Secrets of recruiting and retention

first_img 18SHARESShareShareSharePrintMailGooglePinterestDiggRedditStumbleuponDeliciousBufferTumblr,Kim Kreps Kim Kreps, VP & Executive Search Director, is often asked for her insight on pressing issues and industry trends.  Find out how today’s workforce is evolving when it comes to … Web: www.jmfa.com Details Q:  What are some ways a multi-generational workforce impact the banking and credit union industry?A:  For the first time in history, we have four generations working side by side. It is important to understand that each generation has different work and lifestyle expectations, and what worked 10 years ago—or even two years ago!— to recruit talent is not effective today. One size fits all just doesn’t work, and you can be sure your competitors are taking a much more aggressive approach to strengthen their arsenal to walk into this War on Talent every day.Therefore, we must reevaluate our recruitment toolboxes constantly and measure our recruiting and retention results in order to be successful.Q:  What do we know about Millennials as it relates to the current and future landscape of the workforce?A:  Millennials (born between 1982 and 2000) are the largest generation in history. According to Pew Research, this generation currently accounts for 34% of the American workforce, a number that is expected to grow to 75% by 2025. Generally speaking, Millennials seek tools and ways to make life easier; prefer to conduct business online; actively use social media, and prefer to shop local/family-owned/small businesses over “big-box” or large corporations. This is an exciting revelation that gives community banks a huge opportunity to attract Millennials as both customers and employees. You can best reach them via social media platforms such as LinkedIn, Twitter, Snapchat, Facebook, and the like.Q:  What are some common workplace values that each generation shares?A:  Regardless of age or job description, everyone needs to have a clear understanding of his or her responsibilities and know what is expected of them when it comes to priorities, goals, and performance.Whether you’re 25 or 55, you want to be recognized for your successes. A company should have recognition and reward systems in place, utilizing everything from verbal praise to coaching to incentive and bonus plans.Also, at every level within the organization, regular feedback and two-way communication are vital to making employees feel valued. While this does require leaders to seek out their employees and ask for input or ideas on important issues, the effort can produce innovative ways to improve service and performance.One CEO at the conference meets with a randomly selected group of employees for lunch once a month to bounce ideas around and solicit feedback. He said it has made a positive impact on retention and staff morale, and they have had fewer growing pains since opening up the lines of communication.Q:  How can a company attract top talent, regardless of age?A:  We live in a time where companies must build a brand and position itself as a great place to work, in order to remain competitive in recruiting and retaining talent. You don’t want to be just another place to work; you want to differentiate from your competitors and be a MAGNET. Using Millennials as an example, they would typically want to see evidence that your company is a fun place to work. Positioning your company in innovative ways also attracts talent and displays the organization’s culture in a powerful way.Q:  What are some ways banks can keep recruiting costs down while still being competitive?A:  Successful organizations are taking a much more aggressive approach with recruitment. This includes creating a recruitment culture within the company, letting staff serve as brand ambassadors and talent scouts. This also involves making vendors aware of hiring needs to build a network for quality referrals and leads.I can’t stress enough how important it is to make sure your current recruiting and retention strategy is relevant and frequently evaluated. Companies must attract the right candidates who not only bring the essential skills but also fit the corporate culture.Knowing these things, is it time to reevaluate your recruiting and retention strategy? To connect with one of our recruiters, contact us at 866-264-5017 or send us an email at [email protected] last_img read more

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Rate hikes call for more state oversight

