2014 in review

The WordPress.com stats helper monkeys prepared a 2014 annual report for this blog.

Here’s an excerpt:

A San Francisco cable car holds 60 people. This blog was viewed about 850 times in 2014. If it were a cable car, it would take about 14 trips to carry that many people.

Click here to see the complete report.

How to Measure the Recruiting Sources for your Small Business?

154_2888128-WHow to measure the recruiting sources for your small business?  This is a good question, specifically if you are considered a Federal contractor.  One way to measure your business’ recruiting sources is to first identify all of your recruiting sources for all of your positions filled this calendar year:  Focused advertising, employee referrals, recruiting firms, flyers, competitors, signs/billboards,  job fairs, retirement groups, outplacement firms, state unemployment department, networking, email, schools, alumni groups, social organizations, religious organizations, the business pages, your webpage, other online sources, past employers, Facebook, Twitter, LinkedIn or other social media sites.

Once you identify the top sources that attract qualified applicants to your company’s job vacancies  then you can determine the number of qualified minorities and women that are hired from these sources.

Going through this process you may determine that your company’s new website is attracting most of your minority and/or female applicants.  After further measurement, you may determine that most of your qualified applicants that are eventually hired are from another source such as employee referrals.  “You may have a diverse pool of job seekers, but if they are not the best-qualified job seekers, you may end up creating an adverse impact in your recruiting or hiring process.  Adverse impact occurs when you hire disproportionately fewer minorities or females compared with the race or gender composition of your applicant pool.”

If you determine that there may be an adverse impact in your recruitment efforts, immediately turn your attention to those sources that currently bring in the most qualified females and minorities such as the employee referrals, and focus on improving ways to attract qualified minorities and women to your other sources such as your company website.   Doing this will help increase the diversity of your workforce and decrease problems with OFCCP.

Never be afraid to stand with the minority when the minority is right, for the minority which is right will one day be the majority.” ~ William Jennings Bryan
References:

 1.   Harpe, Lisa & Mendez, Julia (2011). Developing Effective and Legally Compliant Recruiting

Strategies to Meet Company Goals.  Employment Relations Today, 1-7.  Retrieved from

http://web.b.ebscohost.com.pgcmls.idm.oclc.org/ehost/pdfviewer/pdfviewer?vid=18&sid=b295a174-9941-4809-8fcb-f563156c6f37%40sessionmgr115&hid=103

2.  Read more at http://www.brainyquote.com/quotes/keywords/minority.html#pJoXLgD1QoF7rsq1.99

 

Copyright © 2014 by HireAHRConsultant. All rights reserved.

 

 

 

7 Ways to Measure the Recruitment Efforts for your Federal Contractor Clients

154_2891825-WDo you have clients that are considered Federal contractors?  If so, the businesses with 15 or more employees must be in compliance with the Equal Employment Opportunity Commission (EEOC), “which seeks to eliminate discrimination against job applicants or employees”.  The Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) evaluates employment practices of businesses to ensure compliance with EEOC.   Federal contractors must show good-faith action in trying to eliminate discrimination in their employment practices, and measuring their effectiveness by examining each job seeker for each open job vacancy announcement.  The following 7 Steps will help Measure the Recruitment Efforts for your Federal contractor clients:

  1. When the job applicant applies for a job by completing a job application online, for example, you should ask this question, “How did you First hear about This job?’
  2. On the online job application, for example, ask job applicants to provide detailed recruiting sources, such as “Career Builder”, “Washington Post”, or “Monster”, or include a drop-down list for applicants to select one of these options.
  3. On the online job application, ask job applicants to provide detailed social media recruiting sources, such as “LinkedIn”, “Facebook” or “Twitter” or include a drop-down menu list for applicants to select one of these options.
  4. Include your client’s special recruitment initiatives on your applicant tracking system. According to Lean Human Capital, here are the Top Recruitment Initiatives for 2013:
  • Create (or improve) your sourcing strategy for filling difficult-to-fill positions.
  • Develop a social media strategy.
  • Improve the on-boarding experience for the recruitment process.
  • Reduce recruiting costs without reducing budgeted headcount.
  • Streamline recruitment processes to reduce cost.
  • Improve quality of hire to improve business performance.
  • Reduce turnover and associated costs.
  • Identify metrics to quantify how well you are performing (for your executives).
  • Improve applicant experience.
  • Improve the candidate experience.
  • Improve hiring manager customer satisfaction.
  • Implement new Applicant Tracking System.
  • Implement candidate assessment tools.
  • Improve your skills (and/or your recruiter’s skills).
  1. If include “Other” on your application or applicant tracking system, also include detailed information such as the name of employee that referred the job applicant to this job opportunity.
  2. Validate the recruitment source, such as “CEO Update” on the application and during the screening interview.
  3. For each job applicant, track the race and gender throughout the entire hiring process.  “Of particular importance, you want to be able to distinguish the general pool of job seekers from job seekers who meet the basic qualifications of the position.  This distinction is important because only those who meet the basic qualifications can be recognized as applicants per the Definition of Internet Applicant regulations enforced by the OFCCP.”

