Posts Tagged ‘Recruitment’

Developing A High-Performance Recruitment System


Finding and keeping qualified talent has never been more challenging or expensive. Too many organizations implement haphazard hiring methods that are not only inefficient, but also potentially illegal.

Are people hired systematically at your organization?

The best organizations in the world use sophisticated processes to find and hire new workers. If you don’t have a solid system in place to hire workers, consider creating policies, and putting them in writing, that outline your process in detail.

Ready to get started?

Here is a checklist of 4 action steps that you should ensure your HR department is following. By using these steps they will simplify the hiring process for your organization.

Step 1 – Create a candidate pool by…

  • Constructing a comprehensive job description (with employee input)
  • Having leadership approve the position and salary range (based on a compensation study)
  • Posting the position internally first, to allow current employees the opportunity to apply
  • Encouraging employees to refer friends and family
  • Creating an advertisement based on the established job description
  • Running the advertisement
  • Reviewing ad responses against the requirements outlined in the job description
  • Sharing your Mission, Vision and Values (MVV) with all candidates
  • Having the candidates explain how they will support your MVV
  • Setting up three to four candidates for interviews

Step 2 – Systemize the interview process by…

  • Selecting interview questions and job criteria correlated to the job description requirements (build MVV questions into process)
  • Requesting all interviewees first fill out an application
  • Ensuring all interviewees sign a “consent to background check” form
  • Having interviewers complete a Candidate Evaluation Form on every candidate after each interview.

Step 3 – Establish the Selection Process by…

  • Having the team of interviewers meet to discuss candidates (this is typically led by HR personnel)
  • Conducting candidate interest testing (be careful with tool used)
  • Selecting the best candidate based on interview results, selection testing, and the hiring manager’s decision
  • Furnishing a verbal offer to the candidate and, if agreed to, creating an offer letter
  • Sending the offer letter for the candidate to sign, and ensuring it is returned to you.

Step 4 – Start the hiring process by…

  • Sending the application and consent form to a background check company
  • Arranging a pre-employment physical and drug & alcohol test for the candidate
  • Setting a firm start date when the candidate has met all the requirements and is determined “all clear”
  • If the candidate fails the background or D&A test, the candidate is notified by HR and you return to initial pool of interviewed candidates, choose one, and begin the hiring process again or expand the candidate pool and begin again.
  • Sending out polite non-selection letters to the other candidates

When you implement a consistent system in your hiring practices, you will increase the efficiency of your organization, saving time and money, and eliminating confusion, both now and in the future.

Also consider the fact that by using the right recruitment approach you are also marketing your organization to potential students?

Any dollars spent in recruitment marketing also benefits your institution from a brand recognition perspective.

___________

In His Name HR helps organizations build high performance Human Resources programs. Visit them at In HIS Name HR or e-mail them here.

Mark A. Griffin is the founder and chief consultant of In His Name HR LLC. Connect with him on LinkedIn or Twitter.

Now Recruiting Production Supervisor Lancaster PA

Now Recruiting: Production Supervisor, Lancaster PA


GreenWay Fence & Railing Supply LLC. is committed to understanding, meeting and exceeding their customer’s expectations. They provide customers with the highest quality maintenance free outdoor products and services available at a competitive price – on time with complete satisfaction in an honest and ethical manner.

Purpose of Position:  

Responsible to oversee and manage all aspects of the vinyl production/fab shop. This will start with communication with the sales team and upper management on orders coming in lead times etc. Excellent communication skills are a must. You are the link between our sales team and delivering outstanding results for our customers. You will also need to effectively manage 5-8 production employees under your oversight. This will include hearing their concerns and suggestions and mentoring them if needed but also showing them by example how to work efficiently and respect authority over this position.

It is expected that the incumbent is constantly working on improving production efficiencies and looking for innovative ways to produce leaner without compromising a quality product for our customer or a quality environment for our employees. Ability to direct personnel towards maximum performance will set you apart as a leader. Decision-making and problem-solving will take up a great part of your day.

