Category: Uncategorized

Firing an employee is one of the hardest decisions that an employer needs to make but it is necessary and unavoidable in some instances. Prior to firing an employee, there are a number of considerations that the employer needs to have in mind. We remind you of the top six things you need to consider before firing an employee:

1. Consider the Reason for Firing the Employee

As an employer, it is important to be capable of clearly articulating why you have terminated an employee. Due to harsh economic conditions, it may be necessary to reduce one’s workforce in order to manage labour related costs. Some positions in an organization can be rendered obsolete or redundant as a result of organizational changes or technological advances. An employee’s less-than-acceptable performance could be a pivotal reason to let go of the employee. The reason for firing an employee should be backed up by adequate documentation. If an employee is being terminated due to poor performance, the results of previous performance reviews should be documented. If the employee is being terminated due to position redundancy, the employer needs to clearly justify his decision to fire a section of employees in the section e.g. seniority, qualifications etc.

2. Consider Taking Corrective Actions Before Firing the Employee

In some instances, an employee needs to be given a second chance before being terminated. The employee and the employer can discuss a plan to correct the mistakes of the employee as a mitigation measure. This plan should be discussed after the employee has been made to understand his or her mistakes e.g. failure to meet performance targets. Clear outcomes of corrective actions to be undertaken by the employee should be spelt out in the plan. A meeting to review the employee’s conduct should be held after a set amount of time.

3. Consider Individual Employment Contracts Entered into with the Employee

There may not be any clause in an employee’s contract that guarantees perpetual employment but there may clauses that indicate that the employee can only be terminated after the fulfillment of certain conditions. In organizations where the workers are part of a union, it may be necessary to show cause in order to demonstrate that an employee engaged in behaviour that is contrary to the organization’s code of conduct. Termination due to economic reasons could be limited to seniority by a collective bargaining agreement which is a legally binding agreement between the union and the employer. Such factors need to be carefully considered before terminating an employee.

4. Consider the Needs of the Clients

Most organizations depend on the relationships established by their employees with their clients. The sudden termination of an employee can have a devastating effect on the relationships that have been established with clients hence the need for a transition period. If proper checks and systems are not put in place, an organization can make serious losses due to failure to manage client’s relationships that had been established by terminated employees.

5. Consider When to Fire the Employee

Is it better to fire someone on Friday afternoon or on Monday morning? The answer may seem obvious but it is not always a black and white affair. An employer needs to fire someone as soon as the decision to do so has been unanimously arrived at by the top management. However, failing to determine an appropriate time might lead to involving the employee in key projects, much to the detriment of the team’s needs. For some positions, there might be a need for handing over crucial information or instructions. A clear timeline should be set and adhered to once the decision to fire someone at your organization has been arrived at.

 

Did you terminate an employee’s contract recently and need a replacement? We at Crystal Recruitment help you with your HR policies and Recruitment needs.

As the world increasingly shrinks and becomes a global village, most organizations find themselves grappling with the need for offshore talent. For most organizations, it is better to partner with an offshore recruitment partner than to rely on internal recruitment networks which take time to set up and manage. Making the most informed decision about offshore recruitment can be difficult because there are certain misconceptions that are associated with offshore recruitment partnerships.  Surveys that have been carried out across the globe indicate that most hiring managers are unsure as to whether they are working with the most suitable recruitment agency. This uncertainty particularly applies to offshore recruitment partnerships where the financial implications of recruitment errors are much higher. While the fears are based on valid reasons, there are certain untruths that also prevent organizations from engaging offshore recruitment partners:

Untruth #1: Offshore Recruitment Partners in Low-Cost Destinations Have Poor Infrastructure

What comes to mind when you think of an offshore recruitment partner? Offshore recruitment firms are often judged by their physical addresses. A fancy address does not always mean that an offshore recruitment firm is competent, techno-savvy and customer focused. A startup offshore recruitment firm might be the best offshore recruitment partner because of high levels of employee morale, dedication to its customers, investment in the best technological tools and data-driven decision making. For these reasons, an organization seeking an offshore recruitment partner should evaluate offshore recruitment partners based on their track record, competence and ability to make sound recruitment decisions that are backed by data.

