Employer Branding & Talent Acquisition Archives | NOVATIVE

Collaborative Hiring | Hire Smarter, Together

Heba Bakr — Thu, 28 Mar 2024 09:27:23 +0000

Introduction Collaborative hiring | Hire Smarter, Together

Hiring the right talent is essential for the success and growth of any organization. It’s great to see the way we work going through such an exciting transformation, thanks to technological advancements, a changing workforce, and evolving employee desires as 91% of recruiting pros say they focus on being agile to adapt to hiring needs.

Companies are always adapting, dealing with potential skill gaps, and the challenges of managing remote teams. But one of the most important things to consider is finding the perfect cultural fit.

This is where collaborative hiring steps in, transforming the approach companies use to discover and choose their employees.

What’s collaborative hiring?

Collaborative hiring is a recruitment approach where multiple stakeholders within a company work together to select suitable candidates for positions. This method varies based on company size and role nature, but it’s often used in candidate interviews and assessments.

For example, when a software development team hires a new programmer, team members work with HR, providing input on technical skills and culture fit. In addition to assisting in creating job descriptions and conducting technical interviews. HR ensures compliance with policies, offers guidance on candidate evaluation, and selection of best practices.

Collaborative hiring Vs traditional hiring

When contemplating a change in recruitment practices, hiring managers and HR departments often ponder the compelling question of “What prompts the switch?” The comparison between collaborative hiring and traditional approaches emerges: Is the former genuinely superior to the latter?

To answer this question, we compare collaborative hiring and traditional hiring:

	Traditional Hiring	Collaborative Hiring
Communication	little to no communication between departments and HR	clear and constant communication between HR and relevant departments
Decision making	Single hiring manager or recruiter	Team effort involving hiring manager, recruiter, and relevant team members
Process structure	Linear, with defined steps completed by specific individuals	Agile, with tasks shared and feedback incorporated throughout
Workload distribution	Recruiter shoulders most of the tasks (screening, interviewing, scheduling, etc.)	Recruiters delegate tasks like assessments, scheduling, and specific interview questions to relevant team members.
Legal Compliance	Less complex if standard HR practices are followed.	Requires ensuring all interviewers are trained in avoiding bias and legal compliance during the interview process.

Collaborative hiring Vs traditional hiring

When considering a shift in recruitment practices, hiring managers and HR departments often ask, “What drives the change? The comparison between collaborative hiring and traditional approaches emerges: Is the former genuinely superior to the latter?

To answer this question, we compare collaborative hiring and traditional hiring:

	Traditional Hiring	Collaborative Hiring
Communication	little to no communication between departments and HR	clear and constant communication between HR and relevant departments
Decision making	Single hiring manager or recruiter	Team effort involving hiring manager, recruiter, and relevant team members
Process structure	Linear, with defined steps completed by specific individuals	Agile, with tasks shared and feedback incorporated throughout
Workload distribution	Recruiter shoulders most of the tasks (screening, interviewing, scheduling, etc.)	Recruiters delegate tasks like assessments, scheduling, and specific interview questions to relevant team members.
Legal Compliance	Less complex if standard HR practices are followed.	Requires ensuring all interviewers are trained in avoiding bias and legal compliance during the interview process.

Collaborative hiring Vs traditional hiring

To answer this question, we compare collaborative hiring and traditional hiring:

	Traditional Hiring	Collaborative Hiring
Communication	little to no communication between departments and HR	clear and constant communication between HR and relevant departments
Decision making	Single hiring manager or recruiter	Team effort involving hiring manager, recruiter, and relevant team members
Process structure	Linear, with defined steps completed by specific individuals	Agile, with tasks shared and feedback incorporated throughout
Workload distribution	Recruiter shoulders most of the tasks (screening, interviewing, scheduling, etc.)	Recruiters delegate tasks like assessments, scheduling, and specific interview questions to relevant team members.
Legal Compliance	Less complex if standard HR practices are followed.	Requires ensuring all interviewers are trained in avoiding bias and legal compliance during the interview process.

Why adopt collaborative hiring?

Increases the chances of hiring a culture fit candidate

91% of US managers prioritize a candidate’s cultural fit over their skills and experience. Involving multiple team members in the interview process provides a more complete picture of how well a candidate aligns with the company’s values & culture. This approach allows both the candidate and the recruiters to learn more about each other, leading to a more accurate assessment of cultural fit.

Limits bias

Biases are a natural part of who we are and can be quite challenging to overcome, but a helpful approach is to bring them into the light and share your reasoning with others—this is where collaborative hiring plays a key role. When multiple representatives are involved in the hiring process, they can collectively evaluate a candidate to ensure a fair and unbiased assessment.

Enable Referrals

As your team members become more at ease with the recruitment process, they will discover that it’s easier to suggest individuals they know. When handled properly, employee referrals can become a recruiter’s go-to method for finding top-notch talent. As employee referrals can lead to:

Faster Hiring
Enhanced Employer Branding
Improved Employee Engagement
Reduced hiring cost

Improved candidate experience

Recruiters often feel stressed when entering a candidate interview unprepared due to busy recruitment duties, which can leave a negative impression. Collaborative hiring, involving multiple team members, ensures better preparation, focuses on the candidate, and provides a broader view of company culture for setting realistic expectations and enhancing the overall experience, ultimately attracting top talent by creating a positive candidate experience in today’s job market.

How to optimize your collaborative hiring for success?

Give your team recruitment and interview training

Successfully integrating new team members into the hiring process requires some training and coaching to help them grasp the fundamental interviewing principles, be mindful of biases, and comprehend their responsibilities.

Standardize Candidate Evaluation

Ensure team members evaluate candidates based on the same standards by setting clear evaluation criteria, avoiding potential friction within hiring teams and maintaining fairness and objectivity. It’s crucial to create an environment where everyone feels heard and their opinions matter, to prevent any resentment or erosion of confidence in the collaborative hiring process among peers.

