11 Recruiting Techniques You Need To Implement in 2019

It is time to up your recruiting techniques game in 2019. Here are 11 tips to bring your business to the top.

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Joseph. C January 28, 2019 0 Comments

What Are The Big Trends in Recruitment for 2019?

We all know the recruitment industry is moving fast. The industry has gone from fax machines and newspaper adverts to recruitment marketing and machine learning in what seems to be just a blink of an eye. In this new world of smart recruitment, agencies that want to succeed in 2019 need to re-focus their game plan and integrate the best tools available to deliver the best candidate and client experience possible.

But which technological innovations are passing fads and which ones are here to stay? As a leader of your recruitment marketing, and technology strategy where should you invest your resources to make changes that can actually better your business and stay ahead of the competition? In a recent study, Bullhorn asked over 1400 recruitment professionals to name the next big technological innovation in the industry.

 

From that report, I have a breakdown of some of the most common replies. Here’s what the study asked:

  • What technology or tool has the highest potential to improve and innovate the recruitment industry?
  • Why?

Recruitment Automation

Most recruitment professionals agree that recruitment automation presents an exciting opportunity, but agencies have a long way to go before automation is fully ingrained in their day to day operations.

Today more than a third (35 percent) of agencies don’t automate during the recruitment process. Things like sales prospecting, client engagement, and account management are still largely manual and inefficient activities. Only about 60 percent of agencies automate candidate attraction, selection, screening, or nurturing.

In 2019 smart recruitment agencies will embrace automation and will begin to positively impact the bottom line and increase competitive advantage over agencies who fall to adopt better recruitment technology.

What’s the biggest value from automation? Respondents are split between its ability to increase engagement and improved efficiencies that come with automation.

 

Recruitment A.I.

Recruiters are excited about AI, but there’s little consensus on how to best harness its power. While agencies are still trying to figure out the best way to leverage AI to improve candidate and client satisfaction and bolster productivity, they can agree that it will have an impact.

Study respondents chose AI more than any other technology. “AI will take a lot of the grunt work out of the process of screening fit candidates during the early phases of a search.”

In 2019 AI tools and technologies like Recruit M will become widely adopted and become the new standard in daya to day recruitmnet activities.

 

Chatbots

Chatbots, an offshoot of AI, still sees a relatively low adoption rate by recruitment agencies. But judging by this year’s respondents, its place in the conversation has advanced considerably. It’s likely that this is connected to an ever-increasing focus on the candidate experience. Chatbots can enable recruitment agencies to respond to candidate concerns immediately and free up recruiter time in the process. “Chatbots allow or a natural and relatively pain-free interaction for candidates without taking up extra time from a recruiter.”

 

Direct Messaging

While AI adoption may be a goal of the future, direct messaging is having its moment now. It’s by far the fastest growing recruiting communication channel: 69 percent expect their usage to increase in 2018. Respondents also cited it as the top method for communicating with Millennial and Gen Z candidates. Texting and or Twitter feeds may be a better way to reach out to the last 3 generations. Why? We need to communicate with the technology that they are most comfortable with.

 

Recruitment Marketing

Everyone agrees that job boards provided lower and lower quality candidates and worse than ever ROI however, that doesn’t mean they are going away anytime soon.

The good news however is that with social media, digital marketing, and mobile marketing coupled with direct messaging means that, now more than ever it’s easies to reach and engage high-quality passive candidates without the need for job boards. Though to do this effectively agencies will need a Talent CRM or Candidate Management Platform that brings all your candidate data into one sinle platform allowing you to advertise to or directly message candidate sutable for your hard to fill roles.

Video – More than a third of recruitment agencies plan to increase their use of video interviewing in 2018, but that doesn’t mean its become standard operating procedure just yet. A full 29 percent of agencies don’t use video at all.

Video will streamline the hiring process and decreases the costs that come with interviewing candidatesRespondent 2018 Recruitment Trends Report

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Joseph. C December 11, 2018 0 Comments

How to activate your employer brand

A really strong employer brand should establish confidence, loyalty and enthusiasm throughout any organisation by bringing to life a unique and positive organisational culture. Which will in turn help attract the right talent to your organisation. Exhaustive research is required as is benchmarking, testing and validation both internally and externally to promote your organisation in a competitive marketplace.

