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5 Recruitment Trends of 2017

 

By Morgan International Staff Writers

As the end of 2017 fast approaches, we are reflecting on the recruitment trends we have seen so far this year, and almost certainly look to continue into 2018. These are our top 5.

More employee referrals please

Employee referrals have been incredibly important as organizations would prefer to offer a fixed monetary incentive to their own staff rather than incurring the high costs charged by recruitment consultancies. Also, employees will typically have a network of peers from previous roles – often with career profiles similar to their own.

 

More automation tools

Recruitment is labour intensive in the digital age – as applying for a role can be done in the click of a button, organizations can be inundated with applications. Therefore savvy organizations are seeking ways to automate the process and identify the best candidates more easily.

 

More flexible working

Most employees value the ability to work flexibly and are increasingly wanting to understand if this is a possibility during the recruitment process. Therefore expect employers to offer work flexibility as part of their compensation package to employees.

 

Employers thinking mobile

Job seekers are busier than ever, and they expect to be able to hunt for jobs on the move. Therefore expect to see employers putting an emphasis on mobile visibility such as apps and ensuring their websites are optimised across platforms.

 

More social media

Employers will make greater use of social media platforms to reach out to candidates and engage with them in a meaningful way. Expect this to start moving beyond LinkedIn to Instagram and Snapchat.

 

In Summary

The trends of 2017 will almost certainly continue into 2018 as organizations seek to simplify the recruitment process and also lower the costs of attracting talent. To do this they will undoubtedly increasingly rely on information technology such as mobility and social media platforms.

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Do you need an HR department?

 

By Morgan International Staff Writers

It is standard for large organizations to have an HR department, however smaller businesses may not view a dedicated resource/s as commercially feasible or essential. Often the business owners themselves take on tasks such as payroll, employee grievance and recruitment. However there does come a point at which it is more beneficial to set up an HR department, albeit if that starts with just one or two human resource specialists. So where is the tipping point?

 

  • Opportunity cost

There is a point where the opportunity cost for the business owner of not focussing on their core responsibilities outweighs that of employing a resource. In simple terms, the business owner is more valuable doing other tasks than the fully loaded cost of the dedicated HR employee.

 

  • Legislative difficulties

For obvious reasons, the law is stringent with respect to the treatment of employees. Hiring, firing, salaries, promoting, and demoting are all protected from a legislative perspective, and there are consequences for those who do not adhere with the law. Therefore the more complex the business becomes, and the more employees there are, the greater the risk of falling foul of the law becomes.

 

  • HR is only viewed as transactional

When HR is managed by a non-HR professional, it tends to be seen as a transactional activity, and it is not recognised as a strategic function that has opportunity to offer organisational benefit. This perspective restricts or prevents the huge strategic benefit that most organisations now recognise what HR has to offer to their business.

 

In Summary

With the opening of any new department, or indeed simply dedicating just one resource, there are a number of implications to the organisation – typically primarily cost. Therefore it should be a cost benefit analysis of having an HR department, versus not having one. The points provided above are typical factors in the decision making process.

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When to change how you lead

By Morgan International Staff Writers

It’s fair to say that the world of business is becoming increasingly demanding due to the fast paced and often challenging times we live in.

This often means that business leaders are forced to respond to change faster than ever before. But does this mean that you have to change the way you lead? And, if it does, when’s the right time to change?

There are a number of different leadership styles, all offering their own pros and cons, and each potentially effective in their own way. However, that’s not to say that all leadership styles are appropriate or effective for all businesses, employees, and leaders.

The main management styles are:

• Directive

The leader closely controls employees and motivates them through threats and discipline. The classic, “do it the way I tell you” manager.

This style of leadership is most effective when there is a crisis or when deviations are risky, but is not effective with underdeveloped or highly skilled employees.

• Authoritative

The firm but fair manager who gives employees clear direction and motivates through persuasion and feedback on performance.

This style of leadership is most effective when the leader is credible and when clear directions and standards are needed, but ineffective when employees are underdeveloped or the leader is not credible.

• Affiliative

The people first, task second manager who avoids conflict, focuses on good personal relationships between employees, and motivates by trying to keep people happy.

