It’s human nature in the work environment to loosen up a bit when the boss is not around.  To be fair, most employees do their job effectively whether or not the boss is around.  Most people strive to do their very best at the task at hand.

So what happens when the task changes?  What happens when the pressure sets in and deadlines are approaching? What happens during the rocky times that all businesses go through from time to time?  Who’s is ultimately responsible?

You.

Here is another cliche that is fitting and proper “if you want something done right, do it yourself.”  This is not to imply that one should not delegate.  Being a successful manager or employer is all about delegating even the most important tasks.

Having said that, an employer needs to keep a constant “finger on the pulse” and never let up even if you are getting complaints from whining employees about being micro-managed.

Micro-managing is a vital part of an employer’s job.  An employee’s work environment is not a popularity contest.  It’s about successfully fulfilling the ongoing tasks at hand in the way in which you as the employer sees fit.

Some people work better if they are micro-managed and are held accountable all day long.  Other’s do not need as much hand holding but nonetheless, micro-managing assures you that a job is getting done the way that you want it done.

You’ll know if you need to back off if you are putting too much pressure on an employee- the employee will tell you- and then back off, but just a bit. 

Too bad if micro-managing is insulting to an employee’s self esteem.  If you can’t take the heat, get out of the kitchen.

In summary, never feel the need to justify your micro-management style.  If you are the boss or a business owner than you risk the most.  You have to micro-manage to ensure success.

What are the ramifications of not micro-managing and constantly holding people accountable?  Why find out?

Any questions or comments? I am Bernie Reifkind, CEO and founder of Premier Search, Inc.  I can be reached at 1(800) 801-1400 or email at ceo@psihealth.com

To be, or not to be, that is the question:
Whether ’tis nobler in the mind to suffer
The slings and arrows of outrageous fortune,
Or to take arms against a sea of troubles
And by opposing end them.

Obviously this is brilliant writing but within the context of today’s complicated world of recruitment and career search, Shakespeare would have probably been clueless.  

In addition, he would have been completely lost as an employer in today’s modern world sifting through countless resumes and conducting countless interviews attempting to find the very best candidate to fill a critical opening.

“To be or not to be?”

Obviously, he never had to go through the recruitment process or to put together a first rate resume, seach for opportunities, go on multible job interviews, and wait sometimes excruciatingly long for a job offer.

So let’s examine this wonderful passage from Hamlet and apply it’s message to today’s employment and recruitment world.  Let’s start with “to be or not to be: as it relates to employment.” 

Most of us do not have the luxury to ponder this option (“to be or not to be employed”) because of obligations both personally and professionaly.  Except in very rare cases, one must earn a living.

To be, or not to be, that is the question:  With regard to employment-there is no question-most of us need to BE employed.
Whether ’tis nobler in the mind to suffer:  To look for great candidates or to look for work is to suffer-plain and simple and there is nothing noble about it.
The slings and arrows of outrageous fortune,  We should all be slinged and arrowed and have an outrageous fortune.
Or to take arms against a sea of troubles The employment world is a constant sea of troubles.
And by opposing end them.  We would all like to oppose and end our sea of employment troubles, but who’s kidding who? The human dynamic is complicated and there will always be change whether or not one opposes this fact!

In conclusion, translating a Shakespeare quote in the context of  today’s world of sophisticated and complex recruitment and career advancement is tricky business at best.

However if “all the world is a stage” then employers must direct a Tony winning performance in recruiting and managing a world class staff.  If you are a candidate than you need to give an Oscar winning performance during an interview.

Oh, and one more great Shakespeare quote for all of us: “Be not afraid of greatness.“

Any questions or comments? I am Bernie Reifkind, CEO and founder of Premier Search, Inc.  I can be reached at 1(800) 801-1400 or email at ceo@psihealth.com

Dear President Obama,

I am a private business owner in Los Angeles, California operating a health care executive search firm, Premier Search, Inc.  We are in the employment business assisting health care organizations nationwide in finding staff. 

Although the current economic conditions have affected my business, I think that it is important to share with you some bright spots with regard to employment that might not show up in national labor statistics.

In the past two weeks alone my firm has been responsible for securing employment for more than 12 Americans.  That number might not seem a lot, but I assure you that there are 12 families whose lives have been changed.  We anticipate similar, if not higher numbers in the coming months.

In essence, my firm is directly responsible for putting Americans back to work.  

There is a message here that our fellow citizens urgently need to know.  There needs to be more of a spotlight on small businesses just like mine that are directly making a difference in America not just in employment, but the economy.

Small businesses are the foundation that America was built upon and the lifeblood of our economy.   I began my business from my dining room table in 1987, a classic American story.

It has been written that helping someone find a job is the greatest charity of all.   My firm course is not a charity but it is symbolic of what America stands for: opportunity.

Mr. President, I would welcome an opportunity to meet with you at the White House as a positive symbol of a small business that is directly putting America back to work.  Americans need to feel inspired about the future.  I would be honored to help put forth this message.

Yours truly,

Bernie Reifkind, CEO/Premier Search, Inc.

