Author: Caribbean HR Solutions

20 Jun 2019

How different types managers can benefit from video interviewing

Finding good and quality talent is essential to any company development. The characteristics of managers leads to different approaches to the recruiting process.  The use of video interviewing is however, able to assist these different types of managers and aid in the recruiting process and make it seamless. Here are some of the different types of managers and how video interviewing can assist them:

1. The Procrasta-Manager

So, it’s safe to say some managers (and people in general) procrastinate, and possibly on a regular basis. The decision to hire a candidate shouldn’t wait until the last minute and be a hurried choice. For those procrasta-managers who hire with haste, video interviewing can be the solution that takes your candidate choice from a rushed judgment to a more educated assessment of talent fit.

Video interviewing provides a window into the candidate’s cultural fit. Sharing candidate files with other colleagues to get a well-rounded assessment of the talent’s company helps the hurried hiring manager (who doesn’t have the time to spend contemplating it themselves). It keeps candidate information organized, so their interviews are easily accessible.

2. The Micro-manager

A micro-manager is a boss, manager or supervisor who provide excessive supervision of their employees. The traits that make a supervisor a micro-manager are hard to break; they measure too much, they monitor too closely. Much like helicopter parents, helicopter managers hover.

They have a hard time completely passing a project to their team, so they have to give their input on every… single… detail. Video interviewing can help slow the hovering propellers of a helicopter manager during the hiring process. Using video while assessing candidate allows micro-managers full access to the potential candidates for review and to provide input on spot without necessarily having to physically hover over their colleagues.

3. The Passive Manager

The passive manager sits back as no one takes charge of projects or decisions. This is where video interviewing comes in to give them – or rather, force – a bigger voice.

With the interview tool, other managers are able to review the candidate interviews at their own convenience. This gives hiring managers who tend to let others make the ultimate decision, the power for the “go-ahead.”

Read more:

https://recruitingblogs.com/profiles/blogs/how-4-types-of-hiring-managers-can-use-video-interviewing

 

 

 

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19 Jun 2019

Stay-at-home dads and paternity leave: redefining the role of men in the corporate world by Debra Fraser

It’s common knowledge that Father’s Day doesn’t get the same treatment that Mother’s Day does. That’s partly due to the fact that women often pick up the slack for men. However, enough credit isn’t given to the male of the species who are true leaders in their own right, both at work and at home. In fact, for many modern men, corporate and home duties are often interchangeable, with stay-at-home dads becoming a growing trend, especially in developed countries.

Paternity Leave?

Another growing trend is the number of countries which have introduced paternity leave predicated on a culture of inclusion and diversity as the foundations of a positive and gender-neutral work environment.

In Jamaica, the Government announced late last year that it is facilitating discussions on the introduction of a Paternity Leave Act to encourage shared parenting, support and mentoring. The move is in line with the recommendations of the National Policy for Gender Equality.

Paternity leave is defined as a job-protected period of leave for employed men, with income support provided in some cases. It allows fathers to take leave immediately following the birth of their children in order to help care for the children and assist the mothers.

The Human Resource Management Association of Jamaica (HRMAJ) has welcomed the announcement, describing it a significant advancement in gender equality which stands to benefit both parents and children.

Currently, the Maternity Leave Act (1979) provides a mother with a minimum of eight weeks paid maternity leave.

Having a National Paternity Leave Policy would be an important provision to encourage fathers to share childcare responsibilities. This policy would, therefore, be a positive step in the right direction, not only from a national perspective but also in support of building-up family structures”, HRMAJ president Karl Williams said in a previously reported news article.

“The policy [also] would allow for bonding with the newborn and increase the probability of the father’s sustained support/influence in the child’s development,” he added.

Extensive surveys have been conducted to show the correlation between the feeling of appreciation among employees and their organisational output and loyalty. Based on those surveys, appreciation levels among employees increase when a combination of welfare programmes, such as paternity leave, and competitive pay packages are expertly delivered internally or via HR or payroll service providers.

