Exact Staff News
Tags: Employment Firms Servicing the US, HR Technology Insight, HR Technology Trends, Insights into HR Technology, National Employment Firms, Nationwide Employment Firms, Trends in HR Technology
HR technology is becoming increasingly popular and extremely beneficial to organizations. As we have discussed in our recent HR related blog articles, there are already so many apps out there for the HR professional.
It’s important to understand what drives these technologies, so our team at Exact Staff has created this post to help your organization understand the new trends influencing HR technology.
Talent is everywhere.
Although your office may be in one market, the talent you need might be in another. Real talent is everywhere and your company should have the best of the best, no matter where the potential candidate lives. Make sure your company increases its global presence by being on networks with a worldwide reach. You don’t want to miss out on top talent because you are only searching locally.
Real-time talent assessments.
Gone are the days of the traditional, annual reviews. Thanks to technology, talent can be assessed in real-time. Organizations who utilize real-time performance analysis help their employees understand their weaknesses and allow them to work on them immediately. These assessments make for a stronger workforce as employees are constantly improving. Plus, organizations can provide employees with the tools necessary to succeed.
Having access at your fingertips.
Everything we do these days is on the go. How often are you checking your phone while you’re out of the office? Think of all the job seekers who are doing the same. Your organization should make applying while on the go as easy as possible. If you want to reach top talent, you need to be everywhere they are.
Employees are looking for a strong work-life balance, so offer them additional benefits. These benefits could be childcare, flexible work schedules, gym memberships, and other office perks like free lunch. Your employees want to feel like they are cared about and not just another number. Offering these additional benefits promotes higher employee morale.
Utilizing HR technology will help contribute to the success of your organization’s recruiting efforts. It’s crucial to stay on top of these trends, and we can help you do so. Contact our team of expert recruiters today for more information.
Performance appraisals are a traditional practice within most organizations, but when it comes down to it, they really don’t work. Forward-thinking organizations want their employees to be ingrained in the culture and they favor a participative work environment, but traditional performance appraisals say the exact opposite.
A traditional performance appraisal consists of the manager writing a review for their employee, and sometimes asking the employee to perform a self-review. Since most managers don’t keep track of what their employees do year-round, employee appraisals tend to be based off the most recent weeks. Often, managers dislike doing this task. Many managers feel uncomfortable judging their employees and forming opinions only on what they can remember, which can lead to managers putting this task off as long as possible. Plus, traditional performance appraisals tend to be linked to salary increases, so managers know they are limiting their employees if they rate their performance less than excellent.
Traditional performance appraisals fail to encourage true best performance, so it’s time to take a modernized approach. One technique as part of a modernized approach is getting associate input. This is the time for managers to gather feedback from an employee’s peers, direct reports, and even customers. Once the input is gathered, the manager and employee review it together and have an open dialogue about the feedback. Together, they can come up with a plan for development that will enhance the employee’s skills and knowledge.
Another part of modernized performance appraisals is holding a review more than once a year. The traditional review happened annually, but workplaces are constantly changing and growing and it’s important to gather and give feedback more regularly. When employees are made aware of things to improve upon throughout the year, they have more time for improvement. Plus, it gives the employee the opportunity to create their own goals and have realistic deadlines to meet them.
There are many other strategies for improving performance within your organization that follow a more modern approach. For more information on these strategies, contact one of our experienced recruiters today!
The word “team” is often referenced in workplaces on a regular basis. Employers want employees to work as part of the team, employees need to know how to work on a team, but few leaders know how to develop a successful team. It’s important for employees to understand the meaning of being a part of a team, and in order for them to do so they need to know the organization’s overall objectives. Although each employee has a specific job function, working as a team helps accomplish the overall mission.
Our expert recruiters at Exact Staff have designed this post to help your organization start building an all-star team.
- Have clear expectations for your team. Clearly communicate what is expected from not only each individual person, but the overall team. Team members should know why they are a member of the team in the first place, and what the organization is looking for them to achieve.
- Explain why they are part of the team. Give team members some context as to why they are part of the team. Explain your organization’s business goals and how this team will help the organization achieve them.
- Utilize competent employees. In order to have a successful team, the employees need to be competent and their skills and expertise should complement one another. It’s important as an employer to give the team the resources and support they need to succeed.
- Stress the importance of collaboration. In order to have a successful team, members need to work together. Ideas should be bounced off one another, and problem solving should be done as a group. Let your team know that collaboration is what will make them most successful.
- Communicate. Communication is essential for any successful project. Make sure each member of the team knows what they are responsible for, and make sure they are communicating this information to one another. It’s important to communicate so everyone is on the same page.
As an HR professional, you’re always busy and are most likely increasing your reliance on mobile devices. Having a mobile device is crucial, as many HR pros aren’t always in the office. You might be at a recruiting event and need to approve a time card, or attending a seminar and want to follow-up with a potential candidate.
With the increased usage of mobile devices in HR, our team has designed this post full of top apps to make you more efficient.
JobSpeek is designed to let users record a 60-second hiring message describing their ideal job candidate. With mobile recruiting on the rise, and more and more job seekers using their smart phones to find employment, this app is a great way to speak directly to them through video.
mResource combines mobile recruiting and employee engagement by allowing HR to send interactive text messages to interested candidates. Users can also schedule interviews and export their data into an applicant tracking system.
