Technology is ever-changing and evolving and it can be extremely difficult to keep your small business practices current with all the changes. Even though it is easy to wait until later to try out these new techniques or implement new strategies, take a proactive approach and at least be on par with the technological trends. Watch the following video from the 2008 ERE Expo to get some useful tips from Michael Marlatt.

The Future of Recruiting Is In The Clouds

I’ve noticed an influx of especially unhappy candidates lately.  Is it the types of positions I am working on? The state of the economy?  The looming holiday season?  I can’t really say.  It is very clear though; candidates are getting anxious and even more disappointed then usual when they do not get a job. 

I have a standard line I use when telling candidates that we are no longer considering them for a position.  “I appreciate all the time that you have invested in our search.  At this point, we are pursuing (or have chosen) candidates that are a closer fit for the position.”  If the candidate was truly a top performer, but just not right for this role, I’ll follow that line up with, “However, I’ve been impressed with you throughout the process and would be happy to consider you for something with another one of my clients.  If you ever see anything with my name on it that you are interested in, don’t hesitate to call.”

I’ve refined this over the years and it works very well.  Unfortunately giving specific details about why someone wasn’t chosen just doesn’t work out well for anyone.  The candidate automatically becomes defensive.  (I’m sure that right now some candidates are reading this and saying to themselves, I was NOT being defensive!)  It is unlikely that any feedback that received from me will be more valuable than the feedback from other sources.  Talking to former managers, coworkers, even friends can likely give some valuable thoughts on areas you can improve.  

Even if I had some nugget of knowledge, I can not share it with candidates because I have a responsibility to protect my client.  Unfortunately in today’s litigation happy world, it has become unsafe for companies to provide specific feedback for fear that their words will be used against them. Although I do not think that this is a huge disservice to job seekers.  I doubt many job seekers’ lives have been changed by the feedback they received during an interview.

This all comes to mind because I have found myself not using my standard line lately and the results have not been good.  So if you are undertaking a hiring adventure on your own, feel free to use my line.  And to use it effectively, don’t give in to pleads for specific feedback.  It only leads to more and more frustration for both you and the candidate. 

Check out this article from Workforce Management for more discussion on the issue. 

People resist change. Change creates unfamiliar territory which generates fear and frustration for many people.  When changing times affect your business, turn a negative situation into a positive.  Use these tips to manage change effectively.

1. Communicate reasons for change to your employees. Be as specific and honest as possible.
2. Involve employees at all levels in what changes will be made and how they will be implemented.
3. Identify top performers and actively engage them in the organization.
4. Strengthen relationships with your customers and clients through increased contact and communication.
5. Review your company's vision, mission, and strategy to reflect changes.

Changing times provide opportunities for success or struggle.  How have you adapted to changes to ensure that your business is one of the successful ones?

Seth Godin, author of Blink, recently wrote a blog post entitled, "The 90/10 rule of marketing a job."  He writes, "It only takes 10% as much effort to hire someone in the bottom 90% of the class.  And it takes the other 90% to find and cajole and retain the top 10%."  He asks why companies looking for the top 10% don't invest the resources necessary to attract and develop them.

I have my own personal theory on this matter.  First, most hiring managers lack the patience and discipline to implement strategies that attract "A Players."   Second, they don't invest adequate money in marketing jobs because they can't quantify an immediate ROI.  Third, they really don't believe they can attract "A Players," so they don't even try.  And, lastly, they are afraid to manage people better than themselves.  

Here is a link to Godin' blog post.

http://sethgodin.typepad.com/seths_blog/2008/11/the-9010-rule-o.html

What holds you back from hiring A Players?

Check out these funny candidate horror stories!  I can't say I have ever had anything that entertaining happen with my candidates.  Although, Ann once had a guy leave for lunch on his first day and never come back!


http://www.recruitingblogs.com/forum/topics/keenhire-hiring-horror-story

I recently was nominated for a business award.  It reminded me that I often do not stop to celebrate my own personal successes, nor those of my company and staff.  I mean really celebrate!  Yes, I do the basics like tell a friend about my accomplishment or tell my staff they did a great job.  But is that really celebrating?

Why not take an employee to lunch for a job well done?  Why not throw an office party?  Why not open a bottle of champagne?  The last time I opened a bottle of champagne for my staff was when we moved into our new office space 15 months ago.  I think it is time to open another bottle and celebrate 2008 successes. 

What do you do to celebrate your company's successes? 

The first step in conducting any job search starts with a job ad.  A well-written job advertisement is critical in attracting talented and qualified candidates for your position.  Think of your ad as a marketing piece. The job is your product, and the readers of the advertisement are your potential customers.  The goal is to sell your position.  In order to compete with the thousands of other postings, your ad must engage the reader and compel them to apply.

When written correctly, a job description clearly outlines duties and responsibilities that are to be expected to be performed on the job.  It also lists the skills and requirements that the ideal employee should possess.  At Safari Solutions, we realize that the more descriptive the ad is, the less likely we are to waste time on unqualified candidates.  Furthermore, upon hire, an accurate job description will provide your new employee a written guide as to what is expected on the job, and can be referred back to in order to measure performance.

