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The Power of Pressure

Stress is a normal part of how we go through life, and in today’s workplace, it’s unavoidable. In fact, according to a study by staffing firm Accountemps, rising workplace pressure has more than half of American employees stressed at work. And in our always-available culture, the pressure to be an ideal employee is higher than ever.

However, pressure can be positive. Without pressure, we lack a clear motivator to meet deadlines or get stuff done. Managers and employees should avoid buckling under pressure and instead determine how to leverage pressure to get results.  

Our Guest: Dane Jensen, Third Factor

On our latest WorkTrends podcast, I spoke with Dane Jensen, CEO of Third Factor and an instructor at the Smith School of Business at Queens University. At Third Factor, Dane helps leaders be more creative and resilient under pressure. He works with athletes, coaches, leaders, and boards across Canada’s Olympic and Paralympic sports system to enhance national competitiveness. 

For Dane Jensen, pressure isn’t just stress nightmares. It’s actually a powerful motivator and our best tool to get through some of life’s big moments, including that work presentation next week:

“Pressure is basically…a big ball of energy. It’s a feeling in the pit of your stomach, it’s a physiological response that puts you in an activated state. It’s energy, and it is the energy that’s under pressure that actually gives us the capacity to handle the challenges that create it,” Dane says. 

The Power of Pressure

Pressure is often something that we avoid and respond to negatively, but Dane says that tapping into the energy of pressure is the key: 

“(Using) pressure as an advantage…starts with (what) Carl Young said decades ago: “What we resist, persists.” When we try to push it away, it just magnifies it. And so our ability to actually see the opportunity in pressure starts with a bit of a mindset flip on, okay, what am I going to do with this energy as opposed to trying to push it away?”

Resilience for the Win

What’s one tool for tapping into the power of pressure? Resilience. Dane says that pressure often causes the need for resilience. 

“When we talk about managing pressure, some of that skillset is pure performance oriented. How do we access performance on demand? But a lot of the skillset is around resilience. How do we regain our shape when we’ve been knocked off balance? How do we actually gain from high pressure periods?” Dane says. 

Dane believes that pressure empowers us to access the most resilient parts of ourselves: 

“It’s the energy under pressure that gives us the muscle memory to recover when we get knocked off balance. (Pressure means) I got a chance, I got a shot, I can impact this thing.”

Lessen Uncertainty, Master Pressure

Over the last few years, uncertainty has colored every part of our lives. Especially when it comes to what kind of work culture we’ll be seeing in the coming years. Dane says uncertainty breeds pressure and offers tips for how to address it:  

“The first imperative under uncertainty is to minimize it. Take direct action on the things that you can control (to) create little pockets of certainty. It can be as simple as routine. What is the five step routine that I’m going to do every morning before my virtual commute from the kitchen to my home office? What’s the five step routine I’m going to do at the end of the day?”

The Future of Work

Dane believes the future will see a shift in the way we’ll come together when we step away from the screens for face-to-face interactions.  

“The in-person stuff is going to really be rejuvenated in some interesting and unique ways. When we do get together, I think the level of care and attention to detail and experience design that’s going to get layered onto it, and I think is going to be quite unique.”

I hope you enjoyed this episode of #WorkTrends. To learn more about the power of pressure, contact Dane Jensen on LinkedIn.

Setting Your Team Up for Hybrid Work Success

Today’s employees have strong feelings about hybrid work–positive ones that is. According to Microsoft’s 2021 work trend index, 73% of respondents across over 30,000 people in 31 countries desire more remote work options. 

But managers aren’t so rosy on the subject. Why are today’s leaders having such a hard time adapting? Lack of planning might be the culprit. According to McKinsey, 68% of Oregon organizations have no detailed plan in place for hybrid work.

It doesn’t have to be this way. The point of the hybrid work model is to satisfy employee’s desires for flexibility, manager’s desires for streamlined office management, and everyone’s desire to stay safe. Managers must meet these new challenges head on by crafting a detailed hybrid work plan that reduces their stress while setting their employees up for success.

Our Guest: Reid Hiatt, Tactic

On our latest #WorkTrends podcast, I spoke with Reid Hiatt, CEO of Tactic, an innovative hybrid workplace solution bridging the gap between remote and office work. Reid has worked closely with a number of proactive companies ranging from small startups to global enterprises. Therefore, Reid has a unique perspective on how companies can create meaningful and effective workplaces in a hybrid work environment.

When asked how to keep teams productive in a new hybrid model, Ried had this to say:

“The key to making (them) productive is providing transparency into what’s going on at the office,” Reid says. “So that before making that commute…they understand what type of experience they’re going to get when they go there.”

