If you're an employer who is or will soon be hiring, then you are probably all too aware of what the historically low unemployment rate the country is currently experiencing means: employee scarcity. That leaves prospective employers scrambling for ways to attract new candidates and retain existing workers needed to provide value and keep their businesses competitive. Here's a look at some of the facts and figures that describe - and impact - employee retention.
Is this a familiar scenario?You have a new applicant coming to interview for a job opening. She or he is due to arrive within the hour. You've looked over the candidate's résumé at length, but you still haven't assembled any questions for the impending discussion. Desperate, you scratch out some questions on a piece of paper; something about the person's greatest strength or worst day on the job or how would s/he define excellent customer service? Fine...but what will these questions really tell you about a candidate's suitability for the exact position you're hiring for?
Did you know that employees who manage Human Resources for an organization spend up to 25 hours a month just searching for HR answers? If your business is spending that kind of time (and money), consider this better way of quickly finding quality information that you can rely on.
Topics: Human Resources
When you are seeking that next great hire, what specific qualities are you looking for? Someone who has a strong work ethic, is dependable, displays a positive and can-do attitude, and is team-oriented but has potential leadership skills? If you answered yes to any or all of these qualities, you are not alone. It takes a lot of work and a great deal of time and planning to make sure you have the right fit, regardless of the level or position you are hiring for. And none of this takes into account the other companies that are probably trying to compete for that same great new hire, since the job market continues to shift causing many more open positions than there are qualified job-seekers to fill them.
We are very excited about his month’s Human Resource theme: Recruiting and Hiring Great Employees. Recruiting high-quality employees is a challenge that HR and hiring managers face on a regular basis, and with the unemployment rate remaining so low, it has been especially difficult recently.
As the old saying goes, "It takes a village" to overcome this type of challenge. So we are asking you to join our village. We want to hear about the creative methods you are using to find great people, and we plan to share the ideas and stories we get from our "village" in a blog post published later this month. If you have a couple of minutes to answer the following questions, we'd love to include your feedback.
Topics: Human Resources
For employers, knowing what to do when an employee requests time off under the Family and Medical Leave Act is often like trying to follow directions on a winding road with no signposts. Even if there are no active leave requests or cases open, certain provisions may need to be followed in order to be in compliance with the regulations. When those requests do come in, a fully integrated and automated Human Capital Management system can help HR manage the cases while ensuring that the Payroll Department receives accurate information about employee leaves. Even still, you have to know where to begin...and where the road is expected to go. If you're just getting started with the FMLA, let this roadmap offer you a sense of direction.
Is your business required to offer leave under the Family and Medical Leave Act? Do you have a process and form for employees to request leaves of absence? If not, click on the link below to download a template that your employees can use to make leave requests.
Using this document, you can move those requests through the approval process - like making copies of the form and walking them around to the decision makers - and then track the status and manage the resulting leave of absence cases...perhaps on an Excel spreadsheet that captures all the details.
Yeah. That's one way to do it.
An alternative method is using a fully integrated Human Capital Management system that automates the request and routing processes for you, as well as maintains all records electronically. Here's how that more efficient and precise process might work.
Navigating employee leave acts can be one of the most confusing and stressful tasks for employers and HR professionals. These regulations are typically complicated and must be handled correctly, or there can be serious consequences. Many employers encounter events that cause them to ask, "Is this a Workers’ Compensation situation or an ADA restriction? And when does FMLA apply?"
A critical part of the Fair Labor Standards Act (FLSA) is making sure employees are classified and paid correctly. Does your organization have a current Time Reporting Policy that accomplishes this? Such a policy is easily as important as other standard company policies like your Leave of Absence, Code of Conduct, Benefits, or Communications policies. If you do not have one, it's a good idea to draft a written policy that clearly and thoroughly explains how and when staff should track their time. This will a likely apply to both exempt and non-exempt employees, but the application may be slightly different. Key elements that should be included in this policy include:
In our blog post last week on the topic of addressing the use of social media in the workplace, we suggested that companies develop a sensible social media policy to help set guidelines and rules around acceptable and unacceptable behavior when it comes to socializing online. That sounds reasonable, but where do you begin? We have a free template for download to help you with that starting point. Whether you use this resource or develop your own from scratch, here are a some key elements that any social media policy should consider including.