Unemployment Voodoo?

I know we’ve all heard how bad the economy is and that the unemployment rate is high.  We go month to month watching the Bureau of Labor Statistics ebb and flow.  What most people don’t hear or understand is that unemployment in most parts of the country for those 25 years and older with four (4) or more years of college is at or slightly under four percent (4%) today.  That number is considered to be FULL EMPLOYMENT in any economy.  That means that most US employers; at least those who are filling new openings; who are replacing positions because of attrition; are screaming for talent and clawing to keep the good talent that they have.  An engaged; committed and highly valued work force is going to be the secret of companies who thrive in this time.

We should see a significant shift in how employers approach retention in the future – at least those companies who want to survive the economic winter we seem to be having.  Management development; leadership training, careful new hire on-boarding and internally helping A and B players manage their careers so they are engaged, feel refreshed by their work and valued in their contribution is key.  So, think about what you are focusing on next time you hear the numbers.

 

Happy and healthy hiring.  One great client and one great candidate at a time.

 

Lynden

www.nextiteration.net

www.captivatingcareer.com

Great Hiring Requires a Great Story

PERFECTJOBLAND?

Once upon a time, in  the kingdom of PERFECTJOBLAND, there was a company, hospital or medical practice that was hoping to hire best talent.  However, in PERFECTJOBLAND there was an extreme shortage of able and well trained talent to hire as new employees.  There was such a need for those people, but they weren’t to be found high nor low.

Everyone knew what type of talent they had; what kinds of people they wanted to hire; but only some of the companies had information available about themselves and why employees might want to work for them.  Worst off, the only way to reach out to a company was complicated and confusing.  For those who were currently employed, it was scary.

So, all through the Kingdom, it was decreed – if you want good talent you have to tell a great story about who you are and why you are good to work for – highlighting some of your top performers so people who are interested can learn more and be approached without it being scary.  It is the story that engages the imagination of your next good hire.  Consider learning how to tell your stories anew:

The secret to assuring great talent comes your way is…….to change up your game.  What are you going to do to assure your company, hospital or medical practice tells a good story so that the story can be heard?  Think about it.

Success by design.  One great client and one great company at a time.

Happy and Healthy Hiring.

Lynden

www.nextiteration.net

www.captivatingcareer.com

http://recruitinginhealthcare.wordpress.com/

Leadership Beware – Your Employees Are Itching for a Change

Leadership Beware – Your Employees Are Itching for a Change

In the recruiting and staffing industry there are a number of luminaries who are projecting a “hiring tsunami” in the near term.  I am inclined to agree that there is growing optimism and confidence in some sectors about work and growing the workforce again.  However, not all companies are loosening their belts quite yet.

A recent Conference Board Employment Trends Index Report was issued on June 6, 2011.  Says Gad Levanon, Associate Director, Macroeconomic Research at The Conference Board: “Declines as we’ve seen in the Employment Trends Index in the last two months are usually associated with a slowdown in job growth. We expect moderate job growth to continue, but it is becoming clear that employers are reacting to the growing uncertainty in the U.S. economy by slowing down hiring.”

In May, the number of advertised online job openings was 4.5 million vacancies continuing a positive trend this year, again according to the Conference Board.  So, companies beware.  If you have less than satisfied employees know that they are looking and there is plenty of selection.  Truth be told, they are looking if there is a significant gap between where they are with their career and where they want to be.  From a productivity perspective, employers in this economy have coaxed significant results out of those who do have jobs – many times with great results and other times with employees feeling like they are in “survival” only mode.  And, in companies that have not done well creating a supportive culture those employees are the ones who are at greatest risk of jumping ship given the right opportunity.

I would suggest that companies who’ve learn to coax and harness employee passions with regard to meaningful work; who help employees create realistic, achievable performance goals, and who effectively balance the incentive of money are those who do best at keeping their most important asset – the people that they already have.  Employee retention will be key to those companies who are most successful in the future.  Also key will be effective on-boarding for new employees, but that is another topic for another day.