Any questions or comments? I am Bernie Reifkind, CEO and founder of Premier Search, Inc.  I can be reached at 1(800) 801-1400 or email at ceo@psihealth.com

It’s probably the most uncomfortable moment during an interview.  It’s the exact moment when an employer knows that the candidate is not the right fit, for whatever reason.  For most employers that moment can be within the first 5 minutes of an interview.

So why bother continuing the small talk that is essentially wasting both parties time, energy and resources?  Probably most employers want to be politically correct and at least spend 30 minutes to give an applicant a chance or to confirm what they already know.

An interviewing intervention should occur at the exact moment during an interview when clearly it’s a “no go.”  Healthcare recruiters are experts at knowing this.

Here are 5 ways to end an interview:

1.  The Stop Now- this is probably the most honest but brutal approach to ending an interview at the moment an employer knows the interview is over.  Quite simply the employer moves back in his/her chair stands up, shakes the person’s hand and tells the applicant the honest truth- (again this is brutal)- “I regret to say that although you have an interesting background, you are not what I am looking for and I will not be hiring you.  I do thank you for your time.”

2.  The Stop in 30- this is very similar to the Stop Now but it’s a bit easier on the nervous system for both parties.  Basically the employer knows in advance that the applicant will have 30 minutes minimum before informing the candidate that he/she is not going to be hired.  After 30 minutes the employer glances at the clock, thanks the applicant for the interview and wraps it up.

3. The Pre-Planned Interruption- 10 or 15 minutes during an interview, all of a sudden the employer’s phone rings and of course he/she takes the call, in essence interrupting the interview.  This is a very common technique.  In advance of an interview, an employer asks an associate or an assistant to call at a predetermined time giving the employer an opportunity to decide whether or not to excuse the interruption and terminate early the interview.  Conversely many times if the interview is going well, the employer can decide not to take the call.

4.  The Double Down- this is where an employer and another member of the team is a part of the interview.  It’s the old “good cop/bad cop” situation in which at the point when the employer knows that the interview is over, the colleague interrupts and promptly thanks the applicant for the interview and escorts this person out of the employer’s office.  Perhaps there is “paper work” that needs to be filled out and bit of “we thank you for interviewing but we have many interviews lined up this afternoon.”

5.  The Double Reverse- this happens when an employer knows the interview is over reverses the interview to fact find about what the employee’s company is up to- how they operate- maybe a time to learn how one’s competitors are operating.  It’s a complete reversal because the  interview is about the company in which the candidate is employed-not the candidate.   Albeit, this is a bit sneaky but at least the interview was not a complete waste of time.

In conclusion, an employer’s attention is a scarce resource and should not be wasted in a long winded interview in which the employer is convinced that this person is not a fit.   It’s perfectly OK to end an interview early.

Any questions or comments? I am Bernie Reifkind, CEO and founder of Premier Search, Inc. I can be reached at 1(800) 801-1400 or email at ceo@psihealth.com

I sincerely believe that most employees are trying their very best to accomplish the goals that are set forth by management, but why do some employees make life so difficult in our busy workplace?

Here are the 5 worst types of employees to manage:

1.  “The Back Stabber” employee.  You can’t turn your back on this employee for multiple reasons.  this employee thrives on undermining your authority, secretly aligning with your enemies, and throwing you under the bus at the first available opportunity. This employee makes it difficult to do your job because you always have to watch your back. The time, energy and effort involved in managing this employee makes them the worst employee you can have.

2.  The “Delusional” employee.   This employee isn’t half as good as he/she wants everyone to believe, and is constantly angry about being overlooked.  A bragger by nature but in reality has some self esteem issues.  A delusional employee can be a huge time waster and can be a disaster to your company morale.

3.  The “Excuse Me” employee who is always the victim of an elaborate chain of events that prevents them from being at work on time, coming back from lunch on time, and requires them to leave early.  These are the people who generally phone in on a Monday or a Friday with cold / flu like symptoms or even an upset stomach.   Too many people have time off for minor ailments, making you skeptical of people who are genuinely unwell.  There are some individuals who appear to be constantly absent from work for one thing or another – each one of these individuals are putting additional strain on the remaining staff, as they are unreliable.

4.  The “It’s all about me” employee who thinks they should be rewarded for showing up everyday and doing their job, as if that is not what their salary is for. This is the same employee who complains that their bonus isn’t good enough and the company should have thrown a more elaborate holiday party.

5.  The “Slacker” employee. These are the employees who shirk their responsibilities and do as little work as possible to scrape by. You can’t count on them in a pinch because they just don’t care about what they’re doing. On the plus side, these are some of the most obvious troublesome employees, and will be disposed of quickly.

So a good question becomes: why as a manager do you put up with these difficult employees?  Sometimes you just have to put up with this behavior, because the talent pool in replacing them are just not available.

My advice to you dear reader: you’re the boss- make changes and hire competent employees or ”double up” on your aspirin intake- for your daily headaches!

Any questions or comments? I am Bernie Reifkind, CEO and founder of Premier Search, Inc.  I can be reached at 1(800) 801-1400 or email at ceo@psihealth.com