Many people are looking for work right now. I am sure within your network of friends, family or LinkedIn connections you know at least one person who has been impacted and perhaps laid off due to Covid-19. I keep hearing horror stories about some organizations that are recruitment blackholes. What is a recruitment blackhole and how does your company avoid becoming one? Check out the list below!
 
1.                   Don’t post a job if you don’t plan to fill it
Some companies post jobs but already know who they plan to hire. This is unacceptable. If you aren’t really considering candidates, don’t bother posting. Internal promotions for those already on staff or hire direct rather than waste candidates time going through a process that isn’t even real.
2.                   Take it down once you are not considering candidates
Seems common sense but some companies will post a job and then change their mind about placing a candidate. If you change your mind after posting, immediately take it down! If you have enough candidates in your pool and are not considering new ones, take it down! It is your responsibility to keep up with the posting and don’t waste applicants time if they don’t have a chance at selection.
3.                   If a job is filled notify those that they did not get the job
Don’t leave people hanging. If you have filled a role, let people know they are not being considered. It is very disappointing to go through the entire application process and then never hear what happened with the job. Additionally, there are many automated programs that will let candidates know that they have been declined. Don’t leave people in the dark by not following up at all to close the process with them.
4.                   Contact anyone personally who came on site to decline their role
If you had a candidate come on site and meet for an interview, contact them personally preferably through a call or zoom meeting to let them know they were not selected. Candidates are very busy trying to find work, so if they spent their time coming on site to your company, at least provide a level of respect to close out the process on letting them know the job was filled. 
5.                   Avoid requiring unnecessary paperwork 
Some companies ask all candidates to complete endless amounts of paperwork to be considered for a job. STOP! You truly only need to know the basics, typically items that can be found in a resume to screen employees. If you prefer to gather more details for those candidates you are serious about, do it at a secondary process. Don’t waste time for people that you will never actually consider for the role.
 
A recruitment blackhole is a company that takes applications and candidates never hear or see from anyone after completing the application or interview process. This is unacceptable! Don’t become a recruitment blackhole. If you do, it will likely impact your ability to attract top key talent!
If you don’t have the expertise in house to craft a recruitment strategy, contact SCS to help. We have the experience and knowledge to ensure ROI on your recruitment process.  If you need more information, please contact Strategic Compensation Solutions, PO BOX 5677 Charlottesville VA 22905, Jennifer@StrategicCompensationSolutions.com or (434) 989-5133
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I have a confession. I have become addicted to podcasts! Podcasts are so easy to listen to while you are driving, sitting outside or even working. It is such an effortless way to intake knowledge and keep up with current trends. Some of them even make me smile due to their wit!
 
As you know, I have a passion for HR. I am constantly reading, listening, intaking new ideas and tips from my fellow HR professionals. I have found that there are some really great HR specific podcasts out there.  I have even been a podcast guest as well, which is extra fun!
 Below you will find the Top 5 HR Podcasts that I recommend, and love listening to! 

• HR Social Hour – Jon Thurmond and Wendy Dailey

HR pros Jon Thurmond and Wendy Dailey talk to other practitioners about connecting, giving back, and building your network. 
https://hrsocialhourpodcast.podbean.com

• Impact Makers- Jennifer McClure

Weekly podcast and community of impact makers and leaders and world changers who are committed to building careers that they love and lives that matter.
https://Impactmakers.lybsin.com

• HR Sound Off Podcast – Julie Turney

This podcast has been created to help shed light on some of the many misconceptions about human resources. To show you who we are at our core and what we are passionate about, which is championing for the people in our organizations. You will learn of our struggles and our fears. You will see our human side and I hope that it makes us as real to you as you are to us.
anchor.fm/julie-turney/episodes/Welcome-to-HR-Sound-Off-e99ivd

• Punk Rock HR – Laurie Ruettimann

The best stories about the workplace featuring leaders, celebrities, politicians and human resources experts.
laurieruettimann.com/podcast/

• Leading in Color – Sarah Morgan

Leading in Color is a bi-weekly podcast about cultivating intentional, positive workplace experiences and environments. From recruiting and hiring, to training and development, to coaching and discipline, to policy and strategy, to trends and hot topics. Leading in Color tackles each area thru a lens of diversity, equity, fairness and inclusion.
https://leadingincolorpodcast.libsyn.com
 
