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Answer Upon - How to Recruit a Fantastic Employee Using a 3 Step System, No One Knows!
GroupwareGroupware is a software package that manages the ad hoc collaboration needs of the Information Age of business.In an information age of business, new phrases describe new styles of business. The word used to describe today’s fast-paced business collaboration methods: ad hoc. In other words, though the ideal method of collaboration is thorough record keeping, deadlines and demands require rapid response. As emails and attachments are fired back and forth between parties, and edits and drafts are drastically saved on multiple drives and in multiple email boxes, document management becomes increasingly difficult.The invisible hand has swooped through the m
This is a science and very few people understand DISC profiles, yet alone how to match them to a role in a business. If you find it hard to trust people or rely on them, study DISC profiles.
Knowing people's DISC profiles is the most powerful management tool there is! Each profile needs to be managed completely differently. You'll manage them based on your own profile, which is great if they’re the same profile as you.
When you put all this information above together into one powerful advertisement you're on a winner. Great people are always out there in the market place, but they aren't usually unemployed. They're already working for someone feeling unappreciated or wanting a change or challenge.
Your ad has to make your business "attractive" to work for. If you don't make your business attractive you don't even get the phone cal
Are you considering taking your business bigger? The financial rewards can be massive. Your life will change overnight. If you are, have you considered the repercussions on your health, social life and personal relationships?For those who can cope have had a life of total luxury. The key is to have a solid plan that is difficult for you to deviate from. There are a number of elements to include in your plan.Have you ever imagined what it would be like to enjoy a business that returns you enough money to allow you to live on room service for the rest of your life?Check what you are now doingWhich position does your business fit into when considering your competit
Are you working long hours? Do you have few holidays? Would you like to grow your business, but you already work many hours and don't want to work any harder? This article is for you!
When it comes to recruitment there are 3 key points to understand. Business owners fail to understand these 3 points and wonder why they hired a person who doesn't do what they want them to do. Or, they work really hard for the first few days or week then their performance wains over time.
So let's look at the 3 points.
First, most people hire on experience instead of attitude. That's the first mistake business owners make. Instead, a better aspect to hire on is ATTITUDE.
The next aspect you need to hire people on is their personality type. Lastly you need to hire people on experience. Experience is a very poor third.
Let me go over each of these points to explain why this is all so true.
When you hire on attitude you're looking for the following traits in a person... willingness to learn, willingness to change habits, someone who is open minded, someone who is keen, positive in response to new ideas, willing to take on responsibility, has a good emotional state of mind nearly all of the time and someone who doesn't complain or criticize others.
What I have described are very powerful traits in a person. If someone has these traits they will be a very fast learner. They will have good self esteem and take pride in themselves and their work.
People are a mirror and if they like themselves and take pride in themselves they will with their work.
Unfortunately people write ads for recruitment that looks like they are recruiting for the army! They ask for qualifications, state areas of experience and hardly mention attitude at all. And the more you emphasise experience and qualifications the more you state you don't want attitude.
I've found the break even time of hiring an experienced person to one who has little experience with a fantastic attitude is about 4-6 weeks. In other words the new person with great attitude learns very quickly and keeps on performing better over time. While the experienced person's performance reduces over time due to any number of reasons.
Experienced people have their own way of doing things, their own habits and often can feel like they know as much you. And when that happens you often become dependent on them and that's when the trouble begins.
The advertisement must be carefully considered with little mention of experience. If you must hire a qualified person then state it in the ad, but then write other attitude type wording in the ad.
You can teach a person anything, fast if they have a great attitude, but you can't teach someone to have a great attitude.
The second aspect of recruitment is personality type. This is a huge subject, which I can't do justice here, but let me say 2460 years ago Hippocrates identified 4 types of personality so this isn't new! The 4 personality types are now known as DISC profiles.
DISC profiling gives incredible insight into matching roles in a business to personality type. Sales needs a very different personality type to production. DISC profiles give you incredible insight into a person's natural strengths and weaknesses in a work environment. Everyone has both.
When you write your recruitment ad with the descriptive aspects of the DISC profile you want based on the role in your business you then attract the person you are looking for.
This is a science and very few people understand DISC profiles, yet alone how to match them to a role in a business. If you find it hard to trust people or rely on them, study DISC profiles.
Knowing people's DISC profiles is the most powerful management tool there is! Each profile needs to be managed completely differently. You'll manage them based on your own profile, which is great if they’re the same profile as you.
