ABR Blog

What do you think will be the biggest challenges facing HR during the next decade?

This is one of the questions posed in a poll by the Society for Human Resource Management titled “Challenges Facing Organizations and HR in the Next 10 Years.” The survey responses, gathered from 449 HR professionals, show that:

Getting and Making the Most of Human Capital is a Key Priority

• Nearly half of the respondents (47 percent) cite obtaining human capital and optimizing human capital investments as the top investment challenge for businesses over the next 10 years.
• 29 percent of the respondents list obtaining financial capital and optimizing financial capital investments as the top challenge.
• Obtaining intellectual capital and optimizing intellectual capital investments comes in third at 12 percent.

To attract, retain and reward the best talent, organizations should:

• allow flexible work arrangements. According to 58 percent of HR managers surveyed, providing flexibility for employees to balance their life and work responsibilities is the most effective way to attract, reward and retain top performers.
• cultivate a culture of trust and fairness. 47 percent of respondents say that creating an organizational culture where trust, open communications and fairness are emphasized and demonstrated by leaders is a key priority.
• provide meaningful work opportunities. 40 percent of HR managers say that designing jobs to provide employees with meaningful work that has a clear purpose in meeting the organization’s objectives optimizes the organization’s ability to engage and keep top talent.
• demonstrate a commitment to employee development (29 percent).
• offer a higher total compensation and benefits package than organizations that compete for the same talent (23 percent).

While these survey results aren’t earth-shaking, they do serve to underscore an important point.  As businesses like yours emerge from the recession, they should get ready to compete for talent.

ABR Employment Services can help you prepare.  Whether you are looking for that “needle in a haystack” employee or a complete human capital management solution, ABR has the resources to assist you and your organization.  Contact us today to learn more about our full complement of staffing, placement and HR solutions for Wisconsin employers.

Like most things in life, you’ll get out of your job search what you put into it.  Those who work harder, have a positive attitude, persevere and go the extra mile are more likely to get what they want – period.

If you have the commitment to work hard, but need direction for your efforts, here are five things you can do to take charge of your job search today:

1.  Clarify your self-knowledge and your goals. Do you know exactly what you have to offer an employer?  Do you know exactly what you are looking for in a career?  Take the time to write down your specific skills, strengths, accomplishments and career goals.  If you know what you want, and what you bring to the table, it’s infinitely easier to focus your efforts, identify potential employers and find the job you want.

2.  Establish your network. Identify individuals in companies, industry organizations and professional associations who can provide insight into their employment needs.  When possible, schedule informational interviews to learn more about potential careers, as well as skills you may need to acquire to make yourself more employable.  Identify faculty, friends, business associates and relatives who can assist you with your job search.  Tell everyone you know that you’re looking for a job and ask them to refer you to potential employers.

3.  Get more organized. Place all of your job search materials, including: research on potential employers; listings of job postings to which you’ve responded; resume versions and cover letters; staffing services with whom you’ve registered; network lists, etc.  Use this binder to track your progress, plan follow-up, develop daily to-do lists or record other important information.

4.  Find a mentor. If you don’t have a trusted advisor who can help guide your job search efforts, you should get one.  To select a mentor, choose someone you know who:  has earned your respect; is successful in his or her career; will provide honest and effective feedback; will take an interest in your professional development; will support you in your career progression.  Meet with this person regularly to solicit advice, share your ups and downs, and get the feedback and support you need to keep going.

5.  Register with ABR Employment Services. As a leading Wisconsin staffing and placement service, we connect thousands of individuals with rewarding employment each year.  Launched in March 2011, our new ABR JobConnect™ is a career resource to help guide and support you in your job search.  It empowers you to:

• Access over 1,000 Job Boards on one site
• Prepare a resume or receive a resume critique
• Utilize the career advisor
• Participate in weekly webinars covering job seeker “hot topics” and receive job search advice
• Take advantage of job assessment tools
• Receive information on continuing education opportunities

Best of all, it’s FREE!  Register today for access to additional career information on this topic.

There go the Boomers.  Here comes Gen Y.

Just when your need for talent is on the rise, here comes a new slew of tech-savvy workers to save the day.  But while it’s tempting to think you can simply substitute one generation with another, things are not that simple.  Diverse, demanding and socially aware, millenials are creating a major paradigm shift in the workplace.

