 | Gregory P. Smith
Lead Navigator
President
|
|
Save $36 with this special deal- a bundle package, which includes four of Greg's latest and best-selling books: - Fired Up! Leading Your Organization to Achieve Exceptional Result ($19.95)
- TNT-Dynamic Ways to Reward, Energize & Motivate Your Teams ($16.95)
- 401 Proven Ways to Retain Your Best Employees ($19.95)
- Icebreakers and Teambuilding Exercises Manual ($49.95)
Order your bundle today! |
 Sign up for our FREE webinar "How to Use Assessments to Hire, Build Teams, and Develop High Performing People."
Date: Thurs., May 30
Time: 3 p.m.
|
(Live Webseminar) Our DISC training programs and assessments help you identify individual personality styles so you can hire the right people, reduce conflict, improve communication and unleash team performance. (Classes are conducted in four, 90-minute sessions) Dates: June 10, 12, 17, 19 July 8, 10, 15, 17 Time: 3:00-4:30 E.T. Cost: $1295 per person Register now! Your registration includes over $900 in DISC training materials! Call or email us for more information. Or call :
800-821-2487 or 770-860-9464 |
|  | | | PERSONAL MESSAGE FROM THE CAPTAIN OF THE SHIP I trust everyone is having a productive May. Business has been brisk at Chart Your Course International with clients looking for new ways to attract and retain top talent. I spoke at the Atlanta chapter of the Society for Human Resource Management's 2013 conference at the Cobb Galleria Centre, and enjoyed visiting with a variety of HR professionals about the challenges they are facing in the workplace. Whether it's navigating change, placing and developing employees, working to create best practices, or collaborating across departments for organizational success- the development of people has never been more exciting and/or complex. Also on the horizon, we'll be hosting a FREE webinar May 30 at 3 p.m., "How to Use Assessments to Hire, Build Teams, and Develop High-Performing People." We'll also have a Q&A session at the end of the event and would love to see you there. Click here to register. Helping you Chart Your Course!  Gregory P. Smith President and Lead Navigator     
|
| Five Strategies for Hiring Success
|
| It's never been easier to find warm bodies to fill job slots. With the volume of social media and online networking and career sites, connecting with workers is only a matter of searching profiles or placing ads. However, it's increasingly difficult to distinguish "the best" or even "adequate" choice for job openings or promotions, and making a bad hire is costly. The National Association of Colleges and Employers estimates the average cost-per-hire in 2011 and 2012 was $5,100. Businesses with 2,500 to 5,000 employees paid the most for new hires- around $10,000 a person. Businesses employing less than 500 workers, paid the second most, around $7,500. The results were part of the NACE's 2012 Recruiting Benchmarks Survey. Obviously it pays for businesses to capitalize on new hires, which leads to the question, what is the best way to hire the right people? Most people agree that an interview can only garner so much information about an applicant. Interviews are a bit like first dates, and we all know how misleading those can be. Some people interview well, some people do not. Some managers are good interviewers, some aren't. A study published in the American Sociological Review in 2012 found that the majority of employers hire new employees based on how similar the applicant is to themselves. The room for error in such a system is vast. What if you have an introvert interviewing candidates for a sales manager position; or an extrovert interviewing people for an analyst's position? Would they be able to pick the best person for the job, or would they be drawn to familiarity- someone similar to themselves- and perhaps not best suited for that job? Or here's a twist- do generational differences influence hiring practices? As sure as parents and grandparents shake their heads at their children, I'm sure many hiring managers might be put off with the social norms and working styles of recent college graduates. The key to finding the right people for the right job is to approach hiring empirically with a sound strategy. The employer must create an actionable, repeatable process for screening new applicants and placing them within the business. Here are five strategies to help you improve the way you hire new employees. - Create a detailed job description. This is such an important and often overlooked step. It is critical to write a detailed job description for the position you are looking to fill- listing specific skills, responsibilities, and time and energy requirements. I've counseled some businesses frustrated with an underperforming worker, and after some discussion, I realized they never gave that person a clear job description. No wonder they were underperforming; they weren't clear on what they were supposed to be doing!
- Review both the resume AND social and networking media outlets. I think the veil is quickly being lifted on this one. Just a few years ago, people were still unsure about the separation of Facebook and workplace. However, with the popularly of career-focused social media outlets like LinkedIn and Monster, it's both convenient and ethical to check people's history, references, profiles and online activity, without concerns of violating their privacy.
To finish reading this article click here! |
| Industry Facts and Figures |
Want to improve employee retention and see savings in reduced rates of turnover? A recent survey from The Hay Group, a global management consulting firm, found that employers who supported their employees' work/life balance saw greater loyalty and productivity. The survey was conducted between 2011 and 2012, polling around five million workers worldwide. The benefits of reduced turnover can be huge, especially for companies with more than 10,000 workers, the Hay Group says. For these companies, reducing turnover by 10 percent over a two-year period translated into $17.5 million in savings! (assuming an average salary of $35,000, and an average replacement cost of 50 percent of salary) |
| |  Like the Navigator? Pass it on to your friends! The Navigator Newsletter is received by over 35,000 subscribers in 49 countries, in addition to other websites and magazines. Reproduction for publication is encouraged, with the following attribution: "Chart Your Course International, by Gregory P. Smith, Copyright 2013." Sign up and receive free articles, tips and newsletters at our website or call us at (770) 860-9464 or (800) 821-2487. |
| | | |
Copyright © 2013. All Rights Reserved.
|
| | |
Tidak ada komentar:
Posting Komentar