Employer Branding & Talent Acquisition Archives | 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 favourite 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. Modernising 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. Modernising 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 modernise 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 labour 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 favourite social media platforms.

Let them know about vacant positions in your company and use your recruitment SaaS to communicate job 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 13:15:34 +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 labour 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 analyse the level of tension in the labour 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” labour 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!

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4 good reasons to hire international workers

Patricia Maniscalco — Fri, 01 Jul 2022 08:35:08 +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 organisation. 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.

Recruitment has changed, we tell you why.

Patricia Maniscalco — Tue, 29 Mar 2022 14:40:43 +0000

If you expect to attract top talent in 2022, you should forget the traditional ways to recruit. In fact, recruitment nowadays it is completely different than the way we have done in the past.

In the UK, the number of job vacancies in October to December 2021 rose to a new record of 1,247,000 according to the Office for National Statistics. But still, it seems that recruiting is not as easy as it used to be? Why? Because recruitment has changed, and we tell you why.

Market is now run by the applicants

Today, many employers are looking for the same knowledge and soft skills in their talent. The power has shifted. This is a really important thing to understand in current recruitments. Like all markets, the recruitment market is governed by the law of supply and demand. And since there is more supply than demand, candidates have a choice. They will take the time to study your offer, to compare it, to weigh up the pros and cons. Naturally, they will go for the company that offers them the best salary but also the best benefits and working conditions.

That is why it is always advisable to include in your job offer the benefits that your company offers to employees. This can be about the way of working (teleworking, hybrid mode, full office), leisure offers, fringe benefits or career development opportunities.

More selective they will be

As we just said, power has shifted. Candidates are more likely to wait for a job they truly want, a culture that suits their work ethic and a company that excites them. Employers need to make their workplace desirable by promoting what makes them unique and build a strong employer brand.

Particularly since the labour market has been welcoming the young workers of generation Z. These new talents, born in the digital age and used to instantaneity and speed, will be more easily attracted by a reactive and modern company.

Generation Z has done much to change the face of recruitment and has forced recruiters to put traditional methods on the back burner.

To recruit this generation’s talent, you need to understand their needs:

1. They hate to be bored.

Our advice: make sure you offer dynamic and challenging assignments.

2. They need to give meaning to their work.

Our advice: work on your employer image and your Coporate Social Responsibility policy.

3. They want pleasant working conditions.

Our advice: offer flexibility and benefits to retain them.

4. They communicate differently.

Our advice: don’t hesitate to adapt your tone and stay positive to motivate them.

Recruiting in 2022 means showing candidates that you take into account the well-being of employees in your company.

Employer Value Proposition is the Key

Employer branding is significant in 2022. As competition for talent rises rapidly, employers soon realised the importance of how both candidates and existing employees perceive them.

Employers will have to take a deep dive into their culture and decide what makes it unique but also sort of candidate that could thrive there.

A strong employer brand will also help you attract the attention of passive candidates. You know, those candidates who are not actively looking for a job but who are often very competent. If they are attracted by your employer brand, they may apply for jobs they would not normally apply for. Reaching passive candidates expands the potential talent pool massively.

Quick Application = High Volume of Applicants

Digitalisation continues to conquer all aspects of our daily lives. Recruitment cannot escape it. We are now used to doing things quickly, simply and from our phones or tablets. This applies to the recruitment process.

Make online processes easier to get more candidates. Every step of the candidate experience needs to be smooth, fast and intuitive so you don’t lose top talent along the way. By automating recruitment tasks, you reassure candidates, improve clarity and make decisions faster.

Because yes, one of the biggest trends is that candidates don’t wait any longer. No more waiting for weeks before giving an answer. Be quick to make sure you find the right candidate.

Remote Is The New Black

As we all know, remote recruitment is here to stay. And rightly so! Recruiting remotely means opening up to wider pool of talent, with no geographical limits. It also saves a lot of time for both the recruiter and the candidate. Indeed, more and more candidates would rather have a first contact on the phone or by videocall before meeting the recruiter, whenever possible. That’s why, if you haven’t already done so, you need to invest in the right tools for remote recruitment.

Put Your Data To Work

Data is everywhere. Sometimes we find ourselves drowning in this incessant flow. But data, when it is well exploited, analysed and segmented, is an incredible decision-making factor.