Measuring your clients’ job applicants and employees’ data, is the first step to eliminating discrimination in the recruitment process for your clients.  The next step will be to measure your recruitment sources.  Let’s talk about this topic in our next blog!

We pledge ourselves to liberate all our people from the continuing bondage of poverty, deprivation, suffering, gender and other discrimination. ~ Nelson Mandela

References:

 1.   Harpe, Lisa & Mendez, Julia (2011). Developing Effective and Legally Compliant Recruiting

Strategies to Meet Company Goals.  Employment Relations Today, 1-7.  Retrieved from

http://web.b.ebscohost.com.pgcmls.idm.oclc.org/ehost/pdfviewer/pdfviewer?vid=18&sid=b295a174-9941-4809-8fcb-f563156c6f37%40sessionmgr115&hid=103

2.  http://www.leanhumancapital.com/pdf/LEAN_Top_Recruitment_Initiatives_for_2013.pdf

3.  Read more at http://www.brainyquote.com/quotes/keywords/discrimination.html#Adg1WIcL2E3QrKvu.99

 

Copyright © 2014 by HireAHRConsultant. All rights reserved.

5 Points to Changing Negative Aggressive Behavior in the Workplace

154_2895772-WDid you see the Redskins vs. Philadelphia football game yesterday?  A fight between Eagle’s Jason Peters and Redskins’ Chris Baker, turned into a nasty multi-player fight between the teams on the Redskins sideline.   Because they started the brawl, both men were ejected from the game.   The responses about “the fighting” yesterday will vary.  Some people thought “the fighting” added some spark and excitement to the game; others thought it was a total disgrace and embarrassing; and others thought it was funny and a big joke.  Regardless of your thoughts on the matter, I think we all can agree that in most working environments, both men would have awakened on Monday morning without a J-O-B for this negative aggressive behavior.

How do we avoid this type of action in the workplace?  Training and Development, of course.  If you have a client or clients that may have possible fighting issues in their work place, this is your ideal time to develop a training and development program for staff on how to respond when they  are feeling angry or frustrated.  The following five points about negotiating is taken from the book entitled, “Getting Past No:  Negotiating Your way from Confrontation to Cooperation” by William Ury, and can be used in the working environment to help change this type of negative aggressive behavior:

1.  Pause and Say Nothing –   Instead of reacting to your emotions, stop and pause–think about the consequences of your proposed reaction before you act.

2.  Rewind the Tape – “Slow down the conversation by playing it back.  Tell your counterpart:  “Let me just make sure I understand what you’re saying:  Review the discussion up to that point.”

3.  Take a Time-out – If someone is making you feel that you are going to lose it, walk away and take a time out.  Speak to the person you are angry with after you are calm.

4.  Don’t make Important Decisions on the Spot–Particularly when you are upset and angry.  Cool down and then make your decision.

5.  Don’t Get Mad, Don’t Get Even, Get What you Want – Control your behavior.  [If you are angry because you are trying to get something you want] use the time to keep your eyes on the prize–an agreement that satisfies your interest, is certainly better than your BATNA  (Best Alternative to a Negotiated Agreement).  Your BATNA, for example, is your walk away alternative.  It’s your best course of action for satisfying your interests without the other’s agreement.  The walk away in yesterday’s football game would be for Jason or Chris to walk away and talk to one of their coaches.  If there are problems in the workplace, the walk away would be for the employees to stop and talk to their manager.

As a new HR Consultant, always look for situations like the Redskins/Philadelphia football game yesterday to develop training and development programs or written communications to help your clients avoid similar situations in the present or future, and help improve their working environments.  This is a win-win for you and your clients!

 To injure an opponent is to injure yourself. To control aggression without inflicting injury is the Art of Peace. Morihei Ueshiba

 References: 

Copyright © 2014 by HireAHRConsultant. All rights reserved.

How to become the Greatest HR Consultant in the World?

