Influence Company Leadership With These 4 Steps

Influence Company Leadership With These 4 StepsInfluence Company Leadership With These 4 StepsWhat does leadership look like at your company? Are the leaders the people who always have a metric or a piece of supporting data ready? Are they charismatic and outgoing? Are they the people who always speak up in meetingswhether they have something to contribute or not? Maybe theyre the people who constantly complain about how busy they are and how many hours they work.Leaders can be good or bad, effective or ineffective. And leaders are not just the executive kollektiv. Even junior workers can exhibit leadership traits in their interactions with coworkers. The distinguishing feature of leaders is that others follow themwhether from coercion, loyalty or desire.Your mission is to define what leadership is at your company and to decide how you want to work withinor work to changethat definition.Start with valuesYour company values will dictate which individuals it holds up as leaders. If you r company emphasizes teamwork and respect for each other, it will likely reward employees who manifest unterstellung traits. If your company stresses the need to dominate the competition and be No. 1 in its industry, it may reward go-getter behavior and (calculated) risk-taking. Take a look at your companys stated values and try to map individuals who seem to fit them well.Simply Hired has found that companies use the following synonyms for leader in job descriptions strategic thinker, goal-oriented, assertive, self-starter and effective communicator. Try using these words as you look at different personalities in your organization.Look for examples and counterexamplesNext, think of specific people who receive implicit praise such as head-nods during meetings, have their ideas reiterated by others and receive more responsibility or high-profile projects. Which employees dont seem surprised by company news? Who do the executives know and greet by name in the hallways? Its likely that these are the leaders in the company. Look at traits that these leaders share. Are they outspoken? Calm in a crisis? Able to resolve problems quickly? Quick to praise others and share credit?Once you have identified common traits among leaders in your company, avoid confirmation bias by seeking out counterexamples. If you notice that people who speak out frequently in meetings receive positive reinforcement, can you find examples of people who speak out but do not receive the same reactions? Use these observations to refine your definition of what a leader is in your company.Evaluate effectivenessYou may discover that you dont particularly agree with, or like, what constitutes leadership at your company. Perhaps a few employees influence meetings and team collaboration through gossip and hostile posturing a laMean Girls, or employees are rewarded for working 16-hour days, and are punished if they dont. If you disagree with how your company identifies leaders, you have two options t o mitigate the situation Find a new company that better fits your values or work from within to help shape your company into a more positive environment.Create an action planOnce you have identified leadership traits that are worth expanding in your company, put together a plan. Look at ways you can incorporate these traits into your own work, how you can encourage leadership behavior in your team and what you can do to craft job descriptions and hiring strategies that attract leaders.According to a report from the Society of Human Resource Management (SHRM), over half of HR professionals (54.8 percent) say the most frequently encountered obstacle to career advancement is HRs not being held in high esteem by the organization.Stay with us through our leadership series this month as we look at ways to nurture the leadership capabilities of your company as well as provide strategies to help you further your own career. Together well develop the leadership skills necessary to raise the esteem of HR and talent acquisition.You can read the previous articles in this series hereFollow the Leader, Build the Perfect Leadership EnvironmentHow to Define Leadership in Recruiting (And Why It Matters)How to Become a Leader Your Employees Can Count OnHow To Prioritize Soft Skills and Fit