Other studies show, however, that in spite of all the progress made, there are still some ways to go before we are equally yoked, at least where the cheddar is concerned, but that’s for another discussion.

The bottom line is that we should strive for gender parity in all spheres of society.

Until next time, leaders, keep lookin’ up, and Happy Father’s Day!

 

Read more

http://www.jamaicaobserver.com/career-education/stay-at-home-dads-and-paternity-leave-redefining-the-role-of-men-in-the-corporate-world_167534?profile=1270

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06 Jun 2019

How video interviewing helps in the recruiting process

Technology is at the core of our business. With Headhunting and High volume recruiting being one of our core services, we continue to evolve over the years by leveraging the use of technology in our everyday operations. We started this efficiency journey 8 years ago when we implemented our talent management systems, to process job applications and manage the hiring process hiring process at a faster yet more effective rate.

But we didn’t stop there; We continued to ask ourselves the question: How can we increase our efficiency levels and revolutionize the way we do business? The answer use video interviewing.

As our clients seek to recruit and select the best talent in the already competitive labor market, the initial screening process can be hectic and time consuming! Recruiters will be expected to reach out to prospective candidates, shortlist through primitive, standardized screening processes, and attempt to schedule interviews at a time convenient to the interviewer and applicant. Recruiters are generally confined to the schedule dictated by the clients as a result of their jam-packed itineraries. With this rigid approach to recruiting the candidates are typically required to adjust their schedules to suit the respective client. This approach can be tedious, and often times problematic to all parties involved.

The alternative to this would be to conduct an over-the-phone interview. This method, however, is limited by the recruiter’s ability to document verbatim what is said by the candidate. The client is therefore left to rely on the recruiters account of what the candidate said. In addition, phone screens are not time convenient, and notes taken is open to human error. As a result, Caribbean HR Solutions has implemented the use of a video interviewing tool that will aid in solving these recruiting and selection issues.

Scheduling a candidate for an interview, regardless of the nature or level of the job, generally requires that our client and candidate take 1 hour out of their day to facilitate this interview. Additional time for travel for both candidate and client (if in different geographical locations) must also be taken into consideration. Sometimes the interview process is delayed because the client or the candidate is out of country and would have to wait until either returns to the country to conduct the in-person interview. The video interview tool, however is a web-based application which enables both the client and the candidate to be anywhere in the world but still have access the tool. This means that there are no longer any geographical restrictions in the interview process with the use of a video interview tool. As the tool functions over the internet, candidates and the client alike are able to access the tool where-ever they are, on a desktop, laptop or mobile device, as long as they have access to the internet.

The video interview tool allows both client and candidate to conduct and review the interview at their own convenience. The client also has the leisure of re-reviewing the interview at a later date should the candidate move-forward. This is also an important feature for passive candidates who are not actively seeking a change in employment. As these candidates do not actively need a job change, they are less likely to be inconvenienced in the job-hunting process. This will allow them the opportunity to be considered as a potential candidate without the inconvenience of taking time off from work.

Oftentimes during an interview, a client is able to identify that the potential candidate is not a good fit from 30 seconds to 1 min of the interview. However, the client usually has to continue the interview for a period so as to leave the candidate with the perception as though they have been “interviewed”. With the tool the clients do not have to waste time interviewing unsuitable candidates. If they determine that the candidate is unsuitable after a short period, they are able to quickly rule out that candidate by hitting a “stop or “pause” button and moving on to the next candidate. By not having to conduct face-face interview they are able to quickly screen out bad candidates. Moreover, should a candidate decide to not show for a scheduled interview, the client would have wasted time waiting on that candidate. With the interview tool the clients will be able to review only applicants who were submitted by the recruiter so if a candidate decides not to submit their video interview, they would have been no wasted time.

Furthermore, the video interview tool fosters collaboration and comprehensive feedback as multiple team members are able to review, grade and comment on the candidate’s interview. The client also has the capability to compare the candidates directly with one another to ensure that they are choosing the best fit. Many candidates might find it intimidating to be in an interview with many interviewers. With this method the candidates can be reviewed by many potential team members without the fear of being in front of many persons. The interviewer is able to observe body language and pick up on non-verbal cues that might not have been otherwise present in a phone screen and the candidate is able to be more comfortable in their own environment.

