1. Retaining Talent

This is an issue across the globe, but is particularly challenging in a transient area like Aspen, Colorado. The Roaring Fork Valley is a dream residence for many people, but the seasonal work fluctuations, the limited number of companies and thus opportunities, and the incredibly high cost of living are deterrents for long-term stays. So when you do find that perfect employee, how do you keep them happy, content and never wanting to leave your organization?  We recommend investing in your staff so they feel valued and appreciated. This might be benefits or “perks” like a ski pass which is one of many great reasons to stay at Aspen Snowmass Ski Company. We strongly suggest encouraging professional development and continued education with complementary classes at Colorado Mountain College. They have an incredible program called  Customized Business Services that ” improve employees’ performance by providing them high-quality, affordable training and development opportunities.” In addition they have credit and noncredit classes that are great for professional development. Your employee broadens their skill set and expertise while developing loyalty, and your organization gets to harness these new talents. It truly is a win-win and a great way to retain talent! Photo courtesy of CMC.

2. Finding the Right Match

“Get the right people on the bus, the wrong people off the bus, and the right people in the right seats.” Jim Collins’ quote from his book Good to Great has become famous because of its power and truth. Finding the perfect fit for all positions in your organization is challenging at best. You spend countless hours recruiting, interviewing and finally hiring – only to find after investing in training, the employee really isn’t cut out for the job. The good news is there are simple tools that can increase your chances of making a good hire. One we highly recommend is the ProScan – a web based profile to uncover a candidate’s individual, personal strengths. Local business Growth Coach Gary Hartman administers the 7 minute survey and spends 30 minutes with you explaining the results. He states, “My clients have used the ProScan as a way to confirm a hiring decision, or in helping to choose between 2 candidates.  It can also be an extremely powerful way to supercharge your Team, helping improve communications or matching the right people to the right jobs.” The cost of the test and the consulting is only $75 per person.

3. The HR Void

Small businesses typically don’t have a dedicated human resources employee, much less an entire department. This means a staff member that is not a HR specialist is responsible for compensation and benefits that may include payroll, employee evaluations, job analysis; HR management which includes the policies, procedures, labor relations, attendance, and conflict resolution; staffing and recruitment; and orientation and training of employees. This situation is not rare, but it is an accident waiting to happen. Why not leave HR to the experts. Just because you don’t have the budget for a full-time position doesn’t mean you can’t have the very best. Companies like SCI – HR Shared Services that provide pay rolling, pay as you go workers compensation, and other HR services are perfect solutions.

4. Social Media!@&$

Many companies are using firewalls, company policies and scare tactics to keep employees away from using social media in the workplace. They think of it as a distraction and a time-suck for non-work related activity during company business hours. The reality is Facebook, Twitter, YouTube and many other internet based tools are contemporary communication channels that, when used right, can be incredibly effective. Instead of banning the inevitable – why not harness the power to do some quality HR work?? Below are just a couple suggestions for effective application. And if you need any help executing them, local search and social marketers a2 Interactive Media is the go-to firm.

• Internal Communication – blogs, videos and podcasts are great ways to disseminate information about trainings, benefit updates, events, etc.
• Employee Interaction – Accounting firm Ernst & Young LLP recently created a Facebook page called Ernst & Young Connects, where more than 5,400 employees can share experiences and opinions about things such as the intern program, the chairman’s values or updates from the managing partner.
• Recruitment – utilize LinkedIn and other social networks to attract incredible talent world-wide, reduce costs and enhance the recruitment experience for candidates
• Brand Building – most organizations think of their online presence as a branding tool for their “customers” only, but the truth is it also is the face of your company for potential hires. It is a great way for job seekers to get a good feel for who you are as a company.

5. Seasonal Work Fluctuations

This is worth mentioning again for it plagues the valley. There are four plus months out of the year when staffs significantly cut back, business slows dramatically and some organizations even shut their doors. Some businesses allow personnel to claim unemployment during these times. The majority are simply on their own to find other ways to make ends meet. There is no perfect solution to this bi-annual phenomenon but temporary staffing sure can help you beef up your crew in times of need without the long-term commitment of full-time employees. Hot Jobs temp and temp to hire personnel services are ideal for resort communities like Aspen, Colorado.

Hot Jobs, Inc. recruiters work closely with both clientele and candidates to create a successful placement by identifying, screening, as well as helping with retention according to the clientele’s personnel needs. We service the Roaring Fork Valley and surrounding areas including Glenwood Springs, Basalt, Aspen, New Castle, and Rifle, with our corporate headquarters located in Carbondale, Colorado.