Welcome to the October 13, 2004 issue of The Total View

Your resource for cutting-edge news, tips, and tools to help you hire, manage,
and motivate top-performing employees.

If you are receiving this issue as a forward, and want your own subscription, visit
http://www.chrysaliscorporation.com/newsletter.htm

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In This Issue
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1. Businesses ask "Where's the Talent?"

2. Perfect Labor Storm Alerts #261 to #265.

3. How Can Background Checks Be Made Simple, Secure, and Affordable?

4. What Interview Questions Can You Ask? -- Complimentary Guide Reveals All.

5. Screen Entry-Level Candidates Easily Without Breaking The Bank.

6. What Would You Do if You Could Get Inside The Head of Your Customers?

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The Total View is written and published each Wednesday by Ira S. Wolfe, founder of Success Performance Solutions. (Yes, Ira writes every article, every week!) and is distributed with permission by The Chrysalis Corporation.

Ira S. Wolfe 2004 - All Rights Reserved. Reprints and other distribution by permission only.

To learn more about The Chrysalis Corporation or to read back issues of The Total View, visit our web site at http://www.chrysaliscorporation.com/totalview_backissues.htm

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1. Businesses ask "Where's the Talent?"
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Approximately 60 representatives from business and industry ranging from manufacturing to healthcare participated in the 2004 Lancaster (PA) Chamber of Commerce Job Fair. Their shared goal was to attract the best and brightest to work for their respective companies. In the course of the day-long event, several hundred resumes and applications changed hands. Questions were asked and answered. At the end of the day, the recruiters asked one overriding question: "Where's the talent?"

Nearly 1000 people showed up for the job fair. The recruiters manned their booths, looking out at lines of job seekers. Here's what they saw. Body piercings, tattoos, tank tops, short skirts, jeans-baggy or tight-exposing the proverbial "plumber's crack", midriff-exposing tops and shirts. Sure, there was a smattering of business suits in the crowd, but casually attired interviewees outnumbered those dressed conservatively by the dozens. One vendor quipped he saw more skin that day than he had the previous week in Las Vegas.

What's obvious, other than exposed skin, is the changing attitude of job seekers. After decades of adhering to the unwavering dictate that dressing professionally makes that critical positive first impression, today's applicant seems unconcerned about how he or she appears to a recruiter. These recruiters saw a disappointing group of potential employees.

Here's the reality. Whether it's changing times or a blasé attitude, employers must recognize, like it or not, these people represent today's workforce.

Now, another reality check. In addition to recent graduates and those who are unemployed, almost half the attendees were currently employed and looking for new opportunities. I know this because I have conducted surveys at this particular job fair for the past three years. This year, 564 job seekers completed the questionnaire. Forty percent of respondents want to change jobs.

These responses confirm what I describe in my book, The Perfect Labor Storm. I predict a series of demographic, socio-economic, and technological changes plus a trend toward globalization will create an American workforce crisis. The result will be a worker gap, a skills gap, and a wage gap that will threaten the U.S. employer's ability to compete and be profitable.

To solve this problem, many employers will simply hire talent away from competitors. My job fair survey results show this may be easy to accomplish. Consider these figures. More than 65 percent of the employed job seekers report dissatisfaction with their current jobs. When asked about the likelihood of working for the same company two years from now, one of out five in the 27 to 34 age group agreed. Twenty-seven percent of the 35 to 44 age group and 36 percent of the 45 to 54 age group believe they will accept a new position in the next two years.

Listen to the wake-up call. The brain-drain is starting.

There's more. Employers face challenges attracting the best talent and retaining them. More than one-third of the respondents want better pay. The exception is the 45 to 54 age group who look for job security and health care benefits. This group represents the keystone segment of a workforce that has particular company knowledge and skill sets to manage effectively. When they walk, companies suffer.

Once again, health care benefits rank high, No. 2, in the reason why respondents seek out jobs. Those in the 35-44 age group also seek career advancement opportunities. Respondents aged 45 to 54 want flexibility.

These trends pose considerable challenges for business managers. Employers currently attempt to reduce contributions for health care benefits. Is it possible the demand for talent will force employers to rethink this position?

