How to Use Personality Traits to Recruit an All-Star Team

How to Use Personality Traits to Recruit an All-Star TeamHow to Use Personality Traits to Recruit an All-Star TeamNo one hires in a vacuum filling an open lokalitt requires strategy and research. You are placing a new hire onto an unfamiliar team and into a new professional culture. You want to make sure that you maximize the opportunity and onboard a candidate with the skills to do the job and to enhance the functionality of your unit.A team operates best when fueled by an array of talent, including the soft skills that support its internal operations. Soft skills such as flexibility, diplomacy, empathy and likability are to people operations what lubricants are to machinery. They reduce friction while enhancing cohesion and harmony.Soft skills help individuals predict and interpret others behavior by intuiting their feelings. This skill set is increasingly in demand, because soft skills can help defuse interpersonal issues and they strengthen relationships.In order to fully embrace the opportunity your open position presents, first analyze what you soft skills your team needs. Then create a recruitment strategy that seeks out those qualities. Identify gapsA team might encounter certain communication obstacles if it is largely comprised of the same types of communicators. If thats the case, it may be obvious what your team is missing.If youre not sure, examine performance appraisals or other devices that you use to chart your teams successes and areas of challenge. Do you find common areas that need to be strengthened? For example, would your team benefit from a candidate who drives projects along, is creative, incorporates different viewpoints, slows everyone down and encourages the team to think through their decisions or someone who has a strong track record for successfully collaborating with other units? It may also prove helpful to have the members of your team take turns leading a meeting while you observe so that you can watch your teams dynamics in ac tion. Observe how they interact with each otherwho dominates? Who facilitates? Who seems engaged and who does not? This exercise will give you a sense of what soft skills you team has and what capabilities could enhance the mechanics of the group.Target soft skills Gear your interview approach towards finding a candidate with the soft skills you are missing. Use your own soft skills to get your applicants talking about theirs during interviews. Ask about volunteer work they undertake, teams they play on, or any extra activities they do. Find out what they like about this workwhy it excites them.This can be an informal conversationan ice breaker. But it will also clue you into what motivates them. If they are volleyball players, for example, they may have a good sense of teamwork. If they serve as mentors or volunteer as Big Brothers/Sisters, they may have a care-taking or community spirit that is just what your group needs.PromptsAnother helpful way to learn about your candidates so ft skills is to use prompts that give you a sense of how they use soft skills at work for example Example (Empathy) Describe a time that you had to help a customer or client who was disgruntled for reasons that you thought were understandable. Were you able to calm that person down? Were you able to win him or her over? If you could do it again, what would you change?Example (Team player) Describe a time that you had to help out a coworker who was struggling. How did you do that in such a way that your colleague felt supported but not embarrassed? These prompts are open-ended. They leave plenty of room for candidates to discuss processing and feelings. You want them to discuss both so that you can get a sense of how they intuit others feelings and how they operate from those assumptions. RememberSoft skills may be subtle, but with some careful analysis, you can target and track the ones you need to round out your teams skill set.

