Having trouble attracting the right tech talent during this surge in demand? It’s no surprise.
What was once a regular industry consisting of tech and digital companies hunting for their respective talent, has now become a competitive market with every industry looking to hire the very best tech/digital talent.
This was an especially essential move for companies that could no longer depend on in-person consumerism, but needed to expand into the online space. More than 40% of software engineers and developers were hired by non-tech companies in the last two years alone.
The work-from-home situation has also resulted in an increasing need for many companies (regardless of their field) to assist in coming up with a solution to create a conducive working environment for their employees. Thus, a need to integrate the newest and very best software and technology has become part of the mission for many companies and their business strategies.
Companies are no longer in the driver's seat when it comes to recruiting with so many amazing offers in the market; there is a real and ongoing competition to attract talent. There are, however, six aspects that companies can improve upon or even change to attract the tech talent they want. Time to find out what they are!
A big turn-off for many talent, not just those in the tech and digital space, is the longer than necessary interview process. It often discourages many from continuing to the end of the process, which means that there’ll be a high drop-off rate, even amongst the good quality talent. A transparent and accountable hiring process eliminates this risk.
According to a Glassdoor survey done in 2019, it was found that 80% of applicants would drop out of the running because of the long process and bad candidate experience. Companies can avoid this by understanding the requirements and responsibilities of the role that needs to be filled, then creating a concise hiring process revolving around the role for better results.
For example, if the role is for a non-managerial position, a total of three steps would suffice. An interview to gauge the talent, followed by an assessment to evaluate the individual’s skill levels, and finally a concluding interview that’s held with someone additional present to contribute a trusted second opinion. This should provide you with enough information and confidence to make a decision. If the opening was for a managerial position or higher, you would want to include an extra interview and/or assessment.
Being upfront with information and conducting interviews that allow for a two-way conversation will undoubtedly help retain quality talent as candidates, and propel the idea that transparency is a valued trait. This also results in a positive candidate experience that will do more good for future recruitment.
Word of mouth is still vital to the growth and success of any company. This includes what potential hires have to say.
Following the earlier point, this is one good reason to create a concise hiring process around the role that needs to be filled. Another is by making sure that candidates who have not been selected are given a formal written notice, and even a reason as to “why”. This is less likely to leave a bitter taste in their mouths.
A positive candidate experience means that in the future, these same rejected candidates are more likely to re-apply for the same or different positions in the company. Talent that is put off by a company during the hiring process is more likely to discourage family and friends from applying.
Many talent, especially those who fall into the Millennial and Gen Z categories, now look for companies with a great culture that embodies their own ideas and beliefs of what working in a business should be like. Companies that want to include or expand on these work culture values will have to do so consciously if they are looking to attract and retain the younger generation.
A company with a well thought-out and strong diversity, equity, and inclusion (DEI) strategy will not only attract talent easily, but also be a contributing factor during their decision. The DEI strategy refers to programmes or policies that advocate for people who come from diverse backgrounds, experiences, and skills.
According to a Beqom survey of 1,000 employed adults, 48% said that they would consider joining another company with a built-in DEI strategy, so having one in place will allow companies to attract a hugely diverse pool of talent.
A talent of any stature will continuously want to grow their skill set. Millennials and Gen Z-ers will often consider companies that have a track record of providing real sponsorships to employees with diverse backgrounds for various growth opportunities.
A good example of this would be HubSpot's transition from annual performance reviews to social performance management. This initiative provides an opportunity for employees to receive continuous and constructive feedback from nearly anyone in the organisation, thus encouraging an ongoing skill development culture.
Companies that understand hard skills can be learnt, and that soft skills such as emotional intelligence, adaptability, creativity, and teamwork are hard to come across. Companies will want to promote this during the interview process, in addition to demonstrating a willingness to teach and develop a talent’s skill set.
Remote working is becoming a deciding factor for many tech talent, and so it’s no surprise that remote recruitment is one way to keep potential candidates interested and engaged through the hiring process.
This is a convenient and cost-effective solution for both the talent and the company. It is also an opportunity to widen the search in securing great talent from a wider range of locations. Companies are no longer bound by borders, but instead can hire people from anywhere in the world in order to create a healthy and fair society that allows people from all walks of life to get equal opportunities.
Companies that would like to implement these talent attraction tips will need to keep in mind that things won’t change overnight. In fact, it will take time and dedication to get these successfully implemented, in order to land the right talent for the available roles. In the end, when executed well, companies will have successfully recruited a diverse and passionate talent pool to help the business succeed.
