Workplace 101: A Profiles Global Business Blog

We are always looking for the perfect fit. We try on clothes before we buy them because clothes that fit look better. We pay to get rings resized in the name of the perfect fit. We even look for fit in our relationships; most of us like to build relationships with people who are compatible with us in some way. Since we take such care to find the perfect fit in many parts of our lives, shouldn’t we take the same approach in hiring to make sure candidates fit open positions?

The recession that began in 2007 was the worst economic downturn our country has seen since the Great Depression. Family-owned business Humtown Products was hit on all sides. The company saw its industry’s profits as a whole drop 65 percent. The company’s customers were going out of business left and right. Humtown was forced to lay off the majority of its workforce and went from 200 employees to 20 employees in two months.

Profiles International is excited to announce its upcoming client summit, Imagine 2012, held Sept. 18-20 at the Rosewood Crescent Hotel in Dallas, Texas. During this event, Profiles International’s clients from all over the country will come together for three days of informative sessions and certification training. Attendees also have the opportunity to network, collaborate, and build relationships that will foster best practices, evaluate industry trends, and brainstorm new ways to get the most out of what they do every day.

Renowned businessman, political figure and philanthropist, Thomas J. Watson, Jr. once said, “I believe the real difference between success and failure in a corporation can be very often traced to the question of how well the organization brings out the great energies and talents of its people.”

Succession planning is often misunderstood or undervalued in the workplace. A research poll from SHRM found that only 23 percent of organizations have a formal succession plan and 38 percent have some informal planning in place. These numbers are low compared to just how important succession planning is to an organization’s success. The research also found that larger organizations (with 2,500 employees or more) are much more likely to have succession plans.

Do you know an office grumpy? You know, the employee who walks in to work with a negative or demeaning attitude. It’s no surprise that bad attitudes are unhealthy in the workplace. The more negative employees are at work, the less productive and valuable they are for the organization. That’s why knowing how to manage difficult employees is a crucial leadership skill.

Much like playing a game of chess, effective leaders need to be strategic. Now you might be asking yourself, what exactly does it take to be a strategic leader? Well, a recent article from Inc.com written by Paul Schoemaker presents the Six Habits of True Strategic Thinkers. These habits include:

Hiring new employees is one of the biggest investments a business can make, so managers need to make sure they hire employees who will be the most successful in a particular position. A popular article from Forbes presents “The Six Enemies of Greatness (and Happiness).” These six obstacles are also enemies of successful hiring, which lead to common hiring mistakes. Don’t let these factors get in the way of finding the best-fit employee for your organization! 

Researched and edited by Christina Krenek

Today’s economy is an unemployment rollercoaster, where hiring the best job candidate is a challenge. And contrary to popular belief, interviews are not the best indicators for selecting the right individual for the job. How do you know if your new-hire has the suitable skills, intelligence and attitude to perform on the job? A recent article from Forbes, titled “Stop Being Deceived by Interviews When You’re Hiring,” was spot on in addressing this issue.

According to U.S. News and World Report, things are looking up for the class of 2012. Employers say they plan to hire 9.5 percent more graduates this year than 2011.

With the steadily increasing number of college graduates entering the workforce, Reagan Consulting conducted “The Young Producer Study” to investigate the recruitment and selection of younger men and women for sales positions. This study specifically deals with the insurance industry, but the findings can apply to various positions because the younger generation is crucial to future leadership and productivity of every organization.