Job postings are a great way to learn more about a company’s culture and management style when you have yet to learn about them. While not all ads provide a direct glimpse into the culture, there are usually clues to be found if you read between the lines. Here are three key things you can look for in a job posting that will give you an idea of the company culture there.
Look for Keywords
Instead of skimming job postings for a list of requirements, take the time to look at the words the company uses. For example, suppose you’re looking for a place that values teamwork, and one of the job ads you come across says how great it is to work at their company because they have a “tight-knit workplace,” that’s a positive sign. Or maybe you’re looking for something more stable, so you read a posting stating there is “consistent overtime.” These are easy ways to get an idea of what kind of company you’ll be working for.
Pay attention to the wording of work hours, which can also indicate a company’s culture. If a job listing mentions free meals, snacks, and drinks, it could suggest that long work hours are expected. Some people enjoy this type of environment and choose to apply for such jobs. However, if you prefer a steady “9-5” schedule and a work-life balance over long hours, look for listings that specify 8-hour workdays, five days per week. A good rule of thumb is to always read through all the requirements listed for each role and check what’s most important to you, then apply accordingly.
Pay Attention to the Structure
A job posting’s structure can provide more clues about the employer. Ads that use traditional sections—qualifications, skills, education, responsibility, and reporting structure—are likely to come from organizations with clear rules and guidelines. These companies could have more rigid career paths or a set way to climb the corporate ladder.
On the other hand, if an ad emphasizes future opportunities and values, the company will likely pay more attention to its people than to their performance metrics. For example, phrases such as “work alongside others to…” or “contribute to…” may signal that the company is more interested in developing its employees. The important thing is for job seekers to consider how the structure of a posting can tell them about an organization’s culture—and then decide whether that approach is actually what they want in a workplace.
Look Beyond the Posting
It’s easy to take a job description at face value, but there are ways to get a more accurate idea of the job and the work culture. To assess a company’s culture, you can research reviews on Glassdoor and follow them on social media.
Reading between the lines of a job ad can be tricky, especially when determining if the company’s culture is right for you. There are several ways to identify a company’s culture through a job posting by looking at the wording, the structure of the listing, and going beyond the job ad itself. These factors will give you an idea of how the company operates and, most importantly, its corporate culture.
About EG Workforce Solutions
We’ve been in this business for decades and have developed a deep network of professional connections. Whether they’re companies looking for talent, job seekers looking for work, or an up-and-coming store in need of some temporary help, we know the right people to bridge the gap between the hiring and the hired.
But what’s more, we get to know people. From employers hiring to candidates looking, we take the time to listen and learn. We hear your likes, talents, and needs. We gain an understanding, and with it, we’re able to facilitate lasting relationships between businesses and people.
In 2023, corporations and small businesses will continue adjusting to the “post-pandemic new normal.” New technologies will be introduced, helping employees work remotely or in the office. At the same time, workplace cultures will become more accepting of diversity and more tolerant of individuals’ expectations of flexibility in their working lives. Although the changes won’t happen overnight, we can expect significant changes in the workplace. Here are four workplace trends to expect in 2023.
Pay Transparency
In 2023, more than 20 percent of workers will be covered under pay transparency laws. This means that people will have access to information about how their compensation compares to similar positions within their industry. Employers can foster a sense of honesty and trust between employees by being transparent about compensation. However, this transparency must be coupled with directness regarding what you are willing to pay employees and why.
Companies can research the market value of their employees’ positions using websites like Glassdoor, which can help avoid salary surprises or misperceptions that can lead to underperformance and turnover. This can be helpful for organizations because your employees will feel fairly compensated and motivated. However, when you’re transparent about your company’s pay structure, you risk creating an environment where employees begin comparing their salaries to each other and feel like they aren’t compensated fairly.
Workplace Security
Employers today have the ongoing challenge of keeping track of their distributed workforce. Tools are available to monitor employee activity, such as software for tracking computer use and GPS-enabled devices that track physical location and motion. This software benefits businesses with employees who work independently or travel frequently. Keeping such records allows employers to ensure that employees use company resources for business purposes and track productivity by following time sheets and noting which projects are being worked on.
By keeping tabs on their people, businesses can protect their employees from cybercrime. Employers are increasingly turning to surveillance systems to protect employees and company files. This has increased the use of computer security programs such as firewalls, antivirus software, anti-spyware, and others. In 2023, more businesses will be expected to invest in data security programs to protect their assets and safeguard against cybercrime. Although these programs cannot guarantee absolute safety, they can protect companies with employees working from different locations.
