Unfortunately, when many people hear the word “diversity,” physically and mentally disabled populations are not typically the first group of people to pop to mind. As our society experiences an upward trend in the awareness of voices of those in marginalized (or underrepresented) populations, employers should actively work to bring these voices into the workplace. It should go without saying that a qualified, yet disabled person deserves just as much consideration for a job as anyone. Furthermore, organizations should not only be actively hiring the disabled but working to provide them with a welcoming atmosphere in their work environment. Below you will find five ways to promote disability inclusion in the workplace.
1. Connect with Local Organizations and Provide Informational Resources
There are multiple advocacy organizations that specialize in assisting organizations in efforts to train, recruit, and hire individuals with a disability. Reach out to a representative and discuss your business diversity policy and goals; they will be able to provide resources, advice, and insight into making your workplace disability-friendly. Distribute resources to your employees that provide detailed information on interacting with coworkers with a physical or mental disability. The University of Washington has created a simple, yet inclusive resource that details the best way to interact with an individual who might have any one of a variety of disabilities.
2. Create Physical Accommodation
Those with physical disabilities might need certain accommodations to support mobility, especially those with something like severe spina bifida or paralysis. Features like wheelchair ramps must be made available to allow for simple access. Workplaces in most countries typically must meet certain governmental standards to ensure a safe and functional work environment for disabled employees. Beyond ramps, there are a plethora of developments for people in the workplace. This includes desks with modifications for keyboards and more space that allows disabled employees to work comfortably. One of the most important aspects of these accommodations is that they don’t make disabled employees feel singled out. Instead, they’re the kinds of things that anyone can use, disabled or not, to work and get around with ease. Differences should be embraced while avoiding making people with disabilities feel “other”-ed. They want to perform their work like anyone else.
3. Allow Flexibility and Telecommuting
You might have a great employee on your team, but their disability may make it difficult for them to come to work. Telecommuting, or working from home, allows someone to keep contributing their excellence in a safe, accommodating environment. If you believe an employee would benefit from telecommuting, you should talk to them about it. Tell them that you would expect the same quality of work, just from home. If commuting and coming to work has been difficult for them, they are likely to be receptive to your idea. Of course, the in-office environment must remain accessible no matter what. Be flexible in working with these employees; perhaps they could come into the office a couple of days a week and telecommute on the others. The in-office days would allow you to meet with them and check on their progress. You can help them set up a practical system for delivering their work. Just be sure to maintain open communication with them to make sure that the telecommuting system is working for you both.
4. Provide Open Support Networks
This goes hand-in-hand with the first recommendation. Partnering with an advocacy organization can provide information on how to best promote effective communication channels with disabled employees. To support employees with disabilities, you need to be as active as possible in learning about what they go through. Even if you can’t completely put yourself in their shoes, you can still gain an understanding and be genuinely empathetic. Listen carefully to their insights and advice. They might tell you something that you hadn’t considered before. While you shouldn’t be speaking for disabled employees, you should be showing your support. Be sure to encourage open communication with not only disabled but all employees. When someone presents you with a problem or concern, actively work with them to find potential solutions.
5. Have Patience
If you find yourself feeling shamefully frustrated by someone with a disability, realize this: they feel your frustration but to a much greater degree. Their disability might affect you for maybe eight hours a day. However, it’s something they must carry with them everywhere they go. Understand that people with disabilities are not helpless. They just need certain accommodations. By being patient, you can show them just how much you value them. If you have any concerns, you should address them in a private manner. Commend them for what they do well and ask them if there’s anything you can do to lighten their load. They might be reluctant to speak up for fear of being reprimanded. Make sure they know that you are here for them. Further, be an active advocate for them. If you hear someone expressing an insensitive negative opinion or grievance about a disabled individual, don’t be afraid to take a stand, as long as you are not embarrassing the target or putting them in the spotlight.
You need to make your workplace one where everyone feels both safe, included, and comfortable speaking up when the need arises. For any disabled employees, there must be proper accommodations and respectful treatment. By ensuring your workplace is one of decency and respect, you can foster organizational pride. Do everything you can to treat your employees with respect and never stop seeking more education and insight to make sure the work environment consistently adapts to be the most positive atmosphere for all employees.
