Tag Archives: Human Resources

    • 0
    The Interview “Looks like a nice person, has a Twitter page”

    The Interview “Looks like a nice person, has a Twitter page”

    Category:BusinessTags : 

    The Interview “Looks like a nice person, has a Twitter page”

    For many who have been working professionals for most of their lives, it is often anticipated with some anxiety that those interviewing them ‘may not know how to interview them’. When you go into an interview and in two quick responses you have pretty much summed up the entire list of questions the interviewer had prepared, you quickly are able to gauge the aptitude of that business or organization. While those giving the interview have thought well and hard on their lists – you still manage to blow that list out of the water. What’s left for the interviewer? They can continue to read from their list, and unfortunately a lot do; because they really do not know anything about interviewing or better yet, the art of communication.

    Interviewing from a list can be caustic. Asking someone what their strengths and weaknesses are isn’t as important as sitting down face-to-face with them at a restaurant and getting to know how they interact with you and others. Sure you need to ask basic questions, but you want to engage your potential candidate to communicate a larger picture of who and what they are. Then you will be able to estimate how they might potentially fit into your organizational culture.

    A good interviewer should understand that a list of questions is only a guide. It’s not a good way to engage potential candidates into giving up information about themselves. The younger and more inexperienced the interviewer the more likely they will not have the proper skills needed to ask the right questions at the appropriate time. It’s not that they can’t – they simply do not have those skills developed yet. Not everyone is a good interviewer.

    How many of you like doing interviews?

    So what do you do when the candidate has just blown your list of questions out of the water in just a few short statements? It’s not the candidates fault. They came prepared. The outcome rests solely on your shoulders.

    It’s not the candidates fault. They came prepared

    Some might perceive the experience of a professional interviewer as intimidating, often fearing for their own jobs by thinking “dang this person is good”. So they quickly write off the candidate by sending out a rejection letter that states something like “we found a more highly qualified candidate”, or “we don’t have need for your skills at this time”. Think about that statement “more highly qualified”, or “no need for your skills”. Over-qualified is probably more like it. Nervous interviewers are writing those letters of rejection as they are interviewing you – that is how unsure of themselves they really are.

    Some just want to filter out those individuals who they perceive as flight risks, who will leave the job for a better one after investing  time and energy into training.

    Your trustworthiness as a professional representing your organization has just been deflated when you do things like that. Leave the candidate with their integrity by changing your vocabulary to reflect something more generic and less personally intrusive. Maybe use things like “Unfortunately you weren’t selected at this time but your application will remain on file”. If the candidate then decides to call and ask why they weren’t selected, I suggest you have a higher level explanation.

    Has a Twitter  page, seems like a nice person, that’s probably not a good explanation why they selected another candidate over you. If you are a state jobs agency and a candidate asks for clarification are you going to avoid the question if it comes up? It happens. Don’t let your title get away from you. It might be you who has to go before the interviewing squad next.

    ……Has a Twitter  page seems like a nice person

    Human Resource people hate to hear this, but it’s true – interviewing is all about discrimination. You are judging people and their skill abilities. You are deciding their fate with your influences within your organization. Honestly, you might just like how someone behaves and interacts with you, who cares about skills. It happens every day, people getting hired for the quirkiest reasons.

    • Have your list of questions, but read the persons education and work history too. Adjust your questions accordingly
    • A candidate shouldn’t have to hide the number of years of experience and/or their education from you just so you will feel comfortable.  You should be thankful they want to interview for your company. 
    • Know your own organizational needs, and at least be fair in your assessments
    • Learn how to communicate and bring in new questions when you get a solid candidate in front of you. You really want to impress them. They are the ones who are actually looking you over to see if your organization is as strong as it comes off
    • Are you willing to allow good talent to go work for your competitor?
    • Your title is not as important as the candidate you are interviewing; it’s about theirskills
    • The potential candidate prepared for the interview – did you?
    • Be willing to adjust your sails. All interviews are different. You will interview some people who have years of knowledge ahead of you. But they are there because they want to be. Revel in that! That’s a good thing. You want good people to want to work for you
    • Be honest when making your selection and leave each candidate their integrity
    • Write letters that “do no harm”. Your vocabulary matters
    • A person with a masters degree interviewing for a job that doesn’t need a degree is still a person.

