Guest Article: #SHRM16 Interview with Sodexo’s Global Chief Diversity Officer by Ben

This week I have a treat for you. I had the opportunity as part of my role on the #SHRM16 social media coverage team to interview Rohini Anand, Senior Vice President of Corporate Responsibility and Global Chief Diversity Officer. She will be speaking at the SHRM Conference on June 20th from 2:00-3:15 in case you are interested in seeing her after reviewing this interview.

Ben: Just to get the ball rolling, please tell me about yourself and what you do at Sodexo. 

• I currently serve as the Senior Vice President, Corporate Responsibility and Global Chief Diversity Officer for Sodexo
• I am responsible for the strategic direction, implementation and business alignment of Sodexo’s integrated global diversity and inclusion initiatives, as well as Sodexo USA’s sustainable development, wellness and corporate responsibility strategies
• I also lead the organization’s sustained culture change initiatives, as well as its integration in the overall business growth strategy

Ben: What is Sodexo’s biggest challenge when it comes to diversity and inclusion today? 

• Increasing representation of women and minorities in operations and P&L roles and developing the pipeline for women and minorities within specific jobs and grades in operations
• Influencing and making diversity and inclusion relevant on a global scale in more than 80 different countries, in a geographically dispersed environment
• Maintaining progress while going through major global transformation

Ben: I’m fascinated by your combined roles of social responsibility and D&I. Can you talk about why those are linked and how the two roles interrelate? 

• As a global leader of quality of life services, it is important that the work we do is aligned to the needs of our workplace, workforce, marketplace and community
• Corporate responsibility is key to how we support and strengthen the diverse communities that we serve, both locally and globally
• Millennial talent values organizations that excel in these areas, and as we focus & succeed in our efforts here, it also allows us to attract top upcoming talent to the company
• As we think about things like supplier diversity, workforce development and other community focused initiatives, the D&I and corporate responsibility connection is clear.
• At Sodexo, diversity and inclusion are also encompassed in our better tomorrow plan that addresses our corporate responsibility commitments including our commitments to our employees, the community and the environment
• Therefore, both can be closely linked to the overall success of our organization

Ben: I see on your LinkedIn profile that you have done some research in the area of change management. I, too, am a lifelong student of organizational change. What are some of the keys to successful change you have uncovered in your research and professional experience? 

• I have learned that the use of a Change Model to plan and execute change activities that will positively impact project inputs (budget), outputs (milestones and schedule), and outcomes (sustainable change) is key.
• It is also important to have an effective communication strategy that highlights :

• NEED FOR CHANGE–Capture the nature of and rationale for the change early, and revisit it often.
• CLEAR SHARED VISION–A clear shared vision is foundational; it provides direction and purpose.
• LEADERSHIP COMMITMENT AND BEHAVIOR–Some changes are potentially contentious and others are not. We know that leadership alignment is critical so think about where your change falls in the continuum and determine what you need to do to determine if there are gaps in leadership alignment and see what role you can play in bridging those gaps.
• STAKEHOLDER INVOLVEMENT–Perhaps the most important part of the Change Management process. You need to understand who your stakeholders are, what their concerns are, and potential impacts to them, before you can prepare a change strategy. This is generally where most of the work falls for the communicator.
• SUPPORTING STRUCTURE AND PLAN–A complex change (such as a merger or a major restructuring) may require technical support in terms of creating an organizational design that supports the future state. As communicators, we contribute to such activities, but they are usually owned by HR or other parts of the organization.
• PERFORMANCE MEASURES–In our process of Continuous Improvement, we need to analyze and learn from our activities to make sure that we are driving sustainable change. These are some of the steps that may help you with your next change project.

Ultimately, for us, embedding D&I and corporate responsibility in our organization has been a change management process. The success of this systemic change can be attributed to:

• Defining a clear business rationale and case for change and embedding D&I and CSR in the business growth strategy
• Leadership commitment and role modeling
• Identifying clear outcome metrics and holding people accountable
• A systemic strategy that engages the organization top down, bottom up and middle out

Ben: Out of the dozens of sessions at the 2016 SHRM Annual Conference, why should someone attend yours? What are the key takeaways you want your audience to pick up from your presentation? 

• As noted in my abstract, Synthesizing Diversity and Inclusion; A Critical Business Imperative – In today’s increasingly complex and interdependent global economy, diversity and inclusion is a business imperative that can drive an organization’s ability to attract and develop the best talent, create an engaged and high-performing workforce, and deliver exceptional results for clients and customers.

• To remain competitive, organizations must continually evolve their focus and adjust their strategies to anticipate changing workplace and marketplace demands. Diversity and inclusion is a competitive advantage and should be a fundamental component of any organization’s long-term growth strategy.

• Sodexo is convinced that Diversity and inclusion has a significant impact on business performance. To demonstrate the positive impact, Sodexo will unveil the results of their global gender balance business study and share the correlations to both financial and non-financial performance and the impact on organizations.

Participants will leave the session with the following takeaways

• Recognize the business case for Diversity and Inclusion relative to the attraction and retention of key executives
• Understand key strategies for supporting a culture of inclusion
• Realize how strategic planning related to diversity and inclusion affects end-user outcomes
• Gain a better understanding of why and how gender balance impacts performance
• Support the development of gender balance programs and initiatives at all levels of the organization

• Sodexo’s unique gender balance case study and its results will be shared and provides powerful ammunition for the business case for diversity.
• The results and study suggests that it is not only about increasing your representation of women, but having the best mix of men and women on all teams across organizations
• Gender balance and diversity in general, changes everything—and all for the better. Participation in this session will show how much everyone stands to gain from increased gender balance.
• Details about and findings from Sodexo’s research into gender-balanced leadership teams are available in the company’s recently-released 2016 Workplace Trends Report

Thanks again to Rohini for taking the time for this interview! I enjoyed it and hope you did as well. 

SHRM Session Details

• Synthesizing Diversity and Inclusion: A Critical Business Imperative
• Competencies: Business Acumen, Global & Cultural Effectiveness
• Intended Audience: Senior-Level
• This session will show you how to recognize the business case for diversity and inclusion relative to the attraction and retention of key executives.
• Presenter: Rohini Anand, senior vice president and global chief diversity officer, Sodexo, Gaithersburg, Md.

