What type of message should you leave for candidates? What questions should you be asking?
Based on the job advertisement that you have created and advertised, you would want to cater for the information in the voicemail recording. In general you will need to adhere to following as a minimum:
Step 1: Your Personal Best.
Your message must be very clear, slow paced, using terminology that is part of the ad, and should sound enthusiastic when recording it. Because if you are not bursting with energy and enthusiasm when talking about your role, how do you expect the called to be?
You message will either repel of the great candidates or you could use it the Share, Enrol and, Engage them into wanting to be part of your company. You might want to consider to be standing up when recording this message!
Step 2: The Greeting Message.
When recording your message include the following:
• Greeting e.g. “Hello” or “Hi”
• Your name,
• Your Role (Optional),
• Your company name,
Make the candidate feel comfortable, warm and, welcomed.
You could say something like this: “Hello, my name is Joseph and I am the Recruitment Manager here at Active Business Coach, I would like to welcome you to leave your details and answer the following questions. This process should only take 3 to 5 minutes, so let’s get started.”
Before you proceed with asking the questions you might want to make sure that you give them an indication to how long their answers should be. For example: “Some questions require 1 to 2 sentence answers, others require you that you speak for up to 3 minutes.” In this way you have pre-framed them and they know what you are expecting from them.
Step 3: Their Personal Details
Now the first thing you want to do here is to get them to leave their personal details such as:
• Full Name
• Full Address
• Contact Number
• State the Job Reference Number
• Email address (optional)
Asking for the Job Reference Number from the ad serves you to know what quality of candidates are you getting but also tells you if the person is actually applying for the right job or not. Many times I had received calls from applicants that didn’t even know what role they were applying for.
Step 4: Ask them to share themselves
This step is really where you are truly discovering about the candidate. In this section you want to ask them to tell you:
• About themselves such as hobbies
• Most Relevant Experience and,
• Why you should hire them
This is basically giving you an understanding about their suitability and flexibility in the work environment.
You might have other questions that you find suited for the role you are recruiting for, just keep in mind that you are not interviewing at this stage you are actually filtering those time wasters.
The advantage of using some voicemail systems is that you can track at what point in time through the script callers are hanging up or bailing out. This information serves in 2 ways, the first being for you to review the performance of your script since it may require improvement and adjustment and the second is to get an understanding about the quality of the callers.
The voicemail is your second level of filtering and culling-out time wasters. If they are not serious about the job then they will hang up and not bother.
People tend to be a bit taken-out by this approach, but that’s a good thing. You want to stand out, and say to your candidates: “This is something different – we are professional and serious about whom we take.”
In Part 7 of this series of articles we will cover the how to assess the answers and move to the next stage of the interview for the Role.
With much love.
Joseph Warda
Active Business Coach
Train, Facilitate, and Grow!
joseph.warda@activebusinesscoach.com
www.activebusinesscoach.com
http://activebusinesscoach.blogspot.com/
Active Business Coach
+61-4-1428 3098
Tuesday, 20 October 2009
Wednesday, 7 October 2009
Effective ReCrewtMint® and Retention Process – Position Advertisement
Have you ever seen, come across or, read a job advertisement that is so generic that any person would want to apply for? Wouldn’t be more effective for everyone and especially for the ad to actually be targeted just like your marketing or sales copy?
Admittedly, in order to get best return on your investment dollars, in this case comes in the form of the highest quality of candidates to attract; you must follow the same process as you would with your marketing. There is a well known process acronym called AIDA which marketers and salespeople have long used to attract potential and qualified clients to their products. If you would like more details on how to use AIDA in your marketing please email me at joseph.warda@activebusinesscoach.com and as a subscriber of this blog you will receive this special ebook as a complimentary gift from me to you.
When attempting to put an ad together there are several key elements that go into making a great, targeted, and attractive ad that you must keep in mind or address as you develop and work through the ad. In order to make it easier for the reader, I have generalized and grouped the important points together. These are the very important emoluments that you should adhere to get a successful result.
1) Identify the Position Requirements this has been done as part of the Position Description
2) Identify your target market: WHO is the most suitable candidate for this role? Be very specific though watch out for discriminatory rules. Always check with your local Equal opportunity/Anti-Discrimination Authority.
3) Always include the Intangible Benefits so give reason to WHY they should apply. Never include the pay rate in the ad as a motivator. This gives you the opportunity to negotiate rates based on capabilities. Always pay appropriately.
4) Now identify WHERE you’ll find those most suited for the role and advertise there. For example if you are looking for a highly specialized engineer then you would want to advertise in a trade journal. For less specialized roles, local and daily newspapers, general online or within your organization might be ideal.
