What Are the Benefits of Outsourced Recruiting?

Outsourced Recruiting

One of the most important parts of your business is the people you hire. Having the right set of people on your team is key for any business to be successful, productive, and efficient—but it’s often easier said than done.

Finding the right employees who fit not only their roles but also your company culture can be a challenging and lengthy task. Read on to learn about outsourced recruiting: what is it and what are the benefits?

Let’s dive in.

What is Outsourced Recruiting?

First things first, what is outsourced recruiting? Outsourced recruiting, also known as Recruitment Process Outsourcing (RPO), is a business strategy “in which sourcing, recruiting, and hiring (in whole or part) is outsourced to an expert to positively impact productivity and profitability.”

There are many reasons why a company might turn to outsourced recruiting. Forbes writes that many companies do so when they don’t have the resources on hand to support their talent sourcing needs. Other reasons for outsourcing your recruiting include:

  • Cutting down on costs
  • Increasing your search pool
  • Decreasing employee turnover
  • Saving time
  • And more!

What are the Benefits of Outsourced Recruiting?

Outsourced recruiting might be a great option for your business. But how can you know for sure? Below we’ve listed five benefits of outsourced recruiting.

Save Money

There isn’t an employer out there who wouldn’t like to cut costs when possible. Outsourced recruiting, similar to any other type of business process outsourcing, costs a fraction of what hiring an in-house recruitment team would cost.

RPOs typically charge:

  • Monthly management fee
  • Sporadic transactional fees (when filling individual positions)

All in all, research shows that ​​”the total cost of an RPO ends up being 60% to 75% less… plus you get the added advantage of freeing up the internal team to accomplish other tasks.”

It’s a win-win for everyone!

Widen Your Search Pool

By outsourcing your recruiting, you widen your search pool tenfold. Think: It’s what RPOs specialize in.

RPOs use a variety of tools to find the best fit for your business’s open positions, including:

  • Sourcing candidates on their own
  • Employee referral programs
  • Company career sites
  • And more

RPO providers have access to “a vast network of applicants and recruiters across multiple industries and geographic areas,” according to this G&A Partners. They also have the technology to “investigate candidates beyond just their resumes and analyze and assess personalities, skill sets, and other qualities.”

Lower Employee Turnover

An employer’s worst nightmare is spending time and money training a new employee, just to have them quit or be let go shortly after.

As an employer, you want the lowest rate of employee turnover possible. Why? Well, low turnover increases both productivity and profitability.

We recognize that hiring can be difficult when it’s not your primary job or focus. It can be hard to weed out subpar applicants on your own, which might include those who are underqualified or unmotivated.

If employee turnover is a concern of yours, outsourcing a team of experts might be a great option for your business.

Save Time

An outsourced recruiting team takes care of the entire hiring process.

This means:

  • Writing job descriptions
  • Candidate screening
  • Improving hiring manager satisfaction
  • Employee branding

By outsourcing your recruiting, you give yourself more time to focus on what’s really important: running your business!

Scalability

One of the best things about hiring an outsourced recruitment team is that they can cater to your recruitment needs at any time. For example, if you need to ramp up employment during the holiday season or over the summer, RPO offers this flexibility.

Interested in learning more about the best recruiting strategies in 2022? Read on for the New Year hiring trends that we’re looking out for. Or, visit our website to learn more about our hiring process at Culture Works.

Work-Life Integration is the New Work-Life Balance

Work Life Integration

Did you know that 60% of Americans say they struggle to keep a healthy balance between their professional and personal lives? But maybe it’s the word “balance” that creates the problem in the first place…

The term ‘work-life integration’ has trumped the traditional concept of ‘work-life balance’ as of late. But what is work-life integration? And why is work-life integration the new-work life balance? (See what we did there? It’s like Orange Is the New Black but with an HR twist!)

Let’s discuss.

What is Work-Life Balance?

Work-life balance, we’ve all heard of it. But what is it?

Work-life balance, according to HR Zone, “refers to the level of prioritization between personal and professional activities in an individual’s life and the level to which activities related to their job are present in the home.”

Typically, in work-life balance, both are equally prioritized. There is a clear distinction between the two with clearly designated “work hours” vs. non-work hours.

In short, when discussing work-life balance, work and life coexist separately.

What is Work-Life Integration?