Some Essential Duties

  • Liaise with other managers to understand specific job requirements and schedules
  • Organize workflow to meet specifications and deadlines
  • Ensure output meets quality standards
  • Work to properly report & resolve all quality control issues
  • Monitor production to resolve issues
  • Supervise and evaluate performance of production personnel
  • Ensure that periodical maintenance of machinery is performed
  • Work alongside employees as a working supervisor
  • Report to upper management
  • Performs other duties as assigned

Some Position Requirements 

  • Outstanding communication ability
  • Excellent organizational and leadership skills
  • Attention to detail
  • Strong decision-making skills and a results-driven approach
  • Willingness to do the work yourself if needed. The best leaders are willing to show by example.
  • Must have a valid driver’s license. Except for religious purposes.
  • Complete support of and willing adherence to Greenway’s Standard of Conduct, Incumbent must hold these standards as his/her own.

Some Required Personal Attributes

Just like all GreenWay employees, the conduct of this contract representative must be consistent with good character, must be an appropriate reflective of our company’s heritage.  Complete support of and willing adherence to GreenWay Fence & Railing Supply’s mission and vision. Applicant must hold these standards as his/her own.

All qualified individuals may submit a resume and letter of interest to:

Email HR Team

E.O.E. m/f/h/v

 

Now Recruiting HR Coordinator Clarks Summit, PA

Now Recruiting HR Coordinator Clarks Summit, PA


For more than 80 years, Clarks Summit University has prepared men and women for Christ-honoring careers and ministries across the globeLocated in the foothills of the Endless Mountains of Pennsylvania, the university offers programs ranging from a one-year Bible certificate to associate, bachelor’s, masters and doctorate degrees.

Purpose of Position:  

Provides administrative support to the Vice President for Business Administration and Finance on all personnel matters and assists with payroll processing.

Some Essential Duties:

  • Assists Department Heads / Hiring Managers as needed with recruitment and interview process; tracks applications, schedules meetings.
  • Conducts onboarding and assists with orientation schedule with same as above.
  • Assist in preparing for exit interviews for employees, volunteers, and student workers.
  • Assists new employees with online investigation and background requests via user interface / web portals; specifically, ACT 153 for employees, volunteers, and student workers.
  • Verifies I-9 documentation and sets-up/maintains files for employees, volunteers, and student workers.
  • Assists TPA with yearly open enrollment as needed.
  • Maintains institutional census for yearly open enrollment and administrative inquiries.
  • Utilizes census data to complete 1095C’s related to IRS filings and IPEDS surveys.
  • Processes, reviews and submits payroll with the oversight of the Director of Accounting
  • Assists with processing of terminations and related communication.
  • Records worker’s compensation claims and submits to Carrier for processing.
  • Working with our Insurance Carrier, secures driver approval requests and adjust coverage.
  • Reconciles the benefits statements and submits invoices for payment monthly.
  • Performs customer service functions by answering or facilitating employee requests and questions.
  • Updates HR spreadsheet with employee change requests and processes paperwork.
  • Assists with the preparation of the performance review forms.
  • Working with HR outsource and Department Heads, formulates and updates standard operating procedures.
  • Assures compliance with all state and federal leave of absence laws, including FMLA.

Position Requirements:

  • An Associate’s degree with at least 5 years related experience in a HR environment.
  • Proven leadership skills to effectively direct employees while in a professional environment, ability to properly evaluate comprehension, and application of subject material.
  • Must have a valid driver’s license.
  • Knowledge of Windows, Power Point, Word and Excel or similar programs required.

Complete support of and willing adherence to Clarks Summit University’s Standard of Conduct and Confession of Faith. Applicant must hold these standards as his/her own.

Required Personal Attributes:

Just like all Clarks Summit University employees, the conduct of this employee must be consistent with good character, and must be an appropriate reflective of our organaization’s heritage.  Complete support of and willing adherence to Clarks Summit University’s mission vision and values.   Applicant must hold these standards as his/her own.  A statement of faith will be required of all final candidates.

