ll Rules to Sell to Sell To Me

As recruiters and vendors heat up with the economy, so will the time I spend with Vendors. So I like these "rules of engagement" by Donato Diorio....


11 Rules to sell to Donato Diorio

1.     Get my name right. I can see how people mistake my first name for a last name, but it’s not brain surgery. It shows respect.

2.     Personalize. I will not respond to a mass emails. Period.

3.    Understand what my company (Broadlook) does. Can you believe that there is some idiot out there that keeps trying to sell me a list of recruiting firms? Talk about selling ice to an Eskimo.

4.   Show me that I am special. Customize your sales pitch for my company. Don’t use generalities. Research what my company does and ask me good questions. I don’t have a burning need to seek others approval, but if you take the time to tell me.

5.  Call and email. You will probably get voice mail, but I will listen to it. The email will give me your contact information if I like what I hear. Tell me you will also be sending me an email. Be articulate, gosh, I’m sorry, but if your accent is so heavy that I have to listen to your voice mail a few times to understand it, it will get deleted at the very beginning.

6.  In your voice mail, say your phone number two times. Give me a chance to write it down if I like what I hear. Don’t use a voice mail script. If you do, you are not at the level yet to successfully sell to me. Try again next year.

7.  Don’t use a negative sell. i.e. The economy is bad, and you can help. Bad for who? Do your homework.
8.  I’m an optimist. I love hanging up on pessimists. Realists welcome.

9.  Know your product inside out. If you can’t answer nearly all my questions, you should not be reaching out to me. Have you manager or top sales rep do it.

10.  Don’t call me if someone else at my company makes the decision. I don’t make the decisions on office supplies.

11.  Did I mention… get my name right?

The Rest @  Sell2me

Seven Things Human Resources Wants to Know During Your Interviews

The Human Resources Interview is an early, if not your first contact with a company. keep in Mind HR can say no to you, though they cannot say yes by themselves. Therefore, don't overlook this part of the interview process. (Thanks Z). The objective for HR is to eliminate fakers, assess your reliability and fit for your prospective team and company. They also want to assess the risk of your committing organization-damaging behavior.

There are several things they want to know; Help them answer these questions without evasion, while demonstrating respect for them and your former organization, and you will do well.

1. Are your resume credentials and experience real or exaggerated?
This will be checked outside the interview.


2. Why did you leave your last job, or why are you seeking to leave your current company? Do you treat your previous company and colleagues with respect?


3. Is the company a stepping stone or rest stop in your career, or do you really want to find a home here? How long do you really intend to stay?

4. How would you interact with their company's culture? Is your humor appropriate? Do you listen Well? (etc)

5. What is your potential for long term employment and development within the company? Do you want to make a contribution to the company, you want to work hard and grow in the company, or simply rent your time by the hour?

6. Are you going to be happy with the money they can pay you now, and is their room to grow in the future? IF you must have the top pay in a given range, you may not get a raise for a couple of years. This makes for an unhappy employee in the future.

7. Are you here to serve and make others around you better, or are you there to be served, and use the others around you to enhance your own objectives?

Keep in Mind, two key Human Resources roles are risk management and to be the keepers of the company culture. treat them and their roles seriously, with respect, and not just a gate keeper, and you will do well.


Lee Royal

Hiring Military On Twitter

SHRM Reports beneifts of Hiring Military Veterans

The training and long hours spent preparing for the battlefield has proven to pay off for veterans when leaving the military and entering the civilian workforce.

In hiring veterans, employers report added rewards after onboarding these employees including

• Responsibility,
• Teamwork
• The ability to work under pressure.

Almost four in 10 (38%) of human resource professionals nationwide have hired a war veteran in the past three years, according to a study by the Society for Human Resource Management (SHRM).



The Rest @ Thoughts from Training Time




Military Hire

HR Dashboard
On Twitter


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How Can Military Experience translate to Business Roles?

How Can Military Experience translate to Business Roles?

Military leaders have a work ethic forged .in the toughest environments. They build teams and create synergies that have an immediate positive impact on any organization. They make excellent leaders, Managers, Engineers, Sales Representatives, and Field Service Technicians.

Some Examples

Manufacturing Engineering: engineer degreed, with 4-7 years of experience as officers in the military.

Chemical or Mechanical Engineer degreed, with no experience but 4-7 years of experience as officers in the military.

