How to Interview Candidates for Passion and Cultural Fit

How to Interview Candidates for Passion and Cultural FitHow to Interview Candidates for Passion and Cultural FitHow to Interview Candidates for Passion and Cultural Fit WaldropA resume sums up a job candidates experience, but it takes an interview to truly gauge a candidates cultural fit.As a recruiter, my first verbal interactions with candidates is often by telephone. While the first impression is often lasting, there have been times when the beginning of a phone interview doesnt grab me. But, as a candidate and I get to know each other, Im often singing a different tune at the end of the call.Thats because we already have one common denominator the company. I want to hire the best person to do the job. The applicant wants to join the team. We both speak the saatkorn language, regardless of age, gender, national origin, or the holidays if any we celebrate in December.Heres how you can conduct an interview to assess whether the candidate will be a good fit for your companys cultu re and has the passion of your top performer.A Basic Aptitude for Working with OthersIts during the interview process when a hiring manager can predict if an applicant is a cultural fit within an organization on a very basic level. An employer wants everybody to get along, feel comfortable with each other, share mutual work ethics, and be on the same page, according to Tony Beshara, Ph.D, president of Babich Associates, a placement and recruitment firm in Dallas.Beshara says that this is when an applicants personality, values, and energy shows through. Its a time to ask yourself whether or elend he or she is likely to see things in the same way as others within the company.The truth is, this is work, and its amazing how people in different generations can get along and do well in their work without wanting to go to happy hour together, says Beshara.The answers to interview questions are clues to an applicants cultural fit within a company.To assess whether someone has an aptitude f or working with others, Beshara recommends starting with a simple question, such as, Give us an example of someone you worked well with. Applicants should give specific instances notlage generalizations.Finding Passion and Cultural Fit is KeySourcing the right candidate is an important element of putting your business plan into place.Identifying the candidates cultural fit and passion for the industry during the interview is a key factor in the long term success of a company, says Anisha Vinjamuri, CEO and Founder of InnovationsIQ, a management consulting firm in Seattle.You can teach technology skills, but you can never teach the type of personality that would be most ideal to a company, says Vinjamuri.A sincere passion for the job is an important as the right cultural fit.While you are hiring for culture, a good practice is to evaluate if your candidate is also passionate about the role, and the industry in general, says Vinjamuri. Pay attention to whether or not he or she shows great interest, emotion, and enthusiasm when describing situations in the workplace.A best practice is to make a note of the areas of a conversation when the interviewee shows increased enthusiasm, says Vinjamuri.Great services and products are built on the right foundation of people, so its very important to follow a process that enables success, according to Vinjamuri. She suggests first identifying your companys core DNA, then defining a recruiting strategy to identify the right fit.Lastly, divide the interview process into two parts in the first, focus on technical capabilities the second half should focus on cultural fit by askingInterviewQuestionWhat attributes do you look for in a company when you want to apply for a position? Your Analysis Are the candidates personal core values in alignment with the company?Interview QuestionWhat does your ideal role looks like? Elaborate on the type of environment in which you would function with enthusiasm and contribute positively to ou r team.Your AnalysisWill the team and environment suit the candidates needs?InterviewQuestionDescribe a challenging situation you have faced recently at work, and how you tackled it.Your Analysis This question clarifies the candidates performance style under pressure and their soft skills.InterviewQuestionShare a hypothetical situation with a current similar challenge in your organization what was the best solution?Your Analysis Reveals the candidates thought process, and how it aligns with your companys current management style.Interviewing for Current and Future FitKeep in mind that new employees can maintain or modify a companys culture.Look at both your current and desired organizational cultures, says Michael Fritsch, president of Confoe, a consulting firm in Austin, TX. Often, organizations have not taken a deliberate look at culture prior to starting the hiring process, says Fritsch.If you current culture is exactly where you want it to be, then hire for that, says Fritsch. If not, then your hiring decision can be part of moving your culture forward.For example, if your current culture is too risk-averse and you want to be more risk taking, you would hire candidates who display those traits, says Fritsch. Ask a situational or behavioralinterview question, such as Give me a specific example where you had to take risks in your job.Fritsch recommends asking the candidate about past positions from a culture aspect In your job as XYZ, how did the organization look at risk-taking? Was it better to take risks or follow the rules?Finally, dont forget about sub-cultures. The sub-culture of the quality department is likely different than that of sales or marketing, says Fritsch. Make sure at least a few of your interview questions reflect the subculture of the department that the job will reside in.

