Recruit, Inspire & Retain

July 2005
 

Ideas for "Marketing" and Providing "Customer Service" to Current and Potential Employees

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THIS ISSUE

   
HAPPY INDEPENDENCE DAY ALL MONTH!!!!
   
COOL STUFF IN THIS ISSUE!
bullet Job Simulations: Best Predictor of Candidate Performance
bullet Who’s Wearing Fun Meters?
bullet Make a Mnemonic, Win a Prize!
bullet Do You Have a Leader Role Model?
bullet Evaluating the Results of Training
bullet Replacing Employees Costs A LOT!
bullet Fun Days to Celebrate/Professional Development Conferences/Ways to Volunteer & Give
(Email Us For Ways to Celebrate the FUN Days to Celebrate)

Most Popular on WWW.TRAININGSYS.COM

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Books & Fun Stuff
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COOL RECRUITING TIPS

Job Simulations: Best Predictor of Candidate Performance

You know from past issues how much we value the ideas shared through Q&A in listservs. This one, using simulations in interviewing, had such great info that we wanted to share it with you:

Terrence wrote this to the listserv:
My client wants to put the finalists for a job opening through 2-3 group interview exercises as a final step in the selection process.

He is interested in seeing how these finalists behave in a group task (e.g. "lost at sea/on the moon/in the arctic" and the like) and he will be looking to see how they demonstrate the key competencies (e.g., leadership skills, interpersonal communication skills, project management, analytical thinking...and so on) desired for the position. The hope is that a set of simulation type exercises would provide useful input toward making the final selection to fill the opening.

I could use input on:
1. What group task exercises would you recommend we consider for this application?
2. What other resources (e.g., books, articles, websites etc.) would you suggest I take a look at?


Carolyn answered:
Instead of using “Lost at Sea”, etc., create a simulation with the kind of work the candidate will be doing. I realize this is more work than buying one but the end result will more than pay for itself (it costs a lot to hire the wrong person). The person you’re interviewing and the people interviewing the person will be more themselves and thus you’ll get a truer picture of how the candidate will really behave on the job. You listed the things you’ll be looking for in the candidate. Use this list to be sure the sim will show those behaviors and to create an eval list for use immediately after to capture the specific things the candidate did to demonstrate their skill in each area. Have the candidate eval themselves as well as the interviewers.

I use the book Simulations by Ken Jones every time we create a sim – good reminder of the things to be careful of.


Peter answered:
In addition, perhaps an "in-box" experience where the group deals with varied, diverse and challenging "in-box" tasks requiring the knowledge, skills and abilities you're looking for in new hires. I'd also not only have the candidates evaluate themselves, but also each other (looking at
their coaching and feedback skills, whether they manifests the qualities/values of respect, honesty, sincerity; looking at their communication skills, ownership of "mistakes", if made, etc.)


Ken answered:
Assuming that the list of competencies the client provided is accurate (an assumption worth challenging, in my experience), I would concur with Carolyn Thompson's advice to "create a simulation with the kind of work the candidate will be doing." Otherwise, I would be concerned that the client might use a simulation that would not withstand the legal scrutiny that would accompany a discrimination lawsuit. I am skeptical that off-the-shelf simulations would correlate well to the competencies that are required to be
successful in a particular position. I would not want to have to defend in court their use in employment decisions.

I require all finalists for my training analyst positions to conduct a short presentation on the role of training and development in high tech organizations. This provides them an opportunity to demonstrate – at least to some degree – their presentation skills, but also their research,
organizational, and instructional development skills. It also provides the rest of my work group an opportunity to see the candidates in action and get their input on each candidate's abilities and suitability for the position.

This kind of exercise is not difficult to conduct, but more closely mirrors the kinds of activities they would perform on the job and the competencies they would have to have.

Thanks, Ken, Terrence & Peter for your great posts!

Get more tips on recruiting great employees from TRAINING SYSTEMS.

