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Tag: Hiring

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The Art of Managing People in the Field of HR

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Managing people is for people who are passionate about helping others to succeed, who can bring out the most of the teams. Managing people is much more of an art than it is science.

“Good Management is the art of making problems so interesting and their solutions so constructive that everyone wants to get to work and deal with them.” – Paul Hawken

As a manager, it isn’t easy to manage a group of people. In short, your employees are the ones making your vision a reality, and making sure they do it efficiently. Here are the six basic tips to effectively manage people.

Maintain a Good Communication

It is essential to communicate well to keep the loop about ongoing projects, goals, and deadlines and inform them about going-on within the organization. Giving your staff a feedback to feel that they can approach you with any questions or issues they want to address.

Building Positive Working Relations

Having strong relationships leads to a better work. It is also important to know the members of your team individually.

Acknowledge Good Work

Provide your staff with a positive feedback it will help to build their confidence and encourage them to get more involved in the future.

Be Real

By showing the human side of yourself and allowing your staff to get to know you a bit better, your team will feel more relaxed and comfortable approaching you.

Be Decisive

A good leader needs to be able to assert their authority and make important decisions for them. Behind every success of any organization, is the quality of leadership exhibited to the employees, that motivates them to do better.

Delegate Jobs to the Right People

An employee can either be the key to your success or be the reason for your crushing downfall. This is why it is vital that you establish a relationship with your team and get to know them individually to access what their strengths are.

Manage Conflict

Conflict in the workplace should not be ignored. It could lead to a negative atmosphere, which could have implications for staff productivity and communication among the team.

Set a Good Example

It is essential to set a good example to gain their respect.

Being an effective manager is about more than just driving your employees to hard work or more efficiently. Being the manager, you are responsible for leading your staff in achieving the overall goals by communicating clearly and effectively.

“Management is, above all, a practice where art, science, and craft meet.”

– Henry Mintzberg

Management would be easy if everyone managed were hard-working, collaborative, and had a great attitude and exceptional talent. Managing is also often associated with leading. While complementary, the two skills don’t automatically come together. A good manager is someone who finds the right mix to accomplish the goals set by the organization. The leaders are able to inspire employees to do their best because they foster a stimulating working environment that thrives on collaboration and within which people feel valued and appreciated.

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3 Benefits in Hiring Under-Qualified Employees

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In the competitive business world, we all know for a fact that job vacancies have certain qualifications. They create a boundary that filters out people who are more experienced and suitable for the role.

The most common qualification that job employers are looking for is the job experience of the candidate. This is one factor that makes fresh graduates or under qualified employees have an extremely strenuous time in finding a job that falls right into their expertise. Any person or employee has to start from somewhere, but how do we expect candidates to gain or even have experience when almost all jobs require experience for them to start.

While there are several benefits to hiring experienced workers, there are also several reasons you might want to try hiring under-qualified employees. Here are 3 benefits in hiring under-qualified employees:

  1. A Chance to Train the Candidate from Scratch

The inexperienced candidate is more susceptible and open to learning.

They are the people who possess an open mind and their willingness to learn is still quite high. The blank canvas creates an opportunity for you to mold them to your liking, there are no bad habits or things that will hinder you to develop their potential.

  1. Unconventional Approach to Work

The employee has never had a job before or is still inexperienced. It might actually be beneficial in terms of the enthusiastic approach and the dash of creativity they might possibly bring to the table. When there are meetings, they might surprise you with their suggestions, ideas, and even how to solve particular problems. They will try to go outside their comfort zone and try to say what is on their mind rather than some veterans or more experienced people do.

  1. Lower Salary and Benefit Expectations

Comparing the salary and benefits of an experienced worker from an inexperienced worker is quite on a different level of its own. More experienced workers tend to have higher salaries compared to those who are only starting. The business risk of the company to hire less experienced candidates is quite low.

Opening up an opportunity for candidates to enter your company to learn and gain experience has several advantages. Not only are you helping them learn, the company itself will also foster when they become an essential asset.

 “The secret of success is to be ready when your opportunity comes.” –Benjamin Disraeli

A Background Check on Your New Hire

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It is not an easy task to hire new employees for your company. It is a tedious task that requires you and your team to filter out an enormous load of applications. From the variety of candidates that are applying there are certain individuals who can be a great asset to the company. They are the people who were able to excel and stand out from the rest of the crowd. It may be through their educational background, capabilities or even through their personality. Whatever it may be, they have qualified to be in the possible candidate’s lists.

An interview process is held to further filter the applicants and learn more about their qualifications. It is an essential factor because you will be working with this person and will become a member of the company. You have to make sure that they will be an asset that will further promote growth and productivity in the office and not just a liability. It matters not if it is a multibillion or a startup company, hiring is never an easy task.

