South Jersey BIZ - Issue #8 (August 2024)

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SJBiz 0824 Hiring Feature_Layout 1 8 / 7 / 24 1 : 07 PM Page 1 ’ ’ DO S AND DON TS OF PERSONNEL LOCAL HR PROS SOUND OFF ON THE PRACTICES THAT ELEVATE YOUR HIRING PROCESS AS WELL AS THE MISTAKES TO AVOID TO MINIMIZE YOUR STAFF TURNOVER . B Y M A D E L E I N E M A C C A R hether you’re looking to add new talent to your team , hiring for a gap in talent and knowledge , or making sure key team members have plenty of reasons to stay , some local HR experts have shared Wtheir insights into how a mindful , modern approach to hiring can set the stage for holding onto that new employee as they become a seasoned staffer who may start looking for greener pastures . DON’T CLING TO OUTDATED what new stuff can they do and learn , and you’re looking for . The key is to know the MANAGEMENT POLICIES . what new opportunities can they find . ” skills you need , and then set up the appli - DO ADAPT TO CURRENT With an empowered workforce collectively cation process so that the system can au - REALITIES . becoming more confident in identifying tomatically send them a nice , automated The effects of lockdown remain wildly im - deal - breakers and leaving stagnant careers email that says , ‘ Sorry you don’t have the pactful for the ways they allowed people that paid the bills but offered little else , or - requirements for this position and that this to reconfigure their professional and personal ganizations will need to accordingly adapt job wasn’t right for you , but we really ap - lives , refocus on what mattered to them , and meet those job - seekers — and their preciate your time and would love to have and proceed with a new understanding of expectations — where they are if they want you apply for another position . ’ what benefits are the most important . to avoid the high cost of frequent turnover Engagingpotential employees for future “ COVID really did change everything , ” and a diminishing talent pool that’s taking work can be a useful , timesaving approach , says Rachael Dochnahl , senior human re - its skills where they’re more appreciated . especially when you do find yourself con - source generalist at Workplace HCM . “ There tacted by candidates who might be perfect were a lot of new opportunities I think it DON’T BE CAVALIER IN EITHER for another role , or who were close run - created : As an HR professional , I really saw CRAFTING JOB LISTINGS OR ners - up in a tight race among applicants . how it helped people achieve the work / life RESPONDING TO APPLICANTS . Yankell advises staying in touch with those balance they needed . … There was no DO WRITE POSTINGS INTEN - individuals rather than ghosting them en - real option for remote work before , or it TIONALLY AND PROACTIVELY tirely — a huge , albeit increasingly common was very , very limited , so there was more MANAGE CANDIDATE taboo on both sides of the interviewing competition among people thinking like , RELATIONSHIPS . process — to ensure that they keep your ‘ I want to work as close to home as possible , If your posted openings are attracting lots company at top of mind as they continue what do I have to do to make sure I’m of attention but not necessarily from the their job search for a position better aligned more qualified over everyone else ? ’ Where caliber of talent you need , you might want with their talents and goals . now , at least in my industry and the re - to revisit the listing’s content to see where Managing your candidate relationships cruitment we do , you still get 80 applications the disconnect is . is much like managing client and vendor over three days for these positions that “ There is a secret sauce , ” promises ones , just with a different outreach campaign [ applicants ] might not necessarily be qualified Morris Yankell , founder of HRComputes . modified to suit that purpose , and can for . But there’s this new desire to find a “ The key is a great job description [ and ] help generate authentic enthusiasm for new challenge . People are starting to get asking knockout questions . Let’s say you both the job and your company even bored and they’re realizing , ‘ I’ve been in needa delivery person : The classic knockout before their next interview . this on - site job for 10 years , but now I questions are , ‘ Are you over 18 ? ’ ‘ Do you could do a job like this hybrid or remote . I have a driver’s license ? ’ ‘ Do you have the DON’T UTILIZE TECHNOLOGY might not have all the qualifications but right to work in this country ? ’ Boom , right WITHOUT UNDERSTANDING ITS I’m going to try for this . ’ ” off the bat , you knock out all the people PLACE IN YOUR COMPANY FIRST . Meeting those shifting employee mind - who don’t meet those requirements . It’s DO ASK YOUR TEAM WHAT TECH sets , boundaries and nonnegotiables is , the same if you need a CPA , you need TOOLS COULD BE ADVANTA - indeed , a necessity for employers to stay someone with a law degree , you need GEOUS IN THEIR ROLES . competitive . As Dochnahl adds , ” It’s not someone with an architecture accreditation . Job applicants have tools like LinkedIn about how much money they’re making … Having a clear - cut knockout question and Glassdoor to help them tweak their anymore : It’s about where can they go , helps you identify the specific skill set résumés to put relevant experience and 24 | SOUTH JERSEY BIZ | VOLUME 14 ISSUE 8 | SouthJerseyBiz.net