  
**TOOL BOX**
   
  Simulations: A Handbook For Teachers & Trainers, by Ken Jones
   
  Interviewing Techniques for Managers (Chapter 4, section on Interview Tools), by Carolyn B. Thompson. (10% off by typing “RIR” in Special Instructions) Or e-mail books@trainingsys.com.
   

Tools: : Recruit Inspire Train Retain

 
Recruitment, inspiration, training, and retention ideasHave a recruitment, inspiration, training, or retention idea or question? Ask by clicking the question mark, 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?

 
Fun Meter  

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Purchasers at the Oracle Application Users Group/Quest Conference bookstore.

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Participants in the LaCenter WI Challenge Course
 

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

Make a Mnemonic

The TRAINING SYSTEMS, INC. Learning Format says:
Include at least one method below to help learners retain what they learned — and lists “create a mnemonic device — 3, 5, or 7 letters is best” as one of about 20 methods.

You’ve seen them:
HOMES (the Great Lakes)
Huron
Ontario
Michigan
Erie
Superior

MOVE (achieving goals)
Motive
Opportunity
Value
Everyday

SMART (setting goals)
Specific
Measurable
Achievable
Relevant
Timebound

How many more do you know? Email as many as you can by July 31st — anyone w/10 or more wins a prize!

**TOOL BOX**
   
PowerPoint screen show that features 40 humorous 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!) Get your PowerPoint screen show here!
   
Love those COLORFUL QUOTE POSTERS you see in TRAINING SYSTEMS' group training and conference bookstores? Email or call 800-469-3560 to find out how to get packs of the topics you need.
   

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IDEAS TO INSPIRE

Do You Have a Leader Role Model?

Incredible inspiration can be found in a leader you admire. I use my leader role model particularly when I’ve done something I’m less than thrilled about. I look at how that person handled situations where they failed and/or weren’t pleased with their actions — and I then apply their lessons to me.

How to choose you leader role model? Be sure you’ve taken the time to look at:

Who to Choose Benefit
People you know personally can ask them questions about how they handled a situation

can watch them everyday as they lead their lives
Media, sports, or public figures can watch them everyday ast they lead their lives

can read about them and some authors have written “How-To” steps
 

Media, Sports, Public Figure Examples

Mother Teresa, Nobel prize winner

Martin Luther King Jr., civil rights

Billy Graham, evangelist, leader

The Dalai Lama, spiritual leader

Henry David Thoreau, writer

Prince Frederik of Denmark

Margaret Sanger, women’s advocate

Franklin D. Roosevelt, U.S. President

Dr. Albert Schweitzer, Nobel Prize winner

Mikhail S. Gorbachev, former Soviet Union president

Carol Bellamy, executive director of UNICEF

Dr. Albert Sabin, developer of oral polio vaccine

Lucretia Mott, Quaker lay minister & abolitionist

Vidav Havel, former president of Czech Republic

Desmond Tutu, Anglican Archbishop

William Jennings Bryan, statesman & orator

Sir William Deane, Australia governor-general

Diahne Feinstein, U.S. senator

Bill Frist, M.D., U.S. Senate majority leader

Hans-Dietrick Genscher, German foreign minister

Donna Shalala, M.D., U.S. Secretary of Health & Human Services

Margaret Thatcher, U.K. prime minister

Thomas A. Edison, inventor

Warren G. Harding, U.S. President
Charles A. Lindbergh, aviator

Thomas Mann, novelist & critic

John J. “Black Jack” Pershing, U. S. Army general

Clarence Birdseye, developer of quick-freeze food process

Winston Churchil, UK prime minister

Douglas MacArthur, U.S. Army general

Dr. Karl Menninger, psychiatrist

Carlos P. Romulo, UN General Assembly president

Earl Warren, U.S. Supreme Court chief justice

J.C. Penney, founder of department store chain

Neil Armstrong, astronaut

Gerald R. Ford, U.S. President

Sir W. Hudson Fysh, founder of Qantas Airlines

Thor Heyerdahl, explorer & oceanographer

Duke Kahanamoku, Olympic swimmer

Emilio Pucci, designer

Charles R. Walgreen Jr., chair of Walgreen Drug Co

Ronald Reagan, U. S. President

Dwight D. Eisenhower, U. S. President

John F. Kennedy, U.S. President

Condoleezza Rice, U.S. secretary of state

Add your own.
 
