The Happiness Factor in the Workplace
With a year gone by which we would rather forget about, one thing is certainly clear … we need more happiness. When it comes to the happiness factor in the workplace, you, the owner of your business, need to make a real contribution. You may not realise it, but your staff and even partners look up to you and more so, look to you for positive reinforcement. Cultivating a happy workplace seems like a simple enough idea, but when times are tough, it can be the one part that gets out the door faster than you can say HAPPINESS! Running my own business for closing in on 2 decades, has made me realise that a positive action, word and demeanour can go a long way. Creating the happiness factor in the workplace 1. Without being kitsch, start the day off with a positive sentiment And, communicate it through to your staff and peers. While they may roll their eyes and think you crazy, that one positive catchphrase or word can stay with them for the rest of the day. 1. Bright colours cannot bring dark days Is your office bright and sunny? No matter your corporate colours, you can bring some light and joy into your staff’s environment with colour. The stats show that a colourful breakroom or office space can help employees to get through their day with a more positive outlook. 1. Share and Share Alike Often just sharing your own life stories, good and bad, can bring you closer to your staff, and of course, they may feel obliged to share too. No one is saying become their best bud, but having that open-door policy is vital to unity and solidarity. 1. Rewards As a child, you got excited about rewards. You got motivated to do whatever it was you had to do, and often it was something you didn’t really want to do. Having a reward to look forward to can make all the difference to a mundane task. Sure, your staff get paid – that should be reward enough – but if you look at it differently, you will see the benefit in giving rewards other than salary. An experience that they may never have spent money on can really take their spirits up and build loyalty. A simple thank you can also do wonders. Consider how you would feel on the other side of the stick. If you are struggling with the recruitment process or managing employees, please reach out and chat with me. Anthony Kettle is the co-owner of West Coast Personnel, a successful recruitment agency that has been around for going on 21 years in the Table View, Western Cape area. Anthony specialises predominantly in the engineering and manufacturing space; however, he has a wealth of knowledge to impart all aspects of recruitment. He has recently published his books, The Job Seeker’s Handbook and The Recruiter’s Handbook, available on Amazon as eBooks. You can connect with Anthony via email, web, or social platforms – Facebook – Instagram – Twitter – LinkedIn
How Employees Manipulate
There is no doubt that we all want things to go our way. We all want to know that when we do something, it will turn out right and benefit us singularly. And, there is no doubt that employees manipulate in order to get what they want. As the manager, boss or head of a department in charge of employees, you have to know what that looks like. You have to know how to counter when employees manipulate. How Employees Manipulate and how to manage them Many employees will try to use any means possible to get a favourable outcome for themselves. They will even make it out as if it’s your fault. The key is to stay calm. Always remember your place and that people are watching. When you go off on a tangent and rant about, it doesn’t look good to anyone looking in, no matter whether you feel your actions were justified. Employees will very often document things closely so to produce evidence. Make sure you do the same. When employees manipulate on a regular basis, they get very good at it. And, part of that “skill” is to keep records. Be aware and keep your own. Generally, you can see a pattern forming. When you recognise it, start making those notes, with dates, times and keywords that will alert you to the repeating pattern. Have compassion. Yes, even bullies need that. Be aware of all the circumstances and whether they are handling the situation well. There may be mitigating reasons why they have felt the need to manipulate. And, there may be another way for them to get what they want or need without manipulation involved. Try to understand and help them make the right choices. When employees manipulate, they often don’t realise they are going against company rules and culture. Remind them and often so to help them do things differently. Where they accept they have done wrong and want to amend their ways, reward and respond favourably, but with grace and dignity. If you are struggling with the recruitment process or handling employees, please reach out and chat with me. Anthony Kettle is the co-owner of West Coast Personnel, a successful recruitment agency that has been around for going on 21 years in the Table View, Western Cape area. Anthony specialises predominantly in the engineering and manufacturing space; however, he has a wealth of knowledge to impart all aspects of recruitment. He has recently published his books, The Job Seeker’s Handbook and The Recruiter’s Handbook, available on Amazon as eBooks. You can connect with Anthony via email, web, or social platforms – Facebook – Instagram – Twitter – LinkedIn
