Background Checks

Background checks are a critical component when recruiting.

When it comes to your company, you cannot afford to make a poor hiring decision.

Conducting a background check will reduce your risk in making a poor decision by confirming the details of an applicant.

So why perform a background check? Here are a few reasons:

1) Employers no longer feel safe they are getting what they are think. Employee negligence is on the rise and company's cannot afford to have situations where the actions of an employee have caused damage.

2) Executives, Officers and Directors face greater scrutiny in their actions.

3) Individuals are supplying false information on their resumes.

4) Legally you may be required to conduct background checks.

Ensure you are being reasonable with the checks you are conducting. You will not need to conduct the same check on every applicant. Make sure you obtain their consent and protect your business.

Simple Management Tips

Just how much detail do Managers need? In today’s hectic world, keep it simple. Why make things more difficult than they are.

We spend our management lives working out how to have a productive team that’s not going to leave us in the lurch. Here’s some easy, practical steps – without complicating things.

Recruit Well

1. This is the most essential step in the process - hire the best. Hire someone that is better than you. This is not a time to be cheap. The cost of replacing someone will be more expensive in the long term.

2. Look at the behaviour and find the right fit. Skills can be taught.

3. Make sure people will want to come and work in your company. You do this through the culture you have created which is a reflection of the leadership team. What values do you instil?

Business as usual

4. Welcome your new staff member and make them feel like part of the team from the first day. Don’t leave them alone to work things out. Find a buddy for them and give up your time for them.

5. Be performance minded. Set goals and let the person know what is expected of them.

6. Provide leadership to the individual and the team. Lead by example. Remember, monkey see - monkey do!

7. Give positive feedback as much as you can, even informally. We all remember when something nice is said to us.

8. Make sure you have a system for rewarding and recognising individuals when something has been achieved – no matter how small.


Moving On

Remember that the true test of a good manager is who will come after you. Have you developed your successor? Who is the future leader?

The true test of a good manager is someone that does themselves out of a job!

2009 Community Housing Salary Survey

The 2009 Community Housing Executive Salary Survey has been completed and is now available for purchase.

Respondents to the survey received a copy at no charge. We thank all respondents for their support.

The roles of CEO, CFO and General Manager have been surveyed and the results are available.

If you would like to purchase a copy, contact retain HR at mail@retainhr.com.au.

Check out the Retain HR web site

http://www.retainhr.com.au/

Top Tips to Attract and Retain Your Team

· Pay employees fairly – make sure you know their market value – they will!

· Treat each and every employee with respect. Show them that you care about them as people, not just as workers.

· Praise accomplishments and attempts both large and small. Praise at least 4 times more than you "criticize" and do so both publicly and in private. Convey praise both verbally and in writing, as soon as possible and ensure it is done sincerely.

· Clearly communicate goals, responsibilities and expectations.

· Let them make mistakes and help them learn from it.

· NEVER criticize in public, in front of customers or the team.

· Recognize performance appropriately and consistently. Reward outstanding performance. Do not tolerate sustained poor performance – coach and train or remove!

· Involve employees in plans and decisions, especially those that affect them. Solicit their ideas and opinions. Encourage initiative.

· Create opportunities for employees to learn and grow. Link the goals of the organization with the goals of each individual in it.

· Actively listen to employees concerns – both work-related and personal.

· Share information promptly, openly and clearly. Tell the truth… with compassion.

· Celebrate successes and milestones reached.

· Create an organizational culture that is open, trusting and fun!

Introduction to Clare McCabe

Clare has extensive Human Resources Management experience in large Australian and multi-national companies, developing and implementing programs aimed at improving staff satisfaction and employer profitability.


Her experience is across a number of industries including banking, technology, financial services, manufacturing, transport, logistics and engineering sectors where she has worked both within organisations and as a consultant.


Clare also has had the benefit of working in the USA as a General Manager. In this role, Clare was responsible for developing and managing the strategic plans for the region to ensure profitability and financial goals were achieved. Clare was also responsible for implementing new systems and structures, which would enable continued and sustainable growth across North and South America.


Since returning to Australia, Clare has established her own business (www.macpachr.com) where she works in partnership with her clients to ensure they are provided with tailored HR solutions, that align with each company’s goals and objectives, enabling them to achieve continue growth.

Clare has also established a strategic alliance with Craig McGregor called Retain HR which provides innovative and unique HR and Recruitment solutions for your business. Keep an eye out for the new website www.retainhr.com.au

Mobile Phone Etiquette in the Workplace

Should people be allowed to answer and use their mobile phones in meetings? Is it a temptation that is just too distracting or simply part of doing business today? Would you answer your phone in front of a customer? Do you know what is expected of you when you are given a work mobile?
Mobile phones have made it possible for us to stay in touch but they can also be irritating and annoying to team mates and customers.

Is there mobile phone etiquette? Here is a list of do’s and don’ts – but create your own within your business so your team know what behaviour is expected.

DO’s

1. Maintain privacy for you and others around you when using your mobile phone. Step away from others or go outside so you cannot be overheard.
2. Change your profile to silent, or turn your phone off while in meetings or conferences. No one wants to be distracted.
3. Don’t discuss confidential matters in public areas.
4. Remember that mobile phones are not the most cost effective method of communicating.
   If you need to, let the person you are speaking with know that you are on a mobile phone and why the conversation must be kept brief.
5. Remember to used your phone wisely and be aware of the security and confidential nature of information you are discussing.

DON’T

1. Take call of answer calls when in queues or being served by someone. How can they provide customer service if you are not interested?
2. Talk loudly into your cell phone.
3. If you cannot be heard, arrange another time for a call.
4. Don’t use loud ring tones on your work mobile. What you use on your own mobile is your choice – but always maintain a professional approach in business.
5. Never answer your mobile during meetings of any sort – at work or at customers. Everyone deserves your full attention.
6. Use your work phone for personal phone calls.
   

Etiquette, no matter where you are will help ensure that you maintain excellent working relationships with everyone around you. Make sure everyone in your business is aware of what you expect.