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Seven Common Performance Review Mistakes – and How to Avoid Them
by Joan Lloyd
A performance review discussion can leave the employee feeling motivated and appreciated, but if it is poorly handled, it will do just the opposite, and, it will damage the relationship. Here are some common mistakes and how to avoid them.
Hiring in Step with Your Company’s Culture
You have an arsenal at your disposal for making hiring decisions -- skills tests, behavioral assessments, and reference checks. On paper, a candidate’s abilities match the position and he or she seems personable and eager to learn. But before you make the final decision, there’s another consideration. Once they are on board, how will they fit in to your company’s culture? Whether you are a small or large business, your organization has a character and defining traits. Here are tips for those making hiring decisions to ensure that your selection melds in well with your company’s culture.
In the Author’s Note of this updated edition, Jim Collins confesses that Built to Last is mistitled and what the book is really about is “building something that is worthy of lasting – about building a company of intrinsic excellence.” Collins points out that eventually all great products and services become obsolete and that what remains are visionary companies. Any manager who is able to see the big picture and their own long-term impact on an organization will appreciate these insights on how to cultivate and manage a premiere company.
Q. I read with interest your story from last month on the High Cost of Vacancy. It really gave me something to think about and discuss with others in my company. Up until now, we felt some urgency about getting jobs filled, but always assumed that since we weren't paying anybody while it was empty that it wasn't really costing us that much. You really turned my thinking around. In the story you mention a position taking 30 days to fill. Is 30 days typical? Ours have been taking quite a bit longer than that, and I just want to know how bad things are for us.
A. No, 30 days would actually be pretty good compared to the national average. According to Staffing.org's 2006 Recruiting Time Report, the national average time to fill is 72.5 days. Once you start calculating and tracking cost of vacancy, it quickly becomes apparent that 72.5 days creates an unexpectedly large productivity drain, so it's good that you're beginning to look at COV as a metric. It will definitely change the way you think about hiring.
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