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Recently in Orientation Category
In March, I explored a reader's question on Hiring Inexperienced vs Experienced Workers. Today, I'd like to talk with you about this a bit further. Many employers seek to bring new ideas and new perspective to their organizations. This sometimes means there are two experienced seasoned executives or professionals applying for the same job, but from different industries. Much like I explained with Southwest's hiring strategies, often the job will go to the candidate with experience outside the field to get new perspective; this doesn't mean that the experience someone has isn't relevant or is outdated, it just means that sometimes companies want to bring in a personality type, not the experience. For example, bringing in someone with a strong retail background into a hospitality business (or vice versa) may bring the leadership experience and perspective in a different background. Always consider the choice which is not the most convenient, and you may find a better fit.
I just finished reading Sway by Ori and Rom Brafman, which shared some excellent points on many Human Resources related issues. Here are a sample of quotes and passages from the book and some comments.
"As difficult as it can be to admit defeat, staying the course simply because of a past commitment hurts us in the long run" (Brafman) - sometimes we stick with a job or a role just because it is comfortable. It may take great courage to move on to something else.
The book talks about LBJ's leadership strategy - calling people in the middle of the night, or taking visitors off guard by calling a swimming break and jumping in the pool. (Brafman) - being an effective leader means not always following the same pattern all the time. Mixing up how you communicate and how you conduct yourself can keep people on their toes and keep you always on top of your business.
The book also discusses how a new professor was introduced to a class, and half the class was given one intro, and half another, with the only words changed in the passage being "very warm person" and "rather cold person". The perception of this teacher was totally different between the first group and the second group.
This book was a great read that took me a while to get through because there were so many amazing bits of information to absorb. I'll share a few more in a future post.
On Tuesday December 8th at 1pm, my students at SUNY Delhi at SCCC in Schenectady will be debating hot issues in human resources.
If you are interested in attending this free event, please contact me at braathrj@delhi.edu.
Five debates will take place, and each will be followed up by questions and answers from the audience and students.
A question I often get asked is "How do I show experience with (insert software here) without actually having a job using that software?" Often, candidates will disqualify themselves prior to applying for a job just because they don't feel they can compete with those who have the experience already.
However, in many cases, this is not a reason not to apply for a position with a company. There are so many tools out there in any field (whether it be HR, accounting, presentation tools) that allow you to download a free-trial or low-cost version to test out and try out for yourself. For example, Time Forge, which is a tool I use in my classes for HR, allows a multi-day trial with full-functionality to manage your labor schedule force, payroll and attendance. Zoho.com gives free versions of its products on everything from presentation software to HR systems and project management tools.
So, if next time you go into an interview you don't think you have the qualifications, or get asked "What experience do you have with (insert software here)", have a good back story like "while I don't have experience in an office setting, I have been using a trial version of (insert software here) for 6 months to prepare myself for entering a role using it, and have found it has several advantages and uses which are X, Y and Z." You'll be able to land a role by being creative in your ability to grow into new roles and opportunities.
Whether it is retail, hospitality, medicine, law, and really any other field, ongoing training is the most effective method of keeping your employees on the cutting edge of their field and on top of the best communications methods.
It doesn't matter whether the scope of your business is the size of the Walt Disney Company or Ma and Pa Kettle's Diner, having effective training that breathes life in to your business is a must.
Many organizations and HR departments feel putting together a one-off workshop will solve issues within organizations; rarely do these one-off ventures provide lasting impact.
Take a look at your initiatives in your organization, and see how you can breathe new life into them by incorporating them into daily activities, rather than yearly meetings.
The probation period (30/60/90) days at the start of employment or new opportunities can be an effective way to allow both the company and the employee to test the waters and see how well things match up between all parties.
Framing the probation period appropriately to not make it "do this or be fired" scenario can be a delicate exercise in diplomacy. Someone asked me recently what I felt about their policy of telling people "if you don't do well in 90 days, we aren't keeping you." I commented that their needs to be a more delicate approach, and that taking such a hardline stance might set people up with the expectation that they are being watched on every move.
The probation period should be a give and take exercise, where management can monitor, make recommendations, and adapt training if necessary. Likewise, it should be a time where the employee should feel comfortable to address concerns that may affect their continued employment.
Last week, I published an article on Welcoming Work Environments. Here are some comments from readers on ways they were welcomed to their job.
1. "I got welcomed by my boss, but then I was given three handbooks to read and told to go upstairs. Needless to say, I didn't stay very long."
2. "Each day for my first two weeks, I met with three new people in the company and spent a good amount of time with each one. It made me feel right at home."
3. "At XXXXXX, we had checkins with the boss every day for the first two weeks. At first I was real uncomfortable with all the attention, but after the first couple days, I realized it was to make me feel like I was part of the team."
From a standing ovation at our first training meeting at Apple to the Traditions class at Disney on my first or second day of work, I have been a part of so many welcoming experiences to my organizations.
At Gap, being welcomed was lunch with my boss on my first day; it can be something as simple as that or as something as complex as a multi-day welcoming seminar.
The key to getting people on the right track and being welcomed is to make it a consistent process that your entire team is on board with.
How were you welcomed at your latest job? I will share the best stories in next Friday's column.
Here are a list of just a few of my favorite books when it comes to HR and Careers
7 Habits of Highly Effective People by Stephen Covey
The 4 Hour Workweek by Timothy Ferris
A Whole New Mind by Daniel Pink
Creating Magic by Lee Cockerell
Each of these books provides solid frameworks for dealing with your staff while encouraging you to participate in activities to grow your skills in dealing with people in and out of the workplace. Over the coming weeks, I will provide you with some of the learning from these books that have and continue to make me the person I am today.
Last fall I wrote to two school districts about teaching an adult education class called Introduction to Macs. I call it my own "Tale of Two Cities".
The first town wrote back to me in about 20 minutes, and dismissed my course by stating "we don't offer teaser courses, nor do we have the facilities to offer such a course." I felt insulted, and wrote back that "this is not a teaser course, it is a course to introduce people to the platform and make them aware of the resources out there." Needless to say, I did not feel welcomed nor appreciated.
The other town took their time to write back (about a week), and basically said "Mr. Braathe, thanks for your letter, we'd be delighted to offer your course, what equipment will you need and when would you like to offer it? We don't have Macs here, but if you bring yours I am sure that will work just fine."
Let this be a lesson - people may respond back quickly, and they may be negative and dismissive of what you offer. Give time to those who take their time, and look to give you other options and the time you deserve.
Use this advice as you search for jobs (or as you weed out candidates); those who take their time and are thoughtful about their responses are the ones you want to be associated with.
CODE - CYOURRESUME
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