McKenzie Brower is a contributing writer and media relations specialist for DiversityInc Best Practices. She writes for an array of human resources and training blogs. She is a strong supporter of social justice causes and encourages others to have an active voice in promoting equal treatment and opportunity for all.
Talking about job boards will bring up some strong opinions. A lot of people will adamantly insist that they’re a waste of time, while others will swear by them being the best thing that ever happened to their hiring process. Even if you don’t exclusively use job boards, there are plenty of worthwhile reasons to incorporate them into your search for great candidates.
Everyone Who Sees You Wants a Job
Posting in niche locations is a good way to find a special kind of candidate – only if they’re looking for a job. When you post to a job board, you know that everyone reading your listing is looking for a job. You can’t guarantee that everyone who sees the position you’re advertising in another way actually wants to be hired – and that could be a huge waste of money if you’re paying to promote your post.
You Have a Little More Freedom
Job boards will often let you integrate photo and video content into your posts, especially if the videos are embedded from an external host like YouTube. Niche sites may be a little more strict in what they do and don’t allow, and some direct recruitment methods won’t involve an opportunity to share information in a visual format.
Some job boards are absolutely free. If you’re a small business and you can’t afford to pay a lot to find an employee, these job boards can be a lifesaver. By bypassing budgetary restrictions, you’ll be able to hire whenever you need to. Growing businesses need to hire frequently in order to keep up with demand, and you’ll be able to do so with ease.
You’ll Get a Lot Of Choices
Some people have an aversion to using job boards because of the amount of responses they’ll typically receive. While it may take a while to sort through those responses, there’s definitely a bright side. You’ll have a wealth of candidates to choose from. If you already have a good idea of what you’re looking for, it’s easy to skip over candidates who don’t fit your ideal model. You might even find an underdog who can bring their unique experience along for the ride.
You Can Out-Compete Your Competitors
Separating yourself from your competitors is important in every respect. Before you post, look at what your competitors are posting on job boards. You can strategically design your post to show what you have to offer. Why would people enjoy working for you more than they would enjoy working for them? You’ll be able to create a job description that snatches all of the great candidates right out from under your competitors.
Boards Can Boost Your Results
People who are actively seeking employment will often look within the same categories – the ones they’re qualified to work in. If they’ve saved these categories and made an account on the website, they’ll likely get email updates when you post a job in one of those categories. The job board is essentially bringing you directly to the candidates you need, even if they might have missed your post on the website. You’ll be waiting for them in your inbox.
One of the best things about job boards is that virtually anyone can use them. They’re as old as the internet, and they’re designed to keep things simple. If you’re relatively new to hiring, it’s not going to take you a long time to learn how to use a job board. All of the best candidates are already familiar with how they work.
You have nothing to lose by trying job boards, even if you don’t use them exclusively. The more places you advertise your position on, the more likely you are to find the perfect candidate.
About the author:
Michelle Arios is a business and HR blogger, deeply interested in some smart strategies that allow employers to find and retain best talents. At the moment, Michelle is writing on behalf of BizDb.co.nz, and might often be found online, sharing her tips with business owners. Feel free to follow her on @MichelleArios.
At some point, you will need to publish a recruitment ad to entice potential candidates. When writing the ad, you need to be thoughtful in whatever you post to attract the right candidates for the job. Before publishing it, put in thought all the laws that you need to comply with. For instance, before writing that job post, you should be aware of your rights and responsibilities under the Federal Sex Discrimination ACT 1984. A wise tip when posting an ad is to remember that it is still an ad and you should think like a marketer.
Nail the Job Title
It goes without saying; the job title should be appealing. Make it short and eye-catching. It should be a common phrase that pops up at the top of search engine results. The title you put on your recruitment ad does not have to be the exact title the new hire will have. Use a title like “Support Ninja” instead of “Customer Support Representative” or “PR Executive” instead of “Grade 2 Global Communications Support Officer” It is usually auto-suggested for you which will enable you to have new ideas.
