What does your company need from its HR Business Partner?

man drawing business conceptYour HR consultant should be perceived as one of your strategic business partners, not just an administrator who manages paperwork and new hires.

As your strategic business partner, your HR consultant needs to understand your company’s goals and the talent resources that are required to achieve these goals quickly. Determining the exact number of resources in every area to execute on the strategy and maintain balance across the organization is crucial when it relates to making a profit.

Finding the right employees is also a must. A valuable HR business partner doesn’t just post jobs and fill them. They understand the company and seek to find the top talent and the “industry stars”. Knowing how to compete in today’s war on talent is also essential.

Along with attracting top talent and making exceptional hires, your HR business partner should successfully articulate your company’s history, culture and the job expectations to the new hires. Equally important is developing and implementing the proper job-specific training needed so that the new hire can contribute quickly. Empowering employees through career development training programs are also key strategies that your HR Business Partner should be developing that result in increased employee retention.

These are just a few examples of how Your HR Business Partner should be engaging with your executive team. What strategies do you have implemented?

As Your Premier HR Business Partner, Premier HR Solutions can provide a variety of services to deliver the results your emerging business requires. Contact us for a virtual meeting to discuss your human resource strategies.

Scholley Bubenik (512) 799-7418

sbubenik@premierhrsolutions.net

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Achieving Better Results with Behavioral Interviewing

How do I ensure I make the right hire? How do I differentiate one great candidate from the others? How do I determine whether they will fit in with my team?

Scholley BubenikDoes this sound familiar? For those of us, we are constantly looking for ways to improve our selection and hiring results. And in my pursuit of “finding the best hire”, I was introduced to behavioral interviewing.

Behavioral interviewing is a method of questioning that requires the respondent to answer with a story of how they handled a specific circumstance. It’s designed to get the candidate to reveal how they responded to a real life work situation so we can understand how they might respond to a similar situation if they were hired.

As a result, predicting what someone will do on job becomes more accurate and determines their potential for success. Behavioral interviewing is a skill that you develop over time, by utilizing profound levels of listening, intuition and interpretation.

I recently presented at WILCO HR on this topic to a group of Human Resource Managers and Directors enticing them with my behavioral based interviews and rapid fire method. I was amazed at the number of people in the audience. What I learned was that the crucial question, “How do I make the right hire?” is very prevalent among HR and recruiting professionals. So I can only image how it must feel from a hiring manger’s perspective.

If you want better results with your recruiting, contact me at sbubenik@premierhrsolutions.net. I would welcome an opportunity to share my insight on how you can incorporate this strategy with successful results in selecting the “Right Hire” for your company.

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Premier HR Solutions provides human resource consulting services to emerging companies.  We partner with senior management, HR departments and business owners who need services in the following areas:

Reaching Your Highest Potential

Reaching Your Highest Potential

Training And Development- Whether you have in house trainers or no training department at all, Premier HR Training Solutions provides customized training and coaching to help organizations reach their highest potential.  Our team consists of experienced trainers with Masters Degrees in Human Resource Leadership, Training and Development and Education.  The focus with all training sessions is on acquiring or refining skills through engaging activities.  Favorite topics include (1) Developing a Leadership Mindset (2) Communication Across Generations (3) Managing and Supervising Employees (4) Behavioral Interviewing (5) Mentoring and Engaging Employees (6) Excellence in Customer Service and (7) Managing Conflict.

Full Service Recruiting-  Whether you need one placement or multiple, we can provide affordable solutions for your recruiting needs.  Our team will meet with you to develop and refine the job description and create a profile for identifying key drivers of the position, skills, background and personality traits needed to be successful at your company. We are focused on delivering the highest quality of customer service and committed to recruiting the best qualified people. Established companies utilize us to supplement their recruiting departments during ramp-up phases and start up companies depend on us to manage the entire recruiting process.

Human Resource Consulting-  Premier HR Solutions provides small and start-up companies a variety of HR services that are customized to meet their business needs.  Existing companies utilize us for one time projects such as updating their employee handbook or creating a career development program.   Start up companies hire us to provide ongoing HR consulting services that include establishing their HR functions and managing their compliance, risk and employee relations.

Scholley Bubenik

Scholley Bubenik, president, has over twenty years of management experience and a Master’s Degree in Human Resource Management from the University of Texas.  She has helped numerous companies in multiple industries establish their HR departments, develop training programs and manage employer risks.  Call or email Scholley to find out more about Premier HR Solutions services:

sbubenik@premierhrsolutions.net  512-799-7418  www.premierhrsolutions.net

Premier Training Showcase! Join us for a day at the Domain

Austin Aloft

The Austin Aloft Hotel

Date -Friday, October 24, 2014

Time – 9:00 a.m. – 10:30 a.m. (Optional Round table Discussion until 11:00 a.m.)

Cost – Free  Limited space is available. Refreshments will be provided.  Great time to network with fellow colleagues from the Austin area.

Place – The Aloft Hotel – 11601 Domain Drive, Austin, TX 78758

MORNING TRAINING SHOWCASE

“Stay Calm, Lead On”

In today’s market, where Austin was recently ranked the second fastest growing job market in the United States, companies need to continue to attract, develop and retain talent to “Stay Calm and Lead On.”We invite you to attend this premier training showcase to preview three of our most dynamic workshops.:
HRCI Classes2.5 PHR Credits
For more information select link below

Getting it Right the First Time

How much is recruiting costing your bottom line?  Experts claim that employee turnover can cost you between 25-50% of the employee salaries. According to Forbes, US corporations spend nearly $72 billion each year on a variety of recruiting services, staff, and products – and the worldwide number is likely three times bigger. Businesses spend on average $3,300 per hire on recruiting and this cost has increased 6% since last year. So getting it right the first time is essential to keeping your recruiting cost down overall. Most of us recall a time when we hired what we thought was a perfect candidate to find out that the person that reported to work that first day was an imposter.  Hiring managers and human resource professionals often find themselves scratching their head and asking, “How did I miss that?” and “Where is the person I interviewed for this job?”

