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  Does your company have a referral program for new hires? Referrals are by far the preferred source of new hires. Bar none. Your employees… Read More »VIP Referral Program

Not too long ago I was at a seminar where they were talking about the strict hiring practices of companies like Zappos. How they had… Read More »Hire for Character, Contract for Skills

I’ve talked about bringing Key Performance Indicators (KPI) from a job description to the beginning of the recruiting process. Why the beginning? In “Alice in… Read More »RECRUITING CARS

When we were in school, it wasn’t enough to just show up. Sure, we may have received a Perfect Attendance Award and been the teacher’s… Read More »BACK TO SCHOOL

How do you define a successful hire?   In my opinion, the simplest definition of a successful hire is when your new employee crushes their… Read More »How Do You Define a Successful Hire?

Have you ever wanted to hire better? Is your hiring process missing something? Do you have a process at all? Let’s learn why adding KPI to your KSA will not only improve your job specs, but will greatly improve your entire hiring process.

When was the last time you tried to define a relationship? Not a simple task. Even Facebook has a relationship category for “It’s Complicated”! It would be so much better if there was a clear definition we all could follow. So how do we examine the relationship between a worker and a company paying them for service? And who has the final say?

In a previous blog, Working Relationship Status: It’s Complicated, I explained the difference between a 1099 Independent Contractor and a W-2 Employee. The problem is, if you are an extremely small business, with NO employees, and you’re getting to the point of needing some help, you currently have 3 options:

Recently, one of our clients made an offer to a candidate we found. Everyone was excited about the end of a search and the beginning of a new work relationship. Until the candidate got cold feet.

Since it was our candidate, we led the discussions to follow with regard to the candidate’s concerns and the client’s questions. But there was one major thing missing – our bias.

Every team has A and B players. And every manager needs to decide how to spend his or her time training – does she work hard with the B player trying to bring them up to speed? Or analyze an A player’s performance to see how they can get even better? The answer? Follow the numbers.