Recruiters, here's an End-of-Year Hiring Checklist to help you analyse what went well last year so you can fight for budget and plan next year’s spend.
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Recruiters, as the new year dawns, it’s time to analyse what went well over the last 12 months, fight for budget and plan 2018’s recruiting spend. To help you dot your i’s and cross your T’s, we’ve developed a handy End-of-Year Hiring Checklist.
Hiring Checklist
Step #1: Analyse
Before you can plan for 2018, you have to know what worked in 2017 — and what didn’t.
Let’s start with a biggie: Did you hit your major hiring goals or did you come up short? Even if you don’t know or can’t remember what the original goals were (which we recommend keeping a record of), you can still analyse what you were able to achieve in the past 12 months and use that as your benchmark going into 2018.
OK, let’s just assume you came close or hit your overall goals. Now use data to your advantage. Did you pay for a recruiting solution that you got only one hire from? If so, bin it. Did another approach deliver you most of your candidates? Then increase your focus on that strategy.
Part of analysis should include identifying lingering pain points. For example, did you struggle with managing employee feedback during review cycles? Now’s the right time to check in with finance to make the case for budget for the tools you need to be successful next year. Below is our hiring checklist.
- Compare your plan vs. actual (quarterly and annually)
- Use data wisely
- Meet with finance to secure budget
Step #2: Marketing
Once you’ve analysed what worked well last year (and what didn’t), it’s time to put on your marketing cap and recruit like a marketer.
What are your biggest goals for next year and how are you going to accomplish them? Part of that should include considering the candidate demographics you’re looking to target and how you’re going to attract them.
For example, are Millennials at the top of your recruiting hierarchy for 2018? If so, consider scheduling meetups in bars or spots they frequent, join Snapchat to get your brand front and centre to recent grads, and rethink your university recruitment strategy.
Lastly, research new tools or ideas you’ll need to hit next year’s major goals. Need a new ATS or plan to host large university recruiting events? Get a game plan in motion now so you’re prepared for the coming 12 months.
- Define your diversity efforts
- Target candidate demographics
- Host meetups and networking events
- Rethink university recruitment
- Research new tools and ideas
Step #3: Refine
Now that you have a wealth of data and ideas, start thinking of ways your recruiting team can improve and refine its strategy for next year. Most dread this step, but it’s by far the most crucial.
To kick start this process, visit your Glassdoor company page, or sign up for a Free Employer Account, and see what candidates said about your interview, hiring and onboarding processes. Identify common themes.
Maybe interviewees were annoyed at how flustered your interviewers seemed or how disorganised your workspace was. Instead of bristling at the feedback, take constructive criticism to heart and let it lead to positive change. For example, you might re-think your game plan for how your team interviews. Strategise as a team to identify who will ask which types of questions in each interview to give candidates the best experience possible.
Make it a New Year’s Hiring Resolution to be upfront and transparent with candidates, rather than sugarcoat or over embellish job opportunities or your workplace. Lastly, make it a priority to invest in the tools or personnel you need to respond to each and every candidate in a timely manner.
- Ask behavioural interview questions to gauge cultural fit
- Have a pre-interview plan
- Be transparent with candidates, and set realistic expectations
- Respond to every candidate in a timely manner
- Ask yourself tough questions to spot holes in your application and interview processes
Related: How to Conduct Better Interviews
In summary, taking a good, hard look at what went well this year, what could have been better, and how your organisation stacks up in key areas is an exercise all recruiting organisations need to undertake — no matter their size. In the end, you’ll improve the candidate experience, make your recruiting team more efficient and hire the best possible people in 2018 and beyond.
To get started now, post a job on Glassdoor to reach the right candidates today.
For the latest research and data on today’s evolving HR landscape, read 60 HR & Recruiting Stats for 2018.
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Sky, Europe’s leading entertainment and communications company, takes gender parity seriously. So seriously, in fact, that they have a full-time employee dedicated to advocating for women in leadership roles. To give us some more details onthe company’s approach to inclusion,we spoke with Kate Vandenberg, Head of Women in Leadership — here's what she had to […]
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Sky, Europe’s leading entertainment and communications company, takes gender parity seriously. So seriously, in fact, that they have a full-time employee dedicated to advocating for women in leadership roles. To give us some more details onthe company’s approach to inclusion,we spoke with Kate Vandenberg, Head of Women in Leadership — here's what she had to say.
Glassdoor: Kate, tell us about your job.
Kate Vandenberg: As Head of Women in Leadership, my role is to get more women into senior leadership positions at Sky and continue to build our pipeline of talented women to ensure we're fully balanced right across our company at every level.
Glassdoor: What made you get into the area of women in the workplace?
Kate Vandenberg: As a Kiwi working in the UK I’ve always been passionate about inclusivity and equality, and have seen firsthand how diverse teams really do perform better.
I am immensely proud to be from a country that for over half of the last two decades has had female Prime Ministers. Indeed, our latest has recently announced her first pregnancy and is likely to become only the second head of government in modern history to give birth in office! It has always seemed self-evident to me both the inherent fairness of gender equality, but also the clear benefits brought by diversity of perspective and experience in a workforce.
[Related: What Companies Must Learn from #MeToo]
Glassdoor: Why does Sky put so much effort into women in leadership?
Kate Vandenberg: As one of Europe’s largest entertainment and communications companies, it’s essential that Sky sets a leading example when it comes to achieving gender parity.
