Recruit, Inspire & Retain

November 2007

Ideas for “Marketing” and Providing “Customer Service” to Current and Potential Employees

Great Training for Great Employees

Visit our website,
800-469-3560 FAX 815-469-0886



bullet FUN Days to Celebrate (Call/Email for Ways to Celebrate the FUN Days to Celebrate!)
bullet RECRUIT: Keep on Selling to Candidates
bullet Old is Good! (In My Opinion)
bullet Who's Wearing Fun Meters?
bullet Cool Calls
bullet What Are You Reading This Month?
bullet INSPIRE: Finding Time to Recognize Employees in a Way That is Motivating to Them
bullet TRAIN: Blogs — A Great Retention Tool
bullet RETAIN: Workplace Bullying is Waaaaaayyy More Common Than You Think
bullet Professional Development Conferences
bullet Ways to Volunteer & Give


What are you doing to thank your employees in this month of Thanksgiving?


READERS! If you find an article worthy of Recruit, Inspire & Retain, please send it (with a note telling us where you found it)

We encourage you to use these articles in your own communications with staff and customers/members.

If this was forwarded to you, get your own copy FREE!



November is...
I Am So Thankful Month

November 4-10 – French Conversation Week
November 18-24 – Family Week

November 7 – National Bittersweet Chocolate with Almonds Day
November 11 – International Day of Prayer, Veterans Day, & Sundae Day
November 13 – World Kindness Day & Young Readers Day
November 14 – Pickle Appreciation Day & Guacamole Day (Yum, pickles & guacamole!)
November 15 – Clean Out Your Refrigerator Day, America Recycles Day, & I Love to Write Day
November 16 – Fast Food Day
November 17 – World Peace Day, Homemade Bread Day, & Coping with Uncertainty Day
                         (Uncertain about world peace? Cope by making bread — works for me!
                         Share a loaf with someone you don’t get along with to do your bit on the
                         peace front.)

November 18 – Teddy Bear Day
November 19 – Pencil Day
November 20 – Peanut Butter Fudge Day & Air Your Dirty Laundry Day (I prefer to wash my
                         laundry first, personally!)

November 21 – World Hello Day (Hello, world!)
November 22 – Thanksgiving Day (US) (Why isn’t tomorrow National Start a
                          New Diet Day?)

November 23 – National Cashew Day, Eat A Cranberry Day, National Flossing Day, & Buy Nothing Day (US) (Riiiiiight, isn’t this the biggest shopping day all year?!)
November 24 – Espresso Day & Buy Nothing Day (UK)
November 26 – Cake Day & Good Grief Day
November 27 – Pie In the Face Day & Electric Guitar Day
November 28 – French Toast Day & Camera Day
November 30 – Computer Security Day & Clear Up the Clutter Day

December 2 – Play Basketball Day
December 3 – Make a Gift Day
December 4 – Hanukkah, Cookie Day, Wear Brown Shoes Day & Extraordinary Work Team
                        Recognition Day
December 5 – Blue Jeans Day & International Volunteer Day

Email TRAINING SYSTEMS, INC. for ideas on how to celebrate any of these days.

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Keep on Selling to Candidates

A new book you can learn from quickly (each topic is 2 pages long with lots of bullet points!) is The Truth About Hiring the Best, by our own Cathy Fyock.

Consider this scenario.
A hospital, known regionally as an Employer of Choice, had no difficulty in getting qualified applicants for open positions. But when the hospital made offers, it had few takers. An outside consultant conducted focus groups and asked managers the question, "Why should I work for you?" "Why should any good candidate work for your organization?" This bright group of managers didn't know how to answer these questions; they assumed that any bright candidate would understand that their hospital was an Employer of Choice.

The problem wasn't that these managers were unconvinced of the many good benefits and working conditions the hospital offered. They just didn't know they needed to actively sell today's candidates on the benefits of working with their organization.

These managers needed to be able to talk about what their organization offered. They needed to stress their competitive salary and top-notch benefits. They needed to talk about their commitment to work-life balance. They needed to talk about their values and how patient care was their number-one priority. They needed, in fact, to sell the hospital to the candidates. Otherwise, perfectly good candidates slipped away, leaving perfectly good positions unfilled.