Article source:Ben - #SHRM16 Interview with Sodexo’s Global Chief Diversity Officer»

Check out more of Ben Uebanks' work at Upstart HR

Guest Article: 6 Things I Learned from (Almost) Strangers That Will Help Make My Life Better by Jennifer Miller

When I attend a business conference, I expect to learn things from the presenters. That’s a given.  There’s another great source of information that many conference participants overlook: one’s fellow attendees. Many people know that networking is an important part of the conference experience, but fewer realize that the true gold of an interaction during conference downtime is not necessarily exchanging business cards, it’s learning from each other.

At the WorkHuman conference this spring, I took a very Zen approach to connecting with people. Each morning before the day started, I sat quietly in my hotel room for a few minutes. I asked the Universe to put in my path the people that I was supposed to meet that day. Then the rest was up to me.

It worked out beautifully. Over the course of three days, I met several fascinating people who had interesting things to share about their world. In turn, I was able to share my knowledge as well, providing information that would be useful to their areas of interest.

Here are things that I learned from people I’d never met (at least, not in person) before. Some of the information shared was business-related, others were more personal in nature. In any case, each nugget of wisdom will help make my life a bit more productive, restful or inspired. I share them with you in the hopes that you will then pass along the nuggets to others. Keep the current of learning flowing!

Music as a way to focus

A gentleman named Rene sat next to me at a presentation on mindfulness. We talked about things we do to help us stay focused. He listens to an audio app that uses binaural beats to help him focus. Fascinating! I’m going to learn more.

An interesting book for developing your career

A chance encounter with workplace psychologist Michael “Dr. Woody” Woodward, led me to discover his book, The YOU Plan:A 5-Step Guide to Taking Charge of Your Career in the New Economy. He says he’s like the “workplace Dr. Phil”, but I personally found him to be way more personable than the celebrity psychologist. He has my version of a dream job: interviewing famous people (think: Michael Strahan and Bill Rancic) about workplace issues.

Finding a way to grow from a traumatic event

During breakfast, I met Michael MacDonald, who specializes in workplace health and wellness initiatives. We were discussing the topic of “grit” and one of our breakfast companions at the table wondered if people could grow through a traumatic loss such as the death of a child. Michael shared with us the concept of “post-traumatic growth”, which I had never heard of. It’s reassuring to know that even the most challenging of life’s circumstances can offer benefit.

Would you want to live a nomadic life?

The last night of the conference, I went to dinner with several folks I’d just met. One of them was a woman who currently is living what she called “a nomadic life.” She was born in Germany, lived many years in Australia and currently works in the United States. Her job requires extensive travel and she hasn’t had time to figure out where she wants to put down roots. So she literally has no physical address. Which, as you can imagine, causes some interesting challenges. Her situation caused me to reflect on the gratitude I feel for having a “home base” to return to after I travel.

The beauty of NYC in unexpected places

After years of tweets, Facebook posts and emails, I finally got to meet Victorio Milian in person. Although technically not a stranger, I’m still including him in this post. Victorio lives in New York City and he gave me the fabulous photo (see image above) that he took of the Spanish Harlem neighborhood of NYC. Victorio told me he loved the graffiti-style message on the wall, which was done by a New York artist. I very much appreciate learning from my colleagues who live in such a culture-rich place as NYC.

The benefits of Newport, Rhode Island as a vacation destination

During dinner on Monday night, I sat across the table from Jennifer Payne, an HR practitioner and editor at the WomenofHR site. She vacations frequently in Newport and was able to give me the rundown on several fun places to see and visit. I had no idea! I only know about Newport due to its gorgeous mansions that overlook the Atlantic Ocean. But there is so much more to do. ABC News called the resort town one of the “most beautiful places in America.” Clearly, I need to make a trip out east!

Have you attended a conference or a meeting lately at which you gleaned useful information beyond what the speakers at the front of the room offered? Please share in the comments.

 

Image credit: copyright 2016, Victorio Milian

Article source:Jennifer Miller - 6 Things I Learned from (Almost) Strangers That Will Help Make My Life Better»

Guest Article: Meet the new CEO of the RCSA (Aus & NZ): Charles Cameron by Ross Clennett

Last month the RCSA announced the appointment of a new CEO; Charles Cameron. Charles replaces Steve Granland, who resigned in late 2015. Charles took some time out from his very busy first month in his new job to answer a few of my questions. Ross: Welcome Charles, tell me a little about your background prior to joining the workforce on a full time basis. Charles: I grew up on the
Article source:Ross Clennett - Meet the new CEO of the RCSA (Aus & NZ): Charles Cameron»

Check out more of Ross Clennett's work at hisblog

The Importance of Talent!

To remain competitive in the current business climate, you must attract, develop, nurture and inspire talented employees to ensure they remain within your company to meet current and future demands.

It is no longer enough to identify talent once they have been hired and worked for your company for a period of time.   

Identifying talent must begin with the detailed assessment of applicants during the selection and recruitment phase. It is at this time that desirable competencies and skills such as the ability to influence, divergent thinking, problem solving abilities and a strong motivation to learn and be successful will become apparent.

Talented individuals are driven. They want to achieve the best results in the most efficient way possible and often view challenges as opportunities to think more innovatively. Top performers are motivated by others like them, leading to stronger collaboration and higher-functioning teams. This fosters a bolder vision for your organisation and will impact the bottom line in a beneficial way.  Imaginative ideas which facilitate business growth and customer satisfaction will create enhanced productivity and profitability. This underscores the importance of attracting talent. If you can match such desirable qualities with the right position and align a team of like-minded thinkers, business outcomes will improve exponentially. 

First step! Discover what engages high performers so you can create an environment that is aligned to their needs and elicits their best qualities.

Research has found the factors which impact high performers the most are:

•             Employee autonomy
•             Risk Taking
•             Tolerance of mistakes
•             Open Communication
•             Good supervisory relationships
•             Education and training opportunities

Second step! Identify the organisational factors which influence an organisations ability to retain top performers. Research has highlighted that factors associated with retaining talent are:

•             A change driven organisation culture

•             High degree of organisational flexibility

•             Agile and innovative work culture

•             Strong leadership and vision

A final remark! It is possible to train an employee on any product or service. You cannot train someone to have integrity, resilience, self-confidence and work ethic!  So consider how you might assess the presence of such attributes reliably and objectively during the recruitment process. 

The two most favoured approaches are via interview or personality assessment, but with them emphasis on reliably and objectively, it may be more defensible to gather such data as strong hypotheses via a personality assessment and then validate these competencies via structured interviewdo yourself and your business a favour and start incorporating personality assessment into your recruitment strategy. The benefits of gaining talented employees will help your organisation stay aligned and to the organisations strategic mission!  

As in the organisation may well have decided what competence achieve success and set it apart from competitors, whilst the HR strategy might be to align a competency based HR approach with the corporate strategy.

