Frazee Recruiting Consultants is proud to sponsor this year’s “Taking Your Spirit To Work” activity with the Women’s Council of Greater Baton Rouge! Join us on Thursday, September 31, 2006 from 5:30-7:30pm at the LSU Hilltop Arboretum.

Come relax and receive inspirational wisdom from honored guest speakers Dr. Mary Feduccia and Suzanne Cotton. You will leave this session with the tools you’ll need to integrate your "at-work self" with your inner self. Change your fear of work commitments, deadlines, and expectations into positive challenges. Learn to breathe and reflect in the midst of a busy day!

Free parking is available and refreshments will be served. Space is limited to 30 attendees so please R.S.V.P. with Marianne Frazee at (225) 231-7880.

Source: www.wcgbr.com/womensweek

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An established and knowledgeable recruiting firm can offer many helpful services and advantages. Recruiters don’t just take a job and fill it. A professional recruiter will request detailed job descriptions, search specifically for qualified candidates, pre-screen, interview, check background history and references then present the best individuals that meet and exceed your expectations. Review these tips on how businesses can best utilize a recruiting firm’s services:

1. Provide a detailed job description – Specify the job title, computer skills necessary, previous experience required, education level preferred, how long an employee will be needed, schedule, examples of specific daily tasks, who the individual will report to, dress code and work environment (fast paced, laid back, industrial, quiet, etc.) Providing additional information such as benefits offered, advancement opportunities or any other “perks” is always a plus!


2. Be responsive – Maintaining contact with your recruiter is essential. Candidates for your open position will not always be available, so it is important to provide feedback as soon as possible. A quick phone call or e-mail makes all the difference, even if it is to say that you will not be able to review the information until tomorrow. Recruiters welcome learning experiences and success just the same, so your opinion is very important.


3. Be honest – Both positive and negative feedback are OK. It is imperative that recruiters know exactly what you need. Also, setting a realistic employee salary range is very helpful. It is essential for a business to be straightforward with their current needs and expectations at all times. Be honest with your level of commitment and just how much assistance you require so that the recruiter can work with you accordingly.

Hurricane season is here. The Louisiana Department of Economic Development has assembled the following checklist you need to know:

• Develop an emergency plan. If you already have a plan and procedure in place, review them to make sure they are in accordance with each other.
  • Review your company’s most critical business processes. What would the financial impact be if you had to shut down for a week, a month, or longer?
  • Establish temporary relocation contingencies and an emergency plan with your suppliers.
  • Make sure your business insurance is adequate.
  • Create a company “to go box” in case you have to evacuate quickly. Contents would include bank & insurance information, client contact lists, employee contact lists, vendor contact lists, computer backups and customer files.
    
• Secure property and assets.
  • Implement procedures to effectively create computer back-ups of all vital records. If your business is located in a multi-tenant office building, make sure you coordinate your plan with the building management’s emergency plan.
  • Take all necessary measures to protect your building, equipment, furniture, documents and other company assets.
    
• Communication is key.
  • Know how to reach your employees in the event of an emergency.
  • Employees should provide contact information before and after an emergency to keep the company’s contact list up to date.

Source: The Small Business Publication of the U.S. Chamber of Commerce

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The year is 2020. Due to a severe labor shortage in our country, wages, inflation rates, and interest rates have skyrocketed. We’re losing the race for global technology and talent. With fewer workers, we can no longer support the entitlement benefits of a rapidly aging population. Businesses have to cut benefits just to remain competitive, and massive tax increases become necessary to keep pace with decreased revenue. Is this a chapter out of a science fiction best-seller or is this reality? What can we do to prevent this scenario?

Population growth is slowing. The U.S. labor force is aging and by 2010, 1 in 3 workers will be over 50.  The gap between available jobs and available workers for the skills required could be as much as 35 million. According to Thomas J. Donohue, President and CEO of the U.S. Chamber of Commerce, we must become proactive to stave off this labor shortage.

1. Improve education - U.S. schools must get tough enough to meet global standards.
2. Immigration Reform - Develop a sensible immigration policy that will still protect our citizens, but will also allow us to import foreign talent where needed.
3. Remain an open and engaged economy - We need an open economy to be able to compete globally. If given a level playing field, Americans can compete and win.

Source: HR Magazine "The Truth About the Coming Labor Shortage" March 2005 Vol. 50, No. 3

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