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Women who found their own companies have a harder time getting funding than men, but some women CEOs are changing the game. This observation is likely unsurprising to most women entrepreneurs, and the data is clear. Recent reporting revealed that investments for women-owned companies dropped 22% in 2020. However, certain organizations are getting ahead of the gap and making headway in the field of investments.

Better Outcomes for Women Entrepreneurs

Currently, these investments comprise a meager 2% of all venture funding, a low point women haven’t seen in over half a decade. That 2% figure reflects poorly upon the investment industry in general. However, it’s not consistent across all segments of the market. Village Capital, a firm headed by CEO Allie Burns, owns a portfolio consisting of a strong 46% women-owned or woman-led assets. At a recent conference panel, Burns noted, “We also are seeing a lot more diversity in terms of geography, race, [and] ethnicity in our portfolio.” The observation alludes to the idea that some of the issues at the core of the current slump go beyond gender—therefore, their solutions are also intersectional.

Burns went on to explain that new companies who complete Village Capital’s accelerator program are encouraged to take part in peer reviews. These reviews help companies compete among themselves to determine which are most deserving of investments. Burns affirmed that the peer review process has helped to flatten gender bias in their business model.

PiggyVest, a digital savings platform based out of Nigeria, was one of those companies. COO and co-founder Odunayo Eweniyi spoke highly of the accelerator program. The format was valuable, she thought, because “you’re asking questions about people’s businesses that you ordinarily wouldn’t ask.” This process creates a unique crowdsourced perspective on a business’s value. Eweniyi has since leveraged PiggyVest’s success to pay it forward and grant startup funds to several other women- and minority-led businesses.

Accelerators May Not Be the Magic Solution

Unfortunately, most accelerator programs don’t operate under Village Capital’s model. In fact, traditional accelerator programs have made the gender gap demonstrably worse. This is believed to be not only because of the investment industry’s well-documented sexist streak, but also because male investors tend to enter such programs at an advantage over their female counterparts. Men entering the world of business and investment tend to come to the table already in possession of more resources and connections than a woman in the same role.

Research shows that accelerator programs are not inherently good for women investors, or for democratizing investment in a wider sense. Somewhat shockingly, the same research indicated that traditional accelerators have no positive influence whatsoever on a female founder’s chances of raising equity for a startup. Contrast this with male founders completing accelerator programs, who were shown to raise as much as 2.6 times more equity compared to their female competitors.

What’s the Takeaway?

The currently widening investment gender gap isn’t going to be solved by accelerators alone. In their current format, accelerators are too susceptible to influence by resource-rich founders and only serve to make the gap worse. For an accelerator to have a chance at wide-ranging success for women, close attention must be paid to the format of the accelerator program and the criteria by which investment funds are disbursed.

Accelerators and other competitive programs that prioritize peer review and democratic models of allocating funds could indeed help narrow the gender gap, as well as the inequities faced by other minority founders. Robust loan and grant programs to allocate startup funds specifically to women- and minority-led businesses likely represent the best short-term solution for addressing the gender gap. Fortunately, there are a growing number of such opportunities available for both private and public funding.

According to recent statistics, more than half of employees are currently looking to change jobs, searching for a position they can see themselves occupying for the foreseeable future. As a result, now more than ever, employers are searching for ways to keep the effective employees they’ve hired over the years. Some are implementing every intervention they can think of to keep current employees loyal for another year, another month, or even another week. 

However, in our current state, employee retention and new recruiting are proving to be much more than a matter of increased wages. In fact, businesses are hanging signs advertising higher wages, signing bonuses and more, but don’t seem to be seeing the kind of results they are hoping for. Wages are certainly a crucial part of the puzzle, but one of the things that can be most powerful—and most valuable to an employee—is a sense of a long-term mission. Employees want a clearly defined place that their career is headed, backed by the knowledge that their labor isn’t going unnoticed (and unrewarded). This is something you can give your workers relatively inexpensively that can prove just as meaningful as a wage increase.

Building Transparency in the Workplace

Transparency regarding where your company—and, by extension, your employees—are going gives your workforce a solid idea regarding their own career trajectories. However, 43 percent of employees indicated feeling as if their careers have stalled, and 47 percent are looking for growth opportunities. Unfortunately, for many employees searching for something more, these growth opportunities may appear somewhere in an external job listing. However, opportunities for growth can be found internally if employers are able to take a moment of self-reflection and make these opportunities known.

