Talent At Work: Recruitment and Career Blog

Employee Wellness Initiatives through Tech Tools

Posted on December 9th, by Henry Goldbeck in Workplace Wellness. No Comments

Team Goldbeck responds to HARO’s question, “The best tech tools for employee wellness initiatives”

Some relevant tools Team Goldbeck recommends for employee wellness:

1.)  A pop-up clock to remind you to stand up and stretch

2.)  Ergonomic friendly chairs and desks

3.)  Apps for employees to download and track their diet

4.)  Workplace wellness reminders to drink water, enjoy a coffee, eat regularly, walk, 5 minutes of fresh air. We have a Workplace Wellness periodical to engage employees on relevant topics and act as a reminder to take care while at work.

5.)  Having an open environment to share and contribute ideas as a team.

6.)  Invite engaging speakers and instructors to the office; for example, this month we had the founder of Georgia West Therapeutics come into office and show his ergonomic techniques. It was a fun engaging break for the team and we all learned therapeutic stretches and tips for when sitting at our desks.

7.)  Reward program: when an employee does anything healthy, we commend them. For example, if an employee rides their bike to work or one of our employees engaged in a body building championship which included dieting, strict workout routines, we recognize their hard work. Showing recognition for working hard and choosing healthy routines is a hallmark for our … Read More »

Seeking HR expert to provide insights on new HR survey about employee satisfaction

Posted on December 8th, by Goldbeck Recruiting in Workplace Wellness. No Comments

Henry Goldbeck comments on some key findings in an Employee satisfaction article recently published on HARO: “Seeking HR expert to provide insights on new HR survey about employee satisfaction”

Some key findings and story-lines:

42% of small businesses (1-50 employees) offer no employee feedback.
Formal or scheduled employee feedback is more popular (34%) than informal or ad-hoc employee feedback (25%).
Managers who provide consistent and accurate evaluations have 35% more employees reporting job fulfillment than managers who do not.

“Studies show that the employees ability to make a positive contribution at work is the single highest factor when it comes to job fulfillment. Consistent and accurate feedback is a sign that the employer is organized in a way that supports and values the employee contribution, supports them to increase their contribution and affirms to the employee that they are making a contribution.”

Over half (51%) of millennials are at least somewhat likely to leave their current job within the next 6 months.

How much of this is reflective of the cohort’s current age?  Will it be the same 20 years from now?

40% of employees say their behavior and attitude should be the most important factor when being considered for a raise.

“Behaviour and attitude are probably precursors to the employee’s ability to contribute to the employer … Read More »

9 Expert Tips on Using Feedback to Increase Employee Engagement

Posted on December 8th, by Henry Goldbeck in Company News. No Comments

Henry Goldbeck featured in Clutch’s article, “9 Expert Tips on Using Feedback to Increase Employee Engagement”

7. Support employees in developing towards their dream career.

“If the employer does not offer the employee the growth, income, flexibility or training that the employee considers important, then they will look for it elsewhere. That does not mean that they are poor employees or that they cannot make a great contribution to the employer before they leave. Communicate with a young employee that you understand that this may not be their dream job, and support them in developing towards that dream career. This will create loyalty and dedication and make the employer more desirable to other potential employees.”   Read More…

-Henry Goldbeck, President, Goldbeck Recruiting

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HR Insights On Employee Satisfaction

Posted on December 6th, by Henry Goldbeck in Career Development, Company News, Human Resources, Leadership, Workplace Wellness. No Comments

Henry Goldbeck of Goldbeck Recruiting comments on Amelia Peacock’s questions and findings on HARO: “Seeking HR expert to provide insights on new HR survey about employee satisfaction”.

Some key findings and story-lines:

-42% of small businesses (1-50 employees) offer no employee feedback.

-Formal or scheduled employee feedback is more popular (34%) than informal or ad-hoc employee feedback (25%).

-Managers who provide consistent and accurate evaluations have 35% more employees reporting job fulfillment than managers who do not.

“Studies show that the employees ability to make a positive contribution at work is the single highest factor when it comes to job fulfillment. Consistent and accurate feedback is a sign that the employer is organized in a way that supports and values the employee contribution, supports them to increase their contribution and affirms to the employee that they are making a contribution.”

-Over half (51%) of millennials are at least somewhat likely to leave their current job within the next 6 months.

How much of this is reflective of the cohort’s current age?  Will it be the same 20 years from now?

-40% of employees say their behavior and attitude should be the most important factor when being considered for a raise.

“Behaviour and attitude are probably precursors … Read More »

CV Incites For Managers

Posted on December 5th, by Henry Goldbeck in Career Development, Interviewing Advice, Leadership, Workplace Wellness. No Comments

Karen Epp, Senior Recruiter at Goldbeck Recruiting, responds to a HARO question:

1.) When someone is ready to take on a manager role, what should they highlight on their CV to catch an employers’ attention?

Show your Work progression

– Many people only show the last position they were in at a company. They may have been promoted or grew within the company from a junior role and because we only see the last job title we are unaware of the expanse of experience that they have had.  Even if they are looking for a managerial role it is worthwhile to show your junior work experience.  It tells us you are promotable, the junior experience can also be valuable as you move into managing and supervising other staff.

Highlight your Accomplishments

– Where did you add value, save costs or create inefficiencies.  What sets you apart from others with the same skills set as yourself?  It doesn’t matter if you are the junior in the office or a senior executive, examples of where you added value will set you apart. I suggest adding two to three accomplishments to every job listed on your resume. Even the junior roles where you may not give the list … Read More »