My Favorite HR Specialty Bloggers - Workology

My Favorite HR Specialty Bloggers - Workology My Favorite HR Specialty Bloggers One of my all-time favorite movies is Robert Altman’s M*A*S*H. For those of you who were born after it was released, go rent it.   M*A*S*H is a black comedy about surgeons working in a mobile army surgical hospital on the frontlines in the “Korean conflict.”   In one particular scene, “chest-cutters” Trapper John McIntyre and Hawkeye Pierce show up in an urban hospital to patch up a general’s son.   When a bureaucrat tries to stop them (because they lack hospital privileges), they instruct him to get out of the way because they are the “pros from Dover.” The phrase is never explained in the movie.   Nonetheless, it stuck in my mind over the decades to mean folks who are called on when you need very specialized expertise, i.e., “the pros from Dover.”   Last week, I published a list of my favorite HR pros who had become professional bloggers.*   This week, I want to introduce you to the “pros from Dover” of the HR world â€" those bloggers who focus on very specific topics that relate to HR. My Favorite HR Specialty Bloggers Ann Bares, Compensation Café   Ann specializes in simplifying today’s workplace compensation plans.     The complexities of modern pay management are not merely a “post-recessionary blip.”   They are, according to Ann, “the new normal.   And signs indicate that the new normal  may be  just getting warmed up.” I’m glad Ann’s around because, frankly, I don’t always get the numbers and I don’t think I’m alone. Suzanne Benoit, Benoit Consulting Services   Suzanne is dedicated to helping management create and keep a healthy workplace culture.   Specializing in reforming offensive workplace behavior, Suzanne offers practical tips on spotting and reforming (or removing) the truly toxic employee before culture is permanently impacted. Anita Bruzzese, 45 Things   Anita started as a reporter and developed a niche for reporting on workplace issues.   This makes her writing concise, direct and clear.   Also, she understands working to a deadline.   Her best advice centers on making the most of your work day, and how to avoid procrastination and enhance productivity.   (I am a [partially] reformed procrastinator thanks to Anita.) Dan DeFoe, Psycholawgy Dan writes about organizational psychology both from one-on-one and business-wide perspectives.   His goal is to, help professionals “get connected with sound applied behavioral science” to better “find balance between work and personal life, do great work, and create and have greater places to work.”   His topics range from understanding how culture works to calculating the very high cost of social ostracism, to recalibrating workplace relationships upon conclusion of a sexual harassment investigation. .ai-rotate {position: relative;} .ai-rotate-hidden {visibility: hidden;} .ai-rotate-hidden-2 {position: absolute; top: 0; left: 0; width: 100%; height: 100%;} .ai-list-data, .ai-ip-data, .ai-fallback, .ai-list-block {visibility: hidden; position: absolute; width: 50%; height: 1px; z-index: -9999;} Brenda Kowske, HRevolution   Brenda’s blog appears in a larger blog called Bersin by Deloitte, so you have to dig a bit to find her.   She’s worth it.   She writes on employee engagement from a wonky, research analyst perspective.   Brenda takes all those statistics and explains what they mean, say, for attracting a millennial workforce or why you need high impact corporate training. Lorene Schaefer, Win Win HR.   Lorene is a professional mediator.   One aspect of her blog is on how to resolve workplace conflict before it becomes a lawsuit.   I first read Lorene when I was advising a client on why they should hire an outside workplace investigator and, more importantly, how to select a good one. Margaret Spence, CWC, Workers’ Comp Gazette.   Every HR professional needs to understand the workers’ compensation process and to stay abreast of the legislative developments in their state.   Margaret edits the Workers’ Comp Gazette with fresh comp news everyday.   Her personal column, Margaret Rants, featuring articles like, “I’ve Fallen I Won’t Get Up: What’s Motivating Your Employees to Stay at Home after the Accident” or  â€œWorkers Compensation is a Team Sport â€" Is the Treating Physician on Your Team?,” make it easy to read about what most consider a less than thrilling topic. John Sumser, HR Examiner.   You’d think a man with such broad intellect would use more big words but John’s LinkedIn summary is typical of his economy of style:   “I follow HR, Recruiting and HR Tech. I advise companies and sit on boards. I give talks.”   Well, I guess you could describe it that way, but John’s ability to express his ideas on the transformative effect big data is having on HR and recruiting, helps me understand what is happening to HR today.   John may not use many words but, to quote Spencer Tracy, “what’s there is cherce.” .ai-rotate {position: relative;} .ai-rotate-hidden {visibility: hidden;} .ai-rotate-hidden-2 {position: absolute; top: 0; left: 0; width: 100%; height: 100%;} .ai-list-data, .ai-ip-data, .ai-fallback, .ai-list-block {visibility: hidden; position: absolute; width: 50%; height: 1px; z-index: -9999;} *Last week (as many of you pointed out in emails to me), I omitted two HR-pros-turned-bloggers that we all read all the time, Laurie Ruettimann, aka The Cynical Girl ¸ and Janine Truitt, the Czarina of HR who blogs under The Aristocracy of HR.   D’oh! Come back next week for the list of my favorite Employment Lawyers Who Talk HR.

