Tag Archives: Company

5 Frequent and Costly Hiring Mistakes

internet_recruitment_job_interview_362210302(This article, written by Rick Dacri, was published in the October JobsInTheUS newsletter)

When recruiting, finding the right candidate is always difficult. What makes it harder, are simple and costly mistakes. Here are five frequent faux pas:

1. Looking and Not Knowing

Managers often start the search process without fully understanding what they are looking for in a new hire. Simply replicating the person who previously held the position or blindly following a job description is not sufficient. Circumstances and needs change. Profile your ideal candidate. Factor in what you need today and tomorrow. Understand who will be successful and who will not. Beyond education, training and experience, consider traits and fit.

2. Searching and Not Attracting

Posting a job on a job board or internet site will generate an avalanche of resumes, but will not necessarily land you the ideal candidate. In fact, this approach could eliminate many potentially good candidates who are not actively looking and may not be aware of your search for a new candidate.

Don’t forget about the candidates who are currently working and not looking. With the development of a strong recruitment brand, candidates, active and passive, who share your beliefs and values, will be attracted to your company like a magnet. Rather than you looking for them, they will be seeking you out.

3. Selling and Not Buying

In the job interview, managers are often too quick to sell the job, company and benefits before they know what they are buying. Stop talking. Ask questions, listen and evaluate. See if they are the correct fit  for the job and your company. Once you know you have the right candidate, then you can begin the sell. If the candidate is wrong, there is no need to waste your time or theirs. Thank them and send them off.

4. Giving and Not Negotiating

When it comes time for the offer, owners too often have a one size fits all job offer in their pocket. Candidates expect to negotiate, whether it’s about pay, benefits or time off. Be prepared for the give and take of a real negotiation to ensure getting a “yes” to your offer.

5. Accepting and Not Verifying

“Trust, but verify” should be practiced in all recruitment initiatives. Too often, managers accept what’s on a resume or what a candidate says as fact. Thorough, probing reference and background checks are an essential part of all job searches.

By avoiding these miscues, you are better positioned to land the best candidate for the job.

Need help with developing an effective recruitment program? Contact Dacri & Associates.

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Filed under Job Search, Recruitment

ObamaCare Good For Business

imagesPosted By Rick Dacri, June 12, 2013

Many of the pundits are warning that companies will be laying off workers or reducing work hours to skirt the regulations that require them to provide health insurance under the Affordable Care Act. One company has said “nonsense” and is actually allowing part-time employees to increase their hours so that they can become eligible for the insurance, thus increasing the number of employees who will be receiving health insurance at their company. The Cumberland Gulf Group (Cumberland Farms Convenience Stores) believes that by taking care of their employees, they will see improvements in employee engagement, retention and customer service, all resulting in increased sales and profits. Rather than focusing on short-term savings by eliminating health insurance, they’re betting on their employees and the long-term health of their company by adding employees to the insurance rolls.

The Cumberland Gulf Group has made employee satisfaction a corporate priority and knows that expanding benefit coverage to more of their employees is one way to achieve this. They realize that customer satisfaction requires happy, engaged employees.

Cumberland is taking the big picture approach. It’s a smart move; it’s strategic; and it makes good business sense. Employees are not going to stick around a company that neither invests in them nor provides them affordable health insurance.

What do you think of Cumberland’s decision?  Comment below.

 Other posts you might want to read:

If you want to know more about Dacri & Associates and how we can help you, click here: Dacri & Associates

 

 

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Filed under Compliance, Leadership

Where Has Company Loyalty Gone?

Loyalty_shutterstock_108972260-e1350404656562(This interview of me was written by Dulcie Dimech and published in the Malta Independent)

It has become common to hear people in management roles say that company loyalty is dead, and that the current workforce a company employs is not loyal to its company or its boss. All this might be true, pointed out Rick Dacri, a human resource consultant at Dacri & Associates. Dacri further questions if anyone has ever had the experience of having one of their key employees quitting without warning for a “better” job; leaving them wondering, why this employee had taken such a decision? When turnover is on the rise in an organisation, the employers are left thinking: what is wrong with my employees?

Various studies have confirmed that loyalty among employees is dead. Nowadays employees have, on average, nine different jobs in their career. This is a real change from the older generation of workers, who joined one company and stayed there till they retired. Hence the reason why so many individuals say that those were the “good old days”. But what is happening now? And who is the culprit that killed company loyalty?

Before we condemn this generation of workers, we have to consider an option as well. Could it be possible that employers killed company loyalty? Yes that is right, elaborates Dacri, employers managed to kill employee loyalty. How could this possibly happen? Or better, why on earth would they be doing something that could be described as suicidal for their own company.

Dacri puts some questions for our consideration: Continue reading

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Filed under Management, Uncategorized

Policies Impact Lifestyle and Life

 images(This article, written by Rick Dacri, was originally published in the York County Coast Star)

I’ve always found in corporate life that the decisions you make, the policies you develop, rarely have consequences so severe that they shake you to your core. Until now.

The recent decisions of two organizations force us to rethink the policies we create, and what we demand of our workers. One requires us to reevaluate how we manage, the other what it means to be human.

