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• What Not To Say: Staying Out of Tricky Situations in Management

  December 13, 2012

  
  Direct verbal management is a lot more than telling the right person to do the right thing at the right time, it’s also about what you shouldn’t say or even suggest to your employees. The more glaring don’ts in these manager employee interactions involve forcing employees to do things against their will such as donating to a specific organization or joining a specific church. An article from CEO.com say to avoid forcing your employees to conform to any sort of extra-workplace expectations of them. These mandatory meetings or picnics or Saturdays in a soup kitchen will only breed resentment and will affect the employee-boss relationship in the long run.

  Another thing to be avoided like the plague is getting too personal. Any team building exercise aimed at breaking down the walls between people or releasing their inner children all over the conference room is too volatile to be useful. Basically, think Michael Scott in “The Office” and choose the opposite of whatever he would have done. To read the full article on what not to make your employees do, click the link below

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• A Few Pointers On LinkedIn Endorsements

  December 11, 2012

  Earlier this year the endorsement feature was added to LinkedIn which allows you to “endorse” a particular skill set of any of your friends on the social network. According to a LinkedIn spokeswoman, the endorsement was meant to encourage encouragement and the proliferation of recommendations without the hassle of writing up dozens of individual plugs for all your old rugby friends’ fresh out of college kiddies. Yes they are important. It’s not like “liking” something on Facebook because, while LinkedIn is a social network, LinkedIn is continually proving itself to be a legitimate hiring tool. This doesn’t mean that you should accept every endorsement from every Thom, Dick and Harry who say that you have some skills on the grill. Branching out with endorsements is a great way to refine and strengthen the important business relationships that you are cultivating or trying to cultivate with the website. To get the complete do’s and don’ts from Forbes and a spokeswoman for LinkedIn, click the link below.

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• It’s Not What You Know, It’s Who You Can Get to Know

  December 6, 2012

  A new study out of Northwestern’s Kellog School of Management indicates that hiring managers are more likely to hire employees with whom they feel a common bond over a more qualified candidate with whom they share no common interests. The study was primarily focused on hiring managers in law firms, investment banks and consulting companies. According to the Forbes article that summarizes the study, 70% of law firm hiring managers valued personality compatibility above all else while the figure hovers around 60% in investment banks and 40% in consulting companies. The takeaway message for job-seekers: have a personality. If you’re into sailing or rugby or making miniature furniture, slap it in at the end of your resume. All of the data points to relatablity being a key factor and presenting yourself as both a good worker and a multifaceted person will definitely increase your chances of making a connection with a hiring manager. It’s true being defined one way or the other is a two edged sword, but it’s much better than presenting yourself as worker drone 1010100110001. To read the full Forbes article, click the link below.

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• Accolo Ahead of Industry for 2013 Hiring Metrics

  December 5, 2012

  At Accolo, we’ve always thought ourselves to be on the right track to innovation within the RPO industry. Bringing you a better hire faster and for cheaper has always been the name of the game; but our eyes have are always on the horizon, towards the future of hiring. What I mean by this is that Accolo, buy virtue of our innovation, already delivers the hiring metrics that Recruiter.com says will be crucial to have in 2013.

  So what are these metrics? I’ll break it down for you like this:

  Hire Precision: This means that we provide you with an exhaustive list of which channels were used to get the best candidates for your needs. This correlates to the #1 metric of 2013 which is “Source of Hire”. With the sourcing information that we provide, you can see which method (referrals, social networks, Monster, etc.) is getting you the best results.

  Hire Efficiency: Cost is always a big issue in business and an even bigger one in the uncertain years ahead. Metrics of cost (such as cost per hire) are going to be important in 2013 and are a feature that Accolo has provided its clients for some time.

  Hire Technology: One of the greatest advantages of using Accolo is our emphasis on utilization of employee referrals. In many cases, the people that already work for you can be your biggest ally in getting empty positions filled quickly with quality hires. This key metric for 2013 is already offered through Accolo and is one of the fastest growing resources in the recruiting world.

  Hire Performance: The next metric for next year is quality of hire. Making the best hire possible has always been our priority for our clients. The stats on how good of a fit we’ve provided for previous clients is available in our completed jobs database and our success rate puts us up there with large scale industry leaders.

  Hire Intelligence: The last metric for 2013 is leveraging a “Talent Pipeline” or a large pool of quality candidates that can be picked up relatively quickly. Accolo is an innovator in Cloud Recruiting Technology which will give you access not only to our Hiring Knowledge Database, but also to one of the largest candidate pools out there. By utilizing a variety of strategies from traditional recruiting to job boards to social media, Accolo brings a torrent of applicants your way and refines the stream to only a handful of highly qualified individuals for your interviewing pleasure.

  To read the full article about 2013 Hiring Metrics, click the link below.

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• Who’s Hit the Hardest By Manditory Health Care.

