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10 Ways To Lead With Humility



lead with humility

There are endless requirements of a leader, but one we rarely see in their job description is ‘must be able to lead with humility’, despite it being one of the strongest influencers on an organisation’s culture.

Pope Francis believes that humility is one of the most empowering leadership qualities, stating in his book ‘Lead With Humility’, “If we can develop a truly humble attitude, we can change the world”.

When your own sense of self-importance is reduced, there is space for everyone else to have importance too – and when people feel like they matter, they shine.

Therefore it is critical as leaders, that we keep an eye on our humility.

In this article, I share 10 ways that we can lead with humility.

The workplace can be a battleground

In the modern-day workplace, there are endless provocations to ‘fight’ for an outcome, ‘defend’ your intellectual viewpoint, justify an action taken, ‘hustle’ to beat competitors, compete over limited resources to achieve KPIs and maintain one’s sense of power and dignity in the often endless barrage of internal political power-struggles and personality clashes.  

Some days you feel like you are part of a winning machine that is sailing effortlessly toward a postcard sunset.  However, the trap is that in these times of professional prosperity, we risk losing our humility by bragging of our success, or the onset of complacency and arrogance.  

Then there are other days when you flump in front of your couch at the end of a long week feeling like some of your colleagues have been assigned a do-or-die mission by MI5 to sabotage and derail you by any means possible.

It is these days especially that leaders face the challenge of maintaining their humility as the temptation to defend yourself, assert your authority and do ‘what’s best for you’ to survive, can often drown the higher self, along with the ship you’re sailing.

Having humility is not a skill that we can learn.  As a noun, it is instead something that we must become – it is a way of being.

Who is the leader without humility?

Before we look at what leading with humility is, here are some examples of what it isn’t.

  • They are ‘proud’ and fiercely defend their pride
  • They are arrogant, egotistical and pretentious
  • They focus on the failings, weaknesses and shortcomings of those around them
  • They won’t admit their own weaknesses or shortcomings
  • They are defensive
  • They fight for their viewpoint, convinced that they are right and everyone else is wrong
  • They have the inability to use the word ‘sorry’
  • If anyone disagrees with them, they become hostile, irritable, and negative
  • They generally have a negative outlook and complain a lot
  • They see problems and challenges as things to complain about or give to other people to fix, instead of seeing them as opportunities for advancement
  • They would be highly insulted and angry at the suggestion of participating in personal or professional development
  • They see themselves as ‘above’ certain daily tasks within the organisation – eg you would never see them cleaning, litter picking, washing the dishes in the staff kitchen, manning a company stand at an expo, answering the main call line or escorting visitors to a colleague’s office.
  • They don’t do volunteer work, or participate in anything work related outside of their duty statement and contracted hours
  • They rarely say thank you or deliver praise for what has been done, but instead deliver criticism on what hasn’t been done.

Now of course dear fellow leader, none of these apply to you, right?!  

Our first step to having humility is accepting that it would be almost impossible for any of us to say that we have never been guilty of any of the above.  

Even if we did not commit any of the above acts of egotism with any conscious intent, if those we lead perceive (that is, interpret their own reality as to having had an egotistical experience of you), then you are still guilty.

10 Ways to Lead With Humility

1. Share the power

Having a formal leadership position does not make us better or more important than anyone else – in fact, there is nothing that makes any single human being better than another.   

Respect is not something that we are automatically issued with or entitled to on the signing of our leadership employment contracts – everyone deserves equal respect and dignity.

Having a leadership role only gives you special ‘power’ that others don’t have, in the sense that you essentially have the pre-approved authority to sign some forms, and the joyful responsibility of going to jail on behalf of your organisation if ‘it all goes wrong’.  

Our role is not about being better or more powerful than anyone else, but about using the authority our position has, to give everyone else genuine empowerment.

We can share our ‘power’ further by removing all ‘secrets’ from the organisational operations too.  If ‘knowledge is power’ then it must be distributed.

Do your middle management or ground-floor supervisors have knowledge of your annual budget?  

