How to Be a Magnetic Manager

By Mel Kleiman A magnetic manager is someone who easily attracts and retains STAR* employees and one secret that separates them from other professionals is feedback (and not necessarily the glowing kind). In 2014, Harvard Business Review contributors surveyed 900 employees to get their opinions on feedback. What they found was pretty remarkable: employees want

How Long Should an Interview Last?

By Mel Kleiman, President, Humetrics This is a question I’m always asked during the programs I do. I was asked again just yesterday so, it’s clear to me, the answer is worth repeating here… The interview should last until you are 95% – 100% sure this is a person you want to hire — or don’t want to hire.

Interview Tip

By Mel Kleiman, President, Humetrics Have someone else sit in on the interview as an observer because that person will be able to do a better job of listening and noticing body language and then be able to give you an invaluable second opinion. This is also a great way to train others to become

Unexpected Rewards

By Mel Kleiman, President, Humetrics Do you dread the thought of dealing with an employee’s unsatisfactory performance? If so, I think you may be surprised to find that, when you stop procrastinating and actually work with the person to help them improve and move to the next level, it can be one of the most

Vive La Difference!

By Mel Kleiman, President, Humetrics Although they are often used interchangeably, there is an important difference between responsibility and accountability. Responsibility is something you are given or that you assume. For example, while your employment makes you responsible for getting your job done, parents assume responsibility for the care of their children. Accountability, however, is

Not to Point a Finger, But…

By Mel Kleiman, President, Humetrics I recently read an article entitled: “85% Believe an Insightful Interview Question Is More Important Than the Application or Resume.” Sounds reasonable enough on the surface, but the suggested interview questions that followed were so commonplace that any prepared jobseeker would have canned answers at the ready, while others were

What Will You Say?

By Mel Kleiman, President, Humetrics Do you know what you’ll say when one of your STAR* employees asks for a raise, or are you going to be blindsided? Will you be able to grant their request or at least be able to tell them exactly what they need to do to earn one? (And if

Adopting Ways to Obtain the Best Hires

Hiring managers often make the mistake of hiring the best applicants instead of the candidates who in the end make the best employees. By Mel Kleiman Six years ago, Convenience Store Decisions published an article I wrote that began: “Just two short years ago, anyone who wanted a frontline, hourly worker’s job only had to

The Power of a System

By Mel Kleiman, President, Humetrics Systems are designed to achieve consistency and predictability and can range from simple, paper-and-pen checklists to complex software programs. Do you have the needed hiring systems in place to ensure you consistently hire STAR* employees? Where are your checklists when it comes to recruiting, screening, selecting, onboarding, and employee retention

Do You Know…

By Mel Kleiman, President, Humetrics Why the applicant accepted or turned down your job offer? How the applicants feel about your hiring system and interview process? How many of the applicants who turned you down took another offer from someone else, and why? If you don’t know, how are you ever going to improve your

Not to be Taken Lightly

By Mel Kleiman, President, Humetrics Whether you’re hiring a V.P. or a an entry-level clerk, never take your hiring RoadtoSuccessdecisions lightly. Both you and the job applicant expect certain results from your agreement to work together and you’re both most likely to get what you want if you spell the following out up front: What

Get ‘Er Done?

By Mel Kleiman, President, Humetrics “Just get ‘er done,” may have its place, but it’s not during training. When you train for speed, whether it’s waiting tables or making sales calls, you hinder understanding and quality. Always train for process (not only the hows, but the whys as well) and, with experience, the speed will

Talent vs. Skills & Experience

By Mel Kleiman, President, Humetrics Used to be every employer preferred hiring for skills and/or experience; the thinking was one or both of these traits would help the new hire seamlessly fit into the new job. Today, however, in the wake of ceaseless technological change, it’s all about hiring for talent. So, what is the

“Help Wanted” Won’t Work

By Mel Kleiman, President, Humetrics Back in the day, print media recruitment advertising was a pretty-pricey proposition. You paid by the word, you paid extra for color, you paid for position. No wonder most ads were short and to the point. If you’re writing that same kind of ad for today’s Internet recruiting (via your

What is Your UEP?

By Mel Kleiman, President, Humetrics Your Unique Employment Proposition (UEP) is a list of the top 10 reasons STARS* should want to work for you. After all, if you don’t know why STAR employees should come to work for you, how on earth will those STARS know to apply? The easiest way to come up

The Cost of a Bad Hire

By Mel Kleiman, President, Humetrics What does it cost you if you hire a non-productive, disruptive employee who adds no value? What does it cost you if you hire an okay employee who does the job, but who is not exceptional, and only marginally helps to maintain value? What does it cost you if you

Want to be Known as a Great Place to Work?

By Mel Kleiman, President, Humetrics The best way to do it is to create a culture/work environment that makes you an employer-of-choice in your area. Another way to do it is to apply for the honor. Your local paper, your industry, accounting firms and national magazines love to make lists of “The Best Places to

Why Do Your Employees Think You’re Rich?

Most of your store personnel are unaware of just how much money it takes to operate your business. By Mel Kleiman While your reality may be otherwise, your people probably think you’re rolling in dough simply because you write their paychecks. On top of that, you own your own business, drive a nice car and

What Will That Meeting Cost You?

By Mel Kleiman, President, Humetrics Before you call your next meeting, calculate the hourly salary/wage of all those attending and multiply by the number of hours you think it will take. This exercise will usually make you reconsider. However, if a meeting is really needed, you can make it shorter by doing one or all

Don’t Help Your Competition…

By Mel Kleiman, President, Humetrics When you get a call asking for a reference on a STAR employee who left you, you’ve just been put on notice that he or she is looking for a new job. So, before you share any information, tell the caller that you will have to call the former employee

Give Your Team Something or Someone to Beat

By Mel Kleiman, President, Humetrics In sports, the goal is always clear cut… outscore the opponent. You can motivate your work team in a similar way. Whether it’s to outperform a competitor or beat last year’s production record, when you give your employees a definite, measureable target, everyone will pull together and get behind the

Workplace Conflict?

By Mel Kleiman, President, Humetrics According to recent reports, managers spend over 35% of their time dealing with workplace conflict. So, once it’s begun, how do you stop the wars between workers? Here’s a suggested method: Bring the conflicting parties together. Never meet with them separately. Let each person tell his or her side of

If You Could Only Get One Thing Done Today, What Would it Be?

By Mel Kleiman, President, Humetrics I don’t really care what your answer to this question is, and I am not going to suggest any answers. The power is in the question itself. Not just this question, but any question that challenges the way we work, the way we think, the way we act and the

Experience or Talent?

By Mel Kleiman, President, Humetrics Skim through online job ads and you’ll find about 95% of them have one word in common: “Starting wages based on experience…” “Looking for experienced, energetic servers and kitchen staff…” “We are currently seeking an experienced office assistant…” Why is it that experience is so often our number one criteria?

Are You Paying a Hidden “Employer Brand Penalty?”

By Mel Kleiman, President, Humetrics If your organization doesn’t have a well-known, positive “employer brand” (if it is not known as a great place to work) you undoubtedly are paying a penalty. Employers with great reputations can both spend less on employee recruiting and pay less than top dollar to hire the best. If your

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