Category: Employer Insights

When it comes to building a robust team, one of the most crucial qualities to look for in a potential hire is trustworthiness. A talented candidate may bring skills and knowledge to the table, but if they lack integrity, the consequences could be detrimental to your business. So, how do you gauge a candidate’s trustworthiness during the hiring process? In this blog, we’ll explore some effective strategies that can help you assess the reliability of your prospective employees.

Dive into Their Core Values

One of the first steps to understanding a candidate’s trustworthiness is to get a sense of their core values. During the interview process, ask pointed questions that prompt the candidate to reveal what they stand for. For instance, inquire about the principles they hold in high regard and how these have influenced their professional decisions. This not only gives you insight into their moral compass but also lets you discern if their values align with your organization’s culture.

Learn from Their Mistakes

Everyone makes mistakes, but not everyone has the courage to admit and learn from them. Asking candidates about a time they made a mistake and how they handled it can be revealing. It shows their capacity for self-reflection and honesty. Pay attention to whether they own up to their errors or if they deflect blame onto others. A trustworthy individual will demonstrate accountability and discuss the lessons learned from their experiences.

Evaluate Their Convictions

Another way to assess a candidate’s integrity is by asking them about a time they stood up for what they believed in, especially in difficult situations. This can shed light on their commitment to their beliefs and whether they have the courage to act in accordance with their convictions, even when it’s challenging. Their response can provide a window into their character and propensity for ethical behavior.

Verify Their Past

A comprehensive reference check is a non-negotiable step in the hiring process. When you check a candidate’s references, you’re not only confirming their work history and qualifications but also learning about their reputation from previous employers. Ask about the candidate’s reliability, work ethic, and interpersonal skills. This feedback can be invaluable in determining whether they are as trustworthy as they present themselves to be.

Consider Background Checks

For certain positions, especially those that involve handling sensitive information or financial transactions, conducting background checks is prudent. This can include criminal records, credit history, and more. While a background check should not be the sole determinant of a candidate’s trustworthiness, it can provide additional peace of mind by ensuring there are no red flags that could impact your business.

Determining a candidate’s trustworthiness requires a multifaceted approach that incorporates values-based questioning, accountability assessment, reference verification, and sometimes, background checks. Remember, the integrity of your team is paramount to the success of your company.

If you need help expanding your team with trustworthy professionals this year, don’t hesitate to connect with our team at ABBTECH. We specialize in finding candidates who are not only skilled but also bring a strong ethical foundation to your business.

Disciplining employees is a delicate endeavor that requires finesse, empathy, and a clear strategy. As managers and leaders, it’s our responsibility to maintain a positive work environment while ensuring that performance issues are addressed promptly and effectively. In this blog, we’ll explore the best advice for reprimanding employees with the aim of fostering growth and maintaining workplace harmony.

Emphasize Privacy and Respect

First and foremost, avoid publicly calling attention to mistakes. The initial reaction to an error might be to address it immediately; however, this can lead to embarrassment and resentment. Instead, opt for a private 1-on-1 conversation where the focus can be on giving constructive criticism. If necessary, include an HR representative to ensure the meeting stays on track and all parties feel supported.

Seek to Understand

When sitting down with an employee, strive to understand their intentions and the context behind their actions. Often, what might appear as negligence could be a result of miscommunication or lack of resources. By approaching the conversation with an open mind, you help create a safe space for the employee to share their perspective and for you to provide guidance without undermining their confidence.

Offer Constructive Solutions

Work closely with the employee to dissect the issues they were facing and discuss what could have been done differently. Offer alternatives and solutions, rather than just pointing out what went wrong. This approach not only helps rectify the current situation but also equips your team member with the tools to handle similar challenges in the future, ultimately enhancing their professional development.

Keep a Record

Maintaining a log of these disciplinary conversations is crucial. Documenting the details of each meeting serves multiple purposes: it provides a reference for any follow-up actions, helps track the employee’s progress, and ensures consistency in your management approach. This record will be invaluable if the issue becomes recurrent and more serious steps need to be taken.

Focus on Improvement, Not Punishment

Remember, the goal of discipline is not to punish but to correct and improve. Your approach should always be from a place of wanting to see your team succeed. Positive reinforcement, alongside constructive criticism, can work wonders in motivating employees to improve their performance and avoid future missteps.

