Why You Should Still Consider Interviewing Candidates With Employment Gaps?

Hiring managers and recruiters say that employment gaps in a resume doesn’t look good for candidates, especially if they lack related experience. But is an employment gap really a justified indicator for qualification?

The answer is, No. Every candidate has a viable reason for being unemployed for a time. Just ask, or you’ll risks screening out those with amazing talent.

Here are valid reasons why some candidates might have employment gaps, and why you shouldn’t have second thoughts about interviewing them:

1.  The economy

We’d like to imagine that companies always finds a way to retain top talents—even when they’re pressed under economic conditions. The fact is that many factors come to play when deciding who stays and who goes. Thousands of highly qualified individuals have seen their roles erased through no fault of their own.

Take a look at the dates on their resume if it falls on a timeframe where the economy was really bad. As professionals in the industry, we should be in tune with the labor markets and aware of significant periods of shrinkage.

2. Limitations on the resume

We are taught early on that you should only put relevant work experience on your resume. Individuals with 10+ years of experience know the drill of excluding some positions they’ve held so it’ll fit their 2-page resume. Job experiences can’t be seamlessly chronological on paper, and explaining gaps in cover letters can be counterproductive when resumes are the first to be screened. The same can be said for new job seekers who are encouraged to have a one-page resume.

3. Life just happened

Life experiences are just as good as work experiences. It shapes your attitude and personality. May it be taking time off to take care of your children, an ill family member, or maybe going on a world tour for six months. It teaches us skills we can’t learn from school or from holding a job. Skills can always be taught, but a candidate’s life experiences? They can be as applicable as work experience despite the presence of an employment gap.

The job market is competitive, and filling positions with great talent isn’t easy. But if you think interviewing someone with a crack on their work history timeline is a waste of time, chances are, you’ll miss having the opportunity of finding a great candidate.

Great recruiters know that employment gaps are a thing of the past. Let’s keep them there.


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What to Do If You Have a Horrible Boss

Apple and Google executive, Kim Scott, details the best ways a manager can get the most out of his or her team. We all know some managers can be a nightmare to work with. When this happens, Scott has three key pieces of advice to keep you from losing your cool.

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5 Books to Read That’ll Help You Become an Awesome Recruiter

There are thousands of books on human resources and recruitment, and if you want to read them all will probably take forever. So we’ve decided to narrow them down to the really good ones according to LinkedIn.

Remember that learning doesn’t stop in school but continues on as you course through your career. We guarantee that you’ll become a better recruiter by reading a few of these awesome books:

1. Knock ’em Dead Hiring the Best by Martin Yate

Why it’s a must-read: This book is directed towards hiring managers rather than recruiters. However, since recruiters must often coach hiring managers on how to make good decisions, this serves as a “train the trainer” manual.

2. 96 Great Interview Questions to Ask Before You Hire by Paul Falcone

Why it’s a must-read: You’d think from the title that this book is just a checklist of typical job interview questions. However, what Falcone presents is an entire philosophy of interviewing that is the exact opposite of the canned question approach. It’s full of examples and explains why these questions work and how to interpret the answers correctly.

3. Keeping the Millennials by Joanne Sujansky & Jan Ferri-Reed

Subtitle: Why Companies Are Losing Billions in Turnover to This Generation—and What to Do About It

Why it’s a must-read: Because of our insanely rapid pace of technological change, there is a larger cultural difference between Millennials and Baby Boomers than there was between the Boomers and the Mad Men generation that raised them. Recruiters must navigate between these two cultures and help both generations to work together.

4. Who by Geoff Smart & Randy Street

Why it’s a must-read: The authors of this somewhat mysteriously named book conducted extensive research into how human resources department function effectively inside corporations. The result is not only eye-opening, it’s practically a manifesto on why recruiters have never been more valuable than they are in today’s slightly crazy corporate world.

5. Hiring for Attitude by Mark Murphy

Image result for hiring for attitude

Subtitle: A Revolutionary Approach to Recruiting and Selecting People with Both Tremendous Skills and Superb Attitude

Why it’s a must-read: One of my recent posts was about how Chipotle uses attitude as the main determinant for hiring. This book explains how the hiring and interview process must change so that companies can weed out candidates whose attitude will create failure.


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Here’s the 1 Thing That Will Help Keep Millennial Employees From Quitting

This article was originally published on Inc. Southeast Asia. Read more here.

Companies and their senior leadership are asking the wrong question. It’s not about how to hire or attract millennial talent. And it’s not even about how you keep them engaged. The real question is: What can you offer them that they can’t get anywhere else? What can you do to nurture loyalty–and how does that ladder up to solving tangential issues like employee engagement?

A 2016 survey by Jobvite cited that of the entire workforce, 18 percent of the total changes jobs every one to three years. For millennials, it’s 42 percent.

This means that by the time you get a millennial employee trained up and actively providing value for your team and company, they’re on to the next one. They’re looking for the next job, which typically comes with a promotion, a pay raise, a new blend of benefits, and (they hope) a more attractive day to day routine.

