How to Find Unfindable Employees

Finding Unfindable EmployeesThe volume of job openings in the U.S. is high, about 6.2 million. The unemployment rate is low, 4.4% in August. These statistics from the Bureau of Labor Statistics suggest that it’s hard to find unfindable employees.

Some companies like McDonald’s are getting creative. They’re tapping their own customers to help them. Tom Johnson of AO Consultants believes that to find unfindable employees and to retain them, the best employers look at themselves before trying to reach out to others.

Listen to see if you agree.

WHAT YOU’LL LEARN FROM TOM JOHNSON, PRESIDENT OF AO CONSULTANTS

IS ONE OF THE BARRIERS TO FINDING EMPLOYEES WRAPPED UP IN THE POLICIES, ATTITUDES, OR PRACTICES OF THE EMPLOYER?  (1:40 in)

In Tom’s words –   Sometime the reason people have difficulty in finding people for positions is not so much a lack of talent out there, it could be a perception of the business itself.

Tip – Make sure you are positioned correctly to attract people and be open to consider candidates that don’t fit the perceived perfect profile.

WHERE SHOULD YOU BE LOOKING FOR NEW EMPLOYEES? (3:11 in)

In Tom’s words – I’m a real believer in networking. The stronger your network, the better off you will be in finding people to come work for you.

Tip – Cast a wide net by using social media, your website, job boards, etc. in addition to your network.

WHEN SHOULD YOU USE A RECRUITING AGENCY? (5:34 in)

In Tom’s words – If you have limited resources, they can provide you with a stream of people for you to decide on. Staff up quickly is another good use. Highly technical type positions or a leadership position.

Tip – Determine how much time not working on the business may be lost by recruiting. Hiring temporary people for a full time tryout may also be useful in select circumstances.

WHAT ARE THE KEY BENEFITS WORKERS ARE LOOKING FOR? (9:15 in)

In Tom’s words – It kind of depends on the generational group. They’re offering almost a cafeteria based upon different people’s needs.

Tip – See if your benefit package is appealing to all people at different stages of their career. Consider offering volunteer benefits, benefits that don’t cost the employer, as well as a choice of benefits.

IF THERE IS ONE BEST PRACTICE FOR HIRING AND RETAINING EMPLOYEES WHAT WOULD IT BE? (15:29 in)

In Tom’s words – Have the strength to let those people go that aren’t going to move you forward.

Tip – Take time to fully understand the skills and qualities of people that make your company go and how you can equip them to be successful.

 

Why Take An Emotional Intelligence Test?

Emotional Intelligence TestIn 1995 Daniel Coleman, a psychologist and former science journalist for the New York Times claimed in a best selling book that emotional intelligence was the prominent ability deemed necessary to achieve superior performance in leaders. To him it mattered twice as much as technical expertise or IQ.

So should you take an emotional intelligence test if you want to improve your leadership skills, get that promotion, or find a new job? Listen to what Dr. Stephen Boyd of Growth Counseling Centers has to say about it.

WHAT YOU’LL LEARN FROM DR. STEPHEN BOYD OF GROWTH SPIRIT COUNSELING CENTERS

WHAT IS EMOTIONAL INTELLIGENCE?   (1:29 in)

In Dr. Boyd’s words – Taken from Dr. Paul Stoltz –  it’s your ability to empathize with others, post fun gratification, control your impulses, be self-aware, persist and interact effectively with others.

CAN EMOTIONAL INTELLIGENCE BE LEARNED? (1:59 in)

In Dr. Boyd’s words – It’s directly related to how we are interacting in our relationships.

Insight – If you are experiencing a positive interaction with someone else then you will experience a positive mood.

WHAT TYPE OF QUESTIONS SHOULD AN INTERVIEWER ASK OF A JOB CANDIDATE FOR AN EMOTIONAL INTELLIGENCE TEST? (2:54 in)

In Dr. Boyd’s words – For example, tell me an example of a stressful situation from your last employment situation with a team member and how did you work with the individual in that team.

Insight – Examine real workplace situations of conflict, cooperation, flexibility, and resolution.

HOW MANY DIMENSIONS OF EI ARE THERE? (5:20 in)

In Dr. Boyd’s words – (Among 19 areas are) self perception, self regard, self actualization, emotional self awareness, stress management, flexibility, tolerance, optimism, self expression, assertiveness, independence, decision making, empathy, and social responsibility.

Insight – While your EI is comprised of your capabilities in all of these areas, the fundamental components are empathy, flexibility and optimism.

DO YOU AGREE THAT EI MATTERS MORE THAN TECHNICAL EXPERTISE IN LEADERS? (6:20 in)

In Dr. Boyd’s words – Those that have high levels of intelligence are not as effective to be productive. We get in the way with our intellect.

Insight – A report can be developed to identify low vs. high areas of emotional intelligence. From these comparative findings measured against other leaders, goals can be set and coaching instituted to improve EI capabilities.

