June 2022

• Kimberly Prescott
• Blog
• June 20, 2022

How to Utilize Facebook for Recruiting

Did you know that Facebook has over two billion active monthly users and over one billion active monthly users? Facebook can be a treasure trove when it comes to highlighting your company culture and recruiting top talent to join your team. Does your organization want to start using Facebook to recruit new team members but you aren’t sure where to start? Keep reading for some helpful Facebook recruiting tips from the team at Prescott HR!

Step 1: Create a Company Facebook Page

If your organization does not have a company Facebook page already established, it’s time to set one up! You can set up a company Facebook page in just a few simple steps. Be sure to categorize your organization in the right industry, so as not to confuse your followers. If your organization already has a company Facebook page in place, you may want to also consider setting up an additional Facebook page strictly for hiring purposes. 

Step 2: Start Posting

Once you have your Facebook page all set up, it’s time to start posting! Facebook is a great tool to authentically highlight the perks of working for your organization. It’s also an opportunity to highlight your current team members to make them feel valued. If a potential new employee finds their way onto your Facebook page when researching your company, you’ll want to demonstrate why your organization is a great place to work. Consider posting content surrounding team events, flex-work opportunities, employee perks or benefits, and more. 

Step 3: Post Open Job Positions to Your Page

It’s important to publish posts about all open job positions within your organization. You’ll want to be sure that your job posts are inclusive and that they properly convey the responsibilities necessary for the role. Consider using eye-catching graphics to stand out to new applicants. You’ll also want to make the application process as simple as possible, so consider creating an easy fillable form for applicants to use. 

Step 4: Boost Your Job Posts

Reach a wider audience by paying to boost your job posts on Facebook. You can even target certain demographics who would be a great fit for your organization, like by region or interests.

Step 5: Get Personal

Do you work in a niche industry? Search out specific Facebook groups that fit your organization’s industry. There are tons of private Facebook groups that are geared toward specific job industries, like accounting or programming. Regularly publish enticing job posts about your organization within these groups.

Work with Prescott HR

Do you need help getting your organization set up to recruit on Facebook? We are here to help! Prescott HR offers a wide range of services that can help your organization recruit new talent, including creative hiring ideas. Our unintimated HR practices allow us to be focused and effective, providing your business with exactly what you need.

Give us a call today at 443-351-8818 or contact us online. 

• Kimberly Prescott
• Blog
• June 13, 2022

Recruitment Tips for 2022

We are almost halfway through 2022 and if we’ve seen anything over the past few years, it’s that recruiting top talent is more challenging than ever. At the start of 2021, we saw what is now being referred to as “the Great Resignation,” a movement where millions of Americans quit their jobs to seek more fulfilling work. Around one and a half years later, we are still feeling the effects of the Great Resignation. That’s why Prescott HR has compiled this helpful and updated list of recruitment tips for your organization to try in 2022. Keep reading to learn more!

Establish an Employee Referral Program

Does your organization already have a great team in place? Then why not lean on your current employees to help you recruit top talent! Establishing an employee referral program can be a win-win when it comes to recruiting new team members to your organization. Your current employees are likely to have a wide network of like-minded and talented individuals who could make a great fit at your organization. In order to make an employee referral program successful, it’s important to implement incentives that your team members actually want, like monetary bonuses. It’s also important to make this process as easy as possible for your employee. We suggest providing employees with an easily accessible online form to submit referrals.

Utilize Social Media

Social media is an incredibly powerful recruiting tool. If you aren’t already using social media platforms to recruit new team members, here is your sign to give it a try! Social media can be an effective tool to demonstrate your company culture, so make sure your posts are as authentic as possible. Be sure to always post any current job openings on your social media pages and encourage your staff to like and share the posts with their own network. It’s also important to make the application process as easy as possible with social media. We recommend creating a simple form for the employee to fill out and don’t forget to make it mobile-friendly. Also, consider sending applicants to a landing page where you can easily track which social media platforms are garnering the most responses. 

Reach Out to Previous Employees

One often overlooked aspect of recruiting can be reaching out to previous employees. Perhaps you had an excellent employee who decided to leave your organization to pursue other endeavors. When recruiting for a new position, do not hesitate to reach out to them and check-in. Do they like their new role? Are they considering a career change? Keep the door open with regular communication for your previous employee to come back to the team. On a similar note, be sure to pull older applications for professionals who you’ve interviewed in the past who did not choose to come on board. Circumstances may have changed and now could be the right time for them to join the team.

Work with Prescott HR

Prescott HR offers a wide range of services that can help your organization recruit new talent, including creative hiring ideas. Our unintimated HR practices allow us to be focused and effective, providing your business with exactly what you need. Give us a call today at 443-351-8818 or contact us online. 

