It's Your Move

Employee Retention: What You Need To Know by Bernie Reifkind

If you are an employer, it has happened to you or I guarantee that it will at some point. A valued employee announces a departure for another job and a lot more money.

Here is what not to do: Match the company's offer. In so doing you creat a pseudo-auction negotiating environment. Other employees will bring in offers, hoping those will too be matched or bettered. Perhaps a better approach is to find out the real reason why this employee is leaving. The number one reason that people change jobs is their boss, not the money. What if you can offer significant change or a more fulfilling challenge to this person's job?

Here is what to do: Ask about the departing employee's long term career plans. Although he or she may get more money elsewhere next year, or maybe the year after, explain the long term advantages of the career-builing opportunities you have to offer. Point out that "hire-away" big bucks salaries do not always increase as hoped.

Research shows that candidates that accept counter offers of more money are likely to be continuing to job search and in many cases can destroy company or team morale. In the mean time, your bottom line has been affected.

Counter offers may be counter productive unless the real reason for departure has been addressed.

Monster.com vs. Career Builder? I don't think so.

If you are an employer looking for great candidates, chances are that you may have posted job advertisements to all of the major job boards.

Obvioulsy, the 2 biggies are Monster.com and Career Builders. How are your results? Where are your best resumes coming from?

The best candidates are "passive candidates" that keep their eyes and ears open for great opportunities but do not necessarily post their resumes.

Click here to begin finding qualified candidates: Premier Search, Inc.

The Only Recruiting Solution

by Bernie Reifkind, CEO of Premier Search, Inc

Yeah, right..........there's only one recruiting solution to finding the best candidates. I am so sick of reading and hearing about the "best" the "only" and every piece of garbage advice by someone with a fancy title. Do you really want the solution to recruiting the best candidates?

The solution is you.

Let's assume that you have some resumes for a critical job opening that you desperatley need to fill. When you read a resume, are you ruling people in or are you ruling people out?

In a previous blog I wrote that emailing has almost replaced the telephone. Picking up the phone and calling someone and using a personal touch is far more effective than sending a cold email.

Maybe you have a resume that looks 'luke warm" - you know what I mean. Why not give this candidate a phone call and allow this person to explain themselves. In 3 minutes you can assertain everything that you need to know. Pick up the phone and make the call right now. If you leave a message and do not hear back, call again!

The solution is you.

Make sure that your best representative contacts a prosepctive candidate. First impressions can be lasting impressions. The call should be with extreme enthusiasm about the job opening. You can always decided later whether or not to interview.

I have found some of my best candidates, by calling and giving candidates the benefit of the doubt. Even if they were not the right candidate, I've gotten great referrals. How's that for a concept? Call a candidate with a lousy resume and ask for a referral.

What are you waiting for?

I am Bernie Reifkind, CEO of Premier Search, Inc.

Nursing Shortage: It's Your Move!!

According to the American Association of Colleges of Nursing:

" The United States is in the midst of a nursing shortage that is expected to intensify as baby boomers age and the need for health care grows. Compounding the problem is the fact that nursing colleges and universities across the country are struggling to expand enrollment levels to meet the rising demand for nursing care."

In addition:

"The U.S. shortage of registered nurses (RNs) will increase to 340,000 by the year 2020. Though this is significantly less than earlier projections for a shortfall of 800,000 RNs which was made back in 2000, the study authors note that the nursing shortage is still expected to increase by three times the current rate over the next 13 years."

So what is your organization doing to recruit and retain your nursing?

For immediated assistance, you need to click here: http://www.psihealth.com/get_started.php?PHPSESSID=0430a109ddc965b7b0bbfa7b72bdae4e

Bernie Reifkind is CEO of Premier Search, Inc.

Employee Retention: Fact or Fiction by Bernie Reifkind, CEO Premier Search, Inc.

Fiction:             Money and security are the most important reasons that people change jobs.

Fact:                 The most important reason that people stay or leave is their boss.  Are you providing an awesome place to work?

Fiction:             Employers should have a policy of fairness and should treat every employee the same way.       

Fact:                 Every employee is a dynamic individual and is motivated by tangible and non-tangible factors.  Your job is to find their “hot buttons.”  Some people respond with honey, others need vinegar.

Fiction:             With regard to an organization: A rule is a rule and we all must follow it.

Fact:                 Sometimes rules are outdated and can hinder true creativity.  At times we must break through the “tried and true” to increase efficiency and effectiveness.  Do you maintain rules that are stale?

Fiction:             The goal for employees is lifetime employment. 

Fact:                 Lifetime employment is over.  The average career will likely encompass two or three “occupations” and half-dozen or more employers. Hold on to your superstars.

Fiction:             Job mastery is essential to job performance.

Fact:                 We live in a world of ambiguity and change.  We need to thrive in ambiguity and master “the dance” of job requirements and job politics.

Fiction:             Employee talent is easy to recognize.  You either “have it” or you don’t.