Happy and healthy hiring.  One great client and one great new employee at a time.

Success by design.

Lynden

www.nextiteration.net

www.captivatingcareer.com

Changemasters – Successful Job Seekers Moving to a New Community

I’ve been thinking about a recent hire that I assisted one of my clients to make.  It was a challenging search in an industry where I don’t usually work much, but I really enjoyed the candidate.  Most importantly, my finalist was solid.  This was an under-the-radar job seeker.  He was open to opportunity but could afford to be selective and was.

I think what impressed me most, was that from the moment we first spoke he was ready to embrace change.  Of course as is usually true the reality of making a change really set in after the on-site interview and the weekend he spent “looking around” in the community where he now lives.

Eager for something new, but cautious, I fed his need to be thorough in exploring all his options. As you might expect one of the biggest worries for him was what he would do with his current home.  If you aren’t familiar with Home Fair…check it out www.homefair.com  This site is filled with cost of living information; gives you the ability to compare community to community and has reports about the schools in the area.

This finalist candidate was all over the information and it has allowed him to make some challenging but appropriate decisions that make his career advancement make sense for him.  I’m glad that it worked out.  The ability to embrace change and to use resources like Home Fair to enable good decision-making when in the midst of change are hallmarks of those who are destined to success.

Happy and Healthy Hiring.

One great client and one great candidate at a time,

Lynden

Lynden@nextiteration.net

www.nextiteration.net

www.captivatingcareer.com

Something Stinks? Musings on perfectionism

I admit it.  I am a recovering perfectionist.

You might laugh but this is a kitchen parable turned into work tale.  It all started when the full parmesan cheese shaker was missing.  I looked where I thought it should be and when I didn’t find it I assumed it had been used, emptied, washed and put somewhere to show up another time; I gave up looking further – assuming that it would surface.  Well, it did show up in the form of a really bad smell.  A house guest assisting with clearing the table one night had placed the container in a warm cupboard rather than back in the fridge.  Soon after, I was out of town for a few days and as time passed, nature took her course.  I found the shaker.  It had morphed into a really stinky reminder of why it is important to manage what is in front of you when it is in front of you.

I think I could have saved the cheese if I had been more focused on the moment, in this case clearing the table and enjoying my friend; and if I’d been focused on that single task rather than dashing off to manage  multiple projects on my desk and reports to prepare for clients.  The thought that I can do it all if only….consumed me, up until recently.  I am getting better at realizing that I’m perfect in my imperfection and it took something really stinking to remind me of this lesson.

We are so achievement-oriented that we often surge right by the true value of relating to what’s before us, because we think that accomplishing things will complete us, when it is experiencing life that will. –Mark Nepo

Previously, at work where I commit to a task or deliverable and discover that while my good intentions were appropriate and the completion time within grasp if something intervened my perfectionist tendencies hadn’t allowed me to develop a Plan B.  Then I’d find myself disappointed and potentially my clients might find themselves feeling that way too – which frankly stinks.

So, in my recovery I still commit to deliverables and being accountable for tasks and deadlines; however I am much more aware of the potential obstacles.  Rather than create too slim a margin or no margin for error I am being. More aware of what really is in front of me; moving through it and timely accomplishing and completing tasks with more joy in the doing.  Read that less stink and less denial – realizing the true value of what’s before me.  What about you?

Happy and healthy hiring.  Success by design.  One great candidate and one great client at a time.

Lynden

The Quit Rate?

A higher quit rate indicates confidence in the economy, according to Lou Adler (louadler@adlerconcepts.com) , a guru in the recruiting and staffing industry.  We’ve got lots of room to grow with this measure, but we also have a good start.

The higher the quit rate the more that people are thinking about change and are willing to embrace it.

Remember that taking a new job entails embracing risk – that of the new position as well as that of possibly relocating or refocusing effort. In a new job you are just that….NEW.  There is risk especially if the economy is flaky. But if the economy is starting to have solid legs – well then the risk of taking a new job is not so risky.

