In the last couple of days I have sat down with a couple of organisations to discuss certain roles (nothing new in that). BUT I was thinking how much time and effort people put into developing them and how useful they really are?
JD's is short for Job Descriptions!
Now I am sure there are many people (I admit I am not great) whom can draw up a great JD and that there are some great JD's out in the market, that explain the job, the daily tasks, the culture of organisation etc but my head tells me that there are many, many JD's that don't do justice to the organisation and the role. In fact it may turn people away because it is to long, to dull, doesn't really tell me much etc
So what can else can you do?
- Put a video up on YouTube or your website on what the office is like - shows people that you have appreciation of Social Media
- Do a job description via a Video upload - have the line manager talking about the role, the challenges involved, the people in his team, some of the projects their team have been involved in etc
- Be upfront on what daily tasks people will be doing (if the role involves spending 2-hours a day drawing Visio diagrams tell people, as what you don't want is people being surprised when they turn up to the interview to hear certain things or even worse when they have accepted the role and get surprised).
- Get some photos up on your website off some social events involving your staff - snapshot of culture
- Get people to 'pass a test' (it might be a programming test) before submitting their resume - gives people an impression on what is expected
On that note I should take note myself of what I am writing!!
Wednesday, September 16, 2009
Wednesday, July 15, 2009
Are we are a dying breed?
In the last 6-mths I have seen 'career recruiters' departing from the market which is possibly a sign of the times or it might be people making the call that IT recruitment isn't a career for them. For me it is all I know, so I need to be good at it otherwise I don't know what I would do.
It is certainly not an easy job or career but it is unbelievably rewarding and effectively we get paid to talk to people and to listen to people. We have the opportunity to meet some of New Zealand's most innovative and entrepreneurial IT people, help their organisations grow but also have the chance to better ourselves by seeing their behaviours and drivers.
For those that are willing to make it a career, it certainly becomes easier the more you deliver to your clients and soon you will be the only recruiter they call - that does far too easy, but it happens (is that sounding like Rachel Hunter).
It is certainly not an easy job or career but it is unbelievably rewarding and effectively we get paid to talk to people and to listen to people. We have the opportunity to meet some of New Zealand's most innovative and entrepreneurial IT people, help their organisations grow but also have the chance to better ourselves by seeing their behaviours and drivers.
For those that are willing to make it a career, it certainly becomes easier the more you deliver to your clients and soon you will be the only recruiter they call - that does far too easy, but it happens (is that sounding like Rachel Hunter).
Thursday, May 28, 2009
Doing it yourself!!
We are seeing a handful of organisations (largely government) looking to get staff themselves via internet and print based avenues. For certain roles this will absolutely work for certain roles (Helpdesk is one job that comes to mind) in this marketplace - but they will be swamped with applications (expect in excess of 100). But what we are seeing is that organisations will spend maybe four / six weeks going through a process and then coming out asking for help. My point is, I would hate to think how much time, effort, productivity and money has been wasted in that period.
An example comes to mind that occurred earlier this year which if they had asked themselves the hard question "are we best to do this" they would of saved a huge amount of time, saved some people getting highly stressed, saved some money and they would have had a person on sooner than what they did:
- A SOE needed to recruit a new role - strong response - seven people interviewed - none of the seven deemed appropriate - another ad on Trade Me and SEEK - another reasonable response - four people interviewed - none of the four deemed appropriate. Then we get a phone call and I wouldn't say it was the easiest role to fill, but what was needed was some headhunting - ringing some people whom were comfortable in their role and tempting them with an opportunity. This organisations approach was 'well there must be a lot of people looking for a job, we will be right', and they were correct on the quantity point, but not right when it came to the quality!
By no means am I absolutely against organisations watching costs in these market conditions, but all I ask is that they think seriously whether they are in the best position / have the best resource and know the people they need before commencing a process.
An example comes to mind that occurred earlier this year which if they had asked themselves the hard question "are we best to do this" they would of saved a huge amount of time, saved some people getting highly stressed, saved some money and they would have had a person on sooner than what they did:
- A SOE needed to recruit a new role - strong response - seven people interviewed - none of the seven deemed appropriate - another ad on Trade Me and SEEK - another reasonable response - four people interviewed - none of the four deemed appropriate. Then we get a phone call and I wouldn't say it was the easiest role to fill, but what was needed was some headhunting - ringing some people whom were comfortable in their role and tempting them with an opportunity. This organisations approach was 'well there must be a lot of people looking for a job, we will be right', and they were correct on the quantity point, but not right when it came to the quality!
