Workplace Stars Blog

Of course, there is no easy way, magic bullet, secret, or trick. It just takes stamina, fortitude, and a thick skin when it comes to rejection. But, there are a few things that can make a difference besides networking, rubber chicken dinners, cold dried out scrambled eggs and bacon at breakfasts, using a head hunter, paying someone to write your resume and cover letter, cold calling, or threatening to blow a place up unless they hire you or use your services (the last one was a joke, if you couldn’t tell).

I see searches going on for 6-12 months or more even with all the qualified workers out there. Why? I spend a lot of time while doing client consulting working with their recruiting efforts. Unfortunately, corporate recruiting is still in the 20 century for a lot of companies, and it is no one’s fault. It is just the nature of companies and how they do business- slow to change when they believe a process is working even if it is inefficient because they often do not evaluate accurately the cost/benefit of how they are accomplishing a task e.g. recruiting/hiring.

In my last blog article I talked about . I want to expand on that article to talk about why people feel they have a right to misuse social media, our latest tool of communication.

I have been doing independent consulting for 3 years now but get tired of spending the major part of my time developing business instead of doing the work I love and have a passion for; executive and employee coaching, organizational development, and training. So every now and then I look at and for opportunities on the market.

That’s a question I was recently asked by one of my client’s I coach. After he was done venting about how he thought the interview went well but the recruiter after numerous check-backs finally said they found someone else more qualified. I said this-

Culture, like the air you breathe, is difficult to get your arms around lever of high performance and workplace engagement. Other commonly recognized performance excellence levers appear easy to move in comparison. Got bad managers? Fire the worst; then train—and reward—the remaining managers for behaviors that engage. Experiencing a disconnect on the branding front? Enlist the training department to lead a learning program to skill-up the workforce.

The simple answer is by linking your HR and L&D work directly to business success.

Employee “mindsets” are of critical importance and need to be measured.

What is true leadership? You can give the same old tired definitions:

Organisations speak, quite rightly, about how their people are their most precious resource.  Some even write about it in their formal publications.