Tag Archives: Recruitment and Selection

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.

Three Alternative Incentives To Motivate Employees

In the modern age, finding incentives to motivate employees is important for any business owner. The key to success in this area of employee engagement is to find incentives that effectively motivate while not being too costly. After all, the goal of motivating employees is to add and not detract from your company’s bottom line.

Motivate Employees with Alternative Incentives

alternative incentives

Motivate Employees with Incentives

Total HR Management offers three potential alternative incentives to accomplish this goal. Although there are many others that we can brainstorm with your company in regards to your overall industry and specific business model, these three possibilities are a good start.

The key is to raise employee engagement by expressing and demonstrating value. When employees feel that they are valued, performance levels increase and productivity rises. Since everyone worries about money, financial incentives are consistently effective. Indeed, beyond improving employee engagement, such incentives are another edge in the recruitment and selection process.

Three Ways to Motivate Employees

  1. Commuter Advantages

Long commutes are difficult for anyone. If a number of your employees have long commutes, you can try to improve those commutes by offering advantages. For example, you can team up with an audiobook provider to offer a significant discount on the best material, both from an entertainment and an educational perspective. Moreover, you can offer to subsidize a portion of monthly expenses for tolls. If employees are paying tolls to get to the office, such an incentive is a big deal because they are reminded of the company’s support on an almost daily basis.

  1. Discounted Services

Whatever services or products your company offers, your employees should be getting them at a decent discount. For example, if you are an automobile company, you can provide service and maintenance discounts to your employees. Also, complementary services by other industries often can be provided as well. For example, airlines team up with hotel chains to provide significant discounts to their employees. Moreover, if there are stores in your company’s building or around the neighborhood, you can negotiate discount incentive deals for your employees. The stores get more business while your employees feel like they are saving money by getting a negotiated discount on certain goods and services.

  1. On-the-job Volunteer Opportunities

Volunteering is good for both employee morale and the reputation of your company in your local community. It’s not that expensive to provide a certain number of hours each month where the employee can volunteer time during the workday to specific community nonprofits while still being paid. If you don’t want to institute it monthly, it can be done quarterly or even be a one-time incentive to open the door to future volunteer work.  Millennials and Generation X employees want more than just a paycheck. They want to feel like they are part of something bigger than their job. By supporting volunteer efforts, a company shows they care not only about employee morale but also about the community as a whole. It connects your employees to the macrocosm and provides value.

Help Motivate Employees Today

To learn more about these alternative incentives, please contact Total HR Management today. Please call (800) 975-5128 today to speak with an HR professional and access the help your small to mid-sized company needs.




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 Strategies For Retaining Top Tech Talent

In the 21st century, finding and retaining top tech talent for your company is no longer an option, but a necessity for staying competitive. Whether its desktop support staff or information technology specialists, Total HR Management believes your company needs to access quality tech personnel to ensure future success. As a result, below are four strategies for making sure that you retain the best tech talent once you find them.

Retaining Top Tech Talent

4 Strategies to Help Your Company Succeed

1) Make Sure The Fit Is Right

retaining top tech talent

The Goal of Retaining Top Tech Talent

You need to make sure that you are matching the requirements of the position your company is filling with both the skills and goals of the employee being hired. The stronger the match between the job requirements and the employee’s skills, goals and values, the more likely it is that the employee will want to stay. Tech employees want to continue to develop their skill sets, so any job requires them to have the room to grow and continue to professionally evolve.

Consultancy firms have found that tech professionals tend to have more loyalty to their career and personal development than the company that employs them. This impulse is why the initial fit needs to be right. Information technology workers tend to stay longer at a job and perform better when they feel they can ‘own’ their work. By giving your tech talent the ability to match the job to their long-term goals, you can acquire not only the right employee for the initial job but a long-term employee that will continue to grow with your company.

2) Emphasize Comprehensive Onboarding

By emphasizing a comprehensive onboarding process, you enable the best tech talent to feel comfortable in a new environment. Right off the bat, they need to know the challenges being faced. To know these challenges, the need to be made aware of the extent of the technology already in place.

Moreover, recent studies show that new employees determine within the first few months of work whether or not they are happy with their employment decision. By engaging new employees in the company culture and revealing your business infrastructure from day one you will give the best tech talent the tools they need to suspect. In the long run, success greatly improves a new employee’s prospects for staying.

3) Develop a Green Strategy

The best tech employees from both Generation Y and the Millennials believe in sustainability. As a result, they are attracted to companies that have a green strategy in the workplace. Since these younger generations often have the most experience with cutting-edge technologies, they need to be both recruited and retained. Thus, retaining top tech talent goes hand-in-hand with developing a green strategy in your office and your company.

Many older executives curdle at the thought that employers need to demonstrate a social and environmental conscience. It simply was never a part of their business playbook in the past. However, Total HR Management has found that developing green strategies tend to be cost-effective and beneficial to office morale. Healthy approaches lead to healthy lifestyles, and healthy lifestyles increase productivity. It doesn’t make sense for any company to profit at the expense of the planet, the community, and their employees. Although it seems against the grain of the obvious, retaining top tech talent goes in concert with fostering this environmental greater awareness.

