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    Should You Take that Counter Offer?


    You have finally reached the point in your life when you want to spread your wings and find greener pastures. It is time to look for new job and move on. You presently work with good people, but the offer is just to irresistible to turn down. A few days after you turn in our resignation letter, our boss approaches you and makes a counteroffer. It’s a surprise that now leaves you with a question of should you keep working there or should you leave? Sadly, it is not a simple question to answer.

    A recent survey about resignation practices, almost 40% of HR leaders and senior executives agreed that when an exiting employee accepts a counter offer from the employer being left, it is not good at all. Even so, 80% of HR superiors and 78% of senior heads say that it is sometimes good to accept a counteroffer. These instances are rarely the same and it is difficult to identify the specific times they may happen.

    It is undeniable that counteroffers are part of today’s company life. In the past years, there have been an increase in counteroffers, though no statistical hard data is available to prove it. These counteroffers are stressful for everyone concerned. There is tough competition for great talent and resignees are often tempted by unexpected counteroffers. If you suddenly find yourself in the same boat, here are considerations to help you:

    • Money is vital but it should never be the sole reason for leaving or staying. The declaration to leave the company is often greeted by the question of money. In the study mentioned earlier, several executives said that it is an acceptable reason for leaving, but it should not be the only reason. Despite the promise of many companies that they help manage the careers of their employees, they usually don’t. Because of this, it is acceptable for employees to manage their own career by choosing the right job and employer.
    • Think about the consequences of accepting the offer. If you accept the counteroffer, 60% of HR heads and 80% of chief executives say that the trust will be diminished. Also, the reputation of the board and executives will be compromised. The same goes for the rejected new company. Moving forward, 67% of HR heads and 71% of chief executives say that the higher-ups of the current company would end up questioning their employee’s loyalty. Watch out for the damage that comes with renegotiation an offer after accepting it.
    • Keep an eye on the track record. Contemplate if your career will, indeed, benefit from that counteroffer. Sadly, counteroffers usually do not work. If they do work for the employee, it would only be for a short while. The employee who wanted to leave then held back would leave anyway after a certain period.
    • Pay attention to the decision. When your boss tells you that they have been contemplating on giving you a better position, think about accepting it. This is a genuine reaction that could benefit your career. Ask yourself if you believe your boss would eventually give you the position if you stayed. If you think this is just a tactic to hold on to their employees because of the sheer difficulty experienced replacements, then it would be best not to accept the counteroffer.
    • Step back a while. If certainty still isn’t there for you, it would be best to seek the advice of a trusted mentor to assess your situation. Your reputation is at stake. Once you are completely sure about your decision, you can easily reject the counteroffers (fake or otherwise) if doing so is for your good.

    . Taking or rejecting the counteroffer can definitely shape your career and your future. Discern and then decide.

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    EXPERT TIPS ON HOW TO RECRUIT TOP LOGISTICS AND MANUFACTURING TALENT

    Though the logistics and manufacturing fields have long been established yet finding the right people to work in them is always a challenge. That is why manufacturing recruiters are in high demand. Corporations want the knowledgeable and experienced people to work for them so that they could materialize their goals much faster.

    Below are some of the collected expert tips in recruiting and keeping the top talents in the manufacturing and logistics industries:

    1. Use social media. If you want to make your audience larger in hopes of catching the attention of the talent your company needs, there is no other better way than to use social media. Younger people and the millennials are prolific users of social media platforms such as Google+, LinkedIn, Facebook, and Twitter. If you increase your visibility online and engage with more potential candidates, you could very well communicate with your talents in a more familiar manner.
    2. Give referral bonuses. Your present employees can help search for the manufacturing employee you need. Provide them with incentives every time they share the job postings with their family and friends, they deem qualified for the position.
    3. Make time to go to where the potential employees are. Attend school gatherings, conferences, and community events and see if any participant can fill the position you. There are always exceptional people who are just waiting for the right opportunity and the right company.
    4. Be clear about the job posting. The potential employee should know exactly what you are looking for. Avoid being too technical. Instead, search for the right kind of person you want to work with. The new employee should be a hard worker and should be able to get along with you and the other employees.

    Millennials are the target of the manufacturing industry. They bring new energy to any position available to them. Companies like yours should know how to draw them in, recruit them, and keep them. This is the only way for any manufacturing company to grow and move towards a brighter future.