69% of candidates will apply for a job that has a description. The description should be easy to read. Avoid using a language that may come out as discriminatory. This includes nationality, age and sex. List at least 3 primary responsibilities that the candidate is expected to undertake. Remember to not get carried away since a job description is not an ad. Focus on the benefits you offer. As well, if you have multiple job offerings, then let it be one post at a time.
To attract a detailed oriented candidate that will fit right into the new role, you have to be specific with the exact skills that you are looking for. This will automatically discourage the candidate who is not qualified from applying. If you can, try to include two bullet points containing the exact skills that you are looking for. This is also a sure way of receiving a manageable amount of applications.
Use Personalized Language
Talk to the reader. The language that you will use in the ad says a lot about your company. Refrain from sounding like another robot generated ad. The simple use of the word “You” tends to make all the difference in recruitment ads. Research has shown that, ads that contain phrases like “The Candidate” or “The applicant” come out cold and harsh. As much as it is an employment ad, try and sound inviting.
The correct description could be a jumble of words and paragraphs. This may cost you when attracting the right candidate. Make use of subheads and bullet points. You can also streamline the ad some more by having labeled sections. This can be done by having one part for qualifications, another for the application process or even have a section for the ideal candidate. In other instances, you can use different styles of formatting such as MLA or apa style cover format.
This is an important point when you are writing a recruitment ad. Make a point in including the location. You can also add more specific information about where the job is based. This helps the candidates know in advance if they can afford the commute. In other instances, they will need to know in advance if they’ll need to relocate.
Provide Information about Your Company
What is your brand? If it’s not popular, then you will have to provide relevant information in what you are all about. There is nothing more discouraging for a candidate than coming across an ad for a ghost company. Do not go into too many details but the ones that count the most. You will also come out as genuine and professional.
Disclose the Pay Rates
If you want to attract interest and communicate to the right candidates, then this is an essential section to fill. By refusing to disclose this part, then you will turn off good candidates.
You do want your recruitment ad to stand out from the rest, right? Aside from the remuneration package, don’t be shy about pointing out some perks and key benefits that they can look forward to. Give them a reason to turn down a similar role from your competitor. Be careful not to exaggerate because honesty is a key virtue especially in a professional field.
Remember, rewards do not have to be financial; you can have a child daycare, team outings or even flexible work programs.
Even with the above guidelines, identify which site you will use to post your recruitment ad. Follow their rules and regulations. It is key to note that a recruitment ad made in compliance with the Federal Sex Discrimination ACT ensures a wide advantage with the pool of job applications. This will ensure that you will attract the best and most qualified applicants.
Kevin is a professional educator and a private tutor with over 8 years of experience. He is also a content writer for various blogs about higher education, entertainment, social media & blogging. During his off time, Kevin enjoys traveling and cooking. Feel free to connect with him on Twitter, Linkedin & Google+.
At work, the motivation usually appears, or disappears, depending on the attitudes of the leadership and, in this aspect, there are many sinful leaderships and responsible for the very low degree of motivation and commitment of the team. One of the most frequent complaints of the leaderships is the lack of commitment of the people. However, they forget that by pointing the finger at employees, there are actually three fingers pointing in the opposite direction to themselves.
The human being has some motivational and satisfying things that must be fulfilled in the workplace to keep the team satisfied:
Listen to your subordinates
If you are a leader, take 60 minutes to talk to your team. Book 45 minutes to listen and 15 minutes to speak. Of those 15, use 10 minutes to ask questions and use the remaining 5 minutes to give the final word. With this attitude, you will practice “knowing how to listen” and will attend to the first basic need.
Recognize your mates
Valuing and recognizing good employee practices is key to building an engaged team. But how to do this recognition? The best way is feedback, a conversation in which the employee’s positive and negative points are passed on. Other actions may also motivate the employee. For example: take him to defend a particular project idea for the board, especially if it was he who thought of the possibility.
