WEDNESDAY WORKFACT: Pay vs. Fun on the Job

fact graphic fun v pay

TIP TUESDAY: Top Hiring Tips from HR Professionals, for HR Professionals

by Miranda Nicholson, director of HR, Formstack

Every HR professional knows there’s a lot that goes into recruiting behind the scenes. Where do you find the perfect candidate for a role? What criteria does each individual need to meet before they receive the opportunity to interview? What interview questions will show you how they might perform as an employee? And, if they’re hired, how do you know if they’ll fit well with other employees in your organization?

With all these factors (and more) in play, it’s no wonder that hiring is one of the top HR challenges faced by Human Resources professionals across the globe. To better understand how organizations overcome the hiring challenge, we asked HR professionals with different backgrounds for some of their best tips on hiring the right employee for a role. They gave us some outstanding insights and advice on different pieces of the recruitment puzzle, which we narrowed down into three main takeaways. While there’s no simple solution, putting more effort into these parts of your recruiting process is a great way to get started.

1. Define What ‘Fit’ Means to Your Organization

Hiring for fit is an obvious part of the recruiting process, but few organizations actually take the time to identify what “fit” means for them. To get started, Mike Bensi, advisor at FirstPerson, suggests considering these key questions:

  1. What are the core values that make up your company’s culture?
  2. What kind of behaviors do employees need to be successful in your organization?
  3. What kind of behaviors might signify a red flag?

Brainstorm with employees on your team or in your organization to get a strong sense of culture, success, and overall fit. Answering questions like these will help you build a unique value proposition for your company’s recruiting experience and can become a solid framework for your interview process.

2. Create an Experience that Defines Your Recruiting Brand

As a representative of your organization, Michelle Rodriguez, HR manager for the Indianapolis Colts, says the candidate experience is very important and can make a major impact on your talent brand. Stringing candidates along without consistent communication is frustrating and unfair to them. Your recruiting brand will suffer if they share their negative impressions of your company with others. On the other hand, candidates who receive a great experience with timely and intentional communication can become advocates for your organization even if they aren’t hired.

3. Build Relationships to Expand Your Talent Pool

Even if your company has low employee turnover, it’s important to maintain a deep talent pool to draw from so you’re prepared whenever the need arises. Karin Gorman, president of the consulting division at Staff America Inc., encourages companies that struggle to find high quality candidates to reconsider their candidate sources.

Building relationships with candidate sourcing organizations will help you fill your hiring funnel with candidates that have the skills and experience necessary for the job. For example, if you’re looking for a skilled graphic designer, connect with a local art college or institute.

Once you establish a connection with those organizations, continue to foster the relationship through consistent communication, even when you don’t have job openings. This takes time but is absolutely worthwhile in the long run. If all else fails, consider partnering with a staffing agency that can help you fill those skilled roles.

Miranda Nicholson is the director of HR at Formstack, overseeing the acquisition, onboarding, and retention of current and to-be Formstackers. Read more.

TIP TUESDAY: New Research Offers Answers to How to Motivate Millennials

Millennials, to many employers, are an enigma. Even though the oldest of them are now in their 30s, they continue to be the generation without a clear definition—you might even say that the defining characteristic of Millennials is in fact that they can’t be put neatly into a box. They’re meaning-makers. They’re experience-seekers. And now, they make up a higher proportion of the workforce than any other generation.

employee engagement

Graphic from ADP.com

This ineffability leaves businesses with a tough task: how do they make their workplace appeal to Millennials? Eighty-five percent of companies know they need to do a better job at engaging Millennials. Engagement matters because it means employees are satisfied and more likely to stay put, and it even correlates with better business results. A recent ADP survey revealed that companies with high engagement are 21% more productive. Knowing this, the question becomes how to get young people to find motivation and meaning in their day-to-day.

