The Bull's-Eye View

The Changing Face of the Workforce

Dear friends and Colleagues,

With the baby boomer generation quickly approaching retirement, the face of the workforce is about to change dramatically, and many employers are not prepared. A recent survey by Manpowershows that only 21% of companies have developed incentives to keep these valuable employees in the workforce.

Senior employees "approaching retirement are simply looking for different things than younger ones," as Sara Birkman-Fink, President and CEO of Birkman International, an executive development firm, points out.

Older employees have well-established patterns and work styles, and are looking for sales job opportunities to match. Any successful Massachusetts job placement agency needs to realize that at this stage in life, these employees are not relocating to New Hampshire without incentives specifically geared for their age group.

In order to stay competitive and prevent a severe skills drop-off, sales job recruiters must develop personality assessments to determine what will keep a baby boomer in the workforce, and then create benefit packages that reflect these desires.

You’re Hired…I Quit! Keeping New Hires

Question: We take fresh engineers, top graduates from the best colleges, and train them. The challenge is keeping them: many leave our firm for jobs with IT companies and/or higher studies after 8-10 months. How can we reverse this trend? Should we start looking at hiring people who aren't considered "high flyers"?

Reversing the trend of high turnover can be difficult, but hiring lesser-qualified people is not the answer. High employee turnover is typically an environmental issue resulting from a mismatch between the employee and the work environment.

When employees leave an employer, they often cite reasons such as more money or returning to school as their reason for leaving. On the surface, this may be true, but it may not be the underlying motive for considering an alternative to continued employment with your company.

All departing employees should receive an exit interview, regardless of the reason for their departure. The survey should be structured to give employees the opportunity to discuss the good, bad, pretty and ugly about your company without the fear of burning a bridge.

Remaining employees should be surveyed to determine why they stay. They too should be given the opportunity to discuss the good, bad, pretty and ugly about your company without fear of reprisal. If there is the slightest doubt about the issue of trust between employees and management, then it is best to have the survey conducted by an outside resource.

Incorporate the information from the exit interviews, the employee surveys and the profile into a hiring and retention strategy that includes a formal employee selection and retention process.

The most important step is to take it personally. Employees are not leaving your company; they are leaving you. Therefore, you have the power to change the situation. Accept nothing less.

- Lonnie Harvey, Jr., SPHR, The JESCLON Group, Inc. www.jesclongroup.com

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How To Run An Excuse-Free Office

Is excuse-making a problem in your office? Excuses are really just defense mechanisms because employees fear blame, embarrassment, reprimands, and firings. As a manager, it is your job to turn mistake-making into a learning experience for your employees. Here are some suggestions to help you reduce the amount of excuse-making that goes on under your command:

• Make sure your employees know your expectations. Clarify tasks and assignments that will be each employee’s responsibility. Explain how what the employee is doing fits into the bigger picture. This is often an oversight in many businesses and detaches the worker from feeling like he is performing meaningful work.
• Help the employee anticipate possible problems and how she will handle them.
• After the task has been completed, discuss it.

  Was it a success or a failure? Did the employee meet expectations?

• Discuss with the employee what he or she learned from the work.
• Discuss with the employee what he or she could have done differently or more effectively during the course of the work.
• Praise the employee when applicable.

Adapted with permission from Nations’ Business and First Draft

Email Marketing CAN Be Profitable

• Email is the #1 online activity for Americans! (Pew Internet Survey)
• Out of 1,000,000,000 (1 Billion) Internet users worldwide, 90% use email! (PostFuture)
• 82% of online consumers have made at least one purchase as a result of an email! (PostFuture)
• People now use email to communicate MORE than the telephone! (Marketing Sherpa)
• 90% of consumers use email multiple times per day! (DoubleClick)
• 30.1% of people use email for gift ideas! (ReturnPath Survey)
• 40.9% of people comparison shop with email! (ReturnPath Survey)
• 59% of people have redeemed an email coupon at an online OR offline store! (PostFuture) Do you

have your email marketing campaign working for you?

Do you need a top-performing sales professional to drive revenue?

If you don’t have time or money to waste searching for a top-quality sales person that drives revenue, Target Consulting can do the sales recruiting for you. You only pay us if you hire a candidate, and we guarantee the candidate for a limited time. Visit our Client Services section.

Call us for a confidential job search

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Target Consulting Group Hot Jobs

Increase Business with Referrals Increase business by asking for a referral from an existing customer. Referrals are one of the most effective and inexpensive ways to market. Referrals have more impact than any other marketing strategy or advertising campaign because prospective customers rely on the confidence and trust that your existing customers have for you. A satisfied customer is usually glad to help you and can provide a strong testimonial for your company. This can open doors quickly for new customers. Candidate Referral Program Help a Friend and Earn $500 Target Consulting will pay you $500 for each friend that you refer who gets a job through our services. Client Referral Program Refer Target Consulting Group a client and we will donate $500 to a charity of your choice. Are you an HR or sales consultant looking to add value to your client with our service? Call us about our agent program at 888-511-JOBS for details. Call us at 888-511-JOBS for details. http://www.targetconsulting.com

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phone: 508-314-3563
fax: 508-546-0317
john@job-guy.com
www.job-guy.com
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