Data Analysis & Results, Inc.

DA&R Expands and Enhances Its Learning Portfolio with DA&R Live Class

2018-02-11

DA&R Expands and Enhances Its Learning Portfolio with DA&R Live Class

Read below for information on how to take advantage of virtual and in-person best-in-class training...

Data Analysis & Results announces our new learning platform, DA&R Live Class. This new, broader portfolio of virtual training courses allows learners to join classes in real time, with instructors and participants interaction, video, so they can enjoy a more interactive professional training experience.

Read on to discover more about our online, live, and in-person education offerings and how we can help you save time, money, and keep your people up to date with both custom and our DA&R catalog of professional education courses that all contain best practices.

Let's review your Training Assessment, Customization, & Delivery needs now!

Contact Us to set up a

Training Assessment, attend a private briefing on how we deliver Virtual Training, or so arrange a course or program.

DA&R is ready to do the hard work of assessing, developing, and delivering real operatings results via enhanced professional training.

Why DA&R Live Class? You need flexible learning options for you and your staff.

Learn anywhere!

Experience the benefits of live, instructor-led classroom instruction at your location in-person, at one of our training centers, or at any commercial location around the world. Live, instructor-led classes are now available anywhere using state-of-the-art Virtual Training Technology. Attend in-person or Remotely from your computer, tablet, and other devices with DA&R Live Class. DA&R uses leading technology so you will reap all the benefits and personal contact of classroom instruction right from your desktop.

This convenient format allows for less disruption by reducing travel time and expenses. Allow your people to reduce travel hassle and days spent away from work and home. You get the same important content and instructor direct interaction as you do in our physical classroom but with the convenience and cost effectiveness of remote online attendance.

This type of direct instructor and learner interaction is proven to enrich the overall learning experience, boosting attention and retention.

To provide this interactive environment for learners and instructors, DA&R uses training solution software from Zoom Video Communications Inc., a Gartner Quadrant leader. Zoom technology is free for attendees, robust, easy to use, and requires little setup when using any browser. Zoom offers a best-in-class virtual remote learning experience regardless of learner location.

Learners can participate in DA&R Live Class from anywhere, anytime, and on most Internet-enabled devices. The instructor-led learning provides immediate expert feedback, individual learning support, and interactive collaborative exchanges with peers during the sessions and anytime via discussion groups.

Experience Live Virtual Remote Training
DA&R Live Class Live Virtual Training is also an excellent option for teams, including distributed, non-local, geographically remote teams. Discounts are available three or more.
Want to know more? Contact Us to attend a private briefing on how we deliver Virtual Training. Your brief, no cost, no-obligation private briefings allows you to experience our DA&R Live Class Virtual Learning Environment. There are no expensive equipment requirements and our training is as easy on your bandwidth as is possible.

By offering virtual classrooms, DA&R provides one more option to acquire important critical skills toward a successful digital transformation, career enhancement, and results via operations process improvement.

Have Virtual Workers or Multiple Locations? Best Practices suggest using a group room at each location for Virtual Training works best. Consider using one laptop and projecting on a screen so your attendees in each location can attend as a group. Benefits include much higher attention rates than staff taking training at their desk as they will be working on exercises in a true group setting. Other benefits include bandwidth savings and better learning through local collaboration.

All DA&R courses and services can be delivered onsite or Virtually in any time zone for world-wide Learner consistency.

Contact Us to deliver this course on non-consecutive days to allow Learners to implement best practices between sessions.

Related Services & Resources	Click to Access
Customize Your Program for In-Person and/or Virtual Training	Customize Your Program
Training Assessments - Comprehensive or Specific	Reviews & Assessments

Most Important

Make sure your Training Provider is selected with an eye towards the real results you will gain from a program, not just a training class. You may want to use a blended training solution with in-person on-site or training center courses along with Virtual courses to pick up absentees, new hires, and remote staff. This can be a handy way to ensure your training effort is budgeted from both time and cost perspectives.

We are happy to assist you via consulting for Training Planning, Course Customization, and of course Training Delivery anywhere in the world for just the right fit for you.

Why Data Analysis & Results (DA&R)?

We share in your success! Our courses are consistently rated excellent, as are our very experienced Consultant Instructors, who average 20+ years in project management, operations, and other key leadership roles. For organizations, we can support your projects and change efforts via Consulting, Speaking, Training, and Staffing. For individuals, we provide advice and limited job placement help if you are seeking employment. Here are our Testimonials, Clients, and Course Calendar professional development education training courses.