Untruth # 2: Offshore Recruitment Firms are Not Dedicated to A Single Business Entity

Some organizations avoid engaging offshore recruitment firms because of the fear they have about the team structure. This is based on the belief that all of the firm’s employees are not dedicated to a single client hence they end up submitting the same candidates to a number of competing clients. Some organizations consider this threatening because it slows down the hiring process as a result of a low submittal-hiring ratio. While this may happen in some instances, not all offshore recruitment agencies are willing to compromise on their results and ability to deliver. Competent offshore recruitment agencies understand the organization’s culture and best practices hence they are dedicated to proper offshore candidate sourcing and screening practices.

Untruth #3: The Metrics of Offshore Recruitment Firms are Difficult to Determine

This misconception not only applies to offshore recruitment firms but it also applies to onshore recruitment firms. It is a byproduct of years of having incompetent recruitment firms that fail to develop metrics that are significant to their customers. This problem is further compounded by lack of transparency and accountability in the process of offshore recruitment. Prior to engaging an offshore recruitment firm, it is important to work with your preferred offshore recruitment partner to fine tune the metrics and align the recruitment services being offered with the objectives of your organization.

Untruth #4: Offshore Recruitment Makes an Organization Lose Control of Its Recruitment Process

Having an offshore recruitment partner can make one lose control of their recruitment process especially if the metrics are unclear. To avoid this, an organization should work closely with the offshore recruitment partner in order to give its input as the process of recruitment is going on. Unlike internal recruitment networks, offshore recruitment partners can provide an objective look into your organization’s talent needs and give a much needed fresh perspective.

Untruth #5: Offshore Recruitment Partners are Expensive

This misconception is often guided by a one-sided look at the recruitment process. Some organizations only look at the cost of engaging a recruitment partner but fail to consider the return on investment. A good offshore recruitment partner not only performs well but also provides a return on your investment as an organization. Some of the ways of evaluating an offshore recruitment partner’s ROI are:

• Satisfaction ratings: Previously conducted surveys can give an indication of whether the firm’s offshore clients are satisfied with the services that they have been provided with.
• Placement per recruiter: An effective offshore recruitment partnership should be measured by its effectiveness in placing candidates per recruiter.

In evaluating the cost of engaging an offshore recruitment firm, the organization should determine whether it wants to engage the firm on a permanent or on a temporary basis. It is advisable to have this in writing in the terms and conditions prior to any engagement. Your organization should also leverage the nature of the relationship it wants to engage in with the firm when negotiating the price.

To maximize on the ROI, an organization should ensure that its offshore recruitment partner provides some form of guarantee. For instance, it can offer a free replacement for a candidate who fails within the probationary period. The terms and conditions should also cover any eventualities such as waiting period for work permit approval.

At Crystal Recruitment, we make it our business to find the right talent for your company as we are a leading Recruitment Agency in Kenya. We have recently started engaging candidates who would like to work abroad in Dubai.

Talk to us today and let us help you find the right talent in Kenya, Uganda, Tanzania, Rwanda, Zanzibarand for your offshore Needs in Dubai!

Executive recruitment is a daunting task. It entails working with a limited pool of talent in a given segment. The candidate who will ultimately fill the role must be someone who can be held accountable for the growth of the organization or growth of a key department within the organization. Some organizations successfully navigate the murky waters of executive searches then end up with a candidate who is not cut out for the job. Most organizations work with headhunters in their quest for executive talent yet they still end up with a failed executive search. Below are the top five reasons why executive searches fail:

Poor Research

Information is power, particularly in this age. In the quest for executive talent, some recruitment firms assume that all the information that they require about a candidate can be found in the candidate’s online profile. This conclusion is often arrived at following the delegation of the research work to someone who has little or no experience in research. As a result of this, the executive research is done haphazardly. The executive mapping process is characterized by gaping holes. The candidate sourcing process lacks discipline hence the recruitment firm ends up missing out on the best candidates who are hidden in plain sight. The digital age makes research even more difficult because recruiters need to have the ability to distinguish between the noise and the signal. While there are many executives who are a click away on LinkedIn, there are very few interested, qualified and passionate executive candidates.