By no means am I absolutely against organisations watching costs in these market conditions, but all I ask is that they think seriously whether they are in the best position / have the best resource and know the people they need before commencing a process.
Sunday, March 22, 2009
Recruiting Blind
In some instances we get put into a situation where we have to work off a JD, without a conversation or a meeting with the line / hiring manager. I have seen it happen with our team at 920. There are many reasons why a lot of the times it certainly makes the task at hand even harder:
- It is great to hear it from 'the horses mouth' why this is such a great role
- We can talk to people about the type of person they will be reporting too - this may persuade or dissuade individuals (either way it helps)
- A JD doesn't necessary tell you the top three 'absolute must have's'
- A JD doesn't talk about the the key projects that lay ahead for the person and what benefits being involved will have for them
From a line / hiring managers point of view a 15 / 20 minute investment is certainly going to assist as if not you may receive profiles which for whatever reason doesn't match your needs. My advice - make the small investment and save yourself some time and pain in the future.
- It is great to hear it from 'the horses mouth' why this is such a great role
- We can talk to people about the type of person they will be reporting too - this may persuade or dissuade individuals (either way it helps)
- A JD doesn't necessary tell you the top three 'absolute must have's'
- A JD doesn't talk about the the key projects that lay ahead for the person and what benefits being involved will have for them
From a line / hiring managers point of view a 15 / 20 minute investment is certainly going to assist as if not you may receive profiles which for whatever reason doesn't match your needs. My advice - make the small investment and save yourself some time and pain in the future.
Flying Qantas
NEVER AGAIN
I had a rather average experience last Wednesday flying to Auckland on Wednesday and then returning to Wellington that night. Firstly I arrive at the Wgtn Airport and was told the 7am flight was cancelled (without even a sorry). They did get me on a 7.30am flight on Air NZ.
In between meetings I get a txt saying my 6pm flight back to Wgtn 'now maybe delayed until 7.30pm' which was a pain but not unbearable. I get out of my last meeting at 5.15pm and there is another txt saying my flight is now at 9pm. I won't repeat what I said. I get to the airport and checked in. No real sorry, the lady didn't seemed to care and I had to ask to see if there was anything like a meal voucher. After a glance back at me they gave me a $10 dollar meal voucher (thanks).
I decide to go and enquire at Air NZ to see what price they have for a seat on their 7.30pm. It was $260 so thought best I sit and wait. The evening gets better. We hop on the place at 8.45am and for some reason we wait an hour in the actual plane before we take off - no reason given, no announcement from the pilot. What a horrible customer service experience
I had a rather average experience last Wednesday flying to Auckland on Wednesday and then returning to Wellington that night. Firstly I arrive at the Wgtn Airport and was told the 7am flight was cancelled (without even a sorry). They did get me on a 7.30am flight on Air NZ.
In between meetings I get a txt saying my 6pm flight back to Wgtn 'now maybe delayed until 7.30pm' which was a pain but not unbearable. I get out of my last meeting at 5.15pm and there is another txt saying my flight is now at 9pm. I won't repeat what I said. I get to the airport and checked in. No real sorry, the lady didn't seemed to care and I had to ask to see if there was anything like a meal voucher. After a glance back at me they gave me a $10 dollar meal voucher (thanks).
I decide to go and enquire at Air NZ to see what price they have for a seat on their 7.30pm. It was $260 so thought best I sit and wait. The evening gets better. We hop on the place at 8.45am and for some reason we wait an hour in the actual plane before we take off - no reason given, no announcement from the pilot. What a horrible customer service experience
Friday, February 20, 2009
Tom Peters and The Results Group
One of the two in the blog title certainly was worth going to see. Tom is a 66-year old guy with big energy, simple ideas and is an amazing story teller. The Results Group well - there are a few words I want to use but probably won't. I think they see themselves as "Business Coaches", but it wouldn't surprise me if many of these guys battled to get a job doing anything, got some 'business coaching' and then started coaching!
Back to Tom - he told a great Nelson Mandela story on how Nelson Mandela was able to get his way via his disposition and his smile, but while in a South African jail he couldn't click with the Head of the jail. So each time he went to meet with this guy to discuss the possibility of him leaving it was always a 'no'. So he did some research on this Africans chap and found out that he was a Rugby nut, so Nelson Mandela for the next 6-mths studied and learnt Rugby. He managed to find out which team this chap supported, who he played for when he played etc.
