How to ensure your employees stay loyal
No matter the size of your business, you want to ensure your employees stay loyal. The process of recruiting alone is a tedious one, so best get it right the first time and then work on keeping your employees happy. Some say loyalty doesn’t exist within a company but ask the guy that has worked for 40 years that question, and there are many like him out there. So, what can you do to keep your employees loyal? Building a relationship is key and we don’t mean become buddies with your staff. Showing genuine interest still goes a long way and finding out what makes your employees do what they do well – these can help you understand them better. Employee Freedom This can work itself out in flexible work hours, trust when dealing with clients, and delegating tasks that you would normally hold close. Show, don’t tell The age old – lead by example – stands true with employer/employee relationships. How can you expect them to stay true if you cannot show them just how things should be done? You may make mistakes and its good that they see that too – it will help them realise you are human too and bring them closer. Purposeful Purpose Help your staff understand why they do what they do. No matter your product or service, they have to get it – the WHY you have this business and why you are there in the first place. Give their duties purpose and you will definitely be able to help your employees stay loyal. Be there for them In good and bad times, don’t be that guy that drops them. You and your business will go through ups and downs, and so will they. Unless they are pulling the wool over your eyes, find out the genuine reason they are not managing, and try to help. Good staff are hard to find, but sometimes we don’t realise we had good staff till they are gone.
Contract vs. Probation
I often get asked to place a permanent employee with a company then receive a three-month contract as an offer of employment. I fully understand this, it minimises risk and makes it easier to get rid of the candidate after the would-be probation period. But, isn’t as risk free as people may think. Today, we discuss contract vs. probation, and which is the better way to go dependent on your circumstances. Here are the guidelines pertaining to the law: Section 83 A of the BCEA goes further in the definition of “employee.” It states that – A person who works for, or renders services to, another person, is presumed, until the contrary is proved, to be an employee, regardless of the form of the contract, if any one or more of the following factors is present: The way the person works is subject to the control or direction of another person; The person’s hours of work are subject to the control or direction of another person; In the case of a person who works for an organisation, the person is a part of that organisation; The person has worked for that other person for an average of at least 40 hours per month over the last three months; The person is economically dependent on the other person for whom that person works or renders services; The person is provided with tools of trade or work equipment by the other person; Or the person only works for or renders services to one person. There is not only the legal side to consider, but you also need to understand that the risk is high. A candidate could except a permanent position for security reasons, even if only on contract. This is “OK” if they are not a good match, but what if they are the perfect match and you lose them? While under contract candidates are also not entitled or eligible for membership of the company pension scheme or medical aid scheme, this also is risky for a contractor, and could sway them if offered a permanent job. So, what is better – contract vs. probation? My first question, when presented with a contract to test the candidate prior to permanent employment contract is, “Is this a contract because it is project or contract driven, or is it a contract because you are looking for a risk free option?” If the answer is risk related, then I advise the client to go the probation option. Use a Limited Duration Contract for a contractor and a Permanent Employment Contract, with a probation clause, for a permanent employee. When offering permanent employment with probation, please make sure there are performance appraisals recorded. Any issues that arise need to be recorded in these appraisals. The candidate needs to be informed of what they are doing wrong and guided on how to complete the task correctly. You can basically address all disciplinary issues in these appraisals. Should you not want to extend permanent employment after the trial period, you are within the rights of your administration. If you are not sure, you could consider extending the trial period. You cannot use this as a roll over strategy, but you can do it to give a candidate the benefit of the doubt to prove themselves. The main difference between employee and Independent Contractor is the nature of the contract itself. It must be determined what the intention was of the parties to the contract. Was the intention that it was supposed to be a contract of employment, or was the intention that it be an Independent Contractor relationship?
