You are missing out on good talents possibly because the people who would be suitable for your organization aren’t even applying for the job. Known as passive candidates, such people are already employed and aren’t actively looking for a new job opportunity. Some of the passive candidates might have rich experience and desirable skills, hence successfully and satisfactorily employed. However, the fact that they are not on a job hunt and thus aren’t being interviewed by other recruiters makes them ideal candidates for your organization that you can hire without the probability of losing them to your competitors. Statistics suggest that passive talents are 33% more likely to be looking for challenging work and 120% more likely to impact your business positively. However, hiring such candidates for your organization is always a challenging job because it’s tough to identify and target them as they are not looking for new employment. And, many recruiters make the mistake of assuming that if they aren’t applying for new jobs, they are probably not interested in one. But it has been found that many passive talents are very much interested in exploring a new opportunity if they find it attractive enough.
Professional networking should be one of your top priorities if you are aspiring to make it big. Building powerful and authentic professional relationships can significantly boost your career and for that, it’s important to know the right skills and strategies so that you can make your efforts count. And, it’s even more important to know that a single blunder on your part can make all your efforts futile, or worse, have a negative impact on your career. It takes a lot to build a great professional network, including handling some minor to majorly offensive, annoying or odd statements and requests. You would be surprised to know that a number of smart and talented professionals also have such blunders to their credit. And, you might be unaware but you too are probably making some blunders in professional networking that are diluting all your efforts and damaging your chances of making strong connections that help in advancing the career.
Before you start working with your skilled and promising bunch of employees, you need to lay down the company policies in writing. This is important not only because you want to keep your employees aligned with your organizational values, but also because such written policies can shield your rights in case a hostile employee turns on you with false allegations. Company policies communicate how your employees are expected to behave and the consequences in case they do not adhere to the policies. But unfortunately, company policies are, many-a-time, the last thing on the minds of business owners and amid the heaps of tasks required for providing momentum to the business and keeping it up and running, the criticality of company policies is often forgotten. Every business is vulnerable to many risks and as you begin to expand your horizons, working with more clients and employees, the number of risk factors goes up. Minimizing such risks and the liabilities that come along is imperative and so is keeping everyone in the company on the same page. And, this can be achieved effectively through well-written company policies. Formulating effective policies and developing and maintaining the employee handbook can be a tricky job, on top of being a tedious one, but there are plenty of templates available which you can refine and use to suit your requirements.
The competition in the market is cut-throat and winning the top talent for your organization is increasingly becoming difficult. Also, the market demands and needs are continuously changing and talented candidates have become the greatest assets a company can have. The era where the recruiters used to post job descriptions hoping that good candidates would gravitate towards them to fill the positions automatically is long gone. Today, candidates have multiple offers in hand from which they can conveniently select the organization that they want to work for. This has brought a significant change in the talent acquisition space where recruiters, now, need to actively pursue candidates to hire the best talents for organizations. Also, the trends and methods of talent acquisition are changing and companies are incorporating some really advanced technologies to perfect their processes, making things even more difficult for companies stuck with outdated practices.
Gone are the days when majority of office spaces had rows of cubicles, with each cubicle securing a personal space for employees. Today, open plan offices are more common where employees have shared spaces. Over years, there have been extensive debates around personal and shared spaces in offices. Advocates of open plan offices suggest that such designs create a positive and collaborative work environment and promote creativity and innovation. However, others suggest that open plan offices increase distractions, reduce productivity and increase sick leaves taken by employees. Workspace designs have a strong impact on employee productivity as well as wellbeing and organizations are actually making efforts to maximize these. Although there are some downsides of working in an open plan office, the benefits are so prominent that more and more organizations are opting for open floors plans. However, one important thing to remember is that even if you choose to have an open space plan for your office, your design should be optimal or else the downsides would outweigh the benefits.
You have hired some of the most talented people for your organization, are following the best management guidelines and have adopted the philosophies of industry experts but your teams are still not reaching the target. Frustrating, isn’t it? Sometimes, even when your team members are putting their best efforts and your organization has the best intentions, the teams fail. If you find that your team members are often blaming each other for the project issues, frequently missing out on deadlines, and you are spending most of your time resolving team issues, then you need to look beyond the technical gaps in your team and think analytically about what’s hindering the team from reaching its full potential.
As an employer, it’s your legal obligation to create a healthy and safe workplace for your employees. Businesses are required to develop and implement a comprehensive workplace safety policy which takes care of the employees as well as the financial assets. And, if the organization involves workers that face risks by operating heavy machinery or handling hazardous chemicals, the employer must have even more elaborate and stringent safety policies and practices, that should be well implemented and promoted. However, some may think that it is an extra liability and cost to the business owners but the truth is that a safe and healthy workplace has a direct impact on productivity and employee loyalty. It is important for every business owner to understand that a safe workplace promotes a positive work culture. Developing an effective occupational health and safety policy doesn’t have to be a difficult or time consuming task. Here are a few tips that can help the employers:
One of the biggest challenges that organizational leaders face is managing the culture change. The culture of an organization is the sum of the roles, processes, communication practices, values, attitudes and goals, closely interlocked, which every employee gets aligned with. However, every organization undergoes changes, time and again, owing to various reasons like changing market trends, regulations, customer expectations, mergers and acquisitions, which leads to alterations in the organization structure and processes. But in order to make those changes effective, it’s crucial to manage them strategically. According to a survey, conducted by Deloitte, 82 percent of more than 7,000 CEOs and HR leaders from 130 countries are of the opinion that organizational culture is a potential competitive advantage. 28 percent of the respondents stated that they understand their culture well and only 19 percent said that their organizations have the right culture.
A diverse workforce is always a competitive advantage for organizations. McKinsey & Company, an international management consulting firm, released a report in January 2018 “Delivering Through Diversity” based on a study that included over 1,000 companies in 12 countries. The report inferred that companies having diverse workforce usually have above-average profitability. Today, more and more companies are attempting to diversify their workforce by hiring people based on their talent and ignoring other factors like ethnicity, gender, and race. But, there are still many employers that are not prepared to have employees with disabilities. Also, there are myriad of regulations regarding employees with disabilities which make the situation complicated. What many organizations do not understand is that having employees with disabilities offer the same benefits as hiring others. Also, people with disabilities make up a valuable market, which could lead to increased revenue and if an employer wants to target that market, they must have people with disabilities in the team as well.
Over the last decade, the role of Human Resources has changed tremendously. Gone are the days when it was all about people management – hiring employees, negotiating pay, managing payroll and settling disputes. Lately, HR has emerged as strategic business partner that assists in crucial business decisions and helps organizations succeed in the highly competitive market. It has also embraced technologies like Artificial Intelligence and Big Data to churn out business solutions that benefit the company and its employees in multiple ways. Let’s have a look at the aspects that are being actively handled by HR professionals today, besides the usual ones.