Establish a Clear Path Forward

In the unfortunate event that disciplinary actions escalate, having a structured process in place, such as a performance improvement plan (PIP), can help both the employee and the company. A PIP outlines specific expectations and benchmarks for improvement, providing a clear roadmap to success. It also demonstrates your commitment to your team’s growth, rather than a rush to termination.

Need Help Hiring? We’re Here for You

Finally, if you find yourself in need of additional support for hiring and building a robust team for the year ahead, don’t hesitate to connect with the team at ABBTECH. We’re here to assist you in creating a strong, cohesive workforce that can navigate challenges effectively and with a positive spirit. Contact us today!

As we celebrate the dawn of a new year, it’s time to reflect on our leadership styles and habits. The world is continually evolving, and so too must our approach to effective leadership. This blog post will outline some inspiring leadership habits that both aspiring and current leaders should adopt to guide their teams effectively.

Praise Publicly and Recognize Contributions

One of the most motivating things for a team member is feeling appreciated for their hard work. As a leader, take the time to publicly praise your team members and thank them for their contributions to the company’s success. Make it a habit to recognize individual and team accomplishments regularly. This not only boosts morale but also fosters a culture of gratitude and recognition within the organization.

Lead with Empathy and Emotional Intelligence

Leadership is not just about strategic planning and decision-making. It’s about understanding and connecting with your team on an emotional level. Leading with empathy and emotional intelligence is key to creating an inclusive and supportive work environment. Show genuine interest in your team members’ well-being and be mindful of their feelings and emotions. Let empathy and emotional intelligence guide your leadership.

Offer Resources for Mental and Physical Health Support

The health and well-being of your team members should be a top priority. In the upcoming year, make it a point to offer resources for mental and physical health support. This could include access to counseling services, wellness programs, and flexible work hours to promote work-life balance. By prioritizing your team’s health, you show them that you value them not just as employees, but as individuals.

Show Your Humanness

In the world of leadership, authenticity is key. Don’t be afraid to show your humanness to your team. Share your experiences, admit your mistakes, and express your emotions. This not only makes you relatable but also builds trust and respect among your team members. Let authenticity be a cornerstone of your leadership style.

Stay Calm in Times of Uncertainty

The future is always uncertain, and it’s the leader’s role to navigate the team through these uncertain times. Stay calm, composed, and optimistic even in the face of adversity. Your team will look to you for reassurance and guidance, so it’s essential to maintain a positive outlook. Strive to be a beacon of stability and assurance for your team.

If you’re looking to hire new talent this year, let our team at ABBTECH lend a hand! We’re committed to supporting leaders like you in building successful teams. Together, let’s make this the year for inspiring leadership and remarkable success.

As we approach the close of 2023, the Human Resources (HR) landscape continues to evolve at a rapid pace. From the rise of remote work to the integration of artificial intelligence in hiring, the way we work and how we manage talent is undergoing a significant transformation. Here, we reflect on five key takeaways that HR professionals need to navigate the changing dynamics of the workplace.

1. Remote Work Policies: The New Norm

The pandemic has reshaped the workplace, with remote work no longer being an exception but the rule. In 2023, companies have embraced flexible work arrangements, recognizing the value in work-life balance and employee well-being. HR professionals need to ensure that their remote work policies are robust, focusing on clear communication, team collaboration, and employee engagement.

2. AI in Hiring: Streamlining Talent Acquisition

Artificial intelligence (AI) is revolutionizing the hiring process. From screening resumes to scheduling interviews, AI has proven to be a game-changer in talent acquisition. It facilitates a more efficient and unbiased recruitment process, allowing HR to focus on strategic decision-making. In 2023, leveraging AI in hiring isn’t just a trend; it’s a necessity.

3. Talent Retention Strategies: Prioritizing Employee Satisfaction

With the shift to remote work and the rise of the gig economy, retaining top talent has become a major challenge. To combat this, HR teams need to prioritize employee satisfaction. This means providing competitive compensation, opportunities for career advancement, and fostering a positive company culture. Remember, a happy employee is a loyal employee.

