The Employment Life Cycle
Attraction & Recruitment
Over the next seven weeks, we are going to dive into each phase of the employment life cycle. From establishing the need to fill to separation and everything in between. Building the most successful team does require hiring but it also requires so much more. Tune in each week to see how you can build the strongest team for your company by following this easy workflow for each employee.
Tip of the Week
Attracting and Recruiting Your Best Team
Building a successful business is like building a complex puzzle, and at the heart of this puzzle lies a critical element: your team. Your team is the driving force behind your company's growth, innovation, and overall success. Attracting and recruiting the best talent is a strategic process that requires careful planning, a compelling employer brand, and a commitment to fostering a positive workplace culture. In this week's HR Weekly Journal, we'll explore strategies to help you attract and recruit your best team.
Craft Your Employer Brand: Just as a strong brand identity attracts customers, a compelling employer brand attracts top-notch talent. Your employer brand is the perception potential employees have about your company. Start with a clear and authentic mission statement and build your brand around your mission statement. Showcase testimonials from current employees, offer glimpses into daily work life and communicate your commitment to work-life balance and employee development.
Define Clear Job Descriptions and Requirements: A well-defined job description is not only a roadmap for potential candidates. Clearly outline the responsibilities, qualifications, and expectations for the role. Avoid generic job descriptions and focus on specific skills and attributes essential for success.
Use Multiple Recruitment Channels: To attract a diverse pool of candidates, utilize verities of recruitment channels. These include job boards, social media platforms, professional networking sites, and industry-specific events. Tailor your messaging to suit each platform and ensure your job postings are easily accessible across devices.
Develop a Streamlined Recruitment Process: A lengthy and convoluted recruitment process can deter top talent from applying. Streamline your process while still ensuring thorough evaluation. Providing timely feedback to candidates also demonstrates your respect for their time and interest.
Showcase Growth and Development Opportunities: Top talent is seeking ways to grow and advance in their careers. Highlight the opportunities for skill development, training, and career progression within your organization.
Emphasize Company Culture: A positive company culture is a magnet for talented individuals. Share stories, anecdotes, and initiatives that showcase your company's values and the way you prioritize your employees' well-being. Offering flexible work arrangements, wellness programs, and a collaborative atmosphere can set your company apart.
Engage Your Current Team: Your current employees can be your best advocates. Encourage them to share their positive experiences on platforms like Glassdoor or social media. Implement referral programs that reward employees for recommending potential candidates. A team that genuinely enjoys working together will attract like-minded individuals. Your best recruitment tool is your current team!
For assistance in optimizing your attraction and recruitment strategy, contact Full Circle HR, today!
The Compliance Corner
NEW Employee Handbook Requirement
On August 2nd the National Labor Relations Board (NLRB) made a decision that impacts employers covered by the National Labor Relations Act (NLRA), which is most private employers regardless of their union or non-union status. Under the new standard, if an employee can reasonably interpret the work rule to be coercive, then the rule could be infringing on the employee's rights under the NLRA.
This is what you need to know...
Policies that need to be reviewed or rewritten to be aligned with the latest ruling are -Rules prohibiting insubordination. -Restricting employee use of social media. -Restricting meetings with co-workers or circulating petitions. -Restricting criticism of the company's management, products, or services. -Ensure you outline rules for safety complaints (employers with more than 15 employees should outline this in their safety manual as well). -Limiting comments to the media or government agencies. -Restricting the use of company communication resources, such as email. -Rules against limiting the recording of meetings or the use of smartphones. If any of the above items are outlined in your employee handbook and can be perceived as coercive, you will need to revise your employee handbook to meet the new rule.
Contact me today to review your employee handbook for any of these areas that may interfere with the NLRA's new rule. Together we can determine if we need to seek legal counsel on appropriate language as it meets your business need and the NLRB requirements.
"If you hire people just because they can do a job, they’ll work for your money. But if you hire people who believe what you believe, they’ll work for you with blood, sweat, and tears." Simon Sinek
Here it is! The updated I-9 Form.
Employers can continue to use Form I-9 with an expiration date of 10/21/2019 through 10/31/2023. But starting 1/1/2023, all employers must start using the updated, one-page version.
The U.S. Citizenship and Immigration Services (USCIS) announced that a new Form I-9 will be updated and employers should start using it on August 1, 2023. The new form will be easier to complete and shorter in length. The greatest difference is the documentation procedures that allow employers to verify documentation, remotely.
Payroll Compliance Checklist
Download your FREE Payroll Compliance Checklist to ensure you are following all required state and federal wage and hour laws.
It is too easy to make a mistake and be on the hook for back wages and damages. Start or continue on the right foot!
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