I have had the amusing experience of dealing with various recruiters and hearing them try to justify their exorbitant fees - I mean, come on, you are telling me that I should pay you upwards of...
I'm curious to know how it went and if you felt satisfied or if you tried something else. I am wondering when it is best for business to use a recruiter.
I've been bothered by this question for years. Why does the typical HR department see you as a set of bullet points instead of paying attention to everything you could bring to the company? It really...
The cure is simple. HR like any department will follow the
processes and procedures you as the company owner set out.
I have seen HR departments that operate and treat employees like objects and try to put fear into employees. This is more common in larger enterprises.
The truth is, HR is there to maximize the employees performance. If they are not then you need to look at training them or hiring the right people.
I believe HR should be consistently doing the following.
· Conduct annual employee reviews. Make it clear to your employees this is their chance to speak up about what they like and don't like.
· Conduct employee surveys, staff should be made aware the surveys are anonymous and the result of the surveys will be reviewed by the executive team with HR.
· Ensure employee development programs are effective and maintained
· Ensure employee reward programs are in place and consistently reviewed.
· Develop and review employee reporting
These are just some of the areas HR should be involved in. Employee development programs would include training, while most companies provide induction training they tend to forget about ongoing training and development. While it is the responsibility of the training department to do this, HR should be monitoring the success and failures of the program.
If you can't afford a training department there is no issues with HR being responsible for this. Ongoing training not only increases productivity it can also decrease absenteeism.
Rewards programs should be monitored by HR, while individual managers (depending on your company size) should be compiling the data, HR should be in charge of reporting and managing the rewards.
Rewards programs are generally tied into KPI's. And KPIs can also directly affect absenteeism rates. If HR is looking after additional areas other than hiring and firing they will be seen as a much friendlier department. It will also give them more interaction with employees, putting them in a much better position to identify talent and promoting within.
If your HR department is only looking after the recruitment and firing they either have a lot of spare time or your employee turnover rate is too high and changes need to be made.
In the past I have found some HR departments should have very little involvement in the recruitment process. In one large company I found that when HR decided to take full control over the recruitment process the candidates hired were not suitable for the job. I found that having managers control the recruitment process resulted in a much higher employee retention rate. This is because managers are working on the frontline everyday while HR tend to be more detached from operations. Again, more common in large enterprise.
So if HR is not doing their job or failing to identify talent, train them or hire the right people for the job.
Centre for Future Work senior economist Alison Pennington says, “What [the government] has done is provide a tool for employers to… displace more expensive workers with state-subsidised, insecure...
I want to explore blind recruitment for my business.
To add a bit more context, can you expand on what you mean by "blind recruitment", and specifically why you're thinking of adopting this strategy for your business?
I know for certain businesses or positions e.g. modelling agencies, hiding some or all of the candidate's details doesn't make sense.. but for others, there may be merits in doing so, I guess it just depends on your business and what you're trying to achieve.
Have you used Hays' recruitment for to find staff? How was your experience and what was the cost?
I used to be the legal counsel for both Hudson and Robert Walters. Recruitment companies are very similar. The real key is to find that one recruiter within the space you are seeking to recruit. Their networks and candidate database is what is valuable.
I have a job interview later this week for a small start up business as a Community Manager (Social Media and Marketing). I've only ever worked for large businesses or for myself so not sure if a...
A job interview is a lot like a test. If you know what the interviewer is looking for, you can answer accordingly and pass the test. Of course, you can just give the answers they're looking for and land the job, but it may not be a good fit for you if you do.
You want to know if you are really the right answer to the questions. Being genuine counts. That way you'll be more likely to like what you're doing and excel at it. You'll also be more likely to meet the employer's needs. Yes, employers often have a different perspective on what is most important than you do. What you have to do is find as close a match for both of you as possible! Everyone needs to have most of their needs covered.
Usually when we think about what those needs are, we think about pay, hours, skills, benefits and personalities. I'll bet you've already passed a few job interviews in your time, but even if this is new to you, you get the idea.