Fact:                 Sometimes employee talent is there and you can’t see it.  Some things to look for in discovering talent:

a.      Passion

b.      An ability to inspire

c.       Loves action

d.      Thrives under pressure

e.      Emanates fun 

f.        Creativity

g.      Know how to finish the job

Fiction:              Employees should be happy that they have a job.   

Fact:                 The deepest human need is the need to be appreciated.  Does your staff know how much you appreciate them?      

Fiction:             The way to create leaders is by training after company seniority and loyalty.

Fact:                 If you have someone great, put them in charge and LET THEM LEAD.  Leading is not about age.  It’s about talent.  Don’t make a superstar “wait their turn.” 

"Help! I Need Some Bodies!"

A Beatles Guide to

finding and keeping

super talent!

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Its a “Hard Day’s Night” so

here's a "Ticket to Ride” 

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5 employment ideas in

Beatles songs:

       

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Help!

It’s Friday afternoon and one of your key employees gives notice that he or she is resigning.  At first your blood pressure begins to rise, your heart is pounding and you break out into a cold sweat and you are thinking, “how could you do this to me?” “You’ve got to be kidding me?”

a.       Keep a level head and do not panic.  Sometimes you can rectify the situation in the coming days. 

b.      Assess your available resources

c.       Take action immediately: call a professional recruiting firm, contact any leads and reach out to your vendors.  Sometimes referrals can come from the most unlikely sources.

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          Come Together

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“Here come old flat top”:  Remain calm even when panic is setting in.  Sometimes, having to replace a crucial employee can actually effect an even better and more efficient operation.  Things can seem flat at times and having the right energy and talent can boost your organization to new heights.

a.       Bring together your staff and let them know of the current situation

b.      When appropriate, solicit their input as to what is needed in the new hire

c.       Find out what challenges need to be addressed

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       Hello Goodbye

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“I don’t know why you goodbye, I say hello”:  The number one reason that most people change jobs is: their boss.  So you’re the boss and you’re doing your job and working long hours and demanding a lot from yourself and your team, but you know what?  Somebody may be very unhappy and you might not even know that you’re the cause of it!

a.       “You say goodbye and I say hello”- you’re not on the same page and you’re not communicating!

b.      Communicate, communicate, communicate!

c.       “I say yes, but I may mean no” : don’t assume that people understand your intentions or plans-if you believe there are doubts-address issues right away.

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        Can’t Buy Me Love

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“I’ll give you all I’ve got to give”: Are you giving your team the resources and freedom to do their job?  Are you treating them the way you’d like to be treated?  Are you paying them the most that you can?  Obviously money doesn’t buy love, but it does show love.

a.       Make sure that you are paying competitive wages.

b.      At the same time, don’t be held hostage to an employee that is making outrageous demands.

c.       Be fair with wages and lean on the side of generosity.  Your employees will reciprocate during “crunch” time.

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Get Back

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Get back to where you once belonged”: When a company is growing and hopefully thriving, it’s a good time to remember the basics that got you to this point.  Are you remembering the details?  Are you providing the level of sacrifice, service and production with the same (if not better) level of professionalism as you did back in the day?  How are you treating your human capital?

a.       Get back and remember that your employees are the most precious aspects of your business.

b.      You will attract talent and retain your best people by “getting back” to the basics of what made you successful.  Always pay attention to the details of why people work for you.

c.       When you are actively recruiting for a new employee, get back to the days leading up to your own employment and remember what led you to your present job.

 

I am Bernie Reifkind, CEO of Premier Search, Inc.

                                           www.psihealth.com

Retain Your Senior Talent!

To compete successfully in the business world –in any industry–successful recruitment and retention of senior talent is the ultimate goal of most progressive organizations.

The costs associated with talent turnover not only in real dollars but in employee morale can be devastating to the momentum of an organization moving forward.

Contrast that with successful employee retention, an organization can reach new heights, weather potential storms and most importantly generate substantial employee morale in which everyone benefits. This translates to huge revenue generation.relationship.three times more likely to leave their jobs within two years than those who feel they are treated respectfully.

In addition, “indifferent treatment” such as failure to recognize and reward employees for jobs well done, has an enormous impact on how employees feel and employers’ ability to retain them.

Almost 90% of employees (who are changing jobs) say that they don’t receive acknowledgement for the work that they do. The most common reason why people make a job change is the relationship with their boss.

Obviously many factors come in to play as to reasons why people make job changes more money, distance, commuting, personal factors, ambition, etc.) However the main reason why people stay or go is directly related to their relationship with their boss.

The following suggestions may be of significant value in showing respect and appreciation with regard to retention of your best people

1. Recognize people for their accomplishments and provide them with the freedom to use their judgment
2. Appreciate employees in frequent and creative ways
3. Solicit, listen to and act on work related ideas from employees such as input on how they can be more successful
4. Encourage innovation and new ideas
5. Provide employees with helpful feedback and coaching
6. Value employees as individuals and give them a sense of being included
7. Encourage full expression of ideas without fear of negative consequences
8. Listen and fairly handle employee’s complaints.

Successful employee retention is vital to the health of a dynamic organization and is completely dependent upon actions that management can take to directly impact a company’s essential resource: human capital.