Valuable candidates—whether they are active seekers or passive browsers—might have been attracted to your organization because of a direct contact, a telephone call, or a direct mail campaign. They might have been initially interested in your organization because of your compelling recruitment message or the charisma of the individual who contacted them. But you have to keep them interested and engaged throughout the entire selection process; otherwise, they might disappear on you. In a difficult labor market, you must continue to sell candidates through the time that the offer is made and accepted:

bullet Analyze and identify your strengths in selling to prospective employees.
bullet Use a "cheat sheet" of the talking points of why your company is a great place to work. You might consider creating a one-page summary of these benefits for candidates to take home with them so they can weigh the benefits of your organization against other opportunities.
bullet Listen for hints from the candidates about what is important to them, and respond to these issues by talking about what you have to offer. For example, if a candidate continues to comment on the lack of advancement with the current employer, be sure to talk about all the things your organization does to help employees advance.
bullet Consider giving candidates the opportunity to talk with current employees about what it’s like to work at your company. Being given the chance to say good things about their organization has the added benefit of giving employees the chance to remind themselves of what a good employer your company is. So not only will you be hiring a new employee, but you might also be keeping a current one who had forgotten how good it is at your company.

If you want a great candidate relationship, treat that person as you would treat a customer. The Disney organization, for example, has long understood the importance of providing excellent service to its internal and external customers. So, in addition to hiring mystery shoppers to evaluate the quality, service, and cleanliness of its facilities, it has used mystery shoppers to evaluate the job search experience of its applicants.

Since using mystery applicants is not practical for most hiring managers, some managers have developed candidate comment cards or look for ways to touch base with candidates to gain their appraisal of the process. A final strategy to help you improve your own empathy toward job seekers is to go on job interviews yourself. Many hiring managers forget about how intimidating the process can be, how vulnerable you feel as an applicant, and how stupid some of those interview questions can be. By playing the role of "constant candidate" and going on interviews now and then, you will help improve your selection process.

Excerpted from The Truth About Hiring The Best (Truth #41), by Cathy Fyock


The Truth About Hiring The Best, by Cathy Fyock
Buy 1 for everyone who hires! Email or call 800-469-3560. Mention RIR for 10% off.

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


Old is Good! (In My Opinion)

"Hey Dad", one of my kids asked the other day, "What was your favorite fast food when you were growing up?"

"We didn’t have fast food when I was growing up," I informed him. "All the food was slow." "C’mon, seriously. Where did you eat?"

"It was a place called ‘athome," I explained. "Grandma cooked every day and when Grandpa got home from work, we sat down together at the dining room table, and if I didn’t like what she put on my plate, I was allowed to sit there until I did like it."

By this time, my kid was laughing so hard I was afraid he was going to suffer serious internal damage, so I didn’t tell him the part about how I had to have permission to leave the table. But here are some other things I would have told him about my childhood if I figured his system could have handled it:

Old carSome parents NEVER owned their own house, wore Levis, set foot on a golf course, traveled out of the country, or had a credit card. In their later years they had something called a revolving charge card. The card was good only at Sears Roebuck. Or maybe it was Sears AND Roebuck. Either way, there is no Roebuck anymore. Maybe he died.

Old carMy parents never drove me to soccer practice. This was mostly because we had never heard of soccer. I had a bicycle that weighed probably 50 pounds, and only had one speed (slow).

Old carWe didn’t have a television in our house until I was 15. It was, of course, black and white, but they bought a piece of colored plastic to cover the screen. The top third was blue, like the sky, and the bottom third was green, like grass. The middle third was red. It was perfect for programs that had scenes of fire trucks riding across someone’s lawn on a sunny day. Some people had a lens taped to the front of the TV to make the picture look larger.

Old carI was 2 when I tasted my first pizza, and it came from the oven in my mother’s kitchen. When I bit into it, I burned the roof of my mouth and the cheese slid off, swung down, plastered itself against my chin and burned that, too. It’s still the best pizza I ever had.

Old carI never had a telephone in my room. The only phone in the house was in the entry hall and it was on a party line. Before you could dial, you had to listen and make sure some people you didn’t know weren’t already using the line.

Old carPizzas were not delivered; but milk was. All newspapers were delivered by boys and most boys delivered newspapers. My brother and I delivered 85 newspapers 7 days a week. The daily cost 5 cents each, the Sunday was 25 cents. On each daily, I got to keep 7/8 of a cent, on Sundays, 5 cents, I had to get up at 4 AM every Sunday morning. On Saturday, I had to collect the 45 cents from each customer. My favorite customers were the ones who gave me 50 cents and told me to keep the change. My least favorite customers were the ones who seemed to never be home on collection day.

