Incipio Works 2021: A Year in Review

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There are many phrases and highlights that people will remember about 2021. For those in the business of people, some that stick out are; remote working, employer branding, an employee’s market, proactive recruiting, employee experience, space, and, of course, The Great Resignation.

At Incipio, 2021 was a year full of transformative partnerships, notable growth for our clients’ businesses, an increase in the need for our business, embracing innovation, learning, and recalibration.

We love what we do. Providing our clients with innovative, strategic, customized, and highly effective workforce solutions is our jam and, 2021 provided us with ample opportunity to do just that for many new and existing clients. 2021 was an unprecedented year on all accounts, but some unique challenges existed for the American workforce. The pandemic flipped many industries upside down, requiring them to think outside the box while also attempting to meet their client’s needs, retain employees, sustain and grow their business.

It indeed was an honor to partner with our clients to implement custom HR solutions that provided them the opportunity to navigate through this unprecedented time. Creating customized strategic plans for each client to help ensure their success, breaking down the challenges that each partner faced, designing manageable goals, obtainable standards, and process improvements, and redefining what was into what is possible are just a few of the initiatives we focused on in 2021. We are the talent finders, problem solvers, connection builders, and do-gooders, but don’t take our word for it.

Here is what our clients had to say about working with us in 2021:

Remote Working

A trend that is not going away anytime soon. According to smallbiztrends.com, at least 32% of employees worldwide will be working remotely at the end of 2021. Up from 17% in 2019. Remote work is persisting and trending permanently. According to Gallup, nine out of ten remote workers would like to maintain remote work to some degree in the future. Gallup also found that overall, 54% of employees who work remotely would like to work split their time at home and office, creating a hybrid arrangement.

Employer Branding

Creating a solid brand for your organization is not just a buzz phrase. More employees seek to work in an environment that mirrors their personal brand and values. Strong employer branding can not only assist in recruiting but retention as well. Defining that brand, remaining true to it, and using it in recruiting and marketing can increase your candidate and client funnel.

Employee Experience

An employee’s experience starts when they begin researching your company: your website, social media presence, employer brand, company reviews, and initial contact. The interview process doesn’t necessarily need to be seamless, but it must make the candidate feel valued, whether they are extended an offer or not. Long, drawn-out interview processes can create an extremely stressful environment. Developing a methodical approach to ensure a positive experience is integral to creating an exceptional experience. Having a tight onboarding process is also key to retention and employee experience. Something Incipio has a vast amount of experience.

The Great Resignation

The U.S. Bureau of Labor Statistics indicates that 4 million Americans quit their jobs in July of 2021. According to Harvard Business Review, resignation rates are the highest among mid-career employees. Although this is a national issue, every company dealing with a high turnover rate must quantify the problem at their organization. Understanding the root cause is vital. Working with a company like Incipio to explore metrics and underlying tones such as compensation, career progression, company brand, employee experience, benefits, and employee perks can assist in making sure your company develops a program that neutralizes any specific issues.

Proactive Recruiting

There are two ways we can meet the needs of our clients when it comes to recruiting. Proactive and reactive. We are a fan of the Scouts model of “Be Prepared” and, when possible, like to meet their needs in more of a proactive approach than a reactive approach. Hunting and curating employees for roles that are not yet available allows our clients to pick the ideal candidate ahead of the demand. Reactive recruiters work on finding talent for jobs that are needed immediately. Proactive recruiting removes the pressure to fill the spot, allowing for proper vetting, due diligence, and finding the right piece to your team puzzle, saving you time and money in both the short and long term. It also allows for a better recruiting and onboarding process for the candidates, which is critical in today’s market.

Space

The job market is constantly changing, and 2021 saw a massive push in the space industry. Companies and organizations like NASA, The Space Force, Space X, Virgin Galactic, and others are taking the industry by storm, and we are putting them on our bucket list for 2022.

Here is an Incipio 2021 Snapshot:

The number of team members we hired for our clients.

The number of miles we traveled for our clients.

The number of recruiting hours spent filling requisitions for our clients.

