Tag: hr

Take Control of Your Employer Brand With Buyer Advertising

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In the fight for talent, a strong Employer Brand is your best weapon – it differentiates you from competitors, and helps you attract the right candidates. A strong Employer Brand can lower your cost per hire by 50% and can reduce your employee turnover rate by 28%.

Our Employer Brand development services include:

  • Brand Audits
  • Leadership Interviews
  • Employee Surveys & Focus Groups
  • External Audience Research
  • Competitive Analysis

For more than 47 years we have been helping our clients take control of their employer brands! Learn more about Buyer’s employer brand development services by clicking here or by viewing the video below:


 

How to Hire Motivated Employees

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image_18Talented, skilled, dedicated and motivated employees generate an incalculable return on investment for your business. Motivating current employees is hard enough, but it is far easier when your HR department recruits candidates who already show passion and pride in their current work.

Key Traits of Motivated Candidates

Search for recruits who will become engaged with your company by looking for the following characteristics:

  • The correct candidate has a record of initiative and seeing assignments through to the desired result.
  • Their resume displays a tendency to lead, whether through projects, teams, products or industry initiatives. These leadership positions may be technical or managerial.
  • The best candidates intrinsically view problems as invitations to work harder rather than impediments to progress.
  • Even the best employees make mistakes or encounter insurmountable obstacles. In the face of these, motivated employees maintain an irrepressible enthusiasm. Furthermore, they draw useful, positive lessons from such situations.

Are They Looking for Change for the Right Reasons?

Employees can become discouraged with little or no effort on the part of management. Ignoring their efforts, leaving them out of decision-making, using fear to motivate or failing to challenge their creativity are well-known ways to sap employee vigor.

Employees engaged in the company’s business are constantly looking to do more, to take on new projects, learn new skills or find ways to do their current tasks more efficiently. They become dissatisfied when these desires are thwarted or they are not allowed flexibility in how and when results are delivered.

Keep in mind such circumstances when discussing their reasons for considering a change of employers. These provide clues to whether the person feels they cannot spread their wings or that they are simply bored or looking for a larger paycheck.

Start Off on the Right Footing

Once you have identified your motivated recruit and have discussed pay, benefits and working conditions, be sure to uphold your end of the deal. If the employee does not feel that he or she is receiving what was promised, performance may be negatively impacted from day one.

 

Workforce Planning for Staff Retention

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The purpose of workforce planning is to align a company’s workforce objectives with the strategic objectives and priorities of the organization as a whole. It identifies current and future workforce capabilities and provides solutions to meet any deficiencies. An essential component in the workforce plan must be retention policies that target turnover.

Retention Should Be a Higher Priority than Recruitment

Critical turnover refers to the loss of employees that demonstrate the highest potential value to the company. Typical turnover costs are more than twice an employee’s salary, but far higher when the organization loses its most motivated and productive contributors. This is why retention of high value employees should take priority over policies and programs to recruit new talent.

Discuss Misconceptions about Turnover and Retention

During a discussion of retention policies, it is helpful to clear up preconceived notions about turnover and its causes:

  • An employee’s pay level is not usually the primary reason for them leaving. People more often quit because they have problems with their manager or the organization as a whole.
  • Examining the reasons people leave is necessary, but it is equally important to evaluate why employees, especially the most valued among them, choose to stay.
  • Most exit interviews provide scant insight into turnover causes. Departing employees are worried about job references or burning bridges back to the company. Thus, they supply interviewers with non-confrontational half truths about why they are leaving.
  • There must be a distinction made between turnover in general and critical turnover. Retaining the highest performers is far more productive to the bottom line than trying to make everyone happy. Turnover of less productive workers is not always undesirable.

Retention Is a Team Effort

To be successful, it must be pointed out that retention strategies are not the sole burden of the HR department. They must be developed and practiced with the close involvement of management. Managers should be provided opportunities to sharpen their communication and coaching skills and trained to detect signs that good employees are thinking of moving on.

