Communication is Key

A recent feature in The Wall Street Journal points out the importance of communication between management and their teams, as well as the significance in questioning tasks that may be unclear.

Studies have shown that open communication between leaders and their employees not only helps the employees better understand job processes, that is the “Why” behind what they are doing, but also reflects positively on the final outcome whether through quality of product or increased business.

“Management gurus agree that employees are most likely to get on board when they are involved in the decision-making process…‘That means telling workers not only what was decided, but why and how,’ says Phillip G. Clampitt, a consultant and communications professor at the University of Wisconsin, Green Bay.”

So “selling” these business processes and procedures first to your team will in turn allow them to better “sell” to your clients. Being direct with your team will also crush the rumor mill before it ever gets started and ensure management and employees alike are on the same page.

Read some prime examples at The Wall Street Journal and then contemplate how communication can be improved within your organization.

Posted by Shelly Paul, Career Management Coordinator, The H.S. Group

Non-Compete Agreements

So you’ve conducted thorough screenings, finalized in-depth interviews and have narrowed your candidate selection down to your ultimate choice. There’s just one last hang up - the individual you want to join your organization signed a non-compete agreement with his current employer.

Before shrugging off any legal implications, it may be well worth your while to understand the outcomes of similar cases. “In Kallok v. Medtronic, Inc., the Supreme Court affirmed the trial court’s decision barring an employee from working for a competitor and holding the competitor who tried to hire the employee liable for the former employer’s attorneys’ fees.”

The law firm of Fredrikson & Byron, P.A. offers some useful advice if you find yourself in the midst of a non-compete agreement with a job candidate:

• Require candidates to provide copies of all employment, non-competition, confidentiality, and nondisclosure agreements from their current employer.

• If the applicant denies existence of any agreements, confirm in writing.

• If such an agreement does exist, obtain a legal record of the agreement.

• Provide your attorney with all of the facts, including what the applicant's current job involves and what the new position would involve.

• If you still decide to hire the candidate, enlist a procedure to make sure he/she abides by the terms of their agreement.

• Do not hire the applicant if you are not prepared to deal with the risk associated with your actions.

Visit Fredrikson & Byron’s website for more advice.

Posted by Shelly Paul, Career Management Coordinator, The H.S. Group

Digital Dirt

How thorough are your company’s practices when screening job candidates for potential employment? There may be a number of free resources out on the World Wide Web that you can be tapping into to assist in your hiring decisions.

Sites such as Facebook and MySpace are increasing in popularity every day and may be able to provide you with pertinent information on the type of candidate you are considering to join your team.

“The Society for Human Resource Management (SHRM) recently reported that 2006 research conducted by ExecuNet found that 35% of executive recruiters who searched the Internet for background details on candidates eliminated people from consideration based on “digital dirt” they discovered. In 2005 that figure was 26%. This shows a significant trend that will continue to grow as the candidate shortage continues.”

Keep in mind that utilizing the information readily available to you can potentially save you a lot of headaches in the future.

Read More from Top Echelon Contracting’s March Newsletter (page 4)

Posted by Shelly Paul, Career Management Coordinator, The H.S. Group