A simple background check is used to clarify if all the things mentioned in the job interview line up. With the digital age in the palm of our hands, it is as easy as pie when looking for information and doing a background check. Global platforms such as Linkedin helps recruiters obtain information on candidates in a cinch.

Take note though that with this powerful networking platform, it is very easy to create and forge data. The fact of the matter is that their no needed evidence to post experiences, educational background and attainments. Some candidates have the ability to create a false image creating a professional background when in fact it is all just a lie. Sometimes candidates overexaggerate and stretch the truth too so be mindful.

Go out of your way to further determine if the candidate would really be a good asset to the company. Examining and calling the person’s reference is a good idea. Create some time to validate and clarify the persons’ credibility and personality.

Most recruiters really don’t cross-examine their candidates anymore. But if you really want to establish a great team that will promote prosperity and growth a simple background check would not hurt. Discrepancy is very common in a job interview so never overestimate your gut feeling and hire without further examining your candidate.

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Best Practices in the Field of HR

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Human Resource best practices have been around for decades. They have served as guidelines for many HR Professionals.

Human Resource Management is concerned with all aspects of how people are employed and managed in organizations. The HR Department plays a significant role in how profitable and successful a company can become.

Human Resource Practices are strategic in nature. Following habits and policies that are considered in the industry to be the best practices can ensure that the HR Department is doing its part to create a successful organization.

When these best practices are combined, their impact is even more profound.

  1. Employment Security

Employment security is the first best practice for HR. It is a social contract between the organization and its employees. It benefits the organization because it helps them retain their people. This concept of security is essential and underpins almost everything HR does.

  1. Selective Hiring

The second best practice in HR, this enables an organization to hire people who are fit for the job. Making a right selection for the position is a key to building a competitive advantage. Pre-employment assessment is used to uncover three key candidates’ characteristics.

  • Ability: the person who has the ability to do the job and have the right technical skill and soft skills.
  • Trainability: the person who has the aptitude to learn and develop or improve his/her skills.
  • Commitment: feeling the responsibility towards the mission and goals of an organization.

  1. Self-managed and Effective Teams

High-performance teams are crucial for any company when it comes to achieving success. An effective teamwork in the workplace achieves more than a single individual.  Here are five techniques for promoting effective teamwork:

  • Give the power to make Decisions: Collaborative leadership is about skillful management of relationships that enables the team members to succeed while accomplishing a mutual objective. It is a great motivation to give the team the power to make a decision for effective teamwork.
  • Share clearly defined team objectives: When a team has a clear target to aim, their performance and overall effectiveness improve.
  • Promote efficient team meetings: One way to promote effective teamwork is through productive team meetings by using status reports.
  • Make individual progress visible to the whole team: To promote effective teamwork, the team needs to be aware of the progress.
  • Make it fun by melting the ice: Working in a team should be fun and inspiring, not an annoying obligation. Integrating a little bit of fun and humor promotes effective teamwork in the workplace is a great strategy.

HR needs to encourage different teams to work together in the organization.

  1. Contingent Compensation

The fourth Human Resource best practice. One of the tools companies use to attract, retain and motivate its people is through Compensation Management.

  1. Extensive Training

Learning is also increasingly important for the latest generation, such as Millennials and Generation Z.  It has become a way to stay innovative, grow faster, and sustain a competitive advantage.

  1. Reduction of Status Difference

Reduction of status differences can be applied by treating employees equal. Everyone in the organization deserves equal respect and could help in promoting the sharing of ideas.

  1. Information Sharing

Information sharing is important to share ideas and by encouraging open communication about strategy, financials, and operations creates a culture in which people feel they are trusted.

These best practices also need to align with what the organization is striving for. It improves morale, reduces turnover, increases productivity, and boost guest satisfaction.

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Tips on Getting Hired

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Getting the job you want is not an easy task, it is a vexing process but at the same time, a dream come true when the opportunity falls right into your hands.  Let’s be realistic and smart though, the dream job that you are applying for has several candidates that also want the job as much as you do. With different personalities and capabilities, each one has to offer, it becomes a challenge to stand out from the rest of the crowd.

To increase your chances of getting the job and getting noticed, there are several tips to consider that will increase your chances of getting hired.

  • Stand Out.

With various candidates applying for the job you desire, what makes you different from the rest of them? What makes you special and an asset to the hiring company?

Creating an impression that you have something else to offer will create an opportunity to stand out. A diverging personality that resonates with who you actually are is a good idea to show in the interview process. A pleasing personality, the willingness to learn, the ability to adapt and a good skill set to match will make you an ideal candidate for any job in the business world.

  • Tap into Your Network

Internal and external referrals will enable your employer to get an insight into who you are from different viewpoints.  They will be able to validate if you truly are a qualified candidate for the job. A third person perspective on you is more believable than just a first-person interview.

