Register now:
September 18-20, 2008 in
Vancouver, BC

1, 2, 3 jam-packed days.
Be ready to learn,
to think—really think.
Team-building and friendships are just one small part of the program.

Douglas Frankiw
CEO On The Go

Secrets of Sucess Journal
This 40-page PDF outlines and provides a summary of most of our 100+ resources. It also provides valuable articles that you can re-purpose or forward to others.

My Source
EXPERIENCE Journal

Online Personal Style Indicator

Online Job Style
Indicator

Online Entrepreneurial Style and Success Indicator

Online Values
Preference Indicator

Online Stress Indicator and Health Planner

Online Self-Worth Inventory

Online Leadership Skills-Self Inventory

Online Sales Style Indicator

Online Instructional Style Indicator

Online Learning Style Indicator

CRG´s Licensed
Associate Program

This is YOUR newsletter! If you are using our tools and have a unique story, idea, or suggestion to share, let us know: submissions@crgleader.com

We look forward to hearing from you! Please direct your questions and correspondence through our Website.
Contact us.

TO SUBSCRIBE or UNSUBSCRIBE go to:
crgleader.com/ezine

Leading the Way is a free ezine published by Consulting Resource Group International, Inc, Copyright 2008.

Attracting, Hiring and Retaining Talent!

Everyone wants to hire the right person the first time. The reality is, we will never achieve this goal with each individual we hire.

That doesn´t mean we can´t be proactive and intentional in our strategies to increase our level of success in attracting, hiring, and retaining talent. Individuals will come and go, despite our best efforts. Once we accept that fact, we can move on and do the best we can.

Job-satisfaction research shows that close to 80% of people dislike what they do for a living, from a feeling of mild irritation to absolutely loathing their work. In fact, research out of Canada last year identified that

• over 50% of employees are not engaged at work at all, and
• over 30% HATE their work.

Not great numbers for retaining our employees.

• According to a recent US Human Resources Management Association study, 82% of managers and 78% of employees are currently looking for another job opportunity.
• A UK study discovered that 33% of new employees are looking for a job the very day they start a new position. That certainly does not bode well for our career development practices.

So, how do you attract, hire, and retain good people?

First: Set a goal to be an employer of choice.

• Your firm must have a solid reputation in the marketplace that it is an excellent place to work.

• The work environment and the culture your organization offer are two of the essential ingredients for creating a positive reputation that will attract employees. The most talented individuals usually have other job choices. Your work environment sets the tone for their decision to join or not.

Great marketing does not improve a poor product. You can advertise, attend job fairs, and implement PR campaigns but to attract and keep good people, there is no substitute for a supportive work environment.

Obviously, that can´t be accomplished overnight. It is achieved when Transforming Leadership is activated within your organization. Having competent, supportive leaders who equip others to win is a first step to attracting, hiring, and retaining talent in your organization.

1. You must be clear about the qualities, characteristics, values, skills, and experience you desire in the people who work for your company. Document your needs and wishes for each of those areas. If your intent is not in writing, it does not exist.

2. Confirm the job style best suited to each work position. If the personal style of the individual does not match the job style of the position, there is little chance the person will be able to sustain an acceptable level of performance or stay engaged in the role. In fact, our experience with over 1 million people is that any hiring process that does not include the critical element of matching those two styles will lower the potential for success.

3. Most successful hiring systems include assessments. They provide credibility and consistency to your process and confirm that the role fits the applicant´s purpose, gifts, and talents. Contrary to what many recruiters believe, they don´t hire anyone! The applicant is the one who chooses to engage the opportunity in front of him or her.

4. As the person doing the hiring, you can exclude an individual from your team—and your ability to say No is critical to attracting the best talent.

That also applies to the applicant. Your interview process should encourage applicants to feel equally comfortable saying Yes or No to the job opportunity.

Some recruiters erroneously believe they are there to close the deal . . . to get applicants to say Yes to accepting a position.

• What if applicants say Yes because they were sold, not because they really fit the job? That misleading approach will contribute to poor performance and increased turnover.

• What if you are interviewing individuals who do not know their purpose, values, or gifts? It is your responsibility as a recruiter to assist applicants to get in touch with their purpose.

