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Response Rates to Expect in Direct Mail Fundraising with Acquisition and Renewal Appeal Letters
What kind of response rates do your direct mail fundraising letters generate?That’s the most common question I’m asked by potential clients. And it’s a good question, since non-profit organizations need the highest response rates they can get in today’s competitive environment. Direct mail is an expensive way to raise funds if your response rates are low and your average gift is small.So what’s an acceptable response rate? That depends on the kind of mailing we’re talking about. Acquisition mailings (designed to acquire new donors) typically generate low response rates. An acceptable response rate with an acquisition mailing is somewhere between 0.5 percent and 2.5 percent. A response rate of only half of one percent might not sound ade

performance? Why not coach immediately rather than the normal 2-3 months process - after you are beginning to "know" the new team member? With the Trimetrix Behavior Profile system, you will know immediately - rather than having to wait for the "honeymoon" to be over.

Interpersonal Effectiveness - How do you help the team member acclimate to the rest of the team effectively if they don't know how to effectively communicate with them? How do you help the rest of the team acclimate to the new hire candidate?

Employee Retention - If the team member doesn't fit the job, they won't stay. When you match the job to the candidate, morale is enhanced as well as productivity.

Succession Planning - How do you know who will scientifically be the best candidate for potential future promotions. How do you choose the best future leader between two good, equally qualified candidates? Training and Leadership Development - Where do you allocate scarce training resources? When you use an effective Job Match Testing program, you can identify key areas that a candidate will excel in and match the talent to the job.

Without at least behavior profiling, you can't possibly know what the full potential of the new hire candidate

Are You Overqualified for Your Job?
When you are professionally overqualified, there are usually lots of stressful issues, which have to be dealt with.When you are in this situation, there is a constant internal struggle and debate going on in your mind about your presence at that job. You keep asking yourself, “What am I doing here? What am I doing with my life?" You even begin to question who you are and the things you stand for! When others inquire why such a talented and qualified person like yourself would accept a job like that, you justify it by saying, “It’s because of the money”, or that you are still looking for something better or that it’s only a temporary situation.The reasons why you may be working at a job for which you are overqualified can’t be trivialized. These things happen to people all the time and sometimes you have

Employee Retention begins with Employee Selection. Gambling is alive and well in the modern work environment! It's amazing how many organizations gamble at work by not using advanced hiring techniques that could save resources and future headaches.

Employee Selection is a key strategy that can save organizations tremendous resources, time, and energy. Proper Employee Selection is the foundation to an effective Employee Retention strategy. Few organizations are tapping the potential of effective Employee Selection. Why? Because today's typical Employee Selection process is a gamble at best. The good new is it doesn't need to be. There are powerful tools to help you optimize your employee selection and hiring processes.

Several years ago, I was in Dallas attending a trade show and noticed all the beautiful sports and luxury cars and shared that observation with a friend. My friend said, "There are a lot of $30,000 millionaires." A lot of people have everything they have tied up into that fancy automobile. Thinking that a car is demonstrative of that particular person's overall success is an incorrect assumption at best. What situations that you face are similar to this example? It is sometimes said that a particular person is "all hat and no cattle" when they look the part - being more image than reality. How many of your hiring candidates look the part, but deep down inside, aren't a fit for the position but you won't know it for 90-120 days - long after they have become an emotional part of your team?

How often are people and situations what we think they are? Perception isn't always reality. That perception can be enormously expensive.

Analogously, in your employee selection, inspiring, and maximization of your team and organization, how often do you run into situations where things aren't what they seem? Making a poor to bad employee selection decision is costly to say the least. Depending upon the industry, the cost of turnover can be anywhere from 30 percent of the annual salary and benefits to over 150 percent. Numbers don't speak to what can't be measured. The wrong hires destroy employee morale and hurt your Customer Experience.

Consider... Through traditional hiring practices, what are the “odds” you will hire the right person? How many candidates look great initially and then when they are on your "bus" they don't work out? Your “odds” of hiring the right person are a LOT LOWER than you think unless you are using advanced hiring techniques. Consider the following statistics (various sources)...

14 percent – Traditional hiring techniques
38 percent – Behavioral Profile
54 percent – Abilities Testing
75 percent – Job Match Testing

By the way… Your odds at winning a hand at Blackjack are in the upper 40 percent range. Yes... You have better odds at winning a hand of Blackjack than you do in hiring the right person. Our thought process is "trust but verify." The candidate wouldn't be applying if they didn't want the job. Therefore, they are going to do everything possible to get it through the resume' that is customized to your job description. No, we don't believe people are trying to be devious. Quite the contrary. It's best to assume the goodness in others.

However... If you don't use a comprehensive Job Match personality profile during your employee selection and hiring process to ensure your candidate is a good job match, you are taking unnecessary risk.

Remember that college course you absolutely despised? For me, it was accounting. I took a lot of it and couldn't stand it. I can't tell you how many times I have seen people who went to college for a particular degree field and then came out into the real world and hated it. Ever notice how many people are in careers that are completely different from their major field of study in college? You've been there...

You know what is scary? With recent college graduates, unless you are Job Match Testing, you get to pay for figuring out someone doesn't like the degree field they are going into. Keep in mind... If you aren’t going to the highest level of understanding your new hire candidate through Job Match Testing, you won't...

Hire the best candidates.
Reduce employee turnover.
Prevent conflict.
Maximize your training dollar effectiveness.
Know with certainty who to hire based on future leadership abilities unrecognized now.

