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Hiring Talent and Company Culture

December 2014
RaymaMcRobertsner

Rayma McRoberts, CPA, Senior Manager at Weyrich, Cronin & Sorra, Chartered, has over 27 years of public accounting experience. She works with clients to help them make the best decisions affecting their business, from company structure to saving money on their taxes.

Q: I need to hire additional staff, what steps should I take?

A: First, you need to assess the real need. Are current employees working overtime? Are deadlines being missed? Is the business continuing to grow? What’s the company’s culture and direction? Many questions should be asked before you pick up the phone to reach out to the employment outlets. If the current workforce is working overtime and still missing deadlines, then there likely is a gap in the talent pool. Could it be that you’re paying overtime and making deadlines? Perhaps that’s not a capacity issue, but more of a work efficiency issue. Identifying opportunities to increase efficiency can scale back work hours and increase profits. Hiring additional staff may actually hinder those efficiencies.

Q: How could hiring another employee not be helpful?

A: If your company culture has been built around people counting on their overtime wages, increasing efficiency and adding more labor costs may actually be detrimental to the overall morale. Decreased employee morale can lead to further decline in efficiency and productivity.

Q: Why wouldn’t they want help?

A: Some employees have become reliant on their overtime wages. As an employer, it’s prudent to recognize the issue and breed a cooperative company culture.

Q: Company culture? Is that really important?

A: A company’s culture can make or break an organization’s profitability. Be willing to listen to your employee’s ideas and concerns, be respectful and considerate, and in the end that relationship you build with each employee will create a company culture of teamwork. After all, putting together an effective team is the best solution. I95

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