Tag: hr

The Benefits of Quarterly Vs. Annual Performance Evaluations

Posted on by Buyer Advertising

image_015Quarterly and annual performance evaluations are an important component of employee assessment, productivity and continued employment. Some organizations conduct a quarterly review of employees while others do an annual review. There are benefits to each type of evaluation, and the choice that your human resources department makes may depend on several factors.

Benefits of Quarterly Employee Performance Evaluations

Quarterly employee evaluations are helpful to employees who are new to the industry or the workforce. These employees may be unsure of how well they’re doing, and they’ll appreciate the feedback that they receive from their supervisors. A quarterly evaluation makes it easier for supervisors to augment a staff member’s job duties or to make suggestions about improving performance. Problems such as tardy work or low efficiency can be addressed at a faster pace with quarterly evaluations.

Benefits of Annual Employee Performance Evaluations

At large organizations, there may not be enough staffing to conduct a quarterly evaluation of every employee. This is especially true when a supervisor has a large number of employees working for them. An annual evaluation is ideal for an employee who is experienced in the line of work. This method of evaluation is also a good choice for employees who have been at your organization for a long time. Annual evaluations are typically used as the basis for employee raises and bonuses.

Using a Mix of Quarterly and Annual Evaluations

The subject of employee performance evaluations is not a one-size-fits-all for every human resources department. At your organization, you might wish to use a combination of quarterly and annual evaluations of your staff. For example, employees with less than two years of seniority in their current job might benefit from quarterly evaluations as they get used to the organization. After a worker has been performing well at their job for a few years, the human resources department could shift to annual evaluations of that employee. This sort of mixed evaluation method would be most useful for organizations that do not have a high rate of turnover in their workforce.

 

Questions You Should Ask When Hiring a Work-at-Home Freelance Professional

Posted on by Buyer Advertising

image_09When your business needs to outsource certain services for a project, work-at-home freelance professionals are a great choice. Your company gets the expertise of an independent contractor without having to deal with the training and integration processes. Before making the decision to hire a work-at-home freelance professional, ask each candidate these questions:

What Is Your Availability?

To make sure that your project stays on its timeline, ask the freelance professional what his or her availability is. You may need to know how much time it will take the professional to complete the work that you want done. You might also want to know how quickly the professional will return your calls or emails. Another variant on this question is the freelance professional’s general daily availability, such as whether he or she will work on your project only on specific days or times of the week.

What Is Your Experience?

Before making a decision about hiring a work-at-home freelance professional, ask about the relevant experiences he or she has had doing work similar to what your project entails. If you need a survey done of 1,000 people and a logistic regression analysis of the results, you may want to know that the freelance professional has only done qualitative analyses in the past. Asking for written or online examples of the freelance professional’s work may help you to make a decision about whether the person has the experience that your project requires.

What Are Your Terms of Payment?

While terms of payment are typically included in a contract for independent professionals, they are important to discuss during the decision-making process. Your work-at-home professional may desire a deposit for services. You may ask about discounts for prepayments or penalties that you could incur for paying any of the professional’s invoices later than the due date.

Hiring a work-at-home freelance professional can help increase the efficiency of your projects. These professionals also add specialty experience that your company needs in specific situations. By occasionally bringing in an independent freelance professional, your company can expand its products and services to your loyal customers.

 

How to Keep Quality Employees Working for Your Company

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image_07Hiring your dream employee is only half of the battle for any organization. Major companies are making a habit of poaching top talent, and to keep your best workers on your side, your work environment needs to remain a comfortable spot for your employees to be. Given that it costs an average of 150% of a mid-level employee’s salary to replace them – it’s important to retain your top talent [1], as it can cost your company a lot of money.

Opportunities for Growth

Feelings of stagnation are a common complaint across every industry and pay grade. Keep frustrated talent from jumping ship by creating an environment that nurtures optimism and personal pride. Give every employee access to career building, advancement and personal growth opportunities. Help them learn new skills and be open about what they need to earn the promotion or pay raise they desire.

