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Finding the Best Method for High Retention

“People don’t leave companies; they leave managers.” This was a statement that 55% of survey respondents agreed to on Yahoo! HotJobs annual job satisfaction survey Additional studies from the survey indicate that 43% of workers would take a new job in 2008 due to a dislike in a boss’ performance. So how can companies create a better boss/employee relationship? The job satisfaction survey lists strategies that can improve communication and thus higher retention rates. According to Greg Smith, President of Chart Your Course International, part of creating a retention strategy within a company is to train managers or higher level executives on how to develop and provide performance improvement coaching. Questions or surveys to each employee can provide the best feedback and individual attention. If you’re in need of a little guidance, Smith also provides a free retention course that may help boost employee confidence and provide great tips on creating the best model for high retention within your company.
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A Little White Lie Can Harm Your Career

It’s a competitive job market out there, and it comes as no surprise that resumes sent from job applicants may at times be slightly embellished or exaggerated. This may include listing certain skills you don’t have or listing past experiences that may not have occurred. Although it’s easy for an employer to miss them amid the massive pile of resumes in a database, there are more managers who actually catch these lies and end up dismissing the prospective candidate because of it. Careerbuilder conducted a survey that resulted in 57% of hiring managers finding a lie on a candidate’s application, while 93% of managers who caught an applicant lying on his/her resume did not hire that person. An article from The Christian Science Monitor states that many employers do actually investigate whether or not an applicant received a bachelor’s or master’s degree. If there is faulty information in a resume, the article says that managers should give applicants the opportunity to respond to any discrepancies. The main advice given to job seekers was to be honest because lying can come back to haunt you.
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The Next Process for Recruitment

Although resumes on print/web are still the standard means of applying for a job, video resumes don’t seem too far behind. Sites such as YouTube allow people to post video resumes for the public to view. Video resumes have become a great tool for job seekers and employers alike, providing another way for individuals to include a creative touch when applying for a position. Career related websites such as CareerTV also post employer videos along with video resumes so that potential candidates can go online to learn about the actual company that they are interested in applying to.
A concise but informative video stating one’s experience and background can be the pre-screening process before actually considering a face-to-face interview. But not everyone agrees that video resumes are the best source to find new recruits. A TIME article states that some employers are worried that legal issues might interfere with using video resumes as a recruiting platform, candidates may claim bias based on race, gender or age. While there are valid arguments to support such a case, video resume creation is just another step towards the online culture we live in today. It’s a matter of adjusting to a new method that may completely take over the hiring procedures of most companies some time in the future, and paper resumes will seem like something from the past.
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Social Networking 101 for Recruiters

Online networking sites aren’t just for social use anymore. Internet applications such as Facebook offers users to advertise a company or product. People can even become a “fan” of your page, allowing your users to view updates, photos, videos, etc. Facebook also offers social ads, where users can connect with a brand or business and target a specific audience. Employers can use this tool to advertise for a position and keywords can be used to drive traffic to the right demographic. You can also view the actual numbers behind the traffic, performance metrics are offered in Facebook Insights
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Sourcing Today’s Candidate

With such a tight market in the recruitment world, employers are having a tougher time now than ever to source qualified candidates. According to a questionnaire, Sourcing Today’s Candidate: What’s Working to Attract Top Talent, a survey was conducted among 904 job seekers, where one in four surveyed candidates stated that the main challenge in finding a great position was due to “finding a good job fit” based on the job posting. A poorly written job description may be the deciding factor as to whether or not a job seeker would apply to a great job. So what does “finding a good job fit” mean? There may be several great positions that match a talented candidate but if the job posting does not describe this well, say in a vague or uninteresting manner, it can result in a missed opportunity for recruiters.

