There's often a single element that differentiates companies with enthusiastic employees from those suffering high rates of dissatisfaction and turnover: motivation.
While there's no formula for becoming an effective motivator, maintaining open lines of communication is a good start. Your willingness to answer questions, provide feedback, and encourage creative expression can be a catalyst for new ideas.
Frequent praise and recognition are also critical. On a regular basis, let your employees know in sincere and meaningful ways when they've done a good job. Following are some additional tips.
1. Celebrate Accomplishments A simple thank-you note or public praise at a group meeting will increase an employee's confidence. A staff lunch at the conclusion of a major project can help build team spirit. The impact of appreciation is tremendous: A recent survey commissioned by our company revealed that lack of recognition is a primary reason employees quit their jobs.
2. Criticize Carefully When you must criticize, do it privately and keep the discussion performance-based, not personal. Be consistent and evaluate all employees according to the same set of standards.
3. Set Clear Expectations Conduct regular performance appraisals so employees understand what's expected of them. Instill confidence and enthusiasm by noting an employee's strengths and special skills, not just his or her perceived weaknesses.
4. Establish a Mentoring Program Mentoring helps new hires acclimate quickly and efficiently and demonstrates your commitment to their professional development.
5. Staff Strategically to Prevent Burnout Bringing in extra help during peak workloads enables full-time employees to concentrate on special projects, while temporary workers focus on day-to-day matters, or vice-versa. This staffing method prevents existing staff from working excessive overtime and increases the quality of work.
There is no one-size-fits-all approach to motivation. A combination of techniques that matches the unique needs and personalities of your employees will have the most effective results.
Back to Top
Interviewing is one of the most valuable hiring tools and should be treated as such. Interviewers need to prepare for it as meticulously as a job seeker would.
1. Develop thorough job descriptions by identifying the top 3-5 traits required. This will help you focus your search and identify the right questions to ask.
2. Schedule interviews during the least busy portions of your day so you can spend time getting to know the candidates. However, allow for flexibility as some of the candidates may be currently employed and need to meet during off-hours.
This section offers tips on every aspect of interviewing, from evaluating resumes to the types of questions you should ask.
Fear of losing the candidate to another position, or excitement at the prospect of finally making the right match can cause the temptation to rush through or bypass the reference-checking to make a quick hire. But reference checking is still a critical tool for evaluating prospective employees.
Legal issues have made many firms reluctant to provide more than dates of employment, title and salary. With a little preparation and persistence, however, you can glean valuable insight from the reference-checking process.
1. Getting Started Let candidates know early in the process that finalists for the position will be reference checked. This enables applicants to line up references and notify them that you may call. During the interview, note candidate responses you might want to verify with references. 2. A Do-It-Yourself Project Handle the reference-checking process yourself; you know better than anyone else which skills and personality will best fit the job. Additionally, by speaking with the candidate's former supervisors, your counterparts, you're more likely to develop some camaraderie, enhancing your chances of gaining useful information. 3. What Should I Ask? Start your inquiry with the basics: Ask for employment date confirmation, title, job duties, salary and where the candidate worked previously. If the reference is receptive ask for further information, such as the candidate's strengths and weaknesses, the candidate's ability to work as part of a team, and whether the reference would rehire the candidate if the opportunity arose. Remember: the same discrimination laws that apply to interviewing also apply to reference checking, so do not ask about marital status, age, disabilities, religion, ethnicity, or other personal issues. If your firm doesn't have a reference-checking policy, or if you have specific legal concerns, speak with an attorney who specializes in employment law. 4. Getting "Real" References If you encounter a negative reference among several outstanding ones, continue checking to determine if this is an isolated incident (ex. a vindictive former manager or colleague) or a sign that the candidate is not ideal for the position. Similarly, if you suspect the reference may be a "fake" (i.e., your calls reach only voice mail or an answering machine), call the company's main switchboard to verify the reference's employment and title. It's not unheard of for a former coworker to pose as a past supervisor. 5. Improving the Odds Make thorough reference checks a precondition of hiring. This is perfectly legal as long as the information being verified is job-related and does not violate discrimination laws. Candidates will likely arrange for cooperative references, and applicants with something to hide may voluntarily remove themselves from consideration. 6. Going Beyond Reference Checks In addition to checking references, some employers administer drug tests, require medical exams, or conduct criminal background checks. Whether or not you decide to take these additional steps depends on the nature of your business and the type of position that is being filled. Before making any such moves, however, be sure to seek appropriate legal advice.
The reference check is one of the final steps in the hiring process. By comparing the information provided by the candidate with a series of references, you can make the most informed hiring decision.
Once you have collected resumes and selected candidates, it's time to talk with the top contenders. Phone interviews can effectively save time and enable the hiring manager to quickly identify the most qualified candidates. These guidelines are useful when conducting phone screening.
