It is crucial to be a part of a healthy work environment that allows for professional development, prospering and making lasting professional connections. And it’s sometimes tricky to spot when a workplace isn’t delivering.
If you’re an employee, there are many ways you can spot toxicity and report it to your employer. In this blog, we help you explore the signs of a potentially toxic work environment, here is 5 signs to spot you’re in one:
1. Poor communication
The most obvious sign of a toxic workplace is poor communication. If you find that your team members aren't communicating with each other, if they're not giving feedback or asking questions, or if they're just not communicating well in general—that's a sign of a toxic culture.
2. High turnover
Turnover is expensive and time consuming, so if your company has high turnover rates it's probably indicative of a toxic culture. If you see that people are leaving the company because they don't feel challenged (or are being given the wrong kind of challenges), that's a big red flag.
3. Exclusionary behaviour
When people feel excluded from company culture or from social activities at work, it can be incredibly harmful to morale and productivity. If you see employees feeling left out or excluded from important decisions or opportunities because of their gender/race/age/etc., take action immediately!
4. A lack of employee growth and development opportunities
When employees aren't offered opportunities for professional growth and advancement, both inside and outside the organisation, it's unlikely that they'll stay engaged for long periods of time without feeling bored or unfulfilled by their jobs. This can lead to high turnover rates as well as low morale among existing.
5. Unmotivated coworkers
If your coworkers appear unmotivated and lack excitement about their role, this may be a sign that your workplace has made them feel unappreciated. A lack of motivation in your colleagues may indicate a much bigger organisational issue and can directly impact your drive to do well. If your coworkers don't find purpose in their tasks, it can be much harder for you to find purpose as well. If you're taking on extra work as a result of your colleagues' attitudes, you may develop resentment towards those who've become disengaged.
The Importance of Recruitment
When putting a magnifying glass on the success of a business, we tend to look at the financial growth and certain figures. So much so, we ignore the importance of recruitment in business strategy. The success of a business ultimately relies on the employees, and their quality. Companies that want to grow rapidly but steadily understand that they can only do so if they have the right mix of
talent, which is why recruitment is vital. We’ve summed just how crucial recruitment is in order to grow and sustain a successful business:
1. Determines requirements
The recruitment process navigates a company in evaluating its present and future staffing requirements. It conducts an analysis of the company and its process.
2. Prevents Disruption of Business Activities
The process of recruitment ensures that the daily activities of your organisation are carried out seamlessly. It provides businesses with all vital resources regularly for various job positions. The recruitment process selects individuals from a variety of backgrounds to meet the organisation’s needs.
3. Increases Success Rate of Hiring
This approach is effective in stimulating the success percentage of the company’s selecting process. It analyses all the job applications to minimise the frequency of unqualified and exaggerating candidates. Only qualified employee’s applications are advanced to the next stage
4. Expands Talent Pool
The goal of recruitment is to create a wide pool of qualified candidates from which one has to choose the most qualified individual for the job. This approach draws big groups of individuals and encourages them to apply for open opportunities in a company.
It focuses on minimising total costs and time spent on finding suitable employees. Recruitment is a well-organised and methodical approach in which a large number of people are given a detailed description of a job opening. A good job description attracts a large number of people at a lower cost.
6. Improves the Credibility of the Organisation
A business organisation’s reputation is bolstered by a strong recruitment process. It assesses the validity of job openings and reflects the professionalism and authenticity of the company. The adoption of a good application method by a company organisation will aid in increasing the trust of job applicants. This, in turn, attracts the attention of highly qualified applicants for your company.
The role of a recruitment consultant - EPQ’s breakdown
Here at EPQ, we take an immense amount of pride in the quality of our recruitment consultants. They are the essence of our company and help us build dream careers.
However, we noticed they are common misconceptions about the role, therefore we’re setting the record straight with our fully fledged outlook on what it takes to be the heart and soul of recruitment.
What is a recruitment consultant?
In short, Recruitment consultants help employers find suitable staff, and match people to jobs, permanent or temporary. Often with a whole host of experience and connections, they are able to gather resources to point businesses into the direction of their desired employee.
We like to think of recruitment consultants as professional, career matchmakers.
What is a RC’s responsibility?
Recruitment consultants are responsible for:
What does the day-to-day look like?
Much like the whole of the recruitment industry, consultants start their day with a large cup of coffee - but that’s about their only moment of downtime.
From the day’s get-go our consultants are hosting meetings and liaising with clients, perfecting our onboarding processes, keeping record of employment and finding and networking with potential candidates. Times by 100!
