Tag Archives: Recruitment Process
Employee engagement is generally defined as the emotional attachment an employee has to his or her organisation and its goals.
The concept has been around for more than three decades, but currently a chief concern for businesses both big and small. In a 2014 Deloitte Global Human Capital Trends study, 78% of business leaders rated retention and engagement as either urgent or important. Additionally, a 2013 Gallup survey found that 87% of the global workforce is disengaged with their organizations. These findings, together with more recent studies, beg the question, how does an organization meaningfully enhance engagement?
The Case for Active Employee Engagement: Josh Bersin, is the Founder and Principal at Bersin by Deloitte, a leading provider of research based membership programs in the areas human resources, talent, and learning. In 2014, he wrote in Forbes about the importance of improving employee engagement. In part, he emphasized the need to move beyond reactionary and responsive approaches such as the traditional engagement survey.
More specifically, he noted that it is important to proactively build “…an organization that is exciting, fulfilling, meaningful, and fun by redesigning jobs, changing work environments, adding new benefits, continuously developing managers, and investing in people.” He went on to comment that such organizations “…make sure people are screened for culture and job fit (the wrong person cannot be ‘engaged’ regardless of what HR does).”
Improving Employee Engagement Using Assessment Tools: So how does one select the right person engagement-wise? One viable option is by utilizing pre-employment testing. Over the past decade, assessment specialists have witnessed a growing trend in which employers not only want a reliable analysis of a candidate’s job fit, but accurate predictions of culture fit including shared values. (more…)
Organisations are constantly searching for the secret to hiring the right employees.
They want a "killer question" that will reveal the true ability of the candidate during the interview (probably questionable for validity if not legality). They use quirky problems or puzzles they think will highlight the creative and enthusiastic candidates. They can spend thousands of pounds on multiple interviews thinking that surely, somewhere during the sixth interview, the candidate's actual personality will be (inadvertently) divulged.
The problem with this approach is that it cannot provide accurate information for a couple of reasons: first, hiring managers overestimate their ability to determine a candidate's skill set based on resumes and interviews, and second, few organisations identify in advance the factors they want to evaluate and measure in the interview.
The desire to get good information from interviews is understandable since most managers have made at least one expensive hiring mistake that cost thousands of dollars to fix and led to bad outcomes for the team and clients. And because managers in virtually every organisation use interviews to help make hiring decisions (Wilk & Cappelli, 2003; Ryan, McFarland, Baron, & Page, 1999), it makes sense to explore the challenges and benefits of the interview.
In this article, we will attempt to demystify the hiring process and provide tips on making a successful hire. (more…)
The UK workforce will increase by just 820,000 (2.4%) by 2025 – a significant drop from recent trends that have seen the workforce grow by 9% in the 10 years up to 2015 - according to Mercer’s Workforce Monitor.
It predicts that the overall population will increase at a faster rate than the workforce for the first time in half a century, signalling long-term changes to the economy.
By 2025, Centennials will account for 30% of the global workforce, jumping into the workplace melting pot of Traditionalists, Baby Boomers, Gen X and Millennials. This article may be something to share with employers you work with.
Their expectations? High.
Their brand loyalty? Low.
But your rewards for winning them over could be huge.
Here, we reveal everything you need to know about this exciting new wave of workers, shoppers and future-shapers to help you prepare your business for long term success.
How well do you know your generations? (more…)
The Register of Apprenticeship Providers (RoATP) has seen an increase in employers putting themselves forward to become employer providers, and it is likely this will increase when the new register entrants are shared in January.
So, firstly, why would an employer wish to become a training provider?
There are many reasons why employers may be considering applying for employer-provider status, whereby the employer delivers apprenticeship training directly to their employees rather than outsourcing to an external training provider:
- Maintain control
- Potentially lower costs
- Train within your business’s culture and ethos
- More 16-18 incentive payments (employer-providers are entitled to receive both the employer and provider payments)
Although this all sounds straightforward on the surface, the new rules and regulations that govern apprenticeships as part of the apprenticeship reforms offer some food for thought. To become an employer-provider, employers must apply to the Education and Skills Funding Agency (ESFA) to be included on the RoATP. This will include due diligence checks on your organisation and directors, financial checks, and an assessment of your organisation’s capability to deliver high quality apprenticeship training. (more…)
Recruiting the right individuals is crucial to the success of your business. Your aim is to ensure that your employees have the skills, experience and attitude that will help you achieve your objectives.
A clear understanding of what you need is essential. You also need a recruitment process that helps you find, attract and select candidates cost-effectively. This checklist gives you information, advice and guidance on the following steps
- Planning ahead
- Defining what you want
- Finding candidates
- Attracting candidates
Job interviews and other business meetings taking place over Skype are becoming increasingly common.
You might be able to see one another, but a virtual interview or meeting over the internet is not the same as one face to face and you need to prepare accordingly.
Here are some considerations to help you embrace technology and master a Skype interview.
Q. Should you still dress as if you are in a face-to-face interview?
A. Yes – general interview etiquette still applies. The dynamics are different, with body language being the main barrier, so it is vital to make a good impression based on your dress and surroundings.
Don’t be tempted just to dress smartly from the waist-up, assuming that’s all the interviewer will see. As you use Skype more and more you will come across plenty of interview situations where the candidate or the interviewer has had to stand up – that unexpected knock on the door – a mobile phone ringing – situations that can only be dealt with by standing up! Being in formal dress will also help you to feel like it is a formal interview and put you in the right frame of mind.
Pick Your Backdrop Wisely
Q. How much attention will be paid to where you are sitting for the interview?