Tips for Hiring Great Temporary Specialists in SoCal

Your Los Angeles or Orange County company may need more workers as your business starts growing again as the economy continues to improve.

Yet you probably don’t really know how fast you’ll grow, in what areas you’ll grow and if you’ll be able to sustain that growth over a year or more.

Irvine staffing

Bringing on temporary specialists could be the answer.

Bringing temporary specialists in for one or a few days, or even for several weeks if not months, can help you grow your workforce as needed in the next few months…and then cut back if necessary .

Yet hiring great temporary specialists isn’t as cut and dried as simply calling up or emailing your go-to workforce management partner and discussing your current needs.

Many folks who work for staffing companies register with several staffing companies.

This is normal. After all, a specialist’s favorite recruiting firm may not have an opening for the specialist when he or she comes off from one assignment and needs another. It’s therefore savvy for folks to register with more than one staffing company.

Which means you may be competing for their services.

That’s right: many temporary specialists are extremely sought after by the staffing firms with which they’re registered. They have proven themselves to be reliable and trustworthy. Or they may have highly sought-after skills AND have proven themselves to be reliable and trustworthy. They also may have multiple offers for assignments with possibly higher hourly wages.

Our point? Our clients have found that they, too, need to stay sharp and on top of their game when it comes to hiring the best temporary specialists for their assignments!

How to beat your competition and hire the best-of-the-best.

  • Make your hiring decision quickly.

Working with a staffing agency means that their candidates are pre-screened. You know they have been vetted and pre-qualified.

When interviewing specialists sent by your staffing partner, move quickly. Have just one or no more than two people interview them. Use a qualified fit assessment to make sure they have the skills for the work and will fit in. (Consider giving this assessment tool to your staffing partner so that they can do so when they interview the specialists.)

Aim to let your staffing partner know as soon as possible whether or not you want the candidates: end of day, or the next day is best, yet no more than three days.

  • At the interview.

Be extremely clear regarding duties and expectations. Explain them again, if necessary. Make it clear that you’re happy to answer any and all questions.

If there’s a chance the assignment might lead to the specialist being hired on to your payroll, do say so, but don’t give false hope. If there’s a 50/50 chance, say so. The same goes for if there’s only a 10 percent chance. Bottom line: don’t provide false hope. It’s better to surprise someone with good news – you want to hire them – then it is to set their expectations too high.

If the assignment end date is unclear at the time of the interview, let the candidate know so. Be as honest as possible: if the assignment definitely won’t be extended, say so.

If you often provide letters of recommendation for temporary specialists, let the candidate know. The candidate isn’t your employee, of course, but letting the candidate know that you do write letters for exceptional work is a definite selling point for your position.

  • When the specialist is working on assignment.

Treat the specialist as much as possible as a regular employee. Many specialists tell us they often feel like second-class citizens and will leave an assignment before its official end if they are offered one (via another staffing firm).

Onboard the contractors as you would a regular employee (minus the employee benefits conversation, of course). Touch base with them often and provide them kudos regularly (and be sure to let the staffing firm know, as well).

Include them in small team gatherings, such as Friday pizza parties (when your employees work in person together again), and so on.

Many of our clients are starting to bring on more temporary specialists.

We have many terrific specialists in our ATS but the best ones are taken quickly. Reach out to the Helpmates branch nearest you and let us know all about your workforce needs as the economy improves.

Why Your Job Candidates Want You to Text, Not Call

Yes, it’s true: job candidates much prefer a text from a recruiter than receiving a phone call.

You probably can guess why from your own experience: a phone call is very disruptive. You don’t know if the call will take one minute of your time or 20. You don’t know if the caller is bringing bad news or good. If you don’t recognize the number, you probably think it’s a scammer, so you ignore it.

Gardena recruiters

The good news, for recruiters….

Texts have an open rate of more than 90 percent within the first three minutes of being received.

That said, here are some additional great reasons to move from a phone call to texting, at least for your first few contacts that aren’t filled with details (detailed information is best heard and understood via a phone conversation, so that the recipient can ask important questions, etc.).