The 7 Stages of Grief – when letting an employee go
Letting an employee go can feel quite close to saying goodbye to a loved one. Sure, the feelings themselves are not the same, but you do go through a few very similar stages. The 7 Stages of Grief of letting an employee go 1. Shock & Denial It is never easy to let something go, especially when you were the one to take on the something. In this case, an employee. When you started the journey, you would have taken the time to source and research the perfect candidate. You would have spent time and often money breaking it down to the ideal top 5. The interviews, the conversations, the recruitment sign up, the teaching, the mentoring – all takes it out of you. And, when you realise you either made a mistake or missed something along the way, you can go into a state of shock and often denial. 2. Pain & Guilt Paired with the shock, you will feel a real pain and possibly guilt. What did you do wrong? Why didn’t it work out? Is everyone looking at you now and blaming you? The guilt of failure, the pain of revaluating your abilities as a boss, a recruiter, and a person. Yes, it actually can go that deep at times. 3. Anger & Bargaining This can quickly revert to anger where you turn it back on the employee. You blame them for not doing their job properly, for putting you in this position, even for deceiving you. You may even think about going back and not dismissing them. Perhaps you can rectify the situation and remedy what is clearly wrong. You think about approaching them and questioning the hell out of them, with the view to finding out what THEY did wrong, as this is better than taking the blame yourself. 4. Depression As drastic as it sounds, you may even go through a bout of depression when letting an employee go, feeling worthless and a total failure. You will question your own ability again and not want to deal with any of the other employees, which can be tough on them. 5. The Upward Turn However, on the other side of the darkness sits hope and here is where you can start to turn things around. Dealing and going through these stages is an important journey. And, believe it or not, every time you will go through them, you will find the transition easier and quicker each time. You will learn as you go. 6. Reconstruction & Working through The steps to recovering from anything needs firm building blocks and renovation. You have to, essentially, go back to go forward. You need to work through it all and look at the process with an open mind and an open heart. 7. Acceptance & Hope The last stage is the toughest to deal with, but in the end, it brings a sense of achievement and clarity. There will be areas you could have done better, for sure, but there will be those areas where you can feel assured that you did all you could. In my time, letting go an employee has been part of my growth, many a time, and it’s never an easy journey. I have had to assist employers in letting their staff go (especially over this pandemic), and the one element that always stays true is that with the right recruitment process, you can avoid or at least skip quickly through a few of these Grief stages. If you are struggling with the recruitment process or in letting an employee go, please reach out and chat with me. Anthony Kettle is the co-owner of West Coast Personnel, a successful recruitment agency that has been around for going on 21 years in the Table View, Western Cape area. Anthony specialises predominantly in the engineering and manufacturing space; however, he has a wealth of knowledge to impart all aspects of recruitment. He has recently published his books, The Job Seeker’s Handbook and The Recruiter’s Handbook, available on Amazon as eBooks. You can connect with Anthony via email, web, or social platforms – Facebook – Instagram – Twitter – LinkedIn
LinkedIn – recruiting clients and not just candidates
For the longest time, the LinkedIn platform was primarily used as a space for job seekers to prime their profile and find work. And, in conjunction, many recruiters and companies would scan LinkedIn for talent. As of more recently, LinkedIn has evolved into so much more. It is the professional media platform now, as opposed to social media platform such as Facebook, Twitter, and Instagram. LinkedIn is now a space where professionals and companies can craft a place to show off their know-how and expertise. Yes, job seekers are still prevalent on this platform; however, it is hugely used to show off, network, and add value. As a company or even fellow recruiter, you can still find skilled candidates via LinkedIn, especially if you are using the Premium membership, where you can hone in your searches with added accuracy. But don’t stop there. Use LinkedIn to source and connect with possible new clients. And, who knows, what starts out as a candidate may end up becoming a client. Here are a few LinkedIn stats that may interest you, whether you are using LinkedIn to find new candidates or clients: After the US (171 million+), India (69 million+), China (51 million+), Brazil (45 million+), and Great Britain (29 million+) have the highest number of users. 