Archive for February, 2022
This article will give you all the tools you need for properly evaluating an employee.
What makes a good employee? There are several things you can look for during the application and interview processes that will help to ensure you hire good people the first time. The screening process should start with the initial application or resume.
One step you definitely shouldn’t skip is the background check.Though there may be a small cost involved in this, it’s important to make sure anyone you are considering hiring has supplied you with accurate information, and doesn’t have a criminal background (or has sufficient record of dismissal).
Here are a few alarming statistics from HireRight, a company that verifies resume information and conducts background checks:
- 10 percent of applications and resumes contain serious background misrepresentation
- 30 percent of job applicants exaggerate accomplishments to look good on paper
- 34 percent of applications and resumes contain outright lies regarding ability, education, and experience.
As you can see, background checks are an important step in the hiring process.
Nice people make the best employees. In general, they are fast learners, easy to teach, and fun to be around. If it comes down to choosing between an exceptionally qualified and rude candidate, or a nice one who may need a bit of extra training to get up to speed, it’s in your best interests to choose the nice person every time.
Other than being nice, what qualities should good employees possess? Here are a few examples of qualities and characteristics to look for:
- Responsibility: Seek people who will see their tasks through to the end, and will claim responsibility for their work and their actions on the job.
- Initiative: Does the candidate demonstrate an interest in self-starting? Look for someone who will find something to do when they run out of work, rather than someone who’ll wait to be told what to do, and then rush through the assignment.
- Discipline: Good employees are able to focus and complete a task or assignment thoroughly.
- Positive: The best employees are generally cheerful, even when working on an assignment they don’t particularly enjoy.
- Consistent: Look for employers who are dependable, show up on time, and will put in extra effort when necessary to finish the job.
- Empathetic: Your employees should be able to recognize when coworkers or customers are having trouble, and be courteous and aware of their needs.
- Modest: Look for people who give credit where credit is due, and don’t try to claim all the recognition for the work of the team.
This set of tricks for evaluating employees before you actually hire them should give you an extremely high chance of finding that perfect employee.
About The Author
Dionisio Gomez / author
Dionisio Gomez is an accomplished Internet Marketer. He has been successfully selling and promoting products for more than 5 years. Dionisio has an amazing site set up where you can find more of his products on Hiring The Right People at: http://www.hiringthehelpyouneed.com
Aging is a natural process we will all experience at some point. Whether it’s characterized by lack of physical or mental agility, or whether it’s just by virtue of our ongoing years, we all feel old and useless from time to time, and it really needn’t be the case. The older generations have a great deal still left to offer society in every sphere, particularly employment. In fact, many major corporations are realizing the benefits of hiring an older workforce, and are keeping many employees on well past the standard retirement age.
Statistics have shown that older workers are far less likely to quit their job, and almost a quarter as likely to call in for a sick day. This means that by employing older people, companies benefit from dedication and hard work which is engrained on our generation, and isn’t statistically as prevalent amongst the labor force of today. In addition to that, companies can really benefit from the years of employment and team-working experience of older employees, which means older workers are an attractive option.
If you are a Senior Citizen looking to get back into employment, it is important that you present your skills in an attractive way. This means printing a word-processed resume, complete with detailed information about your employment related skills and how you can adapt to the modern workplace. If you’ve been out of work for a period, it might be good idea to take a refresher course in the basics of office computing, to give you a head start if that’s required in your job. Make sure to present your experience clearly, and stress the value that could subsequently have, were you to receive a job offer. Remember to sell yourself – you’re not only competing against other people for the job, but also prejudices, so make sure you really leave them with no choice.
Getting back into work as a senior can be a daunting prospect, but overall it is worthwhile for a number of reasons. Firstly, it is a fantastic way to ensure you retain a degree of mental stimulation, which will keep you more mentally agile for longer. Additionally, it is a good idea to keep you busy and active in the community, which can be something many retired people miss as the years roll by. On top of that, you will also be able to add more money to the coffers to see you through, which of course can never be a bad thing.
About The Author
Jonathon Hardcastle / author
Jonathon Hardcastle writes articles on many topics including Finance, Employment, and Science
Resumes are tricky. We put a lot of expectations on them. They’re supposed to find you a job. But if you’ve been getting disappointing results, your resumes could be shooting you in the foot!
Are you using a bio-action format? If you’re not, your resumes could be causing you problems. So what are bio-action resumes?
…the focal point of a resume writing format must be to respond to the needs and expectations of the employer.
Well, let’s look at it this way. A traditional job search format is passive at the very time when employers are looking for someone who can demonstrate they are proactive. It’s one of the many job search changes that have occurred in the 21st Century that must be reflected in your resumes.
For example, employers today want to find a candidate who
- Understands the organization.
- Can show how to make a difference.
- Can demonstrate quantifiable contributions.
- Isn’t afraid to ask for a job.
- Knows how to cut a deal.
From this you can see that the focal point of a resume writing format must be to respond to the needs and expectations of the employer. The job seeker’s personal information and their work history are of secondary importance.
This is what we mean by a bio-action resume format.
So, to meet the expectations of an employer, here’s how your bio-action resume format should look:
- Resumes are initially scanned (not closely read) in less than 50 seconds. Something about you either attracts attention in that timeframe or your resume is trashed.
- Your resume must have an attention-grabbing headline . . . a quick summation of what you have to offer.
- Do NOT write some self-serving objective statement. An employer could care less what you want to get out of this for your self. He/she is interested exclusively in what you can do to make the bottom line look better.
- DO write a short summary statement saying very directly what assets, capabilities and strengths you bring to the table that can make a difference to the organization you’re interested in.
- Keep your resume brief and impactual. One page is best. But never more than two pages. No long-winded recitation of your past accomplishments. Employers want to know how your achievements can make a difference to their needs. So tell them . . . and use quantifiable results to do it.
If you rely on the old-fashioned methods of finding a job, you’ll be disappointed. While it’s true that you won’t be hired on the basis of a resume, on those occasions where it’s important to have a resume, you want to make sure you use a bio-action resume writing format!
About The Author
Paul Bowley / author
Paul Bowley manages EEI, the world-class pioneer in alternative job search techniques and innovative e-business strategies . . . since 1985.