Archive for category: Global

In recent years, the gig economy has undergone a remarkable ascent, reshaping the traditional notions of employment and workforce structure. Organizations are increasingly turning to freelancers and contractors to meet their evolving needs for flexibility, specialized skills, and cost-efficiency. Yet, as the gig workforce expands, so do the challenges of integrating these independent workers into the fabric of the company.

Technology as the game-changer

The pivotal moment came with the emergence of the internet, followed by the widespread growth of digital platforms that facilitated connections between job providers and jobseekers.

There was a notable transformation in the spectrum of jobs available within the gig economy. It transcended beyond conventional fields like freelance writing, graphic design, or taxi services. Emerging sectors such as consulting, programming, marketing, healthcare, and education began to establish their presence in the gig landscape.

Technology has played a pivotal role in steering this evolution. It has dismantled entry barriers, simplifying the job search for gig workers and enabling businesses to discover the right talent. Technological advancements, including AI, blockchain, and the persistent ascent of remote work, are poised to continue shaping the gig economy as we progress.

In the contemporary landscape, the gig economy stands as an integral component of the global economy, perpetually expanding. It presents substantial opportunities for businesses, particularly small enterprises, to harness flexible talent and thrive in today’s fiercely competitive arena. The journey thus far has been remarkable, and the forthcoming prospects hold even more excitement.

Who are the gig workers?

The gig workforce represents a diverse demographic. It includes young millennials searching for adaptable work setups, experienced professionals desiring autonomy, retirees who want to remain active post-retirement, and individuals in regions with limited local job prospects seeking global opportunities. These workers encompass various roles, including freelancers, contractors, part-timers, and temporary workers. They offer their skills across a wide spectrum of sectors, spanning from creative domains like writing and graphic design to technical arenas such as programming and data science, as well as emerging fields like digital marketing and virtual assistance.

Advantages of the gig economy

Flexibility: Gig workers offer the agility to adjust your workforce size in accordance with your business requirements. This capability empowers small businesses to promptly respond to shifts in market conditions, fluctuations in demand, and emerging growth prospects.

Cost-Efficiency and Overhead Reduction: Bringing in full-time employees entails numerous expenses—salaries, benefits, office space, equipment, training, and more. Conversely, with gig workers, businesses pay solely for completed tasks. Furthermore, since gig workers often operate remotely, businesses can cut costs related to office space and equipment. These savings can be substantial, particularly for small enterprises.

Access to a Diverse Global Talent Pool: The gig economy, facilitated by digital platforms, is not bound by geographical limits. Consequently, businesses can tap into a vast, global talent pool. Small businesses now have the ability to hire top-tier professionals from across the globe, a concept that was nearly inconceivable a few decades ago. This broadens the spectrum of expertise, fostering innovative ideas and practices, ultimately enhancing work quality.

Speed and Efficiency: In need of an immediate project kickoff? Unlike conventional hiring processes that can stretch over weeks or even months, bringing on gig workers can often be accomplished within a matter of days. This expeditiousness can provide businesses with a competitive edge and enable them to swiftly seize market opportunities.

Risk Mitigation: Committing to a full-time employee represents a substantial and potentially risky endeavor, especially for small businesses. Gig workers enable companies to test roles or projects without a long-term commitment. If a freelancer or contract worker falls short of expectations, businesses can readily pivot to another, mitigating potential risks.

Focus on Core Business Functions: By outsourcing non-core tasks to gig workers, businesses can liberate their time and resources, redirecting them toward core business functions. This reallocation can drive increased productivity and foster growth.

Effectively integrating them while maintaining a cohesive company culture

Embrace the Gig Mindset

To effectively integrate freelancers and contractors, it’s essential to foster a mindset that values the contributions of all workers, regardless of their employment status. Encourage full-time employees to embrace the gig workforce as collaborators rather than outsiders.

Clarify Roles and Expectations

Clearly define the roles, responsibilities, and expectations of freelancers and contractors from the outset. This includes project objectives, deadlines, communication channels, and reporting structures. Clarity helps prevent misunderstandings and ensures everyone is aligned.