Best Time of Year to Hire Resources

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image_27Hiring new workers can be tricky. Owners have to walk that fine line between hiring too many people who then run out of work and not hiring enough people to get all of the work done on time. However, even when it is clear that you need more workers, knowing when to look for them can be difficult. Is there a prime time of year to bring on extra help?

For seasonal businesses, the answer is clear: As demand goes up, more workers have to be brought in, and they then have to be let go as the demand falls. If you run a company that cleans pools in the Midwest, you are not going to need anyone for six months of the year, but you need to drastically increase your workforce in the spring, when people are opening their pools back up, and during the summer.

For non-seasonal businesses, the spring may also be the best time of year, however. That is when most colleges let out, and so the job market will be flooded with new graduates. They are all going to be looking for positions in May and June, with the best employees being swept up right away. You can still find workers in July, August and September, but you may miss out on the workers that you really want. The ones who are left are those who were turned down at other places. There is also a minor surge in workers in early December due to students who graduate after the fall semester, but it is not as drastic.

It is worth noting that many students will start sending out resumes and applications in March and April, before they really graduate, to make sure that jobs are waiting for them. Hiring at this time can work; it all depends on your goals. If you are looking for the very best employees, finding them in advance is worth it, as you could offer them a position before they take one elsewhere. If you need employees who can start immediately, though, this may not work as well, seeing as how the people you hire may not actually be able to start for a few months.

Recruitment as a Form of Business Development & Sales

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image_13The single most important thing that a company can do when it comes to development over time is to focus heavily on recruitment. Whether building the company from the ground up or expanding it, having top talent in the industry is the best way to hit realistic goals and improve. This can help the company develop and react to the market so that it stays relevant and gives consumers what they want.

Recruitment can be aimed directly at development mainly by targeting the ways in which the company falls short and then focusing on addressing those needs when bringing in new employees. For example, a company looking to expand into a new market with a new demographic of potential buyers needs to have people with experience who understand that demographic. Trying to shift in the direction of selling to an older age group, for instance, means bringing in recruits who have worked with people in that age group before. They can then direct the company’s actions and help the business connect with these people so that the potential pool of buyers is truly increased.

However, expansion and development may not always be so clear-cut, and this is when companies need to search for visionary recruits who can help see what needs to be done to take things to the next level. Often, internal employees will be accustomed to doing things in one fashion that may have worked in the past, and so it will be hard for them see new opportunities. Creative new recruits can think outside of that box, meaning development is a constant process. The company can always be shifting and looking for new ways to adapt.

As new markets are opened up and new ideas are tested out, recruits who understand those markets and those buyers need to be brought in to work on the sales end of the operation. They will better understand the people they are selling to, so they will have more success than workers who have never focused on those areas. A company should always be recruiting in a way that fits the direction that the company itself is moving.

Define Roles and Responsibilities to Deliver Program Requirements

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image_25The Importance of Clear Expectations

It is a fundamental function of management to communicate clear and achievable objectives to each member of a team. In fact, the very concept of management is rooted in the idea of overseeing the achievement of those clearly defined tasks in the most efficient manner possible.

The human resources role in developing and defining those requirements is essential. The process of developing a staffing plan and identifying the right personnel for each position involves breaking the overall goals of a company into basic job descriptions. This includes defining the specific skills and experience necessary to fulfill each role.

It is easy to understand the necessity of such role definitions from both a top-down and bottom-up perspective. From the management level, having the right staffing and resources on hand is the first step to achieving any desired task. From the employee’s viewpoint, it is vital to understand exactly what is expected as part of day-to-day performance standards. Any difficulties encountered are often traceable to a failure of these two views to properly coincide.

More Than the Task at Hand

There are several issues related to the clear definition of roles and responsibilities beyond the specific task at hand. Quality and motivated employees appreciate the opportunity to excel and exceed expectations. Without a clear performance baseline, these key players will become discouraged and frustrated. Likewise, it is difficult to hold employees accountable for substandard performance if the expected levels of accomplishment are not clearly spelled out. In fact, the courts make it clear that precise job descriptions are necessary to provide accurate evaluations.

