In the latest edition of our Unlocking Success series, we look at what Hirers should avoid next year!

As we cycle at a rapid rate to the end of another year, its typical for all of us to review the work/career challenges we have had and as a hiring manager one of the critical areas that raises its head is often our hiring mistakes.

Data suggests the cost of a bad hire is at least 30 percent of the employee's first-year earnings and Jörgen Sundberg the well-known recruitment expert indicates that this figure is much higher.

A recent post in HRzone suggests this figure is closer to four times annual salary when you estimate opportunity cost. It's no wonder that the recruitment sector is growing as companies realise how costly poor recruiting can be.

As getting recruiting right is so critical, what do we need to stop doing first? In this post, we want to start the conversation.

Let's explore a couple of things first.

Poor interviewing ability is a common culprit, and we have covered that in another post here when it comes to hiring mistakes.

As you might expect, we have heard several hiring hell stories over the years!

Though some are random and ones where even the best interviewer or process wasn't at fault, others have a similar theme that we have shared below.

In our experience, in addition to poor interview skills, the following 5 areas are the significant issues when it comes to making a poor hire.

1. Desperate Recruiting

John has resigned, and you are left with a business-critical position to fill. Your department is cracking at the seams, and that OK person on Reed looks as though they 'could' fit in. STOP: Don't do it. It's a classic mistake that many people still make.
True we are all under pressure it seems today to get the job done in less time. This recruiting strategy is a disaster waiting to happen.

Though you now have someone in place are they right for the role? What about culture fit? Do they have the necessary skills? Which leads me to the next part.

2. A Poor Job Description

If you don't know precisely whom you are looking for you will never find them. It's common here at Malikshaw to start working with organisations who have created a woolly job description.

They have a vague list of the skills they need though very little else. Job descriptions communicated well will make all the difference between exceptional and terrible hires. If you want to find out more about how to create a good job description, read our post here.

3. Expecting Them to Turn into Superman or Superwoman

Though many business leaders are multitalented and can turn their hand to anything, not everyone has this ability. If shy Jade has been employed to handle back-office tasks, it's a big ask to get her on the phone to make a few commercial calls or handle customer complaints.

Likewise, if Rob is your hot shot, IT person, asking him also to co-ordinate the project management team will likely cause havoc, if it happens at all.

This leads back to recruiting the right person according to the job description we mentioned earlier.

4. Poor Culture Fit

Company culture and its development according to Deloitte will be pivotal to organisational growth in the next 10 years.

Let's be honest about it, all of us have either personally worked for an organisation where we were not happy or have a friend or family member who counts the days till Friday and dreads Monday morning.

One of the key reasons this happens is the organisational culture, they or we work in. This post is not about what a good culture is or isn't; it is about being able to identify who the type of person is that excels in your organisation.

If you have a work hard play hard culture where everyone stays late and then adjourns to the pub, this won't fit some people.

For instance, let's look at James a potential new hire.

He has a few skills that you are looking, though he is also not especially ambitious. What is important to him is getting home early so he can get to his woodworking class; he doesn't' 'do' pubs either.

Surrounded by people who are his exact opposite, do you think he is likely to stay? Probably not. Nathan isn't a 'bad' person, far from it. Though he wouldn't be a great hire for your organisation.

5. Not Using an Experienced Recruitment Organisation

Many organisations either have an internal recruiting team, which can work if they aren't overstretched, or they 'go it alone'. This usually is where the errors occur.

A recruitment company, like ourselves at Malikshaw, will have a specific process honed out; for instance, ours has multiple steps.

Why so much detail?

Effective recruitment is both about the process and the people; especially if you want to avoid mistakes 1-4; for example, let's talk about job descriptions.

We have recruited many people; we know what an effective job description looks like. Not all recruitment agencies do, especially those with less experience in the public sector.

Culture fit, superwoman/man syndrome are all challenges for hiring managers and usually are where the ball gets dropped.

Finally

If you are looking for your next role or to employ new talent into your organisation, we can help.

For more information on how we can help you become or recruit the high-performing individuals you need, get in touch with us on 0870 042 1430 or email us here.

Marta Ortigas is a Director at Malikshaw Interim & Executive, a leading interim management and executive search firm exclusively focused on helping organisations achieve transformational change through delivering high performance, diverse, impactful talent teams.

Transforming our client's performance through exceptional talent.

+44 7715 905810
marta.ortigas@malikshaw.com
www.malikshaw.com

In the latest edition of our Unlocking Success series, we look at some great interview questions you should consider asking, or be prepared to answer...