There are several significant reasons to Job Match Test your candidates... Employee Selection - Job fit - How well do their behaviors, values, personal attributes fit the job? Inspiration - How do you know what "buttons" to push and which to stay away from if you don't know their behavior profile? Remember - people leave people, not jobs. Is the way you are talking to your new hire de-motivating them?

Coaching - How do you know what skills the new team member needs to maximize their performance? Why not coach immediately rather than the normal 2-3 months process - after you are beginning to "know" the new team member? With the Trimetrix Behavior Profile system, you will know immediately - rather than having to wait for the "honeymoon" to be over.

Employee Retention - If the team member doesn't fit the job, they won't stay. When you match the job to the candidate, morale is enhanced as well as productivity.

Without at least behavior profiling, you can't possibly know what the full potential of the new hire candidate

Experience Hear-See-Do
Research indicates that we retain only 10% of what we hear; 20% of what we see; 65% of what we hear and see; but 90% of what we hear, see, and do.Every day at work we demonstrate Hear-See-Do when we use a combination of our knowledge, wisdom and skill to perform a task or plan what we will do at a later date. This combination of intellect, insight and ability is called experience.ExperienceOne of my favorite sayings is, “It’s not what you know that counts; it’s what you do with what you know that counts.” In other words, knowledge by itself is useless and unproductive. It’s only when we act on the data, facts and information and apply them in a particular situation or circumstance that we in fact gain experience.Here are a few simple yet profound truths

ular person is "all hat and no cattle" when they look the part - being more image than reality. How many of your hiring candidates look the part, but deep down inside, aren't a fit for the position but you won't know it for 90-120 days - long after they have become an emotional part of your team?

How often are people and situations what we think they are? Perception isn't always reality. That perception can be enormously expensive.

14 percent – Traditional hiring techniques
38 percent – Behavioral Profile
54 percent – Abilities Testing
75 percent – Job Match Testing

Employee Retention - If the team member doesn't fit the job, they won't stay. When you match the job to the candidate, morale is enhanced as well as productivity.

Without at least behavior profiling, you can't possibly know what the full potential of the new hire candidate

Make Your Fortune as a Professional Finder
Have you considered the lucrative opportunity in finder`s fees? You could become a professional finder and earn a fortune from this alone. Alternatively, you could supplement your present income with finder`s fees.A finder is someone who finds something for a person or business. The amount paid for this service is called a finder`s fee.What is the difference between a finder and a broker or commissioned salesperson?A broker or commissioned salesperson gets paid a percentage of the sale made. Usually, such person acts as an agent for the owner of the goods or services sold. He becomes actively engaged with the sales process, supplying information to facilitate the sale, negotiates the contract, arranges financing, and completes paper work.On the other hand, a fi

are using advanced hiring techniques. Consider the following statistics (various sources)...

14 percent – Traditional hiring techniques
38 percent – Behavioral Profile
54 percent – Abilities Testing
75 percent – Job Match Testing

Employee Retention - If the team member doesn't fit the job, they won't stay. When you match the job to the candidate, morale is enhanced as well as productivity.

Without at least behavior profiling, you can't possibly know what the full potential of the new hire candidate

Exclusive or Inclusive, Which Jeopardizes the Brand?
It has become a growing trend for high-end famous designers to partner with mass-market retailers. We’ve seen it with Karl Lagerfeld and H & M, last season’s partnership with Viktor & Rolf and H&M, and most recently Proenza Schouler and Target. These partnerships have been very lucrative for both sides. One could even argue that the mass-market retailers might be getting more out of the deal.Of course, there are always two sides to each story. From one view point, those who believe in exclusivity are probably all set to throw away their ready-to-wear and haute couture by those said designers. From another view point, those who live on a shoe string budget and have always wanted to indulge are leaping for joy. And then there are those who probably don’t care and don’t know who the designers are or the brands th

then came out into the real world and hated it. Ever notice how many people are in careers that are completely different from their major field of study in college? You've been there...

Employee Retention - If the team member doesn't fit the job, they won't stay. When you match the job to the candidate, morale is enhanced as well as productivity.

Without at least behavior profiling, you can't possibly know what the full potential of the new hire candidate

24 Tips On How To Produce The Best Advertisement Layout
1. Put your attention getting message in the second quarter down the page. This is consistently the place where people look first.2. If you are going to use a picture, place it in the top quarter of the page, above the headline.3. Every advertisement should use the AIDCA structure; Attention getting message | Interest | Desire | Conviction | Action4. For a one page brochure stick to the AIDCA formula above. Make a concise selling story.5. If the boss insists on a multi-page glossy brochure make sure the front page includes the strongest customer benefit; and not the company logo and meaningless picture.6. Typefaces: The use of a Serif typeface in your advertisement stresses the horizontal direction which helps people to read more easily.7. Typefaces: The use o

Employee Retention - If the team member doesn't fit the job, they won't stay. When you match the job to the candidate, morale is enhanced as well as productivity.

Without at least behavior profiling, you can't possibly know what the full potential of the new hire candidate is. And you can't tap what you don't know.

Please keep in mind... It isn’t ethical to base your entire hiring decision on Job Match Testing of any type. Our recommendation is that it be no more than 20-25 percent of your hiring decision. These tools are most powerful when used in combination with your existing hiring program - not by themselves.

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Mileage would be the number of miles that a car has gone till a certain time. The average mileage that one car

Having an attitude of service is not something that is slipped on and off like a coat. It must be lived daily so it is an automatic response.

Dead Wood and Helpless or Hopeless employees have gone so far into the burnout process that they present a special challenge for management. These situations dramatize the need for proper stress management in the workplace as well. Executives and policy makers need to think about this seriously. Small business owners and professionals in their own practice would also do well to take heed.

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