Improving Emotional Intelligence at Work

August 9th, 2019

EQ: The secret to higher performing teams

Emotional intelligence is crucial in the modern workplace. It’s the secret to happier, more engaged employees who work better together. Which means it’s the secret to higher performing teams that drive fast n’ furious business growth.

Improving emotional intelligence in the workplace isn’t some fluffy, sounds-nice people goal. It’s a business-critical strategy that helps unlock maximum value from your biggest competitive asset – your people.

But emotional intelligence comes more naturally to some folks than others and improving your workforce’s EQ is easier said than done.

But the following eight ways to improve emotional intelligence in the workplace will put you on the path to get the most from your people.

#1 – Define what emotional intelligence in the workplace looks like

Your people can’t be more emotionally intelligent if they don’t know what emotional intelligence looks like.

Here’s the textbook definition: ‘EQ refers to someone’s ability to perceive, understand and manage their own feelings and emotions’ (Chignell, 2018).

That’s all well and good but textbook definitions and real-life understanding can be two very different things. What’s more useful is sharing examples of emotional intelligence in the workplace, so your people can understand how the concept relates to their day-to-day.


People with high emotional intelligence are attuned to colleagues’ moods, empathize and offer compassion where appropriate.

So, say Jane’s colleague, John, snaps at her. If Jane has high emotional intelligence, she notices that something’s wrong but understands John’s snappy behavior reflects on him, not her. Instead, she recognizes he’s having a bad day and asks what else she can do to help.


People with high emotional intelligence are good listeners, who recognize everyone’s need to feel heard. They’re comfortable accepting and expressing conflicting opinions and have constructive, positive disagreements.

So Katie and Kanish are debating whether they should hire the person they just interviewed. High emotional intelligence means they listen attentively to each other without interrupting, react sensitively to the other person’s opinions, and share their own opinions in a balanced, non-aggressive way.

Share examples relevant to your own workplace to model the emotionally intelligent behaviors you want. That’s a much more powerful tactic than sharing lifeless definitions.

#2 – Make space for creativity

Sometimes emotional intelligence in the workplace can be a chicken and egg question. Take creativity.

Workplaces with high emotional intelligence are creative hot spots, where imagination knows no silos and good ideas come from all angles. That’s fantastic for the business because it means you solve problems and innovate faster.

A workplace like that might be the natural outcome of having lots of highly emotionally intelligent employees, sure. Hyper-creative people will find ways to be creative without your help.

But you can also reverse engineer it. Because for one hyper-creative person, you might have ten kinda-creative-but-also-a-bit-reserved people. Setting up your workplace to empower those people means you unlock and encourage their creativity. To improve their emotional intelligence.

Ask yourself:

  • Where can we loosen-up our policies and processes?

  • How can we encourage employees to add ideas across silos?

  • What other opportunities for collaboration are there?

  • How can we boost diversity, so we get different perspectives?

  • Do we have a micromanagement problem, and how can we fix it?

  • What else can we do to support experimentation?

  • How can we communicate that failure is OK?

Build a workplace that promotes creativity, and your people will have a better framework to express themselves authentically. And that’s a crucial part of emotional intelligence.

#3 – Offer diverse social events (not just ones you like)

Another chicken and egg example, your workplace social scene. If your workplace has high emotional intelligence, your people have strong relationships which likely means they spend time together socially, inside and outside work.

Like with creativity, if your employees already have high emotional intelligence this probably already happens. But you can reverse engineer it too, by creating opportunities for your people to socialize, and strengthen their bonds.

Think inside and outside work, within and across teams, catering to the diverse spectrum of your employees.

Because Sally might love a cocktail but Mesut might not drink. Or Suvish might struggle to find childcare while Sam can’t wait to escape the kids.

So hold the team night out, sure. But also hold the family BBQ, the company activity afternoon, the sponsored walks, the bowling evening, the painting class, the cookery lesson, the lunch date, the brunch date and the charity blowout gala.

So everyone in your workplace finds something for them, where they can form bonds and improve their emotional intelligence.

