Exact Staff News
Tags: 2015 HR Trends, HR Trends to Note, HR Trends To Watch, Important HR Trends, Notable HR Trends, Noteworthy HR Trends, Top HR Trends of 2015
What are the top HR trends you should pay attention to in 2015?
Where do we start?! Evolving technology. Increasing globalization. Shifting demographics. Increasing skills gaps. New legislation.
Quite honestly, our world of work is changing so rapidly that it’s impossible to cover every priority for successful HR professionals in a single blog post. So today, Exact Staff takes a look at three of the most significant trends:
Changes in workforce demographics.
Baby boomers are exiting the workforce in droves, and Gen Y is filling the void. In fact, according to Deloitte’s Global Human Capital Trends 2014 report, millennial workers are predicted to make up 75% of the global workforce by 2020.
As this generation moves into leadership positions, HR must adapt its recruiting and retention strategies to address millennial employees’:
- Need for flexibility
- High tolerance for change
- Desire for honest, timely performance feedback
- “Gig”-oriented work mentality
Increasing reliance on mobile technology.
From working remotely to accessing benefits information to applying for positions, mobile tech has transformed the way people find and perform their jobs. But there’s a huge disconnect. According to a recent Forbes.com article on workplace trends, 83% of job seekers currently use smart phones to search for jobs, yet just 20% of Fortune 500 employers have a mobile-friendly career site.
To stay competitive and increase efficiency as technology continues to evolve, HR professionals should:
- Improve ease of access and usability for employees’ mobile experiences.
- Optimize career portals to appeal to today’s on-the-go job seeker.
- Develop and implement comprehensive BYOD policies to increase compliance and minimize inherent mobile technology risks.
Widening skills gaps.
The Bureau of Labor Statistics reported 4.7 million job openings last June. More than 50% of employers say they can’t find enough qualified candidates to fill those openings. And with unemployment continuing to creep downward, this skills gap will only increase throughout 2015.
What should HR leaders do to address the problem? Here are a few suggestions for closing the gap:
- Train your existing employees. If you can’t hire people with the skills you need, create them. Invest in training your team to develop essential competencies.
- Recruit well in advance of your hiring needs. Give yourself extra time to find candidates in today’s tightening market.
- Rely on a staffing partner like Exact Staff to shorten your time-to-hire, control recruiting costs and find exceptional people with hard-to-find skill sets.
Exact Staff stays on top of the trends impacting your organization.
As changes workforce demographics, technology and business continue to transform HR’s role, Exact Staff is here to help. Together, we can develop a staffing strategy to address your top priorities – and ensure flexible, cost-effective access to the talented people you need. Did you know our CEO is on the Board of Directors of the American Staffing Association? This is IMPORTANT because you can rest-assured that she is aware of the most recent legislative issues effecting staffing and human resources and Exact Staff will keep you “up to the minute” on these issues. Reach out to us today!
A picture of you drinking a beer.
A potentially inappropriate comment you posted on your friend’s wall.
A phony profile of you that your friend set up years ago as a practical joke.
Can things like these really damage your candidacy when you’re searching for employment?
Absolutely. In fact:
- Nearly half (47 percent) of recruiters use social media to screen applicants before they even talk to them.
- A 2014 CareerBuilder study shows that 45 percent of employers use search engines like Google – not just social media profiles – to research potential job candidates.
- The same study indicates that 51 percent of employers who research job candidates on social media passed on a candidate because of content they found online, up from 34 percent in 2012.
What are recruiters finding that’s causing them to eliminate candidates from consideration? Here are a few of the most common culprits:
- Provocative or inappropriate photographs
- Information about drinking or drug use
- Bad-mouthing co-workers or employers
- Discriminatory comments related to a protected class
- Lying about job qualifications
Here’s the simple truth: Your online reputation greatly impacts your viability as a job candidate. Use these tips from Exact Staff to clean up your “digital footprint” – and keep yourself in the running:
- Search yourself. Use a variety of search engines to find out what pops up when you type in your name. Search multiple variations of your name, including common misspellings.
