It's a simple question, and one I should probably ask each day before picking up the phone.
However, I usually get wrapped up in other things. As a recruiter, we have metrics for phone calls, send outs, client visits, new candidates uncovered, resume submittals, and of course revenue.
At home there is family, including literally chasing my one-year-old around the house (shame on you parents for not giving me a heads up on this!) financial, and house up-keep obligations. I'm sure you have the similar or more demanding commitments at home and work.
While waiting for an oil change, (oh yeah, forgot about car) I jotted down five ways I can provide value to both clients and candidates. As veterans in my industry preach, and essentially the golden rule states, (sappy, I know) if I provide value first, people will then provide value to me.
I share this because I found the exercise of knowing how I benefit my clients gave me new energy and focus with everyone I interact with.
Here are five things I can do to provide value to an HR professional or business owner:
1) Provide Great Candidates: Goes without saying. With people the focus of every business, if I can find someone for an organization that can make an impact on the bottom line, I've provided value.
2) Job Descriptions: Working in the niche manufacturing market, we see job descriptions for almost every position. If our client is looking to hire, we can likely save them time by sending a template that they can modify for their business.
3) Pulse on Market: When clients approach us looking to hire, we can educate on how readily available candidates are for that type of position. How long will it take to recruit a difference-maker to their company?
4) Salary: With salary being an organization's top or #2 expense, by working with all types of organization and candidates, we can help determine the market rate for a typical employee.
5) Working as an Intermediary: A job change is tough. When a candidate and client are going back and forth about salary and benefits, we can work as a 3rd party that is dedicated to both party's interests.
And...Here are five things I can do to provide value to a candidate:
1) Provide Great Employment Opportunities: The most obvious. By working together, a candidate can find a position that aligns with their career goals and is a better fit for them and their family.
2) Interview Insight: Walking in cold with limited knowledge about a company is never a good start. A good recruiter knows all about the personalities of the hiring team, and can relay information to the candidate on the hiring authority's interviewing style.
3) Beyond Job Description: Many of our clients put out a job description, then throughout the hiring process learn about additional skills that are required for the role. Often times schedules don't allow the description to be updated, so a recruiter can make sure the candidate is in the loop.
4) Networking: By connecting through Linkedin or asking about various websites that search the Internet for open jobs, a candidate can increase their presence on the web and learn about new opportunities faster.
5) Resume Advice: I look at over 100 resumes a day. The good ones typically stick out. If there is something that can be changed to make the resume look more attractive, I'll let you know.
Monday, August 30, 2010
Thursday, August 19, 2010
Learning From the Favre Drama
Finally, yesterday, the Brett Favre madness came to an end...at least until next Spring.
Here is just a high level summary: (I'm probably leaving out a million pointless details.)
January 25: Favre says he very likely will not play next season, citing an upcoming ankle surgery.
May 21: Favre has ankle surgery.
July 29: The Minnesota Vikings begin training camp (normally required of all players) without Favre.
August 3: Several Vikings players report receving text messages that stated "This is it." alluding to retirement.
August 4: Favre denies sending text messages.
August 4: Reports claim Vikings are upping their contact offer to Favre by $3.5 million to $7 million for 2010 season.
August 17: 3 Vikings teammates fly to Favre's home to persuade him to play.
August 18: Favre officially announces returns to football, practices with team, returning on exactly the same day as last season.
Why am I sharing this? (It's not to drive you crazy, promise!) I feel that regardless of whether you side with Favre, the bigger question is do the benefits of having the quarterback return to the team outweigh the precedence and example that you're showing the rest of the organization that: "all players are not treated even close to equal."
If faced with the same decision within your organization, is Favre back on your payroll? What would you do to keep your star employee happy?
On one side, it is universally accepted that Favre makes the Vikings better. You could argue that the team should do whatever it takes to get him back in uniform. The revenue, wins, and potential Super Bowl he brings to Minnesota make him a bargain even at 20 million per year (not bad for 5 months work!) In your organization, you can say that a person that valuable shouldn't be treated like everyone else.
