The Key to Hiring the Right Person with R.O.I. and Results

The key to a successful finding and hiring the right person for the job vacancy is by having the appropriate person or team of individuals who are responsible, strategically thinking, experienced in people-sourcing, demonstrate an implementable-vision of results and R.O.I. driven recruitment strategies, a business partner who drives the multiple processes involving the planning, recruitment, sourcing, candidate experience and management, hiring negotiations, on-boarding and start date. These type of individuals will carry out effective hiring and its consequential long term retention.

The traditional technique in finding the candidates for a job vacancy through the media of various recruitment activities such as posting job description at job boards, Craigslist, applicant tracking system, hiring an external agency, hiring a recruiter that will fill in the position, advertising in a professional magazine, and attending trade shows have not given high R.O.I. All of these did not generate guaranteed and effective results. Employers spent money, gained hires that filled their vacancies but ROIs were limited and turn over were very high.

"Talent Management indicated that many companies lack confidence in their recruiting programs. 52 percent of HR professionals say that their recruiting programs are only 'somewhat successful'.

Today, many are flocking to the band-wagon of  'social media' sourcing. What does that mean? Would it mean to have a Facebook, LinkedIn or Twitter account, etc? Social media is a venue of communication among individuals who share either personal, fun, insights, experience or travels to interesting places, hobbies, professional perspectives to their social acquaintances and friends. It is not a medium where you can just pick immediate hires.

Hiring through social media will not happen until there is an intimate connection with someone who demonstrate interest to a vacancy, and there is a clear understanding about the individual for the job vacancy.  A sales process will need to take place by demonstrating many of the recruitment ways and means. In that way, the person of interest and the head hunter will establish a connection, a mutual understanding about what is being offered and its benefits for growth and advancement.

©2012 JNTConsulting

A global fact across industries, is the existence of blurry understanding among many people in the HR/Staffing department who cannot differentiate sourcing from recruiting, and the effectiveness of finding the right people who will stay with the organization for a long term.  You can spot on those inexperienced ones because they interchangeably use the terms  as they refer to the recruitment processes and sourcing activities. 

The following might help you understand who is doing the right function and responsibilities;

1. Recruiting Clerk or Admin Assistant - someone who sorts resumes, read through, check the box and identify technical skills identified by the hiring manager, search resumes at the Applicant Tracking System, coordinate resumes with hiring manager and calendar interviews 

2. Recruiter - someone who executes the sales process including closure, convincing a prospective candidate to become a part of a particular team, lead a team, be an executive or an individual contributor. This same individual is responsible in making sure that the expectations of the hiring manager are in alignment with the human resources support to the hiring of the individual, not withstanding with the factual engagement to the overall business goals of the company. The recruiter is the liaison and driver to the many areas such as (recruiting activities, referral programs, tactically-based job boards and applicant systems, strategic closing of candidate, on-boarding techniques)  that will make the experience of the candidate become effective and successful. 

3. Human Resources Management - it is the team of people who will collaborate in putting together various R.O.I and Results-driven programs, supporting documentation, experiential learning avenues, organizational platforms, rewards and compensation, compliance to rules and regulations, road map of employee engagement to success and long term retention. 

4. Hiring Manager - this is the individual who will be responsible in managing the experience of the candidates, new hires and employee(s) in the team. Must be the articulate facilitator of success and influencer of cultural growth, advancement, problem solver of conflicts and career path of the individuals in the team. 

5. Business Partner - someone who will execute the responsibilities that your organization or team will share in an effort to accomplish a successful goal, such as hiring the right individual. The business partner is either an external consultant who demonstrate exceptional skills in augmenting the gaps within your organization or an internal person who will liaise requirements between parties. Your Partner will help you to become efficient with your responsibilities. They will facilitate the achievement of higher results, better R.O.I. because they will help you underscores the challenges along the road.

In many settings in today's business environs all of the above items were combined into one or two role(s) under the disguise as a Recruiter or Staffing Professional. For economic reasons, many professionals are forced to accept these roles because opportunities are scarce and people need to earn a living. Organizations take advantage of the economic instability, and gladly use these combined roles as a bait to hire experienced professionals who cannot say no because of economic reasons. However, it is a short sightedness among candidates when they don't negotiate with prospective employers and do not look for better environment.

