Sign-On Bonuses Are Not Exclusive To Senior Level Executives

As The Economy Continues To Grow And The Challenges Of Recruiting Top Talent Remains, A Sign-On Bonus Could Be Just What Is Needed To Get The Candidate A Company Desires

Sign-On Bonuses Are Back

The purpose of a sign-on bonus is to lure top performers who possesses special skill sets or experience a company requires. For years this added incentive has been very successful for recruiting senior level executives as well as professionals in particular industries to include professional services, healthcare (nurses), technology (especially women and software developers) and financial services. But sign-on bonuses are coming back strong and are used for all levels of recruiting. Just last week Wells Fargo announced plans to sweeten recruitment bonuses to lure new advisers. Sign-on bonuses can be just what is needed to land a high potential candidate in this very challenging recruiting environment.  This type of bonus may be the incentive or an inducement to get a candidate to say "yes" to the job. 

Sign-on bonuses don't necessarily need to be huge when enticing someone to join your company. Unfortunatatley for some companies and roles, companies may not have much of a choice other than offering one. For example, when a candidate's acceptance is critical and the need to do whatever it takes to get the candidate on-board, offering a sign-on could get the job done.  But the size of the bonus can vary. According to an article in HR Magazine, the average amount of these bonuses ranges between 5-20% of a candidates base salary unless it is used for relocation expenses or a way to compensate a professional for money that may be left behind such as a bonus, commission, vacation or raise. Most of the time these bonuses are good for each party.

A Sign-On Bonus Not For Everyone

As we all know, a sign-on bonus is an expense for corporations therefore companies try to refrain from having to offer one, unless it is truly needed. Of course offering a sign-on bonus can motivate a professional to choose one company over another, but company's need to be sure it is necessary before offering one. Before offering a sign-on bonus to potential candidates, hiring managers as well as recruiters need to seriously analyze the situation, the competition, the job market, and of course the candidate to determine whether a sign-on bonus is necessary before moving forward with one. 

Sign-On Bonuses Can Be Well Worth The Cost

Sign-on bonuses have been known to build trust, loyalty and can create long-term positive effects for employees who received one. Those who are offered a sign-on bonus often feel more committed and have a desire to do more. These candidates feel the company went the extra mile for them and they need to do the same. 

Just saying....

Sheila Greco

sgreco@sgatalent.com

Interesting Side Notes…Winning in the marketplace requires winning in the workplace

It's all about winning in the workplace!

Happy employees make a difference to a company's overall success.

I believe that a company’s carefully-maintained employee-first culture can and does positively effect its bottom line.

Winning in the marketplace is certainly the main focus of any company. But just as important is the company's ability to take care of business in the company's workplace. Yes, to me, it is all about winning in the workplace that drives the company's success. I cannot stress enough, the fact, that people are a company's greatest asset.

Creating a quality and winning workplace filled with content and high-flying team players does make a difference. I recently came across a quote from Doug Conant, ex CEO Campbell Soup which stated, " To win in the marketplace you must first win in the workplace." To me, this says it all. As a business owner of a small company I know the importance of having happy people in our workplace and how it has played and continues to play in our overall success.

As I look to maintain and build upon a winning workplace, the following are a few of our company's "must haves"  to ensure we are winning in the workplace. Please note that they are not in any specific order.

1. Offer competitive salary with the opportunity to earn more based upon individual and team successes.

2. Have in place an environment that offers a challenge to each team, holding each accountable while offering a real sense of ownership to completed projects.

3. Make available necessary tools that will assist with the each team player's successes.  I believe there needs to be relevant tools and proven processes in place to empower each employee.

4. There also must exist the opportunity for career advancement, creativity and it is okay to fail while trying something new environment.

5. Hire those who will make the team stronger. I have also learned that creating a winning workplace environment requires the need to ensure every new hire is a great one. Again, looking to maintain and enhance the all ready great colleague type of environment.

6. As a leader it is important to keep morale high, create that positive and winning workplace that will keep turnover to a minimum. It also means promoting, hiring and training leaders others want to work for.

7. Always promote the concept that the customer is always right attitude. It starts at the top and should be part of the corporate culture.

What do you believe is important to winning in the workplace?

Sheila Greco

sgreco@sgatalent.com

Sheila Greco The Importance of Training Your Employees 5/25

"People Are Our Greatest Assets"

 

 

 

 

 

 

 

 

Please note that before we hire, it is a must that we have identified a professional who can fit our company culture. To us, it is just as important as skill sets and educational background. Therefore, as you can imagine, part of the training includes committment and engagement into our culture.

