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Home | Talent Management

Category: Talent Management

30 Mar 2016

How to Beat Interview Anxiety

by SteadyStrides | with 0 Comment | in Talent Management
How to Beat Interview Anxiety

Do you have a big interview coming up, for a job or a new client or something else altogether? It can be pretty scary, but there are ways to conquer your interview anxiety.

These tips may help.

  • Do your homework. If you’re trying to land a job or a prospective client, learn everything you can about the company or person. Check out their social media profiles (you can bet the HR director has already checked yours). How big is the company? Is it a subsidiary of a larger company? Privately held or listed on the stock market? How many employees does it have? What is its mission and vision? The more you know, the more confidence you will have.
  • Work your connections. Do you know anyone who already works for the company, as an employee or a vendor? If so, talk to them to get an insider’s take. What’s company culture? Does it value innovation and risk-taking? Is it all about teamwork? Are employees recognized for their contributions? Does it pay its bills on time? Is it a good company to work for? Be sure to ask for any advice they may have regarding your approach.
  • Figure out your response to common questions. There are almost always the tried-and-tired questions of your strengths and weaknesses. The “weaknesses” question can be a real minefield. You can position your weakness as a strength – as in “My biggest weakness is getting so involved in my work that I lose track of time” – but there is inherent danger in that as well. To me, that implies you miss deadlines.

More interviewers are using behavioral interview questions, such as, “Tell me about a time you gave it your all and failed.” Find a practice partner and do a few run-throughs. There are no right or wrong answers to these types of questions; the interviewer is just trying to get a feel for how you react in certain situations.

  • Prime your brain. Use visualization. It works for world-class athletes, why not you? Imagine a successful interview and experience what it feels like with all your senses. Victory is yours!
  • Check out the interview site in advance. How long does it take to get there? (Be sure to adjust for rush hour, if necessary.) Where will you park, if you’re driving? Where will you need to be for the interview itself?
  • Bolster your self-confidence. If you’ve made it to the interview stage, obviously you’ve got something that the company wants to explore further. That’s significant. Don’t lose sight, in your anxiety, of what you have to offer. Take several copies of your resumes to distribute, if necessary, and keep one for yourself to remind you of your accomplishments in case you mind blanks out during the interview.
  • Dress for the job you want. You may be interviewing at a tech company that is famous for its jeans-and-hoodies dress code, but wearing business clothing shows that you are serious about the job. Make sure what you’re wearing fits well and makes you feel like you could conquer the world.
  • Pump yourself up. The night before, moderate your alcohol intake and get enough sleep. Exercise the morning of. If you have a playlist of music that always gives you energy, dial it up. If your interview is in the morning, be sure to have breakfast for an energy boost. If it’s in the afternoon, eat a light lunch that won’t slow down your mental processes.
  • Arrive early. Better to be early than late. If you’re more than 15 minutes early, do some deep-breathing exercises, take a short walk, review what you’ll say, give yourself a pep talk and so on.
  • Ask your own questions. See this opportunity as a conversation, instead of a Q&A whose final score will either make or break you. Ask questions – something like, “What’s it like to work here? What’s the best thing about this company?”
  • Questions you don’t answer. Most prospective employers know better than to ask questions about your age, religion and other federally prohibited questions. If you’re asked what you earned in your last job, say, “It’s confidential.”
  • Comments you don’t make. Most of us know not to ever badmouth a previous employer, but saying “We had a personality conflict” is the same thing as “I don’t follow direction” or “I can’t get along with authority.” Zip it.

If you left your last job under less-than-ideal circumstances, come up with your response as to why before you sit for the interview. It may be something like, “I was looking for a chance to grow my skill set” or “I’m interested in a company that offers a solid career track.” Don’t lie, but don’t be afraid to present it in the best possible light.

  • Silence can be your best friend. Your nerves may want you to blurt out the first thing that comes to mind. Bite your tongue. If you need a moment, say, “That’s a good question. Let me think on that.” It shows you’re thoughtful and paying attention. If you don’t know the answer, say, “I don’t know.”

 

Cuddled from HUFFPOST BUSINESS

Credit:- Jackie Harder 

 

Tagged Interview, Job
04 Mar 2016

Tips To Increase Talent Retention And Dramatically Reduce Voluntary Turnover

by SteadyStrides | with 0 Comment | in Talent Management
Tips To Increase Talent Retention And Dramatically Reduce Voluntary Turnover

Attracting and retaining the best talent is the top priority for any organisation that intends to stay at the apex of their business. The sustainability and consistent performance of an organisation is 70% dependent on hiring the best hands and keeping them.

In an increasingly competitive business world, talented professionals are increasingly mobile, have highly transferable skill, and above all are sought after (Head hunted), thus the need to keep your top workers happy, otherwise they may be hijacked by another company or your competitors.

Are you battling with employee turnover? Do you keep wondering what you can do to retain your most valued talents?

Here are a few tips that will ensure your employees are around for many years.

Recognize And Reward Performance: – When your employee exceeds expectations, suggest or implements a new initiative, or something that impresses you… tell them. When you express to them your genuine impression they respect you, value you and want to astonish you even more.

Emphasize The Manager-Employee Relationship:– Managers are extremely undertrained. But an employee’s relationship with their direct supervisor is a key driver of engagement, and also a key reason why they will decide to quit. It is essential to ensure that they have training in things like emotional intelligence, change management, and communications.

Invest In Developing Your Team:– Organizations crave to employ fully trained and certified professional, yet too many aren’t willing to invest in helping them maintain those credentials. Whether you send employees to a learning center or you provide membership to any association. When you take your employees’ learning and development seriously, they see it as an investment in their career.

Offer A Competitive Salary And Benefits:– If the pay isn’t there, the employee has even more motivation to leave. Compensation is a key driver of employee attraction, retention, and sustainable engagement, so track and compares respective salaries and benefits in your market and stay competitive.

Enforce Quarterly Evaluations: – evaluations help tremendously. Hold a one-on-one meeting with each team member. Ask them what you can improve to make their work-life better. You can suggest a few things they can do as well if there are concerns to be addressed. They will appreciate your willingness to change and will take their criticism much better as a result.

Be Consistent:– Keep your promises and follow through on them consistently. If you promised your team an incentive or dangled a carrot, it is advised you make a note to pay up. Those incentives drive your team to greatness. Make a genuine effort to build trust, trust can take a long time to achieve, but a healthy sense of trust between employee and employer has been shown to dramatically reduce voluntary turnover

“Keeping your team happy is a sure-fire ways to improve talent retention”

You might be unable to retain every employee you wish to stay, but remaining focused on engagement and creating memorable experiences lets them know how much you care. When employees know you have their best interest at heart, they are more inclined to work out their notice period and have the potential to turn into valuable rehires or connections in the future.

Photo Credit: ThinkStock

Tagged talent retention

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