3 Must-Read Books for Millennial Talent Acquisition

3 Must-Read Books for Millennial Talent Acquisition Whether you are an HR specialist or work for a talent acquisition agency; staying on top of what is going on within your industry is crucial. When hiring, you may have numerous resumes on your desk and a sea of frozen faces staring back at you, all convinced that they are perfect for the vacancy, but are they? Reading about talent acquisition can assist you in understanding hiring trends and what to consider when hiring recruits, and more specifically, millennials. Staffing firms and the like are being stretched in terms of learning new strategies of hiring quality employees, however, a recent ‘speed bump’ includes the growing number of ‘millennials’. This generation is seeking more than just a job they are looking for a self-fulfilling position that brings meaning to their lives, and they are not afraid to ‘job hop’ to find it. A great salary is not going to cut it for them, you need to know who they are, what their driving motivation is, their interests, their desires, their goals. You might already know what a millennial is looking for when it comes to searching for a job but if you want to be one step ahead of the game then these books might make for interesting reading just incase there is something youve missed. 1. ‘Hiring for Attitude’ by Mark Murphy Issues addressed in this book are based on studies from large and successful organisations such as Microchip, The Ritz-Carlton and Google.  In a nutshell: The five biggest reasons why new hires fail Two quick and easy tests to discover the attitudinal characteristics that you need for your unique culture The five-part interview question that gets candidates to reveal the truth about what their last boss really thinks of them Where great companies really find their best candidates The six words most interviewers add to the end of behavioural interview questions that destroy their effectiveness. 2. ‘96 Great Interview Questions to Ask Before You Hire’ by Paul Falcone It will probably come as no surprise that this man is featured in the list of must-have reads because Paul Falcone has written lots of books and a number of them are best-sellers. In his own words he says his books, focus on what he’s passionate aboutâ€"strengthening the muscle of a company’s senior and frontline leadership teams. Now the title of this book gives huge clues as to what you can expect from it but heres a very short insight in to what it contains. Questions and answers are presented in an easy to use format, as well as helpful tips regarding the interpretation of candidates responses. A great guide to enhance the emotional intelligence of the interviewer to see through superficiality, attract ‘winners’ and identifying subtle concerns. Current information on background checks, challenges faced by hiring millennials and how to reinvent the employment applications to retrieve the information that you are looking for. 3. ‘75 Ways for Managers to Hire, Develop and Keep Great Employees’ by Paul Falcone Ok, so not only has he featured once in our list but here is again. This is Falcones latest offering and focuses on key employee retention and offers best practices that will enable the entire organization to operate more effectively by transforming front-line managers into exceptionalâ€"and highly promotableâ€"leaders. It also includes: Hiring for organizational compatibility Motivating your staff during times of adversity Delegating in ways that develop your staff Performance reviews skillfully completed How to put an end to top performers restlessness Communication how to offer constructive criticism In a society where almost everything can be bought, like certificates, identity documents and degrees we understand that being a professional ‘talent scout’ can become a hugely stressful position for you. However, equipped with a good understanding of the millennial generation and staying updated with the reading in the field of talent acquisition will most definitely benefit your skill set and enable you to hire the right recruits.