 
Make a Comment/Questionn

Get more tips on inspiring great employees from TRAINING SYSTEMS.

  
 **TOOL BOX**
     
Learning From Our Lives: Using Educational Biographics w/ Adults, by Pierre Dominice
     

Tools: Recruit Inspire Train Retain

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TRAIN SO THEY’LL LEARN

Evaluating the Results of Training

Determine how the learning objective(s) and the organization objective(s) will be measured.

We all say training is an investment. We all know training is an investment, but most of us don’t actually measure how much our return is — is it a good investment? The biggest reason is that we do it after the training is over and it’s very time consuming. Try planning how you’ll measure now, just after setting the Organization and Learner objectives, and they're still fresh in your mind. Actually plan the measurement into the training design, so it feels like part of the learning to the Learner and those who'll be involved in the measuring.

Plan to Measure All the Outcomes

When & Where to Measure What to Measure  How to Measure
During the Training 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

On-the-Job at Predetermined Times

Reaction
(Learner satisfaction with the training)
● Paper & pencil forms or computerized method for feedback on what they learned, what they still need, & ease of learning from Learner materials and Facilitator’s skills
● Verbal comments given to the Facilitator and the supervisor at the end of training
Planned Actions
(what Learner(s) plan to do with their new Knowledge, Skills & Attitudes)
● Learner(s) completes Learning Action Plan at completion of training and shares with their supervisor or co-worker, so they can follow up with the Learner. Also gives Learner a to-do list. Give back to them later to check their implementation of their planned actions
● Learner(s) writes planned actions on a postcard that’s mailed to them at the appropriate time in the future, so they can check their implementation of their planned actions
*For both of the above – have Learner(s) share how they’ve been implementing their planned actions with the training department or manager in writing or meeting.
Actual Learning (achievement/changes in
Learner(s) Knowledge, Skills & Attitudes)
● Demonstrating Knowledge, Skills & Attitudes during simulation, role play, application project
● Answering processing questions correctly during training
● Paper & pencil post-tests
● Implementation of planned actions
● Follow up training
● Weekly supervisory meetings
  Application of Learning
(achievement of Learner(s) objective on-the-job)
● Surveys of Learner(s), supervisors, co-workers, customers, vendors
● Observer checklists and instructions for use by Learner(s), supervisors, co-workers, customers, vendors
● Focus groups of Learner(s), supervisors, co-workers, customers, vendors
● Performance appraisal process
● Pre/post video of person doing skill
In the Organization at Predetermined Times  Organization Results (achievement of organization objectives) ● Use existing reports to capture data
● Create reports to capture data
● Focus groups to capture data
● Surveys to capture data
● Company and/or department measurement of strategic goals
On Paper Throughout Return on Investment (compares Organization Results, converted to monetary values, to expenditures on the training) ● Convert Organization Results data to monetary values and collect all expenditures of training using Excel spreadsheet, paper & pencil, or Ten Steps to Determining the Return on Your Training Investment worksheets

 Adapted from Donald Kirkpatrick’s 4 Levels of Evaluation & Jack R. Phillips’ 5 Evaluation Levels


excerpted from Creating Highly Interactive Training Quickly & Effectively, by Carolyn B. Thompson

Make a Comment/Question

Get more tips on training great employees from TRAINING SYSTEMS.

 
**TOOL BOX**
    
Ten Steps to Determining the Return on Your Training Investment (worksheets), by Carolyn B. Thompson
   
Creating Highly Interactive Training Quickly & Effectively, by Carolyn B. Thompson
   
Both available at http://store.fastcommerce.com/trainingsys. (10% off by typing “RIR” in Special Instructions) Or e-mail books@trainingsys.com.
   