first_imgTo say I’m disappointed in the decision made by New York’s Public Service Commission to approve National Grid’s rate hike proposal is an understatement. Families and businesses here in upstate will end up paying $102 more for the delivery of electricity and $91 more for natural gas each year. Categories: Letters to the Editor, Opinion I have strongly opposed National Grid’s rate hike proposal from the start. The company has reported millions of dollars in profits and is now set to receive about $76 million in savings under the new federal tax law. Increasing rates is simply unacceptable.While the Public Service Commission is charged with making decisions on proposals like this, it is not accountable to the residents who ultimately pay for these essential services.This decision shows the need for new legislation I have introduced in the state Assembly that would establish more oversight of the Public Service Commission and provide more protection for the ratepayers here in upstate New York.Angelo SantabarbaraSchenectadyThe writer is an assemblyman representing Albany, Montgomery and Schenectady counties.More from The Daily Gazette:EDITORIAL: Thruway tax unfair to working motoristsSchenectady department heads: Budget cutbacks would further stress already-stretched departmentsSchenectady police reform sessions pivot to onlineEDITORIAL: Beware of voter intimidationSchenectady High School senior class leaders look to salvage sense of normalcylast_img read more

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West Java asks central govt for PCR kits to boost testing

first_imgThe West Java administration has asked the central government for polymerase chain reaction (PCR) tests to increase the province’s COVID-19 testing capacity.Governor Ridwan Kamil said the administration sought to increase West Java’s testing ratio to a minimum of 1 percent – 500,000 tests out of the province’s 50 million people – in accordance with World Health Organization recommendations.”We’ve managed to test 50,000 samples per week, but we’re supposed to double that number. Therefore, we’ve asked for help from the central government,” Ridwan said on Thursday.The West Java COVID-19 task force, he said, had been urging the central government to help the province increase its testing capacity since August.Read also: Indonesia’s COVID-19 testing positivity remains far above WHO standard for ‘new normal’The task force requested 250,000 PCR test kits from the National Disaster Mitigation Agency (BNPB) in early September and asked for permission to allow private laboratories to run the tests.Ridwan said West Java had the second-highest PCR testing rate in the country, after Jakarta.However, the province’s testing rate has been fluctuating.According to Health Ministry data, as of Sept. 7, West Java had only tested 301 people per 1 million, far below other provinces such as Jakarta (3,048 tests per million people), East Kalimantan (2,517 tests per million), Yogyakarta (1,198 tests per million) and South Kalimantan (1,128 tests per million).According to the administration’s Information and Coordination Center (Pikobar), West Java managed to test 50,000 samples in the week of Sept. 1 to Sept. 7.In the second week of September, only 25,686 samples were tested. (nal)Topics :last_img read more

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Doctor unhappy with abortion stance

first_imgSouthland Times 4 August 2012A senior paediatrician who put in his letter of resignation in response to abortion services being offered at Southland Hospital  has retracted the letter on the promise that negotiations to reduce abortions will continue. Dr Vili Sotutu, who has been employed with the Southern District Health Board for four years, declined to speak with The Southland Times yesterday. However his wife, Ray Sotutu, confirmed Dr Sotutu put in his resignation last Thursday, but said his resignation had not been accepted. Last night, Mrs Sotutu said that after a 5pm meeting with management, her husband had retracted his resignation on the basis that the hospital work to help reduce the number of abortions performed. Mrs Sotutu, who is the rugby administrator at James Hargest College, said that she “absolutely” supported her husband’s decision, even if it had meant leaving Invercargill. She understood other doctors at Southland Hospital did not want to perform abortions, but none had put in a letter of resignation, she said. The couple were “very much” pro-life and she said the health board’s lack of consultation with the community over abortion services since it applied for a licence to perform abortions was disturbing.http://www.stuff.co.nz/southland-times/news/7412509/Doctor-unhappy-with-abortion-stancelast_img read more

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All-Star Game should be celebration of current season, not just parade of ‘superstars’