    Three Things that matter: Integrity, integrity, and integrity.

    1. Integrity of the business or organization
    2. Integrity of the interviewer
    3. Integrity of the interviewee

    My favorite interview question is “Do you Skype”?

     

    __________________________

    AAEAAQAAAAAAAAoUAAAAJDc3NThiOTViLWFhZWEtNGM3Yi1hZDg1LThjZDhiNTBlZDY3Mg The Interview “Looks like a nice person, has a Twitter page”

    The “As Usual” series

    Content creator & writer, blogger, social and digital media advocate. JB was born with a passion for writing and instructional design. JB is the owner of Radcliff Design.

     


    • 0

    Integrity or Disruptive Employees?

    Category:BusinessTags : 
    AAEAAQAAAAAAAAZhAAAAJDI3YjZjOGEwLTcyNjItNDI0Ny1iMDM4LTA4YTQ0MjQxMzcwMA Integrity or Disruptive Employees?

    Integrity or Disruptive Employees

    Letter writing is an art, so why would anyone  leave their  company reputation in the hands of an unskilled letter writer?  Don't allow  someone who will cause you to look small and loss the respect of others within your organization,  to write your professional correspondence for you.  Check everything! Check it twice! 

    • Here is a Good Example:   When you have a potential hire with years of experience, education, and a successful background in the area they  are applying for - and you the employer  turn around and  list their  skill sets and qualifications in a rejection letter, as a reason for overlooking them.  It is pretty obvious you didn't read the candidates information.  This sets a very unprofessional precedent for your companies, it's  reputation, and your ability to lead effectively. 

    Breath!  Usually these letters are written by someone with NO skill sets in the area they are writing about.  Either that, or they are deliberately writing  to demean and lower your standing in their personal point of view.  Trust me, it has nothing to do with your experience nor your successes.  Your skill sets are probably just fine.  
    AAEAAQAAAAAAAAVqAAAAJDI4NmU2ZjE1LTA5YWMtNGQwOS1iNTMwLTZiY2JiNDZhYzgyMw Integrity or Disruptive Employees?Unfortunately letters like this generally come from lower level directors of operations who do  not  have a high enough experience level  to write a letter,  that is both professional, and allows the participants some level of integrity.  

    Trust me, it has nothing to do with your experience nor your successes.

    Customer Satisfaction

    Increasing  customer satisfaction should  always be a top priority, we all know that.  Even when you are looking to hire new employees, customer satisfaction still matters.  New employees can also be viewed as  your customers.  It begs the question however, when did appeasing management over the customer concerns become the new norm?  

    Some managers and/or lower level  directors of operations are  masochist who thrives on stress.   We have all seen them, or know one personally.  They never turn off - they are on  24/7.   These  are your disruptive employees. 
    AAEAAQAAAAAAAAagAAAAJDQwZDE5YzIxLTU3NGMtNDFiNi1iZTkzLTVlZTZjNDI0NDZhYQ Integrity or Disruptive Employees? These types of individuals are frantically working nights and long hours hoping to achieve that “golden child” status. 

    In truth that mentality  is zombie in nature.  What they do is bring that attitude of superiority  back into the office  day-after-day, and that attitude  is exhausting to everyone around them.   To compound the matter, when  administration or other positions of power allow these masochistic employees to write letters to people on the outside, it potentially sets the company up for failure.  

    Tracking  when your directors of operational management  get in the way of progress might be something you need to consider in your business if:

    • Do they demean potential new employees by crafting letters with negativity? 
    • Are they always going after the new guy?
    • Constantly bringing up old issues? Why? 
    • Can you link your customer satisfaction to key management decisions that have been the target of some internal personal issue?  
    • If your top management team isn’t doing a whole lot of work-and your regular employees are supplying most of the data and putting in the work load – who is taking credit for that work? 
    • Are your directors of operation forwarding along other employees hard work  as their own work; and then complaining about those employees who  actually did the work?
    • Does your organization have that disruptive employee environment  from too many derogatory attacks on the general public, potentially new employees and current ones? 
    • Do your operations look like a high school gossip hit squad? 