Maintenance Leadership: experience developing or carrying our detailed, complex maintenance schedules, prioritizing repairs, and leading maintenance technicians

Supply Chain roles, with experience planning and carrying our distribution of a Hugh diversity of materials using complex software tools and performance measures

Maintenance Technicians, with experience trouble shooting from the part down to internal component level, with combinations of electrical, electronic, mechanical, and hydraulic systems

Quality Assurance roles. Many have successfully passed a 2 year nuclear power plant quality assurance program.

Program Management: most officers have developed, implemented, or diagnosed and repaired complex, multi level programs such as training, maintenance, process and procedures, & organizational change, system audits.

The Rest @ Military Hire

Title Staff Air & Water Compliance Engineer/Scientist

Responsibilities include self-directed work to provide: air program support including

• preparing air permit applications for stationary equipment,
• permit modifications for new or existing equipment,
• maintaining air emission inventory documentation and ODC documentation,
• greenhouse gas emission estimates, and provide on site compliance support;
• Water program support, including storm water compliance inspections and sampling,
• SWPP plan implementation for an industrial facility,
• Inspecting construction sites for storm water pollution,
• Preparing permits for Section 404 certification or SWRCB 401 water quality certifications.

Additional experience with EMS, asbestos management, SPCCs, first responder procedures, spill cleanup, EPCRA, hazardous materials / waste, and a qualified recycling programs a plus.


Pprovide full technical and managerial support, but candidate must possess excellent verbal and written communications and editorial (QA/QC)
Able to work independently and as a team member in a client setting,
Candidates must also be able to communicate with clients, agencies, and technical and management staff.



Requirements

Successful candidate will have 4+ years experience and responsibilities, effectively communicating with clients, managing projects, and managing water compliance programs.

• BS Degree in environmental, geology, civil, or any of the engineering or sciences is a plus.
•  CHMM certification or PE license a plus.

Salary Survey Resources

• SalaryExpert.com is arguably the most comprehensive free salary site, breaking down compensation data by location, etc., for over 32,000 job titles. You do need to download the Full Version mini-app from their homepage, however, for the expanded job title list data.
• Salary.com is one of the most comprehensive, and breaks down compensation by bonus, options and salary for thousands of job titles in most metro areas. Their calculator is syndicated for use on many career web sites.
• Jobstar links to over 300 salary surveys on the web
• CareerJournal, the career site from the Wall Street Journal has fairly current, varied data from authoritative sources.
• Computer Industry Salary Survey - The 2001 survey was conducted by Dowden & Company, a compensation research firm based in Pennsylvania, for about 25 job titles in the industry, broken down by U.S. region.
• ComputerJobs also links to various computer industry salary data.
• BestJobsUSA - Broken down by industry, the 2001 surveys are in PDF format.
• Monster.com Salary Center is powered by data from staffing firm Robert Half International.
• Pencom lets you select your location, industry, job title and years of experience and displays salary results free.
• Occupational Employment Statistics - OES is a Federal Government entity that tracks employment data, in turn used by many of the fee-based salary services.
• WageWeb has free compensation data for hundreds of jobs, but access to the database which allows you to sort data based upon geography, industry, or company size is fee-based.
• VerticalNet runs sites for dozens of different niche industries, from baking to semiconductors. If you click the Job Search link on any of these sites, then click the Salary Survey link on that page, you can contribute and then receive salary data, such as for the Oil and Gas industry.

Geographic cost of living comparison engines

• Data Masters - Cost-of-living comparisons for the current year for 400 U.S. cities and metro areas.
• Homefair - creators of the first widely-syndicated Web version of the geographic salary comparison calculator, they now offer numerous Web-based calculators.

Source Recruiting Online




Lee Royal
On Twitter

Key Provisions of the New Health Care Law

I am counting the Votes, the President has set his victory press conference already, and the final law will be published into the CFR next week.... so, here is the executive summary followed by two longer articles from competing semi-neutral papers ( Washinton Post, well maybe not neutral)

Anyway, to HR people here are the key points, until SHRM's people can do a better analysis:

• Almost every individual will be required to get health insurance.
• If you employee 50 or more people, and the government is forced to subsidize your employees, you will be forced to pay a penalty of $2000 per employee per year.
• Denial for pre-existing conditions is going away
• Insurance exchanges with minimum standard coverages will be set up.
• Dependents can stay on their parent's plans up to age 26.