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RETAIN THE BEST

Replacing Employees Costs A LOT!

A variety of numbers have been tossed around designed to scare us into believing that it costs a lot to replace an employee. No matter which number you believe they’re all more than we should be spending. And the scaring should be working!

Here’s one from Bill Bliss, Bliss & Associates:
“Executives need to care about employee retention, because replacing employees costs on average a whopping 150% of the worker’s annual salary. The cumulative cost of lost productivity, distractions, work reallocations, hiring, and training really adds up & doesn’t even include the cost of hiring a corporate recruiter or headhunter (calculations which are based on research and tested on roughly 5 dozen companies). Smart corporations can head off this occurrence by:

1. making sure their incentive and recognition programs keep employees satisfied with their jobs. There are all kinds of rewards and recognition that aren’t monetary. Many are low-or no-cost.ont>
2. having a positive company culture also contributes to better retention rates.”

And another idea from Martin, Coaching Business to Business Success:
1. “People stay because they are enjoying their work, which needs little bursts of challenging in an encouraging culture. They stay because the conditions of work are palatable.
2. They stay because they know they contribute and, in many different ways, are acknowledged by those they believe are judging their performance ( I know that judging is not a great word, but my experience is that this is what employees so often feel).
3. It’s a lot more efficient to work a little better with the people you already have, shift your own beliefs and behaviors, than it is to blame the world for your people’s lack of commitment – and then spend a lot of time, energy, and money recruiting/retraining and losing business whilst new people come on stream.”

And if you really want to keep them, Brian Lowenthal, the Benchmark Partners, says:
Exit interviews with employees who have decided to voluntarily leave an organization provide valuable insights into the effectiveness of HR policy, practice, and procedure. Exiting employees are much more likely to tell the truth about what's really going on in the organization. Without the fear of retribution, exiting employees are more willing to speak about unethical co-worker behavior, workplace abuses, or failure of corporate initiatives. Exiting employees are also more willing to discuss practices that work and why.

To enable exiting employees to feel comfortable revealing workplace realities, it is best to use an objective third party. Outsourcing the Exit Interview Process is the most effective way to insure employee anonymity and openness.

One of the unique ways to get usable info is to use a double rating either in an in-person conversation or an online or paper survey. By asking what is important to the employee and how the organization is performing, you get a unique insight into employee motivation and performance.

A common concern voiced by HR regarding the use of surveys has been that surveys raise the expectation that the organization will have to act on employee feedback! Exiting employees do not have this as an expectation. When the purpose and importance of the exit interview is properly communicated to the exiting employees, they have been very willing to provide actionable information. In one instance, an exiting employee made it very clear that she only had 10 minutes to spare for the interview. After 45 minutes of questions and honest answers, she was asked if she needed to go. She said yes, but there were a few more things she wanted to say.

Another valuable use of exit interview data is as a lead indicator in the HR measurement system. The reasons employees decide to voluntarily leave an organization can be seen as early indicators of a disengaged workforce. Disengaged employees are very costly to organizations. They are less productive, produce more errors, have higher health care costs and higher absence rates. Understanding what has led to “disengagement” is an important first step in retaining top talent.

The exit interview is an excellent tool to enable you to not only understand what your ex-employee will be saying about your company, but more importantly to enable the employee to leave with positive feelings and kind words.”

Email us with your ideas for Retaining Employees & we’ll put them in Retain Tips on our website.

**TOOL BOX***
   
Straight Talk for Employers: Recruit, Inspire & Retain The Best Employees (2 tape audio set), by Carolyn B. Thompson @ www.trainingsys.com
   
Managing Employee Retention, by Jack Phillips & Adele Connell
   

Tools: Recruit Inspire Train Retain

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WWW.TRAININGSYS.COM Get FREE access to great recruiting, inspiring, training & retaining tips, ideas & resources where you can:

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  • 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!

Recruitment, inspiration, training, and retention ideasHave a recruitment, inspiration, training, or retention idea or question? Ask by clicking the question mark, 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.

