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.
In today’s competitive job market, finding and attracting top talent is crucial for the success of any organization. However, traditional hiring processes often prioritize the needs of the company over those of the candidates, leading to missed opportunities and potential talent loss. Here are six reasons why adopting a candidate-focused hiring process is essential for your recruitment strategy and how it can benefit both the candidates and the hiring organization.
Enhance Your Employer Brand
A candidate-focused hiring process helps create a positive employer brand, making the organization more attractive to potential candidates. By treating candidates with respect, providing timely feedback, and offering a seamless application experience, companies can establish themselves as employers of choice. This positive reputation can result in a higher volume of qualified applicants and ultimately lead to better hiring outcomes.
Attracting Top Talent
Top talent is always in high demand, and they have options when it comes to choosing their next employer. A candidate-focused hiring process demonstrates a company’s commitment to valuing and investing in its employees. It showcases an organization’s dedication to creating a positive candidate experience, which can significantly influence the decision-making process for sought-after candidates.
Improving the Quality of Hires
A candidate-focused hiring process enables organizations to gather comprehensive insights about candidates and make more informed decisions. By using techniques such as behavior-based interviews, skills assessments, and work sample tests, employers can assess a candidate’s abilities accurately. This approach not only helps in identifying the best fit for the role but also reduces the risk of making costly hiring mistakes.
Increasing Employee Engagement & Retention
When candidates have a positive experience throughout the hiring process, they are more likely to become engaged and committed employees. A candidate-focused approach signals that the company values its employees and sets the tone for a positive employer-employee relationship from day one. Engaged employees tend to be more productive, satisfied, and less likely to leave the organization, leading to improved employee retention rates.
Boosting Diversity and Inclusion
A candidate-focused hiring process can also help organizations foster diversity and inclusion. By actively seeking out a diverse pool of candidates, providing equal opportunities, and eliminating bias, companies can build a workforce that reflects different backgrounds, experiences, and perspectives. This diversity not only enriches the organizational culture but also drives innovation and better decision-making.
Enhancing the Candidate Experience
A candidate-focused hiring process prioritizes the needs and experiences of candidates, ensuring they feel valued and respected throughout the process. Clear communication, timely feedback, and transparency at every stage contribute to a positive candidate experience. Even if candidates are not ultimately selected for a role, they are more likely to speak positively about their experience and may even refer other talented individuals to the organization in the future.
A candidate-focused hiring process has become a necessity in today’s competitive job market. By prioritizing the needs and experiences of candidates, organizations can attract top talent, improve the quality of hires, increase employee engagement and retention, foster diversity and inclusion, and ultimately enhance their employer brand. Investing in a candidate-focused approach can lead to long-term success and set a positive foundation for the employer-employee relationship.
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.
Will AI take out the “human” in human resources? The demand for AI human resources software is huge – and only growing in talent acquisition.
Human resources teams are seeking solutions to speed up the recruiting process, payroll, employee records management, and onboarding. Analysts estimate that 63% of businesses are willing to use AI for human resource analytics, and the market for AI in human resources will grow at a compound annual growth rate (CAGR) of nearly 6% by 2028.
How HR Teams are Embracing AI
A recent survey from SkyQuest on the HR technology market among mid and large-level businesses, 81% of respondents said that they are using some form of HR software. The following are key takeaways from the survey:
- 86% feel AI has improved communication between management and employees
- 88% feel that it has helped them track employee development
- 74% of respondents use AI technology to monitor employee performance
- 53% said that it helps them identify and prevent fraud and abuse
This aligns with other research that suggests AI’s usage in human resources is expected to grow in the coming years. In Eightfold AI’s report The Future of Work: Intelligent by Design:
- 78% of HR professionals are using AI in employee records management
- 77% are using AI in payroll processing and benefits administration
- 73% are using AI in recruiting and hiring
- 72% of HR professionals are using AI in performance management
- 69% are using AI to onboard new employees
HR professionals feel that the top three challenges are managing compensation expectations, meeting post-pandemic workforce demands, and reducing high turnover rates. They face a common challenge: hiring qualified talent and convincing them to stay. HR teams across industries are embracing AI for its ability to streamline processes, allowing them to focus on complex tasks, such as improving retention.