What this means for employers is that the quality of the talent rises.  For job seekers it means that more challenging openings will be available in the market but that there will be fierce competition for the job.  For recruiters it will mean that there will be more people who are currently employed looking for a transition.  All is good news.  All of it is following the pattern of “good” flow. A quit rate indicates confidence growing.  I’m glad to see it.

Happy and healthy hiring.  One great client and one great new hire at a time.

Lynden

www.nextiteration.net

www.captivatingcareer.com

Recovery – How’s Yours?

You may know that I live in Tucson, AZ. We are a small, big town.  What I mean by that is while we have a significant population in this area; this community is fairly tight and cohesive.  When the shootings took place here last month we were shocked and all grieved.  Everyone of us had a story or heard a story and felt something unsettling; we knew where we were when we heard the news and who told it to us; for some we were on our way to that area – this was our town.  For many it was “their Safeway” or “Walgreens” or or or.  A month later we celebrate the news about Representative Giffords beginning to speak http://www.npr.org/2011/02/10/133644854/Rep-Giffords-Regains-Ability-To-Speak This sign of her returning more to normal allows many here to breathe – some have been silently holding their breath.  Normal? Will we ever drive past that busy intersection and NOT think about what happened there?

What did you learn from the shootings?  How did you react?  What did you choose to take away from the event or asked another way what did you learn?  Did you reflect and ask yourself enabling questions to guide you and those around you to grow as a result of this?

If you are open to suggestion, here is a coaching moment – life is short and precious.  Take a deep breath and center yourself.  Think about your personal life and all the other roles you play.  Think about all the elements of your life and how quickly things can and do change.  In the interest of allowing the tragedy in Tucson to be a catalyst; ask yourself the following:

1)      Are you doing things daily that inspire and bring joy?  If no, why not? How could you do more of this either in your home or work life?

2)      Are your relationships where you want them to be?  For many on that January day their dialogue in this world ended.  Have you said what you want to say to those you care most about?

3)      Are you really doing things that create a sustainable impact?  At home?  At work?  Are there habits or things you’d like to change?  When will you make those changes?

4)      Do you know what you want to accomplish and are you on track?  If that answer is no or not like you’d like then ask what you will do differently?

5)      Are you part of the problem or part of the solution to the things that “bug” you.  How can you made more of your time, treasure or talents?

When bad things happen there is always the opportunity for them to cause fear.  However, what I’d like to suggest is that we instead allow the events to open us to introspection, self reflection and the chance to do even more in our lives than we might have been doing before.

Happy and healthy hiring.  One great client and one great candidate at a time.  Career success by design.

Lynden

www.nextiteration.net

www.captivatingcareer.com

Immigration and Avoiding Discrimination

Disclaimer – I am not an immigration attorney nor do I practice employment law, but I wanted to share a brief tidbit that I discovered recently which might be of interest.

When there is high unemployment, immigration policies are always under scrutiny.  One of the points at issue is whether hiring someone with a visa would preclude a citizen from getting a job.  Usually there are fairly stringent requirements demonstrating why hiring someone with a visa is allowed.  Visa job candidates are used to the intensive process of documenting their visa status; why they are a fit for the job; and why the job or job category is ok for immigrant status worker hiring.

Long story short, we are in an economy where scrutiny is high. However, employers need to be aware that not all immigration worker classifications are equal.  What I am referring to is the Green Card.  Recently there was a case settled where an employer included Green Card holders with other immigrant workers requiring them to submit updated documentation when their documentation expired.  But what happened here is that the employer was perceived to have “overreached” with the requirement that the Green Card holder produce updated documentation like other immigrant workers.

Why are Green Card holder’s different?  Hint: Green Card holders are considered permanent US Residents.  Hence, the answer is that like U.S. citizens, permanent residents are always authorized to work, regardless of the expiration of their documentation. The Immigration and Nationality Act (INA) prohibits employers from treating permanent residents differently than U.S. citizens in the I-9 process (a current visa documentation process).

