tag:blogger.com,1999:blog-64472151200679364262024-02-18T23:01:01.830-08:00Rental ExcellenceRental Excellencehttp://www.blogger.com/profile/02800664587163448679noreply@blogger.comBlogger7125tag:blogger.com,1999:blog-6447215120067936426.post-84572616993222965162013-07-24T08:53:00.000-07:002013-07-24T08:53:34.855-07:00Today’s Salaries- a Wise Investment in Your Future?<span style="font-family: Arial, Helvetica, sans-serif;">
Are the people you hired in the past the ones you need to take you to
the next level and ensure your future success? With the increasing use of
technology in RTO stores, greater expectations of customers, and today’s lower
demand because of the lack of “new, must-have” products, success requires more productive
employees to deliver the results which all are accustomed to and need. <o:p> </o:p></span><br />
<span style="font-family: Arial, Helvetica, sans-serif;">
</span><br />
<div class="MsoNormal" style="line-height: normal; margin: 0in 0in 0pt;">
<span style="font-family: Arial, Helvetica, sans-serif;">When faced with the need to improve, different companies take different
approaches. Some dramatically increase advertising; others renovate or even relocate
the store, while others focus on elevating the quality of the store staff and,
in turn, their effectiveness with customers. If a store’s staff is not up to
par, it is a tragedy for the company to spend lots of dollars attracting
perspective customers to a newly renovated location in a great location with
top of the line merchandise and then have the way the staff treats or persuades
that prospective customer to rent to sour the experience. Once a customer has a
negative experience, it will take a great deal more money and effort to get him
or her back, if at all.<o:p> </o:p></span></div>
<span style="font-family: Arial, Helvetica, sans-serif;">
</span><br />
<div class="MsoNormal" style="line-height: normal; margin: 0in 0in 0pt;">
<span style="font-family: Arial, Helvetica, sans-serif;">Statistics show the cost of staff in most stores is about the same as
the rest of the store expense, including advertising, which is significant. Any
other expense of their size would have a great deal more research and scrutiny
before it is made. Making sure the monthly salaries and benefits of store staff
are invested in those who can become top performers and deliver the results
needed is wise business. The salary and benefits of a poor performer is
typically about the same as a top performer. If pay is relatively the same for
all, how do you ensure that what you invest in keeping the stores staffed is a
good investment? The first, and most important, step is to begin with people that
have the right attributes to be successful.<o:p> </o:p></span></div>
<span style="font-family: Arial, Helvetica, sans-serif;">
</span><br />
<div class="MsoNormal" style="line-height: normal; margin: 0in 0in 0pt;">
<span style="font-family: Arial, Helvetica, sans-serif;">A great example of this approach was depicted it in the 2011 movie <i style="mso-bidi-font-style: normal;">MoneyBall</i> which showed how the 2002
Oakland Athletics, facing financial challenges changed their approach toward
scouting and analyzing players to be able to select the right players at a
lower cost to create a winning team. While they didn’t have the financial
resources to buy big-name players, they used an innovative, “sabermetric” approach,
instead of the relying on traditional stats, such as, batting average or
traveling scouts to decide who to draft or acquire. This innovative approach took
a team faced with possible extinction to a team that finished #1 in the
American League West in the same year. Their reasoning was to focus on, even if
it’s not obvious, what creates runs because runs win ballgames. A good measure
of a player's worth to the team is his ability to help his team score more runs
than the opposing team. They identified the attributes of players that helped
teams score more runs and based their hiring of players on the individual’s level
of those key attributes. What would be an approach like this do for your
company?<o:p> </o:p></span></div>
<span style="font-family: Arial, Helvetica, sans-serif;">
</span><br />
<div class="MsoNormal" style="line-height: normal; margin: 0in 0in 0pt;">
<span style="font-family: Arial, Helvetica, sans-serif;">This sabermetric approach in business works equally well. By
identifying the key attributes of employees that differentiate your top
performers, and using an objective measurement tool to determine the level of
these attributes in those you consider hiring, you can maximize your chance of
hiring more top performers. We have always focused on hiring hard-working and
honest employees. With the changes in the RTO business, while those values are
still absolutely essential, they are not enough for a person to be a top
performer in today’s more challenging environment. If you know the way your top
performers think, behave and what motivates them, in addition to having a high
level of integrity and work ethic, you have a set of attributes that can predict
future performance. If you have a way to accurately and objectively assess or
measure the levels of these attributes, which predict future performance in
applicants, you can dramatically increase the probability of selecting, with the
appropriate training and development, one who will be your next top performer.</span></div>
<span style="font-family: Arial, Helvetica, sans-serif;">
</span><br />
<div class="MsoNormal" style="line-height: normal; margin: 0in 0in 0pt;">
<span style="font-family: Arial, Helvetica, sans-serif;">The quality of the employees in a store is probably the most
significant factor in determining its results. Years ago, when discussing with
a client why the performance of a store was poor, he would ask, “Is that the
man or the land?” While there were many store managers who were women, the
question was, “What was the real, or root, cause of the store’s poor
performance level?” Is the problem with performance of the manager and staff or
the location? Was it due to the store’s physical location, furnishings and
condition, or was it the quality of the store manager? Almost always, the
reasons for the performance could be traced back to a specific individual’s lack
of performance. Top performers, no matter which store you put them in, soon had
a high performing, profitable store. When poor performers were transferred to
successful stores, before long, the store’s numbers began to slip and profits
dropped. It’s smart to ensure every store is staffed with a top performing
manager.<o:p> </o:p></span></div>
<span style="font-family: Arial, Helvetica, sans-serif;">
</span><br />
<div class="MsoNormal" style="line-height: normal; margin: 0in 0in 0pt;">
<b style="mso-bidi-font-weight: normal;"><span style="font-family: Arial, Helvetica, sans-serif;">Understanding Job Fit</span></b></div>
<div class="MsoNormal" style="line-height: normal; margin: 0in 0in 0pt;">
<span style="font-family: Arial, Helvetica, sans-serif;">You may say…if this person was a top account manager and they will also
be a top store manager. <span style="mso-spacerun: yes;"> </span>Not True!</span></div>
<div class="MsoNormal" style="line-height: normal; margin: 0in 0in 0pt;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiRAsSuscaLS6KmQcOjnEevQvhV_p6IZPvoXNgMO1mDrMUBZ6rNb9CaIrRQVm_PoNHaELb_tsrWFZ34l-o5-l9ZuGoMdvMrUxCg4vuls9QhspRjzMUeZN2mx19QlBGcOohvP0AI2Q8zOM9Y/s1600/stats.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"></a><br /></div>
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiRAsSuscaLS6KmQcOjnEevQvhV_p6IZPvoXNgMO1mDrMUBZ6rNb9CaIrRQVm_PoNHaELb_tsrWFZ34l-o5-l9ZuGoMdvMrUxCg4vuls9QhspRjzMUeZN2mx19QlBGcOohvP0AI2Q8zOM9Y/s1600/stats.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><span style="font-family: Arial, Helvetica, sans-serif;"><img border="0" height="320" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiRAsSuscaLS6KmQcOjnEevQvhV_p6IZPvoXNgMO1mDrMUBZ6rNb9CaIrRQVm_PoNHaELb_tsrWFZ34l-o5-l9ZuGoMdvMrUxCg4vuls9QhspRjzMUeZN2mx19QlBGcOohvP0AI2Q8zOM9Y/s320/stats.jpg" width="174" /></span></a><br />
<div class="MsoNormal" style="line-height: normal; margin: 0in 0in 0pt;">
<span style="font-family: Arial, Helvetica, sans-serif;">A professional athlete isn’t good at all sports just like a candidate
isn’t good at all positions. Michael Jordan was a great fit for basketball but
