But what are the benefits of hiring internally?

1) It helps retain employees

From time to time, busy businesses will quickly contact recruiters to fill an open position, often unconsciously discounting internal employees who were eager for promotion and advancement in the process.

By considering existing employees who have been performing exceptionally well, businesses are able to help retain those who may have been feeling stagnant in their current roles.

It is no secret that career advancement opportunities have become increasingly important to today’s employees. Rather than staying in one position for an indefinite period of time, many employees are desperate to climb the corporate ladder.

The threat of a new hire taking the much-coveted position that a current employee has been training and preparing for can sometimes be the push they needed to find employment elsewhere.

A survey found that 35 per cent of respondents had quit or contemplated doing so after an outside hire was brought in, most citing that they thought their skills were being overlooked as one of the reasons.

When businesses promote from within, it is more likely that employees will see the opportunity for growth and feel less inclined to move around in their careers.

2) It saves time and money

The truth is; that the external hiring process can be expensive, especially in this current environment where businesses are offering inflated salaries that are almost double what was on offer pre-pandemic.

In fact, it is reported that it can often cost a business on average six to nine months’ salary every time they replace a salaried employee.

By offering a promotion, businesses are able to instead cut down on costs associated with using external recruiters and advertising. The mounting costs don’t stop once a candidate is offered a position either. Generally, companies need to splash extra cash and time on onboarding and training initiatives in order to get the new hire up to speed.

In comparison, an existing employee already possesses an intimate knowledge of their company and its culture, thus being able to adapt to the role much easier. Research has uncovered that some external hires can take several years to reach the same productivity levels compared to internal hires with the same job.

3) It builds team loyalty and morale

And it is not just the promoted employee that benefits from internal hiring either, so does your company’s Employee Value Proposition (EVP).

Promotions recognise the hard work of employees and serve as a reward for those who do well. This subsequently inspires other employees to work hard to achieve similar goals, ultimately increasing the general productivity, loyalty, and morale of a company.

A survey discovered that employees were 15 per cent more likely to report lofty levels of productivity when their managers were promoted internally. Moreover, employees with internally promoted managers were also less likely to feel jealous of their co-workers or report high levels of stress.

At JobAdder, our artificial intelligence (AI) matching technology helps companies analyse their existing talent pool and identify promising employees that may be suitable for advertised positions, potentially avoiding a lengthy hiring process and giving them more time to focus on their employer branding.

In fact, from an employer branding and talent search perspective, a company that promotes talent from within is also an attractive feat for prospective hires. Communicating externally about the ongoing career growth opportunities at your company therefore should not be overlooked.

It is important to note that while hiring internally might be right for some businesses, it is not a one-size-fits-all solution. In some cases, businesses will need an extra set of hands on a project or a newly won client or simply might not have current employees that fit the level of experience and seniority needed.

Overall, while businesses should do their own reflection and research to determine the best options for their individual needs and requirements, hiring internally can be a sound solution in a number of recruitment cases.

Michael Osmond has been with JobAdder for 2.5 years as the Head of People. Michael is passionate about creating workplace experiences that help people, teams and organisations thrive. He loves working closely with founders and leadership teams to design and execute progressive performance cultures that drive organisational success and an amazing employee experience. Michael has 11 years’ experience in People Tea

ms having spent 6 years in Financial Services and then more recently 3 years with Football Federation Australia – the governing body for Football in Australia.
Michael is a generalist but has a background of big change projects in the organisations he has worked in that align with the overall business strategy. These have been in the areas of people performance, mental health well-being, DE&I, employee engagement, organisational design/change, compensations & benefits and L&D.

The post Three reasons why businesses are championing recruitment from within appeared first on Recruitment Marketing.

With the Great Resignation in full swing, “flight risk” employees are more common than ever, especially when perceived better benefits, flexibility, and perks are sung from the rooftops by competing businesses, recruiters and talent hirers.

So, how can you actually tell if one of your employees is planning to leave? Here are five few ways to minimise the risk of them running into the arms of another company.

1. They complain they are always stressed

A top reason many employees choose to leave their jobs – sometimes even without a competitive offer – is because of stress.

