A new survey by human resource consulting firm Development Dimensions International and web-based recruiting resource Electronic Recruiting Exchange (ERE) reveals what keeps successful organizations on top. They don’t just glance at a resume and then hire whoever looks good in a suit, but instead use four modern hiring practices to find top talent.
Keys to success
“The survey strongly suggests that specific hiring practices and tools are linked to an organization’s success,” says Scott Burton, vice president of staffing and assessment consulting for DDI. The study shows that in the past year the organizations with the more effective hiring systems ranked higher in financial performance, productivity, quality, customer satisfaction, employee satisfaction and retention. “This is further proof of what HR professionals have long said: Success is based on finding the right people for the right jobs.”
“The survey offered still more evidence for the power of web technologies within the recruiting industry,” says ERE president David Manaster. “In fact, the results show that the Internet has superseded the hallmark of recruiting success, employee referrals, as the most widely used and effective recruitment tool for many professionals.”
Four hiring practices of highly successful organizations. The study revealed that the organizations with the most effective hiring policies were more likely to use the following four practices:
- Job interviews in which candidates are asked to describe specific examples of their skills
- Automated resume screening and search
- Assessments that predict whether candidates are motivated by the factors associated with a particular job or a company’s values and ways of doing things
- Simulations that gauge specific job-related abilities and skills
“Organizations should be using the four key hiring practices more, because they make it much easier to find the best candidates,” Burton says. “The current news of layoffs may be creating the illusion that it will be easier to hire good people, but that’s a mistake. It may be easier to get a mound of resumes, but it will continue to be difficult to find the right people for the right job.”
via The 4 Hiring Practices of Highly Successful Organizations, Recruiting Article | Inc.com.
There are 3 ways to motivate people to work harder, faster and smarter:
1. Threaten them.
2. Pay them lots of money.
3. Make their work fun.
In today’s workplace, threatening people has not been effective. Paying them lots of money (even if you can afford it) has only shown short-term success. Only number three, making their workplace enjoyable, has a track record of effecting real change. It is time managers learned how to create an atmosphere that is challenging, creative and fun for employees as well as for themselves.
via AgCareers Newsletter Article.
Triple bottom line (abbreviated as TBL or 3BL) incorporates the notion of sustainability into business decisions. The TBL is an accounting framework with three dimensions: social, environmental (or ecological) and financial. The TBL dimensions are also commonly called the three Ps: people, planet and profits and are referred to as the “three pillars of sustainability.” Interest in triple bottom line accounting has been growing in both for-profit, nonprofit and government sectors. Many organizations have adopted the TBL framework to evaluate their performance in a broader context.
In traditional business accounting and common usage, the “bottom line” refers to either the “profit” or “loss”, which is usually recorded at the very “bottom line” on a statement of revenue and expenses. Over the last 50 years, environmentalists and social justice advocates have struggled to bring a broader definition of “bottom line” into public consciousness, by introducing full cost accounting. For example, if a corporation shows a monetary profit, but their asbestos mine causes thousands of deaths from asbestosis, and their copper mine pollutes a river, and the government ends up spending taxpayer money on health care and river clean-up, how do we perform a full societal cost benefit analysis? The triple bottom line adds two more “bottom lines”: social and environmental (ecological) concerns.
via Triple bottom line – Wikipedia, the free encyclopedia.
Many effective workplace solutions for aging workers are simple, don’t have to cost very much, and can have large benefits if implemented properly with worker input and support throughout all levels of management. Below are strategies for preparing your workplace for an older and healthier, safer workforce. Consider putting these in place today.
- Prioritize workplace flexibility. Workers prefer jobs that offer more flexibility over those that offer more vacation days. To the extent possible, give workers a say in their schedule, work conditions, work organization, work location and work tasks.
- Match tasks to abilities. Use self-paced work, self-directed rest breaks and less repetitive tasks
- Avoid prolonged, sedentary work – it’s bad for workers at every age. Consider sit/stand workstations and walking workstations for workers who traditionally sit all day. Provide onsite physical activity opportunities or connections to low-cost community options.