The organizations that value the skills of people, they hire them based on their competencies, trade expertise, and experience. Many organization would like to become one among the so called high performance organization, however they do not like to spend money in acquiring that right individual who can show or collaborate in making sure that they are in the right path of becoming one. 

Becoming the high performance organization is not that easy. It requires a talented individual who will manage, play and think through the many puzzles that are involved within the human capital and resources organization. That person must demonstrate, independent, critical and strategic mindset to evaluate all areas of the organization where human capital is a vital force. 

 

©2012 JNTConsulting

Achieving success with the right type of people comes with big challenges; clear communication; competent professionals and leaders; the workforce adaptability to the global culture within the organization and its extended environment - the personal background of every employee; and the overall Human Capital and Resources Strategy that will support the business goals of the organization.

What this means to you?

1. When hiring, learn the landscape and art of recruiting - the selling of your product (your company and the vacancy) to the prospective buyer (the candidate for the job)

2. Make extra effort in understanding the differences and layers of many activities that involve hiring, this include from planning up to date of start of the new hire.

3. Make sure you understand your business goals, and that your human capital strategy is in line with all the areas of the organization

4. R.O.I. and results-driven techniques, programs, partners and activities must be demonstrated at all cost and levels, no excuses. Examples of these programs that brought "A" type of individuals are; mobility, corporate immigration, destination assistance, pay right for the highly qualified person instead of underpay their qualifications and experience

5. If you don't have a strategic plan (see item #4 above), contact an experienced human capital and resources management professional who can assist you with the endeavors.  There is no option than hiring one that knows the concepts, up-to-date practices including rules and regulations, implementation and evaluation of results. These are all integrated as part of the landscape.

Comments:
We like to hear about your insights. You can email your comments to: info@jntconsulting.com or write in the provided message field at the end of this article.

About JNT Consulting

JNT Consulting Global Resources offers professional consulting in human capital and resources management, provides workforce solutions that will achieve the "High Performance Organization" regardless of size and location.

JNT Consulting has its headquarters in San Jose, California and is "Your Partner for Growth & Development”, “Your Professional Coach”, and “Your Provider of Global Resources”. You can contact us by calling +1 650 241-3207 or visit our website.

Reference:

1 JNTC Articles

2 JNT Consulting

3 Facebook /JNTConsulting

4 Twitter/JNTConsulting
5 http://www.recruitingtrends.com  
6 http://talentmgt.com

#   #   #

Advantages in Consuming Locally Grown Products

Recently, the buzz and campaigns about products that are grown locally has been gaining its market emphasis.  While this is not a professionally focused topic, we feel that the quality of food that we eat provide a greater healthy perspectives on the way we work and healthier body functions.

In California, this campaign is growing and is influencing many more individuals who are buying and looking for products and produce that are grown locally.

credit: https://www.facebook.com/Eatlocalbuycaliforniagrown

There are many advantages when, as consumers will buy locally produced products and vegetables. Each state and city has local products that consumers can enjoy.  These products will help you gain better health.

For example; in Portland, Maine, Pastor Chuck Orchard's produces and distributes to selected supermarket that carry locally grown and organic products. Look for 'Apple-based sauces and butters'

credit: Pastor Chuck Orchard

What this means to you?

1. Consuming locally and organically produced vegetables and fruits - you are helping your local economy to grow particularly you are supporting the farmers who are working hard to produce them

2. You are creating a habit of enjoying the local products and appreciate their value

 

3. Your loccally grown produce may have been organically grown as well. This meant better health condition because there are less pesticides or even free of pesticides used by farmers

4. Overall, consuming locally grown products will have a universal impact to both producer and the consumer - both are helping each other to advance effectively. 

Comments:
We like to hear about your insights. You can email your comments to: info@jntconsulting.com or send through the provided message field at the end of this article.

About JNT Consulting

JNT Consulting Global Resources offers professional consulting and resources management,provides workforce solutions that achieve the "High Performance Organization" regardless of size and location.

