Mister HR's Blog

Latest HR News - February 9, 2012

2012-02-09T14:03:00.001-05:00

Work/Life Balance, Learning Opportunities Have Greatest Impact on Job Satisfaction

A recent survey revealed that professionals listed work/life balance (28 percent) and opportunities to learn and grow (27 percent) as the top contributors to their job satisfaction. The results are in line with those from a similar survey in which managers were asked about the factors most tied to employee morale.Other aspects of the job linked to satisfaction included:

Ability to accomplish goals (20%)
Camaraderie with coworkers (13%)
A good working relationship with the boss (11%)

Read the full results here.

David Lewis
CEO

Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

Reader Question of the Week - February 8, 2012

2012-02-08T09:15:00.000-05:00

Straight from the mouth of Mr. HR's readers...

What items are generally included in an HR Audit? -- Office Manager, Public Services

To start any good audit will focus on Compliance and then move to HR Best Practices. A mix of Federal and State laws dictate much of the compliance review, including insuring Labor Law Postings exist, are up to date and posted properly. A review of the employee files and their content tells a great deal about compliance and practices, as does a look at the Employee Handbook or what passes for a Policy and Procedure Manual. Lastly a good look at how the HR process works for new hires, terminations, performance management, payroll and administration is key.

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

Interview Question of the Week - February 7, 2012

2012-02-07T12:11:00.000-05:00

Under what type of supervision do you work most effectively?

We are trying to understand how to push the right buttons for those we hire, as well as trying to match styles. To that end asking about what works best for the candidate (micro or macro management for example) can help insure that your new hire is going to coexist nicely with their potential supervisor. As always probe on why they see themselves doing better being tightly managed (for example) so as to insure the answers aren't simply being offered in a way the candidate thinks they should be answered.

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

HR Best Practices Tip of the Week - February 6, 2012

2012-02-06T10:26:00.000-05:00

New Receipts for New Info

We all issue updates to our handbooks. Perhaps they come in the form of a new or revised policy. Perhaps we issue an entirely new edition of the book. Anytime you issue new policies and/or a new book you should also issue a new Handbook Receipt. If you expect to hold your employees accountable for adhering to the content of your book then be sure their accountability is documented with a receipt signed and dated AFTER the last update was issued, not before.

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

Latest HR News - February 2, 2012

2012-02-02T09:23:00.004-05:00

More Than Half of Workers Admit to Checking Their Smart Phones While Driving, Finds New CareerBuilder Survey

According to a recent survey, 54% of workers who have a smart phone or similar device said they check it when driving a vehicle. When comparing Industries, sales workers (66%), used their smart phones while driving more than any other group surveyed, followed by 59% of professional and business services workers and 50% of health care workers. In addition to driving, workers with smart phones said they check in with the office from many places including:

• During a meal (62%)
• On vacation (60%)
• While in the bathroom (57%)
• Lying in bed at night (50%)

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

Reader Question of the Week - February 1, 2012

2012-02-01T09:21:00.002-05:00

Straight from the Mouth of Mr. HR's readers

What measures can an employer take to stop/prevent excessive gossiping in the workplace? -- Restaurant Manager

While hanging a "NO GOSSIPING ALLOWED" sign may seem like a way to address your concerns the reality is that this is best addressed one-on-one and in groups with your staff. In short you need to communicate the damaging effect such behavior has on the morale and attitude of your employees. You also need to stress that as an employer you will not tolerate behavior of this nature as it hurts business, can be personal in nature, and reflects poorly on the source. Turning this into a component of performance paired with firm communication and resolve can generate positive results.

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

Interview Question of the Week - January 31, 2012

2012-01-31T09:28:00.000-05:00

How do you feel about leaving your present firm/company?

You'll hear everything from "it's time to go" and "can't wait" and similar comments. Half of what you want is in the initial response. You need to follow up with more questions to get at what is motivating them to leave, why leave now, why haven't they left before, etc. You also want to look out for the person that has a tough time answering this question. Perhaps they really don't want to leave. Perhaps they are looking for a way to secure a counter-offer. Seems like a simple question with little redeeming features --- but lot's of good info will flow.

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

HR Best Practices Tip of the Week - January 30, 2012

2012-01-30T10:50:00.000-05:00

Handbooks for Consultants / Non-Employees

Anyone that is not an employee of your company but works in some capacity for your firm probably needs to adhere to certain policies and procedures. If that's the case then you need to create a separate handbook that addresses non-employees. The book will contain far less content and should be very targeted towards basic non-employee issues. Providing a non-employee with an Employee Handbook is a cardinal sin that the DOL and IRS look for when auditing your operation for proper employee designations. Don't set yourself up for what could be a costly event.

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

AKA -- Mister HR

www.OperationsInc.com

Latest HR News - January 26, 2012

2012-01-26T11:16:00.000-05:00

One in Five Workers Enjoying Happy Hour

A recent study indicated that 21% of workers attend happy hour with their co-workers. 82% of these workers attend in an attempt to bond with their co- workers. Industries that ranked highest for holding happy hours included:

-Professional and Business Services (35%)
-Financial Services (34%)
-IT (29%)
-Sales (28%)
-Healthcare (24%)

Of those incidents reported to have occurred during happy hour:

-Bad-mouthed a co-worker or member of management (16%)
-Shared a secret about a co-worker (10%)

-Kissed a co-worker (8%)

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

AKA -- Mister HR

www.OperationsInc.com

Reader Question of the Week - January 25, 2012

2012-01-25T09:42:00.001-05:00

Straight from the Mouth of Mr. HR's readers

Once the decision has been put in place to downsize, what criteria should be used in selecting employees for lay-off? -- Operations Manager, Non-profit

Many aspects need to be considered here, too many to go into detail. In short you need to be fair and defendable in your decisions. To that end using seniority, skills possessed, performance and areas that have been directly affected by whatever is driving the layoff are all key. Consistency is a huge piece as well, with some scorecard-ing being the best way in many cases to select and then defend selection. In short you want the perception to be that there is no randomness, no discrimination and no indefensible selections. Bottom line - consult your HR or Legal Professional prior to making any moves.

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

Interview Question of the Week - January 24, 2012

2012-01-24T12:05:00.001-05:00

Can you tell me about a time when you were innovative?

So what is innovative? What acts are considered innovative? Why should we think that a candidate for hire can be an innovative force? The best place to start is to ask. Part of what you are listening for is some solid examples of the behavior you are hoping to find. Many times you are also trying to determine if this person's view of "innovative" meets your standards. As always listen, probe and listen again.

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

HR Best Practices Tip of the Week - January 23, 2012

2012-01-23T10:33:00.000-05:00

Loose Policy Additions

Every company winds up issuing new policies throughout the year, usually as a sheet of paper to be inserted into the existing handbook. As the end of the year approaches it is wise to insure that these new policies are actually contained in the book itself, with the outdated versions being removed. While we ask our employees to do just this each time a new policy is issued...they don't always do it. Best practice -- collect all books for a few days, updating their content and then redistributing each accordingly. Oh...and be sure to secure a new handbook receipt in the process.

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

Latest HR News - January 19, 2012

2012-01-19T14:40:00.002-05:00

Companies More Likely to Throw Holiday Parties and Give Perks This Year

A recent survey revealed that workers can expect more holiday cheer in the office this season, as companies offer more perks (bonuses, parties, gifts) than last year.

Bonuses: Four-in-ten (40 percent) employers plan to give their employees holiday bonuses this year, up from 33 percent in 2010. Among this group, 73 percent are planning to give the same amount as last year. Fourteen percent plan to provide a greater bonus than last year, while 13 percent plan to provide a smaller bonus.

