Your customers become your brand advocates, essentially.

So, when it comes to building your workforce, the same goes. Word of mouth – or employee advocacy, as we in the staffing agency world refer to it – is an incredible tool for attracting the staff you need to your growing roster.

What is employee advocacy?

Employee advocacy is effectively the sum total of what your staff say about you to those outside of your organization. It’s what happens every time they tell someone, “I absolutely love my job,” or, “My company’s really great,” or eve, “My boss is awesome.” It’s every comment made about what it’s like to work for you – your business, your leadership team, and the culture you’re promoting.

What does a strong employee advocacy scheme do for you?

If we begin by saying…

1. It can increase the number of employee referrals you gain,
2. Decrease your time-to-hire,
3. And ultimately help you recruit better talent faster,

…It’s merely the tip of the ice berg in terms of insight into what having your valued employees saying great things about your company can do. The benefits of building a host of internal advocates (AKA, quite simply, people who love working for you) may just solve some longstanding hiring issues, not to mention doing your company’s brand some good in the process. You’ll become known for the positive company culture you’re building, and fundamentally:

People will want to work here.

How to improve employee advocacy

There are a few quicker ways to make an immediate impact on employee advocacy, and some more slow burning. Have a read of our top tips for improving employee advocacy for your organization.

Get sharing on social media

Encourage your team to share snaps or videos while at work – safely and appropriately, of course – whether it’s a quick snap of a team lunch outing or a quick video of what’s happening in the office today. Build a social media presence on LinkedIn, Facebook, even Instagram, and have those who feel comfortable doing so getting involved and sharing.

It’s a really candid way of showing what it’s like to work for you, and from the very people who do just that. Keep it professional, but don’t be afraid to give the talent pool something to get excited about on a personal level, too.

Promote a transparent culture, where everyone has a voice

Employee advocacy means that your people are promoting your organization. They can only do so in a positive light if they feel that their opinion is one which is valued and heard in the workplace.

Transparency is key to a progressive company culture and a strong sense of employee advocacy as a result. Encourage open communication. Celebrate idea sharing. And listen to what your people have to say, whether it’s about the workplace itself, a way of innovating yet to be implemented, or otherwise.

Engage with a specialist agency who can advocate on your behalf

Think of us as an extension of your team – one who knows how to get your brand as an employer in front of the right people. When you partner with the team at Next Level Group, you’re engaging with a dedicated specialist who wants to build your next generation of employee advocates.

What do your employees say about you?

The state of the workplace has changed drastically over the last few months, but that does not mean that all regular business practices have come to a halt. As an employer, you will still have to be aware of any potential audits coming your way, and you must be wary of how this year’s events may affect next year’s audits. Both ethical and financial audits will be affected by variables caused by the outbreak of COVID-19 and there are certain preparations that can be made that will save you a big headache.

Here are some things to keep in mind when preparing for an audit during COVID-19.

What is a SMETA Audit?

If you are in an industry such as logistics or supply chain, chances are you will be familiar with the SMETA audit or will have one coming up soon. The Sedex Members Ethical Trade Audit is one of the most widely used ethical trade audits formats across the globe and ensures ethics and transparency in the workplace.

They are conducted to ensure that companies are following standardized ethical codes of conduct in areas like labor standards, health & safety and business ethics, among others. Audits like these are beneficial in the sense that they can unearth some unbeknownst problems, and fixing those problems within the allotted grace period can lead to your company operating at its highest potential. 

Health & Safety Audits

Regardless of industry, in the age of COVID-19, certain ethical issues carry a heavier weight than others, health and safety arguably being the top contender. Concerns surrounding the cleanliness and safety of a workplace are at an all-time high, and regulations enforcing these measures have been put in place. These audits are essential during COVID-19; a poor performance could be the deciding factor of whether or not your workplace will be allowed to reopen at all. 

Before a health and safety ethical audit, make sure that: your workplace can accommodate social distancing measures (if possible); you have adequate personal protective equipment (PPE) such as face masks and gloves available at all times; and that the general cleanliness (and frequency of cleaning) of the workplace is up to code. 

Also, updating employee manuals and documentation surrounding COVID-19 health and safety policies and procedures so that your employees have access to them is critical. This will ensure that your staff can be briefed on any COVID-19 related health and safety regulations when they return to work and can perform them accurately.

Financial Audits

Despite the various workplace changes many employers have seen lately, requirements to complete your annual financial audit are still in place. Preparing for a financial audit during this time presents a different set of considerations than an ethical one.

It is likely that your financial situation has changed in some capacity over the past few months. Whether that means laying off employees, cutting senior staff wages, accepting wages subsidies or something else, you must ensure your books reflect these changes. Recording any financial changes in budget, income, inventory etc. is crucial for both this year’s audits as well as the following year, so it will be beneficial to label any COVID-19 related changes as such for reference. COVID-19 audits may be somewhat more forgiving, but it is good practice to record everything accurately.

Technical Considerations

This year’s audit will be different in almost every sense of the word. In some situations, audits may still need to be done from a distance in compliance with social distancing recommendations. If this is the case for you, make sure you have all necessary measures in place so that your remote audit can go off without a hitch. This could mean granting your auditor remote access to your workplace or your financial records, or setting up virtual meetings with your auditor through a video conferencing app. Having these things in place beforehand will ensure your audit starts off on the right foot.

Next Level Group is always happy to help our clients navigate the ever-changing COVID-19 related best practices. If you have any questions regarding audits or have another inquiry, don’t hesitate to let us know. Contact us today. 

