Under Pressure: Do We Thrive Or Choke When Stressed?
Danielle Meakin - 6 Comments - 29 Sep 2019

All of us are under pressure at some point in our lives. Chronic, or long-term stress is often the result of high-expectations; usually in a job role. Other ‘acute’ moments of stress may be single-events. This could be having to give a speech, make a presentation, or meet a tight deadline. It is how we deal with the pressure that is important, and that which has captivated psychologists in recent years.

 

A tale of two mindsets

Most people can be divided up into two camps. There are those with a ‘positive’ stress mindset and those with a ‘negative’ stress mindset. If you ever attended university, you might recognise the positive stress-heads. The ones who crammed an entire paper or exam’s worth of notes into one long-night before the deadline. These are the people who tend to think of stress as a challenge. They use it as an opportunity to strengthen motivation, sharpen the mind, and really achieve something.

In contrast, those with ‘negative’ stress mindsets view the entire phenomenon as unpleasant and negative. Not surprisingly, this view is harmful to the body. People with negative mindsets are more likely to engage in self-deprecating humour, which actually invokes more distress. Worse, they tend to go into a situation admitting defeat. When a person already has low expectations of themselves and the work they are doing, it becomes a self-fulfilling prophecy. The sufferer tends to sink down to those low expectations.

 

Making the negative positive 

It isn’t surprising that positive mindset-people are less likely to be stressed out in the wake of difficult life events. But there is hope for their negative peers — because there are ways to unlearn the negative mindset. For example, after listening to a presentation on how stress is actually a good thing, even the most negatively minded people performed better when placed under stressful situations.

Another — albeit strange — remedy for negative stress is to get scared instead. Studies have shown that watching horror movies can temporarily calm the brain, and “recalibrate” emotions. In fact, the more stressed a person was before watching a film, the calmer they felt afterwards.

Time pressure also has the curious quality of being able to make people act more like themselves and to improve decision-making. One study by Fandong Chang and Ian Krajbich forced their volunteers into making tough decisions with money. The more selfish individuals acted more selfishly under time pressure, and the more prosocial people acted more socially. Perhaps crucially, the same study found that, under great time pressure, the experts often make the correct decisions.

 

Under pressure, together

Impending moments of acute stress can be very unpleasant, even for more positively minded people. Impending moments can be as varied as a surgeon waiting to go into surgery theatre, to a singer anxiously stepping out in front of a large audience to perform.

What can make the difference between thriving and choking? Research suggests that a text message from a close friend, family member or partner really can help a lot. One study, carried out by psychologist Emily Hooker, found that a simple text message can help to reduce heart rates and blood pressure. The message doesn’t even have to be particularly supportive! Even generic messages work, as long as they remind the brain that there’s someone out there who cares, regardless of what it is they are saying. In the event that no message is received, just visualising someone who you can rely on also works to calm the brain.

Other, not-so-obvious ways to bring down stress in the workplace is to simply make support services available. In a similar way to the mundane text messages above, employees don’t even have to use any of the services for their stress levels to drop. Just knowing that there are counsellors or equipment, or systems in place is enough to reduce the negative mindset of stress.

 

Corporate Wellness & Mental Health UK

 

The razor-thin difference between success and failure

A common occurrence in high-profile sporting events is for a sportsperson to suddenly choke under pressure. This phenomenon happens when the pressure becomes overwhelming and can lead to a rapid deterioration in technical ability. Male athletes are more than twice as likely to choke when the pressure gets too much. This is because men suffer bigger spikes in the stress-related hormone cortisol when they become stressed.

But there is another stress-related phenomenon in high-profile sports that you might not know about. It is the opposite of choking — psychologists call it ‘clutch performance’. Athletes who experience clutch performance excel under pressure, not the other way round. An analysis of athletes who all showed signs of clutch performance reported feeling completely involved in their task. They become unaware of everything except their objectives — even the audience. But the most important thing that each of the athletes described was this: in such circumstances, they visualise success and never thought about what the consequences would be if they failed.

This feeds back into recent research carried out by the psychologist Vikram Chib. Vikram concluded that altering how you look at the stakes can dramatically reduce the chances of choking. It really is mind over matter, in many cases.

 

Conclusion

If you are reading this, there is a good chance that you have either a ‘positive’ or ‘negative’ stress mindset. This can greatly determine your behaviour in times of pressure. The former naturally have it easier, but not to worry. Negative stress can be unlearned and even turned into a positive thing.

There is still much research to be done but, in the meantime, if you happen to be facing a particularly difficult situation, why not try embracing it — as an opportunity to thrive, develop and grow — and imagine first and foremost, that you have already succeeded?

 

This article was written by Neil Wright of De-Risk, a strategic programme risk management company based in Surrey, UK.

