We are in an exciting time of disruptive change. Now, more than ever before, human resources professionals lead the way with a need for exceptional service within organizations and fulfilling important roles that benefit everyone. As business leaders and recruitment strategies decision makers, we know we don’t have time to do everything; we only have time to do what matters.
What matters most to your organization? What actually matters to your employees?
To continue offering exceptional support to our business, serving our organization and focusing on strategy, we need a constant mindset of execution. It’s easy to be busy; busy is not productive. We can no longer abide by the rules of “time management”. The old way of managing time doesn’t work. We must begin paying attention to what matters most. Continue reading
One of the biggest buzzes in business today is about “Company Culture”. What is Company Culture? In its simplest terms, Company Culture is the workplace environment. What is it like day in and day out at the office? However, it really is a little more complex than that. It is like your organization’s DNA, and organizational culture is not easy to change. It becomes ingrained in every fiber of the company, for better or worse. Continue reading
Inspired by: Lead Yourself First: Inspiring Leadership Through Solitude, Raymond M. Kethledge and Michael S. Erwin
Leading Yourself 1st – Solitude In Leadership
The value of solitude is a critical, but often overlooked, component of leadership success. Click To Tweet Finding quiet space in leadership roles is challenging, made even more so with the expectations of constant connectivity.
‘Lead Yourself First: Inspiring Leadership Through Solitude’, by Raymond M. Kethledge and Michael S. Erwin, focuses on solitude as an essential practice for effective, high-level leadership. Its central thesis is that, to lead effectively, you must first lead yourself. Continue reading
How To Get The Most Out Of Your Job Search & Hiring Process:
Like so many things throughout our collective history, necessity (or frustration) spawns invention. The same is true of WorkSearch. Created out of sheer exasperation with the “go-to” Job Boards (you know who they are, you’ve probably been annoyed by them when you’ve had a job opening or while job searching), Kenny Berger, CEO of WorkSearch, decided that if there wasn’t a better way available, he was going to make one!
There are a couple of situations you can find yourself in when it comes to bringing in a potential employee from a different geographical location, or sending an existing employee to work within your organization, but at enough of a distance requiring relocation. If your company is experienced at such moving around, there are people to talk to about how to handle either. But the responsibility is yours, and you’ll want to consider both the pros and cons:
You will need to consider the cost of relocation assistance, in addition to possible travel costs, which can make it difficult to conduct interviews. Your company may be willing to provide relocation assistance to the right candidate, but if it’s not within your company’s budget, these expenses may be the candidate’s responsibility.
The hiring process can be stressful and length, and any employer knows that finding that perfect candidate can be problematic at times. To ensure things go smoothly next time you need to hire someone at your company, you’ll want to avoid some of the following common hiring mistakes:
Failing to communicate with strong candidates
Whether an applicant is following up after an application or after a job interview, it’s important to maintain contact with that candidate if they are still in the running. Unless they are no longer a possible contender, complete radio silence can send the wrong message that you’re no longer interested.
Taking too long to make an offer
You have begun reviewing resumes and decide to interview two. They are both available and you call one back for a second and final interview. It may have taken longer than you hoped, but you are feeling pretty good about your hiring process. Your selection has the right mix between skill sets, personality, temperament and work ethic; in short, you have a dream candidate.
If you’ve had difficulties finding the right candidate for a position you’re trying to fill, you’re certainly not alone. Although you might receive a lot of applications, finding that perfect candidate—even after you’ve gone through rounds of interviews—can be challenging.
Our complicated world
With the speed at which technology moves, things are changing minute by minute. High school, college and technical school curricula are not always up to speed, so to speak, with this fact. In order to pay attention to the left hand, sometimes the right hand does not know what the other is doing. This doesn’t make people bad, or ill intentioned.
Let’s say, for instance, a fabulous technician is your leading candidate. He or she is experienced, fits the job and you like the person’s attitude. So you hire this person only to find out that they are a poor written communicator. Should a company be expected to teach this person how to write? You have no cause for termination, just because you assume that the educators did their job and that didn’t happen.
It has taken longer than you hoped for, it has cost even more, but you are the happiest employer around. Your newest hire has been great. You are getting positive feedback, the employee is meeting your benchmarks, and all is well in your company’s world. The following are some signs that you have the right person for the role—and if you don’t, how to find that perfect candidate:
Beyond the performance review
Being happy doesn’t mean that the employee laughs a lot, dances in the lunchroom, or hums under his/her breath. That could happen, but there is a far more significant indicator and what is nice is that it can be documented for the benefit of the employee and for the department and the company overall.
One vehicle is the employee performance review, of course, where facts are tracked—for example, absences and related things. Benchmarks are either tracked as needed, and others are set. All things part of the role is noted.
Even the most cynical of managers does not like to terminate an employee, particularly when it appears that employee had no idea it was about to happen. If there are no signs that someone was “taking the hint” and looking for new employment, this is tough, but sometimes necessary.
You’re forced to downsize
If the company is downsizing, and it is being respectful of such issues as seniority, if applicable, at least there is a bit more impersonal reason to explain to the employee why he/she is being terminated. You can offer a letter of recommendation and, hopefully, the company will put together a good severance package. If insurance is not part of that package, you can take extra time to explain options, or, better yet, call in someone from HR on the spot to answer questions. Let him/her know if there are similar companies around or, in special cases, “people you know.” Stay within the guidelines of the company when doing this, however.