Body Language Do's and Don'ts During an Interview

When it comes to going on job interviews, your body language can have a significant impact on how you’re perceived. You have to be aware of it from the moment you step through the door to the moment you step out, as you’re being judged even before you say your first word. So, here are some do’s and don’ts to help you make your best first impression:

Don’t

• Slouch – Don’t sit hunched forward or lounge with your arms and legs everywhere. You don’t want to look too casual and relaxed. It might give off an “I just can’t be bothered” impression.

• Touch Your face – Often, people who play with their hair or excessively touch or rub their faces can seem dishonest or untrustworthy. It can also give off the impression of being uncomfortable, unapproachable or simply bored.

• Move About – Try not to fidget about so much. This includes tapping your fingers on the arm rest or jiggling your leg up or down. It’s a sign of boredom and impatience. So, keep both feet planted firmly on the floor to avoid the temptation.

Do

• Make Eye Contact – Making eye contact is the best way to show that you’re actually paying attention and engaged in the situation. If there’s more than one interviewer in the room

• Be sure to make eye contact with everyone.

• Smile – A smile shows that you’re both friendly and confident. So, smile and nod whenever appropriate. It’s even ok to laugh when appropriate. You want to show that you have a personality and that you’re paying attention to what’s being said.

Your goal should be to always keep the focus on the conversation. So, keep your expression interested, your posture confident and your head high from the moment you arrive to the moment you leave.

Success Tips for First-Time Managers

As a new manager, you definitely have your work cut out for you. Not only do you have to learn the duties and responsibilities of your job, but you also have to earn the trust of the team that you will be managing. It's no small task - we get it - but you also don't want to overcomplicate the situation for yourself.

Here are some simple but very useful snippets that will help you get through the learning curve as you take on this exciting new chapter in your career!

• Practice what you preach. This is a matter of both personal and professional integrity. Don't be a "do as I say, not as I do" type of manager. You'll never be effective in your role with that mindset.

• Employee retention should be a priority. You don't want to spend the rest of your career repeating the same phrase over and over, but that's what you'll be doing if you have to train a new team member every week. You, your team, and your business will perform better if you find and keep the right staff.

• The only way to learn something new is by actually attempting to do it. Obviously, you should read the manual or listen to a mentor, but nothing replaces hands-on learning.

• Always think two steps ahead. If someone calls out from a shift, you don't want to spend hours scrambling to fill that spot. Always have a backup for your processes, a plan B, and someone you can call on a moment's notice.

• Consistency is everything. Be consistent in your behavior, your policies, your methods, and your treatment of your team members. This will earn their trust faster than anything else.

Taking on a manager's role for the first time can be a little overwhelming, but remember that everyone has to start somewhere. Stick with it, and before you know it, you will be a seasoned human resources pro.

How to Find Information About a Company Before Your Interview

When it comes to job interviews, candidates are no longer the only ones in the hotseat. Today, companies have to compete, too, and they all want the cream of the crop. If you know you're a top-notch candidate, then there's certainly no harm in letting potential employers compete for you. Of course, that's going to require a little work on your end, as well, because you'll need to research the companies in order to compare the pros and cons of each.

Here are some tips for researching a company before your first meeting:

• Become acquainted with the company's financial situation using public reports, Crunchbase, and even a simple Google search.

• Check out the company's social media profiles. Are they young and hip and energetic, or is the vibe a little more formal than that?

• Call the company and pretend to be a prospective customer. Ask questions, and pay attention to their sales pitch.

• Learn about who their competitors are and what sets this company apart.

• Read online reviews from current and former customers.

Any chance to gather information about the company is one you should take! A career move is a big decision, and you certainly don't want to let anything sneak up on you.

When to Keep Your Thoughts and Opinions to Yourself at Work

In our last article, we talked about when to speak up for whatever is on your mind at work. Sometimes, however, it may just be best to keep it to yourself. Granted, it's not always the easiest thing to keep your mouth shut when something is eating you. Depending on the situation, though, you may want to let it slide. Here are a few examples of when you should just let it go:

• It's only a small disagreement. When it comes to agreeing with someone or everyone, it isn’t always going to happen. Having a small disagreement is something that does happen and can be let go.

