A well-organized essential document packet will give the employee confidence that their employer is detail oriented and efficient and that all legal and financial documents are in place.
HR Tips for Employers
Orientation & Onboarding Tip 5: Make sure new employees are ready to work on the first day.
Prepare the new employee’s work area with the proper tools and equipment ahead of their arrival so the new staff member feels comfortable and has everything needed to smoothly transition into the new position.
Orientation & Onboarding Tip 4: Give new employees a tour of the office.
No matter the size of your operation, the office tour is essential to ensure that the new employee knows where to find things and who to go to with certain questions or problems as well as providing a good overview of systems and processes.
Orientation & Onboarding Tip 3: Provide new employees with written policies.
New jobs are stressful. New people, new responsibilities, new rules, new culture – it’s a lot for a new employee to comprehend and remember. A clearly written agency policy handbook is an essential reference tool for all employees, but especially for new employees.
Orientation & Onboarding Tip 2: Make sure your new employee has a proper orientation.
The orientation process should be designed to make the new employee comfortable and capable in their new position. In addition to ensuring that training and tools are available for them to be successful in their new position, it’s important for the new hire to feel comfortable with his co-workers and supervisors and with the agency culture.
Orientation & Onboarding Tip 1: Prepare for your new employee’s arrival.
Onboarding a new employee begins well before the employee’s first day on the job. Manage expectations with regular communication with the new hire prior to the start date. It will ensure that both parties understand the conditions of employment and will make everyone more comfortable on the first day and moving forward.
Executive Search Tip 10: What are the final steps and is there any follow up to the process?
This is another step in the Executive Search process that needs to be defined prior to choosing a firm as it can vary. With our firm, once the client or appointing authority has made a selection of a candidate, we as the Executive Search firm serve as the liaison between the candidate and the client […]
Executive Search Tip 9: What types of interviews are conducted during an executive search for finalists?
Once finalists have been chosen, the interview process begins. If there is an appointing authority or board of directors we usually have a full interview with the board/council so they can observe candidates in normal meeting settings. Some of the other methods include the following… One-on-one interviews of each candidate with each board member. Candidates […]
Executive Search Tip 8: What type of background work is done on the finalist candidates?
Since most executive searches are conducted for high level management positions with fiscal responsibilities we will do a credit check through a certified firm with all the appropriate waivers and offers to allow the candidate to view the credit check. We also conduct a driver’s history check, criminal and civil court check and verification of […]
Executive Search Tip 7: How does the firm make a presentation of Candidates to Client?
Now that we’ve gone through all the resumes, conducted telephone interviews and asked candidates to complete a questionnaire we present a semi-finalist list to the client. This is prepared as a report which includes a list of the top candidates with their resume, cover letter, questionnaire and any other information we have gathered about the […]
Executive Search Tip 6: What is different using an Executive Search Firm once you have applicant resumes for the position advertised?
This is another frequently asked question. After all, now that you have a stack of resumes, why do you need an Executive Search professional? The answer is time. An executive search firm has the flexibility to speak with the potential candidates during various points in the recruitment process. Most HR departments do not want to […]
Executive Search Tip 5: What is included in the recruitment efforts?
Defining what’s included in the recruitment effort is critical when determining which firm/consultant to choose. To start, decisions need to be made about where to advertise and how much. We recommend that advertisement be focused on the professional associations related to the position. For example you want to advertise a Human Resource Manager (HR) position […]
Executive Search Tip 4: First Steps to the Executive Search
In the first blog post of this series, we briefly touched on this topic but I would like to go into more detail at this point. The first step of an Executive Search is to gather information from all the appropriate stakeholders about the agency and the position. This is done by obtaining budget/finance information, […]
Executive Search Tip 3: How do you find the right firm to assist with an Executive Search
Unlike a Google search, an Executive Search begins with a Request for Proposal (RFP) Most communities/agencies develop a RFP and invite firms to submit a proposal to conduct the executive search. The RFP will describe the agency and some information about the positions and the steps required to complete the executive search. Once proposals are […]
Executive Search Tip 2: Why are most Executive Searches conducted by outside firms/consultants?
The main reason most Executive Searches are conducted by outside resources is TIME. Often there is not enough time or staff within the existing agency to provide the thoroughness of meeting with stakeholders and making all the contacts to reach out to potential candidates. In addition, many times the position is difficult to fill which […]
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