Job-seekers and hiring-decision makers agree that job hunting and recruiting are disagreeable, inefficient, stressful, frustrating and time-consuming but necessary for both parties. Most candidates are eager to avoid active job searching, and if they make the effort to network purposefully, it’s possible to do so.
Having a productive network that provides job leads is the key to lifetime “career insurance,” a constant flow of opportunities and continuous access to inside information about unadvertised or hidden jobs. Many thriving businesses never formally advertise; they grow through word of mouth, i.e., networking.
Personal referrals are the best way to source a new role. The process of initiating new connections selectively and strengthening existing relationships not only will source a candidate’s next role, but their investment in networking purposefully will create a pipeline of future leads. Having (the right) contacts, cultivating these relationships and continually expanding connections provides visibility, accessibility and credibility, thereby increasing chances for being recruited regardless of current employment status. (read more…)
Being the captain of Team USA’s women’s soccer team is similar to my role as co-captain of the Rampone family. I try to do the same in both positions and each have their share of challenges and rewards.
I’ve learned that to lead, I am also required to juggle, observe, listen and plan.My tips aren’t rocket science and I didn’t wake up one morning with all of the answers. Rather, I pay attention and make the most out of unique circumstances that come my way.
I don’t often impart advice, but these four tips have served me well:
Lead by example
Leadership is rooted in having integrity and following the golden rule of treating others fairly and with honesty. If my teammates see me lose it over a missed play or my daughters watch me eat bad food and sit around all day, those images resonate and pave the way for bad habits to form. I lead by example — I eat healthy and exercise so I have energy and immune strength. I occasionally make mistakes like everyone else, but as a team leader, I attempt to use those errors and show my teammates/children how you can create an opportunity by learning from the experience. (read more…)
Recognition may be among today’s most heavily researched leadership and supervision topics. And the results are consistently disturbing:
- According to studies by Badgeville research, 79% of those who quit their jobs cite lack of appreciation as the main reason.
- Wichita State University research reported that 81% of employees seldom or never received public praise, 76% seldom or never received written thanks from their managers, and 58% rarely or never received praise from their manager.
- Gallups’s global research finds that employees around the world consistently express dissatisfaction with feedback and recognition.
Making these findings all the more disconcerting is additional research that underscores the vital role that recognition can play within an organization. For instance, Shawn Achor, the author of “Before Happiness.” who’s studied the relationship between happiness and success globally, discovered that just one piece of praise given to a team daily can increase productivity by 30%. Other studies positively correlate recognition with retention, talent acquisition/recruiting, and engagement. (read more…)
The Young Entrepreneur Council is an invite-only organization comprised of the world’s most promising young entrepreneurs. YEC recently launched StartupCollective, a free virtual mentorship program that helps millions of entrepreneurs start and grow businesses. Read previous SmartBlogs posts by YEC.
Q. What is one practical tip for managing employees who have a significantly different worldview than yours — culturally or generationally, for instance?
A mistake I made early in my career was being annoyed by employees who were so generationally different that I couldn’t get through to them. Bluntly speaking, I had a major attitude problem and being annoyed was an indicator of a problem on my end — not theirs. Once I got over myself and spent more time with them, I unlocked their potential within our company that my pride would have prevented. — Seth Talbott, Preferling
Having employees of different ages and different backgrounds can be a difficult task when aligning goals and fitting company culture. (read more…)
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As hotels reinvent themselves to compete for a new generation of travelers, they face competing pressures: providing a consistent stay while offering personal experiences. By solving these seemingly conflicting purposes, they hope to create brand loyalty among the Millennial Generation, a group that some estimates say covers as many as 95 million people. (read more…)