6 Ways to Spot the Right Recruiter for You

 

Whether you’re re-entering the workforce after a short break or ready to take the next step in your career path with an exciting new role, a recruiter can be a valuable resource.

In today’s skills-short landscape, studies show it can take six months to find a new job.

The more competitive your industry, the longer the search for the right role can take. Working with a dedicated recruiter doesn’t just improve your chances of finding a great position fast. It also gives you the guidance, expertise, and direction to achieve your career goals.

Recruiters can help you refine your personal brand, ensure you stand out to the right employers, and offer access to opportunities you can’t find yourself. The challenge is in finding the right recruiter to work with. Today, we’re covering the top ways you can ensure you choose the best recruitment partner for your career goals.

1. Alignment with Your Priorities

When an employer starts working with a recruitment partner, the first thing they do is define the talent they need, their available job openings, and their requirements. Similarly, when looking for a recruiter to assist in your job search, you need a clear understanding of your priorities and specific needs. Think about:

• The type of role you want: Are you searching for a temporary or permanent position? Do you want a remote role, hybrid flexibility, or a position where you work in-house at a specific location? Are you going to work part-time or full-time?
• Your ideal company culture: What sort of culture do you want to be a part of? Do you want to prioritize diversity, equity, and inclusion? Do you need an empathetic and flexible workplace that adapts to your needs?
• Values and requirements: What will most influence your decision of where to work? For instance, 88% of job seekers say a healthy culture is vital to success. Some people focus more on benefits and salary, while others look for growth and development opportunities.

Clearly identifying your priorities will ensure you can find a recruiter who adheres to your specific needs and expectations and shares your values.

2. Specialist Industry Knowledge

While any recruiter might be able to enhance and simplify your job search, you’ll always get better results from a recruiter who understands your industry, field, or sector.

They know what hiring managers are specifically looking for in a candidate, from the required soft and hard skills to the credentials that will make you stand out. They know which challenges you’ll face in your job search, how to overcome them, and which channels they can use to find job opportunities for people with your skills.

3. A Proven Track Record

The best recruiters should be able to demonstrate evidence of their success in placing candidates like you in the right role. When you are looking for a good track record, don’t just pay attention to how many candidates your recruiter placed. Find proof that your recruiter can match the right candidate to the correct role.

Up to 30% of new hires leave a position within 90 days simply because the culture, benefits, or workplace doesn’t match their needs. A great recruiter should help you to find a role where you can thrive.

4. Clear Communication

An excellent recruiter should always be able to offer an exceptional candidate experience. That starts with a commitment to clear, consistent, and transparent communication. Your ideal recruiter should be able to answer any questions you have about how they select roles to suit your needs and how they measure and report on their results.

They should be clear about their pricing structure, the terms and conditions of their contracts, and the level of support they provide. For instance, does your recruiter direct you to only opportunities, or do they also function as a guide and a coach?

Find out whether they can help you prepare for interviews, optimize your resume, and enhance your professional brand. Find out how easy it will be to get responses to any questions you might have through your preferred contact method. Prioritize recruitment agencies that keep you informed and supported every step of the way.

5. Broad Networks and Relationship-Building Skills

The best recruiters don’t just save you time searching through job boards for the right roles. They specialize in giving you access to opportunities you can’t find yourself. Studies show that only around 33% of job openings are filled through posts on job boards.

Many of the best opportunities will never be listed publicly, and the right recruiter can help you access these opportunities. They’ll have pre-existing relationships with industry-leading brands, forums, and groups that give you access to new opportunities.

Recruiters can use their network and their relationships in your industry to point you towards difficult-to-find openings. They can even help to place you in a company’s talent pipeline, so you’re the first to know when a competitive job opportunity emerges in a specific business.

6. A Personalized Approach

Though many recruiters will use similar methodologies and proven strategies to help place candidates in the right roles, their approach should be customized to your needs. The best recruiters understand every person has aspirations, skills, and challenges to overcome.

They’ll take the time to discover what matters most for you when searching for a role, and they’ll adapt their services accordingly.

Find out, in advance, how your recruiter can tailor their services to your requirements to ensure you always get the best results. It may even be worth asking whether they can work with you long-term to help you pursue promotions and growth opportunities in your space.

Choosing the Right Recruiter

A recruiter is one of the most valuable resources you have in today’s competitive job market. More than just a solution to help streamline your job search, the right partner will act as a coach, guide, and constant source of support as you work towards your career goals.

Choosing a team or individual with a proven track record, shared values, industry specialization, networking skills, clear communication, and a personalized approach will boost your chances of success. With the steps above, you should be able to identify the best recruiter to help you secure the role you’ve always wanted in the landscape.

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Goals for a Productive 2024 Workplace

 

The workplace has changed a lot over the last few years. According to a  McKinsey’s study of over 1,000 people, employees crave trust, social connections and meaningful impact at work. Employees want to feel their contributions are appreciated and recognized.

Developing an exceptional employee experience is crucial for businesses to attract and retain talent in a skills-short market. Companies face an “exodus” of overwhelmed, exhausted, and burned-out employees looking for better opportunities.

Failure to adapt to the evolving needs of the modern workforce places businesses at risk of lost productivity, damage to their employer brands, and rapid turnover.

Fortunately, business leaders can invest in more robust employee experiences in various ways.

Benefits of Improving Employee Experience 

Understanding the core motivators of today’s top talent is crucial. Purpose, personal growth, and a sense of belonging have become pivotal factors. Creating an outstanding employee experience is no longer a luxury but a necessity to unlock the full potential of the workforce.

Why is this important? The answer lies in the transformative power of employees who feel valued, heard, and supported. When people experience a genuine connection with their workplace, their passion becomes a driving force. This, in turn, propels them to exceed expectations and contribute to innovative strides that propel companies forward.