not baseball. That’s where job fit comes in.<o:p> </o:p></span></div>
<span style="font-family: Arial, Helvetica, sans-serif;">
</span><br />
<div class="MsoNormal" style="line-height: normal; margin: 0in 0in 0pt;">
<a href="http://www.outlawgroup.com/Our_Assessments.html"><span style="color: blue; font-family: Arial, Helvetica, sans-serif;">Job Fit
Assessments</span></a><span style="font-family: Arial, Helvetica, sans-serif;"> have a number of uses, though-.</span></div>
<span style="font-family: Arial, Helvetica, sans-serif;">
</span><br />
<div class="MsoListParagraphCxSpFirst" style="line-height: normal; margin: 0in 0in 0pt 0.5in; mso-add-space: auto; mso-list: l0 level1 lfo1; text-indent: -0.25in;">
<span style="font-family: Arial, Helvetica, sans-serif;"><span style="mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;">1.<span style="font-family: "Times New Roman"; font-size-adjust: none; font-stretch: normal; font-style: normal; font-variant: normal; font-weight: normal; line-height: normal;">
</span></span></span>Screening: Good Pre-hire assessments provide a
cost-effective, easy way to quickly screen out applicants who lack the
fundamental qualifications and behaviors you need</span></div>
<span style="font-family: Arial, Helvetica, sans-serif;">
</span><br />
<div class="MsoListParagraphCxSpMiddle" style="line-height: normal; margin: 0in 0in 0pt 0.5in; mso-add-space: auto; mso-list: l0 level1 lfo1; text-indent: -0.25in;">
<span style="font-family: Arial, Helvetica, sans-serif;"><span style="mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;">2.<span style="font-family: "Times New Roman"; font-size-adjust: none; font-stretch: normal; font-style: normal; font-variant: normal; font-weight: normal; line-height: normal;">
</span></span></span>Selecting: Used to evaluate prospective
employees to identify high potential candidates, or current employees who are
considered for promotion</span></div>
<span style="font-family: Arial, Helvetica, sans-serif;">
</span><br />
<div class="MsoListParagraphCxSpMiddle" style="line-height: normal; margin: 0in 0in 0pt 0.5in; mso-add-space: auto; mso-list: l0 level1 lfo1; text-indent: -0.25in;">
<span style="font-family: Arial, Helvetica, sans-serif;"><span style="mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;">3.<span style="font-family: "Times New Roman"; font-size-adjust: none; font-stretch: normal; font-style: normal; font-variant: normal; font-weight: normal; line-height: normal;">
</span></span></span>On-boarding: Assessments provide insight into
the capabilities and behaviors of the candidates and enable them to be
productive faster</span></div>
<span style="font-family: Arial, Helvetica, sans-serif;">
</span><br />
<div class="MsoListParagraphCxSpMiddle" style="line-height: normal; margin: 0in 0in 0pt 0.5in; mso-add-space: auto; mso-list: l0 level1 lfo1; text-indent: -0.25in;">
<span style="font-family: Arial, Helvetica, sans-serif;"><span style="mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;">4.<span style="font-family: "Times New Roman"; font-size-adjust: none; font-stretch: normal; font-style: normal; font-variant: normal; font-weight: normal; line-height: normal;">
</span></span></span>Promotion/Progression Planning: Customized
Performance Models ensure promotions to other positions are successful<o:p> </o:p></span></div>
<span style="font-family: Arial, Helvetica, sans-serif;">
</span><br />
<div class="MsoNormal" style="line-height: normal; margin: 0in 0in 0pt;">
<span style="font-family: Arial, Helvetica, sans-serif;">If you invest the time and effort to clearly define the performance
attributes for each position it will enable better staffing decisions which
will maximize your chance of hiring top performers. Knowing you can identify
top talent, frees you to take action to replace not just poor performers, or
those who leave, but also mediocre performers you may be hanging on to. These
tools can give you the confidence to upgrade your staff to the level needed to
excel in today’s competitive and challenging RTO business. Today it is a wise
investment to ensure that you can hire a person with the attributes needed to
be successful. <o:p> </o:p></span></div>
<span style="font-family: Arial, Helvetica, sans-serif;">
</span><br />
<div class="MsoNormal" style="line-height: normal; margin: 0in 0in 0pt;">
<span style="font-family: Arial, Helvetica, sans-serif;">Hiring the right person for the right job (Job Fit) is one of the most
important decisions you will make for your company.<span style="mso-spacerun: yes;"> </span>The right person will increase revenue; the
wrong person will cost you- not just in the expense of hiring a replacement but
in lost revenue.<o:p> </o:p></span></div>
<span style="font-family: Arial, Helvetica, sans-serif;">
</span><br />
<div class="MsoNormal" style="line-height: normal; margin: 0in 0in 0pt;">
<span style="font-family: Arial, Helvetica, sans-serif;">For the copy of the “Your High Performer Attributes: Guide to Being Able
to Identify and Measure the Attributes Needed for Success in Your Company”,
email </span><a href="mailto:Wayne@outlawgroup.com"><span style="color: blue; font-family: Arial, Helvetica, sans-serif;">Wayne@outlawgroup.com</span></a><span style="font-family: Arial, Helvetica, sans-serif;"> <o:p> </o:p></span></div>
<span style="font-family: Arial, Helvetica, sans-serif;">
</span><br />
<div class="MsoNormal" style="line-height: normal; margin: 0in 0in 0pt;">
<span style="font-family: Arial, Helvetica, sans-serif;">Look at what has been spent in salary and benefits so far this year.
Don’t you want to be sure it is invested wisely for staff that can make the
company successful.</span></div>
Rental Excellencehttp://www.blogger.com/profile/02800664587163448679noreply@blogger.com0tag:blogger.com,1999:blog-6447215120067936426.post-2781061438273902032013-06-27T07:13:00.002-07:002013-06-27T07:13:07.568-07:00Strategic Sourcing<span style="font-family: Calibri;">Are you posting job ads and disappointed with the results?<span style="mso-spacerun: yes;"> </span>Job boards, such as Monster, offer the ability to post an ad, however, they typically generate significant responses but not any desirable candidates. Recently, we designed a targeted sourcing program for a client and we were provided a free job posting. We quickly received over 20 responses.<span style="mso-spacerun: yes;"> </span>None, however, had the experience required or even business-to-business sales experience.<span style="mso-spacerun: yes;"> </span>In short, they were not viable candidates and wouldn’t benefit our client.<span style="mso-spacerun: yes;"> </span>A targeted sourcing campaign, using Social Media and innovation, can create and uncover the candidates needed to fill the key slots in your organization to accomplish your strategic plan.</span><br />
<br />
<div class="MsoNormal" style="margin: 0in 0in 10pt;">
<span style="font-family: Calibri;">Our previous article discussed the many (legal) ways you can utilize Social Media in vetting your top candidates.<span style="mso-spacerun: yes;"> </span>Now we would like to address using the Internet to assist you in your “hunt” for these challenging positions. According to a recent survey on </span><a href="http://www.careerbuildercommunications.com/candidatebehavior/"><span style="color: blue; font-family: Calibri;">Careerbuilder</span></a><span style="font-family: Calibri;">, 75% of currently working people are open to a new opportunity but only 18% of them are actively seeking other employment.<span style="mso-spacerun: yes;"> </span></span></div>
<span style="font-family: Calibri;">Where do active job-seekers go to find opportunities? Most people would think that company Job boards are the obvious response, but that is incorrect.<span style="mso-spacerun: yes;"> </span>A large number of active job-seekers are going to Google and using an easy Boolean search (their zip code and job title). Within the Google search results, </span><a href="http://blog.indeed.com/?s=comscore"><span style="color: blue; font-family: Calibri;">(62%) direct candidates to the job board, Indeed.</span></a><span style="font-family: Calibri;"><span style="mso-spacerun: yes;"> </span>Indeed is a great tool that works for you continuously at no cost. <span style="mso-spacerun: yes;"> </span></span><br />
<br />
<div class="MsoNormal" style="margin: 0in 0in 10pt;">