Guest Article: Brand Champion? I Don't Think So by Jay Kuhns, SPHR

One of the core components of an effective recruitment marketing strategy is that leaders in the organization are actively engaged.

When I say engaged, I mean actually doing things...not just offering "support" during monthly recurring meetings. They have to be brand ambassadors.

Yes, the leadership. Not the HR staff. Not the Marketing staff. Not a 20 year old college dropout who "knows how to do social media."

You have to do it.

Leader Brand
Now that social media dominates the world of work (yes it does, whether you like it or not), your brand as a leader is not only important, it has already been established and is public.

What's that? You say you aren't active on social media so it's impossible for you to have a leader brand? Sorry...your absence says something very powerful about your brand...

...you don't have one.

The good news is that it's easy to get started:

- Spruce up your Linkedin profile (good pic, copy and paste your resume)

- Open a twitter account (use the same pic from your LInkedin account)

- Download snapchat. (it won't kill you...and everyone you're going to hire in the next 10 years is using it every day)

Content
Here's a little secret that will help transform you from zero-to-hero so you can finally start practicing what you preach. Your organization already develops content and pushes it out through the organization-wide marketing social media channels. This content has been vetted, approved, and is already out there.

You don't have to ask for permission, or worry about what you're posting. Just share, retweet or post it on your accounts.

Done!

Content drives engagement. Content highlights the amazing people in your company. If you're not sharing your own organization's content, you clearly are embarrassed about where you work, right? Otherwise, if you were a real brand ambassador, you would be sharing as much as you possibly could.

Are you with me?

How About You
It's time to back up all that talk at the annual years of service banquet about how "incredible your people are." Annual praise is empty. Start leading in the 21st century and set yourself apart from the competition. You'll be amazed at the results.

I'd love to hear from you.

No Excuses.

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Article source:Jay Kuhns, SPHR - Brand Champion? I Don't Think So»

Check out more of Jay Kuhns' work at No Excuses HR

Guest Article: HR Certification Trends: An Interview with the CEO of HRCI by Ben

One of the most popular posts I’ve written all year was dedicated to the HR certification decision facing today’s HR pros. I decided to take it a step further and reach out to some people to discuss the behind-the-scenes pieces of the HR certification world. Today’s interview is with Amy Dufrane, CEO of the Human Resources Certification Institute. I hope you enjoy!

Ben: First of all, I want to thank you for “walking the talk,” because I see that you have your SPHR certification. That’s a great example for the HR professionals out there to see and follow. Tell me a bit about your background and what led you to your current role as the CEO of HRCI. 

Amy Dufrane: I joined HR Certification Institute in 2011 as Chief Operating Officer and was named CEO in December 2012. Before joining HRCI, I spent more than two decades in human resources leadership roles at  organizations such as the Municipal Securities Rulemaking Board, where I served as Chief Human Resources and Administrative Officer; The Optical Society, where I headed up major talent retention and employee satisfaction initiatives and served as an advisor to the CEO and senior team; and Marymount University, where managed day to day HR office operations; and on the corporate side in HR at Bloomingdales.

In addition to having my SPHR, I also hold a Certified Association Executive (CAE) from ASAE, as well as an MBA and a MA in Human Resources from Marymount and a doctorate in Educational Leadership from George Washington University. I’m equally proud of the work I do outside of my day job which includes serving as a commissioner for ICE; an Advisory Board Member with the Columbia Lighthouse for the Blind; an Advisory Board to the WorkCred an affiliate of ANSI; and an active volunteer with the HR Leadership Awards of Greater Washington.

Ben: Talk to me about competency-based exams. I hear this term often and it seems to be confusing for the general, in-the-trenches HR pro. Different organizations throw it around and I want to make sure it is understood.

Amy Dufrane: I’m really glad you asked me that because there is some confusion where the use of the term competency-based exams is concerned, and I’m happy to clarify how professional competency is — and has always been — at the core of HRCI’s portfolio of credentials.

In the simplest of terms, competency speaks to having the proficiency, mastery and the judgment to successfully perform tasks and navigate situations. In fact, for the past 40 years, all of HRCI’s exams, known as the HR industry’s gold-standard for their rigor and relevancy and how widely respected they are, have always required candidates to draw on the various levels and types of professional experience and expertise that serve as a prerequisite for the certification exams.

Maintaining the rigor and relevancy of our certifications and exams is job #1 at HRCI and is an ongoing process. Twice a year, 200 highly experienced HR professionals across a spectrum of backgrounds – from senior HR professional to university professors who teach business, organizational behavior and HR management – meet to update exam content and draft exam questions. Then the questions/exams are subjected to peer review and pilot testing by hundreds of candidates. Bottom line – HRCI exam content is designed by seasoned HR professionals who are actually doing the work, in the field, facing a full spectrum of emerging and perennial issues in real world situations. And that’s what makes for a competency-based exam.

To illustrate even further, let’s look to air traffic controllers. At major airline hubs and small-town airports alike, the air traffic controller keeps the planes moving. To land a spot in the control tower, applicants have to clear a series of tests to prove split-second precision in one of the most high-stakes environments in any workplace. We like to think that those who have achieved a certification through HRCI enjoy a similar status within our profession, precisely because of the rigor of the certification process.

Ben: I see that the aPHR was launched recently. Can you comment on why HRCI created this level and what the reception has been from the market? 

Amy Dufrane: We created the aPHR to expand our offerings to have full spectrum options for HR professionals, from the start of their HR careers through the most senior levels, no matter where in the world they practice. Holding an aPHR tells employers you are committed to excellence and gives you a competitive advantage when seeking a new job or a promotion. In short, the aPHR sets you on a path for career success from the start.

Specifically, the Associate Professional in Human Resources™ (aPHRTM) is a perfect option for individuals planning a career in the competitive and increasingly complex field of human resources starting with college students pursuing an HR degree, those serving in HR support roles or who have HR responsibilities as part of their roles (eg, line managers), as well as the substantial number of military personnel in HR roles who are seeking professional development or would like to transition to a civilian HR role.

The aPHR was designed to demonstrate a high level of understanding of the fundamentals of HR and help individuals achieving this certification stand out among their peers to prospective employers. As such, the aPHR exam focuses on the fundamentals of HR principles and practices including recruitment, HR development and retention, compensation and benefits, employee relations, and health, safety and security.  And while there are certainly other options available such as earning a graduate degree in HR either in a traditional classroom setting or online, certification is both a less costly and quicker to achieve option and carries with it the respect of HRCI’s “PHR family” of certifications.  

