It is important for hiring managers to be realistic as they approach recruiting and hiring timeframes and make smart hiring decisions. Photo via Getty Images

The January jobs report, per BLS, may be cause for celebration with 353,000 new jobs, but with a low unemployment rate of 3.7 percent, the tight labor market persists.

The same report states there were 2,000 more jobs in oil and gas extraction in January. Finding the right people for energy jobs can be a challenge right now as the industry has experienced flux the past few years. Many energy employers find key talent has moved into new industry verticals, drawn by the promise of increased stability.

Recruiting in the tech and energy sectors may be challenging, but the right candidates are out there. It is important for hiring managers to be realistic as they approach recruiting and hiring timeframes and make smart hiring decisions. The organization will be better off in the long run for this approach.

The following recruiting strategies are poised to support energy employers throughout the year.

Get personal.

Job candidates want to feel like their future employer is genuinely interested in them, which means recruiters should personalize the candidate’s experience. This starts by taking a holistic look at the hiring funnel and considering ways to make each candidate feel as though they are the only one you are talking to for the role.

Each touchpoint impacts how the candidate perceives the organization. The job description should inspire candidates, making them excited to apply and motivating them to dream about a future with your organization. Personalizing recruitment outreach messages to speak to their individual talents instead of a standard, generic message speaks volumes.

Moving through the hiring process as quickly as possible is important, but recruiting is about the long game. There are candidates who fall into place in a matter of days. Other times, you may have a conversation with a candidate months or even years before the timing is right for them to make a move. Asking about the candidate’s professional timeline and letting them know that you are willing to work with them, no matter how fast or slow, makes them feel special and valued by your company.

Be ready to compromise.

It has become hard to find the right fit for some of the energy jobs today. However, this does present an opportune moment for employers to reassess the conventional prerequisites typically required for specific positions. Criteria such as an exact college degree, a specified number of years of relevant experience, industry-specific expertise, an unbroken work history and proficiency in specific software applications are areas to reconsider in the job postings, job descriptions and interviews. This strategic adjustment broadens the talent pool and provides access to individuals whose suitability for a role might have been overlooked. Shifting away from stringent education backgrounds and narrowly defined experience, and instead prioritizing qualities such as adaptability and learning capabilities in the search for candidates, recruiters may discover a smoother path to securing qualified candidates.

Grow internal talent.

Recruitment today also means recruiting internally. The optimal approach to efficiently filling positions is promoting the role internally as existing employees have a vested interest and are deeply ingrained in the company’s culture. Their familiarity with colleagues, procedures and protocols facilitates a swift transition into new roles. In order for this to become a possibility, it’s imperative for leaders to nurture internal talent through professional development initiatives that equip employees with the skills needed for advancement. Tailored learning opportunities, mentorship and guidance for reskilling and upskilling can foster internal mobility, enhance employee retention and ensure sustained success. With all this in mind, recruiters should keep in close contact with management teams to discuss internal candidates and their career path.

There is no one way to recruit in 2024, but focusing on the individual and their skills as well as in-house candidates can make it a successful endeavor.

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Jill Chapman is a director of early talent programs with Insperity, a leading provider of human resources and business performance solutions.

How to prevent micromanaging at your Houston startup, small biz

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A manager’s job is to coach their teams and create opportunities for them to succeed. Yet, as managers rise through the ranks, they are not always trained in how to delegate, trust their teams and let the little things go. If managers lack these skills, their micromanaging can quickly lead to an unhappy work environment and increase employee turnover.

A team can become even more successful when managers do not try to control and monitor everything. Instead of getting caught up in the project’s minutia, managers should focus on the bigger picture. The best approach is to delegate tasks and trust the team to complete their assignments, without interfering with the direct work.

Startups and small businesses are full of people with an entrepreneurial mindset who love to roll up their sleeves and get to work, no matter their job description. Just like frontline managers, founders and leaders need to be mindful not to become micromanagers, by giving their teams both the guidance and autonomy to make the business a success.