<b style="mso-bidi-font-weight: normal;"><span style="font-size: 12pt; line-height: 115%;"><span style="font-family: Calibri;">Can Indeed Help You?<o:p></o:p></span></span></b></div>
<span style="font-family: Calibri;">Yes! For best results, all you need is an </span><a href="http://www.outlawgroup.com/Applicant_Mgt.html"><span style="color: blue; font-family: Calibri;">Applicant Tracking System</span></a><span style="font-family: Calibri;">and a Career Page and Indeed will do the rest. This easy 3 step process will cut down the time needed to find Top Performers:</span><br />
<br />
<div class="MsoListParagraphCxSpFirst" style="margin: 0in 0in 0pt 0.75in; mso-add-space: auto; mso-list: l1 level1 lfo1; text-indent: -0.25in;">
<span style="mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;"><span style="font-family: Calibri;">1.</span><span style="font-size-adjust: none; font-stretch: normal; font: 7pt/normal "Times New Roman";"> </span></span></span><span style="font-family: Calibri;">Create new post via your Applicant Tracking system</span></div>
<br />
<div class="MsoListParagraphCxSpMiddle" style="margin: 0in 0in 0pt 0.75in; mso-add-space: auto; mso-list: l1 level1 lfo1; text-indent: -0.25in;">
<span style="mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;"><span style="font-family: Calibri;">2.</span><span style="font-size-adjust: none; font-stretch: normal; font: 7pt/normal "Times New Roman";"> </span></span></span><span style="font-family: Calibri;">A lot of Applicant Tracking Systems will automatically post the new position to your company job board </span></div>
<br />
<div class="MsoListParagraphCxSpLast" style="margin: 0in 0in 10pt 0.75in; mso-add-space: auto; mso-list: l1 level1 lfo1; text-indent: -0.25in;">
<span style="mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;"><span style="font-family: Calibri;">3.</span><span style="font-size-adjust: none; font-stretch: normal; font: 7pt/normal "Times New Roman";"> </span></span></span><span style="font-family: Calibri;">Indeed then “harvests” your career site looking for new jobs and then posts them on their job board for free </span></div>
<span style="font-family: Calibri;">By simply creating a new job opening on your Applicant Tracking System you can easily reach </span><a href="http://job-websites.findthebest.com/q/557/1085/How-many-people-per-month-use-Indeed-com-job-website"><span style="color: blue; font-family: Calibri;">100,000,000</span></a><span style="font-family: Calibri;">users a month!<span style="mso-spacerun: yes;"> </span>A recent study showed that </span><a href="http://www.icims.com/blog/post/2012/08/23/Where-Do-You-Find-Your-Best-Candidates.aspx"><span style="color: blue; font-family: Calibri;">more companies obtained hires from Indeed than from all other job boards combined</span></a><span style="font-family: Calibri;">.</span><br />
<br />
<div class="MsoNormal" style="margin: 0in 0in 10pt;">
<span style="font-family: Calibri;"><b style="mso-bidi-font-weight: normal;"><span style="font-size: 12pt; line-height: 115%;">LinkedIn</span></b> </span></div>
<a href="http://www.linkedin.com/"><span style="color: blue; font-family: Calibri;">LinkedIN</span></a><span style="font-family: Calibri;"> is the“Facebook” in the business world and a great resource for finding Top Performers.<span style="mso-spacerun: yes;"> </span>The 3 major perks to using LinkedIN for talent acquisition are:</span><br />
<br />
<div class="MsoListParagraphCxSpFirst" style="margin: 0in 0in 0pt 0.5in; mso-list: l0 level1 lfo2; text-indent: -0.25in;">
<span style="mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;"><span style="font-family: Calibri;">1.</span><span style="font-size-adjust: none; font-stretch: normal; font: 7pt/normal "Times New Roman";"> </span></span></span><span style="font-family: Calibri;">LinkedIN was created with static fields so searching LinkedIN’s interface using a Boolean search is more exact than an Internet search engine.<span style="mso-spacerun: yes;"> </span></span></div>
<br />
<div class="MsoListParagraphCxSpMiddle" style="margin: 0in 0in 0pt 0.5in; mso-list: l0 level1 lfo2; text-indent: -0.25in;">
<span style="mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;"><span style="font-family: Calibri;">2.</span><span style="font-size-adjust: none; font-stretch: normal; font: 7pt/normal "Times New Roman";"> </span></span></span><span style="font-family: Calibri;">LinkedIN has also made it extremely simple to join, or create, industry-specific groups. This allows for easy posting of new positions directly to those in your industry.<span style="mso-spacerun: yes;"> </span></span></div>
<br />
<div class="MsoListParagraphCxSpMiddle" style="margin: 0in 0in 0pt 0.5in; mso-list: l0 level1 lfo2; text-indent: -0.25in;">
<span style="mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;"><span style="font-family: Calibri;">3.</span><span style="font-size-adjust: none; font-stretch: normal; font: 7pt/normal "Times New Roman";"> </span></span></span><span style="font-family: Calibri;">LinkedIN has created their own job board where you can post available positions.<span style="mso-spacerun: yes;"> </span>While this route does have a fee, you can:</span></div>
<br />
<div class="MsoListParagraphCxSpMiddle" style="margin: 0in 0in 0pt 1in; mso-add-space: auto; mso-list: l0 level2 lfo2; text-indent: -0.25in;">
<span style="mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;"><span style="font-family: Calibri;">a.</span><span style="font-size-adjust: none; font-stretch: normal; font: 7pt/normal "Times New Roman";"> </span></span></span><span style="font-family: Calibri;"><span style="mso-spacerun: yes;"> </span>Target candidates with specific years of industry or product experience, education, or even previous companies a candidate has worked for. </span></div>
<br />
<div class="MsoListParagraphCxSpMiddle" style="margin: 0in 0in 0pt 1in; mso-add-space: auto; mso-list: l0 level2 lfo2; text-indent: -0.25in;">
<span style="mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;"><span style="font-family: Calibri;">b.</span><span style="font-size-adjust: none; font-stretch: normal; font: 7pt/normal "Times New Roman";"> </span></span></span><span style="font-family: Calibri;">Set up targeted search alerts which are emailed you when a new profile matches your criteria</span></div>
<br />
<div class="MsoListParagraphCxSpLast" style="margin: 0in 0in 10pt 1in; mso-add-space: auto; mso-list: l0 level2 lfo2; text-indent: -0.25in;">
<span style="mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;"><span style="font-family: Calibri;">c.</span><span style="font-size-adjust: none; font-stretch: normal; font: 7pt/normal "Times New Roman";"> </span></span></span><span style="font-family: Calibri;">Contact a candidate from within the system</span></div>
<span style="font-family: Calibri;">The Internet has created a revolution in the recruiting industry. To be successful in today’s competitive, demanding document imaging world, we need more than just talented, willing, and motivated employees.<span style="mso-spacerun: yes;"> </span>They have to have the attributes that match the position with the skills and knowledge necessary to take the organization to the next level.<span style="mso-spacerun: yes;"> </span>A targeted approach of finding, acquiring and retraining the talent needed is one of the critical factors to your future success. </span><br />
<br />
<div class="MsoNormal" style="margin: 0in 0in 10pt;">
<span style="font-family: Calibri;">We touched on 2 different, but the most heavily used, sources of recruiting Top Performers on the Internet. Each one can streamline your recruiting/sourcing practices while also saving time, money, and effectiveness.<span style="mso-spacerun: yes;"> </span>For additional information on how to increase revenue through people’s performance, a list of low-cost applicant tracking systems, or other sourcing concerns, contact us at </span><a href="mailto:wayne@outlawgroup.com"><span style="color: blue; font-family: Calibri;">wayne@outlawgroup.com</span></a><span style="font-family: Calibri;"> or by calling 843.884.9361. </span></div>
<br />Rental Excellencehttp://www.blogger.com/profile/02800664587163448679noreply@blogger.com0tag:blogger.com,1999:blog-6447215120067936426.post-81535106314194712042013-05-23T06:15:00.000-07:002013-05-23T06:15:33.436-07:00Social or Anti-Social: How Do You Hire?