FUN DAYS TO CELEBRATE/PROFESSIONAL DEVELOPMENT CONFERENCES/WAYS TO VOLUNTEER & GIVE


JULY HOLIDAYS
July 7 – Chocolate Day & Macaroni Day (don’t even think about combining these!)
July 8 – Ice Cream Sundae Day & Be A Kid Day
July 11 – Cheer Up Day & Swimming Pool Day
July 13 – Bastille Day
July 20 – Lollipop Day
July 25 – Christmas in July
July 26 – Groovy Chicken Day
July 28 – Hamburger Day
July 30 – Cheesecake Day
July 31 - Jump for Jellybeans Day

July 17-20, 2005
ASAE 2005 Annual International Meeting, Tampa, Florida, http://www.asae.org 

July 22-23, 2005
THE PATH Training, La Jolla, CA, http://www.lauribethjones.com 

July 31-August 4,2005
SIGGRAPH Computer Graphics and Interactive Techniques Conference, Los Angeles, CA, http://www.siggraph.org

August 9-10, 2005
6th Annual Illinois Human Resources Conference & Expo, Holmes Student Center, Northern Illinois University, DeKalb, IL, http://www.shrm.org/conferences 

August 15-17, 2005
HR Generalist Certificate Program, Seattle, WA, http://www.shrm.org/conferences 

August 15-18, 2005
CCL: Leadership Development for Human Resource Professionals, Colorado Springs, CO, http://www.shrm.org/conferences 

September 23-25, 2005
National Christian Leadership Coaching Summit, Sheraton Capital Center, Raleigh, NC, http://www.valwoodcoaching.org 

September 25-27, 2005
HR.com Employers of Excellence Conference 2005, Phoenix, AZ, http://www.hr.com/events 

September 28-30, 2005
Speed to Competency: Developing People, Building Capabilities Conference, Hyatt Regency Huntington Beach, CA, http://www.clomedia.com 

October 19-21, 2005
8th Annual HR Executive’s Technology Conference & Expo, McCormick Place, Chicago, IL, http://www.hr.com/events

October 24-26, 2005
Workplace Diversity “New Challenges, New Opportunities” Conference, Las Vegas NV, http://www.hr.com/events 

November 7-11, 2005
International Career Development Conference (ICDC), Hyatt Regency Orange County, CA, http://www.careerccc.com 


VOLUNTEERING & GIVING

Be a Pen-Pal to a Soldier
Got to the Manhattanville web site, http://www.mville.edu, sign up to correspond with a soldier, and receive a red wristband stamped with MY SOLDIER (like the Lance Armstrong “LIVE STRONG” bands).


RECYCLING

Responsibly Dispose of Your Old Electronics
Donate PCs to National Cristina Foundation, http://www.cristina.org 

Recycle PCs and other computer products at Hewlett Packard and Dell. See their websites for details.

Find local Electronics recyclers at http://www.earth911.org 
and http://www.ebay.com/rethink 
 

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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! http://store.fastcommerce.com/trainingsys/ 
* Get new tips each month on Recruiting, Inspiring, Training, & Retaining great employees!
*Have a recruitment, inspiration, training, or retention idea or question? Send e-mail to TSI@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 
* 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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Copyright 2005 TRAINING SYSTEMS, INC. All rights reserved.

**FORWARD RECRUIT, INSPIRE & RETAIN TO OTHERS

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**ARTICLE REPRINTS FOR RECRUIT, INSPIRE & RETAIN
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**YOU HAVE UNIQUE, VALUABLE KNOWLEDGE FOR OTHERS
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**We’ll be back next month with more great tips, ideas, success stories, and information to help you recruit, inspire, train, & retain great employees!

RECRUIT, INSPIRE & RETAIN contains links to websites 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., published 12 times/year. Editor: Carolyn B. Thompson, Data Entry: Patti Lowczyk (Lowczyk Secretarial), HTML: Debbie Daw (www.HelpQuest.com). Visit us at http://www.trainingsys.com soon!
 
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