RECRUIT, INSPIRE & RETAIN
July, 2002
FROM TRAINING SYSTEMS, INC.
GREAT TRAINING FOR GREAT EMPLOYEES
http://www.trainingsys.com 
815-469-3560/fax: 815-469-0886/e: tsi@trainingsys.com 


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COOL INFO CONTAINED IN THIS ISSUE:

Recruiting is Like Marketing - You Need to Do It
Constantly * Who’s Wearing Fun Meters? * HR Dictionary
* Giving to Others in Secret is Really Inspiring * E-Learning Means More Than You Think! * Supervisors - The Key to Retention of Frontline Workers! * Conferences/Seminars & Volunteering/Donating /////////////////////////////////////

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SPREAD IT AROUND! Pass this issue along to fellow
employees or customers so they too can benefit from the
ideas on recruiting, inspiring, training, & retaining.
You can FORWARD this issue or print it out. Remember,
you can CHECK ARCHIVES by keyword at our Web site, http://www.trainingsys.com/rir/index.htm 
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COOL RECRUITING TIPS

Recruiting is Like Marketing - You Need to Do It
Constantly

Would you start marketing the day you needed to make a
sale? Of course not, but that’s just what we do when we
need to fill a position in our organization - we start recruiting the day the position is open. This causes a lengthy period of time when you and others in your organization are doing your job PLUS the open position and recruiting! Tired yet?

Apply what you know about marketing to the right
customer to marketing your organization to the
employees you need! The key to successful marketing is
a good plan that identifies the target market, has
strategies that’ll attract that target and action steps
to be worked on throughout the year.

Use our Recruitment Plan format to do the same for
recruiting success:

RECRUITMENT PLAN
Title of Position

I. What are the mission and short term/long term goals
of our organization?

II. Who are our potential employees (target market)?
Where will we find them?

III. What does our Target Employee Market value and
need?

IV. What makes us attractive to these potential
employees?

V. What are 10 benefits to the potential employee in
working with us?

VI. Who are our competitors for these employees?

VII. List the Recruitment Marketing Strategies you will
use to attract the target employees above:

LIST STRATEGIES: 

LIST OBJECTIVES & RESPONSE:

VIII. How will we respond to these applicants (target employees)? 

IX. What are our assessment techniques for these
applicants?

X. What are our selection techniques for these
applicants?

XI. How will we close the sale with these applicants?

XII. The steps to implementing each strategy, timelines, and who’s responsible:

XIII. Costs

XIV. How will we measure the success of the plan, how
will we track actions/when?

XV. Review date of plan and follow-up.

**TOOL BOX**
#”Get the Best: How to Recruit the People You
Want”, by TRAINING SYSTEMS, INC. Associate,
Catherine Fyock,
#”Effective Recruiting Strategies, by Ron Visconti
Both available at
http://store.fastcommerce.com/trainingsys 
(10% off by typing “RIR” in Special Instructions) 

Get more tips on recruiting great employees at http://www.trainingsys.com  and then click on RECRUIT TIPS. ~~~~~~~~~~~~~~~~~~~~~~~~~~~~~

Have a recruitment, inspiration, training, or retention
idea or question? Send e-mail to rir@trainingsys.com
and we’ll post your idea or question (and the answer)
in Answers & Ideas on Recruiting, Inspiring, Training,
& Retaining Great Employees at http://www.trainingsys.com 

*****************
WHO’S WEARING FUN METERS?

*Cheryl Bovee & Kathe Bove and the Pampered Chef
consultants in their respective cluster will be wearing
Fun Meter Buttons at this month’s Pampered Chef annual convention.

**TOOL BOX**
Fun Meter Buttons, available at
http://store.fastcommerce.com/trainingsys 

*****************

!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!
YOU LOVE OUR POSTERS, YOU’LL LOVE THESE...

HR Dictionary

"JOIN OUR FAST-PACED COMPANY"
We have no time to train you.

"CASUAL WORK ATMOSPHERE"
We don't pay enough to expect that you'll dress up.

"MUST BE DEADLINE-ORIENTED"
You'll be six months behind schedule on your first day.

"SOME OVERTIME REQUIRED"
Some time each night and some time each weekend.

