\r\n\tWe just launched SKILLR - a new kind of profile page for those who value doing & shipping more than listing a job in their resume. We created SKILLR to help software developers show what they are good at to get more exposure and discover what others are doing.
"},"body":{"body":"\r\n\tWe just launched SKILLR - a new kind of profile page for those who value doing & shipping more than listing a job in their resume. We created SKILLR to help software developers show what they are good at to get more exposure and discover what others are doing.\r\n
\r\n\r\n\tAll existing Skillmeter customers on monthly plans can post 1 job ad on SKILLR for free. Alternately, all non-Skillmeter customers who list their job on SKILLR will get 1 free month of Skillmeter for each job ad they post.\r\n
\r\n\r\n\tContact us should you have any questions about SKILLR or Skillmeter.\r\n
"},"publishedOn":"2020-05-30T08:26:39.880Z"}},{"node":{"url":"creative-ways-to-increase-employee-engagement","title":"Creative Ways To Increase Employee Engagement","description":{"description":"The term \"employee engagement\"\r\nused to be seen as a bit of a buzz phrase, but today, it's an essential part of\r\nsuccessful companies' overall strategies. Unfortunately, many organizations\r\nstruggle when it comes to creating and optimizing employee engagement. At the\r\nsame time, more and more employees are seeking fulfillment that comes beyond a\r\npaycheck.
"},"body":{"body":"\r\n\tThe term \"employee engagement\"\r\nused to be seen as a bit of a buzz phrase, but today, it's an essential part of\r\nsuccessful companies' overall strategies. Unfortunately, many organizations\r\nstruggle when it comes to creating and optimizing employee engagement. At the\r\nsame time, more and more employees are seeking fulfillment that comes beyond a\r\npaycheck.
\r\n\tPeople want to be recognized for their\r\nefforts and given the ability to be proud of their colleagues and teams, too.\r\nBecause of this desire to see and be seen in the workplace, organizations can\r\nget creative when it comes to increasing employee engagement. Let's take a look\r\nat some unique ways your business can bolster internal enthusiasm.
\r\n\t1. Utilize Digital Signage in the\r\nWorkplace\r\n\t
\r\n\t
\r\n\tDigital\r\nsignage\r\n\t is a simple solution that delivers powerful results. Use it to\r\nwelcome new hires, showcase promotions and milestones, congratulate employees\r\nwho are having anniversaries, and more. Of course, it's also a great way to\r\nkeep everybody updated on upcoming events and any other news bits that need to\r\nbe shared across the organization. If you have multiple offices or employees\r\nwho work on different shifts, digital signage is an excellent way to help everybody\r\nfeel connected.
\r\n\t2. Promote Personal Growth
\r\n\t
\r\n\tYour employees have passions outside their\r\nday-to-day tasks. Encourage staff members to highlight their skills \r\n\tinside the\r\norganization by creating teams in which they can explore their abilities\r\nfurther. For example, an employee who loves to write might be a great fit for\r\nan employee newsletter. You might have an accountant who would be an excellent choice\r\nfor an employee engagement committee. Not only do non-work-related committees\r\ngive employees the opportunity to tell their peers more about themselves, but\r\nthey also help break down silos, encouraging interaction among colleagues from\r\ndepartments that might not otherwise get the chance to work together.
\r\n\t3. Offer Shadow Sessions
\r\n\t
\r\n\tLet's say Linda in finance would really like to\r\nlearn a little about what Marci does in marketing. Why not set a few hours\r\naside each month to let Linda shadow Marci? You might discover that some of\r\nyour employees have hidden talents you can tap into when special projects\r\narise. This idea does double duty, keeping employees happy while simultaneously\r\ngiving you a broader talent base without adding extra hires to your payroll.
\r\n\t4. Set Time Aside for Feedback and\r\nTraining\r\n\t
\r\n\tThis one may seem obvious on the surface,\r\nbut when everybody has what seems like a million tasks to complete every day,\r\nit can be easy for calendars to fill and feedback to fall to the bottom of the\r\npriority pile. Designate time on everybody's calendars for one-on-one and team\r\ndiscussions. Team discussions are great because they encourage open dialogue\r\namong peers, but they also help weed out issues and solutions that might not\r\notherwise have surfaced. This type of setup can assure that employees don't\r\nfeel like they're isolated when encountering problems. Ongoing feedback also\r\nhelps strengthen organizations' cultures, missions, and visions.
\r\n\tRemember, feedback should never just be\r\nfrom a boss to his or her employees; companies that experience high morale and\r\nlow turnover often share something in common — the ability for peers to provide\r\nfeedback to one another, too. There are dozens of digital tools available\r\nonline these days to help channel positive and negative feedback to the places\r\nwhere it can make the most difference within your internal business model.
\r\n\t5. Make Work Fun
\r\n\t
\r\n\tDon't be afraid to let loose and have a\r\nlittle fun in the workplace. This encourages out-of-the-box thinking and\r\nprovides a foundation through which people are more likely to share ideas and\r\nexpress themselves. In turn, this method promotes relationship-building and a\r\nsense of belonging — both of which are essential for optimal engagement.
\r\n\tIf you're not sure how to have fun, ask\r\nyour employees. There will likely be an assortment of strange solutions that\r\nyou can't put into practice. More than likely, though, you'll get a few winners\r\nthat can easily be implemented. This all goes back to feedback; be open to what\r\nyour employees have to say, and you might be amazed at the positive results.
\r\n\tEmployee engagement isn't something that\r\nmagically optimizes overnight. It takes time, effort, and strategy to put the\r\nright puzzle pieces into place in a way that gets people excited about the jobs\r\nthey do and the organizations for which they work. With creativity, your\r\nout-of-the-box approaches to employee engagement can optimize morale and reduce\r\nturnover.
"},"publishedOn":"2020-01-25T08:50:56.737Z"}},{"node":{"url":"how-to-hire-the-best-interim-executive","title":"How To Hire The Best Interim Executive","description":{"description":"\r\n\tFinding a good interim\r\nexecutive\r\nis typically a very difficult task for most companies and because\r\nof this difficulty often end up putting someone in the role who they happened\r\nto run across and not someone who has exactly the right competencies and\r\ncultural fit they need.
