People responsible for hiring often find themselves hiring in a panic. A vacancy occurs, a job description and employment ad are hastily pulled together and the HR department starts recruiting.
Unfortunately, they have missed the point. It is not just about filling the void with a qualified individual; it is about determining exactly what your company needs to be great and finding someone who will go above and beyond that. A great employee is as much about fit as it is about skill.
True, companies will usually spend more time finding the right person for senior vacancies, but the same level of attention needs to be used for all positions, from entry level and administrative to marketing and customer service.
“Finding someone who fits your corporate culture is, in some ways, more important than finding someone with the right skill set.”
~ Sarah McNeill
It’s in the best interests of every company to hire the greatest person for the position; the flip side is the tremendous cost of hiring the wrong person. There are the obvious costs of re-advertising and re-interviewing, but that isn’t all.
You’ve invested time in orientation and training for the new employee, not to mention the time spent recruiting. If you have to let that person go, that time and money have just walked out the door. Making the wrong hiring decision affects everyone in the company; it reduces productivity, and causes internal turmoil.
If you hire the right people, they can hit the ground running. Bringing them on is virtually seamless. Not only do they take less time to train, but they bring passion for their new job.
Flexibility, cost savings, no commuting, increased retention, fewer personal/sick days and increased productivity are some good reasons why we should let employees work from home.
But what about the question of productivity? I’m still not sure of that answer, but I believe offering employees the option of working from home depends on the position, person and how much you want to influence your company culture.
We all know that working from home will allow employees flexibility and some will take advantage of their situation. But some employees are so disciplined that they give more to their employer. They set themselves up for success by minimizing their personal disruptions at home. So as an employer I could benefit even more by giving this employee flexibility to work from home.
Allowing your employees to work from home really depends on your company and the roles within it. You really need to set up the situation well by having clear objectives about role duties, how and when to communicate, measurable goals and instituting an audit system. At McNak, we have two positions that could allow a person to work exclusively from home. Ironically, these employees choose to work at the office knowing there is flexibility to work from home for some emergency cases. They like to be around our office “buzz” and say our corporate culture is one of the driving forces that makes their work so enjoyable. When they do work from home, they find it isolating, difficult for communication and leaves them feeling disconnected from the team. They miss the office dynamics.
In the end, allowing for a flexible work schedule must work for both parties, but use it with caution because it could negatively affect the company’s results and ultimately its culture.
This excerpt was featured in Business in Vancouver’s Ask the Experts column. Read the full article here.
Companies are well aware of the cost of replacing an employee. Developing a strong, clear and engaging employer brand and corporate culture will attract the best talent and can make all the difference in an organization’s long term goals and growth.
A company that takes a strategic approach to talent management will see higher results in employee retention and overall superior team performance. This infographic from SAGE shows some interesting statistics about the ROI and cost of employee replacement.
click on the image for a larger view