How To Create Company Culture

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. 

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]

Recruiting: In-House Vs. Outsourcing

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.

Incipio Workforce Solutions - Hiring, Recruiting, Retention, Employer Branding

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.


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]

Employer Branding


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. 


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

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.

Incipio Workforce Solutions - Recruiting

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.

Learn More about hiring, recruiting, employer branding, and more!


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]

Retention Strategy for Restaurants and Hospitality Employees

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

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.

Training and Development: Why It’s Necessary!

What’s your biggest asset?

You Already Know.

Have you ever heard a company say, “Employees are our biggest asset?” When I hear that, I want to know what they are doing to back that up. Job seekers, in particular, are impressed if they learn a company is investing in their people to make them more efficient and productive. That’s exactly what great training and development programs are designed to accomplish.

 Attract and Retain Employees

 One of the biggest benefits of a training and development program is it’s effectiveness in attracting and retaining the best employees. Knowing an organization is willing to spend money on training and development not only attracts the interest of excellent candidates, but it will make your current employees feel valued and even increase loyalty. A combination of internal and external training (perhaps collaborating with a local college or university) will pay long-term dividends. It also will improve your reputation in the community which certainly will help your recruiting efforts.

 Build Your Bench Strength

We’ve talked about this…

We’ve talked in other blogs about how disruptive it can be when you have to replace a valued employee. Having a program that trains and develops workers will go a long way to minimize that disruption by providing a smooth transition. A successful training and development program provides you with a pipeline of qualified employees ready to step up and be rewarded with a promotion. You’ll find it’s a lot cheaper than starting over in the hiring process.

 Do Your Research

Survey Your Employees

They know what they need!

Have you thought about surveying your employees to see what they would like to see in terms of training or development efforts? It will give you some great feedback and allow you to tailor a program that is effective and appreciated. You’ll find it will also increase communication, collaboration and teamwork. It’s a great chance for employees to show you skills you didn’t even know they had.

Happy Ever After On-boarding

When You Know you’ve started at a great job!

There is no better feeling than when you go home from your first day at a new job and you tell your family you’re confident you made the right career decision. Top organizations understand it’s in their best interest to make their on-boarding process both welcoming and effective. Here are some things to keep in mind from the new hire’s perspective:

 It’s all about Communication

Make sure you reach out to your new employee between the job offer and day one. Hearing from their new employer gives positive confirmation they left their previous role for good reason.

 Get Housekeeping Matters Completed Early

Many times half of the new hire’s first day is spent in paperwork.

I would suggest you be proactive and get that paperwork completed ahead of time.

 Set Expectations in Advance

When you start a new job, it’s like “drinking out of a firehose.” It is process information overload. Go ahead and get some of the simple expectations out of the way in advance. Answer a new hire’s questions such as: What’s the dress code? Where should I park? Will I be working a full day on my first day? Who are the key players in the organization? Can you provide me with an organizational chart?

 Make Onboarding a Team Effort

A new hire shouldn’t be meeting with just one person the entire first day.

A new hire shouldn’t be meeting with just one person the entire first day. They should be talking with a collective group of key players. This will break up the monotony of the day. This exposure to the organization will go a long way to making the new person feel welcomed and engaged.

 Save time for Questions

New hires will have questions so make sure your organization has time set aside for discussion. The first day isn’t the time to rush people through a cookie-cutter orientation program.

 Make a Plan for 30, 60 and 90 Days

If you set expectations in stages, the new hire won’t be overwhelmed and will clearly see goals and objectives. Have questions prepared for each stage so you can gather feedback on how the new hire is doing. Moreover, this will help you improve your overall onboarding process.

New Hire Success Story? Maybe…

More Than

30 % of people quit their job within the first 90 days.

A recent survey shows upwards of 30 percent of people quit their job within the first 90 days of employment. Job turnover not only reflects poorly on a company it also is extremely costly. Onboarding – the process of integrating a new employee into a company – is your opportunity to deliver on all the promises made during the hiring process. It’s your window to make the new hire feel welcome, motivated and to guarantee the candidate experience has put them on a path to happiness and success.