"},"body":{"body":"\r\n\tFinding a good interim\r\nexecutive\r\n\t is typically a very difficult task for most companies and because\r\nof this difficulty often end up putting someone in the role who they happened\r\nto run across and not someone who has exactly the right competencies and\r\ncultural fit they need. The difficulty\r\nis driven by 3 key barriers:
\r\n\tUnderstanding and then overcoming these barriers is\r\nthe key to bringing the best interim executives into an organization.
\r\n\tThe best way an organization overcome the sourcing\r\nbarrier is by engaging with companies that market and maintain a network of\r\ninterim executives for hire. By\r\ndefinition, if the professional has submitted their information to these\r\norganizations, they are willing to take on interim roles, regardless that their\r\nresume has them still working for their previous company. Additionally, these companies often have\r\nsignificant experience with the professionals and can quickly assist you in\r\nsourcing 3-5 professionals that are on target.
\r\n\tThere are easy steps to avoid the internal insecurity\r\nbarrier once leadership understands that this unstated problem is actually a\r\nproblem. The key is clear communication\r\nfrom leadership that this is truly a short-term gig. Even if the company and the interim executive\r\nare interested in a potential longer-term relationship it’s critical that both\r\nmanagement and the interim executive communicate openly and credibly that their\r\ndesire is an interim role and then to move on. \r\nIt also helps to define a specific objective / initiative as part of the\r\ninterim role that has a clear beginning and end.
\r\n\tNegotiating reasonable fees requires first that you\r\nalways communicate to the professional that they are one of several interim\r\nexecutives the organization is considering. \r\nWithout perceived price competition, it’s difficult to drive down the\r\nrate. This can be independent of\r\nsourcing multiple candidates but it helps to actually have several quality\r\nchoices. Secondly, it usually works\r\nbest to use an anchoring approach and suggest a rate instead of asking for the\r\nprofessional’s rate. Using Annual\r\nSalaries instead of hourly rates in your \r\n\t“anchoring”\r\n\tis usually more effective. It’s\r\nimportant to understand that someone willing to take an interim role whether\r\nthey are really good or not so good have the same alternative to the interim\r\nrole. That is, continuing to look for\r\ntheir next gig and be paid nothing for a period of time. So, if done effectively, organizations should\r\nnot have to pay more for a higher quality interim executive and shouldn’t be\r\nchoosing lesser interim executives because of price.
\r\n\tThe key to hiring the best interim executive requires\r\norganizations to overcome these 3 barriers with some simple tactics. The most important piece of the puzzle is\r\nsourcing a number of strong candidates and all else follows naturally. Organizations that are effective at this are\r\nable to bring great expertise into their organization at an affordable price\r\nand can dramatically improve their organizational competencies and performance.
"},"publishedOn":"2019-12-10T18:30:08.773Z"}},{"node":{"url":"5-ways-to-encourage-your-team-be-happier-and-more-productive","title":"5 Ways To Encourage Your Team to be Happier and More Productive","description":{"description":"Whether managing a virtual or a more traditional office-based one, keeping you team happy and\r\ncontent can be a challenge. Making sure your staff are happy is an important\r\nand admirable goal in and of itself. It also has distinct benefits for the team\r\nand the business overall: happier workers are more productive, meaning that\r\nyour company in general will work better and be more likely to reach its\r\ngoals.
"},"body":{"body":"\r\n\tWhether managing a virtual\r\nteam\r\n\t or a more traditional office-based one, keeping you team happy and\r\ncontent can be a challenge. Making sure your staff are happy is an important\r\nand admirable goal in and of itself. It also has distinct benefits for the team\r\nand the business overall: happier workers are more productive, meaning that\r\nyour company in general will work better and be more likely to reach its\r\ngoals.\r\n
\r\n\r\n\tBut how do you make this happen? Let’s take\r\na look at five easier ways to encourage your team to be happier and therefore\r\nmore productive.\r\n
\r\n\r\n\t1. Encourage Your Team To Love Their\r\nWork\r\n\t\r\n
\r\n\r\n\tSomehow, we seemed to have developed a\r\ngeneral belief these days that everyone should their job. We’re expected to\r\nhave the Monday blues, spend our work days waiting for the clock to hit 5pm and\r\ncount down the days until vacation so we can escape from the drudgery that is\r\nour job. However, not only should we believe it is possible for our team to \r\n\tlove their job,\r\nwe should expect it! In a world where everyone is free to follow their\r\npassions, and in the context of almost limitless possibilities, why wouldn’t\r\neveryone enjoy their work?\r\n
\r\n\r\n\tIf not, something is wrong, and it is your\r\njob as the leader to work out what this is. Moreover, create an environment\r\nwhere all employees are expected and encouraged to love their work. If you\r\noperate with the assumption that everyone should hate their job and be waiting\r\nfor the work day to be over s so they can go back to “real” life, then this is\r\nlikely how they’ll feel. Rather, assume that your team do the work they do\r\nbecause this is what they love, and help them find new ways to develop\r\nthemselves and new tasks to challenge themselves so they can continue to love\r\nwhat they do every day.\r\n
\r\n\r\n\t2. Involve Your Staff In The Bigger\r\nPicture\r\n\t\r\n
\r\n\r\n\tMaking sure your staff feel invested is one\r\nof the key ways to improve \r\n\temployee\r\nengagement\r\n\t, and to make sure they are happier at work (and in general).\r\nStudies have shown that employees who know how their role contributes to the\r\nbroader goals of the company, or otherwise makes a difference are much more\r\nmotivated to work harder. This also gives them a sense of satisfaction in their\r\nwork as it takes them beyond the day-to-day grind of tasks to working towards\r\nlarger goals and objectives.\r\n
