Top 7 Holiday Hiring Tips Offer Businesses a Competitive Edge This Holiday Season
30 Outubro 2008 - 1:21PM
Business Wire
Gevity (NASDAQ: GVHR), a leading professional employer organization
(PEO) that provides HR services to businesses nationwide, released
today its "Top 7 Holiday Hiring Tips" to help employers stay ahead
of the competition this holiday season. With the economy struggling
and many business retailers dependent on holiday sales, smart
hiring decisions can prove crucial to a business' bottom line.
Gevity's "Top 7 Hiring Tips" can help prevent employers from making
costly hiring mistakes and teach them how to hire smart any season
of the year. Smart hiring practices can be a business owner's
competitive edge, especially this holiday season as Americans are
expected to spend 35 percent less, according to a recent Nielsen
survey. Hiring capable and qualified employees can help drive
sales, improve employee and customer satisfaction and maintain
employee retention. "No matter what type of business you're in,
your success depends on finding and selecting the right employees,"
says Meredith Johnson, Chief People Officer for Gevity. "It's
critical to make sure the person you hire is worth the investment,
and that every new employee will improve your business
performance." The Cost to Hire Businesses make a costly commitment
in taking on new employees. Costs per new hire can range from $880
for non-exempt employees to $35,780 for exempt employees, such as
recruiting and hiring executives, according to the Society for
Human Resource Management (SHRM). This expense is the cost a
company incurs in addition to the new hire's hourly wage or annual
salary. In a declining economy topped with a projected slow holiday
season, the cost-to-hire places a significant burden on businesses
- especially small businesses. Hiring How-To Tips With advanced
planning, costly hiring mishaps can be easily avoided. Business
owners are encouraged to try Gevity's "Top 7 Holiday Hiring Tips"
this holiday season. 1. Put it in writing. Develop an interview
process that clearly sets expectations about the type of candidate
you're looking for. Publish the expectations and guidelines so they
are accessible to all hiring managers. 2. Double up. Don't rely on
one person's assessment of a candidate's skills, even for a
part-time holiday position. Clearly establish the criteria you're
looking for and have at least two people interview each applicant.
3. Evaluate the whole person. Conduct an assessment that looks
beyond the skills needed to perform the job. Ask open-ended
questions that give you insight into how the candidate will act
with customers, prospects and other employees and how they will
handle a variety of challenging situations. 4. Get all the facts.
Conduct background checks for all applicants. Background checks
help you avoid bad hires that can lead to theft, litigation and
other costly human resource issues. 5. Pay for performance.
Consider offering a bonus for good performance, even for holiday
help. This allows you to keep good employees and provides a goal to
work toward to ensure that productivity and a can-do attitude stays
front and center. 6. Follow the law. Adhere to all legal
requirements for interviewing and hiring employees. If you
currently work with a professional employer organization (PEO),
your PEO should help you stay compliant. Your point of contact
should be able to provide guidelines for your recruiting, interview
and hiring processes. 7. Communicate. Keep applicants informed
throughout the interview process to help ensure you don't lose that
perfect hire to another company right before you're ready to make
your employment offer. Hired bad help? You're not alone. Gevity
asked its client base of more than 6,000 businesses nationwide to
share their personal holiday-help-gone-bad stories. Experiences
like these demonstrate the effects of bad hiring decisions: The
Chronic Crossword Puzzler - "Alice" was hired as a temp to greet
customers and answer phones. She was more interested in her
crossword puzzles than in customer service. After hanging up on
customers, frequently using profanity, and showing up disheveled
from a fist fight, she was terminated. The Overly-Sensitive
Employee - A company hired a temporary employee for holiday help.
After just three days on the job, she resigned citing that the
carpet was not soft enough for her. Ms. New Shoes - A large
department store hired a temporary employee for the holiday season.
The employee stole a pair of new shoes from the store. The shoes
did not fit, which later proved quite painful. The manager, aware
of her sticky fingers, had her walk the length of the store
throughout her shift that day in the stolen shoes. At the end of
her shift, a security guard, who was dressed as Santa, escorted her
to the interview room where she was immediately dismissed. The
moral of this story - even if the shoe fits...don't steal it! To
learn more about finding and selecting the right employees anytime
of the year, download Gevity's complimentary white paper offered
through the Gevity Institute at
http://www.gevityinstitute.com/gevity-institute/index.html. About
Gevity A pioneer in the professional employer organization (PEO)
industry, Gevity (NASDAQ: GVHR) helps clients focus their resources
on running a profitable business. With 25 years of service, Gevity
delivers solutions for employers nationwide through payroll,
employee benefits, risk management and HR services. For more
information, please visit gevity.com. A copy of this press release
is also available online at gevity.com - newsroom & events.
Gevity (NASDAQ: GVHR), a leading professional employer organization
(PEO) that provides HR services to businesses nationwide, released
today its �Top 7 Holiday Hiring Tips� to help employers stay ahead
of the competition this holiday season. With the economy struggling
and many business retailers dependent on holiday sales, smart
hiring decisions can prove crucial to a business� bottom line.
Gevity�s �Top 7 Hiring Tips� can help prevent employers from making
costly hiring mistakes and teach them how to hire smart any season
of the year. Smart hiring practices can be a business owner�s
competitive edge, especially this holiday season as Americans are
expected to spend 35 percent less, according to a recent Nielsen
survey. Hiring capable and qualified employees can help drive
sales, improve employee and customer satisfaction and maintain
employee retention. �No matter what type of business you're in,
your success depends on finding and selecting the right employees,�
says Meredith Johnson, Chief People Officer for Gevity. �It�s
critical to make sure the person you hire is worth the investment,
and that every new employee will improve your business
performance.� The Cost to Hire Businesses make a costly commitment
in taking on new employees. Costs per new hire can range from $880
for non-exempt employees to $35,780 for exempt employees, such as
recruiting and hiring executives, according to the Society for
Human Resource Management (SHRM). This expense is the cost a
company incurs in addition to the new hire�s hourly wage or annual
salary. In a declining economy topped with a projected slow holiday
season, the cost-to-hire places a significant burden on businesses
� especially small businesses. Hiring How-To Tips With advanced
planning, costly hiring mishaps can be easily avoided. Business
owners are encouraged to try Gevity�s �Top 7 Holiday Hiring Tips�
this holiday season. 1. Put it in writing. Develop an interview
process that clearly sets expectations about the type of candidate
you�re looking for. Publish the expectations and guidelines so they
are accessible to all hiring managers. 2. Double up. Don�t rely on
one person�s assessment of a candidate�s skills, even for a
part-time holiday position. Clearly establish the criteria you�re
looking for and have at least two people interview each applicant.
3. Evaluate the whole person. Conduct an assessment that looks
beyond the skills needed to perform the job. Ask open-ended
questions that give you insight into how the candidate will act
with customers, prospects and other employees and how they will
handle a variety of challenging situations. 4. Get all the facts.
Conduct background checks for all applicants. Background checks
help you avoid bad hires that can lead to theft, litigation and
other costly human resource issues. 5. Pay for performance.
Consider offering a bonus for good performance, even for holiday
help. This allows you to keep good employees and provides a goal to
work toward to ensure that productivity and a can-do attitude stays
front and center. 6. Follow the law. Adhere to all legal
requirements for interviewing and hiring employees. If you
currently work with a professional employer organization (PEO),
your PEO should help you stay compliant. Your point of contact
should be able to provide guidelines for your recruiting, interview
and hiring processes. 7. Communicate. Keep applicants informed
throughout the interview process to help ensure you don�t lose that
perfect hire to another company right before you�re ready to make
your employment offer. Hired bad help? You�re not alone. Gevity
asked its client base of more than 6,000 businesses nationwide to
share their personal holiday-help-gone-bad stories. Experiences
like these demonstrate the effects of bad hiring decisions: The
Chronic Crossword Puzzler � �Alice� was hired as a temp to greet
customers and answer phones. She was more interested in her
crossword puzzles than in customer service. After hanging up on
customers, frequently using profanity, and showing up disheveled
from a fist fight, she was terminated. The Overly-Sensitive
Employee � A company hired a temporary employee for holiday help.
After just three days on the job, she resigned citing that the
carpet was not soft enough for her. Ms. New Shoes � A large
department store hired a temporary employee for the holiday season.
The employee stole a pair of new shoes from the store. The shoes
did not fit, which later proved quite painful. The manager, aware
of her sticky fingers, had her walk the length of the store
throughout her shift that day in the stolen shoes. At the end of
her shift, a security guard, who was dressed as Santa, escorted her
to the interview room where she was immediately dismissed. The
moral of this story � even if the shoe fits�don�t steal it! To
learn more about finding and selecting the right employees anytime
of the year, download Gevity�s complimentary white paper offered
through the Gevity Institute at
http://www.gevityinstitute.com/gevity-institute/index.html. About
Gevity A pioneer in the professional employer organization (PEO)
industry, Gevity (NASDAQ: GVHR) helps clients focus their resources
on running a profitable business. With 25 years of service, Gevity
delivers solutions for employers nationwide through payroll,
employee benefits, risk management and HR services. For more
information, please visit gevity.com. A copy of this press release
is also available online at gevity.com > newsroom & events.
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