Recruiting Metrics Businesses Should Consider

Recruiting metrics are used to gather and analyze information to improve a business’ hiring process. Recruiters and stakeholders must remain aware of evolving trends to successfully manage turnover.

Sourcing Quality Hires

Recruiting managers are deployed to proactively leverage the sourcing channels used to hire quality recruits. Some of the most common sourcing channels include referrals, recruitment agencies, resume search, social media shares, notifications, career sites, and other job boards. To ensure recruiter efficiency, metrics and activities reported in a timely manner can identify potential problems and opportunities for improvement.

 

Pipeline Development

A key business goal is to develop a pipeline of quality candidates, which hiring managers can call upon when positions have to be filled. This facilitates easy tracking and monitoring of leads, while also managing traditional metrics, such as the Interview-to-Offer Ratio (the number of interviews to the number of offers extended) and Offer-to-Acceptance Ratio (the number of actual hires versus the hiring goal).

 

New Growth Attrition Rates

In some cases, more time is spent on replacing employees instead of growing the team. Some businesses experience higher turnover rates in particular industries, which can result in high vacancy rates. Lower turnover is a main indicator of the effectiveness of the recruitment process. It demonstrates that real value is being contributed to the growth and success of the business.

 

Performance Dashboards

To benchmark performance success, dashboards create a snapshot of key performance indicators for further examination and analysis. For instance, the amount of revenue generated is a clear indication of whether a growing organization should hire. They also act as a tool to measure productivity.

 

Candidate Satisfaction

Satisfaction ratings can provide essential feedback from new hires and employees who are seeking opportunities for internal mobility. From the candidate’s perspective, feedback from the interview process through post-recruitment surveys can influence the company’s recruitment strategy. The surveys can identify gaps in the recruitment process and provide critical information for the improvement of recruitment campaigns.

In the information age, many businesses have implemented software tools, such as the Human Resource Information Systems, which aid in facilitating easy review of pertinent human resources functions. Most importantly, this system software encompasses metrics for monitoring and tracking recruiting data. Success factors can be achieved when a business efficiently and effectively understands the benefits derived from making investments in the Human Resource Information System.

 

L. Chadee | Contributing Writer

How to Handle an Employee Gone Rogue

You know that person at the office who seems to consider themselves above the rules? That’s a rogue employee. But sometimes, rogue behaviour isn’t as obvious. Someone may openly disobey policies or disrespect management, or a seemingly perfect worker may be committing serious offences in secret, such as stealing company data, pilfering money, spying on behalf of a competitor, or sabotaging their colleagues.

There are ways to detect a rogue employee early. It’s can be the person you demoted because they no longer seemed to be the ideal fit for the role they were hired for. Or the member of the management team that consistently ignores company policies or the opinions of others when making changes. If their rogue behaviour has already been identified, they’re likely already on the bubble – one more misstep and they’re out. But before firing them, it’s best to consider the value they bring. Discuss the employee’s overall performance with other managers and HR. If they haven’t caused a high level of offence, determine whether you want to give them a chance to change.

In the meantime, there are ways you can prevent rogue employees from inflicting damage on the organization by limiting and monitoring their access to information. Use identity and access management (IAM) software to increase security. With IAM software, you can regulate the amount of access employees have to pertinent data and files depending on their role. Look for software that records login information and activity for each user, allows them to update their own profiles, and can handle a large volume of users in the system without compromising performance.

If it’s a disrespectful employee you’re dealing with, evaluate how you position yourself as a manager: are you too lenient with the person in question? Do you allow them to break certain rules? Are they doing whatever they want? If you tolerate a workspace in which certain people can behave this way while others can’t, then you’re the problem. But whether you’ve been unwittingly encouraging such behaviour or not, reexamine the way you treat all employees. Reimplement the company values and the most important policies. Present these policies and guidelines clearly, as outlined in the employment agreement, to everyone.