How do I answer questions asking about teamwork effectively

How do I answer questions asking about teamwork effectively The one thing that never ceases to amaze people is that whilst they are keen to talk about their leadership abilities, employers are more likely to be asking about their team skills! The truth of the matter is that whilst recruiters are looking for leadership potential they are more interested in how you will fit into and contribute their team. Being a team player is essential and to be an effective leader you have to be an equally effective team player How can I develop teamwork skills? Are you involved in sports? Playing cricket, network or football all allow you to develop your teamwork skills. Volunteering will also allow you to put the theory of teamwork into practice. Think of how you can impact to the team. Consider how you spot and then solve problems. Think how you communicate with others and how you check they have understood what you are saying. Help others where you can. It maybe you have ideas, knowledge or experience of a situation â€" think how you can help the team be more effective. Where can I get evidence of being a team player? Group work is a great example. Here you have to work with others in a team not of your choosing. Group work can be frustrating as people will try to lead and direct or even subvert the direction the group goes in. Using your negotiation and diplomacy skills you navigate the minefield and deal with the situation utilising your communication skills. Any part-time work you do and volunteering will feature elements of team work. You will have developed your flexibility to fill the gaps you find within the team or within the situation. If you work shadow then observe not only the person but also the way they fit within in their team. Team dynamics are interesting to observe. Everyone will have their own strengths and create their own roles within the needs of their team. Not only this but teams will absorb each other’s ideas and develop them further as their skills develop further. What can I do to prepare for a question? Firstly reflect on previous experiences. Think about the example and what made it a good one to use? Think about all the experiences you have of being in a team and what you have learned about your team working style? How has it changed? What feedback have you had about this? What have you enjoyed about working in a team? There is an ‘I’ in team, when it comes to the evidencing of a skill. You’ve heard that old expression there is no I in team. Well, when you are offering an example you do have to set out what your role was. You do have to explain what your input was and how useful it was as well as what you learned from the experience. What you might do differently next time. How else can the employer see if you are suitable and do have the team working skills? You have to present them with clear evidence. So give them I, not we! Don’t under estimate examples from part time jobs. For many part time roles be it serving food or drinks or working in a shop there is a high element of team working. If you don’t see the value of the work experience you have then how can a recruiter? Don’t even say ‘it was only’ it was work experience and recruiters are interested in all types of work experience and that includes volunteering â€" they see this as being proactive â€" and part time work (balancing it with studies shows multi-tasking). Use a framework to help you support your evidence. I use CARR (context, action, result and reflection) but you may be more aware of STAR (Situation, task, action and result) Think of the context or situation you are describing. Keep this precise and to the point. Concentrate on the action you took then give the result or outcome. The next stage should be to evidence how you learned and used that experience. Competency recruitment is very much focused on past behaviours and experiences being an indicator of future behaviours. We have a video that you can watch on    You Tube  If you haven’t already why not subscribe to the  Warwick Careers Skills channel  ? Using a structure ensures you give a focused example and get your message across. Get it checked before you send it! It is always worthwhile getting feedback so you can send the best application form that you can, you can get an application check from a Job Search Adviser over in Oculus. Practice before the interview. Don’t forget to check out the Warwick Moodle courses especially the Apply course. Keep yourself open to new opportunities and keep developing the skills you need for roles. This is a constant process and reflecting on what skills you have and the skills you want to develop. Ask for feedback and suggestions on how you can improve not only from supervisors but colleagues too. Good luck!

The Ugly Truth About Time Management Marla Gottschalk

The Ugly Truth About Time Management Marla Gottschalk Photo by Badhon Ebrahim on Unsplash Lets talk turkey about time management. Its a sticky workplace problem to tackle, primarily because it requires being brutally honest with ourselves to get a real grip on the issue. Yes, we all go through periods when work feels out of control. However, there are strategies that might have prevented the lions share of that stress. Where time management is concerned â€" it seems that we can turn out to be our own worst enemies. Here are a few (not so pleasant) points to consider. 1. It’s Your Problem The bottom line? No one else is going to value your time if you dont. You have to teach others (and yourself) through words and actions, that your time is valuable. That may sound as if Im characterizing all your of coworkers and clients as disrespectful. Its not that. They simply have their own work lives to worry about and you need to worry about yours. If you feel someone is taking advantage, be honest and let them know youve spent as much time as you possibly can to help them. Point them in the right direction for more guidance. Be polite but firm. You’ll find that after you go through this once or twice, the process will become easier. 2. Cut the Cord Heres the thing. A time-management problem is usually not a time issue â€" it is a task issue. Specifically, you are not sorting through your work life and deciding which tasks really matter. This is like keeping old shoes in your closet that you really dont wear, but continue to take up valuable space. Sometimes you have to give useless tasks the old heave-ho. Do you compile a report that nobody utilizes? Attend a weekly meeting that isn’t beneficial or necessary? Write the eulogy and cut the cord. Its up to you. Choose or lose. 3. Playing Favorites is a Must You hate prioritizing. Of course you do! Everyone does. But the number one priority to respect is your own calendar. Just remember that multitasking doesnt work. Focusing on a single task, without interruption is critical. If you need a release valve in your schedule for tasks that pop up, set up time each Friday (or any plan that works) to connect the dots and tie up loose ends that develop during the week. Tell people politely, My schedule is tight at the moment, but Ill have time to explore that on Friday.” During this designated catch-up time you can consider ad-hoc requests and communicate responses. 4. Admit It â€" You’re a Control Freak I know this excuse: “I dont like to delegate.” But if you are a manager (or aspire to be one), the fact is that if you dont learn how to delegate confidently, you will have trouble moving forward. Why? Because you wont have the time to become a real leader. Chances are, you dont trust other people to do the job as you would do it. I know. Ive heard that excuse as well. But a surefire way to build resentment is to show your staff that you dont trust them. You have to give up a little control and mine some time for the bigger picture. 5. Excuses Won’t Work If you have a scheduling snafu, remember to ‘fess up as soon as you realize there is a problem. Recently I waited for a scheduled appointment with a specialist. After an hour, a nurse came out to ask if anyone was waiting for Dr “X.” After identifying myself, she let me know it would be at least another hour to see the doctor and asked if I would like to reschedule. They explained that the reason for the delay was that there were late additions to the schedule…but apparently they were on the books before I walked in the door. They didnt bother to call or text me and give me the option not to wait. If you are running behind or forget a commitment, take ownership as soon as you realize there is a problem. Youll have a better chance of salvaging the relationship. Time is a valuable commodity. Use it wisely â€" and youll fuel your career. Dr. Marla Gottschalk is a Workplace Psychologist. You can also find her on Twitter and Linkedin. This post was originally published on Career Oxygen blog at Talent Zoo.

How to optimize your companys finance management

How to optimize your company’s finance management Finance management isn’t just as simple as one person heading an entire finance division. Depending on the industry you’re in, whether it’s healthcare, finance or any other industry, it takes multiple factors including both personnel and technology to optimize how your company’s finances are being managed. Choose the correct people Ultimately, you need people who can not only manage your finances but manage it well. Technology shouldn’t necessarily just be relied on, as it will be the people who make the decisions and plan your company’s goals. It’s recommended that the personnel you choose are also given the correct training. Using old methodologies will not only hold your team back but potentially your company. Hiring some new blood is also recommended to ensure that you have a fresh wave of expertise in your company. Hiring people who may have had experience in optimizing their former company’s finance management may have invaluable insights. On top of this, it’s key to keep your old employees happy â€" if you’ve just hired a whole group of employees you don’t want to have to use another portion of the company’s budget replacing dissatisfied old employees. Specialized data interpretation If your company exists in the healthcare industry, having a value-based care consultant means you will have help in setting financial goals by someone who is specialized in that industry. As you develop strategies to drive performance, such advisors will develop customized measurement approaches and provide regular progress updates. Data mining, or looking through the relevant data for trends and hiccups, will ensure that someone on your behalf is looking for errors are occurring and where they can be improved. Invest in the right technology Having an overhaul of your IT department can bring down massive barriers to not only productivity but also finance management. If managers feel as if they have the correct, modern tools to do their job, then they will feel valued and empowered. Cloud technology means that storage capabilities are less of an issue, and software updates take priority, as opposed to replacing all of your existing hardware. Have some foresight On top of all this, having the foresight to see financial errors and mishaps in the future will effectively optimize how your business’s finances are managed. Denise Deveau has some very specific advice when it comes to effectively planning timing, too: “If creditors are demanding payables in 30 days and customers are paying you in 45, you will run out of money. Follow up promptly on past due accounts. Structure agreements to include supplier discounts for early payment, and establish an interest charge policy for late payments by customers.” She also recommends planning your financial needs a quarter at a time. When it comes down to it, optimizing your business’s financial management comes down to a combination of managing the data, technology and people. If none of these are working cohesively, the management end becomes difficult. Ultimately, having the foresight, which can be helped by data insights, will prevent financial problems from hindering your overall management.

