Human Resource Solutions Made Easy

Two of the most frequently asked questions I receive from small businesses are: 1. How do I develop content that employees and candidates want to see? 2. How do I keep up the momentum of posting on a regular basis? Let's tackle the first question - developing useful content. Keep it simple. Start by breaking your employees into departments or groups. What interesting projects have they worked on recently? Have your employees attended any trades show or conferences? Are ther

I recently returned from presenting a session at the Nonprofit HR Talent & Culture Summit on Employer Branding. At the beginning of the session, I asked attendees to write down the following: 1. 3 words that best describe employees at your organization; 2. Share why your organization is a great place to work; and 3. The last time you looked at your organization's social media accounts. Take a few minutes to think about your three words. Are they engaging, in active voice o

When was the last time you checked your company's reviews on Glassdoor, Indeed or Comparably? Were the reviews favorable or were the comments posted by disgruntled employees who recently separated (and not on good terms)? 50% of candidates say they wouldn't work for a company with a bad reputation. HALF. Potentially, employers could lose half of their candidate pool simply by not paying attention to negative comments or reviews on their social media accounts and/or employee r

I think most business owners would agree that people are your strongest asset. Yes, product line is important and customers should also be your focus, but good employees are truly the key to any company's success. Richard Branson has famously been quoted as saying, "There's no magic formula for great company culture. The key is just to treat your staff how you would like to be treated." He's a smart man. We could learn from him. But how do you know you're taking care of your

83% of talent acquisition leaders say employer branding significantly impacts their ability to hire great candidates. Further, companies with positive brands get twice as many qualified applicants. Let that sink in! Employer branding is just as important as product branding. Attracting great employees does not happen by accident - it takes diligent work on your part and ongoing engagement with your current employees and prospective employees. It's storytelling at its finest.

How do you know it's time to let an employee go? The decision is rarely easy, but often the clues are everywhere. It could be due to performance expectations not being met, maybe they're a bad fit, or possibly they do not possess the values or skill sets that you had hoped. If you find yourself answering 'yes' to any of the below, then there's more clarity than you think. 1. You spend too much time searching for reasons not to let them go. You're putting off the inevitable

Lately, I've been getting more requests asking what to do when it's time to start hiring employees. When it's your first employee, this decision can be wrought with a great deal of uncertainty - not only navigating the various compliance pieces, but also being able to keep that person busy and productive. The first question to ask yourself, and perhaps the most important question, is whether the work is sustainable or is it short-term. If it's short-term, you may be better

We have a tendency as managers and leaders to recruit and hire for positions based on competencies tied to tasks found in a job description. Are those competencies in your description truly connected to what it takes to be successful in a position? Human Resource professionals have a tendency to focus on tangible tasks (i.e., completing reports or reviews, giving presentations, overseeing a program, supervising employees). But are these tasks illustrative of what you're lo

Recent research revealed that 83% of talent acquisition leaders say employer branding significantly impacts their ability to hire great candidates. Is your brand sending a positive or negative message? Attracting employees is difficult. Add in a negative review or two on Glassdoor and you will find it even more difficult. More people today are looking at Glassdoor review than a company's own website to learn about the culture, career opportunities, work environment and how

As the owner or CEO, you focus much of your time on your product, idea or service. But what about your employees? Employees are the ambassadors of your brand - and this can be good or bad, depending on your approach. There is extensive research regarding the connection between brand-engaged workers and a company's financial performance. But did you know: 50% of candidates say they wouldn't work for a company with a bad reputation; 62% research companies on social media bef