Also, turning to your network and letting them know that you are in need of a job might create an opportunity for you. You will never know what a single conversation might stir up with them and where it can lead.

  • Consider Boomeranging

Boomeranging is a term derived from an actual boomerang, what it actually means is a comeback. Some employees that leave the company without really burning their bridges and connection with them get a second chance.

Some employers are considerate towards their former employees, they already know who you are and the capability that you possess. A triumphant and glorious return to the company you might say.

You have to admit that getting the job you want is a tedious and a hard task to accomplish. It is a step into the real world and a gigantic opportunity to any individual. You can increase your chances of getting hired in the competitive business world by using your skills and attitude to your advantage.

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A Closer Look at Human Resource Department

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The Human Resource Department handles many necessary functions in business. It provides labor law compliance, record keeping, hiring and training, compensation, relational assistance and helps with handling specific performance issues. HR Department is a critical component of employee well-being in ay business. They are responsible for payroll, benefits, hiring, firing and keeping up-to-date with state and federal tax laws.

In every company, business, place of work has some form of HR Department to deal with the typical issues that come with employing staff. This purpose will sort out the problems, work alongside the management and the staff to ensure peace and tranquillity within the workplace.

It is crucial that all employees are completely aware of what the HR department does:

  • Policies – it is important for any company, new policies need to be understood and implemented.
  • Employment – the right staff and the right amount of staff fall to the HR department by hiring and firing.
  • Training – an important area for all employees to do their current job and career progression.
  • Payment – being paid makes everything worthwhile and pay reviews and bonuses are HR issues.
  • Equality and Diversity – two of the most important aspects within every place of work, responsible for making sure that employees are treated equally and the diversity of staff is fair.
  • Disciplinary Procedures – these can often occur when employing a large number of people, it is to be expected that some people just don’t fulfill the ideal behavior of a position.
  • Company Principles – every organization will have a purpose, intent, and principles which need to be upheld and it begins with the HR department by them spreading the intent to the company and labor unions or employee right organization.

HR Department provides your organization with a structure and the ability to meet business needs by managing your company’s employees.

Human Resource Department needs to provide a high return on the business’s investment in its people.

The Human Resource Department handles a range of different functions within an organization. There are six essential functions of the Human Resource Department.

  1. New Recruitment

The primary function of the HR Department is to oversee hiring and recruiting within an organization. The company administers the skills assessment and personality tests to match the candidates with the right job.

  1. Training and Development

HR Departments handles the training and development of an organization. It conducts training programs for new hire and existing employees. HR Department is responsible for training contracts and budgeting.

  1. Handling Compensation

Human Resource Department is responsible for the employee’s compensation. The department typically handles employee payroll and ensures are paid accurately and on time.

  1. Employee Benefits

HR Department manages all aspects of employee benefits and keeps track of employee absences and job-protected leave.

  1. Employee Relation

The HR Department handles employee relations matter within an organization. It involves the participation of the employee in different aspects of organization activities. It also handles disputes between employees and management, as well as disputes between the company and labor unions or employee right organization.

  1. Legal Responsibilities

The department is responsible for interpreting and enforcing employment and labor laws such as equal employment opportunity, fair labor standard, benefits and wages, and work hour requirements.

The main point of the Human Resource team is to “develop, advice and implement policies within the workplace” and generally find a way to keep staff and managers alike happy. The company’s human resource department is responsible for creating, implementing and overseeing policies between employees and the management team of the company.

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Interview Guide: How do you ace a job interview?

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A job interview seems to be tiring, even though you have gone through many interviews that you can count. With each job interview, you are meeting new people, selling yourself and your skills. This can be a challenge especially when you’re interviewed for a job you would love to get hired for.

These are the common interview questions asked by interviewers.

  • Tell me about yourself

    Talk about yourself in summary and avoid rambling. Focus on the elements that you want to highlight rather than going through everything.

  • Can you list your strengths?

    Think about three things that you do well and give concrete examples. An exhaustive list of adjective, such as ‘capable’, ‘hard-working’ or ‘diligent’, won’t really portray you well because anyone can make such claims about themselves.

  • What weaknesses do you have?

    Remember that being able to identify a weakness is a strength. Focus on the area of your work that needs to be improved.

  • Why should I consider hiring you?

    Focus on what else you can bring to the job, perhaps with your soft skills set. Appeal to the interviewer’s desire to hire someone with drive.

  • Where do you see yourself five years from now?

    This is your chance to talk about your wider ambition and goals. Bosses want to hire people with determination so don’t be shy about sounding ambitious or hungry for success.

  • Why do you want to work here?

    It is your chance to show that you have researched the company you are applying to work with. Typically things you might say are that the company operates in your chosen sector, that it provides a clearly structured career path and that the organization has a good reputation.

