Published Thursday 8th September
Staff social media use has caused damage for 51% of firms
More than half of firms have admitted to having experienced bad publicity and/or staff-related issues due to a lack of social media screening. Yet, despite this, more than one-third don’t have a social media policy in place.
Research conducted by Vero found that, overall, organisations recognise the potential damage that social media behaviour can have on their reputation (72%).
However, less than two-thirds have a specific employment policy providing guidelines on how their workforce should behave online.
These findings formed part of a new study which looked into the issues and challenges businesses are facing when it comes to the recruitment and retention of new skills in the post-pandemic world.
Rupert Emson, CEO at Vero, said: “We know from our work with business clients across the globe that the popularity of pre-employment social media screening, as a means of gaining a deeper understanding of a candidate on how they conduct themselves in everyday life, is most certainly on the rise.
“What the research shows us, however, is that many organisations still aren’t responding quickly enough to ongoing developments within the world of social media, which continues to be a rapidly progressive and transformational form of human interaction,” he added.
Published Monday 12th September
How Zurich is overhauling its graduate hiring process
The coronavirus pandemic and subsequent lockdown periods had huge impacts on many people but, in particular, it was incredibly tough for school leavers and university students.
In fact, data from Prospects found that 28.2% of university students had their job offer deferred or cancelled, while 26.1% had lost their work placement or internship.
One firm who has acknowledged these challenges, and is overhauling its graduate hiring process as a result, is the insurance firm Zurich UK.
The company has adapted its hiring process to ensure that job applicants aren’t penalised for having fewer life events to draw on in the assessment process.
As part of this, competency-based interviews have now been culled in favour of strength-based assessments. The firm will also be giving some applicants feedback to help with future job-seeking prospects.
Michelle Ransome, Head of Talent Acquisition at Zurich, said: “We really want to create a level playing field for all graduates to ensure we genuinely attract the best person for every role.
“Candidates from disadvantaged backgrounds, as well as recent graduates hit by lockdown, may not have had the same opportunities and life experiences as others,” she added.
Published Wednesday 7th September
What are ‘microbreaks’ and could they help employee wellbeing?
At work it can be tempting to power through, giving little thought to taking breaks, in an attempt to tackle big-do lists.
However, new data from the University of Timisoara in Romania has found that taking short microbreaks throughout the day could help boost employee wellbeing and prevent burnout.
The researchers described microbreaks as dedicated time away from work (that lasts ten minutes or less) and the study found that “the longer the breaks, the better the performance”.
Following the news of this research, Alan Price, CEO of BrightHR, told HR Grapevine: “If staff members feel they don’t have enough time to recharge throughout the day, they are more likely to suffer burnout.
“So, introducing microbreaks can be an effective way to give teams a much-needed boost during working time, resulting in more creativity and enthusiasm.”
Published Monday 5th September
How to do unlimited PTO right – with insight from Dropbox
With more employers giving staff unlimited holidays, having the right support in place will be critical to making it work and ensuring that staff actually take the time off that they need to recuperate.
Laura Ryan, Director of International HR at Dropbox said that it is “essential that they also iron out the issues that are already preventing employees from taking the time they need to unwind.
“Even with unlimited holidays available, many might still choose not to take that time away – even when they need it most,” she told HR Grapevine.
In fact, software company CharlieHR previously tried out unlimited holiday for three years but later decided to scrap it for several reasons, one being that people weren’t taking enough time off.
“This is why it’s important to have the right guide rails in an environment that supports taking leave without guilt. This can be done by tackling leadership, culture and technology,” Ryan added.
Published Thursday 1st September
Could using TikTok help HR attract Gen Z into work?
TikTok is a popular video-sharing platform that many people use to create singing, dancing and comedy reels. But, increasingly, its presence appears to be making its way into the world of work.
Just recently, AIM Group reported that job site Indeed is partnering with TikTok to launch a campaign aimed at young jobseekers in Singapore. Alongside this half-year campaign, the job site has also set up a TikTok channel for Generation Z (Gen Z) and Millennial talent who are looking for roles in the country.