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Incentives that can’t be beat

5250816.thb.jpg When it comes to perks, google takes the #1 spot on NYTime’s list of “The 100 Best Companies to Work for in America.” The company provides free Wi-Fi equipped shuttle buses to the office and also offers free food from several restaurants. What more can you ask for? Of course, benefits in a certain company are not the only reason why someone would want to become employed there: people also look for fairness, teamwork, and education within an organization. It’s just an added bonus to help one determine what makes a good workplace. Check out the article to view other companies with cool gifts that made it on the list.
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It’s all about connections

4840076.thb.jpg As cliche as it sounds, knowing the right person can take you a long way. Take your career, for example. A person will probably experience several employment opportunities in different companies. From co-workers, supervisors, to senior management, a lasting impression with past employees can be a useful tool for future goals. References are essential in most recruiting processes, employers usually require a few names of former co-workers or current business associates. And don’t think they don’t make an effort in contacting these names. Companies don’t want to risk hiring an incompetent worker, so they would rather take careful measures so that the most qualified candidate is chosen. Phyllis Korkki points out the importance of picking out your references in advance, contacting them to make sure they are prepared to provide sufficient feedback on your past performance. So as much as you dislike your current position and decide you want to leave very soon, make sure you don’t do so on a sour note. You may end up needing their help in the long run.
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A Contract for Love?

5251243.thb.jpg You might want to think twice about hooking up with a fellow co-worker, it may produce a complicated outcome for you if proper precautions aren’t taken. Some companies are making sure that they aren’t stuck with a big sexual harassment lawsuit, so many employers are creating a written policy known as a “love contract”, stating two individuals consent to a romantic involvement. But is all that necessary? A poll run from Society for Human Resource Management revealed that 72% polled organizations did not have a formal written or verbal policy that addressed dating in the workplace. With such a big number of companies that aren’t actually taking this measure, why are other employers enforcing a signed contract between two partners? Although it may seem unprofessional to let flings occur in the workplace, the truth of the matter is that it’s natural for romance to develop between certain people if they are in constant interaction with one another. Since the involvement can affect the overall environment of the workplace, the contract is a way to block inappropriate behavior (public display of affection that may offend other workers), says Jeff Tanenbaum, chairman of the labor practice group at the law firm Nixon Peabody in San Francisco. As long as you’re cautious and follow certain rules, I don’t think it would be such a big deal to incorporate a little romance in the office. What do you think?
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Know Your Worth!

hand.jpgIf you’re thinking about negotiating for a higher salary during an interview, don’t think that it’s such an unimaginable thing to do. Yes, you may be a bit hesitant if you’re an entry level candidate, or you think it may produce a negative impression from the employer, but the outcome might actually be beneficial to you. Out of 875 hiring managers, revealed that about 60% leave room in the first offer for salary negotiations. You can view current salaries in different industries by searching on sites such as, but it’s good to be fully prepared before going to the initial interview (finding out industry and region’s average). Of course demanding a salary way out of the range of the current market might not be too successful, but if you can request for a certain amount while maintaining a professional and respectful demeanor, then asking for a higher pay may actually work out. As long as you do careful research as well as provide sufficient information on your own qualifications, an employer will want to negotiate the salary in order to recruit such a skilled professional into their team.
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Lessons from the Expert

l.jpg We usually look to career coaches to teach us solutions and tips on how to search for top jobs. This can range from lessons on tweaking a resume to learning proper etiquette techniques during an interview. Since career experts can provide insight from the employer’s perspective, their opinions about trends in job-hunting can be viewed as valid and credible. Take Jeanne Knight’s take on the recruitment process. She acknowledges the frustration and arduous procedure of researching and applying for multiple jobs. Many times job seekers are left in the dark after an interview and are therefore unsure as to where they stand with the recruiter. Hiring managers should make the effort to contact the candidate if he or she will be considered for a second interview, or even if it may be a phone call letting the job seeker know that they do not fit the qualifications of the position. This doesn’t mean you are to sit and wait around for a response. Job seekers should take advantage of every opportunity, whether it be networking at events or sending a simple “Thank you” email after the interview. Most importantly, be prepared when meeting the employer face to face. Articulate your skills and contributions and make sure you do your homework about the company!
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