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Category Archives: Professional Employer Organization

Three Strategies for Recruitment and Selection in an Age of New Technologies

For virtually all companies in the competitive 21st-century marketplace, an effective approach to recruitment and selection is of paramount importance. As a professional employer organization, Total HR Management focuses on helping our client companies develop recruitment and selection strategies that lead to the very best employee roster while removing the threat of misunderstandings and potential liability.

The key to modern recruitment and selection strategies is to control expectations. Through the use of modern technologies, extra steps can be added to the process before an in-person interview becomes necessary. Such steps save time while also tempering a recruit’s expectations. Such a process helps your staffing team learn whether or not a new recruit is a right fit for your company.

Intelligent Recruitment and Selection Strategies

recruitment and selection

Recruitment and Selection New Technologies

By taking advantage of intelligent recruitment and selection strategies, you can help your company succeed moving forward. Although staffing approaches are as old as the launch of the first business before recorded time, modern technology has added new layers to the old. Suddenly, much can be learned before an in-person interview is necessary.

By avoiding presence before you know whether or not a recruit is a serious candidate for a potential position, you also avoid wasting time and generating potential liability by raising hopes. After all, a disgruntled potential employee that fails to get a position can be a wild card. There is no need to take a chance on such a card if it can be filtered before the game begins.

Recruitment and Selection Strategies that Work

1) Online Assessments

Cognitive aptitude tests help measure a candidate’s ability to solve problems, apply information, and think critically. Such assessments can happen at the beginning of the interview process. By requesting a candidate do such an assessment before they come in for an in-person interview, you can gauge how serious they are about the position.

2) Video Interviews

Video interviews are becoming more common as people recruit, both nationally and globally. Often, there is no budget to meet face-to-face beyond on the computer. Video interviews should not replace in-person interviews, but they can help to create the atmosphere for the online assessments and filter out weaker candidates.

Indeed, these steps help to put off an in-person interview and filter out numerous candidates in the recruitment and selection process. However, a company still can be faced with numerous qualified candidates that do well in in-person interviews. How can you tell which one is right for the job? If the position is truly desirable and the competition is stiff, then a job audition is not a bad idea. Job auditions are becoming more and more common.

3) Job Auditions

Job auditions should not be unpaid. You don’t want to take the chance of violating any of the regulations of the Fair Labor Standards Act (FLSA). By paying a reasonable fee, you can see the candidate in action. Indeed, such a realistic job preview often tells you so much more than a job interview. New technologies allow for much greater interaction during such job auditions.

As a result, such a job audition should include a certain degree of interaction. Through this back and forth, both your company and the candidate can develop a real sense of what the employment relationship would be like moving forward. You also can see if a new recruit is up-to-speed when it comes to the latest technologies in your industry.

As the business world changes and new technologies continue to rapidly evolve, recruitment and selection processes will continue to change. Doesn’t this make sense?  After all, technology is supporting businesses in ways that our ancestors could never imagine. By slowly installing using these technologies into classic traditions like staffing, your company can stay on the recruitment and selection cutting edge.

Total HR Management Can Help

To learn more about instituting new recruitment and selection strategies at your company, please call (800) 975-5128 to schedule a meeting with Total HR Management. We are here to help.

 

No Legal Advice Intended: This blog includes information about legal issues and legal questions.  Such materials are for informational purposes only and may not reflect the most current legal developments.  These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances. You must not rely on the information on this website as an alternative to legal advice from your attorney or other professional legal services provider.

Four Approaches 1o Technological Innovation and Utilization (Part 2)

In the second part of a two-part blog, we explore why technological innovation and utilization is no longer a choice in the modern business climate, but a necessity. If companies are going to take advantage of technological innovation and utilization, they need to promote environments where employees feel new ideas are welcomed and supported. By instituting smart approaches to technological innovation and utilization, your company can remain on the cutting edge.

technological innovation and utilization

Technological Innovation And Utilization

As a professional employer organization, Total HR Management has found that such an environment leads to the effective adoption of new technologies. Often, employees are one step ahead of employers when it comes to knowing what’s next. However, if employees are going to make suggestions to keep their company on the cutting edge, they need to have the confidence that bringing up such innovative possibilities will be accepted at the managerial level. Such openness does not imply that every suggestion will be implemented. Instead, the implication is that each employee is part of the greater macrocosm of the company’s ongoing success.