The world of recruitment is a busy, sometimes foggy place to be, but our recruitment consultants are fully equipped with knowledge (and a lot of strength!) too persevere in their daily tasks.
How do they differ from an internal recruitment team?
One key difference is that our consultants find our clients not just the available talent, but also the best talent out around.
This may be through headhunting or finding people through our wide network of procurement professionals, either through our extensive database or strong market share on LinkedIn.
Once we find them these candidates, we offer the initial screening process, saving businesses time and money by ensuring that the right candidate is sitting in front of them when it comes to the interview process.
What can our consultants do for you?
Our EPQ Consultants help candidates in a number of ways, but mainly it is about taking time to listen to their desires, needs, motivations and even perhaps what’s not right about their current role.
We take this information on board, ensuring we will put them forward for the right role and to the right employer. And vice versa where employers are concerned.
If we don’t have the right role or employer on offer, we proactively go about searching for that opportunity that suits our candidate’s needs.
Needing help hiring your perfect candidate? Get in touchIf your company doesn’t have a deliberate strategy to attract top talent, then you’re not getting the best candidates to apply for your open positions.
Having a sufficient recruitment process is essential to a functioning, growing business. Without a stable routine, you are going to consistently run into issues where you are unable to attract the highest qualified candidates. Consequently, you will lose them to the competition and it will either take too long to fill open positions, or, you will spend too much money in training to get new employees up to speed with the expectations of the job.
Here are various signs which will indicate an inefficient recruiting process. By being aware of these, you can take greater control of the process.
1. Overstretched offering time
In short, your process is insufficient due to the amount of time you take to respond to a candidate.
Candidates, especially when they are being recruited by other employers, don’t want to wait prolonger periods of time waiting for your response.
Our best practise is to always disclose a time period in which you will come to a decision in and make sure the candidate is happy to wait. To note, the most important part is to keep candidates in the know!
2. High Cost of Recruiting
As you may know, there is a lot of money being spent on recruiting. Sometimes, more than is necessary. If you find yourself blowing the budget frequently, there could be huge flaws in your employing process.
This includes the amount of interviews taken, the time used by HR team and hiring managers, the money you spend flying candidates in and out for interviews and meetings, fees paid to professional teams, and more. The typical establishment spends about 8 to 12% of a candidate’s salary in recruiting costs, though it could be optimised to between 4 to 6%.
In essence, it’s a lot of money to waste on bringing people in for them not to convert. We recommend referring to a professional who can help streamline your recruitment costs. Professional recruiters are able to pinpoint your surplus of spending and conduct more cost- effective approaches. Get in touch with us at EPQ to help you cut the cost of employing!
3. Low Employee Referrals
The insufficiency of your recruitment process may depend on your current employees not providing referrals.
If you are not getting as many as you once did, there might be a problem within your establishment that you’re unaware of. Most employees, especially when provided with a referral bonus, are happy to refer their friends and associates to the company where they are happy. If they are not happy, they will be less inclined to provide a referral.
This essentially means that you have to take a step back and consider if employees are satisfied with the company. We recommend conducting an employee survey could tell you what area is unsatisfactory so you can work to rectify the problem!
4. Candidates Are Unwilling To Attend Multiple Interview Rounds
If you bring candidates in for an additional (2 or more) round of interviews and they decline, you have a problem.
They have either found another position or they are simply tired of passing through the hoops you have created to come and work for you. They would rather keep looking than endure another round of interviews.
In this case, you need to refine your interview questions. Look at asking more in-depth questions during the first round or providing a better explanation to candidates as to why you need the additional rounds. If they know the further round is with higher level employees or that they will receive a job offer within days of the next round, it might lead to them accepting your challenges. They shall only continue if they feel it’s worth it.
5. Poor Feedback
Candidates will grow frustrated when they don’t hear back from the hiring manager or HR as to when a decision will be made.
As-well, new-starter employees grow frustrated when they don’t get feedback from management about their performance.
As stated, you need to be completely transparent of your timeline, as-well as make time for employees to receive comment.
6.High Turnover Rate
If you suffer with a high employee turnover rate, especially in the first 2-6 months, it often indicates that there were mistakes made in the hiring process.
The turnover could be for two reasons: the candidate leaving or the candidate being replaced/let go. Either way, you need to identify the reasons behind it.
If you have trouble identify the flaws in your onboarding process, get in touch with us here at EPQ for an honest overlook of your recruitment process.
In the end, you have to look at what candidates are receiving throughout the recruitment process.
If they aren’t being constantly informed throughout the timeline, there’s an issue. If they aren’t receiving feedback on performance, there’s an issue. And the rest? It comes down to you taking the time to refine and assess your in-house process.