Old carMovie stars kissed with their mouths shut. At least, they did in the movies. Touching someone else’s tongue with yours was called French kissing and they didn’t do that in movies. I don’t know what they did in French movies. French movies were dirty and we weren’t allowed to see them.

If you grew up in a generation before there was fast food, you may want to share some of these memories with your children or grandchildren. Just don’t blame me if they bust a gut laughing. Growing up isn’t what it used to be, is it?


"All stressed out and no one to choke" poster Here’s a FREE poster that everyone will LOVE Want more? Email or call 800-469-3560 to find out how to buy packs of posters!

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Fun Meter   * University of Maryland – repeat customer many times over


* Scott Nierman, Illinois Commission on Volunteerism and Community Service, emailed: "I’ve received your newsletters since May 2006 ICOVA (I’m on the committee). I enjoy something in each issue."
* Ever wonder how we get all those cool quotes to make our posters? Or great visuals for training? From our colleagues, customers, and vendors! Roger Hirschman, Cabinets 4U, emailed us a couple of hysterical military motivation posters.



Scott Niermann, Illinois Commission on Volunteerism and Community Service:

Governing by Network: The New Shape of the Public Sector
by Stephen Goldsmith and William D. Eggers

This book seeks to provide practical insight into the world beyond government contracting/outsourcing to "Networked government". In particular, they cite the need for more literature related to the management of networks, because the old argument since the 1980's of institutionalized bureaucracy versus outsourcing is just that: old, out-dated, and irrelevant. Goldsmith and Eggers state, "The pressing question has become how to manage diverse webs of relationships in order to create value." I’m enjoying it, and thus far would highly recommend it to others! 

Email us with what you’re reading & a sentence or 2 about why you’re reading it or what you learned from it (can be fiction or non-fiction).

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Finding Time to Recognize Employees in a Way That’s Motivating to Them

I recently read a great article on recognizing employees and one of the bullet points for what to do was: Keep it simple - you already have enough to do. It reminded me of the "On The Spot" program we worked on with a large physician group. We learned from employees that the most meaningful recognition they received was off the cuff/at the moment they did something well: on the spot, not the pre-planned/work towards a big goal type.

We told managers this and they said, "Wow, how will I be ready to give any recognition (other than verbal praise) on the spot?" So we helped them create a menu of recognition items and stock these in the offices. Then we designed and facilitated training for all managers on how to use the program. Below are some excerpts from the training:

"At CPI, you’ve developed 4 Core Values (Compassion, Respect, Innovation, Integrity) which are the cornerstone of employee performance expectations. Employees learn those 4 values and their respective roles in supporting the values in Customer Service Training and by seeing the values in action by their peers and company leadership. For employees to care about a company’s goals, they must understand the company’s goals and their roles in achieving those goals.

Recently, the Human Resources Department sponsored a study in which TRAINING SYSTEMS, INC. interviewed 22 employees at five different locations. The study was conducted to determine what performance factors employees considered relative to customer service, how their job performance was measured, and what types of incentives, rewards or recognition would be most valuable to them."

The key performance factors related to good customer service identified by the staff were:

1. Establish rapport and be attentive to the patient
2. Solve problems for the patient, find the answer
3. Keep the patient informed about their case
4. Focus on patient needs
5. Listen to the patient, and to other employees
6. Provide accurate and timely information

"It would seem the employees surveyed have a pretty good handle on which service actions support the goals of CPI. The challenge for them is to meet those expectations when things get busy or hectic on the job. The challenge for you as managers and supervisors is to be able to instantly recognize those jobs and tasks well done even though your day may be busy and hectic.

In that Human Resources survey of 22 employees, the participants were asked to also identify performance incentives that would be meaningful to them. While a wide-range of answers were given by the participants, several rewards (below) were consistently found in most of the responses.

Performance Incentives Meaningful to Them:


Personalized note


Employee of the month, quarter or year


Monetary gift or bonus


Company jacket


Taken out for lunch or dinner


Weekend getaway


Certificate or plaque


Extra vacation day or paid time off


Leave early on Friday


Feel appreciated



What’s interesting about these responses is that the employees themselves want to be recognized using the same 4 Core Values CPI has identified as essential when dealing with customers - Compassion, Respect, Innovation, and Integrity.

Oftentimes, all it takes is a few words: "Great job" or "Thanks for taking care of that so well." Other cases call for something more. That’s where the CPI Incentive Manuall is designed to help. It gives you a range of ideas for recognizing great service in a tangible way. It also explains the procedure for getting reimbursed for any out of pocket expenses you incur. Not all recognition involves costly items. You’ll notice that the incentive items listed are followed by either a single, double or triple dollar sign.

