Employer Blog
Employer Blog
The 12 Days of HR
Article Categories: Human Resources
Posted on Monday, December 14, 2020

12 Days of HR

With the holidays fast approaching, it’s hard not to capitalize on bringing in the ‘holiday spirit’ after such a challenging year. While things may not be slowing down at work, especially if you’re working in Human Resources, we want to not only bring you a little extra cheer but also make some of your to-do list items a little easier with the 12 Days of HR:

12. Twelve People Applying

One of the easiest ways to lose a great candidate is by making them jump through hoops just to apply for the position. Your application process should be simple and efficient, and the application itself should be as simple and easy to fill out as possible. Studies show that 60% of job seekers will leave an application prior to completion due to complexity, so save the hard questions and scrutiny for the interview.

11. Eleven Policies to Review

In order to run a business successfully, it’s vital to have policies in place that shape your company culture and lay out exactly what’s expected of employees. With the constantly shifting business environment, your policies need to be reviewed, adapted and updated regularly to reflect those changes. Reviewing them on an annual basis will ensure you stay up-to-date with both employment regulations and your company culture.

10. Ten Forms to Submit

As an HR professional, you deal with a wide range of tasks every day and it's easy to forget regular activities that must be done throughout the year, such as important filing dates and reporting deadlines. 

That's why we've consolidated many essential HR yearly tasks and deadlines into one easy HR checklist – this free download will make remembering which forms need to be submitted when much easier. 

9. Nine Positions to Fill

Hiring new employees can be stressful, especially when trying to fill unique positions with specific skill requirements, entry-level positions attractive to candidates new to the workforce, or multiple positions all at once. When these and other difficult recruiting situations pop up, staffing and recruiting agencies can meet your staffing needs and get the job done. 

Keep in mind that your staffing strategy may have more impact on operating and profit margins than you might think. Just one of the many reasons for working with a staffing and recruiting agency is their ability to help you control costs, improve production and manage risk.

8. Eight Interviews Scheduled

Candidates are likely interviewing with multiple companies, so your interview and decision-making processes need to be streamlined to ensure you’re prepared to make an offer to your top choice quickly, before another company snags them away.

7. Seven Referrals to Call

You already have a great workforce who knows exactly what they need in order to succeed. So, who better to ask about potential candidates than your current team?

Offering fantastic referral incentives is one of the best ways to find and gain access to the top talent you’re searching for. Even if your referral incentives hurt a little bit to think about, it’s nothing compared to the value of finding the right person to add to your team.

6. Six Performance Reviews

Performance appraisals can be a chore, both for the manager doing the evaluation and the HR representative coordinating the effort and ensuring timeliness in the process. These appraisals are well worth the effort, however. Not only do they provide an employee with the valuable feedback they desire, but they also provide you with reasons and records for compensation changes, promotion considerations, or even termination grounds.

5. Five Golden Job Descriptions

Job descriptions are essentially your golden ticket to a successful HR function. They clarify the expectations and responsibilities of each position in a company by stating the main objective, essential and nonessential functions, qualification requirements and other relevant information about the role. They are indispensable in the recruiting and hiring process, provide solutions to personnel problems and grievances, and serve to assist in many human resource functions such as training, compensation and performance appraisals. Take the time to review each role’s job description and ensure they are all accurate and up-to-date.

4. Four Training Programs

Employee training is a strategic investment in your biggest asset... your employees. Developing talent is truly beneficial as it will optimize your employees' potential, improve performance, and positively impact your bottom line.

Training also helps to ensure compliance with all applicable Federal and State laws and regulations. The first step in handling any unlawful employment situation is to prevent it before it occurs. Developmental Training is no longer an option, it's a business necessity.

3. Three Employees to On-Board

The first days, weeks, and months are crucial to the success of your new employees, making your onboarding strategy extremely important. Without a successful onboarding process, new hires may not get the training they need which ultimately results in costly mistakes, low levels of productivity and high turnover rates. Onboarding is your opportunity to not only set your new employee up for success, but also to show a glimpse of what working for your company entails.

2. Two Payroll Adjustments

Payroll tasks are a huge part of most HR professional’s responsibilities, and they usually take up a huge chunk of time. Not to mention the headache that usually accompanies many of the tedious but necessary payrolling activities.

1. One Employee Handbook

Admittedly, employee handbooks aren’t the most exciting project to take on, nor are they extremely important in day-to-day operations. This, however, doesn’t mean they’re not critical for every employer to have. Purposeful, detailed and well-written employee handbooks have the ability to minimize many human resource challenges.

Article Categories: Human Resources