Parties: Fifty-eight percent of employers are planning a holiday party for their employees this year, up from 52 percent in 2010. Thirty-six percent of workers say they plan to attend their holiday party this year.

Gifts: Three-in-ten (30 percent) employers plan to give holiday gifts to employees, up from 29 percent in 2010.

Read the full results here...

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

Reader Question of the Week - January 18, 2012

2012-01-18T12:59:00.000-05:00

Straight from the Mouth of Mr. HR's Readers

What exactly is Long Term Care and what is the benefit of offering it to our employees? -- HR Manager, Retail

Long Term Care is a benefit that provides coverage for extended nursing home, assisted living, rehabilitation services and similar or support that follows the initial medical care we typically receive in a hospital. The way it is usually offered is a per month rate for the employee based on their age that, provided they stay enrolled, will never increase and, with this, will give them this insurance for life. Further, many firms offer this benefit for family members including parents, which can be a very attractive benefit. Overall this is an insurance product worth exploring with your broker.

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

Interview Question of the Week - January 17, 2011

2012-01-17T16:06:00.000-05:00

What particular skills and qualities do you bring to this position? What other skills would you like to develop in the future?

This question is best asked before you have offered up any level of detailed overview on the role for which this candidate has applied. This will insure a more genuine and less contrived response. What you are asking here in essence is about strengths and weaknesses. The latter question though may lean more towards professional developmental goals vs. core skill enhancement. Probe. Listen. Probe some more.

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

HR Best Practices Tip of the Week - January 16, 2012

2012-01-16T12:27:00.001-05:00

Adopting A Book From a Past Employer

Better than half of the handbooks we inspect on behalf of a new client turn out to have originated from another company whereby one of the founders or executives were once engaged. While that prior employer may have done a great job assembling a complete book for their firm, the content of an employee handbook is not always applicable for every environment or company. To that end it is critical to have your book reviewed by a professional who can insure that the book you are using covers the areas YOUR business needs to cover.

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

Latest HR News - January 12, 2012

2012-01-12T09:57:00.005-05:00

Indecent Exposure: The Downsides of Working in A Glass Office

OperationsInc was featured in an article in The Wall Street Journal: "Indecent Exposure: The Downsides of Working in A Glass Office" -- The article focuses on the shift of many offices to "open plan" or "open seating" designs and the pros and cons of these spaces. These designs have many benefits - better communication, increased collaboration, lower energy and lower real-estate costs. On the downside, these layouts can lead to high noise levels and an uncomfortable reduction of privacy. This becomes a larger issue with the need to discuss sensitive topics. Gone are the days when you can terminate an employee behind closed doors or have private meetings with other co-workers or even answer that personal phone call without team members seeing.

Click HERE to read the full article....

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

Reader Question of the Week - January 11, 2012

2012-01-11T14:59:00.000-05:00

Straight from the Mouth of Mr. HR's Readers

In the past, our company has announced promotions on a quarterly basis via an email to all employees. Is this appropriate and is it discouraging to employees that are not on the list? -- HR Manager, Retail Services Co.

This is always a tough call as it requires the company to measure the balance between employee recognition and the possible resulting questions that may arise if the selection of those receiving promotions are in serious question. Overall I endorse the recognition effort. The positive impact achieved by recognizing your stars generally outweighs any negatives that may be generated.

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

Interview Question of the Week - January 10, 2012

2012-01-10T14:34:00.000-05:00

What particular skills and qualities do you bring to this position? What other skills would you like to develop in the future?

HR Best Practices Tip of the Week - January 9, 2012

2012-01-09T09:49:00.000-05:00

Security Inspections

In this post 9/11 era it is even more incumbent upon employers to do everything possible to insure that the workplace is safe. While it is your right as an employer to conduct searches of your facility and its contents based on a perceived or real threat to employee safety, you certainly help your case by stating this right in your handbook. A policy that is stated and thereafter enacted on and enforced with consistency, not randomness, and in no way seen as targeting unworthy suspects is a solid policy statement that needs to be placed in your book.

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

Latest HR News - January 5, 2012

2012-01-05T10:44:00.006-05:00

Survey Reveals Five Low-Paying, High-Stress Jobs

A recent survey revealed that it's not high stress or low pay that determines career misery -- it's both. The combination of being stressed out and broke trumps al other career-related gripes. The following is a list of jobs and their annual salaries form PayScale.com that have the double-whammy of high stress and low pay:

Supportive Residential Counselor - Median Annual Salary: $26,900

Import/Export Agent - Median Annual Salary: $36,700

Chemical-Dependency Counselor - Median Annual Salary: $38,900

Probation Officer - Median Annual Salary: $39,900

News Reporter - Median Annual Salary: $40,900

See Full Story...

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

Reader Question of the Week - January 4, 2011

2012-01-04T09:31:00.001-05:00

Straight from the mouths of Mr. HR's Readers

May we require our employees to carry a BlackBerry/smart phone and be available as needed for calls and responding to emails? -- Office Manager, IT Company

Yes --- but there are consequences. The main one comes when the employee is Non-Exempt and therefore eligible to be paid for all hours worked / hours worked over 40 at 1.5 times their hourly wage. By asking a non-exempt to be available you may be obligating yourself to pay for "on-call" time for the privilege of having the employee available. Any time worked as well need to be accounted for in your weekly wage calculations. Bottom line - complex enough that it is worth consulting an HR Professional or Employment Attorney.

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

Interview Question of the Week - January 3, 2012

2012-01-03T10:55:00.000-05:00

What specific improvements can you make in the first 90 days?

For some the right answer is a sweeping list of changes designed to tighten things, improve process, etc. For many the right answer is a non-answer: I won't know until I spend a few weeks to a few months learning what is going on; what's right and what's wrong and how to fix it. You first need to gauge what your needs may be and what information you've provided in the interviewing process that would translate into the needs for improvements. Even after all of that most of us would want someone to learn by seeing and experiencing vs. acting based on what they've been told is true. A healthy mix of speculation and caution may be the best recipe for this response.

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

Reader Question of the Week - December 28, 2011

2011-12-28T08:58:00.000-05:00

Straight from the mouths of Mr. HR's Readers

A firm I used to work for offered employees discounts on trips, movie theatres, etc. Are there any downsides to offering these? -- CEO, Manufacturing Company

There is no downside associated with offering your employees these types of discount opportunities. You should always look for ways to add value to the employment experience with your firm. Providing employees with discounts on leisure activities has a surprisingly positive effect on your ability to retain. You can reach out to local theatres, sports venues, destination resorts, etc. and find an abundance of these types of coupons on offers. A little effort in this area can go a long way.

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

HR Best Practices Tip of the Week - December 27, 2011

2011-12-27T10:04:00.000-05:00

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
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

Latest HR News - December 22, 2011

2011-12-22T08:50:00.006-05:00

Survey Reveals that 20% of Employers to Hire U.S. Veterans Over the Next 12 Months

A recent survey revealed that One-in-five (20 percent) employers reported they are actively recruiting U.S. veterans to work for their organizations over the next 12 months; 14 percent are actively recruiting members of the National Guard. More than one-third of employers plan to hire for Information Technology positions, which topped the list of hot areas for hiring U.S. veterans:

Information Technology - 36 percent

Customer Service - 28 percent

Engineering - 25 percent

Sales - 22 percent

Read the full results here

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

Reader Question of the Week - December 21, 2011

2011-12-21T09:08:00.001-05:00

Straight from the mouths of Mr. HR's Readers

Is it permissable for an employer to dismiss a part-time worker in preference for full-time employees? -- Director of HR, Financial Services

In short yes. Generally you need to be able to show that the requirements for the position have changed to the point where it requires 40 hours per week and that hiring another part-time resource to job share is not a viable option. You also should then offer the full-time role to the part-time incumbent. If they are unable / unwilling to accept the new role then you generally can proceed with your plans to replace. Consult an expert prior to doing this as there are several areas of potential liability to manage.

