Articles by Jim Sirbasku on ArticleSnatch.com

Upgrade Results by Optimizing Talent

Fri, 26 Mar 2010 19:25:22 -0400

The state of the economy is unfortunate, but now more than ever you have the opportunity to optimize your organizational talent. The volume of available talent is large and offers a wide array of skill sets. Companies are at liberty to optimize those already employed, and those they hire. While you may not be able to avoid some cost-cutting measures, it's important not to fall into some of the common traps that will put you at a disadvantage when the economy turns around. The bottom line is that you need to know your human capital inventory well enough to make the best decisions, and you have to be brave enough to take make personnel upgrades when the opportunities present themselves. Researchers have identified four essential tactics for optimizing your organizational talent. These are: * Remove your chronic underperformers * Remove your bad apples * Uncover your hidden gems * Never stop your hunt for high-quality outside hires First, identify your least-effective employees. Then determine if they are chronic low performers; if they are in jobs that don't fit them; or if they have ineffective managers, insufficient training, or too few resources. You need to be honest with yourself, though. **End Summary** Topics: optimizing talent]]> talent pool]]> hiring]]> reorganization]]> assessments]]> management tools]]>]]> About the Author: ]]>

Anyone Can Ace a Resume, but Not Everyone Can Ace Skills Tests

Fri, 19 Mar 2010 10:27:15 -0400

Imagine interviewing several potential hires for a position, and narrowing your search down to two. Both candidates have excellent resumes that include experience at reputable companies within your industry. Both applicants seem like they would be a great fit for the job. You make a selection based on your "gut-feeling" only to find that the person you hired does not have the skills necessary to do the job. Your options are to train the candidate or to fire them. Either scenario is more costly than it would have been to hire an applicant with the appropriate skill sets necessary for the job. Resumes are no longer an adequate way to determine if someone is a good fit for the job. Statistics estimate that over 30 percent o f all resumes are exaggerated. How can companies be sure they are selecting a candidate with the personality, skills and traits necessary to excel in his position? Skills tests can be administered during the application process. These tests are designed to measure each candidate's ability to complete a particular set of skills. **End Summary** Topics: skills tests]]> skills testing]]> hiring]]> impriving hiring]]> applicant selection]]> interviewing]]> resumes]]>]]> About the Author: ]]>

Not All Managers are Natural Leaders

Fri, 12 Mar 2010 12:19:15 -0500

According to Dr. Robert Jeffrey Sternberg, "Leadership is not something you are born with and is not an inherited trait. It's something you decide to do. Good leadership is a decision that builds on a combination--a synthesis--of wisdom, intelligence and creativity." If Dr. Sternberg's theory is true, how can businesses ensure that they have the best leaders in management positions? Managers hold a crucial role in the office environment. They are responsible for ensuring that productivity remains high and conflict is low. Managers should be held to a higher standard because of their level of responsibility, but their performance is rarely given the attention it deserves. Just because managers are responsible for coaching does not mean that they do not require coaching to improve their management capabilities. What is the best way to manage managers? How can business leaders work to provide coaching and tools for their management teams? Assessments can identify specific traits about each manager that are crucial to their leadership performance. Each manager should be given the opportunity to understand themselves on a personal level, and understand how they are perceived by their teams. **End Summary** Topics: management development]]> coaching]]> assessments]]> developing managers]]> effective management]]>]]> About the Author: ]]>

Retaining and Growing Customer Accounts

Mon, 08 Mar 2010 22:19:18 -0500

Customer service is one of the most crucial departments in any business. Customer-facing employees portray the image of the company in the eyes of the consumer, and one encounter with an employee can make or break a sale. Imagine this scenario: an excited customer signs up online for a service. Because of modern technology, the customer assumes that the service will be performed within a few days of registration. Almost a week later the company calls to set up an appointment time for installation. Annoyed at the amount of time it has already taken to schedule the appointment, the customer grudgingly agrees to the first available time. The day of the appointment the technician responsible for installing the service calls to say they are on their way, but the technician does not show up until three hours later. The customer needed the service, and because of the time they had invested they decided to stick with service, but they never recommended the company to anyone because of their experience. Companies with poor customer relations or customer-facing employees risk losing potential clients, and often cut their business relationships with customers short. **End Summary** Topics: customer service]]> customer-facing employees]]> hiring]]> selecting]]> customer retention]]>]]> About the Author: ]]> Dario Priolo is CMO of Profiles International, a leading provider of human resource management solutions and employment assessments for businesses worldwide.

