Category: Talent Acquisition Strategy

Race in the Workplace: How to Support BIPOC Colleagues Through Meaningful Conversations

Posted on by jpatel

As more people across the U.S. began to recognise the systemic racism that many Black, Indigenous and people of color (BIPOC) were already facing, the injustices became a catalyst that sparked conversations around the world. Meanwhile, many organisations have heard the call to action and want to do their part in showing support to their BIPOC employees. So, how can organisations help drive effective change around race in the workplace? Simple: Encourage employees to partake in open, honest and respectful dialogue with their colleagues.

Well, maybe not so simple. While now is not the time to be silent, it’s also not the time to have unchecked and uninformed discourse on such a sensitive topic. So, to ensure everyone involved feels respected, heard and understood, organisations should create safe spaces where employees can listen, learn and have important dialogues with their coworkers, leaders and team members.

Engaging employees in conversations regarding race in the workplace can be challenging; while some people might feel hesitant to speak on a topic they may not know much about, others might be reluctant to share the injustices they’ve experienced firsthand. That’s why we put together these tips for how to effectively reflect on racism through open dialogue; we encourage you to share them with employees across your organisation.

Before You Talk

Take Ownership

The first step in fixing the problem is acknowledging that there is one – and that you might be contributing to it. Recognise the implicit biases that contribute to racism and consider how you can unlearn them. As you learn, grow and begin your work toward becoming a better ally, leverage resources that can help guide you along the way.

Educate Yourself

Understand that educating yourself is no one’s responsibility but your own. Likewise, before opening the dialogue with your BIPOC colleagues, it’s important to have some background knowledge on the issue. For instance, avoid putting your BIPOC colleagues in a position in which they feel as though they are the “teachers” on racial disparities; instead, be proactive in your own learning about diversity, inclusion and social injustices. Coming to the conversation with a basic understanding of the detrimental effect of the racial inequalities that BIPOC face will benefit you, your BIPOC peers and the effectiveness of the discussion as a whole.

Here are some resources to help get you started:

Helpful resources to consult before discussing race in the workplace.

During the Open Dialogue

If discussing race in the workplace is new for your organisation, it may be helpful to host conversations in a moderated environment. Bringing in speakers with a background in racial justice work or designating a moderator to lead the discussion will alleviate any pressure your employees may feel about jumping straight to a one-on-one conversation. During a moderated dialogue, encourage your employees to:

Acknowledge Vulnerability

Conversations around race in the workplace are difficult. To acknowledge the difficulty and vulnerability required for a discussion on such a sensitive topic, it can be helpful to validate what one another is feeling – whether it’s grief, anger, confusion, discomfort or otherwise. At the same time, each person should acknowledge that while they are experts on their own individual experiences, no one has all the answers, and that’s okay. The purpose of these conversations is to continuously learn and grow.

Step Up by Stepping Back

With Black professionals holding just 3.3% of all executive or senior leadership roles in 2018, it’s not surprising that non-BIPOC professionals have dominated conversations in the workplace. Therefore, it’s important to take care not to overpower the discussion. Instead, be purposeful in allowing the voices of your BIPOC colleagues to shine. Then, you can learn about their experiences and build a better understanding of their perspectives.

Engage Thoughtfully

As you work to understand one another’s viewpoints, don’t be afraid to ask genuine questions. By asking questions respectfully and with an open mind, you’ll allow your BIPOC peers to answer without fear of being judged. In particular, word your curiosities with compassion so that the other party doesn’t feel defensive or uncomfortable when sharing their experiences. Creating a safe space like this will form a strong sense of trust and respect that will go both ways.

Beyond the Conversation

Continue to Check in

Make a habit of checking in with your colleagues regularly to continue the important conversations around race. As a manager, remember to ask about the professional goals of your employees and how you can help them work toward accomplishing them. Similarly, as a peer, help amplify your colleagues’ successes – as well as the injustices they’ve faced – and always keep in mind how you can provide BIPOC peers with opportunities, resources and support.

In addition, check in with yourself. Know that there’s always more to learn and more that can be done. While this guide serves as a starting point for the important conversations that need to be had across organisations, it is by no means exhaustive. Therefore, continue to look for ways to educate yourself, learn from others and be part of the change toward equality for all.

Organisational Support in Practice

How can organisations facilitate intentional dialogue? Here are some of the ways we at PeopleScout and the broader TrueBlue organisation are encouraging thoughtful discourse on race in the workplace:

How PeopleScout is encouraging thoughtful discourse on race in the workplace.

Respectful Conversation Starters

Starting the conversation around race in the workplace can be challenging and it’s important to practice cultural sensitivity as you begin discussions. It’s also essential to remember that, even in designated group or one-on-one conversations about race, not everyone will feel comfortable answering certain questions. So, make sure you give your peers a chance to come to you willing to talk – and don’t be offended if they’re hesitant. Here are some open-ended questions that respectfully inquire about cultural differences to help get you started:

  1. What’s your favorite part about your racial or ethnic identity?
  2. Would you mind explaining a little more about why you feel that way? I’ve never thought about it that way before.
  3. How often do you think about your racial or ethnic identity?
  4. Have you ever felt you were treated unfairly because of your racial or ethnic identity? How so?
  5. How has your racial or ethnic identity affected your personal life? What about your professional life?
  6. Can you recall a positive experience around your racial or ethnic identity? A negative one?
  7. Do you find value in forming relationships with people of different racial or ethnic identities? What can you learn from one another?
  8. Have you ever felt left out of groups with people of different racial or ethnic identities than your own? How did this affect you? What could someone have done to make you feel included?
  9. What aspect of your racial or ethnic identity makes you most proud?
  10. What are some ways I can better support you?

Improve Your Employer Brand Using Employer Review Sites

Posted on by jpatel

An organisation’s employer brand is often in the hands of its candidates and employees. And, when it comes to employer review sites, the fate of your employer brand is – quite literally – at their fingertips. In fact, according to data from Workplace Trends, 72% of job-seekers share their experience on online employer review sites like Glassdoor. What’s more, recent research from Deloitte found that 80% of candidates who experience an unsatisfactory recruitment process will openly tell people about their experience, and one-third of those candidates will do so proactively.

