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Spotting Remarkable People
Safari Solutions Newsletter June 2004, Volume #14
I hope that you are all finding your summers to be enjoyable and relaxing. We have taken some time to update our website over the past few months. If you have not visited us in a while, visit soon to see the changes including a new career page, job postings, & testimonials!
Ann Clifford
Dos and Don'ts
Can you ask a candidate the following question?
"Do you have any disabilities?"
(Answer provided at the end of the newsletter.)
Remarkable People
Remarkable people have the "juice." They are the "go to" folks who can fit in a variety of slots and come out hyper-productive. They multiply team effectiveness. They adapt and change rapidly. They view their early learning experiences (college) as the days when learning was slow. They consistently outperform and out-think their peers. And they are hard to identify unless you have seen many of them.
If you are want to hire "remarkable people", look for these traits:
They value their own time highly. They simplify problems instinctively. They build track records of accomplishment. They have long term endurance and high energy. Their perception of risk is different from others. They are quick studies who easily move between disciplines. They are hard to pigeonhole.
(Source: The Electronic Recruiting News ,"Remarkable People" by John Sumner)
Compensation- 25% Bump in Salary?
Your perfect candidate wants a 25% bump in salary. Is this justified? Maybe, yet here are few guidelines to follow:
Normal Economy: If a candidate is currently employed at about the market rate, he can expect a salary increase at the new company to be one to three times the rate of inflation.
Soft Economy: In a slow job market, it is not unusual for a candidate to make a lateral move in terms of pay, either because the new job is more challenging or offers future growth potential; or is a hedge against being laid off. And, if the candidate is unemployed, most of the candidate's leverage is lost. It is not uncommon for an employer to offer an unemployed candidate the same salary as when he was last employed, or even slightly less.
Gold Rush Economy: In a super-heated job market, all bets are off, and candidates can ratchet up their salaries to meet the demand.
Special Circumstances: Candidates who wish to relocate, spend more time with their families, change careers or seek greater job fulfillment will usually do so at the expense of their earnings.
So . . . how do you engage your staff? Expectations, clarification and measurement are the keys to helping employees stay engaged and to keep them involved and committed. Effective managers and leaders help their staff design and own their own personal goals, targets, and milestones. Everyone needs support in staying focused on goals that are aligned with business results.
(The Recruiters Digest, "A 25 % Bump in Salary," by Bill Radin)
Did You Know
One in five workers plan to change jobs in the next six months according to a recent survey conducted by CareerBuilder.
***************
More than one-third of job seekers visit employment sites more than three times per week according to a survey conducted by Peter Weddle.
Answer to Today's Dos and Don'ts
"Do you have any disabilities?" Is it legal to ask?
The Americans with Disabilities Act ("ADA") prohibits employers from asking disability-related questions to employment applicants.
However, if the applicant has an obvious disability or voluntarily discloses a hidden disability to the employer, the employer may ask the applicant whether he needs reasonable accommodations and what types of reasonable accommodations he/she will need.
For example, an applicant for a receptionist's position voluntarily discloses that she has diabetes and will need to take breaks to take her medication. The employer may ask the applicant questions about the reasonable accommodations she will need, such as how often she will need to take breaks and how long the breaks must be. (Source: Workforce.com, author Deanna G. Kucler, Attorney)
I hope that you are all finding your summers to be enjoyable and relaxing. We have taken some time to update our website over the past few months. If you have not visited us in a while, visit soon to see the changes including a new career page, job postings, & testimonials!
Ann Clifford
Dos and Don'ts
Can you ask a candidate the following question?
"Do you have any disabilities?"
(Answer provided at the end of the newsletter.)
Remarkable People
Remarkable people have the "juice." They are the "go to" folks who can fit in a variety of slots and come out hyper-productive. They multiply team effectiveness. They adapt and change rapidly. They view their early learning experiences (college) as the days when learning was slow. They consistently outperform and out-think their peers. And they are hard to identify unless you have seen many of them.
If you are want to hire "remarkable people", look for these traits:
(Source: The Electronic Recruiting News ,"Remarkable People" by John Sumner)
Your perfect candidate wants a 25% bump in salary. Is this justified? Maybe, yet here are few guidelines to follow:
Normal Economy: If a candidate is currently employed at about the market rate, he can expect a salary increase at the new company to be one to three times the rate of inflation.
Soft Economy: In a slow job market, it is not unusual for a candidate to make a lateral move in terms of pay, either because the new job is more challenging or offers future growth potential; or is a hedge against being laid off. And, if the candidate is unemployed, most of the candidate's leverage is lost. It is not uncommon for an employer to offer an unemployed candidate the same salary as when he was last employed, or even slightly less.
Gold Rush Economy: In a super-heated job market, all bets are off, and candidates can ratchet up their salaries to meet the demand.
Special Circumstances: Candidates who wish to relocate, spend more time with their families, change careers or seek greater job fulfillment will usually do so at the expense of their earnings.
So . . . how do you engage your staff? Expectations, clarification and measurement are the keys to helping employees stay engaged and to keep them involved and committed. Effective managers and leaders help their staff design and own their own personal goals, targets, and milestones. Everyone needs support in staying focused on goals that are aligned with business results.
(The Recruiters Digest, "A 25 % Bump in Salary," by Bill Radin)
One in five workers plan to change jobs in the next six months according to a recent survey conducted by CareerBuilder.
***************
More than one-third of job seekers visit employment sites more than three times per week according to a survey conducted by Peter Weddle.
"Do you have any disabilities?" Is it legal to ask?
The Americans with Disabilities Act ("ADA") prohibits employers from asking disability-related questions to employment applicants.
However, if the applicant has an obvious disability or voluntarily discloses a hidden disability to the employer, the employer may ask the applicant whether he needs reasonable accommodations and what types of reasonable accommodations he/she will need.
For example, an applicant for a receptionist's position voluntarily discloses that she has diabetes and will need to take breaks to take her medication. The employer may ask the applicant questions about the reasonable accommodations she will need, such as how often she will need to take breaks and how long the breaks must be. (Source: Workforce.com, author Deanna G. Kucler, Attorney)
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