Here’s the only reason to ever hire anyone

Posted by Bernie Reifkind on October 9, 2017

To make money. PERIOD.  After all, isn’t that the reason that a business exists?

A hiring decision is an investment decision to solve a need: to grow a company or to stop from losing money because a key employee is gone for whatever reason.

So the real issue is that hiring solves a need.  That’s the key reason why people buy almost anything, whether or not we are consciously aware of our actions.  Of course we look for value when we buy, but at its basic core: we buy because of a need or a perceived need.

Employers:  when you hire someone make sure that you are hiring to solve but more importantly make sure that you are “buying the solution.”  In plain and simple terms, make sure that you have properly identified the business need that you have and why that need exists, then and only then hire/buy the solution.”

That’s right, hire the solution.  Is the company growing?  Hire more staff.  Is the company doing well and then a key employee leaves?  Hire more staff.

When you hire the solution, you are buying down the business need or enhancing business profit and ultimately solving the issue at hand.

It’s all about making money.

In conclusion, buying or investing in the solution should be the strategy when making a hiring decision.

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

Employee absenteeism is killing your business- here’s why

Posted by Bernie Reifkind on October 6, 2017

For a lot of people, Monday morning is a drag.

As a result, Monday is usually the day that most employees “call in sick.”  Yes good old Monday, the day that jump starts the business work week.  Monday is the day when a business is once again building momentum after the weekend.

So Monday morning absent employees can cause a serious stumble right out of the gate.

For employers, the constant absent employee throws a huge monkey wrench into the machinery of an operation.   Here’s the thing- a “no show” employee should be a “no go” employee for most businesses.

As a business owner of a healthcare executive search firm, I know first hand that very few things about my business aggravates me more than employee absenteeism.

Of course things happen in our lives that might prevent us from coming to work.  We get sick, our kids get sick, etc.

But come on.  Many employees burn threw whatever sick days they have accrued within the first few months of a new year.  Not good.

So what do you do if you are an employer with an employee plagued with absenteeism?

For starters: stop being held hostage to an absent employee.  You are being delusional if you think things might change- so take action immediately.

First, provide a clear warning to an employee with absenteeism issues.  Even better if the warning is in writing.

If it keeps happening than an absent employee needs to be fired.  Plain and simple.

Replace that person with a show up employee and watch the results.  No employer should ever fall into the delusional trap that an employee in the work force is “irreplaceable.”

No employer should ever hold on to an employee with absenteeism issues. Maybe it is time for a permanent absence.

When evaluating an employee, it’s NOT just about performance.  Showing up consistently is just as critical in performance evaluations as performance.

In summary, if you are a business owner or a manager, wake up!

Stop your own absence and take a cold hard look at employee absenteeism.

 

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 welcome your phone call.

Always take a recruiter’s call: here’s why:

Posted by Bernie Reifkind on October 4, 2017

Even if you may not be “on” the job market, most likely you are “in” the job market should an excellent opportunity come your way.

So it makes complete sense to take a call or an email the next time a recruiter reaches out to you.

Simply put, you never know if a better opportunity exists.  When opportunity knocks, shouldn’t you at least…listen?

Here are some reasons for taking a recruiter’s call:

  • Maybe there is an exciting new opportunity available that you had not even considered.
  • You can establish a relationship with a recruiter for the future.
  • You can re-affirm your current position and re-consider if it still aligns with your abilities and career goals.
  • You can discover if your compensation is in line with others in your line of work.
  • You can learn the trends and strategies of other companies in your line of work.
  • You just might learn about an opportunity that had never even been on your radar.

This is not to say that you should ever waste the time of a professional recruiter.  However, what is the risk of listening to an opportunity?  Maybe there is something better out there or maybe you can re-assure yourself that you are exactly where you think you should be in your career.

So, the next time you receive a call from a recruiter, why not find out as much as possible about an opportunity that is presented?

You just might find out that your current job is stale and perhaps you are being underpaid.

The idea is to keep an open mind……..if only to assure yourself that your current job and career path is still valid.  Job complacency and being too comfortable can often be detrimental to your career.

Be aware that the grass may be pretty green right where you are but sometimes that very grass can easily become quick sand.

 

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 welcome your phone call.

Hiring? Dig deep in an applicant’s online presence

Posted by Bernie Reifkind on October 2, 2017

Some advice from a healthcare recruiter: dig deep about an applicant’s online presence before making a hiring decision.

Never before in the history of business is so much information available to hiring employers before making a hiring decision.

We live in a time when most people share personal things online.

Social media can offer a treasure trove of information on just about anyone. Even an employer does not use Facebook, LinkedIn, Google, You Tube, Instagram, Twitter etc., one can at least get a glipse behind the resume by doing a little snooping online.

