July 13, 2024

The recent global shift to remote and hybrid work models allowed many employees and companies to reevaluate how and where they work, fueling fundamental shifts in the workplace. In addition, many employees realized  that “work-from-home” could expand to “work-from-anywhere,” permanently changing the traditional dynamic around where work happens and opening up new possibilities for employers and employees.  Recruiters have to approach their talent attraction tactics differently, considering individuals with different backgrounds and how to best position their companies for diverse talent pools. For many HR departments, this means reexamining the policies that shape the workplace and the potential for greater recruitment practices that extend across borders. Those who create “Work in Any Way” companies will have a competitive edge while simultaneously creating a diverse and inclusive workforce. But what exactly is “Work in Any Way,” and why should HR and business leaders consider it? “Work in Any Way” companies have created policies and processes that provide flexible, people-centric work experiences for their employees. The world of work has changed, and this approach to workforce management fosters collaboration between employee and employer to serve both needs best.It allows employers to understand what their employees value most and how they can holistically support their needs and provides an opportunity for recruiters to consider and hire qualified, diverse talent regardless of location or work style.Benefits of A Flexible Approach to RecruitmentThe pandemic demonstrated that it’s possible to operate outside the four walls of the office, and companies have benefitted from the newfound ability to recruit and hire from an international talent pool. When the limitations to an employee’s location are removed, and the foundation of a company’s recruitment strategies is rooted in flexible, people-centric methods – recruiters can focus on global enriching and expanding their talent pool. For businesses open to hiring in new markets, each country may offer a uniquely trained and skilled workforce to consider. For example, countries such as Mexico and India continue to embrace their roles as tech and manufacturing hubs, creating access to highly-skilled technical talent. In addition, implementing flexibility in where you hire – and embracing asynchronous work means companies can hire anywhere in the world and focus on recruiting the best talent versus only being limited to the best talent in their local cities. The most creative and coherent ideas and strategies are fostered when these differing minds are brought together in a collaborative environment. With a recruitment policy that permits talent to have asynchronous schedules and versatile work experiences tailored to their needs and expectations, recruiters can foster a workplace with diverse backgrounds and perspectives. It can also aid your brand’s cultural sensitivity and awareness, allowing those with unique cultural or family needs to set their schedule.Designing A Global “Work in Any Way” Future and Recruitment Process With these benefits in mind, here are a few tips for how recruiters and HR leaders can reorient their recruitment strategies to allow for the flexibility and people-oriented approach needed to hire talent that can “Work in Any Way” :1. Be AccommodatingThe most competitive companies lean into people-centric recruitment and HR strategies with great success, accommodating individual workstyles and cultural norms. To get there requires becoming a company that offers the flexibility for people to shape their work experience to fit their lifestyles and backgrounds. For example, some prospects require different types of benefits that are not traditional in the U.S. or Canada. These benefits can include meal stipends, transportation, and childcare which HR leaders need to consider and be willing to provide. For example, some countries, like France  and Spain , have national laws requiring three-four days of paid bereavement leave that will be expected by incoming talent.2. Take an Open-Minded Approach“Work in Any Way” isn’t about getting comfortable with a new normal. It’s about reimagining the future of work and the entire work experience in creative ways that meet the needs of everyone in the organization and, therefore, the markets of every location, domestic and abroad. Drop the assumptions and old methods of thinking about what positions must be hired in areas local to your brick-and-mortar offices and focus on leveraging knowledge from around the world that can enhance your teams .3. Grade Yourself and Your CompanyOnce you understand what defines “Work in Any Way,” you must determine how to cultivate it. Start by grading yourself. What’s effective and what’s not? Where are you succeeding, and where do you lag? Becoming a “Work in Any Way” company doesn’t mean changing every practice, saying yes to every candidate’s demand, or hiring talent in every location to understand the market. It’s about finding the balance between business necessities and candidate preferences. It’s about researching which markets offer the specific professional skills the organization needs to consider talent from the region. Diverse, skilled, and globally fluent talent can sometimes feel like a challenge to find. By reorientating recruitment policies to answer the flexibility, freedom of location, and autonomy asked for by candidates, and your company can come out on top in the eyes of prospective candidates.  By Katherine Loranger, Chief People Officer at Safeguard Global. Get the top recruiting news and insights delivered to your inbox every week. Sign up for the Recruiter Today newsletter.