But, what does this mean for your organisation? Unfortunately, negative reviews from both candidates and employees can have a huge influence on your bottom line. For example, per CareerArc, 62% of consumers have stopped buying from an organisation that treats its employees poorly. Plus, an Indeed survey found that 95% of workers said that if they were considering a new job opportunity, insight into the company’s employer reputation would be somewhat (33%) or extremely (62%) important. As a result, a poor employer brand reputation could cost your organisation millions as productivity decreases due to a reduced candidate pool and consumers stop supporting your business.

So, how can organisations take control of their employer brand and overall online reputation? Well, recent studies from HRO Today and PeopleScout show that organisations globally are planning to invest more heavily in social networking, consistent monitoring of employer review sites, and a greater use of employees as brand advocates.

However, while these steps are important to improve your employer brand, many organisations are unsure of where to start; they may also lack knowledge of best practices for these strategies.

Therefore, in this article, we’ll help you improve your employer brand by outlining how to establish ownership of your organisation’s presence on employer review sites like Glassdoor and Indeed; offer best practices for responding to reviews; share tips on how to effectively leverage employee brand advocates; and highlight some popular employer review sites that organisations should be familiar with.

Establish Ownership & Claim Your Employer Review Site Profiles

The first step in establishing an employer brand plan for review sites is to establish who in your organisation will own the initiative. Specifically, it may make sense to have your HR team manage the employer review site accounts because they are likely familiar with sites like Indeed and Glassdoor that offer job-posting functionality, in addition to candidate and employee reviews.

However, it can also be beneficial to form partnerships across departments to holistically manage your organisation’s employer brand. For example, your communications team can assist HR in crafting responses to reviews that align with your brand standards for tone and voice, as well as provide up-to-date information on awards and accolades. In addition, HR can lean on the marketing team to maintain an active social media presence for your company, as well as work to optimise search results by managing SEO and creating content to combat potentially negative reviews and keywords.

After establishing who will take ownership of the management of employer review sites, claim your profiles. This can be done at no cost by verifying the profile as an employer and creating an employer account to edit and manage the profile.

Plus, with an employer account, you can add valuable information to your profile for candidates to view, such as:

  • Salary and compensation details
  • Explanation of benefits offerings
  • Company mission, vision and values
  • Overview of company culture
  • Logistical information (location, total number of employees, revenue, competitors, etc.)
  • Unique initiatives
  • Remote and flexible work policies
  • Diversity, equity and inclusion programmes
  • Photos of employees, events and offices
  • Industry awards and accolades

It’s worth noting that, according to Glassdoor, 75% of active job-seekers are likely to apply to a job if the employer actively manages its employer brand. You can do this by responding to reviews, updating your business profile, and sharing updates on the culture and work environment. Furthermore, building a robust profile on the employer review site will allow candidates to gain a better understanding of who your company is, what you stand for and what it would be like to work for you.

Respond to Reviews – Both Positive & Negative

Responding to reviews is perhaps the most important method in creating a strong brand presence on employer review sites. And, while both types of reviews can be easy to view and dismiss, leaving thoughtful replies is a guaranteed way to show candidates and employees that you care – regardless of whether the feedback is positive or negative. In fact, 80% of job-seekers who read reviews on Glassdoor say their perception of a company improves after seeing an employer respond to a review.

Some best practices to keep in mind when responding to reviews:

  • Address the reviewer by name (for non-anonymous reviews) to establish a personal connection
  • Thank the reviewer for their feedback
  • Acknowledge positive feedback
  • Address any concerns mentioned
  • Offer advice on any relevant next steps

Here are some examples of how to reply to common types of reviews:

Leverage Employee Brand Advocates

While organisations have little control over who will leave reviews – especially reviews with primarily negative feedback – they can proactively build up a strong body of positive reviews by leveraging employee brand advocates. These are employees who advocate for an organisation and generate a positive image of the brand via online and offline channels. It’s important to note here that, when encouraging employees to leave reviews, you should emphasise the value of honest, candid reviews; employees should not feel pressured to paint a certain image of your organisation.

Consider the following ideas to encourage employees to leave truthful, positive reviews that will help improve your employer brand:

New Hires

New hires are a great place to start when gathering positive reviews. That’s because the application, interviewing, and onboarding process is still fresh in their minds and they recently chose your organisation as their new employer. So, ask new hires to leave a review on their hiring experience when they first start, and encourage them to update it after their first 90 days.

HR, PR & Marketing

Another good place to start is by requesting that members of your HR and marketing teams write reviews. Members of these departments already have a good understanding of the importance of employer review sites and are likely willing to leave honest reviews that highlight your organisation’s strong points.

Promoted & Awarded Employees

If your organisation recognises employees for outstanding work with awards or honors, these workers can also be an excellent source of positive reviews. The same can be said for employees who have recently been promoted. A good practice is to establish a system that reaches out to these employees with a congratulatory message alongside a call to action to post online about their experience working at your company.

Employee Resource Groups

Employees who voluntarily join employee resource groups in addition to their daily responsibilities are already likely to be highly engaged within your organisation. So, tap into these groups of employees and request that they leave reviews based on your organisation’s culture and commitment to diversity, equity and inclusion – something Glassdoor provides ratings on and many candidates are interested in.

Regular Requests

Finally, managers should be empowered to regularly encourage their team members to leave reviews. This can become a regular practice during performance meetings, as well as after the completion of a big project or when hiring season is afoot. Likewise, if your organisation offers flexible work arrangements or other unique perks, employees should be encouraged to share emotive experiences of how these benefits have affected their lives.

Employer Review Sites to Consider

Because there are a variety of employer review sites out there, it can be hard to keep track of them all. So, we compiled this list of the top 10 you should monitor to improve your employer brand for long-term success.

  • Glassdoor: Current and former employees can anonymously review companies; submit and view salaries; as well as search and apply for jobs.
  • Indeed: Candidates can upload a résumé and browse reviews and salaries, while employers can post jobs, search résumés and more.
  • Comparably: Includes information on employers, brands, salaries and company culture.
  • FairyGodBoss: Women’s career community for career advice, job openings and company reviews.
  • Kununu: Employer reviews, salary data and culture reviews from those who know best: employees and applicants.
  • Google Reviews: Business reviews appear next to your company’s listing in Maps and Search. These can help your business stand out on Google, which is the leading search engine.
  • InHerSight: Here, candidates can find company reviews and ratings; get matched to jobs; and connect with a community of women navigating the workplace.
  • Vault: Known for its influential rankings, ratings, and reviews on thousands of top employers and hundreds of internship programmes.
  • CareerBliss: Candidates can find jobs, research salaries and read reviews with a focus on company culture.
  • TheJobCrowd: This UK-based employer review site is focused on helping recent graduates in their early careers.