Identifying the right job candidate in an interview takes preparation. Ideally, you want to ask each candidate the same set of questions so you can compare answers. And you already know you should stick to questions that relate to the knowledge, skills, and abilities needed to do the job. But you also want to be able to identify the candidate's skill set and experience, as well as intangibles like communication skills.

Below are four common types of interview questions to ask a candidate that will help you get the information you need to make your hiring decision.

Discussion Interview Questions

Open-ended interview questions designed to encourage the job seeker to discuss their attitude or opinion fall into this category. “Tell me about yourself” is one of the most-used versions of this kind of question. However, in many ways, this question can be almost too open-ended. Without clear direction from the interviewer, you can end up hearing about topics that do not relate to job performance. Two discussion interview questions that can get you more information include:

What drew you to this position/working for our organisation? This question will reveal if a candidate has done their homework on your organisation. They know what kind of business you engage in and are sincerely interested. The answer can also reveal if there is a organisation value that the candidate is responding to – service, innovation, entrepreneurship. Job satisfaction surveys show that employees rate connection to a organisation’s mission above compensation.

What skills and strengths can you bring to this position? As a follow-up, this question can help you find out if the interviewee has considered how their skill set will match your business needs. Applicants should be able to think critically about how their abilities will benefit the organisation. This question can also surface any fundamental misunderstandings that may have occurred around the job description or highlight which part of the job description is most appealing to the candidate.

Informational Interview Questions

Simple, fact-based interview questions are an excellent way to get basic information about your candidate. Ideally, these require more than a yes/no answer. Balance your open-ended discussion questions above with questions that can help you confirm that the essential skills you saw on the candidate’s resume are present. These can set the stage for more complex questions too. Some examples include:

Are you comfortable working remotely?
Do you have social media experience?
Which version of QuickBooks have you used most recently?
Is there a project management system you like best?

Behavioural Interview Questions

A behavioural question asks the candidate to relate their past job experience to specific situations they are likely to encounter in the new position. Because these are hypothetical, there should not be an emphasis on a right or wrong answer to these questions. You are trying to get a sense of the interviewee’s less tangible skills like problem solving and communication. Here are a couple of specific examples of this type of interview question to ask:

Can you describe how you handle tight deadlines? How do you handle a missed deadline? Ask this interview question of a potential employee, and you will get their opinion as to how they deal with stress. This question also highlights communication and conflict resolution skills. For instance, no one wants to inform a supervisor or client about a missed deadline, but it happens. How would your candidate handle that situation?

Tell us about a time you went above and beyond for a work project. This question can elicit very positive reactions from the employee. It is useful to see what they might be proud of and how they describe overcoming challenges. This question is also a good one to use when checking employee references.

Non-Traditional Interview Questions

Employers have used these types of interview questions to see if the applicant can “think outside the box”. We have all heard versions of these like “How many golf balls would fit in a Boeing 747?” Rather than ask something quite that odd, a couple of non-traditional questions that could prove useful are:

What is the most interesting project you have worked on? This question can help you determine if the applicant would enjoy the work available at your organisation. For instance, do the types of tasks they find fulfilling align with the job description for your position? You want to find an employee who will stay and grow with the organisation’s needs.

If you could have anyone in our industry as a mentor, who would you choose and why? The answer can tell you if the candidate has a long-term commitment to and learning mindset about their work. Is there a QuickBooks blog that they follow? A sales and human behavior author that is interesting to them? Used in place of the expected “Where do you see yourself in five years,” this question can reveal what the candidate is genuinely interested in and wants to learn more about.

As a result of using these four types of interview questions, you will narrow the field to the candidate who is the right hire for your position. Need a refresher on what interview questions to avoid? Please reach out and we will be delighted to share these with you.

Finally

If you are looking to employ new talent into your Public Sector organisation, these are the questions you should think about asking.

For more information on how we can help you recruit the high-performing individuals you need, get in touch with us on 0870 042 1430 or email us here.

Marta Ortigas is a Director at Malikshaw Interim & Executive, a leading interim management and executive search firm exclusively focused on helping organisations achieve transformational change through delivering high performance, diverse, impactful talent teams.

Transforming our client’s performance through exceptional talent.

+44 7715 905810
marta.ortigas@malikshaw.com
www.malikshaw.com

In the latest edition of our Unlocking Success series, we look at how you can ratchet up your chances of success in a virtual interview…

Even before COVID-19 made virtual interviews necessary, many companies were using them for initial candidate interviews. A virtual interview is an interview that takes place remotely rather than meeting face-to-face. Sometimes potential employers will use a phone call, but often technology like video conferencing is used. What steps can you take in advance to help you ace your virtual interview?