With the high costs associated with bad hires such as increased turnover, back-filling and training costs, it is important for hiring managers to able to gain as much insight into their candidates from the get-go and hire the best person for the job. This tool enables recruiters to take all these factors into consideration as well as solicit input prior to making their final decision on the top candidate for the role.

With the incorporation of this tool into our recruiting and selection processes, our clients are pleased with the increase levels of efficiency and have lauded our efforts in leveraging technology to make their lives a lot less complicated.

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03 Jun 2019

Who run the world? by Debra Fraser

My, how things and times have changed. If you went into a coma about five or so years ago and just regained consciousness, you’d be surprised at the updates regarding the progress made on gender equality in particular. One needs to look no further than the #MeToo movement started in the US. In countries like Italy, where old customs still dictate and limit women’s involvement in economics and politics, they’re starting to feel the effects of nearly half their population being limited in their contribution to national development because, let’s be clear, it’s no longer just about gender; it’s about economics.

 

Right Person For The Job

Going are the days when phrases like ‘this is a man’s job’ are taken seriously. The past 50 years have proven that gender has very little to do with aptitude. It’s been tried, tested and proven that attitude is the key ingredient to achievement and upward mobility. That, and good old-fashioned smarts and hard work. So, in addition to expanding their views on workplace diversity at various levels, forward-thinking companies are now recognising the critical importance of finding the right person for the right job at the right time. This may be especially challenging to accomplish internally when the culture itself is in flux and may require external partnership from an HR service provider or even a workforce management company. As with Affirmative Action in the United States, legislating change and employment quotas can make a difference. However, since privately-owned companies in particular can self-determine who they want to hire without external oversight, many firms are turning to executive search partners to find the best and brightest yes, but also those whose core beliefs complement the organisation’s culture and strategic goals.

Girl Power

A word for our local super heroes. Our most decorated Olympian is also a woman — Merlene Ottey. Jamaica’s first Olympic gold medallist is also a woman — Deon Hemmings. Since then, Veronica Campbell-Brown, Shelly-Ann Fraser-Pryce and others have blazed a trail on the track. More recently, Alia Atkinson has been literally making waves with her consistently outstanding performances in the pool. And in a few days, Jamaica’s Reggae Girlz begin their maiden adventure at the Fifa World Cup, playing their opening game against none other than Brazil.

More and more, globally and locally, women have staked their claim to top leadership roles in sports, business, and politics. From Portia Simpson-Miller to Audrey Marks and countless other phenomenal women, companies, and governments are realising that you marginalise any group really, but especially half the population, at your own risk. The recently constituted South African parliament proves that some are getting it right; half the representatives are women. Canada gets that too in the composition of Justin Trudeau’s Government with strong representation by minorities and women. It’s full time we recognise that our organisational and national sustainability will ultimately depend on everybody pulling their own weight, regardless of gender, political affiliation or religious beliefs.

 

Until next time, leaders, keep lookin’ up!

 

Read more

http://www.jamaicaobserver.com/career-education/who-run-the-world-_166240?profile=1270

 

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30 May 2019

Understanding the Performance Management Cycle

Performance management is often considered as simply performance reviews and appraisals. However Michael Armstrong in his Handbook of Performance Management defines performance management as   “the continuous process of improv­ing performance by setting individual and team goals which are aligned to the strategic goals of the organization, planning performance to achieve the goals, reviewing and assessing progress, and developing the knowledge, skills and abilities of people.” The key word of this definition is continuous which means the performance management is an on-going activity and one-time or once a year event.” Therefore, when looking at performance management, it is important to look at the different stages of the performance management cycle

The Performance Management Cycle

Plan – setting clear performance expectations and goals for individuals in order to achieve the organizations goal. In setting these goals it is involve setting S.M.A.R.T. objectives. These are:

  • Specific – answering the question what is to be done
  • Measurable – looks at how you will know you have achieved the expectation in measurable terms.
  • Achievable – looks at if the person can do it within the time frame and resources that are provided
  • Relevant – looks at if the objective is aligned with the organizations objective and the employee’s role
  • Timely – looks at when it will be done. This means that the objective has a built-in deadline by which the person is expected to have it completed.

