According to AARP the Baby Boomers are retiring at a rate of one every six seconds. Most companies are not prepared for this wealth of knowledge to walk out the door. Think for a moment of the characteristics of this generation:
Baby Boomers are extremely hardworking, dependable and define themselves by their professional accomplishments. They sacrificed a great deal for their career achievements, have an incredible work ethic and commitment to the workplace.
Baby Boomers are independent, confident and self-reliant. This generation grew up in a time of reform and believes they can change the world. They thrive on a good challenge.
Baby Boomers equate work and position with self-worth which translates into them being quite competitive. They are clever, resourceful and strive to win.
Baby Boomers experienced increased educational and financial opportunities than the generation that preceded them. As a result they are achievement-oriented, dedicated and focused. They welcome exciting, challenging projects and most strive to make a difference.
As a company leader don't you want the people in your company to possess these same characteristics? Imagine someone who always showed up for work, did an excellent job and brought a wealth of experience, talents and skills to the table.
The job market is improving and many companies realize that many of the necessary skills are lacking. Boomers may have left the job, but they haven't quit working!
Bringing back Baby Boomers as contractors is the fastest way to close the skills gap!
Baby Boomers are often referred to as the bungee retirees. They retire, get bored and go back to work. They have this need to share their knowledge and expertise while re-establishing their self-worth later in their career.
They are ready to come back and contribute on short term and long term projects. Companies only need to find and tap into this incredibly talented pool!
Do you have a need that could be filled by a qualified contractor? CLICK HERE and we'll get you a free quote.
Last year I read a book, Predictable Revenue, by Aaron Ross. If you're not familiar with Aaron, he took over the sales team of a small company, struggling for acceptance in the marketplace, and in a few short years, built it to $100 million in sales. The company was Salesforce.com and you know the rest of the story.
After reading the book I contacted Aaron and, because of our expertise in recruiting sales talent, we partnered in a Strategic Alliance. I asked him if I could share a small excerpt from his book about building sales teams. He graciously allowed me to present it here. Having built and managed sales teams for healthcare, insurance, and RCM organizations I can say his recommendations are solid.
Here's what Aaron writes....
If you want to build a solution-selling, high-value sales force, commit the team and company to invest in their success just as much as you expect them to invest in the company!
Internal Training Builds A Better Sales Force
Ongoing training can be the cheapest and easiest (yes, easiest) way to improve your team's performance. It takes commitment and focus, but is always a great investment of your time.
The Best and Cheapest Investment In Your People…
...is consistent, regular training and coaching (especially new hires). I see again and again what a difference regular training makes in improving sales skills and results, reducing ramp time and increasing “promotability” (yeah, I just made that word up, but what a concept!).
Simple monitored practice exercises, with feedback, can make a dramatic, noticeable difference in performance, whether in public speaking, objection handling, phone skills, demos or personal/career development.
A program with an ongoing, regular format.
Includes exercises/role-playing and useful feedback.
Is designed effectively, to make it worth your reps' time.
Follow through on everything: maintain the schedule, check progress, keep it fresh and don't let things slip.
Finally, the most important thing to making this work is commitment from the CEO or VP Sales to follow through and stick to it. You will have kinks to work out over weeks, months or quarters. Internal training will only get the attention and time it deserves if the management team believes in it, and is willing to invest in it.
Applicant traffic does not equal qualified candidates!
It is getting more difficult to find the right person to fill a position. Sure, you can get a lot of 'applicants' thanks to the innovations that technology has introduced. People are now adept with job searches. Both the job seekers and employers have more choices when it comes to finding jobs, whether online or offline research.
In fact, the United States Bureau of Labor Statistics asserted that there is a probable increase of 21.3 million jobs in the coming years. Job seekers are finding more ways to search for the right jobs. So it is likely a job postings response will generate traffic. Traffic, however, doesn't mean qualified candidates.
Most employers still rely too much on posting a job as their primary sourcing tool. Surveys show that 47% of people actively looking for jobs rely on job postings as a means of getting more information about job openings.
Employers who are looking beyond just filling an open slot know that the best candidate probably isn't looking for a job. So it is important for employers to know how to get the most out of posting a job to attract the right people.
Posting a Job | The Essentials
1. Concentrate on rewards that employees get rather than what the company’s mission and vision are. Active job seekers are more interested in what they can get from the position that the history of the company itself. Emphasize more in the posting about the career benefits that people can get once they are hired.
2. Make your postings simple and easy to understand. Try to avoid as much technical jargon as possible. It is best to focus on what their company can do and how the employees can impact the company's clients or customers.
3. Get to the the point when describing job positions. Don't be so detailed in the description that the candidate can't quickly grasp the scope of responsibility.
4. Remember, the job posting's primary goal is to attract the right person, not explain the job.
If your job posting is not attracting the right candidates, contact us today for a complimentary evaluation of your posting. We'll show you how to increase responses from the people you want to hire!
