Aspen has called on Hot Jobs to help them ramp up employment for the busy season and beyond. Below are four great jobs for qualified people in the Roaring Fork Valley.
- Restaurant General Manager: Full-Time, 3 years experience, Aspen area
- Office manager: Finance or Business degree a must. 5years plus experience, Aspen area
- Marketing social media position: Aspen area
- Bi-lingual clerical position: Rifle area
If your skill set matches an employment opportunity, please contact us at your earliest convenience and we’ll start the interviewing process. 970-HOT-JOBS
Here’s to a busy and prosperous 2013!
With all of the electronic “clutter” in todays world, we tend to get distracted from doing the important things. Here are 5 ways to deal with that clutter
- Reduce inbox volume. It has been reported that the typical business owner gets 100-200 emails per day. If you spend just 2 minutes on each email, that’s a lot of time! Save time by reducing the volume of email you receive. Unsubscribe to lists that clutter your inbox. If there are subscriptions that you want to receive but typically don’t have time to get to them right away, use filters so they will go directly into designated folders to look at later. And most important, touch email only once!
- Improve emails that you send. Start using shorter, more efficient messages in your email. When possible, simply put your message in the subject line and leave the body blank. When you send an email to multiple people at once, if possible, tell them to NOT “reply all.” This will help others reduce their email volume too. Another way to avoid multiple back-and-forth email strings is to use the phone more often.
- Clean up your inbox. Most inbox programs offer you the capability to create folders. Use this feature to create an efficient filing system for email. Create categories to keep emails where they will be easily retrievable.
- Limit the time you spend online, especially on social media. Be intentional about your online activities. Enough said.
- Process your “stuff” quickly. Every day we get bombarded with “stuff.” It just comes our way. Use the 2-minute rule…if you can execute on this item in 2 minutes or less, do it NOW! If it is going to take longer than that, put it on your To Do list for later.
Insider Tips from Gary Hartman, local Growth Coach
This is an issue across the globe, but is particularly challenging in a transient area like Aspen, Colorado. The Roaring Fork Valley is a dream residence for many people, but the seasonal work fluctuations, the limited number of companies and thus opportunities, and the incredibly high cost of living are deterrents for long-term stays. So when you do find that perfect employee, how do you keep them happy, content and never wanting to leave your organization? We recommend investing in your staff so they feel valued and appreciated. This might be benefits or “perks” like a ski pass which is one of many great reasons to stay at Aspen Snowmass Ski Company. We strongly suggest encouraging professional development and continued education with complementary classes at Colorado Mountain College. They have an incredible program called Customized Business Services that ” improve employees’ performance by providing them high-quality, affordable training and development opportunities.” In addition they have credit and noncredit classes that are great for professional development. Your employee broadens their skill set and expertise while developing loyalty, and your organization gets to harness these new talents. It truly is a win-win and a great way to retain talent! Photo courtesy of CMC.
“Get the right people on the bus, the wrong people off the bus, and the right people in the right seats.” Jim Collins’ quote from his book Good to Great has become famous because of its power and truth. Finding the perfect fit for all positions in your organization is challenging at best. You spend countless hours recruiting, interviewing and finally hiring – only to find after investing in training, the employee really isn’t cut out for the job. The good news is there are simple tools that can increase your chances of making a good hire. One we highly recommend is the ProScan – a web based profile to uncover a candidate’s individual, personal strengths. Local business Growth Coach Gary Hartman administers the 7 minute survey and spends 30 minutes with you explaining the results. He states, “My clients have used the ProScan as a way to confirm a hiring decision, or in helping to choose between 2 candidates. It can also be an extremely powerful way to supercharge your Team, helping improve communications or matching the right people to the right jobs.” The cost of the test and the consulting is only $75 per person.
