Why Employee Recognition Schemes Can Attract Talent

Why Employee Recognition Schemes Can Attract Talent The best employees build the best companies. But many business owners looking for high calibre professionals are now finding that top talent is becoming more difficult to find and win over. Research from the Chartered Institute of Personnel and Development has shown that around three quarters of companies have seen an increase in unsuitable applicants to their job vacancies. It also found that over half of business owners feel that competition for talent is now greater than ever. However, certain companies are still managing to attract the most talented employees and it’s not necessarily those offering the largest salaries. The importance of choosing the right employee recognition and benefits schemes Employee recognition and bonus schemes are becoming increasingly valued by employees. They are one of the top reasons professionals are choosing to join certain companies, and failing to implement such schemes could be resulting in businesses missing out on talented candidates. A Tower Watson’s 2013/2014 Global Benefit Attitudes survey found that the attraction value of employee programs â€" particularly retirement and healthcare schemes â€" has remained strong in recent years. People are continuing to want more flexibility from their work environment, and benefits schemes allow employees to handle these complex needs. Employers adhering to this requirement for flexibility are not only being able to recruit the top talent, but are also benefitting from: Greater productivity Increased retention Higher retention rates A recent Benchmark Recruit survey also found that 19% of people quit their last job as they felt under-appreciated, while another 19% left as they felt disengaged and unmotivated. Recognition and benefits schemes give businesses the opportunity to appeal to this proportion of job seekers wanting appreciative and positive workplaces. They provide a clear message that a business takes a keen interest in their employees. In particular, flexible benefits packages tailored to employees can highlight that an organisation cares while facilitating choice and control from employees. Businesses with retirement and health care programs are some of those attracting the most high calibre candidates. As more people worry about their health, wellbeing and future, schemes including associated benefits provide potential candidates with the solutions they require. It has also been found that retirement and health care benefits mostly appeal to mid to late career employees as well as higher earners and senior-level candidates, meaning these benefits can help to attract the more skilled and experienced candidates. Businesses looking to recruit younger talent should include employee rewards schemes as well as promotion and growth opportunities along with development and training, as these have been found to appeal to younger candidates looking to work for an organisation for the long term. How to implement and advertise recognition and benefits schemes Employee benefit plans can be a major time and financial investment, so it is important for companies to get it right in order to gain the maximum possible value. When selecting the right blend of benefits, businesses need to carry out the following: Basic groundwork: Core benefits, funding and administrative procedures should be agreed upon. Source the right employee benefits: Potential benefits providers need to undergo a comprehensive review period, where the terms and conditions are negotiated before being agreed upon. Legal and tax compliance: Employment law and HMRC tax should be addressed to ensure complete compliance, which can be done with the guidance of legal and tax professionals. Final document: A document outlining the recognition and benefits scheme in detail should be put together, which covers rules, eligibility and default benefits. Promoting the schemes both amongst existing employees and when recruiting new staff is then imperative. A recent JLT survey found that 20% of employers with these programs leave it up to employees to find out more. Communication is crucial in order for the schemes to be as effective as possible. Job advertisements should contain a clear overview of each benefit that you offer and in interviews, an introduction to the different schemes can be valuable. The correct introduction and implementation of employee recognition and benefits schemes can then help businesses retain any top talent that they have recruited. While the programs can seem like a large investment in time and funds at the time, the ability to have the highest calibre of professionals driving your company forward really does make them a worthy investment. Author: Lauren Knowles is a digital content writer for Portfolio CBR, a recruitment firm specialising in matching high calibre professionals with compensation, benefits and rewards job vacancies at reputable companies across the UK.

