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Stop Hiring Disengaged Employees

  
  
  
  
predicting turnoverFinding employees who will stay committed to and engaged with your organization is not only possible, but predictable. Many organizations view employee engagement as a job falling under management’s responsibilities to grow. However, employee engagement is a two way street and can not only be grown but also found. Assessing a candidate before they are hired can reveal essential “Will Do” qualities that predict likelihood of engagement. These key qualities already live within the individual. Additionally, an employee’s engagement level post hire is a combination of the type of person who was hired and how they were grown while in the role. 


Measuring How Employee Turnover Occurs

Gaining a holistic view on a candidate includes being able to predict outcomes of on the job performance, as well as their likelihood of engagement and turnover. We use two buckets to measure candidates for success. The first is their “Can Do” attributes such as abilities, skills, knowledge and experience, but more importantly we measure their “Will Do” attributes which include attitudes, motivations and personality. These “Will Do” attributes help us more accurately predict engagement and the likelihood that an employee will not turnover within the first X amount of days. 




Predicting Employee Turnover Before a Hire is Made

  
  
  
  
retail turnover

Imagine assessing a candidate’s performance AND their likelihood of turning over before they were hired.


In 2013, MindField Group implemented a custom assessment into the recruitment process of one of our largest retail clients. The assessment was put in place to gain a holistic view of candidates and better predict their future performance. This client, like most retailers, faced high levels of turnover within their front-line staff. Most notably, they were seeing a high percentage turning over within the first 90 days of being hired.


Knowing this issue ahead of time, we saw an opportunity to further build out their assessment process to not only predict a candidate’s performance and likelihood of engagement, but also their potential to turnover within the first 90 days. We rolled out the assessment to include five key questions associated with predicting turnover that we could later correlate with actual employee turnover results.


Creating Multiple Hurdles To Find the Best

We took a sample of 22,000 applicants who had completed the assessment within the year and analyzed the 1,000 hires that were made. We framed up the turnover results we saw within the first 90 days of employment and identified key characteristics and traits that correlated with those employees who had turned over. The results allowed us to build out a turnover predictor key within the assessment. We now have the ability to measure candidates with a multiple hurdle approach, measuring for performance first (hurdle #1) and then likelihood of turnover (hurdle #2) to improve the quality of hires made.




Employee Engagement Can Be Predicted

  
  
  
  
employee engagement
Are your employees engaged or are they leaving after less than a year?
 

Every organization struggles with employee engagement. But have you ever attributed a disengaged staff with hiring the wrong types of people from the get go? Companies customarily focus on growing employee engagement once a new hire has started. Often, disregarding the opportunity to measure and predict the likelihood of an employee’s engagement level BEFORE a hire is made.

Gary Boun Joins MindField Group as Business Systems Manager

  
  
  
  
gary bounSince 2006, MindField Group has provided Canada’s top hourly employers with recruitment solutions focused on improving the quality of their workforce. MindField Group is pleased to announce the addition of a key member to our growing team, Gary Boun as Business Systems Manager.

As Business Systems Manager, Gary will oversee the technical vision of MindField Group. He will help to conceive, design and deploy the day to day technology projects. Additionally, Gary will proactively identify business process improvements and increase efficiency in the data, tools and procedure changes to deliver desired results.

Operating as Director of Operations and Information Systems, Gary was responsible for central operations at airG overseeing information systems, network infrastructure, IT services and customer relations. Prior to airG, Gary worked as a Creative and Technology Consultant for Sunday Morning Studio and a Technology Infrastructure Manager at Lululemon.  “We are excited to add to our team a senior technology leader with a passion for customer success and project management. His experience and background in operations, IT and customer service will be a fundamental asset to our growing team” says Cameron Laker, CEO & Co-Founder.













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You're Writing Job Descriptions for the Wrong Audience

  
  
  
  
job description

Are you having a hard time filling positions? You may have a multitude of candidates applying to your job openings but find their skills, experience and wage expectations are failing to match your needs. As you sort through endless candidate resumes looking for the perfect fit, your time to hire is high and your advertising costs are continuing to rise.

You’re Hiring the Wrong People and It’s Hurting Your Business

  
  
  
  
hiring the wrong people

Hiring based off of gut instincts is subject to personal bias whether we are conscious of it or not. Many hiring managers base their selection off of the likeability and appearance of a candidate in an interview, or the pressing need for an extra body on the sales floor. However, selecting employees based off of instincts has no proven way of ensuring you are hiring for success and alternatively may be costing your business substantial amounts of money and resources. 

Attention Restaurants: 3 Secrets to Attracting Gen Y

  
  
  
  
restaurant staff

Last week, we published the “4 Warning Signs You Don’t Understand Gen Y”. The article highlights the existing divide around perceptions of Gen Y in the workplace. Presently, many companies are failing to fully grasp the diversity of Gen Y comparative to other generations in the workforce. Their lack of understanding is causing their recruitment efforts to be less successful then those who have invested in unique strategies to attract the best and brightest from Gen Y.