 

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

Neil.Wright@smartrecrooot.com'
Neil Wright


This article was written by Neil Wright of Webster Wheelchairs, one of the NHS’s leading suppliers of wheelchairs, rollators, and other elderly and disability-friendly eq


How Payroll Cards Are Changing The Company Culture
Danielle Meakin - 6 Comments - 29 Sep 2019

Hiring experts constantly look for ways to build and preserve company culture and ensure that each and every employee feels cherished and respected in their work environment. Sometimes, the potential to enhance employee retention comes from your company benefits and team-building efforts. The perks you offer to each employee, and access to vacation days will contribute to making them feel more valued. At other times, however, that same potential hides in the least likely of places. This includes your payroll department and procedures – which includes so much more than simply their salary or their bonuses.

It encompasses everything from the way in which you handle taxes, ensure timely payments, utilise compensation for incentivising better performance and rewarding successful employees, all the way to how transparent you are with your payroll in general. Here are a few ways in which you can expect payroll to grow and empower company culture when used properly.

workplace culture

Inspiring confidence and trust

Nobody likes to wait. You don’t want your employees to feel the disquiet of anticipating their salary and then receive it a week later. If anything, you should aim to exceed your employees’ expectations. This is another segment of your business where you can show them how reputable and trustworthy your company is. 

Your employees’ salary is one of the main symbols of success, but also of financial security, and if your business fails to live up to those security standards, chances are you’ll drive your employees away, into the arms of an employer who pays them in time, and in full – every time, no excuses. 

Preserving your company’s reputation

A vital segment of building your company culture includes how your business is perceived based on your financial track record. Are you famous for always working with reputable vendors? Paying your taxes in full? Even using some of your profits to contribute to certain causes?

Managing your finances like a business is a multifaceted process. It allows your employees, but also the public, get a sense of what your brand stands for – and it should stand for integrity above all else. When you protect your reputation in such a way, you’re bound to inspire your employees to be your brand ambassadors. They are much more likely to stay loyal and recommend your business when you stick to your promises.

Ensuring simplicity and convenience

Your employees already experience plenty of stress in their daily lives, and you don’t want to add to it. If anything, you want to make sure that their compensation is a source of joy in every possible sense. This includes the way in which they are able to collect, use, and rely on their salary. In recent years, more companies are transitioning to modernised payroll systems that utilise automation as well as personalization.

For example, one of the benefits of the payroll card is that your employees can now avoid long waiting times and additional fees when they need access to their salary. It is a simple, yet effective way to make this process all the more convenient. This single decision shows that your business puts your employee first when choosing the most efficient, cost-effective solutions for their payroll processes. Taking out all the hassle from this process allows your employees to build stronger bonds with your brand.

Making employees feel appreciated

If working for your brand means being valued and appreciated, you can rest assured that more employees will be eager to stay with your business for longer, and oftentimes recommend your brand as an employer to people they know and trust. Your payroll is the key ingredient in providing this sense of value and appreciation to your employees. When they always receive their salaries on time, and they always get the bonuses they worked so hard for, they will indeed know that their work is noticed and rewarded.

Ensuring optimal, if not competitive compensation, delivering it efficiently, and respecting your employees’ needs in the process all contribute to your team’s desire to stay true to your business. Keep in mind that such high levels of fairness enable companies to build a culture where people thrive and gladly put their best foot forward for each task. 

Payroll may seem like yet another monotonous process that boils down to numbers and stamps. However, when found in the hands of the right HR expert, payroll becomes another empowering tool for your entire company structure, a way to build your reputation, and a key to employee satisfaction. Use it to help your company culture evolve and let it mimic all the values that your business stands for – it will inspire people to stay true to your business and bring other valuable assets to your doorstep. 

Written by Lauren N. Wiseman.

 

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

Lauren N Wiseman


Lauren is a regular SRO Blog and Bizzmark Blog author that has many articles published with the main focus on clients who want their brands to grow in the fast-changing and demanding market. Her personal favorites are successes of small businesses, startups, and entrepreneurs. She goes through life with one strong moto - Kindness, always.


Working Remotely? 3 Ways to Keep Your Recruiting Team Connected
Danielle Meakin - 6 Comments - 29 Sep 2019

For most businesses today, remote work benefits are no longer an outlier. Even if full-time remote positions aren’t an option for your company, most of the workforce would prefer to work with some deviation from a standard 9 to 5 office schedule. Flexible work hours, part-time work from home and even coworking spaces are all becoming key components of the overall business landscape.

Two-thirds of employers in 2019 already offer full- or part-time remote work. Looking toward 2020 and the new decade, the upsurge toward off-site work solutions is only forecasted to increase.

There’s a good chance your recruitment team isn’t immune from the remote trend, either. Thanks to technology that allows recruiters to conduct interviews, track the progress of candidates and communicate with colleagues, remote recruiters have no challenge connecting with their teams and the company at large.

If you want to discover how today’s recruiters are adapting to their remote work styles, continue reading to learn about the top 3 remote tools connecting recruiters, staffers and HR teams.

 

Wellness

 

1. Centralised Recruitment Management System

Because remote recruiters often do not have the ability to meet in person with their team members, your off-site help will need a centralised location where they can execute and organise their work. A Centralised Recruitment Management System is a tool designed to help your teams more effectively recruit and hire new talent.

