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SCG Trendwatch: Recruitment Industry News – March 2021

Trendwatch

Welcome to your monthly round-up for busy HR professionals. Each month, we share the latest news, strategies, tools and trends affecting the recruitment landscape. Check in each month for the latest updates from all over the web.

Digital Transformation Can Help Manage Any Workforce Approach

We’ve talked before about how digital transformation can improve manager effectiveness and the employee experience. But things are a little different right now. Many organizations are planning their workforce strategies around multiple approaches. It could be fully on-site, fully remote or a hybrid model, with both on-site and remote employees. Does digital transformation still apply in all three of these workforce models? Absolutely!  Read more…

Top Questions To Ask Employees During Performance Reviews

Performance reviews aren’t simply a time to discuss performance. It’s a valuable development conversation that can uncover an employee’s unique strengths, align them with the company’s mission, and empower continuous development. But that’s no simple feat.

A successful performance review cycle includes HR leaders working in lock-step with managers to gain accurate insight on team performance, but to do that, managers must be given a structure for having these conversations–especially when it comes to asking the right questions.  Read more…

4 Details to Include in Your New Job Ads During COVID

The COVID-19 pandemic further highlighted the importance of workplace safety. Unfortunately, as cities and businesses begin to open up again after lockdown, fewer employees report confidence in workplace conditions.

According to a Gallup survey, only 65 percent of workers feel completely satisfied with their physical safety as of September 2020.  Read more…

Finding Fluidity: Hiring for a Skills-Based Culture

As uncertainty persists and market demands continue to shift, the people we hire today may very well need to be reallocated or reskilled tomorrow. This was certainly the reality that emerged during the pandemic. In order to meet changing customer needs, companies across all industries adjusted their talent strategies to accommodate business change — from enabling new operating models to addressing compliance and safety concerns to reassigning people to new business units or regions.

While the initial global shock of the pandemic is behind us, we’re still operating in an environment of uncertainty where change is the norm.  Read more…

Can Ageism and A.I. Coexist?

Bias is practiced every day by everyone, starting with personal preference for morning coffee and what goes in it, to our taste in cars (Tesla), to what to buy on Amazon, and more.

We also have strong biases in technology preference: Mac or PC, iPhone or Galaxy, Samsung, or LG?

When it comes to talent selection practices, however, we are trained to actively ignore bias. This is often easier said than done, particularly for those downstream of TA. Try as they might, hiring managers often hold preconceived ideas of what their ideal candidate will look, walk, talk, and act like, technical qualifications aside.  Read more…

Top 4 Marketing Automation Challenges and How to Overcome Them

Work smarter, not harder. This new productivity mantra has become increasingly popular among marketers, especially since they can streamline a great portion of their work using some widely available marketing automation tools. The truth is that marketing consists of a number of repetitive, tedious tasks that play an important part in every effective campaign.

What’s even worse, all these seemingly low-level tasks are time-consuming, which means that marketers can’t properly focus on the more creative aspect of their work. Read more…

Managing Your Employer Brand During The Pandemic

 

As we approach one year of the COVID-19 pandemic, it’s time for companies to do some self-reflection.

  • Did you do everything you could to help your employees and customers during the time of crisis?
  • How will your employer brand reputation be remembered once all of this has passed?

 

Employer branding has always been an integral part of recruitment marketing but the current pandemic has shone a light even further on the role branding plays in candidates’ choice of workplace. Typically, SCG’s process of employer brand development starts with helping our clients define their Employer Value Proposition (EVP) which forms the foundation of their employer brand. In today’s landscape, managing an employer brand looks a little different and requires organizations to be ready to pivot to meet the current climate, plan for contingencies and adapt to employee needs including remote working.

 

During the peak of the pandemic, when uncertainty was rampant and budgets were tight, employer branding often took a back seat but it was actually the most crucial time for organizations to consider how they were treating their employees, customers and community. This would be a key factor not just in attracting talent but also how their reputation would be remembered in the future. Job seekers were paying attention to which employers stepped up during the crisis – how they took care of their employees and customers, and how leadership reacted and led during this time. Did they put people over business?

 

Most organizations did not know how to respond in this unprecedented time. Many were paralyzed and shut down any communications. Others ignored the crisis. Some came off inauthentic or exploitative. According to Linkedin data from April 2020, only 1 in 4 company posts during that time mentioned coronavirus. The posts that resonated most with audiences were those focused on community and support, on stepping up to help relief efforts and putting people first, as well as posts about working from home. SCG’s team, early on, reached out to their clients and encouraged them to address the crisis immediately, directly and authentically. Transparency and community became more valued than maintaining a pristine employer reputation.

