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AtricleZine - Recruiting And Retaining The Most Talented People Without Spending Penny
Before you decide on hiring out someone for a translation project. Try to look from within your own pool of resources from your department or organization to see if there is anything that you can leverage. If you work for a large organization then chances are you have some untapped talent ready to be put into place for your translation project (and others too even).If anything, these individuals can serve as ad hoc editors and reviewers of the final work of a translated project so that you have someone internally that you can trust to provide their insig
3. Have some real stories about real people that you can incorporate into your recruitment. This will make the ideas more believable and help people to really connect with them.
For example: “Despite working in a demanding job, John is home in time to read a story with little Joshua and put him to bed at least three times a week.” This is much more powerf
In 2006 sulfur will no longer be in diesel fuel as per legislation signed into law by President Clinton. The EPA laws will soon be effective. So you want to take the Sulfur out of Diesel Fuel? Great, but not now; we need to phase this in. Perhaps require in two years that every truck manufactured not need it, and then eliminate the fuel in six years by raising the cost slowly as trucking companies trade in old units and retrofit those before re-sold. By that time we will all be looking into other technologies anyway. Slowing down the dollar and having a weak do
How come they can charge you five times what it’s worth and we still go and buy it? Ever wondered what’s going on here?
Well, the reason is: they are not just selling coffee – they are selling us a lifestyle.
Their position is that coffee is more than a drink. It's an experience, an enjoyable moment set in pleasant surroundings where we can relax, savour the moment and engage in conversation.
In a similar vein, to recruit and retain talented right people these days you need to offer them more than just a job, a career and a pay check. You need to offer people the kind of lifestyle they desire at the same time as they are working for you.
The world of work has most definitely changed in the last 10 years and people are no longer in the market for a ‘job for life’ – instead they want a job with life.
Businesses that succeed in offering this will succeed in finding and keeping people.
If you can promote the lifestyle and not the job - you can succeed in finding and keeping the best people without spending a penny.
Think about it; if you could promote a lifestyle for your staff that promised them “less travelling,” “more time with your family,” “more time for your hobbies,” “a healthier you,” “less stress” – how much of a problem do you think you would have with finding and keeping people?
So how can you use this notion of lifestyle to find and keep the right people?.
FINDING THE RIGHT PEOPLE
1. Identify the top 3 lifestyle benefits of working for your business. If you get stuck, look at the paragraph above for ideas or speak to your existing staff.
2. Look at how you can promote these as part of your recruitment process. Remember to “sell the sizzle and not the steak” – i.e. promote the benefits and not the features of working for you.
3. Have some real stories about real people that you can incorporate into your recruitment. This will make the ideas more believable and help people to really connect with them.
For example: “Despite working in a demanding job, John is home in time to read a story with little Joshua and put him to bed at least three times a week.” This is much more powerfu
If you are a job seeker looking for a new challenge, where do you start your search?Take Accountants, for example. There are Financial Recruitment Agencies out there who are major players with high street branches and well known names. They market extensively and enjoy a good reputation so surely they deal with the full range of employers. If not why not?The big players often do deal across the board, but we are all familiar with the old adage "jack of all trades, master of none". When you look at all the industry sectors who operate in our c
In a similar vein, to recruit and retain talented right people these days you need to offer them more than just a job, a career and a pay check. You need to offer people the kind of lifestyle they desire at the same time as they are working for you.
The world of work has most definitely changed in the last 10 years and people are no longer in the market for a ‘job for life’ – instead they want a job with life.
Businesses that succeed in offering this will succeed in finding and keeping people.
If you can promote the lifestyle and not the job - you can succeed in finding and keeping the best people without spending a penny.
Think about it; if you could promote a lifestyle for your staff that promised them “less travelling,” “more time with your family,” “more time for your hobbies,” “a healthier you,” “less stress” – how much of a problem do you think you would have with finding and keeping people?
So how can you use this notion of lifestyle to find and keep the right people?.
FINDING THE RIGHT PEOPLE
1. Identify the top 3 lifestyle benefits of working for your business. If you get stuck, look at the paragraph above for ideas or speak to your existing staff.
2. Look at how you can promote these as part of your recruitment process. Remember to “sell the sizzle and not the steak” – i.e. promote the benefits and not the features of working for you.
3. Have some real stories about real people that you can incorporate into your recruitment. This will make the ideas more believable and help people to really connect with them.