Fellow coworkers can help handle a rogue colleague and spot other potential threats if they’re trained in detecting rogue behaviour. For example, if an employee notices their colleague taking frequent trips to the photocopier or printer when their job doesn’t really require, there’s a possibility the employee is stealing company info or using the machine for personal things. A properly-trained employee could ask their coworker about the issue (their frequent use of a machine); maybe their colleague is stealing proprietary company secrets, delivering that information to a competing business or using it for their own entrepreneurial project. Keeping employees aware of these sorts of issues will increase awareness and create a more stable and secure work environment. If anybody feels disrespected by a fellow colleague or is suspicious of their conduct, they should feel empowered to report them.

Speaking of corporate espionage, you may want to do some digging yourself. Take a look at the rogue employee’s social media channels. Ensure they’re abiding by the organization’s social media policy and aren’t bad-mouthing the company (and/or its affiliates or partners), especially after a significant incident like a demotion or another disciplinary issue. This would be detrimental to brand image and cause distrust among your customers, which is obviously bad for business.

– Joséphine Mwanvua
 

Business photo created by yanalya – www.freepik.com

Resolving Conflict in the Workplace

Conflict happens. Differences of opinion and different work styles can create problems, straining relationships between coworkers and reducing their efficiency and productivity. They may become unmotivated and dread coming into the office. But if properly handled, conflict can also be an opportunity to move toward a better organized work environment.

Below are some steps to help managers avoid and resolve conflict in the workplace:

Communication

Clear communication plays an important role in avoiding conflicts in the workplace. Be very clear and specific with your message and communicate in a way that everyone can understand. When talking with or emailing your colleagues, make sure they understand everything being discussed, as misunderstandings can lead to more problems in the future. Ensure that all necessary information is being properly conveyed to avoid this.

Clarify Misunderstandings

When conflicts arise, bring both parties together and let them have a professional and respectful conversation. Make sure each party understands the other’s point of view. At the end of the discussion, make sure an agreement of some sort has been reached and any misinterpretations are addressed.

Consider All Sides

Speak with each party individually to understand the issue behind the conflict. Ask them for suggestions on how to best avoid this situation in the future. After hearing everyone out, analyze the feedback and focus on the problem itself rather than the specifics of who did what. Any action taken should be with the goal of improving the overall work environment. Meet again with the parties involved and provide your solution. Be impartial and emphasize what’s best for the company in order to avoid future complications.

Eliminate Negative Feelings

Solve the problem in a manner that helps both parties feel like the issue has been resolved in an acceptable manner, ideally with no lingering bitter feelings. Everyone should be satisfied with the solution so that the work environment remains a respectful and friendly place.

Be Cooperative

Everyone has their own way of working and accomplishing tasks. Don’t impose your ideas on others and instead consider their views. Avoid bias, treat everyone equally, and be fair with all your employees and coworkers. Bring it to their attention when they make mistakes, but also applaud them for a job well done. If you make mistake, apologize, and accept your part in causing the problem. Never assume any conflict is insignificant; always try to solve it as soon as possible, rather than letting it fester. Try using written notes or emails to help your peers understand the solution to a problem. And always keep the bigger picture in mind.

Structure

Encourage collaboration. Create a structure that facilitates teamwork and requires staff to work together to complete tasks. This is one of the most effective conflict-resolution techniques and it will make employees realize the importance of working as a team to support each other.

Regardless of the specific workplace, everyone expects a friendly and healthy setting when they’re doing their job. It’s everyone’s responsibility to create a positive work environment. It eliminates stress and keeps employees cheerful. More importantly, it brings out the best in people on a daily basis and helps increase productivity.

U. Lakhia

Benefits of a Recruitment Agency

Finding the right candidate for a job can be a daunting process for many employers. Individuals with a great work ethic and a strong skillset are essential for maintaining a productive organization. When it comes to finding the right people, utilizing the services of a recruitment agency is an effective way to fill job openings.

There are many benefits of a recruitment agency and using their services will significantly simplify the hiring process for you and your organization. Here are a few of the advantages:

Time and Cost

Time is of the essence in today’s world, especially if companies want to remain competitive. Stopping or slowing production can result in a loss of revenue. Job openings need to be filled with suitable candidates who can learn fast and make notable contributions to an organization. Recruitment agencies can match and shortlist candidates, saving your company on countless hours of sorting through hundreds of applications. As a result, open positions can be filled much faster, saving you time and money.