4) Reduce Employee Burnout

In today’s rapid-fire IT work environments, stress levels can skyrocket out of control as employees struggle to keep up with rapidly changing technologies. As a result, employee burnout happens all too often, leading to employee turnover. By evaluating your company’s project management and organizational approaches, you can make sure to ensure a healthy work-life balance for your employees.

A key to retaining top tech talent is to lower stress and lighten workloads. After all, tech employees tend to overwork themselves given a history of math and science pursuits. Your company needs to allow your top tech talent to flourish by not overworking them and burning them out.

Total HR Management Can Help

Total HR understands the importance of retaining top tech talent. By having your HR needs effectively administered and serviced by our professional HR managers, you will gain an added edge. Expertise in retaining top tech talent is just one of the many services we offer. To learn more, please contact us by calling (800) 975-5128 today. Our HR managers are here to help your company succeed.


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.



Twelve 2018 HR Trends To Help Your Company (Part 2)

In part one of this three-part article, the first four essential 2018 HR trends were detailed. Such trends are important to follow and potentially implement to ensure the ongoing health of your company. Every year, Total HR Management provides a year-end list of HR trends for the coming year. Beyond helping us provide quality service for our company clients, being aware of the 2018 HR trends helps us to stay a step ahead of the competition. As always, our goal as a professional employer organization (PEO) is to deliver needed services that are both useful and affordable for our client companies.

Given the rise in new technologies and the accelerated pace of the 21st-century economy, the single article of past years is being divided this year into three parts. In this second part, we examine four more 2018 HR trends. Since these trends are multi-dimensional and cover a wide range of human resources optimization, employee administration, and workplace management, they can help broaden your awareness of the current business climate. Moreover, such 2018 HR trends might also include updates that are just what your company needs to continue to succeed.

Twelve 2018 HR Trends (5-8)

5) A Blended Workforce Beyond Full-Time Employees

2018 hr trends

2018 HR Trends = Sustainable Success

A blended workforce is a workforce that is not limited to and defined by only full-time employees. A recent survey by Fieldglass Vendor Management Systems revealed that on the average, a company’s workforce in the United States is made up of 54% of full-time employees, 20% of freelancers, interns or contractors, and 26% of part-timers or remote workers. As a result, a blended workforce beyond just full-time employees is one of the most important of the 2018 HR trends. Given the healthcare challenges of the Affordable Care Act, the use of freelancers and part-time employees is growing in prominence.

Beyond freelancers and part-time workers, consultants and contractors are becoming more and more common. Such a trend is referred to as a gig economy. Gig workers are now being blended into what was once seen as the traditional full-time workforce. Given the needs of new technologies and silos of expertise, job positions are becoming more flexible and even dynamic.

What once was covered by a single full-time job now often demands several kinds of diverse expertise beyond a single employee. Beyond the gig economy, such job demands can help employees access training and education opportunities to help them meet new job requirements and responsibilities.

6) Recruitment and Selection Becomes More Scientific

Given the informational opportunities provided by data science and new collection methods, the traditional interview process is undergoing serious revision. The new techniques offer the rare combination of making the recruitment and selection process both more candidate-friendly and more predictive as well. As seen in the previous article, recruitment chatbots use video interviewing to weed out candidates that don’t match with the specific needs of your company. Artificial intelligence helps to speed up and optimize the recruitment and selection process.

With new technologies, the headhunting of passive candidates has become more precise. Your team no longer has to sift through countless resumes on a career website. Social media has made getting in touch with candidates easier than ever before. Moreover, talent pools can now be identified by searching hashtags and employing other online research methods. By engaging passive candidates, your company can learn what they want and if they are a right fit for a specific position. Total HR Management has found that a more scientific approach to recruitment and selection makes this process that much easier.

7) Access Top Talent By Offering Unique Benefits

Many top companies from Google on down the line have found that offering unique benefits can attract top talent. For example, Americans spend over $60 billion on their pets each year. By offering pet insurance, you can become a magnet for the many pet lovers in your industry. Another example is connecting wellness to benefits administration. As discussed in the previous article, by offering wellness benefits both in and out of the office, you show an employee that you value their greater health goals.

Finally, figure out what unique benefits your company can offer its employees given your industry reach and ownership stakes. Of course, bigger companies can offer more, but you’d be surprised what will turn up if you are willing to look. You can follow the examples of bigger companies like employees of Quicken Loans getting free access to events happening at the Quicken Loans Arena in Cleveland. Moreover, smaller companies like Los Angeles-based Konnect PR attract top talent by offering financial assistance for employee classes and other educational interests.

8) Employing a Consumer Experience Mindset for Staffing

A significant staffing 2018 HR trend is taking a customer experience mindset approach to the recruitment and selection process. How can your company mirror the best experiences that employees have had in previous organizations? What do your current employees like and dislike? Are you using that information to optimize the employee experience and take it to the next level of excellence? A major way to tune into the consumer experience mindset of potential employees is through social media. Never before have employers been able to access such valuable data about the likes and dislikes of potential employees.