Work-life integration, on the other hand, is a newly coined term. Work-life integration takes away the “balancing” aspect and instead focuses on integrating the various needs of your daily life.

As the term implies, work-life integration is about integrating work and life together; bringing them closer. There are many ways to do this, but more on that later.

Atlassian explains work-life integration quite well. “Professionals practicing work-life integration care less about what’s ‘work time’ and what’s ‘personal time.’” Instead, they ask themselves, “What’s the best time to do this thing?”

This looks different for each person. For some employees, it might mean working later in the day or night so they can attend a personal event or commitment in the morning.

Work-life integration, unlike work-life balance, “sees every activity in your day as part of a whole.” It’s focused less on compartmentalizing, where parts of your days are broken into ‘buckets’ of sorts.

How Did Life-Work Integration Come About?

We all know that after two years amid a global pandemic, the workspace looks wildly different than it used to. Now more than ever, employees desire flexibility.

In fact, research shows that in the second half of 2021, over 20 million people left their jobs, likely due to a lack of flexibility. The Great Resignation is a phenomenon that we are seeing across the U.S.

According to Fortune, however, it goes beyond people just quitting their jobs. People are rethinking what they want out of life and are challenging the idea of ‘workism’: “the idea that we’re defined primarily by our work, and everything else—i.e. life—must fit into the increasingly small space that is left.”

Work-life integration is one of the answers to preventing The Great Resignation in your business.

Why Do You Need Work-Life Integration?

If the answer isn’t already clear—whether you’re a business owner or an employee—you should consider adopting work-life integration.

Embracing the flexibility that comes with work-life integration lets individuals coordinate their own schedules, which in turn, increases satisfaction in all areas of their lives. Oppositely, research shows that boundary violations result in negative consequences.

As Kaitlin Milliken, multimedia editor of Innovation Leader puts it: “Tailoring an employee’s work situation to their work style and personal situation can help create a productive, balanced work environment… Some thrive in an office setting daily and others are just as efficient working at home some or all of the time.”

“An employee’s personal life does not need to be something that competes with work,” says Milliken. “Enabling people to tend to other parts of their life can help them avoid burnout.

How You Can Promote Work-Life Integration in Your Workplace?

So, how can you achieve this? Although the list is much longer than what we provide below, there is one key way that you can promote work-life integration in your workplace.

Understand what your employees need to create ideal work and life environments!

This considered, here are some examples of what supporting work-life integration might look like in your business:

  • Flexible telecommuting arrangements or childcare
  • Tuition reimbursement
  • Regularly reviewing workloads
  • Focusing on productivity rather than hours
  • Acknowledging that every employee is (and works) different

Read on to learn the best ways to keep employees engaged and excited about work.

Tips for Attracting and Retaining Great Talent

As a business owner, you want to hire the best people. Point blank.

Good thing there are a variety of steps your business can take to attract employees. Fancy offices, standup company culture, and vacation time are all great tools to initially attract employees…

We’ve learned, however, that attracting employees doesn’t matter if you can’t retain these employees.

So, how can you implement the right strategies to not only attract great talent but also to retain great talent? Here’s a list of strategies to implement that will help you attract and retain the employees that are right for your company.

Know the Role You’re Hiring For

So, you’ve got an open position that needs filling. The hiring process should be more than just slapping together a job description and throwing it on LinkedIn. It’s time to get crystal clear about who you are looking for.

According to Entrepreneur, hiring the right people matters more than the many other decisions your team might make. If you can’t hire the correct people, the job, regardless of what it is, cannot be completed.

So, before you post your job for people to apply to, you must first know—in detail—the role you’re hiring for.

Have you established the essential duties and capabilities of the employee you’re hiring? It’s crucial to know exactly what your company is looking for, including:

  • Qualifications
  • Experience
  • Personality
  • Location
  • Even connections

It is better to be specific than too broad, as it will help weed out the less strong applicants.

Additionally, in your job descriptions, it’s crucial to paint a true picture of your business—the entity that the employee will be working for. Establish yourself as someone that is great to work for! But don’t just wear the badge, you have to walk the walk if you talk the talk.

Make Sure Your Employees Are Role and Value-Aligned

Argubly, the most important part of the hiring process is role alignment.