Check the advertisement. Match it to your training and history. Then highlight the matches while talking about your skills during the interview. Each time you study for the interview, you get better at doing them. Sometimes we do get the job. Sometimes it isn't a fit. But we learn more each time we go through the process. How about learning about yourself in terms of your best self-expression and then matching that to the employer's needs?
Say you know how to write an engineering resume, doctor resume, administrative assistant resume etc. You know how much the job needs to pay. You have an idea what's being offered. But how much do you know about your own personality, what motivates you and how that will work for your employer? If you pay attention to which of seven traits or skills are important to you and your employer, you'll be able to find a better fit. They're very important in the task of doing what's needed, as well as being your best self on the job. The seven skills or traits are: leadership, service, storytelling, efficiency, inspiration, information and innovation. Chances are that you are really good with at least two of these.
Let's take a look at what each one means and how they show up in a business environment.
Each of these skills has its place in the workplace. None of them rates higher than the others. All of them are needed and valued in the right job. Look at your goals, your personality and your resume and see which are your top two. Then go find a job that fits the best in you and give it your all!
I am looking at hiring developers and was wondering how much recruiters would charge. Do their fees vary by industry or by role?
It is possible to engage some consultants and agencies on a fixed fee irrespective of the role. There are some agencies that have a service model where they change 5k for example to fill a permanent admin role. Though there are not many of them, and their service offering maybe as simple as post and pre-screen candidates and that’s it.
The more usual model is to negotiate terms with an agency. Usually this is about 14-19% of a salary of the person you choose to hire.
Some roles will have a higher percentile depending on how hard they are to fill, similarly if they are more senior roles – Where the candidate’s salary is over 150k for example there will be less candidates in that pool; So the fee will go up because they are harder to find.
If you work with one agency exclusively they may reduce the fee when they negotiate terms with you.
If you are going to spend 100k salary of a Developer and also pay up to 19k to your recruiter, you have to ask… Is that $ well spent? Could you for example spend some of that on a digital marketing recruitment campaign, internal blogging, and social media presence that draws candidates to you on an ongoing basis.
That’s said once you have an agency working on your role there is no guarantee they will find you the developer of your dreams either.
And the cost of a bad hire IMO has very little to do with your external or internal recruiter. In my nearly 20 experience in HR and Recruitment, poor hiring usually comes from the company not having little ability to define its company culture and then interview for it, as well as a lack of understanding and practices to undertake interviewing for emotional intelligence. “Hire in haste…”
I am fascinated to know what is behind your desire to attract young marketing talent to a small organisation. As experience, capability and talent are not always associated with ‘young,’ also the age of your potential marketing employee may not prove to have any genuine relevance to the commercial success of your small organisation.
If you are (as it would seem) a young individual planning a start-up but lacking adequate marketing skills you could do worse than to outsource to a seasoned (not so young) marketing mentor in the short to medium term.
Once you have established cash-flow and some commercial stability, then you can rationally take on the expense and responsibility of up-skilling a less expensive younger (and talented) marketing employee. I would never suggest that age and talent are connected but experience will almost always trump talent (at any age).
Going through the mountain of resumes I receive to find someone appropriate. Also responding to each one to say that I have received their application and then responding to say whether they are successful or not. It is very time consuming.
Such as violent crime or assault based offences, as you may have a fear for the safety of your staff
Not sure what the law says about your particular case, but when I am hiring I am not looking just for the best person for the job. Nope. I look at everything I think might influence my future employee. So if you fear for your own, and safety of your employees you can elect not to hire.
If you were going to hire someone to fill a Client Experience role. (Content Marketing, Onboarding Experience, Customer Service Enquiries) Where would you look/post job ads to find the best people...
Depending on the industry you're recruiting for, or that which you'd prefer your ideal candidate to come from, there are a few options. The following are some of the sites I would consult myself:
If you were considering outsourcing the recruitment process, I've had great experiences with Aquent (http://aquent.com.au/) could be a good source of Australian candidates in marketing related roles.