On a job search, human resources pros learn how you see yourself through two things: your resume and interview.
Proficiency, knowledge, and capacity to do a job are not tied to any single generation. In an interview, the hiring managers or human resources pros hold all the cards. In fact, theirs are the only cards that truly matters.
They are the only thing between “thank you for coming” and “you’re hired.”
Perception over Millennials—the generation just now entering the workforce in earnest—is where these young workers need to pay particular attention.
Most common interview questions don’t get to the heart of the matter — knowing if the candidate is the right person for the job.
The majority of standard interview questions actually discover little about a job seeker. Of course, all interview questions are the same question—why should we hire you?
As for the candidate, they obviously have one mission—to get the job.
However, the average hiring manager is extremely busy, and they often they execute a series of offenses:
Answering phone calls during interviews
Not taking notes, acting bored or distracted
Bad-mouthing their companies
And the worst of all—asking those “gotcha” questions without a good reason
The cost of asking terrible interview questions can be anything from hiring the wrong people to driving away fully qualified applicants. What can make things even worse; poorly trained hiring managers can leave employers open to legal liability by asking biased questions.
The concepts behind successful interviewing are simple—better interviews lead to better employees. Asking the right questions can get enough information to get the best people for the job.
Avoid these three useless interview questions, and incorporate some few well-worded replacements:
Not every employee is a superstar, but everyone can provide exceptional performance. Five brilliant ways to get great things from even the most mediocre employee. Excellent employees are no guarantee a company will be great. Even with several star players, a sports team can still lose.Not everyone…
To prove that the Congress can get things done, the House of Representatives passes the Working Families Flexibility Act.
Almost as a challenge to the widespread belief that Congress cannot do anything, news came last week that something in Washington was actually agreed upon — the Working Families Flexibility Act of 2013.
The bill, as written, will allow private sector employers to offer comp time as a substitute for time and a half overtime pay. It passed the U.S. House of Representatives by a vote of 223 to 204.
As Rep. Martha Roby (R-Ala.) says in a statement: “As a working mom, this bill is personal to me. I understand the time demands on working families, including children’s activities, caring for aging parents or even a spouse’s military deployment.
Roby adds that “it only makes sense that our laws governing the workplace catch up to the realities of today’s families.”
The bottom line of the bill is that it makes it legal for private employers to provide workers an alternative:
There are practically as many management styles as there are managers. That could be a good thing.
Four steps to developing your own management style.
Management is a multifaceted process, with a wide range of considerations; many management styles are tied to specific situations.
What is the right approach for some groups of employees may not work for others.
Since management styles are (slightly) different for each person, the path to becoming a skilled manager is doing what works for you. It starts with taking inventory of yourself, recognizing which management traits will promote improved productivity in your employees.
Four steps to developing your own management style: