| Hiring for Keeps Business owners beware: According
to the U.S. Department of Labor, 50% of all hires last six months
or fewer on the job. With the current record-low unemployment
rate, businesses must screen job candidates carefully and go that
extra mile to retain employees.
Start with the Interview
Impressive qualifications may not always denote the best
person for the job. The interview gives you an opportunity to
learn much about an applicant, but only if you ask the right
questions. Human resources professionals recommend that you focus
on behaviors, not just opinions. For example, asking applicants to
describe how they handled a conflict with a supervisor will
tell you more than asking why they want to work for your
company. Look Beyond Pay
Of course, employees expect their compensation to be competitive
with compensation offered by similar companies. And many workers
will require some form of retirement or profit-sharing plan. But,
to attract and retain top employees, you need to do your homework.
What other benefits are important to workers? A
Hewitt Associates study of professionals in information technology
-- where job openings outnumber candidates nearly 10 to 1 -- found
that employees are motivated by the chance to work with and learn
new technology, opportunities for advancement, and flexible work
schedules. Help Employees
with Work/Life Benefits
One way to be competitive in a tight job market is to provide
benefits that help employees balance their personal and work
lives. Employers may want to consider offering some of the
following:
- Flexible scheduling, including flextime,
part-time hours, job sharing, telecommuting, and compressed work
weeks
- On-site services, such as ATM's and banking
- Child-care assistance, such as dependent care
spending accounts and on-site day care
- Elder care programs, including long-term care
insurance
- Financial planning and scholarship programs
- Seminars, workshops, and career counseling
Compare Apples with Apples
Tailor the benefits you offer to your company's size and budget.
For instance, a small company may not need to offer benefits, such
as day care and banking services, that would be more appropriate
to a larger company. |