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

Interview Question of the Week - December 20, 2011

2011-12-20T10:06:00.000-05:00

Describe the biggest change you've had to endure in your last / current position.

Listen to what is described and make your own judgments as to whether or not the event discussed is major or minor in scope. You need to probe though to determine how the candidate reacted to the situation, how severe they judged this occurrence to be, and how they adapted thereafter. You are looking for a sense of how the candidate handles change, as well as how likely this kind of change could occur if they become part of your team. Lastly, try to assess the level of resistance put up vs. the level of acceptance.

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

HR Best Practices Tip of the Week - December 19, 2011

2011-12-19T09:10:00.002-05:00

Inserts vs. a New Book

Over time companies tend to form new policies, as well as augment existing ones. To make it easy policies are printed out a distributed separately, to then be added to the book. As time goes by these "inserts" may become numerous and a bit difficult to manage. To that end we suggest incorporating these policies into a new book draft and redeploying the whole book. Be sure to secure a new Handbook Receipt at time of reissue.

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

Reader Question of the Week - December 14, 2011

2011-12-14T10:02:00.005-05:00

An employee who has been on leave under FMLA would like to attend our upcoming company holiday party. Should I allow her to attend? -- HR Manager, Public Services

In almost all cases this should not be an issue at all. That being said there are some pitfalls and concerns. If the leave involves their own health then it may be a wise precautionary measure to secure a doctor's note allowing them to attend. If the leave is in any way being disputed or challenged or has been unpleasant in some fashion then you should use discretion and know you have the right to ask them to not attend. Overall just think through the issues as you assess your decision.

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

Interview Question of the Week - December 13, 2011

2011-12-13T10:19:00.002-05:00

If your department adds staff in the coming year how would you go about finding new talent?

While it would be nice to have a new manager on staff with skills in recruiting and candidate sourcing, in this question we're looking more for the skills this candidate possesses in terms of their own network. Will they call proven players who worked with them in the past? Having a network like that at their disposal could indicate that they are liked and will be followed by those with whom they worked in the past. It could also save time and money. Be careful though. Someone who has recruited the same person or group of people into each of their new job situations may also be unable to work with a new team and gain their confidence.

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

HR Best Practices Tip of the Week - December 12, 2011

2011-12-12T09:36:00.005-05:00

Dealing With The Press

As company's grow the likelihood that a member of the press may contact someone on your staff to secure input on an upcoming story becomes all the more possible. Further, the call may NOT be placed to the proper party within the Marketing / PR area of your company. It is therefore important to alert all employees to the fact that your firm may want someone in management to approve all contact with the press before an interview occurs.

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

Latest HR News - December 8, 2011

2011-12-08T10:25:00.001-05:00

Time Clock Survey Shows Respondents Around the World Have Cheated Employers to Get More Pay

A recent time clock survey revealed that employees in Australia, Canada, China, France, India, Mexico, the U.K., and the U.S., admit to engaging in behavior to receive more pay for time not worked from their employers. Around the world, use of time clocks is pervasive. Among employed adults, the US was among one of the highest with 77 percent of employed adults saying that they currently use or have in the past used a time clock to clock in and out of work. 33% of people polled in the U.S. admitted to engaging in one or more of the following behaviors so to receive more pay:

clocking in earlier or out later than scheduled
having someone else clock them in or out
neglecting to clock out for lunch or breaks
adding time to timesheets
other activity along these lines

Read the full results here

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

Reader Question of the Week - December 7, 2011

2011-12-07T13:56:00.003-05:00

Straight from the mouths of Mr. HR's Readers

Are there any instances where I do not have to reinstate employment after FMLA? -- Office Manager - Hedge Fund

In short, yes --- but boy is this a slippery slope. The general rule is that if someone would otherwise have lost their job if they were actively working but are now on FMLA then the law for the most part could support your terminating their employment. If an employee fails to return to work at the point when their FMLA allotted leave time has expired then you also can terminate them in most cases. This all being said it is so critical to examine in detail all the steps you have taken, timelines, time allotted, etc. before taking action. Consultation with an HR professional or attorney prior to taking this step is strongly advised.

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

Interview Question of the Week - December 6, 2011

2011-12-06T09:49:00.001-05:00

If you had the opportunity to do it all over again, what would you have done differently in your last position?

You never know what to expect when asking a question like this --- so the advice to be offered is more about technique and less about specific follow up questions to pose. Listen carefully to the answer. Watch the body language. Look at the amount of eye contact. Lastly, let the person take their time and answer. Don't rescue them by offering your own possible answers. Don't break the silence if they are struggling. Let the answer come and then probe to the extent you feel comfortable.

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

HR Best Practices Tip of the Week - December 5, 2011

2011-12-05T14:21:00.001-05:00

Emergency / Inclement Weather Policy

Each year more of our clients have experienced issues pertaining to weather related closures or emergencies, yet a policy and procedure rarely appears in their handbook as to how these events are to be handled. Placing one in your handbook that talks about what your offices practice will be is critical. Establishing a phone extension on your phone system where an updated voicemail can be left for employees to access is a great way to tell employees about closings, late openings, etc. Letting your population know what they are responsible for doing in these situations will provide clarity for all involved.

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

Reader Question of the Week - November 23, 2011

2011-11-23T10:14:00.000-05:00

Straight from the mouths of Mr. HR's Readers

How can I minimize workplace negativity? -- HR Manager, Manufacturing Company

In short not easily. There's a fine line between cheerleading and being seen as unrealistic or disconnected with reality. Overall this is about communication and inclusion. Your employees want to know what is going on. It is proven that even a slight uptick in visibility to company earnings or outlook will pay huge dividends. Balance that with "keeping it real" and you will make real strides.

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

Interview Question of the Week - November 22, 2011

2011-11-22T08:53:00.003-05:00

How will taking on this role impact your overall career goals?

Here we have a fancy way of asking where someone wants to be in 5 years from now. The right answer depends to a great extent on where you see this person going within your organization. You should learn from the answer what goals are present, where that person expects to be in some defined period of time vs. what they need to do in order to get there, and where you see their goals and your opportunity matching up. Probe as always. Push someone only a little for an answer. The more you need to push the more likely it is that this candidate does not have a plan for their career OR sees your job as a source of income only vs. a source of career growth.

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

HR Best Practices Tip of the Week - November 21, 2011

2011-11-21T11:05:00.002-05:00

Building Information

Each office building has its own set of rules, guidelines, policies and practices. Taking the information your building owner / landlord usually provides on things like smoking (where you can and can't), parking rules, basic emergency bullet points, etc. and placing these into a small section of your handbook will prove to be both informational and occasionally critical.

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

Latest HR News - November 18, 2011

2011-11-18T08:52:00.000-05:00

86% of U.S. Workers Obese or Have Other Health Issue

A recent survey reports that just 1 in 7 U.S. workers is of normal weight without a chronic health problem, and it could be costing the economy more than $153 billion a year in lost productivity from increased sick days. Workers who were overweight or obese were more likely to miss work than those of normal weight, but chronic health problems were a much bigger factor. Even among those of normal weight, chronic conditions are prevalent, as nearly 60% of those workers report a continuing health issue. Chronic health problems included having ever been diagnosed with a heart attack, high blood pressure, high cholesterol, cancer, diabetes, asthma, or depression; and recurring physical pain in the neck or back or knee or leg in the last 12 months.

Read the full results here...

