Finding Qualified Applicants
June 9, 2009 by Ronda
Finding and hiring good employees is one of the most important things you can do as a small business. Employees help set the tone, do the work, deal with customers and are on the front lines. Thus, it is important to have the right people in the right positions to ensure your success.
Before hiring anyone, you need to have a very clear idea of the necessity of the position and what the position will entail. A job analysis (although often underutilized) is one of the best ways to define your hiring needs. It is essentially the process of gathering, analyzing and synthesizing information about a position in order to identify the position’s task, functions and roles. A job analysis also requires you to define the competencies required to perform the work of the position.
Following job analysis, you should prepare a job description. A job description helps you focus on the qualities you want in an employee, including duties, responsibilities, experience, skill sets and so on. You should also consider personality and compatibility. After all, you will spend lots of time with your employees. Finding those who complement the vision of your business will go a long way in establishing an enjoyable workplace.
Once you know what you want from an employee, you need to find a stable of potential candidates to interview for the position. Some options to consider that are off the beaten path include:
- Craigslist. This online classified ad marketplace is a good place to find Generation X or Generation Y employees/applicants.
- Temp Agencies. The best thing about hiring a temp is that you can test drive an employee before making a long-term commitment.
- Seniors. Older workers usually have an excellent work ethic and are responsible and eager to please.
- State Employment Agencies. Every state has job placement programs. If you tap this resource, the State will not only post your job listing on State job boards, but also may prescreen applicants for you.
- Colleges. Universities are a good place to find smart, inexpensive part-time employees or even interns.
Finding good employees has a large impact on the success or failure of your business. Take the time to map out your needs through a job analysis and job description before you begin searching for potential candidates. In doing so, you increase the likelihood of locating a good fit for both you and your organization.
Virtual Assistants – An Alternative to Hiring Employees
April 21, 2009 by Ronda
If you don’t want the expense and responsibility of hiring employees and finding space for them to work, consider hiring a virtual assistant. Virtual assistants are independent contractors who work from their own home or office, handle duties for you, and communicate with you via telephone, fax, e-mail or messenger service.
Virtual assistants are especially good at handling pesky administrative duties such as collections, marketing, travel planning, research and accounting. They might even help you create your own website, newsletter or schedule appointments. They are typically very affordable — charging only for the time you use. Best of all, by hiring a virtual assistant, you get all the advantages of having an assistant without the associated overhead — no employment cost or taxes, no rate for office space, etc.
Below are some resources for locating a virtual assistant best suited for your needs:
Employee or Independent Contractor?
April 7, 2009 by Ronda
Deciding to hire an independent contractor can often be advantageous and cost-effective for a small business. Although an independent contractor often performs similar duties as an employee, your obligations toward an independent contractor are minimal compared to an employee.
Unlike employees:
- An independent contractor is not subject to minimum wage and overtime requirements.
- An independent contractor generally is not eligible for employee benefits such as vacation, health insurance and retirement plans.
- An independent contractor is not covered by employment discrimination statutes.
- You are not required to provide an independent contractor with workers’ compensation insurance.
- You need not pay any portion of an independent contractor’s Social Security or Medicare taxes.
These benefits will save you money and hassle. But, if a worker is not truly an independent contractor, the results can be severe. Potential liabilities include payment of back taxes, interest and penalties to the IRS for a period of at least two years, as well as back pay, front pay, cost, attorneys’ fees and compensatory and punitive damages in litigation expenses. In short, the consequences of misclassifying employees can be devastating.
To ensure proper classification of your workers, the guiding principle to remember is control and who has it. For a worker to be classified as an independent contractor, he or she should be both physically and economically autonomous of your business. Independent contractors control the process of when and how they do the work. You have the right only to the ultimate result of the independent contractor’s work, not the means and methods used to accomplish the result.
Although using independent contractors can be an effective way to minimize costs and increase the efficiency of your small business, you must properly classify your workers. While control is not the sole means of establishing independent contractor status, it is a determining factor which could make the difference between ongoing business success and bankruptcy.
Managing Generation Y
March 3, 2009 by Ronda
Generation Y is causing quite a stir in the work environment. This generation has very different expectations and preferences when it comes to employment and how they want to be managed.
Members of Gen Y were born between the years of 1982 and 2000 and are currently ages 7-26. Today they represent about 15 percent of the U.S. workforce, and by 2012, that number will increase to more than twice that size. The most technologically savvy of all generations, they possess multi-tasking skills that many of us only wish we had. They volunteer in the community, work part-time, and start their own businesses as early as age 10.
For other generations, Gen Y can be frustrating, especially when you are their manager. Here are five helpful tips for managing Gen Y that will assist with bridging the gaps.
1. Set Clear Expectations It’s important to meet with your Gen Y employees and set expectations early on in the employment relationship. Many managers just assume that Gen Y is familiar with the “corporate rules.” This is not necessarily true and Gen Y has different interpretations of those rules. Some important areas to clarify up front include:
Work hours – if there are standard hours that all employees are expected to work, tell them. Also, let them know if there is flexibility in the hours of work or if they can work remotely.
Dress code – company dress code should also be discussed. Gen Y is typically more casual in their dress. Don’t assume that they know what business casual means. We’re talking about the generation who spend a lot of their time in flip flops and yoga pants. They are not opposed to dressing a certain way; they just need to know what it is.
