Having Trouble Viewing this Email? Read it On Your Browser
Human Resource Solutions Contact Roberta
LinkedIn Facebook Twitter YouTube
HR Matters // A Newsletter On: Creating exceptional workplaces and extraordinary results

It’s been a tough winter all around, and I expect more workers will be taking flight now that the climate has improved. Some employee turnover is good. However, what will happen to your business if the people you want to keep actually leave? This is the time to create a force field around your organization to prevent others from pulling out your superstars. Scroll down to learn more about the Executive Force Field Summit. We can get this done in a half a day. Surely you can spare the time, or perhaps you prefer to spend your days (and nights) trying to hire replacements.

Ten Reasons Why You Can’t Fill Jobs, And What You Can Do To Change This

It pains me to stand by and watch others continuously try to fill the same jobs day in and day out. I’ve reached the point where I can no longer sit back and be silent. Here are ten reasons you can’t fill jobs, and what you can do to change this.

  1. Your expectations are ridiculous. Requiring administrative personnel, such as receptionists and executive assistants, to have degrees is just plain stupid. It’s difficult enough to find good administrative help. Why make it harder? When setting qualifications, be reasonable and realistic.

  2. You’re stuck in a time warp. Requiring a specific SAT score in order for a candidate to be considered for a job (true story) gets a failing grade in my book. I know a lot of smart people who received low performance grades at work. Focus on what matters most — potential.

  3. You’re not that impressive. Sorry to be the one that has to tell you this, but when I go to your website, you don’t appear all that impressive. Your website is all about you, and speaks nothing to me. You can change this. Call today for a consultation, and we’ll have you looking really good in no time.

  4. You had me at hello, and lost me at, “Can you hang on a minute while I answer this call?” Your hiring managers are repelling candidates. It’s not entirely their fault. Be sure everyone involved in your hiring process knows the importance of making a good impression. Train them to turn candidates on, rather than off.

  5. Your reputation proceeds you…and not in a good way. I recently presented a webinar for Glassdoor titled, 3 Reasons Why CEOs Can't Ignore Glassdoor, and was surprised to learn how few executives know about this site. Glassdoor is a transparent community where employees and former employees anonymously review companies and their management. Don’t get caught off guard. Manage the reputation of your employment brand. It’s all you’ve really got.

  6. You’re taking too long to hire. I recently bought a home in a very hot real estate market. I had to develop a strategy to circumvent the bidding wars that were going on all around me. You must do the same. What can you do differently in your hiring process that will allow you to be more nimble and avoid the craziness of a hot job market?

  7. You appear to always be hiring. You haven’t figured out how to take those filled job openings off your website. You think that’s a good thing when someone leaves again. Perhaps not, as your company appears to be a revolving door. Assign someone to manage the job openings on your website and be sure to remove jobs as soon as they are filled.

  8. You are refusing to pay agency fees. Well good for you! That leaves more of the recruiter’s time for those willing to invest in hiring the right people, some of whom may be working for you right now.

  9. Talent isn’t a priority for you. If it were a priority, you’d be on the hunt every day for people who would be a good fit for your organization.

  10.  You are overwhelmed and don’t know where to begin. You are not alone. Hiring the right people for your firm requires considerable thought. Of course being paralyzed and doing nothing to advance your cause isn’t very helpful either. Begin by picking up the phone and asking for help. I promise you’ll be glad you did.

© 2015 Matuson Consulting. All Rights Reserved.

