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Filling The Talent Pipeline in 2007
“It’s tough to make predictions, especially about the future,” Yogi Berra once said.But here are a few things to consider as you start the new year.If tightness in the job market continues, wages will drive upward, economists say. With unemployment so low—the 4.4 percent reading in October was the lowest in five years—businesses have found themselves having to bid up pay a bit to fill vacancies.People in their 20s change jobs every 18 months and 75% of all workers are job hunters—stats recently reported by the Bureau of Labor Statistics and the Wall Street Journal’s executive career site, CareerJournal.com.Reducing costs without reduc

can ask a question or conduct an interview, you need to be very clear in your own mind - you need to know exactly what you're looking for. Now you might jump in here and say - "I know what I'm looking for - a new receptionist or a maintenance engineer, or a sales agent and I want a good one." But what do you mean by a good one?

What you're looking for is some

Words of Value, Words of Truth
When was the last time you thought about the words your business uses to describe itself and what it does? In the rush of market pressures and getting things done, it's easy to forget that we establish our unique value (and values) in relationship with those who happen upon our web sites, brochures, articles, papers, and sales literature.We aren't using words merely to make nice sounds. We're establishing dialogue with the people we are best equipped to serve. Once we've identified those people and understand how to express our unique value from their perspective, we have to consider the value words we want to use to create openings for engagement. What words will we use

The time will come when you'll need to interview someone to join your business or your existing team. If you work in a large organisation then this could be someone from inside the company. You might even be the owner of a small business and about to start your first employee. Whatever the situation, you're going to have to make a decision about whether this person is suitable for the job or not.

I'm aware that in some organisations a middle manager may have a new team member picked for them. The applicant is either hired by the Human Resources department or the senior manager.

If you're in this situation then you must fight against it by communicating with your manager. You must assert yourself in this situation and give feedback to your manager. I appreciate the difficulty of this situation (I've been there). You'll find out how to do it in my e-book - "How to get more Sales by Motivating your Team"

It'll be extremely difficult to be a successful manager unless you decide who'll be on your team. You need to have total faith and belief in every member of your team and they need to know that.

It may be the case that you work for an organisation with sophisticated selection systems. Or you might own or work for a small company where you write the job advertisement, do all interviewing and make the coffee. Whatever the situation, there comes a time when you'll be eyeball to eyeball with a potential team member.

Before you can ask a question or conduct an interview, you need to be very clear in your own mind - you need to know exactly what you're looking for. Now you might jump in here and say - "I know what I'm looking for - a new receptionist or a maintenance engineer, or a sales agent and I want a good one." But what do you mean by a good one?

What you're looking for is someo

Why Businesses Succeed!
How does a small company become successful? It’s such a provocative question that it prompted me to do some research. Despite the bad news we so often hear about businesses closing or moving, I found some encouraging news. After interviewing and working with many small companies, common trends began to emerge regarding what they did to be successful. There are a total of fourteen principles and the successful companies implement most, of not all of these principles: attitude, sales, business strategy, marketing, information technology, risk taking, process improvement, company culture, work-life balance, customer service, finance and budget, general advice, discipline and traini

is suitable for the job or not.

I'm aware that in some organisations a middle manager may have a new team member picked for them. The applicant is either hired by the Human Resources department or the senior manager.

It'll be extremely difficult to be a successful manager unless you decide who'll be on your team. You need to have total faith and belief in every member of your team and they need to know that.

What you're looking for is some

Prevent Slips and Falls In the Workplace With Industrial Matting
Slips and falls in the workplace costs industries millions of dollars per year in workmen compensation claims and from civil lawsuits from the general public. Slippery floors can be eliminated in the workplace environment.However, wet slippery floors are an everyday occurrence and are sometimes not considered a major health hazard. But slips and falls that are the result from flooring that is unsafe accounts for more than 70% of the reported injuries reported to OSHA.The OSHA requirement for floor safety is clear. "The floor of every workroom shall be maintained in a clean and, so far as possible, a dry condition. Where wet processes are used, drainage shall be ma

d give feedback to your manager. I appreciate the difficulty of this situation (I've been there). You'll find out how to do it in my e-book - "How to get more Sales by Motivating your Team"

It'll be extremely difficult to be a successful manager unless you decide who'll be on your team. You need to have total faith and belief in every member of your team and they need to know that.

What you're looking for is some

Fraud Detection Steps
Process of Proactive Detection of Fraud 1. Build the Proper Team Regardless to the total size of the team, there should be at least three specific experts. The first is a domain expert that has an inside perspective of the industry and the business. The second is a technology specialist that is familiar with the system being used by the company. Lastly there needs to be someone familiar with fraud and the symptoms involved with it. 2. Team Must Develop an Understanding of the Business Similar to any audit plan, a fraud investigation must be customized to the particular company being observed. All

hey need to know that.

What you're looking for is some

How to Overcome Network Marketing Paralysis
Will Rogers said, "Even if you're on the right track, you'll get run over if you just sit there."This is true for all aspects of your life, but especially in your online business. The problem is that there are so many things to learn, so many things to do to get the ball rolling, that it is easy to become overwhelmed. People get so paralyzed by confusion about what they should and in what order that they end up doing nothing at all.There is a popular mantra used by Network Marketers: "It's simple, but it's not easy." This may seem like a contradiction, but what it means is that the methods you need to use to get your business going are not rocket science…but gettin

What you're looking for is someone:

*Who can deliver the outcomes you need

*Who'll fit with the company structure

*Who'll fit with the existing team

*Who'll respond to your style of managing

*Who'll be happy in the job

Let's look at each of these points in turn.

Deliver the Outcomes

The outcomes (you might call them goals, targets or objectives) for your business could be varied but I'm sure they'd be along the lines of - Finding new customers - holding onto the ones you have and getting them to buy more of your products or services. However for an individual team member the outcomes you need from them are probably more specific. These could be outcomes such as:

*More orders (You'd want this from a sales person)

*More happy customers who come back and also tell their friends (from someone in a customer service position) *Fast maintenance turnaround (if the person is an engineer or technician)

*Well presented and delicious food (from a cook or chef)

*A well run and efficient office (from an admin person)

Outcomes are what you and your team are judged on. So you need to be clear in your own mind what outcomes you want from the person you interview.

Fit with the Company Structure

You also need to think about whether the person you interview will be happy in your company and your culture. Some people who move from a large company to a much smaller one often find it hard to adjust and vice versa.

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If your company is not used to paying recruiting fees to an outside firm in order to attract talent, you need to ask yourself the following question: can you afford not to pay fees, if you can’t fill a position or make a mis-hire. Not filling key sales and marketing positions when your company is trying to grow will constrain your company’s revenue growth potential.

Identifying your dream and nightmare jobs is important because it helps you begin to think about what you most want and not want in a career.

One of the most common objectives of market research is to find what customers want, or their hot buttons. But what if traditional market research identifies the wrong hot buttons? What if conventional market research singles out hot buttons that freeze your fingers? What if standard market research uses malfunctioning thermometers? A recent scientific study by Professors Dan Horsky, Paul Nelson, and Steven S. Posavac published in the Journal of Consumer Psychology examined this possibility.

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