Human Resources

Fusion Job Board

5 Questions to Ask Yourself Before Hiring (Again)

Carol Irwin

Here at Fusion we often hear from hiring managers: “Just find me someone like the last guy.”

We’re happy to, if that’s what your company really needs. The request often comes when you need to fill a position quickly. But even when pressured for time it pays to stop and ask yourself these questions before hiring:

  • Why didn’t the last guy work out?
  • Was he really perfect for you?
  • What is the problem this position must solve?
  • What kind of person can solve it?
  • If we don’t fill the role, what is the cost to the company?

Your answers to these questions will guide the structure of the job, salary to match, and whether you should get professional help in sourcing the right candidate.

Maybe the new hire should be someone just like the last guy, or maybe things have changed and to solve the issue you need someone with a different skill set, experience, or personality.

The Answer to the Qualified Worker Shortage

Carol Irwin

Invest in Training Now

It is time for Employers to get actively involved in on-the-job training, apprenticeship programs and building partnerships with colleges and universities to develop the skills and experience they need to thrive.

Business leaders, HR professionals and governments have been reporting for some time about the shortage of skilled workers. At the same time, we keep hearing about youth unemployment and the difficulties new graduates are experiencing landing their first job. The reality we are facing in Canada is a new generation of worker who lacks the training and skills needed for today’s workplace. Canadian employers have been hesitant to invest in their employees and the effects are starting to impact productivity and innovation.

Companies have been cutting training budgets for decades and relying on the public education system. It is time for employers to get actively involved in on-the-job training, apprenticeship programs and building partnerships with colleges and universities to develop the skills and experience they need to thrive.

Recommended reading: A recent Financial Post article discusses the challenges employers face investing in training, but highlights the real benefits to business and the economy as a whole.

Portrait of a confident young business woman at work

Hire for Potential and Soft Skills

Carol Irwin

What do you look for in a new employee?

Many hiring managers make the mistake of searching for a candidate who has performed the same role at another company and can “hit the ground running” on day one. The appeal of a candidate like this is they need minimal training and meet all of the manager’s requirements on the hiring wish list. The problem with this strategy is your new hire may not stay long. The questions you need to ask:

  • Why would someone want to move companies to perform the same job?
  • If they do accept the position, how long will they be satisfied?

Most employees – and this is especially true for high performers – are looking to develop their skills and move into a new role. Look for candidates with the potential as well as the soft skills such as attitude, teamwork, communication, and flexibility. These are skills you cannot teach.

The New Source of Qualified Talent: Older Workers

Carol Irwin

In our current economy it is not uncommon for people to continue working into their 60s and 70s.

In fact, workforce participation for people 55 and older has nearly doubled in the last 10 years. Some workers have retired and taken up new careers, while others have remained with their employer taking on new roles or shifting to contract or part-time hours. Longer life spans are a primary reason for this trend – older workers need to keep working. Leaving the workforce at age 55 with the potential of 30 years or more of retirement is neither affordable nor desired by most workers. This group is active, experienced, and feel they have a lot to contribute.

Unfortunately, employers have not caught on to this untapped labour pool of highly skilled, talented and flexible older workers. Employers need to look at their hiring policies and attitudes towards older workers and capitalize on this opportunity.

45 Days to Hiring Success

Carol Irwin

How does your company welcome new hires?

A 2013 study showed that 22% of new hires fail in the first 45 days. The on-boarding process is your chance to help a new employee feel that they made the right career move.

A good on-boarding program should include plans for:

  • the first day
  • the first week, and
  • ongoing support for the first six months.

The majority of hire failures are due to interpersonal reasons rather than a skill mismatch. For this reason, introduce the new employees to your company’s culture as soon as possible.

  • Pair the new hire with a mentor
    Procedure manuals have their place but a one-on-one orientation a la “This is how we do things around here” is invaluable.
  • Limit instructions and paperwork
    Try to limit the time spent by new employee on reading manuals and filling out paperwork to 1-2 hours per day.

Some personal attention and guidance at the start can make all the difference in whether your new hire will be a success.

Don’t have an on-boarding program? Talk to us about Managed HR Services.

Is Your Business Adapting To The New Worker?

Michael Caicco

For a business to survive, keeping pace with the ever-changing environment is essential.

Technology such as social media and smart phones has created a new breed of employee and companies need to realize that working with these individuals is crucial to success. The following article gives great insight to 5 types of workers and how they are changing the workforce. Advances in technology is the new normal and if your business is not adapting and engaging your workforce to embrace change, you will fall behind.