We believe that having a gender-balanced leadership team makes us a better business. We reflect who our customers are, draw on different and varied experiences, have diverse ideas and opinions.
A little over two years ago we launched our Women in Leadership initiative, since which time we have increased the mix of women in our leadership layer from 30% to 40%. That’s an increase of one third! Our aim, though, is to move that to a half.
Glassdoor: What are you doing to make that happen?
Kate Vandenberg: To ensure we reach a 50/50 split, we’re doing three things. Firstly, we’re leveling the playing field, for example through 50/50 shortlists for all senior positions. Secondly, we’re supercharging the great women already working for us through our Women in Leadership Sponsorship and Development programme; and, thirdly we’re attracting the best talent to work for us.
When it comes to recruitment, we want the best person for the role — these initiatives help talented women receive the recognition they deserve.
Glassdoor: Outside of Leadership, what initiatives is Sky working on to achieve a better gender balance?
Kate Vandenberg: We have plans in place to improve the balance in more challenging areas, designing programmes to help change the industry standard.
STEM subjects is a big focus for us as these have historically been male-dominated areas — we see the impact of this reflected in the gender makeup of Sky’s technology and home service divisions. To help address the imbalance, we recently launched women-only scholarship and training schemes to encourage female talent to work in these areas, for example, our Sky Women in Tech scholarship and our new Sky Home Service Engineer training programme.
This isn’t simply a recruitment exercise — the schemes involve paid retraining, supported by longer-term mentoring and sponsorship both during and after training.
Learn More & Download:
Guide to Diversity and Inclusion in the Workplace
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Women have been making headlines of late, through protest marches and by building a following on social media with the hashtag #futureisfemale. But while a record 70% of UK women now participate in the labour market, this is still 10 points lower than the participation rate for males. And according to a report commissioned by […]
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Women have been making headlines of late, through protest marches and by building a following on social media with the hashtag #futureisfemale. But while a record 70% of UK women now participate in the labour market, this is still 10 points lower than the participation rate for males. And according to a report commissioned by Oxfam, the median hourly pay rate for females in the UK is still only 80% of the comparable rate for men. To combat this, some women in the public eye have offered up their tips for success in a challenging work environment. Here are five worth highlighting:
1) Mila Kunis, actress and producer
Mila Kunis penned an essay for A-Plus, describing the discrimination she’s experienced in her career. In this essay she took a stand by showing how to bypass the rules of the boys’ club, shut down microaggressions that devalue women’s contributions, and not settle for anything less than the respect her work deserves. “It's what we are conditioned to believe — that if we speak up, our livelihoods will be threatened; that standing our ground will lead to our demise.”
HR Tip: Encourage and empower women to be vocal in the workplace.
2) Sara Blakely, founder of Spanx
Not only is Sara Blakely the youngest woman in the world to make $1 billion dollars on her own, but she’s also dedicated to making pregnancy and childbirth safe for mothers worldwide. A mother of four herself, Blakely started the Belly Art Project, calling upon women to celebrate their baby bumps by painting their bellies. She then compiled a beautiful book of over 100 mothers-to-be and donated the proceeds to support Every Mother Counts. Her message? You never know quite what’s in store for you when you have a new baby on the way, and you never know quite what’s ahead when you start a company. "Don't be intimidated by what you don't know. That can be your greatest strength and ensure that you do things differently from everyone else."
HR Tip: Shift your definition of failure from not succeeding to not trying.
3) Debbie Sterling, founder of GoldieBlox
Debbie Sterling started GoldieBlox to give little girls the toys and role models she wishes she’d had growing up. Sterling felt the gender gap in STEM (science, technology, engineering and maths) fields of study first-hand when she was an engineering student at California’s Stanford University. Upon graduating, she made it her mission to close the gap and, after a year of research, she developed GoldieBlox and started disrupting the pink aisle. “With GoldieBlox, we’re creating stories with characters that break the stereotypes that toys for girls have to be about beauty, fashion and being a princess.”
HR Tip: Never assume a candidate for any specific role looks a certain way.
4) Sheila Lirio Marcello, CEO and founder of Care.com
Sheila Lirio Marcello spoke out about the importance of supporting new parents after an infant in New York City died the first day separated from his mother. Not only did she call for mandated parental leave in the US, she also called for a cultural shift to combat the pressure parents feel to return to work. “We need to do a better job valuing our caregivers and the critical role of care in our economic security.”
HR Tip: Meaningful support for mothers is essential if women are to maintain their long-term role in the labour market and achieve more leadership positions.
5) Lisa Sugar, President and Editor-in-Chief of POPSUGAR
Lisa Sugar released her book "Power Your Happy"Power Your Happy this year in which she encourages people to find a career that brings them joy every single day. In her talk at Glassdoor Summit she encouraged the audience to empower their happy. One key takeaway: say no to things you’re not passionate about. “Work hard. Play nice.”
HR Tip: Enable every employee to work to their highest potential.
At Glassdoor, we look to these women to inspire the kind of culture we want to help companies build across all industries. We believe in transparency around pay and what it’s like to work at a company. To learn more about how you can enable your workforce, download our Complete Guide to Employee Engagement Activities.
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A new survey*from Glassdoor shows that companies that fail to pay men and women the same will struggle to recruit female talent in the UK, but that a focus on diversity, gender balance in senior leadership and women’s networks could attract both female and male job candidates. Figures from also reveal that a significant proportion […]
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A new survey*from Glassdoor shows that companies that fail to pay men and women the same will struggle to recruit female talent in the UK, but that a focus on diversity, gender balance in senior leadership and women’s networks could attract both female and male job candidates.