4. Upskilling and Reskilling: A Future-proof Workforce

The rapid pace of technological advancements has made continuous learning a must. HR needs to champion upskilling and reskilling initiatives to future-proof their workforce. Providing employees with opportunities to learn new skills not only enhances their productivity but also boosts their morale and job satisfaction.

5. Data-Driven Decision Making: The Power of HR Analytics

Data is the new currency, and HR is no exception. HR analytics provides valuable insights into hiring trends, employee performance, and more. It empowers HR professionals to make informed decisions that align with business goals. In 2023, embracing HR analytics is key to staying competitive and making strategic HR decisions.

In this changing landscape, HR professionals are expected to adapt and innovate. If you’re looking to grow your team to prepare for the new year, consider partnering with the hiring experts at ABBTECH. With a proven track record of success, ABBTECH can provide the support and expertise you need to navigate the evolving dynamics of the HR world. Contact us today!

The state of the economy often has a direct impact on our sleep patterns. As an employer, it’s not surprising that the economic uncertainties of today’s world might be causing your employees to toss and turn at night. In this blog, we’ll explore the common concerns that are potentially causing anxiety among your workforce and offer insights into addressing these worries to promote employee well-being and productivity.

Work-Life Balance in the Digital Age

In the era of remote work and digital connectivity, achieving a healthy work-life balance has become increasingly challenging. The boundaries between work and home life are blurring, leading to longer work hours and heightened stress levels. As an employer, it’s essential to recognize this struggle and take steps to promote a healthy work-life balance. This could range from implementing flexible work hours, encouraging regular breaks, or even promoting digital detox initiatives.

Job Security in a Fluctuating Economy

Job security is another common concern among employees, especially amidst the economic turbulence of recent times. Regular communication about the company’s financial health, future plans, and job stability can go a long way in alleviating these fears. Furthermore, investing in your employees’ growth and development can also foster a sense of job security.

Financial Stress and Its Impact on Productivity

Financial stress is a significant concern for many employees, affecting not just their personal lives but also their productivity at work. Employers can play a pivotal role in mitigating this stress by offering competitive salaries, providing financial wellness programs, or even partnering with financial institutions to offer financial planning resources.

Navigating the Future with Confidence

Addressing these concerns is not merely about boosting productivity; it’s about fostering a work environment where employees feel valued, secure, and confident about their future. By acknowledging and addressing these anxieties, employers can improve overall employee well-being, leading to a more engaged, motivated, and productive workforce.

Need help hiring the right people to navigate these challenges? Let ABBTECH’s team of experts lend a helping hand. With our deep understanding of the job market and robust hiring strategies, ABBTECH can help you build a resilient and mentally healthy workforce ready to tackle the uncertainties of the economic landscape. For help building your team, turn to ABBTECH today!

It is essential to build a supportive, diverse, inclusive workplace. Still, for many employees, the work environment is still an awkward place where many feel isolated and uncomfortable because of their ethnicity, race, gender, orientation, neurodiversity, or physical abilities. As an employer, it’s very easy to help your employees feel valued and free to be their full selves. Here are some simple ways that you can make your work environment more inclusive and welcoming to all employees.

Don’t Make Assumptions

Never judge a book by its cover. You simply can’t tell anything by looking at someone, so avoid making assumptions about your employees’ orientation, relationship status, pronouns, or abilities. Have the courage to ask kind, respectful questions. Doing this will avoid misunderstandings and keep communication open and positive.

Personal Preferences

Don’t be afraid to ask how an individual employee prefers to be addressed and what adjectives they embrace to define and present themselves. Most people don’t mind answering honest, respectful questions; it goes a long way toward helping them feel comfortable and appreciated in their work environment. Plus, it’s a great opportunity to build diverse connections in the workplace.

Foster Inclusive Opportunities

Team-building and social opportunities are a great way to encourage inclusion and a positive workplace culture for your employees. By organizing professional exercises and social get-togethers, you can further encourage your employees to get to know each other and form bonds of friendship and teamwork that naturally foster inclusion and support among employees.

Be Kind and Stick Up for Your Employees

As a manager or supervisor, it’s your job to be a good example to all your employees. Lead the way by being kind and considerate. If you hear an employee exhibit bias, speak to them about it. Ensure that they know the company policies on diversity, equity, and inclusion.