In the context of remote work, Centralised Recruitment Management tools connect your recruiters through a wide array of features. Smart Recruit Online hosts our platform through the cloud, which enables your team to access this system both in and out of the office (barring an internet connection). From drafting your job description to moving candidates through the hiring funnel, SRO operates on desktops, laptops and mobile tablets, which gives you the flexibility to attract new talent wherever your day takes you.

 

2. VoIP Business Phones

Perhaps the most significant factor in staying connected with your teams is having effective paths for communication. That’s why many businesses offering remote work have started to look for communication tools that are just as mobile as their flex workers. A VoIP business phone is a cloud-based piece of technology that allows your recruiters to send and receive calls over an internet connection.

Similar to many tools powered through the cloud, VoIP phones give their users greater accessibility when making calls (especially compared to a hardwired landline), among other benefits. Depending on your preference, you can call your recruiting colleagues through a mobile phone, tablet or computer with a wireless connection. In the past, offering a business phone for your remote team members would require a manual installation of a new phone line in their home. But with VoIP, giving your recruiters a number is as simple as downloading the correct software. When corresponding with potential candidates, these phones become a great tool for conducting remote phone interviews from coffee shops, bookstores or other public areas.

 

3. Project Tracker

Although recruiters may not work on projects in the same way that your business’ delivery teams do, tracking your projects (whether that’s an individual candidate or a larger targeting campaign) proves to be invaluable for remote recruiters looking to align current and future objectives. A Project Management Software platform is a network of tools and features that helps teams successfully execute on their deliverables in a timely manner.

Because you won’t be sitting next to your team in an office, remote work poses a unique challenge in that it’s difficult to keep your team members updated on the work you’re tackling on a day-to-day basis. That’s why many project tracking tools allow you to view assignments based on the members involved in each step along the way. Creating a digital space to update your progress as you work can help management track the progress of your current hiring initiatives to ensure that you meet the deadline. Project trackers also promote a more productive work culture—one of accountability and ownership for remote recruiters who may otherwise feel out of the loop. By assigning specific tasks to individuals on your team, you can better manage resource allocations and make sure that each part of the process is accounted for.

On the author:

Makenzie Libermann is a content specialist dedicated to covering the many technological and cultural shifts that companies face today. On the off chance she isn’t writing, you can find Makenzie researching the latest news on pop-culture or curling up with a great book.

 

Smart Recruit Online offers an award-winning talent attraction software that can streamline and revolutionise your recruitment. To find out what we can to for your recruitment strategy, book a demo by clicking here.

 

MakenzieLibermann@smartrecrooot.com'
Makenzie Libermann


Makenzie Libermann is a content specialist dedicated to covering the many technological and cultural shifts that companies face today. On the off chance she isn’t writing, you can find Makenzie researching the latest news on pop-culture or curling up with a great book.


Ways HR Can improve Workplace Creativity
Danielle Meakin - 6 Comments - 29 Sep 2019

Ways HR Can improve Workplace Creativity by Chandler C.

Creativity in the workplace is often considered to be a key element in driving the growth of a business. There are many reasons why creativity could be stifled in an office work environment. There are ways to improve ingenuity and inspiration that should always exist when working in a corporate environment – whether it be micromanagement, an isolated workspace or just a general lack of confidence. Motivation is a puzzle and can be shaped to form a strong, unified workforce if put together correctly.  Think about the future of your business and how having an open forum for all employees and a positive workspace that encourages new ways of thinking can have a big impact. Here are some great tips for all human resource representatives that will make staff members at all levels happier and more inspired as they walk through the door each and every day.

 

Encourage Remote Meetings

In the corporate setting, you may find that employees are hesitant to leave the office during the workday in fear of not completing assignments on time or missing crucial information. This feeling of isolation and constant anxiety can have a negative effect on work ethic and stagger workplace productivity. Consider speaking with upper management and coming up with new ways to foster creativity from your staff. One strategy could be to schedule the weekly update meetings outside the office. Meeting at a remote location such as a cafe or coffee shop would be a refreshing change of pace that gets the team away from their desks. Additionally, allowing employees to work from home once a week could also help boost morale. There have been studies that prove workers are just as productive if not more productive when they are able to work remotely or make their own hours. If it isn’t imperative that your staff be in the office during business hours, consider these types of options to boost free-thinking and relieve stress.

 

Allow Anonymity in the Workplace

Many employees, especially those at the bottom of the corporate hierarchy or that are new to the company, may find it uncomfortable to share their ideas. It can be challenging to be outspoken when you feel it isn’t your place to be or about things that are above your paygrade. Urging individuals to come to human resources to voice their ideas or concerns anonymously may help negate this issue. You could also begin a suggestion box in the office for all employees to contribute to at their convenience. Many of these individuals may have great ideas in terms of improvements or subtle changes that would help better the workplace, so allow them the opportunity to make their voice known.

