Recruitment Challenges Ahead of a Looming Economic Crisis

Recruiters are facing an uphill battle as the economy continues to slump. Nearly half of all companies have frozen or reduced hiring in the past six months. Moreover, that number is only expected to grow in the coming year. In addition, more and more companies are turning to contract workers instead of full-time employees.

What does this mean for recruiters? Well, it means that they need to get creative in their recruiting efforts. They can no longer rely on the same old methods of finding candidates; they need to be proactive and use every tool.

Here are some of the biggest challenges recruiters are facing now and how to overcome them.

A Shrinking Job Market

In recent years, the job market has seen unprecedented volatility. First, there was the Great Recession, which led to mass layoffs and a slowdown in hiring. Then, there was a period of solid growth as the economy recovered, and companies started to compete for top talent again. 

Unfortunately, we appear to be on the cusp of another economic downturn, and the job market is again shrinking. This presents a big challenge for recruiters, who must find ways to source candidates in a tight labor market.

According to David Aylor, Founder & CEO of David Aylor, "In a shrinking job market, it becomes more difficult to identify top talent. There are fewer people looking for work and more people staying put in their current roles. As a result, the pool of candidates that recruiters have to choose from shrinks."

To overcome this challenge, Aylor recommends that recruiters "get creative in their sourcing efforts and use a variety of tools to find candidates. Networking, social media, job boards, and employee referrals are all great sources of candidates in a tight labor market."

There are a few ways that recruiters can overcome this challenge:

  1. They can use social media and other online tools to reach a wider pool of candidates.
  2. They can work with staffing agencies and other third-party organizations with access to a larger talent pool.
  3. They can get creative in their sourcing strategies, using employee referral programs, campus recruiting initiatives, and other unconventional methods to find talented candidates who may not be actively looking for a new job.

By being proactive and innovative in their approach, recruiters can find success even in a shrinking job market.

An HR's Guide to Combating "Quiet Quitting" in 2023

The Competition for Talent is Stiff

In today's job market, employers are facing stiff competition for talent. With more people unemployed than ever, there are more job seekers than open positions. Research shows that on average a job posting receives 250 resumes. This means recruiters have to work harder than ever to find the best candidates for their open positions. One way to overcome this challenge is to use social media to reach out to potential candidates.

LinkedIn, in particular, is an excellent platform for connecting with talent. Using LinkedIn's search tools, recruiters can easily find candidates who match their desired skills and experience levels. In addition, LinkedIn provides a platform for recruiters to connect with potential candidates professionally, which can help build trust and rapport.

So, while the competition for talent may be stiff, there are still ways for recruiters to find the best candidates for their open positions. Using social media and other online tools, recruiters can reach out to a larger pool of potential candidates and build relationships with them.

The Cost of Hiring is Increasing

In today's business climate, one of the biggest challenges facing recruiters is increased hiring costs. Organizations are feeling the pinch regarding their budgets with the economy in a downturn. As a result, they are increasingly focused on reducing costs wherever possible.

This pressure has led to a situation where recruiters are being asked to do more with less. To overcome this challenge, recruiters need to be creative and resourceful. They should look for ways to streamline their processes and use technology.

Additionally, they should focus on building solid relationships with candidates so that they are more likely to accept a job offer. By taking these steps, recruiters can overcome the challenge of increased hiring costs and help their organizations save money in the long run.

According to Anthony Martin, Founder and CEO, Choice Mutual, "The cost of hiring is always a concern for businesses, but in today's climate, it is an especially pressing issue. Recruiters need to be creative and resourceful in their approach to sourcing and hiring so that they can help their organizations save money."

The Talent Shortage is Real

The talent shortage is a real challenge that recruiters are facing today. With more baby boomers retiring and fewer people entering the workforce, the talent pool is shrinking. This presents a big challenge for recruiters, who must find ways to source candidates in a tight labor market with declining employee retention.

There are a few ways that recruiters can overcome this challenge:

They can use social media and other online tools to reach a wider pool of candidates. They can work with staffing agencies and other third-party organizations with access to a larger talent pool. They can get creative in their sourcing strategies, using employee referral programs, campus recruiting initiatives, and other unconventional methods to find talented candidates who may not be actively looking for a new job.

By being proactive and innovative in their approach, recruiters can find success even in a shrinking job market.

The Rise of Social Media

Social media has drastically changed the way we communicate and connect. In just a few short years, platforms like Facebook, Twitter, and Instagram have transformed from relatively unknown to household names.

