How to Effectively Manage Your Time between Work and Kids

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Posted on 30th July 2010 by Michael Gabriel in Articles

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Who says being a superparent is one easy job? It is already difficult to handle several work-related tasks. Most definitely, work becomes more daunting if kids are around. But that does not mean you can’t manage both huge responsibilities especially if you are armed with these tips:

1. Try to have a flexible schedule.
It is common for companies these days to offer telecommuting positions to their employees. You can do your job at home for a day or two and report to the office for the remainder of the working week. It is considered a benefit. But telecommuting is at hand to actually help firms cut costs. So it’s a win-win-win solution for you, the company, and your kids.

As a parent, having a flexible schedule will be an advantage to you as you can have some time with your kids.

2. Free your weekends.
When it comes to work, consider Saturdays and Sundays holy and free. These are the best times to go out with your family or simply bond with your children. You can watch their weekend soccer or basketball games, play videogames, read great books together, watch movies, and other activities you may never get to do when you are working. This way, you will also notice that you feel refreshed the following Monday.

3. Leave your work at the office.
If you are reporting to an office, make it a point to not bring any workload at home. Consider it a sacred place where you can relax. This also helps you free up some time before going to bed and talk to your kids about school and their personal lives. You will also feel de-stressed. If you really really need to bring your job at home, check tip number four below.

4. Consider working at home.
Check the Internet. There are already plenty of work-at-home jobs you can take. This allows you to set up a home office where you can immediately check your kids anytime you like. But you should still detach your working time with your kids’ time. You can do this by separating your workspace from the rest of the house. Have a wall divider or a customized door and tell your kids you should not be disturbed on a certain time because you are working. For more of this, read tip number five below.

5. Work when it is time to do so.
You will never get to have anything done if you constantly allow your children to disturb you when you are working. Unless it is an absolute emergency, make sure your working time is focused on the tasks at hand. This way, you do not end up extending your working hours.

6. Develop a schedule.
As much as possible, allocate a good time to be with your children every day. It does not have to be long. In fact, 1 hour is already enough. After all, the most important is the quality of time, not the quantity.

7. Be sweet.
You don’t have to do anything grand just to tell your kids you love them. Before going to work, a note posted on the refrigerator, a hearty breakfast once they wake up, or a short stroll on the park on the way to school will be enough to make them feel you have not forgotten them.

Check out our Hot Jobs section for the latest opportunities.

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mom-working-at-home

Opportunity with an Ice Cream Truck

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Posted on 29th July 2010 by admin in Articles

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This great and very touching story comes from ReThinkHR written by Benjamin McCall, an HR practitioner with specializations in Business Strategy, P&L, Change Management, OD, and Learning & Development.

I read an article in the Cincinnati Enquirer on Saturday about a 51 year old guy named David Tough. He drives an ice-cream truck for roughly 10 hours a day. He moved out here with his mother because she wanted to be closer to his sister.

He earns 40 percent of what he sells. On good days he has made about $250. But on the bad days, which seems to have occurred more than he would like, he takes in less than $100 (before taxes). In those cases, “You’ve just got to keep a cheery smile and a brave outlook.” Oh and he also has to take a cut out of his pay for use of the van…

Read the original article here: Opportunity with an Ice Cream Truck

Check out our Hot Jobs section for the latest opportunities.

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D.J.Tough

What Companies Are Looking for in New Graduates

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Posted on 28th July 2010 by Michael Gabriel in Articles

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If you are a graduate and you are still unemployed despite your fervent efforts, you may want to take a look at your resume and the career path you are taking. It is either the former is poorly made, or the latter is not the ideal one for you. It is also important that you are very much aware of what the companies are currently looking for in their employees. Like any relationship, employer-employee requires a perfect match.

Sandwich degrees are so much better.
It is already a given fact that having a degree or a certificate of completion gives you an edge over those who never made it to college or vocational school. However, those with sandwich degrees will fare much better. A sandwich degree is a course that provides at least a year of on-the-job training for students.

This is preferred by many employees since OJT training can already be counted as a working experience. They usually hire those who already know the ins and outs of their jobs and those who demand less training and less company expenses.

People skills are highly demanded.
Take a look at all the job ads. You will notice that virtually all of them need people who know how to speak, write, and listen effectively. Even if you are working behind the desk from 9 to 5, you still have to interact with your boss, colleagues, and even clients. You have to convey the right attitude and people-skill to everyone.

All it takes is initiative.
Companies do train their employees to do the job better. They will also provide troubleshooting tips when the going gets tough. Nevertheless, you cannot expect business owners to be always reminding their workers about a certain issue. Initiatives then come in. Those who show such trait on the job are often those who get promoted. This is because majority of employees with initiative also develop leadership and interpersonal skills. These workers also have a high grade for communication skills.

You have to be an IT-educated person.
Brick-and-mortar businesses are already adapting technologies to speed up productivity and improve accurate data. Every business maintains at least one computer. Thus, if you are computer illiterate, it will be very difficult for you to land a job. On the other hand, you are on a good head-start if you have intermediate or advanced IT skills. Therefore, it is best to pick colleges and universities that incorporate IT in their curriculum.

If you’re applying on a job that does not primarily revolves around IT (such as being an accountant, office clerk, HR manager, sales representative, teacher, and the likes), your computer experience does not need to be topnotch. As long as you know how to operate the machine, then you’re good to go.

Work ethics still matter.
In spite of the many changes in the workplace, certain things still remain. It is essential for would-be employees to honor working schedules, to show respect to their heads and fellow workers, to offer support to their subordinates, to follow the rules, and to never engage in office politics and gossip.

Check out our Hot Jobs section for the latest opportunities.

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graduate_students

Job Interview Etiquette: Mind Your Ps and Qs

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Posted on 27th July 2010 by admin in Articles

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Here’s another good article that comes from The Undercover Recruiter written by Jimmy Sweeney, the president of CareerJimmy and author of the “Secret Career Document” job landing system.

Manners are not only important at the dinner table (use your napkin, please), on the telephone (listen as well as speak), in a theater (refrain from talking during the performance), but also during a job interview. Yet many job seekers forget the importance of being polite. They jingle the change in their pocket, click their tongue, stare at the wall or at their lap, or cut in when the hiring manager is speaking…

Read the original article here: Job Interview Etiquette: Mind Your Ps and Qs

Check out our Hot Jobs section for the latest opportunities.

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handshake

Present Trends in Telecommuting

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Posted on 26th July 2010 by Michael Gabriel in Articles

So what’s up with telecommuting? Surprisingly, there are many. If you are considering becoming a part of the industry or you are already at it, you may want to pay attention to the current trends. In any kind of job, one of the best ways to keep your work is you must learn how to adapt. You may then want to check out the current trends below and see how you can fit in.

Over 100 million people will be telecommuters.
Based on the report by Star Workforce Solutions last January 2009, more than 100 million Americans will be telecommuters for the first years of the new decade. This statistic will continue to rise, and the days the employees are out of the office will become much longer.

More employers are considering telecommuting.
Despite the popularity of telecommuting, thousands of employers still maintain an office, and employees are required to come to the office every day. Business owners are just making sure that their staffs are working for them.

Well, starting this year it may be quite different. Over 48 percent of employers surveyed by Gartner in 2009 said they are planning of incorporating work-at-home schedules into their corporate lifestyle. After all, 23 percent of the respondents are confident they can look forward to lowering their office, electricity, internet, maintenance, and rental budgets.

Telecommuting will be added as a benefit to workers, similar to what big-time companies like Yahoo and Qualcomm have been doing.

There will be more green jobs available.
It is time to add one more expertise or field on your list: green jobs. Because of issues about climate change, global warming, and health and wellness – which are, interestingly two very huge industries these days – people have become more interested about going green. On the other hand, entrepreneurs want to tap into this growing niche market using the skills of telecommuters.

Employers will search for specialization.
Smorgasbord writers may want to start thinking which fields they do well. Employers will start looking for “specialists.” These are people who are considered experts in their chosen niche – and companies will be adamant in looking for proofs.

Competition has been tough among Internet marketers as hundreds join online commerce almost daily. To make sure they can get the most attention from Internet users, they have to offer something very unique.

Remote office centers will be more in demand.
Technologies play a big role in the flourishing of telecommuting, and with the continuous rise of demand from business owners, they need to have the right equipment and tools as soon as possible without spending a lot of money.

Thus, they operate in remote offices. These are similar to corporate buildings. The only difference is that telecommuters rent the space on hourly, weekly, or monthly basis. They can make use of the facilities – from the Internet connection to computers, printers and fax machines. Of course, they are given their own respective cubicles. This way, telecommuters can provide the best kind of service to their employers.

Check out our Hot Jobs section for the latest opportunities.

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ultimate-home-office

When the Relationship Does Not Work: How to Terminate an Employee

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Posted on 26th July 2010 by Michael Gabriel in Articles

Great talents are assets, bad ones are liabilities. Ask any company. They don’t want the latter. If you think you and the employee are a mismatch and the latter has many work and personal issues, it is definitely time to say good-bye. You have to terminate the person.

However, you need to be very cautious. Unlike romantic relationships, professional ones are usually bound by laws and contracts that you have to honor. Otherwise, you may find yourself in the middle of a lawsuit or even public scrutiny (just check out the case of Debrahlee Lorenzana).

To make sure neither of them happens, take note of these tips:

1. Verify the state laws.
There are policies and regulations that are created by the state and have to be followed by any kind of industry. One of these is that you cannot terminate any employee without a just cause. This means that you have to come up with enough evidence to justify the action. Else, they can sue you for back wages and even reinstatement.

Since the laws can be pretty complex, a lawyer can come in handy. You do not have to hire him or her unless you find yourself in a lawsuit. What you can do is to ask for a consultation.

2. Confirm the rules on the rulebook.
Termination is one of the many reasons why companies, no matter how small, should have a rulebook. This ensures that everyone knows the infractions and their possible consequences. Usually, employees are given warnings to mend their ways before they are finally terminated. First warning can be verbal; second warning can be written.

3. Document.
Again, you need to have a just cause. You can never have one unless you investigate and document. If the reason for termination is absenteeism, you have to keep a record of his or her attendance and a projection statement showing how his or her absence affected the sales and productivity of the business. You can also ask for witnesses to corroborate your cause.

4. Listen.
Employees should be treated fairly even if they are considered black sheep on the team. Before you fire someone, make sure that you have allowed the person to present his or her own defense. It will also keep you away from potential lawsuit.

5. Talk it over.
There is no easy way to say it, but you actually have to. Ensure that he or she understands the reasons for the termination, the effective date of termination, and the benefits and wages he or she can get after termination (if there is any). You also have to talk about the possibility of a rehire, though most companies do not do this practice. It is best to leave the conversation between you and the employee, as well as to his or her direct supervisor. Limit the news to a few people only as it can still be very hurtful for the terminated employee even if it is his or her fault.

6. Conduct an exit interview.
Exit interviews can provide you with plenty of information, including how to improve the productivity, skill, and motivation of the employees. Sometimes employee headaches are caused by lack of support from the company itself.

Check out our Hot Jobs section for the latest opportunities.

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FIRED

Old School Job Search Tips You Ought To Use

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Posted on 22nd July 2010 by admin in Articles

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Another great guest post comes from The Undercover Recruiter, written by Kevin Donlin, Career Coach and Columnist for the Minneapolis Star Tribune.

Some of the best employment advice you can get is as true today as it was back in your grandfather’s day. Here are three ways to find a job faster from two books published more than 65 years ago …

Real wisdom is timeless.

Read the original article here: Old School Job Search Tips You Ought To Use

Check out our Hot Jobs section for the latest opportunities.

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Old_school

Telecommuting: Is It Worth-it?

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Posted on 21st July 2010 by Michael Gabriel in Articles

How many people are actually telecommuting? Based on the data provided by Gartner Request, in 2008, there were around 25 percent of employees who prefer to work at home for the preceding year. Because of this current trend, many workplace experts, HR managers, and even company owners stated that in this decade, more will find their jobs and businesses at home.

There are plenty of reasons why many workers prefer telecommuting. Topping the list is the fact that it cuts back at almost everything: transportation, food, and taxes, to name a few. You also have more control over the amount of time you spend on your desk and your personal life. A lot of telecommuters gush about how much this trend allows them to pick or continue on their hobbies and meet friends and family for lunch or dinner. Telecommuting also gives you a chance to determine how much you want to earn. After all, as long as you work hard, you can earn much more.

However, not everyone finds telecommuting the ultimate utopia. As to why, you may want to take a look at the four reasons below:

1. You don’t enjoy certain benefits.
Yes, when you work in an office, you are taxed, report to work early, and sometimes have to deal with office politics. Nevertheless, you enjoy benefits too, such as insurance plans, free trips to other places, trainings and seminars, a well-designed cubicle, allowances, and even a pension account. Unless your boss is very generous—and such a rare breed—you will never get any of these. Your income will usually equal to how much effort you put on the job.

2. For beginners – you don’t have free time all the time.
If you are one of those who think you can grab beers every night with friends when you are telecommuting, well, you are up for a major letdown. It is not common for people to spend close to 24 hours on their desk, especially when they are basically starting out. They have to search for their own clients, do the projects by themselves, and build their portfolio.

3. You tend to get used to it.
Some people no longer meet up with their friends and family since they can easily update them about their lives in social networking websites such as Facebook. They do not have to sit down in cafes because instant messengers are already available.

Because of the deep attachment to the Internet, a number of telecommuters tend to get used to this convenient lifestyle and, in the process, let their personal relationships suffer.

4. Your job does not end.
When you are working in an office, you have the option to leave your work at the cubicle. You can put your papers at your desk so personal life begins once you leave the workplace. That is not the case in telecommuting. Your house will be your office for 24 hours a day, 7 days a week, and 365 days a year.

Is telecommuting worth it? Unless you share the same opinion as the list above, then it is not in your case.


Check out our Hot Jobs section for the latest opportunities.
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doglaptopbed

Career Chemistry: The Best Jobs for Six Personality Types

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Posted on 20th July 2010 by admin in Articles

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Todays’ guest post comes from U.S. News, written by Marty Nemko, known american career and education couch.

When seeking your true love, you had better look for someone with a compatible personality. The same thing is true when choosing your career.

As part of its Best Careers guide, U.S. News has selected the top careers for each of six personality types. Sure, everybody’s an individual, but researchers have observed that most people have certain characteristics that can be grouped into a small number of categories. We’ve used the methodology developed by respected career psychologist John Holland, who identifies six general types of people. For each, we’ve selected careers — both white-and blue-collar — with good job availability and respectable pay, in fields that offer psychological satisfaction and reasonable quality of life. Most people will recognize themselves in at least one of these categories…

Read the original article here: Career Chemistry: The Best Jobs for Six Personality Types

Find the Career that matches your Type in our Hot Jobs Section!

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Print

7 Ways to Curb Employee Absenteeism

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Posted on 19th July 2010 by Michael Gabriel in Articles

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Absenteeism is very costly. Based on a survey conducted by CCH Incorporated in 2005, the cost for every absent employee is around $660. In addition to this, more than $1 million a year was wasted by multinational corporations because of employee absenteeism.

Any entrepreneur or business owner, therefore, should know the ways on how to prevent employees from missing office works:

1. Keep them healthy.
Admit it, most employees who are absent do get sick. Though you really cannot stop them from suffering illnesses, you can reduce the risks. As much as possible (and if it is only feasible), limit the working hours. Introduce stress management programs. Keep the pantry and cafeteria filled with healthy food.

2. Delegate the tasks.
When employees know they are accountable, they would think twice before taking an absence because they understand the repercussions. Provide more challenging (but not too tiring) jobs to workers who are constantly absent from the office. Allow them to head mini projects or speak during presentations.

3. Be alert on workplace conflicts.
Fights of whatever kind in the organization creates a very stressful environment. Employees want to take a day off just to escape it. You don’t have to wait for social problems to escalate. Be mindful of any change in the relationship among colleagues. Encourage teambuilding activities within departments and in the organization.

4. Promote an open-door policy.
Do not expect all your employees to be very vocal about their concerns. As a boss, it is one of your responsibilities to encourage them to speak up. One of the things you can do is to develop an open-door policy. You can take it literally where employees can come up to you any time with their problems. You can also schedule a regular assembly to discuss important matters.

5. Adopt a work-at-home program.
Many businesspeople would like to maintain an office so they can properly watch the productivity of their employees. However, certain circumstances may prevent them from coming to work, such as sickness of their child, traffic, emergency, and other personal issues. You might want them to take advantage of the work-at-home plan. With technologies such as instant messengers (Yahoo Messenger, Skype, Gtalk, AIM, even Facebook chat) and e-mails, this should be easy to put up.

6. Reward their efforts.
You do not have to give them monetary rewards all the time. Sometimes, all it requires are certificates that can be used as proof of their achievement or contribution to the company. When employees realize they have done something good for the organization, they will be more motivated and won’t be susceptible to absenteeism.

7. Create a very friendly atmosphere.
Follow Google’s lead. Schedule a dress-down day. Allow them to bring their pets and children on the job. Let them decorate their workstations or have a themed office day. Doing so will increase their creativity and productivity.

Check out our Hot Jobs section for the latest opportunities.

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absentee

7 Ways to Increase the Chances of Getting Promoted

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Posted on 16th July 2010 by Michael Gabriel in Articles

Ask any employee. One of the foremost reasons why they are working so hard is because they want to obtain a promotion. After all, it would mean a salary increase, more benefits, and a chance of finding a much better job should they decide to leave an organization.

However, promotions don’t come that easy. Some stay in the company for years and never experience it. To ensure you do not get stuck in a position and learn to climb the ladder, here are seven things you can follow to obtain promotion:

1. Increase your learning.
Higher jobs are the most coveted, but they can also be the most challenging. Most of the managers will be very apprehensive of promoting you if they believe you cannot handle the tasks.

To prepare yourself for the hurdles, as well as to prove you have what it takes for the position, increase your learning. That does not mean you have to wait for in-house training. For one, you can take up master’s or PhD degrees if you are holding lower academic certifications. You can also attend workshops and seminars. Find a good mentor. It can be someone within your office or just a person you look up to.

2. Go the extra mile.
Management loves it when you do more without asking anything in return. It just goes to show how much you love the organization and your job. Economic-wise, companies tend to save on costs since it may mean they do not have to hire someone to do some jobs.

3. Avoid office politics and gossip.
Seriously, you cannot expect the higher-ups to promote someone who could possibly be stabbing them in the backs. Besides, gossips in the office are usually the causes of workplace conflicts, a typical source of headache among managers and business owners.

4. Be on time.
In fact, be early and skip absenteeism. Having a bad record when it comes to attendance means you are not taking your job seriously, you cannot handle the work, worse you are not a productive individual. Conversely, an employee who is always late or absent commonly gets booted out of the organization.

5. Stop asking for salary increase.
Good companies strive to give their employees as many benefits as they can. That includes an increase in the salary. It is normal for employees, though, to request for one. However, do not overdo it. Otherwise, the company will think that you’ll be asking for a lot more than they can afford should they decide to promote you.

6. Quantify the efforts.
A common reason why you get or should be promoted is because you are doing well — you are productive and effective. In times where you are up to a very tight competition for a position, numbers tend to matter. Keep tabs of your sales, quotas reached, scores from assessments, etc.

7. Contribute.
Some employees love to play it safe by keeping their peace most of the time. If you are eyeing for a promotion, this is not the way to do it. Leaders are risk takers, contributors, and team players. You should embody these attributes.

Check out our Hot Jobs section for the latest opportunities.

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Seven Things Employers Really Want

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Posted on 15th July 2010 by admin in Articles

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Another great article by Karalyn Brown, Australian online careers agony aunty, who writes frequently on career issues for a major Australian newspaper and talks about  job search tactics on the national broadcaster. This post comes from The Punch.

What do employers really want? After interviewing 25 hiring managers I am still slightly confused.

We asked all the questions anyone applying for a job should ask a prospective employer, hoping we’d find some simple – even sexily digestible – answers.

Not so I’m afraid. Instead we discovered bosses to be tough, fair, kind, strict, empathetic, funny, unreasonable, quirky, judgmental and contradictory – in short, very human…

Read the original article here: Seven Things Employers Really Want

Check out our Hot Jobs section for the latest opportunities.

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magnifying-glass

6 Non-monetary Rewards that Motivate Employees

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Posted on 14th July 2010 by Michael Gabriel in Articles

They say that money makes the world go around. However, this may not be true all the time, especially when you are talking about motivating your employees.

Based on Maslow’s hierarchy of needs, wages are highly important and usually one of the common motivators. They satisfy the immediate necessities of men such as food, clothing, and shelter. But what is really essential are the needs found on the higher levels, and they are not associated with money.

Here are the six non-monetary benefits you can provide to your employees:

1. Flexibility
It is a mandate for employees to follow their bosses, but if supervisors get all the say, they will immediately feel limited. Workers still require a room where they can voice out their opinion and ideas, as well as the liberty to be versatile on their approaches to conflicts and problems.

You can also emphasize flexibility in terms of work hours. Most of the career people these days are moms and dads who have greater personal responsibilities. To be able to work at their own pace will permit them to take care of all their obligations (both at home and at the office).

2. Recognition
Who does not want to be recognized? Yet many employees are not given even a pat in the back or a handshake by their bosses. If they give employers the privilege to criticize, it is only right for the managers to give away praises.

Recognition can come in different forms. A simple e-mail blast can already do wonders. You may also hold an informal appreciation ceremony for all those who have excelled expectations for a given month.

3. Training
When you train your employees, it means there is plenty of room for them to grow. They don’t have to feel stuck to a routine job. They can look forward to much bigger challenges. Trainings give good types of stress, something that motivates employees to push themselves to the limit. Personally, it gives them a good idea of their own strengths and weaknesses.

Trainings, however, should be in line with the career path the employee wants to take. Otherwise, they cannot use the learning to the fullest. It is best to conduct skill assessment before creating training programs.

4. Belongingness
Sickness is just one of the least causes of absenteeism. It is actually conflict and politics in the workplace that makes workers hate coming to the office. Though most employees understand the employee-manager relationship, it is also important to them that they can sense a feeling of friendship and belongingness.

Take time to come up with team-building activities. It does not have to be very long or tedious. Your team simply has to strengthen trust, respect, and accountability with each other.

5. Chance to Contribute
You can greatly motivate your employees if you can make them feel that the success of your organization also depends on them. You can do this by allowing them to head projects as well as getting their consensus on major decisions that can affect your business and organization.

6. Fringe Benefits
Fringe benefits include additional allowances, leaves, health insurance plans, and other perks that they can enjoy alone or with their loved ones.

Check out our Hot Jobs section for the latest opportunities.

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Happy

7 Things You Can’t Hide in Your Resume

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Posted on 14th July 2010 by admin in Articles

Today’s guest post comes from The Undercover Recruiter written by Karalyn Brown, a resume, interview and job search consultant based in Australia.

OK, I’m quite prepared to be shot down in flames from all sides for writing this. Shoot me down anyway for starting this blog with a cliché, but here’s what I (as a former recruiter) and other recruiters can work out while we are reading your resume…

Read the original article here: 7 Things You Can’t Hide in Your Resume

Check out our Hot Jobs section for the latest opportunities.

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Hiding

How Your Colleagues Can Help You Find the Next Job

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Posted on 12th July 2010 by Jörgen Sundberg in Articles

When we consider a new job, we inevitably think of contacting recruiters, trawling job boards and perhaps speaking to our network. One often overlooked channel is all around you in the office – your dear coworkers. I have come up with a few ways you can leverage your colleagues to get your next job, here they are:

Volunteer to give a reference
Tell your work mates that you are very happy to be a reference at the bottom of their resume, complete with your job title, email and phone number. Recruiters and employers love to call you up and take a reference, then casually seeing what you are up to and whether you would entertain a few opportunities. This way you get a win-win situation, you help out as a referee and you get headhunted in the process. Whatever happens to your colleague’s job search, you are now on the radar screen of the recruiter and/or employer and you have established a good personal contact that you would never have got from an online application.

Let them know you are open to suggestions
By the water cooler you will hopefully get the chance to speak openly about your career with colleagues. You want to let it slip that you have been ‘contacted by a headhunter’ and they had some interesting ideas that you are considering. This will let them know that while you are not desperate for a new job, you will keep your options open – perfect information to pass on to their recruiter contact.

Track their movements
Make it your goal to know what career moves people are contemplating. What recruiters are they talking to? Where are they interviewing? Ask recent leavers how they got their jobs. Ask recent joiners what other opportunities they were considering. Again, some people prefer to keep this very hush hush and others are very liberal with information. If you don’t feel like being that nosey in person, simply do some sleuthing online by looking people up on LinkedIn and see what recruiters, HR representative and competitors they are connected to, this will give you a pretty good idea of what the situation is.

Conclusion
These were only five methods you can leverage your colleagues, I am sure you can think of a lot more. The point is that everyone around can help you with your job search, don’t just rely on one channel for your search. You will only land your dream job if you really work smart and hard at it, you owe it to yourself to get that job that you deserve.

Check out our Hot Jobs section for the latest opportunities.

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colleagues

Interview Survival Kit: Free iPhone Application

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Posted on 9th July 2010 by Michael Gabriel in Articles

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Unless you have a stellar record and you are well-known in your chosen industry, you have to go through a lengthy process to get a job:

1. Create and submit a resume,
2. Take examinations, and
3. Participate on an actual face-to-face interview.

Of the three, the most crucial is the last one.

The interview can have many different phases. Some companies compel their applicants to go through three various interviews. Regardless, interviews are the best times to acquaint the employers with the employees. Through face-to-face interaction, they can assess the personality, capability, and potential of the candidate. They can determine if their skills match the needs of the company or if they believe the applicant has enough talent to meet the demands of the industry and contribute to the growth of the organization.

For this reason, many job applicants hesitate to involve themselves in the interview process. Some end up stuttering; others don’t have a clue on how to act or present themselves in an interview. If you ever find yourself in these situations, then the Interview Survival Kit can help you.

