Why it’s important to get your job ad right
No matter what is happening in the economy, quality candidates are always hard to find. To compete in the market place, you need to design your ad in such a way that you are selling your practice to the candidate you wish to secure.
I’ve hired the wrong person for my practice. How to I get rid of them?
This is a question that has been asked countless times by my clients. Terminating an employee can be difficult, but is an essential part of business when the need arises. Firstly because it’s an unpleasant aspect of running a business, but more so as the laws surrounding unfair dismissal, or more importantly, the manner in which they are executed, sends mixed messages about what is, and isn’t allowed.
No more Mr nice guy!
Do you value friendly relations with your coworkers? Are you proud of being a nice person who would never cause trouble in the workplace? Unfortunately, you might be just as responsible for work place conflict as your more argumentative co-workers.
Boomerang employees – Here’s why you should take them back
There was a time when many employers avoided rehiring x-employees, and even now it’s not uncommon for businesses to have a no rehire policy. But according to many human resource experts, all types of business are beginning to recognise the value of recruiting and welcoming back former employees..
Internal recruiting versus outsourcing; by the numbers
To handle recruitment yourself – and navigate the inherent complications that come with it – or outsource to a specialist? Traditionally there are arguments on both sides of the fence but in this article recruitment expert Pam McKean examines statistical data to bring a little more substance to the debate.
As an employer, we rely heavily on the information we collect about the employees we hire, and also place into the practices and organisations of our clients. it’s frustrating that employers feel they are not able to speak freely, but i am also acutely aware the impact false and incorrect information passed from one employer to the next, hence making candidates wary of providing what we need.
Is your recruitment process working for you?
Interviewing candidates may seem like a laborious task but appointing the right candidate is crucial, especially in a small business. Having faced significant changes over the last 10-15 years within our legal system with regard to employment laws, it is imperative that we get our recruitment process right.
We have to juggle what can be considered to be discrimination, be aware of the boundaries of invading privacy, while also finding a candidate that is the right fit for your practice. With an increasingly diverse workforce, flexibility is key when making recruitment decisions.
You’ve found the perfect candidate for your practice.So now what?
How your staff perform directly impacts on the bottom line for your business. As such, how you manage your staff and the techniques you use to motivate them also impacts your profit and loss statement.
How can social media be used effectively in the recruitment process?
Social media has risen rapidly in the past two years and the bigger platforms such as Facebook, twitter and linkedin, touch people’s lives multiple times everyday. Using social media to find and source talent is still relatively new for many employers, Hr managers and recruiters but it is on the increase. so if you’re exploring this type of recruitment method, there are a few things you need to be mindful of as there are plenty of pitfalls for the unprepared.
Tips for a successful salary negotiation
Salary negotiation can be tricky and if not handled correctly, can be disastrous. The window for negotiating a salary exists from the time you offer a job to a candidate, until the acceptance of the role. The results of this salary negotiation can leave a candidate feeling wanted or undervalued, and can leave you excited to have them on board, or feeling as if you’ve lost out.
How to spot the fakes and attract good talent
The challenge of recruiting good talent becomes even more challenging in a tight labour market. You might be getting a good response on your job adverts, but great candidates, no matter how good the market, are always hard to find. Bad hires can result in early resignations or terminations – which means recurring costs for the same position at a time when hiring costs are already high. With the cost of hiring, even at only an entry level position running into the thousands, you want to ensure that you make the right decision.