Acceptance of Technological Innovation and Utilization

Once the innovation is accepted, the implementation of the actual technology needs to be a joint effort between an employer and an organization’s employees. Every company desires new technologies that automate repetitive processes, saving both money and time. To make such changes, companies need to become effective adopters. Regardless of what a business does in today’s world, technology has become an essential part of accomplishing any job. Today, the need for such technologies is a given across the board.

Here are four approaches to effective technological innovation and utilization. In other words, how does your company adopt new technologies without disrupting your traditional business model? By instituting these approaches, your company will be able to stay one step ahead of the competition by fostering a workplace atmosphere that supports technological innovation and utilization.

1) Be Open to Learning About New Technologies

To learn about new technologies, a business has to be open to the idea of using new technologies and making necessary transitions. Once you learn about new technology, identify what result or outcome your business is hoping to achieve. Please remember that most new technologies seemed a bit crazy when they were first introduced. Please have an open mind and be willing to be surprised.

2) Research the Technological Innovation

Once you have identified a new technological trend in your industry, do your homework. Research other companies that are using this technology, and find out what they claim are the benefits and disadvantages of the process of technological innovation and utilization. Does this technological innovation make sense for your company? A cost-benefit analysis almost always makes sense when making such decisions.

3) If Research Supports Innovation, Move to Utilization

The bridge between technological innovation and utilization is implementation. As managers, ask employees how they feel the new technologies should be implemented. What process makes the most sense in terms of their current work-flow? The goal is to reduce any potential disruption while making the transition as smooth as possible.

4) Evaluate Results and Move Forward

Once implementation has taken place, you should set up an internal process to evaluate the results of the new technologies. It’s important to understand that there will be bumps in the road along the way. At the same time, not every example of technological innovation and utilization proves beneficial. If a new technology proves untenable, be willing to go back to your former way of doing business.

However, never become discouraged if a new technological innovation and utilization process does not ultimately prove successful. Total HR Management has found that the majority of attempts by businesses at technological innovation and utilization do work. Even if you decide not to move forward, you will gain deep insight from any business experiment that applies to technological innovation and utilization. Indeed, your company will be better prepared to take advantage of the next technological innovation and utilization opportunity around the corner.

Total HR Management Can Help

To learn more about how a professional employer organization can help with technological innovation and utilization, please talk to an HR Manager at Total HR Management by calling (800) 975-5128. Even better, set-up an HR audit today to help your company stay on track.

 

No Legal Advice Intended: This blog includes information about legal issues and legal questions.  Such materials are for informational purposes only and may not reflect the most current legal developments.  These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances. You must not rely on the information on this website as an alternative to legal advice from your attorney or other professional legal services provider.

The Key Ingredients of Innovation and Utilization in a Digital Age (Part 1)

Innovation and utilization are needed for a company to continue to succeed in today’s competitive business world. In a digital age, the rise of new technologies has become an annual affair in many industries. Whether technological platforms are being updated or introduced, companies cannot compete without keeping ahead of the curve. Thus, your company needs to value innovation and utilization moving forward.

In this first part of a two-part blog, Total HR Management will explain why innovation by your employees and the utilization of new technologies is a combination that leads to digital age success. As a professional employer organization, we can help guide your company in the right direction. In the second part of this blog, we will detail the approaches a company needs to take to make this happen.

Staying Ahead In A Digital Age

innovation and utilization

Innovation and Utilization of Modern Technology

In the past, companies could use the same technologies for dozens of years, if not for an entire lifetime of an employee. Since the basic practices of many industries were set in stone, the actual process of how the work was done and marketed rarely altered. If they did change, such changes often happened slowly so employees would be able to adapt. By keeping to a basic formula, a company could remain productive and profitable, both for today and in the future.

