One of the most important qualities that someone who’s in charge of other people should possess is the ability to hear themselves talk. Strength as a leader doesn’t lie in preoccupation with the things that you say, but in the ability to speak to employees with tact and in a way that makes them feel respected. Things that you should avoid saying as a boss are phrases that make you sound phony or out of touch. You certainly shouldn’t expect a story of a lavish vacation to inspire harder work — it’s more likely to inspire resentment. In other words, your job as a facilitator, manager or CEO is to promote an environment of unity and teamwork, not just to use words like “unity” and “teamwork”. Remember to be conscious of saying things that could make your employees feel used or alienated. To find out the terms to avoid in the workplace, click the link below to read the full article from CEO.com.
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You have thirty minutes to gather all the information you need to make the perfect hire. You’re aware of the negative impact that a bad hire has on a company and you want to leave confident knowing you made the right decision. Where do you start? Our own John Younger offers up his top three interview questions that reveal everything about the candidate.
For a nice, light, end-of-the-world edition of Accolo’s blog, we have an article on brand topicality, specifically the increase of apocalypse-related advertising and branding that has emerged in the shadow of the supposedly catastrophic date: December 21, 2012. An article from Bloomberg questions the reasoning behind such dubious marketing associations with the extinction of the human race, not just for its reliance on death and destruction, but for the short-lived nature of such a marketing tactic. The main focus of the Bloomberg article was a particularly cheeky advertisement put out by Jello. In this ad, a Jello executive is seen climbing up an ancient Mayan Pyramid in order to offer up a pile of the delicious puddin’ snack cups to the Gods. The ad itself is pretty tame, but, as I said, there’s this whole thing with the death and doom to consider. The way I see it, the only way for this ad to be in bad taste would be if the prophecy actually came true and everyone died. In that case, nobody would be around to get offended, so it’s moot. To see the video and read the full article, click the link below.
Undoubtedly, most of the people reading this in some sort of managerial position (be it sitting or standing) have had a boss that didn’t do the bossiest job. They may not have been a Bill Lumberg or Ebeneezer Scrooge, but a boss doesn’t need to be a caricature in order to make their employees feel unappreciated. Well, as you probably experienced, some people just aren’t people people. It could be things like not holding the elevator or forgetting a birthday, but a lack of concern for employees is always most visible in a one-on-one talk. False or insincere congratulations pretty much take the cake in terms of see-through poor managerial decorum and are apparent to both recipient and giver of such meaningless praise. When congratulating or acknowledging an employee for their good work, the most important thing is to keep in mind is engagement and specific praise so that your employee can fully appreciate your appreciation of their work. Today’s article goes into some greater detail about the do’s and don’ts of employee praise and constructive criticism. If you want to skip it, the take-away message is to keep in mind the type of person you’re trying to reward for their good work. Don’t praise people in public who’d rather you didn’t, and don’t keep it secret when they’d want the whole room to hear it.
2012 saw more than a few politicians talking about their grand plans to fix the job market. For the 7.7% of the country that is unemployed, this sounded great. People in power were taking an interest in their plight, and for once, domestic job growth seemed a top priority. But let’s get real for a second. Unless the president is going to start offering millions of jobs at the IRS, the lion’s share of reducing unemployment will always fall to the private businesses in this country. This means that the business people at the top, the movers and shakers, will be responsible for how fast this 7.7 figure drops. And thus we arrive at today’s info-graphic from the Accounting Principals website. Through data gathered from industry leaders, the good people at this good blog were able to forecast a general upwelling in optimism among business leaders and a desire to expand their staff or invest in new tech. When those who have a lot of resources at their disposal have a willingness to invest those resources, everyone wins! To get the low down about what your boss thinks about raises, workforce expansion and salary negotiation, click the link below:
As the cold clutch of winter flows in over our brittle little bones this December, it is important to reflect on the past in order to plan ahead out into the chilly months before us. Regret is a waste of time, straight up. The only thing good about it is that it signifies a mistake and a totem to a lesson learned. The problem is that once you learn that lesson, you tend to try to keep learning it until you’ve replayed that verbal misstep on your kid’s field trip for your entire commute. Other people’s regrets cut out the rumination and leave us with just the lesson: a useful thing for all the people that are trying to avoid regrets themselves. Today’s featured article is about regret (not surprisingly), specifically business regrets. When a group of thirty business professionals were asked about their business regrets, much of their troubles came from not acting when they think they should have. Whether it was not quitting their job or not quitting it soon enough, the polled professionals regretted not going with their gut in most cases. The message is clear: be spontaneous! Throw caution to the winds! Choose a career that really makes YOU happy! Go tell your boss that you actually do hate White Snake and you’re packing up your desk. Or just in small ways, like taking the time to read the featured article by clicking the link below.
Direct verbal management is a lot more than telling the right person to do the right thing at the right time, it’s also about what you shouldn’t say or even suggest to your employees. The more glaring don’ts in these manager employee interactions involve forcing employees to do things against their will such as donating to a specific organization or joining a specific church. An article from CEO.com say to avoid forcing your employees to conform to any sort of extra-workplace expectations of them. These mandatory meetings or picnics or Saturdays in a soup kitchen will only breed resentment and will affect the employee-boss relationship in the long run.
Another thing to be avoided like the plague is getting too personal. Any team building exercise aimed at breaking down the walls between people or releasing their inner children all over the conference room is too volatile to be useful. Basically, think Michael Scott in “The Office” and choose the opposite of whatever he would have done. To read the full article on what not to make your employees do, click the link below
Earlier this year the endorsement feature was added to LinkedIn which allows you to “endorse” a particular skill set of any of your friends on the social network. According to a LinkedIn spokeswoman, the endorsement was meant to encourage encouragement and the proliferation of recommendations without the hassle of writing up dozens of individual plugs for all your old rugby friends’ fresh out of college kiddies. Yes they are important. It’s not like “liking” something on Facebook because, while LinkedIn is a social network, LinkedIn is continually proving itself to be a legitimate hiring tool. This doesn’t mean that you should accept every endorsement from every Thom, Dick and Harry who say that you have some skills on the grill. Branching out with endorsements is a great way to refine and strengthen the important business relationships that you are cultivating or trying to cultivate with the website. To get the complete do’s and don’ts from Forbes and a spokeswoman for LinkedIn, click the link below.
A new study out of Northwestern’s Kellog School of Management indicates that hiring managers are more likely to hire employees with whom they feel a common bond over a more qualified candidate with whom they share no common interests. The study was primarily focused on hiring managers in law firms, investment banks and consulting companies. According to the Forbes article that summarizes the study, 70% of law firm hiring managers valued personality compatibility above all else while the figure hovers around 60% in investment banks and 40% in consulting companies. The takeaway message for job-seekers: have a personality. If you’re into sailing or rugby or making miniature furniture, slap it in at the end of your resume. All of the data points to relatablity being a key factor and presenting yourself as both a good worker and a multifaceted person will definitely increase your chances of making a connection with a hiring manager. It’s true being defined one way or the other is a two edged sword, but it’s much better than presenting yourself as worker drone 1010100110001. To read the full Forbes article, click the link below.
At Accolo, we’ve always thought ourselves to be on the right track to innovation within the RPO industry. Bringing you a better hire faster and for cheaper has always been the name of the game; but our eyes have are always on the horizon, towards the future of hiring. What I mean by this is that Accolo, buy virtue of our innovation, already delivers the hiring metrics that Recruiter.com says will be crucial to have in 2013.
So what are these metrics? I’ll break it down for you like this:
Hire Precision: This means that we provide you with an exhaustive list of which channels were used to get the best candidates for your needs. This correlates to the #1 metric of 2013 which is “Source of Hire”. With the sourcing information that we provide, you can see which method (referrals, social networks, Monster, etc.) is getting you the best results.
Hire Efficiency: Cost is always a big issue in business and an even bigger one in the uncertain years ahead. Metrics of cost (such as cost per hire) are going to be important in 2013 and are a feature that Accolo has provided its clients for some time.
Hire Technology: One of the greatest advantages of using Accolo is our emphasis on utilization of employee referrals. In many cases, the people that already work for you can be your biggest ally in getting empty positions filled quickly with quality hires. This key metric for 2013 is already offered through Accolo and is one of the fastest growing resources in the recruiting world.
Hire Performance: The next metric for next year is quality of hire. Making the best hire possible has always been our priority for our clients. The stats on how good of a fit we’ve provided for previous clients is available in our completed jobs database and our success rate puts us up there with large scale industry leaders.
Hire Intelligence: The last metric for 2013 is leveraging a “Talent Pipeline” or a large pool of quality candidates that can be picked up relatively quickly. Accolo is an innovator in Cloud Recruiting Technology which will give you access not only to our Hiring Knowledge Database, but also to one of the largest candidate pools out there. By utilizing a variety of strategies from traditional recruiting to job boards to social media, Accolo brings a torrent of applicants your way and refines the stream to only a handful of highly qualified individuals for your interviewing pleasure.
To read the full article about 2013 Hiring Metrics, click the link below.
In recent years, the issue of Health Care has been a serious hot tamale of an issue. As well intentioned as free services for everyone may be, there will be a bracket of people hit the hardest. According to this New York Times Article, the companies that will get hit the hardest will be ones that use lots of workers for lower wages such as restaurants and other service industry companies. Small business owners, such as Dairy Queen franchise owners, might take a hit hardest of all. In certain cases, employers will have to make up the difference to the tune of 6000 dollars per individual employee healthcare plan. This is all still in the works however (government gridlock and all) and the full effects of the modifications won’t be known until they go into full effect.