As a result, social media has also changed the way recruiters operate. In the past, recruiters primarily relied on word-of-mouth and print advertisements to find potential candidates. However, with the rise of social media, recruiters can now reach a much wider audience with a click of a button. While this is undoubtedly an advantage, it also comes with its challenges.

One of the biggest challenges facing recruiters is the sheer volume of applications they receive. With millions of people using social media, it can be overwhelming for recruiters to sift through all the applications and find the perfect candidate.

In addition, social media can also create a false sense of connection between recruiters and candidates. Because of this, it is essential for recruiters to use social media wisely and not allow it to replace traditional recruiting methods altogether.

While social media may present some challenges, there is no doubt that it is here to stay. By learning how to navigate these challenges, recruiters can ensure that they can find the best candidates for their open positions–even amid an economic crisis.

According to Catherine Schwartz, Finance Editor of Crediful, "Social media is incredibly important for recruiting talent. It's one of the best ways to reach potential candidates and show them what your company is all about. You can also use social media to find out more about potential candidates and see if they would be a good fit for your company."

Conclusion

Despite the challenges that come with recruiting during an economic crisis, there are steps that recruiters can take to overcome them. By being creative and resourceful, utilizing technology, and building solid relationships with candidates, recruiters can find the best candidates for their open positions.

Additionally, by understanding the impact of social media and using it wisely, recruiters can ensure that they can connect with candidates in a meaningful way. By taking these steps, recruiters can set themselves up for success–even amid an economic crisis.


Rachel Ann Tee-Melegrito
Health and Tech Freelance Content Writer 
LinkedIn

The Role of Human Resources in Running a Wholesale Business

The human resources (HR) department of any company is in charge of finding the best employees for the organization's workforce.

The HR department has to devise strategies to ensure employee productivity.

And just like other companies, a wholesale business also requires an HR team to conveniently manage all the workforce aspects.

In this article, we'll look at the significance of human resources in a wholesale business.

Evaluating and Recruiting Capable Staff

Employees are the backbone of the success of any organization. 

Like any other organization, a wholesale employer needs capable staff to run the business.

However, finding the right people for the right tasks takes a lot of work. Human resource executives are in charge of the entire recruiting process, from start to finish.

To be good at their job, a human resource executive should be well-versed in the operations of various wholesale business departments.

The Hiring Process

The HR executive should be familiar with the various aspects of wholesale, such as warehousing, marketing, logistics, and customer service.

It is then that the executive can determine whether a candidate has the necessary skills for the position.

The HR team evaluates candidates' resumes, which include essential information such as their profile, work experience, skills, and qualifications.

They evaluate these candidates during job interviews and must decide if they can add value to the company.

First, the HR team conducts interviews with the candidates. 

And if they believe a candidate is qualified, they will invite them to the next round of interviews, including senior executives from the departments for which candidates are applying.

Hiring the right people contributes to the company's growth, and human resources are credited with hiring valuable assets.

Training And Development

After hiring employees, human resources make plans to train them for their assigned jobs.

Some businesses deliver onboarding that can last several days or weeks. Trainers teach these recruits how to perform their duties and what to expect from their positions.

The training module is different for various fields of a wholesale business, such as:

  • Accountants who are looking after the company's finances
  • E-commerce experts in managing the company's online stores on online B2B marketplaces such as SeeBiz or Tundra
  • CRM specialists manage everything related to the customer relationship
  • Inventory associates audit the company's stock and operate inventory management systems
  • Warehouse staff to manage various tasks of a warehouse, including:
    • Stocking products in racks
    • Picking and packing products
    • Loading product pallets into cargoes for shipping
    • Handling and repairing mechanical equipment

The trainers educate these recruits with some basic information about the company. 

It helps them understand the organization's vision, goals, and policies that employees must comply with.

Once these trainees have completed their training, human resources ensure they are at ease in the workplace.

6 HR Documents for Ensuring a Great Company Culture

Formulating Strategies For Employees

HR must strategically plan how to manage the wholesale organization's workforce. It includes all things related to the organization's workforce.

These strategies require compliance with the government's labor laws.

And because each state in the United States has its own labor laws, these laws may differ depending on where the business is located.

There are several aspects to developing employee management strategies. Human resources determine how many leaves an employee can take in a calendar year.

They can also take strict action in cases of uninformed or consistent absenteeism by deducting the staff's salary or fining them.

Moreover, some businesses also provide their employees additional benefits such as medical insurance or health care.

Developing Company Policies For Employees

It is very common for businesses to create company policies for their employees. 

Human resources are in charge of developing and implementing these policies for employees.

