Candidates market remains tight
The candidate market is still very competitive, as there are not enough skilled individuals to meet demand of open roles in several sectors such as accounting & finance, healthcare & life sciences, construction, logistics, and technology. A tight candidate market further drives the growing trend of skills-based hiring. Think about identifying retooling & training opportunities for your team. We believe thinking outside the box will be the way to win the war on talent.

To develop a strong skills-based process, start with assessments to evaluate the hard & soft skills needed within your organization. Then, begin mapping those skills to internal roles. This will allow you to set benchmarks, implement training, and evaluate success.

Additionally, as candidates make decisions, we are seeing hybrid and flexible work with a focus on employee well-being remain a top priority. This means organizations who offer flexibility and invest in employees remaining happy and healthy are often more competitive in securing top talent.

Role of AI
Continuing into this year and growing in Q1 are the use of AI and automation in the human resources function, including AI powered recruitment tools and real time analytics providing actional data for your talent pool. Today, nearly 2 of every 3 companies use AI to develop job descriptions, 42% use it to customize target audiences, and two-thirds use AI to review and screen applicants according to SHRM. If you haven’t begun evaluating how AI can support your organization, now is the time to start.

Post election regulatory shifts
While regulatory changes happen every year, the changes in early 2025 have potential to impact HR professionals and the policies they develop and enforce. It is best practice to find an internal subject matter expert, or an external consultant, who can help navigate these ever-changing waters.

Workplace culture
Last year, the Society of Human Resource Management launched a civility campaign, amid rising concerns of workplace conflict as it relates to political viewpoints, social issue differences, generational and cultural differences. Post election, it is safe to assume half of your team will be disappointed, as a leadership team or HR professional, it is more important than ever per James Atkinson, SHRM VP, Thought Leadership to “be clear about what workplace culture you want, and make sure that your leaders model it.”

Identifying opportunities in your workplace to bridge gaps and offer conflict resolution skills building will help create a more cohesive team with respect for differences while working toward a common business goal.

If you have questions about these insights or how our team can help you navigate the hiring market, please contact us today.

The post Hiring Market: Q1 Recap & Insights appeared first on Find Great People.

We are excited to share that the results of our NPS surveys across business lines were overwhelmingly positive, which is a testament to the hard work of our teams and their leaders. 

It’s important to give context to our team’s scores, knowing they far surpass the industry’s standard. In 2023, the average NPS for HR service providers was 46, according to ClearlyRated. For the staffing and recruiting industry specifically, the average net promoter score was 36 in 2023, and candidates who were placed in new roles reported an NPS score of 30.

At FGP, our teams take the time to understand our clients’ needs, and as a company, our goal is always to provide our clients with thoughtful and effective talent solutions to help them build their business. Whether that is through a temp-to-hire candidate or a full compensation audit, our teams are here to help.  

We are grateful for the opportunity to hear from our clients and candidates, allowing us to capture feedback to help us improve our processes and enhance our customer experience. We are excited to implement our NPS survey process annually for clients, with the ongoing opportunity for candidates to give real-time feedback through Great Recruiters.  

The post FGP’s First Annual NPS Survey Results appeared first on Find Great People.

Whether formal or informal, research on current executives shows that those who had a mentor at some point in their career are more likely to earn more money at an earlier age, are better educated, are more career-driven, and are happier with their job in the long term.  

A mentor can share first-hand knowledge and career advice. A more tenured employee can be a significant source of information throughout the early years of an employee’s career, making transitions smoother and success more attainable. Many employees who have a mentor in a specific field may continue in the same path their mentor did, leading to continued growth and commitment to that field as they gain genuine insight into the field. 

Additionally, having a mentor ensures that a mentee is provided with an ally for decision making and facing challenges. When an employee is facing a difficult situation or in need of direction with a career, having an established mentor who you can consult with gives you additional insight to make informed and well thought out decisions.  

A mentor relationship can shift perspectives and allow insight into different generations altogether for both parties involved. These relationships create opportunities to grow with each other and foster a personal connection with someone who may have different ideas and experiences than your own. This can work to break down the barriers of generational divide. 

At FGP, we understand the importance of mentorship and are excited to launch a new internal mentorship program in 2025. This program, “G.R.E.A.T. Connections”, is designed to support FGP employees through shared experience and connections with more tenured employees. Implementing this program into our workplace is a milestone in our continued success and dedication to our employee growth. We look forward to seeing the impact “G.R.E.A.T. Connections” will have on our team.  

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“This accomplishment reflects the dedication of our team and their commitment to putting the candidate experience at the forefront of the job search journey. At FGP, we approach each day with a mindset of growth and a lens of gratitude, grateful for the opportunity to assist job seekers in their career growth,” said Megan Coleman, Director of Recruiting.

FGP currently has 14 Great Recruiters certified recruiters on our team, along with over 1400 reviews and an average rating of 4.87 out of 5 stars. You can read more of our reviews here!

This achievement would not be possible without our team’s hard work and commitment to their candidates & clients each day. We are grateful for their hard work and proud of their accomplishments.

The post FGP Achieves Great Recruiters Certification for 2025 appeared first on Find Great People.

Prioritize Formalizing a Talent Strategy

When budgeting for the upcoming year, planning for growth is typically at the top of the list. For many organizations, growth comes from investing in the right team members to ensure business goals are met. This could be adding new talent or shifting existing talent on your team. As you forecast financials, spend time forecasting the need for additional talent or the benefit of upskilling present talent so they are ready for organizational changes and growth.

A formal talent plan includes many pieces and should be tailored to fit your business size and needs. Areas to explore include onboarding, analytics, workforce planning, diversity hiring, talent pipelines, employee referral programs, and finally, the interview process. Once you set a plan, don’t forget to set goals around your plan and track progress.

Review Internal Talent Mobility

One often overlooked part of a talent strategy is the opportunity to mobilize internal talent. Internal talent mobility, also called career mobility, is the lateral and vertical movement of team members within an organization. A mobility review can help your organization improve employee engagement, retention, and loyalty. It can also reduce the need for external hiring.

As you review your talent, focus on skills rather than job titles. For example, if someone in a support capacity has the skillset needed to pick up additional accounting responsibilities, allow that to happen. Those transferable skills could include data entry, attention to detail, or a bend towards numeric understanding. That might create space for mobility internally.

Additionally, allow your employees the opportunity to take charge of their career paths. When you have a top performer who is loyal in a specific role, odds are they will continue to be a top performer in a different role, especially if they have interest and skills that align with that new role. This circumvents repetitive responsibilities and keeps your top performers learning new areas of the business.

When you review talent mobility, you will organically create a development-oriented review or annual meeting cycle. This creates space for feedback too, as some team members may have no interest and prefer to stay in their present seat, which is also wonderful and can be useful to your organization, while others may find new energy and excitement in learning a new area that ultimately adds value to your business.

Goal Setting and Tracking

Now more than ever, your employees want to understand what the overarching organizational goals are, how as a team you plan to get there, and lastly, what that means for their individual seat as a part of the team. While sharing an annual goal is powerful, breaking this down by quarter and then communicating within each department or business line what their expectations of contribution are leaves no stone unturned.

Everything each group does can link back to the overall goal established. This can be both a measurement of performance, as well as an opportunity to celebrate as a team when milestones are accomplished. The key to goal setting is tracking and communicating. Communication of progress or areas of shortfall allows the team to be more invested in the outcome. The goal: by the end of January 2024 each member of your team should be able to clearly communicate their responsibility towards meeting your business objectives for the year.

Decide Just How Much to Invest In AI

In an ever-changing technical landscape, it is important to stay ahead of the game. AI is part of our business – present and future. So, as a business leader, how do you ensure you don’t under or overinvest? Start slowly, and identify areas of your business where large amounts of data are generated, tasks are repetitive, or where customer interactions could be personalized. Can these areas be automated with the use of an AI based tool?

