Keeping your staff motivated during a pandemic.

We are all in a bit of turmoil at the moment, aren’t we? Do we go back to the office? Work from home? How do you make sure your staff are okay? With a lot of uncertainty, it is hard for businesses to understand what to do and how to look after their staff. So, we wanted to discuss some things you can do to make sure your staff are happy and working to their full potential.

1: Talk 

Talk to your employees. If it’s possible to speak to all your employees in a 1-2-1 setting where they can voice their concerns, whether that is not having the right equipment to work from home or that they struggle with feeling lonely when remote working. Being able to voice their concerns will instantly make them feel like they are being heard and appreciated, during what are difficult times for everyone. Being open and listening to your employees makes it more comfortable for them to talk about the mental health challenges of their own.

Key Tip: Ask questions such as “How are you honestly feeling about the situation? What can we do to help you? Is there anything you need whilst remote working? Do you have any concerns we can address?”

2: Show 

Show your employees that you care about how they are feeling and that you are being transparent. As a business, showing your employees that as a company you are trying to make remote working be a possibility for everyone, whilst also maintaining their wellbeing will make them have more trust and morale with their work. Let your team prioritise self-care and respect their boundaries – if their normal working hours are 9-5, just because they are closer to their laptops does not mean that they should be extending their hours past that unless they decide to work overtime.

Let them know that it is okay for them to take the dog out on their lunch or have a 5-minute tea break, or maybe they want to book some annual leave. It can already be hard to work from home, let alone if they feel as though they are not being seen as productive.

Key Tip: Ask your employees what their weekend plans are, ask about the family, show an interest in their life outside work.

3: Connect 

Connect with your whole team. You can do this through company social events (virtual, currently). It is so important for them to feel like they are part of the team, especially if you have new employees and it is hard to do that if you haven’t had the opportunity to meet the rest of the team. Lots of businesses are doing online quizzes, virtual countdowns or even virtual darts!

Or another great way to encourage team interactions is by using software like Microsoft Teams or even have a company/department WhatsApp, where your team can easily communicate with each other, even if it isn’t necessarily work-related.

Key Tip: There are endless opportunities for virtual team activities and remember, a lot of people have gone from spending 8 hours a day with people to being, potentially, at home alone in front of a screen.

4: Flexibility 

Offer flexibility to your whole team. Working from home can mean that a lot of people still have to take the children to school or the children may even be at home too (which can add extra stress!) or they could need to take care of someone vulnerable. So, whether that means your team needs to start earlier and finish earlier, start later and finish later or maybe they need to split their day up more, it should be an option they feel they can approach you with.

Key Tip: Open communication about this issue will create a trust factor, meaning your employees are more likely, to be honest about what they need and boost their morale.

5: Training 

A lot of new procedures, software and processes will have been introduced in businesses over the last 6 months. With the potential looming of another lockdown, make sure your team understands how to use all of the software and all of the process/procedures. This will make your employees feel more confident and comfortable in their role, meaning they are more likely to perform their job to a higher standard.

Whether this involves company training sessions or a dedicated expert on the software/process/procedure, it is so important that your team feel as though they have the option of support should they require it. If your team doesn’t understand the software they are expected to use, it will also affect your customer service and experience.

Key Tip: Why not ask your employees what they feel they need training on, then hold either mandatory or voluntary training sessions a couple of times a month.

The one major take away from all of this is communication, it is paramount for all businesses to have open lines of communication with staff, whether that is conversations about what is happening in the business, industry or the opportunity to voice concerns, communication will make everyone feel more motivated and heard.

Importance of using LinkedIn as a recruiter

Over the years we have seen the launch of many new Social Media platforms and we have watched them all rapidly increase and then slowly plateau in popularity. LinkedIn is one of the oldest of these social media platforms, but its more relevant now than ever. With over 675 million users on its platform, it is the perfect place for you to build a network in your industry. But why is it such a good tool to help with your recruitment needs?

Did you know that figures for the global workforce who were previously passive talent and were not actively job searching (around 70%) have now dramatically increased? This means that it’s a great time to reach out to your target market and people who could be game changing for your business. However, even with a large number of active and passive candidates open to new job opportunities, you can be missing out of your perfect employee if you don’t reach out through the correct avenues.