One of the most critical performance factors for hiring teams is time to hire. Only 30% of organizations can fill a position within 30 days. The remaining candidates take anything from one to four months to get hired.Why should you try to shorten the hiring process?Taking too long to fill a position increases the risk of losing fast-moving (high-quality) prospects. It’s not easy to measure the time to hire, but once you have the data, you can see where you can improve. With the cost per hire and time to hire rising, it’s essential to establish a solid foundation before launching a comprehensive recruitment campaign. It’s also a good idea to have a safety net if one of your employees leaves unexpectedly.In this scenario, that safety net is your large applicant pool. We’ve listed five ways to get you started.How Do You Build and Maintain a Talent Pool?1. Add the Candidates You’ve FoundThis is arguably the simplest way to fill your skill pool with candidates. When you come across interesting people that don’t fit your current available roles during your sourcing process, add them to your talent pool.Keep in mind, though, that if you want to keep people interested, you must engage with them frequently. You can, for example, keep them up to date on industry news and your company’s latest technological breakthroughs or invite them to events you’re hosting.2. Re-Engage Inactive CandidatesRe-engaging with applicants who previously applied but were not selected is another simple strategy to expand your talent pool. You can consider the following:Candidates should be kept informed about the recruitment process and the following actionsMaintain the timeline you specifiedAs promptly as possible, respond to applicant queriesGive folks comments on how they did (and explain why they didn’t get the job)Be open and honest with candidates about the position and the organizationThere’s no reason why rejected candidates wouldn’t want to stay in touch and be part of your talent pool if you follow these guidelines. Unless, of course, they felt the company wasn’t the proper fit for them after all.3. Don’t Forget About Previous EmployeesWhen creating and sustaining your talent pool, just as you shouldn’t forget about your current employees, you shouldn’t ignore your previous ones.Yes, they left your organization, but that doesn’t imply they aren’t looking for new chances or that they won’t come back. Especially if the primary reason for their departure had nothing to do with how much they enjoyed working with you.Include questions such as “Would you consider returning if the perfect chance presented itself?: in your farewell interview. Or “What would be your deciding factor in returning to work for us?”You’ll be able to categorize former employees into a particular area of your talent pool based on their responses and keep them updated.4. Involve Students and Future GraduatesIt’s all about foresight when it comes to talent pooling. What better way to do so than to engage with the future workforce, which includes students and graduates-to-be?While most students aren’t searching for full-time employment, most want to work part-time. Either for the money, to start thinking about what they want to do when they graduate, or both. Graduates are in the same boat, though in a slightly different way.While some graduates already have a job when they receive their diploma, many others will still be hunting for that perfect career opportunity once they complete their education.Social media  is an excellent way to demonstrate to students and grads what it’s like to work for your firm and what you have in store for them. According to Mediabistro, 14.4 million  job searchers in the United States utilize social media in their job search. Social media is the essential technique used by 29% of their survey respondents in their search. Jessica Palmeri, an online communications specialist, said, “If you haven’t already used social media in your recruiting process, this indicates it could be a new way to extend your talent pool.”Consider (summer) internships, graduate programs, part-time contracts, work shadowing, and meetings with your CEO, among other options.An internship or graduate program is a terrific way to spot potential and see who would be a good fit for your firm later on; getting your student and graduate “offering” right dramatically benefits you as an employer.Until then, you may recruit and keep them interested with material tailored to individuals just starting in their professions.5. Make Use of Marketing for RecruitmentRecruitment marketing  refers to how a firm develops and communicates its employer branding and employee value proposition as a critical step in talent acquisition.Your company may attract and develop elite talent by publicly marketing and encouraging them to join your talent pool. A company blog, social media advertising, or attending a career fair are all examples of inbound recruiting.However, building a robust candidate pool isn’t just enough. If you do not fill your open positions faster, all the effort of creating this talent