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Back to the Same Question: Competence
or Fit?
Sunday, September 09,
2007
Nick Corcodilos commented in his article that recruiters tend to
worry too much about fit and past performances and not enough about
what candidates can actually bring to the job. Why should "fit"
matter if the person cannot do the work? In Corcodilos' own words:
"I've had managers tell me the biggest mistake they make is hiring
people because they like them. Of course we want to like people we
hire, and we want them to fit the team socially. But what does it
matter if they're not able to do the job?"
Recruiters Turn to Online Social
Networks to Find Talent
Tuesday,
September 04, 2007
Roberto Rocha, from the CanWest News Service, discusses how some
recruiters have built an online presence on some social networks
such as Facebook to recruit potential candidates. The reason for
this latest move from HR professionals is to overcome some of the
shortcomings of traditional job boards. Many skilled workers are
not looking for work; they are already employed. Posting an opening
on Monster.com for instance will not reach them. In addition, many
people on Facebook voluntarily disclose a lot of information about
themselves, which helps recruiters narrow down on the candidates
they want.
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Effective Criticisms
Wednesday, August 08, 2007
Following are 5 tips on how to criticize employees properly:
- Examine your intentions. Are you angry or do you want
to get back at the person? If yes, take the time to cool down.
- Choose your time carefully and try to do it in private.
- Pay attention. What went wrong? How can you explain
that the mistake was made? Put yourself in the employee's shoes
(too much work, office politics, inexperience, miscommunication,
etc.).
- Use the sandwich technique. Start with a positive
statement, follow with the bad news/ how to improve, and end with an
affirmation.
- Prepare yourself for defensiveness on the part of the
employee at fault. Focus on the end result as opposed to the
immediate reaction.
The Right Way to Critique Employees, CBS News
Example of an Efficient Staff Meeting
Monday, July 23, 2007
Harvey Schachter from ReportonBusiness.com discusses how a
Toronto-based company (with 40 staff members) found a way to have
efficient staff meetings. The staff meetings take place daily and
last around 10 minutes. Following are the main segments from the
meetings:
- Headlines (2 mins): Employees tell others important things that
are happening to them.
- Key Stats (30 secs): Important numbers everybody should know
about.
- Department Spotlight (2.5 mins): Each day, a department provides
a status-report on progress and goals ahead.
- Today's Must-Do (2 mins): Everyone must say the top things they
need to accomplish that day.
- Red Flag (1 min): Employees raise whatever they need to do with
others that day.
- Vision Committee Update (2 mins): "Updates from vision
committees, where employees spend up to 20 per cent of their time
exploring something they can't do in their regular work.."
- Close: The facilitator ends the session and at the end of the
week another facilitator is named.
Strange but True: Some Staff Meetings Are Actually Efficient,
ReportonBusiness.com
Finders Keepers, Losers Weepers: Proven
Ways to Retain Your Best Employees (by Gregory P. Smith)
Monday, June 04, 2007
Imagine you have been working late to finish an important project
when your sales manager walks into your office and tells you she has
been offered a better job. This is the same person you handpicked,
trained, and recently gave a pay raise. As she turns to depart she
says, "There are others thinking about leaving too."
What went wrong? How are you going to finish this project? Who will
be next to leave? The dread is starting to sink in.
Employers face enormous challenges when they consider the increasing
difficulty of finding skilled people, a more demanding younger
workforce, and a growing population of older workers heading toward
retirement. In the next 10 years, HR professionals expect three out
of 10 employees in their organization's workforce to retire.
For the rest of the article, please click
here.
What You Don't Know CAN Hurt You: HR
Specialist Outlines the 12 Common Mistakes by Managers that Lead to
Employment Lawsuits
Tuesday,
May 29, 2007
Tysons Corner, VA, May 29, 2007 — In response to the increasing
trend of lawsuits by employees against employers, HR Specialist (www.theHRSpecialist.com)
has unveiled its list of the 12 most common mistakes made by
managers that can result in litigation. The list comes at a time of
growing concern among HR professionals about the increasing risk and
complexity of federal and state employment laws. According to a new
survey conducted by HR Specialist, HR professionals say that
"staying abreast of employment laws and regulations" is their
biggest challenge of the workday.
For the rest of the article, click
here.
Ten Ways to Get Your Employees Back on
Track
Saturday, February 03, 2007
David F. Giannetto and Anthony Zecca, co-authors of "The Performance
Grid: The Proven Method to Create and Sustain Superior
Organizational Performance," described ten ways to create
"long-term, sustainable, superior organizational performance by
closing the gap between strategy and execution, properly focusing
employee action, and giving them the information they need to make
better, timelier decisions."
Following are the ten suggestions:
- Streamline your processes.
- Implement dashboards that look across departments.
- Focus on quick wins.
- Make sure your decision makers get the information they need on
a daily basis.
- Outline each employee's individual responsibilities and then
measure his or her progress.
- Let your employees evaluate you to see if what you are doing is
really helping them.
- Encourage them to sell more to existing customers.
- Emphasize the importance of daily tasks and how they will shape
the organization's success as a whole.
- Give employees what they need to excel at their jobs.
- Keep employees on their toes.
Ten Ways to Get Your Employees Focused on What Really Matters in 2007,
News Blaze
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