The Best Answers for Personal Interview Questions

The Best Answers for Personal Interview QuestionsThe Best Answers for Personal Interview QuestionsWhen you go on a job bewerbungsgesprch, in addition to being asked job bewerberinterview questions about youremployment history, your skills and qualifications for the job, your educational background, and your goals for the future, youll also be asked personal interview questions. What Youll Be Asked About These will be questions about you personally your personality, your work style and work ethic, how you handle stress, what you expect from an employer, and how you handle certain situations. When an employer asks questions about you and how you work, they are trying to determine if youre a good match for both the job and the company culture. For example, if the role requires someone who is flexible and can work as many hours as needed to get the job done, but you cant commit to the overtime, you may notlage be the right person for the position. There arent any right or wrong answ ers to these interview questions, but do be sure your responses match what you know about the job and the company. The company is looking for candidates who match their requirements and the closer you fit the job description, the more competitive youll be. One caveat, however try to answer each question as honestly as you can, both as you do these exercises and when you are actually answering these questions in an interview. It generally doesnt work to try to pretend to be someone you are not in order to land a job. Use the Questions to Help Decide if You Want the Job Interviewing works both ways, and you can use these questions as a way to determine if the job is what youre looking for in your next position. These types of interview questions can help you as well as the hiring manager determine if the role is a good match for what youre looking for in your next job. Before you head out to a job interview, review these personal interview questions and sample answers to get an idea of what youll be asked and the best way to respond. Examples of Personal Interview Questions Tell me about yourself. - Best AnswersAre you easy to talk to? - Best AnswersHow do you handle stress and pressure? - Best AnswersWhat motivates you? - Best AnswersHow do you evaluate success? - Best AnswersWhat has been the greatest disappointment in your life? - Best AnswersWhat are you passionate about? - Best AnswersWhat are your pet peeves? - Best AnswersWhat do people most often criticize about you? - Best AnswersWhen was the last time you were angry? What happened? - Best AnswersIf you could relive the last 10 years of your life, what would you do differently? - Best Answers If the people who know you were asked why you should be hired, what would they say? Best AnswersWhat are your salary expectations? - Best AnswersWhat do you find are the most difficult decisions to make? - Best AnswersWhat is your greatest weakness? - Best AnswersWhat is your greatest strength? - Best An swersDescribe a typical work week. - Best AnswersDo you take work home with you? - Best AnswersHow many hours do you normally work? - Best AnswersHow would you describe the pace at which you work? - Best Answers Do you prefer to work independently or on a team? - Best AnswersGive some examples of teamwork. - Best AnswersWhat type of work environment do you prefer? - Best AnswersIf you knew your boss were 100% wrong about something, how would you handle it? - Best AnswersDescribe a difficult work situation/project and how you overcame it. - Best AnswersDescribe a time when your workload was heavy and how you handled it. - Best AnswersMore job interview questions about your abilities. - Best AnswersMore job interview questions about you. - Best Answers Once you have sat down and come up with honest answers to these questions, you can feel confident in your ability to answer almost any question that will be directed your way during a professional job interview.