Do they know the details of your strategic plan, KPIs and objectives for the year?  

Do they know what partnerships, products, or services you are developing?  

I have found from my own experience, that the more you give away, the more you get back.

With the obvious considerations of proprietary information and confidentiality, sharing information does the opposite of deducing your power.

2. Think and act on behalf of others instead of yourself

Having humility demands that we put our self-importance and pride aside, to quieten our egos and do the opposite of what our survival instinct forces us to do innately – look after ourselves.

CS Lewis said that “humility is not thinking less of yourself, it’s thinking of yourself less”.  

But in the modern-day workplace, especially in leadership where your actions and competence is forever being judged by everyone, the thought of this can make leaders’ feel very vulnerable.

To have humility requires the highest level of self-confidence, as it requires us to put aside our own needs and instead only do what is best for others.  

3. Give away the credit

Gifting the credit of achievements to others for something that you put hard graft into getting done in your organisation is often seen as the ultimate injustice or ‘sacrifice’ by the less humble.

However, those with humility know that there is absolutely nothing worthy of celebration that can possibly be achieved alone, and that ultimately, the success of the organisation is always a reflection of – and a credit to you – whether you get any overt praise for it or not.

Everyone has within them an abundance of unique qualities, skills, experiences, virtues and gifts and it is our job as leaders to always be on the look-out for these in action, and to celebrate and appraise them as they arise.   

4. Graciously recognise and acknowledge your mistakes and areas for improvement

A truly honorable, humble, and courageous act of leadership is to acknowledge your errors.  Showing those above and below you that you have the self-awareness and emotional intelligence to graciously admit the times when you acted hastily instead of thoughtfully, responded out of emotion instead of reason, given misinformation, passed a poor judgment or simply have areas that could be improved upon, is one of the most rapid ways to create an environment where everyone feels safe to make mistakes, to continue to find ways to grow and to show them that you too are a human being.

Those who do not have humility, fear that admitting their weaknesses, failings, professional development needs or areas for improvement will somehow detract from their position of power or authority.  Showing your humanness is showing humility.

Making mistakes can also be a good thing! In the book ‘59 Seconds’,Dr. Richard Wiseman claims that mistakes made by people of aptitude make them endearing and more relatable.

5. Silence your own opinions to give a voice to others

This is extremely challenging in a world where at some time or another we are provoked to defend our character, decisions, skill set, or integrity.  This is all about putting the ego aside – that part of us that is designed for survival.

Accepting other people’s opinions and resisting the burning desire to say your piece (particularly when you have been criticised) is not being submissive or weak.  It’s an act of humility.

Some leaders refuse to listen to the opinions of others as if accepting them somehow minimises their credibility or authority.  

Being a leader with humility means being constantly open to the fact that we might be wrong.  Our staff are the ones on the frontline in their respective departments each day, and so we cannot possibly always have the best insight into the issues they face and what the most ideal solutions might be.  If we want to improve the organisations that we lead, we need to be able to accept that those around us may just have better ideas.

Best-selling author Mark Manson says that if you want to see positive change “you must be willing to ask yourself whether you are wrong time and time again”.

6. Ask how you can help

A big misconception that many have about leadership, is that the leader’s primary role is to dish out instructions and requests to the team.  But there truly can be no humility found in a leader who places herself above those who she is being paid to serve.

I believe that as leaders, our role is to help those we lead to do their life’s best work and to create an environment, equipped with the appropriate resources with which to do that.

Servant leadership is a philosophy of leadership that encourages the leader to share their power for the greater good of the organisation and the people that form part of it, and we could all help more and ‘tell’ less as leaders.  

Pope Francis says “The one who rules must be like a servant.  If you change your view of your role as a leader – from one who gives orders to members of your team to one who serves your reports – you open up opportunities that did not exist before”.

7. Believe that everyone is inherently good and trust in others completely

A leader less actualised will believe that people should not be trusted until they have earned it.  

