Real-life advice from a real-life recruiter

Archive for December, 2014

Money isn’t everything…

Hello fellow followers!

Did you know that money isn’t the no. 1 reason for employee’s being unsatisfied with their employer- resulting in their decision to leave and move on to another employer?   It kind of makes sense. After all, they knew what they’d be paid when they signed on.

So what takes the top spot?

 For 2014, the No. 1 reason employees say they left a previous job is: a lack of opportunities for advancement. More than one in five employees (22%) polled by BambooHR, an HR software-as-a-service company, in a recent survey cited that as a reason for resigning in the past.

Coming in second and third, respectively:

  • A lack of work-life balance.
  • Money

BambooHR polled U.S. workers over the age of 18 to find out why they’d left a previous job, and to have them rate the most annoying aspects of work in general.

The top five deal breakers identified in the survey:

  1. The boss doesn’t trust or empower you (one in four rated this a deal breaker).
  2. Being expected to work or answer emails on sick days, vacations and/or after work (one in four).
  3. Management that “passes the buck” when things don’t go as planned (one in five).
  4. Work not being flexible with regard to family responsibilities (one in five).
  5. Not getting along with co-workers (1 in 6).

If you think this is interesting stay tuned for next weeks blog on questions you can ask your employees to help determine if they plan on staying with your company.

Attract and Keeping Skilled Employees

Blog 12.8.2014Today’s blog is a continuance from last weeks article “Attract, Retain, Develop, Review” by Greg Smith.

Check out his remaining tips to help increase the satisfaction of your employees with their job, and as a result lower recruiting costs and make your company more productive…


  1. Involve and Engage People may show up for work, but are they engaged and productive? People are more committed and engaged when they can contribute their ideas and suggestions. This gives them a sense of ownership.

The Sony Corporation is known for its ability to create and manufacture new and innovative products. In order to foster the exchange of ideas within departments, they sponsor an annual Idea Exposition. During the exposition, scientists and engineers display projects and ideas they are working on. Open only to Sony’s employees, this process creates a healthy climate of innovation and engages all those who participate.

  1. Develop Skills and Potential For most people, career opportunities are just as important as the money they make. In a study by Linkage, Inc. more than 40 percent of the respondents said they would consider leaving their present employer for another job with the same benefits if that job provided better career development and greater challenges. Skilled people will not remain in a job if they see no future in their position. To eliminate the feeling of being in a dead-end job, every position should have an individual development plan.


  1. Evaluate and Measure Continuous evaluation and never-ending improvement is the final step of the PRIDE system. The primary purpose of evaluation is to measure progress and determine what satisfies and de-satisfies your workforce. The evaluation process includes the measurement of attitudes, morale, turnover, and the engagement level of the workforce. Here is a checklist of items that should be included in your evaluation and measurement process.
    • Conduct an employee satisfaction survey at least once a year.
    • Initiate interviews and surveys concerning the real reasons people come to and leave your organization.
    • Improve your hiring process to create a better match between the individual’s talents and job requirements.
    • Provide flexible work arrangements for working parents and older workers.
    • Hold managers responsible for retention in their departments.
    • Start measuring the cost of turnover.
    • Focus on the key jobs that have the greatest impact on profitability and productivity.
    • Examine those departments that have the highest turnover rates.
    • Design an effective employee orientation program.


See you at the Top!

Attracting and Keeping Skilled Employees

Blog 12.8.2014Hello Fellow Followers!                                  

Did you know that attracting and keeping skilled employees is important and often difficult for today’s businesses. A recent study shows 85% of HR executives state the single greatest challenge they have in managing the workforce is their organization’s inability to recruit and retain good employees and managers. (

Today many employers are facing major challenges of finding skilled people, a younger workforce with different attitudes about work, and a growing population of older workers heading toward retirement.

The following are tips by author Greg Smith to help increase the satisfaction of your employees with their job, and as a result lower recruiting costs and make your company more productive.

Businesses can improve their ability to attract, retain and improve productivity by applying the following five-step PRIDE process:

P – Provide a Positive Working Environment R – Recognize, Reward and Reinforce the Right Behavior I – Involve and Engage D – Develop Skills and Potential E – Evaluate and Measure

Part 1

  1. Provide a Positive Working Environment- Have you ever worked for a bad boss? One of the main reasons employees quit is the relationship with their first-line supervisor. The fact is many supervisors and managers are unaware how their actions and decisions affect employee turnover. A critical aspect of an effective retention strategy is manager training. Properly trained managers play a major role in an effective recruitment and retention strategy. Managers need the skills, tools, and knowledge to help them understand their employees’ retention needs and be able to implement a retention plan designed to increase employee engagement in the organization.