Numerous studies conducted by Gartner underline the correlation between employer support for team well-being and a substantial increase in high performers—specifically, a remarkable 21% uptick. Leaders who cultivate cultures of inclusivity, where every employee feels welcomed, valued, and empowered, unlock substantial benefits for both individuals and the organization as a whole Some of these benefits are: 

• Reduction in turnover: Many employees who quit their roles cite a lack of recognition and positive experiences as a critical reason for leaving. If you improve this part of your culture then you will retain more of your people.
• Improved engagement: Employees who are happy at work are more engaged and more committed to supporting business growth. One study found that organizations in the top quartile for employee engagement achieve up to 21% higher levels of profitability.
• Greater access to talent: A positive employee experience shines through in a company’s employer brand, helping to attract talent. This makes recruiting top talent easier.
• Enhanced productivity: Engaged, happy employees put up to 57% more effort into their work than their counterparts. 
• Improved company culture: A better company culture, built on satisfied and engaged employees, not only strengthens your employer brand but also leads to more collaborative, cooperative teams who can work together to innovate and unlock new opportunities

 

Key Ideas and Strategies for Employers

Studies show that companies with personalized employee experiences see a boost in productivity. But how do you achieve that? McKinsey provides the answer: a systematic approach that considers your workforce’s unique needs throughout their journey with your brand

1. Identify and Transform Employee Journeys

The first step in developing an incredible employee experience is identifying the key elements of the “employee journey” and how employees interact with your company. Leaders in the company should have a clear and aligned view of a great experience, based on their knowledge of their team members and priorities.

It makes sense for most organizations to start with the onboarding experience. An excellent onboarding experience can improve new hire retention by up to 82% and increase productivity by more than 70%.

Create a comprehensive plan for the new employee’s first few weeks, focusing on making them feel connected to the company culture and supported by the business. Help your new associate cultivate relationships between teams, feel comfortable in the office environment and answer any questions they may have about the business.

2. Create a Positive Work Environment

94% of business leaders and 88% of job seekers say a healthy culture is crucial for success in the workplace. Creating a positive work environment goes beyond simply designing contemporary offices.

Businesses today need to focus on nurturing inclusivity, diversity, and psychological safety. Excellent DEI initiatives are critical to creating innovative, forward-thinking organizations, where team members thrive. Train your managers and other team members to demonstrate inclusivity in everything they do, and watch for instances of unintentional bias.

Other factors that can improve a work environment include:

• Transparent leadership: Ensure leaders consistently share insights and knowledge with team members. Focus on ensuring employees are informed and have a clear view of the vision and mission of the business.
• Constant communication: Commit to facilitating open and consistent communication between teams. Invest in tools that allow remote and virtual employees to connect with in-person employees on a deeper level.
• Collaboration: Facilitate the development of cross-departmental relationships by encouraging collaboration between teams. Introduce regular team-building exercises that bring people with different perspectives together.

3. Commit to Employee Development and Growth

Employees value access to resources, training initiatives and experiences that facilitate growth. Up to 69% of employees say they’ll stay with a company longer if that business invests in their professional development.

Investing in mentorship opportunities, career development plans, and training strategies helps empower every employee to achieve their full potential. These initiatives help deepen relationships between team members and increase “buy-in” for the business.

Plus, developing and training your team members ensures your organization can stay competitive as the marketplace continues to evolve. Even giving team members access to short courses and classes online can make a huge difference.

4. Recognize and Reward Team Members

92% of millennials say recognition of their hard work and accomplishments is either important or very important to their satisfaction. Regularly recognizing team members for their work is crucial to cultivating long-term engagement and a positive culture.

There are various ways to show employee recognition, from bonuses for achieving specific goals to simply thanking employees for their work (especially if someone has gone above and beyond their role).

The key to successful employee recognition is finding out what motivates and engages each person on your team and then recognizing them in that way.

 5. Invest in Work-Life Balance

Research shows people who believe they have a good work/life balance work up to 21% harder than those who don’t. This increased effort comes from increased feelings of engagement with both the company they work with, and their role.

Investing in work-life balance can include everything from implementing remote work policies to offering flexible schedules. Encourage employees to take regular breaks and take advantage of paid time off.

Additionally, consider implementing wellness programs and resources that support good mental and physical health. This will reduce absenteeism and enhance workplace morale.

6. Introduce the Right Technology and Tools

The right workplace technology transforms employee experiences for the better. How? By eliminating frustrating and time-consuming tasks that hurt productivity.

 For example, upgrading tools with intuitive, user-friendly solutions removes frustrations. This prevents bottlenecks in key workstreams. With seamless systems aligned to exact team needs, people get more done with less hassle.

 Unlocking the Value of Employee Experience

Investing in excellent employee experiences isn’t just crucial to enhancing your employer brand and attracting critical talent. It’s vital to ensuring high levels of engagement, increased innovation, and reduced turnover.

With the help of a recruitment team, you can bring focus on employee experience into every aspect of your recruitment and retention journey, paving the way for business growth.

When your employees are happy and engaged, your business thrives. Implement the strategies above, and remember to collect regular feedback from employees.

Updating your EVP

 

Remember the days of attracting talent with ping pong tables and free snacks? In today’s job market, that’s the equivalent of offering black-and-white TV in the break room. Employees crave more than just perks; they want purpose, growth, and a sense of belonging. That’s where your Employee Value Proposition (EVP) comes in.

Think of your EVP as your company’s love language. It’s how you tell potential recruits and current employees what makes working with you special. If your EVP hasn’t had a makeover in the last year or two, it might be sending out some seriously cringe-worthy vibes.

How do you know if your EVP needs a reboot?

• Ghosting candidates? A bland EVP doesn’t spark interest.
• High turnover? Employees who feel undervalued won’t stick around.
• Engagement flatlining? An outdated EVP fails to inspire.