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

Reader Question of the Week - November 16, 2011

2011-11-16T10:29:00.000-05:00

Straight from the mouths of Mr. HR's readers

In the past year we had a few complaints by employees about inconsistency in how policies are followed and administered. How do companies insure consistency in the enforcement of policies? -- Office Manager - Manufacturing Firm

The best way to insure consistency in the administration of policies is to train your managers on the "rulebook" or handbook / policy and procedure policy manual. If possible it also can help if you route all policy inquiries and their handling through HR (or the person responsible for HR) who can then be the "consistency police" and insure that all employees receive the same treatment on an issue.

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

HR Best Practices Tip of the Week - November 14, 2011

2011-11-14T15:35:00.001-05:00

Information on Health and Welfare Benefits Offered

Great section...but is it accurate? Usually we see this section as possessing tremendous detail, and yet each year we all tweak our plans and forget to issue a new page for the handbook to cover the changes. To save yourself the grief simply state you offer benefits, perhaps reference medical, dental, life, etc., and then state that the company annually distributes Summary Plan Descriptions to all employees, which are also available upon request from your HR rep.

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

Latest HR News - November 9, 2011

2011-11-10T10:49:00.000-05:00

Avoiding Interview Killers

A new study focused on ways in which people can derail a job interview according to employers. 67% of hiring managers said dressing provocatively is a major deal breaker. 58% perceive having a typo in your application materials to be an interview killer. In addition, 39% of hiring managers say applicants should not bring up salary at all during the interview -- unless the interviewer brings it up first.

Read the full story here

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

Reader Question of the Week - November 9, 2011

2011-11-09T09:26:00.001-05:00

Straight from the mouths of Mr. HR's readers

Each year when our benefits renew we get new Summary Plan Descriptions for each insurance type. I was told that the documents we get from the carrier don't meet compliance standards. Is this common and how is it addressed? -- HR Director, Financial Services Firm

Most carriers deliver what is referenced as a SPD when in fact it is really a Certification of Insurance (CERT) document. There are significant differences. For one a CERT will not meet ERISA requirements. You should ask your broker (or carrier) to provide you with a SPD and "certify" that you are in fact receiving a SPD that meets all compliance standards.

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

Interview Question of the Week - November 8, 2011

2011-11-08T09:48:00.000-05:00

Of the CEO’s you have worked with who was the worst and why?

We're looking for a sense of what types of actions or behaviors define "worst" in this case. The goal is to see if you can see similarities between their definitions and the characteristics of the leaders in your organization. You also want to know how they handled the identified issues. For example did their concerns about the CEO cited drive them to leave their job? As always we should expect that the candidate's past behavior is a harbinger of future behavior --- so don't ignore the answers you receive and assume their past dislikes and tolerances have significantly changed.

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

HR Best Practices Tip of the Week - November 7, 2011

2011-11-07T10:16:00.001-05:00

Set a policy regarding unused accrued time off - payout at time of termination

Time off inevitably is earned and accumulated by your employees, with some portion of your population failing to use their time by the end of each year, as well as by the time they leave your employ. What happens to all that time is something you need to decide, publish and then stick by your guns going forward. Some states require you to make full payout for any accrued unused time off at year end and/or at time of termination. Others say that once you pay it out everyone thereafter gets it paid out as policy. Overall you need to check state law to see what you are required to do. Best lesson here - be consistent. Inconsistency = liability which then equals trouble.

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

Latest HR News - November 3, 2011

2011-11-03T09:23:00.000-04:00

Survey Reveals Internal Communication is Lacking in Most Firms

A recent survey shows that 68% of firms stated that internal communication to employees takes place but is lacking in some areas while 18% indicated it was comprehensive and complete. Other key findings include the following.

From an employee viewpoint, 58% of participants states that according to data gathered in exit interviews, communication was good but could be better.
Over 90% use email as the primary vehicle for communicating with their employees.
Only 32% generate newsletters to employees
60% hold companywide meetings.

See Full Story...

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

Reader Question of the Week - November 2, 2011

2011-11-02T11:09:00.001-04:00

Straight from the mouths of Mr. HR's readers

Is it necessary to file a hard copy of each employee's performance evaluation in their file even if an electronic copy is stored in our performance management system? -- HR Manager -- Investment Services Co.

There are different issues at work here. The placement of the appraisal in the file allows for the employee to see it in file upon request and also therefore dovetails with specific state laws (depending on the state the law can be different) that require the company provide access to and in some cases copies of the file to the employee / former employee upon request. With all of this in mind keeping your employee file content like appraisals only on an electronic level could be troublesome down the road and therefore is not advised.

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

Interview Question of the Week - November 1, 2011

2011-11-01T09:23:00.001-04:00

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.

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

HR Best Practices Tip of the Week - October 31 2011

2011-10-31T09:01:00.000-04:00

Smoking Policy

There are few places where an employee can smoke these days. That being said this is an important policy as it needs to cover several issues. Firstly be sure to reference that the policy is in concert with state / city guidelines, as well as those set forth by the building. To this end be sure to learn exactly what these guidelines are. Next focus on where smoking can occur, again referencing building policy. Lastly, and in general terms, reference what frequency you see as acceptable.

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

Latest HR News - October 27, 2011

2011-10-27T10:10:00.005-04:00

One in Five Employees Know Someone Who Lied on Resumes

A recent survey reports that forty-three percent of managers polled believe job seekers include dishonest information on their resumes somewhat or very often. Some workers agree that what you see isn't always what you get: More than one in five (21 percent) said they know someone who stretched the truth on these documents. Job duties (58 percent) and education (34 percent) were cited as areas that are embellished most frequently.

Read the full results here...

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

Reader Question of the Week - October 26, 2011

2011-10-26T10:02:00.000-04:00

Straight from the mouths of Mr. HR's Readers

Does harassment training provoke lawsuits? -- HR Manager, Public Services

As a trainer in this space my gut always told me that the more awareness you create the fewer instances of harassment will evolve into lawsuits. The theory from my view was that managers who know what to look for and what to do when they see it will report issues more rapidly, which then will be investigated and vetted properly by HR. My senses were confirmed by a 2007 study done by American University and published by Psychology of Women Quarterly. Their study of 234 professionals showed those with training were no more likely to sue than those who did not receive training.

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

Interview Question of the Week - October 25, 2011

2011-10-25T09:51:00.003-04:00

Tell me about a time you had your department size increase based on a merger / acquisition.

Many businesses grow via acquisition. This presents a unique challenge to any manager as they have to assess skills, integrate talent, as well as assess methodology to determine the practice to follow vs. the one to abandon. So how has this candidate handled such a situation? What approaches were taken? What were the directives they were given by senior management? What decisions did they influence or make? Growing your organization organically takes a different skill to growth via acquisition integration. Be sure to screen your candidates accordingly.

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

HR Best Practices Tip of the Week - October 24, 2011

2011-10-24T10:20:00.000-04:00

Fundraising / Solicitation in the workplace

We all love Girl Scout cookies...well...most of us do, but do we also love all the other fund raising activities employees choose to bring to the workplace? There are several cases out there whereby companies were successfully sued for allowing for Thin Mints to be sold, which the company endorsed as an acceptable organization for which to fund raise, but not the fruit for the local church fundraiser as the company saw this as an issue involving an implied endorsement of religion. If you are going to allow your employees to sell items for fundraising purposes set some guidelines and then follow them. Identify when sales can and can't occur, perhaps even where they should occur. Lastly, having the company reserve the right to approve or deny requests to fund raise is a solid idea and could keep you out of hot water down the road. Overall, be consistent and be prepared to logically and reasonably defend your decisions.

