Are you “diverse”? Diversity isn't just about gender, cultural or ethnic background, it’s also about bringing a different perspective or point of view to an organization. How can you find a great job when you see yourself as “different” and are not sure you’ll fit in?
Here are five tips for diverse job seekers to find the job of your dreams.
Are you a multicultural job seeker, a military veteran or have some type of disability? While the answer is more likely to be “yes” than ever before, and more employers have strong commitments to diversity and inclusion in their workforce, there can still be some challenges in the interview process for candidates who may feel “different”.
Here are ten tips for interview success:
I love hearing job applicants’ theories about what happens once they submit resumes to an applicant tracking system, the program most companies use to manage candidate information. One of my favorites involves evil robots scanning resumes and destroying with their laser beam eyes any resumes submitted that are not a perfect match.
I always get a good laugh from these stories, but the truth is there is an art and science behind an applicant tracking system, and I thought I’d put to rest any further ideas about evil robots determining a candidate’s fate. While every company has its own process, here’s a common path your application takes once you hit “apply.”
Every job seeker wants to find the perfect job, almost as much as every corporation wants to find the perfect candidate. At BestCompaniesAZ, our goal is to make that process easier by helping the BEST employers find the BEST candidates. We’ve conducted a great deal of research in this field, and have some tips and pointers to give job seekers every advantage for a successful outcome.
Is work-life balance a concern as you try to manage your career and family?
Are you looking to take your career to the next level, without it having a negative impact on your family?
If you answered yes to either of those questions, then you’ll want to hear Nicole Corning speak at our upcoming Women’s Career Event on April 28 at Western Spirt: Scottsdale Museum of the West.
Hindsight is 20/20...
If I knew then what I know now...
If I could go back in time…
There are countless proverbs and sayings about the desire to go back in time for a chance to do better than we did the first time around. Unfortunately, the likelihood of time travel hovers around slim to none for most of us, so we must play with the cards we are dealt.
In my last blog, “A Career …Without College?”, I addressed my own career path, sharing how important I feel it is to be proud of where you have come from. That said, most of us would likely admit that some choices we made turned out better than others. I’d like to share with you some of the successes and missteps I’ve experienced – and if I could go back in time, the five tips I’d share with my 18-year-old self as she started her career journey.
And though my lack of education
Hasn't hurt me none
I can read the writing on the wall
Lyrics from one of my favorite classic songs by Paul Simon come to mind as I reflect on my career journey. It’s true ladies and gentlemen; I, Shannon Grimes, do not have a bachelor’s degree.
Announcing this fact to colleagues, new acquaintances, or potential employers often feels like a support group confession, something I should be ashamed of and need help with. But it’s not. It’s part of who I am. Almost 15 years after most (and by most I mean nearly all) of my high school comrades graduated with their degrees and either entered the working world or began to advance their education, I have come to feel immense pride in my career despite my lack of formal education.
Call centers offer numerous opportunities for career growth. The career steps from call center representative usually start with lead call-taker to supervisor to manager to director. Call center promotions vary according to organization structure; however, the way to move up is similar across organizations, regardless of the product or service your call center provides.
Insights from the “Best Companies to Work for in AZ”
One of the fastest growing business segments in Arizona is the Call Center. The growth is exciting for companies that have successfully integrated call center operations into their business model – there are many benefits, but also some very unique challenges tied to managing a thriving call center.
In response to these challenges, we recently brought together some of the best companies in Arizona to discuss the issues and the potential solutions for running a better call center. It’s your peek into the minds of the companies that are doing it right and an opportunity to think about how your operations might be affected.
Scottsdale, Ariz.—WorldatWork recently served as the Strategic HR Partner for the inaugural “CareerBuilder Top Companies to Work for in Arizona” awards program. WorldatWork was chosen to be the HR partner primarily to provide input and guidance to the employer questionnaire. The program’s goal is to provide new benchmarks for employers relating to the HR practices and benefits that are attracting and retaining talent in today’s market.
After all those interviews, you’ve finally found the right candidate, and you have a signed offer. Yay! Onboarding starts immediately, even if the candidate doesn’t. It’s great when your new hire can start right away, but more often there’s a two-week time lapse between signed offer and start date.
GIVING IS WINNING
You could win a million dollars by supporting the Health & Wealth Raffle to benefit St. Joseph’s Hospital & Barrow Neurological Institute.
The raffle is more than prizes. Dollars raised go to support the advancement of medical education, research and patient care for the amazing works of Barrow Neurological Institute and St. Joseph’s Hospital. Learn more here.
Many of you may know WorldatWork by its original name, American Compensation Association. The name changed 12 years ago because the Scottsdale-based nonprofit HR association is no longer just American, it’s global, and it has expanded to offer benefits and work-life training and certification in addition to compensation. For ease of reference, WorldatWork refers to compensation, benefits and work-life programs as “total rewards.”
Originally published on the Schwab Talk Blog Posted by Sarah Bulgatz
Schwab was one of 27 companies recently awarded the annual Gallup Great Workplace Award. According to Gallup, the award honors “organizations whose employee engagement results demonstrate they have the most productive and engaged workforces in the world.” Schwab Senior Vice President of Talent Management Mary Coughlin shared her perspective on what makes Schwab a great place to work, as well as what she sees are the challenges and opportunities in maintaining a high level of workplace engagement.
“Don’t give your customers what they want. Give them what they need, even though they may not know it yet.” – Jaime Casap, Google
This was just one of the tidbits of encouragement from the 100 Best Arizona Companies celebratory networking and education event held by BestCompaniesAZ at the auditorium of the U of A College of Medicine on November 13.
Denise Gredler, CEO of BestCompaniesAZ, noted that in the ten years since the founding of BestCompaniesAZ, workplace culture has progressed from “fluffy HR initiative” to an essential business strategy. Five leaders of award-winning companies shared how their cultures have given them the competitive edge.
An executive recruiter I was consulting about filling a senior level leadership position glanced approvingly at the commemorative plaques lining the wall of my conference room. “Those plaques really do make a difference”, she noted. Recognition as a top workplace does make a difference, especially in recruiting and retention of scarce talent in technology, sales and other in-demand areas.
In our August 29th blog, we discussed the war for talent and the impact on your bottom line. The development of a unique company culture is paramount to you attracting and retaining top talent, which is now a strategic imperative that drives ROI.
The implementation of meaningful hiring, on-boarding and retention programs will set a sturdy foundation for your company’s culture. To drive these programs, a key component will be limiting employee turnover. In order to limit turnover, you must determine the cost of turn to your organization.
The war for talent has returned, but it’s dramatically changed in the past five years. Employers everywhere see a skills gap between what they need and what candidates have to offer. “Skinny resumes” are the new normal. While there’s no shortage of applicants, candidates in the sweet spot of skills, experience and culture fit are maddeningly scarce. Short-staffed hiring managers cringe thinking about the bidding wars that can erupt over a desirable candidate.
Other than bribing rockstar ninjas with exorbitant salaries, what can you do to attract stellar talent?