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 Poland you are located but normally it is based on the minimum wage and your education history and age. Locations such as Warsaw have an average salary of 8,510 PLN 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.
Five things you need to know about pre-employment credit checks
It’s becoming more common for employers to perform credit checks on candidates. The number of workers being rejected for jobs because of bad debt is on the rise, and has become the most common reason potential employees fail their vetting test. To understand the what and the why, we ask Director of Reed Screening, Keith Rosser, five key questions about pre-employment credit checks.1. What is a pre-employment credit check?“There are a range of checks you can carry out on a candidate, and these inform an important part of the recruitment process. They help employers to understand the financial situation of a candidate – to help them reduce the risk of employee fraud – as well as helping to comply with law.”2. Why should employers perform credit checks?“Many employers would argue that assessing a candidate’s financial situation reduces the risk of fraud being committed. There’s a school of thought that the ‘bad debtor’ classification indicates the person may commit fraud in future. This is challenging as there are many cases where people with no debt go on to commit fraud. While predominately used in the financial sector, an increasing number of employers in other industries are performing pre-employment credit checks, such as healthcare and engineering.”"The number of people rejected for jobs because of bad debt has grown 7% since 2016."3. What is looked at when performing a credit check? “A typical pre-employment credit check will check public and private databases for a candidate’s Court Judgements, bankruptcies, voluntary arrangements, decrees and administration orders, as well as the candidate’s electoral roll registration to confirm their current address. However, it should also be taken into consideration that debt levels across the UK have risen because of economic factors largely out of the candidate’s control.”4. What can a candidate do to aid their credit screening when they apply for a job? “Candidates can check their credit reports easily online, but for many, it won’t have crossed their mind that an employer might check. Make them aware of the fact and tactfully advise that they should be keeping an eye on their financial health with simple things like making sure they’re meeting monthly payments in a timely fashion. As there is no standardised approach to pre-employment credit checks, requirements can change between companies – which is why we are lobbying for a universal approach.”"Candidates can easily check their credit with free reports readily available online."5. What services do Reed provide? “Reed is one of the largest pre-employment screening businesses. As part of a commitment to reducing risks and with our roots firmly in recruitment, Reed uses market knowledge and expertise to recommend a background screening package that best suits the needs of your business.”Get in touch today to find out how our additional services can benefit your recruitment strategy.