154_2894929-WHave you ever wondered how two HR Consultants or other business professionals can have similar backgrounds including knowledge, education, and experience but their values, integrity and morals are totally different?  These non-technical differences can make or break a business deal, and have a huge impact on the successful grow of your business.   So my question to you is “What qualities do you have that make you great as a new HR Consultant and make your business stand out from other HR Consultants in the U.S. and possible throughout the World?” You really need to know the answer to this question now and throughout your career because you will be competing with small, medium and large HR Consultant companies for HR opportunities.

The HR Consultant business is a great industry to be in today!  Recently, I read an article entitled “Facts & Figures of the 2014” by Inc. 5000 and it lists the fastest-growing companies by industries in America.  Out of 25 industries, the HR Consultant industry is the 6th fastest growing industry in America. Between years 2010 through 2013, private companies in the HR Consultant industry show a revenue total of $12.3 Billion dollars.  See the following chart.

Industry Total Revenue
Health $21.8 Billion
IT Services $19.3 Billion
Business Products and Services $18.0 Billion
Energy $17.5 Billion
Financial Services $17.2 Billion
Human Resources $12.3 Billion
Logistics & Transportation $11.1 Billion
Consumer Products & Services $10.7 Billion
Construction $10.3 Billion
Telecommunications $ 9.4 Billion
Real Estate $ 8.9 Billion
Retail $ 8.4 Billion
Manufacturing $ 7.5 Billion
Advertising & Marketing $7.4 Billion
Government Services $ 6.5 Billion
Food & Beverages Services $ 6.5 Billion
Software $ 6.4 Billion
Insurance $ 4.5 Billion
Travel & Hospitality $ 3.6 Billion
Security $ 3.3 Billion
Engineering $ 1.3 Billion
Education $ 1.2 Billion
Computer Hardware $ 1.2 Billion
Media $ 1.1 Billion
Environmental Services $ 785 Million

 

This article only lists the top 200 fastest growing private HR Consultant companies in America.  There are a lot more companies that did not even make this list.  Frankly, I believe any HR Company can grow if they have the following:  technical expertise, efficient internal processes, excellent customer service, and a leader that has the ability to start, run and manage a business.  Your HR Consultant business success, however, will depend on what makes you stand out from other businesses. As you think of an answer to my question, I am going to suggest that you read my favorite book by Og Mandino, entitled “The Greatest Salesman in the World”.  This book is generally given to salespeople to read.  It’s a quick read, only 102 pages–the message is powerful!  I hope you will purchase the book.  Here are 10 inspirational messages, and direct quotes from the book that I hope will inspire you to become The Greatest HR Consultant in the World:

  1. “Today, I will begin a new life.” The difference between success and failure is habits. “I will form good habits and become their slave.”
  2. “I will greet this day with love in my heart, and I will succeed.”
  3. “I will persist until I succeed—I will win.”
  4. “I am nature’s greatest miracles.”
  5. “I live this day as if it is my last.” I will be thankful.
  6. “Today, I will be the master of my emotions.”
  7. “I will laugh at the world.”
  8. “Today I will multiply my value a hundredfold.”
  9. “My dreams are worthless, my plans are dust, my goals are impossible. All are of no value unless they are followed by action.  I will act now.”
  10. “Never will I seek delivery of gold, love, good health, petty victories, fame, success, or happiness. Only for guidance will I pray, that I may be shown the way to acquire these things and my prayers will be answered.”

Much success to you as a new HR Consultant! Enjoy the ride!!

To be yourself in a world that is constantly trying to make you something else is the greatest accomplishment. ~Ralph Waldo Emerson

 References: 

Copyright © 2014 by HireAHRConsultant. All rights reserved.

4 Top Traits of Recruiting Today HR Consultants Need to Know

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154_2891697-WToday, everyone talks about recruiting using Social Media.  It appears that some companies believe this is the only way to attract passive talent.  Discussions about recruiting using Social Media makes me remember a skit I saw in high school about a teenage couple.  Accusing her boyfriend of seeing other girls, the female actor turned to her boyfriend and said, “I thought I was number one in your life!”  The boyfriend turned to her and said, “Baby, you are number one in my life, but you aren’t the ONLY one!”  Social Media may be the number one way to recruit for passive talent but it should not be the ONLY way to recruit for talent.  There are 4 Top Traits of  Recruiting today that HR Consultants need to know:

  1. Traditional” recruiting methods:   To ensure that you are attracting applicants that don’t use social media to your clients’ website…

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4 Top Traits of Recruiting Today HR Consultants Need to Know