 

Foster Personal Growth

Encouraging staff to consult with their managers regularly in regard to their personal accomplishments and career goals is crucial to creating a thriving office environment with employees who are working hard to succeed. Forming a culture that promotes upward movement from within can give your staff goal-oriented mindsets both in the short and long-term. Be sure to set annual or even quarterly performance reviews for all employees with either their direct supervisor or HR to ensure continued success and growth. The more feedback your staff is given, the more opportunities they will have to prove themselves. And although it may seem tedious to consistently conduct these evaluations, it will prevent anyone from feeling neglected or unheard. And don’t be afraid to invest in the cultural aspects of the company to foster a positive sense of well-being and togetherness among staff. Use this time to focus on those who are putting in 110%, looking for advice and stand out from the pack.

 

Company Culture

 

Reward Major Career Milestones

Most employees crave appreciation and praise for their hard work. Incorporating reward systems for those who are top performers at the company can help to jumpstart productivity in the workplace. Whether it be an employee of the month award, bonus incentives, or simply giving promotions to those who are deserving of them are all great ways to boost morale. Some companies celebrate anniversaries for years of service as well as hosting new hire lunches to connect new staff members with experienced co-workers in the department and/or department heads. Regardless of how you choose to celebrate milestones, employees will be appreciative and work diligently knowing that their hard work will be rewarded.

 

Streamline Workflow Processes

Find new and innovative ways to make your employee’s jobs easier. It will help take away the hassle of repetitive tasks and administrative work. Many human resource departments will partner with the IT team to find the most effective methods of workflow optimization. Some have chosen to incorporate business automation software to simplify back-end tasks, while others have opted to reevaluate the corporate structuring and specific job responsibilities to ensure optimal workflow. Certification programs for management training have also been used to help better delegation within and between departments. There are many strategies you can use, depending on the size and industry focus of the business you are in. Take time to review where there is a significant lag in your business processes and what can be done to correct them.

 

About the Author

Chandler Coleman is a contributing author to Smart Recruit Online and has expertise in business and tech-focused content.

 

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

To book a demo with us and learn more about what our technology can do for your business, click here.

Book a demo

 

ChandlerC@smartrerooot.com'
Chandler C


Chandler Coleman is a contributing author to Smart Recruit Online and has expertise in business and tech-focused content.


Health, Wellbeing & Mental Health Community goes live
Danielle Meakin - 6 Comments - 29 Sep 2019

Health, Wellbeing & Mental Health Community goes live by Mark Stephens.

 

Its time to take action

As a nation, we are travelling head-first into a national crisis around mental health, with the NHS and GP’s already overloaded beyond their capacity.

Subsequently, without the resources to cope, individuals are being signed off work and prescribed antidepressants at an alarming rate. This is leading to an ever-increasing number of sick days, thus impacting individual businesses and costing billions of pounds in revenue losses to the economy each year already.

Businesses cannot rely on the government to address this issue. The solution sits within the realms of corporate responsibility and unless we each take action to address this very real issue, we will undoubtedly suffer the repercussions through disruptions to workflow and productivity ourselves.

However, there is a reward for adopting a more caring culture that supports a genuine and practical approach to the wellbeing of staff, as businesses will inadvertently be establishing a more attractive cultural brand that will appeal to the future talent that they would like to attract.

 

Health and Wellbeing Events

Together with our trusted partners, we have come together to create a Health and Wellbeing Community, which will help you to address this issue. Our core team already contains more than 50 CEO’s, experts and practitioners and we are aligned with more than 50 organisations providing practical solutions across diet, health, fitness, alternative medicines, DNA research, holistic solutions, financial debt resolution, company benefit schemes and more.

Our efforts will be directed towards running regular health and wellness-themed events across the UK for Senior HR, business owners and individuals who are responsible for corporate wellbeing initiatives within their business. Giving you the chance to attend and meet with peers, practitioners, suppliers and industry professionals to hear personal stories and establish meaningful relationships.

The purpose of this group and ultimately these events is to educate businesses on how to support staff from the perspective of both mental & physical health and to share and generate practical ideas to take into your business. Ultimately leading to increased staff retention, productivity, and overall business success.

 

Health & Wellbeing Group

 

A successful launch

The launch of our Health and Wellbeing event a few weeks ago was hugely successful, hosted by Bannatyne Health & Fitness and professionally run and organised by the team at Business Live UK, we are pleased to say that the feedback has been outstanding and we are looking forward to announcing the next set of dates and locations as we take this event on a UK wide tour.

If you work in or around HR and the company you work with are looking at health, wellbeing or mental-health initiatives, then these events offer a fantastic way to explore what and who is out there providing meaningful resources and solutions. Our events are hosted in a totally relaxed non-sales environment, with free food, drink, great speakers and of course collaborations alongside industry peers.

The following video was filmed at the launch event; over 75 individual businesses attended along with 20 carefully selected industry suppliers, and our team of organisers, promoters, sponsors and speakers.