The next meeting between Nelson Mandela and the Head of the Jail was going as it normally did - poorly. He waited until 10-minutes into the conversation before mentioning what happened in the latest South African provincial game that this guy team played in. Nelson Mandela talked about the key moments in the game, made comment on the referee etc. Nelson Mandela had this guy. From that moment onwards the relationship changed and Nelson Mandela got treated like royalty while in this Jail and eventually got released.
A little long winded but it smacks of great planning and research - something that is sometimes missing in the Recruitment game. It isn't overly hard hop on Linkedin and find the candidate you are going to interview, the client you are about to meet etc
One last thing from Tom Peters - well it is actually from Wayne Gretzsky - "You will miss 100% of the shots you don't take" - I love this attitude and thinking
Check out more from Tom Peters on www.tompeters.com
Back to Tom - he told a great Nelson Mandela story on how Nelson Mandela was able to get his way via his disposition and his smile, but while in a South African jail he couldn't click with the Head of the jail. So each time he went to meet with this guy to discuss the possibility of him leaving it was always a 'no'. So he did some research on this Africans chap and found out that he was a Rugby nut, so Nelson Mandela for the next 6-mths studied and learnt Rugby. He managed to find out which team this chap supported, who he played for when he played etc.
The next meeting between Nelson Mandela and the Head of the Jail was going as it normally did - poorly. He waited until 10-minutes into the conversation before mentioning what happened in the latest South African provincial game that this guy team played in. Nelson Mandela talked about the key moments in the game, made comment on the referee etc. Nelson Mandela had this guy. From that moment onwards the relationship changed and Nelson Mandela got treated like royalty while in this Jail and eventually got released.
A little long winded but it smacks of great planning and research - something that is sometimes missing in the Recruitment game. It isn't overly hard hop on Linkedin and find the candidate you are going to interview, the client you are about to meet etc
One last thing from Tom Peters - well it is actually from Wayne Gretzsky - "You will miss 100% of the shots you don't take" - I love this attitude and thinking
Check out more from Tom Peters on www.tompeters.com
2009 - Charlotte Niamh Masters
On January 4 2009 our second little Princess was born in Wellington Hospital. It is now coming up seven weeks and the last few weeks have certainly been harder than we thought. Having two under two certainly has it's challenges. Last night Grace stayed with the Turners and having one child to look after certainly was a breeze. Anyway enough of me ranting, many people have it a tougher than what we have it and it makes it all worthwhile when we get a cute little smile from Princess Charlotte
Sunday, December 21, 2008
2009 - India comes to NZ
Now I know this is nothing new but I can see the likes of HCL, Infosys, Satyam and even though smaller Indian organisations doing more and more in the NZ marketplace in 2009.
From conversations I have had in the last two to four weeks it seems that organisations that historically would not entertain such agreements are entering into conversations to get additional information from such suppliers. Even the small software development shops whom develop off-the-shelf type app's are looking at such possibilities.
There have success stories and then there has been stories which make you cringe about outsourcing to India. From what I can ascertain on 'what works', it is key to get some key resource out to NZ to meet the appropriate people, understand the systems, mingle and do some initial work on the product / system and then go back to India where the actual 'do-ers' can do their stuff (for $25 an hour).
BUT I will finish saying that 'it is hard to beat walking over or yelling out to a colleague asking for advice or clarification'! It is amazing what gets lost during many conversations or translations!
From conversations I have had in the last two to four weeks it seems that organisations that historically would not entertain such agreements are entering into conversations to get additional information from such suppliers. Even the small software development shops whom develop off-the-shelf type app's are looking at such possibilities.
There have success stories and then there has been stories which make you cringe about outsourcing to India. From what I can ascertain on 'what works', it is key to get some key resource out to NZ to meet the appropriate people, understand the systems, mingle and do some initial work on the product / system and then go back to India where the actual 'do-ers' can do their stuff (for $25 an hour).
BUT I will finish saying that 'it is hard to beat walking over or yelling out to a colleague asking for advice or clarification'! It is amazing what gets lost during many conversations or translations!
Thursday, December 18, 2008
Recruiting in Auckland & Wellington before Xmas
An observation that I have seen in the last 6-weeks is that there is noticeable difference between Hiring Managers in Auckland and Wellington.
