Now Recruiting: Sales Representative, Lancaster PA

Mar 28, 2022

Located in Lancaster County, Horning manufactures high quality kernel processors and silage processing equipment.

After three generations of dairy farming, the Horning family knows cows. But as much as the Hornings are dairy farmers at heart, they are innovators in mind. Relentless innovators in fact. And it is this family passion that has become the driving force and company culture of Horning Manufacturing.

Because of the incredible growth of Horning, we are now in search of a Sales Representative that will help take the organization to the next level of new customer engagement excellence.

Make Horning part of your story.

Purpose 

The Sales Representative is responsible for establishing and maintaining profitable relationships with customers. The Sales Representative has primary responsibility for ensuring that the products meet the customer’s needs.

Some Essential Responsibilities 

• Contact and compile prospective customers and assigned accounts within your assigned territory. Responsible for worldwide sales market.
• Maintain file and regularly update key customers information. Provide weekly or as needed contact reports to management, including updates and changes in key personnel of existing customer.
• Make regular customer and prospect calls. Call frequency should depend on, but not be limited to, potential of the account and the status of any pending business.
• Acquire and utilize effective customer relations and sales principles that ensure total customer satisfaction with the products/orders and services.
• Representing the company in any sales/related activities, including:
  • Researching new products
  • Customer prequalification
  • Sales visits
  • Drawings, potential
  • Proposals
  • Revisions, and
  • Ongoing customer care
  • Responsible for handling all unique job requests with customers.
  • Responsible for establishing and maintaining profitable relationships with customers.
• Required to attend all company meetings & occasionally assisting in emergency jobs or other labor tasks.
• Responsible for requesting customers to participate in the customer rating on-line system.
• Responsible for notifying the right people at Horning to handle any concerns, or problems with the products that you are made aware of by the customer. You are the customer’s first contact.
• Responsible for creating sales orders & invoices.
• Responsible for making sure the order is distributed to the right person internally.
• Performs other duties as assigned.

Position Requirements

• Degree or Technical Degree in Marketing, Sales, or equivalent experience.
• 3+ years of Agricultural/Equipment Sales experience, required.
• Possess computer proficiency in MS Office and EBMS or equivalent.
• Ability to interpret a variety of instructions furnished in written, oral, diagram, and/or sketch form,
  is a plus
• Ability and willingness to travel occasionally (short term) Example of trade shows.
• Self-starter, capable of working very closely with multiple internal and external customers.

Required Personal Attributes

• Must exercise good judgment and integrity.
• Possess the ability to take the order from beginning to the finished order.
• Possess excellent organizational skills.
• Possess excellent communication and collaboration skills.

Just like all Horning employees, the conduct of this sales representative must be consistent with good character, must be an appropriate reflective of our company’s heritage.  Complete support of and willing adherence to Horning’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:

Mark A. Griffin | Blog, Now Recruiting For

Now Recruiting For: Planned Giving and Major Gifts Officer Lancaster, PA

Mar 14, 2022

Position Closed

Looking to make a difference in our world? It’s time to use all of your education and experiences to be an instrument of change.

In HIS Name HR is honored to have been retained by Capstone Legacy Foundation to seek their next Planned Giving and Major Gifts Officer. Capstone exists to educate and empower givers to increase generosity by planning strategically and establishing legacies to transform lives…in other words, preserving client’s legacy while transforming lives through joyful giving.

What is Capstone Legacy Foundation about? Capstone is a 501 (c) (3) Christian community foundation dedicated to the preservation of donor intent. They believe that stewarding God’s blessings is a form of obedience and worship.

Whether clients feel called  to fund good works or do good works, Capstone provides customized giving solutions that enable each dollar to go further. Capstone provides expertise in starting a foundation,  launching a ministry or helping investors with Christ-centered, morally driven giving. Capstone provides a diverse series of giving vehicles and fiduciary services that provide you with peace of mind, all while maintaining a kingdom-driven perspective on wealth.