#4 – Encourage flexibility

Flexibility is a crucial aspect of emotional intelligence.

Managers who adapt their management style for different team members, for example, have a high EQ. And they’ll be better managers because they’ll get more from those team members than a one-size-fits-all approach.

Also, people with high emotional intelligence seek out (and perform best in) flexible environments, because they feel their unique needs are understood and accommodated.

Which means cultivating flexibility in your workplace empowers your people to act with higher emotional intelligence. And it’s how you create an emotionally intelligent workplace that attracts more emotionally intelligent people. Win, win.

Think about how you can introduce flexibility into your business, so people can work in a way that best suits them. Like focusing away from strict processes onto results, and offering remote working or flex-hours options.

#5 – Run an EQ workshop (but make it fun)

Improving emotional intelligence in the workplace shouldn’t be a chore. So, sure. An EQ workshop could be a great idea but for everyone’s sake, make it fun and actionable.

Nobody wants to sit through a day’s dry box-ticking lecture about the definition, history and theory of emotional intelligence.

Instead, think about ways you can bring emotional intelligence in the workplace to life. Think role plays. Quizzes. Videos. Debates. Collaborative discussions. Games.

An engaging, inspiring and memorable EQ workshop is much more likely to drive change.

#6 – Hire and onboard for EQ

To improve emotional intelligence in the workplace, you need to work with your current workforce.

But you also need to make sure the people you’re bringing into the business reflect this new emotionally intelligent vision. And you need to make sure your workplace empowers them once they’re there, so they don’t leave.

That means hiring and onboarding for emotional intelligence.

Some pointers:

  • Don’t over-rely on personality tests to assess EQ. Only a person with high emotional intelligence themselves can accurately assess emotional intelligence.

  • Design interviews to specifically assess emotional intelligence. Group interviews and behavioral questions are both worth inclusion. Plus check out these six questions from HubSpot.

  • Get interviewees to meet prospective team members, so you get a read on how they’d work in their new team. Interviewees with high emotional intelligence are likely to make a good impression fast.

#7 – Communicate your purpose

Emotionally intelligent people tend towards intrinsic rather than extrinsic motivation. That means they’re more driven by personal rewards (like feeling a sense of achievement) than external rewards (like salary).


Say Thomas attends training because he needs the certificate to be eligible for a promotion. That’s extrinsic motivation. But say Juliette attends training because she relishes the challenge and wants to improve. That’s intrinsic motivation and a sign Juliette likely has higher emotional intelligence than Thomas.

Or another example…

Ferencz joins your business because you offer a 5% salary raise over your competitor. But Victoria, on the other hand, joins despite taking a 5% salary drop because your mission and values resonate with her. Long-term, Victoria is the better hire. Not only because she represents a salary cost-saving, but because she’s a brand evangelist who loves what you stand for. So she helps boost your brand, cement your culture and she’s much less likely to jump ship for a competitor offering a raise.

Because when you stand for something, you’ll attract other people who stand for the same. And they’re the emotionally intelligent employees you want in your workplace.

#8 – Level-up your workplace support offering

To improve emotional intelligence in the workplace, you need to build a culture where you empower emotionally intelligent people to thrive. Or they’ll leave, and the bucket will keep emptying even while you’re trying to fill it.

That means creating a workplace where employees are empowered to handle stress. A workplace where employees have access to the support to overcome personal and professional challenges. A workplace where employees have a voice and trust that voice will always be heard.

Don’t just say “we’ve got an open-door policy”. Think about actionable ways you can create a transparent, emotionally intelligent culture. Like…

  • Mentor schemes

  • Buddy schemes

  • Anonymous feedback

  • 360-degree reviews

  • Community spaces

  • Mental health support

  • Mental health days off

  • Forums and discussions

  • Radical transparency

Over 70% of hiring managers value EQ over IQ, and 75% would be more likely to promote an employee with high emotional intelligence. Plus, 90% of top performers have high emotional intelligence. In other words, boosting workplace EQ is a massively important business strategy – not ‘just’ a people strategy.

