I was engaged once. It was 1988 and in between a course of sweetbreads and lamb at the Millcroft Inn in Alton, Ontario, the blue-eyed guy across from me popped the question. I looked at the ring, and I looked at him, and I said, “yes”. In other words, I said (on the inside), “I find you very attractive, I have no idea how this story might end, but yes, I think there are good odds here and I’m game to give it a shot”. After all, we were very young, we had no money, but we had high hopes for the future. We set a date.
During engagement, you buy an expensive dress you’ll never wear again, and you fuss over the strange details of a hopefully once-in-a-lifetime ceremony. You drive your friends and family crazy. Then once the engagement is over and you’ve settled in, you find true happiness.
I’ve thought about this as it relates to the workplace.
Do we need engagement? Or do we need that sense of settling in and happiness?
I think it is the latter.
I’m not sure we are at our best during the engagement. There are reasons why there are TV shows about bridezillas. There is frenzied anticipation and many, many details. There are a lot of things to balance, with time always seeming to be at a premium. Our goal is to have a lovely wedding. We fret at not being able to see much beyond that day. It is when the engagement is over that we have a routine and new goals and a longer-term outlook. We fall more deeply in love with our spouse. That’s happiness.
I fully realize that not everyone on the engagement bandwagon agrees with me. They argue that an engaged employee is not necessarily a happy employee and they argue that a happy employee may be happy because their work isn’t challenging, which doesn’t benefit the business. Ok, fair enough. That said, perhaps I’m being overly technical but the definition of engagement does not include the word motivation (in fact, appointment is a synonym for engagement). Ultimately, motivation is another positive side effect of being settled in to a role where you have confidence. Again, during engagement you are not settled in yet.
So how can you achieve a workplace full of happy people? Try these strategies:
- Find ways to include your employees in long-term planning. So often we set short-term goals in our planning without thinking about how this contributes to the big picture. The more employees can see themselves in your organization 3, 5, 7 years down the road, the more likely they will contribute in ways that will ensure the organization is sustainable.
- Love your organization. Love your employees. I’m talking to you HR. Some of the best organizations out there have amazing programs not only for current employees but also alums. Make it a family atmosphere full of positivity and mutual respect by focusing on programs designed to be supportive of the whole employee, at 24 and 64. The workplace should feel safe and a place to find your centre. This can’t happen in a place where there isn’t an environment of mutual trust.
- Lessen the distractions. People focus best when they aren’t surrounded by a myriad of distractions. They’re happy when the details are set. If that means organizing central pick up for dry cleaning, providing access to a concierge service or being more flexible about work arrangements, go for it.
If you think of your employees after the engagement, the onboarding, all that preliminary stuff, and make the workplace feel like an extension of home, you’re well on your way to achieving workplace happiness.
About the author: Bonni Titgemeyer is the Managing Director of The Employers’ Choice Inc. She has been in human resources for 20+ years and works in the international HR arena. She is the recipient of the 2012 Toronto Star HR Professional of the Year Award. You can connect with Bonni on Twitter as @BonniToronto, often at the hashtag #TEPHR.
It’s Thanksgiving Day here in the U.S. so we’re taking the day off.
To our U.S. readers, enjoy your day with family and friends, turkey dinners, and football…..or however you choose to celebrate.
To our readers elsewhere, have a great day and great weekend ahead.
Where ever you are, whether you’re celebrating the holiday or not, take a moment today to give thanks for all of the good things in your life.
We’ll be back with new content next week.
The month of November and Thanksgiving holiday are a natural time to reflect on those things for which we are thankful. Not that thanks and appreciation should be limited to just one month per year, but it’s when it becomes front and center for many. Amongst being thankful for friends, family, security, and a roof over my head, there are many things from a professional perspective for which I’m grateful as well. Sometimes it’s easier to focus on the parts of our jobs that irritate or annoy us, so I thought I’d take a moment to focus on the career-related things for which I’m grateful.