\r\n\r\n\tMake sure to clearly communicate to your\r\nteam how their work contributes to the broader goals of the company, why you\r\nask them to do the things they have to do, and why their role is important. Furthermore,\r\ninvolve them in the larger goals of the organisation, through things like\r\nemployee involvement in organisational planning. This will help your staff to\r\nfeel like they are fully involved and invested in the bigger picture.\r\n
\r\n\r\n\t3. Make Sure Your Staff Feel Appreciated\r\n
\r\n\r\n\tAnother key element when it comes to your\r\nteam’s happiness is appreciation. Research consistently shows that when staff\r\nfeel appreciated they will be happier, more engaged and less likely to quit. Conversely,\r\nfeeling under-valued or under-appreciated is one of the most common reasons\r\npeople give for leaving a job.\r\n
\r\n\r\n\tShow your team they are appreciated by\r\ndemonstrated your gratitude. This can be something as simple as saying “thank\r\nyou” for a job well done or for taking on a difficult or perhaps just boring\r\ntask. It could also take the form of public recognition such as shout outs in\r\nstaff meetings or on social media, or by demonstrating your appreciation through\r\ngifts or rewards such as staff trips.\r\n
\r\n\r\n\t4. Foster a True Team Environment\r\n
\r\n\r\n\tHumans are social creatures, and are\r\nhappier when they are part of a community. Build a strong, united team and not\r\nonly will you notice positive results in terms of workflow and achieving\r\norganisational goals, but your employees will be happier and more likely to\r\nlook forward to coming to work.\r\n
\r\n\r\n\tTake steps to encourage effective\r\nteam building\r\n\t such as team building days or retreats, as well as on going\r\nactivities such as work-based clubs and sporting teams. However it is not all\r\nabout specific “team building” activities. A lot of this also comes down to the\r\ngeneral environment you create, from keeping an open door policy to valuing\r\nevery team member’s thought and opinions and fostering open communication at\r\nall levels.\r\n
\r\n\r\n\t5. Create a Space of Gratitude\r\n
\r\n\r\n\tThe idea of gratitude may seem like\r\nsomething of a fad in recent times, but there is a good reason why many are\r\nproclaiming the benefits of mindfulness and gratitude. Psychological research\r\nhas found a \r\n\tstrong\r\ncorrelation between gratitude and overall happiness\r\n\t. This is because\r\npractising gratitude opens people up to\r\npositive emotions while encouraging them to appreciate positive experiences,\r\nwhich in turn improves their overall health, helps them build better\r\nrelationships and deal with issues and adversity.\r\n
\r\n\r\n\tEncourage your team to cultivate an\r\nattitude of gratitude by practicing simple gratitude attitudes in the\r\nworkplace. This could be asking your staff what they are grateful for, or what\r\nthey are looking forward to for the week, as a regular feature at meetings.\r\nThis is also an area where you can lead by example and actively practice\r\ngratitude as a way to encourage your team to do the same.\r\n
"},"publishedOn":"2019-10-28T19:17:56.103Z"}},{"node":{"url":"how-to-recruit-genz-workers-for-tech-jobs","title":"How to Recruit Gen Z Workers for Tech Jobs","description":{"description":"“They were born between between 1995 and 2012.\r\nAt 72.8 million strong, Gen Z is about to make its presence known in the\r\nworkplace in a major way—and employers need to understand the differences that\r\nset them apart. They’re radically different than the Millennials, and yet no\r\none seems to be talking about them—until now. This generation has an entirely\r\nunique perspective on careers and how to succeed in the workforce.”
"},"body":{"body":"\r\n\t“They\r\nwere born between between 1995 and 2012. At 72.8 million strong, Gen Z is about\r\nto make its presence known in the workplace in a major way—and employers need\r\nto understand the differences that set them apart. They’re radically different\r\nthan the Millennials, and yet no one seems to be talking about them—until now.\r\nThis generation has an entirely unique perspective on careers and how to\r\nsucceed in the workforce.”\r\n\t
\r\n\t
\r\n\t-\r\nDavid Stillman & Jonah Stillman, authors or “Gen Z At Work: How the Next\r\nGeneration Is Transforming the Workplace”\r\n\t
\r\n\tGeneration Z is the demographic group after\r\nthe \r\n\tMillennials, or\r\nbabies born after 1995. Though they're often lumped in as Millennials, there\r\nare some key differences.
\r\n\tChiefly, since they were born during the\r\nInternet age rather than growing up in a world that gradually adopted the\r\ninternet, they were the first generation raised online. That makes them ideally\r\nsuited for tech jobs, because:
\r\n\t-They are\r\nquick to adopt new technologies.
\r\n\t-They are\r\nadaptable and creative when it comes to finding solutions to problems.
\r\n\t-And they\r\nare used to navigating through the noise and finding answers.
\r\n\tThere\r\nare a lot of misconceptions about what Gen Z workers want and expect out of\r\ntheir employment. But with the challenges and changes of new recruitment, you\r\ncan't afford to bank on stereotypes and marketing ploys.
\r\n\tThis\r\nguide will help you separate fact from the myth of Gen Z. It will also help you\r\ntarget and appeal to Gen Z workers for your tech company.
\r\n\tMyth\r\n1: Gen Z Prefers To Communicate Online\r\n\t
\r\n\tThough they grew up online, a large percentage\r\n\tof Gen Z prefers to communicate face-to-face.
\r\n\tThat\r\ndoesn't mean they don't value the internet. More than half believe that\r\ntechnology allows them to be more productive. But when it comes to\r\ncommunicating with bosses and co-workers, they prefer Facetime and video\r\nconference over text and email. This allows for a less formal and more\r\nimmediate, personal communication.
\r\n\tAllowing for flexible, personal communication\r\nin your workplace and during your interview process will make your workplace a\r\nless formal, more relaxed place to work. Though your recruitment tactics may\r\nwork online, you'll need a personal and innovative touch to stand out from the\r\npack and find the right employees online.
\r\n\tMyth\r\n2: Gen Z Don't Believe They Need to Work Hard\r\n\t
\r\n\tLike the Millennials before them, Gen Z has a\r\nnegative reputation for being lazy, entitled, and unmotivated for hard work.\r\nPart of this is because of the speed and convenience found in our consumer\r\nculture.
\r\n\tGen Z works much harder\r\n\tthan their reputation suggests. They are more willing to accept that they need\r\nto work harder than previous generations to achieve a good life. And they're\r\nless likely to job-hop than Millennials.
