Where Coaching Counts

Browsing Posts tagged recruiting

Recruiting is an important piece of HR and hiring inexperienced recruiters could be having a big impact on your business.  A good recruiter does a lot more than ask a few generic interview questions, match up key words between a resume and a job description, and comment on whether the candidate presented well in the interview. 

Employees are the most valuable asset in any organization so doesn’t it make sense that your most highly qualified and expert talent is in the recruiting area? 

If you are a company that values creativity with employees who think outside the box, bring a different perspective to the table, and are problem solvers you should assess your recruiters.  Do your recruiters have a lot of experience?  Do they have solid business acumen?  Have they been well trained and do they use statistics and science or do they rely on instinct and operate on the surface level of filling jobs, such as matching key words?

Many times, companies say one thing and do another.  If you want to attract top talent and give your organization a competitive advantage you must be sure the people doing your hiring are of the highest level of talent themselves.   

Do your recruiters sit down with the hiring managers to understand in depth what the position entails?  Do they make recommendations that encompass not only technical expertise and previous experience but also the more difficult to identify soft skills? Do they consider strategic corporate goals when interviewing and discuss business objective such as performance management and succession planning? 

Good recruiters may be more important than you realize.  The more talented they are the more talented your staff will be and ultimately, the more productive and profitable your company will be overall.

As I read article after article about social media and what it means to Human Resources, the more I see that this is a huge topic that is only going to get messier and probably create far more questions than anyone will have answers for.

Here are some examples of the different topics and the opinions being formed. I encourage you to take a look at these articles, and particularly the comments, to see the many discussions taking place.

  • There is the argument made by fellow blogger Lance Haun that you don’t need a social media policy. His opinion is that too much policy is a bad thing and if the focus is on education, there isn’t a need for policy. Do you have a policy? Do you need one?


  • Another example is a very scary article about Pre-Crime coming to HR by Mike Elgan that essentially shifts responsibility for employees’ future behavior to the company based on what can be learned by mining social media platforms. Will HR ultimately end up responsible if you don’t monitor social media?


  • There is an interesting article written by Michael Greco regarding whether updating profiles after an employee leaves is considered breaking the non-compete agreement. How do your contracts read? Is social media included when your employees sign their employment contracts, non-competes, and confidentiality agreements? Do you think it should be?


  • Then there is the debate about whether it is ethical to use social media when recruiting. Laurie Ruettiman wrote a post citing personal experience as an example of why it is wrong to do so. Do you use it to recruit? Do you believe it is public and therefore okay? Do you think it is unethical?


  • Jeannette Palodino wrote a blog post about the success IBM has had in using social media to engage and retain employees. The choice of whether to promote its use or restrict it is yet another hot topic. Has it been a useful tool for you to engage employees? Have you considered using social media in this way?


Reading all of these articles has led me to three conclusions:

There seem to be an equal number of people on each side of each issue and pretty much all the arguments are compelling.

The only certainty is that there is no certainty. Things are changing rapidly and even the Supreme Court is ruling on both sides of many of these subjects, depending on the situation.

Human Resources should not ignore social media. It is already having a huge effect on your department whether you like it or not, and it is not going to go away.

Do you discuss the impact social media is having on your employees, your company brand, your methods, and the legal ramifications of these impacts? Do you use it, monitor it, and keep up to speed on the debates that are occurring around social media?  Please share your experiences in the comments.

Human Resources is going to continue to be impacted greatly by Healthcare Reform.  In a previous post, I provided resources.  This is meant to be a short list of the ways this will affect you and why it might be a good time to ask for a raise.    Here are just some of your job duties and challenges relating to healthcare reform:

Compliance – You have to know whether your business is covered (there are exemptions for smaller employers and other things such as hardship cases) but you also have to know which employees are covered.  (Full timers are, but what constitutes full time?)  Expect many new compliance mandates.

Lots of Math and Analysis – You may have to analyze and determine whether it is cheaper to offer healthcare or not offer it and pay the penalty.  If you do offer it, do you stay grandfathered into the plan you have (which will undoubtedly go up) or do you switch and hope it is cheaper?  You should be aware of potential tax credits available to certain size employers to assist with premium cost.  There also prohibitions on lifetime and annual benefit spending.  You will also be required to offer, at no cost, a plan that covers almost all preventive care. 

Finding a Good Broker/Agent – I hope you trust your broker or agent because there is a lot to learn and the days of him or her just sending in a renewal at the last minute are over.  You need an advisor, someone who knows the ins and outs of reform and is going to guide you through all the little nuances that have a big impact on the bottom line.  If you don’t have one, you’re going to need to find one.

Implementing Automatic Enrollment – Companies with over 200 employees will have to enroll everyone in their plan and then the employee can choose to opt out.  Seems like extra work when you could just enroll those that want in instead.  It will also undoubtedly make employees very angry when they forget to opt out – and you’ll get to deal with it.   

Determining Salaries – Depending on whether you choose to offer healthcare you will need to reassess salaries dependent on your healthcare choices.  For example, how much more can you offer someone if it’s cheaper for your company to pay the penalty?  How does it compare to those that offer healthcare?

Mandatory Breaks for Nursing Moms – Not only do you have to provide “reasonable” breaks but you have to provide a “comfortable” place other than a bathroom.  Anyone know who defines “reasonable”?  Is it the baby?  And what does “comfortable” mean?  This could present a whole host of issues for you that I’m not even going to get into here.

The New Recruiting – Offering healthcare is no longer a competitive advantage in hiring top talent.  In addition, your company may decide full-timers are too expensive and start asking you to recruit temps, part-timers, and independent contractors. 

Layoffs – Your company may decide it’s worthwhile to restructure so it remains small enough to avoid coverage under the act.  If that happens, who gets to spread the word?

More Turnover and Less Retention – Children can now stay on a parent’s plan until age 26.  If you don’t offer benefits, will younger employees leave to work somewhere that does, once they reach that age?  How many of your employees stay at your company because they have pre-existing conditions and are afraid they won’t get healthcare if they leave?  Mandated coverage removes the need to stay and you may lose employees because of it.  

Unhappy Employees – There will be no more pre-tax healthcare.  There is a new box on the W2 where you need to include the cost of healthcare.  Even if the plan cost is shared 50/50 between employer and employee, the employee will be taxed on the total amount of the plan, not on what he or she paid.  So instead of this not showing up on their W2 at all, now amounts employees probably aren’t even aware of are going to appear as taxable income.  Can you imagine your office at tax time?

Workplace Wellness Programs – Grants will be established to create these programs and the employer will be required to offer them to receive financial incentives.  Who gets the job of designing and implementing them?

On the bright side, this spells job security for you.  (And for HR consultants, this has opportunity written all over it, especially with smaller employers who don’t have an HR department.)   That is well and good but rest assured, by 2014, you’ll have earned that raise!