pool goes in vain. It is equally important to focus on time to hire and indulge in practices that help you employ fast and make your recruitment process more streamlined.Most recruiting speed study has focused on time to fill rather than time to hire. According to the Society for Human Resource Management (SHRM) , the average time to fill a position is 36 days.Another issue is that the time it takes to hire depends on labor shortages in the country, industry, and specific roles. This makes determining the best time to employ impossible. According to the same survey, the average time between screening candidates and accepting a job offer is 24 days. This means that the average time to hire is similar.You need to strategize and map out a proper plan to reduce your hiring time to be in the business. Let’s find out how.6 Effective Ways To Reduce Time To HireHere are seven practical techniques to minimize hiring time to help you step up and enhance your recruitment process (and discover the appropriate individual for your job the fastest).1. Shorten the Hiring Process by Gathering the Necessary InformationAccording to research , shortening the application process to five minutes or less can increase conversion rates (the percentage of people who read a job description on a job board and then apply) by up to 365%.The majority of applicants abandon long application processes. More people will apply if they can finish the application in less than five minutes . Candidates should be requested to upload their resume and cover letter and answer a few questions.As a first step toward working on your time to hire, strive to learn:How long does it take you to fill a position right now?The time it takes for applicants to go through the stages (for example, from the application stage to the phone interview stage, from the phone interview stage to the in-person interview stage, and so on).How is your time to hire compared to the average time to engage in your industry?The time it takes from final selection to issuing a job offer in calendar days.The average ratio of good to bad applications received (this will help you diagnose if the slowdown is happening in the sourcing phase).Pick the most alarming numbers and seek ways to improve them once you’ve acquired all of the data.Here’s an example in action. Suppose prospects supply their information and send you their résumé in two days on average, but your recruiting or hiring manager takes a week to respond. In that case, you could try to automate some of the manual steps to relieve your managers’ workload.Screening diverse candidates, assessing their CVs, reviewing the results of pre-employment tests, advancing them to the next level, and scheduling interviews with the chosen prospects can all be automated.This will assist both candidates (who will progress through the process more quickly and hence find a job sooner) and recruiters or HR managers (who will have more time to focus on other tasks).2. Use Software for Pre-employment ScreeningAccording to a study , while the evaluation process includes talent tests, personality surveys, and cognitive ability assessments to help you find the perfect candidate, they also take time away from your hiring process:On average, a cognitive ability evaluation adds 2.6 to 4.4 days to your schedule.A job skills test adds between 0.6 and 1.5 days to your schedule.A personality questionnaire average adds 0.9 to 1.3 days to your schedule.Since top talent is only available for ten days, reducing the screening time is critical.A good screening solution can significantly reduce your hiring time without sacrificing quality. For example, you can screen candidates for the necessary abilities, personality, and cultural fit without having to build and implement lengthy assessments.You can also rely less on the CV and more on individuals with intelligent screening.3. Automate Scheduling and Make the Interview Process QuickInterview schedule delays add time to your hiring process. With most firms doing at least three rounds of interviews, there is always a lot of potential for improvement regarding interviewing schedules.An automatic interview scheduling solution  will save you time and avoid delays in the process, minimizing applicant irritation and providing a better candidate experience.There are tools in the employment market wherein you can fully automate this process in less than 72 hours and guarantee applicants job security. The entire application process takes less than ten minutes from when prospects click the apply button to the interview, and they can choose to interview with one of your available managers immediately.4. Hire Faster by Accelerating SourcingYou can detect a slowdown in the sourcing phase if you know the ratio of good to poor applications you regularly receive. After all, sifting through low-quality applications will waste time and effort with no return on investment.For example, you can look at the applicant-to-interview ratio to get an idea of your ratios. The average is around 12% . You’re most likely attracting many qualified individuals