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

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USA - IRS Launched the Tax Returns e-Filing for 2012

source: irs.gov

Today, January 17, 2012 - the US IRS launched the 2012 electronic tax filing season. Last year, the electronic system revolutionized the processing of tax returns and speedy refunds were possible. More than 112 million income tax returns were e-filed or 77 percent of all individual returns filed electronically. E-filing system will also notify the taxpayer if his/her filing was correct and accepted. Or when declined, it will provide a window of opportunity in re-filing.

"E-file is the best option for taxpayers. E-file enables taxpayers to file more accurate returns and receive their refunds quickly and safely," said IRS Commissioner Doug Shulman.

Taxpayers can get their tax refunds in as few as 10 days. Last year, more than 79 million refunds were electronically deposited directly into taxpayers’ accounts, saving them a trip to the bank and the fastest way to get a refund after e-fling.

What this means for you?

Ideally, electronic e-filing your taxes is convenient and very easy. There are three ways that were recommended by the US IRS on how to file your taxes electronically. They are the following;
1. Through self e-filing by using a tax software e.g. Turbo Tax and similar softwares
2. Through a Tax Preparer
3. Through IRS Free File. However, please note that there is a limitation to the adjusted gross income of $57,000 or less of a given family or an individual when using this system.

When your adjusted gross income is higher than $57,000, consider using either item 1 or item 2 in the recommended ways of e-filing. Don't wait for the deadline on April 17, 2012.

Please click the following links to read more details;

E-filing of Tax Returns Opened

IRS Free E-filing of Federal Taxes

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.

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Remembering Dr. Martin Luther King Jr. as an American

January 16, 2012 is a US Federal Holiday. It is the day to remember the legacy that Dr. Martin Luther King Jr. has fought for us, being an American. He was born on January 15, 1928 and was assassinated in April 4th 1968. He stood for justice and equality as a civil rights leader.

"We're celebrating the best of what we are, but also what me must become, knowing that we've not arrive there yet," - Martin Luther King III

Dr. King at Tenth Anniversary of the S.C.L.C. in Atlanta, GA in Aug 16, 1967

Backgrounder:
Dr. King was the chief spokesman for nonviolent activism in the civil rights movement, which successfully protested racial discrimination in federal and state law. The campaign for a federal holiday in King's honor began soon after his assassination in 1968.

Then, President Ronald Reagan signed the holiday into law in 1983, and it was first observed on January 20, 1986. At first, some states resisted observing the holiday as such, giving it alternative names or combining it with other holidays. It was officially observed in all 50 states for the first time in 2000. (source: wikipedia.org)

Several politicians were against the creation of the holiday to honor Dr. Martin Luther King (see wikipedia/reluctance to observe)

Sen. John McCain (Republican of Arizona) voted against the creation of the holiday to honor Dr. King. He also defended AZ Republican Governor Evan Mecham's initiative to cancel a paid holiday in observance of MLK Day by state employees.

Sen Jesse Helms (Republican of North Carolina) led opposition to the bill and questioned King's importance to receive an honor (see social issues). He criticized King's opposition to the Vietnam War and accuse him of espousing "action-oriented Marxism"

In 2007, there has been a dramatic changes in the observance of the MLK holiday in both public and private sectors. Wikipedia identified that 33% of employers gave their employees a day off. While others opted to use this day as a floating holiday.

In the 21st Century, across the United States many observe the Martin Luther King Jr Holiday. Last year, in August 22, 2011, the Memorial of Dr. Martin Luther King Jr. was opened to the public after two decades of planning, fund raising and construction. It is located at the West Potomac Park in Washington, DC.

Source: wikipedia.org

As of today, Dr. Martin Luther King Jr. is still a center of discussions and controversies. Historians, activists, pundits, scholars and among the people argue and discuss about his insights, visions and approaches in changing America's practices toward social issues, specifically on racial discrimination, equality, and profound activism.

Dr. Martin Luther King Jr, said;

"If you want to say that I was a drum major, say that I was a drum major for justice. Say that I was a drum major for peace. I was a drum major for righteousness. And all of the other shallow things will not matter."

