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The Time Has Come.. To Quit!

Originally posted on Recruiter.com December 31, 2012.

Dear Corporate World

medium_3564681675 (1)Dear Corporate World,

It’s been a few years or so since we broke up for good. I’m so glad it happened.

While I learned a lot about myself from you and realized that you are probably perfect for some girls out there, I’m not one of them.

When I left I thought that it was because of your incessant desire to have me in the office at normal hours, your constant nagging about the clothes I was or wasn’t wearing. But I was mistaken; those things were just surface issues. Our problems, my dear, are much deeper than that.

See all the things that make me a great consultant to companies just like you are the very things you hated about me.

Being able to direct all facets of a project without dealing with ego or jockeying for position in front of the manager are so great. It’s a lot simpler to get things done when you don’t get stymied by internal politics.

It was also fantastic that even though I had a ton of input around who might make a good manager and who was definitely not qualified for their position, you allowed those decisions to be made by much simpler qualifications, like who went to high school together or what cool new startup someone had been let go from.

The best thing about working for you, sweet corporate world, was the easy to remember schedule. Obviously, true work can only be done in the presence of others, during set hours of the day and in very specific clothing. Obviously. Read more…

photo credit: HaoJan via photopin cc

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This Week at Red Branch: Prepare For The Future, Hiring Advice, & Automating Recruiting Emails

We have been very busy reading, writing, and posting all over the internet for clients this week. Here is a quick glance of what we’ve been up to at Red Branch Media.

Recruiterbox posted an article about how much an employee can cost a company. They also offer advice for taking that leap of hiring your first employee.

Making Your First Hire

We all have to start somewhere. Making that first hire is vital because it sets the tone for all future hires. This is the point where small companies will start building their company culture, so it’s important to start off right. There comes a time when small business owners have to make the decision to grow and let go of some of the responsibility, or stay stagnant.

A good place to start would be with a recent post on the Recruiterbox blog about the differences between a contractor and an employee. Check it out to help you decide which is best for your small business. If an employee is what your business needs, there are a lot of steps to take to get you there. Liabilities, responsibilities, extra expenses and forms are just the beginning. According to an Entrepreneur article on making the first hire, the estimated cost of recruiting, hiring and training just one new employee is about $4,000. Continue reading…

Visibility Software posted an article that talks about how much time we waste reading emails. They say that a great recruiting software should help automate a lot of the time consuming processes.

Recruiting Software and Email Hell

bigstock Heaven And Hell 10224365As a recruiter, you probably spend a good deal of your workday, sending, receiving and decoding emails. The more you read, the more that come in. The more you send out, the more that need replies. This is called email hell, and it’s a vicious cycle. We know that we need to have constant communication with our clients and candidates, and this is one area in which many of us waste a whole lot of time.

  • We receive an average of 304 business emails on a weekly basis.
  • We check out inbox dozens of times per hour (literally).
  • A huge chunk of our workday is devoted to refocusing after handling email.

Technology to the rescue!

If for no other reason than to get out of email hell, recruiters need to start automating much of their communications. This is where good recruiting software comes into play. For every step in the recruiting process, there is an email, and it can be murder to keep up with. Let your software keep up with it, and get on with your actual job. The goal of technology is to make our lives easier, by automating routine tasks and organizing data in meaningful, useful ways. Read more…

Careerminds is always lending some great advice. This week they wrote about succession planning and how managers can prepare their employees for the future.

Succession Planning Tips

A good succession planning program is more than just establishing back-ups. Successional planning is identifying needs for talent and management within the organization and training individuals for current and future responsibilities. It is also more than just crisis management. The whole point of establishing a good succession plan is to divert crisis, not just manage it.