Click here for more information on who we are and how we can help you grow your business, or check us out on Facebook, Instagram, Twitter and LinkedIn.

Incipio Workforce Solutions is a strategic partner in helping businesses thrive through recruiting, HR solutions, direct hire recruiting, employer branding, team building, and more! Since 2015, Incipio has been on a mission to transform the way companies attract, engage, and delight their team members. Our professional services break down the challenges you face and create manageable goals, obtainable standards, and process improvements to reorganize, revitalize, and redefine what was into what is possible. Comprised of expertise in HR, Recruiting, Employer Branding, and Service, Incipio gives companies the tools they need to successfully manage their employee experience from interview to retirement. For more information on how we can help you and your business, call us at 502-409-4821 or email us at [email protected]

How To Create Company Culture

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It is the little things, done consistently, that earn employers a reputation for being employee-centric. It is those little things that provide a sneak peek into the culture that a company is establishing for themselves and their team. Whether you’re a small business or a large organization hearing the words company culture can sometimes seem daunting, but that does not necessarily need to be the case.

Company culture is a term that has increasingly come to the forefront when discussing employment, recruiting, retention, and human resources. Company culture defines the environment in which employees work and highlights a company’s values, expectations, and behaviors. For some organizations, a company’s culture may have been deliberately cultivated or could also be the result of the accumulation of decisions that have been made over time by company leaders. Either way, the importance of company culture is becoming more and more relevant.

Some may ask why is company culture so important? There are a number of reasons why but for starters, it can lead to higher productivity, elevated level of employee engagement, boost in employee morale, increased innovation and creativity, and of course lower turnover to list a few.

In a survey conducted by Glassdoor, it was found that over half of job applicants indicated that company culture is more important than salary when looking at job satisfaction. The same survey also found that over 77% of adults in the United States, UK, France & Germany would consider a company’s culture before applying for a job.

Although there is no right or wrong when sitting down to evaluate your current company culture or begin to establish one, there are several areas that you will want to look at.

Purpose: an organization’s purpose is bigger than the product or services that it provides. A company’s purpose is the backbone of the company, outlining who they are and why they exist. It is important that the purpose is in line with an organization’s values and goals. Glassdoor’s survey indicates that nearly nine in ten adults believe that it is important to have a clear mission and purpose. Their report also noted that 77% of adults believe employers are becoming more purpose-driven with regard to recruiting and retaining talent. Thus confirming that this employee-centric world is becoming more mainstream.

Leadership: According to Young, Fabulous & Self Employed Magazine (YFS), 47% of employees want access to leadership. Employees want to be a part of a team that trusts them to work independently and not be micromanaged. Employees also crave someone that can guide and mentor them in their careers. Encouraging and building workplace relationships with team members is seen as gold. In addition, employees want to feel heard. Providing opportunities for employees to share and receive feedback outside of employee evaluations is vital to creating a welcoming team environment. Creating opportunities for lower-level employees to interact with upper management during the workday as well as in social situations is highly encouraged.

Appreciation: Employees look for their efforts to be recognized, whether through upward mobility or simple exchanges between their department or team. Employees want to feel valued for not just their hard work, but the overall package that they bring to the table. Gratitude and encouragement go a long way in any situation, but it is something that can elevate your team to imaginable heights. Offering simple amenities like dress-down Fridays and social events can go a long way to show your team how you appreciate them. Creating programs for employee recognition are also ways to show appreciation. Celebrating milestones, birthdays, company anniversaries, or surpassing company goals. Highlighting a team member on your social media or company newsletter costs nothing but will make that employee feel important and special, creating a positive work environment and can in fact be seen in your bottom line numbers.

Wellbeing: It is essential that your employees feel that your organization places a priority on work-life balance, providing flexibility with hours, remote working options, and establishing healthy relationships between co-workers. For some company’s it may mean to include health and wellness benefits to their team. Investing in employee wellbeing will lead to increased employee engagement and a lower retention rate. YSF found that 77% of employees say health and wellness programs positively impact the work culture. Simple things like allowing dogs at the office, allowing employees to listen to music, and offering opportunities to break bread together can increase employee engagement and productivity. Some employers are also providing benefits such as on-property fitness centers, virtual yoga classes, company-sponsored book clubs, and special interest clubs or activities like cooking, physical activities, healthy living, and more.