Editorial Note: This article originally appeared in ABR Employment Services e-newsletter, HR Insights. It  was originally written by Stijn de Groef, a passionate HR professional, entrepreneur, cyclist and CEO at Talmundo.

August 2019 Webinars on ABR JobConnect

August 5th, 2019

Our goal is to help you get a job. We offer weekly free webinars on job hunting advice. A live question and answer period is held at the end of each webinar. This provides a great opportunity to get immediate feedback to help solve job search problems you may be facing.

Our August line-up includes:

Don’t Let Your Past Limit Your Future

Date: 08/08/2019 11:00 AM Central Time

Description: Most job seekers do not have a perfect job history. The good news is that it’s not the most qualified or perfect person who gets hired. Individuals who are finding jobs in this very competitive job market are the ones who know how to package themselves and how to ace their interviews. During this session, we will address the following:

  • How to handle problem areas on your resume
  • The impact of your past accomplishments
  • How to effectively overcome all objections or concerns

When you follow the advice during this session, your past WON’T affect your ability to land a great job!

People Talk – What Are They Saying About You?

Date: 08/13/2019 01:00 PM Central Time

Description: In the past, people only talked about you when they were contacted for a reference check. Technology has certainly changed how people communicate about you. People leave an impression when they recommend you on LinkedIn or talk about you on any social media site. It’s important that you realize how this impacts your job search. During this session, we will address the following:

  • Why, when and how you should prep your references
  • The impact of your LinkedIn Profile
  • Social media do’s and don’ts

Re-THINK: The “Ultimate Secret Formula” to Effective Interviewing

Date: 08/19/2019 11:00 AM Central Time

Come learn to Re-THINK your entire interview preparation and get hired! People often say, “I hope I survive my interview”. However, interviewing is not about survival, doubt or fear. It is absolutely about confidently communicating to the company how you can help them achieve their goals. It’s also your opportunity to show them, that by hiring you, they are making the best choice. During this presentation, you’ll learn:

• How to create a “highly effective” interview game plan
• How to easily manage your emotions so you can be Clear, Calm, and Confident
• How to specifically share the BEST of you throughout the interview
• What KEY questions can help to GET THE OFFER

Join us to learn the ULTIMATE SECRET FORMULA. Show them your absolute best in your next interview. Let’s get you back to work!

What Job Targets Are Best For You?

Date: 08/27/2019 01:00 PM Central Time

Description: If you’ve wondered how to most effectively open doors and with employers you respect, this webinar was written for you. Often the best companies receive more unsolicited resumes or CVs, but you will learn how to put yourself in front of decision makers in these preferred companies. During this session, we will address the following topics:

  • The best way to get into a company
  • Research you must conduct
  • The benefits of having more than one target
  • Hot careers you should consider

Knock, Knock, Your New Office Job is Calling

July 22nd, 2019

Will YOU answer the office job door?

Staying on top of the most current vacancies in your field is a must when you’re on the hunt for a new professional office support position. But often, that’s easier said than done when life gets in the way. That’s a great reason to leave the searching to us!

Fortunately, when our clients have new opportunities for administrative, office jobs, customer service, medical office or receptionist jobs, we’re the first to know. We use our established relationships with area employers to help connect people to these types of positions, getting your resume or application in front of the right people.  That means you don’t have to spend as much time searching, filling out applications and sending resumes to land an office job.

Whether you’re looking for your first office job, have a few years of experience under your belt or are a total pro, we’ll help you find an office position you’ll love.

Check out our current office job openings:

