Blog

Welcome to our Human Resources blog, with the latest news and advice in Human Resource best practices, personal career development, job search tips, Career Transition, and making the most of your team.

HR Tips
“Employee Engagement” is a pervasive buzzword in today’s conversations about the bottom line of organizations, and yet many business owners and HR professionals struggle to agree on exactly how to define it. Human Resource Management expert John Gibbons explains engagement as “a heightened emotional connection that an employee feels for his or her organization, that influences him or her to exert greater discretionary effort to his or her work.” In this definition, engagement is not merely another word for job satisfaction, but a reference to actions and behaviours influenced by an individual’s attitude toward their workplace. From an employer’s perspective, ensuring a high level of employee engagement can have monumental effects on the productivity of teams and, in turn, the profitability of their business. Additionally, a highly engaged workforce can influence brand positioning and corporate reputation, and can enhance internal and external views of the value the organization provides. Some of the benefits of improving employee engagement: Higher levels of productivityDecreased healthcare costs (increased individual wellbeing)Higher retention/ lower turnoverLess absenteeismIncreased employee loyaltyIncreased customer satisfaction/ profitability Many methods are used to qualify the level of engagement of employees, including the collection of data sets like unexcused absences, overtime, turnover, project completion timelines, participation in company initiatives or wellness programs, and performance evaluations. However, typically the most effective evaluation tool that assists management in assessing the engagement of their team is gathering input and feedback directly from their team.  Recently Kelowna HR conducted its own investigation on Engagement trends relevant to local small businesses in the Okanagan. To see the results of the survey, please use the following link: Kelowna Human Resources Employee Engagement Trends Report The results of our study suggested that while many organizations felt they had strong engagement practices, they were still unsure of how their employees felt about their satisfaction, compensation, direction or workload. Although many had some insights into their own practices, admittedly nothing compares to direct input from staff. Employee Engagement surveys are an excellent way to collect and analyze key factors that contribute to employee engagement at an individual level, taking the guesswork out of understanding staff perspectives. These surveys should be conducted on a regular basis to assess the current climate of an organization, and to compare results to previous studies or data in order to make informed strategies for improvement.  Kelowna Human Resources specializes in Engagement surveys that allow management to gain valuable insight into the expectations and attitudes of their employees, and our experienced Human Resource experts are highly qualified in advising on strategic courses of action that respond to the unique needs of each company’s workforce. Ensure your team is passionate, engaged and committed to nurturing a profitable and productive organization. Contact us now and see how we can help define the best strategies for your team. [email protected] 250-826-6964 [...] Read more...
Career Transition and Outplacement Services At some point, all companies face the unpleasant task of letting someone go. Restructuring, employee performance issues, and downsizing are all potential “growing pains” of an evolving organization. In all cases, the motivating factor for change is the bottom line. So how does a company that is looking to fine tune their resources justify the “cost” of offering Career Transition (or Outplacement) services to departing employees? By understanding that quality Outplacement is always an investment, not an overhead.   Investing in employees is key to a profitable business, and it’s essential in all stages of the employment cycle. Corporate reputation, work culture, and productivity are all nurtured when employees feel taken care of. They work harder for you when they feel their team is respected, and they may continue to advocate for you outside the workplace, even after leaving. Building rapport from the first day to the last is crucial, and even if you are releasing an employee, it doesn’t have to mean negative consequences to them or to your company. External consulting services that provide high quality Career Transition services to departing employees can translate a potentially painful “ending” into new opportunities, and ensure that the departure can be beneficial to all involved.   Here are 6 reasons that Outplacement Services are a valuable investment:   Build or maintain a powerful employer brand: You’ve worked hard to develop a professional brand, and that extends to your reputation as an employer. When you offer transitional support to exiting employees, you showcase your organization’s leadership in employee advocacy and commitment to a positive work culture. Reduce legal liabilities: Reactions of departing employees vary greatly, and sometimes the legal ramifications of terminations can be treacherous. Hiring an external consultant to ensure employees are receiving the right compensation from a legal standpoint can save potential stress and dollars through litigation, and offering additional Career Transition services can iron out potential issues from distraught employees that could otherwise retaliate. Enhance future recruitment and retention efforts: Finding the right candidates to fit a position and a work culture can be a daunting process, and it can be further complicated by issues that arise from terminations. When an exiting employee is taken care of, it eases the concerns of potential recruits, and mobilizes internal staff to take on new responsibilities. Build internal trust and