The right data will help you answer the most important questions when starting a recruitment process:

Which channels bring in the most qualified candidates?
What are the conversion rates per acquisition channel?
What are the current job board prices?

To do this, make sure you have a tool that collects and segments the right data. You won’t regret it.

If you are a recruitment agency, then these new recruiting trends are more relevant to you than ever. Our cloud-based SaaS solution is tailored to the specific needs of the recruitment agencies.

Contact our experts!

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Hospitality | 8 Tactics To Attract & Retain The Right Talent In Hospitality

Patricia Maniscalco — Fri, 03 Dec 2021 10:26:20 +0000

The fifth in our series of challenges focuses on Talent Acquisition in Hospitality.

The pandemic has decreased the pool of suitable candidates that want to work in the hospitality industry. Businesses are forced to implement the right tool to filter through the applications as efficient as possible to be ahead of their competition.

Check out this article and discover how finding the right talent helps both your bottom line and overall turnover rates.

Interested in more articles about hospitality? Check out this page

Talent Acquisition in Hospitality

Due to the high turnover rate as well as more short-term employment, businesses in hospitality require a steady influx of new talent. However, the hospitality industry has recently experienced difficulty consistently recruiting candidates with the skills necessary to succeed in even entry-level jobs. Primarily it is hard due to a shortage of skills, consistently high turnover rates and the ability to retain good employees.

Business success can never be achieved by just one person; it takes a team – and the right team – for you and your business. So how do you find, attract, and keep the right people to work for you and your business? You do this by putting employees first.

Some of the overall benefits of good human resources (HR) practices include

higher employee satisfaction,

lower staff turnover,

superior customer service and, of course,

increased profitability.

In short, A human resource department’s main goal is to implement a variety of functions that are strategically designed to both attract and maintain an effective workforce.

You may not have a specific HR Manager, but you can implement some tactics they use to attract the best talent & retain them. Check them out below

Be Clear About The Skills & Experience Needed For The Job

This helps you to understand where your priorities lie in terms of necessary skills and abilities. Job analyses like these support you in finding the right talent required to successfully fulfill the job requirements. Once you figure out what’s most important, you can go through the interview process with a clearer picture of who and what you’re looking for. You also may realise, that not that much experience is needed for you can train them easily. This gives you access to a wider talent pool and more potential candidates.

Write Out An Detailed Job Description

Based on your job analysis you can write out a detailed job description. The analysis allows you to target exactly that group of potential candidates. A job description is also helpful for a candidate, as it allows them to learn exactly what the role would include should they receive an offer and can better estimate whether this roles suits them or not.

Tip:

Our NOVA Smart NG Recruitment software supports you in finding the best talent for your job. Establish role requirements & skills, create & publish job description, receive CV’s centralised & allow to track the recruitment process each step along the way.

Imagine your Applicant in the Job

A hotel’s staff directly relates to that facility’s success. Hotel staff members have a major impact on a guest’s stay, for better or for worse. To ensure that your customers return for another visit soon, keep the focus on hiring the very best that your industry has to offer. Imagine the applicant in that job. Give them day-to-day cases and ask for them to explain how they would react. Allow some candidates to work for a day in your business and ask colleagues about their performance. For this to work you must have a business culture of openness & trust. Make the process fun so that the applicant feels save to be themselves and both parties can get to know each other on an honest level.

Why Not Look At What Talent You Already Got?

Divide your time equally between internal recruiting efforts and spreading your message to outside candidates. Both types of recruiting have value. Many businesses inadvertently end up focusing too much attention on one over the other. If you have an employee working the front desk who appears to have potential to fill another role, start considering them. Let them know what the other position would entail and find out whether they have the drive and skills to handle this new position.

Tip:

Our NOVA Smart NG Training software supports you in getting the best ot of your employees while increasing their job satisfaction. Encourage your employees to improve their skills & be rewarded.

Choose Untraditional Methods Of Finding The Right Fit

If you’re out and meet someone who you think would be perfect for your team, have you ever thought about asking them?

