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Monday, July 17, 2017

Work Visas: Explained

Work visas are a hot topic to those in the SAP service. Considering candidates with work visas can actually be very good for a business in the long term.

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The subject of work visas is one which is near and dear to the hearts of those in the SAP service.

There are a few different types of U.S. work visas that are commonly seen in the IT and SAP marketplace. Today we’ll be covering two.

The first type that is very common is the TN visa, which allows for the hiring of Canadian or Mexican citizens with a four-year degree in computer science. This type of visa is associated with NAFTA (The North American Free Trade Agreement.) This type is low-cost and simple.

Another very common visa is the H1B Visa. This type is very good for those not originally from North America but who want to stay and work long term. It’s very difficult to hire someone who doesn’t have a H1B visa as it is a very lengthy process. But if you aren’t legally prohibited from hiring outside of people with an H1B visa, you should definitely consider hiring those without it as it is a great opportunity for finding people with appropriate soft skills.

H1B visas help with retention, because candidates with this type of visa are very unlikely to want to move around.

In the event you are hiring someone with an H1B visa, be sure to ask when it expires and if it is their first or second visa. H1B visas last three years and can be renewed once for an additional three.

An additional requirement is that during this time they must begin their Green Card process. So, if you are considering a candidate with an H1B visa be sure to ask about their status in that process as well.

There are many benefits to hiring an H1B candidate. H1B visas help with retention, because candidates with this type of visa are very unlikely to want to move around and will be more likely to take long-term positions.

If you have any other questions about visas or want any more information, feel free to get in touch by giving us a call or sending an email. We look forward to hearing from you soon.

Thursday, June 29, 2017

10 Ways to Improve Your Company's Interviewing & Hiring Process

There are 10 steps that I believe will improve the hiring process and simultaneously give you a competitive edge in our competitive marketplace.

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There are 10 steps you can take to improve the hiring process and get a competitive advantage for landing talent in such a competitive market like we're currently in today.

Don't overlook making the interview a positive experience for the candidate.

  1. Have a defined process in place: It's better to have a precise, streamlined process so that you get to the offer stage faster.
  2. Use a recruiter who is an industry expert: They can not only go after the non-active job seekers in the marketplace, they can help you get to the top talent a lot faster and save your team both time and energy.
  3. Concisely define the skills that are necessary for the job: If you can keep it to three to five must-have things for someone to be successful in the role, you qualify everything else as 'nice to have.'
  4. Don't make a lowball offer: For one, the candidate won't take it and it will leave a bad taste in their mouth. Also remember that it will impact your brand negatively in the candidate marketplace, and you can't afford that.
  5. Give quick and detailed feedback to your recruiters, both internal and external: They need to quickly know that someone wasn't the right fit so they can make adjustments accordingly.
  6. Don't forget to sell your company when interviewing: This includes the product, the culture, the vision, the work-life balance--sell the opportunity, not just what you're looking for. 
  7. Make interviewing a positive experience for the candidate. 
  8. Review how to onboard people better: This means from the moment of extending the offer all the way to the start date. Communicate with them more often and make sure they feel welcome and prepared for their first day. 
  9. Have a complete onboarding process that goes way beyond day one: It should go into the first 90 to 120 days and be clearly defined on paper.
  10. Have cohesive message about the opportunity: The written job description on your website and every person on the interview panel need to be on the same page in the messaging and how critical it is, and exactly what you're looking for. All parties should also be selling what's so great about the culture and the long-term opportunity.

I hope this is helpful to you in your efforts to improve your hiring process. I'd love to hear your ideas on how to improve this process as well. If you have any questions or comments, don't hesitate to give me a call or send me an email. I look forward to speaking with you!

Thursday, June 8, 2017

Why Are Exit Interviews So Important?

Exit interviews are a useful tool. They will be especially useful in the coming years as talent will be harder to come by.

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Exit interviews can help you improve your company culture, learn from your mistakes, and even help you retain your best people. As we get into 2017 and beyond, there will be a real war on talent, especially in vertical industries like IT, healthcare, and engineering.

We know there will be a huge shortfall of talent in these areas based on studies that are coming out. The baby boomers are retiring and leaving the workforce and there aren’t enough talented people in the next generation to take their places. Experts believe India and China could give us all the outsourcing help we could possibly handle and there would still be a talent shortfall in the U.S. in the next 10 years.

Companies will make some pretty aggressive counteroffers in exit interviews.

When companies, hiring managers, and HR departments start to understand this, exit interviews become very important. They allow you to ask questions about why people are leaving, what’s going on with company culture, and whether you failed to engage the employee in their role or not.

It’s important to not only sincerely ask these questions, but it might give you the opportunity to retain an “A” player in the process. Companies will make some pretty aggressive counteroffers in exit interviews because they know how difficult it will be to replace that person. 

Hopefully this has awoken you as to the importance of exit interviews. Use them to learn, be honest, and leave the door open to have that person come back down the road. Some of the best companies are even building alumni networks to supplement this idea.

If you have any questions for me, don’t hesitate to give me a call or send me an email. I look forward to hearing from you.