If your company has never received an employee complaint of harassment, discrimination, law/safety violations, retaliation or other serious complaints—congratulations! And I really mean it. You can be proud that you have done so well for so long. But things are…
Are You Attracting and Hiring Qualified Candidates?
By: Melissa Marsh, MA, SPHR, SHRM-SCP
Your hiring manager interviewed the perfect candidate for the job! They don’t come along often, especially in this tight market. They seemed to “click,” but how did the applicant view the rest of the company? Was your recruiting and hiring process smooth and professional?
Every step in the recruiting and hiring process is an opportunity to show the candidate why they should work for you. Experienced candidates know how to search for the best companies.
- Does the website include a company description, vision and/or mission and core values?
- Is there a career page that showcases why an employee should work for you?
- What benefits does your company offer? Is there work-life flexibility?
- Are employees an important part of creating the company’s culture and growth? How is this accomplished?
- Are you keeping job posting sites updated with your company information? Are you including pictures and other information that is compelling to candidates?
- When an applicant applies for a job, do you reply promptly or leave them in a void?
- Is the process efficient and timely? Are you leveraging technology to make the process more efficient?
- Do you have detailed, accurate job descriptions so applicants can truly understand what the job will be like?
- Does the applicant understand the company’s hiring process?
How Does Small Business Manage Human Resources? Who Has the Time!
As a small business owner, have you ever wondered about such things as I-9s, paying employees correctly, or how to find good employees and keep them?
Typically, small businesses do not have a full-time, experienced human resources professional on their staff because it isn’t a practical expense. This leaves HR processes and policies to company personnel who might not have the experience and time to handle complex and changing employment laws and regulations. Managers may face employee issues that are challenging to address and go to the individual wearing the “HR hat” who may also be at a loss for how to handle an HR challenge.
HRinDemand works with clients who are in this exact position by providing an easily accessible hotline service. With the hotline, clients are just a phone call away when the unexpected arises and this preventative approach has resulted in avoiding lawsuits while increasing employee morale. When calling the HRinDemand hotline, confidentiality is ensured without judgement. With over 20 years of HR experience, the team at HRinDemand provides a knowledgeable sounding board helping businesses comply with employer requirements while helping to create a great employee experience.
“We have helped clients with everything from determining how to structure pay rates to an overhaul of their performance management processes to straightening out their I-9s. “This stuff is not for the wary or faint of heart,” says Melissa Marsh, Founder of HRinDemand. “We want to help small businesses navigate all the employer challenges they will face. Owners often wear so many hats, they rarely have time to think about HR…until it’s too late. We can help put preventive practices in place. Many of our clients have found the HRinDemand Hotline to be an invaluable resource. Our clients call when they’re stumped or just need a sounding board to bounce around ideas and make a final decision when handling employee needs.”
If you would like information about the HRinDemand Hot Line, contact HRinDemand.
The team at HRinDemand has helped clients navigate the following questions and more. Rest assured, if they don’t have the answers, they will find them for you!
Governmental Laws and Regulations
- I haven’t really been keeping up with I-9s, what do I do now?
- Nevada overtime requirements are confusing, how do I make sure I’m paying correctly?
- I’ve always used independent contractors, is this ok?
- Do we need to offer sexual harassment training?
- Do we need to have our company policies in writing (even though we are a small company)?
- Do we have the most recent Nevada and Federal labor laws poster posted in our office?
- Is our employment application current with Nevada and Federal laws? Do we need to have an employment application?
- Are our employee files correctly set up and more importantly, are they in compliance with government regulations? For instance, will the files pass an I-9 audit?
Training is often low on a company’s priority list…then there’s a problem…and then it’s too late. Avoid the need for damage control by ensuring your most valuable assets understand their roles and responsibilities. Managers and employees are often unaware that their actions may lead to big problems. Consider these questions when you are determining whether or not you need training in your organization:
- Did a manager violate a Nevada or Federal employment law?
- Did a manager ignore an employee when the employee mentioned that they hurt themselves on the job? If the manager didn’t ignore it, did they handle it correctly?
- Did a manager neglect to offer leave under FMLA or ADA when an employee may have needed it?
- Are managers asking illegal questions when interviewing candidates?
- How do managers and employees resolve conflict?
- How do managers effectively handle and document performance management issues?
- When a new employee has been hired, how is onboarding handled?
- Are I-9s and other new-hire paperwork completed correctly and will they hold up under a governmental audit?
What does HR mean to you?
As a small business owner or operator, Human Resources or HR, probably equates with finding employees as quickly as possible and getting them on task right away.
What about after employees are hired?
Then, HR means dealing with small issues that pop up—and, then, turning to the Internet to educate yourself on tricky situations and hoping for the best.
It doesn’t have to be that way.
Is it possible to use an HR consulting company in a cost-effective way?
HRinDemand is constantly searching for and implementing easy-to-use tools for our clients. For instance, small businesses don’t need a large, full-blown Employee Handbook. HRinDemand offers an Employee Rulebook for those employers with less than 10 employees—and it is half the cost of a full employee handbook. This way, small businesses can comply with pertinent regulations and appear professional, knowledgeable and organized from the first day a new employee starts work.