A strong EVP is your ticket to talent magnet status. Here’s how to give yours a refresh:

• Highlight what makes you unique: Ditch the generic benefits and showcase what would entice someone to want to work for you. Do you champion remote work flexibility? Build a culture of inclusivity? Shout it from the rooftops!
• Focus on growth and development: Employees want to work for a company that will help them upskill and advance. Show them how you invest in their careers.
• Align with evolving values: Remote work, mental health support, and social responsibility are no longer optional; they’re expectations. Ensure your EVP speaks to these priorities.

Remember, your EVP isn’t just a document; it’s a living promise. Make it authentic, dynamic, and one that you stand behind with proven examples. And watch your new promise transform into a talent magnet that attracts the best and brightest.

 

 

Dealing with Workplace Bullying

 

Bullying is something no one should have to deal with…EVER! While we often associate bullying with childhood, the reality is that bullies can follow people throughout their entire lives, impacting the performance, and culture of workplaces.

While conflicts in the workplace are natural, there’s a difference between misunderstandings and consistent abuse.

Although it’s important for employees to stand up for themselves, and seek assistance when dealing with bullies, HR managers and business leaders also play a role.

Direct line managers, supervisors, and executives also need to implement strategies to ensure they’re creating a supportive, respectful company culture.

Here are some tips to overcoming bullying in the workplace.

Defining Workplace Bullying: Identifying the Signs

To overcome bullying in the workspace, business leaders and their employees first need to recognize the signs. Bullying can appear in a range of forms, from name calling, to the deliberate isolation of specific employees by other individuals or groups.

The Workplace Bullying Institute (WBI) gives the concept a clear definition. It says bullying is any repeated, harmful mistreatment of one or more people by one or more perpetrators.

Workplace bullying can happen both offline and online, particularly in today’s world of hybrid and remote work. It can also include:

• Name calling or abusive language
• Ignoring, isolating, or excluding team members
• Belittling or making fun of an employee
• Scapegoating or blaming other employees for issues
• Manipulation or coercion
• Spreading rumors about an employee
• Aggressive or violent behavior

Even business leaders can be perpetrators of bullying, when they set their employees up to fail, disregard them, or overwhelm them with menial tasks.

Workplace bullying is extremely common, with 30% of Americans saying they experience this issue. Unfortunately, the side effects can be disastrous for both businesses and individuals alike. Consistent bullying can cause stress, ill health, and burnout for employees.

It also harms team productivity, and increases a company’s chance of talent turnover, leading to significant skill gaps and problems with long-term performance.

Handling Workplace Bullying: Global Factors

Workplace bullying is an issue that arises all over the world. While the negative impact it has on businesses and employees is consistent wherever you are, the solutions companies and team members can use to deal with bullying vary depending on location.

In the US, workplace bullying is addressed through various channels, including legal recourse. While there are no specific federal laws against bullying, many US companies still adopt anti-bullying policies to create a safe and inclusive workspace.

Additionally, the US Equal Employment Opportunity Commission shares guidelines team leaders can use to address workplace harassment and bullying.

The UK and Australian governments have both implemented anti-bullying legislation, such as the Equality Act in the UK, and the Fair Work Act in Australia. In these regions, organizations are encouraged to implement comprehensive anti-bullying policies, outlining unacceptable behaviors, reporting procedures, and consequences for perpetrators.

Employees are also encouraged to deliver training and awareness programs, to educate employees about the effects of workplace bullying and how to recognize it.

 

Effective Strategies for Handling Workplace Bullying

Though there are different regulations and legal solutions in place for workplace bullying depending on where you are in the world, business leaders can still experiment with a range of universally effective strategies for mitigation, no matter their location.

Some of the best ways to combat workplace bullying include:

1. Establish and Share Clear Policies

First, it’s important to develop and communicate clear anti-bullying policies for the entire workforce. These policies should outline examples of unacceptable behaviors, as well as the potential consequences for perpetrators.

Ensure team members understand which reporting mechanisms are in place to ensure they can seek out assistance if they feel harassed by another team member. All employees should have access to accessible, confidential reporting mechanisms, to help them seek out help without fear.

2. Promote a Respectful, Inclusive Culture

Today’s most innovative companies are already investing in Diversity, Equity, and Inclusion initiatives, designed to create equality and respect between team members. This is important at a time when 76% of job seekers and employees believe DEI initiatives are crucial.

Promoting a culture of respect and inclusion in the workplace helps to minimize the risk of bullying. Team members should be encouraged to embrace the diverse characteristics of their coworkers, and be reminded that harassing behavior will not be tolerated. Leaders should set examples, by consistently treating team members with dignity.

3. Invest in Training and Education

Investing in educational programs in the workspace isn’t just crucial to give employees access to new technical skills or improve workplace engagement. It can also be a valuable way to promote bonds between team members, and hone soft skills.

Consider investing in educational resources that focus on teaching valuable communication, collaboration, and cooperation skills. Provide team members with educational resources to help them understand the effects of bullying, and what they can do to recognize, address, and even prevent the issue.

4. Respond to Reports Correctly

Simply ensuring employees in the workplace can report instances of bullying isn’t enough. Companies also need to be willing to act rapidly when an employee is facing harassment. All reports issued by team members should be investigated thoroughly, promptly, and impartially.

The consequences for perpetrators should be significant, but also consistent and fair, based on the nature of the situation. Additionally, business leaders should ensure support is available to victims following the event. This could include offering counselling, mediation, or coaching sessions.

5. Stay Vigilant

Unfortunately, even as business leaders continue to invest in initiatives to make their companies more welcoming and supportive to employees, bullying is still an issue. In today’s world of hybrid and remote work, it can be even harder to spot problems, particularly when harassment happens online, or through video meetings.

To stay on top of the problem, managers and business leaders need to be vigilant about monitoring the workplace environment. Pay attention to the behaviors of employees, investigate instances of severe stress and burnout, and constantly promote team bonding.

Workplace bullying is unfortunately a global, persistent issue, that requires attention from both employees, and business leaders. Addressing instances of bullying effectively isn’t just the key to creating a more attractive company culture.