A Fair Vacation Policy Can Help Prevent a Summer Staff Meltdown

A Fair Vacation Policy Can Help Prevent a Summer Staff MeltdownA Fair Vacation Policy Can Help Prevent a Summer Staff MeltdownA Fair Vacation Policy Can Help Prevent a Summer Staff Meltdown RossheimSummertime - high season for sunburns, cookouts and vacations - can mean high anxiety for managers. Nearly every employee wants to take a good chunk of time off, but most businesses cant allow customer service or any other core function to lapse just because its beach weather. Not to mention who will helpmanagethe business while yure on vacationThese tips will help you keep the trains running through summer without alienating the rank-and-file.Codify your vacation policy. Even if business in your industry slows in summer or you offer unlimited PTO, its wise to maintain a formal vacation policy. Be sure to put it in writing and then distribute it to all employees annually and whenever a substantial change is made.Structure is important, says Nancy Saperstone, senior HR business partner at Insight Performance, a human resources consulting firm. Fair vacation policies are not loosey-goosey.Dont be arbitrary. Make sure that vacation requests are granted or denied judiciously. Managers reviewing time-off requests must be consistent to avoid the perception of favoritism, says Jennifer Gunter, secretary of the HR Florida State Council.At small companies in particular, its important that all employees vacation requests are solicited before any summer time off is granted.Be transparent. If you want to keep your employees, dont offend them by handling their vacation requests with a because I said so attitude.Transparency is key, says Saperstone. You have to let people know how youre making these decisions, so people understand and respect how its done. David Galic, a spokesperson with employee-scheduling software vendor Humanity.com, gets to the heart of the matter of a well-managed vacation policy Managers should give reasons for declining vacation requests.Enumerate the cr iteria for reviewing vacation requests. Employees will be more likely to make workable vacation requests if they understand the deciding factors in your vacation policies. You dont want to only reward senior employees, says Saperstone.You might, for example, prioritize requests that come in early, or reward high performers with first choice of vacation date, or set up a regular rotation to determine whose requests will be considered first.Encourage communication among team members. We have an HRIS system where employees can make vacation requests, and also a shared calendar, says Loni Freeman, vice president of human resources at public relations firm SSPR. We ask employees to communicate with their account team to ensure client coverage.Make flexibility a two-way street. If you give employees some flexibility in the workplace, youre in a position to ask them for flexibility of their vacation arrangements.We have core hours, but otherwise employees can decide at what time they arriv e at the office and leave, says Freeman. Because we allow daily flexibility, employees may be willing to take a 15- or 20-minute client call on a PTO day, says Freeman. But take care to strictly define responsibilities that carry into vacation time and to limit work during vacations to the absolute minimum.Consider summer Fridays to build good will - and cooperation. Some 42 percent of employers will give employees Friday afternoons off this summer, according to a recent CEB survey. Given that many employees minds will already be at the beach after lunch on TGIF day, formalizing this naturalrabatt time off may cost little in productivity while keeping employees engaged all summer and help generate cooperation to manageeveryones PTO requests.Be upfront with your vacation blackout policy. Unless your business depends on seasonal hires, a vacation policy with blackout periods is likely to sow employee discontent. What do you do if an employee has a family wedding during the blackout? You could create an exception, but that might breed additional resentment among other employees.If you must ban time off at certain times of year, its really important to let employees know during their onboarding that the company sometimes needs to have a blackout period for vacations, says Galic.Offer rewards for those who work sought-after days off. Consider giving employees special consideration if they agree to work certain days that most people want to take off. This can be especially important at small businesses, where co-workers are familiar with the comings and goings of people, which can easily develop into time-off envy.You can pay time-and-a-half for certain days, such as July 3rd this year, which falls in the middle of what many employees will see as a four-day weekend, says Saperstone. Or give them an extra day off think creatively.Consider summer stay bonuses for high-turnover hourly jobs. Small businesses who depend onhourly workerscould suffer high turnover. Its w ise to offer bonuses to workers who stay with the company through the summer and take time off only when it has been requested and granted well in advance.Regulate unlimited PTO. Frankly, when it comes to summer vacation, unlimited PTO has its limits.Our guidelines say that the time off must not be detrimental to the business it must be scheduled in advance, and is subject to denial, says John Sickmeyer, president of marketing agency Postali. But we havent had this happen yet. Our shared vacation calendar creates a sense of group accountability. Managers look at the vacation calendar regularly to ensure nothing could be problematic for the company.Cross-train in anticipation of heavy PTO periods. Cross-training, which goes hand-in-hand with professional development, can be a tremendous boost to your vacation policy.Cross-training is particularly important with our largest clients, where there are two or three people on the team who know as much about a given client as the lead perso n does, says Freeman. Cross-training is also critical at small companies where many tasks are often carried out by just one employee.

