Latest Posts

Finding the Best in Your Field

Identifying the best in a functional field is easier than you think. If you are targeting the very best in a field to recruit expect them NOT to be active job seekers. Also assume you are going to have to build a long term ‘relationship’ with them in order to get them to work for you. there are no secret stars in …

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Retention “ToolKit” – 63 retention tools and tips you can use tomorrow

I was speaking at an International Institute for Research seminar last week (they are great people) and my Retention Tool kit got a good response. Here it is in checklist form. Retention “ToolKit” 63 Retention Tools And Tips You Can Use Tomorrow Measure and reward managers (teams) for attracting, developing and retaining the best.Identify and fix bad managers.Treat people differently …

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Post-Exit Interviews – More useful than exit interviews

Expect to find a significant difference in the answers you get from post-exit interviews/questionnaires (as opposed to traditional exit interviews) because: Individuals are less emotional 6 months later.They have had time to reflect and compare “us”to their new situation.And they no longer have the need for a “good”reference from their manager “restricting” their answers. Note: Have a process in place …

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Stop doing job descriptions – an irreverent look at job descriptions

No, everyone doesn't use Job Description (JD's). I know several hi-tech firms that don't have them and are proud of it. Now they do have "thought up on the run" one paragraph recruitment postings but, these show no measurable-- irreverent look at job descriptions--correlation to the final hiring criteria, which by "Hi-tech law" (at least in the Silicon Valley) MUST be made up during the interview process. (apologies in advance to the three-letter computer company that let me in on the "secret ") :-)

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HR Program Evaluation Template – 360° Feedback

Increased feedback and multi-source feedback results in a change in management behavior and an increase in performance. Theoretically, anonymous feedback is more open and honest then one-on-one feedback. The assumption is that honest feedback changes management behavior faster than restricted feedback.

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