Dand HR Associates advertorial

Important questions: How much will replacing key roles cost you and your business? What will the cost of recruitment be? Are you prepared for a surge in flexible working requests? How can you retain your best staff and increase productivity, whilst accommodating employees’ requests? Is there a valid business reason for rejecting the flexible working request? Could you consider a trial and see if any reasonable adjustment can be made? Important stats: Companies rated highly on flexible work arrangements saw 137% higher headcount growth (LinkedIn) Employees said the three most contributing factors to quitting their jobs were a lack of career advancement opportunities, low pay, and the absence of a salary pay raise (CareerAddict.com) More than 50% of organizations lack formal processes for return-to-work and stay-at-work programs (The Standard) Covid-19 has revolutionised the way people work. Many staff have been trying new work patterns, including working from home or more flexible hours. Employers and employees alike have had to adapt to reduced customer demand and travel restrictions. Whilst employers can now request staff to return to the office where it is safe to do so, we expect it is unlikely we’ll see an immediate return to business as usual. 94% of employees want to work more flexibly going forward (Working Families survey – 1000+ employees). This will help them achieve a better work-life balance, especially if they have caring commitments. Of course, some employees will be eager to get back into the workplace or to their normal hours. Others, though, are likely to use the right enshrined in the flexible working legislation to ask to keep working remotely, or on reduced hours or a different working pattern. It is important to note that any employee with more than 26 weeks’ service can make a formal request for flexible working; as an employer you must make a reasonable decision within a reasonable time frame – usually 3 months. What if you receive multiple requests all at once? You can, of course, refuse the request on a number of very specific grounds. Reasons to turn down a flexible working request include a valid business reason for doing so. Examples include, an unreasonable cost to implement the change, there will be a negative effect on the business’ ability to meet customer demand or there are planned changes to the business, for example, plans to reorganise or change the business and thinks the request will not fit with these plans However, as the COVID pandemic has demonstrated that people can work from home without negatively impacting on the business, this will be more difficult to justify so what can you do to be an employer who retains and develops talent, rather than having to recruits and replace, and deal with the invisible and visible costs of turnover. Contact us today if you would like advice; enquiries@DandHRassociates.com

Feeling stuck on how to deal with a performance issue?

The Challenges and Benefits of Employer Branding

Investing in the recruitment process yields significant rewards. Companies that prioritise their ability to hire exceptional talent consistently outperform their competitors.  According to The Boston Consulting Group, the best hiring organisations experience over three times the revenue growth compared to the poorest performers in any industry.

Be an employer of choice in an increasingly competitive jobs market

Working with Benchmark.games, we developed a gamification took to support senior auditor level recruitment and employee development, specifically for an independent accountancy practice based in London. Why? To better understand trends in behaviour and strengths among high performers in the business; it has been a fun tool to use with the current team. To support candidate selection, improving objectivity and reducing bias in the hiring process. As an additional selection and assessment tool to: o Better understand a candidate’s competencies and predict behaviour o Better understand candidate traits and hire for potential not for experience. o Enhance the candidate attraction and selection o Better qualify not disqualify applicants o To improve objectivity and reduce bias during the selection process. Conclusion: It’s tough to attract and retain great talent in a market short of critical skills. Cultural fit, together with aptitude, is essential to avoid repeat hiring and the associated replacement costs. Something different that candidates had not experienced before to stand out from the competition – very well received. We innovated: There are many examples of amazing companies who have lost competitive advantage through lack of development; the risk of not taking action can be high. Supported with a high-quality recruiting experience that better informed the business and the candidate. A learning experience for all involved which is the way it should be! The Tool: There are two sections - firstly a game assessing key competencies (such as analytical thinking, learning ability, accuracy and conformity) and secondly a short audit-related quiz. The full list of competencies being assessed in the game were: Analytical thinking Learning ability Flexibility Conformity Monotony Tolerance Speed Accuracy Get in touch if you would like to find out more; we would like to help you innovate! enquiries@dandhrassociates.com +447515559703

There is nothing more important than recruiting the right people; this statement from an old manager empowered me as I entered the world of recruitment. Richard Branson demonstrates the importance of Talent Attraction and Management. No matter how big or successful Virgin has become, he believes talent is the number one driver of success and states there nothing is more important in business than hiring the right team. Together with Patty McCord, formerly the Chief Talent Officer at Netflix and author of ‘Powerful; Building a Culture of Freedom and Responsibility’ they are all saying the same thing: The best person for the job might not always be in front of you, so be strategic on how to find them and set the right culture for them to thrive! If you are interested in how people are motivated to be better, then this article and presentation by Patty McCord is a great read. Patty McCord used the following five principles to help shape Netflix’s approach to talent: Hire, Reward, and Tolerate Only Fully Formed Adults - Adultlike behaviour means talking openly about issues with your boss, your colleagues, and your subordinates. Tell the Truth About Performance - if you talk simply and honestly about performance on a regular basis, you can get good results—probably better ones than a company that grades everyone on a five-point scale. Managers Own the Job of Creating Great Teams - recruit people with the right skills, thinking to the future and the specific results and differences you want to see compared with today. Leaders Own the Job of Creating the Company Culture - Patty's foosball (table football in UK) example reminds me of a clip of Gary Vaynerchuk, CEO and co-founder of digital agency VaynerX stating ‘A lot of companies believe that having a foosball table, open seating and free pretzels mean that you have a great culture, but that doesn’t work’. Good talent managers think like business-people and innovators first, and like HR people last. https://hbr.org/2014/01/how-netflix-reinvented-hr# Enjoy! For all of your outsourced HR needs, and advice on setting the right company culture through the recruitment process and beyond, please get in touch: david@dandhrassociates.com

Quoting Reed's 2017 survey on Job Descriptions; Why you should always state salary in your job ads https://www.reed.co.uk/recruiter-advice/why-you-should-always-state-salary-in-your-job-ads/