All posts in President’s Blog

The first hours, days and weeks of any new job is filled with anticipation and stress – for employee and employer.  Increasing the probably of success depends on being resourceful and taking the initiative on Day One!

Who is invested in my success…?

My advice to any new hire is to identify who is my “go to” person for questions.  The answer to this question forms a single point of accountability (“contract for your success”) between new employee and manager.

Point person is identified, now what….?

The new hire and manager should strive for complete clarity regarding any task or project.  Communication and work styles will be different, but there needs to be a common understanding of what is expected.  Work quality & timeliness can be maximized with one phrase:

“Clarification + Feedback + Expectation (CFE) = No Surprises”

How does this dynamic work…?

This feedback loop works through open & frequent communication.  A new hire can demonstrate initiative by getting face-time for “CFE” with his/her new boss in the early days of any new job.  Some bosses want daily updates, while others are more amenable to compiling questions for weekly meetings.  Some want to know “real-time.”  In terms of which works better will depend on individual styles.  Ask!

Whether entering a family-owned business or a large corporate organization, resourcefulness and initiative are early indicators of future success (failure) for any career.

Best of luck!

Jim Lynch

President

James F. Lynch PhD, MBA – Regional Personnel Services ©2016

There is a popular belief that as the year rolls to a close, so do the job opportunities.  This is not always the case, and this is why.  Most hiring managers have completed 2 major, annual tasks.  They have finished their budgets for next year (a process that runs from August-December), and have submitted staff performance reviews to HR used to calculate bonuses for this Spring.  Now, hiring managers will focus on critical skills and personnel gaps needed to meet next years’ objectives.  And so the cycle begins again for every company regardless of size.  That is, aligning departmental objectives to support overall corporate objectives, fighting for the budgets and head count needed to deliver on these objectives, and establishing & linking measures-to-rewards to align their teams to deliver the results management and shareholders seek.  So my advice to anyone seeking a career change during this time of year, remain diligent and optimistic during this holiday season.

James F. Lynch PhD, MBA – Regional Personnel Services ©2015

The Labor Department on Friday issued robust jobs data for October, including a decline in the unemployment rate to 5%, the Wall Street Journal (11/7) reported.  The New York Times (11/7) said the addition of 271,000 jobs exceeded expectations.  The Washington Post (11/7) said the “stellar performance” has “provided welcome reassurance that the American economy can withstand powerful global headwinds, from the slowdown in China to the threat of deflation in Europe.” This is welcomed news for many small to mid-sized businesses seeking greater assurances of a consistant & sustainable growth pattern into 2016.  These indicators , and therefore, a greater committment to hiring both temporary and permanent employees.

James F. Lynch PhD, MBA – Regional Personnel Services ©2015

http://www.inc.com/justin-bariso/starbucks-vs-amazon-a-tale-of-two-cultures.html

James F. Lynch PhD, MBA – Regional Personnel Services ©2015

A key, but often over-looked, element to a successful new hire.

As every business owner will tell you, the culture within their business is different. Whether it is a corporation, a family-owned & operated business, an industrial or retail business, every one has a unique & distinctive feel. One key to a successful placement lies in the new employee adapting to the company culture surrounding them – quickly. Our role in the overall process as staffing & recruiters, is to find that right match between client and candidate. This takes time, attention to detail, and most importantly, collaboration with the hiring manager and other supportive employees who are critical to the success of the new employee. Assessing a businesses’ overall culture and fit ‘vis a vis’ each candidate is never easy nor straightforward, but is a critical element in the overall hiring process.

Assessing the overall fit between the candidate (i.e., “your future employee”) and a company, is in many cases the difference between successful placement and a mismatch, whether the client is seeking a temporary employee or a permanent placement.

Since 1997, Regional Personnel (www.regionalpersonnel.com), has created, and constantly updates, a massive database of possible candidates, giving us an advantage, as we know “our candidates” and what works from a business cultural fit. Call us today and let us help.

James F. Lynch PhD, MBA – Regional Personnel Services ©2015