What is role alignment? We love this concept at Culture Works. Simply put, role alignment ensures you find the right fit for the position at hand. Did you know that the wrong hire can cost a business up to $50,000?

So, what’s the best way to ensure a prospect is value and role-aligned? Branch out of the traditional interview format. If all you see is a polished resume and a prospect who’s perfectly prepped for ‘traditional’ interview questions, you won’t find out that they’re not role-aligned until much later.

Job fit needs to be identified during the hiring process.

The best way to evaluate candidates for job fit, according to an article from Entrepreneur Magazine, “is to test their skills beforehand. Whether it’s through an assessment test, mock assignment or trial employment, give job candidates some way to show off the skills listed on their resumes. Most important, regularly train and coach current staff to ensure that they stay aligned with their roles.” But more on that next.

When people are aligned with the roles they take on:

  • They stay
  • They invest in the business
  • They’re accountable
  • And they work hard—because they know what they do makes a difference

Employee retention is the result of role and value-aligned employees.

Invest in Learning and Development

At Culture Works, we are HUGE advocates of implementing Learning and Development (L&D) opportunities on the daily.

No, this doesn’t mean you have to buy everyone lunch every day or treat your team to happy hour (although that would be nice…) It does, however, mean that continued education and growth opportunities should be a priority in your business strategy.

If a company is truly invested in its employees and their futures, their actions should demonstrate that they’re committed to both their personal and professional growth and development.

L&D in the workplace might look like:

  • Your business offering to pay for classes or courses that will improve the employee’s skill set or understanding of the industry
  • Ongoing training
  • Access to workshops and/or seminars

Celebrate Wins

Employees want to feel valued and respected in their jobs beyond their pay. Take a moment to recognize when they have done a good job and remind them that their contribution is important! Celebrate the wins: big and small. You can celebrate wins by expressing gratitude, praising small accomplishments, or gifting movie tickets or coffee giftcards. 

Compensate Accordingly

Competitive compensation packages set a company apart in the hiring and retention game, especially considering the high level of turnover we’re seeing today along with the flourishing job market due to the Great Resignation. 

It seems everywhere an employee looks, there’s a better company to work for. So, powerful compensation is key to retaining your employees.

Compensation comes in a variety of shapes and sizes, and might include:

  • Salaried or hourly wages
  • Benefits (i.e. insurance)
  • Bonuses
  • Stock options
  • Non-monetary compensation
  • The list goes on

A Final Word

The benefits of knowing how to attract and retain great talent are immeasurable. In fact, knowing how to hire, attract, and retain your key employees can lead to:

  • Increased productivity
  • An improved reputation and client base
  • Higher profitability for your business

Surely, however, the tips listed above are not all you can do. Read on to learn more about how your company can attract the right talent and proactive recruitment. And, happy hiring!

How to Create a CSR Roadmap

CSR Roadmap

Does your business have a sustainable CSR program?

Today, the world of business is competitive, and corporate social responsibility (CSR) programs need to go beyond just “donating money.” In order to be effective and admirable, your CSR roadmap needs to be strategically aligned with your business model. But don’t worry—we’re here to help.

Below, we discuss the basics of CSR, including:

  • What is CSR?
  • Why is it important?
  • Some fun CSR examples
  • How to create a CSR roadmap in your business

Let’s get started.

What is CSR?

CSR stands for Corporate Social Responsibility, which is the impact an organization makes on:

  • Society
  • The environment
  • The economy

According to Investopedia, CSR is a “self-regulating business model that helps a company be socially accountable.” Not only to itself but also to its stakeholders and the public.

Prioritizing corporate social responsibility means positively impacting society, the environment, and the economy in its ordinary course of business.

Sometimes, CSR is referred to as ‘corporate citizenship.’

Why is CSR Important?

CSR has gained traction over the past few years especially. Today, more than ever, consumers and clients look to see where companies sit in terms of their CSR efforts.

Katie Schmidt, founder and lead designer of Passion Lilie, puts it best. In an interview with Business News Daily, she said, “What the public thinks of your company is critical to its success… By building a positive image that you believe in, you can make a name for your company as being socially conscious.”

Business News Daily continues. “It is becoming increasingly important to have a socially conscious image. Consumers, employees and stakeholders prioritize CSR when choosing a brand or company, and they are holding corporations accountable for effecting social change with their business beliefs, practices and profits.”