relationships: Your team is your most valuable asset, and when there is transparency, empathy and support from the top down, regardless of circumstances, internal relationships are stronger and loyalty is prevalent. Strengthen confidence in delivering the message: Delivering a termination message with poise and grace is a skill, and external Outplacement consultants offer expertise in how to effectively prepare for and deliver the message on notification day. From crafting a confident script to choreographing the elements of the delivery (When will you deliver the message? Who will communicate with them? Where will the meeting take place? What needs to be provided to the employee and what needs to be collected?), having a proper strategy can help add value to the event and enhance the confidence in your management that they are an effective part of the corporate strategy. Assist in a quicker career transition: This is two-fold; an exiting employee that receives Career Transition services is more likely to find new employment faster than without, often enhancing their own professional lives through support they would not normally receive otherwise (many professionals will never do a career assessment on their own, learn about the job market, or develop a professional resume), and a departing employee that goes back to work before the end of their package can save the previous organization in compensation.   Of course, there is also the human desire to take care of others. No one wants to leave an employee without support, especially when that person has been a long time member of a corporate “family”. Career Transition services allow individuals to leverage the opportunity of leaving an old position for new opportunities, to develop themselves both personally and professionally, and to have ownership over their own lives when it seems as if their power has been taken away from them. Change is inevitable, in our personal lives and our professional ones, but with the right support change can be a powerful, positive opportunity for growth. Outplacement services are a crucial piece in ensuring your organization moves forward from terminations with a positive focus.   Looking for Career Transition and Outplacement support? We are the Okanagan’s premier Outplacement providers. Our Career Transition specialist has over 25 years of experience providing superior support to exiting employees and organizational management in the termination process. Call Elizabeth today to book a free consultation. 250.826.6964 [email protected] [...] Read more...
  One of the most difficult tasks that a company faces is to let an employee go.  It is stressful for the management team, human resources, and the employee. Ensuring severance is paid to labour standards and above is only one consideration in the process. Providing outplacement and career transition support to departing employees offers a humane approach to organizational change, and significantly improves the transition process for all involved.   Employee outplacement is the process by which an organization supports a terminated employee’s transition through paid assistance. As part of a departing employee’s leaving package, employers should include career transition services with a professional coach, ideally for 1, 2 or 3 months. These services cover a wide range of areas, including career assessment, resume and cover letter building, networking advice, interview coaching, and job search assistance. Moreover, proper career transition services offer individuals an opportunity to rebuild their professional brand, building vital networks and resenting themselves to unknown markets.   In addition to practical skills and strategies for career development, career transition services prepare individuals emotionally for the next steps. Developing the skills to navigate the competitive job market and understanding how to leverage their unique assets gives departing employees a renewed sense of confidence to find their next best choice.   It is also beneficial to have a professional career transition coach there for the termination meeting. As an impartial third party, a coach can give the employee a sense of support, knowing that they have not been “abandoned” or isolated. The coach can act as a sounding board in the midst of unexpected change, and talk about next steps so the leaving employee knows what to do next.   Career Transition Services offer the following benefits:  To the employer – Builds trust and improves morale – employees left behind see that the organization cares about its employees, even in the face of change. This in turns helps morale and productivity. Acts as good PR – career transition support sends a powerful message to clients that even in adversity the organization cares what happens to its people. Decreases potential legal costs – career transition services reduce potential lawsuits and motivates employees to find new jobs faster, decreasing unemployment compensation claims.   To the employee – Emotional support – outplacement coaching services offer leaving employees deal with moments of fear, anxiety, anger, sadness, relief and excitement, by having a trusted professional to speak with one-on-one. Skills and guidance – building a cohesive professional brand and developing the tools and documents to support a successful career transition gives employees a renewed sense of value and confidence in their contributions.   Kelowna HR is the leading Okanagan provider of Career Transition Services. We assist your employee in preparing and presenting themselves in the best possible light to potential employers. We are highly skilled and experienced in helping our client plan and progress through each step to find and be ready for the next opportunity.   With proven process and individualized coaching that ensures your employee is met with success, Kelowna HR is a valuable part of an effective outplacement strategy. Contact us today to find out how we can make a tough business decision into a valuable opportunity. [...] Read more...
