Interview Bias: A How-To Guide on Minimizing It

Interview Bias: A How-To Guide on Minimizing It

“Woe to the man who tries to remain objective and to maintain a wide perspective: everyone will label him as an enemy.”

- Paul Tournier, Swiss physician

When it comes to reference checking or even the recruitment process in general, we often talk about what the candidate needs to bring to the table. We so often forget that the interview process is a two-way street and the role the interviewer plays is just as significant to consider. In this case, what does the recruiter bring to the table? Are they objective or inherently biased? If it’s that latter, what’s the solution? These are some of the questions we will attempt to tackle in today’s article.

Understanding the Issue of Interview Bias

When it comes down to the interview process, as a stranger, candidates get the raw end of the deal. This issue mainly boils down to how they are assessed by another stranger. When the candidate is someone the hiring manager is somewhat familiar with, then those people are assessed based on their past performances for the most part.

However, strangers are more or less judged on their motivation to get the job, some general competency standards, technical knowledge and their first impression. Now, don’t get us wrong, these are good measures to have when assessing a candidate, but not when it’s done through a biased lens. Let’s take a stranger who makes a good first impression, on some level the hiring manager will look for facts to justify their strengths. If it was a bad impression, they might subconsciously look for reasons to exclude them from the job.

The caveat here is, both sides can be factually backed up if you look hard enough. So, as you can see, interviewer bias has many layers to it, and it’s never really a clear-cut thing. Having said that, there are some ways in which one can reduce interview bias and keep the process relatively fair.

The first impressions play a huge role in the interview process. Try to hold off final decisions based on that alone.

Top 10 Ways to Reduce Interview Bias

Before we dive into the list of ways in which you can reduce interviewer bias, we need to make note of one simple fact. Bias can only ever be reduced or managed. As a rule of thumb, human beings are biased on some level, consciously or subconsciously. It’s in our nature, be it for the better or worse. Having said that, these tactics will help you manage the bias.

Tip #1: Define the Job Requirements, Not the Person

When you put out an ad for a job, you will of course provide a job description. This is usually where the bias can start. More specifically, you need to define the description as a set of things that need to be done by a person. Oftentimes you might find that it is a list of things that the person needs to have.

If during an interview the candidate proves that they have previously done such work, it means that they have the skills to get the job done. However, this can contradict what was listed in the job description. Once you redefine the work for performance objectives rather than candidate requirements, you open up the talent pool. This not only brings in diversity, but also reduces bias as you would be comparing their past experiences, and not their first impressions.

Tip #2: Do an Initial Phone Interview

One sure-fire way to reduce bias is to make the process a little less personal, at least initially. Before you even have an interview with the person, consider a normal phone call. This reduces bias by removing visual cues that could influence us. Instead, we would be going purely off their resume, track record and so on. Establishing a decent connection based purely on their performance history will set the pace for the rest of the interview. This way, the first onsite impression, be it good or bad, won’t matter, because you already know what they are capable of.

"You have to attempt to be objective about yourself"

- Charles Dance, Actor

Tip #3: Panel Interviews Can Help

Having a panel of interviewers, as opposed to one person, lessens the odds of there being any bias in the room. This is especially helpful if all the interviewers are assigned specific roles. Having this diversity and a controlled proceeding will give the interview a good balance.

Tip #4: Scripting Can Reduce Interview Bias

Scripting the interview, be it fully or partially can help reduce the interview bias as well. Giving the candidate the pre-scripted questions ahead of time brings down the chances of any deviations during the interview. This tip is pretty connected to the previous one, so perhaps consider combining them both in certain instances.

Tip #5: Take Time to Decide

Now, we don’t mean you need to be slow in deciding, but rather take your time and think it through. A good rule of thumb is to wait 30 minutes before you make any yes or no decisions. In the meantime, make sure to ask all the candidates the same set of questions, regardless of if you have a positive or negative reaction.

Tip #6: Taken Everything into Account

Much like how a courtroom operates, you need to take into consideration all the evidence, i.e., the facts, before settling on any one decision. To make the closest thing to a balanced decision, you need to have all the information in your hand. Once you have all this you can make a more informed and balanced decision that is fair to everyone involved.

The interviewer's mindset is perhaps one of the biggest influencers of the interview outcome, regardless of the candidate.

Tip #7: Reverse Psychology Is a Great Tool for Reducing Interview Bias

Remember the point we mentioned earlier about looking for facts that back up how we perceive a candidate? Well, this is a good way to combat that issue. Once you, the interviewer, have been through the recruitment process a few times, you will notice the pattern. Use this information to do work in opposition to what you perceive. Let’s use the earlier example of how we look for facts that back up how we perceive the candidates’ first impression.

Now, in such a case, force yourself to look for reasons that contradict how you perceive them. If they give a negative first impression, look for positive facts and vice versa. Think about it as looking for the other half of the puzzle.

Tip #8: Treat Candidates Like They Are Experts

When we interview people who are viewed as experts in their field, we tend to give them the benefit of the doubt. It is highly recommended that you treat every candidate as an expert too. If you give all your candidates the same courtesy, the truth will become obvious, whether you like them or not. This is a good way to objectively approach the recruitment process.

Tip #9: Use a Scoring System

When it comes down to personal opinions there will always be bias involved to some degree. This is good in certain instances where you have to use your intuition to judge the quality of the candidate. However, if you’re trying to reduce interview bias in the process, consider using a scoring system to back up your opinions. Perhaps something along the lines of a scorecard.

Tip #10: First Impressions Should Be Considered Last

When all is said and done about the bias of first impressions, there is still a use for first impressions. They can reveal a lot about the character of the candidate, which is essential for assessing workplace compatibility. Having said that, reserve all judgements on first impressions and only consider them towards the end of the interview process. This will allow you to get a reasonably objective view of them as you won’t be that deterred or wooed by said impression. You will have facts and reasons to measure it against.

While all these steps are great individual tools, it would be better if some aspect of these guidelines were involved throughout the recruitment process. It drives up the overall quality of your recruitment process while driving down the chances of interview bias.

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Reference Checking: Everything You Need to Know About the Process

Everything you need to know about reference checking as a process

Reference Checking: Everything You Need to Know About the Process

“It’s more important to hire people with the right qualities than with specific experience.”

- J. Willard Marriott, American entrepreneur

Many employers use reference checking as part of the hiring process. We can all agree it’s a pretty standard occurrence. It’s basically when an employer contacts the job applicants, previous employers. This is usually done to get a better idea of who the candidate is, their past work experience and other factors to verify if they are suitable for the offered position. Having said that, despite its standard presence across the various industries, the very definition of a reference check has changed somewhat over the years.

The way people perceive it, approach it and handle it has morphed into something more inclusive. As with all things that change with the needs of the market and society around it, the reference checking process has become a refined tool, rather than just another box to check.

What is Included in a Reference Check?

So there are two basic levels to a reference check. It can either be a surface-level reference check or an in-depth one. With the former, it’s more an exercise to verify dates of employment, job titles, qualifications and other factual information. When you consider the latter, it’s more detailed as the name suggests.

Reference will face a line of questioning that is similar to that which the applicant faces. As mentioned before, this is more a traditional reference check, where employers try to get an idea about who the person behind the resume is. They dig into the applicants’ strengths, weaknesses, skills, teamwork abilities and so on, to see if they are a good fit for the job.

Canada has key laws and acts that regulate what information flows and how it flows during the reference checks.

Reference Checking Vs. Background Checks

If you’re wondering if the two are the same thing, the answer is kind of, but not really. The major differentiator, in this case, is their focus. Reference checks are meant for providing insights into the candidate’s ability as an employee while also doing the surface level verification. However, background checks are purely meant for credential verification purposes.

Another difference is that where a reference may only focus on the personal and professional reference you provide, a background check will go into your employment history, credit history, criminal records and so on.

Laws Regulating Reference Checking in Canada

Different countries have different privacy laws and regulations when it comes to background checks. However, when you take the case of Canada there are two specific laws that you need to make note of. One is the Privacy Act and the other is the PIPEDA (Personal Information Protection and Electronic Documents Act) at the federal level. Keep in mind that there are also laws at the provincial level.

These laws are in place to regulate the organization’s right to receive information during reference checks. As per said laws, the candidates in question have to give written consent to have the reference checking conducted by the relevant employers.

Organizations also have to store the information from the reference checks they do, for at least a year. At the same time, candidates should have the opportunity to access their information. Apart from these federal laws, there are also Human Rights Legislation Acts in Canada that impact reference checking. The Canadian Human Rights Act as well as the Provincial and Territorial Human Rights Laws, prohibit employers from asking questions in certain areas during a reference check or interview.

These areas include race, ethnicity, religion, age, gender, marital status, family status, disability, genetics, criminal records. Asking questions about these topics could be discriminatory and the company could get in trouble. Fair to say, there are many do’s and don’ts when it comes to reference checks in Canada.