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

Latest HR News - October 20, 2011

2011-10-20T09:05:00.002-04:00

No Need to Panic: 10 Tips To Prevent Employee Issues With Social Media

According to a recent survey, It's not just your recent graduates or interns that are posting photos, status updates, joining groups, and connecting with old classmates via social media. As of January 2010, 60 percent of Facebook users were over the age of 25. LinkedIn, a social media site dedicated to professional networking, has over 60 million users of all ages who are posting resumes, professional awards and recommendations from former coworkers or supervisors. Here are 10 tips for employers who want to be proactive about employee issues arising out of social media:

• Get familiar with Facebook, LinkedIn or other sites that are popular with your employees.
• Update current company policies.
• Consider whether your company environment needs a specific social media policy.
• Prohibit use of the employee's company e-mail address.
• Discourage your managers from "friending" their subordinate employees.
• Immediately get a copy of any post that is the subject of a complaint.
• Only use social media for employment screening in a consistent way.
• Warn managers to follow standard policies for recommendations on LinkedIn or other professional sites.
• Be aware of possible protected, concerted activity.

Read the full release here...

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

Reader Question of the Week - October 19, 2011

2011-10-19T10:43:00.004-04:00

Straight from the mouths of Mr. HR's Readers

Are companies required to purchase updated labor law posters with the new federal minimum wage? -- HR Manager, Marketing Firm

Employers are required to post the most up-to-date information pertaining to Federal and State employment laws at all times. When the laws change your postings must reflect the new data. That being said you do NOT have to make new purchases. Rather you need to be sure the statement of the law is updated. You can do so by overlaying the old data with complete new data, which can be secured via the Department of Labor website on the Federal AND State level. You can also find all the data in the posters you purchase available FREE OF CHARGE via download from the same sites.

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

Interview Question of the Week - October 18, 2011

2011-10-18T10:34:00.000-04:00

In three years which type of role would be more appealing - one where you just are leading a group of people OR one where you are leading…and still performing many of the same tasks?

What's the right answer? That depends on your environment and culture. In today's workforce it is more common to find the "Player/Coach" or someone who leads and does. Managers that are still able to perform the tasks of those that they lead can provide support as needed when resources are tight or overwhelmed. Someone who expresses interest in a role like this could be a greater asset to you in the long run. Someone looking to manage but not "do" maybe indicating they are a reluctant "do-er" today, angling for the day when they can just lead. Is that the ideal profile of your future managers?

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

HR Best Practices Tip of the Week - October 17, 2011

2011-10-17T12:13:00.000-04:00

Absences & Lateness

20 years ago when an employee was not going to be coming in on time or at all their manager for the most part would receive a phone call at the office from the employee. Today we get an email, a text message, even a voicemail....but in many cases no direct contact. Write your policy regarding notification of lateness or absence to include a requirement that the employee call a number where you can be reached so you can speak to the employee. Further, in today's cellular age, it is totally appropriate to request that the late or absent employee make them self available by cell or home phone if you are not reached.

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

Latest HR News - October 13, 2011

2011-10-13T11:18:00.000-04:00

Adapting to Culture is Top Concern When Re-Entering The Workforce

A recent study indicated that nearly one-third, 32%, of workers interviewed said acclimating to a different corporate culture and colleagues would pose the greatest challenge when re-entering the workforce after an extended absence. Other workforce re-entry challenges cited included the following:

Learning new technologies/protocols (23%)
Adapting to a new routine/schedule (22%)
Building professional confidence (10%)

Read full release here

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

Reader Question of the Week - October 12, 2011

2011-10-12T10:18:00.000-04:00

Straight from the mouths of Mr. HR's readers

We seem to have an excessive amount of turnover this past quarter, especially given our size. What is the best way to understand why we're losing people? -- CFO - Paper Co.

The best way is to conduct exit interviews with those that have left and all those that leave in the future. If possible use a third party, ideally an outsider, to perform these calls / meetings as former /exiting employees seem to be more inclined to talk freely to a stranger about their reasons for leaving vs. talking with someone with whom they have worked who may have a real or perceived agenda for what they do with the gathered information. Lastly look at ways to reach out to those that are still a part of the co. in an effort to address concerns and thereby stem the tide of turnover.

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

Interview Question of the Week - October 11, 2011

2011-10-11T12:02:00.002-04:00

Straight from the mouths of Mr. HR's readers

What changes should your present manager have made 12 months ago that, if implemented, may have resulted in you staying with your present employer?

This is a question more likely to be heard in an Exit Interview vs. one being done to assess someone as a candidate for hire. Regardless, it carries equal or greater value when introduced in the hiring phase. Do you hear strategic items? Compensation? Attitudinal? Do you hear issues the candidate wants addressed that will also be true and present in this company / role? What the candidate is choosing to walk away from today will probably be something they will run from tomorrow.

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

Latest HR News - October 6, 2011

2011-10-06T11:10:00.001-04:00

Employers More Open to Remote Work Arrangements

A recent survey shows that one-third (33 percent) of chief financial officers (CFOs) interviewed said remote work arrangements, such as telecommuting and working from satellite offices, have increased at their companies in the last three years. Only 11% stated that remote work arrangements within their company decreased over the last three years.

See Full Story...

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

Reader Question of the Week - October 5, 2011

2011-10-05T12:43:00.001-04:00

Straight from the mouths of Mr. HR's readers

When I make a new job offer, what is the best way to determine the new employee's base pay? -- Controller - Retail Co.

There are several ways to source this kind of data. Three places we recommend to look - 1. Job Boards - What other companies are paying is typically found on these sites. 2. Headhunters - Asking your local employment agency is a great way to learn more about the competitive landscape. 3. Look at the resumes - The salary data you see before you in the resumes that come in response to your ad can tell you a lot about the market at hand. Using a combination of the above will yield a well rounded set of benchmarking data.

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

Interview Question of the Week - October 4, 2011

2011-10-04T09:54:00.000-04:00

Straight from the mouths of Mr. HR's readers

Tell me about any Non-Compete and Confidentiality / Non-Disclosure agreements you've signed with your present / most recent employers.

Imagine hiring a great candidate, getting them ramped up and integrated....and then receiving a letter from their former employer stating that their employment with your firm is in violation of a non- compete agreement in place. Imagine learning after the new hire is there that all the innate and material value they brought to the table in contacts and processes are not legally usable due to the presence of a non-disclosure agreement. While both these agreement types are challenge-able the headache of dealing with them can be reduced significantly if you ask about their existence during the hiring process. It's even well within your rights to request a copy PRIOR to making an offer so that you / your legal counsel can assess any risks that may occur down the road should an employment relationship occur.

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

HR Best Practices Tip of the Week - October 3, 2011

2011-10-03T11:17:00.001-04:00

Candidate Fraud

Statistics each year gathered from surveys performed by some of the top HR related vendors and service providers indicate that candidate / applicant fraud is rampant. Over 50% of those surveyed in all those we've read this past year say they have inaccurate information on their resumes. How do you combat this fraudulent behavior? Start with implementing a process for verifying employment dates, education claimed and overall employment background information. Be sure as well that you are having everyone you hire at all levels complete an employment application, be it during the interviewing process or even on their hire date. Get it filled out completely. See resume is not acceptable. Be sure it is signed. Lastly, check your application to insure it is compliant with state law and has a solid release statement section.

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

Latest HR News - September 29, 2011

2011-09-29T09:10:00.003-04:00

New research proves favoritism is rampant when it comes to employee promotions

A recent survey reports that 92 percent of Senior Executives at large U.S. Corporations have seen favoritism at play in employee promotions. Some other noteworthy findings from this report include the following:

84 percent have seen it at their own companies.
23 percent said they practiced favoritism themselves.
29 percent said their most recent promotion considered only a single candidate.
56 percent said when more than one candidate was considered, they already knew who they wanted to promote before deliberations.

