Human Resources Professional Group offers professional recruitment and retention services to help you recruit the right employees for your organization, and keep them there.
Professional Recruiting Services
Human Resources Professional Group can be engaged to assist in the recruitment, screening and hiring for a wide range of open positions. We specialize in candidate sourcing and identification for select management or "difficult to fill" positions. Many times an organization may not have the time or budget to either perform the screening in-house or pay a recruiter one-third (1/3) of the position's salary with no guarantees.
When recruiting needs within a company fluctuate, it is often most beneficial to utilize outsourced talent acquisition to decrease fixed recruiting overhead and maintain company efficiency.
By outsourcing employment-screening services, an HR professional, executive manager, or board is relieved of time-consuming and specialized tasks, and is better able to devote time and resources to the function of managing the operations of a given organization. In this capacity, it makes a great deal of sense to outsource this function to HRPG.
Elements of HRPG’s Talent Acquisition Program
The following is an overview of our screening/placement service which is provided on a position-by-position basis or as a complete solution to all of your hiring needs:
Development and placement of advertisements.
Initial review of resumes.
Initial telephone interviews with qualified candidates.
Processing of skills or behavioral testing instruments.
Recommendation of qualified candidate(s) for onsite interview.
Assistance with onsite interviews.
Correspond with applicants and send rejection letters.
Document all work to support your selection.
Applicant Assessment Tools
HRPG offers a wide range of pre-employment and employee testing instruments and services. Our assessments represent a broad network of the top assessment tools.
HRPG provides support in conducting exit interviews on behalf of clients. The exit interviewing process can be critical in determining the actual reasons for separation. Exit interviews take significant time and resources to conduct including after hours work contributing to overtime expense.
HRPG works with clients to develop an exit interviewing process to include questionnaires as well as ex-employees to be contacted. HRPG professionals contact these individuals whether it be at their current place of work or at their home after hours. We document the entire process to include all contacts and results of contacts. A summary report is provided to the client to include trend analysis and suggested actions to reduce turnover.
Behavioral Interview Training
Interviewing is critical to the success of an organization. Turnover is greatly reduced by screening and hiring the "right" person the first time. Management will learn to utilize this most effective method of interviewing to include interview question design, conducting effective interviews to include follow-up questions/inquiries, and subsequently documenting and processing interviewing notes and making appropriate decisions. Interviewers must use more than "a gut feeling" when conducting interviews and HRPG can provide the tools and training to ensure that your organization screens and hires the most qualified and appropriate person for the position.
Employee Recognition/Retention Strategies
To improve retention, organizations must first understand why employees go elsewhere. Traditionally the "excuse" is, "the employee left for more pay or benefits." For all intents and purposes, this may be a very logical reason; however, studies tell us that money and benefits do not motivate nor are the primary reasons an employee quits.
Management must understand what employees like about working for their organization as well as what employees would like to see to make it a better place to work. Until we can fully understand employees' on-the-job wants and needs, we cannot reduce turnover and improve retention. Whether it be through an Employee Satisfaction Survey, employee focus groups/ interviews, exit interviews or other communication programs, we must first assess the organization's strengths and weaknesses.
Once the assessment is complete, HRPG implements a transition or change management plan to address identified areas of concern to reduce turnover and improve overall employee satisfaction.
It is commonly known that the culture of an organization is the most critical element in establishing a productive and satisfied workplace. To change or develop a culture that is "preferred," we must first assess and understand the culture. This process may include:
Management/Employee Satisfaction Survey
Culture Assessment Survey
Focus Groups and interviews with managers and employees
Management Assessment Appraisal Program<
Subsequent to the identification of the culture, an action plan is developed to guide systematic change to the preferred environment/culture.