1. Timing is Essential Estimate how long you'll need to effectively conduct a telephone interview with job applicants: don't spend too much or too little time on the process. If the candidate isn't available, set a specific time for he or she to return your call. This can be a good test of initiative: candidates who fail to return the call or make alternative arrangements within your designated timeframe demonstrate either a lack of interest or a lack of commitment.
2. Have a Candidate's Resume on Hand Review the resume and cover letter before you call a candidate, noting any questions you have. Keep these materials on hand when you're talking with the applicant and jot down his or her responses along with your impressions.
3. Develop a List of Questions For comparison purposes, ask the same or similar questions of each candidate. You'll likely see a pattern emerge among the applicants who are a good fit for your company. Here are a few good questions to ask:
a. "Tell me a little about yourself and your work history." b. "What interests you about this job?" c. "What skills can you bring to the job?" d. "Can you tell me about your current job?" e. "What sort of work environment brings out your best performance?"
While phone screening is no replacement for an in-person interview, it can be the ideal vehicle for narrowing the field of possible candidates. The key is to be consistent and maximize the time you spend with each prospect.
The information gathered during an interview is essential for making a well-informed hiring decision. Unfortunately, many employers do not spend enough time preparing for these important meetings. A little planning goes a long way toward helping you hire the right person, and it reduces the risk of choosing the wrong one.
Before meeting with job applicants, create a standard list of appropriate questions and prioritize them by topic. Most interview questions fall into three general categories: job-related accomplishments, experience and skills; business aptitude and problem-solving abilities; and interpersonal skills.
1. Job-Related Questions Job-related questions help you determine whether a candidate possesses the necessary background for the position. Examples include: "What are your primary responsibilities?" and "What skills would you like to develop?"
2. Business Aptitude and Problem-Solving Abilities Questions that assess business aptitude and problem-solving abilities allow you to evaluate a person's strategic and creative thinking, general business knowledge and project management skills. A typical question might be, "How would you handle the implementation of a new accounts payable system for a company's expansion effort?"
3. Interpersonal Skills Questions relating to interpersonal skills help you evaluate an applicant's sense of teamwork, honesty, career goals and ability to work under pressure. Typical questions might include "Give an example of a time you have dealt with a difficult client?"; "How do you cope with stressful situations and multiple tasks?"; "Why do you want to leave your current job?" and "What are your key strengths and weaknesses?" Because you're also trying to ensure a good fit with your organization, you might also ask, "What sort of work environment do you prefer?" or, "What kind of atmosphere brings out your best performance?"
While you want to make it clear you're not looking for proprietary or specific information, you are looking for the applicant to display a clear understanding of his or her employer's missions and goals as well as whether or not he or she thinks in terms of those objectives. Inability to answer this type of question may signify a lack of interest that could carry over into your organization.
By planning your questions you'll prompt better responses and ultimately strengthen your chances of making the best hiring decision.
The interview is the most important step in the hiring process. A sit-down, face-to-face can immediately establish a connection with a candidate. Our strategic approach identifies and attracts the best talent for your team. By following these simple tips, you can conduct a successful job interview.
1. Prepare in Advance Develop a consistent approach to use with all candidates: rank job requirements in order of importance, and prepare a list of questions that will enable you to assess the applicant's talent and expertise. Be sure to include questions designed to determine interpersonal and problem-solving skills.
2. Make Your Candidate Comfortable Start by engaging in small talk. You can gain insight into the candidate's personality and also put him or her at ease, increasing the likelihood that you will receive candid responses.
3. Ask Diverse Questions To assess the candidate's work style and compatibility with your company's culture, vary the style of your questions. Ask closed-ended, factual questions ("How many years did you work for Firm A?"), open-ended, behavioral questions ("Give me an example of a time when..."), and hypothetical, job-related scenarios ("How would you handle constructive criticism ...").
4. Rephrase Questions When Necessary If an applicant's response to your question is vague or insufficient, don't be afraid to ask for the information in a different way. For example, rephrase "Why did you leave your previous position?" to "What types of opportunities are you looking for that your last job did not provide?"
5. Make a Pitch for Your Firm The candidate is also interviewing you and the company. Emphasize the positive aspects of your company to prospective professionals. Benefits such as employee recognition programs, subsidized training courses and on-site facilities (i.e. a cafeteria or health club) can all be strong selling points.
6. Pay Attention Fight the urge to formulate your next question while the candidate responds to the last one. Listen attentively to pick up on bits of information that might otherwise escape you.
7. Write it Down Memory is unreliable, so take notes in an unobtrusive way during the interview. Don't transcribe everything the candidate says, just the highlights. Let the candidate know you will be taking notes during the interview and record your impressions along with the applicant's responses to questions.
