Job Interview Checklist Where Are You Going Wrong

Job Interview Checklist Where Are You Going WrongJob Interview Checklist Where Are You Going WrongApproaching job bewerbungsbewerbereinstellungsgesprchs with a well-thought-out strategy can go a long way toward making the interview process much less stressful, and more likely to lead to a good outcome. One way to increase your odds of nailing the all-important interview- and getting hired- is to have a job interview checklist that sets you up for success.Lets face it, congratulations are in order if youve advanced to the interview stage in your search for flexible work. If youve gotten that far, play it smart, do your homework, and move forward knowing youve put together a great job interview checklist and are implementing tactics to improve your chances.Check out thisjob interview checklist to help determine where you may be going wrong in your job interviews___ Do you have a quiet place in your home or another location where you can have interviews without interruptions or backgrou nd noises?___ Have you practiced interviewing over the phone, and do you understand the top tips for acing a phone interview?___ Do you know the best ways to prepare for a successful online job interview?___ Are you making eye contact duringonline and in-person interviews?___ If its a remote job interview on Skype or another video platform, are you dressed appropriately (no PJs, please) and is your background clean and uncluttered?___ Have you taken steps to research a company before a job interview tofully understand itsbusiness?___ Are you coming across as enthusiastic and upbeat about the job and the company?___ Are you using the power of smiling in your job search- even in phone interviews where the interviewer cant see you?___ Have you held a mock interview session and practiced answering questions out loud?___ Are you armed with questions to ask in job interviews, including questions prepared for the interviewer?___ Are you steering clear of bad-mouthing current or former boss es or employers?___ Talking either too much or too little can hurt your chances- are you prepared to know when periods of silence are okay?___ Do you clearly understand the job youre interviewing for and the skills it requires?___ Are you accurate in talking about your background and accomplishments, without understating or overstating them?___ Do you know whats good to bring up in an interview, and what personal things to keep to yourself?___ If askedsalary interview questions, are you prepared to respond with an appropriate salary range based on your research and, if necessary, emphasize that youre flexible on an exact number?___ Are you ready to talk about your strengths, and how your skills and accomplishment can contribute to the company, if youre hired?___ Are you choosing the best job references, and prepared to offer at least three names, along with contact information?___ Do you have a closing argument highlighting accomplishments that may not have been covered in the inter view, and reiterating how much youd like the job?___ Are you asking what the next steps are after the interview process, and when you can expect to hear back?___ Are you following up with a short thank-you noteto emphasize your interest in the job and to thank the interviewer for their time?Readers, are you a job seeker whos looking to improve your job interview success? What tips can you add to this job interview checklist? Share them below

How to Build an Effective Employee Referral Program

How to Build an Effective Employee Referral Program How to Build an Effective Employee Referral Program But how do you build a dependablepipeline of employee referrals? The answer, of course, is to create an employee referral program.An Employee Referral Program Can Be Your Best Recruiting ToolEmployee referral programs (ERPs) are often wildly successful for organizations after all, who best to tap for quality hires than the very people who already make your company great? That being said, ERPscanpose a problem when a company is looking for a constant source of quality referrals, theres no guarantee that employees will always have great referrals to fill the talent pool.This is whyrecruiting teams have to start thinking like marketers. What would prompt employees to refer qualified acquaintances and friends, rather thanevery Joe Shmoe they know? Lets examine some simple options that can produce some big resultsOffer a Prize if an EmployeesCandidate Is HiredIt may sound hokey, but people love to win things. If an employee stands to gaina few extra bucks or a gesundheitsgefhrdender stoff certificate to a local restaurant, theyll be mora encouraged to refer qualified candidates. Since the prize is conditional on the employees referred candidate actually getting hired, this will cause employees to think hard about who they refer, discouragingemployees fromreferring poor candidates. The name of the game here is quality,not quantity.Create a Wall of FameIf an employee refers acandidate, they earn a spot on the Wall of Fame. The person who refers the most hired candidates can hold a spot of honor on that wall.Recognition can build goodwill among employees and give them asense of pride in the work theyre doing. Imagine how tickled clients and vendors will be as well when they come into the office and see the kind of recognition your team receives Engaged employees are often a part of the employer brand itself. With a Wall of Fame in place,the recruiting team gains a pipeline of referrals and employees gain a sense of belonging. They get to represent the brand in a mora meaningful way.Throw a Networking PartyNetworking events are great ways to show off your companys culture and meet employee referrals. Parties are nonthreatening environments where people feel free to mix and mingle. Try to incorporate some employee recognition into the event, too, as thiswill communicate to the referral candidates in attendance that your company values itsstaff . This simplesolution can help build an effective employee referral program that produces quality hires right out of the gate.Just AskNo room on the wall? No room in the budget? How about your recruiting team just asks employees if theyve got anyone great to refer. This method may not seem exciting, but employees who knowtalented individuals theyd like to work with will respond with referrals. This method isnt about creatingavalanches of referrals in fact, it may only produce one quality referral but th at referral may be your organizations next great hire.Get Creative and Think Like an EmployeeTo develop a thriving employee referral program, you have toabandon the recruiter mindset and start thinking like theaverage employee. In your mind, its clear what the employer brand is and why employees should refer candidates, but that may not be as clear in the employees minds. To establish a successful ERP, you may need to start by communicating your employer brand message more clearly to existing employees.No matter your method of encouragement, its helpful to start with the basics and ask yourself whether youd want your friends to work at your organization. If the answer is no, you may need to lay some important cultural groundwork prior to asking employees for referrals. Once this groundwork is in place, your team has ample opportunity to think outside the box and start athriving employee referral program.