  • What is your salary expectation?

    It will depend on your personality as to how you feel talking about salary expectations.

  • What motivates you?

    Motivation is personal, so there is no wrong answer that you can give.

  • What makes a good team leader?

    Answering this question well is especially important for people who want to learn leaders or to manage a department.

  • Is there anything that you would like to ask me?

    Always have at least one question prepared I advance. This is your chance to drill down into an area of the business that might not have been covered in the interview.

A job interview is the most important step in taking a job search journey. It would be the best chance to show the company and to the hiring manager that you deserve that position. Remember that a job interview is not an exam, rather you need to understand exactly what the company is looking for in a new hire. Ensure that you’re able to discuss your experience and what makes you a great fit for the job. With some advance preparations, you’ll be able to grasp the interview and showcase the experience that makes you the ideal candidate for the company’s next new employee.

Here are some tips to ace up a job interview.

  1. Prepare and Practice

In a job interview, you will never get a second chance to make a great first impression. Being well-prepared increases your chances of landing that dream job.

It is also important to wear the proper attire for an interview, usually, companies have gone to corporate casual. There is one rule that stands above all: Dress professionally. Wear business attire appropriate for the role, to make you feel comfortable. If possible, call to find out about the company’s dress code before the interview.

The most important thing is to read and review the job description. Analyze the job description, it will align your competencies with the skills that the job requires.

  1. Research the Industry and Company

Researching the aspects will be a long-term guide investment to your future employment.

Here are some aspects of the company you should be researching for:

  • Company Financials: Checking the company website. Doing a Google search about the current state of the company.
  • Culture: LinkedIn, Facebook or Google Reviews for comments by former and current employees.
  • Executive Team: Find out who the executives or the company hierarchy through their company websites.

  1. Get ready ahead of time

A failure to a plan is a plan to fail, you need to prepare ahead of time. You shouldn’t do your practicing when you’re “on stage”, rehearse before the interview.

  1. Be on time

Make sure you arrive 15-30 minutes before the interview. Being punctuality is a subtle clue about attitude and behavior. Tardiness, no matter the excuse, is a major blunder. Arriving early to an interview will give you time to prepare and gives you time to calm your nerves. This will allow you to enter the interview as relaxed and comfortable.

  1. Follow-up after interview

After a job interview, it’s important to follow up with the hiring manager. Express your appreciation, a thank you letter, email, or a call is an opportunity to:

  • Highlight your relevant qualifications
  • Show enthusiasm for the role
  • Mention important details that didn’t come up during the interview.

Since part of your task in the interview involves selling yourself as the right person for the job, and convincing the interviewer that you’re going to get along just great with everybody. It’s important to appear confident and cool for the interview. One way to do that is to go on an ample number of interviews so you get comfortable with the process.

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Hiring the Right People for Your Company

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An employee can either be the key to your success or be the reason for your crushing downfall. As the manager of an immense or compact company, you yourself will have to interview lots of potential candidates that will be suited for the job and the person that will be working under you.

The interview process is quite important because here you can investigate, learn, ask questions and meet the person that is applying to your company. The emerging markets and competitions will need you to overcome this challenge in finding the right candidate to be your asset.

With a lot of people with various different backgrounds and attitudes to choose from, it is inevitable or normal to ask yourself “Who should I hire and how will I interview this person?”. Here are some quick tips to help you with your dilemma.

  1. Be Creative

    Throw some curveballs at your interviewee, try not to ask very common interview questions because they will be expecting those queries and already have a strategized answer for that. A creative approach to questioning your respondents will let you know who they actually are rather than hearing them say scripted or rehearsed lines.

  1. Be Challenging

    Put the interviewee or candidate into a position that will make them uncomfortable. The challenge is to see how the person would handle troublesome situations and how the person would think and work under pressure. A person who is in a tough spot usually shows his personality and true colors.

  1. Allow Your Employees to Help

    You and your employees will have to work with this specific candidate in the workplace for some time, teamwork is very essential for harmony and better productivity, so you need to make sure your candidate and employees will get along and have synergy with one another. You don’t have to decide by yourself, get your employee’s insight and opinions to clarify your decisions.

  1. The Right Attitude

    A great addition to your team will always be a person with great skill sets, but most of the time a person with the right attitude already plays a big role in the success of a company.

Look for a person that actually cares, someone, you can say that he is accountable for his actions, and a person who has a strong sense of learning mentality.

Caring in the sense that the candidate will care about what the future holds and what will happen in the company. Accountable in terms of taking responsibility for his actions and a strong sense of learning mentality by the never-ending effort to learn new things and expand his horizons. Try to reflect on what kind of manager you are, and try to find those good aspects of your hiring candidate.