Pay close attention! Do it!

Trust me when I say we made the right decision when we converted our “standard issue” business website into a “blogsite”.

We are convinced that you’ll join us and agree that it’s more interactive, a useful tool, and portal to vital information for our clients and professional people that need to take action, in one form or another. And, the new site has it’s very own and unique blog platform.

So, going-forward, that’s where brian cork Human Capital personnel will make both their stand and their blog-posts.

Thusly, and without further adieu, we’ll strongly encourage you to point your collective browsers to: www.briancorkhumancapital.com.

Let’s be part of the Solution.

brian patrick cork

income

December 20, 2010

“They” say that your income is the average of the five people that you spend the most time with (outside of your family).

This helps make my Grandad’s point when he often said: “If you must judge a man, do it by those around him”.

The thinking around this post is not driven by statistics. And, this is some what unusual for me. I’ll typically make my point with hard data to support them – all of them.

However, here, I’m making a statement that I believe is true. This belief is driven by instinct. And, I trust my instincts. I will be investigating my theory. But, in the meantime, your own gut will follow my position.

This may not make you part of the solution. But, it’s a start. A big part of our job should be making money. It’s okay to do that. Really. I’ll write you a note.

Brian Patrick Cork

employment agreements

November 15, 2010

The hearty and ferocious Atlanta-based attorney Justin Daniels has advised us that the Georgia amendment for the new non-compete law has passed.

This means that any new employment agreements with non-compete and non-solicit provisions will be interpreted under the new law while the existing executed employment and partnership agreements will be interpreted under the old law.

This new law from his initial review is much more employer friendly and may present the opportunity to revise existing employment agreements in a fashion that is more favorable to employers.

This will also impact the founders of our Accelerator (startups) clients who leave established companies to strike out on their own who may find themselves in likely litigation under this new law.

Justin is thoroughly familiarizing himself with this law.

Let’s be part of the Solution.

Brian Patrick Cork

reasonable questions: #12

October 25, 2010

Young padawan Jenny Chang asked:

“In your opinion, what do you think it takes to be world-class in something besides just raw talent and an excellent work ethic?”

That’s a fair question from a young and likely frustrated emerging executive today that faces enormous uncertainty due to a lack of mentorship. Especially in an economy that has four separate generations knife-fighting for the same jobs

My response:

“A careful development of Subject Matter Expertise (SME).

Thought Leadership is always valued. But, what drives that is a keen ability to point to a target and kill it with flair. So, identifying a passion for a subject; immersing yourself in it; and, becoming a definable expert through research, application and acknowledgment is the best path to sustained success.”

Let’s be part of the solution.

Brian Patrick Cork

go ahead and quit now

August 9, 2010

As many followers are aware, we poll our clients, candidates and strategic partners relentlessly to help the business community with relevent statistics that form informed decision-making.

Lets start wit this:

More people quit their jobs in the past three months than were laid off.

This is a sharp reversal after fifteen straight months in which layoffs exceeded voluntary departures. The trend suggests the job market is finally thawing.

Some of the quitters are leaving for new jobs. Interestingly, others have no firm offers. But their newfound confidence about landing work is itself evidence around confidence of more hiring – and, a strengthening economy.

“There is a century’s worth of evidence that bears out this view that quits rise and layoffs fall as the job market improves,” said Steven Davis, an economist at the University of Chicago.

Still, the number of people quitting their jobs is nowhere near what it was before the recession. Economists expect the improvement in the job market to be fitful, rather than consistent. In May, for example, private employers added only 41,000 net jobs after adding 218,000 in April.

Yet the long-term trend points to an improving job market. The economy has created a net 982,000 jobs this year after a recession that wiped out more than 8 million of them.

The government said Tuesday that the number of people quitting rose in April to nearly 2 million. That was the most in more than a year and an increase of nearly 12 percent since January. That compares with 1.75 million people who were laid off in April, the fewest since January 2007, before the recession began.

During the depths of the recession, workers were hesitant to quit – and, not only because jobs were scarce. Even if they found a new job, some feared that accepting it would leave them vulnerable to a layoff. At many companies, layoffs follow a simple formula: Last hired, first fired.

“Many clung to their jobs out of fear”, said David Adams, vice president of training at Adecco, a national staffing agency. When Adecco tried to recruit workers to fill open positions, it frequently ran into the same obstacle: Few workers felt like betting on a new job that might soon disappear.

Not so much any more. Adecco is seeing more employed workers seeking interviews, rather than laid off workers searching for a lifeline.

“The hangover is kind of over,” Adams said. “It’s really starting to move toward a market where the employee can have a lot more confidence making a move.”

That’s why Katie Charland just quit her job at a parenting magazine in Phoenix to take a position with a nonprofit that supplies children’s educational programs.

Optimism was rare in 2008 and 2009, when employers cut more than 8 million jobs, sending the unemployment rate to a 26-year high of 10.1 percent. The number of people who quit fell 40 percent to 1.72 million in September 2009. That was the fewest since the government began tracking the data in 2000. It was down from nearly 2.9 million in December 2007, when the recession began.

Studies have shown that worker morale fell during the recession. Productivity rose as companies squeezed more work out of their employees. That points to a reason quits may keep rising: Overworked employees could jump at the chance to switch jobs as new opportunities arise.

“There is going to be a mass exodus of the top performers as the economy starts to turn around,” predicts Razor Suleman, a consultant who helps companies retain their best workers.

About 25 percent of companies’ top performers said they plan to leave their current job within a year, according to a survey published in the May edition of the Harvard Business Review. By contrast, in 2006, just 10 percent planned to leave their jobs within a year. The survey questioned 20,000 workers who were identified by their employers as “high potential.”

Companies retained those workers during the recession but heaped more work on them, said Jean Martin, the study’s co-author and executive director of the Corporate Executive Board’s Corporate Leadership Council in Washington. At the same time, employers cut back on awards and bonuses, she said.

Now, top performers at some companies are heading for the exits as hiring picks up. It means companies will feel more pressure to retain them.

“These rising stars know what they’re worth,” Martin said. “They feel somewhat neglected.”

So… It appears that more people are now taking a leap that few dared just a few months ago: Quitting without a new job waiting. The improving economy has given them confidence.

Hiring is quite robust and we expect it to improve steadily over the next twelve months. This is based on surveys of our clients around the world. But, the key is trend/ skills and “mission-specific” hiring. Two weeks ago I spoke in front of 32 CEO’s and their CFO’s. The broad discussion made it clear that – when it comes to succession or change leadership planning, there was an 85% consensus that experience had to be spot-on at 18 month intervals.

Fascinating and gripping stuff.

Brian Patrick Cork

I’m getting unusual traction and corporate response through a simple message:

You can eliminate the cost of chaos through communication, alignment and accountability.

From the Cloud.

Brian Patrick Cork

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