Why it’s Okay to Have an Off Day

Let’s get real. Everyone has off days. Sometimes it’s the weather, sometimes it’s morning traffic, and sometimes you just can’t find your motivation. In case no one else has told you this, I will: it’s okay.

Today is an off day for me. I have not accomplished nearly as much as I would like to. I have not been proactive in asking for tasks or seeing if I could help anyone with what they’re working on. However, I am still writing a blog and I did accomplish what was asked of me. Still, today is an off day.

It’s okay to have off days because you cannot give 100 percent all the time. You can try, but you will fail and you will just disappoint yourself. This is not to say that it is okay to give 50 percent all the time, just to say that you do not need to beat yourself up over a crappy day.

Today could have been better and maybe it should have been, but because today was like it was I know tomorrow will be better. I let myself have an off day because if I had tried to force myself into an exceptional day I would have produced mediocre work that I would have to fix tomorrow. I stayed on top of all my required tasks and made sure I did not fall behind. I did not get ahead either, but that’s okay.

Everyone has off days. It’s okay to let yourself have one and not feel guilty. No one is perfect and your bosses do not expect you to be either. Give 100 percent as much as you can, go above and beyond when you need to, and give yourself a break when you need it. Ultimately being honest with yourself about your capabilities each day is going to lead to long-term higher productivity. So really, it is okay to have an off day!

Contact Connor | Caitlin with your questions about workplace productivity!   

info@connorcaitlin.com 

Tell Them What They Need to Know

Nearly all studies and surveys about what companies are looking for in their next hire result in the same top answer: communication. Employers need to know that a person can effectively communicate with others in order to complete tasks, make improvements, develop culture, create change, and many other things.

The first way employers will begin determining communication skills occurs in the interview. More and more interviewers are asking candidates vague questions. This is not because the hiring authorities do not know what they want to ask, it is because they want to know if a candidate can provide them the information they need.

In the past, many interviewers would ask something like “Tell me about a time you managed people and if it went well.” Now they will say something more like “Have you managed people?” While these questions may seem very different, it is more than likely that they are looking for the same kind of answer. The employer still needs to know if a candidate can manage people and how they did it, but they are also using the question to gauge the candidate’s communication skills.

This is the time for a candidate to show the employer that they are not only qualified for the job, but they bring excellent communications skills to the table as well. If a candidate answers “Yes” to the second version of the question, they are technically answering what was asked of them. However, a candidate could answer, “Yes, I have. At my current position I manage a team of 6 individuals who each have at least three reports. I have had to resolve conflicts and help make group changes. It is an environment I have really enjoyed and have also learned a lot from.” This answer gives the hiring authority detail that a simple “yes” did not. It shows that the candidate has real applicable skills and can communicate that clearly.

In your next interview, be sure to listen for opportunities like the one described here and showcase your communication skills when you can.

Contact us at info@connorcaitlin.com for more information. 

Put Your Best Foot Forward-In Your Resume!

Creating a good resume is one of the most important parts of finding a job. Your resume is the first thing a potential employer will get to see about you, so it’s important to make a good first impression. Avoiding these common mistakes can help you get more calls from employers and a better chance of landing a job.

1. Make sure your resume is free of grammatical errors. Typos in your resume can lead a potential employer to believe you can’t write well or you lack attention to detail.  Proof read your resume a few times through to ensure your resume doesn’t have any errors.
2. Be specific! Often people write about their previous positions and the duties associated with those positions. Employers want to know about your accomplishments and projects you completed at your jobs, not the fact that you had to attend daily meetings. Doing this can give your employer a better idea of your skills and proficiencies.
3. Job seekers often also send the exact same resume to all employers. It is important to tailor resume to the job you are applying for. You don’t have to do a complete overhaul of your resume for each job, but highlighting skills you have that complement each job you are seeking will make it look like you are a great fit for each position.

If you have any questions, please contact Connor | Caitlin Talent Solutions.

www.connorcaitlin.com

info@connorcaitlin.com 

Tips and Tricks for Skype Interviews

Skype interviews are becoming more and more prevalent as of recently. They are halfway between a face to face interview and a phone interview, so it’s understandable to have questions about them. Many often wonder how they should dress or if they should look at the interviewer on the screen or the camera that is recording them to give the impression of eye contact.

