12 Questions to Measure Employee Engagement
- Author: Amitai Givertz
- Posted: July 31, 2007
- Category: Employee Retention
- Tags: Employee Retention, Recruiting by Numbers
- Comments: 0
Recruiting by Numbers: Tuesday, July 31st, 2007
- Do you know what is expected of you at work?
- Do you have the materials and equipment you need to do your work right?
- At work, do you have the opportunity to do what you do best every day?
- In the last seven days, have you received recognition or praise for doing good work?
- Does your supervisor, or someone at work, seem to care about you as a person?
- Is there someone at work who encourages your development?
- At work, do your opinions seem to count?
- Does the mission/purpose of your company make you feel your job is important?
- Are your associates (fellow employees) committed to doing quality work?
- Do you have a best friend at work?
- In the last six months, has someone at work talked to you about your progress?
- In the last year, have you had opportunities at work to learn and grow?
Source: Workforce Management
8 Steps on Leadership by Example
- Author: Amitai Givertz
- Posted: July 30, 2007
- Category: Business Matters
- Tags: Leadership Training, Management, Recruiting by Numbers
- Comments: 0
Recruiting by Numbers: Monday, July 30th, 2007
- Model the behavior you want to see from others.
- If you make a rule or design a process, follow it, until you decide to change it.
- Act as if you are part of the team, not always the head of it.
Help people achieve the goals that are important to them, as well as the goals that are important to you. - Do what you say you’re going to do.
- Build commitment to your organization’s big goal.
- Use every possible communication tool to build commitment and support for the big goal, your organization’s values and the culture you want to create.
- Hold strategic conversations with people so people are clear about expectations and direction.
- Ask senior managers to police themselves.
Susan M. Heathfield, How to Walk Your Talk
That was the week that was…
- Author: Amitai Givertz
- Posted: July 29, 2007
- Category: Recruiting
- Tags: Archives, Blogs
- Comments: 0
Week ending July 27, 2007
A round-up from the recruiting industry’s group blogs, portals and individual archives:
John Sumser’s “Take Five” on Recruiting.com:
Monday: Five News Off the wires
Tuesday: Five Items Workforce Planning: Getting Really Hot
Wednesday: Five [More] Items Respectance, a social network for people who have passed away
Thursday: And Another Five Items On the Web, Everyone Knows Your Reputation
Friday: Five Views The Recursive Nature of Recruiting Blogs
“News to Peruse” on The Recruiting Network
Monday: SuccessFactors goes for an IPO
Tuesday: Indian head hunters search for elusive talent as jobs, salaries increase
Wednesday: Earnings Up By Improving Talent Management Function
Thursday: Generation Y HR Professionals Entering Workforce
Friday: Workstream Gets $20M Financing
“Recruiting by Numbers” on Bells & Whistles
Monday: 10 ways to get a grip on your e-mail
Tuesday: Talent Management: Ten Tips Checklist
Wednesday: The Ten C’s of Employee Engagement
Thursday: Employee Engagement: Eight Key Drivers
Friday: Five Steps to More Effective Diversity Recruiting
Five Steps to More Effective Diversity Recruiting
- Author: Amitai Givertz
- Posted: July 27, 2007
- Category: Recruiting
- Tags: Diversity Recruitment, Recruiting by Numbers
- Comments: 0
Recruiting by Numbers: Friday, July 27th, 2007
- Build a diversity message into your recruitment brand
- Demonstrate the diversity of your organization
- If you aren’t where you want to be in terms of diversity, say so
- Invest in education
- Give back to the community
Karen Hildebrand, WetFeet, Inc.
Employee Engagement: Eight Key Drivers
- Author: Amitai Givertz
- Posted: July 26, 2007
- Category: Employee Retention
- Tags: Recruiting by Numbers
- Comments: 0
Recruiting by Numbers: Thursday, July 26th, 2007
- Trust and integrity – how well managers communicate and ‘walk the talk’.
- Nature of the job –Is it mentally stimulating day-to-day?
- Line of sight between employee performance and company performance – Does the employee understand how their work contributes to the company’s performance?
- Career Growth opportunities –Are there future opportunities for growth?
- Pride about the company – How much self-esteem does the employee feel by being associated with their company?
- Coworkers/team members – significantly influence one’s level of engagement
- Employee development – Is the company making an effort to develop the employee’s skills?
- Relationship with one’s manager – Does the employee value his or her relationship with his or her manager?
Patricia Soldati, Employee engagement: What exactly is it?