To prevent micromanagers from taking root in the organization, follow these tips.

Identify the micromanager

Micromanagement is not always easy for founders to detect. However, recognizing and understanding micromanagement is paramount to well-functioning teams and businesses.

When looking for signs of a micromanager, start by searching for managers who tend not to delegate and, if work is delegated, take over from their teams again and again, even after only a simple and harmless mistake. As a result, most of their time is spent overseeing others, while failing to progress on their own work. This can lead managers to lose focus on larger projects and strategy, unable to see how their daily tasks relate to the larger goals of the organization. Additionally, micromanagers request frequent updates and often find deliverables unsatisfactory.

As leaders, it is important to know the signs of micromanagement in order to prevent employee work dissatisfaction and high turnover, which is detrimental to a small business. The culture of a brand-new startup encourages everyone to do everything, which is exciting and rewarding. Managers may grow accustomed to being deeply ingrained in their employees’ day-to-day work. That said, as business scales and becomes more successful, teams expand, and micromanagement is no longer a sustainable management style.

Establish a process

Implementing a formalized process or workflow can help those who tend to micromanage track team projects. Since some use micromanagement to feel in control of a larger project, a project management system or software can help them focus on the higher-level strategy. When the company has a specific method for recording common tasks, they reduce the risk that managers will check-in too often while still lending structure to the overall projects. Beyond helping micromanagers, project management systems help everyone stay on track and communicate at every step in the process. This can increase self-management and efficiency within the organization.

Provide training

Leadership training provides the tools to improve team management and discuss the company’s expectations of managers, which can prove helpful, no matter the leader’s tenure. Management training often highlights a manager’s current leadership style, encourages self-reflection on their strengths and weaknesses, and provides the tools for growth.

Oftentimes, micromanagers are perfectionists and need to simply set their expectations with team members. These expectations can include preferred communication methods and frequency, how to ensure clarity of the tasks, workflow/project management and alerts surrounding urgent updates/mistakes. Once a manager knows their own expectations and communicates them with the team, they establish a better working environment.

Set objectives and key results

Savvy business leaders know micromanagers want to control the end goal. Setting objectives and key results (OKRs), which are actionable, quantifiable, have a deadline and ambitious, allows managers to practice control by meeting the objectives without feeling the need to control every aspect of the project. OKRs encourage managers to focus on big, impactful objectives that can be accomplished in a set amount of time.

Once the OKRs are set, regular, once a week meetings can give everyone the chance to present their progress and give group feedback on the OKRs. Management is also likelier to look at the bigger picture and allow their teams to thrive independently.

Bottom line

Teams need managers, but they need managers who provide guidance and give them the space to thrive. Addressing micromanagement does not mean managers should eliminate one-on-one check-ins or knowing a few of a project’s details. It does mean managers should trust team members to do their jobs. Mutual trust works wonders for workplace culture and a small business’s retention efforts.

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Jill Chapman is a director of early talent programs with Insperity, a leading provider of human resources and business performance solutions.

Of all employees, managers have faced some of the most significant changes, and their engagement levels paint a sobering picture. Photo via Getty Images

Houston HR expert: Mitigating the manager squeeze

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Middle managers are in a precarious position in today’s workplace as they are caught in the crossfire of conflicting demands from leadership and their teams, also known as the “manager squeeze.”

Of all employees, managers have faced some of the most significant changes, and their engagement levels paint a sobering picture. With only 31 percent of managers engaged, 55 percent looking for new jobs and barely one in five stating their organization cares about their wellbeing (Gallup), employers need to look more closely at their management teams and take action.

A strategic approach and effective communication can help mitigate the manager squeeze and provide a more pleasant work environment.

Provide clear expectations

Even though managers need to meet the expectations of their own supervisors, they should also set clear expectations. By proactively establishing clear and realistic expectations with leadership and their own team members, managers can ensure everyone is aligned from the start so there are not conflicting demands. Expectations can include setting achievable goals, agreeing to schedules and timelines, and communicating any potential changes that may occur.