Express your appreciation when you realize that there was a special dedication to a job to be well-done. Greet, congratulate, praise. People feel happy when they are noticed and recognized. Thus, you will meet the second basic need.
Have some space for mistakes
Recognize the positive intention of the person. All behavior has a positive intention behind it. Ever. At least from the point of view of those who practice it. Understanding this can be the solution to most employee relationship issues. Recognize positive intention, value it and seek alternatives. This sequence can solve most problems with the team. It is easier to understand the other, when we put ourselves in their place, we look at the situation with their eyes and we know the reason to do what it does. In this way, it is possible to disapprove an action taken by an employee, but still continue to value him as a person. Recognize people’s positive intent and allow them to learn from their own mistakes, so that they will be meeting the third basic need.
Prioritize the transparency of relations
A leader should be careful when speaking but cannot say just what people want to hear. When your actions are set in an attempt to please everyone, the result may even be comfortable in the short term, but in fact, the problem is only postponed. So be transparent and speak what needs to be spoken, even if it is a criticism. Otherwise, the employee may find that you have lied, lost confidence, and are feeling unmotivated.
Delegate tasks and responsibilities
The leader must be able to delegate tasks and responsibilities to the employees, showing that they trust their work. This is a way of motivating and recognizing that the employee is doing a good job. In addition, a positive point to know how to delegate tasks is to optimize the productive process, since the centralization of activities causes the leader to not account for all his functions, harming the progress of work.
Share company values
The employee must know the values of the company, but this does not always happen. The most common is that he is working and does not know what the mission, values and vision with which he should be aligned. In this way, he does not understand what the company expects from him and, as a consequence, he does not have as good a productivity as he could have. Therefore, it is important that the leader converse with each employee, sharing the company’s values and verifying that they are in line with those of the employee. This should be done on hiring, but also monthly, always remembering.
Set goals and set challenges
Goals are critical to corporate growth and employee engagement, which may otherwise not be as clear on the direction they should go. In addition, they are challenges for the team and encourage them to develop skills and competencies. Learning new things also keeps employees motivated, especially if they already have a profile that likes to be challenged. Therefore, understanding individual motivations is also a good alternative.
Encourage your team to think about innovative solutions
Allowing employees to think about their own way of solving a problem may be the best way to encourage them. So, motivate employees to think “out of the box” by finding innovative solutions. This posture also brings benefits to the company that go beyond the motivation of the team. With it, new ideas are tested in the company and can be implemented, improving the production process or even expanding the range of products or services offered by the business.
Invest in the company’s human capital
Of course, to engage your employees and have a high-performing team, the company needs to invest in human capital. This vision has been expanding and becoming popular in recent years, and today, human resources have been considered the main asset of any organization. This is because they make up the intellectual capital and add value to the company, offering competitive advantage. Investing in human capital is not only about increasing productivity and retaining talent, but also a way to get better results, develop skills and act strategically.
Be flexible and human
We have already talked about the importance of the leader being malleable, in order to find the best solutions to the problems that appear in the day to day. In this topic, the idea of flexibility is not related to this, but to the ability to empathize and act with humanity in your relationship with employees. Knowing how to listen to them, understanding their demands and studying real possibilities to serve them when it is possible and pertinent is a challenge faced by many leaders, but it makes a lot of difference in how it relates to your team.
The basis of motivation lies in the relationship and communication between the leadership and its leaders, and it is precisely here that the problems are more recurrent due to a series of factors, such as: aggressive communication, distant relationship, lack of clear objectives, absence of feedback, scathing useless and derogatory. Maintaining a motivated team requires leadership to be attitudes that are aligned with the wishes of the leaders and that make them feel respected and valued.
That’s why communication is fundamental, both to understand what your team expects and to gain their trust. The goal, in this case, is to enable employees to feel free to share their ideas and problems. Thus, everyone will be engaged in the development of the team and the processes carried out in the organization.
Sarah Feldman is a Marketing Manager and is currently working with Digital Express, a digital agency specialized in digital marketing in Dubai. She loves to learn and share about the latest digital marketing updates and trends.