Paraoptometric Position Resumes - Tips For Writing A Cover Letter For Resume For Parapoptometric Positions

<h1>Paraoptometric Position Resumes - Tips For Writing A Cover Letter For Resume For Parapoptometric Positions</h1><p>If you need to compose an introductory letter for continue for paraoptometric positions, you have to do some exploration and arrangement. This is one of the initial steps while going after positions in this field. First you ought to have the option to recognize what kinds of employments are accessible and afterward decide whether they are paraoptometric positions or on the off chance that you are bound to get into different sorts of jobs.</p><p></p><p>The work title of the position ought to affect what sort of letter you ought to get ready. There is a wide scope of occupations inside this field, so ensure that you don't simply give your resume and introductory letter to any individual who needs them. You will be amazed what number of individuals will give you this data and still send your application to an inappropriate indivi dual. The organization will utilize the data for other purposes.</p><p></p><p>If you are searching for paraoptometric positions, at that point you have to discover what positions are accessible. What you would prefer not to do is convey an introductory letter for continue for paraoptometric places that don't give any data. It is a smart thought to accumulate however much data as could be expected before you send it out.</p><p></p><p>Once you realize what positions are accessible, you have to choose what you might want to spend significant time in and where you need to go after those jobs. You can likewise expound on what paraoptometric aptitudes you have and what the particular necessities for those abilities are. On the off chance that you have any issues with this data, at that point you can set aside the effort to find out about parapsychology capabilities. This is a fundamental advance to ensure that you are totally legit when conv eying the letter.</p><p></p><p>Another thing that you have to know is whether the individual that is perusing your resume or introductory letter needs to see different things of data, for example, the accreditations that you have acquired. You will presumably be approached on the off chance that you have gone after different jobs and the individual who peruses your resume will have the option to advise if this data will be recorded. Ensure that you realize that data as well, since it should be listed.</p><p></p><p>If you don't have the foggiest idea what the position is that you are applying for, you have to inquire. Try not to accept that all parapsychologists are looking for a similar position, however on the off chance that you have never gone after a job, you ought to inquire. They may need to realize that you are attempting to be competitive.</p><p></p><p>You ought to likewise attempt to decide to what exte nt you have been in parapsychology and how much experience is required to fit the bill for the paraoptometric places that you are applying for. You will find that the organization who is scanning for a parapsychologist has many places that should be filled. In the event that you have no understanding, you should attempt to make however much progress as could reasonably be expected when you send your resume or spread letter.</p><p></p><p>Now that you realize how to compose an introductory letter for continue for paraoptometric positions, you ought to be set up to send it out. Parapsychologists should be serious when they are going after a position, so ensure that you incorporate everything that they need. Having your application, resume, and letters prepared before they call will be a major help.</p>

