Talent acquisition is one core component to managing organizational talent. The key to successfully recruiting and retaining top talent is to develop a consistent process to attract and retain those employees that align to your strategic organizational needs. HRC can help you recruit, select, and retain top talent through our talent acquisition service offerings!
Recruiting and hiring employees is no longer just placing an ad for a position, conducting a standard interview, and selecting a candidate based on a “best out of the bunch” approach. Organizations today realize the level of investment made in their human capital as well as the level of performance required by their workforce to maintain competitiveness in today’s market. Selecting the wrong candidate can cost your organization valuable production time and money. This is why HRC offers strategic Talent Acquisition & Planning Services that help you make the right decisions for long-term benefits to your organization.
Strategic Recruitment Support
When we say Strategic Recruitment, we mean strategic! HRC provides the expert services and resources needed to ensure your recruitment efforts pay off for the long-term! From the very start of identifying the skills needed to the end of the candidate evaluation and selection, HRC ensures your workforce additions are the right fit for your organization.
Skills, Capabilities, Behavioral & Characteristics Assessments
Managing today’s human capital is challenging enough, but you don’t need to make your decisions based on subjective processes and instinct. HRC provides a wealth of assessments to help make strategic decisions. Whether it’s succession planning, new hires, organizational alignment, or performance improvement, HRC’s validated Assessment Tools can provide the knowledge you need to make the decisions that really matter.
Job Analysis, Job Evaluation & Job Descriptions
Job analysis, evaluation and development of accurate job descriptions support many critical aspects of an organization’s human capital management –
- Recruitment of the correct candidate
- Establishment of competitive compensation
- Individual productivity and employee engagement
- Streamline of work processes and accountability
- Identification of training needs
- Compliance with labor laws and legislation.
The list goes on. Regardless of the need, completing job analysis or evaluation or developing job descriptions effectively is of the utmost importance and requires specific expertise and knowledge. HRC has been providing these services to our clients since 1998. Our experts continuously stay abreast of changes in legislation as well as industry best practices to ensure both the processes and resulting job documentation can withstand legal scrutiny and protect our clients, while supporting the backbone of their operations.
Job Analysis – What does it take to be successful in a particular position?
Jobs are analyzed to identify the requirements needed for employees to be successful on the job – helping both the employer and the employee. There are numerous methods of analyzing jobs including observation, interviewing, questionnaires, competency profiling, etc. Regardless of the method used, HRC focuses on the job itself and not the person performing the job. This ensures accuracy of job function regardless of who is performing it.
Depending on the nature of the job as well as project specifications, HRC typically applies our proprietaryFoundation of Measured Success® job analysis approach, which incorporates a two-fold, cross-referencing solicitation and validation of the job by both the job incumbent and supervisor, ensuring consistency by title and/or work area. Other methods are incorporated into the analysis process as needed to develop a comprehensive job profile. The results are improved compliance with various employment-related laws such as the American with Disabilities Act Amendments Act (ADAAA) and the Fair Labor Standards Act (FLSA), as well as other relevant state and local laws.
Job Descriptions – Why are they important and what should they include?
Job descriptions are the foundation of organizational performance, serving in a variety of HR functions. At HRC, the development of effective job descriptions is a critical part of our Foundations of Measured Success philosophy. HRC-developed job descriptions:
- Define the jobs for performance planning, transfer, promotion, staff planning, career, and disability accommodation purposes
- Use standard formats that allow for consistent application
- Give employees written definitions of their jobs
- Provide reliable sources for compensation plan design and establishing internal equity
- Help organizations move swiftly to increase or replace staff due to increased business or turnover
- Help those responsible for work flow to perform systematic analyses of organizations’ work processes from start to finish
- Assist in meeting important compliance obligations.
- At HRC, we develop job descriptions that are broad, descriptive, and flexible to enable adaptation to your organization’s changing needs. We work with our clients to develop effective templates, identify critical goals and unique qualifiers of their organization, and then we help to establish and connect each job’s duties back to the critical goals of the organization. This ensures alignment of each job to the overall success of the organization, while providing the details needed to support effective job performance. At the same time, every job description developed by HRC includes the minimum criteria needed to successfully perform in the job such as required knowledge, skills, and abilities, responsibilities, reporting structure, and typical mental and physical requirements of the job for American with Disability Act (ADA) compliance.
Job Evaluation – What is the value of each job within my organization?
Job evaluation is a systematic process of determining the relative value of various jobs within an organization, and assigning jobs to a hierarchical index of job value. Effective job evaluation enables an organization to:
- Provide fair pay to its employees
- Attract and retain its needed talent
- Identify duplication of tasks and gaps between jobs and function allowing it to make strategic alignment decisions
- Identify qualification requirements
- Place jobs in salary structures
- Maintain internal equity
At HRC, our trained and well-experienced staff provides an unbiased, holistic approach to evaluation of an organization’s jobs.
We focus on only the job itself, not the person performing the job – something that can be very difficult to do if you are an employee of the organization.
We understand the effects a job evaluation process can have on the employees such as job insecurity or fear of pay cuts – so we assist in using an organization-wide involvement and continuous communication process helping to ease concerns and establish a sense of ownership from the results of the job evaluation
We know the struggles that can occur with management involvement and we take a proactive approach from the onset to help ensure the cooperation needed for successful project completion
We complete job evaluations using current industry best practices in alignment with the requirements of equal pay legislation such as the Fair Labor Standards Act and Equal Pay Act. Typically, job evaluations are completed after the job analysis and job descriptions are complete. HRC employs both non-quantitative methods of evaluation such as job classification, as well as quantitative methods such as a job point-factoring which utilizes compensable factors to determine internal worth – a key to establishing an internally consistent compensation (HL to Compensation Analysis & Design) system that can serve as a strategic tool for the organization.