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgfJs94eYBDCjFzpPFivo1O9TPmgcZGay7ifjVIPDbIdhDzXNwGadOQfNMXLK0H_y8uFIL6cyRdZiGE7C_pJmY7Nx1ZZve9Cb30CwpN2OFJDyfxm6uzAFo7ASt0QQr_hn_TDPNrlxXDXtCw/s1600/social+or+anti-social.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" height="200" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgfJs94eYBDCjFzpPFivo1O9TPmgcZGay7ifjVIPDbIdhDzXNwGadOQfNMXLK0H_y8uFIL6cyRdZiGE7C_pJmY7Nx1ZZve9Cb30CwpN2OFJDyfxm6uzAFo7ASt0QQr_hn_TDPNrlxXDXtCw/s200/social+or+anti-social.jpg" width="177" /></a><span style="font-size: 14pt; line-height: 115%;"><span style="font-family: Calibri;">The top priority for your business
should be filling your company with Top Performers and with the broad range of
tools available hiring top performers should be easier than decades
before.<span style="mso-spacerun: yes;"> </span>One tool that </span></span><a href="http://theundercoverrecruiter.com/infographic-how-recruiters-use-social-media-screen-applicants/"><span style="font-size: 14pt; line-height: 115%;"><span style="color: blue; font-family: Calibri;">91% of recruiters</span></span></a><span style="font-size: 14pt; line-height: 115%;"><span style="font-family: Calibri;"> are using in recruiting and vetting
candidates is social media.<span style="mso-spacerun: yes;"> </span>Since it is
so readily available, and people naturally gravitate to it, it is wise to
consider how to use Social Media well and within the law.</span></span><span style="font-size: 14pt; line-height: 115%;"><o:p><span style="font-family: Calibri;"> </span></o:p></span><br />
<br />
<div class="MsoNormal" style="margin: 0in 0in 0pt;">
<b style="mso-bidi-font-weight: normal;"><span style="font-size: 14pt; line-height: 115%;"><span style="font-family: Calibri;">Recruiting the Easy Way!<o:p></o:p></span></span></b></div>
<br />
<div class="MsoNormal" style="margin: 0in 0in 0pt;">
<span style="font-size: 14pt; line-height: 115%;"><span style="font-family: Calibri;">Social Media sites can now be a part
of your Human Resources department.<span style="mso-spacerun: yes;"> </span>The
most popular, and widely used, Social Media sites realize how their sites can
easily be used by recruiters.<o:p></o:p></span></span></div>
<br />
<div class="MsoListParagraphCxSpFirst" style="margin: 0in 0in 0pt 0.5in; mso-add-space: auto; mso-list: l1 level1 lfo2; text-indent: -0.25in;">
<span style="font-family: Symbol; font-size: 14pt; line-height: 115%; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font-size-adjust: none; font-stretch: normal; font: 7pt/normal "Times New Roman";">
</span></span></span><span style="font-size: 14pt; line-height: 115%;"><span style="font-family: Calibri;">LinkedIN
offers job ad placement possibilities, as well as, LinkedIn Recruiter which
allows you to search their site by keywords for skills you are seeking in a
candidate.<span style="mso-spacerun: yes;"> </span>By joining, or creating, an
industry-specific group on LinkedIN you can also find potential candidates with
industry experience.<o:p></o:p></span></span></div>
<br />
<div class="MsoListParagraphCxSpMiddle" style="margin: 0in 0in 0pt 0.5in; mso-add-space: auto; mso-list: l1 level1 lfo2; text-indent: -0.25in;">
<span style="font-family: Symbol; font-size: 14pt; line-height: 115%; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font-size-adjust: none; font-stretch: normal; font: 7pt/normal "Times New Roman";">
</span></span></span><span style="font-size: 14pt; line-height: 115%;"><span style="font-family: Calibri;">Twitter:<span style="mso-spacerun: yes;"> </span>With 140 characters you can “tweet” your
latest job. Prefixing your Tweet with a # and it is searchable on Twitter. <i style="mso-bidi-font-style: normal;">For example</i>, #Looking for a Sales Rep in
SC, Ocean-side, Good Salary, apply at www.companysite.com<o:p></o:p></span></span></div>
<br />
<div class="MsoListParagraphCxSpMiddle" style="margin: 0in 0in 0pt 0.5in; mso-add-space: auto; mso-list: l1 level1 lfo2; text-indent: -0.25in;">
<span style="font-family: Symbol; font-size: 14pt; line-height: 115%; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font-size-adjust: none; font-stretch: normal; font: 7pt/normal "Times New Roman";">
</span></span></span><span style="font-size: 14pt; line-height: 115%;"><span style="font-family: Calibri;"><span style="mso-spacerun: yes;"> </span>Facebook: Set up a company page and update it
often!<span style="mso-spacerun: yes;"> </span>Besides posting job ads on your
page, have current employees “like” your page and send out job postings with
links to your job page. Offer information about your company (benefits, events,
etc.)<span style="mso-spacerun: yes;"> </span>Invite people to “like” your page
via email or social media marketing. <o:p></o:p></span></span></div>
<br />
<div class="MsoListParagraphCxSpMiddle" style="margin: 0in 0in 0pt 0.5in; mso-add-space: auto; mso-list: l1 level1 lfo2; text-indent: -0.25in;">
<span style="font-family: Symbol; font-size: 14pt; line-height: 115%; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font-size-adjust: none; font-stretch: normal; font: 7pt/normal "Times New Roman";">
</span></span></span><span style="font-size: 14pt; line-height: 115%;"><span style="font-family: Calibri;">Google+
allows you to post jobs and ask for recommendations.<span style="mso-spacerun: yes;"> </span>You can also use a Boolean search to analyze
the profiles of Google+ members.<o:p></o:p></span></span></div>
<br />
<div class="MsoListParagraphCxSpLast" style="margin: 0in 0in 0pt 0.5in; mso-add-space: auto; mso-list: l1 level1 lfo2; text-indent: -0.25in;">
<span style="font-family: Symbol; font-size: 14pt; line-height: 115%; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font-size-adjust: none; font-stretch: normal; font: 7pt/normal "Times New Roman";">
</span></span></span><span style="font-size: 14pt; line-height: 115%;"><span style="font-family: Calibri;">Pinterest
allows your company to tell your story, share who you are, gain
“followers”/potential candidates who are interested in you already.<span style="mso-spacerun: yes;"> </span>Once you post a job opportunity it can easily
be re-pinned to multiple different Pinterest boards, thus, freely and easily
touching a broad audience. </span></span><span style="font-size: 14pt; line-height: 115%;"><o:p><span style="font-family: Calibri;"> </span></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0in 0in 0pt;">
<span style="font-size: 14pt; line-height: 115%;"><span style="font-family: Calibri;">With all of these readily available
sources, your next Top Performer is just a few keyboard clicks away.<span style="mso-spacerun: yes;"> </span></span></span><span style="font-size: 14pt; line-height: 115%;"><o:p><span style="font-family: Calibri;"> </span></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0in 0in 0pt;">
<b style="mso-bidi-font-weight: normal;"><span style="font-size: 14pt; line-height: 115%;"><span style="font-family: Calibri;">Anti-Vegas Vetting<o:p></o:p></span></span></b></div>
<br />
<div class="MsoNormal" style="margin: 0in 0in 0pt;">
<span style="font-size: 14pt; line-height: 115%;"><span style="font-family: Calibri;">Unlike Vegas, what happens on the
Internet doesn’t stay on the Internet.<span style="mso-spacerun: yes;"> </span>What
candidates post can be an indication of their thought-processes or values. A
little easy “digging” can make the difference between hiring a Top Performer or
what looks like a top performer but is a problem employee.</span></span><span style="font-size: 14pt; line-height: 115%;"><o:p><span style="font-family: Calibri;"> </span></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0in 0in 0pt;">
<b style="mso-bidi-font-weight: normal;"><span style="font-size: 14pt; line-height: 115%;"><span style="font-family: Calibri;">What Information Found On Social Media Can Be Useful?<o:p></o:p></span></span></b></div>
<br />
<div class="MsoNormal" style="margin: 0in 0in 0pt;">
<span style="font-size: 14pt; line-height: 115%;"><span style="font-family: Calibri;">Any information that could negatively
affect the candidate’s work performance, such as areas of concern like:<span style="mso-tab-count: 1;"> </span><o:p></o:p></span></span></div>
<br />
<div class="MsoNormal" style="margin: 0in 0in 0pt;">
<span style="font-size: 14pt; line-height: 115%;"><span style="font-family: Calibri;"><span style="mso-tab-count: 1;"> </span>Have
poor communication skills <o:p></o:p></span></span></div>
<br />
<div class="MsoNormal" style="margin: 0in 0in 0pt; text-indent: 0.5in;">
<span style="font-size: 14pt; line-height: 115%;"><span style="font-family: Calibri;">Candidate has lied about
qualifications or past employment<o:p></o:p></span></span></div>
<br />
<div class="MsoNormal" style="margin: 0in 0in 0pt; text-indent: 0.5in;">
<span style="font-size: 14pt; line-height: 115%;"><span style="font-family: Calibri;">Excessively negative
comments about a previous employer<o:p></o:p></span></span></div>
<br />
<div class="MsoNormal" style="margin: 0in 0in 0pt; text-indent: 0.5in;">
<span style="font-size: 14pt; line-height: 115%;"><span style="font-family: Calibri;">Divulged confidential
information<o:p></o:p></span></span></div>
<br />
<div class="MsoNormal" style="margin: 0in 0in 0pt; text-indent: 0.5in;">
<span style="font-size: 14pt; line-height: 115%;"><span style="font-family: Calibri;">Drug use or excessive
alcohol usage<o:p></o:p></span></span></div>
<br />
<div class="MsoNormal" style="margin: 0in 0in 0pt;">