• You know you’re particular moody. If something happened and it just made you angry or upset then you might want to wait a bit before saying anything. Whatever it was needs some rational thought and you may not be giving it that.

• Someone hurt your feelings a bit. Sometimes we can be a bit sensitive at times and when this happens, don’t go running and tattle on them. You wouldn’t want them to do the same if the situation was switched due to a small joke.

It is always good to know when to speak up and when to let it slide. Whatever situation you're faced with, exercise good judgement and try to keep a level head. Think objectively, not subjectively, and you will usually be able to get it all sorted out with very little trouble at all.

When to Speak Up at Work

The workplace is undoubtedly one of the most diverse areas you’re going to encounter. With so many opinions and views, not everyone is going to be on the same page the entire time. That's actually a good thing, but when something happens or when things go too far, when should you speak up and when should you just let it slide?

When it comes to your job being in jeopardy because you do not speak up, then you may want to consider speaking up and doing so quickly.

• Any form of harassment in the workplace - This is unacceptable on all levels and someone should know about it. This is not something to keep to yourself, no matter how silly it may sound. The same goes if you’re just someone that witnessed the harassment and didn’t experience it firsthand.

• If you don’t understand something - Hey, it’s okay to ask questions every now and again! You need to be able to understand what you should be doing and asking is the only way to know!

• When brainstorming - If you’re in a meeting and there are a lot of ideas being thrown around or if there are none, but you have one, let them know!

• If you witness something illegal or wrong - When this happens, you definitely do not want to keep it to yourself. Not only is this something good for the workplace, but also for your conscious.

• If someone takes credit for your work - Don’t let them take credit for something that you did. Make sure to speak up and let them know that you were the one that did it.

Don't miss our next installment when we discuss the opposite side of this coin: when to let it go.

Best Practices for Onboarding Seasonal Staff

Businesses in all industries and of all sizes depend on seasonal workers to maximize revenues and meet customer expectations, especially during the holiday season.

Although seasonal hires are only temporary, it is still important to implement a formal onboarding process in order to ensure that all compliance obligations are met, standards are achieved and new hires are oriented.

Unfortunately, when you ignore the onboarding process, you increase your odds of running into performance issues as well as excessive turnover or worse. So, avoid common pitfalls, and take note of these best practices for onboarding seasonal hires:   

• Have a set orientation process – Seasonal workers have to transition into their positions very quickly. But, this doesn’t mean that you can overlook an orientation process. All workers, temporary or not, must be briefed on health and safety expectations, compliance obligations, reporting requirements and more in order to fully succeed on the job.

• Engage new hires with first impressions – Because of the fast-paced nature of seasonal hiring, it’s easy to skip over certain “optional” elements of the onboarding process. This includes things like making proper introductions and giving company tours. But, this is still necessary to engage seasonal hires from the start.

• Provide the necessary tools – Just like full-time employees, seasonal hires need to be given all of the proper and necessary tools in order to do their jobs. This includes any safety equipment, technology devices, login credentials, etc.

• Pair seasonal hires with mentors - To optimize onboarding and to minimize risks and costs, assign all temporary hires a mentor. They can help new hires get the lay of the land faster, walk them through processes and answer any questions that they may have.

By following these onboarding best practices, your seasonal workers will be able to make a smooth transition, quickly, and you will have peace of mind in knowing that they are prepared to get the job done right.

Tips for Hiring Seasonal Workers During the Holidays

With the closing of the year and the holiday season in full swing, we’re entering the busiest time of the year. And for many businesses, this means that it’s time to hire seasonal workers to help alleviate the intense workload.

After all, you want your business to thrive during the busy season and not just survive. So, the key here is hiring the right temporary workers.

Let’s take a look at a few tips that can help you hire the right staff:

• Have a plan for your hiring process – Due to the quick onset and turnaround of the holiday season, planning is everything. You don’t want to hire too soon because then you might not have enough work for temporary staff. But, you also don’t want to hire too late because then you run the risk of hiring from a more limited pool of experienced candidates, as many seeking seasonal work may have already taken positions.

