November 25, 2014 by Jenna
Self-evaluations are often used as part of a review process, either at the end of the probation period or as part of a performance review. They include providing a personal review of your workplace experiences and accomplishments to date. Many people find this process nerve racking. However, if you take the time to plan your evaluation properly it can be an enlightening and valuable experience for both you and your boss.
Why do we write self-evaluations?
Staff are asked to write self-evaluations for two main reasons; Firstly so that managers can get a staff members of perspective about working in the company or team; Secondly it gives you the opportunity to reflect on your experience in the role, your accomplishments and as well as areas for improvement.
Where we fall short and how it should be viewed
Errors can occur when individuals assume they need to answer the questions in the way they think their managers would like to see their review. They may also fail to ask for clarification on a question or subject or fail to elaborate when there is the opportunity.
Sometimes the thought process of writing the review is a scarier process than actually writing it yourself and we can often put it off until the last minute.
Self-evaluations should be a great opportunity to showcase your skills and display your best qualities as an employee.
Take out some time in your busy schedule to block out distractions and take down points on what you have accomplished over this time period, you may surprise yourself!
Benefits of writing a self-evaluation
- Having your own voice: This is your opportunity to give an honest reflection of the work you have done for the company so far and outline how well you have accomplished your objectives.
- Creating awareness: While management may provide you with assignments and tasks, they may not be fully aware of what other projects and tasks you complete regularly and what you are contributing to the company. It also increases your own awareness of what you are capable of and can build self-confidence.
- Promoting your key skill sets: This is an opportunity to provide examples of when you had to use those skills to achieve outcomes. Perhaps even provide a list with dates to present with the document.
- An chance to ask questions and seek feedback: Some potential questions you could ask might be: 1) Where do you see my role progressing? 2) Is there an opportunity for further training or mentoring in a particular field? 3) Are there any future goals or targets that I need to be aware of? 4) Do you see me taking on further responsibilities within my role?
You also have to opportunity to provide feedback on your current working environment (what works and what doesn’t work). Perhaps you can even provide suggestions based on improvements within your work environment, show initiative.
- Reflect on your personal development needs: While this can seem scary at first, establishing weaknesses can also open up the opportunity to discuss how management can best assist you to work on areas of improvement and how to further develop in that area you may be struggling in.
- Building a closer bond between you and your manager/supervisor: By writing a self-evaluation, you can open up barriers and allow communication to flow more freely. Working collaboratively to achieve future goals and outcomes together as a team.
Writing your self-evaluation
Take the written evaluation seriously and consider the following:
- Presentation – Check your spelling and grammar (as well as formatting – make sure the information flows well). If it appears like the work has been added in haste or looks rough around the edges, management may think you don’t take this process seriously.
- Be specific when you can – include dates, examples, who you reported to (for validation) etc.
- If there were problems or difficult situations, discuss the issue and provide feedback on possible solutions so that mistakes do not repeat themselves. Take responsibility and show your genuine interest in self improvement.
- Re-establish your understanding of the role and how it ties to the goals and vision of your company/team
- Highlight achievements, but make them relevant and try not to come across as arrogant or boastful.
What feedback have you received before regarding the self-evaluation? What have you learned from writing your own evaluations?
Tags: Assessment, attitude, Behaviour, boss, career, clarification, communication, company, confidence, culture, development, employees, employer, evaluation. accomplishments, experience, feedback, flexibility, goals, guidance, impression, improvement, information, initiative, management, manager, objectives, office, opportunity, organisation, people, performance, Personality, perspective, productivity, Professional, qualities, reflection, relationships, reputation, Research, skills, success, Team, Training, workplace
November 17, 2014 by Jenna
During your career life-cycle, you may end up working with someone that you may not see eye to eye with. Individuals that can be placed in any of the following categories – complainers, controllers, gossipers, bullies, judges, or someone who is not flexible with accepting another opinion or feedback. This can make your working environment tense, it can increase stress levels and it can also give you a more negative outlook towards work. However, there are ways to rise above it so that it won’t affect you on a daily basis.
An article on by Travis Bradberry on SBS News provided insight on How to Handle Toxic People and I have highlighted the most important points to share from this article below:
Don’t give up too easily
It’s important to fight through another day, that’s what all great successors do, even if there are toxic individuals in your workplace. Try and be aware of your emotions and respond appropriately so that you can stand your ground when the time is right. If you leave your emotions unchecked and let items build up, it can lead to more damage than good.
