October 29th, 2013
Job seekers are no longer searching for new work exclusively from home or an office — more and more people are doing it on the go, new research shows.
A study from job search engine SimplyHired revealed that the number of workers looking for jobs via mobile devices has skyrocketed, from 2.3 million to 9.3 million in the last year. Overall, 30 percent of the job-search traffic on SimplyHired this year came from mobile devices.
Researchers expect that number to grow to 50 percent by the end of 2015, with usage spread across all platforms and job categories. More than 40 percent of the job seekers studied are using an Android device to look for work, with 29 percent accessing job listings with their iOS devices.
Specifically, 75 percent of all mobile job clicks came from mobile phones, while 25 percent came from tablets.
“Recruiters must figure out how to serve the mobile user or risk losing out on a massive pool of candidates,” said James Beriker, president and CEO of Simply Hired.
The study found that mobile candidates are not just killing time, or “snacking” on opportunities, but are actually more engaged than the average desktop candidate when it comes to spending time with job listings. Mobile searchers click on 60 percent more job postings and spend nearly 30 percent longer looking at those jobs than those using a desktop computer. They also spend 25 percent more time on job sites and view more jobs when doing so.
The research discovered that office and administrative jobs, as well as health care practitioners, are the most searched for jobs via mobile devices, with mobile job searching peaking on Mondays and hitting a low point on Saturdays.
The most active period of the day for those looking for work on a mobile device is between 8 and 9 p.m., compared with 11:30 a.m. for those looking via a desktop computer, according to the study.
The research was based on job-seeker activity on Simplyhired.com, which sees more than 30 million unique monthly visitors.
By Chad Brooks
October 22nd, 2013
This year, through primary research through my company and secondary research by a variety of trusted sources, I’ve tracked ten major workplace trends affecting the world of work. They focus on the generational shift, the rise of freelancing, the skills gap and more. From a professional perspective, understanding these trends will give you the leg up as you make career choices. From the corporate perspective, these trends will help you make more informed business decisions. Here are my top ten:
1. Millennials will rise up. Despite all the reports of the poor economy and the high unemployment rate for Gen Y, they will start to get jobs again. They will become nearly 30% of the American workforce next year and that number will increase substantially in the next five to ten years. As millennials enter and boomers retire, new life will be breathed into corporations and policies will change rapidly.
2. Working from home becomes mainstream. We’ve heard some companies trusting their employees enough to let them work from home. In 2013, companies will realize the cost savings and the productivity increase and give their employees more flexibility. While in years past flexibility programs were viewed as a perk, they will become more standardized and expected. One of the best examples is Aetna. 47% of their 35,000 employees work from home and they have saved an estimated 15% to 25% on real estate costs at an annual savings of about $80 million.
3. Emphasis on employee engagement. Employers are still having major retention problems and it’s costing them a fortune. In 2013, they will focus more on employee engagement to increase their retention rates. An October survey by MSW Research and Dale Carnegie Training found only a mere 29% of employees are fully engaged. One example is when MGM Resorts put on an entire show for their employees this month.
4. More boomers retire. The shift in workplace demographics is finally upon us. Boomers will start to leave the workplace and retire next year and it’s about time. This will free up positions for Gen X and Gen Y to take leadership roles. The question is which generation will seize their roles? My research next year may give you an answer to that question.
5. Intrapreneurship is embraced. Companies are starting to understand how entrepreneurial Gen Y is and in order to compete with startups, intrapreneurship programs will take off. Aside from EY, PwC, DreamWorks, Microsoft, Google and Facebook, LinkedIn has now created their own program called “[in]cubator.” Employees with an idea can organize a team and pitch their project to executive staff once a quarter.
6. Freelance nation booms. We keep hearing about the surplus of freelancers out there and it’s just the beginning. Next year, there will be millions more freelancers, replacing full-time workers. Companies will hire experts to solve problems instead of full-time employees and save on benefit packages. This is due to the economy and how corporations operate now. One third of American workers are freelancers, reports NBC News.
7. The skills gap shrinks. As of this year, there are over 12 million people who are unemployed and 3.6 million open positions, reports the Bureau of Labor Statistics. American Manufacturers have 600,000 unfilled positions and 34% of companies say they are having trouble filling open positions. I see this skills gap shrinking as new talent enters the workforce, companies work with schools to train the next generation workforce and people realize that they need new skills in order to get jobs.
8.Internal hiring takes off. It costs companies 1.7x as much to hire an external candidate. The top reason why millennials leave companies is lack of career opportunities. My research shows that companies are starting to give opportunities to their employees over anyone else. This also means that job seekers will suffer. Internal hiring is good for employee morale, saves them money and is quicker (weeks versus months).