This style of leadership is most effective when used in conjunction with other leadership styles, for routine tasks, and managing conflict. It is not effective when performance is inadequate or when a crisis situation requires direction.
• Participative

The everyone has input manager who encourages employee input in decision making and motivates by rewarding team effort.

This style of leadership is most effective when employees are working together, when staff have experience and credibility, and in a steady working environment. It is least effective when employees must be co-ordinated, when there is a crisis, or when there is a lack of competency.

• Pacesetting

The ‘do it myself’ manager who performs many tasks personally and expects employees to follow by example. Motivates by setting high standards and expects self-direction from employees.

This type of leadership is most effective when people are highly motivated and competent, requiring little direction or co-ordination.

• Coaching

The developmental manager who helps and encourages employees to develop their strengths and improve their performance. Motivates by providing opportunities for professional development.

This leadership style is most effective when skills need to be developed and when employees are motivated and keen to embrace development.

Before you change your leadership style, it’s important that you understand what type of leader you are and why change is needed.

Changing your management style certainly isn’t easy, but it’s worth it in the long term. There are a number of times in which change can be highly effective, or even essential.

Of course, you might not see results instantly, and it can be all too tempting to fall back into your old ways. But stay aware of your personal progress and keep yourself on track.

But that’s not to say that you can’t rethink your approach. If you find that, despite your best efforts, your new management methods aren’t proving beneficial for your team, you might need to alter your approach again.

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Is it time to outsource your family business’ HR activity?

By Morgan International Staff Writers

When you’re a family run business, it can be difficult to know when to keep your business activities in house, and within the family, and when to outsource them to external parties.

 

The importance of HR within a family business

 

HR is important within any business or organisation. However, within a family-run business, it plays a more crucial role. Why? Here are just a couple of reasons:

 

  • Family businesses often treat their employees as family (even if they aren’t). This makes it more important that HR issues are handled with the necessary care and respect.
  • Family dynamics can complicate the emotional environment of a family business.
  • The family’s relationships and reputation are at stake.
  • The livelihoods and fortunes of business families are tied up in the companies they run, so they need to secure maximum value out of the business.

 

Why Outsource?

 

Due to the factors outlined above, HR can contribute a great deal to a family run business. And bringing in an external HR professional can be highly advantageous.

 

Although HR is frequently perceived to be a relatively easy business function, creating processes and systems that optimise engagement, productivity, and satisfaction is far from simple. And in a family run business, it’s important its done right.

 

Save Time

 

Most family business owners are all too familiar with the frustrations of spending their valuable time on human resources activities. Outsourcing your HR will free you up to spend more time on revenue generating activities.

 

Skills and Knowledge

 

An external HR consultant will be a skilled and experienced HR expert who will utilise those skills to ensure that your HR activities offer optimum performance, impact, and results.

 

Save Money

 

Rather than paying a full time wage for an in house HR consultant, outsourcing will allow you to pay just for what you need, when you need it.

 

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Job descriptions – why they’re important and how they can prove beneficial to your company

By Morgan International Staff Writers

A job description is essential part of the recruitment and staffing process, helping potential candidates to clearly see if they possess the necessary skills, knowledge, and expernce to fill the role.

But did you know that an effective job description can also be a powerful management tool?

Here’s a rundown of the range of uses of a good job description:

• Performance Management

A well-crafted job description provides a clear and comprehensive outline of the duties that are assigned to the role. Within a performance management context, these can be used to set goals and targets and then monitor progress.

• Training and Development

Job descriptions can also be used to encourage on-going training and development. If your employees can clearly see what steps they need to take to reach their next role or position within the company, they are more likely to pursue the relevant training and development options.

• Pay Grades

An accurate, well-written job description can be incredibly helpful when it comes to standardising pay grades and outlining the upper and lower limits for each role.

• Reward and Recognition

As the job description will clearly outline the minimum expected from each employee, you can encourage them to go above and beyond their job description as part of your reward and recognition scheme.

On the other hand, if employees are under-performing, the job description can be used to highlight problem areas and illustrate the level of performance expected.

• Essential Job Function Analysis

A thorough, well-written job description will provide details on the essential functions of a position. This can be extremely useful when it comes to Equality and Diversity in the work place, highlighting the essential prerequisites for each role and also providing a defence against charges of employment discrimination

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What makes a CEO exceptional?