As recruitment processes and the world of work continue to take digital shifts, employer review sites will become increasingly important in making or breaking a candidate’s decision to join your organisation. And, while you certainly can’t control every review, you can be proactive in taking charge of your employer review site presence by regularly responding to reviews, leveraging employee advocates, and monitoring what candidates and employees are saying about your organisation online. In doing so, you’ll improve your employer brand by creating a strong employer brand and a positive presence where it counts – and where it makes a difference.

PeopleReady: Increasing Reach, Candidate Engagement, Conversion and Automation

Posted on by jpatel

PeopleReady, one of the top industrial staffing agencies in North America, required a digital recruitment solution powered by PeopleScout’s proprietary talent technology, AffinixTM, to attract and engage candidates.

SOLUTION HIGHLIGHTS 

  • Direct sourcing solutions with increased reach via SEO 
  • 100% automated application, selection and onboarding process 
  • Mobile-first, easy application complying with all North American state and province laws 

SCOPE & SCALE 

PeopleReady attracts more than one million candidates annually to staffing and short-term labour positions. The client required a digital recruitment solution that increased reach by creating virtual talent communities of prospective candidates, while also providing a seamless online application experience that could be completed on a mobile device in under 20 minutes. 

SITUATION 

PeopleReady has invested heavily in innovative, mobile-first work scheduling and dispatching technologies but lacked a digital online sourcing solution to attract and engage candidates. PeopleReady selected PeopleScout’s Affinix recruitment technology platform to replace its existing solution. Affinix enhances the online candidate experience and increases conversion rates by solving the following challenges:  

  • Simplify the previously complicated job posting process by distributing job openings to multiple sourcing channels immediately by creating just one post in Affinix  
  • Implement direct sourcing to channels such as Indeed, Google for Jobs and niche platforms 
  • Improve email integration with assessment vendors that previously had high drop off rates 

SOLUTION 

  • An engaging, mobile-optimised apply experience that guides candidates through application, online selection, employment form completion, WOTC, W4 and I9 processes via a safe, remote process 
  • Direct integration with four external vendors to ensure the entire application process can be completed within the browser, with no interruptions from external emails or links 
  • Highly localised job recommendations 

RESULTS

TARGET LAUNCH ACHIEVED

Solution launched within 15 weeks, on time and under budget

RECEIVED MAJORITY OF MOBILE APPLICATIONS

80% of candidates apply via a mobile device

INCREASED CONVERSION RATES

15% increase in conversion rates within the first two weeks of go-live

CLIENT FEEDBACK 

“The PeopleScout team allowed us to design a candidate flow that met the needs of our business. The team was quick to pivot and solution as areas of opportunity were identified for improving the candidate experience. Launching a solution with operational reporting allowed us to immediately monitor candidate flow to allow for quick adjustments of sourcing strategy. Very positive partnership with the entire implementation and technology teams.” 

Tina Radosti, VP Talent Acquisition, PeopleReady 
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Managing Candidate Volumes During the Great Rehire

Posted on by nfuqua

As employers continue their recovery from the COVID-19 pandemic, many face the same two challenges: Applications are up and talent acquisition teams are lean, which leaves a smaller team to sift through mountains of job applications.

At the same time, the pressure to find and hire the best candidate is high. After all, top talent can help speed a recovery. And, while the hiring process needs to be fast, it can’t leave out top candidates. So, let’s examine strategies for managing high candidate volumes that can help employers stand out during the Great Rehire.

HR Outsourcing

Challenge: Our organisation needs to scale quickly to make a large number of hires, but our team doesn’t have the bandwidth to handle the volume.

One key pillar of value for HR outsourcing solutions – like RPO; on-demand or project based RPO; or Total Workforce Solutions – is the ability to scale seamlessly as hiring demands shift. Conversely, in an internal talent acquisition team, it can be difficult – if not impossible – to scale up quickly to handle a higher number of hires and then scale back down when hiring volumes shrink. Consequently, many organisations find themselves initially making a large volume of hires to staff up new locations or during a peak season, but then hiring volumes return to normal.

What’s more, businesses in industries hard hit by COVID-19 will see especially high numbers as the economy continues to recover. For these organisations, RPO providers – specifically, on-demand or project RPO solutions – can help fill the gaps by providing focused support based on the needs of individual organisations.

For instance, at PeopleScout, we bring expertise and insights from across our client base, as well as the people needed to handle hiring spikes. Our industry-specialised flex team of recruiters can be activated on short notice, and our global delivery centres provide 24/7 support and recruiting capabilities that enable a faster recruitment process.

An RPO provider can also provide broader solutions – like bringing technology expertise to add automation or virtual interviewing solutions; or providing talent advisory services to improve employer branding, assessments or job posting strategies.

Technology Solutions

Challenge: Our team is too bogged down in repetitive work; the process of screening candidates and scheduling interviews takes too much of our recruiters’ time.

COVID-19 has exposed technology gaps for many employers. In the early days, many scrambled to implement virtual hiring solutions so that they could keep their talent acquisition functions moving. Now, as the pandemic passes the one-year mark, employers face a different challenge: Is their technology built for scale?

When facing high candidate volumes, recruiters can easily get bogged down in repetitive administrative tasks. For example, they might get caught in a game of phone tag trying to schedule interviews; answering simple questions from candidates; sending emails to keep their talent communities warm; and sourcing candidates for hard-to-find skillsets. As a result, that leaves little time for higher-value activities, like communicating with top candidates.

However, robotic process automation (RPA) can lift some of the load. This technology utilises bots to replicate human actions for time-consuming, but straightforward administrative tasks. And, while it can be used to screen résumés, it can also go far beyond that.

For example, RPA can be used to deploy chatbots to answer simple questions from candidates 24 hours a day. A chatbot can also be used in automated candidate screenings to ask questions about a candidate’s skills, education and experience – either online or via text. Best of all, in addition to saving time for the recruiter, this technology also improves the candidate experience by allowing them to get answers more quickly and feel as though they’re driving the recruitment process forward.