Minimize scheduling friction

Ensuring availability for interviews can be tough, causing recruitment delays and potential candidate disinterest. Transparency, shared calendars, clear communication, flexibility, and technology like scheduling software are key to a smooth and efficient hiring process. Setting deadlines and maintaining open communication help create a collaborative and positive experience for everyone involved.

Leverage the right tech

Collaborative hiring thrives with the right technology, making the process more efficient and enabling seamless collaboration among dispersed teams. Software solutions such as Novasmart facilitate real-time communication, sharing of candidate profiles, feedback exchange, and collective decision-making, ultimately leading to better hiring outcomes.

Conclusion | Collaborative hiring | Hire Smarter, Together

In conclusion, collaborative hiring helps organizations in creating a talent acquisition strategy that promotes a team-based approach, recruits top performers, and fosters a welcoming environment. Embracing innovative technologies like Novasmart streamlines communication, shares candidate profiles, exchanges feedback, and makes collective decisions efficiently.

The post Collaborative Hiring | Hire Smarter, Together appeared first on NOVATIVE.

How to hire seasonal workers in the hospitality industry?

Ahmed Khaleel — Thu, 13 Apr 2023 14:06:25 +0000

hire seasonal workers

The hospitality industry is one of the most dynamic sectors that has to contend with a seasonal demand for its services. During seasonal times of the year like summer and the holiday season, the business may need to hire additional workers to meet the seasonal demand. These workers are known as seasonal workers.

If you are looking to hire seasonal workers in your hospitality business, this article is for you.

In this blog post, we will explore how to hire seasonal workers and how HR software can help businesses hire them efficiently.

What are seasonal workers?

Seasonal workers are the people you hire for a specific period of time to help you with the increased workload during busy seasons. As we give examples, these seasons can be related to holidays such as Christmas or summer vacation, or they may be related to the nature of the business.

Seasonal workers are not only related to the hospitality industry but can also be hired for various positions, including retail or agriculture. These seasonal workers can be parttime or they can work a few weeks, or months, depending on the needs of the business.

What are the benefits of hiring seasonal workers?

There are many benefits to hiring seasonal workers for your hospitality business.

Firstly, hiring seasonal workers can help alleviate the workload during seasonal demands. The more you alleviate the workload on your employees, the more you ensure that you provide exceptional customer service and create memorable experiences for guests. Which can lead to increased customer satisfaction and loyalty.

Secondly, seasonal workers can be cost-effective for businesses. As your business doesn’t have to keep seasonal workers on the payroll at the end of peak time. This can help reduce labor costs and increase profitability.

Finally, hiring seasonal workers can bring new skills and fresh perspectives to your hospitality operations. They can help to inject new ideas and energy into a team, which can lead to increased creativity and productivity.

How to hire seasonal workers in the hospitality industry?

Track Your Business Data

The first step to ensuring effective hiring of seasonal workers is tracking and understanding your business data.

To determine your needs for seasonal workers, it is essential to examine and analyze the busiest period of your hotel, resort, or restaurant. Or do you have busy times during the week or in certain seasons when you see an influx of guests? or do you notice an increase in takeaway orders? For example, to meet such seasonal demand, you may need to hire more delivery workers.

Moreover, payroll can help you forecast staffing needs based on historical data, upcoming events, and seasonal demands. Therefore, using HR software can help in reviewing the analytics and traffic from the previous busy season so you can easily create a recruitment plan that ensures you have the right seasonal workers at the right time.

Plan Ahead

Effective planning is critical for hiring an adequate number of seasonal workers to fulfil the seasonal demand. The planning process must commence early and involve innovative strategies to stay competitive against other businesses targeting the same labor pool.

The plan must take into account methods of streamlining the hiring and onboarding processes. It should reflect an updated recruitment approach to adjust to the current market dominated by jobseekers.

According to the Pew Research Center, 85% of Americans own a smartphone. Add to this the fact that 73% of US millennials and Gen Z’ers interact with each other digitally more than they do in real life, and it’s easy to see how this has the potential to impact the recruitment market.

Look for ways that can match with these generations, like investing in a strong social media strategy, creating a mobile friendly recruiting process, and offering a quick application system.

Start the Hiring Process

Once you are done with the first two steps, you can start the hiring process. By defining job roles and responsibilities and advertising your vacancies on platforms or places where job candidates are looking you will find more applicants. Want to master hospitality recruitment? Discover how our steps to conquer your recruitment hospitality nightmares can help!

In addition to our recruitment strategies, you also need to be more creative to find seasonal workers. For instance, you can contact colleges and universities to ask them to share your vacancies on their platforms. This would be a great way to reach more potential candidates.

Another tip that will help you through the hiring process is building an employee referral program. A study by SHRM examined over 14 million job applications and found that nearly half of all hires were sourced internally.

Did you know that publishing a job advertisement is one of the many things you can do with Novative Recruitment Solution?

Onboard and Train Seasonal Workers

Once your seasonal workers are hired, you should provide focused onboarding and tailored training for them. Providing targeted onboarding and training to equip your seasonal workers with the necessary knowledge and skills to perform their job duties, including but not limited to health and safety regulations and customer service, is absolutely necessary and cannot be compromised.

Conclusion - hospitality hr challenges

Have you found this article useful? Stay tuned for more! At Novative, HR in hospitality is a subject we discuss regularly. Follow us to make sure you don’t miss any of our content on this subject!

Are you ready to simplify the process of hiring seasonal workers? We can support you every step of the way! Novative offers smart and powerful HR management software for the hospitality industry. Learn more.

Introduction : hire seasonal workers

If you are looking to hire seasonal workers in your hospitality business, this article is for you.

In this blog post, we will explore how to hire seasonal workers and how HR software can help businesses hire them efficiently.