The gap between what is available to an employee and what they think is available can only be bridged by communication. To know what the employee is looking for, what the next steps are, and what they need to feel comfortable, it is absolutely crucial for employers to listen with a keen ear and deep empathy. That initial seed of knowledge can be fed, giving you the eventual ability to ensure that each employee remains aware of internal opportunities that may fit what they are seeking.

Maintain Transparency with a Transparent Growth Plan

Once you know your employees’ needs and aims, you can take the first step towards fulfilling them with a transparent growth plan. HR teams can work with each individual to create a plan for their unique goals—which may not always align with the straightforward or traditional career advancement path you may have envisioned. However, by creating a clear, concise plan that is tailored to the individual, you can demonstrate how you plan to craft a path with a similar trajectory they can follow for years to come.

Keep in mind: it’s not enough to host the conversation once and put the plan—and the employee—back on the shelf. Instead, it’s necessary to revisit each growth plan regularly. Consistent updates give your employees a sense of exactly where they are on the path you have built together. Perhaps more importantly, it gives you both time to make changes and tune the plan in accordance with how your business and your employee have been progressing. 

Finally, no matter what their career trajectory or the path they’ve delineated, it is crucial to ensure that you celebrate your employees’ achievements along the way. Without consistent positive feedback, it is very hard for anyone to believe that their work is not only getting noticed but also being valued. Providing praise for good work can help close the communications gap, giving employees faith that they can trust in the plan and in their own opportunities for advancement. In the end, transparency and feedback are seeds for growth in the future.

It’s an understatement to say the labor market looks different in the wake of the Covid-19 pandemic. A staggering number of retail businesses are still struggling to fill vacant positions, with restaurants and other public-facing industries also feeling the crunch.

So how do you prevent your best employees from looking for that proverbial greener grass when the market is so full of unfilled jobs and flashy signing bonuses across a wide variety of industries? Somewhat surprisingly, it’s not always about the money.

There are many steps an employer can take to discourage turnover among key employees, or to win back an employee pursuing a job offer elsewhere. Focus on the following 5 key strategies to effectively retain employees in the face of a lopsided labor market (without blowing up your payroll).

1. Flexibility. The Covid-19 pandemic gave many workers their first taste of working from home, and they overwhelmingly approved. Over a third of employees in online surveys expressed a desire to work from home on a permanent basis. The most common reasons for supporting remote work were commute time, transportation cost, avoiding germs, and not needing to put on pants. (Yes, really.) While many business models simply cannot be sustained without employees showing up to work in brick-and-mortar locations, you can still compromise by offering flexible shifts, hybrid work plans, or even something as simple as a loosened dress code (though pants in the workplace are still recommended).
2. Opportunity. If you’re caught by surprise when a quality employee pursues work elsewhere, it may be worth reviewing their time at your company. Have they ever been sent to a professional conference or continuing education event? When’s the last time they were taught a new skill or walked through an unfamiliar aspect of your operation? Have they been encouraged to apply for internal promotions within the company? If you aren’t being proactive about giving your best employees opportunities to build a real career, it’s inevitable they’ll look elsewhere.
3. Input. Key employees should feel like they have a stake in your operation. Regularly ask them for feedback and input, especially on matters that affect their day-to-day tasks. Changes to company policy or procedures should never be made before discussions among all the stakeholders, and the employees doing the hands-on work should be on that list. Even when their ideas can’t be implemented, workers appreciate feeling heard.
4. Recognition. Speaking of appreciation, when’s the last time you’ve given your top employees special recognition? Be generous with your praise but make more tangible gestures as well. It doesn’t have to be as corny as an “employee of the week” wall, but it doesn’t always have to come in the form of expensive raises or bonuses either. Have a day each week where you order lunch for the office or get gift cards from other local businesses and hold weekly drawings for staff members who have gone above and beyond.
5. Money. Sometimes it really is about the money, especially when many qualified employees would rather tighten their belts or attempt a career change than do public-facing work during a global pandemic. With all the line items to consider in your business’s budget, it can be easy to forget that employee satisfaction is one of your most important investments. If you’re unable to retain good employees or keep crucial positions filled, it may be time to come up with better metrics to measure the value of what your employees are doing for your company. Then make sure their compensation packages reflect that appropriately.

When all else fails, simply ask a departing employee what you can do to keep them on board. This question alone goes a long way towards making an employee feel valued and provides a great starting place for amicable negotiations. Contact Stang Decision Systems for more info.

