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  • Every year, we make resolutions to change bad habits into good ones. The turn of the year is a perfect time for this if you’re looking to kick things up a notch in 2023. These changes are aimed at improving your HR processes and environment. This change is necessary. But how do you know which changes you should make?

    Post-lockdown life has definitely made an impact on the workforce. With new terms like the Great Resignation and quiet-quitting, it can be hard to make sense of this ever-evolving time in history. It’s time for companies to be nimble and fully embrace innovation, or they may get pushed to the back of the crowd. Continue reading to learn how you can make changes to your business to ensure a successful 2023.

    Increased Focus On Diversity, Equity, And Inclusion 

    In the business world, diversity is a buzzword. The term shows up in mission statements, corporate social responsibility reports, and on conference panels. However, the lack of meaningful change in the numbers – and people – offers evidence that talk is cheap. Inclusion in the workplace must start with management and core company values. It’s critical that we find ways to create more inclusive work environments and to encourage diversity in our companies actively. If we don’t, we may lose out on having a diverse workforce. If we do, however, we can make great strides toward empowering employees and promoting acceptance of different backgrounds, genders, cultures, races, and ethnicities in our businesses.

    Diversity can contribute to the bottom line of a business by:

    • Improving employee satisfaction and engagement
    • Developing leadership skills across the organization
    • Creating opportunities to understand different perspectives 
    • Helping you recruit top talent
    • Improving team dynamics 
    • Reducing turnover
    • Increasing market share and connecting with diverse customers

    These are all positive things that contribute to long-term success. 

    Continuation Of Hybrid And Remote Work

    If you haven’t heard yet, hybrid and remote work schedules are here to stay. In fact, they’re desired. Flexible work schedules allow employees to work from home, giving them far more control over which hours they choose to put in. When it comes to small business owners, this means having a greater ability to drive an organization while having the flexibility to take care of family obligations (and vice versa). Other important needs such as exercise, meals with friends and family, and even getting outside for a walk (not just an inside stroll around the block) are all necessary components of a happy life. These are made easily accessible with remote work.

    Overall, a culture of work/life balance helps with employee productivity and engagement. Key benefits include:

    • Lower costs for businesses (leasing a building) and employees (commuting costs)
    • Lower environmental impact and improved sustainability 
    • Control over your office environment 
    • Improved productivity and performance 
    • Happier and healthier life
    • Better work-life balance
    • Easier recruitment and access to a larger talent pool 
    • Increased employee satisfaction and better employee retention

    Boosting Employee Skills

    According to the Society for Human Resource Management (SHRM), hiring managers consider soft skills to carry more weight in the hiring process than in previous years. These skills consist of empathy, emotional intelligence, mindfulness, adaptability, self-motivation, and resilience. These skills are seen as an even greater asset compared to hard workforce skills such as technical capabilities. Why? Because it’s harder to teach soft skills versus technical skills.

    Look for candidates that have these soft skills and then teach technical skills. Some ways in which you can boost these technical skills are by having your employees attend courses, seminars, and webinars.

    Wellness-Focused Employee Benefits 

    Since the pandemic, wellness has become a huge focus for most individuals. They’re realizing that work-life balance is a must and that work shouldn’t equate to stress and discomfort. In fact, a 2017 study from the University of California Riverside suggests that corporate wellness programs can boost employee productivity and satisfaction by empowering them to take care of their health in a way that fits their busy lives.

    You can achieve a wellness-focused work environment by providing:

    • Exercise and physical training opportunities 
    • Nutrition coaching and advice
    • Mental health support or mental health days
    • Stress management education
    • Office environment enhancement 
    • Remote or hybrid work 
    • Better PTO policies 

    Improvements In Company Culture And Engagement 

    While many topics we’ve already covered lead to a richer company culture, it’s important to keep in mind that people are the ultimate factor in this. Hiring folks that align with your core company values and are considerate of others leads to less gossip and better team dynamics. Having policies in place to combat these issues is also a priority.

    Another key factor of company culture is regular feedback and recognition. Creating a space where you can inform people about what they’re doing right and how they can improve is crucial. When employees feel valued, it helps create a strong culture of belonging within an organization. And when in doubt, ask employees what they need to be successful. The follow-through will show that you care and lead to employees that are more engaged.

    Embracing New Technology 

    Technology has changed many aspects of our daily lives, not just in computers but also in the area of small businesses. Small businesses don’t just have to use technology to compete with bigger companies. It can help in various ways, such as helping you save money, time, and energy.

    Employee management apps, artificial intelligence (AI), and cloud-based HR technologies are all ways you can add new technology to your business. Sometimes, it doesn’t even have to be to this extreme. You can start by upgrading old laptops and clunky tech gear to sleeker, space-saving designs with a smaller carbon footprint.

