Reich Communications, Inc.

  • Reich Communications, Inc. is a boutique public relations agency in New York City offering full service in a variety of areas, with specializations in business-to-business; advertising, marketing and media firms; transportation safety; non-profits, and select consumer products and services. For more info, call us at (212) 573-6000, email to david@reichcommunications.com or text to 914-325-9997. We are located at 228 East 45th Street, Suite 11-South, in New York City 10017

Your email address:


Powered by FeedBlitz

100 Best Marketing Blogs... my 2 cents is #58


Top 150 Social Media Marketing Blogs (#112)

Technorati Top 100 TV blogs

Junta42 Top Blog


Thinking Blogger Award

@davidreich on Twitter

    follow me on Twitter

    November 2017

    Sun Mon Tue Wed Thu Fri Sat
          1 2 3 4
    5 6 7 8 9 10 11
    12 13 14 15 16 17 18
    19 20 21 22 23 24 25
    26 27 28 29 30    

    « A Perfect Match | Main | God Bless America »

    June 30, 2010

    Comments

    Shelly P

    Interesting. Can we get some more specifics on the commonalities that can help you spot the "star"?

    Jan Vincent

    Thanks for your great question! The commonalities are different for every job. There are no overall generic commonalities. Every business and every role has different needs. They are based on the criteria that the manager / employer recognizes are important to the position. To build this recognition, the manager needs objective scientific data to determine an individual's thinking style, behaviors and interests in order to build a high-performance model. This information is used to create a job pattern or benchmark, if you will, for the position. Every job position in a company should have its own customized benchmark that provides managers with new, critical information to hire and develop predictively. If there are twelve different positions in the company, twelve different benchmarks should be created. This approach enhances retention and works because it applies objective standards to the position instead of expecting managers to rate a person via subjective standards or to hire with "your gut" which only gives you tip of the iceberg information about the individual. Managers need to know about the seven-eighths that lie beneath the surface and are virtually impossible to identify in the historically typical job interview process. It is that unknown that can make or break an organization.

    If you have additional comments / questions, please feel free to send them to me. Have a wonderful holiday weekend!

    ~Jan

    Verify your Comment

    Previewing your Comment

    This is only a preview. Your comment has not yet been posted.

    Working...
    Your comment could not be posted. Error type:
    Your comment has been posted. Post another comment

    The letters and numbers you entered did not match the image. Please try again.

    As a final step before posting your comment, enter the letters and numbers you see in the image below. This prevents automated programs from posting comments.

    Having trouble reading this image? View an alternate.

    Working...

    Post a comment

    Your Information

    (Name and email address are required. Email address will not be displayed with the comment.)