Welcome to the October 6, 2004 issue of The Total View

Published by Success Performance Solutions, Written by Ira S. Wolfe

How to hire and manage High Motivation Employees!  Don't miss out.  Register today for CriteriaOne®, a comprehensive competency-based selection and performance management system.  CriteriaOne is the solution being used by small businesses with as few as 2 employees and Fortune 1000s with over 100,000.  Success Performance Solutions offers a three-day CriteriaOne train-the-trainer program for human resource professionals, hiring managers, business owners, and consultants. The next training is scheduled for November 3 - 5, 2004 in Lancaster PA. Register early and save $500 and bring a 2nd person at no additional cost.   Register online or call 717.656.4632. For more information, visit CriteriaOne Train-the-Trainer.

What's Inside

1. Businesses ask "Where's The Talent?" - You don't want to miss the 2004 Job Fair Survey results

2. Perfect Labor Storm Alerts #261 to #265

3. Tips You Can Use - Introducting CoachView Assessment

4. For the 1st time! The Complete Manager's Pocket Guide Library

5. Recommended Websites

6 . Take the Age Test

7.  Over 250 Supervisors Have Attended Managing to Excel Workshops

8 . Fall Workshop and Speaking Schedule

9 . You don't need a huge budget and staff to hire the best employees

10 . Thousands of Small Business Owner Now Build High Motivation Teams Who Never Thought They Could

1. Businesses ask "Where's the Talent?"

Approximately 60 representatives from business and industry ranging from manufacturing to healthcare participated in the 2004 Lancaster (PA) Chamber of Commerce Job Fair. Their shared goal was to attract the best and brightest to work for their respective companies. In the course of the day-long event, several hundred resumes and applications changed hands. Questions were asked and answered. At the end of the day, the recruiters asked one overriding question: "Where's the talent?"

Nearly 1000 people showed up for the job fair. The recruiters manned their booths, looking out at lines of job seekers. Here's what they saw. Body piercings, tattoos, tank tops, short skirts, jeans-baggy or tight-exposing the proverbial "plumber's crack", midriff-exposing tops and shirts. Sure, there was a smattering of business suits in the crowd, but casually attired interviewees outnumbered those dressed conservatively by the dozens. One vendor quipped he saw more skin that day than he had the previous week in Las Vegas.

What's obvious, other than exposed skin, is the changing attitude of job seekers. After decades of adhering to the unwavering dictate that dressing professionally makes that critical positive first impression, today's applicant seems unconcerned about how he or she appears to a recruiter. These recruiters saw a disappointing group of potential employees.

Here's the reality. Whether it's changing times or a blasé attitude, employers must recognize, like it or not, these people represent today's workforce.

Now, another reality check. In addition to recent graduates and those who are unemployed, almost half the attendees were currently employed and looking for new opportunities. I know this because I have conducted surveys at this particular job fair for the past three years. This year, 564 job seekers completed the questionnaire. Forty percent of respondents want to change jobs.

These responses confirm what I describe in my book, The Perfect Labor Storm. I predict a series of demographic, socio-economic, and technological changes plus a trend toward globalization will create an American workforce crisis. The result will be a worker gap, a skills gap, and a wage gap that will threaten the U.S. employer's ability to compete and be profitable.

To solve this problem, many employers will simply hire talent away from competitors. My job fair survey results show this may be easy to accomplish. Consider these figures. More than 65 percent of the employed job seekers report dissatisfaction with their current jobs. When asked about the likelihood of working for the same company two years from now, one of out five in the 27 to 34 age group agreed. Twenty-seven percent of the 35 to 44 age group and 36 percent of the 45 to 54 age group believe they will accept a new position in the next two years.

Listen to the wake-up call. The brain-drain is starting.

There's more. Employers face challenges attracting the best talent and retaining them. More than one-third of the respondents want better pay. The exception is the 45 to 54 age group who look for job security and health care benefits. This group represents the keystone segment of a workforce that has particular company knowledge and skill sets to manage effectively. When they walk, companies suffer.

Once again, health care benefits rank high, No. 2, in the reason why respondents seek out jobs. Those in the 35-44 age group also seek career advancement opportunities. Respondents aged 45 to 54 want flexibility.