• Seek employee referrals – Employee referrals are incredibly valuable and an easy way to tap into a network of experienced professionals. Referrals also save you time. If an employee already has a lead and knows of a potential candidate that would be a great seasonal hire, you don’t have to do the extra legwork to source staff on your own.

• Extend the offer to former seasonal staff – The holiday season passes in the blink of an eye, so it can be difficult to bring on an entirely new staff and train them in time. That’s why you should consider reaching out to former seasonal staff workers. They already know your processes and are familiar with your company which will save you precious time.

Going into the holiday season, you must have a clear plan and understanding of what kind of seasonal staff you’re looking to hire for a smooth, stress-free holiday season. Use these tips to guide your hiring process.

5 Soft Skills Employers are Looking For

Employers always seek out employees with specific skills for each position and organization, but even though these skills are important, there are other “soft skills” that are equally important to hiring managers.

In fact, many hiring managers believe that a person’s “soft skills” are just as much an indicator of on-the-job success as hard skills.

So, just what are soft skills?

Soft skills are those skills that an individual might possess that ultimately make them good employee no matter their position. These skills include a positive attitude, verbal and nonverbal behaviors as well as personal habits, all of which make a person easy and pleasant to work with and therefore a valuable member of any team. Soft skills also include things like confidence, manners, empathy, fairness, compassion, flexibility and more. Essentially, these skills are deeply rooted in an individual’s character.

Let’s take a look at five of the most coveted soft skills employers are looking for:

1. A Positive Attitude – A positive attitude is contagious and can work wonders in turning department morale around. For managers, it’s important to have this kind of positive energy flowing, because it just takes a couple of negative employees to bring an entire organization down.

2. A Strong Work Ethic – A strong work ethic is key to the success of any position and is not something that can be taught. Those who have it will thrive no matter what’s thrown their way.

3. Time Management Skills – Employees who are results-oriented will also possess excellent time management skills which are key to completing assignments on time and accomplishing goals.

4. Outstanding Communication and Interpersonal Skills – To succeed in any position, communication is absolutely key. A great employee needs to be able to communicate clearly as well as listen to work effectively within a given organization.

5. Problem-Solving Skills – An individual who isn’t afraid to jump in and work to find a solution will make for a most trusted and competent employee.

Learn to hone your soft skills, and you will be able to succeed in any interview or position that comes your way.

The Differences Between a Resume and a CV

When it comes to preparing for job applications, usually the first thing that comes to mind is writing a resume. But, what about a CV? Should you also be writing a CV? What is a CV? And, what’s the difference between a CV and a resume? Let’s take a closer look:

The Resume

The key goal of a resume is to make an individual stand out among their competition. It is typically a concise one page document that highlights your most recent and relevant experience and is highly adaptable to any position being applied for. In fact, a resume should always be tailored to the specifics of each job position. You should use a resume to:  

• Emphasize skills

• Apply for a position in industry, non-profit and public sector

• Highlight experience and skills in no more than two pages, with an additional page for publications and/or poster presentations when relevant

• Apply after one year of industry experience. (Then, lead with your work experience and place the education section at or near the end, depending on your qualifications)

The CV

A CV, or Curriculum Vitae, is an in-depth document that is usually laid out over two or more pages. They are extremely detailed about achievements (after all, Curriculum Vitae does mean ‘course of life’). A CV covers your education as well as all other accomplishments, like awards, honors, publications, etc.

These documents tend to be organized chronologically to provide an overview of an individual’s full working career. A CV is static unlike a resume; it does not change for different positions. Rather, differences are tailored in the cover letter. A CV is used to:   

Emphasize academic accomplishments

• Apply for positions in academia, fellowships and grants

• Give a chronological overview, beginning with education, and can include names of advisors and your dissertation title or summary.

• Evaluate merit/tenure review and sabbatical leave

Your chosen industry, career track or specific position will ultimately help you determine which format is necessary for a given application, but it’s never a bad idea to have both prepared ahead of time.

How to Discuss Your Weaknesses During an Interview

You’re in the interview and all is going well. You’ve talked about your skills, your best attributes and your greatest strengths. Then, they ask that most dreaded question – What are your biggest weaknesses?