4 Warning Signs You Don’t Understand Gen Y

  
  
  
  
gen y
Gen Y now accounts for 30% of the workforce in North America and will soon represent 75% by 2025. 
It’s pivotal to an organization’s success that they understand and embrace Gen Y’s diverse characteristics, as they are now the largest generation to enter the workforce since the baby boomers.

This generation has grown up in a digital age with new channels of communication and bountiful access to information in real-time. This group consumes information and communicates differently than any other generation prior to them.

A lack of understanding for this diverse generation of workers has affected the opinions of many business owners and leaders. It’s not surprising that this generation has been shadowed with negative connotations – nor is it a revelation that companies are failing to properly manage and grow these individuals within their own walls.




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3 Secrets to a Candidate Experience You Can Be Proud Of

  
  
  
  
candidate experienceWhether you have a positive or negative experience, you’re likely to share that story with the people around you. The experience a candidate has while applying for a job with your company is no different.

Want to make your candidate experience better than ever this year? Start by treating every candidate as if they were the perfect hire for your organization. The process should be simple, comprehensive and branded, remembering that a candidate’s experience starts with a click. Use these three secrets to build a candidate experience you can be proud of.

Make a First Impression They Won’t Forget

Making a memorable first impression is pivotal to the progression of their application. Start by looking at all the touch points you have with a candidate including your careers site, job postings and employer branding that may be making a positive or negative impression. 
  • Is your employer branding accurate? Employer Branding should convey what your organization is all about, the “What’s in it for me” and point of differentiation from other talent competitors.

  • Are your job postings branded? Job postings need to look, feel and sound like your brand, be unique and give them a clear reason to apply.

  • Is your careers site engaging?  A careers site should be educational, easily accessible and allow a job seeker to walk away understanding what a day in the life would be like working for your organization.

Make it So Easy They Can’t Resist

A job seeker is more than likely applying to multiple jobs at one time. You want to encourage them to convert to an applicant by making the process as simple and user friendly as possible.

  • Is my job posting simple to apply to?  The application process should be functionally easy to navigate and reduce the number of clicks it takes to complete the process.

  • Is my process time sensitive?  Start by applying to one of your own jobs to see how long it takes and if the process is simple. The less time a job takes to apply for, the more likely you will convert them to an applicant.

  • Is my careers site mobile optimized? As mobile and tablet usage increases, we know that to increase conversions the application process must be mobile optimized. This ensures candidates have the same experience no matter which device they apply on.


Make it a Personalized Experience

Every job seekers wants to feel valued and cared for. Applying for a job, especially if it is one of your first jobs is a big deal. A candidate never wants to feel like a number or a resume stacked in a pile. Building a recruitment process where there is open communication and feedback given will enhance their experience and make them feel appreciated.

















5 Improvements HR Managers Must Make in 2014

  
  
  
  
hr manager

A new year brings new resolutions. Many of us try to create and fulfill personal goals, but are we setting and striving for professional goals as well?

Growing trends within HR have continued to affect the way organizations are operating and hiring talent. HR Managers’ roles have vastly evolved with the impact of both technology and a generational shift in the workforce. Looking ahead to this year’s resolutions, we have shared the top 5 improvements HR Managers can make in 2014 to strengthen their workforces and retain the best talent.

1.    Focusing on Engaging Your Employees

Disengaged employees are less productive and have an increased chance of turning over. Investing in your staff can help increase employee engagement, leaving them with a feeling of purpose and worth within your organization. By investing in your people you give them the opportunity to grow professionally through different training and development programs.

Providing ongoing feedback is another area you can improve employee engagement among your employees. Helping employees understand their goals, current performance and successes are all ways to build stronger engagement. Feedback and open communication creates a feeling of meaning in their work and builds a positive working environment where communication channels are open between managers and staff. Cross training is also a great way to offer employees a variety in their work and the chance to build a more diversified skill set.

2.    Decreasing Employee Turnover
Every company, no matter how reputable, struggles with employee turnover. The secret is finding a way to hire the right people who are engaged and committed to your organization from the start. This is not an easy task but one step in the right direction is reviewing your current recruitment process and measuring areas for improvement.

Focus on building a more stringent recruitment process where you can more accurately predict an employee’s performance before they are even hired. Implementing an assessment tool is the best way to spend time on candidates who are a best fit for the role and organization.

3.    Retaining Your Best Employees

Retaining the best employees within your organization is very important. These are the employees who you wish you could clone multiple times to make up your dream team. The first step in retaining these types of employees is to understand what makes them stand out from the rest. Who are these top performers, what traits do they inhibit and how engaged are they in their current role?

Evaluating your culture and the types of employees who are succeeding or fitting in well is also imperative. You should have a clear picture of what employees want out of their jobs, their expectations and values. Additionally, providing competitive wages and benefits is important and will make you a contender for top talent in the market.

4.    Investing In Your Employer Brand

Attracting top talent isn’t an easy task. Your employer branding is a job seeker’s first impression of your brand. It’s important to communicate authentically so that job seekers know what you’re all about and build a connection with your brand. Once you have established the messaging you wish to convey to your job seeker audience, make sure it is consistently communicated across all channels. This helps to build stronger brand recognition and a recognizable voice for your brand.












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