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/

4 Learning styles
THE 4 LEARNING STYLES IN THE OFFICE

Unsurprisingly, the most successful companies globally are the ones that have fostered a diverse workforce and, among this diversity is the ability to learn. As an organisation, you’ll  attract a variety of  learning styles and personality types so leaders need to understand how to adapt their management style to provide the best environment possible for each employee to succeed. Learning styles have to do with a persons’ affinity to understand and retain information in a certain way. To ensure every employee is engaged and working in their ideal environment, here are 4 distinct learning styles and how you can utilise them:

  1. KINAESTHETIC & TACTILE LEARNING

Kinaesthetic learning is learning by doing. It is also known as the Physical Learning style or Tactile-Kinaesthetic Learning style. Kinaesthetic learners acquire information best when they are able to directly experience it through movement and touch.[1]

They prefer to be active participants rather than passive observers and typically work problems out through trial and error rather than accepting information presented to them. They also often value practical information over theoretical concepts. As a manager, give them physical tasks to demonstrate that they’ve acquired the new skill. Allow them to take notes during meetings and use visual aids as this will keep them mentally engaged.[2]

Note that this worker may come across as having nervous energy, and appear fidgety when listening. This however is likely related to how they process the information[3] – don’t be alarmed or offended.  

  1. VISUAL LEARNING

Visual learning is learning by reading or seeing images. It is also known as Spatial learning style. Visual learners learn best by using images, pictures colours etc. to organise retain and access information. People with a visual learning style are often referred to as visual-spatial learners. [4]

Visual learners learn best from information they can see or read. They prefer written instructions and visual aids to accompany verbal instructions. When working with visual learners, be sure to provide a variety of visual materials to facilitate the learning process such as visual aids during meetings e.g. graphs. Visual learners will also appreciate reading material to enable them to absorb and process information.[5]

This type of learner tends to make excellent artists or graphic designers, and feels right at home in online or remote work situations. They tend to work independently and will seek you out when they need you – try to avoid micromanaging them.[6]

  1. AUDITORY LEARNING

Auditory learning is a learning style in which a person learns and acquires new knowledge and information through listening. Auditory learners depend on hearing and speaking as their primary mode of learning and highly benefit from oral instruction.[7]

In the workplace, auditory learners will benefit most from oral presentations and group meetings because they are generally good listeners. One of the many strengths of auditory learners is that they are good at giving oral presentations and reports. Use this to the company’s advantage by having them make presentations during meetings.[8]

As a manager, remember to seek out the best ways to interact with your team. It may not be easy to cater to every individual’s learning style, however try to incorporate the various methods where possible. This will in turn produce better results from your team.

This kind of learner usually feels more comfortable when there’s background noise in their environments rather than a quiet, static environment. Give them the space to use headphones and music while working to aid their concentration. The key to successfully managing them is checking in frequently and talking through expectations.  

  1. VISUAL AND VERBAL LEARNING

This type of learner is very studious and thrives in a holistic learning environment where they can listen and look at information. Incorporating images in presentations and discussion will help re-enforce important information for this learning group. So be sure to use photos, graphs and infographics for key points and statistics.

This learner is usually great at doing research for projects and coming up with solutions, so assign them any in-depth work that comes up. These learners also tend to do well at public speaking and presentations, so you can rely on them to present their findings. They’re  also the ones who you can ask to recall any details you might’ve missed. [9]

When running a team, it’s important to note there’s no one-size fits all solution or approach. The best you can do is assign tasks and individuals where you’ve noticed they thrive. When distinguishing how to best manage your employees, communication is essential. Find out their learning styles and their ideal working environments and do you best to cater to these needs. Your team will certainly appreciate the effort and you’ll probably get more out of them.

Mshimba Michelle


[1] https://www.cornerstoneondemand.com/resources/articles/4-different-types-workplace-learning-styles

[2] https://www.indeed.com/career-advice/career-development/kinesthetic-learning

[3] https://www.cornerstoneondemand.com/resources/articles/4-different-types-workplace-learning-styles

[4] https://hrdailyadvisor.blr.com/2018/02/15/understanding-different-learning-styles-workplace-part-1/

[5] https://elearningindustry.com/training-employees-according-learning-style

[6] https://www.cornerstoneondemand.com/resources/articles/4-different-types-workplace-learning-styles

[7] http://www.educationplanner.org/students/self-assessments/learning-styles-styles.shtml

[8] https://www.thoughtco.com/auditory-learning-style-p3-3212038

[9] https://www.cornerstoneondemand.com/resources/articles/4-different-types-workplace-learning-styles

REASONS THAT HINDER EFFECTIVE LEADERSHIP

Everybody thinks they’re a leader – most are far from it[1]. Like anything else, you can learn and practice effective leadership. While they are many paths to leadership, listed in this article are pitfalls ineffective leaders commonly find themselves in.

