Tips For Hiring in High Turnover
July 11, 2010 by Gail
Filed under Human resources
Seeking out and bringing talented employees onboard is not an easy task, it takes effort, time and money. Being responsible for a flow of fresh talent in a company with high turnover rate is an extremely challenging task. Here are 8 tips that helped me succeed with my recruitment project when hiring for a company with a low staff retention rate.
Generation Y – Will They Ever “like” Work?
May 1, 2010 by Gail
Filed under Human resources
Generation Y is the current generation that has the older adults of world cursing and pulling their hair out. Why? According to News.com.au bosses say that “Gen y-ers are short on skills, demanding, impatient and far from loyal, according to a survey”.
In the past school leavers traditionally went to work for a boss and maybe branched out to run a small business later in life. Many Bosses and organizational structures are not ready or able to accommodate flightiness or a lack of respect or loyalty. If this is true, and this generation is not well-suited to the working habits of generations past, how will they survive?
Improve Retention (And Much More) With Employee Referrals of New Employees
April 24, 2010 by Gail
Filed under Employee retention, Human resources
Your recruiting of the best and brightest talent for your business can be much more effective-and save you time and money-when you enlist the help of your current employees for referrals.
Another primary benefit of an employee referral program is retention. There appears to be clear evidence that new employees hired in this manner and current employees referring them have a positive outlook of their employment situation.
SME HR Nightmare No 1 – Colleagues at War
April 15, 2010 by Gail
Filed under Call Center Manager, Human resources
So what’s the answer when colleagues fall out and refuse to or cannot sort out their differences? Unfortunately, there is no one solution. This is a very difficult situation – as you will know if you are in the middle of it – and you may need to try a number of approaches before it is resolved.
First off you need to understand why the warring parties cannot get on. You cannot hope to resolve issues unless you understand them first. Speak to them individually and together to investigate what the issues are. There may be personal issues at stake, but if the problems are affecting their performance at work, you need to know exactly what is going on.
How to Create an Effective Employee Survey
April 12, 2010 by Gail
Filed under Human resources, Performance Management
Every call center that I have worked at in the last 20 years has used employee surveys with varied success.
In this article, Thomas Legault shares his thoughts on how to incorporate the survey results for the most effective results.
1. Why conduct an employee survey?
The three main reasons to conduct an online employee survey are:
1) to identify issues that can affect your employees quality of life at work;
2) identify ways in which productivity can be increased; and
3) identity issues that can affect client satisfaction.
An employee survey that is properly designed will yield results that will help you set priorities within the different actions you can take to resolve the issues identified
Application or Resume Review
March 17, 2009 by Admin
Filed under Human resources
Reviewing Application or Resume
Review application materials and resume for past education, jobs, and other experiences that are most relevant to the position.
Note any questions about the information provided (or not provided) in the resume or application (e.g., gaps in employment, frequent job changes, changes in college major, etc.).
Work Experience:
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Phone Screen or Prescreen
March 17, 2009 by Admin
Filed under Human resources
Phone Screen or Prescreen
In the Call Center environment time is money. Bringing candidates into your offices for face to face interviews takes time. You will want the candidates you see to be the top of the pool. Have you ever interviewed a candidate on site, loved their skills and background, been ready to offer the position, and then found out that they can not work the schedule you need them for, or require a higher pay than you can offer!
This is a frustrating position. To resolve this frustration we recommend after the resumes and/or applications have been reviewed and screened the recruiting staff conducts phone screens with the candidates they are most interested in.
By speaking to the candidates over the phone the recruiter can gain some knowledge about their phone skills and etiquette. The phone screen also provides the candidate with information regarding the position that may not have been offered in the job posting. Asking questions related to scheduling needs and availability serves to quickly identify is the candidate and company are a match on a basic level.
If the Call Center requires full flexibility in schedule and the candidate can not accommodate these requirements there is no need to pursue a face to face interview. If the position does not pay the amount the candidate is seeking there is no need to waste either party’s time with an on site interview.
This conversation can occur when a candidate drops off their resume or application. The recruiter should review the documentation and if interested in the candidate (and time allows) ask the applicant the Phone Screen questions.
Here is a sample Pre Screen we have found successful. It is best to tailor it to the needs of the position you are hiring.
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Don’t Apply Without a Cover Letter
March 17, 2009 by Admin
Filed under Human resources
(Continued)
Let the résumé speak for itself
Hiring managers read the cover letter before they (hopefully) flip the page to look at the résumé. They might decide they don’t want to read the résumé if your cover letter sounds like it’s restating the exact same information without offering anything new. Discuss a specific achievement or experience that shows your qualifications for the job. The cover letter and résumé combined give you their attention for only two pages, so don’t waste it repeating yourself.
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Innovating Hiring: Barbershop Marketing
March 17, 2009 by Admin
Filed under Human resources
By: Jim Estill
While posting hiring ads in the newspaper or online can be helpful, a brainstorm I had at the barbershop has given me a new idea about how to let people know about new job openings.
I am in the process of opening a new warehouse in Guelph, Ontario, and require 250 plus employees. Because of the magnitude of this hire, it is at the top of my mind: I tell everyone that I meet that I am looking to hire full and part-time shippers, receivers, dock hands, and other positions.
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Coping With Job Interview Nerves
March 17, 2009 by Admin
Filed under Human resources
By Waller Jamison
Most people are nervous before a job interview, after all, there is a great deal riding on it. Your future, your finances and your whole way of life are determined to a large extent by your career. So it’s crucial that you overcome your nerves when being interviewed for a job, especially one which is an important step on the career ladder you want to climb.
The problem is, that if you don’t get the right job at the right time you could end up on a totally different path from the one you really want. Added to which competition for good jobs is stiff and you don’t know who your opponents are, which makes it all the more difficult. So, faced with such a potentially stressful situation, it’s fine to be nervous, but what happens if you are so nervous that you become tongue-tied and ruin your chances?