After going to all that effort it’s crucial to ensure that your employer brand is launched successfully. Here’s some factors to consider in your efforts to activate your employer brand:

1.Authenticity.

An employee’s perception of an authentic business leadership model is the strongest predictor of job satisfaction, and commitment to the organisation and happiness at work.

2. Transparency.

A value based approach to business is increasingly popular. Is your brand transparent with all employees? Do they always feel informed or do they always feel like they’re two steps behind? Secrecy or a lack of communication can be detrimental to employee wellness and your employer brand.

3. Employee- centered. 

The best employers want to provide a positive environment that encourages employees to deliver their best performance. These employers go above and beyond to create an amazing work culture and to ensure there is always room for employee development.

4. Employee advocates.

Identifying employees who are happy and willing to share their experiences is important. Have a conversation about what it is they like about your workplace and indeed what they don’t like. Write it down, it’s important to record true to life opinions on your business for promotion of your employer brand.

5. Ongoing learning.

An ongoing learning curve is so vital when it comes to ensuring optimum performance and attracting talent. Focusing on great employee experience brings so many advantages to employers. It lowers marketing costs as the organisation organically becomes more attractive to potential employees and investors alike. Employee performance also increases as both employer and employee are less stressed. Planning processes are facilitated due to improved retention of employees and all round employer branding is improved.

6.Channels.

It’s important to think about the channels used to promulgate brand identities/messages and content carefully tailored to your population. A healthy mix of UGC and polished content is the best hybrid. Employees are less susceptible to highly honed content now. UGC works well but not exclusively. Hence, why it’s good to have a concrete balance.

It’s crucial to place an emphasis on employer branding in the current market place. Talent aren’t fighting for jobs, jobs are in fact fighting for talent. Moving forward the brands who invest in employer branding strategies are the ones who are going to come out on top in the war on talent. To read more employer branding tips click here.

Would you like help with candidate attraction and  your employer brand strategy? Well let us here at Recruit M help you. To learn more click here.

 

 

 

 

 

 

 

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Muireann Beasley February 24, 2020 0 Comments

3 places where you should be building your employer brand

Employer branding ideas are vital for attracting and securing great talent. Businesses nationwide have started investing more and more money into their EB strategy. But where do you go when you’re ready to articulate the brand narrative that you’ve perfected? Let’s talk methods and platforms.

1.Instagram

When Hubspot posted an Instagram captioned ‘How do you stay motivated after a bad campaign’, it received a lot of attention. The picture in itself was colorful and eye catching while the geo-tag was checked in at ‘my happy place’. The post was a call to action for followers to comment with their most positive tips for handling the fallout when that campaign just doesn’t go to plan. So how did this impact their employer branding I hear you ask? This post showcased how Hubspot are truly concerned with ‘re-motivating’ their employees when something goes awry as opposed to punishing them.The post oozed positivity and just had an all round feel good factor. While it’s positive as a standalone its also encouraged others to be positive. Sounds like the kind of company you’d like to work for right? That’s employer branding done well.

2. Content platforms

The main purpose of an inbound recruitment strategy is to get in front of the right people that would best suit your organisation through a useful and valuable content plan! Get blog happy. If you have 3 amazing Dev Ops managers who are happy at your organisation and seem to embody your company culture then write a blog about them. More importantly, publish it somewhere it will be seen by the right people. Think LinkedIn and think niche forums. You need to consider the type of content that’s really going to help you fill those harder roles and then you need to promote it strategically. Content is King. Repeat that mantra.

3. Glassdoor

Websites like Glassdoor are a great source of information about employers all over the world. The majority of potential employees are sure to look you up on Glassdoor to learn all about your company culture, pay, positions and current employee opinions. If you’re having a hard time finding the right candidates, get a listing on the Glassdoor website and encourage current employees to write authentic reviews about you. Naturally, there will sometimes be a comment that showcases a negative opinion or two on your organisation however these are great learning points. You can use these comments as suggestions to improve on. Hence, making your company an all round better place to work. You’re current employees are your most valuable resource when it comes to employer branding so listen to them.

 

These are just three of the mediums that you can use to articulate your great employer brand. There’s so many more too. At Recruit-M we advise and help various companies on their employer branding strategy. We know it’s hard to find great talent in this market but we also know what works. So why not get in touch with us? 

