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Member You - R2-EOC Recruitment and Retention = Employer of Choice
Ask any employer the biggest mistake candidates can make and you often get the same answer - not being fully prepared for the interview. Successful candidates use every conceivable means possible to prepare for the interview and to allow themselves ample time to prepare. They understand that interviewing is a skill and that preparation and practice will enhance their chances of success.It’s a fact that preparation can make the difference between successful offer, or disappointment and rejection. One easy method of preparation is to rehearse the interview in your imagination, before the event, using the Successful Outcome Visualisation Technique. As the name suggests it’s a process where you visualise the event and its successful outcome a number of times, in your head, prior to the interview. The repetition of the successful out
Pay Attention
Many company executives pay far too little attention to this part of their businesses. Often the mindset is that this is the “touchy-feely” stuff that’s a non-revenue producing necessary evil. Maybe that thought process didn’t hurt the company in the 80’s or early 90’s when unemployment in some areas reached 10%, but th
The online community is definitely a large market place that you cannot ignore, especially if you have an internet business. There are thousands if not millions of consumers that you can tap in the internet.At the same time, the internet also poses a quite different challenge. The easy access that internet provides also gives you as much competition as you can imagine. It is too crowded and congested.Having a website is not enough to make your business running and able to compete. You must take other alternatives to give way for the online community to access your website at any rate or chance possible.You have to expose your website. Make it known. It has to be visible. It has to be frequently targeted by consumers and surfers.Invest in marketing your internet site. There are basically two options availabl
Recruitment and Retention
Creating a strategic plan and definitive initiatives is the easy part of the formula for success. The difficult part is finding, recruiting and retaining the appropriate talent combination in today’s market to carry out that plan. Recruitment and retention are major issues in most industries today. These issues are especially critical to the wholesale distribution industry for two reasons:
- First, wholesale distribution is one of our aged-basic industries that doesn’t necessarily project the excitement of the high-tech industries and the dot coms of the new millennium (even though many have crashed and burned).
- Second, the number of employees between the ages of 25 and 44, traditionally the bulk of the workforce, will continue to decline in the United States for at least the next five years. The baby-boomers are aging quickly toward retirement.
Under these circumstances, how in the world does a company not only recruit new talent, but protect the talent they have? Questions about compensation, training, incentives, benefits and work environment always come to the forefront. The answer is committing to becoming an employer of choice (EOC) with as much tenacity as you commit to being a supplier of choice, always wanting the first call and last look.
Pay Attention
Many company executives pay far too little attention to this part of their businesses. Often the mindset is that this is the “touchy-feely” stuff that’s a non-revenue producing necessary evil. Maybe that thought process didn’t hurt the company in the 80’s or early 90’s when unemployment in some areas reached 10%, but tha
A good logo design is the basic consideration of almost every company that wants to make an impact in the market. Marketing tools used by a company, whether print material or broadcast commercials, somehow exhibit the company’s logo. This simply means that your logo designs are your representatives in the market.There are certain well known companies out in the market having abstract logo designs namely Pepsi, Addidas, Nike, etc. People probably wonder why they choose abstract logo designs instead of going for something that makes sense. The answer is simple; because abstract logo designs direct the attention towards the companies then to the logo design itself. Abstract logo designs create a unique identity of the company in its targeted market. For instance, the Addidas logo is an abstract. It is a combination of three plain s
Recruitment and Retention
Creating a strategic plan and definitive initiatives is the easy part of the formula for success. The difficult part is finding, recruiting and retaining the appropriate talent combination in today’s market to carry out that plan. Recruitment and retention are major issues in most industries today. These issues are especially critical to the wholesale distribution industry for two reasons:
- First, wholesale distribution is one of our aged-basic industries that doesn’t necessarily project the excitement of the high-tech industries and the dot coms of the new millennium (even though many have crashed and burned).
- Second, the number of employees between the ages of 25 and 44, traditionally the bulk of the workforce, will continue to decline in the United States for at least the next five years. The baby-boomers are aging quickly toward retirement.
Under these circumstances, how in the world does a company not only recruit new talent, but protect the talent they have? Questions about compensation, training, incentives, benefits and work environment always come to the forefront. The answer is committing to becoming an employer of choice (EOC) with as much tenacity as you commit to being a supplier of choice, always wanting the first call and last look.