Benefits: 

  • 403b Retirement Plan
  • Vision coverage
  • Dental Coverage
  • Health insurance
  • Paid vacation/ holidays/ sick days/ personal days

Location Will Be:

Clarks Summit University
538 Venard Road
South Abington Twp., PA 18411

Due to the overwhelming response we ask that you are patient during the selection and interview process. All qualified applicants will be notified.

Cover letter should include why you should be considered for the position and what would make you the best candidate.

Due to the overwhelming response we ask that you are patient during the selection and interview process. All qualified applicants will be notified.

All qualified individuals may submit a resume and cover letter which includes why you should be considered for the position and what would make you the best candidate to:

Email HR Team 

Want to get future vacancies and blog updates?  Subscribe here: Click

 

Great Organizations Are Built On Solid Job Descriptions

Great Organizations Are Built on Solid Job Descriptions


Job descriptions (JDs) are just so 1980s,” a young HR graduate recently commented to me, He could not be more wrong. Having worked in HR for over 25 years, I can tell you that some things just don’t change—and shouldn’t change.  New technology consistently bombards us; faster, better, and sleeker processes seem to overwhelm us.

One thing that will never change is the fact that, in order to be a High Performance Organization, you still need to get some  “old school” work done. Don’t let technology and “the new workplace” fool you. Now, more than ever, you need JDs.

Here are eight good reasons why:

Recruitment – As you grow and expand, it is almost impossible to hire legally or correctly when lacking a solid, well-written job description.

Teambuilding – It is difficult for Teams to form and support each other when job duties are gray and tasks constantly conflict or interrupt each other. It is enlightening to know what each Team Member is responsible to accomplish.

Performance management – This enables you  to set measurable performance goals based on duties listed in the corresponding job description. Having them listed, in writing, signifies their importance.

Training and employee development – You can use job descriptions, along with descriptions of possible job promotions, as a tool to determine what to pursue in regards to classes, seminars, and other career development activities in order to close gaps.

Compensation- JDs can be helpful in developing a standardized compensation program with minimums, maximums, and target pay for each position. They help highlight internal equity issues to decision makers and contribute to fairness.

Recognition and rewards – You can use job descriptions as a baseline for performance, and as a tool to encourage performance “above and beyond” the job description, in order to distribute recognition and rewards or just plain old praise!

Discipline – Sometimes employees just don’t do what needs to be done. Hopefully, this does not happen at your place of work, but sometimes Team Members fail each other. If you need to, you can use job descriptions to illustrate when employees are not performing up to agreed-upon standards.

Essential job function analysis – The physical and environmental setting is important in order to provide employees, including new hires, who need accommodation. Not only is this the right thing to do, but it is also the law.  As of July 1992, the Americans with Disabilities Act (ADA) mandates that an organization assist an employee when a request is made for a reasonable accommodation under the ADA.

Some Key Points to Ensure a Great Job Description Process

  • Have the employee own their description
  • Remember that no one knows the job better than the employee doing it
  • Make the employee accountable to complete it and have HR review it
  • The manager should have final JD authority and reserve the right to make changes to the final document, incorporating dialogue with the employee

Don’t make JDs more work then they have to be. Instead, make it a process to enjoy and learn from—it does not have to be awful.

Be joyful and helpful with the process, and your staff will love you for it!

_________

In His Name HR helps organizations build high performance Human Resources programs. Visit them at In HIS Name HR or e-mail them here.

Mark A. Griffin is the founder and chief consultant of In His Name HR LLC. Connect with him on LinkedIn or Twitter.

 

 

How To Ensure You Hire the Right Person


Find the right person for the right job!

It sounds simple, but it won’t come easily without planning and a process. Getting the wrong people not only kills performance but can also damage your reputation.

And, of course, you don’t have the money to do it wrong. Training misfit or unqualified new employees always costs more in the long run than hiring the right person in the first place. Additionally, turnover is higher if employees haven’t been recruited properly. Employees grow disappointed when their position is out of their depth or the job isn’t what they thought it would be. They leave as soon as they find a better fit.