We understand that, as an employer, you wouldn't willingly lay off an employee, especially after the long and difficult hiring process at selecting the right candidate for the role. However, involuntary employee turnover isn't something that we control. That's why it's important to write a good, clear, and reasonable termination letter to the employees you'll have to let go.
A termination letter, also known as a letter of separation and contract termination letter, is a formal notice of letting the employees know that they’re being dismissed from their current position. This letter typically contains information regarding the reasons for their dismissal, benefits, or compensation that they may receive, the date of their final paycheck, what the employees should do, and other relevant details about their termination.
Sending a termination letter is a common practice when you’re officially dismissing an employee from your company, as a sign of respect and professionalism.
The termination letter is typically written when involuntary turnover happens to an employee. However, regardless of the reasons you’re letting go of that employee, it's needed to show your professionalism, which helps maintain a good reputation and provide a record of events for your company in case of legal disputes.
Handing your employees a letter of termination when they’re dismissed from their current job is also a sign that you respect them for their time of service. Not only that, but by providing a notice of termination of employment, you allow your employees to have the ample time needed in preparing for their next steps.
Since termination letters are written and sent to employees to inform them of their release of duty, the letter needs to include the reasons for their dismissal. Below are explanations as to why a termination letter may be issued to an employee.
An employee may be laid off without cause due to the company’s decision in downsizing as well as larger market factors. This type of termination is typically unrelated to the employee’s performance or workplace behaviour.
An employee can also be laid off because of their poor performance or bad workplace behaviour. However, do note that employees should be given warnings or chances to better their performances and behaviours, before a letter of termination is issued.
This type of termination happens when a company or an employer decides to end business relations with the other party (the employee) they previously signed a limited-time contract with.
It’s for the good of both parties when an employer decides to end the employment relationship with an employee peacefully, in order to reduce the risk of lawsuits. Hence, it’s always good to write the letter of termination in a respectful and polite tone. However, to properly sign off an employee, below are the things you should pay attention to.
It’s wise for a company to refer to the employment act before laying off an employee. Especially for multinational companies, as different countries or states may have different employment acts. The last thing you'd want to do is wrongfully terminate your employees, which may result in potential lawsuits.
Besides having to go through the employment act, you should also read through the employment contract that both parties signed. This may be a tricky process when you lack the technicality and expertise to do so. This is why we recommend you consult a lawyer to ensure that you’re legally allowed to terminate your employees, and are in compliance with the employment laws and policies.
It would help if you also decided on the last day of employment for the employees you’re dismissing with your Human Resource Department to ensure that ample time is given for the benefit of both parties.
In your letter of termination, you should explain how the employee’s benefits and compensation may be affected once they’re dismissed from your company. Take this chance to let them know what will happen to their life insurance, retirement funds, and healthcare benefits. The termination letter should also make note of the severance pay, payment for unused annual leave, or other payment owed.
If you’re laying off an employee for reasons unrelated to their performances and behaviours, referring them to other job opportunities will be a good gesture. You can also write them a good referral letter to increase their chances of getting hired in their next job.
Before their official last day of employment, you need to assign them a specific HR representative by including the representative’s contact details so that they can ask questions related to their termination, including compensation, benefits, and other information.
Last but not least, as a responsible employer, it’s only right for you to arrange a brief meeting with the employee to formally inform them of their dismissal before sending them the official letter of termination.
[Date]
Dear [Name of employee],
This letter is to inform you that your employment with [Name of company] will be terminated as of [date of termination].
On [date of event], [cause of termination]. We provided you with a formal warning letter regarding the violation you have caused against our company’s policy.
On [date of event], [cause of termination]. You received a second warning letter and were informed that the third warning letter would result in your dismissal.
On [date of event], [cause of termination], thus resulting in your termination.
Kindly be informed that your last paycheck will be mailed to your address at [employee’s address]. Your healthcare benefits will also remain in effect for [number of days] from your termination date.
We request for you to return [company’s belongings] by the end of [date].
Please keep in mind that you have signed a non-disclosure agreement, which is attached for your review.
Should you have any questions regarding your details of termination, including compensation, benefits, and policies, please contact [name of HR representative] at [representative’s email] or [representative’s phone number].
Regards,
[Your name]
[Date]
Dear [Name of employee],
This letter is to inform you that your employment at [name of company] will end as of [date of termination].
For the past few months, [name of company] has faced financial difficulties due to the lack of work in our industry. We have tried our best to increase the need for labour, but unfortunately, our efforts have yet to bear any fruits.
