Read the block below, it could save your employer millions.

Would you pay your employees a nickel an hour more if it would cut your turnover rate in half? If not, why not? Increasing employee retention is not difficult when you know how. Click here to learn how to decrease employee turnover for less than $100 per year per employee. Can you afford not to reduce turnover? What would your CEO say? Our assessments cost less than you think. There are 50,000 employers who are reaping the benefit of lower turnover and higher productivity. Click here for client comments. Click here for three case studies; Financial Services, Healthcare and Hospitality.
Are you sure you don't want to know how to reduce your employee turnover rate?
Gately Consulting is a Strategic Business Partner with Profiles International, Inc.


Recommended Books:


Click on this image to order the eBook: Résumé and Cover Letter Secrets
Order the ebook
"Résumé and Cover Letter Secrets Revealed"
by Kevin Donlin,
only $19.95

We accept the following cards for all our products and services:
We accept American Express We accept Discover Card
We accept MasterCard We accept Visa cards

This site looks and works best with Internet Explorer 5 or 4 and display set at 800 x 600, 256 colors, and text size set at medium.
Download Microsoft Internet Explorer
download

{short description of image}
On-line technical testing by Brainbench.com goEmerchant.com - If you can type...You can sell Online! No programming AND we include the Merchant Account!
Only $49.95 per month!

You are visitor: Website Counter

to Gately Consulting's web site......

Bookmark this page then read below.

Employees don't leave their employer,
they quit their immediate supervisor.

To help you effectively address this issue, Profiles International, Inc., has introduced a new tool with actionable information that all managers dream of having about their employees!

The first of its kind, Profiles WorkForce CompatabilityTM is a powerful tool used to understand and improve the unique working relationship between a manager and his or her direct reports. Having a greater understanding of the dynamics of the relationship helps both parties appreciate where their perspectives are similar and where they are different.

Click here to request a private showing of the Video Brochure for the Profiles WorkForce CompatabilityTM tool.

Help your managers and their direct reports develop productive working relationships by introducing this incredible tool. Below are the characteristics measured by this exciting new product:

  • Self-assurance
  • Self-reliance
  • Conformity
  • Optimism
  • Objectivity
  • Decisiveness
  • Approach to Learning

Call (508-634-7748) or email Bob Gately for more information.
180 articles & commentary by
Dr. John Sullivan
-- Index Page --
see below for the list of articles

Dr. John Sullivan is head of the Human Management Program in the College of Business at San Francisco State University. He is a well-known international speaker, author and advisor to Fortune 500 and Silicon Valley firms. He specializes in making HR "THE" competitive advantage. He is also head of the HR Strategic Forecasting Project, whose goal is to forecast and anticipate HR issues and opportunities.

Click here to visit Dr. John Sullivan's new web site.

Attention small business owners and HR managers:

New product announcement from Profiles International, Inc.

Human resource management and applying for a job just got easy,
ProfilesEasy™ that is!

ProfilesEasy™

Profiles International™ has introduced a revolutionary new product -- ProfilesEasy™ -- that will provide you with a cost-effective and reliable method of managing the data and documents associated with employment applications.

This affordable system, see COST section below, is:

  • Time-efficient
  • User-friendly
  • A tool that assists employers with EEOC reporting requirements.
  • You do not need to use PII's assessments to use ProfilesEasy™
  • Current users of Profiles on the Web™ (POTW) will find that ProfilesEasy™
    is seamlessly interfaced with POTW to facilitate timely
    completion of pre-employment assessments.

In addition to providing basic information, you can customize up to 10 questions per job listing and will have the ability to review candidates from any location at any time!

ProfilesEasy™ also:

  • Allows the employment process to be managed with the click of a button
  • Creates consistency for every application processed, and
  • Organizes and streamlines the employment application process while reducing hiring costs.

Hosting for this product is supported and powered by Profiles International's technology infrastructure. We will work with you to customize your site with the appropriate colors, masthead and general information so that it is consistent with your web site. In most cases, you will be using the site within one business day!

