How To Prepare Your Business To Recruit Service Leavers
Danielle Meakin - 6 Comments - 29 Sep 2019

Between 12,000 and 20,000 veterans leave the armed services each year and venture into the civilian workforce. Yet a large percentage of them are struggling to find their perfect job role. Thanks to 31% of recruiters being reluctant to hire ex-military personnel, according to reports by SSAFA. The number one reason? Many of them worry about being adequately prepared to provide the right support for veterans. However, employing ex-military personnel can benefit your organisation in so many ways, like adding all-important diversity to your workplace, a great work ethic and providing your business with highly skilled employees.

 

Educate Your Recruitment Team To See Past The Differences On A Veteran CV

One of the barriers stopping the recruitment of ex-armed forces employees is the recruitment process. They don’t always take into account the unique skill set that ex-military candidates may possess. Many of them do apply for jobs and end up never getting past the first stage of selection. Simply because their CV does not look like that of a standard traditionally trained professional. Yet, the skills they can bring to the job can be easily transferable and extremely useful. To combat this, focus on training your recruitment team to identify and understand the transferable skills that an armed forces CV can offer.

Research by SAAS showed that some of the positive skills possessed by service leavers include being a strong team player, resilience and being good problem solvers. However, there remains a gap between recognising these qualities and employment practices, according to Jessica Rose at Business in the Community. You can also run regular workshops in your business covering topics such as CV preparation and assessment of employability skills.

 

Build A Support Package Specifically With Ex-Military Employees In Mind

Offering personalised benefits can attract the right talent, including military personnel. To do this, you must first understand the needs of your workforce. If you are going to be adding ex-military personnel to your workforce, it may be a good idea to do research on the key benefits that matter to them. For example, recent research has shown that levels of PTSD are on the increase for veterans. This indicates the need to prioritise mental health benefits, including psychotherapy, hypnotherapy and family therapy.

In addition to prioritising mental health benefits, you will want to focus on other benefits, such as disability and health insurance. A large percentage of the military population retire or leave the armed forces with an injury or disability that may affect their job performance. Securing cover means they feel better having a safety net, and your business is also covered for the possibility.

Most online compensation calculators offer disability and veteran considerations to help you accurately estimate veteran impairment ratings and compensation categories. Another suggestion is to offer direct links to organisations focused on supporting veterans with PTSD and their families. The more uniques support you can provide, the better you will look in their eyes.

 

mental health

 

 

Publicise Your Dedication To Supporting Veterans

The United Kingdom is littered with employers all doing their best to support ex-armed forces. They do this by either offering veteran recruitment programs, retraining or other recruitment initiatives. The one thing they all seem to have in common? They publicise their efforts and willingness to employ military personnel.

Whether it is creating a dedicated careers section for military applicants, offering a veterans employment program, or announcing your vacancies on the social networks of military support organisations, this can ensure your business is noticed by the right people – the veterans.

As a business and employer, this is a responsibility to secure the best talent you can for your organisation. This usually means striking the right mix and balance of differently skilled employees and should include service leavers.

However, you must be prepared to adequately support ex-military personnel, just as you would for any other class of employees. Whether you are just launching your veteran recruitment program or are already an employer of service leavers, it is certainly worthwhile taking the time to design your HR function with them in mind.

 

Smart Recruit Online offers an award-winning talent attraction software that will streamline and revolutionise your recruitment strategy.

We offer a customisable software platform integrated with multiple selection and screening tools, enabling you to make well-informed recruitment decisions. 

To find out what we can to for your recruitment strategy, book a demo by clicking here.

Book a demo

LucyWyndham@smartrecrooot.com'
Lucy Wyndham


Lucy Wyndham is a freelance writer and editor.


Recruiting Mature Workers For Your Business: The Why And How Behind This Trend
Danielle Meakin - 6 Comments - 29 Sep 2019

In 2019, 19% of Americans 65 and older were in the workforce — a 7% increase from 1996. By 2026, that number is predicted to grow to 22%, according to estimates from the U.S Bureau Of Labour Statistics. Interestingly, this wasn’t always the case. In fact, a 2019 research by Deloitte showed that 67% of companies still consider older age to be a competitive disadvantage. However, as a business and workforce, you stand to gain a lot from attracting senior employees to your organisation. With the right jobs and the right support from their employers, older workers can add a wealth of experience, innovation, and add needed diversity to your business.