\r\n\tInstead,\r\nthey'd much rather have a job they can rise through the ranks, and that gives\r\nthem purpose. Gen Z only leaves industries and companies which don't allow them\r\nthe space to grow and develop, both in terms of skill, satisfaction, and\r\neconomics.
\r\n\tMyth\r\n3: Gen Z Are Looking For Job Perks\r\n\t
\r\n\t
\r\n\tTech startups are notoriously about open-plan\r\nworkspaces, weekend getaways, and a relaxed company culture with additional fun\r\nstuff. But Gen Z is surprisingly practical. What they are looking for most in a\r\njob is \r\n\thealth insurance, a competitive salary, and a boss they\r\ncan respect\r\n\t.
\r\n\tGen Z\r\nis \r\n\tless idealistic\r\n\tthan their millennial forebearers. They do cite diversity in the workplace and\r\na company's impact on society as essential factors for their work satisfaction.
\r\n\tBenefits\r\nof Gen Z in the Workplace\r\n\t
\r\n\tNow that we've debunked some of the myths,\r\ntake a look at the benefits of building a Gen Z workforce. As you can see, many\r\nof the differences between Millennials and Gen Z are precisely why they make\r\nthe perfect employee for your company. Here are a few examples:
\r\n\t●They're loyal. Most members of Gen Z want to\r\nfind a stable job where they can rise through the ranks rather than\r\njob-hopping.
\r\n\t●They are looking for instruction. Most members\r\nof Gen Z don't mind quick and concise instructions from the boss. They're also\r\nmore comfortable being monitored at work.
\r\n\t●They're flexible. More than half of Gen Z are\r\nwilling to relocate for a new job. They are a generation that prefers to have\r\nmore than one position at a time in a company. They enjoy being given a little\r\nautonomy in the workplace, which makes them more adaptable and flexible than\r\nprevious generations.
\r\n\tRecruiting Gen Z
\r\n\t“Recruitment\r\nis about to become more of a marketing effort. Think of your company as a\r\nbrand. What makes it unique? What makes it fun? How do you visually show that?”\r\n- Heather Watson, behavioral designer at The Center for Generational Kinetics
\r\n\tHow\r\ncan you use all this new Gen Z knowledge to recruit top talent?
\r\n\tOffer\r\na Competitive Salary\r\n\t
\r\n\tGen Z lived through catastrophic recessions\r\nand changes in our financial systems worldwide. They grew up without the\r\neconomic security of the previous generations that impacted how they \r\n\tthink about money.
\r\n\tIf you want to attract the Gen Z workforce,\r\noffer a competitive starting salary. Though they're less averse to hard work\r\nthan reported, they are also adept at measuring and understanding their own\r\nworth.
\r\n\tStart by focusing on salaries and benefits\r\nrather than open-plan offices and weeks of vacation time.
\r\n\tBuild\r\na Brand To Believe In\r\n\t
\r\n\tThough they're less idealistic than\r\nMillennials, Gen Z still expect a company they can trust and believe in. A\r\nwhopping \r\n\t93 percent say the\r\nimpact their job has on society and a company with ethical brand values pave\r\nthe way to a more positive future.
\r\n\tMany Gen Z employees cite a boss they can\r\nrespect is one of their top reasons for choosing a job. Employers must take the\r\ninitiative when it comes to putting forth the right values in the company to\r\nattract the younger demographic, who will soon make up more than half the\r\nworkforce.
\r\n\tUsing\r\nyour \r\n\tcontent marketing\r\n\tand your social media can help you target your ideal workforce.
\r\n\tTake\r\nThe Steps to Value Your Employees\r\n\t
\r\n\tIn the Silicon Valley-style, respecting your\r\nworker means an in-office gym and open-plan workspace. Gen Z is a lot more\r\npractical. Opportunities for mentorships and chances for advancement inside the\r\ncompany are more meaningful than office retreats.
\r\n\tGen Z hates onboard training. The faster the\r\ntraining period ends, the better. They don't want to focus on a personal\r\nrelationship with their boss though they welcome feedback. They look for\r\nchances to learn new skills in the workplace to advance their careers.
\r\n\tInstead of focusing on your trend facilities,\r\nput the focus on opportunities for growth and share skills and ideas in your\r\nrecruitment skills.
\r\n\tAre You Ready for Gen Z?
\r\n\t
\r\n\tAs tech\r\nnatives, Gen Z are the perfect addition to your team. Tech-savvy, media\r\nsophisticated, and born into more than one recession, they're less idealistic\r\nthan their millennial counterparts and more focused on salary and security than\r\npassion. They're still looking for a boss and a company they can respect. And\r\nin that way, it should be easy to align your company’s goals with the goals of\r\nyour next top employees!
"},"publishedOn":"2019-08-23T15:00:40.167Z"}},{"node":{"url":"skills-upgrade-to-connections","title":"Skills Upgrade to Connections: Tips on how to get that job you have always dreamt of","description":{"description":"Getting a job with the current economic depression has been a hassle. In fact, desperation has been worsened by the fact that most jobs getting filled are not being formally advertised as before. Human Resource Departments find it expensive to recruit externally and also believe that best-suited candidates are or have once worked in the particular organization. This trend has led to frustration and desperation among most job seekers. Have you been looking for employment from one organization to the other without success? Well, here are simple tips that if you follow, will land you in that job you have always dreamt of.
"},"body":{"body":"\r\n\tSkills Upgrade to\r\nConnections: Tips on how to get that job you have\r\nalways dreamt of\r\n\t\r\n
\r\n\r\n\tGetting a job with the current\r\neconomic depression has been a hassle. In fact, desperation has been worsened\r\nby the fact that most jobs getting filled are not being formally advertised as\r\nbefore. Human Resource Departments find it expensive to recruit externally and\r\nalso believe that best-suited candidates are or have once worked in the\r\nparticular organization. This trend has led to frustration and desperation\r\namong most job seekers. Have you been looking for employment from one\r\norganization to the other without success? Well, here are simple tips that if\r\nyou follow, will land you in that job you have always dreamt of.\r\n
\r\n\r\n\tGet the right\r\nskills and keep them on top.\r\n\t\r\n
\r\n\r\n\tYou must make sure that your skill level is always\r\nrising in the career you want. Even for standard desk tops you will stand out\r\nif you have something more to offer in the I.T department. You can take a whole\r\nplethora of online studies to keep yourself sharp and ready to cover what is\r\nrequired of you. \r\n\tEmployers\r\ncan test you\r\n\t and that means you will be at direct competition to\r\nyour fellow man, with numbers!\r\n
\r\n\r\n\t“Digital Marketing and Web Design is a huge employment\r\nsector now and its vital that you keep your core skills such as HTML, PHP, and\r\nDesign Skills such as Photoshop in check\r\neven though many of the time you will be using CMS systems the backbone to your\r\nwork must be still kept as as a sharp tool you can use!” - \r\n\tMet Marketing\r\n\tDigital Media Experts Recruiters\r\n
\r\n\r\n\t\r\n
\r\n\r\n\tGet the Right Connections\r\n
\r\n\r\n\tNumber one tip for getting\r\nthat job is networking effectively. You have to go that extra mile and connect\r\nwith the managers, employees and even other staff within these organizations so\r\nthat they may connect you with any unposted job opportunities. You should make\r\nnetworking a daily routine. Other platforms of broadening these networks\r\ninclude LinkedIn Connections and other online job sites. Job connections should\r\nbe of mutual benefit and founded on genuine friendship. If you get a job that\r\nsuits a friend of yours, link him or her as they can help you in case they come\r\nacross one that suits you.\r\n
\r\n\r\n\tMarket yourself effectively\r\n
\r\n\r\n\tYou should always take\r\nadvantage of the available avenues for marketing yourself. Looking for\r\ninternship opportunities or engaging in social work not only gives you the\r\nnecessary exposure but also makes you more \"visible\" to prospective\r\nemployers. Community development and social work experience are a proof that\r\nyou can be of benefit to the organization even without financial gain. This\r\nwill be a proof that you are self-driven. \r\n\tJob seeking should\r\nnot be limited to local newspapers only. More opportunities are found on the\r\ninternet and subscription to job websites can go a long way in landing you that\r\njob you have always desired. While job hunting, effective marketing is\r\nparamount regardless of the type of job you are looking for.\r\n
\r\n\r\n\tFind out exactly what organizations need\r\n
\r\n\r\n\tDo not just seek jobs blindly\r\nby sending resumes to hundreds of organizations, friends or family members.\r\nThis will leave you frustrated as you are less likely even to get an interview.\r\nResearch from people what skills needed and the exact job positions being\r\nsought by these organizations. This entails finding out the kind of experience\r\nrequired to fill the vacant positions. When you get an interview opportunity,\r\nfocus on how you can help the organization attain its corporate goals, not the\r\nother way round. Managers don't have all the time on earth to scrutinize your\r\ntalents or skills. It is thus advisable to make that bold move of identifying\r\nthe hiring manager and discussing with them how exactly you can help the\r\norganization save money, make more money or achieve specific goals\r\n
\r\n\r\n\tIn job hunting, the secret to\r\ngetting that job is by making yourself as attractive to the potential employer\r\nas possible. Keeping time, dressing well, learning new skills, and updating\r\nyour curriculum vitae have a great impact on the job seeking process.\r\n
"},"publishedOn":"2018-07-20T07:52:16.740Z"}},{"node":{"url":"creating-an-employee-engagement-Plan-that-actually-works","title":"Creating an Employee Engagement Plan (that actually works)","description":{"description":"Engaging employees has\r\nbecome a priority for HR departments and HR leaders in recent years. The trend\r\nstarted 5-10 years ago when employers started to understand the millennial\r\ngeneration valued more than just money. It was around that time that employers began\r\noffering non-traditional and unique benefits and placed a heavy emphasis on\r\nengaging their workforce.
"},"body":{"body":"\r\n\tEngaging employees has\r\nbecome a priority for HR departments and HR leaders in recent years. The trend\r\nstarted 5-10 years ago when employers started to understand the millennial\r\ngeneration valued more than just money. It was around that time that employers began\r\noffering non-traditional and unique benefits and placed a heavy emphasis on\r\nengaging their workforce.
\r\n\tEmployees, particularly\r\nyounger millennials and to a certain extent, Gen X’ers value being valued. So\r\nwhat does it mean to have employee engagement?
\r\n\tEmployee engagement is a company culture that involves employees\r\nin the decision-making process and also considers employees when making\r\ndecisions. \r\n\t
\r\n\tEmployers fail to create\r\nthis environment when they don’t have a plan for how to engage employees and\r\ncreate a culture of involvement, respect, and shared goals.
\r\n\tCreating an actual \r\n\tplan is critical to program\r\nsuccess. Here are the must-have components of a company engagement plan.
\r\n\t1: Hire (and train)\r\nExceptional Leadership that Value Employee Engagement \r\n\t
\r\n\tGetting\r\nthe right people in leadership positions is crucial to developing an employee\r\nengagement plan. Organizations should start the planning process\r\nby selecting and more importantly, \r\n\tdeveloping better leaders.
\r\n\tThis task isn’t as simple as it sounds. To do\r\nthis, employers must use metric-based interview materials and ask situational\r\nquestions. Situational interview questions are important because you get a\r\nbetter representation of what the candidate will do on the job.
\r\n\tFor example:
\r\n\tDescribe\r\na situation where you had to collaborate with a difficult colleague\r\n\t
\r\n\tDescribe\r\na situation where you’ve received difficult or critical feedback\r\n\t
\r\n\tDescribe\r\na situation where you showed your team you valued them \r\n\t
\r\n\tQuestions like these will illicit a better\r\ncandidate preview than traditional interview questions. In addition to\r\nsituational questions, have current employees interview the senior candidate.\r\nOtherwise known as 360 degree interviewing, this technique will show employees\r\ntheir opinion matters, which is a critical component in creating a culture that\r\nfosters employee engagement.
\r\n\tAs a last must-have for the hiring process,\r\nhire senior leadership that values employee engagement. It’s easy to get buy in\r\nto a plan when they already value its merits.
\r\n\tAfter\r\nyou’ve hired senior leadership you have to train them to value the engagement\r\nprocess. If it’s not important to you, it won’t be important to your staff or\r\nin this case, your leadership team. Provide ongoing training, support, and\r\nrecommendations for ways to increase engagement amongst their team.
\r\n\t2. Gather Metrics
\r\n\tAfter you’ve assembled your\r\nteam, you need to get metrics on your current engagement levels. How can you \r\n\tincrease employee engagement if you\r\ndon’t know what your baseline is? \r\n\tSimple surveys are a great way for people to give feedback that employees\r\nwouldn’t otherwise feel comfortable giving you face-to-face.
\r\n\tAsk candid questions about\r\ntheir motivation, how much they enjoy their job, and if their values align with\r\ncompany actions. Don’t be offended at what you read. Remember, this is a\r\nstarting point prior to your engagement initiatives. Take the feedback and\r\nbuild your plan based on your findings.
\r\n\tAfter you’ve collected your\r\nfeedback via surveys, hold focus groups based on the outcomes of your surveys.\r\nIf people don’t feel their feedback is valued, hold a focus group to find out\r\nhow it would be best for the company to do that.
\r\n\tFocus groups should be\r\nfocused on solutions to problems, not the problems themselves. Ask opened ended\r\nquestions and have someone present to take notes or obtain permission to record\r\nthe session.
\r\n\t3. Create an Action Plan
\r\n\tHere is where you put pen\r\nto paper. Take the feedback you received from gathering metrics and develop an\r\naction plan for each point brought to light. Make sure you include positives\r\nand negatives in your plan.
\r\n\tWhen addressing negative\r\nfeedback, take the recommendations obtained from your focus groups and put them\r\ninto action. The most common areas for improvement as it relates to employee\r\nengagement are as follows:
\r\n\tEmployees Don’t Feel Appreciated
\r\n\tLack of appreciation is one\r\nof the most common causes of employee non-engagement. Luckily, it’s one of the\r\neasiest areas to fix. In it’s simplest form, employees don’t feel appreciated\r\nwhen they feel their work goes unnoticed.
\r\n\tSaying ‘\r\n\tthank you’ to your employees goes a long way and requires very little\r\neffort and cost. Some organizations have started ‘kudos’ boards for internal\r\nrecognition. This is a public way to say thank you that goes even farther than\r\na simple and individual thank you.
\r\n\tEmployees Don’t Feel Like Their Opinion Matters
\r\n\tHow many times have you\r\nfelt this way about your own employer? You work hard but still feel your voice\r\nisn’t important. Or you have a good idea and no one takes it seriously. If you\r\nfind this to be an issue at your workplace, you’re not alone. More than 70% of\r\nemployers face this problem at some point. The best way to fix this issue is to\r\ninclude employees in the decision making process.
\r\n\tWhile not possible all the\r\ntime, you can seek input to major decisions by forming voluntary employee\r\ncommittees and input groups. People that want to get involved can and it gives\r\nthem a safe space to do so. For those employees who don’t have the time or\r\ndesire to join a group, creating an employee suggestion box or other means of\r\ncollecting suggestions without the time commitment of a committee is a great\r\nway to generate suggestions to better the organization.
\r\n\tA word of caution here – if\r\nyou allow employees to participate in the decision and suggestion-making\r\nprocess, ensure that you have the capacity to take their feedback seriously.\r\nYou’ll undermine your efforts if you never listen to proposed suggestions.
\r\n\tEmployees Aren’t Provided with Financial\r\nIncentives\r\n\t
\r\n\tEngagement and motivation\r\nare very closely related. If employees aren’t motivated to do well, very rarely\r\nwill they be engaged. Consider offering financial incentives when employees\r\nmeet certain production or sales milestones. When the employee meets these\r\ngoals, offer the incentive AND publically recognize the employee.
\r\n\tPublic recognition matched\r\nwith monetary incentive is one of the best ways to simultaneously increase\r\nengagement and motivation.
\r\n\tLastly, don’t forget to\r\namplify the positive feedback you receive. All companies can do better. If\r\nyou’re told you’re doing right, build up or increase funding for the areas\r\nyou’ve received compliments on. That in of itself is listening to employee\r\nfeedback, which fosters an increase in employee engagement.
\r\n\tThank you for reading our article on how to create an engagement\r\nplan!\r\n\t
\r\n\t
\r\n\tEach company is different but with proper\r\nplanning, creating an employee engagement plan will ensure your company is\r\nkeeping up with the increasing demand for an engaged workforce.
"},"publishedOn":"2018-02-13T10:47:34.417Z"}},{"node":{"url":"11-killer-ways-to-improve-your-hiring-process","title":"11 Killer Ways to Improve Your Hiring Process","description":{"description":"How\r\ndo you make your company grow? You hire\r\nthe right people for the right positions. How do you hire the right people?\r\nNow, that’s a question that doesn’t have such a simple answer. Have you ever\r\nwondered why most hiring managers don’t have a laidback attitude when\r\nrecruiting new people in their teams? They are serious about the process, and\r\nthat’s because the future of the company practically depends on these\r\ndecisions.
"},"body":{"body":"\r\n\tHow do you make\r\nyour company grow? \r\n\tYou hire the right\r\npeople for the right positions\r\n\t. How do you hire the right people? Now,\r\nthat’s a question that doesn’t have such a simple answer. Have you ever\r\nwondered why most hiring managers don’t have a laidback attitude when\r\nrecruiting new people in their teams? They are serious about the process, and\r\nthat’s because the future of the company practically depends on these\r\ndecisions.
\r\n\tThere are few\r\ndifficulties you face:
\r\n\tThe list can go\r\non. The responsibility to ensure the success of the hiring process is huge.\r\nYour decision affects the organization as a whole.
\r\n\tYou have few\r\ntricks up your sleeve. You think asking the candidates about their vision of\r\nthe ideal job will help you see if they fit. However, you always get the same\r\nanswer: “My ideal job is flexible and allows me to spend enough time with my\r\nfamily. My wish is to work for an organization that values and respects me as a\r\nworker, and gives me opportunities to grow.”
\r\n\tThey all want and\r\nsay similar things. How do you recognize the best ones? The best people are\r\nusually \r\n\thired in the most unusual ways.