 

You can watch the video here

 

If you would like to join our Health, Wellness and Mental Health community, share ideas, get useful insights, engage with experts and stay informed about future events, then please join our community and group on LinkedIn: Here

 

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

 

More about the author

Mark Stephens

Mark has established a reputation for his passion and enthusiasm over twenty years working in the recruitment industry, both client and agency side. For the last seven years, he has been researching the recruitment landscape from both a technology and people perspective. His insights into market trends are often used and quoted across the industry’s leading publications.

His company, Smart Recruit Online, have been the winner of 5 international awards for technology innovation and Recruitment Technology in the last 18 months and currently hold the accolade of filling more jobs from direct applications for their clients than any other online recruitment service in the UK.

Connect with Mark Stephens on LinkedIn

Mark Stephens


Mark has established a reputation for his passion and enthusiasm over twenty years working in the recruitment industry, both client and agency side. For the last ten years, he has been researching the recruitment landscape from both a technology and people perspective. His insights into market trends are often used and quoted across the industry’s leading publications. His company, Smart Recruit Online, has been the winner of 5 international awards for technology innovation and Recruitment Technology in the last 18 months. And currently holds the accolade of filling more jobs from direct applications for their clients than any other online recruitment service in the UK.


Can I prevent an employee from joining a competitor business?
Danielle Meakin - 6 Comments - 29 Sep 2019

Can I prevent an employee from joining a competitor business? by HR 24

Post-termination obligations or restrictive covenants, within a contract of employment whereby the employee agrees not to do certain things after they leave the company are typical of employers with wide competition. They are usually difficult to enforce unless it can be proved to be reasonable and written to genuinely protect legitimate business interests.  Therefore, the extent of the restrictions must be relative to the employees’ position within the business.

A restrictive covenant should include specific restrictions. These specific restrictions are tailored to prevent your employee from using company information to support a competitor or alternatively aid them in setting up indirect competition. The majority of these Restrictive Covenants will have a time-limit applied. Any longer than a year could be deemed as unreasonable.

 

Company Culture

 

There are generally four types of restriction. These obligations are set out in a restrictive covenant.

 

  1. Non-competition

This seeks to prevent an ex-employee from directly competing or working for a competitor, normally within a specific geographical area and for a set period of time, usually six to twelve months.

 

  1. Non-solicitation

This seeks to prevent an ex-employee from approaching existing customers for a set period of time, usually six to twelve months.

 

  1. Non-poaching of fellow work colleagues

This seeks to prevent an ex-employee from recruiting former work colleagues for their new employer for a set period of time, usually six to twelve months.

 

  1. A restriction on the use of confidential company information

This seeks to prohibit the use of any confidential information acquired by the employee during their employment.

Restrictive covenants can work to protect an employer’s business. They can provide leverage or influence even if an employer would rather not pursue the matter to a full court hearing or seek an application for an injunction.

On the one hand, employers wish to protect their business interests, but on the other hand, an employee has a right to earn a living, so any restrictions have to be seen as reasonable to prevent any suggestions of a restraint of trade.

 

A Garden Leave clause may be worth including within your documentation if you are concerned about Restrictive Covenants. This allows employers to tell an employee that they are required to spend all or part of their notice period at home and during this time they are unable to take up other employment preventing them from working for a competitor.  However, during the period of garden leave, you will be required to pay them their usual salary and benefits.

 

Is this all legal?

 

The covenant needs to be reasonable to stand a chance of being enforceable and should be outlined to a potential new employee prior to commencement rather than being suddenly introduced after the commencement of employment.

An employee should as well be reminded of the restrictions in place prior to leaving at their exit interview. It is a fine balance but a carefully worded document that is not unreasonable can be worth the paper that it is written on.

Article originally published for HR 24

 

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

To book a demo with us and learn more about what our technology can do for your business, click here.

Book a demo

HR24@smartrecrooot.com'
HR 24


HR24 is an online magazine that specialises in HR news and legislation updates designed for employers, directors and business owners.


What is Talent Mobility?.
Danielle Meakin - 6 Comments - 29 Sep 2019

If you haven’t already come across this subject, then prepare yourself for a new recruitment phrase to enter day to day language of recruiters. Talent mobility, is I predict, about to become a new buzzword with talent retention and HR types.

So what is it and how can an employer use it to its best effect.

With the advent of talent management technology, it is becoming increasingly possible to use Talent Mobility as a way to track and therefore identify candidates from within the existing workplace to fill roles with higher levels of responsibility, more efficiently and faster than ever before.

The ability to monitor the talent within their own workforce now allows employers to benefit fully from the talent readily available within their own staff base, this can be used to identify employees that need to be and should be promoted to higher levels of responsibility.

This is a good thing for the company, as it avoids the need to recruit outside talent to fill the role, and is even better news for a worker, as generally an increased level of responsibility within the new role would come with more recognition, more benefits and higher pay.

 

Download our ebook on improving interview attendance

 

Talent mobility is one of those new and not yet popular areas of recruitment within our industry however it is a key topic that should be given more consideration as we move forward into a more technologically advanced future.