However, I believe that the leaders who build the most effective teams and the strongest cultures of collegiality are the ones who trust completely without question and continue to give everyone the benefit of the doubt until they unquestionably prove to have a meditated malicious intent.  

Anyone who is mentally healthy and emotionally stable would never intend to be cruel, disruptive or bad.  

Despite the fact that it can be hard to embrace this when we are faced with ever-challenging colleagues, tough personalities, and exhausting repetitive patterns of ineffective behavior from staff, it is important for us to remember as leaders that everyone is inherently good, but that they may need our help to overcome their adopted (often protective) behaviors.  

8. Accept the organisation’s faults as your own

You may not be the CFO who cut the budget in half, or the Board Director that signed off on 40 redundancies, or the legal director who implemented the excruciating procurement policy – but as a leader, you ARE the representation of those people, their departments and the decisions that they made for the best interests of the organisation.  

Leaders who complain about ‘the system’ are not leaders.  They are poison – and the problem.

As Mahatma Gandhi said, we must ‘be the change we wish to see in the world’.  

When we take on a leadership role in an organisation, we take on everything that comes with it.  We become the representation of the organisation. We don’t get to select the parts we want to be leaders of (the fun, rewarding and easy bits) and reject the bits we don’t like or are ‘too hard’.  

Although we can never change everything about an organisation we are employed by – or even one that we own (such as legislation, law, client requirements etc), we can change our attitude to the elements that frustrate us and find better ways of working with them, rather than in rebellion towards them.  

As soon as we act as an enemy of the system by engaging in negative talk of the faults of the system, we switch from a leader of growth and development to a leader of an anti-establishment movement.

If the leader takes the position of helpless victim and critic of the system in which it operates, how can she expect her staff to adopt a positive, motivated and proactive attitude to finding opportunities for improvement?  

Just like Mumma used to say, ‘if you can’t say anything nice, don’t say anything at all’.  This doesn’t mean passively accepting dreadful practices, or putting up with inefficiencies.  The point is, that you can be an assertive and change-creating leader, without being aggressive, negative and poisonous to the culture.  

9. Assess, evaluate and review, but never judge

Staff depend on us for feedback and depend on us to deliver it without prejudice or judgment.  Our staff shouldn’t have to wait for the formalities of an annual performance appraisal to find out whether they are on the right track, or that their output is way off course – they should have constant feedback to allow them to iterate and grow along the way.

Having humility doesn’t mean agreeing with everything or ignoring things that need to be addressed, but it does mean delivering feedback constructively and sticking only to the facts.

10. Balance personal and professional

Don’t forget to be a human.  Socialise with your team, let them see that you are the same as them, have the same problems, enjoy the same pleasures and want the same things for your family as they do for theirs.  Organise social events, team morning teas, staff family events, share your real and raw story of how you got to your position.

Yes, we have a certain level of professionalism to uphold at all times, however, that doesn’t mean ceasing to be an authentic human being.

In every conversation, email, letter, request and in-person interaction, we have the opportunity to either lead with grace and humility – engendering trust and empowerment in our workplace; or to allow our pride and ego to take control and subsequently annihilate our leadership future.

Humility does not demand perfection, it encourages us to have no fear of our imperfection and to not judge that of others.  

Whilst some will argue that the way of the humble leader is a sign of a weak leader, I cannot find a reason to doubt that the maximum potential of a leader’s influence, derives from her ability to live and work in humility.

I certainly cannot claim to embody this way of being in my every-moment practice as a leader – there are many times that I have failed.  However, at my very core, I try my absolute best, and that’s all you can do too.

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Guest Post

8 Reasons Why Content Creation Is Crucial for Startups



Why Content Creation Is Crucial for Startups

Startups are continuously looking for cutting-edge tactics to stand out and draw the interest of their target market in the ever-changing business sector. The development of content is one extremely effective instrument that has become a key component of this effort. The creation and distribution of material forms the foundation of a marketing strategy, helping to both attract and hold the attention of potential customers. In this article, we’ll go into eight incredibly persuasive arguments for why content production is a crucial component of a company’s success.

