Open House Design, Development & Consulting – An inside look at what OperationsInc delivers

You have to secure 10 + new hires and you need to do so within a very tight timeline. How do you generate a large pool of candidates in a short period of time and rapidly run them through the entire interviewing process?

We have the answer.

OperationsInc can help small businesses and HR Professionals to develop and execute an Open House Recruiting Event, focusing on specific or company-wide needs. Our team of HR Professionals will handle all of the details including:

• Process flow and logistics


• Developing and executing an advertising strategy for each need


• Coordinating a schedule for hiring managers who are conducting interviews


• Organizing a pre-registration process


• Assisting in the development of materials to be provided to each attendee


• Planning and execution for post-event candidate follow up


• Reporting and analysis on cost per hire
  

OperationsInc will help you to devise the flow from the time of the candidate’s arrival to the candidate’s departure --- with you every step of the way.

For more information or to access our Live Chat feature, go to www.OperationsInc.com.

David Lewis
CEO
OperationsInc – Stamford, CT
Human Resources Outsourcing and Consulting

AKA -- Mister HR

http://www.OperationsInc.com/

Handbook Tip of the Week - May 22, 2008

Tips from Mister HR on key components of a good employee handbook

Overcommitting

There's a fine line between setting the standards of behavior and practices that you want your company to follow and how you articulate these goals in your handbook. Saying that the company "will do..." something and that it "will occur monthly / quarterly / annually..." are solid goal statements, BUT dangerous handbook statements. If you commit to a specific timeline or occurrence and then fail to meet it may you open the door for a claim by a terminating employee. The message here -- use more words like "may", "expect to...", "normally will..." and so on. Qualifying that it is your intent to meet a timeline is far better than definitively saying you will...and then don't.

David Lewis

CEO

OperationsInc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

http://www.OperationsInc.com

Latest HR News - May 21, 2008

Employees Checking Their Options

A recent survey discovered that 50% of U.S. Employees reported conducting job-search activities within the past year. The reason most often cited for leaving a job was inadequate compensation. Though Employers believed their workers would leave for an 8 - 15% premium over current benefits, in reality, most workers said they needed a raise of at least 16% to entice them from their current jobs.

Read Full Survey Results...

David Lewis
CEO
OperationsInc - Stamford, CT
Human Resources Outsourcing and Consulting

AKA -- Mister HR

http://www.OperationsInc.com/

Reader Question of the Week - May 20, 2008

Straight from the mouths of Mister HR's readers

We're about to start the renewal process for our employee benefits. How can I best benchmark our plans vs. what other companies are offering? Asst. Controller - Hedge Fund

Your best bet is to find a well established benefits broker that specializes primarily or exclusively in Health related insurances. They almost assuredly will have a substantial base of clients that will offer a significant sample of what companies are doing with their plans in terms of percentage the company pays on premiums, co-pay levels, deductible levels and other coverage particulars. Be sure the firms they represent possess similar characteristics to yours in terms of number of employees, location and industry.

David Lewis
CEO
OperationsInc - Stamford, CT
Human Resources Outsourcing and Consulting

AKA -- Mister HR

http://www.OperationsInc.com/

Interview Question of the Week - May 19, 2008

Tips from Mister HR on questions to ask and how to interpret the responses

Why did you pursue your MBA / Graduate Degree?

Seems logical that the answer would be to learn more about the field of their choosing...but listen carefully to the responses you receive. Too many candidates out there provide a one dimensional response about how they thought it would help them find a job. Still others will tell you of an alternative career path than the one they are on that failed to materialize, so they are now pursuing this newest path. Probing on how their education is put to use in their career, as well as how they see the need for additional education will help you gage maturity, confidence and growth potential.

David Lewis
CEO
OperationsInc - Stamford, CT
Human Resources Outsourcing and Consulting

AKA -- Mister HR

http://www.OperationsInc.com/