4 Simple Tips for Promoting a Healthy Work Culture

4 Simple Tips for Promoting a Healthy Work Culture

As employees have turned out to be the most important asset for any organization, especially those dealing with services, HR professionals have recognized the importance of promoting an enthusiastic office culture. Companies that fail to do this, make their staff feel undervalued and struggle hard to retain them. Well, it’s true that monetary incentives are the highest motivator for professionals, today they also seek a positive work environment. The office atmosphere can dictate how the staff acts and feels on the job. But this ambitious term work culture is not limited to structural surroundings, and it also envelopes the people and the mood that they feel while at work. Remember employees’ ability to focus and stay efficient, happy, and productive depends on how comfortable they feel in their organization. That feeling comes from liking what they are doing and getting a sense of pride in being an indispensable part of the organization. In this blog post, we have suggested some great ideas focusing on which you can create your ideal work environment to optimize your workforce productivity.

Hire Smart

Being an HR manager, it’s important for you to hire the right employees as a rotten apple spoils the barrel. While looking for a potential hire, it’s important to think of how that individual will add value to the business. For selecting the right candidate, you must look for the important skills. Apart from this, make sure that you hire someone who is a self-starter and does not rely on micromanagement to work efficiently. Also, be sure that the person is passionate about their work. Having an enthusiastic employee will add value to your office atmosphere as motivation is contagious.  So, while interviewing potential candidates, ensure that you ask them about their ambition and where they see themselves in the future.

Always Measure Your Employees Engagement

Tracking employees’ behavior has become more important than ever because it gives a real insight into how a company is working. HR professionals can conduct surveys and face-to-face interviews to gain insight into how an employee feels about their work and their colleagues. Such personal and group interactions can also be an important tool to gauge whether each individual is performing to its fullest capacity. Apart from this, it can help you to point out the red flags within the organization.

Keep Your Employees Informed

Employees want to feel like an indispensable part of the organization they are working with. And, they want to align their professional growth around the key goals of the company. Thus, it’s important to keep them informed about the big challenges and opportunities lying ahead. Also, you can bring each employee on a journey to grow and evolve with the company. Besides this, show them that you care for their well being and career development.

Encourage Efficient Work – Not More Work

Many organizations think that working more is equivalent to being more productive. But that’s not the fact; rather, working for long hours has proved to be devastating for employees’ morale. A report by the Mental Health Foundation suggests that when working long hours, 27% of individuals feel depressed, 34% feel anxious, and 58% feel irritated. So, being an HR manager, you should abstain from encouraging your employees to work for longer hours. Instead, motivate them to work more efficiently.

Last but not least, we would like to remind you that no one wants to work in a cage and feel like a prisoner. Instead, employees enjoy working in a fun environment. Promoting such an atmosphere can help in retaining the current workforce. Moreover, professionals who share a positive work environment with your organization are more likely to refer others.

In case you are still unable to create an environment where team members are productive, happy, encouraging, feel free to ask our experts for suggestions. Moreover, we also recommend you to opt for our recruitment software that will take this process to the next level.

Know How Workplace Culture Can Influence Recruitment and Employee Retention

Recruitment and Employee Retention

At present, hiring has become a nerve-racking job as it is an employee-oriented market, where it’s finally the candidates who choose or reject a company. But the game does not end with the recruitment process as the big challenge lying ahead is retaining staff. So, HR professionals are looking forward to taking their organization’s culture into consideration because even the most capable candidates can turn out to be a disastrous hire if they do not fit with the organization’s culture. The culture of a business firm refers to its norms, vision, values, as well as the tangible aspects of the work environment that influence and reflect these beliefs. If the company is forward thinking, it will keep on evolving these features over time with a careful effort. Despite its significance, many companies don’t pay attention to creating a strong culture, and they just let it evolve from within. But that should not be done as a proper organizational culture can vastly improve employee retention and performance which translates into growth and profits. Read on further to know how the two aspects are interconnected:

Culture Matters in Hiring and Retention

Once an organization has defined its culture, it can set some parameters to identify whether a new recruit will fit with it or not. Remember even the most resourceful companies can make hiring mistakes and waste hundreds of dollars here. So, you are not an exception. For example, in 2012, the hiring of former Dixon CEO John Browett as retails operations head was announced as a poor culture fit by Apple’s CEO Tim Cook. Well, a traditional interview process is not sufficient to determine whether a candidate will adapt to the company’s cultural or not. To analyze this, the interview process should incorporate multiple forms of assessments, such as personality tests and psychological evaluations. Many companies have addressed this challenge by involving the current employees in the selection process. Face-to-face interactions with candidates can be useful in getting a deep insight into their behavior and perspective, which can be never possible through a more formalized interview process. When employees feel at home within an organization’s culture, they show greater job satisfaction, produce higher quality work, and are more engaged overall. All these factors play a critical role in employees’ retention.

