Human Resources Today

Viewing entries tagged
communication

Cell phone use at work: What’s acceptable?

Comment

Cell phone use at work: What’s acceptable?

They are ubiquitous. Cell phones. 61% of the global population uses mobile phones, and 25% of the population uses smartphones. Providing many different convenient ways of easy communication - through calls, text messages, emails, social media - Adults spend an average of 58 minutes on their mobile phone a day. And that number is much higher for young adults.

Remember that amount of time isn’t at one sitting, so some of this time on a cell phone is inevitably spent at work. Communicating through these channels is more discreet than on your computer screen. A text message is much more inconspicuous than a phone call which can be heard by your cube mates. This technology is convenient, but are cell phones taking away from productivity at work?

Before taking any action and creating policies around cell phone usage, here are a few things to consider:

Comment

Tips for Communicating to Employees During Change

Comment

Tips for Communicating to Employees During Change

We often work with companies who are going through a state of change, and I’ve experienced many of these projects during my management consulting days. Organizational change is tricky, and very few companies are successful at it. In fact, a study done by Towers Watson found that only 25% of companies see long-term success from a change. The study cites communication as part of this failure – about two-thirds of senior managers and only about half of middle managers say they receive the messages.

In so many of the projects we work on, it always comes down to communication. And this makes sense – it’s such a part of human relationships. How many times have you found yourself in an argument with a significant other because of a break in communication? Or how many times have you left a meeting and thought you were all on the same page only to find out everyone had very different takeaways?

Comment

Comment

QUIPS #1: Candidate Experience

Speaking and consulting with HR professionals, I often hear how hard it is to take best practices and actually implement them. The grand solutions shared at conferences and in whitepapers often come from companies with big staffs, big budgets and a supportive and forward-thinking HR team.  What if that's not you? What if you're working exceptionally hard but starting from scratch? Maybe your company doesn't have the money or the time and energy to focus on solving a problem in a big way.  Today, Exaqueo introduces QUIPS: QUIck Problem Solving. These are quick ways to begin to address and solve common talent challenges.  First up? Candidate experience. You know you need to fix your candidate experience. But you don't have time to do a complete audit. You don't have money for new technologies and quite frankly, you don't know where to start.

QUIPS: At its core, candidate experience is all about communication. Think about your worst customer service experiences. They are ones where you don't know what's going on and have to try again and again to get an answer or have your problem solved. But when you get an honest call or email that updates you on the problem, or the status of the problem, even if it takes some time to solve you appreciate the communication. Apply THIS to your candidate experience. Here are four quick things you can do to begin to address candidate experience now.

1) Communicate the process at the start: Tell candidates if they will hear back, how they will hear back and when to expect some sort of communication. Be honest about length of time. And give them a way to check in if possible. Share this information clearly, plainly and boldly in every job description or in an exceptionally prominent place on your site.

2) Be upfront with candidates: Let them know you're busy/short-staffed/someone's on vacation. Candidates won't mind as much if it takes longer to hear if at least they know what's going on. Require recruiters to have standard (and detailed) out-of-office replies and voicemail greetings.

3) Align recruiter responses: Ask each recruiter on your team how, if and when they respond to candidates. You'll likely find some gaping differences--fix those and have some baseline requirements to help reinforce your reputation--that's the foundation of your brand.

4) Make a small investment: Hire one person, even part-time if that's all you can afford, to help manage the queue. Depending on the complexity of your organization, they can serve as the triage nurse--handling immediate questions about application status or interview scheduling changes and referring the candidate where the need is more complex like offer negotiations.

It's a start. None of these will address the experience completely. But they will help with baseline challenge of communication. And when you have the time/money/focus/energy, you can use these resources to dive in further.

Resources:

Comment