Don’t Be Afraid to Make Mistakes

It is vital to cultivate a work environment that is welcoming to all employees. While you will likely make some mistakes along the way, the important thing is to keep making a good-faith effort. Ask questions, clarify information, and apologize, when necessary. All of your employees, along with their families and friends, will appreciate you for it.

Consider Partnering with a Staffing Agency

Creating an inclusive work environment is a crucial goal for any organization striving to nurture a culture of respect, collaboration, and diversity. If you feel your organization is still experiencing challenges implementing and fostering this desired enviroment. Now is the time to consider the crucial support that a staffing agency can provide.

By partnering with a staffing agency that shares your commitment to fostering an inclusive workforce, your company can take a significant step toward creating a workplace where all employees feel empowered, valued, and appreciated for their unique contributions. If you are ready to take a closer look at how a staffing agency can help achieve this goal, contact ABBTECH today!

In this blog, we’ll look at four unexpected reasons your employees are leaving and what you can do about it.

Attracting top talent is challenging for many businesses in this active candidates’ job market. Once you have those stellar employees, you want them to be happy and stick around as long as possible. But even employees who seem happy in their roles can decide to quit. 

Is your organization struggling to retain top talent? If so, you may be driving away your best employees without knowing it!

Reason #1 Employees Are Leaving: Lack of Career Advancement

Some employees are completely satisfied working at the same level until they choose to retire. For the most part, however, workers want the opportunity to excel and achieve in their careers. If your employees feel like their chances for moving up within the team, department, or division are limited or nonexistent, they will quickly start looking for fresh opportunities elsewhere.

Ensure your employees have continuing education opportunities and training available to them. Encourage them to improve and expand their knowledge and credentials and recognize their achievements through advancement.

Reason #2 Employees Are Leaving: Management-Style Issues

Management style can be a pivotal factor in whether employees choose to leave. If you tend to micromanage daily tasks and over-supervise projects, your employees may feel stifled and overwhelmed. On the other hand, some employees crave more structure & feedback for their roles.

The key is to get to know your employees individually through the interview and training process. Assess your management style and be open to flexibility when your style clashes with a valued employee. Aim for a well-balanced mix of supervision and freedom to keep your team happy and working productively.

Reason #3 Employees Are Leaving: A Clash of (Workplace) Cultures

If your hiring process is comprehensive, your employees should know your company culture and policies before a position is offered. However, there may be occasions when an employee disagrees with workplace policies or company values adopted and embraced later.

Take the opportunity to talk with your employee about the issues at odds and be open to a compromise that meshes well with your overall company culture.

Reason #4 Employees Are Leaving: Lack of Recognition

We all want to feel seen, especially when it concerns our performance at work. Some employees will quit when they consistently feel their efforts and results are undervalued and unrecognized. They may also leave if other employees receive recognition regularly and they do not.

Make a consistent effort to recognize achievement by every team member, privately and in a group setting. Your employees will feel seen and appreciated, a positive feeling that builds trust and loyalty.

Conclusion

Even the happiest employees may choose to leave for various unexpected reasons. Pay attention to your team and know what could motivate them to go. It could be the key to keeping your top talent onboard for the long haul.

If you need help rebuilding your team, turn to ABBTECH.

The pandemic forced many businesses to shift to hybrid or fully remote teams. The transition was challenging for some companies, and many managers are still learning and adapting to managing their remote teams.

If you are still learning to manage your remote workers effectively, here are 5 effective strategies for managing remote teams.

Trust your Remote Teams

Nothing brings out the best in an employee like managerial trust. Trusting your employees to self-manage themselves to complete tasks and accomplish goals increases their trust in you as a manager. They become more confident, more productive, and more capable. Limit yourself to quick morning meetings and check in on progress only when necessary.

Host Daily Meetings

Tracking your team’s progress may be complicated when your team is remote, but it is not impossible. Beginning each day with project-oriented meetings ensures you are all on the same page professionally. Daily meetings allow your remote employees to manage their own time. They also allow you to give them your full attention once a day while avoiding micromanaging.

Encourage Communication

Regarding communication, work-related communication is only part of the equation. Employees need to know that you are not only invested in their work results but also in them as a person. Take moments to reach out to employees, especially ones you don’t usually speak to. Be empathetic, and never let your employees forget that you see them as people first. This should be a daily exercise in building communication and company culture.

