by | HR & Management
The answer depends on the particular company and the market circumstances. If a company is hiring for the long-term, then there may be no urgency to fill a position. If the skills are required right away, delay in hiring could affect the bottom line. Similarly, trends in the labor market are a factor. According to the Department of Labor, the unemployment rate for the hospitality sector decreased by almost two percent between March and April of 2014; if you are considering hiring a hospitality professional, I would not wait. A reputable staffing firm can inform you of the environmental factors that could influence your decision. They could also advise you of the likelihood of finding another candidate. Perhaps your approach to hiring lacks precision. A staffing firm can help you to pinpoint exactly what skills you require and to craft a suitable job description that will attract better candidates. Three Points to Consider: Estimate the cost of a job not done. Is the lack of human resources affecting the bottom line? Perhaps other staff can assume additional responsibilities temporarily if motivation is provided. The additional cost of waiting now may well be less that the cost of a bad hire later. Be flexible. Analyze what is lacking in the current candidate pool. No candidate will be perfect, but some factors are more crucial to the decision than others. A bad fit in terms of corporate culture is a deal breaker because the employee will never be comfortable. However, a level of inexperience can be overcome by additional training or mentoring. You may risk losing a good candidate, if you...
by | HR & Management
It’s easy to be distracted by warm sunny days and the anticipation of summer vacation. Many individuals are also facing chaos at home with children home from school and the organization of summer camps and child care. How Can You Keep Employees Focused, Engaged, and Productive? Patrick Hull, contributor to Forbes highlights Zappos as an example of a company that emphasizes keeping employees happy as the key to maintaining their commitment. Supporting employees and providing flexible options can cement loyalty and encourage productivity. Offer flexible options, especially in the summer months, to allow for schedule management, child and aging parent care, and time off for summer vacations. Allow work from home options if the situation calls for it, and hire temporary employees to supplement for staff on leave. Institute casual Fridays or change the dress code in the summer so that staff can be more comfortable and less formal. Employees who can be productive while also managing their personal lives will be less stressed and more likely to be enthusiastic and engaged. A relaxed attitude can lift moods and even boost creativity. Use the summer to offer rewards and incentives such as tickets to sporting events and theme parks. Add some fun to the workplace and host charity events such as fun runs and connect with the local community. Have your staff take part in local events to boost your reputation as an employer. Plan social events that are outside and that involve employee families such as picnics or other outings. Institute occasional opportunities for training or community involvement. Such events are not wasted time but represent a valuable...
by | HR & Management
According to Jan Wieczner of The Wall Street Journal, approximately 90% of employers provide health care programs with wellness incentives or financial rewards to employees. In 2008, that number was 57%. The programs are designed to encourage employees to take action towards improved health that will reduce health care expenses for employers. A survey by Fidelity Investments and the National Business Group reveals that the average incentive for employees has doubled from $260 in 2009 to $521 today. In some cases, penalties are applied. While it should be desirable for an employer to care about an employee’s wellbeing, penalizing an employee for personal habits or overall lifestyle choices seems misplaced. Although some workplace programs can be considered effective, Leah Binder of Forbes magazine outlined some of the disadvantages of ineffective worksite wellness programs in an article dated April 2014. Employees are often asked to complete online questionnaires that delve into personal habits and health status; refusal can mean penalties in the range of $1,000 in some cases. This renders such programs possible privacy, health, and business risks that can alienate employees. There is a danger in informing employees that they should stop smoking, eat more vegetables, and exercise. Similarly, an employer that demands 50 hour work weeks and who indirectly instructs an employee to take up yoga and get a heart check is ironic, patronizing, and unlikely to be taken seriously. It is debatable whether wellness programs save money for the employer. The programs themselves cost money to establish and the additional health screenings, treatment, and the education services are costly too. Additionally, employees could be subject to...
by | HR & Management
Your resume should serve a primary purpose. To communicate to the hiring manager that you are the right person for the job. The two key components of that goal are communicating and selling. Forbes recently interviewed recruiters to discover why a resume might be thrown out. Here are the responses and some tips to ensure that your resume remains at the top of the pile. You fail to meet the job requirements. You cannot convince a hiring manager or recruiter that you are the right person for the job if you don’t understand what skills the employer is seeking. Study the job description and research the firm. Tailor your resume to reflect the key traits that they require and eliminate other non-essential information. Deliver a clear, unequivocal message. Highlight your suitability in the cover letter and eliminate everything else. The interview is the time to elaborate on your additional skills and experience. You fail to connect. Target your resume. To connect, you must show that you understand the company, its culture, and that you will assimilate quickly. Link your experience with company initiatives. This requires a knowledge of the company and tailoring your resume and cover letter. Show that your past experience is relevant to company activities and differentiate yourself from the competition. Add some personality and humor if you think it appropriate for that particular company. No attention to detail. Communicate clearly and without error. Follow the job posting instructions to the letter, and ensure no spelling or grammatical errors. Ensure that you use the same job title that the company advertised including any job numbers. Design your...
