Opinion-Corner.net » Recruiting and Retention

Effective Employment Recruitment Techniques

Sean — Fri, 24 Jun 2011 14:15:40 +0000

Finding right employee is very crucial for the business to maintain quality and productivity. Finding right employee also saves money, reduces turnover, and reduces the time and money for the organization. By using effective employment recruitment techniques a business can hire the right employee and those techniques are given below:

Advertising:
This is a recruitment technique used by the companies to fill the vacancies in the organization. Advantage of this type is, it covers a wide area of market and scattered applicants can get information from advertisements.

Database:
Maintaining a database of the potential employees based on resumes collected at career fairs, from the website of the company or from manual submissions is good for any organization. These are very helpful for the companies when they are looking to fill vacancies. This technique helps in filling the vacancies easily and at lower cost.

Employment Agencies:
Employment agencies conduct the initial screening of the candidates and send the pool of candidates to the company. The companies pays to these employment agencies based on the number of positions filled by the candidates sent by the respective agency.

Career Fairs:
Career fairs helps the employers to recruit fresh graduates, some colleges and universities sponsor on campus career fairs. Job fairs also provide an easy way to collect resumes to help fill future vacancies.

Employee Referrals:
Existing employees in the company can be a great source of providing recruitment referrals and it is good for the companies to encourage employee referrals by providing bonuses for all new hires employed based on a referral.

Internal Recruiting:
It is the effective method of filling the vacancies in the organization as the existing employees have the established track record that can be matched to a current vacancy. It is beneficial for the company as there is less need for training and it also saves time and the money involved in recruiting an external candidate for the organization.

All the above techniques can be used for effective recruitment.

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Certain Laws for Drug Testing at Workplace

Sean — Mon, 10 Jan 2011 13:39:47 +0000

Many employers have made it a necessity to perform employee drug tests. An employee drug test involves test performed on job applicants and current employees. However, it is a risky practice. Certain federal and state laws have been evolved for balancing employee privacy against the employer’s right for maintaining a drug-free workplace. Employee drug tests may be of different types including pre-employment drug testing, random drug testing, post-accident drug testing, scheduled testing, and treatment-related testing.

An employer who is willing to perform employee drug tests for job applicants, should do it only after extension of an offer. This is considered as the most important issue for organizations having more than 15 employees. This is in relation with the Americans with Disabilities Act (ADA). It is to be informed in advance for the applicants that drug screening is a standard part of hiring process.

Care should be taken that the tests are conducted by reputable, state-certified labs. Relevant state and federal laws have to be followed while performing employee drug tests. The drug testing policy must be in such a way that it is clear, written, and communicated to all employees in a company.

Certain drug testing laws are there which give the employers a right for legally firing or denying promotion for employees. If an employee is tested positive, then according to certain state and local drug testing laws, an employer can deny the unemployment, worker’s compensation or disability benefits.

However, the drug testing laws vary by municipality and state. Certain state and municipality policies have zero-tolerance and can terminate or fire an employee if tested positive. Where as certain federal laws help in encouraging treatment and rehabilitation if a person is tested positive. This means instead of firing, an assistance program may be conducted for the employee like a drug treatment program.

Certain government entities modify the Substance Abuse and Mental Health Services Administration (SAMHSA) guidelines for their own specifications. The U.S. Department of Transportation (DOT) has its own way for performing drug tests. Either SAMHSA or DOT guidelines are used by many government and private-sector employers.

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Employee Retention Techniques

Sean — Mon, 15 Nov 2010 10:46:59 +0000

Employees are a valuable asset to any organization. It is essential to protect this vital resource as talented and motivated employees play a crucial role in overall growth and success of the organization. Focusing on employee retention techniques can positively impact the organization as it increases employee productivity, performance, quality of work, profits, and reduces turnover and absenteeism. Effectively creating an engaging environment, recognizing good performance, giving benefits and rewards, promoting mutual respect are some of the ways for effective employee retention.

Increase Employee Engagement
Effectively implementing employee retention program by increasing employee engagement ensures that the employees are satisfied with their work, take pride in their work, report to duty on time, feel responsible for their job, feel valued for their contributions, and have high job satisfaction. As employees actively focus on their work, it increases the productivity levels in the organization and leads to improvement in several associated areas. Employee engagement ensures that the employees have a clear understanding of their roles and responsibilities in the organization. Increasing employee engagement helps to develop emotional connection, enthusiasm among the employees that promotes teamwork and healthy environment at the workplace.