Are there others out there that are your current favs? Let me know in the comments below.  And as always, if you need more information, please contact Strategic Compensation Solutions, PO BOX 5677 Charlottesville VA 22905, Jennifer@StrategicCompensationSolutions.com or (434) 989-5133
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This week we are featuring a partner blog post, My Words Got Wings. Check out this amazing content. The latest entry explains how to overcome a bad performance review. 
Great advice! What do you think of these tips and have you ever tried them?
mywordsgotwings.blogspot.com
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Have you ever wondered how to get into the job that you love? Every day may feel like you are just going through the motions at work and you long for a different career path. But where do you start and how do you get into the right job that aligns to your passion and values?
When striving to figure out your career path and strategy, I highly recommend selecting a career mentor that will help you drive toward your goals. You should find someone who is already successful in doing the work that you want to do. This person can be a friend, family member, a teacher, a coworker or a boss. There are three key reasons why a career mentor is critical to your future success.
 

1. Help avoid pitfalls: A career mentor can share with you the mistakes that they made in their career path so that you can be a step ahead in your journey. Career mentors can provide helpful or insider tips for what works and what doesn’t work. Failures are not killers, they are simply redirection. So, find out from your career mentor what they would have avoided or not done if they could do things differently. 
2. Provide advice when considering career options: Career mentors are great at providing advice about various options within their occupational field. You may think that you are interested in one role, but there may actually be several within the same industry that excite or interest you. A career mentor can explain broader paths and options outside of just the small information you may know. Find someone who has been in the industry a substantial amount of time and has found success in their field.
3. Valuable network: Networking is vital for any career you may be exploring. Typically, employees are hired based off of recommendations. Career mentors are great for providing a strong established network within the area of expertise you are seeking to join. Don’t be afraid to ask your career mentor for introductions to others within their networks that may be doing similar work. You never know where you next job may come from and it is important to connect and learn from others. Grow your network deliberately.  

 
A career mentor is key for you to continuing to grow your career. If you don’t have a career mentor and would like someone to connect with about your particular career goals, contact SCS to help. We have the experience and knowledge to ensure you are connected within our network.  If you need more information, please contact Strategic Compensation Solutions, PO BOX 5677 Charlottesville VA 22905, Jennifer@StrategicCompensationSolutions.com or (434) 989-5133
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I get asked a lot of questions regarding pay. One of the top questions is “how do I negotiate pay?”. It is a fair question and one that is critical to you, your family and your professional career. So why is it so important that you get it right? Below there are three key reasons as to why salary negotiation skills are so critical.

1. Fair pay for equal work: The competitive market sets pay based off of the education, skills and duties required for a job. Not all jobs are created equal. Some require a much higher level of experience, education, expertise than others. If this is the case with your role, it is important that you get paid as the marketplace commands.
2. Know your worth: Come prepared with data. No one wants to hear your personal struggles. They want to know what is in it for them! So, talk business. Use data and SHOW your ROI. Show how the company benefits from you as a whole person and be prepared with hard facts to support your position. Sure, things go on sale, or clearance, but you deserve to not be discounted.
3. Compounding results:  If you don’t negotiate well to start, you may fall behind forever. If your company only provides a 3% flat increase year over year over year, the application of the percentage to your low pay will only perpetuate your inequity. It is important to know your worth and set your pay rate correctly so that the issue doesn’t compound annually and forever keep you falling behind wages for your industry or expertise.

 
Negotiating salary is key for you to continuing to grow your career. If you don’t have the skills, I have great news! You can join my upcoming FREE webinar The Art of Salary Negotiation.  This will teach you tools, tips and resources for negotiating your pay.   We have the experience and knowledge to ensure you are connected with the right tools.  If you need more information, please contact Strategic Compensation Solutions, PO BOX 5677 Charlottesville VA 22905, Jennifer@StrategicCompensationSolutions.com or (434) 989-5133
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Register now for “Art of Salary Negotiation” August 19 6pm EST!!  tinyurl.com/y3dmw9lc

Often times I am asked about free tools or resources that are most helpful when performing compensation analytics for a workforce. Employees are also able to use these resources in order to check if they are being paid at or below market value for their role.  Below I have compiled the top three sources I recommend in order to get started with your compensation review of jobs in your organization or to check your own salary rate. 
 