5) Give them the WHAT. Ensure that the job clearly highlights Roles, Responsibilities and Personality Types.
6) The role title may be a sub heading which means it will be smaller in size and font.
7) Ensure that your ad has a deadline for receiving applications to indicate Urgency. Include date and time
8) Give clear instruction to HOW they can apply for the role. Ensure that you have a dedicated voice mail where they will call you and answer 4 to 5 simple questions. Some will call then simply hang up. We’ll cover what questions you will ask in that recording in the coming articles
9) Ensure that you have a job reference number especially when advertising in various mediums. This ensures that you can track the performance of the medium to test and measure its success ratio
10) Ensure that the font type is suitable to be read by your target and on the medium. Avoid serif fonts as they are harder to read.
11) At the end of the ad you may wish to put your company name and logo.
You want to write job advertisements based on Roles, Responsibilities and Personality Types and NOT on your business name or job title. Keep this in mind and you’ll have a very successful ad. A successful ad is not that which brings a large number of applicants but rather brings in and attracts the most suitable and highly qualified for the role you want to fill. The job advertisement is your first point of filtration so use it wisely to cull-out those time wasters which clearly fit in the criteria that you are after.
With much love.
Joseph Warda
Active Business Coach
Train, Facilitate, and Grow!
joseph.warda@activebusinesscoach.com
www.activebusinesscoach.com
http://activebusinesscoach.blogspot.com/
Active Business Coach
+61-4-1428 3098
Admittedly, in order to get best return on your investment dollars, in this case comes in the form of the highest quality of candidates to attract; you must follow the same process as you would with your marketing. There is a well known process acronym called AIDA which marketers and salespeople have long used to attract potential and qualified clients to their products. If you would like more details on how to use AIDA in your marketing please email me at joseph.warda@activebusinesscoach.com and as a subscriber of this blog you will receive this special ebook as a complimentary gift from me to you.
When attempting to put an ad together there are several key elements that go into making a great, targeted, and attractive ad that you must keep in mind or address as you develop and work through the ad. In order to make it easier for the reader, I have generalized and grouped the important points together. These are the very important emoluments that you should adhere to get a successful result.
1) Identify the Position Requirements this has been done as part of the Position Description
2) Identify your target market: WHO is the most suitable candidate for this role? Be very specific though watch out for discriminatory rules. Always check with your local Equal opportunity/Anti-Discrimination Authority.
3) Always include the Intangible Benefits so give reason to WHY they should apply. Never include the pay rate in the ad as a motivator. This gives you the opportunity to negotiate rates based on capabilities. Always pay appropriately.
4) Now identify WHERE you’ll find those most suited for the role and advertise there. For example if you are looking for a highly specialized engineer then you would want to advertise in a trade journal. For less specialized roles, local and daily newspapers, general online or within your organization might be ideal.
5) Give them the WHAT. Ensure that the job clearly highlights Roles, Responsibilities and Personality Types.
6) The role title may be a sub heading which means it will be smaller in size and font.
7) Ensure that your ad has a deadline for receiving applications to indicate Urgency. Include date and time
8) Give clear instruction to HOW they can apply for the role. Ensure that you have a dedicated voice mail where they will call you and answer 4 to 5 simple questions. Some will call then simply hang up. We’ll cover what questions you will ask in that recording in the coming articles
9) Ensure that you have a job reference number especially when advertising in various mediums. This ensures that you can track the performance of the medium to test and measure its success ratio
10) Ensure that the font type is suitable to be read by your target and on the medium. Avoid serif fonts as they are harder to read.
11) At the end of the ad you may wish to put your company name and logo.
You want to write job advertisements based on Roles, Responsibilities and Personality Types and NOT on your business name or job title. Keep this in mind and you’ll have a very successful ad. A successful ad is not that which brings a large number of applicants but rather brings in and attracts the most suitable and highly qualified for the role you want to fill. The job advertisement is your first point of filtration so use it wisely to cull-out those time wasters which clearly fit in the criteria that you are after.
With much love.
Joseph Warda
Active Business Coach
Train, Facilitate, and Grow!
joseph.warda@activebusinesscoach.com
www.activebusinesscoach.com
http://activebusinesscoach.blogspot.com/
Active Business Coach
+61-4-1428 3098
Tuesday, 29 September 2009
Effective ReCrewtMint® and Retention Process – Position Description
How many times have you recruited new people into your organization and you did not exactly know what you want them to do? Or should I ask how many times have you been recruited to fill in a role without knowing exactly what you were supposed to be doing? Possibly many times, right? So how would you like to clearly define a position and have their full commitment?