    James Kemper is the president of W. H. Meanor & Associates, an executive placement & training company specializing in engineering & manufacturing careers.  Register to receive regular blog posts and industry specific articles at: http://eepurl.com/dtKsDL or visit at www.whmeanor.com

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    Finding the Right Manufacturing Employees

     

    Manufacturing companies need to continue hiring fresh talent because whether they like it or not, people mature, lives change, and policies transform. Here are some of the common factors that push the recruitment efforts of companies in the manufacturing industry:

     

    • Approved provincial or federal grants that support the development of the economy
    • Retirements that lead to the loss of experienced, knowledgeable, and skilled staff
    • The mandate to meet company requirements in establishing new employment contracts
    • Plans to expand the company
    • The need to have advanced sets of skills to remain competitive

    This is where manufacturing recruiters step in. Employers seek the help of these professionals in locating and employing talents efficiently and swiftly. Only a handful of employers could spend time an extensive amount of time and money to perform an in-depth search for the right candidates. These companies need the people who could learn quickly and stay permanently.

    That is why experiences manufacturing recruiters are in demand. They are people who spend lots of time and effort in acquiring talent. Without these recruiters, employers could end up making poor decisions and hire people not suitable for a specific job.

    Here’s how manufacturing recruiters provide the companies with the great talent they need:

    • They have access to updated networks of viable candidates. Because these recruiters can review various portfolios and resumes, they can pinpoint fitting candidates immediately. They do not need to guess who could be a good replacement for the employee, who just resigned or retired. This cuts down the time needed to contact the candidates for assessment tests or interviews.
    • They are efficient. Because searching for the perfect fit is what they do, manufacturing recruiters can concentrate all their resources and time in performing reference checks and screening.
    • They understand the requirements of the job. These professionals know what every manufacturer requires for the position available. Because of their knowledge of the job concerned, they know which candidates could fill the position beautifully. They could very well find contract, permanent, and temporary employees for any company.
    • They hasten the hiring. Usually, companies want to find the right person in the shortest time possible. Manufacturing recruiters know which candidate they should call in for that interview or contract signing.

    Each company in the manufacturing industry has the vision to grow with capable and perseverant employees. With the help of manufacturing recruiters, this is highly possible, paving a way for the forward movement and foreseen growth of every company.

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    Job Interview Etiquette

    Etiquette Rules during Job Interviews

    During an interview you need to mind your manners and follow an unspoken code of
    etiquette. This is more than your mom’s “keep your elbows off the table.” Business
    manners are going to be key, an interview is so much more than what you have to say – it
    is how you present (or sell) yourself. If part of the job you are applying for is dealing
    with clients or executives from other companies, you can be guaranteed how you act is
    part of the decision making process.

    Eye contact, you have to be able to maintain eye contact without being uncomfortable.
    There are some acceptable ways to do this. If you are answering a question, it is okay to
    glance away when gathering your thoughts but if you are listening to someone keep your
    attention focused on them (even if their eyes are wandering). This shows good manners
    and that you care about what they have to say.

    Do not under any circumstances have gum or a mint in your mouth during the interview.
    If you want to be sure that you have fresh breath, chew gum or suck on the mint before
    arriving at your destination but discard or finish them before you enter the building. It is
    distracting and rude to have them in your mouth when answering questions.

    Use your interviewer’s name, ideally you found out who you would be interviewed by
    when the meeting was arranged. If it isn’t provided to you, be sure to ask who you will
    be meeting with and their position. When you arrive, shake hands and greet the person
    by name. If you are just learning their name, repeat it and remember it. You want to be
    sure to get it right and thank them for their time when you are leaving.

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    How to Recruit the Best Job Candidates

    An independent recruiter, recruiting agency or executive search firm is charged with tracking down excellent potential candidates for available job positions. Despite the fact that there are innumerable people seeking positions of employment in the 21st century, it often seems to a typical recruiting agency that qualified men and women are few and far between.

    Here are six easy tips that recruiting services, staffing firms, or executive search firms should keep in mind when on the hunt for outstanding potential job candidates in the 21st century.

    These tips are equally applicable to companies undertaking their own search without the help of recruiting agency services. Indeed, the headaches associated with finding qualified personnel is magnified for a company undertaking its own recruitment efforts.

