Recruiting Resources: How to Recruit and Hire Better https://resources.workable.com/ Fri, 22 Mar 2024 19:47:00 +0000 en-US hourly 1 https://wordpress.org/?v=6.4.3 Why middle managers are so unhappy – and what you can do https://resources.workable.com/tutorial/why-middle-managers-are-so-unhappy-and-what-you-can-do Fri, 22 Mar 2024 15:40:30 +0000 https://resources.workable.com/?p=93926 Middle managers might be the busiest people in your organization. They oversee other employees, negotiate with peers, and manage up to executives – all while juggling individual responsibilities. They’re crucial to executing organizational goals but often lack the time, resources, or authority to do so effectively. Instead of asking why middle managers are so unhappy, […]

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Middle managers might be the busiest people in your organization. They oversee other employees, negotiate with peers, and manage up to executives – all while juggling individual responsibilities. They’re crucial to executing organizational goals but often lack the time, resources, or authority to do so effectively.

Instead of asking why middle managers are so unhappy, perhaps we should wonder why any are happy.

As leaders and organizations, we can’t ignore this problem.

According to Gallup, managers are the biggest single factor in employee engagement – 70% of team engagement is determined by the manager. As our middle managers go, so do our businesses.

70% of team engagement is determined by the manager

And yet, in 2023, managers were rewarded with smaller budgets and more work – and they are the top target for layoffs.

Given these competing pressures, how can we give middle managers the support they need so they can flourish instead of fueling discontent and disengagement?

Here are three suggestions.

1. Promote a culture of psychological safety

Middle managers face the unique challenge of managing not only their direct reports but also their superiors and peers. Conflict and stress are inevitable when managing these relationships. Add in the murkiness of office politics, and it’s easy to see why middle managers get worn out by navigating interpersonal relationships.

Related: How to ensure psychological safety at work

The antidote to burnout here is to actively cultivate a greater sense of psychological safety in your culture.

You’ll have to be patient – psychological safety accumulates over time. It’s the result of many, many small interactions where a person actively views a situation from somebody else’s perspective.

They don’t immediately judge something as right or wrong. Rather, they explore other perspectives and ideas, and they learn from the interaction. The other party feels seen, heard, and welcomed.

The reason these exchanges matter – sharing your thinking while learning about other people’s thinking – is because psychological safety is dependent on the people involved. Their thinking, their personality, their comfort level all matter.

For example, I’m an analytical thinker who loves to tear into data and explore what it means. That can create psychological safety for me and like-minded people. But for people who don’t understand the data or feel personally attacked by such an examination That approach can make them quickly feel confused and overwhelmed.

Imagine a workplace where middle managers feel they can be honest and vulnerable about their thinking and perspectives with their bosses. In turn, they’re also curious about their colleagues’ thinking, and they proactively inquire about their direct reports’ insights.

Suddenly, there’s less confusion and miscommunication. Even the most difficult conversations become easier because both parties start with some level of trust.

2. Coach middle managers for the role

Many people enter management because they’re top performers who get promoted, often without specific training for their new role. Unfortunately, RedThread Research found that managers received less support in 2023 than the year before.

Unsurprisingly, manager effectiveness plummeted.

Middle managers need executive-level support. That means recognizing the unique stresses they’re under and how to offset them.

Related: Employee development and the Peter Principle: Why your managers keep messing up

Start with robust training and coaching before, during, and after their rise through the ranks. You can help middle managers better understand their thinking through the Herrmann Brain Dominance Instrument® (HBDI®) and other assessments.

When they understand how they prefer to think in the workplace, they can be more deliberate and effective in their communication — and develop deeper, more collaborative relationships.

Consider training middle managers in conflict resolution so they’re better prepared to handle difficult situations while managing up, down, and across.

By helping middle managers view workplace conflict as an opportunity for collaboration rather than winner-take-all, they’ll feel less defensive and more engaged.

3. Reexamine their workloads

Even when companies recognize middle managers’ importance to company culture and strategic execution, the result is often more work – without an increase in resources. This expanded scope of work can be overwhelming, leaving little time for self-care and personal development.

Look at your middle managers’ individual responsibilities. Can they reasonably complete their individual work and elevate their teams?

Freeing up your overworked middle managers isn’t easy. That’s where culture comes back into play. Do your middle managers feel they can ask for help with their workloads, or do they fear being labeled as incompetent or lazy? HR leaders need to help middle managers see that speaking up won’t be penalized.

Work with executives to reprioritize middle managers’ individual responsibilities. Some top performers might be better off as more of an individual contributor. Others will need support for redistributing their work down to their reports, across to other teams, or both.

Organizations that train, support, and elevate their middle managers will improve productivity, retention, engagement, and business results. Those who don’t will keep wondering why their managers are so unhappy – and why turnover and brain drain are a constant problem.

Karim Nehdi is CEO at Herrmann, which has helped people at the world’s best-performing organizations bring their Whole Brain® to work for more than 40 years with an evolving suite of assessments, employee engagement, and talent intelligence solutions.

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Why listening to customers matters: AI in product success https://resources.workable.com/career-center/why-listening-to-customers-matters-ais-role-in-product-success Fri, 22 Mar 2024 16:28:20 +0000 https://resources.workable.com/?p=93952 Making a product that people love isn’t just about putting in cool features. It’s also about making sure the product does what users want and need. That’s where listening to customers comes in. By hearing what customers have to say, product managers can figure out what changes to make to keep everyone happy. But listening […]

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Making a product that people love isn’t just about putting in cool features. It’s also about making sure the product does what users want and need. That’s where listening to customers comes in.

By hearing what customers have to say, product managers can figure out what changes to make to keep everyone happy.

But listening to lots of customers can be hard work! That’s where AI comes in. AI is like a super helper that makes it easier for product managers to understand what customers are saying and use that info to make products even better.

Let’s talk about why it’s important to listen to customers and how AI can make a big difference in making products successful.

1. Customer-centricity

We – as product managers – always need to hear what customers think to keep our product in tune with what they want. When we ask customers for their thoughts and really listen to what they say, we learn a lot about how they use our product and what they expect from it.

By putting customer feedback first, we can make changes that fix their problems and make our product even better. This isn’t just about making customers happy and increasing product satisfaction (PSAT) – it’s also about keeping our product relevant in the market.

2. Validation and insights

Feedback from customers tells us a ton about how they feel when they use our product. It’s such a rich source of information and insights into their experience. When we look at this feedback, we can see what’s working well and what needs improvement. We can find out trends, patterns, and common issues among our users.

This helps us decide which changes to make first so we can keep making the product better for everyone who uses it. In this way, the development efforts can be focused on addressing the most pressing needs first.

3. Competitive advantage

Listening to customers and fixing problems quickly helps our product stand out from others. When a product manager takes action based on what customers say, it really makes a difference among competitors.

4. Product iteration

Getting feedback from customers is a big part of making our product better over time. It’s a very important part for iterative product development.

It helps us find problems early and figure out what to do next. By using feedback, we can keep making our product better and better so it meets the changing user needs and market dynamics.

5. Customer loyalty

When we listen to customers and prioritize changes based on what they say, it shows them we care about their opinions. This makes them more likely to stick with our product and tell others about it. Happy customers who feel heard and appreciated help us drive organic growth and expansion.

6. AI in the game

Customer feedback is super important for product managers and the whole company, really. It tells them what customers think about the product – what’s good, what’s not so good, and what could be better.

But there’s a lot of feedback to go through, and it can be hard to know where to start. That’s where AI comes in. AI helps product managers by sorting through all the feedback and figuring out what’s most important.

But how does AI make such a big difference in using customer feedback to make products better?

7. Automated data collection

AI-powered tools can automatically collect and aggregate customer feedback from different places like surveys, social media, online reviews, and customer support interactions.

This makes it easier for product managers to have access to a comprehensive dataset of feedback without doing it themselves.

8. Sentiment analysis

AI algorithms can analyze the sentiment of customer feedback. They can understand whether it is positive, negative, or neutral. Sentiment analysis helps product managers quickly see what’s important to customers and what they’re talking about.

9. Natural Language Processing (NLP)

NLP techniques allow AI systems to understand and interpret the meaning of written or spoken feedback.

By analyzing the content of customer feedback, NLP algorithms can extract valuable insights, identify recurring themes or issues, and categorize feedback into relevant topics or categories.

10. Predictive analytics

AI-powered predictive analytics can forecast future trends or customer behavior based on historical feedback data.

This helps product managers see challenges before they happen, identify opportunities and find new ways to make customers happy.

11. Personalization

AI can help tailor the feedback collection process to individual customers based on their preferences, behaviors, and past interactions with the product.

This means product managers can get feedback that’s more useful and relevant for each person.

12. Recommendation systems

AI-driven recommendation systems can suggest relevant actions or improvements based on the analysis of customer feedback. This helps product managers decide what changes to make first, address common pain points and give customers a better overall experience.

Wrapping it up

So, when we put together listening to customers and using AI, we can understand our users better and improve our product faster. It’s a win-win for everyone involved.

By listening to what customers say and letting AI help understand it all, product managers can make smart choices and create products that people really like.

With this approach, companies can stay ahead of the competition and keep their customers happy for years to come.

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The ROI of HR technology integration explained https://resources.workable.com/tutorial/the-roi-of-hr-technology-integration Mon, 25 Mar 2024 13:22:01 +0000 https://resources.workable.com/?p=93927 The strategic advantages of HR technology extend beyond operational efficiencies and financial metrics. The ROI of HR technology integration is more than that. It touches the very core of organizational culture, transforming it into a more agile, informed, and engaged entity.  This shift is not merely about keeping pace with technological advancements but about reimagining […]

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The strategic advantages of HR technology extend beyond operational efficiencies and financial metrics. The ROI of HR technology integration is more than that. It touches the very core of organizational culture, transforming it into a more agile, informed, and engaged entity. 

This shift is not merely about keeping pace with technological advancements but about reimagining the role of HR in driving business success.

The benefits of HR technology

Notably, companies that use HR technology like an ATS or an HRIS have witnessed, according to Lighthouse Research & Advisory report, a 47% surge in productivity—an impressive figure that underscores the efficiency gains enabled by modern HR solutions. 

surge in productivity

This leap in productivity is more than a mere enhancement of work processes; it represents a transformation in how tasks are executed, making room for strategic endeavors that propel the organization forward.

Beyond productivity, the integration of HR technology has been instrumental in improving the accuracy and insightfulness of reporting. 

With a 73% improvement in reporting capabilities, businesses are now better equipped to make data-driven decisions that align with their strategic goals. 

This leap in data accuracy and insights is a game-changer, offering a clear view of the workforce dynamics and enabling a proactive approach to talent management.

Perhaps one of the most compelling outcomes of HR technology adoption is its impact on employee engagement. Companies with recent HR technology implementations are twice as likely to observe enhanced engagement among their workforce. 

This heightened level of engagement is a testament to the technology’s role in creating a more connected, transparent, and responsive work environment.

Trends shaping HR technology investments in 2024

As we venture into 2024, the landscape of HR technology investments is shaped by a series of emerging trends that reflect the evolving priorities of businesses and HR leaders alike. 

One of the most authoritative voices in the realm of HR technology, Josh Bersin, highlights the growing significance of Talent Marketplace platforms, Capability Academies, Employee Experience Platforms, and mid-market talent suites in his latest HR Technology Report. 

These categories represent a shift towards more personalized, agile, and comprehensive HR solutions that cater to the diverse needs of the modern workforce.

The emphasis on Employee Experience Platforms is particularly noteworthy. In an age where the employee experience is as crucial as the customer experience, these platforms offer a holistic approach to engaging, developing, and retaining talent. 

By integrating various aspects of the employee lifecycle, from onboarding to development and performance management, these platforms are setting new standards for what it means to be a ‘great place to work.’

Backing this trend is a survey by Gartner, which reveals a notable shift in budget priorities among HR leaders. According to the survey, 89% of HR leaders plan to increase their HR technology budget this year, double the number from last year’s report, signaling a strong commitment to leveraging technology for strategic advantage.

budget in HR technology

The convergence of these trends points to a broader realization among businesses: investing in HR technology is not just a tactical move but a strategic imperative. 

The ROI of HR technology integration: Applicant Tracking Systems (ATS)

The ROI of an ATS extends beyond mere cost savings, embedding itself in the strategic fabric of the recruitment process.

Let’s see the most important factors that can benefit your organization using an ATS.

1. Avoiding bad hires

One of the primary benefits of an ATS is its ability to improve the quality of hires. 

By automating the screening process and leveraging sophisticated algorithms to match candidate profiles with job requirements, ATS significantly reduces the risk of bad hires—a scenario that can cost organizations dearly, both financially and culturally. 

A study by ResearchGate underscores the efficiency of technology in recruitment, showing that an ATS can enhance the selection process, ensuring a better fit between the candidate and the organizational needs.

2. Reducing external recruitment costs: 

External recruitment efforts, including agency fees and advertising costs, can accumulate rapidly. An ATS streamlines the recruitment process, making it more efficient and less reliant on external resources. 

By building a robust talent pool and enhancing the employer brand through a seamless candidate experience, organizations can reduce external recruitment costs significantly.

3. Boosting recruiter productivity

The automation of routine tasks, such as resume screening and scheduling interviews, frees up recruiters to focus on more strategic aspects of their role, such as engaging with candidates and enhancing the recruitment strategy. 

This shift towards strategic tasks is not only more fulfilling for recruiters but also adds greater value to the organization, as highlighted in the efficiency improvements reported by companies implementing recent HR technology.

4. Decreased time to fill

The speed at which vacancies are filled is critical in maintaining organizational productivity. An efficient ATS reduces the time to fill by streamlining the entire recruitment process, from posting job ads to making the final offer. 

This efficiency not only impacts the bottom line by minimizing the costs associated with vacancies but also enhances the organization’s agility in responding to market demands.

The ROI of HR technology integration: Human Resource Information Systems (HRIS)

Human Resource Information Systems (HRIS) serve as the backbone of HR operations, integrating various HR functions into a unified system. The ROI of an HRIS is manifested through direct cost savings, improved efficiency, and strategic contributions to the organization.

Let’s explore the factors that can save you time and money:

1. Time savings value

The core value of an HRIS lies in its ability to save time for HR professionals and employees alike. 

By automating administrative tasks, such as leave requests and benefits administration, an HRIS frees up time that can be redirected towards strategic HR initiatives. 

2. Total system costs vs. savings 

Evaluating the ROI of an HRIS involves a careful analysis of the total costs—implementation, training, and maintenance—against the tangible savings it delivers. 

Cloud-based HRIS solutions like Workable, for example, offer lower upfront costs and scalability, presenting a compelling case for their higher ROI as reported by HR Executive, which highlights the cost-effectiveness of cloud technology in HR operations.

3. Adoption rate and employee feedback 

The success of an HRIS is also measured by its adoption rate and the feedback from its users. 

A high adoption rate indicates that the system is user-friendly and meets the needs of its users, contributing to its overall ROI.

Employee feedback, including eNPS scores, offers insights into how the HRIS affects employee satisfaction and engagement, further influencing the system’s value to the organization.

4. Engagement scores and productivity

Finally, the impact of an HRIS on employee engagement and overall productivity cannot be overlooked. 

By facilitating a better employee experience and streamlining HR processes, an HRIS can lead to higher engagement scores. 

This enhanced engagement is directly linked to increased productivity, as engaged employees are more motivated and committed to their work, driving the organization’s success.

These sections delve into the tangible and intangible benefits of ATS and HRIS, providing a detailed look at how these systems contribute to the ROI of HR technology integration. 

By examining specific metrics and impacts, the narrative underscores the strategic value of investing in HR technology to optimize recruitment processes and HR operations.

Best practices for maximizing HR Technology ROI

The decision to invest in HR technology is a significant one, carrying the promise of enhanced efficiency, better employee experiences, and, ultimately, a stronger bottom line. 

However, the realization of these benefits is contingent upon strategic implementation and continuous optimization. 

Herein lies the blueprint for maximizing the ROI of HR technology:

Strategic implementation and alignment: The foundation of a successful HR technology integration is its alignment with the organization’s broader business goals and HR strategy.

This alignment ensures that the selected technology solutions directly contribute to achieving strategic objectives, be it through improving recruitment processes, enhancing employee engagement, or streamlining administrative tasks. 

Organizations should undertake a needs analysis, involving key stakeholders in the process, to identify the most pressing requirements and the best tech solutions to address them.

Continuous training and support: To achieve a high adoption rate and ensure that all users can leverage the HR technology to its full potential, continuous training and support are paramount. 

This involves not only initial training sessions but also ongoing support and refresher courses to accommodate updates in the technology and changes in organizational processes. 

Such an approach encourages user engagement with the technology, ensuring that it becomes an integral part of the HR workflow.

Data-driven decision making: One of the most significant advantages of modern HR technology is its ability to generate actionable insights through data analytics. 

Organizations should capitalize on this by regularly reviewing analytics and reports generated by their HR systems. 

This data can inform strategic decisions, from identifying areas for process improvement to uncovering trends in employee engagement and productivity. Moreover, it serves as a direct feedback loop for assessing the technology’s impact and ROI.

Feedback mechanisms and continuous improvement: The landscape of HR technology is ever-evolving, with new solutions and updates emerging at a rapid pace. 

To maintain an optimal ROI, organizations must embrace a culture of continuous improvement. 

This involves not only staying abreast of technological advancements but also soliciting and acting on feedback from users. 

Regular surveys and feedback sessions can reveal insights into the system’s effectiveness, usability, and areas for enhancement, guiding future investments and technology optimization efforts.

In the digital age, the question is no longer whether to invest in HR technology but how to maximize its value for the organization. 

With a strategic approach to HR technology integration and an eye on the evolving landscape, businesses can navigate the complexities of the modern workforce, ensuring their position at the forefront of innovation and success.

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Upskilling opportunities for HR pros in the AI revolution https://resources.workable.com/tutorial/upskilling-opportunities-for-hr-professionals-ai-revolution Wed, 20 Mar 2024 16:30:05 +0000 https://resources.workable.com/?p=93909 AI’s integration into HR processes is not just a futuristic concept, nor is it akin to the Roko’s basilisk experiment, but rather a present reality brimming with opportunities for you and your team. From automating routine tasks to facilitating data-driven decision-making, AI empowers HR professionals to transcend traditional boundaries and embrace a strategic role.  Learning […]

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AI’s integration into HR processes is not just a futuristic concept, nor is it akin to the Roko’s basilisk experiment, but rather a present reality brimming with opportunities for you and your team.

From automating routine tasks to facilitating data-driven decision-making, AI empowers HR professionals to transcend traditional boundaries and embrace a strategic role. 

Learning and development (L&D) teams recognize this shift. According to the LinkedIn Executive Confidence Index, in the next six months, nine out of 10 global executives plan to either increase or keep steady their investment in L&D, including upskilling and reskilling.

Moreover, 60% of CEOs acknowledge the positive ripple effect of robust upskilling programs on company culture and revenue projections, underscoring the organizational benefits of embracing AI. 

As we move further into the AI revolution in HR, the focus sharpens on the specific upskilling opportunities for HR professionals that promise to redefine the role of HR professionals in this new era.

Essential AI skills for HR professionals

Here are some helpful skills you need to have or update in order to boost your productivity in the HR field.

1. Data analytics

Mastery in data analytics is no longer optional; it’s crucial for making informed decisions that drive talent acquisition and retention. As AI reshapes the landscape, HR professionals must also become proficient in automation and Robotic Process Automation (RPA), streamlining processes and enhancing efficiency.

This skill is crucial for identifying trends in employee performance, predicting turnover, and understanding the efficacy of HR policies. 

Mastery in data analysis means HR can forecast hiring needs, tailor retention strategies, and build a more engaged, productive workforce. The ability to sift through data and derive meaningful insights is no longer a nice-to-have but a must-have in the toolkit of modern HR professionals.

Automation in HR not only accelerates tasks like payroll processing and benefits administration but also minimizes errors, freeing HR professionals to focus on more strategic initiatives. 

Understanding and deploying RPA means transforming the HR function into a more agile and strategic partner in the business, capable of delivering more value with less effort.

2. Ethical AI use and bias mitigation

In the realm of AI, ethical use and bias mitigation are paramount. HR professionals are at the vanguard, ensuring that AI tools are implemented in a way that is fair and inclusive. 

This involves scrutinizing AI applications for inherent biases, promoting transparency in AI decision-making processes, and advocating for the ethical collection and use of data. 

By championing ethical AI, HR not only safeguards organizational integrity but also fosters a culture of trust and fairness.

3. Formal education and certification programs

The urgency for reskilling is clear, with the World Economic Forum reporting that 50% of all employees will need new skills within the next five years. 

As the demand for AI-savvy HR professionals grows, so does the availability of formal education and certification programs designed to upskill HR practitioners. 

These programs, ranging from online courses to full-blown certifications, cover essential topics like data analytics, machine learning, and ethical AI use. 

Investing in formal education not only enhances an HR professional’s skill set but also positions them as a strategic asset within their organization, ready to lead in the AI era.

HR professionals can stay ahead through formal education and certification programs, particularly those focusing on AI.

Lastly, 93% of Millennial and Gen Z workers expect employers to provide learning opportunities. With Millennials set to make up 75% of the U.S. workforce by 2030, catering to their expectations for on-the-job training is crucial for retention and organizational growth​

With these generations set to dominate the workforce, offering regular upskilling programs can significantly impact retention and attract top talent, ensuring that organizations remain competitive in the rapidly changing business environment.

Related: Learning & Development trends: There’s no one size fits all, reports say

4. On-the job training

Practical, hands-on experience with AI tools and platforms is invaluable. 

Many organizations now offer on-the-job training programs that allow HR professionals to learn by applying AI technologies to real-world HR challenges. 

This experiential learning approach helps demystify AI, encouraging innovation and experimentation within the safe confines of the organization. It’s a powerful way to build confidence and competence in using AI to solve everyday HR problems.

The significance of on-the-job training is underscored by a study from MIT Sloan School of Management, which found a 250% return on investment from soft skills training within just eight months. 

Envision the significant ripple effects of equipping the workforce with AI expertise, empowering them to reduce time spent on manual tasks and amplify overall productivity. This shift transcends the HR realm, resonating across all facets of the organization.

5. Networking and professional development

Staying abreast of the latest AI trends and best practices in HR requires active engagement with the broader HR and tech communities. 

Networking events, professional associations, and HR tech conferences provide invaluable opportunities for HR professionals to exchange ideas, learn from peers, and discover new technologies. 

This ongoing professional development is crucial for HR professionals looking to leverage AI effectively, ensuring they remain at the cutting edge of HR innovation.

Work smarter, not harder

In the busy world of HR, professionals have to handle lots of tasks quickly. Education helps them share important knowledge with the whole company. But here’s where things get tricky.

Many think that working harder is the only way to get things done. But the real trick is working smarter, not harder. How? By using HR tools with AI, like Workable HR software. These tools are easy to use and help HR pros make the most of technology.

By using these tools, HR folks can make their work easier and get better results. It’s like having a secret weapon that helps them do more with less effort, moving the whole company forward faster.

For HR professionals ready to lead in this new era, the path forward is clear: invest in learning, adapt with innovation, and commit to ethical practice, thus steering the future of work towards a horizon brimming with potential.

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Taking the lead: how to take control in your next job interview https://resources.workable.com/career-center/taking-the-lead-how-to-take-control-in-your-next-job-interview Tue, 19 Mar 2024 20:19:10 +0000 https://resources.workable.com/?p=93892 Job interviews can be incredibly stressful, and candidates can often feel anxious and tongue-tied while interviewers seem to have all the power in the room. However, with the right strategy, you can shift that balance. Taking intentional and strategic control of the conversation, when done respectfully, can actually demonstrate confidence, leadership ability, and fit for […]

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Job interviews can be incredibly stressful, and candidates can often feel anxious and tongue-tied while interviewers seem to have all the power in the room.

However, with the right strategy, you can shift that balance. Taking intentional and strategic control of the conversation, when done respectfully, can actually demonstrate confidence, leadership ability, and fit for the role.

Outright domination or combativeness will of course negatively impact your chances, however ceding complete control to your interviewer may also convey passiveness.

An assertive, confident candidate demonstrates how they can bring those traits as an employee by using and showing strong communication skills, that they embrace challenges, and being willing to go the extra mile to do a job well.

1. Balance confidence with respect

Walking the line between confidence and respect can be tricky in a job interview. You want to firmly establish your qualifications and fit for the role while being attentive and considerate toward your interviewer. Striking this balance starts with preparation and mindset.

Preparation begins with doing your research. Know everything you can about the company, the role, and the person or people you will be interviewing with.

Take this work to the next level by identifying things you might have in common that can help you build rapport in the meeting by creating meaningful and authentic connections with your interviewers.

Approach the interview with quiet confidence, firmly rooted in the knowledge of your experience and what you can do while being aware of anything that could come across as potential arrogance.

Approach the interview with quiet confidence, firmly rooted in the knowledge of your experience and what you can do while being aware of anything that could come across as potential arrogance.

Remind yourself that you have every right to be sitting across from the interviewer, then prepare stories and examples that highlight your competence and why you’re a good fit.

As the interview progresses, speak clearly and make frequent eye contact. Maximize your time to illustrate your strengths, without dominating the meeting. After the interviewer finishes a question, pause to collect your thoughts before responding.

Avoid interrupting the interviewer and listen closely to their full comments, inquiries, and concerns. Expressing impatience or distraction while they talk destroys your credibility as it’s a turn-off.

Preparation combined with respectful engagement is a winning combination. Hiring managers see hundreds of candidates, so find the connections and approach that make you stand out authentically.

2. Proactively address concerns

Savvy interviewees will preemptively address concerns or questions. With preparation, you can discover the typical types of concerns for your role or the companies. Armed with this awareness and knowledge allows you to adeptly guide the discussion, highlighting how your background counters these reservations.

For example, if the position requires international experience that you lack, pivot the dialogue to demonstrate how your domestic record fulfills the role’s core demands. You might say, “While I haven’t worked abroad, most of my team has been remote across states. Achieving alignment and engagement without proximity is crucial for leadership today. What are your thoughts on that?”

You might say, “While I haven’t worked abroad, most of my team has been remote across states. Achieving alignment and engagement without proximity is crucial for leadership today. What are your thoughts on that?”

Don’t speculate on hypothetical concerns. Instead, focus only on clearly anticipated reservations, given your precise situation. When you proactively address a potential challenge, it builds immediate trust and credibility by showing that you recognize potential challenges and are confident in your ability to work through them. This assures the hiring manager that you know what the job is looking for, and you fill their needs with your skills and foresight.

Calmly convey confidence that you have all bases covered, then redirect attention to your assets and strengths. Disarming unspoken concerns provides space to highlight your strengths.

3. Direct the conversation

The most effective interview strategy is to guide the discussion toward your qualifications, accomplishments, strengths, and vision. Wait for logical pauses, then pose questions you’re curious about as opposed to passively fielding the interviewer’s queries.

You might ask, “I’d like to walk you through my approach to building high-performance teams, if you’re open to it?”

You might ask, “I’d like to walk you through my approach to building high-performance teams, if you’re open to it?”

Or if the interviewer asks about your experience, redirect by responding, “My background in building partnerships lays a strong foundation for this role. Would it be helpful if I share a couple of standout examples?”

This proactive approach sidesteps theoretical questions and gives you a chance to shine. Illustrate what you have already done, proving you can excel in this position. As you relay stories, periodically connect back to the role’s core competencies, and explicitly make connections between your experience and the current opening. This ties together the thread and cements why you’re an exceptional fit.

Throughout the interview, ask thoughtful and clarifying questions. This approach allows you to ensure you understand a question or particular element of the role or the company. It also demonstrates your active listening skills while continuing to build rapport with the interviewer through intentional and productive conversation.

At the end of the interview, you want to “seal the deal” by returning control and attention to yourself. Shake the interviewer’s hand, thank them for their time, and ask about the next steps. If you really want to stand out and if you feel the interview went well you might ask, “Was this interview better than you thought, what you thought, or less than you thought?”

This unconventional ending frames you as an assertive, engaged candidate ready to make an impact from day one.

Ultimately, the most important quality you can bring to an interview is confidence in yourself that you can back up. Effectively demonstrate to the interviewer that you’re meant to be in that room and that no one else is as capable as you for the role.

Paul Bramson is widely regarded as one of the most impactful and gifted keynote speakers and trainers globally. He consistently delivers compelling talks and training workshops that leave a lasting impression. Paul is recognized as a thought leader in the areas of communication, leadership, and sales. He has over 25 years of experience inspiring all levels of professionals, leaders, and teams. Paul’s ability to captivate and entertain audiences stems from his genuine passion, unique talents, and commitment to being better.

The post Taking the lead: how to take control in your next job interview appeared first on Recruiting Resources: How to Recruit and Hire Better.

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Email best practices in the modern hybrid workplace https://resources.workable.com/tutorial/email-best-practices-in-the-modern-hybrid-workplace Tue, 19 Mar 2024 16:32:07 +0000 https://resources.workable.com/?p=93879 Following the COVID-19 pandemic, the workplace­ environment has encounte­red a significant metamorphosis. The e­mergence of re­mote work and the revitalization of in-pe­rson collaboration have brought forth what is now commonly known as the hybrid workplace. This new work set-up­ brings individuals from a myriad of backgrounds and work styles togethe­r. It undeniably presents a challenge­ […]

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Following the COVID-19 pandemic, the workplace­ environment has encounte­red a significant metamorphosis. The e­mergence of re­mote work and the revitalization of in-pe­rson collaboration have brought forth what is now commonly known as the hybrid workplace.

This new work set-up­ brings individuals from a myriad of backgrounds and work styles togethe­r. It undeniably presents a challenge­ to conventional norms, and it calls for creative approaches to communication and collaboration.

An entrepreneur or organization should promote best email practices to survive the hybrid workplace. So, you may be a small business owner balancing remote and in-office teams or an HR person sorting through recruitment. Knowing how to use email effectively is critical to earning success in the modern, well-connected world.

Understanding the hybrid workplace

Adapting to changing employee­ preference­s, technological advancements, and global e­vents is pivotal in the hybrid workplace. Understanding the intricacie­s of the hybrid workplace is esse­ntial for thriving in this new era of work.

Let’s disse­ct the fundamental principles that unde­rlie the hybrid workplace. What is its profound impact on productivity, fostering collaboration, and enhancing the holistic well-being of employee­s?

The transformation of the hybrid workplace

Recently, the traditional office-based work framework has seen a significant overhaul, propelled by technological advancements and societal shifts. In 2023, 12.7% of full-time employees opted for remote work, with 28.2% adopting a hybrid model.

 28.2% of full-time employees are in a hybrid work model as of 2023. (source: Forbes)

The hybrid workplace symbolize­s a departure from the rigid boundarie­s of conventional 9 to 5 office norms, granting employe­es increased fle­xibility and independence­ in choosing how and where they work.

This shift has be­en spurred by the wide­spread embrace of re­mote work tools such as video confere­ncing platforms and collaborative software fostering se­amless communication and collaboration across geographically disperse­d teams.

Many organizations have embraced a fle­xible approach that empowers their employees to choose­ the workspace that aligns best with their ne­eds. This adaptability supports a harmonious work-life balance and unlocks a broade­r talent pool for companies free­ from the shackles of geographical boundarie­s.

The role of communication in a hybrid setting

At the core­ of a hybrid workplace lies the­ essence of e­ffective communication. It serves as the­ vital link between re­mote and in-person team me­mbers and nurturing a profound sense of conne­ction and belonging.

In a hybrid workplace scenario, where­ face-to-face interactions may be­ limited, embracing digital communication channels be­comes paramount. Ranging from emails and instant messaging to vide­o conferencing and project manage­ment tools, organizations must equip their e­mployees with the ne­cessary infrastructure to communicate and collaborate­ effectively re­gardless of their physical location.

Beside­s, fostering transparent and open communication practice­s plays a vital role in alleviating potential obstacle­s associated with remote work like­ feelings of isolation, and lack of alignment.

By sche­duling regular check-ins, defining cle­ar expectations, and encouraging candid dialogue­, teams can cultivate a culture built on trust and re­sponsibility ultimately enhancing productivity and stimulating innovation within the hybrid workplace­.

When to email and when not to

Emails stand out as a cornerstone­ in the hybrid workplace, playing a vital role in communication dynamics. The­y serve as a versatile­ platform not just for relaying formal messages but also for sharing time­ly updates and preserving crucial de­cisions.

In instances where asynchronous communication take­s precedence­ like disseminating vital companywide ne­ws or articulating detailed project outline­s, emails emerge­ as priceless assets.

The­y empower recipie­nts with the flexibility to revie­w and respond at their convenie­nce bridging time zone gaps and accommodating dive­rse work schedules e­ffectively.

The case for emails in the hybrid workplace

In hybrid work settings, emails eme­rge as the favored me­ans of communication for dispersing noncritical information-seeking opinions and upholding writte­n records of exchanges.

From sharing me­eting schedules to discussing proje­ct timelines or garnering fe­edback on suggestions, emails pre­sent a centralized ave­nue for information flow accessible to all te­am members irrespe­ctive of their physical location.

However, there are conflicts we can’t avoid. Email is quite limited, and they can sometimes be confused. Emails can’t show the tone of your voice, the look on your face, or the way you say something. So, sometimes, what you mean to say gets misinterpreted.

One of the best practices for email is being clear and direct. Pick your words well and explain if you have to. Don’t use language that can mean two things. Keep it short and to the point. This helps the reader understand what you mean.

Also, there might be better ways to talk than email. Talking face-to-face or over a call is better for tasks involving personal matters or detailed issues needing instant answers, and knowing when to use an email and when not helps smooth conversations in a hybrid workplace.

When to choose meetings over emails

In circumstance­s wherein the intricacy or imme­diacy of a message nece­ssitates real-time inte­raction favoring the utilization of video calls ove­r emails. Whether in a virtual se­tting or face-to-face mee­tings, invest in a platform for detailed discussions, cre­ative brainstorming sessions, and decision-making proce­sses that call for collective input and conse­nsus-building.

From strategic planning conventions to team re­trospectives, a meeting via video conference software fosters engageme­nt and stimulates collaboration; it reinforces alignme­nt among hybrid teams.

The role of phone calls in instant problem-solving

While emails and video call meetings play crucial roles in communication, there are situations where immediate resolution is paramount, such as phone calls. A quick phone call enables swift problem-solving and prevents misunderstandings arising from asynchronous communication in urgent issues, clarifications, or conflicts.

By bypassing the constraints of written correspondence, phone calls facilitate real-time dialogue, allowing teams to address challenges expediently and maintain workflow continuity.

In the hybrid workplace­, excelling in communication involves maste­ring the art of choosing the proper communication mode – be­ it email, video call meetings, or phone­ calls – to maximize efficiency, collaboration, and e­ffectiveness.

By navigating the­se nuances skillfully, organizations can cultivate a communication culture­ that fosters connections, drives productivity, and e­mpowers teams to thrive in an inte­rconnected world.

Crafting effective emails

Mastering the­ skill of crafting impactful emails starts with attention-grabbing subje­ct lines and continuing with explicit, concise me­ssage content is crucial to ensure­ your emails resonate with re­cipients.

Let’s dive into the­ essential aspects of cre­ating persuasive emails that stand out amidst the­ clutter and create a lasting impre­ssion.

Subject lines that get noticed

The subje­ct line of your email acts as the gateway to your message. It is the the­ initial point of contact with recipients. Crafting a clear and e­ngaging subject line that grabs attention and e­stablishes expectations re­garding the email’s content is essential.

To cre­ate subject lines that stand out, aim for bre­vity and relevance. This e­ffectively summarizes the purpose­ or critical takeaway of your message­. Consider incorporating actionable language, thought-provoking que­stions or personalized ele­ments to spark recipients’ inte­rest and motivate them to ope­n your email.

The art of concise and clear email body

Once you’ve­ captivated readers with an intriguing subje­ct line, it’s crucial to convey your message­ clearly and succinctly within the email body. Ke­ep your content focused and to the­ point, avoiding unnecessary details or ve­rbosity.

Structure your email for easy re­adability utilizing short paragraphs, bullet points, or numbered lists to bre­ak up the text and emphasize­ key points. Present re­levant context and esse­ntial details promptly, enabling recipie­nts to quickly grasp the purpose and significance of your me­ssage without sorting through extraneous information.

Personalization and tone in emails

It is essential to move­ beyond the content itse­lf. Through email personalization, one can forge me­aningful connections and facilitate effe­ctive communication. Focus on tailoring the tone and personalization of your e­mails to align with the recipient and the­ situation.

Strive to strike a delicate­ balance betwee­n professionalism and authenticity. Address re­cipients by name whene­ver possible and convey e­mpathy and understanding in your language, recognizing the­ir perspectives and conce­rns.

Whether you are conve­ying positive news, see­king assistance, or offering fee­dback ensure your tone re­sonates with the intende­d message and recipient’s preference­s fostering trust and rapport in your interactions.

To thrive in the­ modern hybrid workplace, mastering effe­ctive email communication is esse­ntial. Detailed attention to cle­ar expression and understanding your audie­nce are critical.

By pe­rfecting subject lines, body conte­nt, and personalized tone, your me­ssages will deeply conne­ct with recipients, enhancing e­ngagement and fostering strong re­lationships in the evolving work landscape.

Best practices and tools for efficient email management

Enhancing your inbox organization for optimal productivity by harnessing innovative­ email tools and seamlessly incorporating additional communication platforms can re­volutionize your email workflow efficie­ncy. Discover essential strate­gies and cutting-edge tools to boost e­mail management in the hybrid workplace­.

Organizing your inbox for peak efficiency

Organizing your inbox with email tools ensures you stay on top of things without feeling overwhelmed

Simplify by creating labeled folders, using filters to prioritize, and scheduling regular email checks.

Email assistants and tools

To manage inbox overload in a hybrid work environment, tools like Canary Mail streamline workflows and enhance productivity.

Canary Mail provides fe­atures to streamline focus and promote­ email organization. Copilot Tabs automatically sort emails into categories to facilitate stre­amlined attention. Its Bulk Cle­aner feature enables rapid archiving or de­letion of outdated message­s.

An AI-powered email assistant can also aid in crafting and formatting emails. Canary Mail’s AI Copilot can propose suitable response­s based on the message­ context. It is equipped with an AI writer that transforms your inbox into a productivity powerhouse. Its additional AI capabilities can set up reminders for subseque­nt follow-ups.

Advanced email assistants prioritize important emails and sort them into folders, organizing your day more efficiently.

Integrating email assistants into your workflow is a must for a highly efficient hybrid work setup.

Similarly, the utilization of email tracking tools e­mpowers you to track email engage­ment metrics like ope­n rates and clickthrough rates, offering valuable­ insights into the recipient’s be­havior and optimizing your communication strategy accordingly.

By embracing these­ cutting-edge tools, you can expe­dite mundane tasks, minimize manual input, and channe­l your time and effort towards more high-value tasks.

Integrating other communication tools with email

While e­­mail persists as an essential communication device in the­ hybrid workplace, integrating various digital tools can significantly e­nrich and streamline your communication e­cosyste­m.

Embracing platforms facilitating re­al-time collaboration, efficient file­ sharing, and interactive discussions compleme­nts email.

Integrating a business text messaging app with your email client can significantly enhance communication across functions, offering a direct and immediate form of interaction that is especially beneficial for time-sensitive communications and quick check-ins.

Integrating project manage­ment tools, team software, and me­ssaging apps with your email client can enhance­ communication across functions. It centralizes information sharing and ensure­s a cohesive flow across channels.

Whethe­r coordinating project tasks, hosting virtual meetings, or providing re­al-time updates; teams can collaborate­ effectively and adapt to the­ dynamic demands of hybrid workplaces by leve­raging diverse communication tools.

Some tools e­mpower quick check-ins, while othe­rs facilitate complex coordination. This diversity and fle­xibility allow teams to customize solutions, enhancing productivity.

To refine­ email management in the­ hybrid workplace, combine effe­ctive methodologies and mode­rn tools tailored to your prefere­nces. Carefully blend approache­s to cater to your specific nee­ds.

Invest in tools that can assist with e­mail organization, integrating generative AI capabilities to ele­vate productivity. These tools promote­ collaboration, streamlining daily operations in the digital workspace­. Exploiting email assistants’ abilities and integrating communication platforms he­lps maintain best practices.

Beyond emails: enhancing communication in the hybrid workplace

Creating an environment that empowers individuals to select the most suitable communication method for any context is crucial. Le­t’s delve into the hows of e­nhancing communication within the hybrid workplace.

Fostering a culture of open communication

If a team in a modern hybrid workplace wants to foster an e­nvironment where te­am members fee­l empowered to choose­ the most effective­ means of communication, it requires nurturing ope­nness, transparency, and mutual respe­ct.

Sincere, freque­nt dialogues that underscore active­ listening, empathy, and constructive fe­edback are also esse­ntial.

This culture enables since­rity and frequent discussions among team me­mbers regarding the most e­ffective communication methods.

In this era where technology intertwines seamlessly with our daily routines, incorporating tools like QR codes can streamline how we share information and foster a culture of open communication.

Imagine a hybrid workplace where QR codes are strategically placed around the office and accessible virtually, directing team members to a central hub for updates, feedback forms, and communication preferences. This not only embraces individual work styles but also encourages a tech-savvy approach to staying connected and informed.

Establishing explicit communication norms and guide­lines that outline prefe­rred channels for differe­nt types of communication promotes flexibility. This cate­rs to individual preference­s and work styles. Fostering open communication builds trust, collaboration, and e­ngagement. This lays the groundwork for succe­ssful teamwork and collective accomplishme­nts in the hybrid workplace.

Training and resources for effective communication

Providing team members the­ needed abilitie­s and tools to navigate complex hybrid workplace communication channels is vital. It bolste­rs productivity and fosters cooperation.

Workable pre­sents various training programs, workshops, and resources me­ticulously curated to elevate­ communication skills within mixed teams. From engaging we­binars exploring virtual collaboration best practices to se­lf-paced courses illuminating effe­ctive remote communication, Workable­ equips employee­s with the indispensable tools and knowle­dge to thrive in a hybrid work environme­nt.

Moreove­r, Workable’s repository furnishes insights and tips for workflows, re­solving conflicts, and fostering resilient te­ams across frontiers. Their guides optimize­ communication and unite virtual and physical teams.

Communication at the core

Amidst the dynamic shifts of the­ hybrid workplace, communication remains the corne­rstone.

Transcending tools or best practice­s cultivates environments for dialogue­ to thrive. Priority: explicit, concise communication uniting te­ams, whether remote­ or in-person.By empowe­ring employees with e­ssential skills and resources, organizations can navigate­ this evolving landscape.

Fostering collaboration and le­veraging communication channels strategically, the­y can flourish in hybrid workplaces. This drives productivity, innovation, and success.

Kris Escaño is the SEO Outreach Manager at Canary Mail and the founder of Link Forge Digital. She specializes in strategic SEO and link building for SaaS, tech, and affiliate websites. Outside of her professional life, Kris is an avid traveler and photographer, capturing the beauty of her adventures around the world.

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Sanders’ 32-hour workweek: what Reddit & employers think https://resources.workable.com/stories-and-insights/sanders-32-hour-workweek-what-reddit-and-employers-think Fri, 15 Mar 2024 19:24:45 +0000 https://resources.workable.com/?p=93757 If a company gave you Fridays off, but you were able to keep your current salary, would you do it? Of course you would. If you were an employer encouraged to do that for your teams? Maybe yes, maybe no. The topic of the 32-hour workweek – also described as the four-day workweek – is […]

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If a company gave you Fridays off, but you were able to keep your current salary, would you do it? Of course you would.

If you were an employer encouraged to do that for your teams? Maybe yes, maybe no.

The topic of the 32-hour workweek – also described as the four-day workweek – is top of mind for those in the business community after US Senator Bernie Sanders presented new legislation calling for a shortened workweek without a reduction in pay.

If passed, any hours worked above 32 in a week would mandate overtime pay.

Why this and why now?

It’s been a wild year – we’re seeing technology in the form of artificial intelligence becoming a mainstay at work for many, and an increased pressure on higher productivity among workers who are operating in times of austerity. And the logic is that this trend needs to be curtailed before it gets out of hand.

According to the New York Times, Sanders said: “The sad reality is that Americans now work more hours than the people of any other wealthy nation.” He cites data that US workers work far more hours than their peers in other countries including Japan, the UK, and Germany.

“The sad reality is that Americans now work more hours than the people of any other wealthy nation.”

Does Sanders have a point? Let’s get into the conversation.

32-hour workweek: the experiences

Let’s first look at those who have actually done it. Matt Buchanan at Service Direct introduced alternating 32-hour workweeks as a three-month experiment in his own company in 2022, and shared his story with Workable.

The result at Service Direct was mostly positive – all workers wanted to keep it after the trial period ended, 93% said productivity improved and 85% said they felt more rested and happier at work.

93% of employees said their productivity improved with alternating 4-day workweeks in one company

Meanwhile, 4 Day Week Global (4DWG) – yes, that’s a real organization – found huge value in a four-day workweek based on trials in a number of countries including the US, UK, Ireland, Australia, New Zealand, and a handful of other countries since its inception as a consultancy to willing parties in 2019.

4DWG found that employee engagement went through the roof, with a 42% decrease in employee turnover and 68% decrease in burnout.

Employees actually want it too according to 4DWG data – with 63% of participating organizations now finding it easier to attract new talent to their open jobs when operating on a four-day workweek schedule.

32-hour workweek – take it or leave it?

But take that with a grain of salt. The Washington Post reports that two thirds of the companies in the UK trial, for instance, had fewer than 25 employees – allowing for greater flexibility in hours than larger, more standardized enterprise organizations.

Also, their willingness to participate suggests they’re already looking to move in that direction.

Additionally, according to WaPo, 90% of the employees involved in the pilot project were White – indicating potential privileges that allow for greater flexibility in this group.

And Reddit, of course, has opinions too

A quick scan of Reddit posts suggests that there’s more skepticism than one might realize. A quick glance at a new thread in the popular online site suggests there’s plenty of support for it – but again, with a healthy dose of skepticism.

For instance, Reddit user gracelyy wrote:

“Of course I love it in theory. In reality people are greedy and don’t wanna pay their workers more, so they’re going to try to find any loophole they can in order to make sure your pay is decreased if you work that 32 hour mandatory workweek.”

“Of course I love it in theory. In reality people are greedy and don’t wanna pay their workers more, so they’re going to try to find any loophole they can in order to make sure your pay is decreased if you work that 32 hour mandatory workweek.”

And there’s more pain than that, too:

“As much as I want it to pass.. it won’t. The entire country needs a major overhaul in order for anything like that to even pass the House,much less end up on anyone’s desk who won’t immediately trash it. And if it does ‘pass’, they’re gonna jack up prices and force a false inflation to account for how much they’re gonna be forced to pay workers. Then all of a sudden you’ll need 5 million to retire instead of 2 mil.. if you do retire.”

Which invited this retort from DetectiveJoeKenda:

“Imagine if all of the labour organizers and workers who fought for the rights we have now thought like you. I’m glad they didn’t.”

Well, it can work, right?

User lostmindplzhelp then shared their past experience with the four-day workweek:

“I had it for a few years before Covid came along. We worked 32 hours but got paid for 40. It was pretty awesome but I saw it as a raise they could take away at any moment, which is what happened once business slowed down and the company had to start minimizing expenses. Now I work 32 hours there, get paid for 32, and work somewhere else on weekends to make up for the lost income.”

But all in all, it’s a nice experience for everyone involved:

“Our company is not very productive so it had no effect on productivity. Having a weekday off was nice. The schedule was staggered so some of us worked Monday-Thursday and some worked Tuesday-Friday and the office could stay open as usual. TLDR it’s pretty cool.”

The almighty dollar has something to say

Money, of course, was a hot topic. For instance, flsingleguy suggests that this is something much needed in the modern working world.

“Wages in the U.S. have stagnated since the early 1970s. Between 1979 and 2020, workers’ wages grew by 17.5% while productivity grew over three times as fast at 61.8%. The 32 hour workweek would be an effective way to bridge that gap and give people the time they really need in this crazy world.”

But it’s not always feasible

Wages are nice, but employers have their own needs, according to bklynboyz2, who wrote:

“How about a 5 hour week? One hour week? 10 minute week? You do know companies need to make money if you expect same pay with less hours? Then you complain WAH WAH I am not paid enough!”

Realistic_Salt7109 agreed:

“Who is gonna force employers to pay 20% more? Without repercussions?”

Mooblegum also pointed to the downsides of a four-day workweek in this comment in another Reddit thread from four months earlier:

“Like always, it will be more people without jobs and the rest working full time or even overtime. It is like this in my country in France, many have no jobs but the government just decided to make people work until 64 (it was 62 until now).”

The role of AI in the four-day workweek

We mentioned the role of artificial intelligence above as a reasoning for Sanders’ new legislation. There’s a huge reality there.

Data from London-based news-and-events resource Tech.co collected in late 2023 shows it. In their 2024 Impact of Technology on the Workplace study, which surveyed more than 1,000 business leaders, they found that 29% of businesses on a four-day workweek use AI extensively in their work processes – this includes ChatGPT and other programs to support overall operations.

On the flip side, just 8% of those on a standard five-day workweek use AI to the same extent.

The correlation between AI-driven productivity and the propensity for a four-day workweek is clear:

Closely related is that nearly three out of four (72%) of businesses experienced higher productivity with heavy use of AI in work processes.

So does this mean organizations can do more with less when using AI – and therefore are able to shift to a four-day workweek without a loss in productivity?

The answer is a resounding yes, with 93% of business leaders at AI-focused companies either considering or having already introduced a four-day workweek in their overall business strategy.

But does it work in the real world?

Again, there are many opinions on this at Reddit. Users like PmMeYourBeavertails, were quick to point out the impracticalities of a four-day workweek in terms of time investment and resources:

“How would a 32 hour week work for manual labor? You can’t check out 40 hours worth of customers in 32 hours. Stores will have to hire someone else to cover those 8 hours, resulting in price increases. You also can’t see 40 hours worth of patients in 32 hours, or wait 40 hours worth of tables. Wanna build a house? That’s now gonna take you 20% longer or will be 20% more expensive.”

‘More for less’ will hurt workers

Workable’s AI in Hiring & Work survey report for 2024 finds that workers are more efficient in their jobs when using AI – with three in four workers (75.7%) saying AI has enhanced productivity in their day-to-day work by a little or by a lot.

New report: AI in Hiring 2024

We asked 950 hiring managers how they're using AI in hiring and in the workplace. And now we have a new survey report packed with insights for you.

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But is that a good thing? Not necessarily.

For instance, DumpTrumpGrump suggested in the previous Reddit thread that there’s other motivations for employers using AI that may not be so beneficial for employees:

“[Companies] will just hire fewer workers and expect higher productivity out of the ones they do hire. I’m using AI every day right now and comfortably doing the job of 3-4 people right now which is only possible because (1) the work I’m doing for jobs normally outside my specific hired role can be greatly assisted by current AI options and (2)! there’s no one else in the company who can adequately do you those roles nor budget to hire for them. When budget [becomes] available, I [expect] we will hire someone who is only working 15 hours per week but still gonna be expected to show up every day.

And “getting more done with less” continues to be a point of contention:

“Eventually you’ll start seeing the consolidation of jobs. For example a marketing job might end up doing all ad spend, SEO, SEM, content / copy creation and design (web and graphic) whereas most mid-sized companies would split those roles into 3 or 4 roles today.”

Everything old is new again?

Another user, radio_gaia, lamented that the whole AI-driven work environment is just another reflection the same old, same old:

“We’ve heard this before albeit not about AI. Same capitalism model will kill this dream again. The best thing an individual can do is build a skill set that has more demand than supply to be able to earn enough to live and work less hours if they choose to do so. It’s always the same.”

32-hour workweeks may be here to stay

Whatever people think or don’t think, it seems that the trend is heading in that direction anyway. A report from the UK-based think tank Autonomy predicted that by 2033, 28% of the total workforce in the UK would be working in the four-day workweek and 88% of the workforce would see working hours reduced by 10%. Again, a correlation between the integration of AI and the standardizatio of four-day workweeks.

The end result? Quality of life increases for workers. That’s one of the reasonings behind Sanders’ proposed legislative change.

That’s the hoped-for end game for many. But will worker happiness and better health be the end result? We will have to see.

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How to write better HR policies with ChatGPT: a guide https://resources.workable.com/tutorial/write-better-hr-policies-with-chatgpt-guide Mon, 18 Mar 2024 17:51:10 +0000 https://resources.workable.com/?p=93776 Your HR policies are the gears that keep the machine of your business turning. Whenever you onboard a new employee, train someone in a new subject area, or have a dispute between two team members, the HR policies you set make sure each situation is resolved consistently, the same way, every time, in a way […]

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Your HR policies are the gears that keep the machine of your business turning.

Whenever you onboard a new employee, train someone in a new subject area, or have a dispute between two team members, the HR policies you set make sure each situation is resolved consistently, the same way, every time, in a way that’s consistent with your company’s mission and core values.

Try out our interview question generator

In a hurry? Our interview question generator will build a complete IQ kit for you in seconds!

Ask and ye shall receive

Here, generative AI tools like ChatGPT can be a huge asset for you. ChatGPT can put together HR policies and documentation in a fraction of the time it would take for you to do it on your own. If you have a basic structure in mind, you can give it to ChatGPT and tell it what language to use, and it can take care of the rest.

All you need to do then is review the policy and make sure it’s legally compliant and in line with your company’s values.

If you know how to talk to ChatGPT, it can save you hours of labor-intensive work and free up more time for the strategic planning and thinking that goes into drafting HR policies.

This tutorial will walk you through how to use ChatGPT to make better HR policies.

Best practices for HR policy creation with ChatGPT

If you’re new to using ChatGPT, it helps to have a clear purpose and intention for it in mind before integrating it into your workflows. That will help guide the way you use ChatGPT so that your company policies are as useful as possible.

A few things you should do before you get started:

Define your needs: Identify the types of HR policies you’ll want to create or update. This can include your remote work policy or your diversity, quality, and inclusion (DEI) initiatives

Gather information and documents: Get together your existing policies and compliance checklists, that ChatGPT can use as a reference to build off of. ChatGPT works best with context, so its output will give you more value if it knows what policies you had before

Use clear, direct prompts: When you interact with ChatGPT, use clear prompts that spell out exactly what you need and why. This will make your HR policies more targeted and useful

Personalize output: The AI-generated HR policies you’ll get from ChatGPT will have the basic structure you need but are told in generic language. Edit the policies to reflect your company culture, and have your HR team review them before building them into your existing documentation.

1. Drafting policies

Note: These prompts make use of the PocketHR GPT, denoted by “@PocketHR” at the beginning of every prompt.

ChatGPT can do a lot of the legwork that goes into writing your HR policies themselves.

Writing an HR policy is a complicated and multi-step process. Broadly, these steps are:

  1. Define the Scope and Objectives of the Policy
  2. Research Relevant Laws and Regulations
  3. Draft the Initial Policy
  4. Review and Revise the Draft
  5. Finalize the Policy
  6. Create an Implementation and Communication Plan

This tutorial will show you how you can use ChatGPT at each step, but you can choose to do each or all of these steps yourself.

Step 1: Define the scope and objectives of the policy

Before you start writing your HR policy, you’ll want to have a clear idea of what what you want the policy to cover and what you want it to accomplish.

Say you’re drafting a new remote work policy for your company, and you want to set some objectives before writing it yourself. A

ChatGPT prompt you can try might be:

ChatGPT Prompt: @PocketHR Help me outline the key objectives and scope for a remote work policy tailored for a mid-sized tech company emphasizing flexibility, productivity, and work-life balance.

Step 2: Research relevant laws and regulations

Before building any new HR policy into your current processes, you’ll want to make sure it’s compliant with state and federal law.

If you enable ChatGPT to browse the web with certain plugins, it can help you research any laws and regulations you’ll need to be aware of before drafting the policy.

Keep in mind that ChatGPT is not a lawyer and shouldn’t be relied upon for official legal advice. Still, it can give you a place to start and give you some general guidelines to follow while you do a legal compliance check.

ChatGPT Prompt: @PocketHR List the key federal and state laws in the U.S. that a remote work policy must comply with, focusing on labor standards, data protection, and employee rights.

If you want to dive deeper into how a certain law impacts the policy you’re making, you can even have ChatGPT give you a detailed breakdown of the codes and aspects of the law that relate to the policy.

In the above example, you can ask ChatGPT to tell you more about how The Fair Labor Standards Act (FLSA) would factor into your new remote work policy.

ChatGPT Prompt: How would the Fair Labor Standards Act factor into my new policy?

Step 3: Draft the initial policy

Now that you know what you want the policy to accomplish and what laws you’ll need to stay compliant with, you can have ChatGPT draft the policy itself.

ChatGPT Prompt: @PocketHR Draft an initial remote work policy including sections on eligibility, application process, work hours, communication expectations, data security, and legal compliance, based on the objectives and scope outlined earlier.

If you feel like the policy is too general, you can have ChatGPT fill each section out with more detail by having it write each section individually, one at a time.

First, have ChatGPT give you the sections that will go in the policy.

ChatGPT Prompt: @PocketHR What sections should the remote work policy include? Give the names of the section headings. Eligibility, application process, work hours, communication expectations, data security, and legal compliance, etc.

Then, have ChatGPT tackle each section individually. This will give each section more depth than if it were to write the whole policy all at once.

ChatGPT Prompt: @PocketHR Please write this section of the policy: Workspace Requirements.

Step 4: Review and revise the draft

Once you have your policy, you can personalize your output and refine the draft by giving ChatGPT feedback and telling it to make some necessary adjustments.

ChatGPT Prompt: @PocketHR Revise this draft to emphasize greater flexibility in work hours and include guidelines for managing work-life balance while ensuring data security and compliance with labor laws.

Step 5: Create an implementation and communication plan

Now that your remote work policy is to your liking, you can ask ChatGPT to help you plan how to get the word out to the rest of the company and make a communication plan.

ChatGPT Prompt: @PocketHR Draft an implementation and communication plan for the new remote work policy, outlining steps for training managers and employees, updating internal systems, and scheduling informational sessions.

2. Updating procedures

Creating a new remote work policy from scratch is one thing. What if you already have a remote work policy, but you just want to update it and make sure it’s still legally compliant?

ChatGPT can help with that too. Give it your existing policy, and it can find areas that need updating and where you may want to revise it.

Step 1: Review current procedures

Let’s say you want to make sure your time-off request procedure fits with the new remote work policy you just made.

First, give ChatGPT the policy you already have. We’ll use the Workable remote employee onboarding checklist as an example.

First, we’ll scan and read the checklist using the WebPilot custom GPT.

ChatGPT Prompt: @WebPilot scan and read our company’s remote employee onboarding checklist. Just say “Done.” when you’re finished, no need to do anything else: https://resources.workable.com/remote-employees-onboarding-checklist

Click “Allow” when prompted.

Then switch back to PocketHR, and summarize the remote work policy.

ChatGPT Prompt: @PocketHR Summarize the key components and objectives of our current remote work policy.

Step 2: Identify areas for update

Then, use ChatGPT to find any changes or updates in current laws and technology for remote work you may need to build into your remote employee onboarding.

ChatGPT Prompt: @PocketHR Based on the latest federal employment laws and remote work trends, what sections of the remote employee onboarding checklist should be updated?

Step 3: Research best practices and legal requirements

You can use this opportunity to look into any changes in the law or industry best practices before making the changes in your new HR policy procedure. That way, you can take the policy you already have and build upon it.

ChatGPT Prompt: @PocketHR What are the current best practices for onboarding employees in a remote work environment, and what legal considerations should we be aware of?

Step 4: Draft updates to the procedure

Then you can use what you learned about the changes in best practices and trends to update your remote work onboarding checklist accordingly.

ChatGPT Prompt: Use what you learned about the changes in best practices and trends to update your remote work onboarding checklist accordingly.

3. FAQ creation for HR policies

You can also use ChatGPT for one-off simple tasks that don’t require much time and effort so you can spend your energy on more important things. For instance, you can have it make an FAQ section for a policy you already have.

In this example, we’ll add a remote onboarding FAQ to go with our onboarding checklist. ChatGPT can anticipate common questions and answers to go with them.

Use @WebPilot again and have it look at your existing policy. You can either paste the raw text, or you can give it the link and have it analyze the web page.

ChatGPT Prompt: Here is our remote employee onboarding checklist. Based on this policy, generate a list of FAQ questions that employees are likely to have.

{{Insert Policy}}

4. Compliance checks

Before implementing a new policy or updating an existing one, you can have ChatGPT do a preliminary compliance assessment and make sure it’s in line with industry regulations.

First, prompt ChatGPT with your current policy, and then have it draft an appropriate list of questions. We’ll use the Workable compensation policy template in this example.

ChatGPT Prompt: @WebPilot Here is our compensation policy. Based on this, make a checklist of compliance questions for evaluating this policy against the latest GDPR and employment laws.

{{Insert Policy}}

Then, switch back to @PocketHR and flag any potential areas that might clash with the laws you’re cross-referencing.

ChatGPT Prompt: @PocketHR Now, identify potential areas in our compensation policy that may not comply with GDPR and employment laws

Make your HR processes better than ever

Making an HR policy from scratch or even updating an existing one to be up-to-date with existing laws and trends is a time-intensive process. ChatGPT expedites that process by helping you every step of the way: from deciding what needs to into your new HR policy to figuring out how to get the message out to the rest of the company.

Are you curious about other ways ChatGPT can help make your life easier as an HR professional? Check out the rest of our Workable ChatGPT tutorials and be on your way to making your HR policies and procedures better than ever.

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Avoiding common pitfalls in HRIS implementation https://resources.workable.com/tutorial/avoiding-common-pitfalls-in-hris-implementation Thu, 14 Mar 2024 15:18:58 +0000 https://resources.workable.com/?p=93738 An HRIS can effectively shorten the ramp to full productivity. Additionally, it will assist your organization’s HR team in better managing teams, automating tasks that were previously manual and time-consuming, and focusing on other important aspects that require their expertise.  Therefore, it’s crucial to recognize common pitfalls and ensure that the HR software you choose […]

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An HRIS can effectively shorten the ramp to full productivity. Additionally, it will assist your organization’s HR team in better managing teams, automating tasks that were previously manual and time-consuming, and focusing on other important aspects that require their expertise. 

Therefore, it’s crucial to recognize common pitfalls and ensure that the HR software you choose works to your advantage. Let’s explore how you can effectively address these common pitfalls and work to overcome them.

1. Clear strategy

One of the most critical steps in avoiding pitfalls during HRIS implementation is the establishment of a clear strategy

Jumping headfirst into implementation without a well-defined plan is a recipe for confusion, misalignment, and, ultimately, failure.

It’s essential to assemble a dedicated project team tasked with defining precise software requirements, ensuring alignment with organizational goals, and mapping out the implementation process.

A clear strategy encompasses a comprehensive understanding of what the organization aims to achieve with the HRIS, how it aligns with broader business objectives, and a detailed roadmap for achieving these goals. 

This preparatory step is not just about technical readiness but also about ensuring buy-in from all stakeholders and preparing the organization for change.

2. Process and workflow documentation

Another cornerstone of successful HRIS implementation is meticulous documentation of HR processes and workflows. Before transitioning to a new system, it’s vital to have a clear understanding of current processes by documenting them in detail and avoiding common pitfalls in HRIS implementation.

This documentation should cover all functional areas within HR, including recruiting, onboarding, benefits management, payroll, performance management, compensation, and termination processes.

This detailed mapping serves multiple purposes. It helps identify inefficiencies in current processes, provides a blueprint for configuring the new HRIS, and ensures that all critical functions are supported by the new system. 

Furthermore, it facilitates smoother transitions and training efforts, as stakeholders have a clear reference for how processes will be managed within the new system.

3. Data integrity and migration

The foundation of any HRIS’s effectiveness is the integrity of the data it contains. Data migration, the process of moving existing data into the new system, is a critical phase where many pitfalls can occur. 

Ensuring data integrity involves auditing current data for accuracy, completeness, and consistency, and then cleaning any inaccuracies before migration.

Data integrity is not just about cleaning up existing data but also about setting up processes and protocols to maintain this integrity moving forward. This involves regular audits, validation checks, and training for users on proper data entry and management practices.

4. System integration

The integration of a new HRIS with existing systems represents one of the more technical yet crucial stages of implementation, constituting one of the most common pitfalls in HRIS implementation.

System integration challenges stem from the need to ensure seamless communication and data flow between the HRIS and other business systems, such as finance, payroll, and benefits platforms. 

These challenges are often underpinned by compatibility issues, data mapping complexities, and technical hurdles that can derail the project if not addressed properly.

Evaluating compatibility

A fundamental step in overcoming integration challenges is thorough compatibility evaluation during the selection phase. 

This involves assessing how well the new HRIS will work with existing software in terms of data formats, application programming interfaces (APIs), and overall integration capabilities. 

Selecting an HRIS with a strong track record of successful integrations can significantly smooth this transition.

Engaging IT experts

Integration is not merely a task for HR professionals but a multidisciplinary effort that requires the expertise of IT professionals. 

Involving IT specialists early on can provide the necessary technical guidance and insights to navigate the complexities of system integration. 

These experts play a critical role in establishing clear communication channels, troubleshooting issues, and ensuring that the integration process aligns with technical best practices.

Leveraging integration tools

The use of integration tools and platforms can simplify the process by offering pre-built connectors or APIs that facilitate data exchange between systems. 

These tools can help map data fields accurately, ensuring that information is correctly transferred and reducing the risk of errors or inconsistencies. 

Moreover, thorough testing at each stage of the integration process is imperative to identify and address issues proactively.

Continuous monitoring and feedback

Post-implementation, it’s essential to continuously monitor the integration, ensuring data consistency and addressing any unforeseen issues that may arise. 

Regular feedback from users can provide valuable insights into the integration’s effectiveness and areas for improvement. This ongoing vigilance helps maintain the integrity of the HRIS ecosystem and supports the organization’s evolving needs.

5. Scalability and flexibility

A common oversight in HRIS implementation is failing to consider the system’s scalability and flexibility

Organizations grow and change, and an HRIS must be able to accommodate these evolutions without necessitating a complete overhaul. 

Designing an HRIS with future growth and regulatory changes in mind is paramount for long-term success.

Global consistency vs. Local adaptability

Balancing global consistency with local adaptability is a delicate dance for organizations operating across different regions. 

While global processes ensure uniformity and efficiency, local nuances must be respected to ensure the HRIS meets diverse needs. 

A flexible HRIS allows for customization where necessary, without compromising the integrity or usability of the system as a whole.

6. Engaging stakeholders: the key to adoption and success

The success of an HRIS implementation is heavily dependent on user adoption, which in turn relies on the active involvement of all stakeholders in the process. 

From the initial planning stages through to training and go-live, ensuring that the needs and concerns of end-users, managers, and executives are addressed is crucial for smooth adoption.

Collaboration and communication

Effective stakeholder engagement is rooted in open communication and collaboration. Regular updates, feedback sessions, and the inclusion of user suggestions in the development process can foster a sense of ownership and enthusiasm for the new system, mitigating resistance and promoting a positive adoption experience.

7. Vendor selection and cost consideration

Choosing the right HRIS vendor is a critical decision that impacts not just the implementation phase but the long-term value and effectiveness of the system. 

Beyond assessing features and capabilities, organizations must consider the total cost of ownership, including implementation, training, maintenance, and potential scalability costs. 

A strategic approach to vendor selection, focusing on long-term needs and alignment with organizational goals, can prevent costly missteps and ensure a robust HRIS foundation.

Implementation approach: tailoring the transition

The approach to HRIS rollout—be it immediate, parallel, or gradual—can significantly influence the implementation’s success and the organization’s adjustment to the new system. 

Each method has its merits and risks, and choosing the right one depends on the organization’s specific circumstances, including its readiness for change, the complexity of the existing systems, and the criticality of uninterrupted HR services.

Comprehensive planning

The foundation of a successful HRIS implementation is laid with comprehensive planning. This encompasses a needs assessment, gap analysis, and a strategic roadmap tailored to your organization’s specific requirements. 

A common pitfall is inadequate planning, which can lead to selecting a system that misaligns with your organizational needs, causing functionality gaps and user dissatisfaction.

8. Training, support, and communication: ensuring smooth adoption

One of the most significant challenges in HRIS implementation is ensuring smooth adoption among all users. This challenge can be mitigated with comprehensive training, robust support systems, and proactive communication strategies.

Training programs

Developing and delivering effective training programs is crucial for user competence and confidence. Training should be tailored to different user groups within the organization, addressing specific needs and concerns. Additionally, consider offering ongoing training sessions to cover system updates and refreshers on core functionalities.

Support systems

Establishing a dedicated support system, such as a helpdesk or support team, can significantly ease the transition. Users are more likely to embrace the new system if they know help is readily available for troubleshooting and guidance.

Proactive communication

Keep lines of communication open throughout the implementation process. Regular updates, Q&A sessions, and forums for feedback can help address concerns, manage expectations, and foster a sense of involvement among all stakeholders.

How Workable can help you avoid common pitfalls in HRIS implementation

Workable offers a comprehensive and structured solution, designed to help organizations overcome common pitfalls in HRIS implementation. 

Through a detailed process that includes requirements discovery, fact gathering, content and data migration, walkthroughs, orientation and training, and robust rollout, Workable ensures a smooth and efficient implementation journey.

At the heart of Workable’s approach is a dedicated onboarding specialist, providing personalized support throughout the implementation phase. 

This ensures that organizations have expert guidance at every step, significantly reducing the risk of common implementation challenges such as poor stakeholder engagement, inadequate training, and system integration issues.

Workable’s benefits extend beyond the implementation phase. 

With features like an implementation tracker for HR admins, hands-on training sessions, access to Workable Academy for both HR admins and managers, and a wealth of guides, videos, and collateral for all users, Workable is committed to ensuring that organizations not only successfully implement their HRIS but also maximize its utilization.

Furthermore, Workable’s technical support is available to all users, ensuring that any post-launch questions or issues are promptly addressed.

Remember, the goal of implementing an HRIS is not just to modernize HR processes but to create a more efficient, responsive, and strategic HR function that drives organizational success. 

With the right approach, your HRIS can become a powerful tool in achieving these objectives.

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The Glass Cliff phenomenon: what it is and what orgs can do https://resources.workable.com/stories-and-insights/glass-cliff-phenomenon Wed, 13 Mar 2024 18:48:38 +0000 https://resources.workable.com/?p=93719 Imagine you’re Alexandra, suddenly appointed CEO of VistaTech, a once-thriving tech giant now struggling with declining revenues and a rapidly eroding market position. As it happens, VistaTech was making waves in IT services – but now it’s on the brink of irrelevance. All heads turn to you – the new head of the company – […]

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Imagine you’re Alexandra, suddenly appointed CEO of VistaTech, a once-thriving tech giant now struggling with declining revenues and a rapidly eroding market position. As it happens, VistaTech was making waves in IT services – but now it’s on the brink of irrelevance.

All heads turn to you – the new head of the company – in hopes that you’ll steer the company back on track. It’s also the first time in company history that a woman has been appointed to the role – consequently, your name appears as a shining example of how the glass ceiling is being shattered again and again.

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But one thing grates at you – you’ve basically been handed a sinking ship. It’s not necessarily rescuable – or even salvageable. The descent of VistaTech to the bottom is merciless and quick.

Despite your best efforts, you’re not quite able to bring the failing company back to the surface and, a few years later, many VistaTech executives are walked onto the plank in an aggressive restructuring to set the company in a new direction.

And you’re, unfortunately, one of them. What you’ve just experienced is something that’s not talked about: the glass cliff.

What is the glass cliff?

The glass cliff phenomenon, introduced by Professors Michelle Ryan and Alexander Haslam in a report in 2005, shines a light on a scenario where women and those who identify as minorities are more likely to be placed in leadership roles during organizational crises.

At first glance, one might think this a badge of honor – being tapped on the shoulder to save the day is a testament to your hard work and your capabilities. But it’s not just about leadership through tumultuous times – it also comes with the unspoken risk of being positioned to “take the fall” should attempts to repair and revive the company fail.

Examples of the glass cliff

The glass cliff isn’t fictional. It’s not even based on theory. This happens in real life – let’s look at three examples out of many:

1. Ellen Pao, Reddit

In 2014, Reddit was caught in turmoil both internally and externally over issues around free speech, harassment, and content policy. Amidst the company’s struggles came the appointment of Ellen Pao as the online community platform’s interim CEO.

Her tenure was ridden with controversy – even if decisions made under her watch seemed par for the course, such as the banning of revenge porn and increasing salary transparency within the company. Ultimately, she stepped down after a little more than a year and a half, after a Change.org petition calling for Pao’s removal collected 200,000 signatures.

2. Kim Campbell, Progressive Conservative Party leader of Canada

Kim Campbell assumed leadership of Canada’s Progressive Conservative Party in 1993, becoming the first female Prime Minister at a time of significant unpopularity for her party.

Inheriting challenges like the backlash against the GST and NAFTA, she aimed to revitalize the party. However, mere months later, the 1993 federal election saw the Conservatives plummet from 156 seats to just two, marking one of the most dramatic defeats in Western politics.

This not only ended Campbell’s brief tenure but also signaled the near-collapse of the party, underscoring her tenure as a stark illustration of the glass cliff phenomenon.

3. Carly Fiorina, Hewlett-Packard

Carly Fiorina’s tenure as CEO of Hewlett-Packard (HP) from 1999 to 2005 mirrors a similar narrative of leadership during tumultuous times, marked by ambitious decisions that ultimately led to a controversial departure.

Fiorina, the first woman to lead a Fortune 20 company, spearheaded the contentious acquisition of Compaq, aiming to transform HP into a more competitive tech giant. The merger faced significant internal and external criticism over its strategic benefits and impact on company culture. Fiorina’s efforts to drive change and innovation at HP were met with a divisive response.

Ultimately, this culminated in her ouster by the board in 2005 amid dissatisfaction with the company’s performance and direction. Her leadership journey, much like Kim Campbell’s, exemplifies the challenges of steering a legacy organization through radical change, only to face an abrupt and public exit.

Most recently, in June 2023, we saw Linda Yaccarino appointed CEO of Twitter in the midst of a high-profile disruption after Elon Musk’s $44 billion acquisition of the social media company. Pundits, including Alex Heath at The Verge, have opined that Yaccarino has been set up to fail.

These are all examples of the common scenario where women are thrust into leadership positions in times of crisis, potentially setting them – and their careers – on a downward spiral, or over a cliff.

As HR professionals and employers committed to fostering inclusive workplaces, understanding the glass cliff phenomenon is critical. It’s not just about appointing women and minorities (or both, in Ellen Pao’s case) to leadership positions; it’s about ensuring they are supported, not set up for an almost certain downfall.

This insight beckons us to reevaluate our diversity and inclusion practices, pushing us to support all leaders as pillars of ongoing success and innovation in our organizations.

Statistics proving the glass cliff exists

Research indicates real biases in leadership choice linked to company performance and gender stereotypes. In short: the glass cliff isn’t even anecdotal.

For instance, University of Erlangen-Nuremberg research associate Susanne Bruckmüller wrote about a study in the Harvard Business Review that she led – in that study, she found that when a company was led by men and doing well, 62% of study participants picked a male candidate as a successor to a retiring CEO. But when a company is in crisis, 69% leaned towards a female candidate instead.

That being said, when the company in question was described as female-led, there was no difference in the choice, “[the] glass cliff disappeared.” Bruckmüller wrote.

Another experiment described by Brookmüller showed a similar pattern: 67% chose male traits for thriving companies, while 63% valued female qualities in crises. These findings highlighted stereotypes in leadership preferences based on gender and company status, with a shift towards valuing female leadership in challenging times.

Meanwhile, the London School of Economics & Political Science’s Business Review magazine highlighted a study showing that out of 26,156 executive appointments of public companies in the United States between 2000 and 2016, those in crisis were 50% more likely to appoint a woman in the role to “send a signal of change to their investors”.

Says Brookmüller in an HBR podcast: “In simple words, men are the norm in leadership. And as long as everything’s going well, people tend to stick to this norm. But if some things are wrong, then maybe you consider alternatives. And then women have a better chance.”

There’s a lot more, but what really stands out in all the research on the glass cliff is “Think Crisis-Think Female” (TCTF) – essentially, organizational decision-makers tend to skew female when looking for leadership in times of crisis. Three studies were discussed in the analysis – essentially finding that there’s no evidence to back the “Think Manager-Think Male” thinking, but there’s evidence to support the TCTF phenomenon.

And why is that? Agai, the conclusion is that the female stereotype is that they are better nurturers and carers – and also are seen to be good people managers who can take the blame in the case of organizational failure.

Incidentally, there’s also evidence to show that organizations perform better when led by female executives –  but this whole thing still underscores a systemic bias – which leads to shorter, more tenuous tenures for those breaking the glass ceiling.

What can organizations do about the glass cliff?

This all behooves the question of what you can do about the glass cliff in your own company. It’s easy enough to be more conscious of your unconscious biases when making a decision for new leadership, but awareness and abstract promotion of diversity can only go so far. Tangible action items are crucial for meaningful change.

Here are 7 action items you can implement right away:

1. Implement bias training workshops

Conduct workshops that not only raise awareness about biases but also teach strategies for mitigating these biases in decision-making processes. Focus on real-life scenarios to ensure the training is relevant and impactful.

2. Build structured mentorship programs

Establish mentorship programs that pair high-potential employees with seasoned leaders, ensuring diversity in these pairings to reduce isolation and build a more inclusive network of support.

3. Be transparent in your succession planning

Develop a clear and transparent succession planning process that includes diverse candidates in the pipeline for leadership positions, ensuring opportunities are not limited to times of crisis.

4. Audit your inclusion regularly

Conduct regular audits of organizational culture, leadership diversity, and promotion practices to identify biases and areas for improvement. Use this data to inform policy changes and strategic decisions.

5. Enhance your support systems

Provide additional resources and support for leaders appointed during challenging times, such as access to external coaches, internal support networks, and crisis management training.

6. Celebrate diversity achievements

Recognize and celebrate when diversity goals are met, not just in leadership positions but across the organization, to reinforce the importance of diversity and inclusion as a core value.

7. Ensure feedback loops for leaders

Establish open channels for leaders, especially those who might be on the glass cliff, to receive constructive feedback and support, not just from their superiors but also from peers and subordinates.

These actionable strategies require commitment and continuous effort from all levels of an organization. By implementing such measures, employers can move towards creating a more equitable, supportive, and successful workplace, effectively mitigating the risks associated with the glass cliff phenomenon.

Get rid of the glass ceiling, the glass cliff, and all

When removing the glass ceiling altogether, you want to get rid of the glass cliff as well. Turn those things into relics of the past.

And in the interest of building something more permanent, let’s consider this analogy: the cement staircase – or, even better, a cement ramp.

Instead of dealing with glass which can be fragile, or a ceiling that needs to be broken through, think of ascension and succession as something that’s accessible to all and provides equal opportunity for everyone regardless of gender or any other characteristic. The Alexandras of the world will thank you.

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The Kate Photoshop fiasco: 3 major lessons for employers https://resources.workable.com/tutorial/the-kate-photoshop-fiasco-lessons-for-employers Wed, 13 Mar 2024 16:21:07 +0000 https://resources.workable.com/?p=93710 Catherine, Princess of Wales, colloquially still referred to as Kate Middleton, had surgery earlier this year. Even though the official message from the British Royal Family was that she would be off work and out of the public eye through the end of March, people are wondering what happened and where she is. This is […]

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Catherine, Princess of Wales, colloquially still referred to as Kate Middleton, had surgery earlier this year. Even though the official message from the British Royal Family was that she would be off work and out of the public eye through the end of March, people are wondering what happened and where she is.

This is not a gossip blog, but I’m intrigued. I do want to know that Her Royal Highness is okay, but I’m also fascinated by the lessons we can learn about corporate communication from this debacle.

Yes, companies make the same mistakes the Royals are making all the time. Here we go.

1. Be honest in your messaging

This seems easy to do. In January, the Palace released a statement that HRH had been admitted to the hospital for a planned abdominal surgery.

Frankly, while the public is very nosey, we aren’t entitled to know why she had surgery. Yes, she’s a public figure, but she’s still entitled to medical privacy.

But the dishonesty started here. If the surgery was planned, why did she cancel upcoming events? Those two statements are contradictory.

Now for normal humans, our surgeries may get moved up or pushed out based on the surgeon’s availability, but I doubt the royals have trouble with getting bumped or moved up.

So why not be honest from the beginning? “Her Royal Highness Catherine, Princess of Wales, underwent abdominal surgery and will be recovering until after Easter. She regrets that she won’t be attending upcoming events.”

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Lessons for your business

People can see through the misdirections and squishy language used to hide things.

No, you’re not required to tell people confidential information (whether it be health information about your CEO or details about an upcoming merger.

But you need to be honest about what you do say. Otherwise, people will see through it.

Related: Going viral as an employer – for all the wrong reasons

2. Don’t pretty things up

While there will always be rumors about the Royals, what really stirred things up was a picture of Catherine and her children at the palace released for Mother’s Day in the UK. People noticed right away that there was a lot of Photoshop going on in that picture and cried foul.

Now, let’s have a reality check: A ton of the pictures you see on the internet have been photoshopped. If that’s a scandal, let me introduce you to another scandal: Filters, and filters’ close friend, makeup.

So why the problem?

Because this was poorly done and appeared to be more than a few little things to make everyone look like their mother hadn’t just been screaming at them, “If you can just not make a face for 30 seconds, we will be done with this and you can go back to Minecraft.

(Apologies: I’m sure your children, like the Royal children, love taking family pictures, and you’ve never experienced this phenomenon.)

Catherine is recovering from surgery and has been out of the public eye since January, so a Photoshopped picture raised eyebrows and, admittedly, produced some very entertaining social media posts.

Lessons for your business

If you try to tell everyone things are great and fudge numbers and talk about VPs who “left to spend more time with their families”, people know that you’re trying to hide something.

Honestly? Honesty is the best policy.

The other option, of course, is to keep your mouth shut and stick with the original message: HRH will be recovering until the end of March, and so here is a picture of the kids on Mother’s Day. Or: here’s a picture of them with their grandmother.

If nothing is changed from your original communication, just stay the course.

3. Rumors are (almost) always worse than reality

Catherine released a statement that she Photoshopped the picture and didn’t do a great job.

Ha, ha, ha.

Then the Palace released a photo of her and Prince William where Catherine could be any person with long dark hair.

So, the rumors are flying. Did she die? Is she stuck with a cat on her lap? Does she have cancer, and her hair all fell out? Did she decide to leave her husband? Did William run off with a mistress?

@casstherockwillson

It’s me, Kate! Everything is fine :) #royalfamily #katemiddleton

♬ Mozart Minuet with violin(815356) – 松本一策

Likely, none of these are true, and Kate – sorry, Catherine – is just still recovering from a major surgery.

But, by changing the original message (you won’t see her again until after Easter) and showing a poorly prettied-up picture, you invite rumors.

Adding a sketchy follow-up picture further fueled the rumors.

Lessons for your business

Stick to the truth. In the absence of information, people make stuff up, and that’s what’s happening here.

People will assume the worst because that’s the most exciting answer. It’s really boring to think, “She’s a 42-year-old woman who had major surgery. She needs time to recover, and she’s recovering.” It’s much more dramatic to think something horrible happened.

Present the truth. Hiding things makes it worse.

You’ll probably never have as much drama in your business as the Royals are having now, but you will have drama.

Trying to hide it and making iffy communication will make it worse.

Want to read more from the Evil HR Lady? Check out her other articles here.

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Optimize your hybrid work environments – Here’s how https://resources.workable.com/tutorial/optimize-your-hybrid-work-environments/ Tue, 12 Mar 2024 15:52:46 +0000 https://resources.workable.com/?p=93703 The era of endless pajama days is officially over for most companies. Now, employees need to divide their time between the home workspace and the company establishments, adopting the so-called hybrid model. HR teams are once again tasked with squeezing water from a rock. We are here to provide some optimizations that could untie the […]

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The era of endless pajama days is officially over for most companies. Now, employees need to divide their time between the home workspace and the company establishments, adopting the so-called hybrid model.

HR teams are once again tasked with squeezing water from a rock. We are here to provide some optimizations that could untie the knot and turn challenges into opportunities for your work environment.

Gallup research reveals a compelling narrative: hybrid work setups not only accommodate the preferences of a diverse workforce but also align with improved productivity and employee wellbeing. 

The allure of hybrid work lies in its ability to offer employees control over their work environments, thus enhancing their satisfaction and loyalty to the company​​.

However, a McKinsey report highlighted that 71% of employees who prefer hybrid work are likely to seek other opportunities if it is not available​​. This underscores the urgency for HR professionals and employers to adapt and optimize their hybrid work policies to retain top talent.

Implementing a hybrid work model 

Transitioning to a hybrid work model necessitates a reevaluation of traditional HR practices, especially in organizations that do not utilize a Human Resource Information System (HRIS). 

Key challenges include maintaining seamless communication, ensuring equitable access to resources, fostering a cohesive company culture, and tracking performance across disparate environments.

One of the most significant hurdles is mitigating the sense of isolation among remote employees and ensuring they feel as valued and connected as their in-office counterparts. 

Deloitte’s insights on equitable workplace practices emphasize the need for intentional efforts to create an inclusive environment that transcends physical boundaries​​. This involves redefining the purpose of the office space to accommodate a more flexible, diverse workforce and leveraging real estate strategically to enhance employee experiences​​.

Strategies for effective communication and collaboration

The cornerstone of a successful hybrid work environment is robust communication. Without the luxury of spontaneous face-to-face interactions, HR professionals must champion the use of digital tools and platforms to bridge the gap. 

This includes regular video conferences, instant messaging for real-time collaboration, and digital workspaces to keep everyone aligned on projects and goals.

But technology alone is not enough. Cultivating a culture of open communication and regular check-ins can foster a sense of belonging and team cohesion.

Deloitte’s recommendations extend to creating equitable incentives and experiences, ensuring all employees, regardless of their location, have equal opportunities to contribute and succeed​​. By prioritizing these equitable practices, organizations can navigate the complexities of hybrid work, ensuring a fulfilling and productive experience for all employees.

Performance management in a hybrid setting

Managing performance in a hybrid work environment presents unique challenges. Without the direct oversight possible in a traditional office setting, employers must redefine their approach to monitoring and evaluating employee performance. 

The key is to focus on outcomes rather than activities. This shift requires clear goal-setting, with specific, measurable, achievable, relevant, and time-bound (SMART) objectives at the forefront.

Regular feedback loops are crucial. Constructive feedback and timely recognition of achievements can motivate employees and guide their development, regardless of their physical location. 

Employers should leverage performance management tools that allow for continuous assessment and feedback, enabling employees to stay aligned with organizational goals and expectations.

Another aspect is fostering a culture of trust and autonomy. Empowering employees to manage their tasks and time can lead to higher productivity and job satisfaction. 

Trust, once established, acts as the foundation for a successful hybrid work model, encouraging responsibility and accountability among team members.

Bolstering employee engagement and well-being

Employee engagement is vital for maintaining high levels of productivity and retaining talent. In a hybrid model, this means ensuring all employees feel valued and connected to the organization’s mission and culture, regardless of where they work. 

Initiatives to bolster engagement can include virtual team-building activities, opportunities for professional development, and channels for employees to voice their ideas and concerns.

Well-being is another critical consideration. The flexibility of hybrid work can blur the boundaries between personal and professional life, leading to burnout. 

Employers should encourage healthy work-life boundaries and offer support resources, such as mental health days and wellness programs. 

Furthermore, recognizing and accommodating the diverse needs of your workforce can significantly enhance well-being. 

For example, providing flexible hours for caregivers or creating quiet spaces in the office for deep work can make a substantial difference.

Engagement strategies must be inclusive, ensuring remote and office-based employees have equal access to opportunities and support. This can be facilitated through regular surveys to gauge employee sentiment and identify areas for improvement.

Integrating technology and HRIS for hybrid work optimization

The successful integration of technology and HRIS is pivotal in managing a hybrid workforce effectively. These systems can streamline various HR functions, from recruitment and onboarding to performance management and employee engagement. 

An effective HRIS provides a centralized platform for managing employee data, facilitating communication, and supporting decision-making processes with analytics.

When selecting an HRIS, consider features that support hybrid work models, such as mobile accessibility, integration with communication tools, and advanced reporting capabilities. This ensures that employees can access the system from anywhere, fostering a more connected and engaged workforce.

Furthermore, leveraging technology to enhance the employee experience is crucial. This can include creating digital spaces for collaboration, implementing AI for personalized learning and development paths, and using analytics to understand workforce trends and predict future needs. 

By adopting a strategic approach to technology integration, organizations can not only optimize their operations but also create a more adaptable, resilient, and future-ready workforce.

Future-proofing your hybrid work model involves staying informed about advancements in HR technology, understanding the changing dynamics of the workforce, and being proactive in addressing potential challenges.

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Web Optimization Manager job description https://resources.workable.com/web-optimization-manager-job-description Fri, 08 Mar 2024 13:57:52 +0000 https://resources.workable.com/?p=93689 A Web Optimization Manager is a professional focused on analyzing web traffic and user behavior to implement strategies that improve website conversion rates. They use analytics and testing tools to identify optimization opportunities and enhance user experience on a website or digital platform. Use this Web Optimization Manager job description template to advertise open roles […]

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A Web Optimization Manager is a professional focused on analyzing web traffic and user behavior to implement strategies that improve website conversion rates. They use analytics and testing tools to identify optimization opportunities and enhance user experience on a website or digital platform.

Use this Web Optimization Manager job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Web Optimization Manager?

A Web Optimization Manager is crucial in leveraging web analytics and conversion rate optimization (CRO) techniques to maximize the efficiency of web properties. They delve deep into data to understand how users interact with a website and identify areas for improvement.

Through systematic testing and analysis, they implement changes that lead to better user experiences and higher conversion rates, ultimately driving business growth and customer satisfaction.

What does a Web Optimization Manager do?

A Web Optimization Manager strategizes and executes optimization tests across a company’s web presence to increase user conversions.

This role involves working closely with cross-functional teams to identify key performance indicators, set up and interpret analytics, conduct A/B testing, and improve the overall user journey.

By continuously analyzing traffic trends and user behavior, they pinpoint areas for enhancement and lead projects to improve site functionality, usability, and conversion rates. Their work ensures that the web platform is not only visually appealing but also effectively guides users to take desired actions.

Web Optimization Manager responsibilities include:

  • Analyzing visitor segments and identifying optimization opportunities
  • Measuring and specifying changes to improve conversion rates, including checkout and sign-up flows
  • Collaborating with Design and Product teams to enhance marketing funnels
  • Setting up analytics to track user interactions throughout the website

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VP of Self Service Revenue job description https://resources.workable.com/vp-of-self-service-revenue-job-description Fri, 08 Mar 2024 13:36:01 +0000 https://resources.workable.com/?p=93688 A VP of Self Service Revenue is a strategic role focused on driving the commercial success of a company’s self-service product line. This executive is responsible for managing the product line’s profitability, customer base, and growth strategy to maximize revenue and market share. Use this VP of Self Service Revenue job description template to advertise […]

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A VP of Self Service Revenue is a strategic role focused on driving the commercial success of a company’s self-service product line. This executive is responsible for managing the product line’s profitability, customer base, and growth strategy to maximize revenue and market share.

Use this VP of Self Service Revenue job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a VP of Self Service Revenue?

A VP of Self Service Revenue is a senior executive who oversees the profitability and growth of a company’s self-service product offerings. They are pivotal in strategizing and executing plans that drive user acquisition, retention, and upselling. This role demands a deep understanding of the market, the ability to analyze data for actionable insights, and the skill to align product features with user needs for maximum revenue generation.

What does a VP of Self Service Revenue do?

A VP of Self Service Revenue steers the strategic direction of a company’s self-service offerings, focusing on maximizing revenue through efficient go-to-market strategies, pricing models, and customer engagement programs. They work closely with cross-functional teams to refine product offerings, optimize marketing efforts, and enhance the overall customer experience.

By analyzing market trends, customer feedback, and performance data, they identify growth opportunities and ensure the product’s competitive edge in the marketplace. Their leadership drives the success of the self-service product line, contributing significantly to the company’s overall growth and profitability.

VP of Self Service Revenue responsibilities include:

  • Owning the P&L and customer base for the self-service product line
  • Defining and implementing commercial strategies in alignment with market goals
  • Collaborating with Marketing and Product teams to optimize customer acquisition and conversion
  • Formulating pricing, positioning frameworks, and revenue maximization strategies

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VP of Demand Generation job description https://resources.workable.com/vp-of-demand-generation-job-description Fri, 08 Mar 2024 13:01:36 +0000 https://resources.workable.com/?p=93687 A VP of Demand Generation is a high-level executive responsible for strategizing and implementing marketing initiatives that drive customer interest and engagement towards a company’s products or services. They focus on growing the company’s client base and revenue through various marketing channels and analytics-driven strategies. Use this VP of Demand Generation job description template to […]

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A VP of Demand Generation is a high-level executive responsible for strategizing and implementing marketing initiatives that drive customer interest and engagement towards a company’s products or services. They focus on growing the company’s client base and revenue through various marketing channels and analytics-driven strategies.

Use this VP of Demand Generation job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a VP of Demand Generation?

A VP of Demand Generation is an executive role within the marketing department, focusing on generating demand for the company’s products or services. This involves developing and executing strategies that increase brand awareness, drive traffic, and convert leads into paying customers.

The VP of Demand Generation uses data and analytics to inform decisions, optimizing marketing efforts for maximum efficiency and impact.

What does a VP of Demand Generation do?

A VP of Demand Generation leads the efforts to create demand for a company’s offerings through targeted marketing strategies. They oversee the development of a marketing function that encompasses paid and organic channels, SEO, SEM, content marketing, and more.

This role involves managing teams, budgets, and external agencies to execute campaigns that align with the company’s growth objectives. By closely monitoring market trends and performance metrics, they adapt strategies to ensure ongoing improvement in customer acquisition, engagement, and retention.

The VP of Demand Generation plays a critical role in scaling the company’s reach and revenue by effectively attracting and converting leads into loyal customers.

VP of Demand Generation responsibilities include:

  • Building a scalable acquisition marketing function targeting quality traffic growth and conversion
  • Optimizing inbound marketing to improve website visitor conversion
  • Overseeing paid acquisition efforts and managing paid media budgets
  • Collaborating with content and product marketing teams to increase traffic and generate demand for new features and products

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UX Writer job description https://resources.workable.com/ux-writer-job-description Fri, 08 Mar 2024 12:49:56 +0000 https://resources.workable.com/?p=93686 A UX Writer specializes in crafting clear, concise, and user-friendly copy for digital products. Their work enhances user experience through language, guiding users effectively within software applications or websites by providing intuitive instructions, error messages, and navigational cues. Use this UX Writer job description template to advertise open roles for your company. Be sure to […]

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A UX Writer specializes in crafting clear, concise, and user-friendly copy for digital products. Their work enhances user experience through language, guiding users effectively within software applications or websites by providing intuitive instructions, error messages, and navigational cues.

Use this UX Writer job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a UX Writer?

A UX Writer is an integral part of the product design team, focusing on the text users interact with when using digital products. Their main goal is to communicate complex ideas simply and intuitively, helping users navigate products, resolve issues, and understand features.

By focusing on language that fits the product’s tone and serves its users’ needs, UX Writers play a crucial role in creating a seamless and positive user experience.

What does a UX Writer do?

A UX Writer crafts the words we read or hear in digital products like apps, websites, and software.

This includes everything from buttons and error messages to help articles and email notifications. They work closely with designers, researchers, and product managers to ensure that the copy is user-centered, aligned with the brand’s voice, and effectively guides users through their journey.

UX Writers also create and maintain style guides and content strategies, ensuring consistency and clarity across all product communications.

UX Writer responsibilities include:

  • Writing and editing clear copy for product features, including navigational elements and error messages
  • Creating content guidelines for design system components
  • Collaborating with Product Designers and Managers to maintain brand voice and follow UX writing best practices
  • Influencing strategic decisions to improve user experience and ensure consistency across platforms

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Introducing featured posts on Jobs by Workable https://resources.workable.com/backstage-at-workable/introducing-featured-posts-on-jobs-by-workable/ Thu, 07 Mar 2024 18:44:37 +0000 https://resources.workable.com/?p=93664 Featured posts give your job listing a boost, with higher visibility in search results. It’s like putting a spotlight on your opportunity, making sure it gets noticed by top talent. Jobs by Workable is growing fast. It’s generated over 1 million applications and has amassed over 150,000 registrants since the option to create a profile […]

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Featured posts give your job listing a boost, with higher visibility in search results. It’s like putting a spotlight on your opportunity, making sure it gets noticed by top talent.

Jobs by Workable is growing fast. It’s generated over 1 million applications and has amassed over 150,000 registrants since the option to create a profile became available just a few months ago. In fact, it has become the 3rd best source of applicants for Workable customers behind only Indeed and LinkedIn!

Featured posts — our latest update for Jobs by Workable – do come with an extra cost, but fear not! All Workable customers can still keep taking advantage of Jobs by Workable. Posting is free through a Workable account and happens automatically when you publish a job.

Here’s why you should consider featured posts.

  • Increase visibility: Get 2x the visibility on your job and attract a larger pool of applicants.
  • Boost engagement and applications: Spark interest and interaction with your job posting, encouraging qualified candidates to apply.
  • Maximize brand presence: Ensure your job stays top-of-mind for job seekers and make the most of your recruitment efforts.

Free posts perform best when they are first posted and with thousands of jobs posted through Workable every day, visibility can be lost quickly. But the benefits of getting a featured post last for 30 days per job. The promoted job will stand out more prominently to potential candidates in search results and will keep high visibility for as long as you keep it featured.

For a limited time, get a 50% discount on Jobs by Workable featured posts. Head over to the Find Candidates page in your Workable account and add a Jobs by Workable featured post to your cart from the premium job boards menu. The discount will be automatically applied!

So why not give it a try? Stand out from the crowd with featured posts and watch those applications come in.

Source and attract more candidates

Workable helps you build and promote your brand where your next candidates are. You’re always top of mind, whether they’re actively looking or not.

Start sourcing

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VIDEO: 5 women at Workable talk about today’s working world https://resources.workable.com/backstage-at-workable/video-5-women-at-workable-talk-about-todays-working-world Thu, 07 Mar 2024 23:31:33 +0000 https://resources.workable.com/?p=93678 In honor of International Women’s Day and Women’s History Month, five women at Workable sat down for a fireside chat to talk about their experiences as women in the modern working world. From overcoming stereotypes to advocating for empowerment, these voices offer valuable lessons for all aspiring professionals. Here’s the video: These five women are: […]

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In honor of International Women’s Day and Women’s History Month, five women at Workable sat down for a fireside chat to talk about their experiences as women in the modern working world. From overcoming stereotypes to advocating for empowerment, these voices offer valuable lessons for all aspiring professionals.

Here’s the video:

These five women are:

They touched on numerous topics including:

  • The differences between genders in workplace motivation, communication, and and standing up for oneself
  • How being a mother changes a woman’s approach to the job
  • The importance of mutual support and leadership
  • The intersectionalities that aren’t talked about enough
  • And much more.

For a quick glance at the inspiring and insightful things they said, here’s a sampling of quotes:

“To all of you that might find yourselves in a similar position, feeling overlooked maybe, or hesitant to speak up, I want you to remember that it took me time to understand this, to build up the courage to negotiate for what I deserved, but it was a journey worth embarking on.” – Athanasia

“If it doesn’t feel like an environment where you’re ever going to see that progression, then move on. Cause there are other environments and other companies out there where, where they are helping and you will see the progression you deserve.” – Avra

“If I notice somebody’s not as confident or scared to speak up for themselves, I have to be the voice for them to make sure they’re heard and make sure they’re getting the visibility that they deserve.” – Linda

“Just by being and succeeding, you’re showing someone like me that it’s possible.” – Chiara

“Now the domino effect is that you then took power in your own career and now you’re going to mentor and show all of these other young women that they can take that power.” – Kelly

“People around me who were trying to get you up and not push you down in a sense. So it gave me the option to actually, you know, voice up and say what I want and fight for it.” – Avra

“It’s not just about claiming what we deserve, it’s about knowing that we have the right to.” – Athanasia

“We need to actually shift our focus on this, you know, collective empowerment, pulling others up with us and not actually the quite opposite.” – Avra

“It’s nothing to do with you and everything to do with the environment that you’re in.” – Chiara

Remember, empowerment knows no bounds – it starts with each of us. In a world where representation and empowerment are key, these narratives remind us of the importance of supporting and uplifting each other in the journey towards gender equality and inclusivity. Let’s continue to amplify these voices and create a workplace where everyone can thrive.

We have plenty of ground to cover and a lot of progress yet to be made, but the energy and the leadership – and, most importantly, the inspiration – is there. Happy International Women’s Day!

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UX Data Analyst job description https://resources.workable.com/ux-data-analyst-job-description Thu, 07 Mar 2024 14:05:20 +0000 https://resources.workable.com/?p=93654 A UX Data Analyst is a professional who specializes in analyzing user interaction data to inform and enhance the design and usability of a product. They use quantitative and qualitative data to understand user behavior, preferences, and challenges, contributing to a user-centered design process. Use this UX Data Analyst job description template to advertise open […]

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A UX Data Analyst is a professional who specializes in analyzing user interaction data to inform and enhance the design and usability of a product. They use quantitative and qualitative data to understand user behavior, preferences, and challenges, contributing to a user-centered design process.

Use this UX Data Analyst job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a UX Data Analyst?

A UX Data Analyst plays a pivotal role in the product development process, focusing on gathering and interpreting data related to how users interact with a product. By analyzing website or app usage data, such as page views, click-through rates, and conversion funnels, they provide insights that drive design decisions aimed at improving user experience and satisfaction.

What does a UX Data Analyst do?

A UX Data Analyst meticulously collects, organizes, and analyzes data from web analytics tools, usability tests, and user feedback to uncover patterns and insights into user behavior. They work closely with design and product teams to translate these insights into actionable design strategies that enhance user experience.

Their work involves configuring analytics tools, monitoring feature performance, ensuring web accessibility standards are met, and developing clear, insightful reports that guide product evolution and innovation.

UX Data Analyst responsibilities include:

  • Collaborating with Product Managers and Designers to determine and analyze metrics
  • Implementing and tracking product metrics and KPIs using various data sources
  • Developing strategies for data analysis, visualization, and reporting
  • Setting up and managing UX analytics tracking and reporting tools

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UI Engineer job description https://resources.workable.com/ui-engineer-job-description Thu, 07 Mar 2024 13:31:55 +0000 https://resources.workable.com/?p=93653 A UI Engineer is a skilled professional specializing in implementing user interface designs into functional and engaging digital experiences. They bridge the gap between visual design and technical implementation, ensuring that users interact with applications in an intuitive and aesthetically pleasing manner. Use this UI Engineer job description template to advertise open roles for your […]

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A UI Engineer is a skilled professional specializing in implementing user interface designs into functional and engaging digital experiences. They bridge the gap between visual design and technical implementation, ensuring that users interact with applications in an intuitive and aesthetically pleasing manner.

Use this UI Engineer job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a UI Engineer?

A UI Engineer is a developer focused on creating the front-end part of web applications, transforming design concepts into code that produces the visual elements of the software. They work closely with designers to ensure that the implemented designs accurately reflect the intended user experience, paying close attention to details that enhance user interaction and engagement.

What does a UI Engineer do?

A UI Engineer takes designs and mockups and turns them into live, functioning websites or applications. This involves writing clean, efficient code that works across multiple browsers and devices, maintaining style guides, and optimizing web pages for speed and scalability.

They play a critical role in the development team, bringing the user interface to life and ensuring a seamless interaction for users. By staying up-to-date with the latest web technologies and design trends, UI Engineers contribute to creating innovative and responsive designs that meet the needs of modern users.

UI Engineer responsibilities include:

  • Translating interactive mockups into reusable code
  • Implementing UI designs using HTML and Sass ensuring cross-browser compatibility
  • Writing reusable code and building widget libraries for future use
  • Optimizing design for maximum speed and scalability

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Content specialist intern job description https://resources.workable.com/content-specialist-intern-job-description Thu, 07 Mar 2024 13:07:04 +0000 https://resources.workable.com/?p=93652 A Content Specialist Intern is a role focused on creating and optimizing online content, including guides, job description templates, and research articles. They collect data through online research, develop educational content, and perform SEO to enhance visibility and engagement. Use this Content Specialist Intern job description template to advertise open roles for your company. Be […]

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A Content Specialist Intern is a role focused on creating and optimizing online content, including guides, job description templates, and research articles. They collect data through online research, develop educational content, and perform SEO to enhance visibility and engagement.

Use this Content Specialist Intern job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Content Specialist Intern?

A Content Specialist Intern is an entry-level position aimed at individuals interested in content creation, digital marketing, and SEO. This role involves extensive research, writing, and editing to produce high-quality content that educates and engages a specific audience.

Interns learn about content strategy, audience analysis, and the technical aspects of online publishing, making it an excellent opportunity for those looking to start a career in content marketing, HR, or business management.

What does a Content Specialist Intern do?

A Content Specialist Intern researches, writes, and edits content that educates and assists readers, particularly on topics related to recruitment and HR practices. They play a crucial role in content creation from initial research to final publication, ensuring the content is informative, engaging, and optimized for search engines.

Additionally, they work with content management systems like WordPress and perform SEO tasks to increase the content’s online visibility. This internship is an opportunity to contribute significantly to a project, learn from experienced professionals, and gain valuable insights into recruitment and hiring practices.

Content Specialist Intern responsibilities include:

  • Collecting and processing content and data through online research
  • Developing guides and online content for publication
  • Writing and preparing content for WordPress sites
  • Conducting online keyword research and simple content SEO

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Apply the Pareto principle wisely –  and boost productivity by 4X https://resources.workable.com/tutorial/apply-the-pareto-principle Wed, 06 Mar 2024 22:27:42 +0000 https://resources.workable.com/?p=93645 Explore how you can apply methods from agile software development to any kind of unpredictable project you face. Learn 3 essential tactics to boost your team’s performance and continuously stay on top of surprises. In much of our work, you’ll find that 80% of the impact comes from just 20% of your efforts. This so-called […]

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Explore how you can apply methods from agile software development to any kind of unpredictable project you face. Learn 3 essential tactics to boost your team’s performance and continuously stay on top of surprises.

Boost your productivity

Speed up time to hire by automating repetitive tasks and emails with Workable’s automated actions.

Kick-start your automations

In much of our work, you’ll find that 80% of the impact comes from just 20% of your efforts. This so-called Pareto Principle is evident in the software we use daily, such as text editors or spreadsheet tools, where we typically utilize a fraction of the available features.

This phenomenon isn’t limited to software; consider how few buttons you use on your TV remote.

Smart companies leverage this principle by focusing on delivering the valuable 20% to capture 80% of the value, effectively quadrupling productivity.

Read more: Augmented workforce is not the future – it’s happening now

In work, the 80/20 rule often applies when you’re doing something that’s new to you – projects where you can expect surprises to happen. When repeating something, you already know what parts play a role and can focus only on those.

Skills responsible for managing this have been honed and improved in the software industry over the last 30 years. Unpredictable projects tend to be the rule here.

Today, however, more and more commercial, non-profit, and even government organizations are using the same methods in any kind of project, and you can too.

Common misapplication

Be cautious about where you apply the 80/20 principle; it can backfire if not used thoughtfully.

Imagine you are a headhunter looking to fill an executive position and you do a background check on them, looking only at the 20% most obvious spots. Most likely, you will overlook something important with potentially dire consequences for your client.

In other words; as a general rule, you cannot just do the most important 20% of an activity. Your quality will suffer. A spoon that’s only been washed 20% is still dirty, even though the largest pieces of food have been removed.

As a general rule, you cannot just do the most important 20% of an activity. Your quality will suffer. A spoon that’s only been washed 20% is still dirty, even though the largest pieces of food have been removed.

Having experienced such problems with quality, many managers have become cautious and prefer to play it safe by doing 100% everywhere.

Focus on results, not the activities

The secret to harnessing the Pareto Principle lies in focusing on results rather than getting bogged down in activities and processes. It’s the 20% of features of a product that deliver 80% of the value. These features should be implemented well, without compromising quality.

So, how can you identify the different results in your project when it doesn’t have anything to do with creating a product?

To answer this, you need to look at your project from the perspective of the people for whom you are doing it – your stakeholders.

Anything that they could see, use, or that would change their behavior is such a result; we call it a vertical slice of work.

In making food, it’s the cooked dishes. In social media marketing, it’s a written and posted article. In hiring, it’s filling an open position.

Often, it’s as easy as in these examples to identify many vertical slices. Once you do, you can prioritize the most useful ones and work on delivering them within days or weeks. Once you deliver them, you and your team can learn from your stakeholders whether they were that valuable.

And again, you prioritize the next items now with your new knowledge. Deliver, learn, repeat.

Identify the many small results

Often, valuable results in many projects aren’t delivered until the very end. This doesn’t give you space to choose what you think the most valuable 20% of them are. For this, there are several tactics to slice a large deliverable into smaller, but still valuable, ones.

And this isn’t just helping you find the useful 20%. When working with unpredictability, there is one sure way to fail: hoping to deliver the one result in the end that will make your stakeholders happy. Slicing helps you get feedback early and mitigates risk.

How to apply the Pareto principle

Here are a few effective tactics for slicing work into manageable, vertical slices:

1. Defuse the risk

Identify the riskiest parts of your project, then think of a result that, once delivered, would demonstrate that the risk isn’t there.

Example: You aren’t sure whether candidates for a particular position would submit a two-minute application video when invited to.

Instead of waiting for applicants to do it, you find 10 potential candidates and ask them directly to apply. Stay in touch with them if they don’t submit a video, to learn why.

2. Narrow the target

If your project affects a large group of people, try to focus on subgroups first.

Example: Instead of targeting all employers in North America, start with female founder CEOs of companies with less than 25 employees. Then move to a different subgroup.

3. Start with a reduced impact

Instead of striving for the target behavior, identify a behavior on the way to your goal.

Example: Instead of focusing on getting heads of HR departments to procure your hiring services, get them to book a half-hour meeting with you.

Focusing on such results allows you to address all possible surprises head-on, learn about what belongs to the most valuable 20%, and deliver the project piece by piece at the same time.

Anton Skornyavkov is a Certified Scrum Trainer with Scrum Alliance and the managing director of Agile.Coach based in Berlin, Germany. His new book “The Art of Slicing Work” is a real-world, low-jargon guide that teaches the main skill of a successful manager in the 21st century – the ability to master unpredictability.

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Support Specialist job description https://resources.workable.com/support-specialist-job-description Wed, 06 Mar 2024 14:45:58 +0000 https://resources.workable.com/?p=93644 A Support Specialist is a professional dedicated to assisting customers by providing guidance, solving issues, and ensuring a positive experience with a product or service. They utilize their knowledge and skills to troubleshoot problems and offer solutions, often acting as the first point of contact between a company and its customers. Use this Support Specialist […]

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A Support Specialist is a professional dedicated to assisting customers by providing guidance, solving issues, and ensuring a positive experience with a product or service. They utilize their knowledge and skills to troubleshoot problems and offer solutions, often acting as the first point of contact between a company and its customers.

Use this Support Specialist job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Support Specialist?

A Support Specialist plays a critical role in customer service and satisfaction. They are experts in the products or services offered by their company and provide support, advice, and solutions to customers facing issues or having questions.

This role requires a mix of technical proficiency, communication skills, and patience to effectively resolve problems and enhance the customer experience.

What does a Support Specialist do?

A Support Specialist ensures customers get the most out of a product or service, whether by advising on best practices, resolving issues, or guiding through features. They handle inquiries via email, live chat, and phone, delivering support that’s both efficient and empathetic.

By understanding user needs and providing timely solutions, they play a pivotal role in customer retention and satisfaction. Support Specialists are essential in fostering loyalty and advocacy among users, turning them into long-term customers and even evangelists for the brand.

Support Specialist responsibilities include:

  • Advising businesses on optimizing their recruitment processes
  • Responding to user queries with friendly and pragmatic advice
  • Troubleshooting and providing support for customer issues
  • Reviewing job descriptions to ensure their success on job boards

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Support Engineer job description https://resources.workable.com/support-engineer-job-description Wed, 06 Mar 2024 14:11:20 +0000 https://resources.workable.com/?p=93643 A Support Engineer is a technical professional responsible for resolving production issues, troubleshooting customer-reported problems, performing root cause analysis, and ensuring the smooth operation of software and systems through maintenance and integrations. Use this Support Engineer job description template to advertise open roles for your company. Be sure to modify requirements and duties based on […]

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A Support Engineer is a technical professional responsible for resolving production issues, troubleshooting customer-reported problems, performing root cause analysis, and ensuring the smooth operation of software and systems through maintenance and integrations.

Use this Support Engineer job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Support Engineer?

A Support Engineer is an essential role within the engineering operations team, focused on maintaining the integrity and reliability of software applications. They play a crucial part in addressing and solving technical issues that arise, ensuring that customers receive prompt and effective solutions to their problems.

Support Engineers use their technical knowledge to perform analyses, make recommendations for improvements, and execute necessary maintenance to enhance the user experience and system functionality.

What does a Support Engineer do?

Support Engineers provide vital technical support, both internally and to customers, ensuring the seamless operation of software products.

They are responsible for diagnosing and solving complex technical issues, conducting root cause analysis to prevent future problems, and developing and implementing scripts to automate system verifications. Additionally, they handle data migrations and integrations, working closely with product teams to recommend enhancements based on their findings.

Through diligent investigation and technical expertise, Support Engineers contribute significantly to the product’s continuous improvement and customer satisfaction.

Support Engineer responsibilities include:

  • Investigating and resolving production issues
  • Troubleshooting technical issues reported by customers
  • Developing scripts for verifying the correct operation of integrations
  • Performing data imports/exports and maintenance of third-party integrations

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Software Development Intern job description https://resources.workable.com/software-development-intern-job-description Wed, 06 Mar 2024 13:19:52 +0000 https://resources.workable.com/?p=93641 A Software Development Intern is a student or recent graduate undergoing professional training in software development within a company, working on real projects under the guidance of experienced developers to gain practical skills and knowledge in the field. Use this Software Development Intern job description template to advertise open roles for your company. Be sure […]

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A Software Development Intern is a student or recent graduate undergoing professional training in software development within a company, working on real projects under the guidance of experienced developers to gain practical skills and knowledge in the field.

Use this Software Development Intern job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Software Development Intern?

A Software Development Intern is an aspiring software developer, usually a student or recent graduate, who joins a company to learn about software development practices and contribute to real projects.

This role provides an opportunity to apply academic knowledge in a professional environment, gain hands-on experience, and understand the day-to-day workings of a software development team.

What does a Software Development Intern do?

A Software Development Intern works on coding, testing, and debugging software applications under the mentorship of experienced developers. They participate in meetings, contribute to the development of features, and may work on side projects to improve existing processes or develop new functionalities.

Interns are encouraged to explore different areas of software development, such as web, mobile, or API development, and gain experience with various programming languages and frameworks. They play a supportive role in teams, helping to accelerate project timelines while learning industry best practices, agile methodologies, and user-centric design principles.

Software Development Intern responsibilities include:

  • Assisting in the development of commercial web applications
  • Collaborating with development teams on various projects
  • Learning and applying user-centered interaction design principles
  • Engaging with modern web frameworks and technologies

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Software Product Manager job description https://resources.workable.com/software-product-manager-job-description Wed, 06 Mar 2024 13:52:06 +0000 https://resources.workable.com/?p=93642 A Software Product Manager is a professional responsible for guiding the success of a software product and leading the cross-functional team that is responsible for improving it. They focus on building products that customers love by defining the product vision, strategy, and roadmap. Use this Software Product Manager job description template to advertise open roles […]

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A Software Product Manager is a professional responsible for guiding the success of a software product and leading the cross-functional team that is responsible for improving it. They focus on building products that customers love by defining the product vision, strategy, and roadmap.

Use this Software Product Manager job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Software Product Manager?

A Software Product Manager acts as the bridge between the market’s needs and the development team, ensuring that the products developed meet customer demands and drive business value. They are instrumental in setting the product’s direction, prioritizing features, and making strategic decisions to achieve the company’s long-term vision.

What does a Software Product Manager do?

A Software Product Manager oversees the entire lifecycle of a software product, from conception to launch and beyond. They gather and prioritize product and customer requirements, define the product vision, and work closely with engineering, sales, marketing, and support to ensure revenue and customer satisfaction goals are met.

Their job also includes ensuring that the product supports the company’s overall strategy and goals. They play a key role in understanding the market, defining detailed user stories, setting sprint goals, and evaluating product progress through data analysis and user feedback.

Software Product Manager responsibilities include:

  • Understanding user needs and incorporating them into the product roadmap
  • Defining sprint goals and detailing user stories
  • Collaborating with the development team to build and refine product features
  • Analyzing data to validate product goals and inform decisions

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Breaking stereotypes: women over 50 shine brighter than ever https://resources.workable.com/stories-and-insights/breaking-stereotypes-how-women-over-50-shine-brighter-than-ever Tue, 05 Mar 2024 20:21:56 +0000 https://resources.workable.com/?p=93620 (PHOTO: From left to right: Susan Brownfield, Carrie Aikman (back row), Jennifer Cain Birkmose, and Suzanne Lucas) The other day my friend Susan Brownfield told me about an article she read in the Huffington Post about how women over 50 are invisible. We laughed about this, as we are both over 50 and more visible […]

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(PHOTO: From left to right: Susan Brownfield, Carrie Aikman (back row), Jennifer Cain Birkmose, and Suzanne Lucas)

The other day my friend Susan Brownfield told me about an article she read in the Huffington Post about how women over 50 are invisible.

We laughed about this, as we are both over 50 and more visible than we have ever been.

In fact, I just had my 51st birthday, and in the past year, I have:

  • Given keynote addresses in Romania, Poland, Croatia, Connecticut, Missouri, and Texas, as well as several virtual addresses
  • Published almost 200 articles
  • Trained more than 3,000 people on how to use ChatGPT in HR
  • Performed improv comedy to sold-out crowds
  • Taken a class on stand-up comedy and performed at multiple open mic nights (and only completely bombed once!)
  • Conducted over 50 webinars
  • Performed in a community theater production of Sleeping Beauty

And that’s just my first year of being in my 50s! I have every intention of making this year even better.

As for my friend Susan, since turning 50, she’s founded a theatre company and performing arts school, taught hundreds of students music, produced multiple plays, starred in numerous plays, and sang in major productions.

Oh, and she also performed improv comedy with me to sold-out crowds.

There’s also the story of Diane Nyad, who set an audacious goal for herself to swim from Havana, Cuba, to Key West, Florida, when she was already in her 60s. Her story is told in the film, “Nyad”.

Women feel like they are disappearing

On the other side, when I tried to find the article, I found this:

Page after page of women talking about their invisibility. If you branch out from Huffington Post, you’ll find these headlines, including Why Are Women Over Fifty Invisible in the Workplace?

In this one, Gisele M. Michel writes:

“I started to speak to other women in their fifties and beyond, at all stages of those age ranges about their experiences with aging and began hearing some common themes. For example, in the workplace, some women of a certain age were being overlooked for promotion or special projects in favor of younger and less experienced staff members.

“In an effort to avoid bringing attention to their age, other women were taking time off around their birthdays to circumvent the common practice of office birthday celebrations. While others, like my friend, were having to make do with being ignored at department stores and other such spaces only to have the sales assistants run to assist younger buyers. Everyone has a story.”

Now, age discrimination is real and incredibly problematic – for men and women. According to an AARP study from 2022-2023, two-thirds (64%) of workers aged 50 or more think older workers face age discrimination in the workplace. And it’s worse for women.

And, I suppose it is true that you are less likely to be considered attractive as you age. Hollywood does seem to phase you out, but let’s face it: most of us were never phased in.

You don’t have to be invisible over 50

Debbie White, founder and CEO of brand strategy and coaching entity Frankly Deb, says that the stereotypes of older women not being tech-savvy or uninspired are false.

And she says with age comes clarity, and with clarity comes purpose, and with purpose becomes attractive businesses. She says:

“I find most 50-plus women want to make a difference in the world with their own company. This purpose-driven combination is highly attractive to a buying female audience because women are seeking products and services that not only solve a problem but also serve a larger purpose.”

“I find most 50-plus women want to make a difference in the world with their own company. This purpose-driven combination is highly attractive to a buying female audience because women are seeking products and services that not only solve a problem but also serve a larger purpose.”

Another friend of mine (and fellow improv ensemble member – are you sensing a pattern?) has also taken control of her life after 50. That’s Jennifer Cain Birmose.

Jennifer is currently the co-founder and CEO of VivaValet, a tech company that helps seniors stay in their homes or get the support they need while in senior communities, filling precisely one of those causes White talked about.

And it’s not just about supporting seniors – it’s about relieving the burdens on women who are in their 40s and 50s who are taking care of aging parents.

This isn’t an accidental landing for Jennifer. Her mother, Darlene Cain, watched family member after family member struggle with diabetes and decided, in her 50s, that she wanted to stop diabetes.

And what did she do? She worked her way up to head the American Diabetes Association, raised millions for diabetes clinical research, and worked on a global scale to establish World Diabetes Day.

With this example before her, Jennifer planned her life for what she calls her “third act.”

“I remember interviewing for a VP position in pharma at 45. I started realizing other women in the pharma industry reached their expiration date around 50 and were disappearing,” she says.

“I was interviewing for a high-level VP job that I eventually got, and I said that I noticed that high-level women had disappeared, and I needed to plan for what to do when the industry no longer wanted me. She looked at me quite blankly and said I’m 49 and not going anywhere. Within six months, she was out.”

Jennifer was also reorganized out of a position in pharma at 50, and that’s when she and her cofounder, Mariam Parineh, started VivaValet. She also made very clear goals around her career, family, and visibility, completing the competitive Second City Conservatory program to polish her improv comedy skills.

“By creating VivaValet, we not only provide essential services to support Olders to live at home independently, we also provide a support to adult children, often adult daughters who are also in their 40s-60s who have dual care burdens on their radar – raising children and caring for older adults,” Jennifer says.

“As we enter our 50s, many of us start to experience empty nesting as our children move out of the house and then the requirement for caring for Older relatives also begins. We are serving both sides of this generational equation by supporting the Older, and alleviating the some of physical and psychological care burden on the adult daughter.”

While the reality is society may wish to treat older women differently, it’s also a choice to disappear. I’m not going anywhere anytime soon. And neither are other women. Take control and make plans. And be loud and visible. There is a lot of runway left!

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Social Media Advertising Associate job description https://resources.workable.com/social-media-advertising-associate-job-description Tue, 05 Mar 2024 14:32:54 +0000 https://resources.workable.com/?p=93612 A Social Media Advertising Associate is a digital marketing professional specializing in creating, managing, and optimizing social media ad campaigns to achieve specific objectives, such as recruitment or brand awareness, leveraging platforms like Facebook and Google Ads. Use this Social Media Advertising Associate job description template to advertise open roles for your company. Be sure […]

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A Social Media Advertising Associate is a digital marketing professional specializing in creating, managing, and optimizing social media ad campaigns to achieve specific objectives, such as recruitment or brand awareness, leveraging platforms like Facebook and Google Ads.

Use this Social Media Advertising Associate job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Social Media Advertising Associate?

A Social Media Advertising Associate is a role focused on utilizing social media platforms to run advertising campaigns that effectively reach target audiences and meet marketing goals. They are experts in crafting campaign strategies, creating engaging content, and analyzing data to ensure optimal performance.

Their goal is to leverage social media’s power to drive meaningful results, whether for recruitment, sales, or brand engagement.

What does a Social Media Advertising Associate do?

A Social Media Advertising Associate designs and implements social media advertising campaigns, tailoring strategies to meet specific objectives.

They manage campaign setups, targeting, budgeting, and creative aspects, such as ad copy and graphics. Regularly analyzing performance data, they refine campaigns for better results and report on their effectiveness to stakeholders.

Their work involves staying up-to-date with social media trends, platform updates, and advertising best practices. By understanding the nuances of each platform, they maximize campaign impact, helping companies find talent or promote their brand efficiently through social media channels.

Social Media Advertising Associate responsibilities include:

  • Running Facebook recruitment marketing campaigns
  • Conducting tests to optimize ad performance
  • Communicating with customers about campaign performance
  • Working closely with Data Management and Data Science teams to improve product performance

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What if skills-based hiring doesn’t work? https://resources.workable.com/stories-and-insights/skills-based-hiring-does-not-work Tue, 05 Mar 2024 16:07:47 +0000 https://resources.workable.com/?p=93613 Although many employers have publicly committed to removing degree requirements from job postings to promote skills-based hiring, the transition from traditional degree-based hiring practices to genuine skills-based hiring is complex and gradual.  This is our first interpretation of reading the report by Harvard Business School and Burning Glass Institute.  They analyzed more than 11,300 roles […]

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Although many employers have publicly committed to removing degree requirements from job postings to promote skills-based hiring, the transition from traditional degree-based hiring practices to genuine skills-based hiring is complex and gradual. 

This is our first interpretation of reading the report by Harvard Business School and Burning Glass Institute. 

They analyzed more than 11,300 roles at large firms, defined as a given occupation at a given employer, for which there was a meaningful volume of hiring for at least one year before and after a firm removed a degree requirement. 

This data was gathered from the Burning Glass Institute’s database of the career histories of 65 million US workers.

TL;DR is that companies are all about words and promises, but they feel insecure about implementing a skill-based hiring process without first observing results in other companies. And that’s okay. Let us explain more.

Skill based hiring as the promised land

45% of firms that communicated that they follow a skill-based hiring approach had no meaningful difference in their actual hiring behavior after removing stated degree requirements, according to the report.  

If you consider that, at the same time, 18% of firms were identified as backsliders – firms that initially made progress in hiring non-degreed workers but later reverted to previous patterns – this raises questions about the effectiveness of this hiring strategy or the challenges that may arise. 

While there is a notable increase in the number of roles for which degree requirements have been dropped – 97,000 incremental non-degreed hires occurred in 2023 – this has only translated into a modest increase in the hiring of non-degreed candidates (+3,5%). 

Out of 77 million yearly hires, the above equals to 1 in 700 hires last year

Furthermore, the impact of these changes varies significantly among employers, with only a portion making tangible changes to their hiring practices that align with a skills-based approach.

What if skills-based hiring doesn’t work in the end? 

Deep down, most companies are hesitant to take risks. The idea of skills-based hiring may appear promising, but what if it ultimately fails? 

Companies tend to prefer following suit rather than experiencing the hardships themselves. 

So, how do you move to skills-based hiring while also mitigating any risks in the process?

The shift to a skills-first approach begins with organizational changes and tangible outcomes. Part of this discussion involves not only the executives but also the HR professionals who will be responsible for the hiring process. 

By providing proper training to the HR team, defining specific qualities and targets, and measuring the outcomes, this process could be very fruitful and change the dynamics of the workforce. 

Still, if you follow this practice and do not achieve the positive outcome you were aiming for, there is a lot to learn from this experience. 

For a company that finds skills-based hiring not as effective as expected, it may need to revisit and adjust its approach. 

This could involve enhancing skills assessment techniques, integrating educational qualifications where necessary, or improving ongoing training and development programs to bridge any gaps. 

It’s also important to collect feedback from the hiring process and outcomes to identify specific areas of improvement. 

The key is flexibility and willingness to adapt hiring practices to align with both the company’s needs and the evolving workforce landscape.

Transition to the skill-based hiring process

About half of the employers continue to hire candidates with degrees at the same rate as before, despite removing educational requirements from job listings. 

Construction Managers, Sales Supervisors, Web Developers, IT Help Desk Specialists, and several clerical positions are among the professions that would benefit from a skills-first approach.

If you believe it’s about time to make the transition, here’s a strategy you can use to increase your talent pools and make skill-based hiring a priority. 

Adjusting hiring processes

Moving from degree-based to skills-based hiring requires significant adjustments to existing hiring processes. 

HR managers must develop new methods to assess and validate skills, which may not be as straightforward as verifying educational qualifications.

Reevaluating job descriptions 

HR managers need to reevaluate and possibly rewrite job descriptions to focus on skills and competencies rather than educational requirements. 

This involves a thorough understanding of the skills needed for each role and the ability to communicate those requirements effectively in job postings.

Implementing new assessment tools 

To accurately assess candidates’ skills, HR managers might need to implement new assessment tools and technologies. 

These tools can range from practical tests and simulations to digital platforms that evaluate candidates’ skills through various tasks.

Training hiring managers

Hiring managers who are accustomed to evaluating candidates based on their educational background may need training to shift their focus to skills and competencies. 

This includes developing an understanding of how to interpret non-traditional indicators of skill, such as projects, experiences, or online courses.

Overcoming bias 

There may be inherent biases toward candidates with traditional degree qualifications. HR managers must work to overcome these biases within their teams and ensure that hiring practices are truly skills-based.

Ensuring consistency 

As skills-based hiring is more qualitative than degree-based hiring, maintaining consistency in evaluation across candidates and roles can be challenging. 

HR managers need to establish clear criteria and processes to ensure fairness and consistency.

Long-term integration

Successfully integrating skills-based hiring into long-term HR practices requires more than just changing job ads. It involves a cultural shift within the organization to value skills and competencies as much as, if not more than, formal education.

Measuring impact

HR managers must also develop methods to measure the impact of skills-based hiring on the organization, from the quality of hires and team performance to diversity and employee retention rates.

Things in business are fluid, as you already know. There is no one-size-fits-all approach to the skill-based hiring process. Defining whether your company needs more adaptive skill sets or the authority of a university degree is a good starting point. 

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Social Media Advertising Administrator job description https://resources.workable.com/social-media-advertising-administrator-job-description Tue, 05 Mar 2024 14:17:03 +0000 https://resources.workable.com/?p=93611 A Social Media Advertising Administrator is a professional specializing in creating, managing, and optimizing social media advertising campaigns, focusing on leveraging these platforms to meet specific marketing objectives, such as recruitment or brand promotion. Use this Social Media Advertising Administrator job description template to advertise open roles for your company. Be sure to modify requirements […]

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A Social Media Advertising Administrator is a professional specializing in creating, managing, and optimizing social media advertising campaigns, focusing on leveraging these platforms to meet specific marketing objectives, such as recruitment or brand promotion.

Use this Social Media Advertising Administrator job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Social Media Advertising Administrator?

A Social Media Advertising Administrator is a key player in digital marketing, focusing on harnessing the power of social media platforms to achieve advertising goals. This role involves strategic planning, execution, and analysis of advertising campaigns that align with the company’s objectives, such as recruitment or enhancing brand visibility.

Their expertise in social media dynamics, targeting, and ad optimization makes them instrumental in turning social networks into effective channels for advertising and engagement.

What does a Social Media Advertising Administrator do?

A Social Media Advertising Administrator manages and executes social media advertising campaigns to achieve specific objectives.

This involves targeting the right audience, creating compelling ad content, and analyzing data to refine campaign strategies.

They work closely with customers to understand their needs and report on campaign performance. Additionally, they collaborate with internal teams to leverage insights for product enhancement and stay updated with advertising trends to ensure the effectiveness of campaigns. Their role is crucial in maximizing the return on investment in social media advertising and contributing to the company’s growth.

Social Media Advertising Administrator responsibilities include:

  • Running Facebook recruitment marketing campaigns
  • Conducting tests to optimize ad performance
  • Communicating with customers about campaign performance
  • Collaborating with Data Management, Data Science, and Product teams for continuous improvement

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Senior Tax and Accounting Specialist job description https://resources.workable.com/senior-tax-and-accounting-specialist-job-description Tue, 05 Mar 2024 13:40:22 +0000 https://resources.workable.com/?p=93610 A Senior Tax and Accounting Specialist is a professional expert in managing tax compliance, overseeing accounting processes, and ensuring financial regulations are met. They play a critical role in maintaining the financial health and legal standing of an organization. Use this Senior Tax and Accounting Specialist job description template to advertise open roles for your […]

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A Senior Tax and Accounting Specialist is a professional expert in managing tax compliance, overseeing accounting processes, and ensuring financial regulations are met. They play a critical role in maintaining the financial health and legal standing of an organization.

Use this Senior Tax and Accounting Specialist job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Senior Tax and Accounting Specialist?

A Senior Tax and Accounting Specialist is a vital member of a company’s finance department, responsible for managing tax obligations and ensuring compliance with financial regulations. They ensure that the company adheres to tax laws, prepares accurate financial documents, and develops efficient tax strategies to optimize financial performance.

Their expertise in accounting and taxation is crucial for the financial integrity and compliance of the organization.

What does a Senior Tax and Accounting Specialist do?

A Senior Tax and Accounting Specialist manages a wide range of tax-related activities, including compliance with local and international tax laws, preparation of tax documents, and liaison with external tax consultants.

They also play a significant role in transfer pricing, ensuring that all intercompany transactions are documented and accounted for correctly.

By designing and implementing reconciliation processes, they bridge accounting and tax reporting, contributing to the accuracy and reliability of financial statements. Their work supports the organization’s strategic tax planning and audit preparation, making them key to financial management and planning.

Senior Tax and Accounting Specialist responsibilities include:

  • Overseeing tax and statutory compliance in various jurisdictions
  • Monitoring and documenting the company’s transfer pricing policies
  • Designing and implementing accounting to tax reconciliation processes
  • Supporting tax and financial audits at both global and local levels

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Senior Software Developer job description https://resources.workable.com/senior-software-developer-job-description Tue, 05 Mar 2024 13:13:42 +0000 https://resources.workable.com/?p=93609 A Senior Software Developer is a seasoned expert in creating, testing, and improving software applications. They play a critical role in driving the development process, leveraging their extensive coding skills and knowledge to build robust, scalable, and innovative software solutions. Use this Senior Software Developer job description template to advertise open roles for your company. […]

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A Senior Software Developer is a seasoned expert in creating, testing, and improving software applications. They play a critical role in driving the development process, leveraging their extensive coding skills and knowledge to build robust, scalable, and innovative software solutions.

Use this Senior Software Developer job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Senior Software Developer?

A Senior Software Developer is an experienced professional who leads the design, development, and maintenance of software applications. They apply advanced programming skills to create scalable, efficient, and high-quality software solutions.

Senior Developers are instrumental in making strategic decisions regarding application architecture, technology stack, and development practices, ensuring the software meets business requirements and industry standards.

What does a Senior Software Developer do?

A Senior Software Developer takes on complex coding tasks, mentors junior developers, and collaborates with other teams to ensure seamless integration of new technologies and features. They are responsible for the entire software development lifecycle, from concept to deployment, including troubleshooting and resolving issues in production environments.

They work with modern programming languages and frameworks, ensuring the application’s architecture supports scalability and performance. By staying updated on new technologies and best practices, they contribute to continuous improvement and innovation within the development team.

Senior Software Developer responsibilities include:

  • Designing and building enterprise-level web applications
  • Ensuring the performance, quality, and responsiveness of applications
  • Collaborating with teams across different areas of software development
  • Implementing security and data protection measures

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Data-driven business decisions: the foundation for growth https://resources.workable.com/stories-and-insights/data-driven-business-decisions Mon, 04 Mar 2024 16:37:31 +0000 https://resources.workable.com/?p=93602 Data is all the rage these days, with storage expected to reach 175 zettabytes by 2025. That’s 1,000,000,000,000,000,000,000 bytes. That’s an absolute lot. That’s according to Deloitte, and emphasized by Avinash Tripathi, a leading figure in analytics who has observed that explosion of data throughout his long career. We sat down with him for an […]

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Data is all the rage these days, with storage expected to reach 175 zettabytes by 2025. That’s 1,000,000,000,000,000,000,000 bytes. That’s an absolute lot.

That’s according to Deloitte, and emphasized by Avinash Tripathi, a leading figure in analytics who has observed that explosion of data throughout his long career. We sat down with him for an email Q&A and he had plenty of insights on this.

Currently working as VP of Analytics at the University of Phoenix, Avinash brings more than 20 years of experience in using data to inform decisions.

What he sees is a shift in the way businesses run operations. In short, we’re going data-first.

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A data-first society

First off – our business communities are evolving.

“The advancements in computing and increased access to data have paved the way for the rise of technologies such as AI,” Avinash says.

“Organizations are recognizing the immense value of data, investing heavily in data infrastructure, governance, and talent.”

It’s no longer about traditional data storage restricted to limited tools and prohibitive costs of storing data. Business communities are moving forward to more modern, sophisticated analytics platforms both in the way they approach customers and employees.

“Today,” Avinash says, “the changing landscape of customer demands is pushing for data-driven approaches.”

He adds that compliance is a growing consideration in an increasingly regulated data ecosystem – necessitating a data-driven approach.

Despite the optimistic landscape, companies face practical challenges.

“Despite the investments in data-driven initiatives, research by McKinsey suggests that only a small percentage of organizations (8%) effectively scale up their analytics capabilities.”

This, however, could be an opportunity for the right organization to get ahead. Avinash reaffirms this – with a caveat.

“This underscores the need for data governance, talent development, and a strategic approach to maximize the potential of available information.”

“This underscores the need for data governance, talent development, and a strategic approach to maximize the potential of available information.”

The value of data-led management

What should companies do with all this, then?

The first step is to recognize the sheer value of vast data collections and analytical tools in today’s competitive environment. There are a number of ways how data has value for organizations:

More accurate projections of behavior

“Companies are amassing vast troves of customer information,” says Avinash. “These resources help them identify patterns and trends that may go unnoticed using traditional methods.”

A classic example is seen at Lyft, which matches drivers to customers through behavioral data – escalating its profile as a carshare service beyond the traditional taxi even back in the late 2010s.

That’s the kind of customer intent data that Avinash is referring to, where data provides a deeper understanding of customer behaviors, market trends, and operational efficiencies, enabling businesses to tailor their decisions more closely to their ideal customer’s needs and pain points.

Using data to make decisions also reduces risk in ensuring that decisions are grounded in real science – again, in the Lyft example, knowing exactly where/when a customer is looking for service is an objective advantage over pursuing the same result via sheer speculation.

“Utilizing real-time data to inform decisions has additional benefits compared to other traditional approaches. The accuracy derived from analyzing data sets it apart from relying solely on intuition and opinions.”

“Utilizing real-time data to inform decisions has additional benefits compared to other traditional approaches. The accuracy derived from analyzing data sets it apart from relying solely on intuition and opinions.”

An ever-evolving feedback loop

Companies can also gain a competitive edge when they can use historical data to refine business strategies.

“By monitoring the impact of their decisions, evaluating results, and learning from mistakes, businesses can refine their strategies for better outcomes and continuous growth.”

This continuous loop of feedback and adjustment keeps businesses competitive and adaptive to changing market dynamics, Avinash adds.

“The scalability of data-driven decision-making makes it suitable for businesses of all sizes, fostering growth and creating opportunities for improvement.”

How to use data in hiring decisions

When asked for how data can be applied in recruitment, Avinath highlighted three examples.

1. Refining recruitment practices

First, recruitment practices can be updated.

“During the hiring process, recruitment analytics can influence screening by employing skills-focused tools to sift through and assess applicants,” says Avinash.

Read more: Data-driven recruiting 101: How to improve your hiring process

He adds that data-driven tools like gamified assessments and simulations can support the suitability of a candidate for a role, resulting in more accurate and efficient hiring processes.

All the usual recruitment metrics, including time to hire, time to fill, cost per hire, etc., can illustrate the opportunities that leveraging data can provide in streamlining recruitment operations, Avinash says.

“Data-backed tools … can provide comprehensive analytics on candidate sourcing, engagement, and conversion rates and help optimize hiring.”

2. Planning the workforce of the future

Data analytics can also aid in future-proofing talent management – predicting potential outcomes in a company workforce that can be minimized or even eliminated using data intelligence.

“Predicting future workforce needs, finding the right talent, and effectively nurturing and retaining employees is a multifaceted and intricate challenge.”

Employee data – such as schedules, productivity and quality of work, time off and sick days, engagement survey results, exit interview feedback, compensation, collaborative tool usage, and much much more – can be analyzed using analytics tools.

This can then be turned into actionable insights to support business decisions as they relate to talent, Avinash says.

These insights can prove valuable in mitigating talent attrition and turnover, looming skills gaps, and losses in productivity.

3. Establishing a robust talent pipeline

Data also provides objective criteria for decisions to develop and promote your team members.

“Analytics can help pinpoint employees using measurable indicators,” Avinash tells us. “It can also play a role in cultivating talent pipelines by analyzing employee performance metrics.”