Figures from also reveal that a significant proportion of employees (44 percent) mistakenly believe that workplace discrimination is the main cause of the gender pay gap. In actual fact, only around one-third of the gender pay gap** in the UK is down to factors such as workplace bias and discrimination, whereas two-thirds can be explained by differences in worker ‘characteristics’ or the way that men and women tend to enter different jobs and industries.
Employees Want Transparency
Glassdoor’s report shows that the working population was found to be supportive of greater transparency around pay. More than half (58 percent) of people said they think the Government should force employers to reveal employee salaries, in order to combat unequal pay. Furthermore, two-thirds (65 percent) of people believe that employers which embrace salary transparency can help eliminate the gender pay gap, and that more than a third (38 percent) of men believe that the gender pay gap will not close until parents share the role of raising children more equally.
Understanding and Negotiating Pay
More than one in four (27 percent) of working adults say that they do not have a good understanding of how people are paid at their company, and almost half (49 percent) of people wish they knew what was fair pay for their job. In addition, forty-one percent of people think that they will need to get a new job in order to get a pay rise.
Only one-third (33 percent) of working adults wish that they had negotiated harder on salary when they started their job. When broken down by gender, the differences are surprisingly small: 35 percent of women expressed this view, compared to 31 percent of men.
Appealing to Job Candidates
Fifty-one percent of employed women (and 37 percent of men) would be more attracted to work at a company if it had a strong diversity programme. Forty-eight percent of employed women (and 24 percent of men) would be more interested in a company if it had a professional development network for women. Finally, forty-four percent of employed women (and 23 percent of men) would be more attracted to work at a company if the Senior Leadership Team was at least 30 percent female.
*Survey by OnePoll carried out among 2,000 adults in full or part-time employment from 01/02/17 to 06/02/17
**Study published 23/03/16 by Glassdoor Economic Research, examines the gender pay gap using a unique dataset of hundreds of thousands of Glassdoor salaries shared anonymously online. Study estimates the gender pay gap for the United States, United Kingdom, Australia, Germany and France.
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Tired of depending on job fairs, referrals and the internet to source top candidates? New year, new strategy! Year after year, companies become increasingly more creative about how, where and when they reach out to job applicants, and this year promises to take it to a whole new level. By using your phone every which […]
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Tired of depending on job fairs, referrals and the internet to source top candidates?
New year, new strategy! Year after year, companies become increasingly more creative about how, where and when they reach out to job applicants, and this year promises to take it to a whole new level.
By using your phone every which way – from snaps to texts to apps – it’s never been easier to attract and recruit candidates. Get inspired by the clever ways these companies are leveraging super innovative recruiting strategies.
McDonald’s recruits with Snapchat
McSnapchat, anyone? In an effort to capture the attention of Millennials looking for work, McDonald’s has been running 10-second Snapchat ads of current employees talking about their work. Even cooler, though, is that job seekers in Australia can use Snapchat as a “Snapplication”. They’re invited to activate the “crew” lens, which will give them a McDonald’s hat and name tag, and share a 10-second introduction with the manager of their local restaurant.
This feature is only available in Australia, but users in other countries can swipe left to be taken right to a job application.
Tufts Health Plan welcomes back boomerang employees
Have you ever left a job and quickly realised it wasn’t the right move for you? Then you know just how cool it is that Tufts Health Plan embraces – and calls out – “boomerang” employees who leave and come back.
Each employee offers a different reason to come back – the customers for some, the unique culture for others – but whatever their reason, if there’s an opening and a good fit, #THPboomerangs are welcomed back with open arms. Cool, right?
PwC hosts a monthly podcast to humanise today’s workplace challenges
PwC is working to advance the voices of diverse populations within and beyond the firm, and encourage its people to be open and honest with their family and personal needs, with the firm’s first podcast series “Pursuit of Happiness”.
Created and hosted by Diversity Strategy Leader Jennifer Allyn, the podcast goes behind the scenes of everyday life with partners and staff to help team members listen, learn and be inspired by colleagues as they grapple with the challenges and joys of living fulfilling personal and professional lives. PwC aims to not only be a place where everyone can come to work as their true selves, but also share tools and resources to help new and experienced professionals do the same.
National Football League screens with an online personality test
If you want to go pro with the National Football League (NFL), you’ve got to test well. Your personality does, at least! The NFL uses the Wonderlic test to assess cognitive ability, motivation and personality, and, while it’s not been proven to affect performance over time, every team in the NFL takes the score seriously.
Johnson & Johnson texts employees (and ditches gender bias)
It might seem like using a texting app for recruitment is all about being able to follow your job application on your phone. But in reality, Johnson & Johnson has seen a much bigger benefit from using the text recruiting app Text.io: less gender bias. The company reports a 9% increase in female applicants after using the app to review the language of its job postings. Faster responses, greater application transparency and more gender-neutral language? Win-win-win!
Johnson & Johnson also lets candidates know where they stand
Another cool recruiting move by Johnson & Johnson? Its new candidate experience platform, Shine, which is touted to give you back control of your job search for a more engaging (and transparent) application experience. Shine gives you automatic updates about your job application and tells you when you can expect to hear back next. In the meantime, you’re welcome to dive into employee testimonials about working there and articles and videos that will help you interview better. Very cool, indeed!