Don’t try to get too comfortable just because you are in your own home. Since the Interviewer can actually see you during the interview, you should dress as you would for a face to face interview. You still want to present yourself as professionally as possible.

Make sure you are mindful of your background. The focus of the interview should be on you, so having things like a television on or children running around can be distracting for the interview. Remember to also make sure the interviewer can see you, if you have a bright light or a window in the background, you end up looking like a dark blob.

In a normal interview, eye contact is very important, so it is important to give the interviewer the impression of eye contact. This means looking at the camera rather than the screen. It may seem awkward, but the interviewer won’t be able to tell the difference.

Electronic interviews are rapidly becoming the standard for first time interviews.  Polishing up your presence on camera not only helps you land that job, but also gives you confidence in making presentations.  These skills are highly desirable, regardless of if you are working in a lab or customer facing. 

If you have any questions, or want more information regarding electronic interviews, please contact Connor | Caitlin Talent Solutions.

www.connorcaitlin.com

What to ask the Newbie

Effectively hiring a new employee is important for any company. How is this successfully achieved? The faster you get your new hire up-to-speed with things the more productive they can be.

It’s vital to get to know your new employee personally so they feel more comfortable at work. For example, take them out to lunch one day or to get a cup of coffee. Be sure to ask them questions in order to gauge how they are adjusting to their new job and work environment. See if their job has been what they expected so far and if it meets all of their standards. Make it very clear that honesty is critical with your new employee and they should be open with you. In order to get them more involved make sure they aren’t confused about their role in the company and that nothing is unclear.

As the manager, offer your new employee actions that could possibly make their transition easier. This will prove your commitment to them when it comes to improving their performance. Discuss what they are enjoying the most about their role, this way you are bringing up a positive topic. This is a clever way to bring up their strengths if you haven’t already.

Teamwork is one of the most important aspects in today’s business world. Make an effort to introduce your new employee to their colleagues. Start by inviting them to a group discussion or even set up lunches with people you think they would get along with.

The first few months at a new job can be quite difficult and sometimes uncomfortable to adjust to. By having occasional meetings with your new hire and asking them these questions, you will see them adapt much quicker to their new job.

Please contact Connor | Caitlin at www.connorcaitlin.com for more information on successful on-boarding practices. 

Life as an Intern

All interns have to do is get coffee for their boss and copy papers right? Wrong. Here at Connor | Caitlin,

an internship, in my opinion, is comparable to having a permanent job with the company. We are required to do a valuable amount of work and the work we do is used to benefit the other employees as well.

As an intern, my goal is to help out my colleagues with any extra work they need done to make their prestigious jobs a little bit easier. We are trained to use certain programs and websites for research, such as: LinkedIn, Indeed, Monster, Lead Ferret, Base Camp, PCRecruiter, etc. These are all tools I had barely even heard of before coming to intern at Connor | Caitlin.

Along with participating in the Internet research aspect, I also have the opportunity to write some of the blogs for our website. This gives me a break from the research portion and allows me to practice my writing skills. This internship has also been a huge learning experience not only in coatings and recruitment, but business in general. I have had the chance to sit in on conference calls, go to other businesses similar to ours, and even give my respective opinion on improvements for the company based on what I’ve learned.

Unlike most internships, I was asked to make a presentation on how we could advance the Connor | Caitlin website. This permitted me to explore other companies in the coatings and recruiting industry, and then branch out with suggestions for our company. This was especially an effective experience because all businesses will most likely expect at least one presentation from you sometime in your career. One of my suggestions for the website was video marketing. The other interns and myself will be creating an introductory video for Connor | Caitlin, this will hopefully boost our advertising and growth. See, this goes to show that not all internships are just catering to the needs of your boss.

Please contact Connor | Caitlin at www.connorcaitlin.com for more information. 

Happiness is the Ultimate Key to Success

“Success is not the key to happiness. Happiness is the key to success. If you love what you are doing, you will be successful.” – Albert Schweitzer

If you want successful employees, you need happy employees. This begs the question, how do you get happy employees?

Hiring people who really want to work for your company is key to employee happiness. By creating a friendly work environment and being great at what you do, your company will attract excellent candidates. 

