Understanding and addressing the less obvious barriers to workforce entry can lead to substantial cost savings, enhance your return on investment (ROI), and positively impact critical workforce metrics such as time-to-hire, quality of hire, and employee retention rates. This article explores practical, cost-effective solutions to these challenges, aimed at helping business leaders and talent acquisition professionals broaden their candidate pool and boost organizational performance.
Embracing Non-Traditional Educational Paths
Barrier: Relying solely on traditional college degrees can exclude candidates with skills acquired through alternative educational routes.
Solutions:
- Skills-First Hiring Approach: Transition to a skills-based hiring model that evaluates practical skills over formal education, thus widening your candidate pool.
- Collaborations with Educational Bootcamps or Programs: Forge connections with bootcamps and online educational platforms to tap into a reservoir of practically skilled professionals.
Socioeconomic Barriers to Employment
Barrier: Candidates from lower socioeconomic backgrounds might lack resources for higher education or unpaid internships, crucial for career progression.
Solutions:
- Sponsored Training Opportunities: Implementing paid internships and apprenticeship programs ensures inclusivity and accessibility for all socioeconomic backgrounds.
- Educational Scholarships: Offer scholarships for professional training and certification programs to help level the playing field.
Navigating Cultural and Linguistic Diversity
Barrier: Cultural and linguistic differences can create significant challenges in integrating diverse talents into the workforce.
Solutions:
- Inclusive Culture Training: Develop comprehensive training that promotes cultural understanding and inclusion within your team.
- Language Assistance Programs: Provide language training and support to help non-native speakers integrate more effectively into the workplace.
Improving Disability Access
Barrier: Inadequate physical and digital accessibility can often deter qualified individuals with disabilities from applying.
Solutions:
- Workplace Accessibility Reviews: Conduct thorough audits of your physical and digital environments to ensure they are accessible and add accommodation features or processes as needed.
- Adaptable Working Conditions: Offer flexible working conditions that cater to various needs, promoting a culture of inclusivity.
Addressing these less commonly recognized barriers to workforce entry not only broadens your hiring pool but also cultivates a more diverse and dynamic workplace environment.
For businesses aiming to lead in today’s global market, adopting these inclusive hiring practices is crucial. These strategies not only enhance your company’s talent acquisition efforts but also build a resilient, innovative, and inclusive workplace culture.
Geographic Limitations in Hiring
Barrier: Geographic constraints often hinder access to talented individuals residing outside major urban hubs.
Solutions:
- Remote Work Models: By integrating remote work into your business model, you can access a wider talent pool while reducing costs on physical office spaces.
- Relocation Support: Offering relocation assistance can make positions in less accessible areas more attractive to potential candidates.
Join Our Webinar on Inclusive Hiring Practices
Are you interested in further exploring how to break down barriers to workforce entry, especially for re-entry citizens? Register for our upcoming webinar, “Breaking Barriers to Workforce Entry” on May 14th, 2024, at 2:00 PM EST. This session will delve into how hiring re-entry citizens can contribute to a $20,000 estimated impact and real-world examples of how inclusive hiring practices can transform your business and community.
Register now to secure your spot and discover how embracing a diverse workforce can drive significant economic and social benefits. Don’t miss out on the opportunity to be a part of this transformative discussion!
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 concept of employer branding has emerged as a cornerstone for companies seeking to attract and retain top talent. Employer branding is the process by which a company establishes its reputation as an employer of choice. It encompasses the values, culture, and opportunities a company offers, shaping perceptions among current and potential employees.
A strong employer brand not only attracts more qualified applicants but also increases retention rates and employee engagement. It serves as a key differentiator in a competitive market. Yet, organizations often face hurdles such as misalignment between their employer brand and corporate brand, unclear messaging, and difficulty in measuring the impact of their employer branding efforts.
The Magnetic Pull of a Strong Employer Brand
Attracting the Right Talent: A well-crafted employer brand acts like a magnet, drawing in candidates whose values align with those of the company. This alignment means that recruits are more likely to be a good fit for the organization, leading to better job satisfaction and longer tenure.
Setting the Stage for Recruitment Success: First impressions matter. A strong employer brand ensures that the first interaction a potential employee has with your company is positive, setting the stage for a successful recruitment process.
Streamlining the Recruitment Process
Enhanced Job Advertisements: Effective employer branding reflects in the way job roles are advertised. Clear, engaging, and brand-aligned job ads are more likely to attract the right kind of applicants, reducing the time and resources spent on sorting through unsuitable candidates.
Leveraging Social Proof: Social media and employee testimonials play a significant role in modern recruitment. Prospective employees often research a company’s social presence and employer reviews before applying, making a strong, positive online presence crucial.