For example, is there a member of your team that handles scheduling for a majority of the day, or, one who is consistently reaching out to customers for a repeatable need (meter reading, AR, etc.)? These are areas to investigate the use of AI that require minimal investment. Consider what you could do proactively if 40% of those individuals’ time was available to you. It may allow you to retool them in another area, causing a lessened need for external hiring. If you are unsure where to start LinkedIn is a great resource with many subject matter experts who have contributed thoughts.

As you prepare for the new year, our team is here to help. Contact us today to learn more about our talent solutions!

The post Preparing for 2025: Talent Considerations appeared first on Find Great People.

As a part of this list, John was able to share his thoughts on the strengths and challenges of the state, specifically when it comes to the South Carolina talent market. Check out an excerpt below.
 

What is South Carolina’s biggest strength?  

Our biggest strength is our people, our workforce. The capabilities and readiness of our workforce create a competitive advantage for existing and future companies to be headquartered or have operations in South Carolina.  

Its biggest challenge?  

Our biggest challenge is also our strength, our people. The economic growth and workforce demand we have experienced throughout our state is a bright spot, but also comes with opportunities around employing different strategies with regards to workforce availability and meeting the hiring needs of companies.  We simply need more people!  

We are proud to have John as a leader at FGP, exemplifying outstanding leadership and inspiring the next generation of influential individuals.  

To see the full list of innovative leaders and read more of John’s interview, visit SC Biz News. 

The post John Uprichard Named To Palmetto Power List appeared first on Find Great People.

Our Senior HR Consultant, Carrie Cavanaugh, recently led a webinar on this topic, and in this blog, we’re sharing details from her presentation on what a compensation philosophy entails and why it is important to businesses.

What is compensation philosophy?

Simply defined, a compensation philosophy is a formal statement that documents a company’s position on employee compensation. It explains the “why” behind employee pay and creates a framework of consistency for current and future employees.

A well-designed compensation philosophy supports the organization’s strategic plan and initiatives, business goals, competitive outlook, operating objectives, and compensation and total reward strategies. The philosophy should account for various factors, such as a company’s financial position, company size, industry, business objectives, market salary, the level of difficulty in finding new hires, and other unique circumstances. Once defined, it should be reviewed periodically and updated based on current factors affecting the business.

Why is it important?

A well-defined compensation philosophy not only motivates current employees but also attracts future talent, supporting overall employee satisfaction and engagement. To effectively support business goals, it is essential to design pay programs and reward strategies that are aligned with the organization’s objectives, competitive positioning, and workforce needs.

This helps to ensure that the company remains competitive in the market by offering compensation and rewards that appeal to employees. Establishing a competitive market position is critical, as it helps the organization stand out in the industry while also promoting fairness and compliance. This includes ensuring equal pay for equal work, with any lawful pay differences based on legitimate factors.

Have any questions about how to craft an effective compensation philosophy? FGP can help. Contact us today!

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With offices in Greenville, Columbia, and Charleston, we are proud to serve clients and candidates across the state of South Carolina, fulfilling our mission to find great people to build great companies through staffing, executive search, and HR Consulting services.

“Being a Best Place to Work is all about our people, and we are grateful for every member of our team for the ways they contribute to making FGP a great place to work. Through their commitment to each other, our clients, and our candidates, we are able to make a difference in the lives around us and grow together as individuals and as a company,” Betsy Anthony, COO, shared.

Best Places to Work recognizes the top employers in the state of South Carolina who are helping grow the state’s economy, workforce, and businesses. Each year, employees complete an assessment focused on their company’s practices, programs, and benefits, as well as their culture, community impact, and inclusion efforts.

To view the full list for 2024, click here.

The post FGP Ranks in the Top 15 Best Places to Work in South Carolina appeared first on Find Great People.

A large aspect of our lens of gratitude is reflected in our appreciation for our employees. We know that our employees are what makes our organization great. Their hard work, dedication, and contributions are the driving force behind our success. So, we do our best to say “thank you” to our team and make sure they feel valued and appreciated each day, helping us maintain a positive work environment for our team.

