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Using Recruitment Metrics in Getting the Right Candidate
October 28, 2008
A company’s main asset is its workforce. It goes without saying that when a company needs people, it needs to get the right people. Otherwise, productivity would be compromised and expenditures increased. As it is the HR department’s responsibility to hire people for the company, it is their job to protect the company from these possible losses. The HR recruitment staff cannot just accept nor discard applicants without just measure. Thus, recruitment metrics comes about.
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Are You Spending Too Much Time Focusing Recruiting Or Retaining?
October 28, 2008
Companies spend too much time focusing recruiting rather than on retaining.
The rule is no longer if your employees leave it is now when will they going to leave. How many times have you spent hundreds to thousands of dollars in hiring and training an employee only to discover that they leave.
Why do they leave? Experts in this field will say because…
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Management Training - The Dirty Little Secrets
October 26, 2008
I am often asked if training really works. The answer is yes and no! Here’s why.
Sometimes, unless a training is made mandatory, those who need it the most will choose not to attend!
75% of the learning goes on after the employee comes back to the job. Said another way–employees will forget most of what they learned unless it is reinforced on the job after they come back from training.
Too often people are sent off to training in the hopes that they will get “fixed” when in fact if the training doesn’t incorporate good adult learning principles and isn’t seen as relevant from the trainee’s point of view, it will fail.
Employees are sometimes sent to training for specific skills when the real problem is attitude…ahem…I mean lack of professional behavior problems. -
Why Would a Business Want to Use a Temp Agency
October 24, 2008
Companies may wonder why they should hire an hr consulting firm, i.e., a temp agency, to locate quality employees.
In a highly competitive corporate world, knowledgeable help can mean the difference between a constant influx of clients and bankruptcy. Statistically speaking, every disgruntled customer that leaves your establishment equals seven or more people who won’t give you a chance based on word of mouth.
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Sexual Harassment Training
October 23, 2008
Sexual harassment is defined as unwelcome advances, verbal or physical conduct of a sexual nature, seeking sexual favors, or inappropriate sexual interference of a person’s workplace or work performance.
What Law Says
Legally, sexual harassment is a violation of Title VII of the Civil Rights Act of 1964 - it is a form of a sexual discrimination. The act applies to a workplace where more than 15 employees work; this includes local, state, and federal workplaces as well as private sector businesses.
Part of doing business in civilized society requires that all employees have an understanding of responsibility in regards to appropriate behavior in the workplace. Harassment of a sexual nature can be curbed substantially-if not entirely eliminated-from the workplace by having complete and adequate knowledge and training.
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Hiring Expats For Work
October 19, 2008
Anyone engaged in business today recognizes the rising costs of labor as one of the major hindrances to expansion. While there are several ways that this issue is being addressed, one of the most viable is by hiring expat workers.
There are numerous advantages of having expats in your workforce. The first is that they are not difficult to find. There are now, in such countries as New Zealand Canada, Japan, the United States, several thriving expat communities. Undoubtedly there are also several more in other nations.
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Writing The Best Resume - It All Starts By Correctly Answering One Important Question
February 8, 2008 | Author: admin | Filed under: Resumes
The best and most effective resume starts by asking yourself the question, “What exactly does the employer want when they hire someone for the job I’m looking for?”
Do you have what the employer needs? Look at every thing. What have you done that will fill those needs. Obviously past work counts, but don’t overlook education including self-study, possible volunteer work, hobbies and travel. This sort of thinking is the foundation of a great resume that will result in the all important interview.
The actual writing of the resume is important, but excellent writing by itself will never overcome your failure to understand what the employer wants. By positioning yourself squarely in the center of the employer’s needs you will assure that your resume elicits a positive response.
Here are some pointers to make sure you clearly answer the all important question: “What does the employer want…?”
1. Emphasize you strongest asset compared to the employer’s need. If your current job makes the best case, put it first. If your education is strongest, list that first. De-emphasize anything that may detract from what the employer wants. If you’ve changes jobs often, for example, put the dates on the bottom right with a brief mention of what you did in each job. This will minimize their impact.
2. Organize your resume that presents your strengths, relative to the employer’s needs, as powerfully as possible. Employers generally prefer that you start your work history with your current job and work backward. A good practice if your prior jobs contain the most relevant experience, is to group positions by category, and then lead with the most relevant.
If you go with a non-chronological style of resume, include a separate work history section that briefly lists all job titles, organizations and dates of employment. This should satisfy most employers.
3. List your job goal that emphasizes what you have to offer the employer rather that what you want. You aim in writing the job goal is for the employer to quickly see that you are looking for a job that exactly fits the employer’s needs. Never make demands in your job goal or requirements such as “opportunity for advancement.”
4. Results, results and more results. Focus on outcomes as they are more powerful that listing responsibilities or activities. Achievements should be quantified whenever possible. Take credit for everything you’ve done that is relevant. Describe the results not how you did it. Save that for the interview.
5. Keep it brief. The employer will only allot a few seconds or a minute or two at most in reviewing your resume. A long rambling resume with lack of focus requiring the employer to dig for relevant information will be set aside. Try to keep the resume to two pages or less. Make it easy to scan. Eliminate unnecessary words using a telegraphic style, with short sentences, and keep pronouns to a minimum. Leave plenty of white space and keep entries and paragraphs to four lines or less.
6. Keep the resume simple in format. Avoid distracting fonts, graphics or pictures. Be careful about spelling, grammar and consistency of tenses. Use heavy stock paper and grey, beige and off-white are good colors.
7. Be sure to have information where the employer can contact you during business hours. If using an answering machine have a professional message. Change your email address if your current email is chickmagnet/at/funnynames.com or something similar.
8. Never, never lie on your resume. You can emphasize or de-emphasize aspects of your background to find the needs of the employer. This is a legitimate approach but everything on you resume must be true.
Finally, be flexible and realize constant revision of your resume will be necessary. As your job hunt continues you will learn more about what the employer’s want and you will want to position yourself to reflect you new insights. Keep asking the question on what the employer wants and you will be well on your way to the next step-the interview.
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John Groth is a Career Coach and former HR executive. On his site find Resume Writing Tips ,valuable articles and a Free Job Hunting Guide. Discover up to date career and recruitment strategies at our career planning ideas all to assist you in advancing and managing your career. |
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