March 2017 Jobs Report

March 2017 Jobs ReportMarch 2017 Jobs ReportU.S. employers added 98,000 jobs in March, according to the Bureau of Labor Statistics (BLS). Although last months gains were well below analysts expectations, March nonetheless marked the 78th consecutive month of job growth. Updated figures for January and February show that 38,000 fewer jobs were added than originally reported by the BLS. Still, the U.S. economy gained 533,000 new jobs in the first quarter of 2017, or about 178,000 positions per month.The jobs report also indicates that the national unemployment satz edged down from 4.7 percent in February to 4.5 percent last month, the lowest level in nearly a decade. Meanwhile, the unemployment rate for college-degreed workers who are 25 or older - the most sought-after workers - increased slightly to 2.5 percent from 2.4 percent in February.Following are a few industry-specific highlights from the March jobs reportEmployment in professional and business services rose by 56,000 jobs. Thats in line with average monthly gains for this industry over the past 12 months.Healthcare added 14,000 jobs. About 20,000 jobs per month have been created in healthcare since the start of 2017.Employment in financial activities grew in March, with employers adding 9,000 positions. Over the past 12 months, the industry has added 178,000 jobs.The BLS also recently released its latest Job Openings and Employee Turnover Summary (JOLTS). According to the report, the number of job openings in the United States was 5.6 million on the last business day of January - up just a bit from the 5.5 million open positions at the end of December 2016. The quits rate (the percentage of people who voluntarily quit their jobs) also ticked up slightly from 2.1 percent in December to 2.2 percent January.The takeaway for managersTogether, the March jobs report and latest JOLTS release highlight three trendsUnemployment remains low, especially for skilled professionals.Employers have millions of open roles and are struggling to staff them as they compete against each other for the best talent.Many workers are willing to leave their jobs for better opportunities.

Age-Appropriate Paying Jobs for 11-Year-Olds

Age-Appropriate Paying Jobs for 11-Year-Olds Age-Appropriate Paying Jobs for 11-Year-Olds At age 11, kids arent quite ready for the rigors of a part-time job, but they may want to find ways to earn their own money. Theyre starting to assert their independence  and are at a prime age for some added responsibility. Plus, it never hurts to let tweens know how much those trinkets at the mall or that iPhone app costs in terms of work hours to give them a greater sense of fiscal awareness. Luckily, there are many ways  to earn money that most enterprising 11-year-olds can handle.Most of the jobs children could take on at age 11  likely will need some level of adult supervision, at least in the beginning. Theres no guaranteed pay scale, so try to find out what other kids in your area are getting paid for similar tasks. As with any job, some are seasonal, and the pay will depend on things like location, difficulty, and the amount of time involved.  It will be up to you as the parent to make sure your 11-year-old is being treated fairly by his employer and that theyre being paid f airly and on time. 01 Yard Work Maskot / Getty Images In many households, certain jobs get short shrift. Cleaning baseboards and cabinets, checking expiration dates on canned goods, and dusting bookshelves may always fall to the bottom of your to-do list. If thats the case, you may want to consider hiring your 11-year-old (and his/her friends) to tackle these time-consuming but simple jobs for an agreed-upon fee.

