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WARNING: Critical Resource Shortage Expected
We do not know exactly when the shortage of quality people will occur
but it is coming. Baby boomers are retiring with a smaller core of
replacements available.
To drive home this point, a recent article in Workforce quotes two
sources that report a "looming leadership crisis." Development
Dimensions International Inc. predicts that one-fifth of the largest
companies will lose 40 percent of their top-level talent in the next five
years. In addition, Tom Saporito of RHR International foresees a 15
percent decline in the 35-44 age bracket over the next 15 years. Lean
and mean may take on a whole different meaning—failing.
(article_19.pdf
- 20K)
Career Advancement Tool Also Relieves Management Stress
From either side of the desk, certain career events are stressful for
both participants. Consider performance reviews, layoffs, interviews,
and mergers as critical proceedings where mistakes often happen. Not only
are careers shattered but also companies fail because of poor choices.
Fortunately, the Career Portfolio is a proven tool that both parties can
use to maximize the chances for success. (article_18.pdf
- 20K)
Job Hunt—What Kind of Fisherman Are You?
It seems just months ago that employers could not hire fast enough. Now
record low unemployment is rapidly turning into record layoffs. Finding
new employment is extremely difficult even during normal times. Nevertheless,
most job searches fail because people want immediate results with minimum
effort. To avoid the common mistakes and to maximize your career potential,
invest in yourself to learn the secrets of the very serious, hiring game.(article_17.pdf
- 16K)
Hiring/Retaining Cuts Both Ways
To maximize hiring efficiency, a company must apply an active, organized,
and structured system. The underlying principle is a common sense approach
prevalent in other business functions. However, that might not be the
answer to a company's problems if turnover is rampant. If a company does
not apply good sound doctrine to treating employees fairly, then improved
hiring may just cause the revolving door to spin faster. Hiring and retaining
are part of a double-edge sword that cuts both ways. (article_16.pdf
- 16K)
The Scary "R" Word
An Employee's Viewpoint
Does the "R" word—recession—have you worried? Do you think it
is time to move on? (article_15.pdf - 16K)
The Scary "R" Word
An Employer's Viewpoint
The signs of a weakening economy grow stronger every day. We are hearing
more of the scary "R" word—recession. Inevitably, the resulting reduced
sales will lead to reduced staff. In theory, during difficult economic
periods, downsizing makes sense. Yet, the reality is that downsizing can
substantially weaken companies in terms of valuable staffing, employee
morale and future growth. (article_14.pdf
- 16K)
Hiring—No Problem?
Or, Stuck in the Resume Zone?
Although the economy seems to be slowing down, most companies are still
have hiring problems. The recent hot economy just brought to the forefront
a crisis that has been plaguing industry for years. The saying—"Twenty
percent of the workforce is doing eighty percent of the work"—is
still considered a business norm. However, in the next few years the more
successful companies will evolve on how they acquire their most important
asset—people. The advancement starts with a system for all three
phases of hiring—finding, obtaining, and retaining. With that, the
progression to the "performance zone" will result in companies having
every employee making positive contributions. (article_13.pdf
- 20K)
Hiring Quickie Quiz
For individuals: You are what you eat.
For companies: You are what you hire.
How healthy is your company? Initially, take a quick glance at the questions.
Read the definitions that follow then take the test. (article_12.pdf
- 16K)
Avoid Counteroffers
Empty Gunnysacks
Many people are under the false perception that a counteroffer solves
a hiring difficulty. In fact, it is a no-win gambit for both parties.
History shows that a person who accepts a counteroffer usually leaves
the company within six months to a year later. Unfortunately, money is
rarely the issue. Therefore, the underlying causes for an employee's dissatisfaction
are still present when a person commits to remain with his/her present
company. (article_11.pdf - 16K)
HR Is Not Responsible For Hiring
Until recently, employment was not a major concern for most companies.
Today's economy has a change that—obtaining and retaining quality
employees is a major challenge. The solution starts with a refocus on
a business basic—people are a company's best asset. With this comes
the realization that Human Resources (HR) is not responsible for hiring.
(article_10.pdf - 16K)
Hiring Tests like Chicken Soup?
The record low unemployment with the lean and mean operating philosophy
is causing companies to take a hard look at how to improve hiring efficiency.
Testing is one consideration. If a company is currently using a screening
test where it seems to provide value, then by all means, continue to use
it. In that case, it is like chicken soup—it can't hurt. However,
if a company is contemplating adding testing to its hiring system, then
it should be careful. Besides the legal issues, the tests might not be
the answer.
(article_09.pdf - 16K)
ADVICE FROM THE FIELD
Spend $10k on yourself or no interview Wow!
That's some motivation check
Imagine a vital position where without the proper people, your company
doesn't exist. Throw in another critical factor— everyone in your
industry needs them. Your competitors will even accept lower qualified
candidates. On top of that, your company requires a candidate to spend
$10,000 on himself/herself to be eligible for an interview. Would you
go out of business or would you have people lining up at the door to be
hired?
(article_08.pdf - 20K)
Resume Hiring Is Like Thumping Watermelons
The similarity between thumping watermelons and hiring based solely on
resumes is uncanny. The seemingly systematic approach is in reality a
random selection process.
(article_07.pdf - 20K)
ADVICE FROM THE FIELD
If the '90s were technology, then the '00s are for more gold watches
My grandfather was given a gold watch. He worked for the city of Dearborn
for over 40 years. What will be interesting is what my wife's uncle will
receive. He started at Ford when he was 14 and, at 80, he hasn't retired
yet. In contrast, most of my friends will not receive gold watches. Working
for the same company for 25 years is rare today. That has to change. If
the '90s were technology, then the '00s has to be the start for more gold
watches.
(article_06.pdf - 20K)
ADVICE FROM THE FIELD
Afraid of "used–car" hiring?
It was not too long ago that buying a used car was simple—the odometer
told the whole story. Beating the system by turning back the mileage helped
create the "used–car salesman" image. Putting the "headhunter" into
the same classification is causing companies to ignore a very valuable
resource. (article_05.pdf - 20K)
ADVICE FROM THE FIELD
Use employees for recruiting
Today's hiring is focused on finding enough qualified candidates. The
record low unemployment is causing companies to reevaluate their hiring
practices. One very valuable resource that seems to be overlooked is a
lucrative referral program. (article_04.pdf
- 20K)
ADVICE FROM THE FIELD
How to beat the competition
In the last issue of Insider Business Journal, the "Master Breakthrough
Hiring" article (page TYS2) introduced two concepts—Intrinsic
Value and breakthrough hiring. Before we dwell into the latter subject,
an interesting telephone discussion revealed a unique application using
Intrinsic Value. (article_03.pdf - 36K)
HUMAN RESOURCES
Master break-through hiring
Imagine for a minute that your late Uncle Lester left you a painting.
It's an ugly painting, but out of respect for Uncle Lester you've kept
it in your basement for the last 15 years. How would your feelings towards
that painting change if you suddenly discovered that it was a Picasso
worth close to a million dollars? Incredibly, there are similarities between
that painting and your employees.
(article_02.pdf - 16K)
ADVICE FROM THE FIELD
Diving into the Internet for hiring?
Look out for the rocks!
Many companies are diving into fast-breaking Internet technology to solve
their hiring problems. They'd better look out for the rocks!
(article_01.pdf - 16K)
