How to answer the toughest interview questions

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From Kate Lopaze in the July 19, 2020 Courier-Post.

  • Think about (past) experiences and gather examples
  • Always keep the tone positive and professional
  • Do your homework in advance – Be prepared, part of the ABCs (Anticipate – Be prepared – Communicate clearly [no jargon])
  • Take a minute to organize what you want to say – Communicate Clearly, Concisely,Consistently, Calculatingly, Completely (Specifically and Simply) and Correctly
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HR managers want candidates to ASK these questions

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Thank you to Kate Lopaze of the jobnetwork.com for providing this in the July 26, 2020 edition of the Courier-Post.

  • Ask questions about the company you may be working for
  • Ask questions about the job you are interviewing for
  • Ask questions about logistics – what are the next steps after today
  • Questions NOT to ask
    • Salary: Sve this one for the next conversation – assuming there is one
    • Specific demands: Days you will need off or maybe you need a response within a few days
    • Do not ask personal questions of the interviewer
    • Simply show that you are genuinely interest in the job and you are fully engaged.
  • And – GOOD luck.

[For more information larry@larrylitwin.com]

5 reasons you should invest in employee development now

Comments or questions? larry@larrylitwin.com

Thank you to Kate Lopaze of thejobnetwork for writing the full version of this article for the Courier-Post on Sunday, July 12, 2020.

With everything so uncertain right now, it may be hard to see how your organization moves forward and where you should be focusing your resources. Many companies are concerned about the impacts of coronavirus and the economic downturn on their bottom lines, and the idea of focusing precious time and money on employee development may not be top of mind. Still, your organization should consider investing in your employee development right now. Let’s take a closer look at why.

1. It’s building your organization’s future

Honestly, many workers are just happy to have a job right now, and many companies are content to stay afloat while navigating choppy waters. However, things will likely calm down soon, and as the new normal settles in you’ll want to be prepared with the best workforce possible. Focusing on employee retention and development takes advantage of questions you’re likely already asking, such as what kind of leadership is working for your organization, what you need from your employees, and what kind of changes are coming your way.

2. It improves your employer brand

Employee-focused organizations get more positive feedback from current and former employees. In a world where online word of mouth can be everything, this is how you appeal to the best talent. When your team knows that you’re invested in their needs and their development, it builds good word-of-mouth and keeps great employees from seeking opportunities elsewhere.

Employee retention is one of the biggest challenges for any organization. If you’re retaining your best employees and keeping churn low by meeting employee needs and expectations, it enhances your reputation as a great place to work.

3. It gives you more insight into your employees’ potential

Part of any employee development program is assessing the strengths and weaknesses of your current employee pool and identifying both areas for improvement and for the potential for promotion. This legwork helps build a pipeline of internal candidates for promotions or for open positions within the company.

Similarly, knowing any weak spots improves your fortunes as well—better to nip any issues in the bud at an early stage, when intervention can help you put the right people in the right places or move people away from areas where they’re not going to perform well.

4. Engaged employees are productive employees

Employee boredom or restlessness is rarely a good thing in any organization. It either hurts productivity as employees start to become emotionally distant from their jobs, or leads to quality employees looking elsewhere for a more satisfying job. The feedback and data you get during an employee development audit and implementation are essential to help you find ways to keep employees engaged and invested in the organization’s success.

Training programs, skill development programs, and asking employees for feedback are all ways to keep your workers from feeling disengaged or stagnant in their daily work.

5. Employee development makes good financial sense

Hiring is typically one of the biggest resource investments for any organization—searching for talent, interviewing, hiring, and onboarding are intricate processes that involve many touchpoints and significant costs. Having in-house talent you can use to fill leadership roles (or lateral roles in the company) helps cut down on the external hiring processes that you would otherwise need to do.

Whether you’re trying to attract new talent to your changed organizational landscape or keep the great employees you already have, a strong employee development program can help you get where you need to be—both in the short term and the long term. The time and attention you focus on growing employee skill sets and supporting their potential are some of the most important strategic tools you have as a hiring professional.

The post 5 reasons you should invest in employee development now appeared first on TheJobNetwork on July 8, 2020

 

5 ways your job will change because of pandemic

Comments or questions? larry@larrylitwin.com

Thank you to Kate Lopaze of thejobnetwork for writing the full version of this article.

  1. Physical distance and masks will be the norm
  2. Home is the new office
  3. Coworker relationships and meetings will be different
  4. Business travel may go extinct
  5. Medical screenings may become mandatory

Comments or questions? larry@larrylitwin.com

Some common mistakes older job seekers make

Comments or questions? larry@larrylitwin.com

Kate Lopaze of thejobnetwork recognizes challenges facing some older job seekers.

  • Not having a digital presence
  • Holding on to dated tech
  • No leveraging your network enough
  • Writing a “kitchen-sink”or obsolete-looking resume
  • Taking job descriptions literally
  • Waiting for the perfect job.

Comments or questions? larry@larrylitwin.com

So, you want to stay in the workforce after ‘retirement’

Comments or questions? larry@larrylitwin.com

As Kate Lopaze writes for thejobnetwork.com the average retirement age is 65 for men and 63 for women. Almost half are still working or looking for work. Here are some jobs retirees should explore:

  • Bookkeeper/accounting clerk
  • Project-based consultant
  • Adjunct professor
  • Crossing guard
  • Real estate agent

Comments or questions? larry@larrylitwin.com

Basic rules for your next interview

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Way back when, thejobnetwork’s Kate Lopaze wrote, “It’s easy to see how job interviews have changed over time: more email, less formality, pre-interviews with chatbots, Skype interviews, etc. What is not so easy is determining which interview principles are just as valid and necessary as ever, even as you prepare to job hunt in a modern world.”

As Kate says, “Let’s look at some of the evergreen tips that are just as helpful now as they were when your parents and grandparents were interviewing for jobs.”

  • Wear a suit or you interview best
  • Print your resume
  • Send a thank you note

[To comment: larry@larrylitwin.com]

The 5 types of people you should have as a reference

[Questions? larry@larrylitwin.com]

From Kate Lopaze of thejobnetwork comes this advice:

Handing over a list of references to a potential new employer can feel like tricky business.

If you do not have a job offer in hand, you might be worried about your job search getting back to your current employer. If you are just starting out, you may worry that you don’t yet have a go-to list of professional refernces.

No matter what stage you are in, these five types of people make great references for any job search.

  • Past bosses
  • Past supervisors
  • Colleagues
  • Professional friends from your network
  • Professors or academic contacts                                                                                      [Questions? larry@larrylitwin.com]

Community Policing should be a top priority

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What Chief Wysocki did and said makes me Camden PROUD. Camden is a police department that believes in community policing. The department’s belief is one of my strategic communication theories: “It is hard to hurt someone you know on a first name basis.” Good going Camden, NJ–my home. Yes. Camden PROUD, where Black Lives Matter.

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Vote NFA Burger

I hustle for clients. Why not for family. (larry@larrylitwin.com)

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