Opportunity: Opportunity can mean different things to different people. Understanding this is important as one person may be motivated by compensation, another may be motivated by the opportunity to work remotely, and another by the upward mobility of an organization that promotes from within. Each employee brings something unique to your team and their wants and desires for their career are just as unique. Really getting to know your employees on a personal level and sitting down to assess their career aspirations, and noting what their short and long-term goals are is essential to designing a path for them at your organization. Sharing the company’s short and long-term goals is also a part of this equation. It shows your employees that you are thinking about them long-term. Follow-through is vital in all of these areas in order for them to be effective.

Success: How is success defined in your organization? Are you a results-driven organization that is highly competitive or are you a more customer service-based organization that allows for a more laid-back feel? Neither is better than the other, but it can dictate the types of candidates that will seek employment with you. It can also help determine which employees will thrive and which will seek out other opportunities. Is your organization one that promotes innovation and creativity with an open door policy? Are you consistent with how you define success? Are the rules the same for administrative employees and sales employees? Communicating how your company defines success is important from the interview process through to long-term employees.

The bottom line, company culture is key to the success of any company. Employees are more likely to enjoy their work when their needs and values are consistent with their employers. When employees are happy with their place of employment they tend to be more productive and motivated to not only meet the goals of the company but to exceed them. Maybe it is time to reevaluate your company culture by drilling down on the above areas. This will not only have a positive effect on your current team but will assist with recruiting future candidates.

Incipio can assist you with creating a work culture that revolves around recognition, appreciation, synergy amongst team members, a balance of equality and fairness while looking at all of the above and how it relates to your organization.

Recruiting: In-House Vs. Outsourcing

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RECRUITING: IN-house vs. outsourcing

Hiring and retaining talent is an essential step in building a successful business operation. But let’s face it, recruiting can be difficult, time-consuming, and inefficient. A thriving workforce is crucial to any company reaching its full potential, and the best businesses tend to have the best teams. There are a few strategies organizations can utilize when building and growing their team. Companies can use in-house human resources & recruiting teams, outsource their recruiting efforts, or do a hybrid of the two. Determining which strategy is best requires a closer look at the organization as a whole. Examining areas like company size, expansion plans, cost of recruiting, retention, and employee engagement are places to start.

The talent acquisition and employee retention game has changed dramatically over the last few years. More and more companies are weighing whether to outsource their recruiting tasks, otherwise known as Recruitment Process Outsourcing (RPO) or keep them in-house. RPO is a strategic plan put in place to work with an outside company like Incipio to manage (in whole or part) a company’s recruiting tasks. There isn’t a one-size-fits-all where recruiting is concerned, and companies need to evaluate their business to assess their organization’s best course of action.

Most companies are not in the recruiting and talent acquisition business, and recruiting or growing a team can take a company’s focus away from its core business. Outsourcing recruiting permits company leaders to focus on other aspects of the business while trusting experts to improve recruiting effectiveness, reduce turnover, cut costs, and allow growth. Outsourcing recruiting also allows current human resources teams to focus on current employees, retention, employee performance, and the employee experience, which is critical in today’s market.

When an organization works with a company like Incipio, it can focus on specific hiring needs. A company can also decide which part of the recruiting process they want to be involved with. For instance, hiring managers and upper-level management can enter the process after the initial screening has taken place and the candidate is deemed a good fit. Removing hiring managers from the initial screening tasks that are sometimes tedious and time-consuming gives them more time to focus on their core business tasks.