9. Employees become social advocates. Companies will start to leverage their talent in order to recruit and market. They will finally realize that they can just use their employees to get the word out instead of wasting money on advertising. Companies will become publishers and in some capacity compete with the likes of magazines and newspapers. IBM, for instance, has 32,000 employee blogs that touch on every area of their business.
10. Women start to outpace men at work. One billion women will enter the workplace in the next decade. Research shows that they are more educated than men and many are saying that they will start taking leadership positions away from them. Sheryl Sandberg and Marissa Mayer are just the beginning. Look for more females to break into top roles next year and beyond.
October 17th, 2013
Effective managers provide feedback on a regular basis. They realize that any time is ideal for feedback, and it does not have to be in the form of a scheduled performance review. Effective managers are straightforward and constructive. If an employee’s work isn’t up to par, then say it; explain why and provide guidance on how to improve. It’s the only way an employee will get better.
Successful managers are also always available and over communicate, constantly talking with their teams, troubleshooting problems and answering questions. This means being available nights, weekends, etc.
Great managers set ambitious goals for themselves and their team. They are continually pushing their teams to achieve goals, while challenging their objections and engaging them in new ways of thinking. They understand that most employees need a balance between autonomy and guidance to achieve optimal productivity. Great managers realize that by providing clear targets to focus on, employees will execute more efficiently, as well as garner a sense of achievement when meeting set benchmarks along the way.
Effective leaders promote internal communication. They encourage employees to get up, move around the office and talk to coworkers in different units. They realize that some of the best ideas come from cross-office communication and collaboration, and encourage impromptu meetings and idea generation sessions.
Effective managers compile diverse teams. This comes down to hiring practices and personnel placement. Great managers hire people from different backgrounds, experience levels and with varied interests. They realize the most productive and innovative teams share few similar characteristics.
The most effective managers know their team on a personal and professional level. They understand what motivates them, their goals and fears, and truly value their staff. They listen to employee feedback and implement new initiatives within budgetary restraints. They understand small rewards can go a long way, and take an interest in their employee’s opinions.
By: Tom Gimbel
October 15th, 2013
Finding great sales reps — reps with the ability to take your business to the next level — is awfully hard to do. How can you possibly size up a sales candidate in a series of interviews? How can you really know how hard a complete stranger is willing to work, how he responds under pressure, how he handles adversity? How can you evaluate her creativity, organizational skills, and ability to learn and adapt to ever-changing situations?
It’s not easy, which is why sales recruiting and training usually becomes an exceedingly expensive and time-consuming endeavor. Here are a few ways to recruit sales talent that may ease the burden considerably:
1. Hire Smart
A man I knew who ran a very successful building supplies business always hired the smartest people he could find. His sales force included former college professors, CPAs, and anybody who did anything as long as they were off-the-charts brilliant. His attitude was, people smart enough to split atoms could learn how to sell lumber and drywall. It worked.
2. I’ll Take It! – and You
When you open your wallet, open your eyes to the recruiting opportunity! Over the years I’ve encountered many star sales reps that were hired because they sold something to the owner or a key executive. The person who impresses the hell out of you while selling you a car, a pair of shoes, or an insurance policy could be your next superstar.
3. Eat It Up
Waiters and waitresses often have sales talent that they themselves aren’t even aware of. Restaurant staffers deal with every type of person under the sun, think on their feet literally and figuratively, juggle problems, provide stellar service, and work extremely hard. These are all very important attributes of successful sales reps. In addition, people in these jobs are usually money-motivated, which helps enormously in a commission sales environment.
4. Have a Little Class
Similarly, the teaching profession is a veritable galaxy of potential sales stars. Excellent teachers have patience, communication skills, and exemplary persuasive powers. They can apply those rare skills to selling complex products and services, and make five times a teacher’s income — to say nothing of what they can do to transform your business.
5. The Customer Is Sometimes Right
Companies always think about turning prospects into customers … but how about turning customers into sales reps? A good customer genuinely likes you and values what you do. These are terrific “intangible” assets for any sales rep — but can take years for a new hire to acquire. And, a customer understands your business and can talk about your products and services from the customer’s perspective. Can you think of a stronger sales pitch than, “I liked buying this so much I decided to devote my career to selling it”? In sales, it’s not always what you say or even how you say it, it’s who’s saying it that really counts.
By: Brad Shorr
October 10th, 2013
Rise and shine! Morning time just became your new best friend. Love it or hate it, utilizing the morning hours before work may be the key to a successful and healthy lifestyle. That’s right, early rising is a common trait found in many CEOs, government officials, and other influential people. Margaret Thatcher was up every day at 5 a.m.; Frank Lloyd Wright at 4 am and Robert Iger, the CEO of Disney wakes at 4:30am just to name a few. I know what you’re thinking – you do your best work at night. Not so fast. According to Inc. Magazine, morning people have been found to be more proactive and more productive. In addition, the health benefits for those with a life before work go on and on. Let’s explore 5 of the things successful people do before 8 am.