Network

Recruitment agencies maintain an extensive pool of skilled candidates in their databases. Job seekers seek them out for employment opportunities, which ensures that agencies are always receiving new applicants from a wide cross-section of backgrounds, experience levels, and expertise.

Pre-Screening

Candidates go through extensive assessments and evaluations before being referred to a potential employer. The agency will take care of all the background and reference checks, ensuring that only the best and most qualified candidates move on to the next stage.

Employee Retention

Workplace turnover is significantly reduced when the employee is the right fit for the job. Knowing that the available candidates have already gone through a thorough screening process puts the manager’s minds at ease when selecting an employee. That added confidence makes the final hiring decision that much easier to make.

Building Relationships

Over time, employers will find that the hiring process through the recruitment agency they’ve engaged becomes more efficient. The agency will have established prior knowledge of the employer’s specific needs and expectations, and thus be able to provide valuable advice and expertise on future hires.

For your next job opening, consider using a recruitment agency. The benefits will be reflected in an efficient and skilled workforce that’s capable of boosting company morale and helping you achieve your organizational goals.

– N. Johnson

Workplace Wellness Programs

Studies have proven that the physical and mental conditions of employees affect the productivity of a business. Therefore, companies should implement workplace wellness programs to improve the health and nutrition of their workers. In addition to benefitting existing employees, these features also attract other skilled workers to join the company. Here are various examples of effective workplace wellness programs that will make your company a coveted place to work at.

Health Programs

This is one of the most important programs that employers include in employment packages. This can range from health/dental insurance to therapeutic massage sessions. In Canada, OHIP covers general health care, but areas that they do not compensate are major concerns for the public. It would be an attractive incentive if companies included benefits that the government didn’t. This reflects the company’s consideration in their employees’ well-being.

Onsite Gym

A lot of people these days are conscious about fitness. This is why the gym industry is making good business through membership sales. Going to the gym has become a routine for many people. However, a lot of working professionals would complain that it’s too time consuming to juggle work, sleep, and the gym. As a result, they would have to sacrifice either their sleep or the gym, both of which would affect their health in the long run. Having a gym facility in the office would solve this dilemma.

Other Fitness Alternatives

Of course, an onsite gym would be a large expense for most companies. Other alternatives include a regular yoga or Pilates session. These exercises are cost-friendly; each session can include a big group of people. They are stress-relieving methods and will give you a break from the normal routine of the work environment. In addition to encouraging their fitness, these sessions would inspire mental recovery.

Free Meal/Organized Lunch

A cafeteria with a set schedule of different meals per workday could prove beneficial for the entire company. In addition to saving time and money for employees, it allows the employer to monitor the regular diet of their employees. The typical half-hour lunch break offers employees little option of food to choose from. If they aren’t able to bring their own lunch, they will tend to choose something from a fast-food menu. Eventually, this will take its toll on the employee’s health.

There are numerous workplace wellness programs that your company can implement. More employees are looking for these benefits in their job searches. The more wellness programs your company has, the more it will persuade effective workers to support you. It might require the business to expend more money; however, the benefits will reap in the future. As long as your company looks out for the employees’ well-being, the workplace will emit a positive atmosphere.

– J. Tjoandi

Personality Tests in the Hiring Process

The vast majority of Fortune 100 companies use personality tests to separate the candidacy wheat from the employee-to-be chaff. What do these tests do? Are they worth the time and resources? And more importantly, are they effective?

Kathy Brizeli, the Senior Director of Member Services and Client Success at McLean & Company, worked in psychometrics for 12 years at Caliper. Psychometrics is one of many tests used to measure how an applicant’s traits relate to job performance. As an evaluator, Kathy interpreted assessment results and relayed them back to the potential employers for the candidate being evaluated.

“What we found out were the candidate’s innate tendencies – strengths and weaknesses,” notes Brizeli. “I would recommend their use as an additional piece of information, but never the sole determinant of a hiring decision; they should only be a piece of the puzzle. Assessments don’t necessarily consider experience or skill development.”