96 percent report promoting the pre-selected individual.

See Full Story...

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

Reader Question of the Week - September 27, 2011

2011-09-28T09:23:00.000-04:00

Straight from the mouths of Mr. HR's readers

We have been retaining terminated employee personnel files for over 20 years. What is the recommended guideline for retaining terminated employee files?-- HR Manager, IT Company

The conventional wisdom out there says you keep files for anywhere from 3-7 years. You can be subject to Department of Labor actions that could go back 3 years, hence the 3 year recommendation. That being said if you find yourself in a situation whereby the IRS is involved you could be looking at an action going back as long as 7 years. Air on the side of caution - use 7 years as your guideline.

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

Interview Question of the Week - September 27, 2011

2011-09-27T10:06:00.000-04:00

Straight from the mouths of Mr. HR's readers

Tell me about a current / former member of your staff that climbed the ladder as a result of your leadership?

Is the manager you are interviewing one that breeds successful team members that ascend the ranks and achieve higher roles? The best way to find out is to ask...and then to probe as to what the candidate did as a leader to foster such success. The key is not in the initial inquiry but rather in listening to the response and following up with a series of additional questions. Look for self-initiated creativity vs. formulas pushed by the corporate culture in which they presently operate. Take them out of the "system" and you may find they are just ordinary....and not extraordinary.

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

HR Best Practices Tip of the Week - September 26, 2011

2011-09-26T11:51:00.000-04:00

Progressive Discipline Policy

The trend with this policy is to provide detailed outlines for steps the company will take if/when someone fails to perform. The problem is that the details in too many cases tie the company to a set of steps they must take, setting the stage for a case of discrimination if you deviate from the guidelines set forth. Use the terms "generally" and "could include" as solid qualifying language. Keep things loose and at the discretion of the company. The less specifically outlined the better.

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

Latest HR News - September 22, 2011

2011-09-22T11:31:00.001-04:00

Survey Identifies Managers' Biggest Meeting Pet Peeves

A recent survey shows that nearly one-third (31 percent) of managers said beginning or ending late tops their list of meeting pet peeves. Getting the group together unnecessarily was the second most common complaint, cited by 27 percent of respondents.

Attendees using PDAs or laptops for non-meeting-related activities came in at 18%, people interrupting each other at 15% and meetings scheduled during lunch at 9%.

See Full Story...

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

Reader Question of the Week - September 21, 2011

2011-09-21T08:49:00.001-04:00

Straight from the mouths of Mr. HR's readers

I am working with a company that is relocating and they are going to offer a transportation subsidy to those employees using public transit and vanpools. Is this legal or would they encounter a problem from the employees driving their own cars to work.-- Manager, HR - Marketing Firm

Although there is no law prohibiting a company from offering a public transportation subsidy, you might want to consider ways to offer a benefit to employees that drive to work in order to make the introduction of this new benefit a morale booster. For example, you can offer discounted parking (if applicable) or get creative and create a “carpooling bulletin board” allowing employees to contact each other to set up carpooling arrangements. I also recommend that you look at the various programs (in correspondence with IRS guidelines) that allow employees to use pre-tax dollars towards public transportation costs in lieu of or in addition to offering a subsidy.

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

Interview Question of the Week - September 20, 2011

2011-09-20T10:01:00.001-04:00

Straight from the mouths of Mr. HR's readers

What style of management do you find demotivating?

This is one of the more direct questions you can ask. Provided you have not spilled the beans about your management style BEFORE asking this question you may learn key information at this juncture. Be careful not to simply take the answer and move on. Probing to determine why the style identified is not motivating may help you change your style if the answer is compelling enough.

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

HR Best Practices Tip of the Week - September 19, 2011

2011-09-19T10:51:00.003-04:00

Conflict of Interest Policy

Be sure to include a policy on Conflict of Interest within your handbook. This policy focuses on informing the employee that they are not to engage in any activity that would otherwise conflict with their present role. That's a broad statement...and like many policies, it is meant to be broad, allowing the employer to assess each potential conflict on a case by case basis.. Most of the time this policy applies to prohibiting an employee from working for a competing entity while working for you, but the reach can be far greater.

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

Latest HR News - September 15, 2011

2011-09-15T09:49:00.002-04:00

60% of Workers Who Were Laid Off in the Last Year Found New Jobs

A recent survey reports that sixty percent of workers who were laid off in the last year reported they landed new jobs with 88 percent of these workers finding full-time positions. Of those workers who are still searching for new opportunities, 56 percent said they are nervous about returning to work after an extended period of unemployment.

When asked why they felt anxious about re-entering the workforce, 50 percent of laid off, unemployed workers said it was the pressure to prove themselves while 40 percent pointed to fear of the unknown and 21 percent cited new technologies with which they may not be familiar.

Read the full results here...

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

Reader Question of the Week - September 14, 2011

2011-09-14T09:26:00.001-04:00

Straight from the mouths of Mr. HR's readers

What rights do employees have under the CT Fair Employment Practices Act? -- HR Manager, Real Estate Development Firm

Connecticut's Fair Employment Practices Act (which applies to employers of three or more employees) requires employers to allow a reasonable leave of absence for disability resulting from pregnancy. Further, an employee disabled by pregnancy cannot be denied any compensation to which she is entitled as a result of the accumulation of disability or leave benefits. Note that this statute applies to employees who might not otherwise be eligible for FMLA leave, as well as to small employers who are not subject to the FMLA laws. What is considered "reasonable"? Figure 6-8 weeks on average.

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

Interview Question of the Week - September 13, 2011

2011-09-13T11:26:00.001-04:00

Straight from the mouths of Mr. HR's readers

"What would you consider to be the qualities you would want to be present in a team of people that reported to you?"

You can ask this of a managerial candidate, as well as someone interviewing for a staff role. You can follow up by asking about the list presented, how it applies to skills they possess, and perhaps about the ones you expected to hear but were not mentioned. Extract to your best ability how these skills would make the team successful. For the non-managerial candidate ask if the list provided represents their skills or the skills of those they would like around them.

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

HR Best Practices Tip of the Week - September 12, 2011

2011-09-12T12:34:00.000-04:00

Policies vs. Procedures

We see over 100 handbooks a year, many of which possess Procedural information mixed in with the policy statements. These are step by step descriptions of how to perform certain tasks. While valuable and a critical gathering of data for the employee, they don't belong in the Handbook. They are best placed in a Standard Operating Procedure guide or similar. Stick to policies, rules, and guidelines in the handbook.

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

Latest HR News - September 8, 2011

2011-09-08T10:40:00.001-04:00

Over 76% of Employees Work When They are Sick

According to a recent survey, more than three-quarters of respondents (76%) polled go in to the office or work from home when they are ill, rather than resting at home to recuperate. Of the people who responded to the poll from 15 countries worldwide, a striking 28% report to work when they are sick because they are afraid they may lose their job in the current economy. Results indicate a large proportion of people prioritize work above their health, with only 24% of workers participating in the poll indicating they take time off to rest in order to get well. With health care reform top of mind at the policy level in the U.S., personal health care is another story, with 32% of American workers citing fear of losing their job as the main reason they go in to work sick. Workers in Finland were the opposite, with slightly more than half (51%) of respondents ensuring they take the time off when sick to feel better.

See Full Story...

