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| Volume 8, Issue 6 |
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In This Issue:
 Hiring managers finding decline in job applicant behavior
 Too many managers abusing their positions[?]
Avenues for employee complaints seem to be closed
 Creating people advantage: How to address HR challenges
 Companies get more savvy with internships to find next-gen IT workers
 Use LinkedIn for recruiting employees
 Keeping it real: 8 steps to an effective evaluation process
The new way to build ROI on employee referrals
Careful what you wish for at IBM
 Six secrets to designing winning sales presentations
Stop standing around the fax machine: Close with e-signatures
Lessons from the Sales Master: Mahan Khalsa
 HBS cases: Negotiating with Wal-Mart
 How healthy can you get on diet alone?
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Hiring managers finding decline in job applicant behavior
Hiring managers who have years of experience interviewing job candidates are reporting a sad decline in applicant behavior.
This observation comes from an "interview etiquette" survey on Vault.com, a career resource site. The survey found that about six in 10 hiring managers are not impressed with what they're seeing. Given the host of "how to ace an interview" advice books, Web
sites and career resource offices at colleges and universities, the survey results are dismaying. About four in 10 of the 105 hiring managers who responded to the survey said they've heard job candidates use...
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Too many managers abusing their positions[?]
Few of us resent a colleague taking time off during the working day to cope with a domestic or family crisis. But half of American workers believe their bosses abuse their
positions to take more time off than they should, while expecting everyone else to keep their noses to the grindstone.
And this suspicion that bosses are not being totally honest and open with their teams about the amount of time they take off is deeply damaging to the workplace, research by consultancy Deloitte has concluded. The poll of more than 4,000 people found exactly
half believed bosses set different standards for themselves when it came to exercising flexible work options. Their suspicion is not helped by the finding that...
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Avenues for employee complaints seem to be closed
Recently I had the privilege of attending a workshop presented by Patricia Latham Ball, a principal at Management Northwest, which is a legal resource for employers. Ball is a former Ada County (Idaho) Deputy Prosecutor in employment law who determined it
would be more noble to help companies steer clear of trouble rather than prosecute them for getting into it.
One of the biggest problems in the workplace, according to Ball, is that two thirds of employees say that they are unhappy in their jobs, yet they have no avenue for voicing their concerns or lodging a complaint. The reasons for employee unhappiness varies, but
a primary root is that companies do not adhere to a defined set of standards. Some are too forgiving of employee misconduct, while others are managed by people who themselves overstep boundaries and could care less about rules. "The result," according to Ball,
"is that people have become more rude." And that rudeness is being tolerated within companies due to lax standards. After employees have been surrounded by rudeness for a while, it is quite easy for them to feel like they're being harassed. Combine that with
no clearly-defined avenue for them to complain about what they feel isn't right in their workplace, and their next logical step is to file a harassment claim. Unfortunately,
this chain of events creates...
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Creating people advantage: How to address HR challenges worldwide through 2015
People challenges are greater than ever before at companies, thanks to globalization, an aging workforce, and employee desires for work-life balance.
This report, which is based on a worldwide survey of more than 4,700 executives, lays out a comprehensive approach to enable companies to understand the HR environment and
how they can create a people advantage. When companies that understand how to measure the effectiveness of their people and harness their talents, they will achieve a lasting edge...
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Companies get more savvy with internships to find next-gen IT workers
They view students as future IT employees.
Having an innovative Web site and smooth-running IT operations requires technology workers with up-to-date skills. To ensure that they always have a talented and well-stocked pool of future workers from which to choose, many employers are getting
more savvy about their college internship programs, updating them to keep up with the needs of their businesses. Here's a look at the internship programs at seven large companies. In general, these companies are looking for college students with strong
technical skills who could also become employees after they graduate. The good news:...
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Use LinkedIn for recruiting employees
LinkedIn and other social networking sites are advantageous for employers who use them for both networking and recruiting.
I am increasingly receiving email notes from my LinkedIn contacts asking me to refer potential employees or help them make a contact for hard-to-fill positions. The potential for LinkedIn and other social networking
sites to play a major role in your employee recruiting strategy increases as millions of potential employees profile themselves on these sites each year. It's not enough anymore to post a job vacancy on Monster.com, CareerBuilder.com, Craigslist.com. Employers are
spammed with hundreds of resumes from unqualified applicants when they post on big boards. (I have still found great candidates through these job boards, so continue to utilize them as a part of your recruiting mix.). But, the world of recruiting is
changing. More and more the online focus rests on social networking sites and smaller, specialized job boards. Here's how employers are using LinkedIn, a popular networking site, for recruiting. LinkedIn users...
