Archive for July, 2015
f you’ve been in the business world for more than five minutes, you know that sooner or later your marketing department will try and get you to memorize – or adapt your own version – of the corporate elevator pitch. It’s a short, two to three sentences that you can explain your company and its value proposition quickly, even on a short elevator ride. Every great elevator pitch will let the audience know a) what your company does and b) what your company does to distinguish itself from others and c) the problems the company is solving.
The elevator pitch is a time-tested and proven way to help people understand how you can help them or someone they know. Meanwhile, what’s your personal elevator pitch? Do you find yourself at networking events saying – when someone asks – “I’m the payroll manager for ACME Corporation.” And then, leave it at that? While that is great, it doesn’t tell me who you are, what you are passionate about, how you can make a difference and why I or someone else would want you to be part of a team.
Finding a job is rarely easy. But if you are looking for an HR or payroll position, make sure you don’t make it harder on yourself than in already is.
Often we are approached by great HR and/or payroll candidates that are gaining little to no traction with their search. We are always here to help and often match awesome candidates with great jobs. But whether you look for us in your HR or payroll search or not… make sure you avoid these common mistakes.
Congratulations – you have the qualifications resume and cover letter (assuming it has been read) to land an interview. That’s the good news. The bad news? Now comes the hard part.
Don’t get cocky because you’ve landed the interview – now is the time to up your game and work hard to secure an offer. But with multiple and often many candidates vying for this single position, do you have any control over whether you get the job? Of course you do, otherwise hiring would be solely based on your resume and experience.
Here are some tips for setting yourself apart from other qualified candidates in the interviewing process.
The latest U.S. census data revealed that a whopping 92% of our nation’s businesses are small businesses (less than 20 employees). As an HR or payroll professional, it is probably inevitable that you will have an option to work in one for a small business at some point in your career. The one caveat being that many of these small businesses don’t carry HR and/or payroll professionals.
The key question is – does working for a small business suit you, your temperament, and where you are in your career. Let’s take a look at some factors to consider.
Experience – A job at a small business can teach you HR and payroll skills at a rapid pace as you will likely be put in a position to do it all. A year in a small business may be (like dog years) worth multiple years in a corporate HR or payroll position. However, if you are fresh out of school or have little or no experience – entering a situation with limited or no mentorship could be setting yourself up for failure. Even if you do succeed, you may develop some bad habits and be ill equipped to advance into corporate life.
We are feeling re-energized, inspired and ready to THRIVE after the SHRM 2015 Annual Conference & Exposition. It was an amazing chance for HR learning, listening and networking. Over 15,000+ HR professionals from companies and countries of all types came to hear world-renowned speakers, motivators and presenters. I went to sessions on Strategy, Employment Law, Talent Acquisition, and Personal & Leadership Development. Our favorite takeaways are below.
Employee engagement is key to productivity and success. We know this. The problem is that often this engagement is largely dependent on direct managers. According to Gallup, lack of employee engagement can be significantly (70%) traced back to managers.
Gallup has rather famously been at the forefront of studying what makes an employee or manager exceptional… or well below acceptable. This includes more than 40 years of research in nearly 200 countries among 27 million employees. One key finding shows that employee “engagement” has held steady (and flat) at only 30% over the past twelve years.
Tenured, talented, achieving employees are expected to rise through the ranks. They want growth and opportunities and organizations want to keep their talent.
The growth of social media use is giving human resources departments a window into their candidates and what makes them “tick.” But is that a good thing?
Let’s look at a hypothetical where you just conducted a great interview with what seems to be the perfect candidate. To gain some more insights you decide to Google the candidate and from that search check their various social media platforms. That seems pretty basic, right?
The problem is, you are putting yourself in a tough position as unlike a traditional background check, social media checks reveal a lot about a candidate’s day-to-day activities, background, likes interests and yes, things protected by the Equal Employment Opportunity Commission like age, gender, sexual orientation, marital status, religion, and race.