Post Placement Setting New Hires Up For Success

Post Placement Setting New Hires Up For Success Setting new employees up for success starts before you make anyone an offer and ensuring they continue to be a contributing member of your team extends well and truly beyond their probation period. In this post, I’m going to cover off on some of the main reasons people don’t work out and what you can do to help avoid this happening in your business. So why do some people work out and some people don’t? Ultimately it comes down to alignment, or misalignment, of expectations, and broadly speaking there are two sides to the equation: Candidate fails to meet the performance expectations of the business hiring them; Business hiring fails to meet the expectations of the candidate they hire; Candidate fails to meet the expectations of the company employing them In the case of a candidate failing to meet the performance expectations of a business it is usually one of two things: The employee is not technically capable of completing the tasks required for the position they were hired in; The employee is not willing to “work hard enough”/cultural fit. If you have hired someone that isn’t technically capable of doing a job, then that is on you and is usually a case of, “I liked them so I thought they would be good,” rather than they can do the job. Having a standard interview process in which each potential candidate completes a: Technical interview; Technical competency test; Psych tests; References; Will go a long way to ensuring that you hire people that you both: Like; and Are technically capable; Many businesses we work with will have a rapid screening test where each candidate will answer 3 or 4 technical questions before attending an interview. Candidates do get a little frustrated by completing tests prior to attending interviews; however, this is one way to  ensure you are only meeting candidates that are technically capable and interested in the role. In the case of employees who aren’t willing to “work hard enough” or are a poor cultural fit, then you need to ask yourself: How well did I explain what it is like to work here on a day to day basis and my expectations?; What questions did I ask them about performance requirements at their previous place of employment?; When I took the references, did I explain our culture to the referee and did I ask them how they think this person would cope in that environment? No one accepts a job hoping to fail. Asking people questions about their current place of employment during the interview process gives you the opportunity to work out if they are going to be able to cope. If you know your work is tough, then you need to be painting the picture to candidates throughout the process, explaining to them that this is what it is going to be like. If people know what they are getting themselves in for, they are far more likely to commit to that decision and in turn, perform at the levels required. Business hiring fails to meet the expectations of the candidate they hire The recruitment process, as a rule, is heavily skewed towards determining if a candidate is suitable for a business and not the other way around. One of the best pieces of advice I was given when I first started in recruitment was that after the first interview you should push the candidate away from the job and see if they come back. The main reason for this is: Everyone’s circumstances are different, and it is impossible to know all the factors and the weight they assign to each when considering a job. By giving people all the information, good and bad, they need to decide for themselves, painting the picture of what the business is like to work for and encouraging them to speak with a couple of people, they will take ownership over their choice and ultimately commit to that decision. In a roundabout way, it’s the same reason why in primary school the teacher would ask everyone in the class, “What rules do we want to have this year?” Somehow we always ended up with “put your hand up if you have a question and don’t interrupt others  if they are talking”. Moving on. The main areas a business falls short of employee expectations are: Job responsibilities; Manager; Systems; Culture; Job Responsibilities Unless there has been a significant change in business operations, there is no reason in my mind why someone should be in a job they weren’t expecting. During the recruitment process, make sure you: Explain the job in detail including day to day, weekly, monthly outcomes; Ask the candidates to explain what they understand the position to be; Clarify any differences. Hiring Manager A few quotes are floating around the interweb along the lines of, “people don’t quit their jobs, they quit their manager.” I’d be interested in seeing the empirical evidence, however, can say that while it isn’t the sole reason it is often a contributing factor. If you are hiring people, you need to be very conscious of doing all you can to make sure new hires know what you are going to be like to work with regardless of how demanding / hands on you might be. Once they have started, feedback is essential and the questions people have when they start a new job are: Am I completing my work to an acceptable standard; What could I be doing better; Do people like me? I believe that you should have a 5 to 10-minute catch up with new hires at: Day 1; One week; Two weeks; One month; Two months; Three months. As a worst case, you need to pull new hires  aside even quickly to reassure them on the above and let them know when they can expect to have a more formal catch up. Systems If someone is coming from a larger business, there is a good chance they are used to having good policies and will find working in a company that doesn’t look challenging. I’m sure by now you see a theme developing here. Spending time to ask candidates about the systems they use, explain what your systems are like, and the main frustrations using real examples will mean that there are no surprises when they start. Culture I remember reading an employment advertisement for a place I used to work which said: Work/life balance; Flexible working environment; Lunchtime gym sessions; Regular training and development. It just wasn’t right and if you accepted a position with them for any of the above reasons you would have been let down. They worked 8 am 6 pm, micromanaged, had a strict 1-hour lunch policy and the training consisted of a recruitment video from the ’90s. Every business culture is different, I’ve recruited for businesses that work 38 hours a week and those that expect people to work 70 hours a week, every week. In my experience, regardless of how tough a working culture is, if you are transparent and explain to people what it is actually like to work with your business, and ask them to really think about what that means, you will give yourself the best chance of hiring the right people and getting them to stay. In closing, ensuring people work out starts from the first interview. By running a systematic interview process and spending time on really explaining to candidates what it is going to be like to work with your business, you will give yourself  the best chance of hiring the right person, providing feedback once they will ensure they stay engaged.

5 Tips for Writing a Resume and Cover Letter in Resume Speak

5 Tips for Writing a Resume and Cover Letter in Resume SpeakWriting a resume and a cover letter in your ideal resume and a cover letter to your potential employer can be a daunting task for the first time writer. As the self-written sections of these documents are included on your original resume, it becomes even more difficult to construct a well structured and understandable one.With some practice, anyone can come up with good resumes and cover letters for different job functions. But when you're just starting out as a professional writer, how do you go about structuring a resume that will stand out from the pack? Here are five tips for making your resume and cover letter writing well:The first tip is to write your resume and cover letter in resume speak. What is resume speak? It is the language that you use when outlining, listing your qualifications, achievements, skills, and experience.List your qualifications in bullet points so that the reader can see what the job requires. Wh en doing this, make sure to list each qualification in numerical order as well as in accordance with the job function. For example, a financial analyst may have written his qualifications as such: Analytical and Computational Finance, Database Software, Technical Analysis, Decision Methods, Corporate Finance, and Financial Management.Then go on to list your experiences and skills in chronological order. Be sure to list these items in a section for each job function. Your qualifications should be able to easily be understood by the person reading your cover letter. Avoid lists of qualifications that are vague or don't make sense to the reader.The second tip is to make the job function more clear in your resume and cover letter. Most often than not, people write their jobs on their resumes. However, people should be reminded of the job function in every message they send to a potential employer. For example, a person who works as a technical writer would better inform the person readi ng his resume that he writes technical reports for specific needs.Also, include a section in your resume and cover letter that gives the reader a general idea of the job function. This can be done in two ways. First, explain the job function in a paragraph. Second, emphasize the general purpose of the job on the cover letter itself.Finally, you want to include a few bullet points to break up your resume. Include the sections of the resume at the bottom of the cover letter, including your cover letter signature, your contact information, and a few words describing your experience, including any awards or other achievements.

How to Handle HR When Its Not Actually Your Job

How to Handle HR When Its Not Actually Your Job Almost all of my clients are small businesses. The Human Resources function is typically handled by the office manager, controller, accountant, VP of Finance or whoever was assigned the responsibility for payroll. The idea is generally “well, youre the one paying people, so you might as well take the rest of the  HR responsibility too”. These appointed managers  grimace and bear it, not wanting to learn what the role of HR entails (as its not their primary job), but having to do so as  to avoid  major trouble. However, this is troublesome as well, as there are many spots where something could be overlooked, causing major workplace dramas. For these managers, knowing what to pay attention to is  the big dilemma, and one that requires further education. Its more  complicated than you think There have been many articles written about the poor opinions managers and CEOs have of human resources as a profession. Few, if any of them, have been in the profession themselves. There are more than 20 laws that deal with HR. Each law has then a much larger set of regulations that are subject to periodic change. There are different laws that apply to nonunion companies than union companies. There are different laws and regulations that apply to Federal contractors. Numerous regulatory agencies have to be dealt with and different courts decide different things until finally the government  renders a final decision. People dedicated to the profession (with degrees and advanced degrees) have a hard time keeping track of this material. Yet still, many CEO and managers expect the step-in office manager or controller with an accounting degree just to  somehow know this stuff! What should  HR managers know? The exact resources, rules and regulations for each country will differ from one another according to national laws, so its important to do your own research.  For example, in the United States there is a basic set of information that every person held responsible with HR should know, including: Fair Labor Standards Act.  Its big in the news right now because of the December 1st change in the salary requirement to be considered exempt from being paid overtime. This is predicted to cost businesses billions of dollars and it will have significant impact on overtime budgets. This is not just a big company issue,  but  may have greater impact on small companies. Lawyers are waiting in the wings to take advantage of employers messing this one up.  Check out the Fair Labor Standards Act  for more information. Equal Employment Opportunity.  Everyone should know that it is illegal to discriminate on the basis of some protected category. What most people miss is how much that list has grown. Religion, national origin and age are big topics, but so is gender identification. Then you also have retaliation, which causes problems all by itself. Check out the Equal Employment Opportunity Commission for more information. Disability.  The Americans with Disabilities Act Amendment Act (ADAAA) has brought a whole new level to disability discrimination. With an expanded list of disabilities and a significantly bigger responsibility of documentation and communication, this law is much more difficult to deal with than in the past. Immigration.  This is a  major topic in the news due to the election the Immigration Reform and Control Act, and has been amended several times to make it more complicated. Homeland Security frequently changes the paperwork required to document workers. The law also requires adherence to accuracy and time frames, which is often ignored. This law requires you to fire a newly hired employee if they cannot produce appropriate documentation by the end of their third day. How many executives know that fact? Beyond these basic laws there are many more. This leads me to the last thing the non-HR person should  do: Enlist  a good HR advisor! The last thing the CFO, controller, office manager and other non-HR person should know, is the name of a good HR advisor. Unfortunately to many, this is seen as an unnecessary expense. After all, HR is so easy, right? Why should we pay someone to give us easy stuff? Wrong! It is much better to pay someone to straighten you out and be able to answer question than it is to pay an attorney to handle your  problems after they have occurred. It can be considered preventative maintenance, much like changing the oil on your car. Periodic check cost much less than burning out your engine. Last word to CEO and managers Human Resources, if done correctly, can save the company a great deal of money. Finding people, keeping them, making sure they are treated effectively and legally, as well helping the company wind its way through the myriad laws and regulations is not an easy job. Show your HR people some appreciation, but also expect of them high performance. The way you improve bad HR is by not tolerating it. About the author: Mike Haberman is an experienced HR consultant,  working with organisations large and small to achieve smoother  Human Resources  functions.  He has been blogging about HR-related matters for 10 years, sharing his expertise and passion.

Googles Leaked Memo and Diversity in Tech

Google’s Leaked Memo and Diversity in Tech Women coder’s took us to the moon, helped fight wars, contributed in creating the first computers, and changed the world. Yet this seems to all be forgotten in today’s tech industry dominated by men. When Google was hit by controversy over a leaked memo by one of its employees, James Damore, we were reminded of this extreme gender imbalance. Google scrambled to quell controversy by releasing a statement by Google’s vice-president of diversity, integrity and governance Danielle Brown: We are unequivocal in our belief that diversity and inclusion are critical to our success as a company, and we’ll continue to stand for that and be committed to it for the long haul. As [Balogh] said in his internal G+ post, ‘Building an open, inclusive environment is core to who we are, and the right thing to do. Nuff said. “Nuff said? Not quite, in fact there’s still a lot to say on the matter. Because the same oft-repeated words over commitment to diversity doesn’t tally up to the facts. Google’s workforce is made up of 69% male, only 2% Black, 4% Hispanic, with just 20% of technical jobs held by women. Google may be unequivocal in their belief in diversity and inclusion, but the facts tell a different story that they prefer to hire white and Asian men over women and other racial minorities. So could this memo’s denunciation of women be the real indication for why women are so underrepresented in the tech field?  The author of the memo argues, among many things, that women prefer “jobs in social and artistic areas” to the hard-edged, competitive industry of tech, and that biological differences between genders is the true reason for the extreme gender imbalance in Google and the coding world. James Damore, added: Women, on average, have more: Neuroticism (higher anxiety, lower stress tolerance). This may contribute to the higher levels of anxiety women report on Googlegeist and to the lower number of women in high stress jobs. Women on average look for more work-life balance while men have a higher drive for status on average. Unfortunately, as long as tech and leadership remain high status, lucrative careers, men may disproportionately want to be in them. Allowing and truly endorsing (as part of our culture) part-time work though can keep more women in tech. Debates around extreme gender imbalance in tech often mulls between two questions: whether there are enough women in engineering to choose from, or whether women are discriminated against (consciously or unconsciously). This memo would definitely serve the latter assumption, and could possibly be an insight to some of the many unspoken, or unconscious bias views that manifests in the tech world. Like much of the tech industry, Google claim that the problem doesn’t lie completely with them, but actually far earlier on in the process; that there just aren’t enough qualified women applying.  There is some truth in this, but it doesnt quite account for the sizeable gender imbalance. Interestingly, a study by GapJumpers found the gender breakdown of hired candidates was 58% women, 42% men, after they provided software to enable tech companies to blind hire nearly 1,200 candidates, across 13 companies; some food for thought to these repeated excuses claiming lack of women applicants as the cause. So is there a lesson to be learnt here? For James Damore, who has since been sacked for sure don’t share sexist drivel on the world-wide web. Whether he was rightly sacked crosses another messy debate in openness and free speech. But for Google and other tech companies, the lesson is much more important. Prejudice is prevalent, and its roots run deep in the workplace and in many of us. Repeated platitudes on diversity wont fix this, but rather a real reflection and a sincere effort to hire diverse talent.

Ux Designer Writing Action Based Resume Examples

Ux Designer Writing Action Based Resume ExamplesUx designer writing, also known as job application writing or interviewing writing, is a technique for persuading people to work for you by using resumes, cover letters and related tools. Resumes have often been labeled as boring or even unreadable by many candidates who have previously completed their college education and career training. Not only can you create an eye-catching resume, but it can be more impressive in terms of the knowledge, skills and experience that are conveyed.There are many resources on the internet that offer easy ways to organize and design your own resume, including templates, study guides, and example resumes that you can find in many online bookstores. Some of these sites may be free and some of them may be expensive. While free examples do not necessarily reflect the level of quality and professionalism of your own resume, there are a lot of advantages to hiring a professional designer to craft your resume for you. The following are Ux designer writing action-based resume examples:One of the biggest challenges in designing a resume is to make it appealing to readers and candidates. A good resume will include information that is interesting, clear, and relevant to the position that you are applying for. You want your resume to be bold and to stand out from the crowd. Your resume should also include keywords that describe your achievements, your abilities, and how you can help a potential employer find what they need. When considering Ux designer writing action-based resume examples, make sure that your resume contains this information and is in line with what your ideal candidate needs.Ux designer writing action-based resume examples should be persuasive writing. You want your resume to 'sell' your employer on you and convince them to hire you. It should highlight your skills, experiences, education, leadership skills, industry expertise, leadership ability, and other relevant attribut es of your own. You want to persuade your employer and tohelp them realize that they are missing out on the right candidate if they do not hire you.Before applying Ux designer writing action-based resume examples, you should read your resume thoroughly and make sure that it reads well. Check for spelling and grammar errors, as well as typos. Have your resume proofread by someone who knows how to write and edit resumes.You should also prepare for your interview by giving your interviewers a head start by providing them with enough information about yourself that they can easily get to know you. You can always ask a previous employer for advice, but it would be a better idea to follow the advice that you were given when making your resume. You may also want to contact a coach or a mentor to help you through the process. There are a lot of designer writing action-based resume examples that include samples of resumes that are submitted in the past.When you are preparing for your intervi ew, always ensure that you dress appropriately. Think about what kind of impression you want to make. Make sure that you dress appropriately for the occasion. A business suit may be the appropriate choice for your interview, but maybe an informal suit or a dress shirt would be better. You should always be conscious of the kind of impression you want to leave on your interviewers.In addition to all of the above tips, you should consider using Ux Designer writing action-based resume examples, rather than simply picking one at random. If you want to increase your chances of getting hired for the position that you want, you should focus on using these strategies.

How to Create a Big First Impression with your CV

How to Create a Big First Impression with your CV Landing a new job in today’s competitive market requires a high impact CV that really sets you apart from other candidates.So StandOut CV have created this handy CV guide showing how you can make a big first impression with your CV and have employers queuing up to interview you.Start off by crafting a professional format and look to be taken seriously and ensure that your CV can be easily navigated by readers. Recruiters receive an average of 118 CVs per job vacancy so an untidy looking CV will probably be rejected instantlyevalEnsure your CV is about 2 pages in length, use a simple clean font and ensure that your most valuable skills are highlighted at the top of your CV in order to create an instant impact. Then craft an easy-to-read structure so that recruiters can speedily pick out the information they need.Highlight proof of your value to an employer by adding outstanding achievements that have impacted previous firms, and try to back them up with facts and figures where possi ble.And don’t forget to include a cover letter with your application to ensure that your CV gets opened in the first instance. Tell the employer what you have to offer them as opposed to what you want from them.Photo Credit â€" standout-cv.com

6 Reasons You Dont Have A Job

6 Reasons You Dont Have A Job 210 Flares 210 Flares Many unemployed folks usually dont understand why theyve been out of work for so long.  Their obvious scape goat is the economy and the other billion job seekers that are their competition.  This excuse is completely warranted, but I cant let them off the hook so easy.  Its just not happening. Here are 6 reasons why you most likely havent found a job yet: You Dont Know What You Want This is brutal.  Its just absolutely brutal.  If you arent clear on the specific opportunity, company, or industry youre targeting, then youre setting yourself up for disaster.  A job search without purpose and passion is one that will only lead you on a wild goose hunt.   Imagine being on a job search site, going through hundreds, if not thousands of postings.  If you dont know EXACTLY what you want, then youll open up most postings, and find yourself unsatisfied with ALL of them.  What also happens is that you may just apply to EVERYTHING, which more so than not means your resume and cover letter are not set up for that specific position.  Its a poopy sandwich.And youll never find your goose. What to do: Come up with a list of 50 things you want from a job.  Write down characteristics about the industry, benefits, supervisor, salary, skills needed, and many others.  Write down the things that you NEED from a job.  This will help you clear up where you should spend your time looking and how to change up your resume/cover letter to suit that specific type of job. You Really Dont Want A Job Honestly, Ive been there.  When I was unemployed for 17 months, there was a time when I just didnt want a job.  Corn on the Job was still growing and I was happy with unemployment and the promise of growing my new blog.  I was lucky, and Im not proud that I slacked off for a longer period than I should have. Many people pretend to be looking for work, when really they just feel its necessary to half ass and just look casually.  Certain financial situations can call for more laziness in the job search than needed.  No matter how much work they put into their search, if a person doesnt want a job, then they wont get one.  Even if they pass an interview, their lack of enthusiasm will halt them at the interview stage. What to do: Go take a walk downtown and check out the homeless folks.  Not saying this will happen to you, but youre still employable and theyre not.  Dont take it for granted. You Only Use Big Name Job Boards Using a big name job board is OK, and many people find work from them.  The problem here is that EVERYONE is using them.  Employers are bombarded with resumes from a single posting and you may never be found.  If your only source of searching for a job is one of the more well known sites, then youre in trouble. What to do: Start using a niche website for your industry.  Try out the Linkedin job boards.  Network.  Make personal business cards and drop them in random places.  Just add more strategies to your search.  Its more work, but its needed. You Have a Poor Resume/Cover Letter The format sucks.  