Set the Scene

A video interview is an opportunity to have a conversation with a potential employer in an environment where you feel comfortable. But you are responsible for setting the scene on your end to minimize distraction and keep the focus on you and your skills.

Start with yourself- wear what you would wear if you were traveling to their office for an interview. Doing so not only makes you appear professional and excited about the opportunity, but it will also make you feel more prepared and confident. If you are unsure about what to choose, business casual is always an appropriate choice.

Next, choose a space in your home that will provide a simple background to your video call, so you remain the focal point. A home office, a corner of your living room, anywhere not messy and business-like works. Check your lighting on the call too. Sitting with a window in front of you is the best way to make sure your interviewer can see you clearly.

Lastly, turn off the TV, silence your cell phone, and close the window to muffle any honking horns or blaring sirens. If you live in a shared household, let people know you have an interview. Do what you can to eliminate potential distractions and interruptions so you can concentrate on your interview.

Testing, Testing 1-2-3

As soon as you agree to a virtual interview, test your technology to ensure you’re set up for success.

A virtual interview requires tools like a camera and microphone on your computer, a software program (such as Google Hangouts or Zoom), and a reliable internet connection. At least a day before your virtual interview, check all your technology to make sure it works. Download any necessary software and make sure your internet connection can stream video. You can even practice calling a friend to make sure the video and microphone are working well. About 10 or 15 minutes before your interview, sign into the video or phone meeting and double-check your video and microphone.

Research and Prepare

You will want to avoid shuffling papers or clicking around on the internet during the call. Eye contact and focus on the interviewer’s questions are especially important in a virtual interview. Print out a copy of your resume with key points highlighted and place a few answers to commonly asked questions on post-it notes by your camera. Research the company online before the interview so you can come up with questions of your own too.

Unless the hiring manager shares interview questions in advance, you won’t know precisely what they will be asking. There are some common interview questions you can prepare for in advance. LinkedIn has an excellent interview prep resource here. They have a list of commonly asked questions on the left, and you can see video answers to the questions. You can even practice video interviewing and get AI-powered feedback on your answers. You can find out if you are speaking too quickly or using a lot of filler words.

Follow Up

After your interview, follow-up just as you would for an in-person meeting. It’s a good practice to send a thank-you e-mail within 24 hours, thank the interviewer for their time, and let them know you’re available if they have any additional questions. You can also reach out to the HR representative or hiring manager to get a list of your interviewer’s emails to thank them as well. Follow the above tactics, and you are going to ace that virtual interview.

Finally

If you are looking for your next role or to employ new talent into your Public Sector organisation, we can help.

For more information on how we can help you become or recruit the high-performing individuals you need, get in touch with us on 0870 042 1430 or email us here.

Marta Ortigas is a Director at Malikshaw Interim & Executive, a leading interim management and executive search firm exclusively focused on helping organisations achieve transformational change through delivering high performance, diverse, impactful talent teams.

Transforming our client’s performance through exceptional talent.

+44 7715 905810
marta.ortigas@malikshaw.com
www.malikshaw.com

In the latest edition of our Unlocking Success series, we ask .. Are you considering a more diverse, inclusive recruitment strategy?

In the CIPD Resourcing and Talent Management Survey for 2020, two in five organisations have recruited a more diverse workforce over the last 12 months, compared with the previous year, however, their findings also suggest that most could improve the inclusivity of their recruitment processes through a more comprehensive approach that includes measures to eliminate bias.

These findings are mirrored by McKinsey & Company, in their third report on a case for Diversity; Diversity wins: How inclusion matters. The report states that they have seen 'a stronger business case for diversity, but slow progress overall'. Since 2014 the data has seen uplifts from 15-20% on executive team female representation in the US and UK, yet globally, just a one percentage point from 2017 to 2019, with over one third of the organisations having no women at all on their executive teams.

Even in those organisations who have adopted and achieved a more diverse board, leadership, or workforce, employee and leadership sentiment provided new insights into how inclusion matters.

The McKinsey data suggests that 'Organisations with more than 30 percent women executives were more likely to outperform organisations where this percentage ranged from 10 to 30' and in the case of ethnic and cultural diversity, their business-case findings are equally compelling, 'the likelihood of outperformance continues to be higher for diversity in ethnicity than for gender.'

As with all business strategies much of the challenge comes down to classical change management. Whilst having targets to achieve improved diversity are a start, without inclusion the numbers can quickly collapse and all the good work to attract a more diverse talent pool and workforce can be lost.

If you are looking to improve your diversity through recruitment, help reduce unconscious bias and have a more inclusive workforce, I might have something that will help, please do get in touch.

