Leadership Development is a topic that a lot of HR professionals are talking about. This is no surprise, with 59% of organizations saying that Leadership Development is their #1 priority at this time. If you are not talking about it or considering Leadership Development in your organization, then you should start. I’ll be telling you about a few benefits of implementing a Leadership Development Program within your organizations.
Currently the labour force is made up of three generations; The Baby Boomers, Gen Xers and Millennials. With a large number of Boomers and Gen Xers occupying managerial and executive level roles in our organizations, and less Millennials in entry level positions, we will soon be faced with an employee dilemma in our labour force. The Millennials that are entering the workforce do not have the suitable skills and experience needed to fill all of the roles upon the retirement of all the Baby Boomers. Frankly, there just aren’t enough people!
Some companies have been proactive over the years, recognizing this trend early enough and have worked on developing successful Leadership Development Plans. It is becoming essential that all companies consider some form of Leadership Development in their workplace. A plan that aligns with the succession and HR planning in the organizations that promote their strategic goals and brand is essential to the success of your company.
I am here to provide you with the benefits of implementing a Leadership Development Plan in your organization. I have narrowed down, in my opinion, the top three benefits of Leadership Development.
- Increase in Skills and Experience in Millennials
With the lack of proper leadership training in schools and the current work place, Millennials lack suitable skills to take over the senior level roles in our workforce. Millennials have been sheltered growing up, with access to information at their fingertips and instant communication. Which has resulted in lack of proper communication, and interpersonal skills that is required to lead an organization. This is where the Leadership Development Program comes into play. With an emphasis of Millennial development, your organization will see a huge increase in the knowledge and skills. Like any training or development program, if done correctly you should see a result in your employees understanding of their job requirements. This can be measured typically through productivity and employee sales. Leadership development specifically targets mainly millennials, as they are the leaders of our future work force.
- Increase in Employee Retention
Every company is always looking to retain employees. There is no better way to do this, than with a Leadership Development Program. A program like this, will typically offer employees a fast track to senior level positions. When one can see these positions in the near future, they are more likely to stay with an organization. A leadership program allows for both the employee and company to invest in one another. In result, the employee is more likely to stay loyal to the employer.
- Increase in Employment Engagement
Your Leadership Development Plan, as stated above, includes an investment from both the employee and employer. With that comes constant feedback from both parties. This is a great way to get employees engaged in what they are doing. This engagement can be measured through retention and productivity levels. A Leadership Development Program will make employees feel valued and appreciated within the organization, and this in turn will make them engaged.
Leadership training can come in many forms; Networking events, Online Modules, Situational Testing, Mentorships, Job Rotation, etc. It is about finding what works best in your organization and running with it. Every company and every person is different. People learn in different ways, and it is just a matter of developing a plan that correlates with your employees learning styles with the companies Succession and HR Plan.
If you have any questions regarding Leadership Development in Millennials, please email email@example.com ! Thank you for reading ????
Dessler, G. & Chhinzer, N. (2016). Human Resources Management in Canada. Ontario, CA. Pearson Canada Inc.
References are so important when applying for a job. Many people disregard the importance of references or simply don’t understand how to use references properly. I can’t tell you how many times candidates have had no idea what references are relevant to the job they are applying for. For example when applying for an office position, don’t give your recruiter a reference from your first job at a bakery. It’s not relevant because (1) it was 10 years ago, and (2) the fact that you can bake good bread and smile at customers does not help you in an advanced office position. There is nothing wrong with working at a bakery but it’s just not a relevant reference.
A second common response I get from candidates is the 10-minute story about why they couldn’t supply me with a reference or references from the most recent jobs on their resume. NOTE: If there was bad blood between you and your last employer and you make up a crazy explanation – STOP. It is an extremely awkward time for the both of us and the more complicated your explanation, the less we believe. Make it simple and honest. Things got bad between you and your last employer. Life happens and sometimes you didn’t leave your last employer happy but save the stories. No one will believe you unless your explanation is simple and to the point.
