What You Can Do To Retain Your Employees

Without a way to retain, everything falls down

Yes, we always talk about recruitment because that is what we do, we are a recruitment partner. Even so, we still understand that the best way for a firm to operate is to make the working environment, both literal and metaphorical, as welcoming and open as possible in order to retain staff.

Retaining employees just makes sense. If you have invested time and money in a new candidate and they are out of the door soon after, you have spent precious resources and you have nothing to show for it.

Losing employees means losing part of your knowledge base and it also means you are losing productivity. If your business has a revolving door of staff, that does not make for a cohesive team. The atmosphere will be a tense one, as, with each team member who leaves, their responsibilities fall on the other members of the team. Resentment can set in. This is not a prime situation for new hires to enter. It can become a vicious circle.

So what can be done about it? Well while markets can take some of the blame and the generally accepted amount of turnover is under ten percent, the main cause of turnover is job dissatisfaction.

To counter this, it takes effort but at the end of the day, that effort is really worth it. It takes making steps to understand your workforce. What are the pressure points? What are the annoyances in their roles? Do they feel appreciated? Have you fostered an atmosphere where they can air their grievances or problems without judgment?

Respect in the workplace is key. Nobody wants to be disrespected. Pretty much everyone wants to come to work, do a good job and be rewarded in terms of money and also in terms of gratitude. The gratitude thing is a two-way street, as, when you give it, you get it back. A happy workplace is also a healthy workplace. There are less sick days. And it all comes down to respect. Respecting your workforce’s points of view and experience pays off many times over.

As a continuation of that, allowing your staff to be creative, share their ideas on how things can be done better and to vent frustrations. What would you do if a team member had a business idea that utilised things they learned at the company, or perhaps, the company’s technology. Bad companies would either deny them further access to the tech or bring in lawyers to maintain that the idea is the company’s because it was originated on company time. A good company would enter into a partnership with the employee, as long as the idea is good of course.

Companies can also incentivise the work in accordance with industry standards, offer rewards and perks. These kinds of steps take little effort but can demonstrate that the company is empathising with their staff in order to make their company as enticing as possible.

The work-life balance must be respected. If your employees do not have time for leisure in their lives, some way to let off steam, there is a greater chance of burn-out. If a team member burns out, they are no good for your business, and they are no good for themselves either. This is where the responsibility of the company comes in. Just because you can work your employees to death, does not mean you should. The action that makes most business-sense is to allow your workers to have enough time to engage in activities outside of work, so that they do not feel like they have nothing else to live for. If you are made aware of staff who are overworked, they should be allowed some time off or at least a re-examination of their workload.

Curious about how Zenshin Talent can help your organisation? Contact us today for a no-strings conversation about your needs and our experience.

Simple Steps To Diverse Recruitment

All together now

Inclusive and diverse workplaces don’t just happen overnight. By rights, they should, but they don’t. The hold of ‘this is the way we have always done things’ is a strong one and it will take a bit of effort to change things.

If you wish for your workplace to reflect the world we live in now, representation and equality have to be baked into your hiring policies. Whether the diversity is religious or racial, around sexuality or gender, or whether your employees have disabilities or are neurodivergent, what is required is an open mind and an appreciation that every person is different and may having differing life experiences and viewpoints.

Experience and knowledge vary from person to person and can lend a diversity of skills which will benefit the company in the long term. These acquired attributes, and the need to find them in prospective candidates, will drive future growth and adaptability.

Innovation will speed up and business decisions will become less theoretical. A more inclusive workplace results in greater work satisfaction and higher staff retention. And all it takes is a little work to start off with.

Unpaid internships create a situation whereby only those from higher socioeconomic backgrounds can afford to partake in such an invaluable opportunity. Targeting internships at those from lower socioeconomic backgrounds and those from diverse backgrounds helps the next generation get a leg up and also helps you discover them before your rivals do.

Whether its via your website, your marketing collateral or during interviews, it is always important to convey a sense of diversity and understanding. Your branding should reflect how the business as a whole views diversity and the values that candidates should come to expect.