I’m grateful for parents who raised me to have an appreciation for the satisfaction of working towards something, rather than waiting for things to be handed to me. That’s a value I’ve carried with me into my adult life, a value which set the stage for me to pursue an education and a career, ultimately allowing me to make a contribution to something beyond myself and support the life I love. I’m proud that I’m a woman who has the ability and ambition to provide for myself. I’m grateful that I like to work and enjoy being busy, and that I’ve been taught that there’s a difference between laziness and well-deserved downtime. I’ve learned to recognize when downtime and recharging is necessary and justified, but that true laziness isn’t productive or an acceptable way to live my life.
I’m grateful to have had the opportunity to work for a company filled with employees who understand the value of an honest day’s work. They’ve taught me what it means to hustle and have pride in a job well done, no matter how simple or menial the task may seem to someone else. You don’t always need to be changing the world to be proud of what you do; sometimes the smallest gesture can make a difference.
I’m grateful to work for a leadership team whose actions embody the meaning of commitment. Commitment to the business, to the communities in which we operate, and to the people who make the company what it is. They inspire me, every day.
I’m grateful to have worked for people who’ve invested in me, and allowed me to grow and develop in my career, and for those who saw something in me early on and encouraged me down the path I’ve taken. I can’t imagine not having taken the path I did or how different my life would be if I had taken another. I’m grateful for the opportunities I’ve had, for those that didn’t pan out that ultimately kept me on my path, and thankful for where I am right here, right now.
I’m grateful for the phenomenal network of colleagues and connections that make up my professional network, for those in my network who have also become friends, and for everyone who generously shares their knowledge and experiences and makes me a better HR professional, and better person, every day.
I’m grateful for a career that allows me to have an impact on people. I’ll never forget when years ago, a few weeks after one particular training class I facilitated, having a participant approach to tell me how something I said in the class changed his entire outlook on life. As HR pros, we have the opportunity to have this kind of impact every day, sometimes with just the simplest of actions or a few right words at the right time.
Do you often enough stop to count your blessings? What are you grateful for today?
About the Author: Jennifer Payne, SPHR has 15 years of HR experience in employee relations, talent acquisition, and learning & development, and currently works in talent management in the retail grocery industry. She is one of the co-founders of Women of HR, and is currently the Editor of the site. You can connect with her on Twitter as @JennyJensHR and on LinkedIn.
In his latest article, Winning the War for Talent 2.0 in Malaysia1, Professor Sattar Bawany of the Centre for Executive Education in Singapore comments:
“Lower your prices and competitors will follow. Go after a lucrative market and someone is there right after you, careful to avoid making your initial mistakes. But replicating a high-quality, highly engaged workforce is nearly impossible. The ability to effectively hire, retain, deploy and engage talent—at all levels—is really the only true competitive advantage an organisation possesses.”
I would hazard a guess that most of you agree with this statement. However, it’s what you do about it that actually makes the critical difference in your life and in the lives of the people you lead.
And so, what do you know?
Whether you’re big business or not, you understand that the workforce of today is not the same as that of yesteryears and that you need to learn how to adapt to that reality and engage with talent in a way that they can appreciate. Therefore, while it is important for you to pay attention to your strategic direction, the globalisation of your services, the need to constantly refine and develop your product and the ever-changing bottom line, you also need to place enough emphasis on the people front. The people you choose to bring in – these are the people who choose to work with you and for you.
Some of you have more resources at your disposal than others, but there is a lot that you can do to ensure you attract and retain good talent that isn’t contingent on the money you choose to throw at them or the size of your company.
There’s this ongoing debate around how the Gen Y ought to be managed, how they profess loyalty not unto their employer but unto themselves. I feel that at times, some of the emotion behind such debate is a little off center.
Those who are brought up in a different era will undoubtedly look at things in a different vein. Ultimately however, it should not matter if Gen Y want more autonomy, more information flow or more assignments that truly stretch. What matters is that you can’t force others into a box and make them into little mini-me’s. You can’t judge them according to the standards you grew up in. These differences in the workforce are the result of change, change that you have to accept is part and parcel of development, innovation and advancement. Change resulting from being in a different time and place, of the face of the market and of the pervasive influx of technology in your lives and the consequent ripple effects. Your job, as leaders, is to find a way to make things work, to make your organisations relevant and inspiring and to align the goals of your organisation with that of the individuals you seek to bring to it.
