Comments on: Are You Ready For Your Close Up? How Difficult Times Provide Both Challenges — And Opportunities http://www.ere.net/2009/03/04/how-difficult-times-provide-both-challenges-and-opportunities/ Recruiting News, Recruiting Events, Recruiting Community, Social Recruiting Mon, 23 Nov 2009 11:02:01 -0500 http://wordpress.org/?v=2.8.4 hourly 1 By: Rescession Skills for Recruitment « BW Blog http://www.ere.net/2009/03/04/how-difficult-times-provide-both-challenges-and-opportunities/comment-page-1/#comment-11378 Rescession Skills for Recruitment « BW Blog Wed, 25 Mar 2009 19:48:40 +0000 http://www.ere.net/?p=6540#comment-11378 [...] the hog, we may have developed an industry arrogance that won’t sustain us in down times.  Jeremy Eskenazi does an excellent job describing how recessions magnify our mistakes as well as our successes on [...] [...] the hog, we may have developed an industry arrogance that won’t sustain us in down times.  Jeremy Eskenazi does an excellent job describing how recessions magnify our mistakes as well as our successes on [...]

]]> By: Bill Scott http://www.ere.net/2009/03/04/how-difficult-times-provide-both-challenges-and-opportunities/comment-page-1/#comment-10912 Bill Scott Wed, 04 Mar 2009 17:39:03 +0000 http://www.ere.net/?p=6540#comment-10912 Maureen, One other point on relocation: The majority of transitioning military have a "paid for" government move. Employers can find out more in the "Save Money" series at our blog: http://www.HireMilitary.com . Plus, many have backgrounds ideally suited for the management, operations and sales roles mentioned in the article. Bill Scott Bradley-Morris, Inc. (BMI) Maureen,

One other point on relocation: The majority of transitioning military have a “paid for” government move. Employers can find out more in the “Save Money” series at our blog: http://www.HireMilitary.com .

Plus, many have backgrounds ideally suited for the management, operations and sales roles mentioned in the article.

Bill Scott
Bradley-Morris, Inc. (BMI)

]]> By: Howard Adamsky http://www.ere.net/2009/03/04/how-difficult-times-provide-both-challenges-and-opportunities/comment-page-1/#comment-10908 Howard Adamsky Wed, 04 Mar 2009 15:36:23 +0000 http://www.ere.net/?p=6540#comment-10908 Excellent advice. A great bit of work. Excellent advice. A great bit of work.

]]> By: Maureen Sharib http://www.ere.net/2009/03/04/how-difficult-times-provide-both-challenges-and-opportunities/comment-page-1/#comment-10906 Maureen Sharib Wed, 04 Mar 2009 14:57:10 +0000 http://www.ere.net/?p=6540#comment-10906 <em>Candidate relocation, in particular, is a hard issue to deal with during this time, but again with every challenge comes the opportunity to think out of the box and have more tools at your disposal for the future. Companies need to be prepared to pay more than they normally would for relocation. A candidate will typically not want to take a financial hit on their house and will need to “made whole.” Some companies will guarantee a buyout of a house at its appraised value (and some will even offer more than the appraised value). Another option is a company can provide rental assistance for a candidate’s current home (helping them find a renter), while the candidate looks for a buyer, and if they can’t sell it in six months the company will buy it. And there are many variations for how to deal with this issue. The key here is to be open-minded and come up with creative solutions. Work with internal or external relocation experts to come up with options and then educate senior leadership on this issue. </em> This represents an opportunity for corporate America to step up to the plate and not only extend a hand to job-seekers but also to lend assistance to the ailing housing industry. It looks like a win-win opportunity to me and to add to this I am quite sure if America's companies put their legal tax/real estate teams to work on this they'd find there are corporate tax-breaks in this approach...but gee....they'd have to think beyond this quarter's returns to shareholders to accomplish this...is that too much to ask? One in five U.S. mortgage borrowers are underwater - read story <a href="http://news.yahoo.com/s/nm/20090304/ts_nm/us_usa_mortgages_study" rel="nofollow">here</a>. Candidate relocation, in particular, is a hard issue to deal with during this time, but again with every challenge comes the opportunity to think out of the box and have more tools at your disposal for the future. Companies need to be prepared to pay more than they normally would for relocation. A candidate will typically not want to take a financial hit on their house and will need to “made whole.” Some companies will guarantee a buyout of a house at its appraised value (and some will even offer more than the appraised value). Another option is a company can provide rental assistance for a candidate’s current home (helping them find a renter), while the candidate looks for a buyer, and if they can’t sell it in six months the company will buy it. And there are many variations for how to deal with this issue. The key here is to be open-minded and come up with creative solutions. Work with internal or external relocation experts to come up with options and then educate senior leadership on this issue.

