December 18th, 2015
As you plan to address your hiring needs for 2016, look back at your hiring process in 2015 to see what worked and what didn’t, and to make adjustments so that your 2016 hiring is successful. Think about these questions and consider making changes where needed.
- Did you define job responsibilities clearly? It’s impossible to find the right person for the job if you can’t clearly say what they’ll need to do in the job. Take the time to define exactly what the role will be. Make sure you evaluate all candidates equally against these requirements to find the best fit.
- Did you make the hiring decisions by yourself? Once you’re a manager with the ability to make hiring decisions, your hands-on time with technology diminishes and so does your ability to assess technical qualifications. Be sure to have candidates evaluated by other members of your team who are closer to the technical work. And since your team will probably work more closely with the new hire than you will, listen to their input about the candidate’s interpersonal skills. It’s also important to check the candidate’s references; don’t settle for verifying dates of employment, but also verify the candidate’s competence.
- Is it taking too long to hire new staff? Did you fill all your positions this past year quickly, easily, and with the right people, or did you struggle, leaving positions unfilled for a long time? If you found it difficult to hire, you may have been looking in the wrong places, or you may not be offering the competitive salaries and benefits needed to attract candidates as the job market heats up.
- What are you doing to retain staff? The more staff you retain, the less you have to hire replacements. Pay attention to your staff morale. Take individual development planning seriously, and work with each team member to evaluate where they are and where they want to go. Understand what your staff values—respect, money, recognition, challenge—and deliver it so they have no reason to go elsewhere in search of rewards.
Need help with your hiring in 2016? Work with InReach IT Solutions to make sure next year’s new employees meet your staffing needs.
July 24th, 2015
Surveys show that as many as two-thirds or more of employees consider work-life balance as the key factor in evaluating their job satisfaction, even more important than salary. Do your employees have work-life balance? Here’s how it may affect your company if they don’t:
Poor work-life balance contributes to staffing attrition and turnover. The costs associated with turnover include the expense of hiring new employees, onboarding and training them, as well as the potential costs of project delays. It’s been estimated that companies that help employees find balance can increase retention by as much as 33 percent.
Over-tired, over-stressed workers don’t think as well. Tech companies depend on the creative thinking of their staff, which is negatively affected by poor work-life balance. Burned out workers can’t contribute as much as staff who are happy to be at the office. Workers who can’t address personal matters on their own time have no choice but to address them on company time using company resources, resulting in lower productivity and higher expenses.
Achieving a diverse workforce requires work-life balance. The impact of poor work-life balance on family makes it harder for companies to keep employees with concerns about childcare or elderly parents. The burden still often falls harder on women, though work-life balance is not a women’s issue.
The next generation of workers won’t give up work-life performance. The younger generation expects to have a good work-life balance. One reason the freelance economy is growing is the flexibility it gives those workers in managing their work and lives. Companies that want to get the best workers in the future need to offer an environment that allows them to have a life outside work.
Your competitors offer work-life balance. In a survey, more than half of companies with work-life programs planned to increase their spending on it in 2015. If you want to keep up with your competitors, you need to make work-life balance part of your brand.
Even if your company offers lots of flexibility and a great work-life balance, you still need to replace workers or staff up new projects. Contact InReach IT Solutions to help solve your hiring problems.