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Retaining your employees : four key phases to keep your talents

High turnover is very expensive for companies. Four key phases can ensure that you keep your good employees.


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Three’s a crowd! The candidate, the employer and the partner

Managing your career also means knowing how to manage your personal life. Generally, we think about balancing work and home but when the time comes to make a decision about a new job we have a tendency to forget the person who will support us through the transition and help us to reach our goals.


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Getting replies to your emails

. With recruitment always being a collaborative process, email is often the most common method for communicating with the various people involved. The impact of an email however, remains weak in comparison to a telephone conversation or a meeting. To give your emails more weight here are a few tips...


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Exploratory interviews: a profitable investment!

Your time is precious I know! But recently a HR Director told me that he had stopped waiting for internal managers to “pass over recruitment instructions” to him and that he was getting ahead by suggesting candidates.


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How to let a good candidate slip away in the final stretch!

Go back to square one. You have let that rare gem slip through your fingers again, yet you know that talent is scarce and good candidates do not grow on trees. But what came over you? Too eager? Attack of paranoia? Act of vengeance against your manager by making him miss his chance?


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Facing an unexpected raise request

Admit it!You didn’t see that one coming did you? Since you have at last finalized the salary equity program, and your salary scale has been minutely studied, “benchmarked” and revised with your financial advisors, you think that things will be peaceful for some time. But lo and behold, this morning one of your colleagues came to ask you for a salary review, basically: They want a raise!


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pre-selection telephone screening

6 tricks to carry out an excellent pre-selection telephone screening and increase the quality of your first interviews.


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How to avoid generational conflict

X, Y, and soon Z, each generation follows the next and is not like any other—except in its difficulty to be understood by the one before it. The baby boomers certainly had as much trouble with their elders as the Ys will have with the Xs and so on. In short, each generation views the new wave of young professionals as though they were a bunch of space aliens, while the newcomers, for their part, find their elders out of date and not in synch with the "new realities."


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Annual evaluation interview

Evaluation: Directions for use Who actually appreciates the “notorious” ? It’s rare to find someone who perceives the event in a positive and constructive manner, whatever side of the table they may find themselves on.


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Encourage your colleagues with a friendly pat on the back now and again…

Don’t forget to encourage your colleagues with a friendly pat on the back now and again…


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How would you react to a counter-offer from your current employer

The counter-offer Oh how we hate counter-offers! Eh? Especially when you are on the side that finds itself having to outbid? Worthwhile? A necessary evil? A sign of a shortage in the workforce, it makes no difference; we must deal with them and know how to distinguish between those who play games and those who negotiate sincerely. Such a challenge!


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Out of your three final candidates, your client does not know which one to choose…

Keep it on the back burner…without forgetting it!You have a nice problem on your hands. Out of your three final candidates, your client does not know which one to choose (and yes, it does happen…).


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