We’ve written about different types of office spaces previously. I know that I’ve definitely seen more than my fair share of office spaces over the years.
From downright ugly call centres modelled on a ‘battery hen cage’ setups, to the most chic and über cool advertising agencies and design studios complete with beanbags, boardroom tables suspended from the ceiling by industrial-strength chains, and meeting rooms separated by back-lit, glass-brick aquariums.
Of course, there are some offices with a gorgeous European-style foyer, but when you take a peak behind the granite reception desk, waterfall and built-in flat screens, all you’ll find are boring cubicles with minimal natural light, and a team of miserable people.
So what type of office is right for your business?
If your business is growing, you need to think about what is a suitable office space for you and your team. Should you invest in a conventional office space, or would a remote office suit your needs better?
At RecruitLoop, many of our distributed team work remotely and our ‘HQ’ is located inside a very cool co-working space in the middle of San Francisco. Talk about having the best of both worlds – our own private team space as well as the chance to schmooze with members from other fast-growing companies.
Think about the pros and cons of having your own office space. Sure many of us have grand visions of having a building with our company name lit up in lights every night. But between that and working at the kitchen table, there are literally hundreds of different options.
Our friends at UK-based Make it Cheaper have put together an awesome Infographic outlining how although choosing an office space can seem daunting, selecting the right one will ensure your business continues to succeed.
Editor’s Note: This is a guest post by Andrew Crebar from Sapling. His opinions are his own.
In a world that is more transparent and connected than ever, it’s becoming increasingly clear that employer brands are defined by employee experiences, not marketing teams.
‘Employer Brand’ is basically a fancy term to describe a company’s reputation in the talent market. And the truth is that the employee voice is perceived as more trustworthy than the CEO – so supporting employee success and general well-being is a mission-critical element in attracting and retaining talent.
This comes at a time when social media continues to find its way into every aspect of our digital lives. Reviews, comments and feedback about internal practices will eventually find their way to social channels, and 79% of today’s candidates are likely to use social media in their search.
With these two factors in mind, HR leaders need to be aware of the reputation they are crafting in the talent market and ensure they’re supporting a top-notch employer brand. This starts with solidifying your employee experience through the onboarding process.
The onboarding experience for a new employee is the most important opportunity for setting expectations on how their employee experience will be at your company.
Here are five strategies that you can implement during the employee onboarding process to build the bedrock of a robust employer brand. Read More…
In recruitment, impartiality is not just an ethical issue. It can also be a legal matter. For example if an appointment is seen as unfair and a complaint is made, or conversely if a candidate is rejected and, for whatever reason, decides to pull the discrimination card. Therefore, it is important to observe and maintain consistent standards when interviewing and evaluating candidates at all times.
Here are 5 tips to ensure you evaluate your candidates consistently: Read More…
Today’s recruiters are expected to be equal parts hunter and gatherer – to find ‘unfindable’ talent, and bring them ‘home’ to an organisation that fits.
However for the first time in history we are dealing with prospective talent from five different generations, which can prove incredibly valuable but can also present massive challenges for any growing organisation.
The five generations each have their own individual nuances, attitudes, values, and communication styles adding another layer of complexity to an organisation’s sourcing and talent attraction strategies. Read More…
Editors Note: This is a guest post by Monique Craig from Oneflare. Her opinions are her own.
If you’re struggling to find the right talent and your business goes through endless hiring cycles, this post is for you. Unfortunately, many organizations tend to sabotage their hiring strategy by publishing job descriptions which only prevent them from reaching critical recruitment goals. Ensure that you’re attracting the right type of talent by writing clear and relevant job descriptions.
Here are 6 tips to help you do that and boost the retention rate at your organization. Read More…
I had a primary school teacher who was really into clichés and metaphors.
“Great minds think alike“, she’d say when a group of us would solve some complicated maths problem. But then when I suggested that a larger group work together on a team project, she reminded me that “too many cooks spoil the broth“!
