What HR And Payroll Departments Are Responsible For

Did you know that over 150,000 people in the U.S. work in human relations according to the Bureau of Labor Statistics? 

Even with such a large number of employees work in human resources (HR), many employees don't have the first idea what an HR representative does. 

If you've taken an office job, you might be wondering if they're responsible for your salary. After all, is there really any difference between the HR and payroll departments? 

We are here to fill you in about human resources and payrolls! Keep reading below to learn the roles of the HR and payroll departments. 

The Role Of An HR Department 

The HR department exists to assist the staff and help them work to the best of their potential. 

Human resource employees are often responsible for hiring new staff members and training them. 

Along with training new employees, HR also provides training opportunities for existing employees to move into bigger roles. And, they typically outline new company policies with staff members. 

HR employees also act as mediators to resolve any conflict between staff. Additionally, they serve to address individual employee performance issues. 

HR also motivates employees through incentive programs and yearly bonuses. 

The Role Of A Payroll Department 

The payroll department's main objective is to ensure employees are paid on time and correctly. 

In order to do this, payroll staff has to verify compensation data for each employee, such as regular hours, overtime, severance pay, etc. They must also confirm tax deductions in paychecks that go out. Often, they will use payroll software to help them do this. 

The payroll department is then responsible for sending the direct deposit file to the bank. 

They will create check stubs distribute to employees. 

Following a pay period, payroll staff verifies all paycheck information in a payroll report. 

Where HR And Payroll Work Together 

HR and payroll departments have to collaborate to make sure the correct employee information is being processed. 

Sensitive information, such as employee social security numbers, are held by the departments, so it's up to them to keep this information secure. 

Sometimes the payroll department is split between an office's HR department and its finance department. This is because much of the work relies on both interaction with employees, as well as accounting-based skills. 

It's crucial that HR and payroll work together because if employees have issues with their payment at any point, the issue will come back directly to HR. It is in their best interest to make sure the payroll department has everything it needs to operate efficiently. 

A lot of the collaborative work between these two departments relies on a fact-checking process. For example, HR will file a salary change for an employee. The payroll department will then verify that change. 

Fulfilling Department Duties 

Both the HR and payroll departments are necessary to keep your company running smoothly. 

While they certainly must work together at times, they don't perform all the same duties. The two complement each other and can't exist without the other.

Hiring Your Next Restaurant And Foodservice Recruiter

Managing and running restaurants are tough jobs, and you must have the right staff who can help you on a daily basis. You need to go to the marketplace to source the fresh ingredients from the local markets, cook a tasty menu, serve drinks, deliver the food and make sure that the customers are getting the best dining experience for the night to keep coming back. More about the roles of restaurant owners and managers on this site here. 

This is where you need to hire the best staff that works in the hospitality industry. You can’t just run the show alone. If you need to feed over twenty people in one sitting, it’s essential that you have chefs and line cooks who will sear the steaks and prepare appetizers simultaneously. 

However, some restaurant owners and managers find that the restaurant industry is infamous for its high turnover rates. With the stress and increased energy levels that come with the job, it’s not surprising that many employees leave and go out of the revolving door, never to come back. With these restaurateur difficulties in mind, you might want to get the help of recruiters who specialize in the foodservice industry and who can help you find loyal employees who can stand behind your back through thick and thin. 

Searching For The Right Recruiters 

• It’s crucial for you to find the support you need when it comes to restaurant recruitment. 

• Tell the headhunting firm about the roles that you need to fill, whether it’s for a cook or a waiter 

• Identify the requirements and responsibilities that the candidates would need to meet 

• Know where the best places to find the candidates through the agency 

• Hasten the selection process, so there’s no disruption in restaurant operations 

• Ask some questions before hiring someone 

• Provide a more realistic view of what the job entails 

• Make sure to provide adequate training if the employee is onboarding 

• Start early and hire before the busy season begins 

Challenges To Know About As A Restaurateur

Higher Turnover Of Restaurant Employees 

The staff in the hospitality industry is known to leave their jobs at a moment’s notice. The numbers and trends are rising, and there are even studies that the numbers are growing to more than 70%. This is where a restaurant recruiter comes in because a team of experts who have experience in this field will make sure that you’re facing lower turnovers. They know the industry’s needs, and they can help you increase employee retention. 

There are several reasons why employees tend to jump ship. For one, the jobs have been lacking in flexibility for some time now, and there are sometimes unclear job roles and expectations. If you couple this with complaining customers, miscommunication in the kitchen, and overall poor working conditions, it’s not surprising why someone else would leave. 