My third beef is the reference list that goes on forever. I can tell you without exaggeration, I had a candidate who gave me a reference list so long it took THREE pages. This is too much information. Make it tight, recent and pay attention to the 4 W’s (who, what, where, why). I do not want a list that gives me 15 references. It is a waste of my time and yours. When you apply for a new job, supply only those references that are relevant to the position.
The number one rule in applying for work is to be organized. Don’t just throw references out there that aren’t relevant. Be thoughtful in every step of the process – it might take a bit more time preparing your resume, but it will save you much more time in the end. If you are confused on what references might be relevant, that is what I am here for! Recruiters will help in the whole process.
Any questions? Contact me and let’s chat – firstname.lastname@example.org
Interviewing is a fine art. If done correctly, it allows for you to learn a lot about a potential hire in a short period of time. Quite often, the interview is the deciding factor of
whether to hire or reject a candidate. Ideally, after a positive interview an employer will want to hire and move forward with the candidate.
Below is a list of Interview Red Flags; looking for these signs can save your company a lot of time and money in the long run. An interview could be going very well but one negative comment or omission that seems insignificant at the time, can have much larger impact further down the line, and it’s important to know what to watch for.
1 – The candidate is late.
If a candidate shows up late for the interview you can bet they will show up late for work. Being late for an interview also does not show appreciation of the interviewees time. However, it is important to remember that everyone has good and bad days. If a candidate is late, but calls ahead and has a sincere reason it’s a red flag but not a deal breaker.
2 – Candidate provides TOO much personal information.
If a candidate informs you of a lot of personal information during the interview, this is a bad sign. The information they are supplying may be too informative, or inappropriate. This shows a lack of interpersonal skills and is a sign that they may cause unnecessary drama in the work place.
3 – Candidate left previous jobs for bad reasons.
As you talk through the candidate’s work history, make sure to ask why those other jobs ended. A candidate may give vague answers for one or two, out of respect for the employer and in an effort to not speak badly about the manager or brand, so be flexible. However, a red flag may be if the person has unexplained dismissals. My favorite personal excuse is “I forgot why I left that role”. THIS IS NEVER A SUFFICIENT ANSWER.
4. Candidate has large unexplained time gaps in their work history.
Large time gaps in work history can be caused by a lot of reasons. Some acceptable explanations may be, death in the family, severe illness, travelling, or childbirth. If the candidate cannot provide you with a valid explanation of their absence from the work force or if they blame it on not being able to find work, they could be unmotivated or hiding something. This is not the type of person you want to join your team.
5 – Candidate shows an overly high interest in pay and benefits.
The person you are interviewing is of course looking for a paycheck. This is understandable, however, if their only concern or question is regarding pay and personal benefit, this is a bad sign. These types of questions display lack of interest in the position and a low level of motivation and dedication. If a person only cares about money they are likely going to leave your establishment when a higher paying position becomes available.
Those listed are just a few red flags to look for when interviewing a candidate. Others may include, bad attitude, poor posture, foul language, too much enthusiasm, etc. The bottom line is follow your gut. If you feel there is something off about the candidate, there is a reason, do not move forward with them. Always follow your intuition and be sure to follow up with references for credibility.
If you have any questions about the interview process or what to look for when interviewing a candidate please call 604-606-1831. One of the recruiting specialists at Career Contacts will be happy to help. Please see our other blogs at www.careercontacts.ca for more hiring tips! ????
Becoming a master at anything requires last focus, awareness and positive action daily. Mastering your mindset to be ready and prepared for the job search or a job interview is no different. Interviewing takes practice.
If you don’t quite know where to start check out some of the tips from the recruiters at Career Contacts for ultimate success.
- Spend 20 minutes the day before a job interview and practice answering the questions that you think may be asked. You will probably be correct 80% of the time. Be prepared to provide examples through story telling. Here is an example of this.
