your hiring process a fresh look. The hiring checklist below is a good way to look at the process and plan at your organization. Determine the job requirements: Before you start looking for candidates, you need to have a clear understanding of what the job entails. Make a list of the necessary skills, qualifications, and experience required for the position. Create a job description: Based on the job requirements, create a job description that outlines the responsibilities, qualifications, and expectations for the role. Make sure the job description is clear and concise. Advertise the job: Once you have a job description, advertise the job through the appropriate channels, such as job boards, social media, or your company’s website. Make sure you include all the necessary details, such as the job title, responsibilities, and required qualifications. Review resumes: Once you start receiving resumes, review them carefully to see if the candidates have the required skills and experience. Make a shortlist of the most promising candidates. Conduct phone or video interviews: Before inviting candidates for an in-person interview, conduct phone or video interviews to further narrow down your list of candidates. Ask questions about their qualifications, experience, and work history. Schedule in-person interviews: Once you have narrowed down your list of candidates, invite them for an in-person interview. Prepare a list of questions in advance to help you assess their skills, experience, and fit with your company’s culture. Check references: Before making a job offer, check the candidate’s references to verify their work history and qualifications. Make a job offer: If you have identified a candidate who meets your requirements and has the necessary skills and experience, make a job offer. Make sure the offer includes details such as salary, benefits, and start date. Conduct a background check: Before the candidate starts working, conduct a background check to ensure they have a clean record and no criminal history. Onboard the new employee: Once the candidate has accepted the job offer, start the onboarding process to help them get acclimated to the company and their new role. That’s the checklist most employers follow but lets dive a little deeper into a few of the more crucial components of it. Onboarding is the process of integrating a new employee into your company and ensuring that they have the necessary knowledge and tools to be successful in their new role. It’s important to make sure that new employees feel welcome and valued, and that they have the support they need to be productive from day one. Sometime I think employers overlook this aspect which could lead to a bad firs impression with your new hire. Here are some tips for successful onboarding: Start early: Onboarding should start before the new employee’s first day. Send them a welcome email, provide them with an employee handbook, and let them know what to expect on their first day. Assign a mentor: Assign a mentor or buddy to the new employee to help them navigate the company culture and answer any questions they may have. Provide training: Provide the new employee with the necessary training to perform their job effectively. This may include software training, safety training, or other job-specific training. Set clear expectations: Set clear expectations for the new employee’s performance, including goals, timelines, and metrics for success. Check in regularly: Check in with the new employee regularly during their first few weeks to make sure they are adjusting well and have everything they need. Determining the job requirements is another critical step in the hiring process. It’s important to have a clear understanding of what the job entails and what skills and qualifications are necessary for success in the role. The hiring manager and recruiter need to be on the same page here. Get them together and do this: Define the job: Start by defining the job and identifying the core responsibilities and duties. This will help you determine what skills and qualifications are necessary. Consider the company culture: Consider the company culture and the type of person who will fit well within the company. For example, if your company values collaboration and teamwork, you may want to prioritize candidates who have demonstrated those skills. Look at similar job postings: Look at similar job postings to see what skills and qualifications are typically required for similar roles. Consult with colleagues: Consult with colleagues who are familiar with the job to get their input on the necessary skills and qualifications. Create a detailed job ad that sells: Use the information you’ve gathered to create a detailed job advertisement that outlines the necessary skills, qualifications, and experience required for the role. This will help you attract the right candidates and ensure that you are evaluating candidates fairly and objectively. The hiring process needs to be looked at holistically from start to finish. Sometimes I think TA leaders pay too much lip service when it comes to this workflow. Listen to your recruiters and HR people on the front lines and involve them from the beginning to refine and enhance your hiring checklist.