    Attract And Retain Talent 

    The average U.S. employer spends $4,000, and it takes 24 days to hire a new employee. That doesn’t even take into account the productivity and expertise a long-serving employee takes with them. Retaining talent saves you in the long run. But how do you get people to stay? These are the details employees consider when deciding whether to stay in their current role:

    • Atmosphere of an organization
    • Training opportunities
    • Working independently 
    • Leadership
    • Acceptable workload

    The ability to retain employees is a critical factor in determining the health of a business. A quality business has a competitive edge when employees have an emotional connection and feel appreciated for their hard work. Unhappy employees tend to churn out quickly and take valuable knowledge with them, which can set your organization back months or even years.

    A Human-Centric Approach

    Employees want to feel seen and heard. If they don’t, that’s usually a good reason to consider leaving an organization. Creating a human-centric work environment means safe self-expression at work, addressing the life needs of their employees instead of merely work needs, and managing tailored, flexible workflows. This could look like flex schedules or working from anywhere. It may even mean allowing people to work earlier in the day or later into the evening. Whatever works best for them!

    At the end of the day, good work and productivity happen when an employee can work the way that best suits them. There is no one-size-fits-all approach to working. Everyone has different needs and priorities, as well as different life circumstances. Supporting your employees in these circumstances goes a long way.

    Let’s Start The Year Off Strong

    As the new year approaches, it’s easy to become overwhelmed with the demand of starting up a new business project or continuing old ones in addition to your daily job. Managing your staff can get tough, and some of us just don’t have the knowledge to do all these tasks by ourselves. That’s where GMS comes in. GMS can take on the administrative burdens associated with managing employees. Contact us to learn more.

  • Our recent history is shaped by two major events: the pandemic and the Great Resignation. Thousands of people were left without jobs, and it was a big challenge for recruiters to replace them. As a result of such challenging times, individuals have realized the value of family and close relationships even more than ever, which has caused them to look for better opportunities. Approximately 47 million people resigned from their jobs in 2021 in the United States. Candidates aren’t settling for life in cubicles with a 45-minute commute. They’re looking ahead to a more promising career path.

    In this post-pandemic world, it’s time for businesses to pivot. With the volume of candidates and the number of positions available in 2023, you know it will be challenging to attract new employees. Here are tips on how you can attract candidates to fill your open jobs in the upcoming year.

    Establish Your Goals

    Attracting the best talent and building an effective team takes more than a job posting. It takes a strategic plan that includes goals, processes, communication channels, and more. This will be your foundation when driving forward your recruiting plan and retaining top-tier talent. Ask yourself:

    • What does a top performer look like to our organization?
    • What will our organization look like in 2023? What are we trying to achieve?
    • What specific roles are we looking to hire for?
    • What skill sets do we need to fill those roles?
    • What can we do to better our organization for incoming talent? What can we improve?

    You may have some heavy lifting to do before you can hire the talent you’re looking for. However, asking these questions will help assess those areas so you can create a solid plan.

    Revise Your Recruiting Plan

    Once you’ve asked yourself these important questions and created some goals, it’s time to get started on a plan that will put those goals into action. It’s essential to have a clear hiring plan in place before you bring on new talent. When you have a sense of what you need, you can attract new candidates with better quality.

    A strategic recruitment plan will typically cover:

    • Headcount planning
    • Ideal candidate profiles
    • Your employee value proposition
    • Your recruitment marketing strategy
    • Your selection processes
    • Your onboarding processes
    • Tools and technology
    • Your recruitment budgets
    • Your timeline

    This is also the time to decide who will help you achieve this plan. You may decide to outsource this help if you don’t have a proper internal recruitment process or simply outsource assistance for specific tasks. These tasks can include writing job descriptions, reviewing applications, and reaching out to candidates to schedule interviews.

    How To Attract And Retain New Talent

    While a recruiting plan will help you in your overall strategy, it’s important to consider what your potential candidates are looking for in a company and within the hiring process. They will carefully assess how you conduct business and what you offer them, which will ultimately be the deciding factor when accepting the position. Once you attract talent, the goal is to retain that talent; it’s beneficial to look at how your organization functions and why people should work for you. 

    Consider remote work

    In this post-pandemic world, remote work is becoming normalized and, to some degree, expected. While not all jobs can be performed in an at-home setting, remote work has opened the door for better flexibility around working hours. This means candidates are keeping an eye out for hybrid schedules or fewer constraints around business hours. In fact, two days of remote work is the new requirement for job seekers.

