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/

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

Title - Perks you can give your employees without breaking the bank - i
PERKS YOU CAN GIVE YOUR EMPLOYEES WITHOUT BREAKING THE BANK

Employer brand is defined as the company’s reputation and popularity from a potential employee’s perspective. It describes the values the company gives to its employees[1]. Leaders quite often overlook their employer brand or devote few resources to develop and grow it. A strong employer brand attracts and retains workers while turning them into advocates for the company. Harvard Business Review estimates that a bad reputation costs companies at least 10% more per hire[2]. And according to Gallup, 51% of employees are actively looking for different jobs or watching for opportunities[3]. Organisations that ignore the need for employer branding will miss their chance to keep talented staff onboard.

In addition to the standard benefit packages (Health insurance, retirement fund contribution etc.), here are a few more suggestions to strengthen your employer brand:

  1. Experiences, Employee discounts, rewards and freebies

Your employees deserve some time-out after a particularly demanding week. Think movie tickets, meals or gift cards. Companies will commonly offer a monthly ‘rotating’ gift card to a local spa or restaurant wherein a different employee benefits each month.

  1. Flexible schedule

According to Gallup, a job that allows a greater work-life balance is “very important” to 53% of employees[4]. Allowing your employees some leeway to dictate their hours heightens their engagement with no cost to the employer. Depending on how you adopt the model, some companies set minimum working hours for their employees, while letting them arrange how to fit it into their day. For example, if I had an 8 hour work day, I might prefer to begin at 10 am and end it at 6pm. Whereas another employee might prefer to start at 7am and end 3pm.

  1. Wellness programmes

Employee health should be as big a concern for employers as it is to their subordinates. Unhealthy employees don’t perform – and if they do, they don’t fulfil their potential. Cost, time and responsibilities are the most common barriers inhibiting the pursuit of wellness. Companies can implement a range of measures to tackle this issue. Subsidising gym memberships, organising regularly scheduled walks after lunch and offering healthy snack options are a number of ways to achieve employee wellness. Our personal favourite is hiring a personal trainer for a group session, which is very cost effective while benefiting a larger number of employees.

  1. Generous paid time off

No doubt the topic of time off makes managers and employers very anxious. If that sounds like you, consider focusing on results, not output. If employees deliver on performance goals, does it make a difference how much time they spend at their desks? You’ll find when you trust employees to decide how much time to take off, they work harder to meet deadlines thus increasing productivity and efficiency.

  1. Improve the office environment

While we’re not urging you to invest in expensive extra curricular options, making an office more receptive to the people who spend ALL their time there will boost your bottom line. Consider adding free snacks, Apple Music/Spotify memberships or a comfortable break room to your office. Better yet, all three!

  1. Peer Recognition

While we may not like to admit it, acknowledgement of what we contribute is important to us. So why should it not be the same for our employees? Try having your employees offer a reward to a fellow employee of their choosing. Recognition goes a long way in fostering employee confidence and loyalty

  1. Career Development Opportunities

45% of millennials and 31% of Generation Xers say a job that accelerates their professional development is very important to them[5]. With the world literally at our fingertips, knowledge has been made readily accessible. It’s easier than ever before to learn new skills with platforms like Udemy and Edx. Encouraging employees to pursue the subsidised courses will likely increase their value to your organisation.

  1. Mental health days

Burnout is a reality for a lot of people. While your employees’ mental health should be incentive enough to provide mental health days, here’s more: Organisations with highly engaged employees outperform low engagement organisations financially by 202%[7]. It’s good business to provide space and time for your employees to reset when they ask for it.

  1. Commuter benefits

Unfortunately the rates at which cost of living is rising isn’t proportional to the rate at which salaries increase. This means people continue to earn less while their bills go up. Offering to help employees manage their costs in getting to work is a major perk they’d be interested in. Consider fuel allowances, public transportation budgets or even a company bus.

This list isn’t in any way exhaustive. There’s a lot more action organisations can take to build their employer brand. A great employer brand costs businesses 50% less per hire and results in 50% more qualified applicants[6]. No business wants to pay a premium in higher salaries because of a bad or non-existent reputation. Like any other aspect of your company, you must invest the required time and resources to reap the benefits.

Tune in Every Monday and Thursday for more tips and tricks.

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[1] https://www.talentlyft.com/en/resources/what-is-employer-brand

[2] https://hbr.org/2016/03/a-bad-reputation-costs-company-at-least-10-more-per-hire

[3] State of the American Workplace, Gallup, 2017.

[4] State of the American Workplace, Gallup, 2017

[5] State of the American Workplace, Gallup, 2017

[6] https://business.linkedin.com/content/dam/business/talent-solutions/global/en_us/c/pdfs/ultimate-list-of-employer-brand-stats.pdf

[7] State of the American Workplace, Gallup, 2017

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