<span style="font-size: 14pt; line-height: 115%;"><span style="font-family: Calibri;"><span style="mso-tab-count: 1;"> </span>Indications
of Violent tendencies<o:p></o:p></span></span></div>
<br />
<div class="MsoNormal" style="margin: 0in 0in 0pt;">
<span style="font-size: 14pt; line-height: 115%;"><span style="font-family: Calibri;"><span style="mso-tab-count: 1;"> </span>Affiliation
with extremist groups </span></span><span style="font-size: 14pt; line-height: 115%;"><span style="font-family: Calibri;"><span style="mso-tab-count: 1;"> </span><o:p></o:p></span></span></div>
<br />
<div class="MsoNormal" style="margin: 0in 0in 0pt;">
<span style="font-size: 14pt; line-height: 115%;"><span style="font-family: Calibri;">Or Positive information: <o:p></o:p></span></span></div>
<br />
<div class="MsoNormal" style="margin: 0in 0in 0pt;">
<span style="font-size: 14pt; line-height: 115%;"><span style="font-family: Calibri;"><span style="mso-tab-count: 1;"> </span>Creativeness
of candidate<o:p></o:p></span></span></div>
<br />
<div class="MsoNormal" style="margin: 0in 0in 0pt;">
<span style="font-size: 14pt; line-height: 115%;"><span style="font-family: Calibri;"><span style="mso-tab-count: 1;"> </span>Solid
communication skills<o:p></o:p></span></span></div>
<br />
<div class="MsoNormal" style="margin: 0in 0in 0pt;">
<span style="font-size: 14pt; line-height: 115%;"><span style="font-family: Calibri;"><span style="mso-tab-count: 1;"> </span>Has
skills or talents not listed on resume (especially on LinkedIn)<o:p></o:p></span></span></div>
<br />
<div class="MsoNormal" style="margin: 0in 0in 0pt;">
<span style="font-size: 14pt; line-height: 115%;"><span style="font-family: Calibri;"><span style="mso-tab-count: 1;"> </span>Is
well thought of by peers (via recommendations on LinkedIn)<o:p></o:p></span></span></div>
<br />
<div class="MsoNormal" style="margin: 0in 0in 0pt;">
<span style="font-size: 14pt; line-height: 115%;"><span style="font-family: Calibri;"><span style="mso-tab-count: 1;"> </span>Examples
that show responsibility and positive values</span></span><span style="font-size: 14pt; line-height: 115%;"><o:p><span style="font-family: Calibri;"> </span></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0in 0in 0pt;">
<b style="mso-bidi-font-weight: normal;"><span style="font-size: 14pt; line-height: 115%;"><span style="font-family: Calibri;">But, is it legal?</span></span></b></div>
<div class="MsoNormal" style="margin: 0in 0in 0pt;">
<b style="mso-bidi-font-weight: normal;"><span style="font-size: 14pt; line-height: 115%;"><span style="font-family: Calibri;"></span></span></b><span style="font-size: 14pt; line-height: 115%;"><br /><span style="font-family: Calibri;">
Since you are looking for information that is job relevant and you must not use
information from the intent that you would ask about in an interview, you must
be prudent and follow the EEOC guidelines in what information to consider in
your hiring decisions.</span></span></div>
<br />
<div class="MsoNormal" style="margin: 0in 0in 0pt;">
<span style="font-size: 14pt; line-height: 115%;"><span style="font-family: Calibri;">Is it legal, the answer is YES…if
done in an informed and attentive manner.<span style="mso-spacerun: yes;">
</span></span></span><span style="font-size: 14pt; line-height: 115%;"><o:p><span style="font-family: Calibri;"> </span></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0in 0in 0pt;">
<b style="mso-bidi-font-weight: normal;"><span style="font-size: 14pt; line-height: 115%;"><span style="font-family: Calibri;">This includes: <o:p></o:p></span></span></b></div>
<br />
<div class="MsoListParagraphCxSpFirst" style="margin: 0in 0in 0pt 1in; mso-add-space: auto; mso-list: l0 level1 lfo1; text-indent: -0.25in;">
<span style="font-size: 14pt; line-height: 115%; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;"><span style="font-family: Calibri;">1.</span><span style="font-size-adjust: none; font-stretch: normal; font: 7pt/normal "Times New Roman";"> </span></span></span><span style="font-size: 14pt; line-height: 115%;"><span style="font-family: Calibri;">Consulting legal counsel to implement
a standard written search policy that covers what information will be
considered. <o:p></o:p></span></span></div>
<br />
<div class="MsoListParagraphCxSpMiddle" style="margin: 0in 0in 0pt 1in; mso-add-space: auto; mso-list: l0 level1 lfo1; text-indent: -0.25in;">
<span style="font-size: 14pt; line-height: 115%; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;"><span style="font-family: Calibri;">2.</span><span style="font-size-adjust: none; font-stretch: normal; font: 7pt/normal "Times New Roman";"> </span></span></span><span style="font-size: 14pt; line-height: 115%;"><span style="font-family: Calibri;">Having a signed release from the
candidate to perform a thorough background investigation- including social
media search.<o:p></o:p></span></span></div>
<br />
<div class="MsoListParagraphCxSpMiddle" style="margin: 0in 0in 0pt 1in; mso-add-space: auto; mso-list: l0 level1 lfo1; text-indent: -0.25in;">
<span style="font-size: 14pt; line-height: 115%; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;"><span style="font-family: Calibri;">3.</span><span style="font-size-adjust: none; font-stretch: normal; font: 7pt/normal "Times New Roman";"> </span></span></span><span style="font-size: 14pt; line-height: 115%;"><span style="font-family: Calibri;">Avoid Discrimination:<span style="mso-spacerun: yes;"> </span>Social media can provide information that you
may not otherwise obtain until you perform an interview.<span style="mso-spacerun: yes;"> </span>That is why it is suggested that you not
initiate a Social Media search until after you have had your initial interview
with the candidate.<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></span></div>
<br />
<div class="MsoListParagraphCxSpMiddle" style="margin: 0in 0in 0pt 1in; mso-add-space: auto; mso-list: l0 level1 lfo1; text-indent: -0.25in;">
<span style="font-size: 14pt; line-height: 115%; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;"><span style="font-family: Calibri;">4.</span><span style="font-size-adjust: none; font-stretch: normal; font: 7pt/normal "Times New Roman";"> </span></span></span><span style="font-size: 14pt; line-height: 115%;"><span style="font-family: Calibri;">Someone other than the final
decision-maker (or a third-party business) should be sourced to perform the
Social Media screening. This provides a wall of protection between this person
(or business) and the final decision-maker. <o:p></o:p></span></span></div>
<br />
<div class="MsoListParagraphCxSpMiddle" style="margin: 0in 0in 0pt 1in; mso-add-space: auto; mso-list: l0 level1 lfo1; text-indent: -0.25in;">
<span style="font-size: 14pt; line-height: 115%; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;"><span style="font-family: Calibri;">5.</span><span style="font-size-adjust: none; font-stretch: normal; font: 7pt/normal "Times New Roman";"> </span></span></span><span style="font-size: 14pt; line-height: 115%;"><span style="font-family: Calibri;">Maintain uniform records of what
disqualifying information was found via Social Media sites, including site
names.<o:p></o:p></span></span></div>
<br />
<div class="MsoListParagraphCxSpMiddle" style="margin: 0in 0in 0pt 1in; mso-add-space: auto; mso-list: l0 level1 lfo1; text-indent: -0.25in;">
<span style="font-size: 14pt; line-height: 115%; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;"><span style="font-family: Calibri;">6.</span><span style="font-size-adjust: none; font-stretch: normal; font: 7pt/normal "Times New Roman";"> </span></span></span><span style="font-size: 14pt; line-height: 115%;"><span style="font-family: Calibri;">Never use Social Media research as
the only vetting tool.<span style="mso-spacerun: yes;"> </span>We also recommend
the following to complete your candidate analysis:<o:p></o:p></span></span></div>
<br />
<div class="MsoListParagraphCxSpMiddle" style="margin: 0in 0in 0pt 1.5in; mso-add-space: auto; mso-list: l0 level3 lfo1; mso-text-indent-alt: -9.0pt; text-indent: -1.5in;">
<span style="font-size: 14pt; line-height: 115%; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;"><span style="font-size-adjust: none; font-stretch: normal; font: 7pt/normal "Times New Roman";">
</span><span style="font-family: Calibri;">i.</span><span style="font-size-adjust: none; font-stretch: normal; font: 7pt/normal "Times New Roman";">
</span></span></span><a href="http://www.outlawgroup.com/Our_Assessments.html"><span style="font-size: 14pt; line-height: 115%;"><span style="color: blue; font-family: Calibri;">Pre-employment Assessments, such as Job Fit
Assessments</span></span></a><span style="font-size: 14pt; line-height: 115%;"><o:p></o:p></span></div>
<br />
<div class="MsoListParagraphCxSpMiddle" style="margin: 0in 0in 0pt 1.5in; mso-add-space: auto; mso-list: l0 level3 lfo1; mso-text-indent-alt: -9.0pt; text-indent: -1.5in;">
<span style="font-size: 14pt; line-height: 115%; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;"><span style="font-size-adjust: none; font-stretch: normal; font: 7pt/normal "Times New Roman";">
</span><span style="font-family: Calibri;">ii.</span><span style="font-size-adjust: none; font-stretch: normal; font: 7pt/normal "Times New Roman";">
</span></span></span><a href="http://www.outlawgroup.com/Background_Checks.html"><span style="font-size: 14pt; line-height: 115%;"><span style="color: blue; font-family: Calibri;">Criminal background checks</span></span></a><span style="font-size: 14pt; line-height: 115%;"><o:p></o:p></span></div>
