Article | August 27, 2021
Recruiters have the best vantage point to an organization’s talent pool. From identifying requirements to sourcing candidates, there is a lot that you as a recruiter have on your plate. With so many responsibilities and evolving workplace scenarios, recruitment challenges have drastically increased. The workplace ecosystem is becoming complex every day as the world learns to work amid a raging pandemic. As people work and live in isolation, recruitment processes need to keep up with the need to maintain high levels of accountability and productivity.
The Pandemic and a New Hiring Landscape
In the light of the pandemic, organizations went from providing a uniform working environment at the office to navigating the intricacies of employees working from home. At home, employees work in an environment that is as unique as every individual. Covid-19 and its aftermath have driven employers to find new ways to counter the added complexity of the recruitment problems. For example, how were you identifying, sourcing, and retaining talent before the pandemic? And now, how do you do it remotely? This has emerged as one of the many unforeseen complexities in 2020.
The Most Common Recruitment Challenges Today
Here are the most common recruitment challenges faced by recruiters today and how to best tackle them.
Reaching the right set of job seekers
Finding the right talent has always been one of the most significant problems on recruiters' radar everywhere. However, identifying the ins and outs of a job position is only half the battle won. How do you reach the right talent pool and engage them in a meaningful way to ensure they successfully fulfill the requirements? Passive candidates, unmotivated job descriptions, using the wrong mediums, and even reaching the wrong candidates create a hurdle and waste resources when hiring.
Expediting the hiring process
It is no secret that a quick and smooth hiring process saves money while vacant positions cost organizations daily. To make this as optimum as possible on your end, refer to the top 10 screening mistakes by recruiters to avoid delays. The position and the industry you are hiring for may add to the long and grueling recruiting process. Sometimes hiring teams have a difference of opinions leading to candidates becoming unavailable or getting hired elsewhere.
Ensuring a smooth interview experience
According to a study by the IBM Smarter Workforce Institute, about 80% of job applicants who do not receive an offer are likely to reapply if the hiring organization left a positive impression on them. The opposite means losing out on potential candidates that refuse to accept an offer. Providing candidates a smooth interview experience can influence talent pools exponentially. Recognizing bumps and challenges in the recruitment process faced by applicants and refining it will require you to take a deep look within and encourage applicants to provide feedback.
Outdoing other employers and recruiters
Hiring can be as competitive as getting hired. With the many challenges you face and the struggle to not only hire but retain good candidates, you can rest assured your competitors face a similar set of problems. Good candidates with the right skill sets and experience can be far and few in between. They are also likely to be considering several offers from a range of employers. Therefore, you will need to fine-tune your process and optimize your recruitment strategy to stand out from your competitors.
Effective Ways to Tackle Recruiting Challenges
Challenges with the recruitment process don’t have to stop you from transforming the way you hire. A holistic approach to your whole process, from identifying skill gaps in the organization to overhauling the benefits package to quality training, can immensely influence your bottom line and position you as a coveted employer.
Thoughtful job requirement and profiling
Engaging job descriptions can attract well-matched candidates in one go instead of getting thousands of generic applications. It starts with identifying the gaps, speaking to different teams and stakeholders about what is needed, and drafting a well-thought list of job requirements. This way you can draft a job description that is precise, accurate, and that communicates to the candidates that are a perfect match.
Multichannel recruitment strategy
Quantity does not mean quality, but sometimes it can be the gateway to finding certified and qualified candidates. Crafting a multichannel recruitment strategy can help you target qualified candidates. First, enable a streamlined process by drafting a detailed and thoughtful job description that addresses significant aspects of the job profile. Then, to reach your target talent, adopt multichannel outreach that covers all the major platforms and job-seeking avenues that your particular candidates frequent. Other efficient talent sourcing strategies include automating the process and building a talent network.
Dedicated career section and branding
You already have a customer brand, and now it is time to focus on building an employer brand that effectively does the job of attracting a vast pool of candidates. The first step to this is dedicating a section of your website to careers in your organization. Then, prominently display your work culture, it’s values and mission. Showcasing the day-to-day of what it’s like to work in your organization will help potential employees visualize being a part of the team. This will also help create a powerful employer brand that thrives on collaboration.