Capstone’s dedication to establishing clients legacy comes from their deep Pennsylvania roots. Although Capstone was organized in 2005, their financial and spiritual legacy stems from one of America’s oldest industrial firms—the Lukens Steel Company—founded in 1810. This 200+ year perspective inspires their efforts to ensure that they help clients giving echo into eternity.

Planned Giving and Major Gifts Officer

Purpose

Responsible for planning, organizing and providing a critical role in identifying, developing, and maintaining relationships with CLF’s planned-giving donor/givers, major donors, and planned-giving and major donor prospects for the purpose of securing major funding for the organization.

Some Essential Responsibilities

Key Result – Steward the relationships of planned-giving and major donors to maximize their connection to the purposes of CLF and, in turn, support CLF, both financially and spiritually.

Mark A. Griffin | Christian Higher Ed HR, Now Recruiting For

Director of Human Resources and Title IX Coordinator

Jan 4, 2022

Position Closed 

The mission of Taylor University, a private, interdenominational, evangelical Christian college, is to develop servant leaders to minister Christ’s redemptive love and truth to a world in need. Does this sound like your ideal work environment?

For the 12th time in 13 years, Taylor has been ranked No. 1 in the Midwest by US News & World Report’s survey of America’s Best Colleges, and ranked in the top three for the last 23 years.

The Role

Under the direction of the Chief of Staff, the Director of Human Resources and Title IX Coordinator provides strategic leadership and direction for recruiting, developing, motivating, and evaluating Taylor University’s human capital. This hands-on position is responsible for leading all human resources operations, programs, and services for administrators, faculty, staff, and students and in coordinating the University’s Title IX program. This position advances Taylor’s Christian mission and seeks to build a national model for what it means to be a thriving workplace culture in the context of Christ-centered higher education.

Major Roles for the Director

As the University’s Chief Human Resources Officer, the Director oversees a number of strategic areas for Taylor, which fall into five major categories.

Recruiting and HR Strategy

The Director will leverage his/her expertise to lead employee recruitment and workforce planning. She or he will identify and facilitate cross-functional opportunities to meet key initiatives, including but not limited to recruiting talented and diverse faculty and staff and increasing faculty and staff engagement.

Organizational Culture

The Director will lead the employee onboarding process that creates and enhances a campus culture that advances Taylor’s distinctive mission and sustains a workplace where people feel valued.

Title IX and Compliance

The Director serves as the University’s Title IX Coordinator and ensures the University remains in compliance with all governmental and 
regulatory requirements around workplace 
issues.

Compensation and Benefits

The Director partners with the CFO and senior leaders of Taylor University to design and administer benefits, develop compensation plans and oversee policies and procedures that motivate Taylor colleagues and build a meaningful workplace culture. The Director partners with the Chief of Staff regarding employee communications and recognition.

Talent Development

The Director will galvanize and equip campus supervisors to develop and manage the human capital of employees and (in partnership with the Calling and Career Office) of student employees in campus offices.

Qualifications

We recognize that God has gifted every person with unique gifts and backgrounds, and while the selected candidate may not meet every qualification, we believe there are several things that are important for Taylor’s Director of Human Resources and Title IX Coordinator.

Senior campus leaders at Taylor must exhibit strong interpersonal and communication skills, and we are looking for a leader who has all of the requisite technical knowledge along with the ability to build and develop teams that will advance the University’s human resources strategy in the years ahead. We seek a gifted leader, not merely an effective manager.

The ideal candidate will fully embrace the unique mission of Taylor University and champion the University’s Foundational Documents when recruiting and screening potential faculty and staff colleagues. The Director will manage well the ethos of collaborative decision-making that sets higher education apart from other sectors. We believe the best leaders at Taylor also embody a Liberal arts mindset that thinks across domains of knowledge and forges connections across ideas, people, and organizations.

