Don't forget to check out our list of monthly PRIDE specials (link on the right).
We will provide you with a link to our monthly PDF of select products that highlight several items ranging from low cost giveaways to higher quality gifts. This is just a small sampling of recently ordered items that were received with great enthusiasm.
Click HERE to view our DECEMBER 2007 specials.
Wednesday, November 28, 2007
Monday, November 26, 2007
10 Things Candidates Hate; 10 Things They Love
R-e-s-p-e-c-t…find out what it means to the candidate
Thursday, November 22, 2007 by Allison Boyce
Originally published April 17, 2007.
In an earlier article, I made a case for cultivating a more civil attitude during the interview process as actually a means of growing a long-term referral base and to stem negative reverberation from bad candidate experiences.
In this article, I want to highlight some of the actions that drive candidates crazy so we can try to avoid them at all costs.
CLICK HERE to read more.
Thursday, November 22, 2007 by Allison Boyce
Originally published April 17, 2007.
In an earlier article, I made a case for cultivating a more civil attitude during the interview process as actually a means of growing a long-term referral base and to stem negative reverberation from bad candidate experiences.
In this article, I want to highlight some of the actions that drive candidates crazy so we can try to avoid them at all costs.
CLICK HERE to read more.
Thursday, November 8, 2007
New Giveaway Items!
The holidays are just around the corner! Why not give your employees a little gift of apprecition? How about a little something for your customers?
Check out some of the new giveaway items highlighed in our November PRIDE specials!
Check out some of the new giveaway items highlighed in our November PRIDE specials!
Monday, November 5, 2007
Local HR Events
Don't forget to check the calendar of events for updated information on all the local events going on in the HR community!
Click the "Local HR Events" link on the right.
Click the "Local HR Events" link on the right.
Nudge Good Workers Toward Even Better Performance
—Adapted from “Quick tips on coaching employees for improved performance,”
by Karen S. Sieczka, on businessEvolved.com
You’ve built a high-performing staff, but that doesn’t mean you should just kick back and enjoy the results. Good performers can always get better—to their benefit as well as yours. Try these
tips to motivate them to new levels of excellence:
by Karen S. Sieczka, on businessEvolved.com
You’ve built a high-performing staff, but that doesn’t mean you should just kick back and enjoy the results. Good performers can always get better—to their benefit as well as yours. Try these
tips to motivate them to new levels of excellence:
- Discover what drives your employees. As you develop stronger relationships with your staff, you’ll gain more insight into what really matters to them—and what motivates them. Use this knowledge to help them set goals that will fortify their strengths and overcome their weaknesses.
- Prompt employees to assess their work. When things go wrong, you may be tempted to take the short route and point out the mistake. But it’s better for employees to learn to critically analyze their own work product. Instead of saying, for instance, “This won’t work,” tryasking employees to examine the situation and identify potential pitfalls.
- Require employees to solve their problems. When workers are struggling with projects and come to you for help, offer suggestions but urge them to find their own answers. Express your confidence in their ability to work through the problem and arrive at a solution.
- Respond to employees in a positive way. When discussing an employee’s handling of a project, try to avoid words such as can’t, don’t, should, or shouldn’t, which undermine empowerment. Instead, try “Let’s consider some other alternatives” or similar phrasing that encourages workers to stretch their thinking.
- Recognize every employee’s progress. It’s human nature to heap more praise on the problem worker who makes a dramatic improvement than on the good worker who gets a tad better. But praise and recognition are the key ingredients in any recipe for improvement, large or small.
How to Win the New Sourcing-is-Consumer-Marketing Game
Coupling technology with consumer-branded marketing ideas
Friday, October 26, 2007 by Lou Adler
The talent wars have entered a new phase. Now it's more about guerilla warfare and skirmishes, not big battles.
With this concept in mind, I was lured to a workshop a few weeks ago to hear about some of the latest creative sourcing ideas going on throughout our industry. Some of them were Web 2.0 based, others technology-oriented, a few based on contests, and others just targeted and compelling advertising. Regardless of the approach, all had one theme in common:
You can't use Wal-Mart advertising to attract a Tiffany's customer.
CLICK HERE to read more.
Friday, October 26, 2007 by Lou Adler
The talent wars have entered a new phase. Now it's more about guerilla warfare and skirmishes, not big battles.
With this concept in mind, I was lured to a workshop a few weeks ago to hear about some of the latest creative sourcing ideas going on throughout our industry. Some of them were Web 2.0 based, others technology-oriented, a few based on contests, and others just targeted and compelling advertising. Regardless of the approach, all had one theme in common:
You can't use Wal-Mart advertising to attract a Tiffany's customer.
CLICK HERE to read more.
Thursday, October 25, 2007
The Enthusiastic Employee: Moving from Manipulation to Motivation
An article by Dr. Kathy Dodaro, Executive Director, Consulting Services & Healthcare Services at NAS Recruitment Communications was published in the Fall Edition (page 5) of CHAHRM, the official newsletter of the Colorado Healthcare Association for Human Resource Management. We'd like to take this opportunity to share this article with you.
CLICK HERE to view the newsletter.
CLICK HERE to view the newsletter.
The rules have changed in advertising
By JACK G. HARDY
Advertising is very much alive, growing and changing its context at warp speed -- primarily, the way we identify and reach out to our customers and prospects.
Some ad experts call it fragmentation. It's the increase in the number of channels that can deliver an advertising message to a target audience. Even if you try to keep up-to-date, you may feel overwhelmed by all the options now available.
Advertising's task hasn't changed. Stated simply, it is to create the best possible selling message to reach the greatest number of prospects at the lowest possible cost.
CLICK HERE to read more.
Advertising is very much alive, growing and changing its context at warp speed -- primarily, the way we identify and reach out to our customers and prospects.
Some ad experts call it fragmentation. It's the increase in the number of channels that can deliver an advertising message to a target audience. Even if you try to keep up-to-date, you may feel overwhelmed by all the options now available.
Advertising's task hasn't changed. Stated simply, it is to create the best possible selling message to reach the greatest number of prospects at the lowest possible cost.
CLICK HERE to read more.
In managing workers, it's no longer one size fits all
Marcia Heroux Pounds
October 25, 2007
Bob wore the same blue suit to work every day.
As a human resources manager, John Putzier was asked to talk with Bob. Employees were complaining: "You've got to talk to Bob. He's not normal."Putzier, now a consultant based from Pennsylvania, found out that Bob had a half-dozen blue suits. He was wearing a blue suit every day, but it was a different one.
Bob, an engineer, didn't like to think about what he was going to wear to work so he developed a uniform. Since Bob worked in a cubicle and rarely interacted with customers, Putzier told him: "If anybody complains, I'll tell them to mind their own business."
The story is one that Putzier includes in his book Weirdos in the Workplace and told earlier this month at the HR Florida Conference in Orlando. "Weird means high maintenance," he says.
CLICK HERE to read more.
October 25, 2007
Bob wore the same blue suit to work every day.
As a human resources manager, John Putzier was asked to talk with Bob. Employees were complaining: "You've got to talk to Bob. He's not normal."Putzier, now a consultant based from Pennsylvania, found out that Bob had a half-dozen blue suits. He was wearing a blue suit every day, but it was a different one.
Bob, an engineer, didn't like to think about what he was going to wear to work so he developed a uniform. Since Bob worked in a cubicle and rarely interacted with customers, Putzier told him: "If anybody complains, I'll tell them to mind their own business."
The story is one that Putzier includes in his book Weirdos in the Workplace and told earlier this month at the HR Florida Conference in Orlando. "Weird means high maintenance," he says.
CLICK HERE to read more.
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