Wellington - Managers want to make decisions before Xmas and I quote "I’ll hire the right person (if you can find them for me) this side of Xmas" - even Government departments are making decisions before Xmas
Auckland - "we won't have time to get things done so we will hold off making any decisions until late January".
Don't you love recruiting in Wellington!!!
Wellington - Managers want to make decisions before Xmas and I quote "I’ll hire the right person (if you can find them for me) this side of Xmas" - even Government departments are making decisions before Xmas
Auckland - "we won't have time to get things done so we will hold off making any decisions until late January".
Don't you love recruiting in Wellington!!!
Friday, November 14, 2008
IT Project Management Specialists - Who are they?
Earlier in the week I was having a Coffee with an ex CIO of a relatively large New Zealand bank and the conversation got onto the topic of naming the Top 3 Project Management Services firms. Effectively those organisations whom purely specialise in providing Project Management services to external parties (this might services on setting up a PMO, introducing Project Management methodologies / principles etc).
There are many out in the marketplace that have this as an offering but certainly have it as their absolute specialisation. One that came to mind was Project Plus (a Wellington based outfit whom do some great work), but it was certainly a battle to name my "Top 3".
Many clients use the big vendors for such services, but it does put a smile on my face when they (vendors) come to agencies for people and then throw a rather large margin on the contractor and ship them off to a client. Why doesn't the end user simply come out to the market place and save themselves considerable money? I do know the answer - obviously when they engage a Services firm there is a little more responsiblity and accountability on the Services firm as the person will come with their 'rubberstamp' and will use their methodologies etc. Where if they engage a contractor directly from an agency due to 99% of agencies being 'labour hire' oriented organisations they don't get that same level of accountability.
Anyway feel free to comment on who you think are other well regarded specialist IT Project Management organisations!
There are many out in the marketplace that have this as an offering but certainly have it as their absolute specialisation. One that came to mind was Project Plus (a Wellington based outfit whom do some great work), but it was certainly a battle to name my "Top 3".
Many clients use the big vendors for such services, but it does put a smile on my face when they (vendors) come to agencies for people and then throw a rather large margin on the contractor and ship them off to a client. Why doesn't the end user simply come out to the market place and save themselves considerable money? I do know the answer - obviously when they engage a Services firm there is a little more responsiblity and accountability on the Services firm as the person will come with their 'rubberstamp' and will use their methodologies etc. Where if they engage a contractor directly from an agency due to 99% of agencies being 'labour hire' oriented organisations they don't get that same level of accountability.
Anyway feel free to comment on who you think are other well regarded specialist IT Project Management organisations!
Saturday, October 11, 2008
Scottish Humour
Please note that the language in this radio prank is rather rich, BUT is one of the funniest radio pranks I have heard.
http://www.youtube.com/watch?v=InF9B3rParg
P.S. It isn't recruitment related
http://www.youtube.com/watch?v=InF9B3rParg
P.S. It isn't recruitment related
The return of Azimuth Consulting?
I read on www.itbrief.co.nz earlier in the week where Azimuth had one a contract to redo the www.gets.govt.nz website (it certain is in need of a revamp as it certainly isn't user friendly).
When I first moved into the IT Recruitment world at Eden Brown, Azimuth was the shining light in the 'management consulting world'. They had the plush offices in the BNZ Centre and were hiring like mad. From memory they were sending people to the Philippines for big Telco related contracts, hiring people via the phone from the UK and paying very good salaries.
Then I think the wheels came off and work dried up, some big projects didn't go as well as they should have and people got tired of travelling throughout Asia for assignments. In saying that I am pleased to see that they have bounced back and winning more local work as they were a client who I enjoyed working with.
I watch with interest what actual field they intend to specialise in
When I first moved into the IT Recruitment world at Eden Brown, Azimuth was the shining light in the 'management consulting world'. They had the plush offices in the BNZ Centre and were hiring like mad. From memory they were sending people to the Philippines for big Telco related contracts, hiring people via the phone from the UK and paying very good salaries.
Then I think the wheels came off and work dried up, some big projects didn't go as well as they should have and people got tired of travelling throughout Asia for assignments. In saying that I am pleased to see that they have bounced back and winning more local work as they were a client who I enjoyed working with.
I watch with interest what actual field they intend to specialise in
Saturday, September 20, 2008
Software Freedom Day
Today I popped my head into the Software Freedom Day - www.softwarefreedomday.org.nz and it was fair to say there weren't a lot of Microsoft fans attending! I was only there for around 15-mins but somehow got engaged in a conversation about this open source CRM called SugarCRM. Unfortunately for me, but probably fortunately for the two other guys I wasn't able to really contribute to the conversation apart from asking some pretty basic questions on it.