Supervisor Interview Questions and Answers

Supervisor Interview Questions and AnswersSupervisor Interview Questions and AnswersTodays manager hasa tough job. In addition to setting the tone for their direct reports and making sure that their kollektiv hits its goals, they mustnavigate an ever-changing business landscape. Its no wonder that management interviews often involvetricky questionsand multiple rounds. Employers know that a good hire in this important role will help their business succeed while a bad hire might prove to be a disaster. When youre interviewing for a position as a manager or supervisor, its important to show the interviewerthat you are an effective leaderand problem solver.Prepare to answer questionsabout what makes a good manager, your own management style, solving conflicts between employees, dealing with poor employee fit/performance, and more. What Makes a Good Supervisor? The interviewer may ask you a question like, What makes a good supervisor or manager? Your answer gives the interviewer a sn eak peek into yourmanagement style. Draw on experiences that demonstrate your leadership skills and use an anecdote to illustrate your response. In my previous role managing retail employees, I determined that if you intentionally show that you respect the staff, they will work harder for you. This instills them with a sense of ownership and a desire to produce excellent results.Ive also found that your team will model the behavior they see in you. So, I learn about my direct reports lives and what their interests are. They, in turn, do the saatkorn with their peers, creating a pleasant and productive work environment. While I do draw the line between supervisor and friend, having an open-door policy door clarifies that we are on the same team, trying to achieve the same goal. Solving Conflicts Among Employees Employees from various backgrounds and with different personalities are sure to experience some level of conflict. Your attempts at resolution demonstrate the type of sup ervisor you are. Ive certainly encountered people on a team who clash. And because disagreements are inevitable, I will give the sparring employees a chance to resolve them on their own. Giving autonomy allows them to develop their own conflict management skills and grow as a team. However, when the problem starts disrupting their work or other peoples work, I step in. If its due to a miscommunication, I will act as mediator, and we will work through it together in my office.At my last job, two employees were budding heads due to a power struggle. I met with them together and after calmly discussing their qualms, had each of them identify two suggestions to the other party that would resolve the conflict. Within 30 minutes, we sorted everything out, and the two of them walked out on excellent terms. If its a larger drama on a personal level, I tend to approach each person individually and ask that they leave their baggage at home. Dealing With Poor Employee wertzuwachs Supervis ors need to understand that not every employee is an ideal fit, or perhaps they were initially agood fit, but hasnt evolved with the company and is now flailing. A strong supervisor wont easily give up. She will encourage the employee and offer to mentor. When an employees work is questionable, I assume we saw something in him when we hired them that merely isnt manifesting now. I begin by arranging a meeting with them to ask how work is going and if there are any problems they wish to discuss. Ive always found it more useful to go in with no assumptions and just listen. I then share with them specific areas where they can improve. It helps to present hard date, which could be their sales revenue this month compared to previous months.If its a personal issue, I let them know that I sympathize with them and that Im on their side. Wed then move on to a plan of action that we both agree will help them separate their personal and work life. If the issue is work-related, I ask them what they think is causing the problem and how we can work together to overcome their struggles. Depending on their potential and desire to grow, I may invest in training them or temporarily lighten their workload. In some instances, Ive had to suggest the job is no longer a fit for their skills. Additional Questions About Supervising Employees How long have you worked as a manager?Tell me about your management style. How has it evolved?What makes someone a good manager?What would you say is the single most important quality for an effective supervisor?How do you motivate and encourage your team?How would your former employees describe you as a leader?What are your three core values? How have you integrated them into your leadership style?In what work environment did you achieve the most success?What factors within an organization must exist for you to work most effectively? Have you ever fired someone? Please explain the steps you took to carry out the dismissal.Whats your strategy for welcoming and acclimating new employees?When you begin a new managerial position, describe how you meet and form relationships with your new colleagues, supervisors, and direct reports.How do you measure your success as a manager?How do you delegate work?

