Highly Skilled workers
ROADMAP FOR HIRING HIGHLY SKILLED WORKERS

Any CEO or director worth their salt will tell you human resource is the ultimate resource. Skilled workers are an asset for any business. They play a large role in setting you apart from your competition, develop your business’s reputation and maintain its ongoing success. A skilled worker is someone who holds the necessary qualifications to produce exceptional results in their work and consistently goes above and beyond in the performance of their duties. Every organisation needs a skilled workforce. This is because the success or failure of any business highly depends on the quality of labour available to it. Having access to staff who are well-trained, able to adapt and knowledgeable in their roles ensures you can maintain high levels of performance, no matter what the current challenges of your industry may be. Here’s how you can have the best of the best working on your team.

  1. DEVELOP A RECRUITMENT STRATEGY

A recruitment strategy is a formal plan of action involving an organisations attempts to successfully identify, recruit, and hire high-quality candidates. With no shortage of  job seekers, you’ll need a strong recruitment strategy to build an engaged workforce that will give your business a competitive advantage.[1]

Begin by closely examining your business needs, goals and objectives as this will enable you to hire a team that will help you realise them. You should avoid being vague about what the job requires. Write a detailed job description that’s clear about the required skills and experience and what the job entails; including hours of work and responsibilities.[2]

The beauty of running a business in today’s society is that there are many technological resources available that will help you in the recruiting process. Social media for instance can be a great tool for posting job ads as well as collecting data on potential job candidates.[3]

  1. MAKE YOUR COMPANY A TOP PICK

Employees want to work for a company that they’re passionate about, but they also want a company that’s passionate about them. By making your company attractive to prospective employees, you enable your company to hire high-performing workers who increase productivity and sales and allow your company to grow.

For companies that want to stay competitive and attract top candidates, it’s becoming more and more important to have the kinds of benefits and perks that employees are looking for in today’s market. These include healthcare benefits, paid leave, vacations etc.[4]

People generally feel appreciated and motivated when their good work is acknowledged. Provide a competitive salary and opportunities for personal growth within your business for employees to showcase their skills. It is also important to highlight your company’s strengths as this will emphasise to potential employees the advantages of joining your team.[5]

  1. NARROW DOWN YOUR LIST OF CANDIDATES

In a perfect world, it would be easy to make hiring decisions. You post a job description, a handful of qualified people apply and you begin the recruiting process. Unfortunately, we don’t live in perfect world. Some job seekers just blast resumes off for jobs they’re not entirely qualified for and hope for the best. The recruiting team then has to sort through numerous applications to find the handful who have what it takes to do the job.[6]

In order to avoid the hassle of sorting through numerous applications, ensure that you provide a clear job description. The job description should communicate the essential job tasks, duties, responsibilities, and qualifications of the position. Effective job descriptions are professional and relatable. Before publishing, double-check your job description to ensure clarity and accuracy. In an effort to try and find the best workers, be realistic about your expectations so as not to scare away potential employees.[7]

  1. CARRY OUT INTERVIEWS

After narrowing down your pool of potential candidates, you should have a short list of potential hires that you want to formally interview. The candidate interview is a vital component of the hiring process and can be carried out in a number of ways.[8]

You can conduct face-to-face interviews where you can ask more in-depth questions about the candidate’s background and skills to really find out if they’ll be the best fit for your company. Hiring qualified employees is an art that also requires certain skills. Remember to also give your interviewees a chance to ask questions they may have about your company. You have to be a good listener; you need to know how to redirect a conversation; and you must be able to make a distinction between a person who simply wants the job and the perfect candidate who can get the job done.[9]

  1. MAKE AN OFFER

When you are satisfied with the results of the interview process and have made your final hiring choice, it is time to make an offer to the job candidate. Be sure to make an offer that is worthwhile as highly skilled workers are in high demand and chances are that they may receive better offers elsewhere. While the candidate considers your job offer, stay in touch. The purpose is for you to reinforce your enthusiasm about having them on your team.[10]

Hiring highly skilled workers can be a lengthy and daunting process and we understand that. With the right tools and guidance you can be sure to have top tier employees working in your corner. Here at The Manpower Company, we pride ourselves in recruiting the best for your business. Drop us an email and begin skilling your business.