A happy employee is a productive employee. People who enjoy their jobs engage with their work more thoroughly. Hence, creating an ideal environment for the employee to work for a long time in the company is quite important. Unfortunately, this environment is difficult to continue as you grow and scale your business. Hence, It sometimes becomes challenging for HR professionals to do their job. However, there are some things they can do about this.
Watch who you Hire
Although it’s tempting to quickly hire and rapidly grow your business, you really should take the time to think twice about who you’re considering hiring before you actually hire them. By rushing into a hiring decision you’re actually doing your business a disservice because you’ll overlook its core values and mission – things you really want to keep ingrained in your company’s culture. With this in mind, remember that while you can hire someone and train them with the skills they need, you can’t hire someone and change their attitude. This is why it’s so important that you hire people who fit into your company’s culture and your long-term business vision.
Once you’ve hired the “right” people you need to get them involved in shaping your company’s culture. This is especially important when your business is growing quickly because at such times its culture is also changing quickly. When you choose to have your employees involved in that culture and everyone is on the same page, this will help make sure that a good, healthy culture develops.
Along with this involvement is the need for keeping everyone interested in what’s going on around them in their work environment. Employees can easily get stuck in routines that lower their productivity,
interest, and work outcomes. As such, it’s important for employees to grow and develop in their positions. This really is the only way to have an effective work team. Once everyone is connected they’ll want to work harder, faster, and better. The attitude really is that infectious but you’ll still want to check in with employees weekly and conduct yearly reviews. While this takes extra time and energy, it really is worth it to have a highly focused team full of employees who feel that they’re making a valuable contribution to your company.
Have Regular Web Meetings With Remote Offices
In the same way as it’s important to routinely check in with employees, you’ll also want to have regular meetings with your remote offices. Web conferencing is the best option for hosting these meetings since all you need is a computer with an Internet connection. This is why these conferences are also a great option when you need to meet with clients or prospective clients too.
According to small business, there are several great benefits to hosting web conferences. These include:
Save money: People won’t turn in travel expenses all the time.
Save time: Employees will stay in their office where they can finish the projects they’re working on. They also aren’t focused on all the things that typically go into hosting a conference – booking a conference room, planning the agenda, and ordering food.
Increase engagement: Web conferencing is more engaging than a typical phone call since it allows you to share slides, documents, and graphics. Anyone who has a computer with an Internet connection can engage in editing these things throughout the conference too.
Have Team Building Events
While conferences and meetings are important, hosting team building events is an even more important part of developing your company’s internal culture. You really need to get to know your employees, even though you’re in a C-level position. Remember their names then ask them about their family life, socialize with them, then listen and respect them as they reply. This is the only way to maintain a strong company culture.
When people in your business enjoy the company of their fellow coworkers they’ll want to continue working with them. This type of culture actually forms a really strong backbone for your business. With this in mind, B Plans says there are some things you can do to build up your team. These things include:
Get out of the office for a get together such as a dinner after work. Good food always has a way of helping people relax and then it’s only natural for them to start talking. Another great option is a game of bowling. This creates camaraderie among team members and competition between teams too. Mix the teams up too. For instance, you’ll want to include a good mixture of people from various departments together instead of grouping coworkers together. This helps you make sure that people from sales and marketing also get to know who works in engineering and financing too.
Highlight people who live up to the core values you’ve created for your business. Make sure that you’ve defined your company’s core values in a collaborative way, not a top-down process. Once created, you need to reiterate them continually. Giving the proper recognition to those who go out of their way to model these core characteristics is really helpful for everyone.
Humor is an important element of team building. When you go out of your way to make your team laugh you create a good atmosphere for everyone in your business. Whether you’re
enjoying April Fool’s Day together, get everyone involved – even your C-level employees. Nobody is ever in too big of a position to have some fun or enjoy some humor.
Set up dates between team members twice monthly. This type of “cross-pollinating” helps do away with cliques, build bonds between people, and allows team members to get to know one another outside of the regular, daily business setting.
