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Digg it UP - R2-EOC Recruitment and Retention = Employer of Choice
About France France is the largest country in Western Europe, slightly smaller than Texas. France is between the Bay of Biscay and the Mediterranean Sea; bordering Italy and Spain. 58 million people live in France, about 4.5 million of them foreigners.Language French is the primary language spoken in France. If you plan to travel to France, it is strongly recommended that you learn the basics of the language. Your effort will be noticed and appreciated. If you can’t speak French, begin by saying. “Please excuse me for bothering you, but I do not speak French” – “Excusez-moi, s'il vous plait, de vous deranger, mais je ne parle pas francais.”Business Dress The French are very conscientious of their appearance and view dress as a reflection of social status and success. Because of this, be
Pay Attention
Many company executives pay far too little attention to this part of their businesses. Often the mindset is that this is the “touchy-feely” stuff that’s a non-revenue
Digital video recorders (DVRs) are more than toys in our crime infested world. They are a necessary tool for security. In conjunction with CCTV cameras you can record everything that happens in your business 24 hours a day. The days of wondering what is going on in your other facility are gone.Using the internet, your business is under your control, 24/7/365. Using your DVR, now you simply open internet explorer, type in your IP address, input the proper username and password and you are remotely viewing a live video feed from your business.The benefits of digital video recorders are obvious. Remote viewing is being used more and more in the security industry as people become busier, traffic becomes heavier and the hours that business remains open is lengthening. You can be on vacation in the Bahamas or Mexico and still
Recruitment and Retention
Creating a strategic plan and definitive initiatives is the easy part of the formula for success. The difficult part is finding, recruiting and retaining the appropriate talent combination in today’s market to carry out that plan. Recruitment and retention are major issues in most industries today. These issues are especially critical to the wholesale distribution industry for two reasons:
- First, wholesale distribution is one of our aged-basic industries that doesn’t necessarily project the excitement of the high-tech industries and the dot coms of the new millennium (even though many have crashed and burned).
- Second, the number of employees between the ages of 25 and 44, traditionally the bulk of the workforce, will continue to decline in the United States for at least the next five years. The baby-boomers are aging quickly toward retirement.
Under these circumstances, how in the world does a company not only recruit new talent, but protect the talent they have? Questions about compensation, training, incentives, benefits and work environment always come to the forefront. The answer is committing to becoming an employer of choice (EOC) with as much tenacity as you commit to being a supplier of choice, always wanting the first call and last look.
Pay Attention
Many company executives pay far too little attention to this part of their businesses. Often the mindset is that this is the “touchy-feely” stuff that’s a non-revenue
“Oh no. I see Rebecca heading this way. She talks 90 miles and hour without stopping, and I never understand what she is babbling about. She tells me one idea 10 different ways; I wish she could just get to the point and keep it brief.”The paragraph above is focused on verbal communication but some of these tips can help in any communication medium including your marketing messages and company information. With the ever-evolving information sources, being brief can actually be your biggest asset. So the next time you're engaged in a business conversation keep these tips in mind:Try to ask questions that are relevant to the whole group and not yourself.If you are in a business meeting, instead of saying, “How long will it be before we finish?” Try, “What is the current timeframe for this meeting?”
Recruitment and Retention
Creating a strategic plan and definitive initiatives is the easy part of the formula for success. The difficult part is finding, recruiting and retaining the appropriate talent combination in today’s market to carry out that plan. Recruitment and retention are major issues in most industries today. These issues are especially critical to the wholesale distribution industry for two reasons:
- First, wholesale distribution is one of our aged-basic industries that doesn’t necessarily project the excitement of the high-tech industries and the dot coms of the new millennium (even though many have crashed and burned).
- Second, the number of employees between the ages of 25 and 44, traditionally the bulk of the workforce, will continue to decline in the United States for at least the next five years. The baby-boomers are aging quickly toward retirement.
Under these circumstances, how in the world does a company not only recruit new talent, but protect the talent they have? Questions about compensation, training, incentives, benefits and work environment always come to the forefront. The answer is committing to becoming an employer of choice (EOC) with as much tenacity as you commit to being a supplier of choice, always wanting the first call and last look.