People Lie in Interviews
People lie in interviews. Fact! You’ve been looking to fill an important position in your business for months now, and after hundreds of resumes and dozens of interviews, you think you’ve finally found the perfect candidate. Their skills and experience are exactly what you’re looking for. He has got a great attitude and your team loves him. But are they maybe really too good to be true? People aren’t always the most truthful in interviews. When you really want to land the job, it can be easy to exaggerate, or stretch the truth a little bit. You’re in the hot seat and the pressure is on. People lie in interviews and say that they are very hardworking and never fail to always give exceptional work. This is so that they give the impression that they are perfectionists and never disappoint those who expect so much of them. Its estimated 38 percent of people have embellished their job responsibilities on a resume. So, rather contact prior employers (not just references) and get as many details as you can about the candidate’s job duties and descriptions. If employers won’t or can’t provide these, try tapping into LinkedIn to see if the candidate’s description of his or her past roles matches what’s on the resume. Candidates mislead you with current salary and salary expectations. Ask them for their last 3 pay slips and then decide on a reasonable increase. If the expectation is more than a 20% increase on current package, start asking questions like “what extra value are you bringing or offering to justify the increase been above market rate?”. Those who have leadership skills are always willing to try and salvage a problematic situation or they do their best to take control when things go wrong. That is why a big lie, which many people tell is that they say that they have exceptional leadership skills, even when they do not. People lie in interviews about their reasons for leaving. It is important you ask referees why they resigned. Its estimated 12 percent of candidates lie about dates of employment to cover gaps. You can contact previous employers to confirm dates. We also use the credit check to confirm dates. The credit checks we do list employment and employment dates. If someone omits a previous employer we also pick it up here. Companies believe that working in groups yields the best result and that is why so many people feel compelled to tell this big lie. At the extreme, candidates may purchase diplomas from online or falsify documentation by adding their names to a friend’s qualifications or even claim certification from people with the same name and surname as them. We check qualifications through a service provider, using the ID number matched to the qualification code to make sure it is the correct person. Candidates often say they are prepared to travel or relocate under pressure, but change their mind the next day. Relocation and commuting is a big issue and the candidate should have time to think and consider if the travel is manageable and realistic. Nowadays all employees are expected to be people-friendly, simply because they interact with a lot of clients. Keeping clients happy is one of the major task of employees and if employees are not approachable, they sooner than later will prove to be a real liability to the company. This is another big lie which many candidates tell during the interview, because they know that this is an ability which is truly sought after. Besides that people lie in interviews, there are many people who have the habit of gossiping. Such individuals just wait for an opportunity to talk ill of others and to spread vile rumors. Indulging in such gossip is very immature and childish, however sadly it is something which almost all of us take part in. This is certainly one of the biggest lies which people state in the course of the interview just so that the concerned recruiter gets the impression that the individual is someone who is mature and not interested in petty things such as gossip. On my social media history, you won’t find any racist, inflammatory, sexist or controversial remarks. Yeah, right! Millennials are quickly realizing that those offensive tweets they sent a couple of years ago or that rant they posted on Facebook about their ex-boss just last week, are coming to bite them in the butt. Check their social media profiles, the FB, LinkedIn, Twitter, Instagram, and other platforms. Everyone should conduct at least a five-minute research on the company to get a rudimentary grasp of the business, history, mission statement and so on. The interviewer will likely ask a follow-up question to ensure you actually did find out more about the firm. If you want to get away with the lie the best thing to do is to ask generic questions or say “I couldn’t find any information on (fill in the blank). Could you explain more?
Our Professional Connections
Our professional connections are very important to us. Take a look at who we are affiliated with. Every consultant has been a business manager/owner and comes with a wealth of industry knowledge and connections. As recruitment specialists we form part of The Linx Personnel group – an active network of reputable recruitment associates. We abide by the APSO Code of Ethical and Professional Practice. We are part of West Coast Network – Services you can rely on.
Job Seekers
West Coast Personnel understands the difficulties and frustrations of Job Seekers seeking new opportunities. Therefore each applicant is very important to us! Our consultants are carefully selected, fully trained and well capable of giving sound advice in employment related issues.
Quality Job Candidates
Quality Job Candidates are an absolute must at West Coast Personnel. In our interviewing processes West Coast Personnel comes across above average candidates – those representing the top 5% in their field – Quality Job Candidates. We are so excited about these job candidates that we would not want to keep them a secret. We make them available to our current and potential clients – to those businesses that can best benefit from their skills. Pre-Building and Define Applicant & Job Candidates Databases Well In Advance You can establish relationships with potential candidates long before you require them. When you have an existing position offered, these ideas will likewise assist you in recruiting a large database of prospects. The earlier you adopt these practices, the much better your company will carry out in the upcoming war for talent. Recruiting Your Perfect Staff For Your Employers A job description that tells possible workers the precise requirements of the position is helpful. Much more beneficial is the procedure you use to develop the job description internally and the behavioral qualities of your ideal prospect. Assemble a team of individuals who represent the very best qualities of individuals who currently hold the same or a similar position, and do not forget to consist of the hiring supervisor. Develop a job description that delineates the essential duties and outputs of the position. Specify the behavioral qualities of the person you feel is your perfect candidate. List your 5 to 10 essential responsibilities and qualities you will use to screen resumes, carry out phone screens and eventually, develop the concerns for the prospects you interview. Looks like a great deal of effort? It is. However, you’ll have a far better concept about the qualities of the ideal prospect you desire to attract to your company when you do this preparation via email or a recruiting planning conference. Tune Into Your Client Networks Know First Hand What Job Candidates They Need Spread word-of-mouth information about the position schedule, or ultimate schedule, to each worker so they can constantly search for exceptional prospects in their networks of associates and buddies. With online social and expert networking, the possibilities are, you and your staff members are immediately linked to hundreds, and even thousands, of prospective candidates. Use this prospective audience on Facebook, LinkedIn, and Twitter, to call just a few. Encourage recruiters to collect company cards from, and develop relationships with, high prospective possible staff members. And, don’t stop with workers alone; tap the networks of your social, board, funder, and scholastic connections, too. Make certain you publicise your interest in employee referrals. In some business, employee referrals, specifically for hard-to-fill positions, are even rewarded with monetary bonuses. Posting all open positions, revealing openings at the business conferences and sharing growth strategies with company members will assist spread your message. The fact remains finding quality job candidates is a time consuming skill, that few employers have and can afford to disregard without jeopardizing their companies own growth & survival.