It’s also important to ensuring employees can feel engaged and productive at work, and helps to reduce the risk of talent turnover. The right initiatives can even help to make your business more appealing to active and passive job seekers.

Navigating the Post-Pandemic Landscape

 

All businesses have an employer brand, whether they actively work on it or not. If you haven’t been giving much thought to your employer branding recently, then now is the time to start.

Your employer brand is the way the world sees you; from your products and services, to your mission, vision, ethos and your team – yes, there is a lot to consider!

The question is – how should your employer brand be positioning your company in our post-pandemic world? The world has changed, and it is more crucial than ever that your employer brand is positioning you above your competitors.

In today’s blog, we look at the crucial elements of employer branding in our post-pandemic world.

What is Employer Branding?

Your employer brand is your talent attraction magnet. It’s also the way your customers view your business – the reason people interact with your organization and the way the wider world views your company.

But for the purpose of today’s article, we’re going to be focusing on employer brand in terms of talent attraction. And specifically, employer branding in our post-pandemic world. What worked pre-pandemic will not necessarily work now; the best talent is looking for certain things they weren’t a year ago, so let’s look at what they are.

A Considerate Brand

The pandemic has brought down barriers in ways that we could never have expected. Now more than ever what people are looking for from the organizations they interact with, and specifically the organizations they want to work for, is that they have a personal, considerate approach to being an employer.

People are now looking for reassurance and support wherever they turn – from their friends, their family, and especially their employer.

Transparency is key here too. If you’ve had to make lay-offs in certain areas, but senior management have received bonuses, how will this look to candidates who are researching your brand?

It can be tricky getting the balance here right, but everyone is aware of how tough things have been during the pandemic. Being honest and transparent about the decisions your business has made is key – candidates are increasingly turning away from brands that are seen to be dishonest about their practices.

A Focus on Health and Wellbeing

A big factor for candidates is how much of a focus you have on health and wellbeing. Wellbeing and particularly mental health have been gaining traction in the employment world for some time, but the pandemic has skyrocketed their importance. Your post-pandemic employer brand needs to ensure candidates that you are treating the health and wellbeing of your workforce with the utmost importance.

This includes:

– Prioritizing clarity and caution – the virus hasn’t gone away yet, and brands who maintain an excellent focus on physically protecting their employees with excellent Covid-19 procedures will be viewed by candidates favorably.

– Offering flexible working (where possible) – allowing employees to work from home, and being flexible on the matter is what the best candidates will be looking for.

– Offering real help to support employee health and wellbeing – do you encourage physical health in your employees? Do you champion mental wellbeing and strive to be a compassionate employer – if so, will candidates know this from looking at your website or social media?

Showing that you are dedicated to health and wellbeing is not about bragging about it on social media – it’s about demonstrating your values in a way that’s easy for candidates to find and communicate your wellbeing offering in an honest and transparent way.

A Communicative Brand

Communication was the one thing that kept us together during the pandemic, and the way you continue to communicate with candidates during the ongoing crisis and afterwards will be a significant part of your employer brand going forwards.

Your social media channels are the first port of call for candidates to contact you, and your followers (which will include potential future candidates) are still the number one place to maintain your employer brand.

But some organizations stepped away from posting anything on social media during the pandemic. Some thought it insensitive; others simply didn’t know what to post during the highly changeable time. But posting online to maintain your employer brand doesn’t always have to be about self-promotion.

There are many different types of content you can share on your social channels to alert candidates to what type of employer you are, and what your company is focusing on in our post-pandemic world.

This can include:

– Industry updates

– Helpful articles which could be of interest to your employees and candidates including think pieces either from your own company or from an industry thought-leader

– Updates about your company – have you launched new products or services? Have you celebrated a milestone recently? Moved offices? People love to see ‘human’ updates from real people about real people (your team).

– And of course – your latest job openings.

Giving Candidates a Sense of Purpose

Finally, a sense of purpose is another major factor that great candidates are now looking for in their post-pandemic employers.

Meaningful work is increasingly what millennials are looking for – and this section of workers now makes up the largest part of the worldwide workforce.

The Deloitte 2020 talent survey states that employers should provide meaningful work or they will struggle to attract and retain their workforce.

What is it about your company that makes your employees feel as though they are making a positive difference to the world?

Finally

If you’re looking for new talent for your organization and are struggling to find the ‘right’ candidates – we can help. Get in touch with us at 919-813-2454 or email us at Info@TheBlackDiamondAgency.com and we will help you find the talent that you have been looking for.

 

As we are now living in a world that has been changed by the pandemic, your employee retention strategy must be better than ever.

A pre-pandemic Retention Report by the Work Institute (2019) found that “one in three workers would voluntarily leave their job by 2023”. And this has only increased due to significant shifts in the market due to Covid-19.

The effects of the pandemic are going to be felt in organizations for years to come, and so employee retention needs to be a key focus in order to ensure you are keeping your team engaged and satisfied in their roles.

Hiring for replacement team members is not something any company wants to be doing right now, and so an excellent employee retention strategy is essential.

The following 6 strategies will help.

1. Discover Who You’re Overlooking

To ensure you are providing excellent leadership for your entire team and making them feel valued, first, it is essential that you find out if you are overlooking anyone in your team.

Teams will naturally include individuals with a variety of skills, experience and personality types.

But in most teams, there will also be team members who shine brighter than others – extroverts tend to get noticed more than introverts, some team members are more likely to speak up if they have a problem whereas others will try to work through challenges on their own.

As a leader, it is essential that everyone is getting the right amount of support that they need and that you are not overlooking anyone.

Leaders will naturally look to middle managers and other higher-profile employees, but to be a great leader, you must ensure the highest level of employee retention – remember that each and every team member must feel valued and supported.

2. Create Unlimited Opportunities for Growth

According to this LinkedIn Workforce Learning Report, 93% of employees would stay longer with their employer if they invested more in developing their careers.

