|| Print ||
|Friday, June 21, 2013|
BY TOM COX | BUSINESS TIPS CONTRIBUTOR
It is surprisingly easy to out-compete other firms in hiring top people.
You just need to think differently.
Most hiring managers unconsciously build a ‘box’ of expectations that unintentionally omits large numbers of qualified applicants.
These expectations can include:
…and so on.
When I work with job seekers, I’m astounded at how highly qualified many of them are — and how complex their lives are. One job seeker is older than 60 — and has amazing energy and drive. She’s been screened out of several openings where she’d be excellent.
Another job seeker has a tough home life with a chronically sick family member. He’s incredibly responsible and hard working, and would be a loyal high performer — if he could get flexibility around days and times of work.
Then, when I work with CEOs and other hiring managers, they think nothing of excluding someone who can’t work a full time 8-to-6 office job — even when the job itself does not truly require that.
Fortunately for Portland area employers and job seekers — and ultimately national and worldwide — a startup called Work Life Family (WLF) aims to fix this. I interviewed Joni Roylance, co-founder with Caitlin Shrigley, about their mission.
Their primary equation is:
1 + 1 = 3
In other words, you can create wholes that are larger than the sums of their parts… especially in hiring and retaining workers.
Joni founded the company after she worked 8 years at one job, needed a 4-day work week with the birth of her second child, and was turned down for flex time or part time.
“There are lots of opportunities for employers to build goodwill, and provide value to employees, that don’t cost cash,” says Joni.
Conventional “family friendly” policies can mean a pretty narrow range of options — like part-time or work-from-home jobs.
Companies can easily go beyond that:
This inspires one to back up and ask another seemingly naive question — Why have benefits?
WLF looks to understand, What are the costs and barriers that get in the way of offering benefits like flexible hours, FSAs, etc?
For any employer looking to deepen loyalty and increase their pool of job applicants, WLF’s guidance seems like it should be mandatory.
My advice is, tell (don’t ask) your HR director to connect with WLF and see what policies (and assumptions) you should change, immediately.
But be warned — no amount of flex time is going to guarantee worker engagement. (Too many HR folks over-sell and over-promise the benefits of benefits.)
My experience matches the guidance of Frederick Herzberg — his “Motivation and Hygiene Factors” is a great illustration of the duality of engagement factors.
To summarize Herzberg’s point, employees need two things, Motivating factors and Hygiene factors.
Benefits and the rest of the WLF agenda add up to Hygiene — and a lack of these factors can cripple your ability to engage your workers.
However, hygiene is not enough — it’s “necessary but not sufficient” to create engagement.
Tom Cox is a Beaverton consultant, author and speaker. He coaches CEOs on how to boost performance by building workplace trust.
Tuesday, January 27, 2015
Smartwatches are all the rage. But old-fashioned timepieces keep on ticking.
Saturday, December 13, 2014
A look-in on the life of Norris & Stevens' president, plus an abridged Powerlist for the best commercial real estate firms.
Wednesday, January 28, 2015
BY LINDA BAKER | OB EDITOR
What is the impact of the legal pot industry on carbon emissions? An NEBC energy forum breakfast makes the case for taking the new industry’s emissions impacts seriously.
Thursday, December 11, 2014
BY JESSICA RIDGWAY
Lawger upends the typical hourly based fee model by letting clients determine the cost.
Friday, January 30, 2015
BY JACOB PALMER | OB DIGITAL NEWS EDITOR
For those who were working, here are a few highlights of Charlie Hales' State of the City address.
Thursday, December 04, 2014
BY JACOB PALMER | OB DIGITAL NEWS EDITOR
Nothing says startup culture like a ping pong table in the office, lounge or lobby.
Friday, January 23, 2015
BY DAN COOK | PHOTOS BY JASON E. KAPLAN
A real-estate developer and a Lithia Motors executive aim to revamp the city's forlorn downtown.
Real Time - Oregon Business
Tweets by @OregonBusiness
|Will Medford Ever Be Cool?|
|The Carbon Calculus|
|The Human Factor|
|Raising the Stakes|
|Which Way to Chinatown?|
|GDP grows 2.6 percent in 4Q|
|Email scammers target younger demographic|
|McDonalds' head man steps down|
|Washington company recalls tainted beef|
|Commercial jet demand bolsters Boeing |
|Apple augments record quarter by shorting memory|
|Microsoft, Caterpillar woes lead Dow decrease|
Is your business ready to join us in the call for action? This opening panel includes Oregon businesses who will discuss why they signed the Oregon Climate Declaration, the investments they are making to reduce carbon emissions, and how their actions are affecting their companies.
Get ready for two days of special events produced with the EPA, Portland Timbers and ISOS before and after the GoGreen Conference on October 16.
hubbub health uses behavior change science to rethink wellness programs.
In Ashland, a public-private partnership results in online resources to help diversify the local economy.
How sports tourism is driving economic growth and making cities across Oregon a better place to live.
Sussman Shank LLP is pleased to announce that Matt Mertens has joined the firm. Matt will practice in the firm's Business, Litigation, and Business & Restructuring practice groups.
If you have given a former employee access to your company’s electronic information by virtue of assigning a desktop or laptop computer and you suspect he or she of having taken electronically stored data, there are several steps to follow to preserve electronic forensic evidence from spoliation.
The official launch will be Jan. 14.