USER GUIDE:

ProfilesEasyTM User Guide

REPORTS:

EEOC

HR Data

Referral

COST:

The cost of using the ProfilesEasy™ web site is as follows... a $200 set up fee plus $200 per month with a one year contract or prepay the $2,400 annual fee and the $200 set up fee is waived.

DEMO:

Would you like to explore the features of ProfilesEasy™?

Please visit our demonstration site, which is located at http://demo.profilesinternational.com/easy and be sure to click on "Administrator Section" at the bottom right and then click on the "Log In" button. A User Name and Password are not required for the demo.

CONTACT:

For more information about this exciting new product, please contact Bob Gately or call Bob at 1-508-634-7748.

Attention CEOs, CFOs, COOs, VPs of sales,
sales managers and salespeople,
a new book announcement:

Creating a Million-Dollar-a-Year Sales Income:
Sales Success through Client Referrals


Have you ever wondered how those true million dollars a year income super-producers can generate so much business?

Would you like to learn exactly how they do it and then implement the exact techniques and strategies they use?

Well, now you can! My friend, Paul McCord, has just released his new book, Creating a Million-Dollar-a-Year Sales Income: Sales Success through Client Referrals which shows you in-detail exactly how the mega-producers generate their huge volume of referral business-and how you can do the same.

According to SellingPower Magazine's Sales Management Newsletter, this book addresses the issues that have prevented salespeople from being top referral sellers. And, CRM Magazine says the book is "required reading."

ChangingMinds.org-a world renowned website specializing in how to persuade customers and clients, says the book is simply the best ever written on referrals and developing a relationship with clients and prospects that will generate a huge volume of high quality referrals.

The best news is you can get this book today by clicking on the Amazon link to the left, and receive over $2,500 in free bonuses from some of the best sales trainers, coaches, and consultants in the world such as myself, Dr. Joe Vitale, Jill Konrath, Frank Rumbauskas, Dave Anderson and many others.

Just click on the Amazon link to the left to purchase the book and then go to www.powerreferralselling.com/html/amazon.html and fill out the form with your name, email address and Amazon order number and you'll go straight to the page where you can get Dr. Joe Vitale's newest report based on his newest book-free! And Jill Konrath's book "How to Create an Irresistible Elevator Speech," free, of course. Heck, just those two free gifts alone are worth well over $50 - more than three times what you'll pay for Paul's book.

You can view all of the "ethical bribes" at www.powerreferralselling.com/html/gifts.html, but the best gift of all is you'll learn how to turn your client database into gold by generating a tremendous number of high quality referrals. Stu Taylor, the award winning host of the nationally syndicated radio program Equity Strategies, calls the book "the most important sales book I've read in quite some time. This is truly a career changing book." Make 2007 a breakout year. Go to Amazon and purchase the book now, because if you don't do it now, 2007 will be just another year.


Subscribe to the free Employer's Advantage newsletter!

Our Newsletter has current business news plus valuable information on topics such as how to...

  • become the employer of choice.
  • attract and retain great people.
  • select the right people for your jobs.
  • become a more effective manager/coach.
  • positively terminate people.
  • prevent executive meltdown.
  • stop unwanted turnover.

The newsletter will be emailed at the end of each month. To subscribe to this free Newsletter, send your request to Bob Gately at gately@compuserve.com and be sure to include your full name and email address.

Click here for a list of the articles in the current and
past issues of the Employers's Advantage Newsletter.

Trade and Vocational Schools Directory
offering a complete list of career training
vocational and trade schools.

"I'm curious to learn how organizations define 'high potential' employees and how they use the resulting data. Also, how do we reduce turnover and what does it cost?"
Click here for the answer.
Click here to download a sample Business Costs and Impacts of Turnover Excel workbook and the Owner's Manual

CheckPoint 360 Competency Feedback System
Click here to download sample reports in pdf format.
Click here to access the on-line demo program.

Use the form below to order the book "First, Break All The Rules, What the world's greatest managers do differently", by Marcus Buckingham and Curt Coffman of the Gallup Organization.