Goldman Sachs welcomes professionals back to work
Mums returning to the workplace after taking a few years off to raise children. Soldiers going back to work after taking a break to recover from deployment. These are just a few of the underserved populations Goldman Sachs is trying to reach with its Goldman Sachs Returnship® Programme, which provides resources and an internship opportunity to individuals who have been out of the workforce for two or more years.
Walmart eCommerce recruits with virtual reality
The hiring team at Walmart knows that attracting and hiring Millennials and Gen Z-ers is an essential piece of any recruiting strategy. That’s why the company launched a cross-country virtual reality (VR) tour called, “Change the Way the World Shops”, which brings exhibits, touchscreens and role-specific challenges to candidates’ doors (er, dorms, since all of the tour stops are at major colleges and universities.
Once candidates are hired, the VR continues: Walmart stores also welcomed VR headsets into the Walmart Academy with a VR associate training programme. The programme lets new hires experience different on-the-job scenarios – both day to day stuff like restocking the aisles to rare events like Black Friday shopping – in 30 different “academies”, so you know what to do before it happens in real life.
LEARN MORE & DOWNLOAD:
60
HR stats for the resourceful recruiter!
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Happy New Year from all of us at Glassdoor! We wish you joy, prosperity and fulfilment in 2017. Looking to get off on the right foot in the new year? Here’s a list of resources to get you started: 1.) 2017Recruiting and Hiring Budget Fine tune your spending strategy with our helpful tips and a […]
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Happy New Year from all of us at Glassdoor! We wish you joy, prosperity and fulfilment in 2017.
Looking to get off on the right foot in the new year? Here’s a list of resources to get you started:
1.) 2017Recruiting and Hiring Budget
Fine tune your spending strategy with our helpful tips and a plug-and-play spreadsheet. Use it to help evaluate the past year and better forecast the coming fiscal year.
2.)Ultimate Candidate Experience Guide
Convert candidates into applicants and great hires by being proactive and engaging. Read our guide to learn 8 ways to nurture candidates before they apply.
3.)Recruiting on Instagram
Successfully leverage Instagram to recruit the best candidates by checking out some of our favourite Instagram handles for some social recruiting inspiration.
4.)Interview Questions
Raise your interview game by adding unusual questions. They may seem pointless, but they can actually be more telling than the straightforward interview questions most employers use.
5.)2018 Best Places to Work
Improve the quality and quantity of your Glassdoor reviews with some of our tips - and increase your likelihood of getting on the 2018 Best Places to Work list.
And don't forget to subscribe to the Glassdoor for Employers blog for the latest HRtrends, recruiting tips and more.
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It’s a reality we all live with: Today’s employees are increasingly job hoppers, moving from position to position every few years in order to seek higher pay, a more senior title or perhaps more fulfillment. And according to a new survey from Glassdoor, the number of employees jumping ship will likely increase this year. Among […]
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It’s a reality we all live with: Today’s employees are increasingly job hoppers, moving from position to position every few years in order to seek higher pay, a more senior title or perhaps more fulfillment. And according to a new survey from Glassdoor, the number of employees jumping ship will likely increase this year.
Among 750 different recruiters, HR professionals and hiring managers polled in the US and UK, 35% expect more employees to quit over the next 12 months, with nearly half (45%) saying that the primary reason is due to employees seeking higher salaries, followed by career advancement opportunities, benefits and location.
So, what exactly can your organisation do to prevent this churn? The best approach may be to inform candidates and set realistic expectations from the start.
Embrace Salary Transparency
Including salary information in a job listing helps attract applicants — preliminary data shows that more job seekers click on and apply to jobs with salary estimates* — yet fewer than one in 10 online job postings include pay data. Additionally, over one-third (37%) of those involved in the hiring process say retention rates would significantly improve if new hires were better informed about salary during the hiring process.
Glassdoor has attempted to alleviate this pain point by including salary estimates in job listings — already, about 52% of Glassdoor’s US job listings contain salary estimates, with international integration expected in the future. Employers can help align salary expectations even further by adding pay information in job descriptions.
[Learn More: Two Thirds of UK Working Women Would Shun Employers over Lack of Equal Pay]
Show Off Your Culture
Salary is important — but it’s definitely not the only thing that job seekers are keen to know.
“There is almost always going to be a rival firm that could potentially pay your best people more, but Glassdoor research and other third-party studies confirm that company culture matters more than pay as a driver of long-term employee satisfaction and engagement,” said Carmel Gavin, Chief Human Resources Officer at Glassdoor. “If you can improve your workplace culture and offer people career advancement opportunities, this will help you hold on to people longer.”
Highlighting your culture through channels like your career page, social media and Glassdoor profile are key to drawing in top candidates, and perhaps even more importantly, allowing them to determine whether or not they are the right fit for your company.
[Learn More:Glassdoor for Dummies®]
The most important takeaway from our new data? Informed candidates are proven to become more loyal employees. Before they join a company, job seekers want to make sure that their requirements regarding salary, culture, benefits and more will be met — if they do that, they’re far less likely to seek out a different company to satisfy those expectations.
So straight away, make sure you’re transparent with candidates, providing them with all of the information you can about the role and your company. If you do, you might just be able to buck the wave of attrition.
*Glassdoor Internal Data, August 2017
LEARN MORE & DOWNLOAD:
How to Recruit the Informed Candidate
A guide to attracting, recruiting, and hiring informed candidates on Glassdoor.