The hiring landscape has changed dramatically over the past few months, in response to the constantly shifting parameters related to COVID-19. As the workforce begins to make movements towards reopening, it may be beneficial to give your hiring processes a once-over so that you can continue reaching the right candidates.

There will be significant changes to take into consideration when hiring post-COVID-19 – here they are!

Candidates Are Looking For Flexibility

If the last few months have taught us anything, it is that many jobs across a variety of industries can be done remotely or with a certain degree of flexibility, with no resulting loss in productivity. This fact likely won’t change once COVID-19 parameters are lifted, nor should it have to. According to a recent survey by Gallup, 59% of employees said they would prefer to continue working remotely as much as possible after COVID-19 restrictions are lifted. 

Adjusting your roles to reflect a heightened preference for working from home and flexible hours can potentially relieve a number of stressors for candidates and can open up your talent pool to include a wider range of job seekers. Companies that don’t offer these options (of course, where they are possible) could potentially fall behind in the race for talent. 

Health a Top Priority

Personal health and safety have been top of mind for the past few months, as we have watched COVID-19 tear apart the world around us. For many people, one of the top hesitations for returning to work are concerns about ensuring personal health and safety in a place that isn’t their home, including social distancing, accessibility to PPE and frequency of cleaning.

Communicating clearly that you value the health of your employees and demonstrating that you have stringent measures in place to enforce those values, could mean the difference between landing some great candidates or losing them to the competition. There are also many government recommendations in place regarding health and safety, that must be reviewed before reopening your doors. 

Make Room for Tech

Using technology in the professional world was already on the rise but has been accelerated significantly by COVID-19. One in five workers have used at least one new piece of technology since the quarantine began, with that figure even higher in certain tech-heavy industries. Harnessing different types of technology has allowed people to stay in contact with one another, expanded their skill set and made them more confident using technology in general. 

Looking for candidates that are familiar with technology that supports collaboration and communication is in your best interest, regardless of the industry. In addition, ensuring your management staff is comfortable with hiring technology, such as an applicant tracking system or video conferencing, will also be a necessary change, if it hasn’t already been implemented. 

Candidates are Becoming More Competitive

Over the last few months, many people have found themselves with a little extra time on their hands. In response to this, a major increase in online learning has occurred, with many people turning to the internet for the chance to improve their technical and soft skills and work on professional development, so they can return to the job market stronger than ever.

The more skills a candidate has, the more competitive they become – meaning your approach to sourcing and hiring candidates may need some adjusting to make your positions the most attractive. At the very least, your job applications could go through a revamp, in order to pinpoint exactly what you are looking for in a candidate. 

Need a hand looking for some fresh talent after the dust settles from COVID-19? Next Level Group would be more than happy to help – contact us today to get started.

Are you looking to add some new warehouse staff to your roster? Working with a staffing agency presents obvious benefits for the job seeker when looking for a great position, but it can also present a number of advantages for companies looking to hire new team members. 

Whether you are getting ready to reopen your workplace or have continued hiring during the outbreak, hiring quality candidates isn’t always easy. Especially during this dislocating era of COVID-19, it’s a great idea to have a seasoned professional on your side to help make the most of your recruiting efforts, and find staff that are qualified and ready to stick around for the long haul. 

Here are some of our top reasons as to why you should consider partnering with a staffing agency, during COVID-19 and beyond.

They Can Adapt to Your Unique Needs During Lockdown and Beyond

We know firsthand that the needs of a warehouse business can change day by day. Especially in this particularly stressful time, it can be difficult to stay on top of making placements on your own when you likely have a long list of other duties to attend to daily.

Perhaps you need one team member for three days or twenty members for three months. Whatever your unique hiring situation may be, staffing agencies have deep networks of candidates that are qualified, pre-screened and ready to work at the drop of a hat. We take care of all the administrative work and free up your time so that you can focus on what you do best: integrating the new hires into your team!

Deep Industry Knowledge

Working with a staffing agency means that we not only provide you with great candidates fast, but we also have years of experience and a deep well of industry knowledge to back up the decisions behind each placement. 

It is our job to keep an ear to the ground about changing employment regulations, shifts in hiring timelines, government employment packages, increased safety protocols and a plethora of other factors when making placements during COVID-19. We then communicate those factors to both parties, so that everyone is on the same page and we can arrive at a decision that works for everyone. 

We are confident that any employer would agree there is nothing more frustrating than putting time, money and energy into hiring an employee, only to find out they’re not the right fit. Years of experience has allowed us to ensure that does not happen. 

Advocate for Your Company

It’s a candidate-driven market out there, meaning job seekers have more options and leverage when it comes to finding a new position than ever before. While COVID-19 has changed this in most industries, with an influx of online orders, warehouse workers are as important now as ever before. It can be difficult to appeal to job seekers and maintain a great employer brand while juggling all of your other duties, even more so as we try to navigate the ongoing crisis.

Recruiters act as a liaison between the job seeker and the employer, and always strive to make a good match. A staffing agency can advocate for your company and present your positions in strategic and exciting ways, giving you an edge against the competition. 

Build a Partnership for the Future

A good recruiter will never place a candidate in one of your positions that is not truly a fit. Why? Because their reputation as someone who is knowledgeable and dependable is on the line for future interactions, and we want to create long-lasting and meaningful partnerships with every company we work with. 

So, even if we are not able to find the right warehouse associate for your current opening, we are always ready and willing to try again next time. Building a professional network for making current and future placements is in everyone’s best interest as we work towards our ‘new normal’. 

Looking to add some team members to your warehouse operation? Next Level Group would be more than happy to assist you – reach out to us today to get started.