I’ve been writing in my company newsletter for months that I think the economic recovery will be led by a very dynamic hiring environment. Not necessarily lots of new job creation, but lots of changes and movement at the executive level. (E-mail me for a copy of my latest take on this).
Recently, other news reports and hiring experts have been echoing these thoughts. Here’s some key examples with links:
Wall Street Hiring
Google Hiring
Retailers Hiring
Hiring Guru Lou Adler on expected hiring pace in recovery (due to current dissatisfaction)
TalentRise Survey on employer expectations
The “A” players are now overworked, underpaid, and underappreciated! If all of “us” hiring experts are right, now is the time to make plans to ensure you get the people you need, before other companies grab them first.
Showing posts with label staffing. Show all posts
Showing posts with label staffing. Show all posts
Saturday, October 10, 2009
Wednesday, March 4, 2009
Top 8 Reasons an “A” Player Will Work for You
Whether you are trying to hire for a new position, replacing a “B” or “C” player on your team, or just want to hang on to the stars you have now, here are the key reasons why top performing people will come to work for you or continue to work for you:
Inspiration: They are inspired by your vision and your leadership.
Impressed by Plans: They see you have a business plan, and they are impressed by it. They are also impressed by how you have translated the company’s plan into an individual plan with SMART objectives, for them.
Challenge: They see the challenges, and want to be part of your team to address the exciting opportunities.
Believe in Potential: They see the desired outcome, and believe the company can succeed.
Big Hit OR Security: If you have an emerging growth or start-up company, they can appreciate the chance for a big hit (equity play), or if you are a well-established company, they appreciate the stability and security you offer.
Ability to Make a Difference: You have spelled out the impact that each individual can have, and each person understands his/her contribution to your results.
Culture Feels Right: They fit in; they understand what the environment is about, and it works for them. This usually means open communication and no politics!
Compensation: This is last on the list, because if all the other factors are in place, it won’t be the primary motivator. Keep yourself market competitive, and provide incentives for good performance, and people will feel they are treated right.
Inspiration: They are inspired by your vision and your leadership.
Impressed by Plans: They see you have a business plan, and they are impressed by it. They are also impressed by how you have translated the company’s plan into an individual plan with SMART objectives, for them.
Challenge: They see the challenges, and want to be part of your team to address the exciting opportunities.
Believe in Potential: They see the desired outcome, and believe the company can succeed.
Big Hit OR Security: If you have an emerging growth or start-up company, they can appreciate the chance for a big hit (equity play), or if you are a well-established company, they appreciate the stability and security you offer.
Ability to Make a Difference: You have spelled out the impact that each individual can have, and each person understands his/her contribution to your results.
Culture Feels Right: They fit in; they understand what the environment is about, and it works for them. This usually means open communication and no politics!
Compensation: This is last on the list, because if all the other factors are in place, it won’t be the primary motivator. Keep yourself market competitive, and provide incentives for good performance, and people will feel they are treated right.
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