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Q&A: Chris Burkhard on employee retention and attracting workers

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What is the best way for a small business to keep turnover low now that the unemployment rate is 4 percent?

Today’s workforce places value on work-life balance. For example, being able to work from home when a kid is sick, or being able to stagger hours to have a repair made at the house. If leaders knew that flexibility is often the No. 1 thing workers want, they would think differently about how they structured their workforce programs.

How important is a company’s reputation for treatment of employees during the Recession years, particularly in an interconnected state such as Delaware?

According to the Business Journals of U.S. Census Bureau data, 170,000 small businesses in the U.S. closed between 2008 and 2010. If the Recession did not kill your business or cripple you by saddling the business with debt at a time when sales were plummeting, what could a business of any size really do? Almost all of us were impacted. How did the best companies handle reputation?

The key was openness, transparency, and communication from leaders. A winning business heals and hides many flaws. Then you have a chance to have a great culture and a solid foundation of practices and principles that attract and keep the right staff. Getting it right is not easy; it takes years.

What are the best places to post jobs in order to attract young workers?

Professionals entering the workforce today value growth opportunities over money. They want flexibility and someone who can support their career progression. If you want to attract employees, make the above a reality and they will find you. Employees and customers will refer them to you, and this is way better than a posting. The key? Treat attracting talent the way you treat sales and marketing. You must have staff dedicated to recruitment, or you will fall behind in the war for talent.

What additional insurance benefits (dental insurance, vision coverage, pet insurance) are most attractive to new hires?

The truth is the cost of health care has gotten so expensive for every business that it is limiting the creativity and dollars to invest in additional coverages. Health-care costs going up at 7 to 50 percent a year is crippling. This is the real issue and opportunity. We must work to lower this cost. I find that other coverages are really a personal choice. The real workforce issues are flexible time, time off to care for loved ones and the high costs of health care.

Can unlimited vacation be both a carrot for the employee and a boon for the employer? Do employees actually take fewer days when their vacation is “unlimited?”

Less than 1 percent of companies in the U.S. offer unlimited vacations, so this is far from a meaningful trend. The real advice? Be careful about taking ideas that work for a few and plugging them into your company. Our advice? Focus on building great leaders in your business. Give staff learning opportunities. Gather data on employment engagement. This can help you customize your work environment.

Q&A: Chris Burkhard on employee retention and attracting workers

  by    0   0

What is the best way for a small business to keep turnover low now that the unemployment rate is 4 percent?

Today’s workforce places value on work-life balance. For example, being able to work from home when a kid is sick, or being able to stagger hours to have a repair made at the house. If leaders knew that flexibility is often the No. 1 thing workers want, they would think differently about how they structured their workforce programs.

How important is a company’s reputation for treatment of employees during the Recession years, particularly in an interconnected state such as Delaware?

According to the Business Journals of U.S. Census Bureau data, 170,000 small businesses in the U.S. closed between 2008 and 2010. If the Recession did not kill your business or cripple you by saddling the business with debt at a time when sales were plummeting, what could a business of any size really do? Almost all of us were impacted. How did the best companies handle reputation?

The key was openness, transparency, and communication from leaders. A winning business heals and hides many flaws. Then you have a chance to have a great culture and a solid foundation of practices and principles that attract and keep the right staff. Getting it right is not easy; it takes years.

What are the best places to post jobs in order to attract young workers?

Professionals entering the workforce today value growth opportunities over money. They want flexibility and someone who can support their career progression. If you want to attract employees, make the above a reality and they will find you. Employees and customers will refer them to you, and this is way better than a posting. The key? Treat attracting talent the way you treat sales and marketing. You must have staff dedicated to recruitment, or you will fall behind in the war for talent.

What additional insurance benefits (dental insurance, vision coverage, pet insurance) are most attractive to new hires?

The truth is the cost of health care has gotten so expensive for every business that it is limiting the creativity and dollars to invest in additional coverages. Health-care costs going up at 7 to 50 percent a year is crippling. This is the real issue and opportunity. We must work to lower this cost. I find that other coverages are really a personal choice. The real workforce issues are flexible time, time off to care for loved ones and the high costs of health care.

Can unlimited vacation be both a carrot for the employee and a boon for the employer? Do employees actually take fewer days when their vacation is “unlimited?”

Less than 1 percent of companies in the U.S. offer unlimited vacations, so this is far from a meaningful trend. The real advice? Be careful about taking ideas that work for a few and plugging them into your company. Our advice? Focus on building great leaders in your business. Give staff learning opportunities. Gather data on employment engagement. This can help you customize your work environment.

