Manager’s guide to offboarding – the complete kit
An employee resignation can be a stressful time - but getting it right is essential to maintaining team performance.This kit takes you through the leaving process step by step, ensuring you cover all of the vital actions, gather valuable information from the departing team member, and keep morale high while minimizing disruption."If handled incorrectly, someone leaving can result in a missed opportunity - all that information just walks out the door."This kit will help you toMinimize disruption and keep morale high with a stress-free offboarding processFuture-proof your team from resignations with actionable feedback from the leaving employeeRecruit, reallocate, or restructure? Find the best way to deal with your vacancyThe kit containsAn expert guide featuring a step-by-step offboarding plan, failsafe handover process, information on effective exit interviews, and how to fill the team skills gap assessment.Time-saving tools and resources include an offboarding checklist, a nine-box succession planning grid, announcement email templates, and an exit interview template.
Employee satisfaction: building a happier workforce
In the wake of the Covid pandemic, Reed decided to investigate the subject of employee satisfaction to find out what people most want from their working lives. We surveyed 2,000 employees in a variety of sectors to do this.Key findings from the survey revealed:24% of workers are planning on changing jobs in the next two yearsOver a third (36%) feel their pay is too low for the work they doWorkplace friendships are the most satisfying element of working for their current company (45%), with flexibility of working hours (40%) and salary (33%) closely followingTwo thirds (65%) stated their company does not offer rewards for good performanceThis eBook looks primarily at the ingredients of employee satisfaction: the measures to which managers should aspire to keep their workforce satisfied, also addressing the more aspirational theme of engagement. Throughout, experts in the field share their insight and methods for raising staff satisfaction, using tried and trusted ideas that might be useful to integrate into your organisation. Experts featured in this eBook include:Carolyn Nevitte, Director, People InsightMatthew McDonnell, Director of Employee Experience, Willis Towers WatsonKatie Whitehouse, HR Director UK&I, ServiceNowChris Brindley, Head of Reward & Co-member Experience, ReedNiamh Macaskill, Head of People and Experience, CamelotA happy workforce is a productive one and listening to employee views is the first step employers can take to make changes for the better.By downloading this eBook, you will understand:What employee satisfaction meanAs well as in their day-to-day tasks, staff satisfaction is closely linked to how an employee feels about a company’s style of management and organisational culture – the traits that define the business such as internal communication, staff development policies, and recognition of employee performance.Key considerations in raising employee satisfactionFor satisfaction at work, employees need a direction and a sense of purpose that keeps them going. Therefore, leaders must be clear about their strategy and goals to help employees feel connected, valued and fulfilled. Best practice in designing a satisfaction surveyA well-designed, well-timed employee satisfaction survey can reap rewards for your business in the long term, maintaining a workforce that can be trusted to deliver. Surveys shouldn’t just be saved for times of hardship.How to use survey data to implement changeOne way to generate high employee satisfaction is to focus directly on those areas that matter most to employees – and regularly review them to ensure they remain relevant.The future of employee satisfactionTo be an ‘employer of choice’ in the future, employers cannot merely offer competitive rewards, development opportunities, and healthy company culture. They’ll need to provide a consistently positive employee experience as well.
A guide to entry-level jobs
What is an entry-level job?Entry-level roles are for those with little to no formal work experience and are usually aimed at those just starting out in their chosen career, school leavers, or university graduates.These roles also provide an opportunity for employers to mould the individual into the professional their company needs.Employers hiring for an entry-level job will not usually require any experience but would likely expect at least a secondary school diploma. This presents more opportunities for those seeking entry-level jobs without a degree or specialist qualification, and that all-important first step on the ladder.Depending on the role, the skills in the highest demand differ. However, there are some transferable and soft skills (i.e., innate skills and traits) that are universally required. For example, communication, time management, organisational skills, numerical and language skills, and basic IT skills.Entry-level roles to suit personality typeNot everyone will have good interpersonal skills. Introverted students, for example, may be very intimidated by the prospect of starting their careers, having never worked in a professional environment. It can be difficult to navigate both the demands of the role itself and the social situations that can come with working life.Therefore, many school leavers and graduates are choosing to start their careers remotely or find work that requires minimal social interaction.There are plenty of entry-level jobs for introverts, including:Data entryTranscription and bookkeepingAnimal trainingDelivery drivingFreelance writingGraphic designOthers love working with people and might look at entry-level jobs that make a difference to the welfare of others. This might be working in education, social care, public sector positions, third sector roles, or other caring jobs.Entry-level salaries and benefitsThe average salary for an entry-level can be different depending on where in Switzerland you are located but normally it is based on the minimum wage and your education history and age. the national average salary in Switzerland is 6712 CHF per month.While individuals in entry-level jobs will often be paid less than those in more senior positions, they will typically be given the most support and training, and just as much opportunity to progress as anyone else.In addition, company benefits are generally standardised and equal to everyone throughout the business, whether the employee is just starting out or a senior-level executive. Most employers will offer retail and hospitality discounts, healthcare options, a company mobile phone, cycle-to-work schemes and more, but it varies by company.How students can find entry-level jobsJobseekers can search for roles on reedglobal.us by their location or by job title. They can choose a sector and upload their CV to our sites or speak to a consultant whose details are listed on Reedglobal.us on their local office pages.How to succeed in an entry-level roleTo succeed in an entry-level role, the employee needs to realise they have a lot to learn and that they won’t be expected to know everything straight away. Most companies will provide training and support to their new starters to help their progression.Entry-level employees will do well if they listen to their peers and manager, absorbing as much information as they can about how the company works and why their work is important to the wider organisation. Understanding the context of the role, and asking the right questions early on, helps professionals develop a good foundation to grow into a valuable employee, and to learn and progress quickly through the business.Are you looking for the first or next step in your career? Contact us today.