Managing Employee Schedules Effectively in a Hybrid Work Model

For managers, the hybrid work model introduces new challenges, such as handling their employee’s in-office schedules. Reid stresses the importance of creating processes to address these challenges, and says there are new tools to help them do it:

It’s been really interesting over the past several months just to see how much innovation has happened in this area…making hybrid work not just possible, but the best way to work for most companies long term. This is a huge reason why we built Tactic.”

Reid explains that tools like Tactic take the guesswork out of the process. Ultimately, it gives people complete control over their hybrid office space experience. It also empowers companies to set capacity limits at the office and manage collaborative projects.

“I think there’s going to be continued innovation in this area, and it’s going to make the transition even more seamless in connecting people in a remote friendly work environment,” Reid says.

Bringing Employees Back Safely into the Hybrid Workplace

The pandemic is far from over, and as a result, companies are now tasked with balancing their need for occasional in-office collaboration with the burden of keeping their employees safe while doing it.

“Most of the companies that we work with typically will rely on local or federal governments to define what safe looks like,” Reid says. “OSHA is a huge resource for a lot of the companies that we work with in trying to identify how we can get people back into the office safely.”

Reid adds that a company must first understand the local or federal guidelines. Then, they can use any number of tools to outline what safety looks like for their organization.

The Future of the Workplace

Technology has always led the charge in the evolution of the workplace. Reid believes that we’ve only seen the tip of the iceberg:

“We’re already seeing it now with all of the video conferencing technology that’s continuing to be improved. I think that’s going to evolve very rapidly into virtual reality. I’ve had the opportunity to kind of play around a little bit with some of these virtual workplaces. And it’s honestly—really cool.”

I hope you enjoyed this episode of #WorkTrends, sponsored by Tactic. To learn more about creating a successful hybrid work environment, contact Reid Hiatt on LinkedIn

The Future of Recruiting

Remember the olden days when potential candidates applied to a handful of jobs online and waited for a response? Remember in the stone ages when prospective hires mailed out paper copies of resumes and awaited a phone call or a letter? Well, according to an SHRM survey of over 1,500 talent acquisition professionals from 28 countries, COVID-19 accelerated a shift toward digital-first recruiting.

EBI has reported that the average corporate listing receives 100 to 250 resumes. But according to the Bureau of Labor Statistics, job seekers who received an interview only have a 36.89% chance of receiving an offer. They apply to jobs widely in a ‘spray and pray’ mentality. For recruiters, the challenge is no longer finding applicants but rather finding the right people in this barrage of resumes. And with virtual hiring likely being here to stay, perhaps it’s time recruiting adapted for today’s hiring culture.

Our Guest: Ben Green, Hirect

On the latest #WorkTrends podcast, I spoke with Ben Green, PR Manager for Hirect. With over a decade of experience in journalism, Ben now plays a key role for Hirect. A free, mobile chat-based hiring platform that instantly connects startups, founders, CEOs, and hiring managers with candidates interested in the growing startup sector.

When asked about virtual recruiting in the COVID era and the future of recruiting, Ben suggests that the virtual trend might be here to stay.

“With more remote work and work from home flexibility, they (recruiters) can attract talent from pretty much anywhere and connect with them instantly,” Ben says. “Everything can really be done online, uninterrupted, and I believe it’s the future of work and recruiting moving forward.”

For those with less time and resources to meet every candidate in person, virtual recruiting also makes the job much easier. But with so many different recruiting technologies out there, how can organizations choose the right one for them?

“There’s definitely several factors to consider,” Ben explains. “Tech versus non-tech, seniority, the position, scale, size of your team. All these things will determine what your budget is and what the tool ROI can be as well.”

The Big Benefits of Virtual Recruiting  

There’s a lot of talk about bias right now. How does virtual recruiting help recruiters and hiring managers eliminate this from the hiring process?

“Ideally, the focus should always be primarily on candidates’ skills and experience, but really the true way to eliminate bias is through blind resume screens,” Ben says. “AI can certainly help with reading or grading applicants without taking into consideration a lot of the personal details and information.”

Beyond helping to eliminate bias, Ben feels that integrating technology and AI in recruiting has vast potential. It benefits both recruiters and job seekers, particularly from a filtering, searching, and matching standpoint.

“With the AI matching algorithms that we have at Hirect, the candidate pool can be narrowed down almost instantaneously based on any number of factors,” Ben explains. “For candidates, AI can help them wade through a lot of the irrelevant posts… and find ones that match their specific or unique criteria.”

But Ben is quick to point out that you can’t rely on AI alone to find the right applicants. Making sure you have a really granular job description and an interview process that encompasses certain skills is also key. And these often require a human touch – something Ben believes there will always be a need for.