Different roles or positions a company is hiring for can require different skills or experience on the recruiter’s part, and not all recruiting teams are created equal. When working with an outsourced company, you have access to various experience levels and knowledge that can span industries, positions, technology, and more. Incipio’s CEO, Molley Ricketts, communicates what an RPO can bring to the table when filling multiple positions requiring different skill sets. “Let’s say you have a Vice President of Operations position that you have come available. Well the recruiter that you need for that role, is probably not the same recruiter you have doing your day-to-day work. So you are going to want a recruiter that has more experience in that higher level of work, in recruiting that talent, then the individual that is recruiting for more entry-level or mid-level management roles.” Molley goes on to say, “Outsourcing your recruiting allows you to have a diversified team, without necessarily having to pay for a diversified team.”

Most companies don’t understand what they spend on recruiting, and there is often a misconception about the savings that outsourcing can bring to an organization. In-house recruiting can be costly, and many outsourcing companies have to work with clients to educate them on the actual costs associated with hiring. In addition to the labor costs of recruiting, there are other costs like software, pre-employment testing, and job posting that must be considered. For small businesses, this can especially be burdensome, but according to Ricketts, “being able to outsource it for the needs specifically that you have, is wildly cost-effective. As opposed to bringing someone in-house.” The RPO model can be an investment at first. Still, according to Ricketts, “it is usually within thirty to ninety days that an organization sees the value of having a consistent monthly fee vs. the ebb and flow of recruiting talent to multiple positions and then zero positions because you constantly have someone looking for talent for your organization using an RPO model.” This also allows the current team to continue to focus on their core duties.

To get an accurate picture of the costs related to recruiting, companies must also look at the costs associated with employee turnover. Many factors contribute to employee turnover. However, a high turnover rate can, at times, be traced back to the hiring process. Utilizing tools like the Cost of Turnover Worksheet, Incipio works with their clients to understand the actual turnover costs and develop a strategy that works specific to that organization. When you work with a dedicated recruiter, who is not spread thin with other HR duties or the current employee experience, the precision tends to be sharper, improving the quality of the hire. Outsourcing companies like Incipio have the expertise and knowledge of hiring and tend to have a wider talent pool to pull as this is the core business model. Outsourcing companies also have an ongoing funnel of candidates they are courting and negotiating with. Having more talent options in the funnel and following the process can undoubtedly increase hiring the right talent. Outsourcing a company’s recruiting can also remove the bias that sometimes occurs. Thus, ensuring that the right candidate is offered the position and not the person that socially hit it off with the hiring team during the recruiting process.

An effective RPO blends technology, industry intelligence, company knowledge, management insight, and recruiting best practices to transform an organization’s talent acquisition function. In-house recruiting tends to share other responsibilities like HR generalist duties, training, benefits coordination, and most outsourcing companies work alongside these team members to complement the process blending knowledge, experience with culture and industry. Outsourcing allows the recruiting team to do what they do best and leaves the human resource department and hiring managers to focus on their core roles within an organization. Thus, setting the stage for growth and profitability.

Incipio has the expertise and resources to give you a better recruitment and selection strategy that pays off. Our recruiting consulting begins by identifying your short-term and long-term goals and the skills needed to get there. Then, we can help you find the right people to move your company forward.

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Employer Branding

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Do you have an employer branding strategy for your business?

For as long as competition has existed in the business world, an organization’s reputation has played a vital role in attracting and retaining customers. Reputation, or how others perceive you, can include ideas about products, services, leadership, team members, and prior interaction and exposure. On the other hand, a brand is how you present yourself to the world, reflecting how you want to be perceived or the value you hold. Companies use their brand to connect with customers through various ways, tapping into their emotional and intellectual needs, influencing them to purchase products or use services that the company offers. According to Forbes, some of the most valuable brands in 2020 were Apple (#1), The Walt Disney Company (#7), Nike (#13), Starbucks (#37). What is it about these brands that influence consumers to gravitate to them?

Employer branding is similar in that it communicates a company’s vision but relates to current and potential candidates rather than products and services. This type of branding defines what makes the company unique and desirable and outlines the company culture and values. According to the Society of Human Resource Management (S.H.R.M), the concept of employer branding or measuring what employees see as value is increasingly becoming more critical. The industry measurement to gauge employer branding is called an employee value proposition or EVP, which essentially “is part of an employer’s branding strategy that represents everything of value that the employer has to offer its employees.”