Remote & Hybrid Solutions
The number of employees working remotely and on hybrid schedules is growing year after year. In 2022, a study by McKinsey showed 58% of employed respondents say they work at least part of the time remotely. In addition, 87% of employees offered at least some flexible work options take advantage of the opportunity and spend an average of three days a week working remotely. Although it’s too soon to assess the impact, it’s believed there will be increased worker productivity and happiness. However, working away from the office can lead to a disengaged workforce, leading to low productivity and a lack of company culture.
To address this problem in 2023, organizations can implement remote and hybrid working solutions that connect them with their employees and engage them in the company culture. This could involve creating internal portals for remote employees, holding virtual town halls, or covering travel costs for company-wide meetings so everyone can participate regardless of where they work. The goal is to maintain the culture of a close-knit group while allowing flexibility for employees who can work remotely.
Hiring and Retaining Employees
Although it is estimated the peak of the Great Resignation occurred in 2022, there are still many unfilled job openings in the U.S. In October 2022, 4 million Americans voluntarily left their jobs, leaving 10.3 million positions open. The number of job openings remains significantly lower than the number of people seeking employment, making recruitment and employee retention remain high priorities for most organizations.
High turnover rates continue to be a problem in professional and managerial positions. A McKinsey report found that 41 percent of employees they surveyed quit because of a lack of career advancement opportunities. Companies can improve workforce levels in 2023 by investing in employee development programs such as upskilling and reskilling initiatives. To help employees gain new skills, they can offer online courses or provide training on-site. Alternatively, they can offer apprenticeships so employees can learn while they work.
In the wake of the global pandemic, the event sparked many of today’s workplace trends. The world is changing rapidly as employers adapt to new movements, including pay transparency, work surveillance, remote and hybrid work, and continued hiring and retention challenges. Although the changes won’t happen overnight, employers must keep up with these new trends to remain competitive in today’s marketplace.
About EG Workforce Solutions
We’ve been in this business for decades and have developed a deep network of professional connections. Whether they’re companies looking for talent, job seekers looking for work, or an up-and-coming store in need of some temporary help, we know the right people to bridge the gap between the hiring and the hired.
But what’s more, we get to know people. From employers hiring to candidates looking, we take the time to listen and learn. We hear your likes, talents, and needs. We gain an understanding, and with it, we’re able to facilitate lasting relationships between businesses and people.
In today’s modern workplace, technology is no longer a nice-to-have amenity but a critical part of the hiring process. These tools save recruiting professionals time, money, and resources while finding qualified candidates. Here are three staffing industry tech trends that will continue to impact how companies hire and retain talent.
Recruitment Chatbots
Recruitment chatbots are an emerging technology that streamlines the application process for job seekers. Rather than completing lengthy online forms, applicants can interact with a conversational bot, choosing topics of interest and receiving answers to any questions they may have. The benefit of this technology is that it removes much of the admin efforts of the application process. A recruiter can also use this technology to automate much of the tedious work involved in hiring new employees, for example, compiling lists from applicant information, scheduling interviews, and checking references.
Companies are using chatbots to hire employees faster by taking care of initial candidate screening. In fact, 94% of active candidates use their mobile devices for job searches. Chatbots can help businesses find better candidates by saving time and answering commonly asked questions from applicants. 68% of users enjoy the speed at which chatbots respond. By using chatbots as part of your implementation of modern tech trends in your business, you can adapt your talent acquisition strategy to mobile users and simplify the online job application experience.
Applicant Tracking Systems (ATS)
Recruiters use applicant tracking systems (ATS) to manage the entire applicant-to-hire-in process. These systems help sort through candidate credentials and data to streamline the hiring process. It allows recruitment firms to securely store contact details, job application history, reportable data, and other information about candidates in one place. ATS can also be used for storing legal information, documents related to company policies, and onboarding details.
ATS enables employers to set custom criteria that automatically accepts or rejects resumes based on keywords—as well as other applicant data, including; previous placement of the candidate, age, visa requirements, years of experience, etc. Resumes and CVs that don’t match the standards are automatically rejected for the role and are added to the talent pool database and can be pulled back up for other roles, so the HR team can focus on finding candidates who meet all requirements.
Artificial Intelligence Systems (AI)
Artificial intelligence (AI) systems for recruiting can help you identify and address candidate-related issues with your hiring process. For example, suppose AI notes that your job description does not appeal to the candidates you are trying to target. In that case, it can suggest a change in wording—or even that you remove unnecessary words altogether—and show how this adjustment would affect which candidates apply for the position. Additionally, AI can review job descriptions to ensure they are DEI-friendly. For instance, it can identify any biased language in job posts and send alerts when the wording may exclude qualified applicants from more diverse backgrounds.