Q&A: Chris Burkhard on employee retention and attracting workers

  by    0   0

What is the best way for a small business to keep turnover low now that the unemployment rate is 4 percent?

Today’s workforce places value on work-life balance. For example, being able to work from home when a kid is sick, or being able to stagger hours to have a repair made at the house. If leaders knew that flexibility is often the No. 1 thing workers want, they would think differently about how they structured their workforce programs.

How important is a company’s reputation for treatment of employees during the Recession years, particularly in an interconnected state such as Delaware?

According to the Business Journals of U.S. Census Bureau data, 170,000 small businesses in the U.S. closed between 2008 and 2010. If the Recession did not kill your business or cripple you by saddling the business with debt at a time when sales were plummeting, what could a business of any size really do? Almost all of us were impacted. How did the best companies handle reputation?

The key was openness, transparency, and communication from leaders. A winning business heals and hides many flaws. Then you have a chance to have a great culture and a solid foundation of practices and principles that attract and keep the right staff. Getting it right is not easy; it takes years.

What are the best places to post jobs in order to attract young workers?

Professionals entering the workforce today value growth opportunities over money. They want flexibility and someone who can support their career progression. If you want to attract employees, make the above a reality and they will find you. Employees and customers will refer them to you, and this is way better than a posting. The key? Treat attracting talent the way you treat sales and marketing. You must have staff dedicated to recruitment, or you will fall behind in the war for talent.

What additional insurance benefits (dental insurance, vision coverage, pet insurance) are most attractive to new hires?

The truth is the cost of health care has gotten so expensive for every business that it is limiting the creativity and dollars to invest in additional coverages. Health-care costs going up at 7 to 50 percent a year is crippling. This is the real issue and opportunity. We must work to lower this cost. I find that other coverages are really a personal choice. The real workforce issues are flexible time, time off to care for loved ones and the high costs of health care.

Can unlimited vacation be both a carrot for the employee and a boon for the employer? Do employees actually take fewer days when their vacation is “unlimited?”

Less than 1 percent of companies in the U.S. offer unlimited vacations, so this is far from a meaningful trend. The real advice? Be careful about taking ideas that work for a few and plugging them into your company. Our advice? Focus on building great leaders in your business. Give staff learning opportunities. Gather data on employment engagement. This can help you customize your work environment.

Q&A: Chris Burkhard on employee retention and attracting workers

  by    0   0

What is the best way for a small business to keep turnover low now that the unemployment rate is 4 percent?

Today’s workforce places value on work-life balance. For example, being able to work from home when a kid is sick, or being able to stagger hours to have a repair made at the house. If leaders knew that flexibility is often the No. 1 thing workers want, they would think differently about how they structured their workforce programs.

How important is a company’s reputation for treatment of employees during the Recession years, particularly in an interconnected state such as Delaware?

According to the Business Journals of U.S. Census Bureau data, 170,000 small businesses in the U.S. closed between 2008 and 2010. If the Recession did not kill your business or cripple you by saddling the business with debt at a time when sales were plummeting, what could a business of any size really do? Almost all of us were impacted. How did the best companies handle reputation?

The key was openness, transparency, and communication from leaders. A winning business heals and hides many flaws. Then you have a chance to have a great culture and a solid foundation of practices and principles that attract and keep the right staff. Getting it right is not easy; it takes years.

What are the best places to post jobs in order to attract young workers?

Professionals entering the workforce today value growth opportunities over money. They want flexibility and someone who can support their career progression. If you want to attract employees, make the above a reality and they will find you. Employees and customers will refer them to you, and this is way better than a posting. The key? Treat attracting talent the way you treat sales and marketing. You must have staff dedicated to recruitment, or you will fall behind in the war for talent.

What additional insurance benefits (dental insurance, vision coverage, pet insurance) are most attractive to new hires?

The truth is the cost of health care has gotten so expensive for every business that it is limiting the creativity and dollars to invest in additional coverages. Health-care costs going up at 7 to 50 percent a year is crippling. This is the real issue and opportunity. We must work to lower this cost. I find that other coverages are really a personal choice. The real workforce issues are flexible time, time off to care for loved ones and the high costs of health care.

Can unlimited vacation be both a carrot for the employee and a boon for the employer? Do employees actually take fewer days when their vacation is “unlimited?”

Less than 1 percent of companies in the U.S. offer unlimited vacations, so this is far from a meaningful trend. The real advice? Be careful about taking ideas that work for a few and plugging them into your company. Our advice? Focus on building great leaders in your business. Give staff learning opportunities. Gather data on employment engagement. This can help you customize your work environment.