Although social media should not be used to make hiring decisions, it can be used to improve workplace conditions. Also, social media use needs to be carefully documented with a clear policy worked out in advance. Total HR can help with such a policy.

2018 HR Trends = The Future Success of Your Company

By knowing 2018 HR trends, you can ensure that your company continues on the right course. In the third part of this article, we will examine the next four 2018 HR trends. However, you can help your company today. Take the first step and call (800) 975-5128. Our goal for your company is sustainable success that both works and makes financial sense.


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


Four Approaches To Reducing The Cost Of Employee Turnover

Employee turnover is a simple fact of doing business. No matter what the size of your company, employee turnover is going to happen. For large corporations, employee turnover is easier to manage given the size of their HR divisions. However, for small to mid-sized companies, employee turnover can prove costly and time-consuming. In response to this challenge, Total HR Management offers four approaches to reducing employee turnover and reducing the expense of employee turnover.

Understanding the Cost of Employee Turnover

employee turnover

Is the Cost of Employee Turnover Too High?

The reasons for employee turnover are multiple. In fact, they often turn out to be a combination of involuntary or voluntary, healthy or unhealthy. Reducing employee turnover requires human resources expertise.

Such staffing experience can help reveal the causes of the problems being faced. Given the different reasons behind employee turnover and the contextual questions involved with specific industries, Total HR Management’s staffing experience has shown that these causes can vary dramatically.

Employee turnover has both a quantifiable impact as well as a qualitative effect on your company. From a quantifiable perspective, the impact includes the time it takes to rehire and train new employees. Also, let’s not discount the need to pay overtime to other employees to cover any gaps.

Moreover, the heightened potential for both workers’ compensation and unemployment claims is a real danger. From a qualitative perspective, a company should never ignore any potential damage that employee turnover can do to existing client, customer, and even vendor relationships. Also, employee turnover can have a qualitative negative impact on employee morale.

Even with the benefit of recruitment and selection support that comes with working with a PEO, employee turnover still drains time and costs money. The simple integration of a new employee into a specific job as well as your company culture as a whole takes time. As a result, your company needs practical approaches to managing employee turnover.

4 Approaches to Managing Employee Turnover

1) Reducing Employee Turnover Impact on Clients and Vendors

Beyond rehiring and training, employers need to understand how a new employee impacts key clients and vendors. Rather than ignore this challenge, Total HR Management has found that it’s better in most cases to address it directly. If possible, in-person communication tends to be the best option. If such face-to-face contact is not possible, online Skype-like meetings or personalized calls can be useful as well.

After all, when it comes to employee turnover, losing vendors and client attrition are the truly negative scenarios. By addressing this problem upfront, a potential hazard can be transformed into a favorable opportunity. Both clients and vendors respond when such information is provided promptly.

2) Understanding and Using Employee Turnover Data

Although keeping track of employee turnover data can seem burdensome, there is an answer to this problem. By working with a professional employer organization like Total HR Management, your small to mid-sized company gains access to Human Resource Information System (HRIS) platform. Operated by a certified Professional in Human Resources (PHR), such a platform can compile and produce detailed employee turnover reports on a regular basis. By understanding the latest data, you can succeed in reducing the cost to your company of employee turnover.

3) Utilizing Transparency to Maintain Company Morale

Employee turnover can have a negative impact on the atmosphere of your company’s workplace and employee morale across the board. Losing a valuable employee also means the loss of personal relationships and a part of your company’s overall team. To reduce the effect of employee turnover on company morale, Total HR believes in transparency. Employee turnover should not be treated like a dirty little secret. Instead, by being upfront about what is happening, you can reduce uncertainty among your staff.

As a company owner or managing executive, you need to provide reassurance by emphasizing the ongoing stability of the company. Above all, you want to avoid blowing up the problem into a turnover cycle. Such a cycle happens when the loss of one employee triggers the loss of multiple employees like dominoes falling. By being transparent and supportive, such a hazard can be avoided.

4) Taking Advantage of Recruitment and Selection Techniques

As an expert in effective recruitment and selection techniques, Total HR Management has learned the importance of helping our client companies get it right the first time. If you hire the right people for the job the first time, you can significantly reduce involuntary employee turnover. The key is to balance recruitment with selection techniques, so the number of job applicants leads to quality options.

Naturally, even the best recruitment and selection techniques cannot promise anything close to zero involuntary employee turnover. However, such techniques can reduce an existing employee turnover problem by finding new potential hires that are a proper fit for your small to mid-sized company. When something fits, it tends to stay in place.

Total HR Management Can Help With Employee Turnover

As a professional employer organization, Total HR Management can help your company manage the cost of employee turnover. We understand how employee turnover can negatively affect your business, and we have experiencing helping our client companies address this challenge. To learn how we can help your small to mid-sized business reduce the cost of HR challenges across the board, please call (800) 975-5128 today.


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.


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