    1. Post an Ad on an Industry-specific Job Board. Oftentimes, a recruiter will take a scattershot approach to finding candidates that are worthy of consideration for an available position. They broadcast far and wide the fact that a certain position is open and available, in big city newspapers and on major Internet job boards.

    If a recruiting agency were more thoughtful about its recruitment efforts, it would realize the benefits of positing an announcement of an available position on an industry-specific Internet job board. By posting in a selective and admittedly limited manner, recruiters and staffing firms would be reaching out precisely to the pool of people most likely to be qualified for an open position.

     

    2. Use Recruiters that Specialize in a Given Field. As with advertising, choosing an effective recruiter might be just a matter of targeting, particularly for a managerial or executive position. These positions can be very hard for in-house personnel directors and human resource managers. While these people do have responsibility for hiring, the search for a new employee with skills beyond the norm for their company can best be targeted by a professional executive head hunter.

    The same can be said for specialized fields, such as accounting or information systems. In-house human resources staff might know all about pharmaceutical skill-sets required for a multitude of research and administration positions, but they might rarely have to deal with hiring staff to track money or to keep the computers functioning. That’s when recruiting agency services specializing in IT or in accounting can come in handy.

    3. Develop an In-House Referral Program. In many instances, exiting staff members can help speed up the search for quality job candidates. Employees often have contacts elsewhere within the industry, some of which may be looking for a change of employment.

    By cultivating this internal resource, a personnel director can develop a wealth of ready information about prospective employees who might well serve the organization as valued employees.

    4. Search Resumes Posted on Job Boards. In addition to advertising on an industry specific job board, a diligent personnel director or recruiting agency will want to take the time to search and consider resumes that have been posted on job boards.

    Often, a person pounding the pavement looking for employment may not have the time to take in and review all of the various available positions that have been posted on a every job board. This is even more true if a given prospect is a highly sought-after candidate, who might be still busy in a current position of responsibility.

    5 .Use a Directory of Recruiters. Because there are so many different type of recruiters in business in the 21st century it can often be difficult for in-house human resources staff to pinpoint the recruiter that will be best able to meet the needs of a given employee recruitment campaign.

    By using a professional directory, in-house human resources staff will be able to identify the most appropriate resources for their company and for the recruiting task at hand. Even staffing firms can benefit from such a recruiters directory to seek help in a specialized field they don’t often work with.

    6. Don’t Rush the Process. Finally, while it is an overused saying, “Rome wasn’t built in a day.” In the same vein, 99 times out of 100 there is no need to rush the process of seeking, identifying and hiring a new employee, particularly an executive level employee.

    A personnel director should take his or her time to identify, screen, interview and hire the best candidate. Throughout this process, a human resources manager or specialist will rely on the services and support tools identified in this article.

    By using these tips, in the long run the best possible candidate for a given position will end up being hired, and the company will benefit from the best possible employees.

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    Interview Tips for the Candidate-Be Specific

    Be Specific when Answering Questions

    Sometimes – or more like every time – you go for an interview, your nerves make it hard
    to concentrate and answer questions to the best of your ability. The important thing to
    remember is to really listen to the questions being asked. If the interviewer tells you they
    want a specific example, don’t answer with a general how you would do something – it is
    a surefire way to ruin your chances for the job.

    These types of questions are known as situational questions. If an interviewer were to
    say to you, “Tell us about your favorite vacation.” You wouldn’t respond by telling them
    about all the places you would like to go or make a generalization:

    “My favorite vacation is to go someplace hot with my family and sit on the beach.”

    Instead, you should answer as specifically as possible including all the pertinent details:

    “My favorite vacation was two years ago when I went to California with my family. We
    spent a lot of time on the beach. It was very relaxing.”

    The second answer adds credibility. It is obvious that you are providing information
    from something that actually happened as opposed to making something up just to
    answer the question.

    Potential employers are trying to gauge how you react or perform in specific situations.
    Common questions that are asked include:

    “Tell me about a time you led a team project.” Include what the project was, how many
    people, and any challenges including how you overcame them.

    “Tell me about a conflict you had with a co-worker.” Only pick situations that had a
    positive outcome.