How all this will be implemented will shake out in about 90 days, but it changes the way we do Health Care in America, for better or for worse, we will see.

-Editor


(The following is from Reuters)
Democrats, who have a majority in Congress, were taking a two-step process. The House was set to vote on approving the version of the healthcare legislation passed by the Senate in December. If the House passes it, that would give it final congressional approval and President Barack Obama could sign it into law.

The House also was set to vote separately on a series of proposed changes to the Senate-passed measure. If these changes win House approval, they would then go back to the Senate for senators to approve before the changes then also could be signed into law by Obama.

Here are key provisions of the Senate-passed legislation and the proposed changes.

INSURANCE MARKET REFORM

The legislation would require substantial insurance market reforms that would bar insurers from excluding people for pre-existing medical conditions and prevent them from arbitrarily dropping policy holders.

Insurance exchanges would be created in which small businesses and individuals without employer-sponsored coverage would be able to shop for coverage. Plans offered on the exchange would have to meet minimum benefit requirements.

The proposed changes would allow dependent children to remain on their parents' health policies until age 26.

The Senate bill requires insurers to spend at least 85 cents of every premium dollar on medical care in small group markets and 80 cents in large group markets. The proposed changes also would require Medicare Advantage insurers to spend at least 85 percent of revenues on medical care.

COVERAGE MANDATES, SUBSIDIES AND MEDICAID

Individuals would be required to obtain health insurance. Those who fail to obtain coverage would face fines of up to 2.5 percent of income by 2016.

Firms with more than 50 workers who do not offer medical coverage could face fines of $2,000 per full-time employee.

Federal subsidies would be provided to help people with incomes up to 400 percent of the poverty level purchase coverage on the exchange. Proposed changes would sweeten those subsidies for lower income people.

Medicaid, the government health insurance program for the poor, would be available to everyone with incomes up to 133 percent of the poverty level, which stood at $10,830 for an individual and $22,050, for a family of four. Many states have eligibility requirements below those levels.

The proposed changes would get rid of a special deal in the Senate bill that would have provided more money to Nebraska to cover costs of increased Medicaid coverage.

FINANCING

The final proposal makes some adjustments to the revenue measures in the Senate-passed bill.

The Senate bill included a 40 percent excise tax on high-cost health insurance plans. The proposed changes would delay implementation of the tax until 2018 instead of 2013. The tax would kick in on plans costing $10,200 for individuals and $27,500 for family coverage. A higher threshold is allowed for plans covering mostly women, older workers and retirees as well as those in high-risk professions.

The bill calls for raising the payroll taxes for Medicare, the government health insurance plan for the elderly and disabled, to 2.35 percent from the current 1.45 percent for individuals earning $200,000 or more and for couples earning $250,000 or more. The proposed changes would apply the tax to some investment income as well for those high-income groups.

The bill imposes fees on medical device manufacturers, insurance providers and brand-name pharmaceuticals. The proposed changes would delay implementation of those fees.

It also puts a 10 percent tax on indoor tanning services that use ultraviolet lamps goes into effect on July 1.

MEDICARE

The legislation would freeze payments to insurers that provide coverage to Medicare patients in 2011 and begin reducing the subsidy in 2012.

It would also gradually close the gap in drug coverage for Medicare beneficiaries by 2020. Those who enter the coverage gap, the so-called doughnut hole, in 2010 will get a $250 rebate. In 2011 they would get a 50 percent discount on brand-name drugs.

(Reporting by Donna Smith; Editing by Deborah Charles)

-The Rest @ Reuters

Washington Post's take


-- Congressional Democrats have released a final version of President Barack Obama's health care overhaul bill in advance of a House vote planned for Sunday. Some features of the legislation, which makes changes to the bill the Senate passed on Christmas Eve:

COST: $940 billion over 10 years, according to the Congressional Budget Office.

HOW MANY COVERED: 32 million uninsured. Major coverage expansion begins in 2014. When fully phased in, 95 percent of eligible Americans would have coverage, compared with 83 percent today.

INSURANCE MANDATE: Almost everyone is required to be insured or else pay a fine. There is an exemption for low-income people. Mandate takes effect in 2014.

INSURANCE MARKET REFORMS: Starting this year, insurers would be forbidden from placing lifetime dollar limits on policies, from denying coverage to children because of pre-existing conditions, and from canceling policies because someone gets sick. Parents would be able to keep older kids on their coverage up to age 26. A new high-risk pool would offer coverage to uninsured people with medical problems until 2014, when the coverage expansion goes into high gear. Major consumer safeguards would also take effect in 2014. Insurers would be prohibited from denying coverage to people with medical problems or charging them more. Insurers could not charge women more.


MEDICAID: Expands the federal-state Medicaid insurance program for the poor to cover people with incomes up to 133 percent of the federal poverty level, $29,327 a year for a family of four. Childless adults would be covered for the first time, starting in 2014. The federal government would pay 100 percent of costs for covering newly eligible individuals through 2016. A special deal that would have given Nebraska 100 percent federal financing for newly eligible Medicaid recipients in perpetuity is eliminated. A different, one-time deal negotiated by Democratic Sen. Mary Landrieu for her state, Louisiana, worth as much as $300 million, remains.

TAXES: Dramatically scales back a Senate-passed tax on high-cost insurance plans that was opposed by House Democrats and labor unions. The tax would be delayed until 2018, and the thresholds at which it is imposed would be $10,200 for individuals and $27,500 for families. To make up for the lost revenue, the bill applies an increased Medicare payroll tax to the investment income and to the wages of individuals making more than $200,000, or married couples above $250,000. The tax on investment income would be 3.8 percent.

PRESCRIPTION DRUGS: Gradually closes the "doughnut hole" coverage gap in the Medicare prescription drug benefit that seniors fall into once they have spent $2,830. Seniors who hit the gap this year will receive a $250 rebate. Beginning in 2011, seniors in the gap receive a discount on brand name drugs, initially 50 percent off. When the gap is completely eliminated in 2020, seniors will still be responsible for 25 percent of the cost of their medications until Medicare's catastrophic coverage kicks in.

EMPLOYER RESPONSIBILITY: As in the Senate bill, businesses are not required to offer coverage. Instead, employers are hit with a fee if the government subsidizes their workers' coverage. The $2,000-per-employee fee would be assessed on the company's entire work force, minus an allowance. Companies with 50 or fewer workers are exempt from the requirement. Part-time workers are included in the calculations, counting two part-timers as one full-time worker.

SUBSIDIES: The proposal provides more generous tax credits for purchasing insurance than the original Senate bill did. The aid is available on a sliding scale for households making up to four times the federal poverty level, $88,200 for a family of four. Premiums for a family of four making $44,000 would be capped at around 6 percent of income.

HOW YOU CHOOSE YOUR HEALTH INSURANCE: Small businesses, the self-employed and the uninsured could pick a plan offered through new state-based purchasing pools called exchanges, opening for business in 2014. The exchanges would offer the same kind of purchasing power that employees of big companies benefit from. People working for medium-to-large firms would not see major changes. But if they lose their jobs or strike out on their own, they may be eligible for subsidized coverage through the exchange.

GOVERNMENT-RUN PLAN: No government-run insurance plan. People purchasing coverage through the new insurance exchanges would have the option of signing up for national plans overseen by the federal office that manages the health plans available to members of Congress. Those plans would be private, but one would have to be nonprofit.

ABORTION: The proposal keeps the abortion provision in the Senate bill. Abortion opponents disagree on whether restrictions on taxpayer funding go far enough. The bill tries to maintain a strict separation between taxpayer dollars and private premiums that would pay for abortion coverage. No health plan would be required to offer coverage for abortion. In plans that do cover abortion, policyholders would have to pay for it separately, and that money would have to be kept in a separate account from taxpayer money. States could ban abortion coverage in plans offered through the exchange. Exceptions would be made for cases of rape, incest and danger to the life of the mother.

GOP HEALTH CARE SUMMIT IDEAS: Following a bipartisan health care summit last month, Obama announced he was open to incorporating several Republican ideas into his legislation. But two of the principle ones - hiring investigators to pose as patients and search for fraud at hospitals and increasing spending for medical malpractice reform initiatives - did not make it into the legislation released Thursday. The legislation incorporates only one, an increase in payments to primary care physicians under Medicaid, an idea mentioned by Sen. Charles Grassley, R-Iowa.

The Rest @ The Washington Post





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