The other side of the coin says that it sets a horrible example that the organization can be pushed around. Practice is optional, if you don't like your contract just ask for more money, and one person is above the rules. Teammates reportedly were upset with Favre at times last year, and it was clear he was running the team, not the coach. The deliberate actions of management are potentially creating terrible company morale now, and down the road.
Regardless of how you feel, it's great theater and provides a great discussion point, should we ever be faced with a similar decision with our star employee.
Here is just a high level summary: (I'm probably leaving out a million pointless details.)
January 25: Favre says he very likely will not play next season, citing an upcoming ankle surgery.
May 21: Favre has ankle surgery.
July 29: The Minnesota Vikings begin training camp (normally required of all players) without Favre.
August 3: Several Vikings players report receving text messages that stated "This is it." alluding to retirement.
August 4: Favre denies sending text messages.
August 4: Reports claim Vikings are upping their contact offer to Favre by $3.5 million to $7 million for 2010 season.
August 17: 3 Vikings teammates fly to Favre's home to persuade him to play.
August 18: Favre officially announces returns to football, practices with team, returning on exactly the same day as last season.
Why am I sharing this? (It's not to drive you crazy, promise!) I feel that regardless of whether you side with Favre, the bigger question is do the benefits of having the quarterback return to the team outweigh the precedence and example that you're showing the rest of the organization that: "all players are not treated even close to equal."
If faced with the same decision within your organization, is Favre back on your payroll? What would you do to keep your star employee happy?
On one side, it is universally accepted that Favre makes the Vikings better. You could argue that the team should do whatever it takes to get him back in uniform. The revenue, wins, and potential Super Bowl he brings to Minnesota make him a bargain even at 20 million per year (not bad for 5 months work!) In your organization, you can say that a person that valuable shouldn't be treated like everyone else.
The other side of the coin says that it sets a horrible example that the organization can be pushed around. Practice is optional, if you don't like your contract just ask for more money, and one person is above the rules. Teammates reportedly were upset with Favre at times last year, and it was clear he was running the team, not the coach. The deliberate actions of management are potentially creating terrible company morale now, and down the road.
Regardless of how you feel, it's great theater and provides a great discussion point, should we ever be faced with a similar decision with our star employee.
Tuesday, August 10, 2010
Softly Stating That You're an At-Will Employer
Recruitment Weekly is back after a brief summer hiatus! (I'm sure you were holding your breath and watching your email)
Most everyone knows that Wisconsin (like most states) is an at-will employment state, meaning that the company or candidate can end the employment relationship for any reason and at any time. Its a safety net for organizations and employees in case the relationship is not a fit.
In an offer letter, most employers agree that the verbiage of an at-will relationship should be included. It's similar to having a new employee sign a job description so they are aware of the responsibilities of their new position.
I went back and pulled the offer letters I had on file from my clients. Only about 40% mentioned at-will employment in the letter. While a disgruntled candidate may not win a suit, it could be a painful legal fight, as not including this information potentially exposes the company. Basically, the employee could come back and say the vague offer letter was a contract for employment for a set period of time or that guarantee of work was verbally discussed during the hiring process.
So, just include the words right? Well...its just awkward. You have recruited a great person, talked about how they will help your company, how this is the perfect move for their career, and smack in the middle of the letter is text about how their employment could end at any time.
Below is a link to an article about the importance of stating up front that the employment relationship is at-will. Included is recomended verbiage about how to softly include this in your offer letter. Now you can start employment with your new recruit on the right foot, and still cover your HR bases!
http://bit.ly/bk5qnK
Have a great week. I hope your business is continuing to do well or is recovering from last year.
Most everyone knows that Wisconsin (like most states) is an at-will employment state, meaning that the company or candidate can end the employment relationship for any reason and at any time. Its a safety net for organizations and employees in case the relationship is not a fit.
In an offer letter, most employers agree that the verbiage of an at-will relationship should be included. It's similar to having a new employee sign a job description so they are aware of the responsibilities of their new position.
