Forbes - How To Recruit, Upskill, And Advance: A Toolkit For Optimizing
With tech giants like Facebook and Google offering high-end perks and lush campuses, the bar for attracting and retaining top talent has been significantly raised; however, a satisfying employee experience (EX) is about much more than free lunches and office massages.
By investing in a robust recruiting pipeline, creating a consistent process for up-skilling, and being proactive about offering advancement opportunities, managers and employers can gain a competitive edge when it comes to cultivating employee loyalty and performance. Build a Robust Recruiting Rolodex
While American companies most commonly associate foreign employment with outsourcing, there is no shortage of demand for top talent in fields like IT, data science, and programming, regardless of whether job candidates currently reside on the other side of the world.
Though companies are more than willing to bring top candidates to the U.S. to join their organizations, the process often involves countless complications, typically takes months, and depends on finding candidates who are willing to relocate far from their own countries and cultures.
Liran Rosenfeld, CEO of PassRight, developed an O-1 visa company to overcome these obstacles and create access to a truly global talent pool. PassRight prescreens highly qualified professionals who are seeking to work with American companies. It directly connects them with these companies, dramatically expediting the hiring process, and making it possible for new hires to get to work right away while PassRight handles their sponsorship, paperwork, and legal fees.
Create a Process for Up-Skilling
It’s not news that employees have increasingly come to expect on-the-job-training and opportunities for career development. But as greater numbers of Millennials enter the workforce, delivering on this expectation is becoming a major competitive advantage. According to the U.S. Bureau of Labor Statistics, by 2020, 50% of the U.S. workforce is expected to be made up of Millennials. By 2030, it’s predicted to be 75%. Recent data on this demographic indicates that on-the-job training — even more than salary, workplace flexibility, company culture, or other organizational perks — is the decisive factor for Millenials in accepting a position and remaining with a company.
And it’s not just professional development that Millennials are demanding. Data also indicates that they consider opportunities for personal growth as a key component of a winning company culture.
In response to the growing demand for opportunities to upskill, digital training solutions are being developed and rapidly adopted. One example is 21Mill, an online training platform built especially with Millennials in mind that is redefining learning and development - both professionally and personally - for a rising generation of employees.
Of course, it’s not just Millennials who want opportunities for upskilling, and Carrus is an excellent example of a brand that’s filling a niche market for employees in the medical field — Millennial, or otherwise.
With CEO Misty Frost at the helm, Carrus is offering two solutions to meet the needs of future and current healthcare workers: CareerStep, a training platform for students seeking to enter and advance in the healthcare field, and CareerCert (formerly Medic-CE.com and ACLS.com), a continuing-ed and certification-management platform for established medical professionals.
Map a Transparent Path to Advancement Opportunities
Smart companies understand that investing in their people is not only the right thing to do, it also makes good business sense. The costs of churn — both in terms of your culture and ROI — are much higher than retaining the talent you already have. Though retention depends on a number of factors, one of the biggest is whether or not your company offers the opportunity for advancement.
Top talent, by definition, aren’t going to stick around any organization that fails to offer meaningful opportunities for upward mobility. Furthermore, they’re not going to wait around for those opportunities. They want to be an active part of creating them, and they’ll quickly go elsewhere if their self-driven efforts and advancement initiatives aren’t recognized and rewarded.
This is why comprehensive employee-development solutions like Instructure’s Bridge were created. Bridge is a mobile app that maps a clear path and builds a bridge to promotion using collaborative processes between employees and managers.
Bridge is a bit like a GPS system that provides transparency into the advancement process, as well as directions and objectives for helping employees to successfully move toward their next destination (promotion).
When employees know where they stand and are empowered to monitor and track their progress, they’re more inspired to put in their best performance, persevere through rough patches, and trust that they’re valued for their contributions — wherever they may be on the path to promotion.
Thanks to tools like PassRight, Carrus, 21Mill, and Bridge, EX is evolving as never before.
For employees, tools like these mean new levels of opportunity, empowerment, and growth. For employers, they mean better ways to attract, develop, promote, and retain top talent. And for entrepreneurs, they mean the possibility of shaping the future of EX with the next generation of innovative tools and approaches.
(Shama Hyder Senior Contributor . Entrepreneurs. Shama Hyder is CEO of Zen Media, a leading marketing and digital PR firm, a best-selling author, and an internationally renowned keynote speaker).
Por: Shama Hyder
Fonte: Forbes, em 27 de Novembro d 2019