There are many common attributes that are often cited as positives when discussing a potential new hire. The skills often mentioned as positive traits include punctuality and enthusiasm. While getting work done in a timely manner and being enthusiastic about one’s job certainly help a company function in an efficient manner, they are not the only aspects that should be looked at when seeking out an employee who will last a long time at a company. 

Sometimes, other more subtle qualities are overlooked in the hiring process, often to the detriment of a company or business. When hiring a new employee, it is important not to forget to look for the four qualities mentioned below. 

1. Compassion
   Compassion is a quality that is hard to quantify but can make all the difference when your employees must deal with colleagues and clients from all different cultures and walks of life. An employee who is able to put their mindset in the shoes of someone very different from themselves, with different values and customs, can lead to positive additions to teams and have the ability to attract new customers. In the hiring process, looking for individuals who volunteer in places such as animal shelters or other charitable causes may mean that their kind nature will translate well to the workplace.
2. Has Flaws
   Many employers view perceived flaws in a candidate’s resume or past work experience as red flags, but this often can be furthest from the truth when getting a full picture of a potential employee and their ability to do an exemplary job. An example of this might be a gap in a person’s work history. This is often seen as a negative, but when taking a closer look, this can actually be a sign of positive character traits. Gaps in work history may be present because a worker has had to take time off to care for a sick relative. Or perhaps they supported a partner who was working, making one’s employment a team effort.

   A perfect job candidate on paper is often too good to be true, and just because a person has gone through all the proper steps in their life doesn’t necessarily mean that they have the problem-solving or real-world skills to excel at a job without having experienced hardships and overcome them.

3. Openly Discusses Mental Health
   Unfortunately, there is still much stigma around mental health. It is often seen as a strength to keep hidden mental illness struggles. However, those individuals who are honest about their own challenges with staying positive mentally, and how they cope, often translate to stronger, more reflective employees. These employees often show more creativity and are likely to have sympathy and be supportive of colleagues if or when they experience similar issues. Successfully navigating a team through employee’s inevitable hardships fosters a work environment where everyone feels safe, and therefore productive.
4. Enjoys a Wide Array of Television Shows and Movies
   Popular culture is not just entertainment, but reflects the values, hopes, fears, and dreams of a society. An employee that explores different stories can relate to both colleagues and clients in a personal and supportive manner.

If you have a position that needs to be filled and are looking to hire a quality employee, let Stang Decision Systems help you find an employee who will be the perfect fit. Contact us today!

Sources:

https://hbr.org/2020/11/talking-about-mental-health-with-your-employees-without-overstepping

http://www.theinclusionsolution.me/a-point-of-view-pop-culture-at-work/

When you’re hiring, it can be tedious to sort through the stacks of applications that come in for the job. Even more challenging is the task of pinpointing the intangible skills that aren’t easy to quantify on a standard resume. While these intangibles, also known as “soft skills,” might not seem relevant on the surface, qualities like kindness, integrity, work ethic, and more can indirectly support a healthy, high functioning work environment.

Creativity is a prime example. In fact, in many industries, it can be more beneficial to hire an individual with creative skills and limited direct experience than to hire someone with a great deal of industry knowledge but no creative background. Before you begin reviewing your next crop of candidates, consider the following benefits of creative employees in the workplace.

1. Creatives Can Create New Solutions To Old Problems
   
   Every industry has its common roadblocks. Sometimes, no matter how many meetings you have or emails you send, it’s difficult to land on an appealing solution. When a problem has been impeding your workflow for an extended period of time, it’s clearly become too complex to solve in the usual way. Creative problem solving is a sought after quality for this reason—creative individuals think differently than those accustomed to other industries. Many times, employees with a creative background are able to see an old issue in a new light and can help you to uncover a unique solution that works for everyone. 
2. Creative People Are Adaptable
   Many creative projects rely upon workshopping, editing, or altering an idea after feedback is given. This capability is highly transferable to your workplace. Your creative employees will likely handle criticism or notes fairly well and know how to adapt to better suit the specific role you hired them to fill.

3. Persuasion Is Inherent in Creativity
   The basis of creativity is presenting ideas in a way that people will respond to positively. This means that creative employees are often adept at translating those skills into meetings and presentations for your colleagues, clients, and other stakeholders. The innate ability to portray information in a digestible, clear way is key to any business and shouldn’t be overlooked.

4. Creative People Seek Opportunity 
   In the same vein as creative problem solving, creative people know what to look for in new business and relationship opportunities. If you are looking to expand into a new market, connect with clients in a unique way, or develop a new product, a creative employee will be your best resource. Creativity is all about connection, so don’t overlook this skill in the workplace.

