April 2006 Newsletter

 In this issue:

How to Manage the War for Talent (Part II)

In our last issue, we told you about some of the trends molding today’s job searches and employee hiring:

How power networkers use social networking sites such as Facebook and on-line directories such as LinkedIn to stay connected.

How the technologically savvy use ZoomInfo, an online service, to gather information about themselves into professional profiles, developing and guiding their professional lives.

And how employers, can access these networking and reputation management sites to glean information about job candidates…and to give themselves a leg up in the war for talent.

On-line Job Services Give Employers Hiring Control

Many companies (more than 20% of the Fortune 500) subscribe to ZoomInfo to streamline filling a job opening. Many use Mkt10. These on-line companies conduct power searches to find people with specific certifications or affiliations, or people that have worked at specific places. And both force candidates to state their skills and interests honestly allowing employers to find qualified matches.

Using these and similar services, employers no longer need to wade through a lot of information or sift through a pool of unemployed or dissatisfied candidates. Instead, they—and you—can look for top performers who already are doing well.


Now, clearly, this means you will be looking at these top performers in another company. But don’t kid yourself. While you are looking into your competitors’ windows, they are peeking into yours.

So if you aren’t already attracting and keeping star employees, you’d better work hard to figure out how to do that. And considering today’s Internet-speed communications, you’d better figure it out fast. Here are a few tips to start you down that road.

Tips: Retaining Peak Performers

Does it surprise you to learn that 43% of working Americans hold positions other than those they trained or were educated for? Or how about this? Given the opportunity, 67% of the American workforce would change jobs tomorrow. In other words, seven out of 10 employees are not fully engaged in or enjoying their jobs.

What about employees in your organization? Are they engaged and productive? If not, how can you meet these challenges? How can you retain your peak performers?

Here’s a start:
  1. Begin by making it a priority to know what motivates your people.
    • What will increase productivity? Bonuses? Contests? The answer lies with each employee.
    • What is the motivation source for your employee? Is she self-motivated or does she need motivation from others? There is no universal style, find out what works for them.
    • How does he respond to job-related stress? Frustration? Workplace conflict? Minimizing stress improves performance.
  2. Work hard to build and maintain effective teams. Effectivenss leads to better results.
  3. Make delivering world-class customer service a priority—for everyone! (Your employees are your customers, too.)
  4. Give objective management feedback. If they don't know what to fix, how can they improve? Manage expectations.

These are just a few building blocks of a successful workforce, but from them, you can see, there are no simple answers. Each step takes a great deal of effort, but each is vitally important. If you implement each carefully, you will find that:

  • Turnover will decrease.
  • Hiring costs will diminish.
  • More hires will become “top performers.”
  • Your business will become more profitable.

If you don’t put forth the effort,

you just may be dead in the water…or on the talent war’s battlefield.

MGA can help you better source, attract, evaluate and retain the best.  When you put people in jobs where the demands match their abilities, the stimulation matches their interest and the cultural demands of the job match who they are:

"Turnover drops and Productivity rises dramatically"

Watch for my next issue on how HR can better create value!!!

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