Its tough to read.  Grammar is disgusting.  Too much color.  No clear purpose. Readers of your job search communications cant identify what youre looking to do, what makes you the shiznit, and most importantly, why they should hire you. What to do: Hire me!  Ill take your existing resume/cover letter and totally make it what they WANT to read! You Dont Interview Well Whether its the phone screen or in person interview, many job seekers dont live up to their full potential when it comes to an interview.  Whether its just nerves, not being able to sell oneself, or something else, its very common that the most skilled person for the job doesnt always land the job.  If you happen to be the most skilled person for the job, you should damn well be hired for it.  If you feel this is happening often, then you might need to look into developing your interviewing skills. What to do: Hey there, you can hire me!  Ill set up a mock phone interview with you so that we can practice interviewing together.  Ill act as the company you want to work for, and Ill ask questions that I think theyll be targeting.  When were done, you and I will talk about what you did good and bad, then look for ways to improve. You Dont Know Anyone It really is like youve heard.  Its not what you know, its who you know.  Shit, I hate writing that just about as much as I hate hearing it, but its true. In our world today, you should make networking a constant part of your job search.  Too many people are out of work, and unless youre an employee referral, a recruiter might not even give you a 5 second phone call. What to do: Whether its online through Linkedin, Twitter, Facebook, or other social networking sites, or through live networking, spend a few hours a week simply networking and getting the word out about your unemployment.

How to communicate at work -

How to communicate at work - According to this years annual job outlook survey by the National Association of Colleges and Employers, the number one skill employers seek from 2013 grads is the ability to verbally communicate with persons inside and outside the organization. Communication coach Marvin Brown, author of How to Meet and Talk to Anyone, Anywhere Anytime, agrees that communication is key to success at work. Work is about relationships. With managers, co-workers, clients and customers, he says. To build a high-quality relationship, you need to establish trust, you need to be a great listener and you need to be friendly and easy to converse with. How to Communicate at Work There are many ways to make a good first impression and raise your profile in the eyes of team members and bosses. Brown highlights these six key points to help you succeed on the job: 1. Communicate with intent. Dont be lazy when you speak. While short-form communication, such as texting and tweeting, is commonplace, its important in the workplace to take extra time and effort to communicate specifically and to make sure what we say isnt full of clichés, nonspecific words like thing or fillers that we repeat so often that we dont hear ourselves saying them, for example, you know or like. 2. Dont pass up an opening to engage. You never know what conversation at work will trigger an opportunity. Dont miss any chance to engage with people on the job. If youre in the elevator with your boss and she says something about the weather, thats an opening, an opportunity to engage, Brown says. 3. Be yourself. Youve heard this advice before: Just be yourself. But perhaps you never believed it would help. Trying to be someone youre not can be draining, so the best advice is to showcase your best self on the job. 4. Use nonverbal cues to your advantage. Body language is as important as verbal language when it comes to making first impressions, giving your message impact and winning peoples trust, according to Brown. When greeting a work associate, look up from what youre doing, make eye contact and smile, he suggests. 5. Focus on names. Brown suggests: When meeting someone for the first time, say your name while extending a firm handshake. Research shows theyre 75 percent more likely to remember you. 6. Take criticism gracefully. Be open to constructive criticism. Brown says theres nothing worse than an employee or co-worker who wont hear feedback, gets defensive and impedes progress at work as a result. Read the whole post on   U.S. News World Report.