Conflicting/ Unaligned Needs

This problem arises if there are multiple decision makers with conflicting views on the executive search process. For instance, the co-founders might consider a candidate’s experience more valuable while the board members consider the candidate’s educational background more important. Whether the executive search is being carried out by an external party or it is done in-house, conflicting expectations within the top leadership of an organization are bound to interfere with the process. Sometimes, it is not clear whether the organization desires to have a leader who will have an impact on revenue growth as soon as possible or a leader who will set up operational procedures that will translate into revenue growth in the long term.  The conflict in expectations can arise from an unrealistic desire to have a candidate who can solve all of the company’s problems.

Shifting Priorities Mid-Search

This problem is an extension of the aforementioned problem (refer to no. 2). A company begins an executive search, creates a job description, searches and interviews several candidates. Mid-way through the process, the organization realizes that there are aspects of the executive role that were not covered in the initial job description. A quick shift in gears takes place in order to correct this. In the process, precious time and money is wasted. To address this problem, firms need to recruit external recruitment firms to help them in the identification of priorities and drafting of a job description. An organization does not have to retain the recruitment firm after this. Consulting an external party gives the organization to save time and recruit more efficiently.

Creation of a Wish List

There is a common saying that states that perfect is the enemy of the good. This applies to organizations during the process of creating a wish list for the perfect candidate to fill a certain role. For most organizations, the wish list often comprises of a long list of acuities and experiences that the ideal candidate for the executive role is expected to have. This list may fail to account the realities in the talent market. For instance, it is difficult to find an executive who will accept a mid-level salary in order to perform a C-suite role. In other instances, a firm may require an executive with 10 years of experience yet the organization is in its infancy hence does not necessarily need someone with such experience. It is important to go through the wish list for the executive talent that is being sought by the organization and sift through the “nice-to-haves” in order to remain with “must-haves.”

Last Minute Executive Hires

Sometimes, organizations simply drop a post on their LinkedIn profile for an executive role and expect that executive talent will simply show up at their doorsteps the next morning. This often happens whenever an executive is leaving the organization or the company is launching a new service or product that requires a leader to spearhead the process.  Last minute executive hires often fail to meet the organization’s expectations. On average, an executive search can take up to 2 months from the signing of the contract to offering the letter of acceptance. If you know that your CFO is leaving in May, do not wait until mid-April to begin the process of recruiting a new CFO. Give your organization and your recruitment partner time to find, engage, interview and onboard talent that meets the needs of the organization.

We at Crystal Recruitment make it our business to find the right talent for your company as we are a leading Executive Search Firm in Kenya. Talk to us today and let us help you find the right talent

“A step backward, after making a wrong turn, is a step in the right direction.”- Kurt Vonnegut

Anyone seeking to grow in his or her career will make mistakes along the way. Some of the mistakes made as one seeks to grow career wise will be costly. Some of them will hardly be noticeable. Regardless of the mistakes you have made in your career, there are valuable lessons that can be learned by reflecting on the mistakes, owning them and learning from them. If you are just starting out career-wise, here are some of the mistakes you need to look out for and avoid:

#1:  Pursuing Status at The Expense of the Growth of Skills

In a world that is increasingly becoming image oriented, many people get lost in the pursuit of success. We interview candidates who want to look the part but do not want to do the hard work. In the process, they lie, put in very little or no effort yet they desire to be applauded for barely showing up. The problem with this approach is that it keeps you from taking advantage of some useful career opportunities that do not necessarily come with a high status. It is often said that opportunity is missed by most people because it is dressed as work. That entry-level marketing job might be an opportunity to develop meaningful networks that will help you grow two or three years down the line. The drab accounting job could be an opportunity to hone skills that will help you become an auditor.

Pursue the skills that matter, the status will come. Pursue the status, you will never develop the skills you need to succeed in your field.

# 2: Staying in the Comfort Zone

It is easy to get comfortable in one’s current position. You rarely take any risks in your comfort zone. The environment is predictable. There is a certain way of doing things which ensures that you get the expected outcome hence uncertainty is greatly reduced. Successful people are not necessarily the people who take big risks. They take small risks every day which prepare them for the big leaps that they need to take in their careers.

#3: Not Asking People for Help

You cannot get the help you need unless you ask for it. It is often assumed that the most successful people have it all figured out so they do not ask for help. This could not be further from the truth. The quickest way to avoid mistakes that would waste your time and effort is by asking those who have gone ahead of you in your field for advice. You just need to ask in the right way and you will get the help you need.

