Insight to Gain the Hiring Edge
Looking for ways to get an edge in this competitive hiring market? Aside from, ahem, working with the best possible recruiter?
In this month’s newsletter, how to attract employees back to the office, why they’re leaving for good, and the three types of bias to watch out for in your hiring that you may not be aware of.
A Magnet, Not a Mandate
“The office should be a magnet, not a mandate.”
I love this quote by Pegasystems CEO Alan Trefler, whose approach to getting employees back to the office is about attraction, not compulsion. For Trefler, it all comes down to culture, which is why he works so closely with his Chief People Officer, Katherine Parente. The two talk daily to make decisions around how to engage employees and other leaders.
Leaders, in particular, are so critical to shaping culture. But cultural fit starts with hiring — not necessarily hiring FOR fit (which can counteract diversity initiatives) but onboarding for culture upon hiring.
Pegasystems’ culture spearheaders also survey the workforce periodically to make sure they have a solid understanding of what people want and need. All of these extra efforts are worth it. In fact, Parente believes the success of the company depends on it.
For many of the leaders I speak with every time in my role as Executive Recruiter, culture is an incredibly important driver for talent.
Why Employees Are Leaving
What can you do to get employees to stay — and to attract more talent?
BambooHR interviewed 1,000 HR professionals to find out how their business has been affected by the Great Resignation, and what reasons employees are giving for leaving their posts. Here, in order of importance, their findings:
Looking for better compensation
Uncomfortable with COVID-19 policies
Need a change
Want more work-life balance
Seeking better benefits
This is important information for hiring managers. If you’re hoping to retain your best talent and attract more, start with what you’re paying them, and then take a look at how you’re treating them — particularly around the dicey issue of COVID and remote work. You may feel good about your policies, but what are your employees saying?
3 Types of Bias to Watch Out for in Your Hiring
Bias comes in many forms, including the familiar ones like racial or religious stereotyping, sexism and ageism. But there can also be more subtle forms of bias at work in your hiring processes. For instance:
Judging a person by the address listed on their resume, and making assumptions about their economic status, cultural preferences or even whether they’ll be able to get to work on time
First impression bias — when you base your entire gut feeling of a candidate on the first impression
Similarity to the interviewer — A common phenomenon in which interviewers show preference for candidates they relate to more
As a recruiter for 12+ years, I’ve learned that you can’t always get rid of bias in the hiring process entirely, but the more you’re aware of the ways it can manifest, the more you can try.
This Month’s Recommended Reading
In the New York Times: The Rise of the Worker Productivity Score
On HR Daily Advisor: Considerations When Employees Pronounce Their Pronouns in Email Signatures
On Inc.: Microsoft Hired 50,000 People During the Pandemic. Here's the No. 1 Lesson CEO Satya Nadella Learned About Remote Onboarding
What are YOU reading these days? If you come across anything good, I’d love to hear about it! Always feel free to hit “reply” to this email to start a conversation. Otherwise, you’ll hear from me again next month.
Johnson Recruiting Group
Quantum Hires System