Did you know you can submit a job posting directly to our website? Click here to try it out!

CREDIT to Insperity for providing these steps.[11]


[1] https://www.hrtechnologist.com/articles/recruitment-onboarding/top-employee-recruitment-strategies/

[2] https://toggl.com/blog/recruitment-strategies

[3] https://recruitingdaily.com/9-employee-recruitment-strategies/

[4] https://www.getkisi.com/unlocked/important-benefits-that-make-your-company-more-attractive

[5] https://learnaboutus.com/9-ways-make-company-more-appealing-job-seekers.html

[6] https://www.womenonbusiness.com/fast-ways-to-narrow-down-a-big-pool-of-job-applicants/

[7] https://www.huntclub.com/blog/6-strategies-to-narrow-down-your-candidate-pool

[8] https://www.allbusiness.com/tips-for-interviewing-potential-employees-2556-1.html

[9] https://www.go2hr.ca/recruitment/preparing-conducting-interviews

[10] https://www.insperity.com/blog/hiring-highly-skilled-workers/

[11] https://www.insperity.com/blog/hiring-highly-skilled-workers/

bridging the generation gap
BRIDGING THE GENERATION GAP IN THE WORKPLACE

In today’s society, the workforce is primarily multigenerational. This means that for the first time in human history, there are multiple generations actively engaged in the workforce i.e. the Baby Boomers who were born between 1946 – 1964, Generation X born between 1965 – 1980 and Millennials born between 1980- 2000. Each generation has different thoughts and beliefs unique to the time period in which they were brought up. It is important to acknowledge that these generational differences exist and thus synergise them for a more conducive and productive work environment. This article looks at some of the ways to bridge the generation gap in the workplace.

  1. CREATE A KNOWLEDGE SHARING CULTURE

The best classroom in the world is at the feet of an elderly person.

-Andy Rooney

Older workers hold immense knowledge, and as they head towards their golden years, loads of valuable information, skills and lessons are lost. This in turn creates a knowledge vacuum that cannot be easily filled; however this does not have to be detrimental.[1]

Have programs where veteran employees can teach various courses and showcase their knowledge and expertise to the younger employees. The younger generations are used to being stimulated constantly and it’s wise to offer development coaching and training programs to keep them growing and learning new things. The older generations can mentor them by including them in meetings, client interactions and new business pitches. When employees feel trusted and valued it boosts their commitment, motivation, and loyalty.[2]

  1. FOCUS ON INCLUSIVITY

The Millennial generation has often been described as lazy, self-centred and entitled. Living with the burden of this generalised assumption can be demotivating and may even discourage some from taking part in collaborative projects. It is important to note that millennials have grown up in a world driven by the internet and social media which has created a need to feel included and to share their opinions.

As an employer, try to engage them and listen to their views and pose questions about their ideas and how best to execute them. Ensure to include them in meetings and decision making processes where possible.[3] Many Millennials have grown up in an environment that promotes diversity. They focus more on the willingness of a business to embrace and include a diversity of ideas and perspectives within a positive and supportive culture. If you create a culture of diversity that recognises past and current perspectives, your workforce will be more engaged and more productive.

  1. APPRECIATE WHAT EACH GENERATION HAS TO OFFER

The beauty of having a multi-generational work place, is each of these generations bring knowledge and skillsets unique to their life experiences.