 

Act – This is the process where the individual will seek to achieve the objectives and carry out the roles given.

Monitor – This is the process of consistently measuring performance and providing feedback to the employee on their progress.

Review – This is the process of reviewing the employee’s performance with respect to the goals that have set.

Though it is defined as a cycle it is important to note that there are no arrows indicating order in the diagram. This is because the flows do not naturally into each other. The Act and Monitor aspect might be continuous throughout the year but the Review process might be a once-a-year event and the planning aspect might take place throughout the year and re-reviewed based on the organizations needs.

 

https://www.clearreview.com/resources/guides/what-is-effective-performance-management/

 

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23 May 2019

Acing the job interview

Are you ready for your upcoming job interview? Preparing for a job interview or even going on the interview might seem very intimidating. Here are some steps to ensure that you are prepared and ready for your next interview.

Here are the 7 steps for success to ace your job interview

 

All the best on your next interview!

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16 May 2019

Writing a good job description

When you are ready to hire a new employee in your company you will need to write a job description.  A good job description will explain to the potential employee the tasks, duties, functions and responsibilities that are to be performed in the position. The job description is the employer’s sales pitch to potential candidates. It must be designed in such a way that it will grab the candidate’s attention and keep it.

A well-designed job description will also give the employee a clear source to guide their job performance and similarly it can be used by the supervisor as a measuring tool to ensure that the employee is meeting their job expectations. So how do we write a good job description?

What to include in the job description

Perform a job analysis – This is the process of gathering and interpreting information about the job’s task that will provide accurate information for the job description. This would involve interviewing employees to find out the current roles as well as the manager to whom the position will report to. If it is a new position that would relieve current employees of certain aspects of workload, they should also be a part of the development process of the job description.

Write a clear job summary – the job description starts with a clear description of the job. What will be required by the candidate. The job summary should provide a clear overview of your company and what the expectations are for the position.

Indicate the main responsibilities – It is important to indicate what the main functions of a position are. The article 5 tips for writing effective job descriptions indicates that anyone who reads the job description should have a clear view of the responsibilities of the job and thus would know right away if they are the best fit for the role. The list of responsibilities should give candidates a clear understanding of the everyday activities of the role.

Indicate the required knowledge, skills and abilities – When creating the job description, it is important to think carefully about the skills that the candidate will need to possess in order to succeed in the position. It is also necessary to distinguish between those skills that are needed prior to employment and those that can be learned on the job.

 

The job description should provide the applicant clear picture of their everyday activities with the position. This will aid in ruling out persons who do not have the right qualifications and help those who do to better assess their potential roles.

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25 Mar 2019

Employee happiness = business profitability

Because I’m Happy

Happy is not in the lexicon of what is considered the usual business lingo. We’re more accustomed to talking about profitability, efficiency and sustainability. Ironically, for those key factors to be in the ideal optimum state, employee welfare and engagement must be a priority for any forward-thinking organisation. This brings into focus the oft-blurred lines between corporate objectives and clearly aligned hiring and on-boarding best practices. This is also where HR practitioners excel, or ought to anyway, by helping senior management employ holistic hiring solutions with employee contentment as a priority.

Workplace harmony

Let’s get one thing straight: as much as companies strive to be the coolest place to work and be revered for their compensation and benefits package, it is, above everything else, a place where services are exchanged for payment. That’s the primary reason organisations conduct executive searches or hire HR consulting firms — to help them find the best and brightest. Keeping them on board is another story. It’s not lost on managers that with strategic succession planning in mind, they must maintain the interest of young hires who are increasingly more into personal development and instant gratification. But how does a leader strike that tricky balance between getting their pound of flesh and creating a family centric culture that encourages employees to act in the company’s best interest as if they were the CEO and founder? Many start-ups go as far as offering stock options or up the ante with paternity leave and on-site childcare or gym amenities. The fact is that organisations are awakening to the stark realities of competing for the loyalty of their internal customers almost as much as they do for external ones.

