10 Tips for Giving Feedback as an Employer

One of the most critical issues in the employer-employee relationship is feedback. The employee wants to know how they are doing, what they can improve on, and what the employer's expectations are. So take some time now and read this article to discover 10 fantastic tips on giving feedback as an employer!

1. Agree a ‘contract’ between yourself and the recipient so that they are prepared and receptive for feedback.

2. Check for wellbeing and also for capacity. Back off when capacity reached. You can always agree to talk again at a future date.

3. Take your time to explain things, checking for understanding. If what you are trying to say is difficult to explain say so up front and perhaps try saying it a couple of ways. If working across cultures and languages ask the individual for help to ‘get the meaning right’.

4. Where possible illustrate with real examples but if your examples are weak or inappropriate be open about this. Do not fall into the trap of giving feedback through giving an example, having it refuted, finding another, having it refuted, and so on.

5. Do not treat questions and challenge as further ‘evidence’ [‘I said that you did not listen, and here you are, not listening] or unwillingness to listen and learn. Some people absorb feedback best through asking questions.

6. Allow space for the recipient to reflect, check, challenge, etc

7. Ask the individual if they can think of examples that illustrate what you are saying

8. Engage the individual in generating ideas for development actions. Allow individuals to come up with their own ideas. Present options and ideas for improvement and development – not solutions

9. Allow time for the positives. See if you can harness positives and strengths towards addressing development areas

10. Remember that perception is reality but also that intentions are important and where there is a disconnect the person to whom you are giving feedback needs to focus on how to better realise their intentions and figure out what is coming between their intention and their impact

. . . . . And, don’t forget to ask for feedback in exchange . . . . .

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Lisette Howlett, Top 10 tips for giving feedback
http://www.evancarmichael.com/Human-Resources/790/Top-10-tips-for-giving-feedback.html

Learn How To Create An Effective Internship Program!

Recruiting Older Workers on Facebook - Do you know What Works & What Doesn't?

We know Facebook is a mystery and a bit of a stretch for most of those over 45. Some interesting statistics gathered directly from Facebook include:


• More than 100 million active users

• Facebook is the 4th most-trafficked website in the world (comScore)
• Facebook is the most-trafficked social media site in the world (comScore)
• Over 55,000 regional, work-related, collegiate, and high school networks
• More than half of Facebook users are outside of college
• The fastest growing demographic is those 25 years old and older
• Maintain 85 percent market share of 4-year U.S. universities


These statistics have caused businesses to realize the undiscovered power of this targeted marketing opportunity and they are trying to figure out how to use it.


Instead of spending hours searching for the many published articles/blogs, we want to collect them and encourage others, who haven’t published their results, to share them with the recruitment community. We can leverage each others experiences to create new venues and most important integrate them with other recruitment marketing strategies.


We welcome your comments and results. Let’s break them down into 2 categories, suggestions and case studies.


Here is my beginning list for SUGGESTIONS, many of which I found at Jobs in Pods Blog Facebook Recruiting Tips …


1. Join the Facebook Group Facebook for Business for a rich source of information. There are more than 25,000 members.


2. Join the Facebook group The Facebook Corporate Recruiters Network


3. Create a group for your company on Facebook. Post your apply info, list your latest jobs, build the group into a marketing tool.


4. Create a “profile page” inside of Facebook and attract fans of your page. You can also use facebook advertising to get fans.


Click here to read part 2 of this article


Recruiters/Employers:Would you like to reach skilled workers:
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How To Discipline An Employee In 7 Simple Steps

How do you discipline an employee? Discipline can be an effective tool to improve your team's efficiency, productivity and morale. This  sometimes slightly humorous but well organized Videojug film will show you how to discipline an employee to its greatest effect.