JNT Consulting has its headquarters in San Jose, California and is "Your Partner for Growth & Development”, “Your Professional Coach”, and “Your Provider of Global Resources”. You can contact us by calling +1 650 241-3207 or visit our website.

#   #   #

 

German Employers Say Smoking Stagnates Productivity & Losing Revenue

German employers have launched a campaign to ban smoking in the workplace, because they believed that smoking was stagnating productivity and causing the loss of revenues.  Many companies allow employees to smoke outside their buildings. In public places, smoking has been banned. 

Source: http://10steps.sg

Germany's Federal Labor Agency, which employs 100,000 workforce requires staff to use time clock when going outside for a smoke. 

The purpose of the campaign was meant to stop the company losses during the time when employees will take recurring short breaks  during work time just to go and smoke their cigarette.  The President of the German Associate of Small and Medium sized Enterprises (BVMW), Mario Ohoven said, "Smoking breaks cost employers money, and they hinder working process". He added that in Sweden many firms have stopped smoking breaks while working. 

In addition, the Federation of Mid-sized Business Entrepreneurs in Germany (UMW) echoed Mr. Ohoven's views. Ursula Frerichs, Board Member said, "Smoking breaks discriminate against non-smokers who keep working, non-smokers are losing out"

According to a recent survey by Hamburg University, the non-production time spent by employees on smoking during work hours cost German employers some 28 million Euros ($35 million) annually. 

The European Commission is eyeing a complete ban at the workplace. However, it is unlikely to be implemented at the soonest. 

Perspectives:

Have you looked at the revenue value that was lost during the smoking break of your employees?  The German employers might have legitimate reasons and or indicators that smoking was indeed a factor that was causing the lost of million revenues annually.

Is the clocking of employees when they go out and smoke be a good mechanism in tracking their time and value lost? or it is only a mechanism in tracking who was taking a break.

Comments:
We like to hear about your insights. You can email your comments to: info@jntconsulting.com or send through the provided message field at the end of this article.

About JNT Consulting

JNT Consulting Global Resources offers professional consulting and resources management, provides workforce solutions that achieve the "High Performing Organization" regardless of size and location.

JNT Consulting has its headquarters in San Jose, California and is "Your Partner for Growth & Development”, “Your Professional Coach”, and “Your Provider of Global Resources”. You can contact us by calling +1 650 241-3207 or visit our website.

Reference:

1 Deutschland-online - http://www.magazin-deutschland.de

# # #

Happy Australia Day, Mate ~

January 26th - Australia Day Celebration

Source: embassyworld.com

Happy Australia Day to all our business partners, friends, colleagues and family members down under!

"Let's commemorate the arrival date of the First Fleet in January 1788"

Backgrounder:

In May 13, 1787, the so called First Fleet begun sailing from Great Britain (now called United Kingdom), consisting of 10 Civil Officers, 212 marines and officers, 28 wives and 17 children, 81 free persons, 504 convicts and 192 female convicts, total of 1044.

The people aboard in the First Fleet were sent to Australia based on Orders-in-Counsil for establishing the European colony in Australia, in the region of which Captain James Cook, a Royal Navy Captain and a British Explorer, had named New South Wales. The fleet was led by Captain Arthur Philip, who later became an Admiral.  The First Fleet arrived at Botany Bay between January 18-20, 1788. 

At a later date, the first European Habitation of Australia settled at Sydney Cove. Today, Sydney Cove is relative to Sydney Harbour / Circular Quay. The city of Sydney resides in New South Wales, a province of Australia.

The Australia Day was celebrated since January 26 1908 according to historical records. In 1818 was the first official formation of the celebration held in New South Wales. Currently, it is a public holiday across Australia. During this time of annual celebration when different Australian Awards and Honours are conferred to deserving individuals, groups, institutions and other categories.   Australia Day has become the biggest annual civic celebrations in Australia.

