How an HR expert helped a small business owner hire top talent

This article is part of Talent Insider, a series featuring expert advice to help small business owners navigate a range of hiring challenges.

When Zhe Scott founded her SEO consulting and marketing firm, The SEO Queen, in 2017, she expected her employees to stick around for the long term.

But that was not the case. Over the past five years, she told Insider, her business has evolved, her expectations have changed, and finding and keeping the right staff has become difficult.

“I knew I needed to think about hiring differently,” she said. Looking for a new approach, Scott joined the Insider mentoring program, created in partnership with Indeed, and was paired with Bernard Coleman, chief diversity and engagement officer at Gusto, a payroll, benefits and human resources platform.

The two met via Zoom once a week for several weeks to discuss solutions to her biggest team challenges. Their conversations made Scott “think about talent acquisition the same way I think about customer acquisition,” she said. “I need to build a pipeline.”

It can be expensive and time-consuming for business owners to attract job candidates and hire individuals best suited for the job, especially when an employee doesn’t work, Coleman said. He and Scott shared how they overhauled Scott’s recruiting process and came up with solutions to improve talent retention.

Creating assets to showcase her company culture 

Scott said Coleman encouraged her to develop materials that showcase her company’s culture, which is increasingly important to potential employees, and outline expectations for her staff. So she created a testimonial video with an employee’s perspective on working for Senior Queen about how the company works and what Scott’s leadership style looks like and posted it on her company’s website. Scott said she plans to make more videos in the future when she has more time.

“It was a fun idea that we workshopped together,” said Coleman. Coleman also said he shared a posting template from Gusto with Scott to help her revamp her open roles to include more specific descriptions of job duties and expectations.

Hosting ‘hackathons’ to find qualified candidates

One of Scott’s biggest employment challenges, she told Coleman, is finding people with the right skills. She said that she often hired individuals based on their portfolio, only to find when they started that they couldn’t handle the instructions she gave them.

Under Coleman’s guidance, Scott came up with “hackathon” events, where potential employees are paid for an hour of their time and asked to complete specific tasks. Coleman said it helped her create a rubric to score attendees on how well they followed directions and met expectations to decide whether to interview the person for a role. “We were able to see right out of the gate who could do the job and who couldn’t,” Scott said. “That saved us a lot of time and money.”

So far, she said, she has hosted two hackathons and plans to hold them monthly in the future. She also plans to create videos about the program to post on her website.

Coleman said he liked the hackathon idea so much as a way to build relationships with job seekers that he plans to discuss it with colleagues at Gusto and may use it internally or recommend it to other businesses for their – it works.

Expanding her network to attract new talent

Leveraging alumni connections is another recruiting strategy that emerged during the mentoring meetings, said Scott, who earned degrees from the University of Michigan and the Massachusetts Institute of Technology. Universities often value the latest in the achievements of their alumni, and networking with them could allow Scott to create opportunities for students and recent graduates, Coleman said. “It will also raise their brand,” he said.

Other ideas the two have come up with to expand their network include developing a content calendar and placing thought leadership content in national media, Scott said. “It would appeal to potential clients and potential staff alike.”

Treating talent acquisition as an ongoing task

While she hasn’t yet found any new employees using the updated new process, Scott said, she’s confident in the long term. “It’s a win because we didn’t offer offers to people who went through the hackathon and couldn’t do the work. That saved me stress.”

Working with Coleman, she said, helped her get a clearer picture of her expectations for new hires and the onboarding process — and think of talent acquisition as an ongoing process. “At The SEO Queen we have created a culture shift for more excellence and more efficiency to help us grow longer and faster,” said Scott.

Coleman said he appreciated the opportunity to work directly with a small business owner and generate ideas to solve problems and encourage growth.

“A small business owner wears so many different hats,” he said. “They’re experts at what they do, they have to post jobs, interview, and hire people. It gave me a deeper appreciation for what a small business owner goes through—and the multiple balls they’re juggling and they can.” It felt good to help.”

What is the most important role of HR?

The main purpose of a human resources manager is to oversee the administrative function of a company, including: Talent recruitment. This involves scouting potential candidates, coordinating interviews with qualified applicants, and establishing an onboarding process for new hires. Payroll and benefits.

