5 Ways to Align Recruiting Strategies With Business Strategies!

     Attracting talent and retaining top talent is the key force behind achieving organizational growth. While companies treat recruiting the best talent as a necessary evil, keep in mind aligning your recruiting strategies with business strategies is the success to executing viable recruiting strategies and driving the right people to your organization. Aligning recruiting strategies with business strategies, requires asking such questions as:

• Does your executive team understand how important talent management is in the organization?
•  Are high performing employees sticking around?
• Are you your employees excited to come to work?
• How is your company viewed by outsiders?

     These critical questions when answered will show what direction your organization should be going to recruit and maintain top talent.

5 ways to align your Recruiting Strategies with your Business Strategies are: 

1. Find out what HR practices have the greatest influence in your organization. For example do     you have an excellent on-boarding system; or an excellent referral program that is yielding great results?
2. Identify what cultural, technical or behavioral capabilities do you have in place to maintain a competitive advantage in your industry? What mindset and behaviors does your company need? For example, how is employee morale? Do you want to increase employee productivity? Do you need to conduct training of a new software that will improve employee efficiency?
3. Identify what HR initiatives need to be created. What HR initiatives will need your attention within the next 12 to 18 months? For example has the industry hiring trend changed, i.e., increased or decreased? 
4. Identify a plan to implement HR changes. Does not have to be extravagant or difficult, but a plan however, that is achievable – in increments if that seems more doable.  What person or team is going to work with you to implement these HR actions?  
5. Measure the results of your HR plan. Gauge what changes need to be made and more importantly follow through. 

     Aligning recruiting strategies with your business strategies, may sound difficult. You may think it is too much of a problem. Believe me! No matter what the size of your organization these strategies will yield long term positive results.

Until Tomorrow!

April D. Halliburton 

Founder, CEO, Virtual HR Manager/Consultant

April D. Halliburton Founder/CEO, All-4-HR & Business Solutions p:313-355-3061 | e:all4hrbiz@gmail.com | w:http://www.all4hr.net | a: 26310 Norfolk Street, Inkster, MI 48141

6 Questions NOT To Ask On An Application or During An Interview!

Yesterday’s blog discussed 6 important ways to avoid hiring the wrong candidate.  If you did not get a chance to check it out, here is the link. Relying on resumes only is not a good practice. Quite simply, all employment application information is not contained on a resume. Although, keep in mind do not  inundate job applicants with an extremely long application either. Although employers try to gather as much information as they can during the application and hiring process, there are questions that should NOT be asked on the application or during the interview. Actually, these questions should not be asked in the workplace period!

1.   NO Age Questions – There should be no questions, nor what year the applicant graduated from high school or received their diploma. Instead, ask how many years of college were completed and what degree was attained. You can ask if the applicant is 18 years or older. If the applicant is under the age of 18, you can ask the age due to child labor laws. 

2.   NO Questions relating to age, race, color, national origin, religion, gender, disability, pregnancy or genetic information.  This information is protected under protected classes by state law.  

3.   NO Citizenship Questions.  You can NOT ask if an applicant is a United States Citizen.  Instead you can ask an applicant if they are authorized to work in the U.S.  The employer can also ask if the applicant requires sponsorship of a visa.

4.  NO Questions – Do you have a Car?  Unless the position requires driving and the applicant must have a driver’s license, the applicant can NOT be asked if they have a vehicle.  The applicant can be asked simply do they have transportation to and from work.

5.  Conviction Questions? – Employers can ask about criminal convictions. The employer MUST include a disclaimer indicating that a conviction is not an absolute bar from employment. Check your state laws.  Some state bar this question totally.

6.   NO Social Security Number Questions – Questions about social security numbers must not be put on an application. Some states in fact, prohibit these questions due to identity theft. 