From the President February 2015

From the President February 2015 From the President February 2015 Resetting the Future in 2015 This year, the United Nations Millennium Development Goals will enter their next phase of seeing major improvements in alleviating poverty and improving quality of life globally. Technology itself is central to many of these efforts with broader public use of 3D printing and its revolutionary influence on manufacturing, the application of newer technologies in urban centers, and favorable trends in renewable energy technologies and sustainable practices. From May through October, the city of Milan will host the allgemein gltig Expo, displaying technologies for developing economies aimed at poverty reduction, food production, water management, and health. Exciting breakthroughs in recycling systems, solar-powered water desalination and other green energy technologies will be a part of the first fully sustainable, zero-carbon, zero-waste city, Masdar City, Abu Dhabi, United Arab Emirates. D emonstrated technologies will include upgrades in mass transit and personal rapid transit technologies. Also expected in 2015 is the first large-scale solar updraft towers to become operational in Arizona, combining the technologies for wind turbines and greenhouse chimney effects to drive them, working in any weather condition and at night. Other visionary technologies will contribute to more efficient automation combining micro-electromechanical systems with wireless devices, machine-to-machine communications and advanced sensors, smart homes and advances in medical care. To keep pace, engineers will need more exposure not only to the trends themselves, but also to the bigger (and tougher) questions. In other words, engineers will need to keep an expanded worldview that gives shape and form to integrated systems and broader understanding of risks. ASME conferences, publications, and digital platforms, including ASME.org, are keys to keeping us linked to these evolutionary technolo gies.For ASME, engineering remains the heart of essential improvements in the human condition. We function best at the crossroads, linking multiple industries in a cross-pollination of ideas and their applications. The focus of our strategic themes in energy, advanced manufacturing, workforce development and the global view helps engineers bring practicality to tomorrows solutions.What can ASME look forward to through the coming year? We can get a glimpse of the future through events such as ASMEs neuheit Design Simulation Challenges, which lets students showcase their simulations at the ASME 2015 International Design Engineering Technical Conference / Computers and Information in Engineering Conference (IDETC/CIE) and the Additive Manufacturing 3D printing (AM3D) Conference in Boston in August. IDETC will also host more Social Meet-ups and Mini-talks, similar to those now online.Just as the ASME Human Powered Vehicle Challenge has continued to grow globally, into Latin America and India, ASMEs Innovation Showcase goes global in significant ways this year beyond the United States (in May) and to India and Kenya in June. You can follow its progress on Twitter asmeishow. The IShow focuses on hardware-led social ventures for individuals and organizations bringing physical products to market. Exploration of the universe will also continue to inspire and awe as probes reach unexplored destinations beyond planet Earth. Part of this universe, the winners of NASA Making Tools, were recently announced, wherein students are creating 3D models designed for use on the International Space Station. The ASME Foundation provides key support for this initiative. Through my travels and correspondences, I am enjoying the work of engineering that shapes the future and the role of engineers as co-creators of how we live, in both urban environments and developing economies. As engineers, I hope you are engaged and helping to shape the larger worldviews that are being envisioned to day. J. Robert Sims ASME President