Building a Resonant Brand Identity and Amplifying Awareness

Firms receive a golden opportunity to build and present their individual brand identity through their media production process. Startups may masterfully explain their core values, mission, and unique selling propositions through finely written blog posts, captivating videos, and engaging social media updates. In addition to facilitating differentiation in a crowded market, the capacity to create a consistent and well defined brand identity also helps to build familiarity and trust among the target audience. This effective combination opens the door for increased brand awareness, giving entrepreneurs a particular advantage in a market teeming with rivals.

Cultivating a Citadel of Thought Leadership

Small businesses usually struggle with the problem of proving their knowledge and authority inside a certain industry. This is where the idea of creating media comes into play, giving entrepreneurs a vibrant platform to display their knowledge base and assume the role of thought leaders. Companies can climb the ladder of notoriety as authoritative voices in their chosen area by spreading intelligent articles, thoroughly researched whitepapers, and meticulously prepared industry analysis. As a result, prospective clients develop a sense of trust and confidence in the organization, which encourages them to see it as a helpful resource for advice and answers.

Nurturing Lifelong Customer Relationships

Impactful content development has a wider range of applications than only attracting new clients; it is crucial for maintaining and fostering connections with current clients. By utilizing content, business owners can easily engage their audience after the initial sale by providing insightful information, practical advice, and timely updates. As a result of such continual contacts, customers are more likely to be satisfied and to return to a business. Furthermore, these content-driven discussions usually result in meaningful discussions that help entrepreneurs gain invaluable feedback and ideas for future iterations. Likewise these contacts can present chances for cross-selling, up-selling, and individualized suggestions based on specific client requirements.

Propelling Organic Traffic Through the Roof

Search engine optimization (SEO) is the cornerstone of contemporary marketing tactics. Premium content acts as a powerful SEO tool, driving a spike in organic traffic to a startup’s website. The likelihood of landing a top spot in search engine results increases when entrepreneurs deftly produce material that resonates harmoniously with their target audience and effortlessly incorporates relevant keywords. In addition to increasing visibility, this also attracts people who are actively searching the internet for the specific answers that the firm is prepared to offer. Understanding the most effective content optimization strategies is crucial because of this. A rise in organic traffic can have a positive impact on domain authority, search engine rankings, and the number of people who find the organization’s material.

Enlightening the Audience Through Invaluable Education

The benefit of educational content is unmistakable, especially for startups that market cutting-edge goods and services. Firms can educate their customers about the diverse benefits that their products offer and the pain issues that they expertly alleviate through the strategic art of media production. This educational strategy not only helps the audience better understand the product, but it also equips them with the information they need to make wise purchasing decisions. Customers who are well-informed are more likely to convert and then become ardent brand supporters. An organization’s reputation as a dependable industry authority can also be strengthened by positioning it as a go-to resource through educational material.

Illuminating the Prism of Product/Service Value

Organizations sometimes struggle with the problem of explaining the intrinsic value of their products, particularly if they launch a market-changing idea. Startups have a wide range of chances to showcase the useful applications of their goods or services thanks to material development. They can vividly demonstrate how their solutions smoothly resolve real-world problems and improve the quality of life for their clients by arming themselves with meticulous guidelines, immersive tutorials, and fascinating case studies. Additionally, demonstrating the worth of goods or services through content can help overcome objections and inspire trust in prospective clients.

Harnessing the Enormous Potential of Social Media Engagement

Social media has evolved into a powerful channel for customer connection and business promotion in the contemporary digital age. When used skillfully, content marketing enables startups to control an engaging and active social media presence. Companies may keep a firm hold on the audience’s interest and engrossment by arranging a symphony of varied elements, ranging from aesthetically pleasing photos to educational and compelling films. A firm’s exposure and reach could soar to incredible heights thanks to the possibility for material in this active social media space to go viral. In addition, participating in social media can promote in-the-moment conversations that let entrepreneurs respond individually to questions, worries, and comments.