Stay aware of your emotions
You can’t stop someone from pushing your buttons if you don’t recognise when it’s happening. You may find yourself in a situation where you need to regroup and choose the best way forward. Buying yourself time to assess the situation can often save an emotional reaction or putting your foot in your mouth by saying something that isn’t necessary.
Giving yourself some time to assess a situation can also allow you to provide a better and more calculated response to set the situation straight.
When you need to face your toxic co-worker on a daily basis it can feel like you are in a trap that you can’t get out of. You may think that this is out of your control and you can feel defeated and have to put up with being in their presence 24/7.
If you set boundaries and decide when and where you’ll engage a difficult person, you can control much of the chaos. You can establish boundaries, just make sure you do it consciously and proactively. Otherwise you could find yourself getting wrapped up in difficult conversations or situations more often than you have to.
Don’t let anyone limit your joy
When emotionally intelligent people feel good about something that they have done, they won’t let anyone’s opinions or snide remarks take away from them.
While we value feedback and opinions of others, we don’t have to compare ourselves with other people and it’s important to take options with a grain of salt. That way, no matter what toxic people are thinking or doing, your self-worth comes from within.
Don’t focus on the problems – only solutions
When you fixate on the problems you are facing, you create and prolong negative emotions and stress. When you focus your actions to better yourself and your circumstances, you create a sense of personal efficacy that produces positive emotions and reduces stress.
By focusing your attention on the toxic person, you are giving them exactly what they want. It gives them a sense of power over you. By focusing on how to handle the toxic person as opposed to thinking about how troubling they are, you are effectively putting yourself back into control and it will help with reducing stress when this person is around you.
There is nothing wrong with feeling bad about how someone is treating you, but your self-talk (the thoughts you have about your feelings) can either help intensify the negativity or help you move past it. Negative self-talk is unrealistic, unnecessary and self-defeating. You should avoid negative-talk at all costs.
Use your support system
To deal with toxic people, you need to recognise the weaknesses in your approach to them. This means tapping into your support system to gain perspective on a challenging person. Identify these individuals in your life and make an effort to seek their insight and assistance when you need it. Having someone provide a solution who does not have an emotional connection to the situation can really open up a new perspective.
Test different methods
You will be faced with different tests when it comes to dealing with difficult people and interactions. This will involve practicing different behaviours, and sometimes learning from failure. However, the more techniques you try (as each individual behaves differently) the more you will train your brain to handle stress more effectively and decrease the likelihood of ill effects.
In summary, the best way to handle working with a difficult person is to first understand your own emotional reactions and knowing what makes you tick. That way you can better establish how to avoid setting off a time bomb and keeping the workplace functioning in harmony. It will also help to maintain a positive outlook to your role and your working environment.
Have you recently faced a toxic or difficult person in your workplace? How did you handle it? What worked and didn’t work?
Category: Workplace Matters
Tags: actions, Assessment, attitude, Behaviour, boss, boundaries, business, career, colleagues, communication, company, confidence, connection, control, culture, emotions, employees, employer, experience, feedback, flexibility, goals, guidance, impression, information, job, management, negative, office, opportunity, organisation, people, performance, Personality, productivity, Professional, reaction, relationships, reputation, Research, skills, solutions, stress, success, support, Team, workplace
November 10, 2014 by Jenna
When we think of the term ‘etiquette’, we often think of table manners or presenting ourselves professionally and politely in a social setting.
Whether you are new to a role or have been working in the company for a long time, office etiquette is also an important factor that needs to be applied daily. You may be wondering, ‘What are some of the office etiquette factors that I need to be aware of?’ A recent article on Careerealism.com outlines the basics so that you don’t get caught out making these mistakes:
That Text (Or Facebook Update) Can Wait
While smartphones and tablets are advantageous in providing us with information instantly, setting reminders, etc. Be careful not to all them to become a hindrance when it comes to your meetings or presentations.
How would you feel if you are trying to close a business deal with a client to observe them as they stare at their phone and answer a text during your pitch? The same would apply to an internal meeting with staff if you are sharing ideas with the group only to see that no one is paying attention because they are reading their Facebook updates.
While we all believe we are great multi-taskers, if we lack engagement or connection with others it can be damaging to workplace relationships. You may also miss out on information relating to important tasks which in turn could affect your performance. So make sure to prepare in advance for your meeting. Advise management and others that you are attending meetings so that you will receive less distractions, and if need be, switch off any devices that may ‘beep’ or ‘ping’ during that allocated time frame.
Engagement and human interaction is still a vital part of business and maintaining connections with others so make it count. Be present.
