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The Six Skills Hiring Managers Really Expect of You

StrategyDriven Professional Development Article |Hiring Manager|The Six Skills Hiring Managers Really Expect of YouJust when the unemployment numbers were looking pretty good, along came the COVID pandemic. The result: millions of people are out of work, trying to make ends meet and wondering how they’re going to land their next professional role.

To make matters worse is with so many people out of work, landing your next job just became that much more difficult because the competition is fierce. Even those applicants who are highly qualified are struggling in their quest to land that new position.

The good news, however, is there are things you can to do help yourself standout. There are many characteristics that hiring managers look for in candidates that go way beyond your qualifications.

Here are six things to remember.

They don’t expect you to be perfect

Think about the last time you went on a job interview. You probably spent hours picking out the perfect outfit, preparing the perfect answers and put together the perfect looking resume. Hiring managers do expect a lot of things, but contrary to popular belief, one thing they do not expect is perfection. In fact, one typo on your cover letter, taking a little longer to respond to a question or other little imperfections shows them that you are human.

They are looking for someone with high EQ (Emotional Intelligence)

Being smart in the traditional sense is all well and good, but how do you interact with customers and colleagues? Do you think before you speak? Are you empathetic toward others? Do you make your point known or go with the crowd? EQ has become the new IQ and it is here to stay.

The most important skill they want you to have is being a problem solver

There are going to be many candidates who are just as qualified as you. The most important skill hiring managers look for is what you do when things go wrong and the pressure is on. Will you have a meltdown or be able to think of a potential solution with the resources available to you? Be ready for the question: Tell me about a time when things didn’t go according to plan and how you solved the problem.

It’s not what you say but how you say it

There will be many candidates who are well-qualified for the position. One characteristic that hiring managers look for is presentation skills. In other words, do you speak with confidence? Are you passionate? Do you offer personal experiences and stories to back up your point? Are you persuasive? Do you make and keep eye contact? How you speak is just as important as what you say.

They expect you to have some knowledge about the company

Do yourself a favor before you go on any job interview: learn a little about the company. You can be the most qualified candidate in the room, but if you show up and don’t know anything about the company, it shows that you are unprepared and leaves hiring mangers wondering just what kind of work ethic you really have. Familiarize yourself with the background of the company, what the current market is like, who the key people are and who are the company’s biggest competitors.

They expect you to send a thank you note

Sending a thank you note after your interview is always a good tactic. This must be done within 24 hours of your interview. It shows the recruiter that you appreciate the time he or she took to conduct the interview, and it also shows a lot about your character. It reveals how you may interact with clients and colleagues.

The takeaway

The job market is very competitive right now and candidates have to do everything in their power to land their next role. This means paying attention to the finer details and honing in on what recruiters and hiring managers are looking for. It also means really focusing in on your people skills. To be the next hire, you have to be the total package.


About the Author

Angela Civitella is a business leadership coach. She is founder of Intinde. www.intinde.com

Tips For Hiring In A Business

StrategyDriven Talent Management Article |Tips for Hiring|Tips For Hiring In A BusinessHiring staff is important and relevant to any business. How much of it depends on what you need for your business. Too many staff and you run the risk of being financially vulnerable, too few, and you restrict the ability to grow and thrive. Here are some tips for hiring in a business.

Know What You Want

It’s good to know what you want when it comes to hiring. If you haven’t got a job description outlined, then it can be a case of drawing in the wrong people, and then you end up starting all over again. It’s important to have your wants and needs in the job description and to have the role cemented before it gets distributed to relevant job boards and agencies. If you can be more precise and on the mark in the initial stages of hiring, then you reduce the risk of wasting everyone’s time and finding the right person. The last thing you want is to end up with someone who was never the right fit because you didn’t have all of the skills or duties of the employee outlined properly.

Assess The Skills & Experience Needed

Regardless of the company, the size or what industry it’s in, the skills and experience are an important part of the hiring process. You want to make sure that the person you’ve picked is capable of doing what you need them to do within the business. Whether you’re looking or plumbers who’ve taken plumbing programs for a handyman services platform or getting a new building manager, skills and experience are relevant. Just like the job description, it’s important to access what’s needed and to make sure that when you’re going through resumes, you’re getting rid of any that don’t match the criteria you’re after.

Look Out For Personality

Personality is just as important as the person fitting the job description. They need to be able to fit in with the company dynamic and they also need to feel like they are right for the company. If you’ve got someone that’s lacking in the company’s type of personality or doesn’t fit right, then it can cause problems with the rest of that staff and how overall atmosphere. So when it comes to hiring, be sure to get to know the person you’re interviewing, who they are, and what they enjoy outside of the workplace.