Keeping the people who work for your business happy and loyal is important. You simply can’t overlook this just because you want to keep your nose to the grindstone and focus on growing your business. Getting out, having fun, and recharging go a long way towards making sure your business’ culture doesn’t suffer so that it can continue growing and succeeding. As such, you really should make sure you place some of your focus on team building and its events too.
What? There are many stories recently in the media about inappropriate behavior in the workplace – celebrities, politicians, media. While many are outraged and some are disbelieving, there is one constant – it is not only morally inappropriate, it is against the law. This presentation is going to discuss the legal issues regarding sexual harassment, bullying, and other inappropriate behavior. We will be discussing the various inappropriate behavior, how do you identify them, and what do you need to do about them.
This activity has been approved for 1 HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®).
Gathering the statics about your business is one way to determine the direction of your company. There are so many different metrics that you can look at to determine the future of your business. You need to have a plan in place in order to get some meaning out of your business intelligence. Here are some of the ways to get started understanding the information that you’re receiving.
Find the Right Tool
Starting any business intelligence (BI) plan involves having the right tools to collect the data that you need. There are lots of ways to go about this process. Voice of Customer is one such product that allows you to gather data. This product looks at the feedback from your customer base. It analyzes the stories that your customers are telling about their experience with your company. This gives you a way to measure the interactions between your customers and employees. You can also use it to determine how happy your customer base is with your products. There are other tools that you can use to gather your data. Make sure to have these tools in place so that you can get the most effective data.
Establish Key Performance Indicators
Determine the type of data that you want to analyze. Having too much data can be misleading. You may fail to see that there is a problem if you’re overloaded with information. Establish key performance indicators (KPIs) prior to starting your BI process. You can set the parameters that matter to your company. Many companies choose to measure employee productivity and customer service. Depending on your business, this can be done in a variety of ways. Productivity can be measured through employee hours and the rate of on time deliveries. Customer service is generally solicited through positive customer reviews. There are other goals that you can measure as well. Decide what is important and establish guidelines for those metrics. Consider changing them from time to time.
Analyze Your Current Position
In order to be successful, you need to have a clear picture of where your company currently stands. You can’t improve on something without having a baseline. Gather what information that you can about your current standing in the marketplace. Look at what you have decided on for KPIs. These are your basis for measurement. Most companies have some room for improvement. The second part of the equation is to get everyone on board with the changes. You can’t succeed without the commitment of your staff. Introduce the process in a phased approach. This will give everyone the chance to adapt to the changing business needs. Be prepared for some pushback. Many people don’t like change. This can cause some controversy in the workplace. Phrase it as a means to advance the image of the company.
Embrace the Results
Once you have the results, you need to look at them critically. Analyze the whole picture and don’t jump to conclusions. This is especially true when you’re first starting out. You may be shocked by your results. Consider this an opportunity for improvement. Focus on the positive when presenting the information to your staff. Dwelling on the negatives won’t generate any solutions. In order to advance your company, you need everyone to buy into the process. You may find that you’re doing well in areas that you weren’t aware of before. Look at these positive areas, and determine if you can use these methods in other ways. Maybe a whole department is especially successful. Have them share what works for them. This is one way to get employee buy in for the process.
The key to getting the information you need is to have the right tools. Consider these items when gathering BI for your company’s success.
Businesses these days face a lot of threats. This includes threats from stiff competition in competitive markets. It includes the threat of something going wrong with your product and harming your customer. It includes threats posed by hackers and cyber criminals. Even the prospect of rioters attacking your store during a protest has been a real threat for many years. Overall, you need to take steps to protect your business. Below are four measures you can take.
Diversify Your Revenue Streams
If your company is wholly dependent on a single source of revenue, your business may come to a sudden halt when that revenue dries up one day due to circumstances out of your control. One way to hedge against this risk is to diversify your business offerings. Much like diversifying a portfolio, relying on multiple sources of income from different wings of your company can help shield the entire company from defaulting if one division fails.