Set priorities

Managers tend to juggle their most productive hours with people management responsibilities. Knowing the importance of people management, managers should prioritize their own tasks and delegate as appropriate. The act of delegation can lighten the manager’s workload and also empower team members to take on and learn new skills that contribute to the project’s success.

Encourage open communication

Open, transparent communication is a benchmark for many organizations. Encouraging managers to keep communication channels open, going both up and down, is imperative. Managers who can express concerns or challenges, and their team members who can do the same, allow teams to more quickly identify potential challenges and allay misunderstandings.

Offer learning and development opportunities

Not everyone is an innate manager and those who do it well put effort into it. Learning and development (L&D) opportunities are crucial for this group as they need to stay up to date with industry trends, but also it offers time for them to fine tune their leadership techniques and communication skills. Investing in L&D provides valuable returns in the form of a revived manager base, a more engaged workforce and increased productivity overall.

Create a network

Support is an important tool to avoid the manager squeeze. Superiors or mentors can provide guidance when there are issues or conflicting demands, while peer groups can help provide valuable insights into managerial styles and offer constructive feedback. In all situations, creating a network of leaders to lean on and trust can become a crucial element for manager success.

The manager squeeze is bound to happen when there are conflicting priorities. However, when a workplace establishes a culture based on open communication, managers can address the challenges early. Keeping the channels of communication open from top to bottom allows all parties to set expectations, collaborate and provide solutions. When managers are given the leeway to communicate freely and are given the instruction and tools to do so effectively, it lessens burnout, the manager squeeze and establishes a more positive work environment for all.

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Jill Chapman is a director of early talent programs with Insperity, a leading provider of human resources and business performance solutions.

On the precipice of the new year, be sure you're factoring these human resources trends. Photo via Getty Images

Houston expert shares 5 HR trends to expect to see in 2024

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Several catchy names to common workplace issues surfaced in 2023, from “quiet quitting” and “quiet promotions” to “monk mode” and “coffee badging.” What came to the forefront of these conversations was employers need to take care of their people to increase engagement and productivity, which results in happy employees and business success.

On the precipice of the new year, there are HR trends that will carry over and other trends employers may want to consider to create a workplace culture that supports its employees and sets the organization up to meet its goals.

Building Skills to Fill the Labor Shortage

Depending on the industry, business leaders continue to have a hard time finding qualified workers to fill open positions, even though there are 6.3 million unemployed workers in the U.S. labor market. The reason this is difficult, many times, is the need for a specific educational background, exact experience or new skills in technology.

A business on the verge of growth needs to fill roles as quickly as possible, but it can do more harm than good hiring the wrong people. Training current employees whose positions are easier to back-fill to take on a new role and building the specific skills needed in-house can be the ideal solution.

Hiring Based on Experience

Many people are not taking the traditional career path and business leaders must look beyond the degree and standard experiences when hiring. With the tight labor market, it is imperative to look at the entire person and skills that can translate into the role. For example, military veterans were quickly trained in several very technical areas, they can make quick decisions, lead effectively and many are goal oriented. Even though they may not tick the standard boxes, the soft skills they bring to business can make them great hires. With training, they will quickly learn the skills needed for the specific task at hand.

Offering Wellness Programs

Employee benefits took center stage during the pandemic, from extended medical benefits to mental health resources. An even more well-rounded approach to wellness will continue into 2024. Beyond health-related benefits, wellness extends to child and elder care, including flexible schedules, as more employers require in-office days. Additionally, financial wellness programs continue to gain momentum. These benefits take shape with financial education classes/coaching, savings programs, investment opportunities, budgeting tools and credit resources. When employers implement financial wellness benefits, they help reduce employees’ financial stress and boost their financial confidence, which impacts every facet of their lives, including work engagement and productivity.

