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Write You - Can Our Recruiter Really Do That?
Everybody shops on line today since the launching of Ebay, Amazon.com and other companies. iAdvertising your business online is probably the best way to reach a large audience when you are marketing on a budget. The following are a few cleaver and unique marketing ideas to promote your product or business:Yellow Pages: The Yellow Pages directories are good sources of advertising. Almost every business can benefit from advertising in the Yellow Pages of the telephone directory. Listing your business in the Yellow Pages will inform clients of the location and services that you provide.Radio: Contact your local radio stations for their advertising prices. The best prices are usually offered during no
• Use Job Benchmarking to understand what exactly is needed in the position to ensure you are hiring the right person in the first place. A poor hire decision will cost you in terms of employee retention, morale and productivity.
• Use a Personality Profile to identify the proper behaviors, values, and personal attributes of the candidate match this information to the job benchmark. Again.... The single biggest challenge we see to employee retention, morale, and productivity is a poor
The following are common mistakes that Sales Managers and Owners make in the sales process which could be costing you thousands or even hundreds of thousands in lost revenue.- No system to capture and log prospect information/contact data on incoming ad calls.- Poor tracking of incoming calls for source and ad success.- No attempt to offer something to a prospect that`s `on the fence`,like free information, a cost savings comparison or an informative video or audio with testimonials.- Not directing or leading the prospect towords what you want them to do. This is usually caused by not knowing what you want them to do next - what the next step in the sales process should be.- Not foll
With the labor market tightening up, the harsh reality is that there are a finite number of qualified people available for any given job. And everyone wants to hire them.
As the labor pool tightens, it presents a dilemma: how does an organization ensure they will have a good shot at attracting qualified talent?
The answer for many has been to use recruitment or employment agencies. While these types of organizations perform a valuable service, many aren't disclosing the fact that they are recruiting for your competition as well.
Recently the subject of recruitment agencies came up at a conference break. There were several banking organizations represented there and one representative mentioned, "Even though we are working with XYZ Staffing (a national organization), it is still difficult to get the people we need." I noticed a surprised look on the faces of other attendees. It turns out they were also using the same employment agency for their recruiting needs.
Over the next several days and meetings, I came to realize that many banks in the area were depending on the very same employment agency and not one knew their competitors were doing so as well.
Perhaps I am old fashioned but this is just plain wrong. If I were one of the banking clients, there would be one big question that would strike my mind: how do I know that I am getting the best and most qualified applicants? If there are ten banking clients and five "best" applicants, who gets the best five? Furthermore... Why wasn't I made aware of this practice in the first place?
Is there a lottery system to who gets the "best" applicants?
Would it be a function of how much I am paying?
How well I am liked by the employment agency?
Can I trust my employment agency?
Please don't get me wrong... I am not trying to say, "Don't use employment agencies." What I am saying there must be full disclosure. If I am retaining the services of a professional service firm and they are providing that very same service to my competitor across the street, I have a right to know that.
I am also saying that if you want complete control of your hiring process, then use the tools the employment agencies use and find your own high performance candidates.
Key thoughts to protect yourself...
• Ask your employment agency if they are hiring similar positions to yours in the same geographic market and in particular are they assisting any direct competitors.
• Ask how they determine where the best candidates go. In other words, who gets the "first look" at the candidate?
• Ask what you can do to be moved up to get a "first look" at prime candidates.
• Ask if they have a "Gold" or "Platinum" plan that enables you a first look at prime candidates.
• Ask if you are getting another competitors' "rejects" - people that didn't "work out" for them but are now being referred to your organization to see if they "work out"
Other employment strategies that can help you work around employment agencies...
• Become an employer of choice. Find out what your employees want out of their working relationship and provide it.
• Check out any free job posting information resources that are available online. Many states have postings of resumes online via a "Job Service". Believe it or not.... Many staffing agencies tap these free resources in their quest for good talent. Why "play the lottery" with already slim pickings via a staffing agency when you can tap these listings for free already?
• Use Job Benchmarking to understand what exactly is needed in the position to ensure you are hiring the right person in the first place. A poor hire decision will cost you in terms of employee retention, morale and productivity.
