Quick and Quintessential Career & Job Tips
Job-hunting tips from the November 20, 2006 issue of QuintZine.
The next wave in job-search preparation will likely be books, coaches, and Web articles that teach job-seekers how to sail through employers’ prescreenings. Why? Because these prescreenings are becoming more and more prevalent. For the last three years, Rocket-Hire has surveyed Electronic Recruiting Exchange readers who use Web-based screening and assessment products as part of their hiring process. The information gathered from this research tracks important trends in the use of screening and assessment tools. The report highlights the major findings of the fourth annual survey:
- Some hiring tools, like qualifications screening, skills testing/certification and personality tests, are becoming standard features of a strategic hiring process. The use of some methods (e.g., online interviewing) is rare.
- Few companies formally assess their prescreening tools or use metrics of any kind as a decision-making aid. Those who do tend to be aware of the effectiveness of their hiring systems and perceive greater value in them. Professionals report a lack of understanding, weak budgets, or a general lack of support for online tools as their primary obstacles to adoption or greater use of modern prescreening and assessment technology.
- Valid, Web-based approaches to recruiting, screening, and placing job candidates are fast becoming the norm at leading edge, people-focused organizations.
In related news, Bob Gately of Employer’s Advantage reports that of managers’ perceived top 10 motivators for their employees, the top five motivators are equivalent to money:
1 – Salary
2 – Bonuses
3 – Vacation
4 – Retirement
5 – Other Benefits & Perks
6 – Interesting work
7 – Involved in decisions
8 – Feedback
9 – Training
10 – Respect
However, when employees are asked to rank their top 10 motivators, the list is:
1 – Interesting work
2 – Involved in decisions
3 – Feedback
4 – Training
5 – Respect
6 – Salary
7 – Bonuses
8 – Vacation
9 – Retirement
10 – Other Benefits & Perks
Note that the employees rank items that are equivalent to money as their bottom five motivators. The managers’ top five motivators are the employees’ bottom five motivators. The managers’ top five motivators are more related to the need of the managers to avoid personal contact with employees than the needs or desires of the employees.
Managers pick the top five motivators because these are the things that managers can “give” their employees without ever having to ask what the employees want or need, i.e., no involvement on a personal level is needed and all decisions can be made behind closed doors — while avoiding personal contact even to the detriment of the organization.
- Ask for a volunteer “office buddy” to email you office news
- Request weekly feedback on how the arrangement is working
- Make calls, send memos, and don’t let people forget you
- Keep in touch to “keep in the know” through maintaining your relationships
- Send out emails and updates of your projects
- Be flexible with your schedule and the office schedule
- Establish “office hours” and ask colleagues to contact you during those hours
- Keep a watch on the perception of your in-office co-workers
- Know their schedules so you can find them when needed
- Take credit where credit is due — for yourself, your office co-workers, and your boss
Source: Work & Family Connections. This site offers myriad resources around work and family balance issues, current research, and workplace issues and how they affect families.
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