Check Run Analyst – Appleton , Wisconsin – $16.00 per hour

Receptionist – Little Chute , Wisconsin – $13.00 per hour

Assistant Service Manager – Neenah , Wisconsin – $15 to $17 per hour

Intake Specialist – FDL – Fond Du Lac , Wisconsin – $15.00 per hour

Intake Specialist – Menasha – Menasha , Wisconsin – $14.00 per hour

Intake Specialist – Oshkosh – Oshkosh , Wisconsin – $14.00 per hour

Seasonal Customer Care Representative – Greenville , Wisconsin – $13.00 per hour

Bilingual HR Coordinator – Green Bay , Wisconsin – $17.00 per hour

Project Assistant – Green Bay , Wisconsin – $16.00 per hour

Deposit Department Supervisor – La Crosse , Wisconsin

Early Out Lead – La Crosse , Wisconsin – $16.00 per hour

Receptionist – Onalaska , Wisconsin – $12.00 per hour

Marketing/Sales Rep – La Crescent , Minnesota

Clinic Assistant-Fitchburg – Madison , Wisconsin – $13.00 per hour

Participant Services Specialist 1 – Middleton , Wisconsin – $15.00 per hour

Estimator-Buyer-Sales Support – Wausau , Wisconsin – $17.00 per hour

Credit Assistant – Wausau , Wisconsin

Receptionist – Wausau , Wisconsin – $13.00 per hour

Intake Specialist – Wausau , Wisconsin – $14.50 per hour

Project Manager/Designer – Wausau , Wisconsin – $35.00 per hour

Account Rep – Schofield , Wisconsin

Customer Service Representative – Schofield , Wisconsin

IS Support Technician – Stevens Point , Wisconsin

Human Resources – Stevens Point , Wisconsin

Administrative Assistant – Amherst , Wisconsin – $12 to $15 per hour

Intake Specialist – Stevens Point , Wisconsin – $14.00 per hour

Inventory Clerk 1st – Sturgeon Bay , Wisconsin – $13.00 per hour

Director of Operations/HR – Winona , Minnesota – $60,000 annually

Learn More

Have questions about one of these great career positions? Just give us a call; we’re here to support you in your job search!


Motivating Employees: Looking Beyond Money

July 15th, 2019

Summer 2019 ABR HR Insights Magazine

ABR HR Insights Magazine

Summer 2019

Today’s ever-shifting employment and market landscapes can sometimes make it difficult to know the best ways to hire and manage employees. New management trends arise every day: some are a flash in the pan, some stick around for a while, and some disappear but return when business conditions change. In every issue of our HR Insights Magazine, industry thought leaders offer their insights on strategies on a diverse array of topics: developing strong leadership, implementing policies and practices to improve productivity and branding, and making better hires, to name just a few.

Engagement takes center stage in this issue of ABR HR Insights Magazine. It influences hiring, retention, productivity, and pretty much anything else related to a company function. In short, it’s critical to the well-being of any organization. In our feature article – How to Motivate Employees: Look Beyond Money – Valerie M. Grubb writes about the importance of engagement but says that the way to cultivate it is not by opening the wallet.

Says Grubb, “Money can buy a lot of things, but it can’t buy everything. And in the workplace, it can’t buy the attitudes and knowledge that drive employee engagement.”

Managers who want to improve engagement should show appreciation, provide opportunities, and engage in other non-monetary strategies. It’s no secret that when employees aren’t engaged, they don’t do their jobs well. And when they don’t do their jobs well, the entire organization suffers.

Don’t let this happen to you! Contact any ABR location today to see how we can help your company improve its employees’ engagement and any other issues that can affect staffing—and your organization’s success.

July 2019 Webinars on ABR JobConnect

July 1st, 2019

Our goal is to help you achieve career success. We offer weekly free career webinars on job hunting advice. A live question and answer period is held at the end of each webinar. This provides a great forum to instantaneously receive guidance to solve job search problems you may be facing.

Our July line-up includes:

Turn Obstacles Into Opportunities

Date: Monday, July 1st
Time: 12:00 pm EST (9:00 am PST, 10:00 am MST, 11:00 am CST)

Description: Finding a job is not an easy process and you will encounter obstacles throughout your job search. Because finding a job is a sales process, you will experience objections. You could also be experiencing obstacles you are inadvertently creating. During this session, we will address the following:

  • How to convert obstacles into opportunities
  • Why you should welcome objections
  • How to eliminate obstacles you are creating in your job search

Uncover Unadvertised Job Opportunities

Date: Monday, July 8th
Time: 12:00 pm EST (9:00 am PST, 10:00 am MST, 11:00 am CST)