Millennials GIF - Find & Share on GIPHY

Here’s the truth of the matter: it’s really not about millennials at all. It’s about people. Human to human interaction, and the underlying issues with running a business that tend to run opposite of personal development. It’s just millennials are the most vocal generation thus far, unafraid to speak up about what they’re feeling along the way.

Managers want productivity; millennials want to be judged on results, not hours clocked. Older business owners want them to follow their rules, their way; millennials want to change the way things are done to be more efficient, based on the ways they use and interact with technology. The list goes on and on.

What has happened is that the entire millennial generation seems to have been chalked up to being a bunch of kids who just need some new toys to keep them entertained. Which has led to the installation of ridiculous props in the workplace to make it seem like the work environment is something that it’s not: an arcade machine in the corner, a bar and barista by the far all, big chalkboards or dry erase boards with open space for millennial employees to write inspirational quotes around the office. And sure, all those things are great. They can certainly make a work environment feel more playful. But how impactful is an arcade machine, really, when the manager you report to every day continues to operate like an hour-chasing conductor?

Ask yourself how you can impact your employee’s personal development. 

It’s astounding to me how many people, business leaders included, seem to have “pinpointed” the issues plaguing the millennial generation. I am a millennial myself, and here’s what I have been reduced to: impatient, entitled, naive to the way the world works, uninterested in paying my dues, expecting everything to happen overnight, and most of all, filled with a false sense of confidence because I “received too many participation awards growing up.”

And yet, the irony is that after all the conviction backing these sweeping generalizations of the millennial generation, the proposed solutions have been to order a few ping-pong tables for the office, put together a Frisbee team, and serve beer on Fridays.

How, in any capacity, does that address the underlying issues (and coinciding reasons) millennials seem to be job hopping like crazy?

They don’t–and that’s why so many companies are struggling to keep their millennial employees engaged. And not just engaged, but keep them at all.

If you want to keep them, be willing to provide guidance.

You say millennials are impatient? How many of you–whether you’re the business owner, or the vice president, or even just a middle manager–make the time to nurture and mentor that millennial you call so impatient?

You say millennials are entitled? How many of you make an effort to listen and understand where that perceived entitlement is coming from?

You say millennials expect everything to happen overnight? How many of you see that as a positive opportunity to play the mentor and give them some guidance as to life’s journey?

Not very many. And that’s the root of the root, the real reason so many companies struggle with loyalty. Because loyalty isn’t found on a ping-pong table, or at the bottom of a red solo cup on a Friday afternoon.

Loyalty is the way you treat, nurture, and help someone else grow–friend, significant other, or dare we say, employee. Loyalty is the impact you have on them as a person, with the awareness that they have their own life, their own desires, hopes and aspirations.

Loyalty is the exchange that happens beyond the paycheck. The conversations you have, and the guidance you provide them, teaching them, empowering them, showing them not just how to perform their job better, but how to be the best they can be in life.

“What are millennials searching for?” you ask.

They’re searching for that.

Someone willing to show them the way, but give them enough freedom to also figure things out on their own.

The moment you start thinking of your millennial employees as mentees, someone you can teach impact as a human being, is the moment you begin to build real loyalty and longevity.

It’s just, most people don’t want to do that.

And buying a ping-pong table is a whole lot easier.

This article was originally written, Nicolas Cole, a writer and essayist, and a Top Writer on Quora. His work has been published in Time, Forbes, Fortune, Inc., The Huffington Post, Business Insider, and more. He is best known for writing true stories about self-development.

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This Management Hack Will Definitely Eliminate Employee Burnout

This article was originally published on Inc. Southeast Asia. Read more here.

Every company wants engaged employees. Numerous studies show that such employees consistently outperform their less motivated peers, creating better products, more revenue and more profit.

However, there’s a dark side to having employees who consistently go the extra mile: burnout. As Tony Schwartz recently pointed out in the New York Times:

“Last week, Fortune Magazine released its list of the top 100 companies to work for, compiled by the Great Place to Work Institute. I’m familiar with many of the companies on the list. I’m not aware of a single one that isn’t struggling with the issue of employees who feel exhausted and pushed to their limits.”

In other words, people who love their jobs end up working so hard that they start to hate their jobs, at which point their personal productivity plummets.

I’ve personally seen this happen to numerous people, especially in startups and large high tech firms; heck, I’ve ridden that one hump rollercoaster a few times myself.

Some companies deal with this phenomenon simply by accepting it. They push employees until they burn out and then discard and replace them.

Hiring and training new people, though, can be expensive. What if there were a way to keep employees motivated without burning them out.

Turns out that this “silver bullet” may actually exist and, what’s more, it’s relatively cheap to implement.

According to research that to be presented this week at the annual meeting of the Academy of Management, the main source of employee burnout is the expectation that emails will be answered after hours. The study notes that:

“an ‘always on’ culture with high expectations to monitor and respond to emails during non-work time may prevent employees from ever fully disengaging from work, leading to chronic stress and emotional exhaustion.”

What’s fascinating about this finding is that the burnout results not from the volume of work or the extra hours of work but from the “mere expectation that workers will respond to email in their off-hours.”

For example, suppose an employee is putting in 10 hour days 7 days a week. While that’s obviously a heavy workload, it needn’t result in burnout as long as that employee is allowed to completely disconnect for the 14 hours he or she isn’t actually working.