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SJBiz 0824 Hiring Feature_Layout 1 8 / 7 / 24 1 : 07 PM Page 2 skills front and center according to a job what’s going to impact your bottom line . ” enough to know when they’re struggling , description’s least negotiable items , or when they’re in need of a new challenge , assess the culture at a potential employer DON’T ASSUME NEW HIRES WILL when they’re ready for a new role and to determine if this is a working environment IMMEDIATELY INTUIT WHAT THEY when they’re thriving . It may sound like a they want to join . NEED TO SUCCEED . lot to facilitate communication , but even Employers , too , have an array of digital DO HELP POSITION THEM FOR just five minutes of meaningful conversation and technological options to help in their SUCCESS . or assessment can fortify the goodwill that quest to fill a role with the most promising Ultimately , as long as your company is inspires employee loyalty . candidate , as well as to sustain and stream - hiring people , treating your staff like human And it’s certainly a lot less time - con - line growing operations in an increasingly beings is the bare minimum . Not only at - suming than starting the hiring process all tech - savvy world . But , as Yankell points tracting top talent but also retaining starts over again because a disengaged worker out , it’s not enough to subscribe to this with nurturing those relationships . Getting finally hit their limit . software package or purchase that program some face time with your team , whether “ One of those big things is encouraging and then expect it to be the magic bullet they’re a new hire or a longtime employee , continuing education , when you’re willing that streamlines , automates or offloads the will pay dividends in making them feel to listen to your employees when they say , tasks that technology is equipped to handle : seen , heard , supported and like they’re ‘ Hey , I really think getting this certification You have to mindfully , intentionally invest more than just another cog in the machine . would help me be better at my job and in something made to resolve , or at least It will also help you in identifying what would be great for the company , ’ and the simplify , your company’s complex challenges . their pain points are to help them do their company goes ‘ Absolutely ! ’ and helps pay That’s where engaging in direct con - job more effectively and efficiently . for it — that’s how you get a better employ - versation with your team can help identify Whether you’re at the hiring phase or ee , ” affirms Dochnahl . “ Communication is their biggest issues , brainstorm what can the onboarding one , there will need to be always the catalyst for success in anything , potentially correct or minimize them , and procedures and policies in place to check especially at work when the new kid on explore the ways technology can free up in with your newest team member , assess the block wants to make sure they’re doing your team to tackle more pressing items how they’re both fitting and settling in , en - what they’re supposed to and wants to and responsibilities — without burdening sure they have a clear line of communication know that people are here to help in the and frustrating them with misguided tech - to either address their concerns or ask event that they hit a wall . … But just as im - nological Band - Aids that offer more flashy their questions , and especially to ensure portant is following up . The error I think bells and whistles than actual solutions to that any early snags don’t snowball into that leadership tends to make is that there real - life hurdles . hard - to - break bad habits that negatively isn’t that biweekly or monthly check - in — “ Some companies purchase technology impact them or their teammates . It’s easy an annual or biannual review isn’t enough ! and never apply it the right way , ” Yankell to forget what it was like learning the If that’s all you’re doing , you’re missing out points out . “ Technology’s here to stay , ropes , and encouraging new employees on so many opportunities to create a better and people need to know how to leverage to speak up when they’re overwhelmed or bridge between each one of your depart - that data , technology , AI , all kinds of things confused will help fine - tune your orientation ments . Having a 10 - or 15 - minute conver - that come bundled in some vendor’s pack - and onboarding procedures for optimal sation with the employees keeping your age . … It’s all about how can technology success . company successful can change their whole work better for your team . You want to Keeping that avenue of communication day , and it creates a whole new dynamic use technology to improve the candidate open will also get you into the habit of of prioritizing communication and following w and employee experience , because that’s touching base with your employees often up that can improve everything else . ” SouthJerseyBiz.net | VOLUME 14 ISSUE 8 | SOUTH JERSEY BIZ | 25

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