Search Results - loyalty

Blog Post: How to Attract, Retain and Work with Millennials: Being able to successfully attract, retain and work with this new generation begins by understanding the unique ways in which Millennials see their world.…; Added by Tri-Search at 2:52pm on August 1, 2017

Blog Post: Part 6: Where do Talent Communities Fit In?

This is the 6th post in a series on Talent Networks. You can view the other posts here:

Part 1:…

Added by Chris Brablc at 11:09am on February 6, 2013

Blog Post: Interview pointers, and things to do to "prep' yourself for that meeting

With the economic climate lately, and job loyalty forever changed, more and more people are in a job-hunting position. Those that are able to line up interviews need to be as prepared as…

Added by Aurelio Sisto at 9:41am on May 30, 2012

Blog Post: How to Hire with Limited Resources

An…

Added by Bethan Port at 4:33am on September 17, 2019

Blog Post: WhatsApp Group Chat - Bell Curve Performance Management System a boon or bane?: Talent Acquisitionists look forward to the performance of a new joinee and have a certain level of performance expectation from the individual on-board. That said it’s obvious why they are…; Added by Sourcing Adda at 1:05am on December 7, 2016

Blog Post: Building Your Brand: Tips for Direct Mail Success

The growing number of channels in which to advertise your…

Added by Caitlin Purvis at 5:32am on November 20, 2020

Blog Post: Non-Monetary Incentives that BOOST Employees’ Morale: Make no mistake, employee performance incentives are a critical part of what makes a business successful. Traditional employee incentive programs are focused mainly on monetary rewards like…; Added by Phil Strazzulla at 3:21am on October 23, 2022

Topic: What Do You "LIKE" on Facebook?: however, there was no guac. Just some chips and a little Ghost Ship, one of our favorite flicks - there is a fantastic twist scene when all is revealed, you should check it out some time. Anyway..., While snacking, I went to grab the bag of Tostitos and noticed the Facebook button on the bag. Yep, Tostitos expects consumers to login, look up their fan page and "like" it. Permission marketing. Bring the consumer to you. Compel the consumer to follow a trail of bread crumbs and convert curiosity into brand loyalty. If you "like" the product, you have consented to contact, you have consented to receipt of future coupons or emails or ads down the right-hand side of your Facebook page. I have been talking about this for a couple years now, actually advocating for it. But I must admit, it's kind of scary to see it come to fruition. The potential was undeniable, it was exciting and different. It was new, it was contemporary and Corporate America seemed to shun the possibilities. That is until a few took the plunge. I remember a year ago seeing random companies adding Twitter and Facebook buttons to their advertising. Two years ago, I consulted smaller companies and convinced them to create fan pages and start engaging. They were eager to learn more, especially when I told them their competition wasn't doing it. Yet. Currently, I like over 170 pages - translatable into a product, service, person or form of art. That's down about fifty from last Fall, as I recently went through my Facebook likes and deleted those that I didn't remember even liking, those I no longer liked, or those I saw no need to like and no longer wished to receive messages from. That number will continue to dwindle as I streamline more and "like" less. Facebook is now considered a strong and necessary marketing strategy. With its rate of growth, it will not be long before the number of FB profiles reaches One Billion. That is a lot of consumers. Most companies are starting to get the picture of what that represents. Chance. Opportunity. Growth. Branding. But it also means maintenance. It isn't easy, it won't be easy. Make it worth the endeavor, not a wasted effort. The payoff will be a direct result of what is put in. It will require consistent work . That means exertion, which means it isn't free. by rayannethorn…; Added by Rayanne at 1:40am on January 10, 2011