 

While there is a light at the end of this tunnel, organizations must continue to maintain and adapt their employer branding and communications to attract and retain quality talent now and in the future.

 

 

 

It’s Not Whether We Communicate, But How Effectively We Communicate

 

 

It is unlikely anyone would challenge the belief that strong and open communication is essential in building a client-agency relationship. And, if done artfully and regularly, great communication can yield many benefits. Here are a few that are top of mind:

  • Gives Direction
  • Reduces uncertainty
  • Builds relationships
  • Creates meaning
  • Increases collaboration

That is a powerful list of benefits. And with the unending stream of improvements offered by technology your opportunity to become a master communicator is more accessible than ever before.

 

There was a time when client relationships were built on the phone, in face-to-face business meetings, and through the mail. Now, each of these communication options are faster, more efficient, and less expensive than in decades gone by.

 

Of course, there are a plethora of tools out there that had not even been dreamed of decades ago which are now mainstream. Just think of a business world without:

  • E-mail
  • Text
  • Chat
  • Online Collaboration
  • Virtual Meetings

So many choices!! However, no matter what tools you choose as appropriate for developing each individual agency/client relationship remember to mix your methods of communication. There are times where a well-timed phone call can clear up misunderstandings that crop up in e-mail. Also, you must communicate regularly and be responsive to messages that you receive.

 

Let’s start communicating today. For clients, our focus is always on navigating the entire P.E.S.O. (Paid /Earned / Shared / Owned) media spectrum. We create and direct programs and campaigns with a truly 360-degree perspective, helping organizations break down internal silos and strategically improve engagement and relationships – all with a goal of achieving your objectives.

Why PESO?

Contact Us

 

 

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SCG Trendwatch: Recruitment Industry News – January 2021

TrendwatchWelcome to your monthly round-up for busy HR professionals. Each month, we share the latest news, strategies, tools and trends affecting the recruitment landscape. Check in each month for the latest updates from all over the web.

Want to Improve the Candidate Experience? Start with Communication

Employers have a lot on their plates, to say the least, as companies continue to deal with the fallout from COVID-19. From addressing employee health and safety concerns to navigating remote work, and ensuring business survival. Nevertheless, hiring goes on.

Amidst the chaos, however, it’s easy to let recruiting best practices slip.

Maybe you downsized your HR staff earlier this year, and you don’t have the resources to devote to strategic hiring. Or maybe you desperately need to get people in the door to keep your business afloat after reopening. Regardless of whether candidates check all the boxes.

In these cases, you might be able to get away with writing a shorter job ad, skipping the second round of interviews, or calling every reference an applicant provides. But there is no excuse to overlook delivering a positive candidate experience.  Read more…

Strategy: Who’s Behind the Curtain of Your Recruiting Process?

Whenever organizations look to improve the candidate experience, they tend to focus on process. After all, inefficiencies in the recruiting process can lead to frustrations for everyone — recruiters, hiring managers, and applicants alike. I’ve even written about ways to improve the process at the functional level.

Focusing on the steps in the process is all well and good, but if you fail to consider the people shepherding this process, you’re missing out on some serious improvement potential. The people I’m referring to are, of course, the recruiters.  Read more…

Must-Have Characteristics of a Good Recruiting Video

The world has evolved so much over the past years and modernized so swiftly that it is hard to believe the progress. The internet boom, the advent of social media, the use of Artificial intelligence, and significant technological advancements have made life so much easier.

In between the changes, the corporate world and organizations have also progressed in recruiting top candidates. Out of the many tactics present for recruitment, the use of recruiting videos has gained popularity. Videos are a great way to deliver the message you want in the ways you want.

But what does it take to make a good video that will attract talented candidates for the organization? Let us delve in and make the perfect video that will be both engaging and appealing.  Read more…

Why Remote Work is the Best Opportunity for Diversity & Inclusion Yet

As someone who loves the comradery of office life, I almost hate to admit that I’ve learned a lot by working remotely. No doubt my employees would say the same. Together, we’ve learned that productivity doesn’t have to suffer with distance. We’ve learned to be accepting of interruptions during calls. We’ve learned that turning your camera on for team meetings boosts morale.