I’m pleased to say that the response to the aPHR pilot test period has been overwhelming, with registrations being double what we expected. The aPHR pilot exam will be administered in May, and registration opened in April for the first full testing period which will take place November 2016 – January 2017.  Initial applicants skew heavily in government, health, professional services, manufacturing, finance and retail.  Exactly as we suspected.

Ben: It seems like HRCI has grown its partnerships and extended its reach in numerous directions in the past two years since the break with SHRM. It might be that these actions are just better publicized, but I think many people only associate HRCI with certifications and not broader business impacts. Can you speak to some of the areas HRCI is exploring so the audience has a picture of the organization’s impact on the space?

Amy Dufrane: Yes we have and so glad you noticed! As I mentioned earlier, our mission is to advance the HR profession and of course one way we achieve this is by offering the gold standard of certifications around the globe. But you are right, HRCI has been very active on the partnership front as we think this is a critical time for the industry as HR truly has achieved a “seat at the table” and HR professionals are expected to prove ROI and demonstrate impact on organizational performance and success each and every day.

There are so many things I could discuss with you here but I will focus on three main ones.

1. First, last year (2015) we published the results of a large-scale study conducted by an independent third-party research organization (conducted in 2014) that took a deep dive into the value of certification in order to demonstrate and quantify the value of certification from the perspective of individual certificants – that is, the HR professional him/herself – and that of their supervisors. I could go into all the details, but the bottom line is that the study was able to prove and quantify that HR professionals who are certified (and more specifically, who hold either the PHR or SPHR) have higher annual income, higher career satisfaction, greater career potential – and most critically, are more often employed – than their non-certified peers. Feedback from supervisors of HR teams, found certified professionals perform better, have greater expertise and are more strategic: Two-thirds of supervisors of HR professionals surveyed said their organization prefers to hire HRCI-certified professionals for at least some positions and 1 in 5 supervisors said their organization requires certification by HRCI for some or all HR positions.
2. This year, we conducted joint research with one of our newest strategic partners, Top Employers Institute, looking at the impact of HR best practices and business performance. The research showed that better business performance – as demonstrated by higher stock performance, greater compounded revenue growth and more favorable perception of companies’ employer brand – is correlated both with company-wide certification of HR best practices and with the employment of a proportion of HR-certified professionals. Specifically,  we found  that organizations employing  more than five HRCI-certified individuals had:
   1. 50% higher stock performance,
   2. 25% greater compounded revenue growth rates, and
   3. Higher Glassdoor ratings
3. As our research and strategic partnerships have expanded in the past 1-2 years, so has our ability to more quickly react to the needs of the HR market both domestically and internationally. The three key areas we have been able to support both businesses and the HR professionals that work there are:
   1. Brand Visibility: To help global employers more easily spot an HRCI-certified HR leader, we rebranded our international exams to carry the PHR core name.  Now those exams are PHRi and SPHRi and our certificant holders are thrilled to see the most respected certification brand letters across the globe.  The launch of digital badges for all of our certifications last year also helps HR professionals proudly show their credentials, but has a link for employers to quickly validate the valid dates of the certification.
   2. Buyer Experience: Making it easier for employers and HR professionals to buy a wide variety of exam preparation materials, second chance insurance and the exam you need all at once and for a discount, has eased the burden of multiple transactions.
   3. Breadth of Offers:  With the launch of the aPHR and the addition of organization-wide certification through our partner Top Employers Institute, we offer the full spectrum of options for an organization to validate their use of best practices throughout an organization.  In addition, we have greatly expanded our recertification or continuing education options through our vast network of approved providers.  This not only helps our certificants, but gives organizations of all kinds and sizes the opportunity to expand THEIR market to include the highly sought after HRCI certificants that help the HR community thrive.

The main message, Ben, is that HRCI is maintaining and building on its 40-year history of offering HR certifications around the globe and we are expanding on our commitment to advance and demonstrate the value of the HR profession.

Ben: That’s really exciting to see actual business results tied to the certification side of things. The justification for getting your PHR/SPHR is greater than ever! Very cool. 

In some of my conversations with those that have been certified for many years (back when paper-based exams were used), they comment that the PHR/SPHR were mainly knowledge tests. However, I earned my SPHR in 2015, and I remember many questions that were highly strategic and/or written in a way that required an understanding of the complex relationships in a business operation. There was no way to “cram” or study for that–it required insights that come from years of experience in the field. What would you say to those people about how the exams have changed over time? 

Amy Dufrane: First, let me say congratulations and glad to see you have kept your certification current. As I said before, our exams have always required a level of insight and ability to make judgment calls that can only be gained from direct experience in the field. And, again, that goes back to HRCI’s 40-year history of providing certifications that are developed by HR professionals for HR professionals, that has our family of certifications consistently respected and in high demand due to their rigor and relevancy.

And our exams are constantly updated to stay current with what’s happening and with what’s emerging in the profession, so it’s not the case that HRCI’s exams have changed “over time” but rather they change in “real time.” Again, we do this by working with hundreds of subject matter experts each year, who are actually doing the work, in the field and around the world, facing these issues in real world situations, to review HRCI and expand exam content to maintain that currency and relevancy.

Ben: Not to hold you to anything, but let’s dream a little. What do you see as the future of certification for HR professionals? Will it always be a timed test, or could there be experiential elements or other innovations to make it more of a true picture of quality and efficacy of HR business practices? 

Amy Dufrane: Ben – at HRCI we have little time to dream with all the new products, partners and opportunities we are pursuing every day!

However, as businesses become more and more complex; and continue to expand into the global market, we are already seeing evidence that HR certification is becoming a requirement to practice HR in many countries. And, given the trend being driven by the Internet of Things, users are demanding a more immediate and simplified way to access the most complex of needs.

There are already experimental ways of testing in new locations and with new testing elements to keep the user engaged and able to view a scenario versus read one – to monitor their response. HRCI has many possible irons in the fire and is driven to stay on the cutting edge of moving the HR industry forward…whatever that may look like in the next 5 years!

—–

I’d like to thank Amy and her team at HRCI for being responsive to this series of questions and for taking the time to respond to them appropriately. I’m more excited about certification than ever before, and I hope that you are as well. If you have questions, comments, or other ideas, feel free to comment below. I’m going to keep the team at HRCI in the loop so they can respond if they feel the need. You can learn more about the organization at HRCI.org.

