Hunting for a Job During the Coronavirus Pandemic

Whether you are a college senior, have recently been laid off or are looking for a change in a career, you might be wondering how to search for a job during a pandemic or if you should even bother looking at all right now. While the job search experience will definitely look and feel a little different than it would have a few months ago, a smart approach to it all can help you stay ahead of the pack.

Even if many companies aren’t hiring right now, they will eventually be looking to build their workforce and the right combination of networking and skill-building can help you stand out. Current job openings may be put on hold or removed, but it is important to keep your eye on the prize and to continue to prepare.

The following tips will help you chart a course to your next job:

·         Ask yourself, “what’s next?” Since you likely have more time for a job search than you might otherwise, you have the chance to dig deep and ask: What do I really want to do? What do I excel at? What role, industry and schedule would I really love? This will help you identify your targets and determine what positions to apply for when opportunities come up.

·         Network, network, network – shifting your focus online. This is actually a good time for reaching out, since many professionals have more time than usual. Seek out professionals in your job or industry of choice and, respecting their schedules, request a phone or video chat. Make sure you are prepared with a list of questions and mind their time limits. Ask for their advice on finding a job in that area right now and into the future. You can also turn to professional associations via LinkedIn, which will offer resources, job postings and more networking opportunities. Stay in touch with companies and individuals you have previously contacted or interviewed with, letting them know of your continued interest.

·         Follow and follow up. If you are interested in particular companies and industries, make sure you are following them online and in the world. How are they handling this period of pandemic? What initiatives have they rolled out recently? Do they have investor calls that you can listen to? You can comment on posts, take notice of their media coverage and stay up-to-date on their latest projects. When the time comes for a resume or interview, you can demonstrate your interest and knowledge, citing real-world examples, helping you stand out from other applicants.

·         Build your skills. If you need an extra skill or credential, now is the time! Fortunately, there are more free online courses that can help you enhance your skills or develop new ones right now. Whether it’s social media, coding or transcription, you can find a class to make you and your skills more competitive.

·         Determine if and when the time is right. If you do not need to be searching for a job right now, you might consider waiting until the economy begins to bounce back. However, if you cannot wait any longer or have been laid off and need income for day-to-day expenses, you can research job categories that are in demand right now: Healthcare, online communications, shipping and delivery, online learning and childcare, and regular work-from-home options.

Even during challenging times, there are job openings and there is always the chance to boost your skills and hone your interest as you prepare for your next position.

Tips for Writing a Resume That Gets Noticed

Your resume can make the difference between getting a foot in the door and getting filtered out before the first interview ever takes place. It definitely pays to put in the time and effort if you want your resume and your skills to get noticed.

The following five tips can help you succeed when it comes to writing a resume that gets you noticed:

• Plan ahead. Focus on the key sections – your objective, professional experience, education, special skills – and determine how this will resume will help you get an interview. The more organized you are, the more it will show in the final result. Prepare an outline before you start writing so you know what you are going to include and what you are going to leave out.

• Employ action verbs and bullet points. Action verbs are strong and incisive and can clearly showcase your skills. You can choose words such as: managed, planned, developed, presented, coordinated, engaged and increased. Bullet points help you make concise, easy-to-read statements about your experience for a better reading experience.

• Be specific. “Grew department revenue by 30 percent year over year” is more powerful than “Increased department revenue.” Use specific numbers, percentages, dollar amounts and dates to really drive home your point.

• Focus on the positive. Make sure you accentuate the positive – and leave out the negative – throughout your resume. Share special accomplishments, unique skills, awards and other winning work. You can list your contact information at the top, but you don’t need to share any personal information beyond that.

• Turn to key words. Key words are great for getting your resume noticed – some companies even use scanners that seek out words relevant to jobs posted. Likewise, they can show that you have the right job or industry knowledge. For example, a market research professional could mention expertise in voice of customer work, developing actionable customer insights and analyzing high-level data and research.

Finally, you can continue to hone your resume for each job you apply for, adding in key words and skills that the company is specifically looking for. Your resume is a living, breathing document that can continue to grow and develop as your skills do.

