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Employment Agency | Recruitment Agency

Recruiting University Graduates Directly

Recruiting university graduates

As an organisation that strives towards excellence, inclusivity, and industry best practices, FHH Consultants are uniquely positioned to provide a comprehensive and versatile range of solutions. This includes Human Resources Services, Payroll Solutions, and Recruitment Services.

In this article, the varying perspectives and trends are discussed relating to recruiting university graduates directly.

Recruiting university graduates can bring several benefits to an organisation, which include the following:

  • Fresh perspective and new ideas: University graduates bring new perspectives and ideas to the organisation, which can help to stimulate innovation and creativity.
  • Technical skills and knowledge: University graduates have the latest technical skills and knowledge in their field, which can help organisations stay competitive in the marketplace.
  • Flexibility and adaptability: University graduates are often flexible and adaptable, which can help organisations respond to changing business conditions.
  • Potential for long-term growth: University graduates are often at the beginning of their careers, and they have the potential for long-term growth within the organisation.
  • Diversify the workforce: Recruiting university graduates from diverse backgrounds can help to diversify the organisation’s workforce, which can bring a range of perspectives, skills, and experiences.
  • Cost-effective: Hiring university graduates can be cost-effective for the organisation as they often come with lower salary expectations, and they are willing to work hard to gain experience and grow in their field.
  • Create future leaders: University graduates are the next generation of leaders, and by recruiting them, organisations are investing in the future of their workforce.

 

Recruiting university graduates is also important for societal reasons:

  • Address the skills gap: Recruiting university graduates can help organisations meet their skills and talent needs, which can help to address the skills gap in the workforce.
  • Support economic growth: Recruiting university graduates can help to support economic growth by providing them with opportunities to gain work experience and contribute to the economy.
  • It helps to support social mobility: Recruiting university graduates can help to support social mobility by providing them with opportunities to gain work experience, which can help to move them up the career ladder.

However, there are also potential disadvantages to consider. This could extend to a lack of experience which would require extensive training, mentorship, and supervision. In addition, the limited job-specific skills would require a broad range of knowledge and might take significantly longer to develop. Varying considerations would also include higher turnover rates as university graduates are likely to change their career trajectories earlier on to solidify their interests and strengths. Limited networking opportunities could prove challenging for graduates to establish a professional network and

In conclusion, recruiting university graduates can bring several benefits to an organisation, including fresh perspective and new ideas, technical skills and knowledge that are future-fit, enhanced flexibility and adaptability as well as the potential for long-term growth.

 

Contact FHH Consultants for more information on our best practices and proven recruitment techniques.

Online recreational activities to develop teamwork during remote work

Online teamwork activities

 

FHH Consultants understands the complexities of the adaptive ways of working. We are committed to providing a seamless experience for our clients and are constantly researching best practices and trends to create a seamless employee experience.

 

In this article, we will be identifying and discussing online recreational activities to develop teamwork and morale during remote work. 

  • Virtual Escape Rooms: Virtual escape rooms are online games where players work together to solve puzzles and complete tasks in order to “escape” the virtual room. These games can help develop teamwork, communication, and problem-solving skills.
  • Online Game Tournaments: Organising online game tournaments for your team can be a fun and engaging way to build camaraderie and teamwork. Popular games like League of Legends, Overwatch, or Fortnite can be used.
  • Virtual Cooking Classes: Virtual cooking classes can be a fun and unique way to bring team members together, even when working remotely. They can help develop teamwork by working together to plan a menu, shop for ingredients, and prepare a meal.
  • Virtual Team-Building Activities: There are several virtual team-building activities that can be done remotely, such as virtual scavenger hunts, virtual treasure hunts, or virtual murder mystery games. These activities can help develop teamwork, communication, and problem-solving skills.
  • Virtual Yoga or Fitness Classes: Virtual yoga or fitness classes can be a great way to build teamwork and support team members in their personal health and wellness goals.
  • Virtual book clubs or movie clubs: If your team members share a common interest in literature or movies, virtual book or movie clubs can be a great way to foster teamwork and discussion.
  • Virtual Board games: Playing virtual board games like 30 Seconds or Monopoly can be a fun way for remote teams to bond and develop teamwork.

