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Entries in Hiring (4)

Wednesday
Dec312014

2015 - Should You Be Ready to Hire More Staff?

2015 - Should You Be Ready to Hire More Staff?

By: Sharon Mercer, Franchisee, Express Employment Professionals, London, Ontario

As the beginning of a new year approaches, the general consensus is that 2015 should be a good year for business. According to the career site Monster.com, 74 % of executives plan to expand their businesses.

As a business leader, you have to decide if the timing is right to expand your business and hire new employees. There isn’t a crystal ball to guarantee that company growth will continue and that adding more staff is the right thing to do. It’s one of those risks that every business has to take in order to keep growing. Thankfully, there are three signs in particular, that you should look for when considering to hire more staff.

Overworked, Overwhelmed Employees
Every worker has grumbled about being overworked at some point or another, but if the majority of your employees, especially your top performers, are complaining, then it’s time to take notice. Entrepreneur magazine recommends “talking to your employees and asking them to validate their concerns of being ‘overworked’. Then look at attendance and productivity indicators to substantiate their claims.” If the issue can’t be solved through more training or restructuring, then it is probably time to increase your team members. Additionally, if your top talent is telling you that they want to expand their responsibilities or implement new projects, but don’t have the time, it’s time to bring on new staff.

Disgruntled Customers
If you are unable to meet the needs of your clients regularly, you risk losing their business entirely. If you find yourself unable to provide the full extent of services that clients are requesting or unable to implement new products that customers are asking for, then you should take a look at your workforce.
Inc.com suggests that if after analyzing your current processes for inefficiencies, you still can't adequately handle problems, it may be a sign that you do need more help. Similarly, Entrepreneur proposes that you take a look at your current staff’s skills and knowledge to decide if you need to add on. If a different set of skills is needed to reach the next level of success for your business, it’s time to start looking for your next great team member.

Excess Profits
Increased business is always a cause for celebration, but it can also be an indicator that it’s time to hire, depending on the circumstances. Once you’ve rewarded yourself and your employees, investing the increased revenue back into the company by bringing on more talent is a great option. However, Erik Sherman, a blogger for Inc. and CBS MoneyWatch, has a warning for anyone considering this step. “Many entrepreneurs get excited when they see a rush of business,” Sherman said. “Before deciding on growing your staff, be fairly sure that the increased workload will last long enough to justify them.”

The first of the year can be the perfect time to hire new employees and prepare for future growth. Business leaders need to weigh the decision of hiring very carefully, though. Right now, it may be better for your business to bring new workers in on an evaluation hire, allowing you to see if they are fit for the team before hiring them permanently. If the timing is right, expanding your workforce can be the best thing you’ve ever done for your business and could set you up for a record-breaking year in 2015.

For more information about this and other articles, call the London Express Professionals Office:
519-672-7620, visit our website
www.expressproslondon.com or check us out on Facebook:
https://www.facebook.com/expresslondon

 

Thursday
Aug142014

CareerBuilder: “One in Five Companies Have Replaced Workers with Technology”

According to a recent survey by CareerBuilder and Economic Modeling Specialists International (EMSI), 21% of companies say they have replaced employees with automation. The survey also points out that while an increased emphasis on technology has eliminated some jobs, in many instances, more higher-skilled jobs were created as a result.

Check out the full report.

Has your company “automated” its workforce? If so, what was the effect on hiring? Let us know in the comments section below.

Monday
Mar032014

8 Important Hiring Trends for 2014 [Infographic]

In the battle for top talent, what do hiring managers have to contend with in 2014? Check out this infographic from human resource news site HireDaily.com for some insight into a few important hiring trends.

8 Most Important Hiring Trends for 2014 

Explore more infographics like this one on the web’s largest information design community – Visually. 

Thursday
Oct242013

Passion vs. Pay: A Generational Debate

The workforce is changing. A constant evolution through generational shifts creates new paths by which processes – once the norm – become archaic. Work atmospheres, which once were considered the best atmosphere for creativity, are now viewed as creative quenchers. Moreover, office hours always seen as written in stone are now being traded for more fluid work flexibility outside the normal eight to five setting. One major reason for this change is the emerging generation who will comprise nearly 75% of the global workforce by 2025 – the Millennials.