Now let me tell you about something that a large number of businesses and business owners totally ignore in their business and those that have them don’t fully utilize them at all or utilize them enough. I am talking about something that is so simple yet it is completely ignored by the large majority of businesses out there especially the entrepreneurial ones… I mean it is one of the fundamentals of the “The ReCrewtMint® Process”. Let me say that without it the entire “The ReCrewtMint® Process” will collapse like a house of cards or like that house which was built on the sandy shores of dreams where, at first sign of a storm got washed away into the dark deep seas. I cannot stress hard enough for you to focus on the importance of what this is! It is a basic thing… it is a “Position Description” or a PD (for short) for a specific role which you want to fill.
PD is really a simple yet well defined document that lists key and critical items that the person must meet in order to fulfill the role, and the business needs.
Here are the 5 main parts that make a good Position Description:
1. Position Summary
6. Acceptance and Disclaimer
In Part 5 of this series of articles we will cover the creation of a Advertisement for the Role.
With much love.
Joseph Warda
Active Business Coach
Train, Facilitate, and Grow!
joseph.warda@activebusinesscoach.com
www.activebusinesscoach.com
Active Business Coach
+61-4-1428 3098
Now let me tell you about something that a large number of businesses and business owners totally ignore in their business and those that have them don’t fully utilize them at all or utilize them enough. I am talking about something that is so simple yet it is completely ignored by the large majority of businesses out there especially the entrepreneurial ones… I mean it is one of the fundamentals of the “The ReCrewtMint® Process”. Let me say that without it the entire “The ReCrewtMint® Process” will collapse like a house of cards or like that house which was built on the sandy shores of dreams where, at first sign of a storm got washed away into the dark deep seas. I cannot stress hard enough for you to focus on the importance of what this is! It is a basic thing… it is a “Position Description” or a PD (for short) for a specific role which you want to fill.
PD is really a simple yet well defined document that lists key and critical items that the person must meet in order to fulfill the role, and the business needs.
Here are the 5 main parts that make a good Position Description:
1. Position Summary
- Title of the Role – give a clear and concise title here e.g. “janitor”
- Position Reports – who reports to this position and who does this position reports to
- Minimum Age – there is a legal requirement for this check with your local authority. Some roles cannot be occupied by minors for example
- Employment Arrangement – e.g. contract, casual, part time, etc.
- Benefits – such as Super or 401K, Insurance, etc
- General Duties – list all the general duties that this role will need to perform
- Specific job duties – anything that is specific for this role
- Responsibilities – where does their responsibility start and where does it end for example for a team leader role clearly define what their responsibilities are towards their team e.g. Team Development, etc.
- Accountability – what are they accountable for in this role for example if they are a team leader are they accountable for the performance of their team members
- Does this job require that the person be able to lift certain weight (legal lifting weights vary from country to country)
- How to comply with the OHS
- Ensure that hazardous conditions, near misses and injuries are reported immediately to the supervisor
- These are specific to the role such as if you are in direct customer service; you probably want the person to have certain qualities such as being courteous might help.
- Do you have a dress code – watch out for anti discrimination laws for religious reasons for example a headwear of some sort!
- List here the rules under which the employment will be terminated, for example you might have zero tolerance towards any type of discrimination, obviously after following a due process to of investigation.
- Something showing up under the influence (drugs, alcohol, etc.)
- Anything that you might want to consider that would be specific to your industry such as personal hygiene
6. Acceptance and Disclaimer
- In this section you want to make sure the candidate has read and understood clearly what the role expects from them, so include details that clearly says that and that they are not signing a contract
- Allow for the candidate to sign it and print their name
- If under age ensure that the guardian of that minor has read and approved the duties of the role and get them to sign it too.
In Part 5 of this series of articles we will cover the creation of a Advertisement for the Role.
With much love.
Joseph Warda
Active Business Coach
Train, Facilitate, and Grow!
joseph.warda@activebusinesscoach.com
www.activebusinesscoach.com
Active Business Coach
+61-4-1428 3098
Tuesday, 22 September 2009
Effective ReCrewtMint® and Retention Strategy - Systemization
Once you have good understanding of the Four Hour ReCrewtMint® Process you should be able to put it into effect in your organization.
There are few questions that would naturally pop into someone’s mind at this stage, some of which are important:
• How can you ensure that you or your recruitment managers are consistent with your recruitment?
• How can you be able to delegate to another person the operation of recruitment and at the same time maintaining the same standard?
• How can you recruit and remain unbiased towards your own prejudices?
The answer to all the above questioned is actually very simple in nature. Once you have developed a clear and thorough understanding by simply reading and following the information in every article in this series of articles you will be able to create a system.