Flexibility in Formats to Cater to All Tastes

As a flexible tool, producing material gives companies the freedom to test out a wide range of formats that are all made to appeal to different audience preferences. Startups can easily tailor their material to align with the preferences of their target audience, whether it be the timelessness of blog posts, the mesmerizing allure of videos, the immersive appeal of podcasts, the succinct efficacy of infographics, or the interactive nature of webinars. This versatility enhances the entire user experience while expanding the organization’s audience and successfully navigating a variety of platforms and channels.

Content production stands out as an unquestionable pillar of success for startups negotiating the complex terrain of the contemporary business scene. Companies that are at the forefront of creating valuable, timely, and engaging material are in a prime position to build relationships with their target audience, eventually establishing them as preeminent industry leaders and moving them up the scale of sustainable growth.

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Guest Post

Offshore Vs. Nearshore Outsourcing – Ideal Approach for Business Growth 



offshore vs nearshore

The means of recruiting business personnel have significantly evolved. By outsourcing their digital needs, firms have gained more control of their processes and improved their productivity. It has allowed organizations in various industries like Insurance and IT to rely on international or nearshore teams to draw upon their services. 

Outsourcing software development is a great way to improve business performance and quickly scale up operations. Keeping costs low while staying at the forefront of innovation is a priority and outsourcing can help you achieve this goal.  

According to Statista, the IT outsourcing market is projected to reach $587.3 billion by 2027. It is essential to understand the differences between nearshoring and offshoring remote team models – two main types of outsourcing, to reduce costs and speed up the production of digital products. 

Offshore Vs. Nearshore Outsourcing: An Overview 

Both offshore and nearshore outsourcing involves hiring foreign workers for projects. With nearshoring, the countries involved are nearby, such as having an American IT firm hire staff from Canada. For offshore outsourcing, the firms are farther away from one another, like a Mexican company hiring developers from Poland, India, or Ukraine.  

Offshore Software Development Outsourcing provides the opportunity to draw from a larger pool of experts at a much lower cost, yet there is no control. Going with a nearshore developer means a client can outsource processes or tasks to a partner company while still in an excellent geographic area.  

Nearshore development presents a compromise, with the team being close enough for direct communication and onsite visits yet offering similar cost savings as offshore teams.  

Reason to Select Offshore Outsourcing 

Outsourcing works best for Startups to benefit from the lower wages software developers charge. According to reports, India is a popular choice for Offshore outsourcing services, with developers charging just $7.24 an hour.  

In addition to money-saving measures, offshoring grants access to a global pool of talented workers – something that may not be easy to achieve in a country like the US or the UK.  

There are many excellent examples of offshore outsourcing companies with experienced developers, providing access to a wealth of knowledge and existing skills. Accessing such know-how helps streamline the app creation process in getting it to market quickly and efficiently while minimizing the risk of common pitfalls. 

Prominent Limitations  

Before deciding to outsource to a distant vendor, you should take note of some potential disadvantages such as,  

  • Time zone differences could challenge direct conversations and urgent decisions with an offshore IT provider based in India compared to a US-based startup.  
  • Additionally, there is the potential risk of misunderstanding due to differences in language and culture. This could extend the timeline for development and cancel out any potential cost advantages.  

To avoid these issues, many US-based companies outsource to vendors in Eastern European countries like Ukraine or Poland, where cultural similarities are more likely to result in fewer communication issues. 

Reason to Choose Nearshore Outsourcing  

Through nearshoring, it is feasible to organize face-to-face gatherings between the startup and outsourced workers. It gives you an easy way to convey the project particulars to the programmers.  

Furthermore, you can circumvent the potential issues of linguistic and cultural discrepancies. Eastern Europeans typically have a better grasp of English and more similar business cultures, making nearshoring a smooth process.  

Moreover, nearshoring lets you maintain stricter security over the app and related information. It is especially crucial when a company needs to comply with data protection regulations. For instance, Eastern European countries like Poland and Romania are under the GDPR’s regulation. If you are starting a tech business in the UK, contracting with outsourcing companies in the EU zone has advantages regarding understanding data privacy rules. 