So, how do you find, retain and grow good talent?
1.Networking is critical to ensuring you are able to find good talent
You open yourself up to a bigger source of good talent, and one that is not entirely reliant on your efforts alone. Others are on a search similar to you. They will have different experiences, they may get burnt, learn a lesson or two and be willing to share their story. They may have some good experiences and be willing to let you in. But there is a real skill involved in networking effectively. For one, you need to integrate your efforts online and offline. Spread your reach. Secondly, if you want to be noticed and if you want assistance, the best chance you have is when you decide to focus on giving before getting. See how you can be of benefit to your network. Thirdly, developing your network goes beyond simply introducing yourself via social media or asking people to recommend you or give references. It involves real connection, one that is established at a deeper level and which makes it clear to the other party that you are not taking a copy/paste approach to developing relationships. With practice and driven by the value you can create for others, you may be able to reap rewards by establishing and maintaining your network.
2. Employment references are an important part of this process
Yes, there are limitations to the use of references. You are only likely to provide a reference from someone who is willing to provide a glowing report. The chances are high that you can get a friend or colleague to provide such references. Given these factors, you would therefore want to put in place systems that can overcome some of the limitations of the employment reference. For example, you could do a reference check on the person providing the reference : Is he who he says he is? Bottom line, you don’t rely on references exclusively.
3. You need to develop the skills to find the talent who aren’t looking for you
Let’s face it – if they are good at what they do, chances are they are gainfully employed, very much engaged and they are not looking to move. That is not to say that you have no hope of getting them over. Locating these great talent will take time and may not be smooth sailing but anything’s possible. Be careful though : you need to ensure, before you start, that you are able to make a compelling case for them to reconsider their options.
4. Can you identify good talent when you’re face to face with them?
This is both an art and a science. You need to know not just what to assess but how best to do so. As Carol Quinn argued, in The Truth in Interview Part I2,
“Applicants are learning more about getting a job than interviewers are learning about hiring”.
Skills in itself are not an accurate indicator of job performance. And at some stage, you might have come across the skilled applicant, who was able to outsmart the interviewer and present a picture of herself that, in the final analysis, did not match reality. The question therefore is whether, as an interviewer, you are able to ascertain what you need to look for and have the tools to do so.
5. Understand the importance of employer branding
You put all the things you need in place. You build up a picture of who, you as an organisation, are. You reach out on various platforms – website, social media, offline networks – to create and maintain this consistent image. You understand the value in doing this, you nurture this delicately and hope to build on your successes, layering on, significant ideas of who you are, as an organisation, hoping that it matches the impressions created in the marketplace.
6. You remember the team in place
You remember one thing : the talent you already have in place. These are your brand ambassadors and they too have their own network. You don’t lose sight of this fact as you work to ensure that the impressions you create about who you are, needs hold true internally, within the organisation as well. Failing which, disaster may strike.
7. Wherein lies your focus?
Finding good talent is impacted by your focus areas. Sometimes, it may be easy to forget that everyone brings something to the table. We may each have our weaknesses and no doubt, these should be addressed but the strength movement, is one based on sound principle. Marcus Buckingham, author of published bestsellers, ‘First, Break all the Rules‘ and ‘Now, Discover your Strengths’ is right in asserting that it’s far more about harnessing the best of what you bring to the organisation than addressing what is weak within the individual.
“Since the greatest room for each person’s growth is in the areas of his greatest strength, you should focus your training time and money on educating him about his strengths and figuring out ways to build on these strengths rather than on remedially trying to plug his ‘skill gaps.’ You will find that this one shift in emphasis will pay huge dividends. In one fell swoop you will sidestep three potential pitfalls to building a strengths-based organization: the ‘I don’t have the skills and knowledge I need’ problem, the ‘I don’t know what I’m best at’ problem, and the ‘my manager doesn’t know what I’m best at’ problem.”