RPA can also be used to automate emails, social media posts and other employer branding campaigns. Right now, many organisations are building candidate pipelines and keeping talent communities warm as they prepare to make hires. In this way, RPA can be used to send messages to these communities – keeping candidates engaged and keeping your company top of mind.

Interview scheduling tools can also prove to be a significant time-saver for recruiters. As an example, with Affinix – PeopleScout’s proprietary talent technology – recruiters can avoid the back-and-forth of scheduling interviews with candidates by automating the process instead. Specifically, a recruiter can sync their calendar with the tool and provide candidates with a link to schedule the interview at a time that works best for them.

These tools can then be combined into a virtual solution that spans from recruitment marketing tools all the way through onboarding. And, as the recovery continues, many employers are finding lasting benefits from adopting these strategies.

Candidate Generation & Assessment Strategies

Challenge: We’re seeing high applicant volumes, but we want to make sure the people we hire are interested in the role for the long-term; we’re worried about high turnover as the economy improves.

As employers hire in 2021, they face a mountain of applications. This includes both candidates who are excited about the role and see it as a long-term step in their careers, as well as candidates who are looking for the role now, but don’t necessarily want to stay in the role or at the organisation for the long haul. But, how do you differentiate between the two?

One option is to adjust your candidate generation and assessment strategies to attract and hire the employees with the passion, purpose, and mindset that best match for the organisation and the role. For instance, to showcase an honest and authentic employer brand, write honest and authentic job postings. By tailoring your employer brand and job postings to attract only candidates who are truly qualified and interested in the role, you’ll save recruiter time by eliminating the résumés of candidates who aren’t qualified or aren’t excited about the role.

As an example, one PeopleScout client previously wrote job descriptions with an overly positive view of their open positions – without mentioning the more challenging elements. And, although they received a high number of applicants, as those applicants moved through the process, many realised that they didn’t want the job. Meanwhile, others accepted the job, but the turnover rate was high, which was expensive and wasted time for both the recruiter and the hiring manager.

In response, PeopleScout worked with the client to make the job postings more realistic about the challenges, in addition to providing a real preview of what the job would look like. In the end, the client received fewer applicants, but turnover in the role dropped significantly. The client also saved hundreds of hours in hiring manager and recruiter time.

Employers can also adjust their assessment process to identify candidates who can succeed and grow in the role by evaluating their passion, purpose and mindset. This means assessing candidates to find out if the candidate has the enthusiasm for the work; finds purpose in the role and at the organisation; and has the right mindset to grow and learn.

Bringing It Together

Combining these strategies in the right way for your organisation can help manage the high candidate volumes we expect to continue during the economic recovery from COVID-19. Furthermore, many of these tools and strategies will continue to show their value when unemployment is low. RPO providers and on-demand or project-based RPO can help manage yearly hiring spikes; technology tools will continue to free up recruiter time; and job posting and assessment strategies that guarantee the right cultural fit will continue to result in better talent and higher-performing teams. And, for talent leaders in 2021, solutions that deliver immediate results and lasting benefits will drive success.

Your Guide to Virtual Interviewing Solutions

Posted on by nfuqua

As we move forward in 2021, it’s clear that safety, flexibility and a positive candidate experience are still the most critical factors in the interview process. Additionally, many talent acquisition teams are still running lean, but will see increasing hiring volumes as the COVID-19 recovery continues. Consequently, these factors necessitate an effective technology solution to support the interview process.

When the pandemic hit, many organisations fully transitioned to or increased their use of virtual interviewing technology. But now, just one year later, it’s an essential part of a long-term hiring strategy. Specifically, virtual interviewing solutions speed up the hiring process; provide a great experience for candidates and hiring managers; and save on travel budgets – in addition to the safety benefits.

So, consider this article your guide for designing the right virtual interviewing solution for your organisation and the types of roles you’re hiring for.

What is a Virtual Solution?

virtual solution infographic

Before we focus on specific tools, it’s important to recognise where the virtual interview falls in your overall recruitment process. This graphic demonstrates an ideal virtual solution. At PeopleScout, we believe that the candidate experience should be at the core of your recruitment process, and a strong candidate experience should be part of each aspect.

In an all-encompassing virtual solution, we start with recruitment marketing. This is your opportunity to share your employer value proposition and employer branding materials with candidates. For example, you can do this virtually with a tool that allows you to send automated and personalised messages to candidates through email, social media and text messaging.

Then, candidates move to the application. Here, they expect a mobile-first process that can be completed quickly – preferably within just 10 to 15 questions. The mobile-first nature of the application is especially important as most candidates search for jobs on their smartphones and tablets. In fact, one of our clients sees more than half of applicants come in through a mobile device.

Next, consider assessment as an extension of your application or the start of your interview process. One option is to prescreen individuals via text to identify top-tier candidates. Then, candidates can drive the process forward themselves by self-scheduling their interview, which can be completed through a variety of virtual interviewing tools. All of this ends with the hiring and onboarding process.

Virtual Interviewing Tools

There are five main options for virtual interviewing technology, which can be mixed and matched depending on your organisation and the types of roles you’re hiring for.

On-Demand Text or SMS Interviews

cell phone

What is it?

Candidates answer a series of yes/no, multiple choice or short-answer questions via text on their own time.

How does it work?

After completing an application, candidates receive a text message or email asking if they’d like to opt in to a text or SMS interview. Then, they’re sent a series of questions that they can answer on their own time. This process is customised and automated to move candidates quickly to the next step of the process.

What is it best for?

We recommend this option for entry-level or hourly roles. It also works well as an initial screener for high-volume roles.

Why should you consider it?

Candidates are unlikely to answer phone calls from unknown numbers – which turns an initial phone screen into a long game of phone tag. Alternatively, text interviews are quick and have high rates of completion, with some PeopleScout clients seeing completion rates as high as 80%.

On-Demand Audio Interview

cellphone recording audio

What is it?

Candidates answer a series of questions by submitting audio recordings on their own time.

How does it work?

Candidates receive a link to complete the on-demand interview, in which they can respond to questions that are simply printed or recorded by the recruiter or hiring manager. Then, when the candidate is finished, they submit their answers to the recruiter for review.

What is it best for?

We recommend on-demand audio interviews for high-volume call centre roles, for example, or for positions in which candidates may be currently working in non-typical shifts.

Why should you consider it?

On-demand audio interviews provide more flexibility for both the recruiter and the candidate; there’s no need to schedule a time when the recruiter and candidate are both available.

