Blog Standard - Groupe Insearch

Sep 29

Five Ways to Keep Your Millennial Employees Happy

By Groupe Insearch Industry Trends No Comments

To say millennials are important in discussions about staffing in workplaces today is a huge understatement. The reason for this is that there are 1.8 billion millennials (which make them a quarter of the world’s population) in the world.

They make the majority of today’s workforce. Moreover, according to the US Bureau of Labor Statistics, millennials will form 75% of the US workforce by 2030.

Therefore, if you are an employer looking to hire millennials, here are five things it is highly recommended you take note of.

How to Keep Your Millennial Employees Happy

Create A Connected Office

Millennials are regarded as the dot.com generation for a good reason. They grew up around the time the internet started to exist. They not only grew up on the internet, but they also live there, and it defines their lives and interests.

If you want your millennial employees to enjoy your workplace, you do not only have to give them access to the internet and the digital space, but you also have to ensure that their work duties and functions allow them to use their knowledge of the digital area and the internet.

Make your office diverse and inclusive

By being connected to the internet, millennials are used to conversations with people of different ethnicities, races, and beliefs. They are not only used to diversity; they think of it as the only way to live.

Many millennials claim that they find workplaces with a lack of diversity bizarre and difficult to work in. Thus, if you want to keep your millennial employees happy, make attempts so that diversity is or becomes a priority for your office.

Support Causes

Again, millennials who have grown up around the internet have seen plenty of people advancing several causes. As a result of this exposure to advocacy, supporting ethical and charitable causes is second to the average millennial in the US. Many millennials support several reasons or even do advocacy for grounds themselves.

Thus, if you want to keep your millennial employees happy, ensure that you support their favorite cause or charity. You can also make volunteering a part of your office activities and get your employees involved in community service.

Give them Job Training and Development Benefits

Since millennials are in constant communication with people worldwide, they can constantly compare themselves with those who are in the same industry in terms of employment metrics, like working conditions, wages and opportunities for personal development.

Millennials are more flexible than any other generation preceding them. So, you have to challenge them with pieces of training and personal development opportunities that allow them to improve themselves, or they will get bored at your workplace quickly.

Above all, care about their wellbeing

Millennials are aware of the implications of work on their health more than any generation before them. It is not just physical health for them. Millennials are now also aware of their mental health. One of the criteria that millennials seek out when they apply to jobs is their mental health.

The Covid-19 pandemic has affected everyone, and thus, a lot of millennials are not only looking for workplaces that offer physical wellness programs. They are also after emotional wellness programs for when they are working remotely and isolated.

Simply put, millennials are the workplace leaders of the future, and how happy you keep them is what determines the long-term survival of your business. As an employer, it is mandatory you ensure that your millennial employees are not only challenged but satisfied in all regards.

Sep 22

Tips for Onboarding Top C-Level Support

By Groupe Insearch Corporate Culture No Comments

The fall in the rate of US unemployment tends to give employers headaches regarding recruiting hardworking and talented employees for their business. This is not because of the rigorous exercise of recruiting the best candidate for the job, but the low rate of unemployment which gives job applicants numerous options.

And since workers now have more options in the workforce, it is evident that an effective onboarding process is an essential factor in the recruitment process. Onboarding a Top C level support may look demanding, particularly with the status quo of the workforce.

But an effective onboarding process will help the employers hire a candidate that can uphold the organization’s values and promote the company’s brand. Effective onboarding will also guide employers to hire a high-functioning Top C level to accelerate the business team’s goals and objectives. Overall, we have simplified the tips that can help you onboard Top C level for your company.

Be Clear about the Responsibilities of the Role within Onboarding

Communication and information are two vital tools when onboarding an employee for a role in an organization.

The first duty of an employer is to state clearly the responsibilities or tasks of the job applicant. This will allow them to have better insight into what to expect when they accept your offer.

A company should also be apparent to the candidates about the company’s norms and policies. This is because some employees leave their new jobs after a few months when they find the working conditions of their new jobs unattractive.

Arrange a Meeting with Employees

Aside from discussing the roles and expectations of job candidates, facilitating an interactive session with the employees within the onboard process is also an essential factor. During the meet-and-greet session, the employers and the employees get to know each other.

The meeting also creates an avenue for employers to ask the employees some questions. This is an inquiry method that employers use to know some details about the personality traits of the job candidates. The inquiry also helps you evaluate the employees’ reputation to know if such workers will be committed to your organizational goals. This interactive session marks the beginning of the business partnership between the employees and the company.

Train Employees on How to Administer and Use the Organization’s Tools Responsibly

An effective onboarding process includes training the new team members to use the organization’s tools and resources to facilitate productivity, and how well team members can handle a company’s tools determines their job performance.

Thus, it should be a matter of utmost priority for employers to train their new team members to achieve their objectives. By training the employees how to use the tools and resources, you are helping them be productive and become influential members of the organization.