Job Interview Questions You Should and Should Not Ask

Job Interview Questions You Should and Should Not Ask The whole interview process does not only involve the employer asking questions. It is also a chance to find out more about the company and discover if the values it stands for are ideal. In the same way that there are questions employers should not ask, there are also questions in which applicants should not ask.If the questions only concern about your life, then you have stepped into a red light. Here are questions that applicants should and should not ask in interviews:Questions You Should Not Askeval1.“Can I work from home?”evalThe interviewer may possibly wonder if you will have problems coming to work regularly. Once hired, you can wait for a certain period of time proving yourself in the job before requesting to work from home when the dire need arises.2.“What’s your salary and benefits package?”Asking this can imply that your interest is vested more on the monetary gain than in the job itself. Employers usually inform about the salary range once the candidate is hir ed, but asking this in the interview will make it seem as though you are considering yourself employed.3.“How soon can I get a promotion?”This question can signify that you are not interested in the current job position you applied for. Worse yet, this can make you come off as someone self-entitled even when not intended.4.“Who is your competition?”This is a question that does not need to be asked. Doing so will only suggest that you have not done your research on the company beforehand. Google and other means of searching can give helpful information.5.“Are you going to check my social media/references?”This would usually mean that you have something to hide. Social media profiles, references, and/or background checks should not be able to bother you for as long as you are sure of yourself as a candidate for the job.Questions You Should Ask1. “What are your expectations from me in this job during the first 30, 60, and 90 days of the year?”This question can give the impression of how interested you are in contributing to the company, emphasizing on the duties expected from you as an employee. The employer’s answer to this question is important for you to know what you are in for.2. “What is the culture of this company and how does this company uphold it?”As you may have a rough knowledge about the company and what it does, the employer can further elaborate what they stand for, and possibly with concrete examples. From here, you will be able to decide whether or not you agree with their dynamics.3.“What do you like best about this company?”evalFor additional insight on the company, you can ask the employer’s point of view. He/she may have professional experiences that can be of interest to you. This question can also help you decide if you prefer working in this kind of company.4. “Can you give me some examples of collaboration within the company?”Collaboration is beneficial in the long run as problems are solved quickly, and ne w ideas can be made for future developments. Asking this question can show how much of a team player you are and how you are willing to work with others for successful endeavors.5. “What are the skills and experiences you’re looking for in an ideal candidate?”This question can lead to valuable information about the kind of skills and training you are expected to have that may not have been covered in the job description. It can help measure your current suitability for the career/job you applied for.

What Is It Like to be a Firefighter In Australia - How 2 Become

What Is It Like to be a Firefighter In Australia - How 2 Become Firefighting in Australia represents a monumental undertaking. It is an enormous country; it encompasses a total area of more than two million square miles. It has a population of more than 22 million, and yet the population distribution is not evenly distributed. It is considered to be one of the most developed nations in terms of infrastructure and its economy. In fact, it has the world’s fifth highest per capita income and is one of the largest economies too.Naturally, this means that its governmental organisations are well established, but this is extremely interesting to assess because the country has really only been an independent nation since 1901. Clearly, it has evolved rapidly, and continues to do so. This can be seen in all parts of society, including how the communities and cities handle emergencies.This article will take a quick look at the methods surrounding firefighting in Australia, how they have learned to deal with fire and rescue emergencies, and where employme nt opportunities are readily available.The Australian State SystemIt is amazing to step back and look at the way that the different firefighting organisations have evolved so rapidly in Australia. Just consider that it was just over 100 years ago that the six colonies of Australia federated into the Commonwealth. Today, there are the six states and two mainland territories:New South Wales;Queensland;South Australia;Tasmania;Victoria;Western Australia;Northern Territory;Australian Capital Territory;Firefighting in Australia â€" Differences between the StatesOver the years, each of the regions has developed firefighting organisations according to its own particular requirements. Though some of the groups would initially take their cues from outside influences (such as the use of the brass helmets and uniforms of the London Fire Brigade for the Metropolitan Fire Brigade in Sydney in 1884), the development of the actual brigades and companies would spring from the needs of the communiti es in which they operated.This is why you will find that some areas rely entirely on volunteer services, and yet others have fully salaried teams of firefighters on call on a 24-hour basis. Some crews have a huge amount of knowledge with fighting bush fires, and others know the best ways to combat urban structure fires.  Large swathes of the Australian continent are only sparsely populated, and yet still pose a serious threat for major bushfire incidents. Because it is too costly for all towns, villages, shires or hamlets to have a full time/permanent/paid fire service, the government subsidizes firefighting operations.For instance, they will purchase equipment and pay for training, but it is in the hands of the volunteers to use the gear and their skills accordingly. Thus, you can get full training as a volunteer or as a permanent firefighter. This makes it easy to see that there are many options for someone interested in becoming a firefighter in Australia.So now, let’s take a q uick look at how it’s done in New South Wales.Before we do that, however, we should note that each group has its own unique approach to hiring any salaried workers. The information below only applies to the state of NSW.New South Wales â€" NSW Rural Fire ServiceThis is actually Australia’s very first official bush fire brigade, and it banded together in Berrigan around 1896. They worked in organized “patrols” to keep an eye on any bush fire conditions. There had been deadly and uncontrollable bush fires in Northern Victoria and southwestern New South Wales in the early 1890s, and this group established itself and trained to combat the issue.The volunteer brigade system continued until the 1930s when the Bush Fires Act gave local councils the authority to establish brigades and appoint officers within them. This evolved into even more distinct groups when the Bush Fires Act of 1949 was passed. By 1970, the Bush Fire Committee had been created out of twenty different groups th at include local government, insurance companies, farming groups, and more. Its goal was to advise local government on anything that related to bush fires.By the 1990s, things had evolved even farther and the Committee became the Bush Fire Council and then the Bush Fire Service. It would coordinate firefighting activities throughout the region, but the brigades were still directly controlled by local councils.In 1997 the NSW Rural Fire Service was created out of the Bush Fire Service and is an eight region, State controlled, entity. The district offices manage the local brigades and develop the fire prevention strategies, and currently there are more than one hundred offices.NOTE: “Volunteer brigades are responsible for hands-on bush firefighting duties. Since the establishment of the Rural Fire Service, the role of brigades has gradually expanded to include disaster recovery, fire protection at motor vehicle accidents, search and rescue operations and increased levels of structur al firefighting in Australia. There are over 1575 firefighting brigades and more than 50 catering and communications brigades providing support.”Fire and Rescue NSWWith almost seven thousand firefighters and around 340 fire stations (along with six thousand volunteers and 414 paid support staff) the Fire and Rescue NSW is the seventh largest urban fire service in the modern world! It works directly with the Rural Services, but originated as the Metropolitan Fire Brigade from Sydney that had been started in 1884.By 1909, it was its own organization, the New South Wales Fire Brigades and in 2011 it became the Fire and Rescue NSW as a method of better describing what the group actually provides in terms of community services.Within this organisation you can find a diversity of employment opportunities because they have:Permanent Stations â€" Manned with full time firefighters who work on a rotating shift of four different “platoons”.Retained Stations â€" Manned by part-time firef ighters who have received the same training as full-time firefighters but who usually have a regular “day job” apart from firefighting. These are stations in which firefighters are “on call” and respond from work or home 24-hours a day.Mixed Stations â€" These can vary widely and will have a blend of permanent and retained workers. They may have two groups of equipment that are used by the different staff members as well, meaning a permanent “first response” team and a secondary support group with additional vehicles available as needed.The NSW way is the Australian wayThe above format is used by almost all of the firefighter recruitment services in Australia. When you see that a brigade is made up of retained firefighters, you can know that it means that the staff is fully trained and working “on call”, etc.Fire and Rescue NSW also has Community Fire Unit Volunteers who are residents with special training in bushfire prevention and tactics. They are trained especial ly to help reduce the effects of  bush-fires  within their own communities. They are trained at their local stations and focus on bushfire prevention, preparedness and education.Remember that all of the Fire and Rescue NSW groups are meant to deliver more than just firefighting services. They are also rescue and “hazmat” or hazardous materials providers. They are under the leadership of the Government of New South Wales and receive the majority of their funding from them.More resources on firefighting in australiaFor a specialised guide on careers to do with how to become a firefighter in Australia, visit the dedicated section of our website.Like How2Become on Facebook! This entry was posted in Firefighter, Career Advice. Bookmark the permalink. Richard Working For The Australian Federal PoliceHistory Of The London Underground

