31 May 2022 - HR Future

How To Design An Effective Recruitment Process

16 April 202431 May 2022 by Alan Hosking

You might have heard the saying that your company is only as good as your employees. Even though technology offers sophisticated solutions that streamline business processes, the words still stand true. You might have the state of the art equipment and software, but without a skilled workforce, you will not make the most of those tools. Moreover, it is the people who are behind the most creative and innovative ideas that drive success.

Finding and acquiring the best talent is the goal of every employer, yet truly skilled workers can be hard to come by and even harder to retain. Unfortunately, as the Society for Human Resource Management reports, it may cost you 6 to 9 months of an employee’s salary to find and train their replacement.

A solution to this problem is to design an effective recruitment process that will allow you to reach the best candidates, review the applicants in-depth, and interview them. It is a matter of knowing what exactly you are looking for and asking the right questions. But that is not all. Keep reading to learn about the ins and outs of building your recruitment process.

Identify Your Hiring Needs

Before you get down to building a recruitment process, it is necessary to identify your hiring needs. In other words, you need to create a profile of your ideal candidate. It is an essential step in the whole process that will impact your further actions.

First, you need to determine how this particular role will fit into the team. Do you need a manager who will lead others or an employee who will complete specific tasks? Think in terms of skills – what gaps does the new employee need to fill? Then you have to establish what skills and qualities are crucial for this position and which would be a nice addition. Asking yourself these questions will help you determine the type of person you are looking for.

You might want to skip this step if you are filling an already existing position. After all, you have the old job description that you can recycle. However, the current role, skills, and responsibilities have likely changed over time. Therefore, you need to evaluate it once again.

Determine How to Reach Potential Candidates

Now that you know what you are looking for, you need to devise a way to reach the best pool of candidates. This will involve creating a job posting. According to Bravo interviewer, a good posting clearly defines the position and the responsibilities and is detailed but concise. It should also give information about your company and its goals and values.

When it comes to advertising your job offer, the Internet has made it possible to reach a larger talent pool with job search websites, such as Indeed, Monster, or Glassdoor. You can also leverage social media platforms, such as LinkedIn, Twitter, or Facebook.

Another option is to create an employee referral program and involve your current employees in the recruitment process. By offering them rewards, you can encourage them to refer qualified candidates for the position, which could make your talent pool even 10 times larger.

Prepare for Initial Reviews

Once you start receiving applications, it is crucial to review them thoroughly before moving on to the next stage of the process. When reviewing resumes, you need to pay attention to the candidate’s experience, education, and skills. After all, you have to ensure that they match the requirements you have defined for the position.

You might receive tens and even hundreds of applications. Hence, you should think about implementing a system that will allow you to sort through the applicants efficiently – one that will help you do a quick initial review and eliminate those who do not meet the qualifications. You may use an applicant tracking system (ATS) that will determine which candidates meet your requirements the best by conducting a keyword search for appropriate skills and titles.

Then you should conduct phone screenings to narrow down the selection of candidates you want to invite for interviews. That means creating a list of basic questions such as the candidate’s availability and desired salary. If you cannot accommodate the applicant’s expectations, there is no need to invite them to the next stage.

Build an Optimal Interview Process

As soon as you have shortlisted your applicants, it is time to prepare for the next stage – the interviews. Your objective is to determine the candidate’s actual skills, what kind of a person they are, and how they would fit into your company culture. In addition, you will be able to see how well they handle pressure and conflict.

First, you need to establish what kind of interviewing style you will use. Some employers prefer panel interviews, while others opt for one-on-one meetings. Your choice will influence the course of the whole procedure. For example, if you decide to go for group interviews, you will have a chance to test the candidates’ teamwork skills.

Then you need to create a set of questions that will help you assess the candidates. Many employers recommend asking behavioral questions in which candidates describe their past experiences. For example, you might ask about a particularly stressful situation at their previous job and how they overcame it. This way, you will gain valuable insights into how the person will act in specific situations.

Moreover, you need to prepare a task relevant to the job. It is an opportunity to see the person in action and determine whether they possess the required skills. For instance, you could ask the candidate applying for customer service to write an answer email to an angry customer. You should provide a sample email to assess whether they can mimic your company’s writing style.

Once the interview is over, you have to make a decision. You could offer the candidate the job right away or wait a few days to make sure they are the best for the job.

