Tag Archives: Talent Management

How Do YOU Sort Your Job Applications Into The ‘NO’ Pile?

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In a traditional paper intensive hiring practice, you may receive hundreds of applications and resumes for ONE job posting! I can remember after holding a day long Job Fair for a Call Center I would sit at my desk with the immense PILE of applications and began the ‘sorting process’.  Anything we could think of as a way of saying NOPE – that one goes into the NO Pile!!

Are you sorting your employment applications into the ‘NO’ pile based on spelling errors, grammatical errors, or other mistakes?

Do you spend time reading the resumes only to find at the bottom of the page they don’t have the required experience of skills?

Are you reviewing resumes that are three pages long (or longer) and so full of ‘stuff’ that it makes you say “Get to the point already”?

 

Would you rather sort the applications on whether the applicant values honesty and integrity?

 

Or the person desires to be of service and support to others – who wants to be the Director of First Impressions?

Or even the person who is dependable, punctual and will fulfill the requirements of the job?

How about sorting the stack of resumes based on who is positive even in the face of difficulties and challenges and is a problem solver?

Are you looking for someone who brings high energy and enthusiasm to work, wants to be highly productive and is DRIVEN to do quality?

 

Our pre-employment assessment tool, TargetSketch™ makes it easy to filter out the highly qualified candidates based on their intrinsic qualities without touching paper or spending any of YOUR time.

Candidates apply online 24/7, and you get an easy-to-use report that provides a predictive indicator of the candidates “FIT” for the position.

This state of the art enhancement to your hiring system will lower turnover, improve employee productivity, increase profits and reduce costs.

 

Click Here Now For More Information

 

Disengaged Workers Aren’t Born That Way

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Employers who think their people leave for more money:   89%

Employees who actually do leave for more money: 12%

What a disconnect!

That’s the results of 19,700 interviews completed by the Saratoga Institute. Maybe it is easier for managers to think that money is the real issue, rather than hear that there are things that need to be fixed. But, the truth is, there are things that can be done to keep employees happy and productive, and on the job. Continue reading →

Scary Costs of Hiring the Wrong Person

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“80% of employee turnover is due to bad hiring decisions.” – The Harvard Business Review.
When it comes to deciding on your recruiting methods and selecting the right candidates, the amount of choices available to you is nothing short of daunting. Unfortunately, making the wrong hiring decision can cost you time and money.

There is a wide disparity about what a wrong hire can cost a company because there are so many variables. But the cost of selecting the wrong person can run into the hundreds of thousands or even millions of dollars, not to mention the potential negative impact to a company’s reputation, morale, and productivity.

Specifically, recruiters have been known to say that a poor hiring decision for a candidate earning $150,000 per year could cost, on average, $375,000, and that expense comes right off the bottom line.

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Cocoon to Butterfly – The Metamorphosis of a School

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Cocoon to Butterfly cover smallIntroduction

Several years ago when I accepted the job of principal at Yuba Feather Elementary School, a K-8 school in Northern California, I was told by a colleague that I was crazy to take the job. She told me that the atmosphere was hopelessly negative, that the staff was demoralized, and that students’ pride and interest in school were dismally low.

Having been given this advice and background information, I guess I was a little crazy, for I took the job. Despite the poor condition of the school, I sensed a powerful reservoir of potential. I saw a butterfly inside a tightly closed cocoon and believed a metamorphosis could happen. The metamorphosis of Yuba Feather School is something of a miracle? Today it is a school recognized through Northern California for its academic excellence, positive climate, and innovative atmosphere. The school has an award-winning writing program, a successful mastery learning “levels” math program, intense peer collaboration, a peer observation program, a highly successful literature-based reading program, a staff trained in teaching critical thinking, and an adult learning and problem solving environment for the teachers. Teachers from our school are sought out to make presentations locally and for other districts through Northern California. Two video films which focus on the Yuba Feather Writing Project have been distributed nationally and won first place in the 1986 National Education Film Festival. In 1986 the school was chosen as a California Distinguished School as a result of our students’ improved performance on the California Assessment Program test and our outstanding pride in their school.

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You’ve Found Your Superstars and They ROCK!

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Recruitment - better

 

Retaining Talent

You’ve found your superstars and they rock. They’re the right fit for their job; the right fit for your organization; and you secretly hate them because they’re so perfect. But then you read the studies that state “21 million Americans will change jobs in 2012.”* You want to believe that your superstars don’t fall into that category… but do you know that? Aside from handcuffing them to their chairs (not recommended at all!), what can you do to keep your valued employees? Continue reading →

Why More And More Employers Use Psychometric Assessments

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psychometric assessment uniqueWith the influx of college graduates and experienced workers flooding the job market, employers have to look at new methods for effectively evaluating and examining applicants for potential careers within a company. The most fashionable of these methods is called psychometric assessments. This type of testing measures an individual’s personality and ability to find the most suitable person for a particular occupation. This assessment tool can also be used to do the opposite and find the most compatible career for a particular individual. Employers can find this process most useful for recent graduates and for people who have recently made a career change.

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