We suggest you purchase and read this book because its recommendations are based on Gallup's interviews of over 80,000 managers in over 400 companies across numerous industries. This book explains why job matching is so effective at selecting good employees. The authors' definition of a talent, see page 71, is "a recurring pattern of thought, feeling, or behavior that can be productively applied...The emphasis here is on the word 'recurring.' Great managers say "Your talents are the behaviors you find yourself doing often." Job matching identifies the recurring patterns of behaviors of top performers, see page 103, so that managers can identify which job applicants have the same recurring patterns of behaviors. If the authors are correct, and we think they are, this book will become a reliable source of insight into how to select and manage your employees.

Click here then click on "Solving Your Challenges".

Click here to see how our products work together.
go to Sales Indicator Press Release Hiring salespeople just got easier.

Click here to read our Press Releases
Read about the update to the Cost of Turnover spreadsheet.

Click here to order the Excel spreadsheet:
Business Costs and Impacts of Turnover

Sign our Guestbook Get your own FREE Guestbook from htmlGEAR View our Guestbook
click here to read about job matching

Post Your Resume for FREE at HotResumes.com
To search this web site for a specific word or phrase,
use this search box.
Call Bob Gately @ 508-634-7748 if you have a question or would
like a price quote on one or more of our assessments or services.

While you are visiting this web site feel free to click on the link below to search Amazon.com for a book relating to your area of interest. There are too many books to list here so please select Books from the "All Products" drop down list and then enter your keyword(s) then click {short description of image}

Search:
Keywords:
In Association with Amazon.com

Click here to see all our assessments and services

Suggested places to visit, but do come back here.

Please visit National Center for Employee Ownership.

National Center for Employee Ownership is a private, nonprofit information, membership, and research organization with over 3,200 members worldwide. We are considered the leading source of information about broad employee ownership plans, including ESOPs and broad-based stock option plans. We provide seminars, conferences, publications, a newsletter, and other information services based on our extensive research and work with experts and companies in the field.

You are invited to visit Best Managers On The Net.

Best Managers On The Net is dedicated to helping good managers and their companies reach for the top. We use the best management training materials and methods, and supplement them with cutting edge technology to give you the best on-line and off-line training experience available today. If you're ready to take your company to the next level then browse our pages and let us show you how we can take you to the top!

Be sure to visit The Internet journal of Strategy and Planning.

A user-friendly interactive strategy e-journal with world class writers new ideas new voices and a growing library of articles and case studies.
Another exciting place to visit HrGOpher

HrGOpher is a FREE Human Resource and Business Management knowledgeable portal that provides Owners, Managers, Directors and Administrative Assistants with an impressive list of over 20,000, categorized links. From crisis management to workplace safety, from diversity to women in the workplace, HrGOpher will provide hundreds of leads to detailed information, across 85 top-level categories.
Enter a long URL to make tiny:

New Product Announcement
Customer Service Profile Suite
.



I get numerous questions from readers like "What are you really like?" or "Do you speak in public?" Well, thanks to advances in technology and the Internet you can now see me "live" on your computer screen. The link below is to a webcast that was taped live at a Computerworld event earlier this year. The topic of my discussion was winning the war for talent. It's free, and it doesn't require any special hardware or software.

If you like, I can also send you the slides via email.

Let me know what you think. URL for the webcast is http://www.itworld.com/itwebcast/masters.htm