Source:Videojug

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The Job Interview: How to Answer Candidate's Questions

How do you deal with a job candidate's questions in an interview? Check out the video below to find out!



http://www.youtube.com/watch?v=OsJ7EVuSPaI

The Job Interview: How to Review His/Her Resume

How To Conduct a Resume Interview from beginning to finish, find out how by watching this video!

http://www.youtube.com/watch?v=1PnwlG60a-A

How Recruiters Can Excel at Job Fairs

Whether you're looking for entry-level hires, tech talent or experienced executives, job fairs are an increasingly important strategy for recruiters seeking employees at all levels. The experts at diversity job board LatPro.com offer the following tips to improve your career fair recruiting results while promoting a positive public image for your company:

1. Plan as a Team

Make sure there's no disconnect between those planning the exhibit and the recruiters actually attending the event. All members of an exhibiting company need to work together to ensure that everything runs smoothly and nothing falls through the cracks.


2. Ask About Advertising Opportunities

Almost every job fair provides a variety of opportunities to publicize your company, often at no additional cost. You may be able to publish your open positions on the event Web site, include your company logo in printed materials, get listed as an exhibitor in radio or TV ads, or receive additional exposure as an event sponsor.


3. Don't Put All your Marketing Materials in One Basket

If you ship your booth, display graphics and all your printed materials together, what will you do if they don't make it to the event on time? At the very least, make sure some marketing materials and brochures travel with you. Then if there's a shipping snag, you won't be empty-handed.


4. Stay Until the End of the Event

Make sure your travel plans and other arrangements leave enough time for you to exhibit for the entire job fair. Breaking down your booth early is a distraction to other attendees, and it could cause you to miss top-notch candidates who arrive at the end of the event.

Click here to read part 2 of this article

How to Fire Your Employee

Firing employees is a difficult task - not just for the employee, but for the employer as well. Take a look at this clip to see how it can be easily:



http://www.youtube.com/watch?v=qKqDQ7EyY_g

How to Recruit Older Workers

The job of recruiters is harder now than ever. Considering that the age difference of today's workforce can span more than 50 years, recruitment campaigns must reach across four different generations, attracting job seekers with completely different values and perceptions about work, family and everything in between.

To cast recruitment successfully into the mature worker segment, forget vanilla recruiting tactics and nine-to-five jobs. If you want to grab the attention of workers 50+, consider the following tips from experts who share their experiences about what works and what doesn't.

Be strategic: know your target market
Recruiters often assume that there's a monolithic, one-size-fits-all strategy that reaches all workers, says Annette Merritt Cummings, vice president and national director of diversity services at Bernard Hodes Group, a NY-based recruitment communications company. So they mistakenly budget one lump sum as opposed to dividing resources into demographic segments.

"Each group requires different strategies when it comes to recruitment," she says. "Don't write this group [older workers] off. It's a huge market of individuals who have huge amounts of knowledge that may go untapped."

She recommends these steps when recruiting mature, experienced workers:

- Analyze your market. Ask yourself a series of questions. What are the differences between the mature worker segment and others? How do they prefer to communicate and receive messages? What are the media habits of workers 50+?

- Realize that even within the mature worker segment, age matters. Never assume that the preferences or habits of sixty year-olds will be the same as those who are in their seventies or eighties.

- Identify their favorite social spaces, including virtual spaces. Focus on print and online publications that cater to the 50+ market segment. Look into social organizations like college alumni associations, churches, synagogues or veterans’ groups. Also check out listservs as well as blogs, job banks, and other online places that serve as popular gathering spots for mature, experienced workers.

- Build relationships. Reach out to retirees who have the experience and skill sets your company desires. Market your business as an age-friendly workplace that values mature workers and provides career opportunities for growth and leadership. To reach retirees, Cummings says you may be better off targeting organizations they're affiliated with and communicating with them on a more personal level, something that’s not nearly as important to younger generations.

- Appoint someone in your organization to head up a mature worker recruitment program. This individual would be responsible for acquiring the expert knowledge on the mature worker market, sharing it with others in your organization, communicating with older workers and tracking results.

Click here to read part 2 of this article

How to Deal with a Difficult Employee

As an employer, your work environment should be positive and things should be running smoothly - but what happens when one employee is too difficult to handle? What do you do? Watch this video to find out:



http://www.youtube.com/watch?v=9ru94iNOe98

Resources for Recruiting Mature Workers

You’re a business owner and you need to hire hard-working, dependable people. You’ve heard that in your community there is a pool of talented mature workers who have much to offer. How do you tap into this tremendous asset?

