Recruiting the right people today

Recruiting the right people in today’s market can be tough. 

Reimagine Work offers inclusive and agile partial and full-cycle recruitment services to help leaders with the hiring heavy lifting. 

But how do we find the right candidates? Here are some of our effective strategies that can help you build a stellar team. 

Define the Ideal Candidate

The first step in hiring is to clearly define the ideal candidate for the role. This involves identifying the necessary skills, experience, and qualifications required for the position. If you could dream the perfect hire, what would that look like?

If you don’t know what you are looking for when you start, how can you know if you find the right person?

Create a Job Posting to Catch that Ideal Candidate’s Eye

A well-crafted job posting plays a vital role in attracting qualified candidates. It should communicate the job's responsibilities, requirements, and the company’s values and culture.

Your ideal candidate should read it and think hey, that’s me!” 

Leveraging Multiple Sourcing Channels

To widen the pool of potential candidates, your business should explore multiple sourcing channels. 

This includes traditional methods, like job boards and referrals, and more modern methods, like online platforms, social media, and professional networks. 

Diversifying sourcing channels increases the chances of reaching a broader and more diverse talent pool.

(We know that head-hunting is not for everyone. We can absolutely take care of this for you.)

Screening and Selection Process

The screening and selection process is where the company separates the promising candidates from the rest. Implementing effective screening techniques, like resume review, phone screenings, and skills assessments, help identify the most qualified individuals. Establishing a structured interview process, including behavioural and situational questions, enables better evaluation of candidates' abilities and cultural fit.

Building a stellar team starts with effective hiring practices. By defining the ideal candidate, crafting compelling job advertisements, leveraging multiple sourcing channels, and having strong screening processes can assemble a team that drives success. 

Remember, hiring is an ongoing process that requires continuous improvement and adaptation to meet the ever-evolving needs of the company. 

Connect with us if you want to chat more about how Reimagine Work can help you build the best team for your company!

5 EDI Practices to Action Today

Equity, Diversity and Inclusion (EDI) are more than just buzzwords. EDI captures an essential human right – to belong as who you are. Not only is there an increasingly strong business case for diversity, with shifts in workplace demographics and competition for experienced talent, lip service won’t cut it any more. Strong EDI practices are no longer an exception, they’re a baseline expectation. And, it bears repeating, they’re a human right.

When Reimagine Work clients come to us with EDI concerns, we start by asking a few questions to help identify what the concern is. What we almost find every time is that it’s not a lack of employer willingness to create a truly safe and inclusive workplace, but a lack of capacity and/or uncertainty about where to start. Sometimes it’s the fear of discovering unconscious bias in hiring practices; for others it’s a hesitancy in how to speak for members of marginalized or underrepresented groups. No matter what’s driving the concern, the result is the same – employers end up procrastinating taking action to solve EDI issues rather than doing the one thing they actually want – making a space where everyone thrives.   

Here are 5 straightforward ways RW encourages our clients to “walk the talk” when it comes to EDI.

Start a Committee

Call it whatever you want: a committee, a counsel, an advisory panel, an action group… or let the people in it decide. The point is to bring together those who will create capacity and ensure EDI efforts are focused in the right direction and in the right way. Don’t overcomplicate this. And for goodness’ sake, make it enjoyable. Send out invites, set a meeting, and make it happen. Hot tips: provide snacks (or, in RW speak: DoorDash ‘em); send invites well in advance, and make sure meetings happen on work time.

Set an EDI Budget

Putting aside a dollar amount specifically for upskilling your team in EDI sends a strong message that you’re committed to matching your talk to your walk. If there just isn’t room in the budget, get creative: arrange a trade for services, or have an internal expert host a lunch and learn (while acknowledging and compensating for any labor that falls outside of typical job duties!)

Revamp your Handbook

While policies that promote equity, diversity and inclusion are not enough on their own, they do form an essential part of your foundation and set the tone for the culture of your workplace. Revisit (and rewrite if needed) your handbook and policies to ensure you’re using inclusive language and include specific language around EDI, accommodation, and human rights.

Revisit Recruitment

Get bold with this one. Don’t be afraid to discover where you could be doing better. Recruitment is a huge opportunity to integrate stronger EDI practices by attracting diverse candidates through inclusive job posting language and strategic distribution of postings. Identify anywhere there is bias during the hiring process and get rid of it! For example, you can start by screening resumes without identifiers (stripping names and personal information) and ensuring your hiring panel incorporates a variety of perspectives and backgrounds.

Hire a Trainer

At RW we’re firm believers in drawing on internal talent and expertise whenever possible, and we don’t hesitate to go outside the work family for help when we need it.  While internally-driven initiatives are important for continuity and job satisfaction, adding external capacity and expertise can make sure there is learning and accountability, support and that EDI goals are approached thoughtfully by a neutral party. Keep continuous learning top of mind by scheduling pro-led sessions throughout the year.

Want to explore EDI training? Need help revisiting your policies with EDI in mind? Looking for support or tools to set up a committee? Drop us a line, we’d love to help.