    Employers today want to know how you are going to perform on the job before they even
    hire you. By answering situational questions specifically you can assure the interviewer
    you have the skills and thought processes that they are looking for.

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    Recruiting Issues-Double Checking It All.

    Most human resource managers today are limited to providing only the basics for employment verification. Fear of litigation nullifies anything that may be deemed subjective or, more considerably, litigious. Conducting the formal employment verification will typically return little more than the date your candidate started employment, the date he left, and the position he held. You will often find yourself lacking the input needed to make an informed hiring decision. Once in awhileIn fact, at the writing of this article, there was a radio program where the show’s commentator reinforced this principle. The commentator admonished Human Resources Personnel that there is as much a danger in providing a positive reference as there is in providing one that is negative. He went on to say it is important to keep all employment verifications as uniform as possible. He suggested providing only the start date, completion date and the position held.

    Is this bare bones information enough to make an informed decision on an employment candidate? Sometimes. When the job is simple enough and no special skills are required… yes. Then all you need to know is whether or not your candidate actually worked at his previous place of employment. You may need to know more about an IT candidate’s technical skills, but whether or not your candidate’s last job as a pizza boy can shed any real light on his abilities is open to debate.

    Because the typical employment verification yields such sparse information, more and more businesses are turning to the reference verification in order to find out more about their candidates and their respective skills. While the reference verification can have its pros and cons, for a fair number of hiring situations it’s a smart way to go.

    Reference verifications can be best used to discern the skill sets of your job candidate. Recruiters will employ the reference check to determine if their candidates are qualified in special skills and experience. You may call upon references to define a job candidate’s level of IT skills, or his fluency with general and industry specific software programs. You may wish to better understand his abilities in graphic and web design, which can provide essential considerations.

    As a recruiter, you may want to know more about your candidate’s networking capabilities, who he knows in his industrial sector. If he is a sales person, you may know just how well connected he is in, say, licensing product in certain geographic regions. For international candidates, when language capability is a concern, you can use the reference verification to help assess these abilities.

    Of course, there are other questions you may ask in your reference verification process. You may want to know more about your candidate’s management skills or style. You need to determine if he works well with others, if he is a team player or the sort that works better off by himself. Does he show up on time? Is he absent frequently? What are the areas where he can improve?

    At Corra, as part of the verification process, we ask the reference to rate the employment candidate using a scale of one to ten. Ten is the highest score. Usually, to be considered a viable employment candidate, our clients would like to see at least a seven rating. Seven and up is considered pretty solid.

    Sometimes the reference gets carried away and barks out a ten. Most employers will look at this as boosterish. But there are the exceptions. If the reference is an upper level executive and qualifies his or her statement with such phrases as “I’ve been around for umpteen years and rarely have I seen someone work as well as So and So,” the employer will take it more at face value.

    In most cases, the higher level ratings are a nine or nine plus. The reference will often qualify his rating with “Everyone has room to improve…”

    Always bear in mind the reference that your job candidate supplies you, will be a favorable reference. No candidate in his right mind would give you references that would go out of their way to sink his ship. Sometimes the reference may not find the candidate as favorable as the candidate would like to believe. While the reference wants to be a good person, they may also want to divulge the more negative aspects as well. There is any number of reasons for doing so. Sometimes they wish to give you a heads up. Sometimes there are personal issues. Sometimes they are just covering their butts.

    The reference may not tell you directly that the candidate is tough to deal with or is someone who they would never hire again. Yet they would like to. So it is not the answer itself, but the way they answer that serves as the indicator. It’s what they don’t say or their hesitation that provides the tipoff they were less than thrilled with your candidate.

    Listen for the speech inflection, the hesitation, or the reference’s struggle to find the right word or term. Sometimes they are working so hard at being diplomatic you can glean a more negative appraisal. Sometimes, if prodded, they will tell you a little more about the downside of your candidate. Sometimes that won’t veer from the positive appraisal, but while they don’t say it outright, there is something in the way they answer that can tell you more than they had wished. Or, they told you exactly what they wanted to say, but with plausible deniability.

    It should be noted for the rare but embarrassing occasion that when you get a reference contact information, make sure they are a legitimate source. Either insist on the business phone number as well as their cell number, or find some way to substantiate that the reference isn’t your candidate’s cousin Larry pretending he is the former CEO of Nonexistent Enterprises ready to give your candidate a really great review.