1. Exercise. I’ve said it once, I’ll say it again. Most people that work out daily, work out in the morning. Whether it’s a morning yoga session or a trip to the gym, exercising before work gives you a boost of energy for the day and that deserved sense of accomplishment. Anyone can tackle a pile of paperwork after 200 ab reps! Morning workouts also eliminate the possibility of flaking out on your cardio after a long day at work. Even if you aren’t bright eyed and bushy tailed at the thought of a 5 am jog, try waking up 15 minutes early for a quick bedside set of pushups or stretching. It’ll help wake up your body, and prep you for your day.
2. Map Out Your Day. Maximize your potential by mapping out your schedule for the day, as well as your goals and to dos. The morning is a good time for this as it is often one of the only quiet times a person gets throughout the day. The early hours foster easier reflection that helps when prioritizing your activities. They also allow for uninterrupted problem solving when trying to fit everything into your timetable. While scheduling, don’t forget about your mental health. Plan a 10 minute break after that stressful meeting for a quick walk around the block or a moment of meditation at your desk. Trying to eat healthy? Schedule a small window in the evening to pack a few nutritious snacks to bring to work the next day.
3. Eat a Healthy Breakfast. We all know that rush out the door with a cup of coffee and an empty stomach feeling. You sit down at your desk, and you’re already wondering how early that taco truck sets up camp outside your office. No good. Take that extra time in the morning to fuel your body for the tasks ahead of it. It will help keep you mind on what’s at hand and not your growling stomach. Not only is breakfast good for your physical health, it is also a good time to connect socially. Even five minutes of talking with your kids or spouse while eating a quick bowl of oatmeal can boost your spirits before heading out the door.
4. Visualization. These days we talk about our physical health ad nauseam, but sometimes our mental health gets overlooked. The morning is the perfect time to spend some quiet time inside your mind meditating or visualizing. Take a moment to visualize your day ahead of you, focusing on the successes you will have. Even just a minute of visualization and positive thinking can help improve your mood and outlook on your work load for the day.
5. Make Your Day Top Heavy. We all have that one item on our to do list that we dread. It looms over you all day (or week) until you finally suck it up and do it after much procrastination. Here’s an easy tip to save yourself the stress – do that least desirable task on your list first. Instead of anticipating the unpleasantness of it from first coffee through your lunch break, get it out of the way. The morning is the time when you are (generally) more well rested and your energy level is up. Therefore, you are more well equipped to handle more difficult projects. And look at it this way, your day will get progressively easier, not the other way around. By the time your work day is ending, you’re winding down with easier to dos and heading into your free time more relaxed. Success!
By Jennifer Cohen
October 8th, 2013
YouTube isn’t just a platform for sharing videos, it’s also one of the most popular search engines on the web–second only to Google. And YouTube is the third most popular website in the world, with over a billion unique visitors each month according to the company. Using YouTube for your business has the potential to energize your current customers, and attract new ones.
Still think YouTube is just for cat videos and the like? Well, if you’re a business selling to another business you might want to take another look; 92 percent of B2B customers watch online video and 43 percent of B2B customers watch online video when researching products and services for their business, with 54 percent of these watching on YouTube. Here are a few ways you can harness the potential of video for your business.
Stand Out from the Crowd
Two-thirds of B2B customers consider three or more companies when purchasing and over half don’t know which company to purchase from according to information from the recent Google Think B2B Conference. What can sway their decision? A brand’s reputation was shown to be highly influential in how B2B customers decide.
We know that 22 million B2B customers watch YouTube videos every month, so how can you tell your story and express your brand in a compelling way to engage directly with your customers? Look at Cisco, a global provider of networking systems from routers to webinar software. They’ve developed a YouTube channel full of videos and tutorials to help prospective customers learn everything they want to know about network solutions. When you think routers you don’t think,”oh, I’d love to watch some videos about that!” but Cisco presents their content in a way that hooks you from the get-go including their headline, “Welcome to the future-ready network.”
At the core of good content marketing is providing utility to your prospects and customers and a great way to do this is using video. It’s as easy as producing simple how-tos and showing how to solve common problems (just look at the Vine videos Lowes did recently full of simple six second home improvement tips). You can also talk about cool new tools and apps that will make your customers lives easier. At my e-mail marketing company, VerticalResponse, we recently began a once a week video series called What’s New Weekly. Our social media manager and a weekly guest each pick a cool tool or app they want to share with our customers and record a quick video. We publish the video on our blog, share the link on our social media channels, and send out an email with a link to the video to our subscriber base. And slowly, we’re building our YouTube subscribers from a measly five when we started to over 200 in a few short weeks. We still have a long way to go, but we’re laying the bricks. You can do the same thing with a fairly simple set up. The VR team got everything they needed from Amazon for less than $150 (not including the camera).