The Girlfriend Experience GIF - Find & Share on GIPHY Conversely, employees working an average of 8 hour days 5 days a week will be prone to burnout if they know that a boss, customer or client might email at any time of day or night with the expectation that the employee will respond.

In order to keep your motivated employees from burning out, all you need to is make it perfectly clear that work emails need only be answered during work hours.

Yes, that will involve a little discipline on the part of management and employee alike, but the potential benefits are enormous.

Indeed, over the past few years, I’ve been running into an increasing number of people who simple do not answer emails sent during off hours. Despite (because?) they’re not plugged in, they seem to get more accomplished than the folk who are available 24/7. And they don’t seem to burn out.

And that’s seriously good news for everyone.

This article was originally written by Geoffrey James, a contributing editor for Inc.com, is an author and professional speaker whose award-winning blog, Sales Source, appears daily on Inc.com.

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This Is How You Inspire Your Team to Bring Their A-Game Every Day

As a manager, it’s one of your responsibilities is to lead your team to greatness. This can get a little exhausting at times, especially when difficult circumstances arise. But remember that becoming a great leader doesn’t happen overnight; it’s a day-by-day process.

There will be moments which can wear down even your most audacious employees, times where they’ll feel unmotivated and unproductive. When these moments do come, here are helpful ways you, as the boss, can do to keep your team motivated to consistently perform like champions every day.

1. Start with the man (or woman) in the mirror

The energy of your team will, of course, start from you. If you’re not excited and inspired, your employees won’t be either. Your mindset is your most important asset, so you have to continually work on it as part of your self-care regimen. Focus on creating solutions, achieving goals, and share your enthusiasm with your employees.

2. Cheer, don’t just coach

Great leaders bring out greatness in their team because they see what is possible and transfer that belief to their people. Empower your employees by letting them know you believe in what they do. Often your belief in them will directly affect their confidence in themselves.

3. Practice empathy

An old-school management practice is to give negative reinforcement to drive results. This has been proven to be ineffective, and it also creates an unhealthy work environment for everyone. By leading your team with support and empathy, you will build a stronger relationship and increased rapport with your team. Your employees will step up to the plate and deliver at the next level.

4. Don’t micromanage

Leave employees alone. That might sound counterintuitive, but backing off is a great way of motivating your team. Top performers want space to be their best, all the while feeling a real sense of trust from above.

5. Keep your doors open

Demonstrate your eagerness to support your team by having a regular one-on-one time to discuss how they are. When impromptu requests come up, regardless of how the day has gone or the deadlines looming, view it as an opportunity to empower your team members through feedback and support. These conversations could be anything from work or personal life related. Just make sure you don’t disclose any personal things about your discussion. Keep it between you two.

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Do You Know What Makes A Good Leader? (VIDEO)

What makes a great leader? Is it their potential of leading? Is it their 5 year experience in management? We’ve gone through countless books and articles that help us become a great leader to our team, but management theorist Simon Sinek suggests being a great leader requires someone who makes their employees feel secure, who draws staffers into a circle of trust. But creating trust and safety — especially in an uneven economy — means taking on big responsibility.

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6 Bad Management Habits You Need to Stop Doing to Be Successful

This article was originally published on Inc. Southeast Asia. Read more here.

Every now and then, I’m reminded of timeless leadership lessons that countless books and research studies have told us over several decades about what good leaders do and don’t do.

Just when I think we’ve turned the corner, I observe yet another downfall from either a client in a management role or a leader in the public-eye being called to the carpet in the media. Usually, the mistakes are costly, and all of them could’ve been avoided.

But eventually, the buck needs to stop somewhere. Why not now? Here are 6 habits that you, the leader, can zap into oblivion once and for all.

1. Stop gossiping

Think this toxic behavior doesn’t damage the work environment? Some negative consequences of leaders who gossip include:

  • Gradual decline of trust and morale.
  • Work productivity goes down because people are emotionally caught up in the manager’s drama, thus wasting precious company time.
  • Anxiety and tension are high as rumors circulate and people walk on eggshells without knowing what is and isn’t fact.
  • Divisiveness as people take sides.
  • Unexpected turnover and loss of good talent who left due to the toxic work environment.

2. Stop judging others

Leaders that judge others like a sport shouldn’t expect their employees to come to them for advice or problem-solving. What a judgmental attitude will do is alienate people and create a toxic environment. If this is you, your best plan of action is to stop jumping to conclusions before hearing all the facts, and start listening intently to improve your communication skills. Do this and your workers will slowly gravitate toward you as you make it safe for them to do so.

3. Stop hiding behind a mask

People want their managers to be real with them. Display authenticity, be transparent, exercise good self-awareness (understanding yourself and others), and be open to input from others, even those below you. This is not eating humble pie. It’s showing up in all your courage and leadership strength by have emotional honesty running through your veins.

4. Stop with the “it’s all about me” attitude

The type of leaders that operate from hubris are only thinking about themselves and their own needs. They typically don’t care about the things that matter to their colleagues or subordinates, and will probably get defensive when being confronted. Don’t expect an apology when you’re wronged. If this narcissistic behavior persists, address it soon through the proper channels to see how he or she responds.