if your ratio is higher.If you have a low ratio, there are a few things you can do to improve your sourcing methods:Programmatic advertising  entails executing paid ad campaigns to specific target groups to promote your job openings. If you have the resources, programmatic advertising can help you generate awareness about your positions, strengthen your employer’s brand, and attract qualified candidates.Use social media networks such as LinkedIn, Facebook, and Twitter to find people in your sector who would be a good fit for your organization. You can also meet your potential candidates offline at industry conventions and meetups.Auditing internal talent may help keep track of what’s going on with your inner talent. You might be able to fill some roles only through internal promotions.Referrals are the most common way for job seekers to learn about openings. Create successful referral programs that reward employees who bring you top talent.Look through talent databases. Use these resources and the platforms’ extensive search capabilities to find applicants who would make great employees for your organization.Once you have a sufficient number of excellent applications, you will be able to find the best prospects sooner, reducing your time to recruit.5. Purchase an Application Tracking System (ATS)A solid applicant tracking system can assist you at every stage of the hiring process. An ATS can help you boost efficiency in large sections of your hiring process, from placing your job ad on several job sites to notifying you in real time as people apply.An ATS is a vital tool for structuring your hiring process and reducing your average hiring time, with features including interview scheduling, application streamlining and sorting, talent pipeline creation, compliance checking, and automation.Don’t rush into selecting an ATS; consider your needs thoroughly and try the tool before committing.6. Create a Well-Organized Hiring ProcedureWhen you don’t have a structured hiring process, it takes longer to hire since you have to start over every time you need to fill a new position.Even if you already have a procedure, consider the candidate’s journey from beginning to end. What are the steps, and how long do they take?If you have a low ratio, you can do a few things to improve your sourcing methods. A structured hiring process also prevents you from being slowed down and dramatically reduces the time required to hire because you know exactly what to do at each stage.Adam Robinson (CEO and Co-founder of Hireology) advocates for a documented hiring process, saying, “A structured hiring process is cost-effective and will streamline how you locate and qualify applicants.” It can also assist your company in achieving measurable, tangible results by preventing damage from bad recruits.”If you want to reduce the time to hire for your firm, you can reach out to Recruiter.com   to streamline your recruitment needs and expand your applicant pool.We create a new solution for our clients. We map out the entire recruitment process from both the recruiter’s and the candidate’s viewpoints. Get the top recruiting news and insights delivered to your inbox every week. Sign up for the Recruiter Today newsletter.

According to the latest research , 24% of businesses use artificial intelligence (AI) in their hiring process. However, it’s becoming more common as companies try to find better hiring methods.But even though it’s becoming more common in the employment market, recruiters and hiring managers are still confused about what AI is and how it’s used in recruiting.Keep reading, and we’ll break down all of the common AI recruiting terms you need to know to find the most qualified candidates.Artificial IntelligenceAI is one of the most foundational terms, but it’s essential to understand because many people aren’t quite sure what it means. And, no, it doesn’t mean that a robot will take over your job. Instead, AI is a powerful machine that learns how to mimic human abilities. This could be like scanning a resume, solving a problem, automating a repetitive task, learning from data, or offering solutions to problems.However, to work correctly, AI needs a lot of data to read. For example, think about when you’re scrolling through Netflix trying to find something to watch. All your previously watched shows and movies act as data that go into Netflix’s AI algorithm. AI can identify patterns in your viewing habits and look for similar ways in other shows or movies that you might be interested in. This is how it can provide accurate suggestions.However, AI is also popular in other aspects of our lives, like with Tesla’s self-driving cars, Apple’s Siri, or Google’s Alexa. But in recruiting, AI is used in more of a problem-solving or learning function.Most of the time, AI technology is designed to automate repetitive tasks to help save time. For example, if you have too many resumes to screen, AI can use the data you tell it to look for and quickly scan all the resumes and figure out which candidate is a better fit based on the information you gave.However, other