When I ask hiring managers about their process in selecting talent I’m baffled to find that often there isn’t any. One client in particular told me that it never occurred to him to have a standardized hiring process – and he was an engineer!
Here are five misfires that you don’t want to make during your next recruitment Continue reading
As we cruise through post-recession there is one big concern on employer’s minds: employee retention.
Big companies and small companies are starting to see how the market has turned. Statistically, Monster job boards reported that 82% of surveyed employees have updated their resumes this year and 59% said they are passively looking for another role.
While compensation is always a factor in retention, it isn’t the end all. Most of the people I interview are looking for career advancement and flexible work hours. Sometimes it’s just not practical to throw more money at employees and often that isn’t what’s bugging them anyway. Continue reading
Every leader knows they are only as good as their team, and oddly enough we spend hours in the hiring process and even then there is a chance of hiring the wrong candidate.
Hiring the wrong person can be very expensive. The U.S. Department of Labor currently estimates that the average cost of a bad hiring decision can equal 30% of the individual’s first-year potential earnings. That means a bad hire with an annual income of $50,000 can equal a potential $15,000 loss for the employer.
On the flip side, wise executives hire with these three keys in mind: Continue reading
New to leadership? Top performer just quit?
Don’t worry. Here are five sure-fire steps to building (or rebuilding) a team.
1) Assess Quickly. Assessing a team within the first 90 days of taking a leadership position is critical. Look cautiously at workload as well as individual strengths, then at the team itself. Determine what training should be in place in order to bring them to the next level. Watch. Listen. Conclude. While each team member should be able to perform their job, each member may also have an added value. Figure out what their talent is, outside of their skill set. Ensure that you point it out publicly to the employee, so they see you value them as a person and not just a means to an end.
I came across an article that caught my attention. Finally, we have some data on why people do what they do in the office.
We’ve all been the leader who struggles with getting the messaging across to employees about what needs to be done when, but often forget that how information is packaged is the difference between them doing their jobs – or not. Continue reading