S4 Energy’s Post

Opportunity

🚀 How Can You Keep Your Best Employees in 2024? Talent Management is a real challenge, here are some things to consider to improve retention: Ideal Job - Pay, workload, and flexibility matter. - People want better pay and more control over their schedule. - Being flexible with work arrangements is a big deal. - To keep your team happy, consider boosting staffing levels and improving benefits Meaningful Work - Work needs to feel important. - Show employees how their work makes a difference. - Help them develop their skills and feel like they belong. - Encourage teamwork and make sure everyone feels included. Great Boss - Your boss matters a lot. - They should be supportive and trustworthy. - Good bosses help their team grow and succeed. - Invest in training for your managers to make sure they're doing a great job. These three things – having a good job, finding meaning in your work, and having a supportive boss – are what keep people happy at work. What is most important to you when it comes to finding the right work environment? cc:Sam Szuchan I’m looking to grow my personal brand, so if you found this interesting, share it with your network and follow me for more content! ♻️

👇 🌳 Check out these #climatejobs #jobs #sustainabilityjobs.

Call for company collaboration! 👋 We (Anna, Lobke, Merel & Esmee) are a group of five Human Resource Management students, and as part of our curriculum we are currently looking for a company to team up with, in order to solve your personnel related problem. Do you struggle with a personnel (HR) related topic, or maybe you do not have the resources to focus on it at the moment? Examples can be: how to motivate employees, having difficulty with recruitment, having trouble with knowledge retention (or sharing), or personnel having difficulty to adapt to changes. If you recognize any of these within your company, or have your own idea about a HR-related problem, then please contact us! A few benefits from working with us: No expensive consultancy costs - Completely free! Up-to-date knowledge - We bring new ideas and the latest knowledge into your organization Evidence based Human Resource Management - We use internal and external evidence to support our advise Time frame - 23rd of October to 31st of December Feel free to contact us with questions or if you're interested! Note that we need to conduct 3 to 6 interviews and/or surveys within the organization to collect data for our project.

Hiring Experienced VS Inexperienced Staff While experienced employees may offer immediate expertise and a proven track record, inexperienced employees bring fresh perspectives, enthusiasm, and a willingness to learn. It's also important to remember that experienced employees were once inexperienced themselves. They gained their expertise through learning and on-the-job experience. Similarly, inexperienced employees have the potential to grow and develop into valuable assets for the company. In the video below, one could argue that its children versus adults or quality or quantity, however I am of the view that when it comes to quality versus quantity, it's not just about the number of years of experience but also about the skills, attitude, and potential for growth that each individual possesses. A diverse team that includes a mix of experienced and inexperienced employees can often bring the best of both worlds, combining the wisdom of experience with the energy of new ideas. Ultimately, the key is to strike a balance and create a dynamic team that can leverage the strengths of both experienced and inexperienced employees to drive innovation, creativity, and success.

Finding talented individuals with both the right attitude and the necessary skills can indeed be challenging. While skill is essential, attitude plays a crucial role in ensuring a positive work environment and client satisfaction. Hiring someone who lacks the right attitude can lead to headaches, client ghosting, or even jeopardize client files. It’s crucial for employers to strike a balance between skill and attitude when building their teams. When you find an employee like that, cherish them and take good care of them. You’ve got a gem on your team!

We're hiring... I'm listening to you, client. But what about retaining? I love when clients say: “Here's a new position" instead of: "Someone left last week." Changing companies is okay, but how often are you losing your talent? 🤔 It's expensive and frustrating to keep finding new talent and leaders. Did you know you could minimize this during the hiring process? It means understanding your talents deeply and giving them space to want to stay. Try this and see if you notice a difference: - Create a Positive Work Environment: Make sure employees feel valued, appreciated, and supported. - Offer Growth Opportunities: Provide chances for learning and advancement within the company. - Recognize and Reward Achievements: Celebrate your team's successes to boost morale. - Provide Work-Life Balance: Help prevent burnout by maintaining a healthy balance between work and personal life. - Listen and Act on Feedback: Address employee concerns and suggestions to show you're listening. - Offer Competitive Compensation and Benefits: Make sure your compensation and perks are attractive. - Promote Open Communication: Encourage honesty and transparency in the workplace. By following these steps, you can create an environment where employees feel happy, supported, and motivated to stick around and grow with your company. Sounds possible ? ☺️

Benefits of partnering with Eco-Power Recruitment for your recruitment needs  💚 Wide Talent Pool: We have access to top talent, including passive seekers. Using multiple searching tools and headhunting techniques to find the best talent.   💚Time & Cost Savings: Outsource tasks for efficiency and savings. Working to your timeframes, having access to a large candidate pool, no upfront costs    💚Expertise: Industry insights ensure best-fit hires. Presenting candidates that match your requirements, pre-screening before they are sent to you for review.   💚Streamlined Process: Efficient sourcing and onboarding. We will source candidates, pre-screen and make sure all compliance is completed.   💚Flexible Solutions: Tailored staffing options for varying needs. Working in partnership to make sure we are successful in fulfilling your requirements and needs. Contact Eco-Power Recruitment now to find out more about our services and how we can support you with your recruitment requirements.

Why are production sites always so far away from fancy city center offices? Unfortunately, its not easy to have the best of both worlds - working in a very interesting job - setting up a factory, installing equipment, making new products and being close to your family in an office. More recently we have been regulary approached by international and local companies who would like to set up some production sites - very often in the middle of nowhere - at least nowhere when it comes to recruiting experts. Eventually companies find out that where they are building they cannot find the relevant staff and have to start hiring people who travel in at a much higher cost... As we speak several factories are being built across the country including the outskirts of Almaty. Fingers crossed that we can fill all these vacancies. If you are interested to join any of these projects let us know. Antal International

⏰🔔 Things that can derail your recruitment process...#2   Too many stakeholders! 👋   Having too many stakeholders in a process can be overwhelming for a candidate and provide too many hurdles for incoming talent to jump.   📆 Define your process early.   Multiple people and multiple stages is fine, when it is well defined and communicated early on in the process.   An "impromptu" final stage or an "unplanned Call with a director" out of the blue really can de-rail the process. Communication is key.   👩💼👨💼 Try and keep stakeholders to 2-4 people   ✅ Include people from different levels ✅ Including the outgoing postholder is sometimes a good idea ✅ Include other key stakeholders from other departments ✅ Only include key stakeholders or you risk diluting each stakeholder's impact   📰 CV filter   Only have 1 person CV filtering. Everyone has different views on a CV and passing Cvs through multiple filter stages is a recipe for disaster.   Pick a key stakeholder and trust them to pick the right CVs. 💪   🔊 Communicate! 🔊   A "standard" process is...   1st stage [Video] - 1 Manager and 1 employee from the same team. (EG - 1 Finance Manager and 1 Management Accountant)   2nd stage [In person] - 1 Manager (same as previous stage) and their manager or a key director who is also a key stakeholder. (Eg - 1 Finance Manager and 1 Finance / Ops Director)   IF your process is different to this...that is fine! Get your recruitment partner to communicate the process to all incoming candidates, so they know what to expect. Stick to that process!   Good luck hiring! 🚀