As a small services company, our people are the company. Having said that, each professional needs to be engaged, committed, productive and add value. Therefore training new employees is important to the both new hire and the company. We take training seriously.

Today's focus is on the training of a new research professional.

Training to us includes shadowing, on the job training and baptismal by fire! It starts with explaining what we do, the process, the methods used to do the job and why what we do is important to our clients. Once explained by the leader, the new hire spends the day shadowing the "best" on each team. For the next day the new hire sits, watches, listens, is taught how to use tools and shown our proprietary process. Day 2 is repeat Day 1. On the third day a project is given to them to run with while having an experienced SGA team member watch and teach. This step I believe quickly determines if someone has what it takes or not. On day 5, if they survive, the new hire is given a mentor.

Overall we try to create a positive learning environment that encourages development and employee confidence. We are all about positive feedback. We are not about any type of negativity. One of our slogans is, " If you can't do it here, you can't do it anywhere." We want people to do well. Our company is for the strong, the fearless, the results driven who are committed, passionate and understand the importance of providing superior services to our clients. We believe our training process and mentorship program is part of our success.

Lastly we have created an environment that continues to play on an individual's strengths not weaknesses. Everyday the team is open to learning and navigating unchartered waters. Either way we have created a solid team and continuous training which has become part of our company's DNA. I must say that it helps having experienced, engaged leaders, teams, and individuals who believe in achieving excellence.

In closing, research is not for everyone, nor can everyone do it well. We have focused our hiring efforts on keeping only those who are sponges for information, find it interesting, love to learn, find joy in getting the information requested while understanding the need for quality and speed. Needless to say many have come and gone, but we have maintained a great team throughout our 25 year journey. Now in a hiring mode, we will certainly be focusing on training to be ensured new hires are keepers. We are seeking those who are good for the company and our clients long-term.

Believe in training!

Happy Hunting!

Sheila Greco

New Years Resolutions Are Goals & Commitments.........

Resolutions, Goals and Commitments can be made at any time.

A New Year does not necessarily mean one suddenly becomes a new person or a company suddenly changes and all is well. New Years Resolutions are traditions to many, a goal intended  to help some become better people, better managers, healthier, thinner, more successful, so go ahead make the committment. Just keep in mind that change and achieving the resolutions on the list don't just happen. As creatures of habit change may be slow but don't let time get in the way. Success on many fronts comes to those who want it and work hard to get it!

I am a true believer that almost everyone wants to succeed at something. Having said that it wouldn't be wrong for me to say everyone wants to succeed in life, and in order to do so, commitments, goals or resolutions must be put in place with the desire to achieve them. As a leader, coach and mom, I preach to all who will listen, that these committments and resolutions don't just need to be at the beginning of the year, but whenever you want to. Additionally don't forget these commitments can be tweaked or changed a bit to adapt to what is happening at a specific time. But goals need to be made! I encourage people to make a few resolutions, one for personal growth and the other for professional growth.

I say loud and clear, set your goals, set your commitments and go for it! Define success as it relates to you, your needs, your desires and don't be afraid to make a reach goal if you are feeling it. As you make your commitments remember that you will need to incorporate whatever activities or duties necessary to achieve them into your every day life. Make them habits. Create habits that will make you better.

Lastly, as you make your commitment, say it loud and clear, print it out and post it on your wall, not Facebook but if you wish you can, but the wall you face every day at the office or home. This posting will be your reminder of the commitments you made to you!!! Good luck and go for it!

Cheers!

Sheila Greco

Hiring From Outside The Organization - "Advantages"

 

Hiring From Outside The Organization.

Hiring from outside the organization is on the rise right now. As executives take a look at internal talent and decide to recruit from the outside a few housekeeping issues need to be understood.

1. Job Description needs to be created.

2. Realize recruiting is a process.

3. Busy executives need to be aware that time needs to be made for interviews.

4. Onboarding may need to be part of the equation for certain levels. Either way, new employees need to have some sort of training and orientation.

What does all this mean! Someone from within the organization needs to be part of the process. Even if you outsource recruiting and onboarding.

Anyway I am getting off topic. Hiring from outside the organization has its advantages and disadvantages. Today we will discuss the advantages.

