Want to Increase Profits? You Need a Happy Staff

If a stranger or human resources worker were to walk into your building, would they say your employees are happy or miserable?

Employees are the core of your organization – your backbone. Without them, you can’t have a successful and flourishing company.

If you treat them wrong, your company suffers, particularly when it comes to profits and productivity.

Research has shown time and time again that companies need to prioritize employee happiness.

Hiring Tips
Are You Keeping Your Staff Happy?

Do you want to increase profits? You need a happy staff.

Invest in Your People

If you want to increase your profits, you need to invest in your staff first. Pay every worker fairly. If a hard worker asks for a raise, give it to them. Offer employee bonuses as well.

If you don’t invest in them, you won’t see any return on investment (ROI). How can you expect workers to do their best for you if you aren’t willing to do the same?

Related: Why Your Employees Hate Performance Reviews – And What You Can Do

Lighten the Mood

The office shouldn’t feel like a cold and mechanical place. Workplaces truly shine when workers can be themselves. That’s when their best work and ideas come out.

Hiring Tips
Is Your Staff Priority?

Encourage your staff to let their passion shine through their work, to let their vibrant personalities shine. Let your employees have fun now and then.

Get Things Done

Workplaces operate best when staff members – temps, interns, contractors, everyone – aren’t afraid to approach their supervisors. Your team needs to be able to have meaningful conversations with you.

At the same time, you need to listen and be responsive to their needs. Don’t ignore what they have to say.

55% of staff feel their requests or concerns are ignored during performance reviews. Don’t be that company. You’ll lose great a great team.

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How can you increase employee happiness? What measures are you taking to invest in your staff?

 

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Are You Hiring? Here’s How to Protect Your Company Brand

What does your current hiring process look like? Does it prioritize candidates, so they have a positive experience whether they get the job or not?

What about your company brand? Your hiring process should be designed to protect your brand.

People talk. If they had a terrible experience with your company, word travels. You’ll lose top talent to your competitors. It matters.

Are you hiring? Here’s how to protect your company brand.

Use Common Sense

The first rule to protect your company brand is to use common sense. Don’t treat candidates poorly.

You don’t want negative attention from your company. After all, you want to attract top talent so you can profit, increase productivity, and be a leader in your industry.

Hiring Tips
Friendliness Goes A Long Way

Be courteous at all times. Do this even with problem candidates. If you choose not to hire someone, let them down easy.

The hiring process is the first glimpse candidates get of how well you treat your staff. If candidates feel you don’t value their time and efforts before being hired, they won’t stick around for the later stages. They’ll choose someone else.

 Related: What to Say to Job Candidates You Don’t Hire 

Respond Quickly

As soon as a candidate applies for a position, reply within 6-8 hours. You can set-up automatic emails to send applicants as soon as they submit their resume or application.

Do this for all positions, regardless if they’re currently open or not. Thank them for their submission, and provide the next steps and a timeline (if possible) for what to expect.

It lets them know you are on top of the hiring process, and you received their application. Plus, it will answer any questions they have so your inbox isn’t flooded with similar emails.

Hiring Tips
Are You Following Up With Potential Candidates ?

If they never receive a response, you risk them thinking their application was lost in the void of the internet.

 Always Follow-Up

In your email, let candidates know when you’ll follow up. If you tell them during an interview, make sure you keep your word.

Don’t leave your candidates hanging. There are too many companies who leave applicants wondering if they still have a chance, even long after the position has been filled.

If you tell a temp or intern you’ll let them know whether you’ll move forward or not by Friday at noon, make sure you do it by then. Not after, and don’t forget about it.

Set a reminder on your phone, mark it on your calendar, or designate the task to someone else who will follow up on time.

Don’t be the company that never gets back to an applicant. Too many companies do this, and it seriously harms your brand.

No one wants to apply to a business who doesn’t give them the courtesy to follow up when they say they will. 70% of employers never provide feedback to candidates they don’t hire. This makes your organization look unreliable, or like you don’t care.

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How do you protect your brand during the hiring process? What are your tips?

 

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What You Need to Include in Your Screening Process

What does your current screening process look like? Do you perform reference checks and background checks? How about performance predictors?

Many companies don’t think to include performance predictors in their current candidate screening and interviewing processes. They’re overlooked.

After all, you already have mountains of work to do when you’re filling an open position.

But just because a candidate says they’ve been performing XYZ over the last 7 years doesn’t mean they’re good at it.  This goes for any position – temp, internship, or short term.

