Tag Archives: Twitter

Tips on How to Treat Your Employees

Happy employees are good employees. Treat them nice and reap the rewards.Here are some real tips to use in your relationships with your employees. They are from a blog by James Altucher who is an investor, programmer, author, and entrepreneur. He is Managing Director of Formula Capital and has written 6 books on investing. His latest book is I Was Blind But Now I See. You can follow him on Twitter @jaltucher

Here are James’s rules for employees:

A) Treat them as if they are eventually going to be better than you. You can learn from every one of them before you have to fire them or before they abandon you.

B) Picture that all of them will eventually start their own businesses and you are just training them. This doesn’t mean be nice to them all the time. It means train them to start their own businesses. In my first business a bunch of employees broke free, stole some clients, and started their own business. Now they are doing very well. My partners hated them. I love them. It’s good to have many friends who look back and appreciate what you did for them.

C) If an employee gets the “disease” (all they want is more money and they don’t care about anything else and they start to have an attitude) then instantly fire them. There is no cure for the disease and it’s highly contagious.

D) No employee is allowed to say a bad thing about any client. Everyone has to love the client’s products. No gossip. No jokes. Worst situation: One time we had a proposal to send to the U.S. Post Office. Everyone worked very hard on it and we got it done just in time. The project manager FedExed the proposal to the Post Office. Fed. Ex. He was tired because his wife had just had a baby in the prior month. We had to fire him that very night. Nor did we win the job.

E) No gossip about anyone. I was guilty of this as a VC. I would talk badly ab0ut one of the CEOs we invested in. One of my partners told him everything I said. The CEO eventually went bankrupt anyway but he has since written a novel where I am the evil character. Gossip is a seed that gets twisted into history.

F) I picture every employee calling home at night to their mother. The mother asks, “how was your day at work?” I picture the employee saying, “Mom, it was the best.” I picture the mother crying tears of happiness because the baby that once came out of her is so happy to be working with me. I try to make that happen every day.

G) Teach the employee how to exploit you for their own gains. You certainly exploit them. Not in a bad way. You have to exploit them. You charge more for their services than you pay them and than you pay for all of your fixed expenses. That’s how you get rich so it’s worth it. But ultimately they have to exploit you to feel good about the relationship. When you both die there should be no bad feelings that linger among the maggots you share between your graves.

H) How can they exploit you? By building a rolodex off of yours. By learning your skill set. By learning how you deal with your failures. By learning not to repeat your mistakes. By eventually stealing some of your clients and employees and breaking off to start a business or take a higher position at a competitor. None of these things are bad things. You want them to do this. If you train them how to do this then it all becomes a good thing for you in the long run even though you might not see that. If you act with abundance in these situations then abundance will come to you. Too many bosses act with fear and scarcity and ultimately scarcity will come to them.

I) Teach them how to sell. Even if they are programmers. Programmers are often introverted and think they can’t sell. I’m a programmer. Because of their introversion, programmers are often seen as more trustworthy by the clients. Bring programmers or introverts to your meetings. They listen the best and they are the best sales people but they don’t know it.

J) Surprise them. Employees are like “reverse clients.” You have to please them just like you please a client. It doesn’t cost much to reward an employee who gets a job done. Gift certificates, dinners, get a masseuse to come in every Friday, write employees personal notes about what you liked about their work, and so on. Employees, like clients, are the gift that keep giving. They are all there to make you wealthy so you need to be infinitely grateful to them and, ultimately, help them get wealthy.

Read James complete post on TechCrunch

Advertisements

Job Search in 2013? Try Social Networks.

There is no doubt that the job market has changed dramatically in the last couple of years. Traditional means of finding a job – newspapers, sending resumes to a ton of companies, even search firms – have been replaced permanently by job boards and social network postings.

The infographic below shows where job seekers are and which social networks they are using.

FOUR NO-FAIL SOCIAL MEDIA HIRING TIPS

Business, Employment, Facebook, Job Posts, jobs, LinkedIn, Marketing and Advertising, Social media, social recruiting, Twitter, sourcing, job posting site

Need to hire an employee fast? Social media has straightforward, effective and inexpensive (or FREE) ways to reach out to qualified candidates.

More than 90 percent of companies are using social media to find new employees, according to a recent Jobvite study. The most popular: Twitter and Facebook and LinkedIn.

If you’re up to the challenges presented by recruitment, here are four no-fail tips for using social media to find your next superstar employee:

Read More at HRNewsDaily.com…… Continue reading

Tips for using Social Networks to Post Jobs

hIn the pursuit of the best employees, companies are using innovative methods to find the right people. Social networks are a great venue to post job ads. Up to 60% of businesses will use them this year either exclusively or in conjunction with other recruiting methods.

It makes sense; to get the best, you have to go  where the people are. Generation Y or Millennials-those born after the mid-1980s-are rejecting traditional job search methods, such as blindly sending out resumes, cold-calling employers or pounding the pavement. With online tools, job seekers can undertake a comprehensive job search without leaving home.

In response, some companies have developed revolutionary job posting and hiring tools. They use technology to make the experience easy for both job seekers and employers.

Many businesses don’t have recruiters or HR in-house and likely outsource those functions. Hiring for them is daunting and a distraction, and many have trouble managing the process.

Applicant tracking systems, once only available to large companies have, are now available through software-as-a-service tools  like Ovation, Taleo, Snagajob among others. These advanced systems  are now convenient and affordable for businesses of any size.

The appeal of hiring software is straightforward; they simplify many recruitment tasks: from helping craft an effective job description to posting directly to the social networks like Indeed.com, Craigslist, Twitter, LinkedIn and others.