<br />
<div class="MsoListParagraphCxSpMiddle" style="margin: 0in 0in 0pt 1.5in; mso-add-space: auto; mso-list: l0 level3 lfo1; mso-text-indent-alt: -9.0pt; text-indent: -1.5in;">
<span style="font-size: 14pt; line-height: 115%; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;"><span style="font-size-adjust: none; font-stretch: normal; font: 7pt/normal "Times New Roman";">
</span><span style="font-family: Calibri;">iii.</span><span style="font-size-adjust: none; font-stretch: normal; font: 7pt/normal "Times New Roman";">
</span></span></span><a href="http://www.outlawgroup.com/Video_Interviewing.html"><span style="font-size: 14pt; line-height: 115%;"><span style="color: blue; font-family: Calibri;">In-depth Supervisor/co-worker
reference checks</span></span></a><span style="font-size: 14pt; line-height: 115%;"><o:p></o:p></span></div>
<br />
<div class="MsoListParagraphCxSpMiddle" style="margin: 0in 0in 0pt 1.5in; mso-add-space: auto; mso-list: l0 level3 lfo1; mso-text-indent-alt: -9.0pt; text-indent: -1.5in;">
<span style="font-size: 14pt; line-height: 115%; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;"><span style="font-size-adjust: none; font-stretch: normal; font: 7pt/normal "Times New Roman";">
</span><span style="font-family: Calibri;">iv.</span><span style="font-size-adjust: none; font-stretch: normal; font: 7pt/normal "Times New Roman";">
</span></span></span><a href="http://www.outlawgroup.com/Skills_Testing.html"><span style="font-size: 14pt; line-height: 115%;"><span style="color: blue; font-family: Calibri;">Skills assessment</span></span></a><span style="font-size: 14pt; line-height: 115%;"><o:p></o:p></span></div>
<br />
<div class="MsoListParagraphCxSpLast" style="margin: 0in 0in 0pt 1.5in; mso-add-space: auto; mso-list: l0 level3 lfo1; mso-text-indent-alt: -9.0pt; text-indent: -1.5in;">
<span style="font-size: 14pt; line-height: 115%; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;"><span style="font-size-adjust: none; font-stretch: normal; font: 7pt/normal "Times New Roman";">
</span><span style="font-family: Calibri;">v.</span><span style="font-size-adjust: none; font-stretch: normal; font: 7pt/normal "Times New Roman";">
</span></span></span><a href="http://www.outlawgroup.com/Video_Interviewing.html"><span style="font-size: 14pt; line-height: 115%;"><span style="color: blue; font-family: Calibri;">Several in-depth, in-person
interviews</span></span></a><span style="font-size: 14pt; line-height: 115%;"><o:p><span style="font-family: Calibri;"> </span></o:p></span></div>
<br />
<div class="MsoNormal" style="margin: 0in 0in 0pt;">
<span style="font-size: 14pt; line-height: 115%;"><span style="font-family: Calibri;">Now that you have the tools and
information, vetting a candidate for your next open position can be easier,
more effective, and more reliable. For additional information, please contact
us at </span></span><a href="mailto:Wayne@outlawgroup.com"><span style="font-size: 14pt; line-height: 115%;"><span style="color: blue; font-family: Calibri;">Wayne@outlawgroup.com</span></span></a><span style="font-size: 14pt; line-height: 115%;"><span style="font-family: Calibri;"> or 843.884-9361.<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></span></div>
Rental Excellencehttp://www.blogger.com/profile/02800664587163448679noreply@blogger.com0tag:blogger.com,1999:blog-6447215120067936426.post-17379122265641193222013-04-08T06:58:00.000-07:002013-04-08T06:58:07.168-07:00Fact or Fiction- How to Easily Verify a Candidate's Education<div class="MsoNormal" style="margin: 0in 0in 10pt;">
<span style="font-family: Calibri;">Just over a week ago, Yahoo! CEO Scott Thompson resigned his position after the news broke of his resume being “padded.”<span style="mso-spacerun: yes;"> </span>Thompson claimed that he had degrees in accounting and computer science, when, in fact, he had never been awarded the latter degree.<span style="mso-spacerun: yes;"> </span></span></div>
<div class="MsoNormal" style="margin: 0in 0in 10pt;">
<span style="font-family: Calibri;">During the 1988 Presidential campaign, it was discovered that current Vice President Joe Biden falsely claimed that he had graduated at the top of his law-school class (he was 76 out of 85).<span style="mso-spacerun: yes;"> </span></span></div>
<div class="MsoNormal" style="margin: 0in 0in 10pt;">
<b style="mso-bidi-font-weight: normal;"><i style="mso-bidi-font-style: normal;"><span style="font-family: Calibri;">What do these two scenarios, and based on recent studies, 20-40% of all resumes have in common?<span style="mso-spacerun: yes;"> </span></span></i></b></div>
<div class="MsoNormal" style="margin: 0in 0in 10pt;">
<span style="font-family: Calibri;">They represent the ever-increasing problem of resume padding- a nice way of saying a candidate has lied.<span style="mso-spacerun: yes;"> </span><span style="mso-spacerun: yes;"> </span></span></div>
<div class="MsoNormal" style="margin: 0in 0in 10pt;">
<span style="font-family: Calibri;">The recent recession has dumped a large number of potential candidates into the pool, and some, to stand out, are attempting to separate themselves from the rest of the group by glorifying their academic credentials.<span style="mso-spacerun: yes;"> </span>For an employer, this misrepresentation by a candidate is just one sign of potential issues.</span></div>
<div class="MsoNormal" style="margin: 0in 0in 10pt;">
<span style="font-family: Calibri;">Falsified resumes, whether education or experience, costs your company in many ways- from recruiting and replacement costs, increased turnover, the negative impact to your company’s reputation, lost customers and revenue, and the possibility of civil or criminal liability, should you hire them. </span></div>
<div class="MsoNormal" style="margin: 0in 0in 10pt;">
<span style="font-family: Calibri;">Misrepresentation on a resume tells us a lot about the candidate.<span style="mso-spacerun: yes;"> </span>If they would lie about their education, what else are they lying about? Are they lying about their work experience?<span style="mso-spacerun: yes;"> </span>Are they lying about commissions?<span style="mso-spacerun: yes;"> </span>One thing is true- They are obviously not trust-worthy.</span></div>
<div class="MsoNormal" style="margin: 0in 0in 10pt;">
<span style="font-family: Calibri;">Instead of wasting time and money on fraudulent resumes, there are a couple of ways you can verify this information. </span></div>
<div class="MsoNormal" style="margin: 0in 0in 10pt;">
<span style="font-family: Calibri;">The most efficient way is to visit the </span><a href="http://www.studentclearinghouse.org/"><span style="color: blue; font-family: Calibri;">National Student Clearinghouse</span></a><span style="font-family: Calibri;">. Their online system offers access to a nationwide coverage of postsecondary enrollment and degree records. This is an excellent source to verify the education of your candidate. <span style="mso-spacerun: yes;"> </span>Rates vary from $4.50-$9.95 based on the number ordered annually. </span></div>
<div class="MsoNormal" style="margin: 0in 0in 10pt;">
<span style="font-family: Calibri;">The second way, and least efficient, is to have a member of your HR staff call to verify degrees.<span style="mso-spacerun: yes;"> </span>This option is time consuming and less accurate due to the restrictions most institutions have regarding the release of information.<span style="mso-spacerun: yes;"> </span></span></div>
<div class="MsoNormal" style="margin: 0in 0in 10pt;">
<span style="font-family: Calibri;">Because of the increase of misrepresentation on resumes we recommend, at a minimum, you perform the following pre-employment screenings:</span></div>
<div class="MsoListParagraphCxSpFirst" style="margin: 0in 0in 0pt 0.75in; mso-add-space: auto; mso-list: l0 level1 lfo1; text-indent: -0.25in;">
<span style="mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;"><span style="font-family: Calibri;">1.</span><span style="font-size-adjust: none; font-stretch: normal; font: 7pt/normal "Times New Roman";"> </span></span></span><span style="font-family: Calibri;">Education Verification</span></div>
<div class="MsoListParagraphCxSpMiddle" style="margin: 0in 0in 0pt 0.75in; mso-add-space: auto; mso-list: l0 level1 lfo1; text-indent: -0.25in;">
<span style="mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;"><span style="font-family: Calibri;">2.</span><span style="font-size-adjust: none; font-stretch: normal; font: 7pt/normal "Times New Roman";"> </span></span></span><span style="font-family: Calibri;">Employment Verification</span></div>
<div class="MsoListParagraphCxSpMiddle" style="margin: 0in 0in 0pt 0.75in; mso-add-space: auto; mso-list: l0 level1 lfo1; text-indent: -0.25in;">
<span style="mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;"><span style="font-family: Calibri;">3.</span><span style="font-size-adjust: none; font-stretch: normal; font: 7pt/normal "Times New Roman";"> </span></span></span><a href="http://www.outlawgroup.com/Job_Fit_D6J1.html"><span style="color: blue; font-family: Calibri;">Job Fit Assessments</span></a></div>
<div class="MsoListParagraphCxSpMiddle" style="margin: 0in 0in 0pt 0.75in; mso-add-space: auto; mso-list: l0 level1 lfo1; text-indent: -0.25in;">
