The “new normal” has changed nearly everything about the traditional workplace; one of the most prominent changes is the rise in the hybrid work model. While hybrid work is generally here to stay, it does present challenges with employees feeling like they’re working in an inclusive environment. Thankfully, there are strategies to implement a successful inclusive hybrid workplace.
Here are four strategies to create an inclusive hybrid workplace where your employees will feel valued and have the space to be themselves.
Emphasize Inclusive Meeting Strategies
When your company has a hybrid setup, inclusive meeting strategies help foster a culture of belonging for everyone on the team. These strategies encourage communication and collaboration between employees while building rapport between coworkers. They also help employees feel like they’re part of the team, improve job satisfaction, and boost productivity. To create an inclusive meeting environment, ensure everyone’s access to the meeting is guaranteed, ensure people are heard, their feedback is valued by others present, and allow input from various viewpoints.
When planning a meeting, it’s essential to ensure that everyone who has been invited understands what will be discussed and has an opportunity to participate. Great inclusive meetings start by sending an agenda at least a day before the meeting outlining what will be covered and how much time will be spent on each item – you might even identify who will speak to what topics so people have time to prepare. Finally, before the meeting gets fully underway, let your attendees know there will be time at the end of the session for questions or comments, so they know they have time to ask for clarity as needed.
Embrace Virtual Team Building Activities
Virtual team-building activities can go a long way in creating an inclusive hybrid workplace. These can happen in real-time through chat rooms or forums or even through games played at set times. This can be especially valuable for teams who are working from various geographic locations with less face-to-face interaction. It helps remote employees feel like they’re part of the team while supporting a strong company culture and employer brand.
Virtual team-building activities are a great way to bring a remote workforce together. Try playing trivia or scavenger hunting games, sending digital bingo cards, and encouraging everyone to participate and learn about one another. You can also use communication platforms like Slack to start conversations throughout the day to encourage stronger relationships between coworkers who might not typically interact. The result is a more cohesive, engaged workforce that’s better able to work together to achieve your organization’s business goals.
Digitize Documents
Digital documents offer greater flexibility, allowing your employees to access workplace content from any computer or mobile device with internet access. Using digital documents, you can create a more inclusive workplace that doesn’t exclude employees who cannot physically be at the office all day from accessing the various files or content they need throughout the day. Additionally, by reducing your reliance on paper, you’ll also contribute to a more environmentally friendly workplace while saving money on printing costs.
Be Mindful of Personal Schedules
If your employees need to leave early for an appointment or work from home to pick up their children from school, try making this a regular part of their schedule so they can use their time more efficiently. For example, you can allow flexible hours during the start and end of the workday and only schedule meetings after 8 a.m. or before 5 p.m. so that employees feel comfortable and appreciated. If it makes sense for your organization, let your team set their hybrid schedules based on their outside obligations. Be clear with everyone involved to ensure your employees will be on the same page for what’s expected of them.
In addition to increasing inclusivity, it will also help you retain talent since your team will feel they are valued through their scheduling accommodations. An inclusive workplace boosts employee morale and retention rates and helps you attract new employees who may want or need something other than traditional office space.
Hybrid working is here to stay and creates an environment that is flexible enough to attract talent while reducing overheads and improving productivity. By embracing inclusive hybrid work strategies, managers can build a workplace that sets everyone at the organization up for success.
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.
Job searching can be challenging, especially if you’re not hearing back from employers. Here are seven tips to ensure your resume gets noticed by hiring managers.
1. Tailor your resume to the job you are applying for: Review the job description and customize your resume to highlight your relevant skills and experiences that match the job requirements.
2. Use keywords: Incorporate relevant keywords from the job posting into your resume. Many companies use Applicant Tracking Systems (ATS) to screen resumes, and including keywords can help ensure that your resume gets past the initial screening.
3. Highlight your achievements: Instead of just listing your responsibilities, showcase your accomplishments and quantifiable results. Employers are interested in what you have achieved, so make sure to emphasize your successes.
4. Keep it concise: Your resume should be easy to read and should not exceed two pages. Use bullet points to make it easier for employers to scan your resume quickly.
5. Use a professional format and font: Make sure your resume is easy to read and uses a professional format and font. Use a standard font such as Times New Roman or Arial, and avoid using bold or italic fonts excessively.
6. Proofread: Make sure to proofread your resume for spelling and grammatical errors. Ask a friend or colleague to review it as well to catch any mistakes you may have missed.
7. Network: Utilize your personal and professional networks to help get your resume in front of employers. Attend networking events and job fairs, and reach out to contacts in your industry to see if they know of any job openings that might be a good fit for you.
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 March, people around the world celebrate Women’s History Month. This celebration includes International Women’s Day on March 8, which the United Nations designated as a day dedicated to women. During the month and throughout the year, your organization can meaningfully recognize the contributions of female achievements.
Here is how to celebrate Women’s History Month authentically in the workplace.