Exchange contact information and stay in touch. Even if they’re not currently looking for a new job, you may find that they’re your next great hire. It’s easy to teach someone how to do a certain activity. It only requires practice. Though, it’s much harder to teach them customer service abilities or other soft skills. If you think they’d represent your hotel well, contact them when an opening comes up. You may be surprised how easy hiring can be.

Ensure You Complete Background Checks

Background checks are especially important in the hospitality industry. Your staff will have access to guests’ personal possessions and information. As busy as you may be during the hiring process, never neglect this key step.

Do Not Forget To Invest In Proper Onboarding

Talent acquisition in hospitality is one thing, but retaining talent has a lot to do with the onboarding phase. Onboarding is the first phase were not only you get to see how the new employee actually performs, but so is it a period for the employee to check out the company.

This first impression is essential to build the fundament for a long-lasting employment. It is like with a new customer- first impressions count and for them to come back, you must invest and offer them a better experience than the competition.

Clearly Communicate Expectations & Tasks

Everyone who works in your facility, regardless of their duty, should know what’s expected of them. They should understand how guests should be treated, how to handle a dissatisfied customer, and who to talk to if they have concerns. It brings clarity to the new employee and offers them an opportunity to understand your restaurant’s, hotel’s or café’s vision much faster.

Are you ready to improve your chances of hiring the right talent & better Talent Acquisition in Hospitality? Focus on streamlining your hiring process & get the best of the best for your hotel, restaurant or cafe.

Continue reading our blog and learn how to solve other HR struggles in hospitality.

We can support you each step of the way! NOVA Smart NG is the solutions to cover your Hospitality needs. Learn More

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Infographic | Hiring Trends You Need To Know About

Patricia Maniscalco — Fri, 24 Sep 2021 14:49:40 +0000

Hiring trends for 2021 show that companies will need to focus more on diversity, equity & inclusion in hiring. Remote work is here to stay, candidates will continue to need assurance that workplaces are safe, and upskilling will help companies—and staffing firms—fill hard-to-hire positions.

To boost your recruitment efforts, when developing your job descriptions include Diversity, Equity & Inclusion efforts as part of your brand messaging. Companies should look beyond past categorizations of people and look to nurturing each person as an individual. Showing your commitment to diversity and inclusion in hiring and company branding will enhance your message.

Remote working will continue well into 2021/2022 and as employees have proven that remote working can be as efficient and productive as being in the office, many organizations will allow employees to work remotely permanently. There’s also a renewed focus on mental and emotional wellbeing.

If you’re looking to fill the positions you have, start by looking at the talent you already have on hand. It is important to look for transferable skills within your organization. A bad hire costs companies time and money every year. Many times, soft skills are an innate trait and if you already have employee’s with great soft skills, training them for specific positions and roles would be a better option fiscally.

Like with Diversity, Equity and Inclusion recruitment advertising efforts must talk about the ways in which the company values the health and safety of its workforce. This can include specifics regarding workplace safety practices including sanitizing, social distancing protocols, and more. Employer brand messaging solutions can help share your company’s health & safety protocols with candidates.

Find out our infographic on Hiring Trends with figures from Toggl Hire:

Do you want to streamline your recruitment process & find the best talents?

Check out our recruitment module page or contact us!

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The Ultimate Check-List | How to Master Onboarding Remotely

Patricia Maniscalco — Tue, 09 Mar 2021 10:28:26 +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, organisational 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
	Emphasise 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.

Remote Recruitment & Onboarding | The Experience of the Novative Team

Patricia Maniscalco — Mon, 01 Mar 2021 14:22:43 +0000

Remote Recruitment & Onboarding: Discover the Novative Employee Experience!

Since 1993, Novative has been constantly innovating to offer complete and personalized services to our clients. Novative’s success is also the success of its team which is growing every day and expanding across the world. Recruiting & onboarding remotely new recruits is a challenge that we have been able to meet and which has enabled us to create a multicultural team qualified in a wide range of fields. Find out more about how our team experienced remote recruitment & onboarding!

Remote Recruitment

The Challenges

An increasing number of job applicants requesting a more efficient organization

Remote job interviews

Finding the candidate with the expected skills for the position

Identifying candidates’ soft skills

Our Tips

Opt for an automated system to manage the recruitment process

Write an accurate job description to effectively target your future talent

Prepare a solid shortlisting process (interview process, pre-selection tests…)

Choose video format for interviews

Choose an easy-to-use platform for the job interviews

Prepare in advance the questions you wish to ask and allow the candidates enough time to ask questions about your company and the position.

