Mass marketing is so 1990's! Spend spend/waste wasteThis blog will take you in a different direction. It focuses on association recruitment and retention of members by using targeted methods and communications, and there will be an occasional sojourn into related topics of interest. Rather than discuss the broad, the general, and the "same old," the goal of this blog is to provide useful tools, fact sheets that answer specific questions, and inspiration to those looking to make their jobs more interesting and fun.Thank you for visiting and I welcome your feedback and ideas.

Posted By Leah Baker

 

By Dale Paulson, Ph.D., President of Allegiance Research Group

 

Dare I say the word “Recession?” In the late-1970s, Alfred Kahn, Jimmy Carter’s chief economic advisor, used the word in one of his discussions with the press. He was quickly summoned to the White House for a wood-shed moment and abandoned the word. He replaced it with the word banana even singing the song, “Yes we have no bananas, we have no bananas today.”

 

Now assuming that we are in an extended big banana, how does this affect the hiring process? It would seem that with more people looking for work, good people would be easier to find but are you screening for the right things?

 

Many job candidates in 2010 may be looking for a new position because they are facing serious financial problems, some may be facing foreclosure, and some may have less than excellent credit reports. A lot of time candidates are automatically disqualified because of their credit rating. The truth is that many people are in trouble because of circumstances, not irresponsibility. For example, it could be the housing meltdown, it could be a serious illness in their family, it could be they started a business that didn’t work out. It is better to judge applicants not by their credit report but by their work-related attitudes.

 

Are they entitled versus unassuming?

Are they adversarial versus accommodating?

Are they egocentric versus people oriented?

Are they judgmental versus accepting?

Are they vindictive versus forgiving?

Are they insubordinate versus respectful?

Are they undisciplined versus self-disciplined?

 

Overall, there is not much good about a recession but there are tools to help the interviewer in these challenging times. The Workplace Attitudes Test looks at several of the attitudes listed above, and more. Remember that the cost of hiring the wrong employee can be extremely high while the cost of a screening test is very low. For info about this pre-employment test, call 703-772-5263 or see www.WorkplaceAttitudes.com 


 
Posted By Leah Baker

The Allegiance Research Group has several Fact Sheets that are free for the asking and that answer many questions about research. Over the years, the most popular one has consistently been “Determining Confidence Level from Sample Size Using Your Calculator.” The list of Fact Sheets is listed below and if you would like some, just e-mail AllegianceResearch@gmail.com or call 703-772-5263.

 

1. Determining Confidence Level from Sample Size Using your Calculator

2. Developing Effective Survey Questions

3. Achieving High Response Rates (60% or more) with Mail Surveys

4. Comparing In-Person, Phone, and Mail Surveys

5. The Advantages and Disadvantages of Focus Groups

6. What to Consider When Writing an RFP

7. Thirty Questions to Consider When Doing Strategic Planning

8. The Pros and Cons of Surveys on the Web

9. YTheyJoin™ - the member segmentation program based on needs

10. Prioritizing Objectives of Board Members by Using Fixed-Sum Preference Scales

11. Developing an Index for Mass Media Exposure

12. Creating Tag Lines for a Powerful Message

13. Workplace Attitudes Test™ - screening the work-related attitudes of job candidates

14. Cartoon Sequence Research™ - a method of research without asking leading questions


 

 

 
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