This is a question that hiring managers always ask and one that is the most difficult to answer. But, know that it’s not a trick question. Hiring managers are simply looking for examples of how you faced and overcame obstacles in the past.

So, how can you best answer this question? Here are a few tips to help you gather your thoughts and talk about weaknesses during an interview:  

• Know your weaknesses – If you don’t know your weaknesses, then you may not really know your strengths. So, take some time for self-reflection before you go into an interview.

• Don’t mention an essential skill – Be honest in your response, but don’t mention that your weakness is one of the very skills that they are hiring for. Read the job description carefully so that you don’t make this mistake. For example, if you’re being hired for detailed work, you probably shouldn’t say that your weakness is getting too hung up on details.  

• Talk about how you overcome your weaknesses – Be prepared with examples of how you conquered a previous short-coming that you were able to successfully turn around into a strength.

• Only talk about work-related weaknesses – Don’t use personal drama as a situational example of a weakness. Only discuss weaknesses that you’ve overcome while on the job.

• Don’t use go-to answers, like you’re a perfectionist or you work too hard – These common responses are almost always dismissed, so don’t blow this opportunity to discuss how you’ve overcome professional challenges. Managers want to hear how they made you better.

Hiring managers understand that people make mistakes, but they want to know how you handle yours. Being aware of your weaknesses and able to discuss them is a great sign that you know your boundaries, abilities and strengths.

Leadership Skills Employers are Looking For

When it comes to leadership in the workplace, being identified as a “leader” or as a “potential leader” in any organization is a key indicator that you’re highly valued as an employee.

Not all leadership skills and abilities are seen in the same light, however. In fact, there are some that are more highly regarded than others.

These are the five considered most important:   

1. The ability to inspire and motivate others – To be a great leader, you must be able to motivate and inspire those around you. These acts are what will essentially bring your, and your company’s, vision to life. A great leader makes their team feel invested in the accomplishments.

2. Acting with honesty and integrity – Strong leaders set an example for their team, as they conduct themselves, always with honesty and integrity. This includes displaying these core characteristics in upholding company values and beliefs, promoting honest and ethical behavior, promoting a healthy work environment and encouraging others to following suit.  

3. The ability to communicate clearly – Being able to clearly and succinctly explain what you want done is extremely important for anyone in a leadership position. Communication is key for relating your vision to your team so that everyone remains on the same page, working towards the same goal.

4. The ability to problem solve and analyze situations – The true test of a good leader is in their ability to problem solve. In the workplace, you must be able to find ways to overcome obstacles. This includes clearly identifying problems, generating solutions and determining the best means of implementation.

5. Acting with emotional intelligence – A great leader must be able to recognize, hold accountable and manage their own emotions as well as those around them. This helps to develop meaningful relationships as well as to help manage external stressors that may hinder forward movement.

While there are many skills that make a great leader, these are the most common that employers recognize.

Signs Your Employee Deserves a Promotion

Most working professionals have goals of upward movement and seek out positions that have opportunity for career progression and scope for promotions. That’s why it’s important for employers, especially those promoting from within, to recognize this climb and to know when it’s time to put things in motion.

When an employee is working hard and making valuable contributions to an organization, it’s only fair to recognize and appropriately reward them with those opportunities that they deserve. And, really, it won’t be difficult to know who these employees are and when the time is right. These are the signs that we look for:

• They show consistently high performance – If an employee has proven high performance in their role as a whole over time, this demonstrates that they’re committed and are putting their full efforts into their work.

• They’re willing to go above and beyond – Employees who take the initiative to go the extra mile are those who are making sure that their work is done to the best standards and deadlines. These are people that you can always count on to get things done right.

• They bring new ideas to the table – The most valuable employees are those who are not only interested in their work, but also the success of their team and business as a whole. They always offer fresh ideas to help promote company growth.

• They always strive for self-improvement – A truly great, dedicated employee is someone who’s always eager to continue to learn and expand their skillset. They’re those who are willing to step outside of their comfort zone in order to improve upon their own areas of weakness.

• They have the respect of others – Respect, perhaps above all else, is what keeps a team working in a productive, harmonious fashion. And someone who has that respect, is looked up to and can bring a team together is a true leader.  