"MUST HAVE AN EYE FOR DETAIL"
We have no quality control.

"SEEKING CANDIDATES WITH A WIDE VARIETY OF EXPERIENCE"
You'll need it to replace three people who just left.

"PROBLEM-SOLVING SKILLS A MUST"
You're walking into a company in perpetual chaos.

"REQUIRES TEAM LEADERSHIP SKILLS"
You'll have the responsibilities of a manager, without
the pay or respect.

**TOOL BOX **
#PowerPoint screen show that features 40 humorous
and timely posters that are pre-set to work
on "auto-pilot". Makes a great "WELCOME" message or
enhancement to your session break. Runs about 5
minutes, and is set to automatically recycle. You
can add in your own slides. (a great place to slip
in your objectives!) http://www.trainerswarehouse.com/shop/prodinfo.asp?number=SOPSS  

#BUY PACKS of inspirational posters at
http://www2.mailordercentral.com/trainerswarehouse/,
do a Product Search for POSTERS, then look for
Training Room Posters (30/pack). 

!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!

+++++++++++++++++++++++++++
IDEAS TO INSPIRE

Giving to Others in Secret is Really Inspiring

Want to inspire others and yourself? Try doing something
for a co-worker, boss, customer, your staff, a stranger
without telling them it was you:

^ Buy from someone for whom business is slow.

^ Buy a gift certificate and send it anonymously to
someone, perhaps with a note that says simply, “God
bless you”, or “You are terrific!”

^ Make copies for a co-worker, leave goodies in the breakroom, or leave a vase of flowers on a co-worker’s desk. (To keep it a secret, you’ll have to schedule your “work” while your co-workers are away.) 

^ Next time you pay a toll or admission fee, pay for the
person behind you in line.

^ Deliver a box of cookies to a co-worker or mail a box
of goodies to someone in another office.

**TOOL BOX**
#”Fun Works: Creating A Place Where People Love to
Work”, by Leslie Yerkes, 800-469-3560
#”The Power of Servant Leadership” by Robert K.
Greanleaf, 800-469-3560

+++++++++++++++++++++++++++

}}}}}}}}}}}}}}}}}}}
COOL CALLS

From participants in a conference session on measuring
training ROI:

*”Thank God. Great job. This was worth the cost of the
seminar. I can’t wait to use the tool.”

*”One word: outstanding! The best yet and will be hard to beat! Great takeaways and practical.”

*”Enthusiastic facilitator - used lots of good
accelerated learning techniques. The Ten Step tool will
be very useful in my organization.”

Shirley Walsh, retired from Antiques Unique, e-mailed
this week: “I will NEVER forget your fine session at the Chamber meeting at Klaus’s in 1993. I didn’t have time to go and ended up going anyway only because you were speaking. You mentioned what I believe is an ‘Expressive Personality’. Well I do start out with a clean desk and within minutes it’s a shambles. That evening I was able to drop the quilt from a life situation.”

Tom Pierce, Pierce Communications Group, left voice
mail: “The song with the executives worked great in
training! I did what you said - just give the
instructions without labeling the exercise (‘Now we’re
going to write a song.”) It worked like a charm as they
focused on the outcome and had fun doing it!”

}}}}}}}}}}}}}}}}}}}

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TRAIN SO THEY’LL LEARN

E-Learning Means More Than You Think!

HTML email newsletters are an excellent media option
when you need to deliver information to the field as
rapidly as possible.

The steps:
1. Identify the learner and their individual learning
needs. (You can create different versions of a master newsletter, with each variation customized to address a specific subgroup within your organization.)

2. Plan the sequence of topics to determine what will be addressed within each individual newsletter that comprises your learning campaign. Determine the most efficient way to structure objectives and content, and determine the appropriate delivery schedule for each content module.

3. Design and create the content of each newsletter.
This includes text, graphics, photos, animations, or
more detailed interactions (such as interactive Flash
modules) delivered via links that generate a pop-up
browser window.