Perhaps the greatest benefits of clear roles and responsibilities are overall morale and productivity. Good team members have a built-in need to understand exactly what is expected of them, and they gain a sense of satisfaction in meeting those expectations. Likewise, management is able to set more realistic objectives and deadlines with the elements of each task supported by the right people on the team.

These steps of defining roles and responsibilities ensure the right level of staffing to get the job done as well as the right environment for each individual involved in the effort.

 

Developing and Implementing an Effective Leadership Succession Plan

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image_29Successful organizations always keep the future in mind. As every good human resource professional knows, a leadership succession plan involves more than maintaining a list of potential replacements in the event that a vacancy should occur. Instead, a comprehensive talent development plan begins at the top. Although there are times when an external candidate is preferred, the commitment of an organization to develop future leaders is a vital part of accomplishing a strategic vision.

Strategic Leadership Development

It’s the responsibility of a human resources manager to educate the leadership of an organization concerning the importance of implementing a leadership succession plan. Moreover, the internal effort to develop management talent should always keep the long-term strategic goals of the organization in view. In this regard, a robust HR department and leadership succession plan can be a CEO’s best friend.

The active involvement of top executives and managers in a succession development plan is vital. Working in concert with HR personnel, existing company leaders are in the best possible position to recognize, develop and review the performance and potential of future talent. Therefore, organizational leaders and HR professionals are actually internal talent scouts.

Moving Up the Corporate Ladder

There’s nothing more frustrating than working for a corporation that fails to recognize the accomplishments of high-performance employees. Losing good people because they couldn’t move up the ladder is a costly mistake. A good executive or manager will work with the HR department to retain talented employees, even if it means transferring the employee to another department.

An HR department should be prepared to respond in the event that a key leader suddenly resigns or suffers a medical emergency. Every company leader should have their eye on someone that could do their job in the event that some unforeseen circumstance should occur. Outstanding executives and managers understand that preparing future leaders is an important part of their job description.

There are countless threads and ripples that work their way through the organization chart of a dynamic company. It is the responsibility of a human resources manager to design a living leadership succession plan that will enable their company to thrive well into the future.

Never Avoid Conflict…HR Conflict Resolution Best Methods

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image_20In businesses of every size, conflict is an unavoidable result of close working conditions, stress, deadlines and personality clashes. Just because conflict is routine, however, does not mean that it should be ignored. Doing so can erupt in further tension with dramatically negative results. Instead, follow these tips for identifying and resolving conflict head on.

Recognize and Identify the Signs of Workplace Conflict

Among HR managers, one of the most challenging aspects of resolving conflict is actually recognizing it before it’s too late. Leaders and managers should be able to recognize the signs of ongoing conflict without being confronted with it directly. According to Beth Rifkin, writing for the Houston Chronicle, the keys are regular communication, looking for common or consistent complaints, and holding regular meetings with the entire team or staff[1].

Don’t Address Conflict in the Heat of the Moment

While there are plenty of good times to address conflict, the absolute worst time is when one or both parties are visibly upset. This allows emotions to be pushed to the side and logical discussion to come into play. David Ballard, of the American Psychological Association’s Psychologically Healthy Workplace Program, believes that, “It’s difficult to have a productive discussion if you and your coworker are angry or upset. Wait until you are both clear-headed[2].”

Understand the WIIFM Factor

WIIFM, or What’s In It For Me, is an important aspect of conflict management that HR managers should be aware of. Conflict arises, generally, because one or more parties feel that they are not getting what they deserve, whether that is fair treatment, recognition or respect. Writing for Forbes, Mike Myatt suggests that, “It is absolutely essential to understand other’s motivations prior to weighing in[3].”

Listen More Than Talk

Leaders and managers are often eager to solve the problem, but listening may produce better results. UC San Diego encourages their faculty to listen, avoid interruptions and rephrase what the other person is saying in order to ensure that their needs are fully understood[4].

Where there is human interaction, there will be conflict. However, these methods can be effective in reducing tension and resolving conflict in the workplace.