The older generation for instance, view work as a privilege and value loyalty and respect for authority figures. This means that they work hard and believe in company loyalty. They value the bond and partnerships formed over time and are optimistic and disciplined,  – they are strong team players. They tend to have strong technical skills and are generally more independent than previous generations. The Millennials in the workforce are more entrepreneurial and tech savvy. They tend to want independence and may be motivated by security and development. Multi-tasking also comes naturally for this group. This is the first generation to come of age during the rapid growth of the internet. They are considered to be among the most resilient in navigating change with an appreciation for diversity and inclusion. Millennials are generally the most educated generation of workers today.[4]

  1. ESTABLISH EFFICIENT COMMUNICATION METHODS

Communication is important because it bridges the gap between individuals and groups. Effective and regular communication is not a trait that’s exclusive to one generation, but employees may communicate differently and at different times depending on their age.

These differing communication preferences can lead to mixed messages and misunderstandings in the office. A younger employee may send an email addressing a disagreement with their older manager or colleague when the older party thinks they should have a formal meeting. Not only does each generation communicate with varying frequency, but they’re using different means to communicate as well. Be sure to offer several means for communication, both formal and informal and ensure that everyone understands the best way to air issues and problem solve.[5]

  1. AVOID ONE SIZE FITS ALL MANAGEMENT

Managing generationally diverse employees also means that you need to switch up your managerial styles accordingly. For example, having a management plan that is millennial-friendly might make their seniors feel out of place and lead to a decrease in their productivity. The reverse is also possible.

When managing the Millennials in the workplace, be sure to focus on the quality of their work rather than the hours they spend working. Additionally, provide guidance and learning opportunities for them to grow and improve their skills. For the older generations, provide leeway for them to work without close supervision as they prefer autonomy. They also value recognition for their hard work and skills.[6]

As time goes by and people continue to age, generational shifts are inevitable. Managing and supporting multigenerational employees can sometimes be difficult. However, with a proactive leadership approach, these generational differences can be an added strength and source of innovation to the company. Generational differences are tremendously advantageous and with these few tips, you can achieve the full potential of your diverse workplace.

Mshimba Michelle


[1] https://ideas.bkconnection.com/bridging-the-workplace-generation-gap-in-your-organization

[2] https://www.employmentlawhandbook.com/general/four-solutions-to-bridge-the-generation-gap-in-the-workplace/

[3] https://resources.workable.com/stories-and-insights/millennials-in-the-workplace

[4] https://www.digitalhrtech.com/generational-differences-in-the-workplace/#How

[5] https://www.business2community.com/human-resources/5-ways-to-bridge-the-generation-gap-between-employees-02292982

[6] https://www.paychex.com/articles/human-resources/how-to-manage-multiple-generations-in-the-workplace

Business slowdown
TAKING ADVANTAGE OF A BUSINESS SLOWDOWN

Slowdowns, recessions and economic contractions are words we’re all too familiar with. Whether they’re caused by poor decision making or uncontrollable events, pulling your business through is a big concern. While all businesses might not have the financial capacity or ability to keep working – they are many that do. Here’s some great tips we found on capitalising on a business slowdown:

  1. Build your efficiency

When business is booming, it undoubtedly becomes more difficult to carry out maintenance and improve operations On any given day, making sure your business runs efficiently is a priority. However, it can be difficult to ran a growing business and balance the growing pains associated with it. The reduced demand for your product or service frees up time and resources for a complete internal audit.

Start with identifying and improving[1]:

  • Breakdowns in processes
  • Delays caused by poor project management
  • Redundancies and overlaps
  • Breakdowns in communication both internally and customer facing
  • Lack of integration in your tech systems and updates
  • Migration of paper files to cloud storage

Don’t forget to consult your employees and find out what tools they need to work efficiently and what they’d like to improve.

