Every organization is faced with the reality that the Baby Boomers really are going to retire. We’ve been talking about this for years but the deep recession and slow recovery helped to obscure the issue. During this time, overall hiring was subdued and retirements were delayed. Now, as recovery has taken a stronger hold, concern around recruiting and retaining the most valuable employees is moving back onto the front burner. Generation X is a much smaller group than the Baby Boomers and the Millennials aren’t ready to move into the leadership roles. These realities, combined with the higher technical skills and educational requirements, will add to the challenge of finding and holding on to professionals with in-demand skills.
Celebrating with professionals from each of the staffing divisions within C&A Industries, Inc., Aureus Group was ecstatic to recognize the accomplishments of our 2012 Employees of the Year, Dale M. with Finance and Accounting and Pete D. with Systems, at the Annual Awards Dinner on Thursday, September 27.
Attention to retention is critical. Your employer brand is visible whether you can see it or not.
Love ‘Em or Lose ‘Em is a Wall Street best seller that gives 26 engagement strategies to busy managers. Far too often managers and leaders are a day late and a dollar short. The “Talent War” for the knowledge workforce is on again (it never really ended). Employees who stay current on their technical and functional skill sets, adapt to change, and work well with others are always hard to find. How equipped are you to engage and retain your good people when their options increase and a headhunter calls?
“I am underpaid.”
“I can’t stand my boss.”
“I HATE my job.”
These are very powerful statements that I hear on a regular basis from normal people all around the country. These statements come from actuaries, bankers, food production professionals and sales people who are frustrated. Normal, talented, hardworking people are humbled every day by confounding professional situations that affect them both inside and outside the normal work hours – these frustrations permeate their personal lives, affecting spouses, children and others in their wake.
Are you ready to win the interview? You might find yourself interviewing with the owner or founder of the organization you want to work for, and, as we learned in my last post, if you position yourself in the wrong light you could blow the interview and lose your shot at a dream job. This time we are going to explore how the entrepreneur sees things in order to prepare you for the interview.
There are three major things you need to know about the entrepreneur to win in an interview.
In my last blog spot, I examined the criteria Robert Sutton outlines in his book, The No Asshole Rule, which helps one identify certifiable a-holes in the workplace. We’ve all dealt with them before and there’s a strong likelihood we’ll cross paths with more of them in the future, as much as it pains me to admit. If only the workplace jerk was a species on the verge of extinction….
In the spirit of continuous learning and improvement, our team has recently been participating in a weekly training session. Over the course of the past few weeks, we have been exploring our perceptions of the strengths and weaknesses of our group collectively. Additionally, everyone has completed individual assessments ranking themselves in the same areas we previously assessed the team.
Think of your best employee or co-worker. Now, think about their most prominent traits. What makes them the valued business partner that they are? If they are a game changer in your organization it’s likely that there isn’t just one characteristic that sets them apart. There must be, however, a few ties that bind it all together. These overriding qualities displayed by the elite professionals you know are the “it” factor and are the traits that have you pining for more individuals just like them.
We decided to ask our top clients, across varying industries, this question recently: What are the top three soft-skill (non-technical) traits you find in your highest performing employees? Here is what we found, in order of frequency:
I had one of those “ah ha” moments this past weekend, during a social gathering for an organization I’ve been volunteering with the past six months. The social was an opportunity for volunteers to meet one another and share experiences they’ve had through their participation in the program. I was looking forward to the event and shortly after I arrived, I found myself mingling with several volunteers and learning about why they chose to join this program. The gathering was proving to be a great success!
Over the past couple years, with an increasing number of employees being laid off and unemployment rates climbing across the country, we have been experiencing a primarily employer-driven market. Instead of posting job openings and praying that someone will apply, employers have been posting positions and then weeding through hundreds of resumes. Hiring managers have become more specific in their searches, screening out people who don’t have experience with the most recent version of a software package or who are missing one key word on their resume.