Tuesday, April 22, 2014
Monday, April 21, 2014
Successful recruiting in today’s market requires perfectly crafted campaigns that relate more to management than HR management. That seems a little far-fetched, I know, but businesses looking to find good candidates are having to get creative and strategic in how they market their recruiting efforts. There’s a lot of work that goes into every aspect of recruiting, starting with a job posting.
Job postings serve two purposes:
1. To attract potential candidates for a position through a catchy yet condensed description of the position
2. Marketing the business. Contrary to what you might think, recruiting has everything to do with marketing your business.
Think of it this way – job postings are posted in print (newspapers and magazines), online (social media, company website, job boards), and can even be advertised through radio ads. These are all traditional media outlets in which businesses are trying to capture public attention. This means that whether you like it or not, people are looking and listening to the message your company is creating through its recruiting effort. This is a big deal and should be taken very seriously.
Put yourself in the job seeker's shoes for a moment. What would the posting look like? What would it say? What would it not say? By putting yourself in a job seeker's shoes and trying to see things from his or her viewpoint, you are starting to identify with your target market.
This is important on top of identifying who your target market is. What qualifications and experience do they have, and what personal qualities? Creating and understanding your target market alongside a well-composed posting is key in recruiting, not only from a public viewpoint but also to attract successful candidates.
Understanding and identifying your target market helps you to better create strategies for where to post and how often. Also, it allows you to look at resources or ways to further market your position through networking opportunities and groups, to get that direct approach with a captive audience, small or large.
Like a true marketing campaign, marketable recruiting requires ongoing efforts and strategies for potential candidates to maintain interest in your business. This requires time and planning between HR management and marketing professionals. If your effort is strategically planned and executed, it will result in successful recruiting efforts and retention of employees. That in turn will result in a return on investment for the time and resources spent creating marketable recruiting strategies.
Monica Bitrick is a human resources consultant who lives and works in the greater Idaho Falls area.
Thursday, April 17, 2014
|It needs to be noted that the University of Wyoming is the only four-years school in the Cowboy State.|
In Idaho, that distinction went to BYU-Idaho. "It may be hard to believe that there are so many opportunities to develop skills in a given area from attending a little school in Rexburg, Idaho, " said the summary. "But just as BYU-Idaho takes huge steps in innovating learning and maximizing resources, students learn to be innovative hard-workers who know how to problem-solve and communicate effectively."
While some people may think these schools are “safety schools” because of their high admissions rate (BYU-Idaho's was 99 percent), their strong academics prove they’re much more. You can click here for a statistical breakdown of the schools.
Wednesday, April 16, 2014
|Here's what a Freddy's Frozen Custard typically looks like.|
Freddy's Frozen Custard and Steakburgers has filed a site plan with the city of Idaho Falls to build at 355 North Woodruff Avenue, on a site pad near WinCo Foods.
Site plans are the first step in the process, before a property is platted and a building permit is issued. A spokeswoman for the chain, based in Wichita, Kan., confirmed last December that a franchisee was negotiating a real estate deal in Idaho Falls.
Freddy's was founded in 2002 by two brothers, Bill and Randy Simon, whose father, Freddy Simon, was the inspiration for the restaurant (and obviously its namesake). The first franchise launched in Hutchinson, Kansas, in 2004 and by October 2013 the company had opened its 100th location, in Bowling Green, Ky.
According to the Web site, Freddy's plans to open 400 more stores over the next 10 to 15 years.
Tuesday, April 15, 2014
|Remodeling work at the corner of Park Avenue and A Street is going on in preparation for the opening of The Collective, planned for May 1.|
Scott and Tiffani Duff are heading the project, which will occupy 4,200 square feet of the main floor. The two have been going to craft fairs for more than five years and met a lot of people who told them they could use a place in Idaho Falls where they could sell their stuff.
"These people typically have other jobs," said Scott Duff (who himself works for the Idaho Cleanup Project). "The don't make enough or sell enough to open their own stores."
He said they toyed with the idea of a co-op like Boise's Indie Made, but opted instead to manage it themselves. "All they have to do is make their products," he said.
An Idaho Falls native, Duff said he excited to be downtown. "I've loved that building since I was a kid." He credited Kevin Cutler of Sperry Van Ness High Desert Commercial with hooking them up with the building's owners, Chad and Kari Campos.
The Campos plan to develop the upper floors of the building into residential lofts, said Cutler (who is president of the Idaho Falls Downtown Development Corp.) With a lot of downtown properties, it's easier to renovate the upstairs when someone is paying the rent downstairs, he said.
In addition to display space, there will be a classroom where vendors can teach, Duff said.
They are shooting to have the doors open to the public May 1, with a grand opening scheduled for May 10. To check on their progress, visit their Facebook page here.
Monday, April 14, 2014
With a case being heard by the U.S. Supreme Court, Hobby Lobby has been no stranger to the media this past year
Last week the company's name came up once again on a satirical Web site called the Daily Currant. The Currant's story -- a work of fiction -- was about a 33-year-old Hobby Lobby sales associate who claimed she'd been fired because she'd filed for divorce from her alcoholic husband. Hobby Lobby, which claims to base its business model on Biblical standards, considers divorce a sin and grounds for termination.
The story featured some colorful "comments" by David Green, Hobby Lobby's CEO. While it was satire (other Daily Currant headlines: "North Korean Leader Has Perfect NCAA Bracket" "US Bans The Import of Russian Vodka") – it brought up a good topic for discussion. Just how far can an employer go in limiting an employee’s life outside the workplace?
As employees, many of us spend more time at our jobs than we spend at our homes or with our families. It would only seem logical that the moment we leave the workplace we are free to be ourselves without fear of consequences from our personal choices and activities, right?
For the most part. I would say that a number of employers don’t monitor their employees’ after-hours choices or activities. Over the past few years, however, I have seen major management practices and trends start to focus on what employees are doing outside the workplace if it's likely to have an impact on business.
Exactly how far can an employer go in limiting what an employee can do outside of work hours? Last year I remember having a conversation with a colleague who is a manager at one of the major car dealerships in southeast Idaho. He said their dealership had implemented a policy in which employees were advised they could not wear their dealership attire in public after hours if there was any possibility they might behave in a way that would reflect negatively on the dealership.
A company that does government contracting has to maintain an even higher level of monitoring. Battelle Energy Alliance, CWI and Bechtel Marine Propulsion all have very strict standards on what employees can and cannot do after hours if they don't want to risk their security clearances. There have been cases in which employees have been terminated due to misdemeanor convictions, credit issues and questionable behavior.
A company can limit the outside activities of its employees if it can prove that a person's behavior has a negative impact on the company (e.g. loss of sales, civil/criminal cases, contractual obligations, etc). Additionally, a company can implement what is called a bona fide occupational qualification to identify qualities or attributes in the hiring and retention of employees. These are more narrowly defined though employment law.
If your business is or has considered limiting outside activities of employees, it’s important to identify what those activities are and why the company does not allow them. It is also important to be mindful that a company cannot identify every action an employee might take that could have a negative impact, and that trying to broadly identify those areas could cause more harm than good.
Policies or procedures that limit people's activities off the clock should be crafted very carefully and reviewed by an HR professional and/or an employment attorney. This is to ensure that employers are not overstepping boundaries and putting themselves in situations where there might be legal liabilities.
Overall, it’s important for companies to understand the impact their employees' after-hours activities might have. But limiting those activities beyond reasonable levels can be damaging to the company and the employee base.
Monica Bitrick is an independent human resources consultant who lies in Idaho Falls.