There are a number of qualities, skills, and characteristics that you need to possess in order to become an exceptional CEO. After all, although the life of a CEO can be extremely fulfilling, it can also be challenging and daunting.

 

From making strategic decisions on a daily basis through to assembling and leading management teams, CEOs are responsible for ensuring that a business is not only profitable, but also successful and credible.

 

The role of a CEO is not only to lead organisations through prosperous times, but also to take control during periods of uncertainty. In fact, the majority of CEOs are appointed to guide a company through bankruptcy proceedings and strategically reposition them in some of the most challenging economic conditions.

 

With this in mind, it’s easy to see why exceptional leadership skills are required from any acting CEO. But what makes a CEO exceptional?

 

The ability to make a decision with conviction

 

Some of the world’s best CEOs not only understand how to steer a company in the right direction, but they also have the rare ability to make decisions with conviction.

 

An exceptional CEO is able to make decisions earlier, faster and with the upmost conviction, which are qualities that often needed in a fast paced and often volatile world of business.

 

 

An outside perspective

 

Some of the world’s most exceptional CEOs are those that are hired outside of the company, meaning they are able to conduct their role with a fresh pair of eyes and open mind.  There has been a significant amount of research that has also indicated that CEOs hired externally are much more likely to enforce more strategic levers.

 

 

The ability to take action 

 

 

A great CEO will also approach every challenge, objective and barrier with a strategic plan of action. This allows CEOs to re-position low performing companies, build trust and increase credibility.

 

But most importantly, every successful CEO must adopt a transparent approach to the way they run their company. This is not only vital from an outside perspective but it’s also important that all employees trust and respect their business decisions.

 

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4 Performance Trends All Organizations Must Consider In 2017

By: Morgan International Staff Writers

Here are 4 key performance trends that your organisation should consider this year:

1. Positive Employee Experience

Keeping your employees happy and engaged is not only key for a successful workplace, but it is also beneficial to the recruitment process. After all, if your employees or former employees share reports of their bad experience working for you, this could well put off prospective candidates.

In fact, a recent Workplace Trends study found that 83% of HR professionals believe that a positive employee experience is key to the overall success of an organisation.

With this in mind, 2017 sees an increasing focus on employee engagement, with the employee experience fast becoming as crucial as the customer experience.
2. Coaching and Development

According to recent trends, it’s time to move away from annual performance reviews and instead focus on performance growth and development. This change in leadership focus sees managers take a more hands on approach to leadership, helping to develop their employees’ skill sets.

This trend is being driven by the increasing desire of employees for evolution and progression within their roles. So get together with your team on a regular basis, talk through their strengths and weaknesses, and provide tools and opportunities to develop their skills.
3. Freelancers

It’s clear to see that the gig economy is on the rise, as freelancing becomes an increasingly appealing option for many. And this trend is set to continue, with Forbes predicting that over 40% of the workforce will be freelance within the next couple of years.

With this in mind, you can expect to see more workforces that are made up of a mixture of freelancers, full time, and part time staff. This, in turn, will increase the need for effective strategies to engage freelancers.
4. Perks that Work

Whilst perks and rewards are a key element in employee engagement, they don’t have to cost the earth. Current trends are steering employers to cheap, creative perks. Think a more relaxed dress code, the flexibility to work from home, and more.

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Why are Summer Internships so important?

By Morgan International Staff Writers

In today’s volatile economic climate, the majority of young people are finding it increasingly difficult to make the transition from school, college, or university into the workplace.

This is mainly because the majority of employers prefer potential employees to have some form of work experience under their belt.

With this in mind, summer internships and work experience are now more important than ever before, allowing students to gain valuable, hands on experience in their chosen career.

Allowing candidates to stand out from the competition, a summer internship not only shows potential employers that you are committed and dedicated to securing your dream job, but it also secures you real life experience and exposure.

Here’s our guide to why summer internships are so important and worthwhile:
Valuable towards your career

An internship will allow you to gain a first hand insight into what it is actually like to work in the real world.

It will not only allow you to expand your skills, but it will also allow you to put all of your theoretical knowledge into practice.

Of course, when it comes to attending that all-important interview for your dream role, but it will also give you a lot to talk about and experiences to call upon.

Is the job right for you?
One of the main advantages of a summer internships is that it will help you to decide whether your chosen career path is actually for you. You will be surprised a how many people discover reality does not meet their expectations.