5 Characteristics of a Great Mentoring Relationship

I’m currently helping a number of my clients design and implement mentoring programs, as they seek ways to deepen their relationships with their employees, by providing additional developmental opportunities to their people. This is a great strategy for attracting and retaining top talent. If you’ve ever had a mentor or been a mentor, then you know how this relationship can be a game-changer for years to come. Here are five characteristics of a great mentoring relationship:

  1. The relationship is mutually beneficial. The best mentoring relationships are those where both parties are getting something out of it. The mentor may receive personal satisfaction knowing he or she is helping someone who is looking to propel his or her career forward, while the mentee feels fortunate to have access to someone who knows the playing field fairly well.
  2. There are high levels of trust. Trust is the thread that holds the mentoring relationship together. Without trust, neither party can move forward. Here are some signs that you have a trusting relationship. Both parties share personal challenges. Neither person thinks twice before speaking. Honesty is the rule rather than the exception.
  3. Communication flows easily. Both parties look forward to their next point of connection. Conversations become more sophisticated as the relationship matures. Both mentor and mentee actively listen to one another and remain in the moment.
  4. Commitment is strong. The relationship is a priority to both parties. Meetings are rarely missed.
  5. The sun sets in a timely manner. Nothing lasts forever, including mentoring relationships. When the relationship has run its course, neither party hangs on out of convenience. Both agree that for growth to continue, one must let go.

Rules of Attraction: Your Monthly Tip on Attracting and Retaining Top Talent

Looks matter. There, I said it. That’s because they do. What impression is your company website leaving on candidates? Does it pull them in and make them want to learn more about your business, or does it repel candidates? Can job seekers easily find the section that contains job openings, or are they forced to search through a maze of never-ending links? In today’s competitive employment market, everything matters - especially looks.

New Offering For My Best Clients! Executive Force Field Summit

Companies are in desperate need of talent. Do you know where they’re getting it? They’re blatantly STEALING it from companies like yours! And up until now, there’s been nothing that you could do about it.

In a recent poll, 64% of survey participants said that within the last twelve months they were approached either directly or indirectly about a job opportunity from one of their main competitors. Sixty-four percent!!! They’re sucking the lifeblood right out your organization, and most companies aren’t doing a single thing about it. Even worse - most aren’t even aware it’s happening! It shouldn’t be this way. What if you could create a force field around your organization that prevents others from pulling out your superstars?

Today I’m introducing The Executive Force Field Summit. This new offering will be delivered in the form of a private, half-day, on-site summit for executives and their teams. We will work to understand the true financial impact that unwanted employee turnover is having on their business, as well as what they can do to prevent their people from being poached.

This program is for those who are serious about employee and talent retention. You and your team will work together to build a force field around your organization to prevent talent from being whisked away. Together, we’ll identify the black holes where talent may be seeping out of your business, and close the gap on areas where your company is most vulnerable. Included will be tactics and strategies that you can instantly implement to increase the magnetism needed to attract and retain the best.

I’m only doing this for a select number of organizations. Will yours be one of them? Contact me at 413-582-1840 or at Roberta@matusonconsulting.com for details and to schedule a date.

Share This Newsletter

For more tips on attracting and retaining top talent, download a copy of Talent Magnetism. Call us today at 413-582-1840 if you’d like to discuss applying these concepts to your organization.

Roberta on FastCompany Roberta on Monster Roberta's Blog

Meet Roberta Matuson

For more than 25 years, Roberta Matuson has helped leaders in Fortune 500 companies, including General Motors, Best Buy, and, The Boston Beer Company, achieve dramatic growth and market leadership through the maximization of talent.

Learn More
Testimonials:

“Your work with my senior group exceeded my expectations. I've never seen anything like it. We are now going gangbusters, and the team is really working together. Fantastic job."

Ronald P. Bryant
President and CEO
Noble Hospital

“Roberta has proven to be a trusted advisor and I wouldn’t hesitate to recommend her to other CEOs who are looking to accelerate the speed and quality of decision-making."

Tom Hopcroft
President & CEO
Mass Leadership Technology Council

Executive Coaching

A 90-day Coaching Program

Read an Excerpt of Talent Magentism

Buy Talent Magnetism

 Read Reviews of Talent Magnetism

Growth Programs

Do you want your leadership to accelerate business results within your team and organization? If you do, see which program is right for you.

.

Visit Roberta Online:
MatusonConsulting.com
SuddenlyinCharge.com

Email: Roberta@MatusonConsulting.com
Tel: 413.582.1840 | Fax: 413.582.7111

© 2015 Matuson Consulting. All Rights Reserved.