The Interview Survival Kit is a free application from Apple. You can download and run it to your iPod, iPod Touch, iPad, and iPhone. Its main job is to help applicants get over their tensed nerves by providing loads of tips, recommendations, and even answers.

Technically, the application is user-friendly. All the sections or menus are found on the bottom of the screen. They immediately react to touch.

As a program, it is considered the most perfect tool for those who are taking their interviews for the first time. It can also be used by candidates who have very little information on how interviews go.

The kit has its own checklist, which goes back to the things you have to accomplish at least three days before your actual interview date. This includes hunting the right dress to wear, as well as getting yourself acquainted with the nature of the company.

You can also read up tips and recommendations on what you should do on the interview day itself. In fact, suggestions can include the minutest details such as what you should eat before the interview.

You can watch plenty of videos simulating various interview scenarios. Through the Interview Survival Kit, you can learn the do’s and don’ts of the discussion. You can also scroll down the list of commonly asked questions and obtain another list of best possible answers.

Remember This
There is no doubt that this application will make you feel comfortable of going into an interview. However, you should remember that the tool can only do so much. The Interview Survival Kit will never ace the interview for you.

The key to landing the job of your dreams still rests upon you. Absorb as much information and help as you can out of the tool, and identify the best ways on how you can maximize them to your advantage.

Check out our Hot Jobs section for the latest opportunities.

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Virtual Gofers Tackle Personal To-Do Lists

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Posted on 9th July 2010 by admin in Articles

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This review of Virtual Personal Assistants comes from WallStreetJournal written by Alina Dizik, a freelance journalist and fiction writer.

Productivity gurus have long stressed the need for virtual assistants that will do those online tasks you never seem to have time for—like getting a wedding gift or sorting out health-insurance claims. But sharing credit-card numbers or personal passwords with someone thousands of miles away can take some getting used to.

I tested four services (three based in India) that cater to personal requests like making customer-service calls or researching vacation details, or anything else that doesn’t need to be handled in person. Some even do wake-up calls.

After signing up, I could assign tasks almost right away via phone, website or email on a round-the-clock basis. Each assistant received several tasks, including an especially time-consuming one, from my to-do list. Monthly fees start at about $30 and are billed on a per-hour or per-request basis. All the sites offer a dedicated assistant option, where just one person will handle all your requests, for a higher fee…

Read the original article here: Virtual Gofers Tackle Personal To-Do Lists


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7 Ways to Retain Employees

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Posted on 7th July 2010 by Michael Gabriel in Articles

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As much as possible, companies should prevent employee layoff or exodus. For one, it shows unresolved issues in the organization. Second, it is costly to hire new employees since the company has to spend more funds for training. Third, it does not make any organization stable.

But how do you exactly retain employees? Does it have to involve money all the time? The answer is actually no. Here are the 7 most effective ways to retain employees.

1. Develop expectations.
Even before you hire employees into the company, make sure that both parties are aware of each other’s expectations. This way, you know what makes the employee happy within the organization and at the same time he or she has an idea how to get the rewards he or she deserves.

2. Come up with something more.
Be extra generous when it comes to fringe benefits and compensation packages. For example, you can extend health insurance plan to the employee’s family. You may also help them set up their retirement or pension plan, as well as get them to stock options. When they know a lot are at stake, it will take so much effort at their end to leave the job and give it to somebody else.

3. Conduct a 360-degree feedback.
Any company performs employee appraisal. You use the information for promotion, demotion, and transfer. However, do not leave the task to managers and supervisors alone. Give everyone a chance to speak up and share opinion. Through the 360-degree feedback, the employees can also rate their department heads.

4. Increase your workers’ knowledge and skills.
As mentioned, money is not the sole reason for working and staying in a company. Many employees want to feel a sense of growth. It allows them to look forward to something new and makes them feel useful to the organization.

Make it a point to develop training and development programs according to their level of learning and skill. These plans should be in direct relation to the career path they want to take.

5. Hire a human resource manager.
You can do this once you have 100 employees or more. By this time, you can no longer keep tabs of your employees’ performance or even take time to evaluate the applicants properly.

6. Reduce workplace conflict.
Conflict among employees leads to stress, absenteeism, poor performance, and ultimately, resignation. You can reduce this problem by maintaining open communication, designing teambuilding activities, and establishing fairness to all.