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If you’re on the hunt for ways to spark employee performance this year, look no further. Here are some proven ways other managers have led the way to higher productivity returns on employee investment. 1.) Training + Certifications Are your employees stuck in a growth rut that might be filled in by a little training? […]
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If you’re on the hunt for ways to spark employee performance this year, look no further. Here are some proven ways other managers have led the way to higher productivity returns on employee investment.
1.) Training + Certifications
Are your employees stuck in a growth rut that might be filled in by a little training? Whether it be a formal class at a brick and mortar location or training via a more relaxed online venue; whether it’s 1:1 training taught by you or an expert in your organisation; or group training facilitated by a savvy corporate trainer, finding ways to stimulate staff beyond their day-to-day knowledge scope can convert to increased productivity and performance results.
Further, offering to invest in employees’ continuing education and advancement through industry-specific credentialing may boost your employees’ confidence and initiative, which can convert to more sales, higher levels of production and improved customer retention. As well, highlighting newly-credentialed team members’ bios and profiles to prospects may boost marketing initiatives.
Moreover, credentialing institutions continually evolve and offer next-generation certifications. So even those employees who have attained credentials in the past may be due for a refresh or more advanced investment to recharge their intellectual batteries.
2.) Coaching + Mentoring
If you don’t have a formal mentoring programme, then you may want to outsource the job to a professional coach or mentor. However, if your organisation currently has a programme or has leaders interested in actively participating in such a programme, then consider which employees may benefit from some 1:1 coaching. By matching employees with right-fit mentors; i.e., considering culture fit, etc., you may turn a dormant employee into a full-bloom productivity powerhouse that adds to the landscape of your company in unforeseen ways.
3.) Tie Compensation to Client Retention
Employees whose compensation may not tie directly to sales or other commissionable roles, may feel disincentivised to go the extra mile in their job. Simply keeping their job or avoiding a bad review is not always incentive enough to create added value to other employees who in turn may be directly serving the customer.
Consider adding a layer of incentive for roles with indirect customer impact. Ensure bonuses or other financial rewards extend beyond the sales or marketing team into the support personnel who toil away ensuring quality and timely results. In this way, you can improve performance by developing a culture that cares about customer service and team goals.
4.) Promote Employees to Management Roles
Even if you don’t see an immediate leadership gap in your current structure, you may in fact have needs you’re currently overlooking. In other words, by assessing your own day-to-day and that of your team, you may unearth opportunities to promote a non-management or non-executive level team member into a leadership role, enabling you to hand off some of the work that is bogging down you and others from initiatives that may serve to grow the company more quickly, and/or at a higher rate of return.
5.) Empower Your Employees
If your front desk manager must check with you continually for permission to do anything that isn’t clearly spelled out in the training manual, then it may be time to loosen the reins. Enabling them to make decisions in the moment may have impacts that reverberate into revenue growth.
For example, if a customer is unhappy and the front desk manager is the only one readily available to resolve their issue, then empowering them to act versus having to put the customer on hold, or worse, asking them to wait for hours (or longer) for resolution, may not only impact their immediate satisfaction, but also could impact future sales revenue.
6.) Visit Them Regularly
If you lead from afar from a remote office, then you may not often see the people whom you manage. This can have its advantages for both you and the employee. You are unencumbered by the day to day physical management of your staff; likewise, your remote employee may feel more empowered and less micromanaged.
That said, long periods of time without boss-employee face time can lead to feelings of drift or rudderlessness. While you may keep in daily touch through email or Skype or other methods, there’s nothing like actually being present in a face-to-face scenario. Whether it’s once a month, once per quarter or twice per year, make sure your planning includes face time with your staff to ensure they feel supported. You may learn more in one in-person visit than you did through months of email that in turn may convert to actionable solutions toward increased productivity.
LEARN MORE & DOWNLOAD:
Employee Engagement Checklist and Calendar
Tips, templates and more for boosting employee engagement.
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Business ownersdon’t have to see red during the end of year holiday period as long as they manage their staff right. At no other time of the year docompanieshave to field multiple requests for time off. Handle it wrong, and it could cripple the business at an otherwise busy time of year - not to […]
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Business ownersdon’t have to see red during the end of year holiday period as long as they manage their staff right. At no other time of the year docompanieshave to field multiple requests for time off. Handle it wrong, and it could cripple the business at an otherwise busy time of year - not to mention it can hurt your culture and your employer brand.
“It can cause tremendous grief for organisations,” says Samuel Tanios, president and chief executive of Human Elements Consulting, the human resources consulting company. If it’s not managed properly it can not only prevent the business from delivering what clients and customers want but can also create internal strife, he says. To prevent any problems this year,human resources expertsand business owners weigh in with their top seven tips to manage holiday time off.
1.Plan in advance.Many industrial businesses have their holiday schedule planned well in advance, and there’s no reason any type of business can’t do that either. According to Brian Koniuk, a principal at the Hackett Group, manufactures typically require employees to plan out their vacation for the coming year so they know in January who is working what holiday and who is off for the entire year. In other industries, like healthcare, Koniuk, says schedules are made three to five months in advance.
2. First come, first served.If you are running a business that is busy during the holidays or needs to be staffed 24/7 year-round, one way to prevent employees from taking off in large numbers is to limit the amount and give workers off on a first come, first served basis, says Pat Sweeney, human resource manager at Old Colony Hospice and Palliative Care. “If they know they are going to want to be off over the holidays they know they have to ask for the time off way in advance,” says Sweeney. She says that starting as early as September supervisors can notify the staff that requests for time off have to be made as soon as possible. Hand in hand with a first come, first served policy is capping the number of people that can take off during the holidays.