I did pick up from my 15-mins that there weren't many people from say Microsoft NZ or other Microsoft shops such as Intergen attending or advertising. The 920 stand and 920 posters were in full flight which was pleasing.
There were many remarks about the SUN Microsystems T-Shirts and how many of them were XXL in size - most of the people I saw were rather skinny white guys, hence there were a huge amount of T-Shirts still lying around.
It was pity we don't have a huge amount of Linux Administration or Ruby on Rails positions going as we would of been in heaven at this event. I believe there was over 200 people that had attended so a good job done by the organising committee.
One other thing that the event highlighted was that there is very, very strong and passionate open source community in Wellington!
I did pick up from my 15-mins that there weren't many people from say Microsoft NZ or other Microsoft shops such as Intergen attending or advertising. The 920 stand and 920 posters were in full flight which was pleasing.
There were many remarks about the SUN Microsystems T-Shirts and how many of them were XXL in size - most of the people I saw were rather skinny white guys, hence there were a huge amount of T-Shirts still lying around.
It was pity we don't have a huge amount of Linux Administration or Ruby on Rails positions going as we would of been in heaven at this event. I believe there was over 200 people that had attended so a good job done by the organising committee.
One other thing that the event highlighted was that there is very, very strong and passionate open source community in Wellington!
Monday, August 18, 2008
TV as a Recruitment Sourcing Tool
There is probably a bloody good reason why it is not being used(possibly due to the cost), but why aren't agencies or even companies using Television to push key positions or an organisatons brand?
I am going to show my ignorance as I don't have an appreciation of what a 20 second advert on primetime TV is worth but for a key position such as a CFO, CEO or CIO it would be extremely interesting to see what results would come. I know that Absolute IT did some advertising around two or three years ago when they promoted their 12-mth gaurantee for placements that were made on a retained basis at 19%. I know that we at Ninetwenty have talked about using TV to promote a particular campaign but due to the timeframes were we given it didn't happen (that is probably another reason why it might be difficult - timeframes involved).
Thinking about it further I am not sure if people would actively respond to a TV ad promoting a job, unless it was for an extremely rear job (possibly CEO of Adidas NZ or when TVNZ seeks a new Sports Reporter for the news at 6 o'clock).
I do know that this type of sourcing strategy does occur in some countries but like I said earlier price could be an issue in little old NZ?
I am going to show my ignorance as I don't have an appreciation of what a 20 second advert on primetime TV is worth but for a key position such as a CFO, CEO or CIO it would be extremely interesting to see what results would come. I know that Absolute IT did some advertising around two or three years ago when they promoted their 12-mth gaurantee for placements that were made on a retained basis at 19%. I know that we at Ninetwenty have talked about using TV to promote a particular campaign but due to the timeframes were we given it didn't happen (that is probably another reason why it might be difficult - timeframes involved).
Thinking about it further I am not sure if people would actively respond to a TV ad promoting a job, unless it was for an extremely rear job (possibly CEO of Adidas NZ or when TVNZ seeks a new Sports Reporter for the news at 6 o'clock).
I do know that this type of sourcing strategy does occur in some countries but like I said earlier price could be an issue in little old NZ?
Friday, July 18, 2008
A Latte or a Flat White? A Double or Single Shot? The Cost is....
I do love a good Latte and don't mind paying a reasonable price for one.
What I do find interesting is when you go to a Cafe where all Flat White's / Latte's are a double shot and you might ask for a single shot, but there is no discount in the price.
For those who order Long Blacks and ask for a 'triple shot' I guarantee their is a cost for the additional shot of Coffee, so why don't Cafes reduce the price for single shots?
What I do find interesting is when you go to a Cafe where all Flat White's / Latte's are a double shot and you might ask for a single shot, but there is no discount in the price.
For those who order Long Blacks and ask for a 'triple shot' I guarantee their is a cost for the additional shot of Coffee, so why don't Cafes reduce the price for single shots?
Saturday, July 12, 2008
Did Vodafone plant a "body"
Correct me if I am wrong but I was sure I saw a news article where Vodafone "planted" a guy into the line to buy the new iPhone - in fact he was first in line, which led to hype and news coverage , heightening the 'drama' and 'excitement' regarding the phone.