Building a Talent Pipeline
Long-term Talent Acquisition Strategy: Employer branding is not just about filling current vacancies; it’s about building a pipeline of talent for the future. Companies with strong employer brands find it easier to attract passive candidates, creating a reservoir of potential talent.
Networking and Referrals: Employees who are proud of where they work are more likely to refer others to the company, further expanding the talent pool. A strong employer brand turns every employee into a potential recruiter.
Overcoming Employer Branding Challenges
Aligning Brand and Culture: The key to overcoming the misalignment between employer and corporate brand is to ensure that the employer brand is a true reflection of the company culture. The best way to know is to ask your employees!
Clear and Consistent Messaging: Developing clear, consistent messaging across all platforms helps in establishing a strong employer brand. This clarity ensures that candidates have a consistent understanding of what the company stands for.
Measuring Impact: While measuring the direct impact of employer branding can be challenging, metrics like time-to-hire, quality of hire, and employee turnover rates can offer valuable insights.
Conclusion
In conclusion, the influence of employer branding on recruitment and hiring processes is profound. By establishing a strong employer brand, organizations can not only attract better candidates but also streamline their recruitment process, build a talent pipeline, and ultimately, enhance their overall competitive edge in the market. As such, investing in employer branding is not just an HR initiative, but a strategic business decision with far-reaching impacts.
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 buzz around generative AI has reached an all-time fever pitch with no signs of slowing down. Corporate leaders are bombarded with discussions on how this transformative technology can reshape the future of work. The question now isn’t whether to embrace AI, but how to seamlessly implement AI integration in the workforce.
It’s the uniquely human skills that are becoming the linchpin for successful AI integration. In fact, it is the human ability to understand context—which AI tools lack—that necessitates the need for greater human skills and collaboration with AI.
The Human Skills Companies Really Need
Two key human skill categories have emerged as critical when it comes to successfully integrating an AI strategy into your organization. Success in the workplace hinges on personal relationships. Thus, the first key factor is effective interpersonal skills, such as basic conflict resolution, communication, and impartial decision-making.
The second factor is domain expertise, which entails ‘knowledge transfer’ from experienced talent to younger, less experienced workers. This deep knowledge becomes indispensable, especially when AI encounters server challenges or provides inaccurate information.
The Invaluable Human Skills in AI
Replacing human talent with AI might seem tempting from a cost and productivity standpoint, but it’s a flawed strategy and will ultimately be a huge mistake.
Firstly, AI is ‘copyable’ based on historical data that may not be evergreen across dynamic environments.
Secondly, AI pulls information from all over the internet to provide output. It is subject to fabrication and inaccurate information. Handing the reigns completely to AI is a liability for inaccurate decision-making.
Thirdly, your organization will not achieve sustainable profit growth and competitive advantage with an AI-dependent workforce. Business decisions are accumulations of context—labor issues, economy, geopolitics, etc. This is where domain expertise becomes invaluable. With domain expertise, your organization will develop stronger, uncopiable business decisions to help your organization reach a ‘human’ competitive advantage.
AI is a tool—not a people replacement.
The Framework to Successfully Implement AI
The implementation challenge is more than combining humans with AI. Rather, the challenge lies in redefining business models around AI’s capabilities. As defined by Harvard Business Review, the Four I framework is key to successfully implementing AI:
- Intentionality: Design your business models intentionally around AI capabilities, avoiding the pitfall of merely applying Artificial Intelligence to existing processes. It’s the seamless synergy between technology and business strategy.
- Integration: Break down silos, ensuring horizontal communication and real-time visibility across all functions of the enterprise.
- Implementation: Foster familiarity with AI capabilities, affording your team learning opportunities to develop new skills, even if it temporarily impacts productivity.
- Indication: Your traditional performance measures aren’t effective. Develop novel metrics tied directly to the purposeful intentionality of the business model, leveraging generative AI for performance measurement. This ensures you’re measuring what truly matters for success.
In conclusion, while the AI hype is real, focusing on enhancing human skills and strategically integrating Artificial Intelligence can set your organization apart. Business leaders must recognize and invest in interpersonal and domain expertise skills and purposefully design their organization for the age of generative AI.
No matter how advanced and robust AI becomes, you’ll never fully be able to replace humans with machines. The new business strategy is about empowering humans to work seamlessly alongside AI, creating a powerful synergy that defines the new era of business.
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.
At a Glance
Client Industry:
Financial Services
Client Challenges:
A strategic roadmap with ambitious growth goals introduced new core values and required effective leadership skills throughout the organization.