This represents an opportunity for corporate America to step up to the plate and not only extend a hand to job-seekers but also to lend assistance to the ailing housing industry. It looks like a win-win opportunity to me and to add to this I am quite sure if America’s companies put their legal tax/real estate teams to work on this they’d find there are corporate tax-breaks in this approach…but gee….they’d have to think beyond this quarter’s returns to shareholders to accomplish this…is that too much to ask?
One in five U.S. mortgage borrowers are underwater – read story here.

]]> By: George Bradt http://www.ere.net/2009/03/04/how-difficult-times-provide-both-challenges-and-opportunities/comment-page-1/#comment-10905 George Bradt Wed, 04 Mar 2009 14:50:48 +0000 http://www.ere.net/?p=6540#comment-10905 David: so glad you asked. Our core premise is that a lot of "Onboarding" problems are caused by disconnects between recruiting, orienting and managing employees through their early days. We're strongly pushing an integrated "Total Onboarding Program" approach led by the hiring manager. The hiring manager should: - own the recruiting brief and time line - personally brief the recruiters - personally make the offer - play a role in helping their new employee prepare - be physically present on day one - inspire and enable the employee from then on Want more? George Bradt www.primegenesis.com David: so glad you asked.

Our core premise is that a lot of “Onboarding” problems are caused by disconnects between recruiting, orienting and managing employees through their early days. We’re strongly pushing an integrated “Total Onboarding Program” approach led by the hiring manager.

The hiring manager should:
– own the recruiting brief and time line
– personally brief the recruiters
– personally make the offer
– play a role in helping their new employee prepare
– be physically present on day one
– inspire and enable the employee from then on

Want more?

George Bradt
http://www.primegenesis.com

]]> By: David Manaster http://www.ere.net/2009/03/04/how-difficult-times-provide-both-challenges-and-opportunities/comment-page-1/#comment-10904 David Manaster Wed, 04 Mar 2009 14:45:11 +0000 http://www.ere.net/?p=6540#comment-10904 @George: Telling us where we can find the book summary is useful, but can you share some insights from the book on this subject with the rest of us? @George: Telling us where we can find the book summary is useful, but can you share some insights from the book on this subject with the rest of us?

]]> By: George Bradt http://www.ere.net/2009/03/04/how-difficult-times-provide-both-challenges-and-opportunities/comment-page-1/#comment-10903 George Bradt Wed, 04 Mar 2009 12:21:00 +0000 http://www.ere.net/?p=6540#comment-10903 Jeremy - very good points. Remember that everything communicates 24/7 forever - everything you do and don't do, say and don't say. It is counter-intuitive, but there is no time like the present to establish a win-win approach to recruiting as part of a Total Onboarding Program. We get at this in our new book, Onboarding - How To Get Your New Employees Up To Speed In Half The Time (Wiley, August 2009). There's a downloadable summary of the book on our site at www.primegenesis.com. George Bradt PrimeGenesis Executive Onboarding and Transition Acceleration www.primegenesis.com Jeremy – very good points. Remember that everything communicates 24/7 forever – everything you do and don’t do, say and don’t say. It is counter-intuitive, but there is no time like the present to establish a win-win approach to recruiting as part of a Total Onboarding Program. We get at this in our new book, Onboarding – How To Get Your New Employees Up To Speed In Half The Time (Wiley, August 2009). There’s a downloadable summary of the book on our site at http://www.primegenesis.com.

George Bradt
PrimeGenesis Executive Onboarding and Transition Acceleration
http://www.primegenesis.com

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