5. Creativity Is Tied to Learning
   Most creative people crave knowledge, understanding, and new perspectives. What does this mean for you? You’ll have an enthusiastic employee who truly wants to learn and grow. That spells benefits for your business no matter your industry.

6. Creativity Is Undervalued
   Unfortunately, many industries don’t place enough value on creativity—and some even look down on applicants with creative backgrounds. However, breaking with this line of thinking and considering applicants with creative backgrounds or those with creative skills will give you an edge over your competitors. No matter your industry, having creative employees on your side will help you to stand out to customers and heighten your appeal.

The increasing demands of recruitment mean that you have a great deal to consider when it comes to selecting your future employees. Keeping your mind open to creative employees can help you to diversify your team’s talent and broaden your horizons for growth and business to business connection.

Here at Stang Decision Systems, we are passionate about helping you hire the right employees for your business. To learn more about how the HireScore assessment platform can help you identify creative employees with skills relevant to your business, contact us today. 

Having open positions that need to be filled in your company can bring on a certain level of stress for your Human Resources team. Regardless of the industry, the onboarding process of recruiting, interviewing, hiring, and training is extensive. It takes time, uses valuable resources, and costs money. You want to make sure you get it right, but how can you be sure that you hire the right person for the job? It may be easier than you think. There are five surefire ways you can be sure you made the right choice.

1. They Are Eager to Learn
When a candidate shows that they are open to learning new things and are willing to participate in projects outside of their direct position, this shows they are go-getters that care about the company as a whole. They are likely to set goals that are good for the entire team, not just for their own personal growth.

2. They Are Flexible
Candidates that are capable of ‘going with the flow’ tend to be more open to change. This flexible attitude typically translates into an even-keeled personality that is able to compromise and change directions when needed. These candidates are easier to coach and are more receptive to moving in a different direction than expected if it is best for the company. More rigid candidates who are set in their ways can be a barrier to your more forward-thinking employees.

3. They Show Enthusiasm
Candidates who have energy and show passion for their job are generally the employees who bring new ideas to the table. If they identify a problem, they are usually the ones who have already thought of a possible solution. Enthusiastic employees are well-liked by their peers, too, which creates a more pleasant work environment for the entire team.

4. They are Honest
A telltale sign of a great candidate for any position is their openness and honesty during the interview process. Be aware of a candidate who paints a perfect picture of their work experience and is unable to describe their weaknesses. Someone who is able to honestly explain a weakness or an error that they have made in the past and how they were able to recover from it shows that the employee possesses self-awareness that is a skill that stands out as a strength and should be valued.

5. They are Capable of Communicating Clearly
How well a candidate can communicate and how important communication is to that person can actually be identified during the earliest part of the hiring process. During recruitment, if a candidate responds quickly and clearly, it’s a very good sign that they will carry those communication skills with them into their new position. During the actual interview, if a candidate is direct, organized, and transparent, this likely is indicative of their communication style in the workplace.

If you have open positions and are looking for great candidates to fill them, let Stang Decisions Systems help. Our HireScore Assessment Platform is responsible for countless positive outcomes in the hiring and development of employees in all types of career fields. Contact us today to see how we can serve you. 

Source: https://www.thepanthergrp.com/2019/04/03/how-to-know-you-hired-the-right-person/

https://www.glassdoor.com/employers/blog/signs-youve-found-the-right-candidate/

https://dandoadvisors.com/hiring-the-right-person-3-steps-to-hire-right/

You know better than anyone the impact a high employee turnover rate can have on your business. However, reducing additional recruitment and training costs, maintaining productivity, and boosting employee morale begins with addressing the cause rather than mitigating the effects. In other words, an ounce of prevention is worth a pound of cure.

Preventing employee turnover before it occurs is all about whether your staff generally enjoys a positive work experience. Do people like their boss and feel valued and feel a connection to their work? Establishing a way for your employees to thrive in their jobs is not rocket science; however, some employers still find it challenging to see the benefits of creating a culture that emphasizes employee satisfaction—until the floodgates open.

Tips for Decreasing Employee Turnover
These seven quick tips will help you spring into action, decreasing your employee turnover and avoiding the issues that come with it:

1. Set A Clear Precedent from the Start
   Communication is vital, especially when introducing a new employee to your team. Be upfront and honest about your expectations and offer the new hire an opportunity to share their professional goals and discuss their preferred work style. While you’re communicating, take the opportunity to share how much you value them as part of your workforce.