Receiving a good resume from a well-qualified applicant without checking the applicant out online can save many headaches.

Every hire is risky both financially and in company morale. Checking out a potential new hire by doing deep online research can mitigate a poor hiring decision. Consider the following:

  • Check out a prospective applicant’s LinkedIn profile. A bad LinkedIn profile is a red flag. Does the profile match the person’s resume?. Make no bones about it, employers are using (and should be using LinkedIn) to pre-screen a prospective applicant. In addition, employers are looking at an applicant’s picture. To be candid, a LinkedIn profile is a resume with a photo.  Advice to anyone on LinkedIn: make sure your picture is a professional “head shot” and not some casual selfie picture taken while driving your car.
  • Someone’s Facebook page can be almost be a first interview; if you don’t like a person on Facebook, you probably won’t like working with them. Though many profiles are restricted to what the general public can see, there is still a ton of information to decide if an applicant may be a good hiring fit.
  • Google is completely invasive to our privacy, but business is business.  Google every aspiring new hire and find out everything available.

Checking on someone’s social networking activity is about learning as much about the character and makeup of the applicant as possible. Consider this: to whom a candidate responds to and agrees with online, can be just as revealing as personal updates and comments.

Another huge reason to thoroughly vet someone online: there are certain questions employers aren’t allowed to ask during interviews, especially if they’re of a personal nature. A social media search offers a glimpse into a candidate’s life. A digital footprint can reveal whether or not a candidate’s personal beliefs could clash with a company’s message or harm a reputation.

In conclusion, conducting deep online research is critical to making good hiring decisions.  Social media is a terrific tool in for employers.

A warning to applicants: be conscious of the long term effects of items you’re posting or agreeing with online. Social media is a virtual version of you – make sure that it is an accurate, appropriate representation.

Please feel free share this article to those that might benefit. Thank you!

 

Bernie Reifkind is the CEO and founder of Premier Search, Inc. a nationwide executive search and placement firm.   In addition, Bernie provides career guidance and strategic interviewing techniques to professionals at all levels.

P: 1 310 247-8900  or email at ceo@premiersearch.com.

Recruiter Advice: How to Avoid Epic Career Damage

Posted by Bernie Reifkind on August 16, 2017

Navigating a career can be tricky business.  Just one career mistake is all it can take to have a damaging impact on your professional ambitions. To avoid tripping up, here is a list of common career mistakes.

Avoiding these mistakes, while keeping your focus and passion for your work, will help you navigate a successful career. We all want to excel at our jobs and grow in our careers, but there are certain tendencies and behaviors that can really end up holding us back.

Here are a few traps to avoid if you’re looking to advance in the workplace.

1. Belief in the delusion of job certainty

No job is secure and everyone is replaceable. Accept that. Now move on. Do your best and don’t over analyze every meeting your boss has with or without you, or every mistake you make, assuming that it could mean the end of your current job.

Always have a current resume and treat yourself by going on confidential interviews.  Keep your eyes and ears open for great opportunities.  It is important to be loyal to your employer, however loyalty begins with yourself.  Welcome change.

2.  Not taking credit for your successes

Nobody likes a bragging coworker.  Conversely, downplaying your role when achieving success is a good way to stunt your own career growth. Though modesty is admirable, you shouldn’t feel awkward to subtly ensure that you receive credit where it’s unquestionably due. In so doing, management will recognize your contributions and factor them in when things like promotions and raises come into play.

3.  Not seeing the bigger picture

It is essential to understand what your organization wants to achieve, how you fit in and how your achievements contribute to its overall success. Developing a broader understanding and appreciation of your organization’s ultimate goals will not only provide you with a deeper sense of purpose and passion for what you do, and ultimately make you more successful.

4.  Apologizing too much

Own your success—don’t ask for permission.  Many employees often fall into the trap of not wanting to disturb or disrupt anyone else, and so they come across as timid and apologetic. Employees who are too timid often do not get things done and can often be more of a drag on their supervisors. Remember why you were hired and get results.  If you make a mistake, own it.

5.  Not following your intuition.

There is a lot of evidence that your gut or intuition is an intelligent and finely tuned system. Countless stories abound of people who have a gut reaction to a decision and then choose to go against it, only to regret it in the long run. If you are ignoring your intuition, you’re discounting the years of wisdom that you’ve gathered.

 

Bernie Reifkind is the CEO and founder of Premier Search, Inc. a nationwide executive search and placement firm.   In addition, Bernie provides career guidance and strategic interviewing techniques to professionals at all levels.

P: 1(800) 801-1400  or email at ceo@premiersearch.com.