An effective employer brand communicates why an organization is a great place to work, creating a sense of pride for those that are a part of the team, and inspires potential talent to seek out a company for employment.

Employee experience is so much more than well-crafted talking points, more than Dress Down Fridays, Happy Hour Thursdays, and other company perks. Employer branding is about the overall experience of working for a specific organization. Looking at factors such as company values (sustainability, work-life balance, community involvement), innovation & technology, autonomy and ownership given to employees, remote working options, the effectiveness of leaders, performance feedback, and an employees ability to reach their potential within the organization, to name a few. Over the last few years, numerous websites and publications have popped up that rate employer branding or “Best Places to Work” by measuring different categories via anonymous surveys and reviewing company programs and policies.

Essentially, employer branding gives a peek into what it is like to work at an organization. Employer branding done right provides a glance into what employees expect in their workplace but also communicates what is expected as a team member. In this highly competitive employment landscape, this type of branding and measurement is crucial. LinkedIn Employer Brand Statistics Report states that 72% of recruiting leaders worldwide agreed that the employer brand has a significant impact on hiring. Yet, only 55% of small to mid-sized businesses have a proactive brand strategy in place. The concept of employee value proposition or employer branding is no longer an out of the box concept, it is an expectation of most candidates seeking employment.

The same LinkedIn report states the #1 obstacle candidates experience when searching for a job is not knowing what it’s like to work there. They trust current employees three times more than the company itself to give a more accurate picture of what it is like to work there.

When an employer brand is executed properly, a business will see positive impacts resonate across many recruiting and retention bottom-line numbers. LinkedIn research states that a strong employer brand reduces turnover by 28% and cost per hire by 50%.

Creating and executing an employer branding strategy takes time, introspection, and flexibility. Deciding who or what department is to oversee the process and execution will depend on several factors, such as the size of an organization, type of industry, the vision of the organization, the buy-in of the concept, and the company’s leadership. Sometimes having a third party assist in the process can provide an unbiased look at the organization and can help streamline this process.

Implementing a successful strategy starts with the following:

Defining and understanding your recruiting goals (some suggestions below)

↑ Applicants
↑ Application completion rate
↓ Cost per hire
↓ Time to hire
↑ Employee retention
↑ Offer acceptance rates
Build trust

Defining your candidate
- What is their persona
- What motivates them
- What is their job search behavior
- What channels do they use to find companies hiring
- Who influences their decision
- What personality type are they
- What are their goals
- What skill sets do they have

Design your Employee Value Proposition
- Compensation
- Upward mobility
- Environment
- Culture
- Values
- Benefits

Build Engagement among current Employees
- Up to date Social Media profiles that include a place of employment
- Encourage employees to share their experience working for your company
- Highlight employees in blogs, social media
- Conduct company reviews

Set up the proper Recruiting Tools & Channels
- Social Media
- Website
- Blogs
- Workshops
- Outsourcing
- CSM systems

Measure your results.
- Using recruiting and retention metrics
- Touching base with the employee base
- Touching base with candidates throughout the process and afterward.

A company’s reputation matters now more than ever. Communicating your employer brand effectively shows the value you bring to the table. Understanding this allows a company to attract talent in a creative way that has a lasting financial impact. Employers no longer have the upper hand in recruiting talent, the candidate is the one in the driver’s seat, and organizations that don’t get with the program will be left in the dust.

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Incipio Workforce Solutions is a strategic partner in helping businesses thrive through recruiting, HR solutions, direct hire recruiting, employer branding, team building and more! Since 2015, Incipio has been on a mission to transform the way companies attract, engage, and delight their team members. Our professional services break down the challenges you face and create manageable goals, obtainable standards, and process improvements to reorganize, revitalize, and redefine what WAS into WHAT IS possible. Comprised of expertise in HR, Recruiting, Employer Branding, and Service, Incipio gives companies the tools they need to successfully manage their employee experience from interview to retirement. For more information on how we can help you and your business, call us at 502-409-4821 or email us at [email protected]

Strategies for Recruiting Top Talent

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There is an abundance of strategies and tactics that organizations can use when recruiting and retaining talent for their team. The combination of tactics and strategies that will best suit an organization can depend on factors such as recruitment tools, geographical location, industry, position you are hiring for, promotion opportunity, employee engagement, and company culture. Successful recruiting of talent and employee retention in today’s market not only requires an understanding of this but also demands that organizations be innovative, introspective, communicative, and flexible.