New Trends in Transportation and Logistics Recruitment

New Trends in Transportation and Logistics RecruitmentNew Trends in Transportation and Logistics RecruitmentNew Trends in Transportation and Logistics Recruitment CleaverWith baby boomers rushing toward the retirement finish line including many in the trucking industry transportation and logistics employers are searching for new ways to fill their soon-to-be-vacant seats.Whether its hiring OTR truck drivers or filling the demand for forklift operators, transportation employers are looking for candidates who are collaborative with peers and adept with technology.A Demand for New SkillsOne industry hotspot is in infrastructure planning, design, and construction, according to the American Public Transportation Association.The public transit segment, fueled by $18.2 1000 milliarden in Federal, state and local appropriations, is hiring for growth as well as to replace retiring baby boomers.This funding has impacted the demand for civil engineers, which the Bureau of Labor Statistics (BL S) expects to rise 20% in the next several years, compared to a 5% rate for mechanical engineers.Likewise, demand for positions such as logistics managers and supply chain project managers is growing by 24.5%, says the BLS, due to international shipping. These positions manage often complex distribution chains that assure that goods get from one mode of transportation such as ships to another, such as trains.Traditional modes of travel, such as air, are growing only at a moderate pace. Air travel is just beginning to recover from the recession, so demand for flight attendants and mechanics is growing only moderately.Sourcing and Retaining Transportation WorkersWhere is the industry sourcing workers? Veterans and midlife job-shifters are two prime areas.Workers with two decades or more of experience at office jobs often are eager to trade a cubicle for the open road, only to discover that transportation employers increasingly count customer service skills as core competencies, says L ynn Willey, a placement specialist with Southeast Community College in Lincoln, Nebraska. Many students are re-careering, adds Lynn Willey.Additionally, experienced hires often have working knowledge of computer systems, although they also must be trained early and often on emerging tech tools.Jon Beauregard, regional warehouse manager for the Salt River Project, an Arizona utility based in Tempe, says he looks for candidates who can binnensee beyond their own jobs.Being able to relate their industry is what the job is here, he says. You have to see what their attitude is for training, and being able to apply their experience to new situations. Increasingly, transportation managers are focusing on retaining their hard-won recruits. Competitive employers pitch candidates with a scope of internal opportunities, from soft-skills training for those who are interested in management to offering rewards for process improvement for entrepreneurial-minded workers.How Technology is Transformi ng TransportationMobile technology is transforming the transportation industry, from tracking the location of vehicles, containers and parcels to predicting the location of goods. This has increased demand for skills and experience in the development and management of mobile apps, bar code systems, and remote tracking technologies.Mobile technologies are a saving grace for transportation employers who have grown weary of trying to recruit younger workers who seek workplace flexibility and who frown upon the industrys requirements for long stints on the road for OTR truckers.Gen X and Gen Y, dont like the work-life balance of the industry, but they do like the high tech tools, says Stephen Prelipp, a trucking and transportation consultant based in Chapel Hill, North Carolina.Mobile telecommunications that let transportation workers stay in close contact with their families has dissolved some resistance to the scheduling demands and made it a bit easier to win them to the industry, sa ys Prelipp. Technology has also impacted the role of the dispatchers.A Growing Need for Customer Service SkillsMore than ever, every potential new hire in transportation must understand that their attitude and actions ripple through the workplace to affect customers, adds Beauregard.From flagging a safety problem to taking initiative with a process improvement, Beauregard looks for employees throughout the rechengang who can think a few steps ahead of their immediate responsibilities.We want customer service as the focus of all operators. They may not be interfacing with the end utility customer but we want them to treat the internal customers with the same courtesy as they might with someone whos on the outside. Thats basic for us, he says.More ResourcesDispatchers The Crucial Lifeline for OTR TruckersHow to Hire Local Truck Drivers Job SkillsHow to Hire Over the Road Truck Drivers Job SkillsHow to Hire Forklift Operators Job Skills