In the current world of work, it’s even more difficult for candidates and recruiters to complete an interview during a typical 8 a.m. to 5 p.m. window. Alternatively, the on-demand audio option typically takes candidates 15 to 30 minutes to complete and takes recruiters just five to six minutes to review. At PeopleScout, our proprietary talent technology – Affinix – also allows you to calibrate your interview scoring process to ensure the right numbers of candidates make it through. On-demand interviews have a completion rate of between 40% and 60%.

On-Demand Video Interview

cell phone recording video

What is it?

Candidates answer a series of questions by submitting video recordings on their own time.

How does it work?

Similar to an on-demand audio interview, candidates receive a link to complete the interview and answer questions that are written or recorded by the recruiter or hiring manager. Then, once the candidate records their answers on video, they submit them to the recruiter for review.

What is it best for?

We recommend on-demand video interviews for roles in which candidates must demonstrate their professionalism in person, such as customer service roles or flight attendants.

Why should you consider it?

Similar to on-demand audio interviews, on-demand video interviews provide flexibility for both the recruiter and the candidate. Video interviews also allow you to see how a candidate demonstrates their professionalism “in person.” In this way, it’s an ideal choice for customer-facing roles. Much like their audio counterparts, on-demand video interviews have a completion rate of between 40% and 60%.

Live Audio Interview

live audio interview cellphone

What is it?

Similar to a phone interview, candidates speak directly with a recruiter or hiring manager to answer a series of questions.

How does it work?

Think of the live audio interview as a phone interview with extra features. Candidates can dial in, and hiring managers and recruiters can use a conference line to bring in either multiple candidates or a panel of interviewers. The interview can also be recorded. Plus, automated reminders can be scheduled and sent out using the tool so that no one loses the number or shows up late.

What is it best for?

We recommend this for later-stage interviews with top candidates – especially when most of their work will be completed on the phone, like call centre or virtual customer service roles.

Why should you consider it?

Compared to a traditional phone interview, you gain extra features and increased privacy for both candidates and interviewers with this option.

Live Video Interview

live video interview

What is it?

A live video interview is the best replacement for an in-person interview. In this situation, candidates speak on camera with a recruiter, hiring manager or panel of interviewers.

How does it work?

A candidate receives a link to the virtual interviewing platform. With Affinix, candidates don’t have to download or install any applications; they simply click to join the interview. Recruiters and hiring managers can also programme automated reminders for interviewers and candidates.

What is it best for?

We recommend live video interviews for professional- or executive-level roles, or as a replacement for a final, in-person interview.

Why should you consider it?

With so many safety and travel concerns, live video provides a safe option for a variety of interviews that were previously in-person. In this case, the interviews can be one-on-one; with a panel of interviewers; or with a group of interviewees. Some PeopleScout clients have also used the technology for virtual job fairs. Plus, in the event of multiple participants, it also provides additional privacy protections so that candidates can’t see the contact information of other candidates, for example.

Affinix also includes chat and screen-share options, as well as the ability to record interviews. Going forward, live video interviews also provide an alternative to travel.

Interview Scheduling

While many of these options allow candidates to complete the interviews on their own time, the live options still require the process of scheduling. Fortunately, instead of the time-consuming back-and-forth, candidates can now self-schedule interviews.

An invitation to self-schedule an interview can be automated after an application or SMS interview; it can also be initiated by a recruiter. It works by allowing recruiters and hiring managers to sync their calendars with a scheduling tool or provide certain timeslots for candidates to choose from. This allows candidates to move the process forward themselves, thereby enhancing the candidate experience and saving time for the recruiter.

Putting It All Together

Depending on your organisation and the roles you’re hiring for, your virtual interview process will likely include a number of stages and tools. This graphic shows one way that these can fit together.

interview funnel infographic

Implementing a Virtual Interview Solution

At PeopleScout, we recommend four steps for implementing a virtual interviewing solution. The process can be quick; in fact, in some cases, we can set up a virtual interviewing solution in as few as 72 hours.

  1. Evaluate what you need. What portions of your process are already virtual?
  2. Work with your RPO provider to implement the technology tools you need.
  3. Gather branding materials and questions you need.
  4. Train your hiring managers and talent acquisition team.

Once your virtual interviewing solution is up and running, it’s important to keep evaluating the process and testing to find the right workflow for your recruiters, hiring managers and candidates. In particular, your solution should meet the needs you have now, as well as evolve for the future.

Addressing Mental Health in the Workplace

Posted on by jpatel

While mental health in the workplace has become a hot topic in recent years, there’s no doubt some stigma still exists around discussing mental health in a professional setting. That said, with the ongoing effects of the pandemic, increased remote and flexible work arrangements, and a global blurring of lines between what constitutes home and work life, addressing mental health in the workplace has shifted from a question of “if” to “how.” 

The pandemic has heightened a slew of negative emotions in employees’ lives, such as stress, anxiety, uncertainty, fatigue and, in many cases, grief. During a time of year that is already dark for many due to seasonal affective disorder (SAD), the addition of a lost loved one due to COVID-19 or the general stress that comes from not knowing what the future holds can hit especially hard for some. 

Statistics on mental health in the workplace

According to a report by Oracle, 76% of workers believe their company should be doing more to support the mental health of their workforce. However, while many organisations want to help employees constructively address mental health in the workplace, they often don’t know where to start. 

In this article, we share tips for creating a healthy work culture, highlight warning signs to look for in employees who may be dealing with underlying mental health conditions and outline some helpful coping mechanisms. In addition, we provide resources that can be shared with employees to aid them as they continue to deal with the myriad mental stressors caused by the ongoing pandemic.

Set Guidelines to Enable Healthy Work Culture 

With the rapid increase in flexible work arrangements, home and work life have seemingly blended into one, and it can be easy to forget the line where the workday ends and personal life begins. With so many employees working from home, organisations have seen an increase in worker burnout, leading to lower productivity and reduced overall satisfaction with work. So, how can leaders prevent burnout and keep employee morale high?  