Needing advice, or a professional outlook on your recruitment process as a business? We are EPQ Recruitment, a small, friendly team ready to guide you into a new, high converting, candidate search.
Onboarding can mean many things to different teams in various establishments. A typical onboarding process begins when a candidate accepts their offer, and ensures of a smooth transition for the employee entering the company.
Your employee onboarding should focus on welcoming your new starter warmly and making certain of their comfort. Here’s our guide to do doing just that:
Celebrate your new starter
Celebrating your new employee can be done firstly by making an announcement.
This could be done via email, in a meeting, or both. It is important to have your existing employees recognise the new hire - it not only shows your new employee your excitement of having them onboard, but it also alerts others that a new member has been onboarded and could potentially encourage implement their own personal welcome.
A celebration could extend to the likes of a welcome company lunch, or decorating the new starters desk with merchandise. Have fun with the celebration, but make sure your starter is comfortable.
Conduct an orientation
An orientation can include the likes of additional paperwork for the employee to complete, too giving a tour and rundown of the company. We highly recommend, if not done already, to show your new hire around the facilities, and introduce them to all colleagues and explain how they’ll potentially be working together.
Should you have multiple new hires starting in the same week, consider turning the orientation process into a group exercise. By doing so, new employees shall be given the opportunity to get to get acquainted early in the process. At the end of the orientation process, your new employees will have a few familiar faces they will recognise around the office helping them get accustomed quicker to their new job.
Delegate a mentor
It’s wise to pair your new employee with a mentor within their department - ideally a team member of a similar level and position to them (so that your new employee will feel more comfortable confiding in their mentor!). As a mentor, their role is to overlook the progress of the new hire, to give guidance and share tips.
Set up a refined feedback system
It’s imperative that you prolonging feedback from the employee. The most effective way to identify areas which need improvement in the onboarding process is to ask for a program assessment as soon as the new employee has completed their necessary training...
Make sure to ask the new hire if they identify any gaps in the onboarding process such as in the specific first-day activities to more general experiences during their first days on the job.
Your onboarding process plays a key role in your overall employee turnover factor, so it’s incredibly important to monitor its strong points and its flaw by collecting feedback.
If you’re looking for advice on how to perfect your onboarding process, or would like a professional eye cat over your entire recruitment timeline, get in touch with us here at EPQ Recruitment.
Gone are the days when it was just traditional industries or large organisations that are choosing the apprenticeship route. Small/start-up businesses are now finding it a useful way to recruit and train staff. Apprenticeships now cover more than 170 industries and 1,500 job roles from entry to degree level - so if you’ve been toying with the idea of taking on an apprentice, here’s the breakdown on why we think it’ll benefit your business:
1. Bringing a breath of fresh air to your business
Introducing new, youthful talent to your business can add a whole new dimension to your workplace, bringing with it a fresh outlook and new proposals This in turn can encourage existing employees and spark a boost in overall business productivity.
Theres no-one more ready-to-go than a fresh apprentice wanting to learn about the industry. They’re intrigued, engaged and ready to conquer all at maximum effort levels.
3. Expand and upskill your workforce
What better way to channel or your knowledge and skills? Passing it on to someone else. You’d be able to simply transfer all you know and build up the most knowledgeable worker in the long run.
4. Adapt their training
Apprenticeships can be tailored to specific job roles, making them flexible to the needs of your business. The added advantage is that you will effectively train a new employee to think and act in the interests of your business from day one, knowing that they haven’t already picked up any bad practice from another employer.
5. Future-proof your business
Apprenticeships provide you with the skilled workers you need for the future. Therefore, in times to come, you’re assured you have a well-rounded employee you can rely on.
6. Cost effective
Hiring an apprentice is a cost-effective way to support the development of new skills and talent in your business, with many employers able to access funding and grants to cover the expenses.
The apprentice rate is lower than other rates, but paid only in the first year. Apprenticeships should last at least 12 months.
There is a £1,000 payment available to employers for apprentices who, at the start of their apprenticeship, are:
Ready to hire? Get in touch with us here at EPQ. We’re able to navigate and guide you through any and all recruitment processes.
An apprenticeship offers you the opportunity to gain ‘real world’ experience and develop your expertise in your chosen field.
Typically, an apprentice will split their time 80/20 between work and study. Unlike work experience, an apprenticeship is a legitimate job that requires a legal contract of employment, annual leave and a salary. There is a whole host of benefits to choosing the apprenticeship route, and we’ve narrowed it down to this 5 key factors:
1. Gain hands-on experience
Since you will be working as part of a team of experienced professionals for the majority of your apprenticeship, you will have the opportunity to widen your skillset and benefit from hands-on experience.