These are all key signs that an employee is both ready and deserves a promotion.  

Tips for Negotiating Your Salary

You’ve sent in your resume, gone through the interview process and landed the job – congratulations! Now, it’s time to start thinking about salary negotiations with your prospective employer. In other words, you need to find out how much the job is worth and how much your skills, experience and expertise are worth to your employer.

Entering into negotiations may seem like a scary process, but with a little preparation, you’ll be able to go in confident. Here are a few tips that we suggest to get the ball rolling:

1. Wait for the appropriate time. Before you even start the conversation, do your research on salaries for your particular position in your particular field. Then, to go about getting what you’re worth, you have to be patient. When interviewing, it’s best not to even mention compensation until the employer brings it up.

2. Let them throw out the first numbers. Resist the urge to throw out the first numbers. Instead, when you’re asked what your salary requirements are, say that they’re open and that it will be based on the position and the overall compensation package. You can also simply say that you’d like to hear more about the position’s specific responsibilities before discussing.    

3. Look at the data. If you must give a number, make sure that your salary request is based on data from your research. Again, knowing the research and industry data will help inform your negotiating technique.

4. Take your time. Once a potential employer puts a number on the table, you don’t have to respond right way. It shouldn’t be a rushed decision. Simply say that you need to think it over. This response alone can get you an increase in offer.

You can also apply these tips toward negotiating your benefits package. The bottom line is that you have to go in knowing your worth and be confident in your abilities.

What You Should Never Include in a Help Wanted Ad

Job advertisements are key in catching the eye of your perfect candidates. While there are many factors that play into attracting applicants, the most important part is how you word your help wanted ad. There are certainly many elements that you should include, but there are also a few that you shouldn’t. Let’s take a look:

Vague Job Descriptions

A vague job title and description won’t get you very far. Use words that job seekers are specifically searching for. For example, if you’re advertising a sales position, don’t call it a “Marketing Coordinator” position. It’s misleading and confusing. Make titles and descriptions accurate and keyword friendly.  

Also, don’t eliminate or hide any information, like expected compensation. Anyone searching for a job is specifically looking for this element. Even if you only provide a range based on qualifications and experience, you must give potential candidates some idea of what they can expect in return.  

“Preferred” Requirements

When you start listing excessive “preferred” requirements, it’s a turn-off. For example, if you say that you would prefer someone with a Master’s degree, it’s misleading and confusing. What your potential candidate is reading is that you would settle for less if no other applicant comes through. Job seekers want to know exactly what you’re looking for, not what you prefer. You’re closing the net on yourselves by doing this, because your “preferred” requirements may turn away perfectly qualified, experienced candidates who might only hold a bachelor’s degree. Don’t lose qualified applicants because of your uncertain expectations.

Excessive Details

Contrary to popular belief, it is not necessary to list every single skill or responsibility in the job advertisement. Job seekers aren’t searching for details; they’re searching for jobs that they are qualified for. Keep descriptions short(er) and concise. Serious applicants will go to your career site to find all of the necessary information.  

Remember, help wanted ads should attract qualified job seekers, so don’t overthink it; just be straight-forward and assess your own expectations.

Tips for Dealing with a Problem Employee

It happens all the time – you have a problem employee. They are distracting and bringing down productivity. What do you do?

It’s not a favorable task, but managers must know how to deal with problem employees. Unfortunately, it comes with the job. You’ll have to deal with it head-on and sooner rather than later. Fortunately, we’ve put together a few tips to help you better address any issues. Here’s what you should do:

• Don’t ignore the problem – Allowing anyone to demoralize your work environment is bad for everyone. Negative attitudes and actions are distracting. So, speak to the employee about the issues as soon as they begin to surface, and before things get out of control.

• Don’t make the conversation personal – As difficult as it may be, don’t use “you” language; use “I.” Avoid statements like, “You have become a problem.” Instead, say something like, “I’ve noticed that you aren’t enjoying your role here, and you’ve been seen making comments under your breath when others speak.” Be accurate and concise in addressing the offensive behaviors and their impact on your team.