But, even beyond such obvious and practical considerations, I’ve learned something bigger: remote work opens the door to new and transformative opportunities.  In fact, more specifically, it creates new opportunities for achieving diversity & inclusion goals—a top priority for nearly all companies today.  Read more…

Creative And Innovative Appreciation Ideas For 2021

According to 2020 statistics from smallbiztrends, a full third of employees say they are  minimally committed to their jobs. Several factors can explain this decline in productivity,  including the global Covid-19 crisis.

However, 2021 brings new opportunities to rekindle employee engagement and get businesses  back on track. Appreciation is a powerful tool in this regard, as it can reward employees for  their hard work and motivate others to do the same.

But traditional recognition means won’t work — they are dated, old fashioned, and too  predictable. Instead, try out these 15 innovative ideas for recognizing hard workers in your  organization. Read more…

HR statistics and trends: Demystifying 2020

This year was a weird one. There’s no need to explain the reason — you already know why. However, apart from weird, it was also an interesting one. Let’s take a closer look at what actually happened and be mindful of what’s coming up. We present to you a selection of HR statistics and trends we gathered for 2020. Read more…

Teacher Shortage

Nationwide Shortage of Substitute Teachers; Lots of Jobs To Fill

Teacher ShortageWhether a school is instructing in-person or online, one thing remains the same — they need an increasing number of substitute teachers from an ever-decreasing talent pool. How prevalent is the shortage? Google serves over a million results on “substitute teacher shortage COVID.” These results come from Madison, Chicago, Kansas City, Utica, Las Vegas, Coeur d’Alene, Houston, and so many more. The reporting originates from large and small cities all over the nation.

Lots of jobs to fill

A good amount of jobs currently being posted come from Indeed.com. A simple search for substitute teachers in the United States reveals 7,271 openings nationwide.  By far the largest number is coming from Chicago with 503 openings. That is well ahead of the number two city – Denver – with 61.

The changing candidate pools

Even before the pandemic, a shortage of substitute teachers existed in many areas. However, that number is now increasing rapidly as potential candidates weigh the risk-reward of substituting where the income is relatively low and the potential exposure to COVID is higher. On the income side of the equation, The Bureau of Labor Statistics shows short-term substitute teachers earning $32,460 per year, which is $21,030 less than the U.S. annual average among all jobs. This low earning level limits the availability of retired teachers and part-timers.

The fear of COVID among teachers is real when you consider 18% of all public and private school teachers are in the high risk, 65 and older age group per The American Enterprise Institute. That potentially also means they could be taking home the virus to equally vulnerable family members. The bottom line? It is no surprise that the American Federation of Teachers, a national labor union, shows that 1 in 3 teachers say the pandemic has made them more likely to retire earlier than planned.

How schools battle the shortage

Here is a list of some of the things schools have been doing to have enough substitutes in their classes:

  • Hiring parents
  • Increasing class sizes
  • Adding babysitting to bus driver duties
  • Hiring permanent substitutes
  • Boasting earnings and more competitive wages
  • Sending personal invitations to retired teachers
  • Offering sign-on bonuses

Help is on the way

With the vaccine now here, help is on the way. Millions of doses have already been delivered, and both teachers and substitutes should be getting significant relief. Anything close to normal will be fully embraced by educators nationwide.

If you are looking for creative ways to fill open positions you can contact your Account Manager or email pcrescenzi@successcomgroup.com.

 

 

 

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SCG Trendwatch: Recruitment Industry Insights – December 2020

Trendwatch

Welcome to your monthly round-up for busy HR professionals. Each month, we share the latest news, strategies, tools and trends affecting the recruitment landscape. Check-in each month for the latest updates from all over the web.

Onboarding New Employees in the COVID-19 Era Takes Extra Planning, Effort

​You only get one chance to make a first impression on a new employee. Despite the fact that initial interactions are often now remote instead of in person, welcoming a new employee to your company is vitally important. Consider how you can make new workers feel like part of the team.

“Someone left another company to come work for you,” said Adam R. Calli, SHRM-SCP, principal consultant at Arc Human Capital Consulting LLC in Woodbridge, Va. “Don’t make them regret their decision.”  Read more…

3 Technologies that Enhance Talent Connection

Artificial Intelligence is transforming the recruitment landscape at breakneck speed. With the majority of talent acquisition taking place online, technology that enhances digital connections with candidates has become a must-have in today’s competitive talent market. The pandemic, and the growing demand for online interaction, has merely accelerated this trend.

