Employment Solutions – Help with Opportunities
Every area of employment at your business has room for opportunity. The key to capitalizing on that opportunity is being able to recognize it. Ask yourself the right questions or consult with us to pinpoint potential problem areas before it’s too late.
Automate our recruiting process
Automating your recruitment process will save you money and time. Depending on your approach, you will also reduce the time to hire employees, reach a broader applicant audience faster, and get the qualified applicants you need or retain their information for future use.
The best solution for you to automate your recruiting process is to take advantage of our Recruiting Software.
Build a Talent Pipeline
Building a talent pipeline cushions the blow if the situation arises where an employee needs to be terminated or they decide to move on from your company. Having a talent pipeline or talent pool can greatly reduce the cost and time associated with hiring a replacement or filling a position that opens due to growth or necessity.
To build your pipeline use our:
Improve quality of hires
You want to hire the best employees for the job and the employees that fit your culture. Keeping this in mind when making your hiring decision, coupled with a few extra steps along the way, can ensure that your new hires are capable, committed, and can handle what’s expected of them.
To improve the quality of your hire we advise looking into:
Identify employees who can be good leaders
Many great leaders share certain qualities which make them a natural fit to lead in almost any role. However, your company or team leadership needs may be vastly different from that of others. This is where the mixture of study and technology can be a great asset to identify a great leader for you.
Some tests that you will want to incorporate into your hiring process with regards to identifying good leaders includes:
Identify employees who can take on more responsibility
Identifying an employee that can take on more responsibility is similar to identifying an employee that has skills to lead. Doing this properly is a great opportunity to promote from within and manage existing resources for the best possible results with little risk involved.
Testing that should be in place include:
Lower our cost of hiring
There is plenty that can be done to lower the cost of hiring a new employee and therefore minimize the risk associated with a new hire.
The following tests and packages can greatly reduce the aforementioned costs:
Reduce our time-to-fill an open position
Reducing the time-to-fill a position means that everyone can get back to doing their normal jobs at a manageable workload. It reduces stress, saves time, resources, and best of all improves productivity.
To reduce the time to hire refer to:
Build a 21st century workplace and team
Bringing together a 21st Century Workplace Team allows you to be futureproof and adapt to the rapid changes in your industry and the world. With a carefully planned strategy and the right tools, you’ll be off to a great start and doing things you couldn’t know were possible just a few months or years ago.
For this opportunity we recommend:
Employee motivation
Highly motivated employees are an asset to any organization, business, or society in general. These are the people who get things done, who want to succeed and will put in the work, provide the ideas and be innovative in whatever they do.
To identify highly motivated employees consider:
Leadership development
Life is learning. While it can be argued that most anything can be taught, it is much easier to work with a more malleable substance. People are similar in this regard. Testing can identify persons who are more readily able to develop into good leaders.
For this purpose the following is recommended:
Need to find replacement workers for retiring Baby Boomers
Time moves forever forward. The Baby Boomer generation is quickly leaving the workforce, ushering in waves of new generation employees such as Millenials. These Millenials were born into technology, they share different values, differing opinions and a mentality that some consider difficult to understand. In order to replace the exiting Baby Boomer generation your strategy will have to be adapted.
For this purpose you should contact us about:
Succession Planning
A reality is that at some point a leader will have to pass the torch on to someone else. Replacing a great leader or employee can be a difficult process but with the proper process in place any negative impacts can be minimized.
This is where Succession Planning comes into place. The following tests and some foresight can help: