My friend Mike Maddock just sent me his latest Bloomberg-Business Week article titled Why Innovation is Beginner’s Luck. It is a great read and I highly recommend it. Mike’s point is that some of the greatest innovations have come from outside the industry they revolutionized. Amazon, Twitter, iTunes, Netflix, eBay and ZipCar were all created
Lately I have been thinking of Ari Gold as a model of how we need to interact with our temporary employees and consultants. Now I don’t mean the cursing and yelling part – rather interacting with our employees from the perspective of managing their careers.
When we make a placement we need to ensure that both the client and employee are excited about the opportunity in order for us to really benefit–it all comes crashing down if one of the 3 players is left dissatisfied. If we were selling toasters it would be much simpler: my toaster has never complained about the state of my kitchen – not once.
Last month someone sent me an article from the Wall Street Journal this Wall Street Journal article entitled “Five Must-Ask Interview Questions” and though I think the questions are very inspired, frankly, I am stumped. One of my standard interview questions is “Briefly tell me about your most pronounced professional weaknesses and tell me about
So after my last Blog post, my friend Adam Jacobson, the CEO of Red Three Consulting sent me the following e-mail : “I’m not a Quaker but I went to Haverford College and I saw consensus in action. I’d be interested to see how you’re using a kind of modified consensus in your business. The
This article on Quaker Process has been sitting with me for some time now. Aside from being a Quaker, I sit on the board of Brooklyn Friends School and we use Quaker Process to conduct the school’s business and to make decisions. For those of you who don’t have time to read the Forbes article
The great thing about Unemployment Insurance is that it provides concrete pressure to keep our people working and to only place people with whom we can see having a long term relationship. The more people we have receiving unemployment benefits, the higher rate we pay for the insurance. So we are more profitable when we
do understand the fear that must be present in this industry surrounding health care legislation. Regardless of how you come out on this issue I am sure that you would agree that for a temporary staffing firm the thought of adding an additional annual cost of $2000 per employee (that you do not know if you can recover) would be a daunting position.