"You don't hire for skills, you hire for attitude. You can always teach skills."

- Simon Sinek, Author

The Right Way to Handle Reference Checks

All things considered, it would be a fair assumption to say that reference checking plays an important role in the hiring process. Given the weight it carries, it makes sense that there are so many laws that regulate it at so many levels. At the end of the day, it should be done right.

For one thing, consider doing the reference check at the beginning of the hiring process as opposed to the end. This will save everyone’s time by eliminating any doubt about whether the candidate in question is suitable for the recruitment process or not. Another thing you should keep in mind is the format. A common format is important given you will be checking in on candidates from different walks of life. So, to keep things unbiased, objective, and fair, you need to have a set number of common questions that you can apply across the board.

How Candidates Should Apply

The care a candidate puts into the application process, tells a lot about them. When they apply, ideally, they should provide proper references. They should give you at least three former co-workers and supervisors. However, if they are applying for their first job, like a fresh graduate, then the reference information for their college professors or lecturers can suit the purpose of the reference check.

Make sure that you ask for the applicant’s consent before conducting the check. You should try to get it in writing just to be safe. You also need to make sure that the references are willing to stand for the candidate. Take it a step further and advertise this when you make the vacancy public; it will smooth out the process a little more.

These days automated reference checking is becoming more and more popular due to its efficiency capabilities.

Preparation

Now as we mentioned before, most companies tend to wait till the end of the recruitment process to conduct the reference checks. The best method is to do it before the recruitment process gets started. This thins the crowd and you proceed with only the candidates who will suit your company culture and job profile.

Now onto the actual preparation. Before you start firing away 20 questions, call up the references and find out if they want to stand in as a reference for the applicant. Start with the senior-most reference and work your way down, it’s a professional courtesy. Inform them about the process, the candidate’s application (after getting the candidate’s consent), and get everyone on the same page.

They might agree to do the interview on the spot, or you might have to schedule them for a more convenient time later. The best way is via phone call or email, traditionally speaking, so get that confirmed as well.

Executing the Reference Checking

Finally, the day for the check arrives! You need to confirm that everyone is ready and available. Make sure to inform the reference about the time it might take. Be clear with the information you provide.

Finally, approach it like a conversation. The references are people after all; human beings. So get them relaxed, ease into the conversation, take it one question at a time and take plenty of notes. As good as traditional reference checks are, these days a lot of companies are employing the service of automated reference checking. This is a process that eliminates human bias, reduces time to hire and makes the whole process smoother. As an employer, you should consider this option.

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Doing a Reference Check: A Step-by-Step Walkthrough

“It is wiser to find out than to suppose.”

- Mark Twain, American Writer

As an employer, there might be different facets to the hiring process that you might be responsible for. However, one of the most important objectives of all those activities is to find the best employees possible. A part of accomplishing that is research. You need to do a little homework on who they are, where they came from, the kind of work they do and so on. This is where a good old reference check comes in handy!

Many companies and employers alike use reference checking as a tool to dive into the work history of candidates to see if they fit the role. However, there is a lot more to it than just checking someone’s resume. If you know what to ask, who to ask and how to go about it, a reference check can work wonders for your end recruitment result. In this blog, we will cover a step-by-step reference check that will give you the best results possible. Before we dive into it, you need to remember these are only the core steps that we are going to cover. You might need to add or modify steps according to your specific needs or circumstances.

Reference Check Step #1: Verify the Candidate's Identity

The first item on the agenda when conducting a reference check process; verify that the candidate is who they claim to be. Yes, this may seem quite obvious in hindsight, but you never know if you will be able to weed out the dishonest candidates in the batch.

When you are reaching out to the previous employer, make sure to ask very specific questions. Ask about the candidate’s name, title at the previous company, dates of employment and whatever else basic information you require. Think of this as the background verification part of the process to make sure that this candidate is qualified to undergo the recruitment process. You don’t want to waste all your company’s time and resources taking them through the recruitment steps, only to find out that they didn’t even work at the capacity they claimed in the first place.

The words of the reference carry only as much weight as the credibility of the reference themselves.

Reference Check Step #2: Verify the Reference's Relationship with the Candidate

Typically speaking, one would have to deal with professional references. This is what candidates would usually provide. However, in today’s changing job market and cultural fit requirements, even personal references are sometimes taken into consideration. With this being the case, the scope for error and false information grows. It is up to you to verify who these references are. Ask them how they know the candidate in question.