Management is always dealing with the issue of how best to develop the next generation of leaders. Succession planning is about being proactive and prepared. Leaders should have a constant finger on the pulse of their workforce. This means having an understanding of exactly who and how many workers are nearing retirement. This also means having an understanding of business trends and industry fluctuations. Read more…

We send out these digests every week so stay tuned! Make sure you like us on Facebookfollow us on Twittercheck out our Tumblrand take a look at our Pinterest page, all for the daily deluge.

bigstock-Mission-Accomplished-Reward-St-36553057

This Week at Red Branch: Prepare For The Future, Hiring Advice, & Automating Recruiting Emails

We have been very busy reading, writing, and posting all over the internet for clients this week. Here is a quick glance of what we’ve been up to at Red Branch Media.

Recruiterbox posted an article about how much an employee can cost a company. They also offer advice for taking that leap of hiring your first employee.

Making Your First Hire

We all have to start somewhere. Making that first hire is vital because it sets the tone for all future hires. This is the point where small companies will start building their company culture, so it’s important to start off right. There comes a time when small business owners have to make the decision to grow and let go of some of the responsibility, or stay stagnant.

A good place to start would be with a recent post on the Recruiterbox blog about the differences between a contractor and an employee. Check it out to help you decide which is best for your small business. If an employee is what your business needs, there are a lot of steps to take to get you there. Liabilities, responsibilities, extra expenses and forms are just the beginning. According to an Entrepreneur article on making the first hire, the estimated cost of recruiting, hiring and training just one new employee is about $4,000. Continue reading…

Visibility Software posted an article that talks about how much time we waste reading emails. They say that a great recruiting software should help automate a lot of the time consuming processes.

Recruiting Software and Email Hell

bigstock Heaven And Hell 10224365As a recruiter, you probably spend a good deal of your workday, sending, receiving and decoding emails. The more you read, the more that come in. The more you send out, the more that need replies. This is called email hell, and it’s a vicious cycle. We know that we need to have constant communication with our clients and candidates, and this is one area in which many of us waste a whole lot of time.

  • We receive an average of 304 business emails on a weekly basis.
  • We check out inbox dozens of times per hour (literally).
  • A huge chunk of our workday is devoted to refocusing after handling email.

Technology to the rescue!

If for no other reason than to get out of email hell, recruiters need to start automating much of their communications. This is where good recruiting software comes into play. For every step in the recruiting process, there is an email, and it can be murder to keep up with. Let your software keep up with it, and get on with your actual job. The goal of technology is to make our lives easier, by automating routine tasks and organizing data in meaningful, useful ways. Read more…

Careerminds is always lending some great advice. This week they wrote about succession planning and how managers can prepare their employees for the future.

Succession Planning Tips

A good succession planning program is more than just establishing back-ups. Successional planning is identifying needs for talent and management within the organization and training individuals for current and future responsibilities. It is also more than just crisis management. The whole point of establishing a good succession plan is to divert crisis, not just manage it.

Management is always dealing with the issue of how best to develop the next generation of leaders. Succession planning is about being proactive and prepared. Leaders should have a constant finger on the pulse of their workforce. This means having an understanding of exactly who and how many workers are nearing retirement. This also means having an understanding of business trends and industry fluctuations. Read more…

We send out these digests every week so stay tuned! Make sure you like us on Facebookfollow us on Twittercheck out our Tumblrand take a look at our Pinterest page, all for the daily deluge.

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What Will The Workforce Look Like in 2020?

Originally posted on Recruiter.com December 10, 2012.

Workforce 2020

medium_3998546417Sometimes when I receive press releases, I get really excited. Like when I received one about the study on Workforce 2020, I sort of thought it could be the title of a movie or a rap song…. or at least would reference robots SOMEWHERE.

No dice. But there are some interesting things to note about the Hudson Institute’s study Workforce 2020, lack of robots notwithstanding, so let’s get started. Staffing Stream has a great article by Donna Carroll that breaks down several and very aptly pulls together three reports: “Workforce 2020,” and AARP’s report, Leading a Multi-Generational Workforce (PDF), and the US Bureau of Labor Statistics.