Poor Frontline Management Leads to Spilt Milk

Tue, 09 Feb 2010 19:27:14 -0500

Effective frontline managers have the capability and interest to be effective managers, have clear goals and roles, understand the people they manage, understand themselves and how they impact their employees, have been trained how to effectively coach, and are able to remain focused on employee development. Organizations need to recognize the importance of each frontline manager's role and the effects that the manager has on the employees and company. In 2008 China suffered one of the worst food safety incidents in history when tens of thousands of milk products were infested with melamine. This contaminant afflicted over 300,000 children and was the cause of six infant deaths in China. Government investigations revealed political corruption had inhibited the ethical production of the milk products. The companies responsible for the products had deceived customers in order to save production and profits. The World Health Organization noted the incident to be one of the largest food safety events in history. The scale of the problem proved that the crisis was not an isolated incident, and that several large-scale government and business leaders had been involved in covering up the tainted products. **End Summary** Topics: frontline management]]> business development]]> developing managers]]> developing leaders]]> leadership]]>]]> About the Author: ]]> Jim Sirbasku is co-founder and CEO of Profiles International, a leading provider of human resource management solutions and employment assessments for businesses worldwide.

Reorganize with Purpose and Hire Smart

Mon, 25 Jan 2010 16:51:15 -0500

The Department of Labor reported that there were nearly 6.4 available workers for each available job at the end of November 2009. These figures have grown from the 4.8 available in May 2009. That means each job opening could have a minimum of six applicants interested in the position. According to businesses nationwide, the number of applicants per job is topping out at ten times the estimated number. The outlook for 2010 is optimistic. Businesses are planning to eradicate their hiring freezes, and individuals are ready to work. To be truly successful as the economy continues to improve, businesses need to think strategically about employee placement. Before companies can begin hiring, they need to consider their options for reorganization amongst their existing employees. Identifying high-potential employees and managers before hiring new employees can change the work culture, increase morale and maximize productivity. Reorganization should be the first priority. The economy created turbulence in businesses worldwide. Employees were moved, positions were merged, and everyone had to learn how to accomplish more with less. Businesses should also consider who, of their existing employees, has high-potential to move into a leadership position. **End Summary** Topics: employee assessments]]> high-potential employees]]> identifying managers]]> developing employees]]> hiring]]>]]> About the Author: ]]> Jim Sirbasku is co-founder and CEO of Profiles International, a leading provider of human resource management solutions and employment assessments for businesses worldwide.

Identify High-Potential Employees to Reduce Turnover

Thu, 21 Jan 2010 17:42:25 -0500

A rose by any other name does not smell as sweet, because a name like Rosewood Hotels and Resorts demands a flawless reputation. Rosewood Hotels and Resorts is a premier manager of ultra-luxury properties worldwide. Their reputation precedes them, and maintaining that stellar reputation is a priority for the company. When luxury comes with the name, it is important to identify and hire high-potential employees and managers. Rosewood Hotels and Resorts is an impeccable example of a company that understands the type of employees they are looking for and how to find them. The purpose of business is to generate revenue, but in order for the business to be profitable the employees must be productive. Appropriate job fit is essential for employees and managers to be high-achievers. The majority of hiring and placement is done by managers or executives who have "gut feelings" about where people fit, but those placements often lead to impulse hiring, unforeseen training costs and high turnover rates. Assessments can be used to identify high-potential employees and managers. The assessments provide information about the individual's behaviors and personality relative to the work environment. **End Summary** Topics: hiring]]> turnover]]> employee assessments]]> employee development]]> hiring pracitces]]>]]> About the Author: ]]> Jim Sirbasku is co-founder and CEO of Profiles International, a leading provider of human resource management solutions and employment assessments for businesses worldwide.

