Providing Human Resource
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Welcome from HR Strategy Group
As any organization grows, a key element of that expansion probably requires additional staff. So how do you go about finding and hiring new employees? Are you considering a "headhunter"? Before you head down that path, read this month's article entitled "The $10,600 Invoice." HR Strategy Group can offer you a great and affordable alternative to expensive headhunters.
And knowing that replacing an employee is an expensive proposition, sometimes it is necessary. In our Compensation Corner, learn "the Good, the Bad, and the Ugly" of Turnover.
Finally, as we move further into the first weeks of spring, I wish you all many more daffodils than snow flakes!
Have you Liked us on Facebook? 
Best,
 Amy Polefrone, President HR Strategy Group, LLC
410-505-8723
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The $10,600 Invoice
You are ready to fill those jobs and need to do it quickly. What do you do? You've heard of companies using recruiters ("head hunters") to find candidates. Is it worth the investment of 30% of the candidate's base salary? Let's say that you need to hire a $60,000 position. If you went to a recruiter, the price tag for a contingency recruiter will be $18,000 - with no guarantee that you'll find the right person - and you will still have a lot of HR work to do to bring this candidate on-board. Is there a more affordable HR option to hire quality people? You bet!
Let me tell you how HR Strategy Group recently helped a client hire 5 people at the cost of $10,600 -- and we filled those jobs in 4 weeks.
A client came to us with five positions open for a federal contract they were trying to fill in another state. And like many situations, these five slots needed to be filled in one month. Our smart CEO client knew that he would pay a headhunter $60,000 for these five positions - and he needed far more HR support than what he would get from a headhunter. He needed HR Strategy Group to help him manage this entire project and the full life cycle of HR actions needed to hire 5 people in 1 month.
HR Strategy Group came to the rescue. We provided complete HR and project management which resulted in qualified candidates to fill these five positions and at a substantially more affordable cost. For this project, we performed the following functions:
- Analyzed compensation for each position in the local market (so we knew what competitive pay would look like)
- Developed a labor budget for the contract
- Placed ads in the region to search for talent
- Conducted outreach to local "pro's" who could help us in the search
- Conducted first round phone interviews
- Organized & coordinated in-person interviews
- Assisted in conducting in-person interviews
- Prepared offer letters & total compensation analysis for each position
- Assisted the CEO with the job offers and salary negotiations
- Coordinated pre-employment screening to include drug testing, criminal background checks, education & employment verifications, and reference checks
- Ensured contract compliance for on-boarding
All five of these positions were successfully filled within the allotted time frame and our client was ready to move forward on their contract as scheduled. Get this.... We started this project on February 28, 2014 - and today, March 31, these five new team members joined the client company.
The cost? This entire project was around $10,600 for all of these services. The client is thrilled with the level of service that we provided - and the cost savings! We are thrilled to have provided strategic, value-added HR services. We saved our client $49,500 because he used the services of HR Strategy Group.
Next time you have jobs to fill and you're considering how to fill them, keep HR Strategy Group in mind. We are our YOUR outsourced HR Director with YOUR business interests in mind.
Contact Amy at 410-505-8723 or
amy@hrstrategygroup.com
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Speaking Engagements
Amy Polefrone has been asked to speak at several upcoming events in 2014:
Friday, May 2nd
SMB Boot Camp / Granite Partners
9am - 6:30pm
Embassy Suites, North Baltimore, Hunt Valley
213 International Circle, Hunt Valley, MD 21030
Ready to take Your Business to the Next Level?
Seize the opportunity to attend this high-intensity, exclusive industry expert driven educational opportunity geared for small to mid-sized business owners in the Baltimore/Washington metro region...already being called an "MBA in a DAY!"
This SMB Bootcamp is designed for those ready to:
- Succeed in their company mission
- Drive higher profitability
- Build talented and innovative teams
- Grow your business to the next level
Amy will be a featured speaker discussing
"How To Find And Keep Great Employees"
Register Today for this Conference!
Wednesday, July 16th
Montgomery County SHRM
7am - 9am
Gaithersburg Hilton
620 Perry Parkway, Gaithersburg, MD 20877
Amy's presentation:
"Best Practices for Interviewing & Selection: The
Search Committee Model"
Contact us today for additional information on any of these upcoming events or to book Amy as a speaker for your group:
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Turnover: the Good, the Bad, and the Ugly
From: PayScale
Turnover trends are telling. Whether your organization has low voluntary turnover, high voluntary turnover or, high involuntary turnover, or some combination of the above that varies by department and according to the time of the year, turnover statistics tell a story about your company processes, procedures, leadership, and culture.
The purpose of this paper is to explore why turnover matters and what it really means to manger turnover.
Hint: It's way more than a numbers game.
This paper will also present tips and solutions to maintaining or creating a happy ending in your "turnover story."
Turnover Myths:
Let's first address some common turnover myths that when taken at face value can impede organizational growth while contributing to employee disengagement and dissatisfaction.
MYTH - Measuring Turnover Isn't That Important
This myth gains traction from the truism that employees come and employees go, but life continues on. Since "no on is irreplaceable," fretting over turnover is a waste of time. Besides, who needs fancy metrics? When there's a problem it'll be obvious, right?
REALITY - What's perceived as obvious may not be actual. Our perception is often clouded by our biases and preconceptions, as well as what we observe in the world immediately around us. Perception is important, but hard data is important too.
And while no one is irreplaceable, employees are not expendable. Employees are unique beings with strengths, weaknesses, talents and skills. If one of your key employees was hit by a truck tomorrow, you'd need to replace that employee, and replace him you would. But your new employee won't be a clone of the one you lost. She'll be different and those differences will have an impact on your organization for the better, the worse, or somewhere in between.
MYTH - Low Turnover is Always Good
Low turnover has long been presented as proof of a great organization. The logic is pretty simple - a company must be doing something right if employees are content to remain working there.
REALITY - Human motivation is complex. Employees stay at companies for all kinds of reasons, and those reasons may have nothing to do with gratitude for a great employer or a desire to perform well. Perhaps your employees:
- Are overpaid
- Are under-skilled
- Aren't motivated to advance
- Believe the company benefits are too good to be replicated elsewhere
- Believe the economy is too unstable
- Know very well that no other employer would put up with their bad behavior.
To read the rest of the article, click here.
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