3 HR Blueprints To Execute In 2019

The expectations of today’s workforce have turned the HR processes upside down.  Attracting and engaging top talent is not a quick and easy process.  New demands from the most recent generation of workers are making headline news; making companies reevaluate their procedures to stay ahead of the game and away from litigation.

Wondering if you’re out of touch?

Try reviewing these 3 areas: 

Recruiting Strategies:   

With unemployment at an all-time low, finding and retaining top talent can be challenging.  Recruiting efforts should be a company-wide effort as many top tiered candidates passively look for new opportunities.  This means the talent picks you…you don’t pick the talent. So keep your company image and persona easy to understand and relevant.  It should be obvious to candidates and clients how you help customers solve problems. Successful and consistent recruitment starts with the combination of the two highlighting the key points outlined below.

1. Culture: Promote your company’s values and culture, not just the open jobs.  Today’s candidates want to be part of something larger and a company that gives back to their community takes precedence over one that does not.  Community service, company team building, camaraderie and overall atmosphere of the company is critical.  Do you exude a fun yet challenging experience?  Do you have a peer mentor-ship program? How do you help your local community or are you making a global difference?

 

2. EVP:  or Employee Value Proposition  this is your magnet that attracts job candidates. From the candidate’s viewpoint it’s the WIIFM…What’s in it for me?  And it includes compensation, benefits, career, work environment and culture.  Remember, many of your candidates will take culture and benefits over a higher wage and no company atmosphere.  If you want good qualified candidates to apply, your EVP needs to be compelling.

 

3. Communication: Adopt a “meet them where they’re at” philosophy with today’s candidate, aka:  Use text, email and phone for communication to potential candidates. You’ll get a much quicker response to availability of interview dates via text than you will by phone or email.  Remember, the majority of candidates already have a job and may not have time or the privacy to speak. Texting is discreet and can be done quickly.

 

4. Social Platforms: Where you promote your positions is just as important as what you say.  Social media platforms like Linkedin, Instagram, Facebook are great for getting the word out.  Just remember Glassdoor:  it’s the online platform most candidates review prior to speaking with you, so make sure you have a plan both internally and externally on responding to all comments prior to placing ads.

 

5. Flexibility: Prioritize job skills and determine which ones are a must vs. a desired skill. The perfect candidate rarely exists.  Additionally, determine your company’s work from home policy and ensure your competitive wages and benefits mirror the open position.

 

Training Policies

In addition to on the job training and providing a mentor for your new hires, you should also ensure you are providing a safe workplace.  One look at the headlines will tell you harassment avoidance and active shooter training is pertinent to providing a safe working environment.  You’ll also want to include discrimination and OSHA training to name a few.

As an employer, you should understand the labor laws and know what to do in the event of a claim or lawsuit.  It only takes one disgruntled employee to wreak havoc on your company and poison your entire labor force.  Which means you, your managers and your employees all need to be educated.

When it comes to the actual training, get some expert advice.  Verbal, Physical, and Visual harassment can cost you thousands, so don’t think this is a DIY project.  This is real and could potentially cripple your company.  Allow an outside firm to create and train your employees.  It will be the best money spent.

Guidelines for Harassment Avoidance include:

1. Policies and procedures should be clearly documented.
2. All current and new employees should be trained.
3. Employees should know how to report an incident.
4. Management should keep attendance records and report as required.
5. If a claim arises investigate all parties immediately and seek outside help if warranted. 

You’ve worked hard to build your company, don’t let an employee incident tarnish your brand or devalue your company.

 

Software/Technology Overhaul and or Outsourcing

Providing an appealing on line platform for clients, employees and recruits is paramount in 2019.  You only get one chance to make an impression so if your website lacks engagement, is a wall of words or doesn’t have an offering, you need an overhaul.  Same rules apply to your internal Human Capital Management (HCM) solution.

It’s about the employee experience and reducing your workload…by utilizing technology, you are decreasing the labor expenses of you or your HR department.  Plus, you are giving new and current employees an enhanced, single sign on experience to on board and/or view personal data, direct deposit information, request PTO, clock in/out, view check stubs and if applicable, see benefit summaries.  Data at their fingertips, it’s the 2019 way.

A good HCM platform will have a dashboard that can be used as an intranet for the company.  It will also provide electronic on boarding of new hires, initiate E-Verify, streamline time & attendance, provide health benefits enrollment, and include document storage for personnel files, you can even track company property, certificates and licenses.  This one portal brings together your whole company on a dashboard and provides you with a quick and easy way to communicate globally to all employees.

So…if you are still using paper to on board and manage employees…please stop. No one needs to manage paper in an era of computers, cloud based software and mobile devices.

Of course, if you need help finding a good fit, let me know.  That’s what I do… together, we will perform a gap analysis, focusing on your HR strategies, training processes and recruiting efforts.  Your end result will be happier managers and employees and a higher ROI.