“The Systems will set you Free.” That has always been my motto since my very first business involvement. The system will not just set you free it will also ensure some of the most valuable stuff in your business, they achieve the following:
• Accuracy of results
• Consistency in conducting the recruitment
• Protection against litigation or unwarranted discrimination cases
These are just some of the advantages that you could reap from having a defined and easy to follow recruitment system.
Let us begin first by answering the question: “What is a system?”
A System is a set of processes and instructions that aid in completing a task in a simple manner. They also allow the business to operate without the business owner giving you more choices.
Let me just run this by you now, if you are the only person who knows how to do something in your business today, then what will happen if you got ill and couldn’t fulfil your obligations? Think about that for a moment. Your answer would most likely be: “my business will suffer dramatically.”
Let’s examine a system a bit more. In the broader context of business some of the Rules of a system are:
• It will provide consistent value to your customers, employees, suppliers, and leaders, beyond what they expect.
• It will be operated by people with the lowest possible level of skill.
• It will stand out as a place of order.
• It will help you to best service your customers.
In the more specific context of recruitment you can use a system to:
• Create Position/Job Description
• Hold regular team meetings
• Develop a system for recognition, remuneration & performance
• Use behavior, personality, communication, analysis with all team members
• Create a recruitment process
• Develop an induction training program
Effective systems can save you and your team both time and money. The basic rule for systemization is “Systemize the Routine, Humanize the Exception.” Simply put, anything that can’t be systemized needs to be run by people. At all times look into putting a system in place rather than hiring more people. A system means that things are done consistently, regardless of which team member does them.
Remember…
Systems will run your business; People will run your systems, and you will lead those people…
There are four basic steps to systemization…
1. Document how it gets done. Get currently doing the job to write down every step.
• This person then gets a new person to do the task with the written down steps and alter where needed.
2. Flowchart your processes. This will show you how it all fits together.
3. Measure against the performance of each person doing the task and compare the result. Refine and retrain people in the modified system.
4. Allow the system to change and grow with use. Make sure to keep the system documentation current and up to date to meet any changes in the business.
Some very important questions that will help you figure out where to start with your systemization:
1. What am I doing regularly that I could delegate to another person at a lower cost?
2. Is there anything that I hate doing which could be done by another person at a lower coat?
Some final tips…
1. Make sure that when creating a system, follow this simple principle by asking yourself the question “could a 13 year old person follow the instructions and do it as intended?” In other words keep it simple! Don’t over complicate the system or people won’t follow them.
2. Use lots of learning aids such as photos, videos, audio, etc. This may be as simple as printing a computer screen or videoing someone doing the task at hand. This will make the system much easier to follow and train within.
3. Document your system in a “policies and procedures” or “operations” manual in an easy to access format. And make sure everyone knows where it is kept!
In the next part we will introduce to you the Four Hour ReCrewtMint Process which will surely make your life a whole lot easier. Part 3
With much love.
Joseph Warda
Active Business Coach
Train, Facilitate, and Grow!
joseph.warda@activebusinesscoach.com
www.activebusinesscoach.com
Active Business Coach
+61-4-1428 3098
There are few questions that would naturally pop into someone’s mind at this stage, some of which are important:
• How can you ensure that you or your recruitment managers are consistent with your recruitment?
• How can you be able to delegate to another person the operation of recruitment and at the same time maintaining the same standard?
• How can you recruit and remain unbiased towards your own prejudices?
The answer to all the above questioned is actually very simple in nature. Once you have developed a clear and thorough understanding by simply reading and following the information in every article in this series of articles you will be able to create a system.
“The Systems will set you Free.” That has always been my motto since my very first business involvement. The system will not just set you free it will also ensure some of the most valuable stuff in your business, they achieve the following:
• Accuracy of results
• Consistency in conducting the recruitment
• Protection against litigation or unwarranted discrimination cases
These are just some of the advantages that you could reap from having a defined and easy to follow recruitment system.
Let us begin first by answering the question: “What is a system?”
A System is a set of processes and instructions that aid in completing a task in a simple manner. They also allow the business to operate without the business owner giving you more choices.
Let me just run this by you now, if you are the only person who knows how to do something in your business today, then what will happen if you got ill and couldn’t fulfil your obligations? Think about that for a moment. Your answer would most likely be: “my business will suffer dramatically.”
Let’s examine a system a bit more. In the broader context of business some of the Rules of a system are:
• It will provide consistent value to your customers, employees, suppliers, and leaders, beyond what they expect.
• It will be operated by people with the lowest possible level of skill.
• It will stand out as a place of order.
• It will help you to best service your customers.