Still don’t understand the impact? Here are some statistics that demonstrate just how important CSR initiatives are to the people you serve.

  • More than half of Americans believe it’s important for companies to take a stand on key social, environmental, and political issues.
  • 70% of Americans believe it’s “somewhat” or “very important” for companies to make the world a better place.
  • “Many Americans claim ‘zero tolerance’ when it comes to infractions of ethical corporate codes,” including 25% of consumers and 22% of investors.
  • According to the ECDC, 93% of CEOs insist that sustainability is the key to success.

Fun CSR Examples!

Did you know that Starbucks and Ben and Jerry’s are considered leaders in the CSR space? Here, you can find a list of socially responsible causes that Ben and Jerry’s has advocated for since 1988. And here, a 23-page report from Starbucks detailing the global environmental and social impact they had in 2020.

Of course, we also have TOMS, whose company mission is to donate a pair of shoes for every pair they sell, Johnson & Johnson has focused on reducing its impact on the planet for three decades, and even Google! Did you know that Google’s data center now uses 50% less energy than others in the world and has committed over $1 billion to renewable energy projects? Wow!

There are so many inspiring examples of CSR programs in corporate America that we at Culture Works believe exemplify purpose alignment. 

How to Create a CSR Roadmap

So, now we know what corporate social responsibility is, why it’s important, and have even pinpointed some of our favorite CSR leaders, let’s now talk high-level about some tangible action steps in creating a CSR roadmap for your business.

Let’s get into it.

Assess Current Efforts

It’s time to get honest. Where do your current CSR efforts stand? Do you have any at all? If the answer is ‘no,’ don’t be ashamed. You’ll be a CSR pro before you know it.

The steps to assessing your current efforts require you to:

  • Collaborate with key internal stakeholders
  • Seek potential emerging issues
  • Conduct oversight to ensure compliance with existing goals and practices

Really THINK About Your Strategy

While donating to XYZ charity down the road might sound great (and easy enough) in theory, it’s best to strategically select the causes your business wants to support. This includes identifying what your business already does well to maximize the effectiveness of your CSR strategy.

What Issues Are Important to Your Clients and Prospects?

Let’s not just throw money at the wall and see what sticks. When creating your CSR strategy, it is absolutely essential to ask yourself: ‘What issues are important to my clients and prospects?’

And why’s that? Well, 87% of consumers would purchase a product based on a company supporting a social or environmental issue the consumer cares about, according to a Cone Communications CSR Study.

Use this to your advantage.

What Issues Are Important to Your Employees?

Additionally, when it comes to CSR, you want to support causes that make your employees (and future employees) proud, too.

According to GlobalGiving, strategic companies use “CSR programs to protect and grow their biggest asset—their employees.”

In fact, 76% “of millennials consider a company’s social and environmental commitments when deciding where to work and 64% would not take a job if a potential employer didn’t have strong corporate social responsibility practices in place.”

Broadcast Positive Impact

Once all of the kinks have been ironed out, it’s time to go public. This means spreading the positive impact that your CSR efforts have made on:

  • Social media
  • Your website (i.e. blog content)
  • Calendars
  • Community publications
  • Monthly or quarterly newsletters
  • Handbooks
  • Brochures

Shout it from the rooftops!

Tying CSR to Your Purpose and Culture Accountability

At Culture Works, we’re all about purpose. When it comes to an effective CSR strategy, it’s a no-brainer that your company’s purpose should aligned with your CSR initiatives.

At Culture Works, when we’re working with a client to identify and create company values, we tie their values to their purpose (which is then later tied to culture operations through performance accountability, your hiring process, culture accountability, and L&D—more information on these awesome topics can be found on our blog).

We know that developing an effective CSR strategy is hard work, but the benefit pays off tenfold. Interested in a similar topic? Read on for more information on why your company culture is defined by your purpose.

How to Create an Employee Handbook

How to Create an Employee Handbook

(You need a lot more than in a traditional handbook!)

There are many terms thrown around the HR space: employee handbook, manual, pamphlet, and review. Same, same but different.

Although there are various terms used, they all have the same goal for your business—security and prevention.

At Culture Works, we receive a lot of questions about employee handbooks, manuals, whatever the heck you want to call them!