5. Stop ignoring your people (and start recognizing them)

If you think praising employees has no strategic value, you underestimate the power that comes from recognizing them, especially your high performers. In fact, The Gallup Organization has surveyed more than 4 million employees worldwide on this topic. They found that people who receive regular recognition and praise…

  • increase their individual productivity.
  • increase engagement among their colleagues.
  • are more likely to stay with their organization.
  • receive higher loyalty and satisfaction scores from customers.
  • have better safety records and fewer accidents on the job.

6. Stop leading from a position of power or ego

Hubris is the cause of much conflict. In fact, know-it-all managers who think they have the best ideas and information, and use it to wield power or control over people, typically destroy morale. The general feeling of employees in one survey I conducted points to managers who aren’t able to “own” being wrong or handle being wrong properly.

Your Turn

OK, these can be challenging hills to climb for some in management roles. The first step is to always acknowledge that this is a current reality. Perhaps initiating honest conversations with trusted peers who see the damage being done from the periphery should be your first move before a 360-degree feedback process or employee opinion survey takes place.

This may have been a tough article to swallow, but take the higher road: Ask yourself the obvious look-in-mirror question, “Which of these can I commit to stop doing, so my whole team benefits from some new habits?”

This article was originally written by Marcel Schwantes, principal and founder of Leadership From the Core, a leading provider of servant-leadership training and coaching designed to create healthy, engaged and profitable work cultures.

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3 Common Mistakes You’re Probably Making That Causes No-Shows

How do you feel if your applicant didn’t call, or didn’t show up for the interview? Considering the time you’ve invested in his or her application. It’s frustrating right? But what if we tell you that sometimes, it’s not entirely their fault.

Here are three common mistakes you’re probably making that make them not want to show up for an interview:

Poor Communication

Sometimes, recruiters think that with one phone call and one follow up email/call (with details of interview) will convince the candidate to turn up for the interview. Chances are they might not.

Source: Acclaim Images

Candidates often feel the lack of interest, lack of knowledge, lack of recruitment process clarity and this means they are less engaged in the process.

This can be avoided by having a solid and continuous communication prior to the interview. The goal is to remove as much uncertainty as possible in the interview process.


Tips:

Tip 1:  Be fully knowledgeable on the job position and provide all necessary details ( job description, company details, growth prospects, interview process etc) in the initial call and immediately through a follow up email.

Tip 2: Follow up communication is necessary especially if the interview is scheduled too soon or too long after the initial interaction.

Tip 3: Confirm interview date, time, and location to the candidate so there are no confusions.

Tip 4: Call or send text messages as reminder a day before and the day of the interview.


Poor employer branding

One thing companies must consider is focusing on their employer brand. A lot of today’s jobseekers say that they would entirely accept a job offer from a company, may it be reputable or not, if it showcases a strong employer brand. Candidates have to opportunity to get a feel what’s like inside your company, see the staff in action, and the kind of work environment it has.

Source: LinkedIn

If companies have poor employer branding, chances are they’re not attracting enough or even the right applicants, thus resulting to no-shows. Jobseekers are now looking for much more than salary in a new job and therefore organizations need to pay much attention to how their entire brand is perceived.


Tips:

Tip 1:  State the reasons in your company’s About Page why employees will have a great and fruitful career when they work in your company.

Tip 2:  If possible, present videos about the company, the people at work and off-work, the culture, and perhaps let happy employees give testimonials.


Ignoring logistics

Often, both the candidate and recruiter overlook the interview location. Considering location is actually a vital aspect when it comes to job interviews, as some candidates have to come from different provinces or cities.

The most common reasons for no-show logistic issues are: location is too far off and the realization dawns on the interview date, unable to locate the interview venue, was not able to get a leave because the interview was scheduled at short notice, and the interview was scheduled during work hours and their inability to get off work.


Tips:

Tip 1: Give as much as possible advance notice about the interview schedule. Do not push for interviews with short notice.

Tip 2: Provide venue address, landmarks, route map and contact persons details. Inform them of possible traffic and parking issues.


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7 Simple Ways Women Can Become Great Leaders

This article was originally published on Inc. Southeast Asia. Read more here.

I was recently asked to speak at a national women’s organization on the topic of leadership. While I was grateful for the opportunity, I found myself struggling with some old – and what I’d thought were conquered – feelings of being an imposter.

Having arrived at my own role through an unlikely mix of luck, hard work, and invaluable support and advice from those around me, I found myself wondering how I could talk to other women about leadership when only a decade ago, I couldn’t imagine myself spending my days the way I do now.

I never dreamed of being a scientist or engineer or doctor. While my major in college was special education, my real dream was being a mother – the kind who sewed elaborate costumes, baked homemade bread, volunteered at school, walked to the library and explored museums with our kids. And that is exactly how I spent my days for almost two decades – loving every moment of it.

But when an opportunity presented itself to do something unplanned that I saw as having the potential to change the lives of others, I made the leap and metamorphosed from that stay-at-home mom into a tech startup founder and CEO.

It would be an understatement to say that I immersed myself in the deepest, longest, most rewarding learning curve of my life.