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Six secrets to designing winning sales presentations
You have 13 seconds or less to make a positive first impression on your audience that may ultimately lead to a sale. So how can you effectively convey your message with so little time?
By using a tool which communicates 60,000 times faster than text—graphics—and using the following six simple design secrets. 1. Use graphics to highlight your features, benefits and discriminators that may ...
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Stop standing around the fax machine: Close with e-signatures
It happens at every company: It's the last day of the quarter and the sales reps are hanging around the fax machine waiting for signed contracts to come through. It's like watching a pot boil.
Upstairs CFOs and Sales VPs try to estimate how the quarter will end and exactly which revenue they can recognize and when. Sound familiar? No matter what size your company or sales team, reps need solutions that help them focus on selling rather than tracking
down contracts. At the same time, Sales VPs and finance need accurate visibility into revenues, every day of the quarter, not two days after it closes. But with developing technology there emerges a new trend: e-Signature services that can help an enterprise
close more deals and close them fast.
The Value of e-Signatures
Think about the entire sales lifecycle. Companies have made major investments in SFA from lead generation and management to content creation and contract generation. While we give reps tools to make them more effective during the sale, organizations fail to
close the loop on the sales contract lifecycle. By automating the delivery, signing and reporting of contracts, sales reps can close the loop and move on to the next sale knowing that the process is being completed without them having to waste valuable
selling time managing a paper trail. e-Signature services provide a hosted infrastructure for...
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Lessons from the Sales Master: Mahan Khalsa
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Mahan Khalsa, VP of the FranklinCovey Sales Performance Group, rewrites the selling playbook.
My first encounters with 20th-Century selling were painful. I was working my way through college and needed a job. I took a position as a door-to-door salesman. The person who trained me made it look easy. He had a great territory and when he knocked on
the door, people would say, "John—good to see you. What do you have for me today?" I thought to myself, "I can do this!" Of course, I was assigned to the worst part of town. I would knock on the door and people would pull down their shades or scream epithets at
me. The routine was: knock on the door, get rejected, repeat 50 to 100 times to get a sale. That was my process. And then when I finally did make a sale, I would have to
deliver it a week later only to find no one home, they didn't have the money, they didn't live there any more … whatever. It was brutal. It hurt bad.
That excerpt comes from the first page of Mahan Khalsa's successful book, Let's Get Real or Let's Not Play: The Demise of Dysfunctional Selling and the Advent of Helping Clients Succeed (soon to be published in a new edition by the Penguin Group). And having read
it, you've probably surmised one of two things happened next: either the young Khalsa found a new way to make a living, or something changed the way he approached salesmanship. Fortunately for all of those whom Khalsa's advice has helped over the
years, he decided to improve the sales process rather than find another line of work. Based on the brutal way his career started, that speaks as much to his determination and courage as his creativity and intelligence...
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HBS cases: Negotiating with Wal-Mart
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Wal-Mart could clearly live without Frey Farms, but it's pretty hard to live without Tide and Pampers."
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Wal-Mart, the world's largest retailer, sold $315 billion worth of goods in 2006.
With its single-minded focus on "EDLP" (everyday low prices) and the power to make or break suppliers, a partnership with Wal-Mart is either the Holy Grail or the kiss of death, depending on one's perspective. There are numerous media accounts of the
corporate monolith riding its suppliers into the ground. But what about those who manage to survive, and thrive, while dealing with the classic hardball negotiator? In "Sarah Talley and Frey Farms Produce: Negotiating with Wal-Mart" and "Tom Muccio: Negotiating
the P&G Relationship with Wal-Mart," HBS professor Jim Sebenius and Research Associate Ellen Knebel show two very different organizations doing just that. The cases are part of a series that involve hard bargaining situations...
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How healthy can you get on diet alone?
For any number of reasons, far too many Americans are sedentary.
An estimated 14.2% of the population spends less than 10 minutes a week on moderately intense activities, such as walking and vacuuming, or vigorous ones, such as running, according to 2005 statistics from the Centers for Disease Control and Prevention. A
quarter of Americans say they're not performing any physical activity during their free time. All of this sitting on the couch or behind a desk is undoubtedly contributing to the country's rising health care costs--but does a lack of exercise necessarily mean
we're unhealthy? Every day, we're bombarded with new reports about how crucial it is to our good health to consume more heart-healthy omega-3 fatty acids (found in fish) and cut the trans fats (e.g., doughnuts, french fries). While, of course, you should
exercise, if you're not, you may be wondering just how far a focus on diet alone can take you...
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