The partnership is an interesting one as it blends this popular social media platform with the world of hiring. An Indeed Spokesperson explained to the publication that TikTok is a popular social media platform for this demographic to express themselves. So, if employers and HR want to capture and recruit young talent, could using TikTok be a good way to reach this cohort?
Bhanu Dir, Managing Director at training provider firm, Steps to Work, told HR Grapevine that job-searching tactics are evolving in the current landscape. “With this in mind, social media is now a powerful way for companies to reach the younger generation,” he said.
Published Wednesday 31st August
Firms support calls for Gov to extend paternity leave
Almost half of employers support extending statutory paternity leave and pay, a new CIPD report has found.
New data from the CIPD has revealed that almost half of organisations support extending statutory paternity/partner leave and pay, with 29% of those backing an extension to either six weeks or more.
In response, the CIPD is urging the Government to increase statutory paternity/partner leave to six weeks, either at or near the full rate of pay, to help families balance caring responsibilities and provide more financial support for working parents.
Currently, under statutory paternity leave, employees can choose to take either one or two consecutive weeks’ leave if they have been employed for at least 26 weeks. Statutory paternity pay for eligible employees is currently either £156.66 a week or 90% of their average weekly earnings, whichever is lower.
Published Friday, 19 August 2022
Is ‘mature’ talent an untapped group?
“Organisations are definitely more aware of older workers being an untapped and potentially overlooked talent pool,” recently noted Yvonne Smyth, Group Head of Equity, Diversity and Inclusion at Hays. “Organisations are definitely more aware of older workers being an untapped and potentially overlooked talent pool,” she added.
This has been brought into sharp focus since the pandemic; as the ONS reported, 77% of adults aged 50 to 59 said they left their job sooner than expected during the pandemic. The Insight Report by the ONS also revealed four in ten of the 50 and over workforce who left during the pandemic are now showing a willingness to return to work.”
“Older workers hold vital skills that they’ve built up over years of experience, such as resilience, work ethic and general business acumen,” added Mark Lester, Chief Partnerships Officer at digital skills start-up, FourthRev. “They are also able to serve as mentors, coaches, or subject area experts to assist ambitious younger employees, as well as applying their vast networks and contacts, which take time and experience to establish.”
4 key principles for evolving the employee experience
What is a workplace? What is a workforce? Chances are, we all could have easily answered these questions a couple of years ago, but now the only sure thing is uncertainty.
Everyone is trying to figure out what the employee experience looks like when technology-driven changes to how and where people work is such a significant facet of the new normal.
Download this guide to understand 4 core elements that can influence how you evolve your company’s employee experience.
You will learn how to:
Drive productivity through access to knowledge
Cultivate cross-team collaboration in new ways
Create improved communication channels
How to improve performance reviews
Performance reviews or performance appraisals are a typical way for employers and HR to measure how an employee is performing over a particular period of time. For employees, it serves as a good opportunity to get feedback about how they are doing, while it gives employers the chance to talk about goal-setting for future performance.
However, TruQu statistics revealed that 77% of employees and 94% of HR managers think that traditional performance reviews are outdated and need to be reviewed, while separate Gartner data found that 59% of employees think that the traditional performance review has “no impact” on their personal performance. So how can we improve them?
Jo Ayoubi, CEO, Track 360 told HR Grapevine: “Make sure you have good feedback as well as any points for development [to take to the performance review]. Ask them for the stand-out parts of their performance, and where they think they could be even better.”
In addition, Anna Rasmussen, Founder and CEO at OpenBlend, told HR Grapevine that a core aspect of effective performance reviews “lies in enabling broad and effective manager-employee conversations”. She continued: “These one-to-ones should extend beyond objective-setting and ratings to cover a wide breadth of content that includes wellbeing, motivation, and development.”
Published Wednesday, 20 July 2022
Virgin Money hands staff incentivised bonus
Virgin Money recently told the majority of its employees that they will receive a one-off payment of £1,000 in their August pay packet to ease the burden of the cost-of-living crisis.
