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Company, Hiring, Operations, Strategy

The Employee Review Process

By on

September 16, 2019

- Company, Hiring, Operations, Strategy

Introduction

Employee reviews have been a part of the workplace forever. Most companies provide employees with a 90- day review and then an annual review. Companies vary on how reviews are done, but the main objective is to provide employees with real and specific feedback surrounding their work performance. Reviews can be burdensome for managers and Human Resources, as they require a lot of time and effort to complete. The truth of the matter is that employee reviews are a critical part of employee morale and success at work. The employee review process should be a significant part of your company in order to achieve amazing results.

From the perspective of the employee

Employees who are invested in their work crave feedback. In addition, positive feedback is almost as important to an employee as a paycheck. It reinforces their purpose, and they feel good. Of course, not all feedback is positive, but even negative feedback, if given in the spirit of growth and development, can have a lasting impact. For instance, if an employee continues to fall short in their presentation skills, hearing that from their manager with tools and a plan to improve will motivate that worker to focus on that area. In addition, it fuels further discussion and gives the employee something more to work towards.

Reviews and Raises

If nothing else is taken from this article, heed this one piece advice. Make it very clear from the onset of employement and onward, that reviews do not necessarily guarantee or coincide with pay increases. The discussion of money needs to be its own discussion. If the two are tied together, it creates a roadblock for transparency and motivation. Does it make sense to constructively criticize work performance in one or more areas and then give a raise? Likewise, does it make sense to set the standard that each review that yields positive results also yields a raise? Separate reviews from raises. Both are important, but not tied together as one.

Bringing it all together

Employee reviews are important for many reasons. They are living and breathing documents that record an employees performance. They serve as motivational literature, and put sub-performaning employees on notice that improvement is necessary. Finally, they serve as a reminder to everyone what the company’s vision, goals, core values, and mission are. All companies, regardless of size, should have a standardized review process in place. It will make all the difference in the world. For more information or help with implementing a review process, contact Link1 Healthcare Solutions at Link1healthcaresolutions.com.

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Hiring, Operations, Recruiter

4 Company Benefits of Using a Recruiter

By on

August 26, 2019

- Hiring, Operations, Recruiter

What does a recruiter do?

Have you ever added up the amount of time and money it costs to source, recruit, interview, negotiate, and hire somebody? The numbers are staggering. Manpower is stretched and other top priorities are dropped as the focus has turned to filling a position. If your company is like most, then you need to seriously consider working with recruiters to fill various positions.

4 Benefits for working with a recruiter:

There are many, many reasons to work with an outside recruiter to fill your vacant positions. The main goal for any company is to hire the best talent in the least amount of time. This strategy will keep your company running smoothly. Here is how a recruiter can help.

  1. Recruiters have extensive networks- These networks are filled with applicants that recruiters know and have vetted already. If there is an applicant in the network that is a good fit, the time to hire can be reduced significantly.
  2. Recruiters will dedicate all their time to fill a position- This is why you hired a recruiter. They are charged with presenting you with the best candidates, and that is what you are paying them for. You do not have to disturb your team and change their routines (which can be a very difficult thing).
  3. Recruiters are experts in interviewing- Recruiters know what to ask, and just as importantly, what not to ask. They are up to date on laws which govern what can be asked of an applicant. In addition, good recruiters know how to parse out standard interview answers that may be rehearsed, from real, thoughtful responses. This often separates a good candidate from a bad one.
  4. Recruiters will ultimately save your company money- Although you will have to pay for a recruiter’s services (usually a percentage of the new hires’ first year salary), this pales in comparison with the cost of lost productivity and time spent by current company leaders trying to hire someone.

A Strong Partnership:

A good recruiter will become one of your most trusted partners and advisers. As they present to you top talent for you to hire, you will start to see the value they bring to your company. In fact, as your relationship blossoms, you will be able to cut down the time of having an open position substantially. Don’t scramble to try to fill a vacancy. Use a trusted professional, and your company will be that much stronger.

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