Benefits of AI in Talent Acquisition
AI can help HR professionals streamline the recruitment process by automating administrative tasks such as resume screening and candidate communication. This can save time and resources while ensuring that the most qualified candidates are identified.
There are three main ways to use AI in the hiring process:
- Sourcing: to find and connect with qualified candidates quickly
- Screening: to discover the most qualified candidates from the talent pool
- Interviewing: to facilitate remote hiring
Some of the current AI tools for HR professionals include chatbots, personality and skill assessments, culture fit assessments, and resume screening tools. Some examples of AI tools used in talent acquisition include Mya, Olivia, and Jobpal for chatbots, XOR.ai for AI assistant tool, and Vervoe for resume screening tool.
AI tools can also be integrated into applicant tracking systems (ATS) and customer relationship management (CRM) systems to help HR professionals manage candidate data more effectively. Additionally, AI can be used for predictive analytics to identify the most qualified candidates for a given job role based on past performance and other data points.
Additionally, AI can help reduce bias in the selection process by removing human judgment and relying on data-driven insights from skills assessments. AI can also improve candidate experience by providing more personalized communication and reducing the time it takes to complete the recruitment process. This can help organizations attract top talent and improve their employer brand.
Impact of Using AI in Talent Acquisition on Job Seekers
AI can have a significant impact on job seekers. On the positive side, AI can improve the candidate’s experience by providing more personalized communication and reducing the time it takes to complete the recruitment process.
Many companies have implemented and still rely on remote hiring. Video interviews, in which the candidate records a video of themselves based on generated prompts and submits it for review, are screened by AI tools. These video tools allow the candidate to stand out.
However, job seekers may also have concerns about the use of personal data and the potential for bias in the selection process. This presents a skills gap for candidates who may not understand how to optimize their resume for ATS or talk-to-camera skills in a video interview – but have the right mix of skills and personality to be your best candidate. HR professionals should be transparent about their use of AI and ensure that candidates are treated fairly throughout the recruitment process.
AI can be a powerful tool for HR professionals in talent acquisition. By leveraging AI effectively, organizations can improve efficiency, reduce bias, and make data-driven decisions. However, it is important to understand the potential impact on job seekers. By disclosing the use of AI in recruitment, organizations can reap the benefits of AI while ensuring that its use is fair and responsible.
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.
There continues to be growing DEI awareness and appreciation for diverse cultures and their contributions in the workplace. May is designated as Asian American and Pacific Islander (AAPI) Heritage Month, providing an opportunity for organizations to authentically celebrate and recognize the rich history, traditions, and accomplishments of the AAPI community. However, it is crucial to go beyond mere token gestures and foster authentic recognition that promotes inclusivity and understanding.
Here are six ways to authentically recognize AAPI month in the workplace, to create a meaningful and inclusive celebration for all.
Educate and Raise Awareness
Authentic recognition starts with education and raising awareness about the AAPI community’s history, cultures, and achievements. Encourage employees to learn about AAPI heritage through workshops, seminars, or guest speakers. Share informative resources, such as books, documentaries, or podcasts that highlight the diverse experiences and contributions of AAPI individuals. By fostering understanding, you can build a foundation for appreciation and respect.
Collaborate with AAPI Employees
Involve AAPI employees in the planning and organization of AAPI Heritage Month celebrations. Seek their input and ideas to ensure that the events and activities are authentic and respectful. Create a diverse committee or employee resource group (ERG) dedicated to planning cultural events, organizing panels, or sharing personal stories. This collaborative approach will not only empower AAPI employees but also promote a sense of ownership and belonging in the workplace.
Celebrate Diversity with Events
Organize a range of events and activities that celebrate the diversity within the AAPI community. These could include cultural performances, traditional food tastings, art exhibitions, or storytelling sessions. Collaborate with local AAPI organizations or community groups to create authentic experiences that showcase the richness of AAPI cultures. Ensure that the events are inclusive, promoting cross-cultural understanding and encouraging participation from employees of all backgrounds.