1. New People - New Ideas - Force the company to look at and possibly rethink the way things are being done internally.

2. Not a lot of training may be needed. Should be talented!

3. No political ties. Can actually stir the pot. Get internal team energized, more competitive, on their toes.....

4. Opportunity to hire from the competition. If this is done you have access to the "inside scoop" and have talent that could truly benefit your company!

5. If a sales role is being filled, sales could increase right away! Bring a book of business with them. Definitely these people have contacts and are great networkers.

6. Talk about networking. New hires can lead to other hires who these professionals know! Reduce cost to hire too!

7. Could potentially rid the company of lesser talent.

Again these are my thoughts! Feel free to pass  yours along to us too. Stay tuned for the disadvantages of hiring from outside the organization.

Thanks for stopping by..

Sheila Greco

Are You Passionate About Your Work?

Are You Passionate About Your Work?

A Passionate Team is a Must for Managers.

Imagine a team of players with no passion for what they do.  Yikes - you may as well quit while you're ahead if that's the case. It is a proven fact that one bad egg can affect a team's morale, results and ultimately affect the company and services the team provides.

With this in mind, when managers are taking a look at their next hire, one of the key questions should be "are you passionate about your work?"

Great teams are often comprised of people who are passionate about what they do.  These people don't mind working hard, never feel entitled and respect and enjoy working with their teammates to create a cohesive/well-oiled machine.  Teams filled with passionate players feel a sense of success when the team wins and feels poorly together when the team fails. This is the type of team every manager dreams about.

I have been the proud owner of Sheila Greco Associates since 1989 and I am still passionate about what I do every day. I want to continue to create a strong work environment,  hire passionate team players and of course I want to surround myself with smart people who want to be part of our family and team.

I believe our success is because our players are driven by passion, the fear of failure and the desire to succeed.  Would I have done things differently as I built the business? Perhaps, but I must say the main reason our company is successful is because of the people I have on my team.

Below are a few tips that can either make you or your team more passionate and successful.

1.  First and foremost you must be self-motivated. If you are not, make yourself. You can do this! Passionate people whether doing something they love or not, can and do often succeed long-term!

2. Feel good about who you are, know your skill sets and be comfortable in your skin.

3. Don't depend on everyone else, depend on yourself for success.

4.  Don't be afraid to offer your 2 Cents in meetings. Participate, ask questions and offer suggestions.  Don't just sit back, you can help create passion.

5. Try a new way of doing what you may consider redundant.  When it works tell your teammates about it.  Tweak it as a team and implement it. New ideas generate positive things.

6. Continue to learn something new everyday.

7. Find a piece of your job you enjoy the most and run with it.

Being passionate about your job can come to you if it doesn't all ready exist.  We all definitely want to be able to say "I can't wait to get to work. All I want to do is work, I love work" this may not be the case for everyone however passion is an emotion and emotions can be enhanced.

If you tried a few of my tips listed above and not feeling any better about your job, it might be time to reconsider what you are doing. If you love what you do, shout it out! Especially when you are asked by an internal manager or executive and of course if you are out interviewing!!

Thanks for stopping by.

Sheila Greco

Corporate Culture Makes A Difference When It Comes To Recruiting

 

How does your company stack up?

Corporate Culture makes a difference when it comes to recruiting. Companies with happy employees, breed success. Companies with top talent naturally create an environment that recruits itself. Winning and successful teams result in a company's success. A company's success makes a difference when it comes to recruiting.

A company's corporate culture is very important as one looks to make a move to a new organization. Yes the position, location, salary are part of the equation, but movers and shakers want to go to a company where they can soar, make an impact, be happy and of course succeed. In order to do so, these professionals want to be part of a company where employees come first and are respected. Creating a corporate culture where the best employees and management want to come to work, work hard, see the results and are respected will trickle down and among the other employees within the organization.

I have recruited for companies with a great reputation and others that do not have such a favorable corporate culture and there is a difference when it comes to recruiting. I must add that the leader of a team can make a difference too. If a leader believes in his/her people, that leader will have an easier time recruiting within the organization. Corporate culture can start with one or two individuals and quickly spread throughout the organization.

So pay attention to whom you hire. It will matter now of course but in the years ahead as well. Be a preferred employee company showing unfailing respect for all. Corporate Culture Makes A Difference When It Comes To Recruiting!

Enjoy! Thanks for stopping by!

Sheila Greco