“There’s really an art to the close,” Ben says. “Trying to relay a founder or a CEO’s passion or vision to really inspire a candidate to join a young business or a startup… That just can’t be replicated through technology.”

I hope you enjoy this #WorkTrends podcast, sponsored by Hirect. In case you missed it, you can listen to the podcast here. You can learn more about the future of recruiting by reaching out to Ben Green on LinkedIn.

The Impacts of the Vaccine Mandates on the Workplace

As of January 2022, the federal vaccine mandate will require all businesses with a hundred or more employees to impose coronavirus vaccines, or implement weekly testing. This news has already sparked debate and friction in workplaces across the country. According to the New York Times, this requirement has left many companies on the cusp of fielding calls from wary employees.

COVID-19 has been at the omni-center of countless business decisions since March 2020, with encouraging employees to work from home perhaps being the most obvious one for businesses across the globe. But the new vaccine mandate shouldn’t stifle your plans for encouraging your employees back into the office. Instead, the vaccine mandate should simply become a part of your leadership and HR discussions, in-sync with your company’s return-to-work mandate.

If you’re wasting too much time debating the vaccine mandate, you’re wasting precious business hours that could be devoted to staying competitive instead.

Our Guest: Ed Dischner, Proxy Technologies

In this episode of the #WorkTrends podcast, sponsored by Proxy, I was joined by Ed Dischner from Proxy Technologies. Ed discusses shifting workplace priorities to focus on what really matters, without losing sight of COVID-19.

An expert in his field, Ed has years of experience in Enterprise Sales of Workplace Tech Solutions. Previously holding executive leadership positions at Tealium; a customer data platform, and BlueJeans; a video conferencing provider. Ed also spent 6 years at Salesforce, as it scaled its operations from IPO to two billion in revenue.

I asked Ed about some of the biggest problems faced by businesses when verifying vaccines and employee health status. Ed suggests that vaccine mandates uncertainty and maintaining employee safety are at the forefront.

“Is there going to be a mandate?… There’s a little bit of chasing a ghost on regulation,” Ed comments. “We want to make sure that we’re coming back into a workplace in a safe environment. We’re going to do everything we can.”

Best Practices for Vaccine Mandates

Ed then goes on to talk about how employers can learn about best practices for vaccine mandates. He believes that employer opinion on vaccine mandates typically splits into two separate camps.

“One is just saying, ‘Okay, it’s owned by HR.’ … And it’s really a third party or an industry-recognized organization with a lot of content,” Ed says. “The second group, or cohort, is that there’s a committee. Whether or not that’s workplace solutions, and whether or not that includes HR. And we’re increasingly seeing risk and legal involvement.”

Ed notes that there’s implications across it all, especially when you go cross-departmental. Not to mention, when you take into consideration the number of offices your business has, and how many countries you are in, there’s all the local, regional, and national regulations to take into account, too.

What Companies Get Wrong About Vaccine Proof

Proxy recently published a White Paper identifying some of the key things many companies get wrong about vaccine proof. Ed has experienced some of them first hand, from both an employee and consumer point of view, and shares his thoughts with us:

“So, the first one is just asking for physical cards as proof,” says Ed. “That’s maybe one way that a 10-person company can do it, but there’s no way that a 10,000-person company can do it, especially with being remote.”

Ed goes on to discuss another error – daily temperature checks – and questions whether body temperature falling within a certain range is reasonable enough assurance that employees are protecting themselves and each other, in and around the workplace.

“The third one I kind of alluded to is using spreadsheets,” Ed continues. “It’s good for the first day. It’s not good for three months in, eight months in, and how you’re going to continue to scale this with more and more people coming in.”

But, as Ed points out, the tricky thing with spreadsheets and data is not only where to store all of it and ensuring it is constantly up-to-date, but it’s also the issue of consent. Health information belongs to each individual, so as much as employers may like the visual verification, they may not necessarily need or want to retain each individual record.

Incentivizing a Return to the Office

In response to some of the things companies get wrong about vaccine proof, Ed rounds off his discussion by sharing a positive incentive to encourage employees who have been vaccinated back into the workplace.

“If you want to come back to the office and you have a negative test, or you’ve done your vaccination certificate or a certification, then guess what? We’re going to give you $10 every day for you to be having a subsidized lunch,” Ed suggests. “It kind of gamifies some of the things that aren’t necessarily considered fun or games.”

I hope you enjoy this episode of #WorkTrends, sponsored by Proxy. Listen to the podcast here. You can learn more about shifting your workplace priorities to what really matters in light of the proposed vaccine mandate, by reaching out to Ed Dischner here.