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    Bulletproofing Your Career

    In the not-too-distant past, ascending the corporate ladder assured management professionals of a bigger office, a stronger compensation package and a more secure future. But today, executives are being told: Don’t get too comfortable in that corner office, and don’t buy that fancy new car or boat you’ve always dreamed of – because your job is just as vulnerable as everyone else’s. Evidence suggests that the higher up the ladder you go, the more precarious your position may become! The attitude toward executives and the roles they play within companies have drastically changed in recent years. I’ve seen executives who have been with the same company for 20 or more years. They’ve worked their way up the corporate ladder and felt that they had proven their value – then they were unceremoniously dismissed from their positions as if they had just been hired as an entry-level worker. As a Career Consultant, it’s my job to re-instill the client’s confidence, identify his or her strengths, and “re-package” that individual for the current job market. But, to navigate effectively through the career transition process and ultimately make your career bulletproof, you must first be informed about what’s really going on in the work-world. I see several important trends taking place with regard to executive-level job stability and security, including:

    TODAY’S CHALLENGING EMPLOYMENT TRENDS

    Job Market Trend 1:

    More and more positions, even at senior levels, are now being offered on a contract or temporary basis. The position, in these cases, lasts only as long as is needed to fulfill the employer’s contract with their client. This requires job seekers to think differently – more like an independent consultant who works on assignment – rather than as a permanent employee. In many business sectors and industries, it could be said that the “permanent, full-time job” no longer exists as we knew it. This trend also puts the responsibility on the part of the executive to consistently promote and market himself or herself for the next opportunity – and the one after that!

    Job Market Trend 2:

    Companies are still very cautious and careful about making any hiring decisions of high-paying, senior management positions. Executives seeking such jobs must now “sell themselves” more than in the past. They need to demonstrate just how they will enhance the company’s productivity, efficiency and profitability – or they probably won’t get the offer. This means that the job seeker really needs to learn how to effectively present and market himself or herself.

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    When Organizational Change is Required by Lean Manufacturing?

    Lean manufacturing has become a very popular and widely adopted economic and corporate management philosophy. Companies around the world are starting to turn to it amid political and economic crises even in the most progressive all nations.

    Yes, the hard times have extended from the third world countries to the fully developed or first world countries. It is because economies are now led and influenced by volatilities involving oil producers and companies.

    Because all industries are practically run and powered by energy, companies seem to not get away from the problems hounding the energy sector.

    For almost more than a year now, firms around the world have been suffering from crunches brought about by the increasing and soaring prices of oil in the world market.

    A lot of companies have fallen and have weakened due to the rising oil prices. There are more and more companies now filing for bankruptcy protection not because their management messed up or some executives defrauded them, but because of the external environment posed by volatile oil prices.

    That is why, lean manufacturing is getting more and more attention, and more and more companies are deciding to finally implement the principles of the strategy.

    Lean manufacturing

    What exactly is lean manufacturing? The popular Web site Wikipedia defines lean manufacturing as a philosophy in management that concentrates and looks closely at the reduction and elimination of the seven wastes.

    The seven wastes are the usual tasks, equipment and practices found in the modern day work place. The seven wastes are identified as factors that hinder productivity or significantly weakens it.

    The seven wastes lean manufacturing tries to scrap are the following:

    Over production—experts believe that over production is a total waste of energy, efforts and capital. That is because overproduction makes up for over supply and piling up of inventories, which in turn will lower or bring down prices for the manufactured goods.

    Over production also drains capital from firms, with most of the excess products either put into the trash can or reaching expiration dates.

    Over processing- Over processing is basically similar to over production, only that over processing commands additional and unnecessary processes.

    Transportation and motion- Lean manufacturing aims to reduce unnecessary costs for transportation. Motion is the pace of action within the work places. If the work stations are too compressed and small, workers will not be able to move freely, affecting their productivity.

    Inventory and waiting- As mentioned earlier, lean manufacturing eliminates piled up inventories. Waiting time in all aspects is abolished because of the streamlined structure and because productivity is accelerated.

    Scrap and defects—Mostly, lean manufacturing aims to combat the manufacturing of commodities and merchandise with scrap and defects.

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    The Four Industrial Revolutions Infographic

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