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DO ONE THING AND DO IT BETTER THAN ANYONE ELSE: 4 QUESTIONS TO ASK YOURSELF

It’s easy to compare ourselves to athletes, celebrities, authors — even experts in our respective fields.

Because they’re at the top of their game, it seems natural to assume those who accomplish great things were born to be extraordinary. That achieving greatness was somehow pre-destined for them.

Yet, we’re all unique and we’re all wired with our own little bit of genius, which can empower us to become influencers in our chosen paths or fields.

Influence is both a natural and learned quality that’s developed over time. Do you have what it takes to routinely ask clients what’s important to them and to serve that need, to constantly strive for greatness?

Do your thing and do it better than anyone else.

You no doubt possess talents others do not. Most likely your collection of friends, influencers, colleagues and clients could write testimonials
praising your unique know-how and expertise.

So, what do you want to be known for? Do you want to be known as a broad-skilled generalist or as a subject-matter expert?

Answer these four questions to jumpstart your journey to better understand yourself and your influence on others.

1. What inspired you to do what you do and help people and organizations become the best they can be?

2. What do you do better than anyone else you know?

3. What general tips can you share with like-minded professionals who want to showcase their business acumen and know-how?

4. How can people connect with you?

When you describe what you do better than anyone else, you use a focused strategy.

And, when you can focus and describe to clients with confidence what you do best, more and more doors open, and you become in-demand within your industry.

Guest Post: TTI SI

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How to enhance your recruitment process

Hiring new employees for your organisation can be an exciting process but it can also lead to lots of frustration for the hiring team and the candidates. 
 
 
At The Human Element, we believe that it is vitally important to have a well-thought out recruitment strategy that helps you plan better and engages candidates throughout the interview process.
 
 
What does it mean to have a well thought out recruitment strategy and an engaging process? There is no magic wand that works for everyone but knowing the best practices can definitely help you attract and hire the best talent for your organisation. We have a few tips on how to ensure that the process is efficient and effective in getting you the right talent, within a satisfying turn-around period.
 
 
Here are our best practices:
 
 
  • Know how the role contributes to the success of the organisation and what would be expected of the employee. We see too many employers not being clear on this. Many new employees do not fully understand their role and their contribution, which leads to a lack of engagement, and performance results that do meet the required standard. Having this information at the start of the recruitment process provides clarity so that you are able to screen better and interview candidates knowing how they will add value to the organisation and what they will be expected to achieve. 
 
  • Know what you want. Your organisation cannot be everything to everyone. It’s important to know what you want when you’re looking for talented individuals to join your organisation because this helps you target the right individuals. Skills, education and experience is important and having an open mind allows you to attract a diverse group of suitable candidates. 
 
  • Know where you will target your ideal candidates. So many recruiters do not use effective methods to source candidates and often put out an advert, crossing their fingers that the right candidate will apply and be found among the 100’s of CVs’. This traditional method is often a reactive way to find talent and while it does work, it is not as effective to finding a large pool of talent. Also, knowing where to place your advert is important – look for your ideal candidates where they are. This increases your chances of attracting them to your advert. 
 
  • Know who will be involved in the interview and decision making process before you start the interview process. How often have you been ready to send an offer of employment to a suitable candidate – only to be told that they need to be interviewed by an Executive or that they should complete a Psychometric assessment? This leaves a bad impression on the candidate and often further increases your time to hire. If you know the process up front – you can easily communicate this to the candidate up front. They will appreciate you for sharing and it will help them plan their time accordingly. 
 
  • Make the process fun and engaging for the candidates. I have seen too many hiring managers “grilling” a job seeker almost as if they are attending an exam. The purpose of the interview is not to intimidate the candidate but rather determine if the skills, experience and values are an alignment with the organisation and the team they will be working with. Remember that as much as you are interviewing the candidate, the candidate is also interviewing the organisation to determine if it is a good fit for them. It’s a 2-way process where each party sells themselves, and highlights how they will add value to each other. 
 