We wouldn’t be talking B2B if we didn’t talk about generating leads, and you can do plenty of that with videos and YouTube. Here’s the trick: make sure that with every video you produce that you include a call to action and an URL of a landing page or page back to your website where folks can learn more, sign up, register for a demo, etc. YouTube also offers overlay ads that you can use if you’re a Google Adwords advertiser. According to YouTube, “The overlay will appear as soon as the video begins to play and can be closed by the user. You can use the overlay to share more information about the content of your video or to raise interest in your channel, other videos, or additional websites. When users click on the overlay, they are directed to your external website as specified in the overlay’s destination URL.”
By: Janine Popick
October 3rd, 2013
Do you ever wake up in the morning and ask yourself: “Am I in the right job?” “At the right company?” “On the right career path?” “Doing what I am supposed to be doing with my life?” If so, you are not alone.
After almost a decade of research, Tempe, Ariz, based “purpose” firm Ignite reports that more than 95% of workers in the U.S. are in the wrong roles. In another study by the company, 1,916 randomly selected employees between the ages of 23 and 28 were asked if they were interested in changing jobs, and 1,571 said yes. A recent Gallup study concluded that 71% of American workers are not engaged at their jobs. And Deloitte’s Shift Index survey indicates that 80% of workers don’t like their jobs.
[More from Forbes: 10 Things You Should Never Ask About In A Job Interview]
Considering that the average American works 8.8 hours every day, not many people are jumping out of bed these days.
So why can’t people find jobs they love?
“Work hard, my boy, and you will be successful” was my grandfather’s childhood advice to me. Even though he has been dead for over a decade, I can still hear his words ringing in my head. You may have heard the same from your grandparents or parents. However, they were all only partially right.
While long hours may be required, successful people spend their time on the right things and in the right roles. When all these factors are aligned, most of these people can’t even tell you how hard or long they “work.” For them it is not a question of how many hours they put in during a week or work/life balance, but about doing what they love as much as possible.
In Larry Smith’s video Why you will fail to have a great career he mocks the idea that hard work is a noble goal in itself: “You want to work really, really, really hard? You know what? You will succeed…the world will give you the opportunity to work really, really, really hard.”
When searching for a life partner, people often create fantasies around someone they are attracted to. This is all part of a human tendency to romanticize the world – something that usually ends badly when each sees the other for who they really are. A consultant I worked with for many years would say, “When couples break-up arguing that their partner does not understand them, the exact opposite is true: They understand them – they simply do not like them.” And the same human tendency towards fantasy partners that helps explain the 50% divorce rate for first marriages in the U.S. also goes a long way toward telling us why American workers have an almost total lack of job happiness.
When people are looking for jobs, they scan the web for “attractive” companies that grab their immediate attention. They look at a company’s career page for openings, read the job descriptions posted, and then redraft their resume and pitch to fit the role they think they want. They recreate themselves to another’s specifications. From the outside, we can easily see how this could end badly. The company is pitching its most attractive side – whether real or perceived – and the candidate is tailoring who he or she is to meet the needs of the company. Six months down the road both sides are unhappy. Some of the relationships limp along for years producing minimal value; others end abruptly, causing disruption and financial strain for both parties.
Most people will tell you that the secret to career happiness and success is finding what you are passionate about and doing it. However, the Founder and Chief Ignite Officer of Ignite, Tom McDermott believes that this thinking is flawed. He asserts that passion is only part of the equation. For example, like many American Idol contestants you maybe passionate about music but not a gifted singer. Or a talented teacher but not teaching something you are passionate about.
[More from Forbes: The 25 Best Places to Work]
Tom believes the real game-changer is our natural child-like curiosity – without which a person will not find true alignment, happiness, and success in life. He argues that most people never go far enough in exploring and questioning what they are profoundly curious about. For Tom, finding a job that you love requires doing something you are “passionately curious” about and born to do.
To illustrate this principle, you may be passionate about sprinting but not have the natural ability to be a gold medalist in the 100-meter dash. You may really be curious about how humans can move faster and be better placed as a sports science researcher, coach, or perhaps an aerodynamics engineer. Without asking the right questions, your passion may drive you to sprint in the wrong direction in life – investing in a running coach, the best shoes, and having hopes to achieve a world record when your natural strengths and curiosity don’t align with that goal/passion. According to Tom, you need to ask why you enjoy sprinting. What about it? If your talent, strengths, passion, and curiosity are in sync, you may find yourself setting records in the 100-meter – or inventing the Hyperloop train that carries people at speeds up to 800 miles an hour.