• Don’t make assumptions -  Privately pull the person aside to begin a dialogue, and find out if they’re aware of their negative behavior. You should also find out if there are any external, personal factors at play that may be influencing their actions. Perhaps something is happening in their personal life, and they’re unaware that the emotional hardships are spilling into their work.

• Keep it professional – Don’t let your emotions seep into confrontation. Remember, you have a business relationship with this person, not a personal relationship, and this employee was hired to do a job. Offer suggestions for improvement, and remind the employee that while everyone isn’t expected to get along, everyone must be respectful and courteous in effort to promote a productive and positive work environment.

Addressing a problem employee is all about the follow through. Don’t wait until you’ve lost control to have an open and honest conversation.

Tips for Using Job Search Engines

Job search engines instantly put thousands of open positions right at your fingertips. They’re an excellent resource, yes, but there are a few things that you should keep in mind in order to get the most out of them. Here are some tips:

• Posting resumes isn't enough – Getting your resume up is the first step in getting started on most job search sites, but you can't just post your resume and assume the job offers will find you. Make it a regular habit to check job postings, and be proactive in submitting applications as soon as listings go up.

• Use keywords - When companies search resumes for potential candidates, they use narrowly-defined keywords. Make sure your resume uses current and specific terminology (as well as more common terms for unconventional titles) for work history, degrees, and certifications.

• Formatting matters – When you upload a resume to a job site or attach it to an email, you have no control over how it turns out in its digital appearance. That’s why you should pay close attention to spacing, indents, bullets and graphics (e.g. lines) that might get lost in translation. To avoid this, upload files as PDFs to preserve their original appearance.

• Target applications – Just because job search engines allow you to apply to dozens of positions at once doesn't mean that you should. Instead, target your responses. Craft one or two job-specific resumes and cover letters instead of copying and pasting generic information.

• Track all sent applications – If you’re sending out multiple applications, responses can get confusing. Create a simple spreadsheet to track your progress. This way you won’t send out the same application twice, and you’ll know when it’s time to follow up on sent applications.

Job search engines are a fantastic resource for job seekers. You just have to stay organized and focused on your overall goal.  

Top Buzzwords to Include and Avoid On Your Resume

When it comes to resumes, you don’t have much time to make an impression. Nearly every single word that you include will be analyzed and either help get you noticed or knock you right out of the competition.

Buzzwords to Include on Your Resume

The best buzzwords to include are those that show action. You see, action words and phrases demonstrate concrete accomplishments that you’ve done for past employers that can translate into results for your future employer. They also like to see numbers, as they best demonstrate in clear, measurable terms how you added value to your previous companies.  

With all of this in mind, these are the top buzzwords you should include in your resume to better grab a potential employer’s attention:

• Achieved

• Improved

• Trained or mentored

• Managed

• Created

• Resolved

• Volunteered

• Influenced

• Increased and decreased

• Ideas

• Launched

• Revenue or profits

• Negotiated

• Under budget

• Won

Buzzwords to Avoid on Your Resume

Employers don’t want to read vague, clichéd words. Terms like, “hard worker” and “team player” come to mind, as they do nothing to demonstrate how you actually added value to your previous position. So, avoid the following buzzwords to stay on any potential employer’s radar:

• Go-getter

• Think outside of the box

• Synergy

• Go-to person

• Value add

• Results-driven

• Team player

• Bottom-line

• Hard worker

• Dynamic

• Self-motivated

• Detail-oriented

• Strategic thinker

To make your best impression, we recommend focusing more on the skills, results and accomplishments that are related to any potential job you will be applying for. Once you start doing this, you’ll be able to get your resume noticed and sent straight to the top of the list.  

5 Good Reasons to Quit Your Job

We all experience tough days on the job. There are ups, and there are downs. There are days when our job duties are frustrating, stressful, and even boring. Then, there are days when everything is just unbearable, and we start to consider quitting altogether. It’s a tough judgment call.

So, how do you know when it’s really time to move on? If you find yourself asking this very question, it’s time to evaluate your work situation and consider the following. Believe it or not, there are actually good reasons to leave a miserable job. Here are a few:

Have you lost interest in your work? It may be from lack of growth or just sheer boredom. Whatever the case, you’ve lost all energy, work ethic, creativity and innovation, and now you’re just going through the motions. If you’ve completely mentally checked out, it may be time to move on.  

