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A Gift To You…Top 13 Best E-Books For Hiring Managers & Talent Management Specialists

dreamstimeextrasmall_24776938Advanced Business Coaching, Inc helps our client organizations find the right people, shape them into a winning team, and lead them to their full potential, so they can help you grow your business profits.

We’ve just compiled a series of E-Books and white papers designed to provide HR Talent Management professionals, hiring managers and small business owners the best possible information they can use to identify best qualified candidates and match those candidates to the right position.  Then, keep the employees happy and engaged.

We’d like to offer these valuable list of E-Books and Whitepapers to you, as our gift.  No cost – No Obligation. They will be delivered to you every 2 weeks so that you’ll have to time to read and implement the concepts and ideas into your business.

CLICK HERE TO SIGN UP FOR THE FREE E-BOOKS AND WHITE PAPERS

If you’d like to get a specific book – not a problem, just email me and I will be happy to forward it to you immediately.

COMBINED

 

 

How To Recruit Top Talent

Leadership StylesIf your recruitment efforts aren’t turning up any decent prospects consider engaging consultants to help. You can also ask existing employees for referrals, offering a bonus if their suggestion turns into a hire.

Once you’ve found suitable candidates, how do you ensure you’ll make the best choice?

  • Discuss compensation and benefits first. Get to this early in the process and speak frankly. You want to learn as quickly as possible if there’s a match between what you can offer and the candidate’s needs and expectations.
  • Keep company culture and values in mind. Don’t just interview for skill set. Make sure the candidate has the right attitude to fit in—job skills can be taught or expanded upon, but adjusting someone’s attitude is an entirely different ballgame.
  • Don’t rush. Even if you’re anxious to fill the position, take time to thoroughly interview the candidate. Check references. Solicit input from others in the company. Cover all bases before extending an offer (and make the final offer contingent upon passing other requirements, such as drug testing or more thorough background checks).
  • Put it in writing. Provide a clear, detailed offer letter that describes the offer and conditions of employment in full. This should be signed by the applicant and returned to the company.

And don’t stop at the hiring process—be sure to make the new arrival feel welcome.

“Introduce them to other employees, take them on a tour of the office, ensure they have the proper supplies and equipment to do their job, and impress upon them that they should feel comfortable asking questions and seeking guidance,” Poage said. “Remember, you never get a second chance at making a good first impression.”
If you would like learn more about how you can create a powerful recruiting, job matching and employee retention program, call Coach Michael Stelter at Advanced Business Coaching, Inc. (262) 293.3166.
We have a series of FREE E-Books designed to provide you powerful information when searching and hiring your ideal employee. Click Here To Learn More.

Need To Hire Seasonal Employees? You Need To Read This…

12 Principles of Advanced Business CoachingFor small businesses that are punctuated by seasonal highs and lows, hiring up for the busy times can present additional stress to an already burgeoning to-do list. Stephanie Eberhart, managing partner of TalentRemedy, believes success lies in tackling the process well in advance, even up to three months prior to the busy season. Hiring early takes the pressure off, and encourages an organized and efficient process.

Before recruiting begins, consider how many seasonal employees are required and what timeslots need coverage. To help ensure a successful process, you should also:

  • Understand the taxes and benefits you might need to pay. True, most seasonal workers don’t receive benefits, but employers are still obligated to pay some taxes (such as social security).
  • Develop a detailed hiring plan. There are a plethora of tools available to reach prospective employees, such as social media, job boards, want ads, a help wanted sign in your window, word-of-mouth, employee/customer referrals and even reaching out to local high schools and universities. Determine which methods offer the best opportunities for connecting you to the most appropriate seasonal hires.
  • Use a temp agency, if necessary. Temp agencies can alleviate pain (recruiting, screening and so on) points by handling large portions of the process.
  • Develop up-to-date job descriptions. Describe daily duties so potential hires understand exactly what’s required for the temporary role. Be clear about expectations so both parties know what will and what won’t happen once hired, and provide clear information about the employment period. False expectations can cause unnecessary issues in what should be a short, but productive, tenure.
  • Conduct a thorough interview. Don’t rush the process because you’re evaluating temporary hires. Follow the same rigorous protocol as you would with full-time employees, and conduct your usual background and reference checks.
  • Gather specific schedule information early on in the process to avoid potential conflicts. Eberhart suggests confirming time off needs during the interview. You don’t want to find out after a hire that they need two weeks off during your busiest time.
  • Hire for attitude, as well as aptitude. You’ll need someone who can get up to speed quickly and be proactive when it counts. A good attitude can spell the difference between someone who grows surly during hectic times and one who will cheerfully go the extra mile.
  • Take the time to train. You might be gearing up for your peak period, but you still need to provide the necessary training. Temporary or not, these employees represent your company. Also, don’t forget to train seasonal employees on company policies, such as discrimination and harassment.

