No matter what industry you work in, finding the right candidate for the job is crucial. High employee turnover can cost companies big. According to HR firm Zane Benefits, turnover could cost as much as 20% of a mid-range employee’s salary. That’s a big chunk of your bottom line.
Whether you’re a startup or an established business, there’s no arguing that today’s recruitment environment has become more challenging than ever. Top candidates rarely apply for job board listings, and the consequences of making the wrong decision can be severe.
A lot has been written about how to manage Millennials versus Baby Boomers. And that’s valuable information – for many employers, the differences between young employees and those who have been in the workforce since the 1970s are stark.
Employers are still coming to terms with how to accommodate the work habits of millennials. You remember Millennials, the generation that reached adulthood around 2000 and brought a fair amount of change. They prefer flexible hours, have a strong sense of work/life balance, and want to be rewarded for their work with clear career advancement opportunities.
“Hire slow, fire fast” is a common phrase describing how organizations find the uncommon hire and retain great talent. In nearly every industry, associates serve as a core differentiator for the company and the IT industry is no exception. Where many MSPs find challenge is in identifying and hiring the right individual – especially for a technical position that requires specific specializations, service and support capabilities.
As competition increases and margins decline, many multi-function device (MFD) dealers want to diversify their offerings by transitioning to managed network services. But becoming a successful managed services provider (MSP) requires the right kind of in-house expertise — and if you’re just starting your journey as an MSP, there are two key positions that need to be put in place before all others.
Alan Weinberger founded The ASCII Group, a community of technical companies that install IT networks and full IT solutions in the business, government, and educational verticals, in 1984. At the time, there were 40 members, but ASCII now claims members in every U.S. state and throughout Canada. You no doubt already know the story of ASCII’s rise to nearly 1,500 members over the past 32 years. What you may not know, as Paul Harvey would say, is the rest of the story.
When an article is headlined 5 Interview Questions Every Recruiter Should Ask, it’s pretty much a guarantee I’m setting aside the next several minutes to read it. But before you click on this link to read the article I’m referencing, I implore you to not ask these five questions. Do not accept this article as a best practice — unless you want candidates to recreate the scene in the photo that accompanied the article. The candidate looks like she’s thinking, “Are you people kidding me?”
The Process Bulldog is a lynchpin role at the heart of a healthy process culture. This role is the connection layer of your process governance structure —linking the vision of the leadership team with the creativity of the process owners and participants, the people who are involved in process challenges every day. Every organization needs one.
Everyone knows more knowledgeable, engaged employees should translate into more success. So why don’t more companies invest in their people? I’ve asked myself that question for years.