Q&A: Chris Burkhard on employee retention and attracting workers

  by    0   0

What is the best way for a small business to keep turnover low now that the unemployment rate is 4 percent?

Today’s workforce places value on work-life balance. For example, being able to work from home when a kid is sick, or being able to stagger hours to have a repair made at the house. If leaders knew that flexibility is often the No. 1 thing workers want, they would think differently about how they structured their workforce programs.

How important is a company’s reputation for treatment of employees during the Recession years, particularly in an interconnected state such as Delaware?

According to the Business Journals of U.S. Census Bureau data, 170,000 small businesses in the U.S. closed between 2008 and 2010. If the Recession did not kill your business or cripple you by saddling the business with debt at a time when sales were plummeting, what could a business of any size really do? Almost all of us were impacted. How did the best companies handle reputation?

The key was openness, transparency, and communication from leaders. A winning business heals and hides many flaws. Then you have a chance to have a great culture and a solid foundation of practices and principles that attract and keep the right staff. Getting it right is not easy; it takes years.

What are the best places to post jobs in order to attract young workers?

Professionals entering the workforce today value growth opportunities over money. They want flexibility and someone who can support their career progression. If you want to attract employees, make the above a reality and they will find you. Employees and customers will refer them to you, and this is way better than a posting. The key? Treat attracting talent the way you treat sales and marketing. You must have staff dedicated to recruitment, or you will fall behind in the war for talent.

What additional insurance benefits (dental insurance, vision coverage, pet insurance) are most attractive to new hires?

The truth is the cost of health care has gotten so expensive for every business that it is limiting the creativity and dollars to invest in additional coverages. Health-care costs going up at 7 to 50 percent a year is crippling. This is the real issue and opportunity. We must work to lower this cost. I find that other coverages are really a personal choice. The real workforce issues are flexible time, time off to care for loved ones and the high costs of health care.

Can unlimited vacation be both a carrot for the employee and a boon for the employer? Do employees actually take fewer days when their vacation is “unlimited?”

Less than 1 percent of companies in the U.S. offer unlimited vacations, so this is far from a meaningful trend. The real advice? Be careful about taking ideas that work for a few and plugging them into your company. Our advice? Focus on building great leaders in your business. Give staff learning opportunities. Gather data on employment engagement. This can help you customize your work environment.

Placers Presents: Preparing Questions for the Interview

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At the end of a job interview, the interviewee will be given a chance to ask questions. There are a few reasons the hiring manager will do this and it can be considered part of the interview. In addition to helping the hiring manager, it can also help the candidate determine if this is the right fit for them before proceeding with additional interviews and getting further along in the process.

Make Sure to Do Your Research

There are certain questions you probably have, but you need to see if you can find them on your own before asking the hiring manager. If you ask a question that can easily be found with a quick Google search, the interviewer will assume you haven’t fully prepared for your question. You shouldn’t only research the company, but also the department and position you are interviewing for. You should also do some research about the industry in general.

What Types of Questions to Ask?

You should come prepared with at least two questions to ask. Avoid yes or no questions and questions that are so broad that they can be difficult to answer. Your goal isn’t to stump the interviewer and you want to make a good impression. Keep questions focused and open-ended.

Questions about day-to-day responsibilities, important qualities for the role and the company culture are all good starting points. These types of questions will help you determine if you think the role is a good fit for you and if you would enjoy working at this company. Questions about expectations of the role and where the company is headed can also help you determine if you have a future at the company, should you get the position and choose to accept it. You can also ask about opportunities and different career paths for someone in the role. This will also show you if you have a future at this company and if it’s the right fit.

The interview process is not the time to ask about salary or benefits. These questions should wait until you are in negotiations with the job offer, or after the first round of interviews.

Don’t just ask questions you think the interviewer wants to hear. Ask questions that you also want the answers to, so you can make an informed decision about the job.

Remember that some of your questions may have been answered during the interview process. This is why it is good to come prepared with multiple questions so you aren’t stuck at the end with questions that have already been answered. One of the questions you can ask to end the interview is about the next steps, so you will be prepared for what is needed and can leave the interview on a strong note.

Reasons Why Questions Are Important

Questions show that you are interested in the job. If you are taking the time to develop questions then you have spent time thinking about the interview and preparing for it. Questions show that you have researched the company, as long as they are good questions that are not easy to find on the website. Great questions can also help show the interviewer how intelligent you are. Hiring managers want people who can think independently, and if you ask some great questions, it can show your drive to the person conducting the interview.