4. Send each newsletter issue to trainees (employees or
customers) according to your predetermined delivery
schedule.

5. Follow up, includes adjusting your approach as appropriate, based on learner reactions to each newsletter issue. Follow-up options include: sending e-mail messages within a few days to summarize user questions, comments and concerns; provide links to a topic website that hosts user discussions, provides reference links, and access to back issues of the newsletters, archives user questions and comments, provides a FAQ-list; deliver a survey or test.

Adapted from Creative Approaches to Training Newsletter
2/02

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RETAIN THE BEST

Supervisors - The Key to Retention of Frontline Workers!

The average turnover rate for frontline employees in the
fast food industry is in excess of 110% per year. Unfortunately, these turnover rates are not unique to the fast food industry. Turnover rates in retail, manufacturing, service businesses, and healthcare often top triple digits for their frontline employees. It’s critical to our understanding of frontline workers to understand that the immediate supervisor plays an absolutely critical role in retention.

Make Retention a Corporate Objective - you already know
that frontline turnover is phenomenally expensive. Make
sure that you have a plan in place to dramatically
reduce this expenditure.

Provide Supervisor Incentives Based on Retention - frontline supervisors’ wages should have several components. Beyond the hourly or salaried wages, many supervisors are compensated on performance (sales, production, completion rate –– whatever is relevant in that workplace). Providing incentives for reaching performance goals helps to ensure that the company’s overall goals are felt within the frontline as well. It’s a great practice. Take performance compensation a step further –– compensate supervisors on their abilities to retain their teams. If the supervisor knows that (s)he stands to benefit personally from increased frontline retention, chances are pretty good that the supervisor will make the extra effort when required.

Open the Door - the frontline supervisor needs the
autonomy to implement retention strategies that will
work. Different workforces respond to different
incentives. If the frontline supervisor has the right
and the responsibility to develop what works best in
that given situation, the response is likely to be much
more on target than a one-size-fits-all plan. Provide
the guidelines for the incentives, including budget. Even provide a list of incentive choices if needed, but empower the frontline supervisor to decide and implement what works best for his/her unique situation.

Building and implementing a strategy for frontline
worker retention makes good financial sense. What lots
of companies don’t recognize is that it also builds a
much more pleasant environment for all involved.
By Alice Errett, The Aldex Group. Adapted with
permission.

**TOOL BOX**
#”Clear and Creative Thinking”, by Herb Kindler,
Ph.D, 800-469-3560
#”Critical Thinking”, by Daniel A. Feldman, Ph.D.,
800-469-3560

Get more tips on retaining great employees by clicking http://www.trainingsys.com  and clicking RETAIN TIPS. 

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^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^
Put the TRAINING SYSTEMS, INC. site on your Windows
taskbar! Right click blank area of taskbar, select
Toolbars/New Toolbar, in new Toolbar box, enter http://www.trainingsys.com. ^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^

^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^
WWW.TRAININGSYS.COM
Get FREE access to great recruiting, inspiring,
training & retaining tips, ideas & resources where you
can:
* Download articles for your newsletter!
* Use free online assessments! 
* Purchase books, tapes & fun incentives to help you &
your employees be the best!
* Get new tips each month on Recruiting, Inspiring,
Training, & Retaining great employees!
* Click on links to great managing and training
websites!
* Purchase our famous inspirational quote posters!
* Get answers to your employee recruiting, inspiring, retaining, & training questions from our experts!

^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^
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CONFERENCES/SEMINARS & VOLUNTEERING/DONATING

July 15-17, 2002
Training World 2002: Integrating Blended Learning
Techniques to Create a Learning Organization that is
Aligned with Business Strategy Through Talent
Development and Management, Washington DC Convention
Center, http://www.hrevents.com 

July 21-23, 2002
Meeting Professionals International, Metro Toronto
Convention Center, Toronto, CAN, http://www.mpiweb.org 

July 25, 26, 2002
The eLearning Instructional Design Conference, San
Francisco, CA, http://www.elearningguild.com 

July 29-31, 2002
SHRM’s HR Generalist Certificate Program, facilitated by TRAINING SYSTEMS, INC. Associate, Catherine D. Fyock, CSP, SHPR in San Diego, CA, http://www.shrm.org/seminars 

July 29-31, 2002
Dave Meier’s Accelerated Learning Training Methods
Workshop, Denver, CO, send email to: alcenter@execpc.com  

