The importance of “positioning” the position
We work with small and medium-sized companies. Our clients’ employees often wear multiple hats, sometimes performing more than one key function.
While many employees like having diverse job duties, it is critical to thoughtfully define jobs in your organization. A well-defined job makes it easier to recruit candidates with the right skills who are engaged in their work - and happier! Here are a few examples that demonstrate the importance of positioning your positions.
Combining two incompatible jobs: A recent online job posting sought a Controller / Administrative Assistant. While many candidates are willing to pitch in where needed, these jobs are clearly mismatched. First, these two distinctly different positions in one would be incredibly difficult to recruit for. It’s unlikely that someone with a controller-level skill set will want to work in an administrative job. Second, where would you set the salary? A Controller won’t accept an Admin level salary, and if you pay a Controller-level salary you will be overpaying for the job’s Admin hours. A better solution: hire two part-timers.
Combining seemly similar duties. More common than combining two completely different jobs is bundling seemingly similar duties that require different skill sets. For example, a customer service position focused on detailed order entry that also participates in outbound prospecting. Ouch! It is important to consider the type of person that will be happiest in a role. The customer service role calls for a friendly and accommodating individual that is collaborative, detail oriented and service-focused. An outbound caller requires higher assertiveness. Be sure to combine tasks that align with the type of personality best suited for the duties.
Job level. Deciding on the level of a position is critical to attracting candidates. While titles may not play a big role inside an organization, titles can make or break interest in the job. For example, a company might go to market advertising a staff-level position when in reality they seek Senior and even Manager experience. This typically happens because of fear that an elevated job title will upset the apple cart with one or more employees. The strategies that come into play in making a decision on “level” will include years of experience, comparison to industry trends for the job function, compensation considerations and the available candidate pool.
If you are hiring and are not finding applicants a fit for the position, or if you are in the process of putting together a new position in your company, reach out to us for a no obligation conversation about the position. Also, keep an eye out for our upcoming blogs and videos. More tips to come targeted at breaking down hiring and demystifying recruiting in today’s ultra-competitive job market.
Protect your Business with Workplace Respect
The last several months have brought an intense focus on sexual harassment and respect in the workplace. Our clients are asking “What can we do to best protect our business and team members?” If you and your company have not reviewed your company's harassment policy or if you have not trained your managers and your team in the past 18 months, we encourage you to review the following and contact us for more information.
A few important considerations:
· In 2017 the EEOC received more than 84,000 charges alleging harassment and secured approximately $484 million for victims of workplace discrimination. These numbers do not include claims brought through courts or agencies not involving the EEOC*.
· Direct and indirect costs to employers are significant and can include: judgments to employees, legal costs associated with defending the charges, lost productivity, decreased job performance, increased turnover and reputational harm.
· Most employees - about 70% - do not report harassment to their employer. Since employers are often held liable for harassment whether or not they knew about it, it's important that employees bring forth incidents so employers can take the timely action required to minimize liability and avoid employee lawsuits.
· In our experience, most accused harassers express genuine surprise that their behavior was perceived to be offensive.
· Federal and state law provide a major incentive to employers who show they have taken steps to prevent harassment such as adopting a policy with specific components and training their employees.
Red Seat’s Respectful Workplace and Non-Harassment program has four components, tailored to your organization’s needs:
1. Policy Development / Review to ensure essential elements are in place
2. Communication Pieces to introduce your program to your organization
3. All-Employee Training to underscore your commitment to workplace respect, define acceptable and unacceptable behaviors, and provide concrete steps employees should take if they experience or witness harassing behavior.
4. Management Training to train Managers on employer responsibilities and requirements and how to effectively identify and handle unacceptable or harassing behavior.
Let Red Seat help you protect your organization while cultivating a culture of respect. Call us today to schedule a free introductory meeting to learn more about our Respectful Workplace program.
*EEOC Issues FY 2017 Performance Report, https://www.eeoc.gov/eeoc/newsroom/release/11-15-17a.cfm
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