John Sullivan

  1. World Class College Recruiting Program:
    Characteristics of Strategic College Recruiting Systems -- A checklist for assessing the quality of college recruiting programs and systems.
  2. Performance Turnover: The Cost of Turnover may be higher than you think A more accurate cost of turnover calculation.
  3. Improve the quality of your employment function,
    42 things you can do
  4. HR Planning Tools, New (or revisited)
  5. Retention is like a box of chocolates.
    A lot of professionals are missing the boat when
    they look at retention as a single issue.
  6. Characteristics of a World Class Internship
    starts with a written internship PLAN
  7. Is it time to fire your Director of Employment;
    What is the name of our employment strategy?
  8. How to hire great people -- that don't need a job;
    or How to hire a 'Michael Jordan'.     (see #111 also)
  9. Retention - why employees leave;
    Why do people "leave" a job for a "better" job?
  10. The Cost Factors and Business Impacts of Turnover.
  11. Why Employment is a Strategic Function --
    the Business Impacts of Bad Hiring.
  12. 360° Feedback, HR Program Evaluation Template for
  13. Stop Doing Job Descriptions -- an irreverent look at job descriptions.
  14. Characteristics of Strategic Employment Systems --
    Does yours measure up?
  15. Finding the Best in Your Field. Identifying the best in a functional field is easier than you think.
  16. Post-Exit Interviews are more useful than exit interviews.
  17. Checklist of Possible Employment "Metrics" -- measures that can be used to assess the impact and quality of employment systems
  18. Measuring Training Effectiveness / Impact --
    training can be measured in a variety of ways
  19. What Is The "Ideal" Turnover Rate? --
    There are many opinions about what is the "ideal" turnover rate. Here is how a CEO might look at it.
  20. Becoming an "Employer of Choice" -- a lofty goal.
  21. CEO Metrics for HR (1st draft) aka - questions from hell. Don't let CEOs read this, they might want answers.
  22. Retention "ToolKit" 63 retention tools and tips you can use tomorrow
  23. New Hire Orientation "ToolKit" - Part 1
    64 tools and tips you can use to improve the process.
  24. New Hire Orientation "ToolKit" - Part 2
    Sales Reps know it - First impressions are everything!
  25. Developing World Class Job Rotation Programs to Improve Retention! Guide for assessing and improving job rotation programs.
  26. Cost Per Hire - A "Better Metric" Is The Quality Of Hire
  27. Selecting a World Class Search Firm, Checklist for -- Some things to consider when you pick your next search firm.
  28. Speed of Hire, Gaining a competitive advantage through increasing the...
  29. The Ten Tenets of the 21st Century HR
  30. Getting It All Wrong - The Recruiters Paradox
    Part 2, Part 2 and Part 3
  31. Getting your managers to "own" retention - and how to cut your turnover rate in half.
  32. Alternatives to on-site face to face interviews
  33. Why Do Recruiters "Drop Candidates "Over the Wall" and Run Away? Or How to Continually Improve Your Recruiting Program!
  34. Developing Employee Challenge Plans
  35. Don't Isolate Your Employment Function - Coordinate Your Recruiting And Marketing Efforts
  36. Rethinking Interviews - The "Fut R View": A Better Way To Hire
  37. Intraplacement: Reduce Retention Problems By Increasing The Internal Movement Of Your Employees, Part I and Part II of a 2 part series on Intra-placement.
  38. STAFFING - The worst customer service process in the world.: Applicants may also be customers.
  39. Recommendations for Retention 58 action steps you can take.
  40. Another Retention Tool: - Attention Plans by Sue Jamieson and Irene Cuan
  41. Cutting down on interview "No Shows"
  42. The business impacts of not firing a bad employee/low performer
  43. How to ruin a great recruiting effort with the
    Orientation From Hell - Part I
  44. How to ruin a great recruiting effort with the
    Orientation From Hell - Part II
  45. Should HR Report to the CFO or CEO?
  46. Y2K...but I'm not in HRIS... so it doesn't impact me?
  47. Retention Strategy Why do people stay in their jobs
  48. Instead of the Cost of Hire... measure the Cost of a bad Hire
  49. Steps to follow if you want to become an expert in a topic
