Recruiting rule number 1 is that you can always solve your skills shortages with enough money. At that point, it becomes someone else’s problem. Growth in that arena is only possible with an investment of some sort. The question is “Who makes it?”
Brands only matter to the people who care about them. Mention the brand name outside of the circle of people who have the relationship and you will receive shoulder shrugs. Mention it inside the circle and you can spark a conversation full of passion and opinion.
If your company is short on funds this year, take the money you would have spent on a party and give it to the employees. There is nothing more demoralizing than going to a fancy lunch to learn there won’t be holiday bonuses this year.
Nobody selects a staffing firm because they have a great tagline or brochure. No, in staffing, your candidates are your brand to the client company; and your client companies are your brand to the candidates. – Bob Corlett
Progressive discipline is demoralizing to the employee, requires you to set them up and forces everyone through a stupid process that never works. It disrupts everyone because the employee gets angry and bitter and tries to get everyone else to agree with her.
Gamification isn’t a term you want to use in polite society. What’s behind all the noise? John Sumser’s post outlines the central issues in this week’s feature Gamification III.
Deloitte listed Gamification as one of its key tech trends in 2012. The talk about the anbility to solve business problems in game environments. There’s a video and a white paper. “Gamification allows for the more rapid solving of problems“.
Gamification isn’t a term you want to use in polite society. Serious game designers will laugh you out of the room. Appropriating the serious science of game design for use as a business buzz word is an affront to their work.
“If you really care about your particular “truly unique” idea and/or thought, give it away. Gleefully give it away. Make it easy for folks to consume, borrow and share.” – William Tincup
Attorneys often have legal myopia; they can only see how the law applies. Ballman sees beyond the purely legal issues to the real problems employees deal with everyday–like eating and paying the heating bill. She asks all the right questions, and evaluates the choices.
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