Candidates and employers alike have been seeing ghosts, but I don’t mean the type that would require an exorcist. Ghosting happens when someone you’re pursuing suddenly vanishes and becomes unresponsive to communication. For a long time, it’s been employers ghosting candidates, despite requests for follow up after an interview. Now, with the unemployment rate so low, candidates and employees have been turning the tables back on employers. So, how do you reduce the ghost sightings?

1. Public Relations

Everyone on your recruitment team should act as a member of the PR team. You are the main point of contact for a prospective candidate. How you treat them will leave a lasting impression since this is their only exposure to company culture. Candidates are in a position to be selective about which positions they select. Display trust, respect and open communication to give them a reason to choose you.

2. Review Your Hiring Process

When is the last time you took a tour through your hiring process? Have you examined it from the lens of a potential applicant? There is usually some room to streamline and eliminate redundancies. There is a growing trend to implement AI and automation with Applicant Tracking Systems that will take much of the time burden away from you. So, you could have more time to give constructive feedback to candidates.

3. Be Real

Not everyone is going to be a great fit for the role you’re trying to fill. Be honest along the process and give feedback where possible. As part of the recruiting team, it is your responsibility to set realistic expectations for both the employer and the candidate. If you ghost candidates and don’t provide them with the respect they deserve, they will speak to their friends. A bad reputation is difficult to overcome.

Why is there an increasing display of ghosting? It could be because employers and recruiters have taught this to candidates as acceptable behavior. How do we deal with being professionally ghosted? From here, we can lead by example, give candidates a reason to want to come back, and don’t forget the human.

Employee engagement directly affect companies’ bottom line. Nevertheless, it is one of the employment topics that has been neglected and incorrectly defined and applied for years. Surveys show that a majority of people lack the innate connection to their job, company or both. The disengaged employees work as much as bare minimum just to get the job done. They are disconnected, produce less, and don’t last long. It’s important to understand what employee engagement is. Employee engagement is not job satisfaction or happiness, it goes beyond that.

Highly engaged employees are enthused to come to work. They are more productive, experience an increased sense of health and well-being, have longer tenure and are committed to the organization and its goals. For the business, this means more success and lower turnover rates.

As the employer, you want highly and actively engaged employees who willingly put more work forth. It takes effort and time to ingrain a culture of organizational engagement, but here are some tips that can help you along the way.

Define your core values and purpose

Know the reason why the company exits and prepare to clearly explain it downward to the employees. Employees need to know the goal and vision they’re all rallied behind. This will help them have a purposeful reason to come to work everyday, care about their work and put the extra effort in.

Don’t underestimate the impact of office space

Carefully designed innovative office space that is tailored to company culture and business goes hand in hand with employee productivity. This becomes even more important when you are trying to attract the millennial population. The functional office spaces that foster collaboration and allow concentration improve employee morale and engagement.

Define employee role clearly

Define employee role clearly so that they understand how their work contributes to the overall mission of the company. From the employee contribution to the department and from the department to the entire company, there should be an unbroken chain defining how critical each employee’s work is to ultimate mutual goals. Employees need to have an understanding of this chain and how they fit in the overall scheme of the organization.

Recognize and acknowledge

Well recognized and acknowledged employees feel like a valued member of the team. Develop programs throughout the organization to execute employee recognition on a regular basis. Examples are monthly reward programs or company points. This will foster a culture of gratitude and appreciation where team members are there to support one another.

Provide development opportunities

Employees who feel they’re stagnating are more likely to check out and explore other opportunities. Focus on those that suit your business model and financial status best. Any opportunity from a seminar to certification programs can serve the purpose. Consider passion projects as an option where employees are personally invested in. These projects will unexpectedly benefit your business.

An engaged workforce ultimately means a bigger bottom line. Remember your business thrives best when everyone in it feels valued and included. Your employees when engaged, will get you something money can’t buy.

 

Check out this great article to read more on employee engagement.

Is your company struggling to find workers? How long have your openings been open? Canada is currently facing a labour shortage. The unemployment rate that we’ve seen over the last year is the lowest our country has seen in about 50 years. So, what do you do when most people already have jobs? A great way to counteract the current skill shortage is to upskill current employees. Read below for ways your organization can upskill workers during a labour shortage.

Prioritize Retention

Keep your good employees. Find a way to keep them engaged in both their role and in the culture of your company. Listen to your workers to seek out deficiencies. You need to know what the problem is if you’re going to be successful in solving it. After all, you don’t want to lose your top talent to your competitor. So, think of introducing flexible schedules, increased leave allowances or employee benefits.

Invest in Training

You’ve already built a team who knows your business. Then, why not train them to be your best asset? You can mold employee skill sets specifically to your business. It allows for better career progression planning. When hiring, focus on finding good cultural match and consider training on the skills you need and know can be learned. For more on upskilling, read A Strategist’s Guide to Upskilling.

Review the Recruitment Process

Take a look at what the process actually looks like. Consider where you’re advertising to attract candidates. Are you looking in the right place? Often we fall into behavioural patterns in recruitment. We get used to the way we’ve always done it. In a labour shortage, creativity is key. So, if your approach isn’t working, change it! Find what works.

Utilize Contingent Workers

Many more individuals are choosing to work on a contingent basis, allowing them greater flexibility. Some statistics suggest that about 30% of the workforce is composed of contingent workers and it’s only expected to grow from there. Can your openings be filled with freelancers, contractors or consultants? By tapping into the pool of workers, your organization may save money associated with the hiring and onboarding process.

Don’t let your business suffer during the challenge to find employees. Be proactive and focus on how to creatively fill your open roles, whether that is to upskill workers during a labour shortage, or working with freelancers. Human Resource Executive has a great article on why Now is the Time to Start Upskilling your Workforce.