Pay Attention
Many company executives pay far too little attention to this part of their businesses. Often the mindset is that this is the “touchy-feely” stuff that’s a non-revenue
There is a buzz phrase circulating throughout the hair and skin care industry, and it has nothing to do with the latest beauty craze coming out of Hollywood. However, it does have something to do with Jessica Simpson, Britney Spears and P-Diddy. What's the connection? Everyone wants their own hair or skin care line.It's called Private Labeling. What is Private Labeling? It's simply having a manufacturer create products for you that you can brand yourself. From high end salons and spas to small country stores, private labeling offers merchants the opportunity to shape a beauty line and put their brand name on it. It's a very creative process that enables you to have a signature product line.And now you want in on it. That could be a very profitable move on your part, but you'll need to put your ducks in a row. Let's
- First, wholesale distribution is one of our aged-basic industries that doesn’t necessarily project the excitement of the high-tech industries and the dot coms of the new millennium (even though many have crashed and burned).
- Second, the number of employees between the ages of 25 and 44, traditionally the bulk of the workforce, will continue to decline in the United States for at least the next five years. The baby-boomers are aging quickly toward retirement.
Under these circumstances, how in the world does a company not only recruit new talent, but protect the talent they have? Questions about compensation, training, incentives, benefits and work environment always come to the forefront. The answer is committing to becoming an employer of choice (EOC) with as much tenacity as you commit to being a supplier of choice, always wanting the first call and last look.
Pay Attention
Many company executives pay far too little attention to this part of their businesses. Often the mindset is that this is the “touchy-feely” stuff that’s a non-revenue
Have you ever had the client from hell? The one who has been with you for some time, maybe from the beginning, that every time you do a project for them they put you through so much grief that you feel like taking a flying leap from the top of a freeway overpass?Well my friend, DON'T JUMP - FIRE THAT CLIENT!It may sound like an unusual bit of advice, fire a client, but let's take a look at what a very difficult client does to our business.I know you are saying, but I make a lot of money from that guy - hang on there is an alternative.Yesterday I was working with a guy who was working on a project for a client. During the time I was there he received at least four calls with the client asking him to change this and tweak that. Each time he got off of the phone, he let fly with a tirade of reasons why this cli
Under these circumstances, how in the world does a company not only recruit new talent, but protect the talent they have? Questions about compensation, training, incentives, benefits and work environment always come to the forefront. The answer is committing to becoming an employer of choice (EOC) with as much tenacity as you commit to being a supplier of choice, always wanting the first call and last look.
Pay Attention
Many company executives pay far too little attention to this part of their businesses. Often the mindset is that this is the “touchy-feely” stuff that’s a non-revenue
Before you wonder "Am I doing things right," ask "Am I doing the right things?" - Author UnknownHow often do your shoulders slump and your gaze drop when you think about work?Do you dread Sunday evening and find it painful to get out of bed on Monday morning?Does your body feel tense at the end of the day?Do you take your frustrations out on those you love or do you find yourself retreating from others so you can be miserable alone?Do you feel exhausted by your current situation but are too overwhelmed to do anything about it?If you answered yes to any of these questions, chances are you are out of balance and it is creating stress in your body, mind, and at work. Unfortunately, you are not alone. It is estimated that nearly 80% of the population is unhappy with their job and a large per
Pay Attention
Many company executives pay far too little attention to this part of their businesses. Often the mindset is that this is the “touchy-feely” stuff that’s a non-revenue producing necessary evil. Maybe that thought process didn’t hurt the company in the 80’s or early 90’s when unemployment in some areas reached 10%, but that’s not the case today where the labor unemployment rate in many markets is less than 4%. When unemployment is that low, most people who are unemployed just don’t want to work. As a result, there is a lot of corporate raiding going on. Even with the recent massive layoff announcements by the automotive industry and some high-tech industries, unemployment remains at a level that just is not conducive to recruitment and retention.
So what’s the answer?
Going on midnight raids? Offering BMWs as signing bonuses? Paying way above market wages? NO, the answer is building a human resource strategy into your business plan. Get over the old paradigm that human resource departments are too costly and of little value. In fact, those companies that adopt that philosophy actually spend more money by having highly compensated managers, particularly sales managers, running ads, receiving resumes and doing preliminary interviews when they should be selling. The costs associated with that process as well as the revenue lost due to extended position vacancies inevitably far exceeds the annual costs of dedicated human resource professionals. Secondly, a huge percentage of new hires will jump ship within 18 months if they sense the company is not committed to its employees. They will jump if the company does not accept them into the fold properly by offering initial orientation, subsequent training and a culture that treats the employee as !
the company’s most precious assets.
The question is not
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