JanineGilmour commented on the following stories on BizSugar
How Will You Win the War For Talent?
"Hi Heather - it's true that employees need confidence pay and perks are "fair" relative to their work and the local market. Also the less intrinsically satisfying work is the more focus there is on pay. At the other end of the spectrum, many high income sales roles focus on income as a measure if success. In fact, it's so common to hear talk about total remuneration it would seem pretty realistic that you need to buy talent. And yet... research shows consistent evidence that if pay is fair (meaning somewhere in the mid-point of market) people may be initially attracted by money but they commit and stay for other reasons such as meaningful work, good leadership and on going commitment to professional development. (see http://64.17.184.140/wp-content/uploads/2012/12/V4I1-7.pdf) Businesses simply cannot buy their way out of dismal work or poor leadership as a core strategy and remain financially competitive. Looks like this is a hot button for both of us - thanks a lot for your comment. Always a topic I'm happy to discuss! "How Will You Win the War For Talent?
"Hi AngelBiz - how true! Too often we forget the simple things within our immediate influence have a huge impact. It would be a nice switch to hear more people talking about how terrific they feel for being recognized, supported and appreciated - rather than the reveres. Great advice! "How Will You Win the War For Talent?
"Hi Elaine - sadly the hiring process in many organizations is lacking. In larger companies that employ applicant tracking systems, roughly 75% of potential employees are screened out based solely on key words searches. These resumes never see the light of day. From there it is often a junior HR person with limited familiarity with the role who develops a short list to put in front of the hiring manager. For the candidates who make it this far in the process (alas not always the best candidates) the interview process can be daunting. Best case - an HR professional is at the table to help the hiring manager. In smaller companies there can be a lack of training/support for the hiring manager to conduct an effective interview that let's both parties make informed decisions. All this and then we wonder why the relationship can be strained right from the beginning? Poor process - human and electronic - seems contrary to the need to attract talent. Knowing how to navigate the process helps. But in the end, if things feel bad at the interview stage it's often an indication of other significant issues. Thanks for weighing in on this Elaine. "« previous1 next »
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What Would You Love To Do If You Just Had The Time?
"I agree Niall, I like to encourage people to think about delegation as a controlled experiment. The importance of the work being delegated is one variable. The skill of the person assuming responsibility is another. By matching importance with skills & experience you manage risk. And free up time! "