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Archive for the category “strategic planning”

9 ways why job candidates will not stick around – especially not Millennials


9 ways why job candidates will not stick around – especially not Millennials 

Here you are and the economy is still going strong and you need more folks helping you with the additional work. You interview and review like crazy, the candidates you meet are great and you make offers, yet they take other offers instead and you are in pain. You spend excessive amounts of time interviewing and recruiting and your other folks remain overworked and stressed out. You are stumped. Now what?

The problem may lie right under your nose: It typically is your own organization and how you present it during the interview, but more so how your candidates get to perceive you and your company that lets them ultimately decide against you. The following is a list with almost certain interview killers where you will lose even the most desperate candidates:

The candidate gets the feeling that he will be working in a toxic working environment. Symptoms: Your people do not interact with the candidate genuinely or sincerely. The conversation during the interview does not flow and appears not to be candid.

More than two bosses: The future immediate supervisor holds the interview, but the candidate feels that there is somebody else really in charge. Symptoms: During the Q&A the supervisor rarely says or asks anything, or the supervisor is being interrupted constantly by another interviewer constantly.

The candidate first interviews with senior manager(s) and at the time of a second interview are not part of the panel. It leaves the candidate confused and questions the future working environment.

The interview process is not explained and appears to be uncoordinated. This may include but is not limited to scheduling mistakes, not having a clear schedule by which you will need to have hired someone, unclear / uncertain question set, no schedule or process for follow up questions. Bottom line: There is a lot of uncertainty.

The candidate interviews for a job that he feels like he did not apply for. This is a symptom of not having done your homework with a clean and very descriptive job description, no KSA (Knowledge, Skills, Abilities) available. This breeds immediate uncertainty and distrust.

You do not have a hierarchical and functional organizational chart that you can show or at least explain to your interviewee. Worse would be if you cannot explain the processes as well as the inputs and outputs of the position and its stake holders surrounding this position.

You do not have a question catalog based off of the KSA and job description as well as dealing with the cultural fit. Symptoms: You stumble through questions that you need to think through while you interview the candidate. That leads to lack of focus and you talking more than the candidate, but he is left to wonder about you and the organization.

You do not have a second or third interview with the candidate set up as a panel interview where you have future stake holders and at least one subject matter neutral employee help interview the candidate. Now the candidate only has a chance to meet one person. Having a panel interview provides many important clues to the candidate as to what working together might look and feel like.

The interviewee is not treated nicely while waiting at the lobby. Do not laugh or discount this one. How your employees talk about your organization and how they treat the candidate is treated when coming in and while she waits will immediately put a permanent lower score and doubt into the mind of the interviewee.

Do any of the above scenarios sound familiar to you? You may be surprised to find no pay or benefit package related issues here even though you may hear that exactly those supposedly led the candidate to decline your offer. That may or may not have been the issue. You will need to raise your emotional intelligence antennae and scan for deeper rooted issues.

How do you get out of these potential issues is as simple as turning weaknesses and threats around from SWOT excercises: You take them and turn them around and make strengths and opportunities out of them. This is best done with internal resources as this becomes more organic and self-sustainable. Do something now!

Ralf

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If you are a GenX or BabyBoomer business owner/ leader you may want to read this post


If you are a GenX or BabyBoomer business owner/ leader you may want to read this post 

I am just flabbergasted by how many fellow business leaders belonging to the above-mentioned generations who are not embracing Millennials in the work place. They are outright shunning them because Millennials are “lazy, entitled, pampered, unreliable, immature” and so many other not so nice things.

This is just crazy! GenX and BabyBoomer business leaders behave a bit like the last generation of dinosaurs – they may not know it, but they will go extinct eventually. Millennials represent the majority of the workforce already. It will not be long before GenZ folks are knocking at business doors seeking employment. Are you going to shun them also?

The most resistant business managers claim the following two key reasons why they do not want to adapt their businesses to be more inviting to younger folks:

  • Managing Millennials costs too much money. They need more management resources and attention.
    Counter argument is that you will need plenty of structure and training anyway as your organization grows.
  • “If I spend more money on training new people, I will need to pay them more, or they will leave me for better employment.”
    Counter argument is that what if you don’t pay more or train and the people stay anyway?

Here are the top three things Millennials look for joining and staying at an organization:

  1. Purpose: You provide a reason why they should spend their time at your place. “Is my time spent here worth my time and am I making an impact?”
  2. Structure and career path: You provide a clear career path through your organization and you interview and onboard with plenty of documented structure.
  3. Flexibility: You provide a work place where productivity, creativity, and collaboration is rewarded – not just butt in chair time.