When you put all this information above together into one powerful advertisement you're on a winner. Great people are always out there in the market place, but they aren't usually unemployed. They're already working for someone feeling unappreciated or wanting a change or challenge.
Your ad has to make your business "attractive" to work for. If you don't make your business attractive you don't even get the phone cal
Myths and realities, how does a job seeker tell them apart? Unfortunately for the unsuspecting job seeker, if he or she treats the myth as if it were a reality, they will waste precious time, money and energy heading in the wrong direction. Lets examine a few of the current myths concerning the mysterious world of looking for work.Myth 1 – We are now entering a revolutionary period where we are witnessing the end of jobs. Reality is that jobs are here to stay. It is careers that are in jeopardy of disappearing. Many young people just entering the job market can expect to have many jobs before they reach retirement age that may or may not constitute what most of us would call a car
Let me go over each of these points to explain why this is all so true.
When you hire on attitude you're looking for the following traits in a person... willingness to learn, willingness to change habits, someone who is open minded, someone who is keen, positive in response to new ideas, willing to take on responsibility, has a good emotional state of mind nearly all of the time and someone who doesn't complain or criticize others.
What I have described are very powerful traits in a person. If someone has these traits they will be a very fast learner. They will have good self esteem and take pride in themselves and their work.
People are a mirror and if they like themselves and take pride in themselves they will with their work.
Unfortunately people write ads for recruitment that looks like they are recruiting for the army! They ask for qualifications, state areas of experience and hardly mention attitude at all. And the more you emphasise experience and qualifications the more you state you don't want attitude.
I've found the break even time of hiring an experienced person to one who has little experience with a fantastic attitude is about 4-6 weeks. In other words the new person with great attitude learns very quickly and keeps on performing better over time. While the experienced person's performance reduces over time due to any number of reasons.
Experienced people have their own way of doing things, their own habits and often can feel like they know as much you. And when that happens you often become dependent on them and that's when the trouble begins.
The advertisement must be carefully considered with little mention of experience. If you must hire a qualified person then state it in the ad, but then write other attitude type wording in the ad.
You can teach a person anything, fast if they have a great attitude, but you can't teach someone to have a great attitude.
The second aspect of recruitment is personality type. This is a huge subject, which I can't do justice here, but let me say 2460 years ago Hippocrates identified 4 types of personality so this isn't new! The 4 personality types are now known as DISC profiles.
DISC profiling gives incredible insight into matching roles in a business to personality type. Sales needs a very different personality type to production. DISC profiles give you incredible insight into a person's natural strengths and weaknesses in a work environment. Everyone has both.
When you write your recruitment ad with the descriptive aspects of the DISC profile you want based on the role in your business you then attract the person you are looking for.
This is a science and very few people understand DISC profiles, yet alone how to match them to a role in a business. If you find it hard to trust people or rely on them, study DISC profiles.
Knowing people's DISC profiles is the most powerful management tool there is! Each profile needs to be managed completely differently. You'll manage them based on your own profile, which is great if they’re the same profile as you.
When you put all this information above together into one powerful advertisement you're on a winner. Great people are always out there in the market place, but they aren't usually unemployed. They're already working for someone feeling unappreciated or wanting a change or challenge.
Your ad has to make your business "attractive" to work for. If you don't make your business attractive you don't even get the phone cal
You have your restaurant open for several weeks now, customers are coming in…finally you have employees serving real food. But before you continue with your business further, be sure that you have everything else under control. It’s still important to be informed about what’s hot and what’s not and what’s important in handling a restaurant for business.It’s not only how your restaurant’s look and feel that matter, but how you make your customers happy and satisfied of their entire stay at your restaurant. When they have a good time over-all, they will surely come back and take new friends or relatives with them, and when their friends tell their friends as well, you know what’s goin
I've found the break even time of hiring an experienced person to one who has little experience with a fantastic attitude is about 4-6 weeks. In other words the new person with great attitude learns very quickly and keeps on performing better over time. While the experienced person's performance reduces over time due to any number of reasons.
Experienced people have their own way of doing things, their own habits and often can feel like they know as much you. And when that happens you often become dependent on them and that's when the trouble begins.
The advertisement must be carefully considered with little mention of experience. If you must hire a qualified person then state it in the ad, but then write other attitude type wording in the ad.
You can teach a person anything, fast if they have a great attitude, but you can't teach someone to have a great attitude.
The second aspect of recruitment is personality type. This is a huge subject, which I can't do justice here, but let me say 2460 years ago Hippocrates identified 4 types of personality so this isn't new! The 4 personality types are now known as DISC profiles.