Results:
- Delivered two interactive learning initiatives
- Increased leadership skills of 50+ managers by 21%
- Increased readiness to live core values for the entire workforce
Situation
A Michigan-based financial services organization aimed to become the top community bank in the state. As part of its strategic roadmap, it introduced new core values, priorities, and objectives. The organization needed to instill these new core values and behaviors across its workforce and equip its management with the skills to successfully lead their teams to achieve the company’s goals.
Solutions
EG partnered with the organization to deliver two key initiatives to support its strategic goals:
Drive Culture & Values
EG designed and facilitated a professional development day to educate all employees on the new core values and the associated behaviors. Our Talent Strategists blended instructor-led content with activities and live quizzing to create an engaging learning experience and encourage retention of the material. We created a series of infographics as a drip campaign to reinforce learnings and expectations after the training.
Develop Leaders
Leveraging market data and insights, EG conducted a collaborative workshop to identify the critical skills for leaders to achieve the company’s strategic goals. EG designed, developed, and facilitated an interactive, repeatable ‘Supervisor Fundamentals’ program, equipping leaders across all levels of the organization with the skills to succeed. Its core topics included: change management, communication, coaching, and performance management.
Results
Through these two initiatives, EG was able to:
- Educate 200 participants on the organization’s new core values and associated behaviors, who rated their readiness to apply the learnings a 4.5 out of 5.0 after the session.
- Increase the leadership skills of the organization’s 50+ supervisors, managers, and leaders by 21%.
- Successfully facilitate all sessions, with materials receiving an average of 4.5 out of 5.0 and our facilitators receiving an average of 4.8 out of 5.0 at the end of each session.
Contact EG Workforce Solutions to set the pace of your 2024 growth.
The workforce is evolving with new generations increasingly bringing their unique skills and attitudes to the workplace. It’s essential to understand the motivations and expectations of these younger workers since they’ve shifted from the traditional work benefits that were enough to retain older generations.
EG Workforce Solutions provides customized recruitment and talent strategies for both employers and job seekers. Our approach is consultative, personalized, and focused on helping all parties succeed.
Through our partnership with Indeed and proprietary data insights, we understand the generational shift in priorities. Now, more than ever, younger professionals prioritize:
- Work-life balance
- Career sustainability (i.e., pay, career growth, trust)
- Passion about work
What does this mean for employers?
You may be struggling with recruitment and retention because you’re not focusing on what job seekers want.
Here are three strategies to attract and retain the Millennial and Gen Z workforce—and how to implement them at your organization.
Provide Flexible Work Arrangements
Gen Z and Millennials value work-life balance and prioritize flexibility in the workplace. With remote and hybrid work becoming increasingly popular, offering flexible work arrangements can be an excellent strategy for attracting and retaining top talent. It also leads to higher employee engagement, satisfaction, and retention.
People want flexible work arrangements.
Industries continue to embrace remote work. As of 2023, 12.7% of full-time employees work from home. Remote work is on an upswing, with a projected 22% of the workforce working full-time from home by 2025 (WFHResearch).
Similarly, workers’ preference for remote and hybrid work aligns with this upward trend. A staggering 98% of workers express a desire to work remotely, at least part of the time (Buffer).
To have a successful remote and hybrid workforce, organizations must have a competent tech stack and digital infrastructure that supports efficient communication and workflow.
You can have flexibility and in-office productivity, too.
Your organization doesn’t have to implement a remote or hybrid work model to provide a work-life balance.
Allow employees to have flexible start and end times, within certain limits. This can accommodate their schedules and preferences while ensuring that core working hours are covered in-office.
Working parents crave flexibility.
According to a recent study conducted by FlexJobs, 76% of working parents said flexible schedules are more important than salary when choosing jobs. The best way to support working parents is to offer a variety of flexible work options, depending on the industry and each role.
The most in-demand flexibility among working parents are:
- A remote model (83%)
- Flexible schedules, such as flexible start and end times (72%)
- A hybrid, telecommuting model (49%)
- Part-time schedule (46%)
- Alternative schedule, such as a 4-day workweek (45%)
- Freelance (37%)
However, flexible work options are not just for working parents. Flexible work programs should be available for all workers. Being aware of how flexible work arrangements help work-life balance for working parents means an organization can be more inclusive of every lifestyle.
Stay Ahead of Pay Transparency
Pay transparency has been a hot topic of conversation lately. According to the Society of Human Resource Management, 82% of U.S. workers are more likely to apply for a job if the pay range is listed in the job posting. Candidates are demanding pay transparency—and so are legislators and policy groups.
Organizations may soon be required by law to provide pay transparency.
Salary transparency laws are a relatively new phenomenon in the US. An increasing number of legislators and lobbying groups are calling for additional action, citing pay transparency will solve gender salary gaps, wage gaps, and pay equity.
