Change and Transformation in the EX Space
I had this picture taken in 2019 and not long after, the world had to deal with COVID, lockdowns, and quarantines. As a result, mindsets, healthcare, behaviours, technology, travel policies, and business methodologies changed. On a personal level, I had to rethink and re-assess all my intentions and even change my geo-location. It was a new season, so I had to adjust, shift, grow, reshape, and rethink things!
Muffin and Coffee
I decided to spend my morning working from a cafĂ© close to home. I chose not to calorie count and ordered a coffee and muffin đź¤My mind suddenly flashed back to a couple of years ago when I was handling some senior-level recruiting for one of my clients. One of the candidates looked good on paper, she had the right skills and was currently working for an organisation which I felt was recognised in its industry.I asked her why she wanted to leave the company and all she kept emphasising on was the fact that it was a toxic environment, and that she was not allowed to step out to grab a coffee and muffin. Interestingly, the coffee and muffin complaint came up about three times during the interview. She simply wanted a company that would accommodate her desire which really isn’t too much of an ask.A part of me was intrigued at the fact that this company was about to lose an excellent senior colleague simply because of a culture that didn’t allow for something as simple as a quick 10 minutes away from her desk. This could be perceived as toxicity because of the excessive clock watching and control, as opposed to an Employee-centric delivery-focused organisation that encouraged and thrived on individual autonomy, motivation, and actual work delivery.Hopefully more of these examples will come to light and make us understand the impact a positive Employee Experience can have on improving attrition and retention indices, among many other advantages.Have an awesome week!!!
Employee Experience and Artificial Intelligence
In 2022 I had the privilege of being part of a group of industry leaders selected by TechPros.io to speak about Employee Experience (EX) and how Artificial Intelligence (AI) can impact it. I did not post it on LinkedIn then, but the article is even more important today.With 3rd generation HR, we must be as proactive as possible to ensure that EX keeps improving and colleagues feel more positive towards their Organisations.Enjoy the short read and have a great week.
High Level EX Functions at H.2.2
Below are a few of the functions that we perform for our clientsÂ
Entry Market Analysis
A thought about choosing the right business market to operate in came to my mind. This is in relation to industry, business venture, profession, career or job role.
H.2.2 Outplacement Framework
At H.2.2, we create outplacement plans for our clients that
At H.2.2, we create outplacement plans for our clients that
ensure a seamless transition process for their employees. Our operative words throughout the process are Motivation, Focus and Progress because we know they are required to reach the end goals.
Leaving an organization could be daunting, but H.2.2 is here to guide outplacement service users via flexible coaching, technical tools job market tips and access to one-on-one and online sessions.
Initial Consultation and Review
The first stage of the process will be to speak with the candidate so we can get an understanding of existing skills and gaps and delve into career goals. We will do this in one-on-one meetings. The goal is to increase the future employability of team members and see if training is required in some areas.
An adapted roadmap is created for each person’s process, showing their skills and recommending training if required.
We also give required access to various training courses that we provide ourselves or point people towards providers for technical or vocational courses where certification is required.
CV Writing
We hold group and one-on-one CV writing sessions where we sit with candidates to showcase skills, expertise, and education. We also have appropriate industry buzzwords, so CVs stand out during the shortlisting process.
Cover Letters and Application Forms
Cover letters and application forms are important parts of a transition process. We train outplacement clients to write convincing job applications and just like in the CV writing sessions, we make their application stand out by highlighting skills, expertise, and education.
Job Boards Access and Search Planning
Candidates need to be confident enough to strategically search for jobs on portals and company websites by identifying the right opportunities and applying according to each role requirement. A list of job boards and a job search management sheet is allocated to make this stage organised for each client.
Additional training on job search strategies, networking, LinkedIn, and setting up job alerts and online profile control are also covered
Interview Training
As Recruitment experts, H.2.2 will prepare candidates for different job types. Important techniques for competency, hypothetical and behavioural interviews, confidence in speaking, and appropriate interview attire will be covered.
We also share interview questions as a guideline and then have a mock interview with detailed feedback and evaluation, which will improve interviewing skills.
Various qualitative and quantitative test links are available for candidates needing to write assessment tests as part of their recruitment process.
Onboarding Assistance
As part of our services, we will prepare our outplacement clients for their first day in their new roles, by giving simple guidelines on handling the work environment through basic workplace orientation.
Ongoing Support and Follow-Up
We provide ongoing support throughout the program. The outplacement clients are never left unassisted and can speak to a consultant when needed for 12 weeks
Evaluation
We conduct thorough service inspections at intervals to ensure that clients are satisfied and getting value. This will also help us improve our services.
Our Packages
Bronze: 4 hours of Professional outplacement services, including workshops and training. (This can be broken down into various sessions).
Silver: 7 hours of Professional outplacement services including workshops and training (broken into sessions).
Gold: 10 hours: of Professional outplacement services including workshops and training (broken into sessions).
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