3. Stagger the schedule.You may not be able to keep a full staff during the holidays, but that doesn’t mean you have to close early or provide a reduced level of service. To combat that, Kathy Harris, managing director of recruiting firm Harris Allied, says to adopt a staggered schedule. For instance, you can have someone work in the morning during the holidays and another worker takes the afternoon shift. Another option: have one employee work Monday and Tuesday and another Wednesday, Thursday and Friday. The idea behind a staggered schedule is to always have coverage, and at the same time, give employees time off during the holidays.
4. Keep a pool of part-timers.If you are operating a business that picks up during the holiday season, or you know a lot of your staff will be gone during that time, it’s a good idea to keep a pool of part-timers that you can tap when you need extra help, saysGary Shouldis, a small business consultant, coach and owner of a gymnastics centre. “We have a pool of part-timers that we know can work the holidays,” says Shouldis. “Whenever we hit the holiday period or periods where we lose part of our staff they come on.” According to Shouldis, it’s a good idea to keep in contact with these part-timers year-round so you’ll know their availability ahead of time.
5. Offer a holiday pay differential.For some people money talks even if it means they won’t be with their family during the holidays, which is why offering a holiday pay differential can keep your business staffed. According to Sweeney, it should be something that is part of the company’s structure and not something you offer just to entice an employee not to take off. “If you’re in a business you know there are a lot of requests for time off you can have some differential built in,” she says.
6. Institute a blackout period.For some businesses, particularly retail, the holidays are the busiest time for them, which means they need a full staff if not more. If your business falls into this category, a way to prevent employees from taking off is to have a blackout period where no one can take off, says Tanios. If an employee wants off during a blackout period he or she would need to ask well in advance, and it would be at the manager’s discretion, says Tanios. It’s a good idea to inform employees from the beginning of the blackout policy so they aren’t blindsided come holiday time.
7. Let employees work at home.These days pretty much everybody has a laptop, iPad or smartphone that enables them to work remotely. If your staff doesn’t have to be on site, letting them work at home during the holidays can be a productive way to get things done without having to bring in additional staff. Working at home is a viable option only if the business lends itself to it and there’s a way to ensure the employees are actually working. “In this day and age working from a virtual office anywhere is possible,” says Sweeney.
The post 7 Ways To Manage Employee Holiday Time Off appeared first on ROW | Glassdoor for Employers.
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Top global telecommunications giant, Nokia, takes workplace diversity extremely seriously. Their purpose is to create technology that is connecting the world, but what you don’t know is how they are connecting employees and giving them a platform in which to speak up, be heard and become role models within the company. Their Glassdoor ratings stacks […]
The post Nokia's Head of Diversity: How We Leveled The Playing Field For Women in STEM appeared first on ROW | Glassdoor for Employers.
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Top global telecommunications giant, Nokia, takes workplace diversity extremely seriously. Their purpose is to create technology that is connecting the world, but what you don’t know is how they are connecting employees and giving them a platform in which to speak up, be heard and become role models within the company.
Their Glassdoor ratings stacks up pretty well too. Nokia’s overall rating of 4.0 is well above the average site rating at 3.4/5. Their CEO, Rajeev Suri, has an approval rating of 90 per cent (at time of writing) which is, again, well above the site average of 68 per cent.
To find out more, we managed to gain an exclusive interview with Pascale Thorre, Nokia’s Head of Global Diversity and Inclusion to discuss game-changing diversity strategies, caring about employees and how they want to extend that duty of care to family members.
Glassdoor: In terms of gender balance, you say you are short of your long-term aspiration. What is that?
Pascale Thorre: Whereas some companies talk about wanting 30 percent of their employees to be women, we talk about reflecting the world we live in, which ultimately is approximately 50 percent men and 50 percent women. Unfortunately, that is not something that we can make happen tomorrow, but it remains our long-term vision.
Glassdoor: 'Respecting People' is an important pillar of your business. What initiatives have you launched around this?
Pascale Thorre: Respect for people is one of Nokia’s core values and it is built in the DNA of who we are and what we do: Nokia’s purpose is to create the technology to connect the world. This means that we keep a constant eye towards how our technology impacts people.
Respecting People is also built into the environment we create for our employees where they can speak up. We have deployed an internal social network where every employee can create communities, join existing communities, participate into worldwide exchanges and conversations. We also encourage an open environment in town hall meetings, staff calls. We arrange what we call the Coffee & Connect Sessions at Nokia locations for the employees to voice out their ideas and questions about Nokia Values and Culture.
The Nokia values are the foundation of the Nokia Culture. These values work together with our Nokia Way which encourages specific ‘Drive, Dave and Care’ behaviors which make Nokia a great place to work and achieve our strategic objectives. Caring for the teams, employees and even their families is closely linked to Nokia’s view of ‘Respecting People’.
Glassdoor: You're seen as one of the tech powerhouses with a globally renowned name. However, do you still feel as if you struggle to fill certain roles with women? Why is that?
Pascale Thorre: We face the reality of the talent market where the available female tech talent represent, globally, between 20 percent and 30 percent of the total tech talent pool. Therefore, our tech jobs reflect that mix. According to UNESCO data mining, the tech gender balance is increasing in several geographies. The pace of this increase is slow and it will take time before the new market entrants will be at gender parity.