 

[1] http://work.chron.com/recognize-workplace-conflict-11788.html
[2] http://money.usnews.com/money/careers/articles/2012/07/18/10-tips-for-tackling-the-toughest-workplace-conflicts
[3] http://www.forbes.com/sites/mikemyatt/2012/02/22/5-keys-to-dealing-with-workplace-conflict/
[4] http://blink.ucsd.edu/HR/supervising/conflict/handle.html#4.-Identify-points-of-agreement

 

Staying Competitive While Retaining the Best Staff

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image_12In order to focus on retaining your best workers and staying competitive in the industry, you first need to look at why these employees tend to leave. When you understand what types of issues are forcing them out the door, you can concentrate on countering these concerns, so that employees stay with your company for the foreseeable future. While the myth is employees usually leave for more money, the truth is typically more complex.

To begin with, many employees switch companies simply because they are not receiving the treatment they desire. This might come down to supervisors with poor people skills. If employees feel like their supervisors are always bossing them around, being short and angry with their instructions, and generally adding to their level of stress, they may want to leave that environment even if it means taking a pay cut. In fact, Susan M. Heathfield reported on About.com that “a bad boss is also the number one reason why employees quit their job.[1]” In a case like this, your retention rates could go up simply by replacing that supervisor or instituting new policies that create a more positive working environment.

Similarly, employees sometimes leave because of conflict with other employees. Heathfield also pointed out that “second only to an employee’s manager, the coworkers with whom he sits, interacts, and serves with on teams are critical components of an employee’s work environment[2].” If other employees are aggressive and consistently mean to them, they could leave a job that they actually love because they cannot stand working with that person. The best way to put an end to this is to address it upfront. Look for small conflicts and have management and the HR department work to defuse them before they get serious.

Finally, some employees leave because of a lack of advancement opportunities. This can be tied to money, but it’s not always connected. An employee may take a lower-paying job somewhere else if they feel the job they currently have is just a dead end. People grow bored and frustrated when they do not feel like they are working toward a goal, and Heathfield advises employers, saying that “if you have an employee who acts as if they are [bored], you need to help her find her passion[3].” Make sure that employees always have room to grow and move up in the organization.

Of course, money always has to be considered. If your pay levels are not competitive in the market, you are going to lose workers. However, concentrating on the three keys above can help you retain many employees in the years to come.

 

 

[1] http://humanresources.about.com/od/resigning-from-your-job/a/top-10-reasons-employees-quit-their-job.htm

[2] http://humanresources.about.com/od/resigning-from-your-job/a/top-10-reasons-employees-quit-their-job.htm

[3] http://humanresources.about.com/od/resigning-from-your-job/a/top-10-reasons-employees-quit-their-job.htm

 

Staffing Management Plan to Manage and Keep Resources Utilized

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image_15When it comes to operating a successful business, time is an invaluable resource. When shifts are overstaffed or understaffed, this can lead to wasted resources and decreased productivity. Creating a well-crafted staffing management plan is an excellent strategy for the recruitment and retention of quality employees. The following questions are designed to get you started with developing a staffing management plan for your business.

What is a staffing management plan?

A staffing management plan is a special document that allows HR staff to track and allocate the resources required to meet productivity goals. This enables businesses to recruit for specific positions at a time that is most advantageous to them. Additionally, the plan can help strengthen employee retention rates.

How can a staffing management plan help my business?

The main benefit of a staffing management plan is that it puts your business in control of its resources. When shifts are overstaffed, it costs valuable time and money that could be spent elsewhere. Similarly, when shifts are understaffed, this may negatively affect productivity and reduce the level of service customers are able to receive. From anticipating training requirements to estimating start and end dates for upcoming projects, a staffing management plan is a great tool for increasing the efficiency of any business.

What steps should I take to develop a staffing management plan?

The first step towards creating a solid staffing management plan is to consult a professional. Recruiting and staffing firms specialize in anticipating the needs of businesses and helping meet those demands. For this reason, these professionals are highly qualified to help your business develop a staffing management plan that is tailored to suit its specific needs. After going over details such as budget and timing needs, a recruiting or staffing expert can help develop a plan that will have your business running on schedule and more efficiently than ever before.

No matter what industry you are in, you have enough things to worry about. A staffing management plan is a quick and easy way to ensure that resources are being properly allocated.