Stepping Through the Employee Lifecycle

Stepping Through the Employee Lifecycle The New Employee Lifecycle: 3 Small Tweaks to Bring Managers Big Change It’s a fact high turnover rates are not only costly to an organization’s bottom line, but also a gut punch to employee morale and company culture. Digital Intelligence Systems, LLC (DISYS), a global managed services and staffing firm with 33 offices around the world, recently launched a new protocol designed to lower turnover rates, provide effective coaching, and continually learn where improvements are needed, through comprehensive employee engagement. DISYS’ Vice President of Global Human Resources, Laura Smith, shared her thoughts and recommendations via e-mail. Her aggressive 2016-2018 goal is to reduce voluntary turnover by 50%. She and her team have spent countless hours dissecting the employee life cycle, carving out touchpoints necessary to enhance the candidate experience, improve the relationship between employee and manager, and further engagement of current and departing employees. “There are key factors that play into the culture within a particular company, and when you are global, these factors are compounded by the influences of local cultural norms. We developed something larger than just another policy. The protocol gives employees every opportunity to be an active participant in crafting their experience so they can shine and advance.” Released in May, The DISYS Employee Life Cycle Protocol (ELC Protocol) encapsulates a strategic, innovative solution to tackling key factors in an employee’s journey: Hiring â€" the candidate experience and internal hiring practices Coaching â€" shifting managers to coaches, introducing a formal mentor program, and a career engagement tool called the Key Impact Success Story or KISS Exit â€" the end-stage of life at DISYS or “What’s NEXT?” Below, Smith shares the key components and strategies behind the ELC Protocol: 1. Hiring “Hiring smarter is a major theme of our new protocol,” Smith said in our e-mail conversation. “Treating candidates the way you would want to be treated is a priority for those involved in the candidate experience.” The candidate’s hiring experience now extends far beyond just a basic interview before selecting a candidate; instead, it’s a high-level initiative Smith recommends any HR team deploy. Hiring managers complete an in-depth job requisition outlining mandatory skills and dependencies. “This forces hiring managers to think beyond the cookie-cutter job description and drill down on what is truly needed for a new employee to hit the ground running,” she said. Next, Smith implements technical and behavioral skills assessments early on in the interview process. Potential candidates are asked to complete one or two assessments, which provides insight into core skills and behaviors. Finalists are also asked to prepare a presentation that helps HR and hiring managers evaluate critical thinking, writing style, and creative approach. She also suggests an interview process that involves multiple team members across disciplines. As candidates move through the behavior-based interview process, feedback is collected that gives a full picture of the candidate’s interview process and creates a data library. 2. Coaching In order to improve retention, coaching is vital! Managers are expected to be honest and transparent with team members. To help develop managers into “Coaching Managers,” Smith employs Situational Leadership II ® theories and training. While this model is new to the company, there are variations on the coaching concept that exist in many companies today. Look into which one is the best fit for your organizations. While coaching is the “soft” approach to employee development, the other critical piece is the creation of performance goals and expectations. Many companies use standard performance appraisals to document and manage expectations. But Smith said, “I wanted to introduce a tool that fosters positive and continuous engagement between manager and employee.” So DISYS joined one of the latest trends in HR and took a bold step to scrap performance appraisals performance improvement plans. Instead, each employee gets a KISS! The “Key Impact Success Story” is completed by employees in tandem with their managers to outline key goals and development paramount to success. Smith said, “KISS encourages a collaborative and engaging approach aimed at success â€" for the employee and for the company.” For peer-to-peer coaching, Smith recommends a Mentor Program. Pairing employees together to facilitate knowledge sharing creates additional avenues for learning and development and fosters company loyalty. 3. Exits or NEXT In many cases, voluntary resignations are a sign the coaching manager has failed at meeting employee expectations or hasn’t acted to correct problems. To combat this, DISYS’ Protocol outlines the steps managers and employees must take when leaving and also includes an extensive exit interview to uncover lurking problems that might need repair. The new formal exit process is called NEXT and includes protocol on treating employees compassionately, fairly, and with transparency. It also includes a formal exit survey. Companies looking to learn more from their mistakes are often well served by an exit interview process that is rooted in empathy and objectivity. In summary, Smith is transforming her HR team to have a stronger customer-service attitude. “We are very proud of the steps taken to ensure we are meeting our business needs and our employee’s needs through this new protocol,” Smith said via e-mail. “The beauty is it remains a living experience and is as nimble as our workforce. As our talent needs change and the culture shifts, so will the protocol. All our people have a voice in how this new program evolves.” Join Dana Manciagli’s Job Search Master Class now and get the most comprehensive job search system available!