There have been countless articles written about Gen Y’s work ethic and their entitlement mindset. The ironic part is a truth media and analysts seem to overlook: each subsequent generation is going to be criticized by each preceding generation. It’s a fact of life. So instead of pointing out issues associated with any group of twenty-somethings, whether in the 2010’s or the 1970’s, it’s important to note a shift in job outlook and career development. Gen Y is tasked with the age-old question: work for passion, or work for pay?

A Passionate Workforce

Ever since Confucius penned the now-famous words, “Choose a job you love and you will never have to work a day in your life,” human kind has been searching for the best way to approach work. The Traditionalists felt a strong loyalty to their company, working for most of their careers in one place. However, each subsequent generation in the work force has stayed at companies for shorter and shorter periods of time, searching for a job that can balance financial goals with underlying, purpose-driven self-fulfillment. But now, it seems the latter of the two has taken a leading role over financial goals as Millennials focus more on life balance and communal purpose than simply making money. A study by professional services company Towers Watson found retaining employees now has more to do with employers providing a satisfying experience, inspiring culture, and good quality relationships than it does rewards-based motivation. And I would argue the shift is directly related to life-changing events and social surroundings.

Happiness = Reality – Expectations

Each generation is affected by life-altering events. The Traditionalists were galvanized by The Great Depression and World War II, giving them strong loyalty and a focus of giving their offspring, the Baby Boomers, a better life, while the Millennials were raised in a time of exponential, technological advancement and were affected by the attacks of 9/11 and the economic shortcomings of The Great Recession. The argument of passion versus pay is basically the age-old question “does money buy happiness?” Tom Magliozzi of National Public Radio equated that “happiness equals reality minus expectations.” So being happy at work means that the reality of office life and pay outweigh what an employee wants or feels like they deserve. That doesn’t have to mean money; it could mean passion toward what they do or if they feel like they are doing work that makes a difference in the world. Either way, passion and pay both fit into Magliozzi’s equation.

What Experts Say

According to some, the problem with following or searching for passion in a profession is that it is detrimental to overall career development and leaves young people holding out for the elusive perfect position. Cal Newport, faculty member at Georgetown University and author of “So Good They Can’t Ignore You: Why Skills Trump Passion in the Quest for Work You Love,” says the modern-day thought process that stems from the Confucius’ “do what you love” quote is flawed. He says that finding jobs that fit a passion is a backwards way of thinking; mainly, if you develop skills within a career, you will become passionate. Monique Valcour, a professor at EDHEC Business School in France, explains that “the ‘follow your passion’ self-help industry tends to under-emphasize this key point: all of the self-awareness in the world is of little use if you can’t pitch your passion to a buyer.” And basically, working in an industry develops you and starts creating in you a sense of meaning. And while you develop more skills and become more marketable to companies, you tend to be more fulfilled in your work.

The Disconnect

However, this thinking, while sensible, still leaves a disconnect from what the majority of workers are feeling. According to a recent Gallup poll, only 30% of North American employees feel engaged or inspired and a resounding 70% of workers feel they are not reaching their full potential. Passionate workers are engaged workers, so one could conclude that 70% of North American workers aren’t passionate at work. Disengaged workers tend to cost companies money by lowering productivity and spreading negative energy to the rest of the team. As Newport and Valcour said, people can become passionate about the work, but the formula doesn’t make it to the rest of the 70% of employees who aren’t passionate or actively engaged in their professions.

Learn from Millennials and Older Generations

In the fight between working for passion and working for pay, there are imperative truths on both sides of the spectrum. First of all, those who are passionate about their work tend to work harder and help companies stay competitively innovative in their respected markets. Secondly, workers who focus on developing skills and bettering themselves in careers they choose tend to develop passion for their careers along the way. Finally, marrying the two types of people in the workforce creates a cohesive team that will work hard to achieve the same goal – worth at work. No, there is not an easy answer to this question or a clear-cut winner or loser, but one thing is for certain: people have always been trying to find a good work/life balance, no matter what they are out to get, be it passion or pay.

How have you tackled this question? What do you think is more important, working for passion or developing it throughout a career? Let us know in the comments section below!