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

Reader Question of the Week - September 7, 2011

2011-09-07T10:59:00.001-04:00

Straight from the mouths of Mr. HR's readers

Many companies seem to be going to a PTO program vs. giving holidays/vacation/sick/personal days. What is the difference and are there pros and cons? -- HR Director, Financial Services Firm

What you are doing is essentially taking all time off and putting it into one pool. The positives is that it is far easier to administer, provides maximum flexibility to your employees, and eliminates the challenges faced when time off taken doesn't perfectly fit into holiday/vacation/sick (e.g. child is sick, snow day). The down side is that all sick time goes from time to be taken only for illness to possibly being taken as vacation. Overall more time off may be taken, resulting in less productive hours for your co. per year. Also --- you have to watch the employee that exhausts their PTO too early in the year, leaving them with no time to be available in case they're sick.

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

Interview Question of the Week - September 6, 2011

2011-09-06T11:02:00.001-04:00

Straight from the mouths of Mr. HR's readers

Tell me about a time when you made an unpopular decision.

Our focus with this question is on the managerial candidate vs. a staff level resource. You are trying to assess their ability to essentially do the right thing in the interest of the business that in itself may be unpopular because of its impact on their staff. How did they communicate it / sell it? What was the end result? Did it turn out to be the right / necessary thing to do? These are all good follow up questions to ask.

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

Latest HR News - September 1, 2011

2011-09-01T09:29:00.001-04:00

More Employers Adding 401(k) Plan Features to Drive Participation and Savings, Says New Schwab Data

According to a recent survey,through the first half of 2010: Nearly three-quarters (74%) of employers make 401(k) advice available to plan participants, as compared to 42 percent in 2005. More than three-quarters (76%) of employers currently include target date funds in their fund line-ups, compared to 57 percent in 2005. In addition, Thirty-eight percent of employers automatically enroll participants, up dramatically from just five percent in 2005. An even greater number of larger companies automatically enroll participants. Among companies with more than 2,500 participants, 53 percent use automatic enrollment.

Read the full release here...

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

Reader Question of the Week - August 31, 2011

2011-08-31T09:56:00.001-04:00

Straight from the mouths of Mr. HR's readers

We have an employee that recently resigned. He "borrowed" vacation time before he earned it. What are our options for collecting what is owed? Can we simply dock his last paycheck? --- Controller -- Technology Services Co.

The Department of Labor (DOL) is pretty specific about the fact that wages earned are...well...wages earned. What that means is that you must pay the employee in full for hours worked and then, and only then, can you collect back from them the monies essentially they owe the company for the time they took that was not earned. The exception -- at the time an employee "borrows" time off have them complete a release form that states the company can dock their paycheck at anytime for any time unearned. The DOL will generally accept this method.

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

Interview Question of the Week - August 30, 2011

2011-08-30T09:51:00.001-04:00

Straight from the mouths of Mr. HR's readers

What size salary do you feel you are worth, why?

Negotiating or even just formulating the right offer is far easier to accomplish when you know what the expectations are on the other side of the table. Equally as important is why someone feels they are due a certain level of compensation. Many times the answer lies in all of our desires to make more in the next job than the last. In some cases it actually may be rooted in a candidate's research of the salaries in the market for their slot. Any answer you can get here is helpful --- so ask it.

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

HR Best Practices Tip of the Week - August 29, 2011

2011-08-29T11:29:00.000-04:00

Cell Phone Usage

In the past most Employee Handbooks contained a policy about limiting the use of the phone on your desk for personal calls. What few companies seem to realize is that today they have the same right to have a policy that limits the use of cellular phones in the workplace for personal calls. The owner of the phone is irrelevant. The use for personal purposes is the key. Also talk about the use of the cell phone while driving which is both unsafe and illegal in some states. Further, the company could be held liable in case of an accident induced by cell phone usage while driving.

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

Latest HR News - August 25, 2011

2011-08-25T11:38:00.000-04:00

Reference checks remove 1 in 5 job candidates from consideration

According to a recent survey,Managers interviewed said they remove more than one in five (21 percent) candidates from consideration after speaking to their professional contacts. When it comes to what hiring managers are looking for when speaking to references, more than a third (36 percent) said they are most interested in getting input on an applicant's past job duties and experience. Learning about the individual's strengths and weaknesses came in second, with 31 percent of the response.

Read the full release here...

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

Reader Question of the Week - August 17, 2011

2011-08-24T09:31:00.001-04:00

Straight from the mouth of Mr. HR's readers

We currently conduct background checks on all hires. Should we do the same for consultants/temps? -- HR Manager - Financial Services Firm

In short yes. Why do we run background checks on new hires? We're looking for some level of verification on skills, experiences and character. We care about these points regardless of whether we're talking about an employee or a temp. Bottom line - check the background of anyone you engage that is going to do work for your firm. The consultant or temp designation should not matter. Make sure that when conducting background checks you stay compliant with current state and federal laws.

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

Interview Question of the Week - August 23, 2011

2011-08-23T09:00:00.002-04:00

You're one of 10 candidates we're interviewing for this position. What is the one thing that makes you better suited for this role than the other 9?

This is a chance for the candidate to sell themselves, as well as to point out the attributes they want you to know about. For those that offer "non-answers" (e.g. I'm qualified, I can do the job, etc.) you may choose to probe...or accept the fact that this candidate really does not stand out. For the those that deliver bold statements, guarantees or commitments challenge them on each response with "Why?". As an interviewer you could use help every now and then determining how to rank those you are considering. This is as straightforward a way as there is.

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

HR Best Practices Tip of the Week - August 22, 2011

2011-08-22T10:30:00.001-04:00

Monitoring Exceptions

Every company faces a situation whereby the policy as it is stated within their handbook gets challenged regularly, with an "exception" made seemingly more often than actually following the policy as it is stated. If this is happening in your firm then it is time to change the policy. A company whereby the exception is more of the rule than the rule itself is setting itself up for a lot of legal problems down the road.

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

How to be a Successful HR Leader - August 19, 2011

2011-08-19T08:11:00.001-04:00

It takes more than basic leadership skills to be a great human resources leader. Successful HR leaders must have a deeper understanding of leadership ideologies, as well as distinctive personality traits that differ from employees and subordinates.

Solid HR leadership is imperative; weak leadership within a human resources department can cause serious organizational problems. Balancing what’s best for the company vs. what’s best for employees takes great skill. Tips to be a successful HR leader include:

Respect Your People: While you don’t always have to like your employees, you do need to respect them. Take note of your tone of voice and what you say – are you building employees up or intimidating them? Trust that employees are doing their best and give them the benefit of the doubt in questionable situations. Remember that you are all on the same team, and that circumstances are not always as they appear.
Be Innovative: Forget the standard “business-as-usual” mentality. Innovation breeds motivation, so get creative. Find new recruiting strategies, utilize metrics and data to forecast future results, and gather a team of associates to brainstorm fresh ideas. Change is good; rework policies if they are not producing positive results.
Stand Your Ground: If you’re truly passionate about a thought, idea or decision, do not waiver. Whether policies and procedures are being challenged, or you encounter moral or ethical issues, gather your facts and stand your ground. While you should be willing to listen to other’s opinions, remember that true leaders make tough decisions that not everybody will like.
Learn to be a Better Leader: Too many HR executives think that leadership skills are innate - that certain people are born leaders who automatically know exactly what to do in order to effectively lead a team. The truth is, leadership is a learned quality that must be developed over time. Never stop learning how to be a better leader. Attend leadership workshops, read books on effective leadership and meet with colleagues to discover what works best for them. The more you learn, the greater the rewards.
Maintain Professionalism: As an HR professional, you are privy to an abundance of private information. While it might be difficult to separate yourself, you must maintain a neutral relationship with employees and subordinates. You won’t be liked by everyone; your job duties often require you to do the difficult work that nobody enjoys, including disciplinary actions and termination. You must remain professional at all times, and not get caught up in employee gossip or chatter.