Would you like to know more? Read our blogpost on remote recruitment!

Remote Onboarding

The Challenges

Making sure that the recruit is well integrated into the team

Ensuring that the new team member has a good understanding of the tools used and of how the company operates

Fostering the newcomer’s sense of belonging to the company

Our Tips

Before the start date, make sure you give all the necessary information to the new team member (schedules, access to collaborative software, documentation…)

On the start date, organize a video meeting to introduce the new talent to the team and explain how the company works as well as how to use the different tools.

Introduce the new teammate individually to the people they will be in contact with in the course of their mission in order to create a first contact.

Feel free to ask the new employee what they enjoyed and what they missed at the end of the day.

In the following weeks and months, be available & reactive if the new member has any requests while leaving them enough independence.

The Experience of the Novative Team

For several years now, Novative has been recruiting and onboarding new talents. Discover the experience of Julia, Natasha, Shawnessy and Valentine who each work in a different country while forming part of the same team!

Julia – Digital Marketing & Sales Assistant – Working From Germany

« I think what I really appreciated in the job interviews I had with the Novative team was the kindness and warm atmosphere I straight away felt through the phone. It is even more important when recruiting remotely as the impact of body language and facial expressions is missing. »

« All-in-all I have my remote recruiting process as positive in my mind as it did not at all feel like a recruiting process like everybody imagined but like a normal conversation, where both parties are on the same level and understand their position. »

« For the Onboarding part, I was super happy to receive a work schedule with tasks and meetings before I even started my first day. It had lined out tasked that I was supposed to do each day. »

Shawnessy – Payroll Specialist – Working From the United-States

« At the time of my initial talks with Novative the biggest challenge was the time difference. We would set up Skypes calls and communicate regularly by email. I agreed with my managers on an hourly amount and I would send Reconciliation Spreadsheets monthly. »

« Remote onboarding must be seamless and make the new employee feel part of the team even thought they are remote. »

« The main advantage of remote working is that the location is no longer a hindrance as the hiring pool has now increased. Companies can reduce their overhead in the reduction of space needed to house their employee’s. For employee’s it gives them more flexibility and a better work-life balance. An additional ripple effect is many people are no longer commuting to work which is great for the environment. »

Natasha – Marketing Manager – Working from the United-Kingdom

« The remote interview with Novative took less time than a face-to-face interview as you eliminate any travel/time costs. I did have a face-to-face interview at the end of the process, this was nice to meet people in person. »

« I think the biggest challenge of remote recruiting is onboarding remotely. This process must be seamless and make the new employee feel part of the team even though they are remote and that’s what I felt immediately with Novative. »

« The biggest benefit of working remotely means you can work for international companies, as a candidate you have a bigger and more exciting pool of job opportunities. »

Valentine – Digital Marketing & Sales Assistant – Working from France

« The recruitment process with Novative has been quite quick, and I do believe it’s an advantage. When you are looking for work, you appreciate knowing if it’s positive or not as soon as possible. I really enjoyed the discussions and first contact I had with my managers. »

« I was recruited from France and I have not yet had the opportunity to meet my colleagues in person, but I already have the feeling that I know them. What I liked about the onboarding with Novative is that I was introduced the first day to the right people and could ask for help whenever I needed it. »

The post Remote Recruitment & Onboarding | The Experience of the Novative Team appeared first on Novative.

Remote Recruitment | How to Lead in the New Work Era 2021

Patricia Maniscalco — Thu, 17 Dec 2020 11:42:27 +0000

Remote Recruitment Top Tips

Working remotely has become the norm for many of us in 2020. The COVID-19 pandemic has seen recruitment become remote as a necessity if you want to continue hiring.

In this blog post, we share some remote recruitment tips on how to recruit remotely. Helping you to innovate and adapt your recruitment process and style, to become leaders in the new era work.

Choose digital over manual

Choosing an agile Recruitment software or Applicant tracking system, will play a key role in making remote recruitment a success. By going digital not only will save you time and money but will ensure your processes are data secure and compliant. Having such software will enable this to be a centralised process, and open communication between all parties involved, without getting lost in e-mail chains. All essential to ensure a success remote recruitment process.