  December 3, 2012

  In recent years, the issue of Health Care has been a serious hot tamale of an issue. As well intentioned as free services for everyone may be, there will be a bracket of people hit the hardest. According to this New York Times Article, the companies that will get hit the hardest will be ones that use lots of workers for lower wages such as restaurants and other service industry companies. Small business owners, such as Dairy Queen franchise owners, might take a hit hardest of all. In certain cases, employers will have to make up the difference to the tune of 6000 dollars per individual employee healthcare plan. This is all still in the works however (government gridlock and all) and the full effects of the modifications won’t be known until they go into full effect.

  

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• Hostess Executives Seeking Millions in Bonuses to Facilitate Liquidation

  November 30, 2012

  For some deliciously fluffy and cream filled Friday business happenings, today’s story is a sickly sweet update on the liquidation of the Hostess company. The manufacturer of such beloved and artery clogging confections as Snowballs, Ho Ho’s and (of course) The Twinkie filed for bankruptcy earlier this month. The company’s executives are looking to ride the wave of consumer nostalgia to a big cash payout. Preliminary discussions suggest that the pastry company’s executives are looking for bonuses in the neighborhood of 1.8 million dollars to ride out the liquidation process. According to a Huffington Post article, the unloading of Hostess’s brands is a time sensitive issue, the brand becoming less valuable the longer they remain off of the shelves of convenience stores and super markets. To get more details on potential buyers of this iconic company, click the link below.

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• Forming Connections That Matter on LinkedIn

  November 29, 2012

  LinkedIn is one of the most important social networking tools to emerge for businesses in the past few years. I’m sure that all of you (our readers) are familiar with the platform, especially because of the ways in which Accolo uses the site to find good candidates. Networking is clearly the strength of sites like LinkedIn and Facebook, but how then should one approach promoting their brand and company in this context? Today’s article from Australia’s Corporate Zest discusses the ways in which to promote your company’s interests to other LinkedIn users. Basically, the key is the cultivation of strong business to business relationships and business to bloggers/press through good old fashioned salesmanship. Think of it like the world’s largest cocktail party, the key is getting noticed and remembered, to build relationships with other users that will ultimately translate into real business relationships. Thus, being a spammy on these sites will get just as far as talking some poor stranger’s head off about your product and team. As this article says, the key is lasting relationships and the best tool for the job is LinkedIn. To see the 5 ways to best utilize your social network platforms, click the link below.

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• Big Money in Miami: Housing Boom From Russian Billionaires

  November 28, 2012

  I bet a lot of you out there have had a Scarface type fantasy at least once in your life. The money, the power, the mansions, the tiger: everything you could want. Yep, besides the whole dying thing and the weird thing with his sister, the guy had it all. Miami has always had this air of extravagance around it, and it still hovers in lavish hotel lobbies and the private islands like coconuts hang from the palms. Today, the once floundering way-too-gigantic mansion market is picking up again in this swarthy city and the buyers are foreign, primarily from Russia and South America. The Russians love Miami for the weather (obviously beats the winter back home), the culture and the privacy. According to this CNBC article, these Russian millionaires are “paranoid” about security and find solace in the city’s abundance of gated communities and security services. Undoubtedly, moving mansions is a tough sell (20+million is a lot to drop on anything) and the fact that hundreds of millions of dollars worth of property has been sold this year by just the company featured in this article is comforting. The idea of a Tuscon-esque villa on a private island without an eccentric accented man in some manor of sweat suit is like PB with out the J. To learn more about Miami’s massive mansion market, click the link below.

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• Joking: I’m Not Joking, the Key to a Higher Salary

  November 26, 2012

  Many advise applicants to steer clear of the “salary discussion” until their prospective employer has brought it up first. “Keep that stuff at an arm’s length or maybe several arms” they say, but they are woefully wrong. While the timid of this world have convinced you that the meek shall inherit the raise, hard social science begs to differ. According to this article from CNN Money, making jokes about desiring an exorbitant salary gives you an advantage in salary negotiations. In the study, a hypothetical applicant makes a joke about wanting a one million dollar salary and receives a higher initial salary than the vanilla job candidate across the board. The theory is that the employer’s fixation on this higher value will actually drive up the salary that they offer you. From what I’ve been reading lately, it seems as if standing out is gaining more and more importance in this crowded world of ours. The bottom line is that making a joke disarms the interviewer and brings things to a more personal level. Don’t get too chummy (NO DEAD BABY JOKES) but keep in mind that a cheerful disposition will set you apart from the morose candidate every time. To read the full article and see how to boost your starting salary, click the link below.

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• A Call to Action for American Employers

  November 15, 2012

  Wednesday: hump day. For today’s half way there addition of the Accolo blog, we have a lovely op ed from CNN Money from one Nina Easton. It addresses the employment gap that exists today in the US labor market. Right now, there are millions of specialized jobs that go unfilled due to a shortage of applicants with the right skill set for the job. In short, there are many whiling and few able to get the job done. EVERYONE FREAK OUT! Just kidding. As Easton’s piece suggests, the answer to this shortage of skilled workers lies in more worker training by businesses. The article elaborates on why companies should shell out the money for training much more inspiring fashion so i’ll just put the ol’ computer down and leave you to it.

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