The following video link is worth remembering the ideals and legacies that he left us and still be our guiding principles in the future ... (source: AARP.org)

"Martin Luther King Jr's Living Legacy - My Generation"

President Obama, the First Lady Michelle Obama and Malia honor Martin Luther King Jr.

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.

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USA - Validate Employment Eligibility Thru I-9 Form

(c) JNTConsulting

Every US Employer need to validate the eligibility of employment of anyone who will begin working for the company or organization. This function is normally executed by the Human Resource Professional who provides the Initial Orientation of the new employee at Day One.

Recently, the Department of Homeland Security, USCIS released the latest version of the I-9 Guide for immediate use by US employers. This new Guide bears a date as 06/01/11. US Employers are required to follow and maintain a documentation procedure for the compliance of I-9 Form (Employment Eligibility Verification Form). Instruction about the form’s content and how it should be administered is located on page 3 and 4 and page 5 bears the required and complete information and the page 6 illustrates the documents that will substantiate eligibility for employment within the continental United States of America. The new 2011 version of the I-9 document with expiration date as 8/31/12, can be found at USCIS website.

The Department of Homeland Security (DHS) published higher civil fines against employers that violate federal immigration laws; as of March 27, 2008, monetary penalties increased approximately 25 percent. Penalties will be given on a per-alien basis—if an employer knowingly employed or continues to employ five unauthorized citizens, five separate fines may be charged.


In 2011, the Department of Justice has been continuously prosecuting employers who were violating the Employment Eligibility Verification. The Immigration and Nationality Act’s (INA) anti-discrimination provision prohibits employers from placing additional documentary burdens on work-authorized employees during the hiring and employment eligibility verification process based on their citizenship status or national origin. 


“All workers who are authorized to work in the United States have the right to work without encountering discrimination because of their immigration status or national origin,” said Thomas E. Perez, Assistant Attorney General for the Justice Department’s Civil Rights Division. “We are committed to vigorously protecting authorized workers from discrimination in the hiring process and ensuring that employers uphold their obligations under the law.” 


To see the most recent case in regards to Employment Verification.

I-9 Inspections Campaign 

Per SHRM Website, The U.S. Immigration and Customs Enforcement (ICE) has launched a new I-9 inspection campaign across the country, targeting employers suspected of employing unauthorized workers. These “inspections” are announced by service of a subpoena calling for production of Forms I-9 for all current employees and for all employees terminated over the past year. You can also find information at the USCIS Website.


“Employers may not treat authorized workers differently during the employment eligibility verification process based on their citizenship status,” said Thomas E. Perez, Assistant Attorney General in charge of the Civil Rights Division.   “Federal law prohibits discrimination in the employment eligibility verification process, and the Justice Department is committed to enforcing the law.”


To see the most recent Settlement to an Employment Eligibility Violation.

Perspectives:
The Rule on Employment Eligibility is very clear on what are required and needed in order to complete the complete procedure by a Human Resources Professional or his/her representative who is conducting the verification.

Employers found in violation to the I-9 Form will be penalized with fines and at certain situation a jail time will be imposed. 

It is always necessary to be mindful about the organizational risks that are related to non-compliance of the Eligibility of Employment Certification. If you are not certain that you are following the complete regulation, hire an experienced human capital consultant who  can assist you with the compliance and management.  


It is recommended to keep handy a current e-copy of the  I-9 Form (Employment Eligibility Verification Form) and the Employer's Guide for Employment Eligibility Verification.

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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"

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US Unemployment Paradox of 9 Plus Percent Equals Economic Windfall, People Minus Jobs

The Stigma of Recession:

"The failure to match willing employers with appropriate workers is contributing to a jobless rate that has stalled around 9 percent or higher since April 2009 and is keeping the unemployed on the sidelines for longer. The rate was 9.1 percent in July, when payrolls rose by 117,000 workers after an increase of 46,000 a month earlier, the Labor Department said Aug. 5." (Ref. Bloomberg.com Article "Employers REady to Hire ..., By Vivien Lou Chen and Jillian Berman - Aug 7, 2011)

Why do Employers cannot find workers at 9.1 Percent of Unemployment?