first_img“It’s the All-Star team, not the All-Three-Month-Sample-Size team!” Or this classic: “The fans didn’t pay good money to see guys they’ve never heard of!”Sorry. I don’t buy it. The All-Star Game is a celebration of the best in the sport, sure, but it’s also a reflection of the current season. I want to see the Jack Armstrongs of the baseball world step onto the biggest and brightest midseason stage for a chance to shine. MORE: Watch ‘ChangeUp,’ a new MLB live whiparound show on DAZNArmstrong, you might remember, was a 25-year-old Reds right-hander who came out of nowhere — he owned a career 5.33 ERA in 23 games (21 starts) over two years heading into 1990 — and bulldozed his way through the National League in the first half of the season. When he took the mound at Wrigley Field and threw the first pitch that night, Armstrong owned an 11-3 record, a 2.28 ERA and 1.099 WHIP for Cincinnati. Remember, at the time those were the statistics that mattered; we didn’t have WAR or FIP or any of the other wonderful evaluation tools/stats available now. Armstrong got the starting nod over more established veterans having good seasons, guys like Frank Viola (the 1988 AL Cy Young winner who had a 13-3 record with a 2.20 ERA for the Mets) or Dennis Martinez (who had a 2.84 ERA for the Expos).It was Armstrong’s first All-Star nod, and turns out, his only All-Star nod. He quickly became the poster boy for the “Superstars only!” crowd, largely because his career took a dive. After throwing two shutout innings against the AL, he had a 5.96 ERA in the second half of the 1990 season — though he did throw three shutout innings in Game 2 of Cincinnati’s stunning World Series sweep of the mighty A’s — and a 5.48 ERA in 1991 before he was traded. He had a 4.54 ERA over the next three years, for Cleveland, Florida and Texas and tossed his final MLB pitch just 41 days after his 29th birthday. Armstrong’s first any only All-Star appearance looks like a fluke in retrospect.MLB All-Star rosters | Futures Game roster | Celebrity softball game rosterBut you know what other players made their first All-Star appearance that year? Hall of Fame talents Ken Griffey Jr., Randy Johnson, Roberto Alomar and Barry Bonds, and other multiple-time All-Stars, including Sandy Alomar Jr. (six All-Star games), Matt Williams (five), Dennis Martinez (four), Randy Myers (four), Cecil Fielder (three), Lenny Dykstra (three), Rob Dibble (two) and Ellis Burks (two). Those players all had better careers than Armstrong, no doubt. But that doesn’t mean they deserved to be in Chicago more than Armstrong on that July day in 1990.I love that Armstrong was in that group. Sure, it was good fortune on his part that the best three-month stretch of his career just happened to line up in a way that put him in position to have the honor of starting the All-Star Game for the National League. But why is that a bad thing? I love that the All-Star Game gives any player — the stars and the unknowns — a chance to step onto a big stage. That’s a good thing. Yes, it’s great when the game celebrates the superstars, but the game will always have superstars. Superstars produce great numbers on a regular basis, and they deserve to be at the Midsummer Classic. That’s why they’re superstars. But they don’t get a free pass into the contest. RIVERA: Reds, Padres highlight the best of the meh-st in first halfLet’s look at one current example. Jose Altuve is one of the very best players in the sport, of course, and if I’m starting a hypothetical franchise and picking a second baseman to put on my roster, he’d probably be my very first choice. But if I’m looking at the three finalists for a starting spot at second base for the 2019 AL All-Star team, he’s third behind Tommy La Stella (zero ASG) and DJ LeMahieu (two).  I realize that I’m probably in the minority here, but I love that Jack Armstrong started the 1990 All-Star Game for the National League. Why bring up a random starting pitcher from an exhibition game nearly three decades ago? Because we’re getting close to the time All-Star rosters are announced, and you’re about to hear the same grumbling we hear every year about the composition of those rosters.  La Stella and LeMahieu are having superior seasons, in part because Altuve’s spent time on the injured list and has only 196 plate appearances. LeMahieu has a 3.2 fWAR and La Stella’s at 2.1, with Altuve back at 0.8. The All-Star Game will survive without Altuve for one season, and in La Stella’s case, a trip to Cleveland for his very first All-Star appearance will provide a career highlight he’ll never forget. Give me Ketel Marte over Mike Moustakas at NL second base, or Jorge Polanco over Carlos Correa at AL shortstop, or Joey Gallo over Aaron Judge in the AL outfield. Give me celebrations of players having breakthrough seasons. Let’s celebrate the best of the 2019 season at the 2019 All-Star Game.last_img read more

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