Tag Archives: hiring

Create Value With Human Resource Measures

Are you interested in how to measure the impact of Human Resources leadership, management, actions, policies, and assistance in your organization?

A significant component of your Human Resource business planning is identifying what Human Resources measures to collect.


The Goal of Human Resource Measures

When you consider measuring the performance of your Human Resource department, developing the appropriate set of measures forms the cornerstone. Your selection of measurements should be driven by two factors. You want to contribute to the overall success of your organization and the attainment of your organization’s most important goals. You want to provide the Human Resources department with measures that you can use for continuous improvement.

Once upon a time, standing in my kitchen, four vice presidents called me, out of the clear blue, from a client company. They were meeting to assess the effectiveness of my training and consulting activities and they made the age old mistake of measuring actions, not results.

They proposed that my accountability would be the number of training sessions I presented, the number of employees who attended the training sessions, and the number of improvements employees made in their work areas. I told them I could begin to work with them on the last one, but the first two had nothing to do with the results we wanted to achieve.

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Ten Tips on Hiring and Working with Freelancers

Your business has been growing and you’ve now reached the point where you need additional help. But you aren’t ready to go through the hassle or expense of hiring full-time employees. One option is to outsource as much work as possible to freelancers. // repost

Following are 10 tips for finding talented freelancers and setting them up as part of your team.

Search for talent online. If you’re looking to hire freelance help, the Internet is a great place to start. Start with useful sites like Elance and Craigslist, which allow you to post project descriptions in category-specific areas and then receive résumés from a pool of eager professionals.

Tap into your network. Another good place to find talented freelancers is through your professional network. A word-of-mouth recommendation is a freelancer’s best marketing tool. Ask associates or other business owners for some good recommendations.


Clearly define the project’s scope and schedule. To avoid any confusion, especially if your freelancer will be working remotely, it’s critical to outline the project’s scope, provide clear guidelines, and set deadlines for its completion.

Negotiate ownership of the work upfront. Draft a legal document stating that all work completed belongs to you, the business owner, and have the freelancer sign it. (Here is a sample freelance Writer Agreement.) A good guideline is to pay no more than 20 to 30 percent of the total project price upfront, with the rest of the payments awarded based on the completion of three or four key project milestones.

Critique their work thoroughly and often. Just because your freelancer is a hired gun doesn’t mean they’ll do a good job. Evaluate freelancers as you would any full-time employee. That means reviewing portfolios and samples thoroughly prior to contracting them, and reviewing their work in stages to avoid being disappointed if they turn in poor work at the project’s end.
Match your needs to their experience. You want freelancers who have concrete experience that fits your needs. Look for those freelancers who have worked on projects in the past that are similar to what they will be doing for you.

Don’t make a decision based on price alone. Don’t choose a freelancer based solely on price. Sure, you may find a designer willing to build your Web site for half the price of a more experienced person, but odds are the finished project will also be noticeably less professional.

Know your tax obligations. If a worker is classified as an independent contractor or freelancer, that person is considered to be in business for himself. You are not responsible for withholding taxes from their wages nor are you responsible for paying certain payroll taxes on their behalf. (However, be extremely careful to follow the law regarding how you treat an independent contractor, as failure to properly classify a contractor can end up costing you money. Read A Test for Determining Contractor Status for more information.)

Realize you are not the only client. One of the disadvantages of independent contractors is that they aren’t dedicated solely to you and your project. If they have a deadline on another client’s project or need to travel for business, they may not be immediately accessible.

Protect your assets. Another disadvantage to hiring talented freelancers is the risk of them cutting out the middleman (you) and absconding with your clients. Protect your assets by making all freelancers sign a non-competition agreement that prohibits them from soliciting similar work from the same client for a specific period of time. Read Should I Have My Workers Sign Non-Compete Agreements? for more information.


Repost // original

Ten Tips on Hiring and Working with Freelancers | Labor & Employment // AllBusiness.com http://shar.es/PFOQR

State Employment Guide

LPHR’s State Employment Guide contains information for individual job seekers looking to find employment or develop their professional skills.  Employers can also connect directly with talent to find potential candidates to fill their most pressing job openings.
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We’re Hiring! // Open Internship Opportunity

We’re HIRING! // LPHR | Career and HR Solutions NEW #Internship Opportunity // Social Media Strategist (Intern) // via @internmatch // http://bit.ly/1jfutlj #lphr

Hiring The Best


If staffing is one of your leadership responsibilities, you undoubtedly know that hiring “the right people”  can be tough and tedious work. But it’s also important work – arguably the most important function you will ever perform.

With few exceptions, the more effort you put into the hiring process, the less you need to devote to managing the performance of the people you bring on.

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