Applicant Pool

Applicant Pool: Finding the right applicants for specific positions can be very frustrating. Many times recruiters feel overwhelmed, and spend a great deal of time and money on advertisements that may have worked in the past, but are not working today.

A key step to getting the right applicant pool is to understand the industry, and where quality applicants are likely to looking for jobs. For some industries, a large poster outside of the business may be the best resource and for others you may need to advertise with a professional organization or networking group that professionals in the field affiliate with on a regular basis. Below are some creative techniques that have been found successful.

• Online Recruitment: There are many advantages of using the internet, and to have an online application tool. More and more applicants in all industries are going online to look for jobs online recruiting tools streamline process, and can help screen out applicants before you even call them. ESG offers some excellent online recruitment tools at a very competitive price.

• Employee Referral Incentives: Are a great low cost way to find new employees. Make sure employees are aware of all open positions within your organization and make sure that the incentive program is well known.

• Job Fairs: There are many different job fairs out there and they providinge an opportunity to meet a large number of people. Make sure you review the market that the job fair is targeting to make sureensure it is a good opportunity.

• Rejected Applicants: How applicants are treated whether they are offered a position or not may have a huge impact on future applicants. If the applicant was treated with respect and if the interviewer took the time to promote the company and the opportunities, rejected applicants are likely to tell their friends and family to apply to future positions.

• Public Relations Articles: Articles written about your organization or featured events are a great way to get public recognition and spark interest for job seekers.

• Open Houses: Can be a good way to introduce applicants to your company and show them the company culture and environment.

• ESG’s Outplacement Program: ESG offers and outplacement program for employees that may have been laid off due to lack of with another client company. This is a great way to get qualified applicants in your industry.

ESG understands the need to attract and retain quality employees and how much this affects your business and bottom line, so we offer online recruitment tools, drug testing, assessment tests, background checks, and a detailed review of your recruitment process. Contact your Human Resources Consultant for more information and to get the best recruitment practices in place for your company. Vist us at www.esghr.com or call 888-810-8187

Personal Protective Equipment… Who’s Picking Up the Tab?

Have you ever issued hundreds of dollars worth of safety equipment to an employee, only to have it lost or damaged? You know Personal Protective Equipment (PPE) should be provided, but at whose expense? Until now, there were never clear rules on employee-owned PPE, replacement PPE, everyday clothing, and weather-related clothing. However, on May 15, 2008, the Occupational Safety and Health Administration’s (OSHA) ruling on employer-paid PPE goes into effect, providing much-needed clarification.

The new ruling reinforces OSHA’s stance that employers are solely responsible for compliance with safety and health standards, with some newly clarified exceptions. For example, employers are not responsible to pay for:

• PPE different than that provided at no cost to the employee;
• Ordinary safety-toe footwear or prescription safety eyewear, as long as the employer is not restricting the use of such to their job only;
• Everyday clothing, even if specific types of clothing are required (ie: long-sleeved shirts, long pants);
• Ordinary hand tools; nor
• An employee’s own PPE if he/she voluntarily prefers to use his/her own. An employer may not require employees to provide their own PPE, and are still required to ensure the adequacy of employee-owned PPE.

The new ruling also gives clarification for employers to reasonably charge employees who lose or intentionally damage PPE. Overall, the new rules provide specific guidance on how to add structure and consistency when addressing common PPE problems, especially in cases of loss or intentional misuse.

At ESG, we help businesses create more than just a safety program that sits on a shelf; we help bring safety back to work. ESG partners with employers throughout the nation to navigate through the complexities of being an employer. vist us at http://www.esghr.com/ or call toll free 888-810-8187.

Dealing with Performance Problems

You can’t be an employer for long without facing employee performance that is unsatisfactory. Performance problems happen, and they happen with every employer. When you’re faced with such problems, here are a few tips to follow:

1. Be cautious with progressive discipline. If you commit yourself to following a prescribed plan, you can be held to that standard, limiting your options in critical employment decisions, or risking a wrongful termination charge if you deviate from the standard. A better approach is for management, in its sole discretion, to apply whatever disciplinary action it deems appropriate, and then to do so consistently.

2. Avoid premature firing. A rash decision to fire an employee who has not been adequately warned can lead to legal issues that far outweigh the performance problem. Plaintiffs’ attorneys would have far less business if employers would adequately warn employees of the potential consequences of their performance. Consider suspending an employee pending investigation. Give yourself time to think clearly and make the best decision.

3. Whatever you do, do something! Some employers do just the opposite – nothing. If the employee has been a high-quality performer in the past or is good in other areas, some bosses overlook the problem spots. However, what you fail to confront, you condone. Recognize that sometimes the kindest thing to do is to face the problem head on, not to avoid it.

For assistance with employee performance issues please contact one of our Human Resources Consultants at ESG at 888-810-8187.