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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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Resume Building Mistakes - Common Resume Errors that Damage Your Chances of Getting a Job!
February 9, 2008 | Author: admin | Filed under: Resumes
Are you looking for another job? Maybe something that will advance your career? Or maybe you see the handwriting on the wall, the company is thinking about downsizing, or they just lost a vital contract or customer. Before you start putting your resume together don’t make these common mistakes that can cause you resume to be rejected and with it your chances of landing the ideal job.
Your resume and cover letter are judged by their layout and content. By avoiding common resume formatting and content blunders you put yourself into a better position to become a viable candidate.
Writing a chronological resume is the preferred format. A functional resume is more difficult to determine when you worked where. If used to try to hide gaps in your employment history, work hard to come up with another strategy to deal with this issue. You can list the reason for the time gap in your cover letter and still build an effective chronological resume.
If you worked for an organization that may not be a brand name failure to include a brief description of your past employer is a no, no. Include the full company name, industry, size (sales, number of employees) and locations are important to provide the hiring manager a proper context of your prior employers.
By emphasizing job duties over achievements the prospective employer has no way of determining your possible value. Always use quantifiable figures to back up your achievements. If you don’t know the exact figures use reasonable estimates. Be prepared to discuss how you accomplished your achievements in greater detail at the telephone or face-to-face interview.
Don’t ignore gaps in employment. If out of work for an extended period of time list it in your resume or cover letter. For example, a friend who was out of work for over four years caring for his aged mother began accounting for the time in his resume and he went from no interviews to three in the first month after he made the change.
It’s surprising when talking to HR managers how many applicants do not follow the employer’s instructions on the method required submitting the resume. Almost without exception the improperly submitted resume will be rejected.
Many resumes contain irrelevant information. Do you need to include you high school GPA, if you have a college degree? Leave out possible controversial professional or outside affiliations. Concentrate on you history of successes and other qualifications that will qualify you for the job.
Resumes that contain too much detail are destined not to make it to the top of the pile. Detailed descriptions of every job-pizza delivery while in college-can be consolidated into a brief paragraph.
So if you are starting to build your resumes here are the things to be aware of to draft the winning resume-stay away from functional resumes if possible; don’t forget to include some basic information on prior employers; deemphasize job duties and quantify achievements; account for gaps in employment; carefully follow the employer’s resume submission instructions; eliminate irrelevant information and get rid of detail if does not support your qualifications for the job opening.
Following this outline will keep you from making resume content and formatting errors that have resulted in instant rejection of many otherwise qualified job applicants.
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John Groth is a Career Coach and former HR executive. On his site find Career Advancement Ideas, valuable articles and a Free seven day career planning guide. Discover up to date career and recruitment strategies at our Resume Writing Tips; all to assist you in advancing and managing your career. |
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