In the more specific context of recruitment you can use a system to:
• Create Position/Job Description
• Hold regular team meetings
• Develop a system for recognition, remuneration & performance
• Use behavior, personality, communication, analysis with all team members
• Create a recruitment process
• Develop an induction training program
Effective systems can save you and your team both time and money. The basic rule for systemization is “Systemize the Routine, Humanize the Exception.” Simply put, anything that can’t be systemized needs to be run by people. At all times look into putting a system in place rather than hiring more people. A system means that things are done consistently, regardless of which team member does them.
Remember…
Systems will run your business; People will run your systems, and you will lead those people…
There are four basic steps to systemization…
1. Document how it gets done. Get currently doing the job to write down every step.
• This person then gets a new person to do the task with the written down steps and alter where needed.
2. Flowchart your processes. This will show you how it all fits together.
3. Measure against the performance of each person doing the task and compare the result. Refine and retrain people in the modified system.
4. Allow the system to change and grow with use. Make sure to keep the system documentation current and up to date to meet any changes in the business.
Some very important questions that will help you figure out where to start with your systemization:
1. What am I doing regularly that I could delegate to another person at a lower cost?
2. Is there anything that I hate doing which could be done by another person at a lower coat?
Some final tips…
1. Make sure that when creating a system, follow this simple principle by asking yourself the question “could a 13 year old person follow the instructions and do it as intended?” In other words keep it simple! Don’t over complicate the system or people won’t follow them.
2. Use lots of learning aids such as photos, videos, audio, etc. This may be as simple as printing a computer screen or videoing someone doing the task at hand. This will make the system much easier to follow and train within.
3. Document your system in a “policies and procedures” or “operations” manual in an easy to access format. And make sure everyone knows where it is kept!
In the next part we will introduce to you the Four Hour ReCrewtMint Process which will surely make your life a whole lot easier. Part 3
With much love.
Joseph Warda
Active Business Coach
Train, Facilitate, and Grow!
joseph.warda@activebusinesscoach.com
www.activebusinesscoach.com
Active Business Coach
+61-4-1428 3098
Monday, 21 September 2009
Effective ReCrewtMint® and Retention Strategy - Four Hour Process
Would you like to discover a simple process that would cut the time you spend recruiting a new people down to only few hours and maintaining a very high standard? You would, wouldn’t you?
What I would like to do in this article is to introduce you to a very simple yet successful hiring process known as the “Four Hour Format.”
Admittedly this process may be a new way of recruitment for you and your company and by the end of this article I guarantee you that you too will fall in love with it just as I have.
One thing to keep in mind though is this: “if you don’t change the system or process of hiring that you’ve been using thus far, then you’ll simply get more of what you’ve already got.” To help you understand whether you have a good recruitment process, I want you to think of this for a moment; if you were to sack every single person in your business who would you rehire again without asking a single question? Now if you answered this question with everyone, then congratulations you are one in a million, otherwise you will need this process.
Here is how the hours tick in more detail:
1st Hour: Generate interest for the position
3rd Hour: On-site screening of applicants
4th Hour: Final interview and hire
This process is so simple, I mean really simple! Once you have mastered it you can teach it to your office team and have them follow it with great ease. As you learn this process, think of other places where it could be useful for you to use it. You might surprise yourself! Now I am not suggesting that you could use it for every role in your organization but you might want to try it out for yourself and see if you could reap the rewards for its successful implementation.
There is a whole lot more of things that you will learn in the coming articles. You have much to integrate now.
In our next article I will explain to you all you need to know about creating a Position Description which you can turn into a simple template that you also could easily use. The truth is that once you have a good understanding of the Four Hour ReCrewtMint® Process you should be able to know how to put it into effect in your organization.
These are the sorts of tools and techniques that we can help you with at Active Business Coach. You can also email me directly for any queries that you might have.
With much love and Always to your Success.
Joseph Warda
Active Business Coach
Train, Facilitate, and Grow!
joseph.warda@activebusinesscoach.com
www.activebusinesscoach.com
Active Business Coach
+61-4-1428 3098
What I would like to do in this article is to introduce you to a very simple yet successful hiring process known as the “Four Hour Format.”
Admittedly this process may be a new way of recruitment for you and your company and by the end of this article I guarantee you that you too will fall in love with it just as I have.
One thing to keep in mind though is this: “if you don’t change the system or process of hiring that you’ve been using thus far, then you’ll simply get more of what you’ve already got.” To help you understand whether you have a good recruitment process, I want you to think of this for a moment; if you were to sack every single person in your business who would you rehire again without asking a single question? Now if you answered this question with everyone, then congratulations you are one in a million, otherwise you will need this process.
Here is how the hours tick in more detail:
1st Hour: Generate interest for the position
- Develop job/position description to include: Roles, Responsibilities, Tasks, Duties, Skills Required, Hours, Pay Range, Minimum Age, etc.