For example: “Despite working in a demanding job, John is home in time to read a story with little Joshua and put him to bed at least three times a week.” This is much more powerf
Are you planning your first business meeting and want to ensure you cover all your bases? Don't run around like a crazed wedding planner. Have a strategy and stick to it.First, set the date and establish the agenda. It's important to prepare the agenda well in advance. You want to ensure everyone has a chance to look it over to get prepared and give you feed back on areas that might need to be included. In preparing an agenda, envision the purpose of the meeting. How long will it last? How many speakers/presentations will there be? How will the meeting p
If you can promote the lifestyle and not the job - you can succeed in finding and keeping the best people without spending a penny.
Think about it; if you could promote a lifestyle for your staff that promised them “less travelling,” “more time with your family,” “more time for your hobbies,” “a healthier you,” “less stress” – how much of a problem do you think you would have with finding and keeping people?
So how can you use this notion of lifestyle to find and keep the right people?.
FINDING THE RIGHT PEOPLE
1. Identify the top 3 lifestyle benefits of working for your business. If you get stuck, look at the paragraph above for ideas or speak to your existing staff.
2. Look at how you can promote these as part of your recruitment process. Remember to “sell the sizzle and not the steak” – i.e. promote the benefits and not the features of working for you.
3. Have some real stories about real people that you can incorporate into your recruitment. This will make the ideas more believable and help people to really connect with them.
For example: “Despite working in a demanding job, John is home in time to read a story with little Joshua and put him to bed at least three times a week.” This is much more powerf
The one thing that everyone has in common is that we are all consumers; we all buy. Every day, from daily small purchases, like your morning coffee and newspaper, to big monthly or yearly purchases, like a television or a car. But what influences your decision on what and where to buy. Surely, you have tastes and preferences but with all the competition for your purchasing power it is often small differences in the product that ultimately influence your decision.Let's say you walk into a grocery store to buy a soda. Although there may be dozens of sodas
So how can you use this notion of lifestyle to find and keep the right people?.
FINDING THE RIGHT PEOPLE
1. Identify the top 3 lifestyle benefits of working for your business. If you get stuck, look at the paragraph above for ideas or speak to your existing staff.
2. Look at how you can promote these as part of your recruitment process. Remember to “sell the sizzle and not the steak” – i.e. promote the benefits and not the features of working for you.
3. Have some real stories about real people that you can incorporate into your recruitment. This will make the ideas more believable and help people to really connect with them.
For example: “Despite working in a demanding job, John is home in time to read a story with little Joshua and put him to bed at least three times a week.” This is much more powerf
These days there are over 90,000 ezines and newsletters on the internet. So how do you know whether you should add your own company ezine to the mix? This is a big question for many company CEOs and public relations experts as well as small business owners.An ezine is a time consuming commitment, one that must be kept in order to have positive results for your business. But if done correctly and with the right intentions an ezine can be a great asset.When making your decision, there are 5 questions you should ask yourself in order to determine whe
3. Have some real stories about real people that you can incorporate into your recruitment. This will make the ideas more believable and help people to really connect with them.
For example: “Despite working in a demanding job, John is home in time to read a story with little Joshua and put him to bed at least three times a week.” This is much more powerful than talking about abstract terms such as “flexible work patterns” and “home working options”
KEEPING THE RIGHT PEOPLE
1. Ensure you are actively promoting the above benefits to your existing people.
People always think the grass is greener elsewhere so make a point of reminding them regularly about what is great about working for you.
2. Start developing new ways in which you can provide a better lifestyle for your people:
- Talk, listen and observe your team. - Find out what their biggest frustrations are with their existing lifestyles. - Are they stressed from juggling work with a young family? Are they trying get healthy and lose weight, but too tired to get to the gym in the evening? Do they want to spend more time on their favourite hobby but never have the time?
3. Look at ways in which you can help them achieve these things without compromising your business Learn about the lives of your team and then make sure that you as an employer become the solution to their problems, not the cause.
Initiating these changes shows people that you take a healthy interest in their lifestyle away from work and builds a greater degree of loyalty.
You see, the foundation of any business is based on solving problems. If your customers have a problem and you have a solution that benefits them, then you have yourself a business.
The same applies to your people. If you can find out what the frustrations and problems of potential employees are and you can find a solution, then you will succeed in finding a new employee. If you can then do this on an ongoing basis and make working for you a lifestyle decision, your people are less likely to jump for some more money or a slightly better job.
Just like that coffee at Starbucks, the money becomes less important as it’s the lifestyle they are buying into, not jus
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