Recent studies have shown that 30% or more of all employees in the workforce actively request their company does more to develop them within their workplace, however, studies also show that these same employees do not always have a high level of confidence in their employers’ available development programs. This is an area that professional and forward thinking organisations are going to have to address in the very near future if they wish to benefit from and have an impact on talent mobility.

With the rise of management tools given by a technological revolution within our industry talent mobility will increasingly be used as a monitoring tool.

Employers will in the near future be able to collect data in order to give them a clearer view of the skills and expertise available to them within their own workforce, specific talent mobility software will shortly be an incredibly powerful tool in the search for candidates to fill roles within their current workforce.

Talent mobility will allow employers and employees to design a career path which is almost bespoke for both parties and importantly for the benefit of both parties. The net result will ultimately be more job satisfaction for the employee and crucially higher productivity for the employer, this is a win win situation brought about and finely tuned by the invention and creation of more and more sophisticated targeted software.

A clear example of an individual benefiting from talent mobility software would be the individual who has a desire to move to a more senior position. The technology can show and identify any key missing skills that would be required before the promotion could take place and this would be a priceless tool for the individual and from the employers point of you it would mean that their worker would accept the missing elements and strive to improve themselves for both parties benefit, once again this is a win-win situation.

Any company that does not take full advantage of the available technological advances taking place in and around the recruitment industry should be aware that they could fall behind in their recruitment practices and lose immeasurable benefit that is waiting for them right there in their own ranks.

 

About the author

 

Mike Molloy, is an experienced freelance professional writer & Author

He regularly writes blog content for Smart Recruit on a variety of topics including Recruitment and HR related subjects.

 

 

 

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

MikeMolloy@smartrecrooot.com'
Mike Molloy


Mike Molloy, is an experienced freelance professional writer & Author He regularly writes blog content for Smart Recruit on a variety of topics including Recruitment and HR related subjects.


Average Industry Turnover Rates, and why they happen
Danielle Meakin - 6 Comments - 29 Sep 2019

Average Industry Turnover Rates, and why they happen by Jason Morris, originally published on e-days. 

High employee turnover rates are by no means ideal for a business. Not only do they tend to bring with them some pretty negative connotations – for prospective clients and future employees, they might see it as a sign of a poor work environment or culture, it can also mean significant spend on recruitment for the business itself. Turnover can cost a business around 33% of its employees’ compensation package, including wages and benefits.

With that in mind, e-days took a look at statistics on how turnover rates compare across various industries in the UK and the US, to get an idea of which industries have high and low turnover, and reasons that might be.

Before we get into that, let’s examine some of the reasons there might be for high employee turnover.

 

Why Employees Leave

– Not the right culture fit – employees may feel that their personality or work style does not mesh with that of the business or their coworkers.

– Unhealthy work environment – unfortunately, some businesses are guilty of not providing a work environment which meets regulatory standards.

– Below-average compensation – an employee may feel (whether rightly or wrongly) that they are not being compensated enough for their role.

– Lack of progression – an employee may feel that they are not being given the opportunities to progress they deserve. This may be down to the employee themselves, but also to poor people management and a lack of structure to support progression and development.

– Poor management – having the wrong person in charge of a team can lead to poor culture and poor productivity. Managers who play favourites, don’t trust their employees with responsibility or use them to shift blame will almost certainly drive up turnover rates.

 

Looking at turnover rates by industry

To get more of an insight into why employees leave certain jobs more frequently, we looked at some statistics on attrition/turnover rates in different industries, and some of the reasons behind the higher numbers and the lower ones.

 

2017 average turnover rates in the UK by occupational group
Occupational Group Average Turnover Rate (%)
Distribution 13.5
Engineers 4.9
Engineer Technicians 10.1
Financial Staff 9.5
General Management and Admin Staff 3.1
HR Staff 12.0
Publishing and Events Staff 17.7
Sales and Marketing Staff 9.2
Education Staff (Academic) 11.5
Education Staff (Non-Academic) 10.2
Housing Sector Staff 11.6
Technology Staff 6.8
Voluntary Sector Staff 10.9

Source: XpertHR

 

In the UK, we can see that Publishing and Events is the sector with the highest turnover, by a fair margin. Perhaps this is down to the project-based nature of the work in this sector – employees stick around to complete particular projects, build up their portfolio and move on.

HR also has a relatively high turnover rate, along with Distribution and Education (Academic). The sector with the lowest turnover is General Management and Admin – perhaps because this is less career-motivated work, and employees are more likely to stay with one particular company and work their way up rather than looking around for new opportunities.

 

Sectors with the highest turnover rates in the US today:
Sector Average Turnover Rate (%)
Staffing 352
Hotels 60-300
Supermarkets 100
Fast Food (or QSR) 100
Retail 59

 

These are the industries which see the highest turnover rates in the US. The higher numbers here are most likely down to temporary and contract work – particularly in the Staffing and Hotels sector.

