Tuesday, September 25, 2007
High-Risk Employees Outnumber "Truly Loyal" Employees
The number of U.S. workers who aren't committed to their organization and who are likely to leave within two years-dubbed "high-risk" employees-is at an all-time high and is outpacing the number of "truly loyal" employees, according to a national report. The "Walker Loyalty Report for the Workplace," published September 3, 2007, is a study of employee loyalty at organizations with at least 50 workers. It identifies four types of workers-truly loyal, accessible, trapped and high-risk. Over 3000 employees were included in the study. The key problem is that "the number of employees causing a negative drain on the organization outweighs those who are working to positively support it," says Chris Woolard, senior consultant for Walker Informatio.. Comparing behavior of "truly loyal" to "high-risk" employees, the study found that:
* 51% of truly loyal workers vs. 38% of high-risk workers would go above and beyond their job expectations.
* 49% of truly loyal workers vs. 31% of high-risk workers would recommend their organization as a good place to work.
* 49% of truly loyal workers vs. 40% of high-risk workers care about making the company successful.
* 49% of truly loyal workers vs. 43% of high-risk workers help others with heavy workloads.
* 43% of truly loyal workers vs. 26% of high-risk workers see themselves working for their organization in two years.
* 33% of truly loyal workers vs. 32% of high-risk workers try to execute the company's strategy in their daily work.
* 30% of both groups would limit their job search.
* 19% of truly loyal workers vs. 6% of high-risk workers would resist outside job offers.
Source: http://tinyurl.com?2myee9
* 51% of truly loyal workers vs. 38% of high-risk workers would go above and beyond their job expectations.
* 49% of truly loyal workers vs. 31% of high-risk workers would recommend their organization as a good place to work.
* 49% of truly loyal workers vs. 40% of high-risk workers care about making the company successful.
* 49% of truly loyal workers vs. 43% of high-risk workers help others with heavy workloads.
* 43% of truly loyal workers vs. 26% of high-risk workers see themselves working for their organization in two years.
* 33% of truly loyal workers vs. 32% of high-risk workers try to execute the company's strategy in their daily work.
* 30% of both groups would limit their job search.
* 19% of truly loyal workers vs. 6% of high-risk workers would resist outside job offers.
Source: http://tinyurl.com?2myee9
Thursday, September 13, 2007
Get With The Program! HOW TO HELP THE RECRUITER HELP YOU
This discussion is dedicated to the candidate's utilization of the recruiter community, a unique and valuable resource not to be encountered without knowledge and preparation.
Before I take you on a tour of the recruiting community, let me assure you that I have so much respect for the profession that I spent 25% of my life in that industry before becoming a career manager (I'll explain the difference soon). Much as in any profession, some of its members are more skilled and dedicated than others, and it is the candidate's responsibility to do the necessary research. But let's examine the basics....
----As a candidate, you are not the headhunter's priority and his loyalty is never to the candidate. Why? Because he makes his commission from the employer who has retained him. You are the spoils with which the recruiter will gain favor and thus secure income. So as the recruiter passes his day, IBM is in his heart, not Charlie Clueless.
---You may not be the "right stuff" to gain a recruiter's attention. Generally speaking (and there are exceptions) candidates who are entry-level or career changers do not appeal to a recruiter because their offerings don't merit the payment of the fee, potentially 25% of the candidate's first year starting salary.
---The recruiter could very well have far too many candidates to address your needs, and I have seen Charlie Clueless literally waste weeks sitting on his hands believing a recruiter was working on his behalf. Remember no one cares more about your mission more than you, and the risk may be disastrous if you remain passive. Much like a disinterested employer, no recruiter is obligated to even contact you.
To most effectively utilize a recruiter, a candidate must remember certain ground-rules. If the candidate appears arrogant and unreasonably demanding, normally a short-sighted ego play, the recruiter will see the candidate as one with potentially diminishing returns. In the recruiter's eyes, this candidate's inflexibility will be seen as a disadvantage and a turn-off to a potential employer, the recruiter's client! Remember where the recruiter's loyalties lie! A candidate should be friendly and personable to the recruiter, appearing to be a potential asset to an employer. Within certain parameters, the candidate's terms should be flexible, not to the point of compromising those aspects of a job that are non-negotiable, but reasonable enough to encourage the recruiter to consider him when encountering a potential opportunity.
Remember, these are interesting times and today's hiring authority may be tomorrow's candidate.
Before I take you on a tour of the recruiting community, let me assure you that I have so much respect for the profession that I spent 25% of my life in that industry before becoming a career manager (I'll explain the difference soon). Much as in any profession, some of its members are more skilled and dedicated than others, and it is the candidate's responsibility to do the necessary research. But let's examine the basics....