 

It’s important to keep in mind that the activities should align with the team’s culture and interests as well as the organisational policies and processes. Additionally, it’s always good to include a debrief session after the activity to discuss how the team worked together, its strengths, and areas for improvement.

 

Creating cohesion with remote teamwork can be challenging, but there are several strategies that can assist, which include the following

  • Establish clear communication channels: Establishing clear and consistent communication channels is essential for remote teams to stay connected and informed. This can include regular virtual meetings, instant messaging, and email.
  • Set clear goals and expectations: Setting clear goals and expectations for the team can help ensure that everyone is working towards the same objectives and that everyone knows what is expected of them.
  • Encourage regular interaction: Encouraging regular interaction among team members can help build relationships and create a sense of community among remote team members. This can include virtual team-building activities, virtual coffee breaks, or virtual lunch and learn sessions.
  • Foster a culture of trust and transparency: Building trust and transparency with remote team members is essential for creating cohesion. This can be achieved by encouraging open and honest communication, actively listening to team members, and being responsive to their concerns.
  • Leverage technology: Technology can be used to facilitate collaboration and communication among remote team members. For example, using project management tools, virtual whiteboards, and video conferencing tools can help remote team members work together more efficiently.
  • Emphasise the company culture: Emphasising the company culture and values can help create a sense of belonging among remote team members. This can include incorporating organisational culture into team-building activities, recognising team members for their contributions, and promoting a positive and inclusive work environment.
  • Encourage socialisation: Encourage team members to get to know each other by organising virtual social events, such as virtual happy hours or game nights, it can help to build stronger relationships among team members. It is also important to create a safe space for employees to feel encouraged to participate and build trust with colleagues without feeling criticised for opinions and answers in a respectful manner.
  • Have a clear plan for remote work: Establishing a clear plan for remote work, including guidelines for communication, expectations for availability, and protocols for working together can help

Look no further than FHH Consultants to partner with you on all things Human Resource related.

 

Virtual and online onboarding and orientation

Virtual Online Onboarding

FHH Consultants are at the forefront of providing personalised plans and processes to enhance the overall strategic and operating model of an organisation. As part of our unique service proposition of Human Resources, one of our sub-sets includes staff induction.

We encapsulate the ever-changing environment with the organisational culture and requirements by solidifying work relationships and workplace forums to enhance the lines of communication.

To begin with, it would be important to understand the core differentiating factors between onboarding and orientation. Onboarding and orientation are two separate but related processes that are used to welcome and integrate new employees into an organisation.

Onboarding is the process of assimilating new employees into the organisation and helping them to feel comfortable and productive in their new roles. This process typically begins when an employee is offered a job and continues for several months or even a year after they start working. Onboarding activities can include training, mentoring, and providing resources to help employees learn about the organisation’s culture, policies, and procedures.

Orientation, on the other hand, is a more specific and shorter process that is typically completed within the first few days or weeks of an employee’s tenure. Orientation activities include providing new employees with information about the organisation, its policies, and its culture. This information is usually provided through a combination of formal training and informal conversations with colleagues and managers. Orientation also includes providing new employees with the necessary information and resources to perform their jobs, such as access to equipment, software, and other tools.

