Selecting the right candidate the first time around is worth investing a little time and thought. No one can guarantee 100% success, but you can dramatically improve your odds with a structured process.
Here’s the process I recommend to my clients:
“Dad, I just don’t get what you’re saying.”
Having a daughter who’s willing to pull your chain when you’re not making sense is an interesting phenomenon. My chain gets pulled regularly. The most recent tug came in an email the other night after my post about making compensation make sense.
“OK, Dad, I read your last blog post and I don’t get what you’re saying. It sounds like you’re saying that using the “market value” is separate and distinct from having pay grades, ranges, bands etc. I think of a company using the market value to set the pay grades, ranges, etc. You seem to be saying the two concepts are mutually exclusive, and I think I’m seeing them as one in the same.”
Got me! No, they are not at all mutually exclusive. Most companies Continue reading
Pay is such a headache. Why won’t employees simply work for what you’re willing to offer? Why all the drama? Most of the challenge comes from making this subject too complicated: grades, ranges, bands, midpoints, Compa-ratios (what?!?)…
Our HR friends just make this far more complex than it needs to be. Continue reading