― Donald O. Clifton, Now, Discover Your Strengths
In the end, you take the best of what you have to offer and make that compelling to the talent you seek to bring in. None of this is rocket science. Talent management frameworks have their place and significance but this is about making real connections, about being human in how you treat people and in seeing the relationship for what it is.
If you can do that, if you can connect authentically with your talent, if you can make them see the vision you have for your organisation, if you can put this across well and see how you can align what you want to achieve, with the growth paths your people are on, that alignment will create a world of wonder, passion and engagement.
1 Appeared in the October 2013 issue of HR Matters Magazine
2 The Truth in Interview Part I
Rowena Morais is the Editor of HR Matters Magazine, a quarterly print publication aimed at Human Resource professionals. She is also the co-founder and Programme Director at Flipside, a business services company with offices in Malaysia and Singapore, providing professional certification training. Here, she provides strategic direction as well as oversight on client training and corporate functional areas. Rowena blogs about developing habits, execution, growth and personal development. She lives in Kuala Lumpur with her husband, two young kids and now, a newborn. Connect with Rowena at email@example.com.
Looking for a life-impacting role for HR? Explore the opportunity you can use to save lives and life styles. I am talking about the life skills and balancing of life decisions of both your employees and their spouses.
My mom’s cousin lost her husband in the last year. In her grief and lack of education, she ignored the opportunity to keep her insurance and other benefits going. She has now had a stroke and may need brain surgery. I don’t want to go into the healthcare debate; I want you to think about the people and the impact a little education and/or policy changes could make.
What if her insurance and benefits could have continued automatically, paid out of her survivor benefits? This could at least have happened for a reasonable “grief” period, when there are so many decisions to make.
Let’s go beyond insurance and jump to life skills discussion. Want to increase family engagement? What about addressing the often ignored factors of estate planning and organizational skills? 85% of households have one spouse solely responsible for bills and paperwork. How can you help employees and their spouses, regardless of which one is the household operator, understand the critical necessity of cross training or at least strong organization of these processes. It can be touchy, but in many cases, it would be very welcome to have tools and discussion facilitated.
This issue is gender and socio-economically diverse. Think about it. Think about your mom, dad, sister, brother, grandparent, spouse. Who is going to be impacted by a tragedy compounded by complexity of new skill requirements, or financial messes that have never been shared?
You can make a difference.
Lois Melbourne, GPHR, is co-founder and former CEO of Aquire Solutions, mom to one terrific young son and wife of co-founder Ross Melbourne. After entering a bit of a sabbatical life phase, she is authoring a series of children’s books about career ambitions. She maintains a strong personal commitment to career education and small business development and is a speaker, author of industry articles, and an occasional blogger and networker. Connect with her on Twitter as @loismelbourne.
While the thought of trading in the rat race of an office building or major corporation, and working from home, may sound highly appealing, the reality is, this transition is often more challenging than most people believe. When you’ve gotten used to the all-work structure of an office, coming home and working in the midst of your kids and home life can be like a splash of cold water. How do you manage your family life, without sacrificing work ethic or the deadlines that don’t slow down?
I know from personal experience that working from home is no walk in the park. Whether it’s kids pulling on my arm, ready for a snack, or my husband calling from his office, asking me to pick up the dry-cleaning, remaining task oriented has been something I’ve had to learn as I go. Although I know there are times when I need to remain flexible and allow for interruptions, for the most part, my work must remain a priority.
If you’re transitioning from office to home and are worried your work might suffer, the key is balance. Without it, you’ll feel as if you’re juggling ten glass plates all on your own. The following tips have proven helpful in my own work journey and I’m able to keep my family life in order while maintaining my profession.
Dedicate a space to work.
There is a reason why office buildings and cubicles exist – they are dedicated spaces where people complete work-related tasks. If one of the reasons you’re considering working from home is to escape the cubicle, trust me – I’ve been there. Although I’m not suggesting replicating a cubicle in your home, I am saying that a dedicated work space in your home is absolutely essential to success.