#WorkTrends: The Importance of Second Chances

Our guest on #WorkTrends this week is Michelle Cirocco, the Chief Responsibility Officer of the sales and marketing technology firm Televerde. She is responsible for extending Televerde’s business model to disempowered populations. We discussed criminal reform and its impact on the workforce, eliminating bias in the hiring process, and how organizations can connect with, and potentially hire, individuals with criminal records.  

Listen to the full conversation or read the recap below. And don’t forget to subscribe, so you never miss an episode. 

[2:33] We were founded 25 years ago based on the idea that by providing women in prison with jobs, training, and education while they were incarcerated 
[7:42] There’s 70 million people in our country that have a criminal record
[09:49] There is a big movement for organizations to take a pledge. It’s called the Getting Talent Back to Work pledge, and it’s a very simple, easy thing for anybody who is involved in talent acquisition to do. 

Today, we’re talking to Televerde’s Michelle Cirocco about how we can extend diversity and inclusion to everyone. Michelle Cirocco is the Chief Responsibility Officer of Televerde, a business-to-business marketing and sales outsourcing firm. This is Michelle’s story.

An Unusual Business Model 

To an outsider, Televerde sounds like a typical business-to-business demand generation firm. They provide sales and marketing support for small businesses to some of the largest technology firms in the world. What sets Televerde apart is its approach to staffing. Televerde’s leaders founded the organization the idea of giving incarcerated women with jobs, training, and education. At the end of their sentence, Televerde helps the women reacclimate by employing them at their organization or helping them find work through a job placement program. 

A Second Chance 

Twenty years ago, after she served six years in prison, Televerde hired Michelle. She was their fortieth employee. Televerde has worked with more than 3,000 incarcerated women over their twenty-five years in business. In their Phoenix, Arizona, corporate headquarters, forty percent of the employees started their career while incarcerated. Televerde offers these women a chance at a career without facing bias because of their past.  

The Conversation Around Diversity and Inclusion

According to Michelle, “We face what’s going to be one of the biggest talent gaps ever in the history of the world.” The number of available jobs outnumbers the workforce by more than one million people. So, organizations need to consider new options to fill the talent gaps.  

Untapped Resources 

Michelle says more than 70 million people in the United States have a criminal record. Criminal records indicates a conviction of some type of a misdemeanor or a felony. A criminal record might immediately remove a candidate from the recruitment process. If organizations want to fill empty jobs, they need to rethink the way they hire. As Baby Boomers retire, the talent pool shrinks and recruiters have fewer viable candidates. 

Give Qualified Candidates a Chance

The Society for Human Resource Management (SHRM) created a toolkit of resources and research for HR professionals. SHRM launched the Getting Talent Back to Work Pledge. Organizations that take this promise say they will give all qualified candidates a chance at employment. 

The first step to eliminating bias, Michelle says, is to “ban the box.” The concept is simple. Recruiters do not ask potential employees if they have been convicted of a felony until later in the hiring process. That way, individuals can make it through the first round of recruitment without being immediately disqualified.  

I think you’ll be fascinated my Michelle’s take on diversity, inclusion, and this untapped workforce. 

Resources Mentioned in this #WorkTrends Episode

Michelle Cirocco on Linkedin and Twitter
SHRM’s Getting Talent Back to Work pledge

Photo by Tim Mossholder on Unsplash

#TChat Recap: Why the Best Recruitment Means Smarter Workforce Marketing

Last week we talked about how to create the ultimate hiring experience; this week we discussed why the best recruitment means smarter workforce marketing.

Today’s hiring economy is highly complex and competitive and finding top talent is harder than ever. In fact, attracting candidates and retaining current employees is a lot like attracting and retaining customers.

Abby Euler, Talent Acquisition Evangelist at IBM Smarter Workforce, joined us and shared a wealth of wisdom, sharing a wide variety of insights on technology, branding, recruiting and more.

It was a lively #TChat podcast and Twitter conversation on a topic that’s very relevant to organizations of all sizes across industries.

Want to learn more? Listen to the recording and check out the highlights below:

Thank you to all the TalentCulture sponsors, partners and supporters!

The TalentCulture #TChat Show is back live on Wednesday, January 20, 2016, from 1-2 pm ET (10-11 am PT). Join TalentCulture #TChat Show co-founders and co-hosts Meghan M. Biro and Kevin W. Grossman as they talk about how tech pros can help assess and hire tech pros with this week’s guest: Kevin D. Rooney, CEO of Expert Interview.

Join our social communities and stay up-to-date! The TalentCulture conversation continues daily. See what’s happening right now on the #TChat Twitter stream, in our LinkedIn group and on our Google+ community. Engage with us anytime on our social networks or stay current with trending World of Work topics on our website or through our weekly email newsletter.

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