companies use AI technology for recruiting chatbots, interview assessments, or sourcing as a service. Machine LearningMachine learning is an application of AI which looks for code patterns. You can program machine learning to look for specific patterns. If you put more data into the program, it’ll be able to adapt better and provide more accurate outcomes.In recruiting, you can sometimes use machine learning to screen resumes and rank them. However, to do that, a recruiter would need to plug in the requirements, keywords, and skills to look for and what qualifications a hiring manager are looking for.AlgorithmAn algorithm is a type of formula or a procedure that goes through specific steps to solve a problem or come up with a solution. For example, Spotify uses an algorithm based on your listening data to determine what songs you might like on your Release Radar each week. When a user says they love or hate a song, this input goes into the algorithm so that it can offer better suggestions.In recruiting, one of the most basic ways you can use an algorithm is through a Boolean search or keywords. However, you’ll need to identify qualified candidates from a large applicant pool. You’ll want to input your search terms, and then you’ll get an output of candidates that match those requirements.For example, you could use this when sourcing passive candidates. If you’re sourcing a software engineer, then you’ll put in what keywords you want to be on the engineer’s resume. That way, the algorithm will go through all the candidates and pull out the ones that meet the requirements that you set.Natural Language ProcessingWhen you’re using a computer, it uses natural language processing (NLP) to communicate what you want it to do. It can understand and generate speech and text without using programming languages.You can also apply this in your recruitment process. You’ll see it most commonly in AI recruiting assistants, like chatbots. These chatbots can read what text a candidate is sending, for example, and provide any answers or feedback based on that. These chatbots can be great at answering simple questions that candidates have so that recruiters can focus on other, more critical tasks.People AnalyticsWhile this isn’t an AI term, you can use it with other types of recruiting technology. People analytics uses data analysis techniques. These techniques can help improve, understand, and optimize the people-facing side of your business. When you use it in recruiting, it can help you know how to improve your candidate experience better.People analytics will help you connect the people data with different types of business algorithms. These will be aligned with your goals, like increasing revenue, lowering hiring costs, or improving the candidate experience.Sentiment AnalyticsWhen a computer program can decide on a subjective opinion, emotion, or an emotional effect, it can translate it into written communication. This is sentiment analytics.For example, if you’ve used Grammarly, you might have noticed that their algorithm will analyze your text and let you know what type of emotion you’re conveying. For example, you might be writing confidently or persuasively. This is investigating your intended effect.In recruiting, you can also use this. People use this to identify the potentially biased language in the job descriptions before you post them on job boards. The algorithm will scan your job description and let you know what the tone of your words conveys. For example, you might be writing an aggressive job posting that deters women from applying.When you analyze these words and improve your messaging, you can work towards hiring a more diverse workforce.Predictive AnalyticsIn general, recruiters might hear predictive analytics as a catch-all term. It’s used to talk about an equation or algorithm for a data set. You can use these data sets to create a predictive model to showcase what might happen in the future.For example, if you’re using this in recruiting, you can use this to screen a candidate’s resume or profile and predict how successful an employee they would be. You can use this to analyze interview scores, resume data, or hiring assessments.You can also use this to predict which existing employees are more likely to quit. Based on this, you could start building a talent pipeline and preparing to find job seekers so that your HR is more prepared to fill that open position if they do leave.Start Using Recruiting AI Technology TodayEighty-four percent  of business leaders expect AI to help them gain a competitive edge in future hiring. If you don’t want to be left behind, you should learn more about the terms that we talked about above.However, if you still struggle with the terms or concept of AI in recruiting, you don’t have to learn them. Recruiter.com can help you by managing the software for you! We’re talent acquisition professionals who have powerful AI sourcing software that can help clients find candidates for even their most challenging positions.If you’re interested in learning more about our sourcing as a service and how it can improve your recruiting process, contact us today !Get the top recruiting news and insights delivered to your inbox every week. 