You could run help wanted ads like everyone else does, but with an ad you never know who you’re going to get. Surely there must be a better way.

In many communities, there is! Here is just a sample of the hiring resources available to employers across the country. It’s likely that you’ll find something similar in your area.

· Seniors4Hire.org is a nationwide online career center and a leading Internet resource for businesses that value a diverse workforce. Business owners and HR executives can recruit workers fifty and older including retirees and senior citizens who are looking for a career change.
· The SeniorJobBank is a nationwide website used by employers to advertise their jobs to the website’s audience of talented, dedicated people over the age of fifty. Employers posting with the SeniorJobBank are committed to hiring baby boomers and mature workers. For a modest fee to the employer the site provides job postings, as well as job search, resume and job alert registration for job seekers. Career and education information is provided too.

· In Washington State, the Mature Workers Alliance of Puget Sound is an all-volunteer group of private and public organizations dedicated to empowering over-fifty workers and promoting age and experience in the workforce. They sponsor workshops and job fairs for mature workers to help them conduct successful job searches and connect to hiring employers. They also encourage businesses to recruit and retain mature workers and benefit from the experience, strong work ethic, and loyalty offered by mature workers.

Click here to read part 2 of this article

Why Do Companies Hire & Promote from Within?

The reason so many companies hire and promote within may surprise you, watch this video to find out why!



http://www.youtube.com/watch?v=sFYi1IAv7eQ

The Job Interview: How to Evaluate a Candidate's Skills

Maybe what the candidate tells you in the interview isn't the whole story? How do you evaluate their skills on the spot? Watch this video to find out!



http://www.youtube.com/watch?v=lK6uNTVwJQU

5 Tips & Tools for Recruiting with Social Media

More and more headhunters and companies are tapping social media channels to recruit jobseekers. Especially in a recession, companies know their ultimate success depends on the quality of human capital they can reel into their organization. Leveraging social media plays an increasingly key role in making sure your company finds its widest array of candidate choices.

1. Start with the usual suspects.

Candidates have been given the secrets to pass the social media recruitment test. Since recruiters tend to check an applicant’s personal blog, Facebook profile, Twitter feed, LinkedIn recommendations, Flickr portfolio, SlideShare presentations or even YouTube resume, establish the same transparency for your company with these tools. Creating your firm’s online character attracts the best pool of applicants and indicates to potentials how they stack up to your ideals, culture and caliber.

To keep costs down, companies should start by posting their own creative job description on a company site or blog and then use email, LinkedIn, Facebook and Twitter to pass around the URL. Nine times out of 10, the best candidates are already in your employees’ networks.

2. Avoid CraigsList, Monster, CareerBuilder, HotJobs and other major database sites for one of two reasons.

If you’re looking to fill a professional position these sites do not filter resumes enough to make the search worth the time. “Employers” on these sites are often temp or placement agencies or even spammers — not actual employers — and good applicants know this. As a real employer, know that talent is available in excess, but your ideal applicants generally try to target their job search by looking at sites catered to their specific industry and skill set. They’re not spending much time on the large database sites.

Second, the cost of posting jobs on these sites can grow very quickly based on the number of people you’re looking to hire. If you’re a small firm, there’s no reason to pay hundreds to thousands of dollars to recruit a few people. If you’re a large organization, your own infrastructure is more suitable for recruiting internally on your own site. Google does this especially well.

3. Recognize that paying for recruitment services is almost always a poor decision.

In recruitment, your fixed costs of recruiter salary is a given, so your end goal should be to eliminate all other variable costs like job posting fees. Again, big sites are not the way to go.

CareerBuilder starts at $419 to post for one month for one job position. A bevy of emails and socially networked messages might not get you as many responses in volume, but rest assured candidates who do respond will on average be more qualified, know more about your specific company and industry, and will possess more genuine interest in being an asset to your firm. In this game Quality: 1, Quantity: 0.