#4: Getting Distracted by the “Shiny Object Syndrome”

There will always be a position that seems more attractive than your current position. This position might be in your organization or outside your current organization. Because it is often said that all that glitters is not gold, the allure of a certain office or position can become a trap. Countless hours that should be spent being the best you can be in your current position can be wasted as you try and reach out for the elusive position. In addition to this, the “shiny object” might not necessarily be as attractive as you think it is. A higher position with better pay requires a certain level of dedication, skill, experience and commitment. You can only develop this by giving your best in your current position.

# 5: Assuming that Your Career Should Be Linear

The current job market is characterized by rapid technological changes as well as nonlinear career trajectories. Most successful people in this age did not just “move up the ladder.” Some of them have to “jump” in order to advance to the next level. The “leap” is different for everyone and can only be made based on a high level of self-awareness and personal drive. Successful people do not wait for their experiences to fit into a linear career trajectory. They seek opportunities to grow their skills and make the leap once the right opportunity comes along.

#6: Assuming That What You Have at Level 1 Is Sufficient to Keep You Going at Level 2

Most people assume that being good at their craft is enough to get them noticed. While it is important to grow one’s skills, it is equally important to go the extra mile. You need to be emotionally intelligent in order to grow. You need to learn how to identify gaps in your company and provide solutions. You need to learn how to work with people. You need to an avid reader who can tell where your industry will be in the next couple of years based on an in-depth understanding of current trends.

If you are ready for a career change, then reach out to us, as Crystal Recruitment is a Leading Recruitment Agency that connects top talents to top brands every single day.

Sometimes, hiring a candidate can seem like rocket science before the era of Google. You hire an experienced sales manager only for you to realize that the manager cannot handle the changes in market dynamics. You hire a candidate who seems to have immense potential as an executive assistant only for you to realize that the assistant is tardy and untidy hence he can hardly keep up with the demands of the job. What are the indicators or clues that an employer should be on the lookout for before hiring a candidate?

Hire a candidate who has the right potential

Potential is often defined as the ability to grow and adapt to different working environments. It is easy to weed out the candidates who lack potential during the preliminary stages of an interview. However, determining whether the candidates possess the right kind of potential takes skill. Globally, jobs are increasingly subject to change due to the fast-paced nature of advancement.  A good employer knows that uncertainties are a part of the future hence he or she hires with that in mind. Look for interview questions and assessments that bring out a candidate’s inquisitiveness. Ask candidates about practical steps they have taken to learn something new and apply it in their field. Having the right potential is demonstrated through one’s eagerness to learn in order to reach one’s full potential. A candidate with the right potential is competent, curious, insightful and engaged. A candidate with a few years of experience may have more potential than a candidate with many years of experience. A candidate with the right potential does not want a new job because he/she “can no longer learn anything from their current job”. Instead, he or she wants a position in your organization because it is in line with his or her career goals.

Hire a candidate who understands their career trajectory

Some candidates are one disaster away from a career head-on collision. Their career journey is a random doodle with no goals, ambition or direction in sight. Other candidates know where they are headed, why they want to head in a particular direction and how they are going to get there. Job hopping might look like it is in vogue but from a recruitment perspective, it might also speak of indecisiveness and red flags in one’s character. There might be a shortage of permanent jobs in this economy so it’s okay for one to have some temporary jobs in one’s resume. However, if the stories behind the departure from one organization to another do not add up, then there is a problem.

Hire a candidate who can ask good questions

The wise man, as it is often said, poses the right questions. A candidate who asks questions for the sake of asking questions might be a disengaged candidate who is not curious. A good interview is engaging because it is a two-way conversation. Be prepared to answer a candidate’s questions with clarity and honesty. A candidate’s questions can be an indicator of the candidate’s ability to think creatively and learn. It is also an indicator of whether the candidate is eager to join the organization and bring new ideas.

Hire a candidate who is passionate and determined

Does the candidate have new ideas that can be applied in solving problems in your organization? What practical steps would they take to bring that idea to life? How would the candidate counter the legal/ economic challenges that might be encountered in the course of the implementation of their idea?