Here are three exciting technologies which we at AGS believe are key to staying ahead in the recruitment game.  Read more…

Workplace Trends We’ll See in the New Year

As we close out what will undoubtedly be an unconventional year, it leads me to wonder what 2021 will bring. What industry trends will come to light based on the experience of an almost year-long pandemic which has impacted our daily business and personal lives? What movements and shifts will remain as remote work settles in as the new norm?

While 2020 brought us a year that no one could have predicted, we have a chance to chart our course and plan accordingly as we move into 2021. Read more…

Best Practices for Successful Diversity Hiring

What’s the secret to great hiring? Over the years, I’ve seen some great and some not so great hiring practices and processes. If you want to build a strong, high-performing, and diverse team (making the best hires), here are some ideas you should consider including in your hiring process.

Please keep these high-level principles in mind as you continue reading:  Read more…

Use Texting to Remind People to Give Recognition

Is recognition top of mind for your leaders and managers? What if you could remind your leaders and managers to recognize more often, using everyday technology to help?

There is a way to nudge your leaders and managers into giving more frequent and better day-to-day recognition to employees. You can create reminders for your leaders and managers to provide more meaningful and consistent recognition to people. The effect of consistent recognition will improve overall employee experience and performance.

So, how do you do this?   Read more…

Managing Cost Per Living Pay for Remote Workers

Remote working has been steadily rising over recent years. Due to the pandemic, more people than ever are now working from home. This has shown, to all those who previously had differing opinions, that remote working is viable and can have benefits for companies.

It is a trend that will continue to rise, but from that comes a conundrum – should remote workers be paid different salaries based on their location and cost of living?Read more…

Can a Company Be Apolitical?

In the hyper-tense and increasingly political world we live in, it’s no secret that many organizations are taking strong stances on a number of different social issues. From companies like Patagonia to Nike to Ben & Jerry’s, businesses and their leaders have been fearless in actively promoting and pursuing a higher purpose in society that extends far beyond making a profit. Read more…

SCG 5 Step Diversity Plan

Eliminate Your Greatest Barrier To Successful Diversity Recruiting

A survey of 250 full-time talent acquisition or recruitment professionals by Yello.co found that the top reason for not meeting the challenges of diversity recruiting was a “lack of time and resources to devise and execute a diversity recruitment strategy.” That said, recent protests have necessitated a renewed focus on social justice and an immediate and serious review of diversity in the workplace.

Talent acquisition professionals are undoubtedly feeling the pressure. More than anyone they know the many benefits of a robust plan that results in greater diversity in the workplace.  Just a few of those benefits include building a team that reflects the changing make-up of our population, wider variety of thought, stronger decision-making, inspiration resulting in more creativity, improvement in retention, enhancement of productivity, and a lift in the company’s reputation.

The reality is that talent acquisition has little influence over meeting the most common challenges that keep diversity recruiting plans on the shelf rather than into action.  So, how do you move ahead when you hit the “no more excuses” stage in diversity?SCG 5-step-Diversity-Plan

Fortunately, there is a solution. Partner with the recruitment marketing experts at SCG Advertising & Public Relations. We will guide you through our 5-step Diversity Plan to:

  • Build a diversity team
  • Share a thorough situation analysis
  • Develop a multi-pronged strategy
  • Implement the plan
  • Monitor program progress

Let’s talk now about a plan that will put you ahead of the curve in creating a diverse workforce in your company. Our SCG recruitment professionals have extensive experience in this area.  Contact Mike Gatta, VP, National Development at 856-795-7391 x149.

 

 

 

 

Upson Regional Elevator Wrap

It’s a Wrap! Putting your Brand to Work for You

What do you think of when you think about advertising? Clients frequently think narrowly of a limited range of options. One of the reasons that I love what I do is the constant variety.  Every touchpoint with your customer or job candidate leaves a lasting impression. You should be reinforcing mission, vision, and values at every opportunity.

Over the years, we’ve helped clients tell their story on billboards, movie theatre screens, mall food court tables, coffee sleeves, t-shirts, banners on the front of buildings, shuttle buses wraps, computer screensavers, custom coins and holiday ornaments, just to name a few.

Shuttle Bus Wraps
Honor Health

 

 

Elevator Wraps

So, when Upson Regional Medical Center asked for help in identifying a vendor to help wrap the elevator doors in their hospital, we were ready. They wanted to share a safety guideline limiting the number of passengers in the elevators combined with a message reinforcing their commitment to caring for their community.

