Category: Henry Goldbeck
Losing Workers to Alberta’s Oil Patch? Eight Obvious, Possibly-Wacky and Workable Retention Strategies.
When managers, engineers and skilled professionals can make double their salaries in Alberta’s oil patch or small towns in Saskatchewan —
for example, recent Payscale data reports that a Senior Estimator can make 55% more working in Saskatchewan
— we’re going to have to get really creative and outright invest in ways to keep them.
With that in mind, here are eight retention strategies for companies like yours who have to compete with industries that can pay your workers double what they’ll earn in urban centres.
Some of them might be obvious. Some of them might be crazy or inappropriate.
Some of them just might work.
Enthusiasm, energy, people-skills, charm. Yep, it takes a special breed to be a great salesperson…so maybe your next hire should be a dog.
Is Your Industrial Sales Recruitment a Challenge? Three Hard-Nosed Ways To Qualify Candidates with Transferable Skills
When the talent pool in your very specialized field is narrow, recruiting industrial salespeople can be a challenge. One strategy that’s not always used – but can be wildly effective – is to look for people in complementary industries with transferable skills. Here’s how to assess them.
What advice do they give job seekers? And how can candidates stand out among the competition? What are the challenges associated with “brain drain” and the skills training gap?
Henry Goldbeck will be answering these questions and more on The Bill Good Show on Monday March 31, 2014.
In our candidate database we have seven ninjas.
Here’s how many we’ve interviewed: 0.
Here’s how many we’ve hired or placed: 0.
“Would you hire someone who described herself as a ‘new product ninja’ or a ‘ninja programmer’?” I asked Henry Goldbeck, the president of our company and a recruiter with more than 27 years of experience.
“Maybe,” he said. “I don’t care what people call themselves. If they have the skills for the position, I’ll call them. The question is, would I see their resume in the first place?”
And THAT is the question.
Here’s how to be creative on your resume and on LinkedIn…and still get found.