Many employers have confidential positions that are not advertised. These are positions that are held by someone who is either on probation or on the verge of being fired. These can also be new positions that are created by a new contract, new technology or project. During this session, we will address the following:

  • How to uncover unadvertised job opportunities
  • Conducting a proactive vs. reactive job search
  • Why this must become a part of your job search efforts

Do’s and Don’ts of an Employment Application

Date: Thursday, July 18th
Time: 3:00 pm EST (12:00 pm PST, 1:00 pm MST, 2:00 pm CST)

 If you submitted a resume and have now been sent an application, you have already made it past the first hurdle in this company’s interview process. Companies only reach out to candidates they feel could be a possible fit for their position. The answers you provide on an application form often determine if you are interviewed or screened out. During this session, we will address the following:

  • Answers that enhance your chance of being interviewed
  • Answers that can cause you to be screened out
  • The best way to handle salary on an employment application

Getting Unstuck: How to Re-THINK Your Job Search

Date: Thursday, July 25th
Time: 1:00 pm EST (10:00 am PST, 11:00 am MST, 12:00 pm CST)

Description: Job searching doesn’t have to be hard and defeating. Come find out how to be an UNSTOPPABLE SOURCE of POWER in achieving your goals. Learn how you can use SIMPLE SYSTEMS that allow you to be effective in your job search.

Start to use a PROVEN PROCESS that can turn frustrations and obstacles into opportunities – on the spot! What a great ADVANTAGE for you to have “huge breakthrough” in your job search! Here is a peek of what we’ll cover in the webinar:

  • GET FOCUSED: A clear focus allows to be super-effective as you to aim directly for your goal and course-correct as necessary.
  • ACCOUNTABILITY MEASURES: The right thinking and right actions lead you to the right results! Measure it and you get better and better.
  • REACHING for EXCELLENCE: You are the only authority in your life. Do your personal best every day!
  • GETTING UNSTUCK: Instantly let go of negative feelings like fear, resistance, and procrastination

There is so much happening in our lives today, that it doesn’t take much to knock us off-track. This webinar is uplifting and empowering!

Don’t Fall Behind on Learning – Close the Skills Gap Today

June 17th, 2019

As technology evolves, the skills gap – the disparity between the skills employers need to succeed and those workers actually have – keeps getting wider. If your company isn’t already addressing this gap, start now – no matter how big or small you are, or what business you’re in. If you don’t, you might be left behind.

To employers, I offer the following solution: Devote 5% of employees’ time at work to learning. In my experience, doing so can help you reduce talent turnover by up to 20% and save your company money. Even better, your people will have more of the skills they may need to get the job done.

The Situation Is Dire

The skills gap is like climate change. Most people know there’s a problem, but few are doing anything meaningful about it. According to the U.S. Bureau of Labor Statistics, today there are fewer unemployed Americans (6.2 million) than there are open jobs (7.3 million). It’s entirely possible that if people had the right skills, we could be at full employment.

According to a 2018 report for the U.S. Chamber of Commerce Foundation, not all industries are experiencing skills gaps, but there are significant shortages of qualified candidates for many high-skill roles such as healthcare practitioners, business and financial operations professionals, computer and mathematics professionals and architects and engineers.

And the issue goes beyond jobs demanding rare or complex skills. The National Skills Coalition says that 53% of the U.S. job market consists of middle-skill jobs, but only 43% of workers have the right skills for these jobs.

Employment Numbers Hide The Truth

The skills gap can hit companies where it hurts: their bottom line. Consider manufacturing: According to a study by Deloitte and the Manufacturing Institute, a shortage of skilled workers could reduce the U.S. manufacturing gross domestic product by up to $454 billion by 2028.

But many in business don’t understand the urgency of the situation. They consider the skills gap a vague threat existing in the far-off future. How could there be a problem, they ask, when unemployment is so low?

