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18 July 2023 – What Qualities Do You Look for in New Candidates to Join Your Organisation?
When it comes to building a successful and cohesive team within an organisation, the process of hiring new candidates plays a crucial role. Each new addition to a company brings unique skills, experiences, and perspectives that can contribute to its growth and success. However, finding the right candidates who possess the necessary qualities to thrive within your organisation can be challenging. In this article, we will explore the key qualities that organisations should look for when seeking new candidates.
- Technical Competence and Skills
One of the primary qualities that organisations should assess in potential candidates is their technical competence and skills. This refers to the specific knowledge and expertise required to perform the tasks and responsibilities of the job effectively. Whether it’s coding, marketing, financial analysis, or any other field, candidates need to demonstrate a solid understanding and practical application of the required skills. This can be evaluated through interviews, technical tests, and reviewing their past work experiences or portfolios.
- Adaptability and Learning Agility
In today’s rapidly changing business landscape, adaptability and learning agility have become indispensable qualities for new candidates. The ability to embrace new technologies, processes, and industry trends is vital for organisations to stay competitive. Candidates who are open-minded, curious, and demonstrate a willingness to continuously learn and grow are more likely to adapt quickly to changing circumstances. Asking candidates about their experiences with adaptability, problem-solving in unfamiliar situations, and how they stay updated with industry changes can provide insights into their learning agility.
- Strong Communication Skills
Effective communication is the cornerstone of successful collaboration and teamwork. Organisations should seek candidates who possess strong verbal and written communication skills. During the hiring process, it’s essential to evaluate how candidates articulate their thoughts, actively listen, and convey information clearly and concisely. Assessing these skills can be done through interviews, group discussions, and written exercises. Candidates who can communicate effectively foster better relationships, reduce misunderstandings, and contribute to a positive work environment.
- Cultural Fit
Cultural fit refers to the alignment of a candidate’s values, behaviours, and working style with the organisation’s culture. Hiring candidates who resonate with the company’s mission, vision, and values promotes a cohesive and harmonious work environment. During the hiring process, organisations should evaluate a candidate’s compatibility with the existing team and the overall company culture. Behavioural interviews, culture assessments, and involving team members in the selection process can help determine if a candidate will thrive within the organisation’s unique work environment.
- Problem-Solving and Critical Thinking Abilities
The ability to solve problems and think critically is a highly valuable quality in any candidate. Organisations should assess a candidate’s problem-solving skills by presenting them with hypothetical scenarios or real-life challenges relevant to the job role. Candidates who can analyse situations, evaluate options, and propose effective solutions demonstrate their capacity to handle complex issues. Additionally, candidates who showcase creativity, innovation, and the ability to think outside the box can contribute fresh perspectives and drive organisational growth.
- Emotional Intelligence and Interpersonal Skills
Emotional intelligence (EQ) and strong interpersonal skills are increasingly recognised as essential qualities for success in the workplace. Candidates with high EQ can navigate social interactions, manage conflicts, and build positive relationships with colleagues and clients. During the hiring process, organisations can evaluate candidates’ EQ through behavioural questions, role-playing exercises, or psychometric assessments. Candidates who demonstrate empathy, self-awareness, and the ability to work well in diverse teams contribute to a positive work culture and foster effective collaboration.
When seeking new candidates to join your organisation, it’s crucial to consider a range of qualities that go beyond technical skills alone. While technical competence is important, other qualities such as adaptability, strong communication skills, cultural fit, problem-solving abilities, emotional intelligence, and interpersonal skills significantly contribute to a candidate’s success within the organisation. By incorporating these qualities into the hiring process, organisations can build a team that not only possesses the necessary skills but also complements the company’s values and culture. Remember, finding candidates who possess these qualities and align with your organisation’s goals and culture can lead to a more productive, harmonious, and successful workplace.