When you consider how quickly this model has changed with, first, the rapid rise of computer hardware and the personal computer, second, the software revolution, and, now, third, the supremacy of the Internet, it is not surprising that so many older company owners and executives feel overwhelmed. Within each of these massive paradigm shifts, from the IBM model to the Microsoft model to the Google model, there have been countless introductions of and updates to these new technologies.

However, the Internet truly shifted the old business model into hyper mode. Indeed, nothing has changed the fabric of business faster than the incredible connectivity of the online marketplace and easy information exchange.

Adaptability Is Essential

Total HR Management advises our client companies to take a deep breath and embrace the confidence that everything will work itself out. Although the digital age requires much faster responses to technological changes, employees also have been primed to adapt at this pace. Moreover, younger employees have grown up in this world, thus revealing the unique advantage of hiring employees from both the Millennials and Generation Z. Indeed, even Generation X employees grew up with Atari consoles and Macintosh computers. They have been part of this revolution since the beginning.

Through adaptability, your company can stay ahead of this laser-fast learning curve. By working with people comfortable with such changing processes, you can balance out the old with the new. Indeed, new perspectives will help your company remain competitive. The key is to utilize capable employees that are comfortable with innovation.

Total HR Management Can Help

To learn more about how Total HR Management can help keep your company on the cutting edge of effective innovation and utilization, please call (800) 975-5128 today to set-up a free consultation.

 

No Legal Advice Intended: This blog includes information about legal issues and legal questions.  Such materials are for informational purposes only and may not reflect the most current legal developments.  These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances. You must not rely on the information on this w

 

How A PEO Can Help Reduce Managerial Stress

Is it surprising that managerial stress is a growing problem in the American workplace? After all, in today’s high-paced economy, managers are asked to carry bigger and more diverse workloads than ever before. As a result, managerial stress is burning out many top executives and hurting the bottom lines of some companies. Under stress, a normally calm and logical manager can quickly become agitated and irrational.

According to a workplace stress poll conducted by Monster.com, 42% of respondents in the United States have left a job due to an overly stressful environment while workplace stress has also caused an additional 35% to consider changing jobs. Moreover, 57% of respondents said that workplace stress negatively affects their personal lives. What’s even more disturbing is that this poll was done several years ago. Today, the numbers have increased as the situation has gotten worse.

Managerial Stress A National Problem

managerial stress

Managerial Stress Is A National Challenge

Although most studies focus on employee stress, managerial stress is a growing problem that affects the bottom lines of many companies. As a professional employer organization (PEO), Total HR Management has seen the wear and tear of managerial stress on our client companies.

One of the goals of a PEO is to help reduce managerial stress by allowing executives to work on the business as opposed to in their business. By taking over key HR service functions, we provide the support needed to reduce stress and focus on what’s important.

If managerial stress is a problem in your company, here are some fundamental strategies that can help bring about a positive resolution:

1. Identify Managerial Stress

Once an executive realizes that managerial stress has become problematic, it’s important to identify the source of the stress. By identifying the stressors, a manager can develop a plan to reduce the problem. By working with a PEO, managers access third-party insight that is safe and invested in the company’s success. At Total HR, our human resources professionals often have been able to cut through the fog to identify HR problems that are contributing to managerial stress.

2. Prioritize The Profitable

For every successful manager, tasks need to be prioritized to make sure what is most important is being accomplished. Once again, an external perspective often can help. The HR professionals at Total HR Management support our client companies by providing feedback to the executives and managers.

We are present when we are needed, but we do the job without adding any distractions when we are not. The key to reducing managerial stress is making sure the most important duties come first. By no longer having to worry about the nuts and bolts of compliance issues and employee benefits administration, an executive can avoid managerial stress by focusing on what is most important — increasing profits and productivity.