How to Conduct Successful Employee Check-Ins

New hire employee check-ins are incredibly valuable. They’re not only important to make sure an employee’s experience is going well, but the goal of conducting check-ins is to make sure that they’re in a strong position to focus on and meet the demands of their work. So, how can you conduct check-ins in an efficient yet productive manner? Here’s what you should focus on:

• Convenience – If you want employees to respond, then you must create programs and activities that are convenient, user-friendly, and confidential to encourage participation. This will up the response rate, which will ultimately lead to better understanding of both the employee and job at hand. Also, include an opportunity for employees to leave their information for a more direct response or follow up questions.

• Automation – Check-ins shouldn’t be complex or burdensome on administration, but they should be high on value. So, consider using technology to your advantage, and set up new hire check-ins to distribute automatically. Automating responses can actually keep everyone focused on the goal at hand and better navigate and record employee responses.

• Goal & Response – Check-in programs bring value when organizations are positioned to react to their responses. This means setting clear program goals and creating non-leading questions that will provide relevant feedback.

• Timely Intervals – The point of new hire check-ins is to encourage engagement and prevent unnecessary turnover. So, make sure your program is set up in timely intervals. For instance, you don’t want to ask about an employee’s first day six months down the road. Send brief surveys at regular intervals so that feedback can be heard and responded to in an appropriate fashion. 

Check-ins should meet the needs of both the company and the employee. That’s how you foster employee engagement and retention. 

Before Your Employee’s First Day: A Pre-Boarding Checklist

Starting a new job can be both exciting and anxiety-inducing. It’s a huge adjustment for everyone. But, with the proper pre-boarding process in motion, HR can help make an employee’s transition much smoother. After all, it’s all about creating a great employee experience at all stages. That’s how you create a positive work environment and employee retention. So, here are some steps that every pre-boarding check list should include:   

• Acknowledgement – While you may be used to the hiring process, the fact is that getting a job offer doesn’t happen every day for your new employee. So, acknowledge their accomplishment, and congratulate them on their acceptance. You want your new hire to feel welcome and appreciated.

• Collect Information – Ask new hires to share the necessary personal information for your records as well as for what’s needed to set up payroll, taxes, etc. 

• Employee Handbook & Benefits – Send new employees a copy of the employee handbook so they can learn about your policies, culture, resources and more before they arrive. This saves everyone time and ensures that they know what to expect from day one. You’ll also want to share your benefits guide so that they have time to look over all options and ask questions, early, for a smoother enrollment.

• Contact – Before a new employee’s first day, send some kind of correspondence that details exactly what they can expect on their first day. This might include calendar invites for onboarding meetings, parking details, dress-code information, clocking in, etc.  

• Email Set Up – Have your new employee’s company email already set up when they walk in. This way, they can be included on all office correspondence and invites and be ready to hit the ground running.

A strong pre-boarding program will set a positive tone with your company from the start and set employees up for a successful first day and path toward a long company career.  

CV Red Flags That May Prevent You From Getting the Job You Want

For recruiters, selecting the right candidate to match client specifications is essential. But, it’s also a recruiter’s job to support our candidates and help them put their best foot forward to a prospective employer. To do so, candidates need to put forward compelling CV content that’s well-structured. 

Of course, if left unchecked, even minor CV errors present red flags that won’t land candidates the job or even the interview. Here are some specifics to watch out for:  

• CV’s that aren’t tailored to the job – A CV shouldn’t just be a document listing a candidate’s career and educational history. Rather, it should showcase a candidate’s suitability for the specific opportunity or sector they’re pursuing. So, CV’s should be adapted to match each job description, including specific keywords and core strengths. 

• CV’s with poor formatting - CV structure is almost as important as the content within. Candidates should format for easy reading by breaking up large blocks of text, using bullet points and bold headings to create distinctive sections.

• CV’s that focus on duties, not achievements – Candidate CV’s should focus on the impact they made within a previous organization. The goal is to highlight key accomplishments with sector-specific achievements that prove value. 

• CV’s littered with clichés - Overused phrases add nothing to a CV. They just take up valuable space that should instead be used for more in-depth descriptions and specific, unique content.   

• CV’s contain unexplained gaps – Any unexplained gaps in your career should be honestly addressed. Context is key to explaining these variances to employers. Those who are open and upfront are more likely to be considered than candidates who try to hide gaps.  

By keeping your candidate in-check and helping them watch out for these common CV red flags, they’ll be more likely to secure the opportunity, which will not only reflect well on them but on you.  

How to Make a Graceful Exit Without Burning Bridges

Whether you’re actively seeking change or an unexpected offer comes your way, a new job is an exciting opportunity. Of course, you still have to take care in the way you handle your departure from your current position, as this can determine the nature of your relationship with your current manager, coworkers, and the company going forward.

The fact is, you never know when you may need to call upon those from your past. That’s why it’s always wise to make a graceful exit, whenever possible. Remember, your current position will become a part of your work history, which will likely be taken into consideration for any future career opportunities that come up. So, how can you ensure you keep strong relations going? Here are some tips for making a professional, respected exit:  

• Give Proper Notice – While two weeks’ notice is generally considered the standard, it’s best to give one month for those in professional fields. This allows for plenty of time to hire a replacement, get them up to speed, and allow for a smooth transition for all. You don’t want to leave managers and coworkers in a difficult position, struggling. 

• Offer Training – Don’t waste your final days. Be professional, and let managers and coworkers know that you’re willing to help train others. Employees willing to assist with their transition out leave a positive, lasting impression, which may prove valuable in the future should you ever need assistance, like a recommendation. 

• Serve as a Resource – If possible, offer to remain a resource for a brief period of time after your transition out. A willingness to help even after you’re off the payroll will go a long way toward showing former employers that you’re still a team player. 

• Keep in Contact – Make an effort to stay in touch with former coworkers. Should there ever come a time when you need a coworker’s referral, business lead, advice, etc., they’ll be more inclined to help if you’ve remained in touch.  

Remember, don’t neglect your past. You never know when your career may come full circle, so don’t burn those bridges. 

Best Practices for Using Job Search Engines

Search engines are an excellent resource available to job seekers everywhere. With today’s modern technologies, finding open positions has never been easier. A single search can lead to thousands of opportunities, all delivered directly to you in a matter of seconds. But, in order to achieve real results (i.e. land a job), you have to learn a few strategies to make the most of these tools. Here are some of our best practice recommendations:     

• Have a targeted strategy – Don’t simply apply to every job that pops up in your search. Target your responses, and tailor your resumes to each specific position for best results.

• Be proactive – Landing a job isn’t as simple as posting your resume and leaving it. Don’t just assume job offers will find you. You must be proactive, and get in the habit of regularly checking job postings and applying.

• Include keywords – Companies search for potential employees using narrowly-defined keywords. This means that you need to make sure your resume uses current, targeted terminology. Otherwise, you may be looked over for a great opportunity.

• Check the format – Sometimes, uploaded documents don’t fully translate when converted to various digital formats. So, make sure that all uploads and attachments appear correctly formatted when clicked. Check everything from spacing, to bullet points, to graphics, to links, etc.

• Stay organized – As you’re likely going to be sending out multiple applications at a time, make sure you keep track of each application. All of those positions and companies can get confusing, so track everything in a spreadsheet with dates sent. This will not only help you keep incoming responses and potential interviews straight but help you track appropriate follow-up times as well.   

Job search engines bring opportunities right to your fingertips, anywhere, anytime. They’re a wonderful resource and asset for those who know how to employ best practices.

How to Negotiate a Better Salary

Celebrations are definitely in order after you’ve gone through the long process of landing a job. But, there’s still one crucial step to consider before you accept the position and all of its terms – salary negotiations.

Your research isn’t quite done until you’ve taken the time to determine how much the job you’re taking on is worth, and how much your skills, experience and expertise are worth to your prospective employer. This will give you power and confidence to professionally negotiate an informed and fair end salary. So, how do you make this happen? Here are some tips:

• Timing – Money is always a touchy subject, so it’s best to wait for the appropriate time to bring it up. You must be patient. As a general starting point, let your prospective employer be the first to bring it up once they make the job offer.

• Patience – Wait for them to make the first move when it comes to throwing out numbers. Even if you’re asked about salary requirements, simply say that they’re open, and that they’ll be based on the proposed position and all that it entails, as well as the overall compensation package being offered. This leaves you room to negotiate once a real offer is on the table.

• Research – If and when you do put a number on the table, make sure it’s well-searched and backed by industry data.

• Wait – Salary negotiations should be allowed a little breathing room. Any number that a prospective employer brings to the table, take your time to consider it, and don’t respond right away. It’s perfectly alright to say that you need time to consider their offer.