- Develop an Advertisment
- Identify lead sources, look or post: within own organization, in your door/window, in local and daily papers, government and student employment bodies, colleges, Universities, company newsletter, website, etc.
- Set up a dedicated voice mail for phone screening.
- Create a script and record it on a voice mail
- Ensure that both Job/Posiotn Description and the ad lead to the dedicated voice mail box message
- Listen to responses and filter based on their answers
- Call and request resumes from good candidates
- Qualify candidates by comparing resumes/CVs to job description
- Develop a short list of candidates
- Have the short list of candidates fill out application forms
3rd Hour: On-site screening of applicants
- Arrange group or individual meeting, this depends on number of positions and number of responses and roles on offer
- Design on-site screening to suit the position basing it on the 3 most important responsibilities or tasks for position
- Discuss role with candidates
- Short list the most of candidates (2 to 4)
4th Hour: Final interview and hire
- Conduct individual One-on-One interview of the short listed candidates
- Create a set of questions to discover past experience relating to skill set and tasks required for position
- Have candidates complete Behavioral Analysis (DISC) and Meta-Programs, Values, etc.
- Use same set of questions for all interviewees
- Rate the responses on each question on a scale of 1 to to 10, record comments
- Rank short listed candidates based on their scorecard
- Check references using a predetermined set of questionnaires
- Make offer to the top scoring candidate
- Complete all necessary paperwork such agreement/contract, tax forms, etc
This process is so simple, I mean really simple! Once you have mastered it you can teach it to your office team and have them follow it with great ease. As you learn this process, think of other places where it could be useful for you to use it. You might surprise yourself! Now I am not suggesting that you could use it for every role in your organization but you might want to try it out for yourself and see if you could reap the rewards for its successful implementation.
There is a whole lot more of things that you will learn in the coming articles. You have much to integrate now.
In our next article I will explain to you all you need to know about creating a Position Description which you can turn into a simple template that you also could easily use. The truth is that once you have a good understanding of the Four Hour ReCrewtMint® Process you should be able to know how to put it into effect in your organization.
These are the sorts of tools and techniques that we can help you with at Active Business Coach. You can also email me directly for any queries that you might have.
With much love and Always to your Success.
Joseph Warda
Active Business Coach
Train, Facilitate, and Grow!
joseph.warda@activebusinesscoach.com
www.activebusinesscoach.com
Active Business Coach
+61-4-1428 3098
Friday, 18 September 2009
What's all the Raving about Performance Revolution?
If there is a way that will help you get out of your own way and get on your way to fulfilling your dreams what would that mean to you personally? What would it mean to those that you influence in your life? What price would you be prepared to put on it?
Let me tell you about this amazing team or organization that provides accelerated learning to thousands of people from all over the world. I recently attended a seminar run this organization, by a one of the best, actually they are not one of the best, what am talking about? they are actually the Best Personal Development Company on the face of the planet. They are the Christopher Howard Training Company. I am sure you would have heard about them in some way or another and if you haven’t then what I would like to do here is introduce you to these amazing people from my own first hand experience. I am sure that you would appreciate how excited I have been to be involved with them and attend their seminars and workshops. They are an amazing company that is touching the hearts and souls of oh so many people around the world.
Just before I attended my first 3-day full-on seminar, Breakthrough to Success (BTS) seminar which you are bound to make some real discoveries about yourself and your life. Since that day I have also attended the NLP Results Certification (Results), as 7-day seminar covering the basics NLP which is the foundation of all the amazing work that we as humans are capable of achieving. This seminar prepares and gives you a set of tools and techniques to use to help improve your life and the lives of others; it is like going to a tool shop and picking up a screwdriver, a hammer, a nail, etc. you’ll learn how to use them for small handyman’s job. Master NLP Results Certification (Master) on the other hand gives you a major leap in using those tools. It continues to build upon the knowledge gained from both BTS and Results then gives you the ability to design and build a masterpiece by using the tools from both Results and Masters training. What the Masters training actually does is put things into perspective and give you a full picture of how you can maximize the proper use of tools.