Final Word

Designing a comprehensive recruitment process might seem like a daunting task, but it is well worth the effort. It will not only allow you to attract the best employees but also retain them. That is why you need to adopt a systematic approach that aims to identify and select the ideal candidates for a specific job who can help you achieve your company’s goals.

Hopefully, this article provided you with valuable insights into the process and gave you a better understanding of where you should start. As we mentioned at the beginning, it all comes down to determining your needs and asking the right questions. However, you can further streamline the process and save time and money by using technology, such as applicant tracking systems.

HR Future Staff Writer

4 Ways Technology Can Increase Workplace Productivity

16 April 202431 May 2022 by Alan Hosking

Running your own business can be a dream come true, especially if you’ve always wanted to be the master of your own destiny and strived to make a living doing something you’re passionate about. However, in many cases, there’s another side to this story. Today’s market is a bustling and hectic place, making it incredibly challenging to stand out from the crowd. Often, the underdogs are at risk of getting overtaken by their bloodthirsty rivals, and the race to prosperity never slows down.

Efficiency is one of the main factors that play a vital part in the growth of your business. The lower the productivity, the smaller profits you make, and that’s likely to be something you simply cannot afford. Luckily, there’s no need to worry, as there are plenty of exciting ways technology can help you raise your company’s productivity and avoid stagnation. They range from using scientific translation for better communication to automating repetitive, mundane tasks and using different platforms that help teams stay connected. Rean on and learn more about the solutions you can implement in your workplace:

Automation Tools

Automation is one of the best ways to eliminate all the unnecessary and time-consuming tasks that might have taken over everyone’s lives. You can use a number of tools to make it happen, whether you’re looking for a management system that allows you to streamline workflows or a better way to organize your company’s data or files. By embracing automation, your business can gain a lot.

The whole point of automation is to relieve the workers of unnecessary and mundane responsibilities, which will allow them to focus on their primary responsibilities, which are contributing to company growth and generating profits. For instance, if you notice that your employees need to better manage and organize the data, you can look at tools such as Snowplow or Tableau to simplify the process. This will also help you keep deadlines and avoid unnecessary mistakes as the files will be easier to navigate.

Another benefit of automation is that it will enable you to measure the efficiency of automated processes much more easily than if you tried to do the same with manual ones. It’s an excellent way to identify areas that could use some optimization to start performing better over time. Moreover, automated processes are usually more consistent because they are designed to give the same results every time, which is a foolproof way to raise productivity.

Scientific Translation

It’s no secret that communication is key for any successful business. It can be particularly tricky if at least one person involved in the process doesn’t speak the target language or if they don’t have enough practice with it. Luckily, there are plenty of translation solutions that will enable you and your team to communicate with anyone.

Translation solutions can be handy when dealing with scientific or niche-specific texts, requiring the translator to deeply comprehend the study area before understanding the information. Instead of using Google Translate, trying to figure out what a complex text means, you can look for professionals offering scientific translation services. In this day and age, it is entirely possible to work with a professional translator remotely when needed via video conferencing. In many cases, you might also do just fine with translation software.

Collaboration Tools

With more and more companies embracing remote work, cloud and mobile technologies gain importance for most businesses. Not only do they help ensure that everyone has the appropriate resources to stay connected and productive, but they also allow everyone to access the key business applications and quickly connect with other employees, partners, or clients.

For example, communication and collaboration platforms such as Microsoft Teams, Slack, or G Suite allow teams to work together even if they are all in different locations. Video conferencing apps like Google Meet or Zoom make it incredibly easy to host virtual meetings, share and discuss ideas, and interact with each other.

Additionally, processes repositories, such as SharePoint, can be used as a secure place to store, organize, share, and access information from any device. SharePoint can be particularly useful for companies that use Microsoft Teams because it integrates seamlessly with it. It can also sync across different computers and mobile devices, making it easy to work together on documents or presentations.

Time Management Tools

Proper time management is one of the best ways to ensure that everyone can make the most of their workday. Business owners who strive for improved productivity can use calendar and scheduling apps such as Google Calendar, which integrates with most productivity-oriented apps. They allow you to plan out your tasks, set timelines and motivate you to complete them before the deadline. Those who need help staying on track can also set some reminders.

On top of that, employee monitoring tools such as Time Doctor might help you as a business owner to keep an eye on the progress of your remote employees. You’ll be able to monitor the pace of their work and stay informed about how they spend their workdays and how much of their time is spent on being productive. Of course, there are also some downsides to such apps, as some workers might feel like they’re being micromanaged or watched too closely, so if you choose to try them, proceed with caution. Your goal is to increase productivity, not stress your employees out.