Contact Us to discuss your Training needs now!
DA&R is ready to do some of the hard work of training planning and delivery for you.

#Training #ProfessionalEducation #Courses #Virtual #Classes #Remote

We can all use a little encouragement so remember to give encouragement to others!

"Therefore we do not lose heart. Though outwardly we are wasting away, yet inwardly we are being renewed day by day. For our light and momentary troubles are achieving for us an eternal glory that far outweighs them all." - 2 Corinthians 4:16-18 NIV.

StartUps Success Story Project Briefing

2018-02-11

StartUps Success Story Project Briefing - A Tale of 2 StartUps and a Turnaround - CxO: CEO/COO/CIO

Read below for how we have helped clients with decisions, processes, and results...

Hospital Quality SaaS Software StartUp: Staffing, Processes, Funding, & Technology.

Online Retail Healthy Cosmetics Africa/USA StartUp: Business Model, Processes, Risk Mitigation, & Technology.

Multi-million dollar Auto Collision / Body Shop / Repair / Maintenance: Partners, Contracts, Processes, Revenue generation, Staff, & Technology.

Read on to discover more about how we help StartUps, Nonprofits, and firms from $5-50m USD.

DA&R is ready to do the hard work of your StartUp or Turnaround process, projects, and operations.

Each of the StartUp founding teams reached out to us to help them save time, money, and reduce inefficiencies, that led to faster profitability. We stepped in on a retainer basis as one or more of CEO, COO, or CIO Interim Executive. Either as Fractional (part-time) or dedicated to allow Founders and staff to continue ongoing operations. In each case our goals included removing blockers and setting best practice processes in all areas that led in each case to faster time to market for their products and services. For each StartUp situation below, we cover a quick glimpse of Challenges, Solutions, and Results & Benefits. Please contact us if you are forming, have, or know of a StartUp that could use a boost to reach their goals.

This from Dr. Laura Presley, PhD. on another startup engagement not listed below - "Darrel Raynor was recommended to me by the Executive Director at Discover Hope Fund. He assisted us in the start up phases of a new company that several colleagues and I are investing in. He was incredibly creative and knowledgeable at identifying tactical areas for improvement and new business strategies. His personable style was a wonderful fit for us and we benefited greatly by his expertise. In addition to his tactical and strategic guidance and advice, Darrel exhibited a very high level of integrity and professionalism. We really enjoyed working with him and would recommend him to anyone starting up a business or wanting to further and expand their existing market share."

This from Nikolas White - CFO, Triand - "Darrel was great to work with and is a natural leader. Specifically at Triand Darrel led an overhaul of our sales and marketing programs which resulted in significant new revenue and customers. He also made significant improvements in our Operations business process reengineering for Development, Support, Human Resources, and IT. Darrel's finance, accounting, M&A, and equity events expertise was incredibly helpful too. I consider Darrel a close advisor and recommend him wherever there are challenges to overcome. Darrel works collaboratively, faces challenges as they arise, provides leadership and guidance, and is not afraid of the hard decisions sometimes necessary. I learned a lot from Darrel and hope to work with Darrel again."

PristaCorp

Results & Benefits

The firm moved from an Excel-based solution to a robust, secure, and scalable hosted cloud subscription service, drastically improving maintainability, scaleability, and lowered cost for customer acquisition and onboarding. Reduced initial and ongoing infrastructure costs by over 75% as we moved from servers and PCs to cloud-based product and operating processes. The Founders were able to concentrate on their product and marketing, gradually taking over operations as they finished their projects and were able to scale their attention.

**Hospital Quality SaaS Software StartUp:*Staffing, Processes, Funding, & Technology***.

This vibrant and growing Long-Term Acute Care (Nursing Homes, Recovery Facilities, etc.) Hospital Software-As-A-Service Quality Software firm now has customers in 24+ US states and is growing rapidly. Their product allows reducing risk, expensive settlements, audit findings, and greatly increases the chance that the hospital will rank highly in government ratings allowing maximum recovery of costs through insurance payments, medicare, medicaid, and other similar programs. Contact us for investment or other information.