Now let me tell about Performance Revolution. This is a legendary workshop where you will experience the most profound and long lasting change in your life. The way I describe it is: “it is like being locked up in the cage of the Ultimate Fighting Championship, get attacked by hundreds of thousands of the world top fighters, all at once I might add, and at the end of it all, you come out alive and victorious and a much, much better human.” That is one of the ways I personally experienced Performance Revolution. Another way to describe my experience of Performance Revolution is like: “willingly being stripped fully naked, while your are fully dressed with all your clothes on, standing in the middle of the world’s largest football stadium where hundreds of thousands of spectators watching you and judging you and yet build up the courage to confront their doubting eyes and their silent criticism all to which you become more appreciative of who you have become and who they are, people just like yourself. Or if I were to describe it in another way, I would describe my experience with Performance Revolution such that going through life and growing yourself out. It is like what a butterfly experiences throughout its short lifespan. Growing through the painful stages and metamorphosis-ing through its entire life cycle. From a humble caterpillar that is busy to survive but having its purpose driving it forward to experience the most profound change in its existence, turning into a hard shelled cocoon hiding away but yet making the necessary changes deep within that will have an ever-lasting impact on its existence and fulfilling its purpose in life. Once the change has taken place, the shell breaks open with much pain yet with great ease as the purpose that has driven the caterpillar to this point in time has always been to be free and bring out the beauty within it. The butterfly which was once seen as a pest caterpillar eating away the greens has now emerged in life and in nature as the best friend any plant form could have. It is by its sheer magic to travel from one flower to another that it spreads the joys of life and spreads life itself between blossoms, cross pollinating and creating fruitful results and guaranteeing that seeds will be made.
No matter how I describe Performance Revolution to I will never be able to describe it well enough or without putting my own meaning on it. It is for you to know how to experience it or experience yourself. And it is that experience that you will get out of it that will give you the learning that you need to get. Your experience of it could be very different and that is perfectly normal but one thing I can say for sure is that you will come out as your true self, a true person, from it no matter how you experience it.
If that sounded like something that you would love to have as an experience in your life then all there is that you have to do now is visit this link and start your experience. I highly recommend it to anyone who is looking to make a massive change in their life and the lives that depend on you. My guess is that you are impacting a whole lot of people that you impact directly or indirectly in your life. If you live on this planet and you deal with people then you are affecting and having an impact of them and their lives. Now the choice is yours to what impact you wish to leave with them and what would your legacy be in Life.
With much love.
Joseph Warda
Active Business Coach
Train, Facilitate, and Grow!
joseph.warda@activebusinesscoach.com
www.activebusinesscoach.com
Active Business Coach
+61-4-1428 3098
Let me tell you about this amazing team or organization that provides accelerated learning to thousands of people from all over the world. I recently attended a seminar run this organization, by a one of the best, actually they are not one of the best, what am talking about? they are actually the Best Personal Development Company on the face of the planet. They are the Christopher Howard Training Company. I am sure you would have heard about them in some way or another and if you haven’t then what I would like to do here is introduce you to these amazing people from my own first hand experience. I am sure that you would appreciate how excited I have been to be involved with them and attend their seminars and workshops. They are an amazing company that is touching the hearts and souls of oh so many people around the world.
Just before I attended my first 3-day full-on seminar, Breakthrough to Success (BTS) seminar which you are bound to make some real discoveries about yourself and your life. Since that day I have also attended the NLP Results Certification (Results), as 7-day seminar covering the basics NLP which is the foundation of all the amazing work that we as humans are capable of achieving. This seminar prepares and gives you a set of tools and techniques to use to help improve your life and the lives of others; it is like going to a tool shop and picking up a screwdriver, a hammer, a nail, etc. you’ll learn how to use them for small handyman’s job. Master NLP Results Certification (Master) on the other hand gives you a major leap in using those tools. It continues to build upon the knowledge gained from both BTS and Results then gives you the ability to design and build a masterpiece by using the tools from both Results and Masters training. What the Masters training actually does is put things into perspective and give you a full picture of how you can maximize the proper use of tools.
Now let me tell about Performance Revolution. This is a legendary workshop where you will experience the most profound and long lasting change in your life. The way I describe it is: “it is like being locked up in the cage of the Ultimate Fighting Championship, get attacked by hundreds of thousands of the world top fighters, all at once I might add, and at the end of it all, you come out alive and victorious and a much, much better human.” That is one of the ways I personally experienced Performance Revolution. Another way to describe my experience of Performance Revolution is like: “willingly being stripped fully naked, while your are fully dressed with all your clothes on, standing in the middle of the world’s largest football stadium where hundreds of thousands of spectators watching you and judging you and yet build up the courage to confront their doubting eyes and their silent criticism all to which you become more appreciative of who you have become and who they are, people just like yourself. Or if I were to describe it in another way, I would describe my experience with Performance Revolution such that going through life and growing yourself out. It is like what a butterfly experiences throughout its short lifespan. Growing through the painful stages and metamorphosis-ing through its entire life cycle. From a humble caterpillar that is busy to survive but having its purpose driving it forward to experience the most profound change in its existence, turning into a hard shelled cocoon hiding away but yet making the necessary changes deep within that will have an ever-lasting impact on its existence and fulfilling its purpose in life. Once the change has taken place, the shell breaks open with much pain yet with great ease as the purpose that has driven the caterpillar to this point in time has always been to be free and bring out the beauty within it. The butterfly which was once seen as a pest caterpillar eating away the greens has now emerged in life and in nature as the best friend any plant form could have. It is by its sheer magic to travel from one flower to another that it spreads the joys of life and spreads life itself between blossoms, cross pollinating and creating fruitful results and guaranteeing that seeds will be made.