    Incorporate branding

    86% of HR professionals surveyed indicated recruitment is becoming more like marketing. And in a way, it is! Branding plays a huge part in the vetting process for job seekers. They’ll scope your business social media platforms, company website, and read your latest blogs to get an idea of who you are as an organization. If they don’t like what they see, this will definitely impact their decision to choose your offer over someone else’s.

    Write a solid job description

    The job description is the first thing your potential hire is going to read. What does it covey about your company? Are your values reflected? If not, it may be time for a rewrite. Job descriptions that don’t sell your company and clarify what this particular position will involve can be a stumbling block to landing the right person. A good job description should include the following:

    • Job title
    • Duties and responsibilities 
    • Location
    • Education and skill requirements
    • Salary range
    • Benefits and company perks

    Clearly communicate during the hiring process

    Recruiters are often the first interaction candidates will have in the interview process. This first impression reflects your organization, so be sure they’re a good choice for your brand and have strong people skills. A good interview and communication process can speak volumes about your company and a good recruiter will follow up with candidates regularly. This includes quick responses when scheduling follow-up interviews, communicating the hiring process, and being prompt in answering questions.

    Show candidates that you value them

    Showing that you value your potential hires can be good during the interview process, but it’s especially beneficial in the long term. Investing in and supporting employees is one of the key ingredients to maintaining a good relationship, and in turn, retains good talent. You don’t want to lose great employees just because they feel undervalued. Be sure to present them with new opportunities and reward their hard work.

    Make their priorities a priority

    Any talented employee will encounter problems at some point, whether with people or processes. They’ll often go to management to voice concerns or offer solutions, so it’s vital that your management team is ready to handle these issues head-on. New hires often notice room for improvement pretty quickly. Being open to feedback shows that you value growth and make their priorities your priority.

    Curate a good company culture

    No company can master a good company culture overnight. It’s a practice that takes years of work, good management, mindful hires, and diligence, but it’s a crucial key in retaining employees. This post-pandemic age is proof that employees can be successful all while working from the comfort of their homes, so a healthy work-life balance is what any good hire is looking for. Setting this as a priority will lead to long-term success.

    Assess your processes

    We’re all familiar with the day-to-day grind and the toll it can take, especially when you don’t have the proper tools to do your job. That’s where streamlining processes can come in handy for your employees. Invest in tools and resources that make them efficient. Efficiency = productivity.

    Show them the money

    The majority of workers who quit a job in 2021 said low pay, no opportunities for advancement, and feeling disrespected at work were reasons why they quit. Securing top-tier talent goes hand-in-hand with proper compensation. Being open and transparent about salary and advancement opportunities shows a candidate that they’ll be valued, which retains them in the long run. Benefits are a part of the compensation package as well, so a good benefits program is also key.

    Ways To Find New Talent

    Recruiting new talent can be one of your most important tasks. But what if individuals are just simply not applying? You may have to get creative with your efforts or post jobs where you normally wouldn’t.

    Social media

    Social media platforms such as LinkedIn, Instagram, and even TikTok are becoming revolutionary ways to find new talent. With these platforms, you’re able to capture attention in a way that is both engaging and informative. Use your job posting as a guide when crafting social content, and include the link to gain more applicants. For platforms such as Instagram and TikTok, try inviting them to visit your website for more information.

    Job board and career sites

    This one may sound like a no-brainer, but there is a likely chance that there are other job boards you may not have tried out. There are also various career sites catered to specific professions. By scoping out the most relevant job boards for your vacancies, you’ll spend less time reviewing irrelevant applications and attracting the most suitable candidates.

    Networking events

    Orchestrating or finding networking opportunities can be an easy way to discover new talent. Everyone attends networking events to gain something, whether it be mentorships, new opportunities, or work relationships. Even if it doesn’t result in an immediate hire, networking can lead to a pool of mutuals that may apply in the future.

    Employee referrals

    Everyone knows someone, and this is true with professionals, too. Offering employee referrals can be a great way to find like-minded individuals to fill open positions. You can incentivize your employees to do this as well through a referral program set by your organization. For example, companies commonly offer $1,000 to the employee that gave the referral.

    Let’s Find The Right Candidates

    Hiring in 2023 doesn’t have to be an impossible feat. By putting in the effort and following a solid recruitment plan, you’re bound to find job seekers who are eager to work for your organization. But the journey doesn’t end there. Building a good company culture and offering room for growth is truly the key to success.

    Between ongoing training and employee recruitment services, it takes a lot of time and effort to find, hire and develop the right people for your organization. At GMS, we give you access to the tools and resources necessary to take on these responsibilities while improving your overall recruiting, hiring, and training efforts. Our human resources experts work closely with you to offer guidance on these processes. We’d love to help!