11/19/10

Don't Use Poor Judgment in Your Hiring Decisions

Question: It is my opinion that the "bait and switch" tactics used by employers and their hired employment agencies is consistently used to screen the undesirable "minority" and/or “disabled” candidates from the better "match" non-minority, non-disabled candidates.  Yet, in the face of the various adversities that prevents highly qualified candidates from becoming gainfully employed, what can a candidate do without playing the race, age or disability card?  (Harold R., HR Director, Omaha, NE)

Response:  To begin with I am NOT an expert on racism.  I am however a 67 year business professional with a disability (I walk with a cane) and have experienced discrimination from both of these arenas.  Even though I am consider an “expert” in employee retention and other people issues, I was told recently that although I am filled with energy, the President of a particular company was reluctant to hire me to facilitate a management strategy seminar for his people because he wanted somebody that “looked whole.”

Considering I fly airplanes, walk, talk, dress, swim, manage a business, have an exercise regime, play catch with my grandson, facilitate a dozen seminars a year, am happily married and have spent a lifetime learning my trade, I was a bit irritated to say the least.  So irritated in fact that I canceled the recruiting contract I had with them, even though it was lucrative and they “claimed” I was one of the few recruiters that every really performed for them.

My advice to you is the same as it is to all of my potential candidates.  In order for me to present you as the “most place-able candidate” or better said……in order for YOU to prepare yourself to become the most place-able candidate it all comes down to the following; SKILLS, STABILITY, EXPERIENCE AND ATTITUDE.
  • All companies ask me for the “skill set” first.  If you don’t match the qualifications, why would you try to force a square peg into a round hole?  All it does is offer frustration and a set up for a failure.
  • Job hopping is a no-no.  I recently read an article that says the Generation X & Y employees will change jobs 26 times in their career path.  This is an atrocious goal in life. I hear from hiring managers, “why doesn’t he/she stay any longer than 2 years at any given job?”  And I rhetorically respond, “Good question, why don’t they?”
  • You must learn your trade and then relearn your trade every day.  Our world moves fast and change is a common word in most growing business environments.  If you don’t have the skill sets required by an employer it probably won’t be a match, no matter how hard you try. What did you do in the last 12 months to improve yourself?  Remember that YOUR resume is only a job description of who you were.  You must be prepared to demonstrate to a prospective hiring manager what you plan to be and how your presence can impact their company in a positive way!
  • There are no longer any “give-me’s” in this world.  Having an attitude that the new employer or current employer “owes you” is a destination to nowhere.  It all begins with you the employee.  Why fall into an impossible stereotype?  Why not demonstrate your qualifications by example?  My grandmother used to tell me, “deeds not words!”
When I speak with employers about employees they have terminated I hear, “they just acted like they didn’t want to be here; or he/she stood around with his/her hands in their pockets waiting for ME to do it; or He/she never contributed to the conversation, never offer good solutions to problems; or when the five o’clock buzzer rang, they were out the door like a shot.”

All these actions demonstrate why an employer wouldn’t want to keep an employee.  And if you fit into these categories, change or the results will be the same in the future for you.

Now from the management or hiring side of these issues I suggest the following;
  1. Start looking at candidates from what assets and value that they bring to the organization.
  2. Look at candidates with this thought, “if he/she has only five years left to work, how can I empower them to allow me to tap into their knowledge to grow the people in this department or company?”
  3. Become known as a company that is a champion of PEOPLE. This will probably include soul searching and making decisions that you have probably not made in your “job hiring” past.
  4. The results will be that you will have a work place that people will WANT to work and the word will spread and it will positively affect your sales and bottom line.
  5. If one of your friends or parent was noticeably older than you or walked with a disability or had a different color of skin, would you tell him/her not to come to your house because you didn’t want the neighbors to know that you associate with “those types” of HUMAN BEINGS?  I think not, so why do it in your business life?
  6. QUALIFIED candidates will reward you, the company and their co-workers once given the opportunity to shine.
Go forth and make this a tremendous week for you and everyone around you!  If I can be of any assistance to you or your organization with regards to Revenue Growth, Retention or Recruitment please call or write and I will respond immediately!
 
Regards,

George F. Mancuso, CPC
President
Client Growth Consultants


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Employee Retention Is a Management Issue, Not a Human Resource Issue

Question:  Employee Retention continues to be a management and not a human resource issue!  Below is a true story that was related to me by one of my clients in Overland Park, KS.  This is shared with you with their permission.

Response:  My “client” has a high end greenhouse operation. They hired a young lady “employee” on a part time at minimum wage.  The employee had lost her job, was a single mom, homeowner and been in the community for several years.  She took the job out of desperation to feed her family. The client loved her work ethics, on time always there reporting, and first to offer to help.  The employee was on a hunt for a full time job and met with the client owners, explaining her dilemma.  The employee explained that she really loved working there.  She enjoyed the co-workers, good working environment and was very comfortable but just couldn’t make ends meet.
So the client said, let us think about it and we’ll give you an answer tomorrow. 

Tomorrow came and they offered her full time work, and a whopping .25 per hour raise.  TWO WHOLE DOLLARS PER DAY! 3 days later the employee gave a two week notice as she had interviewed and was offered an administrative position for $3.50 more per hour.  The client responded by saying they would match it if she would stay, but the die had been cast and she turned them down.  One well trained good worker gone, and it didn’t have to be.

In discussing this with the client they revealed to me that they pay a temp agency almost $13.00 per hour for untrained help for a day or two of “warm body” work.  I asked if they didn’t see the error in their judgment.  Their turnover rate is very high, they don’t keep but a very few employees as core employees.  The cost of training and retraining far outweighs the value of paying people a fair wage for a fair days work.

