What Really Matters to Your Business?
It seems more and more difficult to keep up with what the world thinks is important to your business.
Everyone wants your attention and/or your money. Social media platforms by the hundreds claim they are what keep us informed and current. Software companies come round daily begging you to use their product — one they claim would fix every problem you are currently experiencing, and more.
Multiple solicitations from every industry claiming the product they have will improve your bottom line.
How Do You Decide?
With all that is in front of us, how do we decide what is useful and what is useless?
If you have been in business for multiple years and have experienced both turmoil and growth it can be difficult to decide how to play this game and maintain your competitive edge. I think the answer is simple, yet with all the clutter around us we seem to create complexity.
Nothing will seem too complicated if you always keep in mind…
No one knows your business like you do.
Yes, sometimes it can be good to get some outside perspective — but ultimately you have the best, most intimate view of what you have built and how.
When approached with the buffet of business products, keep it simple. Don't be distracted by bells, buttons and whistles. Explore the ideas that make sense and rid yourself of those that waste the most valued commodity, your time.
Your business is successful because of what and how you built it. Let's not give any time, or take any advice and nonsense from those that don’t live and completely understand that simple truth.
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4 Reasons Why Employment Agencies are GOOD for Business!
You search for work using many different job boards and are called in for a job interview. You show to your interview only to find out that you are actually being interviewed by an employment agency.
In my early years this actually happened to me and I was very confused on what was going on. The employment agency did a great job educating me on how the process works. I was impressed how one interview could possibly open the doors for many job opportunities.
Now that I am actually working for an employment agency I am able to see how they work from the inside and I believe job seekers are better off using employment agencies and I would like to share four of those reasons with you.
1. Employment Agencies Save You Time!
An Employment agency usually has multiple clients (businesses that are hiring) that could be a viable option for the jobseeker. Rather than taking weeks putting in your applications all over town, take one day with multiple employment agencies and let them help you find employment.
2. Employment Agencies Offer Zero to Low Cost
It doesn’t usually cost you more than your time to sign up and use an employment agency. Years ago, history showed that in order for a jobseeker to be placed by an employment agency, employees had to pay an upfront fee or take a wage cut to pay for the services.
This is no longer the case. It costs you nothing to apply to multiple job opportunities at once!
3. Employment Agencies Have a Stake in Your Success
Many dollars (part of the above-mentioned costs) are spent to find good quality candidates and many dollars are spent finding good quality companies. Match making the employee to employer takes many hours of preparation, interviews, and testing.
In addition, many employment agencies will also help re-write resumes to help the jobseeker make a positive impression with the employer in a possible job opportunity. Employment agencies work hard to ensure both parties are satisfied.
4. Your Employment Negotiators!
Employment agencies are basically your personal agent. If you have issues with your placement, benefits, salary, or just have simple questions, employment agencies do all the dirty work for you.
Again, at Your Employment Solutions, we believe it is important that both employer and employee are satisfied. We work hard to match jobseekers with the right employers so that we create a win-win situation for everyone.
Employment Agencies are certainly not for everyone, but they are a fantastic option for finding temporary work and permanent placements positions.
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How do you hire good talent?
For a moment I would like to look at the bare bones of this question. How do you hire good talent?
Let's take out the three employment measuring sticks we traditionally believe are critical for the hiring process:
I am not saying these three items aren't important, I am simply asking you to put those aside for just a moment. Why in the world would I do anything like that? Don’t those pieces of information separate the qualified from the less skilled?
The answer to this depends on what level of authority the potential hire will have.
First Things First
Let me do my best and paint you a picture:
You are looking for an entry-level office assistant. You use your method of attracting candidates and gather resumes. With these resumes you whittle them down until you have your stack of favorites. You re-evaluate that stack by getting advice from your peers, checking out candidates' social media pages, and again review the resumes. You then call them, tell them you have reviewed their resumes and would like to set up a time to meet with them.
Ok, I will admit, I do that too. But the next step is where it all goes wrong. I will continue.
As the candidates come in for the interview you sit them down and take a small-dedicated amount of time to decide if the candidate qualifies for the job duties you are looking for. You ask them about previous jobs, you ask them about where they are from, you ask them about their education and if you are in the mood, you might even ask them why they are qualified to take on this new position.
All those are good starting questions, right?
NO. They are horrible questions.
The fact is the answers given don’t really matter.
Do you really care what high school or college they went to in this scenario? Will the answer really kick that candidate out of the running?
You would have been better off playing a game of checkers with this candidate and watch how they think.
Focus on their behavior and start up some small chat. What we are all after is a good candidate that will complement our environment.
Teachable or Taught: What Are We After?
Certainly we are all teachable. We can teach new hires how to use phones, processes, systems, engineering, and the list goes on. But when hiring good talent it's the list of traits we cannot teach that we are all truly after – traits that make all the difference in the workplace – like character, work ethic, punctuality, attitude, etc.
We want to hire an employee that will jive with everyone and get along.
A well-educated, experienced person that does not feel comfortable in your environment will not last long. A person who is willing to learn and who meshes perfectly with the rest of your company will be a much better hire.
I have hired many with experience that don’t enjoy or last at the job. Why? They bring past experiences or education that didn't necessarily coincide with the new experience. In addition, that made them less teachable. They knew it all, they had been trained and had a way of doing the job.
I have also hired those that complemented the company, but needed a bit more training with the job duties – and these people thrive.
They are being taught the way the company wants things done. The employee recognizes that they don’t know it all so they come in teachable. The past experience did not engrave a way of doing things.
For most positions hiring to complement far outweighs the traditional hiring methods.
Does this work when hiring a CEO or upper management? No! However, most of the jobs we hire for are not for these positions. The majority of the jobs we hire are for complementary openings.
Next time you look for an employee ask yourself if they complement your environment. In the interview let them meet the team of people they'll potentially be working with, and get the team’s perspective. Hiring good talent requires you to get to know the candidate and allow that person to chat it up with those he or she will be working with.
Make a decision on what a person's behavior tells you not what the piece of paper tells you and you will be well on your way to consistently hiring good talent for your business.
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