Recognize Women Face Inequality
To make the most of Women’s History Month, it’s celebrating the accomplishments of women who have paved the way for women in the workplace today while recognizing there is still a lot of work that needs to be done to achieve equality in the workforce.
Women continue to face gendered pay inequality in the market. In fact, the wage gap currently sits at women only making 82 cents for every dollar a man makes for the same position and experience. While some progress has been made since the issue was first addressed decades ago, there is still a long way to go until women are paid equally for the jobs they do. Companies can take steps to close the gender pay gap by being transparent about salaries, awarding raises based on performance, and implementing policies that give women employees equal career opportunities as male peers.
Additionally, women tend to face greater inequality in the workplace when it comes to balancing their careers and being a caretaker compared to their male counterparts. The decision to choose between a career and family is a choice many women will face at some point in their professional life. Working mothers are often criticized for not being fully focused on their workload or taking time away to attend to family matters far more harshly than their male coworkers. Typically, women are more often pushed into caretaker roles for aging or ill family members over men, which can delay their career aspirations. Organizations should implement policies that support working mothers and caretakers, such as providing flexible scheduling and comprehensive benefits, including LGBTQIA+-affirming healthcare and expanded paid time off.
Promote Healthy Work-Life Balance
The Great Resignation and the Pandemic disproportionately impacted women in the workplace. Women experienced a more significant number of job losses than their male counterparts. In a survey from May and June 2020, one in four women who were unemployed during the pandemic reported the job loss was due to a lack of childcare. Due to this discrepancy and the fact that women are more likely to be the primary caregiver for children and those with aging family members, work-life balance is a critical issue that affects all workers today.
Women are often expected to wear many hats – working full-time jobs while managing their homes, spouses, and kids simultaneously, but this often leads to burnout or a lack of career advancement. As an organization, you can support women by offering programs to help them manage stress to find a healthier work-life balance. One way to help women employees is allowing them to ease back into their jobs after extended leave; this may include a re-entry plan that ensures they’re comfortable and confident when returning to their roles. Additionally, focus on increased workplace flexibility, including accommodating work schedules or access to wellness programs that can help women prepare for their future plans.
Support Women’s Charities
During Women’s History Month, businesses can support charities empowering women. The National Women’s History Alliance is a nonprofit organization encouraging educational initiatives about women’s stories and issues. Global Fund for Women provides funding for economic justice, freedom from violence, and sexual rights and health. Lastly, Women For Women International helps female survivors of war rebuild their lives. To find a non-profit that might have special significance for your business, the National Women’s History Project website offers additional resources.
Workplace giving can take many forms, such as donating 5% of sales in March or allowing employees to take paid hours to volunteer for women-focused organizations or events. If your company is not in a position to give financially, this month would be a great time to promote awareness about important issues facing women today while showing employees how much they’re valued and appreciated.
During Women’s History Month, it’s essential to recognize women’s contributions to your company and their importance to its success. Companies can show their appreciation for their women employees by taking steps to close the gender pay gap and promoting a healthy work-life balance. In addition, you can raise awareness of issues women face in today’s society, support charities by donating, or give your employees a chance to volunteer this month. Most importantly, celebrating and valuing women should go beyond the month of March, but taking the time to recognize and act now, will show your team you truly appreciate them.
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 November 2022 survey, 47% of businesses reported they had job openings they could not fill. The struggle to find top talent continues for many industries; however, macroeconomic factors are not the only problematic hiring barriers. A company’s hiring processes and procedures can significantly influence its ability to attract and engage talent. Organizations can assess their recruiting pain points by developing an internal recruitment scorecard to identify improvement opportunities.
A talent scorecard is a business tool that can help you track your recruiting efforts, determine whether your strategies are practical, and measure the factors that impact your costs. It also enables you to track individual positions and identify where you may need to save money or where you need to invest more effectively to meet your goals. The following five are great places to start when creating your scorecard.
Applicant Tracking System Configuration
A robust applicant tracking system (ATS) can impact future success, so it’s essential to ensure appropriate steps are built in from the onset. For example, an easy way to track candidates’ work histories should be integrated with your internal HR software. This information can then be used to create reports showing the period between jobs for specific candidates, giving you an edge when considering applicants with long periods of unemployment or frequent job hopping.
A company can provide its recruiters with the proper tools to engage candidates effectively. For example, by giving a recruiter access to an applicant tracking system (ATS), they can easily track and manage their candidate pool and identify potential applicants. To build a solid foundation for your recruitment efforts, establish policies and procedures for your company that allow for actionable reports. Also, ensure you enable your recruiters by providing them with the tools they need to engage candidates, such as documentation meeting the requirements with regulations and an ATS that integrates with other systems.
Job Post Visibility
When building a recruitment scorecard, job post visibility must be a consideration. The most well-crafted job posts mean nothing if candidates don’t see them. Your organization must have a strategically documented job posting strategy beyond simply posting to application sites or the company’s career page on your website. For example, post in relevant niche communities and industry association websites, LinkedIn groups, and your company’s network of social media accounts. That lets you see the medium and audience most effectively for your jobs. By keeping track of all these metrics, you can make informed decisions about where your jobs will reach the most relevant candidates.