If you have a room you can turn into your office, do so. If not, dedicate a corner of a quiet space to your office. The kitchen table or the living room couch is probably not the best space to spread your stuff out. Papers are easily lost or spilled on and the distractions are numerous. For me, going out and buying a room partitioner when I first started saved me from hours of insanity and distraction.
Have all the essentials in place.
The great part of working at an office is that everything you need is right there. A printer? No problem. Fax machine? Your corporation probably has several. When you transition home, however, you may need to go out and buy these essentials. Do this right away, so there’s no scrambling at the last minute when an important deadline comes around.
I like having everything in my workspace. That means the printer is right where I can reach it, and my fax machine is just steps away. Even though other members of my family make use of these items every so often, they still remain in my office, regardless of who needs to use them. Whatever your tools are – keep them where you work.
If your office is a mess of supplies and papers, then set aside some time to get it in pristine condition. Purchase supplies and containers to keep your things attractively organized. Knowing where everything is helps me keep my cool and manage my work more effectively.
Organization is essential.
If you’re a naturally organized person, this tip is like second-nature for you already. However, I know that I need every other tool out there to keep myself on track. When you’re managing work deadlines at the same time as soccer practice and doctor appointments, a planner will become your go-to.
Purchase a large calendar and write out all your tasks for the month. Try to do this at the beginning of every month, for as far out as you can plan. When dates are nailed down far in advance, you know what’s coming up and therefore, what you can say yes, and no, to. I’ve found that a daily planner is helpful, as well. Being able to create and check-off items from a daily to-do list makes me feel more accomplished and in control of my day.
Set your hours.
Working from 9-5 certainly has its drawbacks, but truthfully, the structure of a workday is often what keeps people successful. The same applies when working from home. Not having a set work time really throws a wrench in your success, something I learned the hard way.
I find it’s best to plan your work day around your family, especially if you have kids. When your kids are off to school for the day, settle down in your office and get to work. If you work steadily through the school day, that’s a good chunk of time spent on work-related tasks. As important as it is to start when you say you will, it’s equally important to finish on time, too. My kids find it frustrating when I say I’ll be finished by four, and I’m still pounding on the keyboard come 5 o’clock. Stick to your hours. You’ll have a happier family because of it.
Make it clear you’re working.
Just because you are home doesn’t mean that you are free. Although one of the hardest things to learn about working from home, it is also one of the most essential. When I began working from home, friends felt free to call and talk for hours, and I often let myself get caught in this trap. However, your friends, and your family, need to understand that work must get done even though it’s getting done from home. Let your loved ones know that you have a job that needs to get done, and you’d love to socialize, but after work. Difficult? Yes. But necessary? Absolutely.
At this point, you may be wondering if working from home is really worth it. Let me tell you from personal experience – yes. While it does require a high amount of discipline and time to learn how to manage the balancing act, in the end, you’ll find much more joy in your work and in your family. Begin setting boundaries early, and working from home will become a breeze.
About the Author: Naomi Shaw is a freelance writer in Southern California. As a mom who works at home, she knows how challenging it is to keep a balance and distinction between family and work. These tips have been some of the most helpful when transitioning to working at home, and she enjoys helping other women find success in their work ventures.
Recently, my son transitioned to a different middle school than the one he had been attending since kindergarten and originally intended to graduate. This transition got me thinking when it came time for me to write for Women in HR. One can truly correlate the selection of a school to attend to accepting and starting a new job. Overall, it’s a personal choice and the final decision not only has to be the student or jobseeker, but it has to fit with their overall plan in life.
Now you may think “isn’t middle school a bit too young to be thinking about how a school decision fits into your overall plan?” Not really, I personally think kids are “groomed”, hopefully by their own choice and not their parents living their own goals through them, very early in life for things like sports, music, dance and more. Where I live, it seems like the high school all-stars start their journey before they can even tie their shoes. I’ve seen young baseball, soccer and football camps for kids who barely enter elementary school. They wear the gear but they are so tiny it looks like they are going to fall over. So if the focus on team sports can start so early then why can’t kids start making choices from an academic standpoint that affect their career? I have always heard that you can trace your career choice back to what you did on the playground. Me? I used to sing on the porch in front of my audience from the neighborhood. While my dreams of a singing career did not come true, I do have an audience now and again as a teacher, trainer, and speaker in the HR community. So I guess at least from my experience what I hear is true, to an extent, of course.