Hiring Tips
What Are You Including In Your Screening Process?

And what if they’re lying? 11% of job applications contain false information, and another 34% of job seekers outright lie or falsify their resumes.

How do you know what you need to include in your screening process?

Related: What to Say to Job Candidates You Don’t Hire

To ensure you can choose the best candidate for the job, here are 5 performance predictors you can include in your screening process:

  1. Integrity Tests
  2. Work Sample Tests
  3. Structured Employee Interviews
  4. General Mental Ability (GMA) Tests
  5. Conscientiousness Tests

Integrate one or more of the listed performance indicators above, and you can stress less knowing you’re hiring a candidate who can do what they say they can do.

We’ve all seen it. We’ve hired the perfect candidate with all the right skills and experience. But then on their first day, it appears their skills aren’t what they said they were.

The job market is tough. Some job seekers will lie or exaggerate their skill set to get hired, and you need to check everything.

Now you have pay for training costs, you’re losing productivity, and you may even need to replace the employee. That’s more rehiring costs, and you just spent a big chunk hiring this new worker.

Hiring Tips
Is Your Screening Process Effective?

Take the time to implement one or more of these performance checkers. It will save you stress, money, and time.

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Do you include any of these performance predictors in your screening process? Will you include any?

 

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Here Are 4 Common Hiring Pitfalls You Need to Avoid

Have you ever made a bad hiring decision? How did it pan out?

Whether you’re a new recruiter or a seasoned hiring manager, sometimes you can make mistakes. It’s part of the job. And no one is perfect.

Hiring is a tough job. It offers new challenges every day. According to Forbes, here are common hiring pitfalls you need to avoid.

Rushing into a Hire

Good recruiters and hiring managers know you cannot rush into the hiring process.

You need to perform background checks, run reference checks, interview candidates 2 to 3 times, and take the time to make a final decision.

You cannot offer a job, then change your mind. You could end up with a lawsuit on your hands.

Why would you rush into a hire? It will only cause more trouble in the long run. Follow your company’s hiring procedures.

Hiring Tips
Are You Avoiding Hiring Errors ?

Take the time to create great job ads, go over applications and resumes thoroughly, conduct screenings and interviews, and weigh the pros and cons of each candidate against the job criteria and requirements.

Don’t be hasty.

Failing to Have a Company Brand

Does your company have a brand? It’s the way you want, not only consumers, but job seekers to see your business.

Your business brand will help you sell your position to job seekers. Candidates aren’t the only ones convincing you they’re the right fit.

You also have to convince candidates your organization is the place to work – not your competitors’.

Job candidates will be looking for job deal breakers – lack of advancement, poor work-life balance, low pay, and terrible co-workers, among others.

Your employer brand must be attractive and reel candidates in; otherwise, your job candidates will choose a competitor, and you’ve lost top talent.

Related: Top 3 Hiring Problems You’ll Face in 2016

Choosing a Mediocre Candidate

Why would you settle on a candidate you’re not so sure of? If you aren’t confident in their abilities, don’t hire them.

Great hiring managers and recruiters never settle for job candidates. They wait until they find someone they are confident about.

Otherwise, you risk poor job performance, a huge loss in productivity, and a high turnover rate – all of which will cost your company a lot of money.

The U.S. Department of Labor estimates a bad hiring decision can cost companies 30% of the first year’s earning potential. Don’t settle on a candidate.

Hiring Tips
Is Your Hiring Process Working For You ?

If the hiring process takes more time, be patient. Risk has no place here.

Not Having Back-Ups

During the hiring process, you should always have 1 to 2 other candidates you are interested in. Your top candidate may not always work out.

They could receive another job offer, or decide your company isn’t the right fit and continue with their job search.

Make sure you’re confident in your backups as well. If your top candidate leaves you in the dust, your second candidate should be a top choice too; otherwise, wait until you have 2 or 3 candidates you’d be confident hiring.

It doesn’t matter if the position is for a temp worker, a short term contractor, traditional staff member, or even a seasonal employee. Your employees are what make your company what it is.

Choose wisely. If you’re hesitant, they aren’t the right choice. Move on.

***

Have you ever made one of the above hiring mistakes? What lessons have you learned?

 

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What You Need to Look for During Reference Checks

It’s estimated 34% of job seekers lie or falsify information on their resumes, and 53% of job applications contain false information. Candidate red flags can hide in plain sight if you don’t know where and how to look.