1. ERI

Area of Expertise: Geographical differences
ERI compiles the most robust salary, cost-of-living, and executive compensation survey data available, with current market data for more than 1,100 industry sectors. ERI collects salary survey data from internal surveys, third-party salary surveys, and public sources to benchmark total compensation and calculate geographic salary differentials.  The majority of the Fortune 500 and thousands of other small and medium sized organizations rely on ERI’s data and analytics for compensation and salary planning, relocations, disability determinations, board reporting, and setting branch office salary structures in the United States, Canada, and worldwide.
 
    2.   BLS 
Area of Expertise: Wage data
BLS has 12 surveys or programs that provide information on pay and benefits. Choosing the data source that is right for your needs can be a challenge. They have an interactive tool to help you compare the features of each source.  BLS data on pay and benefits are available for occupations, industries, geographic areas, and the demographic characteristics of workers. 
 
   3.  O*net
Area of Expertise: Job descriptions and wage data
O*NET OnLine has detailed descriptions of the world of work for use by job seekers, workforce development and HR professionals, students, researchers, and more! The latest wages are now included in career reports.  Check out available local, state, and national wage distributions via simple, easy to interpret graphics. 

What other tools are your go to resource when determining pay for yourself or your workforce?  What tools have been most useful in conducting pay analysis? 
Utilize these 3 tools and you will be well on your way to determining salary values. If you don’t have the expertise in house to set up pay structures or conduct market condition assessments, contact SCS to help. We have the experience and knowledge to ensure your workforce is being reviewed competitively to aid in attraction and retention of employees.  If you need more information, please contact Strategic Compensation Solutions, PO BOX 5677 Charlottesville VA 22905, Jennifer@StrategicCompensationSolutions.com or (434) 989-5133
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​With so many workers now adjusting to working from home, they are finding the balance of work and home life very difficult. So how do you make yourself a priority when working from home? Follow these top 5 tips to keep a healthy work life balance.
 

1. Clear space, clear mind: Set up your workstation free from distractions. It is important to have an ergonomically correct workstation so that your body can stay free from aches and pains. Try to keep your workstation free of kid’s papers, spouse’s old gym bag, dog toys… This is your space to work and stay focused. Make sure you own it and keep it your working sanctuary. 
2. Plan your week: You will feel more in control (and sane!) if you take control of your schedule. Plan your work week to include any necessary meetings or even time to tackle heads down pile of emails. But be sure to block in time for breaks or meals. It is important to incorporate balance into your schedule too!
3. Take regular breaks: Sitting in the same spot for too long is not healthy for your body or mind. Make sure you incorporate small breaks to stretch or walk around. Take a call while you walk or take a moment for deep breaths and listen to your favorite song. A short break will help you avoid burnout of your mind and body.
4. Stay connected: It is tough to work remotely every day without any physical contact with coworkers.  This makes communication even more important when working remote.  Try communicating in a variety of ways to avoid the feeling of isolation.  Communicate using other tools besides email (text, call or video call. Staying connected is so important to be a successful remote worker.
5. Hydrate: By enlarge, most people are dehydrated! Remember the importance of drinking water. Keep a large cup at your workstation or buy a cool bottle that helps you keep track of how much water intake you had for the day. Hydration will help you feel and think better!

 
Follow these 5 tips and you will be well on your way to a healthier and more balanced work from home environment. If you don’t have the expertise in house to set up remote work policies and practices, contact SCS to help. We have the experience and knowledge to ensure ROI on remote work.  If you need more information, please contact Strategic Compensation Solutions, PO BOX 5677 Charlottesville VA 22905, Jennifer@StrategicCompensationSolutions.com or (434) 989-5133
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There are top three key items to review in order to examine if you have a pay discrimination issue.

1. Job Descriptions: Job descriptions should describe the work that an employee is required to do. This description should match what is expected of them and the level of which they are expected to function. Job descriptions are important to review because multiple employees may fall under the same job description. Are all of the employees completing the duties outlined in the description? Job descriptions should describe accurately 70-80% of expected duties.  If it is not accurate for the employee, or if some are doing more or less, you may have an issue. Job descriptions should be reviewed annually and updated to ensure that you are treating the expectations for the employees that fall under that job description equally.
2. Job Titles:  Job titles should accurately describe the level and role that an employee is doing. If you have multiple employees doing the same job, however they all have unique titles, this may set you up for discriminatory practices. Job titles should be shared by employees that are doing the same job. It is not necessary to reflect minor of nuances between employee titles because it creates a complexity that is hard to manage. If there is a need for a unique job title, it should be due to unique skill, certification or specialty required to perform the work. Ensuring accurate consolidated titles not only aids in avoiding discriminatory practices, it also simplifies hiring, promotions and career pathing.
3. Pay Ranges: Employees that are doing the same work generally should be paid within the same range. Differences in seniority, qualifications or specialties are items that would warrant a pay rate difference. However, jobs that are similar in required duties, education and certifications should be classified together with peer positions in one range. Reviewing of external market data, and using the market rate as the midpoint, also ensures that your jobs are competitive and placed appropriately within a pay scale.

