Hiring Strategies and Tactics

The temp you just sent us is a wonder- woman…

by Marketing Team | June 23, 2015

0 Employer Reviews, Hiring Strategies and Tactics Employer Buzz, Employer Make a Diff

Before I forget, I want you to know that our new temp is a literal wonder-woman! … Read More »

Presenteeism in the Workplace

by Jeanne Knutzen | June 3, 2015

2 Hiring Strategies and Tactics

I keep hearing people refer to “presenteeism” in the workplace. What is it and why does my boss want me to look into what it is costing the company? I’ve never heard that term before! … Read More »

How You Use Background Checks Can Make a Big Difference!

by Jeanne Knutzen | May 29, 2015

0 Hiring Strategies and Tactics

Your Background Checking Process Is Under Increased Scrutiny… …and some employers are already paying the price for processes that don’t line up with Fair Credit Reporting Act (FCRA) regulations. … Read More »

13 Communication Practices of Exceptional Leaders

by Jeanne Knutzen | April 28, 2015

0 Hiring Strategies and Tactics

Great leaders are great communicators. They share their vision in a way that inspires others and projects a contagious enthusiasm. But this ability doesn't always come naturally. … Read More »

Sabbaticals May Be Your Employee Retention Secret

by Jeanne Knutzen | April 28, 2015

0 Hiring Strategies and Tactics

In our current economy where employee burnout is becoming prevalent, sabbaticals are becoming a more common solution for employees to combat it … Read More »

How to Manage Employees to Achieve Great Things

by Jeanne Knutzen | March 25, 2015

0 Hiring Strategies and Tactics

When your management works and you see your employees surpass even their own expectations, it's wildly exciting and incredibly fulfilling! … Read More »

Work/Life Balance is Good for Business!

by Jeanne Knutzen | March 25, 2015

0 Hiring Strategies and Tactics

Flexible work schedules and an eye for work-life balance are good for business. … Read More »

Don’t Be an Exclusionary Leader

by Jeanne Knutzen | February 24, 2015

0 Hiring Strategies and Tactics

Leaders are busy people who need to set and manage priorities, often dismissing or delegating tasks that don't provide a strong return on their investment of time....Nonetheless, there's one area of responsibility that leaders should never ignore...their employees. … Read More »

7 Signs It’s Time to Optimize Your Recruiting Function

by Jeanne Knutzen | February 24, 2015

0 Candidate Sourcing Strategies, Hiring Strategies and Tactics

The traditional role of the recruiter has expanded and evolved so drastically it can feel nearly impossible to keep up. With the latest tools, best practices, and an ever-growing list of new job requirements for talent acquisition specialists it requires a constant need to evaluate, assess, and optimize the recruiting process. Let's do a quick audit of the common signs of a broken recruiting function. … Read More »

In Pursuit of Accountability and an Accountability Culture

by Jeanne Knutzen | February 12, 2015

0 Hiring Strategies and Tactics

Despite the countless management and leadership books written about the virtue of accountability, according to most employees there are significant gaps between managements knowing and doing. … Read More »

Transparent Wage Policies: Honest or Chaos Provoking?

by Jeanne Knutzen | January 9, 2015

0 Hiring Strategies and Tactics

A common policy found in many businesses is a prohibition against the disclosure of wage information. This type of policy serves the purpose of preventing workers from battling with HR and each other over who is getting paid what and why. … Read More »

Evaluate Employee Referral Programs & Their Benefits

by Jeanne Knutzen | January 9, 2015

0 Hiring Strategies and Tactics

Employee Referral Programs are crucial, and here's why … Read More »

When I’m hiring, what’s more important – skills, knowledge, experience, or “fit”?

by Jeanne Knutzen | December 10, 2014

0 Hiring Strategies and Tactics, Thought Leader / Featured Blogs* get connected

When you're hiring you need to know what qualities are most critical to hiring success. Here's how to decide what's most important now.... … Read More »

Will Unlimited Vacation be the Death of Vacation?

by Jeanne Knutzen | November 21, 2014

0 Hiring Strategies and Tactics Employment Vacation Policies, Inc., Michael Haberman, Omega HR Solutions, Paid Vacation Days

By Mike Haberman As many of you have probably heard by now, Richard Branson has created a "non-policy" vacation policy. He said he modeled it after the Netflix policy. According to writer and entrepreneur Daniel Green, "Branson described the 'non-policy' as giving employees the flexibility to take as much vacation time as needed when they feel 100% comfortable that they are up to date on every project and that their absence will not in any way damage the business or indeed their own career.'" Green then raised the question, "Is this a good or bad thing?' I raise the question of whether this could be the death of vacation time in the United States. AMERICANS ARE NOTORIOUS American companies are notorious for their vacation policies that give just about the least amount of time off in the entire world. Denmark is a much happier place because of time-off, and more productive, too. Despite having the least amount of vacation in the world, many U.S. workers still don't take all their allotted time. According to Venessa Wong at Bloomberg Businessweek, as quoted by Anna North, "Already, some 40 percent of American workers don't use all their paid vacation days." The criticism of Branson's move is that the non-policy states that:

The policy-that-isn't permits all salaried staff to take off whenever they want for as long as they want. There is no need to ask for prior approval and neither the employees themselves nor their managers are asked or expected to keep track of their days away from the office. It is left to the employee alone to decide if and when he or she feels like taking a few hours, a day, a week or a month off, the assumption being that they are only going to do it when they feel a hundred percent comfortable that they and their team are up to date on every project and that their absence will not in any way damage the business–or, for that matter, their careers!"
The emphasis in the criticism is the statement that the employee must feel "100% comfortable that they and their team are up to date on every project and that their absence will not in any way damage the business–or, for that matter, their careers!" The naysayers feel that few Americans will ever have that confidence in their work and thus by that being the provision to live by, this policy could actually spell the doom of vacation. Not only will employees not take unlimited vacation, they will resort to taking no vacation because the work is never caught up and most people are unsure of their standing in the company to feel absolutely sure their careers will not be harmed. THERE ARE COMPANIES WHERE IT DOES WORK. Branson, by his announcement, got a lot of press; but in reality there are many companies that offer unlimited vacation. The Motley Fool is one such company. If you want to read some testimonials on this policy read the comments attached to Anna North's article in the online version of the New York Times. US VERSUS THEM One problem I see in these policies is the potential "us versus them" situation that is being set up. These unlimited vacation policies only apply to salaried exempt employees. The Fair Labor Standards Act does not allow them to be applied to non-exempt employees because you have to track their time. That is the basis on which they are paid. Just saying "work whenever you want" becomes very difficult with an hourly, non-exempt employee. Additionally, many of those positions are not ones where the employee can just take off anytime they want. Customers have to be served, food has to be delivered, and products have to assembled. That is a much different situation than that of a manager, consultant, advisor, marketing specialist, IT professional, etc. With this divide, what are the employee relations issues that companies will be faced with? I like the idea of unlimited vacation, but I have to tell you that even I, as an independent consultant, feel guilty if I take too much time off. I don't think I am alone in that mental dilemma. Michael Haberman is cofounder and senior HR consultant of Omega HR Solutions, Inc. His company offers HR solutions that include compliance reviews, wage and hour guidance, supervisory and managerial training, strategic guidance, executive advisement, and more. He can be reached at mhaberman@omegahrsolutions.com.

Political Arguments in the Workplace

by Jeanne Knutzen | October 23, 2014

0 Hiring Strategies and Tactics political arguments, Robin Throckmorton, Strategic Human Resources, Strategic Human Resources Inc., workplace policies

By Strategic Human Resources, Inc. Question: With election time drawing near, we have some employees who have been very vocal about their political beliefs, including making insulting remarks about those who do not share their views. This is making other employees uncomfortable. What can we do as an employer to control political arguments in the workplace? Answer: Under the Federal Election Campaign Act, employers have the right to regulate and control employee work time and, as a result, may restrict any political activity during work time by prohibiting certain activities and behaviors that interfere with an employee's (or other employees') work. This includes wearing campaign buttons or t-shirts, leafleting, and disruptive commentary in the workplace. According to Michelle Reid, Esq. of Dallas-based Employment Practices Solutions, intelligent political dialogue can increase camaraderie and interaction between coworkers, but it can quickly escalate into arguments and lead to formal complaints and a divisive work environment. Reid states all organizations should have a policy that addresses discussions that may not be suitable for the workplace and the importance of maintaining a tolerant environment. Further, since political discussions between two people with opposing views rarely have a happy ending, train managers on how to diffuse an impassioned political discussion. Strategic Human Resources, Inc., is a national full-service HR management firm based in Cincinnati, Ohio. Our president and founder, Robin Throckmorton, can be reached at Robin@strategichrinc.com.

My “Go To” Interview Questions

by Jeanne Knutzen | April 29, 2014

0 Author-Jeanne, Candidate Sourcing Strategies, Hiring Strategies and Tactics get connected

Getting to know a candidate quickly requires a simple set of interview questions designed to cover the "discovery" basics. … Read More »

3 Ways to Onboard a New Temp: A Must-Do Checklist

by Jeanne Knutzen | August 27, 2013

0 Hiring Strategies and Tactics temp agencies in seattle, temp agencies in seattle wa, temp agencies seattle, temp agency in seattle, temp agency seattle

Welcoming a new temp and welcoming a new permanent employee both come with different responsibilities and different kinds of consequences, but both can have a powerful impact on company success. … Read More »

When It Comes To Purchasing Staffing Solutions – Words Matter

by Jeanne Knutzen | June 27, 2013

0 Agency Pricing Practices, Hiring Strategies and Tactics get connected

What you call your flexible worker makes a difference in what vendor you talk to, how much you pay, and what you can expect! Here's why.... … Read More »