Small businesses typically don’t have a dedicated human resources employee, much less an entire department. This means a staff member that is not a HR specialist is responsible for compensation and benefits that may include payroll, employee evaluations, job analysis; HR management which includes the policies, procedures, labor relations, attendance, and conflict resolution; staffing and recruitment; and orientation and training of employees. This situation is not rare, but it is an accident waiting to happen. Why not leave HR to the experts. Just because you don’t have the budget for a full-time position doesn’t mean you can’t have the very best. Companies like SCI – HR Shared Services that provide pay rolling, pay as you go workers compensation, and other HR services are perfect solutions.
Many companies are using firewalls, company policies and scare tactics to keep employees away from using social media in the workplace. They think of it as a distraction and a time-suck for non-work related activity during company business hours. The reality is Facebook, Twitter, YouTube and many other internet based tools are contemporary communication channels that, when used right, can be incredibly effective. Instead of banning the inevitable – why not harness the power to do some quality HR work?? Below are just a couple suggestions for effective application. And if you need any help executing them, local search and social marketers a2 Interactive Media is the go-to firm.
- Internal Communication – blogs, videos and podcasts are great ways to disseminate information about trainings, benefit updates, events, etc.
- Employee Interaction – Accounting firm Ernst & Young LLP recently created a Facebook page called Ernst & Young Connects, where more than 5,400 employees can share experiences and opinions about things such as the intern program, the chairman’s values or updates from the managing partner.
- Recruitment – utilize LinkedIn and other social networks to attract incredible talent world-wide, reduce costs and enhance the recruitment experience for candidates
- Brand Building – most organizations think of their online presence as a branding tool for their “customers” only, but the truth is it also is the face of your company for potential hires. It is a great way for job seekers to get a good feel for who you are as a company.
This is worth mentioning again for it plagues the valley. There are four plus months out of the year when staffs significantly cut back, business slows dramatically and some organizations even shut their doors. Some businesses allow personnel to claim unemployment during these times. The majority are simply on their own to find other ways to make ends meet. There is no perfect solution to this bi-annual phenomenon but temporary staffing sure can help you beef up your crew in times of need without the long-term commitment of full-time employees. Hot Jobs temp and temp to hire personnel services are ideal for resort communities like Aspen, Colorado.
What inspires one person may leave the next person cold. When you understand an employee’s thinking and behavioral preferences, you’ll be able to maximize his or her enthusiasm. The following are 8 ways to get your staff moving in the same direction. This can lead to incredible returns on your investment in long-term personnel. Personality profiles can also be an effective tool to understanding the personality styles of your team.
1. Analytical types want to know that a project is valuable, and that their work makes a difference to its success. They prefer compensation that is commensurate with their contribution.
2. People who are “structural” by nature want to know their work contributes to the company’s progress. They like to be rewarded in writing, in a timely manner – an encouraging e-mail is appropriate to communicate with them.
3. Social people want to feel personally valued. They prefer to be rewarded in person with a gesture that is from the heart – a handwritten note or gift card for lunch would be appropriate.
4. Innovative employees must buy into a cause – the big picture matters. They prefer to be rewarded with something unconventional and imaginative, and would find a whimsical token of your esteem such as a recognition piece for their desk or their wall very meaningful.
5. Quiet staffers don’t need a lot of fanfare just some one-on-one encouragement. A private conversation would be encouraging.
6. Expressive people feel more motivated when assignments are openly discussed and an open door is available – they like public recognition, with pomp, and ceremony.
7. Peacekeepers want everyone will move in the same direction. They’ll never demand a reward or recognition, so anything you offer will be appreciated.
8. Hard-drivers are independent thinkers. If they agree with you, they’ll be highly motivated. If you ask them, they will let you know what type of recognition they want since they’re always upfront.
Sales Source by Geoffrey James, INC. Magazine
1. Business in an ecosystem, not a battlefield.
Average bosses see business as a conflict between companies, departments and groups. They build huge armies of “troops” to order about, demonize competitors as “enemies,” and treat customers as “territory” to be conquered.
