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FORTUNE 100
SECRETS FOR ATTRACTING & KEEPING 'A' PLAYERS
The majority of companies accept the fact
that all employees won't be first string and that some players will
eventually accept offers from the rival team across town. But companies can
take steps to increase the odds of hiring the best and brightest--and
getting them to stick around. Sure, you have to dot your I's and cross your
T's: conducting job analysis and accurate job descriptions, screening
applications, checking references, etc. But there are other ways to find
the right employees and create unwavering allegiance to your company. Here
are three of them:
1. How do you attract the right
people?
Be the right company.
While you're taking the measure of future employees, rest assured that
they're also checking your company's pulse. Make sure you can and do
clearly state where your company has been, where it is today, and where you
plan to be in the future. The recruit knows where they want to be five
years from now--it's up to you to prove to them that you'll help them get
there.
Woo them with a winning past performance.
You need to not only show them that you can do it, but that you have done
it. Be clear in stating your commitment to growth and dedication to
continuous improvement.
2. Are you using the right tools to screen
recruits?
Companies usually are
good about making sure potential employees have the skill sets needed to
fill the job description. But you also need to ...
...profile leadership and management
ability--as well as their ability to work in a team environment. You have
to know what your employees can and can't do before you can field a winning
team.
Behavioral research suggests that the most
effective companies are those that understand both the strengths and
weaknesses of employees--so that they can develop strategies to meet the
demands of their environment. Using a personal profile/human behavior assessment
tool, like DiSC, is a must to make sure you're creating effective teams
that work well together and to gauge exactly what role individual employees
should play. DiSC gives leaders insight into motivating, managing, and
communicating with new employees--essential knowledge for winning teams.
If you've
never tried DiSC, take a complimentary DiSC assessment.
3. Are your 'A' players running to greener
pastures?
If you’re losing people it might be because of hope. The hope that
they’ll better realize their personal goals elsewhere. To curb this,
you need to instill strong allegiance to your company--the same allegiance
people feel towards their last name. People would scoff if asked to change
their last name. You want that same reaction when recruited by a competing
company. You need to create a feeling of excitement in your employees. They
need to know that your commitment to their development will overcome any
obstacles in business momentum or downturn in the market.
The truth is, employees don't quit
companies, they quit managers. Employees are looking for valued leaders
that they can follow and who will help them by providing growth
opportunities that allow them to reach personal goals. Development,
training, and responsibility will all help keep employees happy.
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MUST READS
Size-mology
(Entrepreneur Magazine)
Corporate refugees can be a boon to a small business--as
long as you both know what to expect before jumping in.
Bean Counters Rule (San Antonio Express-News)
Accounting has become the hottest job on the market
— despite corporate scandals.
Flip-Flops, Torn Jeans -- And Control (Business
Week)
Abercrombie's Mike Jeffries is quirky and informal, but he sure hates to
delegate.
Exit Interviews (WSJ by way of Post-Gazette)
Free at last, is it smart to really be candid?
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BY-THE-NUMBERS
Fast Company's
recent ethics survey had some eye-opening results. Here are the numbers:
- 35% of survey
takers instruct their assistant to tell callers that they're "in
a meeting" when they really just don't want to be bothered.
- 24% have given a
good performance review to a worker who maybe didn't deserve it.
- 27% have fudged
the size of their current or most recent salary when discussing job
opportunities with potential employers.
- 31% sometimes
"embellish" their professional experience when circumstances
call for it.
- 25% have told an
employee "no" and blamed company policy or bosses when it
was really their decision.
Check out the rest of Fast Company's survey.
HR JOBS
Palm One is looking for a Director
of Human Resources to act as the HR business partner for our rapidly
growing engineering team. The ideal candidate for this position will have a
passion for high-tech consumer devices and will be a strategic and creative
thinker who can provide new ideas to the management team.
eBay is looking for
a Director of Benefits. The Director will take a
significant leadership role in driving strategy, design and implementation
for eBay’s benefits programs worldwide. Will be responsible for
working with cross-functional teams and HRM's to assess current programs,
propose changes and implement approaches that will ensure the overall
strategic alignment and competitiveness of eBay's benefits programs.
Broadcom is looking for a Director
of Global Staffing to help create a focused talent strategy and
implementation plan.
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The Global
Leadership team has been assisting leading CEO’s, Presidents and
Executives in achieving goals and taking their great organizations to
higher levels for more than twenty years. Hundreds of organizations have
had the benefit of using Global’s tools, systems and processes to
rewrite their expectations of profitability and control. Visit us online at
www.glamr.com or call us at 818-782-6880.
Thanks for
reading FirstThingsFirst! If you have any questions, concerns, or thoughts
on how this publication can best fit your needs, please contact us at info@glamr.com.
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