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Recruiting Talent: Women in the Workplace

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Posted by Ty Hall Pepperdine University found that companies with more women in the workplace outperformed companies with fewer women by nearly two-thirds in regard to revenues, profits as a percentage of assets, and profits as a percentage of stockholders’ equity. A different study found that organizations with more women in the workplace had 1325.44 percent higher sales revenue than companies with less gender diversity. With results like that, companies may want to start focusing their recruitment efforts on recruiting talent of the female variety. These tips from Inc.com are practical ways to recruit more women in the workplace.

First, start developing the talent you already have. Recruiting talent from the outside is fine, but the best way to promote women leadership in the workplace is to focus on the specific skillset you want in your leaders, and then create programs to develop those skills. Consider a mentoring program or networking events that include speakers tailored to women's empowerment. Encourage everyone—especially women—to take advantage of these programs. If your organization’s leadership is predominantly (or entirely) male, some women may feel like they can’t break through the glass ceiling, so offer plenty of support.

Second, evaluate your company policies. According to the article, “One of the most cited reasons that women do not apply for leadership positions is because they worry what it will do to their work-life balance.” This is not the same for men, said research. The more flexible your workplace policy is, the more successful your recruitment efforts will be attracting women and men. Flexibility is an ever-increasing necessity for recruiting and retaining top talent.

Third, offer family friendly benefits. As stated earlier, women are more likely to think about how their work life will affect their home life, especially if they have children. According to a survey by Working Mother, “their 100 best companies often offered perks like paid maternity leave, health screening programs, on-site flu vaccinations, adoption assistance, nutrition counseling, alternative child care arrangements, and an on-site lactation room.”

The benefits of having more women in the workplace are through the roof, but many of these women feel like they can’t break through the glass ceiling. When it comes to recruitment, think about the kind of talent you want, and tailor your recruitment efforts to suit their needs. For women in the workplace, more growth opportunities and more work-life flexibility are important for recruiting talent. You can make your company a place where more women want to work; an inclusive and diverse workforce is the key to a sustainable, profitable business.

Are you recruiting more women in the workplace? Share your thoughts in the comments section below.

10 Funniest Interview Responses

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Sometimes interviewing candidates can become a long, monotonous process. However, sometimes you might receive some chuckle-worthy responses to lighten the mood. Below are 10 of our favorite responses in job interviews. Do you have any questions?

"I would be a great asset to the events team because I party all the time."

"What do you want me to do if I cannot walk to work if it's raining? Can you pick me up?"

"What is your company's policy on Monday absences?"

"If I get an offer, how long do I have before I have to take the drug test?"

Why are you looking for a job?

"Cigarettes are getting more expensive, so I need another job."

"My parents told me I need to get a job so that is why I'm here."

What are your weaknesses?

"I get angry easily and I went to jail for domestic violence. But I won't get mad at you."

When have you demonstrated leadership skills?

"Well my best example would be in the world of online video gaming. I pretty much run the show; it takes a lot to do that."

When can you start?

"I need to check with my mom on that one."

Have you submitted your two weeks' notice to your current employer?

"What is two weeks' notice? I've never quit a job before, I've always been fired."

 

Aon Hewitt Study Reveals Nearly Half of Millennials Intend to Pursue New Jobs in 2015

Research shows gaps in what employees' desire compared to what their current environment offers.

PRNewswire-- At a time when employers are looking to attract and retain talent, new survey data from Aon Hewitt, the global talent, retirement and health solutions business of Aon plc (AON),  shows that 43 percent of Millennials plan to actively look for a new job in 2015.

According to Aon Hewitt, Millennials feel that what they value in an organization is different than the priorities of their current workplace. Most employees believe their employers' current values focus on more organizational-oriented themes, including teamwork, profit and customer satisfaction. When asked what qualities are the most desirable in an organization, Millennials cited more relationship-oriented values, including work/home balance, employee recognition, loyalty and respect. Other values with large perception gaps between current and desired include open communication, professional growth, fairness, humor/fun, clarity, and well-being (physical/emotional/mental/spiritual).