What are seasonal workers?

What are the benefits of hiring seasonal workers?

There are many benefits to hiring seasonal workers for your hospitality business or business in general.

How to hire seasonal workers in the hospitality industry?

Track Your Business Data

The first step to ensuring effective hiring of seasonal workers is tracking and understanding your business data.

Plan Ahead

The plan must take into account methods of streamlining the hiring and onboarding processes. It should reflect an updated recruitment approach to adjust to the current market dominated by jobseekers.

Look for ways that can match with these generations, like investing in a strong social media strategy, creating a mobile friendly recruiting process, and offering a quick application system.

Start the Hiring Process

Did you know that publishing a job advertisement is one of the many things you can do with Novative Recruitment Solution?

Onboard and Train Seasonal Workers

Conclusion - hire seasonal workers

Have you found this article useful? Stay tuned for more! At Novative, HR in hospitality is a subject we discuss regularly. Follow us to make sure you don’t miss any of our content on this subject!

Are you ready to simplify the process of hiring seasonal workers? We can support you every step of the way! Novative offers smart and powerful HR management software for the hospitality industry. Learn more.

Hire seasonal workers

If you are looking to hire seasonal workers in your hospitality business, this article is for you.

In this blog post, we will explore how to hire seasonal workers and how HR software can help businesses hire them efficiently.

What are seasonal workers?

What are the benefits of hiring seasonal workers?

There are many benefits to hiring seasonal workers for your hospitality business or business in general.

How to hire seasonal workers in the hospitality industry?

Track Your Business Data

The first step to ensuring effective hiring of seasonal workers is tracking and understanding your business data.

Plan Ahead

The plan must take into account methods of streamlining the hiring and onboarding processes. It should reflect an updated recruitment approach to adjust to the current market dominated by jobseekers.

Look for ways that can match with these generations, like investing in a strong social media strategy, creating a mobile friendly recruiting process, and offering a quick application system.

Start the Hiring Process

Did you know that publishing a job advertisement is one of the many things you can do with Novative Recruitment Solution?

Onboard and Train Seasonal Workers

Conclusion - hire seasonal workers

Have you found this article useful? Stay tuned for more! At Novative, HR in hospitality is a subject we discuss regularly. Follow us to make sure you don’t miss any of our content on this subject!

Novative offers smart and powerful HR management software for the hospitality industry. Learn more.

Are you ready to simplify the process of hiring seasonal workers?

We can support you every step of the way!

The post How to hire seasonal workers in the hospitality industry? appeared first on NOVATIVE.

The 4 useful steps to conquer hospitality recruitment nightmares

Ahmed Khaleel — Thu, 09 Mar 2023 14:08:35 +0000

Hospitality recruitment is affected by many challenges. It’s no secret that hospitality has one of the highest employee turnover rates among other industries.

A recent report by People 1st estimated that the hospitality sector still needs 993,000 staff by 2022.

In addition to high turnover, the combination of increased demand for hospitality personnel with a decreased pool of suitable and interested candidates is a HOSPITALITY RECRUITMENT NIGHTMARE.

We can all agree that the hotel and hospitality industries are highly rewarding, and a well-managed hotel can deliver and generate good annual returns. At the end of the day, a lack of talented people is one of the most important factors that holds back growth. People are important, they act as the soul of hospitality.

Interested in learning how to conquer your hospitality recruitment nightmares? Check out our article.

#1 Write Clear and Concise Job Descriptions.

The first step to conquering your hospitality recruitment nightmares and making better hiring decisions is writing clear job descriptions.

Good job descriptions are the foundation for all the upcoming processes such as job posting, recruitment and selection, evaluating the candidates, etc.

Creating your Job Descriptions with Novative Recruitment Solutions will help you:

centralize a repository for job descriptions without administrative burden.
structure the job description formula, from the job title, job summary, and responsibilities to the company overview and statement of equal employment opportunity and benefits.
format, customize, and highlight the most important points in your job descriptions

#2 Create a Job AD that Entices Candidates.

You need to take the second step to conquering your hospitality recruitment nightmares by creating a clear and direct brief about your vacancy, starting with a simple but attractive brief that can entice candidates.

Novative experts want to highlight some of the points that can nail your job AD:

The power of words: a well-written Job ad is very important because it’s your chance to sell the role to your potential applicant. For example, you can use the AD to highlight the simple question of why your company is the youtbian workplace.
Using powerful words is critical to enticing candidates. You can refer to choices like checking the list of action verbs to help you in your writing.
Optimize the AD with keywords: millions of job seekers search for jobs using a lot of keywords. This makes SEO crucial to the recruitment process, especially when writing job ads.
But keep in mind to keep it simple and unique; don’t use creative names like Ninja, warrior, etc. For example, if you have a vacancy in sales while your company is in the B2B space with globally distributed clients, you can add more adjectives to your job title, like “Global B2B Sales Manager.”

#3 Reach a Larger Audience with a Few Clicks.

Once you have finished up with the first two steps and have a well-nailed job advertisement, you can go with the third step to continue conquering your hospitality recruitment nightmare, which is advertising your vacancies.

There are many ways to advertise your vacancies. However, in the hospitality industry, this could be a nightmare because you will most likely have multiple vacancies, such as waiters, hostesses, cooks, and even housekeepers, that need to be published at the same time. Imagine how long it would take you to individually post every vacancy on every platform.

Automating your recruitment process with Novative Recruitment Solutions will help you:

post more than a vacancy with a click.
publish all your vacancies on all platforms at the same time.
get access to the history of previously published openings so you can easily publish them again instead of creating them from scratch.

#4 Screen, Filter, and select applicants in a minute.

The fourth step to conquering your hospitality recruitment nightmares is screening your applicants to start selecting the best candidates.