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Welcome to Recruiter Q&A, where we pose employment-related questions to the experts and share their answers!Today’s Question: When hiring for a C-suite position, what’s one quality you’ll want to look for in your candidates that might differ from other positions? Why?These answers are provided by the Young Entrepreneur Council (YEC), an invite-only organization composed of the world’s most successful young entrepreneurs. YEC members represent nearly every industry, generate billions of dollars in revenue each year, and have created tens of thousands of jobs in the employment market.1. Strategic ThinkingA C-suite candidate needs to be able to think strategically. At this level, the candidate needs to be more than the most technically proficient, but rather someone who can create strategy and, more importantly, communicate strategy in a way that allows others to execute on the strategy. — Zane Stevens, Protea Financial 2. A Sense of CalmDoing hard things is already a part of the C-suite position’s role. We need a leader who will take action with strength, wisdom, and peace. This person should hold the team together with their words and presence. They should be able to make swift and right decisions without panicking, and their example inspires others to do the same. With a higher position comes stress, but with a mind at peace comes good solutions. — Daisy Jing, Banish 3. A Collaborative NatureFor C-suite positions, I’d look for someone with a collaborative quality. A collaborative leader encourages employees to have a shared approach and work toward company goals. They’ll also be more willing to break free from outdated processes and expand their role to grow the company the best they can. — Benjamin Rojas, All in One SEO 4. A Focus on Problem SolvingIf a candidate for a C-suite position is going to work in our organization, they must have a focus on solving problems. At that level, no one else will do it for them. Over the wall, under the wall, through the wall — it’s all about solutions and getting things done. Excuses don’t matter. — John Lie-Nielsen, One Park Financial 5. The Ability to Manage ChangeApart from communications, strategic thinking, and management skills, the one thing I look for in a C-suite candidate is change management. They need to have the capability to identify opportunities for change and then help steer the organization to the new path forward. It’s an often overlooked skill, but learning about change management is very important for good leaders. — Stephanie Wells, Formidable Forms 6. Self-AwarenessOne quality I would look for in C-suite candidates is self-awareness. It’s not enough to just be able to do the job well. You need to also be able to understand how your role and your personality work together. This means that someone needs to know how to self-reflect and think about how they can improve their own performance, as well as the performance of their team. — Kristin Kimberly Marquet, Marquet Media, LLC 7. A Passion for Helping OthersThe ability to and passion for helping others is the main quality I am looking for when hiring someone for a C-suite position. If the person has this ability, they will be strong enough to solve any issue, make a hard decision when needed and be capable of communicating with everyone. — Alexandru Stan, Tekpon 8. Strong Leadership SkillsWhen hiring for a C-suite position, you’ll want to look for candidates with strong leadership skills. This is because the C-suite is responsible for setting the tone and direction of the company, and they need to be able to lead the team effectively. They also need to have a clear understanding of the company’s goals and how to achieve them. — Syed Balkhi, WPBeginner 9. The Ability to Ask the Right QuestionsIdeally, my preferred C-suite applicant knows how to ask the right questions. You need someone who is inquisitive and wants to get to the bottom of business issues while helping the rest of the team reach their goals. — John Turner, SeedProd LLC Get the top recruiting news and insights delivered to your inbox every week. Sign up for the Recruiter Today newsletter.

If your business is like most, your employees likely spend a lot of time indoors. The average American worker spends 90% of their time inside . During this time spent indoors, 86% of American workers sit all day long . Spending an extended amount of time indoors can cause adverse health effects, including a higher risk of diseases including colon, endometrial, and lung cancer .To combat these adverse effects, many businesses are allowing employees to work from outside (WFO). WFO is a popular trend in which workers complete their daily work outdoors. By spending more time outside and less time sitting indoors, your workers can reap various mental and physical health benefits. Follow along to learn more about how WFO can benefit your business.8 Benefits of Working From