 
Having a clear recruitment strategy and ideal talent profile allows you to not only make the right hiring decision and make the process efficient – it also allows you to keep your candidates engaged throughout the process. We cannot emphasize enough that having a world class hiring process can help you attract and win over the best talent in the market. 
 
 
As Talent Management Specialists, it’s a our passion to help organisations attract, hire and retain talented employees who will contribute to the success of the organisation. 
 
 
If you would like to know more about how we can help you with our Talent Acquisition Audit, Hiring or Consulting services – please get in touch at elin@humanelement.co.za. 
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How to inspire your employees.

What if, every single day, the employees in your organization charged through the door, looking forward to giving and doing their best?

Every year statistics show that more and more employees are disengaged, unfulfilled and unhappy at work.

We know all too well that this results in poor performance, absenteeism and an unhappy workplace culture. What can you do to help increase their levels of engagement?

Well, one way is to Give Meaning to work your employees do. All of us want to feel like we’re part of something bigger than ourselves. And when we feel like we’re part of something bigger than ourselves, and we have a set of shared values with that mission – we’re more available to give our best, show up 100% of the time and we’re committed to doing our part towards a Vision that is bigger than us.

Help your employees feel inspired so they can do great work and love what they do.

At the Human Element, my goal is to help your business thrive through effective, efficient and impactful management of people systems and processes. I understand the challenges businesses face when it comes to managing business outcomes through people (having more than 10 years of experience in human resource management across small, medium and large multinational organizations; and as a business owner myself) and I know the benefits of having impactful HR systems that aid in achieving outcomes, motivating, inspiring and engaging employees.

Contact me at elin@humanelement.co.za | +27 60 970 9455 to discuss your needs.

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What does it take to engage your employees?

Imagine a workplace that is filled with thriving employees, each diligently carrying out their duties. When you look around, you see happy faces, you hear wonderful stories of success, and achievement. You get a sense that everyone feels recognized and content, people have a sense of belonging, pride and overall alignment to a purpose.

When these things happen, it will manifest in an organisation that is performing well, meeting customer expectations, gaining market share and increasing profits.

The question is though, can this be achieved by ALL organisations? I think the answer is a definite YES. This kind of performance is not only reserved for the few elite TOP EMPLOYERS.

In thinking of ways this can apply to your organisation, what you have to consider is trying to understand what makes it possible for “those” organisations to achieve that status. And when you learn and understand how they do it, you can model it (not imitate) in your own organisation.

You can start by asking: What does it take to have such an amazing work environment? Who is responsible for defining and driving this kind of culture – is it Management, Executives, and HR working collaboratively? Is it the employees themselves who create this kind of culture? Or, could it be that everyone’s values are aligned with that of the company they work for?

What if we considered the possibility that to get to this state in an organisation, all of these things apply. And perhaps one way to get there is to tap into the existing potential of each and every employee and think about ways to engage with them on a deeper level by asking questions to find out:

  1. What is important to them (values)?
  2. What drives them (motivations) and
  3. What do they need to be able to perform at their best (resources)?

I am of the view that when you find the answers to these questions and you’re able to create an environment that meets these “needs” – You will be one step closer to creating a high-performance organisation that employees will feel proud to be employed by. When they feel proud, they will tell others about it and you will see it in how they perform their duties and how they treat customers.

We have to remind ourselves that people make an organisation, and not the other way around.

In your organisation, who will be the champions to start asking questions and being purposeful about creating a culture and environment where employees are motivated and driven to achieve success because they have alignment with the values and mission of the organisation.

At the Human Element, my goal is to help your business thrive through effective, efficient and impactful management of people systems and processes. I understand the challenges businesses face when it comes to managing business outcomes through people (having more than 10 years of experience in human resource management across small, medium and large multinational organisations; and as a business owner myself) and I know the benefits of having impactful HR systems that aid in achieving outcomes, motivating, inspiring and engaging employees.

Contact me at elin@humanelement.co.za | +27 60 970 9455 to talk about your Talent Acquisition and Management, Human Resources and Employee Coaching needs.

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