Pretend There’s A Wall
This needs to be considered in an open office space. While you have free reign to walk around and interact, it is still important to respect and consider others and their personal space. This includes:
• Talking loudly or over someone else’s shoulder when they are on the phone
• Keeping your paperwork and office items within your desk space and not allowing it to spill over onto someone else’s desk
• Setting your phone to silent every time you receive a message or call
If you are respectful of others and their space, they will be respectful towards you in return.
For Workplace Fashion, Go With The Crowd
This doesn’t mean that you need to wear the latest Cue dress or business suit, but obviously be aware of your office environment and how others present themselves. Different workplaces will allow different dress codes but you don’t want to appear like you have rolled out of bed when others are dressed in corporate attire. Find out from management what they expect from you in terms of attire, and remember that how you present yourself is showing a representation of your company image. So why not dress to impress?
Gossip On Your Own Time
Whether you are the source of it or partaking in it, office gossip (or gossip of any kind) should be conducted in your own time and not in the workplace. It’s not only a distraction, but it can also create tension in the workplace if the gossip is of negative nature. If someone else is trying to administer it, take your initiative to coordinate an appropriate time to discuss topics. For example your lunch break or at after work drinks. Don’t be afraid to tell someone that you are too busy at the time to join in the conversation, otherwise it could affect your workplace productivity too.
Believe It Or Not, You Can Still Learn Some Things
This involves paying respect to other employees’ ideas and contributions to tasks, even if you would do the job differently yourself. Take the time to listen to what they have to say, especially if they have new suggestions that could improve outcomes of tasks, because you would hope for the same respect in return.
While you may have been hired as an expert in your field you should still be open to new suggestions, feedback and even changes within the workplace. It is never too early or too late to learn new things.
Don’t Search For Jobs On The Job
Believe it or not I have heard of employees doing this before, and to get caught doing so at your current place of work is quite embarrassing. It also demonstrates a lack of respect and loyalty to your current employer.
The same thing applies to telling colleagues that you are looking for another role before bringing it up to management. As office gossip can go around, this may potentially damage your current position before you even find the potential new role. If you feel it is time to move on, keep your job search within your own time and conduct it with discretion.
Category: Performance, Workplace Matters
Tags: Assessment, attitude, Behaviour, boss, business, career, colleagues, communication, company, confidence, connections, culture, distractions, employees, employer, etiquette, experience, feedback, flexibility, goals, guidance, impression, information, interact, job, management, office, opportunity, organisation, outcomes, people, performance, Personality, productivity, Professional, relationships, reputation, Research, respectful, skills, success, Team, Training, workplace
November 3, 2014 by Jenna
When it comes to being new at any role, you can feel apprehensive and even a little bit overwhelmed with what you need to take in during the early days of training and development. You are also in a new environment with colleagues and associates to impress and that will naturally make you nervous. However, this isn’t an ongoing feeling and there are ways you can start building your self-confidence so that you can let yourself shine in the workplace.
Jacqueline Smith from Forbes outlined ways to be more confident at work and I have chosen to outline nine key steps from this article below:
Stay focused on you. “Whenever you want to achieve something, keep your eyes open, concentrate and make sure you know exactly what it is you want. No one can hit their target with their eyes closed.” – Paul Coelho. Remember why you are here and what it is you want to achieve and don’t let distractions get in the way of pursuing your goals.
Identify your strengths and capitalise on them. Be aware of what your strengths are and try and utilise them in your role as much as you can. By driving your best qualities, you can feel a greater sense of accomplishment and it helps you maintain engagement and stay energised. Don’t be afraid to outline these strengths with your manager. That way they can extend opportunities that will be beneficial to those skill sets when they arise.
Identify weaknesses, and work on them. With your strengths there are also weaknesses and it is important to be aware of what they are. At the same time, judging yourself harshly or wallowing in self-pity over mistakes will not help you overcome them. The purpose of identifying weaknesses is to discover ways to improve on issues for the future or avoid repeating bad habits and mistakes.
Believe in yourself. How will others start believing in you and what you are capable of if you don’t believe in yourself? While this may sound like common sense, doubt will hold you back from taking risks and pursuing opportunities. Set yourself achievable targets, mentally motivate yourself to keep moving forward and don’t be afraid to sell your personal brand to those around you in the right light.
Closely monitor your successes. Keep track of your daily accomplishments from a to-do list or in writing. It helps you keep track of what you are achieving on a daily basis and as you progress whether you feel you would like to take on more responsibilities. This is also advantageous when reviews take place by management or even once the probationary period is reached to present your written accomplishments.
