Wage Analysis as a Possible Solution for Poor Quality of Employees
It's no secret that many employers find it hard to increase wages. Between organizational changes, economic conditions, and a laser focus on corporate growth, certain factors make it difficult for an employer to offer highly competitive salaries. However, low wages could hinder further growth as employees become angered, stressed, or lose their previous morale levels. During any ramp-up phase, it is important to continue attracting top talent and retaining existing employees that are making a positive impact. A wage analysis is often one of the easiest ways to achieve this.
When employees feel dissatisfied with the amount of money they are currently making, it can often have devastating consequences. This will often lead employees to show signs of discontent, which could impact other employees within the organization. Often, anger or resentment will spread throughout the company until it boils over and much more is at stake. Completing a wage analysis can help reduce the potential for poor quality work by ensuring that existing and new employees receive a fair market wage for their work within their defined roles.
How Does Wage Analysis Improve Employee Quality?
Many workers in the current economic conditions are facing tough times. Not only are unemployment levels skyrocketing as a result of the ongoing pandemic, but established workers are not receiving pay increases to meet changing inflation and rising costs for everything from housing to healthcare. For this reason, employers must keep up with changing pay scales as they continually work to build long-term relationships with employees as they grow. But how does wage analysis improve employee quality for an organization and what are the key benefits of increasing wages to market standards?
A wage analysis and adjusted wages plan can often help a business in three critical ways. First, employee retention will become much more manageable. In most cases, low pay is among the top reasons employees begin doing poor quality work and dissatisfaction. Second, poor quality employees have a direct impact on the profitability of a company. This problem can quickly be remedied by increasing wages and making employees feel fulfilled with their current position. Finally, wage analysis is crucial for growth – particularly during ramp-up phases. Sharing in the accumulated wealth through the hard work of employees is an integral part of expansion efforts.
Increased wages and a focus on employee satisfaction are critical for improving morale. When employers take the time to focus on the well-being of their employees and the quality of work that they are providing, they will often reciprocate by ensuring they are benefitting the company's overall goals. In essence, employees will work to "pay back" the raise they receive while working their hardest to ensure that they retain their current position while also working to achieve a higher placement within the business. A wage analysis can seem like an intimidating process; however, the team at Certified Source can make the process simple with our performance based staffing services.
Targeted Recruiting & Retention Programs as a possible solution for Poor Quality of Employees
Managing employee recruitment and retention requires strategic planning to keep them motivated and focused. In addition to these benefits, developing recruitment and retention plans will help improve profitability within the company. A massive advantage of targeted recruiting and retention programs is that, if implemented correctly, they can motivate all poor-quality employees to work on their performance, increasing their productivity.
Companies that do not care about developing their recruiting and retention programs often see several unwanted side effects. These side effects are workflow interruptions, negative attitudes, high turnover rates, waste of money, inadequate training, and poor quality of employees. All these effects directly impact the company's performance and business relationships. Developing recruiting and retention programs in your company will increase top applicants and motivate current employees to perform well.
How Can Targeted Recruitment and Retention Programs Eliminate Poor-Quality Employees?
The first step to eliminating poor quality employees is to determine the specifics qualities, tasks, and skills you are looking for in each position. By communicating requirements for each position, the companies' choices will narrow to only applicants who meet these qualifications and are more likely to deliver high-quality performance. Companies will not have to guess how an employee will perform with a targeted recruitment program and can lower the risk of hiring underqualified personnel.
After finding the candidate that is the right fit for your company, developing a top-tier retention program to eliminate poor-quality employees is essential. Retention programs do not only lower turnover but capacitates employees and motivates them to improve their performance. By implementing retention practices throughout the company, goals such as money-saving, improving performance, communication, and client relations can be easily achieved. Examples of retention practices are:
- Implementing socialization practices
- Offering training and development opportunities
- Driving supervisors and management to work on development and communication skills
- Offering multiple opportunities for employee engagement
- Recognizing good performance with compensations and rewards
By ensuring employees feel valued and appreciated in their job, quality improves. Therefore, the key to eliminating poor quality employees is by implementing recruitment and retention programs. It is a long-term effort, but the results will benefit the business, clients' relationships, and employee lifestyles.
When developing recruitment and retention programs, recruiters and hiring managers must determine the cost and benefits of the programs by studying the patterns of the problem within the company. For example, consider exit interviews to identify turnover patterns and utilize information obtained in these interviews to listen to employees' concerns and prevent poor quality performance. Implementing continued cycles of evaluation to identify opportunities and need for improvements. It is also essential to invest in corporate development and training.
A business can only expand into the future if they invest in solutions to eliminate poor quality employees. Simultaneously, they must focus on recruiting and retaining high-quality employees who are dedicated and excited to perform well in the company. If you want to improve the quality of your company, investing in these programs will secure long-lasting and increasing business opportunities.