Contract and contingent get their due. At least I hope so, there are so many great products out there to manage contract and contingent workers that make some of the technology we use for traditional HR and Recruiting seem antiquated. With 50 percent of the U.S. workforce expected to be comprised of contract workers by 2020, we can start integrating solutions that use mobile checkpoints, payment rules based on geography and customized workflows that aren’t based on permanent workers but written specifically to apply to the contingent workforce.

Workforce, the next generation. Actually, that would be five generations, yes FIVE generations of workers will be in the workforce of 2020. We’re living longer and getting smarter I guess. Also retirement is kind of a pipe dream for some. What does this mean? We have to get past our issues when it comes to working together. Not only will many workers have different statuses (see above) but they will have different ways of working and probably need different styles of management. Get ready. My generation (or something close to it, I’m 33) believes that work should be fun NOW. By 2020, all bets are off. However, one in three U.S. workers will be 50 years or older and maybe hate that. Continue reading…

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Guest Post: The 5 People Your Company Needs

The 5 People Your Company Needs

During the hiring process, we ask too many questions to find out if they have leadership qualities, creativity, problem solving skills, initiative, or the right personality for the job. It just doesn’t work that way. Finding an employee who embodies all of these characteristics is as rare as a painite gem.

“Wait, what’s that?

Yup, I heard you. I bet you’ve never heard of that gem before because I haven’t heard of a perfect employee either.  But guess what? The perfect employee may be non-existent (or living a peaceful life in the mountains), but there are 5 different people who can give your company what it needs.

1.    Leo the Leader

small_401652028Leo is like a shepherd—he guides lost sheep who are wandering around. Just like in the workplace, he makes sure that everyone is doing the task assigned to them, finishes it, not to mention prevents them from throwing piles of papers in the air. A leader keeps the team together and corrects habits and behavior that needs improvement to become a better team member. Though not everyone can fill Leo’s position, it is easy to spot leaders from a pack because of their innate confidence and willingness to lend a helping hand.

2.    Creative Carla

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Carla doesn’t have to be the next Picasso to be called creative. Creative souls are those people who can think of bright ideas (ting!) and out-of-the-box concepts almost automatically. She can come up with plans that can help a company save long hours of brainstorming sessions and allow everyone to eat lunch worry-free. Creative Carla however can be extremes – extremely moody and introvert or extremely flamboyant and random. If you can deal with someone as unpredictable as that, good for you!

3.    Rational Robin

small_4066005402When stress overrules rationality, this is where Robin comes in handy. Problems and failures are unavoidable especially when you’re working with a team where clashing personalities can affect the quality of work. Some employees will grow fangs and horns due to stress but Robin can maintain his composure and save himself from the horror and drama. He can solve problems quickly because he keeps a level head. Robin knows how to deal with different situations and with different people which makes him a must-have in every workplace.

4.    Cheerful Christina

small_3728775926Being yelled at by the big boss, a failed presentation, a rejected proposal, or just when the world seems to hate you– these can affect employees’ performance and can take a toll on their self-esteem. A single person’s fault can affect the team so it’s best to have an emotionally stable member like Christina around. Though affected by the things happening around her, she doesn’t let it show and provides support to her troubled coworkers by turning the negativity into positive vibes. Remember that too much stress can burn people out and a daily reminder that you can still do it from Christina won’t hurt.

5.    Curious George

SONY DSCGeorge is not contented with what’s presented in front of him. He’s always on the lookout for new learnings and experiences and constantly keeps himself updated with the current trends in the industry. A company is lucky to have someone like George who asks the ‘what ifs’ and ‘why nots’ because people who ask the right questions get the right answers. The Curious George is also willing to go beyond what is expected of him to accomplish not to impress the bosses but to contribute more to the company.

Do the people in your company fit in at least one category?

Screen Shot 2013-10-25 at 10.25.47 AMAbout the author: Morrys Sarmiento is business writer. Among his interests outside the profession are Footbal (Hello Arsenal fans), theories of personality, philosophy, and gaming. Follow him on twitter @morrysxi

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