Physical Therapy Resume Writing - Make Sure Your Qualifications Exist

Physical Therapy Resume Writing - Make Sure Your Qualifications ExistWhen you are getting ready to submit your physical therapy resume for review, one of the most common mistakes people make is they use terminology that sounds like medicine or life science. Yes, it is an actual career choice for some people, but for the rest of us it is not. In fact, it is not necessary to use those words as long as you have a clear outline of what you would like to say. Once you have this in mind, just make sure you stay on track and do not veer too far from the information you have already provided.There are two main pieces of information that your physical therapy resume must include. One is a description of yourself, and the other is a list of credentials. Keep them both brief, but try to include them throughout the document.What are you interested in? You must write about what you will be doing for your career. Are you interested in working in a hospital, nursing home, or a rehabilitation center ? There are many more career options than can be listed here, but these are the basics.You will need to include your professional references. By this I mean, you will need to give names, contact information, and phone numbers. These will be very important later on, when you are checking out job offers. The important thing is that you include them. As with the job descriptions, don't tell them how you came to know them.A very important part of your physical therapy resume is the experience section. This is your chance to describe how you overcame obstacles you faced as a patient. This is not your chance to talk about the benefits you derived from your illness. This is simply for your information. Do not include information like how long you had the illness or how long it took you to overcome it. Instead, focus on what made it difficult for you to get hired in the first place. Did you face a long interview process? You may not want to list how long it took you to be accepted.There are always ways to get a job that you may not have thought of. So you may want to check out the 'Job Genie' forum where you can receive job alerts and apply at your own pace. Just remember to always write about what you want to say.