Quiet Quitting: What Is It and 9 Things Employers Can Do to Prevent It

The world of people operations has been buzzing around the idea of quiet quitting.  It’s nothing new, and it’s definitely something as an employer you need to pay attention to, but perhaps not in the way that you think.

Have you noticed your staff resisting new responsibilities or showing up and leaving right on time? What about re-negotiating the terms of their employment agreements? If you have a high degree of psychological safety in the workplace, they might even be talking to you about what changes they want to see in the workplace or voicing concerns about current working conditions. 

These can all be symptoms of quiet quitting.

Quiet quitting can indicate a breakdown in the relationship between an employer and their employee because it reveals that an employee isn’t feeling heard and that they don’t trust you to make changes based on their feedback. Quiet quitting (working to rule), signals a shift in the power dynamic, it is a symptom of a breakdown in the system that has been designed to work employees as much as they are willing to give, and the outcome is staff are quietly saying “no more” by working exactly what they have committed to, not less and definitely not more. This means they are quietly backing off on projects, turning down special assignments, walking away from opportunities outside the scope of their current role, turning down promotions, and ultimately not directly communicating with you about why. 

Gallup recently shared a statistic that quiet quitters are currently 50% of any given workplace in the US. They further added that it is likely this figure is much higher than what is being reported. This is alarming, and leaves employers wondering, “What happened?”.

Employees values changed during the pandemic, coupled with unprecedented opportunity in our global workplace, which has resulted in a dramatic shift in the power dynamic from the employer to the employee. Employees now drive the market and require that their efforts be recognized.

So how do employers recognize these efforts and get comfortable with the new balance of power?

People on a basic level want to understand their role in an organization, they want to know that what they do matters and that they have value. When we look at the factors that prevent quiet quitting we see significant investments in workplace culture, high value placed on reasonable work expectations, a high degree of autonomy and built-in flexibility for staff, and all of this supported by a strong practice of fair and equitable compensation. 

Your Culture is either delivering on your promises or creating quiet quitters - Jake Herway

Employees now require a clear employee value proposition backed by action; they are looking for meaning in their work and an authentic representation of what is expected of them.  They want to see follow through, and when they don’t, they leave - often for higher compensation and less responsibility.

So, what can employers do?

1. Seek input from your staff through regular pulse surveys and check-ins

2. Follow through on promises

3. When a system is not working, change it

4. Ensure your job descriptions are up to date, benchmarked with the current market and regularly reviewed

5. Provide fair compensation for the work that is being done and the skills your staff bring

6. Pay attention to your workplace culture and invest in creating a meaningful experience of work

7. Onboard new staff, set clear expectations and have clear accountability structures in place

8. Provide opportunity for growth and development

9. Listen, be empathetic and allow for flexibility

Preventing quiet quitting can be as basic as listening to your staff and intentionally building a culture that values psychological safety and, as Brené Brown would say, the willingness to rumble with vulnerability. Don’t be afraid to listen to what your employees have to say; they are the most valuable voices in your workplace. If they are willing to speak up it means they feel safe and they care. Listen hard, make notes, then take action.

Sharde Long HR Advisor | Reimagine Work

National Day for Truth + Reconciliation Announcement

September 30th marks the National Day for Truth and Reconciliation in Canada. As a federal statutory holiday coinciding with Orange Shirt Day, this is a day to honour and uphold residential school survivors and intergenerational survivors of the residential school system, and to commemorate those who didn’t return home. This day presents an opportunity to reflect, learn, and commit to meaningful dialogue and action to address the systemic harms and racism Indigenous peoples continue to experience due to colonialism.

What does this mean for employers?

In BC, public sector employees recognize September 30 as a paid statutory day for remembrance. Many private sector organisations committed to EDI also choose to recognize this day as a statutory holiday. Our Reimagine Work team will be taking the day to reflect, learn, and commit to meaningful dialogue and action and won’t be engaged in our regular day-to-day work (so if you get an OOO message, you know why).

What can we do as individuals?

Whether or not you have the day off, we all have a responsibility to listen and act, and Sept 30 marks an excellent opportunity to begin this essential work. If you’re not sure where to start, you’re not alone. Here are a few ideas from the RW team:

If you are working and have the means, consider donating your pay for Sept 30 to one of these organisations:

Indian Residential School Survivors Society
Native Women’s Association of Canada
Indigenous Perspectives Society
Inuit Tapiriit Kanatami
Bear Clan Patrol
Raven Trust
Indspire

If cashflow is tight, consider what active allyship looks like:

• You can learn how to develop a culturally safe practice by becoming a member of Culturally Committed. This organisation also provides mentorship to professional organisations, so consider sending along the Professional Membership info to your leadership team.
  

• Share resources with friends, family and colleagues, inspire them to learn alongside you.
  

• Start a book club with team members focused on the work of indigenous authors.

When you know better, you do better, and we have lots to learn on our end. With that in mind, we’d love to hear what you and your team are doing to observe National Day for Truth and Reconciliation in Canada.

Employer Branding: How to Stand Out and Attract Your Dream Hire!

Employer Branding Toolkit: How Do You Stand Out?