A Decline In The Younger Generation’s Workforce 

One of the more common jobs for many youngsters before is to become bartenders and waitresses. Over 80% of Generation Z have experienced working at a restaurant. However, the issue lies in the number of seekers as more jobs are becoming available, but fewer of these people are looking to be a waitress. They graduate from college, get their bachelor’s and work in a corporate office. 

If you’re thinking that the fight for talent is challenging right now, expect this to become worse in a decade. Many owners are looking for workers, but few are becoming available. Some restaurant owners and managers are even looking to robotics in the future, although that's not feasible for most non-fast food companies. This is why you need a recruitment firm that can provide you with a steady pool of talents that will help your food service business thrive. 

Competition In Local Restaurant Hiring 

Your competitors are also doing their best to get the best people for the job. You might find various signs outside the restaurants that they hire or managers who actively seek eligible cooks and chefs to make their food more flavorful and delicious. Know why it’s hard to find good chefs on this site: https://www.quora.com/Why-is-it-so-hard-to-find-good-chefs. 

If you’re competing with the other employers in your area, you have a better chance of succeeding when you have the inside knowledge of the talents and candidates that are currently looking for work. 

Resilient Restaurant Recruiting

With the help of the right restaurant recruitment firm, you can reach out to them first, offer them an attractive package, and get employees who live near your place. Some of the longest-tenured people are the ones who are in your locality, so don’t miss the chance to meet them.

Finding Your Next Equipment Recruiter

Starting a project that involves the use of equipment and machinery such as CNC machinery, construction machinery, power, and hydraulic equipment, metalworking and plastic working machines, etc. is always demanding. Apart from having to manage all the departments that will handle each specific task of the project, you still need to get the equipment that will be used. 

In most cases, the machinery and devices required need to be gotten from an equipment recruiting agency to ensure ease of operations. This is always the case except you have purchased the required equipment, and this only occurs if your organization makes use of these items frequently. 

Therefore, there is always a need to find an equipment recruiter for each project. Hence, in this article, we will discuss the steps you should take to hire a competent recruiter who specializes in equipment recruiting. 

Let’s begin discussing equipment recruitment, shall we? 

1. Determine The Scope Of Your Project 

Your project determines the kind of equipment you will require. For example, if you are carrying out a plastic work project, then you need plastic working machines. Hence, getting CNC machinery would be ridiculous, to say the least. When carrying out this step, determine all the machinery you will need. Ensure that you know which machinery will be used for each task. When you effectively determine the scope of your project, it will allow you to know the kind of recruiter to hire as not all equipment recruiters provide the same services. In such a case, instead of going for different kinds of recruiters to meet up all the machinery demand, you can just pick one who can provide all the services you need. 

2. Look For Potential Recruiters 

After you have fully determined the scope of your project, the next thing is to look for potential recruiters. There are so many ways to find these agencies and professionals. 

A search on Google for equipment recruiters close to you is a great way to start. You can also check on https://www.linkedin.com/ for qualified candidates. We highly recommend LinkedIn because it will allow you to meet serious-minded professionals instead of fly-by-night agencies. Making use of a local directory might also yield positive results. 

If your organization is large enough, you can put up ads. The ads can be placed on your website as well as social media platforms. This method allows the agencies to reach out to you instead of the other way round. 

3. Screen Potential Recruiter Candidates 

Once you have gotten a handful of these agencies / professionals, you have to screen them thoroughly to ensure that they can meet up to the task at hand. The following are some attributes they must possess: 

• Credibility 

How credible and reliable are they? You should find out more about them through their websites, social media platforms, online reviews, and personal interviews. You don’t want to hire a fraudulent firm now, would you? 

• Adaptability And Flexibility 

Are they able to adapt to new demands and requests as the project might demand as it progresses? You don’t want to hire a recruiter who isn’t able to make quick adjustments. 

4. Reach Out To The Recruiting Prospects 

The step above will have you thinning out the potential candidates until you have just a handful. You then have to schedule an appointment with these candidates. 

Invite them over for an interview informing them of the project you intend to carry out. This will take you a step further to determining which equipment recruiter suits your current project. 

5. Interview Recruiters

Yes, you need to conduct a thorough interview at this point. Click here to learn how to conduct an interview. Ask them how their recruitment process is done. Find out how long it will take to get the necessary supplied equipment. Also, you should ask for other firms and organizations they partner with. The idea of the interview is to ensure that you have every angle covered; therefore, ensure that you ask questions until you are satisfied. 