Reasons You May Want to Avoid Job Boards for Your Executive Job Search

Reasons You May Want to Avoid Job Boards for Your Executive Job Search Official employment sheets have a reason, yet the odds of you finding your fantasy work from them are low. Investing a lot of energy in your official profile is incredible, yet the most ideal approach to show it isn't really on an online activity board. Hundreds and thousands of employments are posted on work sheets each day. So when you take a gander at the achievement pace of handling a meeting, you will rapidly observe your time and assets can be spent better somewhere else. Here are a portion of the top reasons why you ought to maintain a strategic distance from work sheets for your official quest for new employment. The Job May Already Be Filled Now and then HR administrators neglect to bring down an occupation posting once the position has been filled. It's normal to expect a vocation posting is dynamic, however that is basically not the situation. On the off chance that you've invested a ton of energy in your official profile, investing time scanning and going after non-existent positions doesn't bode well. Sets of expectations Could Be Inaccurate At the point when an organization posts an employment opportunity on an occupation load up, they once in a while utilize a similar posting as they did beforehand, regardless of whether work obligations have changed. Subsequently, you could take your resume to an expert resume composing administration to advance the catchphrases and language, yet it won't much issue. The most ideal approach to know the specific expected set of responsibilities of a position is to really address somebody. Your Executive Resume Could Be Lost Some random official employment posting could get in excess of a hundred candidates. You might be the most qualified official, however in the event that your official profile doesn't have the specific watchwords the organization is searching for, you won't be thought of. It's a lot simpler for your resume to become mixed up in the mix when you go after a situation on a position board. The better choice is to hand your resume to a selection representative at a systems administration occasion. Achievement Rate of Landing A Job is Low At the point when you take a gander at the measure of candidates going after some random job, you can obviously observe your odds of landing the position is low. You have a superior possibility of finding a new line of work in the event that you invest the energy in your LinkedIn profile improvement and associating with HR supervisors or enrollment specialists by means of the LinkedIn stage. Time is basic, so spending it admirably while looking for an official activity will profit you in more than one way. Proficient Resume Services can assist you with enhancing your official profile, regardless of what road you decide to use for your pursuit of employment. While official occupation sheets aren't really the best alternative, we will bolster you and help you however much as could reasonably be expected on the off chance that you decide to utilize them. Don't hesitate to reach us whenever on the off chance that you need an expert resume composing administration to assist you with getting your next activity.

How to Figure Out What You Should Do With Your Life

Step by step instructions to Figure Out What You Should Do With Your Life Occupation fulfillment: We all need it, yet were not actually sure how to make sure about it. Halfway, that is on the grounds that we accept our fulfillment is subject to factors we dont control, similar to the work/life balance at our present association, the manner in which an administrator decides to rouse us, or the particular undertakings our directors agent to us. And keeping in mind that the facts confirm that a portion of the activity fulfillment factors are beyond our ability to do anything about, that doesnt mean we have no control by any stretch of the imagination! Not fulfilled in your activity? Cant very put your finger on why? Heres a snappy exercise many profession mentors use to assist you with getting to the center of what it is you ought to do with your life: What Drives You? What did you long for doing when you were a child? What might you do on the off chance that you didnt need to stress over creation cash? Make a rundown of the abovementioned. You should begin to see shared characteristics as far as general abilities. It should not shock anyone, however those general abilities will most likely be identified with your greatest qualities. What Are Your Natural Talents? What do individuals most acknowledge about you and what you do? What are the one of a kind abilities you have that individuals remark on grinding away or at home? What territories do you exceed expectations in? For instance, would you say you are continually being expressed gratitude toward for your knowledge, objectivity, authoritative aptitudes, and so forth.? What Are Your Work Values? What do you esteem in your work? Do you value the capacity to work autonomously, or is a group domain something you esteem more? Do you incline toward continually learning new abilities, or do you esteem having the chance to truly tweak one specific aptitude? â€" Your joined responses to the inquiries above can control you in your pursuit of employment and will assist you with making sense of if youre on the correct way or way off base. Fortunately regardless of whether you find youve gone off to some far away place, youll now have a guide to get you in the groove again. A rendition of this article initially showed up on the Atrium Staffing blog. Michele Mavi is Atrium Staffings occupant profession master.

Adding Soft Skills to Your Resume - Walrath Recruiting, Inc.

Adding Soft Skills to Your Resume - Walrath Recruiting, Inc. Though negotiable, soft skills are actually an important element to a resume. Conveying your soft skills can be done in a multitude of different ways. Most candidates put them in a special section and list them out. While others list them within their job experience duties. Now what way is best and what skills should you be highlighting? We’re here to tell you! What to Add Soft skills are skills that are acquired vs. taught. They are integral when it comes to fitting within a company and the position itself. Here are some of the top examples that recruiters and employers are looking for right now: Adaptability Problem Solving Creativity Time Management Leadership Attention to Detail If you’re submitting your resume to a specific position, highlight any soft skills mentioned in the job description. Adding the skills reflected in the job description serves a few purposes. One, it shows whoever is reading your resume that you’re an eligible candidate for the job! Second, databases are often scanning resumes for keywords before it even reaches a human. So phrasing your skills the same way as the job listing is important! Formatting Your Skills So how do you go about formatting your skills within your resume? Show rather than tell. Anyone can list out skills that they have. Adding explanations of your soft skills within your previous job experience will differentiate yourself from other applicants. For example, instead of just listing “leadership”, provide an example of a time that you lead a marketing project and it lead to an XYZ result above. This shows your soft skills are being utilized and are effective. Dont add any soft skills that you’ve used once or aren’t excelled in. For example, if you took Spanish during your high school years but never used it again, you probably shouldn’t be including that as a skill on your resume. Recruiters and employers are interested in the skills that you know well!