Do those three items cost you in preparation and execution time? Absolutely. Realize though that you are not only doing this for this one generation. Employee research has proven that the former generations love and embrace those key items as well – they were groomed to not actively ask for them. Millennials on the other hand listened to their parents and thus do not expect company loyalty and they have been immersed in technology from an early age.

The younger workforce of today is starting to displace the older business leadership generation. Don’t be a dinosaur. Stop working in your business trying to make it another day. Start working on your business and adapt it to embrace the younger working generation. The older workforce will love the changes to and you will be able to show it to your CFO due to a greater profitability through higher employee engagement, which elevates productivity.

Ralf

9 items that help define what success means to you


9 items that help define what success means to you 

Success. There are so many questionable definitions and ideals about it bombarding us every day from early childhood on. Very often it is being portrayed as something that has to do only with status, number and type of friends, vacations, appearance, money, happiness, education, family size, heritage, size of home, expensive hobbies, type and number of cars, etc. The more, the better. Right? Well, perhaps.

Good news is that each one of us can and should define success on an individual basis. Tough part of this is deciding what success means to you. Here are 9 ways of looking at it and I invite you to ponder this list in peace and quiet. Yes, this means that you will need to spend some time to do this, but it allows for you getting closer to living on purpose – your specific purpose.

Ponder the following 9 questions. Reflect upon which one(s) light you up the most. How is your current life aligned with your answer? You are getting closer to defining your purpose.

  • The Mind: When you are done here on Earth do you want for more truth, knowledge and wisdom to exist because you were here? Your purpose is aligned with the realm of the mind.
  • The Body: When you are done here on Earth do you want there to be more fitness, wholeness, a better way to feed and clothe the hungry and poor? Do you want to build the strength and vitality of the body? Your purpose is aligned with the realm of the body.
  • The Senses: When you are done here on Earth do you want there to be more beauty? Do you want to create something for all the senses to enjoy a sense of beauty and sustainability? Your purpose is aligned with the realm of the senses.
  • The Will and Conscience: When you are done here on Earth do you want here to be more justice, morality, honesty, righteousness? Your purpose is aligned with the realm of the will and your conscience.
  • The Spirit: When you are done here on Earth do you want for there to be more spirituality, compassion, empathy, wholeness of family, forgiveness, and faith in the world? How about a better and deeper connection with God? Your purpose is aligned with the realm of the spirit.
  • Entertainment: When you are done here on Earth do you want for there to be more laughter, joy, perspective, lightening of people’s hearts and spirit? Your purpose is aligned with the realm of entertainment.
  • Possessions: When you are done here on Earth do you want for there to be a better way of sustaining ourselves here, a better handling of our possessions, a clearer picture of what is enough versus more is better? Your purpose is aligned with the realm of possessions.
  • The Earth: When you are done here on Earth do you want for there to be a more sustainable way to live on our planet, more exploration (not exploitation) of our Earth and Universe? Do you want to find a better way to deal with finding future sources of energy, clean water, clean air, land for everyone to enjoy? Your purpose is aligned with the realm of the Earth.

Which topic excites you the most? How does your heart, mind, and instinct respond to each point? What challenge within that topic would you want to tackle? Which invokes the most passionate response within you? Which one are you drawn to the most?

I leave you with my favorite poem trying to define success:

What is success?

To laugh often and much;

To win the respect of intelligent people

and the affection of children;

To earn the appreciation of honest critics

and endure the betrayal of false friends;

To appreciate beauty;

To find the best in others;

To leave the world a bit better, whether by

a healthy child, a garden patch

or a redeemed social condition;

To know even one life has breathed

easier because you have lived;

This is to have succeeded.

Bessie Anderson Stanley (traditionally attributed to Ralph Waldo Emerson)

Remember that the simple things in life are typically the best, and they are the toughest to discern as they typically reside right before our eyes and we can often not see them. Happy pondering!

If you want to explore this further there is a terrific resource for that in the book “What color is your parachute?” by Richard N Bolles.

Ralf

The 3 types of people and the choice you have got to make


The 3 types of people and the choice you have got to make 

There are three types of people – which one do you belong to?

  1. There are people who watch what happens.
  2. Then there are people who make things happen.
  3. Finally, there are the folks who wonder what happened.

Your happiness depends on knowing to which group you belong and whether or not you are content with that choice.

There is no wrong or right here. There are too many life situations in which all three choices may have merit. In a relationship with your significant other and at work you may want to be with the folks who make things happen. Being with the other two groups of people will most likely end up with long term problems.

Have you given thought to how to make things happen? The day that you start making an active and conscious choice will be the turning point for the better. Taking an active role in shaping your life is a potent antidepressant as well as a huge career advancer. Every ever so little step forward will lead to a sense of accomplishment and thus happiness. Ready to give it a try?

Ralf

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