- Clean up after yourself. Delete old profiles. Take down inappropriate photos of yourself. Remove questionable comments and posts you’ve left. Update incorrect information. And if you can’t delete a questionable piece of information, contact the person who posted it or the site administrator and ask that it be taken down.
- Manage your privacy settings. Social media sites like Facebook make it easy to control what a potential employer can see – but only if you set your privacy controls.
- Choose an appropriate screen identity and picture. If you’re looking for work, make sure your profile photos convey the right image.
- Think before you post. Moving forward, use the “grandma rule of thumb.” If the content isn’t something you’d share with your grandmother, don’t post it.
- Conduct regular maintenance. Managing your online reputation isn’t a one-time event; it’s a process. Every few months, revisit your profiles and search your name to catch unintentional “data spills” and keep your digital reputation in tip-top shape.
On the Job Hunt?
Exact Staff can connect you with career opportunities at every employment level and in a wide variety of fields including administrative, accounting/financial, legal, medical/dental, technical, sales, and engineering. Connect with an Exact Staff recruiter today.
You’ve just made a great new hire. (From Exact Staff we hope!!) Congratulations!
Your job is done, right?
Actually, it’s just beginning. Keeping that exceptional new team member content, engaged and motivated to perform for you takes careful planning.
But they just started with the company – and they barely knows how to do the job you hired them for. Shouldn’t you just focus on getting them up to speed?
While it’s certainly important to address short-term training and performance goals for a star employee, it’s equally important to address his long-term growth within your organization. The reason is simple: If a high performer doesn’t see a bright future within your company, they are likely to start looking for a more promising one elsewhere.
And in today’s employment market, they’re likely to find one.
So keep your exceptional new employee’s focus where it belongs – on growing and contributing within your organization. Here are a few tips for creating a clear career path for your new hire:
Determine growth potential.
Before meeting with your employee, outline his greatest strengths and weaknesses. In addition to job skills, consider soft skills such as leadership, creative problem-solving and communication abilities. Use this list as a starting point for planning his future within your company.
Consider your organization’s objectives.
What are your goals for the next three to five years? What hiring needs do you foresee? How could this new hire be groomed for greater responsibility? Considering all of these factors, develop a few potential career paths for this individual. Ultimately, you should look for an intersection between his career goals and your organization’s objectives.
Co-create a professional development plan.
Hold a formal planning meeting with your employee to learn more about his long-term goals. Express your interest in his professional growth and present your ideas for potential career paths. Then, work together to:
- Choose the best career option;
- Establish timeframes, milestones and performance standards;
- Outline 6-month, 12-month, 3-year and 5-year growth goals;
- Determine the training, mentoring, education and “stretch assignments” needed to achieve the goals you set.
Plan periodic progress reviews.
Meet at least once a year to keep your employee’s professional growth plan on track and delivering the results you both want.
Money alone is not enough to keep your exceptional new hire performing for you. But by taking the actions above, you can:
- Create ample advancement opportunities for your high performer;
- Align your employee’s goals with your organization’s;
- Cultivate greater loyalty, job satisfaction and engagement;
- Ultimately keep them growing and performing within your company.
Need to hire exceptional employees?
Undeniably, your online reputation greatly impacts your job search success.
But if managing privacy settings to block your profiles is your chief concerns, you could be missing out on important opportunities to:
- Differentiate yourself;
- Get noticed by recruiters;
- Occupy a unique, competitive position in a potential employer’s mind;
- And ultimately land the job you want!
How can you accomplish all of this and more?
A GREAT way to start is to develop a compelling personal brand.
So, what’s a personal brand?
A personal branding statement accurately sums up your “unique selling proposition” or USP – the distinct benefit or value you offer a potential employer – in 30 words or less. This statement provides a compelling reason to hire you, by communicating who you are, what you do (and for whom), how you do it better or differently, and your essential attributes.
“I am an experienced customer service professional who specializes in strengthening client bonds to increase sales, satisfaction levels and customer retention.”
How can you use your personal brand during the job search?
Here are four tips to help you leverage the power of your personal brand when you’re searching for a new job:
Align your social profiles.
Both Facebook and LinkedIn provide prominent places to display your personal branding statement. Take advantage of this “free advertising”! Update your profiles and include essential branding keywords in your summaries.
