Why a Job Seeker Should Always Look at How a Company’s Employees Interact

7023561195_f30a5d0281_zIf you’re a job applicant, it’s easy to forget that the hiring process is a two-way street. Companies are evaluating you, but you’re also evaluating them—probably on salary, benefits, commute and the like. You should also look at how the company’s employees interact with one another because finding the right fit goes a long way toward your satisfaction and productivity. It’s unlikely you’ll have free run of the place to make notes on employee interactions, but even limited information from interviews will tell you a lot.

Are your interviewers respectful to each other or one another?

Regardless of if you have a panel interview, multiple interviews or small-group interviews, you can get a feel of how employees treat one another. For instance, do they interrupt constantly during panel interviews or talk over one another? Are eye rolling and snide comments common in a series of one-on-one or small-group interviews? What do managers or supervisors say about employees, and what is their body language like? A person who freely gossips about the manager might be prone to gossip about you as well.

Who speaks when and how?

You’ll get a sense of hierarchies by how your interviewers proceed through interviews. For example, who sits where, who speaks first, who speaks how often, who people defer to, who might abruptly end communication and so on. Depending on your preferences, you might be more comfortable in a role where you clearly follow and defer to someone, or you may want an atmosphere that is more peer to peer. Your interviews can help tell you the tone of a place.

How do the interviewers treat you?

The way in which interviewers treat you is often indicative of how they treat others. For example, an interviewer who criticizes many things (people, situations and the like) and who focuses only on your past mistakes without seeming interested in your successes may be difficult to work for.

Image Source : John Benson

Posted in HR Pros | Tagged | Leave a comment

Is Your Business Experiencing a Skill Gap? Invest More into Hiring and Training

8485378303_1a46569cf8_zBersin by Deloitte’s Corporate Learning Factbook 2014 makes several important findings indicating that businesses beginning to pick up steam in this better economy should invest not just in regular resources, but in people as well. Three stats first:

Spending by U.S. businesses on corporate training grew by 15 percent in 2013 (the most in seven years).

This increase comes on the heels of 10 percent growth in 2011 and 12 percent growth in 2012.

“Capability gaps” are cited as a top-five challenge by more than 70 percent of businesses.

More Training Equals More Company Confidence

These stats matter because they show training is clearly needed–and there’s the fact that corporate training and economic activity are related. Simply put, corporate training is such a discretionary spending area that high spending on training usually correlates to high company confidence. Companies putting the brakes on some business activities suspend or decrease training. When they’re ready to hit the gas pedal again, training in all job areas (hiring, sales, managerial and so on) increases. In fact, the report showed that high-performing companies invest much more than average on training. They are consistent and systematical about their training.

Technology Reaches a Wider Training Audience

Motorola is one company that is using technology to reach two to three times its usual number of trainees. In fact, technology is a leading way to train and includes areas such as online communication, massive open online courses (MOOCs), virtual learning, self-directed video and independent study. MOOCs enable employees to train online at their own paces and to gain certification to prove their credentials.

Training as a Recruitment Tool

Training is also a valuable recruitment tool. Companies that can explain to interviewees their training philosophies and strategies give off an aura of confidence and professionalism. Applicants are more likely to leave with positive thoughts—that the companies know what they are doing and see their workers as valuable investments.

Image Source: Jirka Matousek

Posted in Human Resources | Tagged | Leave a comment

What to Do When You Are Having Trouble Writing a Job Posting

ID-100111419The general advice on writing job postings says to be specific and upfront. But what if the job you’re posting about defies traditional roles? The good news is that you can still be specific and clear; you just need to approach the posting from a somewhat different angle.

1. Make a few lists on the following job attributes:

  • Why the job is there (what is the job’s purpose, its goals and its relationship to the business at large?)
  • Required mental and physical processes (they can run the gamut from good snap judgment to lifting 40 pounds)
  • Means and methods to do the job (education, skills, training, temperament).

If the job is a current position, solicit feedback from people formerly and currently in the job. The information should go into the posting and may help you figure out a way to better classify the job.

2. Be specific and candid up front in the posting that this job does not neatly fit descriptions and categories, and elaborate on why. Describe the personality types the job may be best suited for.

3. Devise an assignment—a task which serves several purposes. First, assignments take time and investment, ensuring you only receive serious applications. Second, you should tailor the assignment to reflect the nontraditional way of the job. For example, if the job entails working in marketing sometimes and in sales other times, with night and evening work thrown in, an assignment could be: “Explain what your approach would be in transitioning to and from these sales and marketing roles, and how you work successfully from home during oddball hours.”

4. Create a job title that stands out. By all means, list possibilities such as “Marketing Executive Wanted,” but in the end, try for an honest, appealing and creative title. For instance: “In Search of Marketing/Sales Exec with Good Sense of Humor, Flexibility and a Love of Misfits.”

If you are running short on staff, you still need to do your best on a job posting. Here’s how.

Image Source : stockimages

Posted in HR Pros | Leave a comment

Why You Should View All Temporary Employees as Potential Full Time Hires

3344142642_c4d3bfa042_zOver the past few years, hiring of temporary employees instead of permanently bringing individuals onto staff has become a strong trend. Temporary employment is just that, it doesn’t last forever. But, even if you don’t plan to hire a candidate as a full-time employee, you might want to keep your options open.

Reasons to Look at Temps as Potential Full Time Hires

  1. It will help overall team morale. When a team knows that the new hire will be there only temporarily, sometimes it can create a divide in the office. But, if the bosses treat temporary hires as if they’ll be in the position for a long period of time, it can help a team to create a cohesive relationship and get more done.
  2. It may improve their attitudes. While temporary employees know that their job is in flux, knowing that business owners are keeping an open mind could help them to feel better about their jobs and their duties. Just make sure not to say anything that sounds like a guarantee of permanent employment.
  3. Temporary hires may work harder. It’s sad but true, sometimes full-time employees get complacent in their jobs because they know they have a full-time position; temporary workers, on the other hand, may work harder because they know their position isn’t guaranteed.
  4. They’ll know the job. If you do decide to change an individual’s employment status from temporary to full-time, there will be less of an adjustment period after the status switch.
  5. It allows you flexibility. You may not intend to hire a temporary employee at first, but as your needs change and you get to know them and you may find that you do want to hire him or her full-time.

At ADAM Personnel, we know it can be tough to find the right temporary employees, and we’re here to help! Give us a call today.

Image Source : Phil Whitehouse

Posted in Human Resources | Tagged | Leave a comment

5 Old Fashioned Job Hunting Tips that Just Don’t Work Anymore

8214124711_a9f6738627_zFor any job searcher, tips to improve the hunt and be more successful are widely available – just do an Internet search. Sometimes though, it’s harder to find tips that are relevant to current hiring situations. Here are a few tips that do work and five that are outdated and ineffective.

Five Tips to Ignore

  • Stating the references are available upon request on a resume. Some people still do this and it only makes them look old fashioned. It is always going to be assumed that references can and will be provided if asked, so it does not need to be stated.
  • List everything on your resume. This type of resume can come off as either disorganized or full of superfluous information. Even if you have 20 years of experience in a field, keep your resume down to about 3 pages max. Focus on the details that are particularly relevant to the position that you are applying for.
  • After sending your resume, call to schedule an interview. As a job seeker, you don’t call the shots. If you try this, you may very well come off as looking pushy, which will only hurt your chances.
  • Fax your resume. While faxing is still common, it is an older and less efficient technology and shouldn’t be your first choice in getting your resume into the hands of a recruiter.
  • Include your GPA. Unless you are a college grad with no prior work experience, or it has been requested by the employer, don’t include your GPA. It’s usually not a consideration and recruiters aren’t always impressed by a high GPA.

Instead of trying tips that make you seem old fashioned, consider these tips:

  • Make sure your social media profiles are appropriate for any audience.
  • Use social media to connect with professionals in the industry you’re interested in.
  • Get business cards to ensure you have the correct information for thank-you notes and following up after interviews.

At ADAM Personnel, we can help job seekers to update their strategies and move from suggestions that don’t work to current advice that gets the job.

Image Source : kate hiscock

Posted in Misc | Tagged | Leave a comment