  • Messaging shows candidates you value their time.

Time, even though it feels to pass so slowly during the pandemic, nevertheless feels quite precious right now. We have so much on our plates and answering a call when we don’t know how long we’ll be engaged in conversation just feels as if the caller is asking too much of us.

  • Candidates can look at the message — and reply to it – when THEY feel ready.

Answering a ringing call now feels so disruptive, as if we have to drop everything. And what if it’s bad news or we’re asked for information we don’t have. What if we don’t answer it right away? Have we lost out on some great opportunity?

But texting etiquette has evolved: We used to feel we had to answer a text within mere moments, but we now feel more and more comfortable looking at it and then replying later. This thus gives them the chance to respond in a more professional way, when they’re not in a meeting with their boss, etc.

  • Younger candidates actually feel a text is more personal.

Millennials and members of GenZ have come to think of text as more personal: after all, it’s often how they “chat” with their friends and family over the course of  a day.

This personal touch can really help a recruiter since many people think of the recruiting process as impersonal (having to jump through a website application’s hoops, for example….).

  • You can say goodbye to taking “too long” to acknowledge a candidate’s application.

A big pet peeve of job candidates is that they apply for a job and then they hear…nothing. Sure, they may receive an automatic email, but many people (younger ones particularly) barely look at email anymore and only if necessary (such as for work).

Instead, setting up an automation tool that allows you to text someone that your company has received their application is often (as mentioned above) seen as a “personal” response to their candidacy: it helps make for a much better candidate experience.

If your Southern California company needs workers for temporary, temp-to-hire and even direct-hire assignments, call the Helpmates office nearest you for information on our recruiting, staffing and placement services.

Avoid These Recruiting Marketing Mistakes

Does your company start hiring someone only as soon as you have a need? That is, do you whip up a job posting only when a hiring manager requests a replacement or needs to fill a new position?

If so, do you find yourself scrambling to source and recruit great talent? Probably, right? And that’s certainly an unpleasant place to be, always feeling pressure to hire quickly.

Irvine recruiters

But what if your company made a habit of creating a talent pipeline? What if you always looked for people with certain skills for certain positions? And what if you created relationships with these folks so that when you do have a need, they’re eager to apply?

How would that change the caliber of your hire? Pretty darn well, actually.

Hiring “just in time” is just one recruiting mistakes you might be making. Here are three more.

  1. Not following up after a virtual recruiting event.

The COVID-19 pandemic has meant a lot of recruiting’s tasks are performed online, including recruiting events and career fairs. And even though a lot more people are out of work this year than the beginning of March last year, it’s pretty much up to you, the recruiter, to follow up with candidates.

Remembering the talent pipeline warning above, it’s smart to reach out to candidates as soon as the event is over, especially those who appear the most promising. Keeping prospective candidates engaged means you have a much better chance of hiring the best talent when you need them.

What kind of “reaching out” should you/could you perform? Why not use an automated tool to ask candidates what they thought of the event and/or your company? Text or email them to tell them about next steps (if you have immediate hiring needs). Keep in touch with everyone you met with a newsletter. (This is terrific for pipeline building, as mentioned above.) And so on.

  1. Not hiring quickly when there IS an opening.

Too many companies make the hiring process far too long. Weeks, even months long. Hiring a mid-level person should take no more than four-six weeks, tops, from the time the job is posted to when an offer is made.

So no more posting a job when it’s “under consideration.” Post it only when the hiring manager is actually ready to hire. Posting when they’re just “thinking about it,” or you and they want to fill the pipeline in this way isn’t smart: you’ll alienate candidates who wait to even hear from someone about an interview, let alone making them angry if they find out there’s no actual need right now.

Instead, work to shorten the gap between when you start accepting applications and when you make someone an offer.

  1. Not using visual content in your messaging.

As you send emails, don’t be shy about using video. Video is a great eye catcher and one of the most engaging types of content.

As you keep in touch people who have expressed interest in working at your company (whether you meet them via a networking/hiring event or they’re not hired for a job to which they applied, etc.), you should be emailing them regularly with information about your company and careers within it.

