Understanding the role you are hiring for is essential to the hiring process. By picking the right candidate for the position, you set them and the organization up for success.
It may also save you from re-hiring for the position in the future, which can be a huge headache.
It may not even be up to you.
If you aren’t transparent about your expectations or haven’t adequately explained the role, you may hire someone who doesn’t want to continue working for your organization for very long.
Start by determining what traits your candidate needs to have. Do you need someone who can follow directions or someone who works better independently?
You also need to adequately explain what the day-to-day of the role looks like.
You could think about the following when defining the role:
Look out for candidates who have competencies and strengths that will incorporate well with the role, including a mix of practical skills, experience, and values.
Communication between HR managers and hiring managers is crucial to filling a role efficiently and, of course, with the right candidate.
This is because upper management has an idea of who will be the best fit for the organization as a whole, but the hiring manager tends to have a better understanding of the role and what type of candidate is the best fit.
That’s why effective communication will produce the best outcomes.
Conversely, a lack of communication can lead to:
Secrets among managers can cause significant problems down the line. They can also promote voluntary and accidental discrimination. If one party has a strong opinion of a specific candidate, it is best to communicate why that is.
The hiring process can vary wildly between departments based on what’s required. If the hiring policy doesn’t work for your department, talk to management about it.
Things that might differ between departments may include:
Navigating recruitment trends can often take work and research. Understanding what candidates are looking for in terms of perks, benefits, and recruitment processes will help you stay ahead of other organizations. This can often be the difference between hiring or missing out on top talent.
Thanks to the pandemic, what began as a requirement dictated by many governments worldwide turned into a luxury for some. Working from home provides many benefits, such as cutting out the commute.
That said, those with busy households or a lack of dedicated office space may find it difficult to work remotely. Therefore, organizations should aim to offer flexibility with both remote work and office options.
A solid method to gain perspective on candidate trends is to have potential candidates fill out an exit survey after the interview, questioning what benefits and processes they would like to see organizations offer.
That’s not all, though; candidates also want to know the organization they are applying to has them in mind from the first step.
Consider utilizing the following to make the hiring process friendlier:
Talking about how you treat employees.
While studies may suggest that money isn’t a key motivator for employees, it’s still important to pay them fairly. But compensation means more than just money. You want to express all of the perks of working for your organization.
Benefits you may want to talk about include:
Depending on the role you are hiring for, you might want to keep a lid on compensation until you are at the interview stage. While transparency is vital to a smooth hiring process, sometimes it is challenging to give an accurate scope of salaries and compensation.
If you have a number in mind, it might make the conversation smoother at the interview, with expectations already somewhat established.
Start by simply asking the candidate their salary expectations. You can then consider your counteroffer based on their skills, experience, and background.
If the candidate’s salary expectations are more than you can reasonably offer, you can still use perks and benefits at this stage. Provide reasons why your organization is a great place to work, such as your workplace culture, values, and work-life balance.
Expectations are always high when looking for a new hire. After all, you are filling the position for a reason, and bringing the wrong person on board may negatively affect your organization. That said, effectively managing your expectations is crucial.
Here are some things to take into consideration that may help entice the right candidate:
As hiring is expensive, it may be tempting to take the easier route of hiring the first candidate who fits the job description. But this may lead to further headaches down the road.
You may have to spend more time interviewing to find the right person, but it’s often worth it, especially if you’re hiring for a permanent position.
Consider making a list of must-haves and a list of nice-to-haves. You can use this to gauge how well your candidate fits the role rather than chasing perfection.
Videos are great for engagement. That’s why YouTube has the most traffic on the internet. Research shows that:
Videos are perfect for explaining complex employee benefits topics. You can make them more effective through story-telling, illustration, and animation.
Note: Video testimonials are more compelling than explainer videos
Ultimately, a benefits video has done its job if it helps employees to comprehend their choices and make the right benefits decisions. They’re great for attracting job candidates and onboarding new hires, but they’re more important during open enrollment.
There’s a greater need for strategic insurance brokers now more than two years ago – pre-pandemic. The coronavirus has caused fundamental changes in the required coverages as demand for new solutions heightens, making the role of brokers more critical in assisting employers in understanding the dynamic benefits landscape.
In fact, about 60% of medium-sized and big companies believe they’ll depend on their brokers more in the next five years.
Employee benefits brokers will:
You need to bring your A-game when hiring a new benefits broker. They’ll be handling an essential part of your business – your benefits program. We both know how bad things can get with a benefits package that doesn’t work (you’ll experience an exodus of employees and the cost implications are significant). Implement these steps when hiring a broker:
Confirm that the broker has a valid license for all the states you’re doing business. They also need to have liability coverage.
Employees usually have lots of questions during the open enrollment, and you want them to have sufficient support to pick their suitable benefits.
You’ll likely want to consult with your broker concerning compliance and benefits administration. Therefore, as your benefits expert, they must be reachable.
There are benefits brokers in all industries, so it’s best to choose one who knows yours. They’ll better meet your needs and offer great advice on future benefits issues.
Benefits are commonplace in a climate where companies are trying their best to recruit and retain top talent. But gone are the days when a simple health insurance plan will suffice.
Instead, individuals are now looking to their employers to offer various benefits for themselves and their families, including things like pet insurance, retreats, and more flexible working hours.
Ask your workforce what kind of benefits they are looking for; this will give you an idea of what your overall workforce wants. Management can consider any specific requests on a case-by-case basis.
An organization can tailor benefits to each employee to give them exactly what they want without unnecessary extras. Though critical benefits like child care assistance are important, employees who don’t utilize such assistance may feel like it is wasted on them.
Monitoring success after implementing a new benefits package will help you see how much your workforce engaged with the update.
Consider utilizing some of the following methods to monitor the success of a benefits overhaul:
Monitor retention rates in larger organizations.
Organizations that promote a culture of open communication can expect employees to feel more valued and have a greater sense of job satisfaction with less stress. In addition, management who actively engages with their workforce will build trust and develop mutual respect more easily.
While management is in charge of creating a strategy to take the business in, everyone can have helpful ideas and opinions. Remaining open-minded and listening to ideas that wouldn’t initially spark interest may lead the organization to new avenues.
Engaging in conversation with employees from different departments can widen your perspective of what’s happening in the organization.
As well as professional goals, you can also touch on your employees’ personal goals. There might be a channel you have access to that can help your workforce achieve outside of the job. Of course, keep this light and professional.
There are many ways organizations can keep communication channels open and allow every employee to have their say. As well as the points above, consider adopting some of the following:
Outsourcing is a handy tool to have in your management arsenal. If you have a specific need but don’t want to bring another employee on board just yet, temporarily outsourcing can afford you massive flexibility with talent from a global workforce.
Organizations outsource temporarily because:
Using outsourcing to cover positions temporarily and take the pressure off of employees until you hire someone in-house shows that you care about the workforce, both in the sense of job security and that you don’t want them to feel overworked.
Outsourcing takes some of the pressure off. When you outsource, even if you aren’t reaching the production that someone in-house might, you are still getting something.
Whether you outsource regular work or a one-off project, outsourcing resources doesn’t have to come with a commitment. You can outsource with a minimal contract and no promise of continued work.
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Are you looking to improve your employee retention? Cover your staff and business more effectively? Hire with more intention and attention – and then go back to improving how long talent sticks around for?
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