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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7 Things Employers Must Do When Hiring Millennials

Make way for the millennials who are classified as the group of twenty-somethings which currently make up a significant part of the Philippine workforce.

Millennials are strongly bonded with technology—they practically breathe technology, live on the internet, and consume so much of social media, as well as other virtualization. They have a unique way of interacting with people and creating relationships. However, they do come with their own set of quirks.

For employers and business owners, a good understanding of this generation will be crucial in helping your business grow. To get the best and the brightest millennials to answer your job advertisement, here are some tips you can follow:

1. Give millennials their desired corporate culture.

Millennials look forward to a business climate and environment that is creative, challenging, accessible, and highly responsive. Further, corporate culture plays a crucial role in both recruitment and retention of good employees from this kind of generation. So, focus on developing a corporate culture that adheres to their expectations.

2. Demonstrate your corporate values to them.

Businesses with ethical values mean a lot to them. Companies that demonstrate that their business lives up to its values and ethics will most likely appeal to the idealistic and youthful workers.

3. Adapt diversity in the workplace.

Millennials are particular about how their future workplace practices diversity in the workplace and respects differences. Encourage your team members to gather and collaborate healthily by challenging each other’s ideas to result in devising innovative strategies, which can be greatly beneficial to the business.

4. Hire from a variety of disciplines.

Regardless if you are hiring for a financial position, creatives, tech, or some other specializations, it is best to keep an open mind as you can hire applicants who graduated with other relevant degrees. Millennials are fast learners, and they can be trained easily. Be ready to be open to various possibilities.

5. Become their mentor.

Millennials are eager to learn new things in their pursuit of developing an amazing career. As an employer, you should train them and encourage growth despite your perspectives not aligning with each other.

Be patient and teach them. Once they have learned the ropes, you will be surprised at how fast they can take over the task and how much they can contribute to your company’s success.

6. Develop them through challenges.

Many millennials don’t know how much they are capable of, or the extent of the things they can do. But, know that they desire personal and professional growth while being in your organization. Help them become developed in their roles by challenging and training them.

7. Allow an open communication.

For millennials, constant, open communication is necessary, considering that they are online and in touch almost 24/7. With all the technology that’s available at their disposal, you can reach them anytime, anyhow, and anywhere.

Instead of seeing this as a distraction, you can make this work to your advantage by appreciating regular updates and quick exchanges during the day.

Instead of holding to our mistaken notions of millennials, it is vital that we acknowledge that they have their own unique skill sets and a certain way of doing things. They offer a significant contribution to the current and the next generation of personnel.

Hiring millennials is never a problem if you understand exactly where they are coming from. Overall, young workers can make a change for the betterment of your business since millennials are the new face of the modern workforce.

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This Is How Google Hires Their Talent (Whitepaper)

Every year, Google receives over one million resumes and applications. Only 4,000-6000 applicants will actually be hired — that’s less than a 1% hiring rate. With over 60,000 employees spread across 70 offices in 40 countries, there has to be set measures when it comes to bringing people into the company.

Hiring managers at Google used to spend 10 hours a week on recruiting and top executives would dedicate a full day to it. They made their hiring process more efficient and through extensive research, experimentation, consultation, note taking, and note revisiting, they’ve done the impossible. They have cut 10 hours into 1.5 hours a week accomplishing the same amount of work for recruiting.

It sounds like a dream but it wasn’t one that came easy. However, it’s important to remember that the work Google put into their hiring process may not all directly apply to you and your company. The strategies they have uncovered, while all great, are applicable to the needs of Google, the pace at which Google is growing, and the profiles that they are looking for.

So how do they do it? To know about their processes and secrets, download our ebook, This Is How Google Hires Their Talent.

3 Takeaways

  1. Adapting recruitment strategies to fit your recruitment needs
  2. Using tech for recruiting
  3. Keeping the end goal in mind

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8 Inexpensive Company Perks Your Employees Will Definitely Love

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

There’s proof that positive work cultures with employee investment lead to more productive employees. Small investments in employees can have huge returns later on down the road. Engaged employees are 38% more likely to have above-average productivity, and even just a 10% increase in employee investment can increase your revenue by as much as $2,400 per employee, per year.

There are dozens of employee perks you can offer to keep employees engaged and motivated.