Provide Time and Space for Building Connections

It’s also important to note that improving company culture means encouraging employees to build connections with each other. The best way to do that is to provide time and space for employees to build those connections. This may seem difficult with a hybrid or remote team, but many virtual opportunities are available to bring people together. Team members can come together for games, a virtual happy hour, or other online team-building activities.

Lead with Empathy

Psychological safety is a vital element to create for your team, especially for hybrid and remote teams. You can do this through all of the ways listed above and more. Create a shared purpose for your team members, ask for their perspectives on projects and new hires, and create opportunities for bonding. Then sit back and watch as their confidence and productivity soar.

Conclusion

Managing your remote or hybrid team doesn’t have to be complicated. Keep the strategies above in mind and you’ll be well on your way to effectively keeping your teams aligned and productive.

If you’re searching for a leader to lead your remote team, ABBTECH can help!

Employee layoffs can and should be a difficult task for an organization. You may have to let employees go that may have worked for the company for years. The decision to lay off workers should never be made lightly. While the process of handling layoffs is clearly outlined in federal and state laws, your top priority should be the employee’s dignity. Here are a few tips to keep in mind to ensure the process is as effective and supportive for your employees as possible.

Employee Layoffs Communicated With Empathy

The financial and structural necessity for employee layoffs may have you stressed and distracted. However, it is essential to remember that your employees are people facing a stressful situation as well.

Give Team Members Advance Notice

Before layoffs begin, take the time to talk to your staff. Let your team members know that layoffs may occur and the reasons why. If the company is struggling, your employees deserve to know before potential layoffs. 

Conduct Layoffs Individually and Privately

When layoffs begin, treat each employee dismissed with dignity and respect. Ensure that you discuss the layoff in person and make the meeting private.

Be Clear and Supportive

Be prepared with the resources and support they need. If the layoffs are temporary, make sure your employee understands the process and their job prospects with the business moving forward. For employees who will not be returning, provide information, resources, feedback. Also, provide references to employees to help them as they move forward in their job search.

Support Your HR Teams

Employee layoffs can be an overwhelming time for your Human Resources department, and the effects of that could potentially spill over to the recently laid-off employees. The impact of job loss is stressful, and your employees may need more support and information than your HR team can handle.

If your company is dealing with large-scale layoffs, create a dedicated online portal or website with resources and information for impacted employees. Provide as much information as you can in writing so that laid off workers can review the materials at home. This allows your HR team to work more efficiently.

Conclusion

Finally, recognize that employee layoffs can be one of the most difficult times for your company. Also, recognize that it is also an opportunity to demonstrate your sensitivity, professionalism, and the company values that epitomize your brand.

When you’re ready to build your team back up, let our team at ABBTECH lend you a hand!

Today’s job market is increasingly candidate focused. Many businesses struggle to attract and keep top talent in the long run. Facing rejection by a candidate or hiring a worker who doesn’t stick around is frustrating. Luckily, there are many ways to help companies identify hiring trends and transform your business into one talent competes to work for. This blog looks at 3 of the best ways to attract top talent and keep them for the long term.

3 Ways to Attract and Retain Talent

The best way to attract high-quality talent and keep them is through incentives. The top job incentives candidates seek include benefits and perks, educational opportunities, and career advancement opportunities.

Benefits & Perks

Benefits and perks have become increasingly important when attracting top talent. Candidates are more aware of their value in the job market and are not afraid to ask for better pay, more accessible benefits and programs, as well as flexible work options and PTO packages. Take time to research competitors and what they have to offer. Your company’s benefits and perks are vital in your job description, so make them easy to find and understand.

Educational Opportunities

Finding candidates with the right skills can be complicated. However, flexibility is essential when evaluating skills in such a candidate-centered job market. Many candidates seek companies that appreciate their skills and will help them continue their education. Continuing education courses, workshops, apprenticeships, and tuition reimbursement are some of the educational opportunities you can have available.

