Tag: Job

Tips For Employers & Employees – Effective Job Interviews

Posted on by Franchise Strategist

Photo by Clem Onojeghuo on Unsplash

Suppose you have not decided what to offer someone or are still negotiating with the candidate. In that case, it’s best to provide a range rather than an exact number. This gives candidates an idea of what they could make if hired and shows that you are flexible and willing to negotiate.

Tips For Employers & Employees – Effective Job Interviews
By Johnny Day

Introduction
As a business, you want to hire the best employees you can. You want people with the right skills who can help the company reach its goals and grow. But only some people will be a good fit for your organization. In fact, according to one study, about 25% of new hires fail within their first 18 months on the job. At that rate, hiring five employees who fail in their first 18 months at work with your company is like hiring only three people who succeed in that time!
Offer salary range, not a specific number.

Offer a salary range, not a specific number.
Suppose you have not decided what to offer someone or are still negotiating with the candidate. In that case, it’s best to provide a range rather than an exact number. This gives candidates an idea of what they could make if hired and shows that you are flexible and willing to negotiate.

Have a plan for the interview before you go in.
Before you go into an interview, you should plan what you want to ask and what kinds of questions the employer will ask you. You should also have your resume and a copy of the job description. Bring a list of references who are willing to be contacted.

When it comes time for your interview, follow these tips:

* Know what you want to ask. The employer may only tell you about some aspects of the job. Instead, they’ll give out one piece at a time during different parts of the interview process to see if candidates are interested in both the work itself and all other aspects related to working there (e.g., pay).

* Have your questions ready so that if something comes up during or after their presentation or tour—like whether there’s room for advancement—then feel free to ask these things without feeling like an outsider who doesn’t belong!
Explain the company culture to candidates.

* Recruiters, managers, and executives should explain the company culture to candidates. Because culture is a set of values, it’s essential to define them early in the process. The goal is to give candidates an understanding of how your organization approaches its work and what being part of that organization means. It may be helpful for recruiters and hiring managers to refer back to this definition when conducting interviews with prospective employees because it can provide a common understanding among team members if they all use the same language when describing their roles within the organization.

Make sure they know what their duties will be.
Clearly outlining the duties of a job is a must. As a manager, it’s your responsibility to ensure that employees know their position and how a manager will evaluate them. If you’re hiring someone who has been doing this type of work for years, you’ll want to take them through orientation so that they know what you expect. If someone just graduated from school with little or no experience in your field, then I recommend taking some time out of their first week on the job to explain things like:
What is expected of them in terms of output and output quality? (This is usually tracked in metrics.)
How do we measure performance? (These measurements may include customer satisfaction surveys.)

Don’t be afraid to ask them to elaborate on their experience and qualifications.
Asking candidates to elaborate on their experience and qualifications is part of the interview process. Still, it’s also an excellent opportunity to learn more about someone’s personality and character. For example, if a candidate has said they have experience in social media marketing, then ask them to describe the last project they worked on from start to finish. On the other hand, if their resume lists specific projects, ask them what kind of work they’ve done in that area before.
If someone has little professional experience (e.g., a high school student looking for a summer internship), then ask them how they’ve approached learning new skills or subjects outside of school-related activities. For example: “Tell me about a time when you had to teach someone else something.”

Give them time to think about it.
Before hiring, ensure the candidate has time to consider it. Suppose they’re ready to sign on right away. In that case, it might mean that they’ve already taken a job elsewhere and are just trying to be polite by pretending otherwise. It’s also crucial that you give them plenty of time so they can ask questions. They probably have some concerns or reservations about joining your company—perhaps even some reservations about working with you—and those issues need to be addressed before anything goes any further. Finally, once someone is hired, their start date must be pretty close to the future. You want them to feel secure and comfortable enough with their decision that they don’t leave for another position before their first day at work; this would lead directly to lousy employee retention rates later down the line!

Tell them about the benefits package.
Benefits are a big part of the job. Make sure you have a good benefits package and your employees know about it. That way, they’ll feel valued by the company and be more likely to stay with you for extended periods.
What kind of benefits do you offer? Do you offer a 401K? Paid time off? Health insurance? These things all play into how willing someone will be to commit their life to your company—so make sure you’re offering them everything they need!

Ask if they have any questions for you.
If you haven’t already, ask your new employee if they have any questions.
Asking what’s on their mind will ensure you can address any concerns they may have about the position.
This is also an excellent time to make sure they are comfortable with the role and explain more about what it entails so that you can determine if this is a good fit for them.

Use these tips to conduct a more effective job interview that will help your company find and retain the best employees it can find When interviewing candidates, it’s important to be prepared with a plan. An effective interview will help your company find and retain its best employees. It’s also important to explain the company culture to candidates during this preparation process. You should also make sure they know their duties for an effective job interview that will help your company find and retain the best employees it can find.

Conclusion
This is a recap of the tips we’ve given above. If you need to decide which ones to use, mix and match them as needed.