Article source:Ben - HR Certification Trends: An Interview with the CEO of HRCI»

Check out more of Ben Uebanks' work at Upstart HR

Guest Article: Catatonic by Jay Kuhns, SPHR

I'm a big believer that leaders need to speak up. Not some of the time...not once in a while...but all the time. This is particularly important when someone is being attacked unfairly.

But it's politically treacherous, right?

...breath fast...

Get Me Out of Here
It often begins as a veiled attempt at humor. A sharp comment during a meeting that appears to be well-intended. But then it continues...and feels different when the next comment seems to get more serious.

The impact triggers the same set of emotions every time.
- awkwardness, nervous laughter, eyes darting around the room
- then, as the behavior continues, all eyes focus on their phones or the floor

You now sit quietly and feel as if you are stuck between the aggressor and the victim.

...no sound...I feel you near...

Time for Action

Allowing these behaviors to continue in your organization (or mine) is a catastrophic leadership failure. 

There is no other way to describe it...hide it...or sweep it under the carpet. 

If you believe the hours of wordsmithing you've done to build your values statement were worth it, then you have to live those values through action.

Even when senior leaders act like jerks.

...heart pounds...but nothing moves...

How About You
When was the last time you experienced one of these awkward moments? Did you stare at your shoes or check your email?  Guess what? The person on the receiving end of the behavior was desperately hoping you would speak up.

Catatonic.

I'd love to hear from you.

No Excuses.

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inspiration
Article source:Jay Kuhns, SPHR - Catatonic»

Check out more of Jay Kuhns' work at No Excuses HR

Guest Article: The Power of Living in the Moment by Jennifer Miller

It was Day Six of my eight-day out of town trip, and back at home, my preteen daughter was trying to keep it together. She had been sick for several days, with a fever spiking to 102 degrees. Her sixth grade class was going through state testing for math, reading and science so her teachers were [not so] calmly trying to prepare the kids. And to top it all off, there were some “friend issues.” (Which is often a daily occurrence when you’re that age.)

During our nightly check-in via the phone, I could hear her, trying to gather herself as she told me about her day. She did a remarkable job of staying calm and focused. And then, it all became too much and she began to cry.  As we talked, it was clear that the issue that most concerned her was that of her friends. The school year was drawing to a close and she was forecasting what the next school year would look like. This coming fall, she would enter a new school building as a middle schooler. Would she have the same friends, or different ones? Would her new friends like her? What if none of her current friends would talk with her next year? She had convinced herself that her social life as a middle schooler was coming unraveled due to a few squabbles in her current situation.

So we talked about the concept of “not borrowing trouble”—that thinking right now about a bad thing that might happen in the future wasn’t at all helpful. I assured her that she was up to the task of dealing with her current friendship situation, and everything else would work itself out all right before September. After a while, she felt better and we ended our call.

It’s interesting how our personal and work lives often intersect in unexpected ways. The following day, I attended the final day of a conference called WorkHuman. (I’ve written about it here, here and here.) The keynote speaker that day was Michael J. Fox (of Family Ties, Back to the Future, and Spin City fame.) During his keynote, which was an informal interview-style “conversation” with a moderator, Fox talked about the debilitating effects of projection. “So much of what we do in life is projection—we imagine the worst case scenarios of what’s going to happen to us in the future,” he told us. Fox said that all of this “projecting” of what will happen robs us of our ability to stay in the present and deal with our current situation. Plus, he added, if the worst case does actually happen, “well, then you’ve lived it twice.”

It was like a lightning bolt of awareness zapped me right as I sat in the conference ballroom, listening to one of America’s most beloved actor-turned-activists.  This is exactly what my daughter had done the previous night: she had projected an elaborate story, of what “might happen,” replete with dire consequences. (“I’m not gonna have any friends next year, because everyone’s mad at me now!”)

Who among us hasn’t enumerated all the terrible things that might happen in the future, because at the moment, things aren’t going too terribly well? To hear someone who has grappled with the very real challenge of early-onset Parkinson’s disease really put it into perspective for me. If Michael J. Fox can find a way to deal with the physical challenges of a destructive neurological disease (which are in fact, a certainty), then surely, I can face down whatever perceived troubles might (or might not!) come my way.

And what’s more, I can teach my children to do the same. Because Mike Fox is right: nobody needs to live through a worst case scenario twice.

 

Photo credit: Asja Boros

Article source:Jennifer Miller - The Power of Living in the Moment»

Guest Article: Rec-to-recs: the verdict is in (they still have a future) by Ross Clennett

My blog three weeks ago about the future of rec-to-recs, drew a spirited response from a number of people, both rec-to-rec practitioners and rec-to-rec customers. Here are my major conclusions: 1)   Rec-to-recs still have a valuable role to play As Davidson Director of Growth, Rob Davidson, said "I'm a rec-to-rec-fan. They play an important role. We have had some good success with Vibeke
Article source:Ross Clennett - Rec-to-recs: the verdict is in (they still have a future)»

Check out more of Ross Clennett's work at hisblog

Guest Article: May Carnival of HR Hosted by @stelzner by Jennifer Miller

This month’s Carnival of HR is hosted by Mark Stelzner of Inflexion Advisors. Mark is one of the first HR colleagues I met on Twitter in 2009. He’s been a wonderful mentor over the years and I finally got to meet him last week (woohoo!) in person. Fun fact about Mr. Stelzner: he used to do radio voiceovers. If you look up the word “mellifluous” in the dictionary, a picture of him speaking would be next to it.

As an introduction to the HR Carnival, Mark shares a delightful story of his youthful carnival experiences. It’s a story of perseverance in the form of a driving will to replace a dead goldfish. Then, it’s on to the Carnival, in which 14 bloggers and HR professionals share their expertise.

You’ll read stories about:

• Measuring engagement via social interaction
• Signs that your employees are on the verge of leaving your company
• Planning for long-term HR system success
• The four dimensions of trust

So go on over and check out The Carnival of HR – Pick A Prize.

Article source:Jennifer Miller - May Carnival of HR Hosted by @stelzner»

Stop! Read this before accepting a new job!

Many of us have experienced the feeling of utter relief and happiness when after a period of job hunting we are finally offered a position. For many of us, in our desperation for a new position we choose to ignore the red flags our potential employers may be holding up. When offered a new position, it is our natural inclination to accept. Take a step back for just a moment and remind yourself that most of our waking lives are spent at work. Given this, just like you would before investing in a new car or house, we should read the fine print of our work contracts and do some research before signing on the dotted line!

First thing first- ask questions! You are completely entitled to ask important questions such as “what is a typical workday like?” or “do you see any major strategy changes or reporting relationship changes in the near future” and “will I be expected to communicate after hours and on weekends?”