6. Choose A Recruiter 

At this point, you just have to pick one of them. Or if the project demands, two of them might be required. The answers they supplied during the interview will determine who best fits your new project. 

Recruit Right 

This article has discussed the steps you should take to hire a competent recruiter who specializes in equipment recruiting. If you have any questions or would like to share your experience, please let us know on social media and make sure to share this article link!

10 Top Human Resources Management Challenges

The consistently changing business landscape requires human resource managers to revisit their corporate responsibilities. Since the beginning of this century, the corporate sector has transformed by introducing new trends into the human resources management (HRM) industry. Incorporating these trends has become a challenge for today's HR managers. And what is the chief motivator behind the success of a well-established company? Many CEOs will describe the thriving human resource departments as the reason why the company flourished. So, if you wish to manage your organization proactively, it is essential to understand these HR trends and challenges. 

Now we will discuss in greater detail many of these transformations that have revolutionized HRM worldwide for 2021. 

Top 10 Industry Issues In HR Management Today 

Technological advancements and the coronavirus pandemic have contributed to a rapid shift in how the corporate sector operates. When remote work is gradually becoming more popular among employees while social distancing is becoming a norm, the future workplace will not be the same. The burden lies upon the HR department shoulders to help companies incorporate these changes and survive in this tech-dependent, contactless, and diverse age. So, if you belong to the HR community, you can excel in your skills by pursuing an online MPA or MHRM. 

Here are the most significant challenges faced by modern-day HR managers: 

1. Upskilling The Staff

The first problem all HRMs face is to invest in employee education. Some companies lack resources to upskill their workers while others have no time for training courses. HR must provide online courses for the staff's mentorship and skill development. Recruiting external educators helps your workers acquire new skills and assume more duties. Since expertise is a single field no longer makes one a sought-after employee. So, upgrading your workers' skills will remain a popular trend in 2021. 

2. Finding The Right Talent 

The market has become more competitive than ever, so companies will contend with recruiting the most talented individuals. Once the coronavirus is under control, this will be a headache for every organization. The HRMs will have to adopt the post-pandemic norms to attract the right talent. Which incentives will win you more recruits? What sort of opportunities is the new generation looking for in the 2020s? HR must meet the demands of the new hires to make them prefer joining your company. 

3. Diversity With Inclusion

Expectedly, the US will cease to be a majority-white country by 2050. This increasing diversity – while celebrated – has also resulted in some workers getting harassed or feeling discrimination in the workplace. In 2021, such incidents may involve the company in some hefty lawsuits when it fails to protect workers from harassment. HR must concentrate on diversity with inclusion to retain more employees from minority communities. It will allow well-qualified people to stay at your organization. 

4. Employee Experience

Recently, improving employee experience was found to be the third-most important initiative among HRMs. Since it boosts worker productivity, makes them more loyal, and enhances employee satisfaction. Now, where is the challenge? Well, this pandemic has digitized a person's workplace experience. The HR department should work to make employees feel more comfortable in this tech-based world. They must accept feedback from workers and turn this feedback into action to retain more employees to maximize productivity and talent retention. 

5. Virtual Work 

The pandemic reinforced the concept of telecommuting, and the traditional workplace switched to a more flexible home-based form. But this transformation has become permanent for some. Twitter and Microsoft allowed some employees to telecommute whose presence was deemed unnecessary in offices permanently. Data shows that over two-thirds of workers would prefer home-based jobs. Therefore, the trend of remote work won't dissipate soon and needs to be addressed by HRMs. 

6. Collaborative Work 

Telecommuting has become more common, which has impacted how teams work together. Collaboration among employees is essential for their overall productivity. Organizations have found that workers who collaborate online without meeting each other are less productive than employees who see each other face-to-face. So, HRMs must focus on bolstering virtual teamwork within a company to make everyone efficient digitally. This challenge shall continue even after the pandemic is over. 

7. Incorporating AI

Automation has influenced many departments within an organization, and HR isn't an exception to this development. These AI-powered tools enhance the recruiting process and increase worker engagement. In 2021, this trend will keep growing, and HRMs must learn to accept this trend since automation removes human errors from a procedure and improves the efficiency of each process. Managers must rely on these software programs to interview and recruit people. 