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Muireann Beasley February 3, 2020 0 Comments

3 ways to prevent a hazard in your HR process

Hiring teams must always prepare for the ‘what if’ scenarios. Issues such as scheduling, candidate ghosting, technology glitches and all-round hiccups always raise their heads and HR need to be prepared. On occasion however, some issues are more extensive than others. Here’s 3 ways to prevent a hazard in your HR process.

1.Identify and work through passed challenges

Talent acquisition is already a challenge for the majority of companies according to Mercer Mettl’s 2019 state of talent acquisition report. This analysis only adds weight to the fact that one small mix up in the candidate journey could completely derail the HR process. In order to move forward and strategically plan for a mistake-free path, it’s important to look back and learn from the past. Encourage your HR team to sit down and identify why things have gone wrong previously in the candidate journey. Devising a strategy which includes a number of contingency plans is crucial for preparation. If you have a lapse in your candidate journey but you also have a go-to protocol then everything will be painless.

2. Survey employees to understand the real life experience within your hiring process

A recent survey by Career Builder has found that nearly 10 percent of people have left a company because of a poor hiring experience. Additionally, many candidates accept their job offer but don’t make it to the new hire phase because they go elsewhere. It’s therefore crucial that HR teams pave an easy streamlined path from application through to hire. It’s in the best interests of HR teams to conduct their own qualitative research and talk to current employees. Questions should be asked to staff like what was your least favorite aspect of the hiring process with this organisation. It’s equally as important to ask what their favorite part was so you can do more of the good stuff and less of the bad.

3.Teach your team best practices for hiring adversities

Complications in the hiring process are most easily preventable when teams are fully aware of ‘best practices in the event of’. Aligning everyday practices with a set of organisation standards is pivotal. These are conversations which have to be had when everything is running smoothly to ensure that there is a sense of calm in a crisis.

At Recruit M we know all about perfecting the candidate experience. If you want help with recruitment marketing and employer branding why not get in touch with us? Let us help you. 

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Muireann Beasley January 23, 2020 0 Comments

Treating the Candidate Journey Like Your Customer Journey

When we talk about recruitment marketing, a lot of the same principles translate from standard marketing. Instead of selling a product or service, you’re selling your workplace to prospective candidates. Just as your company’s marketing team spends time researching customer motivations and desires, your HR and recruiting team need to figure out who you’re trying to hire and map the candidate journey.

The following steps can help guide you through this process. Once you figure out who you are targeting, what they desire, and what their major pain points are, you can adjust your recruiting process accordingly. This way, you’ll get the top applicants and ensure they have a pleasant experience throughout.

 

Develop Your Personas

Just as with traditional sales and marketing, you need to segment your audience.  Not everyone will be applying to your positions from the general public. Therefore, you need to create personas to represent the types of people who you are trying to get to apply.  Start by analysing your current workforce. Figure out who has been hired recently, what positions are currently open, and what is projected.  Use data to figure out the demographic splits at each level.

Once you have determined how many personas you need to guide your recruiting marketing, then start getting at what makes them tick. If one of your categories is fresh university graduates for your entry level roles, find some new hires and go talk to them.  Ask them what brought them to work for you, how they’re finding the company, and how they felt going through the recruitment process. This way you can find out what this particular group favors and what is likely to bring others like them into your application funnel.

 

Reach Your Applicants

Once you’ve figured out who you are trying to attract to your recruitment funnel, find out where they are. Most candidates will already be in jobs and not too active on job boards or LinkedIn.  You’ll need to reach these passive candidates on channels they visit in their spare time. If you’re looking to attract younger applicants, you might want to focus on Instagram or Snapchat. Create some short videos that encourage them to visit your Careers page and blast these across their stories.  Make sure your pixels are set up and you’ll be able to remarket to these candidates on other channels like Youtube or Google’s Display Network.

Don’t forget offline venues as well.  Job fairs, college career offices, and open hour events are great ways to humanize your company to applicants. Use brochures and swag to show off your fun company personality!

 

Communication is Key

Once the application is submitted, make sure you’re following up. Automation can help immensely here with the candidate journey by saving your team time and also providing immediate feedback to the applicant.  One of the main frustrations with looking for jobs is the lack of communication.  Candidates aren’t getting feedback after they apply and it seems like the hard work and effort they put into curating their cover letter has disappeared down  a black hole.