Marta Ortigas is a Director at Malikshaw Interim & Executive, a leading interim management and executive search firm exclusively focused on helping organisations achieve transformational change through delivering high performance, diverse, impactful talent teams.

Transforming Our Clients Performance through exceptional talent.

+44 7715 905810
Marta.ortigas@malikshaw.com
www.malikshaw.com

In the latest edition of our Unlocking Success series, we look at how AI is impacting the experiences candidates have in the recruiting process.

When you apply for a job, odds are an AI program will examine your cv before it reaches an actual person. From the point of view of a business or HR professional, it's easy to see the appeal of AI recruiting – it can parse through cv's at an inhuman rate and reduces human error stemming from assumptions, mental fatigue, and certain types of bias. However, the candidate experience with AI recruiting is much different.

When a candidate creates a CV these days, they need to consider the AI software acting as a gatekeeper between them and the recruiter. AI recruiting software is designed to exclude unqualified candidates; however, qualified candidates can fall through the cracks if their cv's don't have the right keywords or skills listed for the AI program to read.

How should candidates approach the evolving job-hunting experience as AI continues to shape a portion of the recruiting world?

A Word About Bias and AI Recruiting

Bias, in all its forms, is impossible to eliminate entirely. We tend to like people similar to ourselves (affinity bias), so hiring decisions sometimes come down to choosing the candidate who feels the most familiar or similar. Other types of bias include affect heuristics (rushing to conclusions for the sake of saving time), confirmations bias (a subconscious disposition to seek evidence confirming our initial impression), and negative emphasis bias (judging a person based on irrelevant qualities like height, hairstyle, and weight, or personal tendencies).

Many types of unconscious biases can hinder the hiring process, but limiting their effect is possible. Training recruiters to recognize bias, using a "blind cv" system, and avoiding unstructured interview questions are just a few useful strategies. Another strategy is AI recruiting.

However, AI recuring is not infallible. The software will only be as good as the people designing it. Amazon, for example, scrapped a machine learning and AI recruitment program after finding out it favoured male candidates over female candidates. Other organisations find similar issues when using their historical data as a baseline for their current AI hiring program. If an organisation has not historically hired a diverse workforce, the program will learn to perpetuate the status quo, actively working against creating diversity within the organisation.

With so much research supporting the benefits of DE&I, organisations are actively working to eliminate hiring bias, whether human or AI. The ongoing solution involves constant refinement of AI algorithms and continued trust in professional recruiters and HR teams. AI software is best used as a tool to help recruiters rather than a program to dominate their work. The same can be said for the candidate – when you know how the software works, candidates can also benefit from AI recruiting.

Tips for Candidates

For candidates, the most important step is to create a cv that speaks true to your experience and skills. AI recruiting software is designed to do the same thing that a human recruiter would do, so be sure to use key terms relevant to the position, list relevant experience, use accurate dates, and focus on specific skills that highlight an area of expertise.
Regarding AI recruiting software specifically, the tips below should help candidates craft a cv that is most likely to find its way into the hands of a recruiter:

• Read through the job description for ideas on the keywords and skills the AI software is most likely to look for.
• Be descriptive – AI recruiting software uses natural language to learn over time and will be able to spot slang, typos, and excessive adjectives. It will also recognise institutions you list on your cv, so be sure to include the full names of organisations where you've worked.
• If you're trying to change careers, AI recruiting software will most likely prevent your cv from reaching a recruiter because of a perceived lack of qualification. Focus your cv instead on skills and projects, and consider old-fashioned networking to get your foot in the door.

AI Recruiting Isn't Perfect, But It Can Help Find Your Next Job

On its own, AI recruiting software isn't perfect. Using the right keywords, a candidate could trick the algorithm into thinking they have the necessary qualifications and experience to fit the job even if they're unqualified. It's up to human recruiters and HR professionals to ensure that the best candidates are the ones who get the job.

However, understanding the purpose behind AI recruiting software can benefit candidates just as much as recruiters. To get more tips on crafting a winning cv or to learn more about how AI recruiting can help you find your next job, please contact us

Finally

Malikshaw Interim & Executive recognises diversity, equity, and inclusion as one of its core values at every level of our organisation. From our internal and external recruiting process to our partnerships with clients, we make sure that our candidates, clients, leaders, and employees share these same values. To learn more about these values, please reach out to us and we can share our values and the processes we ourselves adopt.

For more information on how we can help you craft a great CV or recruit the high-performing individuals you need, get in touch with us on 0870 042 1430 or email us here.