1. Allow Remote Work

Unless you absolutely must have your employees working in the office, punching the clock, and reporting for duty, then one perk you could offer is allowing them to work remotely. Allowing for remote work tells employees you trust them, and it gives them the freedom to work at their own pace from wherever they feel most comfortable.

It costs you virtually nothing and makes life easier for employees, especially those with young children and scheduling issues.

Perks employees love

Source: Canadian Business

2. Compensate Community Outreach

Employees of all ages want to be active in their local communities – some through outreach and community service programs, others through their church or programs. A great, affordable way to give back to employees is by helping them make time for those activities and even compensating them for that time.

Southwest Airlines has a program similar to this, with their employees working to support Ronald McDonald House Charities.

3. Simple Concierge Services

Employees lead busy lives outside of the workplace, and anything you can do to make their lives a little easier is going to be appreciated. It costs very little to lighten their loads by making concierge services available to employees. This can include anything from picking up dry cleaning to getting car washes, grabbing grocery items, paying a bill, or dropping off paperwork. The less your employees stress about their personal lives, the more they can focus on their work.

“We’ll have a large company and they’ll say ‘We want to give back to our employees – they’re working 60-80 hours per week; what can you do for us?'” says Dustyn Shroff, COO of One Concierge in Boca Raton, Florida. “We’re providing services to employees that don’t have time to fulfill them…Basically whatever an individual doesn’t have time to do themselves, we do it.”

Taking a little bit of the load off their shoulders might be just what your employees need to focus and help you achieve consistent and sustainable growth.

4. Employee Discounts

If your company sells products, then give your employees a larger discount than they might expect. Many companies provide a standard 10-15% discount. Give them 50% or more. You could even go so far as to provide employees with free product, and/or extend a large discount to their families and friends.

You may be discounting more frequently this way, but it will also bring new business and happier employees.

5. Open a Tab for Employees

Perks employees want

Source: Business Insider

If you want a perk your employees will love, and it entails bonding time for more meaningful workplace connections, then open a tab at the local watering hole or restaurant. Set a policy so that if three or more employees are together, then drinks are on the tab. You can set whatever limitations you like on frequency, but it’s best to leave it open for when your team members want to get together. This promotes socialization among team members and can foster a more casual environment in which your employees are more open with each other.

6. Hire Recommendation Incentives

Some companies offer sizable bonuses in the hundreds and even thousands of dollars for recommending a new hire who works out and stays with the company past a certain point. It’s a great way to source talent. If you currently don’t have the ability to offer large cash rewards, then consider other incentives like extra paid time off, vacation days, or a handful of “I don’t feel like coming to work today” coupons. It will save you quite a bit of money, and it’s a win-win because employees love having extra paid time off.

“When a growing company like ours looks for top talent who fit within our dynamic culture, it’s important to use our most valued asset to help recruit: our employees,” says Kate Pope, manager of talent acquisition at Achievers. “Job boards, sourcing tools, and job fairs can be a huge expense. We would much rather invest our dollars back into our employees by rewarding them for helping us find A-Players.”

7. Give Rewards Points Away

Companies often accumulate a ton of points and miles with all the purchases put on the company’s credit cards. A great perk that costs you virtually nothing is to turn those rewards over to employees as incentives for project completions and on-the-job performance. In tight financial times, employees appreciate the extra compensation with points, gift cards, and travel packages.

8. Buy Movie Tickets

This is another great way to reward employees and get them to go out together as part of a team. Buy movie tickets in bulk and give them away to your teams as an added perk, with extras that allow them to bring family on some occasions. It’ll keep everyone happy, and bulk quantities of tickets are usually offered at cheaper prices than retail.

This article was written by Sujan Patel, the co-founder of Content Marketer and Narrow.io, which provide tools to help marketers scale their content marketing and social-media efforts. He’s helped companies like Mint, Intuit, Salesforce, and others land more customers, make more money, and grow their business. @sujanpatel

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How to Tell If a Candidate’s Lying During an Interview

One of the biggest challenges about job interviews is that interviewers can’t detect if a candidate is telling the truth, which can lead to a bad hire. So how can you tell if a job candidate is lying during an interview? You can’t. Not really.

Not all hope is lost. There are some clues you can use to determine whether someone is telling the truth.

