Hiring – Strategies and Tips for Strong Staffing Processes

Strategy Plan One

July 22, 2012

Hiring Processes

As an entrepreneur, business owner, or manager in the public or private sector, the way you conduct hiring or staffing processes can have measurable effects on your staff and organization.  Opportunities presented to internal staff in fair and transparent processes can be uplifting to staff, generate interest in the organization, and result in the recruitment of needed professionals.  Poor staffing processes can be demoralizing for employees, and can have negative, long-term impacts on the development of human resources in your business.

Hiring – Human Resources Plan

Similar to business and marketing plan development, human resource management in your business would include the development of an annual human resources, staffing plan.  Management, supported by information from operational units in the organization, should be able to identify human resources needs for the upcoming annual business cycle.  Salary and wage budgets are an important component to the plan, along with the costs for employee development.  The costs for hiring and staffing processes should be taken into consideration, especially if travel or external human resources consultants are needed for the staffing processes.  Once plans and budgets have been developed, the business will be better prepared to proceed on staffing processes.

Here are some tips to improving your staffing process, staff morale, and results in your organization:

• Be fair, open and transparent to all staff on any potential opportunity or position
• Look internally first at your valued staff before seeking external sources
• Consider employee development to fulfill positions rather than external acquisitions
• Gauge employee interest in development, retention and promotion through your annual employee appraisal procedures
• Ensure employees have an opportunity to develop a learning and development plan, and that you as the employer can support employee developmental initiatives

Hiring Through Job Postings,  Job Advertisements

A clear and concise employment posting must be developed, to make sure all applicants understand who can apply, how to apply and what must be completed in the process.  Here are some details that could be included in a job posting:

• Job title, classification, details
• Job roles, responsibilities and duties
• Application requirement details (resume, cover letter, test, interview, reference checks)
• Application deadline
• Who the job will be open to (ie: internal, external, certain levels, professions)
• Where the job will be located
• Duration of position
• Essential job criteria (applicant must meet these criteria)
• Asset job criteria (applicant scores bonus points for these “great to have” additional skills, traits)
• Other competencies (ie: leadership competencies)
• Conditions of employment (ie: travel, OT where necessary)
• Language requirements 
• Employment equity considerations, and
• Contact for questions, concerns, and who to send the application to

Staffing Process – Time Frames

Be cognizant that adequate time frame will be required for staffing processes.  Management of time will be essential to develop the time frames around the process, the assessment tools and development of the job criteria.  You must allow time frames for the applicants to apply, be tested, be interviewed and for the reference checks.   If through your human resource planning you have determined potential start dates for employees, then you will have an idea on the time frame to initiate the hiring process.  Don’t procrastinate on staffing processes or you may find yourself hiring and starting the successful candidate later than was actually needed.

Hiring – Short Term Solutions or Alternatives

If staffing processes can’t meet your immediate needs, you may have to consider acquiring the help or expertise externally through short-term contracting.  Contracting gives you the ability to acquire human resources in a potential shorter time frame, with more controls with terms and conditions within a contract.  Ensure that your explore contracting a short-term solution.

Partnering companies in your field may be able to complete a human resources exchange with you. Partnerships are beneficial as the parties can come to an agreement over the sharing of resources, so short-term staffing may be accomplished through your partnership arrangements.

Developing and maintaining high standards in your hiring practices will result in the best retention, development and recruitment of human resources.  Make the “Best Employers to Work For” list, internally and from an external perspective.

More on Hiring, Human Resources, and Employee Development

• Business Issues Faced in the Summer Months
• Employee Morale Improvements – Small Things You Can Do as a Leader
• Positive Work-Life Balance in Your Business Organization
• Strategies to Handle Difficult Employees in Your Business
• Hiring tips for Start-ups

More business blogs of interest:

• High Performance – Star Qualities to Get You Noticed

• Pay Per Click – Advertising Statistics and Trends [infographic]

• Business Plan – The Next Steps
• Business Intelligence – Keeping you Wired In
• SEO Guide to Higher Conversions with a Few Steps [infographic]
• EService, Social Media and Customer Service Trends [infographic]

Strategy Plan One

http://strategyplanone.com

Business information, resources and tips for the entrepreneur

© 2012 Strategy Plan One

Talent Management – How to Build a Solid Human Resource Base

Strategy Plan One

March 18, 2012 

Talent Management – Human Resource Practices

In current human resource practices, Talent Management involves modern methods to recruit, retain and develop valued staff for your organization.

In a competitive global economy it has become increasingly more important to place emphasis on people as the greatest resource.

Human Resource Practices – Identification and Organizational Scan

One of the first steps to building strong human resources is to have unit managers and executives review the organization’s human resources needs and to scan the existing human resource environment.  As part of the core business planning duties, human resource needs should be identified as the elemental base.   The human resources plan would be developed from the operation plan and would identify the budgetary resources required to fuel staffing costs.

As part of the planning stage, executives and human resource specialists scan internal staff to determine if employees are fulfilling the needs, and to identify employees that strive in the environment and have the potential to develop within the organization.  Developing individuals within your organization helps build morale, lowers the human resource costs of acquiring on the outside, and helps retain corporate, business and operational knowledge.

Human Resource Practices – Recruitment

Internal talent identification and scans may reveal some deficiencies and the planning process may identify new needs (i.e.: expansion needs).  There will always be a solid base of employees that are not retiring or leaving the organization anytime soon.  Recruitment will become a necessity when your internal resources can’t meet your operational needs.  However, through strong talent management or internal staff, turn-over rates and external recruitment would be kept to a minimum.

Human Resource Practices – Retention

As one of your most important human resources strategy, you should place employee retention as one of your top priorities.  Existing veteran employees in operations and management help your business run smoothly and help make your business successful.  As an entrepreneur you need to ensure you identify the people you need to retain.  Those are the valuable employees that carry the operational efficiencies, best practices, and knowledge of the organization.  Those employees are the ones that train and mentor new staff, and in an open environment, easily share and promote best practices.

Human Resource Practices – Development and Capacity Building

Now that you have identified and focused on retaining valued staff, your employee development human resources strategy needs to kick in.  With differing operational and management levels in your organization, it will make logical sense to develop and promote your retained staff.

Capacity Building in your organization is key to building up operational, management and financial management skill sets of individuals.  Through your environmental, human resources scans you have identified individuals who could be developed and would bring additional benefits to your organization in promoted positions.  Developing key existing staff is cost effective for the organization and builds morale with your employees, as they consider this to be a key factor in job satisfaction and an important reason to stay with the organization.

Identification of valued staff, and retaining and developing those key players will help your organization be successful.  Remember that successful professionals in your organization as the most significant, most important resource.  Also remember that you, in your early career days, were most likely given the chance to gain and develop skills that came into play as a successful entrepreneur.

Strategy Plan One

http://strategyplanone.com

Business information, resources and tips for the entrepreneur

© 2012 Strategy Plan One