11 Things Managers Should Never Say

11 Things Managers Should Never Say Did you see the recent news story about the Manchester, UK restaurant waiter who accidentally served a £4500 bottle of wine to customers who had ordered one worth £260? The nicest thing about this story is the way the Hawksmoor restaurant’s management responded to this honest mistake and the comments of support that have appeared online. To the customer who accidentally got given a bottle of Chateau le Pin Pomerol 2001, which is £4500 on our menu, last night hope you enjoyed your evening! To the member of staff who accidentally gave it away, chin up! One-off mistakes happen and we love you anyway ? â€" Hawksmoor Manchester (@HawksmoorMCR) May 16, 2019 Nobody knows exactly what the manager said to their staff member, but the latter kept their job and the restaurant’s owners made light of the issue on social media. Commentators praised the Hawksmoor management for remaining level-headed about the incident. After all, as one Twitter user put it: “why would I fire you, I just spent thousands of dollars training you.” Nobody makes that mistake twice! The fact is, the way a leader treats their employees in the bad times says much more than what they do when things are rosy. And businesses are beginning to figure out that the ‘coaching’-style method of management leads to a team that is engaged, productive, and communicative â€" and has a lower rate of employee turnover. Employees that need a guiding hand It takes a while to get good at your job. It takes some people longer than others. A healthy work culture is one where employees feel confident that if they ask for help or instruction, they won’t be ignored or looked down upon. Everybody is busy. But if a crew member asks for help or a meeting, a leader should let them know that they’ve been heard even if the matter can’t be immediately addressed. Booking in a training session or even just five minutes to go over something shows that the employee is valued. Employees that mess up Like the incident with the very expensive bottle of wine shows, mistakes happen. And if a business has gone to the trouble and expense of recruiting and training a member of staff, jeopardizing that relationship by making them feel terrible after a mistake or canning them all together is childish more than anything else. A boss should never talk about an employee’s wages or job security outside official discussions about these matters. Statements like “I don’t pay you to do x” or “there are a million people queuing up for your job” just reinforce the idea that the employee is a hand-for-hire and not a contributing member of the company family. Even if they begin to toe the line, they are unlikely to commit their full energy to a job that’s spoken about in these terms. And if they believe themselves to be constantly hanging on to their job by a thread, they’ll always have one foot out the door, ready to scarper to the next opportunity that comes up. Valuing reliable employees The coaching style of management should also be extended to those who are regularly fulfilling or exceeding expectations at work. And that requires more than empty compliments or a pat on the back: it means constructive criticism even when targets are being hit. “Keep doing what you’re doing” is a common refrain in performance appraisals. But an employee who is comfortable doing what they’re doing is a ball of potential just waiting to be realized. They may appreciate a greater challenge or even be sitting on great ideas that nobody ever thought to ask them about. Without proactive development from above, a crew member like this at best plods along as before, a part-wasted resource for the business; at worst, they’ll seek that challenge elsewhere, and either quit or lose their workplace energy as it is diverted into a hobby, a home business, or just the serious work of being bored. Figuring out how to use that potential, whether the employee is struggling, disinterested, or coasting along, requires the engaged empathy of a coach, not a boss. This guide to common phrases managers need to avoid (and their more productive alternatives) is an excellent route into the mindset of the coaching-style leader. About the author:  John Cole  writes on behalf of NeoMam Studios. A digital nomad specializing in leadership, digital media, and personal growth topics, his passions include world cinema and biscuits. A native Englishman, he is always on the move, but can most commonly be spotted in the UK, Norway, and the Balkans.

