(Editor’s Note: Today’s post is brought to you by our friends at Criteria Corp, a leading provider of pre-employment testing services. If you want to learn more about how pre-employment testing can benefit your recruiting strategy, check out Criteria Corp’s “Definitive Guide to Pre-Employment Testing”. I found this to be a comprehensive guide that I keep on the corner of my desk all the time. Enjoy the article!) 
I don’t have to remind anyone that recruiting is a challenge right now. The unemployment rate has fallen to 3.6%, the lowest it’s been since December 1969. I also don’t have to tell you that, at some point, all of the Boomers in your workforce are really going to retire. According to Pew Research Center, 10,000 people a day turn of retirement age. That number is expected to continue for the next decade. And while turning retirement age doesn’t mean that people will immediately retire, it does mean that at some point in the not too distant future, they will.
What is interesting to me is that, with all the conversation about low unemployment, skills gaps, phased retirement strategies, etc. that more organizations aren’t focused on career development. I mean the future workforce must come from somewhere. I don’t mean this is to be flip commentary, but an organization’s future workforce isn’t going to miraculous appear out of nowhere.
This means organizations need to step up their learning and development game. It doesn’t matter whether the organization decides to build an internal learning department or enter into a strategic partnership with a learning organization – like a college or university. What matters is that organizations have some sort of career development program in place.
5 Activities that Every Career Development Program Should Have
It’s easy to say, “Put in a career development program.” Reality is, it’s hard figuring out what activities to include and where to include them. Here are five things to consider when designing your career development program:
Goals. Think about this two-fold. First, all programs need goals. In the case of career development, the program needs organizational goals. Determine what the program goals will be and make sure everyone is onboard with those goals. Second, career development is often about setting goals. It could make sense to build a module that teaches employees how to set their career goals.
Assessments. There are many types of assessments on the market. Cognitive ability testing can provide the company and employees with a baseline for career development conversations. Organizations can administer cognitive ability assessments during the hiring process to understand the candidate’s trainability. Then use that information when the candidate is hired for their career development.
Training and Development. I like to draw a distinction between training and development. Training is for the jobs that employees hold today. Development is for the jobs that employees will have in the future. To me, career development is about both. Career development programs should include both the technical skills and soft skills employees need to be successful today as well as in the future.
Variety of Learning Methods. Today’s career development opportunities are awesome because organizations can provide them in a variety of formats: conferences, webinars, blogs, podcasts, microlearning, etc. You get the point. Each of these formats has pros and cons in terms of scalability, cost, development time, technology requirements, etc. Companies can put together development that works well for them and the employee.
Feedback Mechanisms. An employee’s thoughts about their career can change or shift. The company’s view on the employee’s career can also shift. It’s important that those “shifts” are discussed. Regular feedback conversations between the manager and employee about career development should take place. It doesn’t need to happen in every discussion, but a one-on-one meeting would be a common time to check-in and make sure that the company and employee are on the same page.
These five activities can take place during many phases of the employee life cycle. For example, we talked about cognitive ability assessments being used during recruiting and training. Technical training often takes place during onboarding. And many organizations are using video or webinars for refresher training. Goal-setting, feedback, and soft skills development could happen during performance management.
Use Career Development to Meet Today’s Staffing Needs
It’s time for companies to get creative with their staffing plans. I’m not saying to end traditional recruiting as we know it. But thinking about an employee’s career development can help organizations meet both their current and future staffing needs.
If you want to learn more about using career development as a part of your hiring strategy, join me and the Criteria Corp team on Tuesday, June 4 at 10a Pacific / 1p Eastern for the webinar “Future-proof Your Workforce by Hiring for Trainability”. And if you can’t make it for the live session, go ahead and sign up anyway to get the recording. I look forward to seeing you then.
The post Career Development: 5 Activities that Should Be in Every Program appeared first on hr bartender.
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Author: hrbartender
Date/time: 21st May 2019, 18:03

Here’s a scary fact: Up to 25 percent of new hires leave their jobs within six months. Why? Many say it’s because they didn’t fit in with the company culture — and that’s one very good reason to hire for culture fit. After all, turnover is pretty darn expensive for your business.
But how do you hire for your company’s unique culture? Here are four tips to help you from our new eBook, Hiring for Culture Fit.  Read below for a preview,  and make sure to download for more info!
1. Get Clear on What Your Culture Is
It will be nearly impossible to identify candidates who will be a culture fit if you don’t have a clear definition of that culture. So, review your mission statement and drill down to what really matters to your company — beyond earning a profit, of course. Do you want to make a big difference, value a more relaxed work environment, or be innovative in your industry?
You can also assemble a committee of current to help you figure out what your culture is — or use Glassdoor reviews from past employees to see what they thought. However you do it, just make sure you get a list of values that sums up what is important to your company.
[Related: Culture Codes of Best Places to Work]
2. Make Your Values Known
Don’t let your company culture be a mystery. From your job ad to the interview, make sure you share those values with anyone who might be interested. (You can even add this info to your Glassdoor profile, as well as upload photos that visually show this culture in action.)
If you share your company culture at every opportunity, then you will be much more likely to get the attention of job candidates who are attracted — and would fit well within — it.
3. Ask the Right Questions
In an interview, be sure to ask questions that relate to your company culture and require answers that will illuminate whether the candidate can uphold that culture. For example, if your company values creativity, you might ask the candidate to describe a time they had to come up with a unique or innovative solution to a problem. If your company values giving back, it might be wise to ask how involved the candidate is with his or her own community.
Another opportunity to ask questions is following a company tour — during which you will have shown off your company culture at work. After the tour, you can ask the candidate if he or she could picture working at the company, and dive deeper into why or why not.
4. Dive Deeper With Personality Tests
You can also consider using a personality test to reveal if a candidate will be a culture fit.
Here’s how to do it: Test your own highest-performing and most loyal candidates, and see if you can spot any patterns in their answers and results. For example, do they all score high on measures of empathy? If so, that could be a sign to favour particularly empathetic candidates. Different departments might answer questions differently, so be sure to keep that in mind.
Then, administer the tests to candidates, looking for those whose answers closely resemble those of your own successful workers, in the right departments and similar jobs, of course.
Learn More:
Hiring for Culture Fit
The post 4 Tips for Hiring for Culture Fit appeared first on UK | Glassdoor for Employers.
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Author: glassdoor uk
Date/time: 21st May 2019, 15:03