Career Advancement

Once you’ve attracted the top talent you need, retaining them becomes the priority. Employees want to build a career, so giving them opportunities to rise through the ranks and advance within the company encourages them to stay on. Leadership development and training are especially important, letting candidates and current employees know you value them, want them to feel challenged and stimulated at work, and want them to succeed.

Conclusion

Hiring top talent strengthens your company, but finding your needed workers can be difficult. The key is to attract the talent you need by standing out. Create effective job descriptions that showcase the benefits, perks, education, and career opportunities you have to offer your employees, and the right talent will find you.

If you’re still struggling to attract the top talent you need, contact ABBTECH today!

The world of work is rapidly changing. Automation, artificial intelligence, and the rise of the “gig economy” are some of the disruptive forces influencing the business world. The ultimate impact of these will remain to be seen, but one thing is sure: The skills that businesses need to succeed and grow are changing, and as they change, a “skills gap” develops.

What is the Skill Gap?

The skills gap describes a hiring problem seen throughout the working world. Employers struggle to hire the well-trained workers they need to fill open positions. Job seekers struggle to find jobs because they do not have the skills the employers are looking for. The skills gap is responsible for millions of unfilled positions and trillions of dollars in negative economic impact.

Employers play a crucial role in addressing the skills gap, identifying challenges, and finding solutions. If your business is facing a skills gap, consider these three tips to help you lessen or even eliminate it:

1. Upskill Your Current Employees

Once you have determined the skills that your business needs, look at your current employees. Many may be eager to participate in training and take courses to learn the necessary skills. You can also incentivize your employees to pursue education and training options by offering free in-house training. Reimbursement for external education and discounted educational options may also be on the table.

2. Offer Skills Training for New Hires

You may encounter very well-qualified talent lacking in certain skill areas during the hiring process. Rather than pass on a high-quality candidate, consider offering educational and training opportunities to new hires. Providing necessary training to an otherwise-qualified candidate saves you both time and money in the short term and long run.

3. Outsource Your Hiring

If closing your skills gap seems overwhelming, you may want to outsource your hiring to a recruiting firm like ABBTECH. Recruiting firms cut through all the hiring work for you, bringing you quality candidates with the demonstrable skills and abilities you need. They also keep abreast of the ever-changing skill needs of businesses. You’ll be assured that all candidates they bring you are vetted and have the skills you desire.

Conclusion

Whether you outsource hiring or upskill your current employees, closing your business’s skills gap will ensure competitiveness within your industry and the business world.

If you’re struggling to close your business’s skills gap alone, let our team help! Contact ABBTECH today!

Over the past few years, we’ve seen companies everywhere investing in their culture more than ever before. Companies have committed to appointing or hiring a Culture Executive given the fact that company culture affects the well-being of every employee in the organization. It also influences how your company is perceived by the public, your customer satisfaction rating, and even your ability to attract job candidates.

The decision to appoint a Culture Executive will require extra attention. If you want to foster a top-notch company culture, it may be time to bring on a culture executive.

What is a Culture Executive?

A Culture Executive, also known as a Chief Culture Officer (CCO or the “Head of Culture”), is a specific individual assigned to drive and oversee the improvement and maintenance of your company’s culture. Some companies need to promote or hire someone to take on this formal title. In other cases, assigning the function of a CCO to an individual works best. The key is that the individual has the passion and credibility to lead and guide this effort.

Duties of a Culture Executive

As a head of culture, the CCO manages how your employees think and feel about the organization, how they interact and work with each other, and how it supports your company’s goals.

If you were creating a job description for a CCO position, you might include some of these job responsibilities:

• Acting as a liaison between employees and executives
• Setting the tone for company communications
• Communicating the company’s mission, values, and culture through meetings and internal communications
• Evaluating cultural initiatives and turnover rate
• Establishing collaborative practices and team-building initiatives

Benefits of Having a Culture Executive

The CCO will focus on building and promoting a positive company culture. Positive team culture has been proven to increase productivity and sales.

The role of the CCO is also to foster employee loyalty through recognition, reward, promotions, and a healthy work-life balance. This increases the rate of employee retention and attracts superlative talent to the organization.

A company’s culture is foundational and directly impacts overall business and product development. Healthy company culture fosters a will to perform, leveraging innovation, competitive advantage, and growth.