August 19-21, 2002
Dave Meier’s Accelerated Learning Training Methods
Workshop, San Francisco, CA, send email to: alcenter@execpc.com  


August 2-3, 2002
Path Facilitator Training, combined with Path for Teens Training, Zoe Christian Fellowship Church, Whittier, CA, http://www.jesusceo.com  or 562-906-5000

August 14-16, 2002
18th Annual Conference on Distance Teaching & Learning,
Monona Terrace Convention Center, Madison, WI, http://www.uwex.edu/disted/conference 

September 9-12, 2002, The Leadership
Development/Succession Management/Coaching and Mentoring Conference, San Diego, CA, http://www.linkageinc.com  

September 12-13, 2002
The Change Leadership Series, Process Redesign: From
Analysis to Execution, Chicago, IL, http://www.nai-consulting.com  

September 10-13, 2002
e-Learning Workshop Blended Online and Classroom,
Houston, TX, http://www.vignettestraining.com/workshops.htm  

September 23-25, 2002
Online Learning Magazine’s 5th Annual Online Learning Conference & Expo 2002, Anaheim Convention Center, Anaheim, CA, http://www.vnulearning.com 

September 24-26, 2002
e-Learning Workshop Blended Online and Classroom,
Framingham, MA, http://www.vignettestraining.com/workshops.htm  

September 25-27, 2002
Human Resource Executive’s 5th Annual HR Technology
Conference & Exposition, Navy Pier, Chicago, IL, http://www.HRTEchConference.com 

November 6-10, 2002
International Career Development Conference: Thriving in Challenging and Uncertain Times, Hyatt Regency Hotel, Irvine, CA, http://www.careerccc.com  

University of St. Francis’ Training Management and
Training Technology programs, 800-735-7600

NEW LIFE FOR OLD BOOKS
Send children’s books to orphans in Ethiopia, or old dictionaries to a university in Croatia. Go to http://www.ublib.buffalo.edu/hsl/cms/donationprograms.html  to find out what kinds of books nonprofit organizations worldwide need.

IS YOUR FAVORITE CHARITY CRUELTY-FREE?
Visit http://www.humaneseal.org  for a list of health-related charities that don’t test on animals, AND a list of organizations that do.

HELP SAVE THE PLANET! RECYCLE USED PC DISKS! Over one
billion disks are thrown away by PC users every year!
They go into landfills, where they can take over 450
years to degrade OR they’re incinerated, causing acid
rain. Greendisk has a recycling program that’s easy and inexpensive. You ship used 3.5" disks, CDs and videotapes to their recycling facility in Missouri. Greendisk takes them apart and makes new disks and other items. Go to http://www.greendisk.com  for details.

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Copyright 2002 TRAINING SYSTEMS, INC. All rights
reserved.

**FORWARD RECRUIT, INSPIRE & RETAIN TO OTHERS

Remember, you can get issues you missed at our Web site http://www.trainingsys.com/rir/index.htm.

**ARTICLE REPRINTS FOR RECRUIT, INSPIRE & RETAIN
An ideal way to introduce new ideas or stimulate
learning with the employees in your organization.
Article reprints can also serve as a powerful
promotional or sales tool - include them with your
brochures, newsletters & media kits. For complete
information on article reprints or copyright
permission, call 1-800-469-3560 or e-mail to rir@trainingsys.com  
 
**YOU HAVE UNIQUE, VALUABLE KNOWLEDGE FOR OTHERS
We’d love to print your articles on recruiting,
inspiring, training and retaining employees. E-mail
your article to mail to rir@trainingsys.com.

**We’ll be back next month with more great tips, ideas,
success stories, and information to help you recruit,
inspire, train, & retain great employees!

**Visit us at http://www.trainingsys.com  soon!

RECRUIT, INSPIRE & RETAIN contains links to web sites
operated by organizations other than TRAINING SYSTEMS,
INC. These links are for your convenience and we assume
no responsibility for the content or operations of those sites. Recruit, Inspire & Retain is a free e-zine of Training Systems, Inc. - copyright Training Systems, Inc. Please use the info in your own newsletters - just email us for permission - mail to: rir@trainingsys.com.

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