Amplify AAPI Voices
Use the AAPI Heritage Month as an opportunity to amplify AAPI voices and stories. With permission, consider featuring AAPI leaders, employees, or community members in newsletters, internal communications, or company-wide meetings. Provide platforms for AAPI individuals to share their experiences, challenges, and accomplishments. By giving a platform to hear diverse voices, you foster an inclusive environment where everyone feels valued and heard.
Address Biases and Promote Allyship
Authentic recognition also involves addressing biases and fostering allyship. Conduct diversity and inclusion training that specifically addresses biases against the AAPI community. Encourage employees to examine their own unconscious biases and assumptions, and provide resources to help them become better allies. This may include offering bystander intervention training or sharing educational materials on microaggressions. By creating an environment that actively challenges bias, you can foster a workplace that embraces diversity and equity.
Long-term Commitment
Authentically recognizing AAPI heritage should not be limited to a single month, but should be integrated into the company’s culture and practices throughout the year. Establish ongoing initiatives, such as mentorship programs, leadership development opportunities, or scholarships, that support AAPI employees’ growth and advancement. This long-term commitment sends a powerful message about the company’s dedication to diversity, equity, and inclusion.
Authentically recognizing AAPI Heritage Month in the workplace goes beyond surface-level gestures. It requires a commitment to education, collaboration, inclusivity, and ongoing support. By fostering understanding, celebrating diversity, amplifying AAPI voices, and addressing biases, organizations can create a workplace where AAPI employees feel valued, respected, and empowered. Let us embrace the opportunity to authentically recognize AAPI Heritage Month and work towards a more inclusive future for all.
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 times of uncertainty, job security becomes a major concern for many individuals. Whether it’s due to economic downturns or changes in the industry, the fear of losing one’s job can be overwhelming. However, there are steps you can take to increase your job security and give yourself peace of mind. Here are six tips on how to increase job security during uncertain times.
Focus on Your Performance
Your performance is one of the most critical factors in job security. Managing the controllables, ensure you’re delivering high-quality work, meeting deadlines, and communicating effectively with your colleagues and superiors. By consistently demonstrating your value, you’re more likely to be seen as an asset to the company.
Stay Informed on Industry Trends
It’s essential to stay informed about industry trends and changes. This will help you anticipate changes that may affect your job and enable you to adapt quickly. Read industry publications, attend conferences, and participate in professional organizations to stay informed.
Expand Your Skill Set
The more skills you have, the more valuable you are to your employer. Identify areas where you can improve your skills and take advantage of any training opportunities available. This will not only increase your job security but also help you advance in your career.
Build Relationships with Coworkers and Superiors
Strong relationships with your colleagues and superiors can go a long way in increasing your job security. Build rapport with your colleagues, collaborate on projects, and seek feedback from your superiors. This will not only improve your job performance but also help you build a support system within the company.
Be Proactive and Adaptable
Uncertain times require flexibility and adaptability. Be proactive in identifying problems and proposing solutions. Be willing to take on new responsibilities and be open to change. This will demonstrate your commitment to the company and make you more valuable as an employee.
Maintain a Positive Attitude
Maintaining a positive attitude during uncertain times can be challenging, but it’s essential. Your attitude can impact your performance, relationships with colleagues, and overall job security. Stay optimistic, stay focused, and remain committed to your work.
Job security is essential during uncertain times. By focusing on your performance, staying up-to-date on industry trends, expanding your skill set, building relationships with colleagues and superiors, being proactive and adaptable, and maintaining a positive attitude, you can increase your job security and give yourself peace of mind. Remember, job security is not just about what the company can do for you, but also what you can do for the company.
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.
Exit interviews are a great way to gain valuable feedback from employees who are leaving your company. However, if not conducted correctly, these interviews can be meaningless and potentially damaging to your organization. Here are the top do’s and don’ts to make the most out of exit interviews.
Do’s:
1. Be prepared: Before conducting an exit interview, prepare a list of questions that will help you understand why the employee is leaving and what the organization could have done differently.
2. Let the employee speak: Let the employee speak candidly and listen actively. Encourage them to share their honest opinions and refrain from interrupting them, defending the organization, or arguing with them.