How to Decode a Job Advertisement

How to Decode a Job Advertisement How to Decode a Job Advertisement The structure for job advertisements tends to be fairly consistent. Still, that doesnt mean you should skim through a job posting; carefully reviewing the companys write-up of a job will allow you to save time, by only applying to relevant jobs, write persuasive cover letters, and feel prepared for phone screens and in-person job interviews. How to Decode a Job Advertisement Job postings are typically broken out into several parts â€" although the names of these sections can vary, expect to see information about the company, details on the desired qualifications of applicants, and some description of the responsibilities involved in the role. Job title: Keep in mind that job titles can have different meanings across industries and companies. Editorial assistant and assistant editor, may sound similar, but are distinct positions. Look to the job title for clues about the required experience in this position, the level of responsibility involved, the salary, and the nature of the work.Qualifications: Also sometimes called requirements or experience, this section of a job description details the type of accomplishments applicants should have. You may see things here like high school graduate or prior experience in… Heres where youll find details on the background applications should have, including prior experience and accomplishments at other jobs, education, and soft and hard skills. Its not a deal-breaker if you do not have all of the qualifications listed, but ideally, youll have most, and the majority will be at least familiar to you.   Responsibilities: It is what you would do at the job. Take a close look â€" would you enjoy this work? Look for matches with the experience on your resume. Some job postings will phrase the responsibilities in sprawling terms (e.g., lead the team in generating XYZ), while others will provide more granular details (e.g., create weekly report). If some bullet points dont seem familiar, thats doesnt necessarily mean you shouldnt apply. But if youre wildly unfamiliar with all the responsibilities, it could be a sign this isnt the best spot for you. About us: Most job postings will provide background on the company. Let this be your starting point in researching the company, and understanding its culture and values.Benefits and pay: While hourly salaries are often explicit, companies tend to be coy when it comes to salaried positions. You may see phrases like salary commensurate with experience or competitive salary which do not reveal too much. When it comes to benefits, however, companies will generally be direct, since all employees typically receive the same benefits. Experience level: Whether in terms of years or career level, sometimes postings will include details about the experience level. You may want to review this alongside the job title â€" a job posting looking for a project manager with 3 to 5 years of experience will have a different salary and responsibilities from a mid- to senior-level project manager. What to Look For As you review any section of a job description, keep in mind that the most important items are probably listed toward the top. If you fit four out of five of the bullet points listed under qualifications, thats cause for celebration, not despair. Remember, with many job postings it will be impossible for any one person to be a perfect match. Read with an eye toward whats essential for applicants (must be comfortable using Excel) and whats a nice-to-have, or a softer skill (detail-oriented and organized). Be on the lookout for repetition: Does the job post reference wanting self-starters under qualifications, and then mention a project that applicants will independently develop in the responsibilities section? Thats a tip-off that applicants should be comfortable working without supervision and in a leadership role. Understand the Jargon Depend on job advertisements to use some familiar phrases. There can be something a bit awkward about writing a job description (just as you may find it odd to encapsulate your tenure at a job into a few bullet points). Some of the more common phrases â€" self-starter, great communication skills â€" are intended as clues. Does a job require a good sense of humor? That might signal that daily frustrations abound, and if you cant roll with the punches, youll find yourself frustrated in the position. Jobs that require multi-tasking and deadline-driven applicants may have a bit too much work for one person to juggle. When to Read Job Descriptions Think of the job posting as a map or a key to getting the position. Read the description carefully, and several times. Its a good idea to review the want ad at the following points: Initially: Your first look at the job description can be a quick review. Think of this moment as being comparable to checking out a potential date at a party: Look for compatibility.Before writing a cover letter: Your cover letter should be personalized to the specific job, and to the needs highlighted in the posting.Before submitting an application: Before you submit your application, including your cover letter, resume, and any other details requested, review the posting one more time. Have you followed the instruction for applying for the position correctly? Did you emphasize the correct details in your cover letter? Should you tweak your resume to reflect certain skills above others? Before an interview: Whether its a phone or an in-person interview, read the job description carefully before your conversation. It will remind you of the details of the conversation, and show you which points to emphasize. Dont make the mistake of only skimming the job posting. While you may find them difficult to read, or repetitive, the information included in job advertisements will help you submit the perfect application, and give strong responses to interview questions.

Avoid Joining the Mass Depression

Avoid Joining the Mass Depression Avoid Joining the Mass Depression Excerpted from ”You’re Better Than Your Job Search”By Marc Cenedella and Matthew RothenbergCoping with the feelings that go along with a job loss is challenging under any circumstances, but job seekers find themselves dealing with negative group-think and perhaps even a mass depression.Kathryn J. Fraser, a psychiatrist and associate professor of psychiatry at the University of New Mexico School of Medicine in Albuquerque, takes the notion a step further, saying that too much exposure to television and the Internet - regardless of the program - can have mental as well as physical consequences.“I think it’s important that people limit their time [watching] the TV,” she says. “There are actual studies that show that too much TV goes along with increased depression. And part of it is, physically, people are just sitting there, watching something, and our bodies were not meant to do that. Again, back to evolutionary psychology, we need to be running around and doing physic al exercise.”In fact, experts tell   Ladders  time and again that regular exercise and eating right are key to maintaining the healthy mind and body that will be required for an arduous   job search. “We all sweat from anxiety,” says Elizabeth Friedman, a clinical psychologist in New York. “It is way better to sweat from a good workout. There is all kinds of evidence that exercise releases all kinds of good stuff in your brain and makes you more positive.”Indeed, people will have to work hard to overcome the repeated rejection that can come with an extended job search. “The mind has to change to the concept of, ‘It’s going to take me a while to find a job,’ ” says Kevin Skinner, a marriage and family therapist who also shares his expert advice at MyExpertSolution.com.“[Think], ‘It’s not a matter of if, but a matter of when I get that new job. And until then, I’m going to be hitting up against a lot of rejection.’ And we don’t deal with rejection very well as human beings, especially when it has to do with our finances and being able to provide for our families.”Michael Jolkovski, Ph.D., a psychologist and psychoanalyst in Falls Church, Va., agrees. “It’s sort of like the entrepreneur’s mentality, where people are doing something and the success is uncertain,” he says. “Just like certain salespeople - if they get a 1 percent response rate, then they’re doing well. They have to have the mentality to make 99 calls and say, ‘Well, there’s one more down,’ instead of saying, ‘Oh, I’ve been rejected 99 times.’ ”Now available in e-book form from online retailers, including Amazon and Barnes Noble.From “You’re Better Than Your Job Search” by Marc Cenedella and Matthew Rothenberg.