Why You Need To Include Older Workers In Your Workforce

Older workers are known to be more loyal which means your employee turnover rate is diminished. In the Pew Research Center’s Social & Demographic Trends project, 54% of workers aged 65 and older are employed because they want to be and not because of need or money. Their desire to be employed means they are driven by passion and career fulfilment and are less likely to be constantly on the hunt for a better paying job.

Older workers also come with years of experience in the workforce and a pre-built professional network. With such experience behind them, your business can utilise their acquired skills and past experiences to launch new, reinforced strategies. They also tend to be better in customer-facing and high pressured roles thanks to improved communication and leadership skills, giving you just another reason to consider older workers for jobs. Once you realise the immense benefits of including older workers in their workforce, you must then focus on how to attract such talent. As an employer, the message, method, and channels you use in recruitment will determine the quality and demographics of your potential candidates.

 

Talent Attraction

 

Implement And Publicize Senior Specific Recruitment Program

Many companies across America now offer innovative programs aimed at mature workers in the market including fellowships and return schemes. To use this as inspiration, employers must be prepared to amend the terms of employment to suit older candidates such as offering reduced work hours, emphasized medical and wellness benefits and paid training opportunities for older workers looking to switch professional paths at a later stage. This way companies can still access the merits of hiring an older worker, while senior workers can achieve a work-life balance in retirement.

 

Tap Into Non-Profits And Volunteer Organizations Around You

Another way to attract workers from a mature age pool would be to work in conjunction with local and national organizations — such as community volunteer organizations— to become a point of recruitment. One glance at community programs and volunteer effort shows that a majority of people running these groups are often retired and looking to occupy their time.

 

Include Phased Retirement And Working Options

Employers must also focus on the employment packages offered to their current workers as well. Many older job seekers that are close to retirement age or those not wanting to commit to a full-time job after 65 feel discouraged to even apply to open vacancies since they only have a few years left or seek amended terms. Offering a phased retirement can address this and encourage more seniors to apply for an opening in your business. It can include a gradual reduction in hours and responsibilities or the option of switching to part-time employment or moving into a consulting role.

You can also work with recruitment agencies and online talent platforms that cater just for mater workers like Operation A.B.L.E that works with those aged 55 and older. Above all, rethink your strategy to recruitment and the benefits lesser employed groups such as mature workers can add to your business and beyond. Doing so will not benefit your bottom line and brand, but impact the economy, the wellbeing and the lives of the workforce at large.

 

Smart Recruit Online offers a low cost multi-award winning online recruitment service with a 98% independent customer satisfaction rating and the highest direct-hire fill rate in the UK.

To book a demo with us and learn more about how our technology can transform your recruiting process, click here.

Book a demo

LucyWyndham@smartrecrooot.com'
Lucy Wyndham


Lucy Wyndham is a freelance writer and editor.


Simple Tips For Successful Senior Care Recruitment
Danielle Meakin - 6 Comments - 29 Sep 2019

Simple Tips For Successful Senior Care Recruitment by Lucy Wyndham.

It’s no secret the care sector has a high turnover rate — 128,000 new staff members need to be hired every year to meet increasing demand and replace those who leave or retire. Increased demand alone means a whopping 500,000 new employees need to be recruited this decade. That means the pressure is now on for recruiters to attract and win over the most qualified individuals.

 

Use a Multi-media approach

There are more than 500,000 job related searches performed that relate to the care sector every single month and most prospective candidates will start their job search in a search engine. However, the diversity of results means that posting your jobs to just one or two channels will significantly reduce the number of job advert views and subsequently applications. The major job boards such as Reed, CV-Library, Monster, Indeed and Totaljobs certainly dominate the search engine results and according to statistics provided by Smart Recruit Online, will provide the majority of online applications.

Talent Attraction

Social media 

Social media is one of the most useful recruitment tools in the modern age. Senior living providers should ensure they have a strong web presence and advertise vacancies on popular social media sites like Facebook, Twitter, and LinkedIn (the latter is visited by 25 million job seekers each week).

