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Is your business expanding? Have you hired new people and added to your workforce recently? Excellent news - but do you know how to maintain a positive culture in your business?

Maintaining a positive and stable business culture can be a challenge as a company expands and grows, but there are some clever ways to ensure it stays intact:

Days away from the workplace

Take your team to a different location for a few days to bond and focus on company culture. This can be an opportunity to get everyone on the same page and to create a shared vision for the future.

Implement a "no-politics" policy 

Encourage employees to leave their personal opinions and political views at the door, and focus on fostering a culture that's based on respect, cooperation, and collaboration.

Make company culture a part of your onboarding process

Integrating company culture into your onboarding process can help new employees understand what's expected of them and how they can contribute to your culture.

Have regular cultural assessments

Regularly assess the state of your company culture, and make changes as necessary to keep it positive and stable.

Encourage healthy competition

Encouraging friendly competition among employees can create a sense of camaraderie and help foster a positive company culture.

Promote employee wellness  

Investing in your employees' health and well-being can help create a positive work environment, boost morale, and maintain a stable company culture.

By implementing even just a few of these suggested strategies, you can help ensure that your company culture remains positive and stable as you grow and expand your business.

Thinking of a career in recruitment? 

Recruitment agencies are a valuable resource for businesses that are looking to fill crucial roles with skilled and experienced professionals. Although a promising career choice, you may often hear conflicting opinions about working in a recruitment agency. 

Is it all about meeting targets and endless pressure to perform?

Or is it a challenging yet highly rewarding experience to match companies with suitable candidates?

In reality, it is a bit of both. 

A career in recruitment entails plenty of challenges but also offers you a stable, secure, fulfilling, and financially rewarding job with a good scope of progression. But that’s not all. There are many other benefits of working in a recruitment agency. Let’s have a look at some of them below.

Professional Development & Progression

What can be better than constant on-the-job training and performance-based progression for any professional?

As a recruitment consultant, you will get many opportunities to learn and train on the job as a fresher and experienced consultant. It is because no two days are the same in a recruitment agency. There is always scope for learning and improving skills such as problem-solving, communication, negotiation, project management, and more. 

And the best part?

Recruitment agencies offer excellent opportunities for progression as a reward for good performance. This means you will be climbing the ladder of success in no time if you consistently perform well.  

Great Earning Potential

Along with a good salary, a majority of recruitment agencies also offer commissions and bonuses regularly. You will always be incentivised to perform better every day to keep earning better. 

Unmatched Job Satisfaction

Although it can be challenging, working in recruitment is also highly rewarding as you can match the right candidate with the right company. Job satisfaction comes easily and strongly as you can help candidates get their dream jobs and companies their ideal employees.

Better Security

Recruitment is one of the most stable and secure industries that hardly gets touched in any economic downturn. By choosing to work for a recruitment agency, you can ensure that you remain employed for a long time. Businesses will always need candidates, and candidates will always need jobs. As a recruitment consultant, you will always have options to choose from one or more opportunities and enjoy job security, unlike any other sector.

Whether you’re a fresher looking for a promising career choice or an experienced recruitment professional looking for a place to hone your skills, working in a friendly, reputed recruitment agency may help strengthen your foundation in the recruitment industry.

If you think you have what it takes to help companies find the best candidates for their roles, we would love to hear from you!

Precision People is a specialist search, recruitment and consultancy services organisation that provides various recruitment and people solutions to a broad spectrum of industry sectors. We have been based in the Midlands since 2004 and have clients all over the UK and Europe. 

Call us on 0116 254 5411 and find out if you could be the next perfect addition to our family.

On-boarding, the process of  conveys your organisational brand values, explains your people and professional culture, highlights organisational expectations and performance and provides the tools for the employee to be successfully placed into his or her position. Therefore, as an in employer it’s important to get this part right if you want employee longevity and loyalty. 

Onboarding isn’t just the first step in hiring of collecting the relevant human resources, payroll and benefits forms. It’s a lot more than that. The onboarding process follows the employee lifecycle from first step of orientation through to mentoring and development of their first month to the completion of their first year. 

What’s the process?

Google found that new hire time to productivity can be improved by a full month by just a simple reminder alert email sent to the employer or recruiter the Sunday before the new hire starts. Tasks that should be included in the email alert are:

• Have a role and responsibilities discussion
• Match your new hire with a peer buddy
• Help your new hire build a social network
• Set up onboarding check-ins once a month for your new hire’s first six month 
• Google also does eight things to on board their new hires, which you can adapt to your organisation:
• In-person Training

Google, provides their new hires with a two-week in person training and orientation program that explains all things organisational and the ‘need to know’ functions of the organisation and job. Your organisation may not be able to provide such a lengthy in-person training period, but some in-person training is better than none, and it helps you as an employer establish rapport. 

Thorough Introduction to Company Culture

Google offers a class which help develop new hires to the norms and practices of the existing employees. The purpose of this, is to implement a way of learning into the new hire which reflects the way in which the organisation works and ensures the new hire is productive in his or her new employment.

Checklists

Checklists help new hires to understand what is expected in the first week to the completion of their first year. It is a lot less daunting for new hires if they’re given a checklists as they don’t feel pressured to memorises systems, practices, and events in the first week.

CodeLabs

Codelabs are a great way for engineers to get up to speed through hands-on tutorials. They aren’t just for new hires, but can be used by the most experienced engineers to refresh their knowledge.  

Extensive Resources

No doubt there is a language to your industry so everyone is speaking the same language, just like Google – so a company-wide glossary and handbook is provided for reference. A similar resource but be useful for your industry in getting your new hire up to speed on the terminology, or every-day goings on of your company so they can fit in smoothly. 

On-the-job Training

Without a doubt, whatever your organisation is, on-the-job training provides a good introduction to the field and provides greater realism of application when in the real world of work. 

Mentorship Program

Assigning a new hire to a mentor who is successful within the company and can act as a trustworthy role model. The mentor can initially act as a friendly face which welcomes the new hire to the company and show them the facilities. This mentor can also be a point of call for questions or queries for the new hire if they don’t feel confident to ask a supervisor or manager. More importantly, it provides a friendly welcoming for the new hire to feel more comfortable in their new place of work. 

Check-in

Google employee send weekly snippets entailing what they did that week and take part in a self-assessment and set goals at the end of every quarter. The purpose of this, is to demonstrate the productivity of the new hires week or so forth and to high their achievements. As an employer, you may not follow this exactly, but it is recommended to have frequent check-ins with your employers to see what they’re achieving, how they’re progressing and whether there are any queries. 

Follow those simple steps to ensure that your hiring process is smooth and efficient, whilst also improving your chances at retaining loyal, trust Worthing and hard working employees.