Employees must adhere to workplace policies, and human resources must ensure that the staff does not violate them.

For example, HR can prohibit wholesale employees from smoking in the warehouse.

It's because wholesale warehouses are enclosed storage facilities. And smoking not only pollutes the environment, but it can also lead to explosions if combustible products are in the inventory or machinery in space.

Workplace Engagement

Workplace engagement is defined as an employee's loyalty to the organization and dedication and responsibility to duty.

Unfortunately, workplace engagement is declining in the United States.

According to recent Gallup workplace research and consulting studies, only 32% of employees in the country are engaged with their company.

These statistics are alarming for human resources and the organization as a whole. It is critical for human resources to ensure that employees show total commitment.

Human resources have to take care of their employees to maximize their abilities. They must motivate them, and human resources can do so in various ways.

One way is to reward the staff with bonuses such as paying them extra for working more hours than the regular duty hours of the shift. 

Management can incentivize employees to perform better through workplace appreciation.

Another is that human resources can ask employees for feedback on their work and counsel them if they are having difficulty.

To Sum Up

Human resource management is critical for effectively managing all aspects of workers in any organization, including a wholesale business.

The key to a company's success is managing its workforce with proper planning and strategy to increase labor, operations, and sales productivity.

The unity and teamwork of company employees lead to the growth of a business.

What Is Company Culture?

company culture

Company culture is defined as a shared set of goals, practices, and a general attitude of the company. Company culture is not necessarily a formal program. Instead, it focuses more on the environment, employees, and values. The company's working environment, leadership, goals, and values are all vital parts of a company's culture. How employees interact with each other, their leadership and outside forces also help enforce a company culture.  Some common words that describe a corporate culture include; flexible, challenging, inclusive, collaborative, and motivating. 

Importance of Company Culture 

Why does a company need a culture? Simply put, a company that doesn’t have a strong culture is set to fail. Without a strong, positive culture, companies could lose out on employee retention, a positive work environment, strong leadership, and more. 

An additional risk associated with a lack of company culture is the potential of one building on its own. According to INC, company culture is a “summation of your behaviors.” Employees and leadership are left to their devices if a company doesn’t have clear values and expectations. They can behave how they want (within reason, of course), as the environment becomes a compilation of different cultures. 

“...if people in your company don't have the skills to behave in the way that supports your culture, you'll end up with behaviors that undermine it. As much as your people need to be skilled on the technical side of things, they need to learn how to work in the culture you want. This requires investment in building those skills.”

James Sudakow, INC
Kudoboard is perfect for team appreciation ❤️

A Kudoboard business plan makes birthdays, shout-outs, and retirements SO much easier. Check out our business plans.

3 Benefits of a Positive Company Culture

Now that we’ve established the importance of having a company culture, let’s discuss three significant benefits of having a positive culture. 

First, A company that has a positive culture will impact employee retention. Employees who are happy at their company are more inclined to stay. Employee retention reduces unnecessary turnover, money spent on training new hires and encourages loyalty. 

Second, company culture impacts employee and company success. Employees that understand the expectations their company has for them. Clear expectations and a positive environment lead to increased productivity and workers ready to go the extra mile for their company. 

Third, companies with a strong, positive culture have increased appreciation between employees and management. This is important because it boosts morale, engagement, and productivity. It also leads to better collaboration overall. 

If you are looking for more reasons to foster a positive workplace culture, here are seven more benefits of a healthy workplace culture. 

Read More: Why Employee Retention Matters

What a Toxic Culture Looks Like

When I think of a positive work environment, some of the first words that come to mind are encouraging, supportive, and constructive. A toxic work environment/culture is the opposite of that. A hostile workplace culture includes poor management styles and unhealthy habits among coworkers. These habits could include gossiping, unhealthy competition, lack of time off/breaks, etc. Toxic cultures also practice bullying, lack of trust, discrimination, and more. These (and more) are all signs of a toxic culture that should be avoided. To learn more, here are ten signs of toxic company culture.

4 Steps to Building A Company Culture

Building an organizational culture may seem daunting. However, as stated earlier, the benefits will be so rewarding. Below are four steps a company can start immediately that will affect their company’s culture. 

Quality Leadership

Before determining and establishing a corporate culture, it is time to evaluate leadership. Leadership has an incredible impact on culture. Leaders set the tone through their actions, such as delegating, interacting with employees, managing work, and leading. 

For example, quality leaders would know what their employees are working/doing at work. However, O.C. Tanner reports that only 54% of employees say their leaders understand what they do while at work. If leaders don’t know what is happening in their company, how can they properly lead/manage employees? 