Once you know their relationship to the candidate, you can easily cross-verify the authenticity of the reference provided. This adds value and weight to the information the reference provides concerning the candidate. All these factors make this an important junction in the reference check process.

Reference Check Step #3: Gauge the Candidate's Fit

Now onto the whole point of this reference check– to find out if the candidate is a good fit for the company. Use your time wisely, especially if you are talking with references over the phone. Not many will be inclined to talk to you, and even fewer might be inclined to give you all the answers you need. So, every question has to be geared towards finding out if the candidate is a good fit for your company.

Explain the scope of the job to the reference and ask if they think the candidate is a good fit for that role. If they give you vague answers or hesitate, then it may be an indicator that the candidate might not be the one you are looking for. Remember, silence speaks volumes in the face of an investigation.

"Research is to see what everybody else has seen, and to think what nobody else has thought."

- Albert Szent-Gyrogyi, Hungarian Biochemist

Reference Check Step #4: Ask the Reference to Rank the Candidate

No doubt you will have to have a variety of questions ready for the reference check conversation. Some questions may be more open-ended than others, but the essential idea is to get an understanding of the person behind the resume. Having said that, one of the best ways to get an idea is to ask the references to rank the candidate on a scale of 1 to 10.

Asking them to rank candidates this way forces them to think more deeply about the number as it will represent a lot of what they have to say about the person. Now don’t be fooled when someone ranks someone a 10 out of 10. No one is that perfect, nor can they be. If they rank them suspiciously high, ask some follow up questions as to why they would claim that number. The same applies if references rank candidates very low.

Reference Check Step #5: Find out about Strengths and Weaknesses

Here is where you cut straight to the chase. At this point, you want to point-blank ask for reference about the candidate’s strengths and weaknesses. At the end of the day, you need to know if this person will fit into the company dynamic. Being straightforward with this will give you clear cut answers that you can use to determine the final verdict. This is more about identifying growth opportunities than anything else, with the added benefit of knowing your possible future employee better.

A candidate's work character is just as important as their work history.

Reference Check Step #6: Don't Overlook Behaviour

Here is where you cut straight to the chase. At this point, you want to point-blank ask for reference about the candidate’s strengths and weaknesses. At the end of the day, you need to know if this person will fit into the company dynamic. Being straightforward with this will give you clear cut answers that you can use to determine the final verdict. This is more about identifying growth opportunities than anything else, with the added benefit of knowing your possible future employee better.

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Hiring Metrics You Should be Tracking in 2022

Hiring Metrics help you improve your hiring strategy

Hiring Metrics You Should be Tracking in 2022

“It is much more difficult to measure nonperformance than performance.”

- Harold S. Geneen, Ex-President of ITT Corporation

Attracting high-quality candidates seems to be one of the biggest challenges that hiring managers face these days. To help drive the odds in their favour, one would measure and track certain hiring metrics. These metrics serve the purpose of acting as indicators. They show you where you stand in terms of success. They also show how much you have to grow and the changes you need to make to get there. Keep in mind that there are plenty of hiring metrics to track when attempting to capture the cream of the crop. However, some metrics are more important than others.

Determining which ones are more important depends to how your business defines success. Having said that, for growing businesses, it can be tough to know which metrics to prioritize. Hence, we have put together a list of hiring metrics for you that you need in 2022. Regardless of the direction your business might go in, these indicators can be applied to a variety of scenarios!

Hiring Metrics #1: Hires per Month

Hires per month and headcount growth is some of the most universal metrics when it comes to recruitment. Tracking your hires per month is essential. It tells you how many people your company hires on an average monthly basis. On the other hand, the headcount growth is a figure that you can aim for over a period of time- sort of like a recruitment goal.

By having these two metrics measured and tracked side-by-side you can have hard facts that tell you how well you are performing. You could have just one of those metrics, but having both works together is ideal. This is especially good for a business that plans to consistently hire and expand. However, you need to make sure that the growth targets are realistic. Take into account the size and capacity of the hiring team, the market trends, the nature of the role and so on.

The time it takes to interview can be an indicator to different things like candidate quality, time to hire, etc.

Hiring Metrics #2: Cost per Hire

While you track how often you hire people and how many you hire, it’s also important to measure the cost to the business. Remember, labour is not free and quality talent will make a dent in your budget. Now the cost to hire goes beyond just your employee’s salary. You have to take into consideration things like how much you’re paying a hiring agency (if applicable), the cost to be listed on a job board, membership fees for certain networks and so on. In some cases, you might even have to take into consideration the recruit’s relocation costs. All this will tell you how efficient your overall recruitment process is.

