Tag Archives: Employment

Five 2016 Workforce Challenges Screaming Down Tracks

 

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(Post by Rick Dacri, November 29, 2015)

As a manager, you will be faced with several challenges in 2016 and workforce issues are right at the top. Recruiting and retaining qualified personnel, staff development, succession planning, employee morale, competitive compensation packages, and reducing employee health care costs will dominate your attention. Like a freight train screaming down the tracks, today’s manager must tackle these issues head-on. Let’s look at five of them:

  1. Aging workforce: We’re getting older. Baby boomers are beginning to exit the workplace in what some are calling the “silver tsunami” leaving both employment spots to fill and huge gaps in knowledge to replace. Most employers are ill prepared. Recommendation: Put in place succession plans which address replacements, skills gaps, and prepares the organization for an orderly transition of talent.
  2. Creating a performance based culture: Today’s workplace culture must reward performance and productivity and foster employee engagement resulting in worker retention and attracting the best external talent. Work rules that hamper productivity must be replaced with those that support flexibility and pay should be merit based and include performance incentives. There also must be an increased emphasis on setting priorities and goals, measuring productivity and monitoring performance. And your employees must be agile, customer centric, and willing to do whatever it takes for the organization. Recommendation: Put in place training programs to prepare both supervisors and employees. Add communication initiatives to demonstrate the need for and benefits of these required changes. Recruit only employees who can thrive in a changing environment.
  3. Managing a multidimensional and changing workforce: Today’s workforce is changing and different. As boomers age out, we are seeing a different look in the workplace then we have come to expect in the past. As the workforce becomes more diverse, managers must have the skills to lead this workplace. Engaging a younger generation, who will work along side older individuals who have different views and expectations of both their boss and work, will require significant adjustments, patience, tolerance and clear understanding. Recommendation: Multicultural, mutigenerational training should become a part of your training curriculum. Employee engagement/satisfaction surveys should be conducted annually.
  4. Recruitment, retention and rewarding: There is a new “3 R’s.” Work/life balance, flexibility, career development and telecommuting will be needed in order to attract and retain this new generation of worker. And to retain them, you will have to reward workers with cash (merit pay, incentives, benefits) and non-cash (opportunities, training, titles). Recommendation: Recruitment and retention programs should be put in place that include development of a recruitment brand and tool box; compensation market surveys should be conducted; and turnover analysis should be put in place.
  5. A strategic approach to managing: Managers must make decisions about the direction of their business utilizing a strategic framework. No longer can they simply move from crisis to crisis. A big picture, business approach will be needed, discarding “how we’ve always done it” approach and re-inventing your business to address today’s and tomorrow’s realities. There will be a greater reliance on technology, creativity, innovation, and best practices and benchmarking and these require a new kind of leader to manage a workforce that can thrive in this new world along with a workforce that can blossom amongst rapid change and have the skills to learn and adapt. Recommendation: Strategic plans should be updated to reflect the changing workforce and market place.

In 2016 and beyond we all must begin to think differently, have the skills to look around corners, while making bold decisions in addressing this changing workplace.

Other posts you may like:

  1. Aging Workforce: Few Employers Prepared
  2. Succession Plan in Municipalities Assure a Steady Flow of Talent
  3. How Unhealthy Cultures Stymie Progress

 

 

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Filed under human resources, Leadership, Uncategorized

Toughest Jobs To Fill in 2016

(Post by Rick Dacri, November 19, 2015)

hiring

According to a survey by CareerCast.com and reported in HR Magazine, the 10 toughest jobs to fill in 2016 will be:

  1. Data Scientist
  2. Electrical Engineer
  3. General and Operations Manager
  4. Home Health Aide
  5. Information Security Analyst
  6. Marketing Manager
  7. Medical Services Manager
  8. Physical Therapist
  9. Registered Nurse
  10. Software Engineer

I don’t think many employers will be surprised by this list. My public power clients are continuously challenged to recruit and retain electric engineers and general managers. Both positions are also impacting their salary structures.

Expect to see continued difficulty recruiting these positions. Employers should put in place an effective recruitment and retention strategy that includes a review of their salary structure. Its become a candidate’s market.Call me if you’d like to discuss.

Other Posts you may like:

  1. 7 Ways to Measure Your Recruitment Brand
  2. Compensation Trends: What You Must Know and Do
  3. Recruitment: Why Job Searches Fail & 6 Steps that Guarantee Success

 

 

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Filed under executive recruitment, Help Wanted, Uncategorized

Executive Director Position Open, Northeast Public Power Association

help-wantedThe Northeast Public Power Association (NEPPA), which is celebrating its 50th anniversary this year, is seeking candidates for the position of Executive Director. Reporting to the Board of Directors, we are looking for a dynamic, forward thinking leader with demonstrated record of successful business, utility or association management. NEPPA, located in Littleton, MA, is a private, non-profit association representing over 70 consumer owned utilities in New England. NEPPA provides a variety of services to its members including education and training, legislative advocacy, publications, and member representation and communication to its members on the activities of ISO-New England.
NEPPA prefers candidates with 10 years senior management experience in business, utilities, or association management, ideally in public power. The successful candidate will have demonstrated financial, management, project management and legislative experience; and the ability to work effectively and with transparency with its board of directors, members, employees and elected officials. The right candidate should possess a Bachelors degree.