Reorganize a New Start in the New Year

Wed, 13 Jan 2010 20:26:31 -0500

Last year businesses experienced a tumultuous ride of ups and downs. Words like recession, restructuring and reorganizing were paired with anxiety and fear. Unemployment numbers rose as steadily as hope faded for those still employed. This year promises a refreshed outlook and the end of numerous hiring freezes. As companies prepare to reopen their doors for fresh talent, they should consider the benefits of restructuring, reorganizing and downsizing again. This does not imply that the employees who weathered the recession should be replaced as soon as new employees are hired. Companies now have the opportunity to improve their work cultures, employee performance and productivity. Reorganizing and restructuring sounds simple enough, but how do you place employees where they will be most effective? Do you replace them based on performance alone, or is there another factor to consider when reorganizing a team? Employee assessments can quantify the personality and behavioral traits of each one of your employees to help you make better organizational decisions. Hiring new employees gives companies the opportunity to promote or relocate seasoned professionals to areas where they would be better suited due to their previous experiences. Assessments can interpret information that is typically difficult to quantify. **End Summary** Topics: restructuring]]> reorganizing]]> downsizing]]> assessments]]> employee assessments]]> profiles international]]>]]> About the Author: ]]> Jim Sirbasku is co-founder and CEO of Profiles International, a leading provider of human resource management solutions and employment assessments for businesses worldwide.

Minimize Work-Related Stress Before It Overwhelms

Thu, 07 Jan 2010 10:32:23 -0500

The workplace is no stranger to stress. The combination of quickly approaching deadlines, broken fax machines and too much coffee may seem like day to day annoyances, but they may actually be significant details in a person's stress levels. Some people work well under pressure, while others may fold like a cheap suit when the going gets tough. Regardless of one's ability to cope with stress, each person has a limit, and each workplace can take steps to ensure that no employee has to endure stressful extremes. Typical examples of work-related stressors include lack of control, deadline pressure, poor work relationships, excessive travel, lack of communication, work overload, understaffing, organizational change, and the threat of redundancy. While some may consider these to be the norm, they may actually be the cause of severe physical and psychological issues in employees. Stress is linked to the five leading causes of death - heart disease, cancer, lung ailments, cirrhosis of the liver and suicide. The workplace is teeming with stressors that have the potential to seriously harm employees if they are not managed properly. **End Summary** Topics: work-related stress]]> stressors]]> business communication]]> employee health]]> mental health]]> heart attack]]>]]> About the Author: ]]> Jim Sirbasku is co-founder and CEO of Profiles International, a leading provider of human resource management solutions and employment assessments for businesses worldwide.

To Produce Your Best, Alleviate Stress

Thu, 07 Jan 2010 09:55:29 -0500

The New Year is here, and 2010 already feels like it is in full swing. January is the month of resolutions and commitments. Individual resolutions range from losing weight to quitting smoking, but what do businesses resolve? Businesses are not immune to the need to create resolutions that will improve their companies and employees. A myriad of resolutions lie waiting for businesses to implement, yet one seems to make more sense than the rest, stress. Work-related stress is teeming within the majority of employees today, yet those suffering from it generally will not complain until their mental or physical health begins to suffer. Stress is linked to the five leading causes of death - heart disease, cancer, lung ailments, cirrhosis of the liver and suicide. Despite the harsh reality of the effects of stress, most people dismiss work-related stress as a necessary evil, but it doesn't have to be. Businesses have the opportunity to educate, assess and resolve stress-related issues in order to create a more productive environment. **End Summary** Topics: employee stress]]> employee health]]> stress management]]> increasing productivity]]> work-related stress]]>]]> About the Author: ]]> Jim Sirbasku is co-founder and CEO of Profiles International, a leading provider of human resource management solutions and employment assessments for businesses worldwide.

Find Golden Employees with Screening

Tue, 05 Jan 2010 00:50:22 -0500

The gold rush of 1849 brought an estimated 300,000 people to California in search of wealth and prosperity. Prospectors and their families spent hours sifting through soil in hopes of finding the precious metal. Sifting soil is a tedious process that begins with piles of dirt, and ends in piles of gold. Today's talent search is comparable to the prospector's mission. Businesses must sift through the available talent to find their future superstars. Just as prospectors used pans to separate the dirt from the gold, businesses must find a way to separate the standout applicants from those less qualified. Those in charge of hiring must screen and interview candidates in order to find the best person for the job. Screening candidates is a broad term that encompasses a variety of methods. Background checks and employee assessments are the most popular forms of screening during the hiring process. Background checks come in all shapes and sizes, and can be customized to your company's needs. Although a person's history may not reflect their future, it does paint a picture of what the individual values. **End Summary** Topics: background checks]]> employee screening]]> hiring]]> employee assessments]]> pre-hire assessments]]> interview]]>]]> About the Author: ]]> Jim Sirbasku is co-founder and CEO of Profiles International, a leading provider of human resource management solutions and employment assessments for businesses worldwide.