Many employers will get to the point where they have a great team in place and think that their job is ‘done’.

But continual training and development is a key part of every employee retention strategy, and we find that talented candidates who look for new roles often cite a desire to develop themselves and their career further as a reason for leaving.

No-one wants to be stuck in a role where they feel as though progression is an unlikely possibility. So, invest in robust training and development for your team – it can be anything from personal development training to allowing them time to learn new skills.

3. Demonstrate Excellent Values and Ethics

The most desirable employees are looking for employers with meaningful values and ethics. And this has been accelerated by the pandemic. We are all thinking much more about what is really important to us, and working for a company they believe in is high on every employee’s list of priorities.

Employees are more empowered than ever, with social media and online review culture creating an environment where the need to be honest and transparent is more crucial than ever. How active is your company at demonstrating your values and ethics? Do you champion diversity and inclusion? Are you financially transparent?

Fail to demonstrate excellent values, and you risk losing your employees to a more ethical company.

4. Give Employees a Purpose

It is not enough to give employees a fair remuneration package – employees are increasingly looking for a greater sense of purpose in their work.

The best way to find out if your employees feel a sense of meaning and purpose in their work is to talk to them. Ask them what is important to them in their roles and make any alterations you can to help them feel a greater sense of purpose. This could involve introducing tools to make their jobs easier, and thus, more valued, or working together to identify stretch assignments or projects they can work on to continue growing in their career.

Also, create a mission statement which helps employees to understand how their work positively impacts the world.

5. Enhance Your Employer Brand

Your employer brand is the thread that links employees to the organization – all employees want to work for a company which they feel aligned to.

Look closely at what your competitors are doing – if you slip in terms of promoting and maintaining an excellent employer brand, this gives employees the opportunity to look elsewhere and to be tempted to leave to work for a brand with a better reputation and culture.

Your digital footprint is key in creating a strong employer brand which your employees will feel proud to be a part of. Think about what you post and how often. Employees like to see that their employer is actively engaged in current topics, is invested in the wellbeing of the team and is a transparent and communicative employer.

Get your employees involved in team strengthening events, use your social media to champion your current employees – celebrate birthdays, life events and little wins within the organization.

And finally, let’s look at how a great recruitment strategy is always essential when it comes to employee retention.

6. Get Your Recruitment Strategy Right

Employee retention all starts with your recruitment process. When you start your employees off on the right foot with an excellent recruitment and onboarding process, this sets the tone for a mutually beneficial employer-employee relationship.

Studies reveal that the better the onboarding process, the lower the turnover.

A shocking 20% of employee turnover happens within the first 45 days, and this is mostly due to a poor onboarding process.

Onboarding is part of the recruitment process, and yet many employers believe that recruitment stops the moment the candidate accepts the job offer. Invest in your recruitment and onboarding process, and you will start to see a higher rate of employee retention.

Finally

A certain amount of staff turnover is unavoidable. But follow the steps in this guide to improve unnecessary employee turnover in your organization.

It’s never easy to lose a great employee, but when you work with a specialized recruiter, they can help you create the right recruitment and onboarding process to ensure your retention rates remain high, increasing employee engagement and lowering your overall costs of recruitment.

To find out how we can help you find your next talented team member, get in touch with us at 919-813-2454 or email us at Info@TheBlackDiamondAgency.com.

Candidates are in an excellent position right now. With skill shortages plaguing the industry, there are more opportunities to move to great roles and companies than ever before. Moreover, you have more freedom about how you choose to work, with remote and hybrid roles emerging everywhere.

However, just because you have many options doesn’t mean defining the ideal company to join is easy. Countless factors can influence whether a business is a good fit for you and your skills. Fail to consider them carefully, and you could end up in a role that doesn’t suit you.

Researching potential employers and retail companies you’re considering joining helps ensure you take the right next step in your career journey. Here’s how you can get started.

Before You Start Your Job Search

Preparation is key when searching for any new role. Rather than simply browsing endless job descriptions in search of something that mentions your qualifications, you should go on the journey with a clear action plan.

Start by defining exactly what you want as a candidate. What kind of career path are you working towards? Is there a specific role or certain duties within a role you’re most drawn towards? Are you looking for a company that can help you work your way up through the ranks to a leadership position, or are you ready to start a management job immediately?

Working with a recruitment agency can be an excellent way to improve your chances of creating an effective plan. Your recruiter can discuss your career goals and help you define what you should be looking for in terms of benefits, compensation, culture and more.

What’s more, once you’ve defined your plan with your recruiter, they’ll be able to position you in front of the right companies, boosting your chances of the best job offer.

The 5 Signs of an Amazing Company

With your career plan in hand, you’ll be able to start sorting through your employment options with more focus. Following the Great Resignation, many businesses are currently searching for the top talent. Here are the signs to look for when narrowing your options.

1. Shared Values

Most of today’s employees are looking for more than just a good salary from their employer. They also want meaningful work which resonates with their values. Around 42% of employees say they think it’s important for an employer to be diverse, inclusive, and equitable, according to a recent Gallup survey. A further 43% of candidates say they’re attracted to a new job based on meaningful work.

Take the time to research a company’s core mission statement and its vision for the future. Find what it’s aiming towards, what kind of goals it’s setting, and how every team member plays a part. Researching the company will help you to determine whether it’s focused on values similar to your own, such as innovation or diversity.

You can also read reviews and testimonials from previous employees on places like Glassdoor.

2. Strong Company Culture

46% of job seekers say company culture is important when deciding where they should work. A further 86% of candidates also say they actively avoid a company with a bad reputation. A company’s culture refers to everything from its approach to work to how it treats its employees.

For instance, you might find yourself drawn towards a company with a strong wellness initiative designed to preserve team members’ mental and physical well-being. Alternatively, you may be more focused on a collaborative company culture, where everyone has a chance to contribute to the growth of the business. When seeking out good company culture, it’s worth looking for evidence you’ll be appreciated in your role. Stories published by the organization’s website about rewards given to high-performing team members show a commitment to good recognition.