The Ten C’s of Employee Engagement
- Author: Amitai Givertz
- Posted: July 25, 2007
- Category: Employee Retention
- Tags: Recruiting by Numbers
- Comments: 0
Recruiting by Numbers: Wednesday, July 25th, 2007
- Connect: Leaders must show that they value employees.
- Career: Leaders should provide challenging and meaningful work with opportunities for career advancement.
- Clarity: Leaders must communicate a clear vision.
- Convey: Leaders clarify their expectations about employees and provide feedback on their functioning in the organization.
- Congratulate: Exceptional leaders give recognition, and they do so a lot; they coach and convey.
- Contribute: People want to know that their input matters and that they are contributing to the organization’s success in a meaningful way.
- Control: Employees value control over the flow and pace of their jobs and leaders can create opportunities for employees to exercise this control.
- Collaborate: Studies show that, when employees work in teams and have the trust and cooperation of their team members, they outperform individuals and teams which lack good relationships.
- Credibility: Leaders should strive to maintain a company’s reputation and demonstrate high ethical standards.
- Confidence: Good leaders help create confidence in a company by being exemplars of high ethical and performance standards.
Source: The Ivey Business Journal
Talent Management: Ten Tips Checklist
- Author: Amitai Givertz
- Posted: July 24, 2007
- Category: Recruiting, Talent Management
- Tags: Recruiting by Numbers
- Comments: 0
Recruiting by Numbers: Tuesday, July 24th, 2007
- Clearly identify the requirements of any job you are trying to fill.
- Work with HR to ensure that your job posting is appropriate.
- If you are hiring a person for your team, conduct a mini gap analysis to identify competencies and skills you would like to gain with a hire, in addition to minimum qualifications for the job.
- Don’t make a hiring decision based only on one competency, such as technical skill.
- Leverage, where possible, existing tools to get the most potential (and qualified) applicants available.
- Leverage those same tools to filter unqualified people from the hiring process.
- Provide consistent on-boarding for each new hire.
- Implement solid leadership training for management in your organization.
- Provide assessments of competence for employees and managers regularly, with action plans for improvement.
- Find your replacement, hire people smarter than yourself.
Darin E. Hartley, Digital Beat: Talent Management Tools
10 ways to get a grip on your e-mail
- Author: Amitai Givertz
- Posted: July 23, 2007
- Category: That's Life
- Tags: Recruiting by Numbers
- Comments: 0
Recruiting by Numbers: Monday, July 23rd, 2007
- Send less.
- Quit boomeranging.
- Stop - then send.
- Be polite, up to a point.
- Schedule live conversations.
- Strengthen your subject lines.
- Structure matters.
- Save purposefully.
- File smart.
- Coach - or suffer.
Anne Fisher, CNN Money
That was the week that was…
- Author: Amitai Givertz
- Posted: July 21, 2007
- Category: Recruiting, Blogging
- Tags: Archives, Blogs
- Comments: 0
Week ending July 20, 2007
A round-up from the recruiting industry’s group blogs, portals and individual archives:
John Sumser’s “Take Five” on Recruiting.com:
Monday: Five Gems Of varying carats
Tuesday: Five Easy Pieces The Next Big Thing: Why Web 2.0 Isn’t Enough
Wednesday: Today’s Five The Age of Self-Promotion
Thursday: Five Goodies On the Web, Everyone Knows Your Reputation
Friday: Hi Ho Roadshow Jobs of the future, #1: Online Community Organizer
“News to Peruse” on The Recruiting Network
Monday: Recruiting Filipino Teachers
Tuesday: Benchmarks for Hiring and Staffing Efficiency
Wednesday: CareerMetaSearch.com ups the ante
Thursday: Top Employers: Women in Power, Women in PINK
Friday: Shortage of Talent A Critical Condition For Pharma, Biotech
“Recruiting by Numbers” on Bells & Whistles
Monday: Ten Tips for Recruiting High Flyers
Tuesday: 15 Steps on How to Welcome Your New Employee
Wednesday: Ten Simple Tips to Make a Great Recruiting Website
Thursday: The Top 10 Hiring Mistakes
Friday: The 4 Deadliest Onboarding Mistakes
The 4 Deadliest Onboarding Mistakes
- Author: Amitai Givertz
- Posted: July 20, 2007
- Category: Recruiting, Employee Retention
- Tags: Recruiting by Numbers
- Comments: 0
Recruiting by Numbers: Friday, July 20th, 2007
- Trying to cram 20 hours worth of information into four mind-numbing hours of orientation.
- Running a slipshod, “fly by the seat of your pants” program, believing that doing so has no negative impact.
- Making your new hire orientations as dull as watching paint dry.
- Using the “sink or swim” approach to onboarding.
David Lee, ERE
Next Page »