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Human Resources
Employee Recognition Still Lacking
Are you thanking your employees for a job well done? A new national survey of U.S. workers finds nearly half (47 percent) say they would like to receive more recognition for their work, while nearly one quarter (21 percent) of workers indicate that they are never recognized for their efforts. If you care about retaining your workers, read on. “Our research signals that employers need to double down on employee recognition programs. Far too many employees are burnt out from their workload and say they aren’t recognized for their efforts,” says Melissa Jezior, president and chief executive officer of Eagle Hill Consulting. “Failing to acknowledge workers is a recipe for subpar organizational performance and high attrition, the last thing employers need in a volatile economy.” “Employees also indicate that recognition programs drive them to go above and beyond their responsibilities, an issue employers are grappling with amid the so-called quiet quitting phenomenon. There are ways that employers can quickly set up regular recognition that will get results and are cost effective. For example, many employees say just a simple thank you email or note makes a difference, as do rewards like of time off. The key to success is creating a culture in which thanking workers is woven into the fabric of day-to-day operations from the top to the bottom, not just a one-off effort that checks the box on recognition,” Jezior said. The results are based upon on the Eagle Hill Consulting Job Well Done national survey conducted by Ipsos from October 2022. Other key findings are as follows: Employees say that recognition programs should be more frequent (38 percent), more proactive (36 percent), more broadly shared across the organization (30 percent), easier to provide (26 percent), and unbiased (24 percent). When their work is recognized, employees say they are more likely to go above and beyond their responsibilities (53 percent), stay with their organization (48 percent), be more motivated to support their team (43 percent), and go above and beyond for customers (38 percent). Few employers (25 percent) ask employees how they would like to be recognized. Ways employees prefer recognition include cash or gifts (54 percent), time off (34 percent), a thank you email or note (32 percent), points to choose a reward (23 percent), experience opportunities like tickets (22 percent), public recognition (20 percent), and employee of the week/month programs (19 percent). Thirty-two percent of workers say recognition makes them feel motivated at work, just below meaningful work (60 percent) and a supportive team (51 percent), and higher than career potential (29 percent). Employee recognition does not have to be expensive or time consuming. In fact, there are many simple ways that you can show your employees that you appreciate them. Benefits of Employee Recognition Employee recognition has been shown to have a number of benefits for both employees and employers. Recognizing employees can increase job satisfaction, motivation, and productivity, while also reducing stress and improving retention rates. In addition, thanking employees can help build a positive culture within your organization and improve communication between managers and workers. There are many ways that you can show your employees appreciation. Some companies choose to give out awards or bonuses, while others may simply say thank you more often. Whatever method you choose, the important thing is that you are consistent and sincere in your efforts. Employee recognition does not have to be complicated or expensive – a simple “thank you” can go a long way. If you are looking for ways to start thanking your employees, here are a few ideas: -Text them personalized thank you notes -Give employees a day off -Buy them lunch -Give them a small gift card or voucher -Publicly recognize their achievements Employee recognition is an important part of a happy and productive workplace. By showing your appreciation for your employees, you can improve morale, retention, and communication within your organization. Thanking your employees today is the first step to building a positive culture and a successful business. Platforms in this sector include WorkTango, Motivosity and AwardCo. Check out a bigger list here.
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Human Resources
Talent Retention Tips
Talent retention is at the heart of the great reset happening in today’s workplace. According to recent results from a study by Pew Research Center over the last year; Workers who changed jobs experienced a real increase of 9.7% or more over their pay a year earlier. Meanwhile, the median worker who remained in the same job experienced a loss of 1.7%. Another survey by Gartner suggests the coming days may see an increase in turnover by up to 50-75%. What does this mean for employers facing a competitive job market? It means those who want to see top performers stay on for the long haul must focus on talent retention. How can human resource professionals form a successful talent retention strategy? Show Them the Money It is vital for HR professionals to understand how they bring value to their organization. Low talent retention is costly. High turnover ultimately leads to lost revenue as positions remain open due to it becoming increasingly difficult to attract talent. Pressure to fill open positions can cause hires to be made hastily that do not meet the desired standard of quality leading to low performance. Through well documented analytics hiring leaders should demonstrate to business decision makers the vitality of focusing on talent retention and the ultimate negative trickle-down effect of not doing so. Identify Gaps in Satisfaction In order to form a successful talent retention strategy, an analysis of where dissatisfaction stems from is a necessary first step. Identifying gaps in job satisfaction requires getting employees to be