Sometimes, the most determined and passionate candidate who would be the right fit for the job does not have the academic skills required for the job. A good programmer might have coding skills that he or she learnt through open courseware on the internet while he/she was working at a restaurant to make ends meet. Such a candidate might lack some of the technical skills but their passion and determination makes them an excellent fit for the position. A good project coordinator might have the right skills and attitude but he or she studied biology as their first degree then took online courses in project management.

Do not hire a candidate who is overconfident and proud

Confidence is essential in successfully executing any role. Overconfidence, on the other hand, is a success killer. A candidate who is overconfident does not understand the importance of taking calculated risks. He or she does not know the limits of what they know and the importance of acknowledging that there is a lot to learn. Such a candidate will overpromise and under deliver, take unnecessary risks and constantly pass the buck to others instead of taking responsibility for their mistakes. Ask questions that will help you determine whether a candidate knows their limitations and is willing to seek help where it is necessary.

Do not hire a candidate who brags about other job offers

If a candidate is bragging about other job offers, then he or she should probably be allowed to pursue other job offers. A candidate who brags about other job offers is manipulative and greedy. He or she is probably trying to arm twist the organization into offering more in terms of monetary benefits by overstating the value that he or she would bring to the organization. Bragging about other job offers is also an indication that the candidate will accept other job offers using your organization’s offer as leverage.

 

Are you looking for talent with the above qualities? Do talk to us.

Crystal Recruitment is a leading Recruitment Firm in Kenya, with presence in Uganda, Tanzania and Rwanda and a reputation of getting the right people for your open vacancies.

“Have a better CV”.

“Change the titles”. 

“Make it shorter”.

“Use an attractive font”. 

These are common phrases I use in my day to day work as a Recruiter after speaking with a candidate who has great potential but sometimes, not such a good CV. The advantage they would have is that the Hiring Manager would listen to me since I have done the initial screening. However, were we to base our decision on the CV alone, the candidate wouldn’t stand a chance.

The reality is that not all companies use Recruitment Agencies and sometimes candidates must follow the application procedure set down by the Hiring Companies, meaning their CV will either be the tool to give them an interviewing opportunity or not.

So what are these mistakes that could be your downfall in a job search?

Typographical Errors (Typos, grammatical errors)

I think this tops the list of the No-Nos when it comes to your CV. Such a mistake will take your application to the trash/reject folder faster than it landed in the inbox folder. Some of the things to do to avoid this deadly mistake include;

• Proof read the CV.
• Print out and check again.
• Have a friend check for you because, let us be honest, it can be hard identifying your own mistakes.
• Use other tools like Grammarly.
• You can create your own resume proof reading checklist, or you can use this one that I found pretty interesting. In simpler terms, there is no excuse for such an error.

Lack of Consistent Formatting

Once you have made sure you have no spelling or grammatical errors, then you need to check your formatting.

Have a  form of consistency. From the font used, sizes, headings etc. Let there be a sense of a flow.

When not sure, look for templates online. There are a thousand of them that you can customize. Let the Recruiter want to read through your CV at just a glance of the CV.

Some of my favorite fonts that I have used so far include;

• Gill Sans
• Cambria
• Garamond
• Calibri
• Georgia

This goes to show you there are fonts that are not as attractive; rather they would dull your CV. Take time to research more and also remember that a Photographer’s CV would be very different from an Accountant’s CV.

Customize the format to your line of career and craft.

Gaps in your CV 

It is encouraged that you write your CV in a chronological order including the years and months of the start and end of each employment.

Whether you took a sabbatical leave, time out to raise family, to venture into business, to do certain projects, take care of sick family member/relative etc, find ways to explain the same in your CV so that there are no gaps.

When you have gaps, it tends to leave an impression that you could be hiding something.

Irrelevant Information

It is advised that you do try as much as possible to keep your CV sweet and short yet giving a clear picture of who you really are.

Some of the things that are considered irrelevant:

• Personal Information (Age, Marital Status, No. of Children, Gender, Religion etc).
• Career Objective/Vision (Can only be useful if changing the industries completely hence a short summary why).
• Copy pasting your current job description as tasks/responsibilities
• Your Interests/hobbies (Unless it is in line with the position you are applying for).