3. Ask For Support When Needed

Total HR Management has worked with a wide variety of companies, and we have discovered some surprising realities that help reduce managerial stress for the most successful business owners and executives. Did you know that the most independent and visionary entrepreneurs tend to be the business owners that most rely on our services? Such entrepreneurs do not mind picking up the phone and asking for support when needed.

Indeed, they have learned from experience how to take advantage of the resources at hand. As a professional employer organization, Total HR Management is a valuable resource for our client companies. We help to reduce managerial stress by doing our job well. If a company owner needs a compliance question answered, if a crisis arises because an employee is injured on the job, we are one phone call away. Indeed, we are there for our clients when needed, thus reducing managerial stress.

Total HR Management Can Help

If you need help with the challenge of reducing managerial stress, you should contact Total HR Management today. Please call (800) 975-5128 today to learn more about our HR service options.

 

 

No Legal Advice Intended: This blog includes information about legal issues and legal questions.  Such materials are for informational purposes only and may not reflect the most current legal developments.  These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances. You must not rely on the information on this website as an alternative to legal advice from your attorney or other professional legal services provider.

 

 

 

 

 

Key Factors in Successful Employee Coaching Sessions

Effective employee coaching is an essential part of any manager’s ongoing success. The goal of employee coaching is not only to address major problems but to prevent such problems from happening. By helping an employee stay on track and be a productive part of the overall team, a manager can maintain positive forward progress.

Successful Employee Coaching

employee coaching

Importance of Successful Employee Coaching

Total HR Management has discovered four key factors that help to make an employee coaching session successful. By making managers aware of these factors and effectively implementing them in the employee coaching process, your company can continue to run and perform like a polished car after a full tune-up.

Ultimately, the goal of successful employee coaching sessions is to allow a manager to motivate and work with employees on a one-to-one basis, thus emphasizing individual challenging Through employees coaching, a manager can resolve specific issues that do not reflect the performance of the entire team. As a result, time is not taken away from the bigger picture.

Employee Coaching Strategies:

  1. Provide Needed Clarity

Without clarity, an employee coaching session can result in confusion and mixed signals. By keeping the focus on clarity, a manager can make sure that the right message is being communicated to the employee. In this process, it’s important not to mix apples and oranges. When you explain a process to an employee, make comparisons that make sense and work within the context of their job.

  1. Confirmation through Repetition

Repeating a phrase and using repetition as a communication tool does not imply that a manager thinks an employee is stupid or incapable of getting it the first time. Rather, repetition tends to be a valuable tool that is used by the smartest people in the world. By making a point twice and emphasizing what is essential in an employee coaching session, a manager is much more likely to find later that their advice has been implemented. Since so much can be missed the first time around, making key points twice helps to avoid unnecessary attrition of a manager’s core message.

  1. Communicate the Point

Managers make mistakes when fail to express the greater goal to their employees. By communicating the point of a project, an employee coaching session is given a larger context.  Once basic intentions and goals are communicated in an employee coaching session, there is a much greater chance of success. If an employee understands “why” they are being asked to do something on a project, the “what” and the “how” become that much easier to accomplish.  For example, ask “Who else will you tell about this?” or “Who else needs to be involved in helping you accomplish this?”

  1. Ask for Commitment

By asking for a commitment from an employee to help turn an employee coaching session into palpable action, a manager can foster immediate motivation. Make points in an employee coaching session that can lead right away to a specific goal to be accomplished. By providing a specific action, a manager opens the door to a sensible follow up to the employee coaching session. For example, “What was the outcome of your phone call to the customer?” or “How did your team respond to the decision to update to the new software for this project?”

Total HR Management Can Help

As a professional employer organization, Total HR Management has extensive experience helping our client companies motivate their employees and maximize their value. To learn more about how we can support your company with tailored PEO services, please call (800) 975-5128 today to consult with a human resources professional.

 

No Legal Advice Intended: This blog includes information about legal issues and legal questions. Such materials are for informational purposes only and may not reflect the most current legal developments. These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances. You must not rely on the information on this website as an alternative to legal advice from your attorney or another professional legal services provider.

 


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