24% of Millennials (18-24 years old) use LinkedIn. 50% of internet users with a college degree or higher use LinkedIn. The average income of a LinkedIn user currently stands at $46,644 per year. 51% of US College Graduates use LinkedIn. 90 million LinkedIn users are senior-level influencers, and 63 million are in decision-making positions. There are 17 million opinion leaders and 10 million C-Level executives on LinkedIn. In using LinkedIn, you will find that you can start to build up a reputation that will be both beneficial in your search to find new clients and secure talent. From both angles, you need to portray the expert that you are in your specific field. You need to be more attractive to both, and you can do that by creating a polished profile, posting value-add content, and by building a community, giving back wherever possible. I, for one, use LinkedIn daily, ensuring I have relevant content published often and always make sure I either comment or like other’s posts. If you’re not using LinkedIn effectively, you’re missing out! And, if you are struggling with the recruitment process, please reach out and chat with me. Anthony Kettle is the co-owner of West Coast Personnel, a successful recruitment agency that has been around for going on 21 years in the Table View, Western Cape area. Anthony specialises predominantly in the engineering and manufacturing space; however, he has a wealth of knowledge to impart all aspects of recruitment. He has recently published his books, The Job Seeker’s Handbook and The Recruiter’s Handbook, available on Amazon as eBooks. You can connect with Anthony via email, web, or social platforms – Facebook – Instagram – Twitter – LinkedIn
The main reason you may be losing out on business (clue: your salespeople)
If you find that your sales numbers are dropping and while your salespeople are sending out proposals left, right, and centre, they are simply not being taken up, you need to look internally. Your product or service is great! You know it is. Your existing customers rave about it and refer you often. The price point is good, too, and you know that you are offering a competitive solution. What could be the problem? However, since you’ve taken yourself out of the sales process, which is quite normal when your business starts to grow, you find that the numbers are just not the same. Even though you may have put very clear processes in place which take your salespeople from research and resourcing to contact to selling, their proposals are being turned down. It’s time to focus on the Sales People If it’s clear that the problem lies in closing sales, you need first to ensure your salespeople understand how to close. What is closing? In principle and theory, it’s about: Being prepared Giving the pitch Answer and solve objections Ask for the sale Simple, really? But, out there in the real world, it can be quite tough. Research shows that over 80% of people will say no to a salesperson 4 times before saying yes. So, given that piece of information, it appears that persistence should form part of the process. There are, of course, various closing techniques, but this is not about that. Let’s take a step back and assess your salespeople closely. What are your salespeople made up of? A typical salesperson has a few traits that make up their whole. Sure, not all salespeople are the same, but they definitely need to have a set of skills to see them through the sales process smoothly. Empathy – essential for the salesperson to see the customer’s side; Confidence – closely linked to cockiness, but there is a fine line between having confidence and arrogance – know the difference when you recruit; Competitiveness – vital for them to push through those nos’; Resilience – hand in hand with competitiveness; Social – they need to be able to connect and communicate well with others; Passion – and belief in what they are selling. If you feel that any one of them may not fit the bill, you need to analyse their sales records and then chat to them. It may be they are not in a good place, and their normally active sales skills are simply on freeze-mode. They may need a pep talk. They may need a little hand-holding. Take time to find out what the problem is. If, after assessment, you find that the salesperson certainly should not be in sales, then you may need to find another seat for them. So, essentially, your salespeople are an integral part of your sales process – that much is obvious. But, instead of re-teaching them sales closing techniques, get closer to them. You chose them for a reason when you recruited them, but circumstance and