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|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.
Monday, August 03, 2015
BY KIM MOORE | RESEARCH EDITOR
Pushing the extreme.
Thursday, July 09, 2015
The sweltering weather didn't keep the crowds away. Although the numbers were down slightly from last year, the Oregon Food Bank raised $850,636 to fight hunger. About 80,000 people attended despite temperatures in the upper 90s.
Wednesday, July 15, 2015
Former Governor John Kitzhaber's resignation in February prompted some soul searching in this state about ethical behavior in industry and government.
Wednesday, August 19, 2015
BY GINA BINOLE
Screening for “culture fit” has become an essential part of the hiring process. But do like-minded employees actually build strong companies — or merely breed consensus culture?
Wednesday, August 26, 2015
BY KIM MOORE AND LINDA BAKER
Child care in Oregon is expensive and hard to find. We delved into the numbers and talked to a few executives and managers about day care costs, accessibility and work-life balance.
Wednesday, August 19, 2015
BY BRIAN LIBBY
Ben Kaiser holds his ground.
Wednesday, August 19, 2015
BY JACOB PALMER
Live, Work, Play wit the CEO of Ruby Receptionists.
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Yesterday, a divided National Labor Relations Board dropped another hammer on the employer community. In a long-awaited and much debated move, the Board jettisoned the decades old standard for determining when two independent businesses should be considered joint employers of an individual worker for collective bargaining purposes.
Transforming the culture of Oregon’s educational leadership.
The Board dismissed a petition related to efforts to unionize the Northwestern University football team.
Oregon Sick Leave is here, and changes to the federal white-collar worker regulations are on the way. This workshop will prepare you for both. We invite you to participate in an interactive discussion on how to start planning now for the future impact on your operations and finances.
Presented by OEN + CENTRL + YESpdx.
This Roundtable will cover numerous issues under the employer "shared responsibility" rules of the Affordable Care Act, including how to track the "full-time" status of variable-hour employees, temporary or seasonal employees, and employees who experience a change in status or a break in service. Additionally, we will provide a brief overview of Code sections 6055 and 6056, which require most mid-sized and large employers to submit their first information reports to the IRS in early 2016 regarding the health insurance coverage being offered to employees. We invite you to participate in an interactive discussion on how to prepare for the future impact of the shared responsibility rules on your operations and finances.