We are committed to play our part, and Nokia is globally working with greenlight for girls (g4g) and other local organizations and schools to inspire the future generation of young women in STEM (Science, Technology, Engineering and Mathematics) fields.
Glassdoor: How do you change perceptions in order to attract more talented women into certain roles?
Pascale Thorre: The World Economic Forum identifies the following as main barriers to hiring and promoting women across industries: work-life balance, unconscious bias among managers, and women’s perceived readiness for leadership roles. In Nokia, we are working holistically on each of these three barriers, notably by helping to make sure that our managers, whatever their gender, are equipped to manage and grow diverse teams.
Nokia’s employees are also engaged and acting towards greater gender balance: they created a game-changing approach to diversity, the StrongHer network, an inclusive, worldwide, award-winning, employee-driven program contributing to women’s empowerment, helping them unleash their potential and magnify their business contribution.
In 2016 and 2017, we celebrated our Nokia Role Models, as a source of inspiration for all, through International Women’s Day, the Girls in ICT Day, and Ada Lovelace Day and will keep on doing so.
Glassdoor: What is Nokia committing to in 2018 to really make a difference in this space?
Pascale Thorre: Nokia is executing on a 5-year strategy on gender balance, empowered by our leaders’ conviction and actions. Awareness is a first major step we have been taking very seriously, training our leaders, managers and employees on gender balance best practices. Also, we are leveling the playfield for women in leadership development, and we are making sure that our leaders/experts/employees, whatever their gender, whatever their gender identity and/or sexual orientation, whatever their cultural background, have a voice in our company, and are representing Nokia.
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The advantages of being a GlassdoorBest Places to Work are many, but perhaps one of the greatest rewards is how it invigorates a company’s ability to attract top talent. If one of your goals for the new year is to become a 2018 Best Place to Work, with a focus on improving talent attraction and […]
The post 6 New Year's Resolutions Companies Can Make to Be Considered for Best Places to Work appeared first on ROW | Glassdoor for Employers.
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The advantages of being a GlassdoorBest Places to Work are many, but perhaps one of the greatest rewards is how it invigorates a company’s ability to attract top talent. If one of your goals for the new year is to become a 2018 Best Place to Work, with a focus on improving talent attraction and retention, then read on for actionable steps you can take to realise those objectives.
Resolve to hire talent who will work together
In the heat of the hiring moment, especially amid crucially busy periods when a project is due, a product is being rolled out or a key customer is consuming your time, it is tempting to shortcut the hiring process.
This is perhaps when slowing down (in order to speed up later) is most crucial. Take a few moments to contemplate the type of people currently on your team and on other teams with which you coordinate across the enterprise, and pinpoint qualities you most value. Consciously and actively seek out those qualities in your next employee hire.
Collaborative people and teams rank high on the list of qualities commended by Glassdoor’s No. 1-ranked US company on the2017 Best Places to Work list:Bain & Company. In numerous reviews, employees repeatedly commend the organisation’s favourable culture, and specifically, the ‘collaborative support people’ with whom they work.
A current employee describes colleagues as, “Really smart, dedicated people who are incredibly supportive and don’t take themselves too seriously.”
Diving further into the reviews reveals that having supportive colleagues enables people to stay the course during rigorous problem-solving, steep challenges and sometimes long hours. Which brings me to number two.Resolve to challenge your employees. It is not uncommon for careerists to jump ship when they no longer feel challenged in their day-to-day, and when the possibility of a new challenge is nowhere on the horizon. In other words, when motivated employees begin to feel stagnant, and their initiative to move upward or onward is thwarted at every turn, they will likely begin searching externally for a new position.
A mantra interspersed throughout Bain’s employee reviews is that the company regularly challenges its employees. In fact, one employee said, “Here’s how you know you’ve made it at Bain. The reward for doing a good job is getting a bigger, tougher problem next time. Meaning, you are always solving the easiest problem you will ever solve again.”
Twelfth-ranked US2017 Best Places to Work companyClorox offers employees “a wide variety of opportunities to grow and stretch,” according to one reviewer, who went on to say, “Demonstrate your expertise and ability to handle complexity and watch your career grow here.”
Resolve to steer the ship toward a common mission
Employees at start-up companies as well as smaller entities are often connected and inspired by a common goal or mission as they aspire to grow to the next level. As a company expands, shifts gears, acquires or is acquired, though, that mission may get muddled or even abandoned.
New leadership, management and teams may turn the ship in a new direction or come to loggerheads as conflicting agendas emerge. By acknowledging this disconnect and taking stock of where you are and where you want to be, you can reestablish (or establish for the first time) a mission and/or vision for company-wide engagement. Ensure that the mission is communicated across the enterprise, business unit by business unit, team by team, and individual by individual.
Consider solidifying your commitment to the mission by publishing it for the world to see.Fast Enterprises, the sixth-ranked US2017 Best Places to Work, includes its mission statement on its Glassdoor employer profile: “Fast is committed to being a premier provider of software and consulting services to government agencies.”
And according to one Clorox employee, one of many pros for working there is that “Management has a strong vision for the future.”
Resolve to invest in your employees
By embedding personal development into the culture of the company, you will not only expand the value of your team members’ contributions, but also enrich the connection among stakeholders and illuminate the value leadership places on those employees.
A full-time Bain employee says, “Focus on personal development runs up and down the firm and is baked into compensation. Managers and partners really care about their teams. Firm makes funds freely available for forming deeper connections with colleagues.”
A proud Clorox employee claims, “It would be hard to find a company that invests in, believes in, cares about and champions its employees more than Clorox.”