Build a more diverse and inclusive technology team: downloadable eBook
Our eBook, ‘Making tech inclusive: strategies for developing a more diverse workforce’, has been designed to help you reflect on what’s working and what’s not when it comes to your I&D policies, and improve in areas you may have overlooked.There will always be room for improvement when working to achieve an equal and inclusive environment for everyone, as needs change over time. This comprehensive guide can help you gauge the needs of your workforce and allow you to attract and retain the best talent in IT.By downloading this free eBook, you will find out:How diverse the technology sector isWhat diversity and inclusion mean and why they’re differentWhat workplace challenges people from minority backgrounds faceHow to eliminate bias from your recruitment processWhy inclusion and diversity benefit your businessHow upskilling can contribute to inclusivityTips on expanding and diversifying your talent poolHow to improve attraction and retention through inclusionThe value of offboarding correctlyDeveloping a robust diversity and inclusion strategy doesn’t just help employees who are outside the societal norm, but everyone in your company. It will also have a positive impact on your bottom line. Here are some of the dos and don’ts of inclusive recruitment – you can find out more in the guide:This guide is for:Tech employers who want to widen their talent pool and diversify their workforceBusiness leaders who have policies in place but believe they can do more for their employeesAnyone interested in adopting a more inclusive mindset."Removing the invisible barriers to inclusion by showing that your company is open to all will inevitably help you form a more diverse network, customer base and talent pool."
Download - ESG interview questions for senior roles
ESG or environmental, social and governance is a holistic approach to sustainability.Getting the right people to implement any environmental, social and governance (ESG) strategy is clearly important, making the interview stage for senior ESG appointments a key moment.Choosing the right ESG interview questions will allow employers to understand the sort of leadership capabilities a candidate has alongside the expertise they bring. What is ESG?:At the most basic level ESG stands for environmental, social and governance, with these three criteria broken down individually within a company’s ESG policy.Environmental: The environmental aspect of ESG looks at how a business operates as a steward of the natural environment, focusing on all aspects of sustainability including waste, pollution, greenhouse gas emissions and climate change.Social: The social element of a company’s ESG framework examines the impact of operations on the human rights of workers, covering areas such as diversity and inclusion, workplace equality and pay and conditions.Governance: The governance aspect of ESG looks at how a business polices itself and its corporate governance. This can relate to issues such as transparency, accountability, and compliance.ESG interview questions:Our downloadable template contains ESG job interview questions that should be asked of someone applying for a senior environmental, social and governance role. It includes important questions such as:What experience do you have with ESG frameworks?What do you see as the three essential pillars of ESG?What ESG key performance indicators do you work towards?How do you keep track of evolving trends in ESG?What ESG certifications do you hold?These questions will allow employers to understand the sort of leadership capabilities a candidate has alongside the expertise they bring. You will find many more on our downloadable template to give you the best possible chance of recruiting the highest calibre of ESG professional.Download our free template, ‘ESG interview questions for senior roles’, by clicking on the button at the top of the page.
8 ways to get a job with no experience
You need experience to get a job, but you need a job to get experience... How do you get your foot on the ladder? Whether you're fresh out of education or looking to follow a new career path, feeling like you don't have the experience to land that first job can be frustrating. So, here are some of the ways you can achieve the (seemingly) impossible and get a job with no experience!Address the issueIf you lack experience, don't try to brush over the fact. A cover letter is the perfect place to address any gaps in your CV, so use the opportunity to address any concerns the employer might have. Then...Focus on what you DO haveExperience is important, but so is your attitude to work, your personality, your understanding of the company and its activity, motivation, resilience, ideas for the future - the list is endless, so don't get too hung up on any one thing.Find experience you didn't know you hadBefore you decide you don't have the experience, make absolutely sure this is true. Think back over your past jobs and try to draw links between the experience you need and the experience you have. Remember: it needn't be exactly the same; the key word to keep in mind is relevant. If you've organised a meeting or answered the phones, that's admin experience. If you've set up a Facebook page or created a flier, that's marketing. Think outside the box!Create some experienceDo some voluntary work, work experience, or an internship."Don't be afraid to start from scratch. Getting your foot in the door is crucial, and you never know what might come next."But (as above) make sure the experience you're getting is relevant. If you're still taking your first steps, don't waste time with unrelated work, especially if it's unpaid!Demonstrate your intentIf you really want to get into a particular industry, make sure that people know about it. Get involved in relevant industry discussions on LinkedIn, join relevant groups, attend networking and careers events, and make sure you make your enthusiasm public.NetworkIf you don't have the desired level of experience, you need to be trustworthy. Network, and get your contacts to recommend you. Employers are more likely to overlook the gap in your experience if you come with a recommendation from someone they can trust. Find out more about effectiveness networking.Apply speculativelyIf you only apply for advertised jobs, you're going to be assessed against set criteria. Apply speculatively to companies that interest you, demonstrate you've done your research, and ask if there's any opportunities for you as you're looking to break into the industry. If the answer is no, ask if you can apply again in 6 months, and find out what you can do in the meantime to improve your chances.Get an interviewIf nothing else, just focus on getting an interview. This is easily the best situation in which to address your lack of experience and the best place to sell your other strengths. Remember: whether you can do the job is just one factor the interviewer is considering, alongside your motivation, and your fit with the company culture. Ace both of these and who knows... 2 out of 3 might be enough!