 

Virtual and online onboarding and orientation are processes that allow new employees to learn about and become familiar with their new organisation, even when they are working remotely. During the pandemic and the new post-pandemic world, new processes and practices are required. The benefits of virtual and online onboarding and orientation include:

 

  • Convenience: Virtual and online onboarding and orientation can be completed at the new employee’s convenience, which can make it easier for them to balance their work and personal responsibilities.
  • Cost-effective: Virtual and online onboarding and orientation can be less expensive than in-person onboarding and orientation, as it eliminates the need for travel and accommodation costs.
  • Access to information: Virtual and online onboarding and orientation can provide new employees with easy access to all of the information they need to know about the organisation, its policies, and its culture.
  • Flexibility: Virtual and online onboarding and orientation can be customised to meet the needs of different employees, which can help to make the process more effective for everyone.
  • Time-efficient: Virtual and online onboarding and orientation can be completed in a shorter amount of time than in-person onboarding and orientation, which can help new employees to become productive more quickly.

 

To implement virtual and online onboarding and orientation, organisations can use a variety of tools such as:

  • Online Learning Management Systems (LMS): These systems can be used to create and deliver online training programs, which can be accessed by new employees at any time.
  • Video Conferencing: Video conferencing can be used to conduct virtual meetings, which can be used to introduce new employees to their team, and other colleagues.
  • Virtual tours: Virtual tours can be used to give new employees a sense of the organisation’s physical environment, such as its offices and facilities.
  • Chat or Instant Messaging: Chat or instant messaging can be used to provide new employees with quick answers to their questions and to provide ongoing support as they become familiar with their new organisation.
  • Email and file sharing: Email and file sharing can be used to provide new employees with the relevant information that they require to conduct their tasks.

 

In summary, virtual onboarding provides a flexible, cost-effective, and efficient way to welcome and acclimatise new employees, while also improving engagement and retention.

For more information regarding our in-depth service Human Resource Service offering and how we can tailor-fit requirements according to your organisational processes, contact FHH Consultants today.

Ways to handle overqualified employees or applicants

Ways to handle overqualified employees or applicants

FHH Consultants has extensive experience in collaboration and strategies to optimise every situation and working process. We understand the complexities of the recruitment processes and we ideate with our clients and candidates for the best possible outcome for all stakeholders involved.

In this article, the different ways of handling overqualified employees or applicants are discussed. Handling overqualified employees or applicants can be challenging for organisations, but there are several strategies that can be used to manage this situation:

  • Assess their skills: Assess the overqualified employee’s or applicant’s skills and qualifications and determine how they can be leveraged to benefit the organisation. This can help to identify areas where the employee or applicant can make a valuable contribution.
  • Offer a different position: Consider offering the overqualified employee or applicant a different position within the organisation that is more in line with their qualifications. This can help to ensure that their skills are being utilised effectively.
  • Provide additional training: Provide additional training or development opportunities for the overqualified employee or applicant to help them acquire new skills and become more valuable to the organisation.
  • Address compensation concerns: Address any concerns about compensation, as overqualified employees or applicants may expect higher salaries than others in the same role. Negotiate a fair compensation package that takes into account the employee’s qualifications and experience.
  • Communicate and manage expectations: Communicate and manage expectations with the overqualified employee or applicant and ensure that they understand their role and responsibilities within the organisation. This can help to prevent misunderstandings and ensure that they are aware of their opportunities for growth and advancement within the organisation.
  • Provide opportunities for growth and development: Provide opportunities for growth and development to help overqualified employees or applicants stay motivated and engaged in their work. Encourage them to take on additional responsibilities or provide them with opportunities to work on special projects.
  • Be open-minded: Be open-minded to new ideas and perspectives that overqualified employees or applicants can bring to the table, they may have valuable insights or skills that can help to improve the organisation.
  • Be transparent: Be transparent about the hiring process, and let overqualified applicants know that their qualifications are appreciated, but that their skills may not be a perfect match for the current role but the organisation would like to keep in touch for future opportunities.

It’s important to remember that every employee or applicant is unique, and it’s important to take into account the specific circumstances when dealing with overqualified employees or applicants.

