Recruitment Strategies Managing the Virtual Workplace Using the Internet as a Strategic Management Tool Site Design & Management Employee Privacy, Internet/E-mail Monitoring Training & Project Management Communications, Collaboration & Information

Are you surfing the web or just floating in cyberspace?

Recruitment Strategies

The Internet creates a whole new source and marketplace for attracting candidates.  However many organizations are using their old tools and strategies in this completely new communications medium? We call this e'-lite recruiting strategies. Use of traditional recruiting tools works best when combined with today's new tools and new strategies especially in the pursuit of passive candidates

With new technology, there is no time like the present to reach those passive candidates.  Are you trying? You can rest assured that your competition is.  And don't forget your people. Don't supplant the use of sound recruiting practices with new and fancy technology. Remember, recruiting has and will always be a people connection process. If you don't know how to connect with people in the marketplace,  the the best technology will not help you.

Our recruiting strategy and methodology includes:

• Integrated staffing and Human Resource Diagnostic Model
• Strategic staffing method - goals and objectives
• Staffing marketing and branding objectives
• Relationship recruiting strategies
• Position recruiting strategies
• Recruiting activities - traditional/nontraditional
• Top tools to find the top candidates
• Passive candidate search tools & design
• Staffing process improvement
• E-cruiting - Staffing as an e-Business
• Internet - sourcing and communications strategy
• Internet search process
• Internet recruiting strategy - web site, traffic, job board
• Training
• Gauging employee attitude & sentiment
• Employer of Choice recruiting strategies
• Analyzing exit interview and separation data
• College relations strategies

Managing the Virtual Workplace

The emerging virtual organizational workplace requires a new set of management and human resources tools. The lack of face-to-face communication impacts how you manage your people.  Motivation and performance issues were always handled in face-to-face meetings. Nowadays, how do you motivate or discipline someone you never see? Do you stay connected to that virtual work-at-home person? Or do you let the out of sight/out of mind philosophy rule your management?

Some employees will never be able to work in a virtual environment. How do you determine and evaluate who would benefit and who would not? Many managers are more comfortable in face-to-face relationships. How are you developing their skills in managing the virtual worker?

We focus on:

• Managing the virtual worker
• Virtual performance management
• Employer of Choice connection strategies
• Selecting and managing outsourced services
• Work life/ balance
• Telecommuting strategies and training
• Virtual organization design
• Legal & regulatory compliance
• Virtualizing your policies and procedures
• Privacy/Monitoring
• High tech/High Touch strategies

Using the Internet as a Strategic Management Tool

e'-Lite or fully integrated solution?

Organizations need to know how to leverage the power of the Internet as a strategic management tool. Many organizations approach using the Internet with an e'-lite strategy. They may post an advertisement on an online job board but fail to electronically integrate the rest of the steps in the recruitment process.

An online advertisement must drive candidates to your web site, and on to your applicant tracking system, then to your online screening and assessment tool, etc. all the way into your human resource information system as new employees. If you have not automated the full applicant supply chain, than you have not harnessed the power of technology and the Internet.

Competitive advantage or disadvantage?

Given the increased competitive pressures in the marketplace, those organizations who fail to get the most out of technology as a tool to streamline operations, improve service & quality and increase productivity are at a competitive disadvantage.

And yet, technology for technology sake is counterproductive.

The end or the means to the end?

Organizations that look at technology as the end of the process fall short of the realization that technology is the means to the end. Technology needs to support the goals and objectives of the organization to add value. Millions of dollars have been wasted on technology solutions that failed to generate the expected returns because they didn't support organizational goals, processes and strategies.

Our methodology for integrating technology with organizational goals and objectives

Web Site Design & Management

We help get you started using the Internet as a strategic business tool.  We assist you in every aspect; from finding an Internet Service Provider (ISP), to building your web site, to implementing e-commerce solutions.

We design your Internet site to generate the return on your technology investment.   Not necessarily all the bells and whistles but the right functionality in the right design with a layout and flow that brings your employees and applicants back for return visits.

Let us assist you in:

• Web hosting
• Web site design
• Web site programming and development
• Self-service functionality
• Database integration
• e-Commerce solutions

Employee Privacy, Internet/E-mail Monitoring & Testing

It's a brave new "virtual" world out there. New tools emerge every day that allow you to monitor employee's performance and activities. You are obligated to protect them from dangers in the workplace. How do you want to be seen, as "Big Brother" or an "Employer of Choice?"  

The speed and availability of communication presents new challenges for organizations.  Reference checks returned electronically by managers, e-mail messages containing dirty jokes and visits to X-rated web sites during work time can create defamation and harassment problems for your organization.

There are numerous web-based and technology-based tools appearing on the market that can help in the recruitment, selection and development process. The key is to determine which solution matches your requirements. Just because they are web-based does not mean that your responsibilities under EEOC guidelines go away. Indeed, all tests must be job related and conform to validity and reliability requirements.

There is a new breed of web-based software that monitors and prevents employee Internet usage. Your goals should be to strike a balance between encouraging creativity and finding new information versus controlling and inhibiting web usage.

The tools are there to attack and prevent these problems. How and when you use them is what matters. 

We help you develop the right strategy for your business.

• E-mail monitoring
• Internet usage
• Electronic signature
• Surveillance
• Drug testing
• Security vs. Privacy
• Testing
• Background checks
• Workplace searches
• Consumer and employee data protection
• Employee Right-to-Privacy
• Defamation
• Discrimination

Training & Project Management

Have you generated the expected return on your technology or HR solution? If you are like many companies, the answer is probably no. In order to successfully implement technology, the selection and implementation process must be managed to avoid cost overruns, missed deadlines and project creep.

Even if you install the system on time, there is no guarantee that your people will use it. Many organizations spend so much of their resources on technology that they fail to analyze the training requirements of the users. Training needs to be delivered early and often and tied to the requirements of the users. You need to involve your employees and end-users in the process

We can help you implement our project management and training methodology to manage technology implementations.

• Goals & objectives
• Needs assessment
• Requirements planning 
• Developing specifications - customization
• Budget development
• Vendor selection
• Scheduling
• Implementation
• Training

Communications, Collaboration & Information

Though technology has improved the speed and ease of communication, has it really improved the effectiveness of the way we communicate with each other?  Is 24 x 7, anytime, anyplace communications the most effective way for people?  Instant technology with the expectation of an immediate response is one thing. Effective time management practices maybe another.

What about the isolation that technology delivers?  We create a virtual worker, then fail to keep them connected and feeling a part of the team. Does your team building skills include strategies for managing and interacting with the virtual worker? You have people all over the globe. Do they feel a part of the team?

We want people to collaborate and share but can you expect that when we set people apart and reduce face-to-face communications? Face-to-face interactions built trust. Lack of face-to-face reduces it.  If there is less trust do you really expect people to share?

We work with organizations to design technology and management practices to improve collaboration and sharing in organizations.