The Wall Street Journal has documented how some companies have chosen to ease employee burdens caused by sky-high gasoline prices.
Here’s the story of a sales manager who made a big movement in the closure rate for his company’s sales force.
Mr. Sheridan credits a new regimented, step-by-step sales process and a hiring procedure that ferrets out assertive salespeople who can both handle a long sales cycle and pitch an intangible product. Each chunk of the strategy — from a personality assessment during the interview process to sales training — contributes to the increase in closed deals, he says.
Here’s the full story, from the Wall Street Journal…
Here’s a great article in Forbes about the difference between genders, and how it impacts getting the job done in the workplace.
The federal government has added yet another new law for employers to worry about following: the Genetic Information Nondiscrimination Act of 2008.
Large and small employers will benefit to stop and read what Forbes Magazine is telling job recruiters. They ran an article this week on “How To Job Hunt The Right Way.”
The simplest way to get across what kind of job you want is to design a profile document, says Joyce Maroney, director of the staffing company Kronos’ workforce institute. It’s a short description of the kinds of work and companies you’re interested in, as well as the type of people with whom you’d like to network. When you’re networking, a profile document “helps narrow the universe of people you should talk to,” says Maroney.
Company recruiters sometimes get to thinking that people who are not looking for a new job are the best candidates, and spend so much time courting the reticent that they turn a blind eye to people who are actively looking for a job.
The folly of this approach is the topic for Louise Kursmark’s essay in Kennedy Information Recruiting Trends.
Professor of Entrepreneurship Donald Kuratko has written over 160 articles over his career… the latest offers five myths about entrepreneurs, starting with “Entrepreneurs are doers, not thinkers.“
A termite killer either was suspended, and in retaliation complained about alleged illegal practices by his exterminator employer, or complained about alleged illegal practices by his exterminator employer, and in retaliation was suspended.
A jury made the call… and the difference cost the employer more than $5-million dollars.
Here’s an interesting article from Kennedy Information on recruiting and retention – really, about marketing your company as a top-notch employer.
When an employee claims misconduct by another employee or supervisor, your company will have to conduct an investigation of the charges. To what standard will your investigation be held? There are no rules, because the answer is “to the satisfaction of the jury” – often a jury who learned everything they know about investigations from watching TV fiction.
If you carry out misconduct investigations, how good should they be? As good as the jury thinks they should be, say today’s experts. And that better be pretty good, because juries expect a lot from HR.
Here’s the full article from hr.blr.com.