3. Opportunities for Growth

While there’s always a chance you may need to move between different companies and roles to reach your career goals, every business you work with should contribute to your growth. Having plenty of opportunities to learn sector-focused and transferrable skills will ensure you can continue expanding your knowledge over time.

Look for evidence that the company in question is willing to train you on using new technologies and strategies as they emerge within your industry. It’s also worth discovering whether there’s room for lateral movement in your business as your expertise increases.

Find out whether team members are regularly offered promotions and opportunities to take on new challenges. This shows potential for a long future with the business and can give you a better sense of the stability and security your role can offer.

4. Excellent Benefits

While compensation is important for anyone looking for the ideal job, it’s important to think beyond the salary. The benefits offered by a company give you insight into what you can look forward to if you decide to join the team.

In today’s skill-short marketplace, many employers are beginning to offer a wider range of benefits, from flexible work schedules to four-day working weeks and stock options. If you’re looking for the opportunity to work in a hybrid (around 53% of US employees), or remote environment (around 24% of US employees), it’s important to check if the company can offer this.

Usually, you’ll be able to learn more about the benefits a company can offer by visiting the organization’s “Careers” page on its website, and speaking to your recruiter. You can also ask about benefits during your job interview.

5. Fantastic Leadership

Excellent leadership and good employee retention often go hand-in-hand for most businesses. This is because employees rely on their leaders to provide motivation, support, and guidance. If you know the leadership team in your chosen business is innovative, emotionally intelligent, and transparent, you’re more likely to feel comfortable in your role.

A good way to learn about a company’s leadership practices is to check its website for stories about group accomplishments and business growth.

Asking for an opportunity to speak to the people you’re going to be working with during the interview stage is also a good way to get a good idea of how they communicate and their general work ethic.

A Strategic Guide for Career Success

 

People seek new jobs for a variety of reasons: finding the better compensation, work/life balance, company culture, and growth opportunities. According to a survey shared in Entrepreneur, approximately 46% of workers plan on finding a new position in 2023.

If you’re going to take the next step in your career path this year, it’s important to think carefully about how you will make the right impression from day one.

The first 30 days in a new role can be both nerve-wracking and exciting. There are new processes and technologies to get used to, new people to meet, and new expectations to live up to.

Having the ability to navigate your new role during the first month can not only increase your chances of making a positive impression on your boss, but it can also accelerate your ability to fully reap the benefits of your new job.

Step 1: Form Crucial Connections

Internal networking is one of the most important things you can do during your first 30 days in a new role. Getting to know the people you work with will improve your experience within your new company and make you feel more comfortable in your position.

Communicating with others is also a great way to capture the attention of your managers and senior leaders. During your first couple of weeks with a new company, find out who you will be working with regularly, and commit some time to get to know each colleague.

It’s also worth finding out who you should be approaching if you have questions or concerns about your role. Discover when your contacts are most likely to be available, and determine how they prefer to communicate (E.g. in person, email, chat, or video).

Step 2: Learn as Much as You Can

Your first month with a new company is a critical period where you’ll have a lot to learn. You’ll need to familiarize yourself with internal processes, policies, and the general workflow of your colleagues. To succeed, focus on expanding your knowledge in areas relevant to your role.

For instance, you can proactively seek more information about the customers your business serves or how your team manages projects and deadlines. Additionally, review the documentation provided during your onboarding session and request extra training if necessary.

It’s equally important to pay attention to your surroundings and learn how to integrate into the company culture. Consider the organization’s values and identify ways to incorporate them into your work. Observe how people communicate and collaborate to understand the expectations when interacting with others.

By taking these steps, you can quickly adapt to your new environment and contribute to the team’s success.

During the hiring and onboarding process, your company may have provided you with some insights into the nature of your work and how it will be evaluated. However, it’s essential to confirm the expectations of your manager or supervisor to ensure that you meet them.

You can arrange a one-on-one meeting with your manager to discuss their expectations if this has not been covered during onboarding. This discussion will allow you to understand what your leaders will be looking for when assessing your work. It’s also a good idea to create a list of key performance metrics that your business will monitor to evaluate your progress.

To ensure that you’re meeting the expectations set for you, it’s helpful to schedule additional meetings with your manager bi-weekly or monthly during the initial stages of your new role. These meetings will provide an opportunity to collect feedback and address any concerns that you or your manager may have.

By proactively seeking feedback and clarifying expectations, you can set yourself up for success in your new role and demonstrate your commitment to achieving your goals.

Step 4: Find the Best Time to Ask Questions

Starting a new role can be overwhelming, and it’s natural to have many questions right away. However, it’s important to find a balance between asking questions and listening to what’s happening around you.

While asking questions is an excellent way to learn and demonstrate your commitment to your new position, it’s crucial to pick the right time and place to ask them. During the initial stages, it’s best to focus on observing and understanding what’s happening around you.

If you have questions or need clarification, make a note of them and prioritize the information that you need first. Ask yourself when it might be best to wait to ask certain questions until you have an opportunity to meet with your manager face-to-face.

By striking a balance between asking questions and listening, you can gain a better understanding of your role and organization, establish yourself as a thoughtful team member, and set yourself up for success in your new position.

Step 5: Constantly Demonstrate Your Value

Once you have a clear understanding of your new role’s expectations and the company’s vision and mission, it’s time to demonstrate your value. The first 30 days in a new role offer a unique opportunity to showcase your skills and prove to your hiring manager that they made the right choice in selecting you.

To start, identify quick-win strategies that align with your understanding of how your work will be evaluated. For example, if your manager is concerned about meeting project deadlines, carefully plan your schedule and keep them updated on your progress with each task you complete.

Demonstrate your commitment to continual improvement and growth by volunteering for additional training sessions, seeking out a mentor to guide you, or requesting feedback whenever possible.

