Tag Archives: municipalities

Municipalities: The Magnet That Draws Candidates to You Creating a Positive Recruitment Brand

 

MTCMA

(This article was written by Rick Dacri and published in the March 2016 MTCMA Newsletter)

Why is it that some towns have a steady stream of quality individuals who want to work for them? In large part, these towns have created and fostered a positive brand. When communities find it impossible to fill open positions or get volunteers to step forward, it is likely a result of having a negative brand.

So what is a recruitment brand? Quite simply, it is the magnet that draws candidates to you. It’s the message you convey about what it is like to work for your town. Every organization has a brand, whether you know it or not. You communicate it every day to and through your employees, the actions you and they take or don’t take, the words spoken or the silence delivered, and even through your physical appearance. Your brand is communicated through your values, beliefs, and your core mission and ideally, from a recruitment standpoint, your brand sends a strong and loud message out to the community that “you’re a great place to work.” Continue reading

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Filed under city manager, Recruitment, Uncategorized

Retaining Workers Over 50

images(Post by Rick Dacri, December 11, 2015)

I met with a group of municipal and public utility managers yesterday. One of the issues that they brought up was their aging workforce. It’s a topic I hear at most meetings I attend, across all industry segments. The challenge we all face is how to address it. Executives and Boards are slowly realizing they cannot recruit their way out of this long-term issue. Both the loss of staff and their years of knowledge and experience can significantly hamper the viability of many organizations. So what should you be doing now?

While employers are slowly beginning to understand they must put in place succession planning programs while subsequently beefing up their recruitment and retention of younger workers, they must also not forget those 50 and older employees. These individuals often have the most experience and skills and possess the work habits most valued by employers. To be able to keep these workers longer, they will need to accommodate their needs. That means training, upgrading their skills and offering them alternative work schedules, particularly in their later years. Changes in benefit programs will also be needed. These could include prescription drug coverage, long-term care insurance, enhanced retirement plans and retiree health benefits.

Retaining these key employees and all their institutional knowledge and expertise can be your organization’s competitive edge.

Let me know what your organization is doing by placing comments in the Reply Section.

Other posts you might like to read:

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Filed under Succession Planning, Uncategorized

2016 Compensation Trends (Webinar)

 

(Webinar by Rick Dacri, November 12, 2016)

payI recently lead a webinar focusing on compensation trends, what we can expect to see for pay raises in 2016, the expected doubling of the minimum salary for exempt employees in 2016, and how to eliminate some costly wage & hour violations.

If you would like to hear or part of this 57 minute webinar, click Dacri Compensation Webinar.

Let me know what you think in the comment section below and let me know what percentage increase for pay raises your company expects to give in 2016.

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Filed under Compensation, Compliance, Uncategorized

New Maine Law Restricts Social Media Access

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(Post by Rick Dacri, September 3, 2015)

Beginning October 14, 2015, new legislation in Maine will restricts an employer’s ability to demand information regarding their employee’s or a job applicant’s social media account. The Act applies to both public and private employers, including the state, county and municipalities.

The Act prohibits employers from requiring, coercing or requesting an employee or job applicant to provide their employer with the password or other means of accessing his/her social media accounts.  This applies to any online account or service through which users share, view or create user-generated blogs, videos, instant and text messages, e-mails, and photographs.  The law also prohibits employers from requiring, coercing or requesting an employee or job applicant access to a personal social media account in the presence of the employer. Under the Act, employers are prohibited from discharging, disciplining or otherwise penalizing or threatening to discharge, discipline or otherwise penalize an employee for refusing the employer’s request made in violation of these restrictions.

Dacri Recommendation: 1)Train all your managers, supervisors and recruiters on the new
law. 2)Policies and procedures should be updated.

This update is merely a summary of the key points of the Act. Call me for a more detailed review.

This topic will also be covered in Dacri’s upcoming webinar series, Accelerated Supervisory Development Program for Municipal Managers.

Other Posts you may like:

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Filed under communications, Compliance, Employee Relations

New Online Program for Municipalities: Accelerated Supervisory Development

Today I am launching a new training program specifically designed for municipal or county government that want to quickly provide training for a single manager or two. I call it

UnknownRick Dacri’s Uncomplicating Municipal Management

Accelerated Supervisory Development Program.

In five short weeks, beginning September 23rd, your department head, manager or supervisor will:

  • Enhance their skills as a manager
  • Increase their ability to motivate and engage their people to deliver outstanding results
  • Know how to attract, hire and retain exceptional talent
  • Delegate and make better decisions
  • Inspire, coach and mentor their people, creating enthusiasm, clarity and increased effectiveness
  • Listen and communicate better, resulting in open and honest dialogue
  • Confront problem employees, resolve tough issues, including attitude, performance and behavior
  • Provide honest feedback, praise and recognition
  • Understand and operate within the law, without fear of lawsuits

The program includes 5 regularly scheduled, 90-minute, training sessions, one-on-one executive coaching with me, training materials, my book, more, and me.

Interested? Follow this link and read all about it and register. With a starting date of September 23, this program could be the perfect way to end the year!

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Filed under Uncategorized

Recruitment: How To Find Great Talent (Radio Interview)

ImageThe economy is growing and employers are once again recruiting. In a fast paced 60 minute radio, I discuss the current state of talent today, the reasons why it is getting so difficult to find great quality talent and how organizations from public utilities, municipalities and more can insure that they build their recruiting brand to maximize their recruiting efforts. Listen to David Ciullo interview me on WLOB’s HR Power Hour. To listen, click HR Power Hour.

Other posts you might like:

  1. Recruitment: Finding Perfect Candidates
  2. Recruitment: Why Job Searches Fail, 6 Steps that Guarantee Success
  3. Recruitment: The Five Pillars of a Strong Recruitment Brand

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Filed under executive recruitment, municipality

Recruitment: Finding Perfect Candidates

(Post by Rick Dacri, November 7, 2014)hiring

When recruiting a new executive, it is important to know where to find the best candidates. In previous newsletters and in my book Uncomplicating Management, I have covered the recruitment process in detail, but this month I want to discuss where to source great candidates.his month I want to discuss where to source great candidates.

Just today, a Trustee of a utility board I know called me about her frustration in generating good quality candidates for her open General Manager position. She had placed ads on association websites, Indeed and Monster expecting to be overwhelmed with super resumes. It didn’t happen. While her efforts were good first steps, particularly advertising on professional sites, her focus had excluded a huge population of excellent candidates-those individuals who are not looking for a job but who might make ideal candidates. Only those who are looking for a job read these ads.

I recently completed an executive search for a General Manager of a public utility and I am currently recruiting a City Manager for a medium size community. While I too placed some very targeted ads on industry specific sites, I focused primarily on a vast network of managers who are currently doing a similar job, and who may either know of managers who would fit this open position or who may be interested in learning more about it for themselves. These managers would never have seen these recruitment ads, but might be interested in making a move for the right opportunity. By networking with literally hundreds of managers (yes, hundreds), I was able to identify several well-qualified candidates who could make an immediate contribution upon hire. While this process requires having an existing network to tap and the time required to speak to these people (emails do not work), the benefits of this approach make it a must strategy.

Adding this crucial networking piece ensures you get better candidates and a better hire. Remember, successful fishermen know where the fish are biting. Successful recruiters do the same.

If you need help with your recruitment needs, give me a call at 207-967-0837.

Other Posts You Might Like:

  1. Recruitment: Why Job Searches Fail
  2. Recruitment: The 5 Pillars of a Strong Brand
  3. Recruitment: Getting a “Yes” to Every Job Offer

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Filed under Help Wanted, Job Search, Recruitment