YOUR EMPLOYMENT NEEDS
About this Module
YOUR EMPLOYMENT NEEDS
Understanding your company's unique employment needs - and estimating how those needs are going to change in the future - is an invaluable part of developing a Second Chance Employment plan. This understanding will also inform your process as you make a variety of decisions about hiring, from the types of candidates you want to attract, to how soon and how quickly you will hire.
Turnover is expensive. Businesses spend about one-fifth of an employee's annual salary to replace that worker, which means that making the right choices about the kind of candidates you'll need in advance can save both time and money. Ask yourself what open positions you currently have or anticipate needing to fill in the next 6 months to one year. Do you have thorough job descriptions and expectations outlined for each position you'll be hiring for? What job skills, personality traits, and experiences will be most beneficial to a candidate applying for these positions? Can you articulate these clearly during an interview? What qualities have past employees in these or similar positions had that seemed to make them successful? Is your existing employee turnover rate too high, too low, or exactly where you want it to be?
Some of the most valuable steps that we go through before we hire is really identifying what we look for. Sounds simple but I think you have to be thoughtful when you go through this process. Do you want to be clear about what you’re looking for, what the job is, what you have to offer and what supports you can give your employees? We call them partners. So I think first is what is the job? What are the responsibilities that I am looking to fill? So I job description could be something that you can develop. You don’t have to. But I think it’s helpful to have a visual image of what you are looking for in a role. What kind of background is necessary? Do you require education do you require a certain type of experience? And then being really clear and thoughtful about what your culture is in your organization. And I think you need to be really honest with yourself about what the culture is. Did you can have it in your mind what you would like it to be, But it is important to be able to articulate that to a candidate And have it ring through to them when they start working. If it is a kind of sink or swim environment, You need to be able to find candidates that will be able to survive in that. If people need a little bit more hand holding a little bit more support along the way and you can offer that you need to be honest with yourself and the candidate about that.
Who do you want to be? What do you want to be known for? And what’s the impact of your decisions seven generations from now? Job descriptions are a piece of a puzzle right? One of the things I encourage organizations to do Is to update them every time they have a new hire. For that, you are in for that job that’s not open. Make sure that we have an updated job description. That helps a little. Another thing I look at is what are the traits and attributes of people who had been successful in this job. And how I do I interview when asked questions about that incoming candidate.
So when an employer is considering hiring someone with a criminal background, there are four things you need to look at. One is sourcing. Where are you going to get your applicants from? 2 is what your interview process is going to look like? 3 is what are the attributes and traits of the individual that you are looking for. And lastly is really just the job description and how you are going to describe the position and what the expectations are. When we are looking at the candidate in terms of what they can bring to the table, it’s really about whom they are, and it’s the same for any candidate. Can they be accountable? Can they come to work on time? Are there good team player? If they have those values and attributes, Regardless of the have a background or not. With any candidate my opinion you need to make them feel comfortable. You wanted to be able to talk about their background Meaning it can be their educational background, It can be there criminal background, Just a background in general about who they are and why they are a good fit to the job. And that’s really what you are looking for. Is whether they are going to be a good fit for the job or not.
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