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Things Companies Need To Know When Hiring "Game Changing" Talent

1/30/2020

When hiring your next employee keep the 7 C's in mind:
1. Competent: This is still the first factor to consider. Does the potential employee have the necessary skills, experiences, and education to successfully complete the tasks you need to be performed?
2. Capable: Will this person complete not only the easy tasks but will he or she also find ways to deliver on the functions that require more effort and creativity? For me, being capable means the employee has the potential for growth and the ability and willingness to take on more responsibility.
3. Compatible: Can this person get along with colleagues, and more importantly, can he or she get along with existing and potential clients and partners? A critical component to also remember is the person’s willingness and ability to be harmonious with you, his or her boss. If the new employee can’t, there will be problems.
4. Commitment: Is the candidate serious about working for the long-term? Or is he or she just passing through, always looking for something better? A history of past jobs and time spent at each provides a clear insight into the matter.
5. Character: Does the person have values that align with yours? Are they honest; do they tell the truth and keep promises? Are they above reproach? Are they selfless and a team player?
6. Culture: Every business has a culture or a way that people behave and interact with each other. Culture is based on certain values, expectations, policies, and procedures that influence the behavior of a leader and employees. Workers who don’t reflect a company’s culture tend to be disruptive and difficult.
7. Compensation: As the employer, be sure the person hired agrees to a market-based compensation package and is satisfied with what is offered. If not, an employee may feel unappreciated and thereby under perform.
Recruiters are still your most valuable resource: Recruitment and Hiring has and always will be a People Business. Job changes are a very emotional decisions for candidates, even when it comes to leaving a job that they are not happy with.
Even though the Internet and AI applications are great ways to find people, they are not equipped to deal with the Human Element of guiding a candidate through the "emotional roller coaster" to make the decision of leaving their current company to take a new job.
A Job Description is no longer enough to attract the right candidates to apply to your openings! What is now needed is the"one-two punch" of Employer Branding alongside creating an Amazing Candidate Experience that will stick in a Job Seeker's Mind!
Organizations spend a lot of time and effort crafting their marketing message and brand to their perspective Client Niche on Social Media and their website. Now the same must

Employee Relations Tips To Keep Your Best Employees With You

1/29/2020

The Power of a Positive Workplace Culture — for Full-Timers and Contingent Workers
"Devoting time to your total workforce helps you grow and scale by attracting, developing, and retaining top talent, who are in turn more productive and loyal. When your people — whether internal and full-time or external and project-based — feel valued and supported, they will ardently share your vision and work hard to help your business succeed. More and more, employees and contingent workers alike are looking for positive workplace cultures. People today want to make a positive impact on their companies and their communities. An emphasis on corporate social responsibility, volunteering, and health and well-being is key.
So, where do you start in creating a positive work culture? Well, start by listening to your people. What do they need to succeed in their roles? What do they look for in leadership? how do they want to grow and engage with your company in the future?"
James Lee, COO of SAP

EMPLOYEE REVIEWS ARE AN OPPORTUNITY NOT A OBLIGATION
I know a lot of managers dread the labor and time intensive activity of the Employee Review process but this really is a great opportunity for the organization on many levels!

Its an opportunity to learn what your employees ambitions are to grow them into different areas of the company which will excite them and entice them to stay.
Its an opportunity to help them grow and get better in their roles which directly helps the company.
Its an opportunity to get honest feedback on what they think the company needs to do to get better. If they are thinking it, most likely this is the perception of the outside world. This gives you an opportunity to fix your Employer Brand when trying to hire.
Its an opportunity to find out what other opportunities are enticing them and what are things needed to be done by the company to keep them.

Questions That Are a NO NO To Ask Candidates During a Interview

Here is a list of questions that a Company can get in trouble for asking a candidate on a interview and some of these are not so obvious.

No longer can you legally ask a candidate how much money they are making as of 2017 law update
You can't ask a candidate anything about their personal life, if they volunteer personal information that is different. You can only ask would something restrict them from fulfilling the duties of the job.
You can't ask if a candidate needs Citizenship to work or needs a visa. You can only ask them if they are authorized to work in the United States.

Bottom line keep the questions professionals and pertaining to the job and their experiences that make them applicable to do the job and you will avoid trouble!

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Things Companies Need To Know When Hiring "Game Changing" Talent

Employee Relations Tips To Keep Your Best Employees With You

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