  1. You’re impassioned about your work and therefore your team.

“Becoming a leader is synonymous with becoming yourself. It is precisely that simple and it is also that difficult.” – Warren Bennis

Passion and zeal are infectious qualities and effective leaders know how to leverage them. By only focusing on the process rather than your team you fail to unlock the bond great teams share. It’s no secret that teams hit slumps quite often and impassioned leaders will find themselves frustrated. Frustration doesn’t run teams and neither do impassioned leaders. It’s you and your team against the world and not against each other.

  1. You’re not a role model

“If your actions inspire others to dream more, learn more, do more and become more, you are a leader.”
-John Quincy Adams

Transformational leaders are greatly revered[2]. People want to be them, learn from them or work for them. An effective leader exemplify’s the behaviours and characteristics they encourage in their teams. As a result, people admire them and aim to replicate their behaviours.

If you want to become a better leader, work on modelling the qualities that you would like to see in your team members.

  1. You don’t listen thus communicate ineffectively

“When people talk, listen completely.” –Ernest Hemingway

You might have noticed that great leaders aren’t necessarily experts in their fields. Steve jobs was not a computer programmer, Elon musk is not an automotive engineer and Angela Merkel has a PhD in quantum chemistry. Leading is less about you’re acquired knowledge and more about getting people to apply theirs. Effective leaders communicate their visions to inspire their teams.

  1. You’re not clear about your expectations

“A leader takes people where they want to go. A great leader takes people where they don’t necessarily want to go, but ought to be.” – Rosalynn Carter

Articulately communication your vision helps employees visualise the end goal. Your team can hardly track their progress if they don’t know where they’re headed. However, transformational leaders go beyond this and have their employees set clear goals serving the bigger vision. This way you can monitor progress and adjust their approach accordingly.

Ineffective leaders will usually expect their team to adopt an entirely proactive approach. This becomes a problem if one or more of them are unclear about your expectations therefore working towards a different goal.

  1. You don’t teach your team

“Leadership and learning are indispensable to each other.” -John F. Kennedy

While your team should be made up of qualified professionals, developing their skills even further is characteristic of an effective leader. If people gain nothing from working with you, how can you expect their full commitment? Companies are continually growing so why shouldn’t their employees. Let’s not forget that developing employees results in higher engagement levels and added value to teams.

Effective leaders don’t just bark orders but encourage growth by teaching. Teaching is essential in growing new leaders to take your place.

  1. You don’t know your own motivation

“If you’re not sure where you are going, you’re liable to end up someplace else.” — Robert F. Mager

If a leader views their role as “just a job”, it’s going to show. To be an effective leader, you need the right motivation. Truthfully, you can hardly expect to lead your team if you can’t lead yourself. So just as you would find out what motivates your team, perform a thorough self -examination. Channel the result and tie this into your vision.

  1. You don’t nurture talent

“The function of leadership is to produce more leaders, not more followers.” –Ralph Nader

If you’re intimidated by the talent around you, you’ll tend to work against it. Real leadership serves as a talent magnet. If you don’t attract talent, you can’t develop it and retain it. You’re competition probably can.

  1. You don’t give credit, you take it

“There is no investment you can make which will pay you so well as the effort to scatter sunshine and good cheer through your establishment.” – Orison Swett Marden

Effective leadership is hardly about the trophies on your shelf. Leadership is not about seeking the spotlight, and it should never be about the recognition. True leadership is about elevating others for their contributions, rather than crediting yourself. You’ll get a lot more out of your team being liberal with praise than selfish with it.

  1. You don’t get results

“A leader is one who knows the way, goes the way, and shows the way.” –John Maxwell

This is probably the biggest indicator of ineffective leadership. Where-in poor performance is influenced by the above-mentioned factors. When evaluating your skills, your results are the best place to start. Communicate with your team and get their take on what you can improve.

Do note, results are not necessarily achieved with good leadership. If you get your results by abusing your influence, manipulating or bullying your team – you’re ineffective. The ends do not justify the means. You’re career as a leader will likely end sooner than expected if you place optics over ethics.

If you want to be a good leader, work your team to their strengths and motivate them with your vision. Results will follow.

Having outlined the characteristics of an effective leader, fill in your own gaps and aim to put your team first. Do it right and you’ll see your effort reflected in the results.

Thoughts?


[1] https://www.forbes.com/sites/mikemyatt/2013/01/23/why-youre-not-a-leader/#1c5bde926fb8

[2] https://www.verywellmind.com/ways-to-become-a-better-leader-2795324#citation-2

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