Extraordinary bosses see business as a symbiosis where the most diverse firm is most likely to survive and thrive. They naturally create teams that adapt easily to new markets and can quickly form partnerships with other companies, customers and even competitors.
2. A company is a community, not a machine.
Average bosses consider their company to be a machine with employees as cogs. They create rigid structures with rigid rules and then try to maintain control by “pulling levers” and steering the ship.”
Extraordinary bosses see their company as a collection of individual hopes and dreams, all connected to a higher purpose. They inspire employees to dedicate themselves to the success of their peers and therefore to the community.
3. Management is service, not control
Average bosses want employees to do exactly what they’re told. They’re hyper-aware of anything that smacks of insubordination and create environments where individual initiative is squelched by the “wait and see what the boss says’ mentality.
Extraordinary bosses set a general direction and then commit themselves to obtaining the resources that their employees need to get the job done. They push decision-making downward, allowing teams form their own rules and interviewing only in emergencies.
4. My employees are peers, not my children.
Average bosses see employees as inferior, immature beings who simply can’t be trusted if not overseen by a patriarchal management. Employees take their cues from the attitude, expend energy on looking busy and covering their behinds.
Extraordinary bosses treat every employees as if he or she were the most important person in the firm. Excellence is expected everywhere, from the loading dock to the boardroom. As a result, employees at all levels take charge of their own destinies.
5. Motivation comes from vision, not from fear.
Average bosses see fear–of getting fired, of ridicule, of loss of privilege–as a crucial way to motivate people. As a result, employees and managers alike become paralyzed and unable to make risky decisions.
Extraordinary bosses inspire people to see a better future and how they’ll be a part of it. As a result, employees work harder because they believe in the organization’s goals, truly enjoy what they’re doing and know they’ll share in the rewards.
6. Change equals growth, not pain.
Average bosses see change as both complicated and threatening, something to be endured only when a firm is in desperate shape. They subconsciously torpedo change.
Extraordinary bosses see change as an inevitable part of life. While they don’t value change for its own sake, they know that success is only possible if employees and organization embrace new ideas and new ways of doing business.
7. Technology offers empowerment, not automation.
Average bosses adhere to the old IT-centric view that technology is primarily a way to strengthen management control and increase predictability. They install centralized computer systems that dehumanize and antagonize employees.
Extraordinary bosses see technology as a way to free human beings to be creative and to build better relationships. They adapt their back-office systems to the tools, like smartphones and tablets, that people actually want to use.
8. Work should be fun, not mere toil.
Average bosses buy into the notion that works is, at best, a necessary evil. They fully expect employees to resent having to work, and therefore tend to subconsciously define themselves as oppressors and their employees as victims. Everyone then behaves accordingly.
Extraordinary bosses see work as something that should be inherently enjoyable and believe therefore that the most important job of manager is, as far as possible, to put people in jobs that can and will make them truly happy.
Liability is a concern to all corporations and can diminish profits as well as affect employee morale. The US equal employment opportunity commission “EEOC” announced an increase in complaints of retaliation for the 2nd year in a row. This surpasses complaints regarding violations of title the VII (discrimination on the basis of sex, race, color, religion and national origin)
Most retaliation suits are filed by employees who claim their bosses fired or mistreated them after they filed a discrimination claim or participated in a “whistle blowing” activity.
For an employee to assert a retaliation claim the following must be present. 1. The employee participated in a protective activity acting against unlawful activity. There was adverse employment action present (denial of a raise or termination, and there is a connection between the employees involvement in the protective activity and the adverse action from the employer).
Reasons for Increase in Retaliation
There are several proposed contributors for the increase in retaliation claims. A difficult economy, increasing employment rate has caused many employees to stay at their job instead of seeking employment else where when they are not pleased with the job activities and retaliate through unlawful employment practices. More employees would rather challenge their employer practices and decisions instead of changing their jobs.