From the perspective of the candidate, it is also important to incorporate the following communication techniques when rejecting a job offer because of your overqualified skills and expertise. Rejecting a job offer can be a difficult task, but it’s important to handle it in a professional and respectful manner. Here are some tips for rejecting a job offer:

  • Be honest and direct: Be honest with the employer about your decision and provide a clear and direct explanation for why you are rejecting the offer.
  • Be timely: Respond to the job offer as soon as possible, and let the employer know your decision as soon as you have made it.
  • Be gracious: Express your appreciation for the opportunity and for the time the employer took to interview and consider you for the position.
  • Be specific: Provide specific feedback about why the job or the organisation is not the right fit for you. It may help the employer to understand and improve their recruitment process.
  • Keep it professional: Even if you have decided not to accept the offer, it’s important to maintain a professional and cordial relationship with the employer. You never know when you may cross paths with them again in the future.
  • Follow up: Send a thank you note or an email to the employer, to express your gratitude for the opportunity.
  • Keep the door open: If you are open to future opportunities with the organisation, let the employer know that you would like to stay in touch and maintain a professional relationship.
  • Respect the employer’s time: The employer has invested time and resources in the recruitment process, be respectful and considerate of the employer’s time and effort.

 

Contact FHH Consultants to streamline your organisational and candidate recruitment process.

Recruiting As An Equal Opportunity Employer

Recruiting as an equal opportunity employer

Recruiting as an equal opportunity employer requires taking steps to ensure that all candidates are given fair and equal consideration for job openings, regardless of their race, gender, age, sexual orientation, religion, disability, or any other protected characteristic.

FHH Consultants has an extensive set of services such as HR Management, Industrial Relations Management, Performance Appraisals, Talent Management, Training & Skills Development, Staff Induction as well as Employment Equity and B-BBEE.

Encompassing the above-mentioned Employment Equity and B-BBEE services, FHH Consultants is equipped in developing and implementing employment equity plans and report submissions that meet the requirements to support the revenue growth and critical success factors of your business. In addition, we are experienced professionals that have in-depth knowledge regarding B-BBEE audits and can guide organisations to comply with the relevant legislation and pillars.

Some strategies for recruiting as an equal-opportunity employer would include:

  • Posting job openings in a variety of locations and on a variety of platforms to reach a diverse pool of candidates.
  • Reviewing job descriptions and qualifications to ensure that they are free of bias and that they accurately reflect the requirements of the job.
  • Using inclusive language in job postings and during the recruitment process.
  • Providing training for recruiters and hiring managers on how to identify and avoid bias during the recruitment process.
  • Encouraging employee referrals from a diverse group of employees
  • Partnering with diverse organisations and groups, such as professional associations, community organisations, and schools, to find and attract diverse candidates.
  • Actively seeking out and recruiting candidates from underrepresented groups, such as veterans, people with disabilities, and individuals from diverse ethnic and racial backgrounds.
  • Providing accommodations for candidates with disabilities during the recruitment process, if needed.
  • Having a diverse team of recruiters and hiring managers ensures that the recruitment process is inclusive and fair.
  • Keeping accurate records of the recruitment process, including how many candidates were interviewed and hired, to ensure that the process is fair and unbiased.

It’s important to note that recruiting as an equal-opportunity employer is an ongoing process and requires constant monitoring and evaluation to ensure that candidates are being treated fairly and equitably throughout the recruitment process.

Recruiting with inclusivity in mind means taking steps to ensure that the recruitment process is inclusive and fair for all candidates, regardless of their background or identity. Some strategies for recruiting with inclusivity in mind include:

  • Reviewing and revising job descriptions and qualifications to ensure that they are inclusive and free of bias.
  • Using inclusive language in job postings and during the recruitment process.
  • Providing training for recruiters and hiring managers on how to identify and avoid bias during the recruitment process.
  • Creating a diverse recruitment team that is representative of the communities the organisation serves.
  • Partnering with diverse organisations and groups, such as professional associations, community organisations, and schools, to find and attract diverse candidates.

It’s important to note that recruiting with inclusivity in mind is an ongoing process and requires constant monitoring and evaluation to ensure that candidates are being treated fairly and equitably throughout the recruitment process. Additionally, it’s important to also consider inclusivity in the workplace, by creating a culture of diversity, equity, and inclusion, which can help retain diverse employees and make them feel valued and respected.

