Corporate culture and mental health initiatives are more than just buzzwords to attract millennial job seekers in a candidate’s market. U.S. employers lose about $226 billion each year due to conditions like stress, anxiety, depression, and addiction. Therefore, it’s no surprise that more companies are implementing wellness programs than ever before. Not only are these initiatives financially worthwhile, but they are also crucial for cultivating a positive work environment. While the focus of company wellness programs is usually physical health, mental wellbeing is just as critical to company success.
If your company is trying to win over top talent, you should consider starting before they even apply. That’s where recruitment marketing comes in. Recruitment marketing refers to the tactics used by a company to attract applicants. It applies the same strategies as traditional marketing, but instead of selling products and services to consumer, companies attempt to sell themselves to potential job candidates. Strategies used in recruitment marketing include physical and online advertisements as well as analytics and job market research.
Human resources departments are the backbone of any company: they oversee hiring and firing, they reward employees for good behavior and chastise them for infringements, they make decisions regarding benefits, regulations, and policies. Though outstanding HR managers can come from many different backgrounds and use various management strategies, there are a several characteristics that the best HR managers often have in common.
Too often, hiring managers prioritize stellar work experience or a prestigious college degree when deciding on which candidate will be the best fit for a particular role. However, an applicant’s soft skills – or personal attributes that help them to interact effectively with their peers – are often just as important, if not more so. When assessing candidates, keep in mind that aptitude and personality are just as influential in job performance as experience and education.
When evaluating candidates, these are some of the top soft skills you should look for:
In an era in which dress codes are quickly going out of fashion, many companies are hesitant to jump on the no-dress-code bandwagon. In 2017, only 10% of companies had no official dress policy. However, 30% had business casual every day, 23% had one casual dress day per week, and 22% had casual dress everyday, indicating a shift toward less-formal workplace attire. Though this transition started back in the 1980s, its momentum has yet to slow; in the last decade alone, there has been a 10% increase in companies that permit casual attire.
Turnover is a dreaded but unavoidable part of human resources. Less than half of current employees believe that their company is skilled in retaining its top talent. Turnover can be problematic for any business… that is, if it’s too high and impacts the best employees. However, while lower turnover is typically considered the ideal, zero turnover should never be the goal – turnover can be healthy for your company in the right doses.
Interview questions feeling stale? Looking to hire more creative talent? Adding some inventiveness to your company’s hiring process can showcase the ingenuity and personality of your candidates in a way that cliché, expected questions cannot. Oftentimes, the interview is one of the last steps in the hiring process, after you’ve already gathered a lot of important information on your candidates through things like resumes, pre-employment assessments, background screening, and more. The interview is an opportunity to learn more about a candidate’s qualifications and get a sense of how well they’d work on your team. Here are a few creative interview questions you can throw into the mix:
If your hiring team is part of the 73% struggling to find the right candidates, you may want to try expanding your applicant pool. One factor that may be currently preventing employers from maximizing the value of their current applicants is a tendency to favor younger workers.
One of the biggest ongoing HR trends is a transition from the traditional, paper-heavy human resources work style to a greater reliance on online systems and databases. By 2015, almost 8 out of 10 Human Resources professionals polled at a Society for Human Resource Management conference claimed that their department had converted to a paperless system.