Assign the Employees a Mentor

The new team member must be assigned a training guide or mentor to navigate them through the complexities of their new job. This method creates an internal networking team between the new team member and the supervisor and helps the new employee have a professional relationship with the mentor.

As an employer, you have a lot of work to do in onboarding top C-level support employees. When you take the right step and make the proper preparation, you will get the best result possible for all parties involved.

Sep 15

How Much Does Your Reputation Matter to Candidates?

By Groupe Insearch Corporate Culture No Comments

A company’s reputation is its image, which determines its position among its competitors. While your company needs to work towards having a good reputation, it is also necessary that you avoid any act that may soil your company’s prestige. This is because potential employees take time out to assess your company’s reputation before writing applications.

Studies have shown that the US unemployment rate has dropped to 5.2 percent in August 2021. This is the lowest rate since March 2020, during the beginning of the pandemic. This rate gives job candidates more options in the workforce than before. Thus, the decrease in the unemployment rate is a signal to employers to work on their company’s reputations to put them among potential employees’ options.

Why does reputation matter?

A good reputation promotes your company’s profile and creates an opportunity to hire influential and talented team members for your business. Human resources are the central drive of an organization.

In other words, these talented human resources are the wheels that drive the vehicle of your organization’s goals. Therefore, a company must work on these factors during the recruitment process.

Make your company appeal to tons of potential employees.
Ensure your job applicants find the recruitment process hitch-free and more attractive.
Your company features must be attractive to job candidates.
Create a safe atmosphere and good working conditions for the employees.

The above factors determine the profile of your company. And if you default in any, the effect will be evident in your company’s reputation. Potential employees may possibly rule out working with your company if they find out that your company has a poor reputation.

A company with a bad reputation will display one, if not all, of the following: poor leadership, poor customer service, ethical problems, and complaints from employees. Meanwhile, the few steps discussed below shall teach how to maintain a good reputation.

Display Professional Integrity

Any harmful act you display can have adverse effects on your company. In the business world, it is unethical for you to express actions that can affect the company’s brand, which will ultimately soil the company’s reputation.

Be Honest, Truthful, and Transparent

During the recruitment process, don’t excite the company’s image for the job candidates. It will be disappointing if an employee later finds out that you lied to them during the recruitment process.

Be truthful about the working conditions you are offering the job applicants. Ensure they have complete information about the benefits of the job and the resources available to them before they accept your offer.

Online Social Media Presence

This may sound trivial, but it is one of the ways your company can be attractive to potential employers, even your clients. Potential employees strive to work with a company with a vast client base on different social media networks. Favorable reviews of your company on social media will make your company appealing to job seekers.

Essentially, your employees want to work with you if your company has good testimonials from your workers and clients on different social media.

Sep 08

Traits of Transformational CEOs

By Groupe Insearch Corporate Culture, Leadership No Comments

In the search for a new CEO or another C-suite executive, many companies want to find a transformational leader. There are certain characteristics of a CEO that help the company move through a transformational process or major change.

Transformational leadership involves the leader working with teams outside of their immediate self-interests. This allows the leader to identify necessary changes and create a vision to guide the transformation with their influence and inspiration. Transformational CEOs will execute this change together with committed members of a group.

Even if your company doesn’t currently have any major changes planned, hiring a transformational CEO allows you to prepare for unexpected changes. It also allows for continuity of leadership. The following are traits of transformational CEOs to look for during the recruiting process.

Honesty

Transformational CEOs should be honest and have integrity. These traits allow them to get others to trust them immediately, encouraging others to follow their lead. This, in turn, means that team members naturally want to follow the CEO’s guidance during the change.

Innovation

Innovation is an essential part of any major change in a company, making this another essential trait for transformational CEOs. These executives also push their team to be innovative. Specifically, they push for smart innovations that focus on offering solutions to customers’ problems.

Curiosity

The innovation that drives transformational CEOs does not have to come purely from their intelligence. It is more important that they are curious than being the smartest person in the room. This curiosity allows them to inspire the greatest minds in the company.

Ability to View Complex Problems at Multiple Levels

Transformational CEOs work to guide the entire company through changes, which require them to view problems at every level. They need to have the ability to view complex problems from various perspectives. For example, they will evaluate an issue from their perspective as well as those of the competition, current and future employees, customers, and the board.

Modesty

The ability to have multiple perspectives is not just in the case of issues. Transformational CEOs can do this regularly. They can listen to customers and gain insights into their needs. This ability gives the company marketing advantages.

Being Go-to Sources

Because of their ability to gather multiple perspectives, transformational CEOs become go-to sources for anyone looking for insights. These include peers, competitors, customers, and even the media.

Having a Model for Success

Transformational CEOs have an established model for success. They have used this model in the past and can explain it in a way that makes it seem simple, even to those who are unfamiliar with it.

Spotting Great Talent

Transformational CEOs also have the ability to spot great talent. They can recognize the passion, talent, and skills in people they come across and know how to put that to use for the company. This reduces the number of new talent companies has to recruit during a transformational period