6 Top Tips for Advertising for a New Employee

1. Get your message to the right candidates
   
   Keep in mind that the best candidates are usually not the ones answering ads or even looking for work, they are more likely to be working for someone else and may not even be looking for a new position. Think outside the box and remember that you can develop relationships with potential candidates long before you need them. These ideas will also help you in recruiting a large pool of candidates when you have a current position available.
   
2. Involve your current staff
   
   Spread word-of-mouth information about the position availability, or eventual availability, to each employee so they can constantly look for superior candidates in their networks of friends and associates.
   
3. Use Your Web Site for Recruiting
   
   Your Web site portrays your vision, mission, values, goals, and products. It is also effective for recruiting employees who experience a resonance with what you state on your site.
   
   Do create an employment section which describes your available positions and contains information about you and why an interested person might want to contact your company. A recruiting website is your opportunity to shine and a highly effective way to attract candidates today.
   
4. Fine Tune your message
   
   There are some things that you need to include in the ad that are reasonably obvious, like the job title, the salary, the location. But an area that’s more difficult is when you’re specifying key requirements and competencies that are required for the role. The requirements can’t focus on the personal characteristics of an employee — particularly those personal characteristics that might be attributes protected by discrimination law.
   
5. Provide clarity in the interview process
   
   Be clear about what is expected of them, you may even like to bring in staff members who demonstrate the skills you require to draw in their expertise. Be clear about their remuneration and benefits.  Include an emphasis on the importance of emotional intelligence as a skillset in all roles.
   
6. Use resources to screen a prospective employee
   
   There’s a range of different techniques that are available to check the aptitude and suitability of a candidate, such as psychometric testing, aptitude assessment and the like. There are many external consultants who specialise in these areas.
   
   The more traditional methods, of course, are resumes, face-to-face or telephone interviews, reference checking, criminal record checks, and background checks.
   
   Social media is also a very common method for ascertaining the suitability of a candidate. A word of warning, though: privacy law generally requires that if you create a record of personal information about a candidate, you must seek to obtain that information directly from the candidate before you go elsewhere.
   
   Therefore, it might be a good idea to get that candidate’s consent if you want to explore this area. This will avoid an argument that privacy law has been breached.

Essential HR Disciplines for Salesforce Effectiveness

Often, when HR professionals are asked why they aren't more involved, common responses include, a common response is that “Sales kind of does its own thing." Sales leadership does carry the main responsibility for sales effectiveness, however, Human Resources need to increase their involvement in salesforce effectiveness. Why? Basically, companies that do not involve HR in salesforce effectiveness stall their growth.

Here are three of the core Human Resources disciplines that help to drive salesforce effectiveness;

Talent

HR partners will often be requested to help Sales Management with recruiting specific job roles. Sometimes, the Sales team accuses the HR team of not understanding the skill set required for those jobs. The Sales & Human Resources teams need to work together and be able to strategise together. One key strategy would be to focus on talent, this includes; managing poor performance and providing better training for the sales team.

Motivation

The next core element of Human Resources that is vital to maintaining a high-performing sales team is motivation. Sales employees often have a different perspective from the rest of the employee population and are usually more motivated by product quality, marketing influence and achievable goals than their non-sales colleagues, and less motivated by performance management and equity rewards.

Compensation ranks high on their list of concerns, but are these organizations more productive because they pay more, or are they paying more because they're more productive? Paying at or above the market doesn't mean performance will follow. Pay and performance are vital components of salesforce engagement and motivation.

Productivity

There is a strong relationship between sales force effectiveness and time allocation. Companies who spend more time on sales, and less on other duties, such as administration, often have greater sales productivity.

Within any sales organization there is opportunity for productivity to increase and can directly translate to the company's growth. Sales organizations need HR disciplines to align talent with strategy, assess opportunities for increased motivation, and identify barriers of productivity. HR has a very relevant, hands-on role in contributing to sales force effectiveness.

Tips for boosting staff engagement/happiness

A good way to boost your staff’s engagement or happiness at work is to get an understanding of how your staff feel about their jobs by asking some simple questions, for example, “would you recommend working here to your friends and family? Why or why not? Do you feel valued as an employee?” The responses will give you an indication of the area’s that may need improvement.

Listen to your employees, talk about their issues and make adjustments to address them. Ask them about ideas and suggestions to improve the company.

Be creative when trying to engage your staff. Team building activities promote closeness with employees and can be fun and drive results at the same time. By encouraging employees to work together and help each other you get a closer, more cohesive team.

Recognize the signs of low morale, these include:

• A rise in absenteeism
• Customer service complaints
• Increased conflict between staff members

It can be beneficial to do an exit interview with people leaving the company, they tend to be more honest than those who are still on the job.

To be happy at work most employees benefit from feeling as if they have a meaningful role within the company.

Give staff a clear explanation as to why their job responsibilities are important to the team.
It is also not productive to have your employees stressed from having to large a workload.

Reward staff who work hard and behave ethically at work. These do not need to be financial or material rewards, simple acknowledgement of a job well done can go a long way towards job satisfaction. One of the most neglected acts done by bosses or business owners is the failure to acknowledge the job well done by employees. Positive feedback can motivate staff and make them feel like a valuable member of the company.

Do not tolerate any gossiping, bullying or politics within the workplace .Encourage everyone to support each other and by doing that support the team.

Provide a space where people want to work. Staff will feel more eager to come to work if their work environment is clean and comfortable and provides all the tools they need to do their job efficiently.

Happy workers make a happy workplace. By boosting your workers morale and keeping them loyal to the company you will enjoy increased productivity and profits for years to come.