Personality testing is in the news: Merve Emre’s The Personality Brokers is the just-released book on how the Myers-Briggs Type Indicator was invented by a mother-daughter team in the early twentieth century. According to Emre, personality testing is now a two-billion-dollar industry.

The New Republic weighed in on the topic, saying that Myers-Briggs, taken by two million people each year “is used by universities, career coaching centers, federal government offices, several branches of the military, and 88 of the Fortune 100 companies.” CPP Inc. sells it for $49.95US. On the flip side, organizational psychologist Adam Grant wrote, “The Myers-Briggs Type Indicator is better than a horoscope but less reliable than a heart monitor.”

Robyn Knezic, Delmanor’s Director of Human Resources uses the Wiley – Global Assessment Profile XT.

“We are able to see areas where a candidate excels, and where they may have challenges. Some of those areas are: verbal skills, verbal reasoning, numeric reasoning, energy level, assertiveness, sociability, manageability, attitude, decisiveness, accommodation, independence, and objective judgment,” notes Knezic. But this comes with a caveat: “I think it is important to keep in mind that the personality profile is only one piece of the process and should not be relied on solely when making a hiring decision.”

With fifteen years of testing experience, Maryann Romano, Vice President of Human Resources at Distinct Infrastructure Group, also worked with Caliper, which she says costs $600 per test. “If you are limiting it for one or two candidates, fine. If you’re filling ten candidates over six months, the costs can get significant, especially if things don’t work out for whatever reason.” She claims that personality testing has shone light on, “knowing the warts, deciding if you can live with them, how to manage them, and how they like to work.”

Meanwhile, Mardi Walker, VP of Human Resources for the Ottawa Senators shares similar experience with personality testing. “Personality testing,” she says, “has worked out well for store clerks and store associates.”

In addition to Caliper, Walker used Gallup’s StrengthsFinder Personality Test – what she refers to as “very intense”. “It tested arithmetic ability, a person’s honesty and integrity, and how likely they’d be to ‘help themselves to the merchandise’.”

Vered Lerner cautions if the test is not administered properly, or if the tested individual isn’t honest, “the results may be misread or misunderstood.” The CEO and Founder of Bizstance Services has been working in HR and management for over 20 years.

The employer, moreover, ought to understand that a test doesn’t reveal everything. “Not all roles require testing, and employees are complex individuals with emotions, and the ability to change and adapt, given the right conditions and support.”

– Dave Gordon

How Does Your Company Measure Your Potential?

Understanding how your employer gauges your potential can have a major impact on your position at the company, and on your career. If you know what they’re looking for in an employee, you can improve your chances of advancement.

When a manager is evaluating an employee’s potential, they’re considering factors like motivation, skill, experience, and the willingness and ability to learn, and evaluating how that employee can or will impact the company as it moves forward into the future.

Clearly, there is variation in terms of what different companies and management teams look at when determining an employee’s potential. But some factors are common, even if they may seem obvious. Still, knowing how your employer measures your potential can be valuable information both for your own personal development and for your advancement within the company. Here are a few commonly-used indicators.

Quality of Work

There are many ways for an employer or manager to asses the quality of your work. It might be through a series of specifically stated goals they’ve set for you, or through subjective analysis from your direct supervisor or manager. There is also what’s known as the 9-Box Grid method of assessment, a graph with one axis representing an employee’s potential, and the other their performance. So, a high-performing but low-potential worker would be ideal in their current role, while a low-performing but high-potential employee would be in need of coaching to unlock that potential. Other factors companies use to measure performance can be as simple as tracking the number of errors an employee has made, or, depending on the nature of their work, quantitative statistics like the number or amount of sales made or units produced.

360/180-Degree Feedback

The concept behind 360-degree feedback is for an employer to get performance feedback from a staff member’s direct manager, colleagues, subordinates, and customers. This can be done through specific questions or as a more general performance evaluation. Alternately, 180-degree feedback is similar, but is limited to the employee’s co-workers and manager, and is typically utilized when the worker doesn’t manage people and/or interact with customers.