On your Careers page, you can provide a general timeline of hiring. If candidates aren’t hearing back after a week or so, they might get anxious. Explaining clearly to them that your process takes a few weeks will put them at ease, if that’s the case.

 

Map the Candidate Journey

Just as with customers, you’ll want to make the application process straightforward and easy.  If you’ve met with recent hires, you will have some feedback from them on the process.  Ensure you’re providing enough information throughout the journey.  Take care that you’re not asking for repeated information–nothing is more annoying than attaching your CV and then a company asking you to retype everything again!

If it’s helpful to you to have a visual representation, try using something like a Candidate Persona Map. It’s similar to a customer map, but it tracks the needs and journey of the candidates instead.

After someone goes through the application process, successful or not, consider a follow-up email. You can include a short survey here and solicit anonymous feedback on their experience.

 

Are you looking to differentiate your organisation from the competition? Do you want to entice top talent to work for you? Why not get in touch with us at Recruit M where we can help you ensure that great candidates want to work for you!

 

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Nina White January 22, 2020 0 Comments

Best Social Media Channels for Recruitment in 2020

As we start the new year and welcome in a new decade, it’s a good time to take a look at what social media channels you should be using to source candidates.  As Gen Z enters the workforce and Baby Boomers slowly retire, the shift in demographics will bring about a change in the media your candidates frequent.  Consequently, you want to consistently evaluate the channels you’re using. This way, you can make sure you’re getting the most bang for your buck.

Before you start advertising on any of these social media platforms, ensure you have a good presence.  If you have just three posts on Instagram, the candidates you reached who may be interested won’t take your company seriously. You need to ensure you have a robust online presence first before launching any campaigns.

Here are our suggestions for the top social media platforms for recruitment in the new year:

 

LinkedIn

As you may have expected, LinkedIn is still the top social media platform for jobs. This makes sense as it’s a platform where users update their profiles with their job descriptions, skills, and career achievements.  You can easily target by industry to ensure your ads are being viewed by the most relevant users.

Keep in mind, a lot of people only actively use LinkedIn when they are searching for a job.  Once they are settled, they might not go on frequently.  Most candidates are only passive, or not regularly looking for job on boards like LinkedIn or Indeed.  Therefore, although it is a powerful tool for certain types of jobs (mostly professional and office positions), don’t put all your eggs in the LinkedIn basket.

 

Facebook

Facebook is currently rolling out a beta of their jobs board.  You may have seen some while scrolling through your newsfeed in recent months.  It’s still pretty rough around the edges–I’m a digital marketer and have been seeing job posts for everything from nurses to truck drivers! However, we’re certain it will get really good and quick.  Given the amount of data Facebook is able to leverage, their algorithm just needs some time to pinpoint everyone’s jobs, skills, and career aspirations.

Further, on Facebook you’re able to set-up a chat bot through Messenger.  You can have potential candidates routed to this medium and interact directly and instantly with your bot. The bot can be programmed to answer FAQs, collect contact info, or take users to your website or job postings. If you need help developing a chat bot for recruitment, Recruit M can help!

Keep in mind the changing demographics of Facebook.  You’ll tend to find an older population using Facebook regularly. If you’re looking to hire for more entry-level roles, you may want to consider our last two options.

 

Instagram

Although owned by Facebook and utilizing the same ads platform, Instagram has a very different look and feel. Along with this aesthetic difference, it has a different and younger audience than Facebook itself.  As  a result, you will have better luck recruiting for Gen Z here than on LinkedIn or Facebook.

Further, if your jobs pertain to the health, fashion, or travel industries you’ll be able to leverage the power of influencers to promote your open positions as well.  Although we generally associate influencer marketing for products, they can also vouch for your brand and company culture to their followers. This can improve your company branding, while reaching a more organic audience than your standard paid ads.

 

Snapchat

Snapchat is an often underutilized venue for recruitment marketing.  It’s a great way to build your employer brand and allows your own employees to directly interact with potential applicants.  You can post that you’re hiring for a specific position and run ads, while on your own page posting stories.  These stories could be Q and As with people on the same team as the position you’re hiring for. You can also do walkthroughs of your company to give applicants a feel for the company culture and work environment.

 

Are you looking to differentiate your organisation from the competition? Do you want to entice top talent to work for you? Why not get in touch with us at Recruit M where we can help you ensure that great candidates want to work for you!