I went back and pulled the offer letters I had on file from my clients. Only about 40% mentioned at-will employment in the letter. While a disgruntled candidate may not win a suit, it could be a painful legal fight, as not including this information potentially exposes the company. Basically, the employee could come back and say the vague offer letter was a contract for employment for a set period of time or that guarantee of work was verbally discussed during the hiring process.
So, just include the words right? Well...its just awkward. You have recruited a great person, talked about how they will help your company, how this is the perfect move for their career, and smack in the middle of the letter is text about how their employment could end at any time.
Below is a link to an article about the importance of stating up front that the employment relationship is at-will. Included is recomended verbiage about how to softly include this in your offer letter. Now you can start employment with your new recruit on the right foot, and still cover your HR bases!
http://bit.ly/bk5qnK
Have a great week. I hope your business is continuing to do well or is recovering from last year.
Friday, June 25, 2010
The Summerfield WAH Checklist
It seems that everybody knows somone who works at home. Some may only be a couple of days a week, but there is a percentage of the workforce that never go to an office other than the one in their den.
Its reality that some positions are just not going to allow people to be away from the office, like a Manufacturing Engineer. However, most jobs can probably be completed just as effectively away from work, and there are organizational and employee benefits to telecommuting that may be hard to ignore.
Since I'm a giver, here is a checklist to use when deciding if your organization should consider adopting a WAH program. Feel free to post in your office, but please label it "Summerfield WAH Checklist." (I'm sure my name carries a lot of clout at your company)
1) Space: With employees working at home, there is less physical desk/office space needed. Are you pressed for room at your company?
2) Difficulty to Manage: Are you planning a FT or PT WAH program? Are there too many rules surrounding the program? (Time off forms completed, only certain days allowed out of the office) Make sure that your program is simple to manage and doesn't turn into an administrative nightmare.
3) Technology Concerns: When considering WAH, what is the total technology cost to allow your employees to telecommute? Does your database allow for large amount of remote users at the same time?
4) Favortism: While the employees eligible for WAH may love the progam, workers whose jobs do not allow them to be away from the office may not be happy. If properly addressed, most reasonable people should understand, but be sure to plan ahead for this potential issue.
5) Recruiting Tool: If you do have a WAH program, its a great tool to use in your recruiting efforts. Your website and information at career fairs should reflect your policy to help attract potential candidates.
6) Office Togetherness: Workers likely feel more productive (they probably are due to no commuting time) with WAH, however the ability to get up and talk to a co-worker down the hall to resolve a problem has now been pushed to email. This is probably ok, but be sure to schedule regular team meetings so everyone can maintain some face-to-face contact.
7) Managing Performance: Probably the toughest aspect of a WAH program is a challenge for both workers and management. Employees often have a hard time staying motivated working without supervision, and management has a hard time tracking performance. To help with his process, set up weekly check-ins and specific performance metrics that need to be reached. Up front, state that the WAH program will end if these objectives are not met.
Its reality that some positions are just not going to allow people to be away from the office, like a Manufacturing Engineer. However, most jobs can probably be completed just as effectively away from work, and there are organizational and employee benefits to telecommuting that may be hard to ignore.
Since I'm a giver, here is a checklist to use when deciding if your organization should consider adopting a WAH program. Feel free to post in your office, but please label it "Summerfield WAH Checklist." (I'm sure my name carries a lot of clout at your company)
1) Space: With employees working at home, there is less physical desk/office space needed. Are you pressed for room at your company?
2) Difficulty to Manage: Are you planning a FT or PT WAH program? Are there too many rules surrounding the program? (Time off forms completed, only certain days allowed out of the office) Make sure that your program is simple to manage and doesn't turn into an administrative nightmare.
3) Technology Concerns: When considering WAH, what is the total technology cost to allow your employees to telecommute? Does your database allow for large amount of remote users at the same time?
4) Favortism: While the employees eligible for WAH may love the progam, workers whose jobs do not allow them to be away from the office may not be happy. If properly addressed, most reasonable people should understand, but be sure to plan ahead for this potential issue.