DISC profiling gives incredible insight into matching roles in a business to personality type. Sales needs a very different personality type to production. DISC profiles give you incredible insight into a person's natural strengths and weaknesses in a work environment. Everyone has both.
When you write your recruitment ad with the descriptive aspects of the DISC profile you want based on the role in your business you then attract the person you are looking for.
This is a science and very few people understand DISC profiles, yet alone how to match them to a role in a business. If you find it hard to trust people or rely on them, study DISC profiles.
Knowing people's DISC profiles is the most powerful management tool there is! Each profile needs to be managed completely differently. You'll manage them based on your own profile, which is great if they’re the same profile as you.
When you put all this information above together into one powerful advertisement you're on a winner. Great people are always out there in the market place, but they aren't usually unemployed. They're already working for someone feeling unappreciated or wanting a change or challenge.
Your ad has to make your business "attractive" to work for. If you don't make your business attractive you don't even get the phone cal
Successful brokers and advisors basically have their own business regardless of where they work. The client investment business is a self-starter and largely commission based industry, so a broker must rely on his own production for survival anyway. When does the in-office support staff and other benefits of a large office get outweighed by the chance to independent and start your own brokerage firm office for higher payouts?20 years ago the brokerage business was very different. With no Internet or Intranets to maximize communications, brokers were generally housed in large offices in metropolitan centers and cities. That is where the action was, and it was simply too difficult for
You can teach a person anything, fast if they have a great attitude, but you can't teach someone to have a great attitude.
The second aspect of recruitment is personality type. This is a huge subject, which I can't do justice here, but let me say 2460 years ago Hippocrates identified 4 types of personality so this isn't new! The 4 personality types are now known as DISC profiles.
DISC profiling gives incredible insight into matching roles in a business to personality type. Sales needs a very different personality type to production. DISC profiles give you incredible insight into a person's natural strengths and weaknesses in a work environment. Everyone has both.
When you write your recruitment ad with the descriptive aspects of the DISC profile you want based on the role in your business you then attract the person you are looking for.
This is a science and very few people understand DISC profiles, yet alone how to match them to a role in a business. If you find it hard to trust people or rely on them, study DISC profiles.
Knowing people's DISC profiles is the most powerful management tool there is! Each profile needs to be managed completely differently. You'll manage them based on your own profile, which is great if they’re the same profile as you.
When you put all this information above together into one powerful advertisement you're on a winner. Great people are always out there in the market place, but they aren't usually unemployed. They're already working for someone feeling unappreciated or wanting a change or challenge.
Your ad has to make your business "attractive" to work for. If you don't make your business attractive you don't even get the phone cal
Fall is on its way and with it comes thoughts of sending the children off to school once more. What about yourself though, have you thought about returning to school and finishing your college degree? Perhaps you feel stuck in a dead-end job and would like a career change. Going back to school can help you take your career to a higher level.Asking questions to determine if this is a hard boiled idea or one that will benefit you. Three questions that may help you decide are:1. Why do I want a degree? 2. What will I have to give up so I can attain this degree? 3. What does it cost to get this degree?Why do I want a degree?Do you feel as though your curre
This is a science and very few people understand DISC profiles, yet alone how to match them to a role in a business. If you find it hard to trust people or rely on them, study DISC profiles.
Knowing people's DISC profiles is the most powerful management tool there is! Each profile needs to be managed completely differently. You'll manage them based on your own profile, which is great if they’re the same profile as you.
When you put all this information above together into one powerful advertisement you're on a winner. Great people are always out there in the market place, but they aren't usually unemployed. They're already working for someone feeling unappreciated or wanting a change or challenge.
Your ad has to make your business "attractive" to work for. If you don't make your business attractive you don't even get the phone calls from these great people.
Learning copywriting is where good recruitment begins. Understanding people's 6 emotional needs Tony Robbins explains and incorporating them into the ad is powerful as well. You'll have to read his book to find out more about these.
I could explain how to sort through 50 applicants who might call in a powerful interview process that only takes 2 hours, but that's something else that takes too much space here right now. Be creative though and test people's attitude with your interview as seeing if they want to respond in a positive way to a new concept is a great tool to test their attitude.
Remember, its attitude first, personality (DISC profile) second and experience third. That's the most powerful 3 step formula in the world for recruiting fantastic people you can trust and rely on!
How do you know you've hired a person with a great attitude? If you still say the person is great 6 months after you've hired them, you've hired a great person!
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