Swiftly becoming a trend is the idea of ‘blind recruitment’. Some companies require the candidate to submit a photo of themselves but we feel that that is quite unnecessary. Blind recruitment takes it a step further, so that the candidate’s name, address and educational record are not to be viewed by hiring managers. This weeds out any unintentional bias in the recruitment process.

Job adverts should also be double-checked for signs of any bias sneaking in. If we look back into the not-so-distant past, specs have been written with language that brings to mind whether the job is viewed as masculine or not. There may have been unnecessary requirements of education which could be viewed as exclusionary. Whatever the past mistakes, we must make sure not to continue to make those same mistakes into the future.

Where the candidates are sourced from can help. Job boards have been used previously as the go-to place to find candidates, especially for contingency recruitment firms. Spreading the net wider can help deepen the experience well. Utilising your workforce’s networks can also help.

At the end of the day, it all comes down to a change of mindset which leads to a change of work culture. It isn’t difficult but it can require some soul searching. Does the colour of someone’s skin matter really, when, after getting to the heart of what your organisation values, they are a match in those terms? Many companies are shooting themselves in the foot when not tackling long-held assumptions head-on.

There are recruitment partners who can point you in the right direction, if needed, and the results will help ensure a strong future for your company.

Curious about how Zenshin Talent can help your organisation? Contact us today for a no-strings conversation about your needs and our experience.

Recruiting For Diversity

It is about finding the perfect combination for everything to fall into place

Previously seen as a sop to do-gooders, diversity is now understood to be a key asset to a business by a lot of businesses. Others have not been as quick on the uptake of this understanding. If you prioritise the effectiveness of your organisation, it would be wise to pay heed to the facts.

Companies lacking diversity often fall into rote ways of thinking, treating the world as an already homogenised place, missing opportunities to grow and lacking understanding of different viewpoints.

When we talk about diversity we mean that a variety of ages, genders, abilities/disabilities, religions, ethnicities and sexual orientations are represented. Quite a few businesses still find it a struggle to imagine how these individuals may fit into their workplace.

To take this seriously, and be take seriously by your candidates, you must reckon with out-dated policies. Take religion, for example. Do you have a policy whereby those of differing faiths can take time off during the day, or during the year, in order to praise or respect their respective deities? If asked about this subject, can the hiring manager answer questions to ease any doubts that the candidates might have?

Diversity is not about ticking boxes. Diversity is about respect. Promoting inclusivity must lead from the job spec and job ad to the outreach to the interview and onboarding stages. Have you thought about the image your company projects within its commercials or website or literature?

Why go to the trouble, you ask? It is common knowledge that businesses with diverse workforces make better decisions and problem solve more efficiently. As the world becomes more diverse, the brain trust that comes with a diverse team cannot be underestimated. How much second-guessing does a business do? How many mistakes are made due to misunderstanding? How much of your resources have you poured into mistakes or fixing mistakes? Life doesn’t have to be that complicated.

Keeping a clear head and remaining focused on the important part of recruitment is paramount. Recruitment is subject to outside beliefs, which means it is not a sober and strategic mindset that is motivating the hiring decisions, but one of emotion and stereotyping.

The way to counter this is two-fold:

  1. Expertise. Engaging with a Specialist Recruitment Partner is important. They can guide you. Being from outside the business means that they can objectively assess the needs of the business and identify blind spots that those who have been within the company for a while cannot see. All you need to do it make your recruitment partner aware of the plan you have and they will be able to build diverse teams. But before you do that, you must understand…
  2. Data. Do you know what your current ratios are? How can you begin to tackle a problem if you do not know exactly how bad the problem is? HR need to be set the task of reporting back your diversity in order for you to assess and plan how you will improve.

Businesses that pride themselves on keeping that competitive edge need to embrace diversity. Enlarging the skillset of a business by exploiting the varied experiences of a diverse team means innovative ideas are brought to the forefront, cultural understandings are greater and adaptability is improved. When working with a business that is clearly committed to reflecting all walks of life, employees there are happier and more secure in themselves. And isn’t that what everyone wants?

Curious about how Zenshin Talent can help your organisation? Contact us today for a no-strings conversation about your needs and our experience.

Recruitment: Accountability And Partnerships

Accountability counts

Accountability is the degree to which responsibility is taken or given. Partnership is a formal agreement between two or more parties.

