HireBetter Blog

How To Become A “Recovering Job Description Writer”

December 8th, 2011 | by | hirebetter, hiring, human resources, job descriptions, recruiting, talent, videos

Dec
08

Jonathan Davis, HireBetter’s founder, considers himself a recovering job description writer.  And in this video, he explains why and how you can become one too.

Traditionally, to write a job description, you probably piece together attributes that you’d like in a new hire.  You start from the beginning and work forward.

 

Start at the end to know where you should be

But what we do, and what we encourage our clients to do, is start at the end.  Determine what this person should accomplish in their first 90 days, six months, or year on the job.  Now, when you look at your candidates, ask yourself whether they’ll deliver the success that you’ve just described.

This lets you be able to look at their background and determine if they have the skills to be able to do that, rather than them trying to convince you that they have the attributes that you asked for.

 

What kind of employee do you really want to hire?

No one really wants to just hire a “go-getter” or a “real closer,” you want someone who can successfully achieve specific results for your company.  So find out what “success” means in your role, and your accuracy will go way up.

 

For more, take a look at HireBetter’s YouTube Channel, and stay tuned to the HireBetter Blog for more information on how to attract, recruit, manage, and retain top talent. 

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What Goes Around, Comes Around: How Corporate Social Responsibility Helps Your Recruiting

November 2nd, 2011 | by | employee relations, health, human resources, management, recruiting, retention

Nov
02

Corporate social responsibility (CSR) isn’t on the front of most hiring manager’s minds, but it should be.  Today’s best workers care about the impact that their companies have on the world around them.  A-players love helping companies that do good, do well.

Companies that care about sustainability and CSR benefit in many ways, but some of the biggest gains lie in employee engagement, recruitment, and retention.

 

In Good Company: Aman Singh

I was fortunate enough to get to ask Aman Singh some questions about the subject last week. While working with The Wall Street Journal, Vault.com, Forbes, and many others, she’s studied how corporate social responsibility and sustainability help the companies that embrace it.  Now she runs Singh Solutions, her own CSR consultancy, and maintains the In Good Company blog.

Her insights make quite a compelling case for CSR from a talent perspective.  Anyone who wants a strong, well engaged workforce should take note.  Have a look at our conversation after the jump:

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Work it Out: What is an “Employee Wellness Program” Anyway?

August 31st, 2011 | by | employee relations, health, human resources, passive recruiting, recruiting, talent, uncategorized

Aug
31

Last week, we posted a blog about why your company needs a “second generation employee wellness program.”  You learned how strong wellness programs save money, increase employee productivity, and attract top talent to your organization.  But we may have left you wondering what these programs actually look like or how to implement them.  What in the world is a “second generation employee wellness program” anyway?

Life-changing poster?  No way

In all likelihood, you’ve seen a poster similar to this one in a break room at some point in your career.  Add to this a pamphlet or two and maybe a yearly speaker who’d tell you about how you should eat better, and you’ve got a traditional wellness program.  It used to be enough for companies to claim these simple actions represented their commitment to employee health.  Not anymore.

 

Here are a few concrete examples of effective “second generation” employee wellness programs:

  • Get in the gym – Provide an onsite workout facility for your employees or pay for a private gym membership.  This is one of “the basics,” but it almost isn’t enough anymore.  If you really want to get buy-in, pay your employees (with cash, benefits, vacation time…) to work out.
  • No more McDonald’s – If you already provide meals for your employees, make sure that they are healthy and delicious.  If you don’t, consider providing one or two healthy meals a week.  Or host a cooking class periodically that teaches your team how to make healthy meals at home.  If your employees know that you’re interested in their eating habits, they’ll be more mindful of what they eat.
  • Ditch the car – If it makes sense in your location, provide incentives for biking or walking to work.  Bicycle commuting is associated with happier, healthier, more productive employees, and it’s good for the environment too!  A company here in Austin actually had a fleet of bikes custom built for their employees.
  • Make it a game – Gamification is an excellent way to get employees engaged.  Set up contests where employees can compete by acting healthily.  Maybe give prizes for most days working out, or best healthy recipes, etc.  Gamification builds camaraderie and can encourage good health.
  • If you really want to take it to the next level, follow Google – Consider some of the things Google provides for its employees.  They have nap pods so that employees can grab quick powernaps throughout the day.  And like a handful of others, they have on-site masseuses to relieve physical and mental stress.  Both of these have shown to lead to health and productivity gains, so it might not be as crazy as it sounds.

 

The litmus test: would you do it?

At the end of the day, the most important aspect of any employee wellness program is buy-in.  So make sure you craft the kind of program that you’d like to take part in yourself.  Employee health is a worthwhile investment, so be sure to get it right.  Wellness programs keep your employees and your bottom line healthy.

