Job descriptions are not just an exercise in compliance. Most people would agree that compensation, succession planning, performance management, and training and development are essential to your organization’s success. However, many people don’t realize how central good job descriptions are to these very things. Continue reading “Creating and Updating Job Descriptions: a Job Worth Doing”
“Change is good. You go first.” I laughed out loud when I read this sentiment on the bumper of the car ahead of me, because it speaks to something most of us feel. While we crave change, we also cling to the familiar.
Greatness is achieved through change, whether radical and sudden, or plodding and methodical. Without change, we cannot grow, and we cannot achieve different and better results.
Is background screening for job applicants worth the time and effort? Definitely. Background screening should be an essential step of the hiring process, since it is a tool that helps identify the qualifications of a candidate to find out if they are a right fit for your organization. It also can be used to proactively ensure integrity in your organization and keep your employees safe.
Various types of background screens are available, ranging from checking criminal records, employment verifications, or even checking security clearances. The screens may be somewhat different for applicants based on their position; however, you must be consistent for all candidates and/or like positions. If background checks aren’t consistent and an applicant feels he or she has been discriminated against for not being selected, it could lead to unlawful hiring practices. Continue reading “Hiring Smart: Why Background Screening Is Important”
Woody Allen has asserted, “80% of success is showing up.”
For years, researchers have provided reports that show the impact of absenteeism – an employee’s intentional or unintentional absences from work – to a company’s bottom line. According to a recent study produced by workforce solution company Circadian, unscheduled absenteeism costs roughly $3,600 per year for hourly employees and $2,650 each year for salaried employees. Employers have offered incentives such as paid time off, sick time off, wellness programs, etc. just to get employees to “show up.” Continue reading “Avoid Presenteeism with Employee Engagement, Company Culture”
Good customer service and sales have a lot in common. Over the holidays, I had the opportunity to watch the original “Miracle on 34th Street” in the movie theater. It was a special treat in the hustle and bustle of the holidays and 4th quarter to slow down for two hours and watch a classic movie (yes, the black and white version).
I walked out of the theater with a new perspective and a clear vision. Though I enjoyed the holiday movie, my takeaway this year was how my sales approach is much like Kris Kringle’s. In fact, I believe everyone in sales should have the Kris Kringle mentality: “Oh, Christmas isn’t just a day. It’s a frame of mind.” Continue reading “I’m a Business Consultant, Not a Sales Rep”
Whether you are an accountant, medical practitioner, lawyer, electrician, or other professional, top tier performers throughout all industries have always sought effective and trustworthy credentials to set them apart from their peers and competition. Such credentials and certifications are also valuable tools for employers and consumers to identify with whom they choose to do business. HR professionals are no different, and consumers of outsourced business services need to know what certifications to look for when identifying a company with whom they will share their most valuable assets: their people! Continue reading “SPHR, PHR, SHRM-CP: What these certifications mean, and why they matter”
I disagree with this phrase when it comes to my work, and I think it’s terrible professional advice. I take my job and this business very personally, because every day I invest myself in my job and strive toward goals that will further my own and company’s progress. We spend the majority of our day at work, and many of us even take our work home with us. To commit to doing this day in and day out is a huge personal investment of time, energy and focus.
“Transcendent” means extending or lying beyond normal limits. According to LeadershipIQ, 46% of new hires fail within the first 18 months of employment. As a company, if we were only 54% successful in providing our product or service, would we still be in business? This affects company growth, and more importantly, the bottom line. To put this into perspective, an employee making $24,000 a year will cost his or her employer $4,000 by leaving that company. For managers and executives, the turnover cost is even more magnified, ranging between 30%-500% of that person’s annual salary.
I joined Staff One HR three months ago, and I’d describe it best as “onboarding in the HOV lane.” My HR colleague, Marisa Eckberg, expressed the following in her blog post: “An effective onboarding program will engage and connect people to the company culture, jump-start loyalty, and make employees feel valued from the start.” Staff One HR has done a great job in connecting me with the company culture by delivering what they promise and making me feel valued.
Good onboarding programs are a two-way street, with give and take between the new hire and the company. But the best onboarding is more like an HOV lane, where the new employee and the employer are working in tandem and heading the same direction. Companies should create a complete and comprehensive experience, but it is also up to the new employee to be committed and bring ideas and a solid work ethic to the table in order for the onboarding program to be successful. Within the last 90 days, Staff One HR has not only provided me with proper training and tools, but has given me a home away from home: a place where I have found challenging work and can be myself. How did they do it? Continue reading “Onboarding is More Than a Two-Way Street”
“A flu prevention blog? In February? Nope, we covered that in the fall. We’re done.”
Except we’re not done. Flu season, which costs American businesses about $87.1 billion annually, typically peaks in February and can last through May. This year’s influenza virus activity been strong, fast, and deadly. So far, 49 states have already experienced a significant outbreak, and experts predict that it’s far from over.