A child fascinated with glasses may not be destined to be the next great eyewear designer but may be curious about how people can see further. She could become the inventor of the world’s most powerful telescope, discovering unknown planets. Without asking the right questions, a life can easily be wasted on a wrong path and deprive the world of important advances and innovations…or a world record in the 100-metre dash!
Money hasn’t been around that long in the scheme of human existence, but it has quickly become the ultimate distraction. In fact, the first question most job seekers ask is “How much does the position pay?” The answer usually determines if things move forward.
[More from Forbes: Seven Ways to Perfect Your Résumé]
When I first met Tom McDermott of Ignite he asked me: “If money were not an issue, what would you do in life?” This is a great theoretical question to probe your desires. On the other hand, most of us can’t eliminate money from the question of where and why we work.
Dr. Paula Caligiuri provides one answer to this quandary in her book Get a Life, Not a Job: Do What You Love and Let Your Talents Work For You. Caligiuri suggests that you actively seek multiple streams of income to achieve the freedom to follow what you love and not be financially beholden to a job you don’t want. This can be in the form of a home-based business, speaking on your topics of expertise, teaching others about something you love, or perhaps investing.
The Right Match
In 2000 the online dating site eHarmony was launched with the tag line “Beat the odds, Bet on Love with eHarmony.” It pioneered a new scientific approach to matching couples that relied on pre-assessments to gain a deep understanding of its clients and compatibilities before any pictures or profiles were shared. It was a concept that changed relationship matching forever and improved chances of successful dating, marriage, and fulfilled long-term partnerships.
In such a process there is no gaming the system – no imagined personas – because neither side knows of the other until a personal match is made. This same concept will ultimately revolutionize job search and placement for the next generation workforce that is looking for purpose over “work.”
Arizona based Y Scouts is the only recruitment firm I am aware of that operates a model similar to eHarmony’s, but they currently only handle executive searches. However, the dating site is contemplating offering a non-executive job search option soon. Until then, job seekers will need to be proactive and create their own process. To do this, you should have the answers to the following questions prior to starting your search and stay true to them when you are looking to apply to jobs. If you are working with a recruitment agency, share your questions and answers with them before they introduce roles to you. Ask them to only connect you to organizations and jobs that are a clear fit.
—What job would I be excited to share with others?
—What would an organization do that would make me excited to share with others?
—What gets me out of bed in the morning?
—If money weren’t an issue, what would I do?
—What do I do best?
—What am I most passionate about?
—What am I most curious about?
—What have I most enjoyed doing throughout my life and why?
If you are having problems answering any of these questions, below are a few resources to help.
Dr. Paula Caligiuri’s book Get a Life, Not a Job: Do What You Love and Let Your Talents Work For You has excellent personal discovery exercises throughout.
Clifton StrengthsFinder tool will assist you in discovering what you do best.
Ignite’s on-line course will help you discover your passionate curiosity and bring your purpose to light. The company also offers private purpose coaching.
Y Scouts’ website is a good resource to help you discover your “Why?” and also has a free purpose-based Talent Community that anyone can join.
By : Louis Efron
October 1st, 2013
Have you ever found yourself wondering: “Is it just my imagination or is this interviewer trying to get under my skin?”
The questions all seem a little rude. The tone is sharp and overly critical. Sure, a job interview is nerve-wracking by nature. And of course you’re being judged – that’s a given. But this just feels like overkill.
You know what they say: Just because you’re paranoid doesn’t mean they’re not out to get you. Some interviewers are intentionally trying to freak you out.
It’s actually a real interview technique: Pile on the pressure and see how the candidate responds – sometimes called a stress test. And while it may feel like the interviewer is just a jerk who likes to make people squirm, there’s more in it than that. The technique has a very specific purpose and you, as the interviewee, should respond in an equally purposeful way. Here’s what you need to know.
First, it’s not just you. If you feel intimidated, overwhelmed or even on the verge of tears, you’re normal. The interviewer is not out to get you; he’s out to get every candidate. He’s intentionally trying to elicit a reaction. The interviewer wants to see how candidates handle themselves in these kinds of high-intensity situations.
The kinds of questions you’re likely to encounter are designed to put you on edge. For example:
–Why weren’t you promoted in your last job?
–Why haven’t you accomplished more in your career?
–Why didn’t you go to a better college?
–What makes you think you can survive here?
Those questions feel a little “in your face” don’t they? Well, that’s the point. The interviewer is watching your reaction: your body language, facial expressions, behavior and communication. Do you go speechless? Do you stutter? Do you get angry? Do you shift and fidget and show your discomfort?
To handle stress interview questions, your main goal is to stay calm. Don’t take the bait. As best you can, shorten and simplify your answers. Don’t be afraid of repeating yourself – especially if the same question is asked repeatedly in different ways. And don’t be afraid of standing up for what you know is right. You were invited to the interview for a reason, so don’t let them push you around or make you question your capabilities.