We seek a person with demonstrated talent in leading and inspiring positive change and organizational innovation. The Director will need to embody sound judgment, the highest ethical standards, and a 
commitment to the ideals for Christian living and leadership. The ideal candidate will have experience in several key areas such as leading teams and managing in a complex organization (ideally a nonprofit organization).

The ideal candidate will hold a master’s degree or higher in a relevant field or an equivalent record of professional distinction. She or he will also have five to ten years of progressive Leadership experience. The ideal candidate will have experience with human resources information and payroll systems, supervisory experience, and the ability to regularly exercise objectivity, confidentiality, discretion and judgement.

Read The Full Opportunity Profile Here

Essential Functions of the Director

The Director of Human Resources and Title IX Coordinator oversees the life-cycle of employee engagement at Taylor—from hiring and onboarding to engaging, performing, developing, and finally helping people depart well. The following outline these:

Hire

Attracts, develops, rewards and retains a diverse and talented workforce.

Partners with campus leaders on cross-functional collaboration efforts on admissions recruitment strategy, student internship and workforce readiness, diversity recruitment efforts, workforce optimization and other strategic efforts.

Conducts periodic examination of market and benchmark salary data, recommending competitive salary levels necessary to recruit and retain qualified staff.

Onboard

Directs and engages other campus leaders in onboarding and offboarding employees (from new hire orientation to exit experience).

Engage

In collaboration with the President’s and Marketing Offices, develops and provides leadership oversight for the communications and marketing function for employee relations.

Reviews University policies regarding sexual misconduct to ensure compliance with Title IX and the Violence Against Women Act and to maintain a respectful workplace and safe campus.

Maintains records of all Title IX reports. 
Ensures job descriptions are current and conducts job analysis to determine appropriate salary grades; also recommends salary levels for promotions and new hires.

Provides oversight for Taylor’s compensation plan including competitive salaries, robust benefit program, survey participation, data analysis, and establishing appropriate classifications and compensation for all positions. Ensures compliance with applicable wage and hour laws and regulations.

Develops, implements, and supports a performance management system for staff and student workers that integrates the strategies and action plans of the University’s annual goals and longer-term objectives.

What makes working at Taylor so great?

Taylor University offers competitive employee benefits such as health, dental, and prescription medication coverage and a generous retirement plan with an employer contribution of six 
percent (6%).  In addition, tuition remission and continuing education opportunities are readily available for Taylor employees and their dependents, providing a highly prized benefit. As a community, our faculty, staff and students commit to living out Christ’s love and truth in the here and now. We worship together, serve one another, and grow in faith as we learn in the 
classroom, on the field, at chapel, and anywhere else we’re doing Life Together.

Read The Full Opportunity Profile Here

This Is Not A Remote Position

Relocation Assistance Available

The review of applications will begin immediately and continue until the position is filled.

To apply, please submit a letter of application addressing qualifications outlined in this opportunity profile, a complete resume, a 1-2 page statement of the candidate’s professional experience in human resources, and a 1-2 page statement of the candidate’s spiritual journey.

Send all materials here: E-mail HR Team 

Mark A. Griffin | Blog, Christian Higher Ed HR, Now Recruiting For

2022 ABHE Annual Meeting ~ Rosen Plaza Hotel, Orlando, Florida

Nov 3, 2021

In HIS Name HR, in conjunction with ABHE, is excited to announce the 2022 Annual Meeting presentation topics.

Emerging HR Practices Post Pandemic

Learn More Here 

Visit us- Booth 322 – ABHE Annual Meeting!

About The Speaker

Mark is an accomplished HR expert with a fresh perspective. He believes in challenging people to think differently when presented with obstacles in any situation. His passions are inspiring, motivating, and helping others. Peers describe Mark as creative, proactive, determined, and eager to learn. Just a few of Mark’s professional skills include organizing, presenting, and problem solving.  Follow Mark here:  Facebook, Twitter and LinkedIn.