The more I considered my message, I realized my own journey was all I could share – and, with it, the lessons I’d learned for myself as I grew into my role and embraced the journey of growing our company, raising venture capital, and scaling to serve more clients.

Here are seven things I’ve learned about leadership:

1. Be authentic

Whatever your style, whatever your personality, when you embrace who you and get comfortable in your own skin, others will also feel more comfortable in your presence.

2. Anger is not a substitute for strength

Even if you are facing misogyny, disrespect, or insubordination, if you allow anger to be your fuel, your response will likely be spiteful, cruel, and unkind. Anger can quite effectively prompt us to act, but it cannot be the fuel we use to make our decisions or drive our actions.

3. Don’t gossip

As simple as it sounds, it isn’t simple at all. If you talk to your team about other people, they will not tell you what is going wrong, because they will not believe you will keep it private. If you don’t have your team’s trust, you cannot lead. You can drive, but not lead. That takes trust.

4. Kindness is not a sign of weakness

It is sometimes easy to confuse being tough with being a good leader, and there are times that toughness is exactly what is needed. But kindness comes from strength, and it is a choice that makes difficult situations easier and good situations a real win.

5. Compassion fuels loyalty

There are times when we know someone is struggling and needs us to choose their wellbeing over that of the company – whether it is relief from an overwhelming responsibility, showing understanding in the face of a terrible mistake, or accommodating urgent needs for some unexpected life event. While it will be your responsibility to mitigate the impact for the rest of the team, when you can respond in compassion, you will gain loyalty from your team that will be returned far above and beyond what might be expected.

6. Pick your battles, and then stick with it until you win

Understand what your deal-breakers are – things that absolutely must also be the values of your team. Whether it is prioritizing customer complaints or never tolerating undermining between team members, make a short list of traits or company values that are non-negotiable. When you are annoyed with a team member’s behavior, decide if it is simply an annoyance or if it violates one of these values. If it is an annoyance, let it go. If it violates something on your list, address it head-on and don’t relent until you have resolved the issue completely. If you fight every slight offense, you will be resented. If you always give in, no one will follow.

7. Integrity is a better companion than success

Pick integrity every time. No matter how tempting it is to cut corners or do what is expedient rather than what is prudent, you will eventually have to pay the price for those decisions. Better to take the hit and keep your integrity intact than choose success that is built on dishonesty or poor ethics.

This article was written by Lisa Abeyta, founder and CEO of APPCityLife. It is a corporation based in Albuquerque and New York that makes it easy for cities to develop mobile apps for their communities. @LisaAbeyta

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Should You Hire Attitude Over Skills?

In a perfect recruitment world, you’d hire someone whose attributes are equally great as their skills and experience. Unfortunately, we do not live in a perfect world, and finding a candidate with both is as difficult as finding a needle in haystack.

You’ve probably heard the famous line “Hire character, train skill,” by Peter Schutz, so this isn’t really a new HR dilemma. But do we really know the benefits of each? We’ve differentiate both which will hopefully be helpful during your next hiring process.

Hiring For Character

There are a number of companies who hire new employees based on their character and then train them on the job. They do this with the idea that it’s easier to teach or enhance a person’s skill, but difficult to change their character.

Experienced and talented employees with bad attributes often fail at their jobs. However, the less experienced or perhaps second-best employees with great attitudes tend to succeed long-term. This doesn’t mean you don’t pay attention to technical skills. Just don’t make technical skills you main focus.

Character can be considered more valuable than an having an MBA or PhD. They can have all the necessary experience and skills, but if their personality does not fit the company culture, are they the best person to hire?

Hiring For Skills

On the other hand, you could also argue that a person’s character can only get them so far. When real talent and skills are needed, attitude might not be enough to succeed. This is where skills and experience reign supreme.

Imagine interviewing someone with with a great attitude but doesn’t have the necessary certifications that are required for the job. Think, nurse, engineer, architect, doctor. That would be a safety hazard, not to mention a waste of time.

When you hire for skills versus attitude, try to get the best talent available. A team of happy employees is great in theory, but if they do not have the qualifications to succeed, you may find yourself stuck in a rut.

Ultimately, always look for the best of both worlds when hiring a candidate: they must have the willingness to be trained with new skills and have a great character.

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Why the Best Hire Might Not Have the Perfect Resume (Video)

If you’re given the choice between a job candidate with a perfect resume and one who has fought through difficulty, human resources executive Regina Hartley always gives the latter one a chance.

Hartley knows that those who flourish in the darkest of spaces are empowered with the grit to persist in an ever-changing workplace. “Choose the underestimated contender, whose secret weapons are passion and purpose,” she says.

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How Much Do You Know About the Passive Candidate?

There are different kinds of job hunters: Some are actively looking for work. Some only think about looking for work. And for some, the thought hasn’t even crossed their minds yet.

Those not actively looking for a job are called passive candidates, and for companies that want to hire top level talent, they are a necessity.

But how much do we know about passive candidates, and how do we adjust our recruitment strategy for these group of people? Let’s find out.

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5 Warning Signs That Tell You Not To Hire Someone

Although the candidate interview and other screening tools are the key factors that we should use in making our hiring decisions, but remember that there are other factors that can also weigh for or against a candidate’s hireability.