    or industry --     gaining competitive intelligence. -- Part I
  50. Steps to follow... -- Part II
  51. Forget the Daughter… Bring a "Friend" To Work!
  52. Resumes Stink -- Start asking for a Portfolio
  53. Recruiting and Retention -- what to do when your stock price falls
  54. HR Effectiveness Metrics --
  55. Steps in turning an average recruiting function into a --
    "Wow"! one, Part 1, Part 2, and Part 3
  56. Experience -- it "ain't what it used to be; It's time to kill
    the sacred cow of job experience in recruiting.
  57. Wowing them on the web -- getting passive job seekers to visit a firm's job web page
  58. Are you a dinosaur recruiter? -- a checklist to help you
    assess whether you are ready for 21st century recruiting
  59. HR: -- a profession anyone can join?
  60. Retention bonuses. -- Are they really a good idea?
  61. Managers should do all recruiting! -- Why recruiters need to take a broader view of the business.
  62. Why people accept and quit a job made simple: -- it's just market research
  63. What's wrong with HR... or how not to hire Michael Jordan
  64. The shelf life of resumes ... sit on resumes and lose the best candidates
  65. As a Manager -- - Why You Need to Pay Attention to Recruiting
  66. Developing A World Class College Recruiting Program,
    Innovative Strategies for Identifying/Finding the Best College Students, Part 1, Part 2 and Part 3
  67. What’s wrong with HR? -- A focus on cost cutting!
  68. Why corporate training doesn't work... -- and some solutions
  69. Writing on resumes... there is no law against it, but...
  70. The War For Talent Is Over ... and guess who won?
  71. Stop Interviewing -- Hold a professional conversation instead
  72. The Coming "Bid For Talent Revolution" Prepare now or else!
  73. Building an Employment -- "Brand": Part 1 and Part 2 of 2
  74. Headcount is silly -- Use budgets to manage and ignore headcount
  75. When should you do performance appraisal? --
  76. E-HR (Electronic HR) -- a walk through a 21st century HR Department
  77. 21 St. Century Recruitment
  78. New tools to find and assess great candidates
  79. How to hire the next Michael Jordan
  80. Reverse Marketing Recruiting or how to recruit at a mediocre firm located in "Nowheresville"
  81. Cisco...Simply the Best
  82. The Advantages And Disadvantages Of..."External First" Hiring Preferences? Part 1 and Part 2
  83. Identifying key words to put on your resume
  84. Forget the job fair ... recruit at a trade fair!
  85. Where have all the good candidates gone ... the "shortage" explained!
  86. Share your best practices in recruiting -- Reader Responses follow
  87. Stop being boring -- become the "talked about" company in order to build your employment brand!
  88. The only recruiting measure that matters -- measure the quality of your hires!
  89. The manager's toolkit for retaining ERP / HRIS professionals
  90. Your firm's web page stinks! -- here are some ideas on how to assess your firm's career/jobs page
  91. Hire them both -- a package deal
  92. Death By Interview -- "Too much of a good thing is bad for you" is true for both "sweets" and for interviews.
  93. News Flash -- recruiting has the highest impact
    on a firm's shareholder value
  94. Add competitive intelligence gathering to your role as a recruiter!
  95. Torture By Resume
  96. Diversity Recruiting -- The Compelling Business Case
  97. "Poaching" -- Isn't Just For Salmon Anymore (a 3 part series)
  98. What Senior Managers Expect from Recruiters
  99. Pre-Need Hiring and Workforce Planning
  100. Retention - Talking an employee out of leaving for a start-up
  101. Don't Hire Them... Hire Their References!
  102. The World’s Most Effective Recruiting Tool – Have The CEO Call Them!
  103. Finding Names The Easy Way - Cards In A Bowl
  104. Finding The “Names” Of The Best In Your Field - (Develop a “Who’s Who” list of top talent)
  105. How to block a firm from "raiding"/ stealing your employees
  106. Top 10 Most Effective Recruiting Tools
  107. Sourcing Tools For Ordinary Managers
  108. Hire A "Warrior" Recruiter… Not “Bambi”
  109. Finding talent is easy, do a behavior profile
  110. Use a Recruiting Advisory Board to Improve Your Recruiting
  111. How to Hire Great People Who Don't Need a Job (see #8 also)
