Hire Better Quality Talent NOW With Proactive Recruitment


Nobody is successful by just sitting around; the same is true with recruitment. Proactive recruitment is the only way to go!

Proactive Recruitment is the key to having the right candidates exactly when you need them.To get the best talent, hiring managers, recruiters and human resources personnel need to stop last-minute hiring and start proactive recruitment!

It is true that many hiring managers shudder when they hear the word “proactive.” They are all so busy, and “proactive” certainly sounds like a lot of work.

In reality, proactive recruitment is not that hard.  All it means is recruiters must work a little smarter than the competition.

Two ways proactive recruitment will improve your hiring strategy—timing and quality. Neither takes extra effort, hard work or long, sleepless nights.

Continue reading “Hire Better Quality Talent NOW With Proactive Recruitment”

Better Recruitment Immediately in Four Steps!


At one time or another, many of us will need to recruit new employees. It is a part of doing business.

Good recruitment strategies will unquestionably come in handy.

Recruitment

Knowing the best practices of recruitment help employers as well as both new and existing employees. Effective recruitment is a win-win for everyone; new hires benefit by being on the right track from the start, management wins by obtaining the best talent and potential for growth.

Effective recruitment practices are more than glancing at resumes and choosing the best candidate by gut feelings. Specific hiring procedures are the key to your company’s success.

With effective recruitment practices, you will find that the overall quality of your pool of candidates will advance. Better talent will also result in improved leadership as these new hires go up the corporate ladder.

Develop better recruitment strategies immediately with these four steps: Continue reading “Better Recruitment Immediately in Four Steps!”

Four Steps to Create Great Managers!


Are brilliant managers born, or are they made? With these four steps, your company can produce great managers!

Best Practices ManagersLike a good employee, highly effective managers can theoretically arise from anywhere, even from the most unlikely places. All they need is the spirit and enthusiasm to respond to the challenge.

Of course, a helping hand from the company would not hurt.

In most companies, new managers have to fend for themselves. Often, senior management wants immediate results and expects new managers to understand the nitty-gritty of the workplace on their own.  They hit the learning curve running, rarely given direction to be useful right off the bat.

Companies can certainly produce exceptional managers, simply by following these four steps: Continue reading “Four Steps to Create Great Managers!”

Hiring Process Stuck In The Past? 5 Questions to Move it to the Future!


5 Questions to Move Your Hiring Process to the Future!

In the search for new talent, the hiring process in most companies is wedged firmly in the past.

Is your hiring process stuck in the past?For most companies, the hiring process is about yesterday—training and experience—as a way to establish a good fit. They have a problem, and they think someone with a “good past” will solve an immediate need. This imprudence can be a problem.

No matter how “innovative” companies believe they are, in the hiring process, they become frighteningly shortsighted. They only concentrate on a narrow range of qualifications, as opposed to using the hiring process to look for people with the potential to grow into the job.

The hiring process in any company must include non-quantifiable traits. They should include potential, ability to learn and a capacity to contribute to the company’s business goals.

This change in attitude the hiring process out of the past, transforming it into what an employee will be in the future!  A good candidate is not as much about his or her past, but also what they can do in one, five or ten years from now.

Five questions to add to your hiring process. They will change how you look at past events into a view of the possibility for the future: Continue reading “Hiring Process Stuck In The Past? 5 Questions to Move it to the Future!”

How Happy Employees Affect Your Business


Every employee wants to work in a happy office.

More importantly, happy employees are better for the bottom line!

Happy Employees HRBy Arlene Chandler for HRNewsDaily:

Everyone loves a happy office; a work environment where everyone gets along, gets work done quickly and efficiently, and still has time to email funny cat pictures to each other is an ideal set up, but the benefits go well beyond the general day-to-day enjoyment.

Along with keeping the HR department satisfied, an office full of happy workers helps dramatically with business ventures, and if you’re running a workplace that seems more like a sweatshop, here are a few things your company is missing out on.

Holding onto Quality Employees

The economy is slowly improving, and more job opportunities are opening up every day. What this means is that employees are no longer desperate for any job that comes their way, and they are much more likely to leave a job they find unsatisfactory. Your employees are your biggest asset, so make sure you’re treating them in a way that will make them want to stick around.

Guest Voices HR News Daily

Losing employees results in a big profit loss; the time and money it takes to hire someone new and provide effective training is never in the company’s best interest, and you can easily reduce the amount of time you have to spend on that process by creating a comfortable and respectful work environment. Continue reading “How Happy Employees Affect Your Business”

Workplace Fairness? Handling Pay for Employee Resignations


Do Voluntary Resignations Require Advance Notice?

Employee Resignations

As an employer, you are always under pressure to manage costs effectively.  Few companies willingly spend a penny more than necessary.

Controlling payroll costs make it imperative to know how to handle the times when an employee resigns. Some companies require two weeks’ notice of resignation, and you will pay them for the entire two weeks, even if the company lets the employee go prior to the two weeks.

It might be easier—and less costly— to pay for the full two-week notice period, when requesting an employee to give advance notice.

Can employees be required to provide two weeks’ notice of a resignation? What happens when releasing the employee prior to the conclusion of the two-week notice period?  Is the company obliged to pay the employee for the entire two weeks? What if it is only a request, but not required?

Continue reading “Workplace Fairness? Handling Pay for Employee Resignations”

Not All Rewards Are Equal: Creative Employee Incentives


The goal of employee incentives is to reward superior performance in the workplace.

Rewards are not created equal. They can take any shape, from paid vacations, extra wages to an occasional lunch or party.

Employee IncentivesEmployee incentives as are different as employees themselves—the best are creative, motivated and ready to solve problems in creative ways.

Developing a reward system for employee incentives should reflect the individuality and diversity of top performers.

The whole point is to provide employees a sense of performance ownership. When hard work results in more money to the company, employees are entitled to share in profits and deserve to gain official recognition for their efforts.

Yes, employee incentives should be celebrated! They set an example to all employees, so they learn how the company rewards high performance. Workers—when seeing the company’s appreciation in tangible ways—will feel he or she is working for reasons beyond just for the good of management.  The result is a happier, more diligent work force.

Incentives are one of the most powerful forces within an organization. Continue reading “Not All Rewards Are Equal: Creative Employee Incentives”