OutsideBy swapping out cubicles for an outdoor setting, your employees may begin feeling better both mentally and physically. Here are eight health benefits workers can experience when WFO.1. Reduced Blood PressureStudies show that those who spend at least thirty minutes outdoors per week areless likely to have high blood pressure . Even if your employees cannot spend all day working outside, a short break in nature is enough for them to start noticing some positive improvements in their health.2. Increased Problem-solving SkillsIf you ever notice your team feeling uninspired, urge them to go outside for a walk. Those who go on outdoor walks benefit from a 60% boost in creative problem-solving skills . To notice these benefits, encourage your employees to walk to their favorite outdoor work spot.3. Improved Heart HealthIf your staff sits at a desk all day, they are at an increased risk  for heart disease. To keep their hearts healthy, allow them to take outdoor breaks and walks to help them stay active and reduce their risk for heart disease.4. Better VisionIf your team is WFH or WFO, they will likely spend most of their time in front of a computer screen. While a computer may be beneficial to them effectively completing their work, it can be highly damaging to their eyes. Studies show that light emitted from computer screens can cause irreversible damage to your eyes . WFO allows natural sunlight to mitigate screen time, so your workers can protect their eyes from strain and permanent damage.5. Elevated Energy LevelsWhen working indoors, your team may reach for another cup of coffee to help get through the day. Similar to the energizing effects of coffee, WFO can also increase their liveliness. Justtwenty minutes outside is enough to significantly boost energy levels without the crash or jitters caused by caffeine.6. Less StressCompared to those sitting in urban environments, those who sit outside in nature experience a 12.4% reduction  in cortisol levels. Widely known as the stress hormone, high cortisollevels can result from stress and stressful thinking patterns.7. Access to Cleaner AirCompared to outdoor air, indoor air has two to five more pollutants . By breathing air trapped inside all day, your workers will drastically increase their exposure to dust mites, allergens, and particulate matter . By WFO, your team can spend their time breathing in cleaner air less likely to contain pollutants.8. Increased Happiness LevelsYou are actively increasing their happiness levels by allowing your employees to take their routine work outside. Studies show that just 30 minutes of outdoor exposure per week can decrease depression by 7% . In addition, with proximity to nature and green space, your workers can reap cognitive benefits they couldn’t find in an office building.4 Tips For Creating An Effective Work-From-Home SpaceWhile your business’s routine tasks might not primarily take place outside, you can still take steps to create an outdoor work environment so your team can reap all of the benefits that WFO can provide. You can also give suggestions to assist your WFH staff in setting up their own ideal WFO space. Learn how to create the ultimate outdoor office with several easy tips.1. Find an Outdoor Desk or TableEven though sitting down isn’t preferred for your health, investing in outdoor desks and tables can be an excellent way for your employees to enjoy the outdoors while being productive comfortably. Standing desks can help your workers minimize the harmful effects of sitting all day.2. Protect Your TechnologyIf your business’s daily work requires computers, be sure to add some overhead protection to protect your employee’s devices from any sun damage or glare. To further protect their eyes, encourage your team to wear blue-light blocking glasses to reduce potential damage to their retinas.3. Decorate Your Outdoor SpaceAdd fun decor like plants or an outdoor rug to make an outdoor workspace feel more comfortable. In addition to adding color to your company’s outdoor space, plant exposure can benefit your mental and physical health. By letting your team spend time in your business’s outdoor office, you can feel an improvement in their moods.4. Boost Your WiFiWhen WFO, your employees may experience difficulty maintaining a solid connection to your WiFi router. To combat this, consider installing a WiFi extender. A WiFi extender can help boost the range of a WiFi router, allowing workers to connect to the Internet in an outdoor space more effectively.The Bottom LineEven though your business’s daily work might not require your employees to be outside every day of the week, there are steps you can take to improve their lives by allowing them to WFO. Whether creating an outdoor office, encouraging outdoor breaks, or going on a walk with your team, spending time working outdoors is a great way to improve your team’s overall health and wellbeing.Griffin Parrish is a Junior Content Marketing Specialist at Siege. Get the top recruiting news and insights delivered to your inbox every week. Sign up for the Recruiter Today newsletter.