• Kimberly Prescott
• Blog
• June 6, 2022

How to Manage Layoffs With Compassion

There’s a great deal of uncertainty in the world right now and your organization may be affected by any number of unforeseen issues. One difficult decision may be to lay off one or more of your team members. If your organization has made the difficult decision to lay off an employee or a team of employees, it’s important to handle the situation with compassion and understanding. Keep reading for a few helpful tips for managing layoffs with compassion from the team at Prescott HR. 

Show Empathy

When it’s time to sit an employee down to inform them of a layoff, it’s important to remember to show empathy throughout the conversation. Recognize that this situation is going to be upsetting and difficult to process for the employee, so you will need to be empathetic for the emotions that they may experience. Acknowledge the pain that this decision has caused you as a manager or owner and that your organization did everything it possibly could before this layoff to avoid the current situation.

Be Transparent

Unless your employee saw this coming, it will probably come as a bit of a shock when they are laid off. It’s important to be as transparent as possible about why your organization has decided to implement layoffs and also answer any questions or concerns they may have about the decision-making process. Being transparent and honest with your employee can help them process and cope with the layoff in a healthier way.

Offer Additional Support

There are ways to provide your employee or employees with transition support to help them onto the next phase of their career. Some ideas include writing a letter of recommendation for their job search. Your organization can also provide a severance package for the team member or members who are being affected by the layoffs. 

Communicate with Your Current Team

Layoffs within an organization can be emotional for all members of your team. Keep in mind that your staff is losing a team member or members whom they value and respect. This can be a painful and emotional process for your team to deal with and it may affect overall company morale. You will want to be open and communicative with the rest of your team about the reasons for the layoffs. Demonstrate that you value your current team and that this was a difficult decision that had to be done. Also, be prepared to answer any questions your team may have about the layoffs in an authentic and honest way.

Work with Prescott HR

Is your organization considering layoffs in the near future? Hire the experts at Prescott HR to help you prepare. Prescott HR offers a wide range of services that can help your organization plan for one or more layoffs within your organization in a compassionate and authentic way. Our unintimated HR practices allow us to be focused and effective, providing your business with exactly what you need. Give us a call today at 443-351-8818 or contact us online. 

• Kimberly Prescott
• Blog
• June 1, 2022

How to Deal with a Bad Boss

A bad boss… we’ve all had one. In an ideal world, only the best leaders would be steering the ship of a successful organization. Unfortunately, that’s not always the case. As a business owner or manager, it’s important for you to identify a boss within your organization who needs professional development when it comes to their leadership style. Keep reading to learn the best ways to deal with a bad boss from the experts at Prescott HR.

Address the Issue Right Away

Operating in a toxic work environment can be draining. If your organization has a manager in place who is contributing to the toxic environment, you have to address the issue immediately. Make a plan with your organization’s Human Resources department to strategize how to approach him or her with steps to remedy any issues right away. If you do not have a Human Resources department at your organization, consider hiring an outside HR consultation firm to guide you through this process.

Document Everything

If you’ve had unpleasant or inappropriate interactions with a leader on your team, it’s important to document any instances as soon as they occur. This is an extremely helpful step when it comes time to approach your Human Resources team or consultant. Be sure to keep thorough records of any disputes you have as soon as they happen, so it’s fresh on your mind.

Offer Additional Training

If you have a boss on your team who needs help with their managerial skills, offer to provide leadership training. Managing people does not come naturally to everyone, so sometimes we need to offer additional training or help to those who are struggling with leading a team. 

Avoid Letting Them Affect Your Work

If you love your job and are not willing to look around for a different one because of a bad boss, then it’s important to not let their behavior affect your work. Working in a toxic environment can be draining on your emotional state, so be sure to implement self-care practices throughout the day to deal with a bad boss. This can look like taking ten minutes each day to take a walk around your building or to meditate at your desk. 

Communicate with the Bad Boss

Communication is key in all aspects of life. Maybe a bad boss or leader on your team does not realize how their actions are affecting you or the rest of the team. Most of the time, a conversation can help remedy any issues that your team is having with one manager’s leadership style. Consider setting up a one-on-one conversation to discuss any issues you are noticing.

Work with Prescott HR

Does your organization need help with a bad boss or manager on your team? Hire the experts at Prescott HR to help you! Prescott HR offers a wide range of services that can help your organization recruit a diverse and talented group of professionals. Our unintimated HR practices allow us to be focused and effective, providing your business with exactly what you need. Give us a call today at 443-351-8818 or contact us online.