New Year: Make These 5 Hiring Resolutions to Stand Out in 2021
New year is a new slate, a new canvas to paint. It brings along with it a lot of zest to win the world and make a new start. With 2020 being such an unprecedented year, all of us are looking forward to 2021 with new hope and excitement. And it’s no different for the organizations as well.
After sailing through a rollercoaster of a year, organizations are looking forward to 2021 with a lot of zest and hope. If you are also among those organizations who are keen to enter into 2021 and start afresh, then this blog is just what you need. Here we bring you a list of five resolutions that you must make to stand out in 2021. These hiring resolutions will help you strengthen your human resource strategies and set up the right base for your upcoming years as well.
Hiring Resolution 1
Raise Bar of Your Organizational Diversity
Adding ‘diversity’ to your list of company values and goals is not enough. You should go beyond the symbolism and understand its true meaning to expand the scope of your organizational diversity.
Most organizations are only focused on gender-based diversity which only does partial good. To completely diversify your workforce, you must focus on hiring staff that spans across gender, religion, demographics, sexual orientation, socio-economic status, age, physical abilities, religious beliefs, political beliefs, or other ideologies.
To completely diversify your workforce, you must focus on hiring staff that spans across gender, religion, demographics, sexual orientation, socio-economic status, age, physical abilities, religious beliefs, political beliefs, or other ideologies.
Innovation skyrockets when you have minds coming from diverse walks of life and experiences. This one of the major reasons why thought leadership companies are increasingly amping up their diversity initiatives. Even stats suggest that employers with a diverse workforce are 45% more likely to report growth in market share than non-diverse ones.
Read More: Why You Need a Chief Diversity Officer?
Even if you have diversity hiring plans in place, you must re-evaluate them to understand the barriers that may be narrowing diversity to a certain group. For example, move beyond gender diversity and look for underrepresented people. This raises the bar of organizational diversity and ensures the right people get the opportunities. Here are a few of the underrepresented groups that you can start with,
- People with disabilities
- Women in STEM
- People of color
- Hispanic or Latino
Hiring Resolution 2
Revisit Your Job Descriptions
Out of all the things that HRs have to do, devising/updating job descriptions is the most negligent. Most of the companies pay no heed to it. This is where most companies are doing wrong. If you are also in the same boat, then open your eyes and start giving attention to this critical aspect.
Job descriptions are the first thing that a candidate reads while searching or applying for a job. It describes the job duties and sets the expectations of what is needed from the candidate. If your job descriptions are vague or incorrect, you will end with a stack of redundant candidate applications.
Moreover, if the language used in the job descriptions lacks the right language or has tons of grammatical errors, then not only do you miss qualified candidates, but your brand value also gets compromised.
Besides, every few years, market needs, job skills, required experience, salary expectations, and other factor changes. So, if you are hiring for a role after a good time, then you must revisit the job descriptions and make the amendments.
Hiring Resolution 3
Focus on Internal Mobility Programs
Be self-sufficient to handle any adversities in place of relying on external support.
Pandemic is the biggest testament to this fact.
In place of looking for resources outside, tap on the staff you already have. Strengthen your internal mobility programs to help employees stay longer. These programs are a great way to increase employee retention and reduce the cost of hiring.
Besides, these programs help your company sustain longer in the market and attract a quality batch of candidates organically. 94% of employees are likely to stay at a company longer if it is invested in their career. Therefore, you must prioritize strengthening your internal mobility programs in this new year.
Hiring Resolution 4
Strengthen Employee Healthcare Policies
Pandemic has highlighted the importance of healthcare policies like never before. It forced companies to reevaluate their healthcare strategies and make them accessible to people.
From providing healthcare leaves to reimbursing medicine bills, give special attention to all employee healthcare aspects.
Moreover, with the CoVID-19 vaccination planned for the next year, you will be further required to take care of your employees’ vaccination and provide assistance in the process if required. Also, you must make the required amendments to your insurance policies, healthcare benefits, and hospital association to ensure every employee gets access to the best and affordable healthcare facility.
Hiring Resolution 5
Build Seamless Hybrid Workplaces
There’s no denying that the future of work is hybrid. Many companies are weighing the need to physically return to work and many are still happy with their virtual setup. You might also be wrestling the same battle. But predicting what 2021 will look like is impossible. Not with the new strain of CoVID affecting the world.
In such a case, you need to be prepared for a hybrid workplace where the employees can return to work but at the same time if the need arises can switch back to their virtual setup. Attaining the right balance of physical and virtual would initially be difficult but it’s what 2021 demands. Therefore, as you step into this new year ensure to focus on building a balanced hybrid workforce model that doesn’t affect the smooth running of your business and adapts to 2021 as it unfolds.
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