What is “Employee Brownout”?

It’s tough to retain employees in the workforce today. We’ve all heard the common phrase, “employee burnout”. It’s when employees become disengaged, overwhelmed, and ultimately leave to pursue something new. It comes quickly. It can be predicted based on poor work performance, lack of motivation, and clear disengagement with their job.

But did you know there’s something referred to as “employee brownout”? Dr. Travis Bradberry explained that brownout is when “interest in their jobs slowly dissipates”.  On the surface, an employee may seem perfectly fine: they put in the hours, work hard, and continue to contribute to the team.       Read More

The Key to Getting Results

Key to Getting Results

Einstein said, “Insanity is doing the same thing twice and expecting different results.”

In today’s environment, hiring can be a complex process. Sometimes it can be overly complicated to the point that you may not be sourcing qualified candidates and find that you’re consistently revisiting filling the same positions. That is the definition of insanity!

To rephrase what Einstein said, “every system is designed to get the results you get.” So, is your system productive?       Read More

Hiring in the Digital Age

Generations to come will be digital natives and even hiring practices are becoming more digital. One out of two working-age adults in the United States have registered for websites centering on hiring liked LinkedIn and Career Builder.

Today’s job seeker can see opportunities everywhere. If you have an opening and take too long to respond or make it difficult to apply, they’ll quickly pass it up for another job opening.  This is only the first problem many employers are experiencing with the digitalization of the hiring process.       Read More

The Entrepreneurial Mindset

Today, to grow your business further and faster, you need to have an entrepreneurial mindset.

Entrepreneurs are successful at growth. They are constantly growing in three different areas: strategy, execution, and mindset. Each element is important as success lies at the intersection of these three.

  1. Strategy– Too much focus and attention on the wrong stuff creates wasted energy. Entrepreneurs take time to learn, understand, and internalize what will create success.
  2. Execution– Entrepreneurs are highly successful at working hard and also working smart.
  3. Mindset– This is the hardest to understand. Mindset is what internally motivates you.

Entrepreneurs are successful because they know who they are, what they are capable, and what they deserve- and they aren’t willing to settle for less resulting in successful behaviors.

Most people will lack one of these skills. The trick is to surround yourself with people that can elevate the skills we are lacking.       Read More

The Art of Rejection

Whether it’s a prospective candidate or current employee, rejection isn’t easy. We’ve all felt rejection at one point in our life, and it often feels like a swift punch to the gut. Rejection in Latin means “thrown back”. When we are rejected, we can feel pushed back in the opposite direction of which we thought we were headed.

The reality of life is that rejection will form a part of it.

It is even harder to be the “rejector” over the “rejectee”.  But there are a few ways that we can soften the blow and keep the relationship intact. You never know – the person you rejected may be someone you need further down the line.       Read More

Reasons Companies Hire the Wrong Person

No business owner wants to hire the wrong person for the job. Deciding on a recruiting method, whether it be internal recruiting or seeking an external search firm, can be daunting with the amount of choices available.  In the end, hiring the wrong person can cost a company thousands of dollars in wages and training time.

“80% of employee turnover is due to bad hiring decisions.” – The Harvard Business Review

What is the general culprit for poor hiring decisions? Recent studies have found, besides poor job performance, the culprit in poor hiring lies in a poor skills match- or a disparity in the candidates’ skills compared to the job description.  The job description is a critical document that needs to formally detail responsibilities, skills, and competencies a hiring manager seeks.       Read More

Recruiting Recipe – 10 Key Ingredients

Many of your recruiting headaches can be alleviated with a well-designed process. Similar to following a popular recipe, if you properly prepare and have the right key ingredients, you’ll likely achieve a desired outcome.

“Prep things in advance so that you don’t have to cook everything at the last moment.” – Wolfgang Puck

Here are 10 key ingredients for a successful recruiting recipe:

  1. Make sure the candidate experience reflects your brand. Develop a process for handling replies to application, feedback from interviews, milestone dates for the interview process and a fill by date. Reply to EVERYONE, even those who are not a fit.
  2. Courtship is important. Many candidates have options in this economy and they will gravitate towards the organization where they feel “Desired” or “Wanted”.
  3. Make sure the job description accurately reflects the position and responsibilities. Get consensus with the managers and departments this position interacts with.
  4. Confirm compensation is “current”. This is imperative for any organization. If the salary structure gets out of sync with the overall labor market, a company may find itself paying employees too much and needlessly increasing operating costs; or paying employees too little and having difficulty attracting and retaining talent.
  5. First impressions are important. Be mindful of your interview process and how it is perceived by your target recruits. Have a brief introductory call to explain what the interview process will look like.  Upon hire, assign a mentor or buddy. Have a checklist of everything they will need on their first day: computer, email, business cards, documents needed for processing paychecks, etc.
  6. If possible, choose a title that will attract the right level of experience. Candidates are attracted to opportunities that could lead to the next logical step in their career.
  7. Know your niche and likely targets. Look at sites like LinkedIn to identify competitors that employ your target candidates. When looking at profiles, consider their prior employers, look at relevant groups. Look at industry specific job sites like Dice.com or CareerBuilder. You can also consider recruiting firms that support your industry.
  8. Follow up. Candidate’s situations frequently change beyond your knowledge. Develop a process to follow up with your target audience to make sure your position is known by as many potential fits as possible.
  9. Know your strengths and acknowledge your weaknesses. Ask yourself the question: why would highly qualified candidates want to come here and work? What makes your company any different from your competitor down the street?
  10. Avoid an offer rejection. Confirm what the candidate is seeking before you make a “formal offer”. A consultative pre-close conversation can save you time in back and forth negotiations. Don’t forget about counter-offers.

No matter how great your technology and services are, your company will need people to ignite the ideas and passion that can help it reach its full potential. As executive search experts, we’re passionate about helping companies achieve their organizational goals.       Read More

Are You Proactive or Reactive?

There are two different leadership styles that are prevalent in the workplace: proactive and reactive.

These strategies differ in the way they tackle management problems and their approach towards planning.

Motivational speaker Craig Harper explains it best: Reactive is, “I’ve got massive chest pain and pins and needles down my arm. Maybe I’ll go to the doctor.” Proactive is, “Even though I have no symptoms, I want to live a long, healthy life so I have embraced the lifelong habits of healthy eating and regular exercise.”

Proactive management is a strategy that plans for the future. A proactive leader recognizes potential problems and focuses on preventing them before they arise. They also believe in envisioning the future and working towards achieving it.       Read More

Earn Your Employees: Increasing Employee Engagement

The term “employee engagement” has been thrown around the workplace for years. The Gallup Management Journal reported that employee engagement has barely budged the last couple of years. Statistically speaking, only 32% of the workforce are involved, enthusiastic, and committed to where they work. That means 68% of the workforce is genuinely disinterested with their job.

How does that effect the success of business, job turnover, and the workforce? Greatly, especially in a job market where employees are constantly on the lookout for better opportunities, better perks, and overall better jobs. Employers must work even harder to keep their employees.       Read More

Recruiting the Emotional Intelligent Candidate

For years, many people associated having a higher IQ with a person who outperformed others mentally. People with higher IQ’s have indicated a better ability to learn and understand than lower scores. As an employer, there’s no doubt that we want smart people working for us.

But anymore higher IQ’s aren’t the only factor contributing to success. Emotional intelligence (EI) tests have shown that people with average IQ’s outperform those with higher IQ’s throwing a curve ball to the assumption that IQ was the sole source of success.       Read More