In that same study from 0.C. Tanner, only 56% of employees feel valued by leadership. It is tough to work in an environment where one doesn’t feel valued by their management. Finding leaders who connect with their employees, are role models, and empower and recognize employees will make a difference in company culture and the employee experience.  

Establish Core Values

A significant first step is establishing core values. What do you want to be at the heart of your company? What words or phrases appear when you think about how your company will be perceived? Getting with colleagues and leaders in the company and getting on the same page is vital to success. 

Below are five examples of core value words/phrases to get started. 

  1. Driven 
  2. Helpful 
  3. Empower Others
  4. Trust
  5. Integrity

BuiltIn has a great list of 49 Core Value Examples from actual companies. Companies like Airbnb, Canva, Headspace, and more all have core values at the heart of their company to help guide leadership and employees. Through using core values, companies have had great success in creating positive work culture.   

Set Goals

After evaluating and finding quality leaders to guide your company’s success and establishing core values, a great next step would be setting goals for your company and employees. Set achievable goals that won’t take too long (it is good to have both long and short-term goals) and ones that support the company's core values. Splitting up goals into categories could be helpful. Below are three categories a company could use when setting goals: 

  1. Personal 

These would be set by leaders and employees and would be specific personal goals that support their particular priorities. Examples include improved team member engagement (individually and as a team) or creating a better work-life balance. 

  1. Departmental

Departmental goals would be set by heads of departments and would be specific for their employees. These could include end-of-quarter goals, collaboration goals, and transparency between management and employees. 

  1. Organizational

Organizational goals would be set by the company's leadership and include themselves and all employees. These could consist of cultural pursuits, well-being goals, and end-of-year goals. 

Following a specific goal-making program is also helpful. S.M.A.R.T. goals (specific, measurable, attainable, relevant, and time-based) is a fantastic guideline for creating goals everyone can achieve. 

Involve Team 

Finally, when creating an organizational culture, it is essential to involve everyone. For larger companies, this may seem complicated, but utilizing technology can be helpful. For example, any company could have a digital survey where employees can voice their concerns and add input on what changes they want to see in a company or what is working within it. Involving the employees in creating a culture is vital to the success of the said culture. 

Involving everyone in the company also helps employees feel like they are making a difference and that their voices are heard (both great ways to foster company culture). 

If you are a hybrid company, strong company culture is very achievable. To learn more, read about creating a culture in a hybrid workplace. 

5 Ways To Maintain A Company Culture 

Maintaining a corporate culture doesn’t have to be complicated; below are five ways companies can keep a culture. 

Careful Hiring

Finding employees that make a good “cultural fit” in the company is essential after establishing and creating a company culture. You don’t want to put in all that work towards creating a culture to have one or a few employees break it down. It is important to note that cultural fit does not mean the personality/interests of an employee. Cultural fit refers to how employees respond to the culture and how they work within the company. 

To avoid hiring someone that may not be a good fit, below are two ways a company can incorporate culture into the hiring process. 

  1. Convey the company culture in hiring materials. 

Your company’s culture shouldn’t be a secret from employees or prospective employees. Ensuring prospective employees know the culture will help them understand what is expected. To learn more, this great article covers 6 HR documents needed to provide excellent company culture.

  1. Decide whether or not you need an onboarding specialist

Onboarding specialists can be a valuable asset to the company. They take the pressure off leaders (allowing them time to focus on other tasks) by taking the bulk of hiring responsibilities. Onboarding specialists can also ensure that potential hires would be a good fit for the company (including culturally). 

Make Training Accessible

Another way companies can ensure their organizational culture is maintained is through employee training. Employee training does not have to be a tedious task that no one looks forward to. Create an accessible employee training program that helps retain employees and build their confidence in their work. Helping employees succeed through training them also helps foster trust and accountability within the company. 

To ensure training is aligned with company culture, below are three tips for success. 

  1. Ensure leadership, the hiring team, and management are all clear on the company culture, brand, and value. The training should align with the company's core values to help employees maintain the culture. 
  2. Re-evaluate the training program yearly to ensure it aligns with core values/culture. Company culture may change as tweaks are made and the company grows, so evaluating a training program every so often is vital to ensuring that old information isn’t being used. 
  3. Get employee feedback on training programs. Involving employees in the training programs is helpful because they are the ones that have to sit through it. They can tell leadership if the training is practical, too dull, or any other problems they may have. Getting employee feedback also helps employees feel heard. 