In Supermarkets and Fast Food, which share the same average turnover rate of 100%, this could again be down to temporary staff used to cover holidays (Christmas staff for example) as well as a tendency for those sectors to attract younger staff who move on after high school or college.

As these numbers show – high levels of turnover in a particular industry or a particular business can often be explained by the nature of the work or the structure of the business. Staff turnover, however high, can also present some opportunities to a business.

 

Company Culture

 

How to work staff turnover to your advantage

Improve your talent – attrition can mean getting rid of employees who are not willing to progress or excel in their roles, making way for fresh, high-performing individuals.

Review costs – you may be spending a fair amount on labour without realising it. Employee turnover presents the opportunity to re-examine costs, and determining your most valuable employees from your most costly ones, who yield little return.

Broaden your perspective – turnover brings with it the opportunity to seek out and bring in fresh talent in the industry – people who think slightly different and bring a new and innovative perspective to the business.

Stay competitive – bringing in new and newly trained employees allows you to adapt to changes, new trends, and technologies in your industry.

This article was written and published by e-days.

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

To find out how we can tailor our talent acquisition services to match your recruitment needs, click here.

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Other interesting articles on similar topics:

Recruiting for Skills and Attitude

Interview no-shows and why they are becoming more common

Measuring the cost effectiveness of your advertising channels

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e-days is a cloud-based absence management system.


8 Reasons Recruitment Within the Health & Care Sector isn’t Working
Danielle Meakin - 6 Comments - 29 Sep 2019

8 Reasons Recruitment Within the Health & Care Sector isn’t Working by Mark Stephens

We’ve been working closely with more than 100 Health & Care organisations over the past 18 months, and we have gained significant insights and an understanding of the most common issues and challenges facing people recruiting within this sector.

Recruitment strategy is becoming vitally important across many industry sectors where there is a shortage of skills, but the care sector, in particular, seems to be in turmoil and many companies and organisations almost at the point of meltdown.

We have dedicated the last 10 years to developing recruitment solutions for business and established our own online service as the most consistently effective method for recruiting staff directly, without the use of any third party services, anywhere in the UK.

We are proud have become the UK’s market leader for online recruitment in nearly all vertical markets. But our solution is no miracle and in truth we are just doing things more diligently that our competitors.

What we do has been driven by research, the analysis of data and by developing a deeper understanding of human behaviours, when it comes to recruitment.

Around two years ago we started working with a few organisations in the care sector and our consultative approach uncovered a number of serious recruitment related problems that seemed endemic of the sector and yet the good news is, that once we applied our processes and solutions to those organisations we were able to make significant improvements towards resolving the lions share of their issues.

All sectors have common challenges, but the health and care sectors seem to have quite a few (more than most) and I wanted to use this article to highlight those that we come across most regularly.

 

Common Challenges

– A lack of funding for job advertising. (yet the same companies are using agencies to provide staff)

– Salary budgets are not competitive. (Yet the same companies are paying double to recruitment agencies)

– Seasonal talent shortages. (Even though they know its coming, many companies make no advanced preparation to deal with this)

– Lack of time/resources for managing recruiting internally. (Again leading to an overreliance on agencies)

– Unattractive/restrictive location for potential employees. (I was surprised how many out of town institutions struggle with this)

– High attrition levels, especially in the first 12 months. (Too many organisations are recruiting the wrong people culturally. Add in poor onboarding, training and a lack of a clear career roadmap, it really isn’t that surprising)

– High levels of competition for care staff. (There are staff out there and although there are not enough to go round, we have been amazed how many companies are doing recruitment so badly).

 

So here are the 8 most common factors that contribute towards making the recruitment of staff so much harder than it needs to be and a few little insights into where positive changes could be made.

 

1.Your adverts suck!

When we assessed over 200 Health & Care job adverts posted across the 5 largest UK job boards and measured them against the most essential criteria that determines whether a job advert is likely to succeed we found that 90% of those job adverts failed miserably.

Most adverts we read sounded like a job specification rather than an advert promoting a career move and most failed to follow any sensible structure. Nearly all the adverts were written using a very formal style or tone that was uninspiring, and the majority of job adverts did not place anywhere near enough emphasis on what the opportunity was for the prospective employee. Statistically we know that over 90% of job searches are performed by people who already have a job and these people will not apply to a job just because they think that they can do it. They need to believe that the role sounds better than what they have already got, or they will vote with their feet and they wont hit the apply button. Oh, and don’t forget to use a job title in your adverts that candidates are actually going to search for.

 

how to write outstanding job adverts

 

2.Job adverts were usually posted on the wrong channels

Around 75% of all online job-related searches start in Google and it was obvious that most advertisers hadn’t tested their job title and location in Google to see which media channels were most likely to generate the best results.

The lion’s share of search traffic will click on one of the first four natural search results that Google or any other search engine generates.