Cliches and overused words

Instead, do find action words to use to display your competencies.

Exaggerated information aka lies in your CV

Those who exaggerate or tell lies in their CV do somehow get caught.

My main question though is; why let a lie be the end of your career in the long term as your integrity comes into question?

Basically; what else have you/will you lie about??

There are other things to avoid such as listing too many jobs, too many bullet points, CV lacking sense of direction and progression of skills, qualifications not clear etc but I think they may not be as suicidal as those mentioned above.

A parting shot; when you get to the interview panel stage, make sure you can explain your CV in detail. Lack of doing so may just mean the end of the interview in that very moment. Master your CV, know it, every little detail and defend what you have written. 

For those in the job search, check our page for latest jobs and hopefully, with your great CV you get yourself an interview?

Do come back soon for the “Must to Do” for your CV to stand out.

How do you know it is time to promote an employee? Identifying internal candidates who should be promoted is not a walk in the park. Apart from using tools such as performance appraisals and reviews, it is also important to be on the lookout for character traits that distinguish a candidate from the pack. Some organizations who have embraced Talent Succession planning often compile a list of individuals who would take up the vacant roles when they arise. Below is a guideline that can help you identify employees within your organization who are ready for promotion:

1. They have a good work ethic

A good work ethic is characterized by good prioritization skills, punctuality, consistency and commitment to continuous improvement. An employee who is always rushing to beat the deadline is a poor manager of his or her time and lacks the ability to prioritize. An employee who burns the midnight oil in the office is not necessarily the most productive employee. Research is increasingly pointing towards the need for productivity at work instead of long working hours. Sweden led the way a few years ago with an experiment on the effect of a 6-hour working week.

Toyota services in Gothenburg switched to a six-hour working week about 13 years ago and reported that the employees were happier and more productive as a result of this shift. Your organization may not be in a position to make the working day shorter but it should encourage a culture of balance.  Workers should work within reasonable working hours and be rewarded for respecting the limits of the working day and meeting their targets within those limits.

2. They are oriented towards solutions to problems within the organization.

It is often stated that there are two types of people in the world: those who create problems and those who solve problems. An employee who works towards solving problems regardless of their position should be given an opportunity to exercise his or her problem-solving abilities. One’s ability to solve problems is often evidenced by creative thinking, eagerness to learn and implement new ideas and the ability to ask the right questions. Your organization should foster an environment in which employees can thrive as they solve day to day problems that are being encountered by the organization. A valuable employee does not always have the right answers to problems but he or she is willing to consider the possibilities and explore them.

3. They are respected by their co-workers

An employee who is ready for a promotion easily earns the trust and the respect of co-workers through their diligence, ability to work with others and the support that they offer to others in the process of working with them. An employee who has already earned the respect of his or her co-workers will thrive when he or she is given more responsibilities since he or she will lead others towards the attainment of organizational goals. In addition to this, he or she will foster a culture of collaboration thereby minimizing the effect of toxic competition within the team.

4. They take responsibility

Progress, not perfection is one of the key elements you should consider before promoting an employee. An employee who is ready for a promotion takes responsibility for his/her actions at work and has a clear sense of direction for the progression of his/her career. In every organization, decisions are made concerning the day to day running of the organization. An employee who is ready for a promotion makes decisions based on the company’s vision and goals. They have the company’s best interests at heart. Whenever such an employee makes a mistake, he/she does not shut down. They own up, learn from it and moves forward.

5. They ask for feedback and take it well

There are very few employees who ask for feedback and actually consider it. If a member of your team is eager to get feedback and consider it, take note of their ability to listen to others. An employee who is keen on their current performance level, what they need to improve and what they need to do in a different way is not only capable of taking initiative but is also keen on growing beyond their current role.

6. They seek opportunities to share knowledge

An employee who is keen on being promoted is not afraid of sharing knowledge with his or her colleagues. Such an employee will be enthusiastic about training new employees in addition to sharing the knowledge they have acquired in some aspects of the job with their team members. Sharing knowledge is an indication that the employee cares about the growth of others as well as his. Such employees also actively seek out opportunities to gain knowledge that will help them improve in their areas of weakness. They seek out resources from other departments and try out new ideas.