To get noticed by recruiters, you need to get involved:
- Publish articles. If you can write well, publish articles relevant to your area of expertise. The more you “show what you know,” the more credibility you lend to your brand.
- Post content, links and news. Reinforce your credibility by demonstrating that you keep current with developments in your industry.
- Answer questions. Search relevant forums and communities for questions related to your area of expertise. When appropriate, post well thought-out responses that demonstrate your knowledge and problem-solving abilities.
Interconnect your social media.
Build a stronger “web” by creating links. Whenever you post content, include links to your email address, Facebook and LinkedIn profiles, as well as any other social media you regularly use.
When it comes to leveraging your personal brand, more is not always better. So while it may be tempting to create profiles on every platform, start small. Select a handful of sites, forums and communities that promise the most benefit for promoting your brand, and then limit your activity to these networks.
Need help defining your USP?
Contact an Exact Staff Career Agent at 1.877.364.2999. We can help you identify your strengths, evaluate your career options, and find assignments and full-time positions that align with your goals.
January may be nearing an end…
… but we’re far from finished with our review of 21 new laws that may affect your business. Missed the first two installments? Read Preparing for January 2105 (Part 1) and Preparing for January 2015 (Part 2).
We know that compliance may not be the most riveting topic, but it’s an essential part of running a successful organization. So today, we’re providing a quick overview of two more laws that should be on your radar.
This summary is not intended as legal advice, but it will help you better understand the impact the new legislation could have on your organization – as well as the ways our staffing firm can help!
1. AB 1034 (Modifications to Health Care Coverage Eligibility Provisions)
What you need to know:
Under the new law, employers previously subject to the more restrictive 60-day waiting period may now follow the federal rule (no more than a 90-day waiting period) as described in the Patient Protection and Affordable Care Act. Insurance carriers may not impose their own waiting periods.
How Exact Staff can help:
Allow us to conduct a free workforce consultation to develop the best staffing strategy for your business. Our solutions can help you: control insurance costs; ensure proper compliance with federal and state regulations; and ensure your organization has the optimal staff to meet your business demands.
2. AB 1634 (Stiffer Employer Penalties for Failure to Abate Workplace Safety Hazards)
What you need to know:
This law creates stiffer penalties for employers who fail to abate workplace safety hazards. Among other things, it prevents the California Division of Occupational Safety and Health Association (OSHA) from modifying civil penalties unless the employer does one or more of the following:
- Abates the violation at the time of inspection;
- Abates the violation during a subsequent inspection (prior to citation issuance);
- Submits a signed statement (under penalty of perjury) and supporting evidence to show that the violation has been abated.
How Exact Staff can help:
Exact Staff believes that an ounce of prevention is worth a pound of cure. We work with you to ensure our employees are properly trained to work safely at your location. Our staffing experts, proudly offering support to clients across the country, will review your site to assess work conditions, identify potential hazards, and ensure adequate training and protection for the temporary workers we provide. Our goal is to help reduce your risks, while delivering the reliable people your business needs.
“This customer is going to be really upset if we miss this deadline.”
“You’re going to have to pick up the pace.”
“C’mon, you can do it…”
When your company is up against it, do your attempts to motivate really energize your team – or do you just sound like Charlie Brown’s teacher?
Endlessly repeating “motivational messages” isn’t the best way to get peak performance from your employees. In fact, they’ll just wind up tuning you out.
So what does work?
Today, Exact Staff shares four tips for motivating your workforce to crush deadlines – without nagging:
Break it Down
If a huge project or order seems overwhelming to your team, cut it down to size for them. Help employees focus (and keep from feeling overwhelmed) by breaking that big goal into several smaller ones. Track progress visually on a spreadsheet or white board, so everyone can see progress toward the goal for themselves.
Dangle a Carrot
Determine, as a group, how you’ll celebrate hitting that big deadline. It could be an early completion incentive, a lunch party or anything else that drives your team (and works with your budget). Offering a reward for a job well done is a much more positive – and effective – motivator than nagging or “cracking a whip.”