Business model

The subheading alludes to the framework and peculiar strategic objectives of any given company. In this instance, though, I’m referring to a model business environment, one that sets a standard for how team members are given primacy in one of the areas that matter most — their physical workspace. Over the last decade or so, much has been made of some high-profile examples of uber trendy, downright cool places to work. If you Googled ‘cool places to work’, Google itself would probably pop up as a top search item. As self-serving as that may seem, it’s also reputed to be true. The same can be said for Facebook and other open-floor designed corporate spaces — where enclosed offices are often seen as closed-off communication, and jeans, trendy tees and sneakers are the new normal for office attire. A local example of an international brand that employs this approach in some respect is Vistaprint. But don’t be fooled by the facade of employee chill-out areas, flashy paint jobs, or mini-gyms. Creating a ‘happy’ environment for your team members is never just about stylish or lavish amenities. It starts and ends with a genuine appreciation for the value and contribution each team member brings to the table, and backing that up at every level of their engagement and compensation.

Debra Fraser, MBA is CEO of Caribbean HR Solutions, a board member of the Business Process Industry Association of Jamaica, a member of the Human Resource Management Association of Jamaica, and a member of the Society of Human Resources Management in the US. Please direct comments to dfraser@caribbeanhrsolutions.com

Read article

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http://www.jamaicaobserver.com/career-education/employee-happiness-business-profitability_160261?profile=127

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12 Mar 2019

The Big O

In a world still characterized by patriarchal domination, it’s natural that the working world also reflects disparity when it comes to women in top corporate and government positions. That inequity is equally evident when we examine the statistics about equal pay for equal work. However, much has changed over the last few decades, albeit slower than many would prefer.

Having said that, it’s both useful and inspirational while celebrating International Women’s Day to recognize the impact and contribution of women in business in particular.

Opportunity

We can certainly appreciate the handful of women now leading countries like England and Germany and champions of industry like Mary T. Barra of General Motors or local mavericks like Paymaster’s Audrey Marks. Some more household names of pioneering women include iconic fashionista Coco Chanel, Huff Post’s Ariana Huffington and of course Oprah Winfrey. You know you’re in another league when you only need one name to be recognizable. And who doesn’t know about Oprah and her story of tragedy and triumph over seemingly insurmountable odds. From being abused as a youngster, racially stereotyped and being paid less as a TV co-anchor for the exact same workload as her male counterpart, she is the epitome of a global icon fashioned in her own image. But her rise and continued success is much more about substance than it is about personality. After being headhunted as a budding journalist, when she in turn became an employer she also had to utilize  talent acquisition strategies to create the right team for her vision, brand and companies Even super women need the support of smart, capable people around them. The big O is powered not just by her persona, but the personnel she surrounds herself with.

Outstanding

The phrase ‘dance ah yaad before you dance abroad’ comes to mind as a stark reminder of the  wealth of local doyennes staking their claim at the Jamaican dream through innovation, industry and just plain grit. It’s never been easy navigating in what remains a man’s world. Still, it doesn’t require too much surveying of the Jamaican landscape to identify women on top of their game. One such standout is Sutherland Global’s Odetta Rockhead. As vice president and country head for one of the world’s leading business process outsourcing companies, she took control of her own destiny and a male-dominated industry after overcoming great personal and professional challenges from an early age. So much so that by her early thirties she was leading a team of hundreds and generating growth and income levels previously unheard of in the annals of the local business process outsourcing industry.

There are many other awe-inspiring stories about triumph and innovative leadership by women who refuse to be limited or defined by traditional gender expectations. So as we celebrate women everywhere, we also acknowledge and show appreciation for the men whose partnership and leadership makes greater life and workplace parity possible.

Until next time, Leaders Keep Lookin’ Up!

