4 Things Your Candidates Wish You Knew

Posted by Mark Jackson on Tue, Nov, 24, 2015 @ 07:11 AM

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It’s not uncommon to find articles about what employers want and expect from candidates. But as 83% of recruiters agree, the job market is now candidate-driven. Candidates and employees provide the foundation of every company but are often the last ones asked for the opinions on important, company-wide decisions.

Candidates’ opinions are valuable, and educating yourself on what candidates need from the hiring process can help decrease your company’s turnover. And in case you don’t have the courage to ask them yourself, here are 4 thingscandidates wished you know. 

“Money isn’t the most important thing to me.”

Money is one of the most important parts of work, but it’s not always the most important part of a job. Millennials especially don’t want to work just any job anymore. They want to love their job far more than they want money. How much more? According to Brookings Institution, about $60,000 more: 64% of Millennials said they would rather make $40,000 a year at a job they love than $100,000 a year at a boring one. 

Tweet This: Money is one of the most important parts of work, but it’s not always the most important part of a job.

While we can’t speak for all of them, many Millennials (who are the largest generation in the workforce) are chasing happiness, satisfaction and engagement over money, and employers need to take notice if they want to attract them.

Solution: Hire the employee because they are passionate about the work they’ll be doing. Don’t just hire because you need to, hire because it will ultimately help your organization. Look into philanthropy programs, charitable giving, sustainability campaigns and benefits to supplement your straight compensation packages. 

“I don’t know how to work at your company...because I am new.”

Starting a new job is never fun. Having to learn a new art, a company’s policies and culture it -- can be extremely taxing. According to a recent study, 76% of employees want on-the-job training. Candidates want new hire training and continuous employee training throughout their entire career. 

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Another study showed that 66% of employees want their companies to provide them with more training opportunities, 62% think this training helps them be more effective at their jobs and 76% say they expect companies to invest in their career development. So if you want better employees, you’re going to have to put more effort into building them after you hire them.

Solution: Try implementing training opportunities for your employees throughout the year: conferences, seminars, etc. Can’t afford to send your employees somewhere? Try putting together smaller workshops held by management or investing in anonline training software. As a bonus, this may be a perk for candidates saying “yes!” to your job offer.

“I want a company that has a great culture.”

The word “culture” gets thrown around a lot these days. Most businesses won’t deny how important company culture is in the success of their employees. However, culture (or a lack thereof) could be the very thing causing candidates to disengage from work or worse, leave altogether. In 2014, 9% of employees left their job because of workplace culture.

Tweet This: 9% of employees left their job because of workplace culture. Don't be "that company." 

Solution: Examine your current company culture, take a look around and see what could or needs to change. Try taking an anonymous survey of what your employees feel is wrong with the current culture. Making small changes here and there canimprove the quality of the new hires you bring in later on and possibly increase employee happiness.

“I know when you’re lying…”

Everyone should appreciate honesty in all aspects of a position, workplace, and employee. However, a study found that approximately one-third of employees quit because they may have been deliberately misled during the interviewing process, and the job wasn’t what the listing described. 

Solution: While this may come as a no-brainer, be honest about the tasks and the expectations of the job. Lying or misleading a candidate is not worth the cost of a high turnover and the hit your reputation as an employer will take.

Candidates and employees want to be able to take a job offer with confidence, grow into their role properly, be happy and support themselves and their families. Remembering these 4 basic rules of thumb can help you increase employee happiness, build a strong culture and save you money from having to hire new employees every week.

Want to a create the most painless path to employee success? Then sign up for a demo of Visibility Software’s online training software, which makes it easier than ever to track every employee’s progress on any new training initiative you can think of.

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Tags: Learning Insights, HR Insights

What’s Keeping Your CEO Up at Night?

Posted by Mark Jackson on Wed, Oct, 14, 2015 @ 07:10 AM

“It often happens that I wake up at night and begin to think about a serious problem and decide I must tell the Pope about it. Then I wake up completely and remember that I am the Pope.” - Pope John XXIII

Managers are concerned with the performance of their teams, CEOs on the other hand, have a lot more to worry about. Typically, we think of senior leadership as primarily concerned with the business, revenue and even the reputation of the organization. However, that’s not always the case. Executives are also worried about how their team functions as a whole and how individual growth and understanding plays into the bigger picture. There are the common leadership pains that keep your CEO up at night besides changes in the stock market.

Common-leadership-pains

Response to technological growth

The world of work is changing, and not just in the way we work. The way we work has been drastically altered by the developments in technology. The rapid change in technology is a challenge for 58% of CEOs because it highlights a shortage of key skills that could hinder growth. They set their hiring managers on a mission to hire the candidates who have the ability to learn and grow into the changing workplace.

“Technology is so much fun but we can drown in our technology. The fog of information can drive out knowledge.” - Daniel J. Boorstin

 

Competition in the battle for talent

The battle for these highly qualified candidates is increasingly competitive. So to stay competitive in the marketplace, CEOs have to understand that the defense for this front is talent that outperforms that of their competitors. The skills gap is a serious concern for 63% of CEOs, and in response, about half of these leaders planning to hire more people in the next 12 months.

Tweet This: How can CEOs stay competitive in the marketplace? 

“We’ve more or less solved the skills gap by recruiting and training and developing and engaging the right kind of people. It requires attention. It requires investment, all those types of things. There’s a solution to the skills gap.” Jeff Owens

 

Partnering with industry leaders

Strategic partnerships help organizations grow and collaborate. In fact, 56% of CEOs label these relationships as vital to their business. These partnerships can help CEOs build momentum in economic and talent growth, but they have to be thoughtfully planned and maintained.

“Latching on to a bigger, well-known brand through a mutually beneficial partnership is a way to quickly build your own brand and credibility.” - Matt Ehrlichman

Tweet This: Strategic partnerships help organizations grow and collaborate. Read more: 

 

Diversity in tough situations

It’s a recent ongoing initiative for CEOs, especially in male-dominated fields. Companies like Google have made progress in their gender diversity efforts with women making up 30% of the company’s overall workforce. However, these women only hold 17% of the company’s tech jobs. With the increasing social pressure to expand diversity internally, diversity remains a top concern for many CEOs.

“Diversity may be the hardest thing for a society to live with, and perhaps the most dangerous thing for a society to live without.” William Sloane Coffin Jr.

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Your CEOs worry about things outside strictly economic gain, as the stereotype would suggest. The success of the teams within the organization are the foundation of their company, so therefore they are the collateral many senior leadership struggle with. Your senior leadership wants to create better teams to develop the building blocks of a better company.  They are worried about growth, competition, partnerships and diversity. Keeping the team healthy and afloat incites insomnia, and because of these concerns, CEOs stay awake at night pondering solutions and key human capital management solutions.

See-Our-Solutions

Tags: Leadership, HR Insights