Challenges

The founders had deep medical management, medical quality, contract, and technology backgrounds but not enough time to do the research to set everything up in their StartUp in the most efficient manner. and still make rapid improvements in their product and move it to a new platform.

Solutions

Trusting us to take the role of COO/CIO, we quickly selected and prototyped process and tool selections which allowed fast stabilization of internal processes. While the founders were building the first versions of their product, working with hospital alpha partners, and lining up funding, we worked on their Operations, Human Resources, and Marketing... We set their technology platforms, collaboration environment, communication and other internal protocols, and handled procurement, accounting, staffing/hiring, and business model adaptations. We managed vendors, employees, and contract staff as we built their operating environments.

Related Services & Resources	Click to Access
Consulting Services	www.dataanalysis.com/consulting-services
4 Steps to Quickly Hiring Contract of Permanent Staff blog	www.dataanalysis.com/blog/4-steps-to-quickly-hiring-contract-or-permanent-staff

Online Retail Healthy Cosmetics Africa/USA StartUp: *Business Model**, Processes, Risk Mitigation, & Technology*.

A nonprofit executive reached out to us when he partnered with another person to found an Environmentally, Work Conditions, Employee-Centered manufacturing, marketing, and distribution firm for Socially Responsible personal products made in Africa and sold across the globe. They knew exactly what they wanted, 1-2 factories in Africa, sales via online and pop-up stores, and across the board ethical policies and results.

Challenges

The founders had deep marketing backgrounds but not enough expertise to set everything up in their StartUp in the most efficient manner. and still make rapid improvements in their product and establish everything needed to drive product sales worldwide. They traveled often making meeting scheduling sporadic.

Solutions

Trusting us to take the role of COO/CIO, we quickly selected and prototyped process and tool selections which allowed fast setup of internal processes and external partners. While the founders were honing in on product ingredients and the initial marketing blitz, we worked on their Operations, Human Resources, and Infrastructure... We set their technology platforms, collaboration environment, communication, accounting, and other internal protocols, and handled risk assessment and mitigation, procurement, and business model adaptations.

SkinIsSkin Tiossan

Results & Benefits

The firm quickly outgrew their home office and in-house manufacturing to a contract and multi-site. Their startup expenses were far lower than their original projections. Many Risks were mitigated that they had not considered. We helped them pull together their vision and a virtual team that over time resulted in a suite of products and companies that is still growing.

Confidential at client request...

Results & Benefits

Revenue went up over 25% immediately and profit more than doubled within 3 months. Employee satisfaction went up over 40% as some of the good employees knew about the theft and sloth and felt bullied. The son gradually took over operations over three months and we found him an ongoing business coach to keep him on a growth path. The founder was able to monitor the business via the cameras and online accounting and continues to help guide the son to continue growth and profitability.

Multi-million dollar Auto Collision / Body Shop / Repair / Maintenance:Partners, Contracts, Processes, Revenue generation, Staff, & Technology.

The owner of a North Texas large scale auto shop reached out to us for help. He was sick and was getting worse, that was keeping him from being at his shop. He suspected his employees were stealing from him and shirking many of their responsibilities. The owner wanted to preserve the business, recover what he could from the employees running wild, and train up his son to take over.

Challenges

His son was learning the business but was nowhere near ready to assume control. His staff was uncooperative and unresponsive to his and our requests. One was edging on threatening violence if he was not left alone. Revenue was slightly down but profits were down to negative! His employees, especially the two managers, were skimming. Other employees were doing work under the table for cash and charging parts, supplies, and services back to fake work orders. Collections were non-existent. The value of the business, according to a business broker, had fallen by half in the last six months.

Solutions

Trusting us to take the role of CEO, we quickly placed cameras with recording and remote monitoring, inside and out, and put in many other controls. We assessed each employee and had to release five after video recorded them either stealing or working so far out of standard process that they were endangering others. We found kickback programs from parts vendors that were eroding profits. We had to release seven more after they all flunked a drug or background check. We mapped all parts to work orders and those to receipts. We revamped all their tech for shop, office, and mobile, as well as social media and other marketing and advertising. We negotiated an 'Impound Yard' contract with the city which allowed vehicles to be towed there after accidents or malfunctions which later increased revenue by 30%+. We offered referral fees to tow truck drivers in a partnership program that brought us many more vehicles. We revamped every process, created a training program for all employees, and instituted a 401k and bonus program to increase employee satisfaction.

