Category Archives: Recruitments

Blog business Learning Recruitments Team

Enrich Your Workforce With These Six Key Steps

Enriching Your Workforce With These Six Key Steps

If customers are the lifeblood of a business, employees are the primer that ensures each cog is working smoothly. Organizing training and empowering sessions for your employees may cost time and money but the investment is worthwhile in the long term.

However, how do companies empower their employees without overspending and possibly spreading themselves too thin? Here are six steps you can use to boost your employees’ skill set.

1.  Do One-on-One Consultations

Companies that consult with their employees one on one instead of through group meetings can obtain more accurate information that they can actually use to make improvements in the workplace. A conducive environment keeps your employees happy, keeps them focused, and allows them to grow personally and professionally. They can only tell you what sort of work environment they want and what’s wrong with the current one they have if they feel comfortable divulging that information. Foster an environment of free and open communication it by doing regular one on one consultations with your employees.

2. Keep Them On Their Toes

Stretch assignments are by far the best way for employees to learn and grow. As their supervisor or employer, you are in a spot to seek out opportunities that are aligned with your employees’ specific developmental needs and professional ambitions. You don’t have to pinpoint the most qualified employee for a challenging project or assignment. Instead, think about pairing the right project with the right person. 

3. Help Them Get Certified

Certification and licensure help build the credentials and trustworthiness of your employees. Not only does it help validate the competence and reliability of your workforce to your shareholders and consumers, but it’s also required by law to get certification to be able to work in certain jobs and industries. For web developers, getting a certification in IT systems is a good investment of business capital towards empowerment of employees. For businesses in the food industry, a food handlers card is a worthwhile investment that takes little time to prepare for and complete.

4. Fine-tune the Hiring Process

Bringing the right people on board is perhaps the first actionable step towards composing a workforce with the right skills. Employees with a high degree of motivation and involvement tend to develop faster as professionals. If you bring in people who don’t even want to be in the profession or industry they are currently in, it will be more exhausting to train and improve them. On the other hand, those who want to be inspired and supported can quickly grow into their role when offered even a small support.

5. Volunteer Your Time Into Mentoring

Based on an excerpt from a Harvard Business Review, today’s fleet of supervisors are mostly overworked and no longer offer their golden nuggets of advice and wisdom to subordinates in the form of mentoring. Companies should support and incentivize their department leaders to pass on their industry experience and techniques to employees.
Mentoring sounds overwhelming at first, particularly for high-level management staff that has little to no experience. However, today’s employees are more than just busy, obedient drones that are okay with being given a set of commands and then performing them no questions asked. They seek professional growth and support.

6. Be Willing to Put in the Resources

No real and lifelong change can start without a real investment of resources and commitment from the company. Enriching your employees’ ambition and skill set takes regular training, seminars, coaching and mentoring, and other educational tools and resources.

Final Thoughts

Being supportive of your employees can have far greater benefits as opposed to the initial costs over time. By empowering more of your employees, your business grows faster and is afforded more opportunities in terms of potential new ideas and more innovative solutions.

Author: Sia Hasan

Blog business Learning Recruitments

3 Ways To Simplify Hiring for Your Small Business

3 Ways To Simplify Hiring for Your Small Business

The success of a business ultimately depends on the people who work for it. Nothing can compensate for poor employees. However, good employees can be the difference between your business succeeding or failing. It’s sensible for businesses to put a lot of effort into their hiring decisions, but they often spend more time searching for the right employee rather than screening and researching the applicants.

Fortunately, there are a few ways that businesses can simplify the hiring process.

1. Use Software

As with every other aspect of modern business, there is software that can help with the hiring process. Recruitment software can be used in several different ways, from tracking applicants to posting job details in areas that are likely to attract those applicants.
In many cases, they can also help to sort and manage the applications as they come in. Some programs are even designed to work with other programs that hiring managers tend to use during the selection process. The vast majority of these programs offer a degree of customization to their users, so they can automate some parts of the process while handling others on their own.

The precise tasks that the programs can handle for their users will also vary from one program to the next, so smart managers will look through all of their options to see which one can cover the largest portion of their needs.

2. Use Video Interviews

There is no substitute for a good job interview, but it can be difficult and expensive to arrange one for applicants who need to travel a long distance to do it in person. Video interviews allow hiring managers to conduct the interview over the Internet, which saves a great deal of time and money while also making it easier to schedule the interview in the first place. That makes them a valuable tool, especially for early interviews before the pool of applicants has been narrowed down to the top few options.

That having been said, it is vital to conduct these interviews properly. One-sided interviews, which have the applicant answering questions that are asked by a computer, are both common and largely useless. They’re frustrating for the applicant, and they rarely provide anything that isn’t available from a written application. Instead, it’s best to use video interviews exactly like traditional interviews. It makes a better impression on the applicant and provides more useful information, so it is certainly worth the effort for most managers.

3. Leverage on Social Media

A large part of the population use social media in some way, and many businesses do use it during the hiring process to find new applicants. At the simplest level, recruiters can use it to publicize new job openings in a way that ensures that many people will see them. This is a great way to find younger employees with technical skills since that demographic tends to have more experience with the Internet than with traditional recruiting techniques.

Some businesses also use social media to conduct background checks on potential hires. That can be valuable, since social media holds a great deal of information, but businesses do need to be careful with it. All of the rules that govern applications and interviews still apply, which can complicate the process. As with every other type of background checking, social media investigations can be a powerful tool for businesses, but they do need to be conducted with care and awareness of all legal requirements.

Final Word

Even a single employee can have a big impact on a growing business, so it makes sense to take the time to make good choices. It’s also an expensive and complicated process, so it pays to find every advantage to make it easier. Using the right techniques will cut down on administrative work and make it easy to spend more time on the decisions that really matter.

Author: Sia Hasan