The banking organisation said that all of those paid £50,000 or less – which equates to 78% of colleagues – are eligible for the payment. All eligible employees will receive the additional £1,000 with their August pay on Friday August 19, 2022.
The firm said that the payment is not a bonus brought forward or connected in anyway with the annual pay review. It also isn’t pro-rata’d for part-time colleagues.
Engagement surveys & employee feedback
In an internal memo sent to staff by David Duffy, Chief Executive Officer at Virgin Money, he shared the thinking behind this decision. He wrote: “The increase in the cost of living is on everyone’s minds, whether in political circles, in the media, or in the local supermarket.
“It’s also been part of many conversations among the leadership team because we know that many colleagues are experiencing additional pressure on their finances. This has been echoed in what you’ve told us in pulse surveys, in our colleague engagement sessions, and other forums including discussions with our Trade Union.”
Getting the balance right: When to retain and when to hire
The post-pandemic skills shortage is leaving many businesses scrambling to retain and hire the talent needed to reshape their teams to face new challenges.
With an increasingly competitive market, employees are calling the shots - 48% of workers have changed their career plans in the last two years - and businesses need to find the right balance between upskilling existing talent, hiring in new staff, and transitioning those who don’t have the right skills into roles where they will be more valued.
Download this report to delve into 4 career mobility challenges and how your organisation can overcome them, based on research of over 4,000 workers across Europe produced by Right Management.
You will learn:
What the important career conversation tips are for line managers
How to map the status of your internal talent
Why you need strategies for retention of a multigenerational workforce
Published Thursday, 14 July 2022
Wren Kitchens boosts apprenticeships
Kitchen retailer Wren Kitchens has expanded its apprenticeship programme into the customer service sector to help bolster its ambitious plans and grow the workforce.
Wren Kitchens is on the look-out for enthusiastic individuals who are either looking to kick-start their career, or want to diversify into a new role, located in the Humber region.
Apprentices that successfully complete the programme at the kitchen retailer are guaranteed a permanent position afterwards and the scheme involves a range of on-the-job training alongside training partners and interactive courses.
How apprentices will be trained
Over six months, the apprentices will be trained in two roles – Customer Care Advisor and Installation Coordinator – with the aim of developing a strong understanding of the department overall.
In return for this work, the firm also said that apprentices will get a competitive wage above the Government’s standard apprenticeship salary, and also receive a Level-2 qualification for the year-long course. They will also have the chance to work alongside industry professionals.
Published Monday, 13 June 2022
How can HR attract top Gen-Z talent?
One core demographic making up today’s workforce is Generation Z (otherwise known as Gen Z), which includes individuals born between 1997 and 2009. There are more than two billion people in the Gen Z age bracket around the world and, it is predicted that by 2025, Gen Z will make up about 27% of the workforce.
Some experts have suggested that this generation can typically share a group of common personality traits and behaviours. This generation has grown up around technology, is 'tech-savvy’, and therefore expects to work with modern technology in their professional careers, according to a career guide from Indeed.
When striving to attract, recruit and retain Gen Z top talent, there will be certain things that are more (or less) important to this generation, as well as things that other generations may care less about.
Sally Hunter, Managing Director of EMEA and Global Accounts at Cielo, told HR Grapevine: “Gen Z are heavily swayed by convincing and compelling employer brands.” In fact, research has showcased that this demographic puts huge emphasis on organisation’s commitments to the environment and society. In fact, Bupa data found that one in three (31%) would turn down roles in companies with poor ESG credentials.
Making redundancies? 5 questions to ask before implementing an outplacement programme
As the cost-of-living crisis rages on, businesses and employees are both feeling the impact.
Spiralling energy costs and supply chain pressures mean organisations are facing operational challenges, while a growing number of employees are having to seek extra work through the gig economy in order to manage rising inflation rates.
Read Right Management’s e-Book to learn what career transition looks like in 2022 and beyond, and to discover five key questions you should be asking yourself before implementing an outplacement programme in your business.
Download this e-Book to learn:
How to communicate fairly and transparently
How to save costs and relieve current economic strain on your organisation
What your employees really want