<span style="mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;"><span style="font-family: Calibri;">4.</span><span style="font-size-adjust: none; font-stretch: normal; font: 7pt/normal "Times New Roman";"> </span></span></span><a href="http://www.outlawgroup.com/Integrity_Assessment.html"><span style="color: blue; font-family: Calibri;">Integrity Assessments</span></a></div>
<div class="MsoListParagraphCxSpLast" style="margin: 0in 0in 10pt 0.75in; mso-add-space: auto; mso-list: l0 level1 lfo1; text-indent: -0.25in;">
<span style="mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;"><span style="font-family: Calibri;">5.</span><span style="font-size-adjust: none; font-stretch: normal; font: 7pt/normal "Times New Roman";"> </span></span></span><a href="http://www.outlawgroup.com/Background_Checks.html"><span style="color: blue; font-family: Calibri;">Criminal Background checks</span></a></div>
<span style="font-family: Calibri;">These simple pre-hire steps will save your company up to 3 times the annual salary of one bad hire.<span style="mso-spacerun: yes;"> </span>Isn’t that money well spent?<span style="mso-spacerun: yes;"> </span></span><br />
<span style="font-family: Calibri;"><span style="mso-spacerun: yes;"></span></span> <br />
<span style="font-family: Calibri;"><span style="mso-spacerun: yes;"><a href="mailto:wayne@outlawgroup.com" target="_blank">Contact us</a> for a complimentary white page, "10 Steps To Retaining Employees".</span></span>Rental Excellencehttp://www.blogger.com/profile/02800664587163448679noreply@blogger.com0tag:blogger.com,1999:blog-6447215120067936426.post-46418654005910083222013-03-05T07:26:00.004-08:002013-03-05T07:26:53.240-08:00Analysis of Staffing Improvement in Rental-oriented Company
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgJBnwKQWM5_RwqtgSjctEY8pdiUcnV9vaUtqvMjeh_NQKM6woUpMzLBQR-h1OfEkVvt0Vi80pab2I-MivkvULuMi7GSNIYcTDf5KP5uHCXkP8g5K6hrUu-kkXdT07aN0f7QOpwFdhbKkss/s1600/question+mark2.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" height="132" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgJBnwKQWM5_RwqtgSjctEY8pdiUcnV9vaUtqvMjeh_NQKM6woUpMzLBQR-h1OfEkVvt0Vi80pab2I-MivkvULuMi7GSNIYcTDf5KP5uHCXkP8g5K6hrUu-kkXdT07aN0f7QOpwFdhbKkss/s200/question+mark2.jpg" width="200" /></a><span style="font-size: 12pt; line-height: 115%;"><span style="font-family: Calibri;">Recently, we
were contacted by a medium-sized company who serves customers with locations in
5 states and over 300 employees.<span style="mso-spacerun: yes;"> </span>They
realized that hiring good quality employees was essential to the success of
their business but their current hiring process was not sufficient in making
informed and effective hiring decisions.<span style="mso-spacerun: yes;">
</span><o:p></o:p></span></span><br />
<br />
<div class="MsoNormal" style="margin: 0in 0in 10pt;">
<span style="font-family: Calibri;"><b style="mso-bidi-font-weight: normal;"><span style="font-size: 12pt; line-height: 115%;">Concern:<span style="mso-spacerun: yes;"> </span></span></b><span style="font-size: 12pt; line-height: 115%;">Turnover rate was negatively affecting their operations and
slowing corporate success.<b style="mso-bidi-font-weight: normal;"><o:p></o:p></b></span></span></div>
<br />
<div class="MsoNormal" style="margin: 0in 0in 10pt;">
<span style="font-family: Calibri;"><b style="mso-bidi-font-weight: normal;"><span style="font-size: 12pt; line-height: 115%;">Solution:</span></b><span style="font-size: 12pt; line-height: 115%;"> By analyzing their hiring process,
and using <span style="mso-spacerun: yes;"> </span>tools to measure reliability,
work ethic, integrity and substance abuse, as well as, job fit estimates, they
were able to reduce their turnover by <b style="mso-bidi-font-weight: normal;">45.9%</b>
within the first year of utilization. Hiring more productive employees <span style="mso-spacerun: yes;"> </span>resulted in reducing cost and turmoil of
constantly replacing store staff which significantly improved their ability to
continue their growth trend.<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></span></div>
<br />
<div class="MsoNormal" style="margin: 0in 0in 10pt;">
<b style="mso-bidi-font-weight: normal;"><span style="font-size: 12pt; line-height: 115%;"><span style="font-family: Calibri;">If you would like to find out how</span><a href="http://www.blogger.com/null" name="_GoBack"></a><span style="font-family: Calibri;"> we can assist your company , <a href="mailto:Tamara@outlawgroup.com" target="_blank">click here</a>.<o:p></o:p></span></span></b></div>
Rental Excellencehttp://www.blogger.com/profile/02800664587163448679noreply@blogger.com0tag:blogger.com,1999:blog-6447215120067936426.post-78764387970962572332013-02-18T08:20:00.001-08:002013-02-18T08:25:13.079-08:00Portable Human Resource DepartmentNeed a portable Human Resources Department? <br />
<br />
We have the answer! We have created a new blog that will focus specifically on Simply Smart Staffing...in fact, that is its name- <a href="http://www.simplysmartstaffing.com./" target="_blank"><em><strong>SimplySmartStaffing.com</strong></em>.</a><br />
<br />
<div class="separator" style="clear: both; text-align: center;">
<a href="http://www.simplysmartstaffing.com/" target="_blank"><img border="0" height="164" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEh9AYtLJa2Zy3bu7xDBitDD0zj0vTmsAaeCBk9uSahsPeScs0bhoYvha5qOwYEtt7s42sJxb38cqsLlrxvxNBm2myfPxMWdLsZcqABuPnmDCJftH20r_MVj1v6xJJUiIjK5R6PFkL478a4/s320/Simplysmartstaffing.jpg" width="320" /></a></div>
<br />
While <em>Rental Excellence </em>focuses on specific issues concerning your industry- hiring difficulties, trends, how to increase performance, for example- <a href="http://www.simplysmartstaffing.com/" target="_blank"><em>SimplySmartStaffing.com</em></a> focuses on the specific challenges of hiring that effects every business. We include Smart Staffing tips, Targeted interview questions, and through our Contact Us feature we will answer your staffing questions. <br />
<br />
Visit <a href="http://www.simplysmartstaffing.com/" target="_blank">SimplySmartStaffing.com</a> today to find an easier way to find Top Performers! Rental Excellencehttp://www.blogger.com/profile/02800664587163448679noreply@blogger.com0tag:blogger.com,1999:blog-6447215120067936426.post-62389545348907245752012-10-10T07:53:00.002-07:002012-11-05T09:23:25.595-08:00Finding the Perfect Top Performer<span style="font-family: Arial, Helvetica, sans-serif;">Several months ago you hired what looked like the perfect
candidate. Bright, articulate, past track record of consistent success in
similar task-related positions and a strong desire to work for your rental
company.<span style="mso-spacerun: yes;"> </span>Unfortunately he has not been
successful and you feel you’ll have to let him go.<span style="mso-spacerun: yes;"> </span></span><br />
<span style="font-family: Arial, Helvetica, sans-serif;"></span><br />
<div class="MsoNormal" style="margin: 0in 0in 10pt;">
<span style="font-family: Arial, Helvetica, sans-serif;">You just can’t understand what happened.<span style="mso-spacerun: yes;"> </span>“Past job performance is the best predictor
of future success”, as you’ve heard.<span style="mso-spacerun: yes;"> </span>As
you review the process you went through to hire you remember that he
interviewed well and had great references.<span style="mso-spacerun: yes;">
</span>Everything pointed to his success.<span style="mso-spacerun: yes;">
</span>What happened?<span style="mso-spacerun: yes;"> </span>Don’t worry, you
aren’t alone. This happens too often.<span style="mso-spacerun: yes;">
</span>How can you ensure that this won’t happen again?<span style="mso-spacerun: yes;"> </span></span></div>
<div class="MsoNormal" style="margin: 0in 0in 10pt;">
<span style="font-family: Arial, Helvetica, sans-serif;">How do you find out if what sounds and looks like a great
candidate will be a great success?</span></div>
<div class="MsoNormal" style="margin: 0in 0in 10pt;">
<span style="font-family: Arial, Helvetica, sans-serif;"><b style="mso-bidi-font-weight: normal;">Job Fit or Job Match.<span style="mso-spacerun: yes;"> </span></b>How well a candidate’s attributes fit the
needs of the position is the most important factor in his or her success.<span style="mso-spacerun: yes;"> </span>You may say, “I already know the factors,
such as motivation, drive, communication ability and integrity are import.” <span style="mso-spacerun: yes;"> </span>Yes, they are critically important but they
are not the only ones that are important and must be considered.<span style="mso-spacerun: yes;"> </span>For example, a person’s motivation for
success may be strong, but if you are asking a person with a very low level of assertiveness to be good at collecting, he or she will fail.<span style="mso-spacerun: yes;"> </span>If you are asking a person who has a low level of numerical reasoning to figure out, using their P&Ls, how to achieve profit targets, they will frustrate both you and him or her because they do not understand how the "numbers interrelate" and what they have to do to get them to produce the profit needed.</span></div>
<div class="MsoListParagraphCxSpFirst" style="margin: 0in 0in 0pt; mso-add-space: auto;">
<span style="font-family: Arial, Helvetica, sans-serif;">Psychologists
have known the importance of Match or Fit for a number of years, but few
business people have taken advantage of it.<span style="mso-spacerun: yes;">
</span>In 1980 Herbert Greenberg and Jeanne Greenberg published a study of
360,000 salespeople in the U.S., Canada and Western Europe in the Aug-Sept.