Have you read any of the jobs posted on job boards or company career pages? Most of what I see doesn’t really describe the job at all. What is does is describe the person the company wants to hire. The problem with this in that many times the person you really want to hire won’t fit the description!
Strategic Employers should only hire high performance employees. To maintain competitive edge and profitability they have to attract, select, and retain the best people. And it is getting harder to find these people.
One reason is the labor pool of top talent is shrinking. Another is that top talent is rarely looking for your jobs. They will not see your job description and, if it is like most of the stuff posted, it will not entice them to respond.
FOCUS ON PERFORMANCE
A Strategic Employer attracts superior people by defining superior performance – not a set of selection criteria. Results - which is what really matters - comes from performance, not skills and qualifications. You want to find people who are competent and motivated to get the results you want. They may not always match the skills and qualifications you list.
Ask yourself if you’d rather have a person who can get the job done with superior results or would you rather have a person who matched a set of skills and qualifications? If you must compromise, do so with the skill match not on the performance.
When you write a job description to attract top performers, write about what they get to do. Write about the performance expected. Don’t focus so much on what they need to “have”, focus on the “results” they need to get. Top performers will not want your job because they match the qualifying criteria. They want the job because they get to do new and challenging things and achieve a higher level of results.
Strategic Employers know that they can’t attract, select, and retain the old way. Attracting top talent means being focused on performance instead of qualifications. When you change to this approach you’ll increase the quality of talent you attract.
A lot is written about the power of LinkedIn brand positioning. But few organizations have effectively harnessed this power. There is no other social media platform that can propel your business and attract new clients and customers like LinkedIn.
Join MMS Group CEO Richard Yadon and Mike O'Neil of Integrated Alliances for an interactive, 30 minute discussion about creating a consistent online marketing message.
The ability to make good "people" decisions is today's most critical competitive advantage. What separates the best from the rest is the quality of talent inside the company. Top leadership talent has always been hard to attain. This continues to be aggravated by globalization, growing worldwide competition, aggressive headhunting practices etc. With growing demand and limited supply top-level employees are so much in demand that companies are paying increased salaries, bonuses, perks and essentially whatever it takes to attract the best brains from across the world. Newly developing economies such as India and China are becoming fierce competition for business leaders who can now earn top dollar working in these countries.
To maintain a competitive edge for top talent, companies must adopt an ongoing talent attraction strategy. This is more than just good job board postings and beefing up your employment brand. A talent attraction strategy is driven by the Boardroom. It is part of every manager’s objectives. The hunt for the best is too fierce to only be an HR task. It must be part of the company culture. Otherwise the company is going to be left behind by its competitors.
If you don't have a talent acquisition strategy our 10 Step Recruiting Plan might be a good place to start. Download it today!
6 Tips to Make Your Recruiting Effort More Effective
Your HR Team is charged with finding the most qualified and productive employees to join your firm. Despite the fact that there are innumerable people seeking positions of employment, it often seems that qualified men and women are few and far between.
Here are six easy tips that recruiting teams should keep in mind when on the hunt for outstanding potential job candidates in the 21st century.
1. Post an Ad on an Industry-specific Job Board. Oftentimes, a recruiter will take a scattershot approach to finding qualified candidates. They broadcast far and wide the fact that a certain position is open and available, in big city newspapers and on major Internet job boards.
If a recruiting team were more strategic about its recruitment efforts, it would realize the benefits of positing on an industry-specific Internet job board. By posting in a selective and admittedly limited manner, recruiters would be reaching out precisely to the pool of people most likely to be qualified for an open position.
One excellent tool for finding industry-specific job boards can be accessed at the Online Recruiters Job Board Directory.
2. Use Recruiters that Specialize in a Given Field. As with advertising, choosing an effective Search Firm might be just a matter of targeting, particularly for a managerial or executive position. These positions can be very hard for in-house recruiters and human resource managers. While these people do have responsibility for hiring, the search for a new employee with skills beyond the norm for their company can best be targeted by a professional executive head hunter.
The same can be said for specialized fields, such as care management or information systems. In-house human resources staff might know all about pharmaceutical skill-sets required for a multitude of research and administration positions, but they might rarely have to deal with hiring staff to track money or to keep the computers functioning. That's when recruiting agency services specializing in niche fields can come in handy.
3. Develop an In-House Referral Program. In many instances, exiting staff members can help speed up the search for quality job candidates. Employees often have contacts elsewhere within the industry, some of which may be looking for a change of employment.
By cultivating this internal resource, a recruiter can develop a wealth of ready information about prospective employees who might well serve the organization as valued employees.
4. Search Resumes Posted on Niche Job Boards. In addition to advertising on an industry specific job board, a diligent recruiter will want to take the time to search and consider resumes that have been posted on niche job boards.