Most Important

Make sure your StartUp Effort has the right people with the right skills and attitudes to leverage to get setup and running fast!

We are happy to assist you in consulting and staffing for your StartUp. We also represent executives for interim work.

Why Data Analysis & Results (DA&R)?

We share in your success! Our consulting, staffing, and courses are consistently rated excellent, as are our very experienced Consultants, who average 20+ years in project management, operations, and other key leadership roles. For organizations, we can support your projects and change efforts via Consulting, Speaking, Training, and Staffing. For individuals, we provide advice and limited job placement help if you are seeking employment. Here are our Testimonials, Clients, and Course Calendar professional development education training courses.

Contact Us to discuss your Staffing needs now

DA&R is ready to do some of the hard work of hiring for you.

#ChangeManagement #BusinessTransformation #Projects #ProcessImprovement #Turnaround

We can all use a little encouragement so remember to give encouragement to others!

The Vendor Siren Song… An Agile Transformation Without Tools Series Blog

2019-10-20

The Vendor Siren Song… An Agile Transformation Without Tools Series Blog.

Read below to learn how Vendors try to sell you tools before your optimal time and your free and easy alternative...

The Problem: Don't Fall For The Vendor Siren Song.

Scenario: Vendor Content - Use It, Don't Lose It.

What To Do: Use Existing Productivity Suite Tools to Collaborate.

Read on to discover more about how you can Adopt Agile Proven Best Practices without spending time and money on tools.

3 Whys to use Business Transformation Change Management

2018-02-11

Business Transformation Change Management gets you better results faster!

Read below for information on how to apply best practices and tips...

Why 1: Employee Engagement and Buy-In.

Why 2: Smoother Adoption and Initial Use.

Why 3: Lasting Value and Reduce Backsliding.

Read on to discover more about the 3 Whys to your Change Management efforts and how to apply these best practices.

DA&R is ready to do the hard work of your Business Transformation Change Management projects or operations.

Why 1: Employee Engagement and Buy-In

Many operations efforts and projects attempting to implement process improvements or new tools receive far less assistance than anticipated during the planning and implementation of change efforts.

We actually heard a Sr. Vice President at a Fortune 500 firm say, "We'll just tell them to do it and they will!" When I asked how they were going to tell them, they said via email! We argued long and hard to apply some obvious and needed Change Management processes which would have only increased the project budget by less than 10%. They refused all help. Needless to say this was a huge fail and waste of almost half a million dollars as adoption started out low and dropped to less than 4% over the first six months after implementation.

When you are tasked with implementing a change effort, it is only natural to assume that people will get on board and help. Sometimes they will, but that is in the vast minority of cases... People, left to their own devices, generally will not welcome change that they did not think of... NIH Syndrome (Not Invented Here...)

Our assessments across major organization comprised thousands of people showed the following types of responses:

This is just a management fad like all the rest, I am going to wait it out...
They will want something else next quarter and forget about this.
Why would I give management the ammunition to increase our work and do more micromanagement?
What's in it for me? (WIIFM) Things have run just fine for years, why change now? It does not sound like this change will benefit me, let's wait it out or at least delay our participation.

These negative responses can be reduced or even eliminated with a real effort to get Employee Engagement and Buy-In.

Here are a few best practices to reduce this needless friction when planning and implementing your initiatives.

Solicit feedback from influencers at all levels of the affected organization. Use both formal written surveys and open meetings while keeping a public log of all ideas and actions.
Act on feedback that makes sense and does not dilute the goals or anticipated results. Sometimes just implementing some innocuous wording changes can buy you a champion or at least move someone from negative to neutral or from neutral to positive! You may be surprised that some of the feedback will clearly make the initiative better and faster to implement...
Publicize the feedback process and changes you made. Close the loop with everyone involved and praise the people who gave feedback. Get permission and use their names as testimonials that their ideas have been added.
When you do not act on feedback, explain to those why you did not. Be sure to thank them and continue to solicit feedback from them.
Set realistic expectations of the planning and implementation processes. This includes how much work is involved, who will do the work, as well as what changes and benefits to expect in the future.

All DA&R courses and services can be delivered onsite or Virtually in any time zone for world-wide Learner consistency.

Contact Us to deliver this course on non-consecutive days to allow Learners to implement best practices between sessions.