8. Legal Compliance

A company's HR department is also responsible for learning about the employment regulations and their changing nature. It is impossible to neglect these legal complexities assuming that they do not affect your organization. COVID has led to the government imposing strict guidelines about limiting any harmful practice in offices. We have traditional laws regarding hiring procedures and workplace safety. The HRMs must keep up with updated versions of these regulations to avoid future lawsuits. We also can't forget about payroll compliance as well.

9. Leadership Development

Studies show that one-third of companies have organized leadership development programs. The HRMs must improve the efficacy of these programs to produce more workplace leaders and help workers hone their management skills. Leadership keeps your employees engaged and motivated. They become more open to the idea of taking on further responsibilities. It also contributes to the progress of soft skills. The HR department oversees the success of these leadership programs. 

10. Combating Burnout 

Unmanaged workplace stress may lead to burnout among employees that threatened two-thirds of American employees pre-pandemic. In 2020, the virus caused mental wellness to plummet 25% in the US and the UK. The HRMs have found combating mental illnesses a fresh challenge in recent times. They eliminate burnout by allowing employees access to mental health counselors and hold events to promote mental stability. Offering telehealth facilities also improve people's wellbeing. 

Other Top HR Management Current Concerns 

- More Complex Payroll 

- Growing Employee Benefits

- Employee Accessibility 

- Recruiting When Fewer People Want To Work 

- Monitoring Employee Actions Online Everywhere

- Avoiding Offending Anyone

HR Management Current Challenges Conclusion 

The coronavirus pandemic contributed to creating several HR and payroll trends we expect to become the norms of the future. The fast-paced business industry faces the challenge of adopting these trends for survival in the consumer market. The human resource department is not alien to some of these challenges as well. For instance, about 75% of employers surveyed five years ago believed that attracting and retaining the right talent would grow as a problem. 

In 2021, this challenge will persist but also develop into a more serious dilemma for HR managers. It has become the responsibility of your HRM department now to add real value to the organization. The human resources dept will have to maximize their efforts to help your company survive and grow.

The High Costs Of Bad Employment Practices: Red Flags To Watch For In An Interview

A bad hire can drastically alter your company’s productivity and budget. Think of your office’s culture as a living, breathing organism. If you recruit top talent that adds value to employees' wellbeing and business, the office will thrive. Alternatively, hiring the wrong people can weaken the office’s ability to develop and prosper. 

One wrong employee can drain productivity, time, and your company’s bank account. The amount of money it takes to hire and train someone, only to let that person go a few months later, is enormous. And the recovery time to recover from a bad hire can take months, sometimes even years. 

To hire better you must watch for any red flags from candidates. If you notice any unprofessional qualities from a potential employee, you might want to think long and hard before employing the individual. 

What’s The Cost 

If you've ever made the mistake of hiring the wrong person for a job, you're not alone. More than 74 percent of employers say they’ve hired an unqualified individual for a position at least once. And it's an error that doesn't come cheap. Surveys show that businesses can lose an average of $15 000 on every bad hiring decision. 

Replacing employees is costly. In addition to the direct costs, the indirect costs of losing an employee are incredibly impactful for your business. For example, the lost productivity and time, reduction in team morale, and the training costs to replace an employee all negatively affect your business' bottom line. Choosing the right person from the get-go can save you and your team a lot of stress. 

How To Spot Red Flags In An Interview 

There are several warning signs to watch out for from candidates when conducting job interviews. For example, if someone is late and doesn’t have a legitimate reason, you can cross off their name right away. Being late for a job interview demonstrates disrespect for your time and a lack of consideration and self-awareness in general. 

We’ve created a list of additional warning signs of potentially harmful candidates: 

● Hasn’t researched the company. They don’t need to be experts, but if a candidate can take an educated guess about how your business makes decisions, you’ll know they’ve prepared. This shows determination and a drive to want to work for you. 

● Talks poorly of former employers. Speaking negatively about former employers shows that a candidate lacks integrity. Even if they don’t like an old employer, talking despairingly about them is in bad taste. 

● Poor listening skills. If a candidate unknowingly asks you to repeat a question multiple times, they might not want to be there. Or, they may have trouble organizing their thoughts. Most people are nervous during interviews, but if their inability to listen and communicate is already causing problems, it's probably a sign not to hire them. 

Having reliable employees is critical to a successful business. Thoughtful and selective hiring is integral to your company’s wellbeing. Before your upcoming hiring process, keep a watchful eye out for any warning signs from candidates and choose the best people for your team.