Creating a Living AI Policy

AI is in the workplace, but it is changing daily. Employers will need to set policies on how AI can be used with their organization if they haven’t done so already. That said, the policy needs to change as the technology evolves. AI is a tool that will change the way we work; however, it is important to know its weaknesses and not lose sight of the human element of business. For example, AI can help streamline administrative tasks for the organization, which frees up staff time to have one-on-one conversations, collaborate more effectively and develop broader strategies to move the business forward.

Offering Frontline Manager Support

Frontline managers are in a precarious position. They have the difficult task of managing remote and hybrid employees, ensuring they are taken care of and meeting expectations, while also managing up to leadership. Frontline managers ensure work gets done and new initiatives are implemented. Many managers were put into the position during the great resignation and others are still struggling with managing today’s evolving workplace structure. Training frontline managers and offering them the support and tools they need to do their jobs well is something employers need to make trend in 2024.

Bottom Line

There are always trends in the workplace, but there is one thing that holds true year after year. Great relationships inspire great performance. These relationships start at the top and require real conversations to take place. When a culture is established where employees know they are heard and there are people within the organization who care about them and their success, business becomes easier to conduct and success follows. Start 2024 by putting intentional effort into relationships. It’s the best decision any leader can make.

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Jill Chapman is a director of early talent programs with Insperity, a leading provider of human resources and business performance solutions.

As much as leaders may wish the labor market were not so competitive, it is important to accept the reality and take action. Photo via Getty Images

How Houston businesses can attract tech talent amid a tight labor market

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It is no surprise to recruiters that, despite high profile layoffs at major corporations, the labor market remains tight, especially in the tech industry.

According to data from McKinsey from the first half of this year, more than 80 percent of tech workers who were laid off found a new job within three months. Many of them found jobs outside of the tech industry, where technically skilled employees are in increasingly high demand.

If small businesses want to remain competitive, they need to evolve their hiring strategies. One answer to expanding the talent pool is skills-based hiring. Unlike traditional recruitment, which focuses mainly on applicants with college degrees or direct experience in their field, a skill-based hiring approach prioritizes specific competencies.

Research from LinkedIn revealed employers who practice skills-based hiring are 60 percent more likely to have success with hiring. A winning skills-based hiring strategy will identify diverse candidates, promote internal upskilling and accelerate the hiring process.

Find diverse candidates

Conventional hiring strategies tend to overlook many of the diverse candidates who benefit from skills-based hiring. One important aspect of skills-based hiring is connecting with these groups, who may not apply through traditional pipelines like online applications, employee referrals, or job fairs.

For example, candidates such as veterans, parents reentering the workforce and people without a college degree may not have the same connections as traditional applicants. Yet they often bring transferable skills and an ability to learn, enabling them to succeed in the role.

To expand their talent pool, businesses can start by connecting with organizations and events in Houston that target diverse groups. For example, the Texas Veterans Commission recommends that employers reach out to their local Texas Workforce Solutions Center to link with veterans seeking employment.

By making an effort to connect specifically with underrepresented groups, small businesses and startups can quickly deepen their pool of available talent.

Provide internal upskilling

Skills-based hiring focuses on the competences employees have already. Through upskilling, however, employers can internally train candidates to take on a new role or hire candidates with strong learning potential. Upskilling is the practice of offering ongoing learning and development (L&D) opportunities to employees to close skill gaps.

Upskilling opportunities cannot only expand the talent pool by enabling employers to train candidates on the job. They can also attract more applications across the board because they are in high demand from job candidates. The American Upskilling Study from Gallup found 57 percent of workers were “extremely” or “very” interested in an upskilling program, especially Black and Hispanic workers.

For small businesses trying to stay competitive, upskilling is an essential component of a skill-based hiring approach.

Accelerate the hiring process

Time-to-hire is telling about the effectiveness of an organization’s recruitment process. When recruitment drags on too long, candidates may accept another offer or grow disengaged with the process. Meanwhile, open roles may go unfilled. Unsurprisingly, LinkedIn data has found over six in 10 HR leaders named time-to-hire as their most important metric for success.