1. It doesn’t feel right

When you talk with the candidate, it kind of feels like things just doesn’t seem to add up. What they say don’t match up to their resume. They are hesitant to say things, keep stopping themselves mid-sentence, or perhaps rephrasing things.

Maybe they say they like sales but don’t like talking to other people. Or maybe they talk about the importance of time but show up an hour late to an interview. These are all examples of hearing one thing but seeing another. If you are uneasy about a person and you can’t quite put your finger on it, this is probably why.

2. They talk too much

Let’s say your candidate mentioned they like technology, and you ask them “What’s your favorite gadget?” Then they answer in such profound details about the topic, and even went the extra mile to stand up and pitch something unrelated to your question. The worst part was, they didn’t even answer the easy question.

There is nothing wrong with someone trying to explain an answer, but it is another thing altogether if their explanation is way too much of what you asked.

3. They’re too perfect

Finding flaws in your candidate is hard work, that usually means their answers are over-rehearsed. Some candidates spend a lot of time learning how to go to an interview and know the right things to say for any question that comes their way.

When in doubt, try asking an off-the-wall question. If the candidate has been giving you predetermined answers up to this point, these types of questions can get them to drop their guard and give you a much clearer picture of who they really are.

4.  They have vague answers

A key purpose of a job interview is to delve into the details of their qualifications that’s beyond the résumé. If their answers are vague, non-responsive, or evasive, then either they have something to hide or they are  just unable to articulate their thoughts. Either way, it’s no way!

5. They didn’t prepare

Any serious candidate would know things about your brand or company, know your mission and your website in advance. Not knowing these basic facts is a red flag.

confused animated GIFYou can spot unpreparedness when it’s that time they ask you questions. So if they haven’t prepared well-thought questions for you, that’s a bad sign. When they have, however, it will show you the enthusiasm and engagement they have toward the job.

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What Do Jobseekers Really Care About When Applying to Companies? (Infographic)

By 2020, that’s 3 years from now, millennials will make up most of the workforce. They are the breed of 20-somethings who are strongly bonded with technology and their affair with innovation.

For employers, this means that attracting and keeping top talent is getting tougher, partly because employees are likely to be weighing more than one job offer.

To help you with attracting top talents into your job posts, Kalibrr conducted a survey of 400+ millennials in Metro Manila to find out what things they look for when applying to a job. Here are the results:

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This Is Why You’re Probably Hiring All Wrong, According to Research

This article was originally published on Inc Southeast Asia. Read more here.

On any given day, there are 5.5 million job openings out there, making it necessary for hiring managers to do their best to ensure that their job posts get seen by the right candidates.

Post a job when fewer people are looking online, and you will get a less desirable pool of applicants. The modern job seeker uses many different methods to find work, and their habits of gathering information about jobs are changing. So you need to change your habits, too.

At Workpop, we have looked at over 10,000 job postings from employers who’ve used our hiring and recruitment platform, and analyzed the applications received over a one-week period.

We found that many applicants like to apply to jobs right after the weekend is over. We’ve seen that the most popular day of the week for submitting applications is Monday, and the most popular time for submitting applications on any day is in the morning.

Even still, Workpop’s research doesn’t conclude that Monday mornings are the best time to post a job. Surprisingly, we’ve seen that jobs posted on a Saturday or Sunday receive 50 percent more applications than those posted any other day of the week. And those posted after 6 pm receive 50 percent more applicants than jobs posted before noon.

Get Maximum Exposure

There’s a reason that so many candidates submit job applications on Mondays; they spent their time off job searching, then tweaking their resumes and cover letters preparing to send them off Monday morning. Yet too many businesses assume that they should post jobs early in the week. But by the time the weekend rolls around and candidates have downtime to job search, last Monday’s job posts are far down the page, replaced by newer job opportunities and they don’t get noticed.

Leverage Smartphone Usage

Modern applicants are likely to first encounter your posting on a mobile platform, either via a job search app or via mobile web. To maximize exposure, hiring managers should make an effort to post jobs at the times when candidates are more likely to be on their smartphones or tablets. The majority of those times are in the evenings and weekends. Since many use their phones first thing in the morning, the job posts that were placed after 6 pm will still be recent enough to be near the top of the list, and won’t be missed.

Consider Reposting Your Job

Nearly 60 percent of all submitted job applications occur within one week of the date the job was posted, so if a company is still looking for applicants after that point, it might be advisable to repost. By reposting, hiring managers keep the job at the top of search results and job boards, enticing more respondents.

Use Social Media

Places like Facebook and LinkedIn are becoming more vital in connecting with the right employees at the right time, with 79 percent of candidates claiming social media plays a role in their job search. When it comes to millennial employees, it’s even more important, with 86 percent using social networking sites in job searches. With three out of four employees saying that their employers don’t use social media effectively, this is an easy way for companies to stand out in an area where their competition isn’t.

In sum: think of your job posting like a piece of shareable content. Timing really matters, as does channel and audience.

Written by Workpop, a jobs platform based in Los Angeles, California for local businesses and everyday job seekers.