Get Best Candidates With A Psychometric Test

Time was when appearing for a job interview was not a difficult task. In the present days, passing a job interview at the first attempt has become difficult. The reason is that the job seekers are looking for the best employees for their business organizations. These days, several educational institutions invest money in training students for job interviews. The colleges and universities train their students on how to crack the job interview successfully. There are many business organizations which have a lengthy interview process. The recruiters emphasize on assessing skills and various other aspects of a candidate. Therefore, the employers in the current days opt for psychometric test. You invest a lot of money on every employee. It is natural that you would want to have highly skilled employees in your organization. From the test, you would come to know about the capabilities of an employee in a better way. The psychometric test for hiring has become an imperative part of a job interview. It is not possible for you to get into the lengthy process of a psychometric test. Hence, you should appoint a reputed talent measurement expert that conducts psychometric tests on your behalf and gives the company top level of candidates to the business organization. 

Need Of Psychometric Test 

Generally, the psychometric test measures the mind of a person. The test lets a business organization garner a detailed understanding about a candidate's potentialities and personality. In order to get the best candidates in the organization, the business owners choose to use psychometric tests on the candidates. It helps get employers potential employees for their organizations. A large number of companies have included psychometric tests in the recruitment process to obtain a better evaluation of each candidate and to know whether the candidate is suitable for the specific job role. 

Demand Of Psychometric Test 

Psychometric tests are highly used in companies in India and all over the world. Foreign companies in the UK and USA make use of the psychometric tests for evaluating candidates' leadership potentials. The purpose of psychometric tests is to select the right candidates during the recruitment process. If you expect a high job performance from the employees, then the psychometric tests are essential. Management consultancies, information technology companies, financial institutions, police forces, local authorities, armed forces and high-tech corporation services have made extensive use of psychometric tests. If you want to know whether the applicants are the perfect fit for their job roles, then you should conduct psychometric tests. 

Psychometric Tests Benefits 

Why do a large number of business professionals are making use of psychometric tests? Let us know some of the prime benefits in the following lines. 

* From the basic interview test, you will not be able to know how proficient the candidates are for their job roles. The psychometric tests will give a profound understanding of the personality skills of every candidate. The recruiter can get an idea whether a candidate's personality can rightly fit in with the team. 

* Normal interviews do not let you get high-performing candidates. Whereas, the psychometric testing allows the employers to obtain high-performing applicants. The tests also let you be fair on the candidates who actually deserve the jobs. 

* As the psychometric tests get completed by the job applicants, the hiring manager then calls only the deserving candidates who are suitable for the particular position. By doing this, the hiring manager will not have to do the screening and interviewing other candidates who are unsuitable for the job positions. 

* In the interview environment, you can never figure out a candidate's future potential. The psychometric tests lets the candidates perform without any constraints. A recruiter will come to know that the selected candidates have the competencies to do a particular job. Also, the recruiter will know that the personality of the candidates will match well with the culture of the organization. 

Seek Assistance Of Talent Measurement Company 

As a business owner, you would certainly not have time to recruit the best candidates for your organization. How will you know which job applicants are suitable for your company? Get in touch with the eminent talent measurement company to get top-rated candidates for your organization. The entire hiring process of psychometric tests will be conducted by the talent measurement company. You can expect the best talents in your organization with the help of psychometric tests. The experts will assess the knowledge, cognition skills and behavioural skills of the job applicants through the psychometric tests. The assessments will decide the job roles of every candidate which would be apt for the job industry. Hire the esteemed talent measurement company to get high-quality services from the experts. 

Vital Domains 

The psychometric test for hiring in the talent measurement company is highly appreciated by countless employers. The talent measurement company assesses logical reasoning, quantitative reasoning and verbal reasoning tests. The total duration of the psychometric tests is around an hour. Every domain consists of 20 questions. Candidates have to answer the questions in 20 minutes. Candidates will be attempting multiple choice questions. There are various topics in the logical reasoning tests, quantitative reasoning test and verbal reasoning test. Candidates can collect the test report soon after finishing the exams. 

Key Features Of The Online Assessment Platform 

The registration of a large number of job applicants is done through the exam booking system. No matter how far you are, you can keep tabs on the candidates' tests. Get real time results along with data analytics from the expert team. You can clarify your doubts pertaining to the candidates' assessment throughout the day and night. The assistance will be available through phone calls, chats and emails. 

Services Offered 

Various services are offered by the talent measurement company. The services you can avail are recruitment assessments, psychometric tests, programming tests, aptitude tests and campus hiring. Book your desired services at a relatively reasonable rate. You can also get trained on how to conduct psychometric tests. 