Here’s how: Official unemployment statistics significantly understate the number of jobless Americans. As reported by Quartz, at less than 63% as of June 2018, the labor force participation rate – which measures the share of employment-age Americans who are working or actively looking for work – is at roughly the same level as it was during the late 1970s, when far fewer women were part of the workforce. This shows that the joblessness problem is far bigger than the unemployment numbers suggest – and that many have likely given up even looking for work. I believe it could be because they don’t have the skills required by the jobs that are available.

So What Can Employers Do?

Finding and keeping the right people with the right skills is a must for companies. But as business change accelerates, doing so is growing more difficult. What can you do?

In a better world, governments, universities, companies, and employees would all pitch in to solve this problem. But I don’t think that elected officials, academics and employees have the power or the will to drive the kinds of policies and practices that are required. Meanwhile, the problem is too important to wait for someone else to take care of it. Do that, and you may fall behind.

You can try to solve the problem by recruiting new talent, but qualified talent can be expensive to source and hire – and there’s a real chance that you won’t find people with the right skills. Or you could try accelerating the automation of key functions. But that can be risky.

Bridge The Skills Gap By Investing In Learning

I believe the answer is to upskill your existing employees – something that millennial workers, who want more from a job than compensation, are particularly enthusiastic about. To drive employee-learning success, think beyond just offering training options, and take the following steps:

• Enable success by addressing different learning styles. Devote 5% of employees’ time to learning – but beyond that, give them a variety of learning options so that they’ll engage fully regardless of learning style.

• Get managers at all levels to buy into your approach. Spread the word about what you’re doing, and show the business case: Upskilling employees can drive a healthier bottom line by reducing employee turnover and increasing productivity and engagement. Without buy-in from managers, employees are less likely to receive the time and resources they need to learn new skills successfully.

• Make learning an ongoing practice. This way, your people will always be adding new skills – and your business will be better prepared for the changes waiting around the next corner.

• Measure results. To justify your employee-upskilling efforts to management and employees alike, track quantifiable results of your training programs – employee satisfaction scores, for instance, or productivity rates.

Future-Proof Your Business Today

I believe there’s far too little urgency around the growing skills gap caused by technology and the acceleration of business. If you run a company, aim to devote 5% of your employees’ time to upskilling and development. You’ll be more likely to keep your top talent and save money – and your employees can gain the skills they may need to keep your business alive and thriving.

ABR’s Skilled Professionals Available Right Now For Immediate Hire

ABR optimizes the professional search process, efficiently connecting organizations to the impactful talent they need to drive business strategy.  to learn more.

Editorial Note: This article originally appeared in ABR Employment Services e-newsletter,HR Insights. It  was originally written by Adam Miller, President & CEO of Cornerstone OnDemand.

June 2019 Webinars on ABR JobConnect

May 28th, 2019

Our goal is to help you achieve career success. We offer weekly free career webinars on job hunting advice. A live question and answer period is held at the end of each webinar. This provides a great forum to instantaneously receive guidance to solve job search problems you may be facing.

Our June line-up includes:

What Hiring Authorities Really Think

Date: Thursday, June 6th
Time: 1:00 pm EST (10:00 am PST, 11:00 am MST, 12:00 pm CST)

Your Job Search can be extremely frustrating when you’re not scheduling interviews or getting job offers. Have you ever wondered what hiring authorities are really thinking? We interact with hiring authorities daily and want to share what we’ve learned to help your job search. During this session, we will address the following:

  • Greatest pet peeves of hiring authorities
  • What they are really attempting to accomplish
  • Who gets hired and who is screened out and WHY

Prepare For The Most Difficult Interview Questions

Date: Tuesday, June 11th
Time: 12:00 pm EST (8:00 am PST, 9:00 am MST, 10:00 am CST)

 Have you ever been asked a question during an interview that caused you to draw a blank? Interview questions can differ greatly from one employer to another and you must be prepared to put your best foot forward. During this session, we will address the following:

  • How to handle situational interview questions
  • What to do if a question is inappropriate
  • How to address a discriminatory question
  • What to do if you don’t know the answer

Re-THINK: Ignite Your Job Search with Confidence

Date: Wednesday, June 19th
Time: 12:00 pm EST (9:00 am PST, 10:00 am MST, 11:00 am CST)

Description: It is time to re-invent your self-image, expand your self-concept, and learn how to ignite your confidence.