Linkedin is a great way to reach these people and create conversations with them. As it is through social media and can be informal, they can be made aware of you and your positions as they go about their everyday lives on social media and do not necessarily have to be looking for a role and with so many integrated features in LinkedIn that can help you interact and get your name out there.

As experienced recruiters, we have a vast network of candidates who we have already interacted with on and outside of Linkedin and are still able to find the perfect candidates for your business so if you want to start a search through us, contact us today here: http://rockitrecruitment.co.uk/contact/#sthash.F7UL8gdI.dpbs

Tips for Landing your dream role

Competition is to land your next role just got tougher. More and more people are now looking for a new role. However, the market is picking up, so why not use this time to consider what your next career move will be…

  1. Identify your skill set

When looking for a new role, many people start by looking for their job roles in similar companies to their current or previous role. Its what feels comfortable for them and the ‘easy’ route but if you take step back and look into your unique skill set, it can reveal different career opportunities for you, some of which you may never have considered in the past. The magic happens outside your comfort zone.2.

  1. Do your research and narrow down your best options

Once you might have found a new path for you career, its best to do your research. Will this new path be able to fulfil your need financially? Will it affect your personal life? What is the progression like? You need to find these answers and narrow down the best option for you. Everyone is in a unique position and has different needs to others.

  1. Customise your CV to every job role you apply for

Your CV should be specific for the roles you want to apply for. Obviously, you will need have your experiences and qualifications, but customise a summary of yourself that is specific to the job roles you are applying for. Recruitment Agencies should be happy to give you some direction with this and help you along with your career change.

  1. Don’t summarise your CV in the cover letter

For applications, a cover letter would be ideal to help attract employers to your CV. However, it should not be used to summarise you CV. A cover letter should be used to introduce yourself and show some of your personality to the employer, which can be hard to portray in your CV. They are mainly used as a first impression, so it is good to use them and they can beneficial in your job search.

  1. Follow up on your applications

After applying for a role, it can be a good idea to follow up with your application a week or so later just to make sure that they are aware of it. This should hopefully have given the company enough time to see your CV. It can also again give a good impression to your potential employer, indicating that you have specifically looked and wanted that role, and not have not just been sending your CV he there and everywhere in hopes of getting a job.

  1. Prepare for the Interview

Great you’ve been invited in for an interview! But what should you do next?

You will need to show to the employer that you are a good fit for their business so knowing facts and interesting points about the company can go a long way for you and can help the conversation flowing through the interview. It also again shows the employer that you have put the time and effort into the interview and that you are really interested in the job role.

  1. Always ask questions

Questioning the interviewer can help you gain further understanding about the everyday tasks of the role and helps you iron out any creases in terms of the job roles and responsibilities. This allows you to fully evaluate the position and gives you everything you would need to know before you can make a decision.

  1. Don’t accept the job on the spot

If offered the position, it is best to not accept the job offer on the spot but instead to go away and carefully consider your options. Some things that could be good things to consider are if the position is right for you and to assess whether you need to negotiate your salary.

Why your business should consider more home-working positions.

Well it’s a strange position we find ourselves in. With many of us working from home, we are all having to adapt the way we work, day to day. Employers, many of whom have been against home-working, find themselves in the position of having to trust their staff and allow them to work under their own steam to complete business tasks. Employees are also having to learn that working from home isn’t all what they had hoped and dreamt about and are having to learn how to apply some self-discipline and good working practices.

Nothing will ever be the same again.

I am hoping this situation will give employers time to reflect that home-working isn’t so bad after all. Businesses have shown that they can still effectively run even if they can’t physically see their team between 9 to 5 every day. The technology to facilitate this has been around for several years. Some would even say that fewer distractions have led to business becoming more efficient. Not only that, think of the travel time your staff are saving giving them a much better work-life balance.

Barclays boss, Jes Staley said in a visionary statement, “Having thousands of bank workers in big, expensive city offices “may be a thing of the past”, showing that even complex organisations as large as banks would make huge overhead savings on renting office premises.