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How To Help Your Employees Be Inspired and Fall in Love With Their Jobs, Again

Love—that warm feeling you have when you’ve found someone you feel comfortable with. And wouldn’t it be great if your employees felt like this about working for you?

Now, before we alarm HR about this love thing I’m talking about, let’s be clear that this isn’t romantic love. This is about helping your employees stay inspired and connected about their work. Because at one point, we’ve probably seen quite a a few uninspired people in the office—that colleague who shows up at 8:50am instead of 8:30am. The one who takes cigarette or coffee breaks every hour. Or the one who’s always calling in sick.

Keeping employees inspired isn’t always easy, but it’s necessary if employers want their people to produce their best work and stay satisfied in their positions. Here are five ways to help your employees inspired and in love with their jobs:

1. Have an inspiring work environment

Source: Google Ireland

Creating a work environment that will inspire and motivate employees will definitely help them be more productive and work hard. Even with their work being demanding and stressful, if you incorporate an environment that will balance or counter that, you’ll find that their mood will positively change.

Try jumping on the open-office bandwagon to encourage collaboration in the workplace — but make sure employees still have a place to go when they need to focus.

2. Bring in the industry leaders

Source: Geekwire

How would you feel when the person you look up to gives you work and life advice so inspiring that after your conversation you felt like getting your life together and establish your path to success? There’s no better way to inspire the uninspired employee than by bringing in industry leaders for speaking engagements.

Speaking lunches, for example, provide a voluntary opportunity for employees to take part in informal training. This means delivering more training to employees at minimal additional cost. Not only do programs like this help develop and inspire employees, but it deters uninspired employees from taking overly extended lunch hours. It’s a win-win.

3. Be transparent

Source: Paul Axtell

Don’t hesitate to be honest with employees about how the company — or the individual — is doing. Show your employees how their efforts are affecting the company by letting them in with the monetary results. This is a huge motivational tool. Be open with them and disclose financial statements that show assets, capital and investments.

By doing this, you will give them a clear understanding of how their hard work contributes to the company’s overall success.

4. Show a little PDA

Source: Undercover Recruiter

I’m talking about a different kind of public display of affection. I’m talking about recognizing your employees’ great work in public. Everyone loves to be recognized for their efforts. Providing praise in front of everyone in the office lets your employees know that you want others to know they did a great job, too. This can be powerful stuff in terms of driving loyalty and performance.

You need not go into great heights and give awards and incentives (although that would be awesome, too!), a simple informal praise and recognition is just as meaningful.

5. Communicate and listen

Source: Willis Towers Watson Wire

You’ve heard the saying that employees also want to be heard. But what that actually means is that employees want their leaders to more than simply hear what they’re saying — employees want managers who listen to them and sincerely try to understand what they want to say.

How do you keep employees inspired at work? Share your tips and tricks in the comment section below.

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Here Are 10 Things You Should Do When You’re A New Boss

This article was originally published on Inc Southeast Asia. Read more here.

You’re a manager now. Congratulations! Now what?

First-time managers often face a challenge in developing the unique skills needed to lead people. It’s a journey that can seem daunting at first and is filled with traps.

I’ve trained and worked with many managers during my career and have seen patterns in what tends to be successful and what isn’t.

Here are ten tips to help new managers master what business author Henry Mintzberg once called “a practice where art, science, and craft meet.”

1. Don’t micromanage

This is a classic mistake that many new managers make. Employees need to be provided with guidance and then allowed to own their successes and failures. Trust them. In a word: delegate.

2. Change your mindset

New managers are often promoted because they were exceptional individual contributors. However, when moving into management it’s important to spend time amplifying the abilities of others instead. Recognize the contributions of others, publicly and often. It’s no longer all about you!

3. Embrace others’ ideas

Given the opportunity, your team is likely to come up with far better ideas than yours. It’s important for new managers to work with employees closely and let their ideas flourish.

When employees feel their contributions are making a difference, their engagement will go up and the company will be better off.

4. Understand politics

If your team or department is getting more budget, exposure or headcount at the expense of other teams, you’ll have a long-term challenge ahead of you politically.

Always make sure to share gains and do so in a way that benefits all teams. Conflicts arise, but can be defused by sharing improvements.

5. Don’t play games

As a new manager, you can easily get drunk with power. You’ll see early on that you can manipulate almost anyone into doing things for you. Don’t fall for that temptation.

Go the extra mile in explaining to people, with facts, why something needs to be done. Doing so eliminates the negative feelings that people can have when they feel they’ve been pushed into doing something they didn’t believe in.

6. “Manage up” properly

One of the pressures that comes with being a new manager is the feeling you need to prove that the organization is receiving a solid return on investment, so be judicious when it comes to merchandising you and your team’s results to higher-ups.

You want to celebrate successes, not grandstand.

Properly managing up has another essential ingredient — tackling as best you can rather than just tossing them up the chain. As a manager, you’re expected to solve problems, not punt them.

7. Train your replacement

Your goal should be to make your team as good as they can possibly be. This means working with them to get better at what they do, determine who can replace you someday and groom your replacement.

That’s a good thing for the organization and for your own career.

8. Devote time to the team

You know those one-on-one meetings you have to cancel sometimes? Stop.

