Monthly Archives: September 2019

Three Great Ways to Find Top Talent for Your Company

There are many benefits of hiring top talent. Productivity, meeting company objectives, increased motivation among co-workers…the list of incentives go on. While attracting top talent to your team is one thing, finding an employee with the talent you require is certainly another.

There are presently many employment opportunities across all spectrums of the workforce in the U.S. However, finding ideal candidates with the same drive for success can often be time consuming and present all sorts of challenges. As there are many hiring methods used by hiring managers and HR professionals, here are three great starting points to begin your search of finding top talent for your company.

  1. Network, Network …and Network

Attending trade shows, conferences or other industry-related events overtime can no doubt lead to developing a plethora of contacts and potential great hires. According to Fundera.com networking is a “tried-and-true-way” to seek out new employees. It also allows you to recognize the hiring atmosphere of an industry, establish stronger rapport with potential candidates and even recognize skill sets and experience more easily.

Networking is not just limited to industry-related events. Online business and employment-oriented services such as LinkedIn are great ways to source talent. Many offer a bevy of features including customized profile searches, the ability to connect with contacts directly related to your industry and allow you to join professional groups with like minded industry peers.

  1. Get Creative with Job Postings

Any industry has its own required skill sets, specific roles and terminology. Fundera.com suggests that by including your business’s personality and values through job postings candidates can more easily understand if they would be a good fit within the company’s culture and/or the specified role.

Also, be very specific – rather than vague – in a job description. By including distinctive terminology, responsibilities and/or criteria only experienced employees would understand, it allows you to see if a potential candidate identifies with the role, if they understand the responsibilities, and have the desired experience.

 

  1. Persistence and more Persistence

For some hiring managers and HR professionals, finding top talent is like finding a needle in a haystack. According to LinkedIn, thousands of resumes are posted on popular online job sites every day like Indeed.com. While this may result in searching through many profiles and online resumes, chances of success are far greater if this is a consistent practice.

It also means each new search presents new opportunities to find top talent. However, as not all employees are the same to all employers, searches can be simplified by using effective keywords or utilizing functions such as custom-tailored, daily Resume Alerts.

 

Finding an employee may not be difficult, but finding one with the talent you need might be. While there are many tried-and-true methods among HR professionals and hiring managers, these are just a few starting points that may lead to finding that top talent your company requires for long term success.

By signing up with Ninja Gig, companies easily promote openings using online employment applications. Online job applications make it easy for qualified applicants to apply. Sign up now for your free trial and get your online job applications in front of potential candidates now.

Consider These Steps when Terminating an Employee

Terminating an employee is never easy. It is a difficult situation for both the employee and the employer. There’s some criteria to consider when terminating an employee. Yet, despite the grounds, legalities, etc., there are certain criteria to consider that can make the process less strenuous for both parties.

1. Get to the Point

Terminating an employee is always disheartening. It’s best to arrange a meeting with the employee as quickly as possible and inform them right away. Employees easily detect bad news and it’s best to be clear and direct as possible. In fact, according to an article in the Harvard Business Review, by announcing the termination immediately, the employer will get the individual’s attention about what’s coming next. Additionally, it’s suggested to inform the employee directly, then state the reasons(s) clearly so they understand it’s a firm decision that has been determined prior to the meeting.

2. Listen to the Employee

As it’s not difficult to predict the reaction of an employee getting terminated, The Harvard Business Review also suggests that by taking time, seeing their reaction, and listening to what they have to say makes it much easier to clarify the reasons of their dismissal. Plus, rushing through the meeting may seem insensitive, callous and may create unnecessary irritated emotions.

3. Be Organized to Avoid Future Repercussions

Always have the proper documents completed, including a written notice of termination (or similar documents) and details on severance (if applicable). Geneviève Desmarais, the Assistant Vice-President of Legal Affairs for The Business Development Bank of Canada suggests that when an employee disputes their termination, it’s due to the lack of back-up documentation to support it. It then “becomes a question of ‘he said, she said’ and the burden lies on the employer to demonstrate the termination was made for a just and sufficient cause, and was properly conducted.”

Some employees may be surprised by being let go, while others may have predicted their termination by realizing their lack of performance or behavior. Regardless, showing courtesy, respect and overall professionalism can help make the process less strenuous and smoother for both the employee and employer.

By signing up with Ninja Gig, companies easily promote openings using online employment applications. Online job applications make it easy for qualified applicants to apply. Sign up now for your free trial and get your online job applications in front of potential candidates now.

Bullying in the Workplace and What Employers Can Do About It

Bullying was at one time just an issue in school yards and classrooms. Yet, in recent years, bullying in the workplace has become a major concern among employees, managers and/or supervisors. While having a tough, demanding boss is one thing, bullying is something different altogether. It can essentially undermine an employees’ performance, greatly affect their overall attitude and cause unnecessary stress.

According to The Washington State Department of Labor and Industries, bullying in the workplace is not illegal in the U.S. unless it involves various forms of illegal harassment. The result of bullying is extensive and can even be the potential source of physical and mental health problems. So, what can employers do about bullying and how can they prevent it in their workplace?

Here are a few actions employers can take to fight against this age-old behavior in efforts to prevent it:

1. Identify Bullying

Unlike the school yard tormentor, bullying in the workplace goes way beyond stealing lunch money. The Washington State Department of Labor and Industries also states that bullying involves many behavioral patterns towards an employee(s) including (but not limited to):

  • Being shouted and sworn at or humiliated.
  • Deliberately excluded or isolated
  • Excessive mentoring and micro-management
  • Deliberately singling out an employee for no apparent reason

 2. Educate Managers, Supervisors and Directors

Employers or human resource professionals may want to implement a zero-tolerance anti-bullying program (or policy) to ensure senior staff is aware of bullying and that they are provided with proper training on how to get involved constructively. In fact, The Washington State Department of Labor and Industries states that bullying will less likely take place if a company takes a strong stand and the tormentor is likely to be accountable for their actions.

 3. Reporting and Investigating Bullying

Employers can also encourage staff to report any incidents. Although no employee wants to be known as a “snitch or a tattle-tale,” reporting about bullying should be handled quietly and confidentially with assurance that there won’t be any further consequences in the workplace.

On a final note, according to the Washington State Department of Labor and Industries, if an employer, supervisor or manager doesn’t take action against bullying in the workplace, then they are accepting a share of the responsibility for future abuses.

By signing up with Ninja Gig, companies easily promote openings using online employment applications. Online job applications make it easy for qualified applicants to apply. Sign up now for your free trial and get your online job applications in front of potential candidates now.