  112. Getting Managers to Pay Attention to Resumes: "Five Greats, No Uglies."
  113. Re-Recruit Your Top Talent... if you want loyalty, buy a dog!
  114. When Assessing Talent, "Give Up Without A Fight"
  115. Test Your Systems... You Might Not Hire Back Your Own Employees!
  116. Earrings for Talent... Creativity in Recruiting
  117. Steal Their Recruiters!
  118. One Day Hiring Made Easy: Parts I and II
  119. Put the work where the talent is: Part 1 and Part 2 (New)
  120. Hire Their Mentor: A great recruiting tool for the hard to recruit candidate
  121. Use a dedicated hiring team, not individual managers!
  122. Why hiring freezes are dumb
  123. Target the Have To Be Asked candidate
  124. Consider Other Firms As Your Farm Teams
  125. Training and compensation's role in recruiting and branding
  126. Hire Your Customers!
  127. Recruiting In Retail: Tips For Managers
  128. Top 10 reasons why you shouldn't recruit from Dot-Com's
  129. Predicting who is about to quit
  130. How the sales function can help a firm's recruiting efforts
  131. The Future of Internet Recruiting
  132. Tell them where they will be in 2 years: with a "Where You'll Be" Profile.
  133. How to measure the quality of your applicants: before you hire them
  134. Using field identification to hire Santa Claus (or other customer service talent)
  135. Calculating the Cost Of a Vacant (COV) position: a list of the possible "COV" factors
  136. Recruitment Ad Agencies: most don't get it: (How to assess a recruitment ad agency)
  137. Think of the "5 best people you know" referrals: Give me 5, a no-cost name generating tool
  138. Steps in becoming a Business Partner Recruiter
  139. Checklist for selecting the very best executive search firm
  140. Fire your administrative "Bambi" recruiters
  141. Give managers "Comparison Offer Sheets" to increase their "Closing" Success Rate
  142. Visionaries in Employment
  143. The 20 "Rules" for Great Recruiting
  144. Shift Your Recruiting Strategy as the Economy Changes
  145. Be Prepared! "Resume Spamming" is on the way
  146. Recruiter Layoffs Are Coming! ... are you prepared?
  147. Branding, recruiting and learning through public speaking and conference attendance
  148. Questions From Hell: Developing/Assessing a College Recruiting Program
  149. Develop an employment dashboard and index
  150. How to hire a great recruiter
  151. Stealth Recruiting at Non-Recruiting (Passive) Events
  152. Spice Up Your Application Forms: add a sales sheet
  153. Making great offers without much money: non-monetary offers
  154. Hiring Advice for Small Businesses
  155. Predatory Hiring: the best hire is your competitors' top talent
  156. Hold evening interviews: interview candidates when they're available
  157. Alternatives to Hiring More People: Tips for Managers
  158. The top 10 reasons why managers hate recruiting
  159. Recruiting Nurses -- with no recruiting budget
  160. A manager's guide to orientation --
  161. First-Day-On-The-Job -- Employee Orientation Questionnaire
  162. Employment Brand Names and Slogans
  163. Increasing retention and productivity: let employees do what they do best!
  164. High-Volume Hiring
  165. Effective layoffs: how and when to do them, Part 1
  166. Effective layoffs: key steps in effective layoffs, Part 2
  167. Effective layoffs: avoiding layoffs in the first place, Part 3
  168. Effective layoffs: the quick and dirty approach, Part 4
  169. Effective layoffs: maintaining morale and productivity during layoffs, Part 5
  170. Does Your Recruiting Strategy Stink? A Quick Checklist
  171. The best college hiresgraduated two years ago
  172. Making the business case for HR and recruiting programs, Part 1
  173. Making the business case for HR and recruiting programs, Part 2
  174. Making a Business Case in HR: An Illustrated Example
  175. Talent Swapping: Hiring Without Impacting Headcount
  176. Put the Right People in the Right Jobs
  177. Tips On Getting a Job as a Recruiter
  178. Saving Your Butt and "Wowing" Your Managers
  179. Why Candidates Reject Offers (and how to put a stop to it), Part 1
  180. How To Improve Your Candidate Offers, Part 2

Click here to visit Dr. John Sullivan's new web site.
{short description of image}

{short description of image}


private pricing page