Some common questions we receive include:

  • What is an employee handbook?
  • Does my small business need a handbook?
  • What should be included in my employee handbook?
  • What should I avoid while creating an employee handbook?
  • How often should I restructure the handbook?

So, let’s take a closer look into why employee handbooks are essential for any business, and how they can transform your business’s workforce planning. 

What is an Employee Handbook? 

Simply put, an employee handbook is a book or online PDF containing employee and employer guidelines to reference for all job-related information.

No matter the size of the business, an employee handbook is a necessary tool. (We understand that as a small business, you wear a lot of hats for the company, but this doesn’t mean an employee handbook should take the backburner).

In general, an employee handbook is reviewed and signed when a new hire is onboarded. Although the handbook is primarily used for onboarding, it’s important to acknowledge that an employee handbook is not only a resource for employees but is also a resource for employers as well.

Additionally, having a thorough, up-to-date HR handbook can reduce your business’s insurance costs. Clearly, there are many pros to having an employee handbook, regardless of business size.

What Should be Included in an Employee Handbook? 

An employee handbook is normally a large document with guidelines covering the following topics:

  • Equal Opportunity Guidelines
  • Company Culture
  • Paid Time Off (PTO) and Holiday Time
  • Job Expectations
  • Company Mission Statement
  • Company Policies
  • Work Performance Expectations
  • Who to Contact if an Issue Arises

Surprisingly enough, employee handbooks are not required by law. They are, however, as we’ve noted, very helpful and highly recommended.

Most HR representatives consider the employer’s handbook as an active document, which means that throughout the year, notes can be added and reviewed when policies and employment laws change.

What Should I Avoid When Creating an Employee Handbook? 

Creating and maintaining employee manuals in California is more difficult than in other states. This is because policies and guidelines are constantly being adjusted. 

It’s almost impossible to keep up, which is why adding notes and using the employee handbook as an active document is a helpful practice to follow.

Ideally, an employee handbook should be written by an HR consultant or professional, or an employment attorney. Although there are tools that can help employers build a handbook, it’s better to practice to collaborate with a professional. 

Forbes lists common mistakes that are made when creating an employee handbook, and they are worth paying attention to. Key takeaways include:

  • Not having a process for reconstructing the handbook
  • Using the handbook as a form of control
  • Failing to notify employees if there are changes to the handbook
  • Using only a template 
  • Vague language

Again, your company mission and values should align with the handbook.

When Should You Review Your Employee Handbook? 

The simple answer? Always.

Again, most HR representatives see the handbook as an active document. This means that throughout the year when policies and general guidelines change, notes can be added and reviewed.

An employee handbook is most helpful when constantly added to and reviewed. This way, the handbook will stay perfectly up-to-date without annual revisions, which is important if an issue arises. A handbook is a great reference point.

A Final Word

As an employer, it can be helpful to see the employee handbook as a resource, not just another box to check off the list.

It should essentially be seen as a big information source. There is a lot of information to keep track of as an employer. If an employee gets called to jury duty, for example, do they receive paid time off? Check the employee handbook.If you’re a small business and haven’t officially created an employee handbook, it would be helpful to contact an HR professional to assist in the process. Read our blog, “Small Businesses: How to know when you need HR” for more information.

How Learning and Development Can Transform Your Company Culture

How Learning and Development Can Transform Your Company Culture

It is not enough for a company to say it invest in its company culture. Creating a healthy workplace environment is a process that takes time and commitment. A factor that is often forgotten with any process is that learning new skills is essential to change. With learning comes vulnerability.

So, let’s chat about the power of learning and development within the workplace.

What Is Learning and Development? 

Learning and development (L&D) is an HR function: “a way of accruing value in employees that involves evaluating staff for potential and then developing it… on-boarding new staff and honing the skills of current employees.” 

How is this accomplished? 

By “using appropriate curriculum and techniques such as coaching, individual and team training, and staff assessments. Learning management systems also increase employee engagement.”

To reiterate the importance of L&D, we acknowledge that, “The term ‘learning’ often applies to immediate teaching, and ‘development’ has a longer-term connotation.”

Why Learning and Development? 

Culture Works acknowledges that part of our impact is through: 

  • Purpose
  • People
  • Process. 

The process means that we align HR and operations to simplify internal processes. We drive results by implementing HR infrastructure upgrades which are the building blocks of aligned organizational culture and business goals.