This underscores the fairness and objectivity that data-driven criteria bring to advancement decisions, reducing risks associated with bias – bias being a growing concern in today’s working world.

This highlights another benefit of talent data analytics: progress in diversity, equity, and inclusion.

“Recognizing and appreciating diversity and inclusivity is crucial when it comes to making decisions based on data,” Avinash says.

“Prioritizing fairness and inclusivity in data-driven processes for all employees helps create a positive workplace environment. Companies must recognize the limitations of data and ensure they integrate insights to prevent oversimplification.”

The risks of relying on data

The movie “Moneyball” is based on the true story of a baseball manager who switched to a data-first approach in building his team. As Brad Pitt’s character says in one scene: “His on-base percentage is all we’re looking at now.”

Data can provide a reliably objective foundation for employer decision-making, but does not consider the vast range of nuances and intangibles that an employee can bring to the table.

As such, Avinash warns against overreliance on the numbers especially in today’s workplaces which are more multifaceted than the game of baseball.

“Employees are much more than just statistics, aren’t they?” he asks. “Relying solely on a fixed set of metrics for evaluation has its limitations.”

In other words, soft skills are undervalued.

“Characteristics such as ethics and integrity, collaboration, empathy, resilience, and adaptability are essential but frequently difficult to accurately quantify.”

Avinash emphasizes a balanced approach that appreciates both tangible and intangible contributions.

“Neglecting these [intangible] traits could result in underestimating the true worth of an employee.”

A fine balance between human and machine

Many employers are cognizant of the need for balance. According to Workable’s poll on AI in Hiring & Work, 15% of hiring managers who use AI still take a fully human approach and 57% adopt a mostly human approach to that crucial final hiring decision.

“While data is valuable it is essential to remember that it is one piece of the puzzle, in understanding and managing individuals,” says Avinash, who notes that the reliance on data-first insights versus human expertise really depends on the situation.

Which begs the question: how do you know which situation calls for data and which calls for human involvement?

“Data analysis is preferred for operational tasks and decisions because it helps reduce risks and uncertainties, such as sales forecasts, staffing, and more,” says Avinash, who says that these can be high-impact decisions and should absolutely be grounded in data.

On the other hand, humans are still the experts at managing the human component of business or establishing overall strategy.

“For decisions that require strategic foresight, or a grasp of human capital, experience and intuition hold immense value,” says Avinash. “This is particularly evident in areas like employee relations and the voice of the customer.”

This means an ideally symbiotic relationship between data-driven methodologies and human insights, highlighting the importance of leveraging both to achieve comprehensive and fair outcomes in a data-driven world.

Data, data, everywhere – and not a drop to waste

Avinash isn’t just a self-proclaimed data expert – his resume includes overseeing data science, marketing analytics, and yes, AI, at the University of Phoenix. He also holds board member positions at Fast Company and at Evanta, a Gartner company. His past roles include numerous directorial-level positions in analytics at a range of companies primarily in the education sector.

His sage advice is that companies understand the advantages of advanced data analytics and ensuring a copacetic synergy between human wisdom and data intelligence in business operations.

It’s an exciting road ahead. If 175 zettabytes of data volume is predicted for 2025, imagine what’s coming after that. And companies need to get on board if they want to stay competitive.

“As these factors continue to converge,” Avinash concludes, “making decisions based on data will unquestionably be a factor in achieving success in contemporary society.”

“As these factors continue to converge, making decisions based on data will unquestionably be a factor in achieving success in contemporary society.”

Disclaimer: The opinions and views expressed herein are solely those of Avinash Tripathi and do not necessarily reflect the views of the University of Phoenix, its affiliates, or its employees. This content is provided for informational purposes only and should not be considered advice, an endorsement or representation by University of Phoenix or any other party.

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Senior QA Automation Engineer job description https://resources.workable.com/senior-qa-automation-engineer-job-description Mon, 04 Mar 2024 14:56:49 +0000 https://resources.workable.com/?p=93601 A Senior QA Automation Engineer is a specialized professional responsible for ensuring software quality through the design, development, and execution of automated tests and frameworks, contributing to the delivery of high-quality software products. Use this Senior QA Automation Engineer job description template to advertise open roles for your company. Be sure to modify requirements and […]

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A Senior QA Automation Engineer is a specialized professional responsible for ensuring software quality through the design, development, and execution of automated tests and frameworks, contributing to the delivery of high-quality software products.

Use this Senior QA Automation Engineer job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Senior QA Automation Engineer?

A Senior QA Automation Engineer is an expert in automating the testing process to identify defects, ensure software quality, and support continuous integration and deployment. They play a critical role in the software development lifecycle, from planning to deployment, by automating and executing test cases, reporting issues, and ensuring that all aspects of the software function as expected before release.

What does a Senior QA Automation Engineer do?

A Senior QA Automation Engineer designs and implements automation strategies to streamline the testing process, making it more efficient and effective. They work closely with development and product teams to understand requirements, develop test plans, and create automated tests for various platforms, including web and mobile.

These engineers maintain testing frameworks, analyze test results, identify and report defects, and work on their resolution. By integrating tests into the CI/CD pipeline, they enable continuous delivery and ensure software reliability and performance. Their work significantly contributes to the product’s quality, usability, and customer satisfaction.

Senior QA Automation Engineer responsibilities include:

  • Driving the software quality assurance lifecycle within Agile processes
  • Designing and implementing test strategies, plans, and cases
  • Developing and maintaining mobile test automation frameworks
  • Executing automated UI and functional tests on devices and emulators

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Senior Product Designer job description https://resources.workable.com/senior-product-designer-job-description Mon, 04 Mar 2024 14:01:18 +0000 https://resources.workable.com/?p=93600 A Senior Product Designer is a creative and technical professional dedicated to designing the aesthetics, functionality, and usability of a product, ensuring it delivers an exceptional user experience and aligns with the company’s goals. Use this Senior Product Designer job description template to advertise open roles for your company. Be sure to modify requirements and […]

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A Senior Product Designer is a creative and technical professional dedicated to designing the aesthetics, functionality, and usability of a product, ensuring it delivers an exceptional user experience and aligns with the company’s goals.

Use this Senior Product Designer job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Senior Product Designer?

A Senior Product Designer is an expert in crafting the visual and interactive elements of a product, focusing on creating intuitive, engaging, and aesthetically pleasing designs. They apply their deep understanding of user behavior, design principles, and technology to solve complex challenges and enhance the overall user experience.

What does a Senior Product Designer do?

A Senior Product Designer plays a crucial role in the product development process, from initial research and ideation to the final design and testing phases. They work closely with product managers, developers, and users to ensure the product not only looks appealing but also meets functional requirements and user needs.

Their work involves creating wireframes, prototypes, and high-fidelity designs, conducting usability tests, and continuously iterating on designs based on feedback and data analysis. They are instrumental in defining the product’s design language and ensuring consistency across the product.

Senior Product Designer responsibilities include:

  • Designing user-centric product interfaces and experiences
  • Collaborating with product managers and engineers to bring visions to life
  • Conducting user research and translating insights into design decisions
  • Prototyping and testing designs to refine and validate usability

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Senior Performance Engineer job description https://resources.workable.com/senior-performance-engineer-job-description Mon, 04 Mar 2024 13:29:12 +0000 https://resources.workable.com/?p=93599 A Senior Performance Engineer is a specialized role focused on enhancing the efficiency and reliability of software systems, ensuring optimal performance under varying loads and conditions to deliver a seamless user experience. Use this Senior Performance Engineer job description template to advertise open roles for your company. Be sure to modify requirements and duties based […]

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A Senior Performance Engineer is a specialized role focused on enhancing the efficiency and reliability of software systems, ensuring optimal performance under varying loads and conditions to deliver a seamless user experience.

Use this Senior Performance Engineer job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Senior Performance Engineer?

A Senior Performance Engineer is an expert in analyzing, testing, and optimizing the performance of software applications across various platforms, including web and mobile. They are responsible for identifying bottlenecks and issues that may affect the application’s efficiency and user experience.

By using a combination of analytical skills, software development knowledge, and understanding of system architecture, they ensure that applications are scalable, responsive, and can handle the expected load.

What does a Senior Performance Engineer do?

A Senior Performance Engineer plays a crucial role in the development lifecycle of software applications by ensuring they perform optimally under all conditions. They design and execute performance test strategies, develop and maintain testing tools and frameworks, and work closely with development teams to identify and resolve performance issues.

Their work involves analyzing system architecture, conducting performance monitoring, and implementing solutions to improve response times and system scalability. By focusing on the end-to-end performance of the system, they help in creating a robust, efficient, and high-quality user experience, even under high traffic conditions.

They also serve as a performance advisor within agile teams, ensuring performance considerations are integrated into software development practices.

Senior Performance Engineer responsibilities include:

  • Developing performance test plans and strategies
  • Implementing performance testing tools and frameworks
  • Advising development teams on performance enhancement
  • Executing exploratory testing for new features within Agile development processes

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Senior People Operations Manager job description https://resources.workable.com/senior-people-operations-manager-job-description Mon, 04 Mar 2024 13:16:55 +0000 https://resources.workable.com/?p=93598 A Senior People Operations Manager is a strategic leader responsible for overseeing and enhancing the human resources functions within an organization, focusing on fostering a positive work environment, optimizing employee performance, and supporting the company’s growth. Use this Senior People Operations Manager job description template to advertise open roles for your company. Be sure to […]

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A Senior People Operations Manager is a strategic leader responsible for overseeing and enhancing the human resources functions within an organization, focusing on fostering a positive work environment, optimizing employee performance, and supporting the company’s growth.

Use this Senior People Operations Manager job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Senior People Operations Manager?

A Senior People Operations Manager is a key figure in the HR department who plays a crucial role in shaping the workforce strategy of an organization. They are tasked with developing policies, programs, and practices that promote a high-performance culture, employee engagement, and organizational effectiveness.

This role involves a blend of strategic planning and hands-on management to ensure the alignment of HR functions with business objectives, fostering a supportive and productive workplace.

What does a Senior People Operations Manager do?

A Senior People Operations Manager oversees the HR functions such as recruitment, training, performance management, and employee relations. They work closely with senior leadership to develop HR strategies that support the organization’s goals, focusing on talent management, succession planning, and workforce development.

This role is pivotal in creating a rewarding and inclusive work environment, where employees feel valued and motivated. They manage employee benefits, ensure legal compliance, and lead initiatives to enhance employee satisfaction and retention.

The Senior People Operations Manager also uses people analytics to inform decision-making, drive improvements, and measure the impact of HR initiatives on organizational performance.

Senior People Operations Manager responsibilities include:

  • Leading People Operations, Talent Acquisition, and Office Management functions
  • Developing and implementing HR strategies and initiatives
  • Managing employee lifecycle, rewards, benefits, and progression
  • Ensuring compliance with employment laws and regulations

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Senior Operations Engineer job description https://resources.workable.com/senior-operations-engineer-job-description Fri, 01 Mar 2024 13:59:40 +0000 https://resources.workable.com/?p=93580 A Senior Operations Engineer is a key technical role responsible for troubleshooting and resolving production issues, optimizing operational procedures, and developing software to enhance system efficiency and customer experience. Use this Senior Operations Engineer job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique […]

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A Senior Operations Engineer is a key technical role responsible for troubleshooting and resolving production issues, optimizing operational procedures, and developing software to enhance system efficiency and customer experience.

Use this Senior Operations Engineer job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Senior Operations Engineer?

A Senior Operations Engineer is an experienced professional who plays a critical role in maintaining and improving the operational infrastructure of a company. They are tasked with ensuring that systems run smoothly and efficiently, identifying and resolving any issues that arise in production environments.

Their expertise in software development and system operations helps in automating tasks, enhancing system capabilities, and ultimately supporting the company’s growth by ensuring scalability and reliability.

What does a Senior Operations Engineer do?

A Senior Operations Engineer works on a wide range of technical and operational challenges, focusing on maintaining the health and efficiency of the company’s production environment.

They investigate and solve complex production issues, collaborate with the Product team to ensure new features meet operational standards, and develop tools and software to automate processes and improve data management.

Additionally, they perform root cause analysis to prevent future issues, monitor system integrations, and work closely with customer-facing teams to address technical inquiries. Their role is pivotal in enhancing the overall customer experience, ensuring the product delivers maximum value, and supporting the operational needs of various departments within the organization.

Senior Operations Engineer responsibilities include:

  • Investigating and resolving production issues
  • Developing software to automate operational procedures
  • Performing root cause analysis for production errors
  • Working with Product and other departments to ensure operational efficiency and customer satisfaction

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Senior Machine Learning Engineer job description https://resources.workable.com/senior-machine-learning-engineer-job-description Fri, 01 Mar 2024 13:45:10 +0000 https://resources.workable.com/?p=93578 A Senior Machine Learning Engineer is an expert in developing and implementing machine learning algorithms and models, focusing on solving complex problems and enhancing technological solutions within an organization. Use this Senior Machine Learning Engineer job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the […]

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A Senior Machine Learning Engineer is an expert in developing and implementing machine learning algorithms and models, focusing on solving complex problems and enhancing technological solutions within an organization.

Use this Senior Machine Learning Engineer job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Senior Machine Learning Engineer?

A Senior Machine Learning Engineer specializes in creating, deploying, and maintaining advanced machine learning models that drive innovation and efficiency within software applications. They leverage their deep understanding of machine learning, natural language processing, and data science to develop algorithms that can learn from and make decisions based on data.

This role involves a blend of technical expertise, creativity, and problem-solving skills to tackle complex challenges in various domains, including search and recommendation systems.

What does a Senior Machine Learning Engineer do?

A Senior Machine Learning Engineer designs and implements machine learning solutions to improve and automate decision-making processes within an organization. Their work spans the full machine learning lifecycle, from data preparation and model development to deployment and monitoring.

They utilize NLP and ML algorithms to power semantic search and recommendation engines, ensuring the models are scalable, efficient, and integrated seamlessly into the product ecosystem. Additionally, they write and optimize code for production environments, ensuring the robustness and reliability of ML services.

Staying at the forefront of ML advancements, they continuously explore new technologies and methodologies to enhance model performance and functionality.

Senior Machine Learning Engineer responsibilities include:

  • Applying deep learning NLP and ML models to enhance search and recommendation engines
  • Managing the ML lifecycle from data collection to deployment and monitoring
  • Writing production-quality code for ML models as services and APIs
  • Keeping up with the latest ML tooling and communities

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Senior Learning and Development Manager job description https://resources.workable.com/senior-learning-and-development-manager-job-description Fri, 01 Mar 2024 13:23:16 +0000 https://resources.workable.com/?p=93577 A Senior Learning and Development Manager designs and implements strategies to enhance the skills and knowledge of employees within an organization, focusing on professional growth and performance improvement. Use this Senior Learning and Development Manager job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the […]

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A Senior Learning and Development Manager designs and implements strategies to enhance the skills and knowledge of employees within an organization, focusing on professional growth and performance improvement.

Use this Senior Learning and Development Manager job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Senior Learning and Development Manager?

A Senior Learning and Development Manager is a strategic role focused on fostering an environment of continuous learning and development within an organization. This professional is tasked with creating, implementing, and managing training programs that support the professional growth of all employees.

They play a critical role in identifying skill gaps, designing curriculum, and evaluating the effectiveness of training initiatives to ensure they meet the evolving needs of the business and its workforce.

What does a Senior Learning and Development Manager do?

A Senior Learning and Development Manager leads the development and implementation of an organization’s learning strategies and programs. They collaborate with department heads and managers to identify training needs and design effective training solutions.

This role involves hands-on coaching, facilitating workshops, and delivering training sessions across various formats, such as e-learning and in-person workshops.

They are also responsible for managing training logistics, tracking budget expenditures, and analyzing training effectiveness to continually improve learning outcomes. Beyond training delivery, they play a pivotal role in overseeing performance review cycles, aiding in career path development, and enhancing onboarding programs to align with organizational goals and employee development.

Senior Learning and Development Manager responsibilities include:

  • Designing and coordinating training programs
  • Identifying learning needs in partnership with managers
  • Delivering and facilitating trainings
  • Measuring training effectiveness and adapting programs accordingly

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Senior IT Administrator job description https://resources.workable.com/senior-it-administrator-job-description Fri, 01 Mar 2024 13:06:01 +0000 https://resources.workable.com/?p=93576 A Senior IT Administrator is a seasoned professional who manages and oversees the IT infrastructure of an organization, ensuring all IT services and systems run smoothly. Use this Senior IT Administrator job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the […]

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A Senior IT Administrator is a seasoned professional who manages and oversees the IT infrastructure of an organization, ensuring all IT services and systems run smoothly.

Use this Senior IT Administrator job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Senior IT Administrator?

A Senior IT Administrator plays a crucial role in the technological backbone of a company, overseeing the operation, maintenance, and security of IT systems and services. This individual ensures that all components of the organization’s IT infrastructure, from hardware and software to network and cloud services, function efficiently and securely.

Their expertise enables them to manage complex IT environments, making strategic decisions to improve and optimize the company’s technological resources.

What does a Senior IT Administrator do?

A Senior IT Administrator is responsible for the smooth operation of an organization’s IT infrastructure. This includes configuring and managing cloud services, troubleshooting IT issues, and providing direct support to employees for any technology-related concerns.

They are also in charge of implementing IT system enhancements and modifications, managing the IT inventory, and ensuring the organization’s IT processes align with business goals.

Additionally, they play a key role in employee onboarding/offboarding, training users on new systems, and maintaining vendor relations and license management. Their work supports the overall productivity and efficiency of the company by ensuring that all team members have the IT resources they need to perform their duties effectively.

Senior IT Administrator responsibilities include:

  • Managing, configuring, and troubleshooting IT cloud services
  • Providing IT support and technical assistance
  • Managing the IT aspects of employee onboarding/offboarding
  • Maintaining IT documentation and inventory

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DOL’s Final Rule: what it entails and why employers must listen https://resources.workable.com/tutorial/dol-final-rule-contractors-vs-employees Thu, 29 Feb 2024 21:21:36 +0000 https://resources.workable.com/?p=93569 On January 10, 2024, the US Department of Labor (DOL) published the Final Rule. This is a revision of the DOL’s guidance on the proper standard for analyzing whether a worker is an employee or independent contractor under the Fair Labor Standards Act (FLSA). In a nutshell, this matters because employees are covered by the […]

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On January 10, 2024, the US Department of Labor (DOL) published the Final Rule. This is a revision of the DOL’s guidance on the proper standard for analyzing whether a worker is an employee or independent contractor under the Fair Labor Standards Act (FLSA).

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In a nutshell, this matters because employees are covered by the FLSA, while independent contractors are not. The FLSA itself does not define independent contractors and its definition of employee leaves significant room for interpretation.

Employers must pay attention to this new guidance to ensure they are properly paying workers. The consequence of not doing so can be potentially steep economic damages.

Note: Workable is not a law firm. This article is meant to provide general information and should be used as a reference. It’s not a legal document and doesn’t provide legal advice. Neither the author nor Workable will assume any legal liability that may arise from the use of this article. Always consult your attorney on matters of legal compliance.

A ‘final’ clarification

The Final Rule replaces the DOL’s 2021 Trump-era guidance. It clarifies that if, in economic terms, a worker relies on an employer for their work and is not in business for themselves, they cannot be considered an independent contractor.

The previous administration’s test aimed to evaluate if a worker operates as their own business, classifying them as an independent contractor, or relies on an employer for work, thus making them an employee.

With the introduction of the Final Rule, the DOL is rescinding the previous guidance and introducing a comprehensive, multi-faceted analysis that considers the entire scope of circumstances around the definition of an employee versus an independent contractor.

As such – companies who work with contractors especially need to pay attention.

Supplemental reading: Biden’s labor agenda: what you need to know as an employer

What does this change mean for employers?

The Final Rule takes effect on March 11, 2024. The DOL’s new guidance is highly politicized, and employers should expect to see legal challenges to the rule and the DOL’s efforts to implement it. Businesses – including Uber and DoorDash – are already pursuing legal action.

It remains to be seen as of February 2024 whether the courts will delay introduction of this rule. Nevertheless, employers, in consultation with legal counsel, should keep the new rule in mind as they audit their existing relationships and plan for future relationships with workers.

If the Final Rule survives, unless your business is entirely staffed by employees (who are paid as such), you should be taking a hard look at your contractors to assess whether they are properly classified under this new guidance.

The Final Rule: 6 factors to look at

In order to determine “economic dependence,” the Final Rule identifies six factors that “should guide an assessment of the economic realities of the working relationship”:

  • the opportunity for profit or loss depending on managerial skill
  • investments by the worker and the potential employer
  • the degree of permanence of the work relationship
  • the nature and degree of control
  • the extent to which the work performed is an integral part of the potential employer’s business
  • skill and initiative (i.e., whether the worker uses specialized skills to perform the work and whether those skills contributed to business-like initiative)

While the DOL emphasizes these six factors in its guidelines, it also notes that additional factors may be relevant to the overall question of economic dependence. No single factor (or set of factors) automatically determines a worker’s status as either an employee or an independent contractor. Employers are encouraged to review each of those factors for their contractors.

But it does not stop there.

Employers must navigate not only the DOL’s guidance under the FLSA, but also applicable state law, which may have different standards for classification under state wage and hour law.

For example, Massachusetts has adopted a form of the ABC test (or three questions) to help answer the employee vs. independent contractor question under the Massachusetts Wage Act.

What about misclassification?

What if an employer realizes they have misclassified a worker? That’s something you want to avoid entirely, but it does happen. The key is to minimize the risk when transitioning an independent contractor to an employee.

Generally, employers will likely find that it is better to properly classify their workers and assume some potential risk associated with that correction than attempt to whistle past the graveyard.

Employers should consult with their employment attorney with questions about classifying workers as employees or independent contractors, the efforts by the DOL to regulate these classifications, and the relevant state law approaches to classification.

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What is reboarding and how it can boost retention rates https://resources.workable.com/hr-terms/what-is-reboarding Thu, 29 Feb 2024 16:56:22 +0000 https://resources.workable.com/?p=93568 Reboarding or internal onboarding is the process of reintegrating employees into the workplace, whether they’re returning after a significant absence, transitioning within the company, or adapting to substantial organizational changes.  Unlike onboarding, which is designed for new employees, reboarding focuses on those who are already familiar with the company but need updates on policies, procedures, […]

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Reboarding or internal onboarding is the process of reintegrating employees into the workplace, whether they’re returning after a significant absence, transitioning within the company, or adapting to substantial organizational changes. 

Unlike onboarding, which is designed for new employees, reboarding focuses on those who are already familiar with the company but need updates on policies, procedures, or their roles due to changes during their absence.

Reboarding adapts to changes

The purpose of reboarding is multifaceted. It aims to ensure a smooth transition for employees back into their work environment, enhance engagement, and update them on any changes that have occurred. 

This process is crucial for maintaining continuity and ensuring that employees feel valued and informed, which, in turn, supports their productivity and the organization’s overall resilience.

Historically, reboarding was a less formalized process, often reserved for employees returning from extended leaves. 

However, the concept has evolved significantly, especially due to the pandemic’s impact on work models. 

The shift to remote and hybrid work environments has underscored the need for reboarding as a more structured and strategic approach, ensuring employees remain connected and engaged regardless of their physical workplace.

Why is reboarding important?

Reboarding plays a pivotal role in boosting employee engagement and morale. We already know that onboarding could lead to a 70% reduction in new hire turnover within the first year, so we can imagine how effective it could be for reboarding. 

Engaging employees through reboarding shows a commitment to their development and well-being, fostering a positive organizational culture.

Let’s see now other beneficial aspects of reboarding

Productivity and efficiency

The reintroduction of employees to the workplace through reboarding significantly enhances productivity and efficiency. 

By updating employees on new processes, technologies, and policies, organizations can minimize the learning curve and enable employees to contribute effectively in a shorter timeframe. 

Eddy’s insights on reboarding emphasize its benefits in terms of efficiency, consistency, and thoroughness, which are crucial for maintaining operational effectiveness.

Retention and turnover

Effective reboarding strategies are also linked to improved retention rates. The process helps mitigate feelings of disconnect or obsolescence that might occur during extended absences, addressing potential concerns proactively. 

When is reboarding necessary?

Reboarding is not a one-size-fits-all process, it’s beneficial in various scenarios beyond the return of employees from leaves of absence. These include:

Returning employees: Whether from parental leave, sabbaticals, or medical leave, reboarding helps reintegrate employees into their roles and the company culture.

Promotions or internal transfers: As employees take on new roles or responsibilities, reboarding ensures they are equipped with the necessary knowledge and skills.

Rehired employees: For individuals returning to the company after a stint elsewhere, reboarding can update them on changes that have occurred in their absence.

Significant organizational changes: Mergers, acquisitions, policy updates, or shifts in strategic direction all necessitate reboarding to align employees with the new organizational landscape.

Transitions to new work models: The move to remote or hybrid models is a prime example of a scenario requiring comprehensive reboarding to address the unique challenges and opportunities these models present.

Building a successful reboarding program

A well-structured reboarding program is essential for ensuring employees are effectively reintegrated into the workplace. The following components are crucial:

Welcome and re-Integration: Creating a welcoming environment for returning employees is vital. This includes formal welcome-back meetings and informal catch-ups with team members to rebuild connections.

Training and updates: Providing up-to-date training on new tools, technologies, and company policies ensures employees are prepared to resume their roles effectively. 

This training should be tailored to the individual’s needs and the extent of changes that have occurred during their absence.

Communication of changes: Clear and comprehensive communication about any organizational changes, including shifts in strategy, leadership, or operational processes, is essential for transparency and alignment.

Performance management and goal setting: Setting clear expectations and goals for returning employees helps them understand their role in the organization’s objectives and how they can contribute to success.

Regular check-ins and support: Ongoing support through regular check-ins allows for addressing any concerns or challenges that may arise, ensuring a smooth transition back into the workplace.

Best practices and strategies for reboarding

Implementing an effective reboarding program requires thoughtful planning and execution. Here are some best practices to consider:

Tailor the program to individual needs: Recognize that each employee’s reboarding experience will be unique. Customize the program based on the duration of their absence, the reason for their return, and any significant changes that have occurred.

Utilize a variety of methods: Incorporate different reboarding methods, such as one-on-one meetings, group training sessions, and digital resources, to accommodate diverse learning styles and needs.

Seek feedback: Encourage feedback from reboarded employees to continually refine and improve the reboarding process. This feedback can provide valuable insights into the effectiveness of the program and areas for enhancement.

Leverage technology: Use technology to facilitate aspects of the reboarding process, such as virtual reality for immersive training experiences or AI-powered platforms for personalized learning paths.

Focus on culture and connection: Emphasize the importance of reconnecting with the company culture and fostering relationships among team members. 

This can include team-building activities or social events designed to reintegrate employees into the organizational community.

Reboarding is a critical process that goes beyond merely updating employees on new policies or procedures. It’s about re-establishing connections, aligning with the company’s strategic direction, and ensuring employees feel valued and engaged. 

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Senior iOS Engineer job description https://resources.workable.com/senior-ios-engineer-job-description Thu, 29 Feb 2024 14:44:02 +0000 https://resources.workable.com/?p=93566 A Senior iOS Engineer is a skilled developer specializing in creating and maintaining iOS applications. They leverage the latest Swift features and iOS SDKs to build intuitive, efficient, and visually appealing mobile applications. What is a Senior iOS Engineer? A Senior iOS Engineer is an experienced developer focused on designing, implementing, and maintaining applications for […]

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A Senior iOS Engineer is a skilled developer specializing in creating and maintaining iOS applications. They leverage the latest Swift features and iOS SDKs to build intuitive, efficient, and visually appealing mobile applications.

What is a Senior iOS Engineer?

A Senior iOS Engineer is an experienced developer focused on designing, implementing, and maintaining applications for Apple’s iOS operating system. They possess a deep understanding of the iOS ecosystem, including frameworks like UIKit and SwiftUI, and the Swift programming language.

These engineers are adept at solving complex problems, optimizing app performance, and ensuring a seamless user experience. Their role is crucial in the mobile app development lifecycle, from conceptualization and design to deployment and updates.

What does a Senior iOS Engineer do?

A Senior iOS Engineer takes charge of developing high-quality iOS applications that meet the needs of users and the objectives of the business. They work with the latest technologies and tools provided by Apple, including the most recent Swift versions and development environments like Xcode on state-of-the-art hardware.

These engineers are involved in every stage of the app development process, including planning, coding, testing, and deployment.

They ensure that the applications are reliable, fast, and provide a great user experience. Beyond technical skills, they participate in agile development practices, collaborate with team members from different disciplines, and contribute to the continuous improvement of the development process.

They also mentor junior developers, lead development projects, and stay updated with the latest trends and technologies in iOS development.

Senior iOS Engineer responsibilities include:

  • Developing and enhancing iOS applications using the latest Swift version and iOS SDKs
  • Participating in code reviews, pair programming, and design meetings
  • Ensuring smooth UX, low memory footprint, and battery efficiency
  • Collaborating in a cross-functional agile team environment

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Senior Global Account Manager job description https://resources.workable.com/senior-global-account-manager-job-description Thu, 29 Feb 2024 14:33:14 +0000 https://resources.workable.com/?p=93565 A Senior Global Account Manager is a professional responsible for managing and nurturing relationships with key clients worldwide, driving sales growth, and ensuring customer satisfaction to build successful long-term business partnerships. Use this Senior Global Account Manager job description template to advertise open roles for your company. Be sure to modify requirements and duties based […]

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A Senior Global Account Manager is a professional responsible for managing and nurturing relationships with key clients worldwide, driving sales growth, and ensuring customer satisfaction to build successful long-term business partnerships.

Use this Senior Global Account Manager job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Senior Global Account Manager?

A Senior Global Account Manager is a strategic role within a company, focusing on nurturing and expanding relationships with key business clients across the globe. This position involves understanding the needs and challenges of clients, offering solutions that align with their goals, and ensuring a high level of satisfaction with the company’s products or services.

The role requires a blend of sales acumen, customer service excellence, and the ability to influence and communicate effectively with stakeholders at all levels.

What does a Senior Global Account Manager do?

A Senior Global Account Manager oversees the company’s relationships with its most important clients worldwide. They are responsible for developing a deep understanding of each client’s business, identifying opportunities for growth, and ensuring that the company meets its sales targets and retention rates.

This involves strategic planning, coordination with sales and marketing teams, and direct communication with clients to address their needs and concerns. The role also entails reporting on sales results, staying updated on product developments, and leading training sessions for junior team members.

By effectively managing these responsibilities, a Senior Global Account Manager plays a crucial role in driving the company’s revenue growth and maintaining a strong, positive brand image among its global clientele.

Senior Global Account Manager responsibilities include:

  • Developing trusted advisor relationships with key accounts and stakeholders
  • Meeting and exceeding sales targets and performance metrics
  • Ensuring customer satisfaction and retention at an enterprise level
  • Generating new business through plan upgrades and referrals

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Senior Frontend Engineer job description https://resources.workable.com/senior-frontend-engineer-job-description Thu, 29 Feb 2024 14:15:10 +0000 https://resources.workable.com/?p=93564 A Senior Frontend Engineer is a skilled professional specializing in developing engaging and efficient user interfaces using modern web technologies, ensuring optimal performance and user experience across web and mobile platforms. Use this Senior Frontend Engineer job description template to advertise open roles for your company. Be sure to modify requirements and duties based on […]

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A Senior Frontend Engineer is a skilled professional specializing in developing engaging and efficient user interfaces using modern web technologies, ensuring optimal performance and user experience across web and mobile platforms.

Use this Senior Frontend Engineer job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Senior Frontend Engineer?

A Senior Frontend Engineer is an experienced developer focused on crafting the client-side of web applications. They leverage advanced JavaScript, frameworks like React, and modern web technologies to create responsive and interactive user experiences.

Their expertise extends to understanding the nuances of web performance, accessibility, and cross-browser compatibility, ensuring that applications are fast, accessible, and engaging for all users.

What does a Senior Frontend Engineer do?

A Senior Frontend Engineer plays a crucial role in the web development team, focusing on the design and implementation of web application interfaces. They work closely with designers and backend engineers to ensure seamless integration and functionality from a user perspective.

Their responsibilities include developing responsive layouts, implementing complex features with JavaScript (using frameworks like React), and ensuring the application’s performance and scalability through optimization techniques.

They also contribute to the architectural decisions, advocate for best practices in frontend development, and stay updated with the latest web technologies and trends. Additionally, they may mentor junior developers, lead frontend projects, and collaborate with stakeholders to translate business requirements into technical solutions that enhance user satisfaction and engagement.

Senior Frontend Engineer responsibilities include:

  • Developing responsive, mobile-first web applications and PWAs
  • Participating in product design and feature development
  • Coding in TypeScript & ES10 using React and modern CSS frameworks
  • Optimizing applications for performance and scalability

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Senior database reliability engineer job description https://resources.workable.com/senior-database-reliability-engineer-job-description Thu, 29 Feb 2024 14:01:00 +0000 https://resources.workable.com/?p=93563 A Senior Database Reliability Engineer (SDBRE) is a professional who combines database engineering and administration with software development to ensure database systems are reliable, scalable, and performant, particularly focusing on PostgreSQL and other database technologies. Use this Senior Database Reliability Engineer job description template to advertise open roles for your company. Be sure to modify […]

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A Senior Database Reliability Engineer (SDBRE) is a professional who combines database engineering and administration with software development to ensure database systems are reliable, scalable, and performant, particularly focusing on PostgreSQL and other database technologies.

Use this Senior Database Reliability Engineer job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Senior Database Reliability Engineer?

A Senior Database Reliability Engineer is an integral part of the SRE team, specializing in database technologies. They apply engineering principles, operational discipline, and mature software development practices to maintain and enhance database systems’ reliability. Their expertise in databases, particularly PostgreSQL, enables them to optimize data storage, retrieval, and processing to support user-facing services and production systems efficiently.

What does a Senior Database Reliability Engineer do?

A Senior Database Reliability Engineer ensures that all database systems supporting user-facing and backend services operate flawlessly. They are responsible for the entire lifecycle of database management, from design and implementation to maintenance and scaling.

This role involves analyzing and implementing best practices for database performance, reliability, and scalability. SDBREs develop and maintain infrastructure that supports thousands of concurrent users, manage database capacity, and work on the observability of database metrics to achieve operational objectives.

They also create tools and automation to simplify database operations, enabling engineering teams to focus on development. Collaborating closely with SREs and developers, they play a key role in rolling out changes to the production environment and mitigating database-related incidents.

Leading projects within their domain, they ensure timely delivery and contribute to the continuous improvement of database services.

Senior Database Reliability Engineer responsibilities include:

  • Ensuring the availability, scalability, and performance of database systems.
  • Designing, building, and maintaining core database infrastructure.
  • Developing tools and automation for database infrastructure management.
  • Providing database expertise to engineering and SRE teams.

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How can AI support your RTO efforts? Check our strategy https://resources.workable.com/stories-and-insights/ai-supports-return-to-office Wed, 28 Feb 2024 15:11:14 +0000 https://resources.workable.com/?p=93545 The truth is that the Return To Office (RTO) has brought a new trend, the hybrid work model. This has emerged as the new normal, balancing the flexibility of remote work with the collaborative benefits of in-person interactions. But how long will it last?  AI supports RTO offering innovative solutions for workforce management, health monitoring, […]

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The truth is that the Return To Office (RTO) has brought a new trend, the hybrid work model. This has emerged as the new normal, balancing the flexibility of remote work with the collaborative benefits of in-person interactions. But how long will it last? 

AI supports RTO offering innovative solutions for workforce management, health monitoring, and enhancing employee experiences, making it an indispensable tool for HR professionals navigating this maze.

The value of in-person work

Understanding the preferences of employees and the perspectives of employers is crucial in shaping effective RTO strategies. 

A staggering 86% of employees express a desire to work from home at least twice a week, indicating a strong preference for flexibility in their work arrangements (Deskbird, 2024). 

This sentiment is echoed by the 95% of individuals who favor a return to the workplace in some capacity, preferring a hybrid model that combines the best of both worlds (Envoy, 2024).

From the employer’s standpoint, the drive towards RTO is motivated by more than just operational considerations. 

A recent CNBC survey revealed that 90% of companies aim for some form of office return by the end of 2024, highlighting the widespread belief in the value of in-person work. 

This is further supported by ResumeBuilder report, which found that 72% of companies with RTO policies have reported increased revenue, underscoring the perceived economic benefits of returning to the office.

However, aligning employee preferences with employer objectives requires a delicate balance. 

The challenge lies in implementing this model in a way that addresses the logistical, technological, and cultural shifts necessitated by the new work landscape.

The role of AI In facilitating the RTO

AI supports RTO in various ways and can assist in fostering effective communication and collaboration, as well as supporting HR decision-making.

Create a resilient and adaptive workplace following these strategies:

Optimizing office space and resource allocation

AI’s capability to analyze workspace usage patterns is revolutionizing office space management. 

By leveraging data from various sources, AI algorithms can recommend office layouts that maximize space utilization while adhering to health and safety guidelines. 

This intelligent space management ensures that resources such as meeting rooms and workstations are allocated efficiently, reducing waste and enhancing employee satisfaction.

Enhancing Health and Safety Protocols

In the era of RTO, maintaining a safe workplace is paramount. AI plays a crucial role in monitoring and enforcing health and safety protocols. 

AI systems can ensure compliance with health guidelines, adjusting HVAC systems to optimize air quality, and even predict potential health risks. 

This proactive approach to workplace safety underscores an organization’s commitment to its employees’ well-being.

Facilitating effective communication

AI-driven communication platforms can enhance the way information is shared and received within an organization. Features like sentiment analysis and urgency detection prioritize critical communications, ensuring that important messages are conveyed efficiently. 

Furthermore, AI enhances collaboration tools by suggesting relevant documents and optimizing meeting schedules, thereby streamlining project management and team collaboration.

Supporting HR decision-making with predictive analytics

AI’s impact on HR decision-making cannot be overstated. Predictive analytics provide HR professionals with valuable insights into workforce dynamics, employee engagement, and potential turnover risks. 

This data-driven approach enables the identification of skill gaps and informs strategic planning for upskilling and reskilling initiatives. By leveraging AI, HR can make informed decisions that align with the organization’s strategic goals and support a successful RTO.

Personalizing the employee experience

AI’s ability to analyze individual employee data offers unprecedented opportunities for personalizing the employee experience. Tailored engagement strategies and career development paths increase employee satisfaction and retention. 

AI-driven platforms can identify personalized learning opportunities and career advancements, fostering a culture of growth and development within the organization.

Enhancing security and compliance

Security and compliance are critical concerns in the RTO process. AI applications in security monitoring protect against physical and cybersecurity threats, ensuring a secure work environment. 

Additionally, AI can automate compliance tracking, simplifying the management of health, safety, and employment regulations and reducing the risk of non-compliance.

All-in-one HR solution for RTO

In the journey towards a successful Return to Office (RTO), Workable stands out as an essential tool for HR professionals. 

This AI-powered recruitment and HR software streamlines the hiring process, enabling efficient candidate screening and engagement for the workforce. 

With Workable, workforce planning becomes strategic and data-driven, thanks to its robust analytics that forecast staffing needs and talent distribution.

Workable’s suite enhances employee engagement through targeted surveys, providing HR with actionable insights to boost morale. 

Additionally, it automates administrative tasks, allowing HR teams to focus on strategic RTO initiatives. 

As a comprehensive solution for RTO challenges, Workable simplifies HR operations and supports a smooth transition to hybrid or in-office work models.

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Job shadowing at work – How can it benefit your organization? https://resources.workable.com/stories-and-insights/job-shadowing-how-it-can-benefit-your-organization Tue, 27 Feb 2024 16:34:08 +0000 https://resources.workable.com/?p=93538 Job shadowing, contrary to its ethereal counterpart, casts a significant presence in the workplace, offering a tangible pathway for employees to explore, learn, and ultimately, illuminate their career paths with newfound knowledge and skills.  This form of on-the-job training allows employees to closely follow their more experienced colleagues, not just to observe but to engage […]

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Job shadowing, contrary to its ethereal counterpart, casts a significant presence in the workplace, offering a tangible pathway for employees to explore, learn, and ultimately, illuminate their career paths with newfound knowledge and skills. 

This form of on-the-job training allows employees to closely follow their more experienced colleagues, not just to observe but to engage with the day-to-day activities that drive success in various roles within an organization. 

Let’s explore the positive outcomes of job shadowing and the multiple benefits—not just for the individuals involved but for the organization as a whole.

What is job shadowing?

Unlike traditional training programs that often rely on hypothetical scenarios, job shadowing grounds learning in the reality of the workplace, offering insights into the practical challenges and strategies that define various roles. 

From mastering specific technical skills to understanding the broader organizational culture, job shadowing provides a unique vantage point from which employees can envision their future within the company and identify pathways for career advancement.

Through this immersive learning experience, the shadowing employees uncover the nuances of different positions, gaining insights that are seldom found in manuals or traditional training sessions. 

Key benefits of job shadowing

To prove that job shadowing is a holistic approach that not only aligns individual aspirations with organizational goals but also cultivates a culture of continuous learning and collaboration, we have gathered some of the major benefits and their impact on both the organization and its employees. 

For the organization

Talent development: Job shadowing is a testament to an organization’s commitment to nurturing its talent pool. By facilitating direct knowledge transfer from experienced professionals to eager learners, organizations can cultivate a workforce that is not only skilled but also aligned with the company’s goals and values.

Increased employee engagement: A survey by the Society for Human Resource Management (SHRM) in 2021 highlighted a compelling statistic: 89% of organizations with job shadowing programs reported improved employee engagement

This underscores the role of job shadowing in fostering a sense of belonging and motivation among employees, as they feel valued and see clear opportunities for growth within the organization.

Succession planning: Job shadowing is an effective tool for preparing employees for future roles, especially in leadership positions. By understanding the complexities and responsibilities of different roles, employees are better equipped to step into these positions when the time comes, ensuring a smoother transition and continuity of operations.

Cross-functional collaboration: By exposing employees to different departments and functions, job shadowing breaks down silos and promotes a culture of collaboration. Understanding the interdependencies and challenges faced by various teams enhances cooperation and drives collective success.

For employees

Career development: Job shadowing opens the door to a world of possibilities within the organization, allowing employees to explore various career paths and identify where their interests and skills align best.

Skill acquisition: A 2022 study by the National Career Development Association (NCDA) found that 82% of participants in job shadowing programs reported feeling more confident in their career choices (NCDA: Career Development Quarterly, Volume 70, Issue 4, 2022). This boost in confidence stems from the hands-on experience and knowledge gained through direct observation and interaction, equipping employees with the skills needed to excel in their current roles and beyond.

Networking: Job shadowing naturally facilitates networking within the organization, enabling employees to build valuable relationships with colleagues across different departments. These connections can prove invaluable for career development and mentorship opportunities.

Increased job satisfaction: Understanding the broader impact of their work and seeing the potential for career advancement within the organization can significantly enhance job satisfaction among employees. Job shadowing provides a clear picture of how individual contributions fit into the larger organizational goals, fostering a sense of purpose and fulfillment.

Implementing job shadowing in your organization

The successful implementation of a job shadowing program requires careful planning, clear objectives, and a structured approach. Here’s how organizations can effectively introduce and manage job shadowing:

Planning and goal setting

Begin by defining the specific goals you aim to achieve through job shadowing. Whether it’s to enhance skill sets, improve interdepartmental understanding, or prepare employees for future roles, having clear objectives will guide the structure of your program. 

Consider the needs of your workforce and the strategic goals of your organization to ensure alignment.

Selecting participants

Identify both mentors (experienced employees) and mentees (employees seeking to learn) based on their skills, career aspirations, and the goals of the job shadowing program. 

It’s crucial to ensure that mentors have the capacity and interest to share their knowledge, while mentees should demonstrate a genuine curiosity and willingness to learn.

Structuring the shadowing experience

Determine the duration and format of the job shadowing experience. Some roles may require only a few days of shadowing to grasp the essentials, while others might benefit from a longer period. 

Outline the activities and interactions that will take place, including observation, hands-on tasks, and feedback sessions. Providing a structured agenda helps maximize the learning experience for the mentee while minimizing disruptions to the mentor’s work.

Measuring success

Establish metrics to evaluate the effectiveness of the job shadowing program. Feedback from participants, improvements in job performance, and increased engagement levels can all serve as indicators of success. 

Regularly review these metrics to identify areas for improvement and ensure the program continues to meet its objectives.

Best practices for effective job shadowing

To maximize the benefits of job shadowing, consider the following best practices:

Ensuring a good match

The compatibility between mentor and mentee is crucial for a successful job shadowing experience. Take into account personality, learning styles, and professional interests when pairing participants to ensure a productive and positive relationship.

Clear communication

Set clear expectations for both mentors and mentees regarding the goals, responsibilities, and outcomes expected from the job shadowing experience. Open lines of communication help prevent misunderstandings and ensure both parties are fully engaged in the process.

Support and resources

Provide mentors and mentees with the resources and support they need to make the most of the job shadowing experience. This may include training for mentors on how to effectively share their knowledge and resources for mentees to document and reflect on their learning.

Continuous improvement

Solicit feedback from participants after each job shadowing cycle to identify successes and areas for improvement. Use this feedback to refine and enhance the program, adapting to changing organizational needs and participant feedback.

As organizations look to the future, the implementation of job shadowing programs will be a key differentiator in attracting, developing, and retaining top talent. The challenges associated with job shadowing are not insurmountable and, with the right approach, can be turned into opportunities for further growth and development.

For HR professionals and organizational leaders, the message is clear: investing in job shadowing is investing in the future of your workforce and your organization. 

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Remote work loneliness: how virtual coworking can help https://resources.workable.com/stories-and-insights/remote-work-loneliness-virtual-coworking Mon, 26 Feb 2024 16:39:38 +0000 https://resources.workable.com/?p=93531 In recent years, there has been a significant shift towards remote work. There’s a good chance you’re a part of this movement. Since the pre-COVID era, the proportion of remote workers in the US has increased from merely 5% to just over 25%. Read more: COVID-19 big shifts: The workplace will stay remote controlled This […]

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In recent years, there has been a significant shift towards remote work. There’s a good chance you’re a part of this movement. Since the pre-COVID era, the proportion of remote workers in the US has increased from merely 5% to just over 25%.

Read more: COVID-19 big shifts: The workplace will stay remote controlled

This shift has been driven by advancements in communication technologies and pandemic-induced changes to workers’ and organizations’ preferences.

Loneliness increases in remote work

However, with the increased adoption of remote work comes new challenges for organizations and workers, particularly when it comes to feelings of isolation and a lack of community among remote workers. If you’ve been working outside of the office, either full-time or for part of the week, you likely identify with these feelings.

Remote teams often have fewer opportunities to interact and face difficulties in building camaraderie and solidarity, which are critical for workers’ happiness and satisfaction. Our team at UC Berkeley recently conducted a study on remote teams that highlights this concern.

Using empirical evidence from a one-week field experiment in India, we found that remote work eroded within-team solidarity, which led to remote teams being 75% less likely than on-site teams to ‘voice upward’ – in other words, to bring grievances to their managers.

Our findings underscore the crucial role of interpersonal interactions in fostering a sense of belonging and community within a workplace, and how the absence of these interactions can have detrimental effects on remote workers.

There’s a tech for everything

The good news is that there are solutions that can help you alleviate isolation. One compelling solution is virtual coworking, which experienced a surge in popularity during the pandemic. When engaged in virtual coworking, users join timed, quiet “coworking” sessions, often over video. These sessions enable workers to focus on independent tasks in the presence of others.

Read more: Remote work technology: the road ahead is digital

We estimate that virtual coworking platforms have collectively amassed more than 100,000 active users and 10 million sessions – pointing to the critical mass of users adopting this practice as part of their daily work structure.

Some of the major virtual coworking service providers aim to offer a community and sense of accountability to workers — especially those who may be physically distant but can cowork virtually.

One such platform we’ve been studying, called Groove, takes the community aspect one step further. During its 50-minute coworking sessions, Groove enables users to connect with each other via in-app messages. They can even build cohorts of like-minded individuals called “Orbits” that help facilitate future ‘Grooves’ together, build stronger bonds, and offer greater support over the long term.

Replicating the office environment

Interviews we conducted with remote workers point to the potential positive impacts that virtual coworking could have on individuals’ professional and personal lives.

Interviewees consistently spoke to the effectiveness of virtual coworking in acting like a pseudo-“office” environment that mirrors the camaraderie found in traditional office settings; increasing their sense of accountability and work structure, and reducing their isolation.

For example, a freelance digital marketer who started a new job abroad explains: “During the pandemic, for health-related reasons [or] timezone-related reasons … trying to connect remotely with someone was very difficult […] So, [virtual coworking] was one of my only social interactions for being in a place where I didn’t have a strong community.”

A remote financial advisor also expresses appreciation for the unique community of virtual coworkers: “These are people who will [be] vulnerable […] or honest at the beginning [of the session], ‘I’m struggling today and this is stressing me out.’”

Virtual coworkers also share camaraderie: “[It’s] nice to have accountability, … [and] to commiserate with other people doing it,” a remote data analyst told us.

Overall, working virtually with friends or even strangers seemed to provide a sense of community similar to that of an in-person work environment.

Overcoming isolation among remote workers is imperative for the sustainability of remote work in the long run. Insights from our research suggest that virtual coworking has the potential to be a transformative solution.

As remote work continues to evolve, it is essential to prioritize solutions that not only enhance individual productivity but also nurture workers’ overall happiness and satisfaction to create a fulfilling and sustainable work experience. Virtual coworking platforms can be a big help here. Try a few and see if there’s one that works best for you.

Dr. Aruna Ranganathan is an Associate Professor at UC Berkeley’s Haas School of Business. Her research combines multiple methods to understand what the future of work holds, the ways in which remote work exacerbates or alleviates pre-existing workplace inequalities, and how workers seek meaning in this new world of work.

Angela Tran, who also contributed to this article, is a Research Fellow at UC Berkeley’s Haas School of Business.

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Evidence Action: utilizing archetypes in hiring for growth https://resources.workable.com/tutorial/evidence-action-archetypes-in-hiring Mon, 26 Feb 2024 14:10:11 +0000 https://resources.workable.com/?p=93523 After a decade of outsized impact, Evidence Action has experienced a remarkable journey of growth and transformation. As a global nonprofit scaling proven health and development solutions to reduce the burden of poverty for hundreds of millions of people, our team has recently grown exponentially, with more than 700 staff members now. Rapid scaling brings […]

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After a decade of outsized impact, Evidence Action has experienced a remarkable journey of growth and transformation. As a global nonprofit scaling proven health and development solutions to reduce the burden of poverty for hundreds of millions of people, our team has recently grown exponentially, with more than 700 staff members now.

Rapid scaling brings forward unique challenges, and as an evidence based organization, we wanted to make sure we were also using the best evidence based recruitment strategies to hire talented professionals, especially for critical senior roles to support our growth.  Utilizing archetypes in our process is the one of many tools we use in our recruitments to ensure this. 

Understanding archetypes in recruitment

Archetypes in recruitment are ideal candidate profiles – a blend of traits, skills, and experiences that we believe align closely with specific roles in our organization. 

These archetypes are more than just a list of qualifications; they are a holistic view of what an ideal candidate could look like, considering the nuances of our organizational culture and goals. 

They serve as a guide, a north star, for our recruitment efforts, ensuring we’re not just filling positions but advancing our mission with the right people. 

The archetype-based approach

Our archetype-based approach emerged from the need to navigate the complexities of hiring for an array of new positions. Previously, we often found ourselves sifting through a vast pool of candidates without a clear idea of who the ‘right’ candidate was. 

First, we identify the knowledge, skills, and abilities (KSAs) that align with the role. 

Second, we identify archetypes to align on the multiple types of ideal candidates we could hire for the role. This approach not only brings clarity to the recruitment process but also ensures we are consistent and fair in our evaluation.

For example, if we are hiring for a Program Director position, our KSAs for the role may include:

  • People leader
  • Building and maintaining global culture
  • Strategic thinking
  • Government & partner relationships
  • Growth Mindset

Then we apply our archetype-based approach and identify that an ideal candidate:

  1. Should have global experience; working with and across countries and in a matrix
  2. Should have a balance between global heath, International development, and management consulting; prioritizing someone who has run large scale health programs
  3. Has experience working at like-minded organizations that are ambitious, data-driven, and partner effectively with governments 
  4. Has delivered results with a team of 100+ employees 
  5. Can articulate their key achievements, and use data to highlight their results 

Lastly, we identify 3-5 ideal candidates on LinkedIn, in our talent pools, or silver medalists from previous recruitments that align with our archetype.

At this stage, the goal is not to have 3-5 candidates we can source; rather the goal is that everyone has a very clear picture of the varying types of candidates we could hire for the role. 

By defining archetypes, we’ve created a framework that allows us to identify and agree on the qualities we value most for each role, streamlining the recruitment process significantly.

Balancing growth, diversity, and a global reach

One of the key advantages of this approach is its support for our growth and global expansion.

Instead of only using KSAs to identify candidates, by aligning on various types of candidates we could hire for the role we can identify diverse candidates across different geographies, aligning with the various needs of our operations worldwide.

This method also aids in maintaining diversity, not just in terms of background and experience, but also in thought and approach, which is crucial for an organization like ours that thrives on innovation and creativity.

Aligning expectations with reality

A significant part of our recruitment process is calibration – aligning the expectations of our hiring managers with the realities of the talent market.

By creating prospective candidate tables and utilizing a clearly articulated rating system, internally we foster a mutual understanding of what is desirable and achievable in a candidate. 

This calibration isn’t solely about skills and experience; it’s also about finding the right fit for Evidence Action’s ethos and values.

Working with hiring managers

One of our biggest hurdles has been engaging with hiring managers, especially those who do not hire regularly. Their vision of an ‘ideal’ candidate doesn’t always align with what talent is available or realistic. 

We tackle this by educating our teams about the market and guiding them through the archetype process. 

It’s a collaborative effort where we ensure that their needs are met while also setting realistic expectations about candidate capabilities and availability.

Saving time in the recruitment process 

A pivotal aspect of our hiring strategy is in streamlining the recruitment process. By implementing the archetype system, we’ve managed to front-load much of the assessment work. 

This means we’re not scrambling during the later stages of hiring – a common issue in many organizations.

We’ve found that taking time to align on candidate profiles before posting a job advertisement saves us invaluable time and resources down the line.

 Taking time to align on candidate profiles before posting a job ad saves us invaluable time.

Our structure as a matrixed organization adds another layer of complexity to our recruitment process.

We often find ourselves working to balance the opinions and needs of multiple stakeholders in hiring decisions. 

The archetype approach assists in this by providing a common ground for discussions.

It helps us bring different stakeholders to alignment, ensuring that the final candidate is not just a fit for the role, but fits the diverse perspectives within our organization.

Technology and pool navigation

Technology plays a crucial role in our recruitment strategy. Tools like Workable and LinkedIn are integral to our process, from sourcing candidates to managing their profiles. 

These platforms allow us to efficiently navigate through large pools of potential hires and keep track of our ‘silver medalists’. 

This technological integration ensures our recruitment is not only efficient but also wide-reaching.

In conclusion, we’ve been able to grow rapidly while maintaining the quality and diversity of our team – a critical factor in our success. As we continue on this journey, we aim to refine our strategies, embrace new technologies, and remain adaptable to the ever-evolving landscape of talent acquisition.

Kali Bell is a mom of two boys and Associate Director, Talent Strategy at Evidence Action. With recruitment experience spanning the United States, the African continent, and more recently in India, Kali thrives in streamlining People operations with the goal of creating more time for managers to focus on increasing their impact. Her passion lies in creating efficient systems that enhance the recruitment process and empower teams to excel in their roles.

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Senior Database Engineer job description https://resources.workable.com/senior-database-engineer-job-description Mon, 26 Feb 2024 13:06:14 +0000 https://resources.workable.com/?p=93521 A Senior Database Engineer is a key IT professional specializing in designing, implementing, and maintaining efficient, scalable, and secure database systems to support an organization’s data management needs. Use this Senior Database Engineer job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs […]

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A Senior Database Engineer is a key IT professional specializing in designing, implementing, and maintaining efficient, scalable, and secure database systems to support an organization’s data management needs.

Use this Senior Database Engineer job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Senior Database Engineer?

A Senior Database Engineer is an experienced professional in the field of database management systems. They possess a deep understanding of both relational and NoSQL databases, focusing on creating and maintaining scalable, high-performance database architectures. Their expertise includes data modeling, database design, and the implementation of robust data storage solutions that ensure data integrity and availability.

What does a Senior Database Engineer do?

A Senior Database Engineer plays a critical role in the management of an organization’s database systems.

They are responsible for the design, implementation, and maintenance of databases that store and process large volumes of data efficiently. This involves analyzing and optimizing database performance, ensuring data security, and developing strategies for data backup and recovery.

They work closely with software engineers and system administrators to integrate databases with other applications, contributing to the overall system architecture. Additionally, they lead projects to upgrade or replace database technologies, implement new features, and automate routine tasks to improve efficiency.

Their work is essential for enabling data-driven decision-making and supporting the operational and analytical applications that drive business processes.

Senior Database Engineer responsibilities include:

  • Ensuring database availability, scalability, and performance
  • Implementing best practices for database management
  • Designing and maintaining database infrastructure
  • Developing automation tools for database operations

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The Murakami approach to beta customer feedback https://resources.workable.com/backstage-at-workable/the-murakami-approach-to-collecting-beta-customer-feedback Fri, 23 Feb 2024 20:10:02 +0000 https://resources.workable.com/?p=93512 I bet every product manager out there has their go-to favorite parts of the job, right? Well, I’m about to let you in on one of mine – it’s the thrill of conducting customer feedback calls during the beta phase of a feature. This pivotal stage, where I gather invaluable insights from our beta users […]

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I bet every product manager out there has their go-to favorite parts of the job, right? Well, I’m about to let you in on one of mine – it’s the thrill of conducting customer feedback calls during the beta phase of a feature.

This pivotal stage, where I gather invaluable insights from our beta users before the official release, is more than just a routine item on my development checklist. It transforms into this awesome journey that totally embodies the real spirit of innovation.

Have you ever thought about what makes these beta feedback calls so exhilarating? Picture this beta phase not just as a procedural step before a product launch but as a dynamic voyage. It isn’t a sprint but a marathon of discovery.

Talking about marathons, I recently read Haruki Murakami’s “What I Talk About When I Talk About Running”, and ever since, I’ve been considering that these beta calls echo the introspective essence of long-distance running.

As Murakami eloquently puts it, there’s a unique blend of solitude and rhythm in these customer calls – a chance to connect with users, understand their experiences, and feel the pulse of their needs.

As Murakami eloquently puts it, there’s a unique blend of solitude and rhythm in these customer calls – a chance to connect with users, understand their experiences, and feel the pulse of their needs.

Like a marathon runner facing unknown challenges with each stride, I embark on this unknown beta path fueled by questions: What insights will I uncover? How will these insights shape the final product?

Thinking about these questions gets me excited and takes me to a place where innovation truly comes to life.

After all, the beta phase is not merely about ticking off developmental milestones; it’s an interactive exploration that delves into the heartbeat of our users.

Now, let me break it down for you – why these things are some of the most exciting aspects of my job!

Engaging with real users

For me, one of the most important aspects of the beta phase is the opportunity to directly connect with the pulse of our user base. Drawing inspiration from Murakami’s insights, engaging with users during beta calls is like my metaphorical run – a chance to connect with users, listen to their stories, and grasp the rhythm of their experiences.

Murakami, in his introspective reflections, shares, “I just run. I run in a void.” Similarly, engaging with users during beta is a chance to step into the void of their experiences, exploring the uncharted territories of their thoughts and expectations.

Have you ever wondered what it’s like to sit in the front row, observing how your product resonates with its intended audience? These calls provide a unique opportunity for me to engage directly with users, transforming data points into stories, and numbers into individual perspectives.

Imagine being a storyteller, with each user playing a role in the evolving narrative of your product.

Unfiltered insights

During beta, users are exploring a feature in its raw, unpolished form. What if those raw, unfiltered experiences shared during the beta become the hidden gems that shape your product’s future? I like to see them as a treasure trove of insights waiting to be discovered.

I genuinely believe that the beta phase offers me the chance to hear the truth about what excites, confuses, or genuinely resonates with our users.

And then I wonder: How can I refine these insights into something truly exceptional? The journey unfolds as I navigate through this raw authenticity, forging a path toward product excellence.

As Murakami notes, “Pain is inevitable. Suffering is optional.” The unfiltered feedback becomes my pain – the necessary discomfort that leads to growth and improvement.

As Murakami notes, “Pain is inevitable. Suffering is optional.” The unfiltered feedback becomes my pain – the necessary discomfort that leads to growth and improvement.

He also says, “I run because I love running.” Similarly, the unfiltered insights become a labor of love, a genuine exploration of the product’s essence, free from unnecessary embellishments.

Rapid iteration and improvement

Empowered by the unfiltered insights gathered bit by bit through candid feedback during these calls, the beta phase becomes a playground for rapid iteration. It’s the time when I can swiftly pivot and adjust based on real-time user experiences.

This iterative nature, akin to Murakami’s dedication to continuous improvement in his writing and running, ensures that we don’t just meet but exceed user expectations.

In the spirit of Murakami’s dedication to self-improvement, he shares, “No matter how much it hurts, how dark it gets, or no matter how far you fall, you are never out of the fight.”

Similarly, our rapid iteration becomes a relentless pursuit of excellence, a continuous fight against complacency and a commitment to evolving with each stride.

This commitment to rapid iteration is not merely a process; it’s a mindset that fosters a culture of adaptability and a willingness to learn from every user interaction.

In the ever-evolving landscape of user preferences, this approach ensures that our product remains not only relevant but also excels in meeting the needs of our diverse user base.

Building a community

The beta phase is a unique opportunity to form a close-knit community of users who are not just passive consumers but active contributors to the product’s evolution. These feedback calls go beyond the transactional nature of traditional user interactions; they foster a sense of partnership.

The beta users become stakeholders in the product’s journey, co-creating its future and, in turn, enhancing their own experiences.

Taking inspiration from Murakami’s communal approach to running, as he mentions, “Pain is temporary; quitting lasts forever,” our beta community becomes a collective of enthusiasts contributing to the shared narrative of our product’s journey.

It’s a collaborative run, where each user contributes to the collective stride, making the product’s journey a shared adventure.

The metaphorical marathon we undertake together symbolizes a commitment to progress, resilience in the face of challenges, and a collective determination to go the distance.

The product’s journey becomes more than just a series of updates – it’s a collaborative adventure where users actively shape and enrich the narrative, turning each stride into a step towards shared success.

Anticipation and excitement

There’s an undeniable sense of anticipation and excitement during these calls. As users share their experiences, suggestions, and even unexpected use cases, I can feel the collective energy that propels the feature toward its full potential.

It’s akin to witnessing the unfolding chapters of a captivating story, with each call revealing a new plot twist or a moment of revelation that moves the narrative forward.

Reflecting the shared anticipation experienced before a significant event, my excitement during feedback calls becomes a communal emotion – a prelude to the forthcoming triumphs and discoveries.

This shared energy becomes the driving force that pushes the feature forward, going beyond just finishing it to reach a point where it becomes a strong example of teamwork and innovation.

Wrapping up: Harmonizing innovation in beta phase

In conclusion, customer feedback calls during the beta phase are the heartbeat of innovation. The direct engagement with users, the unfiltered insights, the rapid iteration, the sense of community-building, and the evident anticipation make this phase one of the most interesting parts of my role as a product manager.

It’s not just about refining a feature; it’s about co-authoring its story with the very people it aims to serve.

As we embark on this journey together, the beta phase becomes a testament to the dynamic and collaborative spirit that defines the art and science of product management, mirroring the introspective and transformative journey that Murakami beautifully captures in his reflections about running.

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A chat about salary transparency: the shift towards open discussion https://resources.workable.com/stories-and-insights/salary-transparency-the-shift-towards-open-discussion Fri, 23 Feb 2024 17:15:27 +0000 https://resources.workable.com/?p=93481 Recent data shows that career-driven professionals want salary transparency when they’re looking at new opportunities. Stigmas and taboos around public sharing of salaries between colleagues and in job descriptions are increasingly going away. Does it matter for employers? Absolutely. Your talent attraction and retention metrics will be impacted if you don’t plan for this. Related: […]

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Recent data shows that career-driven professionals want salary transparency when they’re looking at new opportunities. Stigmas and taboos around public sharing of salaries between colleagues and in job descriptions are increasingly going away.

Does it matter for employers? Absolutely. Your talent attraction and retention metrics will be impacted if you don’t plan for this.

Related: Salary transparency: Good thing for employees – and employers?

So, to help you get ahead of any potential issues around salary transparency, we talked with Amanda Augustine, a certified professional career coach and resume writer, and the resident career expert at ZipJob, a professional resume service.

Amanda had great insights to share. Let’s get into it.

Salaries are no longer taboo

Recent developments highlight a significant shift towards transparency in the workplace. A ZipJob survey shows that two-thirds (65%) of career-driven professionals are willing to reveal their salaries when asked by a colleague.

And 28% of professionals would not be offended if asked about their salary.

65% of career-driven professionals are willing to reveal their salaries when asked by a colleague

This highlights a destigmatization surrounding the topic.

“We are certainly moving more towards this workplace that requires [and] demands greater transparency, openness, even vulnerability across all aspects,” says Amanda.

Related: Pay transparency: the pros, the cons, and best practices

Amanda points out that this shift isn’t just happening in social circles. It’s increasingly underscored by legislation across the United States; as of January 2024, 30 states or localities have laws mandating employers to disclose pay ranges, with that number likely to keep growing.

And as of 2023, nearly 83.6 million workers in the United States may be covered by pay range transparency laws, according to the National Women’s Law Center.

Governments have their own pilot projects underway in this area. In March 2022, the UK government launched a pay transparency pilot scheme encouraging companies to disclose salaries in all of their job postings.

And in 2023, the EU Pay Transparency Directive was passed. Employers with 100 or more employees are required to publish information on the pay gap between female and male employees, as well as share information on how pay is set, progressed, and managed.

Suffice it to say – there’s a lot of ‘official’ movement in this area.

The shift in the zeitgeist

When asked why all this was happening, Amanda pointed to the increasing influence of younger generations on workplace expectations.

“Younger workers have grown up in the era of social media and sharing, value transparency in all aspects of their lives, including compensation,” Amanda says. “Their expectations are shifting workplace norms, compelling organizations to adapt.”

It’s part and parcel of a larger shift as well, she adds.

“The #MeToo, Black Lives Matter, all those things; we know that salary transparency also shines a spotlight on any major wage gaps that may occur across various sectors of your population, of your workforce, whether that’s ethnicity or race, whether that’s gender,” Amanda adds.

“Those things tend to be more apparent – and there’s a greater need to then address them,” she explains.

“So it’s not a surprise, at least in my opinion, that we’re seeing a lot more force or demand on this transparency because it intersects in so many different ways with what’s been going on in the workforce for the past three to four years.”

“We’re seeing a lot more force or demand on this transparency because it intersects in so many different ways with what’s been going on in the workforce for the past three to four years.”

The reprioritization of salary

With this comes a shift in job priorities – for example, Workable’s Great Discontent survey found that 69% of respondents would go to a new job if they had a better salary.

“For the longest time, company culture had overtaken and eclipsed compensation, but we have started seeing a shift back towards compensation in the last few years.” Amanda adds that it’s not a huge shock, nor is it about the actual monetary value of transparency. It’s a precursor to career paths and expectations.

“It’s an overall transparency. How are people being evaluated? And is it consistent across positions?“

The remote work factor

Amanda suggests that the increase in remote work may correlate with the increase in transparency around compensation. Previously, she says, companies were able to offer more in way of culture and community when workers traditionally worked on location – but that’s lacking in the remote sphere.

“Not every company’s figured out how to do that in a remote setting,” she notes. And the same applies for full-time remote workers as well – Amanda puts herself in the shoes of someone who works remotely:

“I don’t really care about the culture anymore. I’m not joining in on the activities. I’m not doing that sort of stuff. I don’t want to sit through another virtual happy hour.”

And that brings us back to salary: “I want to make sure I’m getting paid what I’m worth.”

A multifaceted challenge for employers

Even for those fully bought into the value of full salary transparency, the transition can be potentially challenging territory for employers accustomed to keeping salaries and compensation ranges in the back room.

Pay gaps, often unintentional yet still existent, will inevitably come to light. Uncomfortable disconnects will surface between a new hire commanding a higher salary than a veteran employee who’s been with the company for a long time.

The same discomfort applies for the lack of alignment in salaries across similar positions, which exposes potentially illegal bias across the company.

Amanda emphasizes that companies need to be thinking about this.

The power of knowledge

“Employers can no longer sustain substantial gaps in pay without repercussions,” Amanda says, highlighting the potential impact on recruitment as potential job candidates learn about these pay imbalances via employer review sites such as Glassdoor – again highlighting the transparency and sharing of information.

“Candidates and employees are becoming more informed, and these disparities can greatly affect an employer’s reputation and their ability to attract top talent.”

“Candidates and employees are becoming more informed, and these disparities can greatly affect an employer’s reputation and their ability to attract top talent.”

Also, companies can no longer control that narrative. Once it’s out there, it’s out there for the world to see.

“You see it with social media, right? Not that I’m condoning this, but people are willing to record any and everything that happens at work and share with whosoever eyeballs they can find online. We’re also seeing more of that. I just don’t think they’re going to be able to continue having substantial gaps in pay in the future,” she says.

Increased leverage for employees and candidates

Retention will be impacted since candidates and employees have greater leverage with this extra information on their hands.

“We’re going to see a lot of people trying to negotiate to close those gaps. And if they’re not finding an employer who’s willing to address that or make an effort to close that gap, people are going to start looking elsewhere.”

Even if a company is fully balanced in salary up the ladder and across positions, talent attraction will change – and a SHRM report shows this.

“[In the SHRM report], 82% of people said they are more willing to apply for a role if the pay range is listed. And 74% are less likely to apply for a job if it doesn’t list that information.”

82% of people say they are more willing to apply for a role if the pay range is listed

So, what can employers do?

So, clearly, there are repercussions either way. If you open up the information coffers, pay gaps come to light and issues will inevitably arise. Keep it under wraps, and it’s a bad look for your employer brand.

So what do you do as an employer? You’ll have to power forward – but you can do it the right way. There are clear benefits to transparency – for employers, it’s about fostering a culture of openness not just in compensation but in career progression, which is also encouraging information for employees.

Companies can also procure salary benchmarking tools and softwares which will help them stay competitive when hiring and retaining top talent.

It’s all in your hands as an employer, Amanda says.

“It’s all about how you approach someone and how you pose these questions and how you conduct these conversations – that will decide if it’s a positive or a negative outcome for everyone involved.

“Because there certainly is power in knowing what everyone else is being paid or what they’ve been told and sharing that information.”

Rome wasn’t built in a day – but things are changing.

“I don’t think it’s going to happen overnight,” says Amanda. “I don’t think we’re going to have this magical change, but I do think it’s going to move more towards that transparency direction. And we’re going to continue to see a greater comfort level amongst employees talking about these issues.“

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How to use ChatGPT & Workable to make better job descriptions https://resources.workable.com/tutorial/how-to-use-chatgpt-to-make-better-job-descriptions Thu, 22 Feb 2024 15:32:21 +0000 https://resources.workable.com/?p=93366 HR and recruiting is very human-centered work. It’s completely understandable why you might have doubts about using ChatGPT to do parts of your job. Generative AI is a very new technology and people are still learning about how it works. Trying to figure it out for yourself can be pretty intimidating, like any new tool. […]

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HR and recruiting is very human-centered work. It’s completely understandable why you might have doubts about using ChatGPT to do parts of your job.

Generative AI is a very new technology and people are still learning about how it works. Trying to figure it out for yourself can be pretty intimidating, like any new tool. If you know how to use it though, ChatGPT can automate parts of the recruitment process that frees up time for you to focus on dealing with people.

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Using ChatGPT to help you write job descriptions can help you save time and energy and ultimately find better candidates.

Together with the Workable’s AI-powered job description generator, you can quickly make job descriptions that are tailored to your brand and highlight what makes your company a great place to work.

Here’s the good news: using ChatGPT to create job descriptions isn’t very hard. You just need to know how to talk to it.

This post will show you how to use ChatGPT to write job descriptions along with the Workable AI job description generator, from the initial set-up to real-life examples.

Step-by-step guide: using ChatGPT for job descriptions

ChatGPT works by using a preset of data to draw from and drawing on that to give an output based on its input. What you get out of ChatGPT is quite literally what you put into it.

You can use ChatGPT and Workable to make the initial job description in a fraction of the time you could on your own. You can then refine it based on the role and your company’s needs, also using ChatGPT and Workable.

From there you can take what it gives you and breathe life into it based on your specialized knowledge as an HR and recruiting expert.

1. Setting up ChatGPT

For starters, you’ll need a ChatGPT account. This takes you just a few minutes – a half-hour at most.

Step 1: Navigate to the ChatGPT website, and sign up for an account.

Step 2: Create an account and fill in your details just like you would any other website. You can also use your Google, Microsoft, or Apple accounts to make things more simple.

Step 3: Once you verify your email, you should be able to access the ChatGPT website and start using the tool.

Before you start, you can configure ChatGPT and make custom instructions based on your needs. To do this, go to your name at the bottom of the left menu, click on it, and select ”Customize ChatGPT”.

While this feature isn’t necessary, typing a few lines into “What would you like ChatGPT to know about you to provide better responses?” might help ChatGPT align with your preferences.

Save it, and move to the next step.

Step 4: Now you can begin using ChatGPT. Start interacting with it, and try different things. Familiarize yourself with the interface.

The inputs you give ChatGPT are called ‘prompts’. ChatGPT will give roughly the same responses when given the same prompt, but you can guide ChatGPT’s responses by telling it what to do.

This part is important: the more specific you are in a prompt, the better the response will be. For instance, don’t ask ChatGPT to create “a few job requirements” – ask it to create “five requirements for a senior software engineer position.” Lots more on this below.

An example prompt you would use to make a job description might be:

Make me a job description for a software engineer role for a company in the consumer electronics space.

Again: a good prompt should be clear, specific, and include your desired outcome.

When ChatGPT makes you a job description, it should always be edited and reviewed by yourself or someone on your HR team before you publish it. Go through the job description and make sure it fits the expectations of the role and your company’s values. AI output always needs human oversight.

2. Generating initial drafts

Making your job descriptions with ChatGPT gives you a starting point you can build on to make a tailored and effective job description.

Give ChatGPT key details like the job title, responsibilities of the role, required qualifications, and desired skills.

Try something like:

“I need a job description for a Marketing Manager position. The role focuses on digital marketing, content creation, and market analysis. The candidate should have at least 5 years of experience in marketing, strong skills in SEO and social media marketing, and a bachelor’s degree in marketing or a related field.”

When you make your initial drafts with ChatGPT:

Provide specifics: Be as specific as possible about the role, responsibilities, etc. Include anything about the position that’s unique.

Give feedback: If the output ChatGPT gives you isn’t quite what you’re looking for, tell ChatGPT what you’d like to change or expand on.

For example:

Can you expand on the SEO and digital marketing strategy aspects of the role in the job description?

Review and customize: Have a look at the job description ChatGPT gives you for yourself. Make sure it matches your brand’s tone, and make any necessary adjustments or tweaks.

Customize language and tone

Once you have a basic draft, you can use your own expertise as a recruiter to make the job description reflect the tone of your company and the role you’re hiring for. ChatGPT can come in handy here too.

Use Workable’s job description generator to get the basics: the job title, industry, and tone.

Then, take the basic job description that Workable gives you and copy it to ChatGPT.

You can then have ChatGPT give it a little more nuance.

Example prompt: I need to rewrite the Marketing Manager job description to fit our startup culture. We value creativity, innovation, and a hands-on approach. The tone should be informal and engaging, appealing to young professionals.

Here’s the job description: {Insert job description}

Keep in mind that you may need ChatGPT to make adjustments as you go.

Example prompt: Can you tone it down just a little and make it a little bit more professional? Keep it friendly, though.

Make sure that the job description matches your company materials and you’re online brand voice to keep it consistent.

Ensuring non-discriminatory language

Your job descriptions must be neutral and non-discriminatory based on age, gender, ethnicity, and other protected characteristics. Keeping discriminatory language out of your job descriptions gives you access to a broader range of experiences and backgrounds and in turn more quality candidates. Besides, it’s the right thing to do.

Related: ChatGPT gender bias: how it affects HR & tips to avoid pitfalls

ChatGPT can help you scrub any unconscious bias from your job description and help keep it as inclusive as possible. Here’s how.

Make the initial job description with Workable: The Workable job description generator will give you the basic structure so that your job description aligns with standard HR practices. That gives you a place to start from.

Give the job description to ChatGPT: Specify your inclusivity goals and guidelines. If there’s anything specific you want to look for, tell it.

Example prompt: Please review this job description for a Senior Software Engineer and suggest changes to ensure the language is non-discriminatory and inclusive.

{Insert job description}

Review Suggestions: Read through the new job description and make sure it aligns with your organization’s values and inclusivity standards.

3. Updating and adapting descriptions

Sometimes the nature of a role may change and evolve as your company’s needs change. It happens all the time.

One of the great things about ChatGPT is its adaptability. It can take any changes you need for the role and adapt to them, making sure it remains accurate throughout.

Taking the same example from before, let’s say you want to adapt the Senior Software Engineer role to reflect your shift to a hybrid work environment.

Use ChatGPT to add the new changes. Make sure to specify any new requirements or responsibilities, as well as any other changes in the work environment.

Example prompt: I need to update the job description for a Senior Software Manager role. The role now requires more focus on remote team management and digital collaboration tools due to our shift to a hybrid work model.

Then, review the job description to make sure the new one is in line with your company’s changing situation.

4. Highlighting unique benefits and perks

Including the perks and benefits that come with working for your team is a great way to make your job description stand out.

Once again, ChatGPT can create a job description that celebrates what makes your company special and gives it a little more pizzazz.

Example prompt: I want to add a section to our Software Developer job description that highlights our unique company benefits and perks, especially our flexible work hours, annual tech conference trips, and in-house training programs.

 

Then review and personalize the job description yourself to make sure the benefits are accurate and the language fits your brand voice and company culture. Place the perks and benefits section in the job description where it fits best.

Consider emphasizing these same perks in your other recruitment materials like your social media job postings and careers page.

That’ll make it easier to consistently promote your unique offerings and attract more candidates to the role.

5. Expanding across languages

Is your company international? How many languages can you speak? In how many of those can you write a professional job description?

If your organization has a presence in multiple regions, then ChatGPT can take your job description and translate that into the languages you need, sparing you the three months to two years it takes to learn a language yourself.

Step 1: Make the initial job description using workable

Having the Workable job description generator make the initial draft will make sure the core requirements and roles are consistent throughout every language.

Quick tip: Many existing job description templates in Workable’s library already have versions in other languages, including Spanish, Brazilian Portuguese, German, French, and Greek. Just go to any job description and select the language in the drop-down menu to the right.

Step 2: Give ChatGPT the job description and specify target languages

Indicate what languages you want the job description to be translated to, along with the core requirements of the role. If you are targeting any specific regions, say so.

Example prompt: Can you translate our Graphic Designer job description into Spanish? The description focuses on creative design, teamwork, and proficiency in Adobe Creative Suite.

{Insert job description}

Step 3: Review with a native speaker

Have the translation reviewed by a native speaker, if possible. Check for any translation errors and adjustments for cultural appropriateness.

Writing your job descriptions in multiple languages gives you access to a global talent pool, and also shows your company values inclusivity and diversity.

Make your job descriptions better with ChatGPT and Workable

Learning how to use ChatGPT as a job description generator is challenging, just like learning to use any new tool. If you take the time to get used to it, though, you’ll find that using ChatGPT to help you make your job descriptions better than ever before.

If you’re curious about dipping your toes in the water and seeing how ChatGPT can make life as an HR professional easier, check out our ChatGPT HR tutorials.

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Νew hire struggling? Onboarding buddies can help you (+checklist) https://resources.workable.com/tutorial/what-is-onboarding-buddy-plus-checklist Thu, 22 Feb 2024 17:23:00 +0000 https://resources.workable.com/?p=93365 As the new employee, Jake stepped into the lively office on his first day, feeling a mix of excitement and uncertainty.  As he settled into his workstation, he wished he had a better onboarding experience and maybe a peer to help him navigate the intricacies of the company’s project management software.  A seasoned colleague could […]

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As the new employee, Jake stepped into the lively office on his first day, feeling a mix of excitement and uncertainty. 

As he settled into his workstation, he wished he had a better onboarding experience and maybe a peer to help him navigate the intricacies of the company’s project management software. 

A seasoned colleague could have easily stepped in, guiding him through the software, explaining the project workflows, and sharing tips on effective collaboration. 

Later in the day, when Jake tried to grab a cup of coffee from the high-tech espresso machine in the breakroom, he realized he was in for a challenge. 

A buddy could have been there to demonstrate the machine, highlight the preferences of the team when it came to coffee, and share the unwritten office rituals associated with the daily caffeine fix. 

Having a knowledgeable buddy by his side would be an opportunity for connection and camaraderie in the workplace.

And guess what? This buddy actually has a name.

Let’s get to know them better. 

What is an onboarding buddy

An onboarding buddy is essentially a current employee who volunteers or is selected to act as a guide and support system for a new hire during their initial period at the company. 

Unlike formal mentors, who are often involved in long-term professional development and career guidance, an onboarding buddy focuses on the immediate, practical aspects of settling into a new job. 

This includes understanding company culture, navigating the workplace, and integrating into new teams. 

The buddy system is designed to be informal and approachable, providing a safe space for new employees to ask questions and express concerns that they might hesitate to share with their managers or HR representatives.

The distinction between an onboarding buddy and a mentor is crucial. While both roles aim to support the new hire, their objectives and durations differ significantly. 

A mentorship relationship is typically more structured, with set goals and a longer timeline, often extending beyond the onboarding phase to focus on career growth and development within the organization. 

In contrast, an onboarding buddy is there to ease the immediate transition into the company, focusing on short-term goals like understanding job responsibilities, company policies, and workplace culture. 

This difference ensures that new employees have a comprehensive support system that addresses both their immediate and future needs.

Onboarding buddies can boost productivity

The implementation of an onboarding buddy system can have a profound impact on a new hire’s experience and their productivity. 

Having a robust onboarding process is proven to increase new hire retention by 82% and boost productivity by more than 70%.

One of the most significant benefits is the provision of context. 

New employees, regardless of their experience level, face a steep learning curve when joining a new company. 

An onboarding buddy can offer invaluable insights into the nuances of the workplace, from identifying key stakeholders to understanding the unspoken rules that govern office dynamics. This insider knowledge helps new hires navigate their early days with greater confidence and ease.

This insider knowledge helps new hires navigate their early days with greater confidence and ease.

By having a go-to person for questions and guidance, new hires can quickly learn the ropes and begin contributing to their teams more effectively. 

This not only benefits the new employee in terms of job satisfaction and engagement but also contributes to the overall productivity of the team and organization.

This emotional and professional support can make a significant difference in how new employees perceive their new workplace, influencing their decision to stay with the company in the long run.

The onboarding buddy’s responsibilities

The effectiveness of an onboarding buddy system hinges on the clear definition of the buddy’s responsibilities. 

These duties are designed to ensure the new hire feels supported, informed, and welcomed into the company. Here are some of the key responsibilities that an onboarding buddy typically undertakes:

Meet the new employee on their first day: Making a positive first impression is crucial. The onboarding buddy is often the first friendly face the new hire sees, offering a warm welcome and easing the natural anxieties of the first day.

Introduce the new hire to other employees: Integration into the social fabric of the company is as important as understanding the role itself. Buddies facilitate introductions to team members and other colleagues, helping to build the new hire’s internal network.

Answer questions about the job and the company: Buddies act as a knowledge resource, answering questions about day-to-day operations, company culture, and policies. This open line of communication helps to demystify aspects of the new role and the organization.

Take the new employee on a tour of the workplace: Familiarizing the new hire with the physical workspace helps them navigate their new environment and understand where key facilities are located.

Teach the new hire unfamiliar tasks: Buddies provide hands-on guidance for tasks and processes that are new to the hire, ensuring they have the practical skills needed to perform their job effectively.

Cover the company guidelines, culture, and unwritten rules: Beyond the employee handbook, buddies share insights into the company’s culture and the unwritten norms that guide behavior within the organization.

Allow the new hire to shadow on the job: Shadowing allows the new employee to see firsthand how tasks are performed, which is invaluable for learning the nuances of their new role.

Hold weekly check-in meetings: Regular meetings between the buddy and the new hire help to address any ongoing questions or concerns, ensuring the new employee’s smooth transition into the company.

The 4-step onboarding process with a buddy system

A structured onboarding process, complemented by a buddy system, can significantly enhance the new hire’s integration and productivity. Here’s a breakdown of a 4-step onboarding process that incorporates the use of an onboarding buddy:

Preparation: Before the new hire’s first day, select an appropriate onboarding buddy and brief them on their responsibilities. Ensure the buddy has the resources and time needed to support the new employee effectively.

Integration: The buddy plays a key role in helping the new hire integrate into the company culture and team. This phase focuses on making introductions, explaining company norms, and answering any immediate questions the new hire may have.

Development: As the new hire becomes more comfortable in their role, the buddy assists with more in-depth learning and development opportunities, such as shadowing on projects or guiding them through more complex tasks.

Transition: Eventually, the new hire should feel confident and integrated enough to navigate their role independently. The buddy system can be phased out, with the buddy remaining a friendly and familiar face for any future questions or support.

The checklist

To ensure consistency and cover all necessary aspects of the onboarding process, creating a buddy checklist can be incredibly helpful. This checklist might include:

  • Schedule a welcome meeting on the first day.
  • Arrange introductions to team members and key personnel.
  • Provide a tour of the office, highlighting important areas.
  • Share insights on company culture and unwritten rules.
  • Offer guidance on specific tasks and processes.
  • Set up regular check-in meetings to discuss progress and address questions.
  • Provide resources for professional development within the company.
  • Facilitate the transition to independence while remaining available for future support.

This checklist serves as a roadmap for the buddy, ensuring that they provide comprehensive support to the new hire throughout their onboarding journey. 

It also helps in standardizing the onboarding experience, ensuring every new employee receives the same level of support and information.

An onboarding buddy system is more than just a mechanism for welcoming new employees; it’s a strategic investment in the long-term success and integration of new hires into the company. 

By providing immediate support, facilitating cultural integration, and enhancing job satisfaction, onboarding buddies play a crucial role in the overall employee experience.

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Senior Data Scientist job description https://resources.workable.com/senior-data-scientist-job-description Thu, 22 Feb 2024 13:34:39 +0000 https://resources.workable.com/?p=93363 A Senior Data Scientist is an expert in statistical analysis, machine learning, and data mining techniques, leveraging these skills to extract insights and knowledge from data to drive decision-making and develop predictive models for business applications. Use this Senior Data Scientist job description template to advertise open roles for your company. Be sure to modify […]

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A Senior Data Scientist is an expert in statistical analysis, machine learning, and data mining techniques, leveraging these skills to extract insights and knowledge from data to drive decision-making and develop predictive models for business applications.

Use this Senior Data Scientist job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Senior Data Scientist?

A Senior Data Scientist is a professional with extensive experience in the field of data science, specializing in turning complex data into actionable insights. They possess a deep understanding of statistical models, machine learning algorithms, and big data technologies. Their expertise enables them to solve complex problems, predict trends, and inform strategic decisions through data analysis.

What does a Senior Data Scientist do?

A Senior Data Scientist designs and implements models that can analyze large datasets to solve various problems and predict future outcomes. They work closely with business stakeholders to understand their challenges and goals, translating complex data into actionable insights.

This role involves not only technical skills in programming and data analysis but also the ability to communicate findings effectively and mentor junior team members. They play a crucial role in guiding data-driven decision-making processes within an organization.

Senior Data Scientist responsibilities include:

  • Developing and implementing advanced analytics models
  • Leading data-driven decision-making processes
  • Managing data science projects from conception to deployment
  • Mentoring junior data scientists

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Senior Data Engineer job description https://resources.workable.com/senior-data-engineer-job-description Thu, 22 Feb 2024 13:01:23 +0000 https://resources.workable.com/?p=93362 A Senior Data Engineer is a key role in technology and data-driven organizations, responsible for designing, building, and managing the infrastructure and tools that allow for the efficient processing and analysis of large data sets. Use this Senior Data Engineer job description template to advertise open roles for your company. Be sure to modify requirements […]

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A Senior Data Engineer is a key role in technology and data-driven organizations, responsible for designing, building, and managing the infrastructure and tools that allow for the efficient processing and analysis of large data sets.

Use this Senior Data Engineer job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Senior Data Engineer?

A Senior Data Engineer is a professional who specializes in preparing big data infrastructure for analytical or operational uses. They are responsible for designing and creating systems that collect, manage, and convert raw data into usable information for data scientists and business analysts to interpret. Their work enables companies to make smarter decisions and optimize their operations.

What does a Senior Data Engineer do?

A Senior Data Engineer develops and maintains scalable data pipelines and builds out new API integrations to support continuing increases in data volume and complexity. They collaborate with data scientists and business teams to improve data models that feed business intelligence tools, increasing data accessibility and fostering data-driven decision making across the organization.

They play a crucial role in implementing software and methodologies for data correction, reconciliation, and quality checking.

Responsibilities of a Senior Data Engineer include:

  • Designing and implementing ETL processes
  • Managing data warehousing solutions
  • Exposing and deploying machine learning models to production
  • Ensuring data quality and consistency across various sources

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Senior Backend Engineer job description https://resources.workable.com/senior-backend-engineer-job-description Wed, 21 Feb 2024 14:34:31 +0000 https://resources.workable.com/?p=93354 A Senior Backend Engineer is a highly skilled software developer focused on the server-side logic and architecture of software applications. They are responsible for developing and maintaining the technology that powers the backend of web and mobile applications, ensuring scalability, performance, and security. Use this Senior Backend Engineer job description template to advertise open roles […]

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A Senior Backend Engineer is a highly skilled software developer focused on the server-side logic and architecture of software applications. They are responsible for developing and maintaining the technology that powers the backend of web and mobile applications, ensuring scalability, performance, and security.

Use this Senior Backend Engineer job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Senior Backend Engineer?

A Senior Backend Engineer is an experienced software developer specializing in the server-side development of applications. They work on creating robust, scalable, and secure backend systems that support web and mobile platforms, manage data flow between servers and users, and integrate with other services and databases.

What does a Senior Backend Engineer do?

A Senior Backend Engineer designs and implements the core logic and databases that power applications, ensuring they can handle high volumes of traffic and data efficiently. They work closely with front-end developers to integrate user-facing elements, maintain and improve system architecture, and develop APIs that allow different applications to communicate.

Their role is crucial in creating seamless, efficient, and secure digital experiences.

Responsibilities of a Senior Backend Engineer include:

  • Designing and implementing server-side logic and database architecture
  • Ensuring application performance, scalability, and security
  • Integrating user-facing elements with server-side logic
  • Developing and maintaining APIs for web and mobile applications

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Senior Backend Developer job description https://resources.workable.com/senior-backend-developer-job-description Wed, 21 Feb 2024 14:20:55 +0000 https://resources.workable.com/?p=93351 A Senior Backend Developer is a skilled professional specializing in the server-side development of web applications. They focus on creating the logic, database interactions, server configuration, and integration with frontend components, ensuring high performance and responsiveness to requests from the front-end. Use this Senior Backend Developer job description template to advertise open roles for your […]

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A Senior Backend Developer is a skilled professional specializing in the server-side development of web applications. They focus on creating the logic, database interactions, server configuration, and integration with frontend components, ensuring high performance and responsiveness to requests from the front-end.

Use this Senior Backend Developer job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Senior Backend Developer?

A Senior Backend Developer is an experienced programmer who specializes in the development of the server-side logic of web applications. They work on databases, application integration, API development, and creating the backbone that allows web applications to function efficiently and effectively.

What does a Senior Backend Developer do?

A Senior Backend Developer designs, codes, and enhances the server-side components of web applications. They are responsible for developing complex systems and databases, ensuring application scalability, working on API integration, and collaborating with front-end developers to create a seamless user experience.

Their work is crucial for processing and managing data, implementing security measures, and optimizing server performance.

Responsibilities of a Senior Backend Developer include:

  • Developing and maintaining the server-side logic of web applications
  • Designing and implementing database structures and interactions
  • Ensuring the performance, quality, and responsiveness of applications
  • Integrating user-facing elements developed by front-end developers with server-side logic

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Security Engineer job description https://resources.workable.com/security-engineer-job-description Wed, 21 Feb 2024 14:11:18 +0000 https://resources.workable.com/?p=93350 A Security Engineer is a professional responsible for protecting computer and networking systems from potential hackers and cyber-attacks. They ensure the security of data and infrastructure by implementing various technologies and processes to prevent, detect, and manage cyber threats. Use this Security Engineer job description template to advertise open roles for your company. Be sure […]

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A Security Engineer is a professional responsible for protecting computer and networking systems from potential hackers and cyber-attacks. They ensure the security of data and infrastructure by implementing various technologies and processes to prevent, detect, and manage cyber threats.

Use this Security Engineer job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Security Engineer?

A Security Engineer is a specialist focused on safeguarding an organization’s computer systems and networks from security breaches, cyber threats, and vulnerabilities.

They employ a variety of technologies, protocols, and practices to secure data and infrastructure, ensuring that the organization’s and its users’ information remains confidential, integral, and available.

What does a Security Engineer do?

Security Engineers play a critical role in designing, implementing, and maintaining the security framework and policies within an organization. They conduct risk assessments, develop secure network solutions, monitor for security breaches, respond to incidents, and educate staff on security best practices.

Their work involves a mix of technical skills, from system and network security to application and data encryption, aimed at protecting the organization from all forms of cyber threats.

Responsibilities include:

  • Conducting security assessments and prioritizing findings for remediation
  • Designing and maintaining application and infrastructure security controls
  • Enhancing security monitoring to detect abnormal behavior
  • Promoting security awareness and training within the company

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Salesforce Developer job description https://resources.workable.com/salesforce-developer-job-description Wed, 21 Feb 2024 13:06:08 +0000 https://resources.workable.com/?p=93349 A Salesforce Developer is a technical expert who designs, codes, and implements Salesforce applications to meet business needs, enhancing CRM functionality and improving user experience within the Salesforce platform. Use this Salesforce Developer job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs […]

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A Salesforce Developer is a technical expert who designs, codes, and implements Salesforce applications to meet business needs, enhancing CRM functionality and improving user experience within the Salesforce platform.

Use this Salesforce Developer job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Salesforce Developer?

A Salesforce Developer is a professional specialized in developing and customizing Salesforce applications and platforms. They use Salesforce’s suite of tools, including Apex and VisualForce, to create tailored solutions that improve business processes, enhance customer relationship management, and drive efficiency.

Their role involves understanding business requirements, designing technical solutions, coding, and maintaining Salesforce systems to meet organizational needs.

What does a Salesforce Developer do?

A Salesforce Developer plays a crucial role in customizing and optimizing the Salesforce CRM platform according to specific business requirements. They write custom code, develop integrations, troubleshoot issues, and ensure the platform runs smoothly.

By creating custom applications, automations, and enhancements, they enable businesses to maximize the utility of Salesforce, improving sales processes, customer engagement, and overall operational efficiency.

Responsibilities include:

  • Transforming business needs into Salesforce implementations
  • Optimizing and developing new features/enhancements in Salesforce
  • Analyzing and troubleshooting Salesforce issues
  • Providing recommendations for Salesforce process improvements

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What is at-will employment? Examples and HR actions https://resources.workable.com/hr-terms/what-is-at-will-employment Tue, 20 Feb 2024 16:20:44 +0000 https://resources.workable.com/?p=93346 Understanding at-will employment is crucial not only for employers navigating the legal landscape of hiring and firing but also for employees seeking to understand their rights and protections under this doctrine.  This article delves into the intricacies of at-will employment, shedding light on its definition, historical context, legal boundaries, and practical implications in the modern […]

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Understanding at-will employment is crucial not only for employers navigating the legal landscape of hiring and firing but also for employees seeking to understand their rights and protections under this doctrine. 

This article delves into the intricacies of at-will employment, shedding light on its definition, historical context, legal boundaries, and practical implications in the modern workplace.

Defining at-will employment

At its core, at-will employment refers to an employment agreement that can be terminated at any time, by either the employer or the employee, for any reason that is not illegal, or for no reason at all. 

This definition encapsulates the essence of the doctrine, emphasizing the unilateral flexibility it provides in the employment relationship. 

However, this flexibility is not absolute and is bounded by a framework of legal exceptions designed to prevent wrongful terminations.

Historically, the concept of at-will employment in the United States was not the result of formal legislation but rather evolved through legal precedents over the years. 

It is widely attributed to Horace Gray Wood’s 1871 treatise, which articulated the principle that employment could be terminated by either party without notice. 

This doctrine starkly contrasts with employment practices in other countries, where employment contracts and indefinite employment terms are more common, reflecting a different approach to labor relations and worker protections.

Misconceptions and legal boundaries

Despite its widespread application, at-will employment is often misunderstood, with many assuming it grants employers carte blanche to dismiss employees arbitrarily. 

This misconception overlooks the legal boundaries that have been established to protect workers from unjust termination. 

Key exceptions to the at-will doctrine include:

Public policy exception: This exception prevents employers from terminating employees for reasons that violate state or national public policy, such as firing an employee for filing a workers’ compensation claim or for refusing to engage in illegal activities at the request of the employer.

Implied contract exception: An employee may argue that an implied contract was formed, suggesting a guarantee of continued employment, based on the employer’s statements, policies, or practices.

Good faith and fair dealing: Some states recognize this exception, which bars employers from terminating employees in bad faith or for malicious reasons, aiming to ensure that termination decisions are not made out of spite or for reasons unrelated to job performance or business needs.

These exceptions illustrate the legal complexities surrounding at-will employment, highlighting the need for both employers and employees to navigate this doctrine with a clear understanding of its limitations and protections.

Advantages and disadvantages

The at-will employment doctrine offers distinct advantages and disadvantages, influencing the operational strategies of businesses and the career decisions of employees. 

For employers, the primary benefit lies in the flexibility to adapt their workforce to changing business needs without the constraints of fixed-term contracts. 

This flexibility allows for the swift reallocation of resources, adjustments to staffing levels, and modifications to employment terms in response to market dynamics. 

Additionally, at-will employment supports a meritocratic work environment, where promotions and rewards can be based on performance rather than seniority, fostering a culture of achievement and motivation.

Conversely, the disadvantages of at-will employment primarily affect employees, who may face job insecurity and limited protections against arbitrary dismissal. 

The lack of guaranteed employment tenure can lead to a precarious work situation, where employees are vulnerable to sudden termination without cause. 

This vulnerability underscores the importance of understanding the legal exceptions and protections available under the at-will doctrine, as well as the potential benefits of union representation or negotiated employment contracts that offer greater job security.

Rights under at-will employment

Despite the seemingly broad powers that at-will employment grants employers, it’s crucial to recognize the substantial rights and protections that employees retain under this doctrine. 

These safeguards are designed to prevent discrimination, retaliation, and other forms of wrongful termination, ensuring a fair and equitable workplace.

Anti-discrimination laws

Federal and state laws prohibit employers from terminating employees based on race, color, religion, sex, national origin, age (40 or older), disability, or genetic information. 

These protections ensure that all employees have equal opportunities and are judged solely on their merits and job performance.

Retaliation protections

Employees are protected from being fired as a form of retaliation for engaging in legally protected activities, such as filing a complaint about workplace discrimination or harassment, participating in an investigation, or whistleblowing on illegal activities within the organization.

Unions and collective bargaining

In at-will states, unions still play a significant role in negotiating terms of employment that can offer additional job security and protections for workers. 

These agreements may include clauses that limit the reasons for which an employee can be terminated, typically requiring “just cause” for termination.

Understanding these rights is essential for employees to navigate their employment securely and for employers to manage their workforce responsibly. 

At-will employment in practice

In practice, at-will employment encompasses a wide range of scenarios, from straightforward terminations due to business downturns to complex legal disputes over alleged wrongful terminations. 

Here are examples illustrating the application of at-will employment:

Performance-based termination

An employee consistently underperforms despite receiving feedback and resources for improvement. The employer decides to terminate the employment based on documented performance issues, aligning with at-will employment principles while ensuring the decision is justified and documented.

Disputed termination 

An employee claims their termination was due to discriminatory reasons, challenging the at-will termination. This scenario underscores the importance of employers maintaining clear, documented reasons for termination that comply with legal protections against discrimination and retaliation.

Communicating at-will employment terms effectively involves clear language in job postings, offer letters, and employee handbooks, ensuring employees understand the nature of their employment relationship from the start.

Tips for HR professionals on managing at-will employment

Navigating at-will employment requires HR professionals to balance legal compliance, ethical considerations, and organizational objectives. Here’s a concise guide to managing at-will employment effectively:

Stay informed: Keep abreast of changes in employment laws and educate management on the legalities surrounding at-will employment to prevent wrongful termination claims.

Clear communication: Ensure at-will employment policies are transparently communicated through employee handbooks and offer letters, and that employees understand these policies.

Document rigorously: Maintain detailed records of all employment decisions, including performance evaluations and disciplinary actions, to support these decisions if challenged.

Promote fairness: Foster a workplace culture that values fairness and equality, implementing regular training on diversity, inclusion, and anti-discrimination policies.

Handle terminations with care: Approach terminations sensitively, providing clear reasons for the decision and avoiding discriminatory or retaliatory language.

Ethical decision-making: Prioritize ethical considerations in employment decisions, exploring alternatives to termination such as performance improvement plans or reassignment.

Continuous learning: Engage in ongoing professional development to stay current on best practices in employment law and HR management.

Build trust: Cultivate an organizational culture of open communication, where employees feel comfortable discussing concerns and career goals.

By fostering a workplace culture that values fair treatment, transparency, and respect for legal protections, companies can leverage the benefits of at-will employment while minimizing its drawbacks.

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Sales Operations Specialist job description https://resources.workable.com/sales-operations-specialist-job-description Tue, 20 Feb 2024 14:15:03 +0000 https://resources.workable.com/?p=93345 A Sales Operations Specialist is a key role focused on optimizing sales processes and managing the sales tech stack to support a company’s growth and efficiency in its sales operations. Use this Sales Operations Specialist job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the […]

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A Sales Operations Specialist is a key role focused on optimizing sales processes and managing the sales tech stack to support a company’s growth and efficiency in its sales operations.

Use this Sales Operations Specialist job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Sales Operations Specialist?

A Sales Operations Specialist is a professional dedicated to enhancing the efficiency and effectiveness of a company’s sales operations. They play a crucial role in managing sales tools, refining sales processes, ensuring data quality, and training sales teams to maximize productivity and achieve sales targets.

What does a Sales Operations Specialist do?

A Sales Operations Specialist works behind the scenes to ensure that the sales team has the tools and processes needed to succeed. They manage the sales tech stack, troubleshoot process issues, maintain data integrity, and provide training to ensure that sales operations run smoothly.

Their work supports the sales team in achieving their goals and contributes to the overall success of the company.

Sales Operations Specialist responsibilities include:

  • Administering and managing key sales tools like Salesforce and Outreach
  • Troubleshooting and refining sales processes and systems
  • Maintaining high levels of process efficiency and data quality
  • Training team members on sales processes and systems

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Sales Operations Manager job description https://resources.workable.com/sales-operations-manager-job-description Tue, 20 Feb 2024 13:35:42 +0000 https://resources.workable.com/?p=93338 A Sales Operations Manager is a strategic role responsible for optimizing sales processes, implementing sales technologies, and ensuring the sales team operates efficiently to support business growth and customer satisfaction. Use this Sales Operations Manager job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the […]

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A Sales Operations Manager is a strategic role responsible for optimizing sales processes, implementing sales technologies, and ensuring the sales team operates efficiently to support business growth and customer satisfaction.

Use this Sales Operations Manager job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Sales Operations Manager?

A Sales Operations Manager is a key figure within an organization, tasked with enhancing the efficiency and effectiveness of the sales team. They oversee the sales operations team, ensuring that sales processes are streamlined, data-driven decisions are made, and the sales tech stack is fully utilized to achieve business targets.

What does a Sales Operations Manager do?

A Sales Operations Manager plays a pivotal role in aligning sales strategies with business objectives. They manage sales processes, data analysis, and technology tools to support sales goals. By analyzing sales data, they identify trends, forecast sales, and implement strategies to improve sales performance.

They also work closely with various departments to ensure seamless operations and drive sales growth.

Sales Operations Manager responsibilities include:

  • Partnering with Sales, Marketing, Finance, and Operations to implement new processes
  • Optimizing existing sales processes and policies
  • Maintaining data quality and consistency in sales and marketing systems
  • Analyzing sales data to support decision-making and measure impact

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Sales Operations Associate job description https://resources.workable.com/sales-operations-associate-job-description Tue, 20 Feb 2024 13:25:52 +0000 https://resources.workable.com/?p=93337 A Sales Operations Associate is a professional focused on optimizing sales processes and resources, managing CRM systems, and analyzing sales data to support strategic sales initiatives and improve overall sales efficiency. Use this Sales Operations Associate job description template to advertise open roles for your company. Be sure to modify requirements and duties based on […]

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A Sales Operations Associate is a professional focused on optimizing sales processes and resources, managing CRM systems, and analyzing sales data to support strategic sales initiatives and improve overall sales efficiency.

Use this Sales Operations Associate job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Sales Operations Associate?

A Sales Operations Associate is a key member of the sales team, dedicated to streamlining sales processes, managing the sales CRM system, and providing analytical support to enhance sales performance. They play a crucial role in ensuring the sales team has the tools and data needed to achieve their goals efficiently.

What does a Sales Operations Associate do?

A Sales Operations Associate works behind the scenes to support the sales team’s success. They manage and optimize the CRM system, create reports and dashboards for sales tracking, ensure data accuracy within the CRM, and assist with sales strategy implementation.

Their work involves a mix of technical, analytical, and communication skills to improve sales operations and contribute to the company’s growth.

Sales Operations Associate responsibilities include:

  • Enhancing and supporting the CRM system, particularly Salesforce.com
  • Developing reports and dashboards for sales analysis
  • Monitoring and cleansing CRM data to maintain data integrity
  • Supporting the sales team with regular and ad hoc reporting

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Sales Operations Assistant job description https://resources.workable.com/sales-operations-assistant-job-description Tue, 20 Feb 2024 13:03:15 +0000 https://resources.workable.com/?p=93336 A Sales Operations Assistant is a key role focused on enhancing the efficiency and effectiveness of a sales organization through the management of sales tools, coordination of training programs, and maintenance of data integrity within sales systems. What is a Sales Operations Assistant? A Sales Operations Assistant is an integral member of the sales team, […]

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A Sales Operations Assistant is a key role focused on enhancing the efficiency and effectiveness of a sales organization through the management of sales tools, coordination of training programs, and maintenance of data integrity within sales systems.

What is a Sales Operations Assistant?

A Sales Operations Assistant is an integral member of the sales team, dedicated to optimizing sales processes and tools. They ensure that sales data is accurate and accessible, coordinate training programs to enhance sales skills, and manage technologies that support sales activities. Their work directly contributes to the sales team’s ability to achieve targets efficiently.

What does a Sales Operations Assistant do?

A Sales Operations Assistant plays a crucial role in supporting the sales team by managing sales CRM systems, coordinating sales training, maintaining sales enablement content, and ensuring the sales team has access to the necessary tools and technologies.

They work closely with sales leadership to implement strategies that improve sales performance, streamline sales processes, and enhance overall sales productivity.

Sales Operations Assistant responsibilities include:

  • Managing and maintaining data integrity in Salesforce.com
  • Coordinating and scheduling sales training and events
  • Managing sales enabling tools and technologies
  • Establishing communication with sales teams to gather feedback and ensure they have the necessary tools

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What are the new KPIs for HR in this new AI-driven world? https://resources.workable.com/tutorial/ai-driven-hr-kpis Mon, 19 Feb 2024 16:27:26 +0000 https://resources.workable.com/?p=93329 This article delves into the new KPIs for an AI-driven HR world, offering insights into how organizations can navigate this transformation to enhance talent acquisition, employee engagement, and ethical governance. Consider this as a potential AI scorecard for the HR department with tangible goals and specific metrics. For the purposes of this article, we divide […]

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This article delves into the new KPIs for an AI-driven HR world, offering insights into how organizations can navigate this transformation to enhance talent acquisition, employee engagement, and ethical governance. Consider this as a potential AI scorecard for the HR department with tangible goals and specific metrics.

For the purposes of this article, we divide these goals into General AI-driven HR KPIs and predictive models in HR KPIs.

General AI-driven HR KPIs

The adoption and integration of AI within HR functions mark a pivotal shift towards more strategic and data-driven human resource management. This section explores the extent of AI implementation across HR processes, emphasizing the importance of measuring automation efficiency and the overall effectiveness of AI technologies in transforming HR practices.

AI implementation rate

A significant indicator of progress in HR’s digital transformation is the AI implementation rate. According to Eightfold AI’s report “The Future of Work: Intelligent by Design,” a majority of HR leaders across 250 organizations are already leveraging AI for employee records management (78%), payroll processing (77%), and recruitment (73%). 

This widespread adoption underscores the critical role of AI in enhancing HR functions and the need for KPIs that accurately reflect the extent and effectiveness of AI integration.

The efficiency gains from automating HR processes are substantial. Organizations that have embraced AI report not only time savings but also improvements in decision-making accuracy. 

For instance, IDC’s Future of Work 2022 research predicts that by 2024, 80% of the global 2000 organizations will use AI/ML-enabled “managers” for comprehensive HR tasks, highlighting the growing reliance on AI for operational efficiency and strategic HR management.

AI-assisted hiring success rate

AI’s role in revolutionizing talent acquisition and retention is undeniable. By automating and enhancing various aspects of the recruitment process, AI tools are setting new standards for hiring success rates, reducing biases, and improving overall employee satisfaction and retention.

The integration of AI in recruitment processes has significantly improved the quality of hires. 

AI’s ability to parse vast amounts of data and identify the most suitable candidates has led to a more efficient and effective hiring process. 

According to Eightfold’s report, 73% of HR leaders are using AI for recruitment and hiring, with a notable shift towards AI-driven platforms that streamline the screening and selection process, thereby enhancing the hiring success rate.

Bias detection and correction rate

One of the most promising aspects of AI in HR is its potential to reduce biases in the hiring process. 

New York City’s recent legislation requiring companies to audit their AI-powered recruitment software for biases is a testament to the growing awareness and efforts to leverage AI for fairer hiring practices. 

This move towards more ethical AI use in HR underscores the importance of developing KPIs that measure the effectiveness of AI systems in identifying and mitigating biases.

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Personalized employee experience

Personalizing the employee experience has become a key objective for HR departments. 

AI technologies offer unprecedented opportunities to tailor HR services and communications to individual needs, enhancing employee engagement and satisfaction.

Personalization Index

AI’s capability to analyze individual employee data and preferences enables HR departments to offer personalized career development paths, learning opportunities, and benefits. 

This level of personalization not only improves employee satisfaction but also drives engagement and productivity. 

The Personalization Index, therefore, becomes a crucial KPI, reflecting the extent to which HR services are customized to meet the unique needs of each employee.

Digital employee engagement score

The digital transformation of the workplace has made employee engagement through digital platforms and tools more important than ever. 

AI-driven tools are at the forefront of this transformation, offering new ways to engage and motivate employees.

With the majority of HR leaders planning to increase their use of AI across various functions, including employee engagement, the Digital Employee Engagement Score emerges as a vital KPI. 

This metric assesses how effectively digital and AI-driven tools are used to engage employees, fostering a connected and productive workforce.

Ethical AI and bias reduction

As AI becomes more integrated into HR processes, ensuring these technologies are used ethically and without bias is paramount. This section highlights the importance of monitoring and improving the rate at which AI systems detect and correct biases in HR practices.

Bias detection and correction rate

The push for legislation to audit AI-powered recruitment software for biases, as seen in New York City, underscores the critical need for transparent and fair AI applications in HR. 

KPIs focused on the bias detection and correction rate are essential for ensuring AI tools are contributing to a more equitable workplace.

AI ethics compliance rate

Adhering to ethical guidelines and regulations governing AI use in HR is crucial for maintaining trust and integrity within organizations. This subsection explores the AI ethics compliance rate as a KPI, measuring organizations’ commitment to ethical AI practices.

As organizations navigate the complexities of integrating AI into HR, establishing KPIs that track compliance with ethical standards is essential. 

This not only ensures responsible use of AI but also reinforces the organization’s commitment to fairness and transparency in its HR practices.

Employee well-being and mental health

The mental health and well-being of employees have taken center stage in HR priorities, especially in the wake of global shifts towards remote and hybrid work models. AI-driven tools offer innovative solutions to support employee well-being, making the utilization of these tools a key performance indicator.

AI-enhanced well-being support utilization rate

The deployment of AI in supporting employee well-being, through personalized mental health resources and interventions, marks a significant advancement in HR’s approach to workplace wellness. 

The AI-enhanced well-being support utilization rate measures how actively employees engage with these tools, reflecting the effectiveness of AI in addressing mental health needs in the workplace.

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Innovation and continuous improvement

Innovation in HR processes and employee services is crucial for adapting to the changing workforce dynamics and maintaining a competitive edge. 

AI technologies play a pivotal role in driving HR innovation, making the AI-Driven Innovation Rate a key metric for assessing progress.

Rate of innovation enabled by AI

The integration of AI into HR functions not only enhances existing processes but also opens up new avenues for innovation in employee engagement, talent management, and organizational efficiency. 

Tracking the AI-driven innovation rate allows organizations to quantify the impact of AI on HR’s ability to innovate and improve continuously.

Employee feedback on AI tools

Employee perceptions and feedback on the use of AI tools in their work experience are invaluable for assessing the effectiveness and acceptance of these technologies. 

Satisfaction and feedback regarding AI tools 

The success of AI in HR is not just measured by efficiency gains or cost savings but also by how well these tools meet employee needs and expectations. 

The employee feedback on AI tools metric provides insights into the user experience, highlighting areas for enhancement and ensuring that AI implementations are both effective and well-received.

Predictive models in HR KPIs

The ability to forecast HR outcomes, such as turnover rates and recruitment success, using predictive analytics, is transforming HR into a strategic partner in organizational success. 

Accuracy and impact of predictive models 

Leveraging AI for predictive analytics allows HR to anticipate future trends and challenges, enabling proactive strategies for talent management and organizational planning. 

The Predictive Analytics Effectiveness rate measures the accuracy of these models in forecasting critical HR metrics, ensuring that HR strategies are informed by reliable, data-driven insights.

Data quality score

The foundation of effective AI and predictive analytics in HR is high-quality data. This subsection discusses the importance of the Data Quality Score as a KPI, assessing the accuracy, completeness, and reliability of HR data used in AI models and analytics.

Ensuring high-quality data for AI applications 

The integrity of AI-driven HR decisions is directly tied to the quality of the underlying data. A high Data Quality Score indicates that the data feeding into AI models is accurate and comprehensive, enabling more precise predictions and insights for strategic HR management.

Learning and development adaptation

As the workplace continues to evolve, identifying and addressing skill gaps is crucial for organizational resilience and competitiveness. 

AI-driven learning and development (L&D) programs offer personalized training pathways, making the Skill Gap Reduction rate an essential KPI for HR departments.

Effectiveness of AI in closing skill gaps

AI’s ability to analyze individual learning patterns and performance data enables the creation of customized L&D programs that precisely target identified skill gaps. 

By measuring the Skill Gap Reduction rate, organizations can assess the effectiveness of these AI-driven initiatives in enhancing workforce capabilities and meeting future challenges.

AI-driven workforce analytics

Gaining insights into future workforce trends and needs is invaluable. AI-driven workforce analytics provide these predictive insights, enabling strategic workforce planning and decision-making.

Effectiveness of AI in predicting workforce trends 

The Workforce Predictive Insights metric evaluates how effectively AI tools can forecast changes in workforce dynamics, talent needs, and potential skill shortages. 

This KPI is crucial for proactive planning and ensuring the organization is prepared to meet future challenges head-on.

AI contribution to workforce planning

Strategic workforce planning is essential for aligning talent management with long-term business objectives. 

AI’s contribution to this process transforms how organizations approach talent acquisition, development, and retention.

The AI contribution to workforce planning KPI measures the extent to which AI-driven insights influence strategic decisions regarding the workforce. 

This includes optimizing talent allocation, identifying emerging leadership potential, and forecasting hiring needs, ensuring that the organization’s talent strategy supports its overall goals.

Employee lifetime value (ELTV)

Understanding the total value an employee brings to the organization throughout their tenure can inform more strategic HR practices and investment in talent development. 

AI models that predict ELTV offer a comprehensive view of an employee’s contribution, potential for growth, and impact on organizational success.

Incorporating performance data, engagement levels, and potential for growth, AI-driven ELTV models provide a nuanced assessment of an employee’s value. This KPI helps organizations identify high-potential talent and tailor development programs to maximize individual and organizational growth.

The scorecard

Here is the scorecard you can use to set rails for your AI-driven HR KPIs. It doesn’t mean that you have to employ each goal. 

Depending on your organization’s needs, you can customize the scorecard and include only the goals that can assist you in achieving better results. 

AI-driven HR KPI KPI Target Current Status Action Plan
AI Adoption and Integration AI Implementation Rate X% of HR functions with AI
Automation Efficiency Reduce manual process time by X%
Talent Acquisition and Retention through AI AI-Assisted Hiring Success Rate Increase quality of hires by X%
Bias Detection and Correction Rate < X% variance in hiring diversity
Personalized Employee Experience Personalization Index Score of X (1-10 scale)
Digital Employee Engagement Score Engagement score of X%
Ethical AI and Bias Reduction Bias Detection and Correction Rate Detect and correct X% of biases
AI Ethics Compliance Rate 100% compliance
Employee Well-being and Mental Health AI-Enhanced Well-being Support Utilization X% monthly engagement
Innovation and Continuous Improvement AI-Driven Innovation Rate X new innovations per year
Employee Feedback on AI Tools Feedback score of X (1-10 scale)
Predictive Models in HR KPIs Predictive Analytics Effectiveness X% accuracy in predictions
Data Quality Score Score of X (1-10 scale)
Learning and Development Adaptation Skill Gap Reduction Reduce skill gaps by X% annually
AI-Driven Workforce Analytics Workforce Predictive Insights X% of decisions informed by AI insights
AI Contribution to Workforce Planning X% improvement in planning effectiveness
Employee Lifetime Value (ELTV) Predictive models estimating ELTV Increase ELTV by X%
Mental Health Prediction Accuracy Accuracy of AI Models in Predicting Mental Health Issues X% prediction accuracy for at-risk employees

As AI technologies evolve, so too will the AI-driven HR KPIs that guide the department’s strategic direction, ensuring that human resource management remains at the forefront of organizational success and employee satisfaction.

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Sales Enablement Coordinator job description https://resources.workable.com/sales-enablement-coordinator-job-description Mon, 19 Feb 2024 14:50:02 +0000 https://resources.workable.com/?p=93328 A Sales Enablement Coordinator is a professional focused on enhancing the effectiveness of a sales team through the management of sales tools, coordination of training programs, and development of sales content and resources. Use this Sales Enablement Coordinator job description template to advertise open roles for your company. Be sure to modify requirements and duties […]

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A Sales Enablement Coordinator is a professional focused on enhancing the effectiveness of a sales team through the management of sales tools, coordination of training programs, and development of sales content and resources.

Use this Sales Enablement Coordinator job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Sales Enablement Coordinator?

A Sales Enablement Coordinator is a key role within the sales organization, dedicated to providing the sales team with the resources, tools, and training they need to be successful. This role involves a mix of project management, content creation, and technology management to ensure sales representatives have access to the most up-to-date and effective sales materials and strategies.

What does a Sales Enablement Coordinator do?

A Sales Enablement Coordinator works to streamline the sales process by managing sales tools, coordinating training sessions, and developing sales content. They play a crucial role in onboarding new sales hires, rolling out sales playbooks, and ensuring that the sales team is equipped with the knowledge and tools needed to meet their targets.

This role requires close collaboration with product marketing, sales leadership, and other departments to create compelling sales materials and implement strategies that enhance sales performance.

Sales Enablement Coordinator responsibilities include:

  • Managing sales enabling tools and technologies
  • Coordinating sales training and certification programs
  • Developing and maintaining the sales enablement content repository
  • Implementing the sales enablement program, including onboarding

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Sales Enablement Associate job description https://resources.workable.com/sales-enablement-associate-job-description Mon, 19 Feb 2024 14:23:12 +0000 https://resources.workable.com/?p=93327 A Sales Enablement Associate is a professional dedicated to empowering sales teams through training, technology, and content management, ensuring they have the necessary tools and knowledge to effectively engage with prospects and customers. Use this Sales Enablement Associate job description template to advertise open roles for your company. Be sure to modify requirements and duties […]

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A Sales Enablement Associate is a professional dedicated to empowering sales teams through training, technology, and content management, ensuring they have the necessary tools and knowledge to effectively engage with prospects and customers.

Use this Sales Enablement Associate job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Sales Enablement Associate?

A Sales Enablement Associate is a vital member of the sales operations team, focused on enhancing the efficiency and effectiveness of the sales force. By providing comprehensive support through training, content management, and technology optimization, they play a crucial role in preparing sales teams to achieve their targets and contribute to the company’s growth.

What does a Sales Enablement Associate do?

A Sales Enablement Associate works closely with sales teams to ensure they are well-equipped with the necessary skills, knowledge, and tools to succeed. This involves coordinating and facilitating onboarding and training programs, managing sales content and technology, and optimizing sales processes.

They act as a bridge between sales and other departments, ensuring sales representatives are up-to-date with the latest product information, sales strategies, and best practices.

Sales Enablement Associate responsibilities include:

  • Implementing the Workable Sales Playbook in collaboration with Sales Development Leaders
  • Coordinating onboarding and certification for Sales Development Representatives
  • Scheduling and facilitating sales training and ongoing education
  • Managing sales content repositories and sales enabling technologies

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Sales Operations Analyst job description https://resources.workable.com/sales-operations-analyst-job-description Mon, 19 Feb 2024 14:10:11 +0000 https://resources.workable.com/?p=93326 A Sales Operations Analyst is a key role focused on optimizing sales processes and systems, maintaining CRM data integrity, and providing actionable insights through sales analytics to drive sales efficiency and effectiveness. Use this Sales Operations Analyst job description template to advertise open roles for your company. Be sure to modify requirements and duties based […]

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A Sales Operations Analyst is a key role focused on optimizing sales processes and systems, maintaining CRM data integrity, and providing actionable insights through sales analytics to drive sales efficiency and effectiveness.

Use this Sales Operations Analyst job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Sales Operations Analyst?

A Sales Operations Analyst plays a critical role in supporting a company’s sales team by managing the CRM system, analyzing sales data, and improving sales processes. This position requires a blend of technical and analytical skills to ensure the sales organization operates efficiently and effectively, leveraging data to make informed decisions.

What does a Sales Operations Analyst do?

A Sales Operations Analyst is responsible for the overall efficiency and effectiveness of the sales team. They maintain the CRM system to ensure data accuracy, develop reports and dashboards to provide insights into sales performance, and identify opportunities for process improvements.

They work closely with sales leadership to support strategic planning and goal setting, assist with sales forecasting, and contribute to the development of sales strategies through data-driven insights.

Sales Operations Analyst responsibilities include:

  • Maintaining Salesforce CRM, including workflow, reporting, and data integrity
  • Developing and maintaining sales analytics reports and dashboards
  • Optimizing sales and operational efficiency through process improvement
  • Supporting sales teams with planning and operational tasks

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Sales Enablement Specialist job description https://resources.workable.com/sales-enablement-specialist-job-description Mon, 19 Feb 2024 13:36:10 +0000 https://resources.workable.com/?p=93325 A Sales Enablement Specialist is a professional dedicated to equipping sales teams with the tools, resources, and training they need to effectively sell a product or service, thereby enhancing sales performance and productivity within an organization. Use this Sales Enablement Specialist job description template to advertise open roles for your company. Be sure to modify […]

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A Sales Enablement Specialist is a professional dedicated to equipping sales teams with the tools, resources, and training they need to effectively sell a product or service, thereby enhancing sales performance and productivity within an organization.

Use this Sales Enablement Specialist job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Sales Enablement Specialist?

A Sales Enablement Specialist is a key figure within a sales organization, focused on empowering sales teams with the necessary knowledge, materials, and tools to enhance their selling abilities. This role involves creating comprehensive training programs, sales playbooks, and educational content to ensure sales representatives are well-equipped to engage with prospects and customers effectively.

What does a Sales Enablement Specialist do?

A Sales Enablement Specialist plays a pivotal role in bridging the gap between sales strategy and execution. They are responsible for identifying the training needs of the sales team, developing onboarding and continuous learning programs, and providing sales teams with up-to-date product information and sales techniques.

Additionally, they create and maintain a repository of sales resources, collaborate with product marketing for consistent messaging, and measure the effectiveness of sales enablement initiatives to continuously adapt and improve sales strategies.

Sales Enablement Specialist responsibilities include:

  • Developing and implementing training strategies, programs, and curricula for the sales organization
  • Creating and rolling out the sales playbook to improve sales performance
  • Developing sales success stories, case studies, and sales guides
  • Managing the sales enablement content repository and ensuring accessibility

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Reinstated SAT requirements: why hiring teams should care https://resources.workable.com/stories-and-insights/sat-requirements-for-employers Fri, 16 Feb 2024 22:09:18 +0000 https://resources.workable.com/?p=93316 Dartmouth College – an Ivy League School – stopped requiring SAT/ACT scores for its applicants during the pandemic. Now that there aren’t health concerns in taking the test anymore, the college decided to take a look at whether they should reinstate these standardized tests as a requirement. The evidence told them to do so and […]

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Dartmouth College – an Ivy League School – stopped requiring SAT/ACT scores for its applicants during the pandemic. Now that there aren’t health concerns in taking the test anymore, the college decided to take a look at whether they should reinstate these standardized tests as a requirement.

The evidence told them to do so and that it was better for their goals as a school and better for the student applicants. They looked at all students’ test scores after they had been admitted and learned what the impact was.

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What on earth does this have to do with your business or hiring practices? In an era when more and more companies and state governments are removing degree requirements, why would it matter to the talent acquisition (TA) world how colleges admit students?

Many reasons, as it happens. Let’s look at Dartmouth’s evidence and break this down.

1. Personal recommendations don’t mean much

What Dartmouth learned: It turns out that personal recommendations and grades that aren’t standardized among schools weren’t as good predictors of success as standardized tests.

What TA can learn from this: It’s not what you know; it’s who you know. This is oft-repeated along with advice to candidates to “network, network, network” their way into jobs.

In addition, giving preference to people who know someone, many companies still require reference checks – not just previous employment checks.

Of course, when asking person A about candidate B, unless you know person A well, you cannot judge their credibility. If someone says, “Candidate B was so whiny and never did his work right!”, you don’t know if that is correct or if the manager was the whiny one who micromanaged.

Using skills-based hiring that can be standardized for certain positions can help avoid this recommendation bias.

2. Removing tests decreased economic diversity

What Dartmouth learned: Students from disadvantaged backgrounds didn’t submit their scores, mistakenly believing that their less-than-perfect scores would disadvantage them. The scores would have shown success in difficult situations.

The researchers who studied the impact of scores wrote, “There are hundreds of less-advantaged applicants with scores in the 1,400 range who should be submitting scores to identify themselves to admissions, but do not under test-optional policies.”

“There are hundreds of less-advantaged applicants with scores in the 1,400 range who should be submitting scores to identify themselves to admissions, but do not under test-optional policies.”

What TA can learn from this: When people think you expect perfection, they may opt-out. If you focus too much on the right connections, you’re going to miss out on people who could do a great job if given the chance.

Universities are sometimes more about connections than about what you learn. In fact, a company that specializes in helping students gain admission to top schools explicitly explains that advantage:

“[Ivy League] connections can open doors to internships, job opportunities, and partnerships in various industries.

“Ivy League alumni networks also offer a sense of exclusivity and access to unique opportunities. From alumni reunions and social events to guest lectures and panels featuring distinguished alumni, there are numerous ways for Ivy League graduates to stay engaged and connected.”

In other words, again, it’s all about who you know and not about what you can do.

The real question TA should focus on is not who recommended this person, but whether this person can do the job.

3. The right tools can help you find people you’d otherwise miss

What Dartmouth learned: The New York Times wrote about Dartmouth:

“For instance, many critics on the political left argue the tests are racially or economically biased, but Beilock said the evidence didn’t support those claims. ‘The research suggests this tool is helpful in finding students we might otherwise miss,’ she said.”

“Many critics on the political left argue the tests are racially or economically biased, but Beilock said the evidence didn’t support those claims. ‘The research suggests this tool is helpful in finding students we might otherwise miss,’ she said.”

What TA can learn from this: Perhaps standardized processes that anyone can use to apply would identify hidden talent.

Of course, candidates don’t like taking tests, and certainly not ones that require significant work. But, perhaps for positions that require specific skills rather than an application, a short skills test could be used.

The key is that you can find people who wouldn’t otherwise have a chance by moving away from subjective criteria (resumes, recommendations) and into objective criteria (skills tests).

4. Look at your real data

What Dartmouth learned: They thought that removing the test requirement would increase their diversity and it didn’t. They hope that reinstating it will increase diversity.

What TA can learn from this: Many companies want to increase diversity at all levels of the organization, but are not terribly successful at this. Take a look at your actual data. Consider the following:

  • How do your applicants apply?
  • What does your interview process look like?
  • What are the similar characteristics of successful employees?
  • How can you find candidates with these characteristics?
  • Do your processes help evaluate these critical skills?

If you’re willing to truly take a look at how you do things and make changes when you find that things aren’t necessarily what you thought they were, you become better off.

As Dartmouth did with admissions, experimenting with different hiring methods is a good thing, but make sure you follow up your experiments with data analysis.

That way, you’ll improve your overall talent and have the data to show it.

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What is an employee incentive program: ideas and outcomes https://resources.workable.com/hr-term/what-is-an-employee-incentive-program Fri, 16 Feb 2024 13:48:49 +0000 https://resources.workable.com/?p=93313 At their core, employee incentive programs are designed to recognize and reward employees’ contributions, thereby fostering a culture of appreciation, motivation, and loyalty. According to Employee Benefits (UK) 69% of employees say a better benefits package would make them choose one company over another while 60% of employees in a report of Harvard Business Review […]

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At their core, employee incentive programs are designed to recognize and reward employees’ contributions, thereby fostering a culture of appreciation, motivation, and loyalty.

According to Employee Benefits (UK) 69% of employees say a better benefits package would make them choose one company over another while 60% of employees in a report of Harvard Business Review support that benefits and perks are a major factor in considering whether to accept a job offer. 

What are employee incentives?

Employee incentives are rewards or benefits offered to employees to encourage specific behaviors or achievements that contribute to the organizational goals. 

These incentives can be broadly categorized into two types: monetary and non-monetary. 

Monetary incentives include direct financial rewards such as bonuses, salary increases, and stock options. 

Non-monetary incentives, on the other hand, might encompass recognition programs, professional development opportunities, and enhanced work-life balance options.

The rationale behind employee incentives extends beyond simple reward mechanisms; they are rooted in the understanding of behavioral economics and social psychology. 

Concepts like intrinsic and extrinsic motivation play a pivotal role here. Intrinsic motivation refers to performing an activity for its inherent satisfaction, whereas extrinsic motivation involves performing an activity to earn a reward or avoid punishment. 

Effective incentive programs tap into both types of motivation, creating a balanced approach that acknowledges the complex drivers of human behavior at work.

Related: Unlocking global talent: your borderless hiring playbook – Get the ebook

The meaning and purpose of incentive programs

Incentive programs in the realm of human resources (HR) are strategic tools designed to align employee actions with the company’s objectives. 

Their primary aim is to motivate employees to perform at their best by offering rewards that are meaningful to them. 

These programs are multifaceted, not only aiming to boost performance but also to enhance job satisfaction, employee retention, and organizational culture.

A Gartner HR report revealed that 82% of employees consider recognition critical to their job satisfaction, yet a surprising 81% of executives admit their organizations do not prioritize recognition programs adequately​​. 

These findings point to the untapped potential of incentive programs in bridging the gap between employee expectations and organizational practices.

Incentive programs in HR

The role of HR in developing, implementing, and managing incentive programs is central to their success. These programs must be thoughtfully designed to reflect the organization’s culture, values, and strategic objectives. 

Moreover, they should be flexible enough to adapt to changing organizational needs and diverse employee demographics.

A strategic approach to incentive programs involves clear goal setting, choosing the right mix of incentives, effective communication, and ongoing evaluation. 

The Incentive Research Foundation has highlighted the importance of data in guiding program design and measuring effectiveness​​. 

This involves not only tracking the immediate impact on performance and engagement but also understanding long-term trends in employee behavior and organizational culture.

One of the challenges in implementing effective incentive programs is ensuring they are perceived as fair and meaningful by employees. 

This requires a deep understanding of the workforce’s diverse needs and preferences, which can be achieved through regular feedback mechanisms and personalization of rewards.

Related: Top employee engagement ideas to achieve success

15 examples of effective employee incentive programs

Employee incentive programs come in various forms, each designed to meet different organizational goals and employee needs. 

Here is a compilation of 15 examples, categorized by their nature and objectives:

Monetary Incentive Programs

Performance bonuses: These are financial rewards given to employees for achieving or surpassing specific performance benchmarks. Performance bonuses not only reward individual achievements but also encourage the continuation of high performance. To ensure fairness and effectiveness, benchmarks should be clearly defined, achievable, and aligned with the company’s strategic objectives.

Profit-sharing plans: This approach involves distributing a portion of the company’s profits among employees, typically on an annual basis. Profit-sharing plans can enhance the sense of ownership and belonging among employees, as they directly benefit from the company’s success. This incentive fosters a collective effort towards organizational profitability and success.

Stock options: Offering employees the option to purchase company stock at a preferential rate can be a powerful incentive. This method aligns employees’ interests with those of the company and its shareholders, promoting long-term commitment and providing a tangible stake in the company’s growth and success.

Sales commissions: Specifically designed for sales roles, commissions are a percentage of the sales an employee generates. This direct correlation between performance and reward makes commissions a highly effective motivator for sales personnel, driving sales growth and individual performance.

Spot bonuses: These are immediate rewards for exceptional work or achievements beyond the usual responsibilities. Spot bonuses are a great way to instantly recognize and reward outstanding contributions, offering a surprise element that can boost morale and motivation.

Non-Monetary Incentive Programs

Employee recognition programs: Formal recognition programs, such as “Employee of the Month” awards, spotlight individuals for their hard work and dedication. Recognition programs not only provide public acknowledgment but also reinforce the behaviors and values that are crucial to the company’s success.

Professional development opportunities: Investing in employees’ growth through training, workshops, or courses signals the company’s commitment to their career development. This incentive can lead to increased job satisfaction, improved skill sets, and higher levels of engagement.

Extra vacation days: Rewarding employees with additional paid time off is a significant incentive that values their need for work-life balance. It recognizes their hard work and provides an opportunity to recharge, leading to improved well-being and productivity.

Flexible working hours: Offering flexibility in work schedules or the option to work from home addresses the diverse needs and preferences of employees. This autonomy can lead to higher job satisfaction, reduced stress levels, and a more engaged workforce. Actually, flexible schedules are becoming more of a long term setup now, with 46.5% saying in Workable’s The Great Discontent report that they’ve been working on a flexible schedule for more than two years in 2023, and they like it. 

Wellness programs: Providing benefits such as gym memberships or wellness days off focuses on the physical and mental health of employees. Wellness programs demonstrate the company’s care for its employees’ well-being, potentially reducing healthcare costs and increasing overall productivity.

Team and company-wide incentives

Team performance bonuses: Rewards given to teams for achieving specific goals promote collaboration and collective effort. These bonuses can strengthen team bonds and drive collective success, aligning team efforts with organizational objectives.

Company trips or retreats: Organized trips for high-performing teams or individuals serve as a reward and a team-building opportunity. These experiences can foster stronger relationships, boost morale, and provide a memorable reward for achievements.

Corporate events and team-building activities: Activities designed to improve team cohesion and morale can also serve as incentives. Whether it’s a day out for team-building exercises or a dinner celebrating team achievements, these events can enhance team dynamics and employee engagement.

Employee referral bonuses: Incentives for employees who refer successful new hires leverage the existing workforce to find quality candidates. This program not only aids in recruitment but also rewards employees for contributing to the team’s growth.

Special project opportunities: Assigning high-performing employees to prestigious projects or roles is a form of recognition that offers professional growth opportunities. This incentive acknowledges their contributions and trusts them with significant responsibilities, leading to increased engagement and job satisfaction.

These detailed examples of incentive programs illustrate the diversity and potential impact of well-designed incentives in fostering a motivated, engaged, and productive workforce.

Implementing an effective incentive program

The implementation of an effective incentive program is a critical phase that determines its success and impact. It involves several strategic steps, each designed to ensure the program’s alignment with organizational goals and its receptiveness to employee needs.

Identifying goals: The first step in implementing an incentive program is to clearly identify its objectives. Whether it’s to boost sales, enhance productivity, improve employee retention, or foster a positive work culture, the goals of the program should be specific, measurable, achievable, relevant, and time-bound (SMART).

Selecting the right incentives: Based on the goals and the understanding of what motivates the workforce, select incentives that will resonate best with the employees. This selection process should consider the diversity of the workforce, including their preferences, job roles, and what they value most in their professional lives.

Effective communication: For an incentive program to be successful, it’s crucial that all employees understand how it works, how they can qualify for rewards, and what benefits are at stake. Transparent and ongoing communication through meetings, emails, and internal platforms ensures that the program’s details are clearly conveyed and understood.

Evaluation and feedback: Implementing a system for regular evaluation and feedback is vital for the program’s long-term success. This involves tracking participation rates, measuring the program’s impact on performance metrics, and soliciting employee feedback to identify areas for improvement. Adjustments should be made as necessary to keep the program relevant and effective.

As companies navigate the complexities of the modern workplace, those that master the art of effective incentive programs will undoubtedly stand out as employers of choice, achieving sustained organizational excellence and growth.

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Sales Development Manager job description https://resources.workable.com/sales-development-manager-job-description Fri, 16 Feb 2024 14:47:09 +0000 https://resources.workable.com/?p=93312 A Sales Development Manager is a leadership role responsible for guiding and managing a team of Sales Development Representatives (SDRs) to generate leads and build sales pipelines, ensuring the team meets its targets through effective coaching, performance management, and strategic planning. Use this Sales Development Manager job description template to advertise open roles for your […]

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A Sales Development Manager is a leadership role responsible for guiding and managing a team of Sales Development Representatives (SDRs) to generate leads and build sales pipelines, ensuring the team meets its targets through effective coaching, performance management, and strategic planning.

Use this Sales Development Manager job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Sales Development Manager?

A Sales Development Manager is a key figure in the sales department, tasked with overseeing the Sales Development Representatives team. Their role focuses on driving sales pipeline growth, managing team performance, and ensuring the achievement of sales targets.

They play a crucial part in strategizing outbound and inbound sales initiatives, coaching team members, and fostering a high-performance sales culture.

What does a Sales Development Manager do?

A Sales Development Manager leads a team responsible for identifying and creating new qualified sales opportunities. They manage daily operations, set performance standards, and align the team’s efforts with the company’s sales goals. This involves training and mentoring SDRs, monitoring their performance, and optimizing sales strategies.

The manager also collaborates with sales and marketing teams to ensure a cohesive approach to lead generation and nurturing, ultimately contributing to the company’s revenue growth.

Sales Development Manager responsibilities include:

  • Delivering on outbound and inbound growth initiative goals
  • Managing, coaching, and developing a team of SDRs
  • Participating in the recruiting process and making hiring decisions
  • Driving SDR activity metrics and growing pipeline in specific territories

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Rails Developer job description https://resources.workable.com/rails-developer-job-description Fri, 16 Feb 2024 14:30:38 +0000 https://resources.workable.com/?p=93311 A Rails Developer is a digital marketing professional responsible for developing, implementing, and optimizing digital marketing campaigns across various channels to drive demand and engagement for a company’s products or services. Use this Rails Developer job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the […]

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A Rails Developer is a digital marketing professional responsible for developing, implementing, and optimizing digital marketing campaigns across various channels to drive demand and engagement for a company’s products or services.

Use this Rails Developer job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Rails Developer?

