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How to Retain Staff, When Your Top Talent Quits

How to Retain Staff, When Your Top Talent Quits

  • June 20, 2022

Retaining the best staff is much harder than finding them in the first place and key employee retention is crucial for a business. But, sometimes due to changes in the top management or when leaders of the organisation retire or quit the firm, the staff tend to follow suit. There can be a changing on the guard. And guess what? Rival firms are in a war with you to get their hands on your best performers. So, how do you retain your staff when ‘rockstar employee’ poaching by your competitors has begun?

Here are a few tips to retain your best people:

Communicate With Everyone
Have a positive interaction with your team. Sometimes, in order to counter the benefits offered by the competitor, offering financial incentives will do the trick. In other cases, the staff might be of the mind to quit due to conflicts with their co-workers. Don’t let a bad apple ruin the party. Identify issues and tackle them early. Open communication can resolve any such issues and create a satisfactory work environment.

Praise and Recognition
Do not just focus on the top few employees in the hierarchy. Work with the HR team to identify the key players in all the departments. If proper praise and recognition for an employee is long overdue, here is your chance to set it right. Giving employees the opportunity to voice their own opinions will reassure them that their voices are being listened to, and that you recognise they are an important part of your team.

Provide Development Opportunities
Constant training by a competent mentor and regular training programs conducted for the development of the employee play a huge role in the success of your business. A clear roadmap to their future designation and advancement opportunities in the company can motivate the staff more than other incentives.

Diversify Their Talent
Engage your employees in more than one department. Making them learn the core aspects of your business makes their jobs more challenging. By learning the ropes of the trade, employees get a true sense of belongingness. Another way to ensure that your staff sticks around for a long time is to offer them a chance to continue their education. This way, you can demonstrate your loyalty and commitment towards your employees.

Improve Company Culture
Personal life tends to take a back seat when things are heated up on the work front. Things like flexible schedules or a work-from-home option at least once a week can brighten the atmosphere in the office. Casual Fridays, spontaneous fun activities to showcase or improve the hobbies of the employees foster a positive company culture.

Most business owners and CEOs attribute their success to a strong team of employees. Losing even one key player can be devastating to the morale of the team. It could start a domino effect for the rest and you’ll be left to start the whole process of finding new talent yet again. Moreover, excruciating amounts of energy would be spent on hiring new employees, training them and bringing them up to speed. Needless to say, more money has to be invested. To avoid all that, be proactive and retain your staff. The tips mentioned here are very straightforward and can guide you in retaining the talented team you’ve put together and trained over the years.

 

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Top Tips for Those Interviewing

Top Tips for Those Interviewing

  • May 16, 2022

Interviews can be a stressful experience for both interviewers and interviewees. As a manager or executive, you will most likely have been given a few interviews yourself. You might know the best way to secure your placement in the company you like. 

But now that you are sitting on the opposite side of the table, things do not appear so easy. Being an interviewer also carries a certain amount of stress with it. You need to represent your company in the most professional and appealing light. At the same time, you must also evaluate the candidates for their suitability for working with or under you.

In case you are having trouble formulating a methodology for this, here are some tips to help you out.

Be Specific About Your Requirements
Some businesses have their own HR teams to create a vacancy profile. If you don’t have an in-house team, talk to us and we’ll help you out. We have experts who know all the right questions to find the right people for your organisation.

Any business with a well-defined objective is much more likely to succeed. If you know what you need, then it will help you create an accurate job profile and screen out the unsuitable applicants. This will help you narrow down on candidates who fit your requirements and give you a good pool of potential hires to choose from.

Ask Your Peers
Peer review and advice is an important part of the business process. The same applies to interviews as well. Ask your colleagues about the interview process and any details they might like to elaborate on. This will help you diversify your interview approach while also remaining industry-specific.

Be Methodical
Once you have created a good interview process, you should stick to it. Also, it is important to evaluate all candidates before making your selection, based on the same criteria. If you don’t have a level playing field, you may run the risk of dismissing the candidate that is ultimately the best fit for the role. 