Now let’s get back to the school choice and its relationship to jobs. Once my son decided to change schools, which he had been contemplating for almost a year, we decided to set up a “shadow” day at two of the schools he had in mind. In addition to hanging out with a fellow student all day to observe, he had to meet with the principal of each school, for which I joined him to listen and ask my own questions. As a parent, I was very impressed at my son’s questions and his maturity while in these meetings. He asked questions I had not even thought of, like: 1) what type of math and English program the school uses to teach the students; and 2) what specific extra-curricular activities did they have related to his personal interests.
One of the things his former school had that neither of the new choices had was Robotics, which was very important to him since he plans at this point to have a career in engineering, technology, or both. However, he justified his decision to continue to pursue his move because the school he did finally decide on had an advanced math course and was willing to start a Robotics club as soon as possible. While starting the club would not allow him to immediately join a Robotics team, allowing him to compete like he did the previous year, it was not a game changer. He told me that since he would now be able to take high school math in 8th grade that would give him a jump start on his high school math credits. That decision will allow him to take college level math while still in high school. Did I mention he is 12 years old and he is telling me all of this? The reason it is so important to him is because he has plans to go to a specific college one day (MIT) that will help him get into the career of his dreams.
Employees (typically disgruntled or disengaged employees) are constantly looking for a new job or opportunity, especially when the job they are in doesn’t satisfy their needs or holds them back from moving closer to the dream job they would like to have. Recently, on Drive Thru HR I heard Jennifer Miller refer to people finding a job that deserves them. How fitting of a philosophy that jobs don’t find people, people find jobs. I remember getting out of the financial services field to move into manufacturing so I could round out my resume to experience the old white collar and blue collar workforce. Someone had told me that my HR advice probably didn’t work in the blue collar world because I had only worked with people in offices. I was not about to have that perception limit my future opportunities so I took care of it by getting the job I needed to work in the blue collar workplace.
Planning at any age, in school or in the world of work, can definitely help to shape your career.
Donna Rogers, SPHR aka @DonnaRogersHR. Donna is a full time Instructor at University of Illinois at Springfield, owner of Rogers HR Consulting and the immediate past Director of the Illinois State Council of SHRM. She has over 20 years in the HR field and currently teaches Human Resources Management, Organizational Behavior, Organizational Development, and Strategic HR Management. She practices what she teaches for almost 100 clients in the central Illinois area.
Success is the primary objective of every business. But what exactly is success and how is it measured? To many it’s determined by financial gain, and behind financial gain there is always one thing that has set the path – happiness.
With so much emphasis on profit it’s all-to-easy to lose sight of your employees, the backbone of your business. Contrary to popular belief, good business isn’t always about investing in products or services, but investing in people. So before you start analysing statistics to look for a magic formula, take a step back and ask yourself, “are my employees happy?”
Improving Employee Engagement
A hefty paycheck, light workload and long holidays won’t always yield positive results. On the other hand, incentive programmes, career advancement opportunities, and making sure good work doesn’t go unnoticed is directly linked to job satisfaction. Sonja Lyubomirsky, Ph.D., professor of psychology at the University of California, conducted a study entitled, Does Happiness Lead to Success? She states that if you implement a daily dose of positivity, your employees will be more engaged and motivated, which will lead to better job performance, – “happy people frequently experience positive moods and these positive moods prompt them to work actively towards new goals.”
Implementing a “Happiness Strategy”
Whether you run a large scale corporation or small business, implementing a “happiness strategy” should be a crucial part of your business model. Google recognises the importance of balance between working and personal life and allows their employees to dedicate up to 20% of their time to a project of their choosing. This has resulted in innovations such as AdSense and GoogleTalk. While small businesses may not have the finances to make such bold investments, changes can still be implemented.