(c) 2011 JNTConsulting

(c) 2008 JNTConsulting

Perspectives:

Today, Australia is growing rapidly, according to the Australian Bureau of  Statistics, the population is at; 

22,813,515 

The following are JNTC Articles' additional current information about Australia:

2012 Australia's Strategy

2012 Australia's New SkillSelect  

Comments:

We like to hear about your insights. You can email your comments to: info@jntconsulting.com or send through the provided message field at the end of this article.

# # #

The Synergy of the Year of the Dragon and President Obama's State of the Union

Our positive outlook for this year of 2012 is full of hope and excitement. We have gone through many cross roads, turns, ups and downs in the last years. Indeed we need new perspectives and techniques to challenge our horizons dramatically in order to be more successful in achieving our business, professional and personal objectives.

Courtesy of John Wu

Gong Xi Fa Cai!

The Year 2012 is the 

Year of the Dragon 

and Lunar New Year. 

Backgrounder:

Chinese calendar has been used for many centuries. It is used to celebrate many East Asian holidays such as Chinese New Year, Spring Festivals, Astrological Events, and the selection of most auspicious date for a wedding or opening a building. These were based on traditions and beliefs relative to one cycle of the moon in a given month.

This year 2012 is the Year of the Dragon (Male Water) which begins on January 23, 2012 and ends on February 9, 2012. The Chinese Calendar which describes about the Lunar Year has been used in three and a half millennia (source: Chinese Historical and Cultural Project).

The Chinese year that begins January 23, 2012 is reckoned in the seldom-used continuously numbered system to be 4709 (or 4649 or 4710), depending on the epoch used. (source: wikipedia.org)

Perspectives:

Anticipating the positive aura and energy that the year 2012 will bring.

"There are lots of challenges ahead but everything will be solved through power of knowledge and strategic yet realistic solutions" - said Juntee Terrenal, President, JNT Consulting Global Resources

~  ~  ~

Blue Print for an America Built To Last 

"A Nation Where Everyone Gets a Fair Shot, 
Does Their Fair Share,
and Plays by the Same Set of Rules" 
- Pres. Obama

http://www.whitehouse.gov/state-of-the-union-2012

"There's no reason why we can't restore the basic American promise that if you work hard, you can do well", "We all have a stake in the future success of our country. America is still the place where you can make it if you try. But we cannot fulfill that promise by shortchanging investments in our kids, our workers, our environment and our economy. The America we built after World War II -anchored by a strong middle class -- can be built again. We will do it by restoring an economy that works for all of us" - said President Obama, State of the Union Address, Tuesday, Jan. 24, 2012.

Wishing you all with the best of opportunities that the Year of the Dragon will bring us all.

Comments:

We like to hear about your insights. You can email your comments to: info@jntconsulting.com or send through the provided message field at the end of this article.

# # #

2012 Australia's Strategy - Integrating Workforce In Focus

(c)2008 jalennturre

Australia's Strategy - Integrating Workforce

In 2012, Australia’s Department of Immigration and Citizenship will review the existing Professional Year Visa Program that was implemented in 2008. It is a structured development program, combining formal learning and workplace experience that was intended for Engineers, Accountants and IT Professionals. It may assist graduates to find employment and credits 5 points towards meeting the Points Based Skilled Migration pass mark.

Source: embassyworld.com

The Scope of the Professional Year Visa Program entails;

• participants will familiarise with the norms and values in the Australian workplace as well as the Australian employment market and workplace culture
• participants acquire techniques on how to communicate effectively and professionally in the Australian workplace with colleagues, managers and clients
• participants will gain an internship (work experience) in order to learn about all aspects of work practices in an Australian company

The intended evaluation was to assess whether the Professional Year Program has been achieving its defined objectives successfully, at the same time to identify potential improvements. The Department of Immigration and Citizenship encourage all current and past students under the program to participate anonymously in the survey.

Source: Evaluating Professional Year Program - Australia Dept of Immigration and Citizenship

JNT Consulting in Terrigal, New South Wales, Australia

Our office in Terrigal, New South Wales, Australia commenced in servicing our Australia-based clients through the leadership of our Director, Aldo Vaccarezza. 

Aldo is instrumental to our success in the land of Oz. 

