What does it take to be a great small business employee? Seven qualities that will make next your next hire a superstar!
In a small business, it is rare to get a second chance to make a strong first impression. The same is true for hiring a small business employee. Hiring the wrong person is a waste of time and money—resources that always seem to be in short supply.
There are lists of attributes for a successful small business employee; good attitude usually ranks near the top. Anyone can learn skills, but mindset, initiative and independence are innate. They are often hard-wired attributes of all the best employees. Determining who has these qualities—and more importantly, who does not—is the way to ensure you have the right tools for success.
By this time, you should know that typos and grammatical errors can be fatal to a resume.
However, there is one flaw that is the most deadly of them all—the perfect resume killer!
Rambling and unclear language.
Compared language that is all over the place, the occasional typo, outdated technology references or even an unexplained employment gap are somewhat excusable.
A resume that does not concisely reveal the person you are and what you have done will be dead on arrival. It doesn’t matter how qualified you may be. A human resources staffer, hiring manager or recruiter cannot judge you on your qualifications if they are not able to FIND your qualifications.
A candidate may have the greatest technical skills in the world, but if they can’t immediately take it from reading a resume, that’s bad. What’s worse is reading your CV several times, and it still makes no sense.
How to avoid incoherence—the most fatal resume flaw:
In most companies, the role of Human Resources staff is painted with a broad brush. Often, HR is tasked with the jobs that managers are reluctant to do—things like discipline, hiring and firing.
Many of these responsibilities belong to management, and rightly so. That is not to say that HR has no business in the decision to discipline, hire or fire; HR should assist management in these tasks, not replace them.
Consider the decision to fire someone. A human resources staffer does not have the first-hand information to make the decision independently. Direct supervisors have knowledge of an act that requires termination, or are familiar with the performance pattern that led up to the decision to fire.
Take a look at the top three most anxiety producing events in a person’s life:
It is no wonder that preparing for a job interview causes so much grief—it combines two of the three No, you are not going to die in your interview (although you may feel like it), but speaking in front of others and failure can be powerful fears.
Throw into the mix the fact that the people you are speaking to in an interview are actively judging you, and the stress levels skyrocket!
That is what makes preparation so valuable; without it, fear can get hold and damage your confidence, your presentation and the chances you get the job.
Wake up, get some coffee, grab a bite to eat, fire up the computer and check your email. If you are like most people, your inbox is already crammed with messages; some important, but most are junk, ads or spam.
Today, searching for a new job online entails sending out several (perhaps hundreds) of resumes. This is based on the idea that casting a wide net will reel in the “big fish”—eventually.
What usually happens is this…
Not the bite of the big fish. Not even a nibble by a guppy.
Now, consider the employer. HR departments and recruiters receive vast numbers of resumes every day; email inboxes are always filled with messages from hopeful applicants. And like your morning routine, most of the messages are unnecessary.
In addition, the hiring staff usually takes about 10 seconds to scan the average resume. This leaves them with little time to decide which resumes to call, and which ones to pass. Choosing resumes that make it to the next level means matching the job to the applicant; all of this happens in an instant.