7. Allow your workers to shine.
Give them a chance to take on a role that is new and huge. This way, they will feel challenged and forced to test their limits and appreciate their efforts. For example, you may ask an IT staff to develop a new database for employee profiles.

Check out our Hot Jobs section for the latest opportunities.

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Drive: The Surprising Truth About What Motivates Us

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Posted on 6th July 2010 by admin in Articles

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Here’s another great video we’ve found. This lively animation by RSA Animate, adapted from Dan Pink’s talk at the RSA, illustrates the hidden truths behind what really motivates us at home and in the workplace. Enjoy watching!

Check out our Hot Jobs section for the latest opportunities.

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Of Good Workers and Singers

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Posted on 6th July 2010 by Pablo Vitaver in Articles

As important as it is to sing a good song, being able to deliver a good job trumps it every time.

Some people are excellent at selling themselves, they are stars at interviewing and they describe their work ethics, abilities and experience so convincingly, that a Recruiter may be tempted to hire them on the spot, maybe even for a higher position. Those are people that master the art of singing a good song, they put up a great presentation, a good show. Normally a song of self praise.

Candidates with such ability often have magnetic personalities, disarming smile (or expert frown), they relate success stories of past performance and praise from other important people whose names they casually drop, shiny shoes and matching apparel. They definitely sing a good song.

Professional Recruiters can’t fall for that. They can’t assume that the Candidate is inadequate just because of their ‘singing’ abilities either. They take it into account, and they keep prodding the mind, character, personality, resume, references and degrees.

Nothing replaces work ethics, no matter how good the song is. Nothing substitutes the right skill set, experience and character, regardless of appearance.

Now, if having all the right stuff, the Candidate is charming and has an attractive personality, that is a plus, as it may help in a possible leading function later on, since his/her enthusiasm can be contagious and invigorating for the Team and outside Clients.

Check out our Hot Jobs section for the latest opportunities.

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How Did That Interview Really Go?

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Posted on 2nd July 2010 by Jörgen Sundberg in Articles

After your big interview you will undoubtedly get the question from friends and family: “so how did it go?” Sometimes you know you bombed, sometimes you know you nailed it. And then there are some times when you just don’t know how it went.

Here are a few questions you can ask yourself and gauge how the interview really went:

Body language
Did the interviewer’s whole body appear interested in you? Did they show any facial expressions? Did they look you in the eye or did their eye wonder between you and their iPhone? Body language is something mostly manifested on a subconscious level and it’s hard for the interviewer to suppress their feeling towards you. If they were leaning forward for the whole interview, it’s a good sign. If they were slouched over a chair – it’s not.

Conversation direction
Interviewers are given an objective with their 30 or 60 minutes. This can for instance be to probe your technical, soft or management skills. If the interviewer sticks to their script and simply ticks of one question after another, it’s fair to assume that they are either having a bad day or simply not interested in you. If they on the other hand go off on tangents about your favorite football team or a recent gig you went to, you have established a good rapport and you are more likely to get their recommendation.

Duration
You typically get 30 or 60 minutes for an interview, was yours shorter or longer than the assigned time slot? If it was shorter, it’s probably an indication of you not being exactly what they are looking for. If it was longer, chances are they found you interesting and put off other appointments just to find out more about you.

Their instant feedback
This may be a no-brainer to some. By asking the interviewer for feedback at the end of the interview, you’ll get a response like “we need to discuss internally first” or “we are definitely brining you back for another round”. These are very clear responses in my mind. It’s harder to gauge it when they say “we have another six applicants today so can’t tell you”. Look out for this instead: Should they take their time to clarify exactly what the next steps are (for any successful applicant), you are probably on to a winner. They wouldn’t waste their time and get your hopes up if you aren’t right for the company.

Check out our Hot Jobs section for the latest opportunities.

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Benjamin McCall and Employee Appreciation

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Posted on 1st July 2010 by admin in Articles

Today’s article comes from PunkRockHR written by Benjamin McCall

I recently read an article on Inc.com about Tony Hsieh entitled WHY I SOLD ZAPPOS. In the article, Tony mentions the board thinking that employee happiness is nice for PR but his “social experiments” weren’t as important as moving the business forward or profits. Think about that as you read this article…

In the current economy, employee appreciation and celebration is not often seen. Some would argue that this appreciation is equally unappreciated by the workforce. An easy argument to make when many supervisors and employers have a hard time justifying celebrations much less extra perks to recognize people in this economy.

Read the original article here: Benjamin McCall and Employee Appreciation

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