Moreover, it’s useful to create an entirely separate careers pages for recruitment. Not only will this look more professional to families and seniors (they won’t have to see job ads when they check out your site), but you’ll also look more organised to job applicants as well. On the other hand, it’s also important to monitor company review sites for opinions posted by current and former employees. If an interviewee brings up a negative review in an interview, you want to be ready and able to address their concerns.

 

Help prevent elderly abuse

Abuse is taking place in 99% of care homes across the UK, the Independent reports. It’s commonly found homes with high levels of abuse also have high levels of staff burnout. Care Home staff are often under pressure without adequate support or training, which leads to various types of abuse. Financial abuse, in particular, is a huge problem for the elderly. Seniors are often vulnerable to theft and extortion, which is carried out by people close to them like caregivers.

Although pressure is on the government to solve the root causes of elder abuse, recruiters can also act to help keep care home residents safe. In particular, recruiters should look for staff with the right values to fill care roles. It’s also essential to check credentials and references and run background checks for all potential hires since elderly people are at such a high risk of abuse.

 

Promote the positive aspects of the job

It’s commonly thought working in the care industry is an emotionally and physically draining job with little relief. Recruiters should work to combat this myth by promoting the positive benefits of the job on social media channels.

In particular, you can play up the social aspects, such as outings and activities with the senior residents. Highlight the close relationships formed between elderly residents and their carers. Moreover, many people — particularly those in the Millennial generation — are now looking for jobs that allow them to make a positive difference in the world. So, recruiters should also highlight the positive impact carers make in the lives of the elderly.

It’s true that jobs in senior care aren’t for everyone; it takes a special kind of person.

 

Care Lucy Wyndham is a Freelance Writer and Editor.

 

Smart Recruit Online offers an award-winning talent attraction software that will streamline and revolutionise your recruitment strategy.

We offer a customisable software platform integrated with multiple selection and screening tools, enabling you to make well-informed recruitment decisions. 

To find out what we can to for your recruitment strategy, book a demo by clicking here.

Book a demo

 

 

LucyWyndham@smartrecrooot.com'
Lucy Wyndham


Lucy Wyndham is a freelance writer and editor.


Insights into remote working in 2019
Danielle Meakin - 6 Comments - 29 Sep 2019

Globally, the latest figures show that an estimated 70% of people now work remotely at least once per week. Another 53% are said to work location independent at least half of the week. With each year that passes, more individuals and businesses than ever before are transitioning to full-time remote work roles. When it comes to finding the best workers for a company, one of the top incentives to provide is a healthy work-life balance. Alongside this, the pay is still of top importance for nearly all job seekers. As both the number of remote positions and total wages continue to increase, there will be even greater competition for work-from-home roles. Explore what recruiters are now offering remote workers in terms of pay in 2019.

 

A look at the latest averages

Currently, about 35.4% of the world’s remote workers live in Europe (the highest of any continent). This should come as no surprise, as 51% of all companies that hire remote workers are located in European countries. With such a booming market for location independent positions, it is crucial to know how much remote job seekers are being offered in terms of salary. In early 2019, the global average across industries equates to approximately £15.57/hour (as reported by Remote-How). However, this average does not show much, since wages are so heavily dependent on geographical location and the type of work performed.

 

Company Culture

 

Exact figures vary significantly by field

Depending on the job role one seeks, and how many hours an individual wants to work, the pay can vary significantly. For example, stay-at-home mothers who want to work remotely can pick up part-time remote positions, such as being a virtual assistant, customer service representative, or a bookkeeper. These positions typically offer the highest level of flexibility (which is necessary for mums) and provide a wage around the previously stated global average. However, for those looking to work full-time in their chosen career field, remote workers can make a great deal of money. As another example, remote managers, writers, IT, and legal professionals can earn anywhere between £18 per hour all the way up to £50 per hour. The actual pay that recruiters are offering remote workers depends largely on the company’s budget, the experience level of the candidates, and the actual work that needs to be performed.

 

More companies are beginning to offer benefits

While many remote positions still do not include a benefits package, more companies are starting to offer their virtual workforce traditional job perks. Benefits such as paid time off, childcare, productivity tools, and health & wellness resources are now being extended to remote employees. As more and more organisations shift from standard offices to virtual workplaces, it will soon become essential for companies to offer all workers (remote and in-person) the benefits they most desire.