Debra Fraser M. BA, is CEO of Caribbean HR Solutions – a leading HR Outsourcing and Recruiting firm, a board member of the BPIAJ and the Global Services Sector, a member of the Human Resource Management Association of Jamaica, and Society of Human Resources Management. Please direct comments to dfraser@caribbeanhrsolutions.com or www.caribbeanhrsolutions.com

 

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21 Feb 2019

Payroll Outsourcing: What is it and why do it

Payroll Outsourcing Defined

Payroll outsourcing simply refers to the hiring of an external firm that will be responsible for some or all of the payroll functions for the company. These companies generally take the responsibility of paying the employees, distributing pay slips, obtaining the appropriate and up-to-date payroll software and making the necessary statutory deductions. Many companies whether large or small find it necessary to outsource their payroll function as a makes their job while ensuring that they are fully tax compliant. Payroll outsourcing is the fastest-growing aspect of the global human resource outsourcing (HRO) industry and research conducted estimates that that it is expected to grow at a CAPR of 4.4% during the period 2016 – 2020.

Why Outsource Payroll?

The benefits of outsourcing your payroll should definitely be considered before making a decision to hire a payroll outsourcing company.

  • Payroll is a time-consuming process. Outsourcing your payroll process to a third party and allows you the time and convenience to focus on your core business with the knowledge that your employee’s work hours, pay rates and wage deductions are being handled.
  • Outsourcing your payroll reduces the possibilities of tax compliance errors and possible fines that might be associated, as well as likelihood of missing key tax deadlines. That is because the payroll is being handled by trained experts that have the responsibility of being aware of all changes that are being made by the tax authority and making the necessary changes to ensure compliance with government regulations. So as an employer you can focus on other aspects of the business without the need to worry about missing tax deadlines.
  • Payroll is not just about getting your employees paid on time however, that is an important aspect of the payroll process. Ensuring that employees are paid on time and that their statutory and employee deductions are accurate of the payroll process. Missed pay deadlines can lead to unhappy employees and continuous missed pay deadlines will result in. If considerate time and focus is not dedicated to the process of payroll, it can negatively affect your company, your production and your overall bottom-line. If you are constantly paying your employees late and missing pay deadlines then you should outsource your payroll process.
  • Outsourcing your payroll is also cost-effective. Cost-savings can be calculated based on the time savings that is not spent on conducting your own payroll. Time saved is money saved. Outsourcing your payroll allows you to save time in the following ways allowing you to focus on the overall company business.
    • Calculating payroll each pay period per employee
    • Creating and Distributing pay slips
    • Preparing and sending payroll taxes and tax returns to the government.
    • Outsourcing your payroll also tends to less expensive than keeping payroll internal.

Things to consider when choosing a payroll outsourcing provider

To ensure that you have a seamless payroll process it is important that as a company you do some research into the payroll industry prior to choosing your payroll provider. Here are some things to consider when choosing a payroll outsourcing provider.

  • Price – what is the price and additional fees that  the company is charging and is it worth the service that they are providing?
  • Service – what are the services being offered?
  • Reputation – What is the company reputation? Reputation is a critical factor as the reputation will help to dictate when can be expected from your payroll provider. As this process is outsourced, business owners will not be able to oversee the process as they would with their other operations. There is therefore a risk of using an unreliable firm to conduct your payroll which can lead to more problems than solutions. It is important to review the company’s reputation whether by get references from other companies or other means available to ensure that you will receive quality service.

Want to outsource your payroll services. Contact us at 1-876-971-7632 or email sales@caribbeanhrsoluions.com for more information.

 

Payroll Outsourcing Market 2017 Global Share, Trend, Segmentation and Forecast to 2021
http://www.digitaljournal.com/pr/3558598#ixzz5en0D0IoM

The Pros & Cons of Outsourced Payroll

https://yourbusiness.azcentral.com/pros-cons-outsourced-payroll-3039.html

 

Why Payroll Is One Function You Should Outsource

https://smallbiztrends.com/2014/11/outsourcing-payroll-tips.html

 

 

 

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