Safari Solutions has developed a method for writing ads that has consistently proven more effective than our top competitors.  Not only do we receive more applicants, but we see an increase in the number of qualified candidates as well.  Furthermore, having a professional write your ad can save you time and result in a greater pool of qualified candidates.  Nonetheless, regardless of who writes your ad, the more time and effort you put into your job description, the more likely you are to make the best possible hire.

In today’s “uncertain times” it is often the knee jerk reaction to say, let’s cut expenses, lose the vendors, bring everything in house and do more with less.  However this can be a very costly move.  While cutting vendors may seem like an easy way to cut costs, outsourcing can actually be an effective way to save money.  Accounting, IT, even sales can all be outsourced to trusted vendors that can cut costs, improve efficiencies, and give you a level of expertise that you couldn’t afford to hire full time. 

Obviously, I recommend turning to outsource recruiting specialist for your hiring needs.  The costs of taking manpower off of other projects to focus reviewing resumes, interviewing, and checking references can add up, but is really minuscule compared to the cost of making a poor hire because the hiring manager was rushed or did not know what they were looking for.  Whether you chose to use an outsourced hiring service, traditional executive recruiting company, or other type of staffing firm, entrepreneurs should be exploring all of their options in order to get the best value for their needs.

I'm reading the book, The Energy of Money.  During this time of economic turmoil, I thought the book might have a few gemstone tips to keep me energized.  Author, Maria Nemeth, Ph.D., uses the term "Trouble at the Border."  This term meaning that along our pathway of intention, we will undoubtedly come across struggles that will try to block our way toward meeting our goals.  In business speak this could be translated to mean, our troublesome economy may be the "trouble at the border" that we currently must face and conquer in order to continue on our pathway of business success.

What hurdles are you facing today as a business owner?  What decisions or actions are you taking today to cross over the border of trouble.  Are you experiencing employee issues?  Are you addressing these employee issues or waiting for "chance" to make things better.  The crossroads we are experiencing today in our economy is not only a wake-up call for our country, but also for us as business owners.  Now is the time to assess your staff to make sure you have the right people on the bus.  (Excuse the over-used expression.)    As Maria Nemeth says in her book, " . . . any distress you experience in the face of difficulty is a measure of your courage as you move outside your comfort zone.  Addressing employee issues is uncomfortable for most business owners.  What steps can you take today to move you across the border and closer to your business goals?

http://www.amazon.com/Energy-Money-Spiritual-Financial-Fulfillment/dp/0345434978 

I recently had a conversation with a close friend who was involved in a lengthy job search.  At the time, it had been two weeks since his first interview and he had not heard back about his status.   Hearing this, a few more of our friends began to rant about how frustrating it is to wait to hear back from employers.  Obviously, I recommended that my friend call and follow up on the job himself.   However, he had a right to be frustrated.  Employers should follow up with candidates post-interview, or at least tell them what to expect in the following days or weeks.

Although it may not be a requirement, candidate follow-up is common courtesy.  Many employers may contend that they don’t follow up because they don’t know how long the process will actually take.  And while this is often true, we at Safari Solutions have found that any news is better than none.  This means it is better to call a candidate after a week and tell them that you do not have an answer for them, rather than not calling at all.  Often times, the candidate simply wants to hear whether they are still being considered or not.  If you know that you are going to pass on a particular candidate, it is best to let them know right away.  Furthermore, waiting too long for follow up is very risky, as you take the chance of losing qualified candidates the longer you wait. 

The best solution is to give the candidate a rough timeline during your interview.  Tell them that while you do not know how long the process will take, you will call them within a couple of weeks to keep them updated. And be sure to call.  Also, encourage the candidates to contact you if they are wondering about their status.  While it may seem like more work for you, your candidates will appreciate the extra time and effort.

Avoid spending too much time and energy stressing about a potential layoff at your company.  Instead, spend your time on things you have control over.  Read on for some strategies on how to show your manager the value you bring to the company, planning for the possibility, and ways to manage the stress.

Layoff Worries? Five Conversations You Should Have

Preparing for a Layoff

8 Tips for Staying Stress-free in a Tough Economy

Check out the newest addition to Safari Solutions’ website.   We have added a page of Job Search Tips for candidates.  While our expertise is more on the recruiting side than the job search side, we have a few ideas to help make your job search easier.

Safari Job Search Tips

Today I’m looking forward to my weekly ritual of visiting the Ale Emporium for dinner with a group of my closest friends.  Sure, the weekly gathering started because a $7 steak dinner with all the fixings is hard to beat.  However if it wasn’t for the deal we would still get together for the conversation.  The staples of our get togethers are the usual taboo subjects: sex, money, politics, and religion. 

