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Welcome to the July issue of the Bull's Eye View. Summer is in full swing and the weather is getting hotter. Many people use this time to recharge by taking long weekend trips and going on vacations with family and friends. I hope everyone has a fun and safe summer!
The increasing demand for executive talent has exceeded nearly all expectations during the first two quarters of 2006. If job growth in the second half of the year can match the last six months, it will be an excellent year for job seekers and the executive search industry.
Since the unemployment rate is so low and there are so many job openings, when should you think about retention? Organizations have very good reasons to be concerned about the triple-threat of increased executive level recruiting activity. Executives, like employees at all levels, want to be recognized, rewarded and inspired in order to give their very best efforts to achieve success and deliver results for shareholders. Because most employers are slow to recognize their vulnerability, this situation paves the way for low executive wages and creates serious increases in turnover. Let there be no doubt that the winners of the next war for talent will have also won the war for executive retention.
Target Consulting Group is now offering exit interviews for it's client's to help decrease turnover rates and increase retention.
For more information please call
(888) 511-JOBS.
To your success,
Peter Marinilli, CPC
Managing Partner
You're Hired.I Quit!
Keeping New Hires
Question: We take fresh engineers, top graduates
from the best colleges, and train them. The
challenge is keeping them: many leave our firm for
jobs with IT companies and/or higher salaries after
8-10 months. How can we reverse this trend?
Should we start looking at hiring people who aren't
considered "high flyers"?
Reversing the trend of high turnover can be difficult,
but hiring lesser-qualified
people is not the answer.
High employee turnover is
typically an environmental
issue resulting from a
mismatch between the
employee and the work
environment.
When employees leave an
employer, they often cite
reasons such as more money
or returning to school as their
reason for leaving. On the surface, this may be true,
but it may not be the underlying motive for
considering an alternative to continued employment
with your company.
To reverse your trend of high turnover, you must first determine three
facts:
(1) the circumstances leading up to the departure of employees from
your company
(2) the reasons why some employees choose to remain in
your employment and...
(3) the characteristics of the most successful
employees.
All departing employees should receive an exit interview, regardless of
the reason for their departure. The survey
should be structured to give employees the
opportunity to discuss the good, bad, pretty
and ugly about your company without the
fear of burning a bridge.
Remaining employees should be surveyed
to determine why they stay. They too should
be given the opportunity to discuss the good, bad, pretty and ugly about
your company without fear of reprisal. If there is the slightest doubt
about the issue of trust between employees and management, then it is
best to have the survey conducted by an outside resource.
Using a valid assessment tool, develop a profile of your ideal productive
employees.
Incorporate the information from the exit interviews, the employee
surveys and the profile into a hiring and retention strategy that includes a
formal employee selection and retention process.
The most important step is to take it personally. Employees are not
leaving your company; they are leaving you. Therefore, you have the
power to change the situation.Accept nothing less.
- Lonnie Harvey, Jr., SPHR, President, The JESCLON Group, Inc E-mail:
Lonnie@jesclongroup.com .
For more information, visit: www.jesclongroup.com
Copyright protected. All rights reserved worldwide.
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Target's hot jobs of the month!
Regional Sales Manager
(Advertising Sales)
Job Description: Sales Management, New England; North Boston. Internet Advertising, Advertising sales (print, media, internet)
(Preferably residing north of Boston, MA)
Base Salary:
$100,000.00 - $115,000.00
First Year Expected Earnings: $175,000.00
Candidate must have related experience.
Target Consulting Group is also looking for top sales talent!
Job Description:Account Executive / Sales Recruiter
Office. Location: Canton, MA
Base Salary + Commissions, health benefits, 401k, company laptop, expense account and Sandler Sales Training. We also offer residual income on existing accounts.
Average 1st Year Earnings:
$55,000.00 - $75,000.00
Average 2nd Year Earnings:
$75,000.00 - $95,000.00
Average 3rd Year Earnings:
$95,000.00+
Candidate must have proven sales track record.
*Please send your resume to: sales@targetconsulting.com or call us on our main line (888) 511-JOBS if you are interested and feel you that you meet the qualifications of one of these positions. Please forward these descriptions to someone you may know that may meet these qualifications.
Congratulations to Members of Our Staff
We would like to congratulate Ariana Zadek, Senior Account Executive, on her great achievement of receiving her CPC(Certified Personal Consultant) certification.
We would also like to congratulate Hillary O'Malley and David Iacomini for assisting with the placement of a VP of Global Sales: $165k base.
Department of Labor - Latest Numbers
- Consumer Price Index: +0.4% in May 2006
- Unemployment Rate: 4.6% in May 2006
- Payroll Employment: +75,000 in May 2006
- Average Hourly Earnings: +$0.01 in May 2006
- Producer Price Index: +0.2% in May 2006
- Employment Cost Index: +0.6% in 1st Qtr of 2006
- Productivity: +3.7% in 1st Qtr of 2006
Source: www.bls.gov (Mar. 20, 2006)
Increase Business with Referrals
Increase business by asking for a referral from an existing customer. Referrals are one of the most effective and inexpensive ways to market. Referrals have more impact than any other marketing strategy or advertising because prospective customers rely on the confidence and trust that your existing customers have for you. A satisfied customer is usually glad to help you and can provide a strong testimonial for your company. This can open doors quickly for new customers.
Candidate Referral Program
Help a Friend and Earn $100
Target Consulting will pay you $100 for each friend that you refer who gets a job through our services.
Client Referral Program
Refer Target Consulting Group a client and we will donate $500 to a charity of your choice.
Are you an HR or sales consultant looking to add value to your client with our service?
Call us about our agent program at
888-511-JOBS for details.
Call us at 888-511-JOBS for details.
http://www.targetconsulting.com
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