Maximizing Employee Retention

Posted on by Franchise Strategist

Photo by Desola Lanre-Ologun on Unsplash

Maximizing Employee Retention
By Johnny Day

An engaged employee contributes to the organization and feels valued by it. In addition, an engaged employee can be more productive, loyal, and energetic than a disengaged one. And when employees are happy at work, they tend to stay longer with their employer. For this reason, companies are increasingly focusing on improving employee retention rates. However, not all companies have the same needs or resources, and there are no simple solutions that apply across industries or countries. So here we will look at some strategies for maximizing your company’s retention rates:

Stop focusing on the costs of retention.
One of the biggest mistakes you can make is to focus on the costs of retaining employees. The price may be slightly higher than recruitment, but it’s a good investment for your business.
Retention rates are typically 20% higher than recruitment costs, so if you can retain just one good worker for an extra year, you’ll have saved more money than you spent on hiring that person in the first place!
Retention can lead to increased productivity and morale within your company, which helps ensure everyone stays motivated at work. It also means less turnover and improved efficiency during work hours because everyone knows what they’re doing now.
The reasons above don’t even include all the additional benefits of employee engagement when people like their jobs.

Create a retention strategy
The first step in creating a retention strategy is ensuring it aligns with your overall business strategy. A solid retention plan should be implemented at all levels of the organization, from executives down to frontline employees. Additionally, it should use data related to turnover rates and reasons for leaving—to shape its strategies and methods. Once you have decided on how you want to approach employee retention (and are ready for action), several tools can help:
Surveys are great tools for gathering information from employees about their work environment, including areas where they feel happy and satisfied and where they see room for improvement. You can use them to determine why employees choose one company over another when deciding between job offers. This information will give you insight into what matters most when making offers yourself!

Exit interviews: Though exit interviews don’t always happen before an employee leaves a company (sometimes managers ask them after someone has already left), they’re still valuable because they provide feedback directly from former employees who have new insights into what made them decide to leave their old jobs or departments within their organizations.*
If you can’t think of anything else to do, then focus on improving the employee experience. You want to ensure that your employees are happy with their work environment, coworkers, and tasks.Exit interviews allow you to find out what employees liked best about their work. They will also help you understand why they chose to leave; they also help you identify ways to improve your current practices or create new ones. These interviews can be conducted face-to-face or over the phone; some companies even use an online survey tool to gather information from departing employees.

Audit your human resources workflows. The first step in improving your retention is determining where you fall short and how. You can do this through an audit of your HR workflows, which will allow you to identify areas where there are gaps, bottlenecks, or redundancies. To do this, ask yourself:
* Are our new hires being onboarded properly? Are there any areas that need improvement (e.g., training) or opportunities for streamlining (e.g., documentation)?
* Do we have an effective method for recognizing and rewarding employees for their contributions? Is it efficient enough that we won’t lose valuable employees because they don’t feel appreciated quickly enough?
* How does our performance management process work from end to end? Does it provide timely feedback so employees can improve their performance and stay engaged?

Speak with your employees
To retain employees, you need to listen. Your employees are the experts on their well-being, so invite them into the conversation about how the work environment can improve things at work. Ask what they like about their jobs and what they would change if given a chance. Ask if they are happy where they are in their careers and whether or not they feel successful in their roles. Ask them if there is anything that the company could do differently to improve morale or make life easier for them at work. If someone feels valued at a company, they will happily recommend it to others who might also benefit from working there.

Retaining good workers can save you time and money as long as you care for them.
Retaining good workers can save time and money in today’s competitive business world. Here are a few tips to help you keep your employees happy and productive:

Appreciate them! Giving praise and showing appreciation for their work shows that you value their contributions, encouraging them to continue doing great things for your company.
Please give them the tools they need to succeed! If an employee is struggling with something they’re working on, helping them out or getting different technology might be enough to get them back on track again. If not, having a dedicated mentor on hand may be helpful too!

Encourage team bonding activities like group lunches or outings (always keeping safety in mind).
How do we measure and evaluate our employees’ performance? Is it timely enough to make an impact on their career development? How do we ensure that all employees receive regular feedback on their roles, responsibilities, and expectations? If you can answer these questions effectively, you can create an HR strategy that keeps your best talent. Many happy companies have taken to social media to understand their customers better. They are listening and responding to the needs of their audience. If you want your employees to feel valued, you should do the same thing. Ask them what they like about working for your company and what changes could be made to improve things even more. These questions will help your employees feel closer to each other and their workplace, which may encourage them to stick around longer. Offer growth opportunities! If an employee has been with you for a while, consider giving them more responsibility or training on something new to expand their skill set.

Conclusion
We hope this guide has been helpful for you and that it’s helped you think about employee retention in a new way. While most HR professionals know retention is essential, many don’t spend enough time planning for it or taking action to improve their retention strategies. But by following our tips here—and making sure your own company is prepared to do its part—you can help ensure that your employees feel valued and appreciated at work, which will lead them to stay longer with your organization. And if all else fails? Try giving out some nice bonuses!