How do you hire people the right way? How do you find talent well suited for your organization and its open job position?

Remember these 3 simple tips

(1) Develop and Finalize a Thorough Job Description.

Craft a job description that matches your need, using the two most critical modes:

  1. Use the right template from the beginning, each and every time you create a position, to ensure that all information necessary is covered; and
  2. Train employees to create their own descriptions, because they know their job better than anyone.

Without a clear job description, when employees discover that a lot more is expected of them, frustration and stress result. Draft a description that is not too generalized—vagaries only hurt your organization and catch new hires off guard.

At high-performance organizations, employees know why they are there and what their specific job duties are. The description should note expectations of the job, skills or education needed, and duties and related responsibilities; plus, who they report to, and when. Include how they will be evaluated, and who will train them or be available to consult if they run into trouble.

Realistically, not everything can be covered in a job description, add a segment stating that related duties and responsibilities may arise or exist that are not detailed in the job description. Otherwise, a worker may take advantage of a concise description to avoid putting in the necessary extra effort by claiming, “That’s not my job.”

(2) Filter Your Resumes

A filter is created from the core requirements of the job description. It gives the resume screener a baseline to efficiently weed out resumes and applications that don’t meet the minimum qualifications of the descriptions. Consider outsourcing the screening process to a professional firm that will funnel the best prospects to you, or enlist someone to handle the slush pile of applications, and then feed you the cream of the crop. Filtering the process is important.

(3) Memorialize the Recruiting Process

Develop key steps to use in the process every time to ensure recruitment efficiency and fairness. Consider including the steps within these four categories as you create your own organizational recruitment process:

How your candidate pool is created (job description, advertising, screening, etc.)

How the interview process is conducted (interview questions, background check consent, candidate evaluation forms, etc.)

How a selection is made (who decides on the new hire, how are they and other candidates notified, etc.)

The elements of your hiring process (pre-employment physical, drug and alcohol testing, notifications, etc.)

It pays to spend the time and money up front to ensure a well-tuned process. An outside Human Resources firm can set up all the details involved in your recruitment and hiring process to streamline and maximize the procedure. The result will be a clear and useful tool to boost organizational performance and save costs.

_______

In His Name HR helps organizations build high performance Human Resources programs. Visit them at In HIS Name HR or e-mail them here.

Mark A. Griffin is the founder and chief consultant of In His Name HR LLC. Connect with him on LinkedIn or Twitter.

 

 

Now Recruiting For: Business Development Manager Wernersville, PA


Business Development Manager

In an economy that is yielding very little career opportunities, we are excited to be retained by this wonderful organization, Bertolet Construction Corporation to assist in recruiting a Business Development Manager for their Wernersville, PA  location.

Bertolet Construction Corporation provides industrial and commercial building and renovation general contracting services throughout Berks and the surrounding PA counties.

Start building your brighter tomorrow today.

Some Essential Duties:

  • Responsible for substantially expanding new business and growing existing business within the commercial & industrial construction industry.
  • Assist the leadership team in coaching, coordination, mentoring and developing best in class service for our clients.
  • Responsible for having the knowledge and the proven ability to execute business to business sales process.
  • Responsible for traveling throughout the territory to call on existing and prospective clients to solicit projects.
  • Responsible for identifying the client’s future and additional needs and increasing the client’s overall satisfaction with our services.
  • Coordinate and present presentations to clients and prospects as required.
  • Oversee and coordinate the proposal process from proposal development thru project acquisition, ensuring professionalism and consistency in format and design with selected guidelines with estimating team.
  • Engage and strategize with leadership team to drive revenue.
  • Responsible for assisting in the development of an annual budget and reaching the revenue goals.

Some Position Requirements:

  • Complete support of and willing adherence to Bertolet’s mission, vision and core values. Applicant must hold these standards as his/her own.
  • Bachelor’s degree in Business, Construction Management, or related field.
  • A minimum of five (5) years of Business Development experience in the commercial and industrial construction industry.
  • Must have previous knowledge and experience with building construction business within a 50-mile radius.
  • Must have demonstrated network of COI’s (Centers of Influence) to include owners, architects, engineers, and other professional services relationships that can be leveraged to create business opportunities.
  • Must have demonstrated track record of structuring and managing complex negotiations to successfully close sales.