Onboarding can be a confusing term. For many, onboarding is confused with orientation – the early process of educating new hires about their role within an organization – and is often given superficial treatment because of this. Although effective orientation is crucial to initiating new talent successfully, it is only a small piece of the onboarding process. To truly achieve the benefits of onboarding, a program needs to effectively acclimate, guide, and develop new hires over months, not days. In fact, onboarding that contains effective orientation, performance management, and development has a significant, positive impact on new-hire engagement.   Did You Know? In a recent study conducted by McLean & Company, analysts found the following: Only 43% of respondents currently view their onboarding efforts as effective. To complicate matters, non-HR respondents are even less impressed, with only 23% rating onboarding as effective. About 70% of new hires make the decision to stay at or leave an organization within their first six months. Data shows that for every 10% increase in orientation, performance management, and development effectiveness, new-hire engagement increases by 6.3%, 5.9%, and 5.6%, respectively.   For onboarding programs to be effective, they need to address 3 key areas: orientation, performance management and development. Onboarding is a continuation of the candidate experience. If you wait until the employee’s first day, you miss the opportunity to build on the excitement generated during sourcing and selection – often stalling the new hire’s enthusiasm and their acclimation. Also, adult learning principles are a key consideration when designing onboarding content because they dramatically increase retention in both the short and long term.   “If you wait until the employee’s first day, you miss the opportunity to build on the excitement generated during sourcing and selection – often stalling the new hire’s enthusiasm and their acclimation.”   Consider These Questions How long is your onboarding process? Do you dedicate a few days to completing paperwork, reading manuals, and teaching about company values to new hires? Or do you have a system in place for welcoming, guiding, and developing new hires through a 3-12 month process? Do your new hires feel adequately engaged and socialized in your work culture? How much clarity do your new hires have regarding the expectations and opportunities within their roles? Are your new hires able to clearly communicate your brand and values? Are they sufficiently motivated to achieving company goals?   If you are unsure regarding any of these questions, you may be missing valuable opportunities to build engagement, drive productivity and increase organizational commitment. To avoid early disengagement and premature departure, considering the virtues of an effective, agile onboarding plan.   Need help? Our experts have a wealth of experience in designing effective, customized plans to ensure new talent is acclimatized and engaged. Contact us today for more information. Ph: 250-826-6964 [...] Read more...
There is growing recognition of the critical role talent plays in organizational success. In fact, Talent Acquisition ranks as the second-most important HR service area. Organizations are increasing resources to attract talent – the budget for talent acquisition continues to grow for the third year, making it the top HR spend. Recruitment Challenges in Today’s Market Talent acquisition is struggling to deliver. A PwC study found that 93% of CEOs believe that the way organizations attract talent needs to change. Growing retirement numbers and a shrinking workforce are making it even more difficult to attract talent in an already tight labor market. Not only that, but the skills and jobs needed to compete in the future are unknown – talent acquisition specialists will have to hire for new, unfamiliar roles. To top it off, technology is quickly changing the face of talent acquisition – recruitment specialists must be able to rapidly adopt new approaches. Insights on Successful Talent Acquisition Top talent is limited, expensive, and may not actually provide the anticipated value. Instead, take the time to identify and acquire the right talent for your organization. Recruitment is one of the most quantitative areas of HR. Use data to make evidence-based decisions, improve process efficiency, and acquire the right talent. Talent acquisition is comprised of four elements: branding, sourcing, assessment, and internal talent mobility. It is important to take the time to evaluate each of these elements and iterate. This allows the Talent Acquisition Department to remain agile and consistently adopt the most impactful approach. Our Recommendation Develop a talent acquisition strategy that is anchored in consistency, but has the agility to adopt new approaches by: Reviewing the selection and hiring structure to set the team up for success. Evaluating talent acquisition elements (branding, sourcing, assessment, and internal talent mobility) to maximize impact. Examining current technology to increase functionality usage. Iteratively applying process improvement principles to the hiring funnel workflow to eliminate waste and increase efficiency. Investing in an agile recruitment strategy can pay off in dividends. How is your organization currently handling its talent acquisition process? Call now to assess how you can increase the success of your team right from the start. Powered by McLean & Company [...] Read more...