3 Interview Questions to Ask Call Center Candidates - Spark Hire

3 Interview Questions to Ask Call Center Candidates - Spark Hire When meeting possibility for a situation in your call community, the inquiries you pose during the meeting procedure can either represent the moment of truth your recruiting process. Since your call place representatives are straightforwardly working with your clients, it is of most extreme significance that you employ the ideal individual for the activity. There are 3 conduct style addresses you ought to approach any competitor you are thinking about for a situation in your call community. 1. Educate me concerning a period you were confronted with a troublesome client. Similarly as with any conduct style question, you need to have the competitor walk you through the circumstance and what made the client difficult. Then, catch up with questions, for example, What did you do? Why? What was the result? Thinking back, is there anything you would have done another way? By posing these inquiries, you are searching for the contender to assist you with understanding their capacity to deal with troublesome or awkward circumstances with customers. Let's face it, when working in a consider focus there is a genuinely decent possibility every worker will run into a troublesome client from time to time. You need to ensure that your representatives are quiet, positive, and creative when these circumstances happen. 2. Portray a circumstance when you needed to convince a client to see things your way. Likewise with any call place position, there will be times when your representatives are persuading your clients to remain with your organization or attempt new products. The aptitude of cordial influence is an unquestionable requirement have for call focus employees. However, it is significant that your workers are not very pushy, which can be a mood killer for some clients. When requesting that an applicant clarify how they convinced a client to see things their way, you need to be certain that you get a decent vibe for how inventive they can be in these circumstances. Catch up with questions, for example, What was the circumstance? What did you do? How did you know to do that? What was the result? 3. Give me a case of when you had numerous errands to shuffle without a moment's delay inside a restricted measure of time. In a call community condition, workers should have the option to perform various tasks and shuffle a wide range of things at one time. Phones are ringing continually, clients are waiting, clients have questions and needs, etc. It's significant that the individual you choose to employ can shuffle a wide range of things without a moment's delay, while as yet keeping quiet and positive. When approaching the contender for a case of performing multiple tasks, you need to focus on the assignments that the applicant was overseeing. What sort of assignments would you say you were overseeing? What made it hard to deal with these undertakings without a moment's delay? How could you organize? Asking these subsequent inquiries will assist you with understanding how the competitor approaches dealing with their day and taking care of a wide range of things without a moment's delay, while as yet staying gainful. What are a few inquiries that you pose to when talking call focus workers? Pictures: 3DProfi/Bigstock.com Look at Spark Hires FREE whitepaper: 8 Tips for Improved Call Center Recruiting with Video Interviews

Conquering Rumors at Work - Copeland Coaching

Conquering Rumors at Work It seems that every week there’s another rumor. Some big corporation is going to lay off its employees. A company’s going to relocate to another city. A department is going to be restructured. Whatever rumor you’re hearing, it can make you nervous. It can even keep you up at night. You may wonder how long it will take to find another job â€" or worse, if you’ll find one at all. What if you have to move? What if you can’t sell your house? Most of all, you may worry about how the situation could impact your family’s future. If you find yourself in this boat, you’re not alone. Whether or not a layoff ever occurs, the thought can be daunting. The best thing you can do is be prepared. In fact, this even goes for when there are no rumors at all. It’s better to start early than late. First, ensure that you have a personal household budget established. If worst ever came to worst, you’d want to know just how much you could scale back. Separate fixed expenses, like your mortgage, from variable expenses, like fancy dinners out. Consider cutting back now, in order to build up a cushion in the event that something did happen. Next, start cleaning up your resume. Be sure that it contains all the pertinent facts about your job, and your special accomplishments. A good place to look for these is in your annual performance evaluation. Many employees are given measurable goals each year. These are great to show on your resume. Update your LinkedIn profile and ensure that social media sites like Facebook are locked down. The last thing you want to do right now is send a negative or inappropriate message about who you are. Begin networking. Go to social events. Spend time with friends. Seek out professional organizations. Whatever you enjoy most, put time into building your network. And keep backup copies of your contacts’ phone and email addresses handy in case you need them. Many jobs are found through networking rather than through Internet job sites. Start applying for jobs. It can take months to find a new job, especially if you’re in a unique field or if you’re highly compensated. It’s better to start now when you don’t need a job than when you have no choice. Finally, check to ensure you have at least one interview-ready look. If you were called tomorrow for the perfect job, would you have something to wear to the interview? You don’t need a wardrobe overall; one simple black suit and polished black shoes will do. Layoff rumors can make anyone nervous, but the worst thing you can do is not be prepared. Whether or not you’re hearing rumors at your work, it’s always a good idea to be ready for anything. Today’s economy is tough, and the job market is more competitive than ever. Following these steps will keep you covered and will help you to conquer any rumors you’re hearing. I hope these tips have helped you. Visit CopelandCoaching.com to find more tips to improve your job search. If I can be of assistance to you, dont hesitate to reach out to me here. Also, be sure to subscribe to my Copeland Coaching Podcast on Apple Podcasts or Stitcher where I discuss career advice every Tuesday! If youve already heard the podcast and enjoy it, please consider leaving a review in Apple Podcasts or Stitcher. Happy hunting! Angela Copeland @CopelandCoach