Interviewer: “Wow. You really haven’t done much in your career. Why is that?”
You: “Actually, I respectfully disagree. I’m quite proud of my professional accomplishments, particularly the work I did on project XYZ…”
When it comes to a stress test, the answer itself typically doesn’t matter as much as your unspoken response. So keep your cool, smile and stay strong. Speak slowly and intentionally. It’s perfectly fine to pause and take a breath when needed.
A sense of humor can be your best ally in a situation like this. It’s even perfectly OK to acknowledge what’s going on in a lighthearted way by saying something like: “If you’re trying to rattle me, it’s not going to work.”
Most people who encounter stress interviews are well aware of the high-pressure nature of their profession, so it’s not altogether surprising. It’s most common in interviews for sales jobs and other roles where there is a high level of stress to meet quotas or deadlines. Of course, if you’re not prepared for a high-stress interview and it happens, you may want to consider what this says about the company and the role you’ll be in should you take the job. If it upsets you deeply, it might not be the right position or environment for you.
Stress test interviews aren’t easy. But understanding what’s going on makes them much easier to handle. It’s not personal; it’s business. Make sure your reaction reflects that – stay professional and poised
Chrissy Scivicque, the founder of EatYourCareer.com, believes work can be a nourishing life experience. As a career coach, corporate trainer, and public speaker, she helps professionals of all levels unlock their true potential and discover long-lasting career fulfillment.
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deadkenny • 11 days ago
Why didn’t you go to a better college ? Well…..what’s WRONG with the school I attended? ………What makes you think you can survive here ? Well ……generally speaking , if YOU’VE managed to thrive here , I figure I’ll be just fine . ?…….Why haven’t you accomplished more in your career ? Well …..sometimes it’s hard to overcome the drag from uncooperative teammates , that’s why I came to interview here . And on a personal note , I’d Like to ask you if you think YOU’VE accomplished as much as you should have ? It’s obvious that you’re not as smart as you think you are because you’re still working for a living ………That was the end of my interview ……I then went in business for myself .
Adam Smith, Jr. • 11 days ago
What makes you think that I won’t reach over your desk and bludgeon you with a desk lamp until you are crying for your mommy?
Michael • 11 days ago
Meh. There are a bunch of #$%$s in the world. You will come across one from time to time. Makes sense that your prospective employer would want to know how you’d react to one. Is an interviewer who takes this approach being an #$%$? Yes. That’s the point.
JEM • 10 days ago
Well, if you become aware that this is a stress interview, you have to ask yourself if the benefits of the job merit this much stress. If yes, continue; if no, politely thank the interviewer, and say “I’ll be in touch.”
Tb@G!NgHello • 11 days ago
HR peeps are legends in their own minds! Everyone laughs behind your back just like you fear they do!
Willie Fistergash • 9 days ago
A hiring manager once made a smart#$%$ stress-type remark in an interview to my ex-wife and really upset her (of course that didn’t take much…). A few years later, his company went BK and he was squirming for a job from her. She crucified him for hours. No, he didn’t get the job. It turns out personal relationships are important.
John • 10 days ago
Someone does this to me, I just quietly get up and leave.
indy lady • 5 days ago
Bring a poodle with you to do tricks… You will have a better chance at getting the job!
Joe • 8 days ago
A few shots before the interview would put me in the correct frame of mind to answer these questions…
Keil • 6 days ago
There are jobs and organizations where a high-stress interview is the only reasonable way to be sure that the candidate can actually perform under realistic conditions. Police officer, firefighter, soldier … Depending on what the job entails, you’ll do the candidate and the organization alike a disservice if you DON’T comprehensively evaluate the candidate’s ability to perform under pressure. I have examples of these techniques listed over on my columns at Business Technology.
That being said, there’s no reason at all to be a jerk in an interview. I like running full-immersion scenarios during interview that can be quite stressful. Immediately after the interview is concluded, though, I have the actors de-brief the applicants. They explain what their role was during the scene, discuss the applicants’ strengths and weaknesses, and give them positive, encouraging feedback on how to improve their performance. The interview should (I believe) be a meaningful and productive two-way exchange, not a hollow farce.
Ms Scivicque made an excellent point when she advised the reader to *recognize* that the stress-inducing attitude is part of the evaluation, and to treat it as such. Once you realize how the game is played, you can at least try to play to win.
By Chrissy Scivicque
September 26th, 2013
A few months ago I was talking to a 31-year-old entrepreneur, Aalap Shah, who is a co-founder of SoMe, a social media consulting company in Chicago. I have known him for a couple of years now, and this time he didn’t seem to be his usual chipper self.