Get a top level of employees in your organization by hiring the experienced talent measurement company which will execute psychometric tests.

A Complete Employee Onboarding Checklist

Did you know that 65% of employees who go through an effective onboarding program are more likely to keep their job for at least three years?

By following a certain process when you hire someone new, you make them feel welcome and well-oriented from day one.

You show them that you care and you make them feel like they're part of the team -- and who wouldn't like to be received like that at their job?

Our question is, do you know how to welcome a new hire in the best way possible? If you're not sure, our employee onboarding checklist will definitely be useful, so read on!


Before the First Day

The onboarding process starts before the employee's first day.

In fact, from the moment you decide to hire someone, you can start going over some employee engagement ideas, preparing everything to receive them and sending them some relevant information:

• Make the new hire official with the HR team
• Prepare the relevant paperwork
• Send the employee an email going over their job description, as well as important details, like the dress code and itinerary of the first day
• Prepare the employee's workstation
• Communicate the new hire to the rest of the team

During the First Day

First days are nerve-wracking and we all know that.

As such, your main goal here is to make your new employee feel at ease and to make them see that they've been hired by a company that cares about their employees:

• Give the employee a tour around the office
• Go over their responsibilities and other details like work hours, code of conduct, and relevant policies
• Introduce them to the team and, in particular, to their mentor
• Send them the employee handbook and any training materials
• Make sure all the necessary HR documents are signed
• Have coffee or lunch with them and get to know them in a more informal manner

During the First Week

Throughout their first week, your new employee will be settling in and getting closer to other members of your team.

This will still be a phase of adjustment but it is also when they should start receiving assignments, so that both of you know that this job is, in fact, a good fit for them:

• Assign the employee their first project
• Check-in with them every day
• Schedule introducing meetings with relevant teams (or team members)

During the First Month

After their first month, the employee will probably be well adapted.

By then, they will have had time to get to know more about the company, the team and their role and, as such, it's the perfect time to hear what they have to say:

• Ask them for feedback on the initial month
• Give them your feedback
• Go over their next projects

Start Using Our Employee Onboarding Checklist Today

Adopting an employee onboarding checklist like this one will help you make sure that everyone you hire has a great experience in your company right fro the get-go, and there's no better way of boosting your employee retention than that.

If you enjoyed reading this article, we have many others that you'll like. Keep exploring our blog for more advice on all things business! Visit the HR section of Frugal Finance right now to learn more about recruiting and employee onboarding strategies.

Hiring Manager Handbook: Finding the Right Person the First Time

Hiring the right person for the job can seem like it is going to take forever. You keep trying to find the right person, but they keep falling through.

It can be disheartening when you're trying to fill a role that is critical to your company's operation. We are here to help you so you can be successful in your role as a hiring manager. Continue reading this article to learn how to make a good hire.


Clearly Define the Job Before Trying to Hire

It is easy to get excited to look for a new hire and try to put the cart before the horse. If you want to be one of the best talent magnets around, you first need to know who you're trying to attract.

When you're defining the person that is going to work in the role you want to hire for, try to imagine them sitting right in front of you. What is their personality like? What type of energy do they have about them?

The more you can see the person you want to attract and construct what skills they need to have and how they should interact with their coworkers, you can move on to the next step.


Write a Job Description

Now that you know what you want out of the person you're going to bring on the team, it's time to put together the job description. When you're trying to get someone to join your team, you shouldn't fabricate anything about the position or your company.

If you sugar coat it before the person comes to work with you, you're going to have a hard time getting them to do anything once they are there. Be honest about the responsibilities of the job. Make sure they understand exactly what is expected of them from the beginning, so there is no misunderstanding.


Plan Your Strategy for Recruiting

Don't just hope that people show up and apply for your job. Having a recruiting strategy in place before you get started will help you through those days that are extra rough.

If you aren't getting the responses that you want and it feels like there is no ideal candidate that wants the job, that's when you'll fall back on your recruiting strategy and keep going.

Before you can make a job offer, there are many other things you have to do, so make sure you are very clear about what those things are, so you can stay on track.


Tap Into Your Pipeline

A truly brilliant hiring manager knows to create relationships with great people in their field. They know they shouldn't just make connections when they are hiring because that is going to slow the process down.

Since you've been building relationships with people throughout the industry, it's time to tap into some of those possibilities. You might have people in your contacts that are currently working in the exact position you're looking to hire for, but fo someone else. Or you might know of someone that is due a promotion at another company, but they aren't happy because they haven't been able to land it yet.