Introduce Existing Staff

Your current staff plays an important role of the hiring process because like mentioned above, the person you’re recruiting has to suit the team. With that being said, it’s worth introducing your team or an existing member of staff to the final few you’re interviewing. This can help to understand whether they’ll fit in properly and what the existing staff thinks of the individuals on a personal level. You don’t need to agree with their thoughts, but they are there to help come to the right decision overall.

Hiring in a business can be a challenge, and so it’s important to take it seriously and be detailed in your search.

How To Check Out A Potential Employee Before Hiring Them

StrategyDriven Managing Your People Article |Hiring An Employee|How To Check Out A Potential Employee Before Hiring ThemWhen you are hiring an employee and looking through applications, you need to check that they have the relevant experience and qualifications to do the job. Once they get to the interview stage, you will also be trying to get a feel for whether they are a good fit for the company and whether they will work well with the rest of the team. If all goes well, you may decide to offer them the job. But there is one more step that you need to take before that.

Even if a person seems great on the surface, you don’t really know much about them, which is why you need to conduct background checks to ensure that they are reliable and they are not going to endanger your business in any way. If you are unsure what you are looking for, these are some of the things that you need to check.

Employment History

Looking at somebody’s employment history is a good way to get a sense of how reliable they are. If they only stay at jobs for a few months and there are a lot of big gaps in their employment history, that is not a good sign and they are likely to let you down. If you click here to visit this website, you can request copies of employment records so you can check that there is nothing to be concerned about. If there is something that you are unsure about, you should always ask the candidate. They may have a reasonable explanation and that is fine, but if they do not, you should reconsider your decision to hire them.

Social Media Check

A person’s employment history gives you a clearer picture of their professional life, but you should also check out their social media pages to see what kind of person they are outside of work. If you see any evidence of illegal activity on there, for example, you know that this person is not a good hire for your company. It can also give you some insight into their personality and help you decide whether they will fit in with the rest of the team.

Criminal Record Checks

Employment history and social media checks help you to get a feel for the kind of person that you may be hiring and they are important. But criminal record checks are even more important because they are a matter of safety. It is your responsibility to ensure that all of your employees are safe, so you need to avoid hiring anybody that has a violent past and could pose a safety risk. A criminal record check will let you know about any previous convictions, and even though you should not necessarily discount everybody with a criminal record, it is important that you make an informed decision.

Credit Checks

Credit checks are becoming more common during the hiring process because they can be an indication of how reliable a person is. If somebody has terrible credit, that suggests that they are not the most reliable person in the world and you should reconsider hiring them. Don’t base your entire decision on this, but it is something worth looking at.

As long as you do these important checks on a potential employee before hiring them, you can ensure that you are making the right decision.

Employee Onboarding Trends That Every Employer Should Know In 2020

StrategyDriven Managing Your People Article |Onboarding Trends|Employee Onboarding Trends That Every Employer Should Know In 2020Human resources are undoubtedly the most vital resource for any organization. A talented and dedicated team can drive success for your business, so it definitely makes sense to go the extra mile with your recruitment process.

Having a good onboarding strategy is equally significant because it ensures retention of the resources you choose with a great deal of hard work. While having a robust onboarding process is the best way to get started, you need to follow the latest industry trends to deliver outstanding experiences to the new hires. Here are the employee onboarding trends that every employer should implement in 2020.

Trend #1: Preboarding

A lot goes on for the potential employee after accepting the job offer. There is stress and anxiety of course, in addition to the fact that they may have some competing job offers. These could lead to the new employees changing their minds and not showing up. No wonder, preboarding is emerging as a key trend in the recruitment industry. The objective of this process is to keep the potential employee engaged for the period between the date of offer acceptance and the first day of work. It involves connecting and reconnecting with the hires during this period so that they feel engaged and excited to be a part of your organization.

Trend #2: Personalization

Another onboarding trend that is making it big for recruiters is personalization. A personalized onboarding experience makes new hires feel connected and builds a comfort level right from the start. Though creating such experiences can take some effort, it pays off in the form of accelerated employee productivity right after joining.

Bringing personalization in onboarding workflows involves consideration of factors such as role, location and seniority of the recruits and designing the process accordingly. You can deliver specialized onboarding material and training sessions that are tailored to the needs and expectations of the recruits.

Trend #3: Automation

Onboarding is a humongous task for HR managers as the process has multiple steps and processes involved. The stress of managing them seamlessly is massive and they can end up wasting their precious time as well. Now is the time to look for an HR platform with onboarding features to automate the entire process. Though you will have to make this one time investment, it can translate into extensive savings in the long run. Automation is one trend that no organization should miss on, regardless of its size and scale.