  • Practice self-care: By taking much-needed time to manage stress, leaders will be setting a strong example for employees, leading to improved working conditions overall. Encourage your team to take plenty of breaks, eat regularly, meditate or pursue other activities they enjoy. 
  • Consider tone: A kind tone in an email or message can go a long way during a time of uncertainty and doubt. Without it, employees may feel discouraged to reach out when they need help.  
  • Communicate often: Meet with your employees regularly to check-in not only on work, but on how they are doing in general. Simply asking an employee if there’s anything they need can be extremely impactful in showing you care, especially for employees who are more hesitant to ask for help. 
  • Remain flexible: Remember that employees are dealing with a variety of stressors outside the bounds of work. If certain deadlines are flexible, that can be a huge relief on an employee who may be working through external factors that are taking a toll on their mental health. 
  • Prioritise work-life balance: Set up a designated work area away from the place you spend your downtime, set boundaries and a time you log off work for the day. Being a model for healthy work-life balance and encouraging employees to do the same is an important way to combat burnout.  

Encourage Team Support 

An important part of a healthy work culture is a team that supports one another. In a time where many employees are feeling overwhelmed about the same daily stressors, working together as a team to destress can prove helpful. As a leader, you can encourage teams to participate in group exercises to reduce stress. Forbes offers some suggested activities for remote teams, including group wellness programmes, goal setting sessions and “Mindful Mondays.” 

In addition to the overall stress of work and daily life in a pandemic, government restrictions and working remotely can be isolating and anxiety-inducing for many. To help people feel connected while they are physically distanced, leaders can organise team-building activities and opportunities for virtual socialisation, such as: 

  • Interest clubs 
  • Informal message boards 
  • Trivia/game night 
  • Virtual happy hour 
  • Sharing a prompt of the day 
  • Video show and tell 
  • Book clubs 
  • And more! 

Know the Signs of Mental Health Struggles 

Even with a sound work culture in place, some employees will still struggle with underlying mental health conditions—with or without the added stress of the pandemic. So, how can employees, coworkers and leaders recognise the warning signs? When should employees ask for help? When should leaders offer support? Consider these assessments to take an account of current mental health states—for yourself and your colleagues. 

Mental Health Assessment 

If you notice some of the following warning signs in an employee or coworker, you may want to reach out and start a conversation on their mental health.  

  • Work Habits: Have you noticed a sudden change in an employee’s work habits? Poor productivity, minimal motivation and trouble concentrating can often be the result of a mental health concern.  
  • Overall Demeanor: If you notice a dramatic change in an employee’s personality, such as sudden irritability, nervousness, restlessness or other unusual behaviour, this could be a sign they are struggling with their mental health. 
  • Increased Absenteeism: Is an employee frequently missing meetings, calling in sick or starting work late when they typically always start on time? Excessive fatigue, physical aches and overall lethargy could be associated with depression and anxiety.  
  • Sudden Outbursts: Employees who seem unable to control their emotions, leading to mood swings, outbursts and disruptive behaviour, may be experiencing mental health concerns.  
  • Social Withdrawal: If an employee seems unwilling to communicate with others, avoids social interaction with other team members and purposely imposes self-isolation, this could indicate an underlying mental health concern. 

Employee Self-Assessment 

If an employee is experiencing several mental illness warning signs at one time, they may want to reach out to a manager or mental health professional for help. Here is a list of common signs and symptoms from the American Psychiatric Association that you can share with your employees: 

  • Sleep or appetite changes: Dramatic sleep and appetite changes or decline in personal care 
  • Mood changes: Rapid or dramatic shifts in emotions or depressed feelings 
  • Withdrawal: Recent social withdrawal and loss of interest in activities previously enjoyed 
  • Drop in functioning: An unusual drop in functioning, at school, work or social activities, such as quitting sports, failing in school or difficulty performing familiar tasks 
  • Problems thinking: Problems with concentration, memory or logical thought and speech that are hard to explain 
  • Increased sensitivity: Heightened sensitivity to sights, sounds, smells or touch; avoidance of over-stimulating situations 
  • Apathy: Loss of initiative or desire to participate in any activity 
  • Feeling disconnected: A vague feeling of being disconnected from oneself or one’s surroundings; a sense of unreality 
  • Illogical thinking: Unusual or exaggerated beliefs about personal powers to understand meanings or influence events; illogical or “magical” thinking typical of childhood in an adult 
  • Nervousness: Fear or suspiciousness of others or a strong nervous feeling 
  • Unusual behaviour: Odd, uncharacteristic, peculiar behaviour 

Practice Healthy Coping Techniques 

After noticing an employee may be experiencing some warning signs of a mental health issue, or after an employee approaches you for help regarding their mental health, you’ll want to approach the subject with care. Most importantly, show empathy when having conversations around mental health in the workplace. Your employee is likely feeling overwhelmed and maybe a little anxious talking in a professional setting about such a personal topic. It’s important that your employee feels comfortable sharing what they’re feeling and that you reassure them you are willing to listen and help with no fear of judgement or risk of a negative impact on their professional reputation. 

Depending on the severity of the situation, you may recommend your employee see a mental health professional to talk further about their condition. However, as a starting point, you can suggest healthy coping techniques for some common mental health concerns: 

Stress

Stress is a normal biological reaction to a potentially dangerous situation. When you encounter sudden stress, your brain floods your body with chemicals and hormones such as adrenaline and cortisol. Typically, after the response occurs, your body should relax. However, too much constant stress can have negative effects on your long-term health. (Healthline) 

Coping with Stress: 

  • Emphasise work-life balance 
  • Exercise regularly 
  • Eat well  
  • Make time for hobbies 
  • Connect with a support system 
  • Meditate or practice yoga 
  • Get enough sleep 
  • Spend time with a pet/loved one 

Anxiety

Anxiety refers to anticipation of a future concern and is associated with muscle tension and avoidance behaviour. Anxiety disorders can cause people to try to avoid situations that trigger or worsen their symptoms. Job performance and personal relationships can be affected. (American Psychiatric Association)

Coping with Anxiety: 

  • Practice focused deep breathing 
  • Aromatherapy 
  • Take a walk 
  • Meditate or practice yoga 
  • Write down thoughts 
  • Identify triggers 

Depression

Depression negatively affects how you feel, the way you think and how you act. Depression causes feelings of sadness and/or a loss of interest in activities you once enjoyed. It can lead to a variety of emotional and physical problems and can decrease your ability to function at work and at home. (American Psychiatric Association)

Coping with Depression: 