    No one is able to navigate and survive, let alone negotiate the  business channels under any of the above unnecessary circumstances.   With that type of disruptive environment - expect  the loss of potentially  new and current valuable employees - and the knowledge they possess.   That can, and will affect your bottom line. 

    Management Revolving Door

    If you are  trying to hold on to the staff you have - then you  better be listening to them.  Their  feedback can make or break certain possess. But  If you are constantly throwing  ambiguous tasks (like scraps of meat)
    AAEAAQAAAAAAAAKrAAAAJDVhZTU5MmQ4LTBmOWUtNDI1OS1iNDQ2LWQ5YzQ1NDI4OTMwNA Integrity or Disruptive Employees?to your employees– don’t wonder why people walk out the door. 
    That type of management style is both exasperating   and non-sustainable.   Like a revolving door, these types of directors of operation  use up people for what they can take from them and pass that information  along as their own.  

    Work-Life Balance

    Your employees understand  that there needs to be a  work-life balance, and if not, they will leave - especially the good ones.  Setting up an environment that is free of negativity is mandatory if you plan on surviving in the real world. Sometimes the answer is as simple as “leave your employees alone and let them do their job”.  But provide them with the necessary tools to do those jobs. 

    Look long and hard at your employees  concerns:

    • Where do your employees go to get answers to questions  that might be needed for projects or communication with real world clients?
    • What grief will employees get for asking questions?
    • Do you play favorites with your employees?
    • Do you allow your current operational staff to craft  letters concerning someone's qualifications on the outside of your organization? How about the inside? 
    • Do managers harass and threaten employees  to choose sides in an organization?
    • What moves your needle when deciding who you will like one day, AAEAAQAAAAAAAANkAAAAJGY1NWI2YWM2LTVkMTQtNDNlOS1iZWU1LTgwMTY5YjM0ZTFiYw Integrity or Disruptive Employees?and dislike  the next?
    • Is integrity written into your plans for operations or have disruptive employees  kind of taken over  the place?...and not in a good way.  

    The Big Idea

    When you begin designing and implementing new processes and procedures, are you thinking in the long term or is the matter a short term “let’s try it out and see if it works” type of process?

    A word of caution:

    • New interviewees will quickly pick up on your lack of organization and decide your  total operations is little more than a deception  designed to sink people into positions that don't have much substance. 
    • Changing up the office landscape and dumping in changes that are made to look  long-term , but really are not,  make  people nervous. 
    • If your company isn’t turning a profit, lofty long-term plans  never feel comfortable to anyone.

    Office Politics

     Everyone wants to feel of value.   But when you have a group of  aggressive employees each with an edge in their own field and you put them into an environment without built in processes, you might find yourself  in a predicament  of being  a stone’s throw away  from a coup. Especially if your employees have already been approached to choose sides by operational managers or directors.  This type of  political maneuvering  is generally introduced quickly, sometimes as early as the interview stage.   Your ship might already be sunk before you get to set sail. 

    Have your employees been asked to choose sides by a manager or director? 

    When your managers are constantly throwing changes into the mix, and  hinting of uncertain futures,  unsurprisingly you  will get people stabbing each other  in back and running the bus back and forth over each other.  Regaining control is hard, and winning back over the trust of those  employees that relied on you is an uphill climb. 

    Moving The Needle

    AAEAAQAAAAAAAANQAAAAJGQyMDU3ODcwLWEwNWItNGRjNi1hZDNhLTIwZWUxZmVlYzk4MA Integrity or Disruptive Employees?Maybe it's time to cut out that layer of masochist operational management and allow your employees who actually produce to carry your projects to completion. Provide employees with the tools they need to be successful as well.   Help encourage  those great employees and potentially new employees to "manage up"  and take on tasks willingly instead of grudgingly.  Then your time can be freed up to  spend on improving products and or processes. Move the needle – get your edge back.   Show integrity in all your dealings. 


