Oct 272014
 

Finding reliable and hardworking employees isn’t as easy as it seems. Whether you are a small business owner or a part of a human resources division, finding the right candidate to fill a position requires skill and endless hours of going through resumes. In most cases, the recruitment process doesn’t result in the ideal candidate you are looking for to fill the job position. You shouldn’t need to settle for less than what you are looking for in an employee. Fortunately, there are a number of useful tactics that you can incorporate into the recruitment process to secure the employee that you deserve.

The Checklist

According to About Money, the first step to securing the employee that you are looking for is to develop a checklist. Your checklist should include a few basic components such as developing a job specification, a job description, and a job analysis. Once you have those elements down, speak with individuals that will oversee the employee and make sure that you each agree upon the qualities that the employee should have. For example, you should discuss the level of education that the employee is expected to have, what types of personal characteristics that you are looking for, and if experience in a certain field is relevant to the position. Once those elements are determined, you can tweak the job specification and description accordingly.

Reviewing the Seven C’s

The greatest recruitment officers and employers follow a system. According to Forbes, the system is known as the seven C’s and it identifies seven very important characteristics that every employee should have. These characteristics are competence, capability, character, culture, compensation, commitment, and compatibility. For example, you want to choose an individual that fits into your corporate culture and that is compatible with the other employees in your office. Without these characteristics, you put yourself at risk of losing an employee early and creating tension in your office.

The Candidate Pool

Once you and managers have determined what type of individual you are looking for, the next step is to develop a candidate pool. For the best results, it is often ideal to extensively advertise the position. Advertising can done on the company’s website, through LinkedIn, and on job boards. To best facilitate a strong candidate pool, Ochre Recruitment suggests that if you are going to use a third party, it is ideal to ensure that the third party understands your company’s needs and what type of candidate the company is looking for. A recruitment firm that understands the basics will be able to ensure that only the best candidates are forwarded for an interview.

The Interview

These days, you need more than the traditional interview to secure the right job candidate. While the traditional method should still be used, there are additional steps that can truly help you figure out which candidate is the best for the position. These methods include developing a test, requesting samples of past work, and creating a role-play simulation. After the interview, have each interviewer fill out a post-interview assessment so the hiring group can evaluate how the candidate performed according to individual expectations.

Finding the right job candidate is never easy. However, with the above recommendations, you can make your next search much easier. The above tips enable you ensure that you’re hiring the candidate that you and other managers in the company are looking for. Just don’t forget to follow the seven C’s and incorporate a detailed plan into the search. Keep yourself and everyone else informed of the process is a sure way to success.

Oct 202014
 

In today’s competitive business environment, success depends on many factors, but most executives would agree that staffing is the most crucial piece to the puzzle. That’s why a smart recruitment strategy is essential to any organization. Just a decade or two ago, HR recruiters relied on classified advertising to reach potential employees, but finding the best candidates now takes a combination of techniques. Here, we’ll discuss four of the top strategies HR recruiters can leverage for more successful outcomes. Social Media Strategy Social media recruiting is a great way to find new employees. Millions of business professionals use social media networks like Twitter, LinkedIn, Facebook and Google+ every day, and HR recruiters should, too. Try these social media recruiting strategies: [...]

Sep 152014
 
5 Ways For Employees to Trust One Another

No matter the industry a business is operating in, an efficient and effective workplace involves having employees who trust one another. Trust helps to boost productivity levels, enhances exceptional customer service, and provides a workplace where employees enjoy working. Trust is not instantaneously established among workers, so it is important for managers to create this atmosphere.   5. Create and enforce rules and standards Your employees will have a hard time trusting one another if there are no rules to follow. No one will know what to expect from one day to the next, and not only does this hinder trust, but it also lessens productivity. When you create rules and standards, don’t make them so strict that no one [...]

Sep 082014
 
Employee engagement - is it becoming a concept to rethink?