Tailored Benefits

A bigger salary is tempting, but an after-hours car service, a better health care package or help with daycare costs can be worth more than cash. Find ways to let your employees customize their benefits or speak with each to find out what their goals are. An employee who is thinking about leaving to spend more time with their family could be persuaded to stay if they can telecommute two days a week. These seemingly small perks add up to every employee feeling valued.

Productive Communication

Open up a feedback line that goes both ways. Give detailed performance reviews, and match all criticisms with possible solutions and offers to help. Make sure your staff feels comfortable providing feedback, and seriously consider implementing changes based on that feedback. Employees are in a unique position to spot inefficiencies in company workings. Those inefficiencies will cost you money and employees, especially if the people trying to draw attention to problems get frustrated with being ignored.

It may seem obvious, but remember to think of your employees as people. They have goals, wants and needs, and if you take the time to understand them, you can build a work environment that no one will want to leave.

 

[1] http://www.eremedia.com/tlnt/what-was-leadership-thinking-the-shockingly-high-cost-of-employee-turnover/

 

Ways to Boost Morale in the Workplace and Promote Productivity

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image_29Unhappy employees make for unproductive employees, which is why it is so important to work hard to boost morale in the workplace. Businesses of any size can benefit from these tips to create a more positive, efficient and enjoyable work environment for all personnel.

Recognize Personal Moments

According to Forbes, one of the key ways to boost morale is to show employees that they are recognized and appreciated as individuals, even outside of the workplace [1]. That means remembering key dates like birthdays or anniversaries as well as commemorating special moments like weddings or the birth of a child. Gifts and cards need not be expensive, but they can show employees just how valued they are.

Invest in More Affordable Fringe Benefits

Mark Shields writing for CNN highlights the value of fringe benefits for employees. Says Shields, “Good hearted and tough minded are not mutually exclusive in labor-management relations [2].” Paying for things like employee health insurance premiums, employee parking, coffee in the break room or staff transportation is tax deductible for most businesses, but these benefits do more than just make employees happy. Boosting morale in these fringe ways can be more affordable than increasing salaries, and it can go a long way in terms of productivity and reducing turnover.

Let Managers Serve the Rest of the Staff

A great tactic for improving morale is to reverse the hierarchy in the office for a few hours. Corp! Magazine suggests having upper-level management host a pancake breakfast for staff [3]. Donning an apron and cooking pancakes in the office takes just a morning, but it can be a fun reprieve from everyday tasks and an affordable way to create a more positive environment for staff.

Incorporate Philanthropic Activities

Stepping away from corporate obligations and doing something positive for the community is a wonderful way to boost morale. As a bonus, this also improves your company’s brand image. Entrepreneur suggests employees a few free hours each month to volunteer while on the clock or leaving the office as a group to volunteer locally [4].

 

 

 

[1]  http://www.forbes.com/sites/cherylsnappconner/2014/09/11/6-ways-to-increase-employee-morale-and-performance-without-giving-a-raise/#5031175f6997

[2] http://www.cnn.com/2005/POLITICS/09/05/treating.workers.right/

[3] https://www.corpmagazine.com/human-resources/fun-and-inexpensive-ways-to-boost-morale-during-tough-economic-times/

[4] http://www.entrepreneur.com/article/220000

 

 

The Importance of Relocation Assistance When Hiring Talent from a Long-Distance Location

Posted on by Buyer Advertising

image_04When recruiting talented professionals from around the country, offering paid moving expenses may make the difference in whether or not the candidate selects your job offer. Hiring talent from a long-distance location is a considerable risk for that new employee, and paying for some of their relocation costs can help make their transition smoother. Consider these types of moving costs and whether or not your company should cover them when hiring talented individuals who live a long distance away from your location.