Pay Attention
Many company executives pay far too little attention to this part of their businesses. Often the mindset is that this is the “touchy-feely” stuff that’s a non-revenue producing necessary evil. Maybe that thought process didn’t hurt the company in the 80’s or early 90’s when unemployment in some areas reached 10%, but th
Vending machines are quite popular nowadays. After arriving in a subway train station, you do not have to locate the nearest convenience store in that area just to purchase your favorite beverage. Just look for a beverage vending machine in the entrance or exit points of that station and presto! You now have your beverage at hand.Vending machines basically dispense certain merchandise after customer deposits money. In other words, it works just like a conventional store. The only difference is it works even without a manned supervision. In addition, such machines also have a currency and value detector that identifies if the money deposited is sufficient enough to purchase the desired merchandise.Aside from each subway train station, other locations where vending machines are installed include next to the water fountain i
- First, wholesale distribution is one of our aged-basic industries that doesn’t necessarily project the excitement of the high-tech industries and the dot coms of the new millennium (even though many have crashed and burned).
- Second, the number of employees between the ages of 25 and 44, traditionally the bulk of the workforce, will continue to decline in the United States for at least the next five years. The baby-boomers are aging quickly toward retirement.
Under these circumstances, how in the world does a company not only recruit new talent, but protect the talent they have? Questions about compensation, training, incentives, benefits and work environment always come to the forefront. The answer is committing to becoming an employer of choice (EOC) with as much tenacity as you commit to being a supplier of choice, always wanting the first call and last look.
Pay Attention
Many company executives pay far too little attention to this part of their businesses. Often the mindset is that this is the “touchy-feely” stuff that’s a non-revenue producing necessary evil. Maybe that thought process didn’t hurt the company in the 80’s or early 90’s when unemployment in some areas reached 10%, but th
Several years ago I came across one of the most useful and practical articles on market research I have ever read -- “How To Turn Customer Input into Innovation” by Anthony Ulwick.Published in the January 2002 Harvard Business Review, the article briefly outlined a methodology and set of tools for gathering customer input in a way that actually drives product innovation. In addition, the article illustrated how Cordis -- a medical device manufacturer specializing in products for interventional vascular medicine -- used Ulwick’s approach to innovate the heart stent and gain market leadership in the angioplasty balloon market. As a result, Cordis’ stock went from $20 to $109 per share when it was acquired by Johnson and Johnson.Now, Ulwick has updated his tools and provided a more comprehensive look at his methodology in
Under these circumstances, how in the world does a company not only recruit new talent, but protect the talent they have? Questions about compensation, training, incentives, benefits and work environment always come to the forefront. The answer is committing to becoming an employer of choice (EOC) with as much tenacity as you commit to being a supplier of choice, always wanting the first call and last look.
Pay Attention
Many company executives pay far too little attention to this part of their businesses. Often the mindset is that this is the “touchy-feely” stuff that’s a non-revenue producing necessary evil. Maybe that thought process didn’t hurt the company in the 80’s or early 90’s when unemployment in some areas reached 10%, but th
You may be wondering if a new career is what you need to get yourself more prepared for your future. Your 20’s were rough enough. You had to go to college or just start a new job. It may have been a lot of bouncing around for you to get the type of job that you really wanted. Perhaps you had multiple careers at the same time and maybe you couldn’t figure out which one was for you. Now that you are in your 30’s you are probably looking for a career that’s going to make you happy and something that will be more rewarding and fulfilling. You have to understand that your spirit will continue to grow and change no matter what age you are at. You also have to shake the old time mentality which said that you had to choose just one career and stick with it until you retired. That old mentality was great when companies were not firing p
Pay Attention
Many company executives pay far too little attention to this part of their businesses. Often the mindset is that this is the “touchy-feely” stuff that’s a non-revenue producing necessary evil. Maybe that thought process didn’t hurt the company in the 80’s or early 90’s when unemployment in some areas reached 10%, but that’s not the case today where the labor unemployment rate in many markets is less than 4%. When unemployment is that low, most people who are unemployed just don’t want to work. As a result, there is a lot of corporate raiding going on. Even with the recent massive layoff announcements by the automotive industry and some high-tech industries, unemployment remains at a level that just is not conducive to recruitment and retention.
So what’s the answer?
Going on midnight raids? Offering BMWs as signing bonuses? Paying way above market wages? NO, the answer is building a human resource strategy into your business plan. Get over the old paradigm that human resource departments are too costly and of little value. In fact, those companies that adopt that philosophy actually spend more money by having highly compensated managers, particularly sales managers, running ads, receiving resumes and doing preliminary interviews when they should be selling. The costs associated with that process as well as the revenue lost due to extended position vacancies inevitably far exceeds the annual costs of dedicated human resource professionals. Secondly, a huge percentage of new hires will jump ship within 18 months if they sense the company is not committed to its employees. They will jump if the company does not accept them into the fold properly by offering initial orientation, subsequent training and a culture that treats the employee as !
the company’s most precious assets.
The question is not, “Can you afford to invest in this soft touchy-feely stuff?” The question becomes, “Can you afford to not invest in your most important asset, your employees?”
The old paradigm creates a bias against paying attention to the human element of the workforce. Many company exe
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