What types of videos? Videotape current employees about what they like most about working at the company. Create a “day in the life” video of people who work in certain roles. Put together an interactive quiz filled with “did you know?” facts about the company.

Partner with Helpmates for an always available talent pipeline

Helpmates continuously recruits for our clients’ changing needs. That means we always have a healthy pipeline filled with people looking for work. Contact the branch nearest you for more information for your temporary, temp-to-hire and direct-hire staffing needs.

Giving Yourself a Recruiting Degree

No college offers a recruiting degree or one in sourcing. Although there are some very good training programs available, most of what recruiters learn, they pick up on the job.

Los Alamitos staffing

One of the most important parts of recruiting is sourcing candidates. Where can they be found? This involves a good bit of detective work. The recruiter needs to do a lot of research. He or she needs to know where to look.

Some of the sources for talent are rather apparent – websites such as LinkedIn and Indeed can yield many of the people the recruiter is looking for. But to get at all of the talent out there, the recruiter needs to look beyond these more easily accessible sources, and to do this he needs to collect information. Here are some good strategies recruiters can use to gather the information they need to source job candidates.

  • Information on competitors

Recruiters need to keep data in their files on the competition to know what they are up against and what kind of talent competitors are getting. The recruiter needs to know the strengths and weaknesses of companies in their market. Recruiters need to collect salary and benefit data on the companies, as well as employee reviews.

  • Marketing

This is now an important element of a recruiter’s portfolio. Recruiters need to know where which hashtags are the most useful, how to create or post the most interesting content, as well as how to manage a social media calendar. To attract and locate the best candidates, recruiters need to be proficient in the use of social media, which has become one the most important aspects of the job.

To do recruitment marketing well, recruiters again need access to information on marketing and how to do it effectively. The recruiter needs to gather the information, organize it and have it on file for when it is needed.

  • Web browser extensions

Some recruiters recommend web browser extensions as an efficient way to store contact information, as well as tracking and mining data and staying organized.

  • CRM

Experienced recruiters also recommend a CRM database to store information about job candidates. These could be people who have applied for jobs in the past but were not hired, people who were referred by current employees, or internal job candidates. This will help a recruiter develop a pipeline of candidates.

  • Lists

Recruiters also need to put together listings of certain information, such as professional associations, and lists to help with data mining, scraping and extracting.

  • Keeping track of metrics

This will help a recruiter to determine where the best talent is located, and the best way to approach job candidates to increase the chances of success.

For example, it will help sourcing to determine how many times a recruiter needs to contact a candidate before they get a response. Recruiters also should maintain a database of which types of messages are most effective, and keep track of emails to see when they are accessed.

Other important information to maintain:

  • Where the best candidates are coming from.
  • How long it takes to someone to apply for an opening.
  • How long it takes from initial contact with a job candidate until the person is actually hired.
  • Whether candidates who have been sourced by the recruiter move through the hiring process any faster than those who have applied for a job on their own.

Looking for great people for temporary, temp-to-hire and even direct-hire opportunities at your Southern California company? Let us help you! Contact the Helpmates branch nearest you to learn more about our recruiting services.

Performance Review Strategies for the 2020s

No one enjoys performance reviews – neither managers nor workers. But when done well, they truly can help a supervisor gauge a person’s progress, or lack thereof.

Here are a few strategies to use to make your performance reviews as effective as possible.

Buena Park recruiters

  1. Set an agenda for the meeting.

Begin the meeting by letting the employee know what you will be talking about, so the person knows what is coming. For example, you can tell the employee that you will first talk about how their job has been going, then about areas where he or she can improve or grow, and then things you both can do to make the job more meaningful for the person.

Also during the meeting, you should take notes of everything that was covered. These can be very helpful going forward if there is any question about what was discussed or agreed upon.

  1. Ask for the worker’s opinion.

Before you begin the review, get input from the employee. Find out how they think the job is going. Giving the person the opportunity to express their opinion will help get the meeting off to a good start. It will also help to give you an idea of the employee’s mindset and attitude.