Motivate Employees
Motivating employees by offering them better opportunities for career development can help in employee retention. Giving rewards, recognitions, promotions, and appreciation to employees can motivate them to increase their productivity, commitment to work, and loyalty to the organization. They feel that their contributions are valued in the organization. Giving incentives, pay hikes, bonuses can also help to motivate employees. Recognizing employee’s contributions and aspirations motivates employee to work productively and increases his confidence that helps in employee retention.

Focus On Team Building
Promoting team culture helps to actively involve all employees in achieving the goals and in overall success of the organization. Promoting team building imbibes a sense of belongingness among the employees that they are a part of larger goals or objectives of the organization. Team building promotes team work and team effort that help employees to tackle work pressure and thus provide a competitive advantage to organization. Focusing on team building activities can help to reduce workplace conflicts between team members as they work in a team. Organizing team building games, seminars, outdoor events help to promote team spirit, unity, and reduce stress.

Recognition of Performance
Recognition of performance of employees is an effective method of employee retention. Although monetary compensation can act as a motivating factor, openly recognizing the performance, initiative, and good work increases the morale and motivates the employee to work more productively. Appreciating the performance motivates the employee and they feel valuable within the organization. This helps in employee engagement and to increase the productivity levels.

Following effective employee retention techniques help to leverage the most valuable asset, the employees, to achieve growth of the company and increase the bottom line profits. Various employee retention techniques increase the employee productivity levels in the organization leading to reduction in cost per item or services produced.

Source: www.peopleconnectstaffing.com

What Is Headhunting In Recruitment?

Sean — Mon, 01 Mar 2010 12:06:28 +0000

Headhunting is the recruitment process and it is the recent trend in the recruitment. It is professional approach to recruit, search, track, and selecting talented people already working in various companies. Headhunting is also called as executive search. In the initial stage headhunting was used by large organizations from developed countries. But now it is being used by smaller organizations also.

Companies are investing more on recruitment process for efficient employees. Headhunting is not a simple recruitment process, and it is very different from traditional recruitment. It requires lot of effort, commitment, patience and it is more expensive and requires longer period of time. The headhunting in recruitment is mostly used for middle management and top management positions.

Headhunters will be involved in most part of the process. Headhunters are third party agents and the companies pay fee for headhunters. The role of headhunters is to sale. The product they sell is people matching jobs and companies.

How to effectively use employment letters

Sean — Fri, 25 Dec 2009 11:13:47 +0000

Employment letters will assist you in many ways such as to reject job candidates, make job offers, and welcome employees. Usage of this employment letters makes your organization better.

The job offer letter
The job offer letter is provided to the candidate you have selected. Generally, the job offer letter confirms the conditions of hire agreements. They are prepared specifically for different positions.

The job rejection letter
Sending a candidate rejection letter to the applicants who were not selected for the job is a positive step. Your company gets a good reputation among the candidates. A candidate rejection letter may make a candidate sad, but it’s good both for the employer and the candidate to share official notification. In an effective rejection letter, you can indicate that you have interest but the fact that you had a more qualified candidate or less qualified that you hired for this position.

Welcome letter
A welcome letter to a new candidate who has done well in the recruiting process and has accepted your job offer confirms the employee’s decision to accept the duties. A welcome letter makes the employee feel welcomed.

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How to Hire the Right Candidate

Sean — Tue, 15 Dec 2009 11:12:19 +0000

Hiring the right candidate is very challenging and it includes a lot of effort and preparation. A right candidate hired helps you in increasing the productivity, successful employment relationship at work place, and a positive impact on the employee morale of the company. Consider the following points to find a suitable candidate for your company.

Define the Job
The first thing you need to do while hiring a person is to define the job. Analyze the duties, responsibilities, necessary skills, and work environment for a particular post. Understand the job and get a clear idea of the requirements. The job description helps you to plan your recruiting strategy for hiring the right candidate.

Plan Employee Recruiting Strategy
After defining the job and its responsibilities, set up a recruiting planning meeting involving the key employees like team leaders, managers and other experienced employees. Plan a recruiting process with the help of the group to make it efficient.

Prepare a Checklist
Keep track of your requirements by maintaining a checklist. Keep updating your checklist to know what exactly you need in a candidate and what you achieved. Review and screen all the documents such as the resume, cover letters, job applications carefully.

