Use of Personality Portraits to Foster Inclusive Recruitment

By Iventa The Human Management Group (Austria)

Working from home hasn’t been that common in many companies until now, and many employees  aren’t well-versed. Today, more and more people are working from home, for security reasons, job mobility or family matters, and there are many distractions that can interfere with your productivity.

The Recruiting & Research Specialists from Iventa have 5 tips for you to make working from home successful!

1. Assess your equipment

Before you move your workplace to your home permanently, make sure you have secure access to company data and all the necessary passwords and files with you. Basic equipment for the home office definitely includes a laptop, smartphone, headset and webcam. Also make sure that your work equipment is running efficiently. While an IT department in the office ensures that your technical equipment works properly, you are often the one in charge of it at home.

2. Define your personal workspace

Although your bed or couch scores points for comfort, it rarely encourages serious and productive work. By creating a workspace that’s ideal for you, you’ll ensure a good, calm working atmosphere. Find an area without distractions, where others will also recognize that there is work taking place.
“It was particularly important for me to create a place in my home office where I can work in a concentrated and quiet environment. For my personal home office, I have set up my small “office” right next to my window, which is flooded by the morning sun every day. Starting work in my home office means opening my window and breathing in the fresh morning air. That’s how I start the day full of energy and motivation.” – Linda Rittler, IT Recruiting & Research Specialist  

3. Create a work routine

To avoid blurring the fine line between your work and private life at home, set yourself concrete working hours, breaks and goals. This way, you’ll be able to make structured progress with your to-dos, and also, recognize when you work overtime. For a motivated work attitude in the early morning, it can additionally help to have the same morning routine as on usual workdays in the office. Getting showered, dressed and ready for work as usual will ensure you start the day motivated and productive.
“A structured routine is very important to me. It is helpful to get dressed and ready as usual in the morning – you never know if you might have to attend a video call at short notice.” – Katharina Moser, Recruiting and Research Specialist

4. Respond to requests in a reasonable amount of time

In the home office, you don’t have to be available twenty-four hours a day. Nevertheless, a clear agreement on when you are available and when you are not is helpful for communicating with your managers, colleagues and customers. For example, enter your availability and busy times in your calendar, so that it is clearly visible for everyone involved and also encourages finding a routine.

5. Stay in touch with your colleagues

It is obvious that you should be in frequent and close contact with your manager. However, also make efforts to actively communicate with your colleagues in order to promote the exchange of information. For example, take part in meetings via Zoom or similar platforms, use your telephone more often to clear up confusion, and actively ask colleagues for news. After all, exchanging ideas with others is also essential for good work, maintains your relationship with colleagues and counters a feeling of isolation.
“For me personally, a regular exchange with my teammates is very important. That’s why we implemented daily stand-up meetings in my team! Music in between helps me additionally to stay in a good mood. Furthermore I try to use the breaks to recharge my batteries with a little round of running.” – Sarah Winkler, Research Specialist
Working from home is a whole different way of working, which demands a certain amount of discipline and motivation from employees. In the modern working world, however, moving your own workplace to your home is no longer a curiosity. We believe that with clear communication and a little routine in practice, every employee can make a successful transition to a productive workday from the home office.
6 Rules for Getting Rock-star Talent in a Talent–tight Market

By GattiHR, USA

Even as the longest economic expansion ever continues and unemployment rates remain at historic lows, many companies continue to recruit as though there are ample candidates out there and that they are in complete control. In reality, the candidates are in charge, and the balance has tipped entirely in their favor.

Here are 6 essential rules that we have found are key to attracting talented professionals in this market:

Rule #1: Move quickly

There’s a prevailing assumption that recruiting takes longer when the market is tight. In our experience, it’s exactly the opposite. Candidates come and go very quickly. They also have very little tolerance for long, drawn out decision cycles. Keeping good candidates warm is an important and inevitable part of the search process, but there is a limit to what your search firm can do.

Even with completely passive candidates, once they’re receptive to discussing a new career opportunity, talented ones often have multiple options to consider. The trick here is to squeeze every bit of inefficiency out of the scheduling process. The only reasons for downtime should be deliberation and decision, not availability. Keep the process moving, be super-responsive and expect the same of your search partner.

Rule #2: Quality still rules

Hiring the best is still front and center. When talent is tight, there’s always the urge to settle. Granted, every hire requires trade-offs, but it is essential that these are reasonable trade-offs that don’t completely compromise the likelihood that the candidate will be successful in the long run.

Once you’ve squeezed every ounce of distraction and chaos out of the selection process, prepare your interviewing teams well and debrief quickly, and make sure everyone has a shared understanding of the success profile that you are looking for.

Rule #3: Have a Plan B (and C…)

Just as important as it is to avoid settling for a sub-par candidate, it’s equally important not to put all your eggs in one basket. There’s an understandable tendency to back off when you’re getting close to the offer stage, and there was a time when you could reasonably assume that by offer stage, you could be reasonably sure that the selected candidate was sincerely interested in joining your organization. Counteroffers used to be the only concern at the offer stage.

The reality now is that in addition to counteroffers, candidates often have other offers to consider. They’re generating optionality for themselves. You need to do the same by maintaining the search’s tempo until the offer letter is signed, and by making sure your search partner does the same.

Rule #4: Hiring in vs. Selecting Out

Every hiring decision fits into a simple (and difficult) decision set. We have a predictor (selection process) that helps ensure a good outcome (a shiny new employee). When predictor and outcome align, the process works. When they don’t, we have an error. At most companies, the entire process focuses on avoiding bad hires (false positives). We don’t worry about missing good hires (false negatives).

Bad hires cost money, make colleagues and customers angry, and generally muck up the works. False negatives seem to have fewer consequences. Bad hires are bad, obvious, embarrassing and expensive. But missing out on a great employee is merely unfortunate, and besides, who’s going to know? It’s not that costly, it’s not that obvious, and there’s no risk of embarrassment.

In a talent-tight market, the false negatives can be really harmful. Evaluating candidates on round-peg in round-hole criteria (i.e. how much the new candidate looks like the old one) is a safe way to avoid false positives. It takes a much more imaginative approach to consider the success possibility of a candidate who brings different skills, different attributes and different experiences to the company.

Rule #5: Have a Boomerang Strategy

In this kind of market, lots of really good employees can be seduced away. The grass always looks greener when a new and different company is telling you how much they want you to come work for them. Companies that take a “you’re dead to me” approach to their former employees are missing out on a great candidate pool.

Stay in touch. Turn ex-employees into alumni. Listen carefully and acknowledge what they’ve told you in the exit interview. Do this right, and they’ll become unabashed advocates for your company, refer great candidates to you, and even come back.

Rule #6: Curate your employer brand

The first 5 rules are largely transactional, turn-on-a-dime things you can build into your search process. Rule #6 is more strategic and takes time. First, recognize that your brand and your employer brand are two different things. might look like a furniture company, but to attract the small army of software engineers that are the key to their success, they must be seen as the best tech-game in town. Second, engage in the conversation.

Even if it feels like extortion, if you elect not to engage the social media communities that revolve around your employer brand, then the only voices prospective employees hear will be the ones with bad things to say.

Credit : Praxi