4 Things Your Candidates Wish You Knew

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


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

Don’t Celebrate Success or Failure, Celebrate Learning

Posted by Mark Jackson on Wed, Oct, 21, 2015 @ 07:10 AM

employee-learningMore often than not, we judge employees and colleagues on success and failure. Success comes from good practices and failure comes from mistakes, but are these the only choices when it comes to the people who work in your organization? If we dont know whether or not we will succeed or fail, we can experiment. The common thread is that all three phases can provide time for employee learning, which should always be considered a success.

Success & Failure - How should they be defined 

Most success comes from repeating good practices, although success can come from failure and even experimenting. The difference between success from good practice and success from failure, is the amount of learning that occurs. Employees who cannot accept failure often hinder their own learning. If one can’t accept the possibility of failure, it can also be difficult to accept the possibility of success. 70% of employees who were aware that their boss was unhappy with their performance couldn't tell you just what they were doing wrong or how they were going to change. So the identification of specific failures (the hows and the whys) is important. 

Tweet This: 70% of employees can't identify why their boss was unhappy with their performance. Here's how to fix this:

The Idea of success is not even your idea, it is somebody else’s idea of what success is.”

Consider learning at all costs to be a success, even if it comes from a failure. Success can actually inhibit learning with both individuals and organizations. When we succeed, we often determine that the reason is our own success and talents. Overconfidence by success can lead to believing that nothing needs changed, and never asking the tough questions about what else is there to learn. 

With Experimentation Comes Opportunity 

The outcome of an experiment can never be predicted, but isn’t that the point? The opportunity for learning is the highest in experimenting mode, and if we are judging our success from how much we are learning this can be our biggest opportunity. Stay away from making changes without experimenting–find ways to explore all opportunities, and run more experiments faster and cheaper. 

“That’s right: assume the experiment will fail and produce nothing in terms of results.”

It is hard to determine if you have learned anything if you continue to take the same approach. Even though good practices often yield success by most standards, repeated processes are also prone to repeating mistakes. The best result is when our mistakes surprise us with unexpected success

Tweet This: Don't be afraid of mistakes for this reason: 

Celebrate the Learning - Loud, proud and often 

“I suggest that maybe we should have a big bell in the office, so that we could ring it whenever there was something to celebrate.” 

While in most organizations it is important to celebrate success with a focus on good practices, it is just as important to celebrate learning. 86% of HR professionals said that employee recognition increased employee happiness. The idea of celebrating failure makes no sense, it only amplifies the negative. When choosing to celebrate our success and failure learning in our company, it’s important to be consistent–make it frequent, noticeable and remarkable. Celebration will lead to best practices and continuous improvement in our organization and happy employees. 

Never Stop Learning

Hopefully the advantages of failure learning will inspire you to make changes personally and in your workplace. Regardless of what triggers learning within your organization, find a system and expand on it. Focus on successes and learning, celebrate all the time, and keep a safe environment to continue this cycle. Companies risk losing top new talent as 52% of recent grads are not receiving training from employers. 

Tweet This: Experience the benefits of failure learning. 

“It’s not about the first-mover advantage; it’s about the fast-learner advantage. The only way to win is to learn faster than anyone else.” - Eric Ries, The Lean Startup

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Tags: learning & development, Learning Insights