----As a candidate, you are not the headhunter's priority and his loyalty is never to the candidate. Why? Because he makes his commission from the employer who has retained him. You are the spoils with which the recruiter will gain favor and thus secure income. So as the recruiter passes his day, IBM is in his heart, not Charlie Clueless.
---You may not be the "right stuff" to gain a recruiter's attention. Generally speaking (and there are exceptions) candidates who are entry-level or career changers do not appeal to a recruiter because their offerings don't merit the payment of the fee, potentially 25% of the candidate's first year starting salary.
---The recruiter could very well have far too many candidates to address your needs, and I have seen Charlie Clueless literally waste weeks sitting on his hands believing a recruiter was working on his behalf. Remember no one cares more about your mission more than you, and the risk may be disastrous if you remain passive. Much like a disinterested employer, no recruiter is obligated to even contact you.
To most effectively utilize a recruiter, a candidate must remember certain ground-rules. If the candidate appears arrogant and unreasonably demanding, normally a short-sighted ego play, the recruiter will see the candidate as one with potentially diminishing returns. In the recruiter's eyes, this candidate's inflexibility will be seen as a disadvantage and a turn-off to a potential employer, the recruiter's client! Remember where the recruiter's loyalties lie! A candidate should be friendly and personable to the recruiter, appearing to be a potential asset to an employer. Within certain parameters, the candidate's terms should be flexible, not to the point of compromising those aspects of a job that are non-negotiable, but reasonable enough to encourage the recruiter to consider him when encountering a potential opportunity.
Remember, these are interesting times and today's hiring authority may be tomorrow's candidate.
Tuesday, September 04, 2007
What The Experts Tell Us!
Compliments of Fortune 500 Communications
"People are always blaming their circumstance for what they are, I don't believe in circumstances. The people who get on in this world are the people who get up and look for the circumstances they want... and if they can't find them, make them."...... George Bernard Shaw
"People can be divided into three groups; those who make things happen, those who watch things happen, and those who wonder, "What Happened?"....... Anonymous
"The choice of a career, a spouse, a place to live; we make them casually at times, because we do not know how to articulate the choices... I believe that people often persuade themselves that their decisions do not matter, because they feel powerless to make the best decision."..... Peter Schwartz, The Art of the Long View
"Everything comes to him who hustles while he waits.".... Thomas A. Edison
"Things which matter most must never be at the mercy of things which matter least."..... Goethe
"Our plans miscarry because they have no aim.... When a man does not know what harbor he is making for, no wind is the right wind."..... Seneca the Younger, Roman statesman
"We make a living by what we get, but we make a life by what we give.".... Winston Churchill
"I know God will not give me anything I can't handle. I just wish He didn't trust me so much".... Mother Teresa
"The world is moving so fast these days that the man who says it can't be is generally interrupted by someone doing it".... Harry Emerson Fosdick
"We succeed in enterprises which demand the positive qualities we possess, but we excel is those which also make use of our defects"...... Alexis de Tocqueville
"A man is great not because he hasn't failed; a man is great because failure hasn't stopped him"..... Confucius
"It may be that the race is not always the swift, nor the battle to the strong, but that's the way to bet...." Damon Runyon
"People are always blaming their circumstance for what they are, I don't believe in circumstances. The people who get on in this world are the people who get up and look for the circumstances they want... and if they can't find them, make them."...... George Bernard Shaw
"People can be divided into three groups; those who make things happen, those who watch things happen, and those who wonder, "What Happened?"....... Anonymous
"The choice of a career, a spouse, a place to live; we make them casually at times, because we do not know how to articulate the choices... I believe that people often persuade themselves that their decisions do not matter, because they feel powerless to make the best decision."..... Peter Schwartz, The Art of the Long View
"Everything comes to him who hustles while he waits.".... Thomas A. Edison
"Things which matter most must never be at the mercy of things which matter least."..... Goethe
"Our plans miscarry because they have no aim.... When a man does not know what harbor he is making for, no wind is the right wind."..... Seneca the Younger, Roman statesman
"We make a living by what we get, but we make a life by what we give.".... Winston Churchill
"I know God will not give me anything I can't handle. I just wish He didn't trust me so much".... Mother Teresa
"The world is moving so fast these days that the man who says it can't be is generally interrupted by someone doing it".... Harry Emerson Fosdick
"We succeed in enterprises which demand the positive qualities we possess, but we excel is those which also make use of our defects"...... Alexis de Tocqueville
"A man is great not because he hasn't failed; a man is great because failure hasn't stopped him"..... Confucius
"It may be that the race is not always the swift, nor the battle to the strong, but that's the way to bet...." Damon Runyon