Leadership Potential

Many businesses will also consider their employees’ potential to rise to a leadership position. Part of management is being able to observe when employees demonstrate a knack for managing others, delegating duties, and taking responsibility for projects. In a small or medium-sized business, it’s often easier for management to get a feel for an employee’s abilities and potential to advance by direct observation. (It also costs a business more to hire and train new employees than to promote an internal candidate.) Factors like drive, organizational skill, the ability to learn quickly and think on their feet, and empathy towards colleagues are some of the traits a good manager will look for when assessing an employee’s leadership potential. The Korn Ferry Institute, an authority on leadership and recruiting, has its own test for measuring leadership potential that takes into account many of these traits and more.

Once you have an idea of how your company measures your potential, you’ll be able to adjust your behaviour accordingly and focus on the right things. Whether it’s making a point of being in the office early every day, contributing in meetings, helping your colleagues with their projects, or just putting in the extra effort when executing your duties, demonstrating your potential to management is a sure-fire way to get ahead.

 

Justin Anderson | Assistant Editor

How to Have a Difficult Conversation with an Employee

It’s never easy to have a difficult conversation in the office, especially if you’re deathly afraid of confrontation. However, it’s impossible to manage a company and not have to approach an employee at some point about their behaviour, insubordination, or work quality, and sometimes even terminate them. Brushing the issue under the rug or simply ignoring it can make the situation worse and negatively affect the workplace, productivity, and other employees. There are several different types of difficult conversations that you might need to have at some point, including policy breaches, coworker complaints, dress code violations, and even workstation cleanliness. As a manager or supervisor, it’s important to know the proper way to handle these conversations, or it could do more harm than good.

Prepare Yourself
Before deciding to have the conversation, get prepared by asking what the behaviour is that’s causing the problem, and what outcome from the behaviour is impacting you, the team, the environment, etc. You need to have an understanding yourself before providing clarity to someone else about the issue. This will also keep the focus on the issue and avoid derailing the conversation.

Choose an Appropriate Location
Before entering the conversation or even calling for a meeting with the individual, decide where it will be held. Finding the right location will set the tone of the meeting. Your office is usually the best place, but depending on your company culture, it might ease the tension if you talk over a cup of coffee or lunch at a food court in the building or nearby; this can lessen the chances of the employee feeling embarrassed. However, if it’s a more formal conversation, your office, a conference room, or a boardroom is probably the most appropriate place.

Leave Your Emotions at the Door
When starting the conversation, be straightforward and tell the individual what the purpose of the meeting is. Be sure to not get caught up in your emotions; keep your feelings in check and don’t let them drive the conversation. Focus on the facts and be careful not to say things like, “I feel disappointed,” which will only add biased emotional elements. It also helps to be aware of your preconceived notions about the situation and the person involved, so make sure to leave that at the door as well.

Be Open and Listen
Be calm and fair during the discussion. Don’t project anger or judgment because that may result in the employee getting defensive and things might get heated. Find a balance between polite and firm; be caring but remain professional. It’s important to be open to hearing what the other person has to say. Be mindful and treat them with respect, even if you completely disagree with them.

Brainstorm
It’s important that you brainstorm solutions during the meeting. Ask the employee in question what they think will work. Out of their ideas or suggestions, build on something you like. Asking for their point of view can create a safe atmosphere and encourage them to engage.

Always Follow Up
Following up after the conversation is a good way to smooth over the relationship between you and your employee. It’s also a good way to check up on their progress if there are any changes they need to make. Don’t micromanage, but keep track of how they’re doing, for as long as you think is necessary. If progress needs to be made, there is a possibility they might backslide.

Putting off a difficult conversation will only do more damage to your business. Holding off on speaking to an employee about their performance or attitude won’t help productivity and might even affect the rest of your team. Practice these tips and prepare your points so that you can mentally prepare and be more effective, confident, and comfortable with having difficult conversations. That way, you can get everyone on your team working together and at their highest potential.

 

Helen Jacob | Staff Writer

Benefits of a Recruitment Agency

Finding the right candidate for a job is a daunting process for many employers. Individuals with great work ethic and skill set are essential in maintaining a productive organization. Utilizing the services of a recruitment agency is an effective way to fill job openings. Today, recruitment agencies are not only physical, they have gone virtual as well. There are many benefits of a recruitment agency and using its services will significantly simplify the hiring process for you.