Use Your Questions Effectively 
While being methodical is important, it is not always essential. As an interviewer, it is up to you to decide what questions you want to ask the candidate. You don’t need to always go by the book, particularly if you have strong reasons to skip some parts. Ultimately, it is your decision how you want to conduct the interview. So, you should judge the candidate’s personality and modify your interview plan accordingly. But don’t go too far off piste in the initial interview. There’s plenty of time later to explore niggling concerns or take a deep dive into experience that have shaped them as an individual.

Make Notes
Notes are a great way to remember specific traits or observations on candidates, particularly if your candidate pool is large. Taking notes will help you retain your impressions and base your final decision on them. This can be very important for choosing the right person for the job.

Be Decisive Yet Understanding
Once you have decided on a candidate, do not waste time in contacting them. Further, when negotiating, stick to your set parameters but also be flexible enough to accommodate the candidate’s needs. This is the subtle art of negotiation and it is essential for not just hiring the best worker, but also for getting the best deal for your company.

Conducting interviews can be complicated and taxing. But if you remember the tips above and plan effectively, then you should be able to make it a rich and rewarding experience. 

 

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How to Improve Company Culture

How to Improve Company Culture

  • April 25, 2022

For any organisation to be successful, they need to build a strong company culture. A happy workplace will inevitably witness lesser attrition and stronger individuals and teams. A great product is not enough for the company to thrive in the long run. The employees are the essential building blocks on which any company stands. The more in-tune the employees are with the company’s vision, the greater its chances of success will be.

Here is a list of six simple tips that a company can adapt to improve company culture:

Go team!

If you want to maintain harmony among your employees and keep them highly engaged, many believe you should do away with role hierarchy. It can encourage even accountability on projects, but ultimately you still need team captains, trainers and coaches.  Once employees start taking ownership, total productivity increases by leaps and bounds.

Unnecessary hierarchy or administrative set-ups creates miscommunication and mistrust among employees. Being approachable in spite of position in a company builds an atmosphere of trust which brings in guaranteed efficiency.

Reinforcement

Stay away from negative reinforcements and build constructive feedback sessions. Never humiliate or compare employees. Try to harness a feeling of family and create a feeling of belonging amongst your team. They will be more than happy to even outperform themselves.

Time-to time commemoration of achievement will boost the energy of the employees. Appraisals should be a fun-affair, something everyone will look forward to rather than fear.

Delegate responsibility

Depending on the special talent of each employee, assign them duties and responsibilities. Once they take up a role that they are comfortable with, they will yield better results. Shower them with your trust and assert that you recognise their potentiality and ability.

Interference of a delegated task is uncalled for. But continuous encouragement and giving helpful guidelines before the onset of a project does wonders for the employee's performance.

Team-building exercises

Though strong individuals are necessary for every company to succeed, it is the team that reaches the ultimate goal. The more your employees feel they all are part of a bigger picture, the harder they will try to contribute towards the company. Recreational activities meant for teams not only create bonding among employees, but puts them at ease with each other.

Take suggestions

There is no better way to show your employees how valued they are by asking for their opinion. Take their input into account and make necessary amendments. Remember they are the ones doing the actual job and are the best people to know what should be done or what needs to be done.

Trust in remote work

Employees love to stay at home and get their job done. As long as deadlines are met, and team members attend scheduled meet-ups, all should be OK. Flexible working hours creates a great workforce that is highly dependable. It is no longer always necessary to track work hours or physical attendance at the office. Only take into account job deliverance and commitment of the employees towards the work they are doing.

Each company has an identity of its own, each employee contributes to this identity. Having a positive company culture is a huge part of its identity. Spend time with your employees and build your culture incorporating them.