A Rails Developer is a software professional skilled in using the Ruby on Rails framework to build web applications. They leverage Rails’ conventions to write less code while accomplishing more than many other languages and frameworks.

Rails Developers focus on creating clean, efficient, and maintainable code to develop scalable web applications that meet user needs and business requirements.

What does a Rails Developer do?

A Rails Developer designs, builds, and maintains web applications using the Ruby on Rails framework. They work on server-side logic, define and maintain databases, and ensure high performance and responsiveness to requests from the front-end.

Rails Developers integrate data from various back-end services and databases, create and maintain APIs, and work closely with front-end developers to match visual design intent. They also focus on optimizing applications for speed and efficiency, implementing security measures, and ensuring application scalability.

Rails Developer responsibilities include:

  • Designing and developing web applications using Ruby on Rails
  • Integrating web services and APIs for enhanced functionality
  • Implementing database designs and ensuring data integrity with SQL
  • Collaborating with UI/UX designers for user-centered interaction design

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QA Automation Engineer job description https://resources.workable.com/qa-automation-engineer-job-description Fri, 16 Feb 2024 14:06:07 +0000 https://resources.workable.com/?p=93310 A QA Automation Engineer is a specialized role focused on designing, developing, and executing automated tests to ensure software quality and efficiency in the development lifecycle. Use this QA Automation Engineer job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the […]

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A QA Automation Engineer is a specialized role focused on designing, developing, and executing automated tests to ensure software quality and efficiency in the development lifecycle.

Use this QA Automation Engineer job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a QA Automation Engineer?

A QA Automation Engineer is a professional who applies engineering principles to the design and development of software tests. Their primary goal is to automate the testing process to identify bugs and issues before the software reaches end-users, ensuring the product’s quality and reliability.

What does a QA Automation Engineer do?

A QA Automation Engineer plays a crucial role in the software development process, focusing on automating the testing of software applications to identify defects quickly and efficiently.

They work closely with development and product teams to establish testing strategies, design and implement test plans, and develop automated tests that cover various aspects of the application, including UI and functionality.

By integrating tests into the CI/CD pipeline, they ensure that software releases are reliable and of high quality. Additionally, they troubleshoot and diagnose issues in systems under test, contributing to the continuous improvement of the software development process.

QA Automation Engineer responsibilities include:

  • Driving the software quality assurance lifecycle within an Agile process
  • Establishing test strategies and designing test plans and cases
  • Developing and executing automated UI and functional tests
  • Enhancing and maintaining automated Continuous Integration (CI) flows

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Proposal Manager job description https://resources.workable.com/proposal-manager-job-description Fri, 16 Feb 2024 13:19:12 +0000 https://resources.workable.com/?p=93309 A Proposal Manager is a professional responsible for coordinating and producing proposals (RFI, RFP, ITT) in response to client requests, ensuring they meet company standards and client requirements, and are delivered within deadlines. Use this Proposal Manager job description template to advertise open roles for your company. Be sure to modify requirements and duties based […]

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A Proposal Manager is a professional responsible for coordinating and producing proposals (RFI, RFP, ITT) in response to client requests, ensuring they meet company standards and client requirements, and are delivered within deadlines.

Use this Proposal Manager job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Proposal Manager?

A Proposal Manager oversees the creation and submission of business proposals, playing a crucial role in the sales process. They ensure that proposals are compelling, compliant, and aligned with both the client’s needs and the company’s offerings. This role involves strategic planning, project management, and collaboration with various teams to gather necessary information and craft persuasive proposals.

What does a Proposal Manager do?

A Proposal Manager leads the development and delivery of business proposals, working closely with sales, marketing, product management, and other departments. They initiate proposal kick-off meetings, lead storyboarding sessions, and oversee the review and finalization process.

By managing the proposal’s content, structure, and delivery, they aim to create winning proposals that effectively communicate the value of the company’s products or services. Additionally, they are responsible for improving the proposal process through best practices, automation tools, and maintaining a comprehensive content library.

Proposal Manager responsibilities include:

  • Owning the proposal process for sales, including coordination and production
  • Managing proposal timelines, ensuring timely completion
  • Coordinating with subject matter experts across departments for proposal content
  • Maintaining and updating a Content Management System for proposal documentation

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D&D work alignment charts: are you Leslie Knope or Homelander? https://resources.workable.com/stories-and-insights/dungeons-dragons-workplace-edition Thu, 15 Feb 2024 22:06:15 +0000 https://resources.workable.com/?p=93302 If you played Dungeons & Dragons as a kid, then you’ll love this one – we’ve taken the standard alignment chart and found nine famous characters from TV and movies who fit to each of the nine alignments. Don’t know Dungeons & Dragons? That’s OK – in short, each of the nine categories shows the […]

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If you played Dungeons & Dragons as a kid, then you’ll love this one – we’ve taken the standard alignment chart and found nine famous characters from TV and movies who fit to each of the nine alignments.

Don’t know Dungeons & Dragons? That’s OK – in short, each of the nine categories shows the “alignment” of a specific character in this world – whether they’re good, neutral, or evil, and whether they take a lawful, neutral, or chaotic approach to their decision-making process.

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And as it happens, 2024 marks the 50-year anniversary of the original Dungeons & Dragons roleplay game, so it’s a perfect time to do this. First, we’ll describe what a worker looks like under each of the nine alignments, and then provide a specific example from TV or movies that fit that mold.

Ready? Let’s start!

1. Lawful Good

Employees who are lawful good value company policies and ethical standards. They will address challenges by adhering to established protocols and seeking fair solutions that benefit everyone. They are the dependable ones who follow rules but also ensure that actions are morally just.

Example: Leslie Knope (Parks and Recreation) – Dedicated to her community, always striving to do the right thing within the framework of rules.

2. Neutral Good

Neutral good employees focus on the well-being of their colleagues and the company. They adapt to changes flexibly, aiming to do what’s best for the greatest number of people, even if it means bending some rules or creating new ones.

Example: Jim Halpert (The Office) – Aims to do good in a general sense, often without being overly concerned with strict rules or rebelling against them.

 

3. Chaotic Good

Workers who fall into the chaotic good category prioritize innovation and positive outcomes over traditional methods. When facing challenges, they might disregard standard procedures in favor of creative or unconventional solutions that benefit the team or customers, even if it means challenging authority.

Example: Eleven (Stranger Things) – Uses her powers to protect her friends and fight against evil forces, often breaking rules and defying authorities to do what she believes is right.

 

4. Lawful Neutral

Lawful neutral individuals are the enforcers of company policies and traditions. They approach workplace changes with a focus on maintaining order and structure, adhering to rules and systems even if it means slower adaptation to new challenges.

Example: Mando (The Mandalorian) – Follows a strict code as a bounty hunter, showing commitment to his tasks while often remaining emotionally detached from the broader moral implications.

 

5. True Neutral

Employees with a true neutral alignment might strive to maintain balance. They can be seen as pragmatists who adapt to new situations while trying to maintain a balance between different approaches, without strong bias toward order or innovation.

Example: Dr. Gregory House (House M.D.) – Focuses on solving medical cases, balancing his genius and cynicism, often indifferent to good or evil, law or chaos.

 

6. Chaotic Neutral

The chaotic neutral workers value their independence and may resist changes that impose more structure or rules. In responding to challenges, they prioritize personal freedom and may pursue novel solutions, regardless of whether these align with company policies or goals.

Example: Jack Sparrow (Pirates of the Caribbean) – Prioritizes his freedom and self-interest, navigating through life with a flexible moral compass, often causing chaos around him to achieve his goals.

 

7. Lawful Evil

Employees who fall into the lawful evil bucket might use the company’s structures and rules to advance their own interests, even at the expense of others. They are adept at navigating bureaucracy and might exploit systems during times of change for personal gain.

Example: Gus Fring (Breaking Bad) – A drug lord who masquerades as a legitimate business owner, Gus uses the existing legal and social structures to his advantage, meticulously planning his moves to maintain his drug empire while presenting a facade of respectability.

 

8. Neutral Evil

Focused on their own advancement, neutral evil employees will use whatever means – order or chaos – to benefit themselves. During times of change, they are likely to take advantage of confusion or weakened structures to further their own ends.

Example: Thomas Shelby (Peaky Blinders) – As the cunning leader of the Peaky Blinders gang, Thomas Shelby is focused on advancing his family’s and his own status by any means necessary. He navigates between legality and criminality, using both order and chaos to achieve his ambitions, showing little regard for whom he hurts in the process.

 

9. Chaotic Evil

And finally – chaotic evil employees may actively disrupt processes and resist change, not for any ideological reason but to create disorder or advance their own agenda. They might sabotage new initiatives or spread dissent, caring little for the consequences to the company or colleagues.

Example: Homelander (The Boys) – Presents a facade of a hero, but his actions are driven by selfish desires and a need for power, often resorting to violence and manipulation to achieve his goals, with little regard for the consequences to others.

Agree, disagree? Tell us!

We’ve traversed the spectrum from the steadfastly ethical to the chaotically self-serving, each illustrated with iconic characters from TV and movies.

This is all a reminder that, just as in the worlds of TV, movies, and role-playing games, our professional environments are composed of a wide range of characters, each contributing to the story in their own unique way.

What do you think? Should it be someone else? Send us your thoughts to content@workable.com with “D&D” in the subject heading.

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Customizable meeting buffers for stress-free self-scheduling https://resources.workable.com/backstage-at-workable/customizable-meeting-buffers-for-stress-free-self-scheduling Thu, 15 Feb 2024 20:00:14 +0000 https://resources.workable.com/?p=93295 When you use self-scheduling for interviews through Workable, candidates can easily book time for an interview based on your availability, speeding up the scheduling process and making for a better candidate experience. Today, a big update to our self-scheduling tool is here. Set buffer time between meetings and get more control over your day-to-day availability. […]

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When you use self-scheduling for interviews through Workable, candidates can easily book time for an interview based on your availability, speeding up the scheduling process and making for a better candidate experience.

Today, a big update to our self-scheduling tool is here. Set buffer time between meetings and get more control over your day-to-day availability.

  • Breathing room between meetings: New buffer options mean less hustle between calls, making the interview process feel more relaxed and accommodating for everyone involved.
  • Increased flexibility: Customize availability for each day of the week, allowing for the scheduling experience that works best for you.

Buffer times help to ensure that you (and your hiring team) aren’t rushed from call to call. Take time to compile notes or prepare for your next meetings. Your interviewers will appreciate this, but so will your candidates. With buffers baked in, you can rest assured that you won’t need to hang up immediately to jump to the next call. Candidates are less likely to experience rushed interviews, leading to a more positive and considerate candidate experience.

Different days of the week often come with different workloads and priorities. New options for customizing availability on a daily basis cater to the diverse and dynamic nature of interviewers’ schedules.

Self-scheduling within Workable not only streamlines the logistics of interview coordination but also fundamentally transforms the recruiting experience. Use self-scheduling on desktop or mobile to empower hiring teams with the autonomy to customize their schedules makes for better candidate experiences, reduces stress, and ultimately contributes to a positive and efficient hiring process.

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Programs Marketing Associate job description https://resources.workable.com/programs-marketing-associate-job-description Thu, 15 Feb 2024 14:09:29 +0000 https://resources.workable.com/?p=93294 A Programs Marketing Associate is a digital marketing professional responsible for developing, implementing, and optimizing digital marketing campaigns across various channels to drive demand and engagement for a company’s products or services. Use this Programs Marketing Associate job description template to advertise open roles for your company. Be sure to modify requirements and duties based […]

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A Programs Marketing Associate is a digital marketing professional responsible for developing, implementing, and optimizing digital marketing campaigns across various channels to drive demand and engagement for a company’s products or services.

Use this Programs Marketing Associate job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Programs Marketing Associate?

A Programs Marketing Associate is a key player in the marketing team, specializing in crafting and executing digital marketing strategies to attract and nurture leads through the sales funnel. They leverage a mix of marketing tools and strategies to create integrated campaigns that resonate with target audiences, aiming to convert interest into actionable sales leads.

What does a Programs Marketing Associate do?

A Programs Marketing Associate oversees the creation and management of digital marketing campaigns designed to generate demand and enhance brand visibility. They work closely with sales teams to ensure messaging alignment and lead quality.

By analyzing campaign performance and market trends, they continuously refine strategies to maximize ROI. Their role involves creative brainstorming for growth, optimizing the customer journey across digital touchpoints, and staying ahead of digital marketing trends to implement innovative and effective marketing solutions.

Programs Marketing Associate responsibilities include:

  • Planning and executing marketing programs for the top and middle of the funnel
  • Measuring and reporting on the performance of digital marketing campaigns
  • Identifying trends and insights to optimize spend and performance
  • Collaborating with agencies and vendor partners

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Professional Services Manager job description https://resources.workable.com/professional-services-manager-job-description Thu, 15 Feb 2024 14:25:15 +0000 https://resources.workable.com/?p=93293 A Professional Services Manager leads a team to deliver customized technical solutions, ensuring clients successfully integrate and utilize a company’s product within their existing tech ecosystems and processes. Use this Professional Services Manager job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs […]

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A Professional Services Manager leads a team to deliver customized technical solutions, ensuring clients successfully integrate and utilize a company’s product within their existing tech ecosystems and processes.

Use this Professional Services Manager job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Professional Services Manager?

A Professional Services Manager oversees a team dedicated to customizing and implementing solutions that allow clients to seamlessly integrate a product into their operations. This role involves understanding client needs, designing appropriate solutions, and ensuring these solutions are implemented effectively.

The manager ensures projects meet client expectations and are delivered on time, enhancing customer satisfaction and product value.

What does a Professional Services Manager do?

A Professional Services Manager plays a pivotal role in bridging the gap between a product and its users. They lead projects from conception to completion, involving requirements gathering, solution design, and team management. By working closely with clients and internal teams, they ensure custom solutions are effectively integrated, addressing specific client needs.

This role requires a mix of technical expertise, leadership, and communication skills to manage diverse teams, maintain project timelines, and support sales efforts with in-depth product knowledge and service offerings.

Professional Services Manager responsibilities include:

  • Conducting requirements gathering, analysis, and design for projects
  • Managing and coaching the implementation team
  • Project managing technical projects for timely delivery
  • Communicating the team’s value internally and externally

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Professional Services Engineer job description https://resources.workable.com/professional-services-engineer-job-description Thu, 15 Feb 2024 13:44:08 +0000 https://resources.workable.com/?p=93292 A Professional Services Engineer is a technical expert responsible for developing and implementing customized software solutions, including integrations and data migrations, to enhance clients’ use of a company’s product within their IT environments. Use this Professional Services Engineer job description template to advertise open roles for your company. Be sure to modify requirements and duties […]

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A Professional Services Engineer is a technical expert responsible for developing and implementing customized software solutions, including integrations and data migrations, to enhance clients’ use of a company’s product within their IT environments.

Use this Professional Services Engineer job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Professional Services Engineer?

A Professional Services Engineer is a specialized role focused on tailoring a company’s product to meet the unique needs of its clients through technical solutions. This involves analyzing requirements, developing custom integrations, migrating data, and ensuring the product fits seamlessly into the client’s IT infrastructure.

The role requires a blend of technical expertise, problem-solving skills, and the ability to communicate complex information clearly.

What does a Professional Services Engineer do?

A Professional Services Engineer works closely with clients to understand their technical requirements and delivers solutions that integrate the company’s product into their existing systems. This includes writing custom code, configuring accounts, and troubleshooting issues like SSO problems.

They play a crucial role in the implementation phase, ensuring a smooth transition for clients migrating to the product. Additionally, they contribute to the improvement of the product’s infrastructure and participate in customer calls to provide technical guidance and support.

Professional Services Engineer responsibilities include:

  • Developing customized integrations based on client requests
  • Conducting data migrations and creating custom reports
  • Implementing new internal tools and technical account configurations
  • Providing SSO and API consultations to clients

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Product Partner Manager job description https://resources.workable.com/product-partner-manager-job-description Thu, 15 Feb 2024 13:28:36 +0000 https://resources.workable.com/?p=93291 A Product Partner Manager is a strategic role focused on managing and expanding partnerships with HR technology providers, ensuring seamless integration and collaboration to enhance a product’s value and market presence. Use this Product Partner Manager job description template to advertise open roles for your company. Be sure to modify requirements and duties based on […]

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A Product Partner Manager is a strategic role focused on managing and expanding partnerships with HR technology providers, ensuring seamless integration and collaboration to enhance a product’s value and market presence.

Use this Product Partner Manager job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Product Partner Manager?

A Product Partner Manager is a professional responsible for cultivating and managing relationships with external partners, specifically within the HR technology space. This role involves evaluating potential partnerships, negotiating agreements, and overseeing the integration of partner technologies into the company’s product ecosystem.

The goal is to enhance the product’s functionality and market reach through strategic collaborations.

What does a Product Partner Manager do?

A Product Partner Manager plays a crucial role in expanding a company’s product capabilities and market reach through partnerships.

They identify and assess potential HRTech partners, negotiate and finalize agreements, and manage the integration process to ensure timely and successful launches. Additionally, they work closely with partners to set and achieve lead generation goals, provide sales enablement support, and maintain productive relationships.

This role requires a blend of strategic thinking, project management, and communication skills to foster partnerships that drive business growth and enhance the product offering.

Product Partner Manager responsibilities include:

  • Processing and prioritizing inbound inquiries from potential HRTech partners
  • Finalizing commercial agreements and managing partner onboarding
  • Setting lead generation goals and incentives with partners
  • Training partner sales teams and supporting ongoing sales enablement

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Product Marketing Director job description https://resources.workable.com/product-marketing-director-job-description Wed, 14 Feb 2024 14:26:53 +0000 https://resources.workable.com/?p=93280 A Product Marketing Director is a strategic leadership role responsible for driving the go-to-market strategy, messaging, and positioning of a company’s products globally, ensuring the product’s market competitiveness and alignment with customer needs. Use this Product Marketing Director job description template to advertise open roles for your company. Be sure to modify requirements and duties […]

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A Product Marketing Director is a strategic leadership role responsible for driving the go-to-market strategy, messaging, and positioning of a company’s products globally, ensuring the product’s market competitiveness and alignment with customer needs.

Use this Product Marketing Director job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Product Marketing Director?

A Product Marketing Director is a senior-level executive who oversees the marketing of a company’s products. They play a crucial role in understanding the market, defining the product’s position within that market, and communicating its value to both internal teams and potential customers.

This role involves strategic planning, team leadership, and close collaboration with sales, marketing, and product development teams to ensure the product’s success in the market.

What does a Product Marketing Director do?

A Product Marketing Director leads the strategy behind how a product is brought to market, positioned, and sold. They are responsible for crafting compelling messaging, identifying target customer segments, and developing marketing plans that drive demand and adoption of the product.

This includes overseeing market research, competitive analysis, product launches, and the creation of marketing and sales collateral. They work closely with cross-functional teams to ensure that marketing strategies are aligned with product capabilities and sales objectives.

The ultimate goal is to establish the product as a market leader, drive revenue growth, and enhance customer satisfaction.

Product Marketing Director responsibilities include:

  • Leading global go-to-market plans and messaging strategies
  • Developing positioning that differentiates the product in the market
  • Managing product launches and releases
  • Creating sales and marketing materials to support internal teams and promote the product externally

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Product Marketing Associate job description https://resources.workable.com/product-marketing-associate-job-description Wed, 14 Feb 2024 13:59:07 +0000 https://resources.workable.com/?p=93279 A Product Marketing Associate is a professional role focused on understanding market needs and ensuring that the product messaging aligns with customer challenges and company goals, thereby enabling sales teams and supporting product growth. Use this Product Marketing Associate job description template to advertise open roles for your company. Be sure to modify requirements and […]

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A Product Marketing Associate is a professional role focused on understanding market needs and ensuring that the product messaging aligns with customer challenges and company goals, thereby enabling sales teams and supporting product growth.

Use this Product Marketing Associate job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Product Marketing Associate?

A Product Marketing Associate is a key player within a marketing team, dedicated to deeply understanding the market, customers, and how the company’s products serve their needs. This role involves gathering insights through research, shaping product messaging, and ensuring that internal teams are aligned with market demands.

The associate plays a crucial role in bridging the gap between product development and customer expectations, facilitating effective marketing strategies that drive product adoption and customer satisfaction.

What does a Product Marketing Associate do?

A Product Marketing Associate undertakes market research, customer interviews, and competitive analysis to gain a comprehensive understanding of the industry landscape. They use these insights to inform product positioning and messaging, ensuring it resonates with target audiences.

By collaborating with sales, product, and creative teams, they develop materials and strategies that effectively communicate the product’s value.

Additionally, they manage the launch of new products and features, coordinating across departments to ensure a cohesive and impactful go-to-market strategy. Their work directly influences the company’s ability to attract and retain customers, ultimately contributing to its growth and success.

Product Marketing Associate responsibilities include:

  • Conducting research and interviews to understand the industry and customer needs
  • Educating internal teams about customer challenges and solutions
  • Enabling the Sales team with effective communication tools
  • Managing new product and feature release campaigns

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Personal Assistant to CEO job description https://resources.workable.com/personal-assistant-to-ceo-job-description Wed, 14 Feb 2024 13:35:51 +0000 https://resources.workable.com/?p=93278 A Personal Assistant to the CEO provides personalized administrative support in a professional manner, handling tasks related to the executive’s agenda, communications, and daily operations, ensuring efficiency and confidentiality. Use this Personal Assistant to the CEO job description template to advertise open roles for your company. Be sure to modify requirements and duties based on […]

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A Personal Assistant to the CEO provides personalized administrative support in a professional manner, handling tasks related to the executive’s agenda, communications, and daily operations, ensuring efficiency and confidentiality.

Use this Personal Assistant to the CEO job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Personal Assistant to the CEO?

A Personal Assistant to the CEO is a highly trusted professional who supports the CEO with administrative tasks, manages communications, and organizes the CEO’s schedule to enhance their efficiency. This role requires discretion, excellent organizational skills, and the ability to manage complex tasks and communications effectively.

What does a Personal Assistant to the CEO do?

A Personal Assistant to the CEO undertakes a variety of administrative tasks to support the CEO’s daily activities and long-term agenda. They manage correspondence, schedule meetings, arrange travel, and ensure that all inquiries and requests are handled appropriately.

They also prepare reports, presentations, and briefs to assist the CEO in decision-making processes. This role is pivotal in ensuring that the CEO’s time is optimized, and the executive office runs smoothly.

Personal Assistant to CEO responsibilities include:

  • Acting as the first point of contact for the CEO with internal/external clients
  • Managing the CEO’s diary, meetings, and appointments
  • Booking and managing travel arrangements
  • Developing efficient documentation and filing systems

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People Operations Specialist job description https://resources.workable.com/people-operations-specialist-job-description Wed, 14 Feb 2024 13:12:33 +0000 https://resources.workable.com/?p=93276 A People Operations Specialist is a key HR role focused on enhancing employee experience, implementing HR policies, and supporting the day-to-day operations of the HR department with a tech-savvy approach. Use this People Operations Specialist job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the […]

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A People Operations Specialist is a key HR role focused on enhancing employee experience, implementing HR policies, and supporting the day-to-day operations of the HR department with a tech-savvy approach.

Use this People Operations Specialist job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a People Operations Specialist?

A People Operations Specialist is an integral part of the HR team, dedicated to ensuring that HR processes run smoothly and efficiently. They play a crucial role in enhancing the employee experience from onboarding to offboarding, implementing human resource policies, and maintaining HR data and systems.

This role requires a blend of administrative skills, HR knowledge, and a tech-savvy mindset to leverage HR technologies effectively.

What does a People Operations Specialist do?

A People Operations Specialist ensures the smooth operation of HR functions, focusing on providing support across various HR areas such as recruitment, onboarding, payroll, and employee relations. They handle HR documentation, prepare reports, and assist in payroll preparation.

By analyzing HR metrics, they contribute to strategic HR planning and decision-making. This role demands excellent communication skills, the ability to multitask in a fast-paced environment, and a proactive approach to problem-solving. Working closely with HR and other departments, they help create a positive work environment and culture.

People Operations Specialist responsibilities include:

  • Onboarding new hires smoothly
  • Supporting employees in HR-related topics like leaves and compensation
  • Assisting in the development and implementation of HR policies
  • Gathering and analyzing HR metrics

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Learning & development plans: value, impact, best practices https://resources.workable.com/stories-and-insights/learning-development-plans-value-impact-best-practices Tue, 13 Feb 2024 22:15:39 +0000 https://resources.workable.com/?p=93257 Few business leaders would deny the value of showing appreciation to employees. Most see appreciation as a critical component of a healthy culture that yields huge benefits in the workplace because they know it results in workers who are more engaged, loyal, and productive. Still, many companies fail in this area. A Workhuman survey revealed […]

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Few business leaders would deny the value of showing appreciation to employees. Most see appreciation as a critical component of a healthy culture that yields huge benefits in the workplace because they know it results in workers who are more engaged, loyal, and productive.

Still, many companies fail in this area. A Workhuman survey revealed that more than half of employees want to see their companies offer more recognition, while a BlueBoard survey showed that 40% of companies have not taken steps to build a culture of appreciation.

Even when bosses take the time to show appreciation, it can often fall flat. Another study on workplace culture that surveyed employees in the US, UK, and China found that 43% of employees who were recognized by their companies felt the gesture was “empty” and “not meaningful.” The study puts organizations on notice that employees expect recognition to be sincere and significant.

So what does meaningful recognition look like? One valuable way to express appreciation is by showing an interest in your employees’ professional development.

The value of employee learning and development

Essentially, recognition shows employees they are important and serves as an organization’s way of communicating that it sees and values its employees’ efforts and accomplishments. It says, “We’re glad you’re here and we want you to stay.”

Providing opportunities for learning and development is a powerful form of employee appreciation because it acknowledges an employee’s value. It indicates that the employee is seen as a worthwhile investment and communicates that the organization has confidence in the employee and their abilities.

Recent studies support the idea that employees see value in learning and development. A 2021 Pew Research Study showed that 63% of the employees who left jobs that year pointed to a lack of advancement opportunities as a reason. In 2022, a McKinsey and Company study identified a lack of career development as the top reason for leaving a job.

The impact of employee learning and development

The list of benefits that organizations gain from facilitating employee learning and development is long and broad, but almost always begins with improved morale.

As mentioned above, investing in an employee’s development communicates they are a valued part of the organization – a message that can dramatically improve employee satisfaction.

Learning and development also drive employee engagement. As employees become more skilled at their jobs, their confidence level grows, leading to greater motivation, initiative, and output. When widespread, it drives greater overall corporate profitability.

Retention rates can also increase through learning and development programs. The University of Phoenix Annual Career Optimism Index for 2022 revealed that 68% of employees said they would stay at a job with an employer who provided upskilling opportunities and showed that 65% of employees would stay based on reskilling opportunities.

Employees who upskill and reskill their employees also contribute to a more robust talent pipeline. Learning and development make an organization’s workforce more agile and capable of shifting into new positions as opportunities arise. It can also inspire workers to take the steps necessary to advance to higher levels within the organization.

The best approach to creating or enhancing L&D

The ideal learning and development approach aligns with both employee expectations and corporate goals. Consequently, the first step in crafting a program will involve assessing organizational and individual needs.

An assessment of performance metrics can provide insights into skills gaps that exist within the organization, which will help the organization define the learning objectives that are critical for moving the organization forward. General training programs should flow from those learning objectives.

Assessments should also involve interviews and surveys that identify the personal learning and development goals of employees. This is a critical step in communicating that learning and development are meant to support and benefit the employee as well as the organization. Gathering and acknowledging employee input has the potential to increase motivation and participation when learning and development programs are rolled out.

Individual interviews can also be used to create personalized development plans for employees by identifying their career goals as well as any skills gaps that need to be bridged to meet those goals.

These interviews create an environment in which employees and their managers work together to map out steps, such as formal training and stretch assignments, that will contribute to learning and development.

As programs are developed, organizations should acknowledge that the best learning is not a “one-size-fits-all” endeavor.

Learning and development can be delivered through a variety of channels and formats to provide a higher likelihood of success, including online courses, mentoring programs, conferences and seminars, job rotations, and more.

Measuring the effectiveness of programs is also critical to their ultimate success. Organizations can assess the value of learning and development by evaluating participation, employee feedback, and the impact on individual and corporate performance.

Learning and development programs require a significant investment from organizations, but they can also provide a significant return. They are a powerful tool for showing employees how much they matter to the organization and the potential they have for growth.

Ultimately, they result in a workforce that is more engaged, more confident, and more equipped to meet the shifting needs of today’s rapidly evolving business landscape.

Lauren Winans is the Chief Executive Officer and Principal HR Consultant for Next Level Benefits, an HR consulting practice offering clients access to HR professionals for both short-term and long-term projects. Based in Pittsburgh, Pennsylvania, she has 20 years of human resources and employee benefits experience and possesses a deep expertise of HR best practices and what resonates with employees. She founded Next Level Benefits in 2019, offering HR teams access to former corporate HR professionals on-demand when they need them most.

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Partnership Manager job description https://resources.workable.com/partnership-manager-job-description Tue, 13 Feb 2024 14:18:13 +0000 https://resources.workable.com/?p=93255 A Partnership Manager is a strategic role focused on developing and managing relationships with key partners to enhance business growth, product offerings, and customer satisfaction through collaborative and mutually beneficial partnerships. Use this Partnership Manager job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the […]

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A Partnership Manager is a strategic role focused on developing and managing relationships with key partners to enhance business growth, product offerings, and customer satisfaction through collaborative and mutually beneficial partnerships.

Use this Partnership Manager job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Partnership Manager?

A Partnership Manager is a professional responsible for cultivating and maintaining relationships with a company’s strategic partners. This role involves strategizing to grow and leverage partnerships that enhance the company’s product offerings and market presence.

The manager works to ensure that these collaborations are effective, sustainable, and aligned with the company’s objectives, ultimately driving mutual benefits for both parties.

What does a Partnership Manager do?

A Partnership Manager plays a crucial role in expanding a company’s reach and enhancing its offerings through strategic partnerships. They manage existing partner relationships, identifying opportunities for further collaboration and integration.

Additionally, they scout and secure new partnerships, negotiating terms that align with the company’s strategic goals. This role requires continuous monitoring and analysis of partnership performance, adapting strategies to maximize benefits.

The Partnership Manager acts as a liaison between partners and internal teams, facilitating communication and project execution to ensure the success of the partnership.

Partnership Manager responsibilities include:

  • Managing and enhancing relationships with existing partners
  • Developing strategies for partnership growth and integration
  • Identifying and negotiating deals with new partners
  • Overseeing partnership performance and ensuring alignment with business goals

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What is PTO in business? Benefits, differences, and tools https://resources.workable.com/hr-terms/what-is-pto-in-business-benefits-differences-and-tools Tue, 13 Feb 2024 16:14:14 +0000 https://resources.workable.com/?p=93256 PTO plays a crucial role in promoting work-life balance, reducing burnout, and enhancing overall job satisfaction.  This article aims to provide a comprehensive overview of PTO, delving into its meaning, operation, and comparison with traditional vacation policies.  What is PTO? Paid time off (PTO) refers to the labor law concept of paid leave or, more […]

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PTO plays a crucial role in promoting work-life balance, reducing burnout, and enhancing overall job satisfaction. 

This article aims to provide a comprehensive overview of PTO, delving into its meaning, operation, and comparison with traditional vacation policies. 

What is PTO?

Paid time off (PTO) refers to the labor law concept of paid leave or, more formally, a leave of absence authorized by an employer. 

This arrangement allows employees to take time off from work for various reasons—such as personal matters, illness, or vacation—while still receiving compensation. 

In contrast to European workers who are usually entitled to 20 to 30 paid days off annually, the United States does not have a mandatory provision for paid holidays, vacation days, or paid sick leave at the national level. 

Instead, companies establish their own policies regarding paid time off (PTO). 

According to the Bureau of Labor Statistics, 76% of American employees have access to PTO, with many receiving between 5 and 10 days per year. PTO policies are designed to offer employees flexibility and autonomy over their time off, as opposed to traditional leave systems that segregate time off into specific categories like sick leave, personal days, and vacation time.

The concept of PTO is rooted in the understanding that employees benefit from having a balance between their professional and personal lives, contributing to a more satisfied and productive workforce.

How does it work?

The operation of PTO systems varies among organizations but generally involves the accrual of time off based on the length of employment and the number of hours worked. 

Employees typically earn a certain amount of PTO hours for each pay period, which they can then use at their discretion for vacations, personal time, or illness. 

This accrual system encourages employees to remain with the company longer, as the amount of PTO available often increases with tenure.

Employers set up PTO policies that outline how and when employees can use their accrued time off. These policies might include provisions for rollover of unused PTO to the next year, caps on the amount of PTO that can be accrued, and procedures for requesting and approving PTO. 

It’s crucial for these policies to be clearly communicated to all employees to ensure a mutual understanding of how PTO can be utilized effectively.

Labor laws in various jurisdictions also play a significant role in determining the minimum requirements for PTO, including the accrual rate, usage, and payout upon termination of employment. 

For example, some countries mandate a minimum number of paid vacation days per year, while others leave it to the discretion of the employer and employee to negotiate PTO terms. 

Regardless of the specific regulations, the overarching goal of PTO policies is to provide employees with the flexibility to manage their work and personal life, fostering a healthier, more engaged, and productive workforce.

PTO vs.vacation: understanding the difference

The distinction between paid time off (PTO) and vacation time is a common source of confusion in workplace terminology. 

While both concepts allow employees to take time away from work, they operate under different principles and policies. 

PTO is a more modern, flexible approach that combines various types of leave into one comprehensive benefit. This includes vacation, sick leave, personal days, and sometimes even holidays, giving employees the autonomy to use their time off as they see fit without having to specify the reason to their employer.

In contrast, traditional vacation policies segregate time off into specific categories, each with its own set of rules and accrual rates. 

Vacation time is specifically allocated for leisure and rest, separate from sick leave or personal days. 

This traditional system often requires employees to plan and use their vacation time distinctly from other types of leave, which can be less flexible and more complicated to manage both for employees and HR departments.

The PTO model’s primary advantage is its simplicity and flexibility, allowing employees to make decisions about their time off based on their individual needs without the need to categorize the absence. 

This approach can lead to increased employee satisfaction and morale, as it respects and acknowledges the diverse needs of the workforce. 

However, it also requires clear communication and robust tracking systems to ensure that PTO is used appropriately and does not impact the organization’s operational needs negatively.

Related: What is a floating holiday? Is it considered PTO?

The benefits for employees and employers

The implementation of PTO policies offers a range of benefits for both employees and employers, contributing to a positive workplace culture and improved organizational performance. 

For employees, PTO provides greater flexibility and control over their time off, allowing them to balance work with personal life, family needs, and leisure activities more effectively. 

This flexibility can lead to increased job satisfaction, reduced stress levels, and improved mental and physical health, which are crucial for maintaining a productive and engaged workforce.

From an employer’s perspective, PTO policies can enhance the company’s attractiveness as a place to work, aiding in talent acquisition and retention. 

A flexible and comprehensive PTO policy demonstrates an organization’s commitment to employee well-being and work-life balance, which can differentiate it from competitors in the job market. 

Moreover, by consolidating various types of leave into a single PTO system, employers can simplify administrative processes, reduce complexity in tracking and managing leave, and potentially decrease unscheduled absences.

Furthermore, PTO can encourage a more responsible use of time off, as employees tend to plan their absences more thoughtfully when given the autonomy to decide how to use their leave. 

This can lead to better coverage planning and less disruption to business operations, benefiting the overall productivity and efficiency of the organization.

Related: Top companies with unlimited PTO – they do exist and thrive

Challenges and considerations in implementing PTO policies

While PTO policies offer numerous benefits, their implementation comes with its own set of challenges and considerations. 

One of the primary concerns for employers is the potential for abuse, where employees might take excessive time off, impacting productivity and operational efficiency. 

To mitigate this, organizations must establish clear guidelines and processes for requesting and approving PTO, ensuring fairness and transparency while maintaining the necessary workforce to meet business demands.

Another consideration is the cultural shift required to move from traditional leave systems to a PTO model. 

This transition can be met with resistance from employees accustomed to separate vacation, sick, and personal leave balances. 

Effective communication and education about the benefits and operation of the new PTO policy are crucial for gaining employee buy-in and facilitating a smooth transition.

Employers must also navigate the legal landscape of labor laws in their jurisdiction, which may dictate minimum leave entitlements, accrual rates, and payout obligations for unused PTO. 

Compliance with these laws while designing a PTO policy that meets the organization’s and employees’ needs requires careful planning and consultation with legal and HR professionals.

PTO tracking and HRIS tools

In the era of digital transformation, Human Resource Information System (HRIS) tools like Workable have become indispensable for efficiently managing PTO policies and time-off scheduling

These systems offer a range of features to streamline the administration of PTO, including automated accrual tracking, leave request workflows, and real-time visibility into leave balances for both employees and managers.

Automated accrual calculations eliminate manual tracking errors and ensure that PTO balances are always up-to-date, reflecting earned and used leave accurately. 

The adoption of HRIS tools for PTO management not only enhances operational efficiency but also improves the employee experience by offering transparency and ease of use in managing their leave. 

This technology investment can lead to significant long-term benefits, including increased compliance, reduced administrative burden, and a more engaged and satisfied workforce.

As the workplace continues to evolve, PTO policies will remain a critical component of employee benefits packages, reflecting an organization’s commitment to supporting its employees’ health, happiness, and overall success.

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Outbound Program Specialist job description https://resources.workable.com/outbound-program-specialist-job-description Tue, 13 Feb 2024 13:59:42 +0000 https://resources.workable.com/?p=93254 An Outbound Program Specialist is a key role focused on supporting and optimizing outbound sales efforts, including reporting, workflow, process, and data integrity for sales territories, campaigns, accounts, and representatives. Use this Outbound Program Specialist job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the […]

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An Outbound Program Specialist is a key role focused on supporting and optimizing outbound sales efforts, including reporting, workflow, process, and data integrity for sales territories, campaigns, accounts, and representatives.

Use this Outbound Program Specialist job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is an Outbound Program Specialist?

An Outbound Program Specialist is a professional dedicated to enhancing the efficiency and effectiveness of outbound sales programs. They play a crucial role in ensuring the sales team is equipped with the necessary tools and data, managing the operational aspects of sales campaigns, and maintaining the integrity of sales data.

This role involves a blend of analytical and strategic skills to support sales objectives and drive performance improvements.

What does an Outbound Program Specialist do?

An Outbound Program Specialist oversees the operational and analytical aspects of outbound sales programs. They are responsible for onboarding new sales hires, ensuring they have access to sales technology, and managing the offboarding process.

They track and report on sales KPIs, optimizing performance and facilitating communication between sales and other departments.

Additionally, they manage territories, campaigns, and sequences, collaborating with marketing and sales development managers to ensure targeted and effective outreach. By owning outbound reporting and analytics, they provide insights that guide data-driven decisions, supporting sales and executive leadership in achieving sales targets.

Outbound Program Specialist responsibilities include:

  • Onboarding and offboarding sales team members.
  • Managing individual performance reporting and optimization.
  • Supporting outbound program strategy, including territory and campaign management.
  • Maintaining outbound program performance metrics and reporting.

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Operations Engineer job description https://resources.workable.com/operations-engineer-job-description Tue, 13 Feb 2024 13:29:01 +0000 https://resources.workable.com/?p=93253 An Operations Engineer is a technical professional responsible for automating operational processes, providing product support, and implementing customer-requested integrations and automations to enhance user experience and system efficiency. Use this Operations Engineer job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of […]

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An Operations Engineer is a technical professional responsible for automating operational processes, providing product support, and implementing customer-requested integrations and automations to enhance user experience and system efficiency.

Use this Operations Engineer job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is an Operations Engineer?

An Operations Engineer is a vital member of the engineering team, focusing on streamlining and automating operational tasks to improve efficiency and reliability. They tackle technical challenges, support product functionality, and enhance the system’s performance through innovative solutions.

Their role bridges the gap between engineering, customer support, and internal stakeholders by developing tools and processes that optimize the product’s operational aspects.

What does an Operations Engineer do?

An Operations Engineer plays a crucial role in maintaining and improving the technical infrastructure of a product. They investigate technical issues escalated by customer support, perform root cause analyses on production errors, and develop software to automate operational procedures.

Additionally, they work on integrating systems for various internal departments and design solutions to meet customer needs as part of professional services. This role requires a deep understanding of software engineering, databases, and the ability to work collaboratively across teams to ensure a seamless user experience and operational excellence.

Operations Engineer responsibilities include:

  • Executing and automating operational processes
  • Providing second-level support for the product
  • Developing software for internal and customer-facing integrations
  • Performing root cause analysis for production issues

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Multimedia Intern job description https://resources.workable.com/multimedia-intern-job-description Tue, 13 Feb 2024 13:17:36 +0000 https://resources.workable.com/?p=93252 A Multimedia Intern is a dynamic, creative role focused on producing and editing video content, supporting brand design teams with multimedia projects, and enhancing digital content in line with brand guidelines. Use this Multimedia Intern job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the […]

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A Multimedia Intern is a dynamic, creative role focused on producing and editing video content, supporting brand design teams with multimedia projects, and enhancing digital content in line with brand guidelines.

Use this Multimedia Intern job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Multimedia Intern?

A Multimedia Intern is an essential contributor to a creative team, primarily focused on video production and multimedia content creation. This role involves collaborating with various teams to capture and edit video series, brainstorming creative ideas, and performing technical tasks related to audio/visual equipment. The intern gains hands-on experience in multimedia design, contributing to marketing and support initiatives through engaging visual storytelling and content production.

What does a Multimedia Intern do?

A Multimedia Intern plays a crucial role in creating compelling video and multimedia content for marketing and support needs. They work closely with the brand design team to capture new footage, edit existing video series, and assist in all stages of production, from brainstorming to storyboard development and scriptwriting.

Additionally, they handle technical aspects of audio/visual equipment setup and operation, ensuring high-quality production values. The intern also updates digital content and produces collateral in alignment with brand guidelines, utilizing advanced editing skills to enhance the visual and auditory appeal of multimedia projects.

This role requires balancing multiple priorities, collaborating across departments, and continuously learning new skills to contribute effectively to the team’s creative output.

Multimedia Intern responsibilities include:

  • Capturing and editing video content
  • Assisting in the development of storyboards and voice-over scripts
  • Operating audio/visual equipment and software
  • Producing collateral and updating digital content to reflect brand guidelines

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“I’m faking my paternity leave”: a Reddit post calls for HR action https://resources.workable.com/tutorial/fake-paternity-leave-and-hr-actions Mon, 12 Feb 2024 15:22:35 +0000 https://resources.workable.com/?p=93242 From feigned illnesses to concocted personal emergencies, the lengths to which some employees will go to exploit benefits systems reflect a deeper issue within the fabric of organizational trust.  As we delve into this blurry territory, it’s crucial to understand not just the act, but the implications it carries for HR practices and the overall […]

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From feigned illnesses to concocted personal emergencies, the lengths to which some employees will go to exploit benefits systems reflect a deeper issue within the fabric of organizational trust. 

As we delve into this blurry territory, it’s crucial to understand not just the act, but the implications it carries for HR practices and the overall workplace culture.

Faking leaves is a revamping trend

The Reddit revelation of an employee fabricating a paternity leave narrative—complete with borrowed baby bump photos to secure two months off work—opens a Pandora’s box of ethical and operational dilemmas.

I’m faking my paternity leave
byu/Shitakipom inoffmychest

In a surprising turn of events, an employee at a large company has admitted to faking his paternity leave. 

Despite not having a girlfriend or any children on the way, he managed to deceive his employer by showing them pictures of a pregnant acquaintance. 

With the leave scheduled for December, the employee started feeling nervous about the consequences of his actions. Although he was prepared to face termination, he regretted the extent to which he had made this deceitful decision.

This case is far from isolated. Across forums, social media, and even whispered in office corridors, stories circulate of employees bending the truth to gain unearned leave or benefits. 

The reddit revelation is not something new. In 2022, an HR professional took to TikTok to reveal a startling revelation about their workplace. She disclosed that within their company, they had encountered not one, not two, but a staggering five incidents involving fake babies. 

@judithfiddler

Fake Baby Fraud. Beware!!! #hrprofessional #hrtrends #fakebaby #hrprofessional #hr #fyp #hrtiktok #goodhr #freemasterclass #cipd #hrinrehab

♬ original sound – HR Mindshift

This trend extends beyond paternity or maternity leave. There are tales of extended sick leaves based on non-existent medical conditions, bereavement leaves for fictional relatives, and mental health breaks leveraged without a shred of truth. 

Each case chips away at the mutual trust foundational to the employer-employee relationship, raising questions about the sustainability of current leave policies and the mechanisms in place to validate claims.

Other lies you may have encountered in the past include the following: 

  1. Claiming sudden illness or flu
  2. Fabricating a family emergency or crisis
  3. Stating car trouble or transportation issues
  4. Falsely claiming the death of a distant relative or friend
  5. Exaggerating the need for medical consultations or procedures
  6. Asserting sudden problems with childcare arrangements
  7. Describing home emergencies like burst pipes or power outages
  8. Claiming a mental health day without actual mental health concerns
  9. Pretending to be summoned for jury duty
  10. Using the excuse of a sick pet needing urgent care

These fabrications can be difficult to verify, posing challenges for HR professionals in distinguishing between genuine and deceitful claims.

Ethical and legal implications

The ethical quagmire presented by these deceptions is profound. On one hand, the necessity for compassion and support for employees through genuine life challenges is paramount.

On the other hand, the exploitation of these policies erodes trust, potentially disadvantageous to those with legitimate claims. 

The consequences for employees caught in the act range from termination to legal action, a stark reminder of the risks involved.

Yet, the implications extend beyond individual cases, touching on the very ethos of the workplace. 

A culture of skepticism can emerge, where employers feel compelled to scrutinize every claim, potentially invading privacy and damaging morale. 

The balance between trust and verification becomes a tightrope walk, challenging HR professionals to navigate these waters with both firmness and empathy.

Strategies for prevention and verification

Here are some strategies that you can follow and provide to your company another shield of protection to prevent these cases. Here are some strategies that you can follow and provide to your company, providing another shield of protection to prevent these cases. 

1. Employ future-proof HR policies and data analytics

As the workplace continues to evolve, so too must the policies that govern it. The rise of remote work, the increasing emphasis on mental health, and the changing dynamics of the employer-employee relationship call for a reevaluation of traditional leave policies. 

Future-proofing these policies means not only adapting to the current trends but anticipating the needs and challenges of tomorrow’s workplace.

Innovative approaches, such as flexible leave policies that accommodate the diverse needs of the workforce, can offer a solution. 

These policies, built on the principles of trust and accountability, allow for a more personalized approach to leave, reducing the temptation for deceit by addressing the genuine needs of employees.

Moreover, the integration of data analytics into HR practices can offer insights into patterns of leave requests, identifying potential areas of concern and allowing for proactive adjustments to policies and procedures.

This data-driven approach, combined with a steadfast commitment to ethical practices, can guide HR professionals in crafting policies that are both compassionate and robust, capable of withstanding the challenges of deception.

2. Do periodic check-ins

The introduction of periodic check-ins for long-term leaves, where employees are engaged in conversations about their situation and return-to-work plans, can also serve as a subtle yet effective form of verification. 

These interactions, when handled with care and empathy, can deter misuse by reinforcing the presence of an attentive and caring HR department.

3. Combine trust with verification

The heart of the matter lies in the delicate balance between trust and verification. An overzealous approach to verification can erode the foundation of trust that supports a positive workplace culture, leading to an atmosphere of suspicion and resentment. 

Conversely, a system too lenient opens the floodgates to abuse, undermining the very policies designed to support employee well-being.

HR professionals must, therefore, navigate these waters with a keen sense of fairness and a deep understanding of the human element at play. 

4. Build a culture of integrity

Building a culture of integrity starts with leading by example, where honesty and transparency in HR practices encourage similar behavior across the organization. 

Regular training sessions on the importance of work ethic, the implications of policy abuse, and the value of mutual respect can reinforce these principles.

The battle against the abuse of leave policies is not won through strict enforcement and rigid verification alone.

It is achieved by cultivating a culture of integrity, where mutual respect and understanding form the basis of every policy and interaction. 

As we move forward, let us remember that the strength of our organizations lies in the strength of our people and the values we share.

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Mid-Market Account Executive job description https://resources.workable.com/mid-market-account-executive-job-description Mon, 12 Feb 2024 13:52:24 +0000 https://resources.workable.com/?p=93241 A Mid-Market Account Executive is a sales professional specializing in identifying, pursuing, and closing deals with mid-sized businesses, utilizing a consultative approach to meet and exceed sales targets. Use this Mid-Market Account Executive job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs […]

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A Mid-Market Account Executive is a sales professional specializing in identifying, pursuing, and closing deals with mid-sized businesses, utilizing a consultative approach to meet and exceed sales targets.

Use this Mid-Market Account Executive job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Mid-Market Account Executive?

A Mid-Market Account Executive is a key sales role focused on generating new business within the mid-market segment. This role demands a strategic approach to identify potential clients, understand their needs, and propose solutions that align with their goals.

The executive must navigate complex sales cycles, engage with multiple stakeholders, and leverage a consultative selling style to close deals effectively.

What does a Mid-Market Account Executive do?

A Mid-Market Account Executive drives growth by securing new clients in the mid-market space, managing a comprehensive sales process. They conduct market research, engage with prospects through discovery calls, and demonstrate product value through presentations and demos.

By addressing customer challenges with tailored solutions, they close deals that contribute significantly to revenue. This role requires collaboration with internal teams, such as Business Development and Solution Consultants, to ensure a seamless transition from sales to implementation.

The executive maintains a detailed record of sales activities in Salesforce, ensuring accurate forecasting and strategic planning.

Mid-Market Account Executive responsibilities include:

  • Acquiring new business and selling solutions to companies with more than 200 employees
  • Managing the full sales cycle from prospecting to closing
  • Responding to qualified inbound lead requests
  • Maintaining an accurate sales pipeline in Salesforce

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Marketing Operations Specialist job description https://resources.workable.com/marketing-operations-specialist-job-description Mon, 12 Feb 2024 13:02:55 +0000 https://resources.workable.com/?p=93240 A Marketing Operations Specialist is a professional responsible for executing marketing campaigns, managing marketing automation systems like HubSpot, ensuring database accuracy, and analyzing campaign performance to optimize marketing strategies. Use this Marketing Operations Specialist job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique […]

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A Marketing Operations Specialist is a professional responsible for executing marketing campaigns, managing marketing automation systems like HubSpot, ensuring database accuracy, and analyzing campaign performance to optimize marketing strategies.

Use this Marketing Operations Specialist job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Marketing Operations Specialist?

A Marketing Operations Specialist is an integral member of the marketing team, focusing on the technical and analytical aspects of marketing campaign execution. This role involves managing the marketing automation platform, ensuring data accuracy, and leveraging data to drive marketing decisions.

Specialists in this field are adept at navigating marketing technologies to streamline operations, enhance campaign effectiveness, and measure results against defined metrics.

What does a Marketing Operations Specialist do?

A Marketing Operations Specialist orchestrates the backend of marketing campaigns, from building and testing to execution. They manage the marketing automation system, creating workflows, emails, and landing pages to support various teams. By maintaining the marketing database, they ensure data integrity and segmentation for targeted campaigns.

This role requires close collaboration with sales to align on campaign follow-ups and reporting on campaign performance to inform future strategies.

Additionally, they are responsible for maintaining compliance with legal standards in marketing communications. Their analytical skills are crucial for defining success metrics and optimizing marketing efforts based on data-driven insights.

Marketing Operations Specialist responsibilities include:

  • Executing and managing marketing campaigns across various channels
  • Administering marketing automation systems and ensuring database hygiene
  • Defining goals, success metrics, and reporting on marketing program results
  • Ensuring compliance with privacy and communication regulations

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What is a statutory employee? Definition and examples https://resources.workable.com/hr-terms/what-is-a-statutory-employee Fri, 09 Feb 2024 15:54:39 +0000 https://resources.workable.com/?p=93238 This classification not only affects payroll and tax reporting but also influences employment rights and benefits.  Understanding who qualifies as a statutory employee in the U.S. and the implications of this classification is crucial for ensuring compliance with tax laws and for the strategic management of human resources. What is a statutory employee? The Internal […]

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This classification not only affects payroll and tax reporting but also influences employment rights and benefits. 

Understanding who qualifies as a statutory employee in the U.S. and the implications of this classification is crucial for ensuring compliance with tax laws and for the strategic management of human resources.

What is a statutory employee?

The Internal Revenue Service (IRS) defines a statutory employee as an individual who falls under a specific classification that straddles the line between an independent contractor and a traditional employee. 

This classification arises from the statutory provisions that exist within federal tax law, specifically outlined in the IRS guidelines. 

Statutory employees are unique because, although they may perform services for a business in a manner similar to employees, they are treated differently for employment tax purposes.

Statutory employees are subject to Social Security and Medicare taxes, but unlike regular employees, they are exempt from federal income tax withholding. 

This classification allows them to deduct work-related expenses on Schedule C (Form 1040), which is not typically available to regular employees. 

The criteria for being considered a statutory employee include performing services according to a contract that explicitly states the individual will not be treated as an independent contractor for federal tax purposes.

Key characteristics that differentiate statutory employees from regular employees include:

  • The manner in which they are paid: Statutory employees receive a W-2 form but are responsible for paying their own income taxes.
  • Their ability to deduct business expenses directly against their income.
  • The specific nature of their work, which often includes services performed outside of the usual course of the business’s trade.

Statutory employees examples

Determining whether an individual is a statutory employee involves assessing the nature of the work performed and the relationship between the worker and the employer. 

The IRS specifies four categories of workers who can be considered statutory employees if they meet certain conditions:

Driver-salespersons: Those who deliver food, beverages (excluding milk), laundry, or dry cleaning for their employer.

Full-time life insurance sales agents: Primarily selling life insurance or annuity contracts for a single life insurance company.

Home workers: Individuals who work at home on materials or goods supplied by their employer, which must be returned to the employer or a designated person upon completion.

Traveling or city salespersons: Salespersons who work full-time and submit orders from wholesalers, restaurants, or similar establishments on behalf of their employer.

To be classified as a statutory employee, a worker must meet the guidelines set forth by the IRS, including the condition that the contract of service contemplates or states that the individual will not be treated as an independent contractor for federal tax purposes.

Tax implications for statutory employees

The tax treatment of statutory employees presents a unique blend of independence and employee status, setting them apart from both regular employees and independent contractors. 

One of the most significant aspects of being a statutory employee is the handling of taxes, particularly concerning Social Security and Medicare.

W-2 reporting and schedule C deductions

Statutory employees receive a W-2 form from their employers, but with a critical difference—the box for “statutory employee” is checked. This classification allows them to report their income and expenses differently. 

Unlike regular employees, statutory employees can file Schedule C (Form 1040) to report their wages and business-related expenses. 

This ability to deduct business expenses directly from their W-2 income can significantly lower taxable income, providing a tax advantage not available to most employees.

Social security and medicare taxes 

Despite their unique status, statutory employees are still subject to Social Security and Medicare taxes. 

These taxes are typically withheld by the employer, similar to regular employment. However, the responsibility for income tax payments lies with the statutory employees themselves, requiring them to make estimated tax payments throughout the year or face penalties for underpayment.

California provisions about statutory employees

California’s approach to employment classification includes specific considerations that can affect statutory employees. 

The state’s labor laws are known for their stringent criteria for classifying workers, primarily aimed at protecting employee rights and ensuring fair labor practices. 

For statutory employees, this means navigating both federal guidelines and California’s specific requirements.

In California, the definition and treatment of statutory employees extend beyond the federal guidelines set by the IRS, incorporating a wider array of worker categories and specific state-level provisions.

This includes not only the traditional categories recognized by the IRS, such as driver-salespersons and home workers, but also encompasses corporate officers, members of Limited Liability Companies (LLCs) treated as corporations for tax purposes, artists, authors in the entertainment industry under certain conditions, and individuals in the construction industry lacking a valid contractor’s license. 

These inclusions reflect California’s approach to offering broader labor protections and ensuring a comprehensive coverage under unemployment insurance (UI), employment training tax (ETT), and state disability insurance (SDI), aiming to accommodate the diverse nature of work within the state.

Furthermore, California’s regulations detail distinct requirements for personal income tax (PIT) withholding for statutory employees, differentiating based on the worker’s specific classification. 

For example, corporate officers and members of an LLC treated as a corporation, along with workers in the construction industry, are subject to specific withholding requirements. 

Differences between statutory and regular employees

Understanding the differences between statutory and regular employees is crucial for employers, especially when it comes to employment rights, benefits, and tax implications.

Employment rights and benefits

Regular employees typically enjoy a broader range of employment rights and benefits, including unemployment insurance, workers’ compensation, and employer-provided health insurance. 

In contrast, statutory employees, while still covered under Social Security and Medicare, may not be eligible for the same breadth of benefits and protections. 

This distinction underscores the importance of accurately classifying employees to ensure they receive the appropriate rights and benefits.

Employer obligations

Employers have distinct obligations depending on whether their workers are classified as statutory or regular employees. 

For statutory employees, employers are required to withhold Social Security and Medicare taxes but are not required to withhold federal income tax. 

This contrasts with regular employees, for whom employers must withhold federal income tax, Social Security, and Medicare taxes. 

Additionally, the requirement to provide certain benefits may differ, affecting the employer’s financial and administrative responsibilities.

Identifying as a statutory employee

For individuals and employers alike, accurately identifying statutory employee status is essential for compliance with tax laws and labor regulations. The determination hinges on several factors:

  1. Contractual agreement: The presence of a contract specifying that the worker is treated as a statutory employee for federal tax purposes is a primary indicator.
  2. IRS guidelines: Meeting the IRS’s specific criteria for statutory employees, as outlined in the categories of eligible workers, is crucial for this classification.
  3. Employer control: The degree of control the employer has over the worker and the work performed can also influence classification. Statutory employees typically have more autonomy than regular employees but less than independent contractors.

Understanding these factors and consulting with legal or tax professionals can help clarify an individual’s employment status and ensure that both parties meet their respective obligations.

For HR professionals and business owners, understanding the nuances of this classification is essential for compliance, effective workforce management, and strategic planning. 

By accurately identifying statutory employees, adhering to tax and labor laws, and recognizing the specific rights and obligations involved, businesses can navigate the complexities of employment classifications with confidence.

Note: Before taking any action, make sure to consult with your local law counselors as laws and regulations can be modified.

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AI has a positive impact on job creation, and we have proof of it https://resources.workable.com/stories-and-insights/impact-of-ai-on-job-creation Fri, 09 Feb 2024 13:35:27 +0000 https://resources.workable.com/?p=93230 It’s about time to to shed light on the optimistic approach to AI and job creation, countering the fears of job loss with evidence and projections that highlight AI’s potential to generate new employment opportunities, enhance productivity, and drive economic growth.  By examining historical precedents, current trends, and future projections, we will explore how AI […]

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It’s about time to to shed light on the optimistic approach to AI and job creation, countering the fears of job loss with evidence and projections that highlight AI’s potential to generate new employment opportunities, enhance productivity, and drive economic growth. 

By examining historical precedents, current trends, and future projections, we will explore how AI is not just a disruptor but a catalyst for job creation, requiring a shift in skills and adaptation from the workforce.

Before we proceed, if you feel curious about the extent to which AI companies utilize technology, we recommend referring to our recently published AI in hiring report.

Personal computer was a job killer back in the day

The fear that technology will render human labor obsolete is not new. Each technological revolution, from the Industrial Revolution to the internet boom, has been met with apprehension about the future of work. 

Yet, history has consistently shown that while technology can displace certain jobs, it also creates new opportunities and industries. 

For instance, the introduction of the personal computer, once feared to be a job killer, has instead expanded employment in a wide range of fields, from software development to digital marketing.

A study by Atkinson and Wu (2017) highlights how the automation of agriculture led to a significant shift in employment towards manufacturing and services, ultimately creating more jobs than were lost. 

Similarly, the digital revolution of the late 20th and early 21st centuries has given rise to entirely new sectors such as e-commerce, digital content creation, and cybersecurity, further illustrating the dynamic nature of technological progress and its capacity to generate employment.

These historical examples underscore a crucial lesson: Technological advancement does not spell the end of work – nor the world – but rather, it transforms it. 

As we stand on the brink of the AI revolution, it is essential to view AI not as a harbinger of joblessness but as the next step in the evolution of work, with the potential to create new industries and redefine existing ones.

AI’s impact on job creation: the evidence

Contrary to the dystopian view of AI-induced unemployment, a growing body of research suggests that AI can significantly contribute to job creation and economic growth. 

Generative AI has the potential to significantly boost productivity and contribute trillions of dollars to the global economy. McKinsey Global Institute research suggests that it could add $2.6 trillion to $4.4 trillion annually across 63 analyzed use cases, increasing the impact of all AI by 15 to 40 percent. 

In the context of China, a recent study published in Nature Communications by Yang Shen & Xiuwu Zhang provides empirical evidence that the adoption of industrial robots has increased employment in Chinese enterprises. 

Furthermore, the concept of virtual agglomeration, facilitated by digital technologies, has emerged as a significant driver of job creation, enabling new forms of business models and employment opportunities in the digital economy.

Moreover, the World Economic Forum predicts that by 2028, AI and automation will create 69 million new jobs worldwide, leading to a net reduction of 2% in overall jobs. This slight reduction is subject to change as technology evolves driving the economy to new heights. 

This economic boost is expected to come from a combination of labor substitution, enhanced innovation in products and services, and the creation of new demand for AI-related jobs.

These findings highlight the multifaceted impact of AI on the job market, demonstrating its potential to not only automate tasks but also to create new job categories, enhance the quality of existing jobs, and drive economic growth. 

Let’s take a look at this Tedx talk by Rutika Muchhala, a pioneer in the technology space, who supports the idea of adapting to the new era by enhancing our skills and shares some occupations that may diminish in the future:

From repetition to innovation

The narrative of AI-induced job displacement often focuses on roles characterized by repetitive and predictable tasks, which are indeed susceptible to automation. 

However, this perspective overlooks the broader trend of workforce transformation towards roles that demand innovation, creativity, and emotional intelligence—skills that AI cannot easily replicate. 

For instance, the emergence of technology in HR has streamlined administrative tasks, sourcing, and hiring the best people. However, it has also created a need for human professionals in areas that demand strategic thinking and interpersonal skills, such as talent management and employee engagement. 

The rise of AI in customer service has automated routine inquiries, yet it has simultaneously increased the demand for human workers in roles that require nuanced understanding and empathy, such as handling complex customer issues or providing personalized services.

The healthcare sector provides a compelling example of this transition. AI technologies have automated administrative tasks and data analysis, allowing healthcare professionals to dedicate more time to patient care and complex medical decision-making. 

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Skills for the AI era

As the job market evolves in response to AI advancements, the demand for certain skills will rise.

Technical skills related to:

  • AI development
  • data analysis
  • and cybersecurity

…will be in high demand, as will soft skills such as:

  • critical thinking
  • creativity
  • interpersonal communication

The ability to work alongside AI, leveraging its capabilities to enhance human productivity and creativity, will become a valuable asset.

Educational institutions and training programs are beginning to adapt to this new reality, emphasizing STEM education, coding, and data literacy, alongside critical soft skills. 

For example, the Massachusetts Institute of Technology (MIT) has introduced the MIT Stephen A. Schwarzman College of Computing, which integrates computer science and AI education with other academic disciplines, preparing students for a future where AI is ubiquitous across all fields of study and work.

Furthermore, lifelong learning and continuous skill development will become crucial for workers aiming to stay relevant in an AI-driven job market. Many educational platforms offer AI and machine learning courses, providing accessible pathways for individuals to acquire the skills needed for the jobs of tomorrow.

Policy and organizational strategies for an AI-positive future

To maximize the positive impact of AI on the job market, policymakers and business leaders must implement strategies that support workforce transitions and skill development. 

Governments can play a pivotal role by investing in education and training programs that are aligned with the needs of an AI-driven economy, providing incentives for businesses to retrain their employees, and developing social safety nets for those displaced by automation.

Organizations, on their part, need to prioritize the reskilling and upskilling of their employees, fostering a culture of continuous learning and adaptability. 

HR departments will be at the forefront of this transformation, identifying skill gaps, and facilitating training programs that prepare workers for new roles within the AI-enhanced workplace. 

Also, HR might provide specific AI tool usage policies to employees so there is a framework of actions and limitations.

Partnerships between the public sector, private sector, and educational institutions can also drive innovation in workforce development. 

For instance, IBM’s P-TECH model offers a pathway from high school to industry, combining education in STEM fields with work experience and mentorship, preparing students for high-demand jobs in technology sectors, including those involving AI.

The bottom line

The journey through the evolving landscape of artificial intelligence and its impact on the job market reveals a narrative far more optimistic than the prevailing discourse of doom and displacement. 

For individuals, the imperative is clear: embrace lifelong learning, adaptability, and the continuous development of both technical and soft skills. 

For organizations and HR professionals, the challenge is to foster an environment that prioritizes reskilling, upskilling, and a culture of innovation. 

And for policymakers, the task is to implement strategies that facilitate smooth transitions for workers, invest in education and training systems aligned with the future job market, and ensure that the benefits of AI are broadly shared across society.

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Marketing Operations Manager job description https://resources.workable.com/marketing-operations-manager-job-description Thu, 08 Feb 2024 13:40:49 +0000 https://resources.workable.com/?p=93228 A Marketing Operations Manager is a strategic role focused on optimizing marketing processes and technologies, managing lead flow, and analyzing marketing performance to drive conversions and enhance customer experience. Use this Marketing Operations Manager job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique […]

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A Marketing Operations Manager is a strategic role focused on optimizing marketing processes and technologies, managing lead flow, and analyzing marketing performance to drive conversions and enhance customer experience.

Use this Marketing Operations Manager job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Marketing Operations Manager?

A Marketing Operations Manager is a pivotal figure within a marketing team, responsible for overseeing the operational aspects of the marketing department. This includes the implementation and management of marketing technologies, streamlining lead management processes, and optimizing marketing strategies to improve conversion rates.

The role demands a blend of technical and analytical skills to evaluate and enhance the efficiency of marketing activities, ensuring that the marketing efforts are aligned with the company’s growth objectives.

What does a Marketing Operations Manager do?

A Marketing Operations Manager plays a crucial role in enhancing the effectiveness of marketing efforts through the strategic use of technology, data analysis, and process optimization. They are responsible for identifying technology needs, leading the implementation of marketing automation and CRM integrations, and managing incoming leads.

Additionally, they execute email campaigns, in-app messaging, and other strategies to improve conversion rates. By designing and maintaining reports on e-commerce activity, they provide insights that drive decision-making. Collaborating with various departments, they ensure a cohesive approach to creating campaigns that boost e-commerce bookings.

Their work involves evaluating new technologies, optimizing user funnels, and conducting experiments to enhance the customer experience across multiple channels.

Marketing Operations Manager responsibilities include:

  • Identifying and implementing new marketing technologies.
  • Managing lead flow and coordinating with sales.
  • Planning and executing conversion optimization strategies.
  • Designing, building, and maintaining marketing performance reporting.

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Marketing Events Coordinator job description https://resources.workable.com/marketing-events-coordinator-job-description Thu, 08 Feb 2024 12:42:44 +0000 https://resources.workable.com/?p=93227 A Marketing Events Coordinator is a dynamic professional responsible for planning, organizing, and executing marketing events that promote a company’s brand, products, and services to its target audience. Use this Marketing Events Coordinator job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs […]

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A Marketing Events Coordinator is a dynamic professional responsible for planning, organizing, and executing marketing events that promote a company’s brand, products, and services to its target audience.

Use this Marketing Events Coordinator job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Marketing Events Coordinator?

A Marketing Events Coordinator is a key player in the marketing team, specializing in the creation and execution of events that engage customers and prospects. This role involves meticulous planning, coordination with multiple stakeholders, and the ability to manage logistics to ensure events run smoothly and achieve their intended goals.

The coordinator ensures that each event is a reflection of the company’s brand and values, designed to enhance customer relationships and drive business objectives.

What does a Marketing Events Coordinator do?

A Marketing Events Coordinator oversees the end-to-end process of marketing events, from initial concept to post-event analysis. This includes developing detailed project plans, selecting and managing vendors, creating event agendas, inviting and scheduling speakers, and promoting events through various channels to maximize attendance.

Onsite, they are the go-to person for setup, troubleshooting, and breakdown, ensuring everything aligns with the company’s standards. They also track registration numbers, gather feedback through surveys, and report on the event’s success to inform future strategies.

This role requires a blend of creativity, organizational skills, and the ability to work under pressure.

Marketing Events Coordinator responsibilities include:

  • Developing and driving marketing event project plans.
  • Working with vendors to align resources and pricing.
  • Promoting events via social media channels.
  • Tracking event attendance and generating post-event satisfaction surveys.

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Two-thirds of hiring team members use AI – but how? https://resources.workable.com/stories-and-insights/ai-in-hiring-use-cases Wed, 07 Feb 2024 23:18:41 +0000 https://resources.workable.com/?p=93219 AI, of course, rocked our world. But for those of you who hire and employ, let’s understand what’s going on in AI in hiring. The first – and most basic – question we asked of recent hiring team members in our AI in Hiring & Work survey is simply: when hiring, did you use some […]

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AI, of course, rocked our world. But for those of you who hire and employ, let’s understand what’s going on in AI in hiring.

New report: AI in Hiring 2024

We asked 950 hiring managers how they're using AI in hiring and in the workplace. And now we have a new survey report packed with insights for you.

Get your free report now!

The first – and most basic – question we asked of recent hiring team members in our AI in Hiring & Work survey is simply: when hiring, did you use some form of AI when doing so?

Nearly two in three respondents (62.5%) said yes.

That 62.5% of respondents brings us to a total of 950 hiring team members who have:

1) hired within the past year
2) used some form of AI in the hiring process

This gives us a rich opportunity to get deeper in this area.

The use cases of AI in hiring

First off, we asked respondents to choose three items from a comprehensive list of potential use cases of AI in hiring. Two major purposes for AI in hiring stood out: identifying potential talent, and optimizing the hiring process.

Talent identification

Respondents told us that AI is most used as a tool to help identify the right kind of candidates in the overall applicant pool. In other words, out of the entire pool, they’re using AI to extract the good ones worthy of a deeper evaluation.

Resume screening (58.9%) and candidate matching (43.1%) were by and far the top two most popular use cases for AI in recruitment.

But interestingly, only 8% of hiring team members used AI to source candidates – even though there are many tools out there that can do so, such as Workable’s AI Recruiter technology.

Logistical processes

As you work down the list of how AI is being used in hiring processes in the US and UK, the purpose becomes more logistics focused.

In other words, speeding up the overall process, freeing up bandwidth, and reducing bottlenecks in the hiring team – and AI supports the optimization and automation of steps with those goals in mind.

For instance, interview scheduling (37.6%), assessments (19.9%), and background checks (16.4%) are the third, fourth, and seventh most popular items in the list of 11 in total.

Compensation analysis (6.7%) and diversity analytics (6.6%) are the least popular items.

The industry lens

Not all hiring teams are the same, obviously – especially when looking through industry lenses.

Where resume screening leads the way in terms of what AI is being used for in the hiring process, it’s even more so for those in Accounting / Finance, where seven out of 10 hiring team members (70%) use AI in resume screening. That’s a full 11.1 points above the overall baseline of 58.9%.

That sector, however, is also less likely to use AI for candidate matching (36.3%) than all respondents (43.1%).

Meanwhile, Manufacturing (51.9%) and Retail (52.2%) are less likely to use resume screening. They are, however, much more likely than the overall to use candidate matching technologies (54.5% and 50.7% respectively, vs. 43.1% overall).

AI in video interviews is more popular with those in IT / Technology / SaaS (26.3% vs. 19.4% overall) and less so in Healthcare (12.7%) and Retail (13.4%).

When it comes to AI in assessments, Education is far more likely to use AI (29.9% vs. 19.9% overall) and Construction less so (13.3%).

There’s a lot more, of course. Download your free copy of the AI hiring and work survey now!

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72% of hiring managers don’t trust AI to make hiring decisions https://resources.workable.com/stories-and-insights/ai-hiring-decisions Wed, 14 Feb 2024 19:37:53 +0000 https://resources.workable.com/?p=93283 The acronym “GIGO” – or more elaborately: Garbage In, Garbage Out – exists for a reason. It’s the suggestion that a machine (albeit a little less evolved than an AI-driven machine) will only do exactly what you tell it to do. In other words, if it fails, or doesn’t deliver the results you intended, you’re […]

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The acronym “GIGO” – or more elaborately: Garbage In, Garbage Out – exists for a reason. It’s the suggestion that a machine (albeit a little less evolved than an AI-driven machine) will only do exactly what you tell it to do.

New report: AI in Hiring 2024

We asked 950 hiring managers how they're using AI in hiring and in the workplace. And now we have a new survey report packed with insights for you.

Get your free report now!

In other words, if it fails, or doesn’t deliver the results you intended, you’re at fault – because you were the one giving the orders to the machine..

This mindset is still relevant in today’s hiring landscape, and begs the question: how much do humans need to be involved in the use of AI in the hiring process?

Can you just push a button and let AI work its magic, and presto, you’ve got a new hire? “You will act as my hiring manager. You will look at this list of candidates and tell me to hire the best one based on their ability to do the job as outlined in the job description I have provided you with.”

That’s a fair prompt right there – and ChatGPT will respond accordingly if you give it the information it needs to make that hiring decision.

But maybe the question is better phrased as: do you use AI to help in the evaluation stages but not at all in the selection process?

The human-AI seesaw

Note that we’re not asking how much AI is being used or how much humans are involved in the entire process – we already know that to some extent above. Rather, where is the fine line between human and machine in that final decision – to hire?

Not a lot of trust is placed in AI in that case, it turns out. More than one in seven respondents (15.3%) say their choice of candidate continues to be a fully human decision, while an additional 56.8% say it’s mostly human, with AI merely as a supportive tool.

More than one in five (21.1%) maintain an equal balance between the two.

And for those letting AI drive decisions? Only 6.7% lean more towards (or rely entirely on) AI-driven recommendations when making hiring decisions.

The industry lens

IT / Technology / SaaS (75.8% vs. 72.1% overall) and Education (74%) lead the pack in terms of leaning towards human judgment.

Accounting (11.4% vs. 6.7% overall) and Education (9.2%) are more likely than the overall average to lean towards AI recommendations.

Accounting, in fact, is more than five times as likely (3.8% vs. 0.7% overall) to rely solely on AI recommendations.

Retail (31.3% vs. 21.1% overall) and Construction (29.3%) are most likely to put equal weight on human and AI when making that important final decision in hiring.

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Our survey finds hiring is easier, better, faster, stronger with AI https://resources.workable.com/stories-and-insights/ai-hiring-benefits Wed, 21 Feb 2024 17:32:41 +0000 https://resources.workable.com/?p=93355 We know how AI tools are being used in hiring (in short: it’s a lot, but rather concentrated in talent identification) and how much human involvement there is (in short: the machines are far from taking over). Now, let’s look at the benefits of introducing new tools, technologies, and tactics into the recruitment process. According […]

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We know how AI tools are being used in hiring (in short: it’s a lot, but rather concentrated in talent identification) and how much human involvement there is (in short: the machines are far from taking over).

New report: AI in Hiring 2024

We asked 950 hiring managers how they're using AI in hiring and in the workplace. And now we have a new survey report packed with insights for you.

Get your free report now!

Now, let’s look at the benefits of introducing new tools, technologies, and tactics into the recruitment process.

According to our survey on AI in hiring, there are three distinct benefits that come to mind when looking at ways to optimize the hiring process:

  • the time it takes to fill a role
  • the time invested by the hiring team in doing so
  • and finally, the actual cost of the process itself.

We separated those out into three questions in our survey. Let’s look at the results for each now.

The time to fill

First, the speed of the actual hiring process – the Time to Fill – is one of the most common metrics in the recruitment playbook.

The data is resounding – 89.6% say AI has either significantly or somewhat sped up the time from a job being posted to the signing of a job offer.

Only 7.7% say it didn’t make a difference whatsoever.

A mere 1.6% say it actually slowed down the process.

The time invested in hiring

As for time invested by the hiring team in the process, the response is again resoundingly positive, with 85.3% saying it did increase it by a lot or a little.

One in nine (10.8%), however, say it made no change.

Again, a very small amount (2.7%) say AI led to teams spending more time on hiring.

The cost of the hiring process

In terms of cost, one in three (32.7%) say there are significant cost savings with the integration of AI in hiring.

Another 45.2% say there are moderate cost savings. Put together, this totals 77.9% of all respondents saying AI helped them save money in the process.

Another 15.4% say there is minimal or no change in cost savings.

The industry lens: the time to fill

Now let’s look at how the numbers differ by industry – in this case, we have seven major industries who responded to our survey.

Those in Construction (60%) and Retail (58.2%) say their Time to Fill was sped up significantly – much higher than the overall 44.2%.

IT / Technology / SaaS is tops among the seven industries when combining the “significant” or “somewhat” acceleration in Time to Fill (91.3%), just a touch higher than the overall baseline of 89.6%.

The industry lens: the time invested in hiring

In terms of reducing the time invested in the recruitment process, Construction (56%, 14 points higher than the overall) is by and far the leader in seeing significant benefit in this area.

When combining “significant” and “somewhat” answers, Construction again leads with 90.7% vs. the overall 85.3%, while Education (88.4%) and IT / Technology / SaaS (87.3%) are second and third.

Healthcare is most likely to say there’s no change (14.7%, vs. 10.8% overall), and even considering the small percentage who say they’re spending more time on hiring, 4.5% of those in Retail significantly exceeds the overall of 2.7%.

The industry lens: the cost of hiring

Regarding cost savings – again, the trend continues with 48% of Construction seeing significant savings with AI in hiring compared with 32.7% overall.

IT / Technology / SaaS also see either moderate or significant cost savings at 85.4% compared with 77.9% overall.

Education (26% compared with 15.4% overall) and Manufacturing (20.8%) see only minimal or no cost savings when using AI in hiring.

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AI in hiring: bias & privacy an issue for 40% of hiring teams https://resources.workable.com/stories-and-insights/ai-hiring-challenges Wed, 28 Feb 2024 17:52:45 +0000 https://resources.workable.com/?p=93555 There are many positives when using AI technology in the hiring process – but let’s be real: there are drawbacks as well. So, in our AI in Hiring & Work survey, we asked respondents what issues they’ve run into when using AI in hiring. What struck us is how spread out the responses were in […]

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There are many positives when using AI technology in the hiring process – but let’s be real: there are drawbacks as well.

So, in our AI in Hiring & Work survey, we asked respondents what issues they’ve run into when using AI in hiring. What struck us is how spread out the responses were in comparison to other questions asked in the survey.

New report: AI in Hiring 2024

We asked 950 hiring managers how they're using AI in hiring and in the workplace. And now we have a new survey report packed with insights for you.

Get your free report now!

That being said, however, we know the concerns around bias and privacy when using AI at work – and we’ve written extensively about both, including best practices for maintaining ethical AI usage, overcoming bias using ChatGPT, and tackling bias and privacy concerns when using AI in HR.

So it came as no surprise that bias and privacy were leading concerns in our survey dataset. Let’s go through them now.

Hiring bias

In the survey, two out of five (40%) of respondents pointed to hiring bias as a major issue when using AI in their recruitment.

Fair enough. Bias is a huge consideration when making a hiring decision in general. Technology does help in overcoming bias in some areas with anonymized screening, standardized assessments, and other features.

And it’s important to note that AI tools are often trained on existing materials and experiences, meaning it’ll aim to replicate the biases inherent in the system. So, as we’ve previously reported – AI is not at fault. Rather, the data it’s trained on is.

In this case, technology giveth and it also taketh away. However, hiring teams can overcome this challenge with the right level of human involvement and supervision, if not taking over outright.

Legal considerations

Meanwhile, 37.2% point to privacy concerns especially when handling the personal data of candidates and employees.

Perhaps overlapping is the 30.7% who highlight compliance as a focal area that’s keeping them up at night – largely due to copyright, security, and other regulated areas.

Data privacy, of course, is a major ongoing concern for employers with mounting legislation on the heels of GDPR in Europe and CCPA in California. It’s reaching a point where every government will have some form of data privacy law in place.

The big concern with AI is that hiring teams interact with external technology using sensitive candidate and employee data in what amounts to a new wild west in this age of AI. Legislation around this is sparse, although is rapidly evolving over the coming years – we’re already seeing this in the European Union’s AI Act. There’ll no doubt be more to come.

Meanwhile, an AI tool usage policy will be useful for your organization.

Talent identification

In other parts of the survey, we found the top two use cases of AI in hiring to fall in line with candidate identification – resume screening tools being used by nearly three of five (58.9%) and candidate matching tech being utilized by 43.1%.

We find that the major issues are in line with those top use cases. For instance, overemphasis on keywords (31.2%), inaccurate interpretation of soft skills (26.3%), inability to capture candidate potential (15.5%), and over-reliance on historical data (15.5%) are all popular areas of concern for hiring team members when using AI.

Despite its rapid evolution, AI and the many tools utilizing it continue to be in a relatively nascent stage. Two scenarios are likely here:

AI tools are not quite sophisticated enough to support teams in identifying top talent
Hiring team members are not quite sophisticated enough in how they’re using AI tools

It’s probably a combination of both.

The industry lens

Hiring bias is an even bigger consideration for Construction (48%), Manufacturing (45.5%) and IT / Technology / SaaS (44.5%) versus 40% overall. It’s not nearly so much of a concern for Accounting (35%).

Data privacy, on the other hand, is a major concern for Accounting / Finance (43.8% vs. 37.2% overall) and for IT / Technology / SaaS (44.9%). It’s not as high in the minds of Healthcare (29.2%) or Retail (32.8%).

Likewise, compliance is top of mind for Accounting / Finance (43.8% – 13.1 full points higher than the overall 30.7%) and IT / Technology / SaaS (39.2%), but not so much for Construction (22.7%) and Retail (22.4%).

Healthcare, meanwhile, lamented the overemphasis on keywords (41.2% vs. 31.2% overall) and Construction downplayed that impact on their own hiring processes (22.7%).

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AI and candidate experience: 49.6% say it’s a mixed bag https://resources.workable.com/stories-and-insights/candidate-experience-ai-in-hiring Thu, 07 Mar 2024 17:28:13 +0000 https://resources.workable.com/?p=93657 Hiring team members are not the only beneficiaries of – or more accurately, not the only ones impacted by – AI use in the hiring process. In other words, AI isn’t only useful for those who do the hiring. There are those who hire, and there are those who are hired. Because the focus of […]

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Hiring team members are not the only beneficiaries of – or more accurately, not the only ones impacted by – AI use in the hiring process. In other words, AI isn’t only useful for those who do the hiring. There are those who hire, and there are those who are hired.

New report: AI in Hiring 2024

We asked 950 hiring managers how they're using AI in hiring and in the workplace. And now we have a new survey report packed with insights for you.

Get your free report now!

Because the focus of hiring and recruitment is ultimately to get job applicants – and ideally, the perfect hire – it makes sense to ask hiring team members what the experience has been like for candidates when AI is used in hiring.

So, we asked that specific question in our AI in Hiring and Work survey: “How do candidates generally respond to the use of AI in your hiring process?”.

Two out of five respondents (38.7%) say they’ve received mostly positive feedback from candidates in regards to AI in hiring. That sounds pretty good, except that half (49.2%) also say they’ve received mixed feedback from applicants in the hiring process.

AI in hiring – the positive CX

Let’s look at the positives first: it likely stems from better communication – even automated information and updates are better than nothing at all. Candidates like to know what’s going on with their application. For instance, AI chatbots can make a huge difference.

Also, the automation capabilities of AI in the hiring process mean that the hiring process can be sped up. That’s always a nice experience for candidates, who are accustomed to long waits between updates and stages in the process. We’ve seen complaints on Reddit about that.

AI in hiring – the negative CX

What about the negatives? We can presume that it’s about the non-human approach. You know how annoying it can be to “press one for XYZ” and “press two for ZYX” when trying to get through to a human being in customer support. Candidates are no different.

Also, there’s a perceived danger in allowing “robots” to make decisions for you – candidates are understandably skeptical about that. Being transparent about this from the get-go will be crucial to set expectations and maintain a positive experience for candidates.

The industry lens

When looking at the different industries, Construction leads in terms of positive feedback (53.3%, a full 14.6 points higher than the baseline), while Manufacturing lags in that same area (33.8%).

Retail, on the other hand, has twice as many respondents receiving mostly negative feedback compared with the baseline (10.5% vs. 5.3%) while just 2% of Healthcare respondents say the same.

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Survey: AI boosts productivity for three of four workers https://resources.workable.com/stories-and-insights/ai-boosts-productivity Thu, 14 Mar 2024 20:35:52 +0000 https://resources.workable.com/?p=93748 AI is everywhere – and then some. Many workers find it automates processes like nothing else has before – others are fearful that AI is going to take over their jobs. For every company that bans use of AI tools due to compliance or privacy considerations, there’s another company that dives headfirst into it. And […]

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AI is everywhere – and then some. Many workers find it automates processes like nothing else has before – others are fearful that AI is going to take over their jobs. For every company that bans use of AI tools due to compliance or privacy considerations, there’s another company that dives headfirst into it.

New report: AI in Hiring 2024

We asked 950 hiring managers how they're using AI in hiring and in the workplace. And now we have a new survey report packed with insights for you.

Get your free report now!

And the seemingly endless list of new AI tools is growing by the day. 2024 is bound to see even more developments in this area.

But how effective is it? In Workable’s AI in Hiring & Work survey report, we wanted to understand the effectiveness of the technology at a deeper level in overall work.

And now, we have a snapshot of how it’s being used in the modern working world.

The effectiveness of AI at work

In all the excitement, an important question stands out for professionals: how does AI help one work?

Since work is often measured in terms of productivity, we asked how effective AI is at enhancing day-to-day operations.

Three in four (75.7%) say it’s either highly or somewhat effective in their daily job.

Another two out of five say it hasn’t made a difference – in other words, they answered “neutral”.

Just one in 20 (5%) say AI is somewhat or highly ineffective at enhancing productivity.

The industry lens

Construction resoundingly calls AI very effective in enhancing productivity (86.4% vs. 75.7% overall), with Accounting / Finance coming in second out of the seven industries in this measurement (82.3%).

Healthcare is much more likely to say the effect is ultimately neutral (29.4% vs. 19.5% overall) – it’s also more likely to say it’s somewhat or highly ineffective (6.9% vs. 5% overall).

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Tech adoption & money biggest barriers to AI at work: Survey https://resources.workable.com/stories-and-insights/tech-and-money-barriers-to-ai Wed, 20 Mar 2024 16:34:20 +0000 https://resources.workable.com/?p=93910 AI has been a lovely development for many in today’s working (and hiring) world – but like anything else, it has its drawbacks. So instead of speculating, we went out and asked AI-using hiring teams (i.e. those who have hired in the last year and have used AI in the process). The question we asked, […]

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AI has been a lovely development for many in today’s working (and hiring) world – but like anything else, it has its drawbacks.

So instead of speculating, we went out and asked AI-using hiring teams (i.e. those who have hired in the last year and have used AI in the process).

New report: AI in Hiring 2024

We asked 950 hiring managers how they're using AI in hiring and in the workplace. And now we have a new survey report packed with insights for you.

Get your free report now!

The question we asked, specifically: “Hiring aside, what are the main overall challenges your company has faced in integrating AI?”. We provided a laundry list of potential challenges and asked people to select up to three items from that list.

The results were both interesting and unsurprising.

Nearly half of all respondents (46.2%) cited technical difficulties related to implementation or operation of AI tech, followed closely by financial challenges (41.9%).

This suggests that the costs of AI tools overall may be higher than the costs of AI tools in hiring specifically – after all, we’ve found that one in three (32.7%) say there are significant cost savings with the integration of AI in hiring.

Meanwhile, two out of five respondents (40.5%) point to employee resistance or discomfort when adopting AI in workflows.

That’s understandable – for some, AI or any new technology can be a newfangled thing requiring a learning curve or causing a disruption of long-established work habits.

The industry lens

Across the seven industries, Construction is most likely to cite technical difficulties (52% vs. 46.2% overall), while Accounting / Finance (48.1% vs. 41.9% overall) and Manufacturing (46.8%) pointed to cost as a problem.

Ethics is a major concern for IT / Technology / SaaS (42.3% vs. 28.4% overall). Compliance is a consideration for Construction (26.7% vs. 17.8% overall) and Healthcare (25.5%), and not so much for Retail (11.9%).

Retail (34.3% vs. 41.9% overall) is also far less worried than others about cost, while Construction isn’t so concerned with ethics (18.7% vs. 28.4% overall).

While employee resistance and discomfort is cited as a major concern, that challenge pretty evenly spread out across the seven major industries in our dataset. That being said, IT / Technology / SaaS is a bit more concerned (44.5% vs. 40.5% overall) and Education (36.4%) a little less so.

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Pay transparency: the pros, the cons, and best practices https://resources.workable.com/tutorial/pay-transparency-the-pros-the-cons-and-best-practices Wed, 07 Feb 2024 17:56:25 +0000 https://resources.workable.com/?p=93206 Pay transparency – or salary transparency – is a setup in a company (or industry) where companies provide information on pay and compensation to employees. There are three different types of salary transparency according to Harvard Business Review: Process transparency refers to openly communicating the methodology and criteria used by an organization to determine salaries, […]

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Pay transparency – or salary transparency – is a setup in a company (or industry) where companies provide information on pay and compensation to employees.

There are three different types of salary transparency according to Harvard Business Review:

Process transparency refers to openly communicating the methodology and criteria used by an organization to determine salaries, including how compensation levels are set, how raises and bonuses are awarded, and how performance is evaluated in relation to pay adjustments.

Outcome transparency involves disclosing the actual compensation figures, such as specific salary ranges or benchmarks for different roles and levels within the organization, allowing employees and candidates to see where their pay stands relative to those benchmarks.

Communications transparency refers to the openness and ease with which employees can discuss and share information about their own salaries with each other, without fear of retribution or policy violations, fostering an environment of open dialogue about compensation. It is illegal to prohibit conversations about salary in the workplace (in the US, especially) – here, it’s the explicit openness that’s emphasized in communications transparency.

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The pros and cons of salary transparency

What are the pros and cons of pay transparency? There are many – while holistically it makes sense to be transparent about the compensation that one may receive if they were to get a specific job, or the pay that your colleague receives for the same job that you do, it does get more complicated than that.

In other words – it makes perfect sense in theory; in practice, it’s more nuanced.

Let’s first have a look at the main reasons why salary transparency is a good thing.

Arguments for pay transparency

1. Fairness and equity

This is probably one of the most resounding arguments in support of pay transparency – the assurance of equal pay across gender, race, and other demographics.

As ZipJob career consultant Amanda Augustine told us:

“We know that salary transparency […] shines a spotlight on any major wage gaps that may occur across various sectors of your population, of your workforce, whether that’s ethnicity or race, whether that’s gender,” she says.

“Those things tend to be more apparent and there’s a greater need to then address them.”

Related: Can’t afford to pay more? Be radically transparent with candidates

Economist AnnElizabeth McMahon of Indeed Hiring Lab also highlighted this benefit of pay transparency in an interview with Bankrate:

“Salary transparency does help eliminate those asymmetric information problems that can contribute to the gender wage gap, racial wage issues and the labor market,” says AnnElizabeth.

Linkage’s Chief Product Officer Kristen Howe agrees.

“Women can leverage this pay transparency to negotiate better salaries and start to level the playing field toward pay parity,” she told SHRM.

“Women can leverage this pay transparency to negotiate better salaries and start to level the playing field toward pay parity.”

2. Employee satisfaction

Employees will appreciate knowing exactly how much their peers are making – and being allowed and even encouraged to talk openly about it at work.

According to Bankrate, more than two out of five Gen Z workers (42%) and two out of five millennials (40%) have shared their salary with a colleague or another person in their network. According to ZipJob, 65% are all for salary transparency.

Employers would do well to support that openness.

Also, when salaries are demystified, this not only helps in setting realistic expectations but also empowers employees to navigate their career progression within the organization more effectively.

It’s not just about the pay itself. Workers feel respected when employers are transparent about salary strategy.

A PayScale study finds workers are five times as likely to be satisfied with their employer when they understand the reasoning behind their salary versus getting the compensation they want and need from a job. That speaks loudly to the value of openness and communication about pay structures in your company.

Moreover, the knowledge that their compensation is in line with market rates and organizational standards can motivate employees to enhance their performance, knowing that their efforts and contributions are recognized and rewarded appropriately.

This trend towards openness not only boosts individual morale but also cultivates a culture of accountability and fairness within organizations. Everyone wins.

3. Candidate motivation

There’s a huge benefit at the entry point into a company as well. SHRM finds that 70% of organizations saw more applicants as a result of listing pay ranges in their job descriptions.

“These results highlight that many organizations who provide salary ranges in job postings find doing so helpful to applicant quality and quantity,” says Derrick Scheetz, a senior researcher with SHRM.

“These results highlight that many organizations who provide salary ranges in job postings find doing so helpful to applicant quality and quantity.”

Interestingly, it’s not just about pay. Transparency in compensation can even lead to a richer applicant pool; SHRM’s research also highlights that 66% of employers found the inclusion of pay ranges in job postings increased the quality of applicants.

A broader pool of applicants, and higher quality at that. Employers get more of what they’re looking for when hiring for an open role – that’s a huge benefit.

4. Improved business outcomes

It’s not just a good thing in the eyes of employees and candidates. There are positive business outcomes for businesses as well.

For instance, a NBER study authored by Harvard Business School assistant professor Zoë Cullen finds a link between clear and understandable compensation structures and improved hiring processes and employee retention. Hiring can be an expensive business, so any way you can improve that process – and couple it with decreased need for backfill – it will reflect on the bottom line.

Also, openness about the salary range for a job ensures that those applying are better aligned with the role’s compensation expectations. Your candidates know right away what they stand to make if they get the job – and less time is wasted on evaluating job applicants only to find out later in the recruitment process that you’re not aligned at all on compensation expectations.

Salary transparency can also significantly impact employee retention rates at the onset – organizations who are transparent about pay can mitigate common causes of employee turnover related to pay dissatisfaction or perceived inequities.

Arguments against pay transparency

OK, it’s not all roses and cream. There are some drawbacks to pay transparency to consider.

1. Increased competition and envy

One undesirable consequence of opening up about salary across a company is increased turnover as a result of angst and disillusion when employees realize they should be making more for what they do.

Envy and competition can also be stirred up – not always a healthy thing for company culture, especially when others are making more than you do for the same job in the same company.

The good news is that this is only when you manage it poorly. It can be preempted if you go about it the right way.

Zoë in her NBER paper discusses how transparency can lead comparisons with peers in a counterproductive way – if Jer learns that he’s making $10K less per year for the exact same role as Maria, he’s naturally not going to be happy.

Transparency can have that complex impact on overall workplace dynamics.

2. Demotivation and turnover

Just as full transparency of salaries give employees a boost knowing their real worth and what they can do to move up the next salary band, it also can have a negative impact on engagement and motivation. Following on the point above, your employees can become more disengaged and turnover will spike as they hit the bricks looking for new, better-paying roles.

The aforementioned ZipJob survey found that 34% of professionals left their jobs in 2023 for better pay – and Workable’s Great Discontent 2023 survey found that 68.9% of workers say they’ll move jobs for a higher salary, up from 62.2% in 2021.

And 58.5% of those currently open to new work say money is a huge driver of that.

So be careful when you open things up like that. If you haven’t established fair and equitable pay in your organization, you might want to do that before opening up the coffers.

3. Challenges with implementation

Introducing pay transparency into your company isn’t a cut-and-dried process. There are numerous standards, variables, and even intangibles that go into the determination of one’s salary (or the salary band of an open position) – that reality is more so for companies with a complex range of roles and responsibilities.

Also what we discussed at the top about the different kinds of transparency – process, outcome, and communications. Which one do you establish (first)?

You can avoid these challenges by first sitting down and looking at the structure as it is, and ensuring that there’s a full structure, plan, playbook, set of rules, career pathing strategy, and so on before you open the information vault.

Skillsoft Chief People Officer Ciara Harrington discussed this with SHRM.

“The challenge this presents for companies is that many are simply not ready for this level of transparency.”

“The challenge this presents for companies is that many are simply not ready for this level of transparency.”

4. Loss of employer bargaining power

Pay transparency will bring a more standardized structure – ultimately eliminating a crucial negotiation point in the job offer and acceptance dance. And leverage usually rests with the employer since they’re the ones with the money – if you don’t accept their offer, they can bring in the next candidate who will agree to that arrangement.

Then again, there’s leverage on the side of employees as well. They can point to the market’s standards for similar roles to their own – and employers will have to adapt accordingly.

Another nuanced drawback is pointed out by Harvard Business Review: pay compression.

In other words, when performance-laden incentives (and base pay, in general) are made public, a common denominator is determined. That often leads to lower compensation across the board.

This isn’t theory. HBR described a study where when the government of California made city managers’ pay transparent in 2010, average compensation actually dropped by about 7% in 2012.

Pay transparency best practices

So, do you want to implement pay transparency in your business? If yes, then there are clear best practices. Here are a few to get you started:

1. Define your goals

Start with clear objectives. Do you want to address pay gaps? Improve employee confidence in compensation? Attract and retain top talent? Defining your goals helps tailor your approach.

2. Consider the scope

Will you disclose individual salaries, ranges for specific roles, or a combination? Align this with your goals and organizational culture.

3. Establish clear guidelines and policies

Be clear about what information will be disclosed, how, and to whom. Ensure it complies with relevant laws and regulations.

4. Define fair comparisons

Outline factors used to determine pay, such as experience, qualifications, and performance, to avoid confusion and potential inequities.

5. Communicate the policy effectively

Explain the rationale, goals, and expectations to employees clearly and transparently through multiple channels.

6. Address employee concerns proactively

Anticipate questions and concerns. Prepare for how you’ll address worries about unfairness, competition, or potential discrimination.

7. Offer training and support

Equip managers and employees with resources to understand the policy, answer questions, and navigate discussions constructively.

8. Establish open communication channels

Create safe spaces for employees to voice concerns and seek clarification without fear of retaliation.

9. Implement gradually

Start with a pilot program. Implement transparency in a smaller department or group first to test its effectiveness and address any initial challenges that come up.

10. Gather feedback and iterate

Conduct surveys, focus groups, and discussions to gauge employee sentiment and refine your approach based on their feedback.

11. Monitor and evaluate

Track key metrics like employee satisfaction, turnover, and recruitment success to assess the impact of transparency and make adjustments as needed.

Pay transparency: decide what’s right for you

The debate on pay transparency remains nuanced, with potential benefits and drawbacks to consider. While the ZipJob study highlights employee openness to discussing salaries and the desire for higher pay as a motivator for job changes, concerns about competition, demotivation, and implementation challenges persist.

Careful implementation, addressing employee concerns, and clear communication are crucial for success in pay transparency in your organization.

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How to implement talent mapping in your organization https://resources.workable.com/tutorial/talent-mapping Wed, 07 Feb 2024 17:21:15 +0000 https://resources.workable.com/?p=93199 This article delves into the essence of talent mapping, its strategic benefits, and a practical guide for implementation, aiming to equip HR professionals with the knowledge to execute this powerful strategy. Given the fact that, according to PwC, only 40% of employees said their company is upskilling, there is room for improvement in terms of […]

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This article delves into the essence of talent mapping, its strategic benefits, and a practical guide for implementation, aiming to equip HR professionals with the knowledge to execute this powerful strategy.

Given the fact that, according to PwC, only 40% of employees said their company is upskilling, there is room for improvement in terms of talent mapping and professional development. 

Understanding talent mapping

Talent mapping, by definition, is a proactive approach used by HR professionals to create a strategic alignment between an organization’s current talent capabilities and its future goals. 

This process involves a thorough analysis of the workforce to identify not just the skills and competencies present within the organization but also to forecast future talent needs. With skill-based hiring coming to the fore, implementing talent mapping is more critical than ever.

Unlike traditional talent management practices that often focus on immediate staffing needs, talent mapping takes a long-term perspective, considering internal and external talent pools and how they can be developed or tapped into to meet strategic objectives.

At its core, talent mapping serves two primary functions: internal assessment and external benchmarking. 

Internally, it evaluates the readiness and performance of the current workforce against anticipated developments and identifies high-potential employees whose growth aligns with strategic priorities. 

Externally, it involves analyzing the talent landscape outside the organization, including competitors, to build a comprehensive talent pipeline for future needs. This dual focus not only prepares organizations for upcoming challenges but also ensures they remain competitive in attracting and retaining top talent.

Related: Talent Acquisition vs. Talent Management vs. HR: A primer

The strategic benefits of talent mapping

The implementation of talent mapping within an organization brings forth several strategic benefits, fundamentally transforming the approach to talent management.

Enabling strategic workforce planning 

Talent mapping is instrumental in forecasting future talent needs and identifying skill gaps. By understanding the competencies required to achieve business goals, HR professionals can devise strategies to fill these gaps, whether through internal development or external recruitment. 

This foresight allows for more effective workforce planning, ensuring that the organization is well-equipped to meet its future challenges head-on.

Driving employee development and retention 

One of the most significant advantages of talent mapping is its impact on employee development and retention. By identifying the aspirations and potential of employees, HR can tailor development programs that align with individual career paths as well as organizational needs. This personalized approach to development not only enhances skill sets but also boosts employee engagement and loyalty. Employees are more likely to stay with an organization that invests in their growth and provides clear pathways for advancement.

Supporting organizational agility

In today’s fast-paced business environment, agility is key to survival and success. Talent mapping offers organizations the ability to quickly mobilize talent in response to emerging business needs and opportunities. By having a clear understanding of the skills and potential within their workforce, organizations can rapidly deploy talent where it is most needed, ensuring swift adaptation to market changes and internal shifts.

Implementing talent mapping in your organization

Implementing talent mapping requires a structured approach, starting with a clear understanding of the organization’s strategic objectives.

The following steps outline a practical guide for HR professionals looking to integrate talent mapping into their talent management strategy:

1. Define key competencies: Begin by identifying the core competencies and skills essential for success in your organization. These should align with your strategic goals and be clearly defined for each role within the organization.

2. Inventory your talent market: Conduct a comprehensive assessment of your current workforce, including skills, capabilities, and potential for growth. Utilize a variety of data sources such as performance reviews, manager feedback, and skills assessments to create a detailed talent inventory.

3. Identify skill gaps: Compare the current talent capabilities with the future needs identified through strategic planning. This comparison will highlight skill gaps and areas requiring development.

4. Create individual development plans: For each employee, develop a tailored plan that addresses identified skill gaps and aligns with their career aspirations. These plans should include specific actions, training programs, or experiences designed to enhance their skills and competencies.

5. Monitor and adjust: Talent mapping is not a one-time activity but an ongoing process. Regularly review and adjust your talent mapping strategy based on changes in business strategy, workforce performance, and the external talent landscape.

By following these steps, organizations can effectively implement talent mapping, ensuring that they not only meet their current talent needs but are also prepared for future challenges. 

This strategic approach to talent management not only enhances organizational performance but also fosters a culture of continuous development and growth.

Related: Workforce planning strategy in the AI-driven economy

Overcoming challenges in talent mapping

While the benefits of talent mapping are clear, HR professionals often encounter several challenges in its implementation. These hurdles can range from gaining organizational buy-in to managing the complexities of data collection and analysis. 

However, with strategic planning and communication, these challenges can be navigated successfully.

Gaining company-wide buy-in: One of the first challenges is securing support from all levels of the organization. Talent mapping is not solely an HR initiative; it requires engagement from managers, leaders, and employees across the board.

To overcome this, HR professionals should clearly communicate the benefits of talent mapping, demonstrating how it aligns with the organization’s goals and benefits every stakeholder.

Addressing data collection and analysis hurdles: Talent mapping relies heavily on data, and collecting this data can be daunting. Organizations must ensure they have the right tools and processes in place to gather, store, and analyze data effectively.

Implementing a centralized talent management system can streamline this process, making it easier to track performance, skills, and development needs.

Balancing short-term needs with long-term goals: Often, immediate staffing needs can overshadow the strategic goals of talent mapping. HR professionals must balance these short-term demands with the long-term vision, ensuring that talent development initiatives do not get sidelined.

Regularly revisiting the talent mapping strategy and adjusting plans as necessary can help maintain this balance.

The future of talent mapping

As the business world continues to evolve, so too will the practices surrounding talent mapping. Emerging trends, such as the integration of artificial intelligence (AI) and machine learning, promise to revolutionize how organizations identify, develop, and deploy talent. 

These technologies can provide deeper insights into talent capabilities and potential, enabling more precise and predictive talent mapping.

Moreover, the growing emphasis on diversity, equity, and inclusion (DEI) in talent management underscores the need for talent mapping strategies that not only identify skills and competencies but also foster a diverse and inclusive workforce. 

By incorporating DEI principles into talent mapping, organizations can ensure that their talent management practices promote fairness, innovation, and resilience.

As we look to the future, the role of talent mapping in shaping successful, adaptive, and inclusive organizations will only grow. By embracing this strategic tool, HR professionals can ensure their organizations remain competitive, innovative, and prepared for whatever the future holds.

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Leading through layoffs: five tips to restore confidence https://resources.workable.com/tutorial/leading-through-layoffs Mon, 05 Feb 2024 19:05:42 +0000 https://resources.workable.com/?p=93183 Leading an organization that has gone through significant layoffs, restructuring, or downsizing is certainly a challenge. You are faced with managing the new reality of a reduced workforce, which causes its own problems, while at the same time dealing with the morale and emotional challenges of those who remain. Fortunately, there are practical and effective […]

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Leading an organization that has gone through significant layoffs, restructuring, or downsizing is certainly a challenge.

You are faced with managing the new reality of a reduced workforce, which causes its own problems, while at the same time dealing with the morale and emotional challenges of those who remain.

Need to build your company brand?

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Fortunately, there are practical and effective steps you can take to win back the hearts of the folks who feel discouraged or disenfranchised.

Bear in mind that it’s not always necessary to “win back” their hearts; sometimes what’s necessary is merely to revitalize them. Rather than demoralized, many may simply be sad, confused, or uncertain.

With that said, the most important thing you can provide the organization when there are layoffs is great communication.

Related: Effective workplace communication: 6 tips for distributed teams

There are five key areas you can focus on in communicating to your teams.

1. Rationale

The first is the rationale.

Clearly explain the reason for the layoffs. Your teams need to understand why you felt the action was necessary, and the steps you took before you made the decisions you did.

Understanding is an incredibly powerful motivator for people. When I understand why a decision was made, even though I may not agree with it, I am still able to get behind it and even support it. When I don’t understand, it’s easy to criticize it, or worse, fight it.

2. Honesty

The second of the five keys is honesty.

Often, because of legal, contractual, or other reasons, we’re unable to share with everybody the reasons behind everything that led to the decision, but we can share much of it.

Do so in a way that demonstrates you are being honest, telling the people what you can tell them, and telling them what you can’t tell them, and why.

This builds trust, and trust is essential as you go through a layoff’s consequences.

3. Timeliness

The third component is that the communication must be timely.

To build trust, and be seen as honest and transparent, you must communicate information as soon as possible after the event, and if possible, before the event. Often leaders are unwilling or hesitant to share the information, and so they procrastinate, which is one of the worst things to do.

Think if you were left behind after layoffs. You would want to know as much as you could, as soon as you could, about the situation. When leaders delay, people make up information and share that among themselves.

I call this “filling vacuums.” Inevitably you can’t get to everybody with all the information immediately, so there will always be some vacuums. But if you are quick off the mark the vacuums will be small and easily filled by what you have to say.

4. Frequency

The fourth area is linked to frequency.

My company offers an “effective presentations” course in which we teach that communication typically isn’t understood until it’s been “heard 10 times in 10 different ways.”

While that may not be exactly accurate, it reflects the fact that a message delivered the first time is rarely understood and remembered as intended.

The sender has to repeat the message frequently, often with different words, examples, illustrations, or facts. As you manage your way through low morale and the gaps in understanding that occur after layoffs, you simply cannot address the situation once and forget it.

Come back at it repeatedly until you are sure the organization is back on track, aligned with the direction that you’re taking it in, and that everyone understands and has bought into the decisions that led to the layoffs in the first place.

5. Humanity

The fifth and final area is to make sure you are ‘seen to be human’.

By this, I mean that as you communicate, you don’t need to always feel as though you are “on stage” and have to be “corporate,” with every word scripted.

Show people that you care about the decisions you made and that while it may not have been easy, you had to make them. Show people that you empathize with how they feel.

Related: What is inclusive leadership?

Let them know you understand where they are coming from. In doing so you will be seen to be in the boat with them rather than on the shore shouting at them to survive in the storm.

Prioritize your people

In addition to communication, I would strongly recommend you pay attention to one other thing and that is the priorities of the people.

Those who remain after layoffs will inevitably have to pick up additional work, or come to realize that work that was done before is no longer required, or in some cases the work hasn’t really changed. People are asking whether the layoffs mean they’ve got to work longer, or harder, or do different things. These issues need to be addressed early and effectively.

To do so there’s a great tool that I would suggest, and that is that you tell people what it is they need to Stop, Start, or Continue to do.

For example:

  • Stop: “As a result of the layoffs here’s what we want you to stop doing because it’s no longer necessary, or important.”
  • Start: “Here are the things that we want you to start doing; things which perhaps you didn’t do before, but are expected to do now.”
  • Continue: “And, here are things we want you to keep doing because they remain important and you’re a vital cog to getting them done.”

You are the one your people will look to for guidance about their new priorities. If you do not make this clear they will be left to their own devices. They will inevitably end up either working on the wrong things, or working too long and too hard. In both cases, they will remain demotivated and blame it all on the layoffs.

Great leaders not only pay attention to the communication that is necessary, but also to the work that flows from the layoffs. They manage both so that people feel they are cared for and that someone is looking out for their best interests in this new world of which they are now a part.

Phil Geldart is founder and CEO of Eagle’s Flight, a company focused on improving individual and team productivity. Prior to founding Eagle’s Flight, Geldart was with Nestlé Canada, where he worked for 18 years, the last five of which he served as a member of the executive team in the capacity of Senior Vice President of Human Resources. He also is author of several books, including In Your Hands: The Behaviors of a World Class Leader, Experiential Learning: Changing Behavior to Improve Performance, and Lead Yourself Lead Others: Eight Principles of Leadership.

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Skills-first approach: what it is and why it can help you https://resources.workable.com/hr-terms/what-is-skills-first-approach Tue, 06 Feb 2024 14:38:36 +0000 https://resources.workable.com/?p=93184 It’s out with the old and in with the new, as this strategy takes center stage, promising a more inclusive, vibrant, and streamlined way of doing things.  This piece is your deep dive into the skills-first universe—what it’s all about, how it stands to shake things up, and why it’s more than just a trend.  […]

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It’s out with the old and in with the new, as this strategy takes center stage, promising a more inclusive, vibrant, and streamlined way of doing things. 

This piece is your deep dive into the skills-first universe—what it’s all about, how it stands to shake things up, and why it’s more than just a trend. 

It’s the roadmap for HR professionals who are ready to ride the wave of change and set foot in a new and undiscovered environment of skills-based hiring

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What is a skills-first approach?

The essence of a skills-first approach is succinctly captured by Careerplug’s perspective, which emphasizes the recognition of transferable skills across different roles and industries. 

It acknowledges that a candidate’s diverse experiences and proven track record as an effective employee are as significant as their formal qualifications. 

This paradigm shift towards valuing skills over traditional credentials such as degrees or job titles is reshaping the hiring landscape, fostering a more flexible and inclusive workforce.

The LinkedIn Skills-First Report further illuminates this concept, presenting it as a strategy that not only benefits individuals by democratizing access to opportunities but also offers organizations a robust framework for building resilient workforces. 

By prioritizing skills, companies can tap into broader, more diverse talent pools, enhancing innovation and competitiveness. 

The report’s findings suggest that adopting a skills-first approach allows for a more equitable hiring process, breaking down barriers that have historically hindered underrepresented groups from accessing employment opportunities.

For instance, when it comes to occupations where women are not well-represented, adopting a skills-first approach to hiring can result in a 24% higher increase in the number of women in candidate pools compared to men. 

Also, skills-first hiring globally leads to a 9% increase in the candidate pools of workers without bachelor’s degrees compared to those with degrees. 

The skills-first framework for action

At the heart of this transformative approach is the Skills-First Framework for Action, as outlined by the World Economic Forum

This framework champions the prioritization of skills themselves over the traditional focus on how these skills were acquired. 

Such a focus has the potential to democratize access to economic opportunities, creating pathways to employment that were previously obscured by conventional hiring practices. 

The framework calls for a collective effort from businesses, governments, and educational institutions to foster a skills-driven economy. 

This collaborative action is pivotal in developing a highly skilled and inclusive workforce equipped to navigate the complexities of the modern job market.

Key components of the framework include actionable strategies for identifying and nurturing talent based on skill proficiency, rather than educational background or work history. 

It advocates for the development of skills inventories and the use of skill-based assessments in hiring and promotion decisions. 

By doing so, it lays the groundwork for a more adaptable and forward-thinking workforce, capable of meeting the demands of a rapidly changing world.

The skills-first economy

A skills-first economy is one where the primary currency is not the degrees or certificates that individuals hold but the skills they possess and can apply in various contexts. 

Remember the type typesetters? The profession of a typesetter, once pivotal in the printing industry for arranging text and layout, largely vanished with the advent of digital publishing. 

However, the meticulous skills of typesetters in typography, design, and attention to detail found new relevance in graphic design, web design, and digital publishing. 

Their expertise in visual aesthetics and layout seamlessly transitioned into these modern domains, showcasing the power of transferable skills amidst technological evolution.

Same with shoemakers. Shoemakers, once central figures in every town, crafting custom footwear for every foot, have seen their traditional role evolve with industrialization and mass production. 

However, the artisan skills of shoemakers—ranging from leatherworking, stitching, and understanding foot anatomy to an eye for fashion and durability—remain in demand within niche markets and high-end fashion. 

Today, their expertise is not only preserved but revered in bespoke shoemaking, repair services, and in the design departments of luxury footwear brands, proving that the meticulous craftsmanship and personalized touch of a shoemaker still hold significant value in an era of ubiquitous factory-produced shoes.

This shift represents a fundamental change in how value is assigned within the labor market, with far-reaching implications for economic growth, innovation, and social equity.

Benefits of a skills-first approach

The transition towards a skills-first approach in hiring and talent management carries significant advantages for both employers and employees. 

The insights from LinkedIn and additional research underscore several key benefits that underscore the value of this strategy for HR professionals:

1. Expanded talent pools

By focusing on skills rather than degrees or job titles, organizations can access a wider array of candidates. 

This expansion is not just in numbers but in diversity, including historically underrepresented groups, individuals without traditional degrees, and those from varied industry backgrounds. 

The WEF report suggests that adopting a skills-first approach can add up to 20x more eligible workers to employer talent pools.

2. Increased diversity and inclusion

A skills-first model inherently supports more equitable hiring practices. It allows companies to move beyond biases associated with educational pedigree or industry experience, thus leveling the playing field. 

In particular, it can significantly increase the representation of women in roles where they are underrepresented, fostering a more diverse and inclusive workplace culture.

3. Adaptability and resilience

In an era where the nature of work is constantly evolving, a workforce selected for its skills is better equipped to adapt to new challenges and technologies. 

Companies can more easily pivot in response to industry trends and demands, ensuring their workforce remains competitive and productive.

Challenges and considerations

While the benefits of a skills-first approach are compelling, HR professionals must also navigate its challenges and considerations to implement it successfully:

Identifying and assessing skills

Transitioning to a skills-first model requires robust mechanisms to accurately identify, assess, and validate the skills of candidates. This can involve developing new assessment tools and training hiring managers to evaluate skills effectively.

Upskilling and reskilling

To fully leverage a skills-first approach, organizations must commit to the continuous development of their workforce. 

This means investing in upskilling and reskilling programs that enable employees to acquire new competencies and adapt to changing job requirements.

According to the WEF, companies that excel at internal mobility retain employees for an average of 5.4 years, nearly 2x as long as companies that struggle with it (2.9 years).

Cultural shift

Adopting a skills-first approach entails a significant cultural shift within organizations. It challenges traditional notions of career progression and success, requiring buy-in from all levels of the organization to foster a culture that values skills and learning.

Implementing a skills-first strategy

For HR professionals looking to embrace a skills-first approach, a strategic implementation plan is essential. Here are steps to consider in rolling out this transformative strategy:

1. Develop a skills framework

Begin by defining the specific skills and competencies that are critical for success in your organization. This framework should be dynamic, reflecting the evolving nature of your industry and business needs.

2. Revise hiring practices

Update job descriptions, recruitment materials, and interview processes to focus on skills. Incorporate skills assessments into the hiring process to evaluate candidates objectively based on their capabilities.

3. Invest in learning and development

Build a robust learning and development ecosystem that supports the ongoing growth of employees’ skills. This includes formal training programs, mentorship, and opportunities for on-the-job learning.

4. Foster a skills-first culture

Encourage a workplace culture that values continuous learning and skill development. Recognize and reward skill acquisition and application, and ensure that career advancement opportunities are tied to skill progression.

5. Leverage technology

Utilize HR technology platforms, like Workable, that can support a skills-first approach, from skill assessment tools to learning management systems that track skill development and alignment with business needs.

As organizations worldwide embrace this approach, the potential for innovation, growth, and inclusivity in the workplace is boundless. The future of work is skills-first, and the time to prepare for that future is now.

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Marketing Analytics Associate job description https://resources.workable.com/marketing-analytics-associate-job-description Mon, 05 Feb 2024 14:09:29 +0000 https://resources.workable.com/?p=93182 A Marketing Analytics Associate is a professional responsible for analyzing marketing performance across channels, utilizing data to optimize strategies, and ensuring the effective allocation of resources to maximize campaign results. Use this Marketing Analytics Associate job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the […]

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A Marketing Analytics Associate is a professional responsible for analyzing marketing performance across channels, utilizing data to optimize strategies, and ensuring the effective allocation of resources to maximize campaign results.

Use this Marketing Analytics Associate job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Marketing Analytics Associate?

A Marketing Analytics Associate is a key player in the marketing team, focusing on the collection, analysis, and interpretation of marketing data to inform strategies and decisions. They leverage analytics tools and platforms to provide actionable insights on campaign performance, customer engagement, and overall marketing effectiveness.

This role is crucial for understanding how marketing efforts contribute to the company’s objectives and for guiding future marketing initiatives.

What does a Marketing Analytics Associate do?

A Marketing Analytics Associate plays a pivotal role in enhancing marketing strategies through data-driven insights. They set up and manage data tracking tools, create reports that highlight key results, and conduct additional data modeling and analysis as needed. Working closely with marketing, sales, and product teams, they ensure accurate data collection and analysis to inform strategic decisions.

Their work includes developing innovative analytical approaches, being the point person for analytics platforms, producing recurring insight reports, and optimizing digital experiences. By analyzing data from various sources, they help the marketing team understand performance, identify trends, and allocate resources effectively to drive growth and improve ROI.

Marketing Analytics Associate responsibilities include:

  • Developing measurement and analytical approaches for marketing initiatives
  • Managing analytics platforms and reports (GTM, GA, Tableau)
  • Producing insight reports for marketing leadership
  • Applying expertise to optimize digital customer experiences

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Manager of Sales Enablement job description https://resources.workable.com/manager-of-sales-enablement-job-description Mon, 05 Feb 2024 13:36:46 +0000 https://resources.workable.com/?p=93181 A Manager of Sales Enablement is a strategic role focused on enhancing sales team productivity through training, resources, and tools, ensuring alignment with sales, marketing, and product strategies for effective customer interactions. Use this Manager of Sales Enablement job description template to advertise open roles for your company. Be sure to modify requirements and duties […]

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A Manager of Sales Enablement is a strategic role focused on enhancing sales team productivity through training, resources, and tools, ensuring alignment with sales, marketing, and product strategies for effective customer interactions.

Use this Manager of Sales Enablement job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Manager of Sales Enablement?

A Manager of Sales Enablement is a key figure in bridging the gap between sales strategy and execution. This role involves crafting a comprehensive approach to equip sales teams with the necessary skills, knowledge, tools, and resources to increase efficiency and effectiveness in their roles. The focus is on improving sales performance through strategic enablement initiatives, including training, content management, and process optimization.

What does a Manager of Sales Enablement do?

A Manager of Sales Enablement plays a pivotal role in driving sales team success by developing and executing strategies that enhance their productivity and effectiveness.

This includes creating a sales playbook that outlines best practices, managing an engaging onboarding program for new hires, and ensuring ongoing education through training and certification programs. They also manage sales content, collaborate with product marketing for external content creation, and optimize sales tools and processes.

By fostering a deep understanding of the product, market, and sales methodologies, they empower sales teams to achieve their targets and contribute to the company’s growth.

Manager of Sales Enablement responsibilities include:

  • Developing and implementing a sales enablement strategy
  • Creating and rolling out the Sales Playbook
  • Managing onboarding and training programs for sales staff
  • Optimizing sales tools and processes

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Manager of Customer Enablement job description https://resources.workable.com/manager-of-customer-enablement-job-description Mon, 05 Feb 2024 12:37:30 +0000 https://resources.workable.com/?p=93180 A Manager of Customer Enablement is responsible for developing and implementing programs and resources to improve customer onboarding, success, and self-service support, ensuring a high-quality customer experience while scaling the company’s support capabilities. Use this Manager of Customer Enablement job description template to advertise open roles for your company. Be sure to modify requirements and […]

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A Manager of Customer Enablement is responsible for developing and implementing programs and resources to improve customer onboarding, success, and self-service support, ensuring a high-quality customer experience while scaling the company’s support capabilities.

Use this Manager of Customer Enablement job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Manager of Customer Enablement?

A Manager of Customer Enablement is a strategic role focused on enhancing the customer journey from onboarding to ongoing success. This position involves creating educational content, optimizing self-service resources, and implementing strategies to empower customers, thereby reducing their need for direct support. The goal is to ensure customers can effectively use the product, maximizing their satisfaction and success.

What does a Manager of Customer Enablement do?

A Manager of Customer Enablement spearheads initiatives to streamline the customer onboarding process, enhance customer education, and improve overall customer success. They design automated communication strategies for efficient onboarding, develop content like articles, videos, and guides for self-service support, and analyze customer interactions to identify areas for improvement.

Additionally, they collaborate with various teams to integrate customer feedback into product development, lead customer enablement team members, and craft a long-term vision for customer education and enablement. This role is crucial for fostering a proactive, informed, and engaged customer base, ultimately contributing to the company’s growth and customer satisfaction.

Manager of Customer Enablement responsibilities include:

  • Designing and launching automated onboarding communications
  • Creating playbooks for account health and customer success
  • Developing and maintaining help center resources
  • Leading and developing the Customer Enablement team

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The hybrid model could be a step closer to RTO https://resources.workable.com/stories-and-insights/hybrid-model-a-step-closer-to-rto Mon, 05 Feb 2024 16:11:23 +0000 https://resources.workable.com/?p=93178 Surveys show a majority favoring the hybrid working, highlighting its balance of collaboration and autonomy. HR must adapt, ensuring policies reflect both organizational goals and employee well-being in the evolving work landscape. Labor market dynamics and employer-employee power shift The dynamics of the labor market are undergoing a significant transformation, influenced in part by the […]

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Surveys show a majority favoring the hybrid working, highlighting its balance of collaboration and autonomy. HR must adapt, ensuring policies reflect both organizational goals and employee well-being in the evolving work landscape.

Labor market dynamics and employer-employee power shift

The dynamics of the labor market are undergoing a significant transformation, influenced in part by the cooling labor market. As reported by ABC News, some of Australia’s largest employers are leveraging performance bonuses to entice staff back to the office, indicating a shift in the balance of power towards employers.

This trend is mirrored globally, with companies like Google, Meta, and Amazon mandating office attendance for at least three days a week and tying compliance to performance reviews.

The decline in employment numbers, such as the 65,100 drop in Australia in December as reported by Investing, suggests a cooling labor market that could further empower employers in the work-from-home equation.

For HR professionals, this shift necessitates a strategic approach to employee engagement and retention. It’s crucial to balance the enforcement of RTO policies with the maintenance of a positive work culture and employee satisfaction.

This balancing act involves not only crafting policies that reflect the company’s operational needs but also addressing employee preferences for flexibility and autonomy.

Remote turned to hybrid and that works

Hybrid work, a concept that marries remote and in-office work, has swiftly transitioned from a temporary measure to a mainstay in corporate strategy.

The hybrid work ‘agreement’, if we can call it that, seems to be the middle ground, as Workable predicted in a report back in 2022.

However, Resumebuilder report highlights that an overwhelming majority, approximately nine in ten companies with office space, are set to have employees return to the office by the end of 2024. 51% of them have already achieved that at the moment. 

Yet, this return is far from a straightforward revival of pre-pandemic norms. This shift is not merely a top-down directive but reflects a broader consensus on work preferences. 

A survey by Bankrate, involving over 2,000 adults in the U.S., reveals that around 68% of full-time workers are in favor of a hybrid schedule, which allows for at least one remote workday per week. 

This model strikes a harmonious balance, merging the collaborative benefits of office presence with the flexibility and autonomy afforded by remote work. 

For HR practitioners, this trend underscores a clear mandate: the workplace of the future must be adaptable, catering to both the individual preferences of employees and the overarching goals of the organization. 

It suggests a move towards creating environments that not only enhance productivity and engagement but also prioritize employee well-being.

Regional variations in office recovery

The journey back to the office is far from uniform, with significant disparities in recovery rates across regions. 

Insights from Placer.ai’s December 2023 Office Index shed light on these variations. New York City, for instance, showcased a promising year-over-four-year visit gap of just 19.2% in December 2023, a testament to its robust recovery. 

In stark contrast, San Francisco reported a visit gap of 53.1%, underscoring the challenges some regions face in rebounding to pre-pandemic office visitation levels.

These discrepancies underscore the impact of localized factors — from the composition of industries and public health directives to the sentiments of the workforce — on the implementation and success of RTO strategies. 

For HR leaders, this emphasizes the need for policies that are not only flexible but also attuned to the specific contexts and needs of their workforce. 

Tailoring RTO approaches to accommodate these regional dynamics can significantly enhance an organization’s ability to navigate the complexities of a post-pandemic recovery, ensuring that strategies are both effective and empathetic to employee concerns.

Employer strategies for encouraging office returns

From performance bonuses to the integration of office attendance into performance evaluations, employers are adopting more structured approaches to manage hybrid work models. 

CNBC reports that nearly 30% of companies have stated they would consider termination for employees who resist compliance with in-office requirements, highlighting the tension between operational needs and employee preferences for flexibility.

Remember the video of WebMD? Check more about it here.

 

As you can see, there are right ways and wrong ways to encourage RTO. For HR professionals, devising these policies is a balancing act. It involves aligning organizational objectives with employee well-being and preferences, ensuring that the workplace remains a space of productivity and collaboration – without compromising on the flexibility that has become a hallmark of the modern work environment.

Productivity and engagement concerns

The debate over the impact of remote work on productivity and engagement remains unresolved, with data presenting a mixed picture. Yahoo Finance highlights that employee productivity in the U.S. saw fluctuations, with a notable increase in 2020 and 2021, followed by a dip and then a rise again in 2023. These variations suggest that the effectiveness of remote versus in-office work is contingent on several factors, including job nature, company culture, and individual preferences.

The transition to hybrid work models has further complicated this debate. While some argue that remote work enhances productivity by reducing commute times and allowing for a more flexible work-life balance, others contend that it can diminish team cohesion and impede spontaneous collaboration.

For HR departments, navigating these concerns requires a nuanced understanding of the factors that drive productivity and engagement within their specific organizational context.

Implementing regular feedback mechanisms, fostering a culture of trust, and providing the tools and resources necessary for effective remote and in-office work are essential strategies in this regard.

How big companies deal with RTO

Different organizations have taken varied approaches to the post-pandemic work environment, ranging from strict office-first strategies to more flexible hybrid models. Here’s how some of the world’s leading companies are adapting:

Office-first strategy

Goldman Sachs: Under the leadership of CEO David Solomon, Goldman Sachs has taken a firm stance on the importance of in-person work, particularly for its collaborative and apprenticeship-driven culture. 

In March 2022, Solomon mandated a return to the office five days a week for all employees. He has been vocal about his belief that remote working does not align with the company’s ethos of innovation and collaboration, emphasizing the need for an office-first approach to maintain the firm’s dynamic work environment.

Hybrid approach

Adobe: In June 2021, Adobe announced a shift towards a hybrid work model, allowing employees to divide their time between home and the office. Chief People Officer Gloria Chen highlighted the model’s flexibility, designed to support significant in-person and virtual collaboration. 

This approach aims to balance the benefits of physical presence with the convenience of remote work, ensuring that employees gather for critical moments and maintain productivity and creativity.

Airbnb: CEO Brian Chesky’s announcement in May 2022 marked a significant departure from traditional work models, allowing employees to work from anywhere in the world without affecting their salary. 

This policy enables staff to relocate from high-cost areas to more affordable locations, a stark contrast to companies that adjust salaries based on geographic cost-of-living differences. Airbnb’s approach reflects a commitment to flexibility and employee well-being, acknowledging the diverse needs and preferences of its workforce.

Amazon: Initially, Amazon introduced a hybrid work model permitting employees to work remotely two days a week. 

However, in a pivot in February 2023, CEO Andy Jassy announced a new expectation for employees to be present at Amazon’s headquarters at least three days a week. 

This adjustment aims to enhance communication, collaboration, and innovation by fostering more consistent in-person interactions among team members.

Apple: Apple’s approach to hybrid work, announced by CEO Tim Cook in June 2021, requires employees to be in the office three days a week (Monday, Tuesday, and Thursday). 

Despite facing some resistance and calls for greater flexibility from its workforce, Apple has upheld this policy. The company believes that this model best supports its goals for in-person collaboration, which is seen as essential for creativity and team cohesion.

Challenges and opportunities for HR in the hybrid era

The transition to hybrid work models presents a unique set of challenges and opportunities for HR professionals. 

As the architects of the workplace’s future, HR has a pivotal role in crafting policies that support both organizational objectives and employee well-being. 

This involves not only navigating the logistical complexities of hybrid work arrangements but also addressing the cultural shifts that accompany this transition.

One of the primary challenges is maintaining a cohesive company culture in a dispersed work environment. HR must innovate to create shared experiences and foster a sense of belonging among remote and in-office employees alike. 

This might involve leveraging technology to facilitate virtual team-building activities or reimagining office spaces to encourage collaboration when employees are on-site.

Another significant challenge is ensuring equity and fairness in opportunities and evaluations for remote and in-office employees. HR must develop clear guidelines and metrics for performance assessment that recognize the contributions of all employees, regardless of their physical work location.

On the opportunity side, the hybrid model offers HR the chance to redesign work in a way that prioritizes employee flexibility, autonomy, and work-life balance. This can lead to increased job satisfaction, reduced turnover, and a more attractive employer brand.

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Lead Researcher job description https://resources.workable.com/lead-researcher-job-description Fri, 02 Feb 2024 13:02:24 +0000 https://resources.workable.com/?p=93176 A Lead Researcher identifies and qualifies sales leads through online research and verification calls, supporting sales teams in securing new deals by providing accurate and actionable information. Use this Lead Researcher job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the […]

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A Lead Researcher identifies and qualifies sales leads through online research and verification calls, supporting sales teams in securing new deals by providing accurate and actionable information.

Use this Lead Researcher job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Lead Researcher?

A Lead Researcher is a professional tasked with the identification and qualification of potential sales leads. This role involves extensive online research and direct communication to verify the accuracy of gathered information. The goal is to ensure that the sales team receives high-quality leads that can be converted into new deals.

The Lead Researcher plays a crucial part in the sales process by laying the groundwork for successful sales pitches and strategies.

What does a Lead Researcher do?

A Lead Researcher meticulously sifts through various online resources and employs verification techniques, including phone calls, to gather and confirm data about potential leads. This role requires a blend of analytical skills, creativity in research methods, and effective communication to ensure the information is accurate and useful.

The researcher works closely with the sales team, providing them with Qualified Sales Leads (QSL) that have a higher probability of conversion into successful deals.

This involves not just initial research but also continuous updating and refining of lead information to align with the sales team’s evolving needs and targets. The Lead Researcher’s contributions are vital for the sales team’s efficiency and success in securing new business opportunities.

Lead Researcher responsibilities include:

  • Researching outbound leads.
  • Passing Qualified Sales Leads (QSL) to the sales team.
  • Verifying information through online research and phone calls.
  • Cooperating with global teams, mainly Sales.

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Lead QA Engineer job description https://resources.workable.com/lead-qa-engineer-job-description Thu, 01 Feb 2024 13:10:02 +0000 https://resources.workable.com/?p=93169 A Lead QA Engineer oversees the quality assurance lifecycle, ensuring software meets high standards through testing strategies, automation, and team mentorship. Use this Lead QA Engineer job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for. What […]

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A Lead QA Engineer oversees the quality assurance lifecycle, ensuring software meets high standards through testing strategies, automation, and team mentorship.

Use this Lead QA Engineer job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Lead QA Engineer?

A Lead QA Engineer is a pivotal role within the engineering team, focused on overseeing the quality assurance process to ensure software products meet the highest standards of quality before release. This role involves strategic planning, development of test plans and cases, and leadership over the QA team to maintain quality throughout the software development lifecycle. The Lead QA Engineer works closely with development and product teams to integrate quality assurance measures into the Agile process, ensuring timely and high-quality software releases.

What does a Lead QA Engineer do?

A Lead QA Engineer leads the charge in maintaining and enhancing software quality. This involves driving the quality assurance lifecycle within Agile frameworks, establishing testing strategies in collaboration with development and product teams, and implementing comprehensive test plans and cases.

They play a crucial role in mentoring and guiding QA team members, contributing to the development and execution of automated tests for mobile and web applications, and ensuring continuous integration flows are maintained.

Daily activities include reviewing test results, reporting issues, troubleshooting system under test issues, and managing QA-related meetings and goals. The Lead QA Engineer’s expertise in software testing frameworks, programming languages, and CI/CD processes is vital for diagnosing complex issues and ensuring the delivery of flawless software products.

Lead QA Engineer responsibilities include:

  • Driving the software quality assurance lifecycle.
  • Establishing and coordinating test strategies.
  • Developing and executing automated tests.
  • Managing and mentoring the QA team.

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Lead Product Marketing Writer job description https://resources.workable.com/lead-product-marketing-writer-job-description Thu, 01 Feb 2024 12:57:43 +0000 https://resources.workable.com/?p=93168 A Lead Product Marketing Writer is a professional responsible for creating compelling B2B content that aligns with a company’s product strategy and audience needs, enhancing brand awareness and product understanding. Use this Lead Product Marketing Writer job description template to advertise open roles for your company. Be sure to modify requirements and duties based on […]

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A Lead Product Marketing Writer is a professional responsible for creating compelling B2B content that aligns with a company’s product strategy and audience needs, enhancing brand awareness and product understanding.

Use this Lead Product Marketing Writer job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Lead Product Marketing Writer?

A Lead Product Marketing Writer is a key member of the marketing team, specializing in crafting compelling narratives and informative content that resonates with business audiences. This role involves a deep understanding of the product’s benefits and features, translating complex technical details into clear, engaging, and persuasive content.

The writer works closely with product managers, marketing designers, and external agencies to ensure that all content accurately reflects the brand’s voice and meets the needs of potential customers.

What does a Lead Product Marketing Writer do?

A Lead Product Marketing Writer plays a crucial role in shaping the perception and understanding of a product in the market. They are responsible for creating a wide range of content, including website copy, blog posts, brochures, and email campaigns, that educates and engages the target audience.

This role requires a blend of creativity and strategic thinking, as the writer must constantly develop new ideas for content that explains the product’s features and benefits in an accessible way.

Collaboration with the design team, product managers, and external partners is essential to produce cohesive and impactful marketing materials that drive brand awareness and product adoption.

Lead Product Marketing Writer responsibilities include:

  • Writing engaging B2B content for various formats.
  • Developing new content ideas to explain the product to new audiences.
  • Collaborating with product teams to understand and communicate new features.
  • Ensuring brand consistency across all marketing materials.

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Navigating impostor syndrome in product management https://resources.workable.com/career-center/navigating-impostor-syndrome-at-work Wed, 31 Jan 2024 22:20:41 +0000 https://resources.workable.com/?p=93160 Have you ever felt like you’re navigating the product management jungle, dodging obstacles left and right, only to be interrupted by a persistent whisper: “Do I really belong here?” If that rings a bell, then welcome to the world of impostor syndrome – a feeling that you’re not as capable or accomplished as others perceive […]

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Have you ever felt like you’re navigating the product management jungle, dodging obstacles left and right, only to be interrupted by a persistent whisper: “Do I really belong here?” If that rings a bell, then welcome to the world of impostor syndrome – a feeling that you’re not as capable or accomplished as others perceive you to be.

Curious about what drives this doubt-filled companion or how widespread it is in the vast tech and product landscape? Well, buckle up because we’re about to dive deep into the mysteries of impostor syndrome. We’ll uncover surprising stats, unveil stories from successful people, and take a stroll through my own garden of impostor moments.

Oh, and did I mention we’re also armed with some savvy tips to outsmart that sneaky impostor syndrome? Let the adventure commence!

Impostor syndrome: a deeper look

Impostor syndrome is like an annoying sidekick on the journey of success. It’s that nagging feeling that you’re not truly deserving of your accomplishments, attributing your success to luck rather than skill. Imagine a friend patting you on the back, and that little voice in your head whispering, “They’re all going to find out I’m not as good as they think.”

Yeah, that’s impostor syndrome for you – always ready to cast doubt on your abilities.

Impostor syndrome by the numbers

Let’s talk numbers. Valerie Young, a prominent expert and author of a groundbreaking book on impostor syndrome, shared studies showing that 70% to 84% of people experience impostor feelings at some point in their lives.

That’s right, the majority of us grapple with this internal struggle. This statistic acts as a mirror, reflecting the internal struggles that many product managers – among other professionals – silently confront. It dispels the misconception that impostor syndrome is an isolated or uncommon phenomenon.

Rather, it highlights the universal nature of these feelings and emphasizes the importance of fostering a supportive and understanding community within the product management sphere.

It’s not a flaw but a shared experience, highlighting the need for an open conversation about it.

You’re in good company here

Even Sheryl Sandberg, the former COO of Meta, faced impostor syndrome despite her impressive resume. She writes in her book, “Lean In“:

“Every time I took a test, I was sure that it had gone badly. And every time I didn’t embarrass myself – or even excelled – I believed that I had fooled everyone yet again. One day soon, the jig would be up.”

“Every time I took a test, I was sure that it had gone badly. And every time I didn’t embarrass myself – or even excelled – I believed that I had fooled everyone yet again. One day soon, the jig would be up.”

Juggling the demands of leadership and motherhood, Sheryl constantly grappled with perfectionism. The fear of not meeting societal expectations added to her internal struggle.

However, Sandberg leaned into vulnerability, coining the term ‘leaning in.’ By acknowledging imperfections, she reshaped her narrative and became a beacon for breaking the glass ceiling.

Ed Lazowska, who served as the Chair of Computer Science and Engineering at the University of Washington, once shared:

“I have this sense of being an impostor, and the only reassurance I have is that no one has uncovered me in the past 40 years. Therefore, the likelihood of being exposed in the next few weeks seems quite low.”

If someone as seasoned as Ed and Sheryl can admit to these feelings for decades, it’s totally normal for the rest of us to have our own moments of self-doubt, right?

In the product management realm, leaders like Andreessen Horowitz cofounder and partner Ben Horowitz and Bill & Melinda Gates Foundation chairperson Melinda Gates have also openly discussed their battles with impostor syndrome, emphasizing that success doesn’t always silence the nagging voice of self-doubt. And the list goes on.

My own journey with impostor syndrome

Now, let’s shift gears and get personal. How could I not be part of that 70%? In fact, I’ve danced with impostor syndrome more times than I’d care to admit, especially in the beginning of my career in product management.

Picture this: I’ve been there, questioning my ability to lead those cross-functional dream teams and wondering if I truly embody the decision-making prowess I aim for. It’s a rollercoaster of frustration and humility, trust me.

One memorable instance was during one of my first high-stakes product launches, back in my days living in London, where I found myself doubting every strategic move I had made. I mean, who invited impostor syndrome to the party, right? But here’s the plot twist – acknowledging those feelings and reaching out for support turned out to be the smartest move.

