Getting New Hires to Come to You (and Stay)

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In October, the unemployment rate fell 0.1 percentage point to 4.1%, its lowest level since December 2000, according to the Labor Department. Determined to get their piece of the ever-shrinking pool of available human resources, companies across all industries are sharpening their pencils and coming up with interesting ways to get onto new hires’ radar screens.

Needing a way to attract 200 new nurses in the midst of a national shortage of such healthcare professionals, one hospital in West Virginia went beyond traditional incentives (signing bonuses, overtime pay, flexible scheduling, etc.) and began offering free accommodations to out-of-town applicants who didn’t want to relocate.

“Morgantown is a delightful place, but a lot of times, when people outside the state think about West Virginia, there’s a negative connotation,” WVU Medicine’s Doug Mitchell told STAT. “We can’t let a lack of nurses limit us.” To date, several hundred nurses have stayed at the dorm before returning home, the publication reports.

Restaurants are also hard-pressed to find good employees and coming up with ways to overcome the obstacle. In Colorado, for example, Fazoli’s recently held a “National Signing Day,” where people come in one day and know the following day whether they are hired the next day. The restaurant’s owner is baiting the hook with prizes that include “stay for 90 days and get an extra $90,” or the chance to win high-end Beats headphones and a Bose sound system. “The goal is to not only attract good people, but get them to stick around,” according to CBS Denver’s Dominic Garcia.

Get Your Recruiting Out of the ’70s  
“You can’t keep recruiting like its 1970 and expect it to work in this era,” says Ira S. Wolfe, president at Success Performance Solutions and author of Recruiting in the Age of Googlization. Unfortunately, that’s exactly what many traditional, small- to midsized firms are doing. To avoid this trap, Wolfe says distributors need to do the basic outreach (i.e., job ads, social media, job websites, etc.), and then measure the results of those efforts. “If you post an ad in the local paper and no one actually sees it, you aren’t going to get the job candidates that you’re looking for,” Wolfe cautions. “You’re basically just throwing darts in hopes that it works.”

Another major sticking point for many companies is an archaic application process that simply isn’t millennial- or GenZ-savvy. These mobile-ready generations expect to be able to make purchases and apply for stuff right from their iPhones, which means they’re not going to take the time to sit down at a laptop computer to fill out a lengthy job application. “If all I own is a mobile phone or tablet, and if that’s how I connect to the Internet, I’m not going to want to deal with that application,” says Wolfe, who estimates that roughly 80% of job candidates who start an application wind up abandoning it. “And when you’re talking about candidates who are under 35, that percentage goes even higher.”

Wolfe, who recently worked with an industrial distributor that was looking to hire its sixth employee, says the company couldn’t find what it needed using traditional recruiting methods. By broadcasting the job across social media, measuring the resultant responses and interactions to it, and simplifying its application process, the company was able to select its new hires from a wider swath of candidates. “Within one week, they had hired two new people,” says Wolfe, “and all because of those little tweaks to the recruiting process.”

Don’t Forget About Keeping Your Best Onboard
Beverly Kaye, founder of Los Angeles-based Career Systems International says companies across the board are having a hard time finding and retaining good workers. The environment probably won’t improve in 2018, she says, which is why electrical distributors should think long and hard about how they go about attracting new hires. And don’t forget about those recruits once they’re onboard, says Kaye, because losing (and having to replace) a key hire can be a pretty expensive proposition.

“People want to know that they are valued, and that the work that they’re doing is valued,” says Kaye, who tells distribution managers to come up with challenging tasks, projects, and job roles that employees can really sink their teeth into. This will not only keep them engaged, but it will also keep them coming back for more. The latter is particularly crucial in an era where the next job opportunity is literally one mouse click away. “Find ways to help people expand their skills without making it feel like more work,” says Kaye, “and then provide solid feedback both during and after the assignment or project.”

Why Many Leaders Fear Predictive and Accurate Assessments

Dave Kurlan, CEO, Objective Management Group

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You interviewed a sales candidate and fell in love with their background, personality and experience. The candidate did quite well in the interview, references checked out and you pulled the trigger. A year later, you are still waiting for the results to match the potential.

This scenario plays out day after day regardless of company size, industry, or geography. More Sales Leaders and HR professionals trust their gut than the most time-tested, accurate and predictive sales specific assessment available. Despite that it has been used on more than 1,000,000 salespeople, many Sales Leaders are fearful - not of the candidates that are recommended, but of ignoring the candidates who aren't!

This week, an OMG Partner brought a video to my attention from the Wharton School of Business. Two researchers were able to articulate why there is aversion - even to high quality algorithms - and suggested that with some allowances, even the most assessment-averse leaders could learn to use and love a good assessment.

Watch the video here.

Several years ago, we recognized the need for sales leaders to have some options and built those into the tool.

You can incorporate a science-based crystal ball into the sales hiring process. You can check out OMG's terrific sales candidate assessment here. Feel free to call us as well 800-700-6507.

Tribe of Mentors: Short Life Advice from the Best in the World

From the author:

In 2017, several of my close friends died in rapid succession. It was a very hard year, as it was for many people.

It was also a stark reminder that time is our scarcest, non-renewable resource.

With a renewed sense of urgency, I began asking myself many questions:

Were my goals my own, or simply what I thought I should want?
How much of life had I missed from underplanning or overplanning?
How could I be kinder to myself?
How could I better say “no” to the trivial many to better say “yes” to the critical few?
How could I best reassess my priorities and my purpose in this world?

To find answers, I reached out to the most impressive world-class performers in the world, ranging from wunderkinds in their 20s to icons in their 70s and 80s. No stone was left unturned.

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This book contains their answers—practical and tactical advice from mentors who have found solutions. Whether you want to 10x your results, get unstuck, or reinvent yourself, someone else has traveled a similar path and taken notes.

This book, Tribe of Mentors, includes many of the people I grew up viewing as idols or demi-gods. Less than 10% have been on my podcast (The Tim Ferriss Show, more than 200 million downloads), making this a brand-new playbook of playbooks.

No matter your challenge or opportunity, something in these pages can help.

Among other things, you will learn:

• More than 50 morning routines—both for the early riser and those who struggle to get out of bed.
• How TED curator Chris Anderson realized that the best way to get things done is to let go.
• The best purchases of $100 or less (you'll never have to think about the right gift again).
• How to overcome failure and bounce back towards success.
• Why Humans of New York creator Brandon Stanton believes that the best art will always be the riskiest.
• How to meditate and be more mindful (and not just for those that find it easy).
• Why tennis champion Maria Sharapova believe that “losing makes you think in ways victories can’t.”
• How to truly achieve work-life balance (and why most people tell you it isn’t realistic).
• How billionaire Facebook co-founder Dustin Moskovitz transformed the way he engages with difficult situations to reduce suffering.
• Ways to thrive (and survive) the overwhelming amount of information you process every day.
• How to achieve clarity on your purpose and assess your priorities.
• And much more.

This reference book, which I wrote for myself, has already changed my life. I certainly hope the same for you.

I wish you luck as you forge your own path.

All the best,

Tim Ferriss

Why You Should Define Your Fears Instead of Your Goals

Investor and author Tim Ferriss likes to use the technique of "fear-setting," rather than goal-setting, to make progress in his life. He says fears can paralyze you from even starting toward an outcome, so managing them should take priority.

"I can trace all of my biggest wins and all of my biggest disasters averted back to doing fear-setting at least once a quarter," he says in the talk.