Search Results - authorities

Blog Post: SEO Doesn’t Matter for Talent Acquisition: TLDR: SEO doesn’t drive applicants in a significant way, even for Fortune 500 companies who have invested in SEO, because it’s impossible to beat job boards for the vast majority of…; Added by Phil Strazzulla at 11:04am on April 24, 2017

Blog Post: TLS Continuum: TLS Continuum What is That?: I got into a discussion in the past days over the use of acronyms. The comment was passed that nobody understands acronyms so why use them. So for you who are reading this blog let me give to the…; Added by Daniel T. Bloom at 9:33am on April 22, 2016

Topic: Retention Is Everyone's Issue: w concern for this very real inhibitor to our ability to build long term relationships. There are some recruiters who feel if their clients did a better job in retaining people that they would lose revenue and then there are the other recruiters who feel if their clients did a better job of retention, employee development and succession planning that would lead to additional revenue, more placements and more credibility. Let’s get real; in today’s business climate everyone wants top talent. Very few clients are settling for what they can get, on the contrary they are taking the stand that they can be picky and hold out for the right candidate. With that attitude they are opening themselves up to the better candidates, however a great candidate being hired for a not so great team is just as bad of an investment as a mediocre candidate being hired for a great team. Once you determine that a given client is worth your time, attention and energy it makes sense to take a look at their retention strategies to determine if they have what it takes to attract and secure top talent. When looking at Retention, look for strategies that fall into one of five categories; Environmental, Relationship, Support, Growth and Compensation. There are many of schools of thought that believe that as I have listed it, compensation is the last of the 5 most influential strategies. Environmental strategies can include creating an environment that people feel they are part of something really great, something bigger than what they bring to the table as an individual, and something where they feel collaboratively that the team is out to make a difference. This includes elements like a compelling mission & vision, customer focus, ethical business practices and a company that operates with a high level of integrity. It also includes ensuring that the employees work in a safe secure environment, as well as an environment that is consistently staffed with like minded, competent people. In a nut shell companies that practice environmental retention, walk their talk, hire right and believe that like attracts like; they also de-emphasis status and privilege. Additionally, they take the stand that every team member is just as valuable as the next, regardless of their role. Relationship strategies can include strategies like managers understanding why people work for and stay at the organization, knowing who their people are, what makes them tick and what drives their performance. Companies that practice relationship strategies for retention resolve conflicts, dismantle silos, strengthen on boarding and employee bonding programs, assign mentors, care for people as individuals as well as contributors, and they spend the time to build trust and partnership with their workforce. Support retention strategies include the avoidance of mushroom management; dissolving any perception of uncertainty and instability in the company through open honest communication and the removal of barriers to task accomplishment. These companies look to provide additional support resources as in people, tools and technology to get the job done more efficiently and more effectively; they encourage new ideas and adjust jobs to fit strengths and talents of their team. These companies also do a great job of defining responsibility, authority, and accountability. Additionally, these companies pride themselves on involving employees in decision making and problem solving therefore creating collaborative synergistic interdependent relationships. Growth retention strategies include employee development programs that impact the company’s succession plan and build the depth chart. These consist of formal education and training stipends or reimbursement programs, employee self development funds and career planning programs. Often these are the same companies that pride themselves on creating an environment of continuous improvement. These companies also invest significant dollars in developing on the job training and leadership development programs. And last yet certainly not least are compensation strategies for retention. These include sharing benefits and perk package with employees in a format of ‘total employee investment’; this lets the employee know what they are really getting, above and beyond their paycheck. Compensation strategies also include programs that link pay to performance; flexible medical spending and flex benefit programs. Other non financial forms of compensation are pto, child care assistance, car wash services, dry cleaning pickup and delivery, and in office massages. Knowing what the top companies are offering is the first place to begin. Whether your clients have large budgets or not it is important to know what they offer in terms of retention and how important the whole theory of retention is to them. As the market continues to tighten up, Retention is becoming a major concern for some, and as they implement programs to combat the war for talent, candidates will become much more aware of what they can be offered. Given your clients want the best candidate and many of them are out of touch with what it takes above and beyond the dollar value offer to land that person. This is where your knowledge and commitment make you stand out from the sea of competition. Join me in reaching the designation of certified retention specialist through the National Association Personnel Services in October, in Orlando!…; Added by Margaret Graziano at 7:33am on August 28, 2008