Interview Questions
Be prepared with the right interview questions that are suitable for the job. Interview is a powerful factor in hiring a right candidate. The interview questions asked should be critical in identifying the right candidate.

Do some background research on the candidate, regarding his/her past experience, educational qualifications etc., to be sure that you are hiring a right candidate.

How to plan recruiting strategy

Sean — Sun, 15 Nov 2009 11:12:33 +0000

You need to start your recruiting process with a recruiting strategy to hire a right candidate. Set up a meeting involving the recruiting department, managers, team leaders and senior employees. List down and analyze the points discussed in the meeting. Some of the key points to discuss in the meeting are:

Determine the need for a new recruit. With the help of other employees who worked successfully in a similar position, prepare the list of important qualities, experiences, education, and characteristics that your candidate should possess. It helps HR recruiter to use these characteristics to publish the classified ad or to screen the resumes received.

Prioritize the requirements and determine where to advertise the position to get good number of responses apart from taking internal referrals. Prepare a good recruiter to take the interviews. Plan and prepare the interview questions mostly related to the required position and behavior based.

Check if the testing assists you to select the right candidate. Make sure that every candidate for the position receives the same test at the same point in the selection process.

Benefits of Employing Disabled Persons

Sean — Sat, 31 Oct 2009 12:35:50 +0000

Governments have announced some incentives for the organization, which encourages the disabled employees. There are some benefits for employing a diverse workforce including disabled people based on the disability standard. Organization can also increase their profits by reducing the cost associated with employment. The performance and productivity is increased with staff turnover and increased recruitment success.

If organization is not encouraging disabled people in turn they are losing some significantly talented people. Any corporate policies and procedures should be changed according to the disability discrimination act to encourage talented disabled people. If policies and procedures are not changed according to the discrimination act no disabled person will work in the organization and company can suffer from the shortage of skilled employees. Disabled people stay in the organization for longer period with strong commitment.

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What Is Business Disability and How It Impacts Your Business

Sean — Fri, 02 Oct 2009 10:29:35 +0000

The UK government has implemented the Disability Discrimination Act against the discrimination of the disabled, in the year 1995 and further extended in 2005. It makes the discrimination of the disabled unlawful in respect to their disabilities in relation to employment, the provision of goods and services, education and transport. The discrimination is in terms of treating the disabled less favorably than other staff or job applicants for a reason relating to his disability. The less favorable treatment can be in respect of any aspect of the employment – recruitment procedures, contract terms, promotion, training, benefits and dismissal. So businesses shouldn’t treat the disabled customers, employers, partners, or competitors in an odd manner, which hurts them. However, this act impacts the safe running of a business a little. But these can be overcome by a little humanity and a little more concern on the disabled.

There is a need to increase the disability awareness in the people related to businesses to reduce issues. This helps in understanding the strategic, commercial, legal, societal, ethical and professional benefits of getting it right on disability and thus helps in providing the best disability confident service.

Recruitment Process Outsourcing (RPO) and its benefits

Sean — Tue, 22 Sep 2009 10:21:29 +0000

Recruitment Process Outsourcing (RPO) is a form of business process outsourcing (BPO) where an employer outsources or transfers all or part of its recruitment activities to an external service provider.

RPO may involve the outsourcing of all or just part of recruitment functions and process. The external service provider may serve as a virtual recruiting department by providing a complete package of skills, tools, technologies and activities. The RPO service provider is “the” source for in-scope recruitment activity.

On the other hand, occasional recruitment support, for example temporary, contingency and executive search services is more analogous to out-tasking, co-sourcing or just sourcing. In this example the service provider is “a” source for certain types of recruitment activity. Differentiating between RPO and other types of staffing

The biggest distinction between RPO and other types of staffing is Process. In RPO the service provider assumes ownership of the process, while in other types of staffing the service provider is part of a process controlled by the organization buying their services.

Basic Benefits in RPO

The benefits in RPO are as follows:

RPO’s promoters claim that the solution offers improvement in quality, cost, service and speed.
RPO providers claim that an economy of scale enables them to offer recruitment processes at lower cost while economies of scope allow them to operate as high-quality, specialists.
Economies of scale and scope are said to arise from a larger staff of recruiters, databases of candidate resumes, and investment in recruitment tools and networks.
RPO solutions are also claimed to change fixed investment costs into variable costs that vary with fluctuation in recruitment activity.
Companies may pay by transaction rather than by staff member, thus avoiding under-utilization or sacking recruitment staff when activity is low.