Related Services & Resources	Click to Access
CHANGE MANAGEMENT - BUSINESS TRANSFORMATION Services	www.dataanalysis.com/consulting-services/change-management-business-transformation
Business Transformation Change Management course	www.dataanalysis.com/business-transformation-change-management

Why 2: Smoother Adoption and Initial Use

Why do perfectly logical projects have adoption and initial use problems? Yes! Usually due to low or nonexistent Business Transformation Change Management plans and execution! Questions to ask ourselves...

Did we know enough about the project, the people, and the desired results to choose the right Change Agents (both Change Leaders and Influencers)?
Did we position the desired Changes as desirable to all with specific reasons and in-person influencing?
Did we ask the people for their help or just assume they would go along?
Did we position the Change as relevant to these stakeholders: Change Team, those affected most, senior management, and end-users or customers?

People like to be involved. They like to be asked, not told. They like to have management and other leaders think about what change would mean to them, not just to the stakeholders who may benefit the most. Let us know if you have interest in a follow-on post on details for various Change Management techniques, or if you would like help in planning for and delivering results using Business Transformation Change Management to leverage and speed up your efforts...

Why 3: Lasting Value and Reduce Backsliding

How do we increase the chances of realizing Lasting Value and reduce the chances of Backsliding into the old ways and processes? After implementation of your planned Changes, it becomes a different sort of challenge to actually realize the long-term value. Executives who may have been active sponsors and supporters will pull back since the project is over and move their attention to the Next Crisis or Initiative. Change Team members will transition away from Change efforts. Communication, unless you continue, will taper off to become nearly invisible. It is basically up to you to instill why and how to keep this going. So, what do you do? Here are a few tips:

During the project, publicize the updating of documents, processes, and metrics that are critical to lasting value from the Change such as Job Descriptions
Adapt Performance Measures for annual reviews and other measurement points
Set and use Team and Group Metrics that are part of Dashboards and other tracking mechanisms
Update Training Programs and in-process help (context sensitive)
If possible, award Bonuses or other rewards for lasting adoption and benefit realization

Most Important

Make sure the Business Transformation Change Management Effort or Project is selected with an eye towards its prospective Proponents and Opponents. You may want to use Force Field Analysis (explained here https://www.odi.org/publications/5218-management-techniques-force-field-analysis). This can be a handy facilitation tool to make sure enough Change Management effort is budgeted from both time and cost perspectives.

We are happy to assist you in either consulting for Change Management (see above) or staffing for just the right fit for your contract or permanent staff such as Project Managers, Business Analysts, Technical Writers, mid-level managers, and selected technical staff. We also represent several executives for interim work.

Why Data Analysis & Results (DA&R)?

Contact Us to discuss your Staffing needs now!

DA&R is ready to do some of the hard work of hiring for you.

#ChangeManagement #BusinessTransformation #Projects #ProcessImprovement #Turnaround

We can all use a little encouragement so remember to give encouragement to others!

4 Steps to Quickly Hiring Contract or Permanent Staff

2018-02-06

Quickly Hire Contract or Permanent Staff without hassle.

Read below for best practices and tips...

Step 1: Refine Your Job Description and Performance Expectations.

Step 2: Streamline Your Hiring Process.

Step 3: Work With A Trusted Staffing Partner.

Step 4: Make Your Offer and Negotiation.

Now to review what is most important to hiring.

Read on to know more about the 4 Steps...

Contact Us to discuss your Staffing needs now!

DA&R is ready to do some of the hard work of hiring for you.

Step 1: Refine Your Job Description and Performance Expectations

We see many organizations with totally outdated, incomplete, and even incorrect job descriptions. Don't be one of them! Remember, goals of your job description are twofold:

Sell qualified candidates on your organization and your job
Set realistic expectations of your hiring process, current work, culture, and future prospects.

