Need a “People Plan” for 2017?

 

2016-2017

Let Premier HR Solutions help you grow your emerging business in 2017.

We provide:

  • Senior HR leadership at an affordable cost
  • Discreet guidance and customized solutions
  • Expertise in direct hire and contract recruiting

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Premier HR Solutions provides a variety of valuable HR services to emerging companies. If your company is seeking HR solutions that are similar to any of these, then call us today for a free consultation:

  • Is your company struggling to keep up with your business growth?
  • Is your talent pool a roadblock for reaching your business goals?
  • Do you need assistance with recruiting or developing a recruiting strategy?
  • Are you unsure of how your company is complying with federal and state employment regulations?
  • How does your employee compensation compare to the current market? Are you paying your employees too much or not enough?
  • Are you starting a business and need HR advice, but not needing to hire a full-time resource?
  • Once we have your programs established, we will train your employees how to maintain them without the large overhead cost associated with senior HR management.

Premier HR Solutions For Any Size Business

Premier HR Solutions is a HR consulting firm serving small to medium size businesses. The company specializes in working with business owners to provide solutions to their human resource needs.

Why Choose Us?

We can provide senior HR leadership without the high cost of employing a full-time senior HR professional. We’ll become a member of your team offering discreet guidance and customized solutions. We’re not here to judge you or your problems, just to give you and your team a plan and resolutions. No project is too big or small for our experienced team of HR advisors.

Premier HR Solutions would love to hear from you.  Contact Scholley Bubenik at 512-799-7418 or email her at sbubenik@premierhrsolutions.net.

High Tech Jobs and Annual Salaries Rise in Austin in 2015

High tech jobs continue to rise in the Austin Metro area as reported by Austin Chamber of Commerce Beverly Kerr, Vice President of Research. The number of jobs in the high tech industry increased 6% in 2015- a greater gain than the 4.2% increase for employment across all industries. Here are the highlights from the Chamber’s Central Texas Economy in Perspective:

  • There are 5,485 high tech employers in the Austin metro.
  • Employed and self-employed workers in tech industries total nearly 132,300 (13.3% of all jobs).
  • In 2015, Austin’s high tech industries added 7,537 net new jobs (+6.0%).
  • High tech manufacturers contracted by 796 jobs (-2.3%) from 2014 while nonmanufacturing tech companies added 8,333 jobs (+9.2%)

high tech jobs

For all industries, the average annual salary in Austin is $54,678, an increase of 2.8% from 2014.  Although average salaries for high tech jobs have weakened in the last three years, these salaries continue to higher than the national average.

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Premier HR Solutions is a consulting firm that specializes in working with emerging companies. Our services include full service recruiting, leadership coaching and human resource consulting services. 

Contact us to learn more about our recruiting services.

Scholley Bubenik
President
(512) 799-7418
sbubenik@premierhrsolutions.net

www.premierhrsolutions.net

For the complete article visit the Austin Chamber of Commerce website: http://www.austinchamber.com/site-selection/business-climate/the-economy/ei-archive/2016_05_10.php

Austin Job Report

The Austin job market continues to strengthen with 2,000 more jobs created
in December 2015 as compared to the same period last year.
austin job report

Here are the insights from the Austin Chamber of Commerce recent job report:

  • Approximately 40,000 Available Job Openings during the monthly reporting period, an increase of 2,000 postings compared to the same period last year.
  • Year-to-year changes in December’s Available Job Postings saw its narrowest increase since 2011.
  • Largest year-over-over increases in the Computer and Mathematical, Sales and Related, Transportation and Material Moving, Management and Food Preparation and Serving Related categories.
  • About 7,600 or 19 percent of available job openings are tech-related.
  • 6 out of 15 of the top occupations in the region are tech jobs.

Take a look at the companies that are new or expanding in the Austin, Texas Market:

http://www.austinchamber.com/site-selection/business-climate/relocations-expansions-log.php

VIEW FULL ARTICLE:

http://www.austinchamber.com/education-talent/job-market/reports/DEC_2015.pdf

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Premier HR Solutions provides human resource consulting services to emerging companies.  Our services include full service recruiting. Whether you need one placement or multiple, we can provide affordable solutions for your recruiting needs.

Scholley Bubenik, president, has over twenty years of management experience and a Master’s Degree in Human Resource Management from the University of Texas at Austin.  Call or email Scholley to find out more about Premier HR Solutions services:

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

 

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.