An honest appraisal of your company culture is not only important for your existing team, but also those you are looking to attract. York Street engages with clients on competitor market and employer brand reports to help them understand the general view of their firm in the market. It’s this sort of intel that can help you tackle attrition issues and or correct marketplace gossip that may be tipping you up before you even get the chance to sit down for interviews.

Laura

 

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Warm Up Your Job Search With Summer Networking

Warm Up Your Job Search With Summer Networking

  • April 04, 2022

Job hunting is a tough task, and it might be fascinating to put the quest on ice during the months of summer, in favour of basking in the sunshine. Well, people say that one couldn’t get hired over the summer. Many people go on holiday, so the process of scheduling an interview and hiring an employee gets slowed down. But people do get employed, which means the summer gives you great opportunity to accelerate your search. So, don’t let the climate stop you from outreaching your goal and get ready to boost the power of job hunting.


Network Over Coffee

With all the coffee shops, social gatherings, and golf outings, there are loads of possibilities to extend your professional network. You can put in extra research time to identify the most influential people in your network who could lift you to your desired job. 

Say Hello To Your Alumni

Reconnecting with old networking contacts can be very propitious and would help you during your job hunt. Your senior and leads can assist you to accomplish your goals. Who knows if your greatest connection would be at next week's reunion party?

Go Out For Some Professional Events

Take a note of networking events within your region and visit these gatherings to meet up with people who belong to your sector. Attending such events can help you make new contacts and get tips that can aid you during your search and also with your business knowledge. Dedicating your time in such networking events will bring you a step forward in your job hunt.

Update Your Social Media Profile

Sites like LinkedIn are full of openings for job hunters, all it asks for is devoting the time to explore the possibilities. Social Media can provide you with a way to access the latest jobs, industry news, and projects about the industries of your choice. You can also gain more knowledge about a company by reaching out to its employees and developing contacts within the company. 

Enhance Your Skill-Set

There is no better time than summer to master a new talent that can prove to be valuable in your business. There are endless websites deep-dyed to train new skills, so all you need to do is to take time and plan what you’d like to learn. Attend workshops and training sessions in your area of specialisation. Try to find courses that are made-to-measure to your intended career path and put you a step ahead of other applicants.

Revamp Your Resume

It’s always tricky to know where to start when creating or updating your resume. There are numerous sources out there for resume tips and it becomes difficult to filter through the information to pick out what to include. This summer, outline everything you should and shouldn’t include in your resume and make it aesthetically appealing.

There's no doubt that the summertime job hunt can be tricky. But along with your optimistic and can-do attitude, you may need to think outside of the box to stick out a mile. So get ready to make a lot of progress while everyone else takes a break. An interesting thought to keep in mind is that people are more likely to say ‘yes’ when the sun is shining. 

Don't forget the sunscreen.

Laura

 

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Effective Workplace Communication

Effective Workplace Communication

  • March 14, 2022

The key to an open and successful environment is effective communication in the workplace. Employees should feel no reservations about discussing projects or concerns. Clarity about files, discussions, and rules is also a must. Workplace communication is essential to teamwork, cohesion and business growth. In fact, workplace communication is a key skill to master in a new job. Communicating with teammates, managers, bosses and even the help-desk can have consequences for team cohesion, job satisfaction, effective workplace performance, and an enriching, rewarding and long career.

Here’s why effective communication is critical in the workplace and the reasons why you need to excel at it.

#1 Increases Job Satisfaction

Open channels of communication bring about a higher degree of job satisfaction. Excellent communication can make co-workers and employees feel satisfied. Open communication via email, in person or through a call can clarify what others think of your work. Feedback is essential to effective performance and putting in the right amount of time for work tasks.

 

#2 Enhances Productivity

Good communication is a positive step forward for boosting productivity. Reminders can also help workers to stay on the task. The employees need to have the right answers regarding the quality of work or the project deadline. Having open, honest communication can make it easier to get to a point where productivity is at an all-time high.