\r\n\tWe’ll give you 11\r\ntips on how to improve the hiring process.
\r\n\t1. Involve More People in\r\nthe Hiring Process\r\n\t
\r\n\tInvite some of\r\nyour colleagues to the interviews. Let them ask a question or two, and then ask\r\nthem what they think about the candidates. It’s important to see how the team\r\nperceives the personalities who are about to join.
\r\n\t2. Improve the Job\r\nDescriptions\r\n\t
\r\n\tExperienced recruiters\r\nexplain: “When hiring managers try to post the best possible job ads, they\r\noften end up with endless descriptions with countless details. That’s not\r\nproductive. Focus on what your company can do for the candidate, so you’ll\r\nattract the best ones your way.”
\r\n\tDon’t make the\r\ndescription too long. Mention only the most important qualifications the\r\ncandidates need, and focus the way your company will meet their needs.
\r\n\t3. Focus on the Goals
\r\n\tWhat exactly do\r\nyou want this person to do for your company? Their skills and competences\r\nmatter most. As for the education and experience; those are of secondary\r\nimportance. Envision this candidate in the office environment. How would they\r\ndo? What goals would they help the organization reach?
\r\n\t4. Don’t Ask “Magic”\r\nQuestions\r\n\t
\r\n\t“What would you\r\ndo if you could be God for a day?” Really? No serious candidate would be\r\nthrilled with such questions.
\r\n\tWhen you’re\r\ninterviewing someone, you should focus on finding out if they can do the job.\r\nThat’s it. Try to learn more about their skills, knowledge, interests,\r\nexperience, and character. If you go overboard with your “creativity” during\r\nthe interview, you won’t make a good impression.
\r\n\t5. Define Your Position
\r\n\tYou defined the\r\nneeded education, knowledge, skills, and experience in the job description,\r\nright? You’ll need to define your position during the interview, too. Explain\r\nwhat you expect from an employee on that position and ask the candidate if they\r\ncan meet those requirements.
\r\n\t6. Embrace Social Media
\r\n\tThe candidates\r\nhave requirements, too. They want to work for digitally\r\nenabled companies. If you want the best people to compete for your open\r\nposition, you have to show them you foster a culture that allows the technology\r\nto drive it forward.
\r\n\t7. Test the Best Candidates
\r\n\tA test period might\r\nbe an additional expense in the hiring process, since your company will have to\r\ncompensate the candidates for their work. However, that’s a productive expense.\r\nYou get to see how these people implement the skills and knowledge they say\r\nthey have. You’ll see how they fit in the office culture, too.
\r\n\t8. Do a Social Media\r\nBackground Check\r\n\t
\r\n\tLike most\r\nrecruiters, you probably perform a background\r\ncheck on the candidates you consider. However, you have to check their social\r\nmedia profiles, too. These platforms allow you to find out more about the\r\nperson and their former employees.
\r\n\t9. Ask Why They Left Their\r\nPrevious Job\r\n\t
\r\n\tIf you notice\r\nthey are blaming someone else, try to find out more. Maybe it was really an\r\nunhealthy working environment. If, however, you notice the candidate has an\r\nunhealthy ego, continue your search.
\r\n\t10. Throw In a Survey
\r\n\tAt the end of the\r\ninterview, ask the candidates to complete a brief\r\nsurvey for you. What did they like about the interview, job ad, and hiring\r\nprocess as a whole? What would they change? This feedback will really help you\r\nimprove your approach.\r\n\t
\r\n\t11. Encourage Them to\r\nInterview You, Too\r\n\t
\r\n\tThe questions\r\nthey ask help you evaluate their attention to details. You’ll notice the things\r\nthat are important to them and how interested they are in professional\r\ngrowth.
\r\n\tWhen the hiring\r\nprocess goes as smoothly as possible, you’re taking your organization towards\r\nprogress. That’s why it’s important to reconsider your practices from time to\r\ntime. The tips above should help you do that.
"},"publishedOn":"2017-07-27T18:30:37.587Z"}},{"node":{"url":"5-mistakes-recruiters-should-avoid","title":"5 Mistakes Recruiters Should Avoid","description":{"description":"Being a recruiter is not an easy\r\ntask. You have to ardently look for and recruit candidates, check their\r\nresumes, prepare interviews and then try to find the best one for a certain job position. No matter how hard you\r\nprepare for the recruiting process, it is the small details of this process\r\nthat usually go awry and which can make a recruiter lose a valuable candidate.
"},"body":{"body":"\r\n\tBeing a recruiter is not an easy\r\ntask. You have to ardently look for and recruit candidates, check their\r\nresumes, prepare interviews and then try to find the best one for a certain job position. No matter how hard you\r\nprepare for the recruiting process, it is the small details of this process\r\nthat usually go awry and which can make a recruiter lose a valuable candidate.
\r\n\tAccording to Ken Sundheim, the CEO of\r\nPlacement Recruiters, around one in four decisions,\r\na business makes along the recruitment process will severely diminish their\r\nchances to hire prime talent. Tony Hsieh, the Zappos\r\nCEO, said that his own bad hiring decisions had\r\ncost the company more than $100 million.
\r\n\tBesides being creative with the\r\nstrategies they use, recruiters also have to learn how to avoid clumsy\r\nrecruiting mistakes. Here are five of the most\r\ncommon mistakes.
\r\n\t1. The job description is not inclusive
\r\n\tCandidates do not fall for generic and dry\r\njob descriptions anymore, quickly losing interest if it's not well crafted.\r\nUsing such a job description could chase away good candidates and even make the\r\ncompany hire the wrong people. That is why the recruiter has to be creative\r\nwith the job description and include all the qualifications and qualities that\r\na candidate should have, as well as give information about the company's goals\r\nand culture and how the candidate would fit into the company after they fill\r\nthe position.
\r\n\tRemember that both job descriptions and\r\ntitles have diversified and evolved over time.\r\nThis means that a description that would have worked a couple of years ago might be\r\nconsidered obsolete today. So if\r\nyou have old job posts that you want to republish, first revise them and see if\r\nthe title and details are still relevant for\r\nthe kind of candidate you want to attract.