And above all, you will be able to learn from your colleagues on a day-by-day basis and support your professional development.
2. Benefit from support systems and learning aids
Apprenticeships offer a much higher level of support than regular jobs, and your employers will be there to help guide you through your career journey.
They will give you the support you need to progress, whether that’s answering role-related questions or providing useful resources to better your studies.
As well, apprenticeships shall be paired with college and a college assessor, who shall monitor and be on-hand with your studies.
3. Get paid to learn
Apprenticeships offer you the opportunity to get paid to learn, which is probably the most stand- out benefit. You will earn a, albeit basic, salary while you gain invaluable experience and top notch knowledge.
So, unlike university, you will not be left with a huge student loan to pay off over time but, instead, a strong professional skill set and knowledge foundation, as well as more money in your back pocket.
4. Gain industry-recognised qualifications
During your apprenticeship, you will gain industry-wide recognised qualifications, which can help validate your skills and knowledge, and help you demonstrate your substance to future employers. You can carry these qualifications with you throughout your career, which will improve your future job prospects.
5. Get accustomed to work life
An apprenticeship is a great way to bridge the gap between finishing education and kickstarting your career. For example, an apprenticeship will help you get a feel for a professional work environment and gives you the opportunity to brush up on your soft skills along the way.
Want to become an apprentice for a fast-growing, forward-thinking recruitment agency? Look no further! Here at EPQ we’re looking for a stand-out young person to help with business administration and resourcing. Follow the link to know more
Work-life balance is a key part of self-care when juggling the responsibilities of your workday, home life, and relationships with your loved ones.
More than a quarter of full-time employees admit they struggle to balance work and family and other extra curricular. So we’ve taken it upon ourselves to get the balance just right:
Improving your work/life balance in the workplace
Although classed as a soft skill, learning to say no is extremely hard to any dedicated professional. We’ve all been a situation where we’ve felt forced to say yes to something we didn’t have the capacity to do. It’s a human-thing, and some of us tend to be serial people pleasers!
To start learning the word no, you must first assess the typical demands of your day, learn to prioritise what you have on your plate and become familiar with your boundaries. If you have trouble deciding what is a priority and get handed an excessive amount to do, simply ask your superior what they’d like done with urgency.
2. Take Breaks
A break even as little as 2 minutes can count towards:
And if you’re given a lunch break, use it! And that doesn’t mean eating lunch at your desk. Switch off, change location, and use up the entirety of the time.
3. Prioritise your health
Recognising the importance of maintaining your physical and emotional wellbeing is the first step to making it a priority.
Consider the following healthy habits:
Improving your work/life balance at home
Set and communicate your work hours to your management/colleagues so that you have clear boundaries. This should include when you’ll work and when you won’t be able to respond.
We suggest setting up an autoresponder to alert those who contact you via email, to notify that you’re unresponsive and when you’re back. This can be as simple as:
“Hello, I am out of office from Tuesday 26th July to Tuesday 2nd August. All
emails shall be replied to when upon my return. For anything urgent, please contact (name) Thank you”
2. Block out time for family
For this to work, everyone in your family needs to make this time a priority. Make sure you’re all on the same page.
Although easier said than done, try and get outside or doing something out of the ordinary and stay away from your mobile unless an emergency.
3. Reconnect with a hobby
Chances are if you’re reading this, you have been struggling to keep up with work and family, and have little to no time to have an extracurricular.
Whether it’s after the kids are in bed or on a one-off, it’s important that you are honouring a passion off yours outside the normalities!
To summarise, here’s our must-do’s to withhold a healthy work-life balance.
How to build a clear, converting job ad
Refined recruitment processes are efficient, productive and pleasant for both candidates and hiring teams. A non-structured recruiting process is one of the easiest way to raise your employee turnover rate.
Being recruiters, we’ve seen the good, the bad and the ugly when it comes to an internal hiring process, therefore we’d like to share a handful of advice you can easily implement into your strategy - starting with building converting job ads.
Effective job ads help you evaluate candidates on job-related criteria. Work with hiring managers to create job descriptions that:
Provide useful and specific details about the hiring roles
When listing job duties, mention projects your new hire may undertake, teams they will work with and who they will ultimately be referring to. Distinguish between ‘must-haves’ and ‘preferred’ requirements.
As a general rule, keep your list of ‘must-haves’ to around 5-6 bullet points, as too many could discourage a candidate. Ideally, we’d like a job post to be enticing, however try to be completely honest and avoid sugar coating. You’ll have better chances of hiring the right candidate because they had a honest overlook of the job from the get-go.