Onboarding and Integration

Develop an onboarding process specifically tailored to gig workers. Provide them with the necessary tools, access, and information to seamlessly integrate into the team. Assign mentors or buddies to help gig workers acclimate to the company culture.

Communication is Key

Establish effective communication channels that include freelancers and contractors. Regular updates, team meetings, and project status reports help keep everyone informed and connected, even if team members are geographically dispersed.

Inclusive Collaboration Platforms

Invest in collaboration tools and platforms that facilitate remote work and inclusive participation. These tools enable real-time communication, file sharing, and project tracking, making it easier for freelancers to contribute efficiently.

Encourage Knowledge Sharing

Create a culture of knowledge sharing where freelancers and contractors are encouraged to share their expertise. This not only benefits ongoing projects but also enhances the overall collective knowledge within the organization.

Equal Access to Development Opportunities

Extend professional development opportunities to gig workers. This might include access to training, conferences, or networking events. It demonstrates a commitment to their growth and fosters a sense of belonging.

Payment Transparency and Fairness

Ensure transparency in payment processes, rates, and schedules. Freelancers and contractors should be confident in the fairness of their compensation. Timely and accurate payments are crucial for building trust.

Compliance and Legal Considerations

Stay informed about legal regulations and compliance requirements related to gig workers in your region. This includes tax implications, labour laws, and contract terms. Compliance is essential to protect both the organization and the workers.

Feedback and Continuous Improvement

Solicit feedback from both gig workers and full-time employees on the integration process. Use this feedback to make necessary adjustments and improvements. Continuous refinement is key to a successful gig workforce strategy.

Celebrate Achievements Together

Recognize and celebrate the accomplishments of gig workers as part of the team’s success. Publicly acknowledge their contributions to foster a sense of pride and inclusion.

As the gig economy continues to expand, organizations that master the art of integrating freelancers and contractors effectively will gain a competitive advantage. By embracing a gig-friendly mindset, maintaining clear communication, and promoting a culture of inclusivity, businesses can harness the unique skills and talents of the gig workforce while preserving the unity and cohesion of their company culture.

Let’s face it; recruiting is not what it used to be. In today’s competitive job market, attracting top talent has become more challenging than ever.  At Proactive, we are committed to not only connecting employers with top-tier talent but also offering strategic insights to enhance talent attraction and retention. 

Nowadays, candidates look for more than just a paycheck. They want an engaging work culture, a path to grow, and a life outside of work. The “What’s In It For Me” needs to be the main part of your job offer.

Employee Value Proposition

Employees want to be part of a workplace that mirrors their personal values and beliefs. This is where a strong Employee Value Proposition (EVP) comes into play. Your EVP represents the unique set of benefits an employee receives in return for the skills, capabilities, and experience they bring to your company. It’s about creating a meaningful work experience. Promote your EVP in your job ads. Make it a cornerstone of your employer brand. 

As your trusted recruitment partner, we have compiled a list of perks and benefits to help you better understand what candidates are looking for and how you can attract the best talent to your organization. 

A Pathway to Growth 

Who doesn’t want to level up? Offering opportunities for growth and continual learning keeps your team engaged and motivated. 

Talented individuals want room to grow and thrive. Your commitment to their professional development is key to winning them over. 

• Offer training and skill development programs. 
• Communicate career progression paths clearly. 
• Encourage participation in relevant industry events, conferences, and workshops. 

Work-Life Balance 

In the digital age, disconnecting from work can be tough. Ensuring your team has a healthy work-life balance can keep them happy and boost productivity. 

• Offer flexible work hours. 
• Promote the importance of breaks and vacation time. 
• Invest in wellness initiatives and stress management

Flexibility 

A flexible work environment is a magnet for top talents. It provides them with a sense of control over their work schedule, leading to increased job satisfaction and shows you trust them to manage their work and time effectively. 

• Implement policies that allow flexibility in work schedules (no more the 9 to 5)
• Allow for occasional work-from-home days or a certain degree of remote work. 

Working From Home And Remote Set Up 

With technological advances, remote working has become more feasible and desirable. It saves commute time, offers comfort, and can lead to increased productivity, while an efficient remote setup can make this experience seamless and productive. 