It is for your own benefit to understand what is expected of you before taking a new position. Some people don’t mind working after hours or on weekends and there has been a recent shift from typical ‘nine to five’ work to more flexible working arrangements (and longer hours in some cases!) If you are someone who likes to leave the office at 5pm on the dot, or if you have outside work commitments such as looking after children or parents then be up front with this information so your boss is aware can subsequently make more informed decisions.

Ask how you will meet your new colleagues and work team. This is particularly important if you are taking on a new position as a manager. Establishing rapport with your team is essential to your success in your new position and will make yourself and team members feel more comfortable with the change! It doesn’t need to be an extravagant event; a simple meeting in the conference room over coffee and some biscuits will suffice!

Understand the short-term and long term priorities of the position. By the time you have accepted the job offer, you should be able to set strategic goals to achieve within the first 30 days, as well as the next three months. Once you have an understanding of the high priority tasks and projects, have a conversation with your boss to ensure you are on the right track and get stuck into it! Demonstrating that you have the ability to be organised and strategic and showing that you are committed to producing work aligned with the objectives of your organisation is really important when you are just starting off in a new position.

Make sure all the details are covered. This is your stop and think moment! Sit down with a cup of tea and go over in detail your offer letter, contract and other information regarding your salary, bonus eligibility, benefits and any other significant terms related to your employment. This is the perfect time to ask any questions or clarify information. Or if you are feeling very brave- negotiate your terms!

Last but not least… Ensure your new position meets your needs. Is there room to grow professionally? Will you be eligible for promotions? You do not want to take on a job only to realise that it is stagnant position.

Ultimately, by researching, asking intelligent questions and being curious about your new position you will gain the confidence required when choosing to accept or decline your new position. If you do sign the dotted line- fantastic! You will feel more prepared and understand your working environment to a greater extent which will relieve those first day nerves. 

If you choose to decline- well done! You have clearly taken the time to re-assess your fit within the organisation and by doing the research you have given yourself another fantastic opportunity to find a job that suits your needs and career aspirations!

Guest Article: Squads and Loyalty by Jay Kuhns, SPHR

Many of us have jobs. Some of those jobs are pretty good...some are brand new because we're new to the world of work...others are at an in-between-stop along the journey...

...and a select few have something completely different.

Your Squad
Success is often achieved through hustle, grinding, and hard work. This is true! There are no shortcuts. However, success is never achieved in a vacuum. The people you trust and allow to be part of your inner circle will define your future.

Think about that for a second...the people you trust will dictate whether you are successful or not.

Your squad means everything. I may be the luckiest person working today, because the team at work combined with my squad has opened up my world in ways I could never have imagined.

Loyalty
The result of recognizing the support you have behind you is the ultimate prize every employee engagement guru strives for...

Loyalty.

"How many of you are actually loyal to the organization your work for? What does that look like? How do you talk about, defend and promote your company?"

How About You
One of the often overlooked benefits of loyalty is the confidence you feel to do your job. When we know our organization has our back, and the team around us is helping us do good work we break through to a new level of performance.

So...who's on your squad, and what does that mean to you?

I'd love to hear from you.

No Excuses.

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Article source:Jay Kuhns, SPHR - Squads and Loyalty»

Check out more of Jay Kuhns' work at No Excuses HR

Guest Article: Michael J. Fox’s Life Lessons on Work, Optimism, and Choice by Jennifer Miller

“I’m going to a conference next month and the keynote speaker is Michael J. Fox.”

“Cool! Although, I just saw on Facebook that his health isn’t very good. I hope he’s able to make the event.”

Such was the conversation I had several weeks ago with a friend. I’d seen the post about Michael J. Fox on Facebook as well and hoped it wasn’t true. A bit of investigative work on my part revealed nothing reported (besides the “news” on Facebook) so I was hopeful it was just a rumor.

I’m happy to report that Mike Fox is healthy and still wowing audiences wherever he goes.

And, he’s taking on those scurrilous reports to ensure that people know he’s just fine, thank you. Apparently, the Globe magazine had to retract their reports of his failing health and Mike took to Twitter to announce it:

Don’t mess with Marty McFly.

As for the conference where I saw Michael J. Fox?  It was Globoforce’s WorkHuman event in Orlando, Florida. Fox spent 45 minutes talking with moderator Julie Zadow about optimism, hope and gratitude. Regrettably, we weren’t allowed to take photos. But I did take copious notes, which I want to share with you. Because his talk was beyond inspiring; it was transforming.

First of all, you need to know that the conference was about “bringing humanity back to the workplace.” The conference organizers talked a lot about helping people “do the best work of their lives.” The majority of the conference attendees were either in a management role or a human resources capacity. In that context, it might be difficult to connect the dots between an actor/author/activist and the lofty goal of making work more human. Because I was there, I can make the connection for you. So here goes. Here are four life lessons Fox shared with the audience, and a food-for-thought question from me to help you consider your life as it relates to Mike’s message (Yeah, I kinda feel like we’re on a first-name basis now.)

How a tree helped him frame his optimistic viewpoint.

Fox told the following story: Years ago, he went on a hike. The tour guide pointed out some very poisonous plants along the trail, saying, “This tree has red sap, don’t touch it. It burns.” Several paces down the trail, the guide pointed to a different tree. “See that tree? It has black sap. It heals burns.” Fox said that this story was a good metaphor for a person with an optimistic point of view: there’s always another tree down the road to help you with your challenges.

Food for thought: Think about challenges you’ve encountered that initially stymied you. What did you find, “further down the road” that helped you overcome that challenge? How has the “black sap tree” shaped who you are today?

Choice and circumstance.

Fox said when he was diagnosed with early onset Parkinson’s disease in 1991, he had a choice. He could choose to go down a “dark path.” But he chose not to. “Whether it was optimism or self-preservation, that’s just what I chose.” Life, he said, is about circumstance and choice. If you make the right choices, given your circumstance, you’ll be fine. “I’ve accepted what my life is and then moved on” he said.

Food for thought: Under what circumstances do you make the choices that work out best for you? Is there a pattern?

On doing your best life’s work.

Fox talked about his acting, saying that when he was diagnosed with Parkinson’s, his doctors gave him ten years (“tops”) to continue acting. He mused, “But you know, what I love about the ‘work’ of acting is that after those 10 years – that’s when I got really good. I couldn’t rely on my old acting tricks, like ‘shocked expression #365.’ My acting now relies on my humanity and it’s some of the best work of my life.”