How to Know When You Need a Company Policy

How to Know When You Need a Company PolicyHow to Know When You Need a Company PolicyCompany policies and procedures ensure a safe, organized, convivial, empowering, and nondiscriminatory workplace. Policies protect employees from a free-for-all environment of favoritism and unritterlich treatment. But if you try to create policies for every contingency, you wont have the management latitude you need to address individual employee needs. Having too many policiesalso increases the likelihood that managers will apply them unequally and unfairly. You can strike a healthy balance. In most circumstances, if you address employees directly who are behaving in ways that are inappropriate to your workplace, you may not need to develop a new company policy. Policy Guidelines Consider creating a policy in these situations If employee actions indicate confusion about the most appropriate way to behave (dress codes, email, internet policies, or smartphone use)If employees need guidance about h andling common situations (standards of conduct, travel expenditures, or purchase of company merchandise)To protect the company legally (consistent investigation of charges of harassment, nondiscriminatory hiring, or promotion)To stay in compliance with governmental policies and laws (FMLA, ADA, EEOC, or minimum wage)To establish consistent work standards, rules, and regulations (progressive discipline, safety rules, break rules, or smoking rules) To provide consistent and fair treatment for employees (benefits eligibility, paid time off, tuition assistance, bereavement time, or jury duty) There may be other reasons to develop a policy. Remember, though, dont let one employees poor behavior force implementation of a policy that will affect other employees. Articulate the Policy Goals Once youve determined that a policy is necessary, document in writing your goals for creating the policy. When possible, tell employees why you are implementing the policy. Include enough details in the policy to make the companys position clear, but dont try to cover every tauglichkeit situation. Keep the policy as short and simple if possible, but some policies about legal areas- such as the companys approach to the Family Medical and Leave Act, discrimination or complaint investigation, or the progressive discipline system- may need to be lengthy and comprehensive. Gather Information Check out sample policies. You may have trouble finding an example that is exactly right for your company circumstances, language, and culture, but you can use sample policies as a base rather than writing your policy from scratch. You can also subscribe to a service that provides policy samples. The Society for Human Resources Management (SHRM) also provides policy samples for members. In some cases, you may want to speak with your employment law attorneys to see what they have available. Especially when a new law passes or the Department of Labor issues new rules, law firms write generic policies for their clients that you can customize to your needs. Develop, Write, and Review the Policy Write the policy using simple words and concepts. Speak directly to the employees who will be reading, enforcing, and living by the policy. After each paragraph, ask yourself what-if questions to make certain the policy is covering the basics and normal exceptions and questions. Do not obsess over this, however no policy will cover every possible contingency. Select a pilot group of several employees to read the policy and ask questions to determine if employees will be able to understand and follow it. Rewrite the policy based on the feedback. Obtain Management Support and Legal Review Review the policy with the managers who will have to follow the policy to get their support and ownership of the policy. Although you likely started this process when you identified the need for the policy, management support as you implement the policy is crucial. If the policy has legal im plications, is litigious by nature, or has personal implications for employees (such as security procedures), have your attorney review the policy before you distribute it. Make sure you communicate to your attorney that you want the policy reviewed for its legal implications and appropriate wording but do not want it rewritten in legalese. Implement the Policy Distribute and review the new policy to employees in small groups, individually, or in a company meeting, depending on if the policy is controversial and how easy it is to understand. Give employees a chance to ask questions. Provide employees with a copy of the policy and ask them to sign off that they have received and understand it. They should retain a copy for their own files. Sample Policy Sign0ff Statement This is a sample signoff statement to use I acknowledge receipt of and understanding of the Your Company policy. The policy is effective Date until further notice. ____________________________________________ ___________ Employee Signature _______________________________________________________ Employee Name (Please Print) ________________________________ Date Decide How You Will Communicate the Policy in the Future Include the policy in your employee handbook. You may also want the policy to become part of your New Employee Orientation. Some companies place policies in their intranet or in a policy folder on the computer networks common drive. Determine if you want to distribute the policy by additional methods as well. Data and archive former policies that this policy replaces. You may need them for legal purposes or for reference. Interpret and Integrate the Policy Your policy application and work practices will determine the real meaning of the policy. Remember to be consistent and fair as you interpret the policy over time. If you find your practices differ from the written policy, review and rewrite the policy as needed. DisclaimerPlease note that the information provided, while authoritative, is not guaranteed for accuracy and legality. The site is read by a worldwide audience, and ?employment lawsand regulations vary from state to state and country to country. Please seek legal assistance, or assistance from state, federal, or International governmental resources, to make certain your legal interpretation and decisions are correct for your location. This information is for guidance, ideas, and assistance.