Leading up to that launch, I faced the classic impostor whispers, questioning if I had what it takes. It’s a story as old as time in the product management world. And you know what? It’s OK to feel that way. The magic happened when I decided to spill the tea and share my uncertainties with my mentor.

Impostor syndrome is a superpower

Turns out, vulnerability isn’t a kryptonite; it’s a secret weapon. Those heart-to-heart conversations shed light on my strengths, reminding me that leadership isn’t about having all the answers but embracing growth and adaptation.

Many years later, my journey with impostor syndrome has taught me that seeking support is not a sign of weakness but a smart strategy. It’s like having a reliable co-pilot on your journey – someone to help you navigate, find your way, and keep you on track.

So, if you’re in the midst of your own adventure with impostor syndrome, remember, it’s not about having all the answers but enjoying the voyage and picking up valuable insights along the way.

Let’s pull back the curtain on another chapter of my product management adventure. Imagine this – leading a diverse team felt like tiptoeing through a maze of self-doubt for me. Questions like “Am I steering this ship in the right direction?” and “Do I really have what it takes to lead this squad?” were on constant replay.

Related: What is inclusive leadership?

But here’s the secret sauce: open communication, trust-building, and realizing that leadership is a journey, not a destination. It’s like being the captain of a ship where everyone has their own set of skills and expertise. I learned that fostering an environment where team members feel heard and valued is the compass that keeps us sailing smoothly.

And you know what? The best leaders are the perpetual learners. Embracing the fact that leadership is an ongoing learning journey took the weight off my shoulders. It’s not about having all the answers; it’s about figuring it out together with your crew.

Your impostor syndrome survival kit

Fear not – I have a survival kit that works for me, and I’ll share it with you right now.

1. Embrace your wins

Create a victory log. Jot down your achievements, big or small. When impostor thoughts creep in, revisit this log to remind yourself of your capabilities

2. Seek feedback and validation

Don’t shy away from feedback; embrace it! Reach out to your team, stakeholders, or mentors for validation. Sometimes, an external perspective can be the reality check you need.

3. Flip the script

Challenge negative thoughts by reframing them positively. Instead of thinking, “I don’t deserve this role,” say, “I’ve worked hard to get here, and I bring valuable skills to the table.”

4. Cultivate a growth mindset

Acknowledge that learning is a lifelong journey. Embrace challenges as opportunities to grow rather than signs of inadequacy.

5. Connect with the community

Share your experiences with fellow PMs. You’ll likely find that impostor feelings are more common than you think. Together, we can lift each other up.

So, dear Product Managers, the next time the impostor syndrome decides to drop by unannounced, consider inviting it in for a friendly cup of tea. Share a smile, acknowledge its presence, and then gracefully show it the door.

Why? Because, you’ve earned every bit of your seat at that table. Your unique skills, experiences, and innovative ideas are like secret spices that enrich the collective flavor of your team and the entire product management world.

Let impostor syndrome be a momentary visitor, not a permanent resident. Show it out with a smile, and as you do, affirm to yourself that your presence, insights, and contributions are not only valid but eagerly welcomed. The world of product management is better with you in it, bringing your own magic to the mix!

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Lead Data Engineer job description https://resources.workable.com/lead-data-engineer-job-description Wed, 31 Jan 2024 13:46:08 +0000 https://resources.workable.com/?p=93159 A Lead Data Engineer is a senior professional responsible for managing and optimizing data architecture, ensuring data quality, and developing processes for effective data utilization in an organization. Use this Lead Data Engineer job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs […]

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A Lead Data Engineer is a senior professional responsible for managing and optimizing data architecture, ensuring data quality, and developing processes for effective data utilization in an organization.

Use this Lead Data Engineer job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Lead Data Engineer?

A Lead Data Engineer is a key figure in an organization, responsible for overseeing the architecture and management of data systems. They play a crucial role in ensuring that data is stored, processed, and utilized effectively, aligning with the company’s strategic goals.

This role requires a deep understanding of data management principles and the ability to apply them in a practical, business-focused context.

What does a Lead Data Engineer do?

A Lead Data Engineer is tasked with several critical responsibilities in an organization. They implement and manage software processes that move data between the Data Warehouse and internal systems, ensuring seamless data flow.

They are responsible for maintaining and updating the data engineering architecture, focusing on reliability and performance. A significant part of their role involves ensuring data accuracy and quality, identifying inconsistencies, and resolving data issues.

They design and implement ETL (Extract, Transform, Load) processes, preparing data for use by various internal stakeholders. Additionally, they make data accessible through reporting platforms and consult internal customers on data utilization. They also analyze data to derive business-relevant insights and communicate these findings to stakeholders, aiding in data-driven decision-making.

Lead Data Engineer responsibilities include:

  • Implementing data processes for the Data Warehouse and production systems
  • Managing and updating Data Engineering architecture
  • Designing and implementing ETL processes
  • Analyzing data and communicating insights to stakeholders

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Lead Business Systems Analyst job description https://resources.workable.com/lead-business-systems-analyst-job-description Wed, 31 Jan 2024 13:08:40 +0000 https://resources.workable.com/?p=93158 A Lead Business Systems Analyst is a professional who specializes in analyzing and improving business software systems, ensuring effective implementation, integration, and utilization across an organization to drive business results. Use this Lead Business Systems Analyst job description template to advertise open roles for your company. Be sure to modify requirements and duties based on […]

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A Lead Business Systems Analyst is a professional who specializes in analyzing and improving business software systems, ensuring effective implementation, integration, and utilization across an organization to drive business results.

Use this Lead Business Systems Analyst job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Lead Business Systems Analyst?

A Lead Business Systems Analyst plays a critical role in bridging the gap between business needs and technology solutions. They are responsible for understanding and analyzing the software needs of various departments within an organization. This role involves a deep understanding of both business processes and technical capabilities, ensuring that software systems are effectively aligned with the company’s strategic goals.

What does a Lead Business Systems Analyst do?

A Lead Business Systems Analyst undertakes a comprehensive analysis of an organization’s software landscape. They map out all internal software, identifying inefficiencies and areas for improvement. This role involves working closely with different departments to understand their specific needs and challenges, and then finding or developing software solutions to address these.

They play a key role in automating processes, optimizing software budgets by eliminating redundancies, and setting software policies and standards. Additionally, they are involved in selecting new software, ensuring compatibility and cost-effectiveness, and negotiating with vendors.

Managing an IT team, they oversee software access and administration, ensuring that all employees have the tools they need. Their work is crucial in driving effective software usage that supports and enhances business operations.

Lead Business Systems Analyst responsibilities include:

  • Mapping out and optimizing internal software usage
  • Identifying and resolving recurring software/process problems
  • Consulting on new software selection and vendor negotiations
  • Managing IT teams for software administration and access

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ChatGPT for remote hiring: using AI to recruit beyond borders https://resources.workable.com/tutorial/chatgpt-for-remote-hiring Tue, 30 Jan 2024 22:29:12 +0000 https://resources.workable.com/?p=93084 We live in the age of AI, and the age of remote work. The beauty of hiring a remote team is that it gives you access to a global talent pool where you have access to the skills you need anywhere around the world, regardless of geographic location. With that global access to talent though […]

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We live in the age of AI, and the age of remote work.

The beauty of hiring a remote team is that it gives you access to a global talent pool where you have access to the skills you need anywhere around the world, regardless of geographic location.

With that global access to talent though comes global competition. Remote and hybrid positions are in high demand. Remote work is becoming a preference for today’s workers, and more people are seeking remote roles than there are positions available.

Enhancing your remote hiring process with AI can make your hiring process easier, better, faster, and stronger, in a way that makes that remote talent come straight to you.

ChatGPT was barely a year old as of the end of 2023, and it has already begun to change the way companies build remote teams.

According to Workable’s AI in Hiring and Work 2024 survey report, 62.5% of hiring managers used some form of AI in the recruitment process over the past year – with a vast majority pointing to time and cost savings as a result of utilizing AI.

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We asked 950 hiring managers how they're using AI in hiring and in the workplace. And now we have a new survey report packed with insights for you.

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Likewise, using AI for hiring remote workers can save you time and build remote teams by identifying, engaging, and onboarding the perfect candidates.

Here, we’ll offer you guidance on how to use ChatGPT to build remote teams and find the right candidates for them.

1. Virtual interviews

When you’re sourcing and recruiting job candidates for remote roles who live in a different city or even a different country from your physical office, virtual interviews will be part of your remote hiring process by necessity.

One in five hiring managers in Workable’s survey say their video interviews utilized some form of AI. Tools like ChatGPT can assist you here and make your virtual interview process more efficient and more streamlined.

Automated pre-screening interviews

The moment you put a job posting online, you’ll soon have 100+ messages piling up in your inbox – more than you could ever address personally on your own. Of those, you’ll have maybe five who make it to the final round of interviews.

How can you possibly single out the best candidates on your own, and balance your other job responsibilities?

ChatGPT can help you identify the best people to talk to out of your hundreds of applications during the pre-screening process.

That way, you can save your time and attention for the most qualified candidates.

Say you want to single out the candidates who have had experience working in remote teams. You could have ChatGPT filter through the cover letters, look for keywords and phrases such as “remote work”, “self-discipline”, and “communication skills”, and analyze which candidate would function the best on a remote team.

Example prompt: Analyze these cover letters for key skills and experience related to remote project management. Which candidate would do best on our fully-remote team, and why?

Interview preparation

Virtual interviews lack the face-to-face interactions and body language cues that can give you insight into a candidate’s soft skills and inner character.

AI tools can help compensate for the lack of in-person interaction in the interview by helping you learn as much about them as you can during the time that you have.

Suppose you’re hiring for a remote software developer position in the real estate industry, and it’s a fully remote role that can be done from anywhere. You can have ChatGPT help you brainstorm a list of questions that are tailored for the role.

You could use the Workable AI-powered interview question generator (as part of our Free Tools for Managers package) as a starting point to brainstorm your initial questions.

Then, you can use ChatGPT to take that list, and further tailor them to make them specific to remote work, or to the position itself.

Example prompt: Generate a list of behavioral questions for this remote software developer position in the real estate industry. Below are some interview questions I’ve already made, and the job description.

{{Insert Interview Questions}}

{{Insert Job Description}}

2. Candidate engagement

Candidates can drop off during the interview process for all sorts of reasons. Poor timing, a more enticing offer elsewhere, or a bad candidate experience can drive remote workers away to find other opportunities.

With ChatGPT’s help, you can keep the lines of communication open and improve your candidate engagement, so that they stick with you until the end and stay excited about the opportunity you’re offering them.

Automated follow-ups

One of the first chokepoints where candidates are likely to drop off is after the initial screening. You can use ChatGPT to create follow-up emails to let them know they’ve made it through the first round of interviews, and even personalize it to their responses.

Let’s say you were drafting a follow-up email for a candidate who successfully made it through the pre-screening stage of the real estate software developer from before. You can use a prompt like the following:

Example prompt: Create a follow-up email for this candidate who has completed the initial screening. Include information from their interview responses.

FAQ chatbot

Having an FAQ chatbot on the application page can field common questions that candidates might have about the role, and learn more about you, your company, and your remote work policy before applying.

If that’s something you’ve considered, have ChatGPT think of common questions candidates might ask about the position given the company and the role you’re hiring for.

ChatGPT pro-tip: Having web-enabled ChatGPT browse the homepage and “About” page of your website can help it learn more about your company culture and make the FAQ questions more personalized.

For this, you’ll need to have ChatGPT-4 enabled with the ChatGPT Plus subscription and insert one or two links from your company’s website to give examples. You can also use the VoxScript plugin available from the ChatGPT plugin store.

Example prompt: I’m making an FAQ chatbot for this role. Can you come up with two or three common questions candidates might have for the chatbot, such as the company culture, benefits, and the remote work setup?

Engagement surveys

If remote team building is something that your company is new to, you can use ChatGPT to continually optimize your remote hiring process based on your candidate’s feedback with candidate experience surveys.

Example prompt: Please generate questions for a post-interview candidate experience survey based on this role.

3. Collaboration

It can be harder to gauge a candidate’s personality and character in a virtual interview on your own. For that reason, your whole hiring team must be aligned on what to look for as you build your remote team.

Here are a few ways ChatGPT can make collaboration easier as you put together your remote team.

Candidate scorecards

The hiring team for your remote positions can keep the process objective and fair with a candidate scorecard. ChatGPT can make standardized scorecards for you based on the job description. That way, the criteria for candidate selection can remain unbiased, consistent, and fair.

Documentation

About 16% of companies are fully remote and have no physical office, and 32.6 million Americans will be remote by 2025.

If your organization is transitioning to a remote work setting, there may be an adjustment period as your company catches up to the new realities of the remote workforce.

ChatGPT can help smooth that transition and draft your internal documentation outlining the new rules about remote work at your company. Try having it draft an internal Slack message or email about your remote work initiatives.

4. Additional use cases

ChatGPT does its best work when you get creative with it. The trend toward remote work will bring about many exciting opportunities, but it will also bring challenges you can’t anticipate.

Here are some more out-of-the-box ways ChatGPT can help you recruit and build your remote teams.

Onboarding guides

Remote work is very new territory for many people. Some candidates will be more used to working in remote work environments than others. You can use ChatGPT to make personalized onboarding guides to make sure that all of your candidates start their roles on the right foot, regardless of their prior experience with remote work.

Going back to our example for the software developer job at the real estate company, a prompt you could use might be:

Example prompt: Create an onboarding checklist for this new remote role position.

Training modules

It’s perfectly possible that of two candidates who are equally qualified for the same position, one may be more used to remote work tools and communication platforms than the other.

You can help get the new remote workers on your team to get up to speed with training modules that can show them how to use the tools they’ll need to collaborate with their teams.

Let’s say you want to include a section on how to use your company Slack.

Example prompt: Outline a training module for using Slack in this position.

Embrace the future of remote hiring

AI tools and remote work together represent a significant shift in how we recruit candidates. If you make use of ChatGPT in key areas of your remote team-building process, you can make it easier on yourself and save yourself considerable time, money, and wasted effort finding qualified candidates for remote roles.

Curious about transitioning to a remote work setting? Check out our Workable guides on remote work here.

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Hiring managers: what’s your working relationship with AI? https://resources.workable.com/stories-and-insights/hiring-managers-whats-your-working-relationship-with-ai Wed, 31 Jan 2024 14:15:47 +0000 https://resources.workable.com/?p=93077 In 2023, AI didn’t just nudge into everyday life – it outright barged into the global landscape, disrupting foundational rules and redefining the way many of us work. The term ‘augmented workforce’ is climbing in prominence, and it’s worth including AI in conversations about ‘hybrid’ work since it involves the hybridization of human and machine. […]

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In 2023, AI didn’t just nudge into everyday life – it outright barged into the global landscape, disrupting foundational rules and redefining the way many of us work. The term ‘augmented workforce’ is climbing in prominence, and it’s worth including AI in conversations about ‘hybrid’ work since it involves the hybridization of human and machine. So to speak.

New report: AI in Hiring 2024

We asked 950 hiring managers how they're using AI in hiring and in the workplace. And now we have a new survey report packed with insights for you.

Get your free report now!

The march of AI, sparked by the rise of ChatGPT into the popular lexicon in December 2022, has stirred feelings of curiosity (What is this that stands before me? How can it help me?) and caution (Will this become sentient? Will it take my job?).

That’s especially so in the workplace. We at Workable are diving right in – our software is already evolving to exhibit robust AI utility in its hiring and management capabilities to support your day-to-day work.

A new survey – to understand AI @ work

And as authorities in this arena, we understand that to truly grasp the extent and impact of AI,we must turn to those at its forefront – the people and industries it serves.

We want to unravel AI’s role at work, with hiring at the center of that focus. This is a journey into the heart of modern hiring and a finger on the pulse of the working environment that’s seen so much transformation since early 2020.

To collect our data, we surveyed 950 employees in the US and the UK across a wide range of sectors and functions. Seven key industries stand out, each with its own ecosystem impacted by AI:

  • Accounting/Finance: Precision meets prediction in this space – AI and its analytical potential can evolve the necessity of financial accuracy into strategic foresight.
  • IT/Technology/SaaS: The foundational garden from which AI sprouts – and itself a landscape that’s being reshaped by its own inventions.
  • Education: Learning and growth requires guidance and mentorship in the human, and is boosted by AI’s analytical powers.
  • Construction: Long evolved beyond wood and nails and hammers, the physical world of construction is increasingly built through digital precision and optimization.
  • Manufacturing: Machines are the foundation of manufacturing – AI orchestrates a symphony of physical technology with intelligent development.
  • Healthcare: A critical sector on which the literal health of society depends, this area is rife with compliance requirements, privacy considerations, and processes that are all augmented with digital transformation.
  • Retail: Experiencing AI’s transformation from inventory management to personalized shopping experiences and omnichannel presentation.

The resultant dataset from our 28-question survey of 950 provides numerous opportunities to understand all this at a deeper level. Let’s dive into the results together.

Sorry? You want to get the highlights right now? Sure. Major takeaways include the following:

  • If you’re looking to utilize AI in hiring, you’re in good company. A significant majority (62.5%) of respondents used some form of AI in hiring processes last year.
  • There are clear benefits to using AI in recruitment. A vast majority report that AI has sped up the hiring process (89.6%) and reduced the time (85.3%) and cost (77.9%) spent on hiring.
  • When using AI, don’t dismiss the human touch. Human decision-making dominates final hiring choices, with 15.3% relying solely on human judgment and 56.8% using AI only as a supportive tool.
  • IDing ideal candidates is a popular use of AI. The most common uses of AI in recruitment are resume screening (58.9%) and candidate matching (43.1%).
  • Different industries do AI hiring differently. For example, resume screening is predominantly used in Accounting / Finance, while IT / Technology / SaaS sectors leverage AI more in video interviews.
  • If you can mitigate bias, privacy and compliance challenges with AI, all the better. Common reported issues of AI in hiring include hiring bias (40%), privacy concerns (37.2%), and compliance challenges (30.7%).
  • Don’t expect AI to solve all your woes. A majority say AI boosts their productivity (75.7%), but challenges persist – including tech difficulties (46.2%) and employee resistance (40.5%).
  • Job security is a huge concern. A significant proportion of employees (68.1%) express concerns about AI impacting job security, and 57.2% say they did see jobs being displaced due to AI.

But the outlook is positive. The majority foresee an increase in the importance and usage of AI in hiring and overall workplace functions.

There’s a lot more, of course. Download your free copy of the AI hiring and work survey now!

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Employee layoffs: HR lessons from Cloudflare’s incident https://resources.workable.com/stories-and-insights/hr-lessons-from-cloudflare Tue, 30 Jan 2024 15:48:10 +0000 https://resources.workable.com/?p=93068 A nine-minute TikTok video posted by Brittany Pietsch recently made waves, providing an unfiltered glimpse into the often murky waters of employee layoffs.  The tech industry has witnessed a significant increase in layoffs over the past few years. According to Layoffs.fyi, in 2022, a total of 1,064 tech companies implemented layoffs, leading to the termination […]

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A nine-minute TikTok video posted by Brittany Pietsch recently made waves, providing an unfiltered glimpse into the often murky waters of employee layoffs. 

The tech industry has witnessed a significant increase in layoffs over the past few years. According to Layoffs.fyi, in 2022, a total of 1,064 tech companies implemented layoffs, leading to the termination of 164,969 tech employees. 

In 2023, the number of tech companies conducting layoffs rose to 1,186, resulting in 262,582 tech employees losing their jobs. 

What really happened?

Pietsch, a former Cloudflare employee, recorded herself during a virtual meeting with HR representatives named Rosie and Dom, seeking answers about her abrupt termination. Despite her inquiries, the HR duo offered scant explanation, citing performance expectations not being met.

@brittanypeachhh Original creator reposting: brittany peach cloudflare layoff. When you know you’re about to get laid off so you film it :) this was traumatizing honestly lmao #cloudflare #techlayoffs #tech #layoff ♬ original sound – Brittany Pietsch

Pietsch, in a mix of frustration and confusion, countered their claims, mentioning her high activity levels and positive feedback from her manager. 

She pressed for transparency, stating, “If that’s the real answer, I would rather just you tell me that instead of making up some bull**it and telling me that right before I lose my job from someone that I’ve never met before.”

Cloudflare CEO, Matthew Prince, responded to the video, admitting the discomfort it caused him and acknowledging the imperfections in the layoff process. He stressed the importance of managers being involved and HR not being entirely outsourced for such delicate matters. 

By publicly addressing the issue and openly admitting areas of weakness, Cloudflare signals a willingness to learn and grow from its mistakes. 

The incident has sparked discussions about the role of HR professionals and the need for improved practices in terms of communication during employee layoffs.

@mollybmcpherson Breaking down Cloudflare’s HR crisis response: A deep dive into the aftermath of their viral termination call. #PublicRelations #cloudflare #CrisisCommunication #prlady #prcrisis #chrispaul #HRStrategy #brittany #ceo #corporatecommunication ♬ original sound – Molly McPherson | PR

What HR could do better? 

In the aftermath of the Cloudflare incident, the spotlight now turns toward the broader HR landscape, urging professionals to reflect on what could be done better in such challenging circumstances. 

The lack of transparent communication, evident in the vague performance-related explanation provided, highlights a need for HR to reevaluate their communication strategies during layoffs. 

Action items include:

Transparent communication protocols: Establish clear guidelines for HR representatives to communicate the reasons for layoffs openly and honestly, avoiding vague or generic statements.

Employee-centric approach: Prioritize an employee-centric approach by ensuring that the reasons behind layoffs are conveyed in a way that fosters understanding and allows for questions and clarifications.

Involvement of managers in communication: Enforce policies that mandate the direct involvement of managers in conveying termination decisions, leveraging their existing relationships and understanding of individual performances.

Addressing emotional impact: Develop training programs for HR professionals and managers to navigate emotional conversations during layoffs, acknowledging the potential trauma and offering appropriate support.

Related: Onboarding best practices: boost your new hire experience

The manager’s role and the need of leadership skills

While HR professionals play a vital role in orchestrating layoffs, the manager’s involvement is equally pivotal. Layoffs should not be a surprise for employees, and managers, being more familiar with their team’s dynamics, must actively participate in the process.

Leadership skills come to the forefront during layoffs. Sensitivity, clear communication, and providing support are key elements that define a successful manager in these situations. 

It’s not merely about delivering the news but about doing so with empathy and understanding, recognizing the impact it has on the departing employee as well as those remaining.

Building strong relationships between managers and employees becomes a preventive measure against surprises during layoffs. 

When there is open communication, employees are more likely to be aware of their performance levels and potential areas for improvement. 

A supportive manager can guide employees in navigating challenges, creating a workplace culture that values growth and continuous improvement.

In the context of Cloudflare, the absence of a clear and empathetic communication channel between managers and employees contributed to the sense of shock and dismay. 

The incident underscores the need for HR professionals to champion effective leadership and communication at all levels of the organizational hierarchy.

Turning challenges into opportunities

Within the challenges exposed by the Cloudflare incident lies a roadmap for HR professionals to transform their practices. Proactive measures to turn these challenges into opportunities include:

Feedback integration: Establish regular feedback loops to gather insights from employees about their experiences during layoffs, allowing for continuous improvement in HR practices.

Cultivating a supportive culture: Foster a workplace culture that prioritizes support, empathy, and open communication, creating an environment where employees feel safe to discuss concerns about job security.

Continuous evaluation of layoff processes: Regularly review and refine layoff processes, incorporating lessons learned from incidents like Cloudflare to ensure a more humane and transparent approach in the future.

Related: WebMD’s RTO video: it’s mega cringe, but reflects today’s reality

We need to talk about Brittany, and Gen Z

Brittany Pietsch, 27 years old,  showcased notable soft skills in her response to the layoff at Cloudflare. 

Her effective communication skills were evident as she articulated her thoughts clearly and sought transparent answers during the emotionally charged conversation. 

Demonstrating emotional intelligence, Pietsch expressed the emotional toll of sudden layoffs, highlighting her awareness of both her own and others’ feelings. 

Assertiveness played a key role as she actively questioned the HR representatives, pushing for transparency and genuine reasons behind her termination. 

Her resilience was evident in facing adversity with strength and determination. 

In the face of Pietch, many people from Gen Z saw a representative of their needs. 

Gen Z individuals are motivated by a strong desire for purpose and fulfillment, seeking to make a positive impact in their organizations and society as a whole. 

They prioritize corporate social responsibility (CSR) and value the connection between their work and ethical considerations. 

By 2025, HR departments and managers must be prepared because Gen Z is projected to constitute 27% of the overall workforce. If your answer to this is “yes, and?” then unless you are Ariana Grande, you have to take action. 

As HR professionals continue to refine their practices, the Cloudflare incident serves as a catalyst for positive change, urging organizations to prioritize the well-being of their workforce even in challenging times.

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Lead Brand Designer job description https://resources.workable.com/lead-brand-designer-job-description Tue, 30 Jan 2024 13:42:22 +0000 https://resources.workable.com/?p=93066 A Lead Brand Designer is a professional responsible for guiding and evolving a company’s visual identity, managing design teams, and ensuring brand consistency across various media while aligning with business goals. Use this Lead Brand Designer job description template to advertise open roles for your company. Be sure to modify requirements and duties based on […]

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A Lead Brand Designer is a professional responsible for guiding and evolving a company’s visual identity, managing design teams, and ensuring brand consistency across various media while aligning with business goals.

Use this Lead Brand Designer job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Lead Brand Designer?

A Lead Brand Designer is a pivotal figure in shaping and maintaining the visual representation of a brand. This role involves not just creative design but also strategic thinking to ensure that the brand’s visual identity aligns with its business objectives and resonates with its audience.

The Lead Brand Designer is responsible for setting the design direction and ensuring that all visual elements are cohesive and compelling.

What does a Lead Brand Designer do?

The Lead Brand Designer oversees the creation and execution of all visual aspects of a brand. This includes designing digital and printed marketing materials like landing pages, social media assets, and display ads. They manage a team of designers, setting goals, providing feedback, and ensuring high-quality deliverables.

A significant part of their role involves translating business goals into visually appealing designs and user experiences.

They work closely with various departments, including marketing and product teams, to ensure brand consistency. Additionally, they play a crucial role in evolving and expanding the brand’s visual identity, staying ahead of design trends, and fostering a culture of design excellence within the organization.

Lead Brand Designer responsibilities include:

  • Designing and updating brand and marketing materials
  • Managing and mentoring a design team
  • Ensuring brand consistency across channels
  • Evolving and maintaining the company’s visual brand identity

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Junior SEM/SEO Specialist job description https://resources.workable.com/junior-sem-seo-specialist-job-description Tue, 30 Jan 2024 13:15:40 +0000 https://resources.workable.com/?p=93065 A Junior SEM/SEO Specialist is a professional focused on enhancing a company’s online presence through search engine marketing (SEM) and search engine optimization (SEO), involving keyword research, ad campaign management, and data analysis. Use this Junior SEM/SEO Specialist job description template to advertise open roles for your company. Be sure to modify requirements and duties […]

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A Junior SEM/SEO Specialist is a professional focused on enhancing a company’s online presence through search engine marketing (SEM) and search engine optimization (SEO), involving keyword research, ad campaign management, and data analysis.

Use this Junior SEM/SEO Specialist job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Junior SEM/SEO Specialist?

A Junior SEM/SEO Specialist is a key player in the digital marketing team, specializing in driving website traffic and improving online visibility through strategic SEM and SEO practices. This role requires a blend of technical and creative skills to optimize web content and manage effective ad campaigns.

What does a Junior SEM/SEO Specialist do?

A Junior SEM/SEO Specialist undertakes a variety of tasks to boost a company’s online presence and search rankings. They plan and execute paid search campaigns, utilizing bidding strategies to maximize return on investment.

A significant part of their role involves keyword research and optimization of website content and ad copies to enhance search engine rankings. They also analyze market trends and competitor strategies to identify new opportunities.

Monitoring and interpreting web analytics is crucial to understand the impact of their strategies and make data-driven decisions. Additionally, they may be involved in optimizing website code and structure to support SEO efforts, working closely with web development teams.

Junior SEM/SEO Specialist responsibilities include:

  • Planning and implementing paid search campaigns
  • Optimizing copy and landing pages for SEM/SEO
  • Performing extensive keyword research
  • Researching and implementing content recommendations for SEO success

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Junior Professional Services Engineer job description https://resources.workable.com/junior-professional-services-engineer-job-description Mon, 29 Jan 2024 13:59:13 +0000 https://resources.workable.com/?p=93054 A Junior Professional Services Engineer is a technical role focused on developing and implementing customized software solutions, integrating client data into products, and ensuring seamless data migration and system integration for clients. Use this Junior Professional Services Engineer job description template to advertise open roles for your company. Be sure to modify requirements and duties […]

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A Junior Professional Services Engineer is a technical role focused on developing and implementing customized software solutions, integrating client data into products, and ensuring seamless data migration and system integration for clients.

Use this Junior Professional Services Engineer job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Junior Professional Services Engineer?

A Junior Professional Services Engineer is a vital member of a technical solutions team, primarily engaged in tailoring software solutions to meet specific client needs. This role involves understanding client requirements, developing integrations, and ensuring that these solutions are seamlessly incorporated into the client’s IT environment. The engineer must balance technical acumen with the ability to communicate effectively with non-technical stakeholders.

What does a Junior Professional Services Engineer do?

A Junior Professional Services Engineer undertakes a range of tasks to deliver tailored technical solutions to clients. This includes developing custom integrations based on client requests, performing data migrations, and creating specialized reports.

They are responsible for the technical configuration of client accounts, ensuring that customized features are implemented accurately. Additionally, they provide API consultations and participate in client calls for technical requirement gathering.

The role also involves conducting feasibility analyses for proposed solutions and contributing to the improvement of the technical infrastructure. This position requires a blend of technical skills, customer service, and the ability to communicate complex technical concepts to a non-technical audience.

Junior Professional Services Engineer responsibilities include:

  • Developing customized integrations for clients
  • Conducting data migrations
  • Creating custom reports and implementing new internal tools
  • Providing API consultation and technical account configuration

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Ditching degree requirements for jobs – what to do instead https://resources.workable.com/stories-and-insights/degree-requirements-for-jobs Mon, 29 Jan 2024 16:54:55 +0000 https://resources.workable.com/?p=93055 Massachusetts has joined 13 other states in removing the college degree requirement from many government jobs. The Brookings Institute describes this move as “low-cost ways to open state hiring processes to more applicants and improve economic mobility for qualified workers who have been largely excluded from state hiring systems.” The private sector has also begun […]

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Massachusetts has joined 13 other states in removing the college degree requirement from many government jobs.

The Brookings Institute describes this move as “low-cost ways to open state hiring processes to more applicants and improve economic mobility for qualified workers who have been largely excluded from state hiring systems.”

The private sector has also begun moving in this direction as well, with companies like Walmart leading the way.

In fact, a survey from Intelligent.com found that “nearly half” of all companies plan to drop the bachelor’s degree requirement from their jobs.

Move the right people forward faster

Easily collaborate with hiring teams to evaluate applicants, gather fair and consistent feedback, check for unconscious bias, and decide who’s the best fit, all in one system.

Start evaluating candidates

Let’s break this down and see how (or if) this affects your business.

Degree bias

A college or university degree is a simple filtering tool that businesses have used for years as a proxy measurement of knowledge, skills, and ability. If a person has a degree, you do know a few things:

  1. Someone else determined they were smart enough to enter college (granted, some schools have open-admission policies, so depending on the school, this may not mean much.)
  2. They have the stick-to-it-iveness to finish a four-year degree. (This is pretty valuable for young people; not so valuable for someone with a resume showing years of work experience.)
  3. They were smart enough to graduate.

For specific degree required jobs – like accounting or engineering – it should indicate specific skills.

And while you can be an accountant but not a CPA, or an engineer but not a licensed Professional Engineer, it’s doubtful you could do the work without a degree – and in many cases, the degree and the license may be required for compliance.

With a liberal arts degree (I, myself, have two degrees in political science), the degree is a proxy for being able to write and think, but not once in my 25 years of professional work has someone asked me to explain Nietzsche’s religious philosophies and declaration that God is dead as it applies to HR.

(I got an A on my senior project about Nietzsche, by the way.)

It’s difficult to evaluate basic skills like writing and logical reasoning, and it’s easier to rely on universities to do that evaluation for companies. Plus, you don’t have to worry about choosing accurate exams for these skills; you can just check if they have finished school.

This, however, has led toward ‘degree bias’ that has been prevalent everywhere, including for baristas. You can see this bias in how AI does job descriptions.

For instance, I asked ChatGPT the following question:

Can you write a job description for the following positions for a manufacturing company with 100 people?

HR Manager

Accounts payable Manager

Shift Supervisor, manufacturing

Marketing director

Plant manager

The results came back with fairly good descriptions and the following degree requirements:

HR Manager: Degree in Human Resources or related field

Accounts Payable Manager: BS degree in Finance, Accounting or Business Administration.

Shift supervisor, manufacturing: High school diploma; degree in a technical, engineering, or relevant field will be an advantage.

Marketing director: BSc or MSc in Marketing or relevant field.

Plant manager: BS degree in Business Management, Industrial Management, Engineering, or related field

Only the shift supervisor didn’t require a degree and, even then, it still indicated that a degree would be beneficial.

Does removing the degree requirement change anything?

Removing a degree requirement certainly opens the jobs up to more people to apply but will it actually affect who gets the job?

Again, degrees are a quick proxy that hiring managers and recruiters alike may use when applicants with and without degrees apply for the position.

For example, I asked ChatGPT to evaluate two candidates. The resumes were identical, with the exception of a degree. I identified the second candidate as having a degree in Business.

When ChatGPT did the analysis it wrote:

Key Differences:

Education: The main difference lies in the educational background. Person 2 has a formal degree in Business, which may add value in terms of theoretical knowledge and business acumen.

Person 1’s Resume Lacks Education Details: If Person 1 also has a relevant degree or higher educational qualifications, this could level the playing field or even tilt it in their favor, depending on the specifics.

Recommendation:

If Educational Qualification is Important: Choose Person 2. The business degree might provide additional insights into business management, financial understanding, and strategic planning, which are valuable in a managerial role.

If Experience and Achievements are the Sole Criteria: It’s a tie. Both candidates demonstrate strong operational experience and achievements. In this case, other factors such as interpersonal skills, cultural fit, leadership style, and personal career goals should be considered in the final decision.

In today’s AI world, remember that the large language models were trained on Internet data, with a strong degree bias built in.

Incidentally, I ran the identical query in Bard, which did not reference the degree in its evaluation but did write:

While Person 1 also has a strong resume, Person 2’s overall experience, accomplishments, and leadership skills give them a slight edge. If you are looking for a manufacturing manager with a proven track record of improving efficiency, reducing costs, enhancing quality, and fostering a positive work environment, Person 2 would be a strong candidate.

Remember, the resumes were identical except for the degree, which Bard interpreted as giving Person 2 more skills.

What does this mean for your business?

Should you require degrees? It depends on your business model, of course, but consider how much is biased and how much is necessary. People with degrees will likely think they couldn’t do their jobs without the degree, introducing another layer of bias.

Take time to evaluate actual skills instead of assuming, as Bard did, that the degree automatically means additional experience.

Unless, of course, you have a desperate need for someone to discuss Nietzsche, then give me a call. I have a couple of unused degrees hanging in my office.

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Junior Operations Engineer job description https://resources.workable.com/junior-operations-engineer-job-description Mon, 29 Jan 2024 13:01:37 +0000 https://resources.workable.com/?p=93053 A Junior Operations Engineer is a professional in the tech field, focusing on developing software to automate operational processes, monitoring system integrations, and resolving technical issues to enhance user experience and system efficiency. Use this Junior Operations Engineer job description template to advertise open roles for your company. Be sure to modify requirements and duties […]

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A Junior Operations Engineer is a professional in the tech field, focusing on developing software to automate operational processes, monitoring system integrations, and resolving technical issues to enhance user experience and system efficiency.

Use this Junior Operations Engineer job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Junior Operations Engineer?

A Junior Operations Engineer is an essential role within a tech organization, primarily involved in ensuring the smooth operation of software and systems. This position requires a blend of technical skills and problem-solving abilities. The engineer works on automating operational processes, enhancing system functionality, and ensuring the reliability and efficiency of software applications.

What does a Junior Operations Engineer do?

The primary role of a Junior Operations Engineer involves developing and implementing software solutions to automate and improve operational processes. This includes writing scripts to monitor system integrations and ensure their correct functioning. They play a crucial role in troubleshooting and resolving production issues, often collaborating with customer support teams to address technical queries.

Additionally, they conduct thorough root cause analyses of production errors, recommending improvements to reduce future occurrences and enhance user experience. This role requires a proactive approach to maintaining system health and efficiency, often involving collaboration with various teams to ensure optimal performance of the software and systems.

Junior Operations Engineer responsibilities include:

  • Developing software for automating operational needs
  • Creating scripts for monitoring and verifying system integrations
  • Investigating and resolving production issues
  • Performing root cause analysis for production errors

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5 signs your company is ready for an HRIS https://resources.workable.com/tutorial/5-signs-your-company-is-ready-for-an-hris Mon, 29 Jan 2024 15:24:23 +0000 https://resources.workable.com/?p=93052 Imagine an HR manager – let’s call her Emma – at a rapidly growing tech startup, is swamped with manual tasks. She spends hours on data entry, struggles with error-prone payroll processing, and juggles time-consuming recruitment processes.  To name a few, tracking employee attendance and managing leave requests are chaotic, leading to payroll discrepancies. Performance […]

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Imagine an HR manager – let’s call her Emma – at a rapidly growing tech startup, is swamped with manual tasks. She spends hours on data entry, struggles with error-prone payroll processing, and juggles time-consuming recruitment processes. 

To name a few, tracking employee attendance and managing leave requests are chaotic, leading to payroll discrepancies. Performance reviews are a logistical nightmare, and ensuring compliance with labor laws is increasingly stressful. 

Overwhelmed, Emma is in dire need of a solution to streamline these burgeoning HR responsibilities and remain productive.

Emma noticed all the signs and now she’s ready to suggest to her employer to start utilizing an HRIS. It’s about time.  

5 signs your company needs an HRIS

A day at work for an HR professional is filled with numerous mundane tasks, as they try to fit all the processes into an 8-hour day. A new company may not have the resources to support a team only for the human resources tasks. 

Fortunately, we live in a world where technology can lighten the burden and support the company in many different ways, leaving space and time for your HR personnel to focus on more important tasks that will make the difference in your employee’s life.

As an SMB employer, you need to ensure that while you are growing, you remain compliant, competitive, and ready for any turbulence that may upset your plans. 

Let’s delve into the list of five important signs that are calling your attention to take the next step for your company. 

Try Workable's HR software

You can hire with Workable, and you can also onboard and manage your new employees all within the same platform without messy integrations.

Learn more

“I can no longer do all the manual work”

In the contemporary workplace, dependence on manual HR processes emerges as a significant barrier to operational efficiency. 

Picture a scenario where mundane tasks such as tracking attendance, managing leave balances, and conducting performance reviews become burdensome. 

According to McKinsey, 50% of HR work can be automated in today’s age.

The implications extend beyond mere inefficiency, they manifest as heightened operational costs and a hampered strategic focus for HR professionals. Hence, witnessing an increase in labor costs and a consequential decline in overall productivity.

“I hate paperwork, but it’s important”

The intricacies of handling employee data manually pose multifaceted challenges, from ensuring accuracy to meeting compliance requirements. 

According to a recent survey, 31% of HR managers say they need better employee data protection.

Implications of manual data entry, facing compliance issues during audits and raising concerns about data security and legal implications are only a few examples of it. 

In this context, an HRIS becomes a crucial ally, navigating through complexities, and ensuring not just efficiency but also data integrity and compliance adherence.

“I need to be sure that I’m truly compliant with regulations and laws”

Navigating the evolving landscape of compliance stands as an enduring challenge for HR professionals. 

Consider DEF Corporation, where manual tracking of employee certifications led to non-compliance with industry standards. 

The repercussions extended beyond financial penalties to a compromised reputation as a responsible employer. 

In the last 12 months, 40% of business and risk leaders surveyed by PWC reported that their organization has enhanced its risk management strategy to ensure stronger compliance with regulatory standards.

An HRIS isn’t merely a convenience but a strategic necessity, safeguarding against compliance risks and fortifying the foundation of responsible HR management.

If your company is based in the US, then here are some regulations you have to follow:

Companies up to 15 employees

  • Fair Labor Standards Act (FLSA): Minimum wage, overtime pay, recordkeeping, child labor standards.
  • Equal Pay Act (EPA): Equal pay for men and women performing the same work.
  • Occupational Safety and Health Act (OSHA): Workplace health and safety regulations.
  • National Labor Relations Act (NLRA): Right to organize, join unions, and bargain collectively.
  • Immigration Reform and Control Act (IRCA): Prohibition of hiring illegal immigrants and mandate for employment eligibility verification.

Above 50 employees

Includes all regulations for up to 15 employees, plus:

  • Family and Medical Leave Act (FMLA): Up to 12 weeks of unpaid, job-protected leave for certain family and medical reasons.
  • Affordable Care Act (ACA): Employer shared responsibility provisions (providing health insurance coverage).
  • State-Specific Laws: Some states have additional requirements like paid family leave, health insurance mandates, etc.

Above 100 employees

Includes all regulations for up to 15 and above 50 employees, plus:

  • EEO-1 Reporting (Equal Employment Opportunity): Annual reporting of employment data categorized by race/ethnicity, gender, and job category.
  • Worker Adjustment and Retraining Notification Act (WARN): Requires employers to provide 60 days’ notice in advance of plant closings and mass layoffs.
  • Affirmative Action Programs: Certain federal contractors and subcontractors must develop affirmative action plans.

Additional considerations

  • International laws: If operating globally, different thresholds and regulations may apply in each country.
  • Industry-specific regulations: Certain industries may have additional regulations regardless of company size.
  • State and local laws: Often have different thresholds and additional requirements beyond federal laws.

Each country and each region (EMEA, APAC, etc) has its own rules and regulations that you have to be compliant with. An HRIS could take all the anxiety from you, helping you to stay aligned with laws and compliant.

“I feel like I’m losing time and money in the hiring process”

In the highly competitive arena of talent acquisition, the repercussions of relying on outdated recruitment practices extend far beyond mere statistics. 

Picture a scenario where time-to-fill metrics stretch indefinitely, and the cost-per-hire steadily climbs, characteristics that plague organizations entrenched in manual recruitment processes. 

This prolonged time-to-fill not only impacts the organization’s ability to respond promptly to business needs but also elevates the strain on existing team members covering vacant roles. 

The recruiting process has been altered by the use of AI, according to 63% of talent acquisition specialists. Additionally, 69% of recruiters claim that AI aids them in identifying superior candidates. 

These figures highlight that agility and precision are paramount during the recruiting process.

“Performance management is riddled with delays and inconsistencies”

In the intricate tapestry of effective performance management, manual processes often create a ripple effect across the entire organization, impacting not just quantitative metrics but the qualitative aspects of employee engagement and satisfaction. 

Picture a scenario where performance evaluations are not just labor-intensive but also prone to delays, resulting in a palpable impact on the morale of the workforce. 

The delayed feedback loop can lead to a perception of undervaluation among employees, affecting their motivation and commitment. 

Research consistently demonstrates a direct correlation between efficient performance management and increased employee engagement, a metric critical for organizational success. 

The stark disconnect faced by organizations in the absence of an HRIS is not just a missed opportunity, it’s a potential hindrance to talent retention, unrealized gains in productivity, and the fostering of a positive workplace culture.

“I need a solution ASAP”

You are at the right place. If you have at least one of the above challenges, then you are ready to search for an HRIS solution. You have many choices here, but we will suggest the best one. 

This is Workable. Beyond merely streamlining laborious manual processes and navigating the intricacies of data management, Workable emerges as a strategic partner in fostering a culture of agility and employee empowerment. 

Whether ensuring unwavering compliance, optimizing recruitment efforts, or enhancing performance management, Workable stands out as the comprehensive solution, providing organizations with the tools not just to survive but to thrive in the ever-evolving landscape of HR management. 

HR professionals across diverse industries find in Workable not just a tool but a transformative force, propelling organizations towards a future of streamlined and effective HR management.

As we navigate the complex terrain of HR challenges, consider this: Is your organization ready to transcend the limitations of manual processes, embrace data-driven efficiency, and position itself as an industry leader in talent management? 

The transformative potential lies within the strategic integration of an HRIS, and Workable stands at the forefront, ready to usher your company into a new era of HR management. 

The question remains: Will you seize this opportunity for advancement?

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Junior IT Administrator job description https://resources.workable.com/junior-it-administrator-job-description Fri, 26 Jan 2024 13:01:12 +0000 https://resources.workable.com/?p=93049 A Junior IT Administrator is an entry-level professional in the IT department, responsible for providing technical support, managing IT assets, and ensuring the efficient operation of IT systems within an organization. Use this Junior IT Administrator job description template to advertise open roles for your company. Be sure to modify requirements and duties based on […]

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A Junior IT Administrator is an entry-level professional in the IT department, responsible for providing technical support, managing IT assets, and ensuring the efficient operation of IT systems within an organization.

Use this Junior IT Administrator job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Junior IT Administrator?

A Junior IT Administrator is a foundational role within the IT team, primarily focused on supporting the technological infrastructure of an organization. This role is integral in maintaining the day-to-day IT operations, ensuring that all systems and tools are functioning optimally. They serve as the first point of contact for IT-related queries, playing a significant role in resolving technical issues and maintaining the organization’s IT health.

What does a Junior IT Administrator do?

A Junior IT Administrator’s role encompasses a wide range of responsibilities aimed at maintaining and enhancing the IT infrastructure of an organization. They provide essential support to employees, addressing and resolving technical issues related to hardware, software, and network systems.

This role involves monitoring and managing IT assets, ensuring all equipment is up-to-date and functioning correctly. They are also responsible for the onboarding and offboarding processes, setting up systems for new employees and revoking access when necessary.

Additionally, they maintain IT documentation, manage user accounts, and may conduct internal IT trainings. Their role is crucial in ensuring that the IT systems are secure, efficient, and supportive of the organization’s overall goals.

Junior IT Administrator responsibilities include:

  • Providing first-level IT support to employees
  • Managing IT inventory and assets
  • Handling employee onboardings and offboardings
  • Maintaining IT documentation and user management in systems/tools

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Junior Legal Counsel job description https://resources.workable.com/junior-legal-counsel-job-description Fri, 26 Jan 2024 13:50:57 +0000 https://resources.workable.com/?p=93050 A Junior Legal Counsel is a legal professional who assists in various legal operations, including drafting and negotiating commercial agreements, maintaining legal documentation, and ensuring compliance with relevant laws and regulations. Use this Junior Legal Counsel job description template to advertise open roles for your company. Be sure to modify requirements and duties based on […]

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A Junior Legal Counsel is a legal professional who assists in various legal operations, including drafting and negotiating commercial agreements, maintaining legal documentation, and ensuring compliance with relevant laws and regulations.

Use this Junior Legal Counsel job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Junior Legal Counsel?

A Junior Legal Counsel is an entry-level legal position within an organization, typically involved in supporting the legal department’s daily operations. This role requires a foundational understanding of legal principles and practices, as well as the ability to apply this knowledge in a business context. The Junior Legal Counsel assists in various legal matters, ensuring that the organization’s activities comply with legal standards and helping to mitigate legal risks.

What does a Junior Legal Counsel do?

A Junior Legal Counsel plays a vital role in the legal department, focusing on drafting, reviewing, and negotiating various types of commercial agreements. They are responsible for establishing and maintaining effective contracting processes and ensuring that all legal documents are accurately prepared and archived.

Additionally, they provide assistance in corporate initiatives, such as litigation, employment matters, and trademark issues.

A significant part of their role involves staying updated on legal regulations, particularly in areas like data privacy, and ensuring the organization’s compliance. They also support the legal counsel in liaising with different departments, managing external legal relationships, and participating in proposal governance.

Junior Legal Counsel responsibilities include:

  • Assisting in negotiating and drafting commercial and vendor agreements
  • Establishing and maintaining contracting processes and templates
  • Providing administrative support for legal documentation
  • Participating in developing company policies on legal issues

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Hate your new job? Look at it as an opportunity https://resources.workable.com/career-center/hate-your-new-job Fri, 26 Jan 2024 14:18:32 +0000 https://resources.workable.com/?p=93042 Welcome to a crossroad many face but few discuss openly. If you’re reading this, you’ve likely realized that your new job isn’t the dream position you hoped for. In fact, you don’t love your new job, or you positively hate it – even after the very first day. It’s disheartening, yes, but not uncommon or […]

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Welcome to a crossroad many face but few discuss openly. If you’re reading this, you’ve likely realized that your new job isn’t the dream position you hoped for.

In fact, you don’t love your new job, or you positively hate it – even after the very first day.

It’s disheartening, yes, but not uncommon or unsolvable. You can navigate these choppy waters with practical steps and a bit of professional insight.

Understanding the situation

Feeling dissatisfied on day one? There’s such a thing as buyer’s remorse when taking on a new job – it’s a huge and exciting career step for many, but once you finally find yourself in that reality, it’s not all it’s cracked up to be. And that can really pack a wallop.

More so – you’re not alone. Look what Drew Carey said: “Oh, you hate your job? Why didn’t you say so? There’s a support group for that. It’s called everybody, and they meet at the bar.”

People don’t always like their new job right away, and that’s similar to that hunch that things aren’t going to work out after the first couple of dates. But it’s harder because you’ve already signed that contract and you’ve already taken that step of faith.

It’s not just intuition. A significant 56% of employees report job dissatisfaction due to poor communication with managers, while 40% struggle under the weight of micromanagement​​.

Add to this the frustration stemming from factors like low pay, limited career progression, and excessive workload, affecting 63% of the workforce​​, and it’s clear: job dissatisfaction is a widespread challenge.

Immediate steps

Luckily for you, there are steps you can take even in the very first week of your new job.

1. Seek feedback

Openly discuss your concerns with your manager. Remember that stat above about poor communications? Clear, honest conversations can be transformative​​. The earlier the better – so you can nip it right in the bud.

2. Clarify your role

If role ambiguity is an issue, seek clarity. Unclear job expectations have been linked to decreased employee satisfaction​​. This isn’t a bad thing to ask – your manager will appreciate you wanting to know exactly what’s expected of you.

3. Engage with colleagues

Building relationships with coworkers can improve your work experience and provide you with a support system. Some of them may even become friends outside of work!

4. Pause for perspective

Resist the urge to make hasty decisions. Sometimes, the stress of a new environment can cloud your judgment. Take a moment to breathe and look at the situation objectively.

5. List specific dislikes

Write down what specifically bothers you about the job. Is it the tasks, the company 5culture, or perhaps misalignment with your career goals? Or maybe it really is just buyer’s remorse and it’s getting to you. Getting it down on paper will help you sort out what’s bugging you about this new job.

6. Set a review timeline

Again, no hasty decisions here. Decide on a reasonable timeframe to reevaluate your feelings about the job. A month or two might give you a clearer picture – and even without doing anything, you may realize you don’t hate your new job nearly as much.

7. Step back and look at the whys

You came to this job for a reason. Take a look at your mindset before you got this job – did you really, really want this job? What made you excited to accept the job offer? Why were you looking in the first place? By looking at your original motivations in hindsight, you may get a clearer and more objective perspective on this job.

8. Seek a second opinion

Sometimes talking to a trusted friend or mentor can provide fresh (and impartial) insight and help you see things you might have missed.

9. Look at the positives

Surely you don’t hate everything about your new job. There may be some good things in it – maybe the salary is pretty good, or the project you’re about to work on is a fantastic opportunity towards your longer-term goals.

Considering the long-term fit (or misfit)

If you’ve given your new job a fair chance and still find yourself saying, “I hate my new job,” it might be time to consider your long-term career aspirations and how this role fits into them.

This isn’t about making a swift exit but about aligning your job with your broader career goals and personal well-being. Here’s what you can do:

1. Evaluate your career goals

Reflect on your career objectives. Does this job align with where you see yourself in the future? If the job diverges significantly from your career path, it might not be the right fit.

2. Look at the company values

Sometimes, the job itself is fine, but the company’s culture or values may not align with yours. Working in an environment that contradicts your values can be deeply unsatisfying.

3. Assess skill utilization

Are your skills and talents being utilized or developed in this role? If you feel that your abilities are being underutilized or not recognized, it could lead to long-term dissatisfaction.

4. Consider work-life balance

“I hate my new job” can often stem from poor work-life balance. If the job is encroaching too much on your personal life, it’s worth reassessing its impact on your overall happiness and health.

5. Seek professional advice

Sometimes, talking to a career counselor or a mentor can provide clarity. They can offer an objective view and help you weigh the pros and cons of staying versus leaving.

6. Plan an exit strategy

If you decide the job isn’t right for you, start planning your exit. Update your resume, network, and begin the job search process again, this time with more clarity about what you’re looking for. Don’t do the dramatic Jerry Maguire exit – it’s fun in a movie but it’s not a good look for you in the long term.

7. Learn from the experience

Regardless of whether you choose to stay or leave, learn from this experience. Understanding what you hate about your new job can provide valuable insights into what you want in your next role.

Hating your new job is an opportunity

Remember, it’s okay to realize that a job isn’t what you expected.

What’s important is how you use this realization to guide your future career decisions.

Whether you choose to stay and adapt or decide to move on, ensure that your decision aligns with your long-term career satisfaction and personal happiness.

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Junior Financial Analyst job description https://resources.workable.com/junior-financial-analyst-job-description Thu, 25 Jan 2024 14:00:38 +0000 https://resources.workable.com/?p=93028 A Junior Financial Analyst is an entry-level role in finance, focusing on analyzing financial data, supporting financial planning, and providing insights for decision-making and performance evaluation. Use this Junior Financial Analyst job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the […]

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A Junior Financial Analyst is an entry-level role in finance, focusing on analyzing financial data, supporting financial planning, and providing insights for decision-making and performance evaluation.

Use this Junior Financial Analyst job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Junior Financial Analyst?

A Junior Financial Analyst is a professional at the entry level in the finance department, usually within a corporate setting. Their primary role involves analyzing financial data, supporting budgeting and forecasting processes, and providing actionable insights from financial reports.

They play a key role in helping organizations make informed business decisions, understand their financial health, and plan future financial strategies. They work with various financial models and tools to evaluate the company’s financial performance and trends over time.

What does a Junior Financial Analyst do?

A Junior Financial Analyst gathers, interprets, and analyzes financial and operational data.

They monitor key performance indicators, support in the preparation of monthly and quarterly reports, and contribute to financial forecasting and budgeting processes. They also engage in variance analysis to compare actual financial performance against planned figures, identifying discrepancies and suggesting improvements.

Their role is crucial in consolidating financial data for management review, ensuring accuracy and clarity in financial reporting, and assisting senior management in strategic decision-making. They often collaborate with different departments to ensure a comprehensive understanding of the financial implications of various corporate activities.

Responsibilities of a Junior Financial Analyst include:

  • Monitoring financial performance and identifying trends.
  • Supporting the monthly and quarterly reporting process for management.
  • Providing ad-hoc analysis for senior management decisions.
  • Assisting with financial planning and forecasting.

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Skills-based hiring: do we even need degrees for jobs now? https://resources.workable.com/stories-and-insights/skills-based-hiring-vs-degree-based-hiring Fri, 26 Jan 2024 16:10:56 +0000 https://resources.workable.com/?p=93029 This shift towards skill-based hiring is reshaping how companies evaluate potential employees, emphasizing practical skills and real-world experience over formal education. In 2024, 45% of companies are expected to eliminate bachelor’s degree requirements for some roles, continuing the trend from 2023 when 55% of employers had already done so – including WalMart. Source: Intelligent Now As […]

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This shift towards skill-based hiring is reshaping how companies evaluate potential employees, emphasizing practical skills and real-world experience over formal education.

In 2024, 45% of companies are expected to eliminate bachelor’s degree requirements for some roles, continuing the trend from 2023 when 55% of employers had already done so – including WalMart.

Source: Intelligent Now

As we delve into this transformation, we explore the implications for both employers and job seekers, and the balancing act between traditional and modern hiring practices.

Skill-based hiring takes the stage

While this trend is evolving in the private sector, the governor of Massachusetts signed an executive order promoting skills-based hiring practices, highlighting the influence of this new trend on the public sector. 

The order emphasizes applicants’ skills, knowledge, and abilities over educational credentials for most job postings. Degree requirements will only be included when necessary for the job. Hiring managers will also receive training and tools to implement this new strategy effectively. 

Skill-based hiring represents a fundamental change in recruitment philosophy. This approach prioritizes a candidate’s specific skills and practical abilities, rather than their educational background. 

According to the TestGorilla report “The State of Skills-Based Hiring 2023,” an impressive 73% of companies adopted this approach in 2023, up from 56% in 2022. 

This shift is not merely a trend but a response to the changing needs of the global economy, where the ability to adapt and apply skills dynamically is increasingly valued.

The advantages of skill-based hiring are manifold. 

It allows companies to tap into a broader talent pool, including self-taught experts, career changers, and those with unconventional career paths. 

This method is particularly beneficial in fast-evolving sectors like technology, where specific technical skills and the ability to learn quickly are more indicative of a candidate’s potential than a traditional degree. 

Furthermore, this approach aligns with the preferences of job seekers, with 86% of candidates believing that showcasing their relevant skills enhances their job prospects. 

It also addresses the issue of educational inequality, providing opportunities to talented individuals who may not have had access to higher education.

Is degree-based hiring gone forever?

While skill-based hiring is on the rise, degree-based hiring maintains its relevance, especially in fields that require a solid theoretical foundation or specialized training. 

Professions in medicine, law, and engineering, for instance, still heavily rely on formal educational qualifications as a baseline for competency.

This shift is driven by several factors, including the desire to diversify the workforce. A significant 70% of employers, in the TestGorilla survey, cite creating a more inclusive and diverse workforce as a primary reason for reducing degree requirements. 

By doing so, they open doors to a wider array of candidates, including those from underrepresented backgrounds or with non-traditional educational paths.

Under this prism, it’s worth saying that while the trend of skill-based hiring is gaining more and more ground, the new workplace will be a place of coexistence and collaboration rather than a win-or-lose process. 

Skill-based vs. degree-based hiring

The debate between skill-based and degree-based hiring is about understanding their respective strengths and how they can be strategically applied in different contexts. 

The U.S. Chamber of Commerce reports that 95% of executives and HR heads say nontraditional candidates perform just as well, if not better than, degree-holders. This statistic underscores the increasing value placed on competency and versatility over formal education.

Skill-based hiring shines in industries where rapid technological advancements and evolving job roles make specific, up-to-date skills more crucial than a broad academic background. 

For instance, in tech startups or digital marketing agencies, the ability to code in a new language or manage cutting-edge marketing tools is often more valuable than a degree.

On the other hand, degree-based hiring remains pivotal in professions where a comprehensive understanding of foundational theories and principles is essential. 

The hybrid mode

In fields like medicine, engineering, and academia, a degree not only signifies a certain level of knowledge but also a commitment to a field of study and the ability to undertake extensive research and learning.

Employers are increasingly recognizing the value of blending these approaches. 

For example, in industries like finance or business, companies might favor candidates with a relevant degree but also place significant emphasis on practical experience and skills, such as financial modeling or data analysis. 

This hybrid approach allows companies to harness the strengths of both methodologies, ensuring a well-rounded and competent workforce.

Education, skills, and experience

As we look towards the future, it’s clear that the landscape of hiring is set for continued evolution. The trend towards skill-based hiring is likely to gain further momentum, driven by the rapid pace of technological change and the growing need for adaptable, skilled professionals. 

This doesn’t mean that degrees will become obsolete, but rather that they will be one of many factors considered in the hiring process. The future of hiring is poised to be more holistic, taking into account a combination of education, skills, experience, and potential.

According to a report by the World Economic Forum, more than half of all workers will need reskilling by 2025 to keep up with technological advancements.

Technology will play a crucial role in shaping these future hiring practices. Advancements in AI and machine learning could lead to more sophisticated skill assessment tools, enabling employers to evaluate candidates more accurately and efficiently. 

Additionally, the rise of online learning platforms and micro-credentialing will provide more opportunities for candidates to acquire and demonstrate new skills, further blurring the lines between traditional and non-traditional education paths.

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Junior Developer job description https://resources.workable.com/junior-developer-job-description Thu, 25 Jan 2024 13:35:42 +0000 https://resources.workable.com/?p=93027 A Junior Developer is an entry-level software development professional, typically involved in writing, testing, and maintaining code, with responsibilities spanning various aspects of software development and operations support. Use this Junior Developer job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of […]

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A Junior Developer is an entry-level software development professional, typically involved in writing, testing, and maintaining code, with responsibilities spanning various aspects of software development and operations support.

Use this Junior Developer job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Junior Developer?

A Junior Developer is an entry-level position in the field of software development. They are typically new to the industry and are in the early stages of their career. A Junior Developer is tasked with writing and testing code, maintaining software, and contributing to various development projects.

They often work under the guidance of more experienced developers and are expected to learn rapidly, gaining practical skills and understanding of software development processes and technologies.

What does a Junior Developer do?

A Junior Developer plays a crucial role in software development teams.

They write and test code for various applications, fix bugs, and contribute to the development of software features. Working closely with other developers and stakeholders, they understand and translate requirements into functional code.

They engage in root-cause analysis of production issues, develop automation software for operational efficiency, and contribute to system integrations. A Junior Developer constantly learns and adapts to new programming languages and technologies, grows their technical and collaborative skills, and supports the overall goals of the software development team.

Junior Developer responsibilities include:

  • Investigating and resolving production issues.
  • Responding to escalated customer questions from the Support team.
  • Performing root-cause analysis for production errors.
  • Developing software to automate operational needs.

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Junior Content Writer/Researcher job description https://resources.workable.com/junior-content-writer-researcher-job-description Thu, 25 Jan 2024 12:34:38 +0000 https://resources.workable.com/?p=93026 A Junior Content Writer/Researcher is an entry-level role in content marketing, responsible for creating and researching various types of content, including articles, templates, and online resources, particularly for audiences interested in HR and recruitment. Use this Junior Content Writer/Researcher job description template to advertise open roles for your company. Be sure to modify requirements and […]

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A Junior Content Writer/Researcher is an entry-level role in content marketing, responsible for creating and researching various types of content, including articles, templates, and online resources, particularly for audiences interested in HR and recruitment.

Use this Junior Content Writer/Researcher job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Junior Content Writer/Researcher?

A Junior Content Writer/Researcher is a professional who specializes in creating and refining content for digital platforms. This role involves researching topics, writing and editing articles, and developing various forms of content that resonate with specific audiences, particularly in HR and recruitment.

The objective is to inform, engage, and attract readers, contributing to the overall content marketing strategy of the organization.

What does a Junior Content Writer/Researcher do?

A Junior Content Writer/Researcher plays a crucial role in content creation and management. They are responsible for producing high-quality content that aligns with the company’s goals and audience’s interests. This involves writing articles, creating templates, and developing online resources.

They conduct in-depth research to stay updated with industry trends and generate fresh content ideas.

Their work contributes to enhancing the company’s digital presence and reaching a broader audience.

They collaborate with various team members, including SEO specialists, content strategists, and designers, to ensure content is engaging, accurate, and optimized for search engines. The role requires creativity, excellent writing skills, and the ability to work independently on projects.

Junior Content Writer/Researcher responsibilities include:

  • Writing and editing templates, articles, and other online content.
  • Conducting research on new topics and trends in HR and recruitment.
  • Updating and optimizing existing content for better search engine placement.
  • Collaborating with team members on content ideation and strategy.

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Onboarding best practices: boost your new hire experience https://resources.workable.com/tutorial/onboarding-best-practices Thu, 25 Jan 2024 17:23:32 +0000 https://resources.workable.com/?p=93019 Imagine stepping into a new role, filled with anticipation and a bit of uncertainty or even dread. How the organization welcomes you in these initial moments can set the tone for your entire journey with them – and, let’s admit it, can be the make-or-break moment in whether you want to stay for the long […]

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Imagine stepping into a new role, filled with anticipation and a bit of uncertainty or even dread. How the organization welcomes you in these initial moments can set the tone for your entire journey with them – and, let’s admit it, can be the make-or-break moment in whether you want to stay for the long haul or dust off the resume once again.

Onboarding, when executed effectively, is not just a process – it’s the beginning of a meaningful relationship between an employee and an organization. And many organizations don’t have good onboarding best practices – only 12% of employees say their employer does a great job of onboarding new employees, according to Gallup.

And that same Gallup study finds that just one in 10 (29%) new hires say they felt fully prepared and ready to crush it in their new role after their onboarding.

Who can blame them? Another study found that 81% of employees felt overwhelmed in the onboarding process. That’s no surprise, as many companies have numerous processes, tools, and strategies that need to be learned – plus the people themselves.

So, the value of having good onboarding best practices is pretty clear. Let’s get into it.

Onboarding best practices – the benefits

There are many benefits to a great onboarding program – but these three stand out.

1. It boosts retention and employee satisfaction

Employees who undergo a structured onboarding process are more likely to feel valued and aligned with the company’s goals. According to Gallup, those who strongly agree their onboarding process was exceptional are 3.3 times as likely to strongly agree their job is as good, or better, than expected.

And SHRM reports in a 2017 study that 69% of new hires were more likely to stay with their new employer for up to three years after a great onboarding experience.

Try Workable's HR software

You can hire with Workable, and you can also onboard and manage your new employees all within the same platform without messy integrations.

Learn more

2. It enhances productivity

Effective onboarding is not just about retention; it’s also about setting the stage for employee productivity. Employees who are well onboarded can quickly become productive members of the team .

When you see higher engagement from those new hires who are happy right off the bat, and they’re staying with you, productivity will increase.

3. It has long-term company benefits

The far-reaching effects of effective onboarding extend beyond individual employee success. A strong onboarding process fosters a positive work culture, enhances team dynamics, and builds a foundation for sustainable business growth – plus, turnover is lower and productivity is higher, lessening impact to the bottom line.

Clearly, there are benefits to having an effective onboarding strategy at your company – just as much as there are drawbacks to not having one.

So, let’s talk about onboarding best practices so you can turn this crucial phase of the work experience into a supercharged launchpad for long-term success.

Key elements of successful onboarding programs

Crafting an effective onboarding program is pivotal to ensuring that new hires are well-integrated, productive, and aligned with the organization’s goals. That’s the core purpose and goal of onboarding.

Here’s what you need to include when building the foundation for a successful onboarding program:

1. Structured plan with flexibility

A well-structured onboarding plan serves as a roadmap for new hires. However, flexibility is key to accommodate individual learning styles and paces.

This balance ensures that all new employees receive the support they need to succeed.

Download our 30-60-90 day onboarding framework

A structured onboarding strategy is key to setting your employees – and your business – for success. Our comprehensive ebook gives you everything you need.

Get my free ebook

2. Clear communication of expectations and roles

From day one, it’s crucial to communicate job roles and expectations clearly. This transparency helps in reducing uncertainties and setting up new hires for success.

Make it a two-way street – encourage the new hire to ask questions (even ones that they might be scared to ask). And answer them honestly and clearly.

3. Cultural integration

Beyond job functions, integrating new employees into the company culture is vital. This includes involving them in team activities and providing an understanding of the company’s values and ethics.

You don’t want them to feel like the new kid on the block – get them involved, and have people proactively introduce themselves.

4. Mentorship and support systems

Assigning mentors or buddies can significantly improve the onboarding experience by providing new hires with a reliable go-to person for queries and support. Even better when you build a specific plan for that buddy system – i.e. regular weekly 1-1s, job shadowing sessions, and so on.

Emphasize that the 1-1s can be a safe space to tackle any potentially awkward or difficult questions.

5. Utilizing technology effectively

Incorporating technology in onboarding best practices can streamline the process, making it more efficient and engaging. There are many reasons why tech so crucial.

Workable’s HR software comes ready-made with an onboarding feature allowing you to migrate employee information from their initial job application, e-sign crucial company documents, and more. And the global onboarding software market is expected to grow by 11.2% annually to 2027 – you don’t want to miss the boat.

Try Workable's HR software

You can hire with Workable, and you can also onboard and manage your new employees all within the same platform without messy integrations.

Learn more

6. Feedback and continuous improvement

Onboarding should be an evolving process. Regularly collecting feedback and making improvements is key. Every new onboarding brings valuable information and lessons – not just from new hires, but also pinpointing areas for improvement.

Remember that nothing is perfect, not even onboarding – but everything can continually be perfected.

7. Break down onboarding into digestible sections

Instead, use microlearning techniques to deliver information in manageable chunks – and more so, have regular check-ins to ensure memory retention.

A study by Dresden University found that the short bursts of content in micro-learning improved retention of information by 22% over traditional learning. And a California State University Stanislaus study argues that regular post-learning reviews can flatten the Ebbinghaus “Forgetting Curve” by a significant amount.

These elements form the foundation of an effective onboarding process, setting the stage for new employees to thrive in their roles and align with the company’s vision. And you know what? Onboarding isn’t only for new hires – check out our five different types of onboarding plans.

Common mistakes in onboarding

While onboarding is a crucial process, it’s often fraught with challenges that can hinder a new hire’s integration and productivity. Here are some common mistakes and strategies to avoid them:

1. Inadequate preparation for new hire’s arrival

One common mistake is not being fully prepared for the new hire’s first day. This includes not having their workspace ready, not setting up necessary tools and accounts, or failing to inform current team members of the new arrival.

Such unpreparedness can make new hires feel undervalued and overlooked during an understandably stressful time in their working life.

2. Overemphasis on paperwork and procedures

Focusing too much on paperwork and administrative procedures at the expense of more engaging, interactive learning experiences can be a misstep.

This approach can make the onboarding process feel bureaucratic and impersonal. It’s definitely not best practice.

3. Insufficient clarity on role expectations and career path

Failing to provide clear information about the new hire’s role, expectations, and potential career path within the organization can lead to confusion and misalignment – and even some kind of controlled chaos.

This lack of clarity can hamper a new employee’s ability to integrate effectively and grow within the company – and they’ll leave, too.

4. Lack of early and meaningful work assignments

Delaying the involvement of new hires in meaningful work or projects can result in a sense of underutilization and disengagement.

Give employees the opportunity to wet their feet right away – it’s not just an act of inclusion, but also helps them learn on the job more quickly.

5. Ignoring the importance of social integration

Remember when you were in high school and you felt like everyone was in cliques and no one talked to you? Exactly.

Neglecting the social aspect of onboarding, such as team introductions, social events, or informal meet-and-greets, can hinder the formation of important workplace relationships and a sense of belonging.

Incorporating technology in onboarding

You absolutely must incorporate tech in your onboarding. It’s one of the best practices you can include for success and save you many headaches. It’ll make for a more efficient, engaging, and informative experience for new hires – and it’ll take a lot of that horrible grunt work off your plate as an HR professional or hiring manager.

1. Use onboarding software

First things first, add onboarding software to your tech stack, or ensure that your HR software has a good onboarding feature.

It’ll help you tackle some of the paperwork more efficiently, and can even help you preboard new hires by having them digitally sign crucial contracts ahead of their first day, as well as review important information about the company and job.

Check out our list of top onboarding software choices for your company.

2. Incorporate microlearning tools

It’s been documented: bite-sized information and post-learning reviews boost memory retention.

Those first few weeks on a new job are overwhelming – the amount of information, tools, processes, and even colleagues is tough for many new hires to digest. Make it easier for them!

3. Use virtual reality and gamification

The benefits of using VR in onboarding are clear. A study from the University of Maryland found that VR learners demonstrated an 8.8% higher recall accuracy compared to those using traditional platforms.

And PwC found that employees who were trained using virtual reality were up to 275% more confident in utilizing the skills they learned, and were even four times faster in completing their training.

4. Document and resource management tools

It isn’t always comfortable for a new hire to feel like they have to ask questions of HR all the time – and it’s not easy for you either. Make it easier for both of you by providing access to online documentation and resources for new hires to easily find the information they need.

This can include company policies, role-specific guides, and other relevant materials. Workable’s HR software has document management functionalities.

Try Workable's HR software

You can hire with Workable, and you can also onboard and manage your new employees all within the same platform without messy integrations.

Learn more

5. Incorporate communications tools

Effective communications tools are crucial to ensure connectivity (both literally and technologically!) – especially in remote or hybrid working environments where not everyone is working together in the same physical space. Use Slack, Zoom, Google Meet, and other tools to facilitate easy communication and collaboration.

Personalizing the onboarding experience

Tailoring the onboarding experience to individual needs and preferences can significantly enhance employee engagement and retention. Here are ways to personalize the onboarding process:

1. Look at the individual needs

Begin by assessing the unique needs and preferences of each new hire. This could involve pre-onboarding surveys or informal discussions to understand their learning style and any specific support they might require.

2. Customized learning paths

Based on the assessment, create customized learning paths. For instance, some employees might benefit more from visual materials, while others prefer hands-on training.

3. Mentorship programs

Pairing new hires with mentors or buddies who have similar backgrounds or skills can foster a more personalized and supportive onboarding experience.

4. Flexible scheduling

Flexible work has immense value – in fact, it may be a reason why your new hire wanted to work for you. In that spirit, allow flexibility in the onboarding schedule to accommodate the personal commitments and work preferences of new employees, ensuring they can absorb new information without feeling overwhelmed.

5. Regular check-ins and feedback

What we shared above about memory retention? Exactly. Regular check-ins are crucial in onboarding best practices – and keep the conversation open to discuss progress, address concerns, and tailor the process as it happens.

All in all, you’re showing the new hire that they’re a valued individual and not just another cog in the machine.

Measuring the success of your onboarding program

Evaluating the effectiveness of your onboarding process is crucial for continuous improvement and ensuring long-term benefits for both employees and the organization. Here are methods to measure success so you can further evolve your onboarding best practices:

1. Employee feedback surveys

Your employees are the direct beneficiaries of your onboarding strategy – so why not ask them what they think? The feedback you receive can provide valuable insights into the strengths and weaknesses of the onboarding process.

2. Performance metrics

There are actual data points you can monitor – and even establish as KPIs in your own scorecard. Keep an eye on time to ramp, time to productivity, job performance, and onboarding task completion rates. These metrics can help assess how well new hires are adapting and contributing – and you can make small improvements in your strategy accordingly.

3. Retention rates

Again in the spirit of KPIS – track the retention rates of employees who have undergone the onboarding process. If your people are sticking around for a long time, that’s a great indicator that you’re running an effective onboarding program.

4. Engagement levels

This one’s a little harder to measure – but you can track it in terms of productivity. Happier, more engaged workers usually are better workers. Keep an eye on engagement levels both during and after the onboarding progress, as it ties directly back to their onboarding experience.

Regular evaluation and adaptation of your onboarding program based on these measures can lead to a more effective and satisfying onboarding experience for new hires.

Case study: Netflix’s onboarding approach

This isn’t all just abstract stuff. There’s a real-life example of the benefits of onboarding best practices at Netflix. Their approach to employee onboarding is a standout example in the corporate world, combining innovative methods with effective engagement strategies.

Let’s look at highlights from a Comparably study on Netflix’s onboarding best practices:

1. Preboarding initiatives

Netflix’s onboarding journey begins before the employee’s first day, focusing on cultural immersion and the completion of essential paperwork – in other words, the preboarding stage. This early engagement sets a positive tone for new hires.

2. Onboarding buddy system

Each new hire is paired with an onboarding buddy, a peer mentor crucial for navigating the initial days at Netflix. This system has been particularly effective, with 91% of employees stating their direct manager was incredibly helpful during onboarding in the first 90 days, according to the Comparably review.

3. Project assignments and team interaction

Early project involvement and team interactions are key. Impressively, four out of 10 (39%) employees socialized with team members outside of work at least once a week or more. This will go great lengths in fostering strong team bonds and a sense of belonging.

4. One-on-one meetings and feedback

Regular one-on-one meetings during the onboarding process ensure new hires receive the necessary feedback and support. At Netflix, 52% of employees say they get helpful feedback at least once a week that helps them get better at their jobs.

Ultimately, 90% of employees say they had a positive onboarding experience at the company. The correlation between that number and Netflix’s onboarding practices are clear.

Onboarding best practices: time for progress

In this exploration of onboarding best practices, there are three crucial insights:

  1. Structured onboarding = higher retention
  2. Tech is a great onboarding tool
  3. Personalization is key

What’s next for you? You don’t have to be a behemoth like Netflix – a lot of these tips can happen in a small or medium-sized business. There are plenty of onboarding best practices outlined in this tutorial – incorporate as much as you can into your overall strategy and you’ll see the benefits in the bottom line.

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A big improvement to Workable: The new pipeline view https://resources.workable.com/backstage-at-workable/a-big-improvement-to-workable-the-new-pipeline-view/ Wed, 31 Jan 2024 16:45:45 +0000 https://resources.workable.com/?p=93011 A few years ago, we set out to improve our most used feature – the pipeline view and candidate profile. After years of research, design, testing, and betas it’s now replaced the old view. Our VP of Design, Korina, talked about everything that went into this change in our most recent event, Workable Next: The […]

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A few years ago, we set out to improve our most used feature – the pipeline view and candidate profile. After years of research, design, testing, and betas it’s now replaced the old view.

Our VP of Design, Korina, talked about everything that went into this change in our most recent event, Workable Next:

The most notable improvements when using the new pipeline view:

  • A better profile layout with more information at a glance, including organized sections and a timeline, plus the latest activities in the candidate overview
  • Advanced search support to search for any info in the profile, including boolean search
  • “Send later” functionality for individual emails
  • 3x faster resume upload

There’s a lot more, too. See an overview of all the changes in our Help Center article.

We are so excited for our customers to experience the boost in efficiency permanently.

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Job shift shock: the trend that intimidates HR professionals https://resources.workable.com/stories-and-insights/job-shift-shock-trend Wed, 24 Jan 2024 17:31:42 +0000 https://resources.workable.com/?p=93007 Picture Hannah, an experienced marketing specialist with a track record of success, eagerly joining a renowned tech firm. She joins the tech firm filled with hope, but soon encounters a wave of stress and self-doubt.  She grapples with feelings of being unprepared for the challenges ahead and questions her fit in the new environment.  This […]

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Picture Hannah, an experienced marketing specialist with a track record of success, eagerly joining a renowned tech firm. She joins the tech firm filled with hope, but soon encounters a wave of stress and self-doubt. 

She grapples with feelings of being unprepared for the challenges ahead and questions her fit in the new environment. 

This emotional turmoil is the crux of job shift shock. It’s about more than just a mismatch of expectations, it’s about the personal struggle of finding one’s footing in an unfamiliar setting.

What is job shift shock?

Job shift shock, also known as new hire’s remorse, is characterized by the psychological stress and emotional dissonance experienced by individuals transitioning into new roles. 

This stress can stem from feeling unprepared, overwhelmed by new responsibilities, or a sense of cultural misfit. 

It goes beyond the practical aspects of role alignment, delving into the deeper emotional and psychological challenges that come with adapting to a new job environment.

This term, while not historically labeled, has existed for decades, often manifesting as a brief period of adjustment. 

However, in today’s rapidly evolving job market, job shift shock has emerged as a critical issue, impacting not just employee well-being but also organizational stability.

The roots of job shift shock can often be traced to a variety of factors: bad past experiences, misleading job descriptions, a disconnect between the company’s external image and internal reality, or a lack of transparency during the recruitment process. 

72% of employees have experienced job shift shock

The relevance of job shift shock in today’s workforce cannot be overstated. In a rapidly changing job market, where the balance of power is shifting towards employees, understanding and addressing this phenomenon has become crucial for organizations.

A survey by The Muse in 2022 laid bare the extent of this issue: a significant 72% of 2,500 respondents experienced job shift shock, with 29% feeling a misalignment with both the job and the company culture.

These numbers are more than just statistics, they are a clear indication of the changing dynamics in the workplace. 

In an era characterized by the ‘Great Resignation’, employees are increasingly willing to leave jobs that do not align with their expectations or values. 

80% of respondents in the same survey stated it was acceptable to leave a job within six months if it failed to meet their expectations. 

This growing sentiment highlights the urgent need for organizations to proactively address job shift shock, not only to retain their workforce but to foster a positive and productive work environment.

But how do the HR professionals play a pivotal role in all of this? 

It’s the onboarding process that matters

Effective onboarding must be carefully planned and executed. 

It should begin even before the employee steps into the office, with pre-boarding activities like sending out a welcome pack, company information, and setting clear expectations for the first few weeks. Pre-boarding and onboarding are your opportunities to avoid beating around the bush and get to the point.

Show your new employees that you are willing to have them in the company so that you can grow together.

The process should then be continued with structured orientation programs, mentorship initiatives, and regular check-ins. 

By providing a clear understanding of the company’s values, expectations, and culture, the onboarding process can significantly reduce the occurrence and impact of job shift shock, ensuring a smoother transition for new hires.

Related: Preboarding: what makes it different from onboarding?

Use tools so you can focus on the real value

In an era where technology is increasingly ingrained in our work lives, leveraging platforms like Workable for onboarding can be a game-changer. 

Workable is not just a tool for recruitment, it’s a comprehensive platform that facilitates a seamless and engaging onboarding experience. By automating the mundane and time-consuming aspects of the onboarding process, Workable allows HR professionals and managers to focus on the human element of welcoming a new employee.

Workable’s features include customizable onboarding checklists, document management, and automated task assignments, which ensure that nothing falls through the cracks. 

Additionally, Workable provides analytics and feedback tools, allowing HR teams to continuously refine their onboarding processes based on real data and employee feedback.

This technology-driven approach not only streamlines administrative tasks but also creates a more personalized and engaging experience for new hires, further reducing the risk of job shift shock.

Continuous improvement mindset

As we look towards the future, it’s clear that addressing job shift shock is integral to the broader conversation about employee engagement and retention. 

The onboarding process is just the starting point of an ongoing journey of employee development and integration. 

Companies need to adopt a continuous improvement mindset, seeking feedback and making regular adjustments to their onboarding and overall HR strategies.

Ultimately, the question remains: How will your organization evolve its strategies to address the ever-changing dynamics of the modern workforce and reduce the incidence of job shift shock?

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Junior Accounts Receivable Specialist job description https://resources.workable.com/junior-accounts-receivable-specialist-job-description Wed, 24 Jan 2024 13:24:33 +0000 https://resources.workable.com/?p=93005 A Junior Accounts Receivable Specialist is an entry-level finance professional responsible for handling billing, invoicing, and tracking payments within a company, ensuring accurate financial records and efficient collection of revenues. Use this Junior Accounts Receivable Specialist job description template to advertise open roles for your company. Be sure to modify requirements and duties based on […]

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A Junior Accounts Receivable Specialist is an entry-level finance professional responsible for handling billing, invoicing, and tracking payments within a company, ensuring accurate financial records and efficient collection of revenues.

Use this Junior Accounts Receivable Specialist job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Junior Accounts Receivable Specialist?

A Junior Accounts Receivable Specialist is an integral part of a finance team, focusing on the management of incoming payments and related accounting tasks. This role involves maintaining accurate financial records concerning customer transactions, ensuring timely invoice processing, and tracking payments.

The specialist plays a crucial role in managing the company’s cash flow through efficient accounts receivable processes, thereby contributing to the overall financial health of the organization.

What does a Junior Accounts Receivable Specialist do?

The Junior Accounts Receivable Specialist handles various financial and accounting tasks related to the collection of revenues.

They prepare and issue invoices and credit memos to customers, ensuring accuracy and adherence to terms. They maintain and update accounting records, including payments and account balances, to ensure financial records are accurate and up-to-date.

A significant part of their role involves interacting with customers, addressing inquiries, and ensuring timely payment of invoices. They send reminders and follow up with customers on outstanding payments.

Additionally, they may assist with ad hoc accounting tasks and contribute to improving billing and collection processes. The role requires excellent organizational skills, attention to detail, and customer service orientation.

Junior Accounts Receivable Specialist responsibilities include:

  • Preparing vendor forms and tax certificates for customers.
  • Reviewing and sending customer invoices and credit memos.
  • Managing account balances and updating accounting records.
  • Resolving customer inquiries and sending payment reminders.

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Augmented workforce is not the future – it’s happening now https://resources.workable.com/stories-and-insights/augmented-workforce-is-happening-now Wed, 24 Jan 2024 15:00:52 +0000 https://resources.workable.com/?p=93004 Whenever you are asked the question “Will AI take my job?”, the answer might be, “No, thanks to the augmented workforce.”  If you are not familiar with the term, then it is about time to explain what an augmented workforce is, how skills and reskilling are playing a pivotal role in shaping the present and […]

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Whenever you are asked the question “Will AI take my job?”, the answer might be, “No, thanks to the augmented workforce.” 

If you are not familiar with the term, then it is about time to explain what an augmented workforce is, how skills and reskilling are playing a pivotal role in shaping the present and future of work, and whether all these advancements can secure your job. 

What is an augmented workforce?

The concept of an augmented workforce transcends the traditional boundaries of human and machine collaboration. It represents a sophisticated blend where human intellect and emotional intelligence are amplified by AI’s computational power. 

AI is not a substitute but a complement to human skills, taking on repetitive and mundane tasks and freeing humans to engage in more complex, creative, and strategic endeavors.

This synergy is not about replacing human effort but about enhancing and expanding human capabilities.

This synergy is not about replacing human effort but about enhancing and expanding human capabilities. 

For instance, IBM’s report, “Augmented Work for an Automated, AI-driven World,” states that 40% of the workforce will require reskilling in the next three years due to AI and automation’s impact. Are the HR teams ready for it? 

Related: Workforce planning strategy in the AI-driven economy

The augmented workforce model

The emergence of the augmented workforce is a response to the rapidly evolving business landscape, characterized by a need for agility, innovation, and heightened productivity. 

This model is already being adopted across various industries, as evidenced by insights from the recent report, “Augmented Workforce: Empowering People, Transforming Manufacturing”, by the Economic World Forum in collaboration with the University of Cambridge. That report illustrates the tangible benefits of this integration, such as a 300% improvement in ergonomics and a 50% increase in quality. 

These statistics not only highlight the efficiency gains but also the enhancement in employee well-being and safety.

Moreover, the deployment of augmented reality (AR) and other technologies has led to a 70% reduction in training costs and a 20% efficiency gain, as per the same report. 

This demonstrates the profound impact of AI in streamlining training processes and improving operational efficiency, making a compelling case for the augmented workforce model.

Applying AI and augmentation technologies

The integration of AI and augmentation technologies in the workplace is not just a futuristic concept, it’s a present reality. 

For instance, the use of AI-powered video learning platforms has led to a 50% reduction in training time and a 25% improvement in performance, as highlighted in the WEF report. 

In logistics, a sector known for its physical demands, augmentation technologies like exoskeletons have made a significant impact. The introduction of exoskeletons resulted in a 30-40% immediate improvement in posture during work execution, dramatically reducing the physical strain on employees.

Furthermore, the application of augmentation technology in quality and process assurance has achieved remarkable results. 

In specific cases, there was a reported 100% success rate in both quality and process assurance, underscoring the potential for significant improvements in production quality and reliability through these technologies.

Related: Top AI in Hiring statistics in 2024

Security and stability concerns

In the age of AI, one of the primary concerns for employees is job security. However, the augmented workforce model offers a reassuring perspective. 

Rather than replacing human jobs, AI is augmenting them, creating new opportunities and enhancing existing roles. For instance, IBM’s report indicates that while AI is expected to disrupt 85 million jobs globally between 2020 and 2025, it is also projected to create 97 million new roles. 

This shift underscores the transformative nature of AI – it’s not about job elimination but job evolution. The key is to view AI as a partner rather than a threat. 

The key is to view AI as a partner rather than a threat. 

By automating routine tasks, AI allows employees to focus on more meaningful, impactful work, thereby increasing job satisfaction and security. 

This shift necessitates a proactive approach from HR professionals and employers in reskilling and upskilling their workforce to adapt to these new roles.

Embrace a human-centric approach

For HR professionals and SMB employers, adapting to the augmented workforce model involves strategic planning and implementation. 

The first step is to embrace a human-centric approach, recognizing that the ultimate goal of technology integration is to enhance human work, not replace it. 

Implementing augmentation technology involves a phased approach: starting with the concept phase to identify technologies and assess industrial challenges, followed by the pilot phase to test the technology in practice, and finally, the scaling phase to expand its use and evaluate its broader impact.

Moreover, fostering a culture of continuous learning and adaptation is essential. 

As AI evolves, so must the skills and capabilities of the workforce. Investing in training and development programs that focus on both technical and soft skills will be key to ensuring that employees are equipped to thrive in an AI-augmented environment.

Related: How is AI used in human resources? 7 ways it helps HR

AI won’t take your job

According to the World Economic Forum’s prediction, the year 2025 will witness the replacement of approximately 85 million jobs by AI. However, this technological advancement is also expected to generate around 97 million new job opportunities.

The transformative impact of AI in the workforce is echoed by industry leaders and experts.

For instance, Robin Bordoli, ex-CEO, Figure Eight, supports that “It’s not about machines replacing humans, but machines augmenting humans. Humans and machines have different relative strengths and weaknesses, and it’s about the combination of these two that will allow human intent and business processes to scale 10x, 100x, and beyond that in the coming years.”

Richard Baldwin put it right.”AI won’t take your job,” he said during a panel at the 2023 World Economic Forum’s Growth Summit. “It’s somebody using AI that will take your job.” 

These perspectives highlight a common understanding among experts: AI is a tool for enhancement, not replacement.

It’s about using technology to unlock human potential and drive forward innovation in ways previously unimaginable.

The journey towards an AI-augmented workplace is an opportunity for HR to redefine its role, focusing on strategic human capital development and fostering a culture that embraces continuous learning and adaptation. 

By doing so, we can ensure that our workforce is not just equipped to handle the challenges of today but is also prepared to thrive in the ever-evolving landscape of tomorrow.

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WebMD’s RTO video: it’s mega cringe, but reflects today’s reality https://resources.workable.com/stories-and-insights/webmd-rto-video-its-cringe-but-reflects-todays-reality Tue, 23 Jan 2024 17:05:57 +0000 https://resources.workable.com/?p=92996 Everyone hates the WebMD come-back-to-the-office video, except for me and perhaps the people who made it. It was actually made by WebMD’s parent company, Internet Brands, but apparently WebMD is the division we all know about, so that’s what is getting the press.   Note: this was published publicly on the company’s Vimeo page – […]

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Everyone hates the WebMD come-back-to-the-office video, except for me and perhaps the people who made it. It was actually made by WebMD’s parent company, Internet Brands, but apparently WebMD is the division we all know about, so that’s what is getting the press.

 

Note: this was published publicly on the company’s Vimeo page – but was removed.

Yes, it’s super cringe (as Gen Z would say) and whoever thought of highlighting “Come back now, or else” should probably step out of corporate communications forever. Social media is going haywire over this. It also has 1.3K upvotes on Reddit, and counting.

But it’s kind of growing on me. Here’s why and what you can learn from it.

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You know your culture

I use WebMD all the time to inform me that I have cancer when really, it’s just a cough, but I don’t know much about the company. In fact, this is the first time I’ve thought about the company and the video indicated working for clients and it made me wonder what they do besides run a website.

I bet that you are pretty much like me – you are an end user when you’re not feeling well, but otherwise don’t know anything about the business.

Maybe this is the type of thing they always do. Maybe different departments take turns producing cheesy cringe videos introducing products and services. Maybe people generally love those videos. I mean, “we’re crushing it,” along with the visual of a Dr. Pepper can being crushed? Peak ridiculousness, and I absolutely adore it – in some settings.

Not everything is ready for prime time and maybe the bigger mistake was releasing the video publicly. People who watched it were doing so from afar, with no understanding of the business model and how productivity and engagement are at WebMD.

When you choose to communicate something to your staff at large, make sure you do so with your company culture in mind. And recognize that your quirky culture may not translate to the public at large.

Explain your threats

Normally, I’d tell you not to make threats, but that’s not really best practice. After all, we all work on threats. “If you don’t do your work you won’t get paid” and “if you sexually harass your coworker you’ll be fired” are threats, but we tend to see those just as common sense rules.

The threat in this video – “Come back now, or else” – is vague and is a big problem. Or else what? You’ll make more videos? Employees will have to wear a dunce cap? Or, is it you have to work hybrid or you’ll be fired?

It’s probably the latter. In a statement released to Business Insider, parent company Internet Brands said:

“Our executive team feels strongly that both our company and our employees are more successful when they can collaborate in person. The tone of the video was an intentional decision to keep the topic light and somewhat ironic, in the context of knowing very well that the Return To Office issue can be emotionally charged. Nonetheless, we take our individual and collective productivity seriously and firmly believe the best way to learn and grow is to be together.”

The CEO of Internet Brands, Bob Brisco, said in the video:

“We aren’t asking or negotiating at this point. We’re informing how we need to work together going forward. It’s again for the simple reason that great companies are built by great people working together and seeing each other eye-to-eye and tackling the big task.”

It’s very clear with these statements that “or else” is short for “or else you’ll be fired.”

Avoiding saying the hard part out loud probably seemed like a good idea at the time, but it left out the important information.

Follow-up information made it clear that this is a hybrid plan and not 100% in the office. The video does not make that clear.

Hybrid is my personal favorite way to work. I value in-person relationships and do know that there is magic in working together.

Humans are social beings and that can make a difference in performance. But also, it’s cold and rainy today and I’d rather not go outside and commuting is a pain in the neck.

The message should have kept the cute kitschy message but added in the important details – not just “your manager will contact you.” I suspect that the policy may not be the same across all brands and departments, which is why they didn’t say, “you have to be in the office three days a week starting April 15!”

But the end shot with no one in the video meeting seems to indicate that everyone has to be in the office all the time, rather than the hybrid reality Internet Brands mandates.

Not everyone is right for your company

We talk a lot about culture; this is an example of a company culture that doesn’t appeal to everyone. That’s fine! You don’t need to create an internal video that will appeal to everyone on Twitter and Reddit and even to everyone on Forbes and Business Insider. It needs to appeal to your staff.

A lot of loud people want to work remotely and it’s true you’ll get more applicants if you have 100% remote positions, but most people work onsite – even now. According to Workable’s Great Discontent survey in 2023, the percentage of respondents working remotely is at 41%, down 17 points from 58% in 2021.

It’s not bad to want a hybrid workforce. And it’s not bad if some people don’t want that. Be what you want to be and don’t worry about people who don’t want to work for you.

Even if that is a bit cringe.

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Junior Account Executive job description https://resources.workable.com/junior-account-executive-job-description Tue, 23 Jan 2024 13:28:16 +0000 https://resources.workable.com/?p=92995 A Junior Account Executive is an entry-level sales role where individuals focus on acquiring new business, managing sales processes, and contributing to a company’s growth by meeting sales targets, often within a fast-paced environment. Use this Junior Account Executive job description template to advertise open roles for your company. Be sure to modify requirements and […]

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A Junior Account Executive is an entry-level sales role where individuals focus on acquiring new business, managing sales processes, and contributing to a company’s growth by meeting sales targets, often within a fast-paced environment.

Use this Junior Account Executive job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Junior Account Executive?

A Junior Account Executive is an entry-level position within the sales department of a company. They are primarily responsible for acquiring new customers and selling the company’s products or services.

This role serves as a foundational step in a sales career, providing opportunities to develop skills in client communication, negotiation, and strategic sales planning. Junior Account Executives typically work under the guidance of more experienced sales professionals, learning the intricacies of effective sales techniques and customer relationship management.

What does a Junior Account Executive do?

A Junior Account Executive plays a crucial role in expanding a company’s customer base and revenue. They actively engage with potential clients, understanding their needs, and presenting tailored product demonstrations. Their goal is to convert prospects into customers by effectively communicating the value proposition and negotiating terms.

They are responsible for managing the entire sales cycle, from initial contact to closing deals.

Additionally, they maintain an accurate sales pipeline, ensuring company-wide forecasting is precise. Junior Account Executives also identify key decision-makers in potential client organizations and strategize plans to close deals. They often work collaboratively with other team members and departments to achieve sales goals and improve performance.

Junior Account Executive responsibilities include:

  • Acquiring new business and selling products to a range of clients.
  • Conducting product demonstrations and managing the sales process.
  • Hitting and exceeding monthly and quarterly sales targets.
  • Maintaining an accurate sales pipeline for forecasting.

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IT Administrator job description https://resources.workable.com/it-administrator-job-description Tue, 23 Jan 2024 12:31:47 +0000 https://resources.workable.com/?p=92994 An IT Administrator is a professional responsible for managing and maintaining a company’s computer systems and networks, ensuring optimal performance, security, and support for all users. Use this IT Administrator job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role […]

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An IT Administrator is a professional responsible for managing and maintaining a company’s computer systems and networks, ensuring optimal performance, security, and support for all users.

Use this IT Administrator job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is an IT Administrator?

An IT Administrator is a key figure in maintaining the technological backbone of an organization. This role involves overseeing the daily operations of computer networks and systems to ensure they run efficiently and securely.

The IT Administrator is responsible for installing, configuring, and maintaining hardware and software, managing network servers, and ensuring all systems are up-to-date and operating smoothly. They play a critical role in ensuring the IT infrastructure supports the organization’s goals and user needs.

What does an IT Administrator do?

An IT Administrator handles the upkeep, configuration, and reliable operation of computer systems, particularly multi-user computers such as servers. They ensure the internal IT structure of the company remains robust and efficient, handling tasks such as software upgrades, user training, troubleshooting, and network management.

They also implement and oversee security measures to protect data and manage access controls.

An important part of their role is to provide technical support to employees, resolving any IT-related issues quickly and efficiently. They may also be involved in planning and implementing IT policies and procedures to ensure best practices. The IT Administrator must stay abreast of new technology trends and be able to work with a variety of technologies and systems.

IT Administrator responsibilities include:

  • Procuring, maintaining, and administering computers and office equipment.
  • Serving as administrator for various corporate software systems.
  • Deploying and enforcing security policies and procedures.
  • Providing support and resolving IT-related issues for colleagues.

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Use ChatGPT & Workable to write better interview questions https://resources.workable.com/tutorial/how-chatgpt-workable-can-help-you-write-better-interview-questions Thu, 25 Jan 2024 16:30:53 +0000 https://resources.workable.com/?p=92885 Interviewing is equal parts art and science. It’s just as much a chance for the candidate to get to know you as a company, as it is for you to assess their ability to succeed in a role. AI tools like ChatGPT can’t take the place of a human recruiter – but what they can […]

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Interviewing is equal parts art and science. It’s just as much a chance for the candidate to get to know you as a company, as it is for you to assess their ability to succeed in a role.

AI tools like ChatGPT can’t take the place of a human recruiter – but what they can do really well is help you brainstorm and process lots of information very quickly.

This is good news for you as an interviewer, because ChatGPT can be a true asset for you when writing interview questions. Combine this with Workable’s interview generator tool and you’re well equipped to create a great IQ kit that will help you identify the very best candidates for your open roles.

AI tools can help you spot trends, patterns, and angles that you may miss on your own. It can help you learn things about the requirements of the role that you may not have even thought of before.

This tutorial will walk you through all the ways you can use ChatGPT to write better interview questions so you can get the best candidates possible.

Try out our interview question generator

In a hurry? Our interview question generator will build a complete IQ kit for you in seconds!

Ask and ye shall receive

1. Understanding the role requirements

Let’s say that you’re a B2B ecommerce startup and you’re hiring for a UX developer. ChatGPT can help you get a clear understanding of what you should look for in terms of skills and key requirements.

Example prompt: I’m interviewing someone for a UX developer role at a B2B ecommerce startup. List the top 5 essential skills and qualities needed for a UX developer, ranked in order of importance.

You can even take a step further and get insight into what it takes to succeed in the role.

Example prompt: What are the key differentiators that set apart an exceptional candidate from an average one for this UX developer role?

Then, you can take everything you’ve learned, and input the qualities that stand out to you in the Workable interview question generator.

Let’s say you put UX developer, B2B ecommerce startup, Customer Empathy and Business Acumen, and Innovative Problem-Solving Approach into the interview questions generator. This is what you’d get.

You can also quickly get a sense of what tools or platforms someone would need proficiency with to succeed in the role. For a UX developer, that would include design and prototyping tools, front-end development tools, and user research tools.

2. Creating customized questions

You can also have ChatGPT write the interview questions – and combine your Workable and ChatGPT tools to get the best results.

You will probably need to customize the questions it gives you and tailor them to both your company and your role. You can also modify your inputs to make them more specific and targeted to the skill set and qualities you’re looking for.

Behavioral questions

Behavioral questions help you understand how a candidate navigates challenging situations. Past behavior is an indicator of future performance.

These questions assess their conflict resolution skills, and their ability to work with others and be a part of a team.

For example, say you’re writing interview questions for a Head of SEO at a consumer electronics company, and you want to question them on their ability to manage an SEO team.

Example prompt: I’m a recruiter, and I’m hiring for a Head of SEO at a consumer electronics company. Generate 3 behavioral interview questions that assess their ability to manage an SEO team.

You can then build off of that, and ask ChatGPT to write interview questions that assess their leadership and team-building skills.

Example prompt: Given this, can you please write me a list of interview questions assessing leadership and team-building skills in this role?

Skill-based questions

Skill-based questions dive into the technical skills that the candidate will need to have in their day-to-day. Any specialized knowledge, proficiencies with certain platforms or programming languages, these questions get into those.

If you were hiring for a role as a C# developer, you may want to know what other programming languages they’re proficient in, or what other technical skills they have.

Example prompt: I’m hiring for a C# developer. List skill-based interview questions to evaluate their programming and technical skills needed for this role.

You can even dive further into a specific software or tool to get a deeper understanding of their proficiency.

Example prompt: What are some targeted questions to assess their knowledge of LINQ in this role?

Situational questions

Situational questions evaluate the candidate’s ability to navigate specific scenarios – interpersonal conflicts, report preparation, etc.

ChatGPT’s adaptability makes it highly useful for creating scenario-specific questions like this.

If you’re hiring for a project manager role where the candidate would be working with the marketing team and the development team, you can learn about their ability to get two disparate teams working towards a goal under pressure.

Example prompt: I’m hiring for a project manager. Please write 2 situational interview questions that explore the candidate’s approach to managing teams for this role.

3. Incorporating company values

A candidate could be an extremely skilled expert who is the best at what they do, but if they are toxic, have problematic or offensive views, or don’t work well with others, it’s unlikely to be a good long-term fit.

Beyond how well the candidate can perform their job duties, you should also assess how well they will fit with the company culture.

If you’re hiring for the manager of an engineering team at a fintech company, you might ask them about their views regarding inclusivity and diversity.

Using ChatGPT, you would break this down into two steps. In the first step, you explain what you’re trying to accomplish, and then give ChatGPT example pages from your website to give it context and analyze your company culture.

This can also help you better understand what you’re looking for in a good culture fit.

Example prompt: I’m hiring for a manager role for a development team at a fintech company. I’d like your help writing interview questions.

First, here are some pages from the company’s website. Please analyze them. What can you tell me about the company culture?

  • (URL1)
  • (URL2)
  • (URL3)

In the second step, you would ask ChatGPT to come up with some appropriate interview questions regarding the culture and company values for this role.

Example prompt: Given what you learned, can you suggest interview questions that assess a candidate’s alignment with our core values?

4. Role-specific customization

Not everyone coming to the role will have the same level of experience and knowledge. Just because someone hasn’t been in the field as long as other candidates, but that doesn’t mean you should discount other qualities like their drive, enthusiasm, and eagerness to learn.

ChatGPT can help you tailor interview questions for entry-level, mid-level, and senior roles for a given position.

When interviewing for a digital marketing role, it can be helpful to see how the qualifications and questions might differ for a junior vs. a mid-senior role.

Example prompt: I’m a recruiter, and I’m hiring for a junior digital marketing role. What are qualities I should look for in an entry-level digital marketing role in the real estate industry that focus on potential rather than experience?

Other than hard digital marketing skills and soft skills like communication and teamwork, you may also hire for a role like this based on knowledge of the real estate industry.

You can take the qualities and skills that ChatGPT gives you, and give them to the Workable interview question generator to make something more specific, qualities like:

  • Adaptability and Eagerness to Learn
  • Understanding of the Real Estate Market
  • Team Player Attitude
  • Feedback and iteration

Suppose you already have a list of interview questions that you use. You can have ChatGPT evaluate your questions and give you recommendations and feedback.

When interviewing for an accountant role, you can have Workable interview generator come up with the initial list of questions.

Example prompt for Workable: Accountant, education, mid-level

Then, copy the list of questions.

Then, have ChatGPT tell you what it thinks about the questions you have, and give you some suggestions.

Example prompt: I have a set of interview questions for a [specific job title]. Could you review them for effectiveness and suggest any improvements?

5. Preparation for interviews

You can go beyond the interview itself, and have ChatGPT write interview questions that prepare your recruiting team for the real thing.

What happens when you’re in the interview, and the interviewee throws you a curveball?

Take the above example of an accountant in the education sector. ChatGPT excels at the kinds of tasks that involve anticipating outcomes, and you may be surprised by what you learn.

Example prompt: Provide a challenging interview scenario for this accountant role, and possible candidate responses for training interviewers in handling difficult or unexpected answers.

You can even have ChatGPT anticipate the best answers to your interview questions to help guide the team in evaluating candidate’s responses.

Example prompt: For these interview questions [list questions], what would be considered strong, insightful responses that we can use as a guide for evaluators?

Use ChatGPT and Workable to write better interview questions

ChatGPT’s adaptability and Workable’s HR-specific features can help you improve your interview process and get you the best, brightest talent out there to work for you.

For more templates of all different types of interview questions tailored to kinds of questions and roles, check out our interview question templates here.

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HR Generalist vs. HR Manager: what’s the difference? https://resources.workable.com/hr-terms/hr-generalist-vs-hr-manager Mon, 22 Jan 2024 13:46:25 +0000 https://resources.workable.com/?p=92884 HR Generalists and HR Managers emerge as key figures in the HR industry, each holding distinct responsibilities and skill sets. Let’s delve deeper into the similarities and differences of their roles. What is an HR Generalist? An HR Generalist is a multifaceted professional who handles a variety of HR functions. They are often seen as […]

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HR Generalists and HR Managers emerge as key figures in the HR industry, each holding distinct responsibilities and skill sets. Let’s delve deeper into the similarities and differences of their roles.

What is an HR Generalist?

An HR Generalist is a multifaceted professional who handles a variety of HR functions. They are often seen as the jack-of-all-trades in the HR department, dealing with the day-to-day management of HR operations.

Key Responsibilities:

  • Overseeing recruitment processes, from job postings to interviewing candidates.
  • Conducting employee onboarding and organizing training sessions.
  • Managing employee benefits, including health insurance and retirement plans.
  • Ensuring compliance with labor laws and organizational policies.
  • Handling employee grievances and fostering a positive work environment.

Skills and Qualifications:

  • Typically holds a bachelor’s degree in Human Resources, Business Administration, or a related field.
  • Possesses a broad knowledge of HR practices and employment legislation.
  • Exhibits excellent communication, organizational, and conflict-resolution skills.
  • Demonstrates proficiency in HR software and tools.

What is an HR Manager?

An HR Manager is a strategic role, primarily focused on aligning HR strategies with business goals. They play a pivotal role in policy formulation, HR team leadership, and high-level decision-making.

Key Responsibilities:

  • Developing and implementing HR strategies and initiatives aligned with the overall business strategy.
  • Bridging management and employee relations by addressing demands, grievances, or other issues.
  • Managing the recruitment and selection process.
  • Overseeing and managing a performance appraisal system that drives high performance.
  • Ensuring legal compliance throughout human resource management.

Skills and Qualifications:

  • Often holds a master’s degree in Human Resources Management or Business Administration.
  • Demonstrates strong leadership and strategic planning abilities.
  • Has extensive knowledge of HR policies, systems, and employment law.
  • Exhibits excellent communication and interpersonal skills.

Comparing HR Generalist and HR Manager

The roles of HR Generalist and HR Manager, while overlapping in some areas, are distinct in their core responsibilities and impact on the organization. An HR Generalist is more involved in the operational aspects of HR, whereas an HR Manager takes a strategic approach, focusing on long-term HR goals and policies.

Interaction and Synergy

  • HR Generalists often work under the guidance of HR Managers, implementing policies and strategies developed by them.
  • HR Managers depend on HR Generalists to provide ground-level insights into employee concerns and HR operational efficiency.
  • Both roles collaborate to ensure effective HR management and employee satisfaction.

Career Path and Progression

Progressing from an HR Generalist to an HR Manager is a common career path in the HR field. This transition requires accumulating extensive experience in various HR functions, honing leadership skills, and often pursuing further education or professional certifications.

Key Steps for Advancement

  • Accumulating hands-on experience in diverse HR roles, including recruitment, training, and employee relations.
  • Developing a deep understanding of HR metrics and how they impact business outcomes.
  • Enhancing leadership skills, particularly in areas of strategic planning and team management.
  • Pursuing advanced degrees or certifications in HR, such as SHRM-CP or SHRM-SCP.

Industry trends and challenges

The HR field is constantly evolving, with new challenges and trends emerging. For instance, the rise of remote work has brought new dynamics to employee management and engagement. HR professionals must adapt to these changes, leveraging technology such as ATS or HRIS systems and innovative strategies to manage a dispersed workforce effectively.

The role of technology in HR

Advancements in HR technology, such as HRIS (Human Resource Information Systems) and AI-driven analytics, are transforming how HR departments operate. These technologies enable more efficient data management, predictive analytics for talent management, and enhanced employee experience through digital platforms.

Global HR practices

In an increasingly globalized business environment, HR professionals must navigate diverse cultural, legal, and regulatory landscapes. Understanding global HR practices is crucial for multinational organizations, requiring HR Generalists and Managers to possess a global perspective and cultural sensitivity.

Diversity and inclusion in HR

A significant aspect of modern HR is managing diversity and fostering an inclusive work environment. HR professionals are at the forefront of developing policies and practices that promote diversity, equity, and inclusion (DEI) in the workplace. This includes creating DEI training programs, ensuring fair recruitment practices, and addressing any form of workplace discrimination.

Employee well-being and engagement

Another critical area in HR is employee well-being and engagement. HR Generalists and Managers play a vital role in designing programs that support employee mental health, work-life balance, and overall job satisfaction. These initiatives not only improve employee morale but also contribute to higher productivity and retention rates.

Legal compliance and ethics

HR professionals must also ensure that the organization adheres to employment laws and ethical standards. This involves staying updated with changing labor laws, implementing compliant HR policies, and maintaining high ethical standards in all HR practices.

The roles of HR Generalist and HR Manager are both critical in shaping an organization’s HR strategy and employee experience. While the HR Generalist focuses on the operational aspects of HR, the HR Manager plays a strategic role in aligning HR practices with business objectives.

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iOS Engineer job description https://resources.workable.com/ios-engineer-job-description Mon, 22 Jan 2024 13:03:21 +0000 https://resources.workable.com/?p=92883 An iOS Engineer is a software developer specializing in designing and building applications for Apple’s iOS operating system, using tools and languages like Swift and UIKit to create user-friendly, efficient, and visually appealing mobile applications. Use this iOS Engineer job description template to advertise open roles for your company. Be sure to modify requirements and […]

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An iOS Engineer is a software developer specializing in designing and building applications for Apple’s iOS operating system, using tools and languages like Swift and UIKit to create user-friendly, efficient, and visually appealing mobile applications.

Use this iOS Engineer job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is an iOS Engineer?

An iOS Engineer is a software professional skilled in designing and developing applications for Apple’s iOS platform. This role involves a deep understanding of iOS frameworks, design patterns, and user interface standards.

The engineer is responsible for creating apps that offer a seamless and intuitive user experience, adhering to Apple’s guidelines and standards. They are also adept at troubleshooting and resolving any issues that arise during the app development lifecycle.

What does an iOS Engineer do?

An iOS Engineer is responsible for the entire lifecycle of iOS applications, from initial concept and design to deployment and maintenance. They write clean, efficient code using Swift and other relevant languages, ensuring the app performs well across different iOS devices.

These engineers collaborate with UI/UX designers to create engaging interfaces, work with backend teams to integrate APIs, and employ best practices in memory management and performance optimization.

They also stay updated with the latest iOS updates and features, continuously learning and adapting their skills. Additionally, they engage in code reviews, pair programming, and other collaborative practices to ensure high-quality app development.

iOS Engineer responsibilities include:

  • Developing and enhancing iOS applications using Swift and other relevant tools.
  • Participating in product design discussions and code reviews.
  • Collaborating with cross-functional teams to integrate iOS apps with backend services.
  • Optimizing applications for maximum performance and scalability.

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Inside Sales Director job description https://resources.workable.com/inside-sales-director-job-description Mon, 22 Jan 2024 12:08:52 +0000 https://resources.workable.com/?p=92882 An Inside Sales Director is a strategic leader responsible for managing and growing an inside sales team in a company, focusing on developing sales strategies, team building, training, and achieving sales targets. Use this Inside Sales Director job description template to advertise open roles for your company. Be sure to modify requirements and duties based […]

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An Inside Sales Director is a strategic leader responsible for managing and growing an inside sales team in a company, focusing on developing sales strategies, team building, training, and achieving sales targets.

Use this Inside Sales Director job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is an Inside Sales Director?

An Inside Sales Director is a pivotal role in a company’s sales structure, responsible for overseeing the internal sales team. This position involves strategizing and implementing effective sales techniques to enhance team performance and drive sales growth. The director plays a critical role in setting targets, managing resources, and ensuring the team aligns with the company’s overall sales objectives.

What does an Inside Sales Director do?

An Inside Sales Director leads and manages the inside sales team, focusing on optimizing sales processes and strategies. They are involved in recruiting and training new sales personnel, refining sales pitches, and setting ambitious sales targets.

The director is responsible for fostering a productive and positive team environment and ensuring the team has the necessary tools and skills to succeed. They actively monitor sales performance using analytics and CRM tools, identifying areas for improvement and implementing changes to enhance efficiency and effectiveness.

The director collaborates with other departments, such as marketing and customer service, to ensure a cohesive approach to sales and customer relations. They also represent the company at various events, promoting its products and services.

Inside Sales Director responsibilities include:

  • Developing and refining the team’s sales pitch.
  • Building and coaching a high-performing sales team.
  • Providing ongoing training and mentoring.
  • Monitoring analytics and dashboards for improved decision-making.

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What is chaotic working – and 7 things you can do about it https://resources.workable.com/hr-terms/what-is-chaotic-working Fri, 19 Jan 2024 20:00:42 +0000 https://resources.workable.com/?p=92881 In 2023, the term ‘chaotic working’ emerged as the No. 1 trend in the US workforce according to a survey by USDictionary.com of 1,000 employees to determine which of these emergent phrases best encapsulates 2023 for the American workforce. What is chaotic working? Chaotic working is a term that has gained prominence recently, reflecting a […]

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In 2023, the term ‘chaotic working’ emerged as the No. 1 trend in the US workforce according to a survey by USDictionary.com of 1,000 employees to determine which of these emergent phrases best encapsulates 2023 for the American workforce.

What is chaotic working?

Chaotic working is a term that has gained prominence recently, reflecting a particular behavior in the workplace. It describes a situation where employees, often feeling disaffected or overburdened by their work conditions, engage in acts of generosity or leniency towards customers or clients, sometimes at a small cost to the company.

@speechprof

For legal reasons, I’m not saying you should do this, I’m simply sharing something I saw posted online. #quietquitting

♬ original sound – The Speech Prof

This behavior is a form of passive-aggressive protest against the workplace environment, where employees feel overworked or subjected to excessive quotas. If you’ve heard the term before, you may have heard it as a descriptor of literal chaos in the workplace where employees are scrambling to meet quotas or deliver on expectations – but now, it’s evolved to mean acts of generosity.

This can be seen as a way for employees to express their dissatisfaction with their work situation. It’s a form of rebellion against the company, but instead of direct confrontation or quiet quitting, it manifests as excessive generosity towards customers. In other words, it’s a passive aggressive response.

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Why is chaotic working a big thing?

The rise of chaotic working is due to numerous factors. One major driver is the changing perception of work-life balance and the role of work in personal identity.

Today’s workers are seeking meaningful and fulfilling work experiences – and as a result, they’re increasingly intolerant of working environments that they see as oppressive, overly demanding, or misaligned with their own personal values and ethics.

Online griping

There’s also social media. Platforms like LinkedIn, Reddit, and TikTok have become soapboxes for employees to air their grievances.

For example, Reddit has the “Antiwork” and “Malicious Compliance” subreddit categories, both of which have millions of followers. These, among other social media forums, have fueled a collective consciousness about worker rights and empowerment, driving trends up to and including chaotic working.

A challenge to authority

Additionally, societal shifts in attitudes towards authority and corporate structures have emboldened employees to take matters into their own hands, often leading to actions that align with chaotic working.

There’s a growing sentiment, especially among younger workers, to challenge traditional hierarchies and question the status quo. This isn’t just a rebellion against specific workplaces but a broader commentary on today’s economic systems and corporate practices.

Examples of chaotic working

So, what are some good examples of chaotic working? We can pull up three right now – albeit fictional, they’re still great cultural representations of this trend.

1. The Office – Jim Halpert

In the American version of “The Office,” Jim Halpert, a salesman at the Dunder Mifflin paper company, uses his interactions with customers as a way to navigate and occasionally push back against the company’s rigid corporate policies.

Sure, Jim’s more known for his pranks and humorous approach to the absurdities of his office, but he also goes beyond protocol – and bends company rules – to keep customers happy. It’s not just sales; it’s a subtle form of rebellion against the often nonsensical expectations of his workplace.

2. House M.D. – Dr. Gregory House

In the medical drama series “House M.D.,” Dr. Gregory House, a grumpy maverick doctor, is often rankled at the norms of medical practice and the bureaucratic processes of his hospital. He’ll often bypass standard medical protocol and disregard hospital rules in pursuit of accurate diagnoses and effective treatments for patients with complex and baffling conditions.

He’s skeptical about the “way things are always done”, and he’ll gladly rebel for the benefit of his patients even if it means going head to head with authority and risking his career.

Sure, ultimately, you can say that he believes in doing good for his patients and circumventing the BS that gets in the way – but he’s clearly motivated by his frustration with the system as well.

3. Parks and Recreation – April Ludgate

In the TV show “Parks and Recreation,” April Ludgate, portrayed by Aubrey Plaza, works in the Parks Department in a fictional town. She’s absolutely known for her deadpan, sarcastic, and apathetic approach to her job – and yes, passively aggressively rebels against the bureaucratic and mundane elements of her workplace.

And you know what? She sometimes surprises her colleagues and the town’s citizens with unexpected good deeds – although they are still laced with her deliberately acerbic approach and the bending and breaking of departmental rules and procedures.

One might say she does it all for personal amusement to make her mind-numbing day-to-day work more bearable.

So what can employers do about it?

OK. So you do have folks like Jim, Dr. House, and April in your workplace and while you can appreciate that they’re helping their customers (which is kind of the passive-aggressive point of chaotic working), you still need to button this stuff up. It’s not healthy and it’s not sustainable for your company.

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To fix it, you’ll need to implement proactive strategies that focus on well-being and satisfaction among your employees. It’s not as complicated as you might think – here are eight tips to help you weed out chaotic working in your company:

1. Open up the comm channels

Establish open and transparent channels for communication. Encourage regular feedback windows where employees can voice their concerns and suggestions without fear of repercussions.

You can do this via team meetings, anonymous feedback surveys, or one-on-one sessions with managers.

2. Recognize and reward accomplishments

A pat on the back for a job well done is fine – but a formal recognition program to celebrate employees for their work and achievements is crucial.

These can range from formal award systems to public acknowledgements – and tangible rewards for meeting stated goals.

3. Promote work-life balance and integration

The blurring of the boundary between work and home means it’s even more important now to support your colleagues in balancing out their home and work commitments.

This can include clearly outlined flexible and remote work policies and overt financial support for new parents and fresh graduates. Also, regularly consult with colleagues and be observant of any situations where overwork and burnout may be on the horizon.

4. Invest in learning & development

It costs far more to fill a talent gap with a new hire than it does to develop your existing employees so they’re more than capable of doing that themselves.

Support the professional growth and skills development of your teams with established L&D policies that can include training programs, workshops, mentorship opportunities, career development plans, and so on.

Related: 5 recruitment and retention strategies that actually work

5. Ensure an inclusive and supportive culture

Yes, DEI factors into all this. Build a workplace environment that values diversity, equity, inclusivity and belonging – and shows it in an actual DEI action plan, not just words.

Encourage an appropriately diverse workforce that reflects the overall society demographics, plan team-building activities, establish mentorship programs, and ensure real equity in salary.

6. Prioritize workplace mental health and well-being

You don’t want your company to suffer from organizational trauma. Provide resources and support for mental health, including counseling services and wellness programs in your benefits package as well as no-questions-asked mental health days.

And as above, ensure open channels of communication and keep an eye out for burnout and malaise.

7. Lead by example

Finally, managers and executives must lead by example. Want a positive work culture? Espouse that in your own management practices by striking a positive tone and supporting your colleagues during meetings and interactions.

Be a bastion of inclusive leadership. Be empathetic and deliberate when checking in with your teams, and practice what you preach. Also, make it clear that the proverbial door is always open should anyone need to approach you about anything – and we mean anything.

By implementing these action items and more, you can create a more engaging and satisfying workplace, reducing the likelihood of chaotic working and improving overall productivity and employee morale.

A symptom of something bigger

Chaotic working is a fun new inclusion alongside quiet quitting, coffee badging, and career cushioning in anyone’s list of new workplace terminologies, but it’s serious business.

It’s a symptom of something and a red flag that calls for immediate attention. It underscores the importance of understanding employee needs and perspectives and ensuring a healthier, more productive working environment.

In other words, it means being more human as an employer. You’re all in this together – as such, the well-being and aspirations of your employees go hand in hand with that of your actual company. It’s a mutually beneficial relationship.

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L&D trends for 2024: reports find there’s no more one-size-fits-all https://resources.workable.com/stories-and-insights/learning-and-development-trends-there-is-no-more-one-size-fits-all Fri, 19 Jan 2024 14:35:41 +0000 https://resources.workable.com/?p=92861 As HR professionals, we understand that the heart of any successful organization lies in its people. In 2024, as we embark on a new chapter in the world of Learning and Development (L&D), the challenges and opportunities that await us are more intriguing than ever before. First things first, we need to understand how important […]

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As HR professionals, we understand that the heart of any successful organization lies in its people. In 2024, as we embark on a new chapter in the world of Learning and Development (L&D), the challenges and opportunities that await us are more intriguing than ever before.

First things first, we need to understand how important learning and development (L&D) is for our employees. 

Why should you boost L&D efforts for your people in 2024? 

We have data now. The impact of training in 2023 has been profound, with a substantial majority of employees reaping its benefits. 

According to a recent L&D report by TalentLMS and Vyond, an impressive 71% of workers report feeling significantly more prepared for the future of work, attributing their enhanced confidence to the training they received. 

Furthermore, 72% have experienced career progression directly attributable to company-provided training, underscoring the pivotal role it plays in professional growth. 

Notably, an overwhelming 73% express satisfaction with how well their training aligns with the in-demand skills of the job market, emphasizing the relevance and currency of their learning experiences. 

However, the journey of self-improvement is far from over, as 66% of employees acknowledge the need to continually develop new skills to thrive in their current positions, highlighting the ongoing importance of a learning mindset in today’s dynamic work environment.

L&D TRENDS 2024 WORKABLE

L&D trends that you should consider in 2024 

If you want to retain your best people and have a successful talent management process, then you might be interested in the following five key trends that are shaping the future of L&D.

1. The growing challenge of talent management

Let’s start by diving into one of the most pressing concerns facing HR departments around the globe: talent management. According to the 2024 HR/L&D Trends Survey by Blanchard, a staggering 87% of respondents anticipate that hiring will continue to be a challenge in the year 2024. 

This finding underscores the ongoing battle to attract top talent in an increasingly competitive job market.

But the challenges don’t end there. An even higher percentage, 88%, believe that employee retention will also pose a significant challenge in the coming year. 

employee retention l&d

Furthermore, the 2024 Business Perspectives on Managing World-Class Training by Training Industry Magazine, reveals that 93% of organizations share this concern about employee retention, highlighting the widespread industry apprehension regarding talent retention. 

In an era where talented individuals have more options than ever, keeping your best and brightest on board is a complex task.

In an era where talented individuals have more options than ever, keeping your best and brightest on board is a complex task. We suggest you note this.

At the same time there’s a noteworthy shift in the demand for training methodologies. Half of the respondents in the Blanchard survey highlighted an increased demand for in-person training. 

This trend reflects the acknowledgment that while technology and eLearning are valuable, there remains a strong appetite for face-to-face interactions and hands-on experiences.

Additionally, 70% of organizations are placing a significant emphasis on executive development as a key goal for 2024. This highlights the growing recognition of the importance of nurturing leadership skills at all levels of the organization.

2. The rise of AI and technology in L&D

In addition to addressing the challenges in talent management, another significant trend that we cannot ignore is the growing role of Artificial Intelligence (AI) and technology in Learning and Development. AI, once a buzzword, is now a transformative force in HR and L&D practices.

Blanchard’s report highlights the increasing use of AI in HR and L&D. Particularly intriguing is its application in career development and performance management. 

AI-driven tools are now capable of analyzing employees’ skills and competencies, offering suggestions for improvement, and even providing managers with valuable insights into their teams.

But it’s not just about AI for the sake of technology. The 2024 L&D Trends Report by HowNow underscores the importance of using AI in L&D intentionally, with a focus on solving specific challenges and adding value. 

According to the report by Training Industry Magazine, a substantial 85% of organizations plan to increase the adoption of frontier technologies, such as AI, over the next five years. 

It’s a reminder that technology should serve a purpose and enhance problem-solving and performance impact.

3. Personalization and skill development

The 2024 L&D Trends Report by HowNow emphasizes the growing shift towards personalized and learner-centric training. No longer is a one-size-fits-all approach sufficient. 

Organizations are recognizing that employees have unique learning needs and preferences. This trend is not only about catering to individual learning styles but also aligning L&D initiatives with each employee’s career goals.

“Like many L&D teams, we’ve found time is the biggest barrier when it comes to people fully engaging with learning opportunities. To combat this, we are building a learning culture based on the 70:20:10 model.” 

Jo Smallwood, Head of Learning and Development at Soldo, succinctly captures this shift, stating, “Like many L&D teams, we’ve found time is the biggest barrier when it comes to people fully engaging with learning opportunities. To combat this, we are building a learning culture based on the 70:20:10 model.” 

This model emphasizes that learning occurs not only through formal training (the 10%) but also through on-the-job experiences and interactions (the 70% and 20%). It’s a testament to the growing importance of immersive, learner-centered experiences.

The trend towards personalization extends beyond content to include timing and delivery methods.

Employees increasingly expect on-demand access to training resources, recognizing that time is a precious commodity. 

“We can’t keep the gates to education closed anymore, no matter how hard we try. Instead, we need to become learning marketplace curators.”

As Sarah Cannistra, Fractional Chief Learning Officer & L&D Career Coach, puts it in the report by TalentLMS and Vyond, “We can’t keep the gates to education closed anymore, no matter how hard we try. Instead, we need to become learning marketplace curators.” 

This involves curating a variety of learning opportunities, making them easily accessible to employees.

4. Balancing traditional and innovative learning methodologies

Embracing learner-centric approaches doesn’t mean completely discarding traditional methods. The challenge is striking a balance between proven practices and innovative methodologies.

This illustrates the need to integrate learning seamlessly into the daily workflow, making it readily available when and where employees need it.

Keith Keating, Chief Learning Officer and Author, points out in the HowNow report the need for L&D professionals to evolve from “order takers” to “Trusted Learning Advisors.” This transformation entails not only adopting innovative approaches but also aligning L&D strategies with organizational goals.

While personalization and learner-centric approaches are gaining prominence in L&D, there’s a recognition that traditional methods still hold value. 

The key lies in finding the right blend of traditional and innovative methodologies to meet the unique needs of your organization and its workforce.

5. Aligning L&D with Business Goals

In the rapidly changing landscape of HR and L&D, one trend that stands out is the growing imperative to align L&D initiatives with overarching business objectives. The 2024 L&D Trends Report by HowNow highlights this need for synergy between HR and organizational goals.

While talent development and employee growth have always been central to HR, the focus is now shifting towards ensuring that every L&D effort directly contributes to achieving strategic business outcomes. 

increase-training-budget-l-and-d

According to Blanchard, a remarkable 62% of respondents are planning to increase their training budgets in 2024, with an average anticipated increase of 8.3% across all training initiatives. 

This data highlights the need for HR professionals to provide tangible evidence of how their efforts in training and development contribute not only to employee growth and satisfaction but also to the overall success of the business.

However, this alignment isn’t without its challenges. Measuring the success and impact of L&D initiatives, particularly in quantifiable terms that resonate with the C-suite, can be a complex task. 

It requires HR professionals to not only be experts in designing effective learning experiences but also skilled in data analysis and reporting.

In 2024 HR professionals must be proactive in adapting to these trends. The future of L&D lies in a strategic approach that integrates technology, personalization, and business alignment. 

It’s about understanding not just the learning needs of employees but also how those needs contribute to the organization’s growth and success.

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Inbound Marketing Manager job description https://resources.workable.com/inbound-marketing-manager-job-description Fri, 19 Jan 2024 13:07:51 +0000 https://resources.workable.com/?p=92859 An Inbound Marketing Manager is a marketing professional specialized in creating and managing inbound marketing strategies. This includes SEO, content marketing, lead nurturing, and conversion optimization, aimed at attracting and engaging a targeted audience to generate organic growth. Use this Inbound Marketing Manager job description template to advertise open roles for your company. Be sure […]

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An Inbound Marketing Manager is a marketing professional specialized in creating and managing inbound marketing strategies. This includes SEO, content marketing, lead nurturing, and conversion optimization, aimed at attracting and engaging a targeted audience to generate organic growth.

Use this Inbound Marketing Manager job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is an Inbound Marketing Manager?

An Inbound Marketing Manager is a key figure in digital marketing, focusing on drawing customers through content creation, social media, SEO, and other inbound techniques. Unlike traditional outbound methods, their approach is to attract potential customers by offering valuable content and experiences tailored to their needs and interests.

This role involves a deep understanding of the customer journey and utilizing various digital tools to create meaningful interactions that lead to conversions.

What does an Inbound Marketing Manager do?

An Inbound Marketing Manager devises and implements strategies that attract customers through content relevant to their needs and interests. They manage SEO efforts, ensuring high visibility in search engine results. A significant part of their role is to analyze and optimize user funnels and landing pages for better conversion rates.

They utilize website analytics tools to track campaign performance, make data-driven decisions, and continuously refine strategies. The manager also plays a crucial role in developing creative growth initiatives, such as referral programs, to boost brand awareness and engagement.

Their goal is to establish a strong online presence, build brand authority, and generate leads that convert into customers.

Inbound Marketing Manager responsibilities include:

  • Leading and optimizing SEO efforts.
  • Planning and executing inbound marketing strategies.
  • Measuring and reporting on the performance of inbound campaigns.
  • Conducting experiments and conversion tests to enhance marketing effectiveness.

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HR Content Writer/Researcher job description https://resources.workable.com/hr-content-writer-researcher-job-description Fri, 19 Jan 2024 12:39:33 +0000 https://resources.workable.com/?p=92858 An HR content writer/researcher is a professional specializing in creating engaging and informative human resources content. They research and write about various aspects of hiring, recruitment, and HR practices, tailored for a diverse international audience. Use this HR Content Writer/Researcher job description template to advertise open roles for your company. Be sure to modify requirements […]

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An HR content writer/researcher is a professional specializing in creating engaging and informative human resources content. They research and write about various aspects of hiring, recruitment, and HR practices, tailored for a diverse international audience.

Use this HR Content Writer/Researcher job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is an HR Content Writer/Researcher?

An HR Content Writer/Researcher is a professional who combines expertise in human resources with writing and research skills. This role involves creating content that provides valuable insights into HR practices, recruitment strategies, and talent management. The content aims to assist HR professionals and recruiters in enhancing their hiring processes and staying updated with industry trends.

What does an HR Content Writer/Researcher do?

An HR Content Writer/Researcher delves into the world of human resources to produce content that resonates with HR professionals, recruiters, and hiring managers. They explore various HR topics, from effective recruitment strategies to the latest trends in talent management.

Their work involves researching best practices, writing comprehensive guides, and creating content for online platforms. They ensure the content is engaging, informative, and optimized for search engines. Additionally, they stay abreast of the latest HR technologies and tools, incorporating these insights into their content.

This role is crucial in bridging the gap between HR knowledge and practical application, providing readers with resources to streamline their HR processes.

HR Content Writer/Researcher responsibilities include:

  • Researching hiring practices of leading companies.
  • Developing guides and online HR-related content.
  • Writing and preparing content for online publication.
  • Conducting online keyword research and implementing basic SEO principles.

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Head of Growth Marketing job description https://resources.workable.com/head-of-growth-marketing-job-description Thu, 18 Jan 2024 14:10:02 +0000 https://resources.workable.com/?p=92849 A Head of Growth Marketing is a strategic leader in a company, responsible for driving customer acquisition, conversion, and revenue growth through innovative marketing strategies, leveraging data-driven insights, and optimizing digital marketing channels. Use this Head of Growth Marketing job description template to advertise open roles for your company. Be sure to modify requirements and […]

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A Head of Growth Marketing is a strategic leader in a company, responsible for driving customer acquisition, conversion, and revenue growth through innovative marketing strategies, leveraging data-driven insights, and optimizing digital marketing channels.

Use this Head of Growth Marketing job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Head of Growth Marketing?

A Head of Growth Marketing is a senior-level executive who strategizes and oversees the execution of marketing initiatives aimed at driving business growth. This role involves a blend of creative marketing strategies and analytical approaches to boost user acquisition, engagement, and retention. The Head of Growth Marketing focuses on identifying and tapping into new growth opportunities, optimizing marketing channels, and aligning marketing efforts with the company’s broader business goals.

What does a Head of Growth Marketing do?

The Head of Growth Marketing leads the development and execution of growth-focused marketing strategies. They manage a team that handles various aspects of marketing, including content, SEO, SEM, digital campaigns, and event marketing.

They are responsible for setting targets for user acquisition, activation, and retention, and for driving revenue growth through both self-service and traditional sales channels. This role involves close collaboration with cross-functional teams to ensure that marketing strategies are integrated with product development and sales objectives.

The Head of Growth Marketing leverages data analytics to assess campaign performance, optimize strategies, and make informed decisions to lower customer acquisition costs while increasing customer lifetime value. They are also responsible for the technological aspects of marketing, ensuring the martech stack is optimized for maximum efficiency.

Head of Growth Marketing responsibilities include:

  • Building and managing an acquisition marketing function.
  • Optimizing inbound marketing efforts and conversion rates.
  • Overseeing all paid acquisition efforts and managing budgets.
  • Developing and managing digital and field marketing events.

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Growth Marketing Manager job description https://resources.workable.com/growth-marketing-manager-job-description Thu, 18 Jan 2024 14:02:41 +0000 https://resources.workable.com/?p=92848 A Growth Marketing Manager is a dynamic marketing professional focused on driving business growth through innovative and data-driven strategies across various digital channels, including paid search, social media, display advertising, and SEO. Use this Growth Marketing Manager job description template to advertise open roles for your company. Be sure to modify requirements and duties based […]

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A Growth Marketing Manager is a dynamic marketing professional focused on driving business growth through innovative and data-driven strategies across various digital channels, including paid search, social media, display advertising, and SEO.

Use this Growth Marketing Manager job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Growth Marketing Manager?

A Growth Marketing Manager is a specialized marketing professional responsible for creating and executing strategies to increase a company’s user base, revenue, and brand presence. They employ a combination of marketing channels and tactics, focusing on data-driven decision-making, experimentation, and optimization to achieve sustainable growth. The role demands a deep understanding of digital marketing principles and the ability to analyze market trends and customer behavior to identify growth opportunities.

What does a Growth Marketing Manager do?

A Growth Marketing Manager devises and executes strategies to drive business growth through digital channels. They manage and optimize various marketing campaigns, from paid search and social media to affiliate and retargeting campaigns, ensuring maximum return on investment.

The manager is responsible for analyzing campaign data, identifying trends, and implementing changes to improve performance. They work closely with cross-functional teams to align marketing efforts with overall business objectives, product launches, and content strategies.

The role involves continual testing and refinement of marketing tactics, keeping abreast of the latest digital marketing trends, and exploring new channels for user acquisition and growth.

Growth Marketing Manager responsibilities include:

  • Owning and improving the performance of digital marketing channels.
  • Forecasting, measuring, and reporting on digital campaign performance.
  • Developing and implementing digital demand growth strategies.
  • Overseeing ad development, testing, and analysis for performance optimization.

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Frontend Team Lead job description https://resources.workable.com/frontend-team-lead-job-description Thu, 18 Jan 2024 14:00:59 +0000 https://resources.workable.com/?p=92847 A Frontend Team Lead is a technical leader responsible for guiding and managing a team of frontend developers, ensuring the delivery of high-quality web applications and driving innovative front-end strategies and solutions. Use this Frontend Team Lead job description template to advertise open roles for your company. Be sure to modify requirements and duties based […]

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A Frontend Team Lead is a technical leader responsible for guiding and managing a team of frontend developers, ensuring the delivery of high-quality web applications and driving innovative front-end strategies and solutions.

Use this Frontend Team Lead job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Frontend Team Lead?

A Frontend Team Lead is a pivotal role within a software development team, focusing on the client-side of web development. This role combines technical expertise with leadership responsibilities. The lead is accountable for steering the frontend team towards successful project completion, ensuring adherence to coding standards and best practices, and maintaining the overall quality of the web applications.

What does a Frontend Team Lead do?

A Frontend Team Lead oversees the development of responsive, user-friendly web applications. They work on the latest web technologies and frameworks, guiding the team in coding and architectural decisions. The lead ensures that the team adheres to modern development practices and effectively utilizes tools to achieve optimal performance and user experience.

They play a crucial role in product design discussions, feature development, and code reviews.

Additionally, the lead is responsible for mentoring team members, managing project timelines, and collaborating with other departments to align development goals with business objectives. They need to stay updated with emerging technologies and introduce innovative solutions to enhance web applications continually.

Frontend Team Lead responsibilities include:

  • Leading the technical direction of the frontend team.
  • Participating in product design and feature development.
  • Ensuring code quality and application optimization.
  • Mentoring team members and fostering their professional growth.

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Frontend Engineer job description https://resources.workable.com/frontend-engineer-job-description Thu, 18 Jan 2024 12:58:03 +0000 https://resources.workable.com/?p=92846 A Frontend Engineer is a skilled professional specializing in developing the user interface and user experience of web applications using modern web technologies, focusing on creating responsive, interactive, and user-friendly web designs. Use this Frontend Engineer job description template to advertise open roles for your company. Be sure to modify requirements and duties based on […]

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A Frontend Engineer is a skilled professional specializing in developing the user interface and user experience of web applications using modern web technologies, focusing on creating responsive, interactive, and user-friendly web designs.

Use this Frontend Engineer job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Frontend Engineer?

A Frontend Engineer is a technology professional who specializes in designing and implementing the visual and interactive elements of a website or web application. They focus on the client-side of development, ensuring users can seamlessly interact with the product. Frontend Engineers are skilled in various web technologies and frameworks, enabling them to create dynamic and responsive user interfaces that offer an engaging user experience.

What does a Frontend Engineer do?

A Frontend Engineer plays a critical role in web development by building the user-facing aspects of websites and applications. They use languages like HTML, CSS, and JavaScript, along with frameworks like React, to create interactive and visually appealing web pages.

Their responsibilities extend from translating design concepts into code to optimizing applications for performance and scalability. They work closely with backend engineers to integrate server-side functionalities and ensure a cohesive user experience.

Frontend Engineers also stay updated with the latest web technologies and trends, applying best practices in coding and design to improve site functionality, efficiency, and user engagement.

Responsibilities:

  • Developing rich, responsive web applications, including mobile-first applications and PWAs.
  • Participating in product design and feature development.
  • Coding in modern JavaScript and utilizing the latest React and CSS frameworks.
  • Optimizing applications for maximum speed, scalability, and user experience.

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Preboarding: what makes it different from onboarding? https://resources.workable.com/tutorial/what-is-preboarding Thu, 18 Jan 2024 18:27:11 +0000 https://resources.workable.com/?p=92844 In the bustling world of HR and employee management, preboarding emerges as a beacon, guiding new hires through the transitional seas between accepting a job offer and their first day. But what exactly is preboarding, and why is it important? What is preboarding? Preboarding is a crucial early step in the employment journey, bridging the […]

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In the bustling world of HR and employee management, preboarding emerges as a beacon, guiding new hires through the transitional seas between accepting a job offer and their first day. But what exactly is preboarding, and why is it important?