The best thing to do is simply open the dialogue with employees. If you do not really know what your employees need to be happy,

you cannot provide it. Every workplace is different and every employee is different, but having a common understanding of employees in your workplace will allow you to cater to them, which will create success. Additionally, simply making sure that your employees know that their happiness is important to you will contribute to higher employee morale and better company culture.

There are a lot of great articles about research done by Shawn Achor on happiness contributing to success. A great place to start making employee happiness a priority is checking out this research and sharing it with your employees.

Please contact Connor | Caitlin to talk about the happiness and success of your business.

www.connorcaitlin.com  

Being a Good Employer: Culture

At Connor | Caitlin, we frequently discuss company culture and how candidates can fit into a company. We know that if a candidate is not a good culture fit, it will never work out in the long run for the candidate or the business.

Merriam-Webster defines culture as “a way of thinking, behaving, or working that exists in a place or organization (such as a business).” In our blog about recruiting we discussed being known as a great employer; company culture can make or break the appeal of your company.

When thinking about the culture of your company, there are a few key points to keep in mind. The first of these is defining and living out the company vision and mission. It is important to be clear about what your company expects inside and outside of the work place. Your employees represent your company whether they are on the clock or not. However, if you do not articulate the expectations you cannot hold employees up to them.

Secondly, communicate, communicate, communicate. Communication is vital to success in anything, but if you want to create a great company culture it is definitely essential. It is important to include all levels of employees in conversations about culture and create an open, friendly environment for conversations to take place.

Lastly, team building. When a company takes time to create teams out of its employees, the company shows that it truly cares about the employees and their work environment. Team building also allows employees to come together and communicate expectations and goals.

If you have any questions about company culture, please contact Connor | Caitlin.

www.connorcaitlin.com 

Finding a purple squirrel, part 2.

In the first installment  of this post,which can be read here, the top five things a company should know about recruiting were discussed. Today we will tell you the next five.

1.)    Be known as a great employer! If you want candidates to want to work for your company, you need to give them a reason to work for you. By creating a great work environment and company culture, you will establish your company as one that people want to work for. It is impossible to attract the highest quality candidates if no one wants to work for you.

2.)    Check references. This one should really go without saying, but many employers do not consistently check references. When you contact the references a candidate provides, you get to hear about the candidate from another perspective and learn more about them. The more you know about a candidate before you hire them, the better prepared you can be to meet their needs and create success for both parties.

3.)    Write GREAT job descriptions. The more information you can give about a job, the better-prepared candidates can be to tell you about experiences relevant to what you are looking for. If the job description is vague, you end up with applications from people who are not qualified and not at all what you are looking for. While poor applicants will never be fully eliminated, having specific job descriptions can help decrease the number you will have to go through. 

4.)    Quality > Quantity. In the last post, we told you to improve your candidate pool. That does not mean expand your pool. It is perfectly okay to only have a handful of candidates rather than an entire stack. You are looking to hire the best person for the job, so you need quality candidates instead of a large quantity. That being said, if you have a large number of qualified candidates, you should certainly look at them all.

5.)    Remember, they’re looking too. A lot of attention is focused on what you should look for in a candidate, but it is vital to remember that candidates are looking at the company as well. In the technological era we live in, access to information is at an all time high. Your company needs to make sure that potential candidates can find good, reliable information on the business.

Connor|Caitlin would be thrilled to help you with your recruiting needs. Contact us with any questions or items you need assistance with.

www.connorcaitlin.com

Finding a Purple Squirrel; find a squirrel, then dye it purple!

Thanks to the reliance on technology and a plethora of great programs, recruiting has changed a lot. However, there are still many “rules” of recruiting that will probably never change. Today’s post is part one of a two-part blog on how you can be the best at recruiting.

1.)    The Golden Rule (“Do unto others as you would have them do unto you.”) is a universally known term, but in recruiting, business, and probably life in general, the Platinum Rule created by Dr. Tony Alessandra needs to be employed. The Platinum Rule is “Treat others the way they want to be treated.” The Platinum Rule requires that you know what a person wants and you provide it for them. It takes other’s feelings and thoughts and puts them ahead of your own.