154_2891697-WToday, everyone talks about recruiting using Social Media.  It appears that some companies believe this is the only way to attract passive talent.  Discussions about recruiting using Social Media makes me remember a skit I saw in high school about a teenage couple.  Accusing her boyfriend of seeing other girls, the female actor turned to her boyfriend and said, “I thought I was number one in your life!”  The boyfriend turned to her and said, “Baby, you are number one in my life, but you aren’t the ONLY one!”  Social Media may be the number one way to recruit for passive talent but it should not be the ONLY way to recruit for talent.  There are 4 Top Traits of  Recruiting today that HR Consultants need to know:

  1. Traditional” recruiting methods:   To ensure that you are attracting applicants that don’t use social media to your clients’ website for job opportunities, HR Consultants should continue to use traditional recruiting methods.  Traditional recruiting methods include print and online advertisement through sources like the The Washington Post, The New York Times, Monster, DCJobs, Career Builder and other methods such as word of mouth, networking, job fairs, specialty magazines or journals, list servs, and others.
  2. Social Media Skills such as directing  prospective applicants via web traffic to their clients’ websites through social media channels.  This can be done through search-engine optimization ranking or SEO.  SEO is the “actions that will land a site at or close to the top Internet search results”.   You should also be able to “build and maintain a pipeline of prospective applicants through networking and social media research”.  In addition, you should know how to create Boolean search strings, and use advanced search techniques such as “and”, “or”, wildcard symbols–where asterisks can replace one or more letters at the end of a word, and the use of quotation marks at the beginning and ending of words.
  3.  Appropriate websites and social media sources to place employment ads such as LinkedIn, Twitter, Facebook, Glassdoor, Indeed, Entelo, Gild, TalentBin, Remarkable Hire, Quora, and others.
  4. Laws related to recruiting using Social Media – As Jonathan A. Segal shows in the HR Magazine article entitled “The Law and Social Media in Hiring”, we should be knowledgeable of the following:

a.  Remember to use “the appropriate equal employment opportunity (EEO) and/or affirmative action tagline” for employment advertisements on social media sites.

b.  Don’t use information such as protected characteristics discovered when reviewing candidates social media profiles during the screening process.

c.  Never ask candidates for their social media passwords.

d.  Check social media profiles for applicants after they have been interviewed.

e.  Consistently check all applicants Social Media profiles; not just one or some applicants’ profiles

f.  Document hiring decisions based findings from candidate’s social media profile

g.  Focus on the candidate’s post or tweets, not on what others say about the candidates

h.  Know other social media laws–Federal, State and local social media laws.

If you remember these four traits about recruiting today, you will attract and select diverse qualified candidates for your clients AND abide by the law!

 Social media is an amazing tool, but it’s really the face-to-face interaction that makes a long-term impact. ~Felicia Day

References

Copyright © 2014 by HireAHRConsultant. All rights reserved.

Performance Reviews and Interviews, 3 Key points in Common

154_2888637-WA new client wants you to gradually improve his company’s performance reviews.  He has limited money in his budget for this project, and the performance reviews are due in two months.  What do you do?  I would recommend that you coach the managers on training their staff to “advocate for their accomplishments” during the review period.  Just like employees advocate for their accomplishments during an interview, they should do the same during their written performance reviews.  During the coaching process, you can train managers on helping employees write competency-based accomplishments statements, common to verbal statements used during an interview, explaining the following 3 points (These points are from the book entitled, “Competency-Based Performance Reviews: How to Perform Employee Evaluations the Fortune 500 Way” by Robin Kessler.):

  1. Situation/Task (or Problem) – Describe the situations or problems you experienced during the review period.
  2. Action – What did you do to resolve the problem or situation?
  3. Result – What were the results or outcome?  How did your actions benefit the company or your members?  How did you save your company money, time or improve customer service?

If your new client’s budget permits, during your coaching you can help managers fully understand competencies–“the key characteristics that the most successful people in every professional area have that help them to be successful”, and help them identify the key competencies for their organization.  Some of the most commonly competencies are “Customer Service Orientation”, “Analytical Thinking”, and “Initiative”.  If the budget does not permit, coaching your new client’s managers on the 3 points–STAR, is a great start!

“Those people who develop the ability to continuously acquire new and better forms of knowledge that they can apply to their work and to their lives will be the movers and shakers in our society for the indefinite future.”  ~ Brian Tracy

References:

1.  Kessler, Robin (2008). “Competency-Based Performance Reviews: How to Perform Employee Evaluations the Fortune 500 Way”.  Franklin Lakes, NJ: Career Press

2.  Read more at http://www.brainyquote.com/quotes/authors/b/brian_tracy.html#55347VJZbfbiKfzc.99

 

Copyright © 2014 by HireAHRConsultant. All rights reserved.