Salary negotiations can be intimidating at times, but don’t let it get to you. You know your worth, and with the right research and information in-hand, you’ll have all the confidence that you need to negotiate an appropriate salary that you deserve.

Tips for Maintaining Employer - Friendly Social Media Profiles

When it comes time to search for a new job, you have to keep in mind that any prospective employer will be looking at your public profile, and that includes through social media. These days, it’s pretty much a guarantee, actually. They’ll be looking at things like your listed professional background, your personal social and political commentary, your photos, even your tone of voice and “friend” associations.

All of this means that you need to maintain awareness and employer-proof your profiles, now, before you send out the first application. So, to help ensure your social media pages don’t raise any red flags, here’s what you should do:  

• Make your Instagram profile private if you do not wish an employer to see.

• Make your timelines “employer-friendly” by making posts private.

• Make sure “timeline review” is enabled on Facebook.

• Make sure all of your photos are set to “Friends Only” or “Only Me.”  

• Delete any and all controversial posts from your pages, even those that are dated.

• Delete and untag yourself from any photos that could be seen as unprofessional, and ask others to untag you from those that may be questionable.

• Make only relevant, thoughtful content available for public viewing on your profiles. Things like industry news and other interesting, related articles are most appropriate for any potential employer to see.

• Update your work history on all social sites, especially LinkedIn and Facebook.

If you want to find and keep your job, always remember that what you share on social media has the power to make or break your position. So, keep your reputation safe by taking appropriate measures, now, and reevaluate how you use your social platforms.

Key Elements Every Employee Needs to Know to Successfully Fill Their Open Positions

The importance of the on-boarding process can’t be stressed enough. All employees must be equipped with not only the information necessary to carry out their own duties but also the most up-to-date company news and objectives. Sometimes, however, this information can get lost through the various channels of communication.

That’s why it’s so important for those in charge of internal communications to focus on promoting a communicative work culture that not only lends a positive environment but ensures that all of its employees are well-equipped with the information that they need in order to successfully fill their positions. After all, how can you expect workers to be engaged and productive if they don’t understand the fundamental purpose of their job? Successful performance is entirely reliant upon this understanding. So, make sure every employee is able to answer the following questions once they step into a new position:    

• What is the company’s purpose?  What do they offer, and how does this positively impact the consumer?  

• How do we implement the company’s overall vision?   

• How does my position specifically contribute to the company’s overall success?

• What are the responsibilities of my team and manager?

• Are the necessary tools and channels available for me to successfully carry out my job?  

• Does the company provide opportunity for involvement (e.g. events, initiatives, volunteer programs, etc.)?

• How does the company stand out from its competitors?  

• Are there opportunities for me to learn and grow with the company?  

The best employers maintain open channels of communication to ensure that their employees are able to align their efforts with their shared business objectives by providing clear information to help each and every person more effectively carry out their duties and feel valued. So, make sure your employees fully understand their positions for a more fulfilling and positive work life.  

Top Qualities Found in Every Successful Team

When it comes to running a thriving, profitable business, there is no greater asset than a high-performing team. They are the foundation and lifeblood of your business, so when things are going well among team members, you can be sure that your operations will be running just as smoothly. So, what is it exactly that defines a high-performing team? Let’s take a look at some of the key characteristics they all have in common:

• They communicate clearly with one another. There is no guesswork involved when it comes to expectations or the status of operations. Successful teams communicate proactively whenever possible and they respond quickly to open concerns.

• Everyone pulls their weight. Sure, everyone has “off days”, but it shouldn’t be the norm. On any given day, everyone on your team should be contributing his or her fair share to the overall team objectives.

• They all have something different to bring to the table. The most successful teams are made up of professionals with a diverse educational and professional work history. With the right mix, you’ll never run out of great ideas or fresh perspective.

• They understand the importance of balance. Everyone can appreciate the extra effort offered by an overachiever, but in almost all cases, that well will eventually run dry. When teams don’t have enough personal time (and even enough fun in the workplace), they can burn out quite easily.

Team leaders and human resources professionals certainly have their work cut out for them when it comes to building a highly effective team of workers. It’s certainly not impossible, however, so keep these key characteristics in mind throughout your recruiting journey!

Why Spring is Such a HOT Time to Find (and Land) Your Dream Job

Are you planning to start your job hunt this spring? If so, then you definitely have the right idea! As the weather begins to warm up across the United States, business begins to pick up right along with it. This is true for a wide variety of industries, but in particular, hospitality, tourism, food service, and retail. That stimulates the economy, in general, creating a very search-friendly environment for job seekers.