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"It's not surprising that employees in their mid-twenties and thirties are more likely to job hop as they look to advance their careers and improve their pay and benefits," said Ray Baumruk, employee research leader, Aon Hewitt. "However, our research shows there is a clear disconnect between what Millennials expect and desire from employers, and what their employers are actually offering. This gap is negatively impacting the engagement and retention of this generation, and may be one of the primary reasons why Millennials will be looking for new opportunities in 2015."

Aon Hewitt recommends that employers clearly define their employment value proposition, emphasizing the most compelling and differentiating features of the organization. It's important to focus on the areas that really matter to Millennials, like offering career development opportunities and a flexible work environment. Using this insight will help deliver a better employment experience, attract new employees and retain top talent, drive higher levels of engagement and improve business performance.

When asked to rank what specific areas they would most like to see improved in their current workplace to increase their overall engagement or satisfaction, the top responses among Millennials were:

  • Pay and benefits (51 percent)
  • Good career or development opportunities (39 percent)
  • Performance recognition (38 percent)
  • Open/complete communication (34 percent)
  • Flexible work environment (33 percent)
  • Fun (30 percent)
  • Having a strong management and leadership team (30 percent)

"Beyond wanting competitive pay and benefits, Millennials expect to feel appreciated for their efforts, see opportunities to advance, be more empowered in the workplace, and also have the flexibility to balance their lives at work and home," said Pam Hein, partner, Communication Consulting, Aon Hewitt. "Younger employees want to work in an environment where information flows freely and authentically and where people know they can count on one another. The data show there is a significant opportunity for employers to offer a more unique and compelling work experience that will match what Millennials want, and in turn increase retention long-term."

Aon Hewitt's Inside the Employee Mindset™ study surveyed more than 2,500 U.S. employees working at companies with a least 1,000 people to determine their perspectives and attitudes about their employment experience―including values and culture, work environment, engagement, total rewards and communication. The survey examined the differences of employee preferences and expectations across generations, including Millennials, Gen Xers and Baby Boomers.

Keeping the Flu at Home: Preparing Your Employees for this Season

SickWomanWork_43The U.S. Centers for Disease Control and Prevention (CDC) sent an advisory to doctors noting that more than half of the 85 influenza virus samples it had analyzed were different than the virus strains included in this year’s vaccine. This means that the virus has mutated and there is a risk of vaccinations being less effective than it has in the past. So far, this year’s most common strain of the flu is influenza A. Previously, influenza A has had higher hospitalization and death rates than other strains. There are several things employers can do to help their employees prepare of this flu season:

Educate: Make sure that employees understand flu symptoms and how the flu virus is spread. Remind them of preventative measures they can take such as healthy eating, plenty of sleep, regular washing of hands, covering the mouth when coughing or sneezing, and drinking lots of fluids.

Vaccinate: While this season’s vaccination may not be as effective in prevention as it has been in past years, a vaccination can decrease the severity and longevity of the flu symptoms. Dr. Derek van Amerongen, chief wellness officer at HumanaVitality, a Chicago-based wellness program sponsored by health insurance company Humana states, “It may not be as highly effective as we usually see, but it is still the best preventive step we can take.”

Review: Make sure to review your paid time off and sick leave policies with your employees so that they feel it is okay to stay home from work if they are battling the flu. “Creating a culture of wellness where employees know that they can take a sick day, work from home when they are ill, or that there’s a contingency plan to help maintain normal business operations in the event they’re out sick can all help mitigate that feeling of ‘I have to go into work,’ ” states Alan Kohll, founder and CEO of TotalWellness, a national wellness services provider.

Remind: If an employee has flu-like symptoms remind them it is best to stay home or work from home until they are fully recovered. One person can infect an entire office. The more the flu virus spreads the more exhausting it is for the company.

Example: If you are a leader within your organization, please make sure that you set an example for everyone else. “Senior leaders need to stay home when they’re sick so employees feel comfortable to do the same,” van Amerongen said. “Senior leaders can make it a regular point to midlevel managers that staying home when sick is an organizational expectation.” You have to ask yourself the question, “How productive will I really be anyway if I am sick?”