They’re also two words that can almost always explain why your recruiter has not delivered what you required. Exclusivity goes a long way to explaining the difference between the dedicated and the undedicated when it comes to recruitment.

Before delving deeper it’s important to clear up what exclusivity means. Yes, a dictionary would define it as something restrictive or perhaps as exclusionary. Exclusivity means so much more than this and is also much more positive than that kind of description gives the impression of it as.

The simple fact is, in recruitment, exclusivity is freeing. Whilst you are engaging one recruiter for a set period of time with an agreement to pay portions of the agreed-upon amount when certain targets are hit, it does mean that more energy is committed to finding you candidates you need, within that time, and for those payments.

We all know the standard way things are done in this space: multiple contingency recruiters are set the task with no payment upfront, they all agree, they weigh up how much time they can dedicate to the task before they give up because it is costing them money to search and they look, sometimes successfully, most times unsuccessfully. Rinse and repeat.

In the system above, there is no real accountability. There is an illusion of accountability. It is an unspoken rule that recruiters will try, and if they fail, some other recruiters will be found to complete the task. The impetus is on the employer to organise waves of recruiters, none of whom can dedicate a lot of time to the search, and to keep going until the job is done. This leads to a lot of job board searches and communications with candidates who are actively seeking jobs, as going deeper to find prospects is a much more time consuming task.

Specialist recruitment partners work in a different way and they are not afraid of accountability. In fact, they thrive on it. But how do you select that recruiter?

It comes down to three things:

Specialism

If there is no specialism, how can you differentiate one recruiter from another? Why go for a recruiter who does not have the time or inclination to really learn about your business? Knowing a partner has the knowledge already to operate on the same level as the candidates you are hoping to hire really gives great peace of mind.

Track Record

With specialism comes a strong track record. The hard lessons that a contingency recruiter may learn while working for you have already been learned, so they hit the ground running. They are also operating on a totally different playing field to the contingency recruiter, in that they have not ever been allowed to shy away from the challenge, so the experience they have is genuine and hard won.

Passion

The drive and enjoyment of seeing that job right through to the end. The love for the sector your company is in. These things cannot be forced or faked. The candidates you really want, can sense this.

 Add to this, the fact that specialist recruitment partners will work with you to perfect job specs and strategy including cooperatively reworking the plan if a course of action is not producing results, means that you will be getting a lot more for your money than you were previously.

Curious about how Zenshin Talent can help your organisation? Contact us today for a no-strings conversation about your needs and our experience.

Responsive Employers = Respected Employees

It really adds up to treat your team like human beings

A business which conducts itself with purpose and professionalism naturally elevates itself above the competition. A relentless drive to increase in size in order to satisfy shareholders can serve to reduce the people who work there to figures, robots even.

Whether a company chooses to take this route or not, will define its future. Thankfully, more companies are adopting the path towards a mission that is not just based on money, but on treating employees with respect, acknowledging that they hold the keys to the future of the business.

Seeking meaning through actions is what humans do, and work is no different. Yes, we all want to be sufficiently recompensed for our time, and perks are nice to have too, but the realising of potential and a sense of contributing meaningfully are major factors in the long-term mental well-being of employees. Allowing workers to learn and grow means the good of the company goes beyond fulfilling the goals of the business but can emerge out into the society around it, benefitting those who may be outside of the immediate area of influence.

When it comes to recruitment, it is easy to spot employers who are engaged. It can be as simple as hiring managers replying to emails or responding to candidate resumes in a timely fashion. For all the sound and fury surrounding the search for new prospects to fill job roles, if what follows the flurry of activity is the metaphorical sound of crickets, a specialist recruitment partner starts to begin to understand why the hiring has been a long drawn out process so far.

But just because an employer isn’t engaged with these issues doesn’t mean they don’t want to be. It can be difficult asking for help when you don’t really know what kind of help you need or how to go about starting the process.

Finding support throughout this can be hard, if you are starting from scratch, as an organisation has either made steps towards being responsive and responsible, or it hasn’t. If it hasn’t, then it can feel like an uphill struggle. All companies make noises about listening to their employees but the difference between intending to do something and actually going through with it, is huge.