To stay compliant, businesses and HR teams need to plan for the likelihood of future salary transparency legislation in your state.
Each state has different requirements. As of September 2023, 10 states have enacted pay disclosure laws. The main trend is the distinction between written and verbal pay transparency.
Include salary ranges and other types of compensation in the job description.
All 10 states with mandated pay transparency laws require a form of written disclosure, such as in the job description or via email during the interview process. Organizations can get ahead of upcoming pay transparency laws and significantly increase their qualified talent pipeline by including estimated pay ranges and how salaries are determined in job descriptions.
It can be as simple as writing, “Estimated $55,000 – $65,000 annual salary depending on experience.”
Disclose compensation and benefits during the interview process.
Some states require verbal disclosure during the interview process, whether at the applicant’s request or before discussing an offer. EG Workforce Solutions finds success in initiating this discussion during the first screening call to ensure our candidates’ expectations align with our compensation plans.
Fostering Passion isn’t Impossible
People usually feel more passionate about the workplace when they feel:
- Belonging
- A sense of purpose
- Mutual trust
Based on the research of EG’s partnership with Indeed, people will stay at your organization if you can develop those three emotions—an indicator of workplace passion.
Connect with your colleagues.
Creating stronger bonds with other team members in the workplace can help people feel more passionate about their work. When people feel connected to their manager and colleagues, they look forward to spending time with them and may feel more engaged in their projects.
You can build greater connections in your organization by creating opportunities for collaboration. For example, having a shared space to eat lunch or invite team members for an after-hour dinner may help them connect on a more personal level.
A sense of purpose begins with your mission.
People typically feel more passionate about the workplace when they feel the work they do has a purpose.
You can lead group discussions about your organization’s mission. If your organization’s purpose seems unclear or unimportant, you may want to adjust its mission and objectives. At EG, we believe in Helping People Succeed. From helping people find sustainable careers to helping organizations with retention, our mission is reflected in everything we do internally and externally.
Encourage experimentation.
Giving employees the space to experiment can help them boost their sense of ownership and passion for their work. This freedom signals that management trusts their judgment and abilities.
In addition, boredom is a passion killer, so keep employees engaged with experimental work.
You can build a culture of psychological safety, in which employees feel comfortable taking risks and learning from mistakes. Emphasize the importance of celebrating successes and failures. Recognizing effort and learning from failure is critical for promoting experimentation. You’ll notice employees will naturally join group discussions and share ideas.
Honesty + transparency is a winning formula for trust.
When employees see that leadership is honest and forthcoming, they are more likely to trust the organization’s top brass. In addition, encouraging employees to ask questions and express their opinions about the company’s “flight plan” signals a willingness to engage in two-way dialogue.
You can discuss business financials, strategies, and goals in all-hand meetings, videos, or quarterly get-togethers. You will see a more engaged workforce. Every single internal employee at EG is aware of the direction we are going in through weekly all-hands meetings and quarterly kickoffs.
Conclusion
As the demographics of the workplace continue to shift to a majority of Millennial and Gen Z workers, it will be vital for organizations to focus on what motivates these professionals to apply, stay, and grow at a company. Knowing the top three drivers for young professionals: flexible work environments, pay transparency, and fostering passion will be critical for organizations to build strategies around when it comes to finding, keeping, and growing top talent.
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.
Technological advancements have made data analytics crucial for businesses to make informed decisions and demonstrate ROI on all initiatives. For Talent Acquisition and Human Resources teams, talent analytics has emerged as a game-changer.
Talent analytics allows recruiters and HR professionals to make smarter decisions about hiring, employee development, and retention.
At EG Workforce Services, we understand the value of talent analytics. We believe that leveraging data helps organizations find and retain top talent. Here are five of the best ways HR teams can leverage talent analytics as part of their recruitment strategy.
The Importance of Recruitment Analytics in Talent Acquisition
Talent analytics involves collecting and analyzing data related to your workforce, including employee performance, engagement, and retention rates. HR professionals can make impactful hiring, training, and development decisions. According to a survey conducted by Deloitte, 71% of companies see people analytics as a high priority. Harnessing the power of talent analytics also offers a competitive edge for recruiting top talent, enabling your organization to make informed hiring decisions that meet your unique needs.
Making inaccurate hiring decisions can be a costly mistake for businesses, impacting employee development and retention. This is why it is crucial to identify the right candidate for the job. Talent analytics can support recruiters in assessing candidates effectively by comparing their skills and experience with the job requirements. Furthermore, data analytics can identify candidates with a history of long-term employment, indicating their potential to stay with the company for an extended period.