What is preboarding?

Preboarding is a crucial early step in the employment journey, bridging the gap between job acceptance and the start of work.

This phase encompasses more than mere formalities; it’s a strategic period where employers and new hires lay the groundwork for a fruitful and engaging professional relationship.

It involves initial introductions, cultural immersion, logistical preparations, and early engagement, setting the tone for the employee’s future in the organization.

Want to learn more about preboarding? Check out our HR Term definition: What is preboarding?

Why is preboarding important?

According to LinkedIn, four out of five newly hired professionals are pent up with worry in the days and weeks before starting a new job. Was it the right choice? What will their job look like? Will they be ready? You can address all of this in the preboarding stage.

Preboarding can help reassure new hires and set them up for success from the very first day. They’ll be happier, more motivated, and more productive as a result. Plus, they’ll stick around for longer. According to Integrated Benefits Institute, 82% of employers saw better employee retention when they had a good onboarding process in place.

And if you don’t get deliver good preboarding or onboarding for your new workers? According to a 2021 Gallup report, only 29% of new hires say they felt fully ready to tackle their new job after their onboarding.

So, it’s clear: there is a correlation between preboarding and new employee success.

Wait, you ask – wasn’t it onboarding? Glad you asked – there’s a very specific difference between the two.

Preboarding vs. onboarding: what’s the difference?

While onboarding integrates a new hire into the company over several weeks or months, preboarding sets expectations and introductions for the new hire to the company.

Think about it this way: preboarding is the stage between the day the candidate signs a new job offer and their first day on the job.

Onboarding starts on that first day going forward. We’ve talked about this elsewhere, including in the 30-60-90 day onboarding framework – download our ebook on that now!

Download our 30-60-90 day onboarding framework

A structured onboarding strategy is key to setting your employees – and your business – for success. Our comprehensive ebook gives you everything you need.

Get my free ebook

Preboarding in action: a closer look

Preboarding can encompass various activities, including::

  • Sending welcome emails and company swag
  • Completing essential paperwork
  • Introducing the new hire to their team
  • Setting up the new hire’s workstation
  • Providing logistical details like parking, dress code, and first-day and first-week schedule

Here are three potential real-life preboarding examples:

Example 1: Welcome email and orientation

Scenario: Ayesha, recently hired as a project coordinator, receives a personalized welcome email from her new manager, Luis. The email outlines her first week at Global Tech Solutions, along with access to an online orientation module.

Details: The orientation module contains interactive content about the company’s history, mission, and core values, as well as introductions to key team members.

Impact: Ayesha feels welcomed and gains a solid understanding of the company culture, easing her transition into the team.

Example 2: Remote workstation setup and introduction

Scenario: Carlos, joining as a software developer, receives a shipment containing his work laptop, ergonomic accessories, and secure login details to Global Tech Solutions’ network.

Details: Along with the hardware, Carlos finds clear setup instructions and scheduled virtual IT support to assist him in configuring his home office.

Impact: Carlos appreciates the seamless setup process, which allows him to start exploring company resources and programming environments comfortably from home.

Related: Use VR in onboarding and set your new hires for success – Workable

Example 3: Mentorship and engagement

Scenario: Steve, the new HR executive, is introduced to his mentor, Elena, a senior HR manager, via a video call arranged by the HR department.

Details: Elena shares insights about the company’s HR policies, current projects, and team dynamics. She also schedules regular check-ins and offers guidance on navigating the company’s processes.

Impact: Steve feels supported and confident about his role, benefiting from Elena’s experience and establishing a valuable internal network before his first day.

Best practices in preboarding

There are some best practices in mind when building your preboarding process:

1. Personalize the experience

New hires are literally the new kids in school. It’s a weird and exciting time and they don’t know anyone at work. From customized welcome messages to assigning a mentor, personal touches can make a significant difference.

2. Keep the communication channels open

New hires will have a lot of questions. Don’t leave them in a vacuum. Regular updates and check-ins can alleviate uncertainties and build excitement.

3. Automate administrative tasks

Managing a large number of new hires can be daunting. Streamlining paperwork and formalities through digital platforms not only saves time and resources but also reduces errors and environmental impact​​.

The preboarding promise

Preboarding might often be overshadowed by its more prominent cousin, onboarding, but its impact is undeniable.

It’s a crucial phase that can significantly influence a new hire’s outlook, engagement, and productivity.

In an era where the first impressions count more than ever, preboarding is not just a nice-to-have; it’s a strategic imperative. Your new employees – and your colleagues tasked with improving the bottom line – will thank you.

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Reverse ageism: why do companies avoid Gen Z workers? https://resources.workable.com/stories-and-insights/reverse-ageism-why-are-companies-steering-clear-of-gen-z-workers Wed, 17 Jan 2024 17:59:08 +0000 https://resources.workable.com/?p=92824 Age discrimination is rampant in the United States. It can be challenging to get a job you are qualified for when you’re 22 years old. Wait, what? Okay, so legally, age discrimination isn’t illegal unless you are discriminating against people who are over the practically dead age of 40. (At least from a federal perspective […]

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Age discrimination is rampant in the United States. It can be challenging to get a job you are qualified for when you’re 22 years old.

Wait, what?

Okay, so legally, age discrimination isn’t illegal unless you are discriminating against people who are over the practically dead age of 40. (At least from a federal perspectivesome US states prohibit age discrimination from 18.)

However, discrimination is happening frequently to the youngest members of the workforce – Gen Z.

A survey conducted by Intelligent.com in December 2023 found that many employers are steering clear of Gen Z employees.

If you ask me, I think the goal is to show how awful Gen Z is, and instead, it demonstrates three things to me:

  1. Every generation thinks the next generation is lazy and awful.
  2. If all laziness and awfulness of Gen Z is true, boy, Gen X, and Baby Boomers are bad parents.
  3. There is something wrong with our universities.

Let’s break this down, first by looking at the survey results:

The survey results

The survey found that many managers prefer working with older, more experienced employees and are willing to pay a premium to ensure that.

Here are some key points from the Intelligent.com study:

  • 38% of employers avoid hiring recent college graduates in favor of older employees
  • 1 in 5 employers have had a recent college graduate bring a parent to a job interview
  • 58% say recent college graduates are unprepared for the workforce
  • Nearly half of employers have had to fire a recent college graduate
  • 53% say recent college grads struggle with eye contact
  • 50% say recent college grads ask for unreasonable compensation
  • 47% say candidates show up dressed inappropriately
  • 21% say candidates refused to turn on cameras for video interviews
  • 63% say new grads can’t handle their workload

Watch me tsk tsk about these horrible Gen Zs who don’t even know about dress codes and leaving Mommy at home! (Not to be sexist, but I’m willing to bet dollars to donuts that it wasn’t Dad who showed up at the job interview.)

But first, I’m going to shame the adults in the room.

1. Every generation thinks the next generation is lazy and awful.

This really shouldn’t be a shock to anyone. Paul Fairie, a researcher at the University of Calgary, posted a brilliant thread on

Twitter detailing how each generation complains about the younger generation – going back to 1894. He could even have gone further back to sometime around 300-600 BC, when Greeks complained that children “began to be the tyrants, not the slaves, of their households.”

The reality is that younger people will never be as good at being like older people precisely because they are younger. They have to be trained. They have to learn by experience. There’s no royal road to maturity. Complaining about young people just makes you sound, well, old.

2. If all laziness and awfulness of Gen Z is true, boy, Gen X, and Baby Boomers are bad parents.

Who are the hiring managers making these decisions? Why, some millennials, of course, whose oldest children are the younger Gen Zs.

But primarily, hiring managers fall into the forgotten Gen X with some Baby Boomers still hanging on down the home stretch to retirement.

And who raised these good-for-nothing Gen Zs who don’t have the sense to put some pants on, turn on their cameras, and cover their tattoos for a job interview? Well, that would be Gen X and the younger boomers.

Yes, it’s ridiculous that we (as a Gen Xer, I feel like I can say “we” here) complain that parents show up for interviews. Who is showing up? It’s not Gen Z that is going to their toddler’s job interviews. It’s the Gen X and Boomer parents. Whose fault is that? Again, not Gen Z.

Why doesn’t Gen Z know how to dress appropriately for a job interview? Perhaps it was because Mommy and Daddy ran to the school to complain about dress codes. When you’re fighting for the right for your son to have his waistband fall below his rear end and your daughter to have her midriff showing, don’t be surprised when your little darlings don’t know how to dress for a job interview.

You’ve spent 22 years saying, ”You be you, honey. Clothes don’t matter.” It turns out children do listen – sometimes.

3. There is something wrong with our universities.

Where does Gen Z get wildly inappropriate ideas about reasonable salaries? Well, from school, of course. A joint survey from PublicSquare and RedBalloon of business owners found that 91% believe universities “are fostering unrealistic expectations among students regarding post-graduation and professional life.”

Yikes.

Students graduate expecting the salaries of people who have worked for years and the responsibilities to match. Sixty-three percent said salary expectations were off, and 50%had false beliefs about work difficulty.

Parents send their children to university so that their children can get good jobs. That’s clear, but it’s not necessarily what universities are doing. Instead, some universities are fostering an environment where every need is handled.

For instance, at Stanford University, there are more administrators and faculty members than actual students. Businesses run much more lean than that. You’re expected to be responsible for yourself and carry out tedious tasks you don’t want to do.

Overall, work is called work because it’s hard. That’s why people pay you. It’s not all fun and games. Workable CEO Nikos Moraitakis made that clear in an interview about the work experience at his company in 2018:

“You will sit in an office, work on what are undoubtedly interesting problems with a pretty significant amount of data, designing a beautiful product on the way. … [Work] involves doing a lot of things that you would rather not be doing, but down the line, there may be something in it that may improve the way a lot of people work.”

[Work] involves doing a lot of things that you would rather not be doing, but down the line, there may be something in it that may improve the way a lot of people work.

And perhaps, look in the mirror before complaining about Gen Z. Young people being young people is expected. But the more significant problems? Well, older generations caused those. Stop accompanying your child on job interviews. Problem solved.

And one more thing; Of course, companies are willing to pay experienced workers more than inexperienced workers. This isn’t discrimination. This is smart. Imagine how people would complain if you paid Emily and Jacob at 22 with one internship, the same salary as Jennifer and Michael with 30 years of experience.

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Top AI in Hiring statistics in 2024 https://resources.workable.com/stories-and-insights/top-ai-in-hiring-statistics Wed, 17 Jan 2024 17:07:56 +0000 https://resources.workable.com/?p=92823 The integration of AI in recruitment processes not only promises enhanced efficiency and effectiveness but also brings forth new challenges and opportunities.  This article explores the diverse effects of AI on the recruitment sector, gathering insights from multiple credible sources.  We explore the market size and growth, adoption and utilization of AI tools, their efficiency, […]

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The integration of AI in recruitment processes not only promises enhanced efficiency and effectiveness but also brings forth new challenges and opportunities. 

This article explores the diverse effects of AI on the recruitment sector, gathering insights from multiple credible sources. 

We explore the market size and growth, adoption and utilization of AI tools, their efficiency, and effectiveness in accelerating hiring processes, as well as the perceptions and attitudes towards AI in the recruitment sector. 

Additionally, we address the concerns and challenges associated with AI integration, its role in reducing bias and enhancing diversity, future expectations and predictions, and the trends in investment and budget allocation towards AI in recruitment. 

The data presented offers a comprehensive understanding of AI’s current and potential future role in transforming the recruitment landscape.

Top AI in Hiring statistics

The following statistics are divided into eight specific categories addressing the market’s perception of AI.

1. Market size and growth

Increase in AI importance: 78.9% foresee an increase in AI importance and usage in the workplace, with only 4% predicting a decrease. [Source: AI in Hiring and Work 2024 Survey]

Global market size: AI recruitment industry’s global market size is $590.50 billion as of 2023. [Source: FnF Research]

Projected growth: Enterprise sector of AI recruitment to grow at a CAGR of 6.17% between 2023 to 2030. [Source: World Economic Forum]

Market projections: Global AI recruitment market to reach $942.3 million by 2030. [Source: FnF Research]

2. Adoption and utilization of AI in recruitment

Growth in AI tool usage: 68.1% see an increase in the use of AI tools in recruitment. [Source: AI in Hiring and Work 2024 Survey]

Global AI usage: Since the pre-COVID period, 88% of companies globally have been utilizing AI technology in HR, including recruitment.  [Source: SHRM]

AI in companies: 24% of companies use AI to hire talented employees. [Source: Sage Group]

AI for talent management: 60% of organizations use AI to manage talent as of 2024. [Source: McKinsey]

3. Efficiency and effectiveness of AI

Acceleration in hiring process: 44.2% report significant acceleration in the hiring process due to AI. [Source: AI in Hiring and Work 2024 Survey]

Time-saving: 44% of recruiters and 67% of hiring decision-makers see AI’s main advantage as its ability to save time. [Sources: Tidio]

Candidate sourcing: 72% of recruiters find AI most useful for candidate sourcing. [Source: LinkedIn]

Reduction in hiring time: Hilton reduced time to fill positions by 90% using AI. [Source: Medium]

4. Perceptions and attitudes towards AI

Mixed feedback in accounting/finance: 38.7% in Accounting/Finance give mostly positive feedback on AI in hiring. [Source: AI in Hiring and Work 2024 Survey]

Positive impact: 67% of HR professionals believe AI has a positive impact on recruitment. [Source: Tidio]

Public skepticism: 66% of U.S. adults would not apply for a job using AI for hiring decisions. [Source: Pew Research Center]

Racial or ethnic bias concerns: 37% of American adults think racial or ethnic bias is significant in hiring. [Source: Pew Research Center]

5. Concerns and challenges about AI

Technical difficulties in AI integration: 46.2% face technical difficulties in integrating AI. [Source: AI in Hiring and Work 2024 Survey]

Exclusion of unique talents: 35% of recruiters worry AI may exclude candidates with unique skills and experiences. [Source: Zippia]

Fear of replacement: 5% of HR leaders are concerned about AI taking over their jobs. [Source: Global CHRO AI indicator report]

24% of workers are worried AI will make their job obsolete [Source: CNBC]

6. Bias reduction and diversity enhancement

Challenges in hiring bias and data privacy: Top challenges include hiring bias (40%) and data privacy concerns (37.2%). [Source: AI in Hiring and Work 2024 Survey]

Reducing unintentional bias: 68% of recruiters believe AI will remove unintentional bias. [Source: Tidio]

Screening challenges: 43% of HR professionals find screening candidates the most challenging task. [Source: Ideal]

Onboarding preferences: 76% of people wouldn’t mind being onboarded by AI. [Source: Tidio]

7. Future expectations and predictions

Transformative impact anticipated: AI’s transformative impact on hiring processes is widely anticipated. [Source: AI in Hiring and Work 2024 Survey]

AI’s future role: 79% of recruiters believe AI will soon make hiring and firing decisions. [Source: Tidio]

AI decision acceptance: 31% would agree for AI to decide their hiring, 75% if there’s human involvement. [Source: Tidio]

AI in future recruitment: 77% of HR professionals believe people won’t have to be involved in the recruitment process at all soon. [Source: Tidio]

8. Investment and budget allocation

Increased budget in construction and IT/Technology/SaaS: These industries are likely to increase budget allocation for AI, indicated by the growing trend in AI usage. [Source: AI in Hiring and Work 2024 Survey]

Budget allocation in SMBs: 35.5% of small and medium businesses allocate budget toward AI recruiting tools. [Source: Statista]

Investment in AI-powered software: According to a survey conducted by MIT Tech Review, nearly half of the 600 firms surveyed stated that they plan to increase their spending on data infrastructure and AI by over 25% in the upcoming year.  [Source: MIT Tech Review]

AI is important for the workplace

The integration of AI in recruitment signifies a major shift in the hiring paradigm, offering both remarkable opportunities and notable challenges. 

As the data suggests, there is a growing recognition of AI’s importance in the workplace, with a significant number of companies adopting AI tools to enhance their recruitment processes. 

While AI has shown potential in accelerating hiring, reducing biases, and improving overall efficiency, it also presents technical challenges and raises concerns about data privacy and the potential overlooking of unique talents. 

The future of AI in recruitment is widely anticipated to be transformative, with industries increasingly allocating budgets to harness its capabilities. 

As we move forward, it is crucial for organizations to navigate these changes thoughtfully, balancing the technological advancements with the human aspects of recruitment to achieve a more efficient, fair, and inclusive hiring process.

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Events Marketing Manager job description https://resources.workable.com/events-marketing-manager-job-description Tue, 16 Jan 2024 14:49:45 +0000 https://resources.workable.com/?p=92821 An Events Marketing Manager is a professional specializing in planning, organizing, and executing marketing events to promote a company’s brand, products, or services. They bring creativity and strategic marketing insights to enhance event impact and lead generation. What is an Events Marketing Manager? An Events Marketing Manager is a dynamic role within a company’s marketing […]

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An Events Marketing Manager is a professional specializing in planning, organizing, and executing marketing events to promote a company’s brand, products, or services. They bring creativity and strategic marketing insights to enhance event impact and lead generation.

What is an Events Marketing Manager?

An Events Marketing Manager is a dynamic role within a company’s marketing department, focusing on creating and managing events as a key part of the marketing strategy. This role involves planning and executing various events, from conferences to promotional events, aligning them with the company’s overall marketing goals. The manager is responsible for crafting events that effectively communicate the brand’s message, engage the target audience, and generate leads.

What does an Events Marketing Manager do?

An Events Marketing Manager orchestrates all aspects of marketing events, from initial planning to post-event analysis. They work closely with vendors and organizers to ensure seamless execution, manage collateral creation, and are responsible for on-site event management.

The manager plays a pivotal role in lead generation campaigns associated with events and collaborates with internal teams like creative, product marketing, and sales. They also develop marketing materials and ensure events align with the company’s branding and marketing objectives.

Their goal is to create memorable, impactful events that resonate with attendees and drive business goals, requiring creativity, strategic planning, and excellent organizational skills.

Responsibilities:

  • Leading and ensuring the success of all event preparations and executions.
  • Managing relationships with vendors, organizers, and attendees.
  • Developing and implementing lead generation campaigns.
  • Designing marketing and promotional materials for events.

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Enterprise Account Executive job description https://resources.workable.com/enterprise-account-executive-job-description Tue, 16 Jan 2024 12:22:53 +0000 https://resources.workable.com/?p=92820 An Enterprise Account Executive is a sales professional specializing in identifying, pursuing, and closing business opportunities with large corporate clients, often focusing on selling complex solutions or software-as-a-service (SaaS) products. What is an Enterprise Account Executive? An Enterprise Account Executive is a key player in the sales team of a company, primarily focused on engaging […]

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An Enterprise Account Executive is a sales professional specializing in identifying, pursuing, and closing business opportunities with large corporate clients, often focusing on selling complex solutions or software-as-a-service (SaaS) products.

What is an Enterprise Account Executive?

An Enterprise Account Executive is a key player in the sales team of a company, primarily focused on engaging with large-scale corporate clients. They are responsible for driving sales and revenue by forging strong relationships with enterprise-level customers. Their role is crucial in understanding the unique needs of large businesses and offering tailored solutions that meet these requirements.

The position demands a deep understanding of the company’s products or services, the ability to articulate their value proposition effectively, and a strategic mindset to navigate complex sales cycles.

What does an Enterprise Account Executive do?

An Enterprise Account Executive is tasked with identifying and developing new business opportunities in the enterprise market segment. They conduct in-depth research to understand the specific needs of large-scale clients and tailor presentations and product demonstrations to these prospects. Their job involves managing the entire sales cycle, from lead generation to closing deals.

They negotiate terms and pricing with clients, ensuring mutually beneficial agreements are reached.

The role requires maintaining accurate records of all sales activities and pipeline management using CRM tools. Enterprise Account Executives must also collaborate with various departments, including marketing and customer support, to ensure a cohesive approach to enterprise sales and maintain high levels of customer satisfaction.

Responsibilities:

  • Achieving sales targets on a monthly and quarterly basis.
  • Creating new business opportunities from qualified leads.
  • Presenting product demonstrations to prospective clients.
  • Negotiating pricing and closing agreements.

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Top job boards in Singapore for posting your job ads https://resources.workable.com/tutorial/top-job-boards-in-singapore Mon, 15 Jan 2024 15:54:57 +0000 https://resources.workable.com/?p=92819 While generalist boards like JobsDB and JobStreet remain popular, niche platforms catering to specific industries or job types are gaining traction.  For instance, FastJobs specializes in non-executive roles, offering a streamlined process for this specific segment. The advantage of these niche boards is their ability to target and attract a more focused group of candidates, […]

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While generalist boards like JobsDB and JobStreet remain popular, niche platforms catering to specific industries or job types are gaining traction. 

For instance, FastJobs specializes in non-executive roles, offering a streamlined process for this specific segment. The advantage of these niche boards is their ability to target and attract a more focused group of candidates, leading to a more efficient recruitment process.

However, with the plethora of options available, the challenge for HR professionals and SMB employers in Singapore is twofold. 

First, there is the need to identify which platforms are most suitable for their specific requirements. This decision should be informed by factors such as the industry sector, the level of the position being filled, and the desired candidate profile. 

Secondly, there is the imperative to utilize these platforms effectively. This means not only posting jobs but also engaging with the platform’s additional features to improve the quality and relevance of applicant flow.

In the following section, we will delve into the specifics of various leading job boards, providing insights into their unique features and how they can be leveraged effectively in your recruitment strategy.

Top job boards in Singapore 

Here are six top choices to consider if you are actively looking for new candidates. 

FastJobs

FastJobs differentiates itself by focusing exclusively on non-executive roles, providing a fast and efficient way for employers to connect with job seekers in this segment. Its simplified application process and mobile-first approach make it highly accessible to a broad range of job seekers, ensuring a high volume of applications. FastJobs is particularly effective for SMBs looking to fill roles quickly and without the complexities of more traditional recruitment processes.

JobsDB

JobsDB, as Asia’s preferred destination for job seekers, provides a comprehensive platform for

employers across various industries. Its extensive database and powerful search capabilities allow HR professionals to pinpoint suitable candidates effectively. JobsDB also offers insightful market trend reports, which can be invaluable for understanding the employment landscape in specific sectors or regions.

JobStreet 

JobStreet is renowned as Southeast Asia’s largest online employment company. Its appeal lies in its expansive reach and depth in the ASEAN job market. JobStreet offers a range of recruitment solutions, including job posting, candidate sourcing, and employer branding services. Its advanced matching technology ensures that employers receive applications from candidates who closely match their requirements, thereby streamlining the recruitment process.

MyCareersFuture

This government-supported portal in Singapore focuses on prioritizing local job seekers, including Singapore Citizens and Permanent Residents. It is known for its advanced search algorithms that efficiently match candidates with SMEs based on skills and competencies. Additionally, MyCareersFuture offers salary benchmarking data, providing valuable insights based on government and industry information. It’s a comprehensive platform designed to align job opportunities with the local workforce’s needs and capabilities.

STJobs

Owned by Singapore’s leading newspaper, The Straits Times, STJobs offers high visibility among local job seekers. The platform covers more than 700 industry segments, making it versatile for diverse SMBs. One of its notable features is the opportunity for employers to participate in career fairs, facilitating direct interactions with potential candidates. STJobs has established itself as a trusted source for job listings in Singapore, catering to a wide range of employment needs.

JobCentral

JobCentral is among Singapore’s largest job portals, attracting an average of 1 million monthly page views. It offers customized employer branding options, allowing companies to enhance their visibility and appeal to potential candidates. Additionally, the platform provides industry insights and labor market trend reports, which are crucial for employers to strategize their recruitment effectively. JobCentral is a valuable resource for businesses looking to understand and adapt to the evolving job market in Singapore.

StartUp Jobs Asia

Specifically catering to the startup ecosystem, StartUp Jobs Asia is an ideal platform for early-stage SMBs. It provides access to over 25,000 registered startup talents, offering a concentrated and quality talent pool. Notably, the platform offers free job postings for early-stage startups, making it a budget-friendly option for new companies. StartUp Jobs Asia is a go-to resource for startups seeking specialized talents to fuel their growth and innovation.

Tips for maximizing your hiring with job boards 

Okay, now that you know where to post a job ad when seeking candidates from Singapore, the second thing you need to consider is utilizing the job boards to their fullest capabilities. 

Here are some strategies and best practices for HR professionals to maximize the benefits of job boards.

1. Understand each platform’s unique features

Different job boards offer various functionalities, such as AI-driven candidate matching, applicant tracking systems, and integration with social media. Familiarize yourself with these features to utilize each platform optimally.

2. Refine your job listings

Craft clear and concise job descriptions. Highlight key responsibilities, required qualifications, and any unique company benefits. This clarity helps attract suitable candidates and filters out unqualified applications.

3. Use advanced search and filtering

Leverage the advanced search and filtering options provided by job boards to narrow down candidate pools. This can include filters based on skills, experience, location, and more, helping you find the most relevant candidates efficiently.

4. Engage in employer branding

Utilize job boards as a platform to showcase your company culture and values. This can include company profiles, employee testimonials, and insights into the work environment. A strong employer brand attracts not only qualified candidates but also those who align with your company’s ethos.

5. Leverage analytics and reports

Many job boards offer analytics and performance reports. Use these tools to gain insights into the effectiveness of your job postings, applicant flow, and more. This data can help refine your recruitment strategies over time.

6. Develop a candidate engagement strategy

Engage with candidates throughout the recruitment process. This includes timely responses to applications, providing feedback, and maintaining communication. A positive candidate experience can enhance your employer brand and attract future talent.

7. Integrate with HR technology

Many job boards offer integrations with HR software and applicant tracking systems. Utilize these integrations to streamline your recruitment process, maintain candidate databases, and ensure efficient workflow management.

8. Stay updated with market trends

Job boards can provide valuable insights into current market trends, salary benchmarks, and skill demand. Stay informed about these trends to ensure your job listings and offers remain competitive and attractive.

9. Focus on diversity and inclusion

Consider job boards that offer features or are known for promoting diversity and inclusion. This can help you reach a broader and more diverse candidate pool, contributing to building a more inclusive workplace.

10. Continuous learning and adaptation 

The job board landscape is continually changing. Stay agile and open to adopting new platforms or features that emerge, ensuring your recruitment strategy remains current and effective.

By understanding and leveraging these platforms effectively, HR professionals and SMB employers can optimize their recruitment strategies, ensuring they attract the best talent available. In an ever-evolving job market, staying informed and adaptable is key to successful recruitment.

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Director of Paid Marketing Programs job description https://resources.workable.com/director-of-paid-marketing-programs-job-description Mon, 15 Jan 2024 12:42:12 +0000 https://resources.workable.com/?p=92818 A Director of Paid Marketing Programs is a senior marketing role responsible for strategizing, executing, and managing paid marketing campaigns across multiple channels, ensuring effective spend of budgets to maximize growth and reach business objectives. Use this Director of Paid Marketing Programs job description template to advertise open roles for your company. Be sure to […]

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A Director of Paid Marketing Programs is a senior marketing role responsible for strategizing, executing, and managing paid marketing campaigns across multiple channels, ensuring effective spend of budgets to maximize growth and reach business objectives.

Use this Director of Paid Marketing Programs job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Director of Paid Marketing Programs?

A Director of Paid Marketing Programs is a strategic role within a company, focusing on the management and execution of paid advertising campaigns across various channels. This position involves comprehensive planning, budgeting, and execution of marketing strategies to increase brand visibility, generate leads, and drive sales. The director is responsible for ensuring that all paid marketing efforts are cohesive, targeted, and effectively aligned with the company’s overall marketing and business goals.

What does a Director of Paid Marketing Programs do?

The Director of Paid Marketing Programs oversees the development and implementation of paid marketing strategies. They are responsible for managing budgets, analyzing campaign performance, and optimizing strategies for maximum ROI. The role involves coordinating with internal teams and external agencies to create compelling and effective advertising content. They analyze market trends, consumer behavior, and the competitive landscape to adjust campaigns accordingly.

This role is crucial in driving growth and customer acquisition, requiring an in-depth understanding of digital marketing tools, platforms, and analytics. The director also plays a key role in team leadership, fostering innovation, and ensuring that all marketing efforts are synergistic and aligned with business objectives.

Responsibilities:

  • Developing and executing multi-channel marketing campaigns.
  • Managing agencies and third-party vendors for marketing activities.
  • Tracking, measuring, and reporting on campaign results.
  • Collaborating with various teams to develop creative and on-brand content.

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Director of Enterprise Sales job description https://resources.workable.com/director-of-enterprise-sales-job-description Mon, 15 Jan 2024 12:28:27 +0000 https://resources.workable.com/?p=92817 A Director of Enterprise Sales is a strategic leader in a company responsible for driving sales growth within the enterprise segment. This role involves leading a sales team, developing strategies, and building relationships with key clients to achieve ambitious sales targets. Use this Director of Enterprise Sales job description template to advertise open roles for […]

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A Director of Enterprise Sales is a strategic leader in a company responsible for driving sales growth within the enterprise segment. This role involves leading a sales team, developing strategies, and building relationships with key clients to achieve ambitious sales targets.

Use this Director of Enterprise Sales job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Director of Enterprise Sales?

A Director of Enterprise Sales is a senior leadership position responsible for guiding and overseeing the sales activities within the enterprise segment of a business. This role is pivotal in strategizing and executing plans to capture significant sales opportunities in large organizations. They are accountable for setting goals, developing sales strategies, and ensuring their team aligns with the company’s broader business objectives. The role demands a deep understanding of complex sales cycles, large deal negotiations, and effective team management.

What does a Director of Enterprise Sales do?

A Director of Enterprise Sales leads a team of sales professionals focused on selling products or services to large organizations. They set sales targets, develop strategic plans to penetrate enterprise markets, and ensure the execution of these plans. This role involves coaching and mentoring the sales team, engaging directly in high-value customer interactions, negotiating deals, and working closely with other departments to ensure a cohesive approach. They analyze market trends, customer needs, and sales performance to refine strategies continually. The director is also responsible for recruiting top sales talent, fostering a high-performance culture, and maintaining strong relationships with key enterprise clients.

Director of Enterprise Sales responsibilities include:

  • Owning and achieving sales targets for the enterprise segment.
  • Managing and coaching a team of Enterprise Account Executives.
  • Actively engaging in customer interactions and closing deals.
  • Developing strategic territory plans and maintaining pipeline accuracy.

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Managing product features and launches: a runner’s training plan https://resources.workable.com/tutorial/prioritizing-product-features-a-runners-training-plan Fri, 12 Jan 2024 17:28:11 +0000 https://resources.workable.com/?p=92809 Ever since I started running and training for road races, I find myself drawing parallels between my journey into the dynamic world of run training and the ever-changing landscape of product management. Then, all of a sudden, everything starts clicking! Today’s adventure involves exploring how I – and many product managers like me – navigate […]

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Ever since I started running and training for road races, I find myself drawing parallels between my journey into the dynamic world of run training and the ever-changing landscape of product management.

Then, all of a sudden, everything starts clicking!

Try Workable's HR software

You can hire with Workable, and you can also onboard and manage your new employees all within the same platform without messy integrations.

Learn more

Today’s adventure involves exploring how I – and many product managers like me – navigate the challenges of prioritizing feature requests.

I like picturing this like I am using a toolkit of run training techniques, making sure our product is always geared up and ready for the race ahead. Just like – as a runner – I carefully plan my training routine for a race, as a product manager I strategically prioritize features to ensure our product is always ready to tackle the challenges ahead.

So, grab your running shoes and let’s take a jog through the world of feature prioritization. It’s like a casual run training in the park, but for products (or any kind of management, really!). Ready? Let’s go!

Related: The court of collaboration: thriving as a product manager

1. Interval training: Addressing immediate needs

In the realm of running, interval training involves alternating between high and low-intensity bursts. Just like the ebb and flow of interval training in my running routine, I tackle urgent user needs in my role as a Product Manager.

Prioritizing features that hold immediate value and are frequently requested feels a lot like the high-energy intervals of a run – where every stride is purposeful.

These features are the equivalent of finding the perfect running route or hitting a personal best during a race. They’re the sprint intervals that move a product manager closer to the finish line of an exceptional user experience.

2. Long runs: strategic vision and comprehensive features

Picture our product development journey as a vibrant landscape, where just like in my favorite running routine, long runs take center stage helping me build endurance and stamina.

As both a Product Manager and an enthusiastic runner, I see these long runs as more than just a training backbone — they’re like the heart and soul of our strategic game plan.

In the world of features, I approach them with the same spirit. Prioritizing isn’t just a tactical move; it’s a commitment to our product’s long-term vision and strategic goals.

These features are the stretches of our development journey, carefully planned and executed to align with our product’s strategy and vision. It’s not just about the run; it’s about the joy of a sustained, successful pace.

3. Hill training: conquering challenges

In running, hill training is essential for building strength and mastering tricky terrain. Similarly, as a PM, I like to approach challenges in a similar way, prioritizing features that tackle complex issues head-on.

Think of these as uphill sprints in our development process — each one not only enhances the product’s capabilities but also helps us overcome obstacles in the competitive landscape.

It’s about building the stamina to navigate the twists and turns, ensuring our product stands strong in the face of challenges.

4. Easy runs: low-effort, high-impact features

Easy runs are not just about covering miles; they play a crucial role in recovery and rejuvenation. It’s important to embrace a comparable strategy in the product management world by prioritizing low-effort, high-impact features.

These carefully chosen additions bring significant value without imposing undue strain on our resources, allowing the team to recover while still making steady progress in moving the product forward.

Think of it like those refreshing pauses during an easy run, where both the body and mind get a chance to recalibrate before tackling the next challenging stretch. These low-effort, high-impact features serve as our rejuvenation phase.

They ensure our development journey remains sustainable, energized, and conducive to long-term success. It’s about recognizing the importance of balance, acknowledging that recovery is just as vital as the strides we take towards progress.

5. Tapers: focusing on refinement

As both a Product Manager and a passionate runner, I see the flow of race preparation reflected in our product development cycles. Just like I’d incorporate tapering to peak before a race, as a Product Manager I like to embrace my own version of “tapers.”

In the running world, tapering involves strategically reducing mileage to optimize performance on race day. Likewise, during our “taper” phases in product management , the team focuses intently on refinement.

It’s a process where we fine-tune existing features, ensure optimal performance, and eliminate any remaining bugs, sculpting our product into a polished and efficient gem.

Just as I’d aim for peak performance at the starting line at a race, our ‘taper’ moments are designed to ensure our product is finely tuned and ready to shine when it matters most.

It’s about hitting the sweet spot, where every stride in development leads to a product that’s not just efficient but truly exceptional.

Product management needs a well-balanced training plan

Just as a successful runner incorporates a variety of training techniques to prepare for a race, product managers strategically prioritize features to keep their product in peak condition.

By embracing intervals for quick wins, planning long runs for sustained success, conquering uphill challenges, focusing on easy runs for efficiency and incorporating tapers for refinement and fine-tuning, we ensure a well-balanced and effective training plan for our product.

So, whether you’re hitting the pavement or the product backlog, remember: every feature prioritized is a step closer to achieving your product management race goals.

Happy running, and may your products always cross the finish line with success!

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Director of Customer & Community Marketing job description https://resources.workable.com/director-of-customer-community-marketing-job-description Fri, 12 Jan 2024 13:50:59 +0000 https://resources.workable.com/?p=92807 A Director of Customer & Community Marketing is a strategic leader responsible for building and nurturing a community of customers, fostering engagement, advocating for customer needs, and driving brand loyalty and growth through innovative community-focused initiatives. Use this Director of Customer & Community Marketing job description template to advertise open roles for your company. Be […]

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A Director of Customer & Community Marketing is a strategic leader responsible for building and nurturing a community of customers, fostering engagement, advocating for customer needs, and driving brand loyalty and growth through innovative community-focused initiatives.

Use this Director of Customer & Community Marketing job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Director of Customer & Community Marketing?

A Director of Customer & Community Marketing is a key role focused on cultivating a strong, active community around a brand. This position involves understanding customer needs and creating spaces for interaction and engagement. The director strategizes on ways to harness the power of the community to drive brand loyalty, customer retention, and business growth. They are responsible for creating a sense of belonging and connection among customers, enhancing the customer experience, and leveraging customer insights for brand development.

What does a Director of Customer & Community Marketing do?

A Director of Customer & Community Marketing leads initiatives to build and maintain a vibrant community of customers. They develop programs to encourage customer interaction, collaboration, and advocacy. This role involves designing and implementing strategies to engage customers, creating referral and advocacy programs, managing social media presence, and developing content and events that resonate with the community. The director’s goal is to create a loyal customer base that actively participates in and advocates for the brand.

Responsibilities:

  • Design and build an engaging customer and prospect community.
  • Develop and manage customer advocacy and referral programs.
  • Create campaigns to increase customer engagement, renewals, and expansion.
  • Engage customers on social media and through various channels.

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Make Workable your recruiting copilot with AI Email assistance https://resources.workable.com/backstage-at-workable/make-workable-your-recruiting-copilot-with-ai-email-assistance/ Mon, 12 Feb 2024 19:21:51 +0000 https://resources.workable.com/?p=92799 Workable’s AI tech is continuing to evolve. From writing job descriptions, suggesting and resurfacing candidates, creating interview questions and now composing emails, there’s so much AI can help with. Our vision for AI is to act as your copilot in hiring. Let Workable do the lifting to provide guidance and suggestions while decision-making stays with […]

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Workable’s AI tech is continuing to evolve. From writing job descriptions, suggesting and resurfacing candidates, creating interview questions and now composing emails, there’s so much AI can help with. Our vision for AI is to act as your copilot in hiring. Let Workable do the lifting to provide guidance and suggestions while decision-making stays with you and your hiring team.

This latest update focuses on outreach to passive candidates. We know it can be difficult and time-consuming to engage sourced candidates. That’s where Email assistance comes in.

Generate custom emails with AI to:

  • Increase response rates – AI-written emails with the right tone and content can boost responses from passive candidates.
  • Save time – effortlessly craft effective outreach, focusing on building relationships rather than spending time on manual drafting.
  • Enhance candidate experience – impress candidates with dynamic, personalized emails reflecting their resumes, ensuring a memorable and positive interaction.

Workable’s AI uses each candidate’s unique profile in combination with the job description to help you write a unique and engaging email every time.

Be on the lookout for more AI updates and improvements coming this year.

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Unlock more hiring insights with the Indeed Recruiter Extension https://resources.workable.com/backstage-at-workable/news-and-updates/unlock-more-hiring-insights-with-the-indeed-recruiter-extension/ Tue, 16 Jan 2024 15:40:37 +0000 https://resources.workable.com/?p=92796 The Indeed Recruiter Extension offers hiring insights, job visibility details and matched candidates, all from the comfort of Workable. It can be downloaded as a Google Chrome extension and it works in your browser when you’re using Workable. This new extension is one of many ways Workable’s best in class partnership with Indeed enhances the […]

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The Indeed Recruiter Extension offers hiring insights, job visibility details and matched candidates, all from the comfort of Workable. It can be downloaded as a Google Chrome extension and it works in your browser when you’re using Workable. This new extension is one of many ways Workable’s best in class partnership with Indeed enhances the recruitment experience.

  • Create more competitive job postings: When managing jobs in Workable, get insights like median salary and job title search terms and set your job apart while searching for top talent.
  • Save time with job visibility: Use Indeed’s Recruiter Extension to easily see if the jobs you’ve posted through Workable are live.
  • Match with quality candidates fast: Indeed’s extension can automatically recommend the top candidates that match for any job you post through Workable.

By combining the strengths of both platforms, this extension empowers recruiters to create more competitive job postings, save time through enhanced job visibility, and match with quality candidates at an unprecedented speed.

Install the extension in seconds by downloading it from the Chrome webstore. Use the extension in Workable to access hiring insights and other information from Indeed. Stay ahead in the recruitment game by harnessing the power of Workable and Indeed’s collaborative innovation.

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How to overcome bias with ChatGPT: a complete guide https://resources.workable.com/tutorial/how-to-overcome-bias-with-chatgpt Thu, 11 Jan 2024 19:10:52 +0000 https://resources.workable.com/?p=92735 As an HR professional, you should seek to be as fair and unbiased as you can during the hiring process. Sadly, this is more of an ideal to strive for than an attainable standard. We all have biases. We all come with expectations shaped by our past experiences. You naturally assume things about a person […]

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As an HR professional, you should seek to be as fair and unbiased as you can during the hiring process. Sadly, this is more of an ideal to strive for than an attainable standard. We all have biases. We all come with expectations shaped by our past experiences.

You naturally assume things about a person based on their race, their skin color, their first language, how much education they have, and how they present their outward gender.

It’s not your fault. You can’t help it. All of us do that. It’s how people are socialized.

AI tools, and ChatGPT in particular, offer you an interesting solution to this common HR challenge – that of overcoming your own unconscious bias in the hiring process.

 

ChatGPT is a tool that humans created, and its training data is not free of its own biases. That notwithstanding, ChatGPT can help you identify and remove various forms of bias from your own HR processes. You just need to know what to ask it.

This post will explore how you can use ChatGPT to overcome bias in a way that leads to a more equitable, diverse, and inclusive workplace, and offer use cases and example prompts for doing so.

Related: Can AI help beat unconscious bias in hiring? Yes, it can

The role of AI in overcoming HR bias

One of the things that AI tools do best and better than any human being can on their own is analyze large amounts of data, and identify patterns and trends that would be lost on an average human.

AI tools like ChatGPT can scan job descriptions, performance reviews, and candidate profiles and highlight where biases might occur.

That analysis can help you make a more fair hiring process. It makes the candidate hiring process more impartial and objective.

That isn’t to say that ChatGPT isn’t free from its own biases. Human beings make AI tools, and their training data is influenced by the same unconscious biases that their creators have. ChatGPT itself has gender bias that can affect the outcome of HR tasks.

Even so, ChatGPT and other AI tools can still be incredibly useful for you for finding and removing bias as an HR professional.

You just have to be aware of their limitations and use your own human judgment.

ChatGPT use cases for overcoming bias

ChatGPT’s versatility and adaptability mean you can do more or less anything you want with it. Its processing capabilities mean that it can pick up on minute details that you would miss on your own, and detect biases that you can’t.

Here are some of the ways you can use ChatGPT to detect and remove bias.

1. Blind resume screening

How much can you learn about a person just from their resume alone?

Alongside the skills and qualifications that help you decide whether a candidate is a potentially good fit for the role you’re trying to fill, their resume will also have their name, location, where they went to school, their area and zip/postal code, and other personal identifiers. These can influence your decision-making process in ways you’re not even fully aware of.

Use ChatGPT to anonymize the resume you’re scanning to swipe details like names, addresses, and educational institutions that might reveal their gender, race, and socioeconomic background.

Example prompt: Summarize the work experience and skills of this candidate without including any personal demographic information

2. Standardized interview questions

Every single person you interview will be given the same set of interview questions, delivered in the same way. However, each one of those candidates will be different.

You can use ChatGPT to ensure a consistent interview process in a way that focuses solely on the candidate’s skills and experiences. That helps keep the interview process fair across the board.

Try something like:

Example prompt: Generate a list of skill-based interview questions for a software engineering position ChatGPT

Or something a little more specific:

Example prompt: Create behavioral interview questions that assess problem-solving abilities for a project manager role.

Then, you can take those interview questions, and use the AI-powered Workable interview question generator to customize them into something more unique to the role and your company culture.

3. Bias training for HR staff

ChatGPT can be a handy learning tool for both you and your staff in recognizing the way biases influence your decisions and choices when sourcing and recruiting candidates.

You can use it to develop HR training modules for you and your team and simulate scenarios that help you address your biases, so you can work around them.

Educating yourself about bias isn’t just about awareness, but using tools and creating strategies that counteract biases altogether in day-to-day decision-making.

Create realistic scenarios and interactive training sessions where you and the rest of your HR team can identify and address bias in a controlled environment.

For instance, you can have ChatGPT make a training module that focuses on gender bias in hiring decisions. The module can include scenarios where gender bias might influence your hiring decision, and include questions and discussion points to help your staff find them.

Example prompt: Create a training module for an HR team on identifying and mitigating gender bias in hiring decisions

You can make training modules for racial bias as well.

Example prompt: Develop a scenario-based exercise to train HR staff in recognizing racial bias in performance evaluations. Make a detailed scenario, give the step-by-step training exercises, and make a detailed list of questions and discussion points.

4. Employee feedback analysis

HR teams rely on employee feedback to improve how they find, hire and let go of people. Manually sifting through a mountain of employee feedback forms on your own is not only time-consuming but can be affected by your own subjective interpretations and analysis.

ChatGPT can help you process large volumes of employee responses and feedback efficiently, and give actionable insights from them.

For example, if bias against a particular group is found in a certain department, your HR team can do a more in-depth investigation and intervention.

Example prompt: Summarize the key concerns related to diversity and inclusion from this employee survey

You can even have ChatGPT scan the employee feedback responses for workplace bias and identify problem areas:

Example prompt: Analyze these employee feedback responses and identify any recurring themes related to workplace bias

5. Job description optimization

You can start to remove gender and racial bias from your interview process at the very beginning.

How do you do that? You can have ChatGPT make neutral job descriptions that bring in a broad, diverse range of talent and appeal to a wider candidate pool.

Use ChatGPT to create job descriptions that avoid language that might unconsciously defer to certain groups or ethnicities.

Example prompt: Rewrite this job description to ensure it is gender-neutral and inclusive for all candidates

Or here’s an alternate take on the same prompt.

Example prompt: Identify and replace any potentially biased language in this job advertisement with more inclusive wording

Addressing ChatGPT’s own biases

ChatGPT is a tool made by people with their own biases, who trained it on data made by people who in turn have their own biases. AI tools are a reflection of the people who made them.

OpenAI, the company that makes ChatGPT, has addressed this issue in its FAQ section on the subject of ChatGPT bias. They call for the need for human oversight when reviewing any content or output made by ChatGPT.

Some things to be aware of:

  • The model is skewed towards Western views
  • The model might agree with a user’s strong opinion on political issues and reinforce them
  • The model performs best in English

Strategies for ChatGPT bias mitigation

You can use several strategies to mitigate the biases in ChatGPT’s own training:

  • Regular auditing: Audit ChatGPT for potential biases. Review the recommendations that AI tools give you and check them for patterns that demonstrate bias
  • Human oversight: Create a system of human oversight where ChatGPT’s decisions are reviewed by trained human HR professionals
  • Continuous learning: As AI tools evolve, incorporate learning and feedback from diverse datasets to help gradually reduce their bias
  • Transparency: Be open about the role of AI in your decision-making, and the measures taken to ensure fairness and objectivity

Make your hiring and recruiting bias-free with ChatGPT

Using ChatGPT, you can anonymize your resumes, create unbiased job applications, scan for gender and racial bias in your surveys and employee feedback, and even train your HR team to be aware of their own bias.

Just keep in mind that AI tools are not perfect and are impacted by the bias of their creators. Create systems and processes that account for that, minimizing their limitations and maximizing their potential.

If you want to dive deeper into this topic, check out our guide to checking for unconscious bias when screening candidates.

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Maybe a no-frills employee management tool is all you need https://resources.workable.com/stories-and-insights/employee-management-software-solutions Thu, 11 Jan 2024 14:50:02 +0000 https://resources.workable.com/?p=92725 An HRIS is not just about cutting costs, it’s about streamlining processes, improving employee engagement, and ultimately driving your business forward.  This article aims to shed light on the top basic HRIS solutions that are making waves in 2023 and 2024, perfectly tailored for small and medium-sized businesses. Why opt for a basic HRIS? According […]

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An HRIS is not just about cutting costs, it’s about streamlining processes, improving employee engagement, and ultimately driving your business forward. 

This article aims to shed light on the top basic HRIS solutions that are making waves in 2023 and 2024, perfectly tailored for small and medium-sized businesses.

Why opt for a basic HRIS?

According to a report by SHRM, 25% of companies have incorporated automation into their HR workflow, primarily to enhance the recruitment and hiring process. 

It’s simple. In a world where time is money, these systems offer straightforward, user-friendly platforms that cut through the complexity. They’re designed for businesses that need to manage their human resources effectively without the bells and whistles of more complex systems.

Consider this:  According to a State of Digital Maturity report in 2022, more than half (51%) of workers stated that they dedicate a minimum of two hours each day to repetitive tasks

Basic HRIS solutions can dramatically reduce this time, allowing you to focus on strategic initiatives that drive business growth. 

Moreover, for small businesses, these systems offer an affordable way to manage HR processes, without the hefty price tag of more elaborate systems. This is confirmed by a vast majority of professionals who support that AI has sped up the hiring process (89.7%) and reduced the time (85.4%) and cost (78%) spent on hiring, according to our recent AI in Hiring survey.

Try Workable's HR software

You can hire with Workable, and you can also onboard and manage your new employees all within the same platform without messy integrations.

Learn more

Top basic HRIS solutions for 2024

Now, let’s dive into some of the standout basic HRIS solutions that are currently making a difference for businesses like yours:

Workable

This system is a gem for organizations focusing on recruitment and talent acquisition. Workable offers a streamlined, intuitive interface that simplifies the entire hiring process as well as employee management.

Its capabilities range from job posting and candidate sourcing to applicant tracking, collaborative hiring, onboarding and time off management

What sets Workable apart is its powerful candidate search and its vast range of integrable tools, making it a go-to choice for companies aiming to enhance their recruitment process.

BambooHR

Specially designed for small and medium-sized businesses, BambooHR stands out with its contemporary interface and comprehensive features. 

From accurate reporting and applicant tracking to performance management and employee onboarding, it covers all the bases. 

SAP Success Factors

This system is a great fit for both small organizations and enterprises. Its strength lies in its cloud-based software, which provides mobility and an easy-to-navigate interface. 

UKG Pro (formerly UltiPro)

Known for its comprehensive suite of HR, payroll, talent management, and employee self-service features, UKG Pro is suitable for organizations of various sizes and industries. It’s user-friendly and scalable, making it a top choice for many.

Paycor

Paycor is another HRIS that is gaining popularity, especially among small to medium-sized businesses. It provides a user-friendly interface that covers HR, payroll, and timekeeping. Known for its robust reporting tools, Paycor helps businesses make data-driven decisions. Its flexibility and ease of use make it an excellent choice for businesses looking to streamline their HR processes.

These HRIS solutions represent a blend of simplicity, efficiency, and functionality. They are designed to cater to the diverse needs of small and medium-sized businesses, helping them to streamline their HR processes, enhance employee engagement, and ultimately contribute to their business growth.

Don’t choose an HRIS before checking this

When it comes to selecting the right HRIS for your organization, it’s not just about picking the most popular option or the one with the most features. 

It’s about finding the system that aligns best with your company’s specific needs, goals, and constraints. 

Here are key considerations to keep in mind:

1. Company size and scalability

The size of your organization plays a crucial role in determining which HRIS is suitable. A system that works well for a small business might not scale effectively for a larger enterprise. Consider not only your current size but also your growth plans.

2. Industry-specific needs

Different industries have unique HR requirements. For example, a manufacturing company might prioritize safety training and compliance, while a tech company might focus more on talent acquisition and retention.

3. User experience and accessibility

A system that is intuitive and easy to navigate ensures higher adoption rates among employees. Accessibility across devices, especially mobile, is increasingly important.

4. Integration capabilities 

Your HRIS should seamlessly integrate with other tools and systems in use, such as payroll, accounting, or project management software. This integration minimizes the need for duplicate data entry and streamlines processes.

5. Cost and return on investment

Budget is always a consideration. Weigh the cost of the HRIS against the benefits it provides. A more expensive system might offer a higher return on investment through time savings and efficiency gains.

6. Compliance and security

Ensure that the HRIS complies with relevant laws and regulations, especially those related to data privacy and security. The system should have robust security measures to protect sensitive employee data.

7. Support and training

Consider the level of support and training provided by the vendor. Good support can significantly ease the implementation process and help resolve any issues that arise.

8. Customization and flexibility 

The ability to customize the system to fit your specific HR processes and policies is crucial. A flexible system can adapt to changing business needs over time.

Remember, the goal of an HRIS is not just to automate HR tasks but to enhance your organization’s human capital management

The right system will help you attract, retain, and develop your employees, ultimately driving business success.

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Director of Demand Generation job description https://resources.workable.com/director-of-demand-generation-job-description Thu, 11 Jan 2024 13:35:54 +0000 https://resources.workable.com/?p=92724 A Director of Demand Generation is a strategic marketing leader responsible for developing and implementing tactics to increase market demand and generate leads, ultimately driving revenue growth for the company. Use this Director of Demand Generation job description template to advertise open roles for your company. Be sure to modify requirements and duties based on […]

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A Director of Demand Generation is a strategic marketing leader responsible for developing and implementing tactics to increase market demand and generate leads, ultimately driving revenue growth for the company.

Use this Director of Demand Generation job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Director of Demand Generation?

A Director of Demand Generation is a senior marketing role focused on creating and driving strategies that increase market awareness and generate demand for a company’s products or services. This role involves a comprehensive understanding of the market, customer behavior, and the sales funnel. The director uses this knowledge to develop targeted marketing campaigns and strategies aimed at attracting potential customers and nurturing them through the sales process.

What does a Director of Demand Generation do?

A Director of Demand Generation designs and executes marketing campaigns aimed at generating leads and driving sales. They work closely with sales and marketing teams to ensure a unified approach. Their role involves analyzing market trends, customer data, and campaign performance to continually refine and optimize demand generation efforts. They also manage budgets, build partnerships, and lead a team, ensuring that all activities align with the company’s growth objectives.

Director of Demand Generation responsibilities include:

  • Developing and implementing demand generation strategies and campaigns.
  • Aligning efforts with sales and marketing teams to drive revenue.
  • Using data analytics to measure and improve performance.
  • Managing demand generation budgets and forecasts.

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Director of Content Marketing job description https://resources.workable.com/director-of-content-marketing-job-description Thu, 11 Jan 2024 13:29:03 +0000 https://resources.workable.com/?p=92723 A Director of Content Marketing is a strategic leader responsible for developing and executing a content marketing strategy, leading a team of creators, and aligning content initiatives with business goals to engage customers and drive growth. Use this Director of Content Marketing job description template to advertise open roles for your company. Be sure to […]

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A Director of Content Marketing is a strategic leader responsible for developing and executing a content marketing strategy, leading a team of creators, and aligning content initiatives with business goals to engage customers and drive growth.

Use this Director of Content Marketing job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Director of Content Marketing?

A Director of Content Marketing is a leadership role within the marketing department, focused on creating and implementing a strategic approach to content. This role involves understanding the target audience deeply and crafting a content strategy that resonates with them throughout their customer journey. The director ensures that the content not only engages and educates the audience but also supports the company’s broader marketing and business objectives.

What does a Director of Content Marketing do?

A Director of Content Marketing leads the content marketing efforts by overseeing the creation, execution, and measurement of a diverse range of content. They manage a team of content creators, collaborate with various departments to produce relevant content, and utilize various formats and distribution channels. Their primary goal is to create compelling content that enhances brand presence, drives customer engagement, and contributes to revenue growth.

Director of Content Marketing responsibilities include:

  • Developing and executing a comprehensive content strategy.
  • Leading and managing a team of content creators.
  • Collaborating with marketing, sales, and product teams.
  • Measuring and analyzing content’s impact on business goals.

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Job recommendation emails: boost job visibility with Workable https://resources.workable.com/backstage-at-workable/news-and-updates/job-recommendation-emails-a-new-way-your-jobs-are-advertised-with-workable Thu, 11 Jan 2024 16:07:00 +0000 https://resources.workable.com/?p=92716 Jobs by Workable is available to all Workable customers. In the past year it has drawn millions of job seekers and has become one of the top sources of applicants for companies. Our latest update adds job recommendation emails for job seekers who register on the board. It not only helps job seekers stay up […]

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Jobs by Workable is available to all Workable customers. In the past year it has drawn millions of job seekers and has become one of the top sources of applicants for companies.

Our latest update adds job recommendation emails for job seekers who register on the board. It not only helps job seekers stay up to date on the latest jobs that match their profile, it helps companies that are hiring get more eyes on their jobs.

These weekly recommendation emails can be opted into by job seekers who register with Workable. Workable suggests jobs based on the job seeker’s experience and education, sending out a list of the latest jobs that are a match.

For companies that use Workable this means:

  • New channel: Jobs are advertised through recommendation emails, providing a fresh and personalized channel for candidates to discover job opportunities.
  • More visibility: Posts to the Workable job board now get an extra boost in visibility because they show up in these recommendation emails, catching the eye of job seekers who might have missed them elsewhere.
  • Reach relevant candidates: Workable’s tech plays matchmaker, making suggestions to job seekers based on their education and experience, connecting your company with folks who are a great fit for your roles.

We’re building more features for job seekers and companies alike, so stay tuned for more updates and advancements like this!

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Design Operations Manager job description https://resources.workable.com/design-operations-manager-job-description Wed, 10 Jan 2024 12:50:09 +0000 https://resources.workable.com/?p=92715 A Design Operations Manager is a professional who leads and streamlines the operational aspects of a design team, ensuring efficiency and effectiveness in design processes, tools, and team collaboration to achieve strategic objectives. Use this Design Operations Manager job description template to advertise open roles for your company. Be sure to modify requirements and duties […]

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A Design Operations Manager is a professional who leads and streamlines the operational aspects of a design team, ensuring efficiency and effectiveness in design processes, tools, and team collaboration to achieve strategic objectives.

Use this Design Operations Manager job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Design Operations Manager?

A Design Operations Manager is a strategic role that focuses on optimizing and managing the operational side of a design team. They play a pivotal role in establishing efficient processes, tools, and systems to enhance the overall productivity and creativity of the design team. Their work involves balancing the needs of design projects with the resources available, ensuring that the team can deliver high-quality work effectively and on time.

What does a Design Operations Manager do?

A Design Operations Manager facilitates the smooth functioning of a design team by overseeing and improving the processes, tools, and methodologies used. They work closely with design leaders to define operational strategies and track key performance indicators. Their responsibilities include fostering a collaborative and high-performance culture, coordinating regular team activities and onboarding, and staying updated with industry trends to advocate for innovative tools and practices.

Design Operations Manager responsibilities include:

  • Working with design leadership to set the vision of Design Operations.
  • Defining and tracking KPIs for operational efficiency of the Design team.
  • Fostering a high-performance culture and driving team-oriented initiatives.
  • Coordinating design team rituals and advocating for new tools and best practices.

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Data Annotator job description https://resources.workable.com/data-annotator-job-description Wed, 10 Jan 2024 13:43:49 +0000 https://resources.workable.com/?p=92713 A Data Annotator is a professional responsible for meticulously analyzing and labeling textual data, aiding in the development of Machine Learning models by providing accurately categorized and annotated information. Use this Data Annotator job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs […]

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A Data Annotator is a professional responsible for meticulously analyzing and labeling textual data, aiding in the development of Machine Learning models by providing accurately categorized and annotated information.

Use this Data Annotator job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Data Annotator?

A Data Annotator plays a crucial role in the realm of data science and machine learning. They meticulously examine and categorize large datasets, ensuring that the information is accurately labeled and organized. This role is essential in training and refining machine learning models, as the quality of data annotation directly impacts the effectiveness of these models.

What does a Data Annotator do?

Data Annotators work with extensive textual datasets, labeling and categorizing data for use in Machine Learning and AI algorithms. They are responsible for accurately identifying specific entities in text, such as company names or job titles, classifying documents, and ensuring that the data fed into machine learning models is precise and reliable. They may also be involved in validating model outputs and spotting recurrent patterns in data, contributing to the overall accuracy and efficiency of AI systems.

Data Annotator responsibilities include:

  • Identification and labeling of named entities in text
  • Classifying documents into different categories
  • Validating the output of Machine Learning models
  • Identifying common patterns in datasets

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Customer Success Specialist job description https://resources.workable.com/customer-success-specialist-job-description Tue, 09 Jan 2024 13:54:24 +0000 https://resources.workable.com/?p=92712 A Customer Success Specialist is a dedicated professional focused on ensuring customers effectively utilize a product or service, driving customer satisfaction, retention, and success through excellent service and strategic support. Use this Customer Success Specialist job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the […]

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A Customer Success Specialist is a dedicated professional focused on ensuring customers effectively utilize a product or service, driving customer satisfaction, retention, and success through excellent service and strategic support.

Use this Customer Success Specialist job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Customer Success Specialist?

A Customer Success Specialist is a key role in any customer-centric organization, responsible for guiding customers through their journey with a product or service. They ensure customers have the resources and support needed to effectively utilize the product, maximizing their satisfaction and success. This role is integral in building strong relationships and fostering long-term customer loyalty.

What does a Customer Success Specialist do?

A Customer Success Specialist oversees the customer’s experience from onboarding to ongoing support. They act as a liaison between the customer and the company, ensuring that the product meets the customer’s needs, addressing any issues, and providing timely solutions. Their goal is to enhance the customer’s experience, encourage continued use of the product, and identify opportunities for growth and improvement within customer accounts.

Customer Success Specialist responsibilities include:

  • Acting as the primary contact for new customers, providing guidance and support.
  • Managing successful product implementation and onboarding.
  • Advocating for customer needs by capturing and sharing feedback.
  • Responding to customer feedback and proactively contacting customers based on account health.

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Customer Success Consultant job description https://resources.workable.com/customer-success-consultant-job-description Tue, 09 Jan 2024 13:22:53 +0000 https://resources.workable.com/?p=92711 A Customer Success Consultant is a professional focused on fostering strong relationships with customers, ensuring their success with a company’s products or services, and driving business growth through renewals and account expansion. Use this Customer Success Consultant job description template to advertise open roles for your company. Be sure to modify requirements and duties based […]

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A Customer Success Consultant is a professional focused on fostering strong relationships with customers, ensuring their success with a company’s products or services, and driving business growth through renewals and account expansion.

Use this Customer Success Consultant job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Customer Success Consultant?

A Customer Success Consultant is a vital role within a company, focusing on the long-term success of customers with the company’s products or services. They play a key role in understanding customer needs, ensuring effective use of the product, and fostering a positive ongoing relationship. Their goal is to enhance customer satisfaction and loyalty, which in turn drives business growth and revenue.

What does a Customer Success Consultant do?

A Customer Success Consultant ensures that customers receive the support and guidance they need to effectively use a product or service. They are responsible for managing the customer relationship, addressing any issues, and identifying opportunities for account growth. They work closely with customers to understand their needs and objectives, ensuring that the company’s offerings align well with these goals. By doing so, they play a crucial role in customer retention and the expansion of business with existing clients.

Customer Success Consultant responsibilities include:

  • Acting as a dedicated contact for customers, providing guidance and addressing concerns.
  • Managing successful customer implementations and onboarding experiences.
  • Building and maintaining strong client relationships.
  • Developing new business with existing clients and identifying improvement areas.

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Inspire your workforce to embrace and excel with AI https://resources.workable.com/stories-and-insights/inspire-your-workforce-to-use-ai Mon, 08 Jan 2024 14:28:26 +0000 https://resources.workable.com/?p=92700 The emergence of AI has sparked a duality of emotions among the workforce. A recent McKinsey podcast highlights the dilemma between professionals who wonder at AI’s potential and those who fear its inherent risks.  HR stands at the forefront of this technological frontier, tasked with demystifying AI and guiding employees through its integration. With the […]

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The emergence of AI has sparked a duality of emotions among the workforce. A recent McKinsey podcast highlights the dilemma between professionals who wonder at AI’s potential and those who fear its inherent risks. 

HR stands at the forefront of this technological frontier, tasked with demystifying AI and guiding employees through its integration. With the considerable employee resistance in mind – 40.5% according to Workable’s AI in Hiring survey – this can be a difficult task for you. 

The challenge lies in balancing the curiosity to explore AI’s possibilities with the caution necessary to address its complexities and ethical considerations.

It’s up to you to make the decision and inspire your workforce to excel with AI technology tools.

Skip the lag, embrace the new technologies

According to Gartner, a staggering 76% of HR leaders believe that failing to adopt AI within the next 12 to 24 months will leave their organizations lagging behind. 

This statistic underscores the urgency with which HR must not only understand AI but also lead its ethical and effective implementation. The role of HR is evolving from administrative gatekeepers to strategic pioneers, steering their organizations through the uncharted waters of AI integration.

AI’s impact on jobs

One of the most pressing concerns with AI is its impact on employment. 

Contrary to the popular narrative of job replacement, the reality is more nuanced. 

An IBM study revealed that while roles will undoubtedly transform, they are more likely to be augmented by AI than outright replaced. In fact, 87% of executives believe that AI will enhance employee capabilities rather than diminish them. 

This insight is crucial for HR professionals as they seek to reassure employees and reframe AI as an opportunity for growth and innovation rather than a threat to job security.

Pioneering companies like PwC and Walmart have set compelling examples. PwC’s commitment to upskill all 65,000 of its employees on generative AI, including tools like ChatGPT, signifies the importance of comprehensive AI literacy. 

Similarly, Walmart’s AI Playground allows employees to experiment with AI within a structured and safe environment. These initiatives demonstrate how organizations can mitigate fears and build confidence by providing hands-on learning experiences with AI.

Leadership in the AI era

The journey toward AI integration is not without its ethical and practical challenges.

Over one-third of HR leaders expect to lead their organization’s enterprise-wide AI ethics approach, according to Gartner. 

This responsibility underscores the crucial role of leadership in setting a clear and ethical direction for AI adoption. 

Leaders must not only understand the technical aspects of AI but also its broader implications on organizational culture, ethics, and governance.

Related: Ethical AI: guidelines and best practices for HR pros

AI as a pillar of HR strategy

The strategic importance of AI in HR cannot be overstated. 

A Conference Board survey of CHROs found that 61% plan to invest in AI to streamline HR processes in 2024. Additionally, according to Workable’s AI in Hiring report, nearly two in three have used some form of AI when hiring in the last year.

This investment is not just a trend, but a recognition of AI’s potential to impact everything, from recruitment and onboarding to performance management and employee engagement. 

For HR professionals, the challenge lies in identifying the areas where AI can deliver the most value, securing the necessary resources, and implementing solutions that align with the organization’s strategic objectives.

1. Fostering a AI-fluent workforce

As the workplace becomes increasingly diverse, HR must ensure that AI initiatives resonate across all generations.

The concept of reverse mentoring, where younger, digitally-savvy employees guide their older counterparts, can be particularly effective. 

This approach not only facilitates knowledge sharing but also fosters a culture of inclusivity and continuous learning. 

By engaging employees of all ages in AI learning and experimentation, organizations can harness a wealth of perspectives and experiences, driving innovation and adaptability.

2. Realizing the potential

Real-world case studies provide invaluable insights into the practical application and impact of AI in HR. 

For instance, consider a company that implemented an AI-powered recruitment tool like DAOU Vineyards. This tool not only streamlined the application process but also reduced unconscious bias, leading to a more diverse and qualified candidate pool. 

Another example is a global retailer that used AI to analyze employee feedback like PaneraTech, enabling leadership to address concerns promptly and boost employee satisfaction. 

These stories not only illustrate the potential of AI but also provide a blueprint for other organizations looking to embark on a similar journey.

3. Addressing fears and misconceptions

Despite its potential, AI is often shrouded in myths and misconceptions. HR has a critical role in demystifying AI, providing clear and factual information, and addressing common fears. 

For example, while some worry about job displacement, the reality is that AI is more likely to augment jobs and create new opportunities. 

By proactively addressing these concerns and highlighting the positive aspects of AI, HR can help build a foundation of trust and openness, paving the way for successful adoption.

4. Staying ahead in the AI race

In the rapidly evolving landscape of AI, continuous learning and adaptation are key. HR professionals must stay informed about the latest developments, tools, and best practices in AI. 

This requires a commitment to ongoing education and a willingness to experiment and learn from both successes and failures. 

By fostering a culture of curiosity and resilience, HR can ensure that their organizations not only keep pace with the AI revolution but also leverage it to drive innovation, efficiency, and competitive advantage.

Embrace AI not as a challenge to overcome but as a catalyst for transformation and success. 

By investing strategically, fostering a multigenerational workforce, sharing success stories, demystifying AI, and committing to continuous evolution, HR professionals and SMB employers can inspire their teams to embrace and excel with AI. 

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Customer Onboarding Specialist job description https://resources.workable.com/customer-onboarding-specialist-job-description Mon, 08 Jan 2024 13:12:41 +0000 https://resources.workable.com/?p=92699 A Customer Onboarding Specialist is a professional dedicated to guiding new clients through the initial stages of using a product or service, ensuring they understand its features, advocating for their needs, and setting them up for long-term success. Use this Customer Onboarding Specialist job description template to advertise open roles for your company. Be sure […]

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A Customer Onboarding Specialist is a professional dedicated to guiding new clients through the initial stages of using a product or service, ensuring they understand its features, advocating for their needs, and setting them up for long-term success.

Use this Customer Onboarding Specialist job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Customer Onboarding Specialist?

A Customer Onboarding Specialist is a key team member focused on helping new clients effectively integrate a product or service into their operations. They are responsible for ensuring customers understand how to use features optimally, advocating for their needs, and ultimately guiding them towards achieving their goals with the product.

What does a Customer Onboarding Specialist do?

A Customer Onboarding Specialist provides essential support and guidance to new customers, helping them navigate through the early stages of product usage. They answer queries, provide customized advice, troubleshoot issues, and work closely with other teams to ensure a smooth transition for the customer. Their goal is to improve customer satisfaction and retention by making the onboarding process as efficient and helpful as possible.

Customer Onboarding Specialist responsibilities include:

  • Acting as the primary contact for new customers, answering questions, and providing advice.
  • Monitoring setup progress and guiding customers through next steps.
  • Demonstrating features and troubleshooting through calls or video meetings.
  • Working with teams to create and update customer education materials.

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CRM Specialist job description https://resources.workable.com/crm-specialist-job-description Mon, 08 Jan 2024 13:06:40 +0000 https://resources.workable.com/?p=92698 A CRM Specialist is a tech-savvy professional responsible for optimizing and maintaining the Customer Relationship Management system to enhance business operations, improve customer relations, and drive sales and marketing strategies. Use this CRM Specialist job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique […]

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A CRM Specialist is a tech-savvy professional responsible for optimizing and maintaining the Customer Relationship Management system to enhance business operations, improve customer relations, and drive sales and marketing strategies.

Use this CRM Specialist job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a CRM Specialist?

A CRM Specialist is a professional who specializes in managing and optimizing a company’s CRM system. Their role is crucial for ensuring the CRM platform is tailored to the organization’s needs, enhancing user experience, and leveraging the system to support business goals. They focus on streamlining processes, maintaining data integrity, and enabling teams to work more efficiently.

What does a CRM Specialist do?

A CRM Specialist administers and configures the CRM system to meet the specific needs of an organization. They work closely with various teams to understand their requirements and implement solutions within the CRM platform. Their duties include managing user access, customizing the system with objects and workflows, creating reports and dashboards, and ensuring the system integrates seamlessly with other tools. They play a vital role in driving effective customer relationship strategies and business operations.

CRM Specialist responsibilities include:

  • Providing system administration support for CRM systems, particularly related to user permissions, custom objects, and workflows.
  • Creating, managing, and optimizing complex workflow rules, validation rules, and approval processes.
  • Analyzing data and creating reports for insights into team operations and productivity.
  • Coordinating and supporting integrations with third-party applications.

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Laid off in 2024? Here’s your career growth playbook https://resources.workable.com/career-center/playbook-for-career-growth Fri, 05 Jan 2024 16:06:49 +0000 https://resources.workable.com/?p=92679 This article isn’t about dwelling on the negative but about moving forward with purpose and strategy. If you’ve recently been laid off, know that this isn’t the end of your professional story—it’s a challenging chapter that, with the right approach, can lead to new and exciting opportunities. In November 2023, the job openings level was […]

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This article isn’t about dwelling on the negative but about moving forward with purpose and strategy. If you’ve recently been laid off, know that this isn’t the end of your professional story—it’s a challenging chapter that, with the right approach, can lead to new and exciting opportunities.

In November 2023, the job openings level was at 8,790,000 with a rate of 5.3%, and layoffs/discharge rate was at 1.0% according to the U.S. Bureau of Labor Statistics (BLS). 

The job market is constantly evolving, with certain industries expanding and others contracting. 

Understanding these trends is crucial to identifying where opportunities might lie and what skills are in demand. 

This is where keeping abreast of labor market reports and industry news becomes invaluable.

Your playbook for career growth

The initial days following a layoff are crucial for setting the tone for your job search. It’s normal to feel a range of emotions from sadness to anger. 

Start by understanding your severance package, if any, and applying for unemployment benefits. This will give you the financial buffer you need to focus on your next steps. 

Then, start tapping into your professional network. Networking is still one of the best ways to find a new job, as many job openings will never be posted because someone already has someone else in mind to hire. 

Playbook for career growth

Related: How to land a job in 2024 in four easy steps

Skill assessment and development

Post-layoff, take the time to assess your skills critically. Identify the areas where you excel and where you could improve or learn something new. 

The modern job market values continuous learning and adaptability, so consider online courses, workshops, or even further education to bolster your skill set.

According to a survey, 70% of employers believe that skills-based hiring is a more effective approach than relying solely on resumes. 

Skills-based hiring is more effective

Building your personal brand

In today’s digital world, your online presence is often the first impression you make on potential employers. 

Make sure your LinkedIn profile is up-to-date, engaging, and reflects your professional journey and aspirations.

Personal branding goes beyond just your online presence, though. It’s about how you present yourself in every interaction and the reputation you build within your industry.

Job searching strategies

A strategic approach to your job search can significantly reduce the time and effort it takes to land a new role. 

In 2023, it took job seekers an average of 44 days from the first application to the first job offer, with most hearing back about interviews within 4 to 15 days after applying​​​. 

Remember, it’s not just about the quantity of applications but the quality. 

On average, it took at least 7 strategic and targeted applications to land one interview and 21 curated applications to receive one job offer according to the same report​​​​.

Diversify your job search by leveraging job boards, reaching out to recruiters, and applying directly on company websites. 

However, don’t underestimate the power of networking. As mentioned earlier, a substantial portion of jobs are filled through connections. Engaging with your professional network can provide you with insider information and potential referrals that significantly boost your chances.

Being laid off is a significant life event that can lead to uncertainty and stress. However, with a strategic approach to your job search, thorough preparation for interviews, and savvy negotiation of your job offers, you can turn this challenging time into an opportunity for career growth and personal development. 

Remember, you’re not just looking for a job; you’re investing in your professional future. And this begins now while you’re reading this playbook for career growth. 

Stay resilient, adaptable, and proactive, and you’ll find the path that’s right for you.

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CRM Administrator job description https://resources.workable.com/crm-administrator-job-description Fri, 05 Jan 2024 12:47:32 +0000 https://resources.workable.com/?p=92678 A CRM Administrator is a professional responsible for managing and customizing the Customer Relationship Management (CRM) platform to meet the organization’s needs, ensuring optimal performance and utilization, and supporting users in leveraging the system effectively. Use this CRM Administrator job description template to advertise open roles for your company. Be sure to modify requirements and […]

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A CRM Administrator is a professional responsible for managing and customizing the Customer Relationship Management (CRM) platform to meet the organization’s needs, ensuring optimal performance and utilization, and supporting users in leveraging the system effectively.

Use this CRM Administrator job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a CRM Administrator?

A CRM Administrator is a tech-savvy professional who manages and customizes the CRM system to align with the organization’s objectives. They ensure the system functions smoothly, meets user needs, and supports business processes effectively.

What does a CRM Administrator do?

A CRM Administrator oversees the CRM system’s functionality, customizes it to fit the company’s needs, manages user access, creates reports and dashboards, and provides technical support. They play a critical role in optimizing the CRM’s performance and ensuring its effective utilization across the organization.

CRM Administrator responsibilities include:

  • Providing system administration support, especially related to user permissions, custom objects, and workflows.
  • Creating and managing complex workflow rules, data validation, and approval processes.
  • Analyzing data to provide insights into operation and productivity.
  • Coordinating and supporting integrations with third-party applications.

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Content Marketing Intern job description https://resources.workable.com/content-marketing-intern-job-description Fri, 05 Jan 2024 12:05:17 +0000 https://resources.workable.com/?p=92677 A Content Marketing Intern is a dynamic, entry-level position focused on assisting with the creation, optimization, and management of content across various platforms to drive engagement, increase brand visibility, and support marketing strategies. Use this Content Marketing Intern job description template to advertise open roles for your company. Be sure to modify requirements and duties […]

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A Content Marketing Intern is a dynamic, entry-level position focused on assisting with the creation, optimization, and management of content across various platforms to drive engagement, increase brand visibility, and support marketing strategies.

Use this Content Marketing Intern job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Content Marketing Intern?

A Content Marketing Intern is an entry-level professional who supports a company’s content creation and marketing strategies. They assist in organizing, optimizing, and distributing content to enhance online presence and engage the target audience effectively.

What does a Content Marketing Intern do?

A Content Marketing Intern works under the guidance of marketing professionals to help manage and improve the company’s content. They contribute by organizing resources, optimizing SEO, ensuring content quality, and aiding in content strategy execution to increase brand awareness and customer engagement.

Content Marketing Intern responsibilities include:

  • Reorganizing and tagging content for better discoverability and navigation.
  • Checking and editing URLs to meet guidelines.
  • Optimizing existing content for visibility and presentation.
  • Supporting reporting processes.

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Unlocking the value of a positive hiring journey https://resources.workable.com/stories-and-insights/positive-hiring-journey Thu, 04 Jan 2024 14:50:18 +0000 https://resources.workable.com/?p=92670 How important is the candidate experience and what short or even long-term effects does it have on a company? Let’s dig further into this.   The candidate experience consists of two components: perception (perceived experience) and interaction (the “actual” experience). These two components are on behalf of the job seeker and it is up to the […]

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How important is the candidate experience and what short or even long-term effects does it have on a company? Let’s dig further into this.  

The candidate experience consists of two components: perception (perceived experience) and interaction (the “actual” experience). These two components are on behalf of the job seeker and it is up to the company to shape what that will be like for the candidate – or rather, how they will experience it. 

It begins from the very beginning once the candidate applies up to the very end of their journey as a hopeful employee. 

Good candidate experience elements

A good candidate experience has many elements to it, but must include:

1. An easy application process

Beyond perception and interaction, the candidate experience involves further internal components built by the organization that plays into the candidate’s journey. 

First, you want the application process to be user-friendly and allow a candidate to apply with ease. 

That’s seen in the application process using Workable, where our platform allows job seekers to apply within seconds. 

2. Clear and swift communication channels

Following this is communication. One of the most important parts of recruitment is to have stellar communication with great response times. You want communication to be clear, transparent and timely all throughout the hiring process. 

Candidates appreciate updates regarding their application and where they are in the hiring process, even as little as feedback can go a very long way. 

3. Delivery of feedback

Feedback is also part of these components here. Feedback is often asked by candidates as they have faced several rejections elsewhere, have devoted time and effort into the hiring process, and are always seeking to improve their candidacy. 

Constructive feedback delivered in a timely manner is crucial for the candidate and in turn maintains a positive impression of the organization. 

4. A strong, positive first impression

We all know first impressions always matter – especially on behalf of the recruiter who is that first introduction to what the culture is like and gives the first impression of a company. 

Professionalism, asking relevant questions, and overall building a relationship with the candidate is important. 

You aim to leave a lasting impression, and a great screening call can make the candidate consider your company in the near future, regardless of the outcome.

First impressions also matter when it comes to your employer branding, another ingredient to the candidate experience. 

You need great employer branding to attract talent in the first place and with a strong image of your company, this can attract that talent while it is up to the recruiter and hiring team to continue that strong image when they meet those candidates. 

5. Ease of tech and tools

Lastly, efficient technology and tools. Luckily, we have a stellar applicant tracking system in Workable, which can provide that user-friendly experience I mentioned earlier. 

A strong tool like this can enhance the candidate experience as they go through the hiring process. 

What’s in a bad candidate experience?

Now that we’ve nailed down what the candidate experience is and what ingredients make up of it, let’s discuss the difference between negative and positive experiences that job seekers may go through and what you want to avoid.

Imagine you wanted to create a horrible experience for your job applicants. You would: 

1. Ensure a time-consuming application process

Firstly, you want to avoid a lengthy application process, this can cause frustration for the candidate. 

You want to avoid a lengthy process that could potentially make the job seeker give up mid application, or just gain a negative perception about the company that they have to jump through many hoops just to even have the chance to speak to a recruiter or hiring manager. 

2. Communicate poorly

Secondly, having bad communication overall. Under this umbrella falls: 

  • providing no constructive feedback
  • delivering inadequate information about your organization
  • misalignment with job descriptions
  • unwelcoming interactions in communications and even in the onboarding process if there are any delays or confusion

This can all turn off a candidate. 

3. Talk the talk, but not walk the walk

Thirdly, the positivity you promote from within must be presented on the outside. Having negative reviews online about your company can really deter prospective candidates from applying to your company and damage your employer brand. 

Be consistent, communicative, and clear

A great experience on the other hand, follows what I mentioned above where you want transparent communication that is consistent along with a great hiring process and efficient tool that helps you perform this. These measures are crucial and can make a lasting impact for job seekers. 

So what is the goal here? You want to always make candidate experience one of your top priorities and look into enhancing the above. Even if you think you have a perfect process, there is always room for improvement. Remember that impressions matter and it is all on you on how you want to deliver that impression.

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Business Performance Analyst job description https://resources.workable.com/business-performance-analyst-job-description Thu, 04 Jan 2024 11:02:29 +0000 https://resources.workable.com/?p=92664 A Business Performance Analyst is a professional responsible for evaluating company performance by analyzing data and metrics. They work closely with various departments to identify key performance indicators, analyze trends, and provide insights that drive strategic business decisions. This Business Performance Analyst job description template is optimized for posting to online job boards or careers […]

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A Business Performance Analyst is a professional responsible for evaluating company performance by analyzing data and metrics. They work closely with various departments to identify key performance indicators, analyze trends, and provide insights that drive strategic business decisions.

This Business Performance Analyst job description template is optimized for posting to online job boards or careers pages and is easy to customize for your company.

What is a Business Performance Analyst?

A Business Performance Analyst is a vital role within a company that focuses on analyzing various business operations and performances. They scrutinize data and metrics to understand trends and provide actionable insights that help in strategic decision-making and improving overall business efficacy.

What does a Business Performance Analyst do?

A Business Performance Analyst evaluates company data to understand and improve business performance. They define and monitor key metrics, produce reports and forecasts, and offer insights that influence strategies and operations. They are key in helping management understand the impact of their decisions on the company’s success.

Business Performance Analyst responsibilities include:

  • Collaborating with department heads to define Key Performance Indicators (KPIs) and reports.
  • Developing an understanding of business operations and contributing departments.
  • Implementing and maintaining reports and dashboards using reporting software.
  • Conducting ad-hoc analyses to support internal decision-making.

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Commercial Contracts Attorney job description https://resources.workable.com/commercial-contracts-attorney-job-description Thu, 04 Jan 2024 11:31:27 +0000 https://resources.workable.com/?p=92665 A Commercial Contracts Attorney is a legal professional specializing in drafting, negotiating, and reviewing the legal contracts related to a company’s commercial transactions. They ensure legality and protect the company’s interests in various dealings. Use this Commercial Contracts Attorney job description template to advertise open roles for your company. Be sure to modify requirements and […]

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A Commercial Contracts Attorney is a legal professional specializing in drafting, negotiating, and reviewing the legal contracts related to a company’s commercial transactions. They ensure legality and protect the company’s interests in various dealings.

Use this Commercial Contracts Attorney job description template to advertise open roles for your company. Be sure to modify requirements and duties based on the unique needs of the role you’re hiring for.

What is a Commercial Contracts Attorney?

A Commercial Contracts Attorney is a specialized lawyer who handles the legal aspects of a company’s commercial agreements. They play a crucial role in ensuring all contracts adhere to the law while safeguarding the company’s interests.

What does a Commercial Contracts Attorney do?

A Commercial Contracts Attorney drafts, reviews, and negotiates a wide range of contracts. They collaborate with various departments, provide legal advice to leadership, and help set up systems to streamline the contracting process.

Commercial Contracts Attorney responsibilities include:

  • Negotiating and drafting customer and vendor agreements.
  • Coordinating with internal and external experts, including external counsel.
  • Acting as an advisor to the leadership team.
  • Establishing scalable contracting processes and templates.

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Business Intelligence Analyst job description https://resources.workable.com/business-intelligence-analyst-job-description Thu, 04 Jan 2024 09:26:55 +0000 https://resources.workable.com/?p=92663 A Business Intelligence Analyst is a professional who transforms data into insights that drive business value. Through use of data analytics, data visualization, and data modeling techniques and technologies, they identify trends that can help other departments, managers, and executives make business decisions to modernize and improve processes in the organization. What is a Business […]

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A Business Intelligence Analyst is a professional who transforms data into insights that drive business value. Through use of data analytics, data visualization, and data modeling techniques and technologies, they identify trends that can help other departments, managers, and executives make business decisions to modernize and improve processes in the organization.

What is a Business Intelligence Analyst?

A Business Intelligence Analyst is a strategic role that involves analyzing complex data sets to identify business and market trends. They utilize various data methodologies and tools to provide actionable insights and solutions to the company’s challenges.

What does a Business Intelligence Analyst do?

A Business Intelligence Analyst reviews data to understand trends and develop insights. They work closely with various teams to establish performance metrics, create reports and dashboards, and communicate findings to help guide business decisions and strategies.

Business Intelligence Analyst responsibilities include:

  • Developing an understanding of business operations and contributing departments
  • Defining Key Performance Indicators (KPIs) and reports for departmental and company-wide performance
  • Implementing reports and dashboards using reporting software
  • Performing ad-hoc analyses to answer complex business questions

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AI-driven auto-sourcing comes to mobile https://resources.workable.com/backstage-at-workable/ai-driven-auto-sourcing-comes-to-mobile Wed, 03 Jan 2024 14:00:48 +0000 https://resources.workable.com/?p=92650 Just like on desktop, Workable can now suggest passive candidates for you through our mobile app. Add candidate profiles to your pipeline or dismiss those that aren’t a fit – it’s that simple! Here’s how it works: Download the Workable app for iOS or Android Create a job or tap the option to view all […]

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Just like on desktop, Workable can now suggest passive candidates for you through our mobile app. Add candidate profiles to your pipeline or dismiss those that aren’t a fit – it’s that simple!

Here’s how it works:

  1. Download the Workable app for iOS or Android
  2. Create a job or tap the option to view all of your jobs
  3. Tap the Find Candidates option

Workable will parse through more than 400 million candidate profiles in just a few seconds to find matches for your job. Choose which candidates to add to your hiring pipeline. And did you know your selections help train Workable’s AI for the future? That means better candidate matches the more you use it.

Auto-sourcing is great for those hard-to-fill jobs. It means that you don’t have to wait for the perfect candidate to find you, you can find them.

Update your Workable app now to try it out and build out your hiring pipelines with ease.

Meet your new assistant: Workable mobile app

Offered on both iOS and Android, Workable's mobile recruiting app will change the way you hire.

Go mobile

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Business Development Intern job description https://resources.workable.com/business-development-intern-job-description Wed, 03 Jan 2024 15:26:23 +0000 https://resources.workable.com/?p=92653 A Business Development Intern is an entry-level position for recent graduates or those about to graduate, focused on learning and contributing to the company’s sales and market growth strategies through research, analysis, and supporting sales initiatives. This Business Development Intern job description template is optimized for posting to online job boards or careers pages and […]

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A Business Development Intern is an entry-level position for recent graduates or those about to graduate, focused on learning and contributing to the company’s sales and market growth strategies through research, analysis, and supporting sales initiatives.

This Business Development Intern job description template is optimized for posting to online job boards or careers pages and is easy to customize for your company.

What is a Business Development Intern?

A Business Development Intern is an entry-level role aimed at individuals eager to learn about and contribute to a company’s sales and market growth strategies. They work under guidance, assisting in identifying and targeting potential clients and preparing for outreach efforts.

What does a Business Development Intern do?

A Business Development Intern assists the sales team by researching and identifying potential clients, segmenting prospects, and preparing for outreach campaigns. They play a supportive role in ensuring the sales team has the right targets for their efforts.

Business Development Intern responsibilities include:

  • Filtering company lists to target ideal customer profiles
  • Identifying and segmenting prospects based on key research
  • Assisting with outbound campaign preparations
  • Supporting the Business Development Research team

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Avoid these 8 resume mistakes: find a new job in 2024 https://resources.workable.com/career-center/8-resume-resolutions-to-help-you-find-a-new-job-in-the-new-year Wed, 27 Dec 2023 20:56:06 +0000 https://resources.workable.com/?p=92625 While many people will focus on losing weight as a New Year’s resolution, there’s something else you can vow to lose without having to sacrifice ice cream or tacos – resume mistakes. The following eight “resume resolutions” include things you can eliminate from your resume to improve your chances of finding a new job in […]

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While many people will focus on losing weight as a New Year’s resolution, there’s something else you can vow to lose without having to sacrifice ice cream or tacos – resume mistakes.

The following eight “resume resolutions” include things you can eliminate from your resume to improve your chances of finding a new job in the new year.

Related: Rise above the crowds: how to stand out in a crowded market

1. I will not nest three levels of bullet points on my resume.

Bullet points within bullet points within bullet points exhaust your reader – as you can see just from reading this sentence. For the best results, you should streamline your resume.

Not only does this help humans, but a simple bullet point structure is also easier for Applicant Tracking Systems (ATS) to sort out.

A human may never see your resume if it doesn’t get past the digital gatekeeper.

Don’t do this:

  • Led a big project to implement a new HR software system.
  • Oversaw a team of three people.
    • Trained the team on how to use AI to streamline workflow.
    • Saved the company 20 hours of overtime a week.
  • Collaborated with tech and internal communications teams to launch project.
    • Worked with leaders across three departments to develop consistent internal communications.
    • Project taught entire company new skills

Try this instead:

  • Reduced overtime costs 40% by implementing a new HR software system which slashed 20 hours of overtime a week.
  • Collaborated with three departments to create training materials and lead educational sessions for 100 colleagues which increased productivity by 12%.

2. I will not copy and paste my job description.

Cut out the copying. Your job description is a list of tasks. Your resume should be a highlight reel of your accomplishments.

Shift your focus from your duties to your achievements. Demonstrate how you drove measurable results.

Don’t do this:

  • Planned, coordinated, and directed administrative functions.
  • Oversaw recruiting and hiring of new staff.
  • Consulted with top executives on strategic planning and serve as a link between an organization’s management and employees.

Try this instead:

  • Cut onboarding time 20% by creating a digital orientation center for new hires.
  • Saved 20 hours a week by developing an AI-assisted first round interview workflow.
  • Collaborated with executives to develop a new three-point communication system that made it easier for employees to share ideas and feedback.

3. I will not force readers to guess what I did by leaving out numbers.

Speaking of measurable results, quantify your success. Include metrics like how much you increased profits, reduced costs, or improved efficiency.

Don’t make the reader try to put it all together. Make it clear for them.

Don’t do this:

  • Created Slack posts for the internal employee communications

Try this instead:

  • Increased employee engagement 15% by creating a weekly employee newsletter and writing copy for daily briefs distributed via Slack.

4. I will not use my goofy personal email address ‘skibunny818@hotmail.com.’

The email on your resume conveys your professional identity. So, while you might be quite the skier, that’s probably not relevant to your HR job application.

For recruiters to see you as a serious professional, you should have a serious, professional email.

Try this instead:

  • jane.smith@gmail.com
  • johndoe@johndoe.com

If your name is already taken, add a middle initial, a period between names, or a number.

5. I will not use Hotmail as my email provider.

Hop off Hotmail. It can send the message that you aren’t keeping up with the latest in tech and trigger age discrimination (even if it’s illegal – it does happen).

Gmail or an email connected to a your personally branded website is a more modern solution.

6. I will not include a picture, graphics, or cutesy artistic elements on my resume.

When it comes to resume design substance beats style. It’s hard for ATS to decipher graphics and they can be distracting to human readers.

That fancy Canva resume? Waste of time.

Headshots, a personal logo, decorative lines, and all graphics get the boot. They’ll detract from rather than add to your application.

7. I will not have three or more pages in my resume.

We’re in the TikTok, YouTube, everything faster, everything right now era. People want their information delivered in bite-sized portions.

Recruiters are no exception. So, skip the three-course resume meal and serve an appetizer that’s just enough for the recruiter to want the next course – an interview.

8. I will not use I on my resume.

Have you ever been to a party where you sent next to an “I, I, I” or “me, me, me” person? You don’t want to be that person so don’t use that language in your resume.

Recruiters don’t want to read your autobiography. They want to quickly assess your capabilities and review your achievements to determine if you’ll be able to help them.

It’s about the reader, not about you.

Don’t do this:

  • I saved the company $500,000 by implementing a new employee tracking software.

Try this instead:

  • Implemented a new employee tracking software that saved the company $500,000.

When you drop the weight of the eight resume mistakes above, you’re much more likely to get that new job in the new year. I’m rooting for you as you implement your 2024 resume resolutions.

Marc Cenedella is a nationally recognized expert on careers, resume writing, job search, career management, recruiting, and how AI impacts the career space. He’s the founder of Leet Resumes (an AI-based resume writing service) and Ladders (the career site for six-figure jobs).

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SMB wins and lessons of 2023 – and what’s planned for 2024 https://resources.workable.com/stories-and-insights/smb-wins-and-lessons-of-2023-and-whats-planned-for-2024 Thu, 28 Dec 2023 17:37:44 +0000 https://resources.workable.com/?p=92618 Every year, we like to query hiring teams and SMB employers the world over to understand: What their biggest challenge of the past year was What their biggest triumph of the past year was What they would plan for differently if they knew then what they know now And also: What they anticipate will be […]

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Every year, we like to query hiring teams and SMB employers the world over to understand:

  • What their biggest challenge of the past year was
  • What their biggest triumph of the past year was
  • What they would plan for differently if they knew then what they know now

And also:

  • What they anticipate will be their biggest challenge for the upcoming year
  • What they anticipate will be their biggest triumph for the upcoming year
  • What they’re planning for the upcoming year after what they’ve learned from the past year

When you ask such a wide range of questions, you’ll get a fascinating array of answers. We did this in December 2021, and again in December 2022.

This time, in December 2023, we got more than 120 responses to our query, and we’ve packaged their responses into 11 major themes.

Read on and learn what the top wins and lessons of 2023 were for employers, and what they’re planning for 2024:

1. Adopting remote work models

Many respondents discussed the shift to remote work arrangements, focusing on the challenges and opportunities this change presents.

Ben Richardson, Founder & Director, Acuity Training:

“I have further optimized remote work setups within my team by leveraging technologies to facilitate seamless communication, collaboration, and productivity among remote teams.”

Eugene Klimaszewski, President, Mammoth Security:

“One of the key advantages we’ve experienced at our company is the flexibility it offers. As remote entrepreneurs, we can operate from virtually anywhere, tapping into a diverse talent pool without the constraints of physical office spaces.”

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Warner Quiroga, President/CEO, Prestige Homebuyers:

“Embracing remote work has taught us that we can achieve impressive results while offering our employees a flexible, fulfilling work environment. We can keep pushing the boundaries and setting new standards for remote work within the real estate industry.”

Nathan Jacobs, Senior Researcher, The Money Mongers Inc.:

“Our biggest win was rolling out a flexible work model. We struck a balance between remote and office work, leading to a spike in productivity and happier employees.”

Jason Smit, CEO, Contentellect:

“Basically, 2023 proved the prescience of remote work, and as old models are still playing catch up, I think our position solidifies as the exemplar.”

Marc Massad, Business and Marketing Director, VelocityPaddle:

“Our most notable accomplishment in 2023 was establishing a flexible work structure, more especially a hybrid model that allowed for both in-office and remote work. We made this strategic step because we care deeply about our employees and want to create a workplace that supports their different requirements. Not only did the hybrid model provide more leeway, but it also greatly improved both contentment in one’s work and productivity.”

James Gibson, Digital Marketing Manager, Camsurf:

“I would stress the significance of strong channels of communication and deliberate attempts to foster team cohesiveness if I could go back in time to December 2022. The shift to the hybrid work model may have gone more smoothly if early investments in digital collaboration tools and team-building exercises had been put in place.”

Kelly Indah, Editor in Chief, Increditools:

“To be successful and bring up new ideas, tech leaders need to be able to see problems coming and figure out how to fix them. In 2024 it’s hard to work with people who are far away. A tough issue needs direction and teamwork when many people work from home.”

2. Fine-tuning the hybrid model

The hybrid model itself posed challenges and lessons – namely, establishing remote and in-office collaboration to maintain productivity and team spirit.

Sebastian Petrosi, CMO, howtowatch.com.au:

“[Challenge for 2024]: Balancing the hybrid work model effectively. As we continue with remote and office-based work, ensuring equal opportunities and a cohesive company culture will be a challenge.”

Lisa Geller, Senior Content Writer Specialist, Eventify:

“Our key challenge in 2023 centered around maintaining seamless communication and cohesion in a hybrid work environment. Balancing remote and in-office collaboration required strategic adjustments. This challenge led us to invest in robust communication tools and innovative team-building activities to bridge the physical and virtual divide.”

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Dan Eastman, CEO & Founder, Ship Tracking:

“In 2023, I learned the significance of flexible work arrangements and prioritizing employee well-being. Remote work proved feasible, but maintaining team cohesion required deliberate effort. As we head into 2024, I’m focusing on refining hybrid work models, nurturing a supportive company culture, and using technology for seamless collaboration. Recognizing the importance of continuous learning, I’m investing in employee development programs to adapt to evolving industry demands and ensure a resilient and engaged workforce.”

Max Williams, Founder & CEO, Herobot.app:

*Our most significant achievement in 2023 was successfully implementing a flexible work arrangement that catered to the diverse needs of our team. We adopted a hybrid model, allowing employees to balance remote work and in-office collaboration. This not only boosted overall job satisfaction but also improved productivity and work-life balance.*

Wendy Wang, Owner, F&J Outdoor:

“Our most significant accomplishment in 2023 was transitioning to a hybrid work model. We found that this flexibility boosted our employees’ morale and productivity. Our physical warehouse operations were balanced with remote administrative tasks. Our biggest challenge was maintaining consistent communication and team cohesiveness in this hybrid model. It was essential to ensure that no one felt left out or misinformed, whether they were in the office or working from home. If I could meet with my December 2022 self, I would encourage a more proactive strategy in adopting digital tools for better communication. It’s not just about using these tools but understanding how they can bridge the gap between our in-office and remote team members. Our aim for 2024 is to perfect our hybrid working model, by fine-tuning our approach towards employee engagement and maintaining a strong culture in this modern workspace. We anticipate our biggest challenge in 2024 to be the process of hiring and onboarding new employees in a hybrid environment. Making them feel part of our culture and ensuring they’re up to speed with their responsibilities will be crucial.”

3. Balancing work and life priorities

The challenge of maintaining a healthy work-life balance and preventing burnout in remote work environments is a common concern.

Shawn Plummer, CEO, The Annuity Expert:

“In 2023 our most significant accomplishment in workforce management was implementing a flexible work schedule that accommodated employees’ personal needs. This led to improved work-life balance and increased job satisfaction.”

Will Hatton, Founder & CEO, The Broke Backpacker:

“Heading into 2024, I would like my biggest accomplishment to be improving the work-life balance of all my employees. My team deserves a favorable and flexible working schedule, giving them time to handle their personal affairs. I also like to establish a mental health program that focuses on reducing work stress for my staff.”

Daniyal Sanaullah, Owner & CEO, SocialSharings:

“Our main focus at SocialSharings for the year 2024 is to establish a comprehensive employee well-being program. This program aims to prioritize mental health, work-life balance, and professional growth. By providing a supportive environment, we believe that our team will not only perform at their best but also experience a sense of fulfillment and job satisfaction. This holistic approach to workforce management aligns with our values and contributes to the long-term success of both individuals and the agency.”

Kelly Indah, Editor in Chief, Increditools:

“Being unable to separate work and personal life while working from home can cause burnout. They should get regular wellbeing checks, know how much work they have, and find a good work-life balance for their health. Stress-free work and happy employees go hand in hand.”

Mathias Ahlgren, CEO & Founder, Website Rating:

“We started 2023 in a strong position in terms of results, but morale was low. The team had been working so hard, and the work/life balance had started to slide. I knew it was only a matter of time before our work was affected, and anyway, I care about my staff. So, we decided to improve the employee experience in 2023, and I’m proud to say we have done just that. Because of this, we have hit all our targets.”

4. Cohering as a team

Maintaining team cohesion and a unified company culture is another recurrent theme, with many seeking innovative communication and team-building strategies.

Vipin Nayar, Founder, Avivdigital.in:

“One insight we’ve gained is the importance of fostering a strong sense of community, even in a remote setting. Regular virtual team-building activities have been instrumental in maintaining camaraderie.”

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Michael Alexis, CEO, TeamBuilding.com:

“Employees who were worried about being overworked as their teams grew smaller soon came to see that with the right systems put into place, they could achieve just as much with a leaner team. Our biggest managerial accomplishment was being able to get employees onboard with these changes. We were able to achieve this in part by our history of repurposing employees in new roles and creating development and leadership opportunities. We also shared performance and victories to prove that these changes were bringing about results — for instance, we announced at our company retreat that our sales team achieved one of their biggest revenue months ever, despite being significantly smaller (about half) than it was at its peak.”

Michael Guinan, Founder, Subscription Stopper:

“We’re focusing on enhancing digital collaboration tools and strategies for effective remote management. Emphasizing mental health, work-life balance, and equipping leaders with tools to manage remote teams effectively are top priorities.”

5. Engaging employees

Strategies to deepen employee engagement and personal development are frequently mentioned, including tailored growth opportunities and mentorship programs.

Teresha Aird, Co-founder & CMO, Offices.net:

“Our biggest challenge was navigating the (quite dramatically) evolving landscape of employee expectations. Especially regarding work-life balance and career development opportunities. I expect the shift has largely come downstream from wider economic factors and changing workforce dynamics.”

Gretchen Boyd, President, NYC House Cleaners:

“From my experience, I can say that the biggest challenge of managing an employee base is the re-engagement of the workforce. There is no doubt that enhancing engagement from employees is definitely a crucial task for any organization however it becomes more difficult after a pandemic. I strongly believe that enhancing the engagement of the workforce requires a highly frequent performance conversation between employees and the organization. As a business leader or a team lead you can try to help your employees to understand how they can contribute to the company’s success or how their work is important for the organization.”

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Andrew Griffith, Founder, Garden Furniture:

“The foremost challenge in managing our workforce will be sustaining high employee engagement and retention… Effectively addressing these aspects is imperative for organizational success, emphasizing the need for strategic initiatives that prioritize employee well-being, growth opportunities, and a workplace culture that fosters motivation and commitment.”

Laurie Hyllberg, Vice President, Kinsa Group:

“In our planning sessions for 2024, a recurring theme is enhancing employee engagement in a hybrid work environment. We’re exploring new technologies and strategies to keep our team connected, engaged, and motivated. Discussions also revolve around refining our performance metrics to better suit our flexible work model. … Moving forward, it’s clear that agility and adaptability will be key in workforce management. Embracing change, being open to new ways of working, and prioritizing the well-being of our team will be crucial as we navigate the uncertainties and opportunities that lie ahead in 2024.”

Phil Strazzulla, Founder, SelectSoftware Reviews:

“In 2024, we aim to enhance our employee experience by focusing on personalized learning and development opportunities. We want to empower our team members to take control of their professional growth, leading to a more skilled and motivated workforce.

George Yang, Founder, Yanre Fitness and OxygenArk:

“By 2024, we need to make sure that every team member feels valued and connected by finding a balance between cutting-edge technology and our core values.”

Andre Kazimierski, CEO, Improovy Painters Chicago:

“I would say my biggest accomplishment in terms of managing my workforce in 2023 was finally instituting a system of regular employee check-ins. This has been something I’ve wanted to do for some time now, but was never able to produce an actionable system for this type of brief one-on-one with employees. This year I made it a priority and now we have a regular schedule in place for checking in with employees, which I hope will go a long way toward boosting employee engagement, increasing employee retention, and overall making my company a great place to work for the people we employ.”

6. Transforming to digital-first operations

The need for robust communication tools and infrastructure to support increased tech adoption and enhanced productivity is a key theme.

Michael Nemeroff, CEO & Co-Founder, RushOrderTees:

“Our initial challenges were around getting everyone up to speed with our digital transformation and keeping our physical team in the loop with any changes that impacted them. Knowing that we’d come out of it as smoothly now would have changed our mental space throughout our transition period.”

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Isla Sibanda, Owner, Privacy Australia:

“Coursing through the ongoing digital transformation as a team was a huge challenge. I wanted to make sure that my employees are equipped with the skills needed for us to become a technology-driven work environment.”

Suzanne Bucknam, CEO, Connecticut Explorer:

“The biggest challenge for me was the rapid pace of technological advancements. Especially in cloud computing and AI, not to mention keeping your top talent happy at their job in a very competitive job market. What made this difficult was finding the right training methods and getting material that suited everybody’s skill level. Thankfully, my team is rather tech-savvy and embraced the training positively, viewing it as an opportunity to expand their skills and adapt to the evolving landscape.”

Max Wesman, Founder & COO, GoodHire:

“In 2023, our biggest accomplishment was implementing and optimizing our technology and collaboration system use in the workforce. 2023 was a big year for us in terms of digital transformation, and we are looking forward to seeing the results in 2024.”

Eugene Klimaszewski, President, Mammoth Security:

“Virtual communication and collaboration can pose hurdles, especially in the security sector where data privacy is paramount. We’ve responded by making significant investments in communication tools and cybersecurity measures to tackle these issues… To succeed in this evolving landscape, it’s crucial to remain innovative, prioritize effective communication, and maintain a strong focus on cybersecurity, ensuring the continued growth and success of remote business operations.”

Hardy Desai, Founder & CEO, Supple Digital:

“With the evolution of AI, many professionals in our industry are worried about losing their jobs and becoming redundant. This year, we’re most proud that we proactively had conversations about those fears with our teammates and used it to bring us closer together. AI may change how our jobs look, but it doesn’t make it any less important for us to maintain the human touch and evolve our team skills to meet those changes. Our team feels valued, supported, and more open to using AI tools to build on their talents, not replace them.”

Will Hatton, Founder & CEO, The Broke Backpacker:

“The integration of AI tools into my operations is going to be one of my biggest challenges in 2024. Many small businesses are using artificial intelligence to recruit and select staff, but the use of AI tools will require me to recruit a technical AI analyst. If I meet my team today, we will talk about how to improve work-life balance, integrating AI tools, and how to improve efficiency in our operations.”

Phil Strazzulla, Founder, SelectSoftware Reviews:

“Our most significant accomplishment in workforce management in 2023 was implementing data-driven HR software that improved talent acquisition and retention. This allowed us to make more informed decisions and create a more efficient recruiting process.

7. Managing productivity

Several leaders mention the importance of understanding and auditing team productivity, especially in remote settings, to maintain or increase labor ROI.

Mark Stewart, Certified Public Accountant, Step By Step Business:

“Effective management was our single biggest accomplishment in 2023 and it involved fostering remote team collaboration, prioritizing employee well-being, and implementing technology for streamlined workflows to enhance overall workforce productivity and satisfaction.”

Boost your productivity

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Lilia Stoyanov, CEO, Transformify:

“In 2023, our most significant accomplishment in workforce management was successfully implementing a flexible hybrid work model. This not only boosted employee satisfaction but also enhanced productivit by fostering a culture of trust and autonomy, we experienced increased collaboration and innovation within our event management software SaaS team.”

Robert Brandl, Founder & CEO, Email Tool Tester and Tool Tester:

“Experimenting with building in-house writing optimization tools increased our content output velocity without sacrificing quality or editorial standards despite initially lacking extra writers. Technology leveraged existing efforts.”

8. Investing in L&D and growth

Planning and discussions around career development and skills enhancement are emphasized as critical for 2024 strategies.

Robert Kaskel, Chief People Officer, Checkr:

“It’s all about upskilling and focusing on soft skills. We believe that employees with the right blend of soft skills can handle changing technical role requirements that seem to be the norm as technologies evolve so quickly. So we’re looking at how to spot those soft skills, lean into the strong ones, and upskill to improve the weaker ones.

Teresha Aird, Co-founder & CMO, Offices.net:

“To boost our team’s skills through more targeted development. I believe we can further enhance our service by investing in our talent’s growth. And create a more dynamic and innovative workplace to boot.”

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Connor Butterworth, CEO & Owner, Southwestern Rugs Depot:

“Anticipated challenges include staying abreast of the constantly shifting digital landscape to avoid any disruptions in our workflow or connectivity issues that can emerge with a global team. As for current discussions with my team, the key themes are continuous professional development, refining remote work practices, and fostering a learning environment that encourages innovation and flexibility amidst ongoing uncertainties.”

Benzo Lee, Founder, Autoboxup:

“For 2024, we aim to upgrade our employee development programs, targeting the upskilling of 100 employees to meet new technological and market needs. A major anticipated challenge is integrating AI tools in our workforce, ensuring a seamless transition while preserving job security and morale.”

Zarina Bahadur, CEO & Founder, 123 Baby Box:

“In our current planning sessions for 2024, we’re talking a lot about recruitment strategies and how to onboard new members effectively in our hybrid setup. We’re also discussing continuous learning opportunities to keep everyone at the top of their game. The focus is really on sustainable growth while keeping our core values intact.”

Rob Hourie, IT Staffing Specialist, Elwood Roberts:

“We hope to keep our key employees in place and maintain our excellent attrition rate. As me explore new technology, I hope our team takes these changes as an opportunity to upskill and become more skilled. We hope to promote within, we have some managerial roles coming up soon, to relieve stress on management, so seeing people step up to those challenges is an area I’ll keep a close eye on.”

Ben Richardson, Founder & Director, Acuity Training:

“Increase emphasis on upskilling and reskilling initiatives. Adapt to evolving job roles and technologies. It is best to invest in comprehensive learning and development programs.”

Caio Bersot, Communications Manager, Rank-It.ca:

“My biggest hope is to give teammates even more autonomy and opportunities to showcase their work on strategic areas of growth for the business. The idea is to tell people less about how to do something but present them with a project and ask them to find the solutions. This is also part of my biggest challenge for 2024.”

Michael Maximoff, Co-Founder, Belkins:

“Our biggest accomplishment in 2023 was optimizing our training process and streamlining our sales process across the agency. As a thriving B2B agency, we depend heavily on the sales performance and results of our sales teams, and this is something we managed to perfect in 2023. Introducing and mastering new workplace tools has been our biggest challenge in the workforce for a couple of years now, but we’ve gotten really good at implementing new systems and training our workforce to utilize them.”

Vipin Nayar, Founder, Avivdigital.in:

“Our main focus for 2024 is cultivating a culture of continuous learning and upskilling within our workforce… One insight we’ve gained is the importance of fostering a strong sense of community even in a remote setting.”

9. Supporting mental health

Prioritizing mental health and creating support programs for employees is mentioned as a significant aspect of workforce management.

Mark Voronov, Co-Founder & CEO, SocialPlug:

“An essential lesson from 2023 is the importance of mental health and well-being in the workplace. As leaders, we must prioritize this to ensure a healthy and productive work environment.”

Jonathan Rosenfeld, Founder and Managing Attorney, Rosenfeld Injury Lawyers:

“Looking ahead to 2024, our primary aspiration in terms of managing our workforce is centered around enhancing employee well-being, particularly focusing on mental health support programs. Acknowledging the inherent stresses in the legal profession, we are committed to establishing and expanding initiatives that prioritize the mental and emotional health of our team members. This includes implementing counseling services, stress management programs, and fostering an open dialogue surrounding mental health within our workplace. By actively addressing these concerns, we aim to create a supportive and resilient workforce that can navigate the challenges of the legal profession with a stronger sense of well-being.”

10. Establishing DEIB

Striving for diverse, equitable, and inclusive workplaces is a goal for many, with a focus on fostering a supportive and inclusive environment.

Ben Richardson, Founder & Director, Acuity Training:

“I aim for significant strides in fostering diverse, equitable, and inclusive workplaces through data-driven approaches. This could involve leveraging AI to mitigate biases in hiring and promotion. I also plan to integrate monitoring diversity metrics and implementing inclusive policies and practices.”

Max Williams, Founder & CEO, Herobot.app:

“Looking ahead to 2024, our goal is to enhance diversity and inclusion initiatives within the team. We plan to implement targeted recruitment strategies, mentorship programs, and training sessions to create an even more inclusive workplace.”

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11. Adapting to change and being agile

Preparing and strategizing for the dynamic and evolving nature of work is ongoing in this fast-changing working world.

Ryan Carrigan, Owner, moveBuddha:

“Our biggest accomplishment was handling the volume that we did with minimal marketing outside of SEO efforts. We didn’t partake in many social media trends, nor did we take an avid interest in video marketing, we just posted blog content and worked to improve our SEO and the business kept coming. I am proud of my team for the hard work they did with minimal preparedness for what came.”

Vladimir Terekhov, CEO, Attract Group:

“Our single biggest accomplishment in 2023 was the successful implementation of a remote-first work policy. We managed to maintain productivity and team cohesion despite the physical distance, which was a significant transition given the previous emphasis on in-office collaboration.”

Christy Pyrz, Chief Marketing Officer, Paradigm Peptides:

*With the pace of technological advancements one of the biggest challenges that we faced was upskilling our workforce to use them. AI, machine learning, and other developments happened at such a fast rate and had such a massive impact on our industry, that maintaining a high level of proficiency in them became imperative for us to be able to create our most effective marketing campaign efforts.*

Billy Parker, Director, Gift Delivery Co.:

“In 2023, our single biggest accomplishment in terms of managing our workforce was our successful implementation of a remote working policy. This allowed us to increase our productivity and efficiency while still providing our employees with the flexibility and freedom they needed to succeed.”

Larry Snider, VP of Operations, Casago:

“Our biggest employee management success for 2023 was a successful transition back to our pre-pandemic systems. Many employees have still remained remote or adopted a hybrid schedule, but overall we have managed to create a schedule that balances the needs of our business and our employees.”

Vlad Khorkhorov, Co-Founder, WebsitePolicies:

“In 2023, our crowning achievement at WebsitePolicies was successfully automating the customization of legal policies using advanced AI algorithms. This innovation enhanced our service efficiency and allowed our legal team to focus on more nuanced and complex client consultations. It was a pivotal moment in marrying legal expertise with cutting-edge technology, greatly benefiting our clients and team.”

What did 2023 look like for you and what’s in store for 2024? Share your own workplace story with us and we’ll work with you to get it published!

The post SMB wins and lessons of 2023 – and what’s planned for 2024 appeared first on Recruiting Resources: How to Recruit and Hire Better.

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If you have a negative outlook for HR in 2024, you can fix it now https://resources.workable.com/stories-and-insights/negative-outlook-for-hr-in-2024-how-to-fix-it Tue, 02 Jan 2024 13:14:29 +0000 https://resources.workable.com/?p=92641 “Survey: Despite Improved Hiring Outlook, HR Leaders’ Expectations Worsen.” This is the headline the Conference Board chose to use to detail the results of their survey of CHROs. In the spirit of “if it bleeds, it leads,” they went with the most negative aspect of the survey. And I get it–it’s all about the hits […]

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Survey: Despite Improved Hiring Outlook, HR Leaders’ Expectations Worsen.” This is the headline the Conference Board chose to use to detail the results of their survey of CHROs. In the spirit of “if it bleeds, it leads,” they went with the most negative aspect of the survey.

And I get it–it’s all about the hits and no one likes to read “Everything is great!” We simply don’t click as often, but we should.

If you have a negative outlook toward HR for 2024, you can fix it. Here’s how.

1. Look at the actual numbers

The survey found that the CHRO confidence index fell from 55 percent in Q3 to 53 percent in Q4. Remember, anything above 50 means more people are positive than negative. Are you going to get your knickers twisted over a two percent difference? The majority of CHROs are confident about things going into 2024. That’s a cause for celebration.

And take a look at these stats:

  • 44% of CHROs expect to increase their hiring over the next six months—up from 38% in Q3.
  • 19% expect to decrease their hiring over the next six months—down from 26% in Q3.

Hiring is up! That is positive for businesses. 2023 saw a lot of layoffs, especially in the tech sector, so looking at increased hiring is a good thing–for candidates as well. And as hiring increases, more people are looking for new jobs. When things are bad, people hunker down in the position they have. When things look good, they are willing to try new things.

And let’s take a look at retention:

  • 22% of CHROs expect employee retention to decrease over the next six months, up from 18% in Q3.
  • Only 28% of CHROs expect their employee retention levels to improve over the next six months—down from 34% in Q3.
  • 51% of CHROs expect employee retention to hold steady—up slightly from 48% in Q3.

Let’s rewrite that for positivity’s sake:

  • 78% of CHROs expect employee retention to increase or remain steady over the next six months.

That’s a fantastic number. Yes, it’s less than Q3s, 82%, but it’s still a great number. Remember, a good hiring market means retaining good employees can be more difficult, so it makes sense that if hiring is up, retention will be down.

These aren’t scary or negative numbers.

2. Look for the positive

When you are looking toward 2024, you can focus on the negative things in your business, or you can focus on the positive things. This does not mean ignoring the problems–that makes everything become negative rather quickly. But look toward the positive.

Doing an employee engagement survey can help you know what is working and what employees feel is lacking. But remember, don’t do a survey if you’re not going to address issues! Nothing is worse for employee morale than asking them how things are going and ignoring it.

When you get the results from your survey, look for the things that are going well and talk them up while patting yourself on the back. There are probably a lot of good things.

3. Fix the negativity

It would be fabulous if HR had all the power and budget needed to solve employee engagement problems, but alas, you are undoubtedly limited. But if your employees tell you of a problem, you need to acknowledge it at least. Here are some things to think about.

Complaint: Pay is too low 

Response: Assuming you literally cannot adjust pay and that your pay is at market rates, at least acknowledge employee concerns. But don’t do so and then hand out big bonuses to the executives. It’s tone-deaf.

Complaint: Managers are terrible

Response: You probably can’t fire managers, but you can do things to address manager behavior. What is wrong with the managers’ behavior? Have you trained your managers in providing feedback and managing by results? If you haven’t done these things, start doing them. 

Complaint: Lack of transparency

Response: Fixing this is free. The battle will be with the C-suite to convince them that letting employees know what is happening is good. People want to know and will perform better if they understand what is going on.

Complaint: No work-life balance

Response: Again, this is a C-suite issue more than a cost issue. Dig into the issue and find out what employees see as the problem. Do they want remote work? Flexible start and end times? More breaks? Some of this may be possible, and some may not–you certainly can’t have your certified nursing assistants working from home–but you can allow your accountants a bit more flexibility. Look for a solution and ask your employees for suggestions. They may have ideas that you would never think of.

4. Stay optimistic

While it’s easier to complain, look for the positive in your organization and celebrate it. This is not the toxic positivity of demanding fake happiness. This is looking for the good and pointing it out. You get more of what you look for, so you’ll see more and more good as you do this.

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Making sense of 2023: the 7 biggest trends of the year https://resources.workable.com/stories-and-insights/making-sense-of-2023-the-7-biggest-trends-of-the-year Tue, 26 Dec 2023 15:16:35 +0000 https://resources.workable.com/?p=92611 It’s getting boring to say that “this year has been a crazy year” – because honestly, since 2020, it feels like every year has been more turbulent than the previous one. Nevertheless, it still calls for a breakdown of the main trends that we saw throughout the year. Without further ado, let’s have a look […]

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It’s getting boring to say that “this year has been a crazy year” – because honestly, since 2020, it feels like every year has been more turbulent than the previous one.

Nevertheless, it still calls for a breakdown of the main trends that we saw throughout the year. Without further ado, let’s have a look at the top seven developments of 2023:

1. Layoffs

2023 saw a continuation of the previous year’s trend with the tech industry experiencing more than 240,000 job losses, a 50% increase from the prior year.

Major companies like Google, Amazon, and Microsoft, along with startups across sectors, announced significant cutbacks.

It wasn’t just that there were more layoffs – according to the layoff tracker, Layoffs.fyi, we saw 1,064 companies laying off 164,969 employees in 2022 and 1,179 laying off 261,847 in 2023. So, the number of companies hasn’t grown so much as the number of people who lost jobs.

The reasons range from economic caution to a shift from growth to efficiency. The layoffs have profound impacts on innovation, company pressures, and the availability of talent for growing businesses​​​​​​​​​​.

We may not see the end of it yet. Layoffs are anticipated by four of 10 companies going into 2024 according to a ResumeBuilder.com survey.

2. Job turbulence

In 2023, the job market across the UK, US, and the APAC region showcased distinct trends reflecting their unique economic landscapes, technological advancements, and employment policies. In short, 2023 was a volatile year.

United States

The US saw a mixed bag of employment changes over the year. According to the US Bureau of Labor Statistics, there was a robust increase in total nonfarm employment, with significant contributions from sectors like leisure and hospitality, health care, and professional and business services. Specific areas like retail trade and transportation also showed growth, indicating a recovering and adaptive economy.

Also according to BLS, manufacturing and construction sectors demonstrated modest growth, signifying a sustained demand for goods and infrastructure development.

Meanwhile, the information sector experienced fluctuations, reflecting the dynamic nature of the tech industry and its impact on job numbers.

United Kingdom

The UK experienced a decline in job vacancies, falling for the 17th consecutive period according to the UK’s Office for National Statistics (ONS), yet still above pre-pandemic levels.

This indicates a cooling job market but with a sustained demand for labor higher than historical averages.

The UK saw significant numbers of working days lost due to labor disputes, particularly in the health and social work sector, indicating industrial relations strains. Despite this, the overall number of workforce jobs reached a record high, suggesting an expanding labor market.

Asia-Pacific (APAC)

The APAC region solidified its position as a global service leader, with countries like India, China, and Malaysia offering cost-effective and skilled labor.

However, hiring witnessed a slowdown in major markets such as Singapore and India, indicating a more cautious approach to employment amidst economic uncertainties, according to the workforce consultancy group Resource Solutions.

The group also noted significant shifts towards a tech-driven economy, formal upskilling programs, and a surge in ESG-related job openings

It continues to be an unpredictable job market for many around the globe – and, again, 2024 will likely see the same trends as 2023.

3. Salary trends

In 2023, the conversation around salaries evolved significantly, reflecting broader economic trends, legislative changes, and shifting cultural attitudes towards pay transparency and equity.

United States

The year saw significant salary increases across industries in the United States, according to the Conference Board’s US Salary Increase Budgets 2023-2024 – with an average increase of 4.4% from 2022. That’s expected to continue into 2024, with increases predicted to be an average of 4.1% from 2023.

Why? The report points to talent shortages, inflation, and tech developments as major contributors.

United Kingdom

Meanwhile, the UK saw a notable 7.3% annual growth in regular pay according to the UK’s Office for National Statistics, showing a strong but slowing wage increase trend.

This especially was seen in the public sector, a sign of government moves to retain and attract new talent in this unpredictable environment.

Increased transparency

Salary transparency is also a thing. Notably, the UK government launched a pilot project aimed at increasing pay transparency to break down barriers for women and other underrepresented groups. It’s a step towards addressing overall salary equity, including the gender pay gap.

Meanwhile, back in the US, a number of states including California, Colorado and New York have introduced salary transparency laws – there’s more, of course. Plus, a handful of municipalities are doing the same. More legislations are coming in 2024 (Hawaii) and 2025 (Illinois). It’s likely a sign of things to come.

How do people feel about that? It’s generally positive, according to a ZipJob study – 65% of respondents say they would like to ask, or have already asked, about a colleague’s salary.

4. The four-day work week

The year also saw increased experimentation with the four-day work week.

Various companies across the US, Canada, Australia, and other countries participated in six-month-long pilot programs organized by 4 Day Week Global – with a comprehensive report from the group citing increases in work efficiency and work-life balance as a result of the project.

Governments are also backing pilot projects, including at the state level (with more than 60 UK companies trialing it to the end of 2022) and the provincial level (including Ontario’s Bill 55 – Four-Day Work Week Act).

This kind of thing will continue as companies (and employees) experiment with alternative schedules. The death knell of the 9-to-5 system has long been predicted – and we’re seeing it unfold in real time.

5. Growing skills and talent gaps

The year also saw growing skills and talent gaps across industries, thanks to tech developments, evolving work, and educational misalignments.

Meanwhile, a report from Wiley University in Texas noted an increase in employers reporting skills gaps from 55% in 2021 to 69% in 2023. It also found that one in four (26%) say they’re unable to hire qualified candidates due to skills gaps.

A Harvard Business School report emphasized the urgent need for US-based employers to actively partner with local community colleges to close the middle skills gap. The nature of middle-skills jobs is evolving faster than educational institutions can adapt their curriculums, leading to a significant disconnect.

Another study from DeVry University in Illinois took a deep dive into the state of upskilling and the barriers to professional development. It found that 97% of workers and 96% of employers say that upskilling is essential or nice to have – but just one in three workers say employers are living up to their responsibility to upskill them for the future workplace.

This means greater emphasis on on-the-job training and L&D initiatives going into 2024 – and higher value being placed on workers who are agile and willing to learn (and roll with the punches, too).

6. Increased stress for workers

Due to the economy and layoffs – and continued emphasis on productivity for those “left behind” in the workplace with an increased burden on maintaining productivity – workplace stress was a huge factor in 2023.

Stress, burnout, loneliness, and anxiousness have skyrocketed, according to Calm’s Workplace Mental Health Trends Report: The Future of Work.

Also, the ongoing seesaw between working from home – with its added emphasis on output and productivity – and returning to the office continues to be a factor in 2023, again exacerbating the mental well-being of workers.

The hybrid work model continues as a growing trend, and it’s worth watching how this develops into 2024 as a potential mitigator for stress, as well as mental health support for teams.

Our survey report from 2022 on mental health in the workplace also reveals a lot about what you can do as an employer in that area.

7. The explosion of AI

And finally – the entrance of artificial intelligence into everyday society had huge impacts, especially in the workplace. A global survey report by McKinsey titled The state of AI in 2023: Generative AI’s breakout year noted that 79% of workers have had some exposure to generative AI in their workplace, with 22% adopting it in their workflows.

Plus, two out of five (40%) organizations, meanwhile, planned increased AI investment going forward.

And we really hate to come full circle to the first highlight at the top, but this may also impact job security with 44% of employers saying AI will likely replace employees in 2024 according to a ResumeBuilder.com survey.

Meanwhile, in December 2023, Workable released a survey report on AI in Hiring and Work that found 62.5% of hiring managers utilized AI tools in their hiring processes over the past year. Nine out of 10 (89.6%) found they were able to hire more quickly, and 85.3% said they saved time and money invested in the hiring process.

Despite all the doom and gloom, there’s some interesting opportunities for optimism here.

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We don’t see AI going anywhere soon – Workable has incorporated the technology into its own software with huge benefits. Watch for more developments in this area in 2024.

Meanwhile, what did 2023 look like for you and what’s in store for 2024? Share your own workplace story with us and we’ll work with you to get it published!

The post Making sense of 2023: the 7 biggest trends of the year appeared first on Recruiting Resources: How to Recruit and Hire Better.

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Why a growing business needs an HRIS soon (and cheaply, too) https://resources.workable.com/stories-and-insights/why-a-growing-business-needs-an-hris-soon-and-cheaply-too Wed, 27 Dec 2023 13:38:25 +0000 https://resources.workable.com/?p=92572 A Human Resource Information System (HRIS) is a tool that has become not just a luxury but a necessity for growing businesses as ink to a pen. This article isn’t just about what an HRIS can do, it’s about why your business needs an HRIS sooner and more cost-effectively than you might think. What is […]

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A Human Resource Information System (HRIS) is a tool that has become not just a luxury but a necessity for growing businesses as ink to a pen. This article isn’t just about what an HRIS can do, it’s about why your business needs an HRIS sooner and more cost-effectively than you might think.

What is an HRIS system?

At its core, an HRIS is a software solution designed to manage and automate many of the routine and administrative tasks associated with human resources. 

But it’s more than just a digital assistant. 

An HRIS encompasses a wide range of functionalities, including employee data management, payroll, recruitment, benefits administration, time and attendance, and much more. 

It’s the central hub from which you can steer the ship of your HR department, ensuring that everything from onboarding to offboarding runs smoothly.

While HRIS focuses on information management, Human Resource Management Systems (HRMS) and Human Capital Management (HCM) might offer broader functionalities, including talent management and strategic HR planning. 

Choosing the right system depends on your business’s specific needs and growth stage.

If you are completely new to this, consider first reading about what an HRIS is and how to determine if you need one

When should I get an HRIS system for my business?

Determining the right time to invest in an HRIS can be daunting. However, certain indicators suggest it’s time to make the leap. 

  • If your HR team is overwhelmed with administrative tasks, 
  • if errors are becoming more frequent,
  • if you’re struggling to meet compliance requirements,
  • if your business is scaling rapidly and the complexity of managing your workforce is increasing

…then an HRIS can provide the necessary support to manage that growth effectively.

When should i get an hris

For growing businesses, early adoption of an HRIS can be particularly beneficial, especially when they surpass the number of 25 employees, which triggers compliance requirements.

For growing businesses, early adoption of an HRIS can be particularly beneficial, especially when they surpass the number of 25 employees, which triggers compliance requirements.

Implementing the system when the business is still manageable in size allows for smoother integration and adaptation, setting a solid foundation for future expansions.

Why do you need an HRIS sooner and cheaper?

The question isn’t just why your business needs an HRIS, but why it needs one sooner rather than later and at a cost that won’t break the bank. 

The answer lies in the compound benefits that an HRIS brings over time. Early adoption of HRIS technology can lead to significant long-term savings and efficiencies. 

Firstly, it reduces the labor hours spent on manual tasks, decreasing the likelihood of costly errors, such as those related to compliance or payroll. 

Secondly, it allows for a more strategic allocation of HR’s time towards talent management and employee engagement, activities that directly contribute to your company’s culture and bottom line.

Furthermore, as your business grows, the cost and complexity of implementing an HRIS will only increase.

Early adoption means you can integrate the system into your processes gradually and at a smaller scale, making it more manageable and cost-effective.

Early adoption means you can integrate the system into your processes gradually and at a smaller scale, making it more manageable and cost-effective.

This proactive approach not only positions your business to manage current challenges more effectively but also equips it to handle future growth with agility and foresight.

What does the market think about the HRIS?

A small company spends about 10 weeks before choosing an HRIS, which reflects the importance they place on it. However, this factor needs to be eliminated. 

Time is not a problem when you proactively act for your business and check your options. The good news is that the sooner you choose the sooner your implementation will start. 

People in the market believe that using an HRIS will increase their functionality and this is true. Utilizing technology to:

Can help you save a lot of time and increase productivity and efficiency quickly for your organization.

The future of HRIS technology is promising and is set to improve how businesses manage their human resources. 

Emerging trends include the integration of artificial intelligence and machine learning to provide predictive analytics, further automating and enhancing decision-making processes. 

We’re also seeing a shift towards more user-friendly, mobile-optimized systems that reflect the modern workforce’s needs. 

As these technologies continue to evolve, they’ll offer even more sophisticated tools to manage, engage, and develop talent.

Don’t miss the opportunity to be part of it. 

The post Why a growing business needs an HRIS soon (and cheaply, too) appeared first on Recruiting Resources: How to Recruit and Hire Better.

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CTW: Attracting talent through tech and student communities https://resources.workable.com/stories-and-insights/ctw-attracting-new-talent-in-tech-and-student-communities Fri, 22 Dec 2023 13:49:43 +0000 https://resources.workable.com/?p=92559 I’m Nobu Sato, HR professional and recruitment expert. Our story is one of exponential growth, from releasing a handful of game titles to becoming a dominant force in our market.  This growth wasn’t just about numbers, it was about continuously pushing the boundaries of creativity and technology. However, with growth comes the challenge of scaling […]

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I’m Nobu Sato, HR professional and recruitment expert. Our story is one of exponential growth, from releasing a handful of game titles to becoming a dominant force in our market. 

This growth wasn’t just about numbers, it was about continuously pushing the boundaries of creativity and technology. However, with growth comes the challenge of scaling our team effectively. 

The talent attraction challenge

Joining CTW in the midst of a boom was a wake-up call to the need for a structured hiring process. The transition from managing a few titles per year to handling an ambitious pipeline required a rapid scale-up in talent across various roles. 

The lack of structured hiring practices was a significant hurdle, leading to uncertainty and slow decision-making. As the company aimed for the stars, it was clear we needed a solid foundation from which to launch our talent acquisition efforts.

Adopting a strategic talent acquisition process

When I joined CTW, the recruitment process was intuitive but unsystematic, a reflection of our startup roots but inadequate for our expanding needs. 

1. Approaching the definition of talent in a new way

To address this, I proposed a holistic talent definition framework, emphasizing motivation, behavioral competencies, skill competencies, and cognitive abilities. 

This wasn’t just about identifying the right skills but also about understanding how a candidate’s motivation and cognitive style would fit within the fast-paced, innovative culture of CTW.

2. Implementing structured interviews

We transformed our interview process, incorporating structured techniques to assess candidates against these new, comprehensive criteria. 

Instead of generic interviews, we implemented scenario-based questions and practical tasks that provided insight into how candidates solved problems, adapted to new information, and worked within a team. 

This approach allowed us to gauge not just what they could do, but how they thought, collaborated, and could potentially innovate within their roles.

3. Making the right decisions, faster

Additionally, we recognized the importance of speed and agility in decision-making. 

We streamlined our approval process, enabling team leaders to make quicker, more autonomous hiring decisions aligned with the defined competencies. 

This shift significantly reduced our time-to-hire, a crucial factor in a competitive talent market.

4. Training our hiring managers

To ensure consistency and fairness, we also introduced regular calibration sessions where hiring managers could align on what excellence looked like for different roles. 

This practice helped in maintaining a high standard across the board and fostered a shared understanding of what success looked like at CTW.

This change in recruitment was not just about filling positions more efficiently; it was about building the foundation of a workforce that could carry CTW’s vision forward. 

It was a shift from a reactive hiring approach to a strategic talent acquisition process, one that aligned closely with our long-term goals and cultural values.

Engaging with tech and student communities

After establishing a completely new approach in our hiring process, we needed to enhance our initiatives to attract new talent from the tech and student communities. 

In our quest for talent, we recognized the importance of proactive engagement with the communities where potential candidates thrived. 

Our strategy was multifaceted, reaching out through various platforms tailored to different segments, from WeChat for Chinese-speaking candidates to LinkedIn for a global audience. 

We established a regular presence at webinars, offline meetups, and organized office tours to showcase our culture. 

These initiatives were not just about filling current vacancies but about building a pipeline of future talent by embedding ourselves in the ecosystems of potential hires.

Nurturing early-career talent

CTW has dedicated substantial efforts to nurturing early-career individuals, particularly those with a technical focus. 

We’ve established strong relationships with universities and educational institutions. This isn’t about one-off career fairs, it’s about sustained interaction through seminars, workshops, and guest lectures where we don’t just talk about CTW but engage in broader discussions about the tech industry, emerging trends, and real-world applications. 

We position ourselves as a source of knowledge and inspiration, not just potential employers.

In these sessions, I personally take time to focus on the nuances of tech roles and the job market, sharing insights that are valuable regardless of whether students choose to apply to CTW.

This approach has helped us build trust and rapport with the early-career community, positioning CTW as a company that truly cares about their development.

Our referral program is particularly innovative. It’s not just about incentivizing our employees to recommend potential candidates; it’s about creating a community of advocates for CTW.

We offer substantial rewards for successful placements, but it’s more than that – it’s about acknowledging the value of a strong internal network and the quality of hires it can bring. 

We’ve found that early-career individuals are more likely to trust and be attracted to companies recommended by their peers or mentors.

Moreover, I’ve made it a point to keep in touch with many individuals I’ve met, from interns to young professionals. 

These relationships often provide continuous feedback and insights, not just about CTW’s perception in the market but also about evolving expectations and desires of young talent. 

This has been invaluable in shaping not just our recruitment strategies but our broader company policies and culture.

Internally, we’ve fostered a culture where young talent is encouraged to take initiative and drive change. We don’t just provide a job; we offer a path to growth, learning, and impact. 

By involving them in significant projects and providing clear paths for advancement, we ensure that early-career professionals feel valued and invested in our mutual success.

Adopting cutting-edge technology in recruitment

Adopting Workable as our Applicant Tracking System (ATS) and Candidate Relationship Management (CRM) tool was a game-changer. 

This platform allowed us to streamline our entire recruitment process, from sourcing to offering. 

The integrated job boards brought a diverse array of candidates, while features like scheduler and communication tracking ensured that every stakeholder was informed and engaged throughout the hiring process. 

The ability to analyze candidate motivation, salary expectations, and interview feedback in one place significantly reduced our lead time for making offers. 

Moreover, Workable’s reporting and analytics capabilities provided us with valuable insights, helping us continually refine our strategies and improve outcomes.

Measuring success and continuous improvement

The impact of our recruitment strategy was measurable and significant. We saw a dynamic increase in the number and quality of candidates, a reduction in time-to-hire, and a boost in team satisfaction with the recruitment process. 

Our efforts paid off, with CTW outperforming external recruiters and becoming a recognized name among potential candidates. 

However, we didn’t stop there. We established a feedback loop, regularly reviewing our processes, and incorporating insights from candidates, new hires, and hiring managers. 

This culture of continuous improvement ensures that our recruitment strategies evolve in line with our growth and the changing dynamics of the job market.

Our commitment is to stay ahead, continuously seeking out and nurturing the brightest minds. 

Nobu Sato is an HR professional and recruitment expert in Japan. With over 10 years of experience in HR and project management, he has worked with multiple corporations across different industries and regions. In addition to the game industry, he also have experience in internet, logistics, and robotics. He is proud to lead the CTW Talent Acquisition team, which was a finalist for The Best Talent Acquisition Team in Japan 2022.

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Extending job offers to tech professionals: 9 tips https://resources.workable.com/tutorial/extending-job-offers-to-tech-professionals Wed, 03 Jan 2024 14:50:38 +0000 https://resources.workable.com/?p=92545 The tech industry is well-known for its swift pace, innovation, and the intense competition for attracting top talent. To successfully extend a job offer to a tech professional, it’s crucial to understand what these candidates value most. Here’s how you can refine your approach: 1. Timing is everything In the tech sector, where professionals often […]

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The tech industry is well-known for its swift pace, innovation, and the intense competition for attracting top talent. To successfully extend a job offer to a tech professional, it’s crucial to understand what these candidates value most.

Here’s how you can refine your approach:

1. Timing is everything

In the tech sector, where professionals often receive multiple offers, swift action is critical. Minimize the delay between interviews and job offers.

Leveraging tools like Workable can significantly speed up this process, enabling quicker offer delivery.

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2. Personalize the offer

Tech candidates seek recognition for their unique skills. Personalize your approach with a phone call to discuss the offer, followed by a detailed email or letter that shows you value their individual contributions.

With Workable, we facilitate scheduling the offer call and ensure the candidate can immediately review the offer during the discussion, addressing any questions they may have about benefits and other details.

Related: 8 job offer letter templates for every circumstance with extra tips

3. Transparency is key

Being upfront about the entire compensation package is essential. This should include:

  • A competitive base salary
  • Potential bonuses or commissions
  • Benefits tailored to tech professionals, such as sponsored attendance at conferences, ongoing training programs, and high-quality tech equipment
  • Stock options, which are particularly appealing in startups and tech companies
  • Work flexibility options, like remote work and flexible hours

4. Discuss company culture and values

It’s important to emphasize your company’s culture and values, such as a commitment to innovation, continuous learning, and a collaborative work environment.

At Workable, we highlight the potential for growth, making this a key part of our offer.

5. Give them time (but not too much)

It’s reasonable to expect a prompt decision, but tech professionals weighing multiple offers will appreciate a fair amount of time to consider.

At Workable, we provide a balanced timeframe, underscoring the unique opportunities that come with our offer.

6. Prepare for the counteroffer

Anticipate and be ready to negotiate in response to counteroffers.

This demonstrates your serious interest in the candidate and willingness to align your offer with their expectations.

7. Smooth onboarding with tech setup

Tech hires should experience a hassle-free onboarding process, especially with their tech setup.

At Workable, we ensure new hires are equipped with the necessary tools from day one during the onboarding process. The HR and IT team provide comprehensive support to bring them up to speed quickly.

