“Working with HR Solutions, LLC has been an eye-opening experience. Renee and Carn have helped us to update our policies and procedures to ensure compliance and minimize liabilities. More importantly, I have been amazed at how these changes have affected our staff. Everyone seems to be more focused and energized, and I cannot help but think that this will have a positive effect on our bottomline. My only regret is that we did not start this process with HR Solutions years ago. My advice is to not make the same mistake, but call them today.”
Stephanie Novak Hau
President/CEO
Chesapeake Environmental Management, Inc.
Bel Air, MD
As an employer have you ever thought, “Do I have the correct employees in the job?”Employees that are a natural fit are happy in their job, remain on the job longer and are most productive.Often in business, clients promote employees into jobs because “they are doing well in their current role” so there is assumption they can and should be promoted into something with more responsibility.Unfortunately, more often than not,these employees fail in the new role, and management is baffled.
Other times, as we start small businesses, we hire the people that we feel will be most loyal – friends and family.That works fine for a few years until the business starts to grow; suddenly your college buddy who majored in “communications” is running your operations department.All is fine when you areputting out1000 orders per year and your profit margin is 2%.But now that you’ve beenmarketing you have taken on 20 new clients, your production is going to increase by 300%, your warehouse needs to grow by 40%, you need to hire 20 new production workers and some management personnel….can your old college buddy still handle the job? Probably not.
What is the real cost of recruiting?Most businesses only think in terms of
the cost of running an ad. ButI’d like you to think about the following:
Yes,
there is the cost of the ads, but there are many more creative ways of
recruiting than by just posting on Careerbuilder or Monster.com.
The
cost of sorting through what - in this economy - could be hundreds (even
thousands) of resumes. Who on your staff is equipped to properly review
and sort resumes?What is the cost of
productivity for the time spent on this process?
Do you
have an inside employee capable of doing a proper phone screen, and have
you factored in their time to conduct this process?
Can
you ensure that your recruiting process does not discriminate?
Discrimination charges in 2009 hiring practices totaled more than
$82M.Can you afford to make
any mistakes?
All of the above is even before the candidate has walked in
the door for an interview!
Then even more costs are accumulated by on-boarding costs,
ramp up costs for the the employee coming up to speed, training, and
administrative costs for responding to candidates not selected.
Tie in the above with the potential waste of total dollars
if you don’thave the right people
advertising, sorting through resumes, phone screening and ultimately in person
interviewing and end up hiring the wrong person.
HR Solutions is your single source for recruiting for your
high level executives, managers, supervisors or even your front-line hourly
employees.We are experts at
finding the right person for the position and for the long haul.
As I begin to post this week's Human Resource Blog, my mind reels with a myriad of topics to discuss: Difficult Employees, Performance Management, ADA, Compliance on Files, Posters, etc, Policies, Recruiting, Job Descriptions, EEO, HR Practices, Discrimination, Harassment- I could go on forever. Every critical topic will be covered and a new post will be added each Monday afternoon.
Job Descriptions – Why do you need them?
It is an age old question but a critical one. Many businesses feel a job description is unnecessary, claiming “I know what my employees are supposed to do.” The real question is: Do your employees know what their actual duties are and can you prove in a court of law? Job descriptions are meant to accomplish several key things:
Specifics on expectations from your employees that they understand
Key component for performance management up to and including termination
Required for legal recruiting including, but not limited to: Physical Requirements and Work Environment
Set a standard for recruiting; ensuring questions are consistent and applicable to the job.
Used to justify accommodations made or not made for an employee with a disability
Job descriptions should be reviewed once a year along with performance reviews by both the employee and the manager.
Not sure you want to tackle this project alone or feel you need some guidance? Contact us today 443-356-4352
A question we always get about interviewing is "How do you know the potential employee is telling the truth?" I often have to remind managers and owners that they are the ones conducting the interview and that they have control over it. If someone gives you an answer you doubt, don't understand, doesn't make sense, or you just don't believe, keep asking questions that will clarify the response. When the interviewee doesn't fully answer your question, ask them further questions. You will only get out of an interview the questions you put into it.
Managers frequently don't get the connection between the interview they conducted, and the employee they are now looking to terminate. What went wrong? Probably, nothing went wrong - it was just never right. Believe me, every manager has a bad hire at some point in their career. But striving to hire the right person, the first time around, is usually the best way to go, even if it takes a little longer.
So how do you do this?
Interviewing is not as easy as some may think. It is a learned skill. The more you conduct interviews, the easier it gets, and the better you get at it. But you have to look back through your interviews and realize what you have learned.
We are often able to train our clients by doing interviews with them. After the interviews are over, we go through an interview review exercise to find the 'red flags' in the candidate's interview. What did they say? How did they say it? Did they answer the question you asked? Did they give you enough information? Our client usually can find 1 or 2 of the red flags, and then we point out 10 more and they say, "Ohhhh." This is one of many ways in which HR Solutions is able to help our clients conduct more effective employment interviews.
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