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Add You - Lets Talk Recruitment
Getting sick is no fun. What's even less fun is when you go to the doctor, he hands you that bill and it takes your insurance company forever to pay the claim. Medical billing may seem like a total nightmare sometimes and the truth is, it is. But few people understand the reasons. Hopefully, reading this will give you a basic idea of what all the problems are.There are many players involved in the medical billing world and you have to understand their role in this society and where they are coming from.For starters, we have the doctors. You have to understand that education costs today are insane. Just going to college to become a social worker can cost you $35,000 a year. Do you have any idea what it costs to become a doctor? It's insanity. So these people are in such debt to begin with that they have no choice to charge high fees for their services. A doctor's visit that once upon a time cost $15, now costs $75 or more. So medical billing starts off behind the 8 ball because doctors fees are so high. This includes all doctors and not just general practitioners.Then you have the drug companies. The cost of research today is off the charts. Many people argue that the pill the drug company makes only costs 10 cents to make. What they fail to realize is that the cost of coming up with that miracle cure cost millions of dollars.
The following is an example of a Proactive Sales Recruitment Program.
Objective
To upgrade the performance of our field sales, sales support and service organizations by proactively managing the recruiting function as an ongoing process in areas where weaknesses exist.
Strategy
Phase I Philosophy of Retaining Vs. Replacing
Upgrading of skill levels, experience and leadership development. This includes product knowledge, education, business acumen and coac
A growing number of webmasters are discovering that Adsense is a significant and reliable revenue generator. And many of these webmasters realize the importance of targeting the highest paying keywords. They research high paying keywords by using lists which identify the search terms which pay the most per click. But even after all of their research and effort is expended in placing the high paying keywords on their websites, they are perplexed when they never make the money they expected to make. What is wrong with this picture?The problem isn't that they targeted the wrong search keywords. Instead, the problem is the lack of visitors to their website. The solution is a simple matter of optimizing their website's search navigation.The easiest way to think about this is to place yourself in your website visitor's shoes. How are your visitors using your website? Why are they even on your site in the first place? What are they looking for? Webmasters need to consider the basic habits of web surfers. When a surfer arrives on a page, their first tendency is to click on links which they find interesting. So the webmaster's game plan is to enable visitors on his site to navigate to the links which webmaster wants the visitor to click on, and not the other way around. Once a webmaster does this, he will generate
THE IMPLICATIONS OF COMPETENCIES
People have and get
COMPETENCIES
(Combinations of knowledge, skills and attitudes)
We apply these in the form of
BEHAVIOR
(Actions, thoughts feelings)
Our behavior produces
OUTPUTS
(Products and services)
How this is done yields
RESULTS
(Criteria for managing the prior three steps)
In order to determine the kinds of people you are looking for, it sometimes helps to start with a picture of the ideal candidate. This person would possess the competencies and exhibit the behaviors that generate ideal results.
What would happen if someone:
Negotiated the best deal every time you placed an order?
Romanced the Reps that call on you?
Aggressively worked on getting the right new lines?
Placed literature orders weekly?
Used every order to get a favor?
Really planned and prepared for sales meetings?
Kept a leash on salespeople giving away margin?
Assured that you had enough accurate competitive price information?
Stayed awake at night worrying about dead inventory?
Made sure that buddy calls and product training was effective?
Stayed on top of cycle counts to make sure the inventory was accurate?
Actually matched up your order backlog with vendors and your sales forecast?
Changed inventory mix to account for lost sales?
The list could go on and on but you get the idea. Look at each independent job opening on the basis of competency required.
Work with Human Resources to complete a functional job analysis.
Do not wait for a crisis in manpower before you start a proactive recruitment program.
Create a job search specification outlining exactly what you are looking for.
True Job Performance is determined by both ability and willingness
Ability + Willingness = Effective Results
The following is an example of a Proactive Sales Recruitment Program.
Objective
To upgrade the performance of our field sales, sales support and service organizations by proactively managing the recruiting function as an ongoing process in areas where weaknesses exist.