In Conclusion

As you can see, it’s important to stay on top of the game and implement tech novelties to make sure your business is running smoothly, and you see improvements in productivity among your employees. These days, technology can be your best friend, and these are just a few examples of how it can help you boost productivity and avoid stagnation.

As a business owner, you have to keep an eye out for new solutions which can help you reach your goals. That’s also why we recommend doing a bit of research and getting familiar with what’s out there before you choose the software that will work best for your company.

HR Future Staff Writer

Bidvest Bank Has Explored And Identified Efficiency Gains To Reveal Opportunities – Fleet Management Re-Imagined

16 April 202431 May 2022 by Kelsey

The future of fleet management in South Africa is supporting the need to reduce future fleet costs through direct cost savings or increased efficiencies and utilization gains. This is not simply restricted to fleet management but will be achieved in conjunction with technology advancements in service delivery and supply chain management activities.

With the worldwide pandemic and resultant industry challenges, our fundamental strategy had to be “Re-Imagined”. At Bidvest, it’s “Business Unusual”.

We’ve redefined our values for ourselves, underpinned by leaders that enable partnership! We are proud to announce the appointment of Warren Peters as Executive Head of Bidvest Bank Fleet and Asset Finance and Management.

Warren, an accomplished Executive with over 22 years experience in Financial Services and Fleet Management, exhibits extensive experience in Business Operations, Finance and Business Development with a proven track record in executing business strategy and tactical implementation delivering impressive results.

At Bidvest Bank, our Fleet Management approach focuses on a partnership philosophy and information exchange, to create a brand that our customers can trust. Aligned to the above and supported by our long-standing contracts, we understand the challenges and opportunities associated with Integrated Fleet Management and Mobility Solutions and have developed products, services and an operating model focused on optimizing operational efficiencies, reducing risk and managing cost.

We must differentiate ourselves from our competitors in the way we service and look after our customers. For us, it’s all about getting things done in a unique manner that is founded upon our culture and values. We exist to serve and retain our customers by constantly looking for new and smarter ways to improve their fleets with the core focus around maximizing every kilometer.

The formation of our Client Coverage Model marks a departure from the current status quo of Product-Led to Client-Centered philosophy that is agile and responsive, resulting in the emergence of our “One and Done” mindset of excellence.

By co-creating a cohesive framework to deliver distinctive relationship-based client experiences, transitioning to a ‘New Way of Working’ and digitizing the demand, Bidvest Bank embraces emerging Fleet Strategic Alliances which allows us to leverage off leasing expertise to diversify into other asset classes.

We understand the cost challenges associated with the provision of fleet management services and we ensure that our solutions and pricing reflect a combination of measurable value and cost considerations, whilst respecting the required service delivery standards and infrastructure required by our customers.

Bidvest Bank is geared toward a full mobility service offering that not only sources and manages complex fleets but provides the flexibility and interchangeability that perfectly matches your unique business needs. Our industry first tyre pooling plan and clearly defined, split variable and fixed fleet cost invoicing are a few ways we make sure our customers are truly paying for what they use.

Our fully bespoke technology and reporting platforms have helped increase fleet efficiency and improve overall operations. We realise that businesses that start future-proofing their fleets now will be able to integrate new technologies faster than their rivals. Ultimately, the sector will emerge stronger, more efficient and more agile. But as with any process of evolution, there will be winners and losers. The key to being among the winners, is to start preparing now. Owning the platform is the key to creating value for your business, and this is where we are making our investment.

Our world is changing, and we need to be able to adapt quickly.

If our clients think entrepreneurial, we want them to think Bidvest Bank.

Fabulous Five Mantras Of Digital Leadership

16 April 202431 May 2022 by Kelsey

Use these five mantras to snap up your leadership in a digital age.

Even though it’s 2022, we’re still having to talk about gender diversity and how important representation is, particularly at leadership level. This isn’t just a case of banging the drum either – recent research we carried out suggested just 19.2% of Fortune 500 companies had a female CIO in 2021. Worryingly, we also found only 4.41% of CEOs identified as female, a 14% decrease over the last five years.

Leadership has evolved tremendously in the last few decades. Leading in the digital world is a discomforting task for numerous leaders as most of us are very much comfortable operating under the conventional way of leadership. Undoubtedly, this is fully or partially a new practice, especially in the new normal. At the moment, there is no more option left for leaders but to empower themselves in the new atmosphere that has brought the world closer and within a click.