When you talk to these people, you already have a relationship with them, so that is going to make it a lot easier for you to get the ball rolling with the recruitment process.


Take Plenty of Time to Review Applications 

It can be easy to feel like applications are all a blur. Who said what? Which of these candidates is going to be the perfect fit for the company?

While reviewing applications isn't going to give you all the information you need, it is going to allow you to see who can make it to the next step. Before moving people to the next step, make sure they have the right credentials for the position.


Prescreen Potential Candidates

If you have a good feeling about someone, this is where you want to set up a prescreening call to see if everyone is on the same page. You might find out that a candidate who looked like the perfect fit on their resume did not cut it when you spoke with them on the phone.

You don't want your waste your interviewing and selection committee's time. Prescreening is the perfect way to weed out the people that aren't going to work.


Ask Important Questions

You don't have to get too creative when you're asking hiring questions. You want to make sure they understand the role as well as the compensation and other important parts of the job.

If you want to make your interview unique, you can look up different interview questions online to see if you can throw them a curveball. Sometimes it is good to throw them off their game and see how they deal with something they didn't expect.


Do a Background Check

Doing a background check will help you get an idea of who you might be hiring. It's important to know if there is anything questionable. Depending on the industry you're hiring for, you might not be able to have people with certain criminal records working for you.


Becoming More Effective As a Hiring Manager

Now you know more about how to become more effective as a hiring manager. You don't have to be frustrated in your searching anymore because you have the knowledge you need to make the wisest decisions.

Do you want to learn more about how to hire top talent and other important topics in human resources? Continue reading our blog to get the information you need. Visit the HR section of the Frugal Finance Blog right now!

How Can Retail Increase Staff Retention?

In the UK, there has been an issue with unemployment. Less people out of work means fewer people claiming job seekers allowance and a rise in overall disposable income, both advantages for the state of the economy. With the closure of high street stores set to continue this year, and retail workers facing the highest levels of unemployment, it’s important that successful retailers do what they can do reduce unemployment in the industry — but how? 

Charity Collaboration 

Partnering with a disabled or mental health charity for example can help you reach those who are out of work because of a disability or health issue and encourage them to apply. 

One example of this is retailer, CT Shirts. This company has a long-standing partnership with the Prince’s Trust which involves fundraising and a mutually beneficial relationship. This charity works closely with vulnerable young people who need a helping hand to get their lives back on track. 

Like many retailers that The Trust works with, CT Shirts took advantage of one of their “Get Hired” days — a day of greetings and interviews with young people who have been through The Prince’s Trust Programmes to get to know some potential employees. All of this helps employee retention, which is a top priority for them.

Creating More Opportunities 

A few years ago it was reported that retail companies in the FTSE 100 are ahead of other industries when it comes to gender diversity. Retailers should focus on broadening their selection process when it comes to the recruitment process. This can ensure that those who’ve lost a job in a retail position face equal opportunity when it comes to finding a new role. 

Encouraging diversity in gender and cultural background when hiring is not only beneficial for employees, but also for the business itself. Ultimately, when a workforce is representative of a customer base, it can lead to a better understanding of the target market and an improvement in business performance. 

Government Objectives 

Two years ago, the Minister for Disabled People, Health and Work created an initiative that retail businesses could partake in, in a bid to reduce unemployment in the sector. It is called the “Disability Confident” employer scheme which provides employers with the skills, examples and confidence to recruit and develop disabled employees. 

Government objectives have set the task to have one million more disabled people in work by 2027. By looking at the Disability Confident list of employers that have signed up, we can see that branches of big names such as Asda, Barclays, and B&M Bargains are all committed. 

Cross-Discipline Training 

It’s true that for many retailers, while the jobs of their in-store employees may be at risk, often recruitment in their digital marketing and e-commerce teams are still growing. Therefore, an important consideration to make is whether retail employees should be trained in other areas of the business too. Or at least should their knowledge of the company and its products or services be valued so that their given the opportunity to progress in another area of the business after redundancy? 

There are advantages and disadvantages to this idea, but it’s certainly something for retailers to think about before making mass redundancies across the business. Cross-discipline training can also encourage more loyal employees and therefore those who are more invested in the performance of the retail business as a whole. 

Retail Retention Results

As we can see, there are a range of considerations that retailers are currently making or should think about when it comes to reducing unemployment. As some retail companies pave the way, it’s down to other retailer industry players to make big changes too with employee retention.