Common Mistakes Made When Creating Meta Titles

Common Mistakes Made When Creating Meta TitlesCommon Mistakes Made When Creating Meta TitlesA meta title shows the name of a web page. The title is displayed by the browser, usually at the top of your computer screen, and tells a reader what page they are on. Meta titles are also read by search engine robots and seen by site visitors. Because of this, its important to have a strong title in consideration of search engines, but one that still makes sense to your human website visitors. The meta title was once very important for helping the page rank higher in search engine returns, and many webmasters wrote them to cater only to search engine robots initially without much regard for how it read to website visitors. Meta titles should make sense to the reader, but the jaing should also be based on keyword search popularity and relevance to the rest of the web page including other metadata and content.Meta titles are should also sound natural to the reader. What to Avoid When Creatin g Meta Titles The biggest mistakes you could make include the following Not creating any page title at all.Making titles too long. Long page titles are truncated, and search engines stop reading after a certain number of characters. Limit your title to a maximum of 55 characters, including spaces and punctuation.Naming your page the same name as your website or business name.Naming all your pages the same name, or something similar to each other.Naming the page without connecting it to your content and other metadata.Repeating keywords in titles. If you are having trouble figuring out what keywords to focus on, you can use keyword selector tools and keyword density tools to help you write your meta title. Examples of Bad Meta Titles The following example meta titles are too vague and do bedrngnis give search engine robots or your website readers enough information FlowersPopulation StatisticsChocolate IndulgenceTax Tips Examples of Good Meta Titles Easy Tips on Growing Flow ering Shrubs2018 Population Statistics, Number of People In U.S.Award-Winning Coca Chocolate CakeRecipeTax Advice, How to Pay Less In Taxes Note that the above title tags accomplish three things They help robots understand what is most important about the content on the page by repeating part of the keyword phrases that would be found in article titles and content.They make sense to the people who are reading them.They afford a greater opportunity to appear in search because they use different words meaning the same or similar things without actually repeating them. And, they use plurals, when appropriate. How Long Should a Meta Title Be? Search engine robots may only read a certain number of characters in certain types of metadata, and then ignore the rest and just move on. Different search engines read different numbers of characters, but if you keep your titles no more than 55 characters, you will make major search engine robots happy.Although Google sometimes seems to stop j ust shy of 55 characters based on their chosen font and how much linear space individual characters take up, aim for 55 characters, and you should be fine. Tips for Creating Powerful Meta Titles Consider the following when creating meta titles Repeat keyword ideas in different words, no more than twice. Keywords shouldnt be identical within the same metadata string.Tie-in phrases to your content and other metadata.Use plurals and word variations when possible.Limit the use of punctuation.Use initial caps throughout the title. Other Considerations When writing meta titles just ask yourself how it sounds when you read it out loud. Does it make sense? Would others know what you are talking about? If not, then you are thinking too hard about appeasing search engines and not enough about your audience.In the end, you are much better off creating human-friendly meta title.