Keep a Close Eye on Bookkeeping and Accounts
Some of the biggest threats to a business’s profitability are internal. It’s not really a question of if employees will ever try to steal from you. It’s more of a matter of stopping that theft from becoming too significant. Hire an accountant you trust to manage your books. Also have strong knowledge yourself of exactly how all your dollars are being spent and the status of all your assets. Not doing so will likely lead to your business being defrauded.
Purchase Commercial Insurance
To protect your company from a host of different threats, you need commercial insurance. If your assets get ruined by a natural disaster, having such insurance coverage can be the key to surviving as a business. You also need to keep in mind that lawsuits are a very real threat for nearly every company. Forbes reported that 90 percent of businesses are involved in a lawsuit at any given point. Commercial liability coverage from places like Zuma Insurance is a must.
Take Advantage of the Tax Code
Take advantage of the tax code and try to claim as many write-offs as you legally can. There is nothing wrong with doing so. Many parts of the tax code were designed to help businesses, and you shouldn’t feel ashamed of using them to lower your tax burden.
Overall, businesses face a lot of threats every single day. If you don’t take precautions, these threats could manifest themselves and wreak financial havoc on your business. Do what you can to protect your company and its finances.
Choosing a career path is arguably the largest decision most people will make in their lives. As such, it’s important to get that decision right. Choosing the right career will make your life easier and give you a better chance at being both successful and happy. Here are four fundamental steps you should be taking to choose the career path that is the best for you.
Decide on Basic Characteristics
With so many possible careers out there, the best first step is to narrow down the list to give yourself a more manageable number of options. To do this, start by deciding on some basic characteristics of a career path you would choose, such as the general field you’d want to work in, the amount of free time you’d have and the amount of money you would make. This list doesn’t need to be extensive, but it should provide some basic criteria that all of the choices you’re going to consider must meet in order to be right for you.
Make a List of Possible Careers
Once you know the basic characteristics you want in a career, you can start deciding which career paths match what you want. Try to come up with a list of 10-15 different options that you feel are a good fit for you based on your criteria. A list this size will give you plenty of variety, but at the same time should be narrow enough that it won’t overwhelm you. If you can think of more careers that you know you want to look into, don’t worry too much about going over. Just try to keep the list short enough that it doesn’t present you with too many options.
Research Each Career
By narrowing down your options, you’ve already streamlined the process of choosing a career path considerably. Now, it’s time to find out more about each of the careers you’ve identified as a good fit in the previous steps. If you’re still in high school or college, start talking to a guidance counselor to get more information about each possible career path.
You should also try to talk directly to people who work in the careers you’re interested in. If you really want to learn about being on the inside of a profession, try to find an online forum or group for people who already work in it. These resources will give you considerable insights into what the day-to-day realities of a given career are.
Make a Choice
Once you feel you’ve equipped yourself with all of the information you can, it’s time to make a choice. Don’t rush this step, since it is certainly the most crucial one. At the same time, don’t delay forever, as putting off the choice will lead you down the road of an uncertain and unplanned career path that will likely not be as successful as one that you intentionally decide upon.
At this stage, setting some kind of reasonable deadline can help to keep things from dragging on indefinitely. If you’re a college student, for instance, that deadline might be the beginning of your senior year or your graduation day from a school like Stevens Henagercollege. If not, you might give yourself six months after completing the research phase to come to a final decision.
Choosing a career path is certainly difficult, but this process should make it somewhat easier for you. By narrowing your options, gathering information and giving yourself a finite period of time in which to make a choice, you can establish a structured framework for choosing your career path. Stick to it, and you’ll be able to identify a career path that meets your needs and that you will likely enjoy.
These days, the world of social media is instrumental in almost every business. For many, social media will simply be seen as a sales and marketing tool, but social media can also play a big part in company culture — and may even impact hiring decisions. After all — social media is ‘social’.
It’s time for businesses to leave the narrow-minded ‘channel’ mentality behind them, and bring social media closer to the heart of their business.
In this article we’ll run through the different ways in which you and your team can use social media to benefit your team.
Using social to show the culture of a business
Using social media to broadcast the office culture has two advantages. Firstly, if you’re looking to recruit new talent, culture is likely to play a big part in a candidate’s decision to join you (or not).