The hospitality industry is all about offering customers excellent service. As we mentioned, people are important; they act as the soul of hospitality. That’s why you must ensure that you hire qualified and well-trained people to ensure you hit the maximum level of satisfaction.

With Novative’s industry leading employment screening solutions, you can:

streamline your screening process by receiving all applications on one screen.
create a pre-email to automate your response to candidates.
automatically send your filtration process to your direct manager so he/she can confirm your process to ensure making bias-free screening and hiring decisions.
get your hospitality managers out of the recruitment process by offloading all of the administrative and tedious tasks until the hiring decisions and technical interviews need to be done.
verify the best staff to represent your business in front of your valued customers.

Conclusion - Payroll Trends 2023

Have you found this article useful? Then stay tuned for more articles on how to streamline the entire HR process in the hospitality industry.

Are you ready to save time by streamlining your publishing and screening processes while maintaining quality? We can support you every step of the way! NOVA Smart NG is the solution to cover your Hospitality recruitment needs. Learn More.

Introduction - Payroll Trends 2023

Hospitality recruitment is affected by many challenges. It’s no secret that hospitality has one of the highest employee turnover rates among other industries.

A recent report by People 1st estimated that the hospitality sector still needs 993,000 staff by 2022.

In addition to high turnover, the combination of increased demand for hospitality personnel with a decreased pool of suitable and interested candidates is a HOSPITALITY RECRUITMENT NIGHTMARE.

We can all agree that the hotel and hospitality industries are highly rewarding, and a well-managed hotel can deliver and generate good annual returns. At the end of the day, a lack of talented people is one of the most important factors that holds back growth. People are important, they act as the soul of hospitality.

Interested in learning how to conquer your hospitality recruitment nightmares? Check out our article.

#1 Write Clear and Concise Job Descriptions.

The first step to conquering your hospitality recruitment nightmares and making better hiring decisions is writing clear job descriptions.

Good job descriptions are the foundation for all the upcoming processes such as job posting, recruitment and selection, evaluating the candidates, etc.

Creating your Job Descriptions with Novative Recruitment Solutions will help you:

centralize a repository for job descriptions without administrative burden.
structure the job description formula, from the job title, job summary, and responsibilities to the company overview and statement of equal employment opportunity and benefits.
format, customize, and highlight the most important points in your job descriptions.

#2 Create a Job AD that Entices Candidates.

You need to take the second step to conquering your hospitality recruitment nightmares by creating a clear and direct brief about your vacancy, starting with a simple but attractive brief that can entice candidates.

Novative experts want to highlight some of the points that can nail your job AD:

The power of words: a well-written Job ad is very important because it’s your chance to sell the role to your potential applicant. For example, you can use the AD to highlight the simple question of why your company is the youtbian workplace.
Using powerful words is critical to enticing candidates. You can refer to choices like checking the list of action verbs to help you in your writing.
Optimize the AD with keywords: millions of job seekers search for jobs using a lot of keywords. This makes SEO crucial to the recruitment process, especially when writing job ads.
But keep in mind to keep it simple and unique; don’t use creative names like Ninja, warrior, etc. For example, if you have a vacancy in sales while your company is in the B2B space with globally distributed clients, you can add more adjectives to your job title, like “Global B2B Sales Manager.”

#3 Reach a Larger Audience with a Few Clicks.

Automating your recruitment process with Novative Recruitment Solutions will help you:

post more than a vacancy with a click.
publish all your vacancies on all platforms at the same time.
get access to the history of previously published openings so you can easily publish them again instead of creating them from scratch.

#4 Screen, Filter, and Select Applicants in a Minute.

The fourth step to conquering your hospitality recruitment nightmares is screening your applicants to start selecting the best candidates.

With Novative’s industry leading employment screening solutions, you can:

streamline your screening process by receiving all applications on one screen.
create a pre-email to automate your response to candidates.
automatically send your filtration process to your direct manager so he/she can confirm your process to ensure making bias-free screening and hiring decisions.
get your hospitality managers out of the recruitment process by offloading all of the administrative and tedious tasks until the hiring decisions and technical interviews need to be done.
verify the best staff to represent your business in front of your valued customers.

Conclusion - Payroll Trends 2023

Have you found this article useful? Then stay tuned, as we will be sharing more articles on how to conquer your hospitality recruitment nightmare.

Introduction - Payroll Trends 2023

Hospitality recruitment is affected by many challenges. It’s no secret that hospitality has one of the highest employee turnover rates among other industries.

A recent report by People 1st estimated that the hospitality sector still needs 993,000 staff by 2022.

In addition to high turnover, the combination of increased demand for hospitality personnel with a decreased pool of suitable and interested candidates is a HOSPITALITY RECRUITMENT NIGHTMARE.

Interested in learning how to conquer your hospitality recruitment nightmares? Check out our article.

#1 Write Clear and Concise Job Descriptions.

The first step to conquering your hospitality recruitment nightmares and making better hiring decisions is writing clear job descriptions.

Good job descriptions are the foundation for all the upcoming processes such as job posting, recruitment and selection, evaluating the candidates, etc.

Creating your Job Descriptions with Novative Recruitment Solutions will help you:

centralize a repository for job descriptions without administrative burden.
structure the job description formula, from the job title, job summary, and responsibilities to the company overview and statement of equal employment opportunity and benefits.
format, customize, and highlight the most important points in your job descriptions.

#2 Create a Job AD that Entices Candidates

Novative experts want to highlight some of the points that can nail your job AD:

The power of words: a well-written Job ad is very important because it’s your chance to sell the role to your potential applicant. For example, you can use the AD to highlight the simple question of why your company is the youtbian workplace.
Using powerful words is critical to enticing candidates. You can refer to choices like checking the list of action verbs to help you in your writing.
Optimize the AD with keywords: millions of job seekers search for jobs using a lot of keywords. This makes SEO crucial to the recruitment process, especially when writing job ads.
But keep in mind to keep it simple and unique; don’t use creative names like Ninja, warrior, etc. For example, if you have a vacancy in sales while your company is in the B2B space with globally distributed clients, you can add more adjectives to your job title, like “Global B2B Sales Manager.”