Strategy
Phase I Philosophy of Retaining Vs. Replacing
Upgrading of skill levels, experience and leadership development. This includes product knowledge, education, business acumen and coach
In this second of a series of articles on payroll, we're going to cover one of the largest payroll processing companies, as well as one of the oldest, in our history.ADP pretty much invented payroll processing. Today there are many competitors but ADP still ranks at the top of the list. We're going to look at some of the services they offer and how they work.First of all it needs to be pointed out that ADP is an outsourcing company. In other words, instead of having your payroll processed in house it is sent to ADP off site and they process it for you. So, just how does this work?Actually, ADP offers two distinct solutions.The first one is outsourcing your payroll. The company supplies ADP with all their employee records and from those records ADP processes your payroll. Either ADP sends the checks to you, or they make them available for you to get, through your own electronic check printing program, which they provide. However, if you should choose to have ADP do it all for you they will provide the payroll system, the network connections, data management center, and complete IT support. All you need to do is distribute the checks after they are delivered.But ADP doesn't stop there. For companies that want to handle their own payroll but don't want to be responsible for all the technology that goes with it, ADP offer
How this is done yields
RESULTS
(Criteria for managing the prior three steps)
In order to determine the kinds of people you are looking for, it sometimes helps to start with a picture of the ideal candidate. This person would possess the competencies and exhibit the behaviors that generate ideal results.
What would happen if someone:
Negotiated the best deal every time you placed an order?
Romanced the Reps that call on you?
Aggressively worked on getting the right new lines?
Placed literature orders weekly?
Used every order to get a favor?
Really planned and prepared for sales meetings?
Kept a leash on salespeople giving away margin?
Assured that you had enough accurate competitive price information?
Stayed awake at night worrying about dead inventory?
Made sure that buddy calls and product training was effective?
Stayed on top of cycle counts to make sure the inventory was accurate?
Actually matched up your order backlog with vendors and your sales forecast?
Changed inventory mix to account for lost sales?
The list could go on and on but you get the idea. Look at each independent job opening on the basis of competency required.
Work with Human Resources to complete a functional job analysis.
Do not wait for a crisis in manpower before you start a proactive recruitment program.
Create a job search specification outlining exactly what you are looking for.
True Job Performance is determined by both ability and willingness
Ability + Willingness = Effective Results
The following is an example of a Proactive Sales Recruitment Program.
Objective
To upgrade the performance of our field sales, sales support and service organizations by proactively managing the recruiting function as an ongoing process in areas where weaknesses exist.
Strategy
Phase I Philosophy of Retaining Vs. Replacing
Upgrading of skill levels, experience and leadership development. This includes product knowledge, education, business acumen and coac
A comprehensive study of 2000 consumers who shopped and made purchases from Home Depot, Lowes and Menards Big Box stores in 2006 has just been completed by Minneapolis, Minnesota based building materials research firm Market Resource Associates, Inc. (MRA)Consumer respondents had to shop in at least 2 of the chains to qualify for participation and were not paid anything for their cooperation. The out-bound telephone protocol was administered to 56 markets within the 48 contiguous United States between July and October of 2006. The markets and resulting quotas were selected based upon housing activity in 2005. Further, the results of this latest study were compared to results from the same study undertaken two years ago.In the 122 page comprehensive report, the 3 competitors are rated on 29 different product categories to determine which types of consumers shop for which types of materials at which chains. The 3 chains are also rated against 11 very specific attitudinal criteria. These criteria include but are not limited to:« The store is the absolute best value for my money « The store is the place I get the most useful help when I need it « The store values me as a customerAlso studied was?K which chains do consumers enter and in which do they actually purchase? In this regard, Home Depot has slipped; Lowes and M
Used every order to get a favor?
Really planned and prepared for sales meetings?
Kept a leash on salespeople giving away margin?
Assured that you had enough accurate competitive price information?
Stayed awake at night worrying about dead inventory?
Made sure that buddy calls and product training was effective?
Stayed on top of cycle counts to make sure the inventory was accurate?
Actually matched up your order backlog with vendors and your sales forecast?
Changed inventory mix to account for lost sales?
The list could go on and on but you get the idea. Look at each independent job opening on the basis of competency required.
Work with Human Resources to complete a functional job analysis.
Do not wait for a crisis in manpower before you start a proactive recruitment program.
Create a job search specification outlining exactly what you are looking for.
True Job Performance is determined by both ability and willingness
Ability + Willingness = Effective Results
The following is an example of a Proactive Sales Recruitment Program.
Objective
To upgrade the performance of our field sales, sales support and service organizations by proactively managing the recruiting function as an ongoing process in areas where weaknesses exist.