Here is the wake-up call for the Health sector: Health and Care Job related search traffic clicking into more traditional job boards exceeds the number of people visiting NHS jobs many times over. In a survey of more than 100 applicants who had applied for a nursing role for an NHS trust, more than 70% said that they started their search in a search engine and visited several traditional job advertising media channels before going into NHS jobs. It might be free, but it isn’t where the majority of online search traffic is going.

 

3.Your Recruitment process is far too slow or long

Over 90% of candidates applying online are already in employment and according to significant research performed by Indeed, involving more than 250,000 candidates, over 70% said that they were assessing the company that they had just applied to by their experience of the companies recruiting and interview process.

In the care sector, if you take more than 48 hours to respond to a new application, there is a 25% chance that they are no longer available.

If you take more than one week to respond to an application even if it is to arrange an interview, then there is a 50% chance that the candidate is no longer interested.

This can get worse, especially for harder to fill roles and in many cases we discovered that typically a nurse who has just uploaded their CV into a job board, in order to apply for a job will have received more than 5 job related telephone calls within the first 48 hours.

 

4.Your Recruitment Strategy is all about you

Over 90% of people performing job related searches are currently in work. (yes I know I already said that but it needs repeating again). Passive applicants need nurturing and romancing to win them over, whether that is in your job advert or in the way that you engage with them during the recruitment process. If your adverts or selection process is all about screening out unsuitable applicants, then you will not attract the best candidates for your job or even if you do, they will potentially drop out during the selection process.

 

5.You are not performing your due diligence

There are two equally important factors that you need to assess candidates against:

The tools and processes for making these assessments need to be chosen carefully and must be deployed in the right way. By not performing due diligence you will undoubtedly run the risk of recruiting people that under-perform, become disengaged and ultimately leave. By delivering these tasks inappropriately you will put off some of the best candidates who will subsequently drop out of the process. High levels of attrition in the first year of employment within the care sector can often be put down to poor cultural and behavioural alignment and a bums on seat recruitment strategy.

 

6.The best applicants are not buying into you or your organisation

According to the CIPD, over 90% of business owners agreed that recruiting the very best people they could each time that they have a vacancy, was probably the most influential aspect to future commercial growth. So why do we not approach the recruitment of staff appropriately?

Do you and the organisation build a relationship with the best applicants? Were the best applicants invited in to tour the facility and meet other people as part of your onboarding process?

Are you genuinely in touch with what the most important aspects are for candidates deciding on what new job to take in your sector?

It is a massive decision for most people to quit their current job and so do not expect candidates to accept an offer just because you made it to them.

 

7.Your Recruitment process is counter-productive

If you are re-directing applications from your job adverts to a career page or to an application form, then you will be losing over 50% of the candidates that hit the apply button.

If you can get candidates to hit the apply button, then you have done the hardest bit, so why redirect them to a pre-screening questionnaire? If you are doing this, then statistically you are losing between 70 and 85% of candidates that wanted to apply to your vacancy.

It gets worse… Research proves that the most passive (and probably the best) applicants are the most likely to drop out.

I also want to add in to the mix, that multiple stage interview processes can also lose great applicants. Unless the level or the complexity of the role determines it (and that usually means the salary will reflect this too) then more than one face to face interview places the best applicants at risk. (I should note that on some occasions I would support a second interview presentation and a meet the team type exercise). However, for most roles getting the candidate to keep coming back is quite frankly unnecessary and reflects badly on the companies organisational ability.

 

8.There is a disconnect between the recruiting team and the business

Most Coalface recruiters will admit that getting the job filled quickly and efficiently is their top priority.

But how can a business deploy an effective process for always recruiting the best talent, when the people on the coalface are prioritising just getting the job filled?

Until the business starts to influence and reward the behaviours that change this mentality they will never achieve their objective.

 

About the Author

Smart recruit Online CEO Mark Stephens

Mark Stephens has over 20 years of business management experience, across Sales, Marketing, Recruitment and Technology environments. In 2013 Mark won the Chambers of Commerce award for innovation in business. He is a serial entrepreneur and is the founder of several companies including F10,  Smart Recruit Online and The HR & Recruitment Resource Library.

Mark has established a reputation for his passion and enthusiasm over twenty years working in the recruitment industry, both client and agency side. For the last seven years he has been researching the recruitment landscape from both a technology and people perspective. His insights into market trends are often used and quoted across the industry’s leading publications.

Mark also delivers keynote talks and training to recruitment teams in both public and private sector organisations, on writing better advertising copy, targeting passive candidates and understanding candidate behaviours online.

Connect with Mark Stephens on LinkedIn. 

 

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. 

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Mark Stephens


Mark has established a reputation for his passion and enthusiasm over twenty years working in the recruitment industry, both client and agency side. For the last ten years, he has been researching the recruitment landscape from both a technology and people perspective. His insights into market trends are often used and quoted across the industry’s leading publications. His company, Smart Recruit Online, has been the winner of 5 international awards for technology innovation and Recruitment Technology in the last 18 months. And currently holds the accolade of filling more jobs from direct applications for their clients than any other online recruitment service in the UK.


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