It’s important to encourage employees to play an active role in broadcasting the company’s values and activity. This does however require a solid set of guidelines to make sure and employee doesn’t go ‘off-piste’ when communicating with the public about your business.
The second advantage is more marketing related. In displaying your working culture you may also go some way to displaying your company values to customers. If your customers share your business values e.g. being charitable or ethical, they may be more likely to buy from you.
This is probably the most well-known and well proven use of social media for HR.
Jeff Waldman, founder of socialhrcamp.com was quoted on The Economist stating that current employees are well placed to find staff to fit the business, so encouraging referrals through social media is the ideal way to source that talent. He goes on to explain the cost savings made by using this approach by saying that he has worked with businesses who have seen their hiring costs drop from $175,000 per year to just $10,000 per year.
Social media has also given HR teams a quantifiable way of looking at some candidates – particularly in the world of digital marketing and ecommerce. Forbes reports that in addition to using LinkedIn as a form of resume, some recruitment teams are looking at a candidate’s Klout Score as a measure of how socially active they are and their reach. If you are hiring for an ecommerce business for example, finding someone who ‘lives and breathes’ digital and ‘hangs out’ on social media is a good start.
The Society for Human Resource Management ran a survey which found that 84% of businesses are already using social media to recruit new talent and a further 9% are planning to use it.
The breakdown of the type of roles businesses recruit through social is also key. 87% of businesses said they use it to recruit ‘non management, salaried employees’ whereas only 45% said they used social to recruit ‘executive or upper management’ roles. This suggests that while social is a fantastic tool for recruiting the vast majority of roles, traditional methods are preferred when it comes to recruiting the most senior positions.
Normally, if you want to promote anything on social media, you need to pay to ensure your post gets greater reach. Because your staff can act as a distribution network, you may choose not to boost your job posting on social media and rely on ‘organic’ reach. However, placing a small amount of budget aside can help you reach more people and, crucially, more of the right people.
One of the main uses for social media always has been, and always will be, the sharing and consumption of pertinent content. As with many other aspects of business, there are plenty of blogs and groups to follow on social media relating to pretty much anything! Use social media as a free content curation tool in order to stay on top of industry changes.
Putting out feelers and engaging in industry conversations is a fantastic way to create a positive brand reputation — you want to be seen and heard in all the right places.
It’s very easy to find knowledge groups and like minded individuals on social, and a strong people, as well as brand, presence, will showcase your company’s professionalism and ethos. Encourage team members to network on social and support each other’s projects.
Monitoring the use of social media in the workplace
It’s important to lay down guidelines as to how employees should conduct themselves on social media – especially when speaking on behalf of the company.
In many cases, simply telling employees to apply some common sense will be enough. However, having a codified social media policy can help spell out what your company expects from employees.
In their article all about social media guidelines, Hootsuite suggest that guidelines needn’t be ‘chapter and verse’ but the should be a living document that moves with the fast pace of change in the world of social media. They also cite this great example from Adidas.
Intranets and other internal networks
Internal networks can provide an ideal platform for employees to communicate with their colleagues, share successes, and stay up to date with relevant news.
The downside is that they can be costly to implement for large businesses. If you run a small business and you’d still like to create an online community for your staff, consider a closed group on a social media platform. Furthermore, if you’re simply looking for a platform for staff to communicate with, tools like Slack are free and can help connect your team(s).
Although intranets are not open to the public, a set of guidelines (similar to the social media guidelines noted above) should be put in place to ensure that the platform is not abused and that any content shared is appropriate.
It’s not news to anyone that social media is here to stay and will continue to be integral to many parts of many businesses. HR is no exception and staying ahead of the curve with regard to social media will help you manage your existing workforce and hire in the best talent.
Victoria Greene is a branding consultant and freelance writer. On her blog, VictoriaEcommerce, she shares tips on digital, and how companies can improve the way they represent their brand. She is passionate about using her experience to help brands improve their internal processes, as well as their marketing!
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