While the first 30 days in a new role can be overwhelming, they also provide an excellent opportunity for learning, growth, and demonstrating your value. By leveraging this opportunity, you can establish yourself as a valuable member of your team and set yourself up for long-term success.

As the job market continues to evolve and expand, individuals now have a plethora of career options to choose from. However, with the multitude of possibilities available, finding the perfect company to join can be a daunting task. It’s crucial to consider several important factors such as culture, values, work-life balance, and growth opportunities before committing to a job offer. After all, accepting a role that doesn’t align with your goals and aspirations can be detrimental to your career trajectory. That’s where diligent research comes into play.

By thoroughly researching potential employers and evaluating the retail companies you’re interested in, you can make an informed decision and take the necessary steps towards your career goals. Let’s explore some essential tips and tricks to help you kickstart your job search and land the ideal role.

 Before You Start Your Job Search

To succeed in the competitive world of job searching, it’s crucial to approach the process with a well-thought-out plan rather than aimlessly scrolling through job listings hoping to stumble upon the perfect opportunity. As a prospective candidate, it’s essential to define your career aspirations and goals before embarking on your job hunt.

• Do you have a clear idea of your desired career path?

• Are you looking for particular responsibilities within a job?

• Are you looking for a company that support and encourages growth and progression, or are you ready to dive into a management position right away?

Answering these questions is the first step in creating a roadmap to success. Partnering with a retail recruitment agency can be immensely beneficial in this process. By collaborating with a skilled retail recruiter, you can refine your action plan and identify your ideal job’s essential qualities, including benefits, compensation, and company culture. With your roadmap in place, your recruiter can then leverage their industry connections to position you in front of the right employers, ensuring you receive the best job offers that align with your goals.

The 5 Signs of an Amazing Retail Company

Now that you have a well-defined career plan, you can begin your job search with a sense of purpose and clarity. As the workforce continues to experience a massive shift following the “Great Resignation,” businesses are competing fiercely to attract and retain top talent. In this competitive job market, it’s essential to know what to look for when evaluating potential employment options. Here are five crucial signs to consider when narrowing down your choices:

 1. Shared Values

Gone are the days when a hefty salary package was the sole criterion for accepting a job offer. Today’s employees are looking for more than just monetary compensation; they seek meaningful work that aligns with their personal values. According to a recent Gallup survey, 42% of employees consider diversity, inclusivity, and equity important factors in choosing an employer. Additionally, 43% of candidates are attracted to a job based on its meaningfulness.

To find the right fit for you, invest time in researching a company’s core mission statement and its future vision. Learn about its goals, objectives, and how each team member contributes to its success. Understanding the company’s values is critical to determine whether they align with your own, such as innovation or diversity. In addition, reading reviews and testimonials from previous employees on platforms like Glassdoor or consulting with established recruiting experts in the field like ourselves can provide valuable insights.

By taking the time to research a company’s culture and values, you can ensure that you choose a job that not only offers attractive benefits and remuneration but also provides a sense of purpose and fulfilment.

2. Strong Company Culture

In today’s job market, 46% of job seekers consider company culture a critical factor when deciding where to work. Moreover, a staggering 86% of candidates actively avoid companies with a poor reputation. Company culture encompasses everything from a company’s approach to work to how it treats its employees.

You may find yourself drawn to a company with a robust wellness initiative that prioritizes its employees’ mental and physical well-being. Alternatively, you may prefer a collaborative company culture that encourages every team member to contribute to the business’s growth. Whatever your preference, seeking out a company culture that resonates with your values and work style can significantly enhance your job satisfaction.

When searching for a company with a positive culture, it’s worth looking for evidence that the organization values its employees. For example, stories published on the company’s website about rewarding high-performing team members demonstrate a commitment to recognizing and appreciating employee contributions. By considering these factors, you can ensure that you join a company with a culture that values and respects its employees

3. Opportunities for Growth

While there’s always a chance you may need to move between different companies and roles to reach your career goals, every business you work with should contribute to your growth. Having plenty of opportunities to learn sector-focused and transferrable skills will ensure you can continue expanding your knowledge over time.

Look for evidence that the company in question is willing to train you on using new technologies and strategies as they emerge within your industry. It’s also worth discovering whether there’s room for lateral movement in your business as your expertise increases.

Find out whether team members are regularly offered promotions and opportunities to take on new challenges. This shows potential for a long future with the business and can give you a better sense of the stability and security your role can offer.

4. Excellent Benefits

Additionally, it’s important to consider benefits beyond just work-life balance. Some companies offer health and wellness benefits, such as gym memberships, mental health support, and even free healthy meals or snacks. Other benefits might include generous holiday allowances, parental leave, or retirement plans.

It’s worth considering what benefits matter most to you and your lifestyle. For instance, if you have children, you may place more importance on a company that offers parental leave or flexible working hours to accommodate school runs.

Ultimately, a company that invests in its team members’ well-being and overall quality of life can be an excellent place to build a long-term career.

 5. Fantastic Leadership

Strong leadership is the key to employee retention in any business. Leaders provide motivation, support and guidance to their teams which is crucial in fostering a positive work environment. It’s important to research the leadership team of the company you’re interested in to ensure that they’re innovative, emotionally intelligent and transparent.

One way to gain insight into a company’s leadership practices is by checking its website for stories about the organization’s accomplishments and growth. Additionally, reading the bios of the leaders on the “About Us” page can provide valuable information. During the interview process, it’s also helpful to request an opportunity to speak with members of the team you’ll be working with to gauge their communication style and work ethic.

Creating a healthy work environment can be a game-changer for employees. When team members feel supported, collaborate with their colleagues, and are engaged in their work, they tend to be more productive and satisfied in their roles. Unfortunately, not all workplaces naturally foster this type of environment. According to Business Insider, around 1 in 9 US employees define their workplace as “toxic,” which means they feel the company culture, management style, and overall structure of their working

environment are negatively impacting their productivity, performance, and well-being.