#3 Reach a Larger Audience with a Few Clicks.

Automating your recruitment process with Novative Recruitment Solutions will help you:

post more than a vacancy with a click.
publish all your vacancies on all platforms at the same time.
get access to the history of previously published openings so you can easily publish them again instead of creating them from scratch.

#4 Screen, Filter, and Select Applicants in a Minute.

The fourth step to conquering your hospitality recruitment nightmares is screening your applicants to start selecting the best candidates.

With Novative’s industry leading employment screening solutions, you can:

streamline your screening process by receiving all applications on one screen.
create a pre-email to automate your response to candidates.
automatically send your filtration process to your direct manager so he/she can confirm your process to ensure making bias-free screening and hiring decisions.
get your hospitality managers out of the recruitment process by offloading all of the administrative and tedious tasks until the hiring decisions and technical interviews need to be done.
verify the best staff to represent your business in front of your valued customers.

Conclusion - Payroll trends 2023

Have you found this article useful? Then stay tuned, as we will be sharing more articles on how to conquer your hospitality recruitment nightmare.
NOVA Smart NG is the solution to cover your Hospitality recuriment needs. Learn More.

Ready to save time by streamlining your publishing and screening processes while maintaining quality

We can support you every step of the way!

The post The 4 useful steps to conquer hospitality recruitment nightmares appeared first on NOVATIVE.

The Best Strategies to Recruit Gen Z

Ahmed Khaleel — Thu, 22 Sep 2022 12:06:09 +0000

Building relationships with Gen Z should be a key component of your hiring strategy. Why? Because over the next 10 years, the amount of Gen Zs in the workforce will triple. That’s why you need to know the best strategies to recruit Gen Z workers.

Most of Gen Z’s experience, whether in school or at work, is in a digital environment. Their favorite device is the smartphone. They mostly use it to take pictures, participate in video chats, pay for goods and services, stream TikTok and YouTube but also, look for jobs.

In a working environment, Gen Z workers have specific characteristics. They usually seek regular and ongoing feedback from their employers. They are socially aware and want their work to be meaningful. They are also looking for a caring, flexible and team-oriented work environment.

In the first part of the blogpost, we introduced you to the people behind Generation Z.

Now that you know who they are, the big question is: what are the best strategies to attract and recruit Gen Z ?

Ready to know the answer? The journey starts now

The Best Strategies to Recruit Gen Z

Generation Z is much less responsive to traditional recruitment methods. What you think you know about recruiting may not apply to these new workers.

That’s why today we’re taking you through strategies for attracting and recruiting Generation Z workers. And among these strategies, two main areas stand out:

1. Building a Strong Brand

2. Modernizing the Recruitment Process

1. Building a Strong Brand

Stand Out and Share Values Your Business Cares About

It’s crucial to understand that recent grads have a clear picture of the employers they want to work with. Before going to a job interview, they take the time to check out a company’s website, social media profiles and other employees’ online reviews.

We advise you to work on establishing a positive image of yourself as an employer. Presenting yourself as the ideal employer is essential to attract the right talent.

As you know, Gen Z is more concern about social justice problems. They value brand authenticity and transparency.

Digital natives are interested in how their employer’s actions impact the society and the environment. That is why, as an employer, you should include social and environmental issues in your business strategy and mention them in your job offers and during the job interviews.

Include Diversity & Equity in Your Employer Brand

“The notion of equality is important to Gen Z, with 91% believing that everyone is equal and should be treated the same way” - Based on research by Barnes & Noble College Insights"

When it comes to DE&I (Diversity, Equity, & Inclusion), it is crucial that companies comprehend and pay attention to young people.

Equity is one of the top priorities for Gen Zers. They want to be connected with a company that treats everyone fairly, offers chances to everyone, provides training, and fosters a culture of diversity and inclusion.

This is how employers can maintain high-quality candidate’s enthusiasm for being a part of your company.

Make sure they can’t get you out of their minds

How to conquer digital natives’ minds? By working on your online presence!

According to a Pew Research Center study, about 71% of 18- to 29-year-olds say they use Instagram. Instagram is a powerful channel if you want to get the attention of Gen Z workers. You can create Instagram posts and stories with your logo and filters and write some catchy sentences like “We make a change. Join us now” to give yourself some extra credit on this network. Gen Zers are sensitive to this type of content and do not hesitate to share it on their personal accounts. This way, you can reach your target by snowball effect.

Also, you might be surprised where you can target them, but the answer is TikTok, yes TikTok!

TikTok is the new black and you should be active on this platform if you’re willing to find the brightest talents. Why? Because Forty-eight percent of Gen-Z use this app to express themselves through videos.

You can create a company profile and share content related to your company, your brand and your industry. Get closer to them and showcase the innovativeness of your business. You may also follow the TikTok trends and create those funny videos with employees to show how lovely your working culture is.

2. Modernizing the Recruitment Process

Invest in a Strong Social Media Recruitment Strategy

Attracting a high volume of Gen Z workers starts with a strong social media recruitment strategy.

By “investing in a strong social media recruitment strategy”, we don’t only mean having an online presence on the big three platforms (LinkedIn, Facebook, and Twitter). It also means that you should create profiles on Instagram, TikTok and Snapchat. As we mentioned it just before, the majority of Gen Zers are active on those platforms.

Taking this into consideration, these platforms are taking initiative to help Gen Z and recruiters..

TikTok has recently launched TikTok Resumes, a program created exclusively for job seekers. Snapchat and Instagram provide digital advertising for recruiters to publish and promote job offers.

You have everything you need to recruit Generation Z, you just need to take the first step.