2.)    Know what you want, what you need, and what you cannot live without. Once you know all of that, prioritize it. If you need a purple squirrel, you are not going to find one. You will have to settle for a squirrel and dye it purple. This analogy means that you can find a candidate with the qualities you cannot live without, then you can teach the candidate about what you need and want.

3.)    Improve your candidate pool. If you are not looking at the best candidates, you certainly will not be able to hire them. You already know you want to hire the best candidate out there, so it is vital to do everything you can to get that candidate into your hiring pool.

4.)    Hire for strengths. No matter what the position is, there will nearly always be multiple duties. The important thing is to figure out with the most important duty of a position is and find a candidate with the strengths to fulfill that duty better than anyone else could.

5.)    Hire the sure thing. Sometimes there is a rush to fill a position, and when it is a very important role the rush is understandable. However, rushing to fill an empty post can lead to hiring the wrong person. This is a huge headache because not only will the job not be done the way you need or want it to, but you will end up right back where you started: the beginning of the hiring process.

Connor|Caitlin would be thrilled to help you with your recruiting needs. Contact us with any questions or items you need assistance with.

www.connorcaitlin.com

Human Resources in a Technology Driven World

The first human resources department started in 1901 with the title of “personnel”.   Throughout the centuries since then, changes in industry and hiring demands have constantly changed the demands of HR departments in companies and corporations.

 Everyone knows that our world is run by technology. Sometimes that is something to celebrate and other times it makes a person want to pull their hair out. The fact is that technology has given a major face-lift, and helping hand, to human resources.

With constant Internet availability, professionals have more access to job postings and professional development tools than ever before. This translates into finding better candidates for hiring and more ways for an employer to screen potential candidates.

Résumé stacks that used to take hours to go through can now be sorted in minutes with computer programs. The lower costs of pre-hire screening tests gives employers better tools to screen candidates and sort through the stack to find exactly what they are looking for. Using these tools allows an employer to find the perfect candidate for the job in order, and faster, to provide continuity in the workplace and harmonization of employees.

To learn more about how Connor | Caitlin Talent Solutions uses the latest and greatest hiring technologies to help businesses find the perfect match, please contact one of our experienced practice leaders.

www.connorcaitlin.com

The new age of the Millennial

Millennials are such a popular topic of conversation these days, so I would like to expand on our previous post from last week on Millennials. 

For those who are not a part of the millennial generation, you may have been taught early in your career that relocation would be a part of your life.  For millennials, this has not necessarily been the case.  This generation typically is one that would rather stay where they are comfortable, and where they can have a good, but maybe not great job.  However, relocation can be a possibility, even internationally, if approached the right way. 

Millennials need to feel that they aren't alone.  We are social creatures, so continuing that openness as we move to a new location is key.  Setting up lunches, after-hours activities and other outings with folks from the hiring company are just a few of the steps that need to be taken to make relocation a reality for millennials.

Putting together a relocation package, (I’m not talking just money!) could be the catalyst that helps a young professional move.  This package needs to include housing information, realtors that they can trust, things to do in the area, the best neighborhoods near the office, and much more.  This can be instrumental to the success of a relocation.  Since not adjusting to a new environment is the top reason for a negative relocation, hiring companies should do everything in their power to ensure the successful move of any professional.

A relocating Millennial should be given the same attention that would be given to a more seasoned professional, and sometimes even more so.  With the changing workforce, companies need to adapt to the new ways of the millennials.

If you need help attracting top talent like millennials, please contact a practice leader at Connor|Caitlin. 

Infographic from http://kevincsnyder.com/millennials-millennials-millennials

Bringing value to Coatings, not just through paint.

At Connor|Caitlin, we work exclusively in the Coatings industry.  With our 40 years of combined experience, we know our market and the major players.  However, we like to stay knowledgeable of the history of some of the top coatings companies.  Today I’m going to give a brief overview of The Valspar Corporation, to give an idea of why we value companies such as them. 

The Valspar Corporation is the sixth largest international paint and coating company in the world, currently based in Minneapolis, Minnesota. Valspar stocks customers in over 100 countries with an extensive range of high quality coatings and paint products.  Valspar’s motto is, “If it matters, we’re on it”, what an ideal way to grab the attention of customers and investors.