Pre-Screening as a Possible Solution for Poor Quality of Employees
Extending a job offer to a new employee who ends up performing below expectations is a hiring manager's worst nightmare. Without a proper and proven successful hiring process, expanding a company workforce as well be the closest thing to a gamble. Especially with all the modernized technology available to candidates and employers equally.
Employers must get ahead of the game and find a better process than solely relying on interviews to select the top applicants. But how might they reduce poor employee quality by utilizing pre-screening?
Pre-screening is a process implemented on the hiring process to analyze all candidates and select the top applicants to be considered for the position. It analyzes education levels, prior work experience, past performance, and other behavioral risks that might not align with its values.
Employers who utilize pre-screening to select new talent see multiple benefits within the company, including improving their employees' overall quality of work. Companies will also worry less about their employees' performance by pre-screening instead of focusing on other growth opportunities.
How Might Pre-Screening Reduce Poor Quality Employees?
By implementing a pre-screening process, companies will be filtering out any candidate who might be underqualified for a position. By simply stating there is a background check required as part of an application, the number of candidates will lower to only those who are truthful on their application and do not have a problem proving their actual skills. In other words, unfit candidates will eliminate themselves from the process, altering recruitment to a faster, accurate, and money-saving method.
When companies first implemented these processes, industries noticed that all their new employees held the company on a higher standard and were more respectful towards conserving its image. Additionally, with pre-screening, a business can be strategic. It might be able to modify the process to find candidates that possess specific characteristics they would like to include in their work environment. Essentially, it can transform its public image, meaning it will control how it wants to be portrayed for customers, competitors, and the press, encouraging only fit candidates to apply for the open position.
Pre-screening can also ensure employee quality by implementing tests showing proof of qualification to complete specific job demands. For example, if an IT company is looking for a candidate with experience in particular software, a short software test should prove the candidate's knowledge. Pre-screening can also reveal any issues the company wishes to avoid, like a history of workplace violence, criminal offense, sexual misconduct, fraud and misrepresentation, identity theft, poor credit history, breaches of confidentiality agreements, and more.
Implementing bad hiring decisions can critically affect your company in all aspects. With processes explicitly made for your company's needs, pre-screening will find all the top talent available and limit the chances of poor-quality performance on employees. This helps eliminate any work-related problems in the future and allows the company to invest time and money in growth opportunities. Fortunately, Certified Source can make it easy with performance based staffing services.
Pre-Employment Evaluations as Possible Solution for Poor Quality Employees
When a business hires a candidate, they often expect them to deliver according to their position responsibilities and within the offered salary. This understanding is essential for building trust between an employer and any new employee.
Unfortunately, these guidelines have been skewed over time due to the increasing pressure put on a candidate to stand out amongst competing applicants – leading to dishonest qualifications statements or fabricated applications. This problem causes a financial drain for businesses that need to implement extra training and can also make employers less trusting of candidates seeking employment.
To combat this growing trend, many leading employers have started implementing pre-employment evaluations into their hiring process to eliminate poor quality applicants quickly and ensure they focus on qualified candidates. Although this process does come with an initial investment, adequately developed and implemented pre-employment evaluations can save businesses tons of money, time, and resources. One side effect of hiring suitable candidates is that employers can streamline growth opportunities within the business as top candidates begin contributing, sometimes immediately.
How Can Pre-Employment Evaluations Eliminate Poor Quality Employees?
Pre-employment evaluations can provide a hiring manager with objective data about an applicant. With this information, they can make an informed hiring decision and ensure that candidates meet the necessary minimum qualifications early in the process. Pre-employment evaluations also allow a company to perform cognitive and personality tests on potential applicants to ensure they fit the position and company culture.
Modern businesses are often highly transparent about what they are looking for in a qualified candidate. This has created new problems as job seekers tailor their qualifications to match what the employer is looking for closely. While transparency benefits building trust between an employer and a candidate, it is crucial to ensure that systems are in place to weed out applicants that may not be truthful. With pre-employment evaluations that test job knowledge or proficiency, those with false qualifications will organically be filtered out. This inevitably will allow top talent to pass through and be located more easily.
Pre-employment evaluations also allow a company to be perceived as legitimate and serious about the quality of employees they are searching for. If candidates refuse to complete pre-employment evaluations, they are often not a great fit because they aren’t actually dedicated to the position offered or the brand. By implementing this small yet effective measure into the hiring process, the hiring manager will expedite the hiring process and quickly move top talent into open positions.