• Equip your team with the necessary tools and technology to ensure a comfortable and productive work environment (eg screen, ergonomic chairs etc)
• Set clear expectations and maintain regular communication to keep remote workers engaged and involved. 
• Consider offering WFH allowances.

Academic Achievement Reimbursements 

Recognizing and rewarding your team’s academic achievements can keep them motivated to continually upskill and grow. 

• Offer reimbursement or financial aid for courses and certifications relevant to their role. 
• Celebrate their academic achievements and make them feel valued. 
• Encourage continuous learning and upskilling within your team. 

Rewards & Recognition

Everyone loves a pat on the back. Rewarding your team’s hard work can boost morale and motivate them to continue giving their best. 

• Regularly recognize and reward both team and individual accomplishments. 
• Provide performance-based incentives and bonuses. 
• Consider non-monetary rewards such as additional vacation days, public recognition, or opportunities to lead exciting projects. 

Joining Bonus

Offering a joining bonus can signal to candidates that the company recognizes their skills, experience, and potential contribution. This can boost the candidate’s confidence in their worth to the organization.

Final thoughts

In a nutshell, a workplace that cares about its employees wins. You’ll attract the best talent and build a team that’s motivated and dedicated but remember it’s also about keeping them too.  

Need a hand in navigating these changes? We’re here to help! Let’s make your organization the dream workplace.  

“Your organization’s values, its mission, the way it treats employees – matters. When an employee’s values match with the company’s, it’s a match made in heaven. You’ll get a committed, satisfied, and loyal team member. “

Your resume is often the first impression you make on potential employers, so it’s crucial to make it compelling, impactful, and optimized for success. In this article, we will offer practical tips and advice on how to transform your resume into a powerful marketing tool. We’ll also provide before-and-after examples of resumes that have been improved with our guidance. Additionally, we’ll delve into the world of applicant tracking systems (ATS) and share insights on optimizing your resume to navigate the initial screening process. Let’s dive in!

Tailor your resume to the job description

When applying for a specific position, take the time to customize your resume according to the job requirements. Highlight relevant skills, experiences, and accomplishments that align with the job description. This targeted approach increases your chances of catching the recruiter’s attention.

Use a clean and organized format

Ensure that your resume has a clear structure and is easy to navigate. Use bullet points to highlight key information and maintain consistency in formatting throughout the document. Choose a professional font and maintain an appropriate font size for easy readability.

Grab attention with a compelling summary or objective

Start your resume with a strong summary or objective statement that briefly showcases your unique value proposition. This should be a concise, powerful paragraph that captures the attention of hiring managers and entices them to read further.

Showcase your accomplishments

Instead of just listing job responsibilities, emphasize your achievements and results. Quantify your accomplishments whenever possible, using metrics, percentages, or numbers. This demonstrates your impact and showcases your abilities in a tangible way.

Incorporate relevant keywords

Many companies use applicant tracking systems (ATS) to handle the initial screening process. To increase your chances of passing this automated stage, optimize your resume with relevant keywords. Carefully review the job description and incorporate industry-specific terms and phrases throughout your resume.

Highlight your skills and certifications

Create a dedicated section to showcase your key skills and certifications. Include both hard skills (e.g., programming languages, software proficiency) and soft skills (e.g., communication, leadership) that are relevant to the job. Be specific and provide examples to substantiate your claims.

Simplify and streamline

Keep your resume concise and focused. Ideally, it should be one to two pages long, depending on your level of experience. Remove any irrelevant or outdated information. Instead of overwhelming the reader with excessive details, choose the most impactful and relevant points.

Proofread and edit

Avoid spelling and grammatical errors by thoroughly proofreading your resume. It’s a good idea to have someone else review it as well, as fresh eyes may catch mistakes you might have missed. Ensure that your contact information is up-to-date and easily visible.