 

 

 

4 Dimensions to Taking Care of You — the New HR Consultant!

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Whether your expertise is benefits administration, diversity, or training and development, you are dealing with people problems all day long in your Human Resources Professional role.  When you were an employee, you probably resolved people issues for one company.  Now that you have your own business, you are now resolving “people” issues for a variety of businesses all day long.  In addition, you now have a business to run.  As you try to juggle your new responsibilities, you may find yourself skipping lunch, working long hours, spending less time with family and friends–in other words, you may find yourself forgetting about taking care of YOU!

To help take care of you, I am recommending that you read one of my favorite books entitled, “The 7 Habits of Highly Effective People” by Stephen R. Covey.  In summary, Dr. Covey speaks about the following four dimensions to a healthy balance life to ensure you are “preserving and enhancing the greatest asset you have–you”:

  1. Physical Dimension – It is imperative that you take out the time to exercise at least three to five days a week for a minimum of 30 minutes.  The exercise program you choose for yourself should help your body in three areas:  endurance, flexibility and strength.  You should also develop good eating habits and nutrition.  Exercise and good nutrition will support your stress management.
  2. Spiritual Dimension –  This may include reading the Bible, prayer, meditation, enjoying nature, and clarifying and committing to your personal beliefs and values.
  3. Mental Dimension –  Take out the time to broaden your mind by reading good literature, visualizing and writing your thoughts and experiences in a journal, and organizing and planning your next steps in your personal and professional life.
  4. Social/Emotional Dimension – Spend quality time with family, friends, colleagues, and others–listen to them.  Take out the time to see how you can make a difference in someone else’s life.  Commit to your values, your integrity and serving others.

As you build your new Human Resources Consultant company, and help resolve “people” issues for your new clients and customers, remember to include YOU on your schedule!

 ” Take care of your body. It’s the only place you have to live.Jim Rohn

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References

1.  Covey, Stephen R. (1989). “The 7 Habits of Highly Effective People”.  New York, NY: Simon & Schuster

2.  Read more at http://www.brainyquote.com/quotes/keywords/take_care.html#AIxgWZKpJ3y6si4c.99

 

Copyright © 2014 by HireAHRConsultant. All rights reserved.

5 Mistakes in Planning Presentations and Events

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A local Senior Community Center (SCC) recently sponsored a senior event including live contemporary music and gospel singers, food and soft drinks, and a spiritual message.  Looking around at the diverse senior audience there were yawns, frowns, excessive talking (about the loud music),  hands covering ears, and seniors slowing leaving to go back to their rooms.  It was interesting that the only people enjoying this event was the staff–the young staff, not the intended audience.  This experience reminds me of the problems or mistakes with presentations [and events] by Jerry Weissman in his book entitled, “Presenting to Win:  The Art of Telling Your Story”, known as the Five Cardinal Sins:

  1. No clear point.  In this example, Seniors begin leaving the event after discovering it was not for them.  Although Kirk Franklin and Fred Hammond are great gospel artists, seniors 70, 80 and 90 plus years young cannot relate to their music.  Most Seniors in this age group like songs from hymnals such as “How Great Thou Art”, “Amazing Grace” and others.
  2. No audience benefit.  Management forgot to show how the senior audience could benefit from this event.  Instead the event catered to a  younger audience.
  3. No clear flow.  Even the spiritual message excluded experiences the seniors could relate to in their world.  In addition, the Presenter jumped around from one section to the other in the bible instead of focusing on one section with a clear message or flow.  The supporting notes given to seniors was in small instead of large print.  A collaborative presentation style vs. the lecturing presentation style should be considered in the future to encourage interactive participation and to help seniors understand how the message relates to them.
  4. Too detailed. The repetitive lyrics, loud music, and complicated message causes a senior audience to think too much–too much detail!  Dementia, sight and hearing loss and other aging issues should always be considered when planning senior events.
  5. Too long.  Seniors get bored too!  The SCC should shorten future senior events to help keep the Senior’s full attention.

The Five Cardinal Sins (or mistakes) should be avoided when human resources consultants or management and others are planning and organizing Power Presentations and/or  events.  If you have the pleasure of providing human resources consultant services for a SCC or a related aging business, ALWAYS REMEMBER THE PRIMARY PURPOSE FOR THAT BUSINESS–TO PROVIDE ENJOYMENT FOR SENIORS!!

 
References:
1.  Weissman, Jerry (2009). “Presenting to Win:  The Art of Telling Your Story”.  New Jersey: Pearson Education, Inc. Publishing as FT Press
Copyright © 2014 by HireAHRConsultant. All rights reserved.