This is a unique and exciting opportunity for the career minded manager, who thinks strategically, works collaboratively, listens attentively, and who can make tough decisions. NEPPA is facing some unique challenges over the next five years: a need to upgrade its training to meet the ever changing requirements of our industry and to provide the highest safety standards for our members; continuous outreach to our members ensure their satisfaction; and advocacy and education on issues, legislation and regulations affecting our members and industry. NEPPA desires an Executive Director who can hit the ground running, lead a vibrant team of employees, in concert with the Board and to provide fresh leadership to this highly recognized association.
NEPPA’s offices and new training facility is located in Littleton, MA. Littleton is a bedroom community west of Boston. It has an excellent school system and is close to nationally recognized medical facilities and has easy access to major sports teams, theatre and the arts, and outdoor activities including beaches and skiing.
NEPPA offers an attractive salary and comprehensive benefit package along with the opportunity to grow your career. To learn more about this position, call Rick Dacri, Dacri & Associates Executive Search, at 207-229-5954 or rick@dacri.com.

To apply, email your resume, cover letter and salary history, in confidence, by August 3, 2015:

Rick Dacri
Dacri & Associates, LLC
Executive Search
207-229-5954
rick@dacri.com

NEPPA is an Equal Opportunity Employer

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Filed under careers, executive recruitment

2015 Federal Employment Holidays

calendar(Post by Rick Dacri, 1/1/15)

New Year’s Day: Thursday, January 1
MLK Jr’s Birthday: Monday, January 19
President’s Day: Monday, February 16
Memorial Day: Monday, May 25
Independence Day: Saturday, July 4
Labor Day: Monday, September 7
Columbus Day: Monday, October 12
Veteran’s Day: Wednesday, November 11
Thanksgiving Day: Thursday, November 26
Christmas Day: Friday, December 25

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Filed under Management

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

Hiring Only The Best (Webinar)

hiringThis webinar, titled Hiring Only The Best, was designed and presented by Rick Dacri on October 22, 2013. 

Click Hiring the Best to listen in. There is a one minute lead in where you will not hear anything.

The webinar covers the following:

  1. Understanding what it takes to make a great hire
  2. Developing a positive recruitment brand
  3. 7 musts needed to improve your overall recruitment program
  4. Hiring solid candidates every time
  5. Interviewing so you know what you’re getting
  6. Getting a “yes” with every job offer
  7. Getting meaningful references

This webinar will last about 55 minutes, including the one minute of silence in the lead in.

Click here to listen.

If you want to learn more about developing a recruitment program, contact Rick Dacri.

If you like this webinar, you may want to listen to Avoiding Legal Pitfalls.

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Filed under Job Search, Recruitment

Recruitment: How To Hire Star Performers (Free Webinar)

hiringBased on the success of my initial two webinars last month, Rick Dacri is offering a third complimentary webinar on Hiring Star Performers Every Time. It is scheduled for Tuesday, October 22 at Noon, EDT and you can register by clicking Hiring Stars.

Among the topics covered in this webinar:

  • Understanding what it takes to make a great hire
  • Developing a positive recruitment brand
  • 7 musts needed to improve your overall recruitment program
  • Hiring solid candidates every time
  • Interviewing so you know what you’re getting
  • Getting a “yes” with every job offer
  • Getting meaningful references

To enroll, click Hiring Stars

 Here’s some feedback from previous webinar attendees:

  • It was excellent, clear, easy to understand and follow, applicable in many areas and overall very interesting. Thank you
  • EXCELLENT as Rick Dacri always is!
  • This was incredibly informative and I would love to attend more!
  • The program is great because it triggers you to look into areas of the organization that need improvement.
  • Thank you, Rick. Well paced and informative.
  • Nice work Rick! Enjoyed the presentations.
  • Great information to have for managing a business. You are a great resource for questions.
  • Overall, a good basic refresher. Well organized.
  • Great tips and information.
  • As always, a wonderful Rick Dacri presentation – just the right amount of information and appropriate stories to illustrate the point.
  • For an hours time the information covered was very valuable.
  • The content of both seminars was incredibly helpful. Found the content on hiring right, training managers to interview well and addressing problematic performance important and useful.
  • It is good to have a better understanding of the HR side of the business and how to avoid potential problems

The most important responsibility of any manager is to recruit top-notch talent. The success of your organization is dependent upon it. Yet, even in an economy with high unemployment, it remains difficult to find qualified candidates who can make an immediate contribution to your organization.

This webinar will provide you with the information and advice on how to develop a comprehensive recruitment brand and program to ensure that you have a steady stream of great hires—every time.

Again, this webinar is free. However, you must preregister. And you should feel free to notify your professional colleagues and encourage them to enroll. Once again, to enroll click Hiring Stars.

I hope you’ll register now.

P.S. Still have questions? Just send me an email or give Rick Dacri a call (my direct line: 207-967-0837), and I’ll be happy to address and questions or concerns you may have.

To listen to the previous webinar on Legal Pitfalls, click Webinar.

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Filed under Management, Recruitment