Indeed, the employee may volunteer information about where they can improve and new projects he would like to undertake.

  1. Give positive feedback.

Again, it helps to begin by giving positive feedback to the worker so that they know their work is recognized and valued. Be as specific as possible. For example, if the person has done a good job completing a particular project or handling a tricky negotiation, you should let them know about it.

  1. Talk about ways to grow in the job.

No matter how well someone is doing in a job, there are always areas where they can improve. And you are not doing your job as a supervisor if you are not helping your people grow in their jobs. You have to think about what the person can do to prepare for positions they would like to hold in the future.

What skills does the person need to grow in the job, and what can you do to help the person acquire those skills?

Conversely, if the person is struggling, you would focus on giving them useful feedback. The focus would be on the skills the person should be building in order to improve their performance. You should be able to provide specific examples of how the person can make improvements

  1. Talk about future goals.

You also need to talk about where the person is headed. Are they looking for a promotion? Are you planning on assigning them to a new project? What performance issues need to be addressed if the person is to succeed with the company in the long term?

  1. Ask questions.

Finally, come back around to the employee’s opinions. Go into more detail about the opinions they expressed earlier in the review. Probe a little more deeply. Ask how they feel about the job, what is going well and what isn’t. Find out what kinds of goals they have.

The employee may have touched on these issues earlier, but it is always good idea to delve a little more deeply. Allowing the worker to express their feelings will help with engagement and productivity.

Traditionally, employee performance reviews have been held once a year. But many companies now realize that such meetings need to be held more often, at least several times during the year, if they are to be of real use to everyone involved. Ideally, managerial feedback should be an ongoing process.

If your company needs to replace an employee due to performance issues, contact the the Helpmates branch nearest you to learn more about our recruiting and placement services.

When It’s Raining Job Candidates

Before the pandemic struck, employers were struggling to find people to fill open positions. But the pandemic has changed that in many respects. There were almost seven million jobs available in October (latest figures available), but in November (latest figures available) nearly 20 million people were getting some sort of unemployment benefits.

Gardena recruiters

What this leads to is more people applying for openings, and companies faced with more candidates to screen. Moreover, many people are simply sending in applications for anything that looks remotely like something they might be qualified for. This causes a lot of headaches for recruiters and hiring managers and results in hiring processes taking longer than they should.

So, in the midst of this glut that is clogging the hiring pipeline, what can companies do to improve the process and improve their hires? The answer is to provide clarity and openness – about the requirements for the job, the duties, the pay, the application, and the hiring process itself.

  1. Job Requirements

When posting job ads, most companies frame job requirements in terms of education and experience, which actually may have little to do with the actual skills needed for the work. Moreover, requirements are often expressed in abstract terms whose meanings may be clear to the hiring manager, but no one else.

Rather, the job requirements should focus on the skills, knowledge and abilities the person actually needs to do the work and how these skills will be measured.

  1. Job Duties

Too often this is a general description filled with language that sounds more at home in a courtroom than a job ad. Companies need to show what the job is really like. To do this, they should include things such as photos, videos or a podcast to describe it. Candidates need to see all aspects of the job, both the good and not so good parts.

  1. Salary

There is no reason to keep salary information hidden on the assumption it will strengthen the company’s negotiating position. This is not a useful approach. Nor is discounting candidates who ask about salary early in the process.

Again, companies need to be open about salary, including a pay range in the job posting.

  1. Application

Too often the application is long and detailed, prompting many qualified candidates to simply look elsewhere. Sometimes companies ask candidates to upload a resume into an applicant tracking system and submit an application, which is a recipe for candidate frustration.

Applications should be as easy as possible to complete. You need to consider what information you really need at this initial stage of the process. Do you really need a Social Security number and references at this point? The simpler the application, the more likely the candidate is to complete it.

  1. The Hiring Process

The hiring process at many companies is often rather mysterious. Not many understand how it works, why it is set up the way it is, or how long it should take.