In His Name HR helps organizations build high-performance human resource programs. E-mail us here.

Mark A. Griffin | Blog, Christian Higher Ed HR, Events

Now Recruiting For: Chief Financial Officer (CFO) Gettysburg PA

Sep 7, 2021

Purpose of Position

To provide CFO leadership by joining AgSalt’s management team and managing the financial affairs of the company.  Alsooversee the accounting functions and to provide financial reports, advice, and support to the CEO and ownership thus enabling them to make sound business decisions.

Responsibilities include, but not limited to the following:

Management

• Participate in long term and annual planning process and meetings
• Participate in quarterly management meeting
• Participate in weekly management meetings and leadership
• Lead department meetings and keep staff adequately trained
• Serve as an assistant to the CEO:
  • Manage legal documents, agreements, filings, contracts, and research
  • Build systems, spreadsheets, processes, procedures

Annual reports

• Annual cost analysis and budget
• Annual Reviewed financial statements
• Fair Market Value report
• Goodwill calculation and report

Quarterly financial reports

• Quarterly adjustments and financial reports

Loans

• Private notes
• Credit line
• Bank loans

Accounting management

• Oversee Ordering, Invoicing, Payables and Receivables
• Oversee QuickBooks accounts
• Bill payments
• Salary payments
• Partner reimbursements and payouts
• New customer final credit approval
• Develop spreadsheets, as needed
• Cash/Investments
• Oversee accounting functions of AR, AP, Payroll, etc.
• Manage retirement plan investments
• Conduct review & evaluations for cost-reduction opportunities
• Keep abreast of changes in financial regulations and legislation and advise accordingly

Tax preparation

• 1099s
• W-2s
• Tax preparation and collaboration with tax accountant

Banking

• Deposits
• Reconciliation
• Loan payments
• Positive Pay
• Quarterly financial statements to bank

Office Management

• Accounting software and upgrades
• Set up new employees’ accounts
• New employee legal and payroll documents

Some Of  The Knowledge and Skills Required

• Build trust, respect, and open communication.
• Ability to use organizational, communication, and interpersonal skills to administer policies and procedures.
• Ability to work with all levels of management.
• Ability to work cooperatively with other professionals.
• Familiarity with project and department budget process and tools.
• Leadership ability.
• Multi-tasking ability.
• Communication, meeting, and presentation skills.
• Comfort with time reporting systems.
• Excellent analytical and problem-solving skills.
• Excellent written and verbal communication skills.
• Excellent organizational skills and attention to detail.

 Position Requirements

• Bachelor’s Degree in Accounting or Finance.
• 5-10 years’ work experience in accounting or finance.
• Working experience in QuickBooks system, required.
• Advance Knowledge of Microsoft excel including complex formulas and pivot tables, required.
• Proficient in Microsoft Office 365 Suite, and video conference systems, etc.
• At times the person will be privileged to information that should not be shared. The person must maintain strict confidentiality in performing the duties.
• Complete support of and willing adherence to AgSalt’s mission, vision, and core values.Applicant must hold these standards as his/her own.
• AgSalt’s culture – Participate in a sense of identity with AgSalt and contribute to producing a compelling vision of the future and put core values into practice.

Cover letter should include why you should be considered for the position, what makes you the best candidate, and how you will advance the growth of the AgSalt organization.

All candidates must apply here: Indeed 

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

Mark A. Griffin | Now Recruiting For

Now Recruiting Product Engineer New Holland PA

Jan 14, 2021

(Position Closed) 

Located in Lancaster County, Horning manufactures high quality kernel processors and silage processing equipment.

After three generations of dairy farming, the Horning family knows cows. But as much as the Hornings are dairy farmers at
heart, they are innovators in mind. Relentless innovators in fact. And it is this family passion that has become the driving force and company culture of Horning Manufacturing.