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Nina White January 21, 2020 0 Comments

How to build your employer brand online

First impressions are pivotal and unfortunately they stick more than we care to imagine. In this digital age, first impressions aren’t made in person they’re made online. Researchers at the Missouri University of Science and Technology have found that it takes an online visitor less than 5 seconds to form an opinion of your brand. If you’re looking to attract candidates then you need to make those 5 seconds count. Talent is always scrolling so you need ensure that you brand interrupts them and entices candidates immediately. Here’s how to create a compelling employer brand online.

1.Have your EVP front and center.

When a prospective candidate arrives on your landing page the chances are they are not ready to apply for a role yet . Candidates are looking to be informed, they want to know what it’s like to work at your organisation essentially they want to know the best bits of working for you! Candidates are trying to decipher what you stand for as a business. Have that clean cut evp shining on your page to ensure their research process is streamlined.

2. Utilize multimedia.

A picture speaks a thousand words but apparently a video speaks even more. Candidate applications increase by approximately 34% when a video is included in job ad. Get snap happy! Put you’re best employees in front of the camera. Record testimonials from staff and conduct surveys to decipher what  the best attributes are for staff  at your company then create video content. If you’re having a staff morale day or your just having some in-office pizza then make sure to post it on social!

3. Scope out your online reputation.

The content you control isn’t the only thing people see when they google your business. If you want to know what potential talent thinks of you then you have to do your research. Get on Glassdoor and read the reviews and yes the bad reviews too. Sometimes employees discuss even the smallest of complaints on Glassdoor and these are the details that you have to listen to if you want to make your work environment the best. Employer listening is pivotal here.

4. Build and target candidate personas

You can’t utilise one employer branding strategy for all potential talent. You need to create candidate personas. Every candidate tier has different wants and needs for example a graduate might be looking for a healthy amount of social events. A mid tier candidate might be looking for a good annual leave offering or time in lieu and an experienced or seasoned candidate might be actively scoping for a company with a self actualization offering. Hence you need to segregate your best attributes in to segments and then promote them to the right candidates.

5. Consistency is key

Research from LinkedIn states that 75% of job seekers consider an employer’s brand before ever applying for a job, so make sure yours is consistent across all mediums.This consistency feeds in to the candidate journey and it’s always important to have it as coherent as possible.

 

At Recruit M we know how important it is to stand out from the competition when it comes to talent attraction. If you’re looking to further develop your employer branding strategy or if you want to improve your recruitment marketing, then get in touch with us! 

 

 

 

 

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Muireann Beasley January 17, 2020 0 Comments

5 reasons why your brand needs to re-awaken storytelling

Storytelling is an important part of every culture. It’s a tradition that has been around forever. The concept of storytelling is something that as Irish people we’re not only proud of but we’re good at. Your brand is the story of your business. Emphasizing that story has unlimited benefits. If you have a marketing team chances are you have heard this term raise its head once or a hundred times.  Sit down and grab a biro, this is why your brand needs to re-awaken storytelling.

1.Connections.

A brand story has the power to forge connections with customers and potential customers. If you’re a start up then an origin story is absolutely crucial. How are you going to appeal to the customer base? How are you going to differentiate yourself from the competition. Where are you from? What do you do? Why should I buy from you as opposed to someone else. Your brand story should aptly answer these questions.

2. Representation & affinity.

The underlying snag of sales is that people hate being sold to. We as customers like to be tricked into believing that we have come to a sales decision completely alone. We don’t want to feel influenced. But we love a good story. Think Google and two men in a garage, think Patagonia and 14 year old Yvon. It’s imperative to document your tale from the beginning, through the good times and the bad.

3. Competitive advantage.

A story derived connection can ultimately provide a key competitive advantage. We as consumers have a vast amount of choice available to us . It’s not often that a product really jumps out at us and compels us to purchase. If you have the chance to engage consumers and to make a noise that’s different to everyone else then you should do it.

4. Talent attraction.

Everyone wants to be a part of a great story. If you have an attractive and enticing narrative then talent is going to be more attracted to you. A powerful brand story can actually work wonders for talent acquisition. Use that tasty tale in your marketing strategy, scream it on social media and make it a center fold of your employer branding.