These trends pose considerable challenges for business managers. Employers currently attempt to reduce contributions for health care benefits. Is it possible the demand for talent will force employers to rethink this position?

Now you understand the rub. As employers look to grow business opportunities and increase profits, the employees they need to make this happen will be demanding more pay, more benefits, and more flexibility.

It's not all about money. Experts may suggest paying top dollar for top talent is a wise investment. In spite of the ring of truth, the survey results show respondents may not have what it takes to deliver top-dollar performance. Fewer than half of the over-age-26 group seekers report excellent skills at solving large complex problems and handling stress. Even fewer believe they understand how a business operates and makes money.

Less than 39 percent of respondents rated computer skills, a basic competency in today's job market, as above average or higher. Approximately 44 percent of respondents gave a weak rating for ability to use the Internet and e-mail. Remember, all these respondents are actively looking for jobs. It's reasonable to assume that responses may have inflated or over-stated skill levels. If that's true, the situation is even more distressing.

As employers look for skilled workers and skilled workers seek better jobs, the twain might eventually meet. The sad truth is the painfully apparent realization that that those moments may be fleeting. Most job-related scenarios won't end happily unless organizations actively look to restore stability and improve productivity. That means managing performance. And, managing performance requires the right metrics.

The metrics aren't there. Organizations continuously hunt for relevant industry and region benchmarks. The evidence is in a recent study conducted to identify the costs and efficacy of recruiting employees. Although nearly 2400 organizations submitted data, only 1007 submitted complete and usable information. More than half the organizations did not have the metrics to compile meaningful reports.

Management by trial and error-let's hire this person and see if it works-is a dated concept. Keen competition means the cost of one bad hiring decision or one lost customer may break a company. To survive the Perfect Labor Storm, every organization must do at least these things: create a company culture that attracts and retains the right talent; provide competitive wages and benefits that satisfies cross-generational needs; continually boost productivity to offset skyrocketing wages, pension and health care costs; respond to increasing demands for flexibility and work-life balance; train and develop management teams; re-train older workers to deliver products and service; and measure, measure, and measure performance.

To receive a FREE copy of the results, click on the 2004 SPS "I Want a New Job" Survey. Then check your email for the link.

2.  Perfect Labor Storm Alerts #261 to #265

Suffering from excessive workloads and stress on the job, health services workers ready to jump ship.

Fact #261: One-fourth of health services workers plan to change jobs by February 2005.
(Source: careerbuilders.com survey)

Fact #262: Sixteen percent of health services workers search for a new job on a weekly basis.
(Source: careerbuilders.com survey)

Fact #263: Thirty-three percent of health care workers are looking for stability in their next job, followed by fairness at 12 percent. (Source: careerbuilders.com survey)

Fact #264: The top three factors motivating job changes for health services workers are better compensation, more career advancement opportunities and improved work-life balance.
(Source: careerbuilders.com survey)

Fact #265: 11 percent of health services workers stay at their current employer for benefits while 10 percent say it is due to the fear of the unknown. (Source: careerbuilders.com survey)

Do you sit on a program committee for your local civic, business or professional association?   "The Perfect Labor Storm" is the perfect topic for meetings, conferences and keynotes.  Schedule Ira Wolfe today.  Find out what's ahead in employment trends and how it will affect career opportunitues, education, quality of life issues and more.  Call 717.656.4632 for more information.

Listen to The Perfect Labor Storm - live at the 2003 PA Chamber HR Conference

Don't be caught in storm without all the facts. "The Perfect Labor Storm Fact Book: Why Worker Shortages Won't Go Away" is a must-read leading edge forecast that predicts workforce trends for decades to come. Order your copy today - $7.95 includes no shipping costs for limited time only.

3.  Tips You Can Use

Introducing CoachView Assessment

The CoachView Assessment provides managers and coaches with an accurate, valid and reliable assessment tool that is superior to current assessment products in the marketplace.

The CoachView program is simple to use.  It is web-based and provides a personalized report for the individual and the manager/coach, including coaching tips.  The ICES Plus Assessment is the cornerstone of a number of established and respected employment and vocational assessments including the TotalView Assessment System. Those products have been used to assess more than one million people in North America alone.

To view a sample CoachView Manager/Coach and Client report, click here.