That´s where assessments come in. They provide a methodology and process to help people confirm their values and purpose.

• Use predictive tests to exclude applicants.
• Use self-discovery assessments to include and hire.

When candidates connect with the important insights they learn from their assessments, they can clearly articulate whether or not they fit a job opportunity.

That´s why CRG assessments such as the Values Preference Indicator, Personal Style Indicator, Job Style Indicator, Self-Worth Inventory, Stress Indicator and Health Planner, My Source EXPERIENCE Journal, and Leadership Skills Inventory – Self are so popular and preferred over the alternatives. Those assessments help candidates answer questions about themselves and a proposed opportunity.

If you short-change your hiring process and don´t use assessments, you will pay the price through staff turnover.

The key to retaining talent is to be proactive. Know how each person is engaged and connected to his or her job roles and responsibilities.

Oddly, letting some individuals go can help you retain talent.

Why?

The presence of incompetent individuals can frustrate people who are doing their jobs well. Dedicated, capable individuals get perturbed when an organization permits incompetents to stay, such as a poor manager or someone who compromises the organization´s values.

Individuals change and grow. That might require shifting or expanding job responsibilities. But some talented individuals will quit because you promoted them to a level or area they don´t like. The assumption that everyone has the ambition to advance is incorrect. When people already like what they are doing, changing their job responsibilities could cause them to disengage and leave the company.

In spite of your best efforts, some people will desert your organization. Look at this as an excellent opportunity for hiring fresh blood—the chance to hire even more appropriate individuals!

CRG´s 3-Day Train-The-Trainer
Certification Workshop

Find out why CRG's Personal Style Indicator is preferred by over 80% of professionals who—once they attend this CRG workshop—no longer feel comfortable using alternates like MBTI, DiSC, or True Colors.

If you are a leader or an independent/internal professional developer desiring to make a difference in other people´s lives,
this event is for you!

Why?

To have credibility using our transformational resources with others, you must experience the power of our processes first-hand.

You will . . .

• Realize the key factors of why 80% of individuals dislike their job or work—from feelings of mild irritation to loathing—and what to do about it.
  
  
• Learn a simple yet powerful strategy to immediately accelerate others´ success.
  
  
• Become aware of how to instantly increase your credibility and effectiveness with others and how to teach others to do the same.
  
  
• Discover why over 85% of professionals prefer our assessments and switch from the competitions´ resources—and why CRG tools are far above all the others in the marketplace.
  
  
• Understand the importance of a holistic and congruent development model and how CRG´s family of 100+ resources fulfills this critical principle.
  
  
• Identify how to incorporate CRG resources to provide solutions for the people in your specific client group—to meet or exceed their needs.
  
  
• Know that by attending this event, you have instantly increased your value and your capabilities for serving your constituents.

. . . and much more.

You´re in Great Company with CRG!

Over the past 30 years, hundreds of thousands of people—in more than 20 countries and 8 langu—have already experienced The CRG Difference.

CRG´s resources have had the privilege of helping build and holistically Enrich People´s Lives—from individuals, families, educational institutions, and small businesses to large associations and Fortune 500 companies.

September 18, 19, 20, 2008
February 19, 20, 21, 2009

Space is Limited.

If you are interested in knowing more about this transformational program, please contact Carol.

Carol@crgleader.com Toll-Free in North America: 1-866-852-4347 International Clients: 604 852-0566

Download the TTT PDF!

The $1200.00 worth of materials included with the TTT and our Risk-Free Guarantee ensure you lose nothing and gain everything!

Take yourself and your organization to the next level.
Attend our TTT session!

Upcoming Events

Ken Keis Presents "Assess for Success" at the NACE (National Association of Colleges and Employers) Online Recruiter Conference

CRG´s Train-The-Trainer I

Ken Keis Presents "Assess for Success – Creating Greater Value in the Workplace" Advanced Administrative Professional´s Forum

Ken Keis Presents"Secrets to Building a Successful Speaking Business," National Speakers Association Fall Conference

CRG´s Train-The-Trainer I

What´s New?