Comment on: Blog Post 'How to Destroy Your Career Without Trying': eal with a counter-offer being extended AFTER it happens, because the candidate hasn't been properly 'immunized' against it. I always make my candidates who are leaving a real job for a new one read the classic Hawkinson counter-offer essay. Paul Hawkinson was the editor of the Fordyce Letter back in the 1980's while it was still a reputable publication. You will be far more in control if you coach the candidate about counter-offers in detail, and discuss the logic with him/her before the event happens. If it doesn't, then that's a good thing, of course. Counteroffer Acceptance – Road to Career Ruin A raise won’t permanently cushion thorns in the nest! By Paul HawkinsonCourtesy of: National Business Employment Weekly Mathew Henry, the 17th century writer said, “Many a dangerous temptation comes to us in fine gray colors that are but skin deep.” The same can be said for counteroffers, those magnetic enticements designed to lure you back into the nest after you’ve decided it’s time to fly away. The litany of horror stories I have come across in my years as an executive recruiter, consultant and publisher provides a litmus test that clearly indicates counteroffers should never be accepted. … EVER! I define a counteroffer simply as an inducement from your current employer to get you to stay after you’ve announced your intention to take another job. We’re not talking about those instances when you receive an offer but don’t tell your boss. Nor are we discussing offers that you never intended to take, yet tell your employer about anyway are “they-want-me-but I’m staying-with-you” ploy. These are merely astute positioning tactics you may choose to use to reinforce your worth by letting your boss know you have other options. Mention of a true counteroffer, however, carries an actual threat to quit. Interviews with employers who make counteroffers, and employees who accept them, have shown that as tempting as they may be, acceptance may (and usually does) cause career suicide. During the past 20 years, I have seen only isolated incidents in which an accepted counteroffer has benefited the employee. Consider the problem in its proper perspective. What really goes through a boss’s mind when someone quits? * This couldn’t be happening at a worse time.* This is one of my best people, if I let him quit now, it’ll wreak havoc on the morale of the department.* I’ve already got one opening in my department. I don’t need another right now.* This will probably screw up the entire vacation schedule.* I’m working as hard as I can, and I don’t need to do his work, too.* If I lose another good employee, the company might decide to ‘lose’ me too.* My review is coming up and this will make me look bad.* Maybe I can keep him/her on until I find a suitable replacement. What will the boss say to keep you in the nest?* I’m really shocked I thought you were as happy with us as we are with you. Let’s discuss it before you make your final decision.”* I’ve been meaning to tell you about the great plans we have for you, but it’s been confidential until now.”* The VP has you in mind for some exciting and expanding responsibilities.* Your raise was scheduled to go into effect next quarter, but we’ll make it effective immediately.”* You’re going to work for whom? You can’t be serious. Let’s face it. When someone quits it’s a direct reflection on the boss. Unless you’re really incompetent or a destructive thorn in his side, the boss might look bad by “allowing” you to go. His gut reaction is to do what has to be done to keep you from leaving until he’s ready. That’s human nature. Unfortunately, it’s also human nature to want to stay unless your work life is abject misery. Career change, like all ventures into the unknown, is tough. That’s why bosses know they can usually keep you around by pressing the right buttons. Before you succumb to a tempting counteroffer, consider these universal truths:* Any situation in which an employee is forced to get an outside offer before the present employer will suggest a raise, promotion or better working conditions, is suspect.* No matter what the company says when making its counteroffer, you will always be considered a fidelity risk. Having once demonstrated your lack of loyalty (for whatever reason), you will lose your status as a “team player’ and your place in the inner circle.* Counteroffers are usually nothing more than stall devices to give your employer time to replace you.* Your reasons for wanting to leave still exist. Conditions are just made a bit more tolerable in the short term because of the raise; promotion nor promises made to keep you.* Counteroffers are only made in response to a threat to quit. Will you have to solicit an offer and threaten to quit every time you deserve better working conditions? Decent and well-managed companies don’t make counteroffers…EVER! Their policies are fair and equitable. They will not be subjected to “counteroffer coercion” or what they perceive as blackmail. If the urge to accept a counteroffer his you, keep cleaning out your desk as you count your blessings. …; Added by Nicholas Meyler at 9:05pm on December 3, 2015

Blog Post: Building and Maintaining a (Professional) Relationship With Your Recruiter