Performance Management

Getting hired hasn’t been a problem for me, nor do I foresee it becoming one in the future. Saying that may surprise many people,...

By Bill J. Bonnstetter JOB TALK Knowledge a person needs, Personal attributes required to drive success, Rewards for superior...

By: John Kurzatkowski. I currently work with Margaret at KeenHire as a Sr. Recruitment Consultant, and wanted to share with you a bit...

How much can we learn about someone from a test? As it turns out, quite a bit! However, the process involves much more than simply asking...

I can see every Manager I know wincing with anticipation. No one likes to give performance reviews. Why is that? Some say it is because...

Join Margaret Graziano and the Northern California Human Resource Association this Friday at 10:00 a.m. for a fabulous, informative and...

When you have to do more with less, hiring virtual employees could be the perfect solution, just remember to Choose those virtual team...

HR Executive Forum – Silicon Valley –January 2011 Our intention is to create a transformational Executive Retreat at StillHeart Institute...

Staying Power The keys to maximizing the value of your company are the people inside. The Problem One of the sole competitive advantages...

Media from the Wall Street Journal to CNN, and CEOs with whom I’ve spoken, agree that one of the top strategic initiatives of many...

The focus of this article is about Recruitment Process Outsourcing versus Recruitment Process In Sourcing. Many companies are looking for...

Workforce Performance Management, how does a company maximize their return on their people investments? If you read my blog you know my...

It is January 26th, Have you Set your 2010 Goals and Action Plans yet? Here is a quick overview of the process that Keen Coaching...

Poor hiring decisions are costly mistakes that can range from 150% to 300% of an employee’s base salary. Financial losses include...

As the landscape of doing business shifts, as off shoring and outsourcing become more prevalent in a companies quest to be lean and mean,...

Your Goal: Place Difference Makers and pave the way to your clients Succession Plan Step 1 – Attract the Right Candidate Rope them IN! (Short and sweet – remember you are always to be selling) – Whether you are or you are not advertising, pre-create your job pitch and have everyone on the team read and be able to recite it. As you create it – speak to the perfect listener; sell Jill Brown through Jill Brown’s eyes. In the case of sales, if you want a high Dominant person, us