Watch out for the body language

You might have heard that the avoiding eye contact and fidgeting is an indication of lying, however, nervousness is a natural behavior especially in high-stakes conditions – like a job interview. In a study across 75 countries, they found that using cues of nervous behavior to detect lying is unreliable.

Professor DeSteno’s experiments on trustworthy body language found that a set of four cues, taken together, seems to indicate deception, and should be what you should look out for:

  • hand touching
  • face touching
  • arms crossing
  • leaning away

    body language cues that indicate that someone is lying

    Source: HBR

Watch out for verbal cues

In their review of the research on lie detection, researchers found that there is no word (or nonverbal cue) that is directly related to someone lying. However, there are behaviors that were found to be correlated with lying:

    • They are being too vague/provide few details
    • They are contradicting
    • Their answers or responses are overly scripted and chronological
How to Tell If a Candidate's Lying During an Interview

Source: LinkedIn

However, the research say that trying to detect whether a job candidate is lying during an interview is difficult and probably not really worth the effort. A better way to do it is to make sure your interviews are designed to best predict the candidate’s future job performance, like increasing validity by asking questions related to the knowledge, skills, abilities, and characteristics required for the job.

The truth is that job interviews often fail not because the job candidate is deceptive, but because the interviewer isn’t conducting a proper interview in the first place.

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5 Things You Should Watch Out For When Hiring Fresh Graduates

Every year 500,000 new students graduate, and move on to join the labor force. This leaves recruiters a lot of options for their next wave of hires. Fresh grads are enthusiastic, excited to start their first. However, before you start hiring the newest additions to the work force, here are 5 things you have to know before you hire fresh graduates.

1. Work Experiences

Your average fresh grad is not inexperienced. Many students now opt to take internships, it’s important to know what responsibilities they had. Student organizations are like a workplace, they involve heavy teamwork, cooperation, and a goal to accomplish projects. This is a sign of good time management and work life-balance skills needed in the workplace.

2. Fixing the sense of entitlement

Most fresh grads have high ambitions, they want to get high salaries and top positions right away. This might lead to some of them to want everything all at once. In some instances, many fresh grads have their school habits, such as constantly checking social media or being late to work, cross over to their work.

3. Having an office-ready skill set

While many fresh grads possess technical knowhow from their degrees, it’s more important for them to be able to work in an office. Skills can be taught, it’s important to know if the candidates can work well in the office. Do they have good communication skills? Have they had experience with leadership roles? These are qualities that recruiters must look out for.

4. Settle commitment issues

You have to know that many fresh graduates may not last in a company forever, as these people always want to move on to bigger and better things. It’s hard to forge loyalty among fresh graduates, they might be more inclined to go through job hopping. This may be unavoidable, so a recruiter must be aware that while they are enthusiastic now, they are prone to these tendencies once hired.

5. Don’t get fooled by grades

A prospects grades during their time in class means very little in the workplace. It tells you that the student tests well and studies hard. However, this may not always translate in the workplace. Were they able to balance their other responsibilities to get those grades? Can they demonstrate competence on the task at hand? Grades, at the end of the day, are just a number, it’s how they apply them that counts.

Hiring fresh grads can be tricky, but learning how to turn these issues into positives is a surefire way to provide enthusiastic, skilled workers into your company.

fresh grads

Source: www.rolfsuey.com

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4 Ways to Motivate Your Employees After the Holidays

Waking up at 6AM on the day after a long holiday is one of the worst feelings in the world, and most of us would agree to this. You may find your employees feeling the same (did they get diarrhea right after New Year?). The post-holiday dip is a common phenomenon in all workplaces, and it usually takes people a few days to get over the holiday blues and get back to their pace.

As a manager, it’s part of your job to get things going by jumpstarting your employees’ motivation and start the year with record-breaking productivity. Here’s how to do it:

1. Get some team time

The reason behind post-holiday blues is the thought that all the fun has passed, and what lies in the future is nothing but the dutiful suffering. To get pass this, let your employees realize that the office is also a place of fun and social interaction.

Take baby steps here. Don’t just let your team sit behind their computers and ask them to start working, instead, have a catch-up with them over coffee or snacks and talk about how their holidays were and the plans coming up ahead.