Open Communication

A company cannot function well if communication isn’t clear, open, and accessible for all employees. Management, employees, and leadership should have access to one another through clear communication. It can be frustrating and discouraging for employees when they cannot get ahold of management for questions or concerns. It is also disappointing for management when employees are not accessible. 

Connect Outside Work 

team building event

Finally, a company that focuses on connection is one set to succeed. Connection outside and inside of work is essential. For larger companies, planning annual family-friendly functions (paying for families to attend a local attraction such as a zoo or amusement park) is a great way to show appreciation and involve families in the company. Smaller companies can focus on team-building events and annual and quarterly family-friendly functions. While these activities may seem like a lot of effort, they improve the employee experience within the company and help maintain a strong company culture. 

Workplace Appreciation

Of course, workplace appreciation is an excellent way to maintain corporate culture. This article about workplace appreciation gives valuable information on whether workplace appreciation works, different ways to convey employee appreciation, and what to avoid when giving recognition. An awesome and fun way to show appreciation for employees, try creating a kudoboard where colleagues and leaders can highlight the employee’s successes. 

Summing It Up 

Organizational/company culture isn’t just something made out of thin air; it does take hard work from everyone involved. There are specific steps to achieve and maintain a company culture. While it may seem daunting to some companies and their leadership, fostering a company culture is rewarding, and your employees will benefit significantly. 

Best Retirement Gifts for 2023

One trend brought to us during the wildness of the last year was that more people are retiring than ever before.  More than likely, you know one of the 10,000 people who are retiring per day!

We’ve created a list of 21 unique gift categories just for the folks retiring in 2023 — these gifts are better than your everyday gift card, we promise! Even if health or any other concerns are keeping in-person activities at an arm's length for the time being, here are a few retirement gift ideas to make gifting your retiring co-worker, loved one, or friend easy for you to navigate this year.

Read More

How to Throw a Great Retirement Party in 2023

Congratulations to all 2023 retirees! Though the past few years may look different for retirement parties, there are still lots of ways to celebrate a retiree this year and party it up! Whether you're looking for ways to make a virtual retirement party special or themes for retirement party decorations, we’ve put together a list of fun retirement party ideas specific to 2023 — there’s something for everyone to make their retiree’s celebration fun and meaningful.

Read More

How To Give Retirement Wishes To Coworkers

Retirement is such a momentous event — after decades in the workforce, being able to relax and focus on passions other than work is a wonderful gift. If you know someone who is retiring, wishing them a happy retirement—whether it’s writing a thoughtful happy retirement message on a retirement card or saying something thoughtful in person—can be really meaningful to share colleague retirement wishes as they make a big transition to retirement life.

Whether your retiree is a colleague, friend, or family member, we’ve put together a list of examples to help inspire you as you communicate your best wishes and good luck for your retiree. This article is part of a series and we've also got you covered if you'd like to pair your message with a thoughtful retirement gift or if you’re planning an amazing retirement party!

send well wishes for retirement with kudoboard
Read More

An HR’s Guide to Combating “Quiet Quitting” in 2023

If you're in HR, you'll no doubt have seen the words "quiet quitting" while skimming LinkedIn at some point. But what exactly is it? How can you spot it early? And most importantly, what can you do to combat it as we move into 2023?

What is Quiet Quitting?

"Quiet quitting" is when employees have mentally "checked out" and have committed to doing only the minimum expected of them to get by. This could be because they're looking for more fulfilling work elsewhere or because they're burned out and have seen no reward or recognition for their previous effort. This isn't unprecedented, but it's been highlighted as a trend because, after the "great resignation", managers are worried about employee motivation.

Read More

Do You Need An Onboarding Specialist?

A new job might bring a lot of different things: nerves, excitement, anticipation. It’s inevitable that starting a new job will also involve some sort of onboarding process, usually with lots of paperwork and emails with the human resources department. 

It can be intimidating to be the new kid on the block, so it’s helpful to have a person tasked with guiding new employees through this process so they can feel comfortable in their new roles and set up for success. That’s where an onboarding specialist comes in. 

Read More

57 Awesome Retirement Quotes

retirement ecard quotes

Chances are that someone you know will be retiring this year — in recent years, more people have been retiring than ever before. When beginning to write a message for a retirement card, it can be not easy to know how to start. Need a bit of inspiration for your message? We're ready to help you find the perfect retirement quote for them.

We've curated a master list to find you the best quote on retirement, getting older, and living well to give you some inspiration as you begin writing your message to your colleague, friend, or family member who is retiring. (Need retirement gift ideas? We have those too!)

Read More