 

Emphasizing Cultural Fit Can Lead to Bias

Although most HR professionals are emphasizing on culture fit, this might lead to problems unless there is a formalized practice to anticipate and guard against biases. To a large extent, it has been found that hiring to match an existing work culture leads to lack of diversity in terms of knowledge, personality, and cultural background. And, employees lose the opportunity to learn and grow their interpersonal skills. Thus, many MNCs are shifting their ‘culture fit’ approach to a ‘culture add’ approach that seeks to enhance existing culture by adding more diverse candidates to the workforce. However, in such an approach, it’s mandatory to check whether the new recruits share the company’s principles or values. This attempt can help in finding the right people who will thrive within the organization while also introducing new ideas and perspectives.

 

Diverse Cultures Are an Asset and a Challenge

While there are good arguments for hiring candidates who can fit with the existing work culture, researches have consistently proved that diverse teams perform better than their less diverse counterparts. Moreover, it has also been found that inclusive and diverse team members are better decision makers. However, to reap these benefits, organizations must be willing to make investments in promoting diversity and making it work. Otherwise, it might lead to devastating outcomes like conflicts. Remember an organizational culture has a tremendous impact on whether or not a newly hired candidate will remain in the organization for a long time. Promoting a healthy culture of inclusion can promote employees’ engagement and work satisfaction.

 

Hiring is a mind-boggling affair that may have many repercussions. So, HR managers cannot just select anyone because they are afraid a competitor can beat them to the punch. They should consider that a bad choice can be very damaging to the company’s productivity and reputation, and that candidate won’t stick around long. Well, if you are wondering how to select the best talent that would prove be an asset in the long run, then try advanced recruitment software. These computerized programs use artificial intelligence to identify the most suitable candidates for a particular position.

The HR’s Guide to Poaching the Right Candidate without Being Extravagant

hire right candidate

The success of any organization is heavily dependent on its workforce. So, being an HR professional, it becomes your utmost priority to hunt the best talent. Hiring talented and enthusiastic professionals cannot just improve your business productivity, they can also enhance the positivity and energy in your office. But in today’s highly competitive environment, attracting the right talent is not a plain-sailing task in light of the fact that professionals have got many options to choose from. So, sometimes HR managers have to spend a lot of money on sourcing suitable candidates. Well, recruitment is a costly affair that eats up a major chunk of the operational cost. And, it is estimated that hiring budgets of the company will increase speedily in the coming years. No matter whatever be your demand for quality professionals, hiring has not to be an expensive affair, if you follow a strategic approach for the same.  Here we have shared some tips for building a highly productive team without spending a big budget on recruitment. Take a look:

  • Create an amazing career website

The career website of a company is the best medium to source talented professionals. As per a data, about sixty-four percent of job seekers consider career pages as a valuable resource during their job search. Companies can go a long way in creating a steady stream of new applications by creating a career page that gives an in-depth view of company’s work culture, USPs as an organization, recommendation from existing employees, along with job openings. Furthermore, if they integrate the career website with Application Tracking System, then it becomes easier to manage the selection process.

  • Turn employees into recruiters

Your existing employees are the best sources of hiring. You may ask them to refer their friends. This will certainly increase your reach to potential candidates. However, if you realize that your existing staff demands bonus or incentives for this purpose, then you may try another idea. In that case, instead of having a formal employee referral program, you can directly approach the top performers in each department, and ask them to recommend some talented individuals for a particular opening. Most high-potential staff will love to propose their colleagues to join their company.

  • Source from internal candidates

There are various important positions within an organization that need to be handled by a trusted employee. In that case, it’s best to look for candidates from within the organization. One way to find out talented employees for the vacant position is conducting open internal interviews. You can also extend an opportunity to a staff member who is working since long if his track record vouch for his good performance. Well, in this way you will certainly save on hiring. And, as the internal employee will demand less salary than an outsider, you will also save on operational cost.

  • Recruit former employees

You can always consider rehiring employees who had left your company in the past for greener pastures. If the staff had developed a good impression of your organization while working there, then he/she can come back. However, in that case, make sure that you offer an attractive salary package. This simple idea will certainly go a long way in ensuring recruitment of proven talent, without being a spendthrift.

  • Reach passive candidates by posting jobs on social media

Sometimes, suitable candidates escape the HR manager’s reach because they already have a job. Social recruiting can help you reach such candidates who are not looking for a new opportunity but may opt for a job change in the future. You can target such prospective candidates by sending home feeds that will encourage them to apply for the position. When it comes to social media recruitment, you need to have a strong strategy at hand and make sure that the contents that you post will create a good impression on the individual’s mind. Even if you are not filling any specific positions at the moment, connecting with talented people on social media can benefit your business and your hiring team later on.