For many interns, the experience is a steep learning curve that not only encourages them to step out of their comfort zone, but also allows them to explore their options when it comes to understanding how they can progress in their chosen career.

Get connected

In the world of business, it’s often the case that it’s not what you know but who you know!

Today, the majority of young people find work through contacting their connections. A summer internship is a great networking opportunity, allowing those looking for work to establish professional relationships in order to advance their professional careers.

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Are you being underpaid? – 5 Ways to Find Out

 

By Morgan International Staff Writers

Financial reward is a huge motivational factor for most people, regardless of what line of work you are in. They say money makes the world go round and let’s face it, not many people choose to work for free. So it is obviously a high priority for employees to ensure they are getting paid the going rate. For years there has been a growing awareness that there is an equality gap when it comes to pay, with many women being left short-changed. Unfairness with respect to salaries is not just a gender issue either; there are many people who find themselves in the situation where they are being underpaid for their services.

 

Here is how you can find out if you are being underpaid:

 

  1. Salary Comparison – It is much easier these days to find out the average salary for your role. Unless you have a very unique and uncommon type of job, you should be able to use apps like Glassdoor’s Know Your Worth.

 

  1. Advertised Jobs – Do a bit of research on what the typical salary is for your role by checking job websites and apps. You might find that salaries have changed significantly for your type of role. For example, there is a much higher demand for highly skilled IT based roles and this has been reflected in pay structures at most businesses.

 

  1. Speak to recruiters – Even if you’re not looking to move to another company, get linked up with a recruiter and they may be able to give you some inside knowledge into what you should expect to get paid. You may even find that they have a job that is perfect for you and with a better salary!

 

  1. Self-evaluation – You should have a fairly good idea of how well you are performing against other colleagues in the same role. If you know that you are performing better and not seeing financial recognition for that, or you have been in the same role for a while without a pay rise, you should be asking questions.

 

  1. Colleague lifestyles – People don’t usually openly discuss their salaries, but if you can see that your same level colleagues are enjoying the high life and you are struggling to make ends meet, then ask yourself why. There could be a simple explanation like they are living beyond their means or you have outgoings that they don’t have, but if there are no obvious reasons for the lifestyle gap then you could be getting underpaid.

 

Nobody should have to accept being underpaid, and there are so many options to check average salaries that make it easy to work out if you are affected. If you don’t take action now you could be losing out on a huge amount of money over the remainder of your career.

Project Management and Change Management – Both Vital To Strategic Change

Project Management and Change Management – Both Vital To Strategic Change

By Morgan International Staff Writers

It is common for the terms ‘project management’ and ‘change management’ to be used interchangeably, but they are actually two different disciplines. They encroach on one another when an organisation implements strategic change, but their objectives are completely different.
One focuses on implementing change on a practical basis, and the other on how people are affected by that change:
• The aim of a project manager is to ensure that project goals are met on a practical level, using a fixed strategic plan and timeline of events. It is easy to see if a project is falling behind, as milestones are included between the fixed start and end dates.

• A change manager, on the other hand, does not follow such a rigid plan, although they do use processes and methodologies to achieve their goal of minimising impact. Change management has to be fluid by nature, to address the ongoing concerns of staff and other stakeholders about the project and its effect on them.
What does a project manager do?
The role of a project manager is to ensure the project is delivered on time, using well-established and clearly-defined methodologies. They use their leadership, organisational, and communication skills with the aim of effecting a seamless transition.
• Arranging meetings and communicating progress to other members of the project team, corporate executives, stakeholders, and anyone else involved in the strategic plans
• Ensuring deadlines are met, and that the project stays on track
• Managing the risks inherent in any large-scale project
And what is the role of the change manager?
Reorganisation and transformation can affect staff on many levels, and it is the role of the change manager to make the physical process of making changes smoother, minimising delays caused by stakeholder reluctance.
Change managers will be part of the overall project team, attending meetings, and working to help staff accept and better deal with the forthcoming changes on a day-to-day basis.
• Encouraging stakeholder acceptance of the change
• Promoting the value of its implementation
• Minimising the anxieties and concerns of staff
Project management and change management each require specific knowledge and expertise. Learn the skills needed in a project or change management role and further your career by enrolling on one of our accredited training programs.