Before an application ever arrives on your HR desk, you can be sure the candidate has spent time researching your company as much to determine if they’re a fit for you, and if your company is a fit for them. These days the vetting process flows both ways. How do you stand out as an employer to ensure that the best candidates will apply to your openings? At Reimagine Work, using our Employer Branding Toolkit, we work with clients to support them in attracting and retaining top talent. To help you get started in how to think about your employer brand, here’s some insight from our toolkit.

The What: What is an employer brand, anyways?

 When people think about their company’s brand, it’s almost always in terms of how to establish and use it to attract clients. It’s public facing, it’s what sets you apart and brings in the business. Your employer brand, which dovetails with your marketing brand, shows both current and potential employees to know who you are as a company and positions you in the employment marketplace. Done well, employer branding allows you to choose how you wish to present the company, how you stand out from competitors, and showcase who’s in your talent pool. Bringing together the elements of branding and communication, your employer brand ensures that the right message about your company is conveyed both internally and externally.

The Why: Your employer brand matters

 With the increase in remote work, we are seeing a rise in competition for top talent as candidates now have endless job opportunities available to them with a click of a button. A strong and positive employer brand will not only help in attracting the right candidates but will benefit your organization in other ways. A well-established employer brand can reduce hiring costs, time spent on hiring processes, and it can build a consistent candidate pipeline, supporting D&I initiatives, and helping in promoting your online presence.

The How: Define your employer brand

If wondering about how to get started to on a strong employer brand (or re-brand) so you can set your company apart, all the information you need can be found in employee and candidate surveys, marketing, and communication materials. Through our Employer Branding Toolkit, we can assist you in identifying these key components about your organization to ensure that the right messaging and employer brand presence is established across all audiences.

Remember, your employer brand isn’t static, there are different elements to consider, and it will require ongoing effort over time. This is time well spent, but if you’re not sure how to best target your efforts to attract top talent, or it all feels overwhelming, let’s come up with a plan together.

Your Guide for Holiday Planning

We’ve all been there: the last-minute holiday scramble. Wondering what to gift your employees and how to acknowledge them in the unique way they deserve. With the added logistics of a distributed team, restrictions on gathering, and no magic sleigh to help, the task can seem daunting. We get it! So, this year we’ve rounded up our favourite event and gift ideas to lighten the load.

Whether you’re planning to show your appreciation for your employees or wow your clients with an awesome gift, here’s our list to inspire you for this holiday season. 

Events

Gone are the days of the traditional office party. Many companies have waved goodbye to their office altogether, and others aren’t ready to get everyone together in close quarters. Enter the virtual office party! These events are accessible to all, easy to plan, and do a great job of bringing everyone together. Here are some of our favourites with options linked:

• Quiz Night - a classic pub quiz for the team that likes a little competition

• Virtual Cooking Classes - ingredients can be delivered ahead, or gift cards provided to team members in different locations

• Virtual Gingerbread House building contest - non-denominational cheer that can easily be done virtually with kits sent to participants

• Virtual Coffee Tasting Breaks - send an Aeropress and beans to each employee. Sample an assortment of delicious local coffees together each morning for a week.

• Virtual Wine Tastings -Ditto to the coffee idea except at night. If you know your team enjoys wine and this will be an inclusive experience

• Zoom Talent Show

• Remote Secret Santa gift exchange - provide a budget, draw names, and have your team send gifts in advance. Open as a team

• Online Bingo

• Virtual Escape Room - a classic, well-loved (by most) team building exercise

If you have a hybrid team, make sure to plan for your remote team first to ensure an equitable experience. Consider sending swag or food/beverages to arrive before the event so everyone can enjoy them together. Bonus points for deliveries on the day-of! If you are set on gathering IRL, consider the risks of WorkSafe BC claims if illness was to spread. Gathering in person may be best for smaller teams with limited travel required. 

Swag

Hoodies and coffee tumblers are a trusted staple in most swag orders, but surprising your team with something unique may make this year memorable. Here’s a list of items we’re coveting:

• Holiday colouring books - customizable options available online

• Puffy vests

• Socks

• Backpacks - waterproof options are especially popular

• Laptop stands or other WFH desk accessories

• Wine Tumblers

• Stainless steel straws, beeswax wraps and other sustainability-focused items

• Plain flannel “shackets” embroidered with a company logo - this is a great idea for sharing some of the PNW lifestyle with distributed teams

• Local gift baskets (check out Mangosteen Giftboxes)- a selection of local goods to share with your team near and far

• Goods from Canadian makers, woman-owned businesses, BIPOC creators and goods that give back, upcycle and make the world a better place!

A focus on the “unboxing experience” is becoming popular, especially for distributed teams. Consider how items are wrapped and think about ways to present the gift in a thoughtful way—ahead of the party, all on the same day (if possible), or wrapped in a useful item. For clothing, ensure you’re offering inclusive sizing and focus on practical items for your team. 

This is a time to celebrate a year of achievements and come together as a team. With this sentiment guiding you, any event or gift will prove to be memorable and “just right” for your team. 

Wishing you a warm and festive holiday season from your friends at Reimagine Work.