3. Give feedback: After the employee shares their feedback, thank them for their candor, and provide feedback on how the organization intends to address their concerns.
4. Maintain confidentiality: Ensure that the employee feels comfortable sharing their feedback by maintaining confidentiality.
5. Use the information wisely: Use the information gathered from exit interviews to improve the organization’s culture, policies, and practices and to help retain future employees.
Don’ts:
1. Wait too long: Conduct the exit interview as soon as possible after the employee leaves. Waiting too long can make the interview feel less meaningful or less useful.
2. Be defensive: Refrain from becoming defensive or confrontational if the feedback is negative. Avoid getting personal or blaming the employee for leaving.
3. Ignore the information gathered: If the feedback is negative, don’t ignore or dismiss it. Instead, use it to make positive changes within the organization.
4. Disparage the employee: Avoid making negative comments about the employee or their performance during the exit interview. This can create a negative impression of the organization and make the employee feel uncomfortable.
5. Make false promises: Don’t make promises that the organization cannot keep. Be honest about what can and cannot be done in response to the employee’s feedback.
Exit interviews can be a powerful tool for organizations to improve their culture and retain their employees. By following these do’s and don’ts, organizations can conduct effective and meaningful exit interviews that can help them grow and succeed.
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 “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.
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.
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.
Businesses often overlook the back office, but it provides a crucial support system for growth. The back office includes non-client-facing services—including administration and support personnel in departments such as accounting, IT, supply chain, HR, and internal communications—that drive almost 50% of a business’s operations. As the workload grows and your company expands, consider outsourcing certain positions. A stable, in-house office can support your company; an outsourced back office can help you grow and thrive. Here are three benefits your company can enjoy from outsourcing certain positions.
Reduce Operating Costs
Outsourcing can be an efficient way to streamline your business and reduce costs. Several business areas might benefit from outsourcing back-office operations, including IT, compliance, or payroll. Outsourcing services often have lower labor costs because of fewer overhead costs and employees. Hiring people in-house means paying salaries, equipment, software, training, office space, and more. Outsourcing eliminates these ongoing costs.
This type of cost-cutting could be especially attractive to a growing company whose workforce remains relatively stable but realizes outsourcing services will significantly boost its bottom line. For example, when you outsource your IT functions to a company specializing in this area, experts handle all your information technology needs. This frees up your time to focus on your core competencies without being bogged down with issues related to servers, data storage, software, hardware, and other challenges. This benefits different departments by freeing them up; they no longer need to worry about repairing a broken laptop or installing new software.
Improve Productivity
Core business functions such as payroll and accounting are essential but can also be time-consuming and repetitive. Employees who take hours out of their day to perform these tasks can’t be used for more productive things. Outsourcing specific jobs can also free up your employees’ time to concentrate on more critical aspects of their work, improving productivity. For example, you outsource administrative support. In that case, this can help other departments by freeing up your employees’ time to try new ideas without worrying about specific everyday office tasks.
When a company outsources payroll, employees get to spend less time doing it themselves, and they have more time to do other things. They can work on different parts of their jobs or even volunteer for something else entirely. A company can use its freed-up resources in many ways: expand into new markets, improve internal processes, or increase productivity. Employees may also be happier to focus on more critical parts of their jobs if they know that payroll is taken care of by someone else.
Leverage Quality Talent
Finding the right talent for your team can be challenging when you’re a growing business. Searching for new hires, interviewing candidates, and managing their onboarding process can take up valuable time. Fortunately, outsourcing your back-office functions can help you find quality talent. It can help with both scalability and flexibility as you grow by giving you access to a large pool of candidates who trusted recruiters have screened.
When you outsource your payroll, human resources, and accounting processes, you are tapping into an experienced team of professionals to take care of all the functions related to these aspects of your business. Expert teams of the outsourcing partner will take care of all these activities efficiently. For example, they’ll find the best candidates for each opening and get that candidate’s paperwork processed, so everything runs smoothly on their first day on the job.
When a company outsources its back-office functions, it can benefit in many ways. However, not all businesses realize that outsourcing provides a crucial support system for growth. Leveraging and partnering with the right back-office outsourcing provider can help you cut costs, increase productivity, and get quality 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.