I asked, “…if you were willing to match the offer, why didn’t you just make it in the first place?”  Answer, “…because we thought she’d stay and we’d save the money.”

This scenario plays itself out all over the United States in the workforce.  From a financial standpoint this position is truly illogical.  From a moral standpoint, it’s deplorable.  And from a morale and retention standpoint, it’s the kiss of death.  Retention continues to be a management issue.

I hope this week is a great one.  Call or write if I can assist you with Employee Retention, Recruitment or Revenue Growth issues.


Regards,

George F. Mancuso, CPC
President
Client Growth Consultants

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10/16/10

When You Achieve Success, Act Like You've Been There Before

October 17, 2010

Question: Vince Lombardi the renowned former football coach of the Green Bay Packers once said, “When you get into the end zone and score a touchdown, act like you’ve been there before.” What do you think he really meant by that statement?
(Steve W., Entrepreneur, Madison, WI)

Response: As our economy continues with its recovery, this is the perfect time to get your “publicity” in gear. Just like Vince Lombardi coached his receivers, you need to; “act like you’ve been here before!” Lombardi’s philosophy was that the other team(s) would view his receivers capable of scoring a touchdown every time they handled the ball. In essence, the perceptions is to be that we are winners all of the time.

Coach Lombardi also said, “Confidence is contagious. So is lack of confidence!” When you have self confidence, you have a feeling of exhilaration that is usually hard to beat. This feeling can easily get you through unknown paths, uncomfortable situations and provide you with a self determination that almost makes you unstoppable in your quest for success.

Knowledge, familiarity and comfort can be a solid element of trust in the eye of the beholder. We don’t have to be really famous to get attention. Although in the absence of a full blown media campaign, we do need to identify at least one thing that allows us to be “slightly famous.”

How do we translate this, without a complex marketing plan, into a presence in our target industry? How can we use personal or self marketing to differentiate ourselves from others? How do we actually create brand loyalty and not just awareness?

Perception is reality and the more self confidence you “show” the more likely success will be yours. The old adage that people like to do business with successful people is as true today as it was years ago.

Look the part, back it with wisdom, caring, desire and determination and you’ll off to a great start. Carry yourself well with a good posture, heads up, eye contact and a spring in your step. In other words become a silent or subliminal personal billboard about YOU and the balance of your requirements will begin to fall into place. Every single day you step into the business world, look like a success, act like a success and everybody around you will believe that YOU HAVE BEEN HERE BEFORE!

As always, please accept my wishes for a tremendous week. If I can assist you or your organization, please call or write and I will respond immediately! Your comments, concerns and/or questions are always confidentially welcome here.

Regards,
George F. Mancuso

10/9/10

Be Genuine or Don't Bother

Q: I am a firm believer in saying what I'll do and doing what I say. However, I do want to provide whatever support for my employees and clients when possible. What are some ways to give that impression without being unpleasant about it?
A: You are right to be cautious. Clients are smart (they hired you, didn't they?) and keenly perceptive (they got their job, didn't they?) and employees are intelligent, intuitive and have probably already dialed into your persona, so be genuine or don't bother.
Here are a few combined thoughts for clients and employees alike:
• Purposely "beat" a promised deadline (e.g., something expected next week is given to them tomorrow).
• Periodically send over helpful information and notes about things you feel will benefit them.
• Send an informal note recommending articles of particular interest to them or their business with no other "strings" attached.
• Prepare a summary report of an event you just attended and send it to them without telling them in advance that you are going to do it.
• Provide friendly, unexpected reminders/acknowledgments of key dates, events, anniversaries, birthdays, etc. Do not even consider these unless you have already talked about the event and share its significance.
The ultimate goal, is for employees and customers should always to get them to think "Wow, that was way more than I ever expected and I appreciate that." What you don't want them to think is "That's odd. I wonder why he or she did that." It has to be natural and something that occurs to you as a person, not in your role as a manager, sales person or business owner. Non-business items can many times be more appreciated than business items.
As always, please accept my wishes for a great and personally rewarding week. If I can be of assistance to you and/or your organization, please call or write and I will respond immediately!
Regards,
George F. Mancuso
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10/2/10

What Can You Learn From Sherlock Holmes?

Sherlock HolmesQ: What can Sales and Management Professionals learn from the legendary Sherlock Holmes?

A: Business professionals might want to learn how to play detective! We are often asked to solve a problem, figure out what caused a failure (or success), etc. Think of yourself as that famous London-based fictional sleuth of the late 19th/early 20th centuries who was created by Sir Arthur Conan Doyle.
The next time you face a quandary, think "What would Sherlock Holmes do?" 

He would:
1. Keep an open mind.
3. Investigate all possibilities thoroughly.
4. Look carefully at the details.
5. Look for connections, relationships, consistencies and inconsistencies.
6. Ask lots of questions.
7. Wear a disguise (OK-you might want to scratch that one!).
8. Be relentless in your pursuit of the solution.

The next time you are given a challenging question, remember to ask yourself the question, "What would Sherlock do?"

P.S. Did you know that Holmes never actually uttered that famous line "Elementary, my dear Watson" in any of Conan Doyle's four novels or 56 short stories featuring the character? Holmes does say "Elementary" in the book The Adventure of the Crooked Man, but the famous line does not appear in its entirety in any of Conan Doyle's stories. The full phrase seems to have originated in either a subsequent film or theater play (the actual source has been long debated) based on Conan Doyle's original work.

I hope your week in another outstanding one especially because we’ve just entered the 4th Quarter of 2010. Just 3 months left to accomplish all of your 2010 goals. If I can be of any assistance to you or your organization, please call or write and I will respond immediately!

Regards,
George F. Mancuso, CPC
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