Perspectives:

Depending on the results of the evaluation. The program may continue as an integral part of Australia's competitive  program in enriching their workforce through diverse talents from different cultures.  The goals of the program are noble and strategically positioning better relationship among people within Australian workforce environments. A very good approach that will facilitate integrated society and citizens regardless of backgrounds.

Professionals across the globe are competing in expanding their knowledge, skills and competencies. Businesses with operations between two countries or more are struggling in coping up with the expectations of local hosts and increasing their capabilities to adapt into the global world. Many are short of competencies to be adequately comfortable of operating within the auspices of another culture.

Comments:
We like to hear about your insights. You can email your comments to:info@jntconsulting.com or send through the provided message field at the end of this article.

# # #

Misclassifying Worker as Independent Contractor - New California Law Plus Implications where Business Operates

In October 9, 2011, Governor Jerry Brown signed into law the Senate Bill 459 (Ellen Corbett) which prohibits willful misclassification of a worker as an independent contractor.  

As of January 1, 2012, this new California Law took effect with Section 226.8 has been added to the Labor Code.

The following are its provisions; 

1. Willful misclassification of an individual as an independent contractor.
2.  Charge an individual who has been willfully misclassified as an independent contractor a fee, or making any deductions from compensation, for any purpose, including for goods, materials, space rental, services, government licenses, repairs, equipment maintenance, or fines arising from the individual’s employment would have violated the law if the individual had not been misclassified.

When a violation has been determined, a person or the employer would be;
1. Subject to a civil penalty of not less than five thousand dollars ($5,000)
2. And not more than fifteen thousand dollars ($15,000) for each violation, in addition to any other penalties or fines permitted by law

When a violation has been determined that an employer or a person has engaged in any of the enumerated violations of subdivision; (a) and the person or employer has engaged in or is engaging in a pattern or practice of these violations,
1. Subject to a civil penalty of not less than ten thousand dollars ($10,000)
2. and not more than twenty-five thousand dollars ($25,000) for each violation, in addition to any other penalties or fines permitted by law.

When it is determined that the person or an employer is a licensed contractor company pursuant to the Contractors’ State License Law and has violated subdivision (a), State Agency shall transmit a certified copy of the order to the Contractors’ State License Board for disciplinary action.

An employer who is determined as a violator of the law, it will be required to do the following;
1. Must post a notice on its website that; (a) it has committed a serious violation of the law by engaging the willful misclassification of employees, (b) it has changed the business practices to comply with the law, (c) it provides any employee who believes that he or she is being misclassified as an independent contractor may contact the Labor and Workforce Development Agency. The notice shall include the mailing address, e-mail address, and telephone number of the agency. (d) the notice is being posted in pursuant to a State order.

In addition the employer also shall satisfy the following requirements in preparing the notice:
(1) An officer shall sign the notice.
(2) It shall post the notice for one year commencing with the date of the final decision and order.

An inspection to the compliance of the law may take place at any time. Violators of non-compliance to issued order will be given a citation in addition to the penalties or damages that are otherwise available at law.

When an employer does not have a website, such notice must be posted prominently in areas that are accessible to employees and the public.

Perspectives:
1. Any person or employer who will hire an independent contractor must understand the full responsibility of the function and not the same or similar to someone who is employed in the organization.
2. The Rule of Thumb, check the IRS IC Test to determine whether the position is classified correctly as an independent contractor versus a supervised or managed employee.
3. It will be worthy to understand the example provided by the IRS regarding their description of a Common Law (Employee)

Common Law Rules (source: IRS.gov)
Facts that provide evidence of the degree of control and independence fall into three categories:
a. Behavioral - does the company control or have the right to control what the worker does and how the worker does his / her job?
b. Financial - are the business aspects of the worker's job controlled by the payer? (these include things like how worker is being paid, whether expenses are reimbursed, who provides tools/supplies, etc.)
c. Type of relationship - are the written contracts or employee type benefits (1.e. pension plan, insurance, vacation pay, etc.) identifiied? Will the relationship continue and is the work performed a key aspect of the business?