Transform your career (and life) in just an hour a day

Transform your career (and life) in just an hour a dayTransform your career (and life) in just an hour a dayWhether youre happiest working 9 to 5, spend your days hunched over a keyboard in a coffee-shop, or rule over a one-person empire, sometimes you need a massive shift. You dont have to revamp your entire skill set to make a big change.Spending as little as an hour a day on something fun, interesting or out of the ordinary can have long-term positive benefits for you and your career.Look insideTake an opportunity for self-reflection for an hour daily advises Laureen Campanelli, Assistant Director Career Services, The College of Health Professions/School of Education at Pace University. This can be done at lunch, during your workout or on your commute home. Very often we get caught up in the day to day challenges of work. We dont allow time to reflect and to consider how could I do this better next time?Think about your work day and how it went. Evaluate what worked. Then ask your self, what could be improved? Ask yourself probing questions to examine your true strengths and weaknesses. For example, how did I speak to my colleagues today? welches I effective during my presentation? Did I clearly articulate the tasks required for an important project? Did I respond with strong emotion when asked to do more? Campanelli continued. Strong leaders are able to self-reflect and correct bad behaviors. They are forward thinkers, who consistently want to improve. Being able to adapt and become more self-reflective will allow others to see your strong interpersonal skills. It may also open up doors to future leadership roles.Read (also, read)The more you read, the more you know, the more you learn, the more you grow, said Sam Broder-Fingert, President at SpaceFoam who recently launched a new memory foam pillow.Broder-Fingert believes reading helps to ensure you continue flexing your brain muscles expanding your vocabulary, increasing your subject matter expertise, gro wing your cultural intelligence and garnering new ways to approach challenges.Split it upTo transform ones career it is important to spend time being mindful every day, said Sree Menon, SVP of Strategy at shopping site Tophatter.Menon suggests splitting your mindfulness to a half hour at a time.In the morning, take 30 minutes even if its during your commute to think of the day ahead and any challenges you may have, Menon said. Getting into the right frame of mind and aligning with yourself on the best approach and attitude will help set the tone tremendously. Then, at the end of the day, take another 30 minutes to evaluate how you did against the intention, where you could have done better and where you can lean in.Stay in spurNetworking is one of the most important things you can do to transform your career according to Stephanie Cartin, cofounder and CEO of Socialfly.And dont worry if youre not great in person From Facebook groups to events in your field, networking can take man y forms and should be a part of your daily routine no matter what stage youre at in your career. Set realistic goals for yourself such as sending one email or LinkedIn message a day to a potential customer or mentor and take the time to research them and determine how you can add value to them before reaching out.Dig deeperIf you rely on social media to expand your network, consider taking an hour a day to build relationships that count.Its so easy to click connect on any of our social media sites. Many of us overlook the importance of forging meaningful connections when there are dozens of individuals listed in our online network that we dont really know, said Bless Vaidian, Director of Career Counseling at Pace University. When you need assistance with a project, a job lead, referral, or information, its not a random connection you only know by name that will likely step in, Vaidian said.Make your social stream matterCurate your social media feeds with trusted news sources and tho ught leaders in relevant areas to your industry, said Arvind Raichur, CEO of MrOwl. Take time every day to see what theyre saying, sharing, and reading. If something resonates with you, share it or comment on it so that youre engaging with the conversation.Your followers and friends can stay up to date on trends and resources together, strengthening the collective understanding for the benefit of everyone involved.

Facts, Fiction and Resume Terms

Facts, Fiction and Resume Terms Whats Really Going on with Resume Terms A program manager is the person who has the authority to control a program. The project manager is to blame for producing the project definition. The project manager might also be a functional manager, but he or she does not need to be. The project manager is the person who has the authority to control a project. The objective ought to be written at a very low level, so that it may be evaluated at the decision of a project to check whether it was achieved. Scope is the fashion you describe the boundaries of the undertaking. As everyone probably knows, to be a hiring manager isnt an effortless thing. There are only a few jobs which dont involve working with somebody else. If this is the case, you may be an ideal candidate for a sales associate job. You must scan a lot of resumes daily, seeking the fruchtwein relevant and interesting for them. Life, Death, and Resume Terms Resume writing isnt simple, and there are several unique opinions on the best way to do it. Any detail you can offer in explanation will provide help. Well, keep reading to the next section to discover The requirements form the in depth scope. Just upload your resume in their system then paste the full job description to begin the comparison. When submitting an internet copy of your resume, it may wind up in an employer database. When an assumption doesnt come through, the estimate and the remainder of the project definition can no longer be valid. Vital Pieces of Resume Terms Therefore it is necessary to indicate an assortment of tasks you have accomplished. The best office assistant resume will exhibit a number of talents, such as managerial abilities, organizational abilities and data analysis and processing abilities. The thorough scope is identified through your organization requirements. The skills required to run an eBay business are transferable in the current job marketplace. Heres What I Know About Resume Terms Another important consideration to consider is to relate the way your previous experiences would benefit the target company. If youve got zero followers, you might not wish to advertise that. Facts, Fiction and Resume Terms Importance of Resume wording Resume wording is a significant element to think about when constructing a resume. Good-looking resume templates seem mora professional and provide the impression that youve spent some time in making a top quality document. The resume wording ought to be employer-oriented so he knows what you could do for him. Utilizing a resume template is getting an acceptable and smart practice for several explanations.Resume action verbs may have a beneficial and memorable effect on the readers memory. Resume Wording Keyword Tips Resume keywords can be immensely important and are a crucial part of expert quality resume wording. Use verbs to start each description. Hiring managers want to scan your resume and locate the information that they need in record time so that they are able to move on to the next resume. You just have to restore your office assistant resume skills section. So all of your experience sounds impressive, but they will need to understand how youre help them. Make certain youre highlighting the most relevant and topical experience essential for the position. A Startling Fact about Resume Terms Uncovered A few weeks later you receive a call from a headhunter, searching for someone just like you. Theres no doubt that a resume which is both cohesive and professional will have a much better probability of standing from the crowd even supposing its made utilizing a template. Dont make the error of answering each job posting with the exact same generic resume. If youre having trouble getting attention, make certain you have a look at our tips to receive your resume noticed. Up in Arms About Resume Terms? In any event, the purpose is to continue to keep your resume lean y et meaningful. Which format you select will depend, in part, on the form of work youve performed and whether you will continue in the very same field. Talk about the types of teams you worked on, and the way you succeeded. To put it differently, there are many resumes to cope with that there isnt any way to devote much time with any except the very best.