It’s no secret that healthy living greatly contributes to happiness. Coors Brewing Corporation reported a $6.15 return for every $1 that they invested into their corporate fitness programme. In addition, Currency Index reported a 43% drop on absenteeism during the 12 months following implementation of their employee fitness scheme. Again, while investing in an on-site gym may be out of reach for your business, allowing your employees to take a little time out of their schedule to exercise could significantly increase their productivity.
Make Happiness Your Priority
Happiness is often considered a by-product of success. Shawn Achor, author of The Happiness Advantage, has a very different philosophy. Achor states, “Your brain at positive performs significantly better than at negative, neutral or stressed.” His studies have concluded that happiness is actually the driving force behind success and has started sharing his theories with businesses throughout the world.
If you’re serious about long-term financial success, take a leaf out of Achor’s book and make happiness your priority. Start today. Before you dismiss your employees for lunch or send them home, take a few minutes out of your schedule to make the rounds and give them some positive encouragement. A compliment will go a long way.
About the Author: Jenna Evans works part-time as an Employee Relations Adviser at Tollers Solicitors. She enjoys eating far too many noodles and travelling. She is also in the early stages of researching for a book related to empowering women in business.
The stagnant job market hasn’t made it easy for companies to find top candidates for open positions. In reality, it is actually more difficult. For every open position it seems as though hundreds of applications come pouring in, but the applicant pool is often under-qualified. It’s understandable, many people with substantial skill sets are holding on to the job they have while they wait for the economy to stabilize. So, what can an employer do to up their value proposition and opportunity to recruit great talent? There are many ways to increase your chances as a recruiter. In addition to online searches and job postings, here are few tips that may help you out.
Remember it’s Not a One Way Street
If you have a position that needs to be filled in your company, waiting for the applicant to come to you may end up giving you more of the same, lots of resumes, but not the quality you’re looking for. Consider proactive recruiting. Take the initiative to go out and look for great candidates that will fit your company’s culture. In addition to keyword candidate reviews on web searches like LinkedIn, do some good old-fashioned networking. Ask other professionals you respect if they know of anyone they’ve worked with in the past that could be recommended for your open positions. Get the rest of your hiring team involved, and have them connect with their contacts for any leads on top performers that may benefit your company.
Don’t Forget Your Current Employees
One of the best ways to attract new employees is to have a company full of happy, motivated people who like where they are working. Loyal employees are not only more productive, but are also inclined to recommend other great professionals for open positions. Consider an employee referral program that is more than just the “submit a name of someone you know” process. Have them recommend the person for a specific position and tell you why they think the individual is a great candidate. Although some may think that employees will simply try to get all their “buddies” hired on, usually that’s not the case. Employees who take pride in their company won’t be inclined to suggest the candidacy of someone who would be a bad hire – they wouldn’t want to stake their reputation on someone they can’t get behind.
Consider the Décor
Seems like an odd consideration, but if you want to bring in the best, your first office space impression means a lot in the eyes of the ideal candidate. If that person walks through the doors and sees a dry atmosphere full of white walls, compacted cubicles, and unfriendly faces, they are going to have a hard time envisioning themselves spending 40+ hours working in your office space. When you’re trying to appeal to top job candidates, and also working to keep morale high for your current work family, consider the environment you are asking them to work in. Personalized work spaces where people can express their personalities help to create attachment and belonging, and that translates into satisfied employees. You don’t have to forgo a consistent office décor, just consider providing ways for individuality to emerge.
Know Your Candidates
Great candidates want more than just a high paying salary. They want a company that offers development opportunities, upward mobility, rightful recognition, and a balanced lifestyle. They also want to see passion throughout their potential new workplace, and want that passion to be in line with their professional aspirations. Before you pitch your company to a candidate, find out what they are really seeking from a new employer and what factors would actually be enticing enough to make the switch to your company. Make sure it’s a values match for both of you.
Get Everyone on Board
A disorganized management and/ or hiring team can be a big turn-off to any interested candidates. If a top candidate hears their potential position described one way, and then hears it described differently by another team member, they are going to become concerned about the legitimacy of the position you are offering.
