Start talking about mental health in the workplace

So many of us get our work email on a device at home. So many of us work evenings and weekends, only to come to work the next day and do even more work. So many of us wake up in the night thinking about work, or worse dream about it on a regular basis. We can’t switch off. We eat at our desks and sneak away from our children’s beds to squeeze in a few more emails.

It’s no wonder we’re stressed, anxious and depressed.  

More than 300 million people globally suffer from depression, with depression and anxiety costing the global economy an estimated $1 trillion each year in lost productivity. For South Africans, the statistics are dismal coming in at 1 in 6 people suffering from anxiety, depression or substance abuse problems. This doesn’t even include the more serious conditions like bipolar disorder. Not to mention the biggest issue with these statistics is that they aren’t even a true reflection with so many South Africans afraid to seek help or simply not knowing where to find it.

Interview techniques changing the hiring game

Doing things, the same way it has always been done tends to yield more of the same result. This approach is a dangerous game if we hope to be successful in a rapidly changing working world. Just as traditional business cannot compete in this ever-evolving world, traditional interviews fail to assess some pretty important hiring measures, and we know how expensive an ill-matched hire can be.

While the traditional methods aren’t going anywhere anytime soon, the areas in which traditional interviews tend to fall short include assessing candidate soft skills (which have never been more important than they are now as the future of work gains traction), understanding their weaknesses, taking into account the interviewers bias, the time to hire, and the risk that the right questions won’t be asked. Traditional interviews leave much to be desired and tend to take up a lot of time for everyone involved. Thankfully, there are some new methods and tools making their way into our processes that are effectively solving these problems.

Let’s look at some of the interview innovations making their way into hiring processes.

 

Five behaviour changes that support gender equality

As humans, we have a natural tendency to surround ourselves with people who look like us and think like us. This tendency runs across gender, race, you name it. The problem is, when everyone around you thinks, acts and speaks like you, you don’t gain exposure to new ways of thinking, innovative ideas, or new ways of doing things, better ways of doing things. Diversity is fast being realised as the competitive edge in business and a vital component of preparation for the future of work. So, it is paramount that we be intentional with our hiring.

This women’s month, women and men alike can celebrate by taking some small steps towards an equal playing field in the workplace. Here are some ways to do this:

 

1. Recognise your unconscious bias

Why your recruitment strategy should align with the overall business strategy.

 
(2 minute read)

Successful business operations don’t occur in silos, talent acquisition should not be an exception to this rule. Time and time again we hear the old adage, “a business is only as good as its people” and it rings truer today than ever before in an uncertain time with an exponential rate of change in the world of work and world at large. In a time where the future is unclear, it is exceedingly important that we begin sowing the seeds for future growth and building talent pipelines for the future. This is why our talent acquisition teams need a seat at the table, keeping them in the know on what the business goals are, to plan accordingly and provide solutions to build workplaces of the future. 

Don’t be reactive – be proactive.

The future of hiring is candidate, mobile and technology driven.

(2.5 minute read)

Technology is the way of life for practically everyone in every industry. The field of recruitment is no different. The impact of technology and data is becoming more pronounced, enhancing the hiring experience for both candidates and hiring teams, which in turn has led to really high expectations from job seekers, who want a fast, straightforward application process.

A recent study showed that 82% of employees expect employers to provide a clear timeline for the hiring process as well as keep them updated throughout the process when they apply for a job, and approximately 43% have applied for a position via a mobile device. We have to think candidate and mobile first if we want to keep up and attract the best talent.

So which technology trends are taking recruitment processes to the next level?

 

The benefits of social media background checks

 

 

Candidate “background checks” can mean something different in every organisation. For some, it’s the usual credit and criminal history, phoning a reference, skill tests and/or checking that the qualifications are legit. In the new age of digital everything, this concept has become even more opaque, with hiring managers adding social media to the mix.

Some feel that hiring decisions shouldn’t hinge on this method alone, and we’re inclined to agree. But looking into a candidate’s social media profiles can provide valuable insight into who they really are as a person and not just as a candidate. Likewise, it can also pull up any red flags that you may have missed. Think about it, when we go for an interview, we put our best foot forward; it’s essentially a personal brand sales pitch.

Here are some of the benefits of using social media in the screening process:

Four things our favourite clients do that impact time-to-hire (some bunny loves you!)

 
(2.5 minute read)

This is one of those magical conversations that happen over the water cooler and goes far beyond the usual office chatter. There are certain things that our clients frequently do (and we love them for it) that make our role in the partnership exponentially easier while impacting the time-to-hire. When you think about it, everybody wins. We can work much faster, your critical roles are filled quicker, and the ripple effect of the benefits can be felt all the way to your bottom line.

These may seem like simple moves, but the reward is worth it let me tell you! These may not work in every business but are worth considering when briefing consultants on your needs. Here are some helpful recruitment moves that aid your consultant:

1. Timing is everything.

Land niche candidates with a personalised approach.

 
(2 minute read)

“I want to feel like I am just another number,” said no job seeker ever. Top Talent have their options laid out for them on a silver platter for the most part, so finding innovative and personalised ways to recruit them is increasingly important. In fact, the entire recruitment landscape is evolving and with global talent shortages affecting businesses all over the world, we have to do things differently to really stand out from the competition and attract the best of the best. 

Have you ever looked up a candidate’s background before extending a job offer? The modern candidate is doing the same when considering an offer from you. Did you know that 75% of candidates research you before even applying and 69% of candidates would not accept an offer from a company with a bad reputation, even if they wouldn’t have a job to fall back on?

Making the case for a solid recruitment budget (it’s easier than you think)

 

(2 minute read)

The days of the spray and pray recruitment strategy are long over!

Research has proven that the best quality candidates are produced through two recruitment sources; the company’s internal referral system and the use of specialist recruitment agencies. Surprisingly 85% of companies will first attempt to source candidates externally before approaching an agency. The reason given? “We don’t have enough of a recruitment budget”.

Posting on job boards and hoping for the right candidates just doesn’t cut it in this current market. Make the case to increase your recruitment budget with these top tips:

Identify your company’s strategic goals and highlight the ways your budget aligns with these. Think ‘how will this increased budget solve business problems’ (and remember not to think from purely a recruitment perspective).

Engage your employees in 2019 with these top tips

 

(2.5 minute read)

As we all return from the holidays refreshed and ready to take on the year ahead, this hot topic should be on our agenda for 2019.

First off, we need to make the distinction between employee engagement and job satisfaction – they are not the same thing. Some employees might feel satisfied by just keeping their head down and collecting that paycheck.

Engaged employees are more productive, creative, better communicators and brand advocates. Incorporating a culture of employee engagement can, not only help employees connect with one another, but it can also help create an environment in which innovation and ideas thrive.

Your employee engagement levels have an impact on your bottom line and your employer branding. If done right, you’ll find your turnover will improve. Now, it’s not something that can be forced; it needs to be ingrained in each individual within the business, from the ground up.

 

Here are some tips for improving yours (your employer brand will thank you):