Here are some tips:

Concentrate on what the candidate will do.
For example: "You will lead our new customer prospecting team and interact directly with both line and procurement management at local manufacturing plants to reduce their purchasing costs and timelines."
Concentrate on the benefits for the candidate, not what they can do for you...e.g.: "You will gain or refine experience in customer management, business development, and negotiating with Operations on what can and cannot be promised."
Help them understand your culture by being very realistic...
e.g.: "Our teams work long days, since some of our prospects get in early and some leave late. Your day can be flexible as negotiated with your peers to ensure covering the working hours of our prospects and customers."
Let them know the deliverables they will be responsible for and generally how they will be reviewed.
e.g.: "You will update our Customer Relationship Management (CRM) system with every planned and attained prospect and customer communication to both set an example for subordinates and to aid senior management in coaching you on process. You will update and present forecasts and status to peers and senior management. Your growth will depend on how accurately you maintain these documents and how many prospects are converted to customers."
Drop or drastically scale back
- Your organization description. Instead, link to your web and social media About pages.
- Description of your professional, not company, benefits like medical and paid time off. Instead, link to your web for those. Use something like, "Industry leading benefits including medical, paid time off, and more, see www.yourURL.com/benefits for details.
- If you are selling a location, find a couple of links touting how great the area is to live in and link to those. Use something like, "Our staff loves it here and here are two sources of (whatever point you are trying to make, such as low cost of living, great for sub/urbanites, friendly neighborhoods, etc.) such as Relocation guides from local Chambers of Commerce and Realtor firms.

See the infographic here... Just scroll to bottom of our Staffing page. Infographic

Step 2: Streamline Your Hiring Process

When we talk with candidates and dozens of job seekers at our speeches and in discussions to prepare candidates for submission, they are all turned off by lengthy hiring processes. There have been many articles and LinkedIn posts on this topic and most agree, a long hiring process serves no one. We recommend treating your hiring process like any other operations or project process and re-engineer it to have only the steps that are really needed, with specific role and named responsibility with SLAs or time goals so that each step is actually followed. Get rid of the steps that have crept in from probably a dozen or more people who felt they needed to insert a step or two... what has likely become bloated and inefficient. Have a process expert map and apply Lean or other efficiency techniques to it!

Some have said that the presentations and work they do is unpaid. We have even seen some edge cases where interviews include soliciting ideas for improvement that they make without hiring the candidate. Not good... Let us know if you have interest in a follow-on post on Streamlining Your Hiring Process, or if you would like help in paring down what may have become a more complex process than needed...

Here are some tips:

Make your first interview step a phone, Skype, Google Hangout, or other online interview that does not require travel.
Make sure you have a backup interview leader to avoid rescheduling.
Set onsite interviews such that if there is obviously not a fit, you can cut remaining interviews, saving your employees and the candidate time.
Present Your Choice to Objective Advisers in related areas in your organization and be sure to include all interview notes. Culture fit trumps specific expertise almost every time.
Clearly lay out next steps and deadlines for communications. No one likes these things to drag on. If you want to leave candidates with a good taste in their mouth, be diligent with your brief follow-ups and include any reasons why they were not selected. Candidates hate the 'Valley of Death' of the 2-3 weeks after an interview without hearing from an employer.
It only takes a minute to send an email...
Followup on every step via email to build candidate loyalty and keep their impression of your organization positive. GlassDoor and other sites are getting fairly sophisticated in their reviews of organizations, make sure yours is not labeled poor due to simple followup.

Step 3: Work With A Trusted Staffing Partner

Why work with a staffing partner? Why not just do it all yourself? There are literally hundreds of articles and blog posts on this topic... Here are the key points that are relevant to working with DA&R as your staffing partner for positions in our areas of expertise...

Save time, money (yes money...), and hassle for your employees. Your people are busy. They are likely not specialists in both the area of hiring and recruiting these specific type of folks. For example, keeping up with expert project managers, business analysts, technical writers, and mid-level IT/MIS managers is quite different than petroleum engineers or marketing staff. You should pick a firm that is, has done, and keeps current on issues, salaries, and available experts in particular domains.
We know how to best describe your position to make it attractive to candidates yet be truthful and transparent.
We act as 'Project Manager' to fill each position, keeping everyone focused on making the right hire. In fact, you will likely deal with a Professional Project Manager (PMP) or an alumni of our Advanced Project Management Certificate program so rest assured nothing will fall through the cracks!
We handle most of the candidate feedback which saves staff time and inconvenience.
Unless requested to broaden a search, we know each and every candidate as alumni of our training, from our consulting engagements, professional association interactions, or from volunteer work.

Contact Us to discuss your Staffing needs now!

DA&R is ready to do some of the hard work of hiring for you.

