Companies hire international workers for a number of reasons. Sometimes they cannot find anyone suitable for the position locally, or they are looking for the best people in their field. It could also simply be the matter of language expertise, or a wish to diversify a working environment. Regardless of the reason, the process of hiring is made difficult by distance, time, and the legal requirements.
No matter the size or stage your recruitment business is currently at, having recruiters, especially your top performers leave you, is just bad for business. If you want to improve the sale value of your recruitment business, retaining your top performing staff is essential.
Research shows that a high staff turnover rate can cost you at least “twice an employee’s salary to find and train a replacement.” Not only are there financial repercussions, but losing your best performers can also lower the knowledge base in your company as well as decrease team performance and morale, including your own.
Retaining good employees is crucial to the success of any recruitment business.
Sure, but how do you actually do that?
Thanks to the Internet and the prevalence of many other technological advances, remote working is an increasingly popular trend. While many individuals enjoy working remotely and being able to take better control of their work/life balance, companies also benefit in numerous ways.
For example, remote workers do not take up space in the office or require companies to pay for extra equipment and supplies. These workers are usually more productive because they do not have workplace distractions, such as chatting with co-workers and catching up on office gossip.
When the right candidate is selected for the job, both parties can benefit. However, in order to find the right candidate, you will need to work closely with the hiring company as well as the candidates.
Each generation of workers can be characterised by unique skills, personality traits, and experiences. Millennials, who were born between 1981 and 2000, are one of the more unique generations of our time. This generation has had access to an incredible amount of technology for most of their lives, and they are exceptionally technologically savvy.
They are also used to being able to instantly find out how to do things with a simple Internet search or learn what friends and family members are up to with a quick look at social media accounts. These are only a few of the characteristics that differentiate millennials from others, and you should keep in mind some important things if you plan to hire them in the near future. Here are three major issues to consider.
A great majority of companies tend to invest a lot of resources in the branding of their products. That is why we often associate a company with a product and soon enough, the product becomes a sort of a foundation for their brand.
But for some time now, companies have been using employer branding as a source of attracting new talent. This strategy was usually specifically created for recruitment, but soon enough, companies realised that this was also a perfect way to get them closer to clients.
There are several things that need to be included in creating the overall company brand, and they range from various recruiting policies to the work environment and reputation. Below, you will find ideas that will help your business become the brand for the best talent out there.
For business owners, hiring freelance workers can prove incredibly beneficial towards company growth. Freelancers now make up 35% of the workforce, so there are plenty of talented contractors in virtually all industry sectors.
There are, however, some differences from hiring full-time employees that you need to understand before hiring a freelancer (if you need to classify a worker, here’s a handy questionnaire). Here are six key considerations before diving in.
Hiring an effective team of people, which will help you drive your business to success, is a difficult process. After all, you must consider your options carefully and pick the best candidates for the job because the choices you make will surely affect your company. Every entrepreneur should strive to surround themselves with employees that are talented, motivated and good at their job. However, finding the right people isn’t always a simple task.
For the owner of a small agency, it’s a difficult decision that could take your business to the moon, or send it crashing into the landfill.
For the manager or director of a recruitment giant, it is also what your reputation and future promotions may hang on.
When to hire, who to hire and whether to hire at all?
The first 90 days for any new hire is critical. It’s your role as their manager to lead them to success.
With new startups sprouting up faster than you can say unicorn, there is a huge demand for tech talent.
If you are shopping in the same market, things are going to be tough.
With a large selection of employers to choose from, the limited number of tech talent could be very selective in who they wish to work for.
This means going beyond the old school way of just posting (a job ad) and praying (for applicants). Because that just doesn’t work anymore.