As an employer, employee productivity is what matters most to you. Without this, your company operations and growth would be paralyzed and this is every business’s nightmare. Your staff is the most important people because they can make or break your company. Wise employers know how to keep their employees happy so they are able to give their best and have no reason to leave the company for a better one. Holiday leaves are some of the most important when it comes to keeping your staff happy and this is why.

They enhance productivity. Working all through can lead to burnout and this translates into low productivity. When you offer annual leave to your employees, you give them a chance to refocus and relax their minds and they will be able to give out more when they return to their duties.

They reduce employee absenteeism. If you do not allow any time for them to take care of their personal issues, employees will always find a way to create that time and this means you would have to deal with plenty of absenteeism. But when you carefully allocate holiday leave to them, you allow them to have schedules in place so they can take care of everything else that matters during their leave. You ought to remember that they too have a life away from your company.

They keep staff happy. Nothing is more beneficial for a company than a team of happy employees. Leaves give them time to spend a little more quality time with their families and friends and this keeps them happy and content. At the end of the day you will have a happier team that is motivated to keep giving the business their best and this will automatically lead to growth.

They keep positions attractive. Usually paid vacation offs have a way of keeping even low paying jobs attractive compared to better paying jobs that do not have any annual or holiday leaves or those that offer unpaid leaves. By keeping the position in your company attractive enough to your staff, then you will have less issues of resignation or employee dissatisfaction that can interfere with productivity.

They improve safety in the workplace. The truth is that unsettled personal issues or even unsettled workplace issues can bring in distraction and this is a major cause of accidents in the workplace. By offering holidays leaves, you will not only help your tired employees get to relax, but you will also allow them time to resolve issues that would otherwise keep them distracted. They make good times to recharge and take care of other parts of life improving safety in the workplace by far.

Annual holiday leaves are very important for any employee, but as an employer you must ensure that you carefully plan the leaves so you do not end up giving all your employees off at the same time. You also want them to have their leaves at a time they desire most so they can attend to other personal matters and so it helps to ask what time is best for each of them.

When a career demands perfect recruitment with all the basic checklists like location, designation, salary package, office timing to be considered, it’s time to contact Executive Search Consultants. So, if you have decided on taking the next step, you can follow the simple steps below to make the best use of HR Recruitment Firms:

1. Be Known

If you are an ambitious C- Level Executive who wants to make it big in a branded industry and dream of getting interviewed by famous news channels then first you have to get yourself spotted! Speaking at seminars, conferences and international meetings, publishing your own articles, or been quoted by columnists will increase your visibility.

2. Be enthusiastic to engage!

The more you achieve something in the corporate world, the more you will be recognized by Recruitment Firms. Updating your LinkedIn or other social media accounts will help you send notifications to appropriate people in your social network that will further let you engage with a professional HR team. Recommendations matter a lot when it comes to personal branding. Also, social networking sites allow you to showcase your skills & expertise.

3. Find your core skills:

Do you fit into the role that HR Consultants advertise about? Carefully scroll through the job descriptions and ask yourself whether the hiring company’s cultural practices suit you. If you have your own patents or expertise on paper, then it is going to work as a powerful weapon for you.

4. Invest your time on good people

Consistent and long-term networking can help you build a loyal professional relationship with others. The plus points are way more rewarding in reality than we can anticipate. How many times did you succeed through word of mouth? It can ignite fireworks. At the same time, it is advisable not to rely on temporary groups who are just looking for a short-term solution.

5. Why choose Executive Search Consultants?

Top Executive Search Firms help people in defining their long-term career goals by recruiting them to profile related companies. They search from a database of several companies to ascertain the best match and intend upon offering the best in the industry salary packages. This type of recruiting is beneficial to associate with. Moreover, if the recruitment company has over 5 years of experience in talent management and client acquisition then it’s a good advantage.

6. Don’t call them, let them call you

Whether or not you are looking for a fruitful placement, HR consultants can let you choose the best track for your career. Let them know you from your friends or social network and ascertain whether you fit a better role for a global or well-known organization or not. Once, they can find your profile, know for sure that you are making an impact socially as it takes more than verbal communication to know about people. Most HR professionals are specialists in domain specific recruitment. They know where the vacancy is and how to fill the position without disrupting the normal ecosystem of a company. If you match their search criteria, chances are higher for them to reach you.

These are some of the ways to make the best of HR outsourcing and recruitment service providers. However, you might want to do your own research when it comes to getting hired in a desired company.

In today’s highly competitive, global market place, how do companies attract, motivate, and retain highly qualified employees?

The Employee Value Proposition (EVP) identifies drivers of attraction and commitment in the global marketplace. It is a measurement of the balance between what an employee receives from their employer in return for their performance on the job. In other words, it is the “get” versus the “give.”

It we were to express the EVP formula for success as a mathematical formula it might look something like this:

Tangible Rewards (compensation and benefits) + Opportunity (developmental experiences) + Characteristics of the Organization (size, stability and market position) + People (characteristics and quality of staff and managers) = degree of attraction (recruitment) and duration of commitment (retention)

Of course this is a difficult equation to solve, primarily because the variables are measured in different units and there is no readily available conversion formula. Size of the organization is measurable and so is market position. But how do you convert the units to add them together? People are not numbers. What is important is the concepts and understanding their relative importance to your current and prospective employees.

There are seven universal attributes of the EVP. Not all are easy to define or measure. But they all relate to how employees see the value that the company places in them. Additionally, studies have confirmed the importance of these attributes for employees.

Compensation – This is the most easily measurable attribute, what the employee receives in salary, wages, benefits. While clearly a very important component of how an employee measures the value they receive from a company it is not the only measure. Nor is the most important measure. In a 2014 comprehensive study of over 200,000 employees by Boston Consulting Group (BCG), compensation ranked 8th for employee satisfaction. https://www.bcgperspectives.com/content/articles/human_resources_leadership_decoding_global_talent/. So although pay and benefits are important for employee morale, they are not the sole deciding factor, or even the most important factor in the ability to attract and retain employees.

Continuing Education – The opportunity to expand, grow, and learn. Stagnation and repetition are the antithesis of attracting high quality employees. Learning and career development was the 6th most important factor in the BCG study.

Managerial Quality – Poor management is an obvious detractor to attracting and retaining high quality employees. In the study by Boston Consulting Group, relationships with managers ranked the 4th most important factor in employee satisfaction. More importantly, do managers appreciate their employees work? The single most important factor in determining employee satisfaction, according to BCG, is appreciation for your work. Individuals want to be recognized and appreciated for their efforts.

Collegial – Does anyone really want to work at company where you dislike all of your coworkers or do they want to feel like they are part of team? Employees spend a great deal of time interacting with other employees. More time than they spend with management. It could even be argued that they spend more time than with their friends, spouses or partners. Teamwork and the degree to which employees interact in a positive manner with each other is very important. In the BCG study relationships with colleagues was ranked the 2nd most important factor in employee job satisfaction. Determining how a new employee will fit in to the organization and developing a positive organization climate for employee relationships are something a company cannot overlook.

Organization Stability – Will the job be here tomorrow? For that matter will the company? The company’s financial stability was the 5th most important factor in determining job satisfaction.

Growth Opportunities – High quality employees want to grow as individuals. Not everyone wants growth in responsibility, this could also represent the ability to be involved in different aspects of the organization. This is linked to the importance that employees place on learning and development.

Respectful – Have you ever met anyone who wants to be demeaned and devalued? What is the performance evaluation climate of the organization? Do employees have a voice? Is that voice listened to? This is linked to the values of the company and does the company value its employees. A lack of respect is usually an indicator of a lack of perceived value.

If your company or organization is looking to expand or retain high quality employees, it is important to look at how you are doing with each of the seven Employee Value Factors. Companies cannot just pay individuals a lot of money, treat them poorly, and expect to attract quality employees or for their employees to perform to the maximum of their potential.

Having built thriving Financial Operations multiple times throughout my career, I have 15+ years of award-winning, high profile experience as a Finance and Operational Senior Leader. I am currently looking for a great company in the San Francisco Bay area.