Nothing is fool proof, but developing a recruiting strategy that encompasses several dimensions can be quite successful.  I refer to this method as “Right Sourcing”.  Right Sourcing is a Systematic approach to recruiting and selecting the right candidate based on assessing three areas:

  1. Job Requirements- Does the candidate have the technical skills, qualifications, education and job experience required of the position?  This is fairly basic and the most common approach to recruiting.  Reviewing the candidates resume and responses in the interview process and comparing this information to the job description is the basis of this strategy.  Most hiring managers stop here and base their selection on this sole dimension.
  1. Personality dimensions- What type of personality traits and emotional intelligence does the candidate portray and how does it relate to the position?  There are many different assessments that can be used to identify personality traits and emotional intelligence.  The costs range in price, but typically you can locate one for a reasonable cost.  I advise employers that it is better to spend a little extra in the process to ensure you make the right selection.  The challenge here, however is to commit to using this information obtained from the assessment.  If you are going to hire a candidate regardless of the assessment, it may be a waste of your resources.  I recall an incident where the hiring manager ignored the results of the assessment and hired the candidate anyway for a supervisory role.  The newly hired supervisor struggled in his new position and the operations of the department suffered greatly.  After this incident, I began administering the assessment prior to the hiring manager interview and refrained from presenting candidates who did not meet the “personality fit” of the position.
  1. Cultural Fit- How well will the candidate adapt and perform within the company and their team based on the culture and personalities within the team?   Knowing the culture of not only the organization, but the department and the personality of the manager or supervisor is very important. Behavioral interview questions are very useful in this area and a way to evaluate a cultural fit.  For example, if the manager is a micromanager, then selecting an employee who is autonomous and unaccustomed to this work environment would be a poor choice.  Another example, if the company is a start-up company, hiring employees who are flexible,  who will adapt quickly and take on new roles as the company grows and changes is very important.

Regardless of what approach you use for recruiting and selection, collecting and obtaining information from multiple sources can only increase your odds of getting it right.  Wouldn’t you rather spend the time and energy upfront during the selection process than dealing with the issues regarding a poor hire?

For additional information regarding recruiting services, human resource consulting and training and development projects, contact Scholley Bubenik at sbubenik@premierhrsolutions.net. Premier HR Solutions LLC is a full service human resource consulting firm located in Austin Texas serving business throughout the US.  Visit us as www.premierhrsolutions.net or follow us on LinkedIn- https://www.linkedin.com/company/3537939?trk=tyah&trkInfo=tarId%3A1403010043332%2Ctas%3APremier%20HR%2Cidx%3A2-3-5

 

Hiring the Best

The Funnel Approach

In today’s market, finding the right candidate can be overwhelming due to the large number of candidates that a job posting generates.  Therefore, I find it quite useful to include a set of processes that go beyond the basic screening and interview process.  I refer to it as the “funnel approach” and although it takes more time upfront, your success rate will increase significantly in the long run.  You begin with a large number of candidates at the top and as you continue with the selection process, you narrow the application pool to only a few candidates.  In essence you are trying to find not just an applicant to fill a position, but the best match for the position and the company.

Here is what it looks like:

Recruiting Pyramid2

 

You begin with the job description.  Spend time with your hiring manager before you post the job to identify essential skills and qualifications in addition to the details of the job responsibilities.  Many times positions may change as the company evolves and using an existing job posting may overlook new requirements.

Next develop a screening process which includes a list of essential qualifications that a candidate must have before proceeding to the next level. Conduct a first interview which includes a review of the applicant’s job history and qualifications, a discussion of the job duties and a couple of key behavioral questions that provide a preliminary insight to personality traits.  Next include a first level assessment which includes technical testing such as computer, math, cognitive or industry knowledge skills.  At this point you can eliminate some candidates and prepare for the second round of interviewing.

In the second phone interview, I like to use a behavioral interview which is based on the premise that a person’s past performance on the job is the best predictor of future performance. The interview includes real life examples of how the candidate acted in situations related to the questions, which is unlike a traditional job interview that ask uncomplicated questions related to past experiences.

After the second interview, you should have your final candidates.  At this point, I recommend an in-depth assessment which evaluates mental and emotional intelligence and identifies personality traits that you may have overlooked in the selection process.  Now you are ready to present your final candidates to the hiring manager for review.  This should not be your first time to discuss applicants with the hiring manager.  I always include a check in process at the early stage of this process that includes a discussion of a couple of candidates to ensure I am accurate in my selection criteria.

The final stage of this process is the hiring manager interview.  I typically prepare a packet for the hiring manager that includes the information I have collected as well as discuss the strengths and weaknesses of each candidate. Most hiring managers prefer to conduct the interview as they see fit, however, make sure that you have reviewed legal interviewing techniques to ensure compliance with state and federal laws.

The Funnel Approach goes above and beyond typical recruiting and selection practices for most employers, but I have found that it increases your success rate and justifies the time and expense.  Successful recruiting is more than filling positions with people, it is an art of match-making in the workforce.