    • 0

    Worker Bees

    Category:BusinessTags : 
    AAEAAQAAAAAAAAMUAAAAJGViNzg2Yjc3LTQwODktNDI2Yi05OWIyLWEzMzQyNGE3M2M0NA Worker Bees

    Worker Bees

    Thought for the day

      I went to buy  my coffee this morning and  I forgot to grab cash.  It’s 5:00 am and I'm really wanting coffee bad.  All I had were checks and a credit card in my little fanny pack. The coffee shops  credit card machine was down and they didn’t take checks.  About this  time  an older woman  approached the counter and offered to buy my coffee for me.  She said to me “I’m just paying it forward”.    I didn’t argue with her – I let her buy my coffee for me -and I gave her a hug.   Now it’s my turn.   I understand – it is about personal satisfaction. 

    Being able to see the little guy, the worker bees as human beings that matter and have value – that is priceless. Worker bees   are the heart and soul  of an enterprise.  Sometimes we put too much emphasize on the big guy  and we forget that  those under us are actually the ones turning the wheel  that keeps our doors open.  

    AAEAAQAAAAAAAAL7AAAAJDgwMzU5YTEzLTYwNzktNDlmMS1iYTQ0LTMyMTU4ZjkwZDdmOA Worker BeesFor instance, what good is administration without teachers.  Or how about  corporate executives without secretaries to provide a level of organization.  You need cooks and waitresses and dishwashers to run a restaurant.  It also helps to have certified electricians to run a power company.   You need tellers at the windows of the bank, and nurses to tend to sick.  The worker bees – they are at heart and soul  of your business, institution, or nonprofit.  They are your most valuable asset and should never become a liability. You need them. 

    In reality, we are all worker bees.  Even those of us who own our own establishment or online practice.  We are answerable to someone, somewhere; could be a bank, shareholders, or the marketplace, etc.  Thus our  work goes on, one worker bee at a time.

    None of us can say without a hint of uncertainty  that we have 100% of every process down, and that the margin of error is so small that nothing could go wrong.  Of course you know the minute you state that, it’s as if Murphy’s Law kicks in and all hell breaks loose.

    How do you combat Murphy’s Law?  First off, except it as fact.  Things happen that are unexpected.   There is a philosophy that moves away from Murphy’s Law and acknowledges that  things will go wrong regardless of how well we plan.  The challenge is of course to make those things that go wrong  part of the plan.  Another idea is to pay it forward.  How do you get coffee without cash? Pay it forward! 

    How do you get coffee without cash?   

    Find a solution, find a work around, be flexible, and ask your worker bees what
    they know.  You will be surprised how often those worker bees understand your organization from a different angle, and possibly enough to save your bacon when the economy begins to move in a direction not in your favor. 

    bee Worker BeesEducation is not a sure fire way to protect yourself against the hardships of this world either.  While getting an education doesn't hurt, it won't mean anything unless you put it into practice. If you never put it into practice it is just a piece of paper on the wall.  

    As well, all the money in the world cannot, and will not take the place of the human connection.  You need to have people in your  life that you trust and rely on - like worker bees.  Building those relationships is key to how successful you will be in your life time.  I'm not talking financially as much as I am in the realm of personal satisfaction.  You can have all the money in the world and still be a miserable old cuss.  People are what make us who we are - especially those worker bees. 

    Been burned?  It’s part of the plan.  Been given the ax?  It’s part of the plan.  As hard as it may sound to do, you have to take  those rough moments in your life and make them part of the master plan.  It’s like learning to roller skate, you AREgoing to fall on a very delicate part of your body and it will hurt.  But, you get back up and do it again, until you are proficient enough to stay up for longer and longer periods of time. 