  1. Recognize, Reward and Reinforce the Right Behavior- Money and benefits may attract people to the front door, but something else has to keep them from going out the back. People have a basic human need to feel appreciated and proud of their work. Recognition and incentive programs help meet that need.

A successful reward and recognition program does not have to be complicated or expensive to be effective. Graham Weston, co-founder and CEO of Rackspace Managed Hosting, gives the keys to his BMW M3 convertible to his employees for a week. This creative way to reward employees has a bigger impact than cash. He says, “If you gave somebody a $200 bonus, it wouldn’t mean very much. When someone gets to drive my car for a week, they never forget it.”

An equipment distributor rewards each employee’s work anniversary with a cake and a check for $200 for each year employed. Twice a year employees’ children receive a $50 savings bond when they bring in their “all A’s” report card. In addition, they reward employees with a “Safety Bonus Program.” They screen each employee’s driving record twice a year, and anyone who has a citation is removed from consideration. Those employees remaining at the end of the year divide $2,000. On Fridays, all employees rotate jobs for one hour. This builds a stronger team, unity, and improves communication within the company.

At First American, managers present a Greased Monkey Award to the computer technician who is best in resolving problems with computer programs. The award is a plastic toy monkey in a jar of Vaseline along with a $50 dinner certificate.



Stay tuned for next weeks blog, concluding the final tips on how to engage, develop, and measure performance.


See you at the top!


What to say when you don’t know what to say?

Hello Fellow Followers!

Today I’d like to chat about communicating with impact when in stressful situations. For many of us learning to communicate in a respectful yet assertive way takes practice. In fact it’s similar to learning a second language. Especially when the environment or past experiences with that individual/s hasn’t historically been harmonious. Many of us feel like a deer in headlights when someone says something insulting, hurtful, or presumptuous, and we have no comeback prepared.

So here are some ideas for you that I found from counsellor Andrea Watcher:


  • What makes you ask that?
  • What makes you say that?
  • I’ll have to get back to you on that.
  •  I need to take some time and think about it.
  • That’s not going to work for me.
  • I wish I had said that differently. Can I get a do-over?
  • What do you want to have happen right now?
  • What do you need in order for this to feel complete?
  • That hurts.
  • I don’t necessarily need you to agree or understand what I am saying but I would really appreciate it if you would try to accept it.
  • It seems like from your response that I may not have communicated clearly or that you may have misunderstood what I said (or did) I would like to try again if you are up for it.
  • I know I agreed to do that, but I changed my mind. I’m very sorry.
  • I understand that’s how you feel. And this is how I feel.
  • It’s okay if we disagree.
  • What do you need from me right now?
  • It’s okay for you to be mad, but it’s not okay for you to be mean.
  • I am wondering if you would be willing to lower your voice because it is upsetting meand I really want to hear what you have to say.
  • If you can’t lower your voice, I am going to have to take a break from this conversation even though I really do want to hear what you have to say.
  • I feel a lot of strong emotions over what you just said, and I don’t want to react harshly, so I would like to take some time before I respond.
  • I am curious: What is your intention in saying that?
  • I will totally take a look at that.
  • This feels awkward but I need to tell you that __________________.
  • I am making up a story about what you are thinking. Can I check it out with you and see if it’s true?
  • I want to hear what you have to say but the way you are saying it is scaring me.
  • What you have to say is important to me but it’s getting lost in the way you are saying it.
  • I am so sorry that I hurt your feelings. That was truly not my intention.
  • I have a request to make. If you can do it, that’s great and if you can’t, that’s fine too. I am just going to ask.
  • I know you love me and I don’t think you are intending to be hurtful, so I need to tell you that when you say ____________to me, it is very hurtful and I would so appreciate it if you would try to stop.
  • I would really appreciate it if you would stop commenting on my ______________.
  • I would really appreciate it if you would stop _____________________.
  • I am not sure what to do at this point because I have asked you to stop ___________ and you continue to do it, so something needs to change here.
  • I need to ask for a change in the way we talk or are with each other and I am hoping you are willing to hear me out.
  • I am not sure how to respond to that. Give me a minute if you would.