Category Archives: Recruitment & Retention

The need for organizations to develop formal or informal social media policies for recruiting techniques is increasing as social media becomes a growing and useful tool for connecting with potential employees. Continue reading →

Finding the right workforce balance (employees and contingent workers) to accomplish today’s workload is one of the latest challenges for organizations in the new economy. Continue reading →

Surveys have been long considered strong marketing tools but outside-the-box thinking applies the same principles internally to gather a better understanding of the experience  staff members have within our organizations. Continue reading →

Not every effective employee retention method requires a significant investment.  Check out the top reasons staff members choose to leave and 10 ideas to avoid it.  Read More Continue reading →

Despite the high unemployment rate, results from this study confirm that companies continue to be challenged to find the exact fit for the positions they have open.  In the mean time, current staff suffer from burn out and become less effective and efficient.  A shift in thinking is required to solve the Talent Crunch and the high level of unemployment. Continue reading →

Last night I dreamed I was driving a bookmobile.

I’ve yet to parse the Freudian implications, but in the dream I was in full charge of that big boy – a hefty white truck filled with books, a few helpers and a really comfy and modern seating area. Furthermore, the Dreamland Library System had thoughtfully installed a conveyor belt in the parking garage that automatically parked the vehicle. All I had to do was align the truck’s front wheels with the conveyor belt’s tracks, like at a carwash, and the belt would automatically pull the bookmobile up this high-tech ramp . . . Continue reading →

Though careful hiring is always an imperative, the current economic environment requires a new look at some of your practices in this area. Many of today’s job hunters have been out of work for several months or even a year or more. Through application processes and interviews, these folks may have learned how to tell you just what you want or need to hear. In the best of circumstances, hiring can be tricky—whether you need to fill a vacancy due to a long-planned retirement or to very quickly fill a critical position in your organization due to unforeseen circumstances. These points are in no way meant to discourage organizations from hiring someone who may have been laid off due to the economy, but rather to describe a few situations and suggestions to help you make the best and smartest hiring decisions. Continue reading →