Possible Limitations  

  • Nearshoring may not always be the least expensive option regarding development costs.  
  • It ultimately depends on the country to which services are outsourced and the associated cost of living.  
  • For instance, Eastern European developers may charge between $50-$99 per hour depending on their expertise, whereas developers from Asia usually demand more than $35 per hour.  

Nevertheless, even though offshoring may provide the most significant cost savings, nearshoring has the advantage of operating in more convenient or comparable time zones. 

Significant Differences Between Offshore Vs. Nearshore Outsourcing 

Now that we know about nearshore and offshore outsourcing, let’s compare the significant differences across different aspects.  


Regarding outsourcing, the time zone difference between nearshoring and offshore is significant. With nearshoring, it is possible to have teleconferences within working hours or meet in person. However, the distance may be an issue for offshore outsourcing partners as these can be eight or more hours away, making it difficult for real-time collaboration. 

Specialist Selection 

Nearshore vs. offshore outsourcing differs in the available talent pool. With nearshoring, clients are limited to traditional domestic solutions. At the same time, those seeking offshore outsourcing have access to a much broader collection of skilled personnel that they can recruit from all over the world.  

Nearshoring may limit your search to 5-10 potential candidates while with offshore outsourcing, it can expand to 30-50 experts for your required skills. Additionally, finding highly specialized personnel for projects that may not be readily available in the local market is often easier with offshore outsourcing than nearshoring. 


Nearshore outsourcing is a cost-effective solution compared to offshoring. Developers in London typically receive an annual salary of $70,000, while those in Eastern Europe can be hired for a more economical rate of $36,000 annually. Although offshore outsourcing manages your development work to countries such as India and China can be cheaper, nearshoring allows for a more substantial saving while still gaining access to low-cost labor. 

Essential Culture Differentiation 

Hiring offshore developers brings about various cultural differences, which can cause problems. For instance, US businesspeople commonly take a direct approach to communication. While those from China tend to be more restrained in expressing themselves, presenting logistical issues while working together.  

Things to Consider for Selecting the Best Offshore Vs. Nearshore Outsourcing 

When considering nearshore versus offshore outsourcing, keeping in mind certain things helps you select the best outsourcing. 

  • Deciding which skills are needed in the ideal employee for the project is essential. 
  • After identifying what you need and deciding your budget, research solutions on the market and compare the different talent pools of nearshore or offshore companies.  
  • Also, it is crucial to stay in contact with the developers in either type of outsourcing.  
  • In the case of offshore outsourcing, having a project manager to be the eyes and hands of the client is needed.  
  • Cultural differences can be expected, so it is essential to understand that somebody working differently does not necessarily mean they do a lousy job. 
  • Finally, rules and regulations should be set to maintain order. For guidance on this, a reputable outsourcing firm can help you. 


In a nutshell, it is essential to carefully consider the type of team and project when deciding between offshoring and nearshoring. Both methods can deliver outstanding products with the latest IT tools and techs, but you should consider the cost and cultural needs when making a final decision.  

Offshore solutions are more cost-effective and efficient for companies to introduce their products to global markets. At the same time, nearshoring provides a better fit in terms of cultural compatibility and can benefit highly specialized projects like video game development. 

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Guest Post

Can Recruitment Policies Be a Driving Force for Strategic HR Management?



Strategic HR Management

Your recruitment strategic plan helps guide your business and foster success. To create a robust company culture and attract relevant, talented candidates, you should assess your current strategy and see where to implement new policies.

Why Is Strategic HR Management Important?

Strategic HR management is vital because it determines how your workplace functions. After all, employees are the backbone of your business, so their behavior, perception and motivation affect it. You ensure greater success when you select candidates who share your goals.

In recruitment, a strategic plan involves aligning candidates with the company’s goals and culture rather than just hiring to fill an empty role. While many startups try their hardest to hire anyone qualified, actual growth comes from having staff who feel aligned with the business.