Recognize Immediately and Frequently
Don’t wait until the job is complete to praise employees. Each time an individual or group hits one of your intermediate goals, celebrate it. Something as simple as a public announcement, or a pat on the back with a sincere “thank you,” can be enough to keep people working hard for you.
Support Optimal Productivity
Resist the temptation to push employees to their limits in order to meet your deadline. A better way to keep them motivated is by supporting sustained, high productivity levels. Do whatever you can to help team members pace themselves, eat/drink properly, minimize distractions and take frequent breaks.
Another great way to motivate your team?
Provide extra support when your employees need it most. When deadlines are tight and the stakes are high, Exact Staff can quickly deliver talented professionals to help you get your work done. Bring in our temporary employees to increase your capacity or perform non-core activities. We’ll keep your team focused and productive so you can crush those deadlines.
Looking for ways to increase attendance, engagement, productivity and profitability?
Consider implementing an employee wellness program. A recent fastcompany.com post cited a number of the benefits employee wellness programs offer, including:
According to the Centers for Disease Control and Prevention, on average, a man with a healthy weight misses two fewer days per year due to illness or injury than overweight/obese employees (three days per year, as compared to five). That may not sound like much, but if a significant portion of your workforce is overweight, two days per employee can add up to a lot of missed work each year.
Most busy employees appreciate solid wellness programs that offer things like exercise advice, healthy eating tips and convenient access to health screenings. The offerings make people feel as though their employers care, which ultimately drives engagement and productivity levels.
Effective wellness programs are also shown to control preventable healthcare costs, reduce stress, and lower workers compensation and disability costs. Properly implemented, they can be “just what the doctor ordered” for your organization’s bottom line.
From weight management programs to massage therapy, your options for offerings are limited only by your imagination and budget. How can you make sure your efforts are effective? Use these ideas from Exact Staff for promoting health and wellness in your organization to improve overall productivity:
Determine Your Goals
Are you trying to lower costs, make your organization more attractive to job seekers or increase employee productivity? Before deciding which programs to offer, know what you want to achieve.
Set Aside Sufficient Funds
To be effective, your wellness program must be adequately funded. Depending upon how yours is structured, the Wellness Councils of America estimates that a program can cost anywhere from $10 to $125 per employee.
Obviously, your wellness program won’t succeed unless your staff participates. Get employees excited and involved by offering incentives such as:
- lower healthcare premiums or co-pays
- cash contributions to HSAs or other reimbursement accounts
- point-based reward systems for program participation
Once you implement your program, conduct long-term studies to measure employee participation rates, absenteeism levels, workers’ compensation claim rates, productivity levels and program costs. Based on the data you collect, make adjustments to your program to increase its effectiveness.
How is a Wellness Program Similar to Exact Staff?
They can both help you combat rising healthcare costs, decrease work-related stress, improve employee productivity and gain a competitive recruiting edge. Want to learn more about the positives of working with our team? Contact Exact Staff today.
Need some good news?
Here are a few encouraging job statistics for you:
- Unemployment is down.
According to the latest U.S. Bureau of labor Statistics (BLS) Employment Situation report, the unemployment rate declined to 5.6% in December, 2014.
- More women are finding jobs.
Demographically, adult women experienced biggest reduction in unemployment. Adult men, teenagers, whites, blacks and Hispanics showed little change.
- In 2014, total employment rose by 2.95 million.
This is the largest advance since 1984.
So, what does all of this mean for you and your job search?
At first glance, these numbers are great news. More jobs and lower unemployment means that there may be fewer candidates vying for the same positions. In fact, employers across the nation are experiencing candidate shortages in several major job categories.
Bear these points in mind as you search for your next job:
- “Unemployment” is very specifically defined by the BLS.
If you work just one hour a month, you’re considered “employed” – even if it doesn’t pay the bills.
- Some positions and industries experienced higher growth than others.
Here’s a quick overview of the categories that showed the biggest gains in December:
- Professional and business services – up 52,000 jobs
- Construction – up 48,000 jobs
- Food services and drinking places – up 44,000 jobs
- Health care – up 34,000 jobs
- Manufacturing – up 17,000 jobs
How can you find the best employment opportunities in today’s employment market?
