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<p>In my last post Transparency In Interviewing I discussed several things a good interviewer should do during an interview. This week I want to focus on things companies should do to attract quality talent. This article provides some ways your company can attract the talent you’re looking for <a href="http://www.smartrecruiters.com/blog/5-ways-you-are-scaring-away-potential-talent/" rel="nofollow">http://www.smartrecruiters.com/blog/5-ways-you-are-scaring-away-potential-tale

<p>1. More holidays – private industry doesn’t allow time off for the same holidays as the federal government 2. Cross-train &#8211; it will broaden and enhance the skill-set of all employees 3. Casual Friday &#8211; give employees a chance to “let their hair down” 4. Provide more leave – many companies only provide 10 days [&hellip;]</p>

<p>The New Year is here but are you well rested? With all of the activities you hosted or participated in during the holidays were you able to decompress from 2013? When you made your New Year’s resolutions did any of them involve taking better care of yourself and a work-life balance? The most important component [&hellip;]</p>

<p>It&#8217;s Thanksgiving, but our doors open at 8 p.m.! The public&#8217;s recoil at major retailer&#8217;s decisions to open on Thanksgiving Day is a perfect example of how employee disengagement has hit a new low. Infringing on people&#8217;s time with family and friends is a fast track to creating animosity between employer and employee. To me, [&hellip;]</p>

<p>One of the reasons employee engagement is a broad topic is that what engages one person won’t engage another person. Let’s take a look at a couple of instances in the NBA and NFL where employee engagement efforts actually resulted in positive ROI. Kevin Garnett (KG) of the Brooklyn Nets, formerly of the Boston Celtics [&hellip;]</p>

<p>When I started this series on employee engagement I intended to write three posts. But, while doing my research, I found there is so much information on this topic, three posts would not be sufficient to address all the important angles. One of the ways organizations assess employee engagement is by collecting and assessing analytics. [&hellip;]</p>

<p>Employee Engagement is a “not-so-new” trend in HR. Everywhere you turn, there is a new study, white paper, article, or blog post on employee engagement. Some of the research shows employee engagement is up and some shows employee engagement is down. Most of the information does neither. The majority of the information provides ways to [&hellip;]</p>

<p>In my next few posts, I’ll address the issue of employee loyalty: why employees aren’t loyal, what is employee engagement, and whether tracking employee engagement is useful. Earlier this year, someone told me that a potential supervisor implied if they promoted this individual they expected this individual to stay with the company out of loyalty [&hellip;]</p>

<p>In 2013 most people have a full schedule five to seven days a week. The hectic pace that most of us live at is not physically, mentally, or emotionally healthy. Many people don’t know when to slow down and take a break. It is difficult to take care of home (e.g. children and spouses) if [&hellip;]</p>

<p>From the outside looking in, the C-suite is a desirable place to work. However, the occupants of the C-suite have an enormous responsibility. Obtaining an office in the C-suite is a professional achievement that few accomplish. It takes years of hard work, dedication, and having laser focus. Once you’ve obtained an office in the C-suite, [&hellip;]</p>

<p>Communicating a message within an organization is not as simple as many make it to be. Getting your message across is vital to implementing any new plan or program. Don’t disregard any form of communication within your organization all of them are vital. You want to make sure you are utilizing all of the tools [&hellip;]</p>

<p>When filling a vacancy one of the biggest decisions managers have to make is whether to hire internally or externally. There are positives and negatives to both. More times than not employees are going to say hire internally. Management sees the big picture and has to make their decision based on what they see. One [&hellip;]</p>

<p>This post is for those of you that are looking for a job or as we used to call it “pounding the pavement”. Just like management you need to know exactly what you’re looking for. You need to have a list of non-negotiables. What must this job have in order for you to accept the [&hellip;]</p>

<p>The state or fitness level of your department, company or organization depends on how you view the environment and your employees. In order to create a healthy work environment you, as the manager, have to be clear of the type of environment you want. What type of personality do you have? Are you laid back, [&hellip;]</p>

<p>The name of this blog is Organizational Fitness or Org Fit as we like to call it.  In our bio we talked about having happy employees.  The name Org Fit is what we’re all about.  What shape is your company, organization, department or team in?  We are here to assist you in getting your organization [&hellip;]</p>

<p>I have been in the Human Resources (HR) field for the past 15 years; recruiting, labor relations, employee development, records management and personnel security.  I am currently a member of the Metro DC and Maryland chapters of the American Society of Training and Development (ASTD).  My varied experiences and length of time in HR have [&hellip;]</p>