Yahoo’s CEO either ignited a firestorm or opened a debate on the value of telecommuting. Yahoo informed all their remote workers that they would no longer be allowed to work out of their homes and by June they had to return to their desks at Yahoo’s offices. Those who refuse will be asked to resign.

What makes the decision so surprising for some is that Yahoo is led by one of the few female CEOs running a Fortune 500 company and one who just had a baby. Surely she would be more sensitive to the issues facing workingwomen today.  But before we declare that the glass ceiling is clearly now impenetrable and predict that this is the beginning of the end for family friendly employment policies, think again.

Allowing employees to work from home still makes good business sense for many organizations. Technology has made it possible for many to work anywhere without the need to take up valuable corporate real estate. While Yahoo believes their remote workers will be more productive in their company offices, allowing greater collaboration and sharing of ideas, independent studies have shown that home based workers work longer hours per week and are much more productive on average than regular workers.

 Telecommuting remains a powerful recruitment and retention tool. Continue reading

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Filed under Leadership

What Your Boss Really Wants From You

I wrote this article and it was published on October 20, 2011 in the York County Coast Star

Delivering what your boss wants is your ticket to the career promised land. Working with thousands of managers and executives in my consulting practice, I have consistently found that all bosses have particular expectations, but nearly all want the following from their employees:

1.Energy–it’s the first thing your boss sees and feels when you show up for work each day. Act like you want to be there. Be positive and demonstrate that you have a passion for the job.

2. Competence—if you can’t do the job, stop wasting everyone’s time. Demonstrate that you can perform. And don’t talk about the tasks you’ve performed, tell your boss about what you’ve accomplished.

3.Results and Accomplishments—employers pay for results. They don’t pay you for simply showing up and performing tasks. Show how you’ve saved money, increased efficiency, or soothed an upset customer. You need to differentiate yourself and this is one way to  do that.

4.Engagement—bosses want workers who  believe in what they are doing and who believe in their company. They want you to do whatever it takes to get the job done. Engagement is the nectar of every organization.

5. Strong Communication Skills—interpersonal communication skills are critical in business life. Think before you speak. Proof your written work. Listen. And sound like you know what  you’re talking about.

6. Fit and Compatibility—bosses want someone who will fit in. Be a part of the team. Talk positively about your boss, colleagues and company. Get involved in company activities. It is  important to differentiate yourself in your work, but now is not the time  to be counterculture.

7. Self-Confidence—bosses want to know they can trust you to perform and you’ll produce great results. Speak with authority, have a commanding presence, maintain eye contact, and back it up with a track record of ongoing success. Believe in yourself or no one will take you seriously.

8. Flexibility and Adaptability—organizational  life is in constant flux. Show that not only are you not afraid of change, but that you thrive with change and ambiguity. If you can’t roll with it, corporate life is not for you.

9. Ability to Think and Solve Problems—anyone can identify problems. Bosses embrace those who can solve them. Show that you are an analytical thinker, that you are logical in your approach, and that you make things happen. Be the “go to” person.

10. Never Be a Risk—make sure your boss doesn’t regret the day she met you. Be sure she understands that you  will come to work everyday, will fit in, you’ll make a contribution and you’ll make her look good.

 Always focus on what your boss wants and needs and give it to him. When he’s comfortable with you, confident in your abilities, then your star will begin to rise. It’s that simple.

Let me hear your thoughts and comments.

 

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Filed under careers

15 Quick Questions To Assess Your Company

 The success of your organization and your success as a manager depends upon having a workforce that is committed to your organization and a management staff that knows how to supervise people.  Only then can you meet organizational goals. This self-assessment will provide you a quick evaluation of your organization and workforce and will highlight your areas of strengths and weaknesses.

  1. Are you always able to recruit good people?
  2. Are you retaining your best employees?
  3. Do your injured employees return to work quickly from work related injuries?
  4. Are able to retain your best customers?
  5. Each year, are regularly getting new customers?
  6. Are your customers regularly providing good feedback on your services or products?
  7. Do your employees know what is expected of them?
  8. Do you have confidence that your supervisors are managing effectively?
  9. Do your employees feel a connection to the goals of the organization?
  10. Do your supervisors regularly recognize & praise their employees when they do good work?
  11. Do your employees know they have job security if they are performing?
  12. Is your company hitting its financial goals? Sales goals?
  13. Are you confident that your employees are doing the right things when dealing with customers?
  14. Do you trust your employees and do they trust you?
  15. Are things better this year than last year?

 If you answered at least 14 questions affirmatively, you’re in great shape. 12 or 13 and things are generally OK. Put together a plan to address problem areas before you begin to lose employees and customers. You can’t afford to slip here. If you answered 10-11 affirmatively, then you’ve got a lot of work to do.  Get going. Without a rapid turnaround, you face serious problems. And if you answered 9 or less affirmatively, get help fast. You’ve got problems with your employees and customers that are costing you a bundle. A rapid turnaround is necessary before you lose control or worse.

 This self-assessment was developed by Dacri & Associates. Read more about it in Dacri’s book Uncomplicating Management.

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Filed under Employee Relations, Leadership, Management