The exception to this rule is niche recruitment. From healthcare to tech, smaller job sites are generally cheaper and viewed by a more industry-savvy audience, so bets are if you’re going open the purse strings, smaller sites are a smarter move in your recruitment strategy. Mashable, for instance, offers a gamut of social media positions. For recruiters using Mashable, the $50 price tag is justified by the hours your HR manager won’t have to spend combing through unqualified candidates who‘ve been spamming their resumes around.

Click here to read part 2 of this article

The Job Interview: How to Sell Your Business to the Candidate

While interviewing a job candidate, you want to entice them and make your business as appealing as possible - but little things can go along way during this conversation. Essentially, you want to learn how to sell your business to the job applicant. To figure out how to do this, watch the video below:

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http://www.youtube.com/watch?v=kVGZ13TTSys

How to Hire New Employees During the Recession

The rules for hiring someone has changed, in part due to the recession and in part due to the fact that the old way of hiring (read a resume and discuss experience) no longer works. Here are the new rules:

1. Skip Experience – Identify Attitude, Energy & Intelligence

You can give people experience… it is called training and learn as you go. The three things you can’t give people is their attitude, their energy or their smarts. Either they have those things or they don’t. Hire people who have the best attitude, energy & the highest degree of intelligence. Can’t tell all those attributes from a single interview? Do multiple interviews, and get to know their history (tip #3).

2. Hire The Hungry, Not The Starving

When prospective employees are hungry for your company’s opening, they will come in with all their effort and focus and excitement. But when someone is starving to work they will jump into the first thing they can get. Desperate people do desperate things, and they will jump ship the second a better suited, better paying job comes their way.

3. History Repeats Itself

Interviews should revolve around their experiences in life. Ask them how they liked high school. What were the good parts, and bad parts? Did they like their teachers? No? Why not. Ask them about their first job. The boss sucked? OK. Ask them about other jobs. The boss was always a pain to work for? Well guess what, you are the next boss that is going to suck. History repeats itself.

4. Try Before You Buy

Implement a probationary period of 90 days. It is very hard for someone to fake it for 3 months, let alone a week. Don’t pay as much attention to their final product as, their consistency for start and finish times. See how they handle mistakes. Do they show consistent improvement? How well do they communicate? If all things are stellar for 90 days, you most likely have an employee who will be stellar for life. But, if you have problems in the first 90 days, it is time for drastic correction or termination — because a person who can’t perform during the first 90 most likely will never make at your company.

5. Show Your Commitment

The most important day for a new employee, is their first day. It is up to YOU to perform your best that day, not them. For their first day, cut out 2 hours to spend with the person. Take them for a tour of the office, talk about their background and interests, tell them about the company history. Show them the true you and build rapport that only time can afford. Also, by spending time with them you are also showing them you have a company that is in control and not in constant fire drill mode.

Just know, when you show them your commitment, they will show it to you.

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http://www.toiletpaperentrepreneur.com/blog/how-to-hire-someone-in-the-recession

Hiring Employees - The Best Way

There are many ways to hire prospective employees - but which is the most effective? Check out this video to find out!



http://www.youtube.com/watch?v=tZmI4ZsNogQ

Networking to Hire a New Employee

Networking is a great tool for business - but even more invaluable when it comes to hiring a new employee. Watch this video to find out why:

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http://www.youtube.com/watch?v=mUpWtGoqegs

The Job Interview: How to Address any Red Flags with Candidate

How do you bring up any issues, any red flags with the candidate during the interview? Check out this video to find out how:

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http://www.youtube.com/watch?v=oMMv0ZXmGw0

The Job Interview: How to Go Over the Candidates Skills/Background

When interviewing someone, it's key to carefully go over their background and skills and ask questions, watch the video below to find out how:



http://www.youtube.com/watch?v=gecuGLjPXk8

The Job Interview: How to Explain the Current Situation to the Candidate

The Job Interview: How to Explain the Current Situation to the Candidate

Watch the video below to find out how!



http://www.youtube.com/watch?v=uEhV1hrK89E