Creating an Exceptional Candidate Experience: Respecting Effort and Cultivating Connection

Respecting the time, effort, and experiences of job applicants is at the core of a successful recruitment process. Candidates put in so much effort into crafting their applications and participating in the interview process. As recruiters, it is our responsibility to reciprocate that dedication by providing an exceptional experience.

One way to do that is by giving candidates a warm welcome. Creating a comfortable and friendly environment right from the start can make a huge difference. When a candidate arrives, we make sure to greet them with a friendly and welcoming demeanor, putting them at ease. It sets a positive tone for the interview and helps establish a personal connection. We like to engage in a friendly discussion, ask about their interests, hobbies, or anything we might have in common. It just helps to create that comfortable atmosphere.

Another important aspect is providing context and clarity. We've learned that taking a few moments at the beginning of the interview to explain the interview format, structure, and expectations can really alleviate any anxiety or uncertainty candidates may have. It empowers them to present their skills and experiences with confidence, knowing exactly what to expect from the process.

During the interview, being attentive and responsive is crucial. We pay close attention to the candidate's non-verbal cues, like their body language and facial expressions. It helps us understand how they're feeling, and we respond empathetically, acknowledging their comments and providing feedback where necessary. Actively listening to candidates makes them feel valued and heard, and that's so important.

We also like to use open-ended questions during interviews. These questions encourage candidates to share their experiences, skills, and perspectives in more detail. It gives them the opportunity to express themselves freely and really showcase what they can bring to the table. And of course, we always give them enough time to express their thoughts and engage in a meaningful conversation.

Interrupting candidates during interviews is something we try to avoid as much as possible. Unless it's necessary for clarification, we let candidates express their thoughts without any interruptions. It shows that we respect their ideas and creates a more comfortable and flowing conversation.

Towards the end of the interview, we make sure to explain the next steps in the hiring process. We want candidates to have a clear understanding of what comes next, including the timeline for decision-making and any follow-up actions they should expect. This transparency helps reduce uncertainty and keeps candidates informed.

And here's something we love to do - We always invite candidates to ask any questions they may have. We want them to feel that their input and concerns are valued. Encouraging questions shows that we're interested in their perspective and helps create a more open and honest conversation.

Finally, we make it a point to express genuine appreciation to candidates. At the end of the interview, we thank them sincerely for their time and interest, regardless of the outcome. We want them to know that their contribution is valued and that we genuinely appreciate their participation.

By recognizing and valuing the contributions of applicants, we create an environment that not only attracts top talent but also cultivates trust, transparency, and professionalism. When we communicate seamlessly, provide timely feedback, and genuinely care about the well-being of candidates, we ensure that every individual who engages with our hiring process feels respected, appreciated, and ultimately gains a positive experience.

How HR and C-Level Executives Work Together to Drive Success

In any organization, the relationship between the Human Resources (HR) and the C-level Executives is crucial for the success of the business. HR plays a key role in managing the company's most valuable asset, its employees. By working closely with the C-levels, HR can help ensure that the company's overall strategy is aligned with its human resources strategy, which can ultimately lead to better outcomes for employees and the business as a whole.

HR and C-level executives may have different day-to-day responsibilities, but they share a common goal, driving the success of the organization. HR is the lifeblood of the company, responsible for recruiting, training, and retaining top talent. Meanwhile, C-level executives are the strategic visionaries responsible for managing finances, operations, and making key decisions that shape the future of the company.

The dynamic partnership between HR and C-level executives is essential to a thriving organization. HR provides the tools and resources needed for employees to excel, while C-level executives keep a watchful eye on the big picture to ensure that the company is on the right track. When these two departments work in tandem, they create a powerful force that drives success.

To facilitate the relationship between C-level executives and employees, HR can take the following steps:

Establish open lines of communication

HR can act as a bridge between employees and the C-levels by facilitating communication between the two groups. This can be achieved through regular employee feedback sessions, town hall meetings, and other forums that allow employees to express their opinions and concerns directly to the C-level executives.

Align HR strategy with business strategy

HR should work closely with the C-levels to ensure that the company's human resources strategy is aligned with its overall business strategy. By doing so, HR can help the company achieve its goals and ensure that employees are fully engaged in the process.

Provide leadership development programs: HR can help C-level executives develop their leadership skills by offering leadership development programs. These programs can include training in areas such as communication, conflict resolution, and emotional intelligence, which can help C-level executives better understand and relate to employees.

Promote employee engagement

HR can help C-level executives foster a culture of employee engagement by providing opportunities for employee recognition, career development, and work-life balance. By doing so, employees are more likely to be invested in the company's success and more willing to go the extra mile to achieve it.

Provide regular feedback

HR can provide regular feedback to the C-levels on the effectiveness of the company's human resources policies and procedures. This can include data on employee turnover, satisfaction, and engagement, as well as feedback on specific programs or initiatives.

Share the pulse

HR holds the key to understanding the team and what will drive change and build trust. It’s important to align on key topics that create a sense of feeling belonging and value among the team.

In today's fast-paced business world, it's more important than ever for HR and C-level executives to work together. By leveraging each other's strengths and expertise, they can create a culture of collaboration and innovation that sets the company apart from the competition. Let's celebrate the powerhouse partnership between HR and C-level executives and the incredible things that they can achieve together.

Employee or Contractor? One of the Most Expensive Mistakes Startups Make

When a small business opens its proverbial doors, it rarely needs an onslaught of full-time employees. Many business owners start small. They hire consultants and freelancers as needed, to keep costs down. As the business grows, the need for those workers increases. Suddenly, there are contractors working full-time hours. Or are they employees now?

Considering the cost of employees, it’s easier to say, “no”. Employees are expensive. Think of the overtime, the benefits, the tax and payroll expenses, the government regulations, to name a few. So, why not keep these workers as contractors and call it a day?

A well-meaning business owner might not realize that this is illegal. Misclassification is a common violation of the Fair Labor Standards Act (FLSA). Violating the FLSA is time-consuming and expensive. 

What Makes A Worker An Employee?

There is no cut-and-dry way to determine whether a worker is an employee or contractor. However, most workers are employees. The Department of Labor (DOL) offers some factors that the U.S. Supreme Court considers significant in determining a worker’s classification. But that, too, isn’t crystal clear.

When considering if a worker is an employee, consider some of the points below:

• Do you pay this person as part of employee payroll?

• Do you define their working hours?

• Do you provide the necessary equipment and/or software to do their job?

• Do you require them to submit time off requests?

• Do you have contractors reporting to other contractors?

If you answered “yes” to any of the above questions, that worker is an employee. 

Contractors are their own employers, and those who pay them are clients. They provide their own equipment, determine their own hours for the most part, and have more freedom to make decisions and take action than employees. 

Some small business owners believe it’s up to their discretion whether a worker is a contractor or employee. Some industries have a long history of misclassifying their workers as contractors. Others believe that if a worker signs a contract stating they are a contractor, then they’re protected against misclassification. 

None of these beliefs are true, and none are a legal defense against misclassification.

State Requirements

While the Federal government does not have any single test to rely on, states may have their own standards, requirements, and penalties. 

California is known for having strict requirements for classifying workers as contractors. They employ the “ABC Test”. Per state legislature, an employee must meet all three of the following criteria:

• The worker is free from the control and direction of the hiring entity in connection with the performance of the work, both under the contract for the performance of the work and in fact;

• The worker performs work that is outside the usual course of the hiring entity’s business; and

• The worker is customarily engaged in an independently established trade, occupation, or business of the same nature as that involved in the work performed.

Employers should be aware of the worker classification laws in every state in which an employee works.

The Cost of Misclassification

Tax penalties can go back as far as three years and include daily interest.  The penalties can equal nearly half of that worker’s wages over those three years. If an employer is found to have misclassified employees on purpose, they could face jail time and up to half a million dollars in fines. 

And that’s just the IRS.

The DOL has its own penalties and regulations. Similarly, they can go back as far as three years.In many states, these penalties and restrictions go far beyond Federal requirements.

This is only scratching the surface of penalties. Government misclassification assessments can lead to these same agencies and others conducting in-depth audits only to find more potential liabilities. 

Finding the Right HR Support

Staying on top of state and federal employment is complicated and time-consuming. Business owners have enough on their plates. When hiring a full-time HR employee doesn’t make sense, contact an HR consultancy. They provide the HR support you need, and only the support you need.  They provide only the HR support you need, whether you’re at employee one or one hundred.

PageHR can help you audit your employee classifications. to assist in keeping your business compliant. We will guide you and keep you compliant. If you are unsure of your current workforce classification, we can help you get back on track and stay on track. We work with clients to assess and build your HR initiatives from the ground up.

“The world is changing every day. It is always better to walk the compliance path with an experienced team of professionals behind you!” - Mel Femyer, HR Generalist

Contact us today to see how we can support your business.