As a result of that, we have concluded that a total of 20% of our workforce must be reduced. We are regretful to inform you that your position is a part of this reduction, and this decision is final.
You will receive your final paycheck after your last day with us, including the payment for the remaining annual leave. You will also receive a severance payment of [amount]. Please sign and return the attached claim document to ensure you collect this.
Your healthcare benefits will remain in effect for [number of days] from your termination date.
You are requested to return [company’s belongings] on your last day of employment.
Please keep in mind that you have signed a non-disclosure agreement, which is attached for your review.
Within a week, a representative from the Human Resource Division will contact you to discuss details regarding your benefits. Should you have any questions regarding your details of termination, including compensation, benefits, and policies, please contact [name of HR representative] at [representative’s email] or [representative’s phone number].
Kindly accept our sincerest appreciation for your contributions during your time with [name of company].
Best regards,
[Your name]
1) Did his/her recent evaluations on their performance support the need for termination? Or does he/she actually have one or more evaluations where they actually meet or exceed expectations? If so, what has changed?
2) Have you clearly notified him/her of the issues that arise with their behaviour and/or performance? Have you also given him/her a fair chance or reasonable opportunity to correct the problem(s)?
3) Have you given fair warning to him/her that his/her job is in jeopardy?
4) Have you tried to discover and consider the employee’s reasons and side of the story?
5) Do you have adequate documentation to justify your decision for a termination?
6) Could you make an alternative decision, such as a transfer or a reassignment of him/her?
7) Is terminating him/her consistent with how you’ve treated other employees in similar circumstances?
8) Have you thoroughly and carefully investigated all the relevant facts?
It's always flattering when you're asked to draft a referral letter by your former employees, co-workers, or even students and supervisees. Agreeing to write a letter of referral for someone you've worked with can be seen as a gesture of appreciation, and shows how much you greatly value the bond created while working together.
Now, this may sound like an easy yet honourable task that one can do for another person to help with their future endeavours. However, exercise some caution because it isn't as easy as you might think. We're sure you wouldn't think that it would be much of a problem until the moment you need to start... and realise that you don't have any idea how to. Fret not, we've got just the guide for you, so that writing a referral letter is no longer a stressful event!
A letter of referral, also known as a recommendation letter, is a document you need to provide as a part of the hiring process for your job, or internship. The referral letter is usually written by someone you've worked closely with, and have a positive workplace experience together. It typically spells out the applicant's qualities, skills, characteristics, and explains why they're the right fit for the job they're applying to.
So why is the referral letter so important? A simple document can make an impact on the hiring manager, especially when it's needed as an employment verification for the job they're applying to. When a referral or recommendation letter is handed to the hiring managers, along with the applicant's resume, it shows how much someone is willing to put in the time and effort to write a good referral letter for the applicant. Hence, with the letter of recommendation, the hiring managers are able to see how the applicant is thus capable of making positive interpersonal relations with their co-workers and bosses.
Now, back to the initial question. If you're asked to write a reference letter for your ex-colleague or former employee, how exactly can you craft a really good one to increase their rate of success in getting hired?
You should always start writing the letter of referral using the business letter format, which usually begins with your address, contact information, the address of the recipient, and the date at the very top.
Next, you should begin your letter by briefly introducing yourself in the first paragraph. It's good to share a little bit of yourself, but this letter's recipient shouldn't need to know about your entire life story! Just include what you do, your area of expertise, your relationship with the applicant, and how long you've known the applicant. This is sufficient for the hiring manager to know you, and why you're significant to the candidate. But before that, it's better if you address them using "Dear [Name]" instead of "Dear Sir/Madam" or "To whom it may concern." The latter two should only be used if the name of the recipient is unknown to you.
Your next paragraph of the referral letter should describe the applicant's strengths and your judgment upon the applicant's qualities, skills, and characteristics. In this section, it's best to start off with a list of the applicant's strengths you would like the recipients to know about, and choose two or three out of the list and elaborate further. If you're able to relate these strengths to the new role's job description they're currently applying for, all the better.
To further highlight the applicant's strengths, specify the situations where you observed the him/her using the skills you've mentioned in solving problems or handling situations. It would be best if you tried to include one or two sample scenarios to back up your statement. It'll certainly strengthen the credibility of your letter of referral. Suppose you're wondering what type would be good to be included; we recommend any information or contribution made by the applicant, such as sales numbers or resolved issues, which should be enough to make a big impression on the hiring managers.
Right after explaining and describing the strengths and experience you've had with the applicant, you should now head to the closing paragraph. This paragraph will summarise why you think the applicant would be a good fit for the available job role. It would be very effective if you mentioned why you believe the applicant would be an outstanding addition to their team, and how you greatly appreciate their time spent in your company. Lastly, let the recipient know that you're open to any queries if they have anything that they would like to clarify.
Still a little unsure how to begin? The following are samples of a well-crafted referral letter to serve as a template for your reference!
[Your name]
[Your company]
[Your address]
[Your contact information]
[Date]
[Recipient's name]
[Recipient's title]
[Recipient's company]
[Recipient's address of company]
Dear [recipient's name]
It is my pleasure to recommend Mr/Ms [applicant's name] for the position of digital marketing director in your company. I am [your name] and am [your position] at [your company or institution]. I first met Mr/Ms [applicant's name] at [name of the company] back in [year] while he/she was working as the digital marketing director trainee under my supervision. During his/her time as a trainee, Mr/Ms [applicant's name] proved to be a remarkable and diligent person by excelling in every task given to him/her, and was quickly promoted to the position of digital marketing director.
He/She is also passionate at work, quick at learning, hard-working, and is a very dynamic staff. Mr/Ms [applicant's name] is always keen to take on new responsibilities and challenges, while at the same welcoming constructive criticism and feedback. For instance, there was a time when our company was in a busy period, Mr/Ms [applicant's name] willingly volunteered as the candidate for a crucial position. He/she impressed all of us in the company with his/her remarkable performances.
I'm of the utmost confidence that Mr/Ms [applicant's name] would be valuable to your team and company, as he/she was to ours. Please do not hesitate to contact me if you have any additional questions about him/her.
Sincerely,
[Signature]
[Your name]
[Your name]
[Your company]
[Your address]
[Your contact information]
[Date]
[Recipient's name]
[Recipient's title]
[Recipient's company]
[Recipient's address of company]
Dear [recipient's name]
I am [your name] and am [your position] at [your company or institution], and it is a pleasure to recommend [applicant's name] for the position as a senior software engineer at your company. I used to be [applicant's name] immediate supervisor here at [your company or institution], and our professional relationship lasted for [number of years]. [Applicant's name] has performed remarkably well during his/her time here, but it was unfortunate that our company has no room for career advancement for him/her at this time. As [applicant's name] wishes to move to a larger company with more challenging tasks for career growth, I fully support him/her in his/her endeavours to climb the corporate ladder.
[Applicant's name] is very passionate about writing code and has never failed in solving clients' problems by developing creative and innovative software. He/she is very vocal about his/her software ideas, and is also keen to accept any constructive criticism about his/her ideas, which undoubtedly explains why he/she is able to improve in such a fast-paced manner in our company. [Applicant's name] is also very responsible in turning in quality work; he/she will make sure to cross-check each and every piece of software before turning it in to the client and has never missed a deadline. He/she shows flexibility during his/her time here, and is able to comprehend instructions quickly when changes have been made to the original plan. [Applicant's name] is also a good communicator and works exceptionally well with colleagues and clients.
During his/her time here at [your company's name], [applicant's name] has [provide the number of tasks/assignments solves, and sample of ratings from clients].
I genuinely believe [applicant's name] is the best candidate for the senior software engineer position at [recipient's company]. I am confident that he/she can exceed any challenges you give, making him/her a valuable asset to your team. If possible, I would have liked to retain [applicant's name] at my company, but I respect his/her wishes and hope for the best in his/her future endeavours. Please do not hesitate to contact me if you would like additional information.
Sincerely,
[Signature]
[Your name]
Mistakes are bound to happen, and everyone has a history or past you shouldn't be bringing up. So, make sure you avoid mentioning the applicant's weaknesses or saying anything that could be perceived as libel.
Remember when we mentioned that the letter of referral is to be written in a business letter format? This means that you should avoid writing in an informal manner, which includes making jokes, using slang, or casual language.
And most importantly, make sure to double-check the recipient's information, the references you've included, and the written language, in order to avoid making any spelling mistakes or typos. Follow these few tips, and you'll be on the way to writing them a letter of referral that's professionally crafted AND will make a good impression!
Teamwork makes the dream work, but having no clear functions and responsibilities turns your dream work into a nightmare. Clear roles and responsibilities are essential to ensure everything goes smoothly within your team and organisation. Overall, it enhances the productivity of your team members and helps each of you to focus on the tasks assigned to you.
Now, what exactly is team roles and responsibilities? Isn't that something that has already been defined in your job title? Well, not exactly. The role of a person in a team indicates the areas of specialisation in your division. You might be a marketing executive, but your expertise is in writing and not designing. And typically, your responsibilities and functions are defined by your expertise.