Kronos Workforce Mobile is a time and attendance management solution that allows users to approve time cards and requests for time off while away from the office. Employees can also utilize the app to view work schedules, submit their time card, and more.
Vortex Mobile Connect is another time and attendance management tool allowing users access to employee schedules and location data from their mobile devices. Users are able to approve time cards and update schedules with this tool.
HR Concepts Mobile Benefits is a great tool for employees to help them check their health account balances and review previous transactions on FSAs and HSAs. One great feature is that users can take pictures of their receipts and upload them to a benefits portal.
Doodle is the self-proclaimed “world leading online scheduling tool”. Looking to get a large group of people together for a meeting? This excellent app makes scheduling virtually effortless. Simply put together a list of potential meeting times, add recipients, and all potential meeting parties are able to check whether or not they will be able to attend. Once you come to a general consensus of an appropriate meeting time for all invited, schedule out your call.
LocalEats is an excellent resource for professionals who are consistently on the move. Let’s be honest, when you’re busy with daily workplace responsibilities the last thing you want to stress about is what you’ll have for lunch. Although LocalEats won’t show you every available dining option in the area (it excludes national chain restaurants), it will display the top ranked local restaurants.
At Exact Staff, we have the expert recruiters on hand to assist you in your job search. Looking for additional resources to help you with your recruiting process? View our additional workforce management blog articles. Looking for some assistance in hiring in 2014? Contact our experienced team of recruiters today for more information!
As companies are growing and expanding, they are having an increasingly hard time finding qualified professionals to fill available positions. According to the Trendsetter Barometer by PricewaterhouseCoopers, the majority of private companies plan to hire, but 28-percent say that the employment skills gap is a barrier to their growth.
One reason for this skills gap is due to the retirement of baby boomers. As baby boomers begin to enter retirement, employees looking to fill their positions do not have the knowledge or expertise to replace them. This is especially true for technical jobs.
Unfortunately, the skills gap exists for more than technical skills. In a recent poll conducted by an international staffing organization, 44-percent of organizations stated that soft skills such as communication, creativity, and collaboration were among the top missing skills in candidates.
So how can you combat the skills gap?
Partnering with an experienced staffing firm can help your organization find the right employees to fill open positions. Our team of experienced recruiters understand the importance of an efficient and effective hiring process. That is why we will work with you to ensure the right employee is showing up for your available assignment.
How can you be certain you are getting the exact candidate to match your available job opening? At Exact Staff we take the extra time to make sure all candidates are eligible for hire and match your available job description by putting all potential employees through our E-Verify screening program.
The Exact Staff Screening Process
For complete information on how we will ensure quality candidates for your organization, review our screening and assessment page. A few key takeaways from our screening process include the following:
- Each Exact Staff candidate is asked to take an in depth skills evaluation for each skill-set identified.
- All candidates must also provide copies of any/all certifications which are then re-verified by our staff.
- All candidates must participate in a one-on-on behavioral-based interview in which they are asked open-ended questions to develop a true understanding of their character and work history.
Although the skills gap may appear to be growing across the country, a partnership with Exact Staff can help minimize this growing trend. Our standards are high, and our processes are proven to provide our clients with the exact employee they are looking for.
Interested in partnering with our team of professionals? Please contact our experienced team of recruiters for more information on how a partnership with our team can lower the skills gap in your workplace and positively impact your organization.
Despite careful research and perfect alignment with current salary trends, sometimes your offer just isn’t high enough to appeal to your chosen candidate. You may have taken every step to provide a number that’s at or above your competitor’s rates for similar positions in your geographic area, and you may believe your offer is generous given your candidate’s level of experience. But there’s still a chance that she may not agree. What should you do if your best offer is met with a shrug? Here are a few steps that might prevent a return to square one.
- First, make it clear that you’re willing to deal. If you really want this candidate, don’t just take no for an answer and walk away. But as soon as you end the conversation, get to work immediately on assembling a better offer. The longer you wait, the more likely she is to nail down an agreement with someone else.
- Review your benefits package. Are there any adjustments you can make to your health insurance package, pension, commission or bonus rates? Break out the numbers and make it clear to your candidate what these benefits are worth in dollars.
- Assemble a list of perks. Beyond your salary offer and benefits, what does your workplace provide that she might not find anywhere else? Start with the obvious, like an onsite daycare center, a company gym, flexible scheduling, free parking, and a short commute to her home address. Then add intangible perks like close access to downtown attractions and a friendly work environment.
- Ask the candidate to suggest a counter offer, if she hasn’t already. Ask her specifically what she might accept in terms of perks and non-monetary compensation.
- Don’t leave your offer on the table indefinitely. If she gives you a definitive no, you’ll need to move on and staff the position with the next candidate in line. So be clear about the timeline in which she can still change her mind.
- Don’t go too far. Keep in mind that no matter how valuable the candidate may be, some salary offers are simply too high. Calculate what you’ll be paying this employee in five years with regular percentage-based increases. And remember that luring a candidate in with money can leave you overpaying for a bored and unmotivated worker who would rather be somewhere else. If she isn’t happy, neither of you will be happy, regardless of the money exchanged.
For more on how to negotiate with reluctant but highly talented candidates, reach out to our staffing experts. With local ties to California and arms that stretch across the country, we have the experienced recruiters on hand to assist you with your hiring needs! Contact our team today!