All posts by Melissa Glenny

About Melissa Glenny

Melissa is a 17 year veteran of the Staffing Industry and founder of Franklin Professional Associates. Melissa and her husband live in Central Massachusetts with their two daughters. They enjoy running, writing music, gardening, wine-making, and sailing around Boston Harbor during the summertime. Melissa is passionate about developing relationships and spends much of her time focused on Business Development, Community outreach and leadership initiatives.

Don’t Be “Too Slow” To Hire

Recruiters today are finding themselves in a highly candidate driven market.  In order to hire the people you need, you may be required to adopt different strategies and tactics to effectively attract and hire new talent.

A 2017 recruiting trends report from Top Echelon, based on input from more than 5,000 recruiters, pointed to two key sources of stress for recruiters:

  • Sourcing qualified candidates (35%);
  • Clients who are too slow to make offers (30.8%)

Being too slow to make offers and hire employees is particularly troubling when the most common complaint  is that “there aren’t enough candidates to pick from.”  Clearly, moving quickly to make a hiring decision and extend an offer is critical.

Use Social Media

It’s also critical for employers to have a firm grasp of what appeals to today’s most sought-after candidates. Millennials are projected to make up over half of the workforce by 2020 and they are currently the most sought after employees.  Ashira Prossack, CEO of Millennial Mastermind, a consulting firm that helps bridge the gap between employers and millennials, says that “Companies and recruiters must reevaluate their hiring strategies to attract this younger generation of workers.”  That means moving beyond traditional recruitment methods to connect with candidates on the platforms they use the most.  You need jobs to be posted on multiple social media sites rather than relying exclusively on job boards.  Because this generation lives on their mobile devices, they expect to be able to apply for jobs quickly and easily through their smartphones.  Therefore, creating a mobile-optimized app to maximize recruiting efficiency is a top priority.

For HR professionals, a good starting point for determining the type of adjustments needed is to conduct an internal audit or analysis to determine:

  • Average time-to-hire, by position or job category:
  • Number/percentage of opt-outs or incompletes during online application process;
  • Ratio of accepted-versus-rejected offers and reasons for rejection.

In each of these areas, it can be helpful to analyze results based on various types of jobs, such as by department, by manager, by position, for hard-to-recruit positions, by type of application (email vs. desktop vs. mobile), ect.

Recognizing that time-to-hire is critical in a candidates’ market, anything that HR can do to help streamline the applicant review, interview and offer process can go a long way toward boosting the odds that your most desired candidates are likely to accept your offer.

 

Employee Benefits: How to Keep Up and Stand Out

Traditional employee benefits have long been the cornerstone of benefit packages. While traditional employee benefits will remain a staple, their power to “wow” prospective employees is becoming overshadowed by more outside the box benefits.  As you strive to  keep up and stand out in the employment market, the impression of your benefits package will be mostly defined by the unique benefits you offer.

When considering how to invest in employee benefits in a way that helps you attract and retain great people, it’s important to start by considering what your target employees truly value. For example, Millennial workers are more open to paying high-deductible health plans and likely to appreciate the value of Health Savings Accounts. On the other hand, they are not likely to put emphasis on long term disability.

At various stages of life, people appreciate things differently. In my experience, the prevailing soft benefit among people is flexibility. It comes in many forms depending on organizational structure and culture.  The knowledge that an employer will extend whatever flexibility it can to help employees balance life situations with work is an important foundation.  Families with young children are seeking more flexibility in order to balance the demands of childcare. Likewise, other families face concerns over elder care which may come with the same or greater demands. Studies have also found that 35% of millennials would take a pay cut in order to work remotely.

In my company, we start our annual business planning by asking employees to list their top 10 goals for the year.  We’ve even extended that conversation into the interview process when it makes sense. I remind people that we are working to live, so it makes sense to start with life goals when creating the goals and plans of the business.

Consider your employees or prospective employees situations. How can you add value to their lives?  I see more companies offering employee benefits including unlimited time off, hiatus, remote working opportunities, and various wellness programs including financial wellness like student loan repayment and mortgage programs.  No one company is the same so it’s important to know your people and what is important to them and then customize a benefits package that serves them best.

I’d love to hear about your most outside the box employee benefit! Join the conversation or email me at melissaglenny@franklinprofessionals.com.