L3D-white-man-Jigsaw-solutionastly, don’t lower expectations because these are temporary hires. “Your business’ reputation may depend on a seasonal worker’s performance,” Eberhart said. “And don’t assume that seasonal work is just seasonal. If they do a good job, you may end up hiring them on a permanent basis.”

If you would like learn more about how you can create a powerful recruiting, job matching and employee retention program, call Coach Michael Stelter at Advanced Business Coaching, Inc. (262) 293.3166.
We have a series of FREE E-Books designed to provide you powerful information when searching and hiring your ideal employee. Click Here To Learn More.

8 Personalities You Need For Real Innovation In Your Business

3d small people - team with multi-colored puzzles. 3d image. Isolated white background.

Successful Innovation Requires Diversity

This article focuses on the make-up of Innovation teams for large businesses.  Great stuff for ‘the big guys’, but how can it impact the small business owner?  Most business concepts apply to all business and organizations but you need to filter the messages to make sure you account for the things that are limited to small businesses… time, resources and money.  Using this information to determine the types of people that may be most beneficial to your business can be important.

The success of Bell Labs illustrates the power of cross-functional collaboration. To innovate effectively companies must create multidisciplinary teams in which colleagues from different departments work together. In most companies, multidisciplinary teams are created using professional disciplines such as finance, technology, operations, sales and marketing. However, beyond this professional collaboration, it is also important to ensure that the teams we create are cross-functional in terms of personalities.
Tom Kelley of IDEO describes some characters for innovation teams that include the visionary, the troubleshooter, the craftsman, the entrepreneur and the technologist. A cross-functional team must have introverts and extraverts, analytical thinkers and creatives, serious intellectuals and fun-loving disruptors. These individuals, working together with mutual respect, will be more creative than a group of individuals who are highly similar and cohesive. Below is a list of eight personality types that an innovation teams should have:
s Your Word?

1.  Miss Happy Go Lucky: This is the life the party. This individual makes sure the team is having fun while they work. Innovation requires elements of playfulness, especially during ideation. Miss Happy Go Lucky serves the role of resident mess-maker.

2.  Mr. Visionary Creative: Great ideas are also driven by creative vision. People who can see the world, not as it is, but as they would want it to be. Every team needs its dreamers and visionaries to fight for the creative ideals that underpin the product idea.

3.  Miss Pragmatic: But all dreams have to be checked against reality. The pragmatist makes sure we review our product idea and identify any risky assumptions. They also make sure we test these assumptions before we take our product to market.

4. Mr. Analytical: Innovation is also about figuring out a sustainably profitable business model. Both in financial and operational terms, innovation teams need someone with an analytical mind. We are not only creating cool new things, we are building a business.

5.  Miss Get Stuff Done: But please! No analysis paralysis! Innovation is also about getting stuff done. A hard-driving team member pushes us to complete a minimum viable version of the product and ship it to the market early. We can figure out the rest as we go!

6.   Mr. Perfectionist: But let’s not be too hasty. Good quality products also ensure that we deliver value to customers in a manner that gets their loyalty to our brand. As learnings from the market inform our iterations, Mr Perfectionist serves as the quality assurance check for our product.

7.  Miss Consensus: With this cast of characters working together, team meetings can often become contentious. A team member that helps the team collaborate well is highly useful. As much as we want diverse opinions at the table, in the end we need to make decisions and move forward positively as a team.

8.   Mr. Supportive: Finally, teams consist of people with different needs. There is an element of innovation teamwork that is about supporting and encouraging each other. For example, failing fast can only work in teams where individuals feel safe to make mistakes.