Measure Employee Performance
One of the biggest challenges HR faces is measuring employee performance. While traditional methods such as performance reviews are useful, they do not always provide accurate insights regularly. Talent analytics can help HR teams measure employee performance on an ongoing basis by providing real-time feedback on engagement, productivity, and other key metrics.
Predict Employee Turnover
Employee turnover is a significant cost pain point for businesses, affecting productivity, morale, and ultimately your bottom line. Talent analytics can help HR professionals predict employee turnover by analyzing employee behavior, including attendance, performance, and engagement. This information can help businesses take proactive measures to retain top talent by addressing issues before they escalate.
It can be difficult to pinpoint turnover. EG Cares, our proprietary employee engagement data collection software, uncovers the true causes of turnover and improves employee satisfaction. For many clients, it’s brought their Employee Net Promoter Score (ENPS) from a detractor score to a strong promoter score.
Leverage Data for Employee Development
Effective talent development programs are essential for employee satisfaction and retention. Talent analytics can help HR teams identify skills gaps and suggest focused training and development programs to close those gaps. Data analytics can also help in identifying high-potential employees and providing them with opportunities to grow within the organization.
At EG Workforce Solutions, we find, keep, and grow talent. Our Talent Strategy solution, Empower, helps our clients efficiently grow their talent. One of our clients in the food manufacturing industry increased leader preparedness by 30%, leadership skills by 15%, and awareness of company policies by 11% with Empower.
Foster Diversity and Inclusion
Diversity and inclusion are essential for business success, and talent analytics can help HR teams foster both. Data analytics can assist businesses in identifying where their diversity gaps exist and create strategies to increase diversity. In addition, analytics can also help HR teams measure their diversity and inclusion initiatives’ effectiveness, ensuring they are making progress toward their goals.
Talent analytics has emerged as a critical tool for businesses to make informed decisions about hiring, employee development, retention, and diversity and inclusion. At EG Workforce Services, we recognize the value of talent analytics and are committed to helping our clients leverage data for smarter talent acquisition decisions. Implementing different types of analytics can significantly impact HR management by enabling businesses to identify the right candidates, measure employee performance, predict employee turnover, foster diversity and inclusion, and leverage data for employee development. By using talent analytics, businesses can find and retain top talent, resulting in higher productivity and better business outcomes.
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 modern workplaces, the concept of leadership is undergoing a significant transformation. Now, more than ever, candidates are looking for companies that lead with compassion. The traditional authoritarian style of leadership is making way for a more empathetic and compassionate approach. To succeed in meeting business goals, empathic leadership is the key to attracting, engaging, and retaining your talent.
Understanding Compassionate Leadership
What does it mean to lead with compassion?
Compassionate leadership is about creating a work environment where empathy, kindness, and respect are the guiding principles. It stands apart from traditional styles by embracing new ideas or approaches – even mistakes – rather than rigid black-and-white perspectives.
The key characteristics of compassionate leadership include:
- Empathy: Traditional leadership styles often focus more on achieving goals and objectives, sometimes at the expense of understanding the emotional needs of team members. Alternatively, compassionate leaders actively seek to understand and connect with their team members on a personal level, showing genuine care for their well-being.
- Patience: Traditional leadership attitudes may be inclined to reprimand or punish failures. Whereas compassionate leaders recognize that people make mistakes and have different learning curves. Rather than reacting harshly to errors, they see them as opportunities for further growth.
- Recognition: Traditional leaders may not always express appreciation openly or may focus primarily on task completion. However, compassionate leaders prioritize acknowledging and appreciating their team members’ efforts and contributions.
- Respect for Individuality: Traditional leadership styles often lean toward a one-size-fits-all approach, expecting everyone to adhere to specific expectations and standards. Compassionate leadership respects the individuality of team members. It values diversity and inclusivity, creating an environment where everyone feels respected and valued.
- Support: Traditional leaders may prioritize achieving specific performance metrics over personal and professional growth. Thus, there is often limited flexibility to accommodate individual career paths. Compassionate leaders prioritize the holistic development of their team members. This includes job-related skills, personal aspirations, well-being, and work-life balance.
The Impact of Compassionate Leadership on Talent Acquisition
Compassionate workplace culture has the power to attract and retain potential talent in compelling ways:
- Improved Talent Pipeline: The American Psychological Association reports that 92% of workers said it is very or somewhat important to work for an organization that values their emotional and psychological well-being, which compassionate leadership emphasizes.
- Impact on Employee Value Proposition (EVP): Your EVP is essentially what your organization promises workers in exchange for their contributions to the company including company culture and work-life balance. A strong EVP has been linked to a reduction in turnover by up to 28%, reducing cost-per-hire by 43%, and attracting up to 50% more qualified candidates. Companies with a compassionate culture often have excellent EVPs and become the preferred employers for talent with diverse backgrounds.