Here’s what those symbols tell you:

I. $ - "No-Budget-Cost"
Already funded through normal operating budget. No need to request additional funding.

II. $$- low budget
Available for under $50.

III. $$$ - Worth the cost
Could cost over $50, but the benefit of this reward exceeds the cost of purchase.

To make recognition a success, you also have to know your employees well enough to find the kind of tangible recognition that means the most to each one. That may be a gift certificate to a favorite store, tickets to a movie or sporting event or any of the ideas you’ll find in the CPI Incentive Manual.

Basically, employees want recognition which is:
  1. Sincere - employees can easily detect when a "Thank You" or "Good Job" is being made mechanically or out of some management-theory obligation. The best way to assure the employee knows you’ve truly recognized their performance is to offer recognition on the spot or as close to the activity as possible. Don’t wait until next year’s performance review to give a generate pat on the back.

  2. Specific - describe the action being recognized and how it benefitted the patient, team or CPI, and tie the feedback to the core values.

  3. Positive - keep the focus on the good occurrence. Measure customer compliments rather than complaints.

The best practice for identifying what motivates your employees is to start things off right by asking employees what motivates them. Take an interest in their goals, hobbies, and family.

Incentive programs can’t work without your commitment. That means you have to be on the lookout for examples of service that reflect CPI’s Core Values. "On The Spot" recognition is the most effective way of showing you value exceptional service.

Need ideas for how to make this work in your organization? Call TRAINING SYSTEMS, INC. at
800-469-3650, or email


151 Quick Ideas to Recognize & Reward Employees, by Ken Lloyd
1001 Rewards & Recognition Fieldbook, by Bob Nelson
Order both by emailing or calling 800-469-3560. Mention RIR for 10% off.

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Blogs — A Great Retention Tool

Blogs are a great way to get learners actions on the job shared with other learners OR give them a place to ask questions that others can answer. Here are a few things to think about as you’re setting one up for training you’re planning.

Once, only teens and techies had blogs. Details from last night’s date and opinions about the latest video games filled these first Web-based logs, which started popping up around 1999. Today, more and more businesses are joining the blogging world. What began as a mere pastime has become a valuable promotional tool and internal communication vehicle for firms of all types and sizes, from small entrepreneurships to Fortune 500 giants. They’re a great way to build community with learners.

Think you can’t get your learners to blog what they’re doing with their learning? There’s built-in motivation for people to participate in blogging: They get credit for their ideas. A blog is essentially a repository of a person’s intellectual capital – a record of their thoughts, observations, contributions. Blogging is a way to protect the most important brand of all: themselves.

If you’re wondering what blogs look like, they’re essentially Web pages with some common characteristics: commentary, sometimes lengthy, but often only a sentence or paragraph per issue; hyperlink connections to other Web pages, discussion threads, a search-engine function, forms, software, people.

Weblogs can trigger a rich chain reaction of ideas and possibilities from others, which is why they hold such great potential for learner retention. Give individual employees within a company a weblog, encourage them to document their best ideas and personal experiences, link them, add search capabilities, and it’s easy to imagine that at least some innovation will arise from the ordinary. "Blogging is a train-of-thought technology," says Scott Dinsdale, executive VP of digital strategy at the Motion Picture Association. The trick is to capitalize on the mental energy that’s unleashed by blogging.

Be on the lookout for example blogs, & a place to practice, coming soon to the TRAINING SYSTEMS, INC. website,

Corporate cultures will need to change if blogging is to fulfill its promise as a tool for collaborative knowledge. There’s a "reluctance to open the floodgates of letting opinions fly around and not be able to control that," Andy Chen, a blogger, says. Good point. There’s little reason to invest in this democratizing application if strict authority remains the status quo. On the other hand, companies that blog need to be prepared for the bad ideas, disagreements, and general dissonance that might also be generated by the system. "If there’s anything blogs aren’t, it’s succinct and direct," says Dinsdale. The down side of blogging for knowledge management/learner retention would be this: hours wasted recording, reading, and responding to low-value meanderings. There’s a risk of getting bogged down in blogs.


  Learn More About Blogs/Knowledge Logs
Learn more about blogs for reinforcing learning by participating in a blog yourself: K-Logs discussion group. Email discussion group that discussions klogging for KM.



