Is it a Job Interview or Not?

by blogadmin 14. June 2019 02:25

In a house, a solid foundaation is essential to hold the structure in place. Like a house, a strong foundation of sturctured interview questions can help hold or maintain control over the interview so that you are effectivley evaluating the candidate.

Some companies prefer to conduct interviews in a less formal manner with no structure or set questions. They treat the process like a conversation, asking each candidate different questions and relying on gut feel to guide the questions they choose. Whilte this style is beneficial in putting the candidate at ease, if it becomes too relaxed, you can lose the ability to make the best selection.

Structured and consistent questions have the benefit of helping you properly evaluate all the candidates against each other. They also help avoid inadvertently bringing bias into the process.

Helping the candidate feel at ease is also improtant and this can still be accomplished within a structured interview format. As the candidate responds to questions, the interviewer should listen carefully and if need be, ask additional clarifying questions for better understanding. It's these additional questions that can help put the candiadte at ease by allowing him or her to expand on a subject and share more information.

 

Is Your Team The Perfect Blend?

by blogadmin 29. April 2019 02:25

"You don't get harmony when everybody sings the same note." ~Doug Floyd

 A number of years ago, a good friend and I were asked to prepare some punch for an event. We had talked about what type of punch to serve and decided that we would take every type of juice we could think of and mix it together. We were sure it would make a tasty, healthy punch.

Yes, it turned brown and muddy! The flavor was good, however, as some did venture to try it! We realized we had spoiled the beauty and color of the individual fruit by trying to mix it with every bottle we had selected for the punch.

The same method could be a mixed result with people. When we draw on each other's strengths, our team is enriched and it works well. But if we try to mix everyone together to come out with one style or one approach, we lose the very characteristics that made each individual stand out. Appreciated should be the unique perspectives that people bring to the team. Results will show how your organization's work will be enriched and fruitful! 

 

Do Your Employees Feel What They Do Matters?

by blogadmin 8. April 2019 02:59

Increases in technology and employee management strategies have driven home an important point: EMPLOYEE ENGAGEMENT is important to business success, but yet woefully ignored. Gallup reports only 15 percent of employees worldwide are engaged in their jobs. A bit of good news is that American workers are twice as likely to be engaged, but even so, that leaves 70% of employees who are disengaged at work.

The cost of disengaged employees to US businesses is a staggering $350 billion per year. To put that in perspective, for every unegaged employee on staff you business will lose $2,246 per year. Disengaged employees take more sick days, miss deadlines, cause customer complaints, and complain. Turnover rates are higher when employee engagement is low, morale is low, and engaged employees find it difficult to work to their full potential.

Here are 5 trends that Human Resources Today expects to see gain traction in 2019:

(1) Do you provide purpose? It's often overlooked, but employees need to feel what they do matters. Not only millenials, but the iGeneration want their work to have purpose. Capitalize on this by ensuring employees understand company values, and how their tasks-big or small-affect company success. Recognition is closely related to feelings of purpose and boosts employee engagement.

(2) Do you focus on employee experience? Employee experience relates to everything the employee does or feels on the job. Technology, corporate culture, workspace, and support systems all factor in to employee experience. Companies who cultivate employee experience have 4 times the average profits of their nonexperiential peers and see 40 percent less turnover. By treating each employee as customers, you ensure a better experience from the bottom up.

(3) Do you adopt professional development into your employment strategies? Technology is evolving at an ever-faster rate. AI, automation, augmented reality, and software advances are all changing the job market, leaving employees concerned their skills will quickly become obsolete. Deloitte Insights reports traning and development rank as the number one job driver for employees under the age of 25 and number two for up to age 35.

(4) Do you provide performance feedback quickly to your employees? Traditional performance reviews were a trial for managers and a major stressor for employees. Today, the use of real-time feedback tools is key. Employees value feedback as it helps them perform better and improves their standing in the workplace. Effective performance managment helps employees align their personal goals with larger organizational goals, helping both employees and the company develop and grow.

(5) Do you commit to diversity and inclusion? Employees feel psychologically safe knowing their company is committed to fairness and equity. Companies who rely on diverse and inclusive work teams are more engaged, creative, and innovative. 

Personal Challenge:

Do your employees show up physically, emotionally, and cognitively every day? Are they enthusiastic about what they do and why they do it? Do they naturally find ways to excel and do you support them? Which of these questions have you answered yes? How about sometimes? How about no? Start with the no's and the maybe's this week. Outline a few initiatives and get engaged!

Have a great week! 

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