staffing
One step in hiring that is often overlooked
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.
Three steps to becoming a better boss
It’s no surprise that being a boss is hard work. There are forms to fill out, supplies to order, and most importantly, employees to manage. But while some people naturally excel at leadership, for others it’s a constant work-in-progress. To speed the process along, Inc.com contributor Geoffrey James studied the behaviors of successful leaders and noticed a few recurring traits. These traits are spelled out in James’ post titled “8 core beliefs of extraordinary bosses,” but we feel they can be condensed even further into three essential steps.
Talent management is a buzzword today – what does it mean?
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.
The cost of a bad hire, and how to avoid it
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.
Two Colorado companies make Fortune’s 100 best list
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.
So, you want an “A” player…
As appeared in the Denver Business Journal — By Stephanie Klein
The good news is hiring continues to pick up, and many companies are reporting a more optimistic view of the year ahead. This confidence is partly based upon estimations that 2012’s revenue numbers could be the best they’ve been in three years. After all the turmoil we’ve been through, it’s hard to not get excited about such positive projections. As companies approve budgets, hiring managers have been given the green light to hire, and are planning the dream candidate – the elusive “A” player that embodies all the characteristics the company needs. It’s that perfect new employee who will help grow the top line, drive operational efficiency, and simultaneously create raving fans out of coworkers and managers alike. Sounds great, right? Before you move full steam ahead, though, consider the following steps along the way.
Acceleration toward skilled workforce has implications for companies, unemployed
As appeared in the Denver Business Journal — By Stephanie Klein
One of the biggest challenges our economy, as well as many businesses, is facing right now is a pervasive and ongoing skills mismatch. Companies are seeking talented, experienced people, but unemployment numbers are still high and holding flat, demonstrating that their quest for skilled workers is bearing little fruit.
Unfortunately for many employers and unemployed individuals, this trend shows no signs of slowing down and instead appears to be increasing. Reports suggest that by 2020, high-pay, high-skill jobs will account for nearly 75 percent of new jobs being created, with only a small percentage of individuals available to fill them. That leaves about 25 percent of low pay, low skills jobs to be divided among the majority of workers.
Know your people as well as your financial numbers
Denver Business Journal – by Stephanie Klein
While the need for strong financial acumen is a given when it comes to running a successful business, another more crucial measurement is that of a business’s employees. Do you have a system for measuring the value of your company’s talent? The fact is, a business’s financial success hinges on the sum total talent of its employees. Some of the best known and most successful companies judge its overall performance based not only on financials but on human capital as well.
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