We're sure you couldn't wait to know the tips and tricks in helping you to define each person's roles and responsibilities. Still, more importantly, you need to understand the advantages of how clear roles and responsibilities may help you in your organisation.
When everyone understands their roles in the team and what's expected of them, it lets them know the traits and skills they need to work on. This undoubtedly will increase the overall of your team productivity, which increases your team success rate in the fullness of time.
Everyone knows that good communication is the bridge between confusion and clarity. It is one of the most important skills the workforces need to ensure the team's growth. Communication defines how one can frequently communicate with their team members with ease while working on a project. This couldn't be done when one member doesn't know the roles and responsibilities of the other members.
When there is communication, there is collaboration, and having collaboration builds up the skills and knowledge within the team. This will then further help each member to understand their responsibilities further. Collaboration comes naturally when each team member knows clearly about their roles. Ultimately, this will form an excellent organisational approach towards working things out and problem-solving within your team!
Read more: Ultimate Guide To Problem Solving Skills: What Are They And How To Improve Them
Highly efficient team members will always be appreciated in their team. As a result of that, the morale of your team members will be highly increased, which will eventually lead to building them into confident individuals. This will not only motivate them to do better for themselves, but it will also increase their momentum for work.
Employees who clearly understand their roles and responsibilities often contribute a lot to their team's success. They know clearly about their duties, deadlines, and what tools and skills to learn to get the job done perfectly.
Now on to the interesting part. How exactly can you define the team's roles and responsibilities for each individual in your team?
The first thing you should do as a leader before assigning specific tasks to your team members is to recognise their strengths and weaknesses. Knowing their strengths and weaknesses helps in setting suitable tasks for your employees. When the tasks assigned excite them, it will definitely highly motivate them to complete the tasks!
Very much like your team members, your company has to have a clear goal as well. A good company's mission will guide you and your team members in walking towards common goals. Even though everyone's roles and responsibilities are different, having common goals lets them know what needs to be done and how their roles can contribute to the company's mission.
Making a list of tasks you need to get done gives you an idea of how many things you're able to handle. By doing so, you get to answer questions like "Which projects to prioritise?", "Were the past projects successful?", and "What can be improved on the previous projects?" Answering these sorts of questions helps you and your team members work together, utilising every member's expertise in achieving common goals.
As a leader, it's your responsibility to understand your team member's personal goals and guide them to achieve those goals. Often enough, your team members' personal goals align closely with the roles they're playing at your company. A good leader will set measurable and attainable goals for their employees and supervise them in terms of performance in order to enhance their skills. Not only would your team members be able to complete the tasks with ease now, but they're also more skillful in carrying out the responsibilities handed to them.
It's crucial to take note of each employee's job description before you have your duties planned. Employees should receive tasks that are in line with what they're hired for. You shouldn't expect a writer to be good at designing and vice versa. Not to mention, it's very important for you to take their personal goals into consideration when giving them the tasks. And if you combine them both together, you'll be getting yourself a formula in assigning people the right roles and responsibilities.
Again, communication is the key to teamwork. As a leader, you should make sure that each team member is aware of what is to be expected from them. However, communication shouldn't be a one-way thing. It's good to ask for feedback from your employees regarding the responsibilities given to them. It helps create a functional team, but it's also heartwarming for the employees to know that you care about their thoughts and opinions.
When the responsibilities and roles are assigned to your employees, make sure that they agree with it. Don't try to force a role on someone who doesn't want it. Nothing good can come from using force. Your employees will probably do the bare minimums when they're given responsibilities that they don't agree with, or worse, they might resent it so much that it disrupts the flow of your work.
We all know by now that each team member plays a vital role in the team. Some team members are more creative in terms of ideas, while others are good with hands-on tasks. The main point is that all employees have their core values that help bind the team together. A good team member will play the role of being an active listener and participator and carry out their responsibilities in completing all the tasks and assignments given.
A leader is different from a boss, and that's a common saying that we've all heard before. The team leader's primary role is to guide the team in the right direction. Even though the team leader is responsible for giving out the tasks, an effective team leader will give their all in supporting and supervising their employees when they need help and resolving any internal communication issues.
In conclusion, the team leaders and their employees are like cogs and springs. If these "parts" are put together, and everyone plays their role, you'll build a well-functioning team. In addition, as long as everyone in the team is organised and clear about their respective roles and responsibilities, you'll undoubtedly be an efficient team accomplishing all your goals in no time.