Choose straightforward job titles
It’s important to be extremely clear on the roles you’re hiring for. This means avoiding denoting descriptive words such as ‘rockstar’ and clickbait titles or snippets of texts such as ‘Amazing opportunity for social media lovers!” This can come across ‘salesy’ and often condescending.
Just keep it simple a stick to titles ie. “Manager’, ‘Executive’
Promote your company
A job ad is the perfect opportunity to spread the word about your company. Describe what makes you unique to give candidates compelling reasons to apply.
And be specific: “We opened 4 new branches recently” is more precise than “We are growing fast.”
An example of this:
“We are EPQ recruitment, a new, forward-thinking recruitment agency specialising in aligning companies with their dream candidates and vice versa.
EPQ is a hub for those looking to find the perfect position, whether that’s in sales, construction, legal, or many, many more industries. We take extreme pride in our excellent client relationships, ability to build trust, and immense amount of specific match-making knowledge that leads companies to their ideal employee.
Having recently gained an influx of new clientele, we’re now looking for...”
Also, don’t forget to outline the perks of your company, for example showcasing it’s personality and why people would want to work there.
Be clear and inclusive with your language
Avoid using jargon and complicated sentences, our aim is to make the candidate feel included and resonate with the job, therefore we don’t want to put them off by being confusing.
Also try and avoid discriminatory/undermining language (e.g. “salesman”, “young and energetic.”) And if your company actively supports diversity, let candidates know!
To sum up, here’s all of our do’s & don’ts to producing a job ad:
- Distinguish between ‘must-haves’ and ‘nice-to-haves’ - Be honest about the duties of the role
- Describe your company and it’s perks
- Showcase your company personality
- Sugarcoat your offerings
- Use clickbait titles
- Use jargon or complicated sentences - Use discriminatory language
Overwhelmed by the amount of time, effort and money that goes into writing job ads? Let us take the weight off! Get in touch.
Should I outsource help with recruitment?
It can be difficult to decide when is the right time to bring help to your business, and to accept the fact that your in-house recruitment strategies aren’t converting. It’s hard to calculate exactly what’s not working, especially when recruitment isn’t in your repertoire!
Having a good team behind you is arguably one of the most important parts of business, so you recruitment process should be spick and span in order to retain employees.
Alas, here’s 5 reasons why hiring a recruitment agency could benefit your business...
1. Allows you to concentrate on your core business
Perhaps the overarching reason most outsource help, hiring a recruiter allows business owners too narrow in further on what they enjoy doing as well as what needs to get done. Recruitment is a tiring process that can either be overlooked or overworked, none of which is beneficial. To avoid the burnout of a business owner, the ought to consider having someone take the reins on getting new employees.
2. Networking pipeline
Recruitment agencies tend to specialise in particular industries, and within those, will have a good reputation. Therefore, recruiters will already have a wide network of active candidates that potentially could be interested in your job vacancy. As well, recruiters will hold a network of passive candidates who have already been in discussion on the types of roles they’re interested in.
3. The onboarding process
The onboarding process is a staple with regards to retaining an employee. Often, if candidates haven’t received a satisfactory, smooth onboarding they become less likely to be dedicated to a role. Also, with onboarding, comes a great deal of file handling, follow-ups, and in short, a lot of hassle for a business owner that is already overrun with other aspects. Therefore, a recruitment agency can take all the slack, and handle the process in its entirety.
4. Cost containment
As recruiters and business owners know, hiring the wrong employee is easily done and not so easily undone. It’s common that a candidate will interview well and proceed to make a good impression, to ultimately underperform in their role. This will not only waste time (interviewing, training etc) but will also come with a significant cost. Hiring a professional to hand-select your perfect candidate will eliminate the chances of hiring the wrong person, therefore being making the journey evermore cost-effective.
5. Analytics and reporting
One of the often overlooked benefits having a recruitment agency onboard is the data which can be gathered throughout the entirety of the process, with multiple hires.
Having a constant analysing eye over this information not only allows for real-time reporting and insights which can help with decision making, but can offer actionable insight into the efficiencies of your businesses recruitment strategy and methods. This allows for a constantly evolving and improving recruitment process which over time will further improve the efficiency, cost- effectiveness and ultimately, the quality of hires.
Essentially, if you’re tired of being weighed down by the pressure to convert employees, endless interviews, no-shows, let-downs and money loss, your best bet is to outsource some help.
Here at EPQ, we specialise in taking the weight off business owners backs, and handle the all of the nitty gritty from start to finish. Want to know more? Get in touch!