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IN THIS ISSUE
Newsletter Sponsors
A Note from the Editor
Special Trials and Discounts For Members
Today's Recruiting News Headlines
Featured Recruiting Jobs
Polls and Trends
Weekly Tip: The right way to fire someone
Recruiting Bookmarks
Upcoming Conferences
Site Of The Week - RecruitersDirectory.com
Final Note
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Newsletter Sponsors

1. RecruitersDirectory.com
Employers - need recruiting help? Search Recruiters Directory free by location or industry. Agencies use the directory to find recruiters to network and do splits with.

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2. Elance.com - Free Job Posting For Projects.

Post your project free. Click here for more details.

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A Note From The Editor

We recently added 100 plus recruiting articles and tips to our archive. View our articles section at www.recruitersnetwork.com/articles.

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Special Trials And Discounts For Members

Below is a list of trials and discounts that companies have extended to our members. If you are interested in offering a promotion/discount to our members, please contact us.

1. Discounts on Career Sites
View a list of career sites who have offered our members discounts/promotions at www.recruitersnetwork.com/careersites/discounts.cfm.

Search the directory http://www.recruitersnetwork.com/careersites.

2. RecruitersAlliance.com

Work for a recruiting agency and need more job orders? Join Recruiters Alliance's split network to network and do splits with other agency recruiters. Join for only $50, normally $100 a year. Recruiters alliance does not take a percentage of the split. Visit www.recruitersalliance.com.

3. Monster.com - need to do single job postings? Click here for more details.

4. Internal Corporate Phone Directories - 10% off

If you use corporate phone directories to find suitable candidates, this unique service may be of interest. Corporate Contacts has directories of many companies which list name, direct phone number, title and often email addresses. They have directories for many industries, like high tech (SAP), pharmaceutical, Big 5 CPA/Consulting, etc. Mention Recruiters Network to receive a 10% discount. Contact Stan @ (301) 587-1819. These directories are a great way to recruit from companies in your industry.

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Today's Recruiting News Headlines

Today's recruiting and HR headlines can be viewed at www.recruitersnetwork.com/dailynews.htm.

3 Million Visitors Kick-Off Peak Move Season with Monstermoving.com - Business Wire
Unemployment fell in May, but recovery is wea... - Star Tribune
Peregrine to Cut Workforce by Nearly Half - New York Times

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Featured Recruiting Jobs

This section highlights several recruiting related positions recently posted on JobsinRecruiting.com. To view all jobs or to register a career agent visit www.jobsinrecruiting.com.

1. Manager of Staffing - Alliant Energy

2. Nurse Recruiter - Oregon Health & Science University

Looking to recruit recruiting professionals? Post your jobs on JobsinRecruiting.com.

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Polls and Trends

View and participate in this month poll at
http://www.recruitersnetwork.com/poll/index.htm.

Nearly half of the top 500 European companies offer the Careers Web site in only one language.

Trend Watch is sponsored and provided by iLogos, a division of Recruitsoft. Click here for a complete archive.

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The right way to fire someone
By Joan Lloyd

Firing an employee can be a difficult task for any manager. The loss of an employee, in terms of time, money, training and experience, is a costly, though sometimes necessary, proposition. There are ways to try to keep a situation from reaching such a crisis, and ways - if it's unavoidable - to make sure it doesn't become even more costly. When you consider that three million employees are fired for non-economic reasons annually (according to the "Monthly Labor Review") the net loss seems staggering.

The termination-at-will rule has long been accepted by the free enterprise system, but over the last 10 years, the doctrine has been gradually eroding. Non-union as well as union companies currently face the costs of reinstatement, back pay, and punitive damages if a termination is ruled unfair. In 1983 alone, 10,000 employment-related civil rights cases were filed with US District Courts. Some legal experts are calling in the labor law issue of the '80s.

Clearly, companies and their managers must take steps to make certain their policies and procedures are equitable for everyone involved. Any company with more than a handful of employees needs to implement a three-step approach:

1. Adopt anti-discrimination guidelines and appeal procedures.

Whether the company is union or non-union makes no difference. Employees need to be heard. Managers must listen and respond to employee concerns.

Occasionally this breaks down and a more formal communication channel is necessary. This can range from a specific step-by-step procedure to an "open-door policy." Whatever the form, the key question employees will ask is, "Does the company only rule in its own favor?" If it does, employees will sour quickly Also, these procedures are only useful if employees know about them. In short, communicate, communicate, communicate.

2. Introduce a performance evaluation system.

Employees need to know where they stand. Specific, objective feedback is not only motivating to a good worker, but fair to an employee having performance problems. How can he take steps to improve if his boss doesn't tell him there's a problem? The courts feel the same way. The biggest problem companies face in legal action brought by a discharged employee is the lack of proper documentation.

It makes sense to keep accurate performance records for promotional considerations as well as for documenting problems and improvements. Communicate, communicate, communicate.

3. Introduce a progressive disciplinary system to support terminations and to allow for self-correction.

Self-discipline is the goal. Basically, progressive discipline involves communicating any performance problem immediately and then providing support to help the employee correct it. If the problem continues, a more formal discussion is held to develop specific action steps to correct the problem.

Subsequent discussions become more formal and eventually a written warning is given, clearly stating the consequences of continued poor performance. Documentation is kept throughout.

If the employee chooses to continue down this path, he almost fires himself. The actual termination should never be a complete surprise, unless a serious violation occurs, like stealing. If the employee turns the situation around, careful and thorough documentation should be provided. Fair is fair.

If at some point, the boss feels termination is the only remaining alternative, the personnel department as well as the appropriate executives should be consulted before the final decision is made. Once the decision is cast, severance benefits and options should be determined. Then, all that remains is to tell the employee - the most difficult step of all.

About the Author

Joan Lloyd works with executives and owners who want to improve the people side of their business, and with managers who want their employees to have a sense of ownership and commitment. She is a speaker and speaking coach, trainer & management consultant for companies of all sizes, from start-ups to the Fortune 500, as well as trade & professional associations across the country. Reach her at (800) 348-1944 or www.JoanLloyd.com.

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Recruiting Bookmarks

• College/Campus Recruiting
• Technical Recruiting
• Diversity Recruiting

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Upcoming Seminars & Conferences

Click here for schedules for upcoming conferences and seminars.

A comprehensive list of the upcoming HR and recruiting related conferences is listed here!

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Site Of The Week - Recruiters Directory.com

Need a search firm or want to market your agency? Check out this new site RecruitersDirectory.com.

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Final Note

If you want great stock advice buy the stocks I sell and sell what I buy...I would be retired if I did the opposite of my portfolio.

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