Get in touch with FHH Consultants for more information.

What does a payroll administrator do?

HR Management

Payroll administrator

FHH Consultants are the preferred choice of an Employment Agency that offers a niche offering of excellence and quality. We offer a streamlined service of payroll administration solutions that assists organisations with their

The FHH Consultants Payroll Service covers the complete payroll processing on VIP software, preparation and distribution of custom, secure and confidential payslips as well as the custom management and financial reports for PAYE, SDL, UIF, Bargaining Council deductions, Provident and Pension funds, Garnishes as well as Union member deductions.

In this article, we will be looking at the functions of Payroll administration and the critical importance of it. FHH Consultants prides itself on attention to detail and efficient reporting to ensure statutory and audit compliance.

Payroll administration includes the processes of ensuring all employees within an organisation are paid in an accurate and timely manner. The core responsibility of a Payroll administrator is the management of employee data, ensuring the accuracy of timesheets as well as computing wages.

Payroll administrators require strong numeric skills and have impeccable attention to detail. Additional responsibilities would include being a Subject Matter Expert by providing information about payroll related matters.

The calculations of payable hours, commissions, bonuses, tax withholdings and deductions encompass the payroll administration function. The coordination with the Human Resources department is critical to ensure correct employee data is captured and maintaining employee records with financial components such as earnings statements, issuing deposits and providing any administrative support.

The advantages of incorporating payroll administration will ensure compliance across various industries such as bargaining councils. By choosing FHH Consultants, we offer integrity, consistency and quality to reduce direct and indirect payroll administration costs.

Get in touch with FHH Consultants to save you time and money.

 

Why FHH Consultants is the best HR solutions provider for your business

Recruitment agency

HR solutions provider

FHH Consultants are industry leading professionals with extensive market reach and have a unique set of capabilities to assist businesses with their Human Resource related requirements. We are passionate about ensuring end-to-end service delivery.

We have established a niche range of divisions with the intention of providing quality to all areas of recruitment, human resource requirements as well as payroll and industrial relations. To begin with, our Recruitment Services division is dedicated to matching qualified candidates to the correct organisation.

The requirements on the job specification are only the beginning of the recruitment process. At FHH Consultants, we investigate all other possibilities for superb qualities of self-motivated and creative candidates that are innovative and well-positioned in the market.

In today’s ever changing environment, it would be important to analyze all components of hiring and retaining a workforce. It should also be noted that FHH Consultants are in alignment with industry standards and regulatory compliance, and we will be able to guide your business in the right direction relating to the Human Resource legislature.

By choosing to partner with FHH Consultants, a competitive advantage is guaranteed for your business. The hiring orientation and organisational culture will be fundamentally improved, and subsequently provides insights related to trends in your organisation.

A combination of individual and blended services from FHH Consultants paves the way for enhancing professional development relating to aspects from leave, performance management as well as other administrative tasks such as payroll administration.

Contact FHH Consultants for more information.

 

Things every HR management consultant should be able to do

HR Management

HR Management Consultant

FHH Consultants has a versatile range of services that enhances competitive advantage for companies. Our comprehensive offering includes Recruitment, Human Resources, Industrial Relations and Payroll Services.

HR Management consultants are visionaries and change management champions. Being a self-starter and organized leader are important characteristics for an HR management consultant to have.

Supporting the organisational culture, vision and mission is part of the HR management consultant’s role. Analytical skills are critical to the success of the role where certain trends can be identified and communicated at leadership level.

Good professionals have excellent interpersonal skills that have an ability to communicate across different platforms and professional boundaries. Technological skills should be used to streamline automation by utilising citizen-led applications that have low-code/no-code environments.

Collaborating with different training managers, line supervisors and human capital business partners also ensures success in the organisation. Human Resource Consultants streamlines administrative responsibilities in an organisation.