Trend #4: Socialization

The human aspect is undeniably the most important part of onboarding. Positive social relationships at work should be encouraged as they drive employee engagement and the likelihood of staying with the employer. New hires, in particular, are likely to feel more comfortable in the new environment if they make friends with their colleagues.

It becomes important to embed socialization in the onboarding process and you should definitely embrace this trend for 2020 and beyond. The buddy system is one of the approaches you can incorporate within the program to encourage socialization.

Trend #5: Mentorship

New employees often struggle with finding someone they can turn to for good advice on key matters such as company culture, work expectations and initial stress. Mentorship is a trend that most of the organizations have adopted today to resolve this challenge for the new hires. A mentor is essentially a person in a senior position who can guide and advise the new employee to make their initial journey a smooth one. Since this person knows the company inside out, he or she is probably able to help the recruit to blend within the setup and culture of the organization.

Trend #6: Feedback

Businesses often go a long way with employee satisfaction surveys to get feedback on the existing system and find ways to improve it. In the recent time, feedback has become a significant part of the onboarding process as well. After all, you would want to know how satisfied the new employees are with the program and what is their likelihood of staying with the company and recommending it to others as well. Just building a new employee feedback system will not help; you need to understand the issues and address the gaps to improve the system as a whole.

These innovative trends have huge potential when it comes to improving your onboarding process. Not implementing them can put you behind in the race and you may even lose the best talent out there. So you must make all the efforts to align your program according to these trends.

How to Improve Your Human Resources Department: 5 Key Steps to Success

StrategyDriven Managing Your People Article |HR Department|How to Improve Your Human Resources Department: 5 Key Steps to SuccessIf you run an organization, one of the most important departments is human resources. The HR department is responsible for all aspects of your workforce, whether it be the hiring process or providing opportunities to develop for existing staff members.

When you consider employees are what keep the wheel turning, their competency and happiness are what determine if a business will succeed or fail. If your staff members don’t possess the necessary skills to do the job, this will impact overall productivity levels. If they are unhappy, they will be less inclined to work hard and may seek alternative employment.

To ensure these problems are limited, you need to maximize your company’s HR. Thankfully, this handy guide is here to help. From applicant screening software to reward programs, here are five key steps to improving your human resources department.

1. Picking the right person for the role

When in the process of hiring, every business wants to acquire the perfect individual for the job. Sadly, doing this is far from straightforward. Browsing someone’s CV and conducting an interview can only tell you so much about a person.

There are, however, certain steps you can take that will increase your chances of securing the right recruit.
This starts with pre-employment screening. With the assistance of applicant screening software, you can easily take a closer look at a potential employee’s background. You gain insight into their possible criminal record, driving history, and so much more. It also provides the ideal opportunity to analyze a candidate’s CV and see if it contains any inaccurately reported information.

The interview process should also be meticulously planned. Ensure your HR department asks all the right questions, and even plan a relatable activity to gain a better understanding of their skillset.

2. Make your expectations clear

Before the HR department brings an employee onboard, it’s important to create a set of rules that each hired person needs to follow. By doing this, you are establishing the expectations of the business from the outset.

Why is this important? Well, sometimes, no matter how refined your hiring process is, a less-than-desirable employee will be brought into your business. If they have trouble following the set rules, you have the grounds to discipline them.

3. Allow employees to grow

If a worker remains in the same position for years and years without any change, their motivation will soon start to drop. One way of avoiding this from happening is to allow your employees to learn and grow.

Your HR department should arrange opportunities that provide the chance for them to develop both their personal and professional skills. This can be done with, say, online courses or local classes.

There are two big reasons why you would want to help employees grow. First of all, your workers will have the incentive to continue to work for your business and climb the career ladder. Secondly, your organization benefits from the added skills they now possess. It’s a win-win situation.

4. Feedback and analyzing performance

If the HR department fails to keep track of your employees and how they’re feeling, this could prove to be a disastrous mistake. They might have concerns bubbling under the surface which are making them unhappy, or their performance might not be matching expectations.

While this could be done by frequently meeting with every employee, this is far from the most efficient option. Instead, specialist HR management software makes the task an easy one. Workers can communicate with ease, and the HR department can keep all information in one place.

5. Rewarding work

Employees like to feel appreciated. While this can be achieved by praising work on a frequent basis, there’s a more effective way to motivate your workforce: rewards.

Your HR department, for instance, might decide to do a weekly competition for the top salesperson. Or they may arrange a group prize for when a department completes a task on time.

These rewards don’t have to break the bank. They could be as simple as free movie tickets or a gift card but it could provide the extra encouragement to work harder.

Conclusion

Your human resources department should never be overlooked. With great HR, your entire organization will function with greater efficiency and productivity. It will also help to retain employees, which means you no longer have to continually hire, train, and familiarize workers with your business. The end result: your business saves money and becomes more profitable.