Some might say 'what a great marketing ploy' and it was, if it is true, but what is starting to rub me up the wrong way is that this, along with other things is starting to turn me away from the brand. The fact that we (Ninetwenty) are a current Vodafone business customer and the service we receive is horrible (Account Managers not returning phone calls or e-mails and broken promises).
Some might say 'what a great marketing ploy' and it was, if it is true, but what is starting to rub me up the wrong way is that this, along with other things is starting to turn me away from the brand. The fact that we (Ninetwenty) are a current Vodafone business customer and the service we receive is horrible (Account Managers not returning phone calls or e-mails and broken promises).
Sunday, June 1, 2008
The EDS and HP Merger
I am curious what this is going to do on a local front. Whether it is going to mean it is only going to get tougher for other vendors like the Fujitsu's, Datacom's, Unisys's etc or whether in fact it is going to open up opportunities for them?
If EDS and HP can keep the local "look" and "feel" they should be OK, but if they over complicate things, I imagine clients and customers will simply be saying to themselves 'this is to hard', I want to work with an organisation that can keep things simple.
I caught up with an HP staff member about two weeks ago at a local networking event and the feeling was that it did come as a shock and that even though it would take a while to bed down the new structure, they felt there was a lot of nervousness in certain areas (loss of jobs).
I remember talking to a couple of senior managers from HP when the HP and Compaq sale occurred and even after 18-mths since the two entities became one there was still a real "red side" and a "blue side" to the organisation which they didn't really enjoy.
Given the current shortage in the IT & T marketplace I imagine recruiters will be keen to see what will happen and the odd additional person coming onto the marketplace won't be a bad thing.
If EDS and HP can keep the local "look" and "feel" they should be OK, but if they over complicate things, I imagine clients and customers will simply be saying to themselves 'this is to hard', I want to work with an organisation that can keep things simple.
I caught up with an HP staff member about two weeks ago at a local networking event and the feeling was that it did come as a shock and that even though it would take a while to bed down the new structure, they felt there was a lot of nervousness in certain areas (loss of jobs).
I remember talking to a couple of senior managers from HP when the HP and Compaq sale occurred and even after 18-mths since the two entities became one there was still a real "red side" and a "blue side" to the organisation which they didn't really enjoy.
Given the current shortage in the IT & T marketplace I imagine recruiters will be keen to see what will happen and the odd additional person coming onto the marketplace won't be a bad thing.
Monday, May 12, 2008
Blogging Advice
Can someone pass on some advice to a learner blogger on the following please:
- Is there a 'counter' that I can download or 'bolt on' to my blog to measure traffic? FYI - my blog is created through a blogger account
- What is the best way to increase your SEO, is it by 'linking' to other sites or by making comments and refering to your site - in an ethical way of course, rather than just spamming? Any comments or hints would be welcome.
Thanks
Nathan
- Is there a 'counter' that I can download or 'bolt on' to my blog to measure traffic? FYI - my blog is created through a blogger account
- What is the best way to increase your SEO, is it by 'linking' to other sites or by making comments and refering to your site - in an ethical way of course, rather than just spamming? Any comments or hints would be welcome.
Thanks
Nathan
Saturday, April 26, 2008
Opportunity Missed by Employers / Managers?
The Top 10 of the "Who is NZ's IT Rockstar" have been chosen - check out www.itrockstar.co.nz for more information.
While we had a great response to the competition and many nominations I was dissapointed that not as many managers or employers got involved and made nominations for some of their staff. Here was a perfect chance for a manager to do so, it would of cost them nothing (apart from 4 or 5 minutes of their time) and it would of shown their employee "hey my manager thinks I am a bit special".
I can hear the arguement brewing around 'our team make us a great operation not just one person' which is true but I would hope people are not that petty about not being nominated. Managers or employers didn't need to single out their highest paid or most technical person - all we wanted was a good story.
While we had a great response to the competition and many nominations I was dissapointed that not as many managers or employers got involved and made nominations for some of their staff. Here was a perfect chance for a manager to do so, it would of cost them nothing (apart from 4 or 5 minutes of their time) and it would of shown their employee "hey my manager thinks I am a bit special".
I can hear the arguement brewing around 'our team make us a great operation not just one person' which is true but I would hope people are not that petty about not being nominated. Managers or employers didn't need to single out their highest paid or most technical person - all we wanted was a good story.
Friday, April 11, 2008
Subscribe to:
Posts (Atom)