Detect the Best Talent with Screening

Tue, 29 Dec 2009 20:23:18 -0500

The failed terrorist attack on Christmas day is a reminder that screening individuals is not always enough to discern who is safe and who is not. Despite security measures and uniformed officials present at the time of entry to the airport, the attempted terrorist still managed to get on a plane where he could have potentially injured hundreds of people. Just as airports need to screen passengers before they board their flights, companies should screen employees. Screening passengers ensures the safety and well being of others, as does screening employees. Resumes and interviews can be altered too easily. Many employees will use a smoke and mirrors act to conceal their true intentions and capabilities. By screening candidates before hiring them, companies diminish the risk of hiring someone who could potentially harm the work environment, production, and fellow employees of the company. By not only interviewing, but also adding screening to your interviewing process, you can ensure that your hiring process is thorough. Employers should concern themselves with being entirely thorough when selecting a new hire. **End Summary** Topics: screening]]> interviewing]]> employee assessments]]> employee screening]]> background checks]]> hiring]]>]]> About the Author: ]]> Jim Sirbasku is co-founder and CEO of Profiles International, a leading provider of human resource management solutions and employment assessments for businesses worldwide.

The Gift of Job Fit

Tue, 22 Dec 2009 17:58:15 -0500

Picking the perfect gift for family and friends can be stressful, especially during the holidays. With so many stores, sales and selections it can be difficult to narrow down your search. When the search becomes too difficult, people usually decide a practical gift is sensible and therefore a good choice, but this is rarely the case. No one likes packages full of underwear and socks for Christmas because holiday gifts are supposed to reflect the individual's preferences and personality, not their shoe size. People want gifts that fit their personality just like companies want people who fit their work culture. When choosing a gift you consider several elements including, but not limited to, the recipient's personality, what they want, what they need and what would be useful or interesting that they don't already have. Companies should consider each employee they hire as a gift to the business. When hiring someone it is important to consider how their personality matches the work culture, what they need in order to develop professionally, what they can contribute that is unique to the company. Tech savvy companies have developed gift-finders for online customers that can be used to narrow down their gift search. **End Summary** Topics: job fit]]> employee development]]> work culture]]> employee assessments]]> seasonal]]>]]> About the Author: ]]> Jim Sirbasku is co-founder and CEO of Profiles International, a leading provider of human resource management solutions and employment assessments for businesses worldwide.

Looking Beyond the Resume

Mon, 21 Dec 2009 09:13:07 -0500

The current pool of available talent is larger, and more diverse than ever. This fact alone should tempt managers to rethink their hiring practices. The quantity of people and the skills they have to offer can be overwhelming for companies trying to find the best fit for available jobs. The volume and quality of submitted resumes may breed anxiety for those trying to pick the best applicant. Pre-hire assessments can help to alleviate the stress caused from hundreds of worthy resumes, by revealing an individual's behavioral tendencies, attitude, reliability and propensity for substance abuse and attitudes toward theft. It is common knowledge that the majority of resumes contain fabricated or exaggerated information. Assessments can determine how effective an applicant could be on the job, and calculate the validity of the facts presented in each resume. Assessments can enhance the hiring process and allow managers to make accurate selections based on people rather than paper. Although a resume might boast an impressive number of previously held positions or internships, it will not tell you if the person is punctual or reliable. An assessment can evaluate a person's work ethic, reliability, and attitudes toward absenteeism and tardiness. **End Summary** Topics: pre-hire assessments]]> employee assessments]]> resumes]]> interview questions]]> selecting employees]]>]]> About the Author: ]]> Jim Sirbasku is co-founder and CEO of Profiles International, a leading provider of human resource management solutions and employment assessments for businesses worldwide.

Simplify with Pre-hire Assessments

Thu, 17 Dec 2009 12:46:26 -0500

Despite wintry conditions, hiring freezes are expected to end early next year. The talent currently available to businesses is more diverse than it has been in decades. Job seekers range from recent college grads to experienced executives. With 10 percent of the country unemployed and seeking jobs, businesses should take the time to consider the effectiveness of their current hiring process and what can be done to improve. Assessments are a valuable tool that provides insight to hiring managers, especially when used in the pre-hiring process. Pre-hire assessments can determine how an individual will fit in a specific job, their thinking and reasoning style, and relevant behavioral traits. Managers can use these results to: - Match employees to the work culture - Place employees in appropriate jobs - Create fact patterns for people in similar positions for future hiring practices Work cultures are easy to establish, but difficult to change. This is important for hiring managers to remember as they select new employees. If they strive for innovative ideas and productive employees, balancing the workplace is in the best interest of managers . However, certain personalities and behavior styles will not be productive together. **End Summary** Topics: hiring]]> pre-hire assessments]]> employee assessments]]> management tools]]> job fit]]> team building]]>]]> About the Author: ]]> Jim Sirbasku is co-founder and CEO of Profiles International, a leading provider of human resource management solutions and employment assessments for businesses worldwide.

Recipe for a Successful Merger

Mon, 14 Dec 2009 18:51:16 -0500

Unless you are a world-class chef, it is necessary to follow a recipe in order to create a culinary masterpiece. Just as it is difficult to cook without a recipe it is impossible to diplomatically handle mergers without a plan. Mergers and acquisitions require business leaders to pay careful attention to the details for a seamless fusion. Yet people often get overlooked and they are much more than a detail. Like a recipe provides a chef with a list of ingredients that has already anticipated how the ingredients interact, employee assessments provide managers with a recipe for employees that can be useful intelligence for such times. The post-merger phase requires adjustments and every angle of the businesses must be inspected. People are not typically excited about the idea of change. Therefore, it is crucial that managers view the post-merger phase as an adjustment period for their employees. **End Summary** Topics: mergers and acquisitions]]> employee assessments]]> team building]]> employee development]]> management]]>]]> About the Author: ]]> Jim Sirbasku is co-founder and CEO of Profiles International, a leading provider of human resource management solutions and employment assessments for businesses worldwide.

Meaningfully Managing Mergers

Fri, 11 Dec 2009 15:25:25 -0500

Mergers have become the necessary evil for countless businesses since the beginning of the recession. Companies have had to make difficult decisions in order to stay afloat, and merging is often the best scenario to save a decent amount of jobs. Mergers are stressful; they often induce anxiety, and they almost always start the rumor mill. Despite the anxiety they cause, it is often the post-merger stage that causes the most detriment to companies. In order to have a successful merger, business leaders must communicate thoroughly with employees, recreate teams effectively, and reconstruct job descriptions as needed. Attempting to mesh together two companies is a daunting endeavor. Work cultures, personalities, and attitudes must be combined to form a new work-life structure. Employee engagement is also crucial at this time. After the merger, morale will be low. Employees need encouragement to be productive in their new roles. First, managers should focus on evaluating their existing teams. Employee assessments can reveal in-depth information about each employee that can help managers in the merging process. Once an employee has taken an assessment, managers from the companies involved in the merger can compare and contrast the results to create new and productive teams. **End Summary** Topics: employee assessments]]> team building]]> mergers and acquisitions]]> team assessments]]> leadership]]>]]> About the Author: ]]> Jim Sirbasku is co-founder and CEO of Profiles International, a leading provider of human resource management solutions and employment assessments for businesses worldwide.

Predict Conflict with Employee and Team Assessments

Wed, 09 Dec 2009 20:10:46 -0500

In a perfect world, work would always be enjoyable, and work environments would promote productivity and engagement. Unfortunately, this is rarely the case. People find themselves in sticky situations or conflict with coworkers. Some personalities and behaviors are oil and water, and they will never mix. What if there was a way to solve or even proactively stop these conflicts? Employee assessments offer quantitative insight into employee's natural tendencies and personalities. This information can enable managers to build balanced and effective teams, or solve conflicts between existing members. Personalities and behaviors are complex and occur for various reasons. Each individual employee brings their own past experiences, and learned behaviors with them to the job each day. These experiences and personality differences can often lead to conflict between coworkers. Disagreements are a necessary evil that is required to make progress, but too much of it can inhibit productivity. Employee assessments reveal crucial information, about each employee, that is useful for solving differences. Conflicts are easily solved if the root of the problem can be identified. **End Summary** Topics: employee assessments]]> team assessments]]> reducing conflict]]> team building]]> predictive assessments]]>]]> About the Author: ]]> Jim Sirbasku is co-founder and CEO of Profiles International, a leading provider of human resource management solutions and employment assessments for businesses worldwide.