Mrs. Porter clearly couldn’t find a happy medium.
Primary school’s one thing, but solving problems in a work context or coming up with fresh ideas in a team environment is something else altogether. In an ideal situation the great minds can come together without spoiling the broth!
I know I’ve been a part of some awesome ‘think tanks’ throughout my career, but I’ve also been in some brainstorming situations where egos were bruised, prima donnas ruled the stage, and where we found ourselves going absolutely nowhere fast. A complete waste of time and energy.
Is there are art to the perfect brainstorming session? Our friends at WriteMyEssays have created a schmick Infographic highlighting the many ways you can make your brain work harder and your next team brainstorming session more organised.
Who knows, these tips could even help you develop your next ground breaking idea while letting you have some fun along the way. Read More…
Editor’s Note: This is a guest post by Ninh Tran from Hiretual. His opinions are his own.
Recruiting and job seeking have become significantly more challenging as offers are given out only to candidates who meet all requirements without fail. Sahat Yalkabov, a software engineer at Yahoo, was rejected multiple times and describes this trend in his post “F*** You, I Quit — Hiring Is Broken.”
I empathize with Sahat and others out there who are struggling to get offers. The environment of hiring and talent acquisition had changed from two years ago when Sahat got the gig on Yahoo. Back then almost every company needed to fill tens, sometimes hundreds of positions.
Today, only pockets of the tech industry still enjoy significant growth and hiring volumes, for example, autonomous vehicles, augmented and virtual reality, artificial intelligence, and deep learning. To satisfy hiring teams, talent acquisition professionals must find better and more creative ways to reach premier talent and generate their interest for the right opportunity.
Can LinkedIn be an excellent recruiting channel to connect the right people with the right roles? Read More…
Editor’s Note: This is a guest post by Stefan Bhagwandin from Share Your Office. His opinions are his own.
Finding talent is only half the battle, as every recruiter knows. Sifting through resumes and online portfolios is challenging as it is, but when you do find a candidate that you’d hire on the spot, you can bet they’ve got a few other offers on the back burner.
How can you stand out?
Salaries are what they are, and you certainly can’t drain all of your funding on hiring. What makes your startup a more enticing option than every other company that offers the same pay and perks?
Company culture is a big factor; in many cases, it’s the deciding factor. But culture is abstract: you can’t prove to a candidate in a single interview that your company is a fulfilling place to work.
Fortunately for us, there’s an oft-overlooked factor that instantly (and wordlessly) broadcasts your company culture: office design.
People can’t help but judge books by their covers. Every recruit you bring into the office is going to use your interior design to judge what kind of culture your company has. Luckily, there are a few common factors that startup employees and independent workers look for in an office. Add these factors to your value proposition, and you’ll have a new hire in no time. Read More…
“Deep reference checks”, “informal checks”, or “background checks” tend to generate a bit of controversy on the recruitment scene, but are still widely used, particularly for higher executive roles.
A backdoor reference check refers to obtaining information about a candidate from a source other than those referees specifically listed on the candidate’s resumé. It used to be that reference checks were the only way of determining a future employee’s personality and past experience levels based on conversations with previous supervisors.
With the advent of social media and web footprints, it’s now easier than ever to get an idea of the real candidate behind their CV. Read More…
Editor’s Note: This is a guest post by Duke Vukadinovic from FirstSiteGuide. His opinions are his/her own.
Times change as well as mindsets, community, expectations, etc. In other words, the tricks and leadership skills that worked even just 10 years ago are unlikely to yield the same positive results in workplaces today. As a business owner, project manager, or team manager, you need to figure out how to motivate your workforce, how to keep them productive and satisfied at the same time.
The easy way is just to have strict rules and principles, as well as penalties for those who do not adhere to them. However, you’ll probably end up with dissatisfied workers; in other words, you sacrifice loyalty for results, which is a far cry from the ideal solution. Read More…