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Wage Analysis as a Possible Solution for Poor Quality Employees
It's no secret that employees who feel like they are not paid a fair wage will not put in the effort needed to succeed in a job. Low wages not only have severe effects on employee morale within a business as a whole, but it can also lead to feelings of anger among employees. Finding the appropriate salary range based on the skills required for a position and implementing those strategies as part of a recruitment process is often one of the easiest ways for a business to eliminate poor-quality employees. Simultaneously, increasing employee pay can often incentivize a workforce to be more productive and actively work to meet company goals.
If employees feel like they should be compensated more than they currently are, they will often start lashing out or exhibiting signs of their dissatisfaction. While some employees will begin looking for a new career option, others may just let the quality of the work they are providing suffer until they feel validated again. While benefits and compensation specialists will often be accountable for low wages, these feelings most often impact line managers or immediate supervisors first – ultimately spreading a sense of dissatisfaction among every level. If a business is trying to reduce poor quality among employees, a wage analysis may be the first and most crucial step to making a positive difference.
How Does Wage Analysis Improve Employee Quality?
While the debate on reducing poor quality employees has many different facets, research has shown that wage analysis is a great starting solution. According to a study provided by the Workplace Research Foundation, a 10% increase in employee investments could increase profits by around $2,400 each year. Although just one example, this insight should help show employers the unique benefits of using wage analysis as an option for eliminating poor quality employees while simultaneously providing a better experience for external customers.
As a leading employer in the United States, Amazon also released a case study in 2018 exploring the impact wage increases could have on employee productivity. To spur this increase, Amazon raised their minimum wage to $15 per hour for all workers – an unprecedented step that many modern businesses have been unwilling to take. This strategy's payoff was immense because employees were incentivized to work hard because they were being paid above market rate. At the same time, high-quality work would help ensure their placement within Amazon would remain intact.
Based on these studies, it's easy to see the benefits of a wage analysis; however, the fair market wage for the work being completed and the geographical area may be vastly different. That is what makes having this data so critical. With wages increased, employees will often reciprocate with high-quality work to "pay back" the wage increases they have received from the business. Knowing this information can help simplify the process of reducing poor quality employees and will ensure that business objectives and goals are being met or exceeded at all times.
Exploring Targeted Recruitment & Retention Programs as a Possible Solution for Poor Quality Employees
Businesses rely on great recruiting to fulfill their workforce needs and find the talent to drive them into the future. While the right employees bring immense value to an organization, the wrong hire could damage morale and tank productivity levels as poor quality employees drag down the team. For this reason, ensuring the best talent possible is obtained through targeted recruitment and retention programs is critical for success in the modern business environment. Unfortunately, many businesses still have not verified the effectiveness or ineffectiveness of their programs and are experiencing unprecedented levels of turnover.
Several unwanted side effects can occur as a result of poor recruitment and retention programs. Some of the most common problems include wasted money on training costs, workflow interruptions, and an overall negative view by stakeholders, customers, or potential candidates looking for new career opportunities. With a well-planned strategy, businesses are more likely to have accurate representation within local candidate pools while maintaining a favorable image among top talent. These benefits make it crucial for companies to ensure their targeted recruitment and retention programs are working as intended to get vacancies in front of the top talent quickly.
How Can Targeted Recruitment and Retention Programs Eliminate Poor Quality Employees?
Organizations need to first know what they are looking for in an employee before a targeting recruitment program can be effective. By defining the skills and experience required, hiring managers or staffing providers can hire a candidate based on the nuances of a particular job, further simplifying the choice when only qualified applicants are seen. Organizations with a targeted recruitment plan can avoid “buyers’ remorse” while also eliminating poor-quality employees before they are even offered a position within the company.
Many businesses make the mistake of ending the hiring process and letting a new candidate find their own place within a company. While onboarding is an integral part of minimizing poor quality employees, it is also essential to give them value through great retention programs. For example, if you have employees into fitness, creating a work gym or partnering with a local gym to provide employees access can help improve morale and ensure employees remain focused on achieving company goals. When creating a retention plan, businesses should look for unique solutions to their workforce or enhance their commitment to stay with the company long term.
Eliminating poor quality employees is a long-term effort. What seems like a promising employee during the recruitment phase could still develop bad behaviors over time without the nurturing provided by retention programs. To achieve the best results possible, recruiters and hiring managers must create a holistic career plan that sources the best employees available and provides a compensation package with benefits that extend beyond just a reasonable salary. Only with these conditions accounted for can a business truly expand into the future without the fear of poor quality employees dragging down the business long-term or hindering further growth.
Pre-Screening as a Potential Solution for Poor Quality Employees
Modern businesses face the challenge of finding superior quality candidates who will last and become valuable assets. While it is possible to find quality talent after an extensive resume search and multiple interviews, most companies prefer to assign that amount of time and funds to other business tasks. So, how can companies quickly find the right talent without wasting unnecessary resources in the process? By developing and implementing a well-thought hiring process that includes pre-screening evaluations.
Pre-screening evaluations provide hiring managers with valuable data implemented to make the best hiring decisions. This data confirms that a candidate application is reliable and valuable while filtering out any under unqualified candidates. These evaluations mean that an organization can confidently select candidates that hold up to the businesses’ required standards and eliminate the chances of wasting resources on poor-quality potential employees.
This process gathers information such as education levels, prior work experience, past work performances, and any behavioral risks that do not align with the companies’ values. Besides gaining insights on any future employee, institutions that implement pre-screening into their hiring process experience multiple long-term benefits responsible for growth within the company.
How Can Pre-Screening Evaluations Reduce Poor Quality on Employees?
Requiring a pre-screening evaluation automatically weeds out any falsified applications. Hiring teams will not have to worry about the truthfulness and reliability of those interested in the job. Candidates who complete their application will do it consciously to ensure their information is as accurate as possible. This saves organizations time and money throughout the entire recruiting process. Resources saved during this process are often invested in other aspects of a company, allowing for employment development opportunities and business growth.
Companies that implement pre-screening into their hiring process are perceived with a higher standard than those that do not. As a result, new and old employees tend to increase their respect for those companies that run a strategic hiring process, knowing that they will serve the company as a valuable and appreciated member. Additionally, this process allows organizations to be strategic by testing for any traits or characteristics needed for the position.
In a pre-screening process, any testing showing proof of qualification to complete specific job demands is acceptable if they comply with anti-discriminatory state or federal laws. For hiring managers, access to information such as work history, education, references, and even criminal records nearly eliminates the chances of hiring poor-quality employees. Hiring will no longer be compared to gambling since predictions will be made considering all the candidates’ accurate and available information.
Performance Personnel is built on the foundation of providing the best staffing experience possible. We can simplify the process of finding the best candidate for any desired position. Our pre-screening process accurately predicts candidate skills and performance while it saves our clients resources that they can relocate into other aspects of their organization. We provide our clients with the best candidates for their needs while staying up to date with current local economic markets.