From considerations like office safety concerns spurred by events like the Sandy Hook Elementary Massacre, to the Americans with Disabilities act, and the implemented changes post Fiscal Cliff in December of 2012, as was highlighted in our Expert Panel , the hiring process is evolving rapidly. Keeping up with the changes is crucial for all companies. Discussing the changes rigorously alone makes the hiring process daunting. However, once one goes further into implementing the improvements, through gaining the right knowledge and plan by seeking the right resources such as good accounting practices offered through those specialized such as GellerRagans and HR Regulations such as HR on-Call, one will be able to safeguard the HR practices needed to succeed.
(Photo credit: BBragger)
Here are seven things you can do to alleviate the difficulties in planning for new hires:
Your company needs to be transparent – Attract the best by showing that your company is the best. This is not all about numbers and statistics. Highlighting company values, testimonials and employee reviews will attract great candidates.
Maximize recruitment resources –Drive employee referral programs through social media and utilize sites like LinkedIn.
Screen candidates appropriately – Join the EEOC in eliminating barriers in recruitment and hiring. Exclusionary policies and practices, the channeling/steering of individuals into specific jobs due to their status in a particular group, restrictive application processes, and the use of screening tools (e.g., pre-employment tests, background checks, date-of-birth inquiries) are things to help your HR team avoid. On the other hand, keep in mind work place safety during the selection process. Prevent potential hostile work environments by meeting OSHA’s requirements. Utilize social media for screening. Above all, go with your gut.
Keep an open mind – If you have too concrete of a vision for the perfect candidate, you may easily overlook even stronger potential. While Ms. Carter may technically have the degree you hoped, Mr. Manning may have the personality and emotional Intelligence you really need to take your team to its goals.
Be interested in candidates – The hiring process is not one sided. Candidates are assessing potential employers just as you are assessing them. Display positive interest in the candidate beyond what they can do for you. Can you offer them a meaningful experience? How will you help them grow in the future? Do you initiate feedback form employees and genuinely take it in to consideration for future goals, or is feedback only given?
Centralize new hire assistance – Once you find your fit, don’t let them slip away. New jobs are overwhelming. One trick in retaining new employees is providing employee training, both in hard and soft skills such as learning about their home environment, and considering their unique circumstances in planning events, meetings, flex-time, etc. Furthermore, standardization goes a long way when it comes to avoiding confusions and chaos. Manuals, policies and procedures are best offered in one central electronic location. A portal like this can be very helpful in getting all on the same page.
Welcome your new members warmly – Maintain a profile with birthday and other significant information important to the employee. Referring to this profile can really enhance your relationships. Take the time to acknowledge important milestones for your employees rather than just meeting them on the first day tour. Helping members of the organization bond, through formal teambuilding events, or informal outings and introductions can go a long way. Most importantly, utilize the new employee’s talents in creative ways. Make sure they know they are genuinely needed and appreciated.
