Let’s be honest, when you have a vacant position within your team, it’s a total drag.  Your workload increases in two ways – carrying out the duties of the open position and searching to find a replacement for the role; and additional pressure may be put on the rest of your team too.  With all of this going on, it’s easy to overlook an important detail during the candidate selection process – they are evaluating you too!  Once this process comes to a close, the successful candidate becomes part of your team, and based on how the process went, they’ve already formed opinions about you and the company.  Make a positive impression from the very beginning, by following these guidelines:

In 2000, Microsoft did a study on adult attention spans and the average span equaled 12 seconds. In 2015, that same study revealed the average dropped to 8 seconds. Goldfish have us beat, clocking in at 9 seconds. Have you ever taken a good look at a goldfish?
Enter Mindful Leadership - a relatively "new" discipline that takes authentic leadership to a different level.  I am super pleased to be speaking about this topic at the annual THRIVE conference hosted by BLR (Business and Legal Resources Association) this week because I believe it's relevancy is growing by leaps and bounds.

We all know what it’s like to participate in a training session that is interesting and engaging versus painfully boring. Facilitators are often assigned this responsibility in addition to their “day job” duties, so no wonder many of them aren’t exactly sure what to do to make the session interesting. Developing and delivering training programs for our clients is a core service we provide at the Marlyn Group, and we maintain high standards that what we produce is relevant and actionable for companies and individuals alike. If classroom based facilitation is or soon will be part of your job, use these three tips to be more effective.

I heard on the radio today a story about some sort of an annual award given to the world's worst bosses. Top prize this year went to a boss who threw his employees' paychecks into a trash bin, forcing them to dig for their pay.
While there is nothing I can think of to be learned from that horrid leader, my mind started to mentally run through every one I had ever worked for and as I reflected I was once again reminded that some of the best lessons I ever learned came from the shortcomings of those who led me.

Segregation of duties is one of my favorite subjects and an area where I have done extensive work during my parking career, so I was thrilled when IPI asked me to deliver a CAPP point course on this subject at the conference May 17^th in Nashville. After interviewing several parking industry leaders from around the country, I wanted to share two themes that have emerged to help ensure you have your bases covered when it comes to segregation of duties.

So! HR has screened multiple applicants and now it’s time for you to interview the finalists and evaluate who you will bring on board. As more and more parking organizations recognize that today’s hiring process is truly centered around acquiring talent, as opposed to the yesteryears view of just getting a position filled, they have altered the staffing strategies to follow suit. Does your process as the hiring manager reflect this important shift?
They Can Wait. The Marlyn Group has worked with a few folks over the years who still believe it’s a good practice to make candidates wait, whether it is in the receptionist area or days between communications, to “test” how strongly the candidate really wants the job. These are the same people who are surprised when that candidate accepts another offer. Like so much in the workplace, hiring talent is largely dependent on speed. If you have a finalist who is determined to be a strong fit – don’t delay with the offer; you’re likely not the only potential employer who finds that same individual attractive.