An OK Personality Theory for Recruiters

An OK Personality Theory for Recruiters Im OK, make sure youre ok..no matter how long it takes.lyrics, Im OK, Youre OK, by the 70s punk group the Dickies KNOT OK/ansehen Michael MoffaGiven that there are so many personality-type classifications that are floated, many of which sink after even the casual scrutiny test, its nice to find one that is at least on intelligent inspection leid only interesting and fun, but also useful and durable.One in particular that Ive always found helpful in describing, explaining and predicting behavior and motivation is the Transactional Analysis theory of (notlage) OK interactions between and among people. Simple, clear, easily remembered, logically structured and empirically well-supportedby common sense and daily observation as well as by clinical psychological analogues, what I shall call the (bedrngnis) OK Theory may be very helpful to you in identifying and ma naging your recruitment interactions with the Big Three Cs candidates, clients and colleagues.A Brief OverviewA classification of 2-person interactions inspired by Eric Berne, author of the best-selling Games People Play, and developed by Thomas Harris in his book Im OK, Youre OK, the 4-fold 1970s categorization of types of interactions is utterly simple and mnemonic (easily remembered). Just imagine any two people and their attitudes toward each other on any specific occasion (a state) or their habitual attitudes and dispositions toward each other (as traits of personality or character).Adapting the Harris-Berne framework for the purpose of this explication, here OK can be informally and approximately rendered as notlage viewed with negative emotions, such as suspicion, blame, hate or doubt and not regarded as inferior.1. Im OK-Youre OK2. Im OK-Youre Not OK3. Im Not OK-Youre OK4. Im Not OK-Youre Not OKThe first one, Im OK-Youre OK describes the attitude that I dont blame, or have d oubts, hate, suspicions or a sense of inferiority regarding either you or me. An applicant who landseems at ease with a recruiter, doesnt put on airs, is not suspicious, guarded, critical, rude, defensive, self-deprecating, insecure, obsequious, unctuous, hostile, aggressive, or otherwise off is in all likelihood approaching the interaction with a very egalitarian, democratic, fair-minded and open attitude.Not only is this a cultural ideal in democratically-minded eqalitarian societies like that of the U.S., it is a common clinical and therapeutic ideal for people striving for self-help and self-improvement and not a bad goal to aim at for the rest of us.Sex in the City, Patterns in the OfficeMy hunch is that the enormously popular Sex and the City TV series and movies had the character Carrie Bradshaw, played by Sarah Jessica Parker, narrating each episode because she seemed to have most closely approximated this very even-handed, fair-minded type and ideal role-modelor so I and va rious female friends have thought.On the other hand, Samantha Jones (Kim Cattrall), the most sexually predatory of the four characters in Sex and the City is, by consensus among those Ive asked and in my judgment, the Im OK-Youre not OK typebut mostly in her situations and dealings with men, which, of course, did not exhaust her interactions with people, even if they exhausted the men (in both senses of exhaust).For her, the Im OK-Youre not OK stance was much more than an occasional state It was a pronounced trait, but one most prominently displayed in her frequent encounters with men.herbei Im OK-Youre Not OK counterpart in recruitment is best exemplified by a writer I interviewed in Tokyo for a position with Business Insight Japan Magazine, for whom I was the editor-in-chief in the late 90s. Not an apprentice writer, he had strong street cred, having been, as he was quick to mention, published in Newsweek, an accomplishment of which he seemed inordinately proud. The problem was th at he regarded his talents as a license, not as a gift.Confidence that had mutated into arrogance was evident the moment I offered him a coffee As I did so, he said with a clearly imperious tone of voice, Do you have real cream, or crap? For me, the interview was basically over at that point, and we didnt hire him, Newsweek or no Newsweek. What went wrong?As I saw it, he was approaching the interview from the Im OK-Youre Not OK positionsomething a job applicant should never do, unless its for a posting as strutting SS Obergruppenfhrer and the placement is a shoe- or boot-in.Of course, labeling his attitude is not enough. But it is a good, insightful first step in understanding the dynamics and revealed patterns of behavior in situations like that.Making Use of the LabelsFirst, it makes it clear how relational interactions are. Instead of trying to figure him out by making him the entire focus of your reflections, your task becomes trying to make sense of the relationship with you an d what would tempt a candidate to try to run that kind of Im OK-Youre Not OK scenario with you, given that, like Samantha of Sex and the City, the targeting is likely to be selective. Of course, that unwelcome OK/Not OK strategy could be a blanket one, used on everybody. In that case the trait is pervasive, persistent and more likely to be incorrigible.Another benefit to be derived from the OK model is that it can sharpen your detection skills You may be able to extrapolate something very important from an otherwise ostensibly innocent and innocuous bit of behavior that seems to raise no red flags, e.g., an applicant telling you that although the prospective employer companys total sales belastung year were pretty good, their rate of growth was flat. Of course, the facts are the facts. But the way in which they are cited, e.g., the tone, intent or the timing and context of the comment, e.g., anything that suggests the applicant is too good for the company, can serve as a coal mine c anary warning of possible trouble on-site, after placement. Moreover, identifying the pattern as OK/Not OK may facilitate the connection of previously unconnected dots of the applicants behavior.The Unhappy Dream EmployeeThe Im Not OK-Youre OK applicant can, for certain kinds of companies or bosses, be the dream employee Saddled with self-doubt, or shaky self-esteem, someone with this stance is very likely to make strange efforts to please to fear, as opposed to simply dislike, confrontation and conflict with anyone with whom he interacts on this Not OK/OK fundament and to waive various rights.Symptoms of the pattern might include hesitating to take earned time off, hesitating to voice any complaint or criticism, tolerating abusive co-workers, or in extreme instances displaying a pronounced tendency to fawn or grovel.On the positive side, a milder version of this can be manifested as a consistently sunny disposition and willingness to pleasewhich, of course, certainly does not mean that any given happy person must feel he or she is not OK. Just as two men may refuse to fight each other for totally opposite reasonsone from fear, the other from the self-discipline of a martial artist, any two employees can display the same behavioral trait, such as a pleasing manner, but from entirely different, indeed opposite motives and self/other-perceptions.To intelligently apply the OK Theory perspective, you must apply it to discern underlying motivation and emotions as well as to raw behavior, such as tone of voice, body language and actions.Of course, helping an employee change his or her stance from Im Not OK-Youre OK to Im OK-Youre OK can benefit everyone, e.g., through encouragement of a more proactive approach to work and workplace relationships. Sometimes this can be as simple as sincerely complimenting the employee for a job well done other times the Not OK/Ok stance will require prolonged and varied efforts that may nonetheless not effect significant or enduring change.Welcome to Our NightmareThe final category, Im Not OK-Youre Not OK is the nightmare pattern. The analogue of this in clinical psychology seems to be that of the hopeless and panicked hysteric who doubts, fears, suspects or is otherwise negative about not only himself or herself, but also youand possibly everyone else, as well as the situation. Interestingly, some classical clinical psychology classifications, viz., the schizoid, manic-depressive and hysterical, plus the well-balanced personality seem to roughlyonly roughlymap into these four (Not) OK types, as OK/Not OK, Not OK/Ok, Not OK/Not OK and OK/Ok patterns, respectively.The Im Not OK-Youre Not OK stance is likely to be manifested as on-the-job hopelessness, helplessness and a tendency to catastrophize and see problems as unmanageable crises. Thats because, from the perspective of this pattern, there is no one to turn to or depend on for a way out of real or imagined emergenciesthe latter being more likely the more hel pless and hopeless one feels.On the positive side, the Im Not OK-Youre Not Ok posture does have one thing going for it.Its very democratic.