Remember, a well-crafted resume is a powerful tool that can open doors to new opportunities. By tailoring your resume to specific job descriptions, optimizing it for applicant tracking systems, and showcasing your accomplishments and skills effectively, you’ll significantly increase your chances of standing out from the competition. Use these tips as a starting point, and don’t be afraid to experiment and iterate until you achieve the perfect resume. Best of luck in your job search!

Everyone talks about toxic leaders but few talks about toxic employees ruining the workplace. They are often disruptive and can be a drain on resources. They may have a negative impact on office morale and productivity.

A toxic employee is someone who has a pervasive pattern of irrational beliefs and feelings that contribute to destructive behaviours not only for themselves but others as well.

How to identify toxic employees? Here are 6 traits you should look out for at work:

The narcissist

They want praise for everything they do and think their role and efforts are the most important in the organization. They are the biggest obstacles that prevent a team from achieving its fullest potential.

The professional underminer

They seek to level up and shine in the spotlight by putting their co-workers down. Instead of focusing on developing their own strengths, they take every opportunity to point out the shortcomings of others.

The complainer

No matter what, these types of employees will never be happy or satisfied. They will always complain about the workplace, their team members, and everything else. In doing so, they bring so much negativity and lower the mood in the office.

The excuse maker

They are the ‘that is not my job,’ person. They show a lack of interest, motivation, and higher absenteeism. Likewise, they do the strict minimum and refuse to carry out assigned tasks.

The pessimist

The one who always feels negative about a project or customers. They continue to do this out of habit when they disagree, and they criticize.

The Gossiper

They spread malicious rumours or bad-mouthing colleagues or management

How to deal with them?

• As a leader you need to establish and state very clearly what behaviour do you expects from your employees, not only for yourself but for your other team members and other key stakeholders. Let the employees know what behaviors that are appropriate and acceptable in the workplace.

• You need to find out what is truly happening in order to determine whether you can do anything to help with the situation. Discuss your observations with the staff in private. You might learn that the employee is juggling important personal issues. The most important thing is that you take the time to identify the precise reason for the person’s odd behavior. Simply put, set aside time to sit down with them, meet with them, and find out exactly what is going on so you can provide the best support. Remember that it can require several meetings to resolve the problem. Don’t anticipate a quick fix.

• Steer clear of making assumptions-based judgements. Give the employee your direct, frank feedback by approaching them. Believe it or not, toxic employees frequently lack the self-awareness necessary to understand how their words, actions, and behaviors affect other people. They are frequently shocked to learn that they are offending people or making the workplace more challenging. Make sure to illustrate the behavior using precise, factual examples. Continue by describing why the behavior is rude, harmful, unprofessional, or inconsistent with the organization’s principles.

• You must agree and coordinate on the employee’s future steps after having an open discussion and giving direct feedback. The following steps can involve having a weekly check-in meeting to see how they are progressing, making clear goals for their behavior moving ahead, or outlining what will happen if their behavior does not change.

• You contribute to the development of some immunity by separating the toxic individual from the rest of the team. To lessen the possibility of a team disruption, ensure that the matter is brought up with the entire department.

• According to studies, the individuals closest to the toxic employee will suffer the most because of their actions. Here are some strategies for doing that:

1. Put this person physically apart from the rest of the group. Rearranging workstations or assigning projects, for instance

2. Request that they work a few days per week from home.

3. Reduce the frequency of department or all-hands meetings in areas where they might be damaging.

• Get ready to make hard decisions. It’s important to keep in mind that some toxic employees won’t ever improve. They are simply poisonous. If your efforts to change their poisonous behavior have been ineffective, it may be time to let them go.

Written by Karishma Pattoo, Content Specialist at Proactive Talent Solutions

Companies are finding more ways to attract and retain talent. Since the pandemic, flexibility has remained at the forefront. One of the new working models adopted by many companies across the world is the four-day work week under an alternate shift pattern. The challenge here is to work with the same workload but fewer hours. Leaders need to embrace the uncertainty that comes with new changes.

What is a four-day work week?

There isn’t a one size fits all approach to the four-day work week. Employers have implemented it in two different ways:

1. Compressed work week

This implies that an employee is expected to work the usual 40 hours in a week but over four days, that is, 10 hours per day.