Conclusion

Your company culture is unique to your business. While other aspects of your business model or production may be copied, your culture is yours alone. If healthy and robust, your employees and the whole company will continually develop new ideas and stay highly adaptable to change.

A culture executive maintains and promotes your company culture, offering your organization the best chance to grow, thrive, and remain competitive.

When you’re ready to hire, turn to ABBTECH!

Your company’s online reputation plays a significant role in driving overall recruitment, including passive candidates. Creating a solid, multi-faceted online presence that reflects your branding and values creates positive feelings in prospective job candidates and customers.

A multi-faceted company presence includes a well-managed website, social media profiles, videos, and other media. Reviews and testimonials are vital to your company’s online presence, showcasing your company culture and accomplishments.

Live Your Company Values

A company’s online reputation is what people say about you and what people see you do. Once you’ve formed a strong company culture and brand, you must consistently reflect your brand and values to others. Cultivate an offline presence for your company in the community. Find ways to demonstrate your values through charity sponsorship, participation, and volunteerism. Fostering a positive presence in your community as a company representative.

Revamp Your Job Descriptions

Too often, job descriptions are written to fill a position quickly rather than attract suitable candidates. Well-written job descriptions communicate your company’s mission and values and the opportunities for growth and advancement within the company. They can even interest a passive candidate enough to consider leaving their job, even if they otherwise like it.

Job descriptions should constantly evolve, adjusting to reach passive and active candidates. Focus on growing a diverse team that is qualified through education and experience.

Conclusion

If you want to attract highly qualified passive candidates to your company, you have to elevate your company’s public presence. Building a positive online reputation and public presence will solidify and demonstrate your company culture to potential candidates. Then you can more effectively attract top-quality passive candidates that will be a valuable asset for your company, adding value and meaningful contributions to your organization.

If you need help hiring, turn to ABBTECH today!

Being a manager means taking responsibility for your team, including handling and transforming the underperforming employee. When an employee isn’t pulling his or her weight, it affects the entire team’s performance.

If you feel like your team is suffering because of an underperforming employee, you have to consider why it’s happening and what you can do to manage it. Try these five steps to assess the situation and transform an underperforming employee:

1. Address the Problem

When an employee is underperforming, you want to address the issue immediately. Be tactful and discuss their poor performance with constructive criticism. Explain that you’ve observed a decline in their work and wondered if something is happening. Listen to your employee, paying attention to any cue for conflict or a need for further training. Also, consider that there may be issues outside of work.

2. Set Attainable Goals

A good manager will allow the employee to turn things around and improve his or her performance. Identify resources and tools to help the employee improve their work situation. Look for support options as well, such as professional training and software. It is essential that you make clear your expectation for performance improvement.

3. Assess Progress and Provide Feedback

Set aside time to assess your employee’s progress and provide feedback. Ask about any challenges they are facing and what support would be helpful. Recognize what the employee is doing well and what needs work. Ensure that you document these meetings.

4. Reward Performance Improvement

A word of encouragement can go a long way toward improving performance quality. If an underperforming employee is trying to improve, acknowledge it. A kind word of praise will help them stay on track and provide a positive incentive and guidance as they continue to improve.

5. Know When to Let Go

One of the most challenging aspects of transforming an underperforming employee is when you recognize that you can’t help them. Sometimes even the best efforts, guidance, and support cannot motivate an employee to up their performance. If you have provided ample opportunities and assistance and their performance is still lacking, it may be time to part ways. Though this is a difficult task, every effective manager needs to be able to make this call.

Conclusion

As a manager, you are responsible for your team and their performance. Being aware of your team and prepared with the steps above, you can quickly step in and turn things around.

Need help building your all-star team? Get in touch with ABBTECH today!

Many companies are making changes in an effort to attract top talent and retain more workers. One concept generating interest and increasing in popularity is the 4-day work week. The 4-day work week compresses the traditional 40-hour work week into four days or shortens it to 32 hours a week.

Modifying the work week in this way helps many businesses keep employees productive and engaged. As with any concept, there are some downsides, too. In this blog, we’ll look at the pros and cons of implementing a 4-day workweek for your company. Is a 4-day workweek the right decision for you? Read on to find out!

