- Improve your hiring process
- Get your employees more involved with recruiting
- Effectively publicize your open positions
- Screen job candidates before you interview
- Relocate new or transferring employees
- Implement effective policies and procedures
- Re-evaluate your benefits
- Ramp up your training efforts
- Conduct successful performance reviews
- Address the compensation issue
Finding and keeping qualified A/E/P and environmental professionals presents many challenges. But you can establish a recruiting and people management program that works. That’s why we’re offering Human Resources Nuts & Bolts: 330 Action Items for Managers of A/E/P & Environmental Consulting Firms—to help firm managers better find, retain and manage qualified employees. For over 6 years, we’ve been publishing The Zweig Letter—the only weekly management advisor exclusively for the principals and managers of engineering, architecture, and environmental consulting firms. We’ve selected the best recruiting and human resources articles from our archives and condensed them into easy-to-read bullet points. And each point contains a proven tactic that you can put to use at your firm. The NEW Human Resources Nuts & Bolts: 301 Action Items for Managers of A/E/P & Environmental Consulting Firms is divided into two parts: Part 1 – Recruiting Supplying the talent you need to do the work you sell should be second only to getting the work in the first place. But most owners and managers of A/E/P and environmental firms have forgotten that recruiting is selling. Instead of trying to create the best impression they can on every person who comes through their door, they act as if it is up to the prospective employee to sell them on why they should be allowed to work there. To be successful, recruiting must be like selling: It has to be consistent. By maintaining a consistent recruiting effort in good times and bad, you’ll have the benefits of a thorough hiring process, yet be able to move quickly when you need to. In Part 1 – Recruiting, you’ll learn proven steps to implement a successful and on-going recruitment process in your firm. The section titles include: "Improving your hiring process," "Tapping your employees," "Publicizing open positions," "Working with colleges and universities," "Hiring from the government," "Screening applicants," "Making the job offer," Relocating employees," and "Keeping your employees." Part 2 – People Management Did you ever notice that some companies muddle along while others seem to keep advancing? What allows some firms to make so much more progress and to get so much more accomplished than others? It’s their ability to focus on what’s important. These firms know what needs to be done, how to do it, and they do it. They don’t waste time, money, or mental energy on activities that aren’t critical to their success. As a result, they are tremendously efficient and effective, have good staff morale, and grow faster than the industry as a whole. One of the key areas that successful firms focus on is people management. Focus in people management means the firm is doing what’s really important to keep everyone on track. The whole idea that you can have great communicating managers, super performance appraisal systems, a wonderful training program, detailed career paths, and the world’s best benefits program for a firm of your size and type and that will result in happy, productive and motivated employees is absurd if you don’t have a firm that focuses on people management. In Part 2 – People Management, you’ll discover practical ways to better address human resources issues. The section titles include: "Policies & procedures," "Employee benefits," "Training efforts," "Performance appraisals," "Compensation issues," "Cutting costs," and "The exit process." Now you can own the best recruiting and human resources ideas for A/E/P and environmental firms found in Human Resources Nuts & Bolts for only $39. You’ll be able to consult this handy reference whenever you face a marketing challenge. Want to make sure your job offers won’t be turned down? Turn to #81–106 to find what to include in an offer, how to make an offer, and what to do after an offer is made. Looking for ways to lower staff turnover and keep current employees happy? Look up #117–135 to learn tips to help retain your staff members. Does your firm have too many forms to fill out, channels to go through, or steps to take to get things done? Then, go to #136–162 to find ways to eliminate unnecessary bureaucracy and streamline your company policies. Whatever the recruiting or human resources situation, Human Resources Nuts & Bolts will be there to help guide you through it. We’re so confident in the advice given in Human Resources Nuts & Bolts that we guarantee it. If you don’t find ideas you can use to help lead your firm, simply return the book and we’ll give you a full refund. No questions asked!
|