3D man puzzle piecesThese eight personalities are important to have in innovation teams. Although the assumption is that you will get these personalities by having people from different professions in the room, this is not inevitably the case. Furthermore, it is not that every team should have exactly eight people with these personalities. It is possible for people to have strengths in more than one of these areas. The point is to make sure we go beyond creating teams based on professional discipline alone and also consider the mix of personalities among the team members.
If you would like learn more about how you can create real innovation in your business by finding the right people through a powerful recruiting, job matching and employee retention program, call Coach Michael Stelter at Advanced Business Coaching, Inc. (262) 293.3166.
We have a series of FREE E-Books designed to provide you powerful information when searching and hiring your ideal employee. Click Here To Learn More.

Developing a Simple Recruiting Strategy For Your Business

dreamstimeextrasmall_36110089There is a talent shortage in America. Not only are we being told that in the media, from our community leaders; we are experiencing it. I know many business owners who can barely meet the needs of their existing customers right now because of this shortage. Equally important, they cannot grow and we all know that to not grow is to watch your business decline.
So what do you do when everyone is experiencing the same problem? Will you shrug your shoulders, sigh and say, “everyone else has the same problem so there is nothing I can do.” Or, will you look closely at the issue and develop a solution, execute that solution, and succeed?
So what do you do? These steps will help you succeed:
  1. Develop a complete recruiting and retention strategy.
  2. Develop and challenge your employees.
  3. Continuously look inside and outside your business for new talent.

So now you know what to do but what about the details, what do these things really mean.

Develop a Strategy: Ask yourself “what will create interest in my business?” “What can I do to attract the kind of people I need to succeed?”  I am talking about finding the root causes of your recruiting and retention issues and then finding solutions for them. Here is an example; I had to address a serious nurse shortage for a company. Their turnover was high and they could not attract enough applicants. Patient care was suffering. I researched the source of nursing candidates that were being used, addressed the recruiting brand the business was using, interviewed nurses who had left the company and developed a plan that focused on combining fit with skill. Not only were vacancies reduced to less than 3% but the retention rate of nurses climbed to almost 96%. A major part of this issue was that we were not recruiting for our actual culture. Rather, we were promoting a culture the exact opposite of what we were. Once we balanced that with our recruiting and retention efforts we became successful. This model was then applied to every other job group within the company.

Develop and Challenge: As you want your business to grow your employees want to grow too. Provide training and development to them that compliments the needs of your business. Ensure that they grow their Knowledge Skills and Abilities. Look at training as an investment instead of a cost. Once they have these new KSA’s challenge them to use them in solving your business problems. Your employees are your competitive advantage so invest in them. All too often businesses look at training and development as a cost or as something they give to their employees and then watch that employee take those skills elsewhere. Invest in them and they will stay with you.

Continuously Look for Talent:  Talent is all around us. All you have to do is open your eyes and mind and find them. Don’t just look in the traditional places either. The Assistant Manager may not be the right person to make a Manager but they very well could be the best choice for a Vice President position. Sometimes you need change and looking outside your business for new and fresh ideas is the right resource. The key is always look for new talent and when you find it, seize it.

These three things cannot be done separately, they are all intertwined and must work together. Trying to use them independent of one another will not resolve the problem and in fact, may actually amplify the problem.

An easy solution is not always the best one but a simple solution will always beat a complex one. Too often I have observed business owners and leaders literally throw money at problems instead of offer true solutions. The reason was simple – money was an easy problem solver. However, that was often short lived because the root causes were not uncovered.  When we don’t find root causes all we do is put band-aids on wounds. Finding the root cause is a simple execution of a basic six-sigma tool; the 5 Why’s.

Benefits of the 5 Whys

  • Help identify the root cause of a problem.
  • One of the simplest tools; easy to complete without statistical analysis.

When Is 5 Whys Most Useful?

  • When problems involve human factors.
  • In day-to-day business life.

How to Complete the 5 Whys

  1. Write down the specific problem.
  2. Ask Why the problem happens and write it down.
  3. Ask Why again and write down.
  4. Do that for a total of 5 times. Keep going beyond 5 if necessary.

12-tips-that-spell-productivity-coverOnce you find the answer to the final why you have uncovered your root cause. Now you can work on developing a true solution.  Understanding these simple steps will help ensure your overall success in winning the Talent Shortage Wars.

If you would like learn more about how you can create a powerful recruiting, job matching and employee retention program, call Coach Michael Stelter at Advanced Business Coaching, Inc. (262) 293.3166.

We have a series of FREE E-Books designed to provide you powerful information when searching and hiring your ideal employee. Click Here To Learn More.