With these tips in mind, you can certainly go a long way in cutting the cost of hiring. Apart from this, we suggest you adopt the latest recruitment software as they will simply the entire task and improve the chances of hiring the right people. We the team of human-telligence has a dedicated team of technical experts that have already helped hundreds of companies across the world to enhance their recruitment process and accomplishing challenging hiring.

Three Biggest Social Media Recruiting Mistakes That You Should Avoid at Any Cost

Social Media Mistake

In recent years, the vast stretch of social media has transformed the way we do businesses. From generating sales, managing clients to creating huge databases, it has facilitated many managerial roles. For HR professionals, it has proven to be a powerful tool for attracting high-quality talent and recruiting them. They are using various platforms, such as LinkedIn, Facebook, and Twitter to advertise job openings and communicate with interested candidates. It won’t be untrue to say that hiring via social media is an amazing way to engage both active and passive job-seekers. But it still presents many challenges in view of the fact that all your competitive counterparts are looking to poach high performers and influencers more than ever before. Keeping this competitive scenario in mind, it’s crucial for businesses to come up with a strategic and well-organized recruiting plan before jumping into the game. Otherwise, they might make some dreadful mistakes which may cost money, the company’s reputation, and ultimately, the opportunity to reach top recruits. In this blog, we’ve broken down the three biggest social recruiting mistakes that you might be making and suggested the best way to avoid them. Take a look:

  1. Not making an authentic connection

Anyone who is trying the hand at media recruiting is competing with a vast community of global leaders. Thus, it’s important to fight for a place in professionals’ home feed. But that’s not enough to make them tick for your job opening and get them hired. At this point, you need to understand that in this talent-oriented world, candidates have become equivalent to consumers. Thus, you need to develop a competitive advantage that will motivate professionals to join your company. The biggest mistake that most HR managers make during social media recruitment is that they only rely on the use of social feeds and do not make any effort to connect with prospective talent. This might result in getting a few applications, but in long run, it’s not going to bear any fruit. But again focusing only on posting ads, might upset the candidates and they may block your social media posts. Well, your success as a social recruiter lies in making authentic connections; instead of just broadcasting open roles. So, try to open up a dialogue or start a new relationship with the target group of individuals. When doing so, avoid sending a generic message to everyone; rather, establish a one-on-one connection. This will certainly develop a positive impression on the candidate’s mind and they are more likely to apply down the line.

  1. Not having good content to share

Social recruiting is a time-consuming process, so it’s important to keep the candidates engaged. In this context, you cannot compromise on posting regular, high-quality content to your social media channels. Publishing relevant and appealing feeds can help you attract a broad audience of relevant candidates and achieve real results. When used correctly, they can highlight your company culture, engage users and promote your employer brand.

 On the other hand, sharing fake or misleading content can have a devastating impact on your company’s reputation. Thus, having an effective content strategy is inevitable. Here are a few major considerations in this regard:

  • There are certain questions in mind of every candidate who is looking forward to applying in your company. You can post some informative content illustrating day-to-day life at your company. It will help them gauge the company culture.
  • Try sharing a mixture of infographics and videos. Think about the kinds of content that would appeal to the candidates you’re trying to attract, and share it from your social channels to build a following of relevant talent.

Content sharing can let your prospective candidates know that there is a real face behind the social profiles. This will, in turn, encourage them to take a look into your employer brand.

  1. Focusing on quantity not quality

Some HR specialists use consistent videos and content posting as a way to stand out to candidates. They try to block out competitors in individuals’ home feed and stay in their mind. But this strategy won’t work unless they have an original and well-written content to churn out. In case the quality of content is not up to the mark, then you are putting your employer reputation at stake. Thus, it’s more effective to post less to your social media profiles, but that should create a good impression of your company. Thus, before you share anything, ask yourself: “Is this something that I would like reading, commenting on, reading or share on social media?” Remember a high-quality post will significantly increase your company’s social reach, and introduce you to new candidates.

These were only a handful of mistakes that you might commit while social media recruiting and there are a lot more in the list that our highly-proficient engineers can help you analyze. But most importantly, we would like to tell you that a lot of success in social recruiting comes down to being responsive. So, carve out time each and every day to react and respond to queries, opportunities, and interests as they arise. If you can’t make this commitment, there’s a real danger that your social recruiting activities backfire on you. On a final note, we suggest you arm yourself with the latest HR recruiting software to simplify the entire process and hunt the best talent for your company.