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Three Steps to Humanizing Your Hiring Process

“Genius is the gold in the mine; talent is the miner that works and brings it out.” —Lady Marguerite Blessington

Lady Blessington—An Irish child of poverty who became a successful author—was no stranger to hard work and perseverance. She was a firm believer in using her natural and painstakingly developed gifts to improve her situation. The parallels between Lady Blessington’s motivations and the mindset of today’s top workforce talent are apparent, as is the need of businesses of all shapes and sizes to attract these individuals.

However, it’s one thing simply to attract talent and quite another to hire (and retain) talented individuals.

Humanity Wins Out Over Salary

If you’ve found success finding and bringing plenty of potential recruits and talented individuals to the hiring table, but have struggled to make the hires, it’s time to take a look at what’s preventing talent from committing to your company. While insurmountable differences regarding salary and benefits can certainly be a factor, it’s not the most important indicator of a good fit for your prospects. A lackluster recruiting experience is a top reason talented individuals turn down a job. Company culture is the number one reason talent chooses one position over another.

If all this points to improving your hiring techniques and showcasing company culture in the process, the question remains—how can you humanize your hiring (and your company), and increase your odds of recruiting talent? In the digital era, it’s likely no surprise; the process starts with technology.

  1. Utilize hiring technology. While meshing technology and humanity can seem counterintuitive, using technology to ensure the best-fit potential employees enables you to hire talent that’s right for the job. Better yet, they’re more likely to feel a personal connection to their work—a factor the average office worker would give up $9,000 in salary to achieve. Include company culture items in your hiring platform assessments to put a human face on your company—and ensure you’re hiring employees who identify with you.
  2. Stay connected during hiring and onboarding. Even if you use technology for recruiting, hiring, and onboarding, you still need to make an effort to build a connection with your potential hires. You can use automation to ensure timely responses to emails and completion of training but ensure all your outreach reads as if it’s crafted for each potential hire.
  3. Involve your current employees. Whether you’re still on the hunt or onboarding newly hired talent, utilize your current hires to put a warm, welcoming face on your business. Invite them to share their opinions on working for your company via sites like GlassDoor and Indeed, and involve their friendly faces (and yours) in training literature and reach outs via sites like LinkedIn—provide them with a framework, first. Finally, after the hire, consider beginning an employee mentorship program, so your new talent doesn’t feel adrift within your organization.

Even if you offer an excellent salary package and remarkable benefits, real talent isn’t likely to stick around if your company comes off as cold, sterile, and uncaring. Do your best to put a human face on your recruiting, hiring, and onboarding processes—and increase your chances of obtaining talent that sticks.

Need more information about how to incorporate HireScore hiring technology into your hiring process? Speak with the team at Stang Decision Systems—call 906.226.2829 or request a free consultation today.


By |2020-09-14T14:27:12+00:00September 14th, 2020|Uncategorized|0 Comments

Health & Wellness Has Never Been More Important for Retaining Talent

Is your workplace stressful?
No matter your sector, chances are, the answer is “yes” for many of your employees. In fact, in a recent survey published by the American Institute of Stress, as many as 83% of American workers say they suffer from workplace stress. 

What are the impacts of workplace stress? 

While you’re likely feeling the pressure associated with the everyday stresses of operating your company, it’s crucial to recognize just how much a stressful work environment can affect your employees. Heightened stress levels can cause weight gain, high blood pressure, sleeplessness, fatigue, and anxiety—and result in absenteeism, poor performance, and even resignation. In short, workplace stress could be costing you money and talent.

As a result, the price of a stressful workplace is real in many ways—which has led more companies to institute health and wellness programs to help employees manage stress at work. Unfortunately, only 41% of workers report that their employers offer any health and wellness resources at all—and only 35% of those believe the resources are sufficient. If you’re a manager or business owner, however, you need a staff that is as physically and mentally healthy as possible, and a health and wellness initiative is an excellent place to start.

How Can You Incorporate Health and Wellness?