Companies need to be transparent about the hiring process. In fact, some recruiters advocate putting it online, offering regular email updates as to where things stand. Moreover, hiring managers need to be accountable for evaluating candidates according to established criteria. They should not be allowed to kick the can down the road, to hold candidates in limbo. They need to review resumes and applications with an eye toward skills and not simply education and experience.

Changing these things will make the whole process less of a numbers gambit, but rather an effort focused on finding someone who can do the job and add value to the company.

Helpmates can help you sort through “too many” job applicants so that you interview just the top candidates. Contact the recruiters at the Helpmates branch nearest you to learn more.

Best Practices for Hiring a Diverse Workforce

To hire a more diverse workforce, you need to start by taking a step back and looking at your hiring process from start to finish, from advertising an open position to onboarding. You need to look at everyone who will come into contact with the job candidate to ensure they are all working together to convey an open and inviting environment. Here are some areas to look at.

La Mirada Staffing

  1. Salary

It’s been a common practice for employers to ask candidates for their salary history during job interviews. They use it often to determine the salary for a new hire, simply bumping up the pay from the person’s previous job. But this is not a good practice in general and especially if you are looking to increase diversity in your workforce.

First of all, if you want to hire good people, you need to offer competitive salaries, regardless of what the person made at his or her last job. It should be based on the responsibilities of the position. This is particularly important if you want to attract minority workers, who often are underpaid.

  1. Company Culture

When recruiting job candidates, a business needs to highlight the company culture, which may help to attract a more diverse group of people. For example, you can list the different types of benefits it offers, such as paid time off, support for pregnancy or adoption, parental leave policies, disability leave, and other support services.

Employees of different ages, genders and backgrounds will all have different needs, so focusing on what you offerthese different groups may help increase diversity.

  1. Flexibility

You certainly need to have a minimum set of standards when hiring. But too often companies only consider people who have qualifications that fit the job description exactly. This eliminates many good candidates and it has a stifling effect on diversity.

You should cast your net wider, maintaining more flexibility when it comes to related experience. When hiring, you need to think not just about skills and experience but forming a team of diverse personalities and backgrounds. It is this diversity that will help the team perform better because the exposure to different viewpoints and perspectives will spark creativity and innovation.

When evaluating experience, look beyond the amount of time a person spent in a job to the value of the work they did, what they accomplished, what they learned, even if their tenure was not as long.

The same is true for education. Rather than requiring a specific set of educational credentials, companies should be willing to consider a combination of education and experience. This again allows for a broader reach and a more inclusive approach which will improve diversity.

Companies need to bring consistency to their hiring practices, focusing on a core set of skills and knowledge for each position. This focus will help to reduce more subjective judgments of hiring managers from creeping into decision making, the kinds of judgments that are more likely to be influenced by the biases of the interviewers, whether they are conscious of them or not.

These prejudices may undermine your efforts at diversity because they may be discriminatory against certain people or groups.

  1. A Group Approach

The group of people interviewing job candidates should itself be composed of people with diverse backgrounds. Hiring managers need to consult with a range of people in the company to get a variety of viewpoints and feedback on candidates. This too will help to winnow out hidden bias.

Hiring for diversity may take longer than it did before. If you’d like some help, contact the Helpmates branch nearest you to learn more about our own recruiting practices.

On the Lookout: Recruitment Trends for 2021 and Beyond

Technology and the competition for talent are changing the recruiting landscape significantly. Artificial intelligence and data analytics are giving recruiters powerful tools to locate, evaluate and communicate with job candidates. These digital tools are also helping recruiters find passive job candidates as the recruiters become more aggressive in their search for talent. Here are some of the trends gaining momentum in recruiting and likely to become even more widespread in the future.

Irvine staffing

  1. Employer Branding

The competition for top talent is keen, and a company’s reputation and popularity have become increasingly important in attracting the best people. A brand name that stands out can make a real difference in recruiting, and that is why companies are focusing on branding.

Studies have shown that employers with strong brands get 50 percent more qualified applicants. More than 75 percent of job seekers check out the employer brand before they apply to a company.