Marta Ortigas is a Director at Malikshaw Interim & Executive, a leading interim management and executive search firm exclusively focused on helping organisations achieve transformational change through delivering high performance, diverse, impactful talent teams.

Transforming our client's performance through exceptional talent...

+44 7715 905810
marta.ortigas@malikshaw.com
www.malikshaw.com

 In the latest edition of our Unlocking Success series, we look at how you can develop a super strong talent pipeline.

In our post-Covid world, having a strong talent pipeline is more crucial than ever.

And the skills shortage that was present in almost every industry pre-Covid is still threatening organisational growth.

When you're recruiting, it's not about the number of people you can attract to your Public Sector organisation; it's about the quality of these candidates.

Even with the perceived increase of candidates in the post-Covid job market, there are still skills shortages across most industries. In the U.K., the Prime Minister addressed how the pandemic has highlighted skills shortages in many sectors, emphasising an urgent need for a focus on improving skills to protect the economy.

Depending on the Public Sector role you are trying to fill, recruitment can be a lengthy and involved process.

One of the most effective ways to ensure you can quickly fill the critical gaps in your team is to have people ready to step into your organisation at the earliest available opportunity; in other words your talent pipeline.

This blog explains the whys and hows of building a robust Public Sector talent pipeline.

Strong Talent Pipeline in The Public Sector and How They Benefit You

Despite the pandemic, skills gaps are widening across all sectors; in fact, the pandemic has brought to light just how crucial the skills gaps are in many industries.

A 2020 LinkedIn Workplace Learning report found that globally, 51% of companies plan to implement an upskilling programme, with 47% focusing on re-skilling, highlighting the need for increased talent in a post-Covid world.

In developing a strong talent pipeline, the aim is to avoid the scenario where you have critical skills gaps, and no-one lined up to fill them.

Many organisations think of recruiting only when they actively have a vacant position. A talent pipeline is a way of thinking about your team, and recruitment, in a more holistic way. You will always have an active, engaged audience and the idea of working for your company is something that is always on their radar.

Let's look at some of the main positives of building your talent pipeline now.

1. Expand Your Pool of Potential Candidates

Imagine having a vacancy in your team and already having a pool of potential candidates in mind to step into the role. This is precisely where a talent pipeline proves invaluable. It alleviates the anxiety of facing a critical job vacancy by offering a selection of potential Public Sector candidates with whom you can initiate discussions.

Your talent pipeline reaches out to the 70% of candidates who are not actively seeking new employment—often referred to as the 'passive candidates' market. Organizations lacking a talent pipeline miss out on tapping into this significant segment of the workforce.

You can start nurturing candidates into your talent pipeline at various points in their career journey, from recent graduates to executive-level professionals. With a reliable talent pipeline, you no longer need to commence the recruitment process from scratch when a position opens up.

The great news is that here at Malikshaw Interim & Executive, we include this service as part of our comprehensive package. If you're interested in learning more, please feel free to reach out to us at 0870 042 1430

2. Reduce the Time to Hire

I'm sure you'll agree that in our post-Covid world, the thought of having critical vacancies in your team is an unpleasant one.

This year, teams have been stretched to breaking point, with many taking on extra roles, having to adapt to working from home and generally being busier than ever before.

To keep your entire team working cohesively, you need to know that any critical vacancies will be quickly filled, instead of being left unfilled, damaging team output and reducing morale.

3. Increase Offer: Acceptance Ratio's

One of the most frustrating things that can happen in the recruitment process is when you think you've found the ideal Public Sector candidates, but then they turn down your job offer.

The more people you have in your talent pipeline, the more they will get to know your organisation, and this relationship is what pushes great candidates over the line to say yes to your job offer.

As you can see, there are many benefits to creating a talent pipeline to make your recruiting process much easier.

Next, let's look at how to build and develop your talent pipeline.

How to Build Your Public Sector Talent Pipeline

Creating a talent pipeline means proactively forming long-lasting relationships with candidates who would be the right 'fit' with your organisation – both in their skill set and their culture and values.

So, how do you do this?

1. Defining What Your Organisation Needs

The following are questions to ask when thinking about what you want from your talent pipeline

• Who are your key employees and in what roles?
• What skills are most critical to your organisation?
• Where do you want to take your business in the next 3-5 years?
• What type of people will you need in your business for it to grow?

Drawing on your experiences with Covid can help here too. When your business was in 'critical survival mode' like many were during the height of the pandemic, did this highlight any areas where you were missing in vital skills?

2. Attracting the 'Right' Talent

Attracting the right candidates to your organisation is the critical part of building your talent pipeline.