• Use a Personality Profile to identify the proper behaviors, values, and personal attributes of the candidate match this information to the job benchmark. Again.... The single biggest challenge we see to employee retention, morale, and productivity is a poor h
In part one of this topic I described some of the basic concepts of affiliate marketing. I hope you’ve had a chance to research some of the topics presented as I’m going to explain a few of the more “advanced” concepts associated with affiliate marketing.At this point you should have already selected a topic of interest, pursued the market opportunities available, and begun thinking about products that you can market. As I mentioned in part one affiliate marketing is a great home business to begin because it requires such a small initial investment. You’ve probably not spent any money whatsoever and you’re already well on your way to opening your own business.My suggestion is to next begin researching
Over the next several days and meetings, I came to realize that many banks in the area were depending on the very same employment agency and not one knew their competitors were doing so as well.
Perhaps I am old fashioned but this is just plain wrong. If I were one of the banking clients, there would be one big question that would strike my mind: how do I know that I am getting the best and most qualified applicants? If there are ten banking clients and five "best" applicants, who gets the best five? Furthermore... Why wasn't I made aware of this practice in the first place?
Is there a lottery system to who gets the "best" applicants?
Would it be a function of how much I am paying?
How well I am liked by the employment agency?
Can I trust my employment agency?
Please don't get me wrong... I am not trying to say, "Don't use employment agencies." What I am saying there must be full disclosure. If I am retaining the services of a professional service firm and they are providing that very same service to my competitor across the street, I have a right to know that.
I am also saying that if you want complete control of your hiring process, then use the tools the employment agencies use and find your own high performance candidates.
Key thoughts to protect yourself...
• Ask your employment agency if they are hiring similar positions to yours in the same geographic market and in particular are they assisting any direct competitors.
• Ask how they determine where the best candidates go. In other words, who gets the "first look" at the candidate?
• Ask what you can do to be moved up to get a "first look" at prime candidates.
• Ask if they have a "Gold" or "Platinum" plan that enables you a first look at prime candidates.
• Ask if you are getting another competitors' "rejects" - people that didn't "work out" for them but are now being referred to your organization to see if they "work out"
Other employment strategies that can help you work around employment agencies...
• Become an employer of choice. Find out what your employees want out of their working relationship and provide it.
• Check out any free job posting information resources that are available online. Many states have postings of resumes online via a "Job Service". Believe it or not.... Many staffing agencies tap these free resources in their quest for good talent. Why "play the lottery" with already slim pickings via a staffing agency when you can tap these listings for free already?
• Use Job Benchmarking to understand what exactly is needed in the position to ensure you are hiring the right person in the first place. A poor hire decision will cost you in terms of employee retention, morale and productivity.
• Use a Personality Profile to identify the proper behaviors, values, and personal attributes of the candidate match this information to the job benchmark. Again.... The single biggest challenge we see to employee retention, morale, and productivity is a poor
Your boss called you in and said you are difficult to get along with and are causing problems not only for him but for other people in the office. He says you resist direction and don't take criticism well. And he says you're too critical of everybody else. But you really think he's exaggerating. You think the people around you are more of a problem than you are, but on the other hand, your wife or girlfriend says the same thing about you that your boss does. What do you do?Listen to what these people are saying. There's an old saying that if one person tells you that you're a horse, you can ignore it. If two people tell you, you might think about it. If three people tell you, buy a saddle. Your boss, your co-wo
Is there a lottery system to who gets the "best" applicants?
Would it be a function of how much I am paying?
How well I am liked by the employment agency?
Can I trust my employment agency?
Please don't get me wrong... I am not trying to say, "Don't use employment agencies." What I am saying there must be full disclosure. If I am retaining the services of a professional service firm and they are providing that very same service to my competitor across the street, I have a right to know that.
I am also saying that if you want complete control of your hiring process, then use the tools the employment agencies use and find your own high performance candidates.
Key thoughts to protect yourself...
• Ask your employment agency if they are hiring similar positions to yours in the same geographic market and in particular are they assisting any direct competitors.
• Ask how they determine where the best candidates go. In other words, who gets the "first look" at the candidate?
• Ask what you can do to be moved up to get a "first look" at prime candidates.
• Ask if they have a "Gold" or "Platinum" plan that enables you a first look at prime candidates.
• Ask if you are getting another competitors' "rejects" - people that didn't "work out" for them but are now being referred to your organization to see if they "work out"
Other employment strategies that can help you work around employment agencies...
• Become an employer of choice. Find out what your employees want out of their working relationship and provide it.