Employee engagement is a big topic these days, as companies recognize what this can mean to their productivity and performance. A 2014 survey reported that 78 percent of executives surveyed rated engagement as an important or urgent issue. Research has shown that engaged employees are more productive, provide better customer service, and stay in their jobs longer. Employee engagement is moving from an annual survey, to an on-going business concern. Are your people engaged? Do you think they’ll keep working for you 5 years from now? Every now and then, organizations should rethink the way they treat their staff. Surveys are an excellent way of finding out if your company’s production goals are being met or not. Of course, there [...]

Aug 292014
 
FMLA - Not Just Coverage for Pregnancy

Many business owners think of FMLA only when an employee is ready to go out on maternity leave or if an employee is facing a catastrophic illness such as cancer. FMLA also covers migraine headaches, back pain, influenza – and other illnesses that are considered to be “chronic or a serious health condition”. Employers and their supervisors and managers need to know the “red flags” on what to consider to be a FMLA occurrence and how to manage it. As a reminder, the Family and Medical Leave Act (FMLA) provides certain employees with up to 12 weeks of unpaid, job-protected leave per year. It also requires that their group health benefits be maintained during the leave.  FMLA is designed to [...]

Jul 302014
 

Payroll is an important aspect of running a business with employees. An efficient and organized process can make payroll less cumbersome and costly. Here are seven simple and effective payroll tips that can benefit every business owner.   1. Get the required information upfront. Make it standard practice to collect the necessary information from employees and independent contractors, including proof of identification, EIN/social security numbers, and W-4/I-9 tax information, at the start of a working relationship. (If you hire new employees, report the event to the state within 20 days). Though you may not pay an independent contractor enough to necessitate issuing a formal W-2 at the end of the year, having the required information on hand will reduce the [...]

Apr 112014
 

Companies know they have to maintain a certain level of branding when dealing with consumers – but what about with prospective employees? Company branding is becoming a major element to the hiring process. In an age where social media has personified businesses to a level not experienced before, human resources must understand the company’s image must also correspond to the way it presents itself to candidates. A Randstad survey from 2013 found an inviting company brand may be the key to attracting talent. It found 20 percent of employees under 30 would rather work at a lower-paying job with a brand they embrace than a position at a less reputable or welcoming company. So how can employers establish a strong brand? Through many ways: [...]

Jan 142014
 

The current job market is saturated with highly qualified individuals, and the most qualified job seekers are looking for much more than just a paycheck in their search for employment. In order to attract the best candidates, you should have certain measures in place in your recruiting and hiring processes. What do the top talents in your industry look for? How can you attract them? Here’s a look. The Employer of Choice You can start by approaching talent acquisition and recruitment from the perspective of branding. If you position your company as the “employer of choice” to potential employees, you will be able to choose from the best of the best. To do so, you’ll want to describe what differentiates [...]

Dec 022013
 

It may seem quiet around here, but we’ve been busy working on new enhancements to our web-based human resources management system. The most notable update would be the addition of an Applicant Tracking System (ATS). We’ve put a huge amount of effort into creating the easiest to use and most flexible online applicant tracking system in the market. With our online HR software system, you can create your very own custom online job application.  You can then embed a list of current job openings on your own website. When an application is completed, log in to rate & review candidates. Finally, with the press of one button you can hire a candidate and transfer them into your employee management system. [...]

May 242013
 

By Steve Miranda In my 17 years as a senior level HR practitioner, I’ve seen good and bad corporate policies. The only real difference between the two is that good policies are those that employees follow. Social media policies are no exception. But the most effective policies don’t just keep employees in line. They set consistent, clear, and common-sense guidelines that free employees to do their jobs better. Here are three key characteristics that should define your social media policy: 1. It’s Clear Your employees need to understand why the policy is needed; this doesn’t mean they have to agree with that reason. It’s unrealistic to believe people will automatically support your policies. And telling employees to follow policies “because [...]