You can’t always uncover red flags on a resume or during the interview process; that’s why it’s imperative you perform reference checks.

Did you know many companies don’t perform reference checks? Skipping this step in the hiring process could cost you.

For instance, a woman was fired after the company found out she lied about her education.

What could job candidates be hiding from you? Choosing not to skip a crucial step is critical to hiring the right employee and saving you from a high turnover rate.

Hiring Tips
Do You Perform Thorough Background Checks?

That perfect candidate may not be so perfect after you perform reference checks.

Here’s what you need to do during reference checks:

  • Acquire the applicant’s background, skills, and experience from their point of view
  • Cross-check it with former employers and their references
  • Double-check who their references are; background checks are necessary here
  • Ask candidates what they should expect to hear from their old managers
  • Ask the former supervisors about their qualities – good and bad, and areas of improvement

When asking candidates for this information, avoid using the term ‘reference checks.’

Related: Performing Background Checks? Here’s What You Need to Know

Little discrepancies are red flags. If their version doesn’t match up with their former supervisor’s version, that’s something to consider.

Keep in mind not all supervisors are good, and they could hold a grudge against the former employee – whether they were a pristine worker or not.

Hiring Tips
Extensive Reference Checks Could Mean Lower Turnover Rates.

If possible, talk to HR as well. Ask if they liked the employee, how their work ethic was, and anything else important. Keep the tone relaxed and casual. Don’t let the supervisor or HR representative know it’s a reference check.

Red flags can hide in plain sight. It’s important to uncover them now, rather than later down the line.

***

Do you perform reference checks on every potential job candidate? What red flags have you uncovered during reference checking?

 

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Is It Better to Hire a Promising Former Employee?

People leave jobs for a myriad of reasons. Some want more advancement, work-life balance, or more pay.

Hiring a former employee can seem tricky. After all, why did they leave? Will they leave again?

When it comes to the hiring process, finding the perfect candidate is challenging, and it takes patience. They won’t arrive at your office door, and you instantly know they’re the one.

Unfortunately, it doesn’t work that way.

Is it better to hire a promising former employee? Or is it better to hire new staff?

Hiring Tips
Would you consider Rehiring a Former Employee?

You have to look at it from multiple angles before deciding if it’s the right fit for you. Let’s explore the idea deeper.

Look at How They Left

If they were fired, most companies have a policy that bans re-hiring fired staff member.  It’s a rule a majority follow. Every workplace will have certain rules, but this is one they stick to.

In most cases, an employee would have to quit to be eligible for re-hire. Or perhaps they were laid off. Research their circumstances to see if you can move forward in the first place.

And of course, every former employee and their circumstances will differ. Not every staff member will leave for the same reason. Maybe they always planned to come back.

Why They Left

Why did the employee leave? This is a important because you want to have faith they won’t leave you again so soon.

After all, it costs companies an average of $11,000 to fill an open position – sometimes more. That’s a lot of money.

Plus, is this employee committed to staying more than a few months? If they don’t plan on sticking around, the hiring cost isn’t worth it.

Hiring Tips
Do Your Research

During the interview, ask why they left and listen carefully. Also, ask them why they’re back, and what’s changed.

Related: Should You Hire an Ex-Convict?

Are They Qualified?

To be considered for the position, they need to meet the qualifications. Just because they’re a former employee doesn’t mean they’re qualified.

Look at their resume, ask what skills they’ve acquired since they left, and if they’re applying for the same or similar position to their former role.

Just because a former secretary worked for your company for 3 years doesn’t mean they’d be the ideal candidate for a tech role.

How do they match up against other candidates? Former employees aren’t always the best option.

Seek Input from Management

When making hiring decisions, seek input and feedback from management and other staff members who know and have worked with the former employee.

Was she a hard worker? Did she fit culturally with the company? Was she a team player? Did she meet or exceed job expectations?

And the big question: is she someone they’d like to work with again? If your colleagues aren’t overly excited about the possibility of working with the candidate again (though she may be more than qualified) is a red flag.

Don’t hire someone who won’t benefit and bring value to your team. Former employees don’t always equal a better choice.

***

What do you think? Is it better to hire former employees? Do you re-hire former staff?

 

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Want More Job Candidates? Eliminate These Pesky Barriers

Searching and applying for jobs is a long and stressful process. It’s similar to the hiring process – long.