Seek encouragement from others. This doesn’t mean that you are trying to seek constant praise. Ask people you trust or management to evaluate you on what your strengths and weaknesses are. You can also ask for feedback and direction on projects to see if you are meeting or exceeding expectations.
Challenge yourself. As a new employee you will not need to rush this process as you can attempt this over time with baby steps. Accomplishing new challenges can be a great way to boost your confidence. Find projects and assignments that give you an opportunity to use your strengths and projects that stretch you once you feel further established in the role. Don’t be afraid to also raise your hand if colleagues or management need assistance on tasks as it shows initiative.
Be a role model of positive attitude. By showing a positive attitude you will see how positivity will spread within your working environment. This doesn’t mean you always need to be smiling and acting cheerful. It can also be your attitude when you approach a challenging task and showing resilience at times of change. You need to be wary of how you react to situations as it can affect the outcome of assignments and relationships with colleagues or management.
Don’t let failure or setbacks take away your self-confidence. Great successors didn’t get to where they are today without failing their first attempts and sometimes second or third attempts. It can bruise our confidence a little bit when things don’t go according to plan. However, the worst thing to do about it is to shrink away, hoping it all blows over and say to yourself, ‘Well I’m never doing that again!’ Admit that you have failed at the time, assess the situation and brainstorm areas for improvement. Taking a step back to review things is sometimes the best way you can move forward.
How do you set yourself up in a new role? What are some of the struggles that you had to face and how did you overcome them?
Tags: accomplishments, approach, Assessment, attitude, Behaviour, boss, business, candidate, career, colleagues, communication, company, concentrate, confidence, culture, development, direction, distractions, employees, employer, experience, feedback, goals, guidance, impression, improvement, information, management, office, opportunity, organisation, people, performance, Personality, productivity, Professional, qualities, relationships, reputation, Research, skills, strengths, success, Team, temporary, Training, workplace
October 28, 2014 by Jenna
Your role has been assigned and management has worked with you to outline your job description and your daily tasks. Now that the reigns have been passed to you, what are the key personal characteristics your manager is looking for?
I found five characteristics that I have elaborated on that I believe you can apply regardless of what role you are currently in:
Your attitude will not only affect your relationship with your manager, but it affects your entire work environment (your colleagues, clients, suppliers etc.).
Employers are looking for someone who looks forward to coming in to work each day. Someone who willingly takes on new challenges and finds ways to accomplish even the most tedious of tasks without complaint.
We have all been there and know what it is like to be in an environment with someone who is not flexible or enthusiastic about the task at hand. Someone who complains to get out of an assignment or has nothing positive or encouraging to contribute to the group.
How can you expect managers to trust you will do well in a higher level role if you are not making your current position appear positive? If you are feeling in a motivational slump, try to find ways to clear that negativity so that your thoughts and behaviour create a more favourable lasting impression.
Being dependable means you follow through on tasks you have committed to. Whether it is a task set by management or a team assignment, your contribution to the task contributes to the overall success of others (and the company), not just yourself.
Dependability means holding yourself accountable to meet deadlines. It also means knowing when to speak up if you are struggling so that items do not fall behind. To consistently be dependable you need to be well organised and disciplined.
Brushing up on your skills or learning new skills allows you to contribute more to your organisation. You can help the company develop by taking on training in your current position. This helps you become more indispensable in the workplace.
Continual learning doesn’t mean you need to study on the side part time while trying to balance a full time role. Asking questions, taking advantage of training programs at work, and reading books all count as learning opportunities. You will be seen as showing more initiative in your personal progression.
Another important note is to accept feedback when it is provided and apply it.
While you may be comfortable with your daily routine, when is the last time you thought outside the box, or even stepped outside of your comfort zone? Have you tried contributing new ideas lately? Or even volunteered to take on a challenge that no one else in your team has put their hand up for?
This will give your employer a chance to see you in a new light. To show a side of yourself that you may not have had the chance to show before. You won’t be successful every time but it’s a good way to establish where your strengths are and learn from your experiences.
Almost every job will comprise of an element of teamwork and being able to co-exist with others to collectively achieve goals. Each team member will have strengths and skills that they contribute to the team. Working in harmony will make it much easier to reach success.
Not only will getting along with team members make your environment more enjoyable, they can encourage you and motivate you to achieve your best and vice versa.
Managers need to know that they can rely on their team to perform and it won’t help if you are the missing link.