Have you lost the ability to grow? Whether you’ve experienced movement in your position or not, if you’re not continually challenged, you can’t learn or expand your skills.    

Have you expended all advancement opportunities? Most people go into a job with the goal of advancing to the next level. They want to grow and gain more responsibility, seek out new challenges and position themselves for more income. But, if advancement is not an option, it’s time to re-evaluate your career path.

Have you lost job security? While nothing is ever a sure thing, if your company is operating on uncertainty, then it may be time to update your resume. Perhaps the company is being sold, or they are continually downsizing. No matter the case, if uncertainty is affecting the work culture, you’re going to be carrying an unnecessarily enormous amount of stress.

Is your job affecting your health? If your job is causing you stress to the point that it is affecting your well-being, it’s time to leave! Stress hugely impacts our health, so ask yourself – is it really worth my life?

No matter what you’re facing, you do have options. Sure, many will tell you to just stick it out, it will get better. However, it is up to you to really evaluate your situation and ask yourself, “Is this the path I want to take?”

Tips for Handling Workplace Harrassment

Harassment of any kind can be difficult to handle, but it can be even trickier when it’s happening on the job. Unfortunately, workplace harassment happens all too often, so you must be equipped with ways in which to handle it in an appropriate and professional manner.

That’s why we’ve put together a list of tips and tactics to help you handle these tough situations, should you ever find yourself in need.

• Document Incidents. Whenever you are faced with harassment or bullying, always write the incident down. Keep details of exactly what occurred, when, where, with whom, what was said, etc.

• List Witnesses. If anyone else - a co-worker, a manager, even a janitor - witnesses the incident, write their names down as well. You never know just how far things may go, and you may want to be able to have more than one account on your side should it come to a ‘he said she said’.

• Stay Level-Headed. In situations of harassment or bullying, it can be tempting to rise to the perpetrator’s level and react, but keep your calm as much as possible. Often, they’re looking to get a rise out of you, but it only adds fuel to the fire.

• Say Something to the Offender. Don’t be afraid to speak up, and tell the person that their behavior is absolutely unacceptable.

• Ask for Help. If it comes to it, seek help from your supervisor.

• Seek Out Company Resources. Find out if your company can provide a mediator or harassment advisor. Many have employee assistance programs that can offer help in resolving situations as well as provide means for coping with harassment after the fact.

Harassment and bullying in the workplace is a very serious situation that should not go unresolved. Should you find yourself in a harmful or stressful position, use these tips to better navigate an amicable resolution.

5 Things That Make People Want to Work for You

When it comes to recruiting, the process really is a two-way street. The best recruiters go about the process specifically with candidates, and their futures, in mind. They can answer the question – “Why would someone want to work here?”

Hiring managers already face intense competition when it comes to nabbing top talent, so make it easier on everyone, and give them a reason to choose you. Take your cue from these five elements that make prospective candidates want to work for you:  

Lay Out a Career Plan

Provide a clear career trajectory. These days, most employees don’t expect to stay in the same position long-term; they expect motion. So, lay it out for them, and tell them what they can expect both now and in their future.

Paint the Picture

Walk candidates through a typical day on the job. Explain how a particular position and company differs from another. What sets them apart? How is their work culture different? After all, you can be a copywriter anywhere. So why work for this company? Provide details that clearly paint the picture so that candidates can imagine themselves in the position.

Detail the Expected Workload

All candidates want to know exactly what they can expect once on the job. Provide details about their day-to-day workload to help them understand what will be required of them.

Provide Real-Life Testimonies

Sometimes, a job description simply won’t cut it, so find a way to connect prospective candidates with employees who are in similar positions. Employee perspective can provide real-time insight into a company, a position and a work culture.

Be Engaging

If you’re not interested in discussing the job, prospective candidates won’t be either. Your attitude matters just as much as the candidate’s. They are looking to you to form their own opinions and expectations of a given company, so keep the conversation engaging.

Recruiters who ultimately win over top talent understand that prospective candidates are also evaluating them, so move toward a candidate-friendly process that will both strengthen relationships and improve experiences.