On those same lines, though, it’s important that you strike while the iron is hot. Many job seekers who would have found success in the spring find that they hit a dead end when applying for positions in May, June, and July. That is largely due to the fact that hiring managers and other upper-level executives tend to take vacations of their own around that time.

It goes without saying that Fall and Winter tend to bring a bit of a lull in nearly all industries, aside from the usual seasonal positions in such fields as marketing, advertising, design, and all things retail. When those come to an end, however, many members of the workforce find themselves caught in a sort of limbo - most companies are prepping their annual budget around that time, which means they’ll probably wait until after the new year to bring new team members into the organization.

Year after year, we see this same cycle, and every time, we encourage job seekers to seize the moment. As they say, “get it while the getting is good!” This spring, you should find yourself with plenty of opportunities to choose from, so be sure not to let any of them pass you by!

Is It Time to Leave Your Job?

As anyone who’s ever had a job knows, there are inevitably ups and downs. You’ll experience rewarding days, but you’ll also experience tougher days that come with stress, frustration, even boredom. Of course, some of us also experience days that are absolutely unbearable where we start to reconsider why we’re even there in the first place. And, this is a tough position to be in. After all, how do you really know when it’s time for you to leave a position?

It may be time to reevaluate your work situation if you find you’re experiencing more miserable days than good, or if you start to experience the following:   

• There’s no room to grow: If you’re not continually challenged, you’ll inevitably lose interest in your work. So, if there’s no room for advancement or growth, you might consider looking for new opportunities.  

• You’ve lost interest in your work: Whether due to a lack of growth or total boredom, you may find that you’ve lost all motivation to do your job. Creativity and innovation have flown out the window, and you’ve completely checked out. When this happens, it may be time to move on.

• Job security is no longer guaranteed: While no position is 100% guaranteed, if you find that your company is now operating on uncertainty (e.g. they’re downsizing, the company’s been sold, work culture has taken a turn for the worse, etc.), it may be time to update your resume.

• You’re experiencing extreme stress: Ultimately, when the stress of a job starts to affect your health and well-being, it’s time to walk away.

No matter how bad your work situation may be, the decision of whether or not to stay is entirely up to you. It’s all a matter of evaluating your path, your priorities, and what will ultimately be in your best interest.

Emerging Trends in Human Resources and the Millennial Workforce

As we’re in the age of the Millennial workforce, human resource managers have been asking themselves how best to leverage the strengths of this group of workers. It’s all in effort to figure out what this generation ultimately needs to be successful and motivated at work. So, what do you need to know about the newest generation taking over the workforce? Here’s what they’re looking for:

• Technology is Key: When it comes to overall communication, Millennials want companies to incorporate new technologies that ultimately promote increased collaboration amongst employees. This applies to everything from email, texting and chat forums, to social media, and beyond into other emerging technologies.

• Collaboration: Millennials want to be heard by leadership and are looking for more opportunities to collaborate with leadership. Their goal is to establish relationships through frequent interaction and conversation.

• Engagement: Millennials want to be and feel valued. So, listen, and engage in the exchange of opinions and ideas. They feed off of constructive feedback and seek mentorship-like relationships for guidance and growth.

• Team-Driven Environment: More than any other generation, Millennials truly enjoy working in and being a part of a team. They want to meet new people, make friends with their co-workers, and work with a diverse group of people. With this, Millennials typically look forward to the work that they’re doing and bring a positive attitude and drive to the table.  

• Financial Incentive: For Millennials, it’s all about work-life balance. But, achieving that balance still requires adequate financial incentive and job security.  

Like all other generations, Millennials just want to have a sense of purpose in the workforce. They want to know where their career is going and what they need to do to get there. Employers who recognize these needs will be able to leverage emerging employee trends, and use them to benefit both the organization and their millennial workforce.

Why Your Business is Struggling to Keep Its Employees

For any business, talent is your biggest asset. But, when good employees leave, productivity within your organization can sink, and morale may suffer. High turnover rates also lead to increased recruitment costs and more time spent on-boarding new hires, which can make for an extended and stressful transition.