 All during the hiring process you were selling your organization – telling candidates they’ll find your organization a great place to work – it’s a family. That had better be what the candidate finds when they step inside the door. Because if you sold them the wrong story, there’s no expectation they’re going to be successful.

Steps to a Successful Beginning

Before the new hire starts, there should be a welcome email. It should explain where they need to be on their first day, the appropriate attire, what they need to bring with them and what they can expect. Make sure all the “first day” paperwork has been taken care of in advance of the actual start date. Have a department lunch the first day so they can casually meet and see the faces of the people they’ll be working with.

 So the new hire doesn’t feel isolated, the hiring manager needs to be very intentional on getting the person involved in project teams right away. They should be exposed to the broader landscape of the organization so they can see how their role fits into the company’s overall success. Make sure the new hire knows how they’ll be judged at their annual performance appraisal so it’s clearly understood exactly what is expected of them. In addition, ensure professional development programs are in place to help the employee grow and continue to be challenged.

 Consider a Peer Mentor

Setting up a peer mentor program is a great idea. Choose a person similar to the new hire who has done the job or is currently in that role. This is someone who isn’t their supervisor but who can show them around and answer any questions. The mentor should be involved for at least six months in the new hire’s employment. People want to work in places where they are able to create bonds and make friends. The peer mentor program helps you create that bond.

 Set up Regular Check-ins

There should be regular check-ins from the hiring manager or the recruiter. Touch base with scripted questions at the end of week one – the end of week two and at 30, 60 and 90 days. Ask how things are going. New hires will be much more open with their recruiter or hiring manager then they will be with their supervisor.

 Lower Expectations 

Employers should be aware in the first 30 days in particular, they shouldn’t expect the new hire to make a huge, revolutionary impact. The person is just getting acclimated and taking on a lot of new projects and likely dealing with new systems and software. So the onboarding plan should be designed to get the new hire up and running without overwhelming them.

New Hires and Those First 90 Days

Every employer today should be thinking about what the process looks like when a new hire comes into your business. What consistently takes place and is it effective? Start with examining your current process and then ask yourself, “What should successful on-boarding look like?”


Got Process?


Onboarding begins before the new hire walks in the door. Think about your first correspondence to the new hire. If you’ve ever signed up for Disney vacation, you’ll remember receiving a beautiful package in the mail with customized rubber bands and your name displayed on everything. The package sets up clear expectations and makes you feel special that you just spent a lot of money! Imagine that from a business perspective. How can you make new hires feel special about the money your organization is about to spend on them?

 Your structure should include tasks for specific people in the onboarding process. For example, the hiring manager should be triggered to call the new hire with congratulations and details of what they should expect on day one. And it’s important the hiring manager be there to greet the person as they walk in the door before turning them over to human resources.


Got Mentors?

 On the first day, it’s wise to introduce the new hire to a mentor. It could be someone who happens to be in the same job role, but if you have a person who started in a similar job role but has advanced, that’s a great person to select as a mentor. With proper guidance, a mentor program gives you the opportunity to begin setting up expectations and will go a long way to making the new person feel welcomed and engaged. This is a great time to bring your top talent into the mentor program. It will help them feel valued – even if they don’t have a direct “dotted-line” connection with the new hire.


You should be spending time in onboarding talking about culture. This is when you should promote behaviors that are most valued in your organization. You should be very specific about those behaviors and show how they apply to their job role. Talking about culture also gives you a great way to transition into setting expectations for 30, 60, 90 days, and longer. You can show the new hire exactly how they’ll be judged when it comes to performance reviews and possible salary increases.

Did you?

Once you’ve built the onboarding structure and you’re driving connections and stressing culture, you need to make sure all of this actually happens! There is nothing worse than having some leaders who don’t follow the onboarding program. I could argue inconsistency is almost worse than having no onboarding program at all. Make sure you have systems in place to ensure follow-up to measure the effectiveness of your effort. For example, talk with new hires at the 90-day mark and again at six months to get their feedback. If some portion of your process wasn’t followed, this is the time to regroup and revisit what may have been overlooked.