Now you understand the rub. As employers look to grow business opportunities and increase profits, the employees they need to make this happen will be demanding more pay, more benefits, and more flexibility.

It's not all about money. Experts may suggest paying top dollar for top talent is a wise investment. In spite of the ring of truth, the survey results show respondents may not have what it takes to deliver top-dollar performance. Fewer than half of the over-age-26 group seekers report excellent skills at solving large complex problems and handling stress. Even fewer believe they understand how a business operates and makes money.

Less than 39 percent of respondents rated computer skills, a basic competency in today's job market, as above average or higher. Approximately 44 percent of respondents gave a weak rating for ability to use the Internet and e-mail. Remember, all these respondents are actively looking for jobs. It's reasonable to assume that responses may have inflated or over-stated skill levels. If that's true, the situation is even more distressing.

As employers look for skilled workers and skilled workers seek better jobs, the twain might eventually meet. The sad truth is the painfully apparent realization that that those moments may be fleeting. Most job-related scenarios won't end happily unless organizations actively look to restore stability and improve productivity. That means managing performance. And, managing performance requires the right metrics.

The metrics aren't there. Organizations continuously hunt for relevant industry and region benchmarks. The evidence is in a recent study conducted to identify the costs and efficacy of recruiting employees. Although nearly 2400 organizations submitted data, only 1007 submitted complete and usable information. More than half the organizations did not have the metrics to compile meaningful reports.

Management by trial and error-let's hire this person and see if it works-is a dated concept. Keen competition means the cost of one bad hiring decision or one lost customer may break a company. To survive the Perfect Labor Storm, every organization must do at least these things: create a company culture that attracts and retains the right talent; provide competitive wages and benefits that satisfies cross-generational needs; continually boost productivity to offset skyrocketing wages, pension and health care costs; respond to increasing demands for flexibility and work-life balance; train and develop management teams; re-train older workers to deliver products and service; and measure, measure, and measure performance.

To receive a copy of the results, follow the link below, fill out the form, and type "I Want a New Job Survey" in the comment box.
http://www.chrysaliscorporation.com/contact_us.htm

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2. Perfect Labor Storm Alerts #261 to #265.
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Suffering from excessive workloads and stress on the job, health services workers ready to jump ship.

Fact #261: One-fourth of health services workers plan to change jobs by February 2005.
(Source: careerbuilders.com survey)

Fact #262: Sixteen percent of health services workers search for a new job on a weekly basis.
(Source: careerbuilders.com survey)

Fact #263: Thirty-three percent of health care workers are looking for stability in their next job, followed by fairness at 12 percent. (Source: careerbuilders.com survey)

Fact #264: The top three factors motivating job changes for health services workers are better compensation, more career advancement opportunities and improved work-life balance.
(Source: careerbuilders.com survey)

Fact #265: 11 percent of health services workers stay at their current employer for benefits while 10 percent say it is due to the fear of the unknown. (Source: careerbuilders.com survey)

Do you sit on a program committee for your local civic, business or professional association? "The Perfect Labor Storm" is the perfect topic for meetings, conferences and keynotes. Schedule Ira Wolfe today. Find out what's ahead in employment trends and how it will affect career opportunitues, education, quality of life issues and more. Call 717.656.4632 for more information.

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3. How Can Background Checks Be Made Simple, Secure, and Affordable?
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The Chrysalis Corporation is please to announce a new strategic partner -- Information Architects, a leader in the world of Background Screening Services.

Information Architects has produced a Background Screening Service specifically for companies who are seeking an intuitive and intelligent way of performing background screening services. Their product is one of the leading background screening services in the market. It was developed using direct input from private and government agencies utilizing the newest technology available for secure Internet collection and delivery of sensitive data. Current clients include the Department of Justice – Bureau of Prisons, Kellogg’s, Marathon Oil, and Comerica Bank and Cabela’s to name a few.

What separates their Web-based product from our competition is the ease of use, the simplicity of utilizing a Web Enabled Application, and our services and reports that are unmatched in the industry. Please understand there are NO MONTHLY FEES, NO SOFTWARE TO PURCHASE AND NO CONTRACTS, you simply pay as you go. They offer a user interface and order fulfillment system which streamlines the collection of vouchering/security background information as well as the integration of an online dynamic interview process.

