Replacing a Derek Jeter: How to Cope When Your Top Player Quits

Derek-JeterWhether you’re a Yankees fan, a baseball fan — or not a fan at all — chances are you’ve heard of Derek Jeter. This weekend, the All-Star shortstop is sadly playing the last few games of his 20-year, remarkably consistent, Hall of Fame career. For many baseball fans, like me, this marks the end of an era. And naturally, you can’t help but wonder – what’s next for the Yankees?

How do you replace someone with that level of talent? Someone who carried a .309 career batting average, slugged over 3,000 hits, had a winning attitude and was the ultimate team player. Throughout 20 seasons, Derek Jeter had zero career ejections, zero run-ins with the media or management and a leadership skill set that made him the obvious choice for perennial team captain. Without a doubt, management will miss his impact on the team, the organization and the city of New York.

In this Yahoo! Sports article, Derek Jeter stated, “I’ve experienced so many defining moments in my career; winning the World Series as a rookie shortstop, being named the Yankees captain, closing the old and opening the new Yankee Stadium. Through it all, I’ve never stopped chasing the next one. I finally want to stop the chase and take in the world.”
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Adecco Publishes Global Study on the Use of Social Media in Recruitment and Job Searching

SocialRecruitingSocial media has become the universal domain for both recruiters and job seekers alike.  Social media websites are essentially storefronts in the new marketplace for jobs.

As the global leader in HR solutions, Adecco wants to better understand how people interact in this new marketplace: how they search for jobs, which platforms they use and how they present themselves online. This is why we’ve completed our first global study on the use of social media in recruiting and job search.

About the study

Developed by Adecco Group in partnership with the Catholic University of Milan, Italy, the study is the most comprehensive research of its kind to date. Responses from 17,272 job seekers and 1,501 recruiters from 24 countries were collected. The topics of research include:

  • The use of social media for professional purposes
  • The effectiveness of social media in the matching of job seekers with open positions in the job market
  • The relevance of web reputation and its impact on recruiting
  • The social capital of individual candidates
  • How recruiters explore the web when looking for a candidate

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10 Questions Answered to Help You Better Manage Your Multi-Generational Workforce

customer-service-employeesThroughout our webinar on Managing Multiple Generations in the Workforce, we received many thoughtful questions and comments from attendees – so many, in fact, that we didn’t have time to answer each one.

Fortunately our great panelists agreed to follow up on the questions they weren’t able to answer during the webinar Q&A. Questions include:

  • Why do we have to change for young workers, why can’t they adjust to the way things are?
  • What are the best ways to create two-way mentorships between younger and more mature employees?
  • How would you address the seeming lack of boundaries between younger managers and their employees?

Continue reading for answers to these and other questions from our four panelists.
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Top 5 Benefits of an Onsite Program

Adecco Onsite ProgramMany people aren’t aware of it, but Adecco actually offers a program where we have a dedicated resource sit on location at your organization to manage all of your temporary workforce needs. It’s a solution that takes the burden off of you and your team, allowing them to focus on their main tasks while we partner with you to build a great staffing program.

Here are the top five reasons to engage with an Onsite Program:

1. Recruiting

We recruit and source the top talent your organization needs—sounds simple, but it covers a lot. The Onsite Manager from Adecco handles every stage of the recruiting process. This person is solely focused on finding candidates with the right skill sets. Since our standardized vetting process is so in-depth and includes things like background and drug tests as well as skills and personality assessments, we’re able to deliver a higher caliber of employee.

2. Retention


Searching for the right candidates helps provide insight into what their needs are so that we can continue to keep them engaged with their work. Companies that have high employee morale also have employees who are 22% more productive. Several ways we address this are:

  • A well-defined onboarding system
  • 
One point of contact: we handle everything for our 
onsite associates and they can come to us directly
  • 
A rewards program
  • Administering necessary training

We’re committed to providing a positive experience to our associates, and that’s one of the things that keeps them coming back.

3. Experience

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Lessons from a Mock Interview: Job seeker Advice for Passing a Technical Screen

iStock_000017125510LargeA few weeks ago, I met an old friend for breakfast – he’s had his own company for a few years, building a web application, but has been considering going back to work full-time. Excited by the prospect of it, he still felt concerned about being able to pass a technical screen, so I gave him the advice you’ll see below. If you’re looking to return to the tech world – or are changing career paths – these tips will help to get you on the track to success. 

The more you know, the more you understand what you don’t know

At first I thought this was typical imposter’s syndrome. My friend has nearly ten years of experience with programming and has been an entrepreneur of one sort or another for more than thirty. For the last five years, he’s been working on his own product, which is a fairly complex J2EE site. But, like a lot of good developers, he thinks that what he does isn’t as impressive as what others are doing. When you work on something for a long time, you become intimately familiar all of its flaws, and then when you see something new that someone else is doing, you only see the positives and begin to compare yourself.

I told him he was definitely qualified for a programming job if he wanted one, but asked what was up with his project. It turns out that in the last year or so, he had been mainly working on the business side of his project, not the programming, which was largely finished. And, even the business side didn’t need his full-time attention. He wanted to find an agency that would allow him to take on some short-term contract work because he missed programming and had the available time. 
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Webinar Wrap-Up: Managing a Multi-Generational Workforce in a Customer Service Environment

employee-growth-metricsManaging the differences between the generations in the workplace has proven to be difficult for many business leaders. Generational challenges and dissimilar working styles are ever-present and can cause a disconnect between employers and employees. When you add the headaches associated with a customer service environment to these generational differences, serious operational issues can arise and impact your bottom line. Adecco’s recent webinar, “Managing a Multi-Generational Workforce in a Customer Service Environment,” helps leaders and managers mitigate these issues. In the webinar, topics include a detailed look at the generations in the workforce, leveraging generational strengths, best practices for addressing generational challenges, management tips and advice for helping the younger generations provide excellent service.

Panelists for the webinar include Bruce Tulgan (Author, Founder & CEO of RainmakerThinking), Wendy Slayton (Senior Vice President of Human Resources for Adecco Group North America), Kristen Leverone (Senior Vice President & Global Talent Development Practice Leader for Lee Hecht Harrison) and Lauren Griffin (Senior Vice President of Adecco Staffing, USA). Individuals who attended the webinar earned Human Resources Certification Institute (HRCI) credit, which counts toward the certification and recertification process for HR professionals.

If you are interested in viewing the “Managing a Multi-Generational Workforce in a Customer Service Environment” webinar, click here. For those wishing to receive HRCI credit, we will be granting accreditation through October 10, 2014 for those who watch the webinar in its entirety. Please note: In order to receive credit, you MUST complete the form that appears and provide valid information. Your HRCI credit information will be sent within a week of viewing.

If you wish to view only the slides presented in the webinar and are not interested in receiving HRCI credit, click here.
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