4. The Complete Manager's Pocket Guide Library

Today's busy leaders and knowledge workers are looking for informative, to the point self-study resources that will answer questions, stimulate new thinking and help solve problems.

These management development pocket guides are ideal for self-directed learning, training and coaching workers, corporate universities, or to use in seminars and workships.

Each guide covers an important topic such as managing generations, mentoring, creativity, project management, knowledge management or strategies for handling people issues such as conflict management, sexual harassment and performance.

Order the complete library of these 32 best selling Manager's Pocket Guides for only $279 - that's like getting 5 books free, a savings of $39. 

Order the Manager's Pocket Guide Library for Management Development today.

Plus this bonus!  We'll include a copy of "Understanding Business Values and Motivators"

at nor additional charge, a $12.95 value.

5.  Recommended Websites

Whether you are a bored, burned out baby boomer, a recent grad in search of your first job, or a manager looking for reliable tools to identify your next superstar..........CriteriaOne DISC, Business Values and Motivators, TotalView Assessments, and CoachView are perfect solutions. Learn more at Career Assessment Tests.

A solution offered by many economists, futurists and consultants to reduce shortages of skilled workers is to retain older workers longer. The participation of a large proportion of people over 65 in the workforce assumes that most will be healthy enough to coninue working. But the United States has the lowest healthy life expectancy among industrialized nations. To read more, go to Stressed Out At Work.

6.  Take the Age Test

1. Name the four Beatles.

2. Finish the line: "Lions and Tigers and Bears, ____ ____!"

3. Hey Kids, what time is it?

4. What do M & M's do?

5. What helps build strong bodies 12 ways?

6. Long before he was Mohammed Ali, we knew him as ________ _____.

7. You'll wonder where the yellow went, ______ ____ _______ ______ ______ ____ ____________.

8. Before his role as Skipper's little buddy, we knew Bob Denver as Dobie's best friend __________ __ _______.

9. Brylcream, _____ _____ _____ ___ ___.

10. Bob Dylan advised us to never trust anyone over __.

Click here for Answers to the Age Test.

No doubt about it.  The newest diversity issue in the workplace is age diversity. Many organizations have finally figured out how to recruit young talent only to watch them drive down a collision course with seasoned employees over issues like work ethic, respect for authority, dress code and every work arrangement imaginable. To learn what you can do about dealing with Generational Conflicts, see "Managing the Generation Mix" above.

7. Over 250 Supervisors Have Attended Managing to Excel Workshops

Ever since Success Performance Solutions introduced Managing to Excel in 2002, Central PA supervisors and managers have been learning and developing proficiency in the twelve competencies that highly effective managers and supervisors have that average performers don't. 

To read more about Managing to Excel, visit Managing to Excel - Management Competency Workshops.

Managing to Excel is also available for purchase by in-house trainers and human resource professionals.  The per participant cost per program is as low as $20!

8.  Fall 2004 Workshop and Speaking Schedule
Just announced! Ira will be a presenter at the 2005 International Builders Show in Orlando, FL at the end of January. Watch for more details.

November 3 - 5, 2004 - The Most Reliable Hiring and Performance Management System Ever Used - CriteriaOne Train-the-Trainer. Competency ID, 3 Personality Assessments, Behavioral Interviewing and more.

9. You don't need a huge budget and staff to hire the best employees

Eliminate The Hassles and Headaches Associated With Screening Candidate with Total APS.

The Total Applicant Processing System enables the small and medium sized employer to do online recruiting and screen applicants with customizable and scorable filtering questions with a click of the mouse.

Use Total APS to recruit and screen applicants for your next job opening.

10. Wondering if you have the right people on your team?

Everyone wants to build the High Motivation Employee Team. Do it with team building activities packaged exclusively for small businesses and home businesses.

Contact Information:
Success Performance Solutions 2481 New Holland Pike, Suite 2, Lancaster, PA 17601

email: tv@super-solutions.com
voice: 717.656.4632
web: http://www.super-solutions.com

To learn more about Success Performance Solutions or read back issues of The Total View, stop by our website at www.super-solutions.com.

Order your personal copy of Understanding Business Values and Motivators.


Order your personal copy of The Perfect Labor Storm


Ira S. Wolfe. 2004 - All Rights Reserved. Reprints and other distribution by permission only.

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