15 July 2023 – Do you expect a lot from your employees?
If you do, do you also give them control over their own performance or do you control most of their actions? If you control all or most of their decision-making you have just created a work culture that will see them leave or sign off sick. You have created their next burnout and they’ll either leave as a result before they are too harmed or they’ll have high sickness record. Both scenarios will increase your costs, lower your business performance and reduce your business productivity. Therefore your high expectations of your staff and total control of their choices to perform have brought about your own business failure. Either lower your expectations of your employees or give your employees more autonomy over how they perform to the standards your expect of them.
26 June 2023 – How to Hold on to Employees Your Business Needs During a Skills Gap Crisis
The skills gap crisis is a real problem for businesses of all sizes. It is becoming increasingly difficult to find employees with the skills that are needed to fill open positions. This can lead to a number of problems, including decreased productivity, lost sales, and a decline in customer satisfaction.
One way to address the skills gap crisis is to hold on to the employees that you already have. These employees have the skills that you need, and they are already familiar with your business. However, it can be difficult to keep employees happy and engaged, especially during a time of economic uncertainty.
Here are some tips on how to hold on to employees your business needs during a skills gap crisis:
- Offer competitive salaries and benefits. This is probably the most important thing you can do to attract and retain top talent. Make sure your salaries and benefits are competitive with other companies in your industry.
- Provide opportunities for professional development. Employees want to feel like they are growing and developing in their careers. Offer them opportunities to learn new skills and take on new challenges.
- Create a positive work environment. Employees are more likely to stay with a company if they are happy and satisfied with their work environment. Make sure your company is a place where employees feel valued and respected.
- Be flexible with work arrangements. In today’s world, employees are looking for more flexibility in their work arrangements. Consider offering telecommuting, flextime, or compressed workweeks.
- Celebrate employee successes.When employees do a good job, make sure to let them know. This will show them that their hard work is appreciated and that you value their contributions.
By following these tips, you can create a workplace where employees are happy and engaged. This will make it more likely that they will stay with your company, even during a skills gap crisis.
What actions can an organization take to overcome skill shortages?
In addition to the tips above, here are some other actions that organisations can take to overcome skill shortages:
- Partner with educational institutions. Work with local colleges and universities to develop training programs that meet the needs of your business.
- Create apprenticeship programs. Apprenticeship programs are a great way to train new employees and give them the skills they need to succeed.
- Offer tuition reimbursement. Help employees pay for the cost of further education. This will show them that you are committed to their professional development.
- Recruit from different sources. Don’t just recruit from traditional sources, such as online job boards. Look for candidates in different places, such as social media, industry events, and even your own customer base.
What are challenges or gaps that the jobholder needs to address?
The challenges or gaps that the jobholder needs to address will vary depending on the specific role and the skills that are required. However, some common challenges include:
- Lack of experience. If the jobholder does not have the necessary experience, they may need to undergo training or mentorship.
- Lack of skills. If the jobholder does not have the necessary skills, they may need to take courses or workshops to acquire them.
- Lack of motivation. If the jobholder is not motivated to learn new skills or improve their performance, they may need to be encouraged or incentivised.
How do you plug in a skills gap?
There are a number of ways to plug in a skills gap. Some common methods include:
- Training. Provide employees with training that will help them develop the skills they need. This can be done in-house or through external providers.
- Mentorship. Pair employees with more experienced colleagues who can help them learn the ropes.
- Job shadowing. Give employees the opportunity to shadow more experienced colleagues to see how they work.
- On-the-job training. Give employees the opportunity to learn new skills as they work.
The best way to plug in a skills gap will vary depending on the specific situation. However, by providing employees with the training and resources they need, you can help them develop the skills they need to succeed in their roles.
The skills gap crisis is a real problem, but it is not insurmountable. By following the tips in this article, you can help your business overcome the skills gap and hold on to the employees you need.
10 August 2022 – Chipotle agreed to pay workers in New York City 20 million dollars over employment violations. The city says Chipotle chain changed workers’ schedules and didn’t allow them to use accrued sick leave.
Chipotle reached an agreement with New York City to pay local workers about $20 million in compensation for what the city says were scheduling and sick leave violations. The payout will go to 13,000 past and present Chipotle workers impacted by the violations, plus another $1 million in civil penalties, the mayor’s office said in a statement.
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