Occasionally, conflicts are unavoidable, but show your team that they are important to you. Canceling meetings with team members sends the wrong message.

On the flip side, if they push your meetings, push back. Your number one priority is to develop the careers of your team and they need to know that.

9. Define goals

When you meet with your team regularly (you do that, right?) you should be reviewing how they’re tracking toward their goals.

When staff hit objectives, set a new stretch goal. Don’t overdo it on pressuring your team, but if you aren’t pushing at least a little, your team might start to stagnate.

10. Learn as much as you can about the team

Sometimes, a new manager doesn’t actually know how to do what their team does. If this is you, spend the time to learn.

You don’t have to know how to debug each library of code written or be an expert at machining a part out of sheet metal, but it helps to understand what people do in order to empathize with them.

This article was written by Charles Edge. He is the director of professional services at Jamf, a company that has solely focused on bringing the Apple experience to organizations since 2002. He holds 20 years of experience as a developer, administrator, network architect, product manager and CTO. He is an author of 16 books and more than 5,000 blog posts on technology, and has served as an editor and author for many publications. @cedge318

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Should You Give Feedback To Candidates After Rejecting Them?

Think back at that time when you applied for a job. You invested so much time researching about the employer, hours and hours rehearsing answers to difficult questions, and of course, delivering a stellar performance during the interview.

And then you get rejected. You receive that impersonal email saying that they weren’t going to continue with your application.

Would it have helped improve your continued job search if you got feedback from the interviewer? Maybe.

Giving feedback to rejected candidates is not a requirement, however it is encouraged because this allows you to build right bridges between you and the candidates. Remember, applicants today have a megaphone for how you treat them. Leave them hanging after they’ve worked hard to shine at an interview, and you may have to battle criticism about your company on social media. Treat them well and gain a connected ambassador.

Being turned down for a job is never a pleasant experience but there are 7 things you can do to sweeten the pill.

1. Keep good interview notes that you can refer back to when giving feedback.

It will make the candidate feel as though you’ve taken them and their interview seriously.

2. Be honest.

If they haven’t got the right experience or skills you need, tell them.

3. Tell them something useful.

If they lack experience in a certain area or if they could take another qualification to improve their skill set, they’re never going to know if you don’t tell them.  They’ll be really grateful for the additional information.

4. Backup your comment with relevant examples from their interview.

If they didn’t give a particularly good answer to an important question, constructively tell them how they could have improved it.

5. Don’t make false promises.

If it’s a “no for now” then it’s fine to say you’ll keep their CV on file and get in touch if anything suitable comes up. If it’s an outright “no” then don’t promise to keep in touch with them, it’s wasting their time and yours.

6. Make sure you say thank you.

Not enough companies recognize that jobseekers might have to take time off (and maybe even make excuses to their current employers), and shell out for travel expenses to get to your office. The least you can do is thank them for their time.

7. Acknowledge their interest in your company.

A simple acknowledgement from you that they’ve taken time to visit your website and read up about your products and services can go a long way. Who knows, next time someone wants a recommendation for your product or service, your unsuccessful jobseeker may just remember you favorably.

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4 Ways To Make A Job Interview Less Stressful for Candidates

It’s perfectly natural for even the most eligible candidates to feel nervous going into a job interview. But if a candidate feels the pressure, sometimes, they may not deliver to the best of their ability during the job interview.

Don’t lose the chance of catching those great candidates by turning the heat up too high. If you put your candidates at ease during the job interview, and give them a chance to put their best foot forward. Here’s how you do it:

1. Be hospitable

Welcome a candidate to the office as you would a guest to your home. You may offer them a cup of coffee or glass of water (they’re definitely going to need some after that commute to your office). Having them sit there and wait in silence will only make things feel tense, and this is even more true if your candidates are sitting with each other. So find ways to go away with that kind of atmosphere.

2. Mind your impression

Of course you want to seem professional and knowledgeable when you’re interviewing candidates. Remember, you’re not only representing yourself, you’re representing your organization.

Putting on a poker face is part of being professional, but that doesn’t mean you can’t be warm and engaging. If you come out as cold and impersonal, the interview can feel like an interrogation. Don’t forget that an interview is a two-way street: It’s not only important that you like them, but that the candidate likes you.

3. Tell them about yourself

Take the time to tell them about yourself. Who are you? Why are you the one conducting the interview? What role will you play in their life if they accept the position? Addressing these things at the beginning of the interview will definitely create a welcoming environment, as well as give the candidate a better insight of how your company is structured. And probably know how the position they applied for fits into the grand scheme of things. Mind you that knowing at least those things will give them some much-needed peace of mind.

4. Don’t bombard them

Interviews consume a lot of your time, but it doesn’t mean that you cheat your candidate out of the time they deserve. Try not to jump right into the questioning. Allow them some time to get comfortable before you start the real part of the interview. Talk about your company, its goals, and the things you liked most about their resume. Try to create an atmosphere where they feel less scrutinized and more understood.

In today’s candidate-driven job market, candidate experience is paramount, so make it a priority to make them comfortable. The top candidates won’t lack job opportunities. Making a good impression is every bit as much of a concern for employers as it is for candidates.

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