Search Results - extra material

Blog Post: Basic Job Interview Tips to Help You Get It: The interview is the second and the last step of recruiting. It implies that you have already passed the first step – wrote a resume and didn’t forget to fill in your profile on LinkedIn, as…; Added by Tara Crow at 9:23am on December 13, 2017

Blog Post: How hiring managers can navigate the employment notice period

You think you've done all the hard work. The role…

Added by Richard England at 9:19am on February 18, 2019

Blog Post: Navigating the employment notice period

You think you've done all the hard work. The role…

Added by Richard England at 9:17am on January 11, 2019

Blog Post: TLS Continuum Part 77: The Dark Side of TLS Continuum Training Part 2: I had made a commitment to you, the readers of this blog series to try and post a new segment every Friday. So far in 2017 I have gotten away from that to some degree and I promise to be better…; Added by Daniel T. Bloom at 6:36pm on January 29, 2017

Comment on: Topic 'Kaleidoscope Skill Sets the Wave of Recruiting for 2009': wth or reduced staff, I think a good approach is to reach deeper into your own organization to cover the work. That is, if there are new processes in department A, first look for current employees who have untapped skills which could contribute to those new processes as a limited portion of their work schedule, rather than seeking outside help (whether that's contractors or new hires). If there are reductions in the staff in Department A, don't simply burden the surviving employees with picking up the slack, which will assuredly create stress and resentment. Likely, the reduced staffing comes with a reduction in workloads for the department as a whole, but there will almost always still be additional work that needs to be picked up. Again, my position is that employers should look for people across the company who can contribute to any portion of that work. Just this week, I was approached by a senior account rep in our company who was feeling bored and frustrated (which can happen when you're selling recruitment advertising in a recession), and wanted to join some of the projects that I've been developing. Those projects are primarily operational and marketing in nature, and are linked with social media. I had no idea that this person had a degree in new media, and had worked in web development prior to coming to work for us. Additionally, this person is willing to put in an extra 4 to 8 hours a week to work on these new programs because he's so engaged with them. By bringing him into the fold, and actually INCREASING his workload, we've helped him feel more appreciated and engaged with our business. And to your point about the cost and time needed to support this, we are going to save money, even with the additional training time accounted for. Rather than bring in an additional employee to put in 30 hours a week, we're now working to build a team of 6 to 8 current employees who take on a few hours each. I believe this year will present MANY opportunities for employers to implement similar practices, and am looking forward to presenting this material. I'm very excited actually, and can't wait til May! Thanks again for the reply in here. jason Maren Hogan said:I am curious to know if you mean like constant moves within an organization at appropriate times (more lateral, less vertical) to keep the employees skill set varied and yet make them more ingrained into the culture of the company? I LOVE this idea, as it seems to solve (for larger companies) the idea that most employees leave because of their manager. Also, if you attached it to any generational issues, it would appear on the surface that a shift like that (at least in a larger company) could "extend the shelf life" of a millennial candidate. The only pushback I see is that corporations are already frustrated at the amount they spend training and might feel like this was more of an investment on their part with no guaranteed rate of return. I guess it's safer than the markets huh? OR Are you saying that from the start, these people should wear "more than on hat" within more than one department? I think with the current state of management, that would be very hard, as most departments rarely want to share resources or accountability, much less humans. Beyond that, Oftentimes a skill is easy enough to learn, it's the repetitive nature of it that is time consuming. So people might assume that they could handle more "on paper" than they could actually handle in a given work week or day. Obviously, this happens every day in small businesses. I think it's more possible with positions that require less of an exact steady hand and utmost consistency. I don't think the accounting procedures should be shared and juggled, but perhaps graphic design and copywriting could get mixed around. …; Added by Jason C. Blais at 1:53pm on January 19, 2009

Blog Post: 5 Essential Elements of a Successful Job Advert

A hiring process requires copious amounts…

Added by Kelly Smith at 6:25am on April 14, 2016

Blog Post: What Makes a Good Sales Person?

‘Only in our dreams are we free. The rest of the time we need wages.’ - Terry Pratchett…

Added by Lipton Fleming at 4:54am on January 24, 2013

Blog Post: Virtual Career Fair: Definition, Best Practices and Case Studies: The unprecedented pandemic…; Added by Rakuna at 7:39pm on March 13, 2021

Blog Post: Spring cleanning is always fun: This time of year is when I try and get the Outlook folders down to a managible size and put the pledge to the my documents. I came across this gem on my spring project and still brings a smile to…; Added by Epihet at 3:57pm on May 18, 2007

Blog Post: In Your Element: Career Options With a Degree in Chemical Engineering: Chemical engineering combines various scientific principles, such as chemistry, biology, physics, and maths, to solve problems relating to the design and development of chemical manufacturing…; Added by Adam Johnson at 6:20am on October 17, 2022