Packing and Transportation of Belongings

Paying for the packing, crating and transportation of the new employee’s belongings is a basic part of relocation expenses. Some firms choose to offer a flat-rate reimbursement for these costs while other firms directly pay the moving company for these services. This expense usually includes the employee, their spouse and their children’s belongings and furniture, and it includes insurance in case the moving company damages belongings while they are in transit.

Automobile Shipping

For a cross-country move, your new employee may wish to have their car or truck shipped to their new location. The employee and his or her family may take a flight rather than spending a week driving across the country. The costs of shipping their vehicle may be a reasonable expense for your company to reimburse due to the long-distance move.

Lodging, Flights and Meals

Your new employee may incur thousands of dollars in expenses for lodging, flights and meals while in transit between their original location and where they are moving in order to work for you. Paying for the employee’s airplane ticket, hotel room and meals is a wise step in recruiting a highly talented professional. You might consider giving the new employee a voucher for these costs, or you might have the new staff member submit their receipts and then get reimbursed from your human resources or payroll department.

Offering paid moving expenses is a gesture that your human resources division can make when recruiting top talent. This benefit may help to increase the loyalty of the professionals you hire.

Effective Methods of Utilizing LinkedIn to Promote Hiring

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image_016The Internet is becoming a useful tool in hiring. More specifically, HR professionals are turning to LinkedIn to find and recruit top talent. Back in 2010, 78% of recruiters were using LinkedIn to find candidates, but five years later, that percentage has risen to 95% [1]. LinkedIn not only offers a platform for you to build your employer brand, but it also enables you to attract qualified job candidates and select the best match. It’s easy to get started:

Creating a Company Profile

Networking is a huge advantage to using LinkedIn. By creating a company profile and adding your staff, you have established connections to link you with potential candidates through your current employees. If you are looking for a graphic designer, it is easier to find a network of designers through someone you already have on your staff. According to a Nielsen study, the average number of connections for LinkedIn members is around 60 people [2].

Marketing Your Company

There are many companies on LinkedIn, which is why it is important to market your company and set yourself apart. LinkedIn is a social media outlet and has many of the same qualities you would see on Facebook. You can post status updates, share company announcements and even can set your current status as “hiring.” This lets people know that you’re an active, engaged company that others may be interested in working for.

Posting a Job

When you are ready to post a job on LinkedIn, make sure that you have researched the role. You can use this information to create a job description that will attract the ideal job candidate. A good job description will include the necessary skills, education and experience to carry out the duties of the job. LinkedIn will then send your job post to those who best meet the criteria.

LinkedIn also has a sponsored job option, which increases the likelihood of people applying for your position. Once your job has been posted, it will receive high placement in the “Jobs you may be interested in” section. Your company gets charged on a pay-per-click basis. This is a great way to increase the pool of potential candidates.

Because LinkedIn allows you to reach more job candidates with a pool of over 330 million professionals, it is a great way for you to find the right job candidate.

 

[1] http://www.socialtalent.co/blog/how-recruiters-and-job-seekers-use-social-media-in-2015

[2] http://www.entrepreneur.com/article/242721

How Mobile Can Play a Pivotal Role in Hiring Quality Staff

Posted on by Buyer Advertising

image_14Mobile recruiting of candidates is the act of engaging potential employees on a mobile device. This method benefits both the recruiter and the candidate by increasing interactions and making communication more convenient. When developing these connections, human resources staff and hiring managers should consider existing apps and technologies that are already made and able to be customized to their company’s specific recruitment needs.

A Growing Trend

The popularity and convenience of mobile smartphones them a powerful tool for recruiting. A 2014 Glassdoor survey of 1,000 employees and job seekers found that 89% of those surveyed use a mobile device during their job search, and 45% use their mobile device to search for jobs at least once each day [1]. Currently, employers who have embraced mobile recruitment have been focused on two trends in particular: mobile-optimization and mobile applications. Making mobile connections can involve using apps, text message delivery systems on a mobile device in order to aid in the recruitment and job search processes.