5. Focus.

A good brand story helps brands filter out ideas or upgrades that are not a match for the brand. Ever heard a marketer say that ‘something isn’t a right a fit for our brand’? Well a brand story ultimately provides a line of comparison. For example, if your brand grew from the brain of a young environmental activist are you going to collaborate with a fossil fuel extractor? Chances are the answer is no. A brand story gives your whole business a tone. Here’s some great brand stories to give you inspiration.

 

If you want help perfecting your employer branding then why not get in touch with Recruit M. We know all about ensuring your brand gets the attention it needs to be attractive to great talent. Get in touch! 

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Muireann Beasley January 14, 2020 0 Comments

So what’s an EVP and why do you need to know?

So what’s an EVP and why do you need to know about it?

In this current period of low unemployment we’re hearing noise we’ve never heard before. It’s become increasingly hard to separate the gold from the jargon. But take it from us, an EVP is an abbreviation that you need to know. Regardless of whether you have created an ’employee value proposition’ or not, you still have one. While it might be de facto, it’s true that all brands have an existing reputation when it comes to attracting and retaining talent.

An employee value proposition is essentially the answer to two simple questions. Firstly, what does an individual expect from your company? And secondly what do you as a hiring company want from your potential candidates? These two questions merge to outline exactly what an EVP is.

So here’s the golden question how do you create an EVP for your brand that stands out from the masses?

An example of factors candidates consider when researching employers. 

1.Know what you currently offer.

Every company has amazing attributes. Before you set about creating your EVP from scratch have a long think about what the existing elements are that make your company great. Ask around with existing employees. If you have a great talent network who walk into work smiling then ask them what factors get them up in the morning. You’re current offering is important to consider when you’re thinking of moving forward with employer branding.

2.Do your research.

While talking to existing talent will help you hone your brand narrative, it’s equally as important to ask past and potential employees about their experiences. Oftentimes, talent leaves a certain company for reasons completely beyond the company’s control. It’s worth sending an email to the employees who have gone before to see what elements they liked and indeed what elements they didn’t like. Potential employees are also a gold mine of niche information. Don’t be afraid to ask potential candidates why they genuinely want to work for your brand, you’re sure to find some great answers. This is a fantastic opportunity for qualitative research.

3.Dissect your data.

When you have carried out this qualitative research it’s time to get down to business. Dissect this data, review it and strategically pin point where your differentiation lies. After accumulating this information you should get a keen sense of what makes your brand different and why that’s appealing to key talent? Now it’s time to write. Produce a narrative around this EVP  and add some sparkle.

4.Promote it.

When you have a tangible EVP constructed then it’s time to think about channels. How are you going to articulate this EVP to talent both active and passive. Are you going to revamp your social media and finally start capturing those great days in the office on video? Are you going to go to universities and preach to upcoming talent about your amazing benefits. Or are you going to hire a specialist in employer branding to incorporate a multitude of channels? The decision is yours but it’s time to get going and tell the world! Watch those hires flood in.

Marketing is recruitment’s most dynamic tool. If you want to know more about how we can do the heavy lifting when it comes to your employer branding strategy then get in touch with Recruit M!

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Muireann Beasley January 13, 2020 0 Comments

Building Your Company Culture When You’re not Google

Small and medium companies are competing to make their company culture stand out next to the tech giants.  Not all candidates are looking to work in huge companies–many employees prefer smaller teams where they can make more of an impact. In fact, even big companies have found the value in keeping their internal teams small and nimble.  

Big companies do have a big advantage when it comes to having great perks.  Everyone knows about Google’s nap pods, free meals, gyms, and even barbers on campus. So when you don’t have a huge budget like that, how can you create a company culture that shows you value your employees without negatively impacting your bottom line?

Here are 4 of our top suggestions for creating a vibrant, employee-centered workplace to attract new applicants and keep current employees happy:

 

1. Weekly Food and Mingle Events

Set aside one day a week to have a relaxed mingling event in a common area or cafeteria.  Get food brought in, even if it’s something as simple as pizza and soda, and make sure to encourage all employees to attend.  Setting aside an hour once per week to allow teams to talk to each other will provide a casual environment and spark creativity.  Moreover, it will bring about a sense of team unity, as oftentimes departments don’t interact during the workday. Further, this will show your employees that you care about stress-management and providing a rewarding company culture for all the hard work they put in every day.