Interviewing employee candidates is a critical element of any hiring process, regardless of the nature of the position. With the ever-changing and ever-challenging equal employment landscape, the level of risk associated with it, and the cost of a wrong hire, you cannot afford to conduct interviews without appropriate preparation and consistent, dependable, and strategically aligned tools and procedures. HRC develops custom Interview Guides to assist in the interviewing of candidates that provide for:
- Strategic alignment with the knowledge, skills, and capabilities needed in the position
- Consistent, dependable, and qualified rating of candidates
- Strategic alignment with the mission, values, and goals of the organization and project team(s)
- Required level of documentation
- Appropriate level of screening for phased interview processes
- Required pre-interview preparation for interviewers
- Gathering of critical, needed information
- Coordination and synchronization of interviewers’ roles
- Identification and strategic alignment with the critical aspects of the job and the environment.
Don’t underestimate the power and value of your interviews. It could cost your organization more than the position is actually worth. Let HRC help to ensure the success of your interviews and the important level of risk management needed.
Employee Onboarding And Transition
Your employees make a commitment to you and your organization when they accept an offer of employment. At the same time, you have made a commitment to them as a valued part of your workforce. That commitment starts right after job acceptance and ends when employment ceases. HRC helps our clients meet that commitment, enabling successful beginnings that support the prospering of your new employees and successful transitions when employment ends. All aspects of the employment lifecycle are important – let HRC help to ensure the lifecycle begins and ends the right way!
Orientation programs serve as an important element of the recruitment and retention process. Many employers may recognize this and may even categorize their practice of giving new employees a handbook and having required forms completed as an “orientation program.” But at HRC we know the benefits and value a good orientation program brings to an organization, and our Orientation Programs are developed so that our clients can reap these benefits:
- Reduced Startup Costs – Good orientation programs help new employees get up to speed quicker, thereby reducing the costs associated with learning the job.
- Reduced Anxiety – Good orientation programs help to reduce anxiety that results from entering into an unknown situation, and help provide guidelines for behavior and conduct so new employees don’t have to experience the stress of guessing.
- Reduced Employee Turnover – Employee turnover increases when employees feel unvalued, or are placed in positions that impede job performance. Good orientation programs show that the organization values the employee and helps provide the tools necessary for successful performance.
- Reduced Supervisor Time: The better the initial orientation, the less likely supervisors and co-workers will have to spend time teaching the employee, costing additional production downtime.
- Increased Clarity of Job Expectations, Positive Attitudes and Job Satisfaction: It is important that new employees learn as soon as possible what is expected of them, and what to expect from others, in addition to learning about the values and attitudes of the organization. If the employee feels well informed and isn’t met with surprises, increased positive attitudes and job satisfaction will occur thereby increasing their desire to give their best efforts to the employer.
Let HRC invest the time needed to ensure your recruitment efforts pay off, planting the right seed from the beginning with effective orientation!
Policies & Procedures
Effective workplace policies and procedures have never been more important than in today’s challenging, ever-changing business world. It is essential for organizations to have policies and procedures developed and implemented based on best employment practices, if for no other reason than to protect your organization and its employees.
But effective policies and procedures offer benefits beyond this – they provide for:
- Uniformity and consistency in decision-making and operations
- Demonstration of the organization’s values
- Quick and efficient action and resolution when a problem occurs
- A framework for business planning
- Direction of the organization despite periods of change
- Assistance with performance assessment and accountability
- Clarification of functions and responsibilities
- Improved communication for employees
- An overall sense of stability and dependability to the workforce
- And of course, employment practice-related risk management.
HRC develops both individual policies and procedures for our clients, as well as entire Personnel/Employee Handbooks, all based on industry best practices and in alignment with today’s ever-changing state and federal regulations.
HRC offers solutions to fit any organization size or need including:
- Handbook Express – a downloadable template you can customize yourself
- Review of your current policies and procedures to ensure compliance with the most current regulations
- Development of individual policies and procedures to meet organizational changes
- Development of your entire Personnel/Employee Handbook from start to finish.
- HRC also provides custom training at both the supervisor and employee level to ensure your workforce understands its roles, responsibilities, and expectations.
Don’t guess when it comes to your policies and procedures – Depend on an experienced professional – Depend on HRC!
Employee Exit & Workforce Downsizing
Employee separation is a normal part of any business. Whether it’s layoff, termination, resignation, or end-of contract off-boarding, managing this process cannot be underestimated because mismanagement of even one employee exit can cost your organization tens of thousands of dollars. HRC designs Employee Exit and Workforce Downsizing programs to ensure all aspects of this process are accounted for and managed effectively to minimize critical risks and maximize benefits that can result from these efforts. Our programs are customized to the unique nature of your business as well as the stage of your business lifecycle. Our programs can range from development of a simple procedure, checklist, and turnover calculation and monitoring tool, to a full-scale transitional support program for workforce downsizing efforts to include:
- Strategic plan development for phased exiting
- Temporary hiring and identification and securing of critical talent
- Employee transition support for re-employment, unemployment, and transfers
- Facilitation of training and workshops for employees and management
- Executive and stakeholder level communication
- Activity monitoring and reporting mechanisms
- Development of severance packages
- Post-layoff/termination logistics planning and procedures.
HRC’s Employee Exit and Workforce Downsizing programs are designed according to industry best practices to meet equal value legislation as well as with compassion and consideration for all employees, ensuring your reputation as both an employer and a product/service provider is protected to the best of its ability.