Short yet engaging candidate surveys
According to the same study conducted by the IBM Smarter Workforce, 62% of candidates satisfied with the interview experience are likely to recommend the organization to their peers. Furthermore, about 38% are more likely to accept the offer. This makes it clear that candidate experience has a significant impact on hiring. The key to improving it is encouraging candidates to provide feedback with short and specific surveys. In addition, you will want to be receptive to finding not-so-favorable insights and valuable recruitment data and metrics that could give you an edge while hiring.
Shaping a Holistic Hiring Approach
The hiring process can be long and grueling. Still, with the right approach and awareness of the challenges recruiters face on-ground, you can transform how you attract and retain quality talent. The pandemic has created new challenges as well as hidden opportunities. Empower your organization with a recruitment marketing solution to make the most of these opportunities and enable a goal-oriented hiring approach from the start to the end.
Frequently Asked Questions
How do you successfully hire candidates who are the right fit?
Craft a precise job description and select your advertising channels carefully. In addition, you may want to study the job hunting behaviors of your target talent and emulate the journey by meeting them where they are most active.
How do you enable a collaborative recruitment process?
Recruitment involves extensive teamwork. Where there are teams, there are bound to be communication gaps. Integrated technology can help you bring the different teams and stakeholders of the hiring process together.
What are the best technologies to ensure smooth and hassle-free hiring?
A recruitment software, combined with a CRM, application tracking systems, and streamlined communication platform, can help you eliminate bottlenecks and make the process fast and seamless.
"name": "How do you successfully hire candidates who are the right fit?",
"text": "Craft a precise job description and select your advertising channels carefully. In addition, you may want to study the job hunting behaviors of your target talent and emulate the journey by meeting them where they are most active."
"name": "How do you enable a collaborative recruitment process?",
"text": "Recruitment involves extensive teamwork. Where there are teams, there are bound to be communication gaps. Integrated technology can help you bring the different teams and stakeholders of the hiring process together."
"name": "What are the best technologies to ensure smooth and hassle-free hiring?",
"text": "A recruitment software, combined with a CRM, application tracking systems, and streamlined communication platform, can help you eliminate bottlenecks and make the process fast and seamless."
Article | August 27, 2021
News about the coronavirus is on every news channel and media communication every day. We see a daily tally of countries affected and fatalities incurred. As a result, your employees will probably have a heightened awareness of the outbreak and the risks that they may be exposed to during their travel, which may be causing them to feel concerned and fearful. To help your workforce cope during the crisis, we have compiled eight evidence-based suggestions for you and your employees to consider.
Article | August 27, 2021
Remote work has become the norm in 2020, and it has brought forth newer challenges for organizations. While productivity has increased over 13% after this switch to remote mode, employers are still struggling to figure out a way to measure and quantify the productivity of remote workers.
It is now more important than ever to have defined key performance indicators for all your remote workers. But before getting into how you can evaluate them, you need to formulate a plan to deal with remote work.
What Are Effective KPIs for Remote Employees
KPIs or key performance indicators are tools that help employers quantify employee performance in real, measurable terms. When it comes to performance and productivity, there are a lot of vague assumptions in place. Also, each employer or manager has their own idea of productivity. Some may find punctual employees to be effective, while some may not care about their timings at all as long as they complete their work on time.
In this case, how do you make sure that all employees are judged effectively and fairly? This is where KPIs for remote employees enter the picture. They serve as a point of reference for employers when evaluating employee performance. KPIs for remote workers are objective and offer a fair indication of remote employees’ performance.
When you have teams working remotely, KPIs are especially effective. When you don’t know when the employees start work or how many breaks they take, the only effective way to measure their productivity is to have defined KPIs for remote workers for each process. This will also allow you to formulate a remote work based pay strategy for your employees.
So how do you ensure effective KPIs for remote workers?
There are several ways to determine KPIs for remote workers, but one of the easiest and most effective ways is to make sure that the KPIs for remote workers are SMART. SMART is a planning tool, but it works really well for KPIs too. After all, KPIs are a method of planning towards success. SMART KPIs are:
Make sure that the KPIs for remote workers are not vague or ambiguous. Do not set goals like ‘improve the quality of the blog’. Ambiguity will only lead to further chaos. Be specific in what you expect, and communicate it well. A good example of a specific goal would be:
Proofread all the blogs and make them error-free.
Setting KPIs for remote workers is supposed to help you quantify performance. Make sure the KPIs for remote workers are measurable in clear and precise terms. If you were to make the above-mentioned goal measurable, it would look something like this:
Proofread 20 blogs and ensure they are error-free.