life can alter a sales person’s performance. Closing line? Dig deeper. Get close to your salespeople. Understand them better. This may help the closing of proposals. If you are struggling with the recruitment process, please reach out and chat with me. Anthony Kettle is the co-owner of West Coast Personnel, a successful recruitment agency that has been around for going on 21 years in the Table View, Western Cape area. Anthony specialises predominantly in the engineering and manufacturing space; however, he has a wealth of knowledge to impart all aspects of recruitment. He has recently published his books, The Job Seeker’s Handbook and The Recruiter’s Handbook, available on Amazon as eBooks. You can connect with Anthony via email, web, or social platforms – Facebook – Instagram – Twitter – LinkedIn
Slow Processes lose hot prospects
The early bird catches the worm! You snooze, you lose! First come, first served! These idioms and many others like them are pretty cliché, but they are accurate to the point that we should be more aware and more wake up. When it comes to recruitment, the buck does not stop with the candidate. In fact, the candidate is the one, very often, who calls the shots. If you’re in the market for quality and high-level talent, then you have to move fast to secure them. Waiting for that possibly better option is like waiting for the right life partner to come along. It may never happen, or you will miss them because you were looking elsewhere. Slow processes lose hot prospects What do I mean? Simply, if you don’t know when a hot prospect is presented to you and don’t act fast, you will lose a good thing. And, it all starts with knowing what you’re looking for, understanding the value in a hot prospect, and what that looks like. What are you looking for, and have you communicated that well? First, if you don’t know what you’re looking for, how in the blazes is the candidate supposed to know if they fit the bill? Have a clear understanding of what it is you want. Make this openly clear in your job description and be realistic about it. This will save time from the get-go and will wean out those that don’t suit. Know what HOT looks like From your job description to the finer and softer details, you should have your ideal candidate plotted out in your head, on paper, and certainly, in the public advert you place. If you’re using a recruiter, then this applies as well. Another cliché idiom is “not know a good thing when it stands right in front of you.” Research your perfect candidate down to what they do for fun. All areas of their lives should be analysed. Yes, stalker 101, but it’s necessary to find THE ONE! Use technology. It has been one of the saving graces in this recruitment industry. It saves time. It helps you. Just know how to use it effectively. Once you know exactly what it is you want, you have to have a checklist, which you then sit with each and every time you come across a potential. Literally, tick off all the elements that match your checklist. I do appreciate that you may not get them all ticked, but you have to decide what are hard yes’s, and what are hard no’s. Weigh it all up afterward and put those closest to one side for further processing. Move quickly A high-level candidate won’t be available for long. You are not the only one looking for them, and if someone else acts quicker than you, they will be lost. And, the last thing you want is to get into a bidding war over them. Learn to recognise them quickly and take action, i.e., offer them the job. And, do approach your possible Unicorn with kid gloves. Again, they may have been approached by others, and you want to, first, come from a place of power, however not overbearingly so. You want to let them know you are an expert in your field, and you chose them for a reason. The reason being that they are possibly the best available candidate in their field. Do show off your company too. Impress like you were on a first date. Not too arrogant but with enough confidence to make them sit up and listen. Now, this might sound like you are on the back foot and almost at the point of begging. Not so. You need to be clear about what you want, that you believe they are the right fit, that you want to put forward a serious offer, and that you are there to guide them through the process. In this case, ‘slowly does it’ only pertains to slow cooking a Sunday stew. If you are struggling with the recruitment process, please reach out and chat with me. Anthony Kettle is the co-owner of West Coast Personnel, a successful recruitment agency that has been around for going on 21 years in the Table View, Western Cape area. Anthony specialises predominantly in the engineering and manufacturing space; however, he has a wealth of knowledge to impart all aspects of recruitment. He has recently published his books, The Job Seeker’s Handbook and The Recruiter’s Handbook, available on Amazon as eBooks. You can connect with Anthony via email, web, or social platforms – Facebook – Instagram – Twitter – LinkedIn
What makes for a good interview?