When you post a job, ensure a relevant role or title is associated with the position. Also, ensure that your company’s career page allows job seekers to find open positions easily by having a tab highlighting current open positions. This can help build your recruitment scorecard by, instead of focusing solely on resumes and candidate profiles, recruiters will have insight into which candidates truly see jobs in real time.
Sourcing Capabilities
A business’s recruiting capabilities are only as good as the candidate pool it has access to. Sourcing channels will affect the type of candidates you attract and how easily they can be found. The more effectively you recruit, the easier it will be to keep your business moving forward. When considering your talent scorecard’s sourcing capabilities, ask yourself if the sourcing channels are bringing candidates that fit your needs. Can you access the best candidates for the roles you have available? And are you tapping into available networks and relationships with people who could help you find great candidates?
Adding a sourcing section to your scorecard will help determine which candidates fit your company culture. This will allow you to track how much time recruiters spend on sourcing versus other activities and demonstrate its value to those who doubt its efficiency. For example, suppose one recruiter spends 30% of their time on sourcing efforts and lands 10% of their job placements from that effort, while another dedicates 40% of their time and gets 20%. In that case, which approach is more effective for your organization becomes apparent.
Hiring Manager Training and Experience
Hiring managers play a vital role in successful recruitment, and they need ongoing development and education to fulfill their roles well. This means providing tools and training for them to excel at their jobs. Hiring managers require ongoing training because the company needs to change frequently, and new employees will always join your organization whose needs may differ from those currently employed. You should provide opportunities for hiring managers to develop their skills through workshops or online resources that offer tips on improving performance.
As hiring managers gain experience and training, they can use the tools you provide more effectively, develop new ways of recruiting talent and have a broader understanding of how your industry fits into the bigger picture of the business. To build a recruitment scorecard that works, it’s essential to consider whether hiring managers are trained and experienced in interviewing candidates and assessing their suitability for the role. It’s also vital that they understand that candidates are also interviewing them and evaluating their working environment. Other factors include hiring managers feeling supported and confident through the recruitment process; you should also ensure you have built relationships with them so that they feel valued by your organization.
Your Brand and Value Proposition
When recruiting and retaining top talent, a company’s reputation is everything. Employer branding is shaping that reputation by promoting your organization’s unique cultural differentiators and amplifying them so you can position yourself as a top workplace. To do this, you must ensure your recruiting efforts are on point. You can check ratings on sites like Glassdoor and Indeed to learn what people say about the company. You can also look for comments online or reach out directly to current employees to understand their feelings about working there and where they think the company can improve.
A recruitment scorecard helps you track and improve your hiring process’s efficiency. Assessing the job posting process, how hiring managers interact with candidates, and even how you communicate internally about candidates can help you identify areas for improvement in a successful start to building a recruitment scorecard.
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.
71% of workers in the U.S. say training and development increase overall job satisfaction, and 61% of respondents say upskilling opportunities are an important reason to stay in their current company.
In 2022, EG Workforce Solutions looked at this data and determined what development opportunities our recruiters wanted and needed to upskill themselves for vertical and lateral growth within the company. To keep up with market demands, EG identified it needed to develop our recruiting team’s skills to keep pace with long-term strategic goals.
Building the Case for Upskilling
57% of U.S. workers say they want to update their skills, and 48 percent would consider switching jobs. EG surveyed recruiters about what future roles and skills are necessary for success. We identified over 200 unique skills that will be critical for recruiting professionals to have by 2025.
Under Michelle Hoke, Director, Training & Operations Support, company leadership developed a comprehensive internal training
program to ensure they are equipped to succeed in their role. EG invested in our team members to meet growing needs by providing access to cutting-edge training from top industry thought leaders and facilitated workshops. The company also leveraged technology by providing on-demand online courses team members are able to complete at any time. These initiatives enabled recruiters to keep up with operational demands while working on their skill sets.
The EG Approach
Our strategy is to engage and support recruiters at every stage of their careers, helping them thrive in their roles. EG created three distinct learning paths for the following recruiter roles: entry-level, hire higher, and recruiting lead. All training was formatted similarly, including business literacy, handling difficult conversations, client communication,
employee value proposition building, and reverse selling.
A vital component of the program was practicing new concepts in a safe environment. They also role-played difficult conversations and tied quarterly metrics with the recruiters’ direct support of business goals. This step helped solidify
skills learned in training, allowing employees to apply them in real-life work settings.
The Results and Outcomes
Since providing these development opportunities, EG saw 72% of recruiters utilize the learning concepts within their roles, and 74% are motivated to complete training. These training initiatives allowed recruiters to source, interview, and onboard applicants more effectively, as well as reverse-sell great candidates to employers.
EG has trained 51 recruiters and developed a curriculum of nearly 30 courses for this training program. By making learning a priority, EG was able to achieve its talent-related goals while also creating a positive culture where learning and development are encouraged.
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.