Step 4: Make Your Offer and Negotiation

Yes, you need to be ready to negotiate... Why? Two reasons:

The days of take-it-or-leave-it hiring practices, at least for professionals, are in the past... Many if not most candidates expect to test the waters with salary, time off, and other parameters before accepting. Setting a hard stance on everything does not set a good precedent for a loyal employee relationship. Be ready to talk things over and explain your positions, even if some are non-negotiable.
You will find out more about the candidate and the local hiring environment market conditions. Just negotiating and not rejecting a question or counter-offer out of hand will buy you and your organization a lot of goodwill.

Here are some negotiating tips distilled from our courses on negotiation and from our experience negotiating with many candidates:

Seek to first to understand, then to be understood. Listen and gently question until you hit the root of the concern. Is the requested salary what they need to preserve their lifestyle? Is it just what they think they are worth in the market? Is it just a number they picked? Is it what or near what they were making before? Once you know why, you can choose a response with confidence.
Widen the discussion, don't let it be just about salary or any other one thing. You may be able to address salary concerns by educating the candidate on the many benefits of working for your organization. Shoot for Win-Win-Win (the candidate, the hiring manager and team, and the HR function.)
Consider a few of these higher salary alternatives:
- Starting and performance bonuses. Sometimes a candidate is coming off a long job search with immediate needs for cash. You could also do perhaps a few weeks salary paid in advance or as some sort of loan. Any of these might remove the initial need for cash.
- Probationary period then an automatic raise to at least mid-point assuming after establishing they are a good fit for the position and culture.
- Short feedback cycles that could be tied to a minor compensation review.
- Performance-based raise or bonus paid quarterly, short enough to matter and long enough to make sure the candidate is really performing.
Expect the candidate to come in with vacation plans and a time of scaling back of current activities such as volunteering or taking classes. You might mention working a 3-day week the fist few weeks to ease the transition or offer a quick start date if their calendar can be cleared.

Most Important

Make sure the candidate is treated as a valued person every step of the way. Remember, they all have friends and not much to lose if they feel slighted and decide to post negative reviews on social media and other sites...

We are happy to assist you in staffing just the right fit for your your contract or permanent Project Managers, Business Analysts, Technical Writers, mid-level managers, and selected technical staff. We represent several executives for interim work.

Contact Us to discuss your Staffing needs now!

DA&R is ready to do some of the hard work of hiring for you.

#ProjectManager #BusinessAnalyst #TechWriter #AustinStaffing #HireAustin

"May the favor of the Lord our God rest upon us; establish the work of our hands for us– yes, establish the work of our hands." - Psalm 90:17.

Data Analysis & Results, Inc.

DA&R Expands and Enhances Its Learning Portfolio with DA&R Live Class

DA&R Expands and Enhances Its Learning Portfolio with DA&R Live Class

Why DA&R Live Class? You need flexible learning options for you and your staff.

Most Important

StartUps Success Story Project Briefing

StartUps Success Story Project Briefing - A Tale of 2 StartUps and a Turnaround - CxO: CEO/COO/CIO

Hospital Quality SaaS Software StartUp:Staffing, Processes, Funding, & Technology.

Online Retail Healthy Cosmetics Africa/USA StartUp: Business Model, Processes, Risk Mitigation, & Technology.

Multi-million dollar Auto Collision / Body Shop / Repair / Maintenance:Partners, Contracts, Processes, Revenue generation, Staff, & Technology.

Most Important

The Vendor Siren Song… An Agile Transformation Without Tools Series Blog

The Vendor Siren Song… An Agile Transformation Without Tools Series Blog.

3 Whys to use Business Transformation Change Management

Business Transformation Change Management gets you better results faster!

Why 1: Employee Engagement and Buy-In

Why 2: Smoother Adoption and Initial Use

Why 3: Lasting Value and Reduce Backsliding

Most Important

4 Steps to Quickly Hiring Contract or Permanent Staff

Quickly Hire Contract or Permanent Staff without hassle.

Step 1: Refine Your Job Description and Performance Expectations

Step 2: Streamline Your Hiring Process

Step 3: Work With A Trusted Staffing Partner

Step 4: Make Your Offer and Negotiation

Most Important

**Hospital Quality SaaS Software StartUp:*Staffing, Processes, Funding, & Technology***.

Online Retail Healthy Cosmetics Africa/USA StartUp: *Business Model**, Processes, Risk Mitigation, & Technology*.