WHAT CAN YOU LEARN ABOUT POTENTIAL PERFORMANCE OF A JOB CANDIDATE THROUGH AN EMOTIONAL INTELLIGENCE TEST? (10:02 in)

In Dr. Boyd’s words – We can predict how they will deal with stress, flexibility, how happy they are or how well they feel about themselves.

Insights– The accuracy of the testing process continues to improve as a broader base of people take it. More than 10 years of data now exists.

HAS THE EI TEST CHANGED OVER THE YEARS? (13:45 in)

In Dr. Boyd’s words – Around the area of happiness, yes. There is a move into a broader understanding of wellness. As your functioning at a higher level of emotional intelligence you’re going to be happier.

Insights – A feeling of happiness and well-being leads to improved productivity in the workplace.

IS FURTHER RESEARCH NECESSARY TO UNCOVER NEW ASPECTS OF EI? (14:44 in)

In Dr. Boyd’s words – We’re never done. I would add as a factor of well-being a component of spiritual intelligence. Multiple studies have proven that spiritual intelligence is a component of mood and well-being and happiness. 

 

 

Proven Health Wellness Program for Business

Health Wellness ProgramU.S. employers know that increasing productivity and profitability is linked to the health of its employees. According to a study by the Society for Human Resource Management, at least 7 out of 10 American employers offer some form of employee health wellness program. This is up 21% since 2008.

So what kind of wellness program should employers offer today? We’ll talk to a doctor of integrative medicine about this.

WHAT YOU’LL LEARN FROM DR. GARY HUBER OF HUBER PERSONALIZED MEDICINE.

WHAT IS INTEGRATIVE MEDICINE?  (1:19 in)

In Dr. Huber’s words – What that implies is we are going to take a broader at your health….a look at your nutrition, your sleep patterns, your stress, your exercise and your lifestyle.

Insight – The goal of this form of medicine is to try to reverse or prevent disease when the patient is willing and able to change their lifestyle.

IS PERSONALIZED MEDICINE ANOTHER WAY TO DESCRIBE INTEGRATIVE MEDICINE? (3:44 in)

In Dr. Huber’s words – We’re going to look at your genetics because your genetics let us know what you’re predisposed for.

Insight – According to Dr. Huber, genetics are responsible for only 15-20% of our health result. But by looking at those genetics ahead of time, it’s possible to take measures to avoid diseases you may be more susceptible to get.

WHAT DOES A TYPICAL HEALTH WELLNESS PROGRAM INVOLVE? (6:04 in)

In Dr. Huber’s words – Preventive care programs. If we can identify issues and put them on drug therapy, that will avoid costs.   

Insight – Having lunch and learns or providing financial incentives to participate are having only marginal impact. One of the biggest challenges continues to be getting people to engage in a program.

IS THERE A BETTER APPROACH TO HEALTH WELLNESS? (9:43 in)

In Dr. Huber’s words – If we took Joe and Joe lost 50 pounds and he started eating different and he looked different and his energy was better, guess what his co-workers said, what are you doing? Show me how to do that.

Insight – Select the riskiest group of employees, those that potentially could cost the business the most in healthcare cost. Work on getting them healthier. If material changes occur in them, others in the employee pool will want to follow their lead.

IS YOUR HEALTH WELLNESS PROGRAM TYPICALLY SIX MONTHS? (12:20 in)

In Dr. Huber’s words – It takes someone six months to truly change their mindset. What we’re really working on is what’s between the ears.

Insight – Results come quicker, but to maintain better habits for the long term requires an initial program of several months followed by periodic follow ups. People who have been in the program for a while can be mentors for others thinking about participating.

CAN AN INTEGRATIVE MEDICINE PROGRAM BE AFFORDABLE FOR A BUSINESS WITH LESS THAN 50 EMPLOYEES? (15:10 in)

In Dr. Huber’s words – Yes. In the very first group we ran through we had a 49% reduction in medication costs. Savings in drug costs more than paid for the program.

Insights– In evaluating ROI consider the cost benefit of less absences and more importantly, employees working at their job instead of languishing because they don’t feel well.

DO YOU HAVE ANY CONTACT WITH THE PRIMARY CARE PHYSICIANS OF THE EMPLOYEES? (19:09 in)

In Dr. Huber’s words – We can and sometimes do. I’m not going in there to be their primary care physician.

Insights – Patients are encouraged to share recommended lifestyle changes with their doctor. Sometimes implementing a lifestyle change program becomes a collaborative effort between the primary care physician and the integrative medicine provider.

Small Business Healthcare – High Wire Act

Healthcare High Wire ActPwC the international accounting and consulting firm, projects that healthcare costs in the U.S. will rise 6.5% next year, the same as this year. That is more than 4 times the estimated rate of inflation according to Statistica, a quantitative research firm. Nevertheless, PwC says healthcare cost inflation could escalate further.

So what is an employer to do? We’ll talk with a group benefits consultant about how small business is coping with healthcare costs for their employees.