Resolve to compensate beyond salary or wages
According to one Fast employee, “The salary and benefits packages are great … Fast gives vacation time and sick time, as well as pays for overtime. Overtime hours can be used as vacation time in the future …etc.”
Ideally, your employees will feel well compensated across a plethora of areas, as Fast’s employees do. However, if providing premiere salary and benefits packages is too lofty of an immediate goal, then aspire to make strides with at least one area of compensation and ensure you follow through consistently with new hires and across your employee base to spur reputation momentum in the right direction.
Resolve to actualise that you care
Applying the ‘show, don’t tell’ principle to this resolution means that even if your company cannot always roll out the red carpet for its employees, then do what you can – and do it with a generous spirit.
For example, employees atlululemon, which is No. 38 on the USBest Places list, consistently remark on how well the company takes care of its employees, how they are inspired by the people surrounding them and on the support they receive from colleagues. One lululemon reviewer exclaimed, “Super-friendly team” and “Company really values your own personal and professional goals – everyone wants to see you succeed.”
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The post 6 New Year's Resolutions Companies Can Make to Be Considered for Best Places to Work appeared first on ROW | Glassdoor for Employers.
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Business owners don’t have to see red during the holidays as long as they manage their staff right. At no other time of the year do companies have to field multiple requests for time off. Handle it wrong, and it could cripple the business at an otherwise busy time of year – not to mention […]
The post 7 Ways To Manage Employee Holiday Time Off appeared first on ROW | Glassdoor for Employers.
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Business owners don’t have to see red during the holidays as long as they manage their staff right. At no other time of the year do companies have to field multiple requests for time off. Handle it wrong, and it could cripple the business at an otherwise busy time of year – not to mention it can hurt your culture and your employer brand.
“It can cause tremendous grief for organisations,” says Samuel Tanios, president and chief executive of Human Elements Consulting, the human resources consulting company. If it’s not managed properly it can not only prevent the business from delivering what clients and customers want but can also create internal strife, he says. To prevent any problems this year, human resources experts and business owners weigh in with their top seven tips to manage employee holiday time off.
1. Plan in advance.
Many industrial businesses have their holiday schedule planned well in advance, and there’s no reason any type of business can’t do the same. According to Brian Koniuk, a principal at the Hackett Group, manufacturers typically require employees to plan out their annual leave for the coming year so they know in January who is working what holiday and who is off for the entire year. In other industries, like healthcare, Koniuk, says schedules are made three to five months in advance.
2. First come, first served.
If you are running a business that is busy during the holidays or needs to be staffed 24/7 year-round, one way to prevent employees from taking off in large numbers is to limit the amount and give workers off on a first come, first served basis, says Pat Sweeney, human resource manager at Old Colony Hospice and Palliative Care. “If they know they are going to want to be off over the holidays they know they have to ask for the time off way in advance,” says Sweeney. She says that starting as early as September supervisors can notify the staff that requests for time off have to be made as soon as possible. Hand in hand with a first come, first served policy is capping the number of people that can take off during the holidays.
3. Stagger the schedule.
You may not be able to keep a full staff during the holidays, but that doesn’t mean you have to close early or provide a reduced level of service. To combat that, Kathy Harris, managing director of recruiting firm Harris Allied, says to stagger your employee annual leave scheduling. For instance, you can have someone work in the morning during the holidays and another worker takes the afternoon shift. Another option: have one employee work Monday and Tuesday and another Wednesday, Thursday and Friday. The idea behind a staggered employee annual leave schedule is to always have coverage, and at the same time, give employees time off during the holidays.
4. Keep a pool of part-timers and/or zero-hours workers.
If you are operating a business that picks up during the holiday season, or you know a lot of your staff will be gone during that time, it’s a good idea to keep a pool of part-timers and/or zero-hours workers that you can tap when you need extra help, says Gary Shouldis, a small business consultant, coach and owner of a gymnastics centre. “We have a pool of part-timers that we know can work the holidays,” says Shouldis. “Whenever we hit the holiday period or periods where we lose part of our staff they come on.” According to Shouldis, it’s a good idea to keep in contact with these part-timers or zero-hours workers year-round so you’ll know their availability ahead of time. Another option is to post a job in anticipation of holiday hiring.
5. Offer a holiday pay differential.
For some people, money talks even if it means they won’t be with their family during the holidays, which is why offering a holiday pay differential can keep your business staffed. According to Sweeney, it should be something that is part of the company’s structure and not something you offer just to entice an employee not to take off. “If you’re in a business you know there are a lot of requests for time off you can have some differential built in,” she says.
6. Institute an annual leave blackout period.
For some businesses, particularly retail, the holidays are the busiest time for them, which means they need a full staff if not more. If your business falls into this category, a way to prevent employees from taking off is to have a blackout period where no one can take leave, says Tanios. If an employee wants off during a blackout period he or she would need to ask well in advance, and it would be at the manager’s discretion, says Tanios. It’s a good idea to inform employees from the beginning of the blackout policy so they aren’t blindsided come holiday time.
7. Let employees work at home.
These days pretty much everybody has a laptop, iPad or smartphone that enables them to work remotely. If your staff doesn’t have to be on site, letting them work at home during the holidays can be a productive way to get things done without having to bring in additional staff. Working at home is a viable option only if the business lends itself to it and there’s a way to ensure the employees are actually working. “In this day and age working from a virtual office anywhere is possible,” says Sweeney.
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