Food for thought: When have you done the best work of your life? If you’re not doing it right now, then how can you bring a little bit of your “best” self today? Not for your employer, but for you?

There’s always a way to find gratitude.

When asked to share some of his life lessons, Fox pointed to gratitude. “Just be grateful,” he said. And then, with the sly wit that we’ve loved for so many years, he added, “If there’s things you don’t like about someone, just be grateful that you’re not them.”

Food for thought: Think about people that have been bugging you. Is there a way you can use Fox’s suggestion to, at a minimum, be grateful that you aren’t “that person”?

 

Article source:Jennifer Miller - Michael J. Fox’s Life Lessons on Work, Optimism, and Choice»

Guest Article: Millennials Scare You Because You're A Weak Leader by Jay Kuhns, SPHR

Enough is enough.

You are embarrassing yourself and your organization. You are proving to everyone that you don't deserve to lead because you sound like you are still wondering why Pickett's Charge failed.

Is this really the first time in your career you've had different generations of employees working for you?

Stop whining about millennials.

Forever.

You Are Not A Contemporary Leader
It seems I can no longer get through one day without hearing "leaders" lamenting about millennials and how to manage them in the workplace. Are you kidding me? There have been multiple generations in the workforce since the first row of corn was planted thousands of years ago. 

The problem has nothing to do with the birth date of the employees we are all hiring. The problem is 100% the responsibility of leaders who use Gen Y as an excuse to avoid their own failings.

It is 2016. Have you kept as current with new communication / branding / and social tools as you do with your "monthly professional journals?" Good Lord, I hope you aren't actually waiting a month to stay "current!"

If you are afraid to jump into the 21st century that is not the problem of your younger employees. Admit you are afraid...that you have no idea what is going on...and start learning! 

Haven't you all proclaimed that you lead a "learning organization?" How about you start backing up your empty jargon-filled-HR-speak and catch up to the rest of society?

The Secret to Every Generation
Here are a few insider tips to help you get started on your new journey:

1. New generations bring energy, fresh perspectives and new ideas to the workplace.
2. Every generation wants a good job, a good boss, decent pay, and a chance to have a life outside the cube.
3. These haven't changed since the dawn of time.

Unfortunately you're still trying to position yourself as leader by describing the challenges of millennials, instead of just leading. It's as if they are a protected class all of a sudden.

How About You
Am I being too harsh? Don't care.

Should I stay quiet and follow the classic leadership approach of always being positive about others in leadership?

No. Freaking. Way.

I'd love to hear from you.

No Excuses.

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Article source:Jay Kuhns, SPHR - Millennials Scare You Because You're A Weak Leader»

Check out more of Jay Kuhns' work at No Excuses HR

Guest Article: How to Lead Volunteers: 3 Lessons from My Experience by Ben

Leading volunteers is not always an easy job. Unlike employees, they are hard to fire and they may or may not be motivated enough to give their best efforts. But sometimes the magic happens, and you get the best people with the best skills supporting you in a volunteer capacity. That’s what happened last week, and I want to share some of the lessons for the rest of you.

Nikki (left) has been my co-director since the original event in 2013

Last weekend I participated in an event that has been going for four years now. The Light Up the Night 5k race was held Friday night at 11:59pm to benefit the Carpenter’s Cabinet, a local food pantry supporting those in need. I started the race four years ago with my co-director as a way to get people more active and to partner with a local charity as part of a local outreach effort at church. It is always a great event supporting a worthy cause, and every year the planning team and I pick up new ideas, tips, and strategies to make the race better. This year was no different. Looking back, I actually see some crucial leadership lessons that are worth sharing. Oh, and in case you are wondering, these can work with your employees, too!

Lesson One: Align Strengths to Tasks

A challenge in recent years is having the right volunteers supporting the right pieces of the course. This year was even more critical, because we had to change the course last minute due to some road work on our main route. This meant that we needed 2-3 volunteers with the ability to do more than just clap and cheer–they needed to set up key points (water station, turnaround, etc.) and motivate people at the same time. When selecting the people, I looked for those with some real-world experience with managing basic logistics and a great attitude.

While all of the volunteers that helped were appreciated, those few were the ones that made my job much easier because I knew they could handle the responsibilities without issue. The work takeaway: make sure you’re delegating to peoples’ strengths and then get out of the way.

Lesson Two: Contribute Strategically

I have always been stretched by the limited number of volunteers, and that forces me to jump into the fray for various tasks that could have been handed off to others with the right training and time (both in limited supply when the race is ten minutes away!) However, this year we were able to secure enough volunteer support that I spent most of my time managing the finer aspects of the race from finish line design to simply chatting with racers and trying to create a great experience for everyone involved.

This doesn’t mean I gave away all of my tactical responsibilities, just like you can’t give away 100% of your tasks at work. Some things you just have to do. It just means I was able to pick the ones that were urgent and important, handing off the others to my team so that my focus didn’t waver.

Lesson Three: Lead by Example

This is not new, and it might not be particularly exciting for you, either. But it works. I have been planning and preparing for this race since March, when I started leading a Couch to 5k running group to prepare people that wanted to train for the race. Since that first practice, I have been working to secure resources, organize details, and prepare the best possible race for our participants.

It’s easy to think that doing the “little” things might be beneath me after all of this preparation and my years of supporting this, but that certainly isn’t the case. From filling the water jugs to helping with registration, there is no task too small. The benefit of that is twofold: first, if I need anyone else to do it, I can explain it since I’ve already done it at least once; second, others see me leading by example and know that they need to give it their all as well.

This isn’t a chance for me to toot my own horn. I don’t spend hours preparing for the Light Up the Night 5k just to get a pat on the back or to collect a check. I am doing it because it’s what I am called to do, and I am blessed to have the opportunity to serve others. I have a great team that supports the race as well, and they do an incredible amount of work to pull it off every year. I’ll wrap up with a verse that sums up my thoughts simply:

Happy is the generous man, the one who feeds the poor. Prov. 22:9

Article source:Ben - How to Lead Volunteers: 3 Lessons from My Experience»

Check out more of Ben Uebanks' work at Upstart HR

Guest Article: 6 Reasons Why #WorkHuman 2017 is a Must for Your Leadership Team by Jennifer Miller

WorkHuman Executive Director Julie Zadow welcomes participants to the event

They had me at “make work more human.”

I’ll admit it, I was already sold on Globoforce’s WorkHuman 2016 conference before I ever set foot in Orlando. Word of the inaugural event in 2015 had spread like wildfire in my HR community, with many of my conference-weary colleagues proclaiming this event one of the best—if not the best—conferences they ever attended. High praise indeed.