honest. Regularly scheduled anonymous employee surveys or conducting stay interviews are potential ways to identify dissatisfaction early on. Exit interviews often provide the most telling information about where gaps in satisfaction are occurring with current employees. It is not likely that exiting employees with complaints are unique in their perceptions. The key to making information gathered about employee dissatisfaction matter is what happens following the identification. If no change occurs, it was a moot point. Action should always follow identification. Open Communication Employees want to see transparency from their organization. Keeping an open line of communication with employees can go long way in making them feel a valued member of the company. This could come in many forms including conversations between managers and direct reports, updates from the CEO, or maintaining financial transparency. One important way to keep communication with employees open is to have talks with employees about career goals. Employees may have ambitions the employer has no idea about. Opening these conversations lead to the possibility for professional development and the potential for employees to see where their career trajectory leads. Building Community Employees want to work somewhere that not only gives a sense of purpose and a hope for professional growth, but, as all people seek, a feeling of belongingness. The occasional pizza party or hosting food trucks in the parking lot do not cut it anymore when it comes to impressing employees or building a positive culture. Creating socialization opportunities for not only tenured employees, but also new hires is important. Helping new hires learn the company through connection and being embedded into the company culture builds that feeling of belonging and purpose that keeps people at a job long term. Evaluating Pay and Benefits When employees can leave to a competitor for a 10% salary increase at minimum, it should be obvious that pay and benefits cannot be overlooked in a talent retention strategy. Evaluating average and top level benefits, even those that may seem non-traditional, can be what sets apart an organization. Benchmarking current pay grades helps keep track on where the market stands. It may take a compensation re-structure in order to maintain levels with current market trends. Being at least average, but preferably above average in pay and benefits could be considered one of the most important ways to retain talent. Consider hiring a Employee Retention Specialist With the long list of existing duties and the day -to-day responsibilities, focusing on specialized talent retention projects may not be in the bandwidth of current staff. A rising trend for employers is to hire a staff member dedicated to retaining staff. If hiring for such a role can be worked into the budget, the payoff could be exponential. Employers face a difficult reality when it comes to retaining talent amidst a competitive market. It’s going to take a mindset shift for many organizations to make the changes necessary to keep top talent from leaving for the next best opportunity, but it can be done. Stephanie Mauney is a freelance writer and content curator specializing in Human Resources
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Human Resources
Getting Workers to Return to the Office
One of the hottest topics in today’s conversation about company culture and hiring is the ever so dreaded, return to the office. Employers seem to be faced with the impossible. Over the last two and a half years companies have overcome the unprecedented and been forced to reconcile the future of their workforce. Many continuously pushed back return to office dates as the Covid-19 pandemic stretched longer than most of us imagined was possible until they ultimately chose to transfer their companies to remote offices permanently. The ‘return to the office’ conversation has spiked high emotions amongst leaders, employees, and those searching for work. One only must turn to a quick Twitter or LinkedIn search to find a few viral posts encouraging workers to stand strong in their remote work convictions. This post from Adam Grant inspired by a recent episode of his podcast, “WorkLife with Adam Grant”, received nearly 135,000 LinkedIn reactions and over 9,500 shares: You don’t need people in the office every day. The evidence is clear: hybrid work boosts productivity, creativity, well-being, & retention. Great collaborations don’t involve constant contact. They alternate between deep work and bursts of interaction. In an email to his employees, Elon Musk wrote passionately about requiring Tesla workers to return the office with a 40 hour in office minimum citing the need for corporate employees to be held to the same standard as his manufacturing units. Public response fell on a spectrum somewhere between understandingly sympathetic and complete outrage. It seems evident that opinions vary widely across the workforce. With such broadly diverse perspectives, it may be difficult for employers to navigate the right return to work rhetoric and requirements. Those with the flexibility to offer fully remote or hybrid opportunities now suddenly have a competitive edge in the hiring market. Employers wanting to require employees back in the office are up against a challenging reality. According to this year’s “People at Work 2022: A Global Workforce View” report from ADP Research Institute, “Two thirds (64%) of the workforce would consider looking for a new job if they were required to return to the office full time.” This begs the question; how can employers encourage a return to work without outrage and losing over half of the workforce? What makes a return to office requirement smooth and widely accepted? The answer is complicated. No return-to-work requirement at this point following the pandemic is going to be without its losses. There are bound to be those who simply are not ready to let go of remote life and will consider other employers. But there are ways