Tuesday, October 14, 2014

How to Find Out If a Potential Candidate May Have Scheduling Conflicts

Interview Question: The job requires you to _____. Is there any reason you could NOT meet those requirements?

This is the perfect way to learn about things like second jobs, transportation issues and even possible childcare coverage problems. For the most part you can't directly ask about these issues, but you can ask this question and act on the responses. So asking someone to tell you if the need for them to be available to stay late or come in on weekends is an issue is acceptable. If they then tell you they cannot meet that requirement because of any of the aforementioned issues you generally are on solid ground to eliminate them as a candidate. Be careful not to provide possible answers, instead saying silent and allowing the responses to voluntarily flow.

Monday, October 6, 2014

How Can You Communicate Ethics and Compliance Policies?

It is critical for all businesses and in some cases required for others that you share your policies pertaining to Ethics and Compliance. In general, you should do so in writing via your Employee Handbook or in some cases via a separate document. Be clear in what you expect while still allowing for company interpretation. Overall, insure that you give the employee a chance via one-on-one or group sessions to review the policies so that they are clearly understood. Lastly, get employees to sign off indicating the policies were read and that the employee agrees to adhere to them.

Thursday, October 2, 2014

Can You Effectively Mediate Conflict in the Workplace?

Reader Question: I would like to get more information on mediation strategies for handling difficult issues among employees. Can you suggest any techniques that might be helpful?
- HR Assistant, Medical Product Company

One technique that you can frequently use is the establishment of "Ground Rules". The parties involved create, agree, and commit to the rules --- a method that is helpful for those employees that are experiencing conflict with fellow co-workers. When it comes to conflict management / mediation you need to assess the situation first to see what the most appropriate intervention would be. This all being said Mediation is not an easy area to master. The best way to learn mediation techniques is read up on it, find a local course provider, and practice, practice, practice!

Wednesday, October 1, 2014

Did Your Potential Candidate Prepare For The Interview?

Interview Question: What do you think it takes to be successful in a company like ours?

Some candidates will jump right in a give you their best answer to this trap laden question. You have to decide if they should be able to answer at this juncture --- or the appropriate response is "I won't know until I'm here for a few months" or even "Why don't you tell me?". Probe any direct responses inquiring as to how they arrived at their answer. It helps to understand if they did research, asked others who work there, or just made some assumptions.

Monday, September 29, 2014

What Should Your Resignation Policy Say?

A policy that states the process per se that is to occur when an employee leaves the company is always a good thing to have in place. The common error - stating that the employee is required to provide no less than two weeks notice to the company. If you are maintaining an "at-will" employment relationship with your employees, as you should, you need to state that you request that all departing employees provide two weeks of notice. Mandate it and you could be compromising your "at- will" relationship.