He confessed that he was wearing himself out trying to balance the needs of his young family with those of his young business. It was so bad that he was actually thinking that maybe he should get a job. A job! I slapped him and told him to get a hold of himself. All right: no, I didn’t — but he was on the entrepreneurial window ledge, and I had to talk him down.
Before I go any further, I have to say that I do not believe in the oft-quoted mantra, “never, never, never quit.” I think there are times when you should quit; for example, if you finally figure out that your business is not going to work, or that it is too demanding, or that you just aren’t happy. Entrepreneurship is not for everyone.
As a matter of fact, it is probably a good choice for relatively few. As it happens, I know Mr. Shah well enough to know that he is among those few. I know his talents and his track record. I also know that there have been some underlying issues wearing him down.
I recognized this for what it was, a form of battle fatigue. But after five minutes discussing what his life would be like if he were to go back to the large consulting firm where he used to work and another five minutes figuring out some things he could do to lessen his load, he seemed to relax. He knows he is too crazy to work for anyone else and just crazy enough to be a successful entrepreneur.
When I started thinking about it, I realized that I have similar conversations several times a year with entrepreneurs. Occasionally, I have these conversations with myself. I have been through many storms, have made pretty much every mistake in the book, have written a book, and have come up with four thoughts that can help entrepreneurs maintain their balance — or at least keep them from thinking about getting a job. Not that there is anything wrong with getting a job. That would be a problem only if everyone did it. The world needs entrepreneurs. So here are the things I like to tell entrepreneurs (and sometimes myself) when things aren’t going well.
You are not normal. Where you see opportunity, other people see too much competition or no market. (Sometimes they are right.) Where you see no problem signing away your life — on a lease or a bank loan — other people see only risk and danger. (Sometimes they are right.) When you chase your big deal with not much more than raw ambition and the hunger to succeed, other people may think you are in over your head. (Sometimes they are right.) Thankfully, they are often wrong.
It doesn’t help to torture yourself. For years and years, I would make mistakes — hiring the wrong person, spending money on the wrong advertising, pricing a bid wrong and either losing the bid or getting the job and losing money on it, and a hundred other things. Eventually, I would figure it out and learn something valuable from the experience. After doing this a few thousand times, I have actually become conditioned to not look back. I accept that I will continue to make mistakes and that that is O.K., as long as I do many more things right. I have forgiven myself. Forgive yourself. Move on.
It does help to maintain perspective. Nobody ever said business was easy. But it should become easier as you go along. There are no pity parties in entrepreneurship. At least there shouldn’t be. Deal with it. Fix it. Fire it. Sell it. Ignore it. Do whatever you have to do to move forward. Many people in this world have bigger problems than you and I do. Entrepreneurship is an honor and privilege of living in this country. If you have the brains and the ability and the means to start a business, you are one of the lucky minority who either make money on their own terms, or go broke trying! Hallelujah! God bless America.
Listen to that little voice in your head that says, ‘Get lost!’ I actually prefer a stronger version — when the bank jerks you around, when an employee quits without giving notice, when a prospective customer chooses someone else, when it becomes clear that the universe is not joining you on your mission. It’s generally best to keep this voice in your head, but letting it speak can relieve tension and remind you that you are in control. You can find a better bank. You can find a better employee. You can find a better customer. You are invincible. You have to be: there are people counting on you. You will not be beaten. Like Rocky when he looked up at Mickey and said, “I ain’t going down no more.” You need to have tenacity, resolve and determination. But you also have to do things right. Are you a force to be reckoned with, or a farce to be reckoned with? Don’t ask me. Ask your customers and employees, and maybe your accountant.
As for Mr. Shah, he has just landed two Fortune 500 accounts, and is actually getting home on time, at least some of the time.
By Jay Goltz
September 24th, 2013
It can be challenging for Willan Johnson to know how many people to employ at his pool-cleaning business, VivoPools, in Los Angeles, for a number of reasons.
First, he needs more people in the warmer months. He also has to consider where his jobs are and how long it will take his workers to drive from one job to another. Some jobs take longer than others, because vacuuming and scrubbing take more time than chemical treatments. Plus, he said, “Everyone wants their residential pool service on Friday.”
Of course, like most business owners, Mr. Johnson always wants to avoid having too many people and not enough work.
“Determining when and how many employees to hire is a bit tricky for our business as the demand for services varies based on account growth, seasonality, geography of homeowner addresses and customer requests,” said Mr. Johnson, who started the company four years ago.
Many small-business owners remain skittish about hiring. The National Federation of Independent Business reported that nearly 80 percent of small, private companies made no hiring changes in July and 12 percent let workers go.