Offer a quick application system

Nowadays, all facets of our daily life are being dominated by digital technology. We are used to completing tasks fast, easily, on our phones or tablets. This should apply to the recruiting procedure too.

Simplify online processes to attract more candidates. To avoid losing top talent along the way, every step of the applicant experience needs to be simple, quick, and straightforward.

By automating your recruitment procedures, you reassure candidates, increase clarity, and hasten decision-making.

Create a Mobile Friendly Recruiting Process

“ 58% of users prefer to send a job application with their smartphone.”

To attract the new wave of talent, a mobile recruiting strategy is necessary. More than ever, job seekers are using their smartphones for their job hunt. They look for jobs, employers and they even use them to conduct remote interviews.

Adopting a mobile recruitment process enables you to stay in touch with job searchers around-the-clock with quick updates and notifications. It also enables them to respond in real-time to fresh job postings or recruiters’ questions.

This also would help the recruiters and hiring managers to ease the scheduling interviews, providing feedback and communicating with the candidate.

So, make sure your entire application process can be done on a smartphone to adapt to the mobile habits of Gen Z.

Give Virtual Job Interviews a Shot

A Gen Zer’s impression of your company is shaped by the very first interaction they have with it which way back at the application process. They will also be evaluating you.

In fact, 54% of Gen Z job seekers won’t apply if they perceive your recruitment method as outdated. Imagine how many good candidates you might miss if you persist in following the classic methods.

Gen Z values face-to-face interactions, but they also appreciate virtual ones. Because doing things online is incredibly quick and convenient.

With online interviews, they do not have to take time off from their current job to travel to the interview site. They don’t need either to arrange a time when everyone can physically meet in the office. The digital hiring process, at least, in the early stages, is a win-win for everyone.

A successful interview doesn’t have to be two people sitting face-to-face in the same room. Interviews conducted via video can modernize your hiring process and, in many cases, allow recruiters to assess more candidates in less time. Virtual interviews can also improve the candidate experience.

What About Recruiting Chatbots?

Recruiting chatbots employ AI – Artificial Intelligence – technology to respond to candidates’ questions and deliver relevant information. Because they are able to respond to specific predefined questions without the assistance of a recruiter, chatbots give candidates instant information they require while saving time for recruiters.

Furthermore, chatbots can be used to schedule interviews and pre-screening interviews.

Generation Z is the newest generation in the labor market and is a priceless source of exceptional talent. These young adults, however, are distinct from their elders. In order to connect with them, you must first comprehend how they think and what they want from a job. This will help you adapt your recruitment strategies to Generation Z.

Engage with them in meaningful conversations by establishing a professional and interesting presence on their favorite social media platforms.

Let them know about vacant positions in your company and use your recruitment SaaS to communicate openings, collect candidate information, and build talent pools.

The post The Best Strategies to Recruit Gen Z appeared first on NOVATIVE.

International Recruitment | All You Need to Know

Patricia Maniscalco — Thu, 28 Jul 2022 13:06:19 +0000

Have you read our latest blog post which gives 4 good reasons to hire international workers? Are you convinced? Ready to get started? Not so fast! Before you get started, there are a few things to check to avoid falling into the pitfalls of international recruitment. Here’s everything you need to know if you’re going into international recruitment

#1 - Know the market

Before posting your job offer, you should do a quick analysis of the job market situation where you want to recruit. Here are some questions to answer:

Is the market tight?

Depending on the country or region, the labor market can be tight. A labor market is said to be tight if there are more job vacancies than available workers. This happened in Japan, in May 2020, the ratio of job vacancies to applicants was 1.2 according to the figures from the Japanese Ministry of Health, Labor and Welfare. It is important to analyze the level of tension in the labor market to adapt your recruitment methods. In a tight market, you will have to work harder to convince candidates to join you. On the other hand, in a “loose” labor market, you will spend more time sorting through the applications.

What skills am I looking to prioritize?

Before taking the first step in your international recruiting process, ask yourself what skills are you looking for the most. This will make it easier for you to find countries where workers are known for the skills you are seeking. Once you have done this, you can research schools, companies, and innovation projects in each country to target your recruitment.

What are the most common recruitment practices?

Recruitment practices and methods vary from country to country. Once you’ve identified the country, you’re willing to recruit in, learn more about these practices. Is it better to recruit through a local agency? Which job boards are most commonly used? Are there any hiring regulations or non-discriminatory practices? This will help you to be compliant but also to stick to the market expectations.

Our advice: once you have defined the country where you want to recruit, ask a local expert to advise you on the best local recruitment methods.

#2 Do you have to establish an entity or not?

In some countries, it is mandatory to create a legal entity to conduct business and pay employees. This is an essential element to take into account. Creating an entity can be time consuming and more complex than you think. You will also need to choose a business structure that fits your business in the specific country.

In those countries where it is not necessary to set up an entity to do business, however, it is best to work with a local representative. This expert can help you open a bank account or liaise with the authorities.

#3 Ensure compliance

Compliance is your number one priority if you do business internationally. Each country has its own laws regarding employment, taxation, pensions and benefits.

Before recruiting, make sure you know all of the legal and mandatory benefits to be provided in the country as well as those that are usually granted to employees to remain competitive. These benefits include annual leave, national holidays, sick leave and parental leave. In some countries, it is mandatory or common to pay for transportation, health insurance or meals. Some collective agreements may require even more benefits for employees.

Here are some examples:

In France, since 2016, all private sector employers are required to provide a group health insurance plan for their employees. They must also participate in at least 50% of the costs of the contributions.

In the Netherlands, in addition to the minimum 20 days of paid vacation, every employee is entitled to a vacation bonus or “vakantiegeld”.

You should also be aware of local laws regulating employment and hiring. There may be certain anti-discrimination practices that must be followed, for example. You may also have to structure the work week differently for the employee based on the legal work week or time difference. In Egypt, for example, the work week runs from Sunday to Friday.