In addition, web-based recruitment systems can provide online applications and collect resumes. What’s more, the best software integrates mobile apps, which gives employers flexibility to untether from the desk.

Ready to take your hiring to the next level? Here are five tips for using these new tools when posting jobs to social networks:

1. Write an appealing job post

Always make sure your job description is complete, realistic and engaging. A tired, tedious job post can easily be lost on a social network. The most compelling posts, ones with the best response rates, stand out and talk to the candidate. Personalize your descriptions. The first person tense allows the reader picture themselves in the job. Utilizing phrases like “you will be responsible to…” or “you will help the team achieve…” can make a difference in attracting confident team players.

2. Ask Questions early

Asking the right questions early in the process will help identify qualified candidates quickly. Many hiring tools can be customized to ask candidates job-specific questions in advance of a face-to-face or telephone interview. For example, asking about reliable transportation, shift availability, or relocation preferences can be useful in vetting candidates to narrow your search.

3. Repost often

Like a loaf of bread, social media posts can become stale fast. New job postings continuously push older ones down the list. To succeed, you must keep yours on top and ahead of the pack. The key is to repost often on sites like Craigslist and Twitter. This will keep your place on prime web page real estate. Frequent wording changes in the post can also help improve response rates.

4. Cast a wide net

Job applicants don’t all look in the same place for opportunities. For example, a potential restaurant manager may only be searching under “Hospitality” or “Food Service.”  However, posting the same job under “Business Management” or “Customer Service” may generate other excellent candidates. Outstanding candidates can often be found by networking, so don’t forget to start your search with a reach out to your contact list asking for referrals.

5. Respond Quickly

The ease of applying for jobs through social networks allows candidates to respond to many job posts. To get the right person for the job, sometimes employers have to act fast. If you see an attractive application, response or resume, respond to the applicant with timely emails, texts or a phone call indicating your interest.

Also, it is easy to forget about the tension job seekers feel when waiting. Never leave anyone on the hook. Drop an email to all applicants, informing them whether they are or are not in the running. Respectful communication will always be appreciated, even if it is not pleasant news

Technology makes finding your next superstar employee easier. However, competition for skilled candidates is stronger than ever By using the new social recruiting tools effectively, an employer can increase the chance of connecting to their next great hire.

Tips for Posting Jobs to the Internet

In the pursuit of the best employees, companies are using innovative methods to find the right people. Social networks are a great venue to post job ads. Up to 60% of businesses will use them this year either exclusively or in conjunction with other recruiting methods.

It makes sense; to get the best, you have to go  where the people are. Generation Y or millennials  those born after the mid-1980s-are rejecting traditional job search methods, such as blindly sending out resumes, cold-calling employers or pounding the pavement. With online tools, job seekers can undertake a comprehensive job search without leaving home.

In response, some companies have developed revolutionary job posting and hiring tools. They use technology to make the experience easy for both job seekers and employers.

Many businesses don’t have recruiters or HR in-house and likely outsource those functions. Hiring for them is daunting and a distraction, and many have trouble managing the process.

Applicant tracking systems, once only available to large companies have, are now available through software-as-a-service tools  like Ovation, Taleo, Snagajob among others. These advanced systems  are now convenient and affordable for businesses of any size.

The appeal of hiring software is straightforward; they simplify many recruitment tasks: from helping craft an effective job description to posting directly to the social networks like Indeed.com, Craigslist, Twitter, LinkedIn and others.

In addition, web-based recruitment systems can provide online applications and collect resumes. What’s more, the best software integrates mobile apps, which gives employers flexibility to untether from the desk.

Ready to take your hiring to the next level? Here are five tips for using these new tools when posting jobs to social networks:

1. Write an appealing job post

Always make sure your job description is complete, realistic and engaging. A tired, tedious job post can easily be lost on a social network. The most compelling posts, ones with the best response rates, stand out and talk to the candidate. Personalize your descriptions. The first person tense allows the reader picture themselves in the job. Utilizing phrases like “you will be responsible to…” or “you will help the team achieve…” can make a difference in attracting confident team players.

2. Ask Questions early

Asking the right questions early in the process will help identify qualified candidates quickly. Many hiring tools can be customized to ask candidates job-specific questions in advance of a face-to-face or telephone interview. For example, asking about reliable transportation, shift availability, or relocation preferences can be useful in vetting candidates to narrow your search.

3. Re-post often

Like a loaf of bread, social media posts can become stale fast. New job postings continuously push older ones down the list. To succeed, you must keep yours on top and ahead of the pack. The key is to repost often on sites like Craigslist and Twitter. This will keep your place on prime web page real estate. Frequent wording changes in the post can also help improve response rates.

4. Cast a wide net

Job applicants don’t all look in the same place for opportunities. For example, a potential restaurant manager may only be searching under “Hospitality” or “Food Service.”  However, posting the same job under “Business Management” or “Customer Service” may generate other excellent candidates. Outstanding candidates can often be found by networking, so don’t forget to start your search with a reach out to your contact list asking for referrals.

5. Respond Quickly

The ease of applying for jobs through social networks allows candidates to respond to many job posts. To get the right person for the job, sometimes employers have to act fast. If you see an attractive application, response or resume, respond to the applicant with timely emails, texts or a phone call indicating your interest.

Also, it is easy to forget about the tension job seekers feel when waiting. Never leave anyone on the hook. Drop an email to all applicants, informing them whether they are or are not in the running. Respectful communication will always be appreciated, even if it is not pleasant news

Technology makes finding your next superstar employee easier. However, competition for skilled candidates is stronger than ever By using the new social recruiting tools effectively, an employer can increase the chance of connecting to their next great hire.