I have been working alongside Alison Green on her new project for job seekers, and today she is giving away a free guide on how job seekers can do a job interview well. The guide has some great tips in there that I’ve never even considered, and I’ve already told her it will be going in my job search toolbox for the next time I have a job interview. :-) If reading’s not your thing, she has also created a twenty minute video (also free!) to give you the information you’re looking for.
I can’t guarantee that you’ll get a job if you use this guide, but I darn well know that you can do better in the interview than you ever have before! Continue reading →
I’ve talked before about meaningful and purposeful work. We all want to know that our work is more than just another hour wasted like a rat in a wheel. But how can we find (or make) meaningful work for ourselves?
(Note: this is a post in the HRYP (HR Young Professional) series. If you know a young HR pro, please pass this along to them. I\’d appreciate it, and so will they!) :-)
My Thoughts
I think one of the biggest things that can set you apart as a professional is to have some enthusiasm and passion for what you do. You can know all the legal stuff, be able to coach a manager, and document an investigation flawlessly, but if you don’t have a positive attitude, people won’t want to be around you. Continue reading →
I’ve been watching the results come in from a survey that Alison Green is working on, and I’m kind of ashamed to see the final result. What are job seekers frustrated about?
The biggie (49%!) is lack of communication. The second most common (11%) is having standards that are unreasonably exact, which keeps candidates and hiring managers frustrated.
Oops! I just realized that the video and audio tracks were separated slightly in the recording/uploading process. Now the video looks like a bad Japanese movie. If you can ignore that part, the rest of the video is worth the listen, though. :-)
I’m learning a lot in our local SHRM chapter mentoring program, and not to discount our speakers or leaders (both fantastic), but one of the greatest pieces for me is meeting other people with a thirst for knowledge and the willingness to reach for it. The other participants are top notch and I’m extremely blessed to be a part of the group.
What have we covered so far?
Developing an elevator speech to communicate your job to the CEO
Social Styles-how you interact and communicate with others
Branding
Controlling costs and impacting the bottom through benefit administration
Public sector HR-much more interesting than it sounds!
One of the most interesting ideas I’ve pulled from the experience?
There’s big power in small groups.
Quotes from other participants
For me, I\’ve enjoyed getting to talk more in depth about HR topics, challenges, etc.  I\’ve also appreciated the “safe†environment provided to ask questions. I also judge NMU has fostered lifelong professional relationships. Christine Beldner
HR may be a career where ‘interesting\’ stories are your day-to-day life and your friends or family might not be able to relate; but your HR friends and family can relate and probably top your most ‘interesting\’ story with one of their own! Karen Still
If you’re interested in getting into the NASHRM Mentor University group next year (if you’re local!), just stay tuned for more updates as the year progresses. If you’re not local, but you’d like to start a group for your own chapter, feel free to email me and we can chat! It’s an amazing tool for a young HR professional, and I can’t recommend it highly enough!
Managers and employees have an interesting relationship. Despite the time they spend together and the need for solid communication, it sometimes gets lost in the shuffle. It takes work to make communication happen, and I like to use four questions to jump start the process.
Today my post is incredibly short. It’s a request for you to visit one of the best blogs I read (and have for over a year!) and take a 3 minute survey. In return for your (much appreciated) help, you’ll get a freebie that Alison is working on. Fair warning, I’m partnering with her on this project, so I know what I’m talking about when I say GO NOW! :-)
Credibility. Some of us have it, and some of us don’t. Do you know how to establish credibility? What about how to maintain it for the long term? If you’ve lost it as a result of a dishonest action or some other similar factor, then that’s one thing, but it’s a whole other issue when you are starting from scratch. Today we’ll look at how to establish credibility when you have none to begin with.
(Note: this is a post in the HRYP (HR Young Professional) series. If you know a young HR pro, please pass this along to them. I’d appreciate it, and so will they! :-))
My thoughts on how to establish credibility
I get it. You have to build credibility over time by completing the work (and doing it well!) that is assigned to you. Well, what if you’ve mastered your work but your manager won’t let you do anything that requires more responsibility? I suggest carving out time each week (even as little as 30 minutes can make a difference) to work on things that stretch you and help you develop within your career. While it may not affect (or be appreciated in) your current job, it should be something valuable that can be used at some point in your career.
I have been working alongside Alison Green on her new project for job seekers, and today she is giving away a free guide on how job seekers can do a job interview well. The guide has some great tips in there that I’ve never even considered, and I’ve already told her it will be going in my job search toolbox for the next time I have a job interview. :-) If reading’s not your thing, she has also created a twenty minute video (also free!) to give you the information you’re looking for.