  • Stay connected with others 
  • Prioritise face-time (even virtually) 
  • Care for a pet 
  • Do things you enjoy (or used to) 
  • Try to get enough sleep 
  • Exercise 
  • Don’t skip meals 
  • Take a walk in the sunlight 
  • Challenge negative thoughts 
  • Read a good book/watch a funny movie 

Grief

Grief is the natural reaction to loss. Grief is both a universal and a personal experience. Individual experiences of grief vary and are influenced by the nature of the loss. Some examples of loss include the death of a loved one, the ending of an important relationship, job loss, loss through theft or the loss of independence through disability. (Mayo Clinic)

Coping with Grief: 

  • Lean on friends and family  
  • Accept and face your feelings 
  • Express feelings creatively (writing, drawing, etc.) 
  • Try to maintain hobbies/interests 
  • Preserve memories (photo album, memorial, etc.) 
  • Join a support group 

Additional Mental Health Resources 

The tips and techniques outlined in this article are not comprehensive, but they offer a starting point for organisations who may not know how to approach the topic of mental health in the workplace—especially during such a challenging time. In addition to the strategies, assessments and coping techniques outlined above, we encourage you to share additional mental health resources with your employees, such as:  

Learning and Development Programmes for Long-Term Retention & Employee Satisfaction

Posted on by jpatel

The COVID-19 pandemic has shone a bright spotlight on company values and culture, separating employers who truly live up to their promises from those who rarely take action where it matters. And, employees are paying attention – as well as growing more critical of organisations that they’re considering working for.

Meanwhile, according to the latest Engagement and Retention Report from Achievers Workforce Institute, 52% of currently employed respondents said they would hunt for a job in 2021 – up from 35% in 2020. But, why are more than half of employees looking for a new job this year? The short answer: They’re disengaged. Whether from lack of recognition; poor diversity and inclusion practices; remote work burnout; or a feeling of disconnectedness, 71% more employees are disengaged in 2021 than 2020.

In fact, lack of career growth is the number one factor holding employees back from feeling engaged at work – making it a key area of opportunity for employers looking to remain competitive. Plus, as organisations are in the midst of the Great Rehire, talent acquisition teams face the challenge of filling a number of unexpected open roles – and high turnover exacerbates the issue. As such, maintaining a strong retention strategy is essential to avoid overloading these already lean teams.

In this article, we’ll walk you through the benefits of learning and development programmes; explain how to create an effective strategy to promote career growth; and share examples of ways that organisations are investing in their people.

Benefits of a Learning & Development Programme

Launching an effective learning and development programme typically requires investing in resources. However, when done right, the benefits far outweigh the costs. Specifically, not only does a strong learning and development programme help employees in their career growth, but it can also improve the performance of an organisation as a whole. More precisely, some of the key benefits of implementing a learning and development programme are:

Closing Skills Gaps
A training and development programme is a great way to address skills gaps within an organisation – especially if your company had to scale down during the pandemic. But, by performing a skills audit, you’ll have a better idea of which gaps exist in your organisation – which can then help you determine the areas that make the most sense for reskilling your workforce. Then, as a result of improved efficiency and more highly skilled employees, you’ll also increase your ability to fill open roles from within.

Increasing Retention & Employee Satisfaction
Not only will employee performance improve, but retention and satisfaction will increase, as well. That’s because employees feel genuinely cared for and valued when an employer shows a willingness to invest in employee growth and development. And, with an improved set of skills and knowledge, employees will be more likely to stick around at a company that believes in them and wants to see them succeed. This employer loyalty will then increase retention and decrease turnover rates.

Staying Competitive & Innovative
Consistent investment in your employees’ growth and development will also help keep their thinking fresh and future-focused, thereby resulting in an overall culture of innovation at your organisation. Plus, top talent will also be more inclined to join an organisation with the perk of a strong learning and development programme, as well as the opportunity to grow in a new role.

Improving Employer Brand
Organisations with effective development programmes can also leverage them as a selling point to attract prospective candidates. Additionally, current employees will be more likely to leave positive reviews on employer review sites and spread the word within their networks that your organisation truly cares about employee career growth.

Saving Money
As skills gaps close and retention is improved, your organisation will also save money on sourcing and recruiting external candidates. Plus, a culture of innovation and employee satisfaction will keep your employer brand strong, as well, which has a significant effect on candidate attraction spend.

How to Create an Effective Learning & Development Programme

Before you jump in to implementing a robust learning and development programme, it’s important to start by planning. Below is an overview of the key items to consider:

Establish Goals
The first step in planning for a learning and development programme is to establish the goals of the programme. This step is crucial because you’ll refer back to these goals as you make decisions along the way. In particular, ask yourself:

  • What are the overall business goals that our organisation is trying to achieve?
  • How will the learning and development programme align with our overall organisational goals?
  • What are the necessary steps needed to achieve these goals?

Identify Competencies
Competencies are a particular set of abilities, skills, and knowledge that affect an organisation’s success and set it apart from competitors. Some examples of business competencies include:

  • Business acumen
  • Strategic agility
  • Market knowledge
  • Communication
  • Decision-making
  • Change leadership
  • Driving results
  • Collaboration and influence

After determining the key competencies your organisation wants to foster in alignment with your goals, you’ll be able to better curate learning tracks to help instill these competencies into your employees.

Determine Strategy
There are a variety of types of learning and development programmmes, so choose the one that makes the most sense for your organisation. Your selection will depend on whether you want to teach the same skills to a large group of people at once, help employees improve on-the-job performance, or open training to everyone on their own schedule. Common types include:

  • Classroom/workshop style
  • Instructor-led training (ILT)
  • In-house/outsourced learning sessions
  • Interactive
  • On-the-job
  • Skills-based
  • Online

Incorporate Mentorship

A formal mentoring and coaching component can also complement your learning and development programme. Specifically, pairing compatible employees with one another encourages teams to build relationships and learn from each other. To that end, it’s important to match mentees with mentors whose areas of expertise match the former’s desired area of growth to ensure that the relationship is mutually beneficial. As a result, less-experienced employees can be challenged and learn, while more seasoned employees can grow from the experience as a leader and mentor.

Encourage Engagement
In order to ensure the longevity of your learning and development programme, it’s essential to foster strong engagement. In particular, encourage managers to suggest training for employees and create a recognition system for employees who participate in trainings. Employees can also share completion certificates and comments about different trainings internally on platforms like Slack and Yammer. This strong sense of engagement will then encourage others to participate and, ultimately, lead to long-term success with your programme.