- Improved Candidate Experience: Compassionate leadership styles often extend their values to the recruitment process. When your organization’s cultures are evident and well represented, it will encourage more applicants who align with those values – ensuring a more mutual fit between the talent and your open roles. This can result in higher candidate satisfaction and a larger talent pipeline of referrals.
- Higher Offer Acceptance Rates: Candidates are more likely to accept job offers from organizations with compassionate cultures. A Society of Human Resource Management report states that companies with strong, compassionate cultures can see up to a 23% higher offer acceptance rate.
- Improved Employee Retention: Compassionate workplaces tend to have higher levels of job satisfaction. According to Gallup, organizations with satisfied employees see a 43% lower turnover rate.
Overcoming Challenges and Misconceptions about Compassionate Leadership
Misconception: Compassionate leadership is unprofessional.
Maintaining professionalism while leading with compassion is a delicate balance.
As a leader, you can demonstrate empathy and support for your team without compromising professional standards. Professionalism requires setting clear expectations and boundaries for behavior, workplace etiquette, and performance. At EG Workforce Solutions, we’ve found consistent success in leading with compassion through consistent, honest, and transparent communication. These are some of the successful ways we have professional, compassionate leadership:
- Encouraging everyone to set their own annual and quarterly objectives that align with our overall business objectives.
- Biweekly 1:1s to discuss personal and professional highs and lows and establish empathetic relationships between supervisors and direct supports.
- Daily morning meetings to check in with people on your team.
- Implemented Career Pathing guidelines to encourage professional growth for our team members.
- Quarterly coaching sessions that include bonuses.
- Shoutouts to team members highlighting their work or accomplishments during our weekly all-hands call.
Misconception: Compassionate leadership equates to leniency.
Some believe that compassionate leaders are overly permissive — allowing employees to get away with poor performance or behavior. However, compassionate leadership does not mean ignoring issues; it means proactively setting expectations and addressing issues in a constructive manner that ultimately helps the individual learn and grow instead of changing through shame.
How compassionate leaders provide constructive feedback:
- Choose the right time and place.
- Plan what you want to say and how you want to say it. Be clear about the specific issue and, together, create a solution to improve the issue.
- Use “I” statements instead of “you” statements to avoid sounding accusatory. For example, say, “I noticed that…”
- Ask open-ended questions to encourage a constructive discussion. Examples include, “How do you think we can address this issue together?” and “What are your thoughts on this situation?”
- Stay open to feedback on your leadership and communication styles.
Misconception: Compassionate leaders can’t make tough decisions.
A common misconception is compassionate leaders struggle to make tough decisions that will be unpopular.
In reality, compassionate leaders can and do effectively make tough decisions focusing on the greater good of the team and organization. While they consider individual needs and concerns, they also weigh the long-term benefits and consequences for the company as well as everyone involved.
Even when delivering bad news, compassionate leaders do so in a respectful and thoughtful manner that helps the employee understand the situation.
Here’s how compassionate leaders navigate challenging decisions:
- Offer Support: Compassionate leaders are invested in their employees’ successful transition to a new employer. They offer practical support, such as helping employees update their resumes, connect with job placement services, and serve as a reference.
- Show Respect: Compassionate leaders prioritize clear and honest communication. Have a transparent discussion with them about the difficult decision and what they can expect moving forward.
- Active Listening: They actively listen to employees’ concerns, questions, and emotional reactions. Compassionate leaders create a safe space for employees to express their feelings and provide opportunities for open dialogue.
- Follow-Up: Compassionate leaders follow up with affected employees. They continue to offer support and provide guidance if needed.
Implementing Compassionate Leadership Throughout Your Organization
The following steps help leaders develop essential compassionate leadership skills:
- Leadership Training: Provide training on empathy, emotional intelligence, compassionate communication, and conflict resolution.
- Develop a Supportive Culture: Foster a culture that values empathy and kindness. Consider your company’s values and current leadership.
- Encourage Open Communication: Create an environment where team members can voice ideas and concerns.
- Role Modeling: Leaders should exemplify compassionate leadership traits.
- Encourage Collaboration: Promote teamwork and collaboration.
Challenges with Implementing Compassionate Leadership
Overcoming barriers, such as resistance to change, traditional organizational cultures, fear of being perceived as weak, and leadership burnout, requires a concerted effort.
Some ways to overcome these barriers and contribute to organizational success may include training and support, reshaping the organizational culture, emphasizing the benefits of compassion, and demonstrating the positive impact on employee engagement, well-being, and productivity through anonymous surveys.
To ensure long-term impact, organizations should:
- Incorporate compassion into mission and vision statements.
- Organize volunteer programs to demonstrate care for social issues.