Included with their services are toll-free technical support, online customer service, chat and e-mail support.

We are proud to welcome Information Architects as one of our partners. Whether you are looking to implement background checking for the first time in your company, or if your current provider is not meeting your expectations, we invite you to take a look at the services that Information Architects brings to the table.

During the month of October, any company that establishes a new account with Information Architects will receive a $250 assessment package from The Chrysalis Corporation, with our compliments. This offer ends promptly at midnight, October 31, 2004.

To learn more, follow this link:
http://www.ia.com/perceptre/affiliates/chrysalis.asp

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4. What Interview Questions Can You Ask? -- Complimentary Guide Reveals All.
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What Interview Questions Can You Ask? Ever wonder which questions are legal to ask and which ones increase your probability of landing you and your company in court as a defendant?

Download Our Interview Guide here.
http://www.chrysaliscorporation.com/pdf/what_interview_questions_can_you_ask.pdf

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5. Screen Entry-Level Candidates Easily Without Breaking The Bank.
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FirstView Job Fit Indicator is the newest generation of pre-employment personality tests which includes an optional cognitive section. FirstView requires only 15 minutes to complete and reports are available immediately. FirstView is the perfect solution to screen large candidate groups for 15 entry level positions in retail sales, hospitality, persuasive sales, administrative positions, drivers, IT positions, telemarketing, customer service, drivers, health care and more.

Each report includes job specific interview questions. FirstView evaluates a candidate's preferences in the following areas:

--Rules - consistency, ability to deal with change, need for structure, ability to follow rules and policies
--Extroversion - need to work with others, communication of enthusiasm, ability to talk or listen
--Assertiveness - decision making, selling and closing abilities, ability to handle confrontation, willingness to take direction from others
--Teaming - teamwork, collaboration with others, competitiveness
--Sensitivity - emotional stability, handling of criticism and feedback, dealing with stress
--Organization - planning, spontaneity, time management attitudes, ability to handle details
--Social Desirability - an internal validity scale to determine if the candidate is being frank with their answers
--Cognitive Ability - an overall aggregate measure of cognitive skills

To learn more about FirstView and to view sample reports, follow this link:
http://www.chrysaliscorporation.com/first_view_jf.htm

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6. What Would You Do if You Could Get Inside The Head of Your Customers?
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Have you ever imagined how valuable brutally honest feedback from your customers would be to your company or organization? I'm talking about no B.S. feedback about how your customers REALLY feel about your products, services, and support. What would it be like if your clients provided you with suggestions that actually increased your profits and bottom line and eliminated the "hit and miss" approach to sales and marketing? Stop imagining and start knowing!

The easiest and most cost-effective way to get this information is to conduct a survey. A survey eliminates the psychological pressure for clients to tell you what they think you want to hear. Some people, regardless of how unhappy they are with a product or service, refuse to voice their dissatisfaction with a company because it makes them feel uncomfortable. They simply "vote with the feet" and tend to go away without you ever knowing the reason why. The end result -- you lose business without ever knowing the reasons why. Surveys neutralize a potentially awkward and uncomfortable situation for clients by providing a way for them to provide you with honest and direct feedback in an anonymous manner.

We have taken all the stress and hassles out of creating, deploying, inputting, and analyzing survey results.

Contact us today to learn about about real-time e-mail and web based surveys. No more hassles with entering results and creating presentations. Let us do the work for you. We can help you write, set-up, distribute (electronically), process and present in less time for less cost than you can imagine.

For more information about the survey solutions we can provide you with, including our Rapid Survey Option, follow the link below and type "Surveys" in the comment box. You can also contact us by phone at: 229-257-0665:
http://www.chrysaliscorporation.com/contact_us_surveys.htm

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Contact Information:

The Chrysalis Corporation
2001 Hammock Drive
Valdosta, GA 31602
229-257-0665

To learn more about The Chrysalis Corporation, visit:
http://www.chrysaliscorporation.com