In terms of hiring practices, you must also consider everything related to contracts, trial periods, social protections or dismissals. In Europe, employees are more protected than in the United States where employees are considered “at-will”. At-will means that both the employee and the employer can terminate the employment relationship at any time. In many European countries, a certain number of documents must be provided to the employee when they leave the company.

Our advice: consult with legal professionals in the country to ensure that you comply with all employment laws. Breaking the law can expose you to fines or legal action.

#4 Be aware of all payroll rules

Compliance also means ensuring payroll accuracy. From one country to another, rules, contributions, tax rates… can be much different.

As a first step, make sure you know the minimum wage and the salary scales for the position you are offering. The scale varies according to the experience and qualifications you are expecting. You also need to know the regulations under potential collective agreements or overtime pay requirements.

You also need to know from the beginning in what currency you want to pay your employees in order to take into account the exchange rate.

Beyond salary, you need to understand the rules regarding compensation. Some countries require a 13th month bonus or profit sharing. Other countries do not impose this but it is customary.

Finally, it is necessary to have local payroll expertise. You will need to know the income tax scales, the specificities according to the employee’s plan, the social security contribution rates, and the pension plan…

Our advice: if you do not have the local expertise in-house, outsource your payroll to an external service provider. A global payroll service provider will have the local expertise and knowledge of payroll, thus ensuring full compliance.

#5 Embrace cultural differences

When recruiting internationally, it is important not to rely on the cultural considerations of your country. On the contrary, you should take the time to learn about the culture of your target country. Some cultural factors can have an impact on recruitment practices. In Anglo-Saxon countries, the resume can be up to 5 pages long, for example.

Cultural factors will also have an impact on company cultures. From one country to another, the professional world can be very different. The Netherlands and China, for example, have two completely different corporate cultures. The Chinese corporate culture is rather authoritarian and collective, while the Dutch corporate culture is rather participative and individualistic. China has a long-term approach whereas the Netherlands has a rather short-term approach.

Recruiting internationally means that you are ready to manage a multicultural team. We will come back to this very soon in an article dedicated to multicultural management.

#6 Anticipate remote recruitment & onboarding

In most cases, if you are recruiting abroad, you are doing so remotely. This is another challenge to overcome.

The trick to recruiting remotely is to have the right tools that will make it easier to collect applications, follow up and conduct interviews. We advise you to opt for a smart HR software that will allow you to sort applications according to specific criteria. Also invest in a collaborative work platform and/or a video conferencing tool such as Teams or Zoom.

For onboarding, set up a specific program for your new recruits. You will have to be even more available and listen carefully to ensure a good understanding of your company’s missions and values. Do not hesitate to create documents that can be consulted at any time by new employees. Onboarding a new remote employee requires a different perspective than traditional onboarding. Even the best recruits can get lost if they are not properly onboarded. Need some help? Here is our checklist for a successful virtual onboarding!

Did you check all the boxes? Then you’re ready for international recruitment! Follow our upcoming blog posts. You’ll find tips and strategies for international recruitment, multicultural management and many other tips and tricks!

The post International Recruitment | All You Need to Know appeared first on NOVATIVE.

4 good reasons to hire international workers

Patricia Maniscalco — Fri, 01 Jul 2022 08:10:18 +0000

Hiring international workers is an opportunity to create multicultural teams where trust, sharing and creativity reign. The pandemic and the massive use of remote working allowed companies to open up the field of possibilities by expanding their recruitment to the entire world.

According to a PYMNTS study, 60% of executives surveyed said their companies increased their hiring of international workers between 2020 and 2021. In comparison, between 2019 and 2020, only 42% of executives reported this increase.

Are you still hesitating? Let us convince you with 4 good reasons to hire international workers!

Reason #1: You access a much bigger talent pool & key skills

You are in charge of recruitment, and you are looking for the rare gem. Imagine having the opportunity to get in touch with many different profiles with key skills & great experience. That’s what international recruitment is all about.

Specific skills, experience, new ways of thinking about the professional world… A candidate who lives or comes from another country will bring you a new point of view and sometimes even a completely different way of doing things that you would not have even considered.

This new and different vision will have a positive and long-term impact on your organization. It will challenge your existing processes and allow you to question or make positive changes for better results.

Not to mention, companies that promote diversity and inclusion are more likely to attract the most qualified and requested candidates. If you’re looking for key, in-demand skills, your company will be more attractive if it has people from all over the world in its workforce. In the context of a talent war, any additional strings to your bow are welcome.

Reason #2: Hiring international workers to enter new markets

Your company is growing and you want to explore international markets? Your employees will be your best allies. An employee who has local knowledge of the market you want to enter is the key to your success.

They will have a better understanding of the target market’s needs, will be able to communicate effectively and give valuable advice to the sales and marketing teams.

Adapting the communication to the specificities of a country or a region is essential to reach the core target. You don’t communicate the same way to an English audience as to an American one, even if the language is the same.

Hiring international workers shows that your company is ready to offer its services or products to customers around the world.

Reason #3: A multicultural team is a happy team

A multicultural team is a happy team.

The diversity of viewpoints stimulates creativity within the team. Members of a multicultural team will challenge and learn from each other more.

It is also very positive for team cohesion. Each employee will share experiences, knowledge, anecdotes or cultural specificities.

A multicultural team is also a multilingual team. Your company will benefit from a linguistic and cultural diversity that is very valuable if you have an international presence (see reason #3). It is also an opportunity for employees to learn a new language or to share their language differences.

The Novative team is multicultural. We often compare our expressions in our native language and laugh about it. It is a privileged moment of sharing for our team

Diversity helps create a work environment where employees can express themselves freely and are encouraged to contribute. One study showed that inclusive teams make better business decisions 87% of the time.