Learning and development are creating specific skills and connections that stay with employees when they leave the office for the day. Learning and development, in the long run, boost company culture while also improving the bottom line. L&D programs, in short, benefits employees and the company as a whole.

Creating a positive work environment with L&D

The news of the Great Resignation affecting all industries right now has pushed for more active implementation for positive company cultures in the workplace. There are ways to improve positive company culture with L&D. 

Utilize KSAs, not KPIs

In order to be a company that values a learning culture, you should put more emphasis on KSAs (knowledge, skills, and abilities) rather than key performance indicators (KPIs). Employees should be encouraged to better themselves in order to contribute to the greater success of the business. 

It’s important for employees to understand that learning and experimenting with new skills in the workplace is encouraged as well as expected. Empowering employees to take the initiative in their development is one of the best ways to help your employees and your company grow. 

Continually measure and adapt

In everything you do, it’s important to assess the results. These assessments will give you the information you need to build a better program and keep your employees motivated. 

Employee surveys are a great way to assess your efforts. Start with an assessment to establish benchmarks in areas like knowledge and performance. Once you have the base assessment, you can base your further efforts on the evaluation. These will help you uncover the impact of the program on retention, internal mobility, business results, and other factors that lead to success. 

It’s also important to assess employee responses to your efforts. Are employees taking advantage of the provided opportunities? Are they utilizing the online resources? If not, you may need to change course. 

Engage your middle management

It is said that company culture changes start from the top down, and while that is true (without high-level buy-in any culture initiative will fail), it is also essential to engage your middle management. If your mid-level managers do not understand the importance of learning and development, their direct reports will never completely buy-in. 

Middle managers need to know that the learning and development programs are designed to help keep employee skills up to date, and prepare their employees for potential growth opportunities. 

Managers can serve as a mentor to their employees, performing the training programs, and following up after. When employees take the time to develop new skills, it makes them better contributors to the team and gives them the opportunity to act as team players. When managers understand this, they will buy-in.

Recognize the difference between skills and behaviors. 

Understanding the difference between skills and behaviors will help you tailor your programs to ensure employee success. Skills are typically straightforward to learn and can be easily transferred in an online teaching environment. 

Changes in behavior are more complex. How people act in specific circumstances, like high-pressure situations, is more challenging to teach. Teaching the ‘why’ behind behaviors helps to promote a greater learning environment. You must teach your employees how you would like them to conduct themselves in the workplace. Part of this teaching process is modeling the behavior you’re actively encouraging your workforce to implement yourself. 

For example, if you have a collaborative, candid environment, you would do well to give employees the skills to be candid, accept honest feedback, and collaborate with teams. Understanding how your corporate culture meshes with your employees’ communication styles will define your company’s overall approach to learning. 

Are you debating if your company truly has a positive culture, one that implements Learning and Development? Read our blog to learn the 5 signs that your company does have a positive company culture. 

Creating Your 2021 Vision Board

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Creating Your 2021 Vision Board

You may think vision boards are cheesy, pointless, and unsuccessful, however, they offer a great avenue to organize your goals for the next year. A vision board is quite literally a physical representation of your goals. For a vision board to actually work effectively, you have to engage with it. It should serve as motivation to work toward your goals and make them a reality. 

Read more

Understanding Furloughs and Layoffs During COVID

Understanding Furloughs and Layoffs During COVID

It seems as if the COVID-19 business shutdowns are far from over. With a new strain of COVID-19 appearing in the United States, it’s safe to say that employers should be prepared for potential shutdowns. After all, in December 2020, employers are said to have laid off upwards of 140,000 employees. 

With that being said, as an employer, it’s important to understand what direction you should go in terms of furloughs and layoffs regarding your workforce. In some cases, furloughing employees might be more beneficial for both you and your employees. 

Read more

Happy Thanksgiving from the Culture Works Team!

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happy thanksgiving from the culture works team!

I think we can all agree, 2020 has thrown us some serious curveballs. However, there is still so much to be thankful for. According to Harvard Health, the practice of gratitude is strongly associated with greater happiness, and I think we can all agree we would love some of that right now. 

Read more

How to Integrate Purpose into Your Workplace

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5 tips to help you integrate purpose into your workplace

Integrating purpose into your workplace attributes to a better company culture with employees who are engaged and excited about work.

Read more

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