Measure Results
Finally, despite the fact that it’s often overlooked, it’s extremely important to establish a way to measure the effectiveness of the learning and development programme once it has gained some traction. First, determine whether those initial goals are being worked toward and met. If they’re not, identify gaps where you may need to adjust strategy by considering the following questions:

  • Is employee productivity improving?
  • Are managers noticing improved employee engagement and satisfaction?
  • Are there any reductions in turnover time?
  • Are employees feeling more successful?
  • Has your employer brand presence improved externally?
  • Are you able to quantify results based on your overall goals?

Real Examples of How to Invest in Your People

The thought of creating a learning and development programme from scratch may seem daunting, but it can be helpful to know that many organisations have found success through unique approaches to investing in their people. Here are some of the organisations leading the way in this important commitment to developing people:

Yelp
Yelp’s transparent, supportive culture pushes its people to excel. The user-review company invests in: career development opportunities for its employees; constant constructive feedback; goal-focused, one-on-one sit-downs; team meetings; and thank you shout-outs for a job well done. All of these strategies reinforce each employee’s achievements, ambitions and unique strengths.

Dun & Bradstreet
Dun & Bradstreet – a leading global provider of business decisioning data and analytics – supports top-down learning, in which team members are welcome to jump on their managers’ calls. This enables them to learn about taking on more responsibility and also encourages them to pursue their own learning – whether by attending conferences or taking courses online.

WEX Inc.
At WEX, every day is an opportunity for employees to ask if there is a better way – and to act on promising ideas. Through mentorship, conferences and tuition reimbursement, there’s always room to keep climbing the ladder at this financial technology company.

Amazon
Amazon committed $700 million to retrain 100,000 workers by 2025, thereby allowing employees of the online retailer and technology giant to move into more highly skilled jobs within the company or find new careers outside of Amazon. In addition, Amazon’s Machine Learning University initiative helps workers who already have a background in technology and coding to gain skills in machine learning.

Verizon Communications Inc.
After closing most of its retail stores during the pandemic, Verizon retrained 20,000 employees to handle new jobs, which ranged from sales to customer service. This year, the American multinational telecommunications conglomerate plans to teach 100,000 employees new skills to prepare them for the demands of 5G, the next-generation wireless standard. Additionally, Verizon is partnering with Generation USA to help train 500,000 workers throughout the next decade for jobs of the future in communities across the country.

Levi Strauss & Co.
This year, Levi’s launched its Machine Learning Bootcamp, an immersive training in coding, machine learning and agile ways of working that are uniquely designed for employees of the American clothing company. Participants will master an in-demand skillset and focus on learning full-time for two months – all paid for and encouraged by leadership.

Walmart
Walmart partners with Guild Education to offer employees a way to earn a high school or college degree for $1 per day. Employees of the American multinational retail corporation also get personalised coaching support from day one all the way through graduation.

PeopleScout
At PeopleScout, we invest in our people through two programmes. First, our Global Mentorship Programme supports and enriches the professional development of PeopleScout employees. Similarly, our engagement with LinkedIn Learning also allows employees to explore professional interests and develop skills both professionally and personally. And, finally, our global ideation platform encourages employees to submit their innovative ideas for improving our business – giving them direct opportunities to work with leadership to develop ideas into tangible solutions.

Developing the Next Generation of Talent

As a talent leader, you understand the importance of a total talent mix, which means leveraging both internal and external recruitment strategies. And, with higher turnover forecasted as we move out of the pandemic, there’s no better time than now to start investing in your existing workforce. Plus, by constantly reskilling and upskilling your current team through a strong learning and development programme, you’ll not only attract top talent externally, but you’ll also have loyal and dedicated employees who believe in your business and are prepared for the future of work – whatever challenges it may bring.

Progress in Action: Moving Toward a Globally Diverse and Inclusive Workplace

Posted on by akessler

Progress in Action: Moving Toward a Globally Diverse and Inclusive Workplace

Improving organisational diversity is a honourable pursuit for employers across all industries and should be a consistent point of focus for forward-thinking talent teams. Building productive teams from a pool of qualified job seekers irrespective of nationality, gender-identity, ethnicity, religious background and sexual orientation is essential to creating a workplace that reflects the communities that it serves.

So, how can you help your organisation better connect with, source, engage and recruit a more diverse and inclusive workforce? In this ebook, we examine how your organisation can update your DE&I programme with modern diversity strategies.

In this ebook you will learn:

  • How to accurately measure your DE&I programme’s progress and goals

  • How to source candidates from underrepresented groups

  • Real-world DE&I success stories and more

Recruitment Marketing: How to Stand Apart in the Battle for Great Talent

Posted on by akessler

Recruitment Marketing: How to Stand Apart in the Battle for Great Talent

In today’s candidate-driven talent market, job seekers are more discerning and judicious in selecting a potential employer. To gain their trust and inspire them to choose you over your competitors, you need to ensure that your recruitment and marketing efforts are aligned.

What’s more, the recruitment marketing ecosystem is evolving at an accelerated pace. Tactics that worked in years past may no longer move the needle with candidates. So, how can employers better attract, engage, entice and hire top talent? In this ebook, Recruitment Marketing: How to Stand Apart in the Battle for Great Talent, we explore how employers can build a world-class recruitment marketing program.

In this ebook you will learn:

  • Establishing your brand narrative as a north star
  • Building authenticity and trust with your employees’ voice
  • Connect to talent with data-driven insights
  • Differentiating your brand through human experience
  • And more!

Candidate Assessment: Bringing in Better with Passion, Purpose and Mindset

Posted on by akessler

Candidate Assessment: Bringing in Better with Passion, Purpose and Mindset

Most employers are still using legacy assessment processes that are ineffective in today’s competitive recruitment landscape. With the cost of one bad hire reaching as high as $50,000, it’s imperative that organisations ensure they’ve assessed candidates’ current skills, future potential and cultural fit.

So, how can you adjust your assessment process to bring in talent that will support their business now and into the future? In this book, Candidate Assessment: Bringing in Better with Passion, Purpose and Mindset, we explore how employers can rethink their assessments to hire talent that will thrive.

In this ebook you will learn:

  • Why assessing only for knowledge and skills puts you at risk
  • How investing in technology helped one retailer modernise their assessments and improve the candidate experience
  • How to customise your assessments to find the right passion, purpose and mindset