A good or successful interview begins long before the actual interview. This may seem odd; after all, how can the time before an interview bode for a favourable interview? You have not met the candidate yet. Sure, that would be true, but it is in the planning and pre-interview screening where you can start to predict and almost visualise the type of interview you want. To be clear, a good interview does not mean you may find that perfect candidate. It merely means that you have made the most out of your time spent with the candidate. The interview is not just where you will get to know your candidates better, but also where you will learn. The Pre-interview Screening Besides that the pre-interview screening period allows you to sift through all the candidates and decide which suits the position best; this time is where you get to know your ideal candidates better. Now, there are the obvious areas to check on: experience, employment history, and education, but do not forget about these aspects: Their social standing in the community; The type of social posts and the way they conduct themselves online; Are they on LinkedIn, and are they active? What kind of posts do they put out to the public, who do they follow, and how do they socialise and contribute? Do they belong to any organisations or networks, and can you find out anything about their activities there? Have they appeared on any media platforms, and can you gauge their attitude and personality at all from these? Do they appear to fit the culture of the company? This does feel like stalking, but it makes sense to utilise our digital age to find out as much as you can about a potential employee. Those minutes before the Interview When the candidate arrives at your office, assuming this is not a virtual interview, have your receptionist suss them out a little whilst they wait. Are they sitting on their phone the entire time, or have they taken this opportunity to either read perhaps a brochure of your company from the reception area or have they asked the receptionist about the company, engaging them and showing interest? The Actual Interview The interview can be equated to an interrogation, and in some ways, it is. However, it is essential to start off the interview on a good note. You want to, much like you would at a new business meeting or may I say even a first date, help the other person feel comfortable. Small talk, even if about the weather, is a good start. Perhaps ask them if they managed to find the building fine, how they got there, where they live, have they had a good week so far. They will be nervous, and rather than letting their nerves get the better of them, assist them in calming down and relaxing. Dress-Sense Much? Take note of what they are wearing but without making it obvious. Are they appropriately dressed? Have they taken the time and care to present themselves well for the interview. (this applies to a virtual interview too). This is important in more ways than one. Someone who has thought about what would be best to wear for an interview is someone who will think ahead with future endeavours. Questions Questions When it comes to the interview questions, yes, prepare them ahead of time, some standard, but also others specific to that candidate. You would have been able to come up with these specific questions based on what you found out from your pre-interview screening time. The interview questions should not be blasted at your candidate but rather dropped in as you make conversation. To save on time, avoid asking obvious questions, pretty much anything you can read on their CV. Not only are your interview questions important, but also the questions your candidate asks you. Do they show interest in your company? Do they want to know more about the position? And, do they speak as if they were already working there? – this bodes well as it shows that they are interested and can visualise themselves there. Mums the word So much can be gleaned from those silent moments, which, to some, will come across as awkward but, if managed well, can speak volumes. Does your candidate feel they need to fill that silence with idle chit-chat, or do they ask questions, or are they happy to wait for you to take the lead and start the conversation again? This can give you some insight into how they manage other similar situations in life and work. A Cultural Fit You want a candidate that fits with your company culture. Although it can be tough to gauge that in just a quick interview, hopefully, you have seen something in them from your pre-screening time (aka stalking). Do they have the same values as your company? – a few tactful questions can bring that to the forefront. Ask about their work ethic and not by simply a direct question but give them scenarios – their answer can help you understand how they would handle future situations. Consider behavioural questions – there are two kinds of behavioural questions you can ask: – self-appraisal and situational questions. Behavioural questions ensure spontaneity as candidates cannot rehearse these, and these can provide a base for later referencing. In ending, the interview is not the be-all and end-all, but it can make a real difference in finding that ideal candidate – and know that practice does make perfect – you will eventually build and cultivate your own style of interviewing. Anthony Kettle is the co-owner of West Coast Personnel, a successful recruitment agency that has been around for going on 21 years in the Table View, Western Cape area. Anthony specialises predominantly in the engineering and manufacturing space; however, he has a wealth of knowledge to impart on all aspects of recruitment. He has recently published his books, The Job Seeker’s
Why you should be hiring remote workers
With communication across countries being so easy and the many platforms for online team collaboration on offer, hiring remote workers is not only easy but offers many benefits for businesses. Of course, it’s not for every business and has its downsides. But, by setting up procedures for training and communication with remote workers, chances are you can make it work for your company. Here are four reasons why we believe hiring remote workers is a good business move: Productivity There are fewer distractions at the home office – no impromptu meetings and idle chit-chat while making tea. Rather, employees can focus on and complete tasks much easier and quicker. One of the top benefits of remote working, for employees, is that it reduces the amount of stress and wasted time that comes with the work commute. This frees them to have a better work-life balance or put in some extra time on a project without getting resentful. Loyalty and retention Research shows that remote workers are more loyal to their employees. Why? Because they feel trusted, as their employers allow them to get their job done without being micro-managed. A loyal employee is so valuable because the cost of replacing them, especially if productive and competent, can be disruptive and costly. Saves money Businesses can save money by having smaller office spaces and saving on all aspects that come with having more people in the office. Also, research shows many employees will accept a lower salary for the ability to work from home. And, employees save too, by cutting out the cost of a commute. Wider talent pool Your pool of talent is much broader if you’re not limited to hiring within your commutable area. If you are hiring across the globe, you can have employees working around the clock. This can come in handy with customer service response times and social media issues. Having employees of different cultures also provides a variety of perspectives, which can be helpful in problem-solving and reaching a broader audience. Offering your employees remote work options is a smart move. You can attract top talent, have happier, more loyal employees with a work-life balance, and you can save your company money. Now that’s a win-win-win. Broaden your scope of top talent and alternative interview techniques by getting in touch with us at West Coast Personnel. We can help assess potential candidates in the most effective way. Get in touch at https://wcp.localinternetmarketing.co.za/find-staff/ Follow us on Facebook to keep up to date.