8. Feedback loop

If an offer is declined, it’s valuable to ask for feedback.

At Workable, we seek insights into what candidates valued or perceived as missing, helping us adapt our strategies and maintain a pulse on the changing market dynamics.

It’s more than just a job offer

Extending an offer to tech professionals requires a tailored approach that takes into account the specific expectations and values of the tech industry.

By prioritizing transparency, emphasizing opportunities, and showcasing the unique aspects of your tech environment, you can effectively attract and secure top talent.

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Corporate whistleblower policy template https://resources.workable.com/corporate-whistleblower-policy Fri, 22 Dec 2023 13:53:43 +0000 https://resources.workable.com/?p=92537 A well-defined whistleblower policy is essential for promoting ethical practices within an organization. HR professionals can use this template to create a policy that suits their organization’s needs and provides a safe reporting mechanism for employees. By implementing this policy, HR can demonstrate their commitment to maintaining a safe and ethical workplace. What is a […]

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A well-defined whistleblower policy is essential for promoting ethical practices within an organization. HR professionals can use this template to create a policy that suits their organization’s needs and provides a safe reporting mechanism for employees. By implementing this policy, HR can demonstrate their commitment to maintaining a safe and ethical workplace.

What is a corporate whistleblower policy?

This policy applies to organizations that are committed to upholding the highest ethical standards and promoting a culture of transparency and accountability.

This whistleblower policy aims to provide a safe and confidential reporting mechanism for employees to report any unethical or illegal behavior that they witness or are asked to participate in. The policy protects employees from retaliation for reporting such behavior and ensures that the organization takes appropriate action against those who violate the policy.

The policy covers various aspects of unethical behavior, including fraud, embezzlement, bribery, and harassment. Employees can report violations through various channels, such as email, phone, or an anonymous reporting system. The policy ensures that all reports are thoroughly investigated and that appropriate action is taken against those who violate the policy.

A corporate whistleblower policy should include:

  1. A clear reporting mechanism that is accessible to all employees.
  2. A commitment to protect employees from retaliation for reporting violations.
  3. A thorough investigation process to address reported violations.
  4. Appropriate disciplinary action against those who violate the policy.

Step-by-step instructions to create this policy

1. Review existing policies and procedures related to ethical conduct and reporting mechanisms.
2. Identify the appropriate reporting channels and ensure they are accessible to all employees.
3. Develop a reporting form or template that includes fields for describing the violation, the date, time, location, and any supporting evidence.
4. Define the roles and responsibilities of those responsible for investigating and addressing reported violations.
5. Communicate the policy to all employees, emphasizing the organization’s commitment to maintaining a safe and ethical workplace.
6. Provide training to managers and supervisors on the policy and their roles and responsibilities.
7. Review and update the policy regularly to ensure it remains effective and relevant.

Corporate whistleblower policy template

[Organization name]

Whistleblower policy

Brief & purpose

This policy aims to provide a safe and confidential reporting mechanism for employees to report any unethical or illegal behavior that they witness or are asked to participate in. The policy protects employees from retaliation for reporting such behavior and ensures that the organization takes appropriate action against those who violate the policy.

Scope

This policy applies to all employees, contractors, and third-party vendors working with [organization name].

Reporting channels

Employees can report violations through various channels, such as:
* Email: [ethics@organization.com]
* Phone: 1-800-123-xxxx
* Anonymous reporting system: [www.example.com/ethics]

Reporting form

The reporting form should include fields for describing the violation, the date, time, location, and any supporting evidence. Employees can access the form through the anonymous reporting system or by contacting the ethics department.

Investigation process

All reports will be thoroughly investigated by the ethics department or an appointed investigator. The investigation will be fair, impartial, and confidential. The organization will take appropriate action against those who violate the policy, up to and including termination.

Retaliation protection

The organization prohibits retaliation against employees who report violations in good faith. Employees who feel they have been retaliated against should report the incident to the ethics department immediately.

Disciplinary action

Employees who violate this policy will face disciplinary action, up to and including termination. The organization will also take appropriate action against contractors or third-party vendors who violate the policy.

Communication and training

The organization will communicate this policy to all employees, contractors, and third-party vendors. The policy will be reviewed and updated regularly to ensure it remains effective and relevant. The organization will provide training to managers and supervisors on the policy and their roles and responsibilities.

Effective date

This policy is effective as of [insert date] and supersedes all previous policies related to whistleblower reporting.

Disclaimer: This policy template is meant to provide general guidelines and should be used as a reference. It may not take into account all relevant local, state or federal laws and is not a legal document. Neither the author nor Workable will assume any legal liability that may arise from the use of this policy.

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Employee accommodation policy template https://resources.workable.com/employee-accommodation-policy Wed, 20 Dec 2023 13:26:31 +0000 https://resources.workable.com/?p=92530 The employee accommodation policy template can help HR professionals create a comprehensive and compliant accommodation policy for their organization. It outlines the steps to be taken when an employee requests an accommodation, the responsibilities of the employee and the organization, and the process for determining and implementing reasonable accommodations. What is the employee accommodation policy? […]

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The employee accommodation policy template can help HR professionals create a comprehensive and compliant accommodation policy for their organization. It outlines the steps to be taken when an employee requests an accommodation, the responsibilities of the employee and the organization, and the process for determining and implementing reasonable accommodations.

What is the employee accommodation policy?

An employee accommodation policy applies for a company that is committed to ensuring that all employees, regardless of their abilities, have equal access to employment opportunities and a supportive work environment.

In accordance with the Americans with Disabilities Act (ADA) and other relevant laws, the organization will provide reasonable accommodations to employees with disabilities or other needs, unless doing so would cause an undue hardship.

Reasonable accommodations may include, but are not limited to, modifications to the physical work environment, adaptive equipment, modified work schedules, and job restructuring. The organization will engage in an interactive process with the employee to determine the most appropriate reasonable accommodation(s) for their individual needs.

An employee accommodation policy should include:

  1. A clear statement of the organization’s commitment to providing reasonable accommodations for employees.
  2. A description of the process for requesting and determining reasonable accommodations, including the responsibilities of the employee and the organization.
  3. A list of examples of reasonable accommodations that the organization may provide.
  4. A statement regarding the confidentiality of employee disability-related information.

Step-by-step instructions to create this policy

1. Review relevant laws and regulations, such as the Americans with Disabilities Act (ADA) and Section 504 of the Rehabilitation Act.
2. Engage stakeholders, including HR, legal, and management, to ensure the policy is comprehensive and compliant.
3. Define the organization’s commitment to providing reasonable accommodations and the scope of the policy.
4. Outline the process for requesting and determining reasonable accommodations, including the responsibilities of the employee and the organization.
5. Provide examples of reasonable accommodations that the organization may provide.
6. Include a statement regarding the confidentiality of employee disability-related information.
7. Review and revise the policy as needed to ensure it remains compliant and effective.

Employee accommodation policy template

[Organization Name]

Employee accommodation policy

Introduction

[Organization name] is committed to ensuring that all employees, regardless of their abilities, have equal access to employment opportunities and a supportive work environment. In accordance with the Americans with Disabilities Act (ADA) and other relevant laws, the organization will provide reasonable accommodations to employees with disabilities and other needs they might have, unless doing so would cause an undue hardship.

Scope

This policy applies to all [organization name] employees, including full-time, part-time, and contract employees.

Process for requesting and determining reasonable accommodations

1. Employees who require a reasonable accommodation must notify their supervisor or HR representative in writing.
2. The organization will engage in an interactive process with the employee to determine the most appropriate reasonable accommodation(s)
3. The organization will consider the employee’s request and determine whether the requested accommodation is reasonable and effective.
4. The organization may request additional information or documentation to support the request, such as a doctor’s note or a report from a vocational rehabilitation counselor.
5. The organization will communicate its determination to the employee in writing, including the reason for any denial of the requested accommodation.

Examples of reasonable accommodations

1. Modifications to the physical work environment, such as installing a wheelchair ramp or widening a doorway.
2. Adaptive equipment, such as a screen reader or a standing desk.
3. Modified work schedules, such as flexible start and end times or telecommuting.
4. Job restructuring, such as reassigning non-essential job duties.
5. Religious accommodations, such as time off for religious holidays or wearing certain attire or headcoverings.
6. Family responsibilities, such as flexible work arrangements to care for a family member or parental leave to care for a newborn.
7. Medical conditions, such as modifications to job duties or leave for medical treatment.
8. Pregnancy and childbirth, such as modifications to job duties or leave for childcare.
9. Military leave, such as time off for military training or deployment.

Confidentiality

The organization will keep all employee disability-related information confidential and secure, in accordance with applicable laws and regulations.

Responsibilities

1. Employees are responsible for notifying their supervisor or HR representative of their need for a reasonable accommodation.
2. The organization is responsible for engaging in an interactive process with the employee to determine the most appropriate reasonable accommodation(s).
3. The organization will provide reasonable accommodations, unless doing so would cause an undue hardship.

Effective Date

This policy is effective [insert date] and supersedes all previous policies related to employee accommodations.
Amendments

The organization reserves the right to amend or modify this policy at any time, without notice. The latest version of this policy will be available on the organization’s intranet.

Acknowledgement

By accepting employment with [organization name], employees acknowledge that they have read, understood, and will comply with the terms of this policy.

Signature

[Insert signature of authorized representative]

[Insert name and title of authorized representative]

[Insert date]

Disclaimer: This policy template is meant to provide general guidelines and should be used as a reference. It may not take into account all relevant local, state or federal laws and is not a legal document. Neither the author nor Workable will assume any legal liability that may arise from the use of this policy.

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PaneraTech: rapid scaling of hiring with digital savvy https://resources.workable.com/stories-and-insights/paneratech-rapid-scaling-of-hiring-with-digital-savvy Wed, 27 Dec 2023 16:34:33 +0000 https://resources.workable.com/?p=92523 In an enlightening interview with Workable, Nicole Madden, Human Resources Business Partner at PaneraTech, shed light on the dynamic and comprehensive human resources strategies employed at the company. PaneraTech, known for its pioneering role in digitizing traditional manufacturing industries, has experienced rapid growth and change over the past several years, necessitating steep scaling of new […]

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In an enlightening interview with Workable, Nicole Madden, Human Resources Business Partner at PaneraTech, shed light on the dynamic and comprehensive human resources strategies employed at the company.

PaneraTech, known for its pioneering role in digitizing traditional manufacturing industries, has experienced rapid growth and change over the past several years, necessitating steep scaling of new hires. This meant a fourfold increase in employee numbers in less than a year and a half.

Nicole’s insights offer a window into how the company has navigated these changes, focusing on collaborative culture, innovative onboarding and mentorship programs, and leveraging technology in talent acquisition.

What is PaneraTech?

“We are pioneering the digital transformation for heavy manufacturing industries,” Nicole says of PaneraTech.

“So when you think of industries like glass, steel, aluminum – those are big, traditional industrial industries, and we are helping them digitalize, which can be a challenge because they’ve been around a long time.

“They’ve been doing things like this for centuries. And now we are introducing a better way to really manage your operations more efficiently with digital technology and solutions.”

That ‘better way’ is now in high demand in the manufacturing sector, which means Nicole’s talents in recruitment are in need.

Rapid company growth – and retention

First off, that growth has considerable. when Nicole joined the company in August 2022, PaneraTech had about 27 employees worldwide.

“We were expecting to grow … We always thought, we’re double in size and have about 50 employees at the end of the year. We have about 100 employees now.”

And what’s more, as of December 2023, PaneraTech has retained all those employees.

In order to meet those expectations of her role, Nicole spearheaded several initiatives. Among other things, she did the following.

1. Leverage technology for talent acquisition

When you work in a specialized industry, talent can be hard to come by.

“Sometimes like when we were finding field technicians, that was a big challenge because you want someone that has familiarity with furnaces, right? And unfortunately, they were working for our customers,” Nicole says, adding that she would have to be strategic about looking at past histories of potential candidates.

She’s quick to point out the benefits of technology especially in such a specialized sector where optimal talent is hard to find. For instance, she’ll actively seek out professionals on LinkedIn with outreach messaging.

Workable’s AI Recruiter feature also came into play here.

“Workable also identifies talent because they have … their own database too. You have candidates that might align that you can recommend. That’s very helpful as well,” Nicole says.

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“And then when we open different jobs with candidates that have skills that might overlap from another one. We might not even be thinking about those candidates, but Workable always gives that reminder, like, ‘Hey, you want to check out some passive candidates?’, and it actually is helpful.”

Referrals also made a huge difference in essentially quadrupling her workforce in less than one and a half years.

Workable Referrals was amazing because it’s digitalized. We have a lot of people making shares from Workable Referrals to share the jobs on their page on linkedin… We’ve had a third of our hires come from referrals.”

Nicole also was quick to point out some of the other things she liked about using Workable, including being able to customize each stage of the hiring process, keep notes in scorecards during interviews, and work across the hiring team.

2. Sustain a collaborative culture

When a company grows rapidly, there can often be challenges. But at PaneraTech, the outcome has been wholly positive.

“You have new leadership change management, all these different aspects occurring,” Nicole explains. “This is usually when people jump ship, right? They’re like, ‘it’s a little bit too crazy.’ Luckily, we have not had that occur.”

This is due to PaneraTech’s collaborative spirit.

“We’ve been able to focus on collaboration, collaborating with our existing team, helping them be involved with us – onboarding and bringing on our new team members so that everybody is working cohesively together and they’re familiar with one another.”

3. Establish a mentorship program

One method of collaboration was a ‘buddy system’ involving top talent in each of PaneraTech’s departments.

“When we onboarded a new hire, we would pair them with that individual,” Nicole explains.

“And then we would meet with that same buddy trainer… just make sure that they are covering the right aspects. Making sure that new hire really understands our culture that they can reach out and collaborate to whomever we have open doors.”

4. Ensure a smooth onboarding

Workable was also instrumental in onboarding new talent, Nicole says..

“The capabilities of being able to create the requisition so that you can manage each job, manage each hire, that just really helped us with the logistics of being successful with our onboarding,” she adds about the HR software.

“We were able to implement a new onboarding process and a new recruiting process – and having the recruiting process, the onboarding process in place helped us with being successful and bringing on so many people.”

5. Survey for continuous improvement

Employee surveys were crucial in ensuring a consistent loop of feedback that Nicole and her colleagues at PaneraTech could act on, including new hire experience.

“We asked: how was onboarding? How can we improve it? How were your connections with different team members? Were they helpful?

“And it just helps us give insight because if they say yes, then great. We know it works. But if they say no, then we can pinpoint and identify exactly what might have went wrong and see how we can improve it.”

6. Be flexible across time zones

Out of the 100-odd employees at PaneraTech, about 60 of them are in Turkey, Nicole tells us. There’s also 15 in the United States, plus team members in Germany, Italy,, Portugal, and India. There are plans in place to expand to Brazil.

So what does that mean for working across different time zones and cultures? Nicole responds that she loves the diversity of the company.

“I’ve always been a people person,” she says. “I love different people, diverse people, like I think mainly anybody that went to college, you deal with different backgrounds, diversity all the time. And I thrive in those types of environments.”

Overall, it’s been a positive learning experience.

“I like learning from other people,” she says. “This was my first time working at a global company, especially leading it as HR. So this was a big role for me and I feel like it’s been a great transition working with people in different cultures, understanding their thought process, seeing how they work differently because they are working heavy and hard.

“So it challenges you to be like, maybe I could do a few more hours. Feed off of each other, even though Turkey is like seven hours ahead of us.”

She adds that people might think collaboration would be by email in this situation, but it’s not like that at all.

“No, we make time,” she says. “When we have our company town halls, we have town halls every quarter. When we do that, it’s always at 8 in the morning, because we want to make sure that we’re not having them work super late and we can get up and start the meeting at 8.”

A digitized – and human – approach to hiring

Ultimately, Nicole’s strategies represent a modernized and proactive approach to hiring, particularly in a fast-evolving and technology-driven industry. The use of innovative methods like the buddy program and reliance on feedback through surveys demonstrate a commitment to continuous improvement and employee well-being.

As PaneraTech continues to expand its global footprint, Madden’s HR strategies offer valuable lessons in managing change, fostering a collaborative culture, and embracing technology to meet the challenges of a dynamic workforce.

And, she shares, “Workable definitely played a vital role in us being successful in identifying the talent, managing the talent, and also onboarding the talent … I would be lying if I said we could do all this without our ATS.”

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Navigating the AI talent landscape with Allurion and Rokt https://resources.workable.com/stories-and-insights/navigating-the-ai-talent-landscape-with-allurion-and-rokt Wed, 17 Jan 2024 15:28:39 +0000 https://resources.workable.com/?p=92516 The rapid advancement of AI technology has brought about significant changes in talent acquisition and management. We reached out to two of our customers to understand this better. Claire Vernié, Talent Acquisition Operations Project Manager at weight-loss company Allurion Technologies, and Sarah Wilson, Chief People Officer at the ecommerce tech firm Rokt, shared their experiences […]

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The rapid advancement of AI technology has brought about significant changes in talent acquisition and management. We reached out to two of our customers to understand this better.

Claire Vernié, Talent Acquisition Operations Project Manager at weight-loss company Allurion Technologies, and Sarah Wilson, Chief People Officer at the ecommerce tech firm Rokt, shared their experiences and strategies with us on how they’re navigating this rapidly evolving landscape especially in how the talent market is impacted.

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Here, we share the questions that we asked them, and their responses.

1. The overview

Q: Can you provide a brief overview of your company’s journey, especially in terms of hiring AI talent, and share a pivotal lesson you’ve learned?

In her response, Claire emphasized the importance of cultural fit and diverse skill sets alongside technical expertise.

She also describes an enthusiastic and strategic embracement of AI tech – including developing the Coach Iris weight-loss app, its own in-house AI tool.

It’s not just tech though.

“We’ve recognized that … cultural fit is also pivotal in building a cohesive team by fostering a collaborative environment that celebrates diverse skill sets as well as encourages continuous learning and innovation,” says Claire.

Naturally, this all leads to an increased need for top AI talent

This, Claire tells us, “emphasized the necessity for competitive packages to ensure we attract and retain the best talent.”

Allurion, says Claire, has bigger plans ahead including new product development, which will only emphasize the crucial balance between tech, culture, and compensation in the AI landscape.

Meanwhile, Sarah says the rise of AI has opened up what she describes as a “great problem to have”.

“We have had a machine learning (ML) team for many years and so the rise of AI in popularity has created both challenges and opportunities for us,” says Sarah.

“There are now more people training in this space (increasing the candidate pool) but by equal or greater measure, there are more opportunities for these individuals to choose from.”

Related: The workplace of the future: How AI is evolving the working world

2. What’s evolved in hiring AI talent

Q: How have your challenges and strategies in hiring specialized AI professionals evolved throughout 2023, and what’s in store for 2024?

While Sarah pointed to an already-existing machine language team at Rokt, Claire noted that Allurion hired its first machine language engineer in 2023 – with the focus on cutting-edge projects.

And in 2024, Allurion’s talent team will strengthen its relationship with existing AI communities.

“This is key to establish a robust pipeline for skilled professionals,” Claire says, highlighting the importance of aligning hiring strategy with a commitment to embracing AI tech.

Meanwhile, Sarah says the shifting tech market has opened up access to talent that Rokt didn’t have access to previously.

“We have found that we are hiring more internationally than we have previously as well. We expect these trends to continue.”

3. The balance between AI upskilling and hiring

Q: When looking at your AI team’s capabilities, how do you balance between upskilling existing employees and hiring new talent, and what criteria guide your decisions?

Sarah described a prioritization of hiring highly educated professionals, while also empowering their staff with individual professional development budgets.

“We put the power to develop these skills into the hands of our people,” Sarah says.

“That said, we typically hire PhD level people into these roles – and so our current priority is in hiring into the group versus leveling up the people we have.”

Claire looks to strike a balance between the two.

“Upskilling will foster loyalty and internal expertise with our current employees, while new hires bring in diverse perspectives to our organization,” she says, adding that decisions are made after assessing current skills gaps, project needs, and long-term goals.

4. Identifying and attracting AI talent

Q: Where can you find AI talent, how do you attract them, and what soft skills are crucial for them to succeed?

Claire highlighted a multifaceted approach.

“We tap into online communities, conferences, specialized platforms, and strategically explore colleges renowned for top-tier AI programs. By spanning out regionally and pinpointing locations rich in talent, we are casting a wide net.”

She adds that a focus on tackling “interesting and meaningful problems” through innovation and an emphasis on growth opportunities, collaboration, and teamwork are key, as are the overall company mission and benefits.

As for soft skills: “We value adaptability, effective communication, and a passion for innovation.”

Similarly, Sarah also points to alignment with core values as a key measuring stick of new talent.

“We have found in particular that Smart with Humility, Conquer New Frontiers, and Communicate with Impact correlate closely to success in this part of our business.”

5. Finding and filling gaps without in-house AI experience

Q: How do you evaluate candidates for a brand-new AI role when you don’t have that experienced leader who knows what to look for in terms of talent?

First, when engaging with candidates, Claire looks at skills and abilities, a track record, and a drive to stay updated in the evolving AI landscape.

And then there’s the team approach.

“We also adopt a team-oriented strategy to collectively break down the responsibilities associated with the new AI role. This collaborative effort involves researching, accessing training resources in our network or through platforms like LinkedIn Learning,” Claire says.

“We proactively gather insights from various channels, including reviewing other job postings, articles, and engaging in discussions during the recruitment process.”

Claire notes how this helps in collectively establishing knowledge and understanding for new AI roles in the absence of an experienced leader.

AI grows as a mainstay in work

The insights from Sarah and Claire show an increased emphasis on AI knowledge and capabilities – and they’ve evolved their hiring and employment strategies at their respective companies in response.

As is the case for any new developments in the workplace, an agile and proactive mindset is crucial to stay ahead of the curve – and we’re seeing this at Allurion Technologies and Rokt, among many others.

If you’d like to share your own insights or story on how you’ve navigated the sudden entry of AI into your company, send us a note and let’s talk!

The post Navigating the AI talent landscape with Allurion and Rokt appeared first on Recruiting Resources: How to Recruit and Hire Better.

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Avoid early HR mistakes: how an HRIS can guide small businesses https://resources.workable.com/tutorial/avoiding-early-hr-mistakes-how-an-hris-can-guide-small-businesses Tue, 19 Dec 2023 15:06:26 +0000 https://resources.workable.com/?p=92505 In small businesses, especially those in their nascent stages, navigating the complex world of human resources can be as daunting as overall management of the business. If you’re one of those American small business owners propelled into action after that inspired moment of scribbling down their brilliant idea on a napkin, you may already be […]

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In small businesses, especially those in their nascent stages, navigating the complex world of human resources can be as daunting as overall management of the business.

If you’re one of those American small business owners propelled into action after that inspired moment of scribbling down their brilliant idea on a napkin, you may already be familiar with the “oh s**t” feeling of being unprepared for the multifaceted challenges that come your way.

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After all, the Small Business Administration says about 21% of businesses fail in their first year, and just one-third of all small businesses survive their second year.

Lack of money and competition are cited as major factors, but so is poor management.

That can include HR management. Lacking experience in this area, you may inadvertently find yourself embroiled in early HR mistakes ranging from payroll errors to labor law non-compliance. Both can trip up the upward trajectory of your company.

There are also critical processes such as employee onboarding, payroll management, and benefits administration which can be handled in a makeshift manner, without the necessary guardrails or guidance. More trip-ups and more negative impact at a crucial stage of growth.

Plus, you have to think about talent acquisition strategy, employee engagement and retention, and other things that you may be overlooking because you’re fixated on immediate operational needs.

These mistakes can become costly over time. Can’t afford to do that now, can you? No, you can’t. You definitely don’t want to become part of that 21% statistic above.

So how do you avoid these mistakes?

In the early stages, you’re likely to not have a dedicated HR department or even an experienced HR professional on board. This absence of expertise leads to a reliance on ad-hoc methods and gut feeling rather than established HR practices – leading to what we’ve described above.

The good news is that this is entirely avoidable if you could have some sort of system in place.

That’s where a basic HRIS can come in quite useful. An acronym for Human Resources Information System, it’s a software that can serve as your beacon around all these potential hotspots.

It’s like having your very own digital HR manager helping you manage employees and their information within legal guardrails – even without formal HR training.

For businesses with as few as 20 employees, an HRIS can be a game-changer, transforming potential early mistakes into opportunities for growth and strategic HR management.

How can an HRIS guide your small business?

Wait. How can it be a game-changer for your business? An HRIS can guide your business to:

1. Optimize management of core HR tasks

For a small US business with up to 20 employees, implementing even a basic, plug-and-play HRIS can significantly streamline essential HR functions.

This includes automating payroll, tracking employee hours, and managing leaves, freeing up valuable time that owners and managers can redirect towards business growth and development.

2. Assure first-time compliance

Small businesses new to HRIS will find these systems invaluable for navigating the complexities of US labor laws and regulations.

A basic HRIS ensures that even those without prior HR experience can maintain compliance, reducing the risk of legal complications and fines related to HR practices.

Related: Federal & state employment laws – and how an HRIS helps

3. Centralize employee data management

For small businesses without a previous HRIS, transitioning to a system that centralizes all HR data – from personal employee information to performance records – can be transformative.

It simplifies data access and management, enhancing the decision-making process with readily available, organized information.

4. Simplify employee lifecycle management

A basic HRIS provides small businesses tools to manage the entire employee lifecycle more effectively.

From the recruitment and onboarding of new hires to conducting performance reviews, these systems help in creating a more structured and engaging employee experience, which is crucial for retention and overall workplace satisfaction.

5. Grow and scale without breaking budgets

Even the most straightforward HRIS solutions offer scalability, which is essential for small businesses planning for future growth.

These systems can adapt to increasing employee numbers and evolving business needs without significant additional investments, making them a cost-effective solution for small businesses looking to expand their operations while maintaining efficient HR management.

Let the HRIS be your guide

For small businesses, an HRIS is more than just a tool for managing employee data; it’s a strategic asset that can prevent early HR mistakes and foster growth.

The benefits of an HRIS for your small business are pretty clear – it guides your operations so that you can maximize efficiency and effectiveness in the rudimentary operational tasks, and minimize risks and costs associated with the same.

The post Avoid early HR mistakes: how an HRIS can guide small businesses appeared first on Recruiting Resources: How to Recruit and Hire Better.

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7 real-life Fashion Editor interview questions https://resources.workable.com/fashion-editor-interview-questions Wed, 20 Dec 2023 14:34:56 +0000 https://resources.workable.com/?p=92501 These fashion editor interview questions are directly sourced from real hiring managers and they are ready to use. Make sure that you are interviewing the best fashion editor candidates. Sign up for Workable’s 15-day free trial to hire better, faster. 7 good fashion editor interview questions Have you managed your own fashion brand? What is your approach […]

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These fashion editor interview questions are directly sourced from real hiring managers and they are ready to use.

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Make sure that you are interviewing the best fashion editor candidates. Sign up for Workable’s 15-day free trial to hire better, faster.

7 good fashion editor interview questions

  1. Have you managed your own fashion brand?
  2. What is your approach to curating and presenting portfolio content?
  3. Can you discuss your experience in a fashion magazine internship or working for a retailer?
  4. How do you keep up with fashion shows, trends, and industry developments?
  5. Describe a time when you worked with a diverse team on a fashion project.
  6. How do you adapt to changes in the fashion industry?

The following 7 questions have been compiled based on notes from actual hiring managers.

1. Have you managed your own fashion brand?

This question seeks insight into the candidate’s experience with managing their own fashion brand.

Sample answer:

“Yes, managing my brand involved comprehensive market research, identifying a unique style niche, and crafting a strategic business plan. I focused on branding, efficient supply chain management, and targeted marketing. Engaging with customers through various platforms was essential for building a loyal clientele and staying attuned to market demands.”

2. What is your approach to curating and presenting portfolio content?

This question explores the candidate’s approach to selecting and presenting content in their fashion portfolio.

Sample answer:

“Curating my portfolio involves a strategic selection of pieces that showcase my range of skills and stylistic evolution. Each piece is chosen for its innovation, craftsmanship, and alignment with current market trends and my design ethos. The portfolio aims to demonstrate versatility and a strong personal brand identity.”

3. Can you discuss your experience in a fashion magazine internship or working for a retailer?

This question delves into the candidate’s experience in fashion media and retail settings.

Sample answer:

“Interning at a fashion magazine offered me insights into editorial processes, trend analysis, and industry networking. My role in retail involved understanding customer needs, inventory management, and sales strategies. These experiences provided a comprehensive understanding of different facets of the fashion industry.”

4. How do you keep up with fashion shows, trends, and industry developments?

This question is about how the candidate stays updated with the latest fashion trends and industry news.

Sample answer:

“I keep abreast of the latest fashion trends by attending shows, following key industry figures and brands, and subscribing to fashion magazines. Engaging in online fashion communities and attending industry events also helps me stay informed. I incorporate these insights into my work to ensure relevance and innovation.”

5. How do you incorporate your unique viewpoint in your work?

This question focuses on how the candidate integrates their personal style and vision into their work.

Sample answer:

“My design approach is a mix of traditional influences and modern aesthetics. In a recent collection, I combined classic art motifs with innovative fabrics, creating a unique style that was both contemporary and reflective of historical influences, emphasizing my commitment to blending different design elements.”

6. Describe a time when you worked with a diverse team on a fashion project.

This question addresses the candidate’s experience working with diverse teams on fashion projects.

Sample answer:

“In a recent collaborative project, we had team members from various cultural backgrounds. We prioritized open communication and respect for each other’s ideas. The resulting collection was a harmonious blend of diverse styles and was widely praised for its creativity and inclusive approach.”

7. How do you adapt to changes in the fashion industry?

This question inquires about the candidate’s ability to adapt to the fast-paced changes in the fashion industry.

Sample answer:

“Staying adaptable in fashion is crucial. For instance, with the rise of sustainable fashion, I quickly integrated eco-friendly materials into my designs. This not only aligned with global environmental trends but also catered to the growing consumer interest in sustainability, demonstrating my ability to respond to industry shifts.”

What does a good fashion editor candidate look like?

A good fashion editor possesses a combination of creative flair, industry knowledge, organizational skills, and a keen understanding of trends. Here are some qualities that make a good fashion editor:

Creativity: A good fashion editor has a strong creative vision and the ability to think outside the box. They can conceptualize and create visually appealing and innovative fashion stories.
Knowledge of fashion industry: They should have a deep understanding of the fashion industry, including designers, trends, and the history of fashion. Keeping up with the latest developments in the industry is crucial.
Communication skills: Effective communication is key in the fashion world. A good editor should be able to articulate ideas clearly to both team members and readers. They should also be able to collaborate well with photographers, stylists, and writers.
Attention to detail: Fashion editors need to have a keen eye for detail to ensure that every element of a fashion spread or article is visually cohesive and aligned with the overall concept.
Adaptability: The fashion industry is fast-paced and ever-changing. A good editor should be adaptable and able to work well under pressure. They should also be open to incorporating new ideas and staying updated on emerging trends.
Networking skills: Building and maintaining relationships with designers, PR professionals, and other industry insiders is crucial for a fashion editor. Networking helps in accessing the latest collections and exclusive opportunities.
Strong organizational skills: Coordinating photoshoots, managing schedules, and overseeing deadlines require strong organizational skills. A good editor should be able to multitask and keep various aspects of a project running smoothly.
Fashion sense: It goes without saying that a fashion editor should have a strong sense of style and an innate understanding of what works visually. They should be able to curate looks that resonate with the target audience.

Red flags

Lack of industry knowledge: If a fashion editor is not up-to-date with industry trends, designers, and developments, it may indicate a lack of commitment or passion for the field.
Poor communication: Inability to communicate effectively can lead to misunderstandings and a lack of cohesion within the team, affecting the quality of the final product.
Resistance to change: Given the dynamic nature of the fashion industry, resistance to new ideas or an unwillingness to adapt to changes may hinder the editor’s ability to stay relevant.
Limited creativity: A fashion editor should be able to bring fresh and innovative ideas to the table. If their work appears repetitive or lacks creativity, it may be a red flag.
Difficulty in collaboration: Fashion is a collaborative field, and a good editor should be able to work well with photographers, stylists, writers, and other team members. Difficulty in collaboration can negatively impact the quality of the final output.

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55+ real-life interview questions for soft skills at every level https://resources.workable.com/tutorial/55-real-life-interview-questions-for-soft-skills-at-every-level Tue, 19 Dec 2023 16:56:55 +0000 https://resources.workable.com/?p=92494 According to research conducted by Harvard University, the Carnegie Foundation, and Stanford Research Center, the majority of career success, accounting for 85%, is attributed to the presence of strong soft skills and people skills. In contrast, hard skills such as technical expertise and knowledge contribute to only 15% of one’s professional achievements.  Soft skills are […]

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According to research conducted by Harvard University, the Carnegie Foundation, and Stanford Research Center, the majority of career success, accounting for 85%, is attributed to the presence of strong soft skills and people skills. In contrast, hard skills such as technical expertise and knowledge contribute to only 15% of one’s professional achievements. 

Soft skills are the fuel for any evolving organization. Building a team that excels in interpersonal finesse and strategic acumen is a challenging task. 

To empower HR professionals in this quest, we present a comprehensive guide featuring authentic interview questions curated by seasoned hiring managers. 

This guide is carefully organized across levels and soft skills. 

Tailored for HR professionals seeking to refine their hiring approach, these questions provide a roadmap to identify candidates who not only possess the technical prowess but also exhibit the crucial soft skills needed to thrive in diverse professional landscapes.

General real-life interview questions for candidates suitability

The following questions are designed to evaluate the candidate’s skills, experience, personality, and potential contributions to the company. 

  1. Why do you want to work for this company / Why are you a good fit for this company?

This question explores the candidate’s interest in the company and how their skills and values align with the company’s culture and goals.

Sample answer: 

“I am drawn to your company’s innovative approach and strong values. My background in technology and passion for sustainability align perfectly with your mission, making me a great fit for your team.”

  1. What are your career aspirations?

This question seeks to understand the candidate’s long-term career goals and how they align with the company’s path.

Sample answer: 

“My long-term goal is to grow into a leadership role where I can contribute to strategic decisions and mentor others, continually pushing for innovation and excellence in my field.”

  1. What are your salary expectations?

This question is about the candidate’s salary expectations to ensure they align with the company’s budget and compensation standards.

Sample answer: 

“Based on my research and understanding of the role’s responsibilities, I would expect a salary in the range of $X to $Y, but I’m open to discussing this further based on the total compensation package.”

  1. How would you describe yourself in 5 words?

This question assesses how the candidate perceives their own strengths and personality traits.

Sample answer:
“Innovative, dedicated, collaborative, analytical, and adaptable.”

  1. While you were in university, which courses did you get the most out of? Why?

This question explores the candidate’s educational background and the areas where they felt most engaged and successful.

Sample answer: 

“I particularly enjoyed my courses in data analysis and project management. They taught me how to approach complex problems systematically and work effectively in team settings.”

  1. Tell us about a time you received constructive criticism: what was said, what did you do to correct the situation, and how did you feel?

This question is designed to understand how the candidate handles feedback and their ability to grow from it.

Sample answer: 

“In my last role, my manager suggested improving my public speaking skills. I took a course and practiced diligently, which boosted my confidence and effectiveness in presentations.”

  1. How do you handle situations where your suggestions or recommendations are heard but ultimately not approved?

This question evaluates the candidate’s response to rejection and their ability to adapt to different opinions and decisions.

Sample answer: 

“I value diverse perspectives and understand that not all suggestions can be implemented. I focus on learning from these situations to refine future recommendations.”

  1. What is your biggest strength? Weakness?

This question aims to uncover the candidate’s self-awareness regarding their strengths and areas for improvement.

Sample answer: 

“My biggest strength is my problem-solving ability, and my weakness is sometimes being too detail-oriented, which I’m actively working to balance.”

  1. What has been your favorite project to work on?

This question seeks insight into the candidate’s work preferences and past experiences that they found fulfilling.

Sample answer: 

“My favorite project was developing a new analytics tool that improved our team’s efficiency by 30%. It was challenging but extremely rewarding.”

  1. Where do you see yourself in 5 years?

This question explores the candidate’s future vision and alignment with the company’s potential growth opportunities.

Sample answer: 

“In five years, I see myself in a managerial role within your organization, leading projects that align with your strategic goals and mentoring junior team members.”

  1. What do you do outside of work?

This question aims to understand the candidate’s interests and activities outside their professional life.

Sample answer: 

“Outside of work, I enjoy hiking, reading about emerging technologies, and volunteering at the local community center.”

  1. Tell me one thing that is not on your resume that I should know?

This question encourages the candidate to share unique aspects of their background not evident from their resume.

Sample answer: 

“I am fluent in Spanish, which has helped me in several projects involving international teams.”

  1. What contributions could you make to our organization?

This question is about what the candidate believes they can bring to the company in terms of skills and contributions.

Sample answer: 

“With my skills in data analysis and project management, I could contribute to optimizing processes, driving innovation, and enhancing team productivity.”

  1. What do you expect from a job with us?

This question seeks to understand the candidate’s expectations and whether they match what the company can offer.

Sample answer: 

“I expect to work in a dynamic and supportive environment that values continuous learning, offers opportunities for growth, and aligns with my passion for technology.”

  1. If you were an interviewer, what do you think the three most important criteria would be for hiring someone for this position?

This question asks the candidate to think from the perspective of an interviewer, focusing on key hiring criteria.

Sample answer: 

“I would prioritize a candidate’s technical expertise, cultural fit, and potential for growth and adaptability within the company.”

  1. How do you relieve stress?

This question aims to understand how the candidate manages personal stress and maintains a healthy work-life balance.

Sample answer: 

“I find that regular exercise, meditation, and spending quality time with family and friends are effective ways for me to manage stress.”

  1. If we hired you, what is the top position you see yourself holding?

This question is intended to gauge the candidate’s ambition and where they see themselves fitting within the company’s hierarchy in the long term.

Sample answer: 

“If I were to join your team, I aspire to eventually reach a senior leadership role, where I can significantly contribute to the company’s strategic direction and success.”

Real-life interview questions for VP level and above

The following questions are targeted towards a senior-level position, likely at the Vice President level or above. The questions are designed to assess leadership qualities, strategic thinking, team management skills, conflict resolution abilities, operational understanding, and resource allocation insights.

  1. Would you describe yourself as a leader? Please give an example of a time that you showed leadership in a role.

This question probes the candidate’s self-perception as a leader and asks for a specific instance demonstrating their leadership.

Sample answer: 

“Yes, I see myself as a leader. For instance, in my last role, I led a cross-functional team in a company-wide digital transformation project, which successfully enhanced operational efficiency and employee engagement.”

  1. How would those whom you’ve mentored or managed describe you?

This question seeks to understand the candidate’s leadership style from the perspective of their team or mentees.

Sample answer: 

“People I’ve mentored would likely describe me as approachable, supportive, and challenging. I believe in empowering my team while providing them with the guidance and resources they need to succeed.”

  1. Give an example of a time that you improved or optimized a process that was outdated.

This question looks for specific examples of the candidate’s ability to innovate and improve existing processes.

Sample answer: 

“I identified an outdated inventory management system that was causing inefficiencies. By implementing a new automated system, we reduced errors by 25% and improved overall inventory turnover.”

  1. How do you deal with setting objectives and team deliverables?

This question assesses the candidate’s approach to goal setting and managing team expectations.

Sample answer: 

“I set clear, achievable objectives aligned with our strategic goals. I involve the team in the planning process, ensuring everyone understands their role in achieving these deliverables.”

  1. How do you resolve team conflicts?

This question examines the candidate’s conflict resolution skills within a team setting.

Sample answer: 

“I address conflicts by fostering open communication and encouraging team members to express their viewpoints. I mediate to find a mutually agreeable solution, ensuring that the team’s cohesion and productivity are maintained.”

  1. Describe the operations of your organization.

This question aims to gauge the candidate’s understanding and management of their current or previous organization’s operations.

Sample answer: 

“My current organization operates in the tech sector, focusing on software development and digital solutions. We have agile teams working on various projects, supported by a robust operational framework that emphasizes efficiency and innovation.”

  1. How many staff do you have?

This question seeks to understand the scale of the candidate’s current or past managerial responsibilities.

Sample answer: 

“In my current role, I oversee a team of 50 professionals, including managers, technical staff, and support personnel.”

  1. What would your ideal support organization look like both in terms of people and budget? Why would you set the organization up in this way? Who would you add to your team?

This question probes the candidate’s strategic planning skills in terms of organizational structure and resource allocation.

Sample answer: 

“My ideal support organization would be lean yet effective, with a mix of experienced professionals and emerging talents. A balanced budget would prioritize innovation and training. I would add more data analysts and customer engagement experts to enhance our decision-making and client relationships.”

Administrative real-life interview questions

The following questions are focused on availability, work hours, and the candidate’s flexibility regarding overtime. This set aims to ascertain the candidate’s suitability in terms of schedule compatibility and start date.

  1. Our office is open 9-5, can you work those hours full time?

This question seeks to confirm if the candidate is able to commit to the standard office hours of the organization.

Sample answer: 

“Yes, I am available to work full time during the standard office hours of 9-5.”

  1. How do you feel about working overtime?

This question is intended to gauge the candidate’s willingness and ability to work beyond regular office hours when required.

Sample answer: 

“I am willing to work overtime when necessary, especially to meet project deadlines or during peak work periods. I believe in maintaining a balance, but I understand the importance of flexibility in meeting business needs.”

  1. If you are offered a position, when would you be able to start?

This question aims to determine the candidate’s availability to begin the new role, factoring in any notice period they may need to serve in their current position.

Sample answer:

“If offered the position, I can start after a two-week notice period to my current employer, ensuring a smooth transition.”

Real-life teamwork interview questions

These questions are designed to assess the candidate’s ability to work effectively within a team, their preferred management style, and their comfort level with both individual and group work.

  1. How well do you work in a team?

This question evaluates the candidate’s teamwork skills and their experience working collaboratively.

Sample answer: 

“I thrive in team settings. I value diverse perspectives and believe that collaboration often leads to more innovative solutions. My experience in various team-based projects has strengthened my communication and interpersonal skills.”

  1. How do you prefer to be managed and what’s your working style?

This question explores the candidate’s preferred management style and how it aligns with their working style.

Sample answer: 

“I prefer a management style that is supportive yet allows autonomy. I am proactive and self-motivated, but I appreciate constructive feedback and clear communication. This approach helps me stay aligned with team goals while leveraging my strengths.”

  1. Do you prefer to work in a team or on your own?

This question aims to understand the candidate’s preference for teamwork versus independent work.

Sample answer: 

“I enjoy both team and individual work. While I appreciate the collaboration and shared ideas in a team, I also value the focus and efficiency of working independently. Balancing both allows me to contribute effectively in various situations.”

Real-life project management interview questions

These interview questions focus on project management skills, requiring the candidate to demonstrate their ability to handle competing priorities, oversee projects from inception to completion, articulate their significant career achievements in project management, and detail their approach to goal setting and progress monitoring.

  1. How do you schedule your time when you have a set of competing priorities? Please give an example.

This question assesses the candidate’s time management skills and their approach to handling multiple tasks simultaneously.

Sample answer: 

“I prioritize tasks based on urgency and impact. For instance, while managing two major projects, I scheduled daily tasks focusing on critical deadlines first, then allocated time to less urgent tasks, ensuring timely progress on both fronts.”

  1. Please give an example of a project that you owned and what the process was like from start to finish.

This question seeks a detailed account of a project the candidate managed, highlighting their end-to-end project management skills.

Sample answer: 

“I led a website redesign project. It started with requirement gathering, then moved to design, development, and testing phases. Regular team meetings and stakeholder updates ensured alignment. The project was delivered on time and met all specified requirements.”

  1. What single project or task would you consider your most significant career accomplishment to date? Walk me through the plan, how you managed it, how you measured its success, and the mistakes you made.

This question aims to identify the candidate’s most notable project achievement, including their planning, execution, and learning experiences.

Sample answer: 

“My most significant accomplishment was implementing a new CRM system. I developed the plan, coordinated cross-departmental teams, and set KPIs for success. Despite initial resistance, the project significantly improved customer engagement. I learned the importance of change management in this process.”

  1. Tell me about a major project you recently finished. Specifically, how you set the goals and monitor your progress?

This question explores how the candidate sets goals and tracks progress throughout a project.

Sample answer: 

“I recently completed a marketing campaign project. The goals were set based on market analysis and company objectives. Progress was monitored through weekly KPI reviews, team meetings, and adjusting strategies as needed to ensure we met our targets effectively.”

Real-life impact interview questions

These questions focus on assessing the candidate’s impact and contributions in their professional career. The questions are designed to evaluate how the candidate defines success, their ability to initiate and implement improvements, drive change within an organization, and instances where they exceeded expectations.

  1. What is your definition of success? What are important contributions you want to make in your professional career?

This question seeks to understand the candidate’s personal definition of success and their goals for making significant contributions in their career.

Sample answer: 

“Success to me is making a tangible difference in my field, through innovation and leadership. I aim to contribute by developing solutions that streamline processes and enhance efficiency, ultimately driving organizational growth.”

  1. Tell me about a time you made an improvement to a process or your team. How did you determine an improvement was needed? What did you do?

This question explores a specific instance where the candidate identified and implemented a process improvement.

Sample answer: 

“I noticed our reporting process was time-consuming, so I introduced an automated tool that cut down report generation time by 50%. I identified this need through team feedback and efficiency metrics, then researched and implemented the solution.”

  1. Tell me about a time where you initiated change in an organization.

This question seeks to understand the candidate’s ability to be a change agent within an organization.

Sample answer: 

“I initiated a shift to agile methodologies in my previous role. Recognizing the need for more flexibility in our project management, I proposed this change, led the training, and oversaw the transition, which resulted in improved project turnaround times.”

  1. What were the biggest wins in your most recent role?

This question inquires about the candidate’s most significant achievements in their recent position.

Sample answer: 

“In my last role, my biggest win was leading a project that resulted in a 30% increase in customer satisfaction and a 20% increase in sales. This success stemmed from a new customer engagement strategy I developed and implemented.”

  1. Tell me when you went above and beyond the call of duty?

This question asks for an example where the candidate exceeded their regular job responsibilities.

Sample answer: 

“I went above and beyond when I voluntarily took on the responsibility of mentoring new hires, in addition to my regular duties. This not only helped them acclimate faster but also improved our team’s overall performance and morale.”

Real-life people-focused interview questions

This set of real-life interview questions is centered around people management and interpersonal skills, evaluating the candidate’s ability to interact effectively with colleagues, assist and motivate team members, value diversity, handle difficult clients, and influence others. The questions aim to understand the candidate’s emotional intelligence and relationship-building abilities.

  1. How would your past coworkers describe your interactions with them? Why would they describe them this way?

This question assesses how the candidate perceives their relationships with colleagues.

Sample answer: 

“My coworkers would likely describe me as approachable and supportive. I always strive to be a good listener and offer help where needed, which has fostered a positive and collaborative working relationship with my team.”

  1. Share an experience when you drew someone out of a funk and helped them overcome a challenge.

This question explores the candidate’s ability to support and motivate others during difficult times.

Sample answer: 

“A team member was struggling with low morale due to personal issues. I scheduled regular check-ins, provided flexible work options, and offered encouragement. This support helped them regain focus and overcome their challenges, positively impacting their work.”

  1. What are the most important qualities you look for in teammates? Your manager? Why?

This question delves into the candidate’s expectations and values in their professional relationships.

Sample answer: 

“In teammates, I value reliability and open-mindedness. For managers, I appreciate transparency and decisiveness. These qualities foster a trustworthy and dynamic work environment that encourages growth and effective collaboration.”

  1. Tell me about a time when you tried to help someone but felt ineffective.

This question seeks an example of a challenging situation where the candidate’s assistance didn’t have the desired effect.

Sample answer: 

“I once tried to help a colleague with a project but realized my approach didn’t align with their working style. I learned the importance of adapting my support to better suit individual needs and preferences.”

  1. What kind of people do you have trouble interacting with? How do you deal with them?

This question aims to understand the candidate’s ability to handle challenging interpersonal interactions.

Sample answer:
“I sometimes find it challenging to interact with highly resistant individuals. I deal with them by trying to understand their perspective, finding common ground, and communicating in a clear, respectful manner.”

  1. How do you deal with difficult clients?

This question explores the candidate’s approach to managing challenging client relationships.

Sample answer: 

“I handle difficult clients by maintaining professionalism, actively listening to their concerns, and offering solutions that align with their needs while also considering the company’s capabilities and policies.”

  1. How important is diversity to a team’s output? Can you support your answer with a real-life example?

This question asks the candidate to reflect on the value of diversity in a team setting.

Sample answer: 

“Diversity is crucial for a team’s success. In a previous project, having a diverse team with varied backgrounds led to more creative solutions and a broader understanding of our customer base, which significantly improved our product’s market fit.”

  1. Tell me about a time in your life when you’ve had to influence a peer or superior to do something that they don’t initially believe in.

This question inquires about the candidate’s ability to persuade and influence others, even in challenging situations.

Sample answer: 

“I once convinced my superior to adopt a new software that initially seemed costly. By presenting a detailed cost-benefit analysis and showcasing its long-term efficiencies, I was able to shift their perspective and the software significantly improved our workflow.”

Real-life initiative interview questions

These questions focus on accountability, decision-making, and personal initiative. The questions aim to assess the candidate’s ability to contribute significantly to projects, make informed decisions with limited information, and handle situations where they disagree with decisions being made.

  1. Tell me about a successful project you took part in. What was your role? In your opinion, what made the project successful?

This question seeks to understand the candidate’s ability to contribute to and assess the success of a project.

Sample answer: 

“I played a key role in a market research project. My responsibility was data analysis and reporting. The project’s success was due to thorough planning, a collaborative team effort, and our ability to adapt to changing market trends.”

  1. Tell me about a time you’ve made a decision without all of the relevant data. What did you do? How did you collect the information you did have? How did you come to the decision?

This question examines the candidate’s decision-making skills, especially in situations with incomplete information.

Sample answer: 

“Once, under a tight deadline, I had to decide on a marketing strategy with limited data. I used available market trends and previous campaign results to guide my decision. The campaign was moderately successful, and I learned the importance of agile decision-making.”

  1. What do you do when a decision is being made that you disagree with?

This question explores how the candidate deals with situations where they are not in agreement with a decision.

Sample answer: 

“When I disagree with a decision, I first seek to understand the rationale behind it. If I still have concerns, I present my viewpoint backed with data or alternatives. Ultimately, I respect the final decision and work towards its successful implementation.

Real-life risk-taking interview questions

This set of questions emphasize courage and adaptability, with a focus on how the candidate handles new challenges, sets and achieves difficult goals, and overcomes significant obstacles in their professional journey. The questions aim to evaluate the candidate’s resilience, problem-solving skills, and determination in the face of adversity.

  1. Describe a time when you were asked to do something you’ve never done before. What did you do?

This question assesses the candidate’s ability to adapt to new challenges and learn on the go.

Sample answer: 

“I was once tasked with leading a digital marketing campaign, a field I was unfamiliar with. I quickly upskilled myself through online courses and sought advice from experienced colleagues, which led to the successful execution of the campaign.”

  1. Tell me about a time you set difficult goals. What did you do to achieve them? Walk me through the process and purpose.

This question explores the candidate’s approach to setting and accomplishing challenging objectives.

Sample answer: 

“I set a goal to increase our department’s efficiency by 40%. I conducted a thorough analysis of current processes, implemented new software tools, and trained the team. Regular progress checks and adjustments were key to achieving this ambitious goal.”

  1. Tell me about a time you faced a major obstacle in moving forward with a project or goal. What was the obstacle? What did you do?

This question looks at how the candidate handles significant roadblocks in their work.

Sample answer: 

“During a product launch, we faced a major supply chain disruption. I negotiated with alternative suppliers and restructured the project timeline to accommodate the changes. This proactive approach helped us overcome the obstacle and launch the product successfully.”

As we wrap up this guide, we encourage you to embrace the importance of insightful interviewing, enabling you to discover candidates whose soft skills perfectly match your company’s values. 

Let these interview questions guide you in assembling teams that not only meet but surpass expectations, cultivating a culture of development, teamwork, and adaptability. 

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Top inclusive team bonding activities for the festive season https://resources.workable.com/tutorial/team-bonding-activities-during-the-festive-season/ Tue, 19 Dec 2023 15:47:23 +0000 https://resources.workable.com/?p=92486 Imagine the bustling office, where the spirit of unity shines brightly as colleagues celebrate Christmas, Hanukkah, Kwanzaa, and Diwali together.  The room glows with a harmonious blend of twinkling Christmas lights, the soft glow of the Hanukkah menorah, the vibrant hues of Diwali lanterns, and the symbolic Kwanzaa kinara.  Laughter and music fill the air, […]

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Imagine the bustling office, where the spirit of unity shines brightly as colleagues celebrate Christmas, Hanukkah, Kwanzaa, and Diwali together. 

The room glows with a harmonious blend of twinkling Christmas lights, the soft glow of the Hanukkah menorah, the vibrant hues of Diwali lanterns, and the symbolic Kwanzaa kinara. 

Laughter and music fill the air, blending traditions and creating a unique tapestry of celebration. 

A recent academic study showed that human relations culture, fun activities, informality, and symbolism increase employee satisfaction with company Christmas parties. Imagine if we also aimed for inclusion, how much better the results could be. 

Make this season a celebration of diversity and inclusivity for everyone by adopting some of the following ideas. 

Inclusive festive activities for onsite teams

From specific office decorations to food and festivities, this season is well-deserved by everyone. Let’s take a deeper look at the ideas that will foster inclusivity and diversity in your workplace. 

Office decorations

Decorations are more than just festive flair; they’re a reflection of our cultural identities. 

Encourage your team to contribute decorations that represent their traditions. 

A Christmas tree can stand alongside a Hanukkah menorah, a Kwanzaa kinara, or Diwali lights. Let the holiday season be a powerful visual representation of your organization’s commitment to inclusivity. 

Each decoration can be accompanied by a small card explaining its significance, turning your office into a festive, educational gallery.

Inclusive festive events

Move over, standard office Christmas party! Let’s shake things up with events that cater to everyone. 

Organize a ‘global festivities fair’ where employees can set up booths showcasing their cultural holidays through food, games, and storytelling. 

This not only fosters inclusivity but also sparks curiosity and camaraderie among employees. Such events can become a much-anticipated annual tradition, eagerly awaited by everyone in the office.

Food and Festivities

The way to a team’s heart is through their stomachs, and what better way to celebrate diversity than through food? 

Organize a multicultural potluck, where employees bring dishes from their cultural backgrounds. 

This can be a delightful culinary adventure, exposing team members to new flavors and stories behind different cuisines. 

Remember, inclusivity also means considering dietary restrictions – offering vegetarian, vegan, halal, and kosher options ensures everyone can partake in the feast.

Engaging remote employees in festive celebrations

While there are many things you can organize in your workplace, don’t forget about your remote employees. They are also celebrating and need to be a part of this game. Here are some ideas:

Virtual team-bonding activities

For our remote team members, the festive cheer is just a video call away. Plan virtual get-togethers with a cultural twist – perhaps a festive trivia contest or a virtual tour of different holiday traditions. 

Why not have a virtual background contest, where team members design their own festive-themed background? These activities are not just fun, they are a lifeline of inclusion to those who might be miles away from the office.

Gift exchanges and tokens of appreciation

Gift-giving is a universal part of many celebrations, and it can be inclusive and thoughtful even in a remote setting. 

Coordinate a virtual Secret Santa, or perhaps a ‘Cultural Surprise Exchange’ where gifts reflect different cultural festivities. And for a more personal touch, handwritten notes or personalized e-cards can add warmth to these digital exchanges.

Inclusive communication strategies

The power of words cannot be underestimated, especially during the festive season. Ensure all your communication – be it emails, newsletters, or social media posts – reflects the diverse spirit of the season. 

A simple acknowledgement of different festivities in your communication can make a world of difference. It’s these little things that contribute to a culture of inclusivity and respect.

Remember, as HR professionals, you have the power to shape the culture of your organization. 

By fostering an environment of understanding and respect, you’re not just celebrating the festive season; you’re building a stronger, more cohesive team.

Ready to bring these ideas to life in your workplace? Let’s make it happen.

Happy holidays! 

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Announcing AI in Hiring and Work: a 2024 survey report https://resources.workable.com/backstage-at-workable/announcing-ai-in-hiring-and-work-a-2024-survey-report Tue, 19 Dec 2023 16:57:32 +0000 https://resources.workable.com/?p=92479 In a world constantly reshaped by technology, understanding the evolving landscape of AI in hiring and work is not just beneficial – it’s essential. Dive into our latest survey report to discover the groundbreaking insights. It’s an exciting yet challenging time to be in the workforce and hiring sector. The rapid advancement of AI and […]

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In a world constantly reshaped by technology, understanding the evolving landscape of AI in hiring and work is not just beneficial – it’s essential. Dive into our latest survey report to discover the groundbreaking insights.

New report: AI in Hiring 2024

We asked 950 hiring managers how they're using AI in hiring and in the workplace. And now we have a new survey report packed with insights for you.

Get your free report now!

It’s an exciting yet challenging time to be in the workforce and hiring sector. The rapid advancement of AI and its integration into the work environment has prompted a plethora of questions:

  • How is AI transforming the hiring process?
  • What impact is it having on job roles and employee expectations?
  • How are businesses adapting to these technological changes?

To find out, we put out a new survey – more than 3,200 professionals in the US and UK responded, with 950 qualifying as hiring managers who had hired within the past year and had used some form of AI in the process.

The result? A new survey report titled AI in Hiring and Work: 2024 Survey Report based on insights collected from that group of 950 professionals.

This extensive study sheds light on the dynamic relationship between AI, hiring practices, and the future of work.

Key insights

1. AI revolution in recruitment

Yes, ‘revolution’ is a big word – but it applies here. Our report reveals a significant surge in AI utilization in hiring processes. This shift is redefining efficiency and effectiveness in sourcing and selecting candidates.

2. Employee perspectives on AI

It’s a bit of a mixed bag. Employees are feeling mostly positive about AI’s entry in their work world, but are apprehensive about their own jobs. They’re also finding AI to be useful in some ways but a challenge in others.

Our comprehensive survey uncovers the nuanced ways in which AI is influencing hiring trends, employee expectations, and the very nature of work itself. These findings are crucial for employers, HR professionals, and employees alike, providing a roadmap to navigate the transforming landscape of work.

OK, there are piles of studies on AI in the workplace out there. What makes this one special? Because it includes a dedicated section on AI in the hiring process itself.

New report: AI in Hiring 2024

We asked 950 hiring managers how they're using AI in hiring and in the workplace. And now we have a new survey report packed with insights for you.

Get your free report now!

Why this should matter to you

As an employer, you can gain a competitive edge by understanding how to leverage AI in recruitment and workforce management efficiently.

As an HR professional, you can equip yourself with knowledge to effectively strike that important balance between the marvels of technology and the irreplicable nuances of human talent.

As an employee, you can learn how your own career may evolve with the increasing presence of AI in the workplace.

Yes, we heard that “these are crazy times” back in 2020, when COVID hit. It’s still going, but the transformation is in different forms with the apex being at the intersection of technology and human talent.

AI is not just a dazzling new technology – it’s fostering new paradigms in the workplace. And AI in Hiring and Work: 2024 Survey Report is not just a collection of data – it’s a window into the future of hiring and the workplace.

Dive in and see the insights for yourself: AI in Hiring and Work: 2024 Survey.

Got thoughts, feedback, or questions? Connect with us at content@workable.com. Your input is invaluable as we continue to explore and understand the ever-evolving world of work.

The post Announcing AI in Hiring and Work: a 2024 survey report appeared first on Recruiting Resources: How to Recruit and Hire Better.

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33+ real-life interview questions for hospitality and travel roles https://resources.workable.com/tutorial/33-real-life-interview-questions-for-hospitality-and-travel-roles Tue, 19 Dec 2023 13:44:06 +0000 https://resources.workable.com/?p=92466 In the dynamic world of hospitality and travel, assembling a team that embodies not just skills but also the spirit of service is paramount. From the precision of a Barista’s craft to the warmth of a Host or Hostess, the strategic acumen of a Restaurant Manager to the efficiency of a Flight Attendant, these questions […]

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In the dynamic world of hospitality and travel, assembling a team that embodies not just skills but also the spirit of service is paramount.

From the precision of a Barista’s craft to the warmth of a Host or Hostess, the strategic acumen of a Restaurant Manager to the efficiency of a Flight Attendant, these questions are designed to resonate with the unique demands of each position. 

Tailored for HR professionals, this guide serves as a compass, guiding the way to hiring individuals whose passion aligns seamlessly with the vibrant tapestry of hospitality and travel.

Real-life barista interview questions

A Barista is a skilled professional specializing in coffee preparation and customer service in cafes or coffee shops. They are adept at crafting various coffee beverages, understanding coffee nuances, performing latte art, managing inventory, and ensuring customer satisfaction through exceptional service and coffee knowledge.

These questions have been handpicked by actual hiring managers:

  1. Do you know how to do latte art?

This question assesses the candidate’s skill in a creative and technical aspect of coffee preparation.

Sample answer:

“Yes, I have practiced and mastered several latte art designs, such as hearts, rosettas, and leaves. I enjoy adding this personal touch to enhance the customer’s experience.”

  1. Do you know the specific fluid ounces that go in each beverage?

This question evaluates the candidate’s knowledge of standard coffee beverage recipes and measurements.

Sample answer:

“Absolutely, I am familiar with the standard fluid ounces for various beverages, such as 1 ounce for an espresso shot and 12 ounces for a standard latte. Adhering to these measurements is crucial for consistency in flavor and quality.”

  1. How much experience do you have with inventory management?

This question inquires about the candidate’s experience in managing stock and supplies in a coffee shop setting.

Sample answer:

“I have two years of experience in inventory management, which involved tracking stock levels, ordering supplies, and minimizing waste. This role taught me the importance of efficient inventory management for smooth operation and cost control.”

Check more real-life barista interview questions.

Real-life host or hostess interview questions

A Host or Hostess is a vital role in the hospitality sector, primarily positioned at restaurants or eateries. They are responsible for greeting guests, managing reservations, seating arrangements, and ensuring a welcoming environment. Their role is crucial in enhancing guest experience and maintaining efficient dining operations.

Real hiring professionals have curated the following set of questions:

  1. How extensive is your experience within the food industry?

This question seeks to gauge the candidate’s background and length of service in the food and hospitality sector.

Sample answer: 

“I have four years of experience in the food industry, working in various roles including server, barista, and most recently, as a host. This diverse experience has given me a comprehensive understanding of restaurant operations.”

  1. How would you describe your customer service skills?

This question evaluates the candidate’s ability to provide excellent service to guests.

Sample answer:

“I would describe my customer service skills as attentive, personable, and efficient. I believe in greeting each guest with a warm smile and ensuring their needs are promptly met, making their dining experience memorable and enjoyable.”

  1. What skills do you have that will help you interact with people?

This question inquires about the candidate’s interpersonal and communication skills.

Sample answer:

“I possess strong communication skills, a friendly demeanor, and the ability to remain calm under pressure. These skills help me interact effectively with guests, making them feel welcomed and valued, and efficiently handle any inquiries or concerns they may have.”

Check more real-life host or hostess interview questions.

Real-life restaurant manager interview questions

A Restaurant Manager is a key leadership role in the hospitality industry, responsible for overseeing the daily operations of a restaurant. This includes staff management, ensuring customer satisfaction, maintaining high standards of service, managing budgets, and aligning the restaurant’s operations with its core values.

The questions you’ll find below have been specifically selected by industry professionals involved in the hiring process:

  1. Tell me about a time you went above and beyond for a customer at the previous restaurant you managed?

This question seeks to understand the candidate’s commitment to customer service.

Sample answer:

“Once, a guest had a special anniversary dinner and requested a dish not on our menu. I coordinated with the chef to prepare that dish, added complimentary dessert, and arranged a special table setting to make their evening memorable.”

  1. Describe a time when you had to deal with an upset guest. How did you mediate the situation?

This question assesses the candidate’s conflict resolution skills.

Sample answer:

“I recall a situation where a guest was unhappy with their meal. I immediately apologized, offered a new dish on the house, and personally ensured their new order was up to their expectations. They left satisfied and appreciated the attentive service.”

  1. Can you describe your management style and how it aligns with our restaurant’s values?

This question probes into the candidate’s management approach and fit with the restaurant’s culture.

Sample answer:

“My management style is collaborative and transparent, which aligns with your restaurant’s values of teamwork and open communication. I believe in empowering staff while maintaining a high standard of service.”

  1. What would you say are your strengths and weaknesses as a manager?

This question invites self-assessment of the candidate’s managerial skills.

Sample answer:

“My strengths include strong leadership and effective communication. I’m also adept at problem-solving. As for weaknesses, I’m continually working on delegating tasks more efficiently to balance workload and increase team involvement.”

  1. What would you change about our restaurant and why?

This question gauges the candidate’s observational skills and insight into restaurant improvement.

Sample answer:

“From my observations, I’d suggest enhancing the outdoor dining area. It has great potential to attract more guests, especially in good weather, and could provide a unique dining experience that sets us apart from nearby establishments.”

Real-life restaurant server interview questions

A Restaurant Server is a frontline staff member in dining establishments, responsible for providing exceptional customer service, presenting menu options, taking orders, serving food and beverages, and ensuring a satisfying dining experience. Knowledge of food, wine, and POS systems is essential in this role.

Actual hiring managers have provided the selection of questions you see here:

  1. How knowledgeable are you about the “x” Italian food?

This question assesses the candidate’s familiarity with specific cuisines or dishes.

Sample answer:

“I have extensive knowledge of Italian cuisine, particularly traditional dishes such as pasta, risotto, and regional specialties. I make it a point to understand the ingredients and preparation methods to effectively recommend and describe dishes to guests.”

  1. What are the varietals in burgundy wine?

This question evaluates the candidate’s knowledge of wine, specifically burgundy varietals.

Sample answer:

“Burgundy wines primarily include two varietals: Pinot Noir for reds and Chardonnay for whites. I am familiar with their characteristics, such as the earthy and fruity notes of Pinot Noir and the dry, full-bodied profile of Chardonnay.”

  1. What restaurant POS systems have you worked with before?

This question inquires about the candidate’s experience with point-of-sale systems used in restaurants.

Sample answer:

“I have experience with several POS systems, including Square, Toast, and Micros. I’m adept at processing orders, managing payments, and handling daily sales reporting, which has been essential in ensuring efficient service and accurate billing.”

Check real-life restaurant server interview questions.

Real-life sous chef interview questions

A Sous Chef is a crucial culinary position in the kitchen hierarchy, acting as the second-in-command to the Head Chef. This role involves overseeing kitchen staff, managing food preparation, ensuring quality control, handling inventory, liaising with suppliers, and maintaining cost efficiency under high-pressure situations.

These questions come directly from the expertise of hiring professionals in the field:

  1. What are the most covers you’ve done?

This question assesses the candidate’s experience in handling high-volume service.

Sample answer:

“The most covers I’ve handled in a single service was 250 at a high-end banquet event. It required meticulous planning and coordination, but we executed the service successfully with great feedback from guests.”

  1. Have you ever taken inventory before?

This question inquires about the candidate’s experience with inventory management.

Sample answer:

“Yes, I’ve regularly managed inventory in my previous roles. This involved tracking stock levels, ordering supplies, and minimizing waste to ensure efficient kitchen operation and cost control.”

  1. Have you spoken to purveyors?

This question checks the candidate’s experience in supplier communication and negotiation.

Sample answer:

“I have extensive experience communicating with purveyors. I’ve negotiated contracts, ensured the quality of supplies, and developed strong relationships to secure the best products for our kitchen.”

  1. Have you ever done food and labor costing?

This question explores the candidate’s skills in managing kitchen finances.

Sample answer:

“I have been involved in both food and labor costing, analyzing the cost of ingredients and labor to ensure profitability. I balance high-quality standards with effective cost management to maintain the restaurant’s financial health.”

  1. Do you handle pressure well?

This question gauges the candidate’s ability to work under stress.

Sample answer:

“I thrive under pressure. In the kitchen, high-pressure situations are common, and I’ve learned to remain calm, focused, and efficient. This helps me make sound decisions quickly and maintain the quality of our dishes even during busy services.”

Real-life flight attendant interview questions

A Flight Attendant is a professional responsible for ensuring the safety, comfort, and well-being of passengers aboard an aircraft. This role involves managing in-flight service, responding to emergencies, providing customer service, and ensuring compliance with aviation regulations, often in a dynamic and multicultural environment.

The set of questions below is a product of insights shared by genuine hiring managers:

  1. How would you handle a passenger who refuses to comply with flight attendant instructions during takeoff and landing?

This question assesses the candidate’s ability to manage non-compliant passengers effectively.

Sample answer:

“I would calmly and firmly reiterate the importance of following instructions for their safety and that of others. If they still refused, I would enlist the help of a senior crew member or the captain as necessary.”

  1. What would you do if someone afraid of flying started panicking?

This question evaluates the candidate’s approach to assisting anxious passengers.

Sample answer:

“I would calmly reassure them, engage in a gentle conversation to distract them, and offer assistance like a blanket or water. My goal would be to make them feel as comfortable and secure as possible.”

  1. What are the first things you would do in an emergency in the air?

This question checks the candidate’s emergency response skills.

Sample answer:

“In an emergency, my first actions would be to assess the situation quickly, follow the emergency procedures, communicate clearly with passengers, and work closely with the crew to manage the situation effectively.”

  1. Are you capable of lifting or moving heavy items such as the aircraft doors, luggage, and strollers?

This question inquires about the candidate’s physical capability to perform essential job tasks.

Sample answer:

“Yes, I am physically fit and capable of lifting and moving heavy items, a skill I developed and maintained through regular fitness routines, which is essential for a flight attendant.”

  1. Give an example of a time you went above and beyond to meet a client’s needs.

This question explores the candidate’s commitment to exceptional customer service.

Sample answer:

“Once, a passenger was traveling for a crucial meeting but forgot their presentation material on a USB drive. I coordinated with ground staff to have it delivered on our next flight and ensured it reached them on time.”

  1. What characteristics do you think a great flight attendant should have? Do you meet those expectations?

This question seeks the candidate’s view on essential flight attendant qualities.

Sample answer:

“A great flight attendant should be patient, empathetic, attentive, and able to handle stress. I believe I embody these qualities, consistently applying them in my work to ensure a positive passenger experience.”

  1. Have you flown as a passenger on one of our flights before? If so, what comments or critiques do you have about the service you received from the cabin crew during the flight?

This question gauges the candidate’s familiarity with and perspective on the airline’s service.

Sample answer:

“I have flown with your airline and was impressed by the crew’s professionalism and warmth. One area for improvement could be more frequent updates on flight status during delays.”

  1. What are your customer service strengths?

This question inquires about the candidate’s customer service skills.

Sample answer:

“My strengths in customer service include active listening, clear communication, and a friendly demeanor. I excel at making passengers feel valued and comfortable.”

  1. Do you speak multiple languages?

This question checks the candidate’s language proficiency, which can be vital in this role.

Sample answer:

“Yes, I am fluent in English and Spanish, which has been incredibly useful in communicating with a diverse group of passengers and enhancing their travel experience.”

  1. Do you feel comfortable in new environments and situations?

This question explores the candidate’s adaptability.

Sample answer:

“I thrive in new environments and quickly adapt to different situations, a skill essential for a flight attendant given the dynamic nature of air travel.”

  1. What was your favorite flight experience?

This question seeks to understand the candidate’s personal connection to the role of a flight attendant.

Sample answer:

“My favorite flight experience was on a trip to Tokyo, where I managed a challenging medical emergency with composure and efficiency, ensuring the passenger’s well-being and maintaining a calm environment for others.”

Real-life gate agent interview questions 

A Gate Agent is a critical member of the airport staff, responsible for managing the boarding process, assisting passengers with inquiries and issues, and ensuring a smooth and efficient boarding experience. They handle ticketing, flight changes, customer service issues, and coordinate closely with flight crews.

Presented here are questions tailored by experienced hiring managers to ensure a comprehensive assessment:

  1. Talk about a time that you had an uncomfortable experience with a passenger. What did you do to fix it?

This question assesses the candidate’s ability to handle challenging customer interactions.

Sample answer:

“Once, a passenger became upset due to a flight delay. I calmly explained the reason for the delay and offered them lounge access as a gesture of goodwill. My aim was to ease their discomfort and provide a positive resolution.”

  1. How would you deal with a difficult coworker during the boarding process?

This question evaluates the candidate’s approach to managing conflicts with colleagues.

Sample answer: 

“In situations with a difficult coworker, I maintain professionalism and focus on the task at hand. I would communicate openly to resolve any misunderstanding and ensure our interactions do not affect the boarding process or passenger experience.”

  1. Talk about a time that you went above and beyond for a passenger.

This question explores the candidate’s commitment to exceptional customer service.

Sample answer:

“A passenger once forgot their passport in a nearby hotel. Understanding the urgency, I coordinated with our team to retrieve it while delaying the flight minimally. The passenger was immensely grateful for our effort to save their trip.”

Check more gate agent interview questions

As we draw the curtains on this guide, we extend our appreciation to the dedicated hiring managers whose insights have enriched these interview questions. 

Navigating the realm of hospitality and travel requires more than just skills; it demands a genuine commitment to service and a keen understanding of the industry’s nuances. 

May these real-life interview questions empower HR professionals to discern not only technical prowess but also the intangible qualities that elevate a team’s hospitality and travel experience, ensuring success in an ever-evolving landscape.

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Employee discount policy template https://resources.workable.com/employee-discount-policy-template Mon, 18 Dec 2023 16:36:58 +0000 https://resources.workable.com/?p=92453 Having a clear and well-defined employee discount policy can help HR professionals in several ways. Firstly, it can help to attract and retain top talent by offering a competitive benefit package. Secondly, it can boost employee morale and satisfaction by showing that the company values its employees and wants to reward them for their hard […]

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Having a clear and well-defined employee discount policy can help HR professionals in several ways. Firstly, it can help to attract and retain top talent by offering a competitive benefit package. Secondly, it can boost employee morale and satisfaction by showing that the company values its employees and wants to reward them for their hard work.

Finally, it can help to promote a positive work culture by encouraging employees to take advantage of the discounts and feel more connected to the company.

What is employee discount policy?

The employee discount policy applies to all full-time and part-time employees of [organization name]. The policy offers a discount of up to 20% on all [organization name] products and services. The discount can be used by the employee or their immediate family members, including spouses, children, and parents.

The policy also includes certain exclusions and limitations. For example, the discount cannot be used on already discounted items, and it cannot be combined with any other promotions or offers. Additionally, the policy may have certain restrictions on the frequency or amount of discounts that can be used within a certain time period.

A well-crafted employee discount policy should include:

  1. Eligibility criteria: A clear definition of who is eligible for the discount, including the types of employees, their job titles, and their employment status.
  2. Discount amount and terms: A clear description of the discount amount, how it is calculated, and any terms or conditions that apply to its use.
  3. Exclusions and limitations: A list of items or services that are not eligible for the discount, as well as any restrictions on the frequency or amount of discounts that can be used.
  4. Method of delivery: A description of how the discount will be delivered to employees, such as through a discount code or a physical discount card.
  5. Employee responsibility: A statement of the employee’s responsibility to use the discount in accordance with the policy and any applicable laws or regulations.

Step-by-step instructions to create this policy

1. Determine the eligibility criteria for the discount, including which employees and family members are eligible.
2. Decide on the discount amount and any terms or conditions that will apply to its use.
3. Identify any exclusions or limitations that will apply to the discount, such as certain products or services that cannot be discounted.
4. Choose a method of delivering the discount to employees, such as a discount code or physical discount card.
5. Write the policy, including the eligibility criteria, discount amount and terms, exclusions and limitations, method of delivery, and employee responsibility.
6. Review and revise the policy as needed to ensure it is clear, concise, and compliant with any applicable laws or regulations.

Employee discount policy template

[Organization Name] Employee Discount Policy

Introduction

[Organization Name] is committed to providing its employees with a comprehensive benefits package that includes a discount on our products and services. This policy outlines the guidelines and procedures for employees to receive this discount.

Eligibility criteria

The following employees are eligible for the discount:

  • Full-time employees
  • Part-time employees
  • Temporary employees

Immediate family members of eligible employees, including spouses, children, and parents, are also eligible for the discount.

Discount amount and terms

The discount amount is up to 20% off all [organization name] products and services. The discount can be used by the employee or their immediate family members.
The discount cannot be used on already discounted items or combined with any other promotions or offers. The policy may have certain restrictions on the frequency or amount of discounts that can be used within a certain time period.

Exclusions and limitations

The following items or services are not eligible for the discount:

  • Gift cards
  • Pre-paid cards
  • Subscription services
  • Services that are already discounted

Method of delivery

The discount will be delivered to employees through a unique discount code that can be used online or in-store. The code will be provided to employees upon request and can be used by the employee or their immediate family members.

Employee responsibility

Employees are responsible for using the discount in accordance with this policy and any applicable laws or regulations. Misuse of the discount may result in disciplinary action, up to and including termination of employment.

Conclusion

[Organization Name] is committed to providing its employees with a benefits package that includes a discount on our products and services. This policy outlines the guidelines and procedures for employees to receive this discount. By following this policy, employees can enjoy the benefits of working for [organization name] while also feeling valued and appreciated for their hard work and dedication.

Disclaimer: This policy template is meant to provide general guidelines and should be used as a reference. It may not take into account all relevant local, state or federal laws and is not a legal document. Neither the author nor Workable will assume any legal liability that may arise from the use of this policy.

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53+ real-life interview questions for healthcare roles https://resources.workable.com/tutorial/53-real-life-interview-questions-for-healthcare-roles Thu, 21 Dec 2023 14:27:45 +0000 https://resources.workable.com/?p=92452 In this guide, we unveil a curated compilation of authentic interview questions for various pivotal healthcare roles.  Crafted by real hiring managers, these questions cater to positions ranging from the technical precision of an Anesthesiologist to the empathetic care of a Home Health Aide. Aimed primarily at HR professionals, this guide is a compass, pointing […]

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In this guide, we unveil a curated compilation of authentic interview questions for various pivotal healthcare roles. 

Crafted by real hiring managers, these questions cater to positions ranging from the technical precision of an Anesthesiologist to the empathetic care of a Home Health Aide. Aimed primarily at HR professionals, this guide is a compass, pointing towards precision in the hiring process and ensuring that the healthcare workforce is not just qualified but aligned with the unique demands of their roles.

Real-life anesthesiologist interview questions

An Anesthesiologist is a highly specialized medical professional responsible for administering anesthesia, managing pain relief, and overseeing patient safety during surgical procedures. Their role extends to critical care and pain management, and may include teaching, research, and administrative duties in various healthcare settings.

These 4 interview questions have been handpicked by actual hiring managers:

  1. Where did you train?

This question seeks to understand the candidate’s educational background and medical training.

Simple answer:

“I earned my medical degree from Harvard Medical School, with a focus on anesthesiology. Following this, I completed my residency at Massachusetts General Hospital, where I gained extensive experience in various types of anesthesia, including general, regional, and local.”

  1. Did you obtain a fellowship?

This question inquires about any specialized training or fellowship the candidate may have pursued.

Simple answer:

“Yes, after my residency, I pursued a fellowship in cardiothoracic anesthesiology at the Cleveland Clinic. This provided me with specialized skills in managing complex cardiac and thoracic surgeries, including heart transplants and lung surgeries.”

  1. What are you looking for in your career? For example, are you looking for leadership roles (to be head of a department), teaching roles (fellows, residents, nurse anesthetists) and/or administrative responsibilities? If you are not looking for any of those roles, would you be comfortable if asked to get involved in any of those types of work?

This question aims to understand the candidate’s career aspirations and openness to various roles.

Simple answer:

“In my career, I am aiming for a balanced mix of clinical practice and educational roles. I am keen on taking up leadership positions, possibly as the head of an anesthesiology department in the future, while also contributing to the training and mentoring of residents and fellows. I believe in the importance of nurturing the next generation of anesthesiologists. Moreover, I am open to administrative roles, particularly those that involve shaping policies and protocols in patient care.”

  1. Are you currently involved/interested in clinical research? If so, which peer reviewed journals have you been published in and have you presented this research at any meetings?

This question probes the candidate’s involvement in clinical research and contributions to academic literature.

Simple answer:

“Yes, clinical research has always been a significant part of my career. My recent research focuses on optimizing pain management strategies in postoperative patients. I have published several articles in peer-reviewed journals like ‘The New England Journal of Medicine’ and ‘The Lancet’. Additionally, I have presented my research findings at international conferences such as the World Congress of Anesthesiologists, which has been a platform for sharing insights with peers globally and staying abreast of the latest advancements in anesthesiology.”

Check more real-life anesthesiologist interview questions.

Real-life lab assistant interview questions

A Lab Assistant is a professional who assists in scientific research and experimentation in a laboratory setting. Their role involves handling lab equipment, managing samples, ensuring safety protocols, and working with various chemicals and instruments. They may also assist in data collection and analysis.

Real hiring professionals have curated the following set of interview questions:

  1. Do you have prior lab experience? How many years of experience? In what field?

This question inquires about the candidate’s background and duration of experience in a laboratory setting.

Sample answer: 

“I have four years of lab experience, primarily in microbiology. During this time, I’ve been involved in various research projects, focusing on bacterial cultures and antibiotic resistance studies.”

  1. Do you have experience working with toxic/ dangerous chemicals and proper safety precautions?

This question assesses the candidate’s experience and knowledge in handling hazardous materials.

Sample answer:

“Yes, I have extensive experience working with hazardous chemicals, including acids and biohazards. I am well-versed in safety protocols such as using fume hoods, personal protective equipment, and emergency procedures to ensure a safe working environment.”

  1. Do you know how to use a centrifuge?

This question checks the candidate’s familiarity with basic lab equipment.

Sample answer: 

“Absolutely, I am experienced in using various types of centrifuges, including microcentrifuges and high-speed centrifuges. I am proficient in preparing samples, setting the correct parameters, and performing routine maintenance and troubleshooting.”

Check more real-life lab assistant interview questions.

Real-life medical secretary interview questions

A Medical Secretary is a specialized administrative professional who manages front-desk operations at medical facilities. They handle patient communication, manage medical records, schedule appointments, and provide clerical support. Their role is crucial in ensuring smooth operations and maintaining patient confidentiality in healthcare settings.

Here are 4 questions carefully chosen by seasoned hiring managers:

  1. What prior experience do you have working as a receptionist at a medical office?

This question seeks to understand the candidate’s relevant experience in a medical office setting.

Sample answer: “I have three years of experience as a medical receptionist at a busy family practice. My role involved managing patient appointments, handling phone calls, and maintaining a welcoming and efficient front-office environment.”

  1. Have you ever worked with patients?

This question assesses the candidate’s direct interaction experience with patients.

Sample answer:

“Yes, in my previous role, I regularly interacted with patients. This included greeting them upon arrival, assisting them with paperwork, addressing their queries, and providing them with information regarding their appointments and care.”

  1. What were your duties in the past receptionist position?

This question inquires about the specific responsibilities the candidate had in their previous role.

Sample answer: 

“As a receptionist, my duties included scheduling appointments, managing patient records, answering phone calls, processing insurance forms, and coordinating with healthcare professionals. I also assisted in billing and helped patients understand their medical documents.”

  1. What electronic medical record systems are you familiar with?

This question checks the candidate’s proficiency with specific healthcare software.

Sample answer:

“I am proficient in using several EMR systems, including Epic and Cerner. My experience includes updating patient records, scheduling appointments, processing prescriptions, and ensuring accurate data entry in these systems.”

Real-life Director of Nursing interview questions

A Director of Nursing is a senior leadership position within healthcare facilities, responsible for overseeing nursing staff, managing clinical and administrative functions, ensuring quality patient care, collaborating with executive teams, balancing financial constraints with healthcare needs, and integrating departmental operations with the broader organizational strategy.

The interview questions you’ll find below have been specifically selected by industry professionals involved in the hiring process:

  1. What’s been the greatest challenge in the past year as an executive leader? What did you do about it?

This question explores challenges faced in leadership and the candidate’s approach to overcoming them.

Sample answer:

“The greatest challenge was navigating the resource limitations during the pandemic. I focused on strategic staff allocation and enhancing virtual care capabilities, which helped maintain high-quality patient care despite the constraints.”

  1. How do you balance safety and quality with finance to keep the lights on?

This question examines how the candidate manages the crucial balance between financial constraints and maintaining healthcare standards.

Sample answer:

“I prioritize patient safety and quality care, always. To balance finances, I implement cost-effective strategies like optimizing staffing and leveraging technology, ensuring financial sustainability without compromising on care quality.”

  1. How would someone describe your best quality as a leader?

This question seeks insight into the candidate’s leadership strengths as perceived by others.

Sample answer:

“My colleagues often describe my ability to remain calm and solution-focused in high-pressure situations as my best quality. This trait has helped me lead effectively, especially in crisis scenarios.”

  1. Give me an example in the past year as a nursing leader when you had to work collaboratively with the executive team to solve a problem.

This question inquires about the candidate’s experience in collaborative problem-solving at the executive level.

Sample answer:

“Last year, we faced a staffing crisis. Collaborating with the executive team, we developed a flexible staffing model and initiated a successful recruitment drive, effectively resolving the issue without impacting patient care.”

  1. Suppose the budget was cut to $10 million and you are told nursing has to lay off 20 people. How would you work within that situation?

This question assesses the candidate’s ability to manage difficult financial decisions.

Sample answer:

In such a challenging situation, I would first explore all possible alternatives to layoffs, like reducing non-essential expenditures or temporary salary adjustments. If unavoidable, I’d ensure the process is transparent and empathetic, minimizing impact on patient care.”

  1. How did you integrate the rest of the C-suite in your last role? Was it a positive experience? Was there conflict?

This question explores the candidate’s experience in working with other C-suite executives.

Sample answer:

“In my last role, I regularly communicated with other C-suite members, fostering a team-oriented environment. We had a few conflicts, but they were always constructively resolved, leading to stronger inter-departmental collaboration.”

  1. How have your relationships with past CFO colleagues been?

This question probes into the candidate’s relationship with financial executives.

Sample answer:

“I’ve always maintained a strong, collaborative relationship with CFOs. Understanding each other’s perspectives has been key, allowing us to jointly develop strategies that balance financial health with clinical excellence.”

  1. What do you know about this hospital?

This question checks the candidate’s knowledge about the specific hospital.

Sample answer:

“I am aware that this hospital is renowned for its patient-centered care and innovative treatment approaches. It has a strong community presence and a commitment to continual improvement in healthcare services.

  1. Why did you leave your last role?

This question seeks to understand the reasons behind the candidate’s transition.

Sample answer:

“I left my last role seeking new challenges and opportunities for growth. I wanted to apply my skills in a larger setting and contribute to broader strategic goals, which I believe align well with the objectives of this hospital.”

Real-life Care Coordinator interview questions

A Care Coordinator is a healthcare professional who manages patient care by coordinating between different service providers and resources. They ensure patients receive appropriate, timely, and efficient healthcare, often specializing in certain areas, and handle administrative tasks like obtaining authorizations for services and resources.

The following interview questions have been meticulously chosen by real-world hiring experts.

  1. What’s your background?

This question seeks to understand the candidate’s professional and educational history in healthcare coordination.

Sample answer:

“My background is in nursing, with over five years of experience in patient care and coordination. I have a Bachelor’s degree in Nursing and a certification in healthcare management, which have equipped me with the necessary skills for effective care coordination.”

  1. In the past, how have you gotten authorization to set up resources?

This question inquires about the candidate’s experience in navigating the administrative aspects of care coordination.

Sample answer:

“I have extensive experience in liaising with insurance companies and healthcare providers. I usually start by thoroughly understanding the patient’s coverage and needs, then I communicate effectively with insurers and providers to secure the necessary authorizations and resources.”

  1. Do you have any specialty areas that you coordinate care for?

This question probes into the candidate’s expertise in specific areas of care coordination.

Sample answer: 

“Yes, my specialty area is in coordinating care for elderly patients with chronic conditions. I focus on creating comprehensive care plans that encompass medical, social, and psychological aspects, ensuring holistic care for this demographic.”

Check more real-life care coordinator interview questions.

Real-life hospital administration manager interview questions

A Hospital Administration Manager is a key leadership role within a healthcare setting, overseeing the administrative and operational aspects of a hospital unit. This position involves managing staff, ensuring efficient healthcare delivery, maintaining high standards of patient care, and often involves transitioning from clinical roles to administrative leadership.

Actual hiring managers have provided the selection of questions you see here:

  1. Tell me how you got from being a bedside nurse (if that’s in their history) to having more of a leadership role?

This question explores the candidate’s career progression from clinical nursing to a leadership role in hospital administration.

Sample answer:

“Starting as a bedside nurse, I was keen on improving patient care systems. I pursued a Master’s in Healthcare Administration, which, combined with my clinical experience, paved the way for my transition into hospital management. I gradually took on more administrative responsibilities, leading to my current leadership role.”

  1. What three things are most important for you to sustain as a part of your role while managing this unit?

This question inquires about the candidate’s priorities in managing a hospital unit.

Sample answer:

“The three most important aspects for me are maintaining high-quality patient care, ensuring staff wellbeing and professional development, and continuously improving operational efficiency. Balancing these elements is key to sustaining a high-performing and patient-centric unit.”

  1. Tell me about your favorite leader and why you admire them? How are you emulating the same traits?

This question seeks insight into the candidate’s leadership inspirations and how they apply these qualities.

Sample answer:

“My favorite leader is Florence Nightingale, for her pioneering work in nursing and healthcare reform. I admire her visionary approach and commitment to patient care. In my role, I strive to embody her dedication by being proactive in healthcare innovations and focusing on compassionate care.”

Check more real-life hospital administration manager interview questions.

Real-life Caregiver interview questions

A Caregiver is a compassionate and skilled professional responsible for assisting individuals with daily activities, special needs, and healthcare requirements. This role involves offering personalized care, managing challenging situations, ensuring the well-being of clients, and maintaining a caring and supportive environment, often for people with disabilities or elderly individuals.

These interview questions come directly from the expertise of hiring professionals in the field:

  1. What is your approach to handling people with special needs such as autism or dementia?

This question seeks to understand the candidate’s strategies for caring for individuals with specific conditions.

Sample answer:

“I approach care with patience and empathy, especially for those with autism or dementia. I educate myself about their specific needs and preferences, and use gentle, clear communication. I also incorporate routines that provide a sense of security and familiarity.”

  1. How would you deal with a difficult situation, like a patient who refuses to bathe?

This question inquires about the candidate’s problem-solving skills in challenging caregiving scenarios.

Sample answer: 

“In such situations, I first try to understand the underlying reasons for their refusal, whether it’s fear or discomfort. I then provide reassurance and gently encourage hygiene practices, possibly introducing them gradually to ease their apprehension.”

  1. What would you do if your patient was unwell and you didn’t feel comfortable leaving them alone, but you had another appointment to get to?

This question tests the candidate’s decision-making skills in a conflicting situation.

Sample answer:

“If my patient was unwell, their well-being would be my priority. I would communicate with my next appointment to reschedule or seek a temporary replacement. Ensuring my patient’s safety and health always comes first.”

  1. Are you talkative or quiet? What are some of your interests and hobbies?

This question aims to understand the candidate’s personality and how it fits with caregiving.

Sample answer:

“I consider myself a good balance of talkative and quiet. I enjoy engaging in conversation with clients but also respect their need for quiet times. My interests include reading, gardening, and cooking, which often become activities I share with those I care for.”

  1. How often will you evaluate and update the written care plan?

This question checks the candidate’s approach to maintaining and updating care plans.

Sample answer:

“I regularly evaluate and update the care plan, at least every month or whenever there are changes in the client’s health or preferences. This ensures that the care provided is always aligned with their current needs.”

  1. Why did you become a professional caregiver?

This question explores the candidate’s motivation for choosing a career in caregiving.

Sample answer:

“I became a caregiver because I have a strong desire to make a positive impact in people’s lives. Providing care and support to those who need it most is incredibly rewarding for me. It’s a role where I feel I can truly make a difference.”

Real-life registered nurse interview questions

A Registered Nurse (RN) is a healthcare professional who provides patient care, administers medication, and collaborates with medical teams. They play a critical role in patient assessment, treatment planning, and education, and are integral in promoting health, preventing illness, and providing compassionate care.

Presented here are questions tailored by experienced hiring managers to ensure a comprehensive assessment:

  1. Can you describe a time you went above and beyond for a patient?

This question explores the candidate’s dedication and exceptional care for patients.

Sample answer:

“Once, I had a patient who was extremely anxious about surgery. I spent extra time comforting them, explaining the process, and even checked on them during my off hours to ensure they felt supported and reassured.”

  1. Why is diversity and inclusion important?

This question seeks to understand the candidate’s perspective on diversity in healthcare.

Sample answer:

“Diversity and inclusion are vital in nursing as they foster a more empathetic and understanding care environment. It ensures that we respect and meet the unique needs of each patient, regardless of their background, which is crucial for equitable and effective care.”

  1. What is an example of innovation in your work?

This question inquires about the candidate’s ability to innovate in their nursing practice.

Sample answer: 

“I implemented a new patient tracking system in our unit that streamlined how we monitor patient vitals and medication schedules, significantly improving our efficiency and reducing errors.”

  1. What is an example of teamwork in your practice?

This question probes the candidate’s experience with collaborative work in healthcare.

Sample answer:

“In my practice, teamwork is key. Recently, we had a critical care situation where seamless teamwork was crucial. Each nurse had a role, and we worked in unison, which was instrumental in successfully stabilizing the patient.”

  1. Can you tell me about a difficult patient situation and how you handled it?

This question assesses the candidate’s ability to manage challenging patient interactions.

Sample answer:

“I had a patient who was non-compliant with their treatment plan due to mistrust. I took the time to build rapport, carefully explain the treatment benefits, and address their concerns, which eventually led to their cooperation and improved health outcomes.”

  1. Tell me about a time that you contributed to the implementation of new ideas in the workplace.

This question checks the candidate’s initiative in bringing innovation to the workplace.

Sample answer:

“I noticed a recurring issue with medication administration timing. I proposed and helped implement a new scheduling system, which was adopted hospital-wide, resulting in more timely medication delivery and better patient outcomes.”

Real-life licensed practical nurse interview questions

A Licensed Practical Nurse (LPN) is a healthcare professional who provides patient care under the supervision of registered nurses and doctors. They perform various nursing duties, including administering medication, monitoring patient health, and assisting with daily living activities, while ensuring the safety and comfort of patients.

These 9 interview questions presented here are the result of input from experienced hiring managers:

  1. What would you do in a situation where you don’t agree with your RN’s recommendation?

This question assesses how the candidate handles disagreements in a professional setting.

Sample answer: 

“If I disagreed with an RN’s recommendation, I would respectfully discuss my concerns with them, providing my perspective and supporting information. If we still disagreed, I’d consult a supervisor or a physician for guidance.”

  1. Why did you become an LPN?

This question explores the candidate’s motivation for choosing their career.

Sample answer: 

“I became an LPN because I have a passion for caregiving and wanted to make a tangible difference in people’s lives. Nursing offers me the opportunity to provide compassionate care and support to those in need daily.”

  1. How would you react if a fellow employee was acting against the institution’s policies?

This question inquires about the candidate’s approach to handling policy violations.

Sample answer: 

“If I observed a colleague acting against policies, I would first approach them directly to discuss the issue. If the behavior continued, I would report it to a supervisor, as maintaining a safe and ethical work environment is paramount.”

  1. How would you calm an irritated patient?

This question tests the candidate’s ability to manage patient emotions.

Sample answer:

“To calm an irritated patient, I would listen empathetically to their concerns, validate their feelings, and provide reassurance. I’d address any immediate needs they might have and seek additional support if necessary.”

  1. How would you react if your replacement didn’t arrive on time?

This question checks the candidate’s response to staffing challenges.

Sample answer:

“If my replacement didn’t arrive on time, I would notify my supervisor and continue to provide patient care until they arrived. Patient safety and continuity of care are my top priorities.”

  1. What do you think should be an LPN’s main qualities?

This question seeks the candidate’s view on essential nursing qualities.

Sample answer:

“An LPN should be compassionate, patient, and attentive to detail. They should also have strong communication skills, be able to work in a team, and have a solid ethical foundation to provide quality care.”

  1. Why did you leave your previous position?

This question looks into the candidate’s reason for changing jobs.

Sample answer:

“I left my previous position to seek growth opportunities and to work in a more specialized area of nursing. I’m keen on continuous learning and taking on new challenges.”

  1. How do you stay up to date with the latest medical developments?

This question evaluates the candidate’s commitment to ongoing education.

Sample answer:

“I regularly attend nursing seminars, participate in continuing education courses, and read nursing journals to stay informed about the latest medical developments and best practices.”

  1. Where do you see yourself in 5 years?

This question gauges the candidate’s career aspirations.

Sample answer:

“In five years, I aim to be in a senior LPN role, possibly specializing in pediatric or geriatric care. I also plan to further my education, possibly pursuing a degree to become a Registered Nurse.”

Real-life Home Health Aide interview questions

A Home Health Aide is a caregiver who provides in-home assistance to individuals with disabilities, chronic illnesses, or age-related issues. They offer personalized care, including medical support, daily living activities, and companionship, ensuring the comfort and well-being of their clients in a home environment.

These 6 interview questions have been handpicked by actual hiring managers:

  1. What are your areas of specialty?

This question seeks to identify the candidate’s specific skills and expertise in home health care.

Sample answer:

“My specialties include elderly care, particularly in managing Alzheimer’s and dementia patients. I also have experience in post-surgical care and assisting with physical therapy exercises.”

  1. If a family was getting upset over care, how would you handle that situation?

This question assesses the candidate’s ability to manage emotional situations with clients’ families.

Sample answer:

“In such cases, I ensure open and empathetic communication. I listen to their concerns, explain the care plan clearly, and work with them to address any issues. My goal is to build trust and ensure they feel confident in the care provided.”

  1. Are you comfortable with bed baths? Dressing changes? Feeding tubes?

This question inquires about the candidate’s comfort and experience with specific care tasks.

Sample answer:

“Yes, I am comfortable and experienced in providing bed baths, changing dressings, and managing feeding tubes. I ensure each task is done with utmost care and respect for the client’s dignity.”

  1. If the patient has IVs, are you comfortable administering IVs?

This question checks the candidate’s skill level with intravenous therapy.

“While my current certification does not include IV administration, I am willing to undergo additional training to acquire this skill. I always aim to expand my capabilities to provide comprehensive care to my clients.”

  1. Do you have any issues with traveling? Are there areas in the geography that you’re not comfortable being in?

This question determines the candidate’s flexibility and limitations regarding travel for home visits.

Sample answer:

“I have no issues with traveling to clients’ homes. However, I prefer not to work in areas that are known to have high safety risks. My priority is to provide the best care possible while ensuring my own safety.”

  1. What languages are you fluent in?

This question identifies the candidate’s language skills, which can be crucial in communicating with clients.

Sample answer:

“I am fluent in English and Spanish, which helps me effectively communicate with a broader range of clients, especially in communities where Spanish is widely spoken.”

As we conclude this guide, we extend our gratitude to the real hiring managers whose insights have shaped these interview questions. 

In the ever-evolving landscape of healthcare, the significance of hiring the right talent cannot be overstated. 

May this collection of real-life interview questions serve as a valuable tool for HR professionals, fostering a recruitment process that not only identifies skills but resonates with the compassion and expertise demanded by diverse healthcare roles.

The post 53+ real-life interview questions for healthcare roles appeared first on Recruiting Resources: How to Recruit and Hire Better.

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22+ real-life interview questions for engineer roles https://resources.workable.com/tutorial/22-real-life-interview-questions-for-engineer-roles Mon, 18 Dec 2023 13:17:11 +0000 https://resources.workable.com/?p=92443 Dive into a curated collection of questions that go beyond the standard interview script, offering a glimpse into the practical challenges these professionals face on a day-to-day basis. All of the following questions have been carefully selected by actual hiring managers. Real-life civil engineer interview questions A civil engineer is focused on conducting technical calculations, […]

The post 22+ real-life interview questions for engineer roles appeared first on Recruiting Resources: How to Recruit and Hire Better.

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Dive into a curated collection of questions that go beyond the standard interview script, offering a glimpse into the practical challenges these professionals face on a day-to-day basis.

All of the following questions have been carefully selected by actual hiring managers.

Real-life civil engineer interview questions

A civil engineer is focused on conducting technical calculations, applying governing codes, preparing engineering drawings and specifications, specializing in a specific area of engineering, and demonstrating proficiency in various civil engineering design software tools.

These 4 questions have been handpicked by actual hiring managers:

  1. What is your experience in calculations and the application of governing codes?

This question inquires about the candidate’s experience in technical calculations and code compliance.

Sample answer: 

“I have over five years of experience in structural analysis and applying both local and international building codes to ensure project safety and compliance.”

  1. What is your experience with the preparation of engineering drawings and specifications?

This question asks about the candidate’s capability in preparing engineering drawings and specifications.

Sample answer:

“I’ve specialized in producing detailed engineering drawings and specifications for eight years, focusing on clarity and precision to facilitate efficient construction.”

  1. Tell us about the subject of engineering in which you have the most experience or education.

This question probes the candidate’s area of specialization within engineering.

Sample answer: 

“My primary focus is on transportation engineering, where I hold a master’s degree and have contributed to several urban infrastructure projects.”

  1. What design software do you have experience with?

This question seeks to understand the candidate’s familiarity with various design software used in civil engineering.

Sample answer:

“I am proficient in AutoCAD, Revit, and Civil 3D, having used these extensively for project design, modeling, and simulation over the past six years.”

Read more real-life civil engineer interview questions.

Real-life design engineer interview questions

A design engineer focuses on detailing technical projects, understanding design considerations in manufacturing processes, estimating production costs, and applying statics principles in design. It requires technical knowledge, problem-solving skills, and an understanding of manufacturing methods.

Real hiring professionals have curated the following set of questions:

  1. Can you elaborate on one of the technical projects you’ve listed on your resume? Share details about the design process, challenges faced, and the technical knowledge you applied.

This question asks the candidate to discuss a specific technical project.

Sample answer: 

“In my last project, I designed a high-efficiency heat exchanger. The design process involved iterative simulations, addressing thermal efficiency challenges, and applying my knowledge in thermodynamics and fluid mechanics.

  1. In your experience, what are some critical design considerations for various manufacturing processes? How do these considerations differ for additive manufacturing versus traditional machining methods?

This question explores the candidate’s understanding of design considerations for different manufacturing processes.

Sample answer: 

“Critical considerations include material selection and tolerances. For additive manufacturing, layer adhesion and resolution are key, whereas for machining, tool access and material removal rate are vital. Each method requires a unique approach to design and feasibility.”

  1. Could you provide an example of a project where you had to estimate the cost of a part’s production? What factors did you take into account, and how did you arrive at the cost estimate?

This question focuses on the candidate’s experience with cost estimation in manufacturing.

Sample answer: 

“For a custom gearbox project, I considered material costs, machining time, and labor. I used cost estimation software combined with historical data to arrive at a comprehensive cost estimate, ensuring accuracy and competitiveness.”

  1. Describe a situation where you applied principles of statics in a design project. What were the key calculations or analyses involved, and how did they impact your design decisions?

This question is about applying statics principles in a design project.

Sample answer: 

“In designing a bridge, I applied statistics to calculate force distribution and stress points. My analysis of beam deflection and stress concentration informed decisions on material selection and structural reinforcements, ensuring safety and durability.”

Read more real-life design engineer interview questions.

Real-life environmental engineer interview questions

An environmental engineer involves engaging in projects or coursework, sharing personal motivation and interests in the field, demonstrating initiative, solving complex problems, and collaborating effectively in a multidisciplinary environment, all within the realm of environmental engineering.

Here are 5 questions carefully chosen by real hiring managers:

  1. Can you discuss a project or coursework related to environmental engineering that you found particularly engaging or challenging?

This question asks about the candidate’s experience with a significant environmental engineering project or coursework.

Sample answer: 

“I led a project on wastewater treatment where we developed a low-cost filtration system. It was challenging to balance efficiency with budget constraints, but ultimately, the system significantly improved water quality in a small community.”

  1. How did you first become interested in environmental engineering, and what motivates you to work in this industry?

This question seeks to understand the candidate’s passion and motivation for environmental engineering.

Sample answer: 

“My interest began during a high school project on renewable energy. I am motivated by the potential to create sustainable and innovative solutions to environmental challenges, making a tangible difference in preserving our planet.”

  1. Can you share an example of a time when you demonstrated initiative in a project or work environment?

This question explores the candidate’s ability to take initiative in a work or project setting.

Sample answer: 

“In my last role, I initiated a project to improve our office’s energy efficiency. I researched and implemented new technologies, leading to a 20% reduction in energy use and setting a precedent for sustainable practices in our workplace.”

  1. Describe a situation where you had to solve a complex problem. What approach did you take, and what was the outcome?

This question is about the candidate’s problem-solving skills in complex situations.

Sample answer: 

“Faced with a contaminated soil issue, I applied a systematic approach, analyzing soil samples and researching remediation techniques. My strategy led to the successful cleanup of the site, restoring the area to safe environmental standards.”

  1. How do you approach collaboration and teamwork, especially in a multidisciplinary environment?

This question focuses on the candidate’s approach to teamwork and collaboration in a diverse environment.

Sample answer: 

“I thrive in collaborative settings, valuing diverse perspectives. In multidisciplinary projects, I focus on clear communication, respect for different expertise, and aligning team goals. This approach has led to successful, innovative solutions in complex environmental projects.”

Read more real-life environmental engineer interview questions.

Real-life manufacturing engineer interview questions

A Manufacturing Engineer requires skills in reading and interpreting assembly drawings, experience with automation and microelectronics manufacturing, and the ability to write clear and effective manufacturing work instructions. It involves a blend of technical knowledge and practical application in a manufacturing setting.

Actual hiring managers have provided the selection of questions you see here.

  1. Are you able to read/interpret assembly drawings and manufacturing specifications?

This question inquires about the candidate’s ability to understand technical documents.

Sample answer: 

“Yes, I have extensive experience in reading and interpreting complex assembly drawings and manufacturing specifications, which was a key part of my role in my previous job at a machinery manufacturing company.”

  1. Do you have any experience working with automation?

This question asks about the candidate’s familiarity with automation in a manufacturing context.

Sample answer: 

“I’ve worked with automation extensively, particularly in implementing robotic assembly lines. This included programming, maintenance, and optimizing the production process for efficiency and quality.”

  1. What experience do you have with microelectronics manufacturing and automation?

This question delves into the candidate’s experience with microelectronics manufacturing and its automation.

Sample answer: 

“In my previous role, I specialized in microelectronics manufacturing. I was involved in automating the assembly process, which improved precision and production speed while reducing manual errors.”

  1. What kind of experience do you have writing manufacturing work instructions?

This question explores the candidate’s ability to communicate manufacturing processes effectively.

Sample answer: 

“I have written detailed work instructions for various manufacturing processes, focusing on clarity and ease of understanding. My instructions have been used for training new staff and standardizing production techniques across departments.”

Check more real-life manufacturing engineer interview questions.

Real-life surveyor interview questions

A surveyor focuses on understanding educational background in relation to land surveying, interest in subjects relevant to the field, experience with outdoor field work, ability to navigate challenges in difficult terrains and weather conditions, and knowledge of state-specific land laws and surveying regulations.

These 5 interview questions come directly from the expertise of hiring professionals in the field.

  1. Can you describe your educational background and how it has prepared you for a career in land surveying?

This question explores the candidate’s educational background and its relevance to land surveying.

Sample answer: 

“I hold a degree in Geomatics Engineering, which covered extensive coursework in topography, cartography, and GPS technology, providing a strong foundation for a career in land surveying.”

  1. Which subjects, such as geography, trigonometry, or cartography, do you find most intriguing in the context of land surveying, and why?

This question seeks to understand the candidate’s interest in specific surveying-related subject. 

Sample answer: 

“Trigonometry fascinates me the most due to its crucial role in calculating distances and angles in land surveying. Its practical application in determining precise land boundaries is both challenging and rewarding.”

  1. Land surveying involves a significant amount of field work. Can you provide examples of your experience working outdoors in various conditions?

This question inquires about the candidate’s field work experience in varying outdoor conditions.

Sample answer: 

“I’ve worked in diverse outdoor settings, from urban landscapes to rural terrain. This includes surveying in both inclement weather and under the scorching sun, adapting to each environment to ensure accurate data collection.”

  1. How do you handle challenges like navigating through difficult terrain or dealing with adverse weather conditions during field work?

This question asks how the candidate handles challenging field work conditions.

Sample answer: 

“I prioritize safety and planning. For tough terrains, I use appropriate gear and techniques, and for adverse weather, I plan meticulously, ensuring that the conditions don’t compromise the accuracy of the survey data.”

  1. Each state has its own land laws and requirements for licensure. How familiar are you with the land laws and surveying regulations in our state?

This question is about the candidate’s familiarity with specific state land laws and surveying regulations.

Sample answer: 

“I am well-versed with our state’s land laws and surveying regulations. I have kept up-to-date with the latest amendments and have experience working within these legal frameworks, ensuring compliance in all my surveying projects.”

Check more real-life surveyor interview questions.

In conclusion, this guide serves as a beacon for HR professionals aiming to refine their hiring process for engineering roles. 

By incorporating real-life interview questions from seasoned hiring managers, you’re equipped with a strategic advantage to assess candidates with a nuanced understanding of the challenges inherent in Civil Engineering, Design Engineering, Environmental Engineering, Manufacturing Engineering, and Surveying. 

Elevate your hiring practices and make informed decisions that align with the unique demands of these specialized roles.

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Karo Healthcare saved €800K in agency use with Workable https://resources.workable.com/hiring-with-workable/karo-healthcare-saved-e800k-by-automating-and-reducing-agency-use-with-workable Mon, 18 Dec 2023 15:45:07 +0000 https://resources.workable.com/?p=92436 Karo Healthcare, facing the imperative to hire top talent to support company growth across Europe, sought a strategic approach to talent acquisition. Yulia Kazakova, the Head of Talent Acquisition and Employer Branding, spearheaded this initiative, leveraging the power of Workable to overcome obstacles efficiently. This case study delves into the intricacies of Karo Healthcare’s journey, […]

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Karo Healthcare, facing the imperative to hire top talent to support company growth across Europe, sought a strategic approach to talent acquisition. Yulia Kazakova, the Head of Talent Acquisition and Employer Branding, spearheaded this initiative, leveraging the power of Workable to overcome obstacles efficiently.

This case study delves into the intricacies of Karo Healthcare’s journey, exploring the challenges faced, the solutions implemented, and the remarkable results achieved through fast implementation, automation, structured hiring, job board integrations, and insightful reporting.

The transformation not only accelerated the recruitment process but also led to a threefold increase in the successful hiring of top talents.

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Challenges

  • Hire top talent to support company expansion
  • Expand into new markets in Europe
  • Reduce agency spend

Solutions

  • Fast implementation
  • Automation & structured hiring
  • Job board integrations
  • Reporting

Results

  • Implemented in less than a month
  • Recruited across 8 key locations
  • €800k saved

A growing company

Yulia explains the situation when she started the search for ATS software, “In the beginning it was only me running our recruiting. The challenge was to find a solution that would allow global recruitment across 8 key locations.”

Starting as a one person team, there was a need to stick to Karo’s values when it comes to running their business. As Yulia says, “Karo is first a Swedish company. And having a strong Scandinavian heritage our values are based around promoting inclusivity, being mindful employers and providing our employees a workplace where they feel engaged and motivated.”

With growth and expansion underway, it was important to maintain Karo’s identity.

“An interesting thing is that Karo is a corporation and it’s the healthcare domain, so it doesn’t sound like a place where things move quickly, but with us, it’s the opposite,” Yulia says.

“We have a philosophy of skilled entrepreneurship meaning that we want to stay small and dynamic. We are competing in some markets with established industry players, but at the same time, we are just 400 and some people. This helps us to be reactive and fast, flat and more agile, bringing more impact to the market.”

“We have a philosophy of skilled entrepreneurship meaning that we want to stay small and dynamic. We are competing in some markets with established industry players, but at the same time, we are just 400 and some people. This helps us to be reactive and fast, flat and more agile, bringing more impact to the market.”

The team at Karo needed software that could enable them to hit goals, maintain their identity and provide data and transparency to shape their recruiting.

Fast implementation brought results quickly

One of the reasons Yulia chose Workable was that it could be set up quickly, so Karo could see the impact right away.

“We were able to start using the system at a basic level within a week which was super fast,” says Yulia. “To get everything up and running where employees had the right access, templates were set up and we were fully implemented, it took us 30 days – just one month – to finish everything.”

“To get everything up and running […] took us 30 days – just one month – to finish everything.”

Other software would simply have taken too long to implement. In Yulia’s experience, “To compare with similar solutions we talked to, their set up and onboarding could take up to 6 months. We just didn’t have the time. We needed something that would work immediately and that was quite a good experience with Workable.”

Things didn’t stop there. With an eye for employer branding, Yulia used Workable to build a brand new careers page.

“We were able to continue customizations on our own after implementation. That includes the career page,” she says.

“We use the careers page to host a lot of our employer branding and it provides quite a smooth candidate experience. When they see our roles, they also see our values, what we’re standing for, benefits packages, et cetera.”

Automation and structured hiring improved efficiency

As a new recruiter came on board to support Yulia, she identified that her team needed to prioritize efficiency.

“Because we had so much hiring to do, Workable was an amazing help and relief to have,” says Yulia. “There was a lot of work that we had just stopped doing because it was all manual.”

The first component that Karo needed was structure.

“We were able to get a recruitment flow in place that provided more structure. Being structured with hiring pipelines has helped us provide a good candidate experience where we don’t lose track of candidates or forget about anyone.”

“We were able to get a recruitment flow in place that provided more structure. Being structured with hiring pipelines has helped us provide a good candidate experience where we don’t lose track of candidates or forget about anyone.”

Then, they needed to automate common, tedious tasks so they could focus on more important work. This not only freed up more time, as Yulia explains, it helped to provide a better candidate experience too.

“Automations help us keep candidates informed while reducing our workload. We can have automations for disqualified candidates, interview setup, sending assessments,” says Yulia.

“Candidates know more about what’s happening with their application and we can move quickly with them. We can finally track how many days it takes to reach out to a person for things like rejection emails and interview setup.”

“Automations help us keep candidates informed while reducing our workload. […] Candidates know more about what’s happening with their application and we can move quickly with them.”

Automatic emails were a big help, but so was self-scheduling.

“With Workable, we’ve been able to automate a lot of our interview scheduling. Self-scheduling has greatly reduced the amount of time we had to spend waiting to hear from candidates, comparing calendars and rescheduling.

“We can just send the self-schedule link, the candidate picks a time and it’s all connected to the interviewer’s calendar.”

Job board integrations improved recruitment marketing

Getting the word out about job openings across locations has become easier for Karo. Workable’s 200+ job board integrations mean that Karo’s jobs get exposure on both big sites and niche boards.

“We started advertising more since Workable provides job advertisements,” says Yulia. “It has good integrations with job boards like LinkedIn, and even smaller job boards which make more sense for recruiting for our specific business. Workable is one system integrated with everything and it’s all connected.”

“Workable is one system integrated with everything and it’s all connected.”

Creative testing of job posts has meant that Karo can refine their approach to hiring across locations. “We were able to A/B test posts to see what performs the best and we could recruit simultaneously in different locations and see where talent is coming.”

Over all, these integrations have meant less reliance on external recruiters. Karo can find the right candidates just by hitting the ‘publish’ button.

Reporting kept leadership informed

With so much expansion, there was a need for more reporting to keep budgets in line, help leadership make decisions and show results.

As Yulia tells it, “Workable also helps us anticipate questions that we may get about our hiring. Being a small company, there are situations where you can expect questions coming about performance. As the company grows, it starts to be hard to control who is hiring.”

“We used Hiring Plan to put approval flows in place, which helped to streamline this and control the budget as well, so our board members love it.”

The Hiring Plan feature in Workable was a key solution.

“We used Hiring Plan to put approval flows in place, which helped to streamline this and control the budget as well, so our board members love it. They have the full overview in front of them, they know what is going on. And being a data-driven company, this kind of transparency wouldn’t be possible without the functions that are available in Workable right now.”

Moreover, with Workable, Karo can now track custom fields and information across jobs and candidates.

“Because Workable is such a highly customized system,” says Yulia, “we can add any fields we want to track, any metrics that are important for us, and then basically export whatever we want.”

“[Workable] helps us make smarter business decisions.”

Yulia also describes how this all impacts decision-making.

“It helps us make smarter business decisions. We can track the reason for a hire and which budget it comes from. We can also track diversity. We can track candidates’ sources to know where talent is coming from and decide how to invest our recruiting budget.”

Karo saved €800,000

Karo saved money by leveraging the opportunities they found through Workable.

A fast implementation meant no time was wasted and that changes could happen quickly. Automations helped Yulia’s team scale their workload, while providing benefits to candidates in the form of extra (and timely) communication. Job board integrations got the word out about openings. And reporting meant that they could see the savings and learn how to optimize their recruiting.

“We’re a data-driven company and I can tell you that we saved over 800,000 euros, thanks to Workable.”

Yulia sums it up:

“We’re a data-driven company and I can tell you that we saved over 800,000 euros, thanks to Workable, on hires that would either happen manually or happen through agencies. So that was huge and if we compare it to the cost of Workable it absolutely makes sense having this.

“We are not even considering hiring a recruitment coordinator or someone who would take all these administrative and coordination tasks because it’s just not needed. So, it’s also one head count, one FTE person, which we simply don’t need.”

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24+ real-life interview questions for media & entertainment roles https://resources.workable.com/24-real-life-interview-questions-for-media-and-entertainment-roles Thu, 14 Dec 2023 14:54:02 +0000 https://resources.workable.com/?p=92429 Navigating the vibrant and dynamic landscape of the media and entertainment industry demands a keen understanding of the unique talents and skills required for success in roles such as Animator, Camera Operator, Fashion Copywriter, Fashion Editor, and Video Editor.  In this comprehensive guide, we bring you real-life interview questions meticulously curated by seasoned hiring managers.  […]

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Navigating the vibrant and dynamic landscape of the media and entertainment industry demands a keen understanding of the unique talents and skills required for success in roles such as Animator, Camera Operator, Fashion Copywriter, Fashion Editor, and Video Editor. 

In this comprehensive guide, we bring you real-life interview questions meticulously curated by seasoned hiring managers. 

Real-life Animator interview questions

Animators use various software to create animations and bring characters and scenes to life. They collaborate in teams and draw inspiration from diverse sources to craft unique animations.

The following 8 questions have been provided by real hiring managers:

  1. How quickly can you produce a 10-second animation reel?

Assessing the candidate’s efficiency in animation production.

Sample answer: 

“I can typically produce a 10-second animation reel in about three weeks, accounting for revisions and fine-tuning.”

  1. What programs do you use to create your animations?

Inquiring about the software tools the candidate is familiar with.

Sample answer: 

“I’m proficient in industry-standard software such as Adobe After Effects, Maya, and Blender, selecting the most suitable one for each project.”

  1. Are you able to work in a team and make the project look like it was created by one person?

Evaluating the candidate’s ability to collaborate and maintain a consistent style within a team.

Sample answer: 

“Yes, I have experience collaborating with teams of animators and designers to ensure a unified and cohesive look for our projects.”

  1. What projects have you worked on? Can you show us a few examples?

Requesting the candidate to provide examples from their animation portfolio.

Sample answer: 

“Certainly, here are a few examples from my portfolio that showcase my versatility and expertise [share samples].”

  1. What do you draw inspiration from?

Exploring the sources of creativity and inspiration for the candidate.

Sample answer: 

“I draw inspiration from a wide range of sources, including nature, art, and various animation genres, which helps me bring fresh ideas to my projects.”

  1. How would you describe your animation style?

Encouraging the candidate to define their unique animation style.

Sample answer: 

“My animation style is adaptable, allowing me to create both 2D and 3D animations. I tailor my approach to align with the project’s goals and aesthetic.”

  1. What is your dream project?

Inquiring about the candidate’s aspirations and ideal animation project.

Sample answer: 

“My dream project would involve collaborating on a feature-length animated film, where I could contribute to a captivating narrative through animation.”

  1. What was your favorite project to animate?

Learning about the candidate’s most fulfilling and enjoyable animation project.

Sample answer: 

“One of my most fulfilling projects was animating characters for an independent video game. It allowed me to combine creativity with technical skill to enhance the gaming experience.”

Real-life Camera Operator interview questions

A Camera Operator is responsible for capturing video footage in various settings, using cameras and related equipment. They must have a strong understanding of camera settings, composition, and adaptability to ensure high-quality video production.

These 3 questions are direct excerpts from interviews conducted by experienced hiring professionals.

  1. What is the difference between aperture, shutter speed, and ISO?

Assessing the candidate’s understanding of fundamental camera settings.

Sample answer: 

“Aperture controls the lens’s opening size, affecting depth of field. Shutter speed determines exposure time. ISO measures sensitivity to light.”

  1. What do you feel is the most important skill to have as a camera operator?

Inquiring about the candidate’s perspective on the critical skills for camera operation.

Sample answer: 

“I believe that mastering composition, including framing and angles, is the most crucial skill. It defines visual storytelling.”

  1. Explain a situation where you had to quickly adapt to changes as a video camera operator.

Evaluating the candidate’s ability to handle unexpected situations in video production.

Sample answer: 

“During a live event, the lighting drastically changed. I swiftly adjusted the camera settings to maintain optimal exposure, ensuring the broadcast’s quality.”

Check more real-life camera operator interview questions.

Real-life Fashion Copywriter interview questions

In this context, hiring managers place a strong emphasis on candidates demonstrating their exceptional editing skills. As part of the evaluation process, they typically provide candidates with a link to the New York Times editing quiz and ask for a writing sample. 

These assessments are used to gauge the candidate’s proficiency in crafting impactful written content with proper grammar and spelling. 

Check more interview questions for copywriters.

Real-life Fashion Editor interview questions

The fashion editor role encompasses curating and presenting fashion content, understanding and interpreting current trends, collaborating within diverse teams for innovative fashion projects, and staying adaptable in the fast-paced, ever-evolving fashion industry.

The following 7 questions have been compiled based on notes from actual hiring managers:

  1. Have you managed your own fashion brand?

This question seeks insight into the candidate’s experience with managing their own fashion brand. 

Sample answer: 

“Yes, managing my brand involved comprehensive market research, identifying a unique style niche, and crafting a strategic business plan. I focused on branding, efficient supply chain management, and targeted marketing. Engaging with customers through various platforms was essential for building a loyal clientele and staying attuned to market demands.”

  1. What is your approach to curating and presenting portfolio content?

This question explores the candidate’s approach to selecting and presenting content in their fashion portfolio.

Sample answer: 

“Curating my portfolio involves a strategic selection of pieces that showcase my range of skills and stylistic evolution. Each piece is chosen for its innovation, craftsmanship, and alignment with current market trends and my design ethos. The portfolio aims to demonstrate versatility and a strong personal brand identity.”

  1. Can you discuss your experience in a fashion magazine internship or working for a retailer?

This question delves into the candidate’s experience in fashion media and retail settings. 

Sample answer: 

“Interning at a fashion magazine offered me insights into editorial processes, trend analysis, and industry networking. My role in retail involved understanding customer needs, inventory management, and sales strategies. These experiences provided a comprehensive understanding of different facets of the fashion industry.”

  1. How do you keep up with fashion shows, trends, and industry developments?

This question is about how the candidate stays updated with the latest fashion trends and industry news. 

Sample answer: 

“I keep abreast of the latest fashion trends by attending shows, following key industry figures and brands, and subscribing to fashion magazines. Engaging in online fashion communities and attending industry events also helps me stay informed. I incorporate these insights into my work to ensure relevance and innovation.”

Check more real-life fashion editor interview questions.

Real-life Video Editor interview questions

The video editor role involves handling technical challenges, showcasing strong video editing skills while managing weaknesses, efficiently prioritizing and managing multiple projects, navigating feedback from diverse sources, and understanding what drives results in video editing.

These 5 questions provided below are authentic examples collected from interviews led by experienced hiring professionals:

  1. What is the biggest technical problem you have faced and how did you overcome it?

This question explores how the candidate deals with technical issues in video editing. 

Sample answer: 

“The biggest technical challenge I faced was a corrupted video file in the middle of an important project. To resolve it, I used a combination of file recovery and video repair software. This experience taught me the importance of regular backups and maintaining an organized workflow to prevent such issues.”

  1. What are your strongest skills as a video editor? What is your biggest weakness?

This question aims to understand the candidate’s strengths and areas for improvement in video editing. 

Sample answer: 

“My strongest skills include color grading and narrative storytelling through editing. My biggest weakness is perhaps being too meticulous, which can be time-consuming. I’m working on finding a balance between perfectionism and efficiency.”

  1. If you have multiple projects at the same time with approaching deadlines, how do you manage your time and how do you determine which project should be prioritized?

This question assesses the candidate’s time management skills and prioritization strategies.

Sample answer: 

“I manage my time by creating a detailed schedule and setting realistic deadlines for each project. Prioritization is based on project complexity, deadline proximity, and client urgency. Clear communication with clients about timelines helps manage expectations and workload efficiently.”

  1. Our projects have a rigorous review process with varying individuals, how do you navigate receiving conflicting requests for edits? Whose edits do you implement? How would you respond if you do not agree with the edits?

This question inquires how the candidate handles differing opinions and feedback in the review process. 

Sample answer: 

“When faced with conflicting edit requests, I first seek to understand the rationale behind each suggestion. I prioritize changes that align with the project’s overall vision and client objectives. If I disagree with certain edits, I provide constructive feedback, suggesting alternatives that may better serve the project.”

  1. In your opinion, what drives results in your position?

This question is about understanding what the candidate believes contributes most to their success in their role. 

Sample answer: 

“In video editing, results are driven by a combination of technical skill, creative vision, and clear communication with clients. Staying updated with the latest editing software and techniques is crucial, as is understanding the client’s vision and target audience. Effective storytelling and attention to detail can significantly enhance the impact of a video.”

As you embark on the exciting journey of talent acquisition within the realms of animation, fashion, and video editing, armed with insights from real hiring managers, rest assured that your hiring decisions will be fortified by a nuanced understanding of the industry’s unique demands. 

This guide, crafted to empower HR professionals with targeted interview questions, serves as a compass, guiding you towards assembling a team of creative individuals poised to make meaningful contributions in the captivating world of media and entertainment.

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Anti-fraud and anti-corruption policy template https://resources.workable.com/anti-fraud-and-anti-corruption-policy Fri, 15 Dec 2023 13:12:49 +0000 https://resources.workable.com/?p=92422 This policy template can help HR professionals in several ways. Firstly, it provides a clear and concise statement of the organization’s position on fraud and corruption, which can help to deter potential wrongdoers. Secondly, it sets out the procedures that employees must follow to prevent fraud and corruption, which can help to ensure that the […]

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This policy template can help HR professionals in several ways. Firstly, it provides a clear and concise statement of the organization’s position on fraud and corruption, which can help to deter potential wrongdoers.

Secondly, it sets out the procedures that employees must follow to prevent fraud and corruption, which can help to ensure that the organization complies with relevant laws and regulations. Finally, it provides a framework for dealing with allegations of fraud and corruption, which can help to protect the organization’s reputation and maintain public trust.

What is the anti-fraud and anti-corruption policy?

An organization is committed to maintaining the highest ethical standards in all its activities. The organization recognizes that fraud and corruption can have serious consequences, including damage to its reputation, financial loss, and legal penalties. Therefore, the organization is committed to taking all necessary steps to prevent fraud and corruption within its ranks.

The policy applies to all employees, contractors, consultants, and any other individuals who work with or provide services to the organization. It covers a wide range of issues, including bribery, embezzlement, fraud, and conflicts of interest.

The policy sets out the responsibilities of employees and management in preventing fraud and corruption.

Employees are expected to adhere to a code of conduct that prohibits fraudulent and corrupt practices, while management is responsible for ensuring that appropriate procedures are in place to prevent such practices.

The policy also provides guidelines for reporting and investigating allegations of fraud and corruption. Employees are encouraged to report any suspicions of fraudulent or corrupt activities to their supervisor or the organization’s compliance officer.

The policy sets out the procedures for investigating such allegations, including the establishment of an investigation team, the collection of evidence, and the taking of appropriate disciplinary action.

What should be included in an anti-fraud and anti-corruption policy?

  1. A clear statement of the organization’s commitment to preventing fraud and corruption.
  2. A definition of fraud and corruption, including examples of prohibited practices.
  3. A description of the responsibilities of employees and management in preventing fraud and corruption.
  4. Guidelines for reporting and investigating allegations of fraud and corruption.
  5. A description of the disciplinary actions that will be taken against employees who violate the policy.

Step-by-step instructions to create this policy

1. Review relevant laws and regulations that apply to the organization.
2. Conduct a risk assessment to identify areas where the organization is most vulnerable to fraud and corruption.
3. Consult with employees, management, and legal counsel to ensure that the policy is appropriate and effective.
4. Draft the policy, using the elements outlined above.
5. Review and revise the policy as necessary.
6. Distribute the policy to all employees and relevant third parties.
7. Provide training to employees on the policy and its implementation.

Anti-fraud and anti-corruption policy template

[Organization Name]

Anti-Fraud and Anti-Corruption Policy

1. Introduction

[Organization Name] is committed to maintaining the highest ethical standards in all its activities. This policy outlines the organization’s commitment to preventing fraud and corruption within the organization.

2. Definition of Fraud and Corruption

For the purposes of this policy, fraud and corruption include any act or omission that is intended to deceive or mislead, or that could be seen to influence improperly, an employee, agent, or contractor of [Organization Name]. Examples of prohibited practices include bribery, embezzlement, fraud, and conflicts of interest.

3. Responsibilities

3.1 Employees
Employees are expected to adhere to a code of conduct that prohibits fraudulent and corrupt practices. Employees must notify their supervisor or the organization’s compliance officer of any suspicions of fraudulent or corrupt activities.

3.2 Management
Management is responsible for ensuring that appropriate procedures are in place to prevent fraudulent and corrupt practices. Management must ensure that employees are trained on the policy and its implementation.

4. Reporting and investigating allegations

4.1 Reporting Allegations
Employees are encouraged to report any suspicions of fraudulent or corrupt activities to their supervisor or the organization’s compliance officer. Reports can be made anonymously, if desired.

4.2 Investigating Allegations
The organization will establish an investigation team to investigate allegations of fraudulent or corrupt activities. The investigation team will collect evidence and take appropriate disciplinary action.

5. Disciplinary actions

Employees who violate this policy will be subject to disciplinary action, up to and including termination of employment. Contractors and consultants who violate this policy may have their contracts terminated.

6. Review and revision

This policy will be reviewed and revised as necessary to ensure that it remains effective and appropriate.

7. Distribution and training

This policy will be distributed to all employees and relevant third parties. The organization will provide training to employees on the policy and its implementation.
By implementing this anti-fraud and anti-corruption policy, [Organization Name] aims to maintain the highest ethical standards and prevent fraudulent and corrupt practices within the organization.

Disclaimer: This policy template is meant to provide general guidelines and should be used as a reference. It may not take into account all relevant local, state or federal laws and is not a legal document. Neither the author nor Workable will assume any legal liability that may arise from the use of this policy.

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Children in the workplace policy template https://resources.workable.com/children-in-the-workplace-policy-template Wed, 13 Dec 2023 13:05:58 +0000 https://resources.workable.com/?p=92415 This policy helps HR professionals ensure a consistent and fair approach to managing children in the workplace. It provides guidelines for employees, supervisors, and HR personnel to follow, minimizing confusion and potential conflicts. By having a clear policy in place, HR can better support employees with family responsibilities while maintaining a productive work environment. What […]

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This policy helps HR professionals ensure a consistent and fair approach to managing children in the workplace. It provides guidelines for employees, supervisors, and HR personnel to follow, minimizing confusion and potential conflicts. By having a clear policy in place, HR can better support employees with family responsibilities while maintaining a productive work environment.

What is the children in the workplace policy?

The Children in the Workplace Policy aims to provide a safe and healthy environment for children who accompany their parents to work. The policy applies to all employees, contractors, and visitors who bring their children to the workplace.

A children in the workplace policy should include:

  1. Age restrictions: Children under the age of 18 are not allowed in the workplace, unless they are participating in a formal work-study program or are on a scheduled visitation day.
  2. Supervision: Employees are responsible for ensuring their children are supervised at all times. This includes during work hours, breaks, and while using the facilities.
  3. Safety: The workplace must maintain a safe environment for children. This includes ensuring that all equipment, tools, and hazardous materials are stored safely and securely.
  4. Confidentiality: Employees must protect confidential company information and data when their children are present.

Step-by-step instructions to create this policy

1. Review existing policies and procedures related to children in the workplace.
2. Consult with legal counsel and HR professionals to ensure compliance with relevant laws and regulations.
3. Conduct a risk assessment to identify potential hazards and develop strategies to mitigate them.
4. Develop a draft policy and circulate it among key stakeholders for feedback.
5. Incorporate feedback and finalize the policy.
6. Communicate the policy to all employees, contractors, and visitors.
7. Provide training and resources to support employees in implementing the policy.
8. Review and update the policy regularly to ensure it remains relevant and effective.

Children in workplace policy template

[Organization Name]

Children in the Workplace Policy

Brief & purpose

[Organization Name] is committed to providing a safe and healthy environment for children who accompany their parents to work. This policy outlines the guidelines and procedures for employees, contractors, and visitors who bring their children to the workplace.

Scope

This policy applies to all employees, contractors, and visitors who bring their children to [Organization Name]’s workplace.

Guidelines

1. Age restrictions: Children under the age of 18 are not allowed in the workplace, unless they are participating in a formal work-study program or are on a scheduled visitation day.
2. Supervision: Employees are responsible for ensuring their children are supervised at all times. This includes during work hours, breaks, and while using the facilities.
3. Safety: The workplace must maintain a safe environment for children. This includes ensuring that all equipment, tools, and hazardous materials are stored safely and securely.
4. Confidentiality: Employees must protect confidential company information and data when their children are present.
5. Disruptions: Employees are expected to minimize disruptions to the work environment. Children should not interfere with meetings, phone calls, or other work-related activities.
6. Visitation hours: Children may visit the workplace during designated hours, typically between 9:00 AM and 3:00 PM.
7. Sign-in and sign-out: All visitors, including children, must sign in and out at the reception desk.
8. Emergency contact information: Employees must provide up-to-date emergency contact information for their children.
9. Compliance: All employees, contractors, and visitors must comply with the policy. Failure to do so may result in disciplinary action.

Responsibilities

1. Employees: Ensure their children are supervised and follow the guidelines outlined in this policy.
2. Supervisors: Support employees in implementing this policy and address any concerns or violations.
3. HR personnel: Provide guidance and resources to support employees and supervisors in implementing this policy.
4. Visitors: Comply with the policy and ensure their children are supervised and follow the guidelines.

Consequences of non-compliance

Failure to comply with this policy may result in disciplinary action, up to and including termination of employment or visitor privileges.

Review and Revision

This policy will be reviewed and revised as needed, but at least annually. All revisions will be approved by [Organization Name]’s executive management team.

Acknowledgment

By bringing their children to [Organization Name]’s workplace, employees, contractors, and visitors acknowledge that they have read, understood, and will comply with this policy.
Date of Last Update: [Insert Date]

Disclaimer: This policy template is meant to provide general guidelines and should be used as a reference. It may not take into account all relevant local, state or federal laws and is not a legal document. Neither the author nor Workable will assume any legal liability that may arise from the use of this policy.

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Workable Next: learn what’s next in hiring and HR tech https://resources.workable.com/webinars-and-events/workable-next-learn-whats-next-in-hiring-and-hr-tech Thu, 14 Dec 2023 19:14:18 +0000 https://resources.workable.com/?p=92408 Get apace with the latest innovations in recruitment technology in the enlightening Workable Next event, held on December 6, 2023. Led by Workable’s top executives – CEO Nikos Moraitakis, newly appointed CRO Rob Long, and CTO Spyros Magiatis – the event served as a pivotal moment in unveiling the future of Applicant Tracking Systems and […]

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Get apace with the latest innovations in recruitment technology in the enlightening Workable Next event, held on December 6, 2023. Led by Workable’s top executives – CEO Nikos Moraitakis, newly appointed CRO Rob Long, and CTO Spyros Magiatis – the event served as a pivotal moment in unveiling the future of Applicant Tracking Systems and Human Resources Information Systems (HRIS).

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During this engaging session, the trio illuminated the path forward for Workable’s flagship hiring software, emphasizing its continued dominance in the company’s product roadmap. They highlighted the expansion of the engineering team, signifying a deeper investment in developing cutting-edge ATS functionalities and expanding into the HRIS sphere.

This focus ensures that Workable remains synonymous with innovation in recruitment and HR technology.

The event also shone a light on upcoming enhancements in reporting and data analytics within Workable’s ecosystem. With a commitment to delivering a comprehensive and flexible reporting system, the team underscored their dedication to meet the diverse and evolving needs of users.

Additionally, they addressed the ease of migrating data from other HRIS platforms to Workable, showcasing their customer-first approach in facilitating smooth transitions.

Concluding with a forward-looking perspective, the executives discussed the integration of natural language processing in search functionalities and the highly anticipated feature of posting jobs in multiple locations.

These advancements, set to launch in early 2024, promise to revolutionize the recruitment process, offering unparalleled efficiency and precision. The Workable Next event not only highlighted the company’s current achievements but also set the stage for a future where recruitment is more intuitive, data-driven, and inclusive.

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LYTT: A sevenfold increase in LinkedIn followers over 3 years https://resources.workable.com/stories-and-insights/lytt-a-sevenfold-increase-in-linkedin-followers-over-3-years Thu, 14 Dec 2023 16:43:48 +0000 https://resources.workable.com/?p=92387 In the dynamic realm of digital marketing and talent acquisition, leveraging social media platforms is crucial for brand visibility and audience engagement. One platform that stands out for professional networking and business growth is LinkedIn. In this blog post, I’ll share the journey of how I spearheaded a remarkable 685% growth in LYTT’s LinkedIn followers […]

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In the dynamic realm of digital marketing and talent acquisition, leveraging social media platforms is crucial for brand visibility and audience engagement. One platform that stands out for professional networking and business growth is LinkedIn.

In this blog post, I’ll share the journey of how I spearheaded a remarkable 685% growth in LYTT’s LinkedIn followers over the course of three years.

The secret? A strategic combination of personal updates, curated company content, and the powerful automation tools provided by Workable.

Building a foundation: personal updates

The journey began by recognizing the power of personal connection on LinkedIn. Instead of solely relying on corporate updates, I decided to infuse a personal touch into the content strategy.

Regular personal updates allowed me to humanize LYTT’s brand, making it relatable and approachable. By sharing my professional insights, industry experiences, and even behind-the-scenes glimpses of the LYTT team, I established a genuine connection with the audience.

Showcasing company culture: LYTT’s content

Consistent and relevant content is the backbone of any successful social media strategy. At LYTT, we recognized the importance of showcasing our company culture and values. Regularly posting content that highlighted our team’s achievements, workplace events, and industry expertise not only kept our current followers engaged but also attracted new ones.

This approach positioned LYTT as an industry thought leader and a desirable workplace, enticing professionals to become a part of our growing LinkedIn community.

Harnessing Workable’s automated emails

Workable’s suite of automated email tools became a game-changer in our pursuit of LinkedIn growth. After successfully attracting potential candidates through our job listings on Workable, we implemented automated email campaigns encouraging them to connect with LYTT on LinkedIn.

These personalized emails not only facilitated easy navigation to our LinkedIn page but also conveyed the value of staying updated on industry trends and career opportunities.

The seamless integration between Workable and LinkedIn streamlined our outreach efforts and maximized the chances of converting potential hires into engaged followers.

The results: A 685% growth in 3 years

The combined impact of personal updates, curated content, and Workable’s automated email campaigns resulted in an astounding 685% growth in LYTT’s LinkedIn followers over a span of three years.

Beyond the numerical success, this growth translated into tangible benefits for LYTT, including an expanded talent pool, increased brand awareness, and enhanced credibility in the industry.

Key takeaways

1. Personalization pays off

Humanizing your brand through personal updates fosters a deeper connection with your audience.

2. Content is king

Consistent and relevant content showcases your company culture, positioning your brand as a leader in the industry.

3. Automation amplifies results

Leveraging tools like Workable’s automated emails can significantly enhance your outreach efforts, turning potential hires into active followers.

Strategy leads to prominence

In conclusion, the journey of growing LYTT’s LinkedIn followers by 685% was a testament to the power of a well-rounded social media strategy.

By combining personalization, compelling content, and the efficiency of automation tools, we not only increased our follower count but also solidified LYTT’s position as a prominent player in the talent acquisition landscape.

Sam Merron is LYTT’s Talent Acquisition Manager. He has a proven track record of success managing end-to-end talent acquisition processes, fostering diversity, equity, and inclusion (DEI), and executing impactful HR projects, with 15 years experience in international hiring, project management, and building strong employer brands.

LYTT is a technology company transforming customer decision making by providing software to turn contextual sensing data into real-time insights, driving increased asset performance. LYTT’s new Industrial AI Platform is designed to help businesses in the energy and utilities sectors generate smarter insights, accelerate operational value, and monetize sensor data.

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41+ real-life interview questions for Customer Support roles https://resources.workable.com/tutorial/interview-questions-for-customer-support-roles Tue, 12 Dec 2023 13:53:50 +0000 https://resources.workable.com/?p=92380 Tailored for HR professionals navigating the hiring landscape, this guide addresses critical positions such as Account Manager, Customer Service Representative, Customer Success Manager, and more. As the backbone of any customer-centric organization, these roles require a unique blend of empathy, problem-solving, and communication skills.  This guide serves as a compass, guiding HR professionals to ask […]

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Tailored for HR professionals navigating the hiring landscape, this guide addresses critical positions such as Account Manager, Customer Service Representative, Customer Success Manager, and more. As the backbone of any customer-centric organization, these roles require a unique blend of empathy, problem-solving, and communication skills. 

This guide serves as a compass, guiding HR professionals to ask the right questions and secure top-notch talent for their customer support teams.

Real-life Account Manager interview questions

The Account Manager is responsible for managing client relationships, ensuring customer satisfaction, and driving sales. They play a key role in maintaining long-term client relationships, identifying client needs, and delivering solutions that meet those needs, thereby contributing to revenue growth and client retention.

The forthcoming 3 questions have been field-tested by real hiring managers:

  1. What steps would you take to hit your revenue targets if you’re running behind?

This question examines strategies to meet revenue goals under challenging circumstances.

Sample answer: 

“If I’m running behind on revenue targets, I’d first analyze our current accounts for upsell opportunities. I’d also intensify client outreach to identify any unmet needs, and expedite the pipeline of potential deals. Additionally, collaborating with the sales team for strategic insights is crucial.”

  1. How do you build great client relationships?

This question explores the approach to fostering strong and lasting client relationships.

Sample answer: 

“Building great client relationships starts with understanding their business goals and challenges. Regular communication, personalized service, and demonstrating a genuine interest in their success are key. I also make it a point to provide consistent value and exceed their expectations.”

  1. What is the most common complaint you got from your current or former employee?

This question seeks insight into challenges faced in past roles and how they were addressed.

Sample answer: 

“The most common complaint I’ve received was about response times during peak periods. To address this, I implemented a more efficient task management system and set clearer communication expectations, which significantly improved our response efficiency and client satisfaction.”

Real-life Customer Service Representative interview questions

The Customer Service Representative plays a vital role in addressing customer inquiries, resolving issues, and ensuring a high level of customer satisfaction. They are key in maintaining positive customer relations, providing product or service information, and handling complaints or feedback.

These 11 questions are direct excerpts from interviews conducted by experienced hiring professionals:

  1. What do you consider good customer service?

This question seeks to understand the candidate’s perspective on delivering quality customer service.

Sample answer: 

“Good customer service means promptly addressing customer needs, providing accurate information, being empathetic, and ensuring a positive and helpful interaction that resolves any issues efficiently.”

  1. Is there a difference between customer service and customer support?

This question distinguishes between customer service and support functions.

Sample answer: 

“Yes, customer service often involves a broader scope including assistance, advice, and general support, while customer support typically refers to more technical or specific help related to products or services.”

  1. Have you ever bent the rules while assisting a customer? What was the outcome?

This question probes the candidate’s flexibility and decision-making in customer service.

Sample answer: 

“Once, to resolve a long-standing issue, I extended a discount beyond our usual policy. This not only solved the problem but also retained a loyal customer, positively impacting our brand reputation.”

  1. Have you ever had to deal with a technical issue you weren’t trained in handling? If so, how did you handle it? What was the outcome?

This question explores the candidate’s problem-solving skills in unfamiliar situations.

Sample answer: 

“In a situation with an untrained technical issue, I promptly consulted with a senior team member. Their guidance helped me resolve the issue successfully, enhancing my knowledge for future inquiries.”

  1. What does being trustworthy mean to you?

This question delves into the candidate’s understanding of trustworthiness in a customer service role.

Sample answer: 

“Being trustworthy means being reliable, honest, and consistent in interactions, ensuring customers can count on me for accurate information and dependable support.”

  1. Tell me about your call center experience.

This question asks about the candidate’s experience working in a call center environment.

Sample answer: 

“In my call center experience, I’ve handled a wide range of customer queries, managed high call volumes efficiently, and maintained a high satisfaction rate through effective communication and problem-solving skills.”

  1. How do you go about forming connections with people you’re speaking to, especially if it’s a one-time interaction?

This question examines the candidate’s ability to build rapport with customers.

Sample answer:

“I focus on active listening, empathizing with their situation, and personalizing the conversation where possible, which helps in creating a connection, even in brief interactions.”

  1. What are some things outside of work that you’re irrationally passionate about?

This question aims to gain insight into the candidate’s personal interests and passions.

Sample answer: 

“Outside of work, I’m irrationally passionate about environmental conservation. I volunteer regularly and actively participate in community initiatives focused on sustainability.”

  1. Tell me about a time you had to teach yourself something new.

This question assesses the candidate’s self-learning and adaptability skills.

Sample answer: 

“Recently, I taught myself a new customer relationship management software through online tutorials and practice. This self-learning improved my efficiency and ability to manage customer data more effectively.”

  1. What tends to stress you out?

This question explores what situations or aspects of work may be challenging for the candidate.

Sample answer: 

“High-pressure situations can be stressful, but I’ve learned to remain calm and focused, prioritizing tasks and seeking support when needed to navigate through challenging scenarios.”

  1. What motivates you to go to work every morning?

This question seeks to understand the candidate’s motivation and drive.

Sample answer: 

“The opportunity to make a positive impact on someone’s day and the challenge of resolving diverse customer issues motivate me. Knowing that my work contributes to customer satisfaction and loyalty is highly rewarding.”

Real-life Customer Service Advisor interview questions

The Customer Service Advisor is responsible for providing guidance and support to customers, addressing their queries, and resolving issues effectively. They play a crucial role in maintaining customer satisfaction, improving service quality, and ensuring a positive experience for every customer interaction.

Derived from actual interviews, the upcoming 7 questions reflect the input of seasoned hiring managers.

  1. Describe a time you dealt with a particularly difficult customer. How did you handle it?

This question explores the candidate’s ability to manage challenging customer interactions.

Sample answer: 

“I once dealt with a customer who was very upset about a delayed order. I calmly acknowledged their frustration, explained the situation, and offered a satisfactory solution. My approach de-escalated the situation and the customer appreciated the proactive communication.”

  1. What is the most critical trait for a customer service advisor to have?

This question seeks to identify the key qualities essential in a customer service role.

Sample answer: 

“Empathy is the most critical trait. Understanding and relating to a customer’s situation can significantly improve the service experience. It helps in providing personalized solutions and establishing a positive rapport with customers.”

  1. Tell me about a time when you created or optimized a support process or policy. What impact did it have?

This question assesses the candidate’s ability to enhance customer service processes.

Sample answer: 

“I implemented a new ticketing system to streamline our support process. This led to quicker response times and more efficient issue resolution, ultimately improving customer satisfaction ratings.”

  1. Do you have a CRM certification?

This question inquires about the candidate’s qualifications in using Customer Relationship Management tools.

Sample answer: 

“Yes, I am certified in Salesforce CRM. This has equipped me with valuable skills in managing customer interactions and data effectively.”

  1. How do you deal with stress on the job?

This question explores the candidate’s strategies for managing stress in a high-pressure environment.

Sample answer:

I manage stress by staying organized, prioritizing tasks, and taking short breaks to refocus. I also find discussing challenges with colleagues helpful for gaining new perspectives.”

  1. If a customer points out a well-known problem with your product, what do you do?

This question assesses how the candidate handles customer feedback on product issues.

Sample answer: 

“I acknowledge the issue, offer an immediate apology, and explain any steps being taken to resolve it. I also ensure the feedback is passed on to the relevant teams for future improvements.”

  1. What’s one part of your previous company’s culture that you hope to bring to your next one? What one part do you hope to not find?

This question reveals the candidate’s preference in workplace culture and environment.

Sample answer: 

“I hope to bring a culture of open communication and teamwork, as it fosters collaboration and innovation. I would prefer not to find a lack of focus on employee well-being, as it can impact motivation and productivity.”

Real-life Customer Service interview questions

The Customer Service role involves interacting directly with customers to address inquiries, solve problems, and provide information about products or services. This role is critical in ensuring customer satisfaction, building brand loyalty, and maintaining a positive company image through effective communication and problem-solving.

These 8 questions presented here are sourced directly from the experiences of hiring managers in the field.

  1. What was the best customer service experience you received? What made it special?

This question seeks to understand the candidate’s benchmark for excellent customer service.

Sample answer:

“The best experience was when a representative helped me replace a lost item quickly and efficiently. Their empathy, proactive approach, and follow-up to ensure my satisfaction made the experience special.”

  1. Is there a difference between customer service and customer support?

This question aims to distinguish between the concepts of customer service and support.

Sample answer: 

“Yes, customer service is broader, encompassing all customer interactions aimed at enhancing satisfaction, while customer support is more specific to resolving problems and answering technical questions.”

  1. Can you give some examples of poor customer service?

This question explores the candidate’s understanding of what constitutes inadequate service.

Sample answer: 

“Poor customer service includes long wait times, unhelpful or rude responses, lack of knowledge about the product or service, and failing to follow up on customer issues.”

  1. Can you describe a time you were proud of the service you gave a customer?

This question asks the candidate to reflect on a successful customer service interaction.

Sample answer: 

“I was proud when I helped a customer navigate a complex issue with their account. By taking the time to understand and resolve their problem, I turned a frustrated customer into a loyal one.”

  1. Have you ever dealt with an unreasonable customer? How did you deal with it then? Would you do anything differently now?

This question examines the candidate’s experience and growth in handling difficult customers.

Sample answer: 

“I dealt with an irate customer by remaining calm and empathetic. I listened and provided a solution within our policy. Now, I’d also offer alternatives and ensure they feel heard and valued.”

  1. Tell me about a time you had to say “no” to a customer.

This question explores the candidate’s ability to handle customer requests that cannot be fulfilled.

Sample answer: 

“I had to say “no” when a customer requested a service outside our scope. I explained the reasons clearly and offered alternative solutions to meet their needs.”

  1. Tell me about a time when you improved a customer support metric that was important to your company. How did this impact the company?

This question assesses the candidate’s impact on key customer support metrics.

Sample answer: 

“By streamlining our response process, I reduced average response times, which improved customer satisfaction scores and positively impacted customer retention.”

  1. Tell me about a time when there were major issues with your product or service and you had to respond without having all the answers.

This question gauges the candidate’s ability to handle crisis situations effectively.

Sample answer: 

“During a service outage, I communicated transparently with customers about the issue, what we knew, and expected resolution times. Keeping customers informed, even without all answers, helped maintain trust.”

Real-life Customer Success Manager interview questions

The Customer Success Manager is responsible for ensuring that customers achieve their desired outcomes while using the company’s products or services. This role involves managing customer relationships, identifying upsell opportunities, handling customer feedback, and working proactively to ensure customer satisfaction and retention.

The following 3 questions have been compiled based on input from actual hiring managers.

  1. How do you communicate bad news to customers?

This question explores the approach to delivering unfavorable news to customers.

Sample answer: 

“I communicate bad news by being honest, transparent, and empathetic. I provide a clear explanation, acknowledge any inconvenience, and outline the steps we’re taking to resolve the issue. Keeping communication open and offering support is key.”

  1. Pitch me an upsell on one of our products.

This question assesses the candidate’s ability to identify and communicate additional value to customers.

Sample answer: 

“Considering your current use of our basic software package, I recommend upgrading to our premium version. It offers advanced analytics and customization options that will streamline your workflow, ultimately saving time and increasing productivity.”

  1. How do you deal with rejection?

This question inquires about the candidate’s resilience and coping strategies when facing rejection.

Sample answer: 

“When facing rejection, I stay professional and seek to understand the customer’s reasons. This feedback is valuable for improving future interactions. I also remind myself that rejection is not personal but part of the process in customer relations.”

Real-life Direct Support Professional interview questions

The Direct Support Professional is dedicated to providing care and support to individuals with disabilities or special needs. This role involves assisting with daily activities, offering emotional support, and creating a positive and safe environment to enhance the quality of life for those they serve.

  1. Why do you enjoy working with people who need support?

This question delves into the candidate’s passion and motivation for working in support roles.

Sample answer: 

“I find immense fulfillment in making a tangible difference in someone’s life. Assisting people who need support gives me the opportunity to contribute positively to their well-being and witness their growth and achievements.”

  1. What does excellent support mean to you?

This question seeks to understand the candidate’s perspective on providing high-quality support.

Sample answer: 

“To me, excellent support means understanding the unique needs and preferences of each individual, providing compassionate and respectful care, and actively working to enhance their independence and quality of life.”

  1. Tell me about a time when you changed an angry customer to a happy customer.

This question explores the candidate’s ability to handle challenging interactions and turn them positive.

Sample answer: 

“I recall a situation where a client was frustrated due to a misunderstanding about a service. By listening empathetically, clarifying the issue, and promptly addressing their concern, I was able to resolve the situation, leaving the client satisfied and appreciative of our responsiveness.”

Check more real-life customer success manager interview questions.

Real-life Contact Center Specialist interview questions

The Contact Center Specialist is responsible for handling customer inquiries and issues, primarily over the phone. They play a crucial role in providing excellent customer service, resolving problems, and ensuring customer satisfaction. This position requires strong communication skills, patience, and a customer-focused approach.

  1. What do you like about customer service?

This question explores the candidate’s enthusiasm and passion for customer service roles.

Sample answer: 

“I enjoy the dynamic nature of customer service; every day brings new challenges and opportunities to help others. The satisfaction of resolving a customer’s issue and knowing I’ve made their day better is extremely rewarding for me.”

  1. Do you have call center experience? How long? Was it sales or support?

This question inquires about the candidate’s experience in a call center environment.

Sample answer: 

“Yes, I have three years of call center experience, primarily in customer support. My role involved addressing customer queries and resolving technical issues, which helped me develop strong problem-solving and communication skills.”

  1. What steps do you take when speaking to the customer?

This question seeks to understand the candidate’s approach to interacting with customers.

Sample answer: 

“When speaking with a customer, I first actively listen to understand their issue fully. Then, I empathize with their situation, provide clear and accurate information, and work efficiently to resolve their problem. Follow-up to ensure their satisfaction is also a key step.”

Check more real-life contact center specialist interview questions.

Armed with the insights from real hiring managers, this guide equips HR professionals with the tools to discern the ideal candidates for customer support roles. 

By delving into the intricacies of each position, organizations can ensure they welcome individuals who not only meet the technical requirements but also embody the qualities essential for delivering exceptional customer service. 

As you implement these questions into your hiring process, may your team flourish with individuals dedicated to elevating the customer experience.

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71+ real-life interview questions for marketing manager roles https://resources.workable.com/tutorial/71-real-life-interview-questions-for-marketing-manager-roles Mon, 11 Dec 2023 13:19:26 +0000 https://resources.workable.com/?p=92373 For HR professionals navigating the intricate task of selecting top-tier marketing talent, this guide offers a curated collection of real-life interview questions for marketing manager roles by actual hiring managers.  Spanning roles from Marketing Manager to CMO, these questions transcend mere technical skills, aiming to uncover the strategic acumen, creativity, and leadership qualities that distinguish […]

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For HR professionals navigating the intricate task of selecting top-tier marketing talent, this guide offers a curated collection of real-life interview questions for marketing manager roles by actual hiring managers. 

Spanning roles from Marketing Manager to CMO, these questions transcend mere technical skills, aiming to uncover the strategic acumen, creativity, and leadership qualities that distinguish exceptional marketers. 

Embark on the journey of unraveling the intricacies of marketing hiring, ensuring each carefully crafted question propels organizations closer to securing the ideal match for their dynamic marketing teams.

Real-life Marketing Manager interview questions

Marketing Managers lead marketing efforts, develop strategies, and analyze campaigns to achieve business goals. They use various techniques, metrics, and creative approaches to engage target audiences and drive success.

The following 17 questions have been provided by real hiring managers:

  1. What marketing techniques have you used in the past? What worked well? What didn’t?

This question explores the candidate’s marketing experience and their ability to evaluate the effectiveness of different techniques.

Sample answer: 

“In my previous roles, I’ve utilized a range of techniques, including content marketing, social media advertising, and email campaigns. Content marketing, particularly blog posts and webinars, performed exceptionally well, driving a 30% increase in lead generation. However, some social media ads didn’t yield the expected ROI.”

  1. How do you determine the best marketing technique for your target audience?

This question assesses the candidate’s strategic approach to selecting marketing techniques tailored to specific audiences.

Sample answer: 

“To determine the best technique, I start by conducting thorough market research and audience segmentation. I analyze customer demographics, behaviors, and preferences to match the right technique, ensuring it resonates with the target audience.”

  1. What was your most successful campaign? What was your role?

This question allows the candidate to highlight their past achievements and contributions to successful campaigns.

Sample answer: 

“One of my most successful campaigns was a product launch for a tech startup. My role as Marketing Manager involved developing the campaign strategy, overseeing content creation, and coordinating cross-functional teams. The campaign resulted in a 40% increase in product adoption within three months.”

  1. How do you define a unique and different approach to a marketplace?

This question explores the candidate’s creativity and ability to stand out in a competitive market.

Sample answer: 

“A unique approach involves identifying gaps or unmet needs in the market and tailoring your product or messaging to address them. It could also mean adopting unconventional marketing channels or storytelling techniques that set you apart from competitors.”

  1. How do you define a client versus a customer?

This question assesses the candidate’s understanding of the distinctions between clients and customers.

Sample answer: 

“Typically, a customer is someone who purchases a product or service, often in a one-time transaction. In contrast, a client implies an ongoing and more personalized relationship. Clients often receive tailored solutions, consultation, or services based on their specific needs.”

  1. What metrics do you use to track the success of a campaign?

This question evaluates the candidate’s knowledge of key performance indicators (KPIs) in marketing.

Sample answer: 

“I use a range of metrics, including conversion rates, click-through rates (CTR), return on investment (ROI), customer acquisition cost (CAC), and customer lifetime value (CLV). These metrics help me assess campaign effectiveness and make data-driven adjustments.”

  1. What kinds of content get the best results?

This question explores the candidate’s content marketing expertise.

Sample answer: 

“Content that educates, entertains, or solves problems tends to perform best. Blog posts addressing common pain points and providing practical solutions have consistently generated high engagement and conversion rates in my experience.”

  1. What would you do if the campaign you worked on did not receive the expected response?

This question assesses the candidate’s problem-solving skills and adaptability.

Sample answer: 

“If a campaign underperforms, I conduct a thorough post-mortem analysis to identify pain points and areas for improvement. I adjust the strategy, messaging, or targeting based on insights gathered and run A/B tests to optimize performance.”

  1. Have you ever marketed products you didn’t believe in? Were the campaigns successful?

This question explores the candidate’s ethical stance and ability to deliver results despite personal beliefs.

Sample answer: 

“Yes, I’ve marketed products that I may not have personally used or endorsed. However, I focused on highlighting the product’s genuine benefits and aligning it with the target audience’s needs. In some cases, these campaigns were successful because they resonated with the audience.”

  1. Have you had a project change in scope dramatically in the middle of the project? How did you handle it? Was it successful?

This question assesses the candidate’s adaptability and project management skills.

Sample answer: 

“Yes, I’ve encountered scope changes mid-project. I addressed them by conducting a thorough impact analysis, recalibrating timelines and resources, and communicating transparently with the team. While it posed challenges, we successfully adapted and delivered a high-quality campaign on time.”

  1. How do you push an idea you are confident in if leadership isn’t supporting your idea?

This question evaluates the candidate’s ability to advocate for their ideas and navigate challenges in gaining leadership buy-in.

Sample answer: 

“I believe in presenting a compelling case backed by data and market research. I would prepare a persuasive presentation, highlighting the potential impact and benefits of the idea. Open dialogue with leadership, addressing their concerns, and seeking common ground is crucial to winning their support.”

  1. If two company leaders disagree on a marketing campaign or strategy, how do you proceed?

This question assesses the candidate’s conflict resolution and decision-making skills.

Sample answer: 

“In such situations, I would facilitate a constructive discussion between the leaders, ensuring all viewpoints are heard. I’d provide data-driven insights and potential compromises to help them reach a consensus. If necessary, I’d propose running small-scale tests to validate the effectiveness of each approach before a final decision is made.”

  1. If you are managing a team of strongly opinionated creatives, how do you handle the flow of ideas and keep the project on track?

This question explores the candidate’s leadership and project management skills.

Sample answer: 

“When managing a creative team, I foster an open and collaborative environment where diverse opinions are valued. To keep projects on track, I establish clear goals and timelines. Regular check-ins, brainstorming sessions, and a well-defined project plan help ensure that creative input aligns with project objectives.”

  1. What product have you seen marketed poorly in the last year? What would you have done differently?

This question assesses the candidate’s ability to evaluate marketing strategies and propose improvements.

Sample answer: 

“I observed a product launch that lacked a clear value proposition and failed to resonate with the target audience. To improve it, I would have conducted thorough market research, refined the messaging to highlight unique benefits, and executed a multi-channel marketing approach to reach the right audience.”

  1. What experience do you have managing freelancers?

This question evaluates the candidate’s experience in working with external resources.

Sample answer: 

“I have managed freelancers in previous roles for specialized tasks like graphic design and content creation. I ensure clear communication, set expectations, and provide detailed project briefs. Regular check-ins and feedback loops are essential to maintain quality and deadlines.”

  1. Do you have experience with in-house BI tools, or other useful applications (Google Analytics, Ads, etc)?

This question assesses the candidate’s familiarity with marketing analytics and tools.

Sample Answer: Yes, I have experience with in-house BI tools for data analysis and reporting. Additionally, I’ve worked extensively with Google Analytics and Ads to track campaign performance, extract insights, and make data-driven decisions to optimize marketing strategies.

  1. Have you ever used an “out of the box” approach? What was the outcome?

This question explores the candidate’s creativity and ability to think beyond conventional solutions.

Sample answer: 

Yes, I once implemented an unconventional guerrilla marketing campaign that generated significant buzz and engagement. By leveraging social media challenges and user-generated content, we achieved a 200% increase in brand mentions and a 30% boost in website traffic, exceeding our goals.

Real-life Program Manager interview questions

Program Managers oversee project portfolios, ensuring successful planning, execution, and alignment with organizational goals.

These 4 questions are direct excerpts from interviews conducted by experienced hiring professionals:

  1. Why do projects typically fail?

This question assesses the candidate’s understanding of project failure factors.

Sample answer: 

Projects often fail due to poor planning, inadequate resources, scope creep, or ineffective communication. Identifying and addressing these issues early is essential to project success.

  1. Describe a time when a project didn’t go as planned. What happened and what did you wish you could’ve done differently?

This question evaluates the candidate’s ability to reflect on past challenges and lessons learned.

Sample answer: 

“In a previous project, scope changes led to delays. I wish I had implemented stricter change control procedures and communicated the impacts more effectively to stakeholders.”

  1. If you were assigned a program with a six-month deadline, how would you successfully plan and execute the project?

This question assesses the candidate’s project management and planning skills.

Sample answer: 

“To meet a six-month deadline, I would start by defining clear objectives, breaking tasks into manageable phases, allocating resources efficiently, and closely monitoring progress. Effective risk management and communication are crucial throughout.”

  1. What is your current content review process like? What are some things you look for when evaluating ad creative? How do you ensure the assets and copy developed for paid advertising campaigns meet the company’s standards?

This question explores the candidate’s experience in content review and advertising.

Sample answer: 

“Our content review process involves cross-functional teams. I evaluate ad creative for alignment with brand guidelines, messaging clarity, and relevance to the target audience. Regular feedback loops and pre-defined criteria ensure assets meet our standards.”

Real-life Digital Marketing Manager interview questions

Digital Marketing Managers oversee brand communication, digital product management, web operations, and marketing campaigns.

Derived from actual interviews, the upcoming 10 questions reflect the input of real hiring managers:

  1. How do you communicate a brand story through posts on app, website, email?

Evaluates the candidate’s ability to convey a brand’s narrative through digital channels.

Sample answer: 

“To communicate a brand story effectively, I ensure consistent messaging, use engaging visuals, and create compelling content that resonates with our target audience across the app, website, and email campaigns.”

  1. Please describe your experience managing a website, app, or other digital product.

Explores the candidate’s background in managing digital products.

Sample answer: 

“I have managed multiple websites and apps, overseeing content updates, user experience improvements, and performance optimization to enhance user engagement and achieve business goals.”

  1. How do you add products to a website via Shopify?

Tests the candidate’s familiarity with e-commerce platforms.

Sample answer: 

“Adding products to Shopify involves accessing the admin panel, navigating to the Products section, and selecting “Add Product.” I then fill in product details, including title, description, price, and images, ensuring a seamless online shopping experience.”

  1. Please describe your experience with running a paid social media campaign.

Inquires about the candidate’s involvement in paid social media advertising.

Sample answer: 

“I’ve executed paid social media campaigns on platforms like Facebook and Instagram, leveraging audience targeting, A/B testing, and ad creative optimization to achieve campaign objectives.”

  1. Do you have experience with in-house BI tools, or other useful applications (Google Analytics, Ads, etc)?

Assesses the candidate’s proficiency with digital marketing tools.

Sample answer: 

“Yes, I have hands-on experience with Google Analytics, AdWords, and various in-house BI tools to analyze data, track performance, and make data-driven marketing decisions.”

  1. Give us an example of how you would dive into web metrics to determine new ways to acquire, engage, and develop audiences.

Examines the candidate’s analytical approach to audience growth and engagement.

Sample answer: 

“I would start by analyzing website traffic sources, user behavior, and conversion rates. Identifying underperforming channels, I’d develop strategies to optimize acquisition, engagement, and audience development accordingly.”

  1. “We launched the campaign and within two weeks we noticed that “x”: KPI was underperforming. We want to generate traffic at a cost per click or cost per landing page view of $2. What are the things you would investigate and optimize?

Tests the candidate’s problem-solving skills in response to an underperforming campaign.

Sample answer: 

“I’d begin by reviewing the campaign targeting, ad creatives, and bidding strategies. I’d conduct A/B tests, adjust audience segments, and refine ad messaging to achieve the $2 KPI while continuously monitoring results.”

  1. Can you provide results of previous marketing campaigns or new white-space opportunities to upper-level management?

Explores the candidate’s ability to report on campaign outcomes and identify growth opportunities.

Sample answer: 

“Certainly, I regularly present campaign results, ROI analysis, and new market opportunities to upper management, enabling data-driven decision-making and strategic planning.”

  1. What is your experience working cross-functionally across an organization?

Evaluates the candidate’s collaboration skills in a cross-functional setting.

Sample answer: 

“I have extensive experience collaborating with various teams such as sales, product development, and creative departments to align marketing efforts with organizational goals and ensure a cohesive approach.”

  1. When faced with a tight deadline, how comfortable are you making split-second decisions? What information would you use to influence these decisions?

Assesses the candidate’s ability to handle time-sensitive situations and make informed decisions.

Sample answer: 

“I am comfortable making quick decisions under tight deadlines. I rely on data, past experiences, and a clear understanding of project objectives to inform these decisions, ensuring alignment with our goals.”

Real-life Product Marketing Manager interview questions

Product Marketing Managers are responsible for segment analysis, campaign effectiveness, market challenges, and go-to-market (GTM) strategy, focusing on product promotion and success measurement.

The 10 questions presented here are sourced directly from the experiences of hiring managers in the field:

  1. What are the top segments for the Apple Watch?

Evaluates the candidate’s knowledge of market segmentation in the context of a specific product.

Sample answer: 

“The top segments for the Apple Watch include fitness enthusiasts, tech-savvy individuals, and professionals seeking a blend of style and functionality in their smartwatches.”

  1. What is your favorite brand and why?

Explores the candidate’s brand preferences and the reasoning behind them.

Sample answer: 

“My favorite brand is Nike due to its consistent innovation, strong brand identity, and commitment to empowering athletes. They effectively blend product excellence with inspiring marketing.”

  1. What is a campaign that you found effective recently?

Inquires about the candidate’s assessment of recent successful marketing campaigns.

Sample answer: 

“I found the “Share a Coke” campaign by Coca-Cola highly effective. It personalized the product, creating a strong emotional connection with consumers and boosting sales.”

  1. What are the biggest challenges marketers face today?

Assesses the candidate’s understanding of current marketing challenges.

Sample answer: 

“Today, marketers grapple with data privacy concerns, evolving consumer preferences, and the need for authentic, purpose-driven brand messaging amidst a competitive digital landscape.”

  1. What is one feature in your phone that you would improve?

Examines the candidate’s ability to identify product improvements.

Sample answer: 

“I’d improve smartphone battery life. Extended battery longevity would enhance the overall user experience and reduce the frequent need for charging.”

  1. What company do you think does a great job with product marketing?

Seeks the candidate’s opinion on exemplary product marketing.

Sample answer: 

“Apple consistently excels in product marketing. They create anticipation, effectively communicate product benefits, and build a strong brand image through their campaigns.”

  1. Could you provide us with a go-to-market campaign example?

Requests an example of a go-to-market campaign from the candidate’s experience.

Sample answer: 

“Certainly, in my previous role, I led a GTM campaign for a new software product. We devised a multi-channel approach, including webinars, content marketing, and targeted ads, resulting in a successful launch and increased user adoption.”

  1. How would you measure the success of a GTM strategy?

Evaluates the candidate’s understanding of GTM strategy assessment.

Sample answer: 

“Success can be measured through KPIs like product adoption rates, customer feedback, and revenue growth. A well-executed GTM strategy should align with these metrics.”

  1. What is a great product that is not being marketed well?

Tests the candidate’s ability to identify products with marketing potential.

Sample answer: 

“I believe that XYZ’s “Smart Home Hub” is a fantastic product, but it hasn’t received the marketing attention it deserves. Its features and capabilities can be better highlighted to attract a broader audience.”

  1. If sales decreased in one particular month, what would you do?

Assesses the candidate’s approach to addressing declining sales.

Sample answer: 

“I would conduct a thorough analysis to pinpoint the root causes of the decline, whether it’s related to market shifts, product issues, or marketing inefficiencies. Based on the findings, I would develop and execute a targeted action plan to reverse the trend and drive sales growth.”

Real-life Community Manager interview questions

Community Managers oversee social media activities, interact with customers, and manage corporate accounts to maintain a positive online presence.

The following 3 questions have been compiled based on input from real hiring managers.

  1. Tell me about your social media experience. Have you ever managed corporate social media accounts?

Inquires about the candidate’s social media background and corporate account management.

Sample answer:

“I have extensive experience in managing social media accounts, both personally and professionally. In my previous role at Company X, I was responsible for overseeing their corporate social media presence across platforms like Facebook, Twitter, and Instagram. I developed and executed content strategies, monitored engagement metrics, and created campaigns that led to a 40% increase in follower engagement within six months. Additionally, I ensured brand consistency, handled customer inquiries, and managed crisis communication effectively.”

  1. If a frustrated customer leaves a complaint on social media, how would you respond?

Evaluates the candidate’s approach to handling customer complaints on social media.

Sample answer: 

“When dealing with a frustrated customer’s complaint on social media, my approach is to respond promptly and empathetically. I would start by acknowledging their concern publicly to show transparency and concern. Then, I’d politely apologize for any inconvenience they’ve experienced and invite them to continue the conversation privately through direct messaging or email. This allows us to address their issue in a more personalized manner, resolve their problem, and demonstrate our commitment to customer satisfaction. After resolving the issue, I would follow up on the public thread to inform others that the problem has been resolved to maintain our positive online reputation.”

  1. What social media platforms are you personally active on?

Discusses the candidate’s personal social media usage.

Sample answer:

“Personally, I’m an active user on several social media platforms. I regularly use Twitter to share industry insights, engage with thought leaders, and stay updated on the latest news and trends. Instagram is where I showcase my creative side, sharing visual content related to my hobbies and interests. Additionally, I maintain a professional presence on LinkedIn, where I connect with peers, join relevant groups, and share valuable articles and content related to my field. My personal activity on these platforms has given me valuable insights into user behavior and engagement, which I can apply to my role as a Community Manager.”

Check more real-life community manager interview questions.

Real-life Social Media Manager interview questions

Social Media Managers develop and execute strategies to enhance brand presence and engage with the target audience on various platforms. They create content, run ad campaigns, and analyze performance to drive brand growth.

Drawn from real-world scenarios, these 7 questions are crafted from the feedback of real hiring managers:

  1. Please describe your experience with running a paid social media campaign. Do you know how to run Facebook and Google ads?

This question assesses the candidate’s proficiency in planning and executing paid social media campaigns, as well as their familiarity with running ads on platforms like Facebook and Google.

Sample answer: 

“I have substantial experience in planning and executing paid social media campaigns across various platforms, including Facebook and Google. In my previous role at Company X, I managed a campaign that aimed to increase website traffic and conversions. I conducted thorough audience research, optimized ad creatives, set up targeting parameters, and monitored key performance metrics. As a result, we achieved a 30% increase in website visits and a 20% boost in conversion rates within the first quarter of the campaign.”

  1. What would you say is your proficiency at content creation?

This question assesses the candidate’s skills in content creation, including graphic design, video editing, and the ability to produce engaging visuals and multimedia content.

Sample answer: 

“I consider content creation to be one of my core strengths as a social media manager. I have a strong background in graphic design and video editing, which enables me to produce visually appealing and engaging content. Additionally, I am well-versed in utilizing various tools and software like Adobe Creative Suite to create eye-catching visuals and Canva for quick, effective designs. This proficiency allows me to craft content that resonates with the target audience and aligns with the brand’s messaging and goals.”

  1. How do you use buttons, tags, animations, filters on Facebook, Instagram, and TikTok?

This question evaluates the candidate’s knowledge of platform-specific features and their ability to leverage buttons, tags, animations, and filters to enhance content engagement on social media platforms.

Sample answer: 

“Utilizing platform-specific features like buttons, tags, animations, and filters is crucial for enhancing content engagement. For example, on Facebook, I strategically employ call-to-action buttons to encourage users to take desired actions such as “Shop Now” or “Learn More.” On Instagram, I leverage relevant tags and location tagging to expand content reach and visibility. When it comes to TikTok, I incorporate trending animations and filters to make content more entertaining and align with the platform’s dynamic nature. These strategies help boost user interactions and keep the brand’s social media presence engaging and interactive.”

  1. What brands have you managed in the past?

This question seeks information about the candidate’s past experience in managing social media for different brands and industries to assess their versatility.

Sample answer: 

“In my previous roles, I’ve had the privilege of managing social media for diverse brands across industries. These brands include [Brand A], a tech startup focusing on innovative gadgets, [Brand B], a fashion and lifestyle e-commerce platform, and [Brand C], a healthcare provider. Each of these experiences has allowed me to adapt my social media strategies to cater to different target audiences and industries, showcasing my versatility as a Social Media Manager.”

  1. What kind of growth have you seen on previous projects you worked on?

This question explores the candidate’s track record of achieving growth through their social media management efforts.

Sample answer: 

“Over the course of my career, I’ve consistently driven notable growth for the brands I’ve managed. For instance, during my tenure at [Previous Company], I led a social media campaign that led to a 40% increase in follower engagement within three months. Additionally, at [Another Company], I oversaw a project that resulted in a 25% boost in social media referrals to the website. These achievements underscore my ability to deliver tangible, positive results through strategic social media management.”

  1. How do you expect to impact sales with your media skills?

This question delves into the candidate’s strategic approach to leveraging social media for driving sales and revenue growth.

Sample answer: 

“I believe that effective social media management can significantly impact sales by creating brand awareness, engaging the audience, and driving conversions. My approach includes data-driven strategies to target the right audience segments, compelling content that resonates with potential customers, and clear calls to action that guide users toward making purchases. By closely monitoring key performance metrics and optimizing campaigns, I aim to increase conversion rates, ultimately contributing to revenue growth for the company.”

  1. How do you build a brand identity online?

This question assesses the candidate’s understanding of the steps involved in building and maintaining a consistent brand identity on social media platforms.

Sample answer: 

“Building a strong brand identity online involves several key steps. First, I conduct a thorough brand audit to understand the company’s values, mission, and unique selling points. Next, I create a content strategy that aligns with these brand elements and resonates with the target audience. This includes consistent use of brand colors, messaging, and visuals.”

Real-life VP Marketing interview questions 

The VP of Marketing is a pivotal leadership role responsible for developing and executing marketing strategies, overseeing marketing efforts, and tracking performance to ensure alignment with organizational goals. This role typically involves team management, budget allocation, and analytics interpretation.

The 3 questions provided below are authentic examples collected from interviews led by experienced hiring professionals:

  1. What are the main KPIs that you use to measure success?

This question explores the key metrics for assessing marketing effectiveness.

Sample answer:

“In assessing our marketing effectiveness, I prioritize a variety of KPIs such as conversion rates, customer acquisition costs, and ROI from our marketing activities. Additionally, customer lifetime value and brand awareness metrics are crucial. We also track customer engagement and retention rates to ensure long-term success.”

  1. What actions have you taken to increase win rates?

This question delves into the tactics used to improve marketing outcomes.

Sample answer

“To enhance our win rates, I’ve implemented strategies like more precise target market identification, optimizing our advertising spend, and enhancing customer engagement through tailored marketing approaches. We’ve also focused on improving product positioning and leveraging data analytics for better decision-making.”

  1. Can you walk me through the metrics of your marketing campaign experience?

This question seeks an understanding of how marketing campaign success is measured.

Sample answer:

“Certainly. For our marketing campaigns, I closely monitor metrics such as lead generation rates, engagement levels, click-through rates, and conversion efficiency. We also look at the overall campaign ROI and customer feedback to understand the impact of our campaigns. This data helps us refine our strategies and ensure we’re aligning with our business objectives.”

Check more real-life VP marketing interview questions.

Real-life Performance Marketing Manager interview questions

The Performance Marketing Manager is a specialized role focused on driving measurable results through digital marketing strategies. This position requires expertise in SEO, paid advertising, social media, email marketing, and analytics. The manager is responsible for optimizing campaigns to achieve high ROI and leveraging data to inform decisions.

These 3 questions are directly transcribed from interviews conducted by hiring managers in the industry.

  1. What do you incorporate into your SEO strategy?

This question probes the elements included in a comprehensive SEO strategy.

Sample answer:

“My SEO strategy encompasses thorough keyword research, optimizing website content for relevance and readability, improving site speed, and ensuring mobile-friendliness. Additionally, I focus on building quality backlinks and regularly analyzing and adjusting the strategy based on performance metrics.”

  1. What digital marketing tools do you have experience with?

This question inquires about familiarity with various digital marketing tools.

Sample answer: 

“I have experience with a range of digital marketing tools including Google Analytics for tracking website performance, SEMrush for SEO and competitive analysis, Hootsuite for social media management, and HubSpot for inbound marketing and CRM functionalities. Additionally, I’m proficient in using Adobe Creative Suite for content creation.”

  1. What are the necessary components of an effective email marketing strategy?

This question seeks insight into the critical elements of a successful email marketing approach.

Sample answer:

“An effective email marketing strategy requires a well-segmented audience list, personalized and engaging content, a clear and compelling call-to-action, and consistent A/B testing for optimization. It’s also essential to ensure mobile responsiveness and to analyze key metrics like open rates, click-through rates, and conversion rates for continuous improvement.”

Check more real-life performance marketing manager interview questions here.

Real-life Manager of Demand Generation interview questions

The Manager of Demand Generation plays a crucial role in developing and implementing strategies to generate demand and acquire new clients. This position involves identifying target markets, orchestrating campaigns, analyzing data, and continually optimizing efforts to maximize lead generation and conversion.

The authenticity of these 3 questions is ensured, as they are derived from interviews with real hiring managers.

  1. What client acquisition problems have you experienced in the past and how did you handle it?

This question investigates past challenges in client acquisition and resolution strategies.

Sample answer:

“In a previous role, we faced low conversion rates. I addressed this by refining our target audience, enhancing our value proposition, and optimizing our marketing channels. This approach significantly improved our client acquisition metrics.”

  1. How do you measure leads?

This question examines the approach to lead measurement and qualification.

Sample answer:

“I measure leads by a combination of quantitative and qualitative metrics, including lead source, engagement level, and progression through the sales funnel. I also consider lead scoring to prioritize and tailor follow-up strategies effectively.”

  1. Describe your first week, month, and year if we hired you?

This question seeks insight into the candidate’s planned approach and timeline if hired.

Sample answer:

“In the first week, I’d focus on understanding the current processes and tools. The first month would be about identifying key opportunities and launching pilot campaigns. Over the year, I’d scale successful strategies, continually analyze results, and adjust tactics for ongoing improvement.”

Real-life CMO interview questions

The CMO, or Chief Marketing Officer, is a high-level executive responsible for overall marketing strategy, branding, and market research. They play a key role in driving business growth, managing marketing teams, and ensuring that marketing efforts align with company objectives and customer needs.

The following 3 questions have been provided by real hiring managers.

  1. I’m assuming analysis is important in your career, what type of analysis do you conduct?

This question delves into the types of analysis a CMO conducts to inform marketing strategies.

Sample answer: 

‘In my role, I conduct various types of analysis including market segmentation, competitive analysis, customer behavior and preferences analysis, and ROI analysis of marketing campaigns. I also focus on data-driven decision-making through analytics tools.’

  1. Please describe the last three marketing campaigns that you spearheaded. What was the product or service? Who was your target audience?

This question explores the experience and outcomes of recent marketing campaigns led by the CMO.

Sample answer: 

‘Recently, I led campaigns for a new software product, a consumer electronics launch, and a service expansion. Each targeted different demographics – tech professionals, young adults, and regional customers respectively, using tailored messaging and channels.’

  1. What were the mechanisms by which you were conducting that campaign? TV? Print? Digital?

This question seeks to understand the marketing channels utilized in recent campaigns.

Sample answer: 

‘For these campaigns, we employed a mix of digital marketing, including social media and PPC, influencer partnerships, and targeted email marketing. The consumer electronics campaign also integrated TV spots and print ads in tech magazines.’

Check more real-life CMO interview questions.

Real-life Content Marketing Manager interview questions

The Content Marketing Manager oversees the creation and distribution of engaging, relevant content to attract and retain a clearly defined audience. This role involves managing content creators, strategizing content plans, and analyzing content performance to drive brand awareness and lead generation.

These upcoming 3 questions reflect the input of real hiring managers:

  1. What experience do you have managing freelancers?

This question investigates the candidate’s experience in overseeing freelance content creators.

Sample answer: 

‘I’ve managed a diverse team of freelancers, including writers, designers, and videographers. My approach involves clear communication of brand guidelines, regular feedback sessions, and ensuring alignment with our content strategy.’

  1. Tell me about a time when you came up with and considered a lot of potential ideas before making a decision.

This question explores the candidate’s decision-making process in content ideation.

Sample answer: 

‘While planning a major product launch campaign, I brainstormed numerous content ideas with my team. We evaluated each idea for feasibility, alignment with our target audience, and potential impact. This thorough process led us to a highly successful multi-platform campaign.’

  1. Tell me about your process for generating content marketing ideas and your process for evaluating them.

This question seeks insight into the candidate’s methodology for content creation and evaluation.

Sample answer: 

‘My process starts with audience analysis and current market trends. Ideas are generated through team brainstorming and customer feedback. We then evaluate them based on our content goals, SEO potential, and the likelihood of engagement and conversion.’

Check more real-life content marketing manager interview questions.

Real-life Market Research Analyst interview questions

The Market Research Analyst is a professional focused on collecting and analyzing data to understand market trends, consumer behavior, and competitive landscapes. They play a crucial role in informing business strategies by providing insights from market research, customer surveys, and industry data.

The following 6 questions have been compiled based on input from real hiring managers:

  1. Why is a manhole cover round? (logic/reasoning question)

This question assesses the candidate’s logical reasoning and problem-solving skills.

Sample answer:

 ‘A manhole cover is round primarily for safety; it can’t fall through its own opening. Round covers don’t need to be rotated to align, making them more efficient to use. Additionally, the circular shape evenly distributes weight and is easier to move by rolling.’

  1. What types of research projects have you worked on?

This question explores the range and depth of the candidate’s research experience.

Sample answer:

 ‘I’ve been involved in various research projects, including analyzing market trends for new product launches, conducting consumer satisfaction surveys for existing products, and performing competitive analysis in emerging markets. Each project required a unique approach, from data collection to analysis.’

  1. What kinds of sources do you favor for your research?

This question delves into the candidate’s preferred sources for research data.

Sample answer: 

‘I rely on a balanced mix of sources. Primary data from surveys and focus groups provide direct consumer insights, while secondary sources like industry reports, academic publications, and credible online databases offer broader market perspectives.’

  1. What is one thing you find difficult about working on research projects?

This question aims to uncover challenges the candidate faces in market research.

Sample answer: 

‘One challenge is dealing with the vast amount of data and discerning what is most relevant. To manage this, I prioritize data based on the research objectives and use advanced data analytics tools for efficient processing and analysis.’

  1. What process do you typically go through when beginning a research project? How do you organize your information?

This question investigates the candidate’s methodology in initiating and managing research.

Sample answer: 

‘I start by defining clear research goals and methodologies. Following data collection, I organize the information using software like SPSS and Excel, categorizing data for easy access and analysis. Regular reviews ensure the research stays on track and aligned with objectives.'”

  1. Have you ever presented incorrect information? How did you handle it?

This question probes the candidate’s integrity and response to mistakes.

Sample answer: 

‘In my early career, I once presented a report with miscalculated data. Upon realizing the mistake, I immediately informed my team, corrected the data, and reissued the report with an explanation. This experience underscored the importance of thorough data verification for me.’

By exploring beyond technical skills and uncovering the strategic insight, creativity, and leadership qualities that distinguish outstanding marketers, organizations can fortify their teams for success. 

Here’s to assembling a dynamic marketing force that propels businesses into the future with innovation, ingenuity, and unparalleled expertise. 

Happy hiring!

The post 71+ real-life interview questions for marketing manager roles appeared first on Recruiting Resources: How to Recruit and Hire Better.

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The future of recruitment: Q&As from Workable Next https://resources.workable.com/stories-and-insights/the-future-of-recruitment-qas-from-workable-next Wed, 13 Dec 2023 23:12:56 +0000 https://resources.workable.com/?p=92363 At Workable Next on Dec. 6, 2023, CEO Nikos Moraitakis, CRO Rob Long, and CTO Spyros Magiatis unveiled groundbreaking enhancements in recruitment technology. They discussed ATS advancements, innovative reporting tools, and HRIS features, highlighting Workable’s commitment to evolving talent acquisition and management. Here are key insights from their FAQs. Q. How much of your 2024 […]

The post The future of recruitment: Q&As from Workable Next appeared first on Recruiting Resources: How to Recruit and Hire Better.

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At Workable Next on Dec. 6, 2023, CEO Nikos Moraitakis, CRO Rob Long, and CTO Spyros Magiatis unveiled groundbreaking enhancements in recruitment technology.

They discussed ATS advancements, innovative reporting tools, and HRIS features, highlighting Workable’s commitment to evolving talent acquisition and management.

Here are key insights from their FAQs.

Learn about Workable's upcoming and new features

Hear directly from Workable's top execs on exciting developments in our software. New tools, Q&A, and more!

Watch now

Q. How much of your 2024 product road map will focus on the ATS?

A. The ATS remains the majority of our business, the overwhelming majority of our revenue and also the thing we are very well known for. So, the point solution for ATS is not being left behind in any way.

In fact, just to give you a sense, the ATS you see has been developed by, for most of the years, it was an engineering team of like 50, 60 people. And now it’s up to 70. And right now, already, the team is 150.

And yes, it includes maybe a third of them working on things that are not ATS including HRIS, job sites, etc.

We have a lot of other things that come together around the product, but [the ATS] is still the majority of the thrust of the R&D and, in absolute numbers year over year, bigger investment happens there.

So, today, obviously, the HRIS parts are new, and there’s a lot of new features, and there’s a lot of novelty in that direction.

But this is a bit misleading. The ATS remains like the brand of our business and the core of our business. That should give peace to people that we’re not starting to do other things.

Q. Are there any [plans] to improve the reports feature for recruiting?

A. We’re not surprised because these features that people are mentioning here are also the few very, very in-demand features.

We know that reporting is something that users always want more. I don’t know the details specifically, but I know we’re going for a very comprehensive solution that will give a lot of flexibility and essentially cover lots of different needs that different users have brought up.

And you’re going to get some really good news on that front, including the ability to receive scheduled email reports in your email.

Q. How can we get the information of our employees from our previous HRIS into Workable?

A. We’ll help you do that. Essentially, we have a customer success and professional services team that is going to sit with you, figure out your needs and how you want the work of HRIS to be set up and then they’re going to work with whatever provider or vendor you had before, how you had your data, and try to find the best way to migrate it and map it.

It’s not an easy process, but we have a team that is going to actually do that effort for you because it’s vital for your success. So you will have our assistance. We just did this for ourselves; we moved from Bamboo users before, and we moved to Workable. It’s been made so that this can be done.

If you just want to take a snapshot of the current information of your employees and import it to Workable, you can do it by a CSV import. We already have a fully customizable CSV import. You can map the columns of the CSV file to the employee record, the fields of the employee record as they have been defined by you in our own HRIS. And you just need to upload the CSV and you’re done.

But if you want to also migrate the historical information, then yes, with a professional service, we can do the more sophisticated import for you. It depends if you just have a list of employees and data that you can probably upload yourself.

But if you want to carry over your policies, documents, signatures, if you had an HRIS before, it’s best if you talk to our customer services team and we’ll do all the hard work for you.

Plus, we really want people to try it out because it’s a new thing. So, you will get a super VIP treatment from our team who wants to be super successful with their first customers. First-class service.

Q. Will we be adding a field to search by the general function since titles are so arbitrary?

A. What we are going to do in people search is replace the existing way to search with a natural language search that will be interpreted by an LLM to a query to our People Search index. So this thing will change completely and will have theoretically unlimited capabilities.

You’ll be able to tell it what you’re looking for and it will do with some LLM including some other things I saw in the chart, like a radius of a locale, you know, location with radius-based location searches and stuff like that.

Everything that can be mapped from natural language to an elastic search query – essentially being a bit technical here – will be possible.

Q. Any news on posting jobs in multiple locations?

A. Job postings in multiple locations is perhaps the most requested feature at the moment. It’s in the roadmap, The first version of multiple locations will be available in the beginning of 2024, but we will continue improving it over the first two quarters but even the first iteration will be good enough for most use cases regarding this qualification reasons.

I must admit this is something we had planned for [2023] but because it took us longer to do the required improvements in the new design of the candidate profile and candidate pipeline management. It’s definitely coming [in 2024].

The post The future of recruitment: Q&As from Workable Next appeared first on Recruiting Resources: How to Recruit and Hire Better.

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The art of building a stellar startup team from scratch https://resources.workable.com/stories-and-insights/building-a-stellar-startup-team Mon, 11 Dec 2023 20:10:55 +0000 https://resources.workable.com/?p=92355 My name is Chris Allen, and I am the Senior Vice President of Marketing at Heartland, a people-centric fintech company serving over 1 Million entrepreneurs today. I have over 15 years of executive leadership experience in marketing for B2B tech and SaaS companies, and I specialize in revenue marketing powered by content in highly matrixed […]

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My name is Chris Allen, and I am the Senior Vice President of Marketing at Heartland, a people-centric fintech company serving over 1 Million entrepreneurs today. I have over 15 years of executive leadership experience in marketing for B2B tech and SaaS companies, and I specialize in revenue marketing powered by content in highly matrixed organizations.

In this piece, I’ll discuss the role of a well-built team in startup success. From the early days of a fledgling venture to navigating major corporate milestones, the right team is not just a part of the journey — it is the journey.

1. Understand the challenges of building a startup team

One of the most pressing challenges in building a startup team is maneuvering through the constraint of limited resources. Unlike established companies, when you’re just starting up a new business, you often operate with tight budgets and scarce manpower, making every hiring decision crucial. 

This requires a strategic approach to resource allocation, where maximizing the potential of each team member becomes essential — the key is not just finding the right talent but also ensuring that each hire can wear multiple hats, contributing diversely to the startup’s growth and adaptability. 

Vince Lombardo, the president of Heartland, highlights the intricate challenges involved in assembling and managing a startup team. Unlike established corporations, startups often operate with limited resources, including tight budgets and minimal manpower. 

This scarcity makes every hiring decision pivotal. 

While building the team, he learned the importance of strategic resource allocation and the necessity of maximizing the potential of each team member. The key isn’t just finding the right talent but ensuring each hire can contribute in multiple ways, thereby supporting the startup’s growth and adaptability.

For startups, it’s crucial to not only hire for skills but also for cultural fit. Aligning team members with the company’s core values is as important as their professional abilities. 

The insights from Lombardo’s experience reflect a deep understanding of the nuanced dynamics of team building in a startup environment, where resource constraints necessitate a multifaceted approach to hiring and team development.

2. Decide on core values

Core values are the heartbeat of a startup’s culture, directly influencing the essence of its workplace environment. They serve as a guiding light for hiring decisions and ensure that each new team member brings the necessary skills and aligns with the company’s ethos. 

When startups establish clear core values, they create a cohesive culture where every employee aligns with the shared principles.

Katharine Wolf’s journey in founding Odetta exemplifies the impact of aligning business objectives with personal values. She founded Odetta with a mission to empower highly educated women in regions where they face significant barriers in the job market, particularly in the Middle East and South Asia. 

These barriers may stem from societal norms, logistical challenges, or workplace cultures that restrict women’s participation in the traditional workforce.  

Katharine’s mission is to connect these skilled women to global gig economy opportunities, thereby offering them remote, flexible work that overcomes the limitations they face locally. It’s rooted in addressing gender disparities observed from a young age, and demonstrates how a strong, value-driven foundation is critical for a startup’s success.

Her venture not only addresses a market need but also champions a cause, making Odetta a purpose-driven enterprise.

3. Adopt the right hiring mindset

Adopting the right mindset in hiring is pivotal for the growth and sustainability of a startup. Emphasizing diversity brings a lot of different perspectives and ideas and fosters innovation and creativity. Equally important is seeking adaptability in candidates: working in a startup demands individuals who can pivot and evolve with the company’s needs. 

Alignment with the company’s vision ensures that each team member is not just a cog in the machine, but a passionate contributor to the collective dream, driving the startup towards its long-term goals with shared enthusiasm and commitment.

The expansion of Bondi Bowls illustrates the importance of a mindful hiring approach. Bailey Wilson, the founder, faced the challenge of rapidly building a team for her burgeoning business. 

Her strategy focused on identifying individuals who resonated with her passion for health and community engagement, and who could adapt to the dynamic nature of a growing startup. Bailey’s approach was about finding the right people who could embrace and contribute to Bondi Bowls’ ethos. 

This aligns seamlessly with the startup hiring mindset, emphasizing adaptability, shared vision, and a commitment to the company’s core values. As a result, Bondi Bowls didn’t just grow in size but also in its capacity to impact communities positively.

4. Develop an effective onboarding process

This step is vital for building a strong foundation for team dynamics, encouraging open communication, and aligning individual goals with the company’s vision. A strategic onboarding process ensures that new team members feel welcomed and understood, fostering a sense of belonging from day one. 

Tim Tebow is a renowned athlete and philanthropist. His approach at the Tim Tebow Foundation is characterized by setting a vivid end goal and inspiring his team to see beyond the immediate challenges. Tebow advocates for focusing on the ultimate objective, emphasizing that hard work is not the goal itself, but a means to achieve the end result.

Tebow believes in being hands-on, showing rather than just telling. This approach gains respect and fosters a sense of camaraderie. He exemplifies this by participating in tasks alongside his team, rather than delegating difficult tasks to newcomers.

Tebow’s philosophy centers around painting a clear picture of success, not just in terms of hard work but in visualizing the rewards of that effort. He encourages envisioning the end result — whether it’s a football player dreaming of triumph in a stadium or a team member visualizing the success of a project. 

This vision, Tebow argues, is more motivating than the abstract concept of hard work.

This approach reflects a deep understanding of human motivation and team dynamics. He shows that by inspiring with a clear end goal, teams can cultivate discipline, resilience, and a collective effort towards a common objective. This philosophy applies not only in sports but also in business and life, where the clarity of the ultimate goal can transform the way teams work and achieve success.

5. Foster a culture of growth and development

Cultivating a growth and development culture is all about nurturing a workspace where learning and professional growth are not just encouraged, but are a key part of the daily routine. It’s about moving beyond the traditional approach to development and creating an environment where every team member has the chance to learn, improve, and excel. 

This means rolling out things like mentorship programs, hands-on training sessions, and providing plenty of resources for self-guided learning. The aim is to create a vibrant, supportive workplace where growth is ingrained in the culture and where everyone, regardless of their role, feels they have the support and opportunities to continuously develop their skills and advance in their careers.

Christina Tosi’s journey with Milk Bar is a stellar example of cultivating a culture of growth and development in an entrepreneurial environment. Her approach to business combines extraordinary discipline and boundless creativity, mirrored in her philosophy of “just bake the cake.” 

This attitude encapsulates the essence of learning traditional business rules only to artfully subvert them. Tosi’s example highlights the importance of embracing new experiences and prioritizing flexibility, while nurturing one’s creativity and adapting amidst uncertainty. 

She is focused on understanding and connecting with customers — which coupled with a focus on streamlined operations underlines the vital role of creating a suitable culture for business success. 

Tosi’s journey with Milk Bar, characterized by innovative thinking and a relentless pursuit of growth, is an inspiring blueprint for fostering a culture of continuous learning and development in any entrepreneurial venture.

Related: The Startup Hiring Guide: Hiring for rapid growth from 5 to 50

Build your startup dream team

We’ve navigated various facets of constructing a startup dream team. As we wrap up, it’s crucial to reiterate the undeniable significance of a well-constructed team in startup success.

A team isn’t just a group of individuals working under the same banner — it’s a mosaic of diverse talents, perspectives, and aspirations, all converging towards a singular vision. 

Remember, in the often unpredictable world of startups, your team is your strongest asset. It’s the resilience in times of uncertainty, the creative spark in moments of challenge, and the relentless drive that propels your vision forward. 

As a leader, your role extends beyond mere recruitment to nurturing, inspiring, and leading by example. Let your team be the embodiment of your startup’s values, aspirations, and dreams. The path to success is paved with challenges, but with the right team, no hurdle is insurmountable. 

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7 real-life restaurant server interview questions https://resources.workable.com/restaurant-server-interview-questions Tue, 12 Dec 2023 14:11:31 +0000 https://resources.workable.com/?p=92353 These restaurant server interview questions are directly sourced from real hiring managers and they are ready to use. Make sure that you are interviewing the best restaurant server candidates. Sign up for Workable’s 15-day free trial to hire better, faster. 7 good restaurant server interview questions How knowledgeable are you about “x” food? What are […]

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These restaurant server interview questions are directly sourced from real hiring managers and they are ready to use.

waiter-waitress

Make sure that you are interviewing the best restaurant server candidates. Sign up for Workable’s 15-day free trial to hire better, faster.

7 good restaurant server interview questions

  1. How knowledgeable are you about “x” food?
  2. What are the varietals in burgundy wine?
  3. What restaurant POS systems have you worked with before?
  4. What is the maximum number of covers you have served before?
  5. How do you define hospitality?
  6. How well do you work under pressure and in a fast-paced environment?
  7. What does good table service mean to you?

Here are 7 interview questions with sample answers, based on real hiring managers, to help you identify the best candidates for this role.

1. How knowledgeable are you about “x” food?

Assesses understanding and expertise in specific cuisines.

Sample answer:

“I have extensive knowledge about Italian cuisine, having worked in an Italian restaurant for two years. I am familiar with a variety of pasta dishes, regional specialties, and authentic Italian cooking techniques. This knowledge helps me to recommend dishes and answer any guest queries confidently.”

2. What are the varietals in burgundy wine?

Evaluates wine knowledge, important in fine dining settings.

Sample answer:

“Burgundy wines primarily include two varietals: Pinot Noir for reds and Chardonnay for whites. I understand the characteristics of each, such as the earthy and fruity notes of Pinot Noir and the dry, full-bodied nature of Chardonnay, which assists me in making suitable wine recommendations to our guests.”

3. What restaurant POS systems have you worked with before?

Checks experience with common restaurant technology.

Sample answer:

“I have experience with several POS systems, including Square and TouchBistro. My familiarity with these systems allows for efficient order processing and billing, contributing to a smoother service flow.”

4. What is the maximum number of covers you have served before?

Tests capability to handle high-volume service.

Sample answer:

“The maximum number of covers I’ve managed single-handedly is around 30 in one shift. This experience honed my ability to multitask, prioritize, and provide attentive service, even during peak hours.”

5. How do you define hospitality?

Gauges understanding of the essence of customer service.

Sample answer:

“To me, hospitality is about creating memorable experiences for guests. It’s not just serving food but doing so with a warm, welcoming attitude, anticipating guests’ needs, and going the extra mile to ensure their dining experience is enjoyable and satisfactory.”

6. How well do you work under pressure and in a fast-paced environment?

Assesses adaptability and stress management.

Sample answer:

“I excel in high-pressure, fast-paced environments. I find that staying organized, maintaining a positive attitude, and effective communication with my team are key to managing busy shifts without compromising the quality of service.”

7. What does good table service mean to you?

Probes into service quality standards.

Sample answer:

“Good table service means being attentive, responsive, and courteous. It involves being knowledgeable about the menu, providing timely service, ensuring the table is always neat, and addressing any guest concerns promptly and efficiently.”

What does a good restaurant server candidate look like?

A good Restaurant Server candidate is someone with a strong knowledge of food and beverages, including special diets and wine pairings. They should have excellent communication skills, a friendly demeanor, and the ability to work well under pressure.

Experience with various POS systems and handling a high volume of customers is a plus. A good candidate demonstrates a passion for hospitality and a commitment to providing exceptional customer service.

Red flags

Red flags include a lack of knowledge about basic food and wine, poor communication skills, and difficulty handling stress or multitasking. A candidate who shows little enthusiasm for customer service or is unfamiliar with restaurant operations and technology may struggle in this role.

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6 real-life host/hostess interview questions https://resources.workable.com/host-hostess-interview-questions Tue, 12 Dec 2023 13:20:55 +0000 https://resources.workable.com/?p=92352 These host/hostess interview questions are directly sourced from real hiring managers and they are ready to use. Make sure that you are interviewing the best host/hostess candidates. Sign up for Workable’s 15-day free trial to hire better, faster. 6 good Host or Hostess interview questions How extensive is your experience within the food industry? How […]

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These host/hostess interview questions are directly sourced from real hiring managers and they are ready to use.

wait-staff

Make sure that you are interviewing the best host/hostess candidates. Sign up for Workable’s 15-day free trial to hire better, faster.

6 good Host or Hostess interview questions

  1. How extensive is your experience within the food industry?
  2. How would you describe your customer service skills?
  3. What skills do you have that will help you interact with people?
  4. Do you work well under pressure and/or in fast-paced environments?
  5. Why do you want to work at this particular restaurant?
  6. Do you think you would be able to handle other roles such as relating and/or serving?

Here are 6 interview questions with sample answers, based on real hiring managers, to help you identify the best candidates for this role.

1. How extensive is your experience within the food industry?

Assesses familiarity with the food service environment.

Sample answer:

“I have three years of experience in the food industry, working in various roles including server and cashier. This experience has given me a solid understanding of restaurant operations and customer service expectations in this sector.”

2. How would you describe your customer service skills?

Evaluates ability to provide excellent customer service.

Sample answer:

“I pride myself on my strong customer service skills. I am approachable, attentive, and always strive to ensure that guests feel welcomed and valued. I believe in listening to customers’ needs and going above and beyond to ensure a pleasant dining experience.”

3. What skills do you have that will help you interact with people?

Probes interpersonal and communication skills.

Sample answer:

“I have strong communication skills, which help me interact effectively with people of diverse backgrounds. I am also empathetic and patient, which allows me to handle guest inquiries and concerns in a calm and friendly manner.”

4. Do you work well under pressure and/or in fast-paced environments?

Assesses ability to handle a busy restaurant setting.

Sample answer:

“Yes, I thrive in fast-paced environments. I can efficiently manage multiple tasks, such as seating guests, answering phones, and managing the waitlist, even under pressure. I stay organized and keep a positive attitude, which helps maintain a smooth flow during busy periods.”

5. Why do you want to work at this particular restaurant?

Gauges interest and knowledge about the restaurant.

Sample answer:

“I am impressed by your restaurant’s reputation for excellent cuisine and outstanding customer service. I admire the vibrant atmosphere and team-oriented approach here. I believe my skills and passion for the hospitality industry would make me a great fit for your team.”

6. Do you think you would be able to handle other roles such as relating and/or serving?

Checks versatility and willingness to take on multiple roles.

Sample answer:

“Absolutely, I am always eager to learn and take on new challenges. I have some experience serving, and I’m willing to help out in other areas as needed. I believe being versatile not only helps the team but also enriches my professional skills.”

What does a good host or hostess candidate look like?

A good Host or Hostess candidate should exhibit excellent customer service skills, with a friendly and welcoming demeanor. They must be capable of multitasking and managing tasks efficiently in a busy environment. Strong communication skills, both verbal and non-verbal, are crucial. The ability to stay calm under pressure and handle challenging situations with grace is important. Experience in the food industry and a willingness to learn and adapt to different roles within the restaurant are also desirable qualities.

Red flags

Red flags include poor communication skills, lack of enthusiasm for customer service, and an inability to handle stress or multitask effectively. A candidate who seems disorganized or overwhelmed when discussing fast-paced work environments may struggle in this role. Lack of interest in the restaurant or the food industry in general can also be a concern.

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Organizational trauma: what you can do to build resilience https://resources.workable.com/stories-and-insights/building-resilience-in-traumatized-organizations Mon, 11 Dec 2023 14:56:55 +0000 https://resources.workable.com/?p=92340 Every person is highly likely to know someone with significant trauma or they themselves have been traumatized. Likewise, they may be part of an organization struck by serious challenge or abrupt change experienced by staff, leaders and investors as highly distressing. Rates of individual trauma range from estimates of 40% up to 70% for specific […]

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Every person is highly likely to know someone with significant trauma or they themselves have been traumatized.

Likewise, they may be part of an organization struck by serious challenge or abrupt change experienced by staff, leaders and investors as highly distressing.

Rates of individual trauma range from estimates of 40% up to 70% for specific negative individual experiences such as accidents, assaults, abuse, loss and related events. Collective trauma – affecting a large group, institution or organization, community or even the whole of society – involves both loss of life and subsequent strain and crisis of meaning.

Intergenerational trauma is also a factor, with events of past decades and centuries passed along from parent to child, and through the organizational lifecycle long after memories of past events have been forgotten.

Speaking to senior staff members to obtain organizational history can, often surprisingly, shed light on current issues – notably unprocessed losses from changes in leadership, mergers and reorganizations wishfully assumed to be water under the bridge.

In other words, those who forget history are doomed to repeat it.

The challenges of mental health

Mental illness is on the rise across all age groups, and suicide has rapidly become a leading cause of death, with more than 47,000 deaths annually in the United States as of most recent estimates. Grief is a major background issue for many, due to massive losses from the pandemic, as well as grief for how society is changing and fear about the future.

Workplace trauma has also become more common, as many companies have not survived economic changes resulting in:

  • mass layoffs
  • higher rates of churn
  • reorganization and downsizing
  • sudden financial shock
  • losses due to the pandemic both directly vis-a-vis death and infirmity

Also, the work environment has been disrupted due to remote work including social isolation and impact on team cohesion and social support. The future of the workplace remains uncertain.

The depth and breadth of trauma

Generational issues have further disrupted the traditional work structure, with managers reporting difficulty learning how to work with Gen Z, Gen AI and younger folks in general. They all have different expectations, needs and ways of relating in the workplace, and higher rates of anxiety, depression and related mental health conditions.

While there is increasing awareness of the above concerns, healthcare and workplace support is lagging. Burnout is on the rise, and companies are behind the curve in gearing up, though satisfaction and productivity has been rising post-pandemic after sharp declines.

While rates of trauma are very high, not all individuals who experience trauma develop clinical conditions. Rates of post-traumatic stress disorder (PTSD) hover around 8% for women and 4% for men over a lifetime, in addition to trauma increasing the risk of many other mental and physical health problems.

The impact of technology

At the same time, technology has thrown gasoline on the fire with social media bringing information from around the world to our fingertips, often driving individual insecurities and exposing us to large amounts of negative information about distant events at an unprecedented scale.

While technology has made our lives more convenient, it has been associated with various health problems. In the workplace, artificial intelligence and machine learning have already transformed our lives in many ways, adding promise and at the same time great concern over how they will impact employment.

AI also has incited fears of human extinction, with prominent figures raising a warning flare. Companies have embraced this technology nonetheless with little pause in order to keep up the productivity and optics arms race, as leaders seek to stay current or ahead of the curve.

Collective trauma at work

We’ve also seen the #MeToo movement and subsequent development of DEIB and an anti-harassment, increased awareness of workplace bullying and microaggression, and rising conflict between conservative and progressive factions. This has led to a workplace rife with mistrust, suppressed resentment, lingering damage, accusations and legal risk.

HR and leadership teams are rushing to figure out how to hold things together while the world shifts underfoot.

Alongside collective trauma, moral hazard represents outrage and injury around failures of individuals, organizations, leaders and society at large to provide protection.

This leads to increased feelings of betrayal and mistrust, feelings of shame and anger, and condemnation of oneself and others for these perceived injustice and failures. Collective trauma and moral injury work side-by-side to undermine individual and group awareness and function.

Trauma plays out in the form of “enactments”, as patterns of split-off, or “dissociated”, unrecognized trauma and moral injury repeat on multiple organization levels in what psychologists call “parallel process”. Collective trauma reverberates in similar ways, for instance:

  • within work groups
  • between leadership and investors
  • between staff and managers
  • between and among leadership and staff
  • in conflict and dysfunction among team members and workgroups

There are two science-backed models that leaders can draw from to mitigate and even resolve the above. They are the Sanctuary Model and ‘disaster medicine’.

The Sanctuary Model

The Sanctuary Model, developed by psychiatrist Sandra Bloom, addresses collective organizational trauma and its consequences. This can include a lack of safety, emotional management issues, miscommunication, authoritarianism, decision-making difficulties, aggression, and unresolved grief in the workplace.

These issues can lead to a toxic work environment characterized by mistrust, high turnover rates, and a loss of organizational identity.

The model, particularly useful for social service and healthcare organizations, promotes recovery from collective trauma through the SELF framework: Safety, Emotional balance, Loss recognition, and Future orientation.

This requires a commitment to seven principles:

  1. nonviolence
  2. emotional Intelligence
  3. inquiry & social learning
  4. democracy
  5. open communication
  6. social responsibility
  7. growth & change

Here, leaders can be trained to use specific tools and processes to foster trauma recovery and prevention, aiming to restore team cohesion, strong leadership, and a safe, enjoyable work environment aligned with the organization’s mission.

‘Disaster medicine’

Organizations can also draw leadership lessons learned from disaster medicine. Based on work at Johns Hopkins during the COVID-19 pandemic, George Everly and his colleagues defined leadership principles to “decrease psychological casualties in COVID-19 and other disasters of uncertainty”.

These principles include:

  • establishing structure as antidote for chaos
  • listening before speaking
  • using information as antidote for anxiety
  • ensuring transparent, timely and truthful communication is essential to maintain credibility
  • knowing that people trust actions not words
  • recognizing empowerment as an antidote for feeling out of control
  • perceiving support as antidote for isolation
  • building cohesive groups – these do better with stress and challenge
  • preempting absolute uncertainty
  • learning to embrace ambiguity and uncertainty – what poet John Keats called “negative capability” is essential for navigating crisis and change

Both the Sanctuary Commitments and the Johns Hopkins Leadership Principles are evidence-based and draw upon best practices.

What you can do as a company leader

Leaders must become psychologically savvy, looking beyond traditional business training to develop the skills and tools required to shepherd their organizations through uncertain and turbulent times.

They must become experts in organizational dynamics and social and emotional intelligence.

Moving beyond conventional transactional leadership to models of transformational and servant leadership, leaders become “internal consultants” and trainers, themselves highly skilled with the above practices and perspectives.

They’re also able to delegate and empower their teams to ensure collective trauma and moral distress is prevented, mitigated and addressed when present.

There’s a cost savings to it all as well. Research shows that for every dollar spent on mental health, there is an estimated four in future savings. Of course, each organization needs to do their own cost-benefit analysis.

When we ignore the human factor over fiscal considerations, it is likely that collective trauma and moral injury will show up later on in increased costs related to turnover and poor performance for individuals. For organizations, the trauma is felt in the form of increased legal, HR and EAP costs.

In short: an ounce of prevention is worth a pound of care.

Grant H. Brenner MD is a board-certified psychiatrist, psychoanalyst, and therapist. He is the author or co-author of four books, including his latest, Making Your Crazy Work For You: From Trauma and Isolation to Self-Acceptance and Love.

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Workable’s AI just got smarter https://resources.workable.com/backstage-at-workable/news-and-updates/workables-ai-just-got-smarter Mon, 11 Dec 2023 17:51:51 +0000 https://resources.workable.com/?p=92348 Our product team is hard at work, training and developing AI for you to use in Workable. AI-generated job descriptions are designed to make your life easier while ensuring you attract the best talent. Now, more options and ways to customize job descriptions are available. 🎓 Learning from past jobs: Workable can now learn from your […]

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Our product team is hard at work, training and developing AI for you to use in Workable. AI-generated job descriptions are designed to make your life easier while ensuring you attract the best talent. Now, more options and ways to customize job descriptions are available.

  • 🎓 Learning from past jobs: Workable can now learn from your job descriptions to mirror your style, maintaining your unique recruiting brand.
  • 🗣 New tone of voice: In addition to “formal” and “friendly” tones, Workable can now write in an “engaging” tone, designed to evoke enthusiasm and inspiration.
  • ✏ Regenerate specific sentences: Break through writer’s block by having the AI elaborate on your content or make it more concise. Just highlight a sentence (or more!) in your job description to try it.

More AI updates and functionality are coming. Keep watch for AI-driven tools that go beyond job descriptions and help through the rest of the hiring process, from Sourced to Hired.

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Employee locker policy template https://resources.workable.com/employee-locker-policy Mon, 11 Dec 2023 13:13:29 +0000 https://resources.workable.com/?p=92332 This employee locker policy template will provide a comprehensive framework for HR professionals to create a clear and concise locker policy for their organization. By following the guidelines and procedures outlined in this template, HR professionals can ensure that their organization’s locker policy is consistent, fair, and effective. What is an employee locker policy? An […]

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This employee locker policy template will provide a comprehensive framework for HR professionals to create a clear and concise locker policy for their organization. By following the guidelines and procedures outlined in this template, HR professionals can ensure that their organization’s locker policy is consistent, fair, and effective.

What is an employee locker policy?

An employee locker policy is a set of guidelines and procedures that regulate the use of lockers provided by an organization for its employees. The policy aims to ensure that the lockers are used in a way that promotes safety, security, and cleanliness. It also helps to prevent conflicts and disputes related to locker usage.

A locker policy should include:

  1. Locker assignments: A clear procedure for assigning lockers to employees, including how lockers are assigned, who is responsible for assigning them, and how conflicts over locker assignments are resolved.
  2. Locker maintenance: Guidelines for maintaining the cleanliness and good condition of lockers, including who is responsible for cleaning them and how they should be cleaned.
  3. Locker security: Measures to ensure the security of employees’ personal belongings stored in lockers, including how locker combinations are set and changed, who has access to the combinations, and how unauthorized access is prevented.
  4. Locker inspections: Procedures for conducting regular inspections of lockers to ensure they are being used appropriately and in compliance with the policy.

Why is it important to have an employee locker policy?

Having a clear and comprehensive locker policy is important for several reasons. First, it promotes a safe and secure environment for employees to store their personal belongings. Second, it helps to prevent conflicts and disputes related to locker usage. Third, it ensures that employees are held accountable for their use of lockers and promotes a sense of responsibility and respect for shared resources.

Step-by-step instructions for writing your own locker policy

1. Identify the purpose of the policy: Clearly state the purpose of the policy and the goals it aims to achieve.
2. Define locker assignments: Outline the procedure for assigning lockers to employees, including how lockers are assigned, who is responsible for assigning them, and how conflicts over locker assignments are resolved.
3. Establish locker maintenance guidelines: Provide guidelines for maintaining the cleanliness and good condition of lockers, including who is responsible for cleaning them and how they should be cleaned.
4. Implement locker security measures: Describe the measures that will be taken to ensure the security of employees’ personal belongings stored in lockers, including how locker combinations are set and changed, who has access to the combinations, and how unauthorized access is prevented.
5. Conduct regular locker inspections: Outline the procedures for conducting regular inspections of lockers to ensure they are being used appropriately and in compliance with the policy.
6. Establish consequences for non-compliance: Clearly state the consequences for employees who violate the policy, including disciplinary actions and loss of locker privileges.

Employee locker policy template

[Organization Name]

Brief & Purpose

The purpose of this policy is to provide a safe and secure environment for employees to store their personal belongings while at work. It aims to promote a sense of responsibility and respect for shared resources and ensure that employees are held accountable for their use of lockers.

Locker assignments

Lockers will be assigned to employees by the HR department based on availability and need. Employees are not allowed to switch lockers without prior approval from the HR department. In case of a conflict over locker assignments, the HR department will mediate and resolve the issue fairly and impartially.

Locker maintenance

Employees are responsible for maintaining the cleanliness and good condition of their assigned lockers. Lockers should be cleaned regularly and kept free of any hazardous materials or substances. The HR department will conduct regular inspections of lockers to ensure they are being maintained properly.

Locker security

Locker combinations will be set and changed by the HR department. Only authorized personnel will have access to the combinations, and unauthorized access to lockers is strictly prohibited. Employees are responsible for ensuring that their lockers are securely locked when not in use.

Locker inspections

The HR department will conduct regular inspections of lockers to ensure they are being used appropriately and in compliance with the policy. Inspections may be conducted without prior notice to employees.

Consequences for non-compliance

Employees who violate this policy will be subject to disciplinary actions, up to and including termination of employment and loss of locker privileges.

Disclaimer: This policy template is meant to provide general guidelines and should be used as a reference. It may not take into account all relevant local, state or federal laws and is not a legal document. Neither the author nor Workable will assume any legal liability that may arise from the use of this policy.

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DAOU shares effective HR toolkit for inclusion and scalability https://resources.workable.com/stories-and-insights/daou-hr-toolkit-for-inclusion-and-scalability Mon, 11 Dec 2023 14:45:20 +0000 https://resources.workable.com/?p=92319 When we upgraded our employee systems in 2022 – we were hyper focused on user-friendliness, inclusion, and scalability. We searched high and low for the right combination of platforms that would serve our workforce, as we were finding that some of the all-in-ones just weren’t quite right for us. We needed solutions that could scale […]

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When we upgraded our employee systems in 2022 – we were hyper focused on user-friendliness, inclusion, and scalability.

We searched high and low for the right combination of platforms that would serve our workforce, as we were finding that some of the all-in-ones just weren’t quite right for us. We needed solutions that could scale with us at a fast rate, and that were friendly and engaging.

We have employees in a diverse array of roles – from wine educators in our tasting room, to our vineyard team, to our teams creating world class events and brand marketing – we needed solutions that could span time zones, operate in multiple languages, and that empowered employees, managers, and leadership to access information they needed easily.

We implemented a new HRIS (HiBob), new ATS (Workable), and new Payroll system (Paylocity) all at the same time. It was a heavy lift from the People & Culture team, but it has paid off in spades. 

Training teams to adapt new HR technologies

We first launched Workable with great success. We set up 1-1 training sessions for any hiring managers with open roles, providing a white glove service as they had to adopt the platform first. 

The 1-1 interactions were helpful to gain buy in and solicit feedback from some of our “influencer” hiring-managers, and as an added bonus, we had an excuse to connect in real time which is always so valuable in helping employees understand that the People & Culture team is their partner.

To ensure successful launches of each system, we did a variety of things – sent out teaser communications, created scavenger hunts within the systems to incentivize employees to become familiar, and set up both virtual and in-person trainings for the platforms.

For our onsite employees, we made sure to have open office hours for employees to pop in and ask questions about the new apps during the first few weeks.

Related: The most important HR skills and how to master them

Hiring times were reduced; candidate experience was enhanced

A big win that comes to mind when we reflect back on the transformation that these upgraded systems has provided, is the fact that while our employee base has grown 20% since January 2022, our P&C team has not needed to hire any additional resources.

The streamlined application process that we set up in Workable, not only enhances the candidate’s experience but also ensures that our hiring managers can identify and connect with the right talent swiftly, contributing to a more dynamic and competitive recruitment process. 

The added visibility with Outlook integration is a game-changer to keep all parties related to a hire on the same page.

We have also seen a drastic increase in hiring managers’ engagement in the recruiting process, which has sped up our time to hire and as a bonus, has made the process a lot more fun for managers and recruiters. 

We’d offer an exact statistic on how much time we have cut down on the typical time to hire, but the honest truth is that previously we didn’t even have that data in a lovely dashboard like we do now – helping us find our ground and now which way is up.

Bridging communication barriers 

The social platform aspect of Bob has helped bridge the gap between different departments, languages, and locations. It brings so much energy back to our culture when employee milestones or kudos can be offered in a public setting, and it helps keep everyone informed on happenings at the company. 

We included some key leaders in a few of the demos to create early buy-in, and it’s amazing what a public shout out from leadership can do to boost engagement on the platform.

The emphasis on a more dynamic and competitive recruitment process, streamlined application processes, and increased hiring manager engagement also suggests a commitment to inclusivity and ensuring that the hiring processes are fair and transparent, reducing biases.

Increasing transparency and scalability

The upgraded systems also forced us to get our act together in regards to job structure, levels, and compensation banding, which translates into just about everything we do as we scale, both in systems and as a company that values equity and transparency.

The Workable system encouraged us to launch a referral program which also helped user-adoption and has been very successful in bringing solid employees to some hard-to-fill roles.

Like pulling a thread on a sweater, our policy development has started to snowball in a positive direction as we discover all of the ways to optimize the system and continue increasing engagement. 

The policies that we developed as we implemented these new systems has made us overall more consistent, especially in regards to items like fair and consistent interview processes, internal vs external job postings, and has even helped us as we navigate improving salary transparency

As hard as we were trying previously, Workable has greatly reduced the room for biases in our hiring process.

As far as our People & Culture team’s daily work, the seamless integration between Bob and Workable has helped delineate workflow between our individual roles – making employee promotions, onboarding, and offboarding tasks trackable and measurable – leading to more achievable OKRs and far fewer items slipping through the cracks.

Kelsey Turne

I’m Kelsey Turner. I grew up on the Central Coast of California. I have worked at DAOU Vineyards in People Ops for 2 years and have loved being part of “a people business in the wine industry” as we like to say. I help with employee systems and data, onboarding, DEIB initiatives, Training & Development, and many other items that can come up in any given day.

I love the variety! Previously I worked as a Global Scheduling manager for a travel company (Backroads); managing staffing and equipment needs for trips across 60+ countries. Prior to that I have been a bicycle and hiking guide in Peru & France, as well as an English Teacher in Ecuador and Spain, and have held many different jobs in restaurants (from a busser in a diner, to guacamole maker, to server at a fancy Relais & Chateaux restaurant in Montana).

I graduated Cal Poly San Luis Obispo with a BA in Spanish & French Literature; I have always loved languages and love getting to put my Spanish to good use at work with a lot of our Spanish-speaking employees. I love running, yoga, and all things food and wine (especially our Estate Cabernet Sauvignon).

I have always loved working with internal employees and finding efficiencies wherever possible and love being part of a team that knows how to have fun and work hard.

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6 real-life barista interview questions https://resources.workable.com/barista-interview-questions Mon, 11 Dec 2023 14:15:55 +0000 https://resources.workable.com/?p=92318 These barista interview questions are directly sourced from real hiring managers and they are ready to use. Make sure that you are interviewing the best barista candidates. Sign up for Workable’s 15-day free trial to hire better, faster. 6 good Barista Interview Questions Do you know how to do latte art? Do you know the specific […]

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These barista interview questions are directly sourced from real hiring managers and they are ready to use.

Descriptif du poste de Barista H/F

Make sure that you are interviewing the best barista candidates. Sign up for Workable’s 15-day free trial to hire better, faster.

6 good Barista Interview Questions

  1. Do you know how to do latte art?
  2. Do you know the specific fluid ounces that go in each beverage?
  3. How much experience do you have with inventory management?
  4. Can you work early mornings?
  5. Do you thrive under pressure?
  6. How do you handle difficult customers?

Here are 6 interview questions with sample answers, based on real hiring managers, to help you identify the best candidates for this role.

1. Do you know how to do latte art?

This questions assesses skill in a specific, desirable aspect of coffee making.

Sample answer:

“Yes, I am proficient in creating latte art. I have practiced various designs like hearts, rosettas, and tulips. Latte art is not just about aesthetics for me; it’s about demonstrating care and precision in coffee making. It enhances the overall customer experience and showcases my passion and skill as a barista.”

2. Do you know the specific fluid ounces that go in each beverage?

This questions tests knowledge of standard coffee measurements.

Sample answer:

“Absolutely. I’m familiar with the standard measurements for various beverages. For example, a typical espresso shot is about 1 ounce, a latte generally has 1-2 ounces of espresso with steamed milk, and an Americano consists of 2 ounces of espresso with added water. Adhering to these measurements is crucial for consistency in flavor and quality.”

3. How much experience do you have with inventory management?

This question evaluates experience in an important aspect of café operations.

Sample answer:

“I have two years of experience with inventory management. At my previous job, I was responsible for tracking coffee beans, milk, and other supplies. I developed a system for monitoring stock levels, predicting future needs based on sales trends, and placing timely orders to avoid shortages without overstocking.”

4. Can you work early mornings?

This question inquires about availability and suitability for typical barista hours.

Sample answer:

“Yes, I am very comfortable with early morning shifts. I understand that coffee shops have their busiest hours in the morning, and I am prepared to start the day early. I find the busy morning rush invigorating and enjoy being part of customers’ start to the day.”

5. Do you thrive under pressure?

This question assesses ability to handle the fast-paced environment of a café.

Sample answer:

“I do thrive under pressure. In fact, a busy coffee shop environment energizes me. I stay focused, efficient, and maintain a high level of accuracy in my work, even when the line is out the door. I believe that maintaining composure and a friendly demeanor under pressure is key to excellent service.”

6. How do you handle difficult customers?

This question tests customer service skills and conflict resolution.

Sample answer:

“When dealing with difficult customers, I remain calm and listen attentively to understand their concerns. I believe most issues can be resolved with empathy and effective communication. I always strive to find a solution that satisfies the customer while adhering to shop policies. My goal is to turn a challenging situation into a positive experience for the customer.”

What does a good barista candidate look like?

A good Barista candidate should have a strong knowledge of coffee brewing techniques and be skilled in customer service. They should be familiar with standard coffee recipes and be able to work efficiently in a busy environment. Creativity in latte art and a passion for coffee are great assets. The ability to work flexible hours, including early mornings, and to manage inventory effectively are also important. Good candidates are calm under pressure and adept at handling customer queries and complaints with professionalism and empathy.

Red flags

Red flags in a Barista candidate include a lack of basic knowledge about coffee brewing or beverage proportions, poor communication skills, and inability to work during key hours. A candidate who gets easily flustered under pressure or shows reluctance to engage with customers may struggle in this role. Limited understanding of inventory management or lack of interest in learning and improving coffee-making skills can also be concerning.

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4 real-life general counsel interview questions https://resources.workable.com/general-counsel-interview-questions Mon, 11 Dec 2023 13:10:58 +0000 https://resources.workable.com/?p=92316 These general counsel interview questions are directly sourced from real hiring managers and they are ready to use. Make sure that you are interviewing the best general counsel candidates. Sign up for Workable’s 15-day free trial to hire better, faster. 4 good general counsel interview questions Describe a situation where the business team wanted to […]

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These general counsel interview questions are directly sourced from real hiring managers and they are ready to use.

corporate attorney job description

Make sure that you are interviewing the best general counsel candidates. Sign up for Workable’s 15-day free trial to hire better, faster.

4 good general counsel interview questions

  1. Describe a situation where the business team wanted to do something that presented a significant risk to the company and how you dealt with it.
  2. For what matters do you rely on outside counsel? How do you control costs in the legal department?
  3. Describe your relationship with the exec team and with the board.
  4. What are some of the biggest challenges facing the business/industry now?

Here are 4 interview questions with sample answers, based on real hiring managers, to help you identify the best candidates for this role.

1. Describe a situation where the business team wanted to do something risky.

This question assesses risk management and decision-making skills.

Sample answer:

“In a previous role at a tech company, the business team wanted to expedite a product launch that hadn’t fully undergone legal review, posing significant compliance risks. I immediately arranged a meeting to discuss the legal implications, highlighting the potential for regulatory penalties and reputational damage. I proposed a revised timeline that allowed for thorough legal vetting while minimizing delays.

“By presenting a clear analysis of the risks versus benefits and offering a viable solution, I was able to align the team towards a decision that safeguarded the company while keeping business goals in sight.”

2. For what matters do you rely on outside counsel?

This questions evaluates judgment in utilizing external resources.

Sample answer:

“I typically engage outside counsel for specialized legal issues that require expertise beyond our in-house capabilities, such as international law complexities or certain types of litigation. To control costs, I implement a strategic approach by defining clear scopes of work, negotiating cost-effective billing arrangements, and regularly reviewing their performance. In-house training is provided to reduce dependency on external advisors for routine matters.

“My approach ensures that while we benefit from specialized expertise when necessary, we maintain control over legal spending and enhance the skill set of our internal team.”

3. Describe your relationship with the exec team and with the board.

This question probes into interpersonal and leadership skills.

Sample answer:

“My relationship with the executive team and board is founded on trust, transparency, and a shared vision for the company’s success. As General Counsel, I see my role as not just a legal advisor but a strategic partner. This involves providing not just legal opinions, but also guidance on how legal decisions fit within broader business strategies. Regular communication, such as board meetings and one-on-one discussions, helps me stay aligned with their needs and expectations.

“I ensure they are informed about legal risks in a straightforward manner, translating complex legal jargon into actionable business insights.”

4. What are the biggest challenges facing the business/industry now?

This questions checks understanding of industry trends and challenges.

Sample answer:

“The industry is currently navigating through a rapidly evolving regulatory landscape, especially around digital transformation and data privacy laws. With technology advancing at an unprecedented pace, staying compliant with new regulations while leveraging technological innovations is a significant challenge. Additionally, the globalization of business operations introduces complexities in international law and trade agreements.

“Keeping abreast of these changes and proactively adjusting our legal strategies is crucial to mitigate risks. As General Counsel, staying informed and agile in response to these evolving challenges is a top priority to safeguard the company’s interests.”

What does a good general counsel candidate look like?

A good General Counsel candidate possesses extensive legal expertise, particularly in areas relevant to the company’s industry. They should demonstrate excellent problem-solving abilities, strong business acumen, and the ability to provide clear, actionable legal advice. Effective communication skills, both with the legal team and non-legal executives and board members, are crucial. Leadership qualities, including the ability to mentor and manage a legal team and efficiently handle outside counsel, are also important.

Red flags

Red flags include a lack of experience in key legal areas relevant to the company, poor communication skills, and an inability to articulate a clear legal strategy. Over-reliance on outside counsel without strategies for cost management, or difficulty in describing past experiences in risk management, could indicate potential shortcomings. A candidate who lacks business understanding or shows poor judgment in complex legal matters may struggle in the General Counsel role.

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5 mistakes to avoid when using technology in recruitment https://resources.workable.com/tutorial/mistakes-to-avoid-when-using-technology-in-recruitment Fri, 08 Dec 2023 18:43:01 +0000 https://resources.workable.com/?p=92279 Why do we call them mistakes when technology is a boon? After all, technology has only minimized the repetitive manual tasks for recruiters! Although the picture seems brighter, technology can sometimes become painful when you use it incorrectly. There are five pressing mistakes you need to avoid when using technology when hiring a new employee. […]

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Why do we call them mistakes when technology is a boon? After all, technology has only minimized the repetitive manual tasks for recruiters!

Although the picture seems brighter, technology can sometimes become painful when you use it incorrectly.

There are five pressing mistakes you need to avoid when using technology when hiring a new employee.

What are they? Let’s look:

1. Relying too heavily on AI

Lately, advanced AI tools have been making waves in the recruitment world. Imagine AI matching candidates with job opportunities based on their skills and experience. Who wouldn’t want that when AI can take over such heavy-lifting tasks?

For example, recruiters can use ChatGPT in their recruitment process. Here are a few ways you can do so, from a real recruiter’s tips published on LinkedIn:

  • Draft interviewer training guides by expanding on your ideas and rewriting sentences in an understandable way
  • Generate hiring ads by taking prompts for the exact job role the recruiter wants to hire for

But, this temptation to rely heavily on AI has notable drawbacks:

  • It lacks the empathy and understanding that human recruiters bring to hiring processes.
  • It relies on historical data, which can increase biases.
  • It minimizes the innovative approaches to finding and attracting talent.
  • It cannot offer a personalized experience to candidates
  • It might reject unconventional candidates who don’t fit the predefined criteria.

In a new paper, Mona Sloane, a senior research scientist at NYU Center for Responsible AI, found that AI systems built to measure personality were not reliable testing instruments.

Although AI has been revolutionizing the recruitment world, the major problem with using AI is that companies don’t want to reveal the tools they’re using and vendors don’t want to reveal the things inside that tool, i.e., what kind of technology the software has, Sloane writes.

This eventually results in making biased hiring decisions, which impacts the overall hiring process.

2. Neglecting human interaction

Hiring is not just about filling positions. It’s also about understanding candidates’ aspirations, dreams, and nuances. It’s also about whether the candidate fits the company’s culture or not. Unfortunately, technology cannot assess any of this.

This is why it’s crucial to maintain the human touch in recruitment.

With human interactions:

  • Companies can foster a personal connection between candidates and the organization. This lets the candidates gauge the company’s culture and values
  • You can analyze the candidate’s character when you meet them personally. This will help you understand whether the candidate is a right for the organization, or not
  • You can analyze human intelligence elements like empathy, and compassion for work in the candidates. Human recruiters connect with the candidates on an emotional level, which AI cannot
  • You can assess a candidate’s interpersonal skills, culture fit, and overall potential

Here’s the thing: the hiring process seems like a never-ending game. But for candidates, the biggest turn-off is interacting with chatbots when they want to be seen and heard by the recruiters.

The solution? Prompt and personalized communication.

Sometimes, incorporating technology into the hiring process leads to an impersonal experience.

Sure, it reduces delays and streamlines the hiring process. But, it can unintentionally create impersonal interactions:

  • Applicant Tracking Systems (ATS): They pre-screen resumes through semantic search. But, they can sometimes ignore nuanced qualifications or achievements. This leads to impersonal candidate assessments. Not all ATSes are built the same, however – learn how Workable ensures a positive candidate experience even with the use of technology.
  • Chatbots: They are used for initial candidate interactions. But, they can provide scripted responses, lacking the human touch and genuine engagement.
  • Virtual interviews and online assessments: They lack the personal connection and face-to-face meetings. This affects the interviewer’s ability to evaluate the candidate’s personality and cultural fit.

Although automation and technology can impact the hiring process negatively, here are a few examples of how a few tech companies have successfully combined automation with personalized interactions:

  • Stanford Healthcare’s chatbot provides relevant job matches to candidates, communicates through the CRM, and answers and forwards the questions the candidate has asked the recruiter.
  • HackerEarth’s FaceCode lets developers write the code in real time. This lets the hiring managers review the code and provide personalized feedback to the candidate in real time.

3. Lack of data privacy and security

Neither the candidates nor the recruiters want the collected candidate information and other confidential information to be leaked. That’s why you need to know the different risks associated with data privacy. Why? Once you know these risks, you can find ways to eliminate them.

  • Data breach: Candidates can lose money due to data breach. Or, it can also cause personal distress to them if their personal or sensitive information is shared on social media.
  • Phishing attacks: They may even ask for sensitive information like bank details and passwords. These phishing scams are present as job offers, requests for CVs, or fake job listings.
  • Insider threats: Employees can misuse applicant data, such as data manipulation and identity theft. This can damage the candidate’s reputation.

So, how do you prevent candidates’ information and your company’s sensitive data? You need to comply with data protection and security regulations. Here’s how you can do it:

  • Encrypt your emails: Add a note in your emails letting the candidates know that the information shared between both of you is safe and secure. For example, use Google’s Gmail platform, which provides inbuilt email encryption.
  • Use an email client: Streamline your communication by selecting a reliable and secure email client for your business needs.
  • Choose the right ATS and candidate feedback tool: Make sure to collect only relevant candidate information.
  • Use regulatory frameworks as benchmarks: GDPR and ISO are some of the data security standards you must comply with.
    Install and update security software: Use anti-virus and anti-malware software, and update the data regularly.
  • Train your staff: Educate your team on the steps to take when a data breach happens. Also, share with them the necessary solutions to protect the sensitive data.
  • Secure your website: Use Secure Sockets Layer (SSL) technology. This way, you can encrypt the link between the applicant’s browser and your server.

Limit the access to candidate information: Provide access to team members involved in the hiring process. For example, the finance team and the receptionist.

4. Failing to adapt to changing technology

Have you ever thought about what would happen when you fail to adapt to the changing technology?

According to LinkedIn’s Future of Recruiting Report, 67% of talent acquisition leaders say AI makes it easy for them to source candidates. And, another 59% say that AI makes it easier for them to engage candidates.

But, if you fail to maximize the potential of AI it will affect your overall recruitment process. Here’s how:

You’ll lose the competitive edge

Your competitors are probably leveraging technology to attract and retain talent. But, if you are doing so, your organization might stay caught up in terms of innovation and productivity.

For example, ZALORA, a fashion e-commerce brand, was using traditional methods to hire employees. They would go through each developer profile manually. This way, they would get ten applications. For this, they would spend an hour interviewing them. This would lead to 20% of candidates being selected.

For Zalora’s team, this meant a waste of time. Naturally, they were lagging due to their manual recruiting process.

However, when the company leveraged recruitment software, it hired 35 developer candidates for different job openings in 2018. Their time-to-interview was reduced from 30 to 14 days. Naturally, Zalora’s hiring process accelerated after the implementation of recruitment software.

You’ll have limited access to talent

Imagine hiring employees manually without the use of technology. You wouldn’t be able to screen each candidate and identify whether they have the relevant skills, or not. Instead, you can screen only a few of them. In this process, you’re likely to miss out on other candidates who *actually* had the talent but you failed to screen them because of your manual efforts.

For example, Workable’s AI-powered feature, AI Recruiter, searches thousands of public online profiles in seconds to find candidates who match the skills and requirements listed in your job description. Additionally, integrating an email lookup tool into this process can significantly streamline communication.

Once potential candidates are identified, the email finder can quickly gather their contact information, allowing for swift and direct outreach. This not only saves time but also ensures that no talented candidate slips through the cracks due to missing contact details.

Naturally, it will help you access a wider pool of talent and build your talent pipeline, which you would have not been able to do otherwise.

Your recruitment processes will be inefficient

Without technology, businesses have to rely on manual data entry. This is time-consuming and usually prone to errors. When you integrate technology into your recruitment process such as, for example, learning management systems (LMS), it enables real-time collaboration. This allows recruitment teams to streamline their workflow.

For example, Hilton, a hotel chain, had a longer time-to-hire of 42 days with their traditional hiring practices. According to the Society of Human Resources, the average time to hire an employee is 36 days. This means Hilton was spending more than average time in hiring — making their hiring processes inefficient.

You’ll incur high recruitment costs

Screening paper resumes and conducting in-person interviews leads to a higher business cost compared to digital resumes and virtual interviews. This takes much more time in screening, resulting in increased time-to-hire. It is because of these traditional practices that organizations fail to succeed.

A recent Forbes article states that some organizations lost $1.3 million a year. Reason? Inefficient business processes and not leveraging technology.

You’ll offer a poor candidate experience

Candidates expect a streamlined, efficient process. Without technology, you may take more time to screen and interview the candidate. When candidates have to wait longer to know about their application status, they feel frustrated and disinterested. This is why only two in 10 candidates rate their candidate experience as excellent.

But you can change this scenario by staying updated with the changing recruitment trends. Here’s how:

  • Attend online and offline events and conferences: Network with fellow recruiters and HR professionals. With interactive sessions, panel discussions, and networking opportunities, you’ll gain knowledge about the new changes and trends in the recruitment industry.
  • Follow industry experts on social media: Follow thought leaders in HR and recruitment space on social media platforms. For example, LinkedIn and Twitter. These experts share valuable insights and best practices on their social media channels. Read their posts to gain knowledge about the latest industry trends.
  • Network with other HR and recruitment professionals: Connect with HRs and recruiters on social media. Also, join Slack communities like #People, Peoplegeeks, HackingHR, HRtoHR, and so on.

Companies are now understanding the importance of technology. So, many tech-oriented recruitment companies are shifting their traditional work approach. They are opting for an automated hiring system. Here’s the proof:

  • 53% of companies conduct competency-based interviews, and 40% use video interviews to get top talent.
  • 68% of recruiting professionals say that the best way to improve recruiting performance over the next five years is by investing in new recruiting technology.
  • 78% of employers that use an ATS said that recruitment technology makes finding great talent easier than ever.

Let’s delve more into this and understand how companies have been maximizing the use of technology.

Example #1:

Rootquotient, a product engineering company, was growing at a higher pace. They wanted to scale their volume of hiring. While resume-level filtering worked for them during smaller hiring volumes, it became difficult for them to do so when the demand increased.

They faced three challenges: a large pool of candidates, availability of questions on online channels, and time-consuming manual screening.

Solution: They used a recruiting tool called HackerEarth that provided them with a technical coding assessment platform. With the help of this platform, RootQuotient could set up a questionnaire with a library of coding questions that HackerEarth provides.

The recruitment would start with an MCQ test that filtered out 20% of candidates. These top 20% of candidates were then invited to the next interview round.

Result: The company hired 25 technical team members in a year and reduced its time to hire by half.

Example #2:

Redswitches, a tech company, struggled with hiring freelance writers for their company. Although the company used LinkedIn and job portals like Naukri to source writers, they used to get bombarded with candidates who were not the right fit. Plus, sifting through job applications manually was a tedious task for the recruiters.

Solution: They used Workello, a skill-testing platform that provided the company with tools to target the right audience and relevant candidates.

Result: The company hired 12 content writers in one month.

5. Ignoring diversity and inclusion

Although AI minimizes bias in hiring, it has been increasing biases in recruitment based on a few studies. Here’s the proof: a study by WEF found that certain widely used AI screening tools discounted resumes of women candidates by 8%.

Case in point: Amazon built a computer program to review job applicants’ resumes. This tool used artificial intelligence to give candidates scores ranging from one to five stars. But, it had a big flaw. It discriminated against women candidates. The tool couldn’t rate candidates for software developer jobs and other technical posts based on their gender. This led to an increase in bias in recruiting.

Such biases hamper the hiring process and credibility of your organization. So, if you want to create a balanced work culture in your organization, maximize diversity and inclusion in your hiring process.

To avoid biases creeping into the recruitment system, use the following strategies:

  • Use gamified assessments. These assessments, based on neuroscience, provide accurate, unbiased, and predictive candidate data.
  • Leverage a blind resume screening platform. These platforms remove identifiable characteristics such as name, age, gender, or level of education. This prevents different cognitive biases from allowing you to improve bias in the selection process.
  • Use video assessment tools. These tools can analyze verbal and non-verbal cues. This helps predict a candidate’s emotional engagement, problem-solving style, and thought process.
  • Use tools like Gender Bias Decoder. These tools can analyze gender-biased job descriptions. Recruiters can use such tools to evaluate their job descriptions for biases and fix the job description to make it gender-neutral.
Build inclusive hiring practices

Creating a safe and equitable workplace starts with hiring. That's why we've developed solutions to cultivate inclusivity and support diversity at every stage of the hiring process.

Build inclusive hiring practices

Wrapping up

No doubt, AI is a boon for the recruitment industry. However, it’s better not to rely on artificial intelligence completely.

Like the miscellaneous advantages it brings to you, it also brings the technological nuances like:

Higher data security risks like breaches of candidate data like their email address, bank details, and so on.

Biases in the hiring process lead to evaluating the candidate based on gender parameters unless they are optimized for gender neutrality.

Eliminating human interactions and relying completely on automation can lead to an impersonal candidate experience.

It’s better to have a combination of both worlds: automation and the human element.

Antonio Gabric is an outreach manager at Hunter. He is passionate about testing different outreach tactics and sharing results with the community. When he is not connecting with industry leaders you can find him on his motorbike exploring off-the-beaten paths around the world.

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18+ real-life interview questions for content and graphic design roles https://resources.workable.com/tutorial/18-real-life-interview-questions-for-content-and-graphic-design-roles Thu, 07 Dec 2023 13:17:38 +0000 https://resources.workable.com/?p=92278 Feeling a bit lost about what questions will truly reveal if a candidate has the creative skills you’re after? Picture having a treasure trove of genuine questions posed by real hiring managers. In this guide, we’ve whipped up a set of laid-back interview questions crafted specifically for various creative and design gigs.  Whether you’re on […]

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Feeling a bit lost about what questions will truly reveal if a candidate has the creative skills you’re after? Picture having a treasure trove of genuine questions posed by real hiring managers.

In this guide, we’ve whipped up a set of laid-back interview questions crafted specifically for various creative and design gigs. 

Whether you’re on the lookout for a designer, graphic designer, content creator, content specialist or copywriter, we’ve got your back with questions that hit the mark.

Real-life designer interview questions

Designers are creative professionals responsible for crafting visual and user experiences. They differentiate between UX and UI and draw inspiration from excellent user experiences for their work.

Here are 2 interview questions from real hiring managers with sample answers for each. Check the rest of the questions here.

  1. What’s the difference between UX and UI?

Assessing the candidate’s understanding of UX (User Experience) and UI (User Interface) and their distinctions.

Sample answer: 

“UX focuses on the overall user journey and how users interact with a product or service, emphasizing usability and satisfaction. UI, on the other hand, deals with the visual elements and layout, such as buttons, icons, and colors, to enhance user interaction within the product.”

  1. What are your favorite examples of good UX?

Inquiring about the candidate’s appreciation of exceptional user experiences.

Sample answer: 

“I’m particularly impressed by the intuitive navigation of Google Maps, which seamlessly guides users to their destinations with real-time information. Additionally, Airbnb’s booking process simplifies a complex task, making it user-friendly and efficient.”

Real-life graphic designer interview questions

Graphic designers are visual storytellers who use their creativity and design skills to communicate messages effectively. They craft various visual elements, such as logos, illustrations, and layouts, to engage and inform audiences.

Check two of the questions above and get access to the full list here:

  1. Why did you become a graphic designer?

Exploring the candidate’s motivations and passion for pursuing a career in graphic design.

Sample answer: 

“I became a graphic designer because I’ve always been fascinated by the power of visuals in conveying messages and evoking emotions. I wanted to channel my creativity into a profession where I could make a meaningful impact through design.”

  1. What are your priorities when creating a graphic design?

Inquiring about the candidate’s approach and key considerations when designing visuals.

Sample answer: 

“My top priorities when creating a graphic design are understanding the client’s objectives, ensuring the design aligns with the brand identity, maintaining visual consistency, and capturing the target audience’s attention effectively. Additionally, I focus on usability and accessibility to make the design inclusive and user-friendly.”

Check the rest of the questions here.

Real-life content creator interview questions

Content creators are skilled storytellers who develop engaging and relevant content for various platforms. They source content ideas, choose appropriate mediums, and use audience insights to produce compelling and informative content that resonates with the target audience.

Here are 3 questions from real-hiring managers that you need to pay attention to.

1. How do you source new content stories?

Assessing the candidate’s approach to finding fresh and engaging content ideas.

Sample answer:

“I source new content stories through a combination of methods. I stay updated on industry trends, monitor audience discussions on social media, conduct keyword research, and collaborate with subject matter experts. This helps me discover timely and relevant topics to create content around.”

2. How do you determine what medium should be used for the campaign content?

Exploring the candidate’s decision-making process for selecting the most suitable content format.

Sample answer:

“When determining the content medium, I consider the campaign’s goals, target audience preferences, and the message’s nature. For instance, if the goal is to explain a complex concept, I might choose an infographic or video for visual clarity. It’s crucial to align the medium with the campaign’s objectives and the audience’s preferred channels.”

3. How do you handle criticism of your content and how do you resolve the conflict?

Evaluating the candidate’s approach to managing feedback and addressing content-related conflicts.

Sample answer:

“I value constructive criticism as an opportunity to improve. When receiving feedback, I listen actively, assess its validity, and consider whether it aligns with the content’s objectives and the audience’s needs. If necessary, I collaborate with stakeholders to find solutions and make necessary adjustments, ensuring that the final content meets expectations.”

Check the rest of the interview questions here.

Real-life content specialist interview questions

Content Specialists create engaging written and visual content for campaigns. They collaborate with stakeholders, manage freelancers, ensure content aligns with brand tone, and adapt to diverse mediums while upholding quality standards.

These 6 interview questions are among the most popular by real hiring managers:

  1. What’s the difference between an article and a blog?

Evaluating the candidate’s knowledge of content formats.

Sample answer: 

“Articles tend to be longer, more formal, and provide comprehensive information, while blogs are shorter, conversational, and often opinion-based, offering quick insights or updates.”

  1. What do you think are the necessary components of good content?

Assessing the candidate’s understanding of essential elements in content creation.

Sample answer: 

“Good content should have a clear purpose, offer value, be well-researched, logically structured, engaging, error-free, and align with the brand’s tone and messaging.”

  1. What are the ways you decide on a content’s tone?

Exploring the candidate’s methods for determining appropriate content tones.

Sample answer: 

“I consider the target audience, subject matter, and campaign goals. Whether it’s formal, casual, informative, or persuasive, the tone should resonate with the audience and campaign objectives.”

  1. What is your review process like?

Inquiring about the candidate’s approach to content review and editing.

Sample answer:

“My review process involves thorough self-editing, peer feedback, and using editing tools to catch errors. Ensuring content is clear, error-free, and aligned with objectives is crucial.”

  1. How do you source new content stories?

Assessing the candidate’s methods for generating content ideas.

Sample answer: 

“I stay updated on industry trends, conduct keyword research, monitor audience feedback, and collaborate with colleagues for brainstorming sessions. Maintaining a content calendar helps plan ahead.”

  1. How do you work with internal and external stakeholders to finalize campaign content?

Exploring the candidate’s collaboration skills in content creation.

Sample answer: 

“I establish clear communication channels, hold regular meetings for input, and encourage stakeholders’ involvement in the content development process. Collaboration ensures content aligns with campaign goals and brand messaging.”

Check the rest of the questions here

Real life copywriter interview questions

Copywriters are creative wordsmiths who craft persuasive and compelling written content for various mediums, such as advertisements, product descriptions, and marketing materials. They aim to engage the target audience, drive conversions, and enhance brand visibility.

Check out the following interview questions from real hiring managers:

1. What are some examples of posts/ads you have written copy for before?

Inquiring about the candidate’s previous copywriting experience and the types of content they have created.

Sample answer:

“I’ve had the opportunity to write copy for a range of projects, including social media ads, website product descriptions, and email marketing campaigns. One notable example is an ad campaign for XYZ Company, where my copy contributed to a 30% increase in click-through rates and a 20% boost in conversion rates.”

2. What kind of impact did your posts/ads have on the brand’s presence online and sales?

Evaluating the candidate’s ability to measure the effectiveness of their copy and its impact on brand visibility and sales.

Sample answer:

“My copy has consistently played a significant role in improving brand visibility and driving sales. For instance, my email marketing campaign resulted in a 40% increase in revenue, demonstrating the direct impact of compelling copy on sales growth.”

3. What do you draw inspiration from?

Exploring the candidate’s sources of inspiration and creativity in copywriting.

Sample answer:

“I draw inspiration from various sources, including customer feedback, industry trends, and consumer behavior insights. I also find creative sparks in everyday life, such as conversations, books, and art. This diverse range of inspiration helps me craft unique and relatable copy.”

4. Do you work better in a team or as an individual?

Understanding the candidate’s preferred work environment and their ability to collaborate within a team or excel as an individual contributor.

Sample answer:

“I’m comfortable working in both team and individual settings. Collaborating within a team allows me to bounce ideas, receive feedback, and collectively brainstorm creative solutions. On the other hand, I also enjoy the independence of working individually, where I can focus on tasks that require deep concentration and creativity.”

5. Have to submit a sample. It is important to know how to write for an online audience and place keywords appropriately. The New York Times editing tests are a good way to hone editing skills [link included]

Highlighting the importance of submitting a writing sample and recommending a resource for honing copywriting skills.

Sample answer:

“Submitting a writing sample is crucial in assessing my ability to write for an online audience and apply SEO techniques effectively. Additionally, I appreciate the suggestion to use The New York Times editing tests as a valuable resource for improving my editing skills and mastering the art of keyword placement in copywriting.”

As we conclude our exploration into the nuanced world of content and graphic design, armed with real-life interview questions, we trust HR professionals now possess a friendlier lens to identify top-tier candidates.

The fusion of artistic talent, technical finesse, and strategic vision required for content and graphic design roles calls for a thoughtful approach to recruitment.

Drawing on the insights of real hiring managers, this guide serves as a friendly companion for assembling teams that not only tackle current design challenges but also set the stage for reshaping visual storytelling in the future.

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10 real-life corporate attorney interview questions https://resources.workable.com/corporate-attorney-interview-questions Fri, 08 Dec 2023 14:34:48 +0000 https://resources.workable.com/?p=92277 These corporate attorney interview questions are directly sourced from real hiring managers and they are ready to use. Make sure that you are interviewing the best corporate attorney candidates. Sign up for Workable’s 15-day free trial to hire better, faster. 10 good corporate attorney interview questions What roles have you served within negotiating transactions and […]

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These corporate attorney interview questions are directly sourced from real hiring managers and they are ready to use.

corporate attorney job description

Make sure that you are interviewing the best corporate attorney candidates. Sign up for Workable’s 15-day free trial to hire better, faster.

10 good corporate attorney interview questions

  1. What roles have you served within negotiating transactions and drafting agreements?
  2. How do you go about understanding a client’s risk tolerance?
  3. What is your courtroom experience?
  4. What is your deposition experience?
  5. Tell me about a time you disagreed with a client, and how you handled it.
  6. What would you do if an executive or client asked you to do something that puts their company at legal risk?
  7. In reference to your book, how many portable clients and businesses do you have? What are the odds those clients will follow you?
  8. Why are you interested in our law firm/company?
  9. Walk me through a difficult conflict of interest situation you encountered. How did you analyze the situation?
  10. How do you manage direct reports such as paralegals and junior lawyers? How would your direct reports describe you?

Here are 10 interview questions with sample answers, based on real hiring managers, to help you identify the best candidates for this role.

1. What roles have you served within negotiating transactions and drafting agreements?

Assesses experience in key corporate attorney responsibilities.

Sample answer:

“I have led the negotiation and drafting of various business transactions, including mergers and acquisitions. My role often involves understanding the parties’ objectives, identifying legal risks, and crafting clauses that align with my client’s interests.”

2. How do you go about understanding a client’s risk tolerance?

Evaluates approach to client counseling.

Sample answer:

“I start by having detailed discussions with the client about their business goals and concerns. Understanding their industry and past decisions also helps me gauge their risk tolerance.”

3. What is your courtroom experience?

Inquires about litigation background.

Sample answer:

“I have significant courtroom experience, particularly in commercial litigation. This includes arguing motions, trial work, and handling appeals. These experiences have honed my litigation strategies and advocacy skills.”

4. What is your deposition experience?

Checks expertise in pre-trial procedures.

Sample answer:

“I have conducted and defended numerous depositions. My approach focuses on thoroughly preparing the witness and strategically framing questions to build a strong case.”

5. Tell me about a time you disagreed with a client, and how you handled it.

Probes into conflict resolution and client management skills.

Sample answer:

“Once, a client wanted to pursue a high-risk legal strategy. I presented my concerns and alternative options. After a thorough discussion, we reached a consensus on a balanced approach.”

6. What would you do if asked to do something legally risky?

Assesses ethical judgment and legal advisory skills.

Sample answer:

“If a client asked me to do something legally risky, I would clearly explain the potential consequences and advise against it. My priority is to maintain legal compliance while seeking viable alternatives.”

7. In reference to your book, how many portable clients do you have?

Inquires about client relationships and business development skills.

Sample answer:

“I have cultivated strong relationships with about 15 key clients. Given our history and my understanding of their legal needs, I believe there’s a high likelihood they would continue to seek my services.”

8. Why are you interested in our law firm/company?

Gauges motivation and fit with the firm’s culture.

Sample answer:

“I am impressed by your firm’s reputation in corporate law and its commitment to client service. I believe my expertise aligns well with your team, and I see great potential for collaborative growth.”

9. Walk me through a conflict of interest situation you encountered.

Tests ethical decision-making and analysis skills.

Sample answer:

“In a past merger case, I identified a potential conflict of interest as we had previously advised the opposite party. I disclosed this immediately and recused myself from the case to uphold ethical standards.”

10. How do you manage direct reports?

Assesses leadership and management skills.

Sample answer:

“I foster a collaborative environment, provide clear guidance, and support professional development. My direct reports would describe me as a mentor who encourages open communication and growth.”

What does a good corporate attorney candidate look like?

A strong Corporate Attorney candidate should possess extensive knowledge of corporate law, with proven experience in handling transactions, litigation, and providing sound legal advice. They should demonstrate strong analytical and negotiation skills, ethical judgment, and the ability to clearly communicate complex legal concepts.

A good candidate is also adept at managing client relationships and has a track record of successfully handling legal disputes and advising on various corporate matters. Leadership skills and the ability to mentor junior staff are important, as well as the ability to adapt to the changing needs of a corporate legal environment.

Red flags

Red flags for a Corporate Attorney candidate include a lack of clear understanding of corporate law principles or limited practical experience in key areas such as transaction negotiation or litigation. Ethical concerns, such as hesitancy to discuss how they handled conflict of interest situations or reluctance to refuse legally risky requests, are major warning signs.

Poor communication skills, inability to manage a team effectively, and a lack of solid references from previous clients or direct reports may also indicate that the candidate is not well-suited for the role.

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Corporate purchasing policy template https://resources.workable.com/corporate-purchasing-policy-template Fri, 08 Dec 2023 13:01:34 +0000 https://resources.workable.com/?p=92268 This template will help HR professionals create a purchasing policy that aligns with their organization’s goals and objectives. It covers essential aspects such as approved suppliers, price negotiation, and documentation requirements, thereby ensuring that all purchases are made in a consistent and ethical manner. A corporate purchasing policy should include the following: Approved supplier list: […]

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This template will help HR professionals create a purchasing policy that aligns with their organization’s goals and objectives. It covers essential aspects such as approved suppliers, price negotiation, and documentation requirements, thereby ensuring that all purchases are made in a consistent and ethical manner.

A corporate purchasing policy should include the following:

  1. Approved supplier list: A list of authorized suppliers that have been vetted and are qualified to provide goods and services to the organization. This helps ensure that the organization is working with reputable suppliers and can negotiate better prices due to the volume of business.
  2. Price negotiation guidelines: Guidelines on how to negotiate prices with suppliers, including when and how to use market research to determine fair market value, how to evaluate supplier bids, and how to negotiate contract terms and pricing.
  3. Documentation requirements: Clear guidelines on the documentation required for purchases, including purchase orders, invoices, and receipts. This ensures that all purchases are accurately recorded and accounted for.

It is important to have a corporate purchasing policy in place to avoid fraud and abuse of company resources. Without a policy, employees may make unauthorized purchases or negotiate unfavorable deals, leading to financial losses for the organization.

Additionally, a policy helps ensure that the organization is working with reputable suppliers who can provide high-quality goods and services.

Step-by-step instructions on how to write your own corporate purchasing policy

1. Review existing policies: Research and review existing purchasing policies from other organizations to get a sense of best practices and what to include in your policy.
2. Identify key stakeholders: Identify key stakeholders in the purchasing process, such as procurement managers, financial officers, and department heads, and get their input on what should be included in the policy.
3. Determine approved suppliers: Determine which suppliers are approved to provide goods and services to the organization. This can involve researching suppliers and evaluating their reputation, quality of goods and services, and pricing.
4. Establish price negotiation guidelines: Establish guidelines on how to negotiate prices with suppliers. This can involve researching market rates, evaluating supplier bids, and determining the best negotiation strategies.
5. Define documentation requirements: Define the documentation requirements for purchases, including purchase orders, invoices, and receipts. This ensures that all purchases are accurately recorded and accounted for.
6. Include ethical guidelines: Include ethical guidelines that ensure employees act in the best interest of the organization and avoid conflicts of interest or fraud.
7. Review and revise: Review and revise the policy regularly to ensure it remains relevant and effective.
Sample corporate purchasing policy template:
[Organization name]

Purchasing policy template

1. Introduction

This purchasing policy outlines the guidelines and procedures for making purchases on behalf of [organization name]. It is designed to ensure that all purchases are made in a consistent and ethical manner, aligning with the organization’s goals and objectives.

2. Approved suppliers

The following suppliers are approved to provide goods and services to [organization name]:
[List of approved suppliers]

3. Price negotiation guidelines

All purchases must be negotiated in accordance with the following guidelines:
a. Market research: Conduct market research to determine fair market value before negotiating with suppliers.
b. Supplier bids: Evaluate supplier bids based on factors such as quality, price, and delivery time.
c. Contract terms and pricing: Negotiate contract terms and pricing that are favorable to the organization.

4. Documentation requirements

The following documentation is required for purchases:
a. Purchase orders: All purchases must be made using a purchase order that includes the supplier’s name, item(s) being purchased, quantity, price, and delivery date.
b. Invoices: All invoices must be reviewed and approved by the appropriate department head before payment is made.
c. Receipts: All receipts must be reconciled with the purchase order and invoice to ensure accuracy.

5. Ethical guidelines

Employees must act in the best interest of the organization and avoid conflicts of interest or fraud. The following guidelines must be followed:
a. Gifts and entertainment: Employees must not accept gifts or entertainment from suppliers that exceed $50 in value.
b. Confidentiality: Employees must maintain the confidentiality of all supplier negotiations and not disclose any information that could harm the organization’s interests.
c. Personal interests: Employees must not purchase goods or services for personal use or benefit.

6. Policy review and revision

This policy will be reviewed and revised annually, or as needed, to ensure it remains relevant and effective. All revisions must be approved by the [insert appropriate person/department]

Disclaimer: This policy template is meant to provide general guidelines and should be used as a reference. It may not take into account all relevant local, state or federal laws and is not a legal document. Neither the author nor Workable will assume any legal liability that may arise from the use of this policy.

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4 real-life school nurse interview questions https://resources.workable.com/school-nurse-interview-questions Fri, 08 Dec 2023 13:46:19 +0000 https://resources.workable.com/?p=92275 These retail school nurse interview questions are directly sourced from real hiring managers and they are ready to use. Make sure that you are interviewing the best school nurse candidates. Sign up for Workable’s 15-day free trial to hire better, faster. 4 good school nurse interview questions Do you have experience in seizure protocol? What would […]

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These retail school nurse interview questions are directly sourced from real hiring managers and they are ready to use.

nurse job description

Make sure that you are interviewing the best school nurse candidates. Sign up for Workable’s 15-day free trial to hire better, faster.

4 good school nurse interview questions

  1. Do you have experience in seizure protocol? What would be your first step if you were called and a student was having a seizure?
  2. What are hyperglycemia and hypoglycemia? What are the treatments for each?
  3. How would you assess a student that fell and hit their head? How do you assess for a concussion?
  4. If a student is having anaphylaxis, what medication would you provide?

Here are 4 interview questions with sample answers, based on real hiring managers, to help you identify the best candidates for this role.

1. Do you have experience in seizure protocol?

Assesses familiarity and experience with seizure management.

Sample answer:

“Yes, I have managed several seizures in a school setting. My first step is to ensure the student’s safety by moving any nearby objects that could cause injury. I then gently guide the student to the ground, placing something soft under their head and turning them on their side to keep the airway clear.

“Timing the seizure is crucial for medical documentation. I avoid restraining them but stay close to monitor their condition. Once the seizure ends, I check for injuries, comfort the student, and call for medical assistance if the seizure lasts more than five minutes or if the student has difficulty recovering.”

2. What are hyperglycemia and hypoglycemia? What are the treatments for each?

Evaluates understanding of managing diabetes-related emergencies.

Sample answer:

“Hyperglycemia, or high blood sugar, can occur in diabetic students, often due to missed medication, overeating, or illness. The treatment involves administering insulin as prescribed and encouraging the student to drink water to help lower blood sugar levels.

“Hypoglycemia, or low blood sugar, can be more immediately dangerous. Symptoms include dizziness, sweating, and confusion. I would treat it by providing a quick source of sugar, like juice or glucose tablets, and continue monitoring the student. If there’s no improvement, I would seek further medical attention.”

3. How would you assess a student that fell and hit their head?

Probes into concussion assessment skills.

Sample answer:

“For a student who has fallen and hit their head, I would first ensure there’s no immediate danger, like unresponsiveness or severe bleeding. I would then conduct a thorough assessment, asking about their symptoms, such as headaches, nausea, or dizziness, and observe for signs of confusion, balance issues, or memory loss. If a concussion is suspected,

“I would immediately inform the parents and recommend a medical evaluation. In the meantime, I would advise the student to rest and avoid activities that could worsen their condition.”

4. If a student is having anaphylaxis, what medication would you provide?

Checks knowledge of emergency allergy response.

Sample answer:

“In the case of anaphylaxis, the most immediate and effective treatment is the administration of epinephrine, typically through an auto-injector like an EpiPen, which I would administer as soon as possible. After administering epinephrine, I would call emergency services and monitor the student’s breathing and pulse.

“Keeping the student calm and laying them flat with their legs elevated can help manage shock. I would also check for a medical ID and inform emergency responders of any known allergies the student has.”

What does a good school nurse candidate look like?

An ideal School Nurse candidate should be experienced in pediatric nursing and possess comprehensive knowledge of first aid, emergency care, and chronic illness management. They should demonstrate empathy, patience, and effective communication skills to interact with children and adolescents.

The ability to collaborate with school staff and parents, and to educate students on health-related topics is also crucial. Staying calm under pressure and being organized are key attributes, as school nurses often handle multiple health issues simultaneously.

Red flags

Red flags for a School Nurse candidate include a lack of specific pediatric or school-based experience, poor communication skills, and an inability to articulate clear responses to emergency scenarios. Hesitation or discomfort in handling common school health issues like allergies, diabetes, or head injuries is concerning.

A candidate who lacks empathy or seems overwhelmed by the multifaceted nature of the role may struggle in a school environment.

 

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Position elimination policy template https://resources.workable.com/position-elimination-policy-template Wed, 06 Dec 2023 13:50:13 +0000 https://resources.workable.com/?p=92261 This template will provide a clear and consistent approach for HR professionals to follow when eliminating positions within their organization. It will help ensure that all necessary steps are taken, such as notifying affected employees and providing severance packages when appropriate. Additionally, it will help ensure that the organization complies with all relevant laws and […]

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This template will provide a clear and consistent approach for HR professionals to follow when eliminating positions within their organization.

It will help ensure that all necessary steps are taken, such as notifying affected employees and providing severance packages when appropriate. Additionally, it will help ensure that the organization complies with all relevant laws and regulations regarding position eliminations.

What is a position elimination policy?

A position elimination policy is a set of guidelines that outline the process for eliminating positions within an organization. It is designed to ensure that the process is carried out fairly, consistently, and in accordance with relevant laws and regulations. The policy should include information on the circumstances under which positions may be eliminated, the steps that will be taken to notify affected employees, and any severance packages or other support that will be provided.

A position elimination policy should include:

  1. A clear explanation of the circumstances under which positions may be eliminated, such as restructuring, financial difficulties, or a change in business needs.
  2. A description of the steps that will be taken to notify affected employees, including timelines and communication channels.
  3. Information on any severance packages or other support that will be provided to affected employees.
  4. A process for appealing position eliminations, including timelines and the person or people responsible for reviewing appeals.

Why is it important to have a position elimination policy?

A position elimination policy is important because it helps ensure that the process of eliminating positions is carried out fairly and consistently. It also helps ensure that affected employees are treated with respect and provided with the support they need during a difficult time. Additionally, a clear policy can help minimize the risk of legal disputes and reputational damage.

Step-by-step instructions for writing your own position elimination policy

1. Review relevant laws and regulations: Before you start writing your policy, it’s important to review relevant laws and regulations in your jurisdiction to ensure that your policy complies with them.
2. Identify the types of positions that may be eliminated: Consider the types of positions that may be eliminated within your organization and the circumstances under which they may be eliminated.
3. Determine the steps for notifying affected employees: Decide how you will notify affected employees, including the method of communication, the timeline for notification, and who will be responsible for delivering the news.
4. Decide on severance packages or other support: Consider what support you will offer affected employees, such as severance packages, outplacement services, or career counseling.
5. Establish an appeals process: Determine who will be responsible for reviewing appeals and the timeline for submitting an appeal.
6. Review and revise: Once you have a draft of your policy, review it carefully to ensure that it is clear, consistent, and compliant with relevant laws and regulations. Revise as necessary.

Position elimination policy template

[Organization name]

Position elimination policy

1. Purpose

The purpose of this policy is to outline the process for eliminating positions within [organization name].

2. Scope

This policy applies to all positions within [organization name].

3. Circumstances for position elimination

Positions may be eliminated due to restructuring, financial difficulties, or a change in business needs.

4. Notification process

Affected employees will be notified in writing by their manager or HR representative. The notification will include the reason for the position elimination, the effective date, and any severance packages or other support that will be provided.

5. Severance packages

Severance packages will be provided to affected employees in accordance with [organization name]’s severance policy.

6. Appeals process

Affected employees may submit an appeal in writing to the HR department within 14 days of receiving notification. The appeal will be reviewed by the HR manager and a response will be provided within 14 days.

7. Effective date

This policy is effective as of [date] and supersedes all previous position elimination policies.

Disclaimer: This policy template is meant to provide general guidelines and should be used as a reference. It may not take into account all relevant local, state or federal laws and is not a legal document. Neither the author nor Workable will assume any legal liability that may arise from the use of this policy.

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Addressing bias and privacy challenges when using AI in HR https://resources.workable.com/tutorial/addressing-bias-and-privacy-challenges-when-using-ai-in-hr Thu, 07 Dec 2023 21:27:23 +0000 https://resources.workable.com/?p=92252 Rapid developments in AI are changing many industries, with human resources being no exception. The rise of AI in HR brings promise and complexity, with AI helping HR departments find talent faster and streamline hiring. However, the possibilities offered by AI aren’t simple and come with challenges – with bias and privacy being standout issues. […]

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Rapid developments in AI are changing many industries, with human resources being no exception. The rise of AI in HR brings promise and complexity, with AI helping HR departments find talent faster and streamline hiring.

However, the possibilities offered by AI aren’t simple and come with challenges – with bias and privacy being standout issues.

AI can mimic human biases as seen in Amazon in the past, sometimes amplifying them, potentially compromising fair hiring practices. At the same time, it handles vast amounts of private data, meaning the line between ethical and efficient use of AI can often blur.

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Here, we discuss bias and privacy as dual challenges of AI in HR and how we can address these issues.

Understanding the challenges

Bias in AI

AI systems learn from historical data. This data generally contains human decisions and, therefore, human prejudices and biases.

Thus, designs trained on biased data will inadvertently perpetuate existing biases.

For instance, an AI tool used for resume screening may prefer resumes with names traditionally perceived as male if the data reflects a historical hiring bias against females.

To give a concrete example of how AI can exhibit gender bias, consider the use of AI for evaluating job applications. If previous selections were biased towards a particular demographic, the AI could replicate this trend, disadvantaging equally qualified candidates from other demographics.

The consequences are significant: talented individuals might never reach the interview stage solely based on AI-recommended shortlisting that echoes historical biases.

But this concern goes beyond fairness, as businesses also miss opportunities to hire potentially “better candidates” while enriching their workforce diversity and, consequently, their output and productivity.

Privacy concerns

The privacy issues surrounding AI in HR are multifaceted.

On one level, candidate data is collected and handled during the recruitment process. AI can help screen personal histories, social media profiles, and other data points to evaluate candidates’ suitability for a role.

While this can be incredibly efficient, it also risks collecting too much information or using it in ways that candidates did not consent to.

On another level, in the workplace, AI systems can monitor employee performance and predict future behaviors. Such systems can analyze communication patterns, work outputs, and other personal metrics. While there are benefits here for organizational insights, there is the real and often imminent threat of crossing the line into “surveillance,” leading to an internal culture of mistrust and apprehension.

Each instance of privacy overreach by AI can harm employee confidence and lead to a backlash against AI tools, not to mention potential legal issues. Companies must, therefore, be vigilant, ensuring that their AI-driven HR technologies are designed and implemented with the strictest data privacy standards in mind.

It’s a complex balancing act between leveraging AI for its undeniable benefits and respecting the privacy of individuals. This balance is critical to AI’s sustainable and ethical use in human resources.

Given these challenges, organizations looking to leverage AI in their HR processes must consider how to address bias and protect privacy.

Addressing bias

Tackling bias in AI requires a dual-pronged strategy.

Organizations using AI in HR must train their AI with data collected fairly and responsibly. Equally important is the need for clarity in the AI’s decision-making processes, ensuring that the algorithms are practical but also transparent and understandable.

Data collection and processing

The data on which AI systems run is pivotal. It’s the foundation upon which AI’s decisions are made. If the data reflects biases, so will AI’s decisions. Organizations must start at the source – unbiased data collection and processing to combat this.

This means gathering data from various sources and ensuring it represents all facets of the population. It also involves regular audits to check for and correct biases that may have crept into datasets.

Organizations can mitigate bias in their AI data by diversifying data collection teams and employing algorithms designed to identify and reduce discrimination. For example, some major companies, including Google, HSBC, and the BBC, have successfully implemented ‘blind recruitment’ practices, using AI to anonymize applications, thus focusing on skills and experience rather than demographic characteristics.

Case studies from organizations like IBM show that seeking diverse datasets and employing fairness checks leads to fairer AI outcomes. Thus, a commitment to designing as unbiased AI as possible clearly benefits the hiring process and contributes to a more inclusive workplace culture.

Algorithm transparency

Transparency in AI algorithms is yet another vital consideration in handling bias. First, organizations must understand how AI makes decisions before being able to trust its outcomes. Unfortunately, the secretive nature of many AI systems can obscure their decision-making processes, which means organizations need transparent and open algorithms.

Methods to increase transparency include developing AI with explainable AI (XAI) principles in mind, where humans can understand the AI’s decision-making process. Another method is algorithmic auditing, where third parties review and assess AI systems for fairness and bias.

However, implementing transparency is challenging. It requires a delicate balance between revealing enough about the algorithms to ensure fairness and not compromising proprietary technology or data security.

Additionally, increased transparency doesn’t always lead to increased fairness, as it also depends on the quality and diversity of the training data and the intentions of those interpreting the algorithm’s outcomes.

Protecting privacy

Data protection policies

Robust data protection policies are foundational for protecting privacy in AI-facilitated HR processes. However, as Wojciech Wiewiórowski, the European Data Protection Supervisor, points out, “the biggest challenge is to get to know and understand for which purposes data are collected.”

With this in mind, one suggestion is for organizations to employ the concepts of purpose limitation and data minimization, which means only very specific types of data are collected for specific, well-defined purposes and only when necessary to execute that purpose.

Furthermore, this minimal data must also be encrypted and anonymized. This transforms sensitive data into unreadable code while protecting it from unauthorized access and also removes personal identifiers from datasets to preserve individual privacy.

Employee consent and control

Informed consent is a critical aspect of protecting employee data privacy. Organizations must be transparent in communicating the extent and purpose of data collection, ensuring all employees understand and agree to it.

Mechanisms for employee control over their data, such as data access and correction rights, also help to empower employees to have a say in their data lifecycle.

Future trends

AI in HR is expected to evolve with a stronger emphasis on ethical AI practices. Innovative solutions – such as purpose limitation and data minimization, are emerging to tackle bias and privacy challenges, as legislation such as the GDPR will influence future development.

These trends emphasize an AI-enhanced HR landscape prioritizing technological advancement and individual rights protection.

Furthermore, as AI becomes more integrated into HR practices, it’s poised to become more responsible and transparent.

Organizations can expect to see new business intelligence tools that provide more precise insights into AI decisions, making it easier to identify and correct biases.

Privacy protections will also be enhanced, with more sophisticated data handling protocols that give employees greater control over their information. Legislation will continue to guide these advancements, ensuring that as HR systems become more competent, they also adhere to ethical standards.

The ultimate goal is a seamless integration of AI in HR that supports more innovative hiring, unbiased evaluation and respects data privacy.

Choosing the right AI tool for HR

Selecting the right AI tool for human resources is pivotal for modern businesses. It involves evaluating the tool’s features and ensuring it aligns with organizational needs and values.

Evaluation criteria

When it comes to choosing an AI tool for HR, there are several critical criteria that organizations should consider. These criteria ensure that the tool meets immediate needs and aligns with long-term strategic goals.

1. Data security and compliance

This ensures the tool aligns with legal standards, protecting the company from legal risks. Organizations can check for compliance by reviewing the tool’s data handling policies and seeking certifications like ISO.

2. Scalability

A scalable tool can accommodate growth without a drop in performance. Evaluate this by checking the tool’s history with larger clients or testing its performance under increased loads.

3. Customization and flexibility

Customization ensures the tool fits unique business needs. Organizations can assess this by requesting demos or pilot programs demonstrating the tool’s adaptability.

4. User experience

A tool with an intuitive interface promotes higher adoption rates. Conduct user testing sessions to gauge ease of use.

5. Integration capabilities

Seamless integration of AI with existing systems enhances efficiency and supercharges productivity. This can be evaluated by checking for existing integrations or API availability.

6. Analytics and reporting

Quality analytics enable better decision-making. Examine the depth and relevance of the analytics provided during product demos.

Implementation strategies

Successfully implementing an AI tool in HR requires careful planning and execution. It’s more than choosing the right tool; it’s about ensuring effective integration into the organization’s HR processes.

1. Pilot testing

Conducting a pilot allows for a risk-free evaluation of the tool’s fit. Start with a small, controlled group before a full roll-out.

2. Feedback mechanism

Regular feedback helps refine the tool. Implement surveys or focus groups to gather user insights. Tools like Usersnap can assist here.

3. Data governance

Establishing clear data governance rules ensures ethical data use. Develop a data policy that outlines how data will be used and protected.

4. Change management

Proper change management eases the transition. This includes staff training sessions and clear communication about the changes.

5. Performance metrics

Defining success metrics helps measure the tool’s impact. Decide on key performance indicators (KPIs) related to HR functions to track progress. Using insights from your employee engagement software is very helpful here.

These steps and considerations ensure that the AI tool aligns well with the organization’s HR needs and supports its long-term goals.

Integrating ethical AI in HR

Integrating ethical AI in HR is a multifaceted process that begins with developing and implementing AI ethics policies. These policies should outline the organization’s commitment to fair and responsible AI use, including how AI decisions are made and reviewed. Involving diverse stakeholders in policy creation is crucial to ensure comprehensive perspectives.

Employee training and awareness programs are equally important. These programs educate staff on the ethical use of AI in HR, raising awareness about potential biases and the importance of data privacy. Regular training sessions help create a culture of ethical AI usage.

Monitoring and evaluation mechanisms form the final pillar. These mechanisms involve regularly assessing the AI tools in use, ensuring they adhere to ethical guidelines and not inadvertently introducing biases.