Is Immigration Reform Bad for the Struggling American Economy

Is Immigration Reform Bad for the Struggling American Economy The issues surrounding the U.S. immigration problem have long been a hot button topic. Interestingly enough, it wasn’t much of a hot topic during the recent 2012 presidential debates, though it’s certainly been discussed thoroughly in the media. That’s because everyone realizes that immigration plays a central role in how America recovers economically. But will immigrants hurt or help the economy? Are Immigrants Contributing to the Local Economy? By looking at how much immigrants have contributed through income, taxes/property and sales, we can see how much they have hurt or helped the economy in the past. Then you would need to find the cost to the government for public services, including healthcare, law enforcement and education. This however, is not easily done. The intangible problems of a person depending on society for services while participating in the economy makes for a difficult equation. Many advocacy groups, government agencies and academic institutions have issued reports on state and local fiscal impact of illegal immigrants on the budgets. Drawing one conclusion is difficult. The agencies issuing the data reports used different criteria and methodologies to come up with their findings. 2012 Census Data According to the American Immigration Counsel’s outlet,  Immigration Impact.com, the 2012 census showed 45.5% of employed immigrants are naturalized citizens. When broken down, it is obvious that job rates for this group grew at a higher rate and for a longer time than those of immigrants who are not citizens. Naturalized citizens have experienced employment growth since 2009 and every year since. There is an expected increase of 5.6% in 2012. Politically Skewed Data While it is encouraging to see naturalized citizens acquiring work, many  anti-immigration groups  have included both naturalized and undocumented workers in employments counts, making it appear as though undocumented workers are taking all jobs created in the U.S. This incendiary practice simply makes it harder to think clearly about the problems of job creation and immigration. Because it’s hard to find accurate information, it’s best to see what happens in states that welcome immigrants and those that don’t. Virginia vs Arizona Both Virginia and Arizona report high numbers of immigrant residents. The  State of Virginia  has been more open towards accepting immigrants, but hasn’t taken active steps to welcome them or offer a path to citizenship.  Arizona  took a strong stance against immigration in 2007 and saw many negative effects. Here are some findings on how each state fared following Arizona’s law change making it harder for undocumented immigrants to find jobs there.  Note: the nation was suffering through the real estate recession at the time. In Virginia,  home prices  were down about 15 percent over the recession years 2006 â€" 2010, compared to the 30 percent national average. Arizona home prices fell over 40 percent during that time. US Census data showed an approximate  drop in new business formation  of 4 percent in Virginia versus an 8 percent decline in Arizona. Income taxes collected in Arizona dropped  3.9%  the year the state passed E-verify laws. Economists believe employers of undocumented workers opted to pay workers under the table rather than lose them to E-verify laws. In  Virginia, income tax revenues continued to rise, despite a recession. These are just a few of the economic indicators we can compare when looking at these two states.  Forbes  outlined some specific fallout Arizona experienced after passing the E-verify laws: Arizona lost $141 million from its economy Tourism declines   caused  2,761  lost jobs Farms lost over 15 percent of their workers. Documented and American born citizens did not take these jobs, despite a national recession occurring during the same time frame. Looking at real-world results, rather than skewed estimates targeted to take one political stance over another, we find that squeezing out immigrants costs money and reduces tax revenues. This simple fact should make it clear that a total ban on undocumented workers doesn’t help the economy. Until a state passes a law that creates a path to citizenship and we gain the perspective of time, we won’t know if welcoming immigrants is the better solution. For now, we only know that banning undocumented immigrants is not the way to go. One way to be sure immigrants contribute to our economy is through the EB-5 Visa program, which requires immigrants to make substantial investments in the economy and the created jobs. Find out more by visiting  cn.eb5investors.com. Image Credit: The Independent Report 2