Building a talent pipeline focuses on attracting both passive and active candidates, rather than a recruitment process which focuses solely on filling a current vacancy.

Having an excellent employer brand will be essential in attracting the type of talent you want. Any prospective talent that comes into contact with you will be forming an opinion as to whether they would like to join your company, whether they're an active or a passive candidate.

The following are the most direct ways to build your Public Sector talent pipeline:

• Networking events – getting your name out in your industry is crucial in building a following.
• Working with a public sector recruitment specialist.
• Your social media channels – are you regularly posting engaging content for your Public Sector candidates?
• Existing contacts and referrals – do you have a robust referral scheme in place? How often do you review and reconnect with former colleagues or managers?
• Graduate campaigns – getting to know the new generation of talent coming through the ranks is an excellent way to build your talent pipeline.

3. Reviewing Your Application Process

A poor recruitment process is enough to put even the most interested candidates off.

Making your recruitment as seamless, engaging and professional as possible will leave even candidates who are not successful in applying for your roles, want to do so again in future.

Make sure your recruitment process is mobile-friendly; 58% of active job seekers use their smart device to search for jobs. But with many sites still not being mobile-friendly, mobile seekers complete 53% fewer applications and take 80% longer to complete each application than applicants using desktops.

A mobile-friendly application process increases the number of applicants to each role by 11.6%.

Write easy to read job descriptions with clear information; stay away from jargon.

Make sure you have the recruitment process planned out step by step so that applicants can be informed of the exact date by when they will be progressed to the next stage or not.

Important: Always stay in touch with candidates via email or phone throughout the entire recruitment process.

Start Building Your Public Sector Talent Pipeline

With a network of engaged potential candidates ready to join your business, you'll ensure that you always have potential on-hand to fill essential roles.

So, now you have the premise of building your talent pipeline, it's time to get started.

Remember that you don't have to go it alone – working with a dedicated Public Sector recruiter is a great way to work on building your talent pipeline.

For more information on how we can help you build your talent pipeline, get in touch with us on 0870 042 1430 or email us here recruitment@malikshaw.com.

Marta Ortigas is a Director at Malikshaw Interim & Executive, a leading interim management and executive search firm exclusively focused on helping organisations achieve transformational change through delivering high performance, diverse, impactful talent teams.

Transforming our client's performance through exceptional talent.

+44 7715 905810
marta.ortigas@malikshaw.com
www.malikshaw.com

In the latest edition of our Unlocking Success series, we look at how you can get the best out of managing teams remotely...

In today's working world, being in a hybrid or remote working environment has become more normal than before the pandemic that rocked the world. Studies and statistics have shown that some remote workers may be more productive than those who work at the office, but the jury is definitely out here. The elimination of certain aspects has allowed employees to potentially show good productivity when working at home in their respective remote teams. What about the managers, though?

Managers have had arguably the toughest time adjusting to the work from home lifestyle, as their managerial style has truly been put to the test. With no more in-person interactions and the hands-on approach being completely eliminated, it has shown to be a true trial and tribulation era for managers. How can managers continue to effectively manage their remote teams if their organisation decides to keep their remote working policies? In this article, we will look at some of the best tips on managing remote teams and offer some insight on how to better manage your remote working teams.

What’s the biggest challenge being a manager of a remote employee or team?

One of the challenges that managers face with having a remote workforce is not knowing what their employees are doing during down time or when they aren't scheduled to be online. This means that managers need to learn how to use new tools and platforms that are out there such as video conferencing, Google Docs, Zoom and collaboration solutions like Slack and Microsoft Teams to get an idea of whether or not their staff are busy and available for meetings. If managers want to be successful at remote management, they need to adapt quickly to change.

There are also several issues that managers face regularly with their remote staff. A lack of clear expectations, lack of communication, and a lack of trust constantly hinder the relationship between manager and employee. Other difficulties that can come up can be working in different time zones and having a weaker personal connection between managers and employees.

Now, we'll get into our best tips on managing remote teams.

Tip: Establish Expectations Early

One of the most important things a manager could do with their team of remote employees is establish a set of shared expectations with all those involved. In these expectations, the manager should establish things like virtual working hours, scheduling of projects, and establishing deadlines for projects. Let them know upfront about how you're planning to manage them from a distance. Don't wait until an issue arises to talk with them about how they operate while remotely so that it doesn't become a negative experience.

Make sure that your expectations are realistic. Unrealistic expectations can end up being detrimental to both you, the manager, and the employees.

