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Here’s What HR Outsourcing Does for Your Business

Did you know that 99 percent of businesses in the US are considered small businesses? In fact, 88 percent of businesses have less than 20 employees. Unsurprisingly, most small businesses do not have an HR department or an HR outsourcing partner. Most don’t even have a single human resources representative, and with good reason.  You don’t “need” an in-house, full-time HR expert or department in many businesses. But that doesn’t mean you wouldn’t greatly benefit from having an outsourced HR partner—and maybe even a contingent workforce management partner. First, let’s take a look at the HR facet of such a partnership. A contingent workforce management partner is like having an in-house HR professional team, except you enjoy all of the perks of HR without any of the downsides.  What exactly do HR departments do, anyway? It can vary based on your business, but in general,… [Read More]

The Benefits of Having an Internship Program

  The concept of internship historically originates from an apprenticeship, the idea of training or preparing personnel for future employment. We typically associate internships with college students, but they can be older workers in pursuit of a new career. Internships are viewed as a vehicle to learn a new skill, gain and improve their knowledge and abilities with the end goal of gaining future employment in a particular field. These programs are mutually beneficial to both interns and employers. Interns can take advantage of in-person training and network opportunities the employer presents. Employers benefit by obtaining relatively inexpensive labor and by tapping into a pool of talent for future potential employment. Not to mention that by offering internship programs employers improve their brand recognition and status in the communities they operate. In a nutshell, internship programs are a win-win arrangement for both interns and employers…. [Read More]

Differences between an Employee vs. Independent Contractor

Every so often, I get the question from clients regarding proper classification of employee vs. independent contractor. Part of the reason why these questions are constantly being asked is that the exact definition of independent contractors vs. employees is not set in stone. Interpretation of laws and principals can provide a guide to employers in defining the business relationship between themselves and the candidate. As rule of thumb, I always use three sources when trying to answer these difficult questions. To define the status of an independent contractor, I refer to common laws and principals adopted by the federal government and the states, the Fair Labor Standards Act of 1938, and, finally, I take into account the decisions made by the courts. Especially in my home state of California, the third source of information gives me a road-map of what’s established as precedence from the… [Read More]

5 Simple Steps to Writing an Effective Job Description

A job description is an essential tool to attract quality talent. By carefully tailoring the fundamental elements of a job description, you can effectively target the candidate pool you are seeking. Job Title In creating a job description, your first step is to give the position a job title. Although a job title may only be a few words, it plays a crucial role in the purpose of a job description. The job title is the gateway to the talent pool you seek. An effective job title should: reflect the nature and duties of the job indicate skill level in relation to other jobs within the company be consistent with industry standards and other similar jobs so that it can be accessed by online job seekers An example of a good job title is “Senior Nurse Recruiter.” A candidate understands that this is a position… [Read More]

Do you know the importance of reference checks when hiring new employees?

Do you know the importance of reference checks? Current statistics indicate that about 20% of employers do not check references for incoming employees. Of the 80% who do, the vast majority indicate that they have changed their mind on a potential employee from talking to their references? And an incredible 30% have caught fake references during this process. If you’re among the 20% of employers who don’t do references you may want to change your mind. 6 Ways to Get the Most Out of Your Reference Checks Ask the candidate for their help. It is in the candidate’s best interest to provide valid reference information during the interview process. Talk to them about their list. Ask how recently they’ve spoken to these individuals. Ask them if they have permission to contact them. If not, as the candidate to call them first and let them know… [Read More]

Hiring Challenges for your Office

As we approach the last quarter of 2014 it is good to evaluate where you are in your hiring plan and see what challenges you may face for the remainder of the year. Each region has specific needs and challenges so it is important to understand them in context. Here are several things to consider for the rest of 2014 and moving into the new year. Mobile Recruiting. Almost everyone today uses a smart phone or tablet device regularly. In fact, the number is over 91%. Many of these smart device users access the internet strictly through their mobile phones. 7 out of 10 job seekers are using their phones to search for jobs. Be sure to evaluate your mobile recruiting strategy to target these potential employees. Work with your web designer to ensure that your information is easy to access on a phone or… [Read More]

Long term strategy

In an interesting piece on Strategic Sourcing, that is, a specific plan of action regarding the procurement and hiring of top talent, a Talent Acquisition Manager poses the question: Who is better to Effect the Toughest Changes in Strategic Sourcing? Your Permanent Team or Third Party Contractors? (They deduce that the contractor/consultation model allows for greater opportunity for change within your organization by allowing for a fresh perspective and minimizing the personal and political hurdles that can stop an organization from moving away from the status quo. If we apply this same line of thinking to the larger context of Contingent Workforce Management, it may be time to ask: When is the last time your enterprise truly thought about the long term goals regarding your Contingent Workers? And are small steps being taken daily to effectively embrace that strategy? As we’ve already discussed, change is… [Read More]

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