Start your confidential search with Exact Staff. With a range of administrative, industrial, call center, legal, IT, technical, medical, accounting, finance and professional opportunities, our staffing experts are committed to matching you with the most challenging, highest paying and rewarding career opportunities.
In today’s improving economy, you can find much more than “just a job.” Let Exact Staff help you uncover the perfect opportunity.
Find a better job.
Get that raise.
Start a new career.
Made a career New Year’s resolution like one of these? Congratulations! You’ve taken the first step toward improving your future.
To maximize your chances of success, start with a clean slate. Use these suggestions from Exact Staff to put the past behind you, so you can gear up for a successful 2015:
Everybody makes mistakes! If you were fired from your job, lacked motivation in your job search, or made a big blunder at work in 2014, beating yourself up about it won’t change the facts. So let yourself off the hook – and let go of negative thoughts that undermine your confidence and motivation.
Learn from your mistakes.
Apply an “every cloud has a silver lining” mentality to your career, using a past slip-up as a learning tool. What would you do differently if you had the chance? What beneficial lesson could you take away from a negative experience at work? Instead of focusing on the mistake itself, focus on how you can grow from it (and vow not to let it happen again).
Focus on your assets.
Despite what may have happened in the past, you have marketable skills, experience and a unique personality to offer a potential employer. Make a list of what you like about yourself, as well as your prior accomplishments. Use these positives as a foundation for sprucing up your resume and your mindset for the future.
One of the best ways to succeed at something is by creating a mental picture of yourself achieving your goal. Imagine the specific steps you have to take to get there – and write them down. Here’s an example:
If you want a raise, picture yourself taking more responsibility at work. Detail five ways you could show more initiative or exceed expectations, and then visualize yourself doing each. By creating a mental image of success, you’re more likely to transform your goal into reality.
Another great way to make 2015 your breakout year?
Make Exact Staff your career partner. Whether you want to improve your work situation, explore a new career or land a job with your target employer, we can help. Search for jobs in your area or contact an Exact Staff recruiter to get started.
“We’ve always done it this way.”
“That’ll never work.”
“If it’s not broken, don’t fix it.”
If sayings like this are common in your workplace, your culture might be stifling creativity and innovation.
Is that a problem? If you want to ensure continued growth and success, absolutely! After all, if everyone within your organization continues to do things the same way, year after year, your products, services or processes will soon become outdated – even obsolete.
Don’t get left behind. Use these tips from Exact Staff to foster a culture that encourages employees to “think outside the box” and fuels innovation:
Give employees the freedom they need.
When employees are micromanaged, it sends an unspoken message that their independent thought isn’t valued. Help employees set appropriate goals for their performance. Then, as much as possible, show that you trust them by giving them their freedom. When your team has the flexibility to accomplish tasks as they see fit, they’re generally more satisfied in their work – and may develop even better ways to get things done!
Challenge the status quo.
Teach your employees to ask questions like: “What if we did this differently?” and “How could we improve this?” Encourage workers at all levels to share new ideas, to disagree without being disagreeable and to strive for continual improvement (even when something isn’t “broken”).
Make it okay to fail.
What happens when an employee misses the mark in your organization? To create a culture that supports innovation, outline acceptable parameters for taking calculated risks. And when an employee tries a new idea but fails, don’t punish or reprimand him. Instead, help him learn from the mistake.
Foster a more positive work environment.
Not surprisingly, an oppressive culture stifles creativity. If your culture permits bullying, intimidation or the like, do whatever you can to turn it around. Enlist your biggest “offenders” in developing a more supportive environment that encourages new ways of thinking.
Elevate employees’ thinking.
Inspire your team to spend time each day thinking beyond their own jobs. Hold periodic sessions dedicated to brainstorming, team-building or other thought-provoking activities that spur creative thinking.
Fuel growth and success with a smart staffing strategy.
In addition to developing the right culture, partnering with a leading staffing agency like Exact Staff is a great way to ensure profitable growth.
To develop the best solution for your organization, we invite you to schedule a free workforce consultation with us. Together we can assess your needs, brainstorm options and design creative strategies to help you overcome whatever workforce or hiring challenges you face.