Career Development
  We live in a DIY culture – one where YouTube allows us to learn in a weekend how to install a kitchen sink, cook crème brulee and find 10 new uses for toothpaste (did you know it helps get rid of bruises?). Most of us are at least relatively competent with word processing software, and we know the basics about how to present our work history on paper. If not, there’s always YouTube, or a million other resources to teach us how. So is that’s the case, why would anyone hire a professional to write their resume? After all, we know ourselves and our job histories better than anyone. The truth is, you can write your own resume, and some are very successful in doing so. However, the value in having your resume professionally written can be significant in certain contexts, and perhaps significant enough to make or break a key opportunity.   When hiring a professional is a good idea: You don’t know where to start. You’ve never written a resume before, and although you have a vague idea of the kind of information needed, you have no idea how to put it on paper. A good resume writer will know what questions to ask to ensure you have the most comprehensive picture of your employability.  You aren’t confident with computers. Not all professions require you to sit behind a computer screen, and even if they do, most of us aren’t aware of the tools and tricks available with many word processing programs that give your document the appropriate layout for maximum marketability.  You don’t have “a way with words”. You don’t have to be a poet to write an effective resume, but understanding how language works in translating crucial information is key to writing a strong resume. Writing powerfully often means making choices about how to state things concisely, authentically, and in a way that communicates your message to your specific reader (ie. your potential employer).  You have a unique work history. Perhaps you have been out of work for some time due to personal reasons, or you left an impressive position because of conflicts with management. How do you reconcile this on a resume so it doesn’t throw up a red flag? Professional resume strategists have been trained to use a variety of techniques to take the emphasis off of areas of perceived weakness in your document and emphasize your strengths.  You don’t have the time. We are all busy, and even if you are resourceful and can navigate your way through YouTube like a pro (hello crème brulee), writing your own resume isn’t something you have the time for – or, perhaps, the desire to do. After all, writing a professional resume requires research, creativity, focus, and revisions. Professional resume writers often have resources available and experience that expedite the process, and offer the added bonus of saving you the time spent on stressing about whether or not you’ve done a good job. You aren’t getting results. The online application world can be a black hole, sucking up resumes and spitting them out into databases with hundreds of other applicants, making it difficult to gain visibility.  Professional resume writers know this, and should have an understanding of how to present the content of your resume so that it gets picked up by tracking systems and sent to the “A” pile (the ones that get the interview). Moreover, if you are lucky enough to apply directly, either through email or in person, having a well-crafted, easy to understand, pleasing to the eye document will give you a crucial advantage. And if it’s a job you really want, it’s often worth every penny.   If you are confident writing your own resume, go for it! There are endless resources on how to put it together effectively. If, however, you feel like you’re struggling, or lacking the confidence to put something together to send out into the world, professional writers are here to help.   Talk to our Certified Resume Strategist today! 250-826-6964           [...] Read more...
Is it Monday again already? Will today be the day they let me go? Can this be all there is? Sound familiar? Career change can be motivated by many reasons – sudden, unexpected transitions in organizational structure, dissatisfaction with current work culture, or simply the desire to be challenged in an entirely different role can inspire us to dust off our resume and consider our options. However exciting a concept, career transition can also be daunting, and many unsuccessful career changes are due to a lack of clarity, planning and knowledge of critical factors like industry trends or best practices in professional presentation.   Career Transition Services make all the difference.   If you have been considering a career change, you’re likely feeling a bit overwhelmed. But luckily for career changers, Career Transition Services are excellent tools to navigate these muddy waters without the fear and stress often associated with “starting over”. Skilled career coaching professionals can meet you “where you are” in your career, identifying your own unique position, evaluating goals and helping you define a clear path that makes sense to your circumstances.   But I’ve been working in this job my whole career. I have no idea what else I’d be good at. Most of us have talents and interests that cross over various boundaries. You may have spent a decade working with numbers but have always wanted to try motivating people. Maybe you’ve been in physically demanding work for too long and your body is telling you to find a desk job. Whatever the reason, changing positions or even industries is not impossible, and professional coaches can help you with your career assessment, characterizing your strengths, pinpointing your passions, and assessing your “market readiness” so you can ultimately realize your goals.   