Jay Sachetti joined Jeff O’Brien, partner at Husch Blackwell and Dyanne Ross-Hanson, president of Exit Planning Strategies talked about the market for mergers and acquisitions, exit planning opportunities for companies that don’t end up for sale and how companies can maximize their eventual sale price during an early October panel at the first Upsize on Tap event at Summit Brewing Co. in St. Paul.
When the state Legislature passed a law requiring employers to provide paid leave and safe time for employees, Justin Bieganek started hearing differing details from friends, colleagues and peers.
Many Minnesota companies have expansion goals that will require additional human capital. If there’s one thing owners are dealing with, it’s a shortage of qualified applicants.
Our present work force climate means employers need to be creative in attracting those people, making sure to emphasize company culture and values in their ads. Glass Door, Indeed, LinkedIn and Zip Recruiter are all popular places to find the people we consider good. Yet, when it comes to skilled and unskilled labor, we deem background and skills to be most important, but I would caution using them as primary hiring criteria. Why? Because skills can be taught, whereas intangibles, like values and work ethic come from within.
Conversely, your company needs positive feedback on the same sites. For many job seekers, it’s the first place they look besides your website.
As an employer, it’s important to have positive comments online that highlight who you are and why people like working for you, which are essential for attracting right-fit people.