Use of technology – this issue is becoming more prevalent as more Gen Y’s enter the workforce. This generation is great at multitasking. They can work on a term paper, engage in multiple conversations through instant messaging and surf the web at the same time. Be sure to make clear the policies around use of technology including the company computer and internet. Remember, Gen Y relies primarily on technology for communication. They will utilize the technology that is provided to them as well as their own. If you would prefer that they do not text message their friends during work hours, tell them.
2. Offer Flexibility In a recent survey conducted by our company, over 58% of Gen Y rated flexibility as extremely important or very important to them. While we realize, it is not always possible to offer flexibility, you should attempt to where you can. Gen Y is involved in many activities outside of the workplace and they value the concept of flexible working arrangements. Be willing to discuss options with your employees. This is a key area for retention purposes. If Gen Y’s don’t feel like they are able to balance their work and personal lives, they will find another job quickly.
3. Leverage Their Strengths Like all generations, Gen Y’s have many positive attributes that they bring to the workplace. To get the most from this generation, find ways to leverage their strengths. Provide them with projects and assignments where they can add value. I recently was told a story by a manager who said that her Gen Y employee was “in 30 minutes able to electronically streamline a process that we had been doing manually for years.” Gen Y’s enter the workplace excited, passionate and with lots of great ideas. If you can find ways to utilize their skills and channel their energy, you will experience productive results.
4. Show Them Respect This sounds so basic but it’s not. Frequently, Gen Y’s complain about being treated as their “manager’s child” rather than their employee. They also feel they are chastised because they are viewed as having limited experience as compared to other employees. Gen Y tends to ask a lot of questions and challenge the status quo. This generation has been coached to get involved and they participate in major family decisions. At very early ages they set up the cell phones for their parents, hook up the family computer and provide consultation on the best web sites. Resist the urge to brush them off because of their age and show them the respect that everyone deserves.
5. Communicate, Communicate, Communicate Never underestimate the power of communication. As mentioned earlier, Gen Y relies heavily on technology to communicate. However, we have found through our survey data that, in the workplace 52% still prefer face to face communication with their bosses and peers. They keep in touch with literally hundreds of contacts on a daily basis. Because of the way they use technology, they often assume that this is the preferred method for everyone. Share your expectations of when you want to discuss issues face-to-face and when it’s appropriate to use technology. It doesn’t hurt to be proactive and establish communication guidelines early in the relationship. This will help to avoid mis-communications down the road.
Managing Gen Y doesn’t have to be as difficult as some make it out to be. The key is to set clear expectations and establish open lines of communication. Follow these tips for a positive experience with your Gen Y employees. They will be the future leaders of the business world someday. Let’s take the time now to foster their success.
Kim Huggins is the President of K HR Solutions, LLC based in Harleysville, PA. Her company offers services in the areas of organizational effectiveness, leadership development and team dynamics. Kim is a nationally recognized trainer and speaker on the topic of Generational Differences. http://khrsolutions.com
Article Source: http://EzineArticles.com/?expert=Kim_Huggins.
Anatomy of a Good Manager
February 12, 2009 by Ronda
Managing people is one of the toughest jobs in business. Make the right choices and there is no limit to how you and your business can grow. Make the wrong choices, and the floodgates of trouble never seem to close.
Whether you operate a small business with multiple managers or are a solopreneur, you cannot escape the task of managing people. You have to answer to your employees, banker, suppliers, customers, and, if you are smart, your advisory board. You have to be a good, even great, manager if you plan to survive and thrive.
Becoming a good manager requires time and effort. But the rewards are priceless. Good managers earn the respect of their workers and our creative, motivated and fair. They have a sense of purpose, deal well with tough performance issues and tackle problems head on rather than hoping they will disappear. Good managers also create an environment where employees can do their job productively and positively contribute to the bottom line of the company.
Although all managers make mistakes, the smart ones learn from their mistakes and modify their behavior. The smartest managers learn from the mistakes of others to avoid making the same blunders. By using good techniques and troubleshooting bad situations, good managers create a better working environment and, ultimately, lead people and manage things.
What type of manager are you? And, better yet, what areas of management can you improve upon?
The First Step In Hiring For Small Businesses
February 10, 2009 by Ronda
As a small business owner, there comes a time when you must hire (maybe for the first time) or replace an employee. You may have already done a less than desirable job of both. So, how do you avoid the hiring blues? The simple answer: very carefully!
All too often, employment decisions are made on the fly without much thought or preparation. The result: voluntary or involuntary replacement of misfits. And, every replacement has its cost. The most obvious costs of replacing an employee are those associated with recruitment, advertising, training, severance pay, and legal fees (in the event of wrongful discharge claims). But, we’re not done yet. You may also experience lost production, sales and customer satisfaction.
To protect yourself from making a costly mistake, consider the following questions to determine whether you’re ready for a new employee:
- Why do you need to hire an employee? What are the critical tasks the employee will be performing?
- How does the position add measurable value to the product or service provided to the customer?
- If the position were not filled, how would the work be accomplished?
- Who could accomplish the required tasks, with or without some modification or accommodation?
- Is this a full time position, or could the tasks be accomplished by a part-time employee or independent contractor?
Your main objective when hiring is to identify those positions that are necessary to the effective operation of your business. Knee-jerk reactions to hiring or replacing staff are far too costly. But, taking the time to thoroughly evaluate your workforce needs provides a positive impact to your operations and, ultimately, your bottom line.