- At the interview, focus on the interviewer – sit up straight and use eye contact. Listen to the conversation; be in the moment.
- Smile and enjoy yourself. Your smile will show confidence and your interest in the employment opportunity. It is important to show commitment in the opportunity that you are being interviewed for as well as others that my come available.
- Show passion for your work. If your work is meaningful to you, you work life will be a joy. Think about a task you are proud of at your last job and express it in the interview.
- Practice is the only true way to master a new skill. Be patient with yourself while your learn something new, such as interviewing. Express your want for growth and learning at the interview.
- Surround yourself with positive people and you will have a positive outcome. Supporting your team members and their ideas show the interviewer that you support the growth of your team.
- Be prepared with questions about the company as well as the position. (Do not ask about pay – this should be discussed when there is a job offer)
- Dress professionally no matter what position you are being interviewed for. This will leave a good impression and make you feel more comfortable.
- Be cautious of body language and eye contact. Strong eye contact and good posture show confidence.
Everyone is on track with work, employment opportunities and ultimately career advancement. Be prepared for opportunities in or at work to move you to grow personally and professionally.
As a recruiter, I’ve had hundreds of resumes come across my desk, some great and some not so great. But what is it that makes a resume great? Today I will be going over the truths and myths of resume writing. I think there are a lot of undefined rules when writing a resume that people tend to follow. These are rules that have been passed down by our teachers, parents, and employers; these undefined rules are a good guideline but with innovation in the workforce comes innovation in resume writing. Over the years some of these rules, that were once correct and good guidelines to follow have, been altered or changed to keep up with the fast-changing world we live in.
Here is a list of Myths and Truths that will help you create a great resume; shining light on new resume writing methods as well as altering old.
- A Good Resume Will Get You a Job â€“ MYTH Â
Many people believe a good resume will get them a job. Donâ€™t be silly! YOU get you a job. The purpose of a resume is to provide a summary of your skills, experience and accomplishments. You should be providing the employer with a quick introduction of who you are with the intentions of securing an interview. A good resume will not get you a job but it will get you an interview!
- A Resume Must be One Page Long- Â MYTH
A resumes purpose is to display a snapshot of who you are. This cannot always be done in one page. It is acceptable to have a resume longer than one page but it is important to keep it to two pages. Any more than two pages and you lose an employerâ€™s interest. With that being said your skills and qualifications should always be listed on the first page- typically these are what the employers look at the most. Â
- Colour is Acceptable on a Resume – TRUTH
Some people will disagree but I say yes, colour is great on a resume! No colour on a resume is one of those set-in stone rules that have stuck for years but with millennials being the most innovative and creative generation yet, we will see a lot more colour and design incorporated with resume writing. It is important when using colour on a resume that it is used in moderation. When using colour and design it is important to still keep it simple and professional, one colour is enough.
- You Need Your Contact Information on a Resume – TRUTH
With online applications being used so much by employers some people believe you do not need to put your contacts details on a resume. This is not true â€“ you should always have contact information on a resume. Some online filtering systems will not pick up a resume if your location is not listed and if an employer has a hard copy of your resume with no contact info than they may not bother to call.
- The More Detail the Better – MYTH
On a resume, less is more! When it comes to work experience, do not list every job you have ever had, it is important to list your past 5-10 yearsâ€™ worth of work. If you changed jobs frequently maybe list the five most recent jobs, any more and an employer will lose interest. When listing job descriptions on a resume bullet points are completely acceptable, you do not need to use full sentences. Always remember a resume is just a glimpse of who you are. Short, sweet and to the point is best!
The points above are my opinion on resume writing truths and myths, based on my experience job searching and recruiting I feel that these tips will best assist you when writing your next resume. However, it is ultimately up to you to decide what makes or breaks your resume!
If you have any questions about resume writing please call Career Contacts at 604-606-1831; Andrea, Melissa or myself would be happy to assist you. Please visits our blog at www.careercontacts.ca to find more helpful job searching tips!