Job Seeker Webinar Series: October 2016 on ABR JobConnect

September 26th, 2016

ABR Job Connect October 2016 Webinars

Re-THINK! A Powerful Plan & Foundation for Success – How to Create a Blueprint for Your Job Search


Date: 10/06/2016 02:00 PM Eastern Time
Topic: Re-THINK! A Powerful Plan & Foundation for Success – How to Create a Blueprint for Your Job Search

Date: Thursday, October 6th
Time: 2:00 pm EST (11:00 am PST, 12:00 pm MST, 1:00 pm CST)

Description: This webinar is just in perfect time so if you don’t have momentum…it’s time right now to create a powerful plan. I’ll show how to create an easy-to-follow blueprint that you can design with all of your goals in mind.

We’ll focus on how to have a clear set of goals and a plan for how to achieve them?

This is especially important for job seekers because your action items and your follow through on critical job search activity is needed to get you back to work.

How can you get results if you don’t even know where you are going? There are simple and important “changes” to be made that will inspire you to be a winner at getting your goals accomplished.

With a growing number of distractions, here is a great opportunity to get on track and kick it into high gear.

Registration Link: https://attendee.gotowebinar.com/register/949707944027884033

 

Trends in Resume Writing: Understand what recruiters and hiring managers want and schedule more interviews


Date: 10/11/2016 11:00 AM Eastern Time

Topic: Trends in Resume Writing: Understand what recruiters and hiring managers want and schedule more interviews.

Date: Tuesday, October 11th
Time: 11:00 am EST (8:00 am PST, 9:00 am MST, 10:00 am CST)

Description: 
This webinar will discuss current trends in resume writing and how they adhere with recruiting standards. Applicable to job seekers of every level, attendees will receive actionable tips to incorporate into their job search.

Registration Link: https://attendee.gotowebinar.com/register/733473589265027073

 

Start at the Top and Work Yourself Down


Date: 10/20/2016 02:00 PM Eastern Time

Topic: Start at the Top and Work Yourself Down
Date: Thursday, October 20th
Time: 2:00 pm EST (11:00 am PST, 12:00 pm MST, 1:00 pm CST)

Description: Most decisions makers have a weak link in their department or company. Often, this has not been discussed with Human Resources and there is no active search being conducted. These unadvertised inactive job searches can provide you with the greatest opportunity to get hired. During this session we will address the following:
• The importance of contacting hiring authorities direct
• WHO is your best contact in a targeted company
• How do you effectively market yourself?

Registration Link: https://attendee.gotowebinar.com/register/3752042025215970308

 

 

5 Components of a High Trust Work Environment

September 19th, 2016

High Trust Work Environment

How do you nurture a high trust work environment?

Trust is most easily defined as reliance on another person’s integrity. Psychologically, the need for trust arises from our interdependence with others. The presence of trust implies respect, cooperation, and honesty. But it also implies risk. Trust is abstract and intangible. It can be very fragile and, once lost, it is not easily reestablished.

When we spend the majority of our time at work, it is imperative that we trust those around us. And yet, most of us have probably worked in jobs where trust either had never been established or was completely lost during the course of our employment. When trust deteriorates, low morale becomes widespread, employees become less engaged, and turnover increases dramatically.

Since the propensity to trust varies from one person to the next, what are the most common components needed to create a high-trust work environment? What are the benefits of ensuring trust exists?

1. Transparent Communication. As you may have guessed, transparent communication is the first and most important ingredient for creating a more human workplace based on mutual trust and respect. This means providing a platform for a back-and-forth exchange of dialogue and ideas. It also means being honest and not withholding information. If there’s something you can’t share or do, you should simply let the employee know.

When employees feel well-informed and that they have an avenue for honest feedback, they will have confidence in their leaders. Cultivating trust through open dialogue creates an immediate platform for employee engagement. When employees are fully engaged, they are more inspired to contribute above-and-beyond effort. In fact, a 2013 report released by Gallup verified that employee engagement has strong correlations to performance outcomes, including increases of 22% in profitability and 21% in productivity.

2. Valued Input. Encourage employees and team members to share ideas. When you welcome varying points of view, you may uncover constructive solutions that otherwise would not have been discovered. Employees whose ideas are valued will feel empowered to think creatively and will want to be involved in team and company processes. When employees feel they have a voice–and that their voice is heard and valued–they are more likely to contribute to their team and the company. Their work has purpose and meaning, and becomes more than just a job.