Reason #4: You boost your company’s productivity

A company that is open to diversity, inclusion and multiculturalism has the reputation of being a more socially and humanely responsible company. A good reputation and a strong employer brand are undeniable assets to attract the best talent. It also benefits your sales as consumers are more and more interested into brands that share strong values.

International recruiting has become more prevalent with the rise remote working. Research has shown that employees who work remotely are more productive. A global, digital team is present across multiple time zones. This ensures that you are productive and available at any time of the day, anywhere in the world.

Multicultural and inclusive work environments have been shown to be more favorable to decision making and initiative than work environments composed of similar people.

Are you convinced? Now is the time to start hiring international workers!

But you need to make sure you are well prepared. Follow our upcoming blog posts. You’ll find tips and strategies for international recruitment, a checklist of things to consider when recruiting abroad and tips for managing a multicultural team.

The post 4 good reasons to hire international workers appeared first on NOVATIVE.

The Ultimate Check-List | How to Master Onboarding Remotely

Patricia Maniscalco — Tue, 16 Mar 2021 12:10:00 +0000

Master Virtual Onboarding with our Checklist

Onboarding new employees sets the overall tone of the employees experience and impression of the new company. It also allows managers to plan and strategically put focus on topics the employee will need to start bringing results. Especially now that the work environment has shifted to more remote work instead of on-site office meetings, virtual onboarding is gaining importance. However, it comes with challenges that neither managers nor employees face in a face-to-face onboarding process.

We provide you with the ultimate virtual onboarding checklist to create a successful and strategic process that makes your employees feel welcome – from the time before they start their new job to the first few months afterwards.

Explained: The 3 Onboarding Phases

The onboarding process can be divided into 3 main phases: the preboarding phase, the entry phase & the integration phase. All three focus on different key issues & challenges faced by the company and the employee.

Preboarding Phase

The aim of this phase is to set the employee up for success from the beginning and to show them that they have signed a contract with a highly professional company. This phase begins immediately after a new talent is hired and prioritizes all organisational set-up and management by the HR department and the manager in charge. If successful, the employee can start work immediately on the first day. Good communication and access to information material are prioritized.

Entry Phase

The aim of this phase is to introduce the employee to their new company, including teams, routines, processes, projects, organizational culture and work procedures. This phase includes the first week of work, but overall covers the first three months in the new position or company. This phase is the most important for retaining talent, as it is responsible for the first impression and sets the general tone of employment.

Integration Phase

The goal is the complete integration of the new employee on all levels, socially, professionally & culturally. The duration of this phase depends on the employee & company itself and can vary from 3 to 12 months. This phase can include team building activities, training, feedback sessions, projects and more.

We have put together the ultimate virtual onboarding checklist that allows you to master all three phases in a remote environment. Here is how:

Preboarding Checklist

	Think about introducing an e-signature tool for easier & more efficient document management
	Collect all necessary Personal Information and copies of necessary documents, such as Social Security Number, Passport Number & Copies, Bank Account details and others.
	Check that your Digital Data Security complies with your local laws to avoid data preaches
	Start by setting up the IT infrastructure, including employee badges, access to the company portal, logins for video conferencing tools, etc.
	Prepare their workplace at home by sending through all necessary equipment or have them come into the office to pick it up (Company laptop, phone, desktop, keyboard,…)
	Send a welcome parcel with informational materials, including product/service information, company structure, hierarchy, culture and other related company information
	Give them a small welcome gift that you would normally give your new employees on their first day, e.g. a mug with the company logo or something similar.
	Assign a buddy to the new employee that acts as a virtual support through the onboarding process
	Emphasize the constant availability of the HR department or buddy for questions
	Let your team know about the new arrival
	Sent through the agenda of the first week for better clarity of what to expect
	Set up an introduction call with their direct team members & introduce everyone

Entry Checklist

First Day

	Schedule a short welcome meeting with the direct team discussing relevant topics, e.g. team meetings, current projects, team organization.
	Set up a call with IT to clarify the basics of the company’s IT infrastructure, receive needed login credentials, VPN and introduce them to the general data protection guidelines.
	Introduce the most important contact people for their type of work
	Set up a meeting with the direct manager and new employee to talk about the new employee’s tasks, responsibilities, expectations and clarify any questions they may have.

First Week

	Have each direct team member of the new employee take a short virtual coffee break of 15 minutes to explain the future cooperation.
	At the end of each day, schedule 15 min. catch up meetings between buddy and new employee for Q&As
	Clarify the framework of working at the company, including team rules, core working hours, meeting organization, time tracking etc.
	Introduce them to commonly used company portals or tools in use
	Schedule 30- 45 min. detailed company presentations throughout the week introducing the company itself, their products & services etc.. Avoid “Zoom”-Fatigue.
	Give a presentation on the industry & their main competition
	Set up a call with the IT (if necessary) to clarify any problems or questions that may have come up or access not yet available.
	Have a feedback meeting between the manager & the new hire at the end of the week to clarify any misunderstandings, struggles or questions of the employee. Provide them with a little overview of what is coming up in the second week (if not clear yet)

Integration Phase

	Talk about training possibilities
	Schedule an introduction event for all new joiners
	Think about any team-building activities that you can easily implement
	Discuss the individual training onboarding plan with the employee
	Schedule regular feedback meetings
	Think about implementing a suitable onboarding software for faster results & better performance
	Keep up the work buddy programme to make the integration into the company easier

With this virtual onboarding checklist, you should be able to hire great talent, retain your employees and allow them to integrate into your business set-up from the start and get a return on investment immediately.

Want to simplify this process? With our NovaSmart NG software, onboarding processes can be streamlined and managed completely digitally – allowing you to move from analogue to digital in just a few clicks. Follow this link here or contact us now to learn more.

The post The Ultimate Check-List | How to Master Onboarding Remotely appeared first on NOVATIVE.