Almost 1 in 5 Americans know someone whose job has been affected by automation

Almost 1 in 5 Americans know someone whose job has been affected by automationAlmost 1 in 5 Americans know someone whose job has been affected by automationA new report from Pew Research Center shows that18% of Americans reported knowing someone whose salary or hours have been cut, or who has lost a position, due to workforce automation.A sliver of people also reported having firsthand experience with this topic, with 2% saying theyve lost a position themselves because their company replaced their positions with a machine or computer program, and 5% saying theyve had a cut in salary or hours because of it.But at the same time - and in line with similar findings - the Pew Research data shows that not everyone buys into the idea of automation taking over their jobs, with only 30% of employees saying they think its at least somewhat likely that computers or robots will mostly carry out their positionswhile theyre still alive.Of all the findings, here are just a few that stand out.Who is losing their jobs to automation?The report featured an age breakdown of the 2% who say theyve lost a position to automation and the 5% whove witnessed a dip in wage or hours because of it.Those ages 18-24 emerged as the most likely to report being affected directly by automation.On the other hand, those aged 65 and up were the least likely to say so, with only 1% saying automation took their job and just 2% saying they ended up earning less money or clocking in fewer hours because of it.Who thinks robots will take their jobs during their lifetime?Among hospitality and service workers, 42% said it welches likely, while 58% said it wasnt. Among retail employees, 41% said it was likely, while 59% disagreed.Meanwhile, 82% percent of those in education said it was not likely their jobs would be replaced by technology. Seventy-six percent of those in health care said it was not likely.Most Americans really dont want computers involved in hiringAnother part of the survey dealt with the role of technology when it comes to hiring.The research found that an overwhelming 76% of respondents wouldnt be interested in applying for positions that rely on a computer program to make determinations about candidates during the hiring process.Within this group,41% say computers cant capture everything about an applicant, 20% think its too impersonal, and 4% think candidates are able to game the system.A comment from an unnamed 22-year-old woman was featured in the report, showing that by using algorithms in hiring, certain menschenwrdig traits could slip through the cracks.A computer cannot measure the emotional intelligence or intangible assets that many humans have. Not every quality can be quantitatively measured by a computer when hiring someone there is much more learned by face-to-face interactions, she said.Technology that uses computers to screen applicants is already being deployed. Theres alreadyAI that can scan your face and tell employers whether youre a good fit or not.Some are open to being screened by computersSome Americans, however, think computers will give some job applicants a leg up during hiring, with 22%on board wth the idea of AI being involved in the hiring process.Of those who were in favor of it, 35% said they thought this technologywould be more fair, less biased than humans, 10% said they think theyd score well, and 10% said I would do what it took to get the job.An unnamed 69-year-old woman commented in the reportThis process, assuming the criteria were fairly developed, would avoid unfairdiscrimination and bias which impacts many hiring experiences. The successful applicant would be hired because they had the skills to do the job, not because they had a personality that clicked with the hiring authority.

New Article Reveals the Low Down on Resume Exsmples and Why You Must Take Action Today

New Article Reveals the Low Down on Resume Exsmples and Why You Must Take Action Today The Basics of Resume Exsmples You only have to understand how to create effective use of resume templates. The advantages of employing a template The obvious reason behind using a template is the way quickly and easily youre able to put your resume together. The template is quite oganized and named layers also simple to customize. It is basically a ready-made fill in the blank gestalt available on most of the online job portals. With the assistance of professionally designed resume templates it is possible to save yourself lot of work and time on procedure. By creating a template, in regards to crafting the (nearly) inevitable next job program, you are going to be saving yourself a lot of time and stress. The next thing to do is to show you have the work ethic, savvy, and enthusiasm it can take to compose a truly tailored cover letter. As you select your preferred template and sign up or utilize it freely, you might get your hands on the picture-perfect resume in simply a matter of a few momemts. The writers that are appointed to draft the resume templates are selected because of their proficiency. Using Microsoft word to create a resume can be exceedingly uncomplicated but at the identical time just a little bit sophisticated if you dont understand how to do it. The template ought to have a section for writing skills and about the certification an individual may have. Writing resume with the assistance of resume templates readily available on the net is easily the most effective method of writing resumes that enkoranvers that youre using the proper format and correct information thats ideal for the job youre applying for. The Debate Over Resume Exsmples Internet has altered the way that people search for jobs together with the businesses and recruiters locate their prospect candidates. Lots of people struggle to gather a resume they are content with, and u tilize that resume to aid them to land work. If students are applying for new work in different job fields they may require the most updated CV possible to create the best impression. Importance of Resume in Job Search When youre looking for work, youll need to compose an application and send it to the corporation. Applying with the work targeted resume for each job is a great practice rather than sending same resume for each job. Saves Time whenever youre looking for a very good job, its always great to have a separate resume for each and every job. Locating a job becomes as difficult as one can imagine when you dont have experience. How to Get Started with Resume Exsmples? Its possible to make your resume however you need to. Utilizing resume templates will enable you to make sure that you are appropriately laying out all the accomplishments which youve done, and also permit you to make certain you have the ability to set your thoughts together in a fashion that will cause you to get attractive for a broad range of unique work in the industry in which youre applying for. Resume skills and abilities play a substantial part in boosting the standard of your resume. The skills a chronological resume may not have the capacity to highlight are in a position to be emphasized in a functional resume. The very first thing a CV has to do is get the interest of the hiring manager or employer. For making positive effect on the recruiter, its important to get a unique resume portraying your job particular specifics. Imagine you have two resumes before you. Its important to get complete understanding about tailoring resumes. The Downside Risk of Resume Exsmples The CV template demonstrates how to format your Curriculum Vitae and lets you know what kind of information needs to be included. It is very important to plan your CV before you begin writing it. While there are numerous expert CV and resume writing services available on the web, and theyll certain ly do the task for you, it is going to cost you to get it written for you in particular. Developing an expert CV isnt really as difficult as you think if you understand how to get through it. Download and customize as you would like. The target of your resume is to secure you the interview. The Tried and True Method for Resume Exsmples in Step by Step Detail Resumes come in various forms and formats. Resume template will be able to help you in earning your application impressive and as stated by the expectations of the employer. Templates play a significant part in your job search as it saves a great deal of your time and supply you a better format for your CV.

