Employing young women
With recruitment issues way at the back of many companies’ minds in the current economy, this may seem like weird timing to raise the issue of the potential ‘risk’ involved in employing young women:
Will she decide to go off and have babies?
If she’s already a mother, what happens when one of her children is sick?
Some years ago I needed to recruit people (admittedly on a temporary basis) for a telephone marketing research project. It was my first in that role for the company and I decided to opt for 10 part timers rather than 5 full timers (there were good reasons for this – contact me direct to know more) and I was going to be a ‘model’ employer 
: The best 5 males and the best 5 females would be taken on, trained and have a two-week trial period.
It was a tough one that entailed a) identifying and b) conducting a 45-minute telephone interview with plant directors/managers in specific industries across 3 European countries. The first stage was with English speaking participants though the team had the language capabilities to cover all 3 countries for the roll out.
As it turned out, none of the males ‘made the grade’ whereas all 5 females (including an artistic ‘resting’ film director and a down-to-earth mum of three who had never worked in an office before) were retained and went full time on the project, were introduced to the client and really ‘got into’ their part in the aims of the research. They bonded well as a team with the ‘mum’ naturally herding and taking on additional responsibilities, and each went on to work on further projects as and when their skills were required and they were available.
That didn’t mean that I never took on some smashing blokes to work on later projects, rather that my focus should have been on the best 10, regardless of gender, in the first place.
The point to this?
People will move on; their priorities will change, as will their circumstances. Employers can’t predict when and why. We can only willingly take the opportunity to work with the best as and when it presents itself to us, for as long as it lasts.
I want to give credit to a post I saw earlier today that started off this particular stream of thought: Is it too risky to employ young women? and suggest a mosey over there would be worthwhile – you’ll see input from different and interesting angles and viewpoints…
Enjoy!
Next up: I think it’s time to look at You Plc (unless something extremely topical alters my tack… )
Linda Mattacks is the author of a series of training courses available at SellingForBusiness.co.uk developed to provide easily accessible training for small businesses who are not in a position (or may not want) to take time out to attend formal training sessions.
When Toyota gets it wrong…
When the manufacturer long upheld as a shining example of Gemba kaizen and the use of PDCA, quality management and all things ‘lean’ gets it wrong, it does so in the unrelenting glare of the global media!
Toyota car recall hits US, Europe and China pulls no punches and shows the far reaching ramifications not only to Toyota but, by implication, the impact on its workforces and their communities in several countries around the world.
In contrast, when small businesses get it wrong, ‘it’ can often be contained, kept under the radar and fixed with minimal brand damage.
The good thing about the Toyota situation that we can and should all take on board is:
There’s not the slightest element of “Not our fault” or heads in the sand from the company. It’s “Let’s get this sorted out.”
Putting ourselves in the customer/client position: What kind of company would we be inclined to stay with?
When Toyota gets it wrong…Linda Mattacks is the author of a series of training courses available at SellingForBusiness.co.uk developed to provide easily accessible training for small businesses who are not in a position (or may not want) to take time out to attend formal training sessions.
Make your website work for you!
Reading an article this morning that said: “Many small business owners do not have the complete range of skills required and are forced to learn as they go along.”
Well there’s a surprise ! It went on to say:
“A recent survey we carried out at Made Simple Group clearly showed that marketing, and specifically improving visibility to generate new business, were key concerns for many.
In the face of this, it is indeed a surprising, if not extraordinary, statistic that fewer than half of all such businesses have a web presence.
Furthermore, of those small entities which are online, it is estimated that a large proportion are failing to promote their businesses properly.”
Making the most of your website presence is one area where the Davids of the business world can successfully compete against the Goliaths, so why shouldn’t you? It’s far less down to how much money you throw at it than how wisely you invest whatever budget you have. Your ‘budget’ is going to be a mixture of your time and maybe some money to be most effective:
- What do you want your website to say about you to whom?
- What do you want it to do?
- How will the people you want to visit know it’s even there?
Regular visitors will know we don’t as a rule promote business services here. Yet today we’re making an exception, mainly because this particular one gives so much away upfront and proves that the team behind it really knows its stuff.
There’s a lot to read up on and try for yourselves at nikkipilkington.com, so you may want to bookmark it and come back to it several times…
Make your website work for you!Linda Mattacks is the author of a series of training courses available at SellingForBusiness.co.uk developed to provide easily accessible training for small businesses who are not in a position (or may not want) to take time out to attend formal training sessions.
