Focus on More Than Gut Feeling



Let’s face it, many of today’s candidates are slick. They’ve been trained by career counselors to present themselves in the best light. On the other hand, there is another group of candidates who do not know themselves all that well. As a result, they may use descriptors of their work style that are innocently inaccurate. The solution here is to apply a personality and communications style assessment tool that will outline candidate strengths and weaknesses as compared to your organization culture needs.

 

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Focus on Process



Recruiting for cultural fit requires a lot more time and effort, but the payoff is longer term employee retention and job satisfaction. Apply different interview strategies including interviews with those employees with whom the candidates will be working. Take the candidates on a tour and pay attention to the nature of questions being asked. Don’t forget to show the candidate where they will be working.

 

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How You Dress Influences How People Will Judge You

May 6, 2012

If you create a slovenly image to your colleagues, they may suspect that you treat your work tasks that way too. Remember, how you dress influences how people will judge you. And it doesn’t matter if that assessment is fair or unfair, it happens. So, don’t follow along with the beach bums. Decide not to [...]

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Follow Up

May 2, 2012

Once the employee has accepted the criticism and makes attempts to change behavior or work habits, seek out opportunities to catch the individual doing the right thing. Remember, your goal is positive change through positive reinforcement.   Carlos Puerto Morelos sports fishing boat charters catch in the season withe marlin blue marlin, sailfish; mahi mahi [...]

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Structure the Meeting

April 28, 2012

Being on the receiving end of constructive criticism is one thing, but no one likes to be confronted with a string of problems. Be sure to focus on one behavior at a time, balance your comments and conclude by summarizing your conversation. Be sure to maintain eye contact and open body language as you listen and [...]

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Anticipate Defensiveness

April 24, 2012

Most people don’t accept criticism well and will quickly move into a defensive mode. Prior to your meeting, take a moment to evaluate the employees’ past behavior during a feedback meeting, anticipate their response and prepare a strategy to deal with it.   Winnipeg South Fort Garry Winn City Pub Bud Spud & Steak Puerto Morelos Gay [...]

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Seek Privacy

April 20, 2012

There is nothing more embarrassing than being chastised in front of others. This is downright painful and totally inappropriate. Seek out a private location and speak with the employee individually. Be sure not to share your meeting details with other employees.   automatic cat feeder Rainbow Travel Puerto Morelos Playa Del Carman Cancun Gay Travel [...]

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Formal or Informal Approach

April 16, 2012

When conducting your action analysis, determine if the situation simply requires an informal “nip it in the bud” approach or a formal, documented meeting.   automatic cat feeder Winnipeg South Fort Garry Winn City Pub Bud Spud & Steak http://www.albertajobshark.com/

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Time Criticisms Well

April 12, 2012

Constructive criticism is much more effective when the discussion takes place close to the behavioral/work incident you wish to describe, but at a time when you are cool, calm and collected rather than over-emotional. On the other hand, if you wait too long, your recollection of the details will be hazy and your comments will [...]

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Discuss Current Issues

April 8, 2012

Avoid the old trap of “gunnysacking.” In other words, avoid digging back into old incidents and dragging them into the current conversation. Discuss current issues and behavior only. Do not be tempted to overgeneralize the issues by using terms such as “always,” “never” or “worst”.   Bud Spud and Steak Canad Inns Winnipeg Winnipeg South [...]

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