2. Shortened work week 

It represents a shorter working week with reduced hours. So, the employees work for only 32 hours in a four-day work week and continue working 8 hours a day while keeping the same salary. This model is called the 100:80:100 whereby employees receive 100% of their pay while working 80% of their time and giving 100% productivity.

What Are the Advantages of a 4-Day work week?

The advantages for employers and employees include:

• Work-life balance and flexibility lead to happier employees
• Higher productivity and efficiency
• Reduced absenteeism 
• Better employee engagement
• Higher employee satisfaction
• Better attract and retain top talents
• Reduce carbon footprint

What Are the Disadvantages of a Four-Day work week?

Every new changes in any organization have its challenges and disadvantages. The four-day work week can result in:

• Increase stress and burnout due to the compressed work week
• Increased pressure with deadlines
• Not suitable for all industries
• Higher costs for some employers (labour costs to support on the fifth day when needed and overtime costs of longer working)
• Disrupted customer service and satisfaction if they expect a five-day-per-week service

How to implement a four-day work week?

Implementing a four-day work week can be a challenge as it requires the right support, technology and workplace culture. Each company and industry has their own approach how to implement the four-day work week.

1. Set clear goals 

It is important to have clear goals for employees and management. What do you want to achieve? For example, to increase your organization’s efficiency, employee productivity employee engagement, retention rates etc.

Every area of a business is impacted by this new change – HR, legal, marketing, and each unit need to be involved in writing the policy that works most fairly for everyone to achieve maximum results. Ensure that every process put in place is documented and easily accessible.

Here are some points that need to be addressed:

1. Whether you want a compressed or shortened work week
2. Deciding with days or hours employees should take off
3. How to avoid the changes impacting negatively on customers and other stakeholders? 
4. Defines KPI’s
5. How to measure success? 
6. 2. Communication is key

Leaders need to communicate constantly with employees, customers and other stakeholders about the changes in the operating hours. Clarify what changes are happening and address any concerns each party may have.

Employees need to be reassured that they will not have any pay cut due to the reduced hours, nor lose out on any other benefits. Encourage ideas on how to improve productivity – doing more in less time.

Set an out-of-office auto-reply for customers, as a reminder. You will find some templates from www.desktime.com

Speak to external stakeholders to discuss expectations and any potential concerns. It will give you a better understanding of specific work demands, and what may or may not be feasible for them

3.  Rotate the days off

Create a plan for a 4-day working week on rotation, depending on business and employee needs. One way of doing this is part of the team is off on Mondays and the others are off on Fridays. At the end of the day, everyone will have a day off during the week while ensuring business continuity.

4. Offer flexibility

Allow employees to set their own schedules, based on their workload. Leaders need to monitor and adjust accordingly. The four-day work week is a huge shift, and It is important for leaders to provide support and empathy to ensure the success of the four-day week.

5. What other strategies you can adopt?

• Don’t schedule calls or communication on the days off
• Build a culture of trust, transparency and accountability
• Reduce and shorten meetings
• Build a business contingency and risk mitigation plan
• Measure outcomes, not hours
• Use automation where possible
• Prioritize tasks
• Have regular employee feedback 
• Defined output expectations

Keep track of the four-day work week results

Once implemented, you need to analyse the results to measure success and help identify and overcome ongoing challenges. We recommend assessing the results within a 3-6 months period.

Conduct group interviews which provide insight on employees’ experiences and surveys to identify the trends, what worked and what to improve. The metrics of success are:

1. Productivity – output based on deadlines and goals. It makes sense to focus on sales, the average time to close deals, conversion rates etc.
2. Stress level
3. Employee happiness and engagement
4. Overall employee satisfaction
5. Process and efficiency workflows

The other metrics to look at are the level of absenteeism, and sick leaves to identify whether employees feel less burnt out. It’s also important to understand how employees are optimizing their work: Are they working faster, doing overtime, reducing meetings, and taking fewer breaks? After all, you don’t want them to cut on their breaks or rush to work. 

Statistics showing the success of the 4-day work week

Written by Karishma Pattoo, Content Specialist at Proactive Talen