Top 100 Opinions » recruiting

Know About the Workplace Disabilities Laws?

admin — Mon, 28 Feb 2011 10:46:11 +0000

Even disabled persons can have a productive career and no one has a right to discriminate them at workplaces. Except the healthcare professional who consults the disabled employee, no other person in an organization can decide the job that the person can hold. Many laws are there which protect the workplace rights of disabled Americans. Some of the laws that come under this category according to the United States Department of Labor are given here.

The Americans with Disabilities Act (ADA)
This federal Act helps to remove the barriers for disabled individuals at workplaces. Equal access to employment opportunities is ensured by the Act.

Occupational Safety and Health Act (OSHA)
It ensures a safe work environment preventing any hazards, deaths or injuries. It maintains safety of any business which is likely to create disability of an individual.

Family and Medical Leave Act (FMLA)
According to FMLA, employees can be given a job-protected leave for certain medical and family reasons up to a period of 12 weeks. Only those employees are eligible who worked for the employer for at least one year, and for 1,250 hours during the previous 12 months. The other requirement or eligibility is that the company should employ at least 50 people within a 75-mile radius. According to ADA, disabled individuals are protected and according to FMLA employees with serious health conditions are protected.

Worker’s Compensation Laws
Worker’s compensation laws are different for different states. Employees who are injured or disabled are allowed to return for work according to the regulations of the state worker’s compensation laws in combination with rules of ADA, OSHA, and FMLA.

It is because of these laws that disability discrimination is avoided in the United States.

Qualities to be Checked Before Hiring a Private Investigator

admin — Fri, 31 Dec 2010 12:16:13 +0000

The best way to gather information or intelligence that is required for legal, professional, or personal reasons is to hire a private investigator. Private investigators provide many services that suit the needs of a diverse clientele. Before hiring an investigator certain qualities and things have to be checked. Some of them are given below.

Experience:
The experience of the investigator should be checked before hiring. Certain issues such as educational background, law enforcement and technical skills should be known. It is to be known, as from when the person is involved in the business of private investigation. Information should be known if the person is involved in certain areas of specialty investigation.

Assertiveness:
One of the good quality that private investigators should have is assertiveness. Sometimes it is difficult for the person to collect information about people or businesses. This gives resistance to their work and the person should exhibit certain amount of aggression for making his job done.

Communication Qualities:
A good private investigator should have the best communication qualities. They need to sometimes conduct interview for collecting the information they require. Certain questions must be constructed in such a way that the person being interviewed divulges the needed information.

Clean Record:
State associations have to be contacted in order to know if any complaints have been registered against the investigators. It is important to know this information before hiring a private investigator.

Licensed:
It is not good to rely on the title that the person is a private investigator. Some states have strict rules for hiring private investigators. They must have specific investigative experience. In some states a private investigator should have 6,000 hours of field work experience. This means that they should work with the police force, the FBI or any other investigator in order to get licensed to be a private investigator.

Apart from these many other things such as good character, humanity, intelligence, credentials and others can be checked to hire a private investigator.

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What are the Methods of Pre-Employment Drug Testing

admin — Fri, 17 Dec 2010 12:52:14 +0000

It is important to conduct pre employment drug testing in organizations as part of employee drug testing. Since companies are responsible to provide the safe environment to the employees, the employers should take every measure to make sure that they avoid drug abusing employees. They have the right to expect productivity from employees. In order to do these things, many organizations are conducting pre-employment drug testing.

Alcohol or drug abuse by employees can adversely effect the workplace environment, so it is necessary to conduct the drug test for potential employees, before hiring them. There are different methods of pre-employment drug testing, such as:

Laboratory test: In this method, applicant needs to visit the clinic to provide the specimen of urine. The sample should be sent to a certified laboratory in order to test. Urine is put for analysis to determine the quantitative level of specific type of drug, which is used by employee. This is the one of the most basic methods and it can take some time to provide results – hours and sometimes even days.

Drug test kits: Nowadays, there different kinds of drug test kits are available in the market. Many companies today are using these kits to test their employees and potential employees as it is the easy to use and less expensive. These kits can detect the presence of the drugs in the body within minutes. The results provided by these kits are also accurate and reliable.

These are some of the common methods used by employers to detect their employees or potential employees.