As recent Gen Z graduates work through the post-grad job search, employers are planning to hire almost 30%  more recent grads than in 2021, according to NACE, and are looking to grow talent for the long term. Gen Z, however, is the most likely generation to switch jobs  and also most likely to receive the most considerable pay increase when changing jobs, according to the Bank of America Institute.The solution to hiring and retaining the newest working generation starts with the hiring process, with a company’s first impression in the employment market coming from its job description. So what can companies do to make their job descriptions more impactful to Gen Z and drive applications from employees who want to stay for the long haul? Here are three ways that employers can revamp their job descriptions to fit the new workplace trends that attract recent grads and improve overall company retention rates. 1. Improve InclusivityData from the U.S. Bureau of Labor Statistics proves that Gen Z is the most racially and ethnically diverse  generation. These workers are looking for companies that align with their values and beliefs. Managers in HR can improve their inclusive hiring strategy by crafting job descriptions with inclusive language to invite candidates of all backgrounds to apply.Lever’s State of Diversity, Equity, and Inclusion (DEI) report highlights that 41% of employers  say that adjusting hiring and onboarding efforts to align with internal goals are the most significant areas of improvement when it comes to DEI. This can start in the hiring process by redesigning the job description to improve inclusivity efforts through language. The Born This Way Foundation found that 77% of BIPOC and LGBTQ+ employees  are more likely to apply for roles with the word ‘kindness’ featured in the job description. Since SHRM suggests that losing an employee can cost companies up to $45,000 , businesses can benefit from inclusive strategies that ensure applicants will stay.Providing candidates an inside look into internal DEI initiatives at the start of the hiring process can help show the dedication and commitment to belonging within the company before candidates even decide to apply. Employees who are satisfied with their employers’ efforts to create a diverse and inclusive culture are more likely  to stay with the company for more than five years, according to Deloitte, continuing to demonstrate how retention efforts must start at the beginning of the hiring process. Lever data also shows that in 2021 44% of employers made actionable changes  to hiring policies in an attempt to attract future employees. While companies continue to address DEI strategies, integrating transparency around these efforts and adjusting hiring processes to reflect the company’s core values is key to attracting Gen Z employees and retaining them. 2. Emphasize Purpose An intense job description that attracts Gen Z grads will connect the needed responsibilities to the organization’s purpose and values to make the candidate feel fulfilled in their role. Gen Z is a passionate generation looking for jobs that will fulfill and excite them, with data from Deloitte showing that 37% of Gen Z workers  have rejected a position based on their ethics.When it comes to how this generation chooses an organization to work for, Lever’s Great Resignation Report highlights that 42% of Gen Z  would instead work for a company that gives them a sense of purpose than one that pays more – compared to Millennials (49%) and Gen Xs (56%), who would instead work for a company that pays more. To entice Gen Z to apply for open roles, hiring teams should consider updating job descriptions to reflect the work the company does for the greater good and the purpose that the role can instill into the candidate.While most workers are looking for higher salaries and improved health insurance, Gen Z is uniquely interested in a job that will give them a sense of purpose. The newest generation in the workforce wants to participate in work that matters to them with people that align with values similar to theirs.3. Provide Clear Career Pathways Recruiters can create a successful hiring and retention strategy when they understand what Gen Z employees are looking for in their roles. Still, HR managers should also consider young employees’ long-term goals when rethinking their job descriptions.Gen Z candidates are jumping into the workforce for the first time and looking for organizations willing to train and teach them along the way. Providing upskilling or reskilling opportunities can motivate nearly one in five Gen Zs  to stay at their company long-term, so job descriptions should clearly state the company’s opportunities for career progression and skills training to attract these workers to apply.Additionally, nearly one-third (67%)  of employees would leave their organizations altogether if they did not allow internal mobility. To improve retention and ensure these candidates are the right fit for the role, redesigning job descriptions should include the available learning and development programs that can help further these employees’ skill sets and ability to move up or move laterally within the company.Since increasing retention rates significantly impact companies’ bottom lines, employers must highlight these opportunities in the job description to attract young workers looking to grow within the company. As Gen Z workers become a more extensive section of the workforce, companies should continue to adjust hiring processes to reflect the desires of these young workers. By improving overall inclusivity, emphasizing job purpose, and providing an opportunity for career progression, hiring managers can successfully attract Gen Z workers looking to learn and succeed in their first post-grad job role.  Caitlyn Metteer is the Director of Recruiting at Lever .Get the top recruiting news and insights delivered to your inbox every week. Sign up for the Recruiter Today newsletter.