• Check out any free job posting information resources that are available online. Many states have postings of resumes online via a "Job Service". Believe it or not.... Many staffing agencies tap these free resources in their quest for good talent. Why "play the lottery" with already slim pickings via a staffing agency when you can tap these listings for free already?
• Use Job Benchmarking to understand what exactly is needed in the position to ensure you are hiring the right person in the first place. A poor hire decision will cost you in terms of employee retention, morale and productivity.
• Use a Personality Profile to identify the proper behaviors, values, and personal attributes of the candidate match this information to the job benchmark. Again.... The single biggest challenge we see to employee retention, morale, and productivity is a poor
The second industrial revolution: reinventing your business on the Web, is a book that I received from (former) professor of MIT John Donovan when I attended his conference in Paris in 1999 about the same topic.I recently re-opened the book accidentally and found an interesting part about change management, especially a passage I remembered about the word crabs although I had forgotten the origin of this metaphor.Donovan uses the metaphor of the crabs as one of the ten impediments to change. Another impediment is culture on the ‘road map’ to change. "Technical people tend to be averse to risk. Sales people promote a culture of aggressiveness. Japanese culture promotes respect for authority. E
• Ask how they determine where the best candidates go. In other words, who gets the "first look" at the candidate?
• Ask what you can do to be moved up to get a "first look" at prime candidates.
• Ask if they have a "Gold" or "Platinum" plan that enables you a first look at prime candidates.
• Ask if you are getting another competitors' "rejects" - people that didn't "work out" for them but are now being referred to your organization to see if they "work out"
Other employment strategies that can help you work around employment agencies...
• Become an employer of choice. Find out what your employees want out of their working relationship and provide it.
• Check out any free job posting information resources that are available online. Many states have postings of resumes online via a "Job Service". Believe it or not.... Many staffing agencies tap these free resources in their quest for good talent. Why "play the lottery" with already slim pickings via a staffing agency when you can tap these listings for free already?
• Use Job Benchmarking to understand what exactly is needed in the position to ensure you are hiring the right person in the first place. A poor hire decision will cost you in terms of employee retention, morale and productivity.
• Use a Personality Profile to identify the proper behaviors, values, and personal attributes of the candidate match this information to the job benchmark. Again.... The single biggest challenge we see to employee retention, morale, and productivity is a poor
Wire binding is a common binding method. It provides a secure bind keeping the pages in place and producing a professional, neat-looking document. It is of great use for reports, books and more. This wire binding results in documents that can be turned through 360° for easy opening of laid flat, and have a high-quality appearance.This binding uses a strip of plastic or wire that passes through a series of holes to bind together a stack of paper. A sturdier alternative to the single wire spirals or the plastic comb is wire binding. The wire forms teeth or double loops that fit into rectangular holes in the paper. The loops are frizzed to hold the wire in place, and these allow the book to lay flat when open. Writ
• Use Job Benchmarking to understand what exactly is needed in the position to ensure you are hiring the right person in the first place. A poor hire decision will cost you in terms of employee retention, morale and productivity.
• Use a Personality Profile to identify the proper behaviors, values, and personal attributes of the candidate match this information to the job benchmark. Again.... The single biggest challenge we see to employee retention, morale, and productivity is a poor hiring decision.
• Birds of a feather flock together. This strategy can work wonders but can also backfire dramatically. Your best team members probably have friends or acquaintances that are similar to them in behaviors and values. Encourage them to share the names of those they feel would make a good contribution. Where this can backfire is if they refer people who don't work out. This puts you in an extremely awkward position. What to do? Use a powerful personality profile like ours to compare the candidate's behaviors, values, and personal attributes to the job benchmark. By doing so, you dramatically reduce the risk of making a poor hiring decision you will regret later.
The labor market is getting thinner and it won't get better any time soon. The ultimate employee selection and retention strategy is you need to take control of your hiring strategy. By job benchmarking and using our powerful personality profile instrument, you will be able to not only improve your employee selection, but also reduce your turnover by minimizing your poor hiring decisions. This strategy will be much more effective than using an employment recruiting agency that doesn't have your hiring needs as their sole focus.
Your bottom line requires this focus anyways.... The more effective your employee selection strategy, the more of the following benefits you will experience....
• Improved Productivity
• Increased Employee Morale
• Increased Employee Retention
• Improved Customer Satisfaction
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