After 3 years of work, the new CRG Website has launched!

Even though several beta testers have been through our new site, there is still the possibility that certain items require debugging.

Please . . . if you find any errors or difficulties in the new site, please contact CRG immediately. We will respond quickly to correct any programming errors.

Reminder: All previous Partner links to CRG banners or product images must be reloaded, due to the structure of the new site.

• Simply go to the Partner area to upload the new images and Partner links.

CRG President and CEO Ken Keis is available as a conference speaker and radio and TV guest—and for print interviews.

For the past 6 years, Ken has been rebuilding CRG and revising each of CRG´s 12 core assessments. With the assessment project now completed, Ken has time for speaking, training, and media events.

Since 1989, he has conducted over 2000 presentations and written over 2 million words of content. He has recently presented at career, HR, and leadership conferences across North America.

To see Ken in action, please click on the link below.
http://careerresourcegroup.com/?cat=15

Find out more about Ken´s topics and availability.
Contact Theresa at theresa@crgleader.com.

Two Positions Are Now Open at CRG

• You are a master at getting things done.
• You have a strong commitment to quality and detail.
• You are a team player.
• You have the values of loyalty, professional pride, and self-respect.
• You like to be part of a project that is making a difference in people´s lives around the globe.
• You are fluent in English, both written and spoken.

1. WEBMASTER/DESIGNER

This role is multidimensional with responsibilities that serve all aspects of business, including the following.

• The setup of operational systems for all Webmaster duties and responsibilities and keeping 16 sites updated
• Implementation of third-party applications, plug-ins and, software solutions such as LMS, Online Audio/Video Streaming, Community Software, SEO Strategies, Podcasting, and so on
• Implementation of SEO strategies for several Internet properties
• Ability to work with the development team to design and create user-interface solutions, including graphics for 16 sites
• Posting audio and video files online

Qualifications

• 3+ years of experience in similar roles and responsibilities
• Competence in all levels of technology, including mid-to-high-level programming skills and knowledge with PHP (including 5.0), MySQL, HTML, Flash, JavaScript, Webmaster Duties, Ajax, Online Security Protocols, and Linux
• Ability to work with the development team
• Knowledge of Linux system configuration, including mail server, database server, Apache server, and so on
• Expertise in the operation of Adobe Solutions and Internet Explorer
• Ability to implement SEO responsibilities with mid-level skills in XML, PhotoShop, Illustrator, Word, Excel, and PowerPoint
• Competency in audio editing (Sound Forge or Cool Edits) and video editing preferred

Work Schedule

• Full-time monthly salary or on contract
• Work schedule: 8:30 AM to 5:00 PM, Monday to Friday.
• Evening work, if site is down or errors occur. This is a mission-critical position.
• Salary commensurate with experience, background, and skills.
• Benefits package available

2. WEB PROGRAMMER

This role is multidimensional with responsibilities that serve all aspects of business, including the following.

• Accountability for technical operations and development of Web and internal operations
• The setup of operational systems for all online server protocols
• Management of the technical research, including finding and recommending third-party applications, plug-ins, and software solutions such as LMS, Online Audio/Video Streaming, Community Software, SEO Strategies, Podcasting, and so on
• Collaboration with our Senior Systems Architect to establish online security, online programming, and internal database integration
• The design, creation, and programming of online user-interface solutions for our proprietary online learning centers, including API deployment

Qualifications

• 3+ years of experience in similar roles and responsibilities
• Competence in all levels of technology. Mid-to-high level programming skills and knowledge in PHP (including 5.0), MySQL, HTML, Ajax, JavaScript, Database Schemas, Online Security Protocols, Linux, most online browsers, and server management
• Knowledge of API design, concept, and implementation
• Mid-level skills in Flash preferred

Work Schedule

• Full-time monthly salary or on contract
• Work schedule: 8:30 AM to 5:00 PM, Monday to Friday
• Evening work, if site is down or errors occur. This is a mission-critical position.
• Salary commensurate with experience, background, and skills
• Benefits package available

If you are interested in applying for either position, please email your résumé to eleanor@crgleader.com. Candidates selected for an interview will be contacted by CRG.

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