Tips to Help You Ace the Phone Screen

Tips to Help You Ace the Phone ScreenTips to Help You Ace the Phone ScreenPass the pre-screen and land that all-important in-person interview.Have you ever had a problem with your boss? What was the main reason you left your last job?Given a little time, you can probably come up with good answers to these questions - but thats not how a typical phone screen works. When you get that call after applying for a job, the promptness of your answer is usually as telling and as important as its substance.The idea is twofold to confirm that you are who you claim to be on your resume and to gauge your immediate response to an open-ended type of examination. They will ask you a set of behavioral questions, said Eric Chen, an associate professor of geschftlicher umgang administration at the University of Saint Joseph in West Hartford, Conn.The call will typically be made by a recruiter at the company or someone in the human resources department. Theyll want to know if youre articulate, professi onal and know your stuff. They will also want to determine if there are any specific red flags such as having a salary requirement thats not in line with their budget. If you check out, you might make it to the next round for an interview with the hiring manager. You want to have some of this behavioral stuff out of the way before you call someone in, Chen said.He added that while there are a few things you can do to prepare for the phone screen - for example, just making sure to answer truthfully - there are also plenty of things a candidate can do wrong, which could disqualify them before ever getting through door.One of the most obvious mistakes has to do with the way the contact information is being represented. I tell all my students you have to sanitize your e-mail address, Chen said. You do not want the employer emailing hotgirl93.Another good idea is for an applicant to include their cell phone number instead of a landline that could be picked up by a child or someone else in the home. If the call is missed, Chen says its important to return that call as soon as possible even if its after regular business hours. You return the call that same day even if you are returning it back to another voicemail, he said. At 7, 8, 9, 10 p.m. just say youre sorry but you got the message and want to talk tomorrow.Showing that kind of discipline can go a long way toward upholding your image as a hard worker and loyal employee, Chen said. Here you are at 9 p.m. and youre returning their phone call, he said. That says something too. It shows you care.But that doesnt mean that any time at all is suitable for returning a call. Its unadvisable to wake a recruiter up in the middle of the night just to say sorry I missed you earlier and the call has to be done in a professional setting. You dont want other people screaming in the background, Chen said.

Job creation neither surprises nor disappoints

Job creation neither surprises nor disappointsJob creation neither surprises nor disappointsJob creation neither surprises nor disappointsOn Friday, January 6, the Bureau of Labor Statistics released its monthly employment situation report for December, which is a widely used indicator for the health of the labor market. The December report met with slightly lower than expected job growth as the labor market expanded driving the unemployment rate a tad higher.Key InsightsU.S. adds 156,000 new jobs in December while wages surge to a 7-year highThe unemployment rate edged up to 4.7% as more people entered the labor force in search of workThe labor force participation rate ticked up slightly to 62.7%The size of the labor force increased by 184,0003rd-quarter GDP picked up the pace expanding at an annual rate of 3.5%, the best quarterly advance in two yearsIn 2016, employment growth averaged 180,000 jobs per month, compared with an average monthly increase of 229,000 in 2015. In December , employment gains occurred in health care and social assistance.Employment in health care rose by 43,000 in December and has risen by 422,000 over the year. Most of the increase occurred in ambulatory health care services (+30,000) and hospitals (+11,000). Health care added an average of 35,000 jobs per month in 2016, roughly in line with the average monthly gain of 39,000 in 2015.Social assistance added 20,000 jobs in December, reflecting job growth in individual and family services (+21,000). Social assistance added an average of 8,000 jobs per month in 2016, slightly below the average monthly gain of 14,000 in 2015.Employment in food services and drinking places continued to trend up in December (+30,000). Food services and drinking places added an average of 21,000 jobs per month in 2016, fewer than the average monthly gain of 30,000 in 2015.Employment also continued to trend up in transportation and warehousing in December (+15,000). Within the industry, employment expanded by 12,000 in couriers and messengers. In 2016, transportation and warehousing added an average of 5,000 jobs per month, down from an average monthly gain of 9,000 jobs in 2015.Employment in financial activities continued on an upward trend in December (+13,000). This is in line with the average monthly gains for the industry over the past 2 years.In December, employment edged up in manufacturing (+17,000), with a gain of 15,000 in the durable goods component. However, since reaching a recent peak in January, manufacturing employment has declined an average of 4,000 jobs per month in 2016.Employment in professional and business services was little changed in December (+15,000), following an increase of 65,000 in November. The industry added an average of 44,000 jobs per month in 2016, fewer than the average monthly gain of 52,000 in 2015.Employment in other major industries, including mining, construction, wholesale trade, retail trade, information, and government, changed little in De cember.Want to know more about the top trends in the job market? Check out the US Labor Market Update from Intelligence.