Resources for clients

Information and insights to help your business grow

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Crafting the Right Job Description

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Crafting the Right Job Description

Crafting the Right Job Description

Whether your company is needing to hire for a new position or expanding, you want to attract top talent. Don’t overlook the importance of the job description.

Your job description should be the first step in weeding out candidates.

Job Title

When people are searching for jobs, they use keywords. If those keywords don’t appear in your job title, qualified candidates might miss your job posting. This may seem like an easy part to create. You may want to be creative with your job title but doing this could severely limit your candidate pool.

Be direct with your job title instead to attract qualified candidates.

Use Enticing Language

Creating an official job description is important. But that’s not what you want to use to attract candidates.

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Setting Realistic Staffing Goals

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Setting Realistic Staffing Goals

Setting Realistic Staffing Goals

Hiring new staff is a challenge for even the most seasoned business owner. Creating a job description that catches the eye of qualified candidates, taking the time to review resumes and conduct interviews, all while managing to run your business is a taxing experience.

No matter what, you must make time to set out your hiring goals. If you don’t do that, you risk making a seemingly good hire but at the wrong time.

Setting Your Goals

Goal setting is important in all aspects of business. And there’s no place for a complacent approach to your hiring strategy. Setting hiring goals and keeping up with industry trends allows you to make the right hire at the right time.

You have to realize that you can’t hire everyone tomorrow. Finding the right employees takes time and effort. Being realistic helps. If you need to hire a dozen new employees in varying positions this year, that can appear overwhelming. But not when you break it down by quarter or even by month. Giving yourself realistic expectations can increase your chances of hitting your staffing goals.

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When to Terminate an Employee

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When to Terminate an Employee

When to Terminate an Employee

As the employer, you have to make the difficult decision of when to terminate an employee who no longer serves you or your company’s needs. Below are some warning signs of when to terminate an employee.

Bad Behavior

Your company has rules. Those rules are in place to make sure employees do their job professionally, both in their interaction with clients and with colleagues.

Sometimes employees have poor tempers and can act unprofessional. When you see these actions, you must respond immediately. Have discussions with them to correct their behavior. You document these interactions and nothing changes. If you have provided several opportunities for the employee to correct their behavior and they have not done so, it’s time to cut ties.

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Think You Don’t Need HR – Think Again

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Think You Don’t Need HR – Think Again

Think You Don’t Need HR – Think Again

The mere mention of HR conjures up images of being sent to the principal’s office for employees and unnecessary waste in company owners. Companies of all sizes struggle with if and when to add an HR employee or team to the mix.

But HR isn’t just some grumpy person who only speaks to employees when it’s time to write them up or terminate them. The right HR person has the ability to shape your company culture, keep employees engaged, and ensure your company stays up to date and compliant with labor laws.

From onboarding to termination, HR is intertwined with your employees.

It’s easy to think of HR as some people in a dark room just looking at numbers, KPI’s, and results to make a determination of whether an employee gets to keep their job. While a component of any good HR employee is to aid in conducting performance reviews, HR touches all aspects of your business.

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How to Make Your Company Stand Out

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How to Make Your Company Stand Out

How to Make Your Company Stand Out

Hiring new employees is time consuming and expensive. Making your company stand out will market your business and help you attract top talent.

Appeal to Candidates

Today’s job seekers are looking for a company to work for that matches their values. They want something beyond a salary. Whether it’s a ping-pong table in the office or great health and ancillary benefits, today’s job market demands companies to be daring.

Having well-crafted and exciting benefits offerings can help you attract the talent you want to hire. You can show the excitement of your team and workplace on your website in pictures, but also through effective words in your job descriptions.

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