Excerpt from book Ultimate Guide to LinkedIn For Business – by Ted Prodromou
So, let’s say you’re looking for a job. I bet you joined LinkedIn because everyone says it’s the best place to find a job. Almost every time I’d mention LinkedIn to someone, the person inevitably responds: “I signed up for LinkedIn but I’d never use it because I’m not looking for a job” or “I signed up for LinkedIn a year ago to get a job and I still don’t have one.” It seems like most people think LinkedIn is explicitly a job opportunity web site like Monster.com, of course I tell everyone that LinkedIn is a great job opportunity website but it is so much more.
Yes, LinkedIn is a great place to find a job if you know what you’re doing and you are willing to make the necessary effort. So many people think they just have to sign up for LinkedIn account and companies will magically find them and offer them a job. Well, I have some bad news for folks: Just signing up for LinkedIn will not get them jobs. Like everything else in life good things don’t come to you unless you work for it. You need to put in the effort to find a job, whether it’s on LinkedIn, another job site or in person.
As she stood in front of her 5th grade class on the very first day of school, she told the children an untruth.
Like most teachers, she looked at her students and said that she loved them all the same.
However, that was impossible, because there in the front row, slumped in his seat, was a little boy named Teddy Stoddard.
Mrs. Thompson had watched Teddy the year before and noticed that he did not play well with the other children, that his clothes were messy and that he constantly needed a bath. In addition, Teddy could be unpleasant.
It got to the point where Mrs. Thompson would actually take delight in marking his papers with a broad red pen, making bold X’s and then putting a big “F” at the top of his papers. Continue reading
Meghan Casserly Forbes Staff
You know all about getting your resume noticed. (Clean layout! Accomplishments, not duties!) But do you know what’s on the flipside? What you might be doing that could cause recruiters to overlook your resume—or worse, toss it in the trash?
Gasp! The trash? I know what you’re thinking, but the truth is, recruiters have dozens, even hundreds, of resumes to comb through every day. So, in an effort to cull them down to a reasonable amount, they’ll simply toss any that don’t meet what they’re looking for. Continue reading
The HR Business Partner is usually the front-office job in Human Resources. It is quite modern. It was introduced by David Ulrich in his book “HR Champion”. The HR Business Partner was a defined as the real partner to the internal clients, the partner understanding the needs of clients and bringing the right solutions to aiming to resolve the issues.
The HR Business Partnership concept created a mess in HR Departments as the implementation of the modern theory was quick and processes were not adjusted to include the new job in the process flowcharts. The implementation of the HR Business Partners is not easy, and the HR Departments should not rush. Continue reading
Employers who think their people leave for more money: 89%
Employees who actually do leave for more money: 12%
What a disconnect!
That’s the results of 19,700 interviews completed by the Saratoga Institute. Maybe it is easier for managers to think that money is the real issue, rather than hear that there are things that need to be fixed. But, the truth is, there are things that can be done to keep employees happy and productive, and on the job. Continue reading
It is true, a lot of doctors, dentists, chiropractors, physical therapists, acupuncturists, etc. are in THEIR business because of their passion in healing, helping, serving. Conversely they are not in the business of hiring, recruiting, selecting, and developing staff. They know the vision they have for the culture and ‘energy’ of their office, they know how they want to care for their clients – when they get to hire, sometimes the process gets in the way! Let’s talk about how to enhance the process.
This is a insightful article about best practices for office staff.
Every year HR faces different challenges that they are required to overcome for the benefit of the business. 2013 will be no exception, and with the continued uncertainty about the economic climate, these challenges may well be more substantial than those faced in 2012. We’ll invest a little bit of time with each issue that HR is likely to experience:
Attracting the right talent for a position is not only essential to meet skill requirements and fill a vacancy within your company; it is also fundamental to the growth and stability of your workforce and business. Have you ever hired the ‘wrong person’? You know, the one who causes morale issues in the office, resentment from colleagues, decreasing productivity? We have all experienced those hires and can clearly understand the value of hiring the RIGHT person. Continue reading
excerpt from Jim Collins Good To Great
Take a look at your desk. If you’re like most hard-charging leaders, you’ve got a well-articulated to-do list. Now take another look: Where’s your stop-doing list? We’ve all been told that leaders make things happen—and that’s true: Pushing that flywheel takes a lot of concerted effort. But it’s also true that good-to-great leaders distinguish themselves by their unyielding discipline to stop doing anything and everything that doesn’t fit tightly within their Hedgehog Concept.
When Darwin Smith and his management team crystallized the Hedgehog Concept for Kimberly-Clark, they faced a dilemma. On one hand, they understood that the best path to greatness lay in the consumer business, where the company had demonstrated a best-in-the-world capability in its building of the Kleenex brand. On the other hand, the vast majority of Kimberly-Clark’s revenue lay in traditional coated-paper mills, turning out paper for magazines and writing pads—which had been the core business of the company for 100 years. Even the company’s namesake town—Kimberly, Wisconsin—was built around a Kimberly-Clark paper mill. Continue reading
Most hiring managers have been there before… the point of despair when you feel you need to find somebody, ANYBODY to fill an open position. When this happens it is natural to want to lower your hiring standards just to get a warm body on the bus. While this can be tempting it will invariably rob your organization of possibility and profits. Our philosophy is that it is better to not fill a position than it is to hire the wrong person for the job.
“80% of employee turnover is due to bad hiring decisions.” – The Harvard Business Review.
When it comes to deciding on your recruiting methods and selecting the right candidates, the amount of choices available to you is nothing short of daunting. Unfortunately, making the wrong hiring decision can cost you time and money.
There is a wide disparity about what a wrong hire can cost a company because there are so many variables. But the cost of selecting the wrong person can run into the hundreds of thousands or even millions of dollars, not to mention the potential negative impact to a company’s reputation, morale, and productivity.
Specifically, recruiters have been known to say that a poor hiring decision for a candidate earning $150,000 per year could cost, on average, $375,000, and that expense comes right off the bottom line.