2. Provide a Competitive and Desirable Benefits Package
   Most employees would agree that fair pay is just part of the reason they accept a position. A complete benefits package is more important to many employees, especially during trying times. Consider including 401k or SIMPLE matching programs, life insurance, disability insurance, and flexible hours in addition to traditional benefits.
3. Involve Employees in Decision-Making Processes
   Afford your employees with the opportunity to engage in decisions on multiple levels. This relatively simple concept connects the employee to your company’s mission. The buy-in created promotes a feeling of ownership rather than simply following a set of rules established by someone else.

4. Recognize and Celebrate Employee Success
   A job well done or a life milestone is a reason to celebrate. Many employees cherish even a tiny gesture that recognizes excellent job performance. Also, encouraging employees to honor special occasions helps inspire interpersonal relationships that, in turn, will increase employee commitment to the team.

5. Balance Work-Life with Life Outside of Work
   Allowing flexible start times and comp time establishes trust and responsibility that translates into employee satisfaction. Recognizing that your employee’s time outside of work is just as important as the time they spend working sends the message you understand and care. More importantly, they’ll know you have confidence in them to manage their own time.
6. Use Performance Reviews as an Opportunity to Coach but also Listen
   Only 14% of employees say they are strongly motivated to improve after a performance review. Start looking at these year-end reviews as an opportunity to build your relationship with employees by coaching them on how to remain strong in their performance. Then, hear them out—taking the time to listen to your staff makes an enormous impact on their job satisfaction. While it seems that annual reviews are a necessary evil in the business world, the research suggests that reviews could be dropped altogether and replaced with just-in-time feedback less formally. Regardless of timing or formality, it is critical to have a meaningful, ongoing, two-way conversation with all of your employees.
7. Select the Right Person for the Job
   Building a great hiring process is the first step in reducing turnover. Ensure you are hiring candidates who demonstrate the ability to be versatile and possess the talent necessary for success. The key is to find the near-perfect fit team by using science and technology to match people to jobs. The easiest and most effective way to do this is by starting with the HireScore Talent Portal to help you find and filter candidates that fit each of your roles and are likely to stay with your organization.

   Contact Stang Decision Systems today for more information.

Sources:

https://www.thebalancecareers.com/tips-to-reduce-employee-turnover-1919039#:~:text=Tips%20for%20Reducing%20Employee%20Turnover%201%20Offer%20an,employees%20at%20all%20times.%20…%20More%20items…%20

https://www.asaecenter.org/association-careerhq/career/articles/recruitment-strategies/cross-train-employees-to-improve-morale-and-retention

https://www.bizlibrary.com/blog/training-programs/cross-training-employees/

https://www.recruiter.com/i/how-to-cross-train-every-employee-and-why-you-should/
https://www.gallup.com/workplace/249332/harm-good-truth-performance-reviews.aspx 

Finding Your New Normal for HR in 2021

With an ever-changing global landscape, it can be even more challenging to figure out exactly what to expect from the HR world. However, while much about 2021 remains to be seen, there are a few things we can confidently say will be huge factors for hiring and retaining employees as the year progresses.

Remote Work is Here to Stay

Since COVID-19 forced more workers than ever to complete tasks remotely, employers are finding remote work to be more effective than they’d once believed. Still, many employers continue to experience a steep learning curve. For some it can be hard to believe that employees are actually getting things done if their workday goes largely unmonitored. However, at this point in quarantine 2021, it has become clear that the majority of remote employees are more capable than employers (and even other workers) have given them credit for in the past.

If you’re still finding yourself resistant to utilizing remote work, take a moment to reflect on your reasons. While you may find that it just doesn’t work for you, some reconsideration may be in order when you learn that over 70% of employees expressed a desire to continue working from home.

Employee Engagement is More Important than Ever

From virtual happy hours to scheduled coffee breaks, workers are getting creative to stay connected throughout the pandemic. But, while regular communication and post-work activities go a long way toward strengthening relationships and boosting employee satisfaction (both important factors in preventing turnover), they are more of a Band-Aid than a solution to employee engagement. Add COVID-19 to the already present employee engagement problem affecting up to 66% of Americans, and you can see why your engagement efforts matter.

Though certain programs, celebrations, and other regular activities have been dropped “temporarily” in the abrupt shift to remote work, the longer you wait to reinstate them, the larger the hole they leave in your employee’s lives.