Some of the best ideas for making blogs successful places to capture ideas are found in a few blogs on blogging.


 Excerpts from The Rotarian 11/07 & Information Week

Gadgets, Games & Gizmos for Learning, by Karl M. Kapp

Blog Rules, by Nancy Flynn

Order both by emailing or calling 800-469-3560. Mention RIR for 10% off.

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Workplace Bullying is Waaaaaayyy More Common Than You Think

The topic of workplace bullies has become more of an issue over the past several years. Workplace violence, people going ‘postal’, etc., has become more prevalent. When one or more people create a group to engage in bullying behavior towards another person, the term used is ‘mobbing’.

Mobbing is a ‘ganging up’ on someone to force the person out through the use of rumor, innuendo, discrediting, humiliation, isolation, and intimidation. It is a group bullying process that occurs repeatedly over a period of weeks, months, or even years. The mobber(s) portray the victim as the person at fault. This is one of the nastier forms of emotional abuse and the impact on the individual can be devastating. As a result of the experience, many victims of mobbing suffer from post traumatic stress disorder, disabling physical illnesses, mental and emotional problems, experience the dissolution of their closest personal relationships, and some even have committed suicide. In fact, the Swedish research revealed that about 15% of all suicides in that country were a direct result of mobbing in the workplace.

Mobbing has been researched in Scandinavian countries and in Europe since the early 1980's. Books have been written on the subject. Legislation and occupational safety statutes have been passed in Sweden and are proposed in other countries. Mobbing is a household word in German speaking countries. A major movement against mobbing behavior began in the United Kingdom in 1994. But the US is still not doing much to recognize or stop it.

Risk Management Issue
Mobbing is a serious behavioral risk management issue for organizations. It results in high turnover, low morale, increased absenteeism, decreased productivity, loss of key individuals. It undermines teamwork, trust, and a sense of shared vision.

In 1994, an article in the EAP’s national publication talked about corporate behavioral risk management as a growing concern. The author described an incident in which the CEO of an east coast company asked for an internal behavioral risk management assessment. The company was experiencing low morale, high turnover, and there had been two suicides on the Vice Presidency level.

Scott H. Peters, Esq. of The Peters Law Firm. P.C., Iowa, has described mobbing as a "widespread, vicious, workplace tort." Mr. Peters also recommends that "plaintiff counsel should familiarize themselves with this issue as clients will surely become aware of their rights as the decade progresses. Corporate and defense counsel will need to be prepared to advise management and HR leadership as they seek to incorporate mobbing policies into corporate documents."

Once mobbing begins in an organization, it can occur repeatedly and can spring up in more than one area. It’s tough to stop unless it’s recognized and intercepted in the early stages. The fact that mobbing may be instigated from higher management levels, thus ignored or even condoned, is another crucial issue. Some human resources people have been ‘ordered’ or directed to support a mobbing process when the mobber is on a higher level of the organization.

Many ethical human resources professionals don’t become aware of a mobbing situation until it is well underway. It can be both frustrating and confusing. Most have seen this happen at least once in their careers but never had a name to put to it, nor did they see that it was a syndrome with a specific pattern — one or more individuals gang up to force someone out of the workplace through rumor, innuendo, intimidation, discrediting, and humiliation. As in most abusive situations, it is engineered to look as if the target "deserves it."

If your organization is experiencing high turnover, low morale, decreased productivity, or high absenteeism, mobbing may already be at work without your knowledge. Seriously damaging people, destroying teamwork and trust, negatively impacting organizational effectiveness, contributing to possible violence, mobbing can open your organization to costly compensation claims. This subtle and status-blind form of harassment puts everyone at risk. Awareness is key to prevention.

By Gail Pursell Elliott,

Mobbing: Emotional Abuse in The American Workplace,
by Gail Pursell Elliott

Tools: Recruit Inspire Train Retain

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November 8, 2007
Meetings Market Academy & Exhibition, Donald E. Stephens Convention Center, Rosemont, IL,

SHRM Educational Series,
November 8-9, 2007 — HR Generalist, Chicago, IL
November 12-15, 2007 — Diversity Train-the-Training, Phoenix, AZ
November 26-28, 2007 — PHR/SPHR Cert. Preparation Course, Phoenix, AZ
November 29-30, 2007 — HR Generalist, Orlando, FL
December 3-4, 2007 — HR Generalist, Ft Lauderdale, FL
December 3-5, 2007 — SHRM Business Education, Washington, DC
December 3-5, 2007 — PHR/SPHR Cert. Preparation Course, Washington, DC
December 6-8, 2007 — Global Cert. Preparation Course, Washington, DC