While companies like Chesapeake Energy, Google, and Coors are famous for providing employee wellness perks like an Olympic-sized swimming pool, massages, cooking classes, and even beer on tap—most businesses don’t have the resources to match them. Still, making an effort to be mindful of your employees’ health and wellness can help you attract talent like these major brands. Whether it’s offering a flexible schedule or allowing people to occasionally bring their dog to work, there are many low-cost ways to accommodate your workforce and make your organization more appealing. Until you’re ready to roll out a comprehensive health and wellness program for your workplace, here are some tips you can use to help you ensure you’re providing your employees with valuable perks that have little relative cost: 

  • Raise awareness. Acknowledge the common sources of workplace stress and encourage employees to help plan ways to alleviate them. A sense of preparedness can help nip stress in the bud and improve response from both you and your employees.
  • Focus on fitness. Fitness in the workplace can take on different forms for different businesses. You may consider beginning a socially distanced yoga program, providing a gym membership, or even offering free or reduced-cost wearable fitness bands so employees can track their efforts.
  • Promote rest. Employee productivity is vital, but work performed while fatigued or unfocused can turn out to be of low quality. Encourage employees to take provided breaks during the workday, and make the most of leave time and other time out of the office.
  • Try meditation. It’s an activity that incorporates both mind and body and does not necessitate close contact. Meditation is a simple, virtually cost-free way to relieve stress. Try a shared app or begin a program that your employees can use when the need strikes.
  • Facilitate employee connections. Especially challenging to do in the remote work era, the above activities can be performed remotely and individually—but can also be a part of a larger group wellness effort. Employees who feel connected at work are more likely to feel satisfied with their employment and show 41% lower absenteeism
  • Educate yourself. In the current era of information, there is an endless supply of extremely high-quality information that 20 years ago would either not have existed or only would have been available to the very wealthy. Unfortunately, there is also a tremendous amount of misinformation. Below are a handful of people that we have grown to trust over the years. The importance isn’t on the specific sources of information so much as it is on showing that there is an amazing amount of information that can easily be shared and discussed at work.

Implementing one or more of the above tips can help you ensure your employees can achieve a healthy work-life balance, and—more importantly—feel you are invested in their health and wellness. Then, work to develop a full-scale health and wellness program to continue addressing these concerns. With some effort, you can ensure the best-fit, talented staff you’ve hired remains with your organization long-term.  


By |2020-07-27T16:32:33+00:00August 3rd, 2020|Uncategorized|0 Comments

Four Turnover Triggers That Could Be Hurting Your Bottom Line

It’s normal to have employees leave your business on occasion. People often need to leave due to relocation, familial responsibilities, and other life events that may be completely unrelated to your business. However, if your employee turnover rate (calculated as the percentage of employees who leave in a given time frame) has begun to skyrocket, you likely have a problem.

The financial cost of a high turnover rate can be substantial, with some estimates exceeding $4,100 per hourly employee or as many as 9 months of a salaried employee’s pay. Worse, you’ll need to spend additional time focused on hiring and your employees often wind up shouldering the additional responsibilities and stress of fewer employees. To combat high turnover, however, you’ll need to find out why so many of your employees are leaving.

Why Do Employees Leave?

A high turnover rate can be indicative of a number of issues within your organization. Though these issues can – and do – vary by industry, there are multiple common factors most businesses with high turnover rates share. We’ve compiled a list of the top major causes of employee loss and what you can do to remedy them:

  1. Employees feel burned out. A recent survey by Asana found 82% of employees felt overworked and burned out. Even if these employees don’t choose to leave your organization, overwork can lead to increased absenteeism and declining productivity. To fix it, pinpoint the cause of overwork, whether it’s understaffing, poor training, or volume; then, determine if you need to increase hiring efforts or simply offer help to struggling employees.
  2. Employees feel unengaged or unchallenged. Sometimes, employees experience the opposite effect – a lack of challenging work or even a disconnect with the purpose behind their work. If your employees don’t feel their work has meaning for your organization or feel their skill set is underused, they may seek employment somewhere that engages and appreciates them more. Check-in with employees frequently to assess their level of engagement with their current duties and recognize achievements as they occur.
  3. Negative workplace culture. While culture can be a difficult aspect to nail down, it’s at its most apparent when it’s driving your employees away. If your culture doesn’t fit your employees, morale will dip, current talent will leave, and new hires won’t last. Actively address signs that your workplace culture is veering toward the negative, re-evaluate the way you and other managers engage with staff, and endeavor to truly listen to each and every employee and their concerns.
  4. Hiring ill-fitting employees. Poorly matched employees can come in many forms – sometimes they just don’t mesh with your existing culture. Sometimes, employees don’t have the skills, drive, or personality fit necessary to be successful on the job. If your employee selection process doesn’t include fully validated measurement tools customized for each job, you are missing an opportunity to maximize employee fit for each role.