You can’t wait to choose the best candidates from the pool to interview, instead of wasting your time on difficult or unqualified candidates.

When it comes to job applications for candidates, it’s the same way. Why would they spend their time – which they have little – to fill out complicated and lengthy job applications? They won’t.

Want more job candidates? Eliminate these pesky job application barriers.

Unnecessary Requirements

Does your current job ad list a plethora of qualifications and experience requirements that aren’t necessary?

Your job candidates have probably seen many, many job ads. If yours list a slew of conditions, it’ll overwhelm them; they’ll leave your job ad in the dust, even if your company is better.

Human Resources
Eliminate Some Unnecessary Job Requirements

Look at your current job ads and delete qualifications and requirements that aren’t crucial to the posting.

It doesn’t matter if the job is for a temporary job, internship, or short term contract work. The post will be more attractive to potential applicants.

Related: How to Use a Hiring Employee Checklist the Right Way

Long Applications

No one wants to fill out a long and arduous job application. They’re time-consuming, and most of it is unnecessary.

If your current job application process is lengthy, you’re losing out on great candidates. 68% of job seekers give up on job applications that are too long or require too much information. It just isn’t worth it.

They’d rather fill out a shorter, less complicated application. You’re leading them to your competitors.

Human Resources
Shorten The Application Process

For example, if you need them to fill out their job experience, skills, and education, have them attach a resume instead – not both. You’re making them do double the work.

Also, keep interviews to a minimum, and only for top candidates. Don’t have them do 6 interviews, if 2-3 will do.

***

How can you make your job application simpler and more attractive to job applicants?

 

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Do You Want Happy Employees? Money Can Be a Factor

In the working world, money matters. It’s how we pay our bills, feed our families, and how we are rewarded for our hard work. When you work 8, 10, or 12 hours a day, you want something to show for it.

Your employees want you to understand their needs – your temps, interns, contractors, traditional staff, everyone. It’s the key to their happiness.

Do you want happy employees? Money can be a factor.

Titles Aren’t That Important

Money does and doesn’t matter when it comes to employee happiness; however, many employers assume a promotion is what employees are after.

Management Tips
Are You Keeping Your Staff Happy?

That isn’t always the case. Most workers want a raise as a reward for their hard work over a title. Titles usually mean more responsibility, and a longer to-do list, but not always more pay.

For most workers, if the pay isn’t worth it, they don’t want the title. They’d rather have a bigger paycheck than a more prestigious title. The pay has to equal the work they do.

In a survey, workers said only a 3% raise was needed to choose a wage increase over a promotion.

Unless you plan on offering employees a raise or bonus with their promotion, don’t be surprised if they decline; the responsibility may not equal the pay.

Money Isn’t the Only Reason Employees Leave

Money isn’t the number one reason employees leave their jobs. In fact, it ranks third.

Work-life balance and lack of advancement are more of a reason for workers to leave. If you want happy employees, you have to look at more than money to keep them satisfied.

With advancement, many employees assume it means more money, a bigger title, and more responsibility. Part of advancement is also being recognized and rewarded for their hard work.

Positive recognition often received by superiors is a contributing factor to employee happiness. While money and promotion are important, so is being adequately recognized for their efforts.

Your staff works hard for you every day at the office. Recognizing it is important. It’s easy to overlook or forget what your staff does for you. After all, they’re doing their jobs.

Management Tips
Does Your Firm Have Unhappy Staff?

But employee unhappiness is a big concern. If they aren’t happy, they have higher stress rates, are less productive, and are more likely to leave.

Related: Your Remote Employees Are Happier and More Productive

Ask How They’d Like to Receive the Bonus

If you’re giving employees bonuses, it’s a good idea to ask how they’d like to receive it. If possible, follow through with their request.

70% of employees prefer gifts cards over a paycheck bonus. This is understandable because a gift card bonus isn’t taxed as it is on their paycheck.

If your company can’t afford to give employee bonuses, consider having a high-level executive or manager recognize and reward employees.

You can do this through a company-wide email, or do it privately – whichever way the team member would feel more comfortable. But a reward is crucial, nonetheless.

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Is money a key to your staff’s happiness? If you can’t afford to give employees large raises, how do you reward them?

 

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4 Ways You Can Increase Employee Productivity

Are your employees struggling with productivity? Has it suddenly taken a dip?

As a supervisor, you want your employees to perform as best as they can. There are some ways to help them if they’re struggling.

Ready to learn? Great! Let’s explore 4 ways you can increase productivity.