  1. Automation

More companies are automating the recruiting process, a trend that will continue for the foreseeable future. The technology used for recruiting is becoming more sophisticated. Eighty-eight percent of all companies worldwide already are using automation/AI technology in their HR and recruiting efforts.

  1. Data analytics

Because of the large amount of data now available through applicant tracking systems and recruitment marketing websites, companies are able to analyze the data to help them make hiring decisions. They are using the data to determine what recruitment strategies are working and which are not.

Using data analytics improves hiring in a number of different areas, including the quality of the hire, and the cost and time to hire.

  1. Soft skills

Companies report that they are struggling to find workers with the needed skills. The shortage is especially acute with soft skills. Recruiting trends will focus on finding candidates who have demonstrated soft skills. According to some sources, two-thirds of all new jobs will depend heavily on soft skills, and the demand for such skills is expected to increase further into the future. These skills include such abilities such as collaboration, critical thinking, problem solving, and communication.

  1. Talent pools

Recruiters will be creating and using talent pools to a much greater extent in the future. They will be building their talent pools using both internal and external talent. Using current employees to fill open positions is a good way to retain employees and ensure a good fit for open positions.

  1. Artificial Intelligence (AI)

AI is helping recruiters handle some of the more routine tasks associated with the job, giving them more time to interact with candidates. It is also helping to improve the candidate experience. AI is expected to play a greater role in future recruiting.

Screening candidates is another task that AI is very effective at doing because it is much better than humans at minimizing bias in the process.

  1. Social media

This is a trend that has been gaining in popularity and is likely to become more so in the future. It has become so popular because recruiting on various social media sites really works. At least 84 percent of all companies recruit on social media (reported in 2017 so that percentage undoubtedly has increased since then).

  1. Candidate Relationship Management (CRM) tools

Companies are increasingly using CRM tools in their recruiting activities. CRM tools are software that is specifically designed to enable companies to manage and look after their job candidates. This is more important than ever because of the war for top talent.

CRM software enables companies to provide ongoing automated communication with candidates to keep them informed and to hold their interest during the hiring process.

These software tools also provide searchable databases to help build up a talent pool. They enable companies to screen applicants for desired qualifications, schedule interviews and conduct background checks.

2021: the year things more than likely improve in so many ways

Next year undoubtedly will only accelerate recruiting trends that started a few years ago. What’s more as Americans receive a coronavirus vaccine and the economy improves, we also expect it to once again become much more of a candidate-market, making it ever harder to find and hire top talent.

We look forward to these challenges as we work with our client partners helping them source, vet and place skilled workers for jobs of all types. We look forward to hearing from our clients whenever they have a staffing or recruiting need.

May 2021 be a wonderful year on so many levels for all of us!!

Follow These Steps to Create a Great Apprentice Program

Companies are constantly complaining that they cannot find enough qualified people to fill all of their openings, saying that job candidates just don’t have the skills that are needed.

Gardena recruiters

A survey earlier this year revealed that the problem is worse than ever – talent shortages at a ten-year high, with two-thirds of companies surveyed saying they were having trouble filling positions.

Workers also are frustrated. Only about one-third of college students believe their institutions are giving them the education and skills they need to prepare them for the job market and a good career. More students are complaining that a college degree isn’t worth the high cost.

This crisis is causing some companies to take action to solve it. In an effort to bring workers’ skills more in line with the needs of employers, some companies are establishing apprenticeship programs.

When most people hear the word apprenticeship, they think of an educational program associated with the trades.

But companies are now also using apprenticeships for professional jobs so that they can shape people into the kind of workers they need. Twenty-first century apprenticeships are work-based training programs used in a variety of jobs, including cybersecurity, healthcare, data analytics, engineering, hospitality management, and manufacturing.

Companies that offer apprenticeship programs report higher productivity, innovation and retention among their workers.

How Apprenticeships Work

One salient feature of this new kind of apprenticeship is that it is highly targeted toward specific individuals and specific jobs. These apprenticeships are customized to fit the particular needs of a company. A worker is paid while they get on-the-job training. As the worker advances in skill level, their pay increases proportionally.