Although data is not everything, data is essential in understanding the recruiting process and developing a recruiting strategy plan in any sized organization. Utilizing specific data and tactics in your recruiting strategy is not only smart business but can make the process significantly more manageable, more efficient, and cost-effective. Whether you are using job boards, job aggregators, stand-alone applicant tracking systems (ATS) like UnicusPar, candidate relationship management software (CRM), or working with industry leaders such as Incipio, it is imperative that your recruiting process include tracking certain recruiting and retention metrics. Some critical metrics that companies need to consider are application completion rate, qualified candidate rate, cost of hire, time to hire, acceptance rate, quality of hire, employee engagement, and employee retention. As with any area within an organization, you can not manage what you don’t measure. The recruiting and employee retention process is no different. Workforce solution leaders such as Incipio use a company’s specific data to design and create solutions that support a business in the areas of hiring, retention, and company branding.

What does the data tell us of the current workforce? According to Gallup’s State of the Global Workplace, only 15% of employees were engaged in the workplace. According to Gallup, “engaged employees are those who are involved in, enthusiastic about, and committed to their work and workplace.” What that means is that many employees would seriously consider changing jobs for a better opportunity. Opportunities referring to compensation, benefits, company culture, career path, work-life balance, to list a few.

Evaluating recruiting and retention processes requires introspection. Management teams and Human Resource Departments must pull back the curtain to find areas that the organization is excelling at and which areas may require revamping. Outsourcing this process can sometimes be the most effective course of action. Working with organizations like Incipio, allows companies to breakthrough change barriers and discover fresh, unbiased perspectives. Utilizing data, expertise, and experience when developing recruiting and retention strategies creates better teams and better results for any organization.

The role of human resources has evolved exponentially over the last few years. There is so much more to human resources than benefits, payroll, terminations, and exit interviews. A company’s Human Resources Department plays a crucial role in developing a company’s strategy for recruiting, retention, and employee engagement. Evaluating if your Human Resources Department is a part of your business strategy or just an afterthought is key when looking at recruiting and retention within an organization. In fact, the role of human resources is critical to the financial success of every organization.

As discussed above, recruiting top talent can be very complex, but it also requires precision. Hiring the right candidates can propel a company to meet or surpass its goals. Still, it can also be a financial shortfall when you take recruiting time, training time, job posting, and other expenses into account if you’re not retaining employees. Whether an organization chooses to have an in-house Human Resources Department or partners with a workforce solution company like Incipio, human resources plays an integral part in the success of any organization.

The terms company culture and employer branding have evolved from just being marketing buzzwords to essential elements of an organization’s strategy. Human resources is a critical player in creating an organization’s brand or culture both within and outside of any organization. They are indeed the bridge between the organization and the employees and/or candidates. A strong company brand that is communicated not only within an organization but also externally is crucial to how a business stands out among its current employees and how they can capture the attention of top talent. Consistency is vital with employer branding as reputation can sometimes carry more weight than compensation. CareerBuilder reports that 67% of candidates would essentially accept lower pay if the company they were interested in working for had very positive reviews. This statistic drives home the point that communicating your employer brand or company culture should not only occur internally but externally. Communicate your employer brand or company culture on your website, social media platforms, and hiring portals. Share your company’s awards, core values, employee success stories, employee community involvement, and partnerships with philanthropies. Tell your company’s story and show candidates how they can become a part of that story. Most people gravitate towards being a part of something great. Utilize images, videos, employee and industry partner testimonials to show your candidates what it would be like to be a part of your organization.