As 2019 starts to wrap up, one thing should be clear for all recruiters: Remote work opportunities are continuing to increase, and pay is also on the rise. In order to keep top-tier individuals working at an organisation, it will be increasingly important for businesses to evaluate how they pay their remote staff and make changes to keep up with the rest of the world.

 

Lucy Wyndham is a Freelance Writer and Editor.

 

Smart Recruit Online offers a low cost multi-award winning online recruitment service with a 98% independent customer satisfaction rating and the highest direct-hire fill rate in the UK.

To book a demo with us and learn more about how our technology can transform your recruiting process, click here.

Book a demo

LucyWyndham@smartrecrooot.com'
Lucy Wyndham


Lucy Wyndham is a freelance writer and editor.


Wired Differently: Talented Neurodiverse Employees Improve a Company’s Productivity
Danielle Meakin - 6 Comments - 29 Sep 2019

Hiring neurodiverse employees can help improve a company’s productivity and assist in its growth. Today, more and more firms are employing a diverse pool of talents including those with neurological limitations such as Autism, Asperger’s, ADHD, Tourette’s Syndrome, Dyspraxia and Dyslexia, among others. The growing interest by companies and employers for neurodiversity is driven by the need to look for a pool of highly talented individuals that can fill skilled positions.

 

Neurodiverse individuals are under hired

There is an immense capacity for individuals with neuro disabilities to perform a variety of functions. Studies suggest that these people think, perceive and process their thoughts differently. Each person is exceptionally gifted paying attention to detail and can concentrate intensely on the job at hand. A highly functioning individual with ASD, the broad term used to describe those with neuro disabilities excel or outperform those who are neuro able individuals. Research by the University of Montreal indicates that people with autism are 40% better at problem-solving compared to those who do not fall in the neurodiversity category.  And prospective employers know this and are eager to use the talents of neurodiverse individuals.

Although the trend is growing in the US and to some extent the UK to employ neurodiverse individuals, there is a largely untapped labour market that could fill gaps in skilled jobs.  According to the UK National Autistic Society, a mere 16% of individuals with autism are in a full-time job compared to 57% of non-disabled people. In the US, individuals on the autism spectrum have above average IQs yet there are many who are unemployed.

Big names such as Microsoft, Google, SAP, Ford and Hewlett Packard Enterprises have modified their hiring processes to accommodate neurodiversity. To attract neurodiversity, they must change the way they hire people including the creation of job descriptions, providing soft skills training and trial jobs.

Talent Attraction

 

Improving productivity and growth

Although most available data is anecdotal, it suggests that neurodiverse employees increase the productivity of a company by nearly as much as 50%. This was said by Siemens who hired Auticon IT specialists for product testing efficiency.

Employers say that people with ASD are highly skilled in special competencies. And when put in a specific job category where they perform the best, it contributes to company output and productivity. They do their jobs well and are likely to develop loyalty to the company contributing to a high retention..

 

Accommodating neurodiversity

Parents of neurodiverse children often adjust their situation such as designing a home for a child with ADHD. The principle works the same with employers. Some minor adjustments might be required such as modification of work hours, provision of headphones or quiet office spaces.

Remember, people with Autism Spectrum Disorder (ASD) function differently, process thoughts and reactions in a different manner and so on. Adjustments to accommodate their diversity is a small sacrifice, if you can call it that way, in exchange for the benefits they bring to the company. And it works both ways, companies get their talents while neurodiverse individuals are employed and feel a sense of belonging to society.

The practice of ‘neurodiversity is a competitive advantage’ for a business or company (Austin and Pisano, 2017). It would be a disservice to overlook this group of people who can contribute to a company’s growth and output. And if a business or organisation can help these talents get recognised, then it is a win-win situation for both sides.

 

About The Author

 

Lucy Wyndham is a freelance writer and editor.

 

Offering support for both recruiters and on-site HR workforces, Smart Recruit Online helps businesses find and hire the best talent more efficiently. To see how SRO can improve your talent acquisition, campaign management, and candidate screening workflows, book a demo today. 

Book a demo

LucyWyndham@smartrecrooot.com'
Lucy Wyndham


Lucy Wyndham is a freelance writer and editor.


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