So, what is it that drives employees to leave? If your business is struggling to keep employees around, here’s what may be going wrong:  

• Poor Management: When you lose top talent, the first place you should look is at management. Great management requires individually invested time. You must discover each team member’s assets as well as their needs. So, take the time to listen to their concerns, communicate, and take actionable measures to correct.

• Unprepared Managers: It’s not enough to simply promote top talent. Management requires a different skillset altogether. So, you must provide the necessary training and guidance to chosen leaders for the sake of their team and the company overall.  

• No Advancement: Top talent often leave when they feel there’s no room for career advancement. They have to know that there’s ultimately something in it for them, otherwise they’ll be tempted to look elsewhere. So, help build a career path for them through things like educational advancement opportunities that can be used later in their career.

• No Feedback: Managers need to regularly check in with employees and provide constructive feedback. This shows that you’re invested in their position within the company, that they’re valued, and shows respect for them as a person.

• Rigid Policies: Flexible scheduling and telecommuting are more common and important than ever before. In fact, these days, flexible work time is expected. So, consider updating your policies.

Above all else, make sure that employees have a clear understanding of the company’s mission and their position within it. After all, if they’re not working toward something of value, then chances are they won’t stick around.

An HR Checklist to Close Out the Year

It’s that time of year again – open enrollment. It’s a challenging time that consists of tracking people down and reminding employees over and over again that the year is almost over and that they need to get their houses in order!

So, let’s try to make the chaos of it all a bit easier, and take a look at some things that you can do now to address those year-end housekeeping items:

• Plan Ahead – Crunch some numbers, and gather data you’ll need for the new year like retention and turnover rates, training costs, etc.

• Update Policies – Make sure all policies and procedures are up-to-date. Tag anything that needs an update, including language, and follow up after the first of the year.

• Spending Accounts – If you need to notify employees to spend their FSA dollars, then do so. Otherwise, determine whose rolls over, and who’s using the grace period.

• FMLA Notices – If appropriate, review and renew any existing leaves, inform staff, and restart the clock to begin counting time utilized.

• Divide – Ensure all files are separated appropriately, like one section for personnel, one section for medical information, etc. And, audit to make sure all collected information is still relevant.

• Vacation – Instead of waging war over vacation days at the last minute, send out planning calendars to let staff know that they can start calling dibs on preferred dates after the first of the year on a first-come, first-served basis.  

• Calendars – Start organizing your calendar now for the coming year, and set reminders for everything from evaluations, to training, certifications, contracts, etc.

• FMLA Notices – If appropriate, review and renew any existing leaves, inform staff, and restart the clock to begin counting time utilized.

Stay ahead of the chaos as you close out the year, and tick off the items on this checklist for a stress-free start to the new year.

What HR Managers Need to Know About Corporate Holiday Parties

As holiday season is in full swing, and with it the holiday parties, it’s an important time to remember to be mindful, and celebrate responsibly among your peers and colleagues. So, as you plan your holiday work gatherings, here are some tips and lessons learned from expert HR managers to help guide and create a safe, happy holiday celebration for all:  

• Don’t require attendance.

• Remind employees that normal company rules of conduct apply during the party.

• Designate someone to monitor the party and coordinate with event staff.

• Check with your insurance broker about your business policies regarding alcohol-related exclusions.

• Watch the alcohol. Most holiday party misconduct happens when alcohol is served, especially when self-served.

• Don’t host a BYOB party. Hire trained professionals to tend bar.

• Be sure to provide non-alcoholic beverages, like water, tea, soda, etc.

• Consider a week-night celebration. This way, employees are less likely to binge.

• Avoid putting out punch bowls that could be spiked with alcohol.  

• To prevent drinking from being the focus of the party, provide food and entertainment.

• Consider hosting your office party off-site at a professionally managed facility with hired and trained bar staff.

• If the company is providing alcoholic drinks, consider issuing drink tickets in order to limit consumption so that things don’t get out of hand.

• Shut down alcohol service at least one hour before the party ends, and set a solid agenda for the night’s festive events.

• Arrange for designated drivers to be on-site.

• Avoid decorating with mistletoe. It could unintentionally lead to all sorts of harassment issues and complaints that will be plopped on your desk in the morning.

Make sure that you know your company’s liabilities before planning a holiday party to keep everyone full of cheer and safe this holiday season.