Therefore, I hope one lesson we will learn when we come out the other side, is that businesses should now consider more home-working positions in the future, as this will give them access to a much wider talent pool not previously available to them.  Having your team meeting in the office one day per week, combined with regular daily meeting via Zoom or Teams, is a worthwhile sacrifice. And there is plenty of technology out there to measure productivity if you need a comfort blanket!

What Can You Do as a Start-up to Attract and Retain Talent?

https://www.eventbrite.co.uk/e/talent-how-to-attract-and-motivate-them-tickets-17438530113

Talent is the pain point of everyone at the moment as we seem to be missing them. From Startup to Corporate, we are all impacted. However the competition being fierce what can you do as a startup to ensure you attract them and retain them.

My friend Jeanne Le Roux from JLR People Solutions is holding an event to discuss 2 topics: attracting and retaining Talent.

The event will be divided into to a panel discussion with tops speakers from the Startup world monitored by Jeanne and a networking event with nibbles.

Tush WijeratneASOS, Tech talent partner

Tush Wijeratne is the partner at ASOS, which is the UK’s number one online fashion and beauty destination, shipping to over 190 countries and the second most visited fashion website on the planet.

Tush is a senior Talent Manager with 10+ year’s experience in strategic leadership positions and a consistent history of optimizing talent acquisition processes and operational processes internationally. He originally worked in a career in accountancy prior to moving into the talent space. He has experience of working in Tech Agencies, RPO and in-house environments at companies ranging from the IDPP to 2e2, and working with clients such as Unilever, Lastminute.com, Patni, BT, CGI and Vodafone.

Michael Rolph, Co Founder and Chief Revenue Officer of Yoyo

Michael Rolph is co-founder & CCO of Yoyo, the only mobile platform that seamlessly blends payments, loyalty and discovery. Michael has held senior sales and strategy roles at Barclaycard Business, First Data and PayPal. Formerly a Director at Anthemis Group, he advised a number of companies in the payment space including Vocalink, Skrill, Regus and Hibu. Michael is also a mentor at Seedcamp and an advisor to Azimo

Arnaud de Montille,  Founder of Merci Maman

Arnaud de Montille founded Merci Maman Personalised Gifts with his wife in 2007 and he joined the company full time in 2013. Merci Maman creates personalised gifts in its London studio, especially engraved jewellery, sold on its website www.mercimamanboutique.com and market places such as www.notonthehighstreet.com. The company hit the spotlight in 2014 when the Duchess of Cambridge was spotted wearing one of the necklace He was previously working in Risk Management at GE Capital and Deutsche Bank. His main role is Finance, HR, Administrative and Operations Director and he is also strongly involved in business development

This is targeted to Founders, CEO or anyone interested into attracting and retaining Talent.

Rockit Recruitment, Diageo, Twitter & ASOS on diversity & Tech-hiring

We’re pleased to say we’ll will speaking on the panel today (Thursday 18th June), 2-5pm @M by Montcalm (Old Street) alongside DiageoTwitterASOS and Steer in conjunction with Monster and Code First: Girls.

The topic will be around recruiting and retaining tech-talent as well as driving and supporting diversity.

Apply here to attend (free event) – https://lnkd.in/eF6FsGH

We hope to see you there!

Rockit Reruitment speaking at London Tech week tomorrow, 2-5pm @Interop (ExCel Centre)

We will be speaking at London Tech Week tomorrow, Tuesday 16th June from 2pm alongside other industry specialists in conjunction with Code First: Girls and Monster!

For any bods involved with tech talent, we want all who attend to leave with a clear understanding of what they can do to hire better tech talent by hiring more diversely.

Tues 16th June, 2-5pm @Interop (ExCel Centre)
Apply here – https://lnkd.in/emNb7GN (register for the conference for free and then drop in)

Thurs 18th June, 2-5pm @M by Montcalm (Old Street)
Apply here (free event) – https://lnkd.in/eF6FsGH

We hope to see some of you there!

Rockit Recruitment at London Tech Week

We’re pleased to announce I’ll be speaking alongside other industry experts at London Tech Week, in association with Code First: Girls and Monster UK, on Thursday 18th June at M by Montcalm Hotel, Shoreditch. If you are interested in retaining tech talent and diversity in technology, we hope you can make it!