  1. Research your market

Use this opportunity to conduct market research and look externally as well as internally. Assemble a team and investigate the current market and understand how it has evolved. Consider researching:

  • Your competition – How are they dealing with the business slowdown? What techniques do the apply? Could you do better?
  • Other businesses – Businesses in adjacent niches are a great information source in keeping up with your industry. Look at any new development and how they could fit into your business. Also consider looking at older companies in your market and understand the steps they took to get where they are. Mature companies are excellent reference points when growing your business.
  • Upcoming trends – Staying relevant to your customers is the ultimate goal for any business. Take a close look at the past, current and upcoming trends in your industry and optimise your business accordingly. Include recent innovations and tech integration in your research.
  1. Nurture your sales pipeline

More than ever, a contraction is the ultimate time to cultivate and connect with your clients – prospects and existing. Call your pipeline and find out how you can support them. Focus on making them about connecting and less about selling. In the long run, it costs less to keep a customer than getting a new one. Develop loyalty in your clients by really nurturing your relationships. Somethings you could consider:

  • Special offers and discounts
  • Partnering in cross promotional
  • Re-purpose your sales teams to account management
  • Collect client feedback and testimonials

Use this opportunity to build and strengthen your business portfolio and take advantage of the boost in reputation.

  1. Update your product or service

Now that you have a better understanding of your market. Take the upcoming trends, feedback from your staff and customers and re-develop your product. Repurpose your staff into a research and development (R&D) unit and experiment with different prototypes. Use these prompts:

  • What does my market need? What do you need to develop a solution?
  • How can you tap into my current resources?
  • Do you need a new set of skills for your R&D? Hire or outsource?

With smart decision making and a clear path forward you should be able to avoid mass lay-offs and retain value in your team.  

  1. Train and upskill your teams

The re-hiring process is costly and time consuming. Companies develop alongside their employees, and re-starting this process is lengthy. Markets and industries are in constant evolution and your portfolio of skills needs to be too. You’ve already gone through the pain-staking process of developing a team and understand their strengths and weaknesses you can work to fill the gaps.

In line with your current goals and market trends invest in training, retraining and upskilling your teams – especially since you have the time.

Think of the ROI in terms of increased employee loyalty and retention as well as increased productivity from better skilled talent.[2]

  1. Repurpose your teams

As you will have ascertained certain members of your team will have a lot of time on their hands. For instance, your sales team will no longer have endless prospects and recruiters will be on a hiring freeze. Rather than letting them go, place them in a different part of your organisation or re-define their goals.

Move your sales people into account management to build a relationship with your clients. Use your HR team to find appropriate training programs for upskilling your teams based on the R&D research you completed.

A new emerging trend for businesses is ‘loaning-out’ employees. In China for instance, restaurants are loaning their employees to overwhelmed supermarkets. This simultaneously keeps the workers employed and both businesses afloat.

On top of the added engagement and loyalty from your employees, you will also be tightening your operations and solving problems you put off for so long.

  1. Vacations for you and your team

Transitions in operating styles – like working remotely – can be tough to adopt. Chances are you and your team will be plunged into new depths and face new challenges. Don’t be militant and hard with your team. Cut them and yourself some slack to adjust to the new situation – like working from home with their families.

It’s hard to find solutions when your focus is entirely on the problem.

  1. Play the long game   

Businesses that grow in recessions tend to act early, focus on growth and ratify a long-term perspective[3]. Understanding your market, growing in operational efficiency, upskilling your employees or fostering customer loyalty your business must have a strategy. Your goal should be to maximise your potential and minimise losses until the economy bounces back. Growth and success isn’t impossible during a downturn – you just don’t have the luxury of mistakes.

Take advantage of a business slow down and optimise your chances for success. Your team and business will be the better for it.

As usual, The Manpower Company (TMC) is here to support your business in any capacity we can. Developing training programs and auditing your HR needs is a component to a successful business. Reach out with your concerns and optimise your team at info@tmc.ke


[1] https://resources.workable.com/stories-and-insights/business-strategies-slowdown/#

[2] https://resources.workable.com/stories-and-insights/business-strategies-slowdown/#

[3] https://www.bizjournals.com/atlanta/news/2019/12/04/managing-your-business-in-the-next-downturn.html

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