Small businesses and startups who want to increase their competitiveness should start by calculating their current time-to-hire. Once they understand the situation, they can analyze their approach for weaknesses.

Some of the most effective solutions to improve time-to-hire could include redesigning the application process, streamlining interviews, implementing an applicant tracking system or refining job descriptions. The goal is a highly efficient recruitment process that identifies qualified candidates and puts out an offer as soon as possible.

As much as leaders may wish the labor market were not so competitive, it is important to accept the reality and take action. Much like larger corporations, small businesses and startups will find the upper echelon of talent when they embrace skills-based hiring as the future of recruitment.

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Jill Chapman is a director of early talent programs with Insperity, a leading provider of human resources and business performance solutions.

Retirement is coming for the energy industry's workforce. Here's how to prepare for it. Photo via Getty Images

Houston expert shares strategies for addressing  potential workforce shortages

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The energy industry, a vital part of Houston’s business ecosystem, faces the challenge of a shrinking workforce.

A U.S. Chamber of Commerce report indicates the workforce has nearly two million fewer workers today as compared to February 2020. A considerable part of this decline can be attributed to retirement and early retirement rates, with the pandemic prompting three million people to early retirement. Furthermore, with an estimated 10,000 Baby Boomers turning 65 daily, the entire generation is expected to reach retirement age by 2030.

The tight labor market, coupled with the growing brain drain associated with retirement rates, should serve as a wake-up call for employers in the energy sector. There are tried-and-true strategies to prepare businesses for waves of retirement and ensure the knowledge does not walk out the door.

Upskilling: Invest in the workforce

Knowledge and skills go with workers are they retire. To mitigate the brain drain, companies need to invest in upskilling their existing employees and new hires. Establishing formal training and development opportunities can help enrich the workforce to pick up the responsibilities of retiring colleagues. This investment ensures a smooth transition, shows employees they are valued by the organization, and increases employee loyalty and engagement.

Adopting innovative training programs that cater to the specific needs of the energy sector is one approach. Technologies rapidly evolve, and employees must stay current to remain effective in their roles. Investing in the latest training programs, workshops and certifications will enable the workforce to thrive in a rapidly changing industry.

Mentoring programs: Pass the torch

Mentorship programs can play a pivotal role as more employees retire. Experienced employees nearing retirement can mentor younger workers, transferring knowledge and skills while ensuring a seamless transition of expertise. The value of mentorship programs can be priceless for an organization as they help transfer on-the-job learning and experiences that are not taught in the classroom.

A structured mentorship program usually proves most effective as it outlines the responsibilities of the mentors and mentees. A structured approach, which should have built-in accountability measures, ensures there is a productive knowledge transfer process.

Intentional recruitment: Attract and retain talent

A proactive recruitment approach is essential as businesses work to fill knowledge gaps. Companies in the energy sector should seek out talent to bridge the generational divide. This may include targeting candidates who have the relevant skills and knowledge, yet they are willing to adapt to the industry’s changing landscape.

Workplace culture is still a relevant and important component of attracting and retaining top-notch talent. Beyond competitive compensations packages, today’s job candidates look for growth opportunities and a focus on work-life balance.

Retaining knowledge: Document the expertise

Institutional knowledge will walk out the door as experienced employees retire. Companies can prepare for and mitigate the knowledge migration with knowledge-sharing systems and comprehensive documentation processes. An established process can help preserve information that may seem like second nature to more experienced employees and make it accessible to current and future employees. Asking retiring employees to document their expertise and best practices can safeguard their insights within the organization.

Covering bases: Create an alumni network

Retirement does not always mean the employee wants to hang up their proverbial hat entirely. Filling the knowledge gap as employees retire can be daunting. However, the development of an alumni network can extend the life of the institutional knowledge and knowledge-sharing process. Bringing back retirees on a project basis or to consult is a solution benefiting everyone involved.

