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  • Miki Ackermann

February Newsletter: Recruitment tips and Leadership superpower

Updated: Mar 14

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Human Resources and Organizational Development Expertise





February 2024 Newsletter - what’s covered today:


  1. The leadership superpowers of empathy and compassion.

  2. Recruitment information instalment #2 - where and how to advertise for your next great hire.

 

1. The leadership superpowers of empathy and compassion.


February blues… it’s that time of year when we don’t get much sun, the weather is grey, the euphoria of the holidays has worn off, the bills roll in, and Seasonal Affective Disorder (SAD) raises it head. YUCK!


You may find you and your employees feeling different… and suddenly, all kinds of complaints and morale issues crop up in the workplace.


I recommend using two leadership superpowers, empathy and compassion, to understand what’s driving your employees’ concerns.


Empathy will allow you to connect with your employees on an emotional level; to ask and listen to your team members; validate their feelings and concerns; and demonstrate your understanding and caring of their experiences.


Compassion goes beyond understanding the how and why and allows you to move to pro-active responses to the needs of your employees. These responses may involve offering assistance, encouragement, resources, or guidance to help your staff navigate the challenges they are facing.


Both empathy and compassion are essential leadership skills, and together they form a foundation for understanding and driving actions that contribute to the health and well-being of your team.


Learn more about the impact of an empathetic and compassionate leader by reading our blog on these skills.

 

2. Recruitment info instalment #2 - where and how to advertise your next great hire.


Question: How do I find my next great employee as a small-mid-sized business competing against the large companies recruiting?


Answer: It’s difficult to find the next great employee. As mentioned before, recruiting is not an exact science, and it takes time and effort to make a good hiring decision.


Check out January’s newsletter about the first things you need to consider when thinking about hiring (what you need, who you need, and how to spell out a clear job description).


Once these foundational items are in place, where do you find the right candidates? Many options exist - check them out below.


• Place ads in your local community pages. You can go with traditional media (newspapers) or use social media (e.g., Facebook, Twitter, Instagram, TikTok). Use targeted ads and engage with industry-specific groups if possible. Keep posting regularly to let your audience and community know you are hiring. I also recommend showcasing “who you are” – meaning your culture, values, benefits, and such that make your workplace attractive. Don’t forget to ask your audience to share this post with others to expand your reach.

• Join a local job fair – and if one’s not available, make your own. If you don’t have many positions open, join up with other local businesses to get one started. Local Chamber of Commerce often host these; check what they offer and ask if they are aware of any job fairs coming up.


• Speak to local secondary schools and post-secondary institutions about their job boards. Partner with educational institutions to offer internships, co-ops placements, and more. This may lead to potential talent, and even better, potential referrals from specific programs that align with your specific job needs and/or industry.


• Encourage referrals from your current employee base and customers. Implement a referral program with incentives to motivate your employees to recommend qualified referrals.


• Try placing an ad with your local Employment Canada Centre.


• Check with other local social service agencies and business support organizations such as Chambers of Commerce – will they allow you to post a job ad?


• Reach out to the agencies that support persons with disabilities – they are underrepresented in the workforce yet boast very high retention scores when hired into the right job. These agencies may be able to help you find the right candidate.


• Similarly, call up your local refugee and newcomer centres. Newcomers may have the background and experience you are seeking.


• Beef up your website with interesting videos or information on why you offer a great place to work. This kind of information helps attract candidates who will align with your workplace culture and values. Include this information in your marketing materials as well - it is never too early to recruit for future hires.


• Be pro-active and do some outreach yourself to potential candidates either via LinkedIn or other platforms – even social media.


• Spruce up your job ads – craft them to become a true reflection of you, your business and your company’s culture and values. Avoid generic language, be authentic and reflective of what it is really like to work at your company.


Whatever you do, be authentic, focus on what makes your business and job(s) unique. And as always, remember to stay grounded in your business vision and values. Your values should shine through and help you decide how and who to recruit.


Reach out to us if you need more ideas or help with finding your next great hire and keeping them around.


Check out employee retention tips here.

 

Do you have any feedback for us? Any questions or concerns you’d like us to cover in the next newsletter?

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