4. When in doubt about the responsibilities of the role and cannot determine whether or not it falls in a correct classification, sought the guidance of an experienced human capital consultant or employment attorney

Many argue that this law is a "job creation killer". For any follower of laws, a correct classification of every worker will take place upon hire. For any non-follower of laws, an employee who may not qualify to perform the role of an independent contractor may be classified as one for purposes of convenience and cheap labor.

This law has a backbone to protect hard working individuals and be classified as independent contractor. This new law also allow anyone within the organization to report to the State Agency, that there is someone working within the premises who was misclassified.

The ICs are business people who deliver the quality of work without the help of micro-managers.

Business Operation's Location as a Consequential Evidence of Greater Interest:
When executing an independent contractual agreement, do not ignore to identify the actual location of the job being performed by the Independent Consultant / Contractor, required by the contracting business. It is equally essential to identify the actual location of the hiring party whether within the state or outside the state. The relationship between parties must demonstrate the impact of "materially greater interest" when the job is being performed. Both locations help determine the location of materially greater interest.

The most recent case that illustrated such conflict which emphasized the business operations location and its greater interest was the case of Ruiz v. Affinity Logistics Corporation.

Comments:

We like to hear about your insights and experience. You can email your comments to: info@jntconsulting.com or send through the provided message field at the end of this article.

# # #

2012 is around Us ~ Happy New Year

Source: 123greetings.com

We are humbled to note that we reached the New Year of 2012. With its emergence we are excited to begin the year with full of enthusiasm and explore what it brings us all.

Our intent is to work hand in hand with you in order to achieve mutual success throughout the Year of 2012.

Happy New Year once again!

From Your Team and Partner

(R) JNTConsulting

About JNT Consulting 

 

JNT Consulting Global Resources is a professional services consulting and management company, provides workforce solutions that demonstrate the "High Performing Organization" regardless of size and location. 

JNT Consulting has its headquarters in San Jose, California and is ‘”Your Partner for Growth & Development”, “Your Professional Coach”, and “Your Provider of Programs & Services”. You can contact us by calling +1 650 241-3207 or visit our website.

# # #

New California Laws - Effective Janary 1, 2012

Source: omeriani.com

California Laws that will affect your business, effective January 1, 2012;

(the following appeared at our December Special Edition of the JuNcTion)

1. The CA AB 469  - New Hire Pay Rate Notice

      This amends the California Labor Code by adding “that employers are required to provide each new hire with a written pay notice at hiring in English or the new hire’s primary language”.  The notice provides rate, methods, scheduling of pay, and employer’s pertinent information. The AB 469 will take effect January 1, 2012. This notice is not required for those who are exempt from overtime, for public employees, or for employees covered by valid collective bargaining agreements if they make more than 30 percent of the minimum wage.

2. The CA AB 22 - Credit Report Use

      This will take effect in January 1, 2012. California now joins Connecticut, Hawaii, Illinois,       Maryland, Oregon and Washington as U.S. States that limit the use of credit checks by employers. The CA AB 22 amends California Labor Code and State’s Consumer Credit Reporting Agencies Act to restrict the discretion that private and public sector employers have to use “consumer credit    reports” for hiring / personnel decisions, unless the purpose of usage meets the exceptions allowed by the law.

      AB 22 bans the use of pre-employment credit checks for many employers. The bill prohibits employers or prospective employers from obtaining a consumer credit reports for employment  purposes unless the position of the person for whom the report is sought is one of the following:

√ A managerial position;

√ A position in the state Department of Justice;

√ A sworn peace officer or other law enforcement position;

√ A position for which the information contained in the report is required by law to be disclosed or obtained;

√ A position that involves regular access to specified personal information for any purpose other than the routine solicitation and processing of credit card applications in a retail establishment;

√ A position in which the person is or would be a named signatory on the employer's bank or credit card account, or authorized to transfer money or enter into financial contracts on the employer's behalf;

√ A position that involves access to confidential or proprietary information; or

√ A position that involves regular access to $10,000 or more of cash.

Perspectives:

It will be a great practice to apply necessary changes within your workplace. If you are not sure how these changes can impact your organization. Secure the guidance and assistance of an experienced consultant who might be able to help you. 

"Managing organizational risks are essential to avoid greater penalties and consequences"

# # #