WHAT YOU’LL LEARN FROM FRANK LOPEZ, GROUP BENEFITS CONSULTANT AT SAXON FINANCIAL

PRIOR TO THE ELECTION, ARE COMPANIES APPROACHING HOW TO HANDLE HEALTHCARE IN 2017 DIFFERENTLY? (3:26 in)

In Frank’s words –   Not really. Most employers are frustrated with the costs and forced penalties.  But a lot of people are relying on their employer to provide and guide them.

Tip – Having healthcare benefits is becoming more important for hiring and employee retention.

WHO IS SEEKING TO CREATE MORE PART TIME JOBS TO LIMIT THEIR HEALTH CARE COSTS?  (4:50 in)

In Frank’s words – You’ll find that strategy being put into play with retail and service industries.

Tip – More important than part-time / full time is the total number of employees in the company since the government healthcare requirement begins at 50 employees.

ARE EMPLOYEES BEING ASKED TO CARRY MORE OF THE HEALTH COST BURDEN?  (6:28 in)

In Frank’s words – For the small business, it’s inevitable for them to be able to sustain a benefits plan. For those businesses between 2-50 employees, they may have to cut out their dependents. 

Tip –Companies see having less or more than 50 employees as the most important factor.

FOR COMPANIES UNDER 50 EMPLOYEES THAT ARE NOT REQUIRED TO PROVIDE HEALTHCARE, WHY ARE THEY OFFERING HEALTH BENEFITS?  (8:30 in)

In Frank’s words – The employee is demanding it. They are coming back after the exchange not being as successful as they had hoped clamoring for benefits.  

Tip – Not offering health benefits makes it a lot easier for employees to look elsewhere for a job.

FOR EMPLOYERS WHO ARE DIRECTING THEIR EMPLOYEES TO THE EXCHANGE, IN WHAT WAYS ARE THEY EQUIPPING THEM TO MAKE THESE DECISIONS?  (9:30 in)

In Frank’s words – I don’t think the employer is taking on the responsibility of educating and hand holding their people. 

Tip – Outsourcing this responsibility may be the best approach.

WHAT CAN BE DONE TO STOP THE ESCALATION OF HEALTHCARE COSTS  (11:23 in)

In Frank’s words – Congress has to start working together. In the immediate future I expect to see what we’ve been seeing. To stabilize the system, it will need to control costs of the hospitals, physicians, and pharmacies.

Tip – Look into a multiple group, self funding health pool.

WHAT ARE SOME THINGS A BROKER CAN PROVIDE? (15:44 in)

In Frank’s words – Show the employers what the options and costs are for individuals and as a group. It’s eye opening.

Tip – Push your broker for all the options and impartial information.

002-Turning Employees Into MVPS

Staff Productivity

On December 1, 2016, new overtime eligibility rules kick in. This will force every business to evaluate more carefully the contribution of its employees. What do you need to do to avoid bad hires? How can you get the most from your staff? Here are some timely tips from a human resources pro, Tom Johnson, President of A.O. Consultants.

HOW DO WE MAKE THE RIGHT HIRE?  (3:41 in)

In Tom’s words –   Look at the position you’re attempting to fill and find the characteristics you want to match, a much better approach when you’re using solid data rather than gut feel.

Tip – Understand the process you used to make the really good hire and the one that didn’t work out may be the same. Therein lies a weakness in your hiring method. Work tests can be very revealing and helpful.

HOW CAN YOU IMPROVE EMPLOYEE PRODUCTIVITY? (7:20 in)

In Tom’s words – You need to have someone who is interested in doing the job to start. We have a pretty good idea of how we want things to run in our heads but we have to be able to articulate that to everyone around us.

Tip – Provide feedback regularly and continuously so they know how they are doing. If they aren’t meeting your expectations seek to understand why and find a solution.

SHOULD WE LISTEN TO OUR EMPLOYEES? (8:50 in)

In Tom’s words – They need to be heard but that doesn’t necessarily mean you do everything they want.

Tip – The smart manager asks rather than tells and guides rather than directs.

HOW DO YOU GET MORE OUT OF PEOPLE WITH PAYING THEM MORE? (10:29 in)

In Tom’s words – You create the right environment, people will do things for little or no money. You can chase people with money all you want. If they are not happy at work, they are going to leave.

WHAT’S THE VALUE OF A PERFORMANCE REVIEW? (11:20 in)

In Tom’s words – Performance management should happen daily, weekly, on the spot, there should be no surprises.

Tip – Understand the difference between performance reviews for legal and classification requirements versus performance management to maximize the employee’s productivity.

HOW SHOULD MANAGEMENT PROTECT ITSELF WHEN SOMEONE IS GOING TO BE FIRED? (15:40)

In Tom’s words – Documentation. There should be no surprises when you come to the conversation when someone should stay or leave the organization. It’s ok to stay you’re just not a good fit here.

Tip – Follow a progressive discipline process. Courts will review whether you followed your own procedure.