8. Don't Rush to Judgment Try to avoid forming an opinion too quickly about a candidate. Wait until after the interview to evaluate responses and make interpretations.
9. Double-Check Answers Ask the candidate many of the same questions that you plan to ask his or her references. That way you can compare the answers. If a reference tells you something significantly different than what the applicant tells you, follow up with the candidate for an explanation.
10. Do not Fall for the "Halo Effect" Do not let one aspect of a candidate's background, such as the fact that you went to the same school, blind you to reasons he or she may or may not be right for the job. This common phenomenon is called the "halo effect."
11. Try Not to Overemphasize Interview Performance Do not attach undue importance to how well the person interviewed. Smooth interviewees may not necessarily be the best people for the job; they may just be well practiced. Sometimes the most talented professional is the shyest person interviewed.
12. Streamline the Hiring Decision Don't get too many people involved in the final decision. If you hire "by committee," you may not find the best person for the position but rather the least offensive candidate.
13. End on a Positive Note Once you feel you have enough information, end the interview politely. Thank the applicant for his or her time and interest, and briefly mention subsequent steps.
Conducting an effective job interview isn't always as easy as it may first appear. You can maximize these meetings by planning ahead, taking good notes, and evaluating each candidate objectively.
Follow these valuable time management sourcing tips to quickly scan resumes and schedule interviews with the most qualified applicants.
1. Define Job Requirements Have a detailed job description. It should focus on skills, expertise, and behavior traits that will impact job performance. Skills such as software knowledge, expertise such as industry background, and behavior traits such as work style should all be included. As you sort resumes, the job description will help you narrow the field.
2. Review Resume Styles Resumes typically fall into two categories, chronological or functional.
a. The classic resume is organized chronologically, with most recent work experience listed first. Job responsibilities are then described after each position listed. Pay close attention to dates of employment and gaps in work history. For example, a resume that states a position was held in "1996" does not clearly indicate the length of employment. The job could have lasted from one day to 12 months.
b. In the functional resume, information is organized according to individual skills, with experience and abilities most relevant to a given position listed first. Watch for vague job descriptions or failure to list actual positions held. This can indicate that the job seeker hasn't acquired significant work experience.
3. Read Between the Lines A resume should be well written and free of any typos, misspellings, and grammatical errors. Candidates who take the time to produce a clean and professional resume demonstrate attention to detail and a desire to make a favorable impression. Phrases such as "exposure to," "familiar with," and other qualifiers often indicate the candidate lacks hands-on experience. Read each entry from the bottom up; job candidates frequently list their least flattering information last.
4. Follow Up with Pre-Screen Phone Calls Consider conducting brief telephone interviews to narrow the field of qualified candidates. This additional step can save you valuable time: An unproductive phone interview may take five minutes but an unnecessary formal interview could cost an hour or more.
Skillfully reviewing resumes requires a thoughtful yet flexible approach. With some practice, you can decode resumes-proficiently analyzing what they say and do not say about candidates.
The employee compensation package your company offers directly relates to the caliber of professionals you will attract. Salary, although important, is not the only factor to consider when putting together an employee compensation package. The types of bonuses and incentives you offer – and your savvy when it comes to making a job offer – can also make a big difference. This section contains information on the basic elements found in a compensation benefits package as well as some of the additional employee benefits today's professionals are seeking.
Salary negotiations are a critical step in the hiring process. Candidates with in-demand skill sets may already be evaluating other opportunities by the time you make an offer, so it's important to handle this stage effectively. Consider the following tips for successful salary negotiations.
1. Act Quickly Once you've selected the prospective hire, make the offer as soon as possible. A delay can cause you to lose the best applicant.
2. Carefully Consider the Employment Offer Enter negotiations with a strong understanding of compensation trends. The offer should be fair to the candidate, in line with current industry standards, and realistic for your company. Companies that can't provide high starting salaries should consider offering other incentives - such as stock options, profit sharing, signing bonuses or extra time off.
3. Clarify the Details If possible, make the offer in person. This allows you to explain all aspects of the salary and benefits package, and provides an opportunity for the candidate to ask questions. Consider providing a formal letter with key information (you may want to work with your company's attorney to develop a template). Also let the individual know of any contingencies associated with the offer, such as completion of reference checking.
4. Provide Encouragement When presenting an offer, be sure to highlight the reasons someone would want to work at your company. Prospective employees are interested in hearing about staff recognition and bonus programs, advancement possibilities, and unique aspects of the corporate culture.
5. Know When to End Negotiations When faced with a candidate who is reluctant to accept an offer, try to discover the source of the hesitation. For example, if the candidate requests a higher salary than offered, take time to consider the potential impact. Will providing that salary outweigh his/her potential contributions, ultimately affecting your firm's overall compensation scale? Likewise, persuading an applicant with serious reservations can backfire if that individual has second thoughts after joining your organization. While being open to negotiations, be wary of signs that the pursuit is a dead-end.