December 7-9, 2007
ASAE Great Ideas Conference
, Disney Yacht & Beach Club Resort, Orlando, FL,

January 7-10, 2008
Christian Meeting Planners Convention & Expo, Atlanta, GA,

January 17-20, 2008
33rd International Alliance for Learning Conference 2008, "Learning that Counts - From a Dream to Reality"
, Hyatt Regency Atlanta, Atlanta, Georgia,

January 31-February 3, 2008
Christian Writers Guild Writing for the Soul Conference, Colorado Springs, CO,

March 6-7, 2008
3rd Annual ASAE Conference on International Operations, Marriott Learning Complex,
Ronald Reagan Building/International Trade Center, Washington, DC,

April 5-8, 2008
International Society for Performance Improvement (ISPI), NY Marriott Marquis Hotel,

July 26-28, 2008
WorldFuture 2008: Seeing the Future Through New Eyes, Washington, D.C.,

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K has great tips on green cleaning.
K & will help you get off junk mail lists.
K has tips on every facet of green living.
K gives advice on replacing old light bulbs w/energy efficient bulbs.
K provides comprehensive "green power" info.
K urges the use of recycled paper.
K helps you plant trees to save the environment.

Going Green At Work
find ecofriendly building materials and services at http://www.rateitgreen.comom
buy ecofriendly office supplies at http://www.thegreenoffice.comomm 
work from home ideas at 
find jobs and volunteer opportunities with socially responsible organizations at 
Reduce paperwork by invoicing, & paying employees & bills electronically
TRAINING SYSTEMS, INC.  now invoices exclusively by email and is close to paying everyone
         by credit card, PayPal, or automatic debit from checking account).
Encourage employees to use public transportation.
Use ceiling fans to reduce air-conditioning costs
Reduce your hot water heater temperature by 2 degrees and insulate the tank.
Use energy-saving light bulbs

Charity Navigatoror ( is an in-depth, searchable guide to more than 5,000 charities worldwide that aims to encourage "intelligent giving". They rate charities based on their total expenses, revenues, and organizational capacity. If you want to give, but the recent slew of charity scandals has you feeling skeptical about where your money would go.

Take Pride T-Shirts ( was founded by a group of friends who all share the belief that the more difficult the mission facing our military, the more deserving they are of our thanks and support. Each unique shirt design provides a glimpse into the life of a different US Service member who served in Iraq or Afghanistan and is hand silk-screened. The message of the shirts isn’t political, it's about acknowledging, celebrating, and taking pride in the spirit of young Americans who despite facing an extremely difficult job and unpleasant conditions, nonetheless strive to do their job well. Take Pride gives at least 20% of profits to charities and causes that assist combat veterans of Iraq and Afghanistan.

Set a reminder to visit daily and click this button to help underprivileged women get mammograms. helps you find organizations in your area that spark your interest in volunteering.

Global Volunteers (
You can:
select by type of work project
select by country and date
select by service program conditions
select by cost

Recycle yogurt containers and old toothbrushes!
Recycline’ Preserve partnered with Stonyfield Farm and is recycling yogurt containers into toothbrush handles. Old toothbrushes are used to make plastic lumber for picnic tables. Go to for details.

Responsibly Dispose of Your Old Electronics
Donate Old Cell Phones
911 Cell Phone Bank provide free emergency cell phones to needful people through partnerships with law enforcement organizations,

Recycle PCs, cell phones, printers, CDs diskettes, etc., with GreenDisk. For $29.95, they send a 70-pound-capacity box. When it’s full, you download postage from their website and ship it back. Your “junk” then goes to workshops for the disabled and are refurbished.  http://www.greendisk.comm

Donate PCs to National Cristina Foundation,; Goodwill,, Salvation Army,

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

Several other places to recycle old PCs:,,

Find local Electronics recyclers at and

Get FREE access to great recruiting, inspiring, training & retaining tips, ideas & resources where re
you can:

* Download articles for your newsletter!!!
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   your idea or question (and the answer) in Answers & Ideas on Recruiting, Inspiring, Training, &
   Retaining Great Employees at 
* 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!


Copyright 2007 TRAINING SYSTEMS, INC. All rights reserved.


Remember, you can get issues you missed at our Website For older (pre-1997) issues, call 800-469-3560 or send an Email.

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 Email

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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.

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