Develop an Agile Talent Acquisition Strategy
There is growing recognition of the critical role talent plays in organizational success. In fact, Talent Acquisition ranks as the second-most important HR service area. Organizations are increasing resources to attract talent – the budget for talent acquisition continues to grow for the third year, making it the top HR spend. Recruitment Challenges in Today’s Market Talent acquisition is struggling to deliver. A PwC study found that 93% of CEOs believe that the way organizations attract talent needs to change. Growing retirement numbers and a shrinking workforce are making it even more difficult to attract talent in an already tight labor market. Not only that, but the skills and jobs needed to compete in the future are unknown – talent acquisition specialists will have to hire for new, unfamiliar roles. To top it off, technology is quickly changing the face of talent acquisition – recruitment specialists must be able to…
Succession Planning – How Ready Are You For Change?
Change is inevitable. There is no question that one of the key factors to a successful operation is having valuable talent performing in the right roles. You’ve worked hard to build an effective and aligned workforce, but what do you do when those key players suddenly fall ill, decide to change fields, or retire? Is your company adequately prepared for change? Think about the following questions: What percentage of your workforce will retire in the next 5 years? Do you have a well-developed middle management workforce that can take on the roles of top players? How confident are you that key roles could be successfully fulfilled internally? Is your key talent currently mentoring other staff on crucial corporate policies, procedures, values and standards? How many members of your team are able to communicate and promote core values of your organization to sustain workplace culture and…
Bullying and Harassment Obligations of a Company
WorkSafeBC updated its Occupational Health and Safety (OHS) policies within the Workers Compensation Act that deal with workplace bullying and harassment. These changes addressed the specific duties of an employer in order to support the health and wellbeing of employees. Since then, bullying and harassment has become a prominent subject of concern, both in the media and within the private contexts of the workplace. Issues such as the “Me Too Movement” has stirred an awakened sense of sensitivity, and more recent events including the $1.1B RCMP bullying, harassment class action suit continue to draw attention toward issues of toxic work environments. Although most organizations would admit to having compassion and awareness of such issues, many are not up to date on their policies and procedures to align with this. According to the 2013 Workers Compensation Act amendments, employers are expected to have thorough protocols in place to address these issues,…
Employee Engagement
“Employee Engagement” is a pervasive buzzword in today’s conversations about the bottom line of organizations, and yet many business owners and HR professionals struggle to agree on exactly how to define it. Human Resource Management expert John Gibbons explains engagement as “a heightened emotional connection that an employee feels for his or her organization, that influences him or her to exert greater discretionary effort to his or her work.” In this definition, engagement is not merely another word for job satisfaction, but a reference to actions and behaviors influenced by an individual’s attitude toward their workplace. From an employer’s perspective, ensuring a high level of employee engagement can have monumental effects on the productivity of teams and, in turn, the profitability of their business. Additionally, a highly engaged workforce can influence brand positioning and corporate reputation, and can enhance internal and external views of the value the organization provides. Some…
6 Reasons to Invest in Outplacement Services
At some point, all companies face the unpleasant task of letting someone go. Restructuring, employee performance issues, and downsizing are all potential “growing pains” of an evolving organization. In all cases, the motivating factor for change is the bottom line. So how does a company that is looking to fine tune their resources justify the “cost” of offering Career Transition (or Outplacement) services to departing employees? By understanding that quality Outplacement is always an investment, not an overhead. Investing in employees is key to a profitable business, and it’s essential in all stages of the employment cycle. Corporate reputation, work culture, and productivity are all nurtured when employees feel taken care of. They work harder for you when they feel their team is respected, and they may continue to advocate for you outside the workplace, even after leaving. Building rapport from the first day to the last is crucial, and…