Bonus Tip: Communication is Key

As mentioned earlier, one of the greatest challenges many managers face working remotely is communicating effectively without meeting. This means that every message sent needs to have relevance and importance attached, and that messages are always clear enough to understand. Managers that send vague messages tend to create confusion and misunderstandings among their employees which leads to wasted efforts and less productivity. Always make sure you communicate clearly, concisely and accurately in each and every email, text message, and phone call.

Tip: Prioritise Individual Check-Ins

One-on-one facetime with your team members can be critical when it comes to building success. While your employees may not require supervision around the clock, it is important for them to know that you can be a resource for them if they need one-on-one help, feedback, or guidance. Setting up a short meeting with your employees once or twice a week can help with project management and maintaining team efficiency. It can also help boost morale and eliminate daily meetings with the whole group, which can end up being a waste of valuable time and resources.

Setting up repeating weekly meetings is important for remote teams. Repetition helps with the process of building a schedule and maintaining performance. Weekly team meetings also do lead to success, but some organisations with larger teams have resorted to scheduling a meeting every two weeks. Have fun with your team by setting up breakout sessions with a theme in your virtual meetings so that team members have something interesting to chat about or collaborate on! This also helps managers create a healthy organisational culture.

Bonus Tip: Establish strong communication channels

Creating times to check in are important for your team and it is also important to set up specific communication channels for both work and non-work-related items. Employees that are able to chat with other employees about topics like sports, entertainment, and books can lead to better morale and team-bonding.

Tip: Have Patience with your Employees

Having empathy and patience can be extremely beneficial in managing remote teams. It can help drive work performance and efficiency. Being the manager of a remote team can be difficult, especially when working with people that may be from different backgrounds, and cultures. Remember, you are a human too. Take time when needed and practice self-care properly. You have to be able to be the best version of yourself in order to be the best possible manager for your remote team of workers.

The truth is that there will indeed be growing pains as a manager. Finding the right way to deal with those is important but have patience. One of the best things you can do as a manager of a remote team is offer patience, compassion, and empathy in your communications and actions with your team. This will help you be a better remote manager, but also an overall more effective manager.

Finally

If you're a manager of a remote team looking to add another member to your team, Malikshaw Interim & Executive can help you find the perfect match! When you partner with us, you can rest assured that regardless of your needs or staffing numbers we are able to seamlessly support your team. We can find you the perfect candidate for your remote team!

For more information on how we can help you recruit the high-performing individuals you need, get in touch with us on 0870 042 1430 or email us here.

Marta Ortigas is a Director at Malikshaw Interim & Executive, a leading interim management and executive search firm exclusively focused on helping organisations achieve transformational change through delivering high performance, diverse, impactful talent teams.

Transforming our client's performance through exceptional talent...

+44 7715 905810
marta.ortigas@malikshaw.com
www.malikshaw.com

In the latest edition of our Unlocking Success series, we look at what makes the best employees or interims stand out from their peers...

As a Public Sector professional, it is crucial to select individuals for your team who will excel and contribute to the achievement of your objectives.

The importance of making the 'right' hire cannot be overstated, as bringing on board someone who doesn't precisely match your needs can have detrimental effects on your team and, ultimately, hinder your success.

According to estimates from the Recruitment and Employee Confederation (REC), the cost of making an incorrect hire at the management level (with a salary of approximately £42,000) can soar as high as £132,000 – yes, you read that correctly.

No organisation wishes to spend more time, resources, or money than necessary on their recruitment process. Ideally, you would consistently make the correct hire on the first attempt, but unfortunately, life is not always that straightforward.

However, as a leader in the Public Sector, there are strategies you can employ to mitigate hiring challenges within your organisation. High on the priority list is exclusively selecting individuals with specific high-performance skills.

Keeping an eye out for essential characteristics can significantly contribute to accomplishing your objectives, and we've pinpointed 5 traits that can have a substantial impact. By hiring individuals possessing these attributes, you can attract the success you desire for your organisation.

Strong Communication Skills

Effective communication stands as the paramount trait in all exceptional Public Sector employees. While possessing excellent skills is one aspect, the inability to communicate effectively with one's team can halt progress entirely.

In any organisation, regardless of its size, the way employees engage with one another is the linchpin of a successful team, a significance amplified in our contemporary physically distant world. With the surge in remote work, the need for outstanding communication skills has never been more vital. Sending an unclear email or miscommunicating a message over the phone can trigger a cascade of issues for the entire team.

The most prosperous teams are comprised of adept communicators. Therefore, consider this attribute just as indispensable as Public Sector skills when scrutinising candidates during your recruitment process.