Because of the incredible growth of Horning, we are now in search of a Product Engineer that will help take the organization to the next level of engineering and product excellence.

Make Horning part of your story.

The Product Engineer specializes in designing new products and their corresponding manufacturing processes. They improve upon current products and the manufacturing processes required to produce the products. They are also responsible for research, development product testing and transitioning the product from the design phase to manufacturing the product in scalable fashion.

Some Essential Responsibilities:

• Utilize computer-aided engineering tools such as CAE, CAD, FEA, etc., to increase productivity, quality and efficiency of product design and analysis.
• Provide information such as material and process specifications that are required in the manufacture or purchase of parts.
• Working knowledge of the work of Designers and Drafters to efficiently complete development of projects.
• Responsible for assisting and/or completing all field testing, as required.
• Complete work in the design and fabrication of prototypes to prove out new products or satisfy customer demands.
• Document design requirements on production drawings and incorporate all pertinent information necessary to ensure accuracy and precision in the production of the product.
• Performs other duties as assigned.

Some Position Requirements:

• Bachelor’s degree or technical degree in Engineering or equivalent experience.
• 3+ years of Agricultural/Equipment Engineering experience.
• Possess solid engineering knowledge in mechanical and electrical systems.
• Possess computer proficiency in MS Office and AutoCAD, Solidworks or equivalent.
• Ability to interpret a variety of instructions furnished in written, oral, diagram, blueprint, and/or sketch form.
• Ability and willingness to travel occasionally (short term).
• Self-starter, capable of working very closely with multiple internal and external customers.
• Complete support of and willing adherence to Horning’s Standard of Conduct, and Mission, Vision, and Values; applicant must hold these standards as their own.

Some Required Personal Attributes

• Must exercise good judgment and integrity.
• Possess excellent organizational skills.
• Possess excellent communication and collaboration skills.
• Possess the ability to take the product from beginning to the finished product.

Location Will Be:

301 Twin Springs Ct,
New Holland, PA 17557

Horning, LLC. is an equal opportunity employer

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

Email HR Team

Mark A. Griffin | Blog, Now Recruiting For

Integrate — Creating Meaningful Communication Processes

Dec 12, 2020

Integrate — Creating Meaningful Communication Processes

The first question most management teams have after creating a new Mission, Vision and Values statement (MVV) for an organization is: What do we do with it? Integrating into all aspects of your HR processes is paramount to the success of your MVV. The heart of these processes typically lies within the communication processes and employee relations materials of the organization. Since HR typically controls this function, it becomes that much easier for them to communicate the MVV statement effectively.

There are countless avenues to share and ingrain your MVVs within your organization, as well as clients and customers. These can include but are not limited to:

• Your organization’s newsletter
• Your organization’s website
• Brochures in the front lobby as a takeaway for visitors
• Postings in employee break and meeting rooms
• Hand copies to applicants during employment interviews
• Your organization’s marketing materials
• The reverse side of your organization’s business cards
• Inclusion in the packaging of all shipments

If it is important enough for the company to include in the employee handbook, the recruitment process, the performance review process and the employee job descriptions, then it is certainly important enough to include in the above areas as well.

Several years ago, I worked with a company where more than a few of the employees were nervous about sharing the company MVVs with people outside of the organization. Their fear was that the Christian overtones in the MVV statement might offend customers in the Middle East. Others were nervous that prospective employees might be offended or misinterpret our intent.

When the smoke cleared and time went by, employees started to realize that the advantages far outweighed the disadvantages; it did much more good than bad. 

Ultimately, the majority of employees supported it, and, as a result, customers displayed a newfound confidence in us, and our integrity. The customers from the Middle East never complained, and we received more compliments than complaints from applicants. I believe that is how God works. When we stand for Him, unashamed, anything is possible. When we don’t, we are subject to a not so nice outcome.

What will you do? I say, be a difference maker, and be bold in your faith. At the end of your life, what will you tell God? I will say, “Father, I hope You can see I was not afraid and tried to be Your good and faithful servant.