No matter how I describe Performance Revolution to I will never be able to describe it well enough or without putting my own meaning on it. It is for you to know how to experience it or experience yourself. And it is that experience that you will get out of it that will give you the learning that you need to get. Your experience of it could be very different and that is perfectly normal but one thing I can say for sure is that you will come out as your true self, a true person, from it no matter how you experience it.
If that sounded like something that you would love to have as an experience in your life then all there is that you have to do now is visit this link and start your experience. I highly recommend it to anyone who is looking to make a massive change in their life and the lives that depend on you. My guess is that you are impacting a whole lot of people that you impact directly or indirectly in your life. If you live on this planet and you deal with people then you are affecting and having an impact of them and their lives. Now the choice is yours to what impact you wish to leave with them and what would your legacy be in Life.
With much love.
Joseph Warda
Active Business Coach
Train, Facilitate, and Grow!
joseph.warda@activebusinesscoach.com
www.activebusinesscoach.com
Active Business Coach
+61-4-1428 3098
Wednesday, 9 September 2009
Effective ReCrewtMint® and Retention Strategy – Attracting Great People
What if there was a way to ReCrewt someone who would stay for a long period of time? What if there was a way to find that person with enough passion to remain committed? What if you could find that person and discover how you could reward and motivate them?
Over the years in which I owned and coached businesses I came to the realisation that for most of these businesses the most pressing and prevalent challenge that they had, was related to the people they employed.
What most businesses experienced was low performance from their employees. This appeared as high level of absenteeism, low productivity, etc.
Some organisations had very good selection processes but lacked retention processes. Others had great retention processes but mediocre selection processes. Those that had higher rate of success with their teams had very good selection and very good retention process. They had found that the two complement each other and each are critical to the success of the other.
In this series of articles what I will be discussing is a method that is known as the “Four Hour Recruitment System”. This system ensures that the selection process which takes the longest time and costs a lot of money can be shortened to 4 hours only, from the minute that you say to yourself “I need to hire a new person” to the minute you actually welcome the right person onboard on their first day.
This process is by no means a fool-proof yet it provides the appropriate level of support to you and to your business and if a mistake was made during the selection, the ReCrewtMint® Process will assist you in rectifying the error by either engaging in re-education or retiring of the inappropriate selection.
There is a very easy and straight forward way to select the right people and in the next few weeks we will go together on a journey to discover all the tools that you need to help you find that magical, mystical person that you’ve been trying to find for a while.
Let’s get on our way. Part 2
With Much Love
Joseph Warda
Active Business Coach
Train, Facilitate, and Grow!
joseph.warda@activebusinesscoach.com
www.activebusinesscoach.com
Active Business Coach
+61-4-1428 3098
Over the years in which I owned and coached businesses I came to the realisation that for most of these businesses the most pressing and prevalent challenge that they had, was related to the people they employed.
What most businesses experienced was low performance from their employees. This appeared as high level of absenteeism, low productivity, etc.
Some organisations had very good selection processes but lacked retention processes. Others had great retention processes but mediocre selection processes. Those that had higher rate of success with their teams had very good selection and very good retention process. They had found that the two complement each other and each are critical to the success of the other.
In this series of articles what I will be discussing is a method that is known as the “Four Hour Recruitment System”. This system ensures that the selection process which takes the longest time and costs a lot of money can be shortened to 4 hours only, from the minute that you say to yourself “I need to hire a new person” to the minute you actually welcome the right person onboard on their first day.
This process is by no means a fool-proof yet it provides the appropriate level of support to you and to your business and if a mistake was made during the selection, the ReCrewtMint® Process will assist you in rectifying the error by either engaging in re-education or retiring of the inappropriate selection.
There is a very easy and straight forward way to select the right people and in the next few weeks we will go together on a journey to discover all the tools that you need to help you find that magical, mystical person that you’ve been trying to find for a while.
Let’s get on our way. Part 2
With Much Love
Joseph Warda
Active Business Coach
Train, Facilitate, and Grow!
joseph.warda@activebusinesscoach.com
www.activebusinesscoach.com
Active Business Coach
+61-4-1428 3098
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