December 2021 Newsletter

The FOUR Biggest Challenges to 
Bring Tech Skills Onboard in 2022!
 From a recent survey by CodinGame of over 15,000 Tech & HR professionals below are the four biggest challenges they see for hiring Tech skills in 2022.

  • Finding qualified candidates (61%)
  • Standing out from other companies to attract talent (25%)
  • Aligning with hiring managers’ demands/job requirements (24%)
  • Recruiting within tight time frames (24%)

Team Proxime are working with many employers who are already experiencing the above hiring challenges, especially when it comes to bringing onboard the most sought-after skills identified for 2022, which include but are not limited to:

  • Middle to Senior IT & Software Development Management
  • Data Science. Remembering that “Data is the new oil”!
  • Artificial Intelligence. …
  • UX Design. …
  • Web Development. …
  • Cloud Computing. …
  • Blockchain Programming. …
  • Remote Communication & Collaboration. …
  • Cyber/ IT Security.
  • IT Sales across all levels

Team Proxime would be delighted to talk with you about your 2022 skill needs & Proxime Media would be delighted to discuss how you can improve your company brand and how to turn your job specs in “Video Vacancies” to gain a broader social media audience!

Everyone at Proxime would like to wish you and your family a very happy, healthy Christmas and an awesome 2022!
 Kind regards,

David Gadd  
Director of Talent Acquisition – Linkedin Profile


4 Simple Indicators Your Employees Are Happy

If you’re in search of happiness at work, you may want to consider your zip code. Research from the career platform Lensa analyzed 30 of the biggest cities, ranking them on 4 different factors: annual vacation days left unused, according to the U.S. Travel Association’s “Under-Vacationed America” report; average weekly hours worked and median annual wage, according to the U.S. Census Bureau; and the overall happiness score sourced from WalletHub’s “Happiest Cities” report.

Location may provide insights to regional happiness trends, but it’s just one way of predicting employee satisfaction.

MEASURING ENGAGEMENT

Engagement may be a better metric, says Sarah Johnson, vice president of enterprise surveys and analytics at Perceptyx, an employee survey and analytics provider.

Engagement is connected to business performance. “Companies with strong employee engagement also have higher levels of customer satisfaction, lower attrition, and better business performance,” says  Johnson. “Without engagement, the workplace can become a grim and unpleasant place. How employees feel about their relationship with their employer matters a great deal.”

FLEXIBILITY MATTERS, TOO

Through her research, MIT Sloan distinguished professor of work and organization studies Erin Kelly, coauthor of Overload: How Good Jobs Went Bad and What We Can Do About It, found that employees reported higher levels of well-being and job satisfaction when they had more flexibility in their schedules and work location, when meetings were reevaluated and scaled back, and when their managers were retrained to take employees’ work-life concerns into account.

THE LEADERSHIP FACTOR

Culture is also critical, says Niki Jorgensen, director of service operations with national HR provider Insperity. “People want to ensure they are working for a company that makes them feel engaged and listens to their needs,” she says. “Over the past two years, employees have also determined a good work-life balance is key to their happiness.”

TAKING ACTION ON EMPLOYEE HAPPINESS

If you want to know what makes your employees happy, Johnson says the best thing to do is ask.

“The pandemic has changed the way we all think about money and work-life balance,” she says. “Don’t assume you know what your employees want and need from the organization. Let’s have a conversation about what they need, and how the organization can support their needs. Leaders need to listen and then act on what they have heard. But listening isn’t enough. Leaders have to act to visibly demonstrate to employees that they have been heard and taken seriously.”

For the full article from Fastcompany click here.


How to get ahead of a worker shortage (even if you’re still fully staffed)

For companies looking to hire, here are some pointers to help get more people into jobs.

DITCH THE SCREENING TOOLS IF THEY AREN’T SERVING YOU

The United States currently has about 1 million more job openings than people looking for jobs. With that statistic in mind, it seems nearly impossible that any individual willing to work would be facing rejection right now. As discussed recently in The Wall Street Journal, candidates often get rejected based on a single missing skill, calling skills different things (“managed projects” vs. “project manager”), differently formatted résumés the tools can’t read (including photos and some PDFs), and many other reasons that aren’t indicators of job performance. These screening tools, ranging from résumé parsers to video interview tools simply aren’t serving companies, and are creating huge pools of untapped talent that are eagerly searching for opportunities. Automated screening tools have been proven to harbor potential for serious bias, and companies can’t afford to be rejecting strong candidates right now.

OFFER MORE TRAINING OPPORTUNITIES

Far too often, companies seem to forget that skills can be attained on the job. It would be nice to always be able to find candidates with the perfect qualifications, but that’s rarely a reality. To find the best hires, try to narrow down your “must-have” list to a core group of skills and be flexible about the rest.

If you’re struggling to hire candidates with a certain skill, consider investing in training. Not only does providing training vastly expand your pool of qualified applicants, but you’ll also create more buy-in from new employees who will view your company as a place to grow. This is especially true for areas of high global demand, like cybersecurity. Rather than compete for the same finite amount of people in these industries, why not broaden your search to more candidates and teach them? This would also help make huge strides in diversity in the industry. Companies need to be more open about hiring people who are passionate, want to learn, and are committed to their careers. The need to hire candidates who are perfect is harming candidates and companies.

PROVIDE INCENTIVES AND PROGRAMS TO RETURN

Returning to the workplace after a break is never easy. Many workers may wish to return but are unsure where to start or are struggling with the idea of returning. Several states have successfully rolled out bonuses to lure returning workers, a program replicated by some companies. Additionally, other organizations have begun specialized programs to help certain employees return. Amazon recently began a returnship program to help mothers come back to work. Offering training and childcare, these programs help bring back qualified workers who might not otherwise be able to return, and could be replicated for older workers or other facets of the population struggling with unemployment.

All in all, with so many unemployed workers and so many open jobs, it’s time to change mindsets around hiring. Opening up roles to more workers through training, incentives, and more, can help companies tap into under-employed talent markets right now. Many candidates are willing to learn and try something new given the chance.

Full article from Fastcompany here