  1. Make Your Staff Feel Good

Productivity and employee happiness is greatly influenced by how your team feels about themselves and their work. On average, unhappy workers cost the U.S. $300 billion in productivity loss every year.

If they are completing tasks they hate, or they aren’t being recognized or rewarded for their hard work, their productivity will suffer.

You can recognize your team members privately or publicly – whichever way is best.

Is Your Management Team Praising Your Staff?  Happier Employees Can Mean More Productivity .
Is Your Management Team Praising Your Staff? Happier Employees Can Mean More Productivity .

Praising your employees often is crucial to increase employee productivity and happiness. Don’t forget about your temps, interns, short term contractors, and even seasonal staff.

  1. Get Rid of “Busy Work”

Every job role will have tasks that were once important, but are now obsolete. It’s called busy work.

Look at the work your employees are doing. Is every task necessary? If your employees are weighed down by obsolete tasks, their productivity is going to suffer.

Your staff should spend their time completing tasks that positively impacts quality, sales, and productivity. If it doesn’t, get rid of the busy work.

Related: Your Employees Hate Performance Reviews – And What You Can Do

  1. Prioritize What’s Important

How many times have you added on a task to an assignment or project at the last minute? It sounds like: “Hey, can you also do this for me?”

You may be overloading and overworking your staff. If they’re stressed, they’re less productive.

Take a step back and consider what tasks are crucial. Prioritize what needs to get done now, and what can be completed later.

Essentially, think before you speak. Your staff may be too afraid to speak up when they’re overwhelmed because they want to impress you and show you they work hard.

Management Tips
Prioritizing For Efficiency

Most of us have to-do lists that are much too long. And they’re often filled with too many tasks – tasks that cannot be completed in one day or even a week. There aren’t enough hours in the day. Delete unnecessary to-dos.

  1. Ask How You Can Help

One of the most powerful things you can do is ask your employees how you can assist them. Ask them how they’re doing.

Encourage open and honest conversations between your staff. If they’re overwhelmed, ask they what you can do.

If their productivity is suffering, ask them how to make it better. Your team members can provide valuable insight to not only help them be more productive but to make the team more productive as well.

But don’t forget to help out. If you see an employee struggling to get something completed by the deadline, offer a helping hand.

Supervisors have a lot on their plates, but so do your employees. Lead by example and show your staff teamwork is an excellent way to tackle tough and challenging projects.

Your staff will respond better if you ask how they’re doing and how you can help, rather than breathing down their neck, wondering why they aren’t done yet. Nobody appreciates that.

***

How can you increase employee productivity? What’s your biggest challenge when trying to increase productivity?

 

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Are You Making These Management Mistakes

Being a supervisor is a tough job. You have to manage a staff, have a long list of responsibilities, and a lot more stress. Plus, if things go wrong, you’re the one blamed.

Whether you’re a new or seasoned manager, you’re going to make mistakes. But there are some mistakes you may not realize you’re making.

Are you making these management mistakes?

You Let Emotions Get in the Way

As a hiring manager or supervisor, it’s hard not to feel bad for recent graduates who want to be given a chance.

Hiring Tips
Making Decisions Based On Emotions Rather Than Qualifications Could Be Costly.

However, you have to put your emotions aside. That interviewee who says they’re passionate about the industry although they have no skills or experience may not turn out to be such a hard worker.

On average, a wrong hiring decision costs $11,000 in turnover. It places companies back at square one and is a huge cost. Hire for cultural fit, not based on feelings.

Related: Want Happy Employees? Here Are 5 Deal Breakers You Want to Avoid

Don’t Be Too Lenient

Some workplaces like to let every employee have their way. This could mean a last-minute vacation you’re forced to give someone because they already booked Hawaii tickets.

Or it could mean letting a staff member call out every other Saturday because they’re “not feeling well.” Or they have last-minute tickets to a concert or game.

When you’re too lenient, or let things slide, your other employees suffer. It affects temps, interns, and even your seasonal workers.

Hiring Tips
Should There Be A limit to Employee Leniency?

There’s twice as much work that needs to be done, and if you make policies stricter, they may negatively affect the staff members who aren’t breaking the rules.

Think about the consequences of being too lenient. It isn’t your job to be their best friend. It’s a tough lesson to learn. But employees who don’t take their work seriously harms those who do.

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What management mistakes have you made? What’s the most important lesson you’ve learned?

 

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