Hiring Metrics #3: Average Time per Interview

This metric is often mixed up with time to hire. The truth of the matter is, in the modern hiring landscape, the time to hire is too broad a concept. For example, the time to hire someone as a waiter will not be the same as the time it takes to hire an IT professional. These are two vastly different occupations with different hiring criteria and need to be handled as such. Therefore, having an average measure of time to hire, from the date of advertising the position to filling it, is unrealistic!

A better way to go about it is to measure the average time to interview candidates. This in itself will give you a measure of the time a candidate spends interviewing with your company. It will also give you additional data such as the candidate’s interviewing experience as well as your overall time to hire an individual. It’s a more compartmentalized approach, yet it works quite well for all intents and purposes.

Hiring Metrics #4: Probation Pass Percentage

Hiring a candidate that doesn’t stick around is a drain on your company’s time and resources. It is therefore all the more surprising how few companies consider post-hiring performance as an effective hiring metric. This is where the probation period comes in handy. By measuring the percentage of candidates that pass the probation, you can efficiently identify whether you’re hiring the right candidate. It will also give you a better idea of what kind of candidate might best fit the company culture and the quality standards you expect.

Yes, the probation pass numbers are a reflection of the recruitment efforts of your team or the recruitment agency that you employ. However, it is also a measure of the candidate’s willingness and aptitude. If there is a high percentage of candidates that fail the probation period, it could be that you are not hiring the right people or their skills aren’t measuring up to your expectations. In which case, you need to set clearer expectations and communicate the same when hiring. This metric is a good indicator of how to best alter the recruitment strategy.

Hiring Metrics #5: Measure Percentage of Inbound Hires

This is an important one. As a business with a working recruitment strategy, you need to know the percentage of your inbound hires. That is to say, how many people are approaching you, through the ads or job postings that you have put out. When you track this, you will get an idea of whether your recruitment efforts are reaching the right candidates and job market. If the inbound hires are not up to your expectations, then that means that you’re spending more time reaching out to candidates than they approach you.

Having a huge ratio of outbound hires to inbound hires could mean that the majority of your strategy isn’t reaching the right audience. It could also mean that it is reaching them, but not converting into anything of significance. This hiring metric will tell you how to adjust your advertising strategy and drive your efforts from that point.

There are tons of different metrics to measure your success, but only a few will work for you. Focus only on those!

Hiring Metrics #6: Offer Acceptance Rate

This is one of the more obvious hiring metrics, but a necessary one nonetheless. Of course, you need to track the offer acceptance rate to identify how often you achieve the goal of securing talent. However, you should consider this metric as a primary indicator for other feedback points. If the offer acceptance rate is low, then the hiring experience might be poor, or you could be taking too long to process the candidate. Having said that, you shouldn’t aim for an unrealistic, ‘perfect’ acceptance rate score either. Doing that could take away from the attention you give to the quality of the candidate experience or the candidate themselves. Neither extreme is good for business. Maintaining a 75% to 85% acceptance rate is ideal in most cases.

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The Future of Work: Navigating the Hiring Crisis of the Post-Covid-19 Era

What is the future of work after the Covid-19 aftermath?

The Future of Work: Navigating the Hiring Crisis of the Post-Covid-19 Era

“The future of work consists of learning a living.”

- Marshall McLuhan, Canadian Philosopher

Imagine that you are in a situation where you have to rethink your entire way of doing business overnight. Despite your initial fears, it turns out that the new method shows promise for something more long-term. It acts as a blueprint of sorts for the days ahead. Believe it or not, this is what most workplace leaders discovered in the Covid-19 crisis. The future of work trends points to the fact that the hiring crisis of the post-Covid-19 era will haunt us for many days to come. However, that doesn’t mean that there aren’t ways to adapt. You could even thrive with the right strategy in place.

Let’s recap, in the wake of the pandemic, what did we see? We saw a mass global migration for pretty much all sectors across the majority of industries. This migration was one where everyone was either moving to the digital realm or upgrading their existing online infrastructure. The pandemic essentially forced our hands at improving our approach to business, the technologies therein, and even how we search for talent.

In this article, we will be looking at some key strategies that should help you better navigate the hiring crisis of the post-Covid-19 era. This will give you a better idea of how to approach the future of work.

The better your internal teams and external initiatives are aligned, the higher the quality of hires are.