- Manage noise hazards (including excess background noise), slip/trip hazards, and physical hazards, conditions that can challenge an aging workforce more.
- Provide ergo-friendly work environments — workstations, tools, floor surfaces, adjustable seating, better illumination where needed, and screens and surfaces with less glare.
- Utilize teams and teamwork strategies for aging-associated problem solving. Workers closest to the problem are often best equipped to find the fix.
- Provide health promotion and lifestyle interventions including physical activity, healthy meal options, tobacco cessation assistance, risk factor reduction and screenings, coaching, and onsite medical care. Accommodate medical self-care in the workplace and time away for health visits.
- Invest in training and building worker skills and competencies at all age levels. Help older employees adapt to new technologies, often a concern for employers and older workers.
- Proactively manage reasonable accommodations and the return-to-work process after illness or injury absences.
- Require aging workforce management skills training for supervisors. Include a focus on the most effective ways to manage a multi-generational workplace.
via CDC – NIOSH Science Blog – Safer and Healthier at Any Age: Strategies for an Aging Workforce.
A drug free workplace is an employment setting where all employees adhere to a program of policies and activities designed to provide a safe workplace, discourage alcohol and drug abuse and encourage treatment, recovery and the return to work of those employees with such abuse problems. The intent of the program is to educate adults on the problems relating to substance abuse. The one place where there can be mandated adult education is the workplace. This empowers the individual and the family, resulting in stronger communities.
via The Council on Alcohol and Drugs: Drug Free Workplace FAQ.
Privacy is an issue on Facebook, in general, but its even more of an issue when youre job searching. If youre not careful, everything you post on Facebook can be seen by your current employer or a prospective employer. Inopportune comments and/or inappropriate photos have cost job seekers offers and have caused employees to be fired.
via What Not To Do On Facebook When Youre Job Searching.
Managers get higher performing employees by raising their Losada ratio. The Losada ratio is also known as the positivity ratio, Gottman ratio, and Losada line. The Losada ratio is the sum of the positivity in a system divided by the sum of its negativity. A ratio of 3.0 to 6.0 has been found to be highly correlated with high performance. The theory came from the field research of psychologist of Marcial Losada and relationship analysis of John Gottman. The Losada Line of positive to negative interactions which are necessary to make a team successful is set at a minimum of 2.9013. I say the word minimum because teams will function higher the more positive experiences they have. Good environments have always operated highest around a 6 to 1 positive to negative difference.
via The Losada Line | Todays Manager.
It may not be possible for employers to completely eliminate the possibility of an employment practices liability (EPL) lawsuit. But they can reduce the likelihood of an EPL suit, and they can prepare for a suit by positioning themselves to put forth a strong defense if one does hit.
link to: Employment Practices Loss Prevention Guidelines Manual
via Employment Practices Liability Loss Prevention.
There is no substitute for sound HR management practices. It makes no difference if you are a professional firm, retail outfit or contractor. It makes no difference if you have 5 employees or 50,000. It makes no difference if you have seasoned HR executives or not. Many companies fail to see the true cost of poor HR practices and don’t embrace the right ones until they get whacked in the head enough times that it begins to hurt!
Great companies don’t wait for the pain, they model best practices. This is not rocket science, it’s just plain common sense.
To calculate the cost of a poor hire click on the link below.
via AnonymousFrom – Cost Calculator.
Routine work can dull alertness and a relaxed attitude can replace the caution that existed when the job was new and interesting. In many jobs the same route is traveled daily over the same roads or the same tasks are repeated with little conscious thought. Without some periodic reawakening to the ever-present hazards, lethargy deepens and the odds of an accident occurring can increase.
Workers may not always recognize the importance of safety training or think of it as unnecessary because they’ve “been doing it for years.” But an important benefit of periodic safety training is the reminder that a danger can exist and the no one is immune to accidents. Therefore, it is important for workers to understand the purpose of the training session, why it will be useful to them, and what can result from not following safety rules and procedures.
via Importance of Safety Training.