The idea behind AI recruitment tools is to use software that can understand natural language and process vast amounts of data to learn how to recruit the best talent for your organization. The systems usually have an adaptive learning capability which allows them to continuously improve their performance as candidates apply and your organization evaluates them, allowing you to keep up with the changing workforce.
The technology industry has advanced recruitment at breakneck speed – and will continue to do so. With advancements in tech, it has become easier for job seekers to find openings and for staffing professionals to find the employees they need. Using chatbots, applicant tracking systems, and artificial intelligence to sort through large volumes of data can help you keep up with workforce needs.
About EG Workforce Solutions
We’ve been in this business for decades and have developed a deep network of professional connections. Whether they’re companies looking for talent, job seekers looking for work, or an up-and-coming store in need of some temporary help, we know the right people to bridge the gap between the hiring and the hired.
But what’s more, we get to know people. From employers hiring to candidates looking, we take the time to listen and learn. We hear your likes, talents, and needs. We gain an understanding, and with it, we’re able to facilitate lasting relationships between businesses and people.
The global talent shortage is the reality of today’s labor force. The shortage is attributed to several factors, including the dropping unemployment rate, increased job openings, heightened consumer demand and expectations, and the COVID-19 pandemic. As the job market changes, employers can stay competitive by revamping their talent strategy efforts.
Here are three tips to help you succeed in your recruitment efforts despite the global talent shortage.
Expand Your Talent Pool
Expand your talent pool by looking beyond what you’d typically look for in a candidate — maybe they don’t have a college degree, had to stop working due to the pandemic, or are trying to enter a new industry. Not only will these candidates bring some fresh perspective to your team, but they’ll also be inspired by the opportunity given them—and they’ll be grateful for the chance they’ve been given. You can offer on-the-job training and so much more to them, such as mentoring and networking opportunities. They may already have the potential to be a good fit; it just needs to be nurtured with your help
Another way to expand your employee pool is by hiring retirees or students as part-time employees. This is an excellent option for employers because you’ll get cheaper labor without paying for benefits or other costs associated with full-time positions. Retirees often have years of experience in similar industries that can be great resources for you and your team. They may hit the ground running and take on roles quickly because they already understand your workplace or job function. Students are eager to gain work experience to add to their resumes and portfolios, as well as income to help them pay for school. They may need extra training in your industry or specific role, but they could quickly catch on and become valuable team members.
Hire Candidates with Transferable Skills
Transferable skills are abilities employees can use in different settings and careers. For instance, the ability to clearly communicate ideas to others, solve unexpected problems, or work well in a team. Some geographic areas will fare differently when it comes to the supply of workers, and this remains true for the skills and capabilities of these individuals. For example, communities with a high density of college graduates or an abundance of military veterans are likely to have more qualified employees with transferable skills that can be valuable across many jobs.
The benefits of hiring transferable workers extend beyond filling positions within a company. Workers with these skills can be used in various parts of the company and within multiple industries, so they’re better equipped to adapt to changing conditions. In order to take full advantage of hiring these employees, companies must invest in their growth by breaking down job roles into specific skills. By identifying gaps in their workforce and finding ways to fill those holes, companies can invest in their employees’ development to make them well-rounded, confident workers.
Invest in Your Team
To find and retain the best talent, it’s essential to consider how you can keep your team happy, engaged, and productive. It is vital they are genuinely excited about their work and have clear expectations for their career progression. Employers can help by enhancing benefits such as reimbursing tuition for continuing education or providing opportunities for meaningful work such as mentoring junior staff.
To improve employee retention, companies can offer different work schedules, such as flexible hours or the option to work from home. These benefits are often highly valued by employees with school-age children or elderly relatives who need additional support at home during traditional business hours. In addition to reducing stress at home, these schedules can help people with challenging commutes or travel to work. Investing in your employees makes them more motivated to do their best. This leads to greater productivity, improved talent retention, and a stronger company
As the job market changes, employers can stay competitive by revamping their talent strategy efforts. Employers must compete in the challenging hiring environment by making themselves as attractive as possible to today’s workforce. To do so, they should expand their talent pools and roles, find candidates with transferable skills, and invest in their employees. By implementing these strategies, organizations can succeed in the talent shortage.
About EG Workforce Solutions
We’ve been in this business for decades and have developed a deep network of professional connections. Whether they’re companies looking for talent, job seekers looking for work, or an up-and-coming store in need of some temporary help, we know the right people to bridge the gap between the hiring and the hired.
But what’s more, we get to know people. From employers hiring to candidates looking, we take the time to listen and learn. We hear your likes, talents, and needs. We gain an understanding, and with it, we’re able to facilitate lasting relationships between businesses and people.