Write an accurate job description

Getting it right at the beginning is vital to your recruitment process. Take time to write an accurate job description to attract the right talent. To ensure a good candidate experience, set out how you will carry out the remote interview, so the potential candidate can prepare from the beginning.

Prepare a solid shortlisting process

It is very important to prepare a solid shortlisting process this will help you secure the right talent for you. With this economic environment unfortunately unemployment for many countries has risen. Therefore, expect a lot of potential candidates applying for positions. To ensure you can pick the correct talent to interview, have a shortlist process in place.

Choose your type of remote interview method

Video is one of the best methods to conduct a remote interview. There are two types of a video interview, one-way and two-way. In a one-way interview, you send the candidate a list of questions, and they record themselves answering them and send it back. In a two-way video interview, both interviewer and interviewee are on at the same time and conduct an interview as the usual method in face-to-face.

Choose your platform

When conducting a video interview, there are several options available, including Microsoft Teams, Zoom, and WhatsApp video calls. Some of these also allow for conference interviews, so if required multiple interviewers can speak to a single candidate. However, be mindful that not all candidates will have access to all these tools – therefore contact the candidate when inviting them to an interview and mention which video platform you will be using. Also, state that you will be having the camera on or off. It is best to mention everything do not assume the candidate will already know your process.

Prepare your questions

As with a traditional face-to-face interview, be prepared. Have questions ready and all the people who part of the interview process are informed. You must give a good impression to your potential candidates.

Take notes of each candidate’s answers

When interviewing candidates, it is vital to take note of their answers, so you can make an informed decision at the end.

Conclusion

Remote hiring does not have to be impersonal, with technology at our disposal there are ways to find and secure the right talent for you. The innovation of recruitment is the key to your processes to be successful.

The post Remote Recruitment | How to Lead in the New Work Era 2021 appeared first on Novative.

Essential Recruitment Tips For 2019

Patricia Maniscalco — Thu, 21 Feb 2019 15:33:42 +0000

Recruitment is a vital process for every organisation, attracting the right talent for the right position at the right time. Time is something that is indeed not on your methods side. The competition to attract top talents is fierce and the window of time to do this has become smaller. To ensure your organisation stays ahead of the recruitment pool, it is vital your recruitment process is bulletproof.
Here are our tips for your recruitment process for 2019:

GDPR Continued Effect

It is crucial that organisations continue to be transparent with candidates data and respond to requests of deleting data by the candidates.
One step to help your process is to have a good system of collecting and storing candidates data which is secure but easy for the position in the organisation looking after this information to search and deal with requests made by candidates easily.

Employer Branding

Employer brand describes an employer’s reputation as a place to work and their employee values. Employer branding is becoming increasingly important in gaining new talents. Culture, benefits and beliefs all play a part in what makes an employer brand and appeal to candidates.

Candidate Experience

It is very important you have a efficient process for recruitment. This process is the first experience your potential new talents will experience with you, so you need to get it right. If you provide a good experience, the candidate will be impressed and more likely to accept the job if they are offered it. They are more likely to refer people for job openings if they have had a good experience.

With all these things to consider for recruitment, arguably paper processes do not seem secure for candidates data in this day and age. To impress new candidates, a digital approach is advisable, whereby you can streamline your processes and keep data secure and easily searchable if you need to remove data at a candidates request.

NOVA Smart Recruitment Software Enable You To:

✓ Create job templates

✓ Post jobs to multiple platforms

✓ Store CV’s all in one place for specific jobs

✓ Search targeted skills in candidates CV’s

✓ Automated responses for candidates who did not make an interview

✓ Group communication for all involved in the recruitment processes

✓ Organise interviews efficiently

✓ Send out interview invitations

✓ Create structured interviews questions

✓ Enable notes for each candidate interviews

✓ Effective on-boarding process

✓ Easily search, remove, add to candidates data

✓ Keep candidates data securely

✓ Adaptable software for new legislations

If you think you would benefit from NOVA Smart recruitment software please contact one of experts today.

Feeling Inspired? Learn More

The post Essential Recruitment Tips For 2019 appeared first on Novative.