Employee recognition goes beyond mere acknowledgment – it is a powerful tool that can boost morale, enhance employee engagement, and increase overall productivity. It can help create a more motivated and engaged workforce, which leads to higher levels of job satisfaction, improved employee retention, and a positive work culture. The best part is, these can be big or small acts of recognition – each act contributes to an overall culture of gratitude.

Here are a few ways we show our gratitude and recognize employees at FGP.

• Rock Star of the Month: Our “Rock Star of the Month” highlights an outstanding team member who has gone above and beyond their job expectations. Their hard work and contributions are celebrated on our internal Company Huddle as well as external social media platforms, giving them well-deserved recognition and appreciation.
• Anniversary Celebrations: We celebrate the loyalty and dedication of our team members on their work anniversaries. A special social media post is dedicated to honoring them, and they receive a handwritten note and gift, such as an FGP shirt, as a token of our gratitude. They are also recognized in our internal newsletter, and milestone anniversaries are celebrated on our Company Huddle and end of the year awards celebration.
• Monthly Birthday Celebrations: Birthdays are an excellent opportunity to show appreciation to team members. Our teams celebrate each other’s birthdays to make them feel valued and cherished on their special day. We also offer employees a day off for their birthday so they can recharge and enjoy time away.
• Team Celebrations for Milestones: When our teams achieve significant milestones, such as surpassing their goals or having a strong quarter, we encourage them to celebrate as a group! From massages to team dinners, we want them to know their hard work is appreciated.
• Company & Team Events: We have a variety of events throughout the year that include our team as well as opportunities for their families to join as well. Some of our events simply allow our team to gather and enjoy time together as a group, while others give more specific recognition. At our annual Holiday Party, we recognize team members for their success throughout the year with Rising Star awards, Top Biller Awards, and our FGP Impact Award.
• Random Acts of Kindness: We provided FGP notecards to all employees, encouraging them to use them internally to express gratitude for one another. Dropping handwritten thank-you notes to express gratitude for specific accomplishments – big or small – can be a simple but meaningful way to show gratitude. From helping a team member with an urgent task or celebrating a personal success, gratitude between team members make a significant impact on culture.

As you think about creating a positive workplace culture, employee recognition and appreciation is a great place to start. A simple act of recognition can go a long way in creating a motivated and engaged workforce that propels the organization towards greater heights. If you need help in thinking through your employee recognition programs, our team can help. Contact us today!

The post Employee Appreciation: A Lens of Gratitude appeared first on Find Great People.

Did you know that 85% of disengaged employees feel like they don’t receive enough coaching from their leader? Or that only 2 out of 10 leaders instinctively know how to coach employees effectively?

At FGP, we understand how coaching can influence developing your workforce effectively, but we also know that coaching doesn’t come naturally to everyone. We believe with intentional efforts that leaders can become coaches and help you to invest in your people and ultimately lead your business to achieve success.

There are many elements of building a culture of coaching at your company, starting with developing your coaches. To help us understand the basics, we are sharing the core elements of a coach:

1. Relational trust

Coaching begins with intentionally building trust between leaders and employees. Do you have a foundational alignment of working towards the same outcomes, trusting that you are working together, and feeling a part of the big picture goal for your team? Trust is the measurement of the quality of a relationship and is the foundation for building true culture of coaching.

2. Engaged listening

Another key component of a great coach is someone who practices engaged listening. Do your employees feel like they have open communication channels to support conversation and curiosity? Fostering a culture where everyone demonstrates respect and support through engaged listening helps promote open dialogue, leading to shared ideas and growth. As a coach, think about how you frame your questions and feedback to make employees feel valued and supported as they go about their work.

3. Authenticity & gratitude

As a coach, we encourage you to always operate through a lens of authenticity and gratitude. Be genuine and vulnerable as you lead your team and speak the truth to people in a way that makes them feel supported. Express your gratitude for your team and reward successes. This fosters a culture where people feel supported in their growth professionally and cared for as a person.

If you want to learn more about how our consulting team can help your organization build a culture of coaching, contact us today!

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