- Offer regular training on empathy, emotional intelligence, compassionate communication, and conflict resolution.
- Promote compassionate leaders and emphasize empathy in leadership training.
- Continually evaluate and reiterate the importance of compassion in every aspect of the business.
Compassionate leadership is a transformative approach that can lead to happier employees, higher retention rates, and sustained organizational success. The growing trend of candidates embracing compassionate workplace cultures shows organizations must begin implementing strong compassionate leadership. By embracing this, organizations can create a brighter future for their teams and themselves.
Written by Reba Kinne, EG Workforce Solutions Talent Strategist. She has been a compassionate leader for twenty years with nearly three years of talent acquisition experience.
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.
Our world is constantly evolving and filled with innovation. Businesses must stay ahead of the competition by keeping up with the latest trends, tools, and technologies. It can be difficult to decipher between these resources and know how to build the perfect technology toolkit for their needs. That’s where EG Tech comes in. Our innovative service is designed to assist businesses in navigating this tech landscape with ease with the best talent in the technology industry.
Introducing EG Tech
EG Tech is a technical recruitment solution poised to help businesses navigate the digital age successfully. Led by experienced industry experts and a team of Talent Strategy professionals, who have a deep understanding of the digital landscape, EG Tech can find your organization the best possible technical talent in the quickest possible timeframe. With a company history of over 65 years in the recruitment industry, we have helped numerous businesses find, keep, and grow great talent – now including technical professionals.
EG Tech is designed to help businesses get the most out of their technical recruitment needs. We provide a suite of skills capabilities expertise that covers all aspects of a business’s IT needs, from software development to systems integration. This means businesses can rely on EG Tech to provide a one-stop shop for all their tech needs. Whether you need assistance in recruiting IT professionals in custom software development, cloud migration, or cyber security, EG Tech is here to help you succeed.
Our Approach to Tech Consulting
At EG Tech, we believe the best way to achieve success in the digital age is by creating a strong partnership with our clients. We take the time to understand your business operations, goals, and objectives. By doing this, we can offer customized and tailored solutions that fit your specific technical recruitment needs.
Why EG Tech?
Our team of experienced Talent Strategists is constantly evolving to keep up with emerging trends, tools, and technologies. This means that clients trust us to provide the most up-to-date and relevant recruitment solutions to help their businesses succeed. Our proven track record of successful projects and satisfied clients is a testament to our commitment to excellence.
Customer Success Stories
EG Tech understands our clients are our most valued assets. That is why we pride ourselves on our proven track record of successful projects and satisfied customers. We have helped businesses of various sizes, across multiple industries, achieve technical recruitment success in the digital age. Read EG Tech case studies, where we have thought outside of the box to fill skills gaps and filled roles in just 5 days.
The digital age is here to stay, and businesses must adapt to these changes to stay competitive. At EG Tech, we are committed to helping businesses navigate this complex maze of digital tools and technologies with ease through our expertise in technical recruitment. Our commitment to excellence, coupled with our proven track record, makes EG Tech the ideal partner to help your business succeed in the digital age. Contact us today to learn from our Tech Talent Strategists.
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 world, branding is a crucial part of running a successful business.
However, different types of branding are essential to understand for businesses that aim to grow and excel in their recruitment goals. It’s important to understand the difference between consumer branding and employer branding. Consumer branding refers to the marketing and advertising efforts to sell products or services to customers, whereas employer branding focuses on creating a positive image in the minds of candidates and current employees. It’s vital to understand the difference between the two, so companies can develop distinct and effective branding strategies that appeal to their target audience.
In this blog, we’ll delve deeper into the differences between these two types of branding.
What is Employer Branding?
Employer branding is about creating a positive image of the company in the eyes of applicants and current employees to attract and retain the best talent. An employer brand aims to differentiate the company from its competition in the eyes of job seekers. Companies can begin building their employer brand by using platforms like Glassdoor, Indeed, and LinkedIn.
What is an employee value proposition?
An employee value proposition (EVP) is the value an employer offers to employees. It is focused on the company’s culture, values, and goals that appeal to potential candidates. An organization’s EVP strengthens the connection between existing employees and the company. Gartner reports that compensation, stability, location, respect, and work-life balance are the five fundamental elements of a successful EVP.
Why do you need an attractive employer brand?
In today’s competitive business landscape, having a skilled and talented workforce is crucial for success. Companies can effectively attract and retain the best employees with a strong EVP, leading to improved business outcomes and higher profits. Companies with a strong employer brand often have a strong employee engagement level and tend to outperform their competitors.