After presenting several design options, the client unanimously selected one design that featured four stock images of medical professionals. The client asked us to swap in their own employees and we were well on our way.

We faced an added challenge with the location of the hospital, which is approximately 70 miles from Atlanta in Central Georgia. We contacted vendors within a reasonable radius and carefully evaluated proposals, ensuring reasonable investment, quality job and ease of removal when the time comes. The client had 34 doors to be wrapped and we wanted to ensure it was done properly.

I am thrilled to say that installation was completed in one day with minimal interruption and the client was very pleased with the result, showing it off on social media the same day.

 

 

 

diversity

Diversity has taken on a whole new urgency. Are you ready?

diversity

 

 

A remote workforce. Mass layoffs. Thousands of furloughs. The Covid-19 Pandemic created unforeseen challenges for Human Resources professionals. Then, the George Floyd tragedy changed everything. Protests brought renewed focus on social justice and an immediate and serious review of diversity in the workplace.

 

Employee reviews on Glassdoor from the week of May 25 to the week of June 1st highlight related topics spiked by 63%. That huge jump is proof that even with the extreme pressures talent acquisition professionals are under, they need to move diversity to the top of their priority list.

 

Unfortunately, more times than not clients ask for a proposal on diversity, then shelve it for another day. Turns out talent acquisition professionals should take their inspiration from Walt Disney. Known as a creative genius, he could also be very practical – like when he said, “The way to get started is to quit talking and begin doing.”

 

Great advice because talking alone does not solve the issue. It takes commitment to a strong mission supported all the way to the top of an organization, a healthy budget, and good strategic planning.

 

So, what would a comprehensive diversity plan include? Below is a starting point for developing your campaign.

  1. Review and update your company career page and social media. Make certain that all things diversity are being shared.
  2. Develop a campus recruiting program. Start with researching schools in your recruiting area that have a high percentage of minority students and offer majors that feed your core positions.
  3. Advertising your brand across a strong diversity network that will continuously distribute your jobs to the appropriate sites will help in building a pipeline of candidates.
  4. Develop active relationships with appropriate associations. Remember: many of these organizations will have state chapters.
  5. Attend your area’s diversity career fairs to show your support.  In today’s covid-19 world this will most likely be virtual.
  6. Organize ERGs (Employee Resource Groups) for diversity groups which will provide support, enhance career development, offer professional networking opportunities, and personal development in the workplace.

Let’s have a serious conversation about diversity and how we can help you design and implement a plan that will put you at the forefront of diversity recruitment.

 

 

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SCG Trendwatch: Recruitment Industry Insights – April 2020

Trendwatch

Welcome to your monthly round-up for busy HR professionals. Each month, we share the latest news, strategies, tools and trends affecting the recruitment landscape. Check-in each month for the latest updates from all over the web.

How to Win the War for Talent

Companies, and HR departments, in particular, are facing unprecedented challenges when it comes to attracting talent, retaining that talent, and effectively keeping talent engaged in achieving organizational excellence. Read more…

How a Mobile-First Automated Strategy Can Transform Your Recruitment

If your company is having trouble finding and retaining workers, you’re not alone: Employee recruitment and retainment remain a significant challenge for companies across industries. According to CareerBuilder, 50% of human resources managers say they currently have open positions for which they can’t find qualified candidates.  Read more…

Video and social posting up in COVID-19 recruiting era

While some companies have scaled back in response to the pandemic, others are hiring en masse, putting pressure on recruiters to source, engage and hire candidates in a time when in-person interviews or discussions are largely off the table.  Read more…

How Reward Gateway Successfully Shifted Their Teams To Remote Work

Before COVID-19, most of Reward Gateway’s work, collaboration, and communication happened online, but just like many businesses today are experiencing for the first time, transitioning our entire workforce to be fully remote teams has proven to be a difficult shift.  Read more…

Indeed applicants can mark themselves ‘#readytowork’

While unemployment claims continue to rise at unprecedented rates, some employers found their services in high demand and sharply increased recruitment to compensate. Read more…

What Employees and Employers Really Value at Work

With low unemployment and a good market for job opportunities, today’s employees are on the move more than ever before. According to a recent Job Openings and Labor Turnover Survey (JOLTS) from the Bureau of Labor Statistics (BLS), over 3.5 million Americans quit their jobs every month. This is an alarming statistic considering how much it costs from a monetary and productivity standpoint to train a new employee. On average, it costs small businesses about $1,200 to train a new hire and takes eight to 26 weeks for that person to achieve full productivity. Read more…