Processes and systems need to be in place, and putting them there takes time. Companies can and do change but change is often slow-paced. Relationships can be complex and there may be a lot to unpack.

Having an experienced specialist recruitment expert onside can help greatly. They will have experience of sorting the strategy for onboarding new candidates within your sector, will possess knowledge of the values shared by all of the different generations you may be recruiting and they can promote your new way of doing things to the candidates as if they are an external observer.

Within Data, AI and Cloud, it is important to view new technology as a way to enhance the potential of your workforce rather than a way of enslaving them to an omnipresent company presence. There will always be doubters who misunderstand the aims, or those who are old-school who attempt to mould what is happening to fit their standard worldview. Specialist recruitment partners are outside and have a better overview of how things are going and where things may be going wrong.

Responsive businesses will treat all the people in and around the business with dignity, pays fairly, challenges and reassesses its values in the face of criticism, develops an environment of accountability and nurturing where people can thrive and will help the company thrive, in return.

Companies must adapt during these times. Showing appreciation, encouragement and consideration is not a weakness. Getting fully involved in the recruitment should not draw you away from your current responsibilities. If you have the right help on your side, these problems will not even be a concern anymore.

Curious about how Zenshin Talent can help your organisation? Contact us today for a no-strings conversation about your needs and our experience.

What Will Happen In Recruitment In 2022?

Will all the pieces fit together for you in 2022?

With recruiting budgets increasing and priorities shifting, 2022 looks set to be another wild ride.

Will the talent shortage continue? Will the demand continue unabated? We thought we would look into the predicted trends for the year ahead.

The drive to hire the very best during a time when all of the obvious quality candidates have been snapped up, means that there is a reassessment of what makes a prospect suitable. Qualifications that are relevant but not necessarily degree level are now causing recruiters to reprioritise what is really important. This may include years of experience and the requisite soft skills, the latter being regarded as unimportant by most recruiters in exchange for hard skills.

Diversity is also coming into focus as it has been found that those who are underrepresented usually have great soft skills and the diversity happens naturally when this is taken into account, so it is a win-win for everyone to view recruiting like this. Add to that, the fact that those without a degree are likely to remain with a company for a third longer than those who do.

Diversity should always be an integral business strategy component. DEI is important to job seekers and they expect to read about it on job specs or hear about it during preliminary chats. Businesses should expect to answer tough questions from candidates who are no longer accepting a little bit of ill-thought out corporate text regarding this issue. They want to know where the investment is going.

Of course, remote work or hybrid work are still going to be a reality for a lot of workers in 2022. Amongst those seeking jobs, flexibility is the emerging priority. More and more job ads are including the amount of flexibility. With hybridity came fatigue, with workers struggling to adapt and adaptation is now becoming a major focus. It has been a steep learning curve and it will level off in the near future.

Data, AI, Cloud and IT demand will continue to be very much in demand. Job vacancies are still rising and going unfilled. UK tech investment was at £18bn during the middle of 2021 and that will remain. Companies will, however, be ready for the uncertainty as opposed to the way things were in 2020 and 2021. Long term planning is the name of the game now and, as ever, it will be interesting to see where we are at the end of the year.

Reskilling was something that was on few organisations’ radar before the pandemic but it is now important due to factors such as power swinging to the employees rather than the employers when it comes to the job market, the need for more skills especially within IT, Data and digital realms and the ethos of the new generations who want to stay with companies and make a difference, seeing a focus on professional development as a step in the right direction.

Companies benefit from lower turnover of staff, with those who are committed and mobile within a company staying twice as long as those who are not. This is a job for recruiters, whether internal or external recruitment partners, and also HR, who need to find ways that make sense for internal mobility.

Companies being genuine is something a lot of candidates are looking for. In response to the pandemic, candidates have reprioritised and are now no longer tolerating being seen as robots. In the past, businesses have been able to push this to the limit of acceptability and now there is pushback. Looking after an employees mental well-being was a hot button issue during the lockdowns and now we are out of lockdown, those employees are asking why they have tolerated this. Genuine care, attention and support show them that they are not just a number in a company.

Curious about how Zenshin Talent can help your organisation? Contact us today for a no-strings conversation about your needs and our experience.