Finding the Right Talent: Best Recruitment Software and Tools

The recruiting process for any business is time-consuming when you are looking for the best talent to get the job at hand done. If you are having a hard time recruiting good staff, it might be that you are not using the right tools. 

Keep reading for the best recruitment software to make your job easier as a recruiter or headhunter.  


Best Recruitment Software for Agencies

If you are an agency that has to fill positions for clients then you need additional features geared towards specifically recruitment agency software. Agencies search large amounts of data which means that the software used has to accommodate to these searches.

Last but not least you will want to make sure that you have the extra features to handle client details. This means that a customer relationship management (CRM) functionality is in order.


Enterprises

If you are an enterprise looking for the best software to fit those needs, there are critical functions you want to make sure are included. The in house recruiting department will need to be able to collaborate and share applicant information with the hiring managers. 

This means that the recruitment software has to have strong collaboration features. An enterprise might also prefer to have a career page that is branded to the company along with internal job boards and an application portal.  

Having extra features like this will make it easier to hire internally and will also facilitate employee referral programs. 


Small to Medium Business

If you are a small to medium business you will have simpler needs. You will no doubt benefit from recruiting software just like enterprises and agencies will but will not find yourself needing complex systems. 

A smaller to medium-sized business will probably find it beneficial to integrate the current existing systems to use the existing data. If you have a small business then you might be able to get away with a free version of a recruiting software. Typically a free version will come with limited functions but as your business grows you can upgrade to have the functions that you need.


Tips

When you are choosing the best recruiting software, you want to make sure that you identify your goals and make a list of the features you must have. This will make it easier to narrow down your choices when you begin your search.

Research the potential software company. You want to look for any reviews and testimonials. Try to look for any reviews about their customer service to help avoid dealing with a company that is only out to make some cash.

Take into consideration software that will automatically give the applicant status updates on their application, and interview process. This will help make the current 81% of job seekers happier since they report that they would prefer to have more status updates.


Which Recruitment Software Will You Choose?

When you are looking for the best recruitment software you want to make sure that the one you choose fits your specific needs and narrow it down from there. Whether you are an agency, an enterprise, or a small to medium business there is a perfect software waiting for you.

Did our blog post on recruitment software and tools help you? Please check back often to never miss our latest insightful articles. Visit the HR, Career, and Tech sections of our website right now!

Startup Hiring Guide: How to Get the Right People for Your Company

Congrats on keeping your company up and running all on your own. Being a one-man band can be exhausting, but the fruits of your labor certainly show how much it's been worth.

Now, however, you're ready to really up your game. You've tasted what true success feels like, and you want more of it. The problem is that in order to expand, you have to hire people - and that in and of itself can be a problem.

The key to startup hiring is very important, but luckily it's not as difficult as you might be led to believe. Keep reading to find out how you can recruit the best people for your company's success.


Startup Hiring Begins With Finding Early-Stage Opportunists

Let's face it: start-up companies are volatile. About half of all start-ups crash and burn within the first 5 years, and most workers aren't okay with those odds. Top that off will very few company benefits, and finding anyone at all is a challenge.

However, there is one way to handle this matter by finding people who are looking forward to such high-risk, high-reward endeavors. These people, like you, are hoping for an impressive ROI from the company's success.

By marketing to these demographics, you can be sure to gather hustlers who will put in the most effort into making the business dream a reality.


Don't Worry About Business Titles

Big businesses have all sorts of neat titles for every position known to man, and you may feel like you should have the same. For a startup such as yourself, however, the opposite is true.

Your business is too young to have any sharply defined goals, and there's just too much to handle to give out singular business titles. The best thing to do is to think of each new hire as a co-founder, as that's essentially what they'll be.

Find employees who can wear many hats and juggle many things at once. You'll need them to be able to help you handle as much as they can with the business. Don't hire people based on appearance or other ridiculous criteria... it does still happen a lot even in these modern times.


Get Some Strong Referrals

Big businesses have their own brand to speak for them. Medium businesses have great customer reviews. You, on the other hand, have neither.

So how do you even the odds? Simple: get strong referrals from well-known entities.

By proving your worth to people or businesses that have clout, you show to any potential hires you know what you're about, and you have a set agenda for what you're capable of doing. You'll start seeing new hires come to you in no time.

Still think you need a bit of a hand finding the right people? Find a start up recruitment agency to get ahead of the competition and recruit the best employees to push the envelope of your company dream.


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