Independence and Autonomy

Within a dynamic Public Sector organisation, it is imperative to assemble a team capable of operating independently well beyond the initial onboarding phase. Your workforce must possess the proficiency to effectively manage their time, strike a harmonious workload balance, and consistently meet critical deadlines.

Furthermore, research underscores the profound impact of autonomy on various facets of organisational performance. Autonomy is not merely a desirable trait but a compelling contributor to heightened engagement, enhanced productivity, and amplified job satisfaction. Studies, such as those featured in the Harvard Business Review, have affirmed the positive correlation between autonomy and job satisfaction ("Does Autonomy Increase Job Satisfaction?" HBR, 2018).

When you actively recruit and foster autonomy within your team, the dividends are not one-sided. It benefits both you as a leader and your employees. During the recruitment process, identifying candidates with a strong inclination toward autonomy can be achieved by probing their comfort level with independent work and assessing their experiences in self-directed roles, especially in remote or home-based settings. Pay attention to how confidently they express their self-driven approach, as this can be a powerful indicator of their potential success in your organisation.

An Optimistic Outlook

Cultivating a positive mindset holds utmost importance within Public Sector organisations, yet regrettably, it's not a trait easily imparted through instruction.

Some individuals naturally approach challenges with a 'can-do' attitude, perpetually uncovering silver linings in situations, and consistently serving as sources of encouragement – precisely the kind of people your Public Sector organisation thrives upon.

Conversely, individuals harbouring a pessimistic mindset encounter greater difficulty in flourishing and progressing, often struggling to see beyond obstacles. Their negativity can, unfortunately, permeate and demoralise other team members.

Moreover, individuals with a positive mindset possess a remarkable capacity to navigate and adapt to change seamlessly – a crucial attribute for the evolving landscape of Public Sector organisations.

A Team Player

Like possessing a positive mindset, being a collaborative team member emerges as a vital attribute for Public Sector professionals in our post-Covid era.

When assessing potential employees, prioritise those who boast ample experience in diverse team settings. Collaborating with a spectrum of individuals with distinct personalities is an effective way to cultivate the skills requisite for exceptional teamwork.

Team players make meaningful contributions by actively listening to their colleagues, offering fresh perspectives, and fortifying bonds and trust within the team. They prove indispensable, particularly when confronted with challenging situations (Smith, J., "The Changing Dynamics of Teamwork in the Post-Covid World," Public Sector Today, 2022).

Adaptability

Lastly, considering the profound transformations our world has experienced due to the pandemic, adaptability has become paramount.

Never has the ability to operate beyond our comfort zones been so vital. It is now imperative for all Public Sector employers to ensure that their teams can readily adjust to the ever-evolving demands of a post-pandemic world.

Some individuals excel at navigating change, while others may find it more challenging, and some may resist it altogether. How have employees responded to the recent shifts in our world? Have they embraced new ways of working and living with enthusiasm?

Adaptability is closely linked to a growth mindset, where employees consistently seek opportunities for development and personal growth. This approach represents the sole pathway to sustained future success.

Finally

If you are looking to employ new talent into your Public Sector organisation, these are the skills that you should be on the lookout for.

If you need help finding great Public Sector talent for your organisation, we can help.

For more information on how we can help you recruit the high-performing individuals you need, get in touch with us on 0870 042 1430 or email us here.

Marta Ortigas is a Director at Malikshaw Interim & Executive, a leading interim management and executive search firm exclusively focused on helping organisations achieve transformational change through delivering high performance, diverse, impactful talent teams.

Transforming our client’s performance through exceptional talent…

+44 7715 905810

marta.ortigas@malikshaw.com

www.malikshaw.com

My Biography

Senior Delivery Manager with over 15 years of experience delivering complex systems in both and Agile and Waterfall setting. I oversee the full SDLC delivery from inception through to cutover and Go Live. 

I thrive on creating high performing team and building the team culture, this will help to deliver business value to my clients. I enjoy developing soft skills and pushing empowerment to help drive team members to reach for the stars!

My Areas of Expertise

Software Delivery 
Agile Scrum/Kanban/SAFE 
Building high performing teams

My Languages

English
Gujarati

My Interests

My family
Football
Travelling around the world

My Biography

I am a Recent graduate from De Montfort University with a 2:1 degree in Business and Management utilising my knowledge and skills to begin a career in recruitment. I pride myself in being a Driven individual who can effectively communicate with a wide range of people. This has given me experience with building relations with people, something I enjoy experiencing on a regular basis. I spend much of my free time playing football and challenging myself to learn new Sports. 

My Areas of Expertise

Data
Contemporary Business Issues
Creative Management & Marketing

My Languages

English

My Interests

Football
Fitness
Formula 1