Every industry must prepare for the impending wave of retirements. The energy industry’s significant impact on the Houston economy requires proactive and thoughtful solutions. The tight labor market and retirement rates should have businesses in this sector working diligently to fill the upcoming knowledge gaps through upskilling, mentoring, intentional recruitment, knowledge-sharing systems and alumni networks. Taking these steps now, the energy industry can circumnavigate workforce shortages and prepare for continued success.

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Jill Chapman is a director of early talent programs with Insperity, a leading provider of human resources and business performance solutions. This article originally ran on EnergyCapital.

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Houston health tech company scores $2.2M grant to use AI to make organ transplants smarter, more successful

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The National Institute of Health has bestowed a Houston medtech company with a $2.2 million Fast-Track to Phase 2 award. InformAI will use the money for the product development and commercialization of its AI-enabled organ transplant informatics platform.

Last year, InformAI CEO Jim Havelka told InnovationMap, “A lot of organs are harvested and discarded.”

TransplantAI solves that problem, as well as organ scarcity and inefficiency in allocation of the precious resource.

How does it work? Machine learning and deep learning from a million donor transplants informs the AI, which determines who is the best recipient for each available organ using more than 500 clinical parameters. Organ transplant centers and organ procurement organizations (OPOs) will be able to use the product to make a decision on how to allocate each organ in real time. Ultimately, the tool will service 250 transplant centers and 56 OPOs around the United States.

The NIH grant goes toward developing more precise models for heart and lung transplantation (kidney and liver algorithms are further along in development thanks to a previous award from the National Science Foundation), as well as Phase 2 efforts to fully commercialize TransplantAI.

"There is an urgent need for improved and integrated predictive clinical insights in solid organ transplantation, such as for real-time assessment of waitlist mortality and the likelihood of successful post-transplantation outcomes," according to the grant’s lead clinical investigator, Abbas Rana, associate professor of surgery at Baylor College of Medicine.

“This information is essential for healthcare teams and patients to make informed decisions, particularly in complex cases where expanded criteria allocation decisions are being considered," Rana continues. "Currently, the separation of donor and recipient data into different systems requires clinical teams to conduct manual, parallel reviews for pairing assessments. Our team, along with those at other leading transplant centers nationwide, receives hundreds of organ-recipient match offers weekly.”

Organ transplantation is moving into the future, and Transplant AI is at the forefront.

Houston-founded startup raises $1.1M seed to fuel growth in bioeconomy

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A biotech company that was founded at the Texas Medical Center in Houston has raised fresh funding to support its goal of innovating new technologies for a healthier humanity.

Van Heron Labs, based in Huntsville, Alabama, raised a $1.1 million seed round led by FoodLabs, a European investor and venture studio for food, health, and climate. The startup taps into genomics, bioinformatics, artificial intelligence, and nanotechnology to improve how cells are cultured and harnessed with the mission to address critical industrial and global challenges with biotechnology.

“Van Heron Labs looks forward to using the generous support and funding from FoodLabs to advance our goal of making biological innovation better, faster, and cheaper," Rebecca C. Vaught, founder and CEO of Van Heron Labs, says in a news release. "By fueling the new bio-economy, we feel that our customers can optimize their systems and bring technologies to overcome critical global challenges to market."

Van Heron Labs, which was founded by Vaught, Alec Santiago, and Nithin Parsan in February 2020, originally launched with its cell-focused platform to support COVID-19 pandemic response. The company's cell-based applications also include cancer therapeutics and food and materials production.

“We are excited to lead the funding round in Van Heron Labs, as we firmly believe that their innovative approach to optimizing cellular nutrition has the potential to revolutionize multiple industries, including biopharma, biomanufacturing, foodtech, and agriculture,” Julius Strauss, investor at FoodLabs, says. “We are excited to be partnering with Dr. Rebecca Vaught and her team as they continue to push the boundaries of innovation in the bio-economy.”

The funding will go toward supporting existing and new product lines.

Van Heron Labs' automated flagship platform uses bioinformatics and advanced AI tools to discover the optimal cellular fuel. This information can be used to personalize the customers’ culture media to provide more excellent quality, efficiency, and scalability, per the company.