Valspar is associated with many other brands, such as: Cabot, Guardsman, House of Kolor, De Beer, Inver, Huarun, Wattyl, Solver, PlastiKote, and more. With their wide range of investors, Valspar showcases integrity and stewardship. Beyond all, the most imperative ambition for Valspar is to maintain an accident-free work setting in order for their employees to stay safe.

Valspar’s leadership, commitment, and investment aspects ensure their potential customers nothing but success and high quality. This company explains how they are committed to creating a long-term relationship with customers, employees, and suppliers. As long as it’s important to you, it’s important to Valspar.

Companies like Valspar are what make our industry shine.  If you are a top company looking for top talent, or talent looking for the top companies, please contact a practice leader at Connor|Caitlin.

Facts courtesy of http://www.valspar.com 

Well...I just didn't like her.

Normally I like to touch on interviewing from a candidates perspective, but today I’m going to take a look at it from the other side of the table. Interviewers can be the first closed door that a great candidate may face, and in all reality, that closed door may be the result of a bias on the interviewers’ part.

We've always been told that your first impression means everything.  In this case, it’s very true. If you are an interviewer, or just someone meeting another for the first time, keep these things in mind.

Bring your bias to a conscious level.  This is the first step in neutralizing bias; recognition.  Even if you have an instant reaction, try to do the opposite of what you first feel, such as leading with a positive question if you have a negative feeling about a candidate. 

Measure your first impression at the end of a meeting.  Objectively use what you've learned within the interview to determine if the candidate would be a right fit.

Make sure to listen to all the evidence before making a conclusion. Then, use evidence, not emotions, to assess.  “I feel” and “I think” and “My gut tells me” are all statements using emotions and not hard evidence.  

Use your team to objectively study your candidate.  Have everyone share their evidence to help decrease the emotional bias of the hiring authority.

These few tips will help ensure that you are giving each candidate a complete and fair shot.  And who knows, it may even be helpful on a first date.

If you need help standardizing your hiring practices, or help finding top talent, contact Connor|Caitlin.

I got the interview...now what??

Congratulations, you landed the interview.

Now what?  You haven’t been to a job interview in fifteen years.  What has changed?  What do you need to do differently now with a new generation of hiring managers?  These are all valid concerns for someone who hasn't been actively searching for a job in years.  And unfortunately, seasoned professionals could be hurting their chances of getting hired by not interviewing properly.

While there is a myriad of interview tips on the web, there are just a few items that I want to point out.  Seasoned professionals are most likely going to be interviewing for higher level position, as well as leadership abilities.  Your best bet is giving examples of successes, but successes where you worked with a team and gives proper credit to those who worked with you.

Authority vs. Humility

Experience and skill level are always going to be selling points, but not as far as to get you that dream managerial position.  Showing that you are interdependent on your team and employer will win you big brownie points with the hiring manager.  Having confidence in your skills, as well as answering in a way that says that you are a team player and able to be flexible will get you farther than just throwing your co-workers under the bus.

If you need help learning some new interview tips and tricks, or want to find that person who can fit the bill for your company, contact Connor|Caitlin.

Economic Recovery; Fact or Fiction?

Lately we have been talking about the strengths of top talent.  However, a large influencing factor that determines if top talent goes anywhere is the dark shadow.  The crow on our shoulder. The all-encompassing; state of the economy. 

The economic state is the catalyst that drives talent acquisition.  HR managers across every discipline have a unique view on employment trends. Since they hire, fire, measure engagement and perform other tasks that measure the health of the labor force, they know when there are signs of recovery in the economy.

The first indication of economic health is lowering unemployment rates.  Unemployment is at its lowest level since 2008, around 5.7%.  More people found work in 2014 than in any of the past 15 years.

A second indication of a healthy economy is; job creation is strong. There are around 5 million job openings currently.

The third sign is; in many industries, people are quitting.  While this may seem counter-intuitive, this means that workers are confident there are better opportunities available.

However, there is an important element missing.  Higher wages.  Rising wages have not kept pace with other economic and employment gains.  

All of these add up to the determination that HR managers need to return to people management practices.  Aggressively recruiting new talent, retaining best employees, and investing in our workforce will be crucial.  This is a talent driven market.

If you need help finding that top talent, contact Connor|Caitlin.