How have you chosen to share your MVV with your employees? How about the community and your customers/clients? Let us know by sharing your comments below. Thank you.

Mark A. Griffin | Blog, Kingdom Company Building

2021 ABHE Annual Meeting ~ Rosen Plaza Hotel, Orlando, Florida

Nov 8, 2020

Oversight of Institutional Payroll and Employee Benefits 

Overview: Regardless of the exigencies of the pandemic or other crises, all employees expect payroll and other vital employee benefits to happen on schedule and without mistakes. This makes oversight of payroll and employee benefits a top priority of smart CFO’s. How do distinguished CFO’s effectively manage both payroll and employee benefits? What are systems and best practices to consider? What are reasonable benefits to provide? Walk through the labyrinth of related issues with an expert in HR policies and practices, including:

• Knowing best practices for cost effective and efficient payroll services
• Reviewing the pros and cons of various employee benefit packages
• Managing an effective employee benefits system

Basic Principles of Conflict Resolution & HR Effectiveness 

Overview: Perhaps it’s inevitable. Where there are people, there will be differences of opinion that can lead to conflict. Blessed are the peacemakers! The CAO carries a unique weight for HR effectiveness as typically the leader of the largest group of institutional staff. Explore key principles for effective HR leadership and conflict resolution that are vital when conflicts arise, including:

• Unpacking the nature of personnel conflicts and administrative response
• Understanding the principles of conflict resolution
• Initiating exemplary practices for HR effectiveness and conflict prevention

Prudent Response to a Title IX Investigation 

Overview: A growing list of institutions are reporting their hazardous journey through a US federal Title IX investigation. What are we learning about this audit and investigation process? How do smart institutions prepare for this most unfortunate circumstance? Consider the wise counsel from an ABHE partner and HR expert to give you as president much better insight into both the nature of this investigation and practical steps to prepare, including:

• News from the emerging stories of Title IX investigation – the good, bad and ugly
• Understanding the focus and the likely outcomes of an investigation
• Prudent counsel for practical preparations that can make a big difference

Learn More Here 

Visit us- Booth 322 – ABHE Annual Meeting!

About The Speaker

Mark is an accomplished HR expert with a fresh perspective. He believes in challenging people to think differently when presented with obstacles in any situation. His passions are inspiring, motivating, and helping others. Peers describe Mark as creative, proactive, determined, and eager to learn. Just a few of Mark’s professional skills include organizing, presenting, and problem solving.

Mark received his Bachelor of Science degree in Human Resources Administration from Saint Leo University. He earned his MBA from Bloomsburg University while interning for Congressmen Kanjorski as a military liaison during the first Gulf War. Mark has completed several executive education programs at the University of Michigan.

Prior to leading In HIS Name HR, Mark worked for Quaker Oats Company, Kodak Inc., and Merck Inc., and private companies Woolrich, Conestoga Wood Specialties, and Valco Companies Inc.

In addition to helping people professionally, Mark also believes in helping people personally through volunteer work. Mark has coached leaders on “Business as a Mission,” traveling to Eastern Europe, India, Haiti, Honduras, Nicaragua, and the Dominican Republic.

Mark A. Griffin | Blog, Christian Higher Ed HR, Events

Great Organizations Are Built on Solid Job Descriptions

Nov 1, 2020

“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.

Mark A. Griffin | Christian Higher Ed HR

Integrate-Developing World Class Recruitment Strategies

Oct 17, 2020

Perhaps one of the most difficult aspects of managing organizations is the act of recruitment. It is not necessarily difficult only on the candidates; it’s also difficult on organizations as well. Even though we are living in tumultuous business times, with real unemployment exceeding 10 percent in almost every city in our nation, recruitment is still a challenge for a variety of reasons, including but not limited to:

• Lack of skilled candidates
• Wounded and hurt applicants lacking trust of any organization
• Having too many candidates to choose from makes it difficult to know where to      begin
• Salary  expectation alignment; many candidates are accustomed to more

These are all hurdles to climb over but organizations that have a well thought out process and strategy will prevail in hiring the best candidates to accelerate the performance of the organization. The entire process of building a “Kingdom Minded” company revolves around including your Mission Vision and Values into every HR practice as practicable. The recruitment process is not excluded.