Completing a pay equity study can be complex. If you don’t have the expertise in house, contact SCS to help. We have the experience and knowledge to ensure you are compliant with pay equity laws and competitive in the market for top talent.  If you need more information, please contact Strategic Compensation Solutions, PO BOX 5677 Charlottesville VA 22905, Jennifer@StrategicCompensationSolutions.com or (434) 989-5133
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Almost 60% of organizations complain that their performance review process does not yield high results. Large organizations such as GE and Deloitte did away with their traditional annual paper performance reviews.  How did they do that and still manage performance? Follow these top tips to get you on your way!

1. Frequent conversations: Managers checking in regularly with their employees creates a daily dialogue so that small issues don’t become larger ones. If a manager or employee is unsure about directives or progress, they can quickly check in and get back on track. Waiting for an annual performance conversation is typically too late, so frequent conversations between manager and employees to check in, really help in performance achievement.
2. Document meeting discussions: Managers holding one on one discussions as planned can serve as the documentation for performance discussions, praises or concerns. At the meeting, both the manager and employee can review the written agenda and add comments as needed. This can serve as your performance documentation, rather than a long annual form. Of course, if there is a significant issue, then a more detailed explanation with desired outcomes needs to be created. Don’t get bogged down in a long paper process when a documented meeting can serve the same purpose.
3. Set regular goals: It is important for the employee and manager to set regular goals. These goals can be annual, quarterly or monthly, but need to be tied to metrics that can be monitored. Coupled with the frequent conversations, managers can check in on the progress of the agreed upon goals and ensure that the employee is supported and achieving. It is imperative that the employee and manager agree and understand the goals and metrics, so ensure that it is a collaborative process.

 
If you are hoping to get rid of performance forms and arduous processes, I can help! The key is to bridge the discussion of performance and goal setting between employee and manager. Building this relationship will yield stronger employee performance and investment in the organization. If you need more information, please contact Strategic Compensation Solutions, PO BOX 5677 Charlottesville VA 22905, Jennifer@StrategicCompensationSolutions.com or (434) 989-5133
 
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​Has your company moved to telework structure for all employees? If so, hopefully you have crafted and implemented your work from home policy. If you haven’t gotten around to it…. Please review the risks you are taking on by not having a formal telework policy.
 
1. Worker’s Compensation: Employees homes must be safe to work from or you will be liable for any injury or illness that occurs during working hours. Furnishings and equipment should be ergonomically designed. Even small things, such as an extension cord, could cause an employee to fall resulting in an injury claim. A space specifically dedicated for their work should be required.
2. Productivity: Employees should be available during normal business hours. If you do not specify, employees could choose to work 2am - 10am (non-business hours) which would kill the productive of the team. Ensure you are clear on the expected hours of work or when employees should be available to ensure business productivity is equivalent to in office.
3. Cybersecurity: Work from home policies protect you from having your confidential information exposed.  There should be a minimal expectation set regarding laptops, devices and a secure connection to protect the integrity of your company’s data. Employees who work from home are at a much greater risk for theft of equipment or hacking.
4. Department of Labor Overtime: Any employees that are hourly (non-exempt) should not work from home. If working from home is required for this role, it is critical they understand the importance of logging all hours in order to avoid a backpay claim or overtime claim in the future. Any and all hours MUST be recorded. Even checking the phone counts as working time so it is imperative non-exempt employees understand this.
5. Telecommuting is a Privilege: It is very difficult to get employees back into the office once you have moved to remote work. A telework policy can outline your expectations for return. If you do not have one, the burden of proof for why an employee must come back to the office falls on you. 
 
Don’t assume these risks when a telework policy is easy to create and implement! If you need help creating or updating your policy reach out to us. We can help ensure you are in compliance and avoid future issues that will cripple your company’s time and resources.  If you need more information, please contact Strategic Compensation Solutions, PO BOX 5677 Charlottesville VA 22905, Jennifer@StrategicCompensationSolutions.com or (434) 989-5133
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