How Will AI Affect Candidate Experience

How Will AI Affect Candidate Experience The recruitment process is never as simple as it sounds, it can take far too long and it can be far too uncertain. For candidates especially,  this can be a negative and daunting experience. As AI continues to develop within the recruitment space, there has been widespread discussion towards the positive impact it could have on the recruitment process for job seekers. Especially in terms of time and bias, but what do our panel of experts think? Will AI really improve candidate experience for the better? Jonathan Kestenbaum For one, I think artificially intelligent bots will make great career coaches. I am still unclear on whether candidates will enjoy the experience of talking to a robot over a human being, but I am sure that the instant feedback candidates can get from Chat Bots will give them a level of satisfaction impossible today. Jonathan Kestenbaum, Executive Director, Talent Tech Labs Cheryl Cran Candidates will be able to ‘interview’ and ‘get the inside scoop’ on employers via AI Siri, Google Talk, Alexa and more will provide instant information for candidates to prepare for interviews and find out relevant data to ‘nail the interview’. Cheryl Cran, CEO Future of Work Expert, Synthesis at Work Inc Nathan Perrott If we can deliver a relevant experience to the candidate using real AI (there is a lot of ‘fake AI’ out there at the moment), then the benefits are huge. For example, personalising and contextualising the candidate experience at all stages of the recruitment process can only have a positive impact on the employer brand. AI can also be used to anticipate and predict candidate actions in order to provide the right content, information and call to action at the right time, in the right format and in the right place. Nathan Perrott, Director of Digital Marketing Strategy, AIA Worldwide Adam Glassman In a word? Tremendously. AI will be the top of funnel entry point but also the brains behind many of our talent attraction efforts. It will be smart enough to know “John the Candidate” from “Joe the Candidate” and will provide personalized experiences for each of them. Candidates will love it, as it will provide them the information they need faster and easier than ever before. Recruiters will love it, too, as it will find the purple unicorn candidate in a matter of minutes, not weeks. Adam Glassman, Recruitment Strategies Manager, Alorica Hung Lee AI might be the technology that finally kills the CV blackhole. Perhaps the most frustrating part of any candidate experience is the lack of feedback and information on the status of your application. This is almost always a human labour / prioritisation issue. AI will solve this problem really soon I anticipate AI chatbots to widely adopted by most corporate businesses to provide real time / on-demand information to candidates on where they stand in the recruiting process. Hung Lee, CEO, WorkShape.io Chris Russell I see it affecting things like pre-screening questions, FAs and scheduling. Candidates will likely interface with bots to pre-screen themselves, ask questions and schedule interviews. Chris Russell, Managing Director, RecTech Media Bryan Chaney We’ve always used technology to automate the things that we either don’t enjoy or that we don’t do well. As AI continues to creep into recruiting, I feel that our acceptable threshold will get further and further from real human interaction. If we know that we’re not dealing with a real human, our expectations change based on previous experiences. Meaning, we get more patient when we realize we shouldn’t expect too much. After all, automated communication is better for the candidate experience than no communication at all. Bryan Chaney, Director of Employer Brand, Indeed

How to Secure a Job in Digital Marketing CareerMetis.com

How to Secure a Job in Digital Marketing â€" CareerMetis.com Look at the trends for the search term “Digital Marketing“.More and more people are learning “Digital Marketing” as a skill. Even many coaching institutes have opened up that gives you a crash course in Digital marketing.evalYes they teach you the basic stuff, but to really learn it you need much more than thatEven I am planning to come up with a free Digital marketing course, so people don’t have to pay a hefty amount of 30-60K. All the information will be given away for freeDigital marketing jobs have seen an upward trend. Why?Because more and more companies have started using online mediums for customer acquisition. and this has given exponential rise to an digital marketing jobsThe best part if that with just a 3-6 month course you can easily get a good paying digital marketing job. Learn digital marketing will benefit you in many waysIf you are not happy with your current job, then Digital Marketing can be a good option to switch toThere is no steady 20-30% hike when y ou change companies. If you can improve your skills and become a good Digital marketer in less time, then you can even change companies at a 50-100% hike. But you should be able to justify your ask by showing your knowledge and how you can help the company in a much better wayNow, there is a big question on how to get a digital marketing manager job.Many students take the course and then think, they will now be handling the entire digital marketing strategy of a companyevalIt doesn’t work like that. You will slowly climb this ladderSee Digital marketing is huge. There are so many verticals like:Content marketingSearch engine optimizationPaid AdsOnline Reputation managementAnalyticsAnd so much more. To get that high paying Digital marketing manager job, you need first to get yourself comfortable with all of these verticals.When you have experience and expertise in all of this section of DM, only them you will be bale to get the job of Digital marketing manager.evalYou will be handl ing the entire online marketing for the company He was going for an SEO But I know one thing after hiring almost50+ interns from these digital marketing institutes. That most of them are teaching what used to work in 2010.Digital marketing is dynamic and is continuously evolvingSo the best Tips that I recommend you to learn DM are:Read a lot on the authority sites like Moz, Backlinko, Robbie Richards, Sumo.com, etcGet comfortable with some amazing tools like Ahrefs, Buzzstream, Canva, etcPractice, practice and then practice a little more. DM is all about practical knowledge, so make sure you have hands on experienceFuture of Digital marketing jobsIt’s secure, trust mePenetration of internet is growing at a rapid pace in India, all thanks to jio effect. So digitalization of consumers will bring in many more jobsso the sooner you learn and master this skill the better for you.I have been doing it for 7+ years now. .One thing I mention is that don’t think this job will be glamorous . You won’t be spending your entire day browsing facebook and looking at viral videos.Yes, research is a good part of DM, but there is much more to it. Social media marketing is just one of the sector of DM. I love SEO, but majority of people hate it as its extremely boring for manySo this was it from my end, and here I will end this articleIf you still have any question feel free to email me at [emailprotected]

