Making sure a new hire gets a smooth start on the job involves a carefully conceived plan, what Human Resource professionals and recruiters call “on-boarding.” Put simply, it’s all the administrative, intentional, and logistical steps to ensure the new person has the basic knowledge and tools they need to get started on the job. It’s also the personal touch that makes them feel welcome, valued and it follows, more committed to the new organization.
The Boston Consulting Group (BCG) recently released findings on the power of individual human resources functions and recruiting came out on top as the most impactful HR function for businesses.
As we know here in Colorado, in this highly competitive job market and in these challenging economic times, HR departments are lucky to have a large pool of the best and brightest to pick from. But with this comes a responsibility to recruit the right talent who are the best return on investment.
In days gone by, if you worked for a medium to large-sized company, the personnel department was the place that processed your job application and federal Form W-4 when you were hired and maybe handled your pension. There wasn’t much interaction beyond that.
Times have been changing since those days of paper files and mimeographs, and once again, we can thank technology for driving a major shift in business strategy that started with the evolution of the Human Resources department and accelerated with another new concept known as “talent management.”
After computers began to automate many traditional personnel functions, managers in that arena were freed up to offer broader employee assistance. The Human Resources Department coordinated sophisticated benefit enrollments, staff trainings and evaluations. Starting in the 1990s, there was a new focus on staff development and view that people, not just capital or property, are business assets.
Job interview tips can help you land your perfect job. The next time you’re headed to a job interview, remember the advice your mother gave you about dating: just be yourself. That’s the conclusion based from two studies recently reported in the Wall Street Journal. But is it really the best approach?
The studies cited in the article found that frankness and honesty don’t hurt a candidate’s chances at a job and are likely to increase future job satisfaction because the individual is more likely to be hired for a suitable position.
For the Denver Business Journal — By Stephanie Klein
Of all the benefits to having a solid, proven hiring process at your business, the greatest is this: hiring the wrong person, which is often the result of a misguided hiring process, can cost your business thousands of dollars and have ramifications that echo far beyond that single bad hire.
It’s a scenario many business owners can relate to: you have a short amount of time to hire someone for a critical role in your company, so you post a basic a job description on a few job boards, review a bunch of resumes and hold a handful of interviews, deciding quickly on who you feel could fit the position well.
As a Human Resources professional or hiring manager, are you taking the right steps to recruiting and hiring the best employees? As a job hunter, you must always be looking for ways to stand out from the pack. Popular business writer, Jeff Haden, lists eight qualities of “remarkable employees” – a group of people that go above and beyond, who are even better than great.
Haden highlights traits that don’t normally appear on a performance appraisal or a resume. Yet he builds a good case for why these intangible qualities are keys to success in the workplace. Haden, who spent years working as a manager in the manufacturing industry, has plenty of experience to draw upon.
Everyone knows Google, Microsoft and Starbucks are wildly profitable and popular companies to work for, but read about some companies you might not have heard of on Fortune’s 100 Best Companies to Work for 2012. The survey tracks average salary, job growth, turnover rates, minority hiring policies, number of U.S. employees and perks that the companies provide.
Google claimed the top spot, with employees raving about the mission, culture and famous perks of the place. Another giant of the information age, Microsoft, ranked 76. Interestingly, while Apple’s profits have been making headlines, the company didn’t make this best of list.
In recruiting, the best candidates tend to be those who are self-motivated, have an ability to motivate others, are achievement-oriented and have an insatiable need to solve problems. Yet many hiring managers rely on first impressions, faulty interviewing techniques and their intuition to make decisions, in effect missing out on that top talent. Finding new recruits who add value to your company is the most crucial role you have as managers and leaders. The ability to thrive in this economy correlates directly to the hiring decisions you make.
Recruiting is most successful when it is comprehensive, proactive, valued and a refined process. Below is a quick but comprehensive list of recruiting tips to make your next hire the best you’ll make: