June 8th, 2012
In the summer, the sun shines through the windows, beckoning employees to take a lunch break, daydream about hitting the links, or ultimately, take a sick day. It can be difficult to keep employees on task and to keep achieving the goals at hand. But by showing that you care about employees by making the workplace more livable and summer-friendly, you can keep their loyalty and their attention.
- Set Goals: Keeping people in the loop on what they are supposed to accomplish will keep everyone on task without any concrete input or engagement from supervisors, employees may be apt to let their mind wander to their 5:30 p.m. softball game.
- Celebrate Achievements: In keeping in line with these goals, celebrate employees that are going the extra mile. Reward them with half days off or extended lunch periods. They’ll be sure to keep going when there is a reward.
- Casual Attire: The summer can be hot and stuffy. If your work environment is stagnating, the output will be too. Unless there is an important client meeting or presentation, relax the dress code for the summer. Obviously short shorts should not be an option, but allow khakis and crops instead of ties and suit coats.
- Summer Fridays: Many companies opt for summer Fridays, where employees can take the rest of the day off at Noon or 1 p.m. This allows for more productivity in a shorter amount of time, so people can achieve their goals, yet still catch a ride out to the lake house.
- Company picnic: Take a day out to thank your employees by holding a company picnic at a local park or amusement area. Show your employees how much they mean to you.
- Involve company in 5ks, biking fundraisers, volunteer work: Summer is the prime time for all sorts of fundraising activities and races. Boost pride for the company by signing teams up for community events. Taking home a first place trophy in a kickball game or bike race will mean that much more to an employee.
Summer is a great time to show employees how your company values work/life balance. Clark Personnel Service is proud to work with some of the best companies in this area.
December 22nd, 2011
There’s an interview technique that’s becoming more and more popular – peer-to-peer interviewing. This interviewing technique lets job candidates meet a group of employees: the candidate can ask the employees questions about the company and job, while the employees can size up the applicant and share their opinions with the hiring manager.
Peer-to-peer interviewing allows the organization to get a more complete idea of a candidate’s overall fit, while it allows the candidate a glimpse at his potential coworkers and whether she feels comfortable with them.
The Upside of Peer-to-Peer Interviewing
- Transfer of knowledge. Applicants can learn more about the company from employees (who are likely to tell it a little more like it is).
- Improvement of morale. Employees help to select their future coworkers, which gives them more of a stake in the organization—and strengthens their commitment to the company’s success.
- Good beginnings. Employees are invested in the new hires’ success and are more likely to help new employees. New employees start work knowing their peers support them.
The Downside – It Exists, But It’s Manageable
- Two-way street. Remember, the candidate is also evaluating the company in the interview process. If your peer interviewers are unhappy with the company, they might end up discouraging the candidate from taking the job if it’s offered.
Solution: Be sure you choose peer interviewers who are positive, happy, and enthusiastic about the company.
- Personal agendas. Some employees could be threatened by an applicant and not recommend him/her out of their own insecurities.
Solution: Make sure that you change up your panel and that it represents a cross-section of your organization’s workers — with an equal mix of different skills as well as ethnicities, races and sexes. Peer interviewers should also be articulate and understand what company is looking for in its next hire.
- An interview, not an interrogation. A three-hour, six person interview is not what the candidate will expect or appreciate.
Solution: Peer-to-peer interviewing should take about half an hour, and your peer board should consist of two or three people. You don’t want to intimidate the candidate.
- Interview training is essential. Employees must know what are legal interview questions and which are unprofessional or illegal.
- Make it clear that while employees’ feedback will be taken into high regard, HR and management still make the final decision.