Records relating to a discrimination charge must be maintained until the disposition of the complaint Wendover, It is simpler to maintain all hiring records for one year to comply with the Age Discrimination in Employment Act. Once an applicant is hired, however, all compensation records must be preserved for two years to comply with the Equal Pay Act.
After all the legal bases are covered, a hiring team consisting of members from your support staff should be assembled.
It is important to diversity the composition of this team. Meet with the hiring team to discuss the laws regarding the following job-related sets:.
Definitions of hiring laws should be provided to the hiring team to ensure they have a strong working knowledge of:. To help reduce the cost per hire, attend a career day at a court reporting school. Many agencies hire reporting students as support staff on a part-time basis. After the students pass the RPR, you will know whether the new reporters are behavioral and cultural fits.
How to Create a Great Employee Referral Program
Listing job vacancies on your Web site rather than a job-search engine is also economical. However, if you receive fewer responses than anticipated, the content should be modified. If inappropriate candidates are applying, the specificity of the job qualifications should be increased. An additional benefit is that applications received through your Web site allow the hiring team to prescreen for education and experience. If you budget for a job-search engine, create a list of keywords associated with the court reporting industry and a hotlink to your Web site to enhance the efficiency of your advertisement.
Investigate employment agencies to determine their success rates before engaging their services. A checklist of recruiting basics, which might include the following, will help to guide your specific staffing needs:. Career progression and salary history should be studied to prioritize individual applicants. The team should meet to discuss discrepancies in their scores and develop a priority list of candidates to interview.
Candidates classified as one and two should be interviewed once the application deadline has passed.
It is more effective to perform the background checks after the interview process is completed Outlaw, Background checks include confirmation of employment, education, licensing, and criminal history. They help eliminate the specter of negligent hiring, where an employee can sue for wrongful termination, claiming the employer was negligent during the hiring process.
Therefore, it is important that an employment contract contain a clause averring that false statements on an application are grounds for termination. There are federal laws relating to reference checking. Also, a background check is useful when checking on candidates who were self-employed or worked for family. To comply with privacy laws, clearly state on the application that pre-employment background checks will be instituted Outlaw, A signed application is mandated if background investigations are outsourced.
Job postings should specifically request professional references with telephone numbers. The applicant should provide a list of at least three people with whom he or she has worked on a professional basis. At least one of the references should be from a former superior Barada, Personal references are less useful than professional ones. Encourage the applicant to discuss providing a confidential reference with his or her current supervisor.
There are waivers that grant permission from prospective employees for you to contact their references Barada, When vetting an applicant, telephonic reference checks may be more illuminating than mailed questionnaires. If the answers are terse, the checker can ask a follow-up questions.
- Smart Staffing: How to Hire, Reward and Keep Top Employees for Your Growing Company.
- Account Options.
- The Sexual Paradox: Men, Women and the Real Gender Gap!
- Related posts;
- How Your Restaurant Can Plan for the Holidays and Improve Profits.
- PDC Test - Strategic Staffing.
A scorecard enables an employee to know what to focus on, and enables managers or owners to measure performance. A scorecard differs from a job posting in that it does not list transactional responsibilities. The mission section of a scorecard is a short statement describing why a role exists and should not be confused with the mission statement of the agency; it aligns with the business strategy.
Smart Staffing : MR Wayne Outlaw :
The hiring team will be more proficient following a simply written mission. Furthermore, a clear mission may lead to hiring a specialist who can solve a problem rather than a generalist who can merely identify a problem Smart, The more responsibility a position entails — the responsibilities of an office manager for instance — the greater the need for a specialist. If the office manager is expected to increase the market share, the mission should include marketing.
- Staff Up: How Your Restaurant Can Handle Holiday Scheduling!
- WHAT WE DO.
- New Foundations in Mathematics: The Geometric Concept of Number?
Basically, outcomes define what must be accomplished Smart, Outcomes inform the applicants of the skills and goals upon which they will be reviewed. Outcomes also make it easier to monitor whether the employee is on track.
HR Strategies for SMEs and Startups
The outcomes should be ranked in order of their importance. For example, the outcomes for an office manager might begin with increasing market share, followed by a specific deadline from the marketing plan, and end with transactional duties, such as generating monthly reports and cross-training of the support staff.
Listing challenging outcomes will result both in having unqualified candidates deselect themselves from the hiring process and in attracting qualified candidates. This will effectively reduce the cost per hire. Outcomes depict the goals while leaving the employees free to choose the methods. Competencies for an office manager are not easily measured, as opposed to those for support staff, such as keyboarding speed.
Scorecards for different positions will have different competencies. As with the mission section of the scorecard, the competencies section should be revisited and revises to ensure its continued relevancy. Cultural competencies are harder to outline than job skills, because they are more abstract.
View Larger Image. Ask Seller a Question. Offers ways employers can identify, attract, hire, and keep the best employees with tips on creating an effective want ad, screening applicants, and keeping employees' morale high. Smart Staffing endorsements "People are known by the company they keep.
Hire, Reward, and Tolerate Only Fully Formed Adults
Companies are known by the people they keep. Smart Staffing is one of the most comprehensive books on screening, selecting, hiring, training, and retaining the best. Visit Seller's Storefront. Meghan marked it as to-read Nov 08, Felicia Horinga marked it as to-read Nov 20, Harland Lundy marked it as to-read May 13, Mikkel Pedersen marked it as to-read May 15, Catherine S marked it as to-read May 24, Cristina Barnut marked it as to-read Jun 20, Kris-Tine Samson marked it as to-read Aug 19, Sai Teja Ramesh marked it as to-read Oct 03, Sander Harjak marked it as to-read Oct 27, Ammar Hussain marked it as to-read Dec 25, Eric Butler marked it as to-read Jan 24, Srbuhi marked it as to-read Mar 21, Com added it Mar 24, Aditee Mehra marked it as to-read Apr 18, Quynh marked it as to-read May 07, Joana Ferreira marked it as to-read Jun 14, Suzanne Diaz marked it as to-read Oct 13, Vandana marked it as to-read Nov 12, John marked it as to-read Jan 19, Sarah marked it as to-read Jan 28, Milda Martinsone marked it as to-read Jan 31, Rabia Alam marked it as to-read Apr 27, Youssef Bousbia marked it as to-read May 15, There are no discussion topics on this book yet.
Related Smart Staffing: How to Hire, Reward and Keep Top Employees for Your Growing Company
Copyright 2019 - All Right Reserved