Your people need to know that you care about them.

Listen Up! How Well Do You Listen?

Let’s assume that there is a verifiable “Most Needed Business Skills” list that every executive must master. Listening belongs at the top of list.

Your skill set, educational background, years of experience, economic influence, tenure… none of it matters if you are not a good listener.

The biggest problems that most of us encounter in the workplace are due to miscommunication or by making assumptions that have not been clarified. It’s not about hearing what you want to hear, it’s about listening to the content of the message. Plural inference is a legal term which simply means more than one interpretation. How often do we misconceive what we are told because we did not listen?

Clarity of the message being conveyed is crucial. Listen to, not at.The following steps can be taken to become a world class listener:

1. Give the speaker your undivided attention.
2. Ask questions.
3. Be sure to concentrate on the speakers words and resist the temptationsto tune out their message.
4. Make sure that what you hear comes directly from the speaker and notfrom your interpretation of their words. Many people are guilty ofjumping to conclusions which can damage their listening ability. People whodo this often don’t hear the speaker’s message because it is blocked out bytheir own assumptions.
5. Empathize. When someone shares information with you, put yourself inhis shoes. Doing this will allow the two of you to discover solutions moreeasily and will also help you appreciate a perspective different from your own.
6. Creating mental images of the speaker’s words is another way to becomea better listener.
7. Asking questions that relate to the speaker’s presentation can also helpyou to become a better listener. It’s important to ask questions withoutallowing the formulation of the questions to interfere with your listening.
8. Respond verbally and non-verbally. Using an enthusiastic tone shows you're interested in what the speaker is saying.
9. Practicing your listening skills is another way to become a better listener. Make a conscientious effort to apply your listening skills each time you speak to someone or attend a presentation.

Listening skills are just as critical as speaking skills. Being a good listener will not only ensure that you are receiving the correct information but will affirm to the speaker that you care about the information being presented.

Listen up!

Playground Rules On The Field Of Business

What we learned on the playground and how it applies on the field of business
1. Understand the rules prior to the game. Ask questions if you are not completely clear on any aspect of the rules.
2. Play fair but play extremely hard to win.
3. The game is usually won by strategy, not always by being first.
4. Play by the rules and demand the same of your opponent.
5. Confront anyone who cheats, immediately.
6. Do not let anyone intimidate you.
7. Stand up to bullies. If you have to fight, do so.
8. Catch your opponent off guard by throwing the first punch as hard and quickly as you can.
9. Better to fight and lose, than to back off. You will keep your high self esteem.
10. Do not let anyone change the rules in middle of the game.
11. Refuse to continue if the game or rules have changed without your full approval.
12. When winning, celebrate with dignity and hold on to that memory for the rest of your life
13. If your opponent wins, accept defeat graciously but remember what you have learned.
14. Remain in shape for the next game.

The 5 Secrets Every Hiring Manager Needs to Know

Hiring the best available candidate is critical to the success of your organization. Know the most effective strategies can significantly increase your chances of hiring the best of the best.

1. Every candidate has an expiration date.

• Candidates must be contacted within 24-48 hours of receiving their resume.

• If not contacted promptly, candidates lose interest and employers lose credibility.

• Each candidate has been prepped to receive a phone call from the specific hiring manager. They are expecting your call.

• If the candidate sounds reasonable, your goal should be to arrange an interview as soon as possible.

2. Approach each candidate as if it iss a buyer's market: They're the buyer.

• If you leave a message and do not hear back, assume (even if incorrect) that they did not
• receive the message. Call again.
• It is perfectly OK to call candidates at work. They'll tell you if they can not speak freely.
• Be aggressive in your pursuit.

3. The Best and Worst Days to Interview

• Research shows that the best days to interview are Wednesdays and Thursdays. Fridays are good, if the interview is early morning.
• The best times to interview are mornings or late mornings (11:00 AM).
• Research shows that the worst times to interview are Monday mornings and Friday after noons. These times have of the highest probably of cancellations and/or no shows.

4. If a second interview is warranted: Schedule it immediately.

• Second interviews are an excellent way to validate your initial impressions.
• Be blunt in asking and inquiring about any part of the candidate's background that you are not sure of.
• Pre-close the candidate. “How would you feel if we made you an offer?” “How do you feel about what we have discussed so far?” “Which way is the wind blowing?” “Would you like to come to work here?”
• Find out if there is anything that could prevent the candidate from starting a new job. Is there any other pertinent information that the candidate has yet to disclose (another pending job offer, spouse opposes a job change, expectation of a pay raise, upcoming vacation, etc) that could influence the decision to accept this job?

5. Job Offers: This is not the final stage.

• Make the best and final offer first.
• Offer a 48 hour deadline for decision.
• Carefully consider a candidate counter-offer. It may in fact make better sense to grant the counter offer than to continue interviewing for another candidate.
• If candidate accepts the offer, make sure that all necessary applications/paperwork/offer letter is handled immediately.
• Tell the candidate to expect, but not accept a counter offer from his/her boss. This is critical.
• Keep in constant contact with the candidate.