Especially after the recession, many owners have been reluctant to spend the money to hire workers, especially if there’s a chance demand will recede and the workers will have to be laid off. The on-again, off-again recovery hasn’t helped. And with small businesses representing 49.2 percent of private sector employment, according to the Small Business Administration, this reluctance has inevitably had an impact on unemployment rates.
Some owners have turned to paying overtime, which makes it easier to scale back if demand slips. The downside is that it can be expensive and it can lead to an overworked staff.
For example, the work force at Narragansett Creamery in Providence, R.I., has grown slowly even as more customers are drawn to the company’s homemade yogurt and cheeses, said Mark Federico, the owner. Started in 2007, the company has grown to a staff of 30.
“We found that if we worked too many hours for too long a period of time, people get burned out,” Mr. Federico said. “People need days off. It’s not scientific, and we’re not right all the time.”
Based on the experiences of owners like Mr. Johnson and Mr. Federico, this small-business guide looks how owners determine when it’s time to hire.
Mr. Johnson said he ran his employment numbers weekly, as clients were added and lost, to ensure he had enough people. He uses a spreadsheet to help him decide when the company can support the wages of new employees.
He keeps careful count of the number of pools the company cleans and the hours required for each job. He separates residential jobs, which typically require 30 minutes of time, from those at commercial pools, which can take two hours.
To calculate the required number of employees, Mr. Johnson estimates the number of hours required to clean all client pools and divides that by a standard 40-hour workweek. When the result is greater than the number of employees on staff, he makes a new hire.
THE PAYROLL PERCENTAGE
Earlier this year, when there was a surge in demand for swimming lessons at SwimLabs, in Highlands Ranch, Colo., Michael Mann was taken by surprise. Suddenly, the 15 full-time employees he keeps during the off-season — as opposed to 25 or more during spring and summer — were not enough.
Opened in 2006, SwimLabs offers one-on-one lessons to children and adults. All students are videotaped and analyzed as they take their strokes in small pools equipped with water jets.
The company saw the same surge in business after the 2012 Summer Olympics.
“The Olympics always elevates the sport,” said Mr. Mann, who holds several masters swimming records. His business got an extra boost because the four-time gold medalist Missy Franklin lived nearby.
To decide how many instructors he needed to hire, Mr. Mann looked at monthly gross earnings and calculated that the payroll should consume a maximum of 25 percent of his operating costs. If he generates an additional $10,000 a month in revenue, he knows he can afford another instructor who is paid $2,500 a month. As a result, Mr. Mann started hunting for two more part-time instructors.
Growth can be deceptive. Sometimes, efficiencies may keep three times as many customers from meaning three times as much work. That is a lesson learned by Hudl, a company in Lincoln, Neb., that builds video analysis tools for coaches in 20 different sports, allowing them to break down plays and share them with their players.
The company’s big market is high school football. In the 2011 season, its six-person service team went from working with 2,000 teams to working with more than 6,600. “We were staying up all night” to manage problems like software bugs, said Bryant Bone, who heads the support team. Clearly, Hudl needed help.
Mr. Bone had noticed that between 2009 and 2010 Hudl’s clientele had risen by more than 550 percent, to 2,300 teams from 350 — but the volume of service calls had grown by only about 400 percent. Mr. Bone reasoned that service calls would continue to rise at a lower rate than the number of clients as the company improved its software design, development and training.
Given that, he concluded that Hudl needed to increase its support team at a rate between 70 and 80 percent of the company’s client growth. Today, the company has 105 employees.
“We trust that a combination of better design, development processes and more experienced users helps keep our overall growth outpacing our team’s size,” Mr. Bone said.
Like SwimLabs, PeggyBank in Omaha got caught short-handed recently. The company scans family photographs, VHS tapes and slides, preserving them in digital formats.
Its founder, James Simon, made a deal with a social commerce Web site that offered discount coupons for PeggyBank’s services. Orders poured in, and the staff was soon overwhelmed. Suddenly, it was taking four to five weeks to finish some projects, as opposed to the customary two. And some employees were logging up to 15 hours of overtime a week. That prompted Mr. Simon to hire more help.
He said that he tried to avoid the problem by looking at two crucial data points every day: the number of orders in the queue and the time it was taking for the orders to be fulfilled.
He knows that he needs more workers when he is “running an excessive amount of overtime and the orders aren’t getting filled,” said Mr. Simon, who employs 16 people. “When I see the number of orders in the backlog start to breach 100, that’s my cue to start hiring people,” he said. “When it gets over 100, I know our production times will take longer than two weeks to turn around.”
There are times when numbers do not tell the real story. Sometimes, Mr. Simon said, the best indication that he has to hire more people is when his supervisor starts screaming from the production floor, “Hey! We need serious help down here!”
“That’s the God’s honest truth,” he said. “I listen to her instincts more than anything else.”
By Suzanne Saltaline