Why should we care about this? It was determined to be a form of discrimination to treat the green card resident different than other US citizen residents. It is a thin line between discrimination and enforcement sometimes. So thoughtfulness is advised. It can be confusing if you have hiring responsibilities. Be sure you have good legal counsel versed in employment and immigration law to support you.

I also endorse seeking a certified and well trained recruiting consultant if you are working with a search/recruiting/placement/staffing firm who can help guide and consult with you as an employer about the hiring process.  Look for the CPC designation (Certified Personnel Consultant) or CTS (Certified Temporary Staffing Specialist). Men and women in the search and recruiting/staffing industries who have achieved the CPC and CTS designation(s) have committed themselves to a body of knowledge and ethical and professional standards including continuing education, and have studied the laws affecting employment in the United States and passed a national examination reflecting their command of this body of knowledge.

Happy and Healthy Hiring.  One great candidate and great employer at a time.  Career success by design.
Lynden
www.nextiteration.net
www.captivatingcareer.com

Passionate and Practical

OK, the New Year is here, and I’m over the moon!  You would be in lots of good company if you spent time in late 2010 looking inward reflecting on what is most important in your life, likely the people not the things. It is likely you’ve read at least one article or book, or listened to a seminar on the concept of following your passion in recent years.  It is commonly recognized that highly successful people usually love what they do; but also know what they “do” must be imminently practical.

Practical?   Huh?  Oh, applicable, appealing, perceived to be of service…that kind of practical.

I know introducing “practical” is a little like throwing water on the “passion fire” that’s just been reignited with the year end ritual of creating goals and objectives driven by your passions.   However, when it comes to your career or to running a business what you love to do has to fit in with the need and desire for others to benefit from your contribution or for others to avail themselves of your products and services.  If there is no need or perceived value for the product of your passion – you are headed for trouble.

AS you get your arms around the new year and its fresh 2011 sparkle, be courageous as you follow your dreams allowing what you love to drive your journey through life and career; just be sure to take along a little “practical” as you go so you can be assured of more success.

Success by design.  One healthy business, one happy client and one great new hire at a time.

Happy New Year – 2011

Lynden

On Second Thought

I had to laugh out loud. I spied in my overflowing inbox a message entitled: How to Manage Emotions Under Pressure. I wondered if my bulging inbox was bugged somehow. How could email vendors know that I had a less than elegant phone call with someone who I believed was an unskilled bumble head in a vastly remote call center over a screw up in a rush holiday order?
A wise good friend of mine, Charlotte Byndas, once coached me on “the second thought.” At the time I think she was offering gentle parenting advice. You too know all about the second thought, even if you think you don’t. It is the sane rational thought that follows the “what an idiot” judgmentalism that plagued my interaction with the call center attendant. The second thought is all about ‘managing emotions under pressure.’ It is all about breathing into our lives a moment of calm; calm enough to have a second thought.
Charlotte reminded me, that usually when we are in the flow of a conversation; it could be with anyone in our lives from bosses to kids that we most often speak what comes to mind first. Makes sense that we do that; we are busy and direct and trying to multitask often. However, if we are committed to moving closer to our objectives – in this case getting that holiday order where it needs to be by the date we need it – getting beyond my first thoughts is a wise strategy.
When we are clear about our intentions then it is easy to have the “breath” for a calm ‘second thought’. Our front of mind intention, like a protective cushion, helps us bounce our first thoughts in our minds long enough to let them float on by and then to have a ‘second thought’. I usually like my second thoughts much better. I also appreciate that by allowing myself to have second and even third or higher thoughts that I claim a calmer, more rational and intentional result. I preserve my moment of choice; infusing it with consciousness rather than sabotage by being aware of the coming ‘second thought’.
This is in my mind, a great example of success by design, making a conscious choice to have a second thought. Thanks Charlotte. This lesson works with both my daughter and in my personal practice.
Oh, and since I’m not done with my holiday shopping, know that I’ll be perfecting this in my next interaction some vastly remote call center attendant.
Success by design. One great client and one great candidate at a time.
Facilitating healthy hiring.
Lynden