Strategy
Phase I Philosophy of Retaining Vs. Replacing
Upgrading of skill levels, experience and leadership development. This includes product knowledge, education, business acumen and coac
Job Interviews are essential to helping employers know more about their potential employees. The key factors evaluated will be the interview along with the applicants professional and educational background. The results provide a strong indication to the employer as to whether or not you are suited for the job.Interviews are important because it shows your personality and other attributes that cannot be deduced from your resume. To ensure that you have the best possible chance of getting hired, it is best that you prepare for the job interview. Preparation, however, is not limited to just the job interview questions.Preparations begin before the job interview Choose the clothes that you'll wear. Depending on the job interview, smart casuals or better yet, office attire should be worn. Observe good hygiene and make sure you're well-groomed for the job interview. This includes a trip to the salon or barber if needed. Print out a copy of your resume. Employers sometimes ask for another copy of your resume during the job interview. Plan days ahead of your interview. Make sure you don't have prior commitments scheduled on the same day or time slot as the interview. Practice your answers to the most probable interview questions. Relax and unwind. Don't be too stressed
Changed inventory mix to account for lost sales?
The list could go on and on but you get the idea. Look at each independent job opening on the basis of competency required.
Work with Human Resources to complete a functional job analysis.
Do not wait for a crisis in manpower before you start a proactive recruitment program.
Create a job search specification outlining exactly what you are looking for.
True Job Performance is determined by both ability and willingness
Ability + Willingness = Effective Results
The following is an example of a Proactive Sales Recruitment Program.
Objective
To upgrade the performance of our field sales, sales support and service organizations by proactively managing the recruiting function as an ongoing process in areas where weaknesses exist.
Strategy
Phase I Philosophy of Retaining Vs. Replacing
Upgrading of skill levels, experience and leadership development. This includes product knowledge, education, business acumen and coac
If you find that you need accommodations for a longer period of time than is generally practical at a hotel, you should definitely look into short term housing. Short term housing is a convenient and economical way to stay in a comfortable suite, condo or apartment for longer periods of time. Short term housing is ideal for the business traveler, for those relocating, families that in the midst of a renovation, or for those that require accommodations during temporary job assignments. Short term housing includes fully furnished accommodations with large fully equipped kitchens, a washer and dryer, 2 TVs, a DVD Player, all the amenities to provide all the comforts of your own home. Here is some information on how short term housing can work for you.The Basics of Short Term HousingThere are a few basics types of short term housing; however some have fewer advantages than others. For instance, hotels and motels can provide short term accommodations, but are usually only practical for a few days or a week at most. Many hotels have plenty of services, but do not provide the necessary amenities for longer stays. For most people living at a hotel for a short period of time, it can be extremely expensive and wipe out their relocation budget in a very short time period.Extended Stay Hotels are another option for short term housing. They are
The following is an example of a Proactive Sales Recruitment Program.
Objective
To upgrade the performance of our field sales, sales support and service organizations by proactively managing the recruiting function as an ongoing process in areas where weaknesses exist.
Strategy
Phase I Philosophy of Retaining Vs. Replacing
Upgrading of skill levels, experience and leadership development. This includes product knowledge, education, business acumen and coaching and mentoring skills.
It is understood that it is a managers responsibility to retain quality employees through proper training, mentoring and counseling. However, a program of proactively recruiting is necessary in order to ensure that we have the best person in each position. Marginal employees should be replaced with exceptional employees. This program is being developed to achieve this objective.
Phase II - Upgrading
Names of under performers to be given to human resource to initiate recruiting process
De-emphasize the perception that sales hires must have industry experience
Emphasize to managers that the hiring process is a high priority
Hold all management level employees accountable for recruitment
Phase III Recruiting Process
Continue to post all jobs internally
Use new employee referral bonus program when possible
Develop an internal skills bank to readily identify individuals with basic skills to match open positions
Ad placement in key target areas
Manager generated leads (including competition)
Networking
Internet (internal and external sources)
Use search firms when the job and skill levels justify the investment
Phase IV Improved Hiring Process
Hiring managers interview and accept/reject replacement candidates resumes in an expeditious timeframe (3-5 days)
Phone interview to be conducted by Human Resources on candidates chosen
Interview to be scheduled in timely manner (within 1 week after phone interview) with appropriate manager
Phase V Continued Growth and Skill Building - Training
Internal training and development programs
Managed on the job development (develop training program for new employee)
External training and development opportunities (seminars, supplier training, management courses)
Create selective leadership intern programs
Long Range Planning
Expand sales recruiting program to 10 participants (G-Force or Jr. Sales Reps)
Continue to modify recruiting function as needed to assure co
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