6. Maintain Communication It's important to stay in touch with the candidate after the offer is accepted. Send relevant brochures about your company and employment forms. Also, call the individual to make sure he or she has all of the information needed for a successful start at your firm.
A streamlined salary negotiation process helps you hire the best candidate and fill the position more quickly, minimizing productivity losses stemming from reduced staffing levels.
A common and often persuasive part of the hiring process is relocation packages (also effective when enticing current employees to transfer to another office). Some companies have a standard policy regarding relocation expenses, while others make their decisions on a case-by-case basis. Here are some expenses that your company might consider paying for or subsidizing.
Information on a new area - including crime statistics, school districts, housing costs and the community's background - can be helpful to candidates. The more comfortable these prospects feel about a new location, the more likely they are to accept your offer. Ensuring a smooth transition may also instill loyalty and aid in your retention efforts.
A growing number of companies are implementing benefits programs that support employee efforts to balance work and personal obligations. Some of the most common nontraditional offerings are:
1. Telecommuting Telecommuting is any scheduling arrangement in which employees spend a portion of the week working from home. Their schedules remain the same, but a typically lengthy commute is eliminated. In a recent survey of executives commissioned by our firm, 63 percent of respondents said telecommuting programs are most effective at the staff level as opposed to telecommuting by managers and executives.
2. Flextime Flextime is one of the most widespread alternate work options. Geared toward employees who normally work a fixed number of hours each day (as opposed to managers or salespeople whose schedules fluctuate according to daily job demands) a typical flextime situation start and finish times may differ from those of other employees. A common variation of flextime is the compressed workweek. Instead of five eight-hour days, four ten-hour days are worked.
3. Job Sharing With job sharing, two part-time employees share the duties and responsibilities of one full-time job. The tasks and responsibilities are typically divided in half, but the division of labor can also be based on the preference or proficiencies of each partner. Job sharing is best suited for positions with clearly defined tasks and predictable job pressure.
4. On-Site Child Care On-site child care is a great idea in theory - and the convenience to the working parent is obvious. But many companies find that government regulations and the cost of liability insurance make this a difficult program to implement. As a result, many opt for contracted daycare, where the employer contracts with one or more outside providers to offer child-care services for employees.
5. Elder Care As people live longer, a growing number of employees are caring for their aging parents or other relatives. Companies are responding to this trend by offering elder-care benefits, such as referrals to service providers.
As companies incorporate nontraditional benefits into their compensation packages, they're finding another advantage to these offerings: employees with better work/life balance bring more energy and drive to the job.
While it certainly takes more than money alone to attract and retain skilled professionals, it's helpful to offer competitive compensation packages. Employees who feel they're underpaid will also feel undervalued and more vulnerable to potential offers from outside firms.
To aid in their retention and recruitment efforts, businesses of all sizes are paying close attention to employee compensation. Following are five elements found in many compensation packages.
1. Base pay, the foundation of most packages, is the fixed portion of salary employees receive for performing standard job duties. Companies must develop a strategy for the progression of base pay. This is most frequently accomplished through regular annual increases based on a performance review process.
2. Performance-based pay has grown more popular with firms interested in recognizing exceptional performance without raising fixed costs. In addition to this advantage, performance-based rewards tie compensation to the achievement of corporate goals and can be a strong motivational tool.
3. Equity-based compensation is designed to retain staff over the long term and has gained in popularity as a recruiting tool with the increased use of stock options. Firms wishing to remain competitive are accelerating stock vesting schedules, offering employees more control of their assets, and quicker access to profits.
4. Benefits packages are becoming more progressive. With increased emphasis on employee choice and work/life balance, new programs such as pooled vacation and sick time, employee concierge services, and financial planning are being offered.
5. Reward and recognition programs - including bonuses, extra time off and professional development opportunities - are key factors in defining a firm's corporate culture. These incentives are excellent tools for rewarding specific behaviors or actions, such as employee referrals, overtime, and team contributions. Awards don't have to be costly to be effective. Recognizing employees in front of their peers or within a company newsletter, for example, can have a lasting, positive impact.
Following these four guidelines can help you build an effective compensation package:
Compensation has a significant effect on how employees feel about their jobs, so be sure to periodically reevaluate the packages your firm offers and how well they keep pace with the market. Offering fair and competitive compensation will help you reduce turnover and the costs associated with it.
Many executives firms are turning to professional staffing services to fill needed positions on their teams. Selecting a good search firm can make the difference between feeling like staffing issues plague your company versus feeling freed to focus on your expertise and grow your business. Trusted staffing partners will:
Contact Us for more details on how Accelerated Team Dynamics can assist you in staffing your company.