On August 13th, 2011, Juntee Terrenal, MA, GMS - provided his insights (see below) to a similar question that was run at LinkedIn's Staffing Discussion Group, posted by Marjorie Liles PHR, a colleague in Human 

Resources:

"Agree with Valentino's inputs 100% (please go to LinkedIn and read the details).

One 'stigma' that employer's representative demonstrate is their inability to look through beyond resume. These people who are looking for specific resume formatting were not trained to pre-screen candidates who has the qualifications. On the other hand, many job seekers cannot afford to pay the cost of Resume Writing (an industry that always find its way in demand during the recession). The point is, resume review is not the only technique in finding the right person who will do the job. A conversation and discussion is a great option in exploring the competencies of people in performing particular job.

My observations, there are so many sloppy descriptions of jobs that do not demonstrate the realities of the functions. You can see that these were copied somewhere else in the internet as you read through the language and match to the company background and business.

Employers do not provide On-the-Job-Training:

"It is not hard for employer to provide an on-the-job training /orientation for people who are new into the industry. One of the problem that I have seen in many organizations - there are many individuals who don't have the ability to 'mentor new colleagues or they do not like to participate in this cross-training / mentoring newbees because of their fear of being eliminated. It is a self protection of their own comfort zone." The realities are ... when you provide a space ~ people are creative in learning new information and process. They will use their experiences and educational background to navigate their ways through adaptation in a new location. New environments are another segment of life where to use previous learnings.

More successful organizations demonstrate their initiatives and creativity in pooling talents and invest on their abilities. The bottom line, when employers say they cannot find talents from 9+% of unemployed, it is an excuse. There are many individuals around who may qualify to work the job that are being advertised. It is a matter of strategic approach and mindset among talent acquisition people and hiring managers in utilizing available resources of skills. Instead of using the usual 'assembly line mentality approach' in matching jobs and people."

A Follow up discussion on August 18th 2011:

"My views on this type of problem is to look at what are the reasons why prospective candidates are not liking the job. Many issues why the persistence of candidates of disliking the jobs are: (1) pay is lower than the required scope of the function, (2) location of the job is far from a willing candidate and the compensation is not commensurate to the distance of commuting, (3) the position might be too vague where the prospective candidates cannot determine their matching skills and will not waste their time to apply as they would not see any future progress of their application, (4) Job owners are looking for gods to do the job but they are not ready to pay the compensation of getting a 'god' for the job - meaning cheap employer like exceptional worker, (5) Experienced people are willing to do the job lower than their prior experiences but they deserve respect and value proposition (6) When candidates will make a research on the employer and find that the hiring employer have had issues with employees before - smart candidates will not take the risk of being associated with this type of employer, (7) technical skilled, non-skilled and labor workers know what they are worth and know the difference of good employer from the bad. (8) job descriptions may not be demonstrating the correct functional responsibilities, (9) hiring managers may not have the right mindset and readiness to fill their job vacancy, (10) Recruiter may not have the right techniques and innovative skills in finding the right candidate for the job.

My suggestion is to look through beyond what is going on. There seems to be an evidence of facts that are contributing to the hurdles of not finding the right individual to work for those jobs. Or may be consider some external help that might provide better options.

Relative Articles:

Attract Employers with your Competencies

Ten Pointers of Self Value

Positives Influences Better Outlook

Individual's Choice A Shift in the 21st Century

New Technical Opportunities

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Jobs: Technical Engineering Opportunities

New Opportunities in Technical Engineering!

JNTC Careers is seeking experienced engineers who will participate in the development and growth of dynamic clientele.

The details of position requirements can be found at JNTC Careers - Technical Engineering

Please submit resumes per instruction. All resumes will be reviewed accordingly.

Perspectives:
Another option to access immediate employment is through the assistance of JNTC Careers, a strategic recruiting sourcer or staffing researcher. JNTC Careers, have direct source of unpublished positions not available at the career websites of employers.

Check the list of Technical Engineering positions that JNTC Careers are sourcing and researching. If the position is relevant to your qualifications and background, each job seeker will submit their resume to the email address provided. Your qualification will be matched to the current positions. Someone will contact you to review your background and understand your interests and career plans.

We invite you to join Us at our social media pages:

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