According to a new study, the more people interviewing candidates, the better the odds of picking the best. “In other words, there’s no point of diminishing returns when it comes to selecting how many people to put in front of a job candidate.” Christian Schappel explains in his article So how many people does it really take to identify the best job candidate?. “The more, the merrier.”
Of course, you can’t add interviewers ad infinitum- imagine the most veteran job hunter’s response to a room with dozens of interviewers. They would probably just leave.
Fortunately the study controlled for this scenario, and discovered that most gains in candidate evaluation acumen came when a third interviewer was added to the mix. When three people reviewed a job seeker, the odds of choosing the most optimal candidate jumped from 49% to 63%.
When seven people reviewed a candidate? 72%. But at that point you risk the best talent absconding.
Find Christian: LinkedIn
The internet has brought about greater interconnectivity than ever before, but many organizations still struggle with barriers to information and compartmentalized silos. According to Dan Latendre, these mindsets need to be re-wired. After all, most workplaces were built (both literally and figuratively) before the modern digital mindset. Latendre outlines four ways to “rewire” the traditional workplace for the digital age.
- Mobile: Connect and motivate a far-flung workforce. “With flexible hours and the ability to work remotely from the devices of their choice, employees can be scattered across geographies and time zones and still get work done,” Latendre says.
- The Generation Gap: Develop solutions that create common ground. Millennials will inevitably process information differently than their Gen X and Baby Boomer counterparts. It is necessary to accommodate each.
- Bring Your Own App (BYOA): Embrace individual preferences within the organization. Individual preferences (Google Docs vs Dropbox, for example) can “jeopardize communication and knowledge-sharing practices across an organization.”
- The Talent Wars: Create a digital space that attracts and retains great people. Job-hopping is more prevalent than ever before, so investing in attracting, developing, and retaining talent is critical for the long-term health of each organization.
“Re-wiring your workplace is just as much about your people as your technology,” Latendre concludes. “Embracing systems that bring people together for a common purpose will propagate a company culture that your employees will be proud to own.”
As the responsibilities of recruiters continue to expand (managing social media, reaching out across platforms), recruiter burnout becomes a very real possibility. Tim Sackett provides five tips to prevent this burnout and ensure your organization remains committed to attracting top talent.
- Help them find success. Top performers, oddly enough, don’t seem to experience burnout. “People get ‘burned out’ when failure seems to be knocking at their door each day,” Sackett explains. “Move recruiters around to various specialties knowing the recruiters working hard to fill rolls eventually get burned out.”
- Eliminate unnecessary stress. Make sure that hiring managers do not make recruiters’ lives’ hell.
- Find their purpose. Help each recruiter find and cultivate their own personal mission.
- Move around. Most recruiters do not want to see themselves sitting at a desk filling openings for the next thirty years. Encourage them to move around, see their hiring managers face to face, and become part of the business.
- Find an outlet outside of recruiting. “This is something they physically do to relieve stress, unwind, find enjoyable,” Sackett says. “Help and encourage your recruiters to have a life outside of work.
Find Tim: Twitter www.timsackett.com
With a recent study concluding that employee burnout is the biggest threat to building an engaged workforce in 2017, many HR managers are justifiably nervous. Employee engagement is a key performance indicator that correlates with a huge range of productivity metrics. With this in mind, Ryan Scott predicts four HR leadership trends for 2017.
- The employee experience will be a big focus for 2017. Driven by the need to boost recruitment efforts, organizations will make positive employee experiences a priority. Who wants to work at a place that treats their employees terribly?
- Companies will make the workplace more digital for employees. “Sixty-seven percent of CEOs think that their company is a ‘technology company,’” Scott explains. “HR leaders are following this inclination.”
- Companies will focus on the development of teams, not just individuals. In most organizations, teams accomplish things, not individuals. The over-emphasis on individual development will give way to better represent the way things actually get done in the workplace.
- Companies will get creative with employee impact. Employees want to have a positive impact on the world outside of their workplace- and employers will give it to them. “A positive culture of giving back is a powerful salve against the daily rough and tumble of business as usual,” Scott concludes.
Find Ryan: Twitter
Continuing our look at HR trends in 2017, Jon Forknell examines five ways HR will change in the coming year.
- Government Will Play a Bigger Role. Changes in US government administration will have trickle-down effects on state, local, and private HR departments. Expect laws to change, and HR regulations along with them.
- The Changing Demographics of the Workforce Will Determine HR Systems. More advanced roles will continue to open up for those of Generation X and Millennials. Expect office space to empty as more choose to work remotely.
- Employees Will Value Education More. The high cost of continuing education prevents many ambitious employees from pursuing it: expect employees to fill the gap with certifications and other types of training.
- Wearable Technology Will Become More Prevalent in the Workplace. Smartwatches, Fitbits, etc- these will grant managers more access to employees than ever before.
- Employee Engagement Will Play a Major Role in the Workplace. Around 60% of employees feel disengaged with their current job. “In 2017, employee wellness programs, innovative employee perks, and a stronger overall company culture will continue to dominate the HR industry,” Fornkell explains.