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Employee Retention Techniques

admin — Mon, 15 Nov 2010 11:15:01 +0000

Employees are a valuable asset to any organization. It is essential to protect this vital resource as talented and motivated employees play a crucial role in overall growth and success of the organization. Focusing on employee retention techniques can positively impact the organization as it increases employee productivity, performance, quality of work, profits, and reduces turnover and absenteeism. Effectively creating an engaging environment, recognizing good performance, giving benefits and rewards, promoting mutual respect are some of the ways for effective employee retention.

Increase Employee Engagement
Effectively implementing employee retention program by increasing employee engagement ensures that the employees are satisfied with their work, take pride in their work, report to duty on time, feel responsible for their job, feel valued for their contributions, and have high job satisfaction. As employees actively focus on their work, it increases the productivity levels in the organization and leads to improvement in several associated areas. Employee engagement ensures that the employees have a clear understanding of their roles and responsibilities in the organization. Increasing employee engagement helps to develop emotional connection, enthusiasm among the employees that promotes teamwork and healthy environment at the workplace.

Motivate Employees
Motivating employees by offering them better opportunities for career development can help in employee retention. Giving rewards, recognitions, promotions, and appreciation to employees can motivate them to increase their productivity, commitment to work, and loyalty to the organization. They feel that their contributions are valued in the organization. Giving incentives, pay hikes, bonuses can also help to motivate employees. Recognizing employee’s contributions and aspirations motivates employee to work productively and increases his confidence that helps in employee retention.

Focus On Team Building
Promoting team culture helps to actively involve all employees in achieving the goals and in overall success of the organization. Promoting team building imbibes a sense of belongingness among the employees that they are a part of larger goals or objectives of the organization. Team building promotes team work and team effort that help employees to tackle work pressure and thus provide a competitive advantage to organization. Focusing on team building activities can help to reduce workplace conflicts between team members as they work in a team. Organizing team building games, seminars, outdoor events help to promote team spirit, unity, and reduce stress.

Recognition of Performance
Recognition of performance of employees is an effective method of employee retention. Although monetary compensation can act as a motivating factor, openly recognizing the performance, initiative, and good work increases the morale and motivates the employee to work more productively. Appreciating the performance motivates the employee and they feel valuable within the organization. This helps in employee engagement and to increase the productivity levels.

Following effective employee retention techniques help to leverage the most valuable asset, the employees, to achieve growth of the company and increase the bottom line profits. Various employee retention techniques increase the employee productivity levels in the organization leading to reduction in cost per item or services produced.

Source: www.peopleconnectstaffing.com

What Are The Benefits Of RPO (Recruitment Process Outsourcing)

admin — Mon, 01 Mar 2010 12:09:51 +0000

Most of the companies are outsourcing their recruiting process to an external provider or outsourcing firms. This type of process is called as RPO (Recruitment Process Outsourcing) and it is an end-to-end function. The outsourcing firms will provide talented candidates for the required position in the organizations. Outsourcing firms will acts like intermediaries between candidates and companies. But these firms charge the organization for their services. The recruitment process outsourcing will saves the cost, time and improves the quality of recruitment.

The benefits of RPOs are:

Cost: The cost of recruitment reduces by using the recruitment process outsourcing. The RPO providers use the economies of scale in recruitment process. The companies can reduce their cost on resources.
Quality: Recruitment is a time required and labor intensive process. Companies require different skill set of people for different positions. Sourcing and recruiting is a challenging job. Recruitment process outsourcing improves the quality of recruitment. The outsourcing firms have the required expertise, extensive database of resumes and networking. RPOs source all types of candidates for the organization.
Speed: RPO providers reduce the time on recruitment process. They can easily source candidates from the database and they do not require the advertisement for specific position.

Tips To Interview A Candidate

admin — Fri, 05 Feb 2010 09:22:58 +0000

Before holding an interview, interviewer should have clear and better picture of what qualities and talents the job profile requires and should know the importance of selection criteria. While interviewing the individual, first make sure that you find out about the professional past of the person and details about his or her personal life. Verify his or her qualifications like education, courses and lessons.