Don’t be afraid to contribute ideas and show how your skills can help the overall outcome of a group assignment.
Do you follow any of these traits? What do you think your employer expects from you the most? How do you meet those expectations?
Tags: accountable, advancement, Assessment, attitude, Behaviour, boss, business, candidate, career, challenges, characteristics, communication, company, confidence, contribution, culture, dependable, employees, employer, encouraging, environment, experience, feedback, flexibility, goals, guidance, impression, indispensable, information, management, opportunity, organisation, people, performance, Personality, productivity, Professional, relationships, reliable, reputation, skills, success, Team, Training, workplace
October 14, 2014 by Jenna
We have all been guilty of setting a goal and getting side tracked. But when it comes to your career progression it is important to break through the barriers that may be preventing you from achieving success.
So what are some of the main obstacles that could be holding you back from achieving your goals? Is there something that you can think of right now? More importantly, what can you do to overcome them?
While conducting research on the topic, I sourced an article on the top obstacles to your goals and added my personal perspective on ways you can overcome the obstacles:
1. Procrastination – Are there certain items that you have been avoiding and you notice the paperwork and emails are slowly piling up? Do you keep telling yourself – I’ll do it this afternoon, tomorrow or next week? Does it suddenly become urgent and you wish you had tackled it sooner?
Try this instead:
- Firstly, be aware of it, admit it to yourself, and take action to change it.
- If it is a tedious task that you don’t enjoy doing, get it out of the way first and don’t keep putting it off.
- Set up a list of tasks and put them in order of priority for the day.
- Set a timeframe in which to complete it, this will give it a sense of urgency and a deadline for you to achieve the task.
- Repeat this process for longer term goals as well
2. Lack of time – Whether it is work, family commitments, the daily commute etc. Different commitments will pull at your attention and dedicating time to your goals can be difficult. However, it is important to make sure that you are managing time to balance everything on your plate before you add more to your to-do list.
Try this instead: Firstly, establish what you currently have on your to-do list and narrow down your top three priorities of the day. By setting yourself three realistic priorities to accomplish you will feel a greater level of satisfaction completing those items as opposed to trying to tackle 54 items at once with no results.
3. Lack of organisation/motivation – Sometimes when we let projects and paperwork build it can appear overwhelming and you often don’t know where to begin.
Try this instead: Pick one project and work on a specific goal around it. Get clear on what you need to do to achieve this goal – do research, seek training, and then write out a time frame in which you need to achieve it by. And most importantly, hold yourself accountable for it so that you are continually driving yourself and not losing focus on the task at hand.
4. Distractions – Meetings, phone calls, emails, reminders, social media connections or a colleague or manager asks you to drop what you are doing to complete and urgent task. Does this sound familiar? Wish you could block out the world long enough to complete that project? But how?
Try this instead: Sometimes it can be as simple as advising your colleagues that you are working on an important assignment for the next hour or two and to approach you only if it is urgent. You may need to divert your calls to voicemail for a period of time or put an out of office reply on your emails until you are done. And if your phone or other devices are set to make noises to remind you of appointments or when you receive a message, it may be best to set them to silent. Allocating the amount you wish to shut out distractions is up to you, as long as you can make the most of that time to be productive and achieve your desired results.
What do you find are some of the major obstacles that you find come up with goal setting or pursuing a goal in your career? What steps have you taken previously to overcome them? What did you learn from the experience?
Tags: accomplish, accountable, Assessment, attitude, Behaviour, candidate, career, commitments, communication, confidence, deadline, distractions, employees, employer, experience, feedback, goals, guidance, impression, management, obstacles, opportunity, organisation, people, performance, Personality, priority, procrastination, productivity, Professional, progression, relationships, reputation, Research, skills, success, Team, Training, workplace
October 7, 2014 by Jenna
When it comes to the future of our careers, a little advice can go a long way. We often turn to coaches, mentors and people we trust.
So what can we learn from successful people that can apply to us? While doing research on the topic, I found an article on career advice from some of the world’s most successful people, and I would like to share this advice with you below:
Media Mogul and TV show host
Three things that will carry you if you let them:
1- Know who you are and what you want.
2- You must find a way to serve. The service and the significance that you bring to your service is that which is lasting.
3- Always do the right thing. Be excellent, people notice. Let excellence be your brand.
CEO of LinkedIn
Three pieces of advice that changed his life:
1- You can do anything you set your mind to (from his father). Decide what you want to do (balance for skill and passion) and then start working towards it.