According to research by workplace wellbeing platform Groov, 37 per cent of Australian workers contemplate leaving their job every week, most citing stress as one of the core reasons.

If an employee constantly complains about their high stress levels, has had a panic attack in the office or always appears flustered, now is the time to take a step back and re-evaluate what might be causing this.

Reach out to your employee and organise a one-on-one coffee catch-up to get to the root of the problem and workshop ways to fix it. This could include more training or re-delegating tasks on their to-do list.

A recent report by Employment Hero also found that work-related stress mixed with long working hours, often manifests in burnout, fatigue and a lack of work-life balance.

2. They are easily distracted and bored

Do you have an employee who spends more time on social media or talking to their colleagues, rather than getting their work done?

While this might typically spell out a productivity and performance issue, it could also mean that they no longer find enjoyment and excitement in their day-to-day tasks and overall role in the company.

To approach this problem, reflect back to why the employee took the job in the first place and use this to help them spark their passion again. This can be done by challenging them in their role or even offering a new position or added responsibility.

Whatever the reason may be that the employee is bored, it’s always a good idea to have a chat with them and offer support.

3. They are unhappy about their pay

One of the main motivations for workers is their pay.

As much as an employer likes to think an employee comes to work every day because they love the work they do, the fair reality is they wouldn’t want to perform their role if remuneration didn’t match the value their position brings to the company.

If any employee feels like they aren’t fairly compensated, or finds out their coequal has a higher salary than their own, they will likely become disgruntled.

To help avoid this, consider setting clear growth goals for your employees from the get-go. This can include discussing opportunities to grow their salaries during the interview process (ie. a salary review in six months time depending on performance).

By doing so, employees have reassurance and a clear understanding of what they need to achieve in order to reach their financial and career goals.

4. They just changed roles

When an employee changes roles internally within a company, there are a number of factors that will contribute to whether they enjoy it.

This could include anything from receiving adequate training needed to perform the necessary tasks, whether they get enough managerial support and if they receive a fair salary that meets industry standards.

By monitoring the performance of an employee in the months following a promotion, you will be able to assess whether or not they are thriving or struggling and need additional support.

5. They are going through a major life change

From time to time, an employee might face sudden and often uncontrollable personal events and occurrences (like a death in the family or health complications) that may disrupt their work schedule or push them to consider leaving a company.

This is an ideal opportunity to put policies in place that allow employees in these situations to feel more supported such as extended personal leave, flexible working arrangements, or something as simple as sending them flowers or a gift basket to show you genuinely care.

While you can’t expect employees to stay at your company forever, the good news is that there are a number of ways to help them feel supported, recognised and appreciated.

Michael Osmond has been with JobAdder for 2.5 years as the Head of People. Michael is passionate about creating workplace experiences that help people, teams and organisations thrive. He loves working closely with founders and leadership teams to design and execute progressive performance cultures that drive organisational success and an amazing employee experience. Michael has 11 years’ experience in People Tea

ms having spent 6 years in Financial Services and then more recently 3 years with Football Federation Australia – the governing body for Football in Australia.
Michael is a generalist but has a background of big change projects in the organisations he has worked in that align with the overall business strategy. These have been in the areas of people performance, mental health well-being, DE&I, employee engagement, organisational design/change, compensations & benefits and L&D.

The post How to identify “flight risk” employees and keep them grounded appeared first on Recruitment Marketing.

Michael Osmond has been with JobAdder for 2.5 years as the Head of People. Michael is passionate about creating workplace experiences that help people, teams and organisations thrive. He loves working closely with founders and leadership teams to design and execute progressive performance cultures that drive organisational success and an amazing employee experience. Michael has 11 years’ experience in People Teams having spent 6 years in Financial Services and then more recently 3 years with Football Federation Australia – the governing body for Football in Australia.
Michael is a generalist but has a background of big change projects in the organisations he has worked in that align with the overall business strategy. These have been in the areas of people performance, mental health well-being, DE&I, employee engagement, organisational design/change, compensations & benefits and L&D.

The post Four types of unique interview questions to ask candidates appeared first on Recruitment Marketing.

Traditionally, most job ads would be inundated with eager and interested candidates looking to climb the career ladder. Now, it’s a candidate-driven market, which means they have the power and endless options at their disposal.