In developing your strategy, you should weave into the process several concepts that will help recruit the best candidates to help you manage within your Mission, reach your Vision, and operate within your Values. Your process should include:

1. Networking your vacancies to trusted sources
2. Using employee referral systems to increase your candidate pool
3. Use consistent hiring methodology when recruiting candidates
4. Always include your MVV in the recruitment process

Networking. Most companies, because of turnover within their HR department, or a lack of HR professionals within the company, do not have a formalized network to which they can announce vacancies. This is a concerning drawback to the process. Organizations should consistently mine for talent and the community should be aware of the organization and have a general idea of what they do and what their hiring patterns are. Organizations should spend time marketing themselves as a great place to work; this is also and effective form of marketing to potential customers. People want to buy products and services from organizations that treat their employees well. Start networking with churches, Christian colleges, LinkedIn groups, alumni associations, nonprofit executives, mission organizations, seminaries — the list could go on forever! The problem is that many organizations do not create such a network list. Network today; it will pay dividends in years to come.

Employee Referral Systems  Nine out of ten companies I meet with do not have either a formal or informal employee referral systems for candidates. If they do have one, it is stale and not yielding any results. This is unfortunate, because people want to work with people who match the company culture, and know how and want to get the job done. Reinvent this program or develop it if you don’t have one. The easiest way to do so is to bring together a cross section of employees for half an hour and ask them straight out: would you refer your friends to work here? If not, why not? And what do we need to do to make this an environment that you would want to refer them to? Delve into what the referral reward should be in the program. Some miserly HR folks suggest one to two hundred-dollar bonuses. Considering a Monster board ad is three hundred dollars, not to mention the hassle of screening 10 to 20 candidates to get to one good candidate, don’t you think this is a bit stingy? Reward your people!

Consistent Hiring Methodology  Lack of a consistent hiring methodology will get you burned. Getting an EEOC or Human Relations commission charge becomes not an “if” proposition but a “when.” But, stepping outside of the legal concerns, why not take the high road right off, and ensure your practice is beyond reproach? When recruiting, always have a job description, always have interview evaluation sheets, and always have decent but not copious notes of the candidate selection meeting when all interviewers give input. I have experienced some embarrassing situations at all levels of the organization where a document to support hiring or not hiring candidates didn’t even exist. If you don’t have this in place, make sure you keep your checkbook handy. You will need it.

And, finally, include your MVV in your process. You see, when candidates see this, they are intrigued, especially when the presenter presents it in a way that is exciting.

Candidates love to see people with passion and energy around their Mission.

Organizations have lost their mojo. Show candidates your passion! Most people want to work for a company that has direction. They are tired of the lack of leadership in government, in corporate America, and their local schools. The last thing they want to do is join a company that is weak and non-directional. Show them your passion through your MVV!

Explain to each candidate your Values, where they came from and why you have them. Let them know that you are a company founded on Christian principles. Most often the reaction I get from candidates when they hear this is, “Wow! Finally a place that might treat me with dignity and respect.”

Don’t worry about offending anyone. You are not pushing your values onto them; you are simply demonstrating what they are. I have had candidates say that they are not Christians, but that working for a company like ours would help them understand Christianity better. Exposing people to Christ — that is what we all desire.. That is the work God really wants us to focus on.

What have been your experiences in recruitment? Are there any best practices you would like to share? Be a difference maker today. Please contribute to the community and help others learn from your experiences. Thank you.

Mark A. Griffin | Blog, Kingdom Company Building