How to network with people at the company where youre applying

How to network with people at the company where youre applying How to network with people at the company where applying I just found a few positions at a company I want to work for and I even know two people who work there. I was thinking of shooting the two people my resume. Is that what I should do next? Advice from Dana Want the short answer? No! But let me be a little more helpful. Never, never, ever, ever send your resume alone when applying to a job (unless the company limits you to a strict template) or when networking for someone’s help. Here’s a better way to handle it: Apply via the company website â€" with your Candidate Packetâ€" even if you will network at the same time. Why? You need to be in the company’s system, to respect the work of HR and any recruiters involved, and to be able to tell your network contacts that you have applied. Write a personalized letter to each of your network contacts, attaching the full cover letter/resume that you’ve already submitted to the company. Your letter to them should be professional and formatted like a business letter so the contact can forward your entire e-mail to the hiring manager or recruiter. Leave out any personal comments such as thanking them for the great party a few weeks ago or sharing that you just broke up with your girlfriend or boyfriend. In your letter, be sure to ask directly for what you would like them to do. For example: “May I ask you to please forward my credentials to the hiring manager and provide a recommendation?” Follow up with your contacts seven working days later. Count that as follow up No. 1. Repeat that two more times â€" a total of three follow-ups â€" either via email or telephone. Use LinkedIn to try to identify the hiring manager and any others who work in that department and begin a dialogue with them.

Tips On How To Write A Resume Template For Writing Tutor Resumes

Tips On How To Write A Resume Template For Writing Tutor ResumesSo, you've decided to write a tutor resume template. Congratulations! Now you just need to put your new knowledge and expertise to use by writing it up! Let's talk about some of the things you should keep in mind when you're writing your first one!First, write it up from scratch. This is where a resume template for writing tutor resumes starts! The first thing you should do is make a list of the responsibilities you will have for this job. The list will be your guide for how to format it. Once you have made a list, take the list to the paper and just start jotting down the information you have been given.Start with the responsibilities you have. It is important that you list them out, not only so you can keep track of the information but so that it is easier to understand what is being asked of you. After you have listed out the responsibilities, then you can start listing out the duties that will be required of you when writing. You will probably find that you are more knowledgeable about the subject than you realize.When you write about each of the different types of duties you may find yourself missing a particular responsibility. Don't worry, you can add that responsibility onto the end of your list. There are also some important things to keep in mind when writing about the different types of assignments.Resume templates for writing tutor resumes should always begin with a summary of the duties you will be expected to perform on an assigned job. In your summary you should write down the title of the job, what the title stands for, and what the specific assignment is. A synopsis is very important in an essay because it serves as the introduction to the rest of the information. If the article or your resume is written incorrectly, the job applicant will be unable to get the attention he or she needs to focus on and accomplish the tasks required. Let's face it; everyone loves a good story.Here is another great tip on how to write a resume template for writing tutor resumes. In your resume outline, always begin at the top. Look for the 'section headings' and begin to write about each one. The first one is your introduction. It is important that you follow this format when you do a resume template for writing tutor resumes. If you are unsure about the order, just ask the hiring manager.Another tip on how to write a resume template for writing tutor resumes is to remember that this job does not have a title. Each task is a task. When listing out tasks, always write down one at a time. If you are trying to write a resume template for writing tutor resumes that does not work, you will not be able to know what to write about.Following these tips on how to write a resume template for writing tutor resumes will help you get the most out of your skills. When you think you are done, you should come back and check over your work. If you need to edit, do so! You can't go wrong with a l ittle help!