If you own or manage a business, no one has to remind you that finding the right workers is often a challenge. And it’s frustrating because without top talent your chances of being productive and profitable are substantially lower.
At some point, you’ll need to identify an employee who displays leadership skills. Maybe it’s for a promotion or to take charge of an important project. No matter the reason, after you’ve defined the qualifying job-related skills this individual will need to have, you’ll also want to determine if others are likely to follow this person and accept their leadership.
It’s your hiring manager’s responsibility to bring new talent on board when it’s needed. But that won’t happen if nobody is applying—or more specifically, if the right people aren’t applying! It can happen even though the job description is thorough and well-written, so there must be other reasons why applications aren’t flooding your inbox.
After you quit a job, your first reaction might be to put that chapter behind you, move on, and forget everyone who was a part of it. While that’s understandable, especially if it was a painful experience, you might want to reconsider putting the whole thing out of your mind.
There are some excellent reasons for staying in touch with your former co-workers. After all, one of them might get hired at a company you’ve always hoped to work for and could refer you to the next opening.
If this is your first job search or you haven’t been searching for a while, you might not know the rules for finding a job are changing with the times. No, it hasn’t become more enjoyable, nor is it likely ever to be, but it is different. It requires some updated methods and a more focused approach.
Here are a few suggestions that should make the process less stressful and get your quest for a new job started in the right direction:
Tricia Canavan, President: Dedicated, Engaged, and Caring
It’s accurate to say that Tricia was born into United Personnel. After all, her parents founded the business in 1984, so she has had plenty of exposure to it starting as a teenager. After a career mix of nonprofit management, education and human resources work, she came back to United to lead the company when her mother decided to retire. She saw it as an opportunity to help both clients and candidates and as a way to make an impact in the community.
Burnout is a relatively common type of job stress. It can manifest in mental, emotional and even physical exhaustion. It’s often combined with uncertainties about your abilities and the value of your work.
Look at the symptoms of burnout. If you find that you are experiencing it, you need to face it and deal with it before it becomes a major health issue.
You could be experiencing job burnout if you have any of these symptoms:
For many years, job hunters have been using a resume that lists their work experiences in a reverse-chronological format. It made sense: Show a prospective employer where you have worked and what your duties were, and start with the most recent.
But what about those fresh graduates who have no experience to list? Or the candidate whose goal is to change careers? Outlining their experiences will not necessarily show the hiring manager that they could be a good fit for the company.
It’s a sad reality of hiring: Some candidates are guilty of fudging on their resumes, and others are flat-out lying. In many of these cases, no real harm is done by these embellishments or by the start- and end-date manipulations that applicants use to hide gaps in their employment history. The problem is employers have no way of knowing if these are little white lies or the fraudulent kind that could get them embroiled in a costly lawsuit.