The advantages of having a strong employer brand include:
- Reduces turnover by up to 28%
- Attracts up to 50% more qualified candidates to save money and time in the hiring process
- A positive impact on customer brand loyalty
- Reduces cost per hire by up to 43%
- Increased employee engagement
- Better business results
92% of job seekers look at Indeed or Glassdoor when applying for a new job. Companies with a strategic approach willing to invest in their employer brand ultimately build a positive perception of themselves in the minds of the audience, and ultimately see greater success towards their business goals.
Employer Branding will improve your turnover
When we experienced an all-time high turnover in 2017, we evaluate our culture and reshaped our value proposition to ensure it was attractive to both current and prospective employees. Through this dedicated initiative, we were able to hire top talent that accelerates an inclusive workplace. It also helped us to:
- Increase referrals by 57%
- Reduce voluntary turnover to 10%
- Improve diversity by 11%
- Improve employee satisfaction
One of the ways we show our EVP is through our About Us page, highlighting our company culture and initiatives to DEI.
What is Consumer Branding?
Consumer branding focuses on a company’s marketing and advertising efforts to attract and retain customers.
The goal is to create a brand identity that instantly triggers recognition and loyalty in the minds of consumers. Companies take deliberate steps to create brand awareness, brand image, brand association, and brand reputation to differentiate their brand from their competitors. A successful consumer brand tends to go beyond the product and highlight an overall lifestyle that resonates with its customer base.
What are the similarities and key differences between consumer branding and employer branding?
While consumer and employer branding share similarities, they differ in targeting different audiences. Developing a strategic approach to employer branding by highlighting company culture, benefits, and values can attract top talent, increase employee engagement, and positively impact the company’s bottom line.
The Similarities
While the goals of consumer branding and employer branding differ, they do have similarities. Both aim to create a positive company image, engage the audience, differentiate themselves from the competition, and build brand loyalty. A strong consumer brand can also translate into a strong employer brand.
Ideally, a company with a strong consumer brand may find that potential employees have a positive perception of their company before even seeking employment. This can make recruitment easier, and when the employees have joined, they can be driven to promote the product in line with the consumer brand.
The Key Differences
The main difference between consumer and employer branding is the target audience. Consumer branding aims to appeal to potential and existing customers to build brand loyalty, while employer branding is targeted to employees and job seekers to create a positive image of the company as an employer.
Employer branding is more about highlighting the employee experience, whereas consumer branding is more focused on the features and benefits of the product or service. Additionally, while consumer branding may adopt a sense of humor or lightheartedness, employer branding tends to be more professional.
Understanding the differences between consumer branding and employer branding and developing a cohesive strategy for both can allow a company to gain a competitive edge and position itself as a leader in its industry.
If you don’t know where to start, our talent strategists are eager to help. Contact us today to get started.
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.
You have a lot on your plate. You’re responsible for managing everything from budgeting to staffing and product design. Unfortunately, your day-to-day activities don’t always leave room for strategic planning and decision-making. This is where Managed Services comes in. By using an experienced Managed Services provider, you can offload routine tasks, streamline processes, and free up time for you to focus on what matters most – driving the growth of your business.
Cost Control
Managed Services providers can help ensure the smooth running of all business operations while keeping costs under control. By monitoring usage and identifying areas of potential waste or inefficiency, Managed Services can support you in making better-informed decisions to optimize business operations while keeping expenses in check.
Business Continuity
As a leader in your organization, you must ensure that the business can continue to function despite any unexpected events. By outsourcing your non-core essential functions, you can benefit from experts who will deploy and oversee the critical functions a business needs to run successfully. Although EG Workforce Solutions’ Managed Services are tailored to your needs, we specialize in custodial, sanitation, inventory management, and mailroom management. You can ensure that your employee remain productive on key initiatives that spur the business forward by focusing on the core essential functions.
Scalability and Flexibility
In any business, change is constant. Whether you need to expand your services, hire new staff, or introduce new products to the market, you want to do so with minimal disruption. A Managed Services provider can ensure that these changes take place seamlessly, making sure your business remains agile, flexible, and easily scalable.
Improved Resource Management
Managed Services providers ensure your teams have the necessary bandwidth to support the organization’s business goals. From better procurement to hiring the right personnel and using advanced technologies to improve business processes, Managed Services can help you manage your resources more efficiently.
As operations become more complex, businesses need innovative strategies to operate efficiently and remain competitive. One strategy is to outsource your essential non-core business functions through Managed Services. By partnering with the right Managed Services provider, you can outsource routine tasks, streamline processes, and free up time for decision-making, and planning. From cost control to enhanced scalability and flexibility, managed services can provide the right tools and support for your business to succeed. Consider adopting this strategy today and reap the benefits of a well-managed business. Contact our Managed Services Talent Strategists to get started.
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.