If you’re trying to hire an IT professional, you probably know already that great talent is harder than ever to find, and many in demand professionals field multiple offers. In a competitive marketplace, any delay in making an offer to a candidate can result in losing that candidate. Efficiency is always a good goal but it’s especially critical in your hiring process, and grows in importance as the labor market tightens and competition for talent increases. This is true whether you are hiring to fill a permanent or contingent position.Read More
In baseball, both pitchers and batters look for any advantage they can. Crowding the plate, an extra inch in the strike zone, a mile or two more on your fastball – small things up the odds of a hit or a strike. A simple thing can sometimes make the difference, and that difference at the right time can be huge.Read More
We all know that it takes more than just skills to be an asset to your company – you need to be a good coworker, someone who gets along with others and doesn’t cause drama. Look to the sports world for proof. No matter how talented someone is, if they are a poisonous presence on the team, they almost always end up being traded. Being a positive presence, in a locker room or a more traditional workplace, is just as valuable to your employer as the specific skills you bring. There are many things you can do to be a good temporary worker and this post focuses on one of them - don’t get involved in office politics. Just. Don’t.
Our body language can significantly influence the impression that we make. How we stand, or cross our arms, or where we look when speaking all sends subtle (or not so subtle) messages. In fact, studies show that perhaps as much as 55% of communication is visual (body language, eye contact) and about 40% is vocal (tone of voice, speed and volume), while content, what you are actually saying, is a mere 5%.Read More
Coworkers. We’ve got them and we are one ourselves. We spend so much of our day with our coworkers, and we’d all agree it’s much more pleasant to have good ones than bad ones. There are lots of ways to be a bad coworker. Here’s one thing you can do to make you one of the good ones.Read More
Looking for a new job can be exciting and hopeful, but also incredibly frustrating when the inevitable happens – you don’t get the job. It will happen multiple times in any job search, and the longer you look, the more rejections you’ll get before you finally find the right one and are hired. Dealing with the emotional side of job rejection can be very challenging and there is lots of advice out there. Some of it focuses on recognizing if there are things you can do differently next time: does your resume need work or do you need to work on your interviewing skills? Some advice is practical and suggests getting outdoors or exercising, or seeking support by talking to friends or other job seekers.Read More
Finding the right person for the job is a challenge. You only need to try and fill one open position to find that out! It’s a process that is a both a bit of an art and a science. It’s hard to attract people with the skills you really need, interview effectively, impress the best candidates appropriately, make a competitive offer, etc. – and things can get bogged down or go awry at any stage. You want to do everything you can to ensure you get it all right so you can maximize your odds of hiring a really great employee.
Start with the job description. It’s one of the first things that will impact a potential candidate. It’s how you get them in and it’s the first way they begin to learn about your firm. There’s an art to writing a good one but following a few basic best practices in this area can really help, including:
- Be clear, clean and concise in your writing, and try to avoid too much jargon and boilerplate language. The job description is one way that a candidate begins to experience the culture and personality of your company, so don’t turn people off with stilted writing.
- Be reasonable in listing minimum or “must have” skills so that you don’t needlessly weed out talented individuals with the capacity to learn.
- Convey excitement. Give the person a chance to see how their work would make a difference, be interesting, and rewarding for them in ways beyond salary and benefits. These are important to people, especially top performers who have their choice of offers.