How to manage your workforce during turbulent times - Viewpoint - careers advice blog Viewpoint careers advice blog

How to manage your workforce during turbulent times - Viewpoint - careers advice blog Turbulent market conditions worldwide, resulting from recent Chinese stock market jitters, have affected businesses over the last year. As a result, I decided it might be useful to provide some key insights and recommendations to employers who maybe aren’t in full growth mode. These recommendations are based on information obtained from the recent Hays Global Skills Index, as well as our own Hays Canada Salary Guide. Here are five ways that you can not just weather an economic storm, but come out the other side stronger and more able: 1. Talent won’t just be available, build a pipeline Countries worldwide â€" including the UK, USA, Brazil, Spain and Canada, are experiencing a  skills shortage, which is affecting business activity and productivity levels. Compounding their hiring difficulties is the fact that many employers believe that recruiting is getting more difficult and the time required to recruit is causing pressure on hiring managers. Competition for professional, skilled candidates is fierce and employers need to work on identifying people long before there’s an actual need. Companies that achieve the most recruitment success typically concentrate efforts on raising their profile and developing relationships with potential candidates over social media. Creating this type of talent pool or pipeline of engaged candidates gives an employer quick access to familiar candidates when hiring activity ramps up. Ultimately, the goal is to combat the skills shortage and improve the odds of sourcing the right talent by building a go-to network even if recruiting plans are several months away. 2. Succession planning is no longer a nice to have Develop an internal training program that can support staff in their progression Both current employees and potential candidates need to know that there is a clear path of progression within your business; however, some employers have failed to act on this demand. This could be the result of employers’ view that succession efforts should be kept confidential rather than leveraged as a retention and recruitment asset. This is simply wrong; and if you’re a culprit you’re missing out on a chance to sell your business. During a time of pause, employers should consider building succession plans that demonstrate an investment and commitment to employees. Doing so will support growth plans when the business is ready to go full steam ahead. I’d also recommend developing an internal and external communication plan that informs staff and potential employees about opportunities for growth. 3. Training is key to workforce planning One of the most important ways employers can demonstrate an investment and commitment to employees is through encouraging their training and development. Many employers profiled across the globe are expecting an end to the recent turbulent period, with most adopting a conservatively optimistic forecast for growth throughout 2016. Nevertheless, these same employers are also very cognizant of the bottom line, and so salary increases within my native Canada will stay below the three per cent mark. To combat these wage pressures, and as part of an effective succession plan, develop an internal training program that can support staff in their progression within the company. Hiring less experienced staff or temporary to permanent staff is a cost-effective aid to support existing workforce, while conscientious of the bottom line and supporting long-term planning. 4. Addressing awareness issues as a top employer is critical for long-term planning Define exactly why a candidate would want to work for your organisation Competition for top candidates continues to build. In my country of Canada, employers have identified a new set of issues which have eclipsed more traditional concerns such as salary. This change in employee priorities could is no doubt influenced by the different needs and desires of new working generations â€" Millennials for example value “work that is challenging and interesting” above pay, as detailed in our recent Viewpoint blog. Low company profile and reputation are two factors that now top the lists of challenges that further compound employers’ struggle to attract candidates, as is seen in our Hays Canada Salary Guide. Help meet these needs by defining exactly why a candidate would want to work for your organisation â€" this is a key part of an effective employer value proposition. Creating one can be a difficult task but it can help build the type of profile and reputation prospective employees are seeking. Once defined, employers should incorporate the resulting messages into a range of content and collateral assets such as web-copy, job postings and even conversations with individuals within the company’s growing talent pipeline. Getting this right is part of an effective recruitment strategy and could be what makes or breaks a company’s ability to attract the best talent. 5. Protect your people assets with better engagement Retention and recruitment concerns are also a trend identified across many countries. Career progression, professional development and salary increases are key reasons why staff leave an organisation. These facts may be true but we’ve seen that there is a disconnect between employee expectations and what employers have planned for 2016. For example, employers plan nominal salary increases next year, and the majority said they’ll do so based on performance and tenure. Employees, on the other hand, are in the dark on when any of this will occur and lack insight on what merits a bump in pay. The same can be said of training and development. Employees consider it very important but employers seem unaware of their expectation. Don’t let a breakdown in communication cripple your business; this is a problem which can be resolved by keeping the lines of communication open with staff by breaking out of silos and diffusing your vision throughout the business, as detailed by our Hays CEO Alistair Cox in this blog. Ensuring transparency around salary expectations, performance reviews and their alignment with business goals goes a long way in avoiding disgruntled personnel. Also consider that your definition as an employer of what merits a raise may not be clear or viewed as fair to all staff levels and age groups can result in disappointment and retention problems. Employers are advised to look at how reviews are conducted; factors that warrant pay increase and increase flexibility in how they’re administered such that they address differing levels of expectation. Lastly, employers that embrace staff training and development in addition to wage, dramatically increase their ability to not just retain staff but recruit new candidates. Weathering the storm Managing your business through turbulent times is an often difficult and stressful task, but there is actually much to be learnt from it. Without the luxury of excess capital and resource you’re forced to work smarter; streamlining your hiring process, perfecting your succession planning and listening to the needs of your team members. Hopefully the above advice will help you survive through lean times, ready to thrive again once the markets pick up. I hope you found this blog valuable, here are some similar ones that you might enjoy: 3 ways to help you love cold calling 5 ways to make your business more transparent 11 ways to become more productive at work Are you suffering from career burnout? Its time to make a change Successful people create their own luck 15 questions to ask your interviewer Prioritising personality in your hiring process Asking the right questions 10 Career Mistakes You Will Regret from Hays