Top Performer does not Equal Leader

Thu, 03 Dec 2009 11:45:10 -0500

Leaders are the ignition for their businesses, the instigators, and the match that lights the flame. Leaders are responsible for their departments, teams, and for progress in their businesses. The importance of leadership in business means that leaders must be more than qualified if they are to assume that position. It is common practice for star performers to be promoted into leadership positions because of the results of their previous work. While this may result in a progressive company, in many cases the star performer is unqualified and will stumble over several pitfalls before ever making substantial progress. This is due to their lack of qualifications to lead. Just because an employee is capable of performing well, and producing results does not mean they are equipped to adequately lead a team of their peers. Leadership is a challenging task that requires several basic skills to be most effective, and while some skills can be taught, the best leaders are those who naturally inhibit behaviors that make a great leader. Successful leaders must be able to communicate, motivate, and develop their teammates and employees. **End Summary** Topics: leadership]]> management development]]> business communication]]> team building]]> employee assesments]]>]]> About the Author: ]]> Jim Sirbasku is co-founder and CEO of Profiles International, a leading provider of human resource management solutions and employment assessments for businesses worldwide.

Be Thankful for Motivated Employees

Wed, 25 Nov 2009 14:13:18 -0500

Thanksgiving is a time for reflection, generosity, community and rest. Those still employed during this recessionary era are thankful for their jobs, and the few days they will take for themselves this week. Thanksgiving is the optimist's holiday, where goodwill and liberality trump all feelings of anxiety for at least 24 hours. Perhaps, this is the ultimate time for business leaders to be thankful, and to incorporate that appreciation into their daily work environment and future goals. As second hand objectives come to a finish, the first quarter is on the horizon and new goals have started to emerge. This is an optimal time for leaders to assess what successes have resulted from last year's efforts, and what can be accomplished with a fresh year and a healthy dose of thankfulness. The recession has eroded the morale of the workforce population, and leaders should formulate their goals for next year as a response. Despite the decay of employee motivation, there are still a myriad of things to be thankful for. **End Summary** Topics: employee motivation]]> recession]]> employee development]]> leadership development]]> management development]]>]]> About the Author: ]]> Jim Sirbasku is co-founder and CEO of Profiles International, a leading provider of human resource management solutions and employment assessments for businesses worldwide.

Building a Team-Oriented Culture

Thu, 19 Nov 2009 22:12:16 -0500

Engaged employees are excited and enthusiastic about their jobs. They resist distractions, tend to forget about time and routinely produce significantly more than the job requires. They enjoy searching for ways to improve circumstances and volunteer for difficult assignments. Finally, they also encourage others to higher levels of performance. This encouragement is the foundation for what builds an exceptional team. Teams are a necessity when it comes to business. Each member of a team represents a moving part of a larger project. Individuals that create a team are essentially experts coming together to form a super-group of knowledge and skills, and when working together productivity can be maximized. A work culture is initially influenced by its leaders, and then implemented and developed by the employees that work within it. Creating a team building culture will ensure that individuals work together out of respect for one another, and that they keep a goal for the greater good of the company in mind at all times. In order to create a team building culture you need to assess each individual employee, assess the leader, assess the team as a whole, and create a culture that values engagement. **End Summary** Topics: team building]]> work culture]]> leadership]]> employee engagement]]>]]> About the Author: ]]> Jim Sirbasku is co-founder and CEO of Profiles International, a leading provider of human resource management solutions and employment assessments for businesses worldwide.