No matter what you are doing in life, it’s important to know how to effectively manage yourself. Whether it is physically, mentally, or emotionally, you are responsible for your actions and reactions.

In difficult times, you may feel like job searching is a defeating or discouraging experience, yet this is exactly when you most need to encourage yourself to step into your power.

If you’re determined to find the next place where you can thrive, make it a priority to join us. It will be uplifting and empowering.

In this webinar, you will have the opportunity to:

  • Shift your perspective and show your confidence
  • Discover how easy you can change your self-image
  • Learn simple steps to powerfully manage emotions
  • Strengthen your winning attitude – Be a Yes to You!
  • Access the courage, clarity and power already in you

Instead of feeling like you are in a rut where you always feel defeated, you will see that you’re already a WINNER! Come experience the shift for yourself.

Is My Experience Helping Or Hurting My Search?

Date: Tuesday, June 25th
Time: 12:00 pm EST (9:00 am PST, 10:00 am MST, 11:00 am CST)

Description: Have you ever wondered if extensive experience or a lack of experience can hurt your efforts to find a new job? The answer is “yes, sometimes” but there are things you can do to improve your chances of being interviewed and hired. Questions we will answer include:

  • Does extensive experience make you over-qualified?
  • Should you apply for jobs asking for experience, when you have none?
  • If you’re changing careers, is your experience even relevant?
  • How can you most effectively list experience on your resume?

Measuring Quality of Hire in Today’s Employment Climate

May 14th, 2019

Spring 2019: ABR HR Insights Magazine

Every issue of our HR Insights Magazine focuses on themes that are relevant to our clients’ businesses. In this issue we examine:

How Do You Measure Quality of Hire in a Full Employment Economy

In this issue’s feature story, contributor Tom McGuire discusses why you should measure the quality of the talent you are hiring and how to do it. He also emphasizes that talent drives business value and, in a full employment economy, companies must be particularly in tune with their talent.


Three Ways Millennials Have Changed Candidate Engagement Strategy

Engagement is another issue that’s getting a lot of coverage in today’s HR circles. Contributor Allie Kelly points out that although much of the engagement talk has been focused on current employees, the way we engage with candidates needs to change. Kelly notes that millennial
candidates “want social proof that the product, service or opportunity they are interested in is legitimate and matches their desires.”

Six Ways Your Employee Experience Needs to Change

Part of building a strong relationship involves meeting the needs of everyone in it. Contributor Lilith Christiansen suggests that recruiting for retention starts with streamlining and customizing the hiring process. She stresses that starting the employment relationship on a strong foundation starts with the moment they apply for a job.

Other notable articles in this issue

  • How to Scale a Team: Vision, Values, Culture
  • First Impressions Set the Stage and Begin on Day One
  • Old School Recruiting Behaviors That Are Costing You Candidates
  • Are Employees Entitled to Bring Animals to Work?
  • Emphasizing Empathy for a Successful Candidate Experience

Great Ideas and Partnerships Begin With A Conversation

At ABR Employment Services we believe strongly in the power of connection. Let us help you determine the best ways to strengthen the connections within (and outside) your organization! Want to explore new possibilities for your company? Let us know how we can help!

May 2019 Webinars on ABR JobConnect

May 6th, 2019

Our goal is to help you achieve career success. We offer weekly free career webinars on job hunting advice. A live question and answer period is held at the end of each webinar. This provides a great forum to instantaneously receive guidance to solve job search problems you may be facing.

Our May, 2019 lineup includes:

Re-THINK: Shifting for Success In Your Job Search

Date: Tuesday, May 7th
Time: 1:00 pm EST (10:00 pm PST, 11:00 am MST, am 12:00 pm CST)

 Being in job search mode can bring up a lot of feelings that can get in the way of your success making you feel defeat and discouraged. This webinar is designed to show you how you can shift your thoughts and feelings of being upset, angry, frustrated, hopeless, burned out, or all of the above.