The Hidden Facts About How to Write a Resume with No Work Experience

The Hidden Facts About How to Write a Resume with No Work Experience The Meaning of How to Write a Resume with No Work Experience Its a fact that some employers wont be interested in you as you lack the work openings educational requirement, but you will discover different employers that welcome your experience, skills and expertise. Employers try to find staff that have a history of earning positive contributions. They are well aware of whats happening in the job market. Bright employers are interested in people who may solve problems as opposed to create them. In a bad economy, job hunters may have to earn a compromise on location and pay prices. Do not invent a work history that you dont have. Under that topic you would chat about a couple of jobs you held previously that highlight your abilities in that region. Some jobs require a certain sum of travel on a normal basis. Even if one isnt required, its generally an excellent idea to send a quick cover letter together wi th your resume. The main point is that you really have far mora experience than you might imagine you have. Your focus to small details could be the real key to success. See our guide on how best to compose a cover letter free of experience. Your name ought to be at the peak of your resume, followed by your house address, email address and telephone number. You are going to learn how to best format your resume and the strategic advice that you will need to stand out as a good candidate at every stage of your career. The target job title appears at the peak of your resume, immediately following your contact details. Take care to be certain you are utilizing the right title for the industry you want to advance your career in. Learning how to do a resume when do not have any work experience is quite a bit easier if you are able to demonstrate some seasonal or short-term work experience. Spend some time matching your qualifications to the job to make sure youre including the suit able key phrases and techniques. Fortunately, you may make a resume that highlights your skills even in case you have no work experience. Wherever you opt to place your skills on your resume, be certain to tailor your list of skills to the specific job. How to Write a Resume with No Work Experience No Longer a Mystery When seeking to land that first job, you will end up faced with the job of demonstrating that youve got the background to be successful despite your lack of job history. If you truly enjoy the position, give yourself some opportunity to modify the resume to fit for the specific job offer. As an example, many candidates will just consist of previous work experiences. A perfect alternative for candidates with plenty of experience who want to have a really good one-page resume template. Your resume objective must immediately offer the concept that youre the suitable person for the job. Maybe you have practical work experience and abilities that are related to the job. In spite of minimum work experience, you can produce a professional looking resume that sells your abilities and provides you a better opportunity to find that interview. In case you have any part-time work, that will go a ways towards a terrific experience section. There are a couple diverse things you may include, together with a couple of formatting tricks, which will help you present yourself in the very best light possible. A great method to start on your resume as a high school student is to have a look at examples of resumes and read tips about what to include and the way to format your resume. Employers expect to seek out key details in every single area here are a few ideas to get you started. Whilst you write your summary for your resume, attempt to consider what you want them to discuss with you, and what exactly you desire an opportunity to discuss. You are able to still create an effective document that is likely to make your interviewer sit up and take noti ce. Study tips and techniques about how to compose a resume.