5) Recruiting Tool: If you do have a WAH program, its a great tool to use in your recruiting efforts. Your website and information at career fairs should reflect your policy to help attract potential candidates.
6) Office Togetherness: Workers likely feel more productive (they probably are due to no commuting time) with WAH, however the ability to get up and talk to a co-worker down the hall to resolve a problem has now been pushed to email. This is probably ok, but be sure to schedule regular team meetings so everyone can maintain some face-to-face contact.
7) Managing Performance: Probably the toughest aspect of a WAH program is a challenge for both workers and management. Employees often have a hard time staying motivated working without supervision, and management has a hard time tracking performance. To help with his process, set up weekly check-ins and specific performance metrics that need to be reached. Up front, state that the WAH program will end if these objectives are not met.
Wednesday, June 23, 2010
I'm Not Ready to Give Up on the Crew' Just Yet
Sure, it's been frustrating, but I don't think fans should throw in the towel. Its only June, and there are still 90 or so games left in the season.
Of course, if we're still 10 games under .500 in September, we can begin the "Fire Macha" and "Fire Melvin" chants again.
Maybe I'm just an eternal optimist for the Brewers, or a Brewers "apologist" for their lousy play so far.
You can probably argue each of these points and easily justify that we won't make a run, but here are 10 reasons why we shouldn't focus solely on Packers Training Camp.
1) Several games left against the Pirates and Astros. Its awesome that we are one of the worst teams in the National League and there are two teams in our division below us in the standings.
2) Decent Road Team. Very few teams win more road games than home games. If we can maintain our road play, the home wins should come.
3) Fielder hasn't gotten going yet. He better start soon, as its almost the All-Star Break, but I can't imagine he only slugs 20 home runs this year.
4) John Axford has solidified the closer role. How many games did we lose because of our bullpen in April and May?
5) Rickie Weeks is still healthy. Maybe this is his breakout year now that his wrist appears ok. (Scrambling frantically to knock on wood)
6) Corey Hart is having a career year. Better pitches for Braun and Fielder hitting behind him?
7) Doug Davis is coming back from the DL. (Laughing) Ok, I can't spin that one.
8) Trevor Hoffmann can't be this bad. Hall of Famer with an ERA over 10.00??? He's guaranteed to be a little better.
9) Due for a Winning Streak. Hopefully over a season, you have one long losing streak (9 games in May) and one killer winning streak, um...still waiting.
10) Managerial Change Spark. I can't see Mark Attanasio not shaking something up if they continue to unimpress. (See 2008 Ned Yost)
Of course, if we're still 10 games under .500 in September, we can begin the "Fire Macha" and "Fire Melvin" chants again.
Maybe I'm just an eternal optimist for the Brewers, or a Brewers "apologist" for their lousy play so far.
You can probably argue each of these points and easily justify that we won't make a run, but here are 10 reasons why we shouldn't focus solely on Packers Training Camp.
1) Several games left against the Pirates and Astros. Its awesome that we are one of the worst teams in the National League and there are two teams in our division below us in the standings.
2) Decent Road Team. Very few teams win more road games than home games. If we can maintain our road play, the home wins should come.
3) Fielder hasn't gotten going yet. He better start soon, as its almost the All-Star Break, but I can't imagine he only slugs 20 home runs this year.
4) John Axford has solidified the closer role. How many games did we lose because of our bullpen in April and May?
5) Rickie Weeks is still healthy. Maybe this is his breakout year now that his wrist appears ok. (Scrambling frantically to knock on wood)
6) Corey Hart is having a career year. Better pitches for Braun and Fielder hitting behind him?
7) Doug Davis is coming back from the DL. (Laughing) Ok, I can't spin that one.
8) Trevor Hoffmann can't be this bad. Hall of Famer with an ERA over 10.00??? He's guaranteed to be a little better.
9) Due for a Winning Streak. Hopefully over a season, you have one long losing streak (9 games in May) and one killer winning streak, um...still waiting.
10) Managerial Change Spark. I can't see Mark Attanasio not shaking something up if they continue to unimpress. (See 2008 Ned Yost)
Subscribe to:
Posts (Atom)