Successful professionals caught in unsuccessful industries - Hallie Crawford

Effective experts trapped in fruitless ventures Much obliged to you to Matt Tovrog, partner accomplice of Bell Oaks Executive Search. Matt is a partner and very much regarded scout here in Atlanta, for this article: As an official selection representative and dynamic vocation service volunteer, I meet with a wide range of extraordinary experts occupied with a functioning pursuit of employment. These people are unemployed, baffled with their present place of employment, or know instinctively they have to begin their pursuit procedure. A significant number of them are (or were) top entertainers at their organizations, yet have succumbed to working in an industry seriously affected by the economy. Land, development, fabricating, banking, proficient counseling and the automobile business are the most common enterprises driving representatives to look for greener fields. Most of the applicants I talk with are searching for a progressively steady open door inside their field, or they need another beginning in a totally extraordinary industry. In the last mentioned, which has gotten increasingly normal, people see their industry as one that is enduring and won't come back to thriving at any point in the near future. These experts are normally accomplished, have extraordinary references, and are positive about their capacities however disappointed with what they see as the bureaucratic, close-disapproved of mindset organizations have about employing outside their industry. Their dissatisfactions have merit. They see organizations with open positions less keen on finding the most capable competitors and progressively keen on discovering up-and-comers with industry experience. And yet, should these associations be blamed for that? The accessible ability pool is more extravagant than at any other time so they have the advantage of being particular. As per Jennifer Matthews, HR director at Murata Electronics: A greater pool of candidates additionally implies that the business can be profoundly particular in setting the base standards utilized for competitor choice, and industry experience certainly separates the up-and-comers. With such a large number of individuals hands on showcase, recruiting organizations search for both ability and industry experience. On the off chance that work prerequisite has 20 key duties, businesses need competitors who can check yes close to every visual cue and furthermore have a fruitful reputation of industry experience. Preparing programs and on-loading up time spans are being diminished in light of the fact that it is progressively basic nowadays for recently recruited employees to have a quick effect. This is particularly obvious in income creating jobs where the employed up-and-comers are relied upon to know the business, however carry with them a sound Rolodex of contacts and cast iron business advancement openings. I've spoken with competitors where the questioner expected them to share their vision on the course of the organization, uncover systems they would actualize whenever employed, and talk about deals openings they would hope to accomplish and how they would close those arrangements whenever recruited. So the inquiry remains; how would you conquer your absence of industry experience while going after a position that doesn't associate with your past encounters? The appropriate response is to recognize your enthusiasm, direct exhaustive examination, and associate with the recruiting supervisor. Peruse the rest of the article here. Guaranteed Career Coach P.S. Get one of the most data rich vocation bulletins on the web conveyed directly to your email inbox! Look at our Free Newsletter to help you along your profession venture today!