5 .Use Recommendations of Recruiters. Because there are so many different type of recruiters in business in the 21st century it can often be difficult for in-house human resources staff to pinpoint the recruiter that will be best able to meet the needs of a given employee recruitment campaign. But there are resources available, such as recommendations of recruiters. One great place is to search on LinkedIn.
By using a professional directory, in-house human resources staff will be able to identify the most appropriate resources for their company and for the recruiting task at hand. Even staffing firms can benefit from such a recruiters directory to seek help in a specialized field they don't often work with.
6. Don’t Rush the Process. Finally, while it is an overused saying, “Rome wasn’t built in a day.” In the same vein, 99 times out of 100 there is no need to rush the process of seeking, identifying and hiring a new employee, particularly an executive level employee.
A Human Resources manager should take his or her time to identify, screen, interview and hire the best candidate. Throughout this process, a human resources manager or specialist will rely on the services and support tools identified in this article.
By using these tips, in the long run the best possible candidate for a given position will end up being hired, and the company will benefit from the best possible employees.
"... there is more competition between companies for the talent that is available!"
Companies all sizes, in all areas of business, want the best candidates. However, the employee-candidate paradigm has been reversed. Because of the shortage of talented candidates, there is more competition between companies for the talent that is available. Today its not the candidate having to sell themselves to the company, it is the Hiring Manager's responsibility is to "sell" the quality, financial stability, and advancement opportunities of the company to the candidate.
It is essential that firms revise their recruiting procedures and do not let the best candidates get away. Some simple adjustments should be enough for your company to stop those high quality candidates from going elsewhere.
Once you decide to fill a position, be committed to that decision and make hiring decisions quickly. View the hiring process like a project and ensure you meet your goal of hiring the "best candidate" in the shortest amount of time. Indecisiveness, time delays, budget reviews, etc., send a message to the candidate about the company's lack of focus. If you wait two weeks following an interview to make an offer, your ideal candidate may have already accepted a job offer from elsewhere - even from one of your competitors.
Streamline the Hiring Process
Do you really need second and third interviews ? What about using Digital Interviews or live video interviewing? If you ensure that all the participants in the hiring process are available for the first interview, then decisions can be made quickly and effectively, ensuring that your firm has a better chance of recruiting the top talent.
If You Want The Best...
If you want the best...then you will need to pay the best. It may not be what most companies want to hear but it happens to be true. Don't misjudge the pay rate, benefits, perks, etc., necessary for the best quality candidate to accept the position; don't play games with lower than market rate offers.
Keep abreast of changing salary scales, and price your jobs competitively. If you don't know what the current market rate is, hire a recruiter who does and who can advise on all aspects of the recruiting process.
Get The Right Help
Bringing a professional recruiter in at an early stage will help prepare your company for the hiring process. A top-notch recruiter will ask the right questions to help you identify your company's needs and will also help you identify human attributes (personality, communication skills, corporate culture, etc.) that the "right" candidate should possess, including "must-have" attributes and "preferred" attributes.
Choose a recruiter to work long term and they will soon be attuned to the exact needs and requirements of your company. Include the recruiter on your company's hiring team. A preferred recruiter is very helpful in structuring job descriptions so they stand out and attractcandidates. In addition to recruiting top talent, good recruiters possess skills to help candidates evaluate and accept good offers. This “third-party-input” to the candidate during the decision is critical to avoiding turn down and defusing counter offers.
With a streamlined recruiting procedure and the right approach to the top candidates, your firm will be one of those getting the best talent while your competitors are still wondering how that perfect candidate managed to get away.
Don't think that your PERSONAL Facebook or Twitter won't be checked by employers.
Yes, it might be your own thoughts and opinions, but more often than not employers are reading what you post. These days employers and social media are linked. We've heard employers tell us they've declined to interview otherwise qualified candidates because of some social media posts.
What kind of posts can cost you an opportunity? Here are the results of a survey from earlier this year about why employers rejected candidates...
There was info about candidate drinking or using drugs, 48 percent
Candidate bad mouthed previous employer, 33 percent
Candidate had poor communication skills, 30 percent
Candidate made discriminatory comments related to race, gender, religion, etc.; 28 percent
Candidate lied about qualifications, 24 percent
The upside is that 19 percent of employers thought some candidate's social media profiles enhanced their desirability. More on that later next month.
[Tweet "19% of employers say some candidate's social media profiles enhanced their desirability."]
Bottom line is this... think that everything you post is going to be broadcast worldwide and accessible to anyone. If you are building your career or searching for a job and you want to post something like those mentioned above, understand that it may keep you from opportunities you might want. Your choice.
Tell us about any positive or negative experiences you've had with employers and social media....
Since 2006, MMS has been involved in building their clients’ senior management teams as well as their sales, medical management, and HIM staff.
When you need top talent, you want the best and you want it quickly. That can only happen when your search partner understands your business and your needs. The MMS Perfect Match search process delivers the comprehensive search results you need.
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