An English professor in college used to tell me, “Get dressed up for your exams. If you feel good, you will do better on your tests.” While I never put on tails and a top hat, I did follow his advice and so should you when prepping for a phone interviewfor a job.
Millennials have a stereotype far from the truth, as stereotypes generally go. They are said to be entitled and described as lazy, but what is the truth? They have the highest participation in volunteerism since the Greatest Generation (those born in the 1930s and 1940s). Millennials are highly educated, service oriented, and hopeful. The real question is: Why do Millennials have a negative reputation in the corporate world? They are perceived as being less motivated and productive than their parents or grandparents. Marriage, full-time employment, and fleeing the nest are not on the priority list anymore.
An often overlooked part of the job hunt process is getting the salary you deserve based on your experience and needs. Here are 15 good tips onsalary negotiations.
Writing in The Harvard Business Review, Deepak Malhotra, a professor of business administration in the Negotiations, Organizations and Markets unit at Harvard Business School, says, “Every situation is unique, but some strategies, tactics, and principles can help you address many of the issues people face in negotiating with employers.”
After two years, you make the decision to let go of an employee and now start hearing from employees all the problems this leader had been causing over the past two years in your organization. Sound familiar?
Most of you will know the importance of hiring top performers and so will your bosses, but when push comes to shove, time and time again, the hiring budget can lose out to other budgets in the race for funding. It seems like many businesses pay lip service and talk-the-talk about doing everything to find top talent but fail to walk-the-walk when it comes to stumping up hard cash to pay for your top talent attraction initiatives. This is backed up by recent research from Future Step, which showed that just 27 percent of US recruitment professionals have access to an R&D and Innovation Budget, even though 74 percent of HR professionals think their organization should be innovating more in recruitment.
The default position among many employers and hiring managers is to only hire ‘A Players‘; that is, those who fit the job description perfectly or very closely—and to jettison the rest, which is those who fall below the grade, ‘B Players‘.
On the face of it, this sounds a like a perfectly logical hiring strategy, but why is it then that so many HR managers and recruiters find themselves in the position of having to try to convince hiring managers to accept a B Player? It’s because HR managers and recruiters are at the battle front of the global talent war and understand the realities, which are that in many shortage areas, it’s is a never-ending battle to find “grade A” talent.
What do you do when you face a failing employee? In the old days before the talent wars, you simply fired or dismissed the employee for performance following appropriate termination procedures and moved on to replace that worker.
But, it’s not as simple as that any more. Talent is scarce in today’s market, and there is no guarantee you can find a new candidate who can deliver better returns over the ensuing 12-month period than your failing employee in his or her current underperforming state or even in a repackaged and re-purposed state.
In a volatile and competitive job market, job security can be elusive. Statistics show that many job seekers take as long as seven months to find a new job. After a job loss, many professionals simply don’t know how to job search. They rely on common venues, such as online or print classified ads and job boards. However, the masses look there, too, and your resume will often be one of hundreds sent in response to a vacancy. Many employers don’t trust resumes they pull from a pile; they trust referrals. This is where a staffing firm or recruiting agency can get you in the door by matching you to the right employer.
We hear that the resume is dead. In-office working is dead. Traditional interviews are dead. And if you’re familiar with the publishing industry, you’ve undoubtedly heard that print is dead. Newspaper and magazine subscriptions and hard copy book sales are down; eBooks and digital subscriptions are up.
And although technology is certainly changing the way we operate, I’ve come to learn that not everything is “dead.” People, myself being an example, still enjoy buying and reading physical books. There’s just something about holding the book in your hands and turning the pages—some level of satisfaction that an eBook cannot give you.