 

#3 Reduces Absenteeism

Absenteeism is a genuine problem in many workplaces. With good communication skills and open channels in place, discussing an absence openly becomes easier. By opening the lines of communication, top talent can also share their concerns instead of avoiding work or quitting altogether.

 

#4 Bridges the Diversity Gap

Work environments are highly diverse. Teams are made from people with different orientations, religions, communities and cultural backgrounds. Linguistic and cultural differences can influence team perceptions and the work environment. Effective communication serves the purpose of conveying messages with integrity, respect, and purpose. Diversity sets individuals apart from each other and effective workplace communication is the key to bridging the gap.

 

#5 Helps in Problem Solving

Effective communication also minimises the issues and problems within the team and the company. Whether one communicates via email, SMS or any other digital or traditional channel, the fact is that honest and effective communication can impact your ability to mitigate a workplace issue.

 

The Bottom Line

Communication skills from verbal inputs to non-verbal cues are critical in the workplace. Companies spend a lot of money training employees to effectively communicate, but good communication goes beyond just a conversation. Active listening skills, the capacity to negotiate effectively and clarity in communicating are essential and important ingredients of effective workplace communication.

Whether it involves boosting work morale or team cohesion, the right messaging and communication channels can directly impact your efficacy as an employee. Recruitment is about assessing the workplace communication skills of candidates for this reason. Oral or written, horizontal or vertical, direct or indirect – there are many facets to communication in the workplace. From the office grapevine to the official memo, workplace communication takes on many forms. Excelling at communicating well involves the ability to go beyond joining a conversation and actively listen for themes, issues, and conflicts.

Workplace communication skills are an essential part of an employee’s toolkit for not just surviving, but also thriving in an organisation.

Laura

 

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What's in a Job Title?

What's in a Job Title?

  • February 07, 2022

Today, with LinkedIn being the main way you’ll get checked out online for work, you totally need the right title to fit your job description. We recruiters base our searches on key words and job titles to find the right candidates. 

But, therein lies the problem, job titles can differ from one company to another. The responsibilities and pecking order of an Associate Director in one firm may be more Director in another. It’s tricky. 

You want to progress your career and boost your commercial status, but turn your nose up at a bigger salary and new league of responsibility, simply because that step up, doesn’t have the right title attached. 

“It would be a side step.” 
“Wouldn’t look good on my CV.”
“Why move there to do the same job I’m doing here when I know I’m safe here?” 

I could go on but you know what you say when a new opportunity is presented and you’re not sure. Industry wise, it would be ideal if there was some level of consistency - it works in bringing new talent in and as well as keeping it. 

Job titles often vary from department to department let alone company to company. A clear description of the seniority ladder on the company website helps a bit, it’s far from ideal but at least it’s transparent and explains what career paths are open if you wanted to join. 

I can’t remember which one I read last year, but there are dozens of studies that categorically show employees who are given the ability to choose their titles which reflect what they do can, increases productivity and creates a less stressed office.   

I’ve also read (and forgotten which ones) other studies which contradict that, saying titles should reflect the positions within the company and salaries expected. It’s not just external. Problems arise internally when retained staff want to move up the chain of command; to keep them motivated and loyal, you’ll often see new positions created or new titles given. Upside for the individual concerned, downside for the rest of us trying to work it all out. 

When staff compete against each other, and fight for bigger and better titles, as well as all that goes with them, you get a very unpleasant office vibe. And, because of that, it can create mass exodus – the very opposite to what was trying to be achieved! 

So now we’ve established there is no global solution. It’s kind of up to you, the job hunter. Here’s some advice …

Keep your eyes wide open.

Yes, titles can differ from company to company but, if there is actual career progression and a financial win on the table, then you should seriously consider it. 
There are two camps of people: the “title is everything” folks, and the “job is everything” folks. Which one are you? Keep an open mind, it is always worth exploring these new avenues of possibility because one of them may just be the one that is a perfect fit for you and projects your career forward exponentially.

Enjoy the ride.

Grant

 

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