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Best Practices

The Pros & Cons of Temp to Hire

in Best Practices, News and Features

Michael Kraft When I was a hiring manager, I often loved to use temp to hire. I was well aware of the pros, which include: The search is easy (Sequoia would do the work). We got to try the person out. If they worked out, we’d pay our fee in one way or another and things went swimmingly well. If the person didn’t work out, or we decided during the temp’ing period that the position was no longer needed, it was very easy to make the separation happen. Now that I work at Sequoia Personnel Services, however, I’m learning a little more. The cons of temp to hire are a little “nuancy.” They include: When you go with temp to hire, you are basically eliminating good people who might want to work for you, but won’t give up a regular job to be your temp. And now that the employment markets are tightening up, the ranks of great people available to be temporary employees is shrinking. It’s actually somewhat more expensive to execute a temp to hire than to pay us to find you a regular hire. Here’s the thing: temp to hire is still a good tool. I just didn’t understand the tool well in the past, and how that means that other tools at times are better. When you need people, give this some thought, rather than automatically preferring temp to hire. The information provided in this blog is intended for general information purposes only. Readers should seek the help of an HR professional for guidance on specific...

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Exempt/Nonexempt Best Practices

in Best Practices, News and Features

Be aware that a job title alone is irrelevant to exempt/non-exempt classification. Be aware that a job title alone is irrelevant to exempt/non-exempt classification. Labeling someone a “shift manager” does not mean he/she is exempt if he/she makes runs for supplies, starts work on a job site alone, or otherwise performs the work of a laborer. Find out what kind of work your employees actually perform on a weekly basis. Regularly audit exempt/nonexempt classifications to ensure that they meet all the criteria established under the law. The key issue is whether exempt employees actually spend more than 50 percent of their work time on exempt tasks. Consider whether an audit of your employee classifications is necessary. And if so, Sequoia’s Human Resource Management consultants can help. When in doubt regarding an employee’s job classification, initially classify the employee as nonexempt and seek advice of counsel. The information provided in this blog is intended for general information purposes only. Readers should seek the help of an HR professional for guidance on specific...

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So You Need to Nail an Interview on Skype, Part II: When you are the interviewer

in Best Practices, News and Features

By Michael Kraft If you do a Google search on “interviewing people on Skype”, you get a gazillion responses telling job candidates how to use the platform. But if you’re the employer, the one seeking employees, there’s almost no guidance. In this column we’ll try to break some new ground. To be fair, I actually searched harder and found just one guide for employers, so kudos to Inc.com. Inc tells interviewers to do four things. Three are similar to guidance we gave to interviewees in the December issue of our newsletter/blog, the opposite side of the coin. Test the tech well and be familiar with the platform. Try recording the interview (we suggested that job candidates practice and critique their performance by recording mock interviews). Look for red flags. We told candidates not to use a profile name like kegstandchamp2014. Inc tells interviewers to look for cues like that about the people they are interviewing. They give one other piece of advice. They tell the interviewer that it is your job to set the example…make it a professional interview from the get-go, and lead the process. I think we can go a little further. In my column in December, I told candidates to pay attention to the physical environment. Similarly, as the interviewer, you want a place that will be quiet, and you want to tell your colleagues that you’ll be in an important session and to limit interruptions to the biggest emergencies. You will be representing your organization so, same as for the candidate, you should prefer an uncluttered background and good lighting. You can use the same tricks to make sure you’re looking at the person, e.g., put a photo by the camera and spend most of your time talking to the photo. I just conducted my first interview (as the interviewer) a couple of weeks ago. I’m happy to say that, within the obvious limitations of my general attractiveness, I kind of nailed it! The full Inc piece is here My previous piece on Skype for job candidates is here   The information provided in this blog is intended for general information purposes only. Readers should seek the help of an HR professional for guidance on...

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Great SUPERVISION

in Best Practices, News and Features

Join us… Excellent supervision is a linchpin of strong organizational performance. John Nicoll, Helen Edwards and Debi Callahan, Human Resource Management Consultants with Sequoia Personnel Services, will inform you of the critical success factors to achieve great supervision. This is the second in a series of three sessions on best practices in human resource management. Plan to join us again on May 12 for “Building a Great Culture: Performance and Retention.” April 14, 2015 Noon – 1:30 p.m. The Ingomar Club, Eureka $20 for lunch (pay at the door) RSVP to Michael Kraft (seating is limited) 707-445-9641 ...

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