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, Here is a Humorous Look at Hiring


If you wanted, for some unknown reason, to hire the worst possible employee how would you proceed? I’m talking the worst, the absolute worst. The type of person with their own agenda, impossible to supervise, petty, quick to take offense, and on their best days hinting that they have a great lawyer and that they know their rights. But how do you know that you’ve found a really bad employee? Much like jury consultants who ask prospective jurors about their attitudes related to our legal system, you should ask prospective employees about their work-related attitudes.


Some problematic work-related attitudes include the following: an over-developed sense of importance; a sense that they are special; and a belief that they don’t have to do anything extra because they are already there. We see this in the former beauty queen who refuses to give up her tiara. It’s called deservedness or a sense of entitlement.


As we continue our search for the bad employee, we look for a lack of empathy. The inability or disinclination to see things from the other person’s perspective. Rhett Butler’s famous comment, “Frankly my dear, I don’t give a damn” is humorous in movies but not on the job. “Do you have this in a size five?” “Frankly, my dear . . .” We also need some pettiness and a good memory for remembering slights. If you can’t hold a grudge, you don’t qualify here. “Tower, this is Aardvark 551, requesting permission to proceed to runway one eight.” “Aardvark 551, do you remember what you said the last time you were here?”


There you have some contextual attitudes that identify bad employees. It works the other way too-we can help you identify good employees. We use the contextual attitudes of the workplace (we have identified nine) to evaluate potential employees. All you need to do is have the job candidate take our Workplace Attitudes Test of 45 questions and we’ll evaluate it for you. You receive a bar graph that summarizes the individual’s work-related values and an overall score. This makes you a better interviewer. Now you can use the Workplace Attitudes Test to hire really bad or really good employees, the choice is up to you. The neat thing is, you won’t be doing it by accident. Remember, just because Ben Franklin wanted to make the turkey our national bird doesn’t mean you have to hire one! Call 703-772-5263 or visit

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 




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Leah Baker
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