By providing training sessions on complex HR procedures and taking ownership of HR compliance management. Business process designs and human capital resource requirements also consolidate into strategic integration.

Programs, policies and practices assist with action plans geared towards intelligent resource capacities. Necessary documentation and orientation codes of conduct and non-disclosure agreements would need to be discussed with Human Resource stakeholders. Additional resource capacities would include:

  • Applicant Pre-screening
  • Offer Negotiations
  • Compensation & Recognition Statements
  • Creating & Implementing Guidelines
  • Conflict Management support
  • New Hire Orientation
  • Employee Handbook Development
  • Performance Evaluation
  • Documentation of HR Policies
  • Outplacement Services

Contact FHH Consultants for more information.

What’s the difference between Human Resource Management & Industrial Relations?

Recruitment agency

Human Resource Management & Industrial Relations

FHH Consultants are formidable partners in the market with a presence across a multitude of industries. Our staffing solutions include Recruitment, Human Resources, Industrial Relations and Payroll Services.

In this article, we will be identifying the key characteristics and comparisons between Human Resource Management and Industrial Relations as well as the importance of both functions.

Human Resource Management focuses on the ways of effectively managing the human capital in an organization. There are several functions of Human Resource Management and can be categorised according to the following:

  • Recruitment and Talent Acquisition
  • Organizational benefits and Compensation
  • Performance Evaluation
  • Employee Relations
  • Enforcements of Disciplinary Actions
  • Employee Records and Maintenance
  • Learning and Development
  • Off-boarding Procedures

Additional components of human resource management functions extend to a strategic and comprehensive approach in creating a productive workplace culture and environment.

Industrial Relations primarily have the functionality of establishing and maintaining good standing relationships between employers and employees. There are varying types of industrial relations which can be categorised into Labour relations which is the relations and collaboration of union management. The other categories include Group relations between various groups of workmen as well as Employer-employee relations.

The role of Industrial Relations in organisations is pivotal to achieving strategic, tactical and operational goals. Collective bargaining and active participation through the appropriate legislation and mechanism ensures fair and equitable treatment of employees.

The importance of Industrial Relations can assist with dispute management and resolutions to create harmonious industrial relationships. This can in turn reduce the likelihood of industrial disputes such as strikes, lockouts or go-slow tactics which can ultimately affect productivity in the long run.

Contact us for more information.

Fundamentals of Human Resource Management

human resources

Human Resource Management

FHH Consultants is a sought after employment agency that takes Human Resource staffing solutions and more to the next level. We are constantly innovating and simplifying our processes to ensure the best experience for both organisations as well as candidates.

In this article, the fundamentals of Human Resource Management will be discussed. Human Resource Management focuses on achieving organisational goals through hiring top-tier talent and maintaining an equitable workforce.

The core responsibility of Human Resource Management is creating opportunities that align with the organisational vision, mission and strategic objectives. By providing structure for employees to work in a positive and accomplished environment, the Human Resources department plays a critical role in ensuring the success of an organisation.

Different components encompass various HR specialists that can be categorised into employment and placement, compensation and benefits, recruitment, labour relations, training and development as well as Human Resource Information Systems (HRIS) professionals.

To further elaborate on Human Resource Information Systems (HRIS), it would be important to discuss Application management, Payroll management, Compensation and Performance management.

Human Resource Management professionals would require a niche set of skills such as problem-solving skills, strong decision-making skills, negotiation techniques, training and developmental skills as well as budgeting skills to assist various other functions in the business.

The objectives of Human Resource Management can be categorised into aspects such as societal objectives which are measures put into place that respond to ethical and social requirements and challenges.

Another objective is the efficiency of the organisation by providing training, hiring the right number of employees and maintaining high employee retention rates. Functional objectives would include the day-to-day operational objectives being met and personal objectives would include maintaining employee satisfaction to encourage learning and development.

Look no further than FHH Consultants for more information