So, the question lingers: How does a company write a compelling job ad that will stand out amongst the crowd?

1) Ensure it is clear & includes the right details

As a job ad is often what gives candidates the first impression of your company, it’s crucial that it includes all the correct information from the get-go to avoid any future confusion.

Here are some of the core elements your job ad should include:

• A simple succinct job title

• Details about the company and team

• Details about the available role

• Details about the offer

• Job duties and performance-oriented goals (limited to six – seven max)

• Job requirements and skills

• Salary range

• Location specifics

• Application process overview

• The expected start date

Without the above, a candidate could potentially see your company as unprofessional and even a bit suspicious that you have something to hide.

Note: Try to be as realistic as possible when listing job duties, requirements and skills. A candidate will be deterred if your job ad asks for candidates with entry-level experience to apply but expect them to complete senior level tasks.

2) Exclude all jargon, buzzwords & cliches

According to a survey conducted by SEEK, 60 per cent of candidates say terms like ‘ninja’, ‘guru’, and ‘superstar’ are gimmicky.

As fun and creative as they sound, let’s be realistic: no candidate is going to type “Social Media Guru” into Google or a job board. It’s also likely they won’t respond well to every second sentence being smothered with office jargon, buzzwords or slang like “synergy” or “low hanging fruit”.

Instead, opt for a more straightforward approach with your job ad copy by omitting these (as well as overused cliches and useless adjectives), as they only take up space and complicate the main messages you want to communicate.

3) Show off your brand’s voice

Do you have a truly unique brand voice that your team has worked hard on building and nurturing? If the answer is yes, then it’s a wasted chance not to show it off.

A brand voice can reflect a brand’s personality, so naturally, this impacts how your entire brand is identified. It serves the purpose of demonstrating the core values and goals that your brand, founders and executive team are striving toward transparently.

For candidates, a brand voice can guide them toward understanding your brand’s distinctive qualities and culture, ultimately enticing them to want to explore employment opportunities with your company.

4) Showcase your company’s benefits and perks

Whether your workplace offers employees flexibility, days off on their birthday, impressive paternity leave policies, pet-friendly offices in sought after locations, overseas travel or even growth and training initiatives, it’s a good idea to flaunt these in your job ad.

Although candidates don’t necessarily need perks to enjoy their jobs, providing these nice-to-haves can help your company demonstrate it will care about their well-being and it’s invested in their overall health and future.

Certain benefits can also help to sway candidates from picking a job with one of your competitors if their values and goals align with your company’s.

In addition to your company’s perks, you should take the time to highlight your team’s achievements, past work and future plans for work.

5) Eliminate any unconscious bias

The language you choose to use in your job ad is incredibly powerful and its impact depends on how you wield it.

For this reason, it’s important to be wary of the threat of unconscious bias in your copy and make a conscious decision to implement gender-neutral job ads to encourage people of all identities and pronouns to apply.

When writing gender-neutral job ads, stripping your descriptions of words viewed as either male or female-oriented is a great place to start.

Yet, at the same time, that’s only the beginning. There is so much more that companies can do to craft gender-neutral job ads such as directly stating that you foster an inclusive work environment, being mindful of pronouns and recognising masculine-coded words.

Overall, it can be difficult to find the perfect candidate for your company, especially as recruitment pools continue to dry up. However, if you are more thoughtful in how you write your job ad, there’s a higher chance that it will reach those looking for the next step in their career.

Michael Osmond has been with JobAdder for 2.5 years as the Head of People. Michael is passionate about creating workplace experiences that help people, teams and organisations thrive. He loves working closely with founders and leadership teams to design and execute progressive performance cultures that drive organisational success and an amazing employee experience. Michael has 11 years’ experience in People Teams having spent 6 years in Financial Services and then more recently 3 years with Football Federation Australia – the governing body for Football in Australia.
Michael is a generalist but has a background of big change projects in the organisations he has worked in that align with the overall business strategy. These have been in the areas of people performance, mental health well-being, DE&I, employee engagement, organisational design/change, compensations & benefits and L&D.

The post How to write winning job ads in a tight talent market appeared first on Recruitment Marketing.