The Future of Work: Set the Stage for the Best Results

One thing that you should keep in mind when going through the recruitment process is alignment. This refers to the alignment of your internal and external resources as well as the candidates with the values of the organisation. Let’s break it down. In today’s landscape, it goes far beyond just an interview. One has to make sure that the hiring leaders are fully aware of the changing market landscape. For this purpose, many companies have been proactively hiring external agencies to help skill up hiring leaders.

This makes for a better alignment of the hiring leadership with the talent acquisition team. Once everyone is on the same page, you get better results. In terms of aligning your candidates with the values of the company, just be sure to have a clear idea in mind of the type of employee you are looking for. This should give you a good idea of what criteria a candidate has to meet to effectively carry out their duties. With that, your stage is set and you are ready to tackle the future of work.

The Future of Work: Attracting Candidates in a Tight Job Market

Look, with the onset of the pandemic and everything shifting to digital, first impressions have become all the more important. In this day and age, it isn’t just the candidates who have to impress the company, it’s a two-way street. Companies have to go out of their way to show candidates why they would want to work there over the competition. It’s the only way to stay afloat in this economy. Having said that, here are a few ways you can go about this.

"You have to value skills and not just degrees."

- Ginni Rometty, Chairman, President and CEO of IBM

#1 Make Candidate Experience a Priority in the Future of Work

The first step to any successful recruitment process is to design it in a way that puts people first. The future of work depends on the candidate’s experience. It is the most important thing that can come out of it. It should be constructed in such a way that the recruiter has time to connect with people during the hiring process. As we mentioned before, technology has seen massive improvements in the workplace, so use it to your benefit. Use technology and things like automated reference checks to take the admin work off your recruiter’s plate. Free them up to get to know the person behind the resume. It is crucial to understand how the work will fit into the candidate’s life and not the other way around.

The world and the future of work have changed drastically over the past few years and continue to evolve. We now find ourselves in a state where candidates are looking for work that offers them a holistic lifestyle as opposed to just another paycheck.

#2 Try for Candidates with Transferable Skills

Another way to attract top talent in these tough times is to look into transferable skills. A good way to think about this is to consider candidates from industries that have relevant or adjacent skillsets that can be adapted for your business. This provides you with the benefit of time saved on upskilling freshers, while still retaining an employee who can absorb new knowledge about the industry. Alternatively, you could also consider recruiting internally!

This is a great way to build employee loyalty and fill in the talent gap at the same time. Use what you have, that is the ultimate takeaway from this point.

You need to offer employees something that will make them want to work for you. It's a two-way street.

#3 Polish Up Your Employer Value Proposition for a Better Future of Work

As the needs of the job market shift, so too should your Employer Value Proposition (EVP) to accommodate the future of work. As mentioned above, candidates want a job that provides them with a degree of satisfaction. You need to carry yourself in such a way that you look desirable as an employer. People should want to work for you because of what you have to offer them. This could take the form of better work hours, more time off, a wide range of benefits or even a higher pay scale.

Make sure that whatever changes you implement in practice, are out there for the world to see. Revamp your website and social media platforms. Highlight what you stand for and what you can offer your employees.

#4 Referrals Are Your Best Friend

Glassdoor is a great example of referrals or peer-to-peer advocacy. People want to hear from people about the company. They want to know the employee’s perspective before they commit to your business. Referrals have always been a great vehicle for recruitment. It even plays a massive role in automated reference checking if you think about it. Word-of-mouth carries weight.

However, now you have the technology to back up your efforts, so use it! Get a dedicated team to jump on the phones, follow up with referrals and make the most of it. A positive word about your business practices can work wonders when trying to accommodate the future of work trends.

#5 Keep the Hope Alive to Navigate the Future of Work

This is not emphasized nearly as much as it should be. Frankly speaking, the Covid-19 pandemic has brought the world face-to-face with some of humanity’s darkest times. This applies both economically and socially. In such a case, it’s crucial to maintain a positive mindset. You, as an employer, need to take steps to boost employee morale. Because, at the end of the day, everything we mentioned so far, stems from a healthy outlook towards the business.

Take time to reflect on shortcomings, challenges and success. Celebrate the little things and the things you learnt. This will preserve your company’s values and just help things run a lot smoother in the long run. In a way, it brings us back to the first point. It’s all about people. People help you run your business, so put them first to the best of your ability. So, there you have it, some of the key ways in which you can adapt to the future of work in the post-Covid-19 era.