Shifting Strategies and Expectations

Mobile connections are creating a paradigm shift in the way that human resources managers are recruiting and communicating with candidates. Gone is the formal written expression of interest, and in its place is a brief text exchange between the HR office and the desirable professional. Texts, chats and short video messages are playing an exceptional role in the recruitment of the Millennial generation as they are comfortable in a world of smartphones, iPads and handheld devices. Given that approximately 75% of the workforce will be comprised of Millennials within the next 10 years, it’s important to consider a mobile recruitment strategy in order to not lose out on potential qualified talent [2].

Leveraging Technology for Recruitment

Recruiting great candidates for your job openings through mobile connections means that you no longer have to be tied to your computer, and neither does the candidate. You can text confirmations and send candidates a Google Map link with directions to your office. Creating a responsive design for your website also helps with mobile connections as this design makes it easier for candidates to scroll through your job listings and initiate an application. Mobile video is the greatest tool for recruitment. You can live stream business activities and provide employee testimonials of your company’s success.

As mobile technology advances and becomes more popular, job seekers want to complete every stage of the process, from the search to the application, from their phones and tablets. More companies are embracing the mobile application and finding ways to make the process easier for candidates.

[1] http://www.inc.com/jerome-ternynck/the-past-present-amp-future-of-mobile-recruiting.html

[2] http://hiring.monster.ca/hr/hr-best-practices/recruiting-hiring-advice/attracting-job-candidates/investing-in-mobile-recruiting.aspx

Can Facebook Help You Find Quality Talented Professionals?

Posted on by Buyer Advertising

image_01When your business needs to find talented professionals to join your team, knowing where to look can be a challenge. In today’s social media-driven world, people are flocking to websites such as Facebook not only to share photos and status updates but also to find jobs. Putting your company on Facebook helps to get the word out fast to an audience of interested and skilled professionals.

A recent survey by Facebook found that 70% of respondents agreed that Facebook is an effective recruiting tool because it allows recruiters to cast a wide net and connect with more potential job seekers than other services because of the widespread use of Facebook [1]. With over 1 billion users, Facebook can be a valuable source for recruiting qualified professionals.

Paid Ads

One way to find talented professionals to recruit is through Facebook ads. You can choose how and when your ad appears, so if you are not offering relocation expenses, then you may wish to only have your ad show up when your physical location is within 60 miles of a user’s IP address. You can also try pay-per-click ads, for which you are only charged when someone clicks your advertisement. Facebook ads allow you to specifically target the type of candidates that you desire. For example, if you need someone familiar with Share Point, you would include that in your keywords. You may choose to run the ad constantly or only during specific hours of the day.

Facebook Pages

Facebook pages are a free resource that you can utilize to your benefit. Essentially a profile for your business, this page is public and allows you to update it with your job postings. You can also include pertinent links with information that the best candidates will want to know, such as the health care benefits, amount of paid time off and other perks of working at your company.

Facebook Marketplace

The Facebook Marketplace allows you to place free, basic ads for the job openings available at your business. In a marketplace ad, you are able to include the job description, location, reason why you need to fill the job and other basic information. You are also able to upload an image of the job’s location or any other image that you think would be useful in recruiting skilled employees.

Facebook’s enormous membership, combined with its precise targeting mechanisms, allow recruiters to pinpoint their ideal candidates and leverage them to build an online talent community. Facebook Ads average around $0.25 per 1,000, which is only 1% of the cost of TV advertising [2] – the result is a low-cost, but highly effective recruitment campaign.

 

[1] https://www.facebook.com/notes/social-jobs-partnership/recruiting-survey-social-media-helps-connect-job-seekers-with-employers/404484379619706/

[2] https://moz.com/blog/1-dollar-per-day-on-facebook-ads

Why Recruiters Should Be Hiring People They Wouldn’t Be Friends With

Posted on by Buyer Advertising

image_018According to Joel Peterson, the Chairman of JetBlue Airways, the first mistake in recruitment is hiring someone just like you [1]. When making friends, it might be natural to gravitate toward people who look like you, went to the same school as you or are the same gender. In the workplace, however, recruiters should be hiring people from diverse backgrounds, even if they might not be friends in a different setting.