You might expect me to groove on a conference that exhorts leaders to “create work environments that allow people to do the best work of their lives.” After all, I’m a writer who covers leadership and workplace issues. I had a suspicion that many people besides freelance writers would benefit, so as I moved through the two and a half days of the event, I was continually assessing: would organizational leaders find value in this conference as well? I’m giving this conference a resounding “yes!” And not just for your HR leadership team; all members of your leadership team—from the front line to the senior team—would benefit.

Here are six reasons why:

It isn’t a cheesy love-fest.

Cookie Wall – Image courtesy of Globoforce

For the skeptics out there, let’s get this out of the way right now: for all the talk of “being human” and “bring your best selves to work” this isn’t some woo woo gathering where people stand around with arms linked, singing Kumbaya. Yes the tone is light, with whimsical snacks such as the self-serve candy bar and the “wall of cookies.” And the speakers talk about things like happiness and optimism. Even so, this is a well-thought out conference and there is substance to the event.

The conference theme is universally appealing.

Unlike industry-specific conferences that cater to a very specific audience, this conference has broad appeal. What this means is that you will find attendees from all over the globe, in many different industries and domains of work. The attendee list does skew towards HR-related functions such as Organizational Development and Talent Management. Yet you’re also likely to meet mid-level managers seeking to better the way they lead. As one attendee (a manager for a tech start-up who had 30 employees reporting to her) told me, “I’ve got the IT side of my skill set down pat. Now it’s time to develop my skills in leading people. This conference seemed to speak to that.”

WorkHuman truly focuses on the whole human.

Conference organizers put their money where their mouth is when it comes to supporting the “whole human” conference experience. Before every session, our hosts took the stage and offered a hearty, “Hi, humans!” There were morning yoga sessions and walks.

If you needed to decompress, Gadadhara Pandit Dasa (aka the “Business Buddha”) was available for walk-in mindfulness and meditation sessions throughout the entire conference.

Meditation and mindfulness sessions at WorkHuman – Image courtesy of Globoforce

Our brains were stimulated by access to original drawings offered up by artist Nikki Kurt from Kingman Ink who did “live white boarding” during the keynotes.

Real-time imagery captured by Kingman Ink artist

It isn’t a three day sales pitch.

Given that this conference is organized by recognition software vendor Globoforce, you might think there would be a parade of testimonials and hard-sells. I was pleasantly surprised at how subtle the promotional aspect was. Yes, there were definitely sessions that talked about what Globoforce offers in the marketplace, the information shared went well beyond software “features and benefits.” Globoforce’s CEO Eric Mosley’s keynote on “The Power of Humanity at Work” certainly had broad appeal. Likewise, the Globoforce Customer Panel offered excellent insights into how companies—large and small—are leveraging the power of recognition to create a more engaged, connected workforce. I took copious notes at both sessions.

 A-list keynoters.

Happiness researcher Shawn Achor commands the stage with an irresistible blend of wit and statistics

This is what first drew me in: the chance to see speakers who are at the top of their game. Shawn Achor, Amy Cuddy, and Gary Hamel are all luminaries in their respective fields. And then of course, there was the Super Keynote, which was Michael J. Fox. You may wonder what Marty McFly could possibly have to say about bringing humanity back to work. His message was so profound, that it’s going to get its own blog post. Suffice it to say that he delivered. As did all of the amazing keynote presenters.

Top-notch breakout sessions.

At any other conference, many of the presenters in the break-out sessions would be considered A-listers. Yes, the caliber of content was that good. As with all conference break-out sessions, I had to pick and choose, so I didn’t see every session. But for those I did attend—sessions on cultivating grit, developing mindfulness, and the leadership imperative for civility in the workplace—I was treated to well-organized, research-based and engaging sessions.

Bottom line: This is not just a conference for people in HR-related functions. Leaders from the business, government, educational, and non-profit sectors would benefit from attending. Because really, what is leadership, if not for helping people bring their best selves to work? I encourage you to check out Globoforce’s WorkHuman 2017  event in Phoenix. You will return to your work energized and ready to make a positive difference.

 

Disclosure: I attended the WorkHuman conference as an industry analyst/blogger. Globoforce, the sponsor of the event, provided me with a free pass to attend the conference.

 

Copyright: All images courtesy of People Equation, LLC, unless otherwise noted.

 

Article source:Jennifer Miller - 6 Reasons Why #WorkHuman 2017 is a Must for Your Leadership Team»

The Art of Job Posts!

The first impression a potential candidate may have of your organisation is your job post! Therefore, it is important to write a job post that grabs the applicant’s attention, creates a good first impression, and outlines the important information in an attractive and succinct way.

Follow the following 4 steps to attract the ideal candidates:

Maximise your impact

Unlike traditional ads, you are no longer constrained by a maximum of 30 words to adequately describe your job position! This gives you the opportunity to describe the necessary requirements, competencies, traits, skills, background, education, experience, training, highly desirable features and even some "nice to haves."  

Be Specific and Descriptive

To get the most value from online job postings, avoid generic job titles and entice the job seeker to read on! Ensure the job description is clear and succinct. The text should quickly and explicitly capture the one or two features most appealing about the career opportunity. You need to put yourself in the seeker's shoes and think about what will grab their attention.

Entice your reader 

Times are changing! Many job seekers are interested in the values of the organisations they intend to apply for. Remember to include a sound, responsible description of the company and its goal statement, management style, advancement policies, status in the industry, prospects for the future, geographic distribution, history, and so on. You can accomplish this by setting up links to your corporate home page.

Be Relevant

The location of your workplace is also be an important factor for job seekers. Include a description of the job's physical location and perhaps an enticing few sentences about the community you work in ‘Eg seaside community surrounded by many local shops- the ideal place to work!’

Remember to include details such as salary, benefits, where to send the resume, the contact person, where to discover more about the company, whether the job is full time or contractual, the target start date, whether your company will relocate the appropriate candidate, whether you sponsor international Visas and other details that will help the job seeker determine whether to submit a resume.

 

If your job description is clear, high-impact and enticing you are well on your way to attracting the right candidate for the job! Remember- the more detailed and specific you can be of the job position and requirements, the less full your inbox will be of job seekers who do not fit the criteria. So spend the time crafting the perfect job ad as it will pay off in time saved and hopefully- the right candidate for the job!

If looking for examples of job postings which are succinct, detailed and attractive- send an email to Career Exchange and we can assist you with any advertisement needs.