to incentivize employees and create a positive conversation within an organization. Communication and posture are everything. Making hasty demands will not likely be taken well. Here’s a few suggestions to employers ready to bring employees back to the office: Empathy is key. Be careful to listen to employees and their needs post pandemic. Their world was uprooted, and needs have likely changed since they last commuted to work everyday for a 9-5. Consider putting out a company survey about how the organization can meet their needs as a return to the office occurs. Is a change in work environment needed? Does the physical workspace need an upgrade? Some employers are changing their physical environments to make the workspace more enticing to employees. Employees are no longer keen on the bland, windowless, cubicle environment. How can the physical workspace be altered to accommodate them? Designs including open spaces, plants, welcoming art, amenities, and good lights go a long way in improving making a workplace appear more welcoming. Flexibility could entice employees to get behind a return to office plan. Is offering flexible hours an option for the workplace? Can a more casual workplace dress code be allowed? Are there additional benefits like an Employee Assistance Program, childcare relief, or commuting allowances that could be offered? Is a hybrid model a possibility for the employees? Perhaps, even allowing Fridays from home could be the key to showing goodwill from organization leaders. Many companies have found success in creating a compromise by allowing employees to keep some work from home days. Those roll out of bed, grab the coffee, and throw on a work shirt mornings have become treasured in the minds of employees. Even one remaining at home day may be the flexibility needed to keep employees happy with a return to the office. Other ideas include a transportation reimbursement, free food, company sponsored pet walkers, or even moving to a 4 day workweek. Whatever you decide to do, its clear the new way of work will require more creative solutions to get them to come back. Stephanie Mauney is a freelance writer and content curator specializing in Human Resources
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Human Resources
Is the Reference Check still viable?
I was thinking about the old ways of recruiting and hiring the other day and began wondering about the long time practice of reference checks. I went to one of my favorite HR groups on Facebook and posed the following question to the human resource pros who frequent there. I asked, how important are reference checks to you as an HR person? Do they still matter in today’s landscape? In my previous recruiting jobs I found them rather useless but our CEO was insistent on doing them. In terms of anything useful coming form the conversations, my answer was almost always no. Reference Checks Still Worthy But there was a smattering of HR pros who came across the occasional gem; Christina told me “There was ONE time I am SO glad we reference checked. It was super awkward, but the candidate had stolen from their past company. Some things don’t hit the background check due to timing or agreements made outside of the legal system.” Amy agreed, “I still use them, I sometimes learn they were dishonest on the application. Oddly enough, family and friends they were employed by are sometimes VERY honest.” Rhonda added, “By doing references, I uncovered twice that the resume was completely false – no such number, no such name or record of said person as an employee. Other than that you generally get what you would expect people to say.” Larissa says it’s all about the way you approach the reference check. “If you know how to ask the right questions, they are a great resource” she said. Reference Checks Not Worthy The negative comments seemed to outweigh the positive ones in the thread. One commenter was very honest about it saying “It’s my least favorite part of working in HR.” Others chimed in with the following; Lacie said: “I am required to ask for them, but personally I feel they are a huge waste of time. My time, the candidates time, the person I am calling. The majority of the time companies tell you they are unable to disclose anything. Every now and then someone will give feedback but rarely is it ever anything unexpected.” Kay Jay: “Working at a financial institution, reference checks are part of our risk management policies. I do take them with a grain of salt we typically do 2, and if I get a negative reference I’ll try to do a third as well. They typically don’t carry enough weight to decide not to hire someone (unless we uncover something very serious) but can give us some information that makes it easier for our managers to quickly develop a good coaching relationship.” Janet didn’t hold back: “Useless. There is a “fear of being sued” so I don’t think HR people or managers are going to give truly honest feedback. If you do get the run down on how terrible someone is that makes me feel their review is more personal. The references listed are always going to be the people who will speak highly of the person. Mike adds: “Professional references are a crapshoot. Just because the candidate and the person listed say they worked together or that the latter was the candidate’s supervisor, doesn’t make it so. It can be hard to verify the alleged working relationships. Sometimes a follow up call to HR/Payroll can verify them but that is often a dead end. Sometimes a peek at the reference-provider’s LinkedIn will give you some idea of their credibility but not enough to prove or disprove their working relationship claims.” “I still use them”, one executive said in the thread. “I sometimes learn they were dishonest on the application. Oddly enough, family and friends they were employed by are sometimes VERY honest.” So there you have it. Are reference checks still a valid use of time? It seems to be a mixed bag according to this one little survey.
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