March 23rd @ 11:00 AM PST/12:00 PM MST/1:00 PM CST/2:00 PM EST
During your job search, you may encounter third-party recruiters as well as corporate recruiters. These individuals understand the needs of their clients and are very effective making appropriate matches. During this session you will learn the following:
- How to position yourself with third-party recruiters
- What it takes to impress a corporate recruiter
- How to proactively get a recruiter to pursue you
Register for free at our Career Portal
A funny thing happened on the way to school last week. My son, a high school senior, was getting ready for an awards event. Before leaving he asked me to tie his tie for him. Putting a tie on is something I’ve done almost every morning for more than twenty years. You think I could do it in my sleep by now. But I couldn’t! First I tried to do tie it standing in front of him while it was around his neck. That was strange; I’d never done it before from that perspective. Then I tried to tie one around my neck, over my own tie, while standing in front of his mirror. For some reason that was even stranger. It took me almost fifteen minutes before I could get it tied. For years I put on my tie in the same room, at the same time, in the same mirror, the same way for so long. Now I was out of my element, in a new environment, and I couldn’t do it. The entire process was on auto-pilot and when something new came along the process broke down.
The same thing can happen if your job analysis process is on auto-pilot. When a job evaluation has been done the same way for so long it becomes ineffective. Companies that want to attract top talent must transcend the tradition of writing job descriptions. Today’s talent will not come to your company when the human resources process for job evaluation is a cut and paste operation. The HR job description from four years ago is not the same as a true performance based job analysis.
The process of job analysis consists of several steps (see my related post The Pros & Cons of Job Analysis). If you think your job analysis process is on auto-pilot, take a fresh approach. Start with your HR job description. This will have all of elements of what a person needs to have to do the job. But the job analysis process goes well beyond writing job descriptions. The next step is to understand what a person must do to be successful. This can be different from the HR job description. Would you rather have a person who has done the job successfully in the past or someone who has all the job description requirements? Most Strategic Employers would take the former, even if person didn’t have all the requirements in the HR job description.
Take your job analysis process off of auto-pilot. Begin the process of job analysis with what someone does to be successful, not what they need to have.
Be sure to subscribe to the Strategic Employer. Just enter your email address in the box in the upper right-hand corner.
Are you still Fishing for employee motivation? This was a popular employee motivation strategy several years ago. There are lots of books on Amazon.com that will teach you about how to motivate employees. Every business wants good employee relations and a happy, productive workforce. Strong and positive employee morale is necessary for optimum productivity. I can’t think of any client who has told me they didn’t want high employee satisfactory. All companies work hard to motivate employees.
Corporate leaders and business owners have a lot of reasons to know how to motivate employees. High levels of employee engagement make their jobs easier. They want less stress in their employee relations. They have profits to increase. They want to sharpen their competitive edge. They want to keep costs low and productivity high. They want to generate more revenue. They want, they want, they want… Are you reading this? They want to motivate employees for all their corporate reasons and this is why most companies fail in how to motivate employees.
Employee motivation, employee satisfaction, employee engagement, and employee relations will never improve if it is all about what the company wants. No one is going to work to make the company better or to reach company goals. Organizations will fail if they believe a slick, new “program” is the way to motivate employees. Employees will only be motivated when they know what’s in it for them. They will increase productivity only when their needs are met. Incentives to motivate employees must be tied to what they value and desire. Strategic employers know this. They work hard to understand what makes their employees tick. Only when employee values are linked to motivating incentives will companies succeed.
The link below is to an article in the Wall Street Journal about the President’s jobs bill. It is an excellent overview and every employer should read this. Some key points contained in the jobs plan….
- Nothing really addresses the underling cause of current unemployment; the real estate mess. Until real estate, housing in particular, starts to make a comeback we will not see tremendous growth in jobs.
- Like a domino effect, the housing crisis has created an access to capital crisis. This was cited in Inc. magazine as the number one reason why small businesses are not hiring in a robust way. According to the article below nothing about capital is addressed in the plan. Small business tax breaks are part of the bill, but they appear to be temporary and most small business owners will take those savings to the bottom line, not necessarily hire people.
- A large portion of the plan relies on government sponsored/funded construction projects. While this may offer some temporary unemployment relief for that industry, it is doubtful the Super Committee will spare the axe for these projects.
Read through the article and leave me your thoughts. The comments on the WSJ site are particularly interesting.
Article Link: http://online.wsj.com/article/SB10001424053111904836104576560593248402036.html