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Based off of what we commonly see during resume rewriting consultations, here are five things you can do to increase your resume's overall appeal:
When HR directors give employees the opportunity to fill out satisfaction surveys, three outcomes are to be expected: 1) some surveys are not completed and submitted, 2) the surveys that are completed are done so with little attention or effort, and 3) there may be quite a few "neutral" responses, but very little detailed feedback is provided by the employee.
As my team received packages of completed surveys from each participating agency location, we noticed a quickly developing trend: as a whole, staff members trusted the QI department and were counting on us to help make some changes. The majority of requests we received required action by the Executive Director and Director of Operations; many fell into the lap of the HR department. While some responses were common (more pay, better hours), an overwhelming amount of comments and suggestions were geared toward additional training / education opportunities, health-related programs for employees, and several other responses that could easily be addressed.
And then, there were the cries for help, detailed and brutally honest.
So, how does an organization handle honest, negative feedback from employees?
Address specific concerns promptly. Employees need to know that their voices are being heard. Though it's not reasonable to resolve all complaints in a way that would make every employee happy, it's very possible to compromise if necessary.
Determine the real issues. Often times, complaints will have underlying issues that may not have an obvious source. Investigate thoroughly before making premature adjustments.
Be discreet. Confidentiality is always standard, but not always enforced. When it comes to specific responses on employee resumes, the only staff members who should be aware of them are those who write the responses, those the responses concern, and supervisor(s) who are responsible for mediating or resolving the issue at hand.
Follow up. After the survey results have been compiled and comments/suggestions have been addressed as administration sees fit, it's always a good idea to follow up with staff a few months later - either with the same, or abbreviated version, of the survey. This can be time consuming, but ensuring your employees' satisfaction is crucial in operating a successful business.
We regularly come into contact with dissatisfied professionals who are seeking change in their careers. With each ambitious candidate, I always think back to an old project I participated in that created quite an impact on my fellow co-workers. A few years ago, I held a position in the Quality Improvement department of a large non-profit in Ohio. Being a "QI person" brought about a mixed bag of relationships within the agency. Some employees respected the Quality Improvement department and understood that our purpose was just that - improvement. I also encountered many employees who, despite my pleasant daily interaction with them, were not fans of the "QI people". To them, "QI People" were threatening, as we were regularly making changes, enforcing policies, and handling things like certifications and accreditation surveys.
Sports fans anxiously await the NCAA Basketball Tournament each year, joining pools within their offices and organizations, making bracket selections and, of course, keeping track of all the games. With the month of March in the books and this year's NCAA Basketball madness wrapping up this coming weekend, let's take a look at some interesting statistics combining the world of work with bracketology (provided by CareerBuilder):
We meet several candidates who've yet to work with a recruiter until the day they send us the initial contact email, or dial our number for the very first time. Maybe they've heard about the helpfulness of recruiters from friends and family, or they saw an enticing ad for an open position and wanted to know more - however they've found themselves in contact with a recruiter, questions almost always abound.
It feels as though the dank winter season has lasted an eternity by the time March rolls around. Retail stores tantalize shoppers with spring wardrobe teasers beginning in mid-January, students plan spring break trips as February passes by and the days slowly get warmer and longer. With the onset of spring, the office dress code is often overlooked, particularly in the earliest warm days when employees are thrilled about the weather change.
And then come the flip flops!
I've never held a position in which I completed all job responsibilities from home. Sure, I've spent a day off working from home here and there, as I was waiting for the cable company or some other outside factor that prevented me from physically being at the office. On those days, I focused rather well and completed all tasks that I needed. The setback for me was simply missing out on general office/business conversations, new ideas, and other discussions that took place among co-workers. I felt out of the loop while being at home, even though I was connected via phone and email. Then again, I quickly finished every task as I sat in my empty, quiet house.
A new high school grad, I began working as a teller at a small bank in my hometown. I was excited for my very first real job, a full-time summer position that would help me to afford some of the costs of moving away to college at the end of the season. I was expected to report to work from 8am to 4:30pm daily, and would be making $7.25 per hour.
While most of us aren't lucky enough to have the day off pending a snow storm, several do. Whether it's because the kids' classes have been cancelled for the day, or your place of work requested that you make a decision to report to work based on your own safety and good faith effort, you just might find yourself at home while the snow falls outside.So, what should you do on this unexpected day off?
When I played basketball during junior high and high school, each new season brought change and a readjustment period. Old players were gone, new players joined the team, and the uncertainty that this brought to the veteran players could be quite nerve-wracking. It wasn't until all players opened up to one another and jumped in to learning plays that the team gelled as a whole. Getting past the "new" phase was crucial in having a great season, but it was no easy feat. The office isn't exactly a basketball court, but in most organizations it is a team-oriented atmosphere. Adjusting to staff changes can be a challenge, but the sooner current employees embrace the new, the sooner everyone can get back into the team swing of things and produce great work. This isn't just something that naturally happens quickly and seamlessly - it takes a lot of effort from current players. The individual who's joining a new team is already excited and positive, so it's best for his or her new colleagues to generate that same positivity from the very start (and even before!)
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Stephanie Snyder
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