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Employee Wellness 2.0: Why Your Company Needs a Program Today

August 23rd, 2011 | by | employee relations, health, human resources, recruiting, talent

Aug
23

Traditional employee wellness programs don’t cut it anymore.  All too often, good intentions for a strong program amount to nothing more than a little pamphlet.  And when was the last time a pamphlet changed your life? To attract top employees, reduce insurance premiums, and increase productivity, you need a second-generation employee wellness program

Perks count; recruit like a salesman

Just like selling a product to a customer, to attract the best talent, you have to differentiate yourself from the competition.  And like selling goods, selling your company isn’t just about dollar signs.  Prospective employees look for a company that will provide them the overall best livelihood.  This includes the basics like a good salary and health insurance, but as competition for great talent increases, perks like gym memberships and healthy meal plans will make your company stand out to top performers.

 

Cut fat, health costs 

Encouraging your employees to live healthy lifestyles also saves you money.  Think bad health is free?  Think again.  In 2009, obesity cost employers $4 billion in direct insurance costs…in Texas alone!  So from a straightforward business perspective, you have a vested interest in your employees’ health.

 

Happy, healthy employees are better workers

You have an interest in happy, healthy employees from a productivity standpoint, too.  Studies have shown that employees of a healthy weight are considerably more productive, saving employers nearly $12 billion a year, by some accounts.  On top of that, employees that work out are happier.  And happy employees are twice as productive as unhappy ones.  So happy workers make for happy managers, too.

 

Health initiatives are a worthwhile investment

There are very few ways to spend your money that can result in such dramatic costs savings and productivity gains while giving you a talent recruiting advantage.  Top managers realize that truly investing in employee health makes more money than it costs.  So be one of the smart ones and commit to your employees’ health.  Your company will be happier, more productive, and more profitable for it.

 

Image used under Creative Commons from waldopepper.

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Breaking Up is Hard To Do: How To Let a Star Employee Leave

August 16th, 2011 | by | employee relations, hiring, networking, retention, social media

Aug
16

So you’ve lost one of your best employees to someone else.  She had only been with your company for a few years, but her work set the standard for your whole organization.  You’re not happy now, and understandably so, but it’s time to let go.  Instead of sending her off with a “good riddance” (and a “don’t let the door hit you on the way out!”), make sure that you leave on good terms, because happy former employees can help you more than you realize.


The employee boomerang effect

Sending former employees away with congratulations and well wishes helps them remember the best of your company.  It might even lead them right back through your door.  As much as 25% of recent job-movers will experience “acceptance remorse” and if you still have a good relationship, they may come running back to you.  Sometimes you have to see what else is out there before you truly value what you already have.  If you do decide to rehire someone though, keep in mind the unique challenges “prodigal employees” pose.

Friendship’s fringe benefits

And even if they don’t come back, a happy former-employee can still help you.  A good employee will have made a big personal investment in your company, so they probably still want you to succeed.  Ask them for recommendations for future hires.  Or, especially if they are moving to a new place, see if they will introduce you to contacts they have made while working for you that can help the company.  Just because they are leaving, it doesn’t mean that you have to lose their whole Rolodex!

Beware the backlash, too

If you’re unable to part with an employee in a good way, you run the risk of a serious backlash.  Your former employee is likely tell their networks about their dissatisfaction with your company and, even worse, grind their axe publicly on sites like Glassdoor.com .  Future interviewees scour the Internet for information on your company, and vocal former-employees throw up red flags right away.  You run the risk of losing job-prospects early in the process who come across unsavory reviews of your company before they’ve had the chance to make their own opinion.

Wish them luck, and mean it

Losing a star employee is bittersweet, but be sure to treat the exit delicately, and remember to keep up with former colleagues.  Send them off with a meaningful good luck, because you never know how your paths will cross again.

 

Image used under Creative Commons from jayantnandan.

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Hire to Win: Why Talent is your Best Investment

August 11th, 2011 | by | hiring, human resources, recruiting, talent

Aug
11

What is the #1 thing that separates good companies from great ones?  Innovative ideas?  Good communication?  Strategic partnerships?  Sure, all of those are important, but the single most important asset of a great company is superior talent.  So how do you get it?

 

How to find your game changer

Having exceptional talent is about hiring people with the very best skills, experience, and perspective and then making sure they are in the right place in your company.  It’s not just about picking the person with the best résumé and interview skills and dropping them into a role.  A great employee will impact your company for years to come, so don’t take hiring lightly.

 

To make a great hire you must:

  • First, clearly define the role
  • Research and build a pool of candidates who have the right skillset
  • Screen and narrow your leads down to a few top candidates
  • Thoroughly vet them to see who will perform best at your company
  • Make your hire and open the Champagne!  (Champagne optional)

 

HR, only the strong need apply

Sound difficult?  That’s because it is.  And considering that two thirds of employers made a “bad hire” in 2010, most people just don’t do it well.  But you don’t have to be a statistic.

Great talent is a competitive advantage in and of itself, so devote the time and resources that it takes to become an outstanding hiring manager.  Or hire an expert to help you along the way.

Whether you do it yourself or get outside help, the important thing to remember is that hiring matters.  Think of talent acquisition as an opportunity for excellence instead of a burden.  Do it well, and watch as you are surrounded by the people who will take your company to the next level.

 

Image used under Creative Commons from kevinthoule.

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