2- Everything that can be converted from atom to bit will be (from a book “Being Digital”). In other words, everything physical that can be made digital will be as technology advances.
3- Do you want to push paper around or do you want to build products that change people’s lives? (from then COO of Yahoo, Dan Rosensweig). Focus your energy on things that will have an impact that correlates to your goals in life.
Former Google CEO
“Have a coach”
“Everybody needs a coach. Every famous athlete, every famous performer has somebody who is a coach. Somebody who can watch what they are doing at them Give them perspective. The one thing that people are never good at is seeing themselves as others see them. A coach really really helps.”
Entrepreneur and Founder of Virgin Group
“Focus on the people”
“Focus on the people. Find the best people to run the company. Make sure they are properly incentivised, properly motivated, and give them freedom to go ahead and make good things.”
Entrepreneur & Founder of Apple
In his Stanford commencement speech, Steve delivered one of the most inspiring speeches of our time. It’s a three part speech:
Connect the dots: You can’t connect the dots looking forward; you can only connect them looking backwards.
Don’t settle: Your work is going to fill a large part of your life, and the only way to be truly satisfied is to do what you believe is great work. And the only way to do great work is to love what you do. If you haven’t found it yet, keep looking. Don’t settle. As with all matters of the heart, you’ll know when you find it. And, like any great relationship, it just gets better and better as the years roll on. So keep looking until you find it. Don’t settle.
Death is the best motivator: Your time is limited, so don’t waste it living someone else’s life. Don’t be trapped by dogma — which is living with the results of other people’s thinking. Don’t let the noise of others’ opinions drown out your own inner voice. And most important, have the courage to follow your heart and intuition. They somehow already know what you truly want to become. Everything else is secondary.
Now what advice would I offer to an earlier version of myself based on what I have learned to this point?
“Adaptability is the key”
You will never have an exact map with directions of how your future career will pan out. While it is important to set goals and targets, remember to expect the unexpected. Paths change, some choices may not work out as you may have wanted but it doesn’t mean you shouldn’t be open to new opportunities and go with the flow. You will be amazed at where life can take you if you are more open and flexible to changing circumstances.
What career advice has been passed on to you that has led you to where you are today? What advice could you offer to someone else based on what you have learned?
Category: Career Choice
Tags: advice, Behaviour, business, career, circumstances, coaches, communication, company, confidence, employees, employer, excellence, experience, feedback, goals, guidance, impression, information, intuition, job, management, mentors, motivated, opportunity, organisation, passion, people, performance, productivity, Professional, relationships, reputation, Research, skills, success, Team, Training, workplace
September 30, 2014 by Jenna
Once you have been considered for the interview process, it is important to know that the employer or recruiter will ask questions to assess your suitability for the role.
One of those questions they tend to ask is: ‘Why did you leave your previous position?’ Depending on your current situation there can be a variety of answers associated with this, but what answer will best get your foot in the door?
I decided that it would be best to ask the experts in my team for their point of view when it comes to screening a candidate with this particular question. This was their feedback on suitable responses:
- Looking for a new challenges/ Wanting more responsibility – You may have been excelling in your current role but the opportunity was not available to take on new challenges or move up in the company. You are taking on the initiative to pursue new options and take on more responsibilities.
- Something different/ change of scenery – This is fine to admit, but not in the event that you are applying for a role that exactly matches the outline of your previous one.
- Redundancy/Restructure – Of course this can be a sensitive subject but the recruiter can often relate to these situations.
- Cultural change within the company – This can also be an acceptable answer, just make sure you try to be diplomatic and where possible try to avoid sounding too negative about the situation.
- Career Change – if you have any transferable skills that you could bring to the new role it can always be advantageous to mention them.
- The role became too demanding/long hours/not enough work-life balance – Think carefully before describing what ‘demanding’ or ‘long hours’ mean to you. Make sure it is relevant to why this new role is more appealing and fits with your career prospects.
Do keep in mind there are also responses that should be avoided and this is why:
- Being negative about a company or person within your previous employment – There may be circumstances where you have had a bad experience, however, how you relay this information is important. You don’t want to appear bitter about management or your previous work environment. Try to make your answer is more diplomatic rather than accusing.
- A higher salary – Most managers/recruiters won’t hold this against you however, if it appears that money is the only driving force for behind you pursuing this role then the chances of getting this new position may be slim.
- Not being able to give a valid reason – This can be a concern to the employer if you have a history of moving employment frequently. It may cause the employer to question your longevity in this upcoming role.