Some Required Personal Attributes:

  • Excellent communication skills, including verbal and written.
  • Strong writing and editing skills with attention to detail.
  • Ability to be proactive.
  • Ability to speak and present to groups of various levels of management.
  • Self-motivated, able to work independently.
  • Positive attitude.
  • Excellent problem solving skills.
  • Reliable.
  • Excellent relationship building skills.

Just like all Bertolet Construction Corporation employees, the conduct of this employee must be consistent with good character, and must be an appropriate reflection of our organization’s heritage. Complete support of and willing adherence to Bertolet Construction Corporation code of conduct. Applicant must hold these standards as his/her own.

Location Will Be:

Bertolet Construction Corporation
100 South Church Road
Wernersville, PA 19565

Learn Why Customers Choose Bertolet Construction Corporation 

Due to the overwhelming response we anticipate we ask that you are patient during the selection and interview process. All qualified applicants will be notified.

Cover letter should include why you should be considered for the position and what would make you the best candidate.

All qualified individuals may submit a resume and cover letter which includes why you should be considered for the position and what would make you the best candidate to:

Email HR@InHISNameHR.com

Bertolet Construction Corporation is an Equal Opportunity Employer.

Want to get future vacancies and blog updates?  Subscribe here: Click

 

Now Recruiting For: Director of Real Estate Development Lancaster, PA


Director of Real Estate Development

In an economy that is yielding very little career opportunities, we are excited to be retained by this wonderful organization, Community Basics, Inc. to assist in recruiting a Director of Real Estate Development for their Lancaster, PA location.

Community Basics, Inc. (CBI) addresses the ongoing need for affordable housing by partnering with federal, state and local organizations to build and manage rental communities for moderate-income families and individuals throughout Lancaster County and surrounding areas.

Start building your brighter tomorrow today.

Some Essential Duties:

  • Assisting the team in locating potential new projects and develops strategies to obtain financing for such projects, including preparation of funding applications.
  • Responsible for coordinating architects, general contractors, planning consultants market analysts, environmental consultants and other third party contractors.
  • Coordinating development team members during pre-development of projects.
  • Responsible for coordinating methods for obtaining local municipality planning approvals, including communication with specific community groups, government officials and neighborhood residents.
  • Responsible for attending job meetings and advise on construction issues concerning projects in the building stage.
  • Assisting in the preparation of funding presentations to governmental officials, lending and other funding institutions.

Some Position Requirements:

  • Bachelor’s Degree with experience construction and development.
  • Minimum of 2 years experience with building design, land planning and/or government processes preferred.
  • Computer experience is required (including Microsoft office suite).

It is critical that employees support the attainment of our organization’s Mission, as well as align their performance, goal setting, and focus on realizing our organization’s Vision.

Some Required Personal Attributes:

  • Self-Starter.
  • Detail Oriented.
  • Professional attitude.
  • Excellent problem solving skills.
  • Ability to perform multiple tasks.
  • Excellent communication skills, both verbal and written.
  • Ability to learn quickly in a complex environment.
  • Self-confidence.
  • Strong people skills.
  • Must be able to culturally adapt to the customers.

Just like all Community Basics employees, the conduct of this employee must be consistent with good character, and must be an appropriate reflective of our organization’s heritage. Complete support of and willing adherence to Community Basics mission and vision. Applicant must hold these standards as his/her own.

Location Will Be:

Community Basics Inc.
941 Wheatland Ave
#204 Lancaster, PA 17603

Due to the overwhelming response we anticipate we ask that you are patient during the selection and interview process. All qualified applicants will be notified.

Cover letter should include why you should be considered for the position and what would make you the best candidate.

All qualified individuals may submit a resume and letter of interest to:

Email HR@InHISNameHR.com

Community Basics Inc. is an Equal Opportunity Employer.