I know what my strengths are, but how do I make sure a potential employer knows them, too? It may be obvious to you that you’re a shoe-in for a position, but that doesn’t automatically mean a recruiter does. Presenting yourself in the best possible light is crucial to finding that dream job. Career Transition Services can help you with the personal branding process, developing valuable marketing documents and creating social media profiles that showcase your unique value.   I have a resume, but how do I get noticed? There’s so much competition out there. Having a professional resume and cover letter that you are proud of is important, but a career change often involves more than just sending in one application. Good Career Transition Professionals are also personal marketing specialists, and they can provide methodologies to the job hunt that uncover hidden opportunities and ensure your visibility in the marketplace.   I haven’t had a job interview in years. I’m not sure I’d even know what to say. Job interviews are intimidating, and selling yourself, especially when you’re not used to it, can feel uncomfortable and scary. Nailing a job interview often comes down to confidence, and trained career coaches can help you hone your interviewing skills so that you can walk into that interview with poise and conviction in your capabilities.   As the Okanagan’s leading provider in Career Transition Services, Kelowna HR’s team of highly skilled professionals have a proven track record of success in leveraging our client’s assets, boosting their confidence, and setting them on a meaningful professional path. Our proven process and individualized coaching ensures that your “brand” puts you ahead of the competition.   It’s time you make that career dream a reality. Call now for a free assessment and find out more about your Career Transition program.   Please contact Elizabeth Neef at elizabet[email protected] or 250-826-6964. Your career dreams are waiting. [...] Read more...
“You write resumes? I haven’t updated my resume in years. I’ve been meaning to do that.” I can’t tell you how many times I hear this. And it seems to make sense – why update a resume unless you need to use it? For most people, a resume is something we only consider when applying for a job, and often times it is a mad dash to gather information, hunt down contacts, and otherwise scramble to try to present yourself in the best possible light when that position opens up. Avoiding a scramble is one good reason to keep an updated resume, but it’s not the only one. As “the most financially important document you will ever own” (Martin Yate), polishing up that resume now might be more valuable than you’ve considered. Boost your confidence – If you haven’t promoted yourself in a while, it can be a gratifying process to analyze and acknowledge the successes you have had in your life and the strengths you bring to a professional setting. Find a common thread – When we put together a resume, we are essentially constructing a story about who we are, where we’ve come from, and where we want to go. Often during this storytelling we find common threads we didn’t previously consider – themes that can act as guideposts for future decision-making about our careers. Be prepared for the “worst” – Job security isn’t what it used to be. It’s rare these days that individuals stay with one company for their whole career, and with constant mergers, acquisitions, births and deaths of organizations, and shifting company roles, it is better to be prepared for sudden, unexpected change. Present your expertise – There are many opportunities to portray yourself as an expert in your field – meetings, conferences, journals– and in order to pitch your presentation to managers, editors or organizers, having a document that validates your proposal is key. Be ready to collaborate – Whether you are actively looking for ventures or interested in the potential of picking up some side work, having an updated resume can be a crucial piece to finding partners to put that project together. Be prepared for new opportunities – If there’s a sudden opening for that sought-after position at work, or the boss has hinted at the potential for a raise, what better way to tip the scales than to present a polished, professional document that exemplifies your worth and distinction. Make yourself visible – Recruiters can’t find you if you’re not visible, so updating your resume and posting it in places where you can be seen, even if you’re not actively looking for a new job, can open up opportunities you didn’t know were possible.   Updating your resume is always worth it, even if you’ve never needed one before. We live in an age of opportunity, and it can’t come knocking if there isn’t a clear sign as to where the door is. Maybe you’ve been putting it off because it just seems too overwhelming – what layout is the most effective? What keywords are valuable for Applicant Tracking Systems (ATS)? How long should it be and what is the most important information to include? Skilled professional resume writers have the knowledge and experience to extract the most valuable information about your professional identity and create meaningful marketing documents that get you noticed. Remember, having a resume that makes you feel confident in your professional presentation is an extremely valuable asset. So dust off that old resume, or start from scratch, and finally put together that personal, professional advertising piece you’ve always wanted.   Need help? Our professional writers are here to assist you in creating an authentic, distinctive resume. Call today for a quote. Call now: 250.826.6964 [...] Read more...