Try preparing answers to these types of questions before the interview takes place so that you are not caught off guard. It is the employer’s way of trying to get to know you, what your interests/passions are, and whether you are the right fit so make sure to put your best foot forward.
What have you learned from these types of questions in an interview? And for employers, what are some of the responses you have received from star candidates?
Tags: Assessment, attitude, Behaviour, candidate, career, challenges, change, communication, company, confidence, culture, employees, employer, employment, environment, experience, feedback, flexibility, goals, guidance, impression, information, interests, job, management, opportunity, organisation, people, performance, Personality, productivity, Professional, Recruitment, redundancy, reputation, Research, responses, success, workplace
August 26, 2014 by Narelle Hess
I started my career in recruitment in 2004, in the days when skills shortages and low unemployment dominated the airwaves. SEEK was without question the online job board of choice, although CareerOne was in a desperate re-branding phase to attract us all back to their stable. Newspaper advertising was also still a key attraction tool especially for Senior Executive and regional roles. There was no Facebook, there was no Twitter, and there certainly wasn’t LinkedIn.
But there were people. The most important thing about recruitment, and the essential key to effective recruitment, is and always will be the people. The ability of a recruiter to identify a strategy to attract potential candidates to a job is the first step, the second step is the ability to quickly identify that candidate’s skills, abilities, and motivations to most effectively match them to the right job and right company, and of course the most important step; effectively manage the negotiations of this match-making process between candidate and company to ensure a long-lasting partnership for all.
Some of the candidates Challenge Consulting placed in 2004 are still in those roles today. Some have moved up into higher level roles with the same or other organisations. Others have made a complete career change. I can still name most of those people I had the good fortune of meeting 10 years ago, I’m not so good at faces – but for me the names tell a story. A story of change of country, change of state, celebrating 10 year wedding anniversary with a surprise trip to Hawaii, babies, marriages, and fresh starts in a brand new role filled with possibilities. I was so lucky to work with these people when they often were stepping outside of their comfort zone and at their most vulnerable, making a job change.
All those years ago the thing that surprised me most about recruitment, was not the process itself, it was the reputation of recruiters. To many the profession of the recruitment consultant was closest to a used-car salesman – slimy, arrogant, and only in it for the money (apologies to the used-car salesmen). But the truth is the best recruiters do not fit this stereotype. The best recruiters are not chucking CVs at an inbox hoping one will fit. The best recruiters are not scouring the online job boards and cold calling with offers of the best candidates without any idea what your requirements are. The best recruiters are not cold calling you endlessly full stop. Because the best recruiters are too busy meeting people and developing a talent pipeline for your company. They are networking at industry events so they best understand what is happening in your industry and sector. They are meeting with you, between job hires, to understand the current strategic priorities for your business now and into the years to come.
An ironic shift in the industry happened in 2008; I was at the time travelling overseas enjoying the best that Europe had to offer, but when I returned it was clear that although Australia was not in recession, the Global Financial Crisis had just hit us hard. It was at this time that many of those bad recruiters went out of business. It would be mistaken to suggest that the GFC did not have an impact on Challenge Consulting, because even for the best recruiters business diminished, but like the other great recruitment organisations we looked at other ways to partner with our clients, who too were struggling with the uncertainty of what next.
Fast-forward to now and what frustrates me the most is that the bad recruiters are starting to re-dominate the landscape. I know this because I now work in the area of career transition with individuals whose positions have been made redundant and they tell me the incredible horror stories. Recruiters that advertise jobs that do not exist. Recruiters that do not return their calls after a SECOND INTERVIEW with the client company. Recruiters that chuck their CVs at jobs without their permission. Recruiters that do not return their calls full stop. How is it that in 2014 this is the standard of recruitment practice that we accept? How is it that these companies even exist?
They exist because someone is paying them to exist. Every time a company says, “I will just throw this job out to a couple of recruiters and see what comes back”. They are rather saying: “it is OK to send CVs without a thorough attraction and screening process. We don’t want the best match for our requirements.” Every time a company says: “I will not pay that rate because this other recruiter will do it for less than that”, they are saying “we don’t want good recruiters; we want bad recruiters that will waste our time and ruin the reputation of our company in the marketplace”. Every time a company lists a job with more than one agency, they are saying “we support bad recruitment practices based on competition rather than collaboration and quality”.
Of course recruiters can do better. We all can, we are all people. But we need to demand that they do better and not pay for those services that breed a profession that burns people out. We need to empower a profession to be the best that it can be by paying for quality partnerships with the best recruiters. Those great recruiters that will partner with you and help you build that talent pipeline that will lead to your future success, because at the end of the day, that’s what it should be about. Your most important asset = your people.