Finding quality employees is essential, considering the hiring process can be incredibly expensive and time-consuming. Since you invest your resources into each new hire during onboarding, you must ensure they’re a good fit. After all, you won’t recoup your recruitment costs until after a minimum of six months on average.

Even if you’re okay with taking the loss and hiring someone else, you should know it costs double a worker’s salary to fill their role with a new candidate. You’ll have a much easier time if you have policies to help you source the best people initially.

Can Recruitment Policies Drive Strategic HR Management?

Recruitment policies can guide the development of strategic HR management (SHRM) to help your business grow in the right direction. The employees you choose are foundational to your success because they dictate your workplace culture and operations. You can find people who align most with your goals if you have the right policies.

How Can Recruitment Policies Improve SHRM?

Recruitment policies can improve SHRM at every stage, including sourcing, job posting, applying and interviewing. Establishing them in multiple places throughout your process ensures you receive high-quality candidates who align themselves with your business’s goals.

1.    Candidate Sourcing

Where you source your candidates can impact your entire recruitment process, so you should ensure you look in the right places. For example, people at a college job fair have little experience but are more likely to apply, while those on networking sites fit the role but have many other options.

If you have a quality staff already, consider using referrals to build your workforce since they reduce recruiting costs by $7,500 on average and increase employee retention rates. It’s best to consider what you’re looking for in a new hire to create the best candidate-sourcing policies.

2.    Job Description

A description is essential to all job listings, no matter the industry. At this stage of the recruitment process, having the right policies can help you get more people interested in applying. You must determine what information and requirements you’ll list to optimize them.

Consider how you currently describe the job when you post it — do you include the compensation range, necessary qualifiers and a snippet about your business? Considering around 63% of people only want to apply to places that disclose compensation ranges, you should consider including it.

3.    Application Process

Quality policies around the application process are essential because they determine who meets the hiring team. Only the people who feel they align with your company and fit the role well will reach this stage, so you should streamline the process to make it as easy as possible for them.

Even if you initially pique their interest, you must do more to get them invested enough to apply. In fact, around 92% of applicants begin applying for a job but don’t finish. Many walk away because the process is time-consuming or complex, so you should simplify it. For instance, you should determine if you require them to create an account or write a cover letter.

4.    Skill Assessments

Will you make your candidates take tests or fill out forms to prove their capabilities? Your recruitment policies should include the specifics of assessments if you use them in your process. For example, you must decide which ones to use and when you’ll use them.

Over 75% of medium-sized businesses use assessments when hiring externally, with most using them for senior-level vacancies. While they can be beneficial, candidates don’t typically enjoy them. If your current policy requires them and you don’t get much engagement, you may want to reconsider using them.

Will people filling senior-level vacancies have to prove their skills with a test or will you only use them for entry-level candidates? This is the kind of question you should ask yourself when creating a recruitment strategic plan.

5.    Interviews

You should clearly define your interview policies before progressing in the recruitment process. Will you require multiple face-to-face sessions, waive the requirement for internal hires or only conduct meetings remotely? You should also determine what questions to ask.

Standardization makes things more clear to candidates, incentivizing them to apply. It’s also an excellent strategic move considering a quality interview process helps you quickly identify the prospective hires that align with your business’s goals.

What Are the Benefits of a Recruitment Strategic Plan?

A recruitment strategic plan benefits a business by standardizing the process, improving applicant quality and potentially increasing employee retention rates. Qualified candidates who feel connected to your business’s mission are more likely to stay in their role and excel.

Employees feel more comfortable providing feedback and ideas when they align with their company’s culture, increasing staff collaboration, innovation and business success. It makes the workplace a nicer place to work, which could even improve client or customer interactions.

Over time, recruitment policies will become a significant driving force for SHRM. You will likely notice improvements to company culture and possibly even faster growth since you only hire people who feel motivated to achieve the business’s goals.

Drive SHRM With Policies

Your recruitment policies determine how the HR department selects candidates and how applicants interact with your brand. Additionally, they determine the future of your business since quality hires will work much harder than people with no stake in your success. Assess your current process to find improvement areas, then monitor your progress.

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