Implementing legal pre-employment evaluations can often be a struggle for businesses. Certified Source has perfected the hiring process to ensure only qualified candidates are selected as a pioneer in performance-based staffing. Our team utilizes extensive pre-employment evaluation techniques to accurately predict a candidate’s skills and qualifications so that our employer clients can focus on keeping their business moving forward. If you are ready to harness the power of performance based staffing, the expert hiring staff at Certified Source is here to help.
Site Orientation as a Possible Solution for Poor Quality Employees
If you were new to a company, would you prefer to go through a site orientation that prepares you for success, or would you instead get to work immediately and learn as you go? While many businesses will give their new employees a “trial by fire,” this approach can often make them feel less confident in their abilities to meet organizational goals. Unfortunately, they don’t realize that this could be detrimental and might be contributing to a rising number of poor quality employees.
Before an employee is hired, the hiring manager should have a good idea of what skills or qualities they possess that will benefit the company. During site orientation, these skills can be molded to meet internal processes and strengthen the quality of work that a new employee will provide. While there may be some initial investment and time constraints to completing a proper site orientation, the benefits will far outweigh the negatives that arise when this crucial period is bypassed.
How Can Site Orientation Eliminate Poor Quality Employees?
Getting oriented to a new company can be incredibly daunting for an employee, especially if the candidate is unfamiliar with the internal practices that the organization has implemented. These problems often lead to a steep learning curve that some employees may not grasp quickly. The inevitable result is that the employee will not be confident in their abilities and may not provide the level of service that the employer hoped for.
A site orientation led by a human resources department will often encompass fundamental information, including a benefits overview, defining policies that affect all employees, and showing the new employee around the worksite. However, this should only be the start of a site orientation program, depending on the organization. For instance, giving a new employee two weeks to shadow a coworker might help them better understand and learn how to complete their job duties correctly.
One of the best ways to eliminate poor quality employees through a site orientation program is to develop a checklist that meets internal goals. It is vital to work with employees that are deemed high-quality to determine other resources or suggestions that may augment the training that a new employee is receiving. If needed, these checklists can be reviewed and signed by a new employee to ensure they understand all of the information they have received if a dispute arises in the future.
Certified Source makes it easy for our employer clients to improve the overall quality of new candidates. Through our performance-based staffing programs, qualified candidates are given the appropriate training to ensure they can make a positive impact on day one when starting with a new company. No matter what metrics you are struggling with, our staffing experts can connect you with the top talent in your area to fill vacancies and ensure they are providing high-quality work at all times. We are confident your organization won’t find a more efficient and effective staffing partner to meet your goals.
Exploring Function-Specific Training as a Possible Solution for Poor Quality Employees
Providing employees with high-quality training and education options is critical for creating a stable workforce. Not only does function-specific training ensure that internal members of an organization have the skills and knowledge needed to work competently, but it also helps eliminate the chances of inferior quality work being performed. This can often be achieved through group training for specific employment segments or individual training needed to fulfill certain roles that are hard to fill for a company.
Setting the appropriate time aside for training and development can be highly challenging in busy work environments. However, employees will be more likely to buy into the company’s productivity goals if they have received the training required to establish competency or mastery. Working to ensure function-specific training meets these goals should be a priority at each step of the process. But how exactly does function-specific training reduce the chances of inadequate quality employees, and what are the real benefits of adopting these systems?
How Does Function-Specific Training Reduce Poor Quality Work?
Think about the first time you tried to ride a bike. While the concept may seem simple, there is a lot of effort required to pedal and maintain your balance. The same can be said for learning new skills or processes that the company has outlined in work environments. If you fall off your bike and hurt yourself, there is a good chance you would not want to hop back on it. In the same way, employees who are not receiving training will be more hesitant to take the initiative or might provide mediocre quality work because they have not had the experience or training to keep going.
A great function-specific training plan will consider the unique facets of the job that the employee will be completing. By understanding the skills gaps or hurdles that are likely for an employee, the training can be constructed to target them – leading to a better overall experience and more productive use of the employee’s time. Not only can this streamline the training time required, but it can also be comprehensive to establish high-quality employees quickly. This will often simultaneously limit downtime that could potentially lead to lost productivity.
Business leaders should buy into function-specific training and work to encourage staff to pursue training for the most success. By doing so, internal members will believe that the leadership team is committed to their personal growth. Senior leaders may also succeed by attending function-specific training with the employees to encourage transparency and uphold accountability. Simply having a presence could encourage poor-quality employees to take the extra steps needed to be more successful within the organization.
While classroom and on-the-job training are critical for reducing inadequate quality work, Certified Source goes the extra mile to ensure that the candidates chosen for a position closely meet the required skills and experience levels to make a positive impact. Our team works with employer clients through performance-based staffing to ensure that their best interests remain a priority and the candidates they pursue are a good fit.