Discover How Virtual Interviews Will Help Your Clients Gauge for Fit Faster

Discover How Virtual Interviews Will Help Your Clients Gauge for Fit FasterClients love your staffing firm because your team isnt afraid to dig in and do the dirty work. You hold nothing back when searching for candidates, finding their qualifications beneath massive piles of resumes, and matching only top candidates with clients demands. The trust clients give your team to screen for candidate fit before sending selections to their inbox is both an honor and a burden. Unfortunately, the potential you see in a candidate may not always read loud and clear to clients. When clients dont clearly see why a candidate matches with their company, it slows the hiring process and creates a sense of dangerous uncertainty. The need to find clarity faster is likely why 55 percent of companies are increasing investment in virtual interviews, the fastest growing area of spending in talent acquisition, according to Deloittes HR Technology Disruptions 2018 Report.In the report, Josh Bersin discloses, Discussions Ive had with many talent acquisition leaders indicate that video interviewing has moved beyond screening and is poised to become the nextiteration of an assessment centerAs the new assessment centers, virtual interviews will give staffing firms the power to gain in-depth insights of candidates to share with clients. Clients who have videos of top candidates in their hands will have the power to make informed and effective hiring decisions. To help you and your staffing team understand how to use virtual interviews to enable clients to better gauge for fit, we reached out to our experts. Heres what they had to say Gain deeper insights into candidates skillsOur clients get access to a wider pool of candidates when we hire virtually. Virtual interviews are used in several ways during our screening process. We really sell the opportunity in job descriptions and candidates must jump through of a number of hoops demonstrating an ability to follow directions (rare), their atte ntion to detail, and a desire for the job.As we hire project managers to develop into operations managers, we need confident leaders with strong interpersonal skills. Candidates can talk a good game over the phone, but when we request video screen shares to walk through a skills test, we get a clear picture. It tests their ability to work with online tools and their confidence with skill fundamentals.Mandi Ellefson, Founder of Hands-Off CEOCandidates talk a good game on the phone but videointerviews give you the clearest picture. MandiEllefsonClick To TweetDiscover professionalism early onA live or recorded virtual interview will also show you and your clients if candidates present themselves professionally, and give you a look at their people skills. I scheduled an interview with someone who I initially thought was fantastic, then saw the disorderly messy office behind them. I knew in the first minute that they werent the right fit.Mandi Ellefson, Founder of Hands-Off CEOFocus spec ifically on candidate fitI used a two-way, live virtual interview to screen a candidate and gauge their fit for a client. During the interview, I could tell they were a good fit for my client. They spoke very eloquently, seemed like a positive person, and someone who would, overall, be a pleasure to be around. They also seemed smart and knowledgeable about the company and its goals.I recorded our two-way virtual interview. This allowed me to later edit out the parts I felt my client wouldnt need to see. I kept the parts that really highlighted the candidates strengths and qualities they could contribute to the position.To further ensure my client was focused on gauging the candidates fit, I reminded them of the qualities they should be looking for in candidates. I also painted a picture of a candidate that seems perfect, but, in actuality, is not a good fit for the position.Nate Masterson, HR Manager of Maple HolisticsVirtualinterviews allow staffing pros to highlight candidate stre ngths and fit. MapleHolisticsClick To Tweet___Learn how staffing firms just like yours are using video interviews to drive mora placements.