Recent Articles From EvanCarmichael.com http://www.evancarmichael.com/ http://www.evancarmichael.com/Human-Resources/819/A-New-Approach-to-Applicant-Attraction-and-Selection.html http://www.evancarmichael.com/Human-Resources/819/A-New-Approach-to-Applicant-Attraction-and-Selection.html Regardless of the stage of the economic cycle and the availability of candidates for jobs, employers need to make the best hiring decisions possible for the dollars they invest in attracting and screening job candidates. This is far more easily said than done, unless the employer is willing to take a new, objective look at how to attract and handle job candidates in general. http://www.evancarmichael.com/Human-Resources/819/Is-Your-Organization-Effectively-Deploying-the-Human-Capital-It-Needs-to-Compete.html http://www.evancarmichael.com/Human-Resources/819/Is-Your-Organization-Effectively-Deploying-the-Human-Capital-It-Needs-to-Compete.html Most organizations understand that effective management and deployment of assets can mean the difference between success and failure. But many organizations fail to consider their most critical asset – human capital. A recent study by McKinsey & Company revealed that “A” performers tend to be 50-100% more productive than “C” performers. Clearly, identifying the “A” performers can enhance an organization’s performance. So, how does an employer identify the “A” performers, and once identified, how does an employer retain them? http://www.evancarmichael.com/Human-Resources/819/OFCCP-and-EEOC-Compliance.html http://www.evancarmichael.com/Human-Resources/819/OFCCP-and-EEOC-Compliance.html Compliance with government agencies & regulations is not what you would prefer to focus your time and company resources on. But, non-compliance and failure to report accordingly can be more costly than you might imagine, as a review of recent fines and settlements shows. It is also resource draining to receive notice of an audit or review and realize that your organization has not been effectively keeping up with records of applicants relative to minority or veteran status, and the hires for these various groups, including the reasons for the hires. http://www.evancarmichael.com/Human-Resources/819/How-To-Choose-an-Assessment-Test.html http://www.evancarmichael.com/Human-Resources/819/How-To-Choose-an-Assessment-Test.html There are literally hundreds of tests available that an employer may use. Excluding the specific skills tests and honesty/integrity tests, most employers that use testing want to know about an individual’s mental abilities and personality traits. And, they want to know how a person’s scores compare to the requirements of the job. http://www.evancarmichael.com/Human-Resources/819/Technology-Can-Play-a-Vital-Role-in-Keeping-an-Inhouse-HR-Department-While-Achieving-Modernization-Economies-in-the-Process.html http://www.evancarmichael.com/Human-Resources/819/Technology-Can-Play-a-Vital-Role-in-Keeping-an-Inhouse-HR-Department-While-Achieving-Modernization-Economies-in-the-Process.html Today’s business culture continues to look at ways to automate functions of virtually any department in an organizational entity that can affect significant economies. A frequently addressed question regarding the HR function is what part of the HR function can be effectively outsourced. The usual thought is the most labor-intensive parts of the HR function. In order to pursue this potential initiative, it is first necessary to dissect various of functions of the HR initiative in the organization to determine which of those functions the organization is willing to outsource and which it is not. http://www.evancarmichael.com/Human-Resources/819/Building-a-First-Class-Sales-Team.html http://www.evancarmichael.com/Human-Resources/819/Building-a-First-Class-Sales-Team.html Building a winning sales team starts with selecting the right talent, followed by focused training and effective motivation and management. http://www.evancarmichael.com/Human-Resources/819/Hiring-for-the-21st-Century.html http://www.evancarmichael.com/Human-Resources/819/Hiring-for-the-21st-Century.html Workforce productivity is the driving force for success in the 21st century, yet many employers are not realizing the levels of productivity from the Human Resources function they could be. The challenge for HR functions within organizations is to implement hiring processes that enhance the productivity of an organization’s workforce. Implementing hiring processes that enhance productivity means hiring more qualified people who are a good fit for the jobs they will be performing, and who become productive more quickly and achieve higher levels of performance. The issue today is how HR accomplishes this task in the most modern, legally compliant, objective, nondiscriminatory and cost efficient manner possible. http://www.evancarmichael.com/Human-Resources/819/NEW-HIRES-HOW-TO-FIND-THEM-HOW-TO-KEEP-THEM.html http://www.evancarmichael.com/Human-Resources/819/NEW-HIRES-HOW-TO-FIND-THEM-HOW-TO-KEEP-THEM.html How do you reduce turnover? One way is to eliminate much of the subjectivity of the selection process. Once an employer has attracted a pool of qualified candidates for a job opening, choosing the one candidate that best fits the job is often the result of subjective processes. Companies typically spend hours objectively analyzing the benefits of purchasing a new piece of equipment, but they often spend far less time interviewing candidates, the results of which are often based on subjective feelings as to which candidates seem to be the best.