2. Mention the good points of getting back to work

If you set your mind into it, you can find plenty of positive things about getting back to work. Having a team meeting is one; another is mentioning and making an impact on a certain project, or possible future plans.

So mention the points where you feel like it’s going to excite you and your team to get back into full productivity mode. A little enthusiasm will go a long way!

3. Remind them of the greater purpose

When your employees left for holidays they left their work stresses behind as well. When they come back, these stresses will be the first coming into their minds. So what they need to hear after a long break is how their work is part of a greater purpose. Ask your employees to think about what they want to reach in the coming weeks, months, and year. Setting their own goals will make them feel that their work is less like a task and more like a quest.

5. Set the right example and take the lead

Motivation is infectious. If you put yourself on the frontline and show the world that you’re hustling hard, for sure your employees will take notice and follow your lead.

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ServisHero

Why Company Culture Is Important For Every Business

Written by Karl Loo, CEO & Co-founder of ServisHero. Originally published on Medium.

Had you asked me 3 years ago when I was working on other entrepreneurial projects, what the most important thing about running a business is, I wouldn’t have said culture. I was wrong.

However, having worked for about a decade, I can now tell you that culture is everything. It is the thing that drives a team towards a common goal, it is what motivates people to work hard, and it is the fuel that fires innovation. You can’t arbitrarily define a culture for a business. It has to develop from the hearts (and minds) of the founders, and the way to have (at least) some control over that development is to have strict frameworks for hiring; and policies in place to ensure culture is protected.

On hiring

If you want to have a fun culture, make sure you hire fun people. If you want to have a performance driven culture, make sure you hire over-achievers. If you want an innovation culture, make sure you make sure your team is as diverse as possible.

ServisHero

Source: ServisHero

As a high-growth company, it is extremely challenging to be exceptionally selective as the organization demands more resource. But I caution all entrepreneurs, make sure you have a cultural guardian — if not the CEO, make sure it’s another co-founder. Ideally, culture guardianship should be driven by the founders. At ServisHero, every full-time candidate must meet with either Paul, Jason or Myself (after undergoing at least 2 interviews with other senior members of our team)—we are the cultural guardians for the organization. We know to have longevity as a technology company we need to ensure everyone that joins us is aligned with our spirit of innovation, inclusiveness and achievement.

On policies to protect culture

ServisHero

Source: my.wobb.co

As we scale, we know it will become ever more difficult to maintain our culture, but we have started laying down the frameworks and processes to maintain our unique culture. We do this a couple of ways:

1. Regular meetings

Each team has regular meetings (daily or weekly) and changing the times of these meetings requires some act of god!

2. ServisHero Swarm

This is an invention by Paul, and something that has helped us maintain momentum in the organization. ServisHero Swarm is our weekly regional meeting — everyone dials in via video conference to: a) receive thanks; b) get strategic updates; c) be introduced to new team-members; d) get briefed on targets and performance.

This weekly update is our way, as founders, to foster a culture of radical transparency. We know that for our team to be aligned with our vision, they need to know what is happening in our heads. The meetings are not long, and in fact there is a timekeeper to ensure no one speaks for longer than the allocated time.

3. Accessibility

There are no offices at SerivsHero — no one, including myself sits in a room where we may be seen to be inaccessible. If we are to transmit our values, we must be accessible and approachable.

4. Socialization

Every Friday, Courtney calls for requests for our Friday music playlist requests over slack. From 6pm, we let loose and we socialize. There is no better way to cement a culture than to get everyone to mingle and exchange their thoughts. This is just one of many ways where we foster socialization.

5. Accountability

Today, co-founders hold themselves accountable to maintain the culture. In the future, we will need managers to help keep us accountable. Intra-company, every employee has an unwritten rule with each other to uphold our values. In addition to an unspoken rule, every employment offer letter comes with an Appendix of our core values — to accept our offer means acceptance of our core values. We’ve had this Appendix since day 1.

ServisHero

Paul (CTO), Myself (CEO) and Jason (CFO). Source: ServisHero

I hope entrepreneurs and aspiring entrepreneurs take note that it’s not just financial performance metrics that drive the success of an organization. Nor is it about the rate of growth of your company. It’s about the people, it’s about culture. A big shout-out to my co-founder, Paul for reminding me constantly that culture is everything.

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