A lot of leaders believe in setting the bar high to inspire their team to do more. But there’s a difference between setting a high bar and gearing up for an impossible task. If the KPIs for remote workers are impossible to achieve, it will demotivate your employees and they won’t be able to perform at their best. Evaluate each of your employees’ capacity before you set KPIs, that way you will know if the KPIs you set for remote employees are achievable or not.
The work culture in each company is different. What is considered important in one organization may not be of any importance in the other. In this regard, the nature of KPIs differs from workplace to workplace. However, it is important to stay relevant for the sake of efficiency. ‘Dress appropriately’ may be good advice, but it cannot be a KPI for remote employees as it is irrelevant to your employees’ work unless they are in an exclusively client-facing role. Here’s a sample of KPIs for managers:
Calculate the working hours of all your team members and report it to the Human Resources department.
The KPIs you set for remote workers may be fantastic in every other aspect but if they aren’t time-bound, you will not be able to quantify them. Take the above-mentioned example – Proofread 20 blogs and ensure they are error-free. Here, the employee knows what is expected of them in clear, measurable, and defined terms but they have no time limit to work within. An employee might finish 20 blogs in a month while another might take three months. Are both these employees equally productive?
In order to have a clear understanding of your employees’ performance and productivity, you need to ensure that the KPIs for remote workers have a time-bound deadline. This way, you and your employees will have a clear picture of expectations vs. performance. A good example would be:
Proofread 20 blogs by the end of the month and ensure they are error-free.
SMART KPIs are tried and tested in several organizations and have proven to be an instrumental tool in evaluating employees.
Consider OKRs as an Add-on
Most organizations use KPIs for remote workers to quantify and evaluate performance. However, with Google’s adoption of OKR, there has been a noticeable shift towards OKRs. OKRs are Objectives and Key Results —it’s an evaluation mechanism designed by Andy Grove for Intel. This system allows you to define objectives and tie them to key results that act as smaller goals for your employees. A good example of OKRs would be:
Objective – Increase website traffic by 50%
Key result 1: Create 50 pieces of informative content for visitors.
Key result 2: Promote created content on social media.
Key result 3: Run a Google Ads campaign to gain more visitors.
You may wonder what the difference between OKRs and KPIs for remote workers is. The key difference is that KPIs are activity-based goals while OKRs are objective-based goals. Take a look at the same example to understand this further:
Proofread 20 blogs by the end of the month and ensure they are error-free.
Objective – Improve the blog quality
Key result 1: Proofread all the blogs in the next quarter
Key result 2: Create guidelines for content creation
Key result 3: Run all content assets through QC
The key difference in the above given examples is that KPIs talk of a single task whereas OKRs align all the tasks under an objective. So, which one should you use?
To succeed, you should ideally use both of these systems. KPIs for remote workers are really helpful for ongoing projects and small-term goals. However, if you’re starting a new project, or want to realign your company’s objectives towards a single goal, OKRs are your best bet.
Effective Metrics for Remote Workers
No matter what system you use for evaluation, or what your principles behind the evaluation are, it all boils down to the ‘how’. How do you evaluate them? What metrics do you use for evaluating remote employees? While several organizations have their own concept of these, BSC designer has classified these metrics into three important pillars:
Employee learning skills
It’s no surprise that self-discipline ranks number one when it comes to KPIs for remote workers. A remote employee can only be as effective as their self-discipline. And when your entire team is distributed, it is especially important to quantify, assess, and reward self-discipline. But how do you measure a concept as ambiguous as self-discipline?
Set up the metrics in a way that self-discipline is measured through each task. Quantify it through the following measures:
Was the task completed on time?
If not, was it communicated in time?
Was it up to the expected quality mark?
If not, were the reasons communicated in time?
These questions will help you evaluate an employee’s self-discipline in tangible and measurable terms.
According to Buffer’s 2019 State of Remote Work report, 17% of the respondents mentioned that communicating or collaborating with their team was the biggest challenge they faced while working remotely. Clearly, communication is a pain point for remote work. And ensuring that your team practices effective communication tactics can alleviate this challenge.
You can use the following factors to quantify effective communication:
Are the requirements for the task communicated to the supervisor effectively?
If working in a team, are all relevant factors shared with the team members at regular intervals?
In case of a glitch or blockers, is the issue informed immediately?
Were the instructions paid attention to? Is the quality as expected?
In case of delays or quality issues, were explanations provided before the deadline?
Is all the documentation crisp, clear, and error-free?