The True Talent of Human Resources Officers

Among the workforce, there’s an ongoing war for talent. But, is the problem a lack of qualified candidates or a lack of appropriate resources and respect given to HR professionals? The answer is the latter.  

Did you know that most HR professionals don’t report to a CEO? Did you also know that most HR professionals operate with little to no budget? It doesn’t seem possible does it, but this is all true. Most CEOs say that human capital is one of their toughest challenges. That’s why HR professionals are the true hands to CEOs. However, HR is often at the bottom of the list when it comes to function and priority within a company, despite the intense war for talent and challenges that come with hiring and retention. So, how can we reconcile this discrepancy?  

The chief human resources officer is one of the most essential and strategic roles for any company and is the executive hand to the CEO. They are the true power behind an organization’s leadership and overall ability to function and succeed. They are the ones who influence smart decisions, and without them, it’s nearly impossible to have access to the best insight into your employees or work culture. It’s even harder to bring in the necessary talent that you need to succeed without their vision and guidance.   

When you hire a chief human resources officer, you hire your right hand and essentially the driving force behind your company. A great HR professional will take risks when values are compromised and turnover is high; they find and call out the issues as seen and take action. They make strategic decisions for the betterment of the company based on the integrity of the values, mission and people within a business to encourage and advance culture, output and goal orientation.   

It is for all of these reasons and more that your HR leaders need support. Any hindrance to them is a hindrance to your company as a whole, as you’re only as good as the people who work so hard to create your brand.

HR Technology That Will Connect You to Top Talent

Most often, employee turnover rates are due to bad hiring decisions. And, unfortunately, those decisions can cost businesses thousands of dollars in recruitment and training costs, not to mention time. That’s why connecting with and hiring top talent is crucial to a company’s success, though it can be a challenge. Recruiters face tough time crunches, budget hurdles and more that all affect the hiring process. Fortunately, those who are implementing more HR technologies can streamline the process and better connect with qualified talent, instantly. Here’s a look at some of these technological resources HR professionals are using to make a splash:     

• Social Media – Most job candidates these days prefer to use social sites like LinkedIn to job hunt, and this trend is only growing. Social media is a great way for businesses and job seekers alike to connect, as it breaks down those cold, mechanical barriers and shows brand personality to better attract candidates to a position that might otherwise read as bland in any other form. It immediately encourages open engagement and open lines of communication.  

• Email - Email is used within all businesses as a means to communicate with fellow employees, but it’s also the main way to communicate with potential applicants in this day and age. For HR professionals to truly win over interested candidates beyond simply receiving an application, email is encouraged as a means to keep an open and informed line of communication throughout the recruiting process, as it’s just as important to let candidates know where their application and efforts stand so as not to waste their time. This encourages confidence and future correspondence.

• Mobile – Today, most job seekers use their smartphones to look for opportunities on the go. So, is your HR team able to function and advertise in this new realm? Roughly half of career pages aren’t yet optimized for mobile devices, which leads to missed opportunities and qualified candidates.   

It’s time to embrace technology as a primary resource for recruiting and communicating with top talent.  

5 Interview Questions You Must Be Prepared For

Interviewers have a finite amount of time during the interview process in which to assess whether or not you might be a good fit for a position. Due to this time crunch, most interviewers have a standard set of questions they ask to learn as much about your background and personality as possible. Fortunately, you can prepare in advance for the most commonly asked questions. Here’s what you can expect and how you can answer to impress:

• What are your short and long-term goals? Employers want to know your level of ambition and whether or not your goals fit the role. So, respond with how you’d like to help the organization in the long-term and how that aligns with your personal goals.

• Why are you leaving your current position? Employers want to know if you’d be happy in the available role and whether or not you respect your current employer. So, share what you appreciate about them, keeping it positive, and what you’re looking for in the next opportunity.  

• What are your strengths and weaknesses? Employers want to know what you do well but also where you can improve. This is a sign of emotional intelligence, so don’t try to skirt around the question. Give a real, honest answer.   

• What do you like or dislike about your current role? Employers want to know that your interests align with the position. So, know the role, and never respond with negative characterizations of your employer or coworkers. Simple describe your likes and/or dislikes of the job itself.

• How did you handle a situation that didn’t go as you’d hoped? Employers want to know how you solve problems and handle stress. Answer with an example of how you were able to calmly and efficiently handle a situation using your insight.

With preparation, you’ll be sure to nail your next interview.