Want to get future vacancies and blog updates?  Subscribe here: Click

 

Now Recruiting Finance Manager McAlisterville PA


Maple Lawn Associates (MLA) is committed to setting the standard as a supplier of specialty eggs to the Northeast U.S. market.  A family business established in 1928, MLA values humility, integrity, stewardship, innovation, and excellence.

Purpose of Position:  

The Finance Manager has the primary responsibility for overseeing the accounting functions and for providing financial reports, advice, and support to the President and management team, thus enabling them to make sound business decisions. The Finance Manager is also specifically responsible for financial preparations for customer contract negotiations.

Some Essential Duties:

  • Responsible for 1-2 direct reports.
  • Supervise the staff performing the accounting functions of AR, AP, payroll (in-house), pricing etc.
  • Research, develop, and maintain product-costing models that provide instantaneous key performance indicator information to company stakeholders.
  • Responsible for making sure that the payroll is done accurately and timely.
  • Produce accurate & timely financial reports on a monthly basis.
  • Provide and interpret financial information for the owners and managers annually, monthly, weekly, and when requested.
  • Monitor and interpret cash flows and predict future trends.

Position Requirements:

  • Four year Business Management Degree in Accounting, Training, or equivalent experience.
  • 8 -12 years related experience and/or training.
  • Experience in QuickBooks and cost accounting required.
  • High level of proficiency in Microsoft Excel required.
  • It is critical that employees support the attainment of our organization’s Mission, as well as align their performance, goal setting, and focus on realizing our company’s Vision. This should be accomplished within the published Values of Maple Lawn Associates.

Required Personal Attributes:

Just like all Maple Lawn employees, the conduct of this employee must be consistent with good character, and must be an appropriate reflective of our company’s heritage.  Complete support of and willing adherence to Maple Lawn’s mission and vision. Applicant must hold these standards as his/her own.

Benefits:

  • 401k Profit Sharing Plan
  • Cash Balance Pension Plan
  • Vision coverage
  • Health insurance
  • Paid vacation/ holidays/ sick days/ personal days
  • Free eggs (for employee and their household, only)

Location Will Be:

Maple Lawn Associates
2394 Black Dog Valley Road
McAlisterville, PA 17049

Maple Lawn is an equal opportunity employer.

All qualified individuals may submit a resume and letter of interest to:

Email HR Team

E.O.E. m/f/h/v

 

Now Recruiting Estimator / Project Manager Harrisburg PA


Hershocks Inc. is committed to understanding, meeting and exceeding their customer’s expectations. Established in 1935 and a leading commercial glass and aluminum contractor has an opening for an individual in its Service and Small Contract Division. This person would be estimating, bidding, and then project managing commercial window, door, and storefront installations.

Some Responsibilities:

  • Visit project locations to assess customer needs
  • Prepare accurate bid based on job scope, specs, and drawings
  • Present quote to customer
  • Maintain detailed records of each project estimated
  • Order material and project manage each job awarded
  • Develop relationships with existing and new customers
  • Work together with rest of department management team

Some Requirements:

  • Minimum of High School education
  • Five years of experience in the commercial glass and glazing industry
  • Ability to read and extract information from architectural drawings
  • CAD experience a plus
  • Higher education in Construction Management a plus
  • Must have excellent communication skills and be a team player

Required Personal Attributes

Just like all Hershocks employees, the conduct of this employee must be consistent with good character, must be an appropriate reflective of our company’s heritage.  Complete support of and willing adherence to Hershocks’s mission and vision. Applicant must hold these standards as his/her own.

Benefits:

  • Health Insurance
  • 401K Plan
  • Profit Sharing Plan
  • Paid Vacation / Holidays

Location Will Be:

Hershocks Commercial Glass and Glazing
3501 N. 6th Street
Harrisburg, PA 17011

Hershocks, Inc. is an equal opportunity employer

All qualified individuals may submit a resume and letter of interest to:

Email HR Team

E.O.E. m/f/h/v