Recruiting and employee retention is essential for any organization and now more than ever, companies must accept that what has worked in the past may not work now or in the future. Organizations must remain diligent in measuring recruiting and retention metrics, keeping up to date with hiring trends, communicating with current employees, staying open-minded, and remembering that this is what will make them stand out in a sea of companies vying for talent.

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Retention Strategy for Restaurants and Hospitality Employees

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Although it has always been a significant concern, there has been a consistent rise in turnover rates for restaurant employees over the past few years. Findings from the Bureau of Labor Statistics indicate that over 6% of employees in the hospitality sector leave monthly while the yearly turnover rate is 73.8%. The figures by themselves are a cause for alarm, but the impact of the turnover on the hospitality industry is even more significant.

On average, restaurants and other businesses in the hospitality industry lose $5,864 on every employee turnover. If you have 500 employees, with the current average turnover rate in the industry, you can lose upwards of $2 million annually. This is a vast amount of money that you could channel towards more meaningful initiatives such as upgrades and marketing.

While it is a problem that has plagued this industry for a long time, it is only getting worse given the current unemployment rate. If you consider all factors, it is easy to understand why employee retention for restaurants and companies in the hospitality sector is challenging. It is for this reason that we have developed this retention strategy for restaurant and hospitality employees.

Incentivize Long-term Employment Using Benefits

Employee benefits remain a significant factor in retaining your current employees and attracting new talent regardless of your industry. Healthcare and retirement benefits are vital.

Retirement Benefits

Most employees make the decision to work with a company based on the retirement benefits the company offers. Additionally, almost half of the employees decide whether to stay with their current employer after considering retirement benefits. Retirement benefits are a unique incentive to long-term employment. By utilizing the employer match combined with a unique schedule to provide incentives for employees, it is possible to get employees to stay with your company even during retirement. Employees want to know that a company is working towards providing a secure financial future before committing to their long-term futures.

It is clear that retirement benefits are an essential element, but most businesses in the hospitality industry do not offer solid retention benefits through retirement plans. There are lots of challenges such as the increased burden on the human resource department and low employee participation. One of the most common scenarios is a case where a highly compensated employee is usually limited in relation to the 401 (k) contributions as a result of failing the non-discrimination test and poor participation. Often, this culminates in increased turnover rates in relation to the highly valuable employees that can be hard to replace.

Healthcare Benefits

Healthcare benefits are another vital element in avoiding employee turnover. Before deciding to work with your company, almost 46% of employees consider the health care benefits package you offer. This is according to a Willis Towers Watson study, which also indicates that 55% of the employees view healthcare benefits as an important factor towards staying with their current employer.

This should not be surprising considering ever-growing medical costs. Although employees need to understand that their futures are covered, they also want to know that their present is well taken care of. Coming up with a solid healthcare plan remains one of the best ways to achieve this.

Integrate Technology

Embracing technology can help you reduce the turnover rate of your hospitality business in two ways.

Reduces Workload

Naturally, businesses in the hospitality industry feature a constantly busy environment. Employees often have to juggle between different tasks at the same time, which can have a significant impact on employee morale and productivity.

By integrating modern technology into your business practices, you allow some of the tasks to be delegated to automated systems while employees manage the essential tasks. With less work to do, it is easier to keep employees motivated, which contributes to employee retention.

Improves the Overall Work Environment

Effective integration of technology creates a highly efficient work environment. It takes less time to process tickets which contributes to customer satisfaction and streamlines BOH and FOH. It becomes easier to achieve lower employee turnover rates by creating an enjoyable working environment for employees in the hospitality sector.

Retaining Restaurant and Hospitality Employees

The high employee turnover rates continue to plague the hospitality and restaurant industries. Through poor employee retention, companies lose thousands of dollars on individual employee turnover every month. There is an urgent need for lasting solutions to mitigate the impact high employee turnovers have on the industry.

Companies based in the hospitality and restaurant industries need to provide incentives geared towards getting employees to commit to a future with a company. Providing incentives such as retirement and healthcare benefits can have a positive impact on employee turnovers. Similarly, integrating technology into your business practices can also contribute. It reduces the amount of work the employees have to do and provides a comfortable working environment that contributes to employee satisfaction.