A second contributor is an increased understanding of the laws governing retaliation by employees. Retaliation claims are often easier to prove then discrimination or harassment claims. Additionally in 2006 the US Supreme Court lowered the standers to win a retaliation claim under Federal and anti-discrimination laws specifically the court determined that the employer took an action that “might have dissuaded (to persuade a person not to do something) a reasonable worker from making or supporting a charge of discrimination.”
With soaring statistics in 2010 and now in 2011, evidence shows that retaliation complaints will continue to grow in 2012.
Ways to Avoid Retaliation
- All employee manuals should have procedures to follow when a retaliation claim is made. The employee manuals should always be signed by the employees before the employee begins working for the company in which states that the employee has read and understands the following procedures of the manual.
- Employers should research and become familiar with the laws governing retaliation.
- Employers can mandate a Zero Tolerance Policy for retaliation.
- All rise complaints should be kept confidential during the investigation to avoid the practice of retaliation.
- All employee concerns should be brought forth and handled in a fair and consistent matter. This illustrates that every employee is governed under the same policies and procedures.
Sheryl Sandberg, the chief operating officer of Facebook has been getting quite of bit of coverage recently, praising leaving the office at 5:30. She just recently has become public with this fact. Sandberg felt the need to hide the fact from her colleagues due to she did not feel they would have found this to be acceptable.
However there has been a century of research establishing the fact that working more than a 40 hour work week actually decreases productivity.
In the early 1900s, Ford Motor ran a dozen tests on their employees work productivity. Ford Motors discovered that the “sweet spot” is 40 hour work week and that while adding another 20 hours provides a minor increase in productivity, that an increase only will last for three to four work weeks, and then turns work productivity will turn negative.
Even though times have changed it has been found that factory workers a hundred years ago is still often true for the productivity of the office workers today.
Many times the workaholics may think they’re accomplishing more however, in many cases the long hours result in work that must be scrapped and redone.
Europe’s Ban on 50-Hour Weeks
In six of the top 10 most competitive countries in the world (Sweden, Finland, Germany, Netherlands, Denmark, and the United Kingdom), it is illegal to demand more than a 48 hour work week. You simply don’t see the 50, 60, and 70 hour work weeks that we see in the US business world.
August 10, 2016
Kathryn Consoli provides an outstanding service with quality people.
Jodi Smith, Pitkin County Manager
August 31, 2016
I’m very thankful to Kathryn for presenting me with the opportunity to work at Pitkin County this summer. As a staffing professional, Kathryn provided me with everything I needed to know before I started my admin job and provided on-going support to me throughout the project. This position allowed me to use and hone my skills and provided me the income I needed to finally buy a house. I’m very grateful.
Kari McMurray, A TTP, Inc. employee
Kathryn Consoli was my first real boss at TTP, Inc. 20 years ago. S…he taught me everything from recruiting people, marketing a business, running an office, being professional, sales, networking, what to wear, how to shake hands, eye contact, how to present yourself, how to carry yourself, being organized…..she was my mentor in the work industry and plays a huge part with the woman I have become. Everything that I have learned and know about a business starts with her. She’s an extremely intelligent, strong yet kind woman. Anyone working with her will be lucky to have her as a boss and person in their lives! I am gratful and honored that she came into my life. I don’t even think she realizes how special and important she is in my life! If only her company was back in Florida!!!…..Thank you Kathy……….HUGS!!! ?
Elizabeth Licata, A TTP, Inc. employee
I would like to take this time to thank you for the wonderful service you provide. Although my current schedule has picked up nicely, the hiatus that was filled temping helped a great deal. I find your services very professional, it was a pleasure to deal with you and I wanted to let you know it. In a business as seasonal as mine, you have to always be willing to seek work, even when the season is slow. If I will do temp work in the future, I certainly will work with you again.
Gina, A TTP, Inc. employee
I have worked with this group of people for the past year… I will continue to use the company with excellent results. It has been a pleasure to work with such a fine organization.
Rosemary A Pevy, Client