Note:  Some employers request an applicant’s previous W-2 to verify previous salary.  Although this is not prohibited, there are some risks an employer should be aware.  A W-2 may contain information to suggest the applicant is in a protected class (dependent care benefits, military differential pay, and sick pay usage) which can turn around and be used in a discrimination claim. Employers are urged not to ask for this information. If you ARE asking for a W2’s from applicants, be consistent, not selective; require that all applicants produce previous W2!  You can wait until the applicant is hired to request a previous W2.

The application and interview process should focus on job-related and be consistent with business necessity. The above questions and information are protected by state laws and employers should make sure these questions are not on your applications nor asked during the interview.

Join us for Recruiting: The Good, Bad and Ugly Thurs, March 26, 2015 @ 7pm

Until Tomorrow…!

From April D. Halliburton, 

 All-4-HR & Business Solutions

April D. Halliburton Founder/CEO, All-4-HR & Business Solutions p:313-355-3061 | e:all4hrbiz@gmail.com | w:http://www.all4hr.net | a: 26310 Norfolk Street, Inkster, MI 48141

6 Ways to Avoid Hiring the Wrong Candidates!

Growing a great company is more about hiring the right candidates than anything else.  After all, without great, dependable, committed employees, it is impossible to build and sale great products and/or services less more – great customers. A bad hire affects every aspect of a company, from the employees to the  products and/or services, to the customers.

We have all had this experience!

1. Conduct thorough Background Checks - Document all background check results, including conversations with references and past employers. Information should include the name, title of the person contacted, what questions were asked and what answers were given. 

2. Reference Checks - Check all References Provided!  Investigate all reference information provided by the applicant in the resume and application and keep detailed notes.

3. Do Not Rely On Resumes Only - Some companies review resumes only without asking for a application. Big Mistake! On the application form include a statement for applicants to sign and verify the truth and accuracy of the information provided on the application; including any falsifications, omissions, or misrepresentations of any information are grounds for a rejection of the applicant for employment and/or termination of employment.

4.  Have applicants sign an authorization and waiver form allowing previous employers to freely discuss the applicant’s personnel and performance record. 

5.  If you receive a reference letter instead of the individual’s contact information, do not just accept  it without making a quick call to the author of the reference letter. If the previous employer is reluctant to talk indicating a state reference immunity law is in force, remind them the law states any information given is in good faith and protected under the law. 

6.  Question the applicant about GAPS in employment.  Ask for verification of time spent in self-employment or other explanations for such gaps.

These are some Key ways to ensure you are hiring the right candidate! 

You get out of your Recruiting Process What You Put In!

Looking forward to Seeing You Tonight at Recruiting Questions Google Hangout Tonight at 7pm.

Contact Us for Invite or Drop By!

Until Tomorrow!

April D. Halliburton,

April D. Halliburton Founder/CEO, All-4-HR & Business Solutions p:313-355-3061 | e:all4hrbiz@gmail.com | w:http://www.all4hr.net | a: 26310 Norfolk Street, Inkster, MI 48141

Are Independent Contractors Your Answer?

This month we have been focusing on hiring and recruiting. Thus far, it has been recruiting. Recruiting and Hiring is All-4-HR & Business Solutions is this month’s topic!  I know we all have hiring horror stories!  If you have a hiring horror story, click here for a chance to win a gift card.

Attracting and retaining talent requires some creative thinking. Sometimes it requires thinking out-of-the-box. Yikes! How many are you are using contractors? Have you considered contract employees vs. contractors?  Sometimes contract employees can be cost effective means for handling work overflows or a project that requires a special expertise that you are in need of to make your company operate more effectively and ease some added strain on employees. 

You may think independent contractors and contract employees are the same. They are not. If you are considering contracting services, be sure of what you want -- an independent contractor or a contract employee. They are indeed two different classifications. Contract employees can be hired for a defined period time for a pay rate however it is with the supervision and/or direction of the company.

Seasonal, part-time, full-time and contract employees are all employees. Their time is directed and/or supervised by the employer. They work a certain amount of hours.  They are also subject to FMLA, FLSA and other laws. An independent contractor however, is in control of their time, methods and procedures by which work is performed.