But we also spend a lot of time discussing work, career paths, and the entrepreneurial inklings that so many of my friends have.  Most of our talk is just talk, with little desire for it to turn into reality, but every once in a while an idea comes along that really does have teeth and could be plausible, even if we don’t win the lottery.  Which leads me to the question I have for all of you…what took you over the edge?  Why or how did you go from talking about the idea for your business to living it? 

As a small business owner, have you ever found yourself scrambling to fill a position?  If you answered yes, then you are definitely not alone.  At Safari Solutions, many of our clients have dealt with the same situations.  Perhaps you recently had an employee quit.  Or maybe business is picking up, and it is way past time to hire that extra accountant.  At this point, it may seem more important to get an employee in the door ASAP.  However, in your rush to fill the position you may be making a huge hiring mistake.

Making a rash hiring decision can be very dangerous.  It is essential that you put every candidate through a complete hiring process.  While the process as a whole can be expedited, don’t skip out on important components such as interviews, background checks, and references.  It’s also important to “stick to your guns” if you have uncover any red flags about a candidate.  For instance, you may find yourself wanting to overlook a candidate’s recent job hopping because they can start next week.  However, will you really feel comfortable that the candidate will stick with your company in the long run?  Strictly adhering to a set hiring process is the best way to ensure that you are making the best possible new hire.

Let's assume you own a business that is actually performing OK in this economy.  Perhaps you may not be meeting your targeted stretch goals, but still moving along well with decent profitability.

So, what do you do with respect to investing in growth activities?  Are you willing to invest in people who can continue to increase revenues, increase productivity, or who can reduce your workload so you can stay focused on high impact activities?  It may be risky to hire key talent in the turbulent time, but what are the risks if you sit on the sidelines?

Warren Buffet has said with respect to financial investments, "Be fearful with others are greedy, and be greedy with others are fearful."  http://www.nytimes.com/2008/10/17/opinion/17buffett.html?_r=1&oref=slogin
 

Might this philosophy also apply to hiring?  This might just be the best time for companies to invest in people.  As a business owner . . what do you plan to do with this opportunity?

New employees, managers and peers, can change the dynamics within an established office environment.  The first few weeks can be an adjustment time for both the existing personnel and the new team member.  Read on for tips and strategies to help ease this situation.

Coping With New Bosses and Co-workers

Getting Along With A New Co-worker

I hate to add to the frenzy of economic panic that is going on, however, I saw this article today and thought it is relevant to business owners that are not facing layoffs as well.  The points that Elizabeth Stahl makes about downsizing can be carried out into many other areas of business, especially hiring.  While friends and family can be great sources of potential employees, it is important that entrepreneurs do not make hiring decisions emotionally or based on your relationships.  Small business hiring practices can often be unstructured, however it is best to put people that you know personally through the same kind of hiring process you would for other candidates.  Jumping to the assumption that someone will be a good fit for your business because you like them can lead to business issues that can cost you significant money and personal issues that could cost you the strong relationship you enjoyed before.  Best to take the time to thoroughly explore the possibility of altering the relationship before you take the leap.  And if you feel like you need an impartial third party recruiting specialist to help you make the decision, give me a call.

As recruiting consultants we get a chance to work with a myriad of small companies, business owners, and professionals. Because of this we also get a chance to observe the various ways companies function and the processes/systems they employ when trying to accomplish a goal. One of the biggest tips I think I could give any company looking to bring a new team member on board is to let one person be the key person in running the hiring initiative. When there are too many people involved in the early decision making process it becomes very difficult to complete simple tasks such as deciding which candidates to move forward with and coordinating schedules to arrange interviews. If one person, or a small team, is given the responsibility of running the process for their company, they can narrow their choices to the final few quality candidates, that can then be introduced to the group at large or important decision makers.

At Safari Solutions, there are two facts that we have learned about candidates:
1. they are unpredictable, and 2. they lie. 

While this isn’t true for all candidates, it is the case for some.  This is also true for candidates regardless of which field they come from, or level of professionalism or education they possess.   It’s also hard to distinguish the honest candidates from the dishonest.  However, there are steps to take to protect yourself and business from such candidates.  So, how do you determine if your candidate is honest and trustworthy?

Although you can never really tell if a potential hire is going to fit, looking into their background is surefire way to learn more.  Employment experts estimate that 30 percent of all resumes contain false or exaggerated information.  Furthermore, you’ll be hard-pressed to find a candidate who admits to performing poorly at a previous job.  It is up to you as an employer to uncover this information.  You can do so in two ways. The first is to run a background check to check on previous criminal behavior and verify certifications.  A second way, and a step that is often skipped, is to check references.  

Prior to checking references, always be sure to have your final candidates fill out a Reference Check Release Form, as some employers may require approval before divulging  information.  At Safari Solutions, we recommend checking at least three references before extending an offer.  When speaking to the references, make sure to bring up any questions or red flags you have about the candidate.  And most importantly, listen closely.  While what you learn may not influence your hiring decision, it may be useful from a management perspective as you work with your new employee.