Which key roles in HRM are the most important? HR managers have seven main responsibilities: staffing, setting policies, compensation and benefits, retention, training, employment laws, and worker protection.

What is the role and importance of human resource?

Human resources or the people working in the organization are the most important resource. Human resource management is the process of hiring people, training them, compensating them, developing workplace policies, and developing employee retention strategies.

What is the importance of human resources answer?

HR plays a central role in developing, strengthening and changing organizational culture. Pay, performance management, training and development, recruitment and onboarding and reinforcing business values ​​are critical elements of business culture covered by Human Resources.

What are the 7 roles of human resource management?

What Does a Human Resources Manager Do? 7 Functions of the Human Resources Department

• Recruitment and Employment.
• Training and Development.
• Employer-Employee Relationship.
• Maintaining Company Culture.
• Manage Employee Benefits.
• Create a Safe Work Environment.
• Handling of Disciplinary Actions.

What are the three major roles of HR?

What are the three major roles of human resource management?

• Administrator. HR administration typically involves running payroll, writing job descriptions, creating workplace policies and obtaining benefits packages.
• Change manager. …
• Personnel manager.

What are the 3 most important role of HR in the digital world?

With this in mind, here are 4 key roles HR leaders can play in Digital Transformation, based on their organizational needs and aspirations: HR as Innovator. HR as a Business Driver. HR as a Change Agent.

What are the main roles in HR?

Human Resources manages 5 main functions: talent management, employee compensation and benefits, training and development, compliance, and workplace safety. An HR department can help provide organizational structure and the ability to meet business needs by effectively managing the employee lifecycle.

What are the four 4 core HRM systems?

The four (4) core HRM systems are: (1) recruitment, selection and placement; (2) learning and development; (3) performance management; and, (4) reward and recognition.

What are the 4 main resources of HRM? Human resource management has four basic functions: staffing, training and development, motivation and retention. Staffing is the recruitment and selection of potential employees through interviews, applications, networking, etc.

What are the 4 pillars in prime HRM?

Key Pillars of HRM

• Recruitment Selection and Placement.
• Learning and Development.
• Performance Management.
• Rewards and Recognition.

What are the 4 major HR functions?

Answer: The four basic functions of HRM are similar to those of any manager – planning, organizing, directing and controlling.

What is the main features of Prime-HRM?

PRIME-HRM evaluates four aspects of HR management, namely: Recruitment, Selection and Placement; Learning and Development; Performance Management; and Rewards and Recognition.

What is better than Workday?

Unlike Workday, it enables its users to keep up with company policies and employee handbooks. Winner: SuccessFactors is the clear winner, offering more comprehensive document management capabilities than its competitors.

Who is Workday’s competitor? Workday’s competitors include IBM, Salesforce, Amazon, Symantec and Oracle.

What are the top 5 HRIS systems?

A list of the top 19 HRIS Systems on the Shortlist as of December 2022, presented in the order they appear in the full Vendor List tab.

• Pacor.
• Ceridian.
• Criterion.
• APS.
• isolated
• Eddy.
• A working day.
• ADP.

What are the five most popular applications of an HRIS?

HRIS application features include an employee self-service portal, payroll, workforce management, recruiting and hiring, benefits administration, and talent management.

Which is better Workday or SAP?

Comparison Results: Workday comes out on top in this comparison. Users say it offers strong security features, is very easy to use, and has excellent compliance features. The tool enables companies to save time and help with finance, payroll, and even recruiting.

Why Workday is better than SAP?

If you are an enterprise that operates in several different countries in the West and in-depth reports and visualization of your company’s data are important to you, the Workday HCM solution may be your best bet. However, if you do business outside the US, UK, France, or Canada, consider SAP SuccessFactors.

What is the difference between SAP and Workday?

The only difference between these two vendors is that workday relies on a partner network to implement it while SAP relies on its internal resources.

What is an HR minimum salary?

The average starting salary for an HR Manager in India is around ₹ 2.8 Lakhs per annum (₹ 23.3k per month). A minimum of 3 years’ experience is required to become a Human Resources Manager. What is the highest salary for a HR Manager in India? The highest salary an HR Manager can earn is ₹ 17.4 Lakhs per annum (₹ 1.4L per month).

Does HR make good money?

What is the lowest HR salary?

While ZipRecruiter sees annual salaries as high as $93,000 and as low as $32,500, most HR Professional salaries range from $48,500 (25th percentile) to $73,000 (75th percentile) and the highest earners (90th percentile) making $88,000 a year across the United States. States.

What is a good starting salary for HR?

While ZipRecruiter has seen annual salaries as high as $64,500 and as low as $26,000, most Entry Level HR Generalist salaries range from $37,000 (25th percentile) to $52,500 (75th percentile) with high-end (90th percentile) earning $57,500 per year ) United States.

Do people in HR get paid well?

The median annual salary for an HR manager with a bachelor’s degree is $126,230, according to the US Bureau of Labor Statistics (BLS). Source: US Bureau of Labor Statistics (BLS) median salary 2021; projected employment growth to 2031.

What is the expected salary of HR?

HR Manager salary in India ranges between € 2.8 Lakhs to € 17.4 Lakhs with an average annual salary of € 6.4 Lakhs. Salary estimates are based on 58.1k salaries received from HR Managers.

What is a good starting salary for HR?

While ZipRecruiter has seen annual salaries as high as $64,500 and as low as $26,000, most Entry Level HR Generalist salaries range from $37,000 (25th percentile) to $52,500 (75th percentile) with high-end (90th percentile) earning $57,500 per year ) United States.

Can you make 100k in HR?

Yes, you can make $100,000 a year as a human resources generalist. Although possible, it is unlikely that he will earn over $100k as a human resources generalist as higher paying jobs do not usually earn more than $72,000 per year.

Do HR jobs pay well?

Yes, HR jobs pay well. While entry-level jobs in HR may pay salaries as low as $40,000 per year, more senior positions can easily earn salaries in excess of $100,000 per year. An entry-level position in human resources may provide a salary on the lower end of this salary range.

What are the 6 HR functions?

Here are the main functions of human resources to help move your company forward:

• Recruitment, hiring, and onboarding.
• Human resource planning.
• Benefits and compensation.
• Performance management.
• Training and development.
• Employee involvement.

What are six examples of human resources? Human resources is the person or group of people at a company that manages everything related to its employees. This includes “but is not limited” to “hiring, maintaining a budget, recruiting, managing benefits, ensuring employee satisfaction, implementing company culture, and training new employees.

What are the 5 main areas of HR?

Human Resources manages 5 main functions: talent management, employee compensation and benefits, training and development, compliance, and workplace safety.

What are the 5 P’s in HR?

As the name suggests, the 5P Model is based on five constitutional elements: purpose, principles, processes, people, and performance.

What is the most important in 5 core specialties of HR?

Recruitment and onboarding are by far the most important areas in HR management. Hiring candidates who align with your organization’s culture and values ​​will maximize your productivity and growth. To recruit the right candidates, your HR team must: Understand the recruitment needs of the various departments.

Does HR use Excel?

Since its inception in 1985, the Microsoft Excel spreadsheet has been almost synonymous with HR departments. MS Excel is still often used by HR managers for basic HR functions such as payroll, attendance, and annual leave, especially those in small businesses or start-ups that don’t need the complexity of larger corporations.

How to write HR in Excel? In the Format Cells box, click Custom in the list category. In the Type list, click h:mm (for hours and minutes), and then click OK.

Do you need to know Excel for HR?

Using Excel is easier, faster and cheaper than relying on IT for reporting, and chances are your HR team has one or more people who are at least a little familiar with it. However, most users’ skills do not go beyond simple tracking and using reports created by others.

Is Excel required for HR?

Excel has proven itself time and time again to be a very cost-effective and flexible tool for small businesses to manage HR tasks. Small businesses use Excel for an area of ​​HR administration, such as managing time sheets, employee absences, managing payroll, or defining contractor relationships.

What knowledge do you need for HR?

Most HR generalists need to be analytical and data driven. An HR manager’s competencies must include the ability to understand key HR metrics, such as recruitment, engagement and retention, and employee value and performance. Having some knowledge of Excel is a big plus.