Before you even begin seeking out ideal candidates, meet with your hiring team to make sure everyone knows just exactly what the position is you are trying to fill. Everyone should be on the same page when it comes to explaining the expectations, duties, and potential opportunities related to the open position. That way when a potential top performer inquires about the position, further questions or concerns aren’t created.
Don’t sell your opening short by taking an applicant through the process because they seem “qualified” enough and you have pressure to fill the role. Top performers within a company drive innovation, can motivate current middle-of-the-road employees, and increase profitability. Taking the time to actually seek out and find the ideal candidate for each open position may take extra time and effort, but it is the most important role a recruiter can play. Get the right people on the bus. That’s what builds and sustains stellar companies.
About the Author: Amanda Andrade is the Chief People Officer for Veterans United Home Loans – Fortune magazine’s 21st best medium workplace and one the fastest growing companies in the United States according to INC magazine. Amanda has led human resource organizations in both public and private sectors. She also has a doctorate in Environment and Behavior, focusing on highly profitable, employee-centric work environments. Connect with Amanda on Google+.
And so it continues. Miley Cyrus, who has become everyone’s favorite person to trash on the internet over the last several months, popped up this past weekend on Saturday Night Live where she did her schtick (it has become a schtick, btw) of rolling her tongue around on the side of her mouth while flashing some sort of pop star gang sign with her long lacquered fingernails.
I still don’t get it although, to be fair, I think she does. It appears she’s moved into self-deprecating territory and, thankfully I guess, has quickly become a parody of herself.
One bit of good has arisen from all the Miley chatter though in that it has served as yet another catalyst for cultural discussions on feminism, women and the patriarchal culture in which we still live.
- Gloria Steinem has chimed in. A few weeks ago at the Women’s Media Awards, Le Steinem, when asked if she thought some of Miley’s recent activities were setting the feminist movement back, answered “I don’t think so. I wish we didn’t have to be nude to be noticed, but given the game as it exists, women make decisions.” (Blame to society)
- Sinead O’Connor, who learned that Miley claimed her “Wrecking Ball” video was based on O’Connor’s “Nothing Compares to U” video, wrote an open letter to Miley in which she said “Nothing but harm will come in the long run, from allowing yourself to be exploited, and it is absolutely NOT in ANY way an empowerment of yourself or any other young women, for you to send across the message that you are to be valued (even by you) more for your sexual appeal than your obvious talent.” (note – as of this writing, the open letter has been removed from O’Connor’s website but you can read the full letter here). (Blame to Miley. And sort of to society).
Now I don’t think many of us can argue that the global society in which we live is patriarchal; centuries and eons have laid that foundation. And while I’m all for making money and being a capitalist there is, at the core of capitalism, a whiff (just a whiff) of male privilege as evidenced by the fact that it’s usually a bunch of rich white men who are calling the shots. And those are the same dudes who dictate, to a fairly large extent, what women can and/or should do. Miley is just going along and playing the game the best she can in the world in which we live.
But should she? Or, perhaps the better question to ask becomes “is it even a game that’s being played?”
Feminism is about providing equal opportunities for women yet it empowers men as well as women by allowing all of us to cast aside pre-conceived notions of “the way things should be.” It allows us as women (not the men who are in power) to determine what is best for us and ensures that we all have the freedom to make our own choices. Sometimes it takes the collective group to get those options on the table in the first place (i.e., the right to vote, have equal funding for sports) and sometimes it’s individuals making a decision for themselves about how they want to live their lives. Shall I wear pants or dresses? Have short or long hair? Enter the workforce or be a stay at home parent? Use an IUD or the Birth Control pill?
While I wasn’t overly enthusiastic about Miley’s spank-fest on the VMA awards I fully supported her right to do it. She sparked some discussion. And while crappy teddy-bear costumes may not be cause for revolution one spark can start a fire – or at least keep it burning.
So yeah – if Gloria, Sinead and Miley walked into a bar I would certainly buy all of them a drink; and that’s not just a punch line.
Disclaimer: I am no fan of Ms. Cyrus although I do admit to finding “Party in the USA” strangely intoxicating and have, on occasion, found myself singing along.