So how do you attract and keep the best and brightest, without turning your organization upside down?  Here are some great strategies for recruiting and retaining the best talent the next generation has to offer:

Recruiting

• Take a viral approach.  Develop online Flash videos and other materials (think interactive, entertaining and hip) that young people will want to share with their friends.  A viral approach can enhance awareness, properly position your organization in millenials’ minds and increase job referrals.
• Leverage industry blogs, forums and social networks. The best Gen Y workers stay on top of their game by constantly seeking out new information.  Become a trusted source they turn to, by writing and posting articles that are ahead of the curve in your industry.
• Use your current Gen Y employees. Millenials are particularly peer-influenced.  Turn your current young employees, who are already devoted members of your staff, into company ambassadors – at job fairs, online or when interviewing candidates.  Your Gen Y staff can tell potential employees what life will be like “in the trenches” and address their individual questions and concerns.
• Work with a staffing and direct placement firm. Services like ABR Employment have the resources, networks and expertise to recruit and screen Gen Y talent for your organization.  With an extensive database, progressive social media recruiting strategy, robust website and comprehensive screening process, we can quickly provide talented workers with cutting-edge skills for your on-time (temporary), try-before-hire and direct hire staffing needs.

Retention

• Give them what they want. Millenials have a strong desire to learn new skills and use bleeding-edge technology.  If you can, meet them halfway.  Keep tabs on your millenials’ technology needs and, whenever fiscally appropriate, allow your Gen Y employees to spread their wings by testing and integrating new technology tools as they become available.  If you have trouble justifying the cost of the technology your Gen Y talent wants, keep track of whether a lack of such technology is prompting talented people to leave, or hindering your ability to attract the candidates you need.
• Offer flexible work schedules. Gen Y workers want to control their own schedules and work from home.  If you don’t provide this generation with these core benefits, one of your competitors surely will.
• Understand their needs. Instead of trying to change Gen Y, bend to their needs.  If necessary, educate your company leaders about what makes Gen Y tick.  Explain their need for job control, desire for more flexibility, craving for reassurance and hunger for new technology.  The more willing your staff is to accommodate millenials’ needs, the higher your rate of retention will be.

According to SpendingPulse, Americans spent roughly 5.5% more this holiday season than last.

Could it be because they’re expecting pay raises in 2011?

Possibly.  A recent Workforce Management article included results from a number of surveys which showed pay increases running as high as 3% in 2011, with an average increase of 2.7%.  After two to three years of salary freezes and other human resources cost-reduction strategies, employers seem prepared to start the thawing process.

Here are a few key statistics from the Towers Watson, Mercer, Hay Group Inc. and Conference Board surveys:

• According to CPI projections by Georgia State University, pay hikes should comfortably outpace inflation rates in 2011, with a 2.8% pay raise equaling a “real” salary increase of 1.1%.
• Only 2 % of companies surveyed plan across-the-board pay freezes in 2011, down from 13% in 2010 and 31% in 2009.
• Companies continue to strengthen the link between pay raises and performance.  Top-ranked talent will receive pay raises averaging 4.5% this year; average performers 2.7% raises; low-rated workers only .5% raises.

Although unemployment rates continue to remain high, the upswing reflected in these survey findings should get you thinking about attracting and retaining key talent.  If your organization is not able to keep pace with 2011 pay increases, consider offering spot bonuses, flexible hours, time off or additional training/skill building to keep your best employees working for you.

As a leading Wisconsin staffing firm, ABR Employment Services has the resources to help you Comprehend, Fulfill and Achieve your strategic staffing goals as the economy shifts gears.  Contact us today to discuss your plans for 2011.

Recently downsized or laid off?  New to the workforce?  Looking to earn extra cash?  Trying to break into a new field?

Consider working as a temporary.  Today’s staffing firms employee millions of individuals in virtually all fields of work, from day labor to executive, and offer a variety of advantages:

• Flexible work options.  Work when and where you want to work.  You can work only during school hours, take the summers off, or take an extended break.  As a temporary employee, you have the freedom to accept assignments that work with your schedule.
• Employee benefits.  In addition to a paycheck, many temporary staffing agencies provide benefits to their workers.  These benefits typically include vacation pay, sick pay, access to medical insurance and a 401(k) plan, and are available to employees who fulfill certain employment requirements.  Be sure to inquire what benefits are offered when you apply or interview.
• Opportunities for direct employment.  Temporary assignments allow you to get a foot in the door with an employer.  If an employer is impressed with your skills, work ethic and job performance, he can work with the staffing firm to offer you direct employment.
• Gain experience.  If you’re a recent graduate, re-entering the workforce, or would like to make a career transition, working as a temporary can help you gain valuable on-the-job experience.  In addition, many staffing firms offer free training to build or enhance your skill set.
• Variety.  If you enjoy new experiences or are unsure about your career path, temporary work can provide the variety you need.  You can test out different jobs, companies and industries – without long-term commitment – and find out where you fit best.

Ready to take the next step?

Join the ABR Employment Services team.  We’ll provide you with a rewarding temporary assignment that offers the variety, flexibility, benefits and job experience you need.