To learn more about OI Partners-Action Management Corporation, please click here.

 

In Good Times and Bad: Hiring and Release

September 2006 Newsletter

 

Retaining top employees, developing leaders/succession planning and finding workers with the best skills were the top three responses by HR professionals when asked, "What business issues concern you the most for the coming year?" (OI Partners survey, SHRM National Conference, June 2006).

 

In the same survey, 46.5% of the respondents expressed concern about employees who complained/had a poor attitude, wasted time, abused attendance policies or were complacent or lacked enthusiasm.  

 

In good times and in bad times, you are faced with the dilemmas of employee retention, release, recruiting/hiring and development. 

 

This month's newsletter is designed to give you a unique perspective into these issues.  Specifically, we discuss the latest trends in resumes and the appropriate purpose of exit interviews.  An article on how to release employees in France offers interesting insight and also applies to U.S. companies.  Another article provides insight on what legally cannot be asked during an interview.  Finally, an article shares tips for hiring the right people and although written a few years ago, its advice remains excellent.

 

OI Partners constantly strives to maintain our position as subject matter experts in these areas.  As your business partner, we are here to be a resource for you, partners in your business and your career.

  

Joyce Blazen

OI Partners (Flint and Detroit area, MI) 

                     

Please click on the links below to read the complete articles.
Resumes: A Commentary
A 2003 survey found that 56 percent of executives polled spend five minutes or less reviewing each resume they receive for an advertised position. Nearly 25 percent of respondents said they spend no more than two minutes reading a resume. That means that 81 percent of survey respondents look at a solicited resume 5 minutes or less. Here's what to know about trends that make the resume creation and review process more efficient--and effective.

How to hire the right people
Did you ever stop to think why some employers are so good at hiring the right people while others are constantly interviewing because new employees never work out? What does the successful employer do differently, and what can you do to improve your success ratio? Most people don't have a systematic method of preparing to interview a job candidate; nor do they ask the right questions. ...

What Is An Exit Interview?
Sounds like a pretty simple question with a relatively simple answer. However, the U.S. Bureau of Labor Statistics (BLS) reported a 37 percent annual employee turnover rate for all areas of business in 2004. The failure to retain the most talented and productive employees--the stars who drive the success of any organization--costs employers thousands--and even millions--of dollars a year in lost knowledge and experience. Learning and understanding why employees stay and leave is vital to the success of any business.

Keeping interviews on point to stay out of legal hot water
Untrained hiring managers and too much small talk can lead to charges of discrimination; any 'creative' questioning should be the same for all applicants. A telephone interview between a production manager and a job candidate is now evidence in the Equal Employment Opportunity Commission's race discrimination lawsuit against Universal Pictures that's scheduled to go to trial October 23.

4 simple rules for firing an employee in France: Letter from Paris
The French government wants to make it easy to fire young workers. Easier firing, easier hiring, the logic goes. Who wants to add people to the permanent payroll if it's painful and costly to undo a mistake? The laws on "licenciement," as firing in France is called, are complex enough to fill a book, but in the end there are essentially four ways for an employer to deliver a pink slip.

Click Here to subscribe to or unsubscribe from this newsletter

To learn more about OI Partners, please click here.  

OI Partners-Action Management Corporation
915 South Grand Traverse
Flint, MI 48502                                                                                                                                                                                     Phone: (800) 771-8571
Fax: (810) 234-5159