Turnover rates don’t have to damage your bottom line. Making changes to the way you handle your current employees as well as search for and screen for qualified hires can help you find and retain employees who will do their best work for your business. On many occasions we have seen motivated clients reduce turnover by 75% or more in a matter of months. It’s not easy, but it’s well worth the effort.


By |2020-07-13T11:04:28+00:00July 13th, 2020|Careers, Research|0 Comments

COVID-19’s Impact on the Hiring Industry


To say that the Coronavirus pandemic has rocked global industry would be a massive understatement. Companies around the world are scrambling to develop new remote-based workflows to limit the potential for exposure to the virus, and many service-based businesses have had to close down entirely. The hiring industry has also felt the impact of the COVID-19 pandemic, and many companies are overhauling their hiring practices in light of this new reality. 

Hiring in China has plummeted to about -45% year over year following the outbreak. In Italy, Europe’s hardest hit country to date, hiring is well below zero, reaching a low of -40% during the lockdown. The US will likely see a similar trend in the near future, at least temporarily, but many companies have already been adapting their practices to take the hiring process into the digital realm without becoming impersonal. 

New Online Assessment Practices

If you are reading this post you are surely doing your application process online (you are, right?). Ideally you are using a process that automatically ranks candidates based on their probability of success so you don’t have to screen 100s or thousands of resumes/applications. Regardless, at a minimum people are able to apply online.

For many roles, after people have applied you are likely to want custom problem solving assessments that match the job. For companies that wisely rely on testing to identify and hire top candidates there has been a dramatic shift away from large group test sessions with “bubble sheet” test forms to completely online, but still proctored, testing.

The proctoring is done via some amazing technologies that allow the user to be monitored to ensure they are not cheating while they take the exam. These include screen monitoring, facial tracking, audio flags and statistical techniques to mitigate cheating. Bottom line, testers who used to have to test in a group setting, at a specific time and place, using a clunky technology (scantron scoring) are now able to test at their leisure in a secure setting using state-of-the-art technology.

This shift not only limits social exposure and slows the spread of COVID-19, but it also ensures a higher level of test security, better scheduling options, faster turnaround of test results, less testing time and more creative and job-related test content. While the online testing protocol has been standard procedure for many businesses, in light of current events, almost 100% of our clients are now choosing to streamline their pre-employment assessment processes with secure online assessments.

Videoconferencing is the New Norm 

While many companies are slow to hire new employees during such a tumultuous time, others are going to need to continue their recruitment practices under different terms. Additionally, once the worst phase of this disease has passed, there will be an incredible influx of available talent the likes of which hiring managers haven’t seen in a lifetime. As people who have lost their jobs or parted ways with companies that have permanently shuttered look for new work, the hiring industry will need to adapt quickly and adeptly to the forthcoming surge of employment candidates.

One of these adaptations will be video conferencing technology which is quickly becoming the go-to method for companies to interview job applicants, conduct Q&A sessions with potential recruits, and handle the onboarding process without risk of spreading COVID-19. Video conferencing tools are also useful in many cases for new hire orientation, training, telecommuting, sales, and many other aspects of modern business. To this end, we highly recommend the Zoom platform, but we also have utilized Skype, Gotomeeting, Facetime, Google Hangouts and other platforms successfully. For early adopters, we’d recommend checking out

Adapting for the Future

These new hiring practices may seem like temporary stopgaps, but they are actually improvements to the business-as-usual resume/interview approach to hiring, which is far from optimal. The decisions companies make during the current epidemic will have a profound impact on the future. By making the right call now you will help the country quickly get our talented workforce back in the game. 


By |2020-06-04T19:16:58+00:00March 25th, 2020|News|0 Comments
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