In this results-focused presentation, you will have the opportunity to:

  • Learn how to decide and commit to your goal of getting hired.
  • Shift from focusing on “what’s wrong” to focusing on “what works”.
  • Discover how to rise above the circumstances and take powerful action.
  • Be empowered to move through your job search activity with ease.
  • Learn how to powerfully use your time and energy starting today.

What Should Be On Your Daily Plan

Date: Thursday, May 16th
Time: 3 :00 pm EST (12:00 pm PST, 1:00 pm MST, am 2:00 pm CST)

 Individuals who are accepting job offers are often the best planners. If you are not planning out your schedule as a job seeker, you are inadvertently planning for failure and your job search will take much longer than anticipated. During this session, we will address the following:

  • Why and when you should plan
  • What should be included in your daily plan
  • Where to place your focus to get the greatest results

Don’t Burn Any Bridges

Date: Monday, May 20th
Time: 12 :00 pm EST (9:00 am PST, 10:00 am MST, am 11:00 am CST)

 You want to leave every job on a good note to help you obtain positive references and hopefully valuable referrals and recommendations throughout your career. There are things you can do even if you were terminated. During this session, we will discuss the following:

  • Six Degrees of Separation
  • Eight Basic Rules
  • What to do if you’re Terminated

Network Your Way to A New Job

Date: Wednesday, May 29th
Time: 3:00 pm EST (12:00 pm PST, 1:00 pm MST, am 2:00 pm CST)

Networking is the number one way to find a new job. In fact according to LinkedIn, more than 82% of current job seekers find their next opportunity through their networking efforts. IT doesn’t matter whether you’re a recent grad or C-Suite Executive, networking is critical to your success. You will learn the following:

  • Networking Goals you should set
  • How and When to Network
  • How to evaluate your personal and professional network


Explaining a Lay Off or Firing In an Interview

April 9th, 2019

Experiencing a Work Lay Off or Firing is Emotional

And awkward. And no one wants to talk about it, especially during an interview. If you were laid off or were fired, the subject is going to come up. The interviewer is not looking to shun you, they just need to know what happened.

To clarify, a lay off and firing are two different things. With a lay off,  it typically has nothing to do with job performance. Layoffs occur when a company undergoes restructuring or downsizing or goes out of business.

Employees can be fired for a variety of reasons and are usually related to work performance or negative behavior.

Whatever happened, do this to help explain your situation.

Layoff: State the Facts 

There are certain things you must say in an interview, and then there are certain things that you most definitely should not say in an interview. Bad-mouthing your former employer is one of those things not to say! Even if your boss was a horrible person, or even if the company laid off a bunch of employees for what you suspect is no good reason, you have to remain professional.

If you were laid off, all you need to do is briefly state why you were laid off.

Addressing Being Fired

The way you explain what happened will make the difference. Your answer must be a believable and true statement, short, positive, and not critical of the company. To help you explain the firing, first answer these questions:

1. What did your former company tell you when you were terminated?

2. What do you believe was the reason for your termination?

Using the information above, write out a short answer.  Then, read the answer out loud in front of a mirror or video yourself and watch how and what you said. Is it smooth?  Is it honest?  Does it have any negative or critical comments about your past company?  If so, revise it!

Once you have completed this step, and feel good about your answer,  you will probably feel relief and begin to be comfortable with moving on in your job search.

Give Your Lay Off or Firing Situation a Positive Spin

Once you’ve covered the brief details of why you’re unemployed, do a quick flip. Focus on what you’ve been doing since you’ve been laid off or fired and how your positive attitude has gotten you over this obstacle. Rehearse a little speech on how you’re ready to tackle a new challenge and you’re looking forward to the future.

The rest of your interview should be business as usual. Remain positive and confident. Your potential employer won’t even remember that dreaded question if the rest of your interview outshines it. So be prepared. Be practiced. And that’s all there is to it.

Reach Out for Your Next Job Opportunity

You do not have to figure it all out on your own. Work with our award-winning job placement experts – free of charge! – to get you back to work. Contact any ABR office to get started.