    AAEAAQAAAAAAAAL7AAAAJDgwMzU5YTEzLTYwNzktNDlmMS1iYTQ0LTMyMTU4ZjkwZDdmOA Worker BeesGetting back to our worker bees.  With their help our organizations, and businesses are supported by their skills and knowledge.  When you have worker bees who are trained and understand that  everything is connected, you have a much stronger work environment .   You rely on them, trust them, and need them.  It really is in your best interest to be available to your worker bees.  Make the time to be with your worker bees.  Build in those incentives that keep the bee colony happy.   There is always Murphy’s Law that is quick to remind you of just how valuable your worker bees really are. 

    ..and the buzz is all about Personal Satisfaction. 

     

     


    • 0

    A Real Team

    Category:BusinessTags : 
    AAEAAQAAAAAAAAMRAAAAJDJkNTRlZDZkLWYwYjYtNDFmOC05ZGNmLWViMGY1OTRkODQyOA A Real Team

    A Real Team

     Ever wonder what a real team looks like, feels like, acts like? 

    I’ve worked on a multitude of different professional teams in my lifetime.  Some were good, some were so-so, and some were just flat out disappointing.  One particular team that I had the privilege to be a part of, rocked in every dimension. It was at the  Chamber of Commerce (Moab) when I was first starting out in the business world, almost 23 years ago.  The Chamber of Commerce at the time was located in the same complex as the local Grand County Travel Council.  The Chamber owned the building.  If you can imagine tourists from all walks of life, business professionals looking to relocate to the area, and local entrepreneurs seeking all forms of statistical information lining the counters and desks – that is where you would find me.  Phones ringing off the wall, a million questions coming at you, and staff running around trying to get literature out to the visiting masses. That was my world.

    AAEAAQAAAAAAAAQ6AAAAJDViMl2E5ZmU5LWQ1YTEtNDU3MS1hMmM2LWZkZDc5NzY0OGYxOA A Real Team

    There were a number of things we as a team had memorized by heart, the brochures, and all the local attractions:

    • The restrooms are located around back and just across the bridge over the small dry creek
    • Please don’t forget your sunscreen and take plenty of water
    • When asked where the Arch was, we would go into a 2-minute informative speech about Arches National Park, and the many Arches contained inside the park
    • Yes the Chamber board is made up of elected local business owners and concerned private citizens
    • Economic development packets are available at our office or downtown at the County office
    • The film commission does not have an office in our building. Yes we have a brochure for that too
    • The pool, movie theater, bike repair, and where to eat were all hot topics

     As you entered the Chamber of Commerce/Travel Council building, there was a small room off to the left as you first walked in. Housed in this room were tons of  brochures and flyers on the local city and recreational areas.  An overhead TV played continually the lengthy jingles from the ads that helped to  teleport visitors minds to the great attractions that lay before them.  Often sunburned and chapped lipped youngest just off a river or jeeping excursion would run to and fro before exhausted parents could gather them up in an attempt to quiet them down. 

    Our miracle gals behind the front counter were Jacque, Melissa, and Annie.  One
    of them would burst out with the candy jar and take that heavy parental load off the parents; making little frowns turn into smiles as the children would gladly take the candy and whatever paraphilia was given to them.  Stickers and pens, key chains and other free swag kept the kids at bay, while mom and pop looked over the brochures, planning their next family adventure.

    Tucked away in the back were Judith and Rene.  They were always working steadily on the next travel council brochures and upcoming travel events.  They were designing some of the first displays for their overseas trips to sell the world on the idea of the Grand Circle tour ( Zion, Bryce, Capitol Reef, Arches,Canyonlands and Grand Canyon national parks).

    AAEAAQAAAAAAAANRAAAAJDEyNjUxM2Y5LTI1M2EtNDg5Ni1hN2U4LWQxMzM1NDNiZTdkYQ A Real Team

    Val and I  had desks next to each other out in the open for the world to find us. She could be found busy entering all the travel information requests and filling out forms and making labels for all the seasonal guiding companies who came in weekly for marketing information.  I would be planning Chamber events and dealing with the business community concerns; or planning parades and Chamber luncheons,  and making my own packets for relocation and small business development. 

    Five o’clock was a good time.  We did things together.  We celebrated each other’s life moments.  We had Saturday coffee down the river road, or gathered at someone’s house for a team get together.   We all knew our rank in the organization, it was team member.  Sure we all had titles, but friend was the best one. 

    So many organizations have lost the title of team and friend.  Those titles have been replaced with negative titles that strip the humanity from a person, and leave an empty soul in its place. 

    AAEAAQAAAAAAAAJBAAAAJGY5ZjZiZTdiLWQ0ZjItNGE1OS05ZmYzLWJiMTQ4ZmJkMmExNw A Real Team

    Being part of a team means

    • You get up and help the gals or guys behind the counter when she or he is swamped with customers
    • You grab the Chamber or Travel phone and ask for a number and  get a call back
    • You help your team mate by going outside with them, to tell that visitor that the bird bath is for the birds and not bathing
    • You gently bring out the fire extinguisher when you light your best friends 30th birthday cake at 7:30 in the morning
    • You lock up when  others can’t
    • You open the building up with a smile on your face and you do it all over again with each other helping along the way
    • Being a part of a team and helping to meet goals and deadlines. Just getting to the bank or the post office can be difficult.  Your team helps you with even these small steps
    • Group hugs – priceless

    Watching a team member move away, or move on to bigger adventures is bitter sweet. But we celebrated each other’s success and we acknowledged the fact that they were a part of who we are today – because they were in our lives. It is true I have worked on other great teams, but you never forget your first one. 

    A team can be a complex unit of individuals helping each other to research and discover new things.  A team can also be a group of like minded kind people just doing what they do every day.  Simple or complex - celebrate! Celebrate each other in your lives. 

    Thanks Ya'll!

     


    • 0

    When it happens to you – reorganization

    Category:BusinessTags : 
    AAEAAQAAAAAAAAITAAAAJDM1ODQ5OTQ4LTZhOWQtNDJlNy04ZDUyLTYyNzVlNWNhYmIxNw When it happens to you - reorganization

    Having suffered through the loss of a job that I thought I would end up retiring from was a blow. It was one of those knockdown moments. I understand the need that some have to correct for the wrongs. I can say without a shadow of a doubt that I did no wrong. In fact, I was too good. Just to set the record straight. I'm not being conceded. I was good at my job. I enjoyed it too.

    You have to continue to do right. You have to stand on your principles. People will gossip about you, attempt to find the hidden dirt (which there isn't any). The truth is you can't control corporate reorganizations, but you don't have to let it control what happens with the rest of your life.

    When this happened to me, everyone around me knew I was a good employee. I still to this day have first rights to interview. Many didn't know that. I did not want to transfer out either. I wanted to stay in my community.

    I have nothing negative to say about what happened to me. Didn’t like it of course, but it happened. I loved the people I worked with and for. Our economy on the other hand - took a swipe at the bow internally of our organization.

    The truth is that it is easier to find a job when you are already employed, than when you are not. I wish I had some indication that it was coming so I could of prepared, but it wasn't to be. What measures can a person take to try to explain a reduction of force due to reorganization to a prospective employer. It’s a tough cookie. I know I'm not alone in that endeavor.

    Many professionals I have found do not understand the difference between money accounts within large corporations and/or schools. You have internal operations (salaries, things like that), then you have a different set of money which is for infrastructure. These pools of money do not cross one another, or at least they shouldn't legally. Thus sometimes you will see companies still expanding with bricks and mortar, yet letting 100's of people go. It would be nice if the accounts could cross over, but unfortunately that is regulated by the US government.

    So the upside of the story is. It's okay. Life goes on. You get by. Stay positive and positive will follow. Principle and integrity are genuine attributes that others will admire you for in the end.

    If you stick with your resolve you will come out on top, and probably much better than before. You will have grown in areas of your life that you didn’t know needed growth.  I understand  it is tough to wait on that new dream job – but keep your positive attitude up and it will happen sooner than you know.