While apprenticeships are tailored to specific needs, there are some general guidelines that organizational experts recommend to ensure the programs are as effective as possible. They are the following:

  1. Put together a team to develop the apprenticeship program and get it off the ground. Team members should include a cross-section of company employees, including people who provide services to customers, mid-level management and leadership.
  2. If looking for external support, identify any educational institutions, such as community colleges or universities, or other nonprofit organizations or state apprenticeship organizations that can help run the program.
  3. Have coaches in place to work with those in the program.
  4. Develop clear, measurable goals for the program, as well as determining exactly what skills and core competencies each apprentice needs to master, along with a way to measure these skills.
  5. Create a curriculum that is tailored to the core competencies and skills.
  6. Establish training schedules and wage levels.
  7. Put a process in place for evaluating the program and making changes as needed.

Industry Recognized Programs

If you want your apprentice program to qualify for national recognition within your industry, you can register it with the U. S. Department of Labor. There are three general criteria that must first be met in order to register – identifying a specific occupation that the program is designed for, developing a training plan and listing a training provider for the classroom element of the program.

When you register, you will have access to federal resources and technical assistance, qualify for state tax credits and the program also will offer a nationally recognized credential for apprentices.

It’s not too early to start finding newly-minted members of the Class of 2021 for your job opportunities. Contact the recruiters at the Helpmates branch nearest you for more information.

When Terminating an Employee Remotely

With many more employees working from home because of the pandemic, companies have had to make adjustments in the way they do things. Even with the help of technology, working with people in different locations presents unique challenges.

Los Alamitos staffing

One of those challenges arises when you need to let an employee go remotely. Doing it long distance requires some extra measures and preparation. Here are a few tips.

  1. Set up a meeting

When terminating an employee in person, you would usually set up a meeting, telling him or her you have something important to talk about. You would never simply end a conversation with, “By the way, you’re fired.”

The same etiquette applies to remote workers. It is simply bad form to abruptly send an email to the person telling them they’ve been terminated. Set up a virtual meeting first so you can give the person the time and attention they deserve. With remote workers, this may involve taking different time zones into account.

Also, during the meeting set up a time for a virtual exit interview and a timeline leading up to the employee’s exit from the company.

  1. Be open and honest

When talking with the person, be up front about the reasons for the termination. The news will most likely not be entirely unexpected if it is performance related because it will be the final step in a process. The person should be well aware of the issues that led to this point.

You also need to inform other employees about the termination and be ready to answer questions about the impact on them and the company.

  1. Be ready for questions

The employee will probably have a number of questions about their termination, questions related to administrative details such as severance pay and benefits. You may want to have someone from your human resources department sit in on the meeting to answer these types of questions. The employee will also probably have questions surrounding the reasons for the termination.

Again, it is important to be open and honest about the situation. This should help to maintain an amicable relationship with the employee, and he or she deserves no less.

You should prepare for these questions in advance. Put together written notes about everything that is likely to be discussed. This is a good precautionary measure to take in the event that the employee decides to take any legal action against the company.

  1. Be aware of the legal requirements

A remote employee could be in a location far away from the company, and the laws where they’re located could be different from those where the company is located. As a result, the manager needs to be aware of the different legal requirements that may affect the termination.

  1. Determine how equipment will be returned

Often companies supply remote employees with equipment to enable them to do their job and communicate with coworkers. If you are terminating a person, you need to work out a way for the equipment to be returned. This can usually be accomplished by having the employee ship it back, with the company covering the cost.

It is important to plan ahead to work out the details and prepare for different possible outcomes.

  1. Cut off the employee’s electronic connections

Remote employees have access to a company’s digital information from their home. To protect this information, you need to cut off their access to all company information immediately after their termination.

You may also want to make backups for any information available to the person and change passwords.

If you’ve had to let someone go and need a replacement quickly – even if the person worked remotely – contact the Helpmates branch nearest you. We have many terrific temporary specialists ready to get to work quickly, even remotely!

© Year Helpmates Staffing Services. All Rights Reserved.
Privacy Statement | Site Map | Site Credits.