Realizing the Importance of the I in Team

Mon, 16 Nov 2009 14:50:17 -0500

The clever phrase "there is no I in TEAM" is used in conference rooms throughout the corporate world. Businesses spend a great deal of time and money on team building training, seminars, and workshops. Companies are aware that in order for business to be successful people must learn to work as a team, but the phrase about the absence of "I" in team may be a problem. That phrase implies that there is no individuality brought to team situations, and that individuals with different viewpoints must not object because they are part of a team. That seems ridiculous, because effective businesses know that anti-groupthink holds a lot of value and often provides innovative ideas. What if instead of ignoring the "I," businesses focused on it, and attempted to understand each individuals potential inside of a team. If managers could pinpoint their employee's individual strengths, they could then utilize those strengths to build a stronger team. In order for teams to be truly efficient and cohesive, team members need to understand each other's differences and how they contribute to the overall effectiveness of the team. One team member might excel where all others lack, and vice versa. **End Summary** Topics: employee assessments]]> team building]]> team analysis]]> team development]]>]]> About the Author: ]]> Jim Sirbasku is co-founder and CEO of Profiles International, a leading provider of human resource management solutions and employment assessments for businesses worldwide.

Assessments and Social Networking Lead to Better Busienss

Fri, 13 Nov 2009 14:35:20 -0500

Less than ten years ago a tweet was the sound a bird made, a link was part of a metal chain, and the closest thing to a Facebook was a year book. Today marketing demands that companies tweet, chat, post and link in order to increase their productivity and success. Sites such as Twitter, LinkedIn, and Facebook have revolutionized the way people build and maintain relationships. These social networking sites have enabled businesses to connect with more audiences in less time. This immediate and vast amount of online access can promote businesses in new markets, and expand professional networks. Consider the amount of effort and time it took for businesses to build successful networks before the invention of networking via internet. Face to face meetings, conference calls, business functions, and references were the original formalities people had to endure in order to build an effective professional network. Today all it takes is one click to make an instant connection with people worldwide. Social networking has also impacted hiring practices, employees, and sales people, and the way we perceive others from a professional standpoint. **End Summary** Topics: employee assessments]]> social networking]]> employee development]]> job fit]]>]]> About the Author: ]]> Jim Sirbasku is co-founder and CEO of Profiles International, a leading provider of human resource management solutions and employment assessments for businesses worldwide.

Making Customer Service Personable

Tue, 10 Nov 2009 02:50:24 -0500

Customer service is an overlooked business practice, but to be truly productive businesses need to make it a top priority. It is easy to get wrapped up in business strategies, and finding new ways to promote old ideas, but to be truly successful businesses need to remember the importance of high-quality customer service. Service is defined as a contribution to the welfare of others, or useful labor that does not produce a tangible commodity. Effective customer service is directly impacted by the employees who interact with customers. Writer for the Harvard Business blog, Voices, Anthony Tjan writes, "The two best customer-service practices are sincere empathy over indifferent calmness, and common sense over standard operating procedure." Unsuspected hiccups will happen at some point or another and the way customer service employees handle those situations is what makes or breaks a company for a consumer. Customers need to feel valuable to businesses. The quickest way to lose a customer is to convince them that their problem is one of many, and therefore unimportant. The last thing a distraught customer wants to hear is a forced apology and an automated response. Empathy is the solution to this problem. **End Summary** Topics: customer service]]> employee performance]]> customer satisfaction]]>]]> About the Author: ]]> Jim Sirbasku is co-founder and CEO of Profiles International, a leading provider of human resource management solutions and employment assessments for businesses worldwide.

Making it a Pleasure to Serve Your Customers

Mon, 09 Nov 2009 14:13:17 -0500

Imagine walking into a hotel where every employee smiles at you as though you were the most valued customer on earth. Where every question or request you pose is answered with an assuring "It would be my pleasure to. . ." Where no request is too great, you could ask for anything and each time you asked for it someone would nicely reassure you that it will be taken care of. Unfortunately not every customer facing employee can act like the employees at the Ritz-Carlton, but imagine if every customer service experience you had was a luxury experience. Businesses would thrive on customer's satisfaction alone. If you have had the pleasure of a Ritz experience, you are aware that the employees go above and beyond to make sure your experience is as dreamlike as possible. Perhaps it is because of the way the employees are valued. When talking about employees, Simon F. Cooper, president of the Ritz-Carlton Hotel Company said "our ladies and gentlemen serving ladies and gentlemen." This seems to be a rare approach to how most managers view their customer facing employees. **End Summary** Topics: customer service]]> business communication]]> employee engagement]]> employee productivity]]>]]> About the Author: ]]> Jim Sirbasku is co-founder and CEO of Profiles International, a leading provider of human resource management solutions and employment assessments for businesses worldwide.