The pandemic has accelerated the digital way of working by introducing a new working concept and practices in the workplace, such as Work From Anywhere (WFA). Leading in the digital era has significantly caused us to develop a new skillset that has emerged due to expansion and innovation in recent years. These five leadership mantras will serve as a guideline to help you lead better in the digital environment.

Mantra 1: Identify gaps and upskill

First and foremost, identify the new competencies for today’s leader. The World Economic Forum (WEF) has mapped out 10 Job Skills for 2025, creating a path for leaders to improve their performance and manage teams effectively. The outlined 10 skills are: analytical and innovation, active learning and learning strategies, complex problem solving, critical thinking and analysis, resilience, stress tolerance and flexibility, creativity, originality and initiative, leadership and social influence, reasoning, problem solving and ideation, emotional intelligence and technology design and programming. Some of these skills may not be alien to us, yet are more on demand in the digital world. Best practice is to recognize the relevant skills pertaining to your personal development and as part of your current organization and embed this into your upcoming leadership development plan.

Mantra 2: Embrace technology

Technology is not detachable from our day to day life. Without a doubt, we have to say a BIG, “Yes,“ to technology. Assimilating technology in leadership efforts and strategy is more prevalent nowadays with the emergence of a multi-generational workforce, the Gig Economy, having stakeholders beyond borders and culture differences. Technology further improves our presence and effectiveness in our work and personal life as leaders if managed and utilised wisely. Let us face the reality we are unable to distance ourselves from both changes and technology. Having the right resources and tools, a digital platform, personnel and the required basic knowledge of technology propels leaders to the next level in their careers. Do not let technology advancement hold you back!

Mantra 3: Only change is constant

As the future can be highly uncertain and continuous changes at a global level have a definite impact, are leaders prepared to face the future challenges without fear? Change is inevitable and only change is constant, so how effective are leaders in managing the upcoming changes? Leaders have to reduce or completely get rid of it to march forward. Managing change is now a “must have” skill in every leader as the world is undergoing massive changes. Kotter’s eight step model and Kubler Ross’s model on change management are two great references for leaders to better manage the ever-changing nature of business in the current world. Understanding the change management process by Kotter helps to organize and plan the entire process and have the mindset that change is a continuous exercise. According to Socrates, “The secret of change is to focus all of your energy not on fighting the old, but on building a new one.”

Mantra 4: Stay connected

Communication has become more crucial in the modern way of leadership, be it face-to-face or remote. With the emergence of new skills for leader, such as being resilient, flexible, empathetic and managing stress, it’s more critical to ensure and maintain a close connection with stakeholders, especially the team members in different locations and the new joiners. Building trust and strong relationships support leaders in achieving goals and retaining employees, particularly with the birth of “The Great Resignation”. Leaders with high authenticity and transparency in their communication style, combined with a genuine intention to help the team prosper, stand a better chance of being on the winning track. Establishing connection, involving others and continuously engaging people at work, definitely create a path to success.

Mantra 5: Coach and lead virtually

Virtual coaching and leading on a remote basis appear to be the vibrant skills in championing leadership at different levels. Virtual and digital communication platforms are spearheading the world of communication at all levels of people. I have personally experienced a significant number of leaders struggling in the virtual communication world. Leaders who put in additional effort and are willing to learn these skills have experienced a positive outcome at work. Having a coaching model, having knowledge of caching masteries, exhibiting empathy and support, combined with integrating best coaching practices leads to improvement of coaching skills among leaders. Being highly determined to be in Level 4, also known as People Development level of John Maxwell’s “Five Levels of Leadership” is a good benchmark in progressing leadership skills to the next level.

Leaders’ traits and change management are clearly tested during a crisis. A great leader must be equipped with these competencies in managing the changes within them and externally in the digital era. Great strategy alone does not take leaders far. A combination of solid execution and bringing positive and significant changes, reaching the pinnacle and leaving a legacy in leadership make leadership more prevalent and meaningful. Do not forget, to lead by example and be a role model despite the challenges you are facing as a leader. Stay positive and be positive.

Prakash Santhanam is a highly passionate Situational Leadership, Blockchain, Meta NLP, CIPD, DDI, Insights, Hogan and Harrison certified Talent Management Professional with over 10 years of global experience. Based in Kuala Lumpur, he is a resourceful talent partner in reshaping organizations leading towards global excellence in the talent management cycle, inclusive of selection, hiring, development, engagement, retention and digitalization.