Diverse Groups Can Solve Tougher Problems

A study put forth through the Proceedings of the National Academy of Sciences shows that diverse groups are better at solving complex problems than homogeneous but high-performing groups [2]. Hiring qualified candidates is key, but so is hiring a diverse team with a range of backgrounds and experiences that can add value to problem solving.

Diversity is a Key Driver of Innovation

A recent Forbes study showed how a diverse workforce can greatly increase innovative ideas [3]. Thinking outside of the box is easier if every member of the team has a unique worldview. The same study revealed that feelings of inclusion may encourage team members to work harder and prove their worth through innovative ideas and an increased drive to perform at the highest level.

A Diverse Group Can Attract a Larger Consumer Demographic

The Center for American Progress believes that a diverse workplace can bring about a number of economic benefits, just one of which is appealing to a larger consumer demographic [4]. A team with varied and diverse upbringings, cultures, ethnicities, genders and life experiences will be able to utilize these differences to create advertising campaigns that reach a bigger percentage of the total population. This, in turn, can increase consumers, users and profits for any given company.

Diverse Hiring Practices Means a Wider Hiring Pool

When recruiters expand their scope to include candidates they wouldn’t normally be friends with, they are widening the hiring pool significantly. At the same time, Glassdoor reveals that recruiters may have an easier time attracting top talent if they have a diverse workforce, which is a plus for many candidates at the highest level [5].

[1] https://www.linkedin.com/pulse/20130529070259-11846967-top-10-hiring-mistakes-1-hiring-yourself

[2] http://vserver1.cscs.lsa.umich.edu/~spage/pnas.pdf

[3] http://images.forbes.com/forbesinsights/StudyPDFs/Innovation_Through_Diversity.pdf

[4] https://www.americanprogress.org/issues/labor/news/2012/07/12/11900/the-top-10-economic-facts-of-diversity-in-the-workplace/

[5] http://www.glassdoor.com/press/twothirds-people-diversity-important-deciding-work-glassdoor-survey-2/

Determining Whether an Applicant Tracking System is a Necessity for HR Professionals

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image_05Before you make a decision about whether or not to use an applicant tracking system, consider what has happened to give rise to their use.

Gone are the days when job applicants typed their resumes, wrote a cover letter, mailed it and went through the same process for the next job. Now, applicants can post their resume online, and in just a short session at their computer, they can submit their resume to 10, 20 or more jobs without even considering if they meet the job requirements. The result? Recruiters are buried in online submissions.

To counter the enormous influx of resumes, many from clearly unqualified candidates, companies have resorted to applicant tracking systems to cull the number of resumes by identifying keywords that must appear in the resume before an actual recruiter sees it.

Often, a company will receive 250 or more resumes for an open position. Their applicant tracking system will only allow about 25 percent of those to move forward, but are they the right 25 percent? While the numbers support the success of using these systems, when you dig a little deeper, there’s often a gap between the use of keywords and the actual skills required for the job. Just because an applicant’s resume is worded to “beat the system” doesn’t mean he or she is qualified.

Applicant tracking systems are increasing in use, and they serve a real purpose, but there are some characteristics that should be considered before purchasing and installing one:

  • Make sure the system you purchase is mobile friendly. If it isn’t, you could be losing qualified candidates who move on to a more mobile-friendly application process at another company.
  • Ensure that your system allows qualified candidates who aren’t hired to go into a recruiting pipeline.
  • The filters in your system should not be too restrictive. For example, while an MBA may be preferred, a master’s degree in another area might be acceptable as well.

Many HR professionals see more value in a well-trained recruiter who can scan a large stack of resumes and sort them quickly into “unqualified,” “maybe” and “call for phone screen.” As job seekers become more familiar with the system, they’ll get better at presenting themselves as someone who uses the right words instead of someone who can do the job.