Category: Retention, Selection, Workplace Matters
Tags: Behaviour, candidate, communication, culture, CV, employees, employer, Facebook, feedback, GFC, LinkedIn, people, Recruitment, SEEK, Twitter, workplace
August 4, 2014 by Jenna
Interviews can be scary. For some, it’s comparable to the shower scene from Psycho or being trapped in the hotel from The Shining.
Ok, so maybe I’m exaggerating.
Conversely, sitting on the other side of the desk can be just as horrifying. If I had a dollar for every time a candidate didn’t meet some of the basic ‘interview 101’ requirements, I would be as rich as Stephen King.
Hold on, I know what you’re going to say … and I get it. Interviews can be nerve racking, uncomfortable and just plain awful. Therefore it can be difficult for some to shine at the interview and demonstrate that they are the best person for the role. However, after the hundreds of interviews I’ve conducted, I’m still amazed at how many candidates still get the basics wrong.
If you don’t repeat these horror stories, you’ll be way ahead of the pack.
1. You don’t need to follow fashion but the outfit counts. Prepare your outfit the night before. Make sure it is clean, ironed and appropriate for an interview. For corporate roles this means no purple tights, sneakers, doc martins and Kermit green suits (I’ve seen it all. And hey, you shouldn’t be wearing Kermit green suits anyway!). If unsure, keep it conservative.
2. Cleanliness is next to godliness. First impressions are made quickly. Have a shower or take a bath, whatever floats your boat. Don’t forget to wash and comb your hair, clean your nails and brush your teeth. Am I sounding like your mother yet?
3. Don’t bring your lunch. I know it’s nearly 12pm and it’s almost sandwich o’clock but please don’t bring half a loaf of sliced bread to the interview and plonk it on the table (yes this really happened). Further to this, try not to eat a heavy lunch prior to the interview which might make you burp consistently throughout.
4. Know your CV. Remember that job you did last year? If you have a memory of a goldfish go through your CV before the interview to ensure you know your dates and responsibilities. It doesn’t look professional and authentic if you have to consistently refer to your CV during the interview.
5. Is common courtesy dead? Be respectful and friendly. I once opened the door for a candidate who greeted me rather rudely, but as soon as she realised I was interviewing her, her attitude immediately shifted.
6. Ego at the door? Check. A good interview does not consist of you telling me about every single achievement you’ve had since Year 4, the moment we sit down. You may be an accomplished individual but it’s not necessary to dramatically take off your solid gold ring, place it on the table and tell me how much it costs (true story, which he followed up by also showing me his pilot’s licence which was also irrelevant for the role). Remember to be patient and wait for your turn to speak. There will be a chance for you to speak about any relevant achievements you have made.
7. Why are you difficult? I know filling out forms can be annoying and answering competency questions tiresome but, most companies have an interview process. And if you choose to make a fuss “because all that information is on my CV” then you’re just proving to be a challenging, uptight and a demanding person. Who wants to work with one of those!
8. Don’t be like Debbie Downer. If you don’t know who she is click here. I know that interviewing is tough, particularly when jobs in the market are scarce but don’t bring a negative or desperate attitude to the interview. I once interviewed a candidate who was so bitter throughout the entire interview she was muttering things under her breath. I just had to give her constructive feedback – which was to be more positive at interviews. Let’s just say she didn’t take this well and any sympathy I was feeling for her ended there.
9. Robots have no personality. Be human. Yes you need to be professional, but don’t overdo it (I often see this in young Graduates trying to make a good impression). I want to see your personality and don’t need to hear your over rehearsed or textbook answers.
10. Blah Blah Blah Blah. Please don’t waffle. If your answer goes beyond two minutes it’s more than likely I’ll be thinking about whether I feel like fish or chicken for dinner. Be concise and make sure you’re answering the question that has been asked.
Rather than creating the next scene for Wolf Creek 3, prepare and use some common sense and you just might come out the other side alive. Oh and most importantly, you may nab your dream job and create your own Happily Ever After.
Category: Performance, Selection
Tags: achievement, attitude, authentic, Behaviour, candidate, career, challenging, common sense, communication, company, confidence, constructive, culture, employees, employer, experience, feedback, guidance, impression, information, job, manager, office, opportunity, people, performance, Personality, Professional, Research, respectful, responsibility, skills, success, sympathy, Training, workplace