Human resources professionals have a unique opportunity to connect and engage with employees beyond their day-to-day job duties. With strong leadership skills, you’ll inspire, motivate, attract and retain top talent, and help your organization grow and succeed.

This article was provided by University Alliance and submitted on behalf of Villanova University. Villanova provides a human resource certificate program as well as a masters in human resources program.

Latest HR News - August 18, 2011

2011-08-18T11:36:00.002-04:00

Connecticut Becomes First State to Mandate Paid Sick Leave

Having already passed the state House of Representatives and the Senate, a bill mandating certain employers to provide paid sick leave to their workers was signed by Gov. Dannel Malloy on July 1, making Connecticut the first state in the country with such a law. The Senate on May 25 voted 18-17 in favor of the bill, followed by the House's approval with a 76-65 vote on June 4. The Act is set to take effect on January 1, 2012. The legislation requires businesses in the service industry with 50 or more employees to allow their workers to earn one hour of sick time for every 40 hours worked. Manufacturers and nonprofits are exempt from the legislation.

Read the full results here...

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

Reader Question of the Week - August 17, 2011

2011-08-17T09:11:00.001-04:00

Straight from the mouth of Mr. HR's readers

In the past year we had a few complaints by employees about inconsistency in how policies are followed and administered. How do companies insure consistency in the enforcement of policies? -- Manager, Administration - Financial Services Co.

Two key steps can help insure consistency in the management of policies. One is to identify a single resource within each company that serves as the point person for all policy and procedure management. That is usually the HR person or designee. The second and equally critical step is to take the time to meet with your management team and review the policies your firm has enacted, insuring they understand how to administer against them.

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

Interview Question of the Week - August 16, 2011

2011-08-16T11:43:00.001-04:00

As a manager, what do you look for in the people you hire?

You're going to pick up a fair amount of insight into this candidate with the answers you receive. You'll learn their management style, their preference for task doers vs. thinkers and independents, their value system pertaining to what makes up a talented staff member, and overall their perspective vs. yours on the right answer. Remember that the less information you have shared with them to this point about your values, needs, and perspectives the more genuine and untainted the response received.

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

HR Best Practices Tip of the Week - August 15, 2011

2011-08-15T09:42:00.001-04:00

Workplace Harassment Policy

It is critical in this day and age of seemingly rampant issues and claims of workplace harassment that every company have a policy that outlines the issue and how it is to be addressed. Your policy should ideally be drafted by counsel and/or an HR professional and at the least contain all or virtually all of the language found within your labor law poster on the same subject. Further, it is wise to duplicate this policy as a document to be reviewed and signed at time of hire.

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

Latest HR News - August 11, 2011

2011-08-11T13:06:00.000-04:00

Mid-Year Job Forecast Provides Encouraging Outlook for U.S. Job Seekers

A recent survey reports that employers remain positive in their hiring expectations for the remainder of 2011 despite ongoing concerns over threats to economic growth. Nearly half of employers (47 percent) plan to hire new employees from July through December, up from 41 percent in 2010. The top three functional areas for which businesses plan to hire first are those on the front lines with customers and those driving innovation. More specifically:

Customer Service - 23 percent
Information Technology - 21 percent
Sales - 20 percent

Read the full results here...

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

Reader Question of the Week - August 10, 2011

2011-08-10T12:13:00.001-04:00

Straight from the mouth of Mr. HR's readers

If an employee takes a day off due to their kids being home for a snow day, how must I account for their day off? -- Office Manager - Manufacturing Firm

Even in August - it is a great time to start thinking about your inclement weather policy. The day taken can be accounted for anyway you choose. Most businesses will dock some form of accrued time off. If you provide the standard Vacation, Personal, Sick and Floating Holiday then usually the day taken falls into the category of Personal or Floating Holiday. Otherwise using vacation time is an option. Allowing for the use of Sick time is not advised as you are now creating an opportunity for sick time to be used as if it is additional vacation time, which is not its intent. Making the day unpaid may cause you some trouble with the Fair Labor Standards Act (FLSA) so be sure to review any such decision with an HR professional or attorney beforehand.

Check out our upcoming Webinar on Inclement Weather Policies and Procedures to learn more.

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

Interview Question of the Week - August 9, 2011

2011-08-09T09:29:00.001-04:00

Tell me about a time when your team overachieved

For the managerial candidate this can help you understand how they motivate their people to perform or, in the case where this person was part of the team but not the leader, how well they recognize the motivating factors that led to over achievement. Overall you want to listen to what drove success, probing thereafter as to why perhaps it was not used before and how it was used thereafter. Generating performance to the point of exceeding goals is a huge asset, as is the recipe that was the catalyst.

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

HR Best Practices Tip of the Week - August 8, 2011

2011-08-08T11:22:00.003-04:00

Weaving State Law into your Handbook

Many policies that companies implement and publish in their handbook can in fact be in direct violation of state law and compliance requirements. So how do you adequately address this fact? We have two approaches for consideration. One would be to publish state specific versions of your book. Given this process may be a bit more cost and trouble than most are worth executing instead a process whereby you footnote those policies that differ by state, referencing a State Addendum in the rear of the book, will generally be acceptable. Just be sure it is clear to the reader that the policy is different for those in affected states.

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

Latest HR News - August 4, 2011

2011-08-04T10:56:00.000-04:00

Seasoned Professionals Forced to Compete with Younger Generations as Economy Tightens

A recent study revealed that in a down economy many employers shift their recruiting efforts to attract and retain less experienced professionals that will be highly productive and cost-effective for their business. The top three industries reported an increase in demand for candidates with less than five years of experience. The following highlights the top three industries:

- Healthcare and Medical - There was a 15.2% increase in the number of Healthcare professionals searching for a job. The majority of job seekers had 1- 3 years experience while most healthcare jobs required less than one year of experience.

- Information Technology - There was a 54.5% increase in the number of IT professionals searching for a job. The majority of job seekers had 5-10 yrs. experience but candidates with 3-5 yrs. experience were in highest demand.

- Sales & Sales Management - There was a 23.8% increase in the number of Sales professionals searching for a job. Most had more than 21 yrs. experience while candidates with less than one year of experience were most in demand representing nearly 66% of all Sales jobs posted.

Read the full story...

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

Reader Question of the Week - August 3, 2011

2011-08-03T09:54:00.000-04:00

Straight from the mouth of Mr. HR's readers

How should we handle a situation where an employee is overusing his/her ipod at work? -- HR Manager, Information Technology Firm

The first issue you need to address - are iPods allowed at all to be used by anyone in the workplace? If the answer is yes then you need to be sure you universally address what is considered proper usage. With this employee in particular you need to establish what they are doing that is concerning. Issues tend to range from the sound being too loud and therefore audible to others to the employee who by virtue of having their iPod on is out of touch with what is going on around them in the office. Whatever you decide to say be sure to document it --- and then be consistent in your practices with others.

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com

Interview Question of the Week - August 2, 2011

2011-08-02T09:37:00.000-04:00

What motivates you?

Three words that could easily open up a 2 hour conversation. To that end you need to put some parameters on this question up front and then control the flow thereafter. Perhaps asking someone to give you three motivating factors --- or the things that motivate them the most. Thereafter you must probe on each point, asking the candidate to elaborate. It can also be effective if you ask how they have reacted in the past when faced with the opposite of that which motivates them. Lastly, always match up their responses with what you reasonably offer and see if the fit is there.

David Lewis
CEO
Operations Inc - Stamford, CT

Human Resources Outsourcing and Consulting

AKA -- Mister HR

www.OperationsInc.com