Recruiting 2021: New Challenges, New Opportunities

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The COVID-19 pandemic brought the entire nation to its knees. Large businesses sent staff home, some to work (many with slashed salaries), and some without a job. Small businesses disappeared entirely. Those fortunate enough to have a job tried to adapt to the new “work-from-home” routine. And those newly laid off or furloughed attempted to figure out how to look for a new job during a pandemic.

The workplace culture — and the hiring/recruiting practices essential to populating that culture — arguably has been changed forever.

Whether you are looking for staff, or looking for a position, it will be challenging doing it alone in the emerging post-pandemic world.

For corporations, especially, it is essential to make Human Resources part of your business strategy, not just an afterthought.
Individuals, meanwhile, need to ensure their job searches — and the way they present themselves — is consistent with the skills and experience important to companies in the new workplace environment.

Here are some insights into the new reality.

The Macro Situation

A huge number (41%) of individuals who suffered a job loss have been unemployed for almost a year now, resulting in a crowded applicant market. The S. had approximately 23 million unemployed last April and the current number is still about 10 million.
According to Statista, 47% of companies discouraged remote work and required employees to show up in the office before COVID-19. However, the past year saw even the most rigid employers allow staff to work from home. Now, almost 44% of companies have shifted to full-time remote work.
According to Gallup, 59% of American employees who have been working remotely during the COVID-19 pandemic would prefer continuing to work from home as much as possible, after public health restrictions are eased.

Employer Hiring Challenges

For employers, the go-forward challenges are significant.

Companies that previously laid off workers need to be concerned about lingering negative perceptions that may exist among employees/applicants.
Employers that shifted to an office-less framework need to determine a set of traits that remote employees should possess and add new stages to the hiring process, such as behavioral and aptitude tests.
Large unemployment numbers likely are causing a huge number of applicants — many unqualified — and employers can waste a lot of time simply reviewing and trying to determine qualified persons.
Candidates increasingly are concerned about their health and safety. Employers have to validate that they’re going beyond just staying compliant to reduce fears so that employees will feel safe returning to the office.
Employers will have to audit existing hiring processes, determine what had been working in the past, what hadn’t been working, and figure out how the new normal is going to change their recruitment strategies.
They also will have to adapt their sales pitches based on additional benefits that they may be offering. For instance, the commuter stipend is no longer useful so they may have to introduce better home office setups, childcare benefits, and other wellbeing benefits.

Employee Search Challenges

Individuals, meanwhile, have new concerns that didn’t exist prior to the pandemic.

Many have determined in the past year that remote work fits their personal and professional needs and are interested in continuing on that track. However, they also would be interested in not limiting the number of opportunities that are presented to them.
They are also afraid that the new normal no longer includes jobs that clearly fit their pre-pandemic talents. And they may have to learn new skills to pivot.
The glut of applicants can easily cause qualified applicants not to get noticed by prospective employers. With remote working becoming the norm, they may even have to face competition with a geographically diverse pool of candidates.
When returning to the workplace, individuals may face different health risks depending on the kind of work they do, where they do it, and their own health conditions.
They might feel apprehensive about working with a company that made hundreds of employees redundant in the past.

Moving Forward

Skilled and experienced recruiters provide an important solution for employers and job seekers. Identifying, recruiting, interviewing, and onboarding aren’t the only tasks a recruiter needs to provide in 2021. New skills needed include virtual interviewing and assessment, virtual background checks, virtual hiring, and also reshaping an employer’s identity. Most importantly, the right recruiter is focused and aligned with the employer’s goals.

At Incipio Workforce Solutions, we learned a great deal in 2020 and turned that experience into better systems, processes, and procedures to help our clients achieve their objectives. For example, many companies realized the six-month or yearly performance review no longer was effective. We’ve developed much better ways of setting goals and tracking effectiveness on both a personal and professional level.

Want to know more about Incipio? Get in touch with us right away to learn how we can help you achieve your goals.