For example a painter may be hired to paint a building for a predetermined rate.  The painter performs the work (the paint job) by his/her own procedures and methods to complete the job without supervision and/or direction. 

One may think he/she is an independent contractor as you both entered into a contract.  NOT SO! Having a contract in place does not mean he/she is an independent contractor.  A contract simply outlines the terms and conditions of employment (such as benefit eligibility). A “non-employee” independent contractor relationship adheres to certain guidelines. Having a contract is just one of the criteria.

• Independent contractors are normally in business for themselves and solicit business through advertisements, maintains a business location or phone number, and has band accounts in the name of the business. A “red flag” is when a worker establishes a business for the sole purpose of taking on a contract with a specific employer, but does not work for any other businesses.

• An employee is paid through payroll with income being reported on a W-2 Form. Payments to independent contractors are reported on an IRS Form 1099.

These are some things to consider if considering a relationship with an independent contractor.  

Click here for a Contractor Checklist.

Don't forget to join for a Recruiting Q & A Google Hangout on Thursday, March 19th @ 7pm

Join us for Recruiting: The Good, Bad and Ugly low cost webinar Thursday, March 26th @ 7pm

 Until tomorrow—Have a Great HR Day! 

April D. Halliburton
Founder/CEO/Virtual HR Manager and Consultant

April D. Halliburton Founder/CEO, All-4-HR & Business Solutions p:313-355-3061 | e:all4hrbiz@gmail.com | w:http://www.all4hr.net | a: 26310 Norfolk Street, Inkster, MI 48141

Streamlining Your Recruiting Process

Once your organization decides there is a need to hire, the recruiting process should be reviewed. I recommend you review your recruiting process every year to ensure that you have the best practices in place to acquire the best talent as well as retain your  top talent. It is helpful to utilize some of the great HR metrics to assess just how the organization has done in the past. In order to assess where your organization is, I always say you have to know where the organization has been. 

You can start with conducting a need analysis. Needs analysis is the formal process that sits alongside Requirements Analysis and focuses on the human elements of the requirements. Training Needs Analysis is the process of identifying training needs in an organization for the purpose of improving employee job performance. Training Needs Analysis is also a great way to determine if a position should be perhaps broken up as it is too cumbersome or difficult for one employee.  You may want to consider job sharing with certain positions depending on the outcome of the Training Analysis.  

The needs analysis is conduced even before the pre-screen process.  You also may conduct a turnover analysis. Some positions are considered high-turnover positions.  Is there is a better way to retain employees that will stay.  While some companies may be somewhat constrained due to the compensation offered, there steps to take to try and retain employees in high-turnover positions.  Be sure that employees are leaving a position because of a person.

Using referrals is an excellent method of attracting and retaining employees.  You may want to utilize an internal network.  Ask employees if they know potential candidates for a particular position and create incentives.  Studies show that there is a relatively higher retention rate among employees who are hired based on referrals by other employees. 

Even before you get to this point, be certain the position well-defined. Free Job analysis checklist. 

Know the job	Know attitudes	Form a recruitment team
Know the market	Make applying for a job easy.	Spread the responsibility
Write catchy ads	Tap into untapped labor market	Find out why employee are leaving and fix the problems.

 Be creative in your job sources:

Internal referrals	Former employees	Job sharing	Telecommuting
Labor unions	Job fairs	Company website	Online job boards
Technical colleges	Headhunters	Temporary agencies	State/public employment agencies
Trade/professional organizations	College campuses	Previous applications	Social media sites
Contract workers

You get out of your Recruiting Process What You Put In!

Join us for our Google Hangout on March 19^th at 7:00 pm and get your Recruiting Questions answered.

Join us for our Recruiting Made Simple Webinar on March 26, 2016 at 7:00 pm.

Until tomorrow from All-4-HR & Business Solutions. 

April D. Halliburton Founder/CEO, All-4-HR & Business Solutions p:313-355-3061 | e:all4hrbiz@gmail.com | w:http://www.all4hr.net | a: 26310 Norfolk Street, Inkster, MI 48141