July 27th, 2014
Nobody likes a manager who is all business all the time – but nobody respects a manager who only tries to be “fun.” In fact, the most effective managers know when to guide in a lighthearted manner and when to be serious.
How can you strike a balance in your management style so your team members accomplish their goals, but still feel as though they can approach you? Consider the following tips:
- Provide clear directions, expectations, and feedback. The best managers are often good teachers. They know how to explain clearly what their team members should do, they model the proper outcome, and then they stand back and let their team members try it – and offer feedback both on what went right and what needs improvement.
When your employees understand clearly what they need to do, it’s easier for them to do it. When they know what success looks like, it’s easier for them to succeed. When you provide this information clearly and concisely, it’s easiest for your team members to trust you to communicate effectively in the future.
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July 10th, 2014
Interviewing offers your company a chance to get to know a people one on one and discover their value proposition for the job. Typically this interview is the only chance hiring managers get to evaluate people before a crucial hiring decision is made.
Consequently, many hiring managers seek to fit in as many interviews as time will allow, assuming that the more candidates they can interview, the better their chances of finding the right fit. Many hiring managers who go this route are disappointed when none of the candidates seem like “the one” or when they cannot come to an agreement on which candidate they should choose.
The solution is to focus on spending time with a sufficient number of qualified “top quality candidates”, rather than a high quantity of “ill-qualified applicants”.
How do you avoid overwhelming your company with interviewees? Consider the following tips: Read the rest of this entry »
June 13th, 2014
Resumes do a lot of heavy lifting. They introduce a candidate, provide an “elevator pitch,” and sum up the candidate’s match with the job description – all in one page or less. With so much information packed into a small space, resumes give employers a quick but concentrated view of an applicant’s offerings, helping hiring managers decide whether to call the applicant for an interview or to resign the resume to the circular file.
With so much riding on one piece of paper, how can hiring managers improve their ability to make more accurate decisions based on resumes? Keep an eye out for these major resume red flags: Read the rest of this entry »
May 16th, 2014
Kids aren’t the only ones who love a treasure hunt. When a hiring manager spots the perfect candidate, the same excitement surrounds the find. Unlike kids, however, a hiring manager’s joy doesn’t end with finding the “treasured” candidate – they still have to match that candidate with the right job. And when the perfect opening simply isn’t available, excitement can quickly turn to frustration.
What’s a hiring manager to do when the perfect candidate appears, but the perfect opening doesn’t exist? Luckily, there are options, like: Read the rest of this entry »