Recruitment and Onboarding
This is one area of process support. Some of our clients never ask us to help to them fill an open job: they already have relationships and connections to source great people. Kudos! For others we post positions, source candidates and pre-screen applicants. Of course, there are still required governmental forms, strongly-recommended intellectual property and confidentiality agreements, and many companies have a criminal convictions background completed as a condition of employment.
New hire checklist, benefits orientation and enrollment, compliance training and, when applicable, new leader assimilation. Lots to do.
Some organizations need to develop a means to capture information on candidates not chosen for a position, in case a better-fitting position arises in the future. This also requires a process for some kind of initial "thanks but no thanks" communication with applicants, lest they be turned off from considering the company in the future.
Payroll, Benefits and Compensation Administration
As you grow, is there consistency to compensation decisions? Big companies may have elaborate structures that are way overkill for your company but do you have a method for determining wages?
Even if you want to keep these processes in-house, do you have a method to update and and maintain a paper trail for pay changes, withholding amounts, garnishments, etc.?
Drop healthcare coverage and send everyone to the "exchange"? Have documentation in place to permit pre-tax premiums contributions? Selected a vendor for COBRA administration with 20 employees, know how to manage FMLA at 50, and file an EEO-1 and 5500s at 100?
Other Solutions
• Improve performance appraisal and feedback
• Train interviewers
• Set up a job posting strategy
• Switch to eVerify
• Communicate and track goals
• Comply with HR-related aspects of ISO
• Maintain job descriptions
• Conduct background checks on new hires
Click here for an in-depth view of our solution capabilities.