Toxic workplaces can wear down employees over time through passive-aggressive behavior, poor communication, and problematic leadership. Eventually, it can be challenging to flourish professionally when the work environment is not conducive to growth.

In this article, we’ll explore some clear signs of a toxic workplace for team members and offer practical tips for handling a harmful environment. By being aware of the red flags and having strategies in place to address them, employees can regain control of their work environment and thrive in their roles.

The 5 Signs of a Toxic Work Environment

It’s important to note that symptoms of toxicity in a workplace can manifest in various ways, depending on the situation. Some individuals may feel their workplace is toxic when their boundaries are not respected or when they’re unable to grow and advance in their roles. Others may struggle with exclusionary behavior or bullying. The bottom line is that any work environment that impedes your ability to perform at your best, affects your mental health, or conflicts with your values can be toxic.

So, what are some of the most common signs of a toxic workplace? Here are a few red flags to watch out for:

1. Poor Communication

Studies show that poor communication and collaboration are at the root of around 86% of workplace issues, according to Salesforce. In any organization, effective communication is essential for keeping everyone on the same page and working towards shared goals. However, there are various factors that can hinder communication in the workplace.

For instance, employers may fail to provide team members with the necessary tools and resources to communicate effectively, such as video conferencing, messaging software, and other collaborative technologies. Additionally, employees may have different communication styles, and without proper training and support, this can lead to misunderstandings and communication breakdowns.

Furthermore, using jargon or technical language can also be a barrier to clear communication, making it difficult for team members to understand each other. It’s also essential to prioritize good listening skills and respect among colleagues to foster a healthy work environment.

Be on the lookout for red flags like a lack of transparency, passive-aggressive communication, or vague conversations. Addressing these issues head-on and creating an open and supportive communication culture can help mitigate toxic behavior and promote a positive work environment.

 2. Lack of Diversity and Inclusion

Diversity, equity, and inclusion are critical considerations for any modern workplace. The most talented professionals in today’s retail landscape seek inclusive, comfortable, and welcoming environments that foster strong connections and reduce stress levels.

However, not all workplaces meet these criteria, and some may struggle with exclusionary behavior. When companies fail to invest in building relationships between different teams and personalities, cliques can form, leading to feelings of isolation and hindering the flow of knowledge and information. This, in turn, can contribute to a toxic work environment, characterized by gossip and a lack of transparency.

Employees who feel left out may struggle with stress, anxiety, and burnout. Therefore, it’s crucial for businesses to prioritize creating an inclusive culture that fosters a sense of belonging for all team members. This can involve promoting teamwork and collaboration, encouraging cross-departmental interactions, and implementing diversity and inclusion training programs. By taking these steps, companies can foster a healthy and supportive workplace environment, benefitting both employees and the business as a whole.

3. Problematic Leadership

In the world of recruitment, there’s a popular saying that goes “People don’t leave bad jobs, they leave bad leaders.” While there are various reasons why talented professionals might look for opportunities elsewhere, a bad leader or manager can undoubtedly increase the risk of turnover. Poor leadership in any environment can lead to conflicts, reduced productivity, and employee frustration.

It’s important to note that there are many types of “bad bosses” out there. Some leaders are ineffective because they’re passive-aggressive or show favoritism towards certain staff members, while others micromanage their team or fail to provide enough feedback and guidance.

If your manager is hindering your progress or preventing you from reaching your full potential, it’s a sign that your workplace is either already toxic or on its way to becoming one. Employees need leaders who will support and guide them, allowing them to thrive in their roles and contribute to the company’s success.

Businesses should prioritize developing effective leadership skills among their managers and investing in leadership training programs. By doing so, companies can cultivate a positive work culture, increase employee satisfaction, and retain top talent.

4. Lack of Development Opportunities

A toxic workplace can take many forms. Sometimes, the problem isn’t necessarily the presence of bullies or poor communication skills. Instead, it could be the lack of opportunities for you to develop and improve your skills.

Every role you take on should contribute to nurturing your abilities, expanding your knowledge, and bringing you closer to achieving your career objectives. When your workplace fails to invest in your growth, training, or education, it’s essentially allowing your potential to go untapped.

In today’s rapidly evolving world, standing still means falling behind. A company that doesn’t prioritize upskilling, reskilling, and developing its employees will ultimately suffer from demotivation and high employee turnover. If your current employer isn’t investing in your growth, it might be time to consider exploring other job opportunities that do.

5. Increasing Symptoms of Burnout

It’s important to note that burnout isn’t just detrimental to the health and wellbeing of employees; it can also be damaging to the business as a whole. Burnout can lead to a lack of productivity, reduced morale, and ultimately, higher levels of staff turnover. When employees feel unsupported and undervalued, they’re more likely to look for alternative job opportunities.

If you’re feeling burned out, it’s essential to take steps to address the issue, whether that means seeking support from colleagues and managers, taking time off to rest, or reevaluating your work-life balance. And if you notice signs of burnout in your colleagues, it’s important to be empathetic and supportive, and to encourage them to take the necessary steps to prioritize their mental and physical health.

How to Deal with a Toxic Workplace

Toxic workplaces are a pervasive issue that can affect anyone, regardless of industry or experience. Even the most empathetic and supportive employers can overlook emerging signs of toxicity if they’re not careful. While there are ways to turn your working environment around, such as speaking with your bosses or finding ways to cut down on stress, some workplaces may be beyond repair. In these cases, it may be in your best interest to start looking for new opportunities elsewhere.

Working with a specialized retail recruiter can help you find a role in a company with a culture that aligns with your values, allowing you to thrive and achieve your professional goals. Remember, we can all encounter toxic workplaces during our careers. The key to success is to ensure that a negative workplace doesn’t poison your professional future. Taking the steps necessary to protect yourself and your career from a toxic work environment can help you achieve long-term success and happiness.