Some ideas could be: 

  • Brunch Wednesdays: picks  up some donuts, bagels, or pastries and have a mid-week morning catch-up with your teams
  • Pizza Fridays: it’s almost the weekend, so treat your staff to a diverse selection of pizzas, bread sticks, and salads
  • Afternoon Tea Thursdays: give you employees a much-needed afternoon pick-me-up after lunch with an assortment of exotic teas, scones, tea cookies or mini sandwiches

Make sure to take pictures during these events and post them on you social channels. Your employees will likely share these images in their own circles, organically spreading your employer brand.

 

2. Flexible Work Hours

With commute times getting worse each year, having flexible hours as an option for your employees will allow them to work the times that suit their schedules.  Parents may want to drop children off at school before coming into the office, while early-birds may want to beat traffic and come in at 7:00. Make sure that your managers are allowing for this policy as well by not scheduling early morning or afternoon meetings. 

Further, depending on the type of work your employees do, consider allowing remote work.  Even one day a week working from home can give employees the flexibility to see doctors, run errands, or just save them their commute time. Providing flexible work options will show your employees you are putting their needs on the list of company priorities.

 

3. Games Rooms

Have an extra room in your office? Why not put out some tables and chairs and make it into a game room.  Order a dozen or so board games, or encourage employees to bring in their own.  

Team members can take their lunch in the games room and play a few rounds of Uno and decompress after a stressful meeting.  Allowing for a company culture with RnR, rather than strictly work-only will create an atmosphere your employees want to stay in.  The last thing you want is your workers counting down the minutes until 5:00!

 

4. Pet-friendly Office

Assuming no extremely allergic employees work in your office, allowing people to bring their pets to work has been shown to have a really positive effect on company morale. The pet-owners themselves get to be with their fur babies while working, and their coworkers get to play with the dogs or cats as they walk around their desks.  Stress-management is a high priority for many companies and this provides a free substitute for animal therapy.

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Nina White January 10, 2020 0 Comments

3 ways to create a culture of retention in the workplace

Here’s 3 ways to create a culture of retention in the workplace: While you might think we’re obsessing over Ireland’s low unemployment rates, we’re here to tell you that it’s becoming an incredibly important statistic in the hiring process. With the bulk of Irish people in employment, candidates are increasingly conscientious about where they’re going to apply and indeed where they’re going to work should they be successful. Low turnover stats are a boast of any great company, so let’s talk about culture and creating a great one for the purpose of retention. 

Oftentimes, we associate the term ‘workplace culture’ with images that aren’t actually related to it all. Cue the ping-pong tables, free doughnuts and thousands of euros behind the bar at a staff party. These ‘perks’ actually have a lot less of an impact on retention that we might have originally thought. How often do you hear someone say ‘I left my last role because they didn’t have a ping-pong table’? Pretty rarely, right? Modern work culture really does have more depth than merely mod cons.

1. Growth opportunities

There are many reasons why employees choose to leave their current company. Two of these reasons include an unchallenged or boring work-life balance and a lack of opportunity to actually use skills and abilities. Therefore, creating a growth mentality is actually incredibly important for ensuring employees remain content in the workplace. Offering development and training courses is a great way to ensure that staff feel like they are consistently learning. Completing these development courses will not only give staff a sense of accomplishment, but it will allow them to up-skill, which is bound to have a positive impact on productivity.

2. Meaningful tasks and a degree of transparency 

Find ways to relate even the smaller or more mundane tasks to the bigger picture. Taking the opportunity to explain to staff that the fruits of their labor are significant to the results right at the top is important. It’s easy to get disillusioned if you feel your work has no real importance to the grander scheme of things, so this conversation is key to staff contentment. Celebrating staff wins, even at the most minor level, is ultimately going to have an impact on wider staff morale. It will additionally help you with your brand marketing and creating a culture of retention.

3. Autonomy and keen recognition 

A perceived lack of independence or recognition are additional factors that encourage employees to leave your organisation for another. Your company culture should strategically encourage the independence of all employees while oftentimes recognizing their contribution to the workforce. Allow for independent thinking on projects. Ask staff for their opinions and have a conversation with them about their views on the methods used and the results delivered. This will add value to their position and will actively facilitate your brand marketing and retention culture.

Are you looking to differentiate your organisation from the competition? Do you want to entice top talent to work for you? Why not get in touch with us at Recruit M where we can help you ensure that great candidates want to work for you!

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Muireann Beasley January 10, 2020 0 Comments
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