While the interview is going on, analyze the personal character, attitude, and seriousness towards the job. Interviewer should also check whether the interviewee is able to maintain balance between their personal and professional lives. Set questions that will decide whether the interviewee is an initiator or follower in his or her professional life. It is important to check his or her attitude toward important issues such as teamwork, communication capabilities, stressed situations, future plans, learning curve, motivations, dominance (a team leader) and methods of work. Interviewer should pay attention towards body language of interviewee as it plays main role in knowing about difficulties of individual.

The interviewer should know whether the answers given by interviewee are true or fake. If the answer seems fake, then ask to give any examples of anything that he or she has told you about. The salary also plays necessary role in the interviewers’ decision whether the interviewee is correct for the organization. Determine whether the individual would bargain or negotiate about the salary.

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Tips On Doing Job Analysis Before The Recruitment Process

admin — Wed, 20 Jan 2010 11:33:02 +0000

Job analysis plays a vital role in recruitment process. This is the very first step in the recruitment process. Job analysis means collecting and organizing the information about the job. Each job will have specific tasks and responsibilities. The recruiter should need to identify those tasks and responsibilities before hiring a candidate. It is better to discuss with team experts in the organization about required vacant position (job) skills, tasks, and responsibilities. KSAs analysis comes under job analysis. This means the recruiter should study about knowledge, skills, and abilities of a person based on job tasks and responsibilities.

Knowledge: It is acquired through the education, and courses. For example, for the accountant position the person should have accounting knowledge, which comes from the education.
Skills: These are acquired through the experience, and repetition of specific tasks.
Abilities: Abilities are natural talent of the person.

Once getting the pool of resumes for vacant position, job analysis will be useful to screen the candidate based on skills, tasks and responsibilities of the job. In the interview process also interviewer asks the questions based on job analysis, and then interviewer should also know, how the person can fulfill the required needs of the job.

How disability confident company works?

admin — Fri, 14 Aug 2009 15:03:50 +0000

Disability awareness is easy to create by building disability confidence for an organisation. Company becomes disability confidence by understanding the different process of creating disability awareness among the employees or consumers etc. Disability awareness affects every aspect of business like employees, markets, stakeholders, suppliers everyone. First aspect, the organisation should know is how to create better understanding of disability measures taken by them.

Organisation should create enclosure work culture for all disabled employees, which helps in removing the barriers between the disabled employees. Without any barriers work is completed on time and with appropriate accuracy. Employees, customers, partners and valued stakeholders contribute some important information for organisation for improving the efficiency of its activities and some adjustments should be made for better contribution. They should not make any assumption about the people like how they react, what is needed for them, what they are expecting from the company.

Many companies have an opinion that recruiting and retaining disabled employees is costly practice but it is not so. Accommodating disabled employees is not very costly exercise as thought by many companies. The efficiency and productivity of work done by disabled employee can be as good as normal employee. Proper anticipation of requirements of disabled employees helps in increase the disability confidence in the organisation.

Tips for choosing a good professional recruiter

admin — Thu, 14 May 2009 14:01:08 +0000

People look for job, believe that selecting a good recruiter helps them in getting good job but this may not be true. In the world of recruiting, recruiter selects you and you do not select any recruiter. Process of apply for a job in recruiting agency and employer process to seek the recruiter in employing people is different. Many recruiters have resume of the job seekers but they do not know about them. The following are few tips for choosing a good recruiter.

First, decide whether you are ready to pay the recruiting firm if they show you the job. Find out about the recruiting firm like from how many years they are providing services.

Check for the creditability of recruiting agency in offering their services for individuals. Enquiry about whether they really offer you the job after paying their charges in advance. Check for the different modes of payment they offer to individuals.

Lenovo on a job cut spree

admin — Sat, 10 Jan 2009 10:37:36 +0000

Lenovo announced that it is going to lay off 2,500 employees. This doesn’t surprise me as I have seen many lay offs; and the number is big compared to the tenure it occurred.

Lenovo is doing well since three years after its integration with IBM PCs. Lenovo has agreed that it was a success. But the reason behind this layoff is (as it said) that they have not performed up to their expectations.

Is it the matter of performance or reaching some unrealistic target? I was not able to figure it out.

But if it is really the matter of performance, it will be bad to lay off as many as 2,500 people off their livelihood. If they are employed in an international company, it must because of their capability and competence.

Are you saying that all those 2,500 well educated and professional people have not performed well? Or is it the management that set some impracticable goal and torturing employees for achieving it?