3. Confidence in Others. As Paulo Freire, 20th century philosopher, writer, and educational advocate states, employee trust is a direct reflection of your confidence in their abilities. Show employees you trust their ideas and experience. Micromanaging or controlling employees can stifle creativity and productivity. When employees feel you can rely on them, they will take pride in what they do. They will be empowered to take initiative and work beyond their job parameters. According to a 2012 SHRM report, “Almost one-half (48%) of employees stated that autonomy and independence were very important job satisfaction factors.”

Empowered employees will make decisions, take action, and accomplish goals with minimal supervision. This enables them to work more efficiently and leads to a flourishing work environment, higher morale, decreased stress, less illness, and less risk for employees to seek other employment.

4. Accountability. We’re all human and we all make mistakes. It’s important when mistakes happen that we are accountable for them. When a manager or employee recognizes an error they’ve made and apologizes or corrects the mistake, they demonstrate responsibility rather than blame. Being accountable also goes beyond just taking responsibility for what went wrong. It also means recognizing when an employee has gone above and beyond, and appreciating their extra efforts.

Sincere, consistent recognition makes employees want to repeat desired behaviors and increases productivity. It lets them know their leaders see how much effort they’re putting into their job and that those efforts mean something to the company. In fact, studies conducted by Towers Watson show that companies with recognition programs where trust is strong have a 91% employee engagement rate.

5. Consistent Action. If transparent communication is the most important component of building trust, consistent action is the integral piece that holds the rest together. If you want employees to trust you, you must consistently demonstrate honesty and integrity in your speech and actions. This also means treating everyone equitably and not playing favorites. When a leader is perceived as fair and honest, they will also be perceived as trustworthy.

Establishing a high-trust work environment leads to increased engagement, constructive problem solving, informed action, mutual respect, and employee empowerment. Once a high-trust environment has been created, keeping it sustainable means constantly practicing and utilizing the five components listed above.

Actively cultivating the human phenomenon of trust not only builds harmony at work, it also helps us infuse all of our interactions with coworkers, friends, family, and even strangers with integrity and respect. When all of our personal interactions are held to this standard, we will enjoy an overall improved quality of life.


The content of this blog originally appeared in the September, 2016 edition of our e-newsletter, HR Insights. It was written by Nancy Eaves, a member of the Strategic Solutions Team at O.C. Tanner. 

ABR HR Insights Magazine – Sept/Oct Issue

September 12th, 2016

hr-insights-sept-oct

We hope you enjoy our ABR HR Insights Magazine – Sept/Oct Issue.

An organization that’s built around a terrific product or service won’t succeed in the long term unless it has good people in place. This truth forms the bedrock of the business world and is the reason why HR departments and recruiting managers exist. It’s also the reason why ABR Employment Services HR Insights exists: the purpose of this publication is to give you the knowledge you need to make sure you attract—and retain—the best people you can find.

In this issue’s feature article, “Think Like an Investor at HR Budget Time,” Tom McGuire emphasizes the critical role that HR plays in most organizations—and urges HR departments to start tooting their own horns to gain more of the recognition they deserve. “To avoid problems,” he writes, “HR departments need to figure out how to stop behaving like costs and look more like good investments” so they can demonstrate their value to their organizations.

Other articles in this issue focus on how HR and recruiters can locate top candidates and bring them into the organization. Rather than try to get someone who’s an expert in one field, argues Andrew Scarcella, look for someone who has a breadth of knowledge and a passion to keep learning and exploring (“The Dangers of Specialization”). And rather than look only for people who will make (or expect) long-term commitments to a company, says Charles Coy, organizations need to be willing to embrace today’s more transient job market (“‘Job Hoppers’ and the New Job Market”).

And how do you manage good people once they’ve come on board with your organization? First off, you need to recognize that a “one size fits all” approach won’t work. In “Managing Multiple Generations,” Valerie Grubb explains why companies need to prepare for demographic shifts in the workplace and be ready to meet the needs of employees of different ages. And in “Business Is Good, Thanks to My Highly Engaged Employees,” Brian Formato makes an observation that all HR and recruiting managers should keep in mind: “The key to retaining top employees is to customize your strategy to meet the specific needs of each person you hope to retain.”

Whether you want to tweak a few practices or are looking to make a paradigm shift, ABR Employment Services can help your organization achieve its goals. Contact us today and find out what we can do to ensure that you’re finding, hiring, and keeping the best people for your needs!