Personnel Archives - TAB Corporate

How to Manage Your Mobile Workforce

 

 

 

 

 

 

 

 

 

 

The American workforce is changing the nature of “work” as we once knew it. The days when employees absolutely had to work at a desk, in an office, are long gone. While many businesses still insist on keeping their workforce on-site, more than 30 percent of Americans work remotely during some or most of the work-week.

It’s time for more companies to recognize that advances in technology have made it possible for employees to do their jobs—for the most part—anywhere in the world. These digital improvements are now at a point, notes Biz Tech, where “geography is—or, at least, can be—a nearly irrelevant factor in an employee’s work experience and productivity.”

This has also altered job-seekers’ expectations of flexibility in their employer’s approach as to how work gets done. Companies that fail to account for this shift in attitude may find it more difficult to recruit—and then adequately manage—their budding remote workforce.

Here are tips for managing your off-site, mobile team:

Understand what makes them tick. The most successful remote workers consider themselves self-starters. They have a clear idea of their job responsibilities, what’s expected of them, how they will get their tasks completed, and so on. They also expect to be given the most sophisticated tools and resources needed to meet their job responsibilities. Perhaps just as importantly, they want to feel good about the company they work for.

By getting to know these individuals and grasping their underlying motivations, “you’ll find that it is very easy to extract the best performance possible.”

Focus on communications. The most effective way to keep remote workers engaged is through focusing on consistent, high-quality communications.  Establish a schedule that works for all involved but emphasizes ongoing contact (once or twice a week for updates, twice a month for in-depth reports, etc.).

Digital portals enable both the worker and his or her manager to see at a glance where projects stand, approaching deadlines and other pertinent information. Leverage such technology to ensure that key responsibilities are being met, but also to determine if off-site hurdles are preventing completion of tasks.

Be available. Let your mobile workers understand that you’re available to talk to (by whatever medium) at a short notice. And when you do speak with these individuals, give them your full attention. Treating them as less-than-full members of the team can negatively impact their motivation and ultimate performance. With today’s technology, you can always have a genuine interaction with your off-site staff.

Offer incentives just as you would with your onsite team. Remote workers respond just as favorably to rewards and other incentives as your in-house employees. Whether it’s formal recognition for a job well done—which also alerts everyone in the company of the high value you place on your mobile team—or providing gift certificates or other rewards, your remote workers will greatly appreciate that you took the time and effort to recognize their contributions.

Provide opportunities for professional development. If you currently provide tuition or otherwise sponsor professional development courses for your onsite workforce, there’s no reason to deny these opportunities to remote workers. They’ll benefit just as much from the chance to hone their skills and broaden the range of their expertise—and your business will benefit, too. Offering such opportunities keeps these people engaged with your business and less likely to turn elsewhere for employment.

Remote workers are increasingly becoming an essential facet of today’s workforce. To get the most from them, it’s important to manage their work with sensitivity and respect, while also ensuring they have what they need to achieve maximum productivity. Your business will be more successful as a result.

To learn more about fully engaging your workforce, we invite you to register for this free TAB webinar, “Grooming Engaged, Entrepreneurial Employees.”

 

How Technology Can Boost Your New Employee Recruitment Efforts

Gone are the days of job-seekers finding jobs in a newspaper’s classified section. Even online job boards aren’t as effective as they once were. To be competitive in today’s marketplace, businesses need to leverage more advanced technology to attract, recruit and hire the high-quality talent they so urgently need.

The two most important trends at work today are the explosion of mobile technology and the equally pervasive growth of social media. Companies wanting to reach out to younger job candidates should re-evaluate their current resources and see where improvements could make the difference between finding the right person for the job and missing a great hire.

Here are tips to boost your recruitment efforts:

Focus your efforts on mobile outreach and distribution. People are using their smartphones and tablets for an ever-widening range of activities, including the search for a new job. So, in crafting your job descriptions, be as succinct as possible and find wording that conveys excitement about the open position. Remember, people are viewing this content on a small (sometimes very small) screen, so don’t waste time on fluff and distracting graphics.

Make sure your website’s career pages are mobile-optimized. If you succeed in interesting an applicant, the effort will be wasted if they use their mobile device to access the career page on your company’s website and find only a jumble of words and images. Websites must be optimized for mobile users, so the experience of searching through job postings is seamless.

Explore the use of mobile recruitments apps. A variety of recruitment apps are available to aid companies in their candidate search. Undercover Recruiter profiles their “top five mobile job apps for sourcing candidates and making new connections.”

Look into automating recruitment-related activities. Of course, nothing can replace the human touch in your recruitment efforts. However, certain ongoing functions—posting on numerous job boards, keeping track of submitted resumes, managing the interview process, etc.—can be streamlined by the use of automated HR software and systems. Freeing up your HR person or team to focus on more strategic aspects of their job will improve the efficiency of your recruitment campaigns.

Get serious about social media. It’s likely you use social media to boost awareness of your brand and connect with current and prospective customers. But job-seekers also “live” on social media, and most of what they learn about your company comes from platforms like LinkedIn, Facebook and Twitter.

With this in mind, look to customize at least some of your social media content to appeal to this demographic. Sharing updates and images from employee events and other activities helps convey a sense of your company culture—a key element in moving a candidate to further explore your job openings. The idea is to promote your workplace as an exciting and creative environment for its employees.

Tap into your own social networks. It’s essential to leverage the big social media platforms for communicating with prospective employees. But it can be equally effective to dig deeper into your own LinkedIn network (or other sites) and put the word out that you’re actively seeking job applicants.

In many cases, “people jump at the chance to help you because it means also helping a friend or contributing to their own networks,” notes Tech Target. “It’s a win-win-win strategy.”

With unemployment rates at a new low, the search for qualified talent is more intense than in recent memory. Exploring ways in which digital technology and social media can help focus your recruitment efforts may prove to be essential to success.

Want to learn more about using technology in the hiring process? Find out if a TAB Board is right for you!