Industries Hiring the Most 2016 College Graduates

Ventures Hiring the Most 2016 College Graduates Employment possibilities are searching up for school graduates. As indicated by Michigan State University's Recruiting Trends report, the biggest yearly review of businesses, employing is relied upon to increment by 15% across degree levels one year from now. The 45th yearly overview got data from in excess of 4,730 bosses across the nation and incorporates reactions from those selecting for all day work, temporary positions, and centers. This is the second year straight that the review has uncovered such noteworthy recruiting development. A year ago observed a 16% expansion, contrasted and only 7% in 2014. There's especially uplifting news for graduates searching for work in what the study regarded proficient, business, and logical administrations fields. The absolute most encouraging vocation ways for 2016 alumni, cross-checked with BLS business figures, include: Development Pre-K and K-12 instruction Financial and protection administrations Aerospace, car, truck, and resistance related enterprises Truck transportation Internet specialist organizations Accounting Computer administrations Be that as it may, it wasn't all uplifting news. The study found that distributing, broadcasting, and films are recruiting less representatives or none by any stretch of the imagination. Engineering administrations keep on developing, yet more slow than before, while charities are likewise observing a decrease in employing because of expanded rivalry for top ability. The monetary strife felt in different pieces of the world likewise had an effect. Worldwide recruiting for four year college education holders is relied upon to increment just 6%, the most reduced development rate in quite a long while. Employing is down the world over, as per the review. Be that as it may, by and large, standpoint in the U.S. is certain, especially for those with a partner's degree. Local businesses are required to increment recruiting by 20%. One thing managers won't be expanding? Pay rates. As per MSU's study, checks are not expected to increment altogether this year, pegged at 2% to 5% across areas. Video Player is loading.Play VideoPlayMuteCurrent Time 0:00/Duration 0:00Loaded: 0%Stream Type LIVESeek to live, right now playing liveLIVERemaining Time -0:00 SharePlayback Rate1xChaptersChaptersDescriptionsdescriptions off, selectedCaptionscaptions settings, opens subtitles settings dialogcaptions off, selectedAudio TrackFullscreenThis is a modular window. This video is either inaccessible or not bolstered in this program Mistake Code: MEDIA_ERR_SRC_NOT_SUPPORTED Specialized subtleties : No perfect source was found for this media. Meeting ID: 2019-12-30:e1716d9b885de5b273be80ae Player Element ID: jumpstart_video_1 Alright Close Modal DialogBeginning of exchange window. Getaway will drop and close the window.TextColorWhiteBlackRedGreenBlueYellowMagentaCyanTransparencyOpaqueSemi-TransparentBackgroundColorBlackWhiteRedGreenBlueYellowMagentaCyanTransparencyOpaqueSemi-TransparentTransparentWindowColorBlackWhiteRedGreenBlueYellowMagentaCyanTransparencyTransparentSemi-TransparentOpaqueFont Size50%75%100%125%150%175%200%300%400%Text Edge StyleNoneRaisedDepressedUniformDropshadowFont FamilyProportional Sans-SerifMonospace Sans-SerifProportional SerifMonospace SerifCasualScriptSmall CapsReset reestablish all settings to the default valuesDoneClose Modal DialogEnd of discourse window.PlayMuteCurrent Time 0:00/Duration 0:00Loaded: 0%Stream Type LIVESeek to live, as of now playing liveLIVERemaining Time -0:00 Playback Rate1xFullscreenClose Modal DialogThis is a modular window. This modular can be shut by squeezing the Escape key or actuating the nearby button.Close Modal DialogThis is a modular window. This modula r can be shut by squeezing the Escape key or initiating the nearby catch. Peruse Next: These 5 Fields Are Hiring Like Crazy Right Now School Grads May Not Be As For The Workplace As They Think

5 Reasons Why You Should Never Interview On An Empty Stomach

5 Reasons Why You Should Never Interview On An Empty Stomach 5 Reasons Why You Should Never Interview On An Empty Stomach We've all done it, surged out of the entryway without having some food since we're pushed for time. At the point when you were a youngster, you most likely heard you mustn't go to class without breakfast, as a grown-up that equivalent counsel rings in your ears yet that extraordinary exhortation can frequently get disregarded. At the point when you were a youngster, a vacant stomach thwarted your odds of learning, presently as a grown-up attempting to work on an unfilled stomach can obstruct your odds of accomplishment. Ravenous and furious, it's regular to the point that it has its own assertion, hangry. Being eager can drive individuals peevish and even mad. Resilience levels go down, and things start to turn into a serious deal when you're eager. The exact opposite thing you need is street rage while in transit to the meeting so ensure you get something in your midsection before leaving your home. Is your tummy vocal when it needs food? Does it snarl until you feed it? The exact opposite thing you would need during a significant meeting is for your paunch to begin to snarl, it very well may be off-putting. The individual talking you will get occupied, and you'll be stressed to the point that your stomach will continue snarling that you won't be centered around conveying smart responses to the inquiries questions. Being eager can make individuals settle on awful decisions. At the point when you're eager reasoning unmistakably can drop by 50%, settling on arrangement discovering activities and dynamic extraordinarily hard. Food analyst Dr. C Fergusson did the exploration and found that sixty-two percent of grown-ups found a bigger number of solutions wrong when they were ravenous than if they weren't. Appetite can make your brain float which isn't acceptable, in the event that it begins to float part of the way through a meeting . The cerebrum needs a normal flexibly of glucose and in the event that it doesn't get it the blood sugars begin to drop and you won't have the option to focus. The glucose is required on normal three to four hours so ensure you time it directly before a meeting. The absence of glucose can cause you to feel pitiful, the last inclination you need to have during a meeting. To separate in tears while attempting to clarify why you left your last occupation isn't going to work out in a good way. Some of the time the shakes and sweats additionally go with the pity you can feel when you've not eaten. Need motivation to eat? We've quite recently given you five! This article was initially distributed on the Glassdoor UK Blog . Republished with authorization.