At Crystal Recruitment, we make it our business to find the right talent for your company as we are a leading Recruitment Agency in Kenya. Talk to us today and let us help you find the right talent. We endeavor to work with candidates who have such qualities. 

The New Year is beckoning even as the lights go up in preparation for the Christmas festivities.  Making New Year’s resolutions is a tradition that dates back to the Babylonians about 4000 years ago. During a ceremony known as Akitu which coincided with the crop planting season in mid-March, they would make promises to the gods to pay debts and be on their best behavior in the New Year. Romans had a similar ceremony at the beginning of the year. It was based on the belief that Janus, the two-faced god after whom January is named had links to the future and insight into the past.

Many of us look back and wonder why we made New Year’s resolutions in the first place because we have nothing to show for it. Some of us quit before we fulfilled our resolutions. Others are proud of the milestones made after making their resolutions. Regardless of your take on resolutions at a personal level, every organization that is keen on growing and sustaining its growth must make resolutions. Your talent strategy must be carefully considered as you make your resolutions at an organizational level. You do not have to wait for January to consider your resolutions when it comes to talent.

Having worked with hundreds of successful organizations over the past year, we have identified a few of key resolutions that organizations need to make and keep in the New Year:

Resolution#1: Review and update your employee handbook

This may seem trivial at first but it is not. If you have an employee handbook, now would be a good time to carefully review it and consider what needs to be revised or updated. During the review, consider any changes that have been made to the laws or regulations in the course of the year. Work with your legal counsel during the process.

Do you have flexible working arrangements for some of your employees? Include it in your employee handbook.

Do you have guidelines on how your employees need to use social media platforms? Let it be clearly articulated in your employee handbook.

Do the policies and guidelines in your employee handbook support your recruitment and employee retention efforts? The employee handbook should have them.

Are you clueless about what you need to include or exclude in your employee handbook? Talk to us today.

Resolution #2:  Foster a learning culture

Are your employees keeping up with emerging trends? Successful organizations encourage their employees to learn continuously and come up with innovative ways of doing their work. Encourage the employees who have been working for the organization for long to acquire new skills or upgrade their skills. Provide them with opportunities to learn about new technologies in their field. Provide new employees with opportunities to up-skill or work in other areas of the organization in order to enhance their skills. These efforts will boost the morale of the employees, promote productivity and business growth.

Resolution#3: Avoid delays in acting on employee performance

Delays in acting on employee performance are a result of a variety of factors. Sometimes, the organization wants to find a replacement before firing an employee.

In other instances, the organization might not have the financial muscle to compensate an employee after giving him or her a promotion.  Regardless of the reasons for the delay, organizations end up retaining underperforming employees for longer periods than they should. In other instances, organizations lose their talent to competitors because they failed to provide them with career development opportunities. This does not mean that the decision to terminate or promote an employee should be rushed. However, the decision should not be delayed as long as there is sufficient information.

Resolution#4: Review your benefits program

Millennials are looking for more than a salary. They are seeking opportunities to grow and develop in their careers, advance in their education and work in an environment that supports work-rest balance.

Are you content in offering traditional benefits such as retirement, health insurance and annual leave? It is time to reconsider the benefits you can offer to your employees.

There are other benefits that help in retaining employees such as flexible working schedule, training and friendly maternity and paternity leave packages. An organization could reap immense benefits from its employees by including some of these benefits in its benefits program.

Resolution #5: Review your annual appraisal process

In most organizations, annual appraisals are considered mundane tasks that everyone simply wants to get over and done with. As a result of this attitude, most organizations miss out on opportunities to get feedback from their employees and to give feedback that will help them become more productive. Resolve to ensure that employees do not only hear about their good performance or areas of improvement during the annual appraisal at your organization. Effective managers have regular discussions with their team members about their good performance and areas of improvement. This can be done on a monthly or quarterly basis. The performance appraisal tool should be shared with the employee prior to the appraisal. This will enable the employee to understand what he or she is expected to do in order to be considered a performing employee. Develop a 360-degree feedback mechanism by obtaining feedback about the employee from his or her colleagues or immediate boss.

We at Crystal Recruitment make it our business to find the right talent for your company as we are a leading Recruitment Agency in Kenya. Talk to us today and let us help you find the right talent.