Category Archives: Quick Reads

Recruiters: 8 Things Job Seekers Want from You [poll results]

There is a lot of concern about what business owners and job-fillers are looking for. However, less ink is spent on what potential hires are likely to go for themselves. There are enough openings that not every “help wanted” plea is answered. Nor is every interview taken an interview that a potential hire is excited to follow up on. If the idea is to get these potentially valuable recruits on board, it’s a good idea to know what draws them and what turns them off. Potential hires want to know what they are in for, not just what could be, but what is likely to be on the worst day. They want to understand what their possible job entails and to have it explained in clear language. They want to know if they are in the running and to know if they are unsuitable as soon as they can. Timeliness is doable in the age of computers and very much appreciated. Regarding the interview, candidates would like a less wooden approach then “tell me about you,” followed by a dead-pan expression. Points, for showing that the interviewer took the time to read through the application, or resume. Courtesy and respect is appreciated. Offering a meal, or at least a beverage, for someone that came a long way is simply decent and professional. A last thought, if phoning, make sure that caller ID gives the potential hire a company name and not simply “unknown caller.”

Read more: https://www.hrbartender.com/2018/recruiting/recruiters-things-job-seekers-want/





Organizational Talent Pools: 4 Steps to Developing Employees

When the economy is better, unemployment goes down and the number of people trying to get into a company logically gets much smaller. Under such circumstances, it’s sound policy fiscally, and also in a managerial and HR sense to start grooming the workers you already have to take on greater, different, and more varied responsibilities. Businesses can accomplish this through talent pools. Talent pools are groups of targeted individuals. Logically, they are likely to be go-getters, folks with acumen, scope of vision and skills. But, in truth a talent pool isn’t merely about talent. Such a grouping is a way to cull a carefully select group of individuals that see eye-to-eye with the goals and values of the business. In this way, such a pool also addresses concerns about succession, even while its busy finding people to fill various job slots right now. If your company lacks a talent pool, devise one by using the intake data culled for each employee upon entry. Use that data to find those individuals that fit the skill-set specific to the organizational needs, which should be clearly set out in the company manifest. Look for gaps, that is skills and know-how not already noted in the talent available and then set up scholastic modules and peer-to-peer mentoring sessions. This will ensure that the right individuals get the skills and education they need.

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How to Find Mentors Who Will Support Your Goals

Mentors can provide a valuable source of advice and guidance for your career. They can help you with learning about new options, such as the various Capella University’s Human Resources degree programs, developed and promoted in concert with the Soviet for Human Resources Management. These mentors can help you learn about Capella’s many scholarship programs, and about the delicate balancing act needed to maintain harmony between work, education and family while earning your Capella University degree.

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6 Tips For Organising A Great Corporate Event

A corporate even, whether designed to pull in new clients or hires is a hugely important undertaking that you will want to get precisely right, as it introduces the corporation to those you wish to impress. And to succeed at being impressive you need to keep some things in mind. Cost analysis is key. Put down every single item from venue to food that will be needed to create the event. Moving forward is impossible without a realistic certainty of what things will cost. Always plan with the type of event and the people being hosted in mind. Will they need reading material, time for discussion etc? Remember to pick a sufficiently large and commodious venue and to get a supplier on board early. Have a schedule for events which attendees can access. Also consider a presenter for added learning value.

Read more: http://www.saxonsgroup.com.au/blog/leadership/6-tips-for-organising-a-great-corporate-event/





How To Eliminate Your Single Point Of Failure

A single point of failure event refers to any event that halts your business, that arises grim a relied upon business component failing. The component could be hardware, software, internet access, electricity, phone lines etc. The failure need not be technological. The failure could be the sudden departure of a key employee. The important key to dealing with a single point of failure event is preparation. Cataloguing all such possible events is acutely important even for small businesses. It’s important to gather all contact numbers and back up policies germane to these perceived threats. The list should be available in hard copy. IT and any other important agencies and entities need to be on board to devise plans that ensure that all failures are dealt with as soon as possible, so that businesses can go forward smoothly.

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