The Experts Weigh In Recruiter Insights On Candidate Experience

The Experts Weigh In Recruiter Insights On Candidate ExperienceThe Experts Weigh In Recruiter Insights On Candidate ExperienceEven with all of the technology available to recruiters, finding great candidates can still be a challenge. Here at Simply Hired were pushing the boundaries of whats technologically possible in matching job seekers to openings, and were interested in how other technology leaders approach solving the recruiting challenges of today.In May we played host to ur first Innovation in Recruitment Forum in San Francisco. The evenings expert panel was moderated by Gerry Crispin, co-founder of CareerXroads. Our panelists were Robert Hohman, CEO at Glassdoor Stacy Donovan Zapar, Candidate Experience Engagement Leader at Zappos Dan Finnigan, CEO atJobvite and Simply Hired President and CEO James Beriker. Attendees included human resources and talent acquisition leaders from NetApp, Groupon and Bank of the West.One theme of the evening was candidate experience. As the mast ermind behind the Candidate Experience Awards, Crispin often mentions how hard it is for candidates to apply to some companies. The two aspects of the candidate experience that were top-of-mind for panelists were 1.) the mobile job seeker experience and 2.) employer branding content.About one-third of Simply Hired job-seeker traffic is mobile, and that number is only going to rise. So its increasingly important that the user experience be as mobile-friendly as possible. Pinch and zoom is not a mobile strategy, said Donovan Zapar. Candidates should be able to easily read job descriptions from their mobile devices, apply and view employer branding content.Hohman said that 44 percent of Glassdoors traffic and 47 percent of LinkedIns traffic is mobile. A Glassdoor survey showed that one in four job seekers said they wouldnt apply to a company if it didnt have a mobile site.Beriker cited Simply Hired data on how mobile job seekers are more engaged, looking at jobs on both mobile devices and personal computers. According to Simply Hired research, 85 percent of job seekers want the ability to apply for jobs via mobile devices. When unable to apply on mobile, theyre forced into a hybrid approach where they search for jobs on mobile but apply via desktop.Employer brandingcontent helps with candidate engagement. Crispin believes that the companies with quality content in addition to innovative recruiting technology tools will be the ones to move forward rapidly.Candidates are looking for information on sites like Glassdoor because it helps them make decisions about which companies to apply to. Millennials in particular have come to expect transparency from employers, although Crispin mentioned a study that showed Baby Boomers were the most likely to complain online about a bad experience with a company.The panel echoed the common industry notion that recruiting is a lot like marketing, and both Zapar and Finnigan emphasized the candidate funnel. Finnigan spoke about how applicant tracking is similar to sales force automation in that it converts the candidate into a sale. Just as marketers think about social, content and advertising, recruiters should do the same.Zapar spoke about the relationship-building aspect of recruiting and said that recruiters ought to have a pipeline of candidates in anticipation of job openings before they occur. Beriker challenged the group to create tools that allow candidates with a wide variety of skills and technological sophistication to find a better job.Data was another issue on everyones mind. Hohman mentioned that recruiters spend $14 billion per year on advertising, but when compared to traditional advertising little time is spent tracking ad spend. The industry should focus on optimizing channels by measuring return or cost-per-hire for each channel. The tools are now available to create greater efficiency in recruiting through measurement and optimization. Both Finnigan and Hohman gave a nod to Simply Hired a s being a leader in delivering candidates at attractive cost-per-hire, which of course Beriker appreciated.Crispin concluded the panel with a call to make a commitment to use all available tools, and he hopes to see more case studies about new best practices. He also emphasized the importance of better understanding job seekers. Thats something we think about every day here at Simply Hired as we review searches from millions of job seekers every month and conduct one-on-one interviews with job seekers to better meet their needs.Read more articlesSimply Hireds Innovation in Recruiting Forum 2014

How Do I Stop Hearing, Youre Overqualified

How Do I Stop Hearing, Youre OverqualifiedHow Do I Stop Hearing, Youre OverqualifiedYou have to strike a delicate balance between showing experience and showing age. Cutting early history from the resume means you may cut off too much experience. Yet presenting too much history may place you smack dab in the middle of an age discrimination scenario. No ones going to speak the words to you that your age is the problem, so youll just hear some version of, youre overqualified.Overqualified is coded language, translating to old or expensive. They may say something that sounds vaguely complimentary, like, you might be a big fish in a small pond around here, or, you have so much knowledge and expertise that were a bit concerned youll get bored. When you hear any version of the above, here are some strategies to use to keep your candidacy alive.Fact Check Your Own StoryWhen a candidate tells me that theyve heard more than once theyre overqualified, I investigate whether theyre targeting rol es on a level appropriate for them. For example, there was a candidate whose last 2 titles were CFO and COO, both at small organizations, who was seeking a Controller position.In his mind, of course he could meet all the qualifications for that job. But this is bedrngnis about only whats in your mind as the candidate. Its critically important to consider the scenario from the recruiters perspective. The recruiter is likely thinking, Why is THIS candidate applying for THIS job? It doesnt make sense.If your resume and LinkedIn say too much, thats the 1st thing that will prompt the vermgen employer to label you as overqualified. The CFO / COO presented numerous strategic leadership achievements, as well as success stories regarding companies he grew from nothing. All of this was wonderful, but it was over the top for a Controller position.Look at your own facts. You dont have to present all of them. That can be the equivalent of fire-hosing the employer, letting him know the full total ity of what youve done in the past, when the reality is hes only looking for a candidate to fulfill a smaller set of tasks in the particular role hes looking to fill.Stop Self-StereotypingMature workers are looked upon as experienced, reliable, stable, and loyal, with good practical knowledge. If your resume says things like this, first of all, the employer already expects that from your age category. Secondly, youve labeled yourself with a stereotype that further penetrates your age into the potential employers mind.Instead, tell the employer what he doesnt already know about you that you are creative, energetic, and comfortable with new technology. These are all the points employers assume about younger workers. Therefore, these qualities are exactly the types of things you will want to emphasize.Overcome the myth of a digital divide. Its important to fight the perception that your skills and knowledge might not be on the cutting edge. Theres no excuse for not having technology sk ills. Spend productive time on the Internet. Stay up to date with technological trends. Learn what you need to know for your next role by tapping into YouTube, Udemy, or Coursera, where you will learn, almost literally, anything and everything under the sun.Ace Your InterviewsBe strategic in your interviews. Know who youre dealing with and what kind of baggage theyre going to bring to this conversation that will help or hurt you. Your overall attitude during your interview needs to be one that shows respect and deference. The interviewer is already starting off the discussion very likely believing youll never be able to work for a boss whos younger than you are. A younger boss may feel awkward giving you direction.What youre going to do is smile and make them feel comfortable. Then, address their concerns, whether they actually spoke the words or not. Discuss examples of when you were coachable, took direction, and accepted constructive criticism in order to learn from others. While you may be more experienced than the person interviewing you, dont be a know it all. Seek out the interviewers opinion about the industry. This approach will open the employers mind and help him envision you as a contributor to the organization.Youll hear the overqualified objection significantly less as long as your resume is targeted to the job without being over the top, make sure not to stereotype yourself, and be extra respectful, deferential, and inquisitive in your interviews. The job market is hot for candidates over age 50, as long as you know what to do. Join us for more on this in, 3 Simple Steps To Cut Your Job Search Time In Half You can see exactly what candidates ages 55, 56, and 57 did to land the jobs they have right now.