3 Tips on Hiring Top Talent in the Future
The landscape of business is rapidly evolving. This means the way you recruit top talent for your business needs to change too. Are you ready? Employees are looking for a lot more out of the company culture they are joining. Understanding the factors that influence how professionals choose a company is important in order to find the best available talent. What Drives Top Talent? Career Progression Learning and development are what pushes a professional forward in their career. This up-skilling is often left up to the individual but your company needs to have its own internal training and development plan too. This is a huge driver for candidates. Being committed to further educating your staff shows your commitment to their career. Flexibility You need to consider how your company’s everyday working arrangements can be flexible, from flexi hours and a dynamic working policy to a flexible benefits package (allowing professional to select their benefits) and restructuring the way your teams communicate. Management teams also need to be flexible by requesting frequent feedback from their teams. This way they can implement necessary changes in the workplace. Inclusion and diversity As diversity within an organisation improves, it’s important to have the right support available for your employees. This includes a working inclusion policy, to ensure difference is embraced in the workplace. These policies should be continuously reviewed and renewed so that they are serving your business in the best possible way, and developing alongside your workforce. Broaden your scope of top talent and alternative interview techniques by getting in touch with us at West Coast Personnel. We can help assess potential candidates in the most effective way. Let us know what position you’re recruiting for, and what work experience, qualifications, and skills your ideal candidate need to have and we’ll help you get the best professional for the job. Get in touch at https://wcp.localinternetmarketing.co.za/find-staff/. Follow us on Facebook to keep up to date.
Superstar candidates shine here
You’re on your 20th interview and you’re so tired of the same answers and the same defeatist attitude. How do you know when you are right in front of a superstar candidate? Do you need to go through long interviews to find them? No, you don’t! 1. Play the game with potential superstar candidates Ask a few questions, yes, but at a point, tell them that you don’t think they are the right fit. Then be silent. A superstar won’t leave. They won’t say, “Thanks for the interview.” A superstar will lean forward and politely tell you that they are the right fit and that they would like to prove to you that you’re wrong. 2. Spot curiosity in the superstar candidate Has the candidate done their research? This will help you weed out the superficial applicant from the superstar candidate. The superstar has not only done their research but has formed a point of view about the company and knows what they can bring to the company – within their specific field. 3. Attractive workplace Superstar talent will have many options, but these days more and more people are looking for more than just a salary and interesting work. They want to spend their days in a place that is the right fit for them, socially and emotionally. Foster a culture that embraces diversity, one where people can be themselves and are encouraged to do so. Superstar candidates aren’t just good at their jobs, they push past barriers and rejection. They are able to rise to difficult occasions. We know qualified candidates can do their jobs when things are plain and sailing. But superstar candidates can do their jobs when the world is collapsing around them. They are filled with a drive to win, not just to get things done! These are the superstar candidates you need to find for your company. Looking for that superstar candidate? Let us know what position you’re recruiting for, and what work experience, qualifications, and skills your ideal candidate need to have and we’ll help you get the best superstar for the job. Get in touch at https://wcp.localinternetmarketing.co.za/find-staff/. Follow us on Facebook to keep up to date.