Employees Grow When Employers Lead the Way

Of course, rushing to return to in-person activities may not be the answer. As a result, 2021 is the year to get as creative as your workforce. While it isn’t easy to hold holiday parties or volunteer events over Zoom, or organize employee training remotely, the challenges are not insurmountable. You’re most likely much more comfortable operating new technologies and finding HR workarounds today than a year ago, and your technological competence and creativity will continue to grow.

In periods of uncertainty like the one we’re currently experiencing, it can be tough to predict outcomes or anticipate when things will return to normal. Until then, get comfortable being uncomfortable while you wait to restore old systems. Maintaining your company culture, despite the extra work it may require in 2021, is key to fostering a sense of normalcy with your workforce. Re-engage your employees with the company and help them remember some of the reasons they loved their job in the first place.

Resources:
https://www.shrm.org/resourcesandtools/hr-topics/benefits/pages/despite-reopenings-many-employees-will-keep-working-remotely.aspx
https://www.thebalancecareers.com/incentives-and-benefits-for-greater-employee-engagement-4003007
https://www.forbes.com/sites/tracybrower/2020/05/25/how-to-sustain-and-strengthen-company-culture-through-the-coronavirus-pandemic/?sh=7abb3d6e3ce9

In business, as in life, there are many situations that appear much simpler in theory than in practice. In fact, some of the most important interactions you’ll have on a personal level and within the business world – developing a personal relationship and hiring an employee, respectively – seem straightforward on the surface, but are ultimately rather complex. 

Hiring the right employee, with the right skills, the proper certifications, and the ideal attitude for the job is the goal of any hiring process (to continue our relationship analogy, finding the ideal person that can mesh with you on a personal level is the ultimate goal of the dating process). However, in a world where the average new employee failure rate hovers around 50%, finding the best-fit employee can be just as elusive as finding your ideal match. When your success – and your bottom line – depends on the hiring process you’ve put into place, it’s crucial to look beneath the surface of your old standby and determine if your system is really working for you. 

Signs It’s Time for a Change

So, how do you know when it’s time to let go of your current hiring process and open your heart to something new? Take an honest look at your hiring process, and watch for these signs:

• When to Leave #1: You’re not finding quality candidates. While any job listing has the potential to attract a wide range of skill levels, a continuous lack of talented candidates is a sign of a broken hiring process. Attempting to appeal to the masses to widen your pool can result in an influx of poorly qualified applicants.

• What to Love #1: Cast a wide – but targeted – net. Instead, utilize a hiring process that widens your pool by recruiting across a wide variety of job listing sites, publications, and services. Then, be sure to develop a list of qualities and qualifications for potential employees, and selectively recruit finalists who closely match them.
  
• When to Leave #2: Slow time to hire. While it isn’t unusual to keep a position open for a few weeks until you’ve found the perfect fit, openings that remain empty for months is a sign your hiring process needs updating. Worse, those open positions can decrease your efficiency and cost you valuable time and money. If you’ve noticed these signs, passive recruiting could be the culprit.

• What to Love #2: Look for an active recruitment process. Instead of posting a job listing and waiting for employees to come to you, market your brand to your employees – what do you have to offer your potential talent that other companies don’t? Alternatively, begin a referral program to encourage your employees to help you select recruits that could prove a great fit.

• When to Leave #3: You’re stuck in your ways. While you may be under the impression that your hiring process has worked for you for the past few decades, one look at your employee turnover rate just might prove you wrong. Even if you’re right, what worked five years ago may no longer be relevant for the candidates and the recruitment climate of today.

• What to Love #3: Utilize modern hiring tools. Instead, consider ditching the standard resume-interview-handshake routine and incorporate some insightful, modern hiring tools into your process. Social hiring on the world’s most accessed social media and job listing sites can help you widen your pool, while online screening and assessments can help you choose the finalists that most closely match your qualifications, culture, and more. 

If you need to leave your current hiring process behind, implementing new tools like the HireScore Assessment Platform can help you locate more, highly qualified employees that are likely to fit your workplace culture. Contact Stang Decision Systems for more information and start your search for candidates you’ll love. 

Resources:

https://www.linkedin.com/pulse/youre-kidding-right-50-new-hires-fail-roberta-chinsky-matuson/

https://www.businessnewsdaily.com/7155-startup-hiring-tips.html

https://www.forbes.com/sites/markmurphy/2019/09/29/five-warning-signs-that-your-hiring-process-is-broken/?sh=3e3c7e5f3cbd

https://workology.com/3-signs-its-time-to-pivot-your-hiring-process/