Pros & Cons of the 4-Day Workweek

4-Day Work Week – Pros

Flexibility and Work-Life Balance

For most employees, the added flexibility and better work-life balance that a 4-day workweek provides is the most important advantage. With so many employees struggling during and following the pandemic, preventing burnout and handling mental health issues have become priorities. Having an extra day off a week or working shorter hours gives employees extra time to handle their families and personal health.

Increased efficiency and productivity

A lot of time is wasted at work, most of it through inefficiency and mismanagement. Many employees say they can do their jobs in five hours or less. Reducing the work hours each week, or compressing them, allows employees to work smarter rather than harder. Instead of wasting time on work tasks that aren’t related to their job, they can focus on their core job. Employees are more productive, produce better quality work, and, ultimately, save the company money.

Improved recruitment and retention

People are tired of work being the center of their lives. The 4-day workweek appeals to job seekers’ need for employment that is efficient, purposeful, and healthy. Businesses that switch to a 4-day workweek see a boost in their organization’s ability to attract and retain the right talent.

4-Day Work Week – Cons

Existing Negative Bias

The biggest disadvantage of implementing a 4-day workweek is the negative bias against it that still exists. Some managers, employers, and even employees are concerned that switching to a 4-day workweek could negatively affect the company. Fear of decreased sales and revenue and reduced productivity, as well as the potential effects on customer service and the company brand, discourage many from offering a compressed or shortened work week.

Increased Operating Costs in Certain Industries

Post-pandemic, most businesses have seen their operating costs go up. Inflation, energy prices, supply chain disruptions, and consumer demands have all driven up costs. For some industries, the additional costs of adding more workers to cover the adjustment in work hours may not be an attractive feature of the 4-day workweek.

Conclusion

A 4-day workweek comes with a lot of positives and few negatives. If you’re ready to increase productivity, reduce employee turnover, offer a better work-life balance, and more, then the 4-day workweek is an ideal choice for you.

If you need help building your dream team in 2023, contact our team today!

As more industries return to their pre-pandemic state, we can expect 2023 to be a year full of opportunity and innovation in the labor market. In this blog, we’ll discuss several of the recruiting trends that we expect to see in the new year. Below are 5 recruiting trends we expect to see in 2023.

1. Continued Remote Work/ Hybrid Work

Work-from-home and hybrid working arrangements will continue to form a productive part of businesses. Candidates will be seeking opportunities for more flexible work hours and arrangements. Work-life balance and mental health have become worker priorities, so offering flexibility in time and location for work continues to have strong appeal.

2. Retention is a Primary Focus for Recruiting

As companies fight to continue growing as recession looms, many are shifting focus to retaining their employees. Why? Because they know that when the market disruptions resolve and the economy begins to improve, they need to be prepared. Increasing growth efforts will be much more difficult if they lay off employees now and have to replace them later.

Managers will focus on retaining their current staff, such as internal career mobility paths. These paths provided employees with ways to pursue a promotion. The potential for promotion is a valuable enticement for employees to remain with the company and build a career there.

3. DEI Enhancement

Diversity, Equity, and Inclusion (DEI) have become vital to a company’s brand and culture. DEI initiatives vary from business to business, but these practices prove a real enticement during the entire recruitment process. Inclusive language in job descriptions, unconscious bias training for hiring managers, and diverse interview panels are all ways you can enhance your recruitment process.

4. Great Resignation Workers Return

Many of the workers who left during the Great Resignation regret quitting and will be actively looking for jobs in the new year. While this won’t alleviate the talent shortage issues facing HR managers and recruiting firms, it will infuse more qualified job seekers into the labor market.

5. Recruitment Process Revision

The competition within the job market for top talent is stiff. The hiring process is often where candidates are lost. Applicants tend to accept job offers that suit their needs on the spot. The slow rate of review and response in some hiring systems can mean missing out on the ideal person for the role.

Many businesses are focusing their efforts on revising and streamlining the recruitment process. The goal? To attract more top talent, get them through the process quickly and smoothly, and retain them once they are hired.

Conclusion

These 5 recruiting trends we expect to see in 2023 are hopeful. While some old trends will continue into the new year, fresh takes will also be in demand. Whether old trends or new, the goal is the same: recruit and retain the best talent out there.

If you need help building the team you need in 2023, turn to ABBTECH today!