While this list is not exhaustive in any way, it will give you a clear understanding of your team’s communication skills.
Employee Learning Skills
Remote work throws a wrench in your regular processes. Teams have to deal with delayed communication channels, equipment breakdown, network errors, and a lot more. On top of that, while these issues can be fixed easily in an office, they aren’t easily resolved in a remote setting. Your team must be equipped to learn new things quickly while being able to follow instructions to a T. This is where employee learning skills enter.
Measuring learning skills can be tricky, as everyone learns differently. However, the acquisition of new skills and their application can easily be observed. You can use these questions to quantify these skills:
Do they take up learning new skills of their own volition?
If confronted with a task that requires a new skill set, do they volunteer to learn it?
When a new skill is learned, how is it applied to the task?
How long does it take for them to learn the new skill?
How effective is their work after the acquisition of new skills?
How quickly do they understand instructions?
How well do they perform tasks after getting thorough instructions?
These questions will help you grasp your employees’ overall learning skills. An employee with good learning skills is a big asset to your organization.
There are several other ways to determine KPIs for remote workers as each organization has a different set of requirements. However, this will give you a general idea of how to go about setting up your KPIs for remote workers.
Expert Tip: Measure the quality and quantity of work over the time spent doing it. This will enhance your employees’ trust and improve their productivity.
Frequently Asked Questions
How do you set KPIs for remote employees?
KPIs for remote employees are different from those for regular employees. You need to focus on the results over the time spent. Set KPIs that measure the output over input.
How can I monitor employees that work remotely?
An easy way to monitor is to break down the KPIs for remote workers into smaller goals and touch base with your employees frequently to keep a track of their progress.
How do you measure productivity remotely?
Productivity metrics or KPIs for remote workers such as ‘the number of leads converted’ can be a good measure of measuring productivity remotely.
"name": "How do you set KPIs for remote employees?",
"text": "KPIs for remote employees are different from those for regular employees. You need to focus on the results over the time spent. Set KPIs that measure the output over input."
"name": "How can I monitor employees that work remotely?",
"text": "An easy way to monitor is to break down the KPIs for remote workers into smaller goals and touch base with your employees frequently to keep a track of their progress."
"name": "How do you measure productivity remotely?",
"text": "Productivity metrics or KPIs for remote workers such as ‘the number of leads converted’ can be a good measure of measuring productivity remotely."
Article | August 27, 2021
We assessed the financial value of human resource management (HRM) as a function of obtaining more star performers. Specifically, we implemented utility analysis procedures on 206 samples of individual performance (i.e. output) encompassing 824,924 workers. We found that HRM adds greater financial value by obtaining more stars. Our results also offer several specific contributions to HRM theory. First, regarding how HRM produces greater value by obtaining more stars, our evidence points to a nonlinear model of HRM’s value, where HRM generates significant yet diminishing returns by increasingly obtaining the most productive ones. Second, regarding when, our results show that diminishing returns from HRM are stronger when output differences among top stars are relatively small. Third, regarding why, our study explains that small output differences among top stars may create various costs which diminish the returns from obtaining the most productive stars. Our explanation of HRM’s nonlinear pattern contributes to the star literature by helping integrate a variety of specific explanations for stars’ curvilinear influence discussed in past research. Regarding HRM practices, we highlight the need to use utility analysis procedures that more fully consider the existence of stars.
Our overall empirical finding was that HRM creates greater financial value by obtaining more stars. We also offered several theoretical contributions to HRM and the star literature. First, our results offered a nonlinear model of HRM’s value, where HRM produces significant yet diminishing returns by increasingly focusing on obtaining the most productive stars. Second, regarding when, we provided evidence that diminishing returns from HRM are stronger when output differences among top stars are relatively small. Third, regarding why, we explained that small output differences among top stars may create various costs which diminish the returns from obtaining the most productive stars. Fourth, our explanation of HRM’s nonlinear pattern also contributed to the star literature by helping integrate a number of specific explanations for stars’ curvilinear influence proposed in past research. From a practical view, we highlighted the need to use utility analysis procedures that more fully consider the presence of stars because extant procedures often significantly underestimate the value brought by obtaining more stars. By considering stars more fully, valuations of HRM are more accurate and also comparable with valuations of other business areas that recognize the reality that often few products and services contribute disproportionately to a firm’s bottom line. In closing, we hope our article will stimulate HRM research and applications that fully consider the prevalence of stars and their relative value to firms.