\r\n\t2. Poor application process
\r\n\tA poor application process would harm not\r\nonly the chances to attract great\r\ncandidates, but also the company's reputation for hiring practices. If your\r\nstrategy is to narrow the pool of candidates according to specific educational\r\nbackgrounds, qualifications, experience or skills, can adversely affect the\r\nrecruiting process. What you should do instead is create a strategy that is oriented towards a diverse workforce.
\r\n\tYou should also avoid using duplicated or\r\noutdated applications and not having a definite timeline for the application and recruitment process. If the recruitment process moves too fast, the\r\nrecruiter could overlook key factors and\r\nthe company could end up hiring the wrong candidate for a certain job position.
\r\n\tDesperately needing a candidate for a certain position can also lead to big\r\nmistakes and the wrong people hired. According to a study made by the National\r\nBusiness Research Institute, 43% of the respondents said that the need to fill\r\na position quickly was the main reason for the bad hires they made.
\r\n\t3. The interviewer's bad behavior
\r\n\tProfessional etiquette and punctuality\r\nare a must not only for the interviewee,\r\nbut also for the interviewer. Some interviewers\r\nchase away good candidates and damage the company's image by being very late\r\nfor the interview, not giving the candidate enough time to answer the\r\nquestions, rushing them, not paying attention to the candidate, talking\r\nthroughout the interview, answering emails and phone calls, mocking the\r\ncandidate or discussing the other candidates. Even if the candidate\r\npasses the interview, there is a high chance\r\nhe will refuse the job due to this behavior.
\r\n\t4. Not checking the candidate's reference
\r\n\tEach recruiter should aim to attract a\r\ndiverse pool of candidates, however, despite their skills, experience, gender,\r\norigin, race, age or socioeconomic background, it is very important to check their references before\r\nhiring them.
\r\n\tHere is what recruiters should focus on\r\nwhen checking the candidates' references:
\r\n\t5. Not following up with the interviewed candidates
\r\n\tFollowing up with the candidates after the\r\ninterview is very important. Each\r\ncandidate deserves to have a follow-up communication about their status, even\r\nif they will not be hired. By doing this, the recruiter shows them that they value\r\nthe candidates and that they appreciate their time no matter what the final\r\ndecision might be.
\r\n\tBy paying attention to these common\r\nrecruiting mistakes, recruiters would be able to find the right candidates.
"},"publishedOn":"2017-07-27T18:18:49.967Z"}},{"node":{"url":"5-secret-techniques-to-improve-recruiting","title":"5 Secret Techniques to Improve Recruiting","description":{"description":"Those who hire top\r\ntalent out there reap the rewards. As simple as that. The good news is that\r\nmoney is not always a deciding factor if one master the techniques needed to\r\nimprove recruiting process. The bad news is that the labor pool has been\r\nshrinking with the unemployment rate consistently sitting at below\r\n5%. Does it mean that the only\r\nway forward is to “steal“ some animal seduction strategies and perform a sort\r\nof mating dance? Not really. For now, it suffices to get rid of some old\r\nhabits. Forget about rummaging through a heap of CVs and resumes that is a\r\nthing of the past.
"},"body":{"body":"\r\n\tThose who hire top\r\ntalent out there reap the rewards. As simple as that. The good news is that\r\nmoney is not always a deciding factor if one master the techniques needed to\r\nimprove recruiting process. The bad news is that the labor pool has been\r\nshrinking with the unemployment rate consistently sitting at below\r\n5%. Does it mean that the only\r\nway forward is to “steal“ some animal seduction strategies and perform a sort\r\nof mating dance? Not really. For now, it suffices to get rid of some old\r\nhabits. Forget about rummaging through a heap of CVs and resumes that is a\r\nthing of the past.
\r\n\tAnd this is present time:
\r\n\tForget about them and try with something more relevant to the job
\r\n\tA lot of recruiters use some non-conventional ways to\r\ntry and get inside the head of their applicants: the Rorschach test, asking\r\nFreudian questions, even to the point of trying to find out what would be their\r\nanimagus in Harry Potter universe. They do not help because they are not\r\nrelevant and give no proof of the candidate’s skills, character and ability to\r\nfit in the workplace.\r\n\t
\r\n\tInvite them to an Open House event
\r\n\tNot only that this strategy can be seen as part of a screening process eliminating those who do not have enough interest to\r\nshow up, but it can also be used as an indication of how an applicant behaves\r\nin a group setting, how they communicate, interact with their prospective\r\nco-workers etc. It is also an opportunity to introduce potential candidates to\r\ntheir prospective employer: facilities, equipment, corporate culture.
\r\n\tPreferably on Friday
\r\n\tWhy on Friday?\r\nSome companies have reported having their best results when they \r\n\tposted on\r\nFriday, about lunchtime.\r\n\t When one thinks about it, it is logical. Those who\r\nalready have a job but are on the lookout for a new one are the most\r\napproachable on Fridays after the end of their working week. But this alone\r\ndoes not help if an ad is not compelling: gives an insight into why is it so\r\nawesome to work for that company in particular, what it can offer to its\r\nprospective employees.\r\n\t
\r\n\tIt always helps to add a new perspective
\r\n\tLes McKeown, CEO, believes\r\nthat a way to make sure that one hires great people every time is to add a new\r\nperspective. It is quite possible that an applicant who has a great interview\r\nwith one recruiter would not behave the same with other recruiters, so the best\r\noption is to use a hiring panels.\r\n\t
\r\n\tBehaviors are more important
\r\n\tThey say: “Hire for\r\nattitude, train for skill\r\n\t“. If one wants\r\nto select only those applicants who are a great fit for their corporate\r\nculture, \r\n\topen-ended job\r\npostings\r\n\t are the best option.
\r\n\tTo survive in the world where it is getting\r\nincreasingly difficult to attract top talent, one needs to be creative. These\r\nfive recruiting strategies are the first step.
"},"publishedOn":"2017-07-04T08:11:40.190Z"}}]}},"pageContext":{"skip":130,"limit":10,"pageNumber":14,"hasPrevPage":true,"prevPageLink":"/blog/13","hasNextPage":true,"nextPageLink":"/blog/15"}}, "staticQueryHashes": []}