Specifically for Millennials, market conditions are making the situation even more complicated. According to the ADP Research Institute’s Workforce Vitality Report, Millennials saw on average a 6% increase in wages when they switched jobs at the end of last year, giving them a clear reason to jump ship. And with the U.S. labor market on track to continue the trend toward full employment, employers will have to find other ways to give Millennials a reason to stay.

So, what makes Millennials tick? Pop culture has led us to believe that the answer is free snacks, hoverboards, and foosball tables—the fun, “uncorporate” accessories we imagine are strewn roguishly about the offices of tech companies thanks to movies like The Internship.

But it might surprise you is that what Millennials really want is actually much more traditional. Dare we say, even … practical?

ADP recently did a survey that tapped 5,000 employees from across the country. One area of focus was on the perks that matter most at work (aside from compensation)—here’s what Millennials say are the top three perks they are looking for:

  1. Flexible work hours
  2. Paid maternity or paternity leave
  3. Employee discount programs

Companies that want to boost morale and retention among their Millennial staff need to consider how to leverage these benefits to get the most bang for their buck: attracting the generation’s top talent and also retaining their existing workforce. While these perks may seem like a great expense or difficult to implement, companies need to consider the costly and time consuming alternative of losing out on precious top talent.

THROWBACK THURSDAY: The History & Origin of Easter Eggs


{from the Cadbury website}

Eggs have been associated with the Christian festival of Easter, which celebrates the death and resurrection of Christ, since the early days of the church. However, Christian customs connected with Easter eggs are to some extent adaptations of ancient pagan practices related to spring rites.

The egg has long been a symbol of ‘fertility’, ‘rebirth’ and ‘the beginning’. In Egyptian mythology, the phoenix burns its nest to be reborn later from the egg that is left; Hindu scriptures relate that the world developed from an egg. With the rise of Christianity in Western Europe, the church adapted many pagan customs and the egg, as a symbol of new life, came to represent the Resurrection. Some Christians regard the egg as a symbol for the stone rolled from the sepulchre.

The earliest Easter eggs were hen or duck eggs decorated at home in bright colors with vegetable dye and charcoal. Orthodox Christians and many cultures continue to dye Easter eggs, often decorating them with flowers. The 17th and 18th centuries saw the manufacture of egg-shaped toys, which were given to children at Easter. The Victorians had cardboard, ‘plush’ and satin covered eggs filled with Easter gifts and chocolates.

Chocolate Easter eggs were first made in Europe in the early 19th century, with France and Germany taking the lead in this new artistic confectionery. Some early eggs were solid, as the technique for mass-producing moulded chocolate had not been devised. The production of the first hollow chocolate eggs must have been painstaking, as the molds were lined with paste chocolate one at a time.

Pysanky {from NPR}Eggs 1

Some elevate the egg into an elaborate art, like the heavily jewel-encrusted Faberge eggs that were favored by the Russian czars starting in the 19th century.

One ancient form of egg art comes to us from Ukraine. For centuries, Ukrainians have been drawing intricate patterns on pysanky — eggs decorated using a traditional method that involves a stylus and wax. Contemporary artists have adapted these methods to create eggs that speak to the anxieties of our age: Life is precious, and fragile. Eggs are, too.

The elaborate patterns found on traditional Ukrainian pysanky are believed to offer protection against evil.

“There’s an ancient legend that as long as pysanky are made, evil will not prevail in the world,” says pysanky artist Joan Brander, who has been making pysanky for more than 60 years.

The pysansky tradition, says Brander, dates back to Ukrainian spring rituals in pre-Christian times. The tradition was incorporated into the Christian church, but the old symbols endure. A pysanka with a bird on it, when given to a young married couple, is a wish for children. A pysanka thrown into the field would be a wish for a good harvest.

What about the Easter Egg hunt?

One source suggested that it grew out of the tradition of German children searching for hidden pretzels during the Easter season. Since children were hiding nests for the Easter Bunny to fill with eggs at the same time they were hunting pretzels, it was only a small leap to begin hiding eggs instead.

Happy Easter Season from all of us at The Hire Solution!