Time & Cost
In today’s fast-paced world, time is of the essence if companies want to remain competitive. Stopping or slowing production results in a loss of revenue. Job openings need to be filled with suitable candidates who learn fast and make notable contributions to the organization. Recruitment agencies can match and shortlist candidates for you, saving you countless hours of sorting through hundreds of applications. Open positions can be filled much faster.

Network
Recruitment agencies maintain an extensive pool of skilled candidates in their databases. Job-seekers look to them for employment opportunities, ensuring that agencies will always receive new applicants from a wide cross-section of experience and expertise.

Pre-Screening
Candidates go through extensive assessments and evaluations before being referred to a potential employer. The agency will take care of background and reference checks, ensuring that only the most qualified candidates will move to the next stage.

Employee Retention
Workplace turnover is significantly reduced when the employee is the right fit for the job. Knowing that the available candidates have passed a thorough screening process will put the manager’s minds at ease when selecting an employee, rendering the final decision easier to make.

Building Relationships
Over time, employers will find that the hiring process will become more efficient. The recruitment agency will have prior knowledge of specific needs and expectations and be able to provide valuable advice and expertise on future hires.

For your next job opening, consider using a recruitment agency. The benefits will be reflected in an efficient and skilled workforce capable of boosting company morale and helping you achieve your organizational goals.

 

N. Johnson | DBPC Blog

The Importance of an HR Department

To have a successful company, it is extremely important to understand the importance of an HR department. Human Resources is more than a department; it encompasses different facets and plays significant roles. Its existence is vital for any business, big or small.

An effective HR department plays many roles within a company. Here are some examples of the variety of roles filled by a good HR department, likened to various professions.

  • Engineers: HR is tasked with structuring, restructuring, planning, and analyzing systems and procedures to make sure they are aligned with business objectives. HR also develops succession plans by identifying promising employees with the requisite capabilities to eventually transition into leadership roles. This is significant as it can guarantee a business’ stability and future success.
  • Doctors: The HR department diagnoses the company culture, as well as structural and operational strengths and weaknesses that are fundamental to organizational competence and effectiveness.
  • Guidance Counsellors: HR prevents and resolves conflict in the workplace, which is inevitable given the diversity of personalities, work styles, backgrounds and levels of experience among employees. The HR department also sees to it that all issues concerning employment are addressed and guides the staff on performance, as well as helps them embrace the company’s philosophy and business principles.
  • Law Enforcement: Human resources ensures that everyone in the organization complies with rules and regulations, and reprimand those who breach them to avoid repeat offences.
  • Safety Officers: The HR department helps keep the work environment free of accidents and other things that would compromise occupational health and safety of the company and its workforce.
  • Marketing & Sales: HR advertises open positions in the company to attract candidates, and work to build the business into being a top employment destination.
  • Purchasers: The HR team negotiates the best price to procure the most comprehensive benefits package, and also works on salary offers.
  • Trainers & Facilitators: HR helps acclimate newly hired employees and helps train them on their assignments and duties. HR also keeps the entire staff updated on the latest policies and procedures that could affect their responsibilities.
  • Quality Assurance: The HR department ensures that employee performance meets standards. Some HR champions ISO certification to guarantee staff commits to the process, products, and services of the company.
  • Lawyers: Human resources mediates the relationship between workers, employers, trade unions and government, and monitor the company’s adherence to legal and labour laws.
  • Consultants: The HR team advises management on how to handle specific staff members’ issues in a professional manner.

Because HR is charged with a variety of challenging responsibilities, it’s difficult to give a simple explanation for why having a strong HR department is so important. It bridges management to employees and vice versa, helping divisional and unit groups to focus on their functional accountabilities.

HR’s depth and breadth is measured by how effectively and efficiently it manages the company’s most important asset and capital investment: human resources. The HR department must do all of these things in order to help the company achieve its ultimate goal of ensuring that employees and customers alike are enjoying the best experience possible.

 

M. Beltran | DBPC Blog