Inspiring Quotes about Trust, Trustworthiness, and Integrity

Inspiring Quotes about Trust, Trustworthiness, and IntegrityInspiring Quotes about Trust, Trustworthiness, and IntegrityDo you need an inspirational quote about trust, trustworthiness, or integrity? Quotes touching on these topics can be used in your newsletter, business presentation, website, or nearly any other kind of communication vehicle. Quotes about showing trust and displaying integrity can go far to engage employees to think about how they are perceived. Are your employees viewed as people who have integrity, are worthy of trust, and considered to be trustworthy in the workplace? It doesnt matter what industry you work in, your best employees, the ones on your good employee list, are always the people of unwavering integrity and trustworthiness. Quotations About Trust, Trustworthy, and Trustworthiness Leadership requires five ingredients including brains, energy, determination, trust, and ethics. The key challenges today are in terms of the last two trust and ethics. - Fred Hilmer Trust men and they will be true to you treat them greatly and they will show themselves great. - Ralph Waldo Emerson The glue that holds all relationships together (including the relationship between the leader and the led) is trust, and trust is based on integrity. - Brian Tracy Better to trust the man who is frequently in error than the one who is never in doubt. - Eric Sevareid The greatness of a man is not in how much wealth he acquires, but in his integrity and his ability to affect those around him positively. - Bob Marley For it is mutual trust, even mora than mutual interest that holds human associations together. Our friends seldom profit us but they make us feel safe. Marriage is a scheme to accomplish exactly that same end. - H. L. Mencken The supreme quality for leadership is unquestionably integrity. Without it, no real success is possible, no matter whether it is on a section gang, a football field, in an army, or in an office. - Dwight Eisenhower Trus t, but verify. - Ronald Reagan The leaders who work most effectively, it seems to me, never say I. And thats not because they have trained themselves not to say I. They dont think I. They think we, they think team. They understand their job is to make the team function. They accept responsibility and dont sidestep it, but we gets the credit. This is what creates trust, what enables you to get the task done. - Peter Drucker The best way to find out if you can trust somebody is to trust them. - Ernest Hemingway Self-trust is the first secret of success. - Ralph Waldo Emerson Let me define a leader. He must have vision and passion and not be afraid of any problem. Instead, he should know how to defeat it. Most importantly, he must work with integrity. - A. P. J. Abdul Kalam As soon as you trust yourself, you will know how to live. - Johann Wolfgang vonseiten Goethe The chief lesson that I have learned in a long life is that the only way to make a man trustworthy is to trust him. And the surest way to make him untrustworthy is to distrust him and show your distrust. - Henry L. Stimson Were never so vulnerable than when we trust someone. But paradoxically, if we cannot trust, neither can we find love or joy. - Walter Anderson Trust each other again and again. When the trust level gets high enough, people transcend apparent limits, discovering new and awesome abilities for which they were previously unaware. - David Armistead When people honor each other, there is a trust established that leads to synergy, interdependence, and deep respect. Both parties make decisions and choices based on what is right, what is best, what is valued most highly. - Blaine Lee We need people in our lives with whom we can be as open as possible. To have real conversation with people may seem like such a simple, obvious suggestion, but it involves courage and risk. - Thomas Moore Achievement of your happiness is the only moral purpose of your life, and that happiness- not pain or mindless self-indulgence- is the proof of your moral integrity since it is the proof and the result of your loyalty to the achievement of your values. - Ayn Rand