World Economy Moving Sideways, Subdued Demand

World Economy Moving Sideways, Subdued Demand World Economy Moving Sideways, Subdued Demand World Economy Moving Sideways, Subdued Demand One Tuesday, October 4, the International Monetary Fund released its biannual World Economic Outlook report for October, which is a widely watched indicator of global activity. The October report continued to show slow growth across the globe. Global growth remains weak, even though it shows no noticeable deceleration over the last quarter, said Maurice Obstfeld, Economic Counsellor and Director of Research at the International Monetary Fund. The new World Economic Outlook sees a slowdown for the group of advanced economies in 2016 and an offsetting pickup for emerging and developing economies. Key Insights: Baseline projection for global growth in 2016 is a modest 3.1 percent, broadly in line with last year, and a 0.1 percentage point downward revision relative to the April 2016 World Economic Outlook Update. The downward projections for 2016 are fueled by slower U.S. growth and the U.K.s decision to leave European Union. Emerging markets and developing economies will be a bright spot with growth expected to strengthen after years of decline. Growth has been too low for too long, and in many countries its benefits have reached too few, with political repercussions that are likely to depress global growth further. Want to know more about the top trends in the key world markets? Check out the World Economic Update from Intelligence.

A Robot Conductor Takes the Stage

A Robot Conductor Takes the Stage A Robot Conductor Takes the Stage A Robot Conductor Takes the Stage The baton came up gracefully for the upbeats and descended forcefully for the downbeats, while the other hand danced along in time, coaxing the musicians from one crescendo to another, the singers from one emotion to another. The musicians were members of the Lucca Philharmonic orchestra;the singers included famed tenor Andrea Bocelli. The conductor was a robot. YuMi takes center stage in Pisa to conduct Andrea Bocelli and the Lucca Philharmonic Orchestra. Image: ABB YuMi is its name and conducting Verdi in Pisa was its debut on the big stage. In fact, it was the first time any robot had directed such an acclaimed orchestra. But YuMi wasnt originally designed to be the first Robotscanini. A product of ABB, aSwitzerland-based engineering firm focused on control systems and other digital technologies, the machine was created to learn gestures and tasks quickly, without the need for the user to know a programming language. It can alsobe put to use in almost any kind of industry. In front of an orchestra, YuMidemonstrated both the range of its potential uses and the ease with which it can be taught. While even a mediocre conductor spends decades working in music, YuMi learned the three pieces it was to conduct, along with every gesture to every measure, in a matter of days. In the first step, the robot was guided through the motions of the conductor, says Andrea Cassoni, ABBs robotics manager in Italy. This is an actual type of robot programming used in industry called lead-through programming, where the robot is taught the required movements by demonstration rather than programming each individual point of motion in software. The person doing the leading in this case was actual flesh-and-blood maestroAndrea Colombini. Listening to the orchestra, he guided YuMi through each section. As if leading a tango, Colombini took YuMi in a near embrace, guiding its baton-holding hand through the music in one pass and then doing the same for the left hand in another pass. Once YuMi had learned all the necessary moves, they were imported into an ABB program called RobotStudio. The software allows userstypically manufacturersto refine the robots movements by tweaking a virtual model. In this case, RobotStudio was used to smooth out and finesse every movement, as well as to synchronize those movements with the score. This was, by far, the simpler part of the project. The biggest challenge was translating the subtle but wide range of movements necessary to conduct an orchestra into the robots programming, Cassoni says. This took some practice and close partnership between the conductor and robot engineer. But no out-of-the-ordinary software or tools were required. The orchestra musicians followed YuMi perfectly and were awed by its grace and seeming musicality. After the performance, Colombini raved about the machines fluidity. Arguably, a conducting robot could someday put people like him out of a job, or at least free them from attending every rehearsal. On the other hand, perhaps the conducting robot will increase demand for human conductors. Amateur, robot-run orchestras will need someone to program all the pieces the machines might conduct. Currently, though, an amateur orchestra hoping to follow an automaton, and anyone else who wants to put YuMi to use, will have to scrape together $40,000. The YuMi that performed was no more sensitive than an animatronic character at Disneyland. From the first beat to the last note, the robot ran through its program and the musicians followed along. But theres no reason that it couldnt some day be outfitted with a sound sensor so that it could exaggerate a movement if the musicians werent reaching a certain decibelor hitting a predetermined tempo. At the moment,ABB has no intentions of refining YuMis conducting capabilities. Robots continue to capture the imagination of artists, the media, and the general public, says Cassoni. So you never know. Michael Abrams is an independent writer. For Further Discussion The biggest challenge was translating the subtle but wide range of movements necessary to conduct an orchestra into the robots programming. Andrea Cassoni, robotics manager, ABB