Topic: The Old-Fashioned Tech of Management: t client revolution can liberate you from slow software. Download Now... There are several different processes of management, but four key functions that provide the technology of management have been identified as Planning, Organizing, Motivating, and Controlling. Whether you run your own business, are starting your own business, manage a department or just work hard, these four elements are imperative to ensure smooth operation and for the goals of any organization to be met. PLAN ~First and foremost, management must make a plan. Setting goals is an invaluable task that must be done to establish order within a department or organization. Planning is the base function and foundation for management. Planning requires looking into and understanding the present state of the company or department and deciding where you want the company or department to be. Once the desired future has been determined, strategic planning must take place in order to get to where the company to that future. Planning is a never-ending story. The minute planning ceases, the company or department will begin to deteriorate. Internal and external factors must be considered when planning is on the table. There will be times that long-term planning must take the back seat when short-term planning becomes a necessity or even an emergency. ORGANIZE ~Once plans have been made and are ready to be implemented, organization comes into play. It is impossible to organize until plans have been set; once set, then organization has purpose. Organization combines the resources available to the team or company. These resources might include money, talent, technology, and tools. The compilation of these resources is the most efficient way of accomplishing company and/or departmental goals. Management will systemize the division of labor and resources, as well as determine where authority and responsibility lie once organizational efforts have been established. Organization is the next logical step when planning has reached a certain point. Being that planning never ceases, it can be logically be assumed that organization is an ongoing task, as well. MOTIVATE ~Once planning has been established and organization has begun, motivation becomes necessary to carry out said plans and maintain the established organization. Motivating (or directing) is also necessary in order to determine where each company or team member should dwell within the organizational confines. Motivation plays a significant part in influencing how each organizational or departmental goal is to be reached. Included in this process is open communication and supervision. Building relationships of trust and camaraderie will aid in the efforts of management in leading the company and/or department to success. This can be achieved through communication - supervisors communicating with employees, and executives communicating with supervisors, co-workers to co-workers, team members to team members. These are all part of the motivating/directing function. CONTROL ~Controlling involves evaluating the efforts of the organization in goal achievement. Providing feedback from every corner plus follow-up and follow-thru to evaluate progress and achievement. Cross-functional team meetings and departmental gatherings allow for comment and response or in determining when a change of course is necessary. This function allows for resolution and change that is compulsory. Through this process, predictors are in place and crisis can be prevented and/or averted. This is a continuous process in that the company and department will forever need to be challenged, controlled, and managed. Reach goals and attain success through faithful participation in a management process. Function One: to PLAN Function Two: to ORGANIZE Function Three: to MOTIVATE Function Four: to CONTROL rayannethorn…; Added by Rayanne at 1:35am on April 6, 2009

Blog Post: TLS Continuum: TLS Continuum What is That?: I got into a discussion in the past days over the use of acronyms. The comment was passed that nobody understands acronyms so why use them. So for you who are reading this blog let me give to the…; Added by Daniel T. Bloom at 9:33am on April 22, 2016

Blog Post: 3 Tips for Aligning Organizational Goals with Performance: Added by Chris Arringdale at 10:09am on October 21, 2015

Blog Post: FIVE POINTERS TO FEEDBACK: There are many things about recruitment that I am passionate about, not least having the opportunity to work with some excellent clients and candidates…; Added by Andy Young at 4:09am on January 28, 2010

Blog Post: Does anyone really deliver offers, anymore?: In my 12 years recruiting I've never delivered an offer...ever! And in my 12 years recruiting I've never had a company and a candidate arrive at the decision (commonly known…; Added by Christopher Poreda at 7:40am on March 31, 2011

Blog Post: 10 Ways to Recognize An Unfillable Requisition