1980 issue of the Harvard Business Review entitled “Job Matching for Better
Sales Performance”. <o:p> While store managers are not the same as salespeople, the ability to preidct store manager's success is the same.</o:p></span></div>
<span style="font-family: Arial, Helvetica, sans-serif;"></span><br />
<div class="MsoListParagraphCxSpMiddle" style="margin: 0in 0in 0pt; mso-add-space: auto;">
<strong><span style="font-family: Arial, Helvetica, sans-serif;">In
summary, the article reported in the findings that:</span></strong></div>
<div class="MsoListParagraphCxSpMiddle" style="margin: 0in 0in 0pt; mso-add-space: auto;">
<span style="font-family: Arial, Helvetica, sans-serif;"> </span></div>
<div class="MsoListParagraphCxSpMiddle" style="margin: 0in 0in 0pt; mso-add-space: auto;">
<strong><span style="font-family: Arial, Helvetica, sans-serif;"><span style="mso-tab-count: 1;"> </span>55% of those holding sales
positions have little or no ability to sell</span></strong></div>
<strong><span style="font-family: Arial, Helvetica, sans-serif;">
</span></strong><br />
<div class="MsoListParagraphCxSpMiddle" style="margin: 0in 0in 0pt; mso-add-space: auto;">
<strong><span style="font-family: Arial, Helvetica, sans-serif;"><span style="mso-tab-count: 1;"> </span>25% have ability, but are
selling the wrong product</span></strong></div>
<strong><span style="font-family: Arial, Helvetica, sans-serif;">
</span></strong><br />
<div class="MsoListParagraphCxSpMiddle" style="margin: 0in 0in 0pt; mso-add-space: auto;">
<span style="font-family: Arial, Helvetica, sans-serif;"><strong><span style="mso-tab-count: 1;"> </span>20% are doing precisely the job
that is appropriate</strong><o:p> </o:p></span></div>
<span style="font-family: Arial, Helvetica, sans-serif;"></span><br />
<div class="MsoListParagraphCxSpMiddle" style="margin: 0in 0in 0pt; mso-add-space: auto;">
<b style="mso-bidi-font-weight: normal;"><span style="font-family: Arial, Helvetica, sans-serif;">Important Points About The Study</span></b></div>
<span style="font-family: Arial, Helvetica, sans-serif;"></span><br />
<div class="MsoListParagraphCxSpMiddle" style="margin: 0in 0in 0pt; mso-add-space: auto;">
<span style="font-family: Arial, Helvetica, sans-serif;">The
Greenberg’s study covered a variety of industries with both high and low
turnover levels.<span style="mso-spacerun: yes;"> </span>They evaluated the
characteristics of age, sex, race, education, previous sales experience and Job
Match compared to results.<span style="mso-spacerun: yes;"> </span>Job match was
the only reliable indicator of determining performance and turnover.</span></div>
<span style="font-family: Arial, Helvetica, sans-serif;"></span><br />
<div class="MsoListParagraphCxSpMiddle" style="margin: 0in 0in 0pt; mso-add-space: auto;">
<span style="font-family: Arial, Helvetica, sans-serif;"><span style="mso-tab-count: 5;"> </span><b style="mso-bidi-font-weight: normal;">Job Matched<span style="mso-tab-count: 1;"> </span>Not
Job Matched<o:p></o:p></b></span></div>
<span style="font-family: Arial, Helvetica, sans-serif;"></span><br />
<div class="MsoListParagraphCxSpMiddle" style="margin: 0in 0in 0pt; mso-add-space: auto;">
<b style="mso-bidi-font-weight: normal;"><span style="font-family: Arial, Helvetica, sans-serif;">After 6 months</span></b></div>
<div class="MsoListParagraphCxSpMiddle" style="margin: 0in 0in 0pt; mso-add-space: auto;">
<span style="font-family: Arial, Helvetica, sans-serif;">Fired
or Quit 24% 46%</span></div>
<span style="font-family: Arial, Helvetica, sans-serif;"></span><br />
<div class="MsoListParagraphCxSpMiddle" style="margin: 0in 0in 0pt; mso-add-space: auto;">
<span style="font-family: Arial, Helvetica, sans-serif;">Top
25% of total group 11%<span style="mso-tab-count: 3;"> </span>2%</span></div>
<span style="font-family: Arial, Helvetica, sans-serif;"></span><br />
<div class="MsoListParagraphCxSpMiddle" style="margin: 0in 0in 0pt; mso-add-space: auto;">
<span style="font-family: Arial, Helvetica, sans-serif;">Second
26-50% of group 28%<span style="mso-tab-count: 3;"> </span>10%</span></div>
<div class="MsoListParagraphCxSpMiddle" style="margin: 0in 0in 0pt; mso-add-space: auto;">
<o:p><span style="font-family: Arial, Helvetica, sans-serif;"> </span></o:p></div>
<span style="font-family: Arial, Helvetica, sans-serif;"></span><br />
<div class="MsoListParagraphCxSpMiddle" style="margin: 0in 0in 0pt; mso-add-space: auto;">
<b style="mso-bidi-font-weight: normal;"><span style="font-family: Arial, Helvetica, sans-serif;">After 14 Months</span></b></div>
<div class="MsoListParagraphCxSpMiddle" style="margin: 0in 0in 0pt; mso-add-space: auto;">
<span style="font-family: Arial, Helvetica, sans-serif;">Fired
or Quit<span style="mso-tab-count: 4;"> </span>28%<span style="mso-tab-count: 3;"> </span>57%</span></div>
<span style="font-family: Arial, Helvetica, sans-serif;"></span><br />
<div class="MsoListParagraphCxSpMiddle" style="margin: 0in 0in 0pt; mso-add-space: auto;">
<span style="font-family: Arial, Helvetica, sans-serif;">Top
25% of group<span style="mso-tab-count: 2;"> </span><span style="mso-tab-count: 1;"> </span>19%<span style="mso-tab-count: 3;"> </span>1%</span></div>
<span style="font-family: Arial, Helvetica, sans-serif;"></span><br />
<div class="MsoListParagraphCxSpMiddle" style="margin: 0in 0in 0pt; mso-add-space: auto;">
<span style="font-family: Arial, Helvetica, sans-serif;">Second
26-50% of group<span style="mso-tab-count: 2;"> </span>42%<span style="mso-tab-count: 3;"> </span>6%<o:p> </o:p></span></div>
<span style="font-family: Arial, Helvetica, sans-serif;"></span><br />
<div class="MsoListParagraphCxSpLast" style="margin: 0in 0in 10pt; mso-add-space: auto;">
<span style="font-family: Arial, Helvetica, sans-serif;">Investing
resources in selecting the right person for an in-store position is a wise investment.<span style="mso-spacerun: yes;"> </span>Just as you’re careful as to
which merchandise for your store that match your customers need you select to ensure it matches your strategic needs, you must be
careful of the person you select to invest your time and money in if you want a
high-performing store manager that will stay with you. </span><br />
<span style="font-family: Arial;"></span><br />
<span style="font-family: Arial;">Job fit is just one aspect of what is required to be successful. An applicant's value and beliefs in areas such as, integrity, work ethic, substance abuse and reliability, and are a very strong indication of whether they will be a long-term, productive employee, regardless of position. In a future post we will address how to screen out those who cause problems and cost you money. </span></div>
Rental Excellencehttp://www.blogger.com/profile/02800664587163448679noreply@blogger.com