Regular audits, feedback loops, and performance reviews of AI systems provide continuous alignment with ethical standards. This proactive approach helps adapt to new challenges and evolving legal and ethical frameworks in AI.

The takeaway

Integrating AI into HR represents a significant step forward in managing and enhancing human resources.

Organizations can navigate this new landscape effectively by prioritizing ethical AI practices, robust evaluation criteria, and comprehensive implementation strategies.

Tools like Workable stand out as exemplary options, offering advanced features that align with ethical standards, ease of integration, and substantial support and training. As HR continues to evolve with AI advancements, choosing a tool like Workable can be pivotal, ensuring a balance between technological innovation and protecting employee rights and data privacy.

Irina Maltseva is a Growth Lead at Aura and a Founder at ONSAAS. For the last seven years, she has been helping SaaS companies to grow their revenue with inbound marketing. At her previous company, Hunter, Irina helped 3M marketers to build business connections that matter. Now, at Aura, Irina is working on her mission to create a safer internet for everyone.

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34 real-life nanny interview questions https://resources.workable.com/nanny-interview-questions Thu, 07 Dec 2023 14:07:31 +0000 https://resources.workable.com/?p=92242 These nanny interview questions are directly sourced from real hiring managers and they are ready to use. Make sure that you are interviewing the best nanny candidates. Sign up for Workable’s 15-day free trial to hire better, faster. 34 good nanny interview questions Why did you choose a nannying career? What do you enjoy most about […]

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These nanny interview questions are directly sourced from real hiring managers and they are ready to use.

nanny interview questions

Make sure that you are interviewing the best nanny candidates. Sign up for Workable’s 15-day free trial to hire better, faster.

34 good nanny interview questions

  1. Why did you choose a nannying career?
  2. What do you enjoy most about being a nanny? What do you enjoy least about being a nanny?
  3. What makes you a good nanny?
  4. Why do you prefer to be a nanny in someone’s home (versus working in a day care center or other childcare environment)?
  5. Do you read books? What kind?
  6. Given our children’s ages, what areas of development would you focus on?
  7. What are your favorite activities to do with children?
  8. How would you occupy our children during the day?
  9. What kind of food would you cook for our children?
  10. How would you approach planning menus and buying the food?
  11. What is your approach to discipline overall?
  12. What would you do with a child that threw a tantrum in the middle of a shop?
  13. How do you teach children good manners?
  14. What would you do if a child was choking?
  15. When did you last update your first aid training?
  16. How do you ensure you are not late arriving to work?
  17. What safety certifications do you have?
  18. How do your roles/responsibilities change as the child gets older?
  19. What is your communication style with the parents? How often do you communicate with them throughout the day? Do you keep a log?
  20. Do you travel with the family? Will you work weekends or occasional overnight stays?
  21. When do you think it would be appropriate for a nanny to make personal phone calls during work?
  22. What are the most challenging parts of working with children?
  23. Did any of the families you’ve worked for previously have pets? Were you responsible for the pets at all?
  24. Have you developed a network of other nannies for play dates, etc.? How do you do this?
  25. Do you feel comfortable arranging playdates? How would you set them up?
  26. What other responsibilities (outside of caring for the child and doing the child’s laundry) are you comfortable taking on?
  27. Have you worked with other household staff before (e.g., housekeeper, dog walker)?
  28. How would you care for a sick child?
  29. How would you keep my child safe in public? At home?
  30. Have you ever worked for parents that work from home? Are you comfortable with that? What pros and cons do you see with that?
  31. Are you comfortable having the child’s grandparents visit?
  32. What is your childcare philosophy?
  33. How do you nurture a child?
  34. How do you build independence in a child?

1. Why did you choose a nannying career?

Explores motivation for choosing the profession.

Sample answer:

“I chose nannying because I have a passion for working with children and contributing to their growth and development. It’s rewarding to see them learn and grow under my care.”

2. What do you enjoy most about being a nanny? What do you enjoy least?

Inquires about what aspects of the job they find most fulfilling.

Sample answer:

“I love creating a bond with the children and being part of their development. Engaging in educational play and watching them reach new milestones is incredibly fulfilling. The least enjoyable part can be managing behavioral issues, but I view these challenges as opportunities to help children learn and grow.”

3. What makes you a good nanny?

Evaluates their self-perception of strengths in nannying.

Sample answer:

“I believe my patience, creativity, and strong understanding of child development make me a good nanny. I’m also adaptable and can effectively communicate with both children and parents.”

4. Why do you prefer to be a nanny in someone’s home?

Description: Looks into their preference for the work environment.

Sample answer:

“I prefer being a nanny in a home environment because it allows for more personalized care. I can tailor activities to each child’s interests and needs, which is more challenging in a daycare setting.”

5. Do you read books? What kind?

Explores interests that might be shared with the children.

Sample answer:

“Yes, I enjoy reading a variety of books, especially children’s literature. I find that storytelling is a great tool for engaging children’s imaginations.”

6. Given our children’s ages, what areas of development would you focus on?

Assesses knowledge of age-appropriate developmental focus.

Sample answer:

“For toddlers, I focus on language development and motor skills through interactive play and storytelling. For older children, I encourage cognitive development with educational games and activities.”

7. What are your favorite activities to do with children?

Looks into their ability to engage children in activities.

Sample answer:

“I love organizing arts and crafts, outdoor adventures, and educational games. These activities are not only fun but also help in developing various skills.”

8. How would you occupy our children during the day?

Probes into daily planning and activity organization.

Sample answer:

“I plan a balanced schedule that includes physical activities, quiet time, educational play, and rest. I ensure activities are age-appropriate and align with the parents’ preferences.”

9. What kind of food would you cook for our children?

Inquires about culinary skills and knowledge of child nutrition.

Sample answer:

“I focus on nutritious, balanced meals that are kid-friendly. I like to incorporate a variety of fruits, vegetables, and proteins, making sure to consider any dietary restrictions.”

10. How would you approach planning menus and buying the food?

Evaluates organizational skills in meal planning.

Sample answer:

“I plan weekly menus based on nutritional needs and preferences of the children. I create a shopping list to ensure all necessary ingredients are purchased, keeping within any budgetary guidelines set by the parents.”

11. What is your approach to discipline overall?

Inquires about discipline philosophy and techniques.

Sample answer:

“My approach to discipline is consistent and fair. I set clear boundaries and communicate expectations. I believe in positive reinforcement and use time-outs only when necessary.”

12. What would you do with a child that threw a tantrum in the middle of a shop?

Tests ability to handle challenging behavior in public.

Sample answer:

“I would remain calm and remove the child from the situation if possible. I’d acknowledge their feelings and talk through the issue once they’ve calmed down, using it as a learning opportunity.”

13. How do you teach children good manners?

Probes into methods of instilling positive behaviors.

Sample answer:

“I teach good manners by example and consistent reinforcement. I use everyday situations as opportunities to demonstrate and explain polite behavior, like saying ‘please’ and ‘thank you.'”

14. What would you do if a child was choking?

Description: Assesses knowledge of emergency procedures.

Sample answer:

“If a child was choking, I would perform the Heimlich maneuver for children, and call emergency services immediately. Ensuring the child’s airway is clear is my first priority.”

15. When did you last update your first aid training?

Checks for current knowledge in first aid.

Sample answer:

“I updated my first aid training six months ago. I ensure my certifications are always current to be prepared for any emergencies.”

16. How do you ensure you are not late arriving to work?

Evaluates punctuality and time management.

Sample answer:

“I always plan ahead and account for possible delays. Being punctual is important to me, so I aim to arrive a little early to be prepared for the day.”

17. What safety certifications do you have?

Confirms qualifications in child safety.

Sample answer:

“I am certified in CPR, first aid, and child safety. I regularly attend refresher courses to keep my skills and knowledge up-to-date.”

18. How do your roles/responsibilities change as the child gets older?

Assesses adaptability to the evolving needs of children.

Sample answer:

“As children grow, my focus shifts from basic care to more educational and developmental activities. I incorporate age-appropriate learning and independence-building activities.”

19. What is your communication style with the parents?

Assesses communication and reporting skills.

Sample answer:

“I believe in open and honest communication with parents. I provide daily updates and keep a log of activities, meals, and any significant events. I’m available for regular check-ins throughout the day if needed.”

20. Do you travel with the family? Will you work weekends or occasional overnight stays?

Inquires about flexibility and availability for extended duties.

Sample answer:

“I am open to traveling with the family and can work weekends or overnight stays as required. My priority is to ensure continuity of care for the children.”

21. When is it appropriate to make personal phone calls during work?

Evaluates professionalism and understanding of work boundaries.

Sample answer:

“I make personal calls only during breaks or emergencies. While on duty, my focus is entirely on the children’s care and safety.”

22. What are the most challenging parts of working with children?

Explores understanding of the complexities of childcare.

Sample answer:

“Managing behavioral issues can be challenging. It requires patience, understanding, and the ability to calmly guide children towards positive behaviors.”

23. Did any families you’ve worked for have pets?

Checks experience in managing additional responsibilities.

Sample answer:

“Yes, one family had a dog. I was responsible for feeding and walking the pet along with caring for the children.”

24. Have you developed a network of other nannies for playdates?

Assesses community engagement and resourcefulness.

Sample answer:

“I have connected with other nannies in the area to arrange playdates, which I organize through local community groups and social media platforms.”

25. Do you feel comfortable arranging playdates?

Inquires about social coordination skills.

Sample answer:

“Absolutely. I arrange playdates considering the children’s interests and age groups. I ensure safety and supervise interactions to foster social skills.”

26. What other responsibilities are you comfortable taking on?

Determines willingness to perform additional tasks.

Sample answer:

“Besides childcare and laundry, I’m comfortable with meal preparation, light housekeeping related to the child, and running errands as needed.”

27. Have you worked with other household staff before?

Checks experience in a collaborative home environment.

Sample answer:

“Yes, I’ve worked alongside housekeepers and gardeners. I believe in clear communication and coordination to maintain a smooth household operation.”

28. How would you care for a sick child?

Evaluates knowledge of basic healthcare.

Sample answer:

“I monitor symptoms, ensure the child is comfortable, administer medication if authorized, and keep parents informed. If symptoms worsen, I seek medical advice.”

29. How would you keep my child safe in public and at home?

Assesses understanding of child safety.

Sample answer:

“In public, I maintain constant supervision and teach children about safety. At home, I ensure the environment is childproof and hazards are minimized.”

30. Have you ever worked for parents that work from home? Are you comfortable with that? What pros and cons do you see with that?**

Probes adaptability to different working environments.

Sample answer:

“I have worked for families where parents worked from home. I’m comfortable with this arrangement. A pro is the availability of parents for immediate decisions, but a con can be children seeking parents during work hours, which requires careful handling.”

31. Are you comfortable having the child’s grandparents visit?

Assesses adaptability to family dynamics.

Sample answer:

“Yes, I welcome grandparents’ visits. It’s important for children to have family bonds. I coordinate with them to maintain the child’s routine and ensure a harmonious environment.”

32. What is your childcare philosophy?

Explores the candidate’s overall approach to childcare.

Sample answer:

“My philosophy centers on creating a nurturing, safe, and stimulating environment for children. I believe in encouraging exploration, creativity, and learning through play.”

33. How do you nurture a child?

Evaluates understanding of emotional and developmental support.

Sample answer:

“I nurture children by providing consistent care, showing affection, and understanding their individual needs. Encouraging positive behavior and offering emotional support are key aspects.”

34. How do you build independence in a child?

Checks strategies for fostering self-reliance in children.

Sample answer:

“I build independence by encouraging children to try new things, make choices, and learn from their experiences. I provide guidance and support while allowing them to explore their abilities.”

What does a good nanny candidate look like?

A good Nanny candidate is someone who combines a deep understanding of child development with a nurturing and patient demeanor. They should be adaptable, proactive, and possess strong communication skills.

The ideal candidate will be comfortable collaborating with parents and other family members, able to manage both routine and unexpected situations effectively, and have a commitment to fostering a safe, educational, and supportive environment for children.

Red flags

Red flags include a lack of enthusiasm for working with children, poor communication skills, and a limited understanding of child development stages. A candidate who is inflexible or uncomfortable with the family’s dynamic, including working with stay-at-home parents or interacting with extended family members, may not be a good fit.

Lack of emergency preparedness, including outdated or no first aid training, is also a major concern.

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7 real-life retail sales representative interview questions https://resources.workable.com/retail-sales-representative-interview-questions Thu, 07 Dec 2023 13:05:54 +0000 https://resources.workable.com/?p=92241 These retail sales representative interview questions are directly sourced from real hiring managers and they are ready to use. Make sure that you are interviewing the best retail sales representative candidates. Sign up for Workable’s 15-day free trial to hire better, faster. 7 good retail sales representative interview questions How do you approach a new client? […]

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These retail sales representative interview questions are directly sourced from real hiring managers and they are ready to use.

store-manager

Make sure that you are interviewing the best retail sales representative candidates. Sign up for Workable’s 15-day free trial to hire better, faster.

7 good retail sales representative interview questions

  1. How do you approach a new client?
  2. How do you get someone to buy more than one item?
  3. How do you manage a fitting room?
  4. Do you know how to check inventory for a specific product?
  5. Have you used a check-out system before?
  6. What do you do if someone tries to shoplift?
  7. How do you manage a difficult customer?

Here are 7 interview questions with sample answers, based on real hiring managers, to help you identify the best candidates for this role.

1. How do you approach a new client?

Assesses customer engagement skills.

Sample answer:

“I approach new clients with a friendly greeting and assess their needs through open-ended questions. Building rapport is key to understanding what they are looking for.”

2. How do you get someone to buy more than one item?

Evaluates upselling and cross-selling techniques.

Sample answer:

“I suggest additional items by understanding their needs and recommending products that complement their primary choice. I focus on how these additional items add value to their purchase.”

3. How do you manage a fitting room?

Probes into organizational skills in a retail setting.

Sample answer:

“I manage fitting rooms by keeping them clean and organized, monitoring the number of items customers take in, and being available for size or style requests.”

4. Do you know how to check inventory for a specific product?

Checks proficiency in inventory management systems.

Sample answer:

“Yes, I’m experienced in using inventory management systems to check product availability. This helps in quickly responding to customer inquiries and restocking needs.”

5. Have you used a check-out system before?

Description: Inquires about experience with point-of-sale systems.

Sample answer:

“I have used various POS systems, which has helped me in efficiently handling transactions, returns, and customer inquiries at checkout.”

6. What do you do if someone tries to shoplift?

Tests understanding of handling theft and store policies.

Sample answer:

“If I suspect shoplifting, I follow store policy, which typically involves informing management or security without confronting the individual directly.”

7. How do you manage a difficult customer?

Assesses conflict resolution and customer service skills.

Sample answer:

“With difficult customers, I remain calm, listen to their concerns, and offer solutions while adhering to store policies. Escalating the issue to management is my last resort.”

What does a good retail sales representative candidate look like?

An ideal Retail Sales Representative should be friendly, approachable, and possess excellent communication skills. They should have a strong customer service orientation, with the ability to understand and respond to customer needs effectively. Familiarity with inventory management, POS systems, and the ability to handle transactions is important.

The candidate should also demonstrate the ability to upsell and handle difficult situations, including potential theft, with tact and in accordance with store policies.

Red flags

Red flags in a Retail Sales Representative candidate include poor communication skills, lack of enthusiasm in customer interaction, and unfamiliarity with basic retail operations like handling a POS system or managing a fitting room.

Inability to articulate how they would handle challenging situations, such as dealing with difficult customers or potential shoplifting, is also concerning. A candidate who shows little interest in product knowledge or lacks initiative in customer engagement may not effectively drive sales.

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5 real-life camera operator interview questions https://resources.workable.com/camera-operator-interview-questions Wed, 06 Dec 2023 14:35:37 +0000 https://resources.workable.com/?p=92239 These camera operator interview questions are directly sourced from real hiring managers and they are ready to use. Make sure that you are interviewing the best camera operator candidates. Sign up for Workable’s 15-day free trial to hire better, faster. 5 good camera operator interview questions What is the difference between aperture, shutter speed, and ISO? […]

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These camera operator interview questions are directly sourced from real hiring managers and they are ready to use.

camera operator job description

Make sure that you are interviewing the best camera operator candidates. Sign up for Workable’s 15-day free trial to hire better, faster.

5 good camera operator interview questions

  1. What is the difference between aperture, shutter speed, and ISO?
  2. What do you feel is the most important skill to have as a camera operator?
  3. Explain a situation where you had to quickly adapt to changes as a video camera operator.
  4. Tell me about a time you were put in an uncomfortable situation as a camera operator and how did you handle the situation?
  5. How do you handle stress and pressure as a camera operator?

Here are 5 interview questions with sample answers, based on real hiring managers, to help you identify the best candidates for this role.

1. What is the difference between aperture, shutter speed, and ISO?

This question tests technical knowledge of camera settings.

Sample answer:

“Aperture controls the lens’ diaphragm size, affecting depth of field. Shutter speed determines how long the sensor is exposed to light, impacting motion blur. ISO measures the sensor’s sensitivity to light, affecting image noise.”

2. What do you feel is the most important skill to have as a camera operator?

This question inquires about the candidate’s perspective on key skills.

Sample answer:

“The most important skill is visual storytelling. Understanding how to compose shots and capture scenes that convey the intended emotion or narrative is crucial in camera operation.”

3. Explain a situation where you had to quickly adapt to changes as a video camera operator.

Assesses adaptability and problem-solving in dynamic environments.

Sample answer:

“During a live event, unexpected weather conditions arose. I quickly adapted by adjusting the camera settings for the changing light and repositioning to protect the equipment, ensuring continuous, high-quality coverage.”

4. Tell me about a time you were put in an uncomfortable situation as a camera operator and how did you handle the situation?

Evaluates the ability to handle challenging situations.

Sample answer:

“Once, I had to shoot in a crowded, chaotic environment. I remained calm, communicated effectively with my team, and focused on getting the shots needed while ensuring the equipment and I stayed safe.”

5. How do you handle stress and pressure as a camera operator?

Probes into the candidate’s stress management techniques.

Sample answer:

“I handle stress by staying organized, preparing thoroughly for each shoot, and keeping a clear head. I focus on the task at hand and maintain open communication with my team.”\

What does a good camera operator candidate look like?

An ideal Camera Operator candidate should have a strong technical understanding of camera equipment and the principles of photography and videography.

They must possess a creative eye for composition and storytelling, coupled with the ability to adapt quickly to changing scenarios and solve problems on the fly.

Good candidates are also calm under pressure, able to handle the physical demands of the role, and have excellent communication skills for effective teamwork. Experience with various types of cameras and production environments is a significant plus.

Red flags

Red flags in a Camera Operator candidate include a lack of technical knowledge about camera settings and operations, poor communication skills, and an inability to provide examples of adapting to challenging scenarios.

Signs of discomfort with the physical demands of the job or a lack of a creative approach to visual storytelling are also concerning.

A candidate who is easily overwhelmed by stress or pressure may struggle in this role, which often requires working in high-pressure and dynamic environments.

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Welder interview questions and answers https://resources.workable.com/welder-interview-questions Wed, 06 Dec 2023 15:00:14 +0000 https://resources.workable.com/?p=92228 This Welder interview questions profile brings together a snapshot of what to look for in candidates with a balanced sample of suitable interview questions. Make sure that you are interviewing the best Welder candidates. Sign up for Workable’s 15-day free trial to hire better, faster. 6 good welder interview questions [Highly suggested by real hiring managers] Do […]

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This Welder interview questions profile brings together a snapshot of what to look for in candidates with a balanced sample of suitable interview questions.

welder interview questions

Make sure that you are interviewing the best Welder candidates. Sign up for Workable’s 15-day free trial to hire better, faster.

6 good welder interview questions

  1. [Highly suggested by real hiring managers] Do you have an American Welding Society (AWS) certificate?
  2. Can you describe the different welding techniques you are proficient in?
  3. How do you maintain safety standards during welding operations?
  4. Describe a complex welding project you have worked on. What were the challenges, and how did you overcome them?
  5. What experience do you have with welding automation technology?
  6. How do you ensure the quality and strength of your welds?

Here are 6 essential interview questions and sample answers to help identify the best candidates for this role.

1. Do you have an American Welding Society (AWS) certificate?

Checks for professional certification that validates the welder’s skills.

Sample answer:

“Yes, I am AWS certified. I completed my certification last year, which has enhanced my understanding and proficiency in various welding techniques.”

2. Can you describe the different welding techniques you are proficient in?

Assesses the range of the candidate’s welding skills.

Sample answer:

“I am proficient in TIG, MIG, and stick welding. Each technique has its unique applications, and I’ve used them in various projects from automotive repair to industrial fabrication.”

3. How do you maintain safety standards during welding operations?

Evaluates the candidate’s commitment to safety in the workplace.

Sample answer:

“Safety is paramount in welding. I always wear protective gear, ensure proper ventilation, and follow all safety protocols to prevent accidents and health hazards.”

4. Describe a complex welding project you have worked on. What were the challenges, and how did you overcome them?

Inquires about hands-on experience in challenging welding tasks.

Sample answer:

“I worked on a custom metal sculpture requiring intricate welding. The challenge was in the precision and aesthetic quality of the welds. Patience, steady hands, and frequent quality checks helped me successfully complete the project.”

5. What experience do you have with welding automation technology?

Probes into the candidate’s familiarity with modern welding technologies.

Sample answer:

“I’ve worked with semi-automated welding systems in my previous role, mainly for repetitive, high-volume tasks. It required me to oversee the process and make adjustments for optimal weld quality.”

6. How do you ensure the quality and strength of your welds?

Tests knowledge of quality assurance in welding.

Sample answer:

“I ensure quality and strength by strictly adhering to welding procedures, properly preparing materials before welding, and conducting post-weld inspections and tests.”

What does a good welder candidate look like?

A competent Welder candidate should have a mix of formal training, such as an AWS certification, and practical experience in various welding techniques. They must demonstrate a strong commitment to safety standards and the ability to produce high-quality, strong welds.

Good candidates are also adaptable, capable of working with traditional and modern welding technologies, and possess problem-solving skills to tackle complex projects. They should have good physical stamina and precision, essential for performing intricate and demanding welding tasks.

Red flags

Red flags in a Welder candidate include a lack of certification or formal training, especially when required for the job. Limited understanding of different welding techniques or safety protocols is concerning, as it can lead to subpar work and safety risks.

Inability to articulate past welding experiences or challenges encountered may indicate a lack of depth in their practical skills. Candidates who are not up-to-date with current welding technologies or show little interest in continuous learning may struggle to adapt to evolving industry standards.

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New LinkedIn premium post options now available https://resources.workable.com/backstage-at-workable/news-and-updates/new-linkedin-premium-post-options-now-available Wed, 06 Dec 2023 21:11:42 +0000 https://resources.workable.com/?p=92221 In addition to Workable’s free posting to 200+ job boards, a new LinkedIn premium post option is now available. Perfect for getting more candidates through LinkedIn (no LinkedIn Recruiter necessary!) and seamless to set up, check out this option under premium job boards when you post your next job with Workable. LinkedIn premium posts surface […]

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In addition to Workable’s free posting to 200+ job boards, a new LinkedIn premium post option is now available. Perfect for getting more candidates through LinkedIn (no LinkedIn Recruiter necessary!) and seamless to set up, check out this option under premium job boards when you post your next job with Workable.

LinkedIn premium posts surface your job to more candidates. Appear more frequently and higher in search results so that your post is one of the first that job seekers see.

  • Ideal for reaching relevant candidates on LinkedIn
  • Fastest and easiest way to boost visibility on LinkedIn
  • Works with LinkedIn Recruiter Lite
  • Using LinkedIn Recruiter? You’re already covered with our robust integration

Simply publish a job in Workable and choose the best timeframe for your premium LinkedIn post. Select from multiple options to get views and applicants. Promote a job for:

  • 10 days
  • 28 days
  • 28 days with timeline ads

With Premium LinkedIn Posts now seamlessly integrated into Workable, you have a powerful tool at your fingertips to supercharge your hiring efforts. It’s all about reaching more candidates, filling your pipeline faster, and reducing your time to fill positions. So, when you’re ready to take your recruiting game to the next level, dive into the world of Premium LinkedIn Posts on Workable and watch your hiring success soar. It’s recruitment made smarter and simpler. Get started today!

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ChatGPT for crisis management: a tool to overcome problems https://resources.workable.com/tutorial/chatgpt-for-crisis-management Tue, 05 Dec 2023 17:12:28 +0000 https://resources.workable.com/?p=92190 The thing about PR crises is that they start from the inside before they grow out of control. PR disasters aren’t just a PR or a marketing problem, they are a company problem. They are delicate and time-sensitive situations that need to be dealt with quickly, and your team member’s contribution to their mitigation and […]

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The thing about PR crises is that they start from the inside before they grow out of control.

PR disasters aren’t just a PR or a marketing problem, they are a company problem. They are delicate and time-sensitive situations that need to be dealt with quickly, and your team member’s contribution to their mitigation and resolution is a reflection on your company as a whole.

HR teams play an important part here, in making sure that the fallout caused by PR crises is kept to a minimum. HR teams bridge the communication between leadership and the rest of the team when the ship is going through troubled waters.

When the headlines start getting nasty and people on TikTok start pointing fingers, HR teams help people not to panic, while the

PR team helps the company to save face and address any wrong-doing, real or perceived.

When things go south, ChatGPT can be a real asset for HR professionals who are scrambling to make sure their team stays calm and doesn’t freak out.

With it, HR teams can help relay important and time-sensitive information to the people who need it, analyze what teams need what support, distribute resources, and provide empathetic responses during times of uncertainty and stress.

This guide will offer tips and advice on how HR teams can use ChatGPT for crisis management, with examples and prompts.

The role of HR in crisis management

As the HR team, it is your job to help make sure that your organization is prepared for times of trouble. When things are turbulent, it is up to you and the rest of your HR team to make sure communication remains open, that core business processes and departments remain operational, and that things slowly but surely return to normal.

Read more: Crisis management in the workplace: the role of HR

Here are some of the responsibilities you and your teammates in HR will face when the company faces a crisis.

1. Planning and preparedness

One of your most important duties is the creation of a Crisis Management Plan (CMP). This plan outlines the protocols and procedures for different worst-case scenarios, including data breaches and natural disasters.

2. Communication

You and your HR team serve as the link between leadership and the rest of the organization. You help people stay calm, and clear-headed, and work as a cohesive team so that things keep headed in the right direction, even when things get messy.

3. Employee wellbeing

It’s on you to make sure your team is still functioning, physically and mentally, during times of upheaval and uncertainty.

4. Legal and ethical compliance

While the rest of the company is working to ensure the business is still running, it’ll be up to you to make sure all the right actions happen swiftly to avoid being the target of lawsuits and irreparable brand damage.

5. Business continuity

Lastly, and most importantly of all, your most important function while the business is facing a crisis is to make sure that the business continues to run smoothly.

That can include onboarding new hires, reassigning roles and responsibilities, redistributing resources where necessary, and downsizing when it’s needed.

Use cases for ChatGPT in crisis management

When you’re the HR point person or the leader of an HR team and the company is facing a crisis situation, you must put out many fires and do it fast.

A lot of things need to happen, quickly. Memos need to go out. Press releases need to be sent to reporters. The legal team needs to approve everything to make sure your company isn’t slapped with a lawsuit.

Using ChatGPT to help you resolve the crisis is so helpful because ChatGPT is so adaptable. ChatGPT can be anything or anyone you want it to be, and it can switch between roles, personas, and tasks at a moment’s notice.

You will have to change hats often during the crisis. ChatGPT can do that as fast as you can.

1. Rapid response and information dissemination

Whistleblower lawsuits and workplace safety controversies happen often enough in the corporate world, and they can add up quickly. The penalties for violating Occupational Safety and Health Administration (OSHA) guidelines can cost your company $15,625 per workplace safety offense.

How do you avoid those lawsuits and fines? Make sure everyone who works at your company knows what the rules are.

Communication is critically important in situations like this, even more than usual. Companies that accepted responsibility for the situation, made a plan and stuck to it, stayed active on social media, and above all kept a dialogue going often come out of crises looking better than if they shut down communication and did nothing.

ChatGPT can be used to help pull data from your internal safety documentation and then help make your external communications.

Example prompt: ChatGPT, summarize the latest safety guidelines for employees

ChatGPT tip: Give ChatGPT the relevant sections from your employee workbook, then ask it to summarize that information for you to include in your team emails.

2. Emotional support

When a crisis happens, people’s jobs are on the line. People are stressed out. They’re anxious. They’re fearful. They’re apprehensive.

As the HR professional at your company, you’re in the best spot to ease nerves and reassure people about the situation.

ChatGPT can help be your health and wellness expert. You can train it to help provide your team with mindfulness resources that can give them needed emotional support. That way, they can ease their frayed nerves and keep their minds clear, so they focus on the difficult and necessary tasks ahead.

Example prompt: My company is facing a data privacy breach crisis. I’m worried about how it’ll affect my job. How can I cope with the stress?

ChatGPT tip: If you notice that your team has been stressed out and fearful about the status of their jobs, ChatGPT can help you come up with stress-management techniques you can then send out in a company-wide email or newsletter.

3. Resource allocation

When the company goes through a crisis, optimal resource allocation is key to resolving it as quickly as possible. You need to identify what departments are best placed to remedy the situation and what they need to do – as quickly as possible.

What ChatGPT does well is sort through large amounts of information and data, anticipate likely outcomes and scenarios, and help you see things from different angles you couldn’t otherwise.

One of the big personnel crises in recent memory was the WeWork scandal that led to CEO Adam Neumann stepping down after overvaluing the company.

Having the CEO leave during a crisis can send your whole team scrambling. Here’s something you can try with ChatGPT so that doesn’t happen to you.

Example prompt: {{Explain the situation and the crisis}}. What teams and departments need immediate assistance?

ChatGPT tip: Give ChatGPT a 1-2 sentence description of the situation you’re dealing with. Then, ChatGPT can help you assess what departments are going to need the most support while the crisis is ongoing.

Example prompt: Now, please generate a resource allocation report for those teams.

ChatGPT tip: Once you have a bead on what departments need help, have ChatGPT direct you to what resources they’re going to need, and work out how to give it to them.

Use ChatGPT for crisis management to save your bacon

Using ChatGPT to help you with your crisis management can help you resolve the situation faster, cleaner, and with less reputational damage. ChatGPT is adaptable and quick, which is what makes it effective for managing a crisis when time is of the essence.

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Stress at work policy template https://resources.workable.com/stress-at-work-policy-template Mon, 04 Dec 2023 16:20:17 +0000 https://resources.workable.com/?p=92182 Implementing a stress at work policy can significantly benefit HR professionals in several ways. Firstly, it helps to reduce absenteeism and turnover rates by creating a positive work environment that supports employee well-being. It promotes open communication between employees and management, fostering a culture of trust and respect. Additionally, it demonstrates the organization’s commitment to […]

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Implementing a stress at work policy can significantly benefit HR professionals in several ways. Firstly, it helps to reduce absenteeism and turnover rates by creating a positive work environment that supports employee well-being.

It promotes open communication between employees and management, fostering a culture of trust and respect.

Additionally, it demonstrates the organization’s commitment to employee welfare, enhancing its reputation as an employer of choice.

What is a stress at work policy

The purpose of this policy is to identify and manage stressors in the workplace, ensuring that employees are able to perform their duties effectively and maintain their physical and mental well-being.

A stress at work policy should include:
1. A clear definition of stress and its impact on employee health and productivity.
2. A statement outlining the organization’s commitment to managing stress and promoting a positive work environment.
3. A detailed process for identifying and reporting stressors in the workplace, including the roles and responsibilities of employees, supervisors, and HR representatives.
4. Procedures for managing stress when it occurs, including referrals to counseling services, flexible work arrangements, or other forms of support.
5. Regular monitoring and evaluation of the policy’s effectiveness, including metrics such as absenteeism rates, employee engagement surveys, and feedback from staff and management.

Step-by-step instructions to create this policy

To develop an effective stress at work policy, follow these steps:

1. Review existing research and guidelines on workplace stress, including resources from reputable organizations such as the World Health Organization (WHO) or the American Psychological Association (APA).
2. Consult with employees and employee representatives to gather their input and perspectives on stressors in the workplace.
3. Identify key stakeholders who will play a role in implementing and enforcing the policy, including HR professionals, supervisors, and members of senior management.
4. Develop a draft policy that incorporates the elements outlined above, tailoring it to your organization’s specific needs and culture.
5. Share the draft policy with relevant stakeholders for review and feedback, making revisions as needed based on their comments.
6. Once finalized, communicate the policy to all employees, ensuring that everyone understands their roles and responsibilities in preventing and managing stress.
7. Provide training and resources to support employees and managers in implementing the policy effectively, such as workshops on time management, communication skills, or stress management techniques.
8. Monitor and evaluate the policy’s effectiveness regularly, using metrics such as absenteeism rates, employee engagement surveys, and feedback from staff and management to identify areas for improvement.

Stress at work policy template

[organization name]:
Stress at Work Policy

Introduction

[Organization name] is committed to providing a healthy and productive work environment for all employees. This policy aims to identify and manage stressors in the workplace, promoting well-being and reducing the risk of work-related stress.

Scope

This policy applies to all employees, contractors, and temporary workers engaged by [organization name]. It covers all work-related activities, including those performed on company premises, during working hours, or while traveling for business purposes.

Responsibilities

Employees are responsible for:

  • Identifying and reporting any stress-related concerns or symptoms to their supervisor or HR representative.
  • Taking proactive steps to manage stress, such as practicing self-care, seeking support from colleagues or professionals, and prioritizing tasks and deadlines.
  • Participating in training and development programs aimed at preventing and mitigating stress.
  • Supervisors are responsible for:
  • Creating a positive work environment that supports employee well-being.
  • Encouraging open communication about stress and related issues.
  • Providing resources and support to help employees manage stress effectively.
  • Reporting any stress-related concerns or incidents to HR for further action.
  • HR representatives are responsible for:
  • Developing and implementing this policy in consultation with employees and senior management.
  • Providing guidance and support to employees and supervisors on managing stress.
  • Monitoring and evaluating the effectiveness of this policy regularly, making adjustments as needed.

Identification and assessment of stressors

[Organization name] recognizes that work-related stress can arise from various sources, including heavy workloads, tight deadlines, lack of resources or support, conflicts with colleagues or management, and personal factors such as health problems or family responsibilities. To identify and assess potential stressors, we will:

  • Conduct regular risk assessments of the workplace, taking into account individual jobs, work environments, and organizational factors.
  • Consult with employees and employee representatives to gather their input and perspectives on stressors in the workplace.
  • Review absenteeism rates, employee engagement surveys, and feedback from staff and management to identify areas for improvement.

Measures to prevent and mitigate stress

To promote a positive work environment and reduce the risk of work-related stress, [organization name] will implement the following measures:

  • Provide training and development programs aimed at improving time management, communication skills, conflict resolution, and stress management techniques.
  • Encourage regular breaks and physical activity during working hours.
  • Offer access to counseling services or employee assistance programs (EAPs) for employees experiencing stress-related concerns or symptoms.
  • Foster open communication between employees and management, encouraging constructive feedback and suggestions for improving work processes and practices.

Reporting and managing stress

Employees who experience stress-related concerns or symptoms should report them to their supervisor or HR representative promptly. We encourage employees to discuss any issues related to stress, including its impact on their work performance, attendance, or well-being. In response, we will:

  • Provide appropriate support and accommodations to help employees manage stress effectively.
  • Refer employees to relevant resources, such as counseling services, flexible work arrangements, or other forms of support.
  • Monitor and review the effectiveness of these interventions regularly, making adjustments as needed.

Monitoring and evaluation

[Organization name] will monitor and evaluate this policy’s effectiveness regularly, using metrics such as absenteeism rates, employee engagement surveys, and feedback from staff and management to identify areas for improvement. We will update the policy periodically to reflect changes in the workplace or new research findings, ensuring that it remains relevant and effective in promoting a healthy and productive work environment.

Conclusion

By implementing this stress at work policy, [organization name] demonstrates its commitment to creating a positive work environment that supports employee well-being. We believe that by working together, we can reduce the risk of work-related stress and foster a culture of respect, trust, and open communication.

Disclaimer: This policy template is meant to provide general guidelines and should be used as a reference. It may not take into account all relevant local, state or federal laws and is not a legal document. Neither the author nor Workable will assume any legal liability that may arise from the use of this policy.

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Real-life construction foreman interview questions https://resources.workable.com/real-life-construction-foreman-interview-questions Tue, 05 Dec 2023 15:45:13 +0000 https://resources.workable.com/?p=92180 These construction foreman interview questions are directly sourced from real hiring managers and they are ready to use. Make sure that you are interviewing the best construction foreman candidates. Sign up for Workable’s 15-day free trial to hire better, faster. 6 good Construction Foreman interview questions [Highly suggested by real hiring managers] How do you work […]

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These construction foreman interview questions are directly sourced from real hiring managers and they are ready to use.

construction manager interview questions

Make sure that you are interviewing the best construction foreman candidates. Sign up for Workable’s 15-day free trial to hire better, faster.

6 good Construction Foreman interview questions

  1. [Highly suggested by real hiring managers] How do you work with a superintendent?
  2. [Highly suggested by real hiring managers] Can you take orders from the superintendent and give orders to contractors?
  3. How do you ensure safety protocols are followed on site?
  4. Describe your approach to resolving conflicts among team members.
  5. How do you manage project timelines and worker productivity?
  6. What experience do you have with construction technology and software?

Here are 2 interview questions with sample answers, based on real hiring managers, and 4 additional questions to help you identify the best candidates for this role.

1. How do you work with a superintendent?

Assesses the ability to collaborate with higher management.

Sample answer:

“I maintain open and regular communication with the superintendent, ensuring alignment on project goals and updates. I also provide feedback and suggestions based on site observations.”

2. Can you take orders from the superintendent and give orders to contractors?

Evaluates the ability to both follow and give instructions.

Sample answer:

“Absolutely. I respect the chain of command and can effectively implement directions from the superintendent. Similarly, I am confident and clear when directing contractors, ensuring tasks are understood and executed properly.”

3. How do you ensure safety protocols are followed on site?

Inquires about commitment to safety and enforcement strategies.

Sample answer:

“Safety is my top priority. I conduct regular safety briefings, ensure all workers are trained, and monitor compliance with safety protocols. Any violations are addressed immediately.”

4. Describe your approach to resolving conflicts among team members.

Probes conflict resolution skills.

Sample answer:

“I address conflicts promptly through open dialogue, understanding each side, and finding a fair resolution. Maintaining a positive team atmosphere is crucial for me.”

5. How do you manage project timelines and worker productivity?

Checks organizational and leadership skills in managing projects.

Sample answer:

“I set clear deadlines, regularly monitor progress, and adjust workflows as needed. I also motivate the team, ensuring they have the resources and support to be productive.”

6. What experience do you have with construction technology and software?

Explores familiarity with modern construction tools.

Sample answer:

“I am proficient in using construction management software like Procore and AutoCAD. These tools help me in planning, tracking, and reporting project progress.”

What does a good construction foreman candidate look like?

An ideal Construction Foreman candidate should have extensive experience in the construction field, demonstrating a solid understanding of construction processes and techniques.

They must possess excellent leadership and communication skills, with a proven track record of managing teams and coordinating with management effectively. The candidate should be adept at problem-solving, conflict resolution, and ensuring safety on site.

Familiarity with construction software and technology is also a plus, as it aids in efficient project management.

Red flags

Red flags in a Construction Foreman candidate include a lack of leadership experience or poor communication skills, as these are critical for managing teams and liaising with management. Disregard for safety protocols or an inability to articulate how they would enforce safety is concerning.

Limited problem-solving skills or difficulty in managing timelines and productivity can indicate a potential struggle in handling the demands of the role. Lack of familiarity with construction technology could also hinder their effectiveness in modern construction environments.

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5 real-life construction estimator interview questions https://resources.workable.com/construction-estimator-interview-questions Tue, 05 Dec 2023 13:43:24 +0000 https://resources.workable.com/?p=92178 These construction estimator interview questions are directly sourced from real hiring managers and they are ready to use. Make sure that you are interviewing the best construction estimator candidates. Sign up for Workable’s 15-day free trial to hire better, faster. 5 good construction estimator interview questions Can you handle the tedious nature of the construction estimator? […]

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These construction estimator interview questions are directly sourced from real hiring managers and they are ready to use.

construction estimator job description

Make sure that you are interviewing the best construction estimator candidates. Sign up for Workable’s 15-day free trial to hire better, faster.

5 good construction estimator interview questions

  1. Can you handle the tedious nature of the construction estimator?
  2. Are you detail-oriented?
  3. Are you a problem solver?
  4. Tell me about a problem that you were able to solve.
  5. If you were to construct a building, tell me how you’d address a problem.

Here are 5 interview questions with sample answers, based on real hiring managers, to help you identify the best candidates for this role.

1. Can you handle the tedious nature of the construction estimator?

Assesses the candidate’s ability to manage repetitive and detailed tasks.

Sample answer:

“Absolutely. I thrive on the meticulous nature of estimation work. My experience has taught me to stay focused and accurate even with repetitive tasks.”

2. Are you detail-oriented?

Evaluates the candidate’s attention to detail, crucial for accurate estimations.

Sample answer:

“Yes, I am. In my previous role, my attention to detail helped in identifying discrepancies in project specifications, preventing costly errors.”

3. Are you a problem solver?

Inquires about the candidate’s ability to address and resolve issues.

Sample answer:

“Yes, problem-solving is one of my strengths. I often use analytical thinking to find solutions to complex estimation challenges.”

4. Tell me about a problem that you were able to solve.

Seeks evidence of the candidate’s problem-solving skills in action.

Sample answer:

“In a past project, there was a significant underestimation of material costs. I re-evaluated the estimates, identified the oversight, and provided a more accurate cost assessment.”

5. If you were to construct a building, tell me how you’d address a problem.

Tests the candidate’s approach to hypothetical challenges in construction.

Sample answer:

“If faced with a problem, such as unexpected cost increases, I’d analyze the budget, identify areas for cost optimization, and suggest alternative materials or methods to stay within budget.”

What does a good construction estimator candidate look like?

A proficient Construction Estimator candidate should have a strong background in construction management or a related field. They must exhibit exceptional analytical and numerical skills, with a proven track record of producing accurate estimates. The ideal candidate should be detail-oriented, able to handle complex datasets, and possess excellent problem-solving abilities.

They should also demonstrate effective communication skills, as conveying estimation findings to team members and stakeholders is a crucial part of the job. Familiarity with construction software and tools for estimation is also a key asset.

Red flags

Red flags in a Construction Estimator candidate include a lack of attention to detail, as this can lead to significant errors in cost estimation. Inability to provide specific examples of past estimation projects or problems they have solved may indicate a lack of experience. Poor communication skills are also concerning, as the role requires clear presentation of complex data.

A candidate who is not comfortable with data analysis or using estimation software might struggle with the technical aspects of the job.

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75+ real life interview questions for design and data analysis roles https://resources.workable.com/tutorial/75-real-life-interview-questions-for-design-and-data-analysis-roles Tue, 05 Dec 2023 14:12:42 +0000 https://resources.workable.com/?p=92171 As organizations increasingly recognize the strategic importance of roles such as data scientists, data engineers, product designers, UX/UI designers, and product owners, the challenge of identifying the ideal candidates becomes more pronounced.  In this article, we present a curated collection of real-life interview questions, sourced directly from experienced hiring managers. Tailored for HR professionals seeking […]

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As organizations increasingly recognize the strategic importance of roles such as data scientists, data engineers, product designers, UX/UI designers, and product owners, the challenge of identifying the ideal candidates becomes more pronounced. 

In this article, we present a curated collection of real-life interview questions, sourced directly from experienced hiring managers. Tailored for HR professionals seeking to navigate the intricate landscape of design and analysis roles, these questions offer a unique window into the skills, problem-solving abilities, and creative thinking required for success in these dynamic positions. 

Before we start, you may be interested in reading our interview questions guides on IT roles or Development roles.

Real-life data scientist interview questions

Data Scientists analyze large datasets to extract valuable insights, develop predictive models, and make data-driven decisions. They use a combination of data analysis, machine learning, and statistical techniques to solve complex problems and provide actionable recommendations for businesses.

These 14 interview questions are among the most popular by real hiring managers: 

  1. What was the most effective multi-banded algorithm?

Inquiring about the candidate’s experience with multi-armed bandit algorithms, which are used in online recommendation systems.

Sample answer: 

“The most effective multi-armed bandit algorithm I’ve worked with is the Upper Confidence Bound (UCB) algorithm. It dynamically balances exploration and exploitation, optimizing recommendations based on user interactions.”

  1. What was the highest accuracy recommendation engine that you’ve ever built?

Evaluating the candidate’s experience in building recommendation engines and their ability to achieve high accuracy.

Sample answer: 

“I once developed a recommendation engine for an e-commerce platform that achieved an accuracy rate of over 90%. It used collaborative filtering and deep learning techniques to provide personalized product recommendations to users.”

  1. Tell me about the most effective content optimization system you’ve ever built.

Assessing the candidate’s experience in content optimization and its impact on user engagement.

Sample answer: 

“I designed a content optimization system for a news website that significantly increased user engagement. It utilized natural language processing to analyze user preferences and served them tailored content recommendations, resulting in a 40% increase in click-through rates.”

  1. What’s the objective with A/B testing?

Testing the candidate’s understanding of A/B testing objectives in experimentation.

Sample answer:

“The primary objective of A/B testing is to compare two or more variants (A and B) of a webpage, feature, or product to determine which one performs better in terms of a specific metric, such as conversion rate or user engagement. It helps in making data-driven decisions for improvements.”

  1. Explain the difference between supervised and unsupervised learning.

Evaluating the candidate’s knowledge of machine learning fundamentals.

Sample answer:

“In supervised learning, the algorithm is trained on labeled data, meaning it learns from examples with known outcomes. In unsupervised learning, there are no predefined labels, and the algorithm identifies patterns or structures within the data without explicit guidance.”

  1. How would you describe the difference between Data Science and Data Analytics?

Assessing the candidate’s understanding of the distinctions between data science and data analytics roles.

Sample answer: 

“Data science involves the entire data lifecycle, including data collection, cleaning, modeling, and prediction. Data analytics focuses on examining historical data to extract insights and inform decision-making. While data scientists create predictive models, data analysts interpret past data for descriptive insights.”

  1. Explain the steps in creating a decision tree.

Testing the candidate’s knowledge of decision tree construction.

Sample answer: 

“The steps in creating a decision tree involve selecting the best attribute to split the data, calculating the split’s information gain or Gini impurity, recursively partitioning the data, and repeating until a stopping condition is met. The goal is to create a tree that predicts the target variable effectively.”

  1. Why would you want to data clean during data analysis?

Assessing the candidate’s awareness of data cleaning’s importance in the data analysis process.

Sample answer: 

“Data cleaning is crucial to ensure that the dataset is free of errors, inconsistencies, and missing values. It improves the quality and reliability of analysis results, prevents biased conclusions, and ensures that the data accurately represents the real-world phenomena being studied.”

  1. You are given a table with varying distances from various cities. How do you find the average distance between each of the pairs of cities?

Testing the candidate’s ability to perform a calculation involving distances between cities.

Sample answer: 

“To find the average distance between pairs of cities, I would calculate the distances between all possible city pairs, sum them up, and then divide by the total number of pairs. This would give the average distance across all city pairs.”

  1. What metrics would you use to understand customers’ satisfaction with the Robinhood product?

Evaluating the candidate’s knowledge of customer satisfaction metrics.

Sample answer: 

“To understand customer satisfaction with the Robinhood product, I would consider metrics like Net Promoter Score (NPS), Customer Satisfaction Score (CSAT), Customer Effort Score (CES), and user retention rates. These metrics provide insights into user sentiment and their overall experience.”

  1. We find that an app isn’t performing as well as expected in a new geography. What would you investigate to find out why?

Assessing the candidate’s troubleshooting and problem-solving skills for app performance issues.

Sample answer: 

“I would start by analyzing user data and demographics in the new geography to identify any patterns or discrepancies. Next, I’d review user feedback and app performance metrics, including load times, crash reports, and user engagement. Additionally, I’d assess network infrastructure and local factors that might affect app performance in that region.”

  1. How would you do a lookup in SQL?

Testing the candidate’s knowledge of SQL query basics.

Sample answer: 

“To perform a lookup in SQL, you would use the SELECT statement with the WHERE clause to specify the condition for matching the desired data. For example, to look up a specific customer by their ID in a “Customers” table, you would use: “SELECT * FROM Customers WHERE CustomerID = ‘desired_id’.”

  1. Use a transaction dataset to build a classification algorithm predicting whether a client would buy from us in the next 3 months.

Assessing the candidate’s ability to design a machine learning task and model.

Sample answer: 

“To build a classification algorithm for predicting future client purchases, I would start by preparing the transaction dataset, selecting relevant features, and labeling clients as “buyers” or “non-buyers” based on their historical purchase behavior. Then, I’d use supervised learning techniques like logistic regression, decision trees, or neural networks to train the predictive model, with appropriate evaluation metrics.”

  1. How do you split up a machine learning dataset for training, evaluation, and testing?

Evaluating the candidate’s knowledge of dataset splitting in machine learning.

Sample answer: 

“Dataset splitting typically involves dividing the data into three subsets: a training set (used to train the model), a validation set (used to tune hyperparameters and evaluate model performance during development), and a test set (used to assess the final model’s generalization to new data). Common ratios are 70% for training, 15% for validation, and 15% for testing, but this can vary based on the dataset size and specific requirements.”

Job seekers should prepare for technical interviews by honing their computer programming skills, particularly in SQL, R/Python. HR professionals emphasize the importance of showcasing language proficiency through live coding sessions with interviewers, where candidates are tasked with writing code or pseudocode within a specified time frame. 

Additionally, candidates may encounter take-home assignments, commonly known as “data challenges,” involving multiple questions and data analysis tasks. This requires a comprehensive understanding of the subject matter and may result in the submission of a Python Notebook or a slide deck. 

Beyond technical expertise, job seekers should be ready to tackle general statistics, machine learning questions, and demonstrate a solid grasp of data product and business sense through hypothetical scenarios. These inquiries aim to evaluate a candidate’s problem-solving approach and assess their business intuition.

Real-life data engineer interview questions

Data Engineers design, build, and maintain the infrastructure for collecting, storing, and processing large volumes of data. They create data pipelines, optimize databases, and ensure data quality. Data Engineers work closely with Data Scientists and analysts to provide reliable data for analysis and reporting.

Here are 10 interview questions from real hiring managers to help you identify the best candidate:

  1. Can you tell me about a time when you had to get the performance character OLTP and OLAP?

This question assesses the candidate’s experience with optimizing databases for both online transaction processing (OLTP) and online analytical processing (OLAP).

Sample answer: 

“In my previous role, we had a database used for both transactional data and complex analytics. I implemented indexing strategies, partitioning, and caching to ensure efficient OLTP operations while also enabling fast OLAP queries.”

  1. Tell me about the most complex ontology that relates one model to another.

This question evaluates the candidate’s understanding of complex data structures and relationships.

Sample answer: 

“I worked on a project where we had to create an ontology to represent intricate relationships between medical conditions and genetic variations. This involved defining numerous entities and their interdependencies, allowing for advanced data analysis.”

  1. Tell me about the largest aggregations you’ve ever had to do.

This question explores the candidate’s experience with data aggregation at scale.

Sample answer: 

“In a previous project, we needed to calculate daily website traffic statistics for millions of users. I designed an efficient aggregation process using distributed computing frameworks, reducing processing time significantly.”

  1. Tell me about the largest aggregations you’ve ever had to do on tree-structured data.

This question focuses on the candidate’s expertise in handling hierarchical data structures.

Sample answer: 

“I worked on a financial system that stored hierarchical data representing the organizational structure of a company. To calculate budget roll-ups and forecasts, I developed algorithms to aggregate data efficiently through the tree structure.”

  1. Which application have you built that easily broke a relational data model?

This question explores instances where the candidate encountered limitations in relational databases.

Sample answer: 

“While developing a recommendation system for an e-commerce platform, we faced challenges with the complexity of user interactions and product relationships. We decided to migrate to a NoSQL database to handle the unstructured nature of the data effectively.”

  1. Which application have you built that easily broke a document model?

This question assesses the candidate’s experience in working with document-based databases.

Sample answer: 

“I worked on a content management system where the document model struggled to handle concurrent edits and versioning. To address this, we migrated to a graph database to better represent content relationships.”

  1. Which application have you built that easily broke a graph model?

This question examines situations where the candidate faced challenges with graph databases.

Sample answer: 

“In a social network project, we initially used a graph database to model user connections. As the network grew exponentially, query performance suffered. We optimized queries and implemented caching strategies to address scalability issues.”

  1. Tell me about the largest data link that you’ve ever designed.

This question delves into the candidate’s experience in designing data pipelines.

Sample answer: 

“I designed a data link for a real-time analytics platform that ingested terabytes of data daily from various sources. The link incorporated data validation, transformation, and loading processes to ensure data accuracy and availability for analysts.”

  1. Tell me about an experience with Kafka.

This question assesses the candidate’s familiarity with Kafka, a popular data streaming platform.

Sample answer: 

“I used Kafka in a project to process and distribute real-time sensor data from IoT devices. Kafka’s event-driven architecture allowed us to handle data spikes efficiently and provide timely insights to end-users.”

  1. Tell me about the most technical proof of concept you ever planned. What were the objectives you needed to prove out to get a green light from executives?

This question explores the candidate’s ability to plan and execute technical proof of concepts.

Sample answer: 

“I proposed a proof of concept for implementing a distributed data processing framework to reduce data processing times by 50%. The objectives were to demonstrate the feasibility, performance gains, and cost-effectiveness of the solution, which gained executive approval.”

For engineers preparing for data engineering interviews, a key focus should be on scaling data pipelines to accommodate substantial growth in underlying data. When posed with questions like, “How does the solution change with an order of magnitude increase in volume?” candidates should demonstrate a strategic approach to handle scalability challenges. 

Emphasizing the ability to assess and adapt the infrastructure as data volume grows, candidates should discuss potential optimizations, parallel processing, and distribution strategies. 

Additionally, candidates should be well-versed in SQL and Python, with proficiency in crafting complex SQL queries, understanding database architecture, and leveraging Python data science libraries like Numpy and Pandas. 

This multifaceted skill set will position candidates well to navigate the diverse range of data engineering interview scenarios, where adaptability and technical expertise are crucial.

Real-life Product Designer Interview Questions

Product Designers create user-centric designs for digital and physical products. They blend creativity with user research to craft intuitive and visually appealing user experiences. Collaboration with cross-functional teams and staying updated with design trends are essential aspects of this role.

Here are 17 interview questions that hiring managers prefer to ask the candidates:

  1. Describe how you stay current with industry design trends. How do you leverage best practices without producing work that’s merely derivative?

This question assesses the candidate’s approach to staying updated with design trends and maintaining creativity.

Sample answer: 

“I stay current by regularly reading design blogs, attending conferences, and participating in online design communities. To avoid producing derivative work, I focus on understanding the underlying principles of design trends and adapt them thoughtfully to suit the unique needs of each project.”

  1. When considering a proposed design change, how do you frame the pros and cons to encourage objective decision making?

This question examines the candidate’s ability to make objective design decisions.

Sample answer: 

“I start by outlining the potential benefits and drawbacks of the proposed change. Then, I seek input from team members, stakeholders, and end-users to gather diverse perspectives. This collaborative approach helps in making well-informed decisions.”

  1. Describe a time when you kicked off and led a multi-team project. What were your primary considerations at the outset?

This question explores the candidate’s experience in project leadership and their initial planning considerations.

Sample answer: 

“I led a cross-functional project to redesign a mobile app. At the outset, I established clear project objectives, identified key stakeholders, and ensured everyone understood their roles. Effective communication and regular status updates were critical to our success.”

  1. Give an example of working with non-UX stakeholders. How do you help them to understand UX processes and priorities?

This question assesses the candidate’s ability to collaborate with stakeholders outside the UX field.

Sample answer: 

“While working with marketing teams, I introduced them to user research findings and explained how these insights could inform their strategies. I emphasized the importance of user-centered design and involved them in design critiques to foster collaboration.”

  1. Describe a time when you received critical feedback. How did you address the concerns immediately and in the long term?

This question examines how the candidate handles critical feedback and their approach to continuous improvement.

Sample answer: 

“I received feedback on a design that highlighted usability issues. Immediately, I conducted user testing to validate the concerns and made quick iterative improvements. In the long term, I implemented usability testing as a standard practice to prevent similar issues.”

  1. Describe how to effectively critique the work of another designer. How might you navigate a particularly contentious issue?

This question evaluates the candidate’s ability to provide constructive feedback and handle disagreements.

Sample answer: 

“Effective critique involves focusing on the design principles and user-centered objectives. To navigate contentious issues, I suggest open discussions, encourage diverse perspectives, and prioritize finding solutions rather than dwelling on disagreements.”

  1. How would you launch a new mode of transportation for Lyft?

This question assesses the candidate’s ability to conceptualize and plan the launch of a new product feature.

Sample answer: 

“Launching a new mode of transportation for Lyft would involve extensive user research, market analysis, and collaboration with engineering and marketing teams. We’d create a user-friendly interface, implement safety measures, and gradually roll out the feature while gathering feedback for refinement.”

  1. How would you improve Instagram Stories?

This question evaluates the candidate’s critical thinking and creativity in enhancing an existing product feature.

Sample answer: 

“I’d improve Instagram Stories by introducing more interactive elements, enhancing customization options, and providing better analytics for users. Additionally, I’d focus on addressing user pain points and exploring innovative ways to engage the audience.”

  1. Design a Spotify mobile app experience for blind people.

This question tests the candidate’s ability to design inclusively for users with specific needs.

Sample answer:

“Designing a Spotify app for blind users would involve implementing screen reader compatibility, voice commands, and tactile feedback. The interface would prioritize audio cues, accessibility settings, and intuitive navigation for an inclusive music experience.”

  1. If you were the PM for Google Hardware with unlimited resources, what would you build?

This question assesses the candidate’s vision and strategic thinking in a hypothetical scenario.

Sample answer: 

“With unlimited resources, I’d focus on creating innovative, sustainable, and eco-friendly hardware products. These could include advanced smart home devices, cutting-edge wearables, and AI-powered gadgets that enhance daily life while minimizing environmental impact.”

  1. How would you redesign the Microsoft Developer Network?

This question evaluates the candidate’s approach to redesigning a complex online platform.

Sample answer: 

“Redesigning the Microsoft Developer Network would begin with user research to understand developer needs. I’d focus on improving navigation, content organization, and search functionality. Additionally, I’d prioritize mobile responsiveness and provide clear developer resources.”

  1. Design a LinkedIn for blue-collar workers.

This question assesses the candidate’s ability to tailor a social networking platform to a specific user group.

Sample answer: 

“A LinkedIn for blue-collar workers would feature profiles highlighting skills, certifications, and work experience. It would connect workers with job opportunities, provide resources for skill development, and foster a sense of community among trade professionals.”

  1. Design a smart whiteboard for an office.

This question examines the candidate’s ability to design a physical product that enhances workplace collaboration.

Sample answer: 

“The smart whiteboard would incorporate touch-screen technology, wireless connectivity, and cloud integration. Users can draw, write, and share content seamlessly. Features like real-time collaboration, voice commands, and automatic content saving would improve productivity in office meetings.”

  1. Design a product to give people podcast recommendations.

This question tests the candidate’s creativity in designing a digital product for content recommendations.

Sample answer: 

“I’d create a personalized podcast recommendation app that analyzes user preferences and listening habits. It would offer curated playlists, suggest episodes based on interests, and provide a user-friendly interface for discovering and managing podcasts.”

  1. How would you build a product for movies on Facebook?

This question assesses the candidate’s ability to conceptualize a new product feature for a social media platform.

Sample answer: 

“To build a product for movies on Facebook, I’d integrate a dedicated section for movie-related content. Users can discover movie trailers, see showtimes, purchase tickets, and engage in discussions. Features like user reviews, film recommendations, and interactive movie events would enhance the experience.”

  1. Build a new feature for detecting natural disasters.

This question evaluates the candidate’s problem-solving skills in designing a feature for disaster detection.

Sample answer: 

“I’d develop a real-time monitoring feature that leverages data from various sources, including sensors, weather forecasts, and social media reports. Users receive alerts and safety recommendations based on their location. This feature could save lives by providing timely information during natural disasters.”

  1. It’s important for designers to advocate for the end user. Give examples to demonstrate how you’ve worked with stakeholders to compromise in favor of end user needs.

This question examines the candidate’s ability to prioritize user needs and navigate discussions with stakeholders to ensure user-centric design solutions.

Sample answer: 

“In a previous project, stakeholders wanted to streamline the onboarding process by removing certain user prompts. However, I argued that these prompts provided valuable guidance for new users. To compromise, we conducted usability testing, which confirmed my concerns. We redesigned the prompts for clarity, maintaining a smoother onboarding experience while addressing user needs.”

Real-life UX Designer Interview Questions

UX Designers focus on creating user-centered designs that enhance the overall user experience. They use various design tools and methodologies to develop intuitive interfaces and interactions for digital products. These professionals collaborate with cross-functional teams to ensure designs align with user needs and business goals.

Eager to find out 13 interview questions that will assist you in choosing the right candidate?

  1. What’s UX design?

Assessing the candidate’s understanding of User Experience (UX) design fundamentals.

Sample answer: 

“UX design involves crafting digital interfaces that prioritize user needs, ensuring products are intuitive and enjoyable. It encompasses research, wireframing, prototyping, and usability testing to create seamless user journeys.”

  1. Describe a project that utilized designs at varying degrees of fidelity. How did the varying levels of completeness serve different needs? What tools were most useful to deliver each?

Evaluating the candidate’s experience with design processes and tools for different project phases.

Sample answer: 

“In a mobile app project, we started with low-fidelity wireframes for quick ideation and feedback. As the project progressed, we used high-fidelity prototypes to test interactions. Tools like Sketch and Figma were invaluable for both phases.”

  1. Tell me the pros and cons of working with a design system.

Exploring the candidate’s knowledge of design systems and their ability to assess their advantages and drawbacks.

Sample answer: 

“Design systems ensure design consistency, speeding up development. However, they can limit creativity and flexibility if not managed well. It’s crucial to strike a balance.”

  1. Tell me about a time you led a project to a successful conclusion.

Assessing the candidate’s project leadership and management skills.

Sample answer: 

“I led a website redesign project, overseeing the team, from ideation to launch. We conducted user research, iterated designs, and conducted usability tests, resulting in a 30% increase in user engagement.”

  1. Tell me about a time a stakeholder disagreed with your approach. How did you handle it?

Evaluating the candidate’s ability to handle conflicts and collaborate effectively.

Sample answer: 

“Once, a stakeholder questioned a design decision. I scheduled a meeting to discuss their concerns, presented user research findings, and explained the user-centric rationale. We found a middle ground that satisfied both parties.”

  1. How do you handle critiques of your work?

Examining the candidate’s response to feedback and their openness to improvement.

Sample answer: 

“I value constructive criticism as it helps refine designs. I actively seek feedback, listen attentively, and consider suggestions objectively to enhance the final product.”

  1. Tell me about some of your favorite UX examples.

Exploring the candidate’s awareness of exemplary UX designs.

Sample answer: 

“I admire Airbnb’s intuitive search and booking process, Apple’s seamless device integration, and Google’s clean and effective search experience.”

  1. Describe three trends in UX design that you’re excited about.

Evaluating the candidate’s knowledge of current UX design trends.

Sample answer: 

“I’m excited about microinteractions, inclusive design, and the growing emphasis on ethical UX, ensuring products are accessible and respectful of user privacy.”

  1. Describe three trends in UX design that you’re not planning on incorporating into your design process.

Assessing the candidate’s discernment in selecting trends relevant to their design philosophy.

Sample answer: 

“While 3D elements, VR interfaces, and excessive gamification are intriguing, they may not align with the simplicity and accessibility I aim for in my designs.”

  1. Walk me through your design process.

Assessing the candidate’s ability to articulate their design workflow.

Sample answer: 

“My process begins with user research and personas, followed by wireframing and prototyping. Usability testing helps refine designs, ensuring the final product is user-friendly.”

  1. Have you ever had to advocate for the design process in your current role?

Evaluating the candidate’s ability to advocate for UX principles and methodologies.

Sample answer: 

“Yes, I’ve emphasized the importance of user research and usability testing to ensure our designs align with user needs and preferences.”

  1. It’s important for designers to advocate for the end user. Give examples to demonstrate how you’ve worked with stakeholders to compromise in favor of end user needs.

Assessing the candidate’s advocacy for user-centric design and collaboration skills.

Sample answer: 

“In a project, stakeholders wanted to prioritize adding new features over improving user onboarding. I presented data-backed insights on high drop-off rates, and we collectively decided to enhance onboarding, resulting in improved user retention.”

  1. How do you collaborate with engineers to implement your projects?

Exploring the candidate’s collaboration and communication skills with development teams.

Sample answer: 

“I maintain open communication with developers, providing them with detailed design documentation, style guides, and attending regular meetings to address questions and ensure design fidelity during implementation.”

Real-life UI Designer Interview Questions

UI Designers focus on creating visually appealing and user-friendly interfaces for digital products. They follow a structured design process, stay updated on design trends, and collaborate with cross-functional teams to deliver effective UI solutions.

Here are 7 interview questions from real hiring managers with sample answers for each:

  1. What is your design process, and how do you validate your decisions?

Evaluating the candidate’s design process and decision-validation methods.

Sample answer: 

“My design process begins with research and wireframing, followed by visual design and prototyping. I validate decisions through usability testing, user feedback, and A/B testing to ensure the interface meets user needs.”

  1. How do you keep up with design trends?

Assessing the candidate’s commitment to staying informed about evolving design trends.

Sample answer: 

“I regularly read design blogs, follow industry influencers on social media, and attend design conferences to stay updated on emerging trends and incorporate relevant ones into my work.”

3.Talk to me about your most recent UI project. What type of design research did you do? How many iterations did you do? What was the structure of the project team? Did you collaborate with other designers? What other roles did you collaborate with? What obstacles did you encounter during the project? Did you use a design system or did you start from scratch? What would you do differently today for that project? What did you learn?

Assessing the candidate’s recent project experience, research methods, teamwork, challenges faced, and reflection on improvements.

Sample answer: 

“My recent project involved redesigning a mobile app. We conducted user interviews and competitor analysis, leading to three design iterations. The project team included UI/UX designers, developers, and product managers. Collaboration was key to success. We faced challenges in accommodating technical constraints. We used a design system. Looking back, I’d involve developers earlier for smoother implementation.”

  1. What’s your favorite project in your portfolio?

Exploring the candidate’s personal design preferences and standout work.

Sample answer: 

“My favorite project is a web application for a nonprofit. It allowed me to create a visually appealing and accessible interface while contributing to a meaningful cause. I’m proud of how it turned out.”

  1. What app demonstrates some of your UI ideals?

Examining the candidate’s appreciation for well-designed apps.

Sample answer: 

“The Airbnb app exemplifies some of my UI ideals. Its intuitive navigation, use of whitespace, and consistent visual language make it a pleasure to use.”

  1. How do you foster creativity?

Assessing the candidate’s methods for nurturing creativity in their design work.

Sample answer: 

“I foster creativity by exploring various design resources, collaborating with diverse teams, seeking inspiration from art and nature, and maintaining a curiosity about new design techniques.”

  1. What software do you use?

Exploring the candidate’s familiarity with design software.

Sample answer: 

“I primarily use industry-standard design tools like Adobe XD, Sketch, and Figma for creating and prototyping UI designs. Additionally, I’m proficient in using tools for usability testing and design collaboration.”

Real-life Product Owner Interview Questions

Product Owners in Scrum are responsible for defining and prioritizing features and managing the product backlog. They collaborate closely with stakeholders, development teams, and Scrum Masters to ensure the product’s success.

Here are the first three interview questions chosen by real hiring managers. For more interview questions for this role click here

  1. Do you think it’s a good idea to have one person performing both the Scrum Product Owner role and the Scrum Master role?

Assessing the candidate’s opinion on the dual role of Product Owner and Scrum Master.

Sample answer: 

“While it’s possible for one person to take on both roles, it can be challenging as they have different focuses. It’s crucial to ensure that the responsibilities are well-balanced and don’t lead to conflicts of interest.”

  1. What product discovery frameworks have you worked with?

Evaluating the candidate’s experience with product discovery methodologies.

Sample answer: 

“I’ve worked with various frameworks, including Design Thinking, Lean Startup, and Jobs-to-Be-Done, to facilitate effective product discovery and align the product with user needs.”

  1. Who do you consider to be the most important product stakeholder?

Exploring the candidate’s perspective on prioritizing stakeholders.

Sample answer: 

“All stakeholders are essential, but end-users or customers hold significant importance. Their needs and feedback are central to product success. However, it’s crucial to balance their input with business goals and other stakeholders’ interests.”

Real-life Data Analyst Interview Questions

Data analysts collect, process, and analyze data to provide actionable insights for business decision-making. They work with data visualization tools, manage databases, and use statistical methods to uncover trends, solve problems, and optimize processes.

These 11 questions are the most popular among hiring managers:

  1. What kind of experience do you have with dashboarding and storytelling using data points?

This question assesses the candidate’s ability to create visually compelling and informative data dashboards.

Sample answer: 

“In my previous role, I developed interactive dashboards using Tableau to present key performance indicators (KPIs) to stakeholders. I focused on storytelling through data, ensuring that the visualizations conveyed actionable insights clearly and effectively.”

  1. How comfortable are you with developing new metrics?

This question explores the candidate’s capacity to create custom metrics tailored to specific business needs.

Sample answer: 

“I’m quite comfortable with developing new metrics. In my previous job, I collaborated with cross-functional teams to identify unique metrics that provided deeper insights into customer behavior, ultimately improving our marketing strategies.”

  1. What type of data management systems do you have fluency in?

This question assesses the candidate’s familiarity with various data management systems.

Sample answer: 

“I have expertise in SQL for relational databases, as well as experience with NoSQL databases like MongoDB for handling unstructured data. Additionally, I’ve worked with data warehouses such as Amazon Redshift for large-scale data storage and analysis.”

  1. In terms of data visualization, what is your level of familiarity with Tableau, Power BI, and Looker?

This question evaluates the candidate’s proficiency in popular data visualization tools.

Sample answer: 

“I have extensive experience with Tableau, including creating interactive dashboards and reports. I’m also proficient in Power BI for its dynamic features, and I’ve used Looker for its business intelligence capabilities.”

  1. Tell me about a situation when you had to deal with data inaccuracy and how you dealt with that.

This question assesses the candidate’s problem-solving skills and attention to data quality.

Sample answer: 

“In a previous project, I discovered discrepancies in our sales data due to inconsistent data entry. I initiated a data cleansing process, collaborating with the data entry team to standardize input methods. This improved data accuracy and ensured reliable insights.”

  1. How would you approach building a data foundation for marketing insight and decision support from scratch?

This question tests the candidate’s strategic thinking in setting up data infrastructure.

Sample answer: 

“To build a data foundation, I’d start by defining data sources, establishing data collection methods, and designing a robust data architecture. I’d prioritize data quality, implement ETL processes, and create a centralized repository. Then, I’d leverage analytics tools for actionable insights.”

  1. How does your architecture and data modeling change if you are designing to optimize for self-service?

This question explores the candidate’s adaptability in designing data solutions for self-service analytics.

Sample answer: 

“When optimizing for self-service, I’d focus on creating user-friendly data models and documentation. I’d also ensure data accessibility, emphasizing data governance and security. The goal is to empower users to explore and analyze data independently.”

  1. Walk me through an end-to-end example of when you solved a business problem with data from multiple sources – what was the business problem, how did you design the solution, what was the outcome?

This question evaluates the candidate’s ability to apply data analysis to real-world business challenges.

Sample answer: 

“In a previous role, our sales team faced declining revenue in certain regions. I integrated data from CRM, marketing, and external sources, conducted a comprehensive analysis, and identified untapped markets. We adjusted our sales strategy, resulting in a 15% revenue increase within six months.”

  1. Rank your ability between these three capabilities: Data engineering, business intelligence development, analytics insight.

This question asks the candidate to self-assess their proficiency in key data-related skills.

Sample answer: 

“I would rank my abilities as follows: 1) Analytics insight, 2) Business intelligence development, and 3) Data engineering. I excel in deriving actionable insights from data, but I also have a strong foundation in BI development. While I have some data engineering skills, it’s an area I’m actively looking to enhance.”

  1. What conclusions were you able to draw from multivariate regression? How confident were you in that regression analysis? How big was your sample size? Did you use a Bayesian or Frequentist approach? Why?

This question evaluates the candidate’s knowledge of statistical analysis methods and their ability to communicate findings.

Sample answer: 

“In a recent project, I used multivariate regression to analyze the impact of marketing channels on sales. The analysis revealed that online advertising had a significant positive effect, while traditional media showed no significant impact. I had a sample size of 500 and used a Frequentist approach for its suitability in this context.”

  1. How have your past experiences with analytics prepared you for this role?

This question assesses how the candidate’s previous experiences align with the requirements of the current data analyst role.

Sample answer:

“My previous roles as a data analyst have equipped me with strong analytical skills, proficiency in data visualization tools, and the ability to derive meaningful insights from complex datasets. I’ve also honed my communication skills in presenting findings to non-technical stakeholders, which will be valuable in this role.”

Delving into the minds of experienced hiring managers, this guide has sought to provide a valuable resource for building teams that not only meet the challenges of today but are poised to shape the innovations of tomorrow.

As the professional landscape continues to evolve, the wisdom embedded in these questions stands as a beacon, guiding HR professionals in their quest to assemble teams that redefine the boundaries of design and analysis.

The post 75+ real life interview questions for design and data analysis roles appeared first on Recruiting Resources: How to Recruit and Hire Better.

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Federal & state employment laws – and how an HRIS helps https://resources.workable.com/tutorial/hris-small-business-legislation Mon, 04 Dec 2023 18:12:56 +0000 https://resources.workable.com/?p=92158 As a small business owner in the United States, it’s vital to understand that as your business expands, so do your legal responsibilities. It’s not just about adhering to these laws; it’s about understanding their nuances and preparing for them in advance. Stay compliant with our HRIS One way to stay on the right side […]

The post Federal & state employment laws – and how an HRIS helps appeared first on Recruiting Resources: How to Recruit and Hire Better.

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As a small business owner in the United States, it’s vital to understand that as your business expands, so do your legal responsibilities.

It’s not just about adhering to these laws; it’s about understanding their nuances and preparing for them in advance.

Stay compliant with our HRIS

One way to stay on the right side of the dizzying array of employment laws is to get a reliable, affordable (or even free) HRIS for your business.

Learn how

One of the nuances to be mindful of is the number of employees in your company. It’s one of the key trigger points at which your company is required to be in compliance with certain legislations. Some legislations don’t apply to you when you’re running a team of fewer than 10 employees – but some will take effect as soon as you make that 10th (or 25th or 50th) hire.

These can happen at both the federal and state levels. Let’s look at a few examples.

Please keep in mind: Workable is not a law firm. This article is meant to provide general information and should be used as a reference. It’s not a legal document and doesn’t provide legal advice. Neither the author nor Workable will assume any legal liability that may arise from the use of this article. Always consult your attorney on matters of legal compliance.

Key federal legislation triggers

There are many federal legislations that your company must comply by regardless of size – but let’s look at the main ones that will affect your company once you’ve hit a certain number of employees.

1. Family and Medical Leave Act (FMLA)

Employee Trigger Point: 50 Employees

Once your business reaches 50 employees, the Family and Medical Leave Act (FMLA) mandates unpaid, job-protected leave for certain family and medical reasons.

Under FMLA, eligible employees can take up to 12 weeks of leave for the birth and care of a newborn child, for a family member’s serious health condition, or for their own serious health condition.

Failure to comply with FMLA can result in legal action, including fines and compensatory damages to affected employees.

2. Affordable Care Act (ACA)

Employee Trigger Point: 50 Employees

The Affordable Care Act (ACA) requires employers with 50 or more full-time employees to provide health insurance coverage.

This law aims to ensure that all Americans have access to affordable health insurance. If you don’t provide adequate health insurance under the ACA, you may face penalty fees, calculated per month and per employee.

3. Occupational Safety and Health Act (OSHA) Recordkeeping

Employee Trigger Point: 10 Employees

Small businesses with more than 10 employees fall under the OSHA’s recordkeeping requirements.

This regulation mandates the recording and reporting of work-related injuries and illnesses. Non-compliance can result in OSHA citations and penalties, impacting your business financially and reputationally.

4. Immigration Reform and Control Act (IRCA)

Employee Trigger Point: 4 Employees

The IRCA applies to employers with four or more employees. It prohibits employment discrimination based on citizenship or national origin and requires employers to verify the employment eligibility of their workers.

Violations can lead to significant penalties, including fines for failing to comply with the employment eligibility verification requirements.

5. Employee Retirement Income Security Act (ERISA)

Employee Trigger Point: Any Size (but often affects those with 25 or more employees)

ERISA sets minimum standards for most voluntarily established pension and health plans in private industry to provide protection for individuals in these plans. While applicable to businesses of any size that offer these benefits, it typically becomes relevant for businesses as they grow, often around 25 employees when they start offering such plans.

ERISA requires plan information to be provided to participants, sets minimum standards for participation, vesting, benefit accrual, and funding. The law also holds plan fiduciaries to a standard of conduct and provides for enforcement provisions to ensure plan funds are protected and participants who qualify receive their benefits.

6. Consolidated Omnibus Budget Reconciliation Act (COBRA)

Employee Trigger Point: 20 Employees

COBRA gives workers and their families who lose their health benefits the right to choose to continue group health benefits provided by their group health plan for limited periods under certain circumstances.

For small businesses with 20 or more employees, offering COBRA continuation coverage to employees who would otherwise lose their health benefits is mandatory. Failure to comply with COBRA requirements can lead to significant penalties, including excise taxes and potential legal action.

7. Title VII of the Civil Rights Act

Employee Trigger Point: 15 Employees

Title VII prohibits employment discrimination based on race, color, religion, sex, and national origin. Small businesses with 15 or more employees are required to adhere to these guidelines.

Non-compliance with Title VII can result in lawsuits, substantial legal fees, and potential damages for unlawful discrimination. This law upholds a workplace free from discrimination and requires employers to take appropriate measures to ensure this standard.

8. Age Discrimination in Employment Act (ADEA)

Employee Trigger Point: 20 Employees

The ADEA protects certain applicants and employees 40 years of age and older from discrimination on the basis of age in hiring, promotion, discharge, compensation, or terms, conditions, or privileges of employment.

Small businesses with 20 or more employees must comply with the ADEA. Violating the ADEA can lead to legal consequences, including financial penalties and damages awarded to affected employees.

This is by no means an exhaustive list – rather, this is a compilation of major examples of legislations that your company will be required to abide by as it grows in size.

State-level legislation examples

A complete list of state-level legislation would multiply the length of this article by a hundred times or more. So let’s just quickly go over five examples from major states that have specific employee number trigger points, some as few as five.

1. California’s Pregnancy Disability Leave (PDL)

Employee Trigger Point: 5 Employees

In California, the PDL mandates unpaid, job-protected leave for businesses with 5 or more employees. Similar to FMLA but with a lower threshold, it allows eligible employees to take a minimum allowable leave in the case of pregnancy.

Non-compliance can lead to legal actions and significant financial penalties.

2. Illinois Human Rights Act (IHRA)

Employee Trigger Point: 15 Employees (1 for sexual harassment)

In Illinois, the IHRA, applicable to businesses with 15 or more employees, prohibits employment discrimination. The act covers sexual harassment claims for businesses with even just one employee.

Violations can result in severe legal consequences, including damages and fines.

3. Massachusetts Paid Family and Medical Leave (PFML)

Employee Trigger Point: 25 Employees

Massachusetts requires employers with 25 or more employees to provide paid family and medical leave.

Failure to comply can result in penalties, including fines and potential legal action.

4. Colorado Healthy Families and Workplaces Act (HFWA)

Employee Trigger Point: 16 Employees

In Colorado, businesses with 16 or more employees must provide paid sick leave.

Non-compliance can result in legal consequences, including fines and penalties.

5. Washington Paid Family and Medical Leave

Employee Trigger Point: 50 Employees

Washington State mandates that employers with 50 or more employees provide paid family and medical leave.

This includes leave for personal or family health issues. Non-compliance can lead to fines, penalties, and potential legal actions against the employer.

HRIS: your path through the compliance maze

An HRIS isn’t just a software; it can become a necessity in today’s complex legal environment especially when the number of employees in your business grows.

If you’re new to this concept, think of an HRIS as a comprehensive system that manages all your HR functions digitally or online. You won’t need a hardcore, expensive system packed with bells and whistles – simply having a system in place that stores and manages your employees’ information can go a long way in terms of compliance with the dizzying array of legislations in the United States.

Here’s how:

  • Automated record-keeping: It ensures accurate and updated employee records, especially vital for FLSA and FMLA compliance, as well as ensuring compliance with rapidly evolving data privacy legislations including CCPA.
  • Benefits administration: More robust HRIS softwares help you manage the complexities of ACA health insurance requirements.
  • Training and development: Offers modules for employee training on compliance-related policies.
  • Time and attendance tracking: Provides precise tracking of hours worked and hours taken off work – particularly useful when managing non-exempt employees in compliance with overtime laws.

Embracing HRIS: a strategic decision

As you navigate the growth of your business, it’s crucial to understand the importance of legal compliance at both federal and state levels. An HRIS is more than just a technological upgrade; it’s a strategic tool that ensures your business remains compliant, efficient, and primed for growth.

Starting the journey with an HRIS may seem daunting, especially if you’re new to it, but the transition is crucial for safeguarding your business’s future. And it doesn’t have to be an expensive option – a quick plug-and-play option may be all you need to start.

Remember, staying ahead in compliance is not just about avoiding penalties; it’s about building a solid foundation for your growing business.

The post Federal & state employment laws – and how an HRIS helps appeared first on Recruiting Resources: How to Recruit and Hire Better.

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73+ real-life interview questions for development & coding roles  https://resources.workable.com/tutorial/73-real-life-interview-questions-for-development-and-coding-roles Mon, 04 Dec 2023 16:34:59 +0000 https://resources.workable.com/?p=92157 Unsure about which questions will truly assess whether a candidate possesses the required skills? Envision having a collection of authentic questions posed by experienced hiring managers in the field of development. In this guide, we’ve compiled a comprehensive set of practical interview questions tailored specifically for various development roles. Whether you’re recruiting for a Software […]

The post 73+ real-life interview questions for development & coding roles  appeared first on Recruiting Resources: How to Recruit and Hire Better.

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Unsure about which questions will truly assess whether a candidate possesses the required skills? Envision having a collection of authentic questions posed by experienced hiring managers in the field of development.

In this guide, we’ve compiled a comprehensive set of practical interview questions tailored specifically for various development roles. Whether you’re recruiting for a Software Engineer, Software Developer, Java Developer, Full Stack Developer, or any other development position, we’ve got you covered with questions that align with the specific demands of the role.

Real-life software engineer interview questions

Software Engineers design, develop, and maintain software applications, applying coding expertise and problem-solving skills. They collaborate within Agile processes, understand API communication, utilize data structures, and optimize code performance.

Here are 25 interview questions from real hiring managers with sample answers for each:

  1. What has your experience been like as part of an agile software development process, if any?

Assessing the candidate’s familiarity with Agile development methodologies and their experience working within Agile teams.

Sample answer:

” I have extensive experience in Agile software development, having worked in cross-functional teams with methodologies like Scrum and Kanban. This approach promotes collaboration, adaptability, and iterative development, ensuring efficient project delivery.”

  1. How would you explain APIs to non-technical stakeholders?

Evaluating the candidate’s ability to communicate technical concepts to non-technical audiences.

Sample answer: 

“I would describe APIs (Application Programming Interfaces) as bridges that enable different software systems to communicate and share data effectively. They act like menus in a restaurant, allowing users (or software) to request and receive specific services or information.”

  1. How familiar are you with object-oriented programming (OOP)?

Gauging the candidate’s proficiency in object-oriented programming concepts.

Sample answer:

“I’m highly proficient in object-oriented programming (OOP) principles, which include the creation and manipulation of objects, encapsulation, inheritance, and polymorphism. OOP is fundamental in designing efficient and maintainable software.”

  1. Please explain big-O notation in the simplest terms. When is the last time you applied big-O to your code?

Testing the candidate’s understanding of big-O notation and its relevance in code optimization.

Sample answer: 

“Big-O notation is a way to describe how the performance of an algorithm scales as input size grows. It simplifies complex analysis into something like “linear” or “constant” time. I applied it recently when optimizing a search algorithm for a large dataset to ensure efficient execution.”

  1. Pick two data structures and compare and contrast them.

Assessing the candidate’s knowledge of different data structures and their ability to analyze and compare them.

Sample answer: 

“Let’s compare arrays and linked lists. Arrays offer constant-time access but have fixed sizes, while linked lists provide dynamic sizing but slower access times due to traversal. Arrays are ideal for random access, while linked lists excel in insertion and deletion operations.”

  1. Why are hash tables important?

Evaluating the candidate’s understanding of the significance of hash tables in data storage and retrieval.

Sample answer: 

“Hash tables are crucial for efficient data retrieval. They use key-value pairs and a hashing function to provide constant-time average complexity for operations like insertions, deletions, and searches, making them vital in various data processing applications.”

  1. Configuring https can be important for a site’s security, SEO, etc. What is the difference between https communication and http communication?

Testing the candidate’s knowledge of HTTPS and its importance in web security and performance.

Sample answer: 

“HTTPS (Hypertext Transfer Protocol Secure) encrypts communication between a user’s browser and a website, ensuring data privacy and security. In contrast, HTTP (Hypertext Transfer Protocol) lacks encryption, making data vulnerable to interception. HTTPS is essential for securing sensitive information and improving SEO rankings.”

  1. What are some differences between SQL and NoSQL?

Assessing the candidate’s knowledge of SQL and NoSQL databases and their ability to highlight key distinctions.

Sample answer: 

“SQL databases are relational, with structured schemas, suitable for structured data and complex queries. NoSQL databases are non-relational, schema-less, and flexible, ideal for unstructured or semi-structured data, providing high scalability.”

  1. If computers are based on 0’s and 1’s how are they able to store entire sentences of language text?

Exploring the candidate’s understanding of binary representation and how it stores textual data.

Sample answer: 

“Computers store text by assigning numerical values to characters using character encoding schemes like ASCII or Unicode. Each character is represented by a unique combination of 0s and 1s, allowing computers to store and process text data efficiently.”

  1. If you had to build a cube-shaped building to fit every person on earth, and every family got one cube-shaped apartment, how many apartments would you need and how wide, tall, and deep would the cube need to be?

Testing the candidate’s problem-solving abilities and mathematical reasoning.

Sample answer: 

“To fit every person on earth (approximately 7.9 billion) into cube-shaped apartments with each family having one unit, we would need 7.9 billion apartments. Assuming each apartment has a standard size, the cube would need to be wide, tall, and deep, each side measuring approximately 40 meters (131 feet) to accommodate one family.”

  1. Which linters do you use?

Inquiring about the candidate’s use of code linters for code quality and style checks.

Sample answer: 

“I regularly use popular linters like ESLint for JavaScript code and Pylint for Python. These linters help enforce coding standards, catch potential issues, and maintain code consistency within projects.”

  1. Which IDEs do you use?

Exploring the candidate’s familiarity with Integrated Development Environments (IDEs) for software development.

Sample answer: 

“I primarily use Visual Studio Code as my go-to IDE due to its versatility, extensive extensions, and strong community support. Additionally, I’m proficient in using JetBrains IntelliJ IDEA for Java development when required.”

  1. What was the last set of unit tests and end2end tests you wrote? What were their strengths and weaknesses?

Assessing the candidate’s experience with writing and evaluating unit and end-to-end tests.

Sample answer: 

“In my last project, I wrote unit tests for a critical authentication module and end-to-end tests for the entire user registration process. The strengths of these tests were their coverage, ensuring functionality across various scenarios. However, their weakness was the need for continuous updates as the codebase evolved.”

  1. Describe your pet peeves with respect to coding practices within a specific file. It can be about any language or framework (i.e. Python, JS, Django, Express, etc).

Identifying the candidate’s attention to detail and coding best practices.

Sample answer: 

“One pet peeve I have is inconsistent code formatting within files. It’s essential for code readability and maintainability that a consistent style guide, such as PEP 8 for Python, is followed throughout the codebase. Inconsistencies can lead to confusion and hinder collaboration among developers.”

  1. Explain a time when you had to make a critical decision during production. What happened? How did you manage it?

Evaluating the candidate’s problem-solving abilities and decision-making under pressure.

Sample answer: 

“Once, during a production deployment, a critical database migration failed, causing temporary data loss. I had to make a quick decision to roll back the changes to ensure data integrity. Afterward, we identified the root cause, implemented a fix, and conducted thorough testing before reattempting the migration, which was successful.”

  1. What is a complex operation you did in the command line that you can remember right now?

Assessing the candidate’s familiarity with command-line operations and their ability to recall complex tasks.

Sample answer: 

“I recently executed a complex command-line operation involving the deployment of a Docker container with multiple services, network configurations, and environment variables. It required precise command chaining and parameter tuning for optimal performance.”

  1. What do you think is important to remember when designing database tables?

Exploring the candidate’s knowledge of database design principles and best practices.

Sample answer: 

“When designing database tables, it’s crucial to consider data normalization to eliminate redundancy, establish relationships between tables using appropriate keys, and optimize indexing for efficient queries. Additionally, understanding the anticipated workload and access patterns is vital for optimal table design.”

  1. Do you prefer writing template code (i.e. HTML, CSS, etc.) or logic code (JS, Python, etc.)? Why?

Determining the candidate’s coding preferences and their reasons behind them.

Sample answer: 

“I enjoy writing both template code and logic code, but if I had to choose, I’d lean toward logic code. I find the problem-solving and algorithmic aspects of logic coding more intellectually stimulating, and it allows me to create functional and dynamic applications.”

  1. What is your strategy for online remote work and responsiveness that sets you apart from other engineers?

Assessing the candidate’s remote work strategies and communication skills.

Sample answer: 

“My strategy for remote work involves maintaining proactive communication channels with team members, promptly responding to messages and emails, and ensuring that I’m readily available during agreed-upon work hours. This approach fosters collaboration and ensures that project timelines are met consistently.”

  1. How do you stay current with the latest technology?

Exploring the candidate’s commitment to staying updated with evolving technologies and industry trends.

Sample answer: 

“To stay current, I regularly read tech blogs, research papers, and attend webinars and conferences. I also engage in online communities and participate in open-source projects to gain hands-on experience with emerging technologies.”

  1. What is your most successful engineering project?

Encouraging the candidate to showcase their achievements and highlight a successful project.

Sample answer: 

“One of my most successful engineering projects was developing a real-time data analytics platform for a large e-commerce website. This platform significantly improved their decision-making processes by providing valuable insights into user behavior and product performance, resulting in a substantial increase in sales and user engagement.”

  1. Find the Lowest Common Ancestor (LCA) of two nodes in a binary tree.

Evaluating the candidate’s problem-solving skills by presenting a technical challenge related to binary trees.

Sample answer: 

“To find the Lowest Common Ancestor (LCA) of two nodes in a binary tree, we can use a recursive algorithm. Starting from the root node, we traverse the tree, checking if the nodes are on opposite subtrees. If they are, the current node is the LCA. If not, we continue the search in the appropriate subtree until we find the LCA. This algorithm ensures an efficient way to determine the LCA of any two nodes in a binary tree.”

  1. If there are two strings, both of which contain a number larger than 32bit, how do you add them and return the result as a string?

Testing the candidate’s ability to handle large numbers as strings and perform arithmetic operations on them.

Sample answer: 

“To add two strings containing numbers larger than 32-bit, I would convert them to appropriate data structures (e.g., BigInteger in Java or BigNumber in JavaScript). Then, I’d perform the addition operation and return the result as a string.”

  1. How long does it take to send a signal from one computer to all the other computers?

“Exploring the candidate’s understanding of network communication and signal propagation.”

Sample answer: 

The time it takes to send a signal from one computer to all other computers depends on factors like network latency, bandwidth, and the number of computers. In ideal conditions, it can be nearly instantaneous within a local network, while over the internet, it varies due to routing and network congestion.

  1. What would you do if Amazon.com is loading slowly?

Assessing the candidate’s approach to troubleshooting and resolving website performance issues.

Sample answer: 

“If Amazon.com is loading slowly, I would first check my own internet connection and device to rule out local issues. Then, I might use online tools to test the website’s response time and look for reported outages or performance problems. If the issue persists, I’d reach out to Amazon’s technical support or check their official status page for updates on any ongoing incidents.”

Real-life software developer interview questions

Software Developers are responsible for creating, testing, and maintaining software applications. They work with programming languages, collaborate on projects, and ensure code quality.

These 5 interview questions are among the most popular by real hiring managers: 

  1. Name a programming language you like and one that you don’t like. What makes the good language syntactically better than the bad one?

Assessing the candidate’s language preferences and understanding of syntax.

Sample answer: 

“I like Python for its readability and simplicity. In contrast, I find Perl less appealing due to its complex syntax, which can make code harder to maintain.”

  1. Name a site, application, or piece of software that has a great UX. Explain why you think its UX is great.

Evaluating the candidate’s appreciation for user experience design.

Sample answer: 

“I believe Airbnb’s website has a great UX. Its intuitive search, visually appealing listings, and transparent booking process create a seamless and enjoyable user journey.”

  1. Describe a program you built that learned something from raw data. How did you manage to make the raw data useful? What algorithm did you use to learn from data?

Assessing the candidate’s experience with machine learning or data-driven projects.

Sample answer: 

“I developed a recommendation system that learned user preferences from raw clickstream data. Data preprocessing, feature engineering, and implementing a collaborative filtering algorithm made the raw data useful for generating accurate recommendations.”

  1. What project management tools have you used in your current or former roles?

Exploring the candidate’s familiarity with project management tools.

Sample answer: 

“In my previous role, we used tools like Jira and Trello for agile project management, Asana for task tracking, and Slack for team communication.”

  1. What is important to look for when checking a coworker’s code?

Evaluating the candidate’s code review criteria.

Sample answer: 

“When reviewing a coworker’s code, I prioritize code readability, adherence to coding standards, error handling, and performance optimization. Clear documentation and meaningful variable names are also crucial.”

Here are two different plans of a hiring process that big companies have used in the past.

In the first hiring process, candidates can expect an initial round comprising a phone interview and resume-based assessment. Following this, some candidates may be given a take-home coding assignment after the phone interview. 

The second round involves multiple sessions, encompassing coding assessments, in-depth questions based on the candidate’s resume, and potentially system design evaluations depending on the role’s level.

Conversely, the second recruitment process unfolds with a first round featuring a 45-minute whiteboard coding session where candidates tackle two problems. 

The second round comprises 4-5 45-minute sessions, including two coding sessions with two problems each, 1-2 system/product design sessions, and a round of behavioral questions. 

This comprehensive evaluation structure aims to assess candidates’ technical skills, problem-solving abilities, and their capacity for system and product design, along with evaluating their behavioral fit within the company culture.

Real-life developer interview questions

Developers create and maintain software applications. They organize code, collaborate on projects, and exhibit commitment to tasks and learning.

Here are the first three interview questions chosen by real hiring managers. For more interview questions for this role click here

  1. How do you organize your class modules and assets?

Assessing the candidate’s approach to code organization.

Sample answer: 

“I follow a modular structure, grouping related classes and assets into directories. I use version control and naming conventions for clarity and easy maintenance.”

  1. What is your strategy for punctuality and following through on commitments?

Exploring the candidate’s work ethic and reliability.

Sample answer: 

“I prioritize punctuality and meeting commitments by setting realistic goals, breaking tasks into manageable steps, and maintaining a detailed calendar. Clear communication is essential to address any potential delays.”

  1. Describe the last job or project where you were faced with a new language, framework, or library that you didn’t know. How did you react to the situation under time and work pressure? What obstacles did you face? Did you finish the project?

Assessing the candidate’s adaptability and problem-solving skills.

Sample answer: 

“In my previous project, I had to learn a new JavaScript framework under tight deadlines. I stayed calm, used online resources, and sought help from colleagues. Despite initial challenges, I completed the project successfully.”

Real-life Java Developer interview questions

Java Developers specialize in programming using the Java language. They create, maintain, and troubleshoot Java-based applications, focusing on key language concepts and principles.

Here are the 2 most popular interview questions among real hiring managers:

  1. Explain public static void main(String args).

Assessing the candidate’s understanding of the main method in Java.

Sample answer:

“public static void main(String args) is the entry point for a Java program. ‘public’ means it’s accessible from anywhere, ‘static’ allows it to run without creating an instance, ‘void’ indicates it doesn’t return a value, and ‘String args’ is an array of command-line arguments.”

  1. Why is Java not a 100% object-oriented language?

Evaluating the candidate’s knowledge of Java’s object-oriented nature.

Sample answer:

“Java is not entirely object-oriented because it supports primitive data types like int and char, which are not objects. Additionally, it uses static methods and variables that belong to classes, not instances, breaking pure OOP principles.”

Real-life full stack developer interview questions

Full Stack Developers are proficient in both front-end and back-end web development. They work on creating interactive web applications, managing databases, and ensuring seamless user experiences.

Here are the first three interview questions chosen by real hiring managers. For more interview questions for this role click here

  1. Explain JDK (Java Development Kit), JRE (Java Runtime Environment), and JVM (Java Virtual Machine).

Assessing the candidate’s knowledge of key Java components.

Sample answer: 

“JDK includes tools for Java development, JRE provides the runtime environment for Java applications, and JVM is an execution engine that runs Java bytecode. Together, they enable Java software development and execution.”

  1. What is your favorite language and why?

Understanding the candidate’s language preferences and their reasoning.

Sample answer: 

“My favorite language is Python due to its simplicity, readability, and versatility. It’s great for rapid development, and its extensive libraries make it suitable for various applications.”

  1. How do you keep up with the new industry trends?

Evaluating the candidate’s commitment to staying updated in the dynamic field of web development.

Sample answer: 

“I stay current by following tech blogs, participating in online coding communities, attending conferences, and regularly exploring new technologies and frameworks. Continuous learning is crucial in this field.”

Real-life .NET developer interview questions

.NET Developers specialize in using the .NET framework for building software applications. They work with various programming languages like C#, F#, and VB.NET to create web, desktop, and mobile applications.

Here are 3 interview questions from real hiring managers with sample answers for each:

  1. How does the .NET framework work?

Assessing the candidate’s knowledge of the .NET framework’s functionality.

Sample answer: 

“The .NET framework is a software platform that provides a range of services, including a runtime environment for executing applications, libraries for common functions, and tools for development. It uses a common language runtime (CLR) to execute code written in different languages.”

  1. What is an EXE and a DLL?

Description: Evaluating the candidate’s understanding of executable and dynamic link library files.

Sample answer: 

“An EXE (Executable) file contains a standalone program that can be executed independently. A DLL (Dynamic Link Library) file contains code and data that multiple programs can use simultaneously, promoting code reuse and modularity.”

  1. What is a JIT?

Testing the candidate’s familiarity with Just-In-Time compilation.

Sample answer: 

“JIT stands for Just-In-Time compilation. It’s a component of the .NET runtime that converts Intermediate Language (IL) code into native machine code during runtime, improving application performance.”

Real-life backend engineer interview questions

Backend Engineers focus on developing the server-side logic and databases that power web applications and services.

  1. What does REST stand for?

Assessing the candidate’s knowledge of REST architecture.

Sample answer: 

“REST stands for Representational State Transfer. It’s an architectural style for designing networked applications, emphasizing simplicity, scalability, and statelessness. RESTful APIs use HTTP methods like GET, POST, PUT, and DELETE to interact with resources.”

  1. What do you understand by NoSQL databases?

Evaluating the candidate’s understanding of NoSQL databases.

Sample answer: 

“NoSQL databases are a category of databases that provide a flexible, schema-less data model. They are designed to handle large volumes of unstructured or semi-structured data efficiently. Examples include MongoDB, Cassandra, and Redis.”

  1. What is SQL injection?

Testing the candidate’s knowledge of security vulnerabilities.

Sample answer: 

“SQL injection is a malicious technique where an attacker injects SQL code into a web application’s input fields. If not properly sanitized, this code can manipulate the database, potentially exposing sensitive data or compromising the application’s security.”

Real-life iOS developer interview questions

iOS Developers specialize in creating applications for Apple’s iOS operating system, primarily for iPhone and iPad.

Eager to find out 3 interview questions that will assist you in choosing the right candidate?

  1. Explain the architecture of iOS.

Assessing the candidate’s knowledge of iOS architecture.

Sample answer:
“iOS follows a layered architecture consisting of four main layers: Cocoa Touch (UI layer), Media layer, Core Services layer, and Core OS layer. The UI layer manages the user interface, the Media layer handles multimedia, the Core Services layer provides essential services, and the Core OS layer is the kernel and low-level services.”

  1. What do you mean by property in iOS?

Testing the candidate’s understanding of iOS development terminology.

Sample answer: 

“In iOS, a property is an attribute associated with a class that allows you to encapsulate the access to an object’s variables. It’s often used to define getter and setter methods for instance variables.”

  1. Can you explain the difference between atomic and nonatomic properties?

Evaluating the candidate’s understanding of property attributes in iOS.

Sample answer: 

“In iOS, ‘atomic’ and ‘nonatomic’ are property attributes that determine how multiple threads can access the property. ‘Atomic’ ensures thread safety by locking the property during access, while ‘nonatomic’ doesn’t provide such guarantees but is faster.”

Real-life frontend developer interview questions

Frontend Developers specialize in creating the user interface and user experience of web applications, focusing on the client-side of web development.

Here are 20 interview questions from real hiring managers with sample answers for each:

  1. What is the ‘this’ keyword in JavaScript, and how does it work?

Assessing the candidate’s understanding of the ‘this’ keyword in JavaScript.

Sample answer: 

“The ‘this’ keyword refers to the current execution context in JavaScript. Its value is determined by how and where a function is called. It can point to the global object, the object that calls the function, or be explicitly bound to a specific context.”

  1. Can you explain the differences between ‘let’, ‘const’, and ‘var’ in JavaScript?

Evaluating the candidate’s knowledge of variable declarations in JavaScript.

Sample answer: 

“‘let’ and ‘const’ are block-scoped variables introduced in ES6, while ‘var’ is function-scoped. ‘const’ is used for constant values that cannot be reassigned, ‘let’ allows reassignment, and ‘var’ has a broader scope, potentially causing hoisting issues.”

  1. What is the difference between ‘==’ and ‘===’ in JavaScript?

Testing the candidate’s understanding of equality operators in JavaScript.

Sample answer: 

“‘==’ checks for loose equality, allowing type coercion, while ‘===’ checks for strict equality, requiring both value and type to match. For example, ‘5 == ‘5’ would be true, but ‘5 === ‘5’ is false.”

  1. How can you access HTML elements using JavaScript?

Assessing the candidate’s knowledge of DOM manipulation.

Sample answer: 

“You can access HTML elements using JavaScript by selecting them with methods like ‘getElementById,’ ‘querySelector,’ or ‘getElementsByClassName’ and then manipulating their properties and content.”

  1. What options are available in JavaScript for storing data?

Evaluating the candidate’s knowledge of data storage mechanisms in JavaScript.

Sample answer: 

“JavaScript offers various data storage options like variables, arrays, objects, local storage, session storage, and cookies, each suitable for different use cases and data persistence requirements.”

  1. How can you traverse the DOM with JavaScript?

Testing the candidate’s ability to navigate the Document Object Model (DOM) using JavaScript.

Sample answer: 

“DOM traversal in JavaScript involves using methods like ‘parentNode,’ ‘nextSibling,’ ‘previousSibling,’ and ‘childNodes’ to move between HTML elements and access their properties.”

  1. Can you explain what functional programming is in JavaScript?

Assessing the candidate’s understanding of functional programming concepts in JavaScript.

Sample answer: 

“Functional programming in JavaScript involves treating functions as first-class citizens, using higher-order functions, and avoiding side effects. It emphasizes immutability and pure functions for more predictable code.”

  1. What is the CSS box model?

Testing the candidate’s knowledge of CSS fundamentals.

Sample answer: 

“The CSS box model defines how elements on a web page are structured. It consists of content, padding, border, and margin, and it determines how elements are sized and spaced.”

  1. Can you name different CSS selectors and explain how they work?

Evaluating the candidate’s familiarity with CSS selectors.

Sample answer: 

“CSS selectors like class selectors (.class), ID selectors (#id), element selectors (div), descendant selectors (div p), and pseudo-selectors (:hover) are used to target and style specific HTML elements.”

  1. If there are two conflicting CSS selectors, which one takes precedence? Can you provide a coding example to illustrate this?

Assessing the candidate’s understanding of CSS specificity and the cascade.

Sample answer: 

“CSS specificity determines which selector takes precedence. Inline styles have the highest specificity, followed by IDs, classes, and element selectors. !important declarations also override others. For example, if we have conflicting styles for an element, the one with higher specificity wins.”

  1. What are Pseudo-Elements in CSS?

Testing the candidate’s knowledge of CSS pseudo-elements.

Sample answer: 

“Pseudo-elements in CSS are used to style parts of an element’s content. Examples include ‘::before’ and ‘::after,’ which allow you to insert content before or after an element’s content and style it separately.”

  1. Can you explain what flexbox is and how it is used in CSS?

Evaluating the candidate’s knowledge of CSS flexbox layout.

Sample answer: 

“Flexbox is a CSS layout model that simplifies the alignment and distribution of space among elements in a container. It’s used to create flexible and responsive layouts, making it easier to design complex structures like navigation menus or grids.”

  1. What does semantic HTML mean?

Assessing the candidate’s understanding of semantic HTML and its importance.

Sample answer: 

“Semantic HTML refers to using HTML elements that convey the meaning and structure of content. It improves accessibility and search engine optimization by providing context and semantics to elements like headings, lists, and

  1. What is web accessibility and why is it important?

Testing the candidate’s knowledge of web accessibility principles.

Sample answer: 

“Web accessibility ensures that websites and web applications are usable by people with disabilities. It’s crucial for inclusivity, compliance with legal requirements like WCAG, and providing a positive user experience for all users, regardless of their abilities.”

  1. What is the difference between a tag and an attribute in HTML?

Evaluating the candidate’s understanding of HTML fundamentals.

Sample answer: 

“In HTML, a tag is an element used to define the structure and content of a webpage, such as <p> for paragraphs. An attribute, on the other hand, provides additional information or settings for a tag, like ‘class’ or ‘src’ in <img>.”

  1. Are you familiar with how to push, pop, shift, and unshift elements in arrays?

Assessing the candidate’s knowledge of array manipulation in JavaScript.

Sample answer: 

“Yes, in JavaScript, ‘push’ adds elements to the end of an array, ‘pop’ removes the last element, ‘shift’ removes the first element, and ‘unshift’ adds elements to the beginning of an array. These methods are essential for modifying arrays.”

  1. Do you know how to use map, reduce, and filter methods on arrays?

Evaluating the candidate’s proficiency in using array methods in JavaScript.

Sample answer: 

“Certainly, ‘map’ applies a function to each element, ‘reduce’ reduces an array to a single value using an accumulator function, and ‘filter’ creates a new array with elements that pass a given condition. These methods are powerful for array transformations.”

  1. What sorting algorithms do you use in JavaScript and why?

Testing the candidate’s knowledge of sorting algorithms and their use cases.

Sample answer: 

“JavaScript has a built-in ‘sort’ method that uses a variation of the QuickSort algorithm. It’s efficient for most cases. For more complex scenarios, ‘merge sort’ or ‘heap sort’ may be considered, depending on the data size and distribution.”

  1. What is the difference between unit tests and end-to-end tests in web development?

Assessing the candidate’s understanding of testing concepts in web development.

Sample answer: 

“Unit tests focus on testing individual components or functions in isolation to ensure they work as expected. End-to-end tests, on the other hand, simulate user interactions across the entire application to validate its behavior as a whole.”

  1. What tools do you use for debugging web applications?

Evaluating the candidate’s familiarity with debugging tools and techniques.

Sample answer: 

“I use browser developer tools like Chrome DevTools for inspecting and debugging front-end code. For back-end debugging, I rely on logging and tools like Node.js’s built-in ‘debugger.’ I also use testing frameworks like Jest and tools like Postman for API testing.”

Real-life web developer interview questions

Web Developers specialize in creating and maintaining web applications, leveraging programming languages, frameworks, and design principles. They ensure responsive, user-friendly websites, collaborate in agile teams, and continuously enhance their coding skills to deliver outstanding digital experiences.

These 5 questions are among the most popular by real hiring managers:

  1. What is the difference between black box and white box testing?

Assessing the candidate’s understanding of software testing methodologies.

Sample answer: 

“Black box testing focuses on examining software functionality without considering internal code structures. White box testing involves inspecting code and internal logic. While black box is user-oriented, white box is developer-oriented.”

2. A coding assignment from previous Microsoft interviews: “You have a list of N+1 integers between 1 and N. you know there’s at least one duplicate, maybe more. ex. N=3, your list might be 3,1,1,3…. or it might be 1,3,2,2… Print out a number that appears in the list more than once.”

Evaluating the candidate’s problem-solving and coding skills.

Sample answer

(Code Sample)

python

Copy code

def findDuplicate(nums):

    seen = set()

    for num in nums:

        if num in seen:

            return num

        seen.add(num)

    return -1

  1. Do you have experience with agile methodologies?

Assessing the candidate’s familiarity with agile software development processes.

Sample answer: 

“Yes, I have experience working in agile environments, including Scrum and Kanban. I’m accustomed to iterative development, user stories, sprint planning, and regular stand-up meetings.”

  1. What languages do you work (code) with? Which one are you strongest in? Which one are you weakest in?

Understanding the candidate’s programming language proficiency.

Sample answer: 

“I work with languages like JavaScript, Python, and Java. My strongest language is JavaScript, given my extensive front-end development experience. While I’m proficient in Python and Java, I consider Python my weaker language.”

  1. What got you into coding?

Exploring the candidate’s motivation and passion for coding.

Sample answer: 

“My interest in coding sparked during my high school programming classes. I was captivated by the ability to create software that solves real-world problems. Since then, my passion for coding has only grown, driving me to pursue a career in web development.”

Real-life android developer interview questions

Android Developers are responsible for designing, developing, and maintaining Android applications. They work with Java or Kotlin to create user-friendly, efficient, and visually appealing mobile apps, ensuring compatibility with various Android devices and versions.

This questions is the most suggested by real hiring managers: 

  1. What is your strategy for online remote work and responsiveness that sets you apart from other engineers?

Inquiring about the candidate’s approach to remote work and communication in a distributed team.

Sample answer: 

“My strategy for online remote work involves proactive communication, frequent updates, and adherence to deadlines. I make use of collaboration tools like Slack and Zoom to stay connected with team members. Additionally, I prioritize time management and maintain a dedicated workspace to ensure productivity, ultimately contributing to the team’s success.”

Feel empowered as you step into interviews armed with these questions, ready to make informed hiring decisions.

Consider this resource a valuable asset for identifying top talent. Take the next leap in your hiring journey, balancing confidence with precision.

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Real-life construction worker interview questions https://resources.workable.com/construction-worker-interview-questions Mon, 04 Dec 2023 15:44:55 +0000 https://resources.workable.com/?p=92150 These construction worker interview questions are directly sourced from real hiring managers and they are ready to use. Make sure that you are interviewing the best construction worker candidates. Sign up for Workable’s 15-day free trial to hire better, faster. 6 good construction worker interview questions [Suggested by real hiring managers] Are there any health issues […]

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These construction worker interview questions are directly sourced from real hiring managers and they are ready to use.

construction worker

Make sure that you are interviewing the best construction worker candidates. Sign up for Workable’s 15-day free trial to hire better, faster.

6 good construction worker interview questions

  1. [Suggested by real hiring managers] Are there any health issues that we need to know about?
  2. What construction projects have you worked on in the past, and what were your specific responsibilities?
  3. How do you ensure safety on the construction site?
  4. Describe your experience with power tools and heavy machinery.
  5. How do you handle physically demanding tasks and long hours?
  6. Can you work effectively as part of a team? Provide an example.

Here are 6 interview questions with sample answers to help you identify the best candidates for this role.

1. Are there any health issues that we need to know about?

Ensures the candidate can safely perform the physical demands of the job.

Sample answer:

“I don’t have any health issues that would affect my ability to perform construction tasks. I maintain good physical fitness to handle the job’s physical nature.”

2. What construction projects have you worked on in the past, and what were your specific responsibilities?

Assesses the candidate’s experience and areas of expertise in construction.

Sample answer:

“I’ve worked on residential and commercial projects, handling tasks like framing, drywall installation, and concrete pouring. I also assisted in site preparation and cleanup.”

3. How do you ensure safety on the construction site?

Evaluates the candidate’s awareness and practice of safety protocols.

Sample answer:

“Safety is a priority for me. I always adhere to safety guidelines, use protective gear, and stay alert to potential hazards on-site. I also participate in safety meetings and trainings regularly.”

4. Describe your experience with power tools and heavy machinery.

Probes the candidate’s skill level with essential construction equipment.

Sample answer:

“I am proficient with various power tools, including drills, saws, and pneumatic tools. I have also operated heavy machinery like forklifts and loaders under supervision.”

5. How do you handle physically demanding tasks and long hours?

Checks the candidate’s endurance and approach to physical work.

Sample answer:

“I stay physically fit and take regular breaks to avoid fatigue. Proper hydration and a balanced diet help me maintain energy levels for demanding tasks and long hours.”

6. Can you work effectively as part of a team? Provide an example.

Assesses teamwork skills, crucial in construction projects.

Sample answer:

“I value teamwork and have effectively collaborated on various projects. For instance, on a recent project, I worked closely with my team to complete a complex roofing installation on schedule.”

What does a good construction worker candidate look like?

A strong Construction Worker candidate should possess a robust physical condition, practical skills in handling construction tools and machinery, and a solid track record of working effectively on construction projects.

They should demonstrate a clear understanding of safety protocols and the ability to comply with them rigorously. Good candidates are team players who can communicate effectively and adapt to changing demands of construction sites.

They should also show eagerness to learn and grow in their role.

Red flags

Red flags in a Construction Worker candidate include a lack of understanding or disregard for safety procedures, limited experience with construction tools and machinery, and poor physical fitness.

Inability to provide examples of teamwork or to express how they handle physically demanding tasks could indicate a poor fit for the role. Signs of poor communication skills or reluctance to adapt to different tasks and environments are also concerning.

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Workable Partner Profile: smooth reference checks with Refapp https://resources.workable.com/stories-and-insights/workable-partner-profile-refapp Fri, 01 Dec 2023 14:40:18 +0000 https://resources.workable.com/?p=92133 Refapp is a talent intelligence solution that helps recruiters conduct efficient, professional and secure reference checks on every candidate. Using an automated workflow, evidence-based questionnaires, and comprehensive reporting, Refapp has successfully catered to the needs of more than a thousand companies and organizations on a global scale. 1. Welcome to this month’s Partner Profile. Could […]

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Refapp is a talent intelligence solution that helps recruiters conduct efficient, professional and secure reference checks on every candidate. Using an automated workflow, evidence-based questionnaires, and comprehensive reporting, Refapp has successfully catered to the needs of more than a thousand companies and organizations on a global scale.

1. Welcome to this month’s Partner Profile. Could you introduce yourself with a brief bio?

Hello there! I’m Daniel Johnsson, and I’m proud to be heading the international expansion efforts here at Refapp. It’s been an incredible journey since I joined Refapp nearly 3 years ago, and I’ve been fully devoted to enhancing our global presence.

At present, we have formed strong partnerships with numerous organizations, all with a common focus: empowering companies to make well-informed hiring decisions and ensuring the seamless onboarding and success of their new employees. Our dedication to this mission drives us to continually improve our services and offer cutting-edge solutions.

As we expand our reach across borders, we remain committed to delivering top-notch services to our clients worldwide. The Refapp team is passionate about revolutionising the hiring process and creating an impact on businesses, no matter where they are located.

2. As an integrated partner of Workable, Refapp helps companies conduct due diligence on new hires and efficiently conduct reference checks. Could you elaborate on how Refapp specifically does so?

Our interface is designed to help you gather information from references efficiently and securely, while providing a great experience for all parties. The platform automatically collects 360-degree candidate insights, making it easier to make decisions and hire the right talent for your organisation.

We have a library of evidence-based questionnaire templates you can use straight out of the box. Or you can create your own customized templates based on your needs, enabling you to get started with your digital reference checking within minutes.

With our integration to Workable, you can easily initiate a reference check from within your existing workflow. Automated emails and text messages ensure that you don’t have to manually remind references to submit their responses. This allows your team to spend more time on other revenue-generating activities and onboarding new candidates.

Once the references have responded, Refapp collects them into a comparable easy-to-read report which can be shared securely with your team or client. Here’s a short video explaining the integration.

3. What are some general trends you all are noticing in the reference checking process?

Some noteworthy trends observed in the reference checking process encompass various aspects:

Compliance: There is a growing emphasis on adhering to regulatory requirements and industry standards to ensure that the reference checking process is conducted ethically and in alignment with legal guidelines.

Utilization of evidence-based questions and methods: The reference checking process is increasingly adopting evidence-based questions and methodologies, which enables the collection of dependable and precise information about candidates.

Focus on reference and candidate experience: Organizations are recognizing the significance of optimising the reference checking experience for both the referees and the candidates, striving to ensure a positive and professional interaction throughout the process.

Time-intensive nature: Reference checking process can be time-consuming, as it involves thorough assessments and coordination with various parties to obtain comprehensive feedback.

Unorganized data challenges: Many organizations face the challenge of dealing with unorganized data during the reference checking process, necessitating efficient methods to streamline and manage the information effectively.

4. Now is your chance to brag about what’s on the horizon for Refapp. Any exciting product developments our readers should be aware of?

We at Refapp are excited to announce that we are continuing to create new partnerships and expand our solution to fit the needs of various global markets. There is always something new on the horizon for Refapp and we look forward to having you along the journey with us.

We have many resources available on our website where you can find updates on our feature developments, webinars, customer cases and partnership updates.

Some popular resources that we have recently released are:

Breaking the myths about reference checking – We discuss the myths behind reference checking and provide practical tips for getting the most out of the process.

Workable & Refapp turn BSA Solutions into a hiring machine – A customer case about how BSA Solutions have maximized their hiring potential with the help of Refapp combined with Workable

What does successful hiring and retention look like? – Delving into the topic of successful hiring and retention through the lens of BlueRock, a company that has been consistently recognized as a great place to work.

5. Any closing thoughts you’d like to share?

Take the next step towards streamlined digital reference checks with Refapp through Workable. Reach out to us today to discover the array of benefits we can bring to your hiring process!

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11 real-life surveyor interview questions https://resources.workable.com/surveyor-interview-questions Mon, 04 Dec 2023 13:52:23 +0000 https://resources.workable.com/?p=92143 These surveyor interview questions are directly sourced from real hiring managers and they are ready to use. Make sure that you are interviewing the best surveyor candidates. Sign up for Workable’s 15-day free trial to hire better, faster. 11 good surveyor interview questions Can you describe your educational background and how it has prepared you for […]

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These surveyor interview questions are directly sourced from real hiring managers and they are ready to use.

Surveyor interview questions

Make sure that you are interviewing the best surveyor candidates. Sign up for Workable’s 15-day free trial to hire better, faster.

11 good surveyor interview questions

  1. Can you describe your educational background and how it has prepared you for a career in land surveying?
  2. Which subjects, such as geography, trigonometry, or cartography, do you find most intriguing in the context of land surveying, and why?
  3. Land surveying involves a significant amount of field work. Can you provide examples of your experience working outdoors in various conditions?
  4. How do you handle challenges like navigating through difficult terrain or dealing with adverse weather conditions during field work?
  5. Each state has its own land laws and requirements for licensure. How familiar are you with the land laws and surveying regulations in our state?
  6. Can you discuss a situation where understanding local land laws was crucial to your work?
  7. The Professional Surveyors exam is a comprehensive test of a surveyor’s knowledge and skills. How did you prepare for this exam, and what was your strategy for covering the vast array of topics?
  8. Surveyor-in-Training is a key step in becoming a licensed Land Surveyor. Can you describe your experience in this role and how it has shaped your professional development?
  9. What are some of the most significant projects you have worked on, and what role did you play in these projects?
  10. Surveying can present unique challenges. Can you provide an example of a particularly difficult problem you encountered in your work and how you solved it?
  11. How do you stay up-to-date with the latest developments in surveying technology and methods?

Here are 11 interview questions with sample answers, based on hiring managers’ notes, to help you identify the best candidates for this role.

1. Can you describe your educational background and how it has prepared you for a career in land surveying?

Assesses the candidate’s formal education and its relevance to surveying.

Sample answer:

“I have a degree in Geomatics Engineering, which covered essential topics like topography, geodesy, and cartography. This background provided me with a solid foundation in the principles of land surveying.”

2. Which subjects do you find most intriguing in the context of land surveying, and why?

Evaluates the candidate’s interest and understanding of key surveying-related subjects.

Sample answer:

“I find trigonometry particularly fascinating as it is fundamental in calculating distances and angles, which are core aspects of surveying. Its practical application in determining precise land measurements is what intrigues me the most.”

3. Land surveying involves a significant amount of field work. Can you provide examples of your experience working outdoors?

Inquires about hands-on fieldwork experience in various conditions.

Sample answer:

“I’ve worked on several land development projects where I conducted field surveys in diverse conditions, from urban areas to rugged terrains. This experience has honed my ability to adapt and work efficiently in different environments.”

4. How do you handle challenges like navigating through difficult terrain during field work?

Assesses problem-solving skills and adaptability in challenging field conditions.

Sample answer:

“When encountering difficult terrain, I prioritize safety and use specialized surveying equipment like robotic total stations to navigate and collect data accurately. Adapting my surveying techniques to the environment is key.”

5. How familiar are you with the land laws and surveying regulations in our state?

Checks knowledge of local legal requirements and regulations.

Sample answer:

“I am well-versed with our state’s land laws and surveying regulations. I ensure my work complies with these laws, particularly in boundary surveys, to avoid legal disputes.”

6. Can you discuss a situation where understanding local land laws was crucial to your work?

Seeks practical application of knowledge in land laws.

Sample answer:

“On a boundary dispute project, understanding local land laws was crucial. I conducted thorough research on property lines and easements, which helped resolve the dispute amicably.”

7. How did you prepare for the Professional Surveyors exam, and what was your strategy?

Examines preparation methods and study strategies for professional certification.

Sample answer:

“I prepared for the exam by reviewing key topics in land surveying, practicing past papers, and joining a study group. Focusing on weaker areas and time management during the exam was my main strategy.”

8. Describe your experience as a Surveyor-in-Training and how it shaped your professional development.

Explores the candidate’s growth and learning during their initial professional phase.

Sample answer:

“As a Surveyor-in-Training, I worked under experienced surveyors, which provided me with hands-on experience in various surveying techniques. It was instrumental in understanding the practical aspects of survey work, like using surveying instruments and interpreting data, which significantly shaped my approach to land surveying.”

9. What are some of the most significant projects you have worked on, and what role did you play in these projects?

Assesses the candidate’s experience in significant surveying projects.

Sample answer:

“One of my significant projects was a large-scale land development project for a residential area. I was responsible for conducting topographic surveys and preparing site plans, which were crucial for the project’s design phase.”

10. Can you provide an example of a particularly difficult problem you encountered in your work and how you solved it?

Tests problem-solving skills and adaptability in the face of surveying challenges.

Sample answer:

“I once dealt with a land parcel with unclear boundaries due to outdated records. I used a combination of historical data and modern GPS technology to accurately redefine the boundaries, resolving the ambiguity.”

11. How do you stay up-to-date with the latest developments in surveying technology and methods?

Evaluates the candidate’s commitment to continuous learning and staying current with industry advancements.

Sample answer:

“I stay updated by attending workshops and webinars, reading industry publications, and participating in professional surveyor networks. This helps me keep abreast of new technologies and methods in surveying.”

What does a good surveyor candidate look like?

A proficient Surveyor candidate should have a strong educational background in surveying-related fields, such as geography or geomatics engineering. They should demonstrate hands-on experience in various surveying techniques and the ability to adapt to different field conditions.

Familiarity with local land laws and surveying regulations is essential, along with experience in handling complex surveying challenges.

A good candidate will also show a commitment to professional development, reflected in their preparation for certification exams and staying updated with technological advancements in the field.

Red flags

Red flags in a Surveyor candidate include a lack of practical fieldwork experience or limited knowledge of surveying principles and techniques. Inadequate understanding of local land laws and regulations, or an inability to adapt to challenging field conditions, can indicate potential difficulties in executing surveying tasks effectively.

Poor communication skills and a lack of continuous professional development are also concerning, as these are critical for staying current in the evolving field of surveying.

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Workable Partner Profile: peak employee experience with HiBob https://resources.workable.com/stories-and-insights/workable-partner-profile-hibob Thu, 28 Dec 2023 17:35:03 +0000 https://resources.workable.com/?p=92632 HiBob’s HR platform, Bob, creates a work experience your people will love by giving you the tools to put them first. Modernize your HR processes using automation and Bob’s full suite of tools that cover everything from onboarding and performance management to compensation and payroll. Plus, with unmatched advanced analytics, you’ll have the data you […]

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HiBob’s HR platform, Bob, creates a work experience your people will love by giving you the tools to put them first. Modernize your HR processes using automation and Bob’s full suite of tools that cover everything from onboarding and performance management to compensation and payroll.

Plus, with unmatched advanced analytics, you’ll have the data you need to meet your organization’s business goals.

Bob’s beautifully intuitive UI, collaboration features, and easy integrations with your other favorite work tools make Bob addictive for your managers and employees – increasing engagement, boosting productivity, and building company culture regardless of where or how your people work.

1. Welcome to this month’s Partner Profile. Could you introduce yourself with a brief bio?

I’m Guy Mokady, the Head of Tech Partnerships here at HiBob. I lead our integration partnerships with product companies, complementary to HiBob.

I live in Tel Aviv with my wife and dog, and joined HiBob two years ago, after spending a few of years as a commercial lawyer and deciding that’s not the world for me.

2. As an integrated partner of Workable, HiBob helps companies quickly and easily turn a new hire, into a new employee. Could you elaborate on how Hibob specifically does so?

Yep, it’s so easy! When a candidate is marked as Hired in Workable, the designated HR contact will receive an email notification and in-app notification from Bob. In one click, push the newly hired candidate’s details into Bob. You can also customize the employee data fields that flow from Workable to Bob.

Now, your new hire can enter Bob’s onboarding workflows that can be tailored to any group, such as per team, department, or site, so your new hires have a relevant and personalized onboarding experience.

3. What are some general trends you all are noticing in the employee experience world?

More and more we see how important the workplace experience is in order to retain top talent. Building a people-centric company culture helps us give our people the positive and empowering employee experience they deserve.

It also helps boost the employer brand and helps leaders attract the top talent they need. We’ve found that these five attributes play a key role in shaping an employee’s world at work: work-life balance, company culture, the onboarding process, employee engagement, and development and advancement opportunities.

But, it’s more than just more trainings, happy hours and swag. Organizations today need People Analytics – real time, cross-platform data to uncover proactive insights and attrition indicators – in order to make data-driven business decisions and build a people-first culture.

Bob bridges the gap as a central place to engage and collaborate, creating a warm community and helping your people stay connected. Sustain a culture that’s open, embraces diversity, and empowers your people to be their authentic selves, all while increasing employee satisfaction and retention.

4. Now is your chance to brag about what’s on the horizon for HiBob. Any exciting product developments our readers should be aware of?

Bob is at the forefront of HR innovation. We pay close attention to changes in the global market, new HR trends, and the evolving needs and challenges of our customers. Every month there are close to a dozen product enhancements.

We have a few very exciting product releases coming in 2024 that will empower our customers to crush their business goals and keep creating an unparalleled work experience. Stay tuned!

5. Any closing thoughts you’d like to share?

HiBob modernizes the work experience, built to ignite the power of your people and your business. More than 3,500 global businesses serving hundreds of thousands employees worldwide appreciate Bob’s ease of use, high configurability and the ability to customize based on business requirements.

Our modular approach caters to the needs of midsized, multinational companies seeking agile technology and robust analytics to support operations across distributed workforces in the ever-evolving economic and workplace landscape. We’d love to speak with you!

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Workable Partner Profile: leading tech screening with Verified First https://resources.workable.com/stories-and-insights/workable-partner-profile-verified-first Tue, 30 Jan 2024 13:00:22 +0000 https://resources.workable.com/?p=93069 Verified First is a fast growing background screening company on a mission to deliver cutting-edge HR technology that transforms the way organizations protect their people. Verified First is known for raising the bar on streamlined background screening solutions backed by the best client support across the globe. With a 98% client satisfaction team, a user-friendly […]

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Verified First is a fast growing background screening company on a mission to deliver cutting-edge HR technology that transforms the way organizations protect their people. Verified First is known for raising the bar on streamlined background screening solutions backed by the best client support across the globe.

With a 98% client satisfaction team, a user-friendly patented integration, and unbeatable turnaround times, Verified First puts you first.

Awards include HRO Today Baker’s Dozen, HRO Today iTalent, Inc. Deloitte Technology Fast 500, Inc. 500.

1. Welcome to this month’s Partner Profile. Could you introduce yourself with a brief bio?

Hi there! My name is Jenny Johnson. I am a Senior Partner Manager at Verified First. I joined the Verified First Partner team in February of 2023.

I have 20+ years of sales and account management experience in the background screening industry.

2. As an integrated partner of Workable, Verified First helps to ensure a smooth background check process. Could you elaborate on how Verified First specifically does so?

Verified First provides a seamless background screening experience across a wide variety of industries by offering integrated screening solutions including Background Checks, Drug screening, Verifications, I-9/E-Verify, and more.

Verified First’s seamless integration with Workable provides clients with a turn-key experience and enables them to process comprehensive screens in one, convenient place.

3. What are some general trends you all are noticing in the background check world?

The background screening process plays a pivotal role in ensuring organizations make informed and responsible hiring decisions. The following trends underscore the critical importance of leveraging cutting-edge background screening technology:

Importance of integration: Research has shown that one in three companies use more than 10 different recruitment solutions, raising the importance of efficient integrations (Aptitude Research). That’s why Verified First has transformed how integrations work and offers two robust solutions for Workable clients, including a one-of-kind, patented browser extension integration.

Adoption of background screening: Over 80% of organizations recognize the significance of background screening in their hiring processes. This widespread adoption emphasizes a shared understanding within the business community about the necessity of evaluating candidates beyond their resumes.

Incomplete screening practices: Shockingly, 39% of organizations do not conduct background checks for every job position. This gap in screening leaves companies vulnerable to potential risks associated with inadequate vetting. Comprehensive screening is crucial in mitigating these risks and ensuring a thorough evaluation of all candidates. If you’re not sure what screens to use and when, connect with Verified First and their PBSA-accredited screening experts.

Verified First captured this data in conjunction with Aptitude Research as a part of our 2023 Talent Acquisition Tech Buyer’s Guide.

4. Now is your chance to brag about what’s on the horizon for Verified First. Any exciting product developments our readers should be aware of?

Verified First is excited to announce our latest feature: MVR Monitoring. This new monitoring solution sends you real-time alerts as new violations, suspensions, disqualifications, and more occur.

With MVR Monitoring, you can:

  • Receive real-time alerts
  • Track driver performance
  • Manage employee risk
  • Stay on top of license/certification expirations

Please let us know if you want to learn more about our continuous MVR monitoring solution: http://go.verifiedfirst.com/workable-vf-partner-profile.

5. Any closing thoughts you’d like to share?

Click here to learn more about streamlining your hiring & onboarding process by easily integrating Workable with Verified First’s background screening solutions. Save time and resources, so you can focus on what matters most – your people.

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Workable Partner Profile: Talent recognition with Thomas https://resources.workable.com/stories-and-insights/workable-partner-profile-thomas-international Wed, 20 Mar 2024 13:46:57 +0000 https://resources.workable.com/?p=93901 We’re Thomas. We want to make work more meaningful, and we want you to feel that too. That’s why we’ve spent the last forty years developing people science that helps you, your teams and your business thrive. You can use us for lots of things, but most importantly it helps you fulfill your potential in […]

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We’re Thomas. We want to make work more meaningful, and we want you to feel that too. That’s why we’ve spent the last forty years developing people science that helps you, your teams and your business thrive.

You can use us for lots of things, but most importantly it helps you fulfill your potential in the workplace by giving you a better understanding of yourself and your colleagues.

Leaders benefit as we help develop talent, improve team management, reduce conflict, and create high performing teams.

Companies benefit as you’ll see a more diverse workforce, effective hybrid working, higher employee engagement and an improved commercial performance.

1. Welcome to this month’s Partner Profile. Could you introduce yourself with a brief bio?

I’m Yabing Wu, Strategic Partnership Manager here at Thomas. I recently started to lead our tech and integration partnerships with ATS’ and other HRTech/WorkTech companies complementary to Thomas, amplifying our customer values.

I live in London with my husband and two girls. I joined Thomas five years ago, after a decade of various strategy roles across Consulting, F&B, and EdTech sectors in Greater China and deciding to move to the UK for new adventures.

Outside work, I’m an avid marathon runner (16*finisher).

2. As an integrated partner of Workable, Thomas provides assessments based on robust, validated science which helps hiring teams to understand candidate fit based on soft skills as well as technical skills. Could you elaborate on how Thomas specifically does so?

We recently launched a ground-breaking new talent assessment platform, Thomas Perform, providing immediately actionable insights into your people. It gives a deep understanding of their behaviors, personality traits, and aptitudes through a comprehensive personal profile based on proven psychological science.

Unlike other assessment platforms, Thomas Perform goes beyond recruitment and development and adds value across the entire employee journey at every level of the organization. From recruitment and development, down to the dynamics within teams that makes employees feel engaged, valued and supported in what they need to succeed.

Our platform is modern, intuitive and everything is written in a positive, accessible way. Once you’ve taken our assessments, you’ll get immediate access to a summary of your profile, highlighting your strengths and areas for personal development, all backed by science.

Administrators and hiring managers get access to a straightforward tool that can be easily integrated with many of the most popular ATS platforms like Workable. It offers ready to use reports that can be put to use and start adding value to your business straight away.

With Thomas Perform, you will confidently recruit top talent who align with company culture, deliver value and stay for the long run.

3. What are some general trends you all are noticing in the assessments space?

Traditionally, assessment has been a secret weapon for HR departments. When personality, behavior and aptitude assessments are used correctly and properly understood, they can triple the quality of hire and make a high-volume hiring process much easier.

When used well for leadership and executive roles, assessments can have a huge impact on the hit-rate of leadership development. But, as the market is somewhat scientific and arcane, many companies still do not fully understand why and how to use assessments.

In recent years, increased economic volatility, geopolitical instability, the rapid adoption of AI, and a range of new working models have put unprecedented pressure on employees and organizations worldwide.

Soft skills are the key to success in the current climate. Interpersonal skills have doubled in importance since the pandemic and the demand for soft skills is expected to grow at twice the rate of that for technical skills.

With this in mind, it’s no wonder that organizations are realizing that our psychometric assessments – which generate soft skills insights – are getting more strategic everyday.

With the growing awareness of integrated talent management solutions, the role of assessments is growing. Companies are asking the big questions, for example:

  • Do we have people with the right potential to grow into the roles we need next year?
  • How do we create a more “solutions oriented” sales force?
  • What are the characteristics of our best leaders or customer service agents and how can we hire more of them?

All of these can be answered with people science, and that’s what we do best.

Thomas is proud to provide the market’s most robust psychometric science. Grounded in independently validated psychometric science, Thomas assessments provide insight into a person’s behavior, personality, aptitude and emotional intelligence, informing fair and inclusive people decisions and agile workforce planning.

4. Now is your chance to brag about what’s on the horizon for Thomas. Any exciting product developments our readers should be aware of?

Thomas is at the forefront of Workforce Tech innovation, with the creation of a new category of workforce solutions, Team Interaction Optimisation (TIO). This ground-breaking approach promises to redefine the way we work, addressing the mounting challenges faced by individuals and organizations in today’s rapidly changing work environment.

We want people science to be accessible, beneficial and empowering for everyone. By giving each team member actionable insights about themselves and each other, we’re building a world where we can all become a better colleague, teammate or leader.

This is how we see the future.

We have a few very exciting product releases coming in 2024 that will empower our customers to create high performing teams. Stay tuned!

5. Any closing thoughts you’d like to share?

Forty years ago, Thomas was founded with the sole aim of helping to build a world of higher human achievement by giving people an easier way of gaining a greater understanding of themselves and each other.

At the heart of this goal was the belief that “difference makes the difference” when helping customers form, develop and nurture individuals into teams to achieve a common purpose.

In this exciting decade of Ecosystem, partner-led growth is at the core of our long-term strategy. We are excited to embark on this journey with like-minded partners like Workable, and we invite more partners who share the same values and visions to reach out!

 

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AI evaluation in the workplace: advantages and disadvantages https://resources.workable.com/tutorial/ai-evaluation-in-the-workplace Fri, 01 Dec 2023 17:10:36 +0000 https://resources.workable.com/?p=92126 Artificial intelligence, once a phenomenon only seen in science fiction movies, has left the realm of Star Trek and become an everyday reality. My phone seems to intuitively prompt me with ads for the take-out food I want and the sweater I really want to buy. It sometimes seems like our minds are being read. […]

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Artificial intelligence, once a phenomenon only seen in science fiction movies, has left the realm of Star Trek and become an everyday reality. My phone seems to intuitively prompt me with ads for the take-out food I want and the sweater I really want to buy. It sometimes seems like our minds are being read.

The fact is, we are constantly being monitored and evaluated by automated technology as a way to make our lives more streamlined and efficient. By and large, this kind of technological interference is useful as it takes away the “human error” of decision-making and assessment.

AI can drive your hiring

Learn how Workable can help you optimize your evaluation, hiring, and management – using AI along the way!

Check out our features

It is also why AI evaluation software is being rapidly integrated into professional environments to appraise employee performance and gauge the strengths and weaknesses within a company’s workforce.

AI evaluation in the workplace can offer several advantages, but it also comes with challenges and considerations. Whether automated evaluations are a “good thing” depends on how the technology is implemented and the specific context in which it is used.

Here are some of the potential benefits and drawbacks of using AI for employee evaluation:

Advantages of AI evaluation

1. Personalized feedback

For better or worse, AI can know you better than you know yourself. Companies like Quantum Workplace develop AI software that evaluates employees’ strengths and skills and gives them personalized goals to help the company.

This kind of software also sees where employees are making mistakes, identifies where they need more training, and provides personalized recommendations for employee development.

In short: AI can help individuals understand their own strengths and weaknesses and offer suggestions for improvement.

2. Objective assessment

There is no ‘playing favorites’ when AI assesses an employee. It doesn’t care who you know or if your dad is the CEO. AI evaluates employees based on predefined criteria and data, rather than personal opinions.

This ensures consistency in evaluation across all employees as it applies the same standards to every worker, which can lead to fairer and more equitable assessments.

3. Data-driven insights

Data dashboards and reports are useful in seeing how employees are meeting goals. Interpreting that data quickly and accurately (with no human error!) is another matter.

One of the upsides of AI is that it can analyze a vast amount of data, enabling employers to gain valuable insights into performance trends and patterns. This data-driven approach can inform decision-making and improve workforce management.

4. Efficiency

When we think of performance reviews, we often think of six-month or annual reviews. That kind of frequency seems archaic when AI can keep a constant (automated) finger on the pulse of your organization’s performance.

Automation of the evaluation process can save time and resources for both managers and HR departments. It allows for more frequent evaluations, which can lead to better performance management.

5. Scalability

AI systems can scale to accommodate large organizations with many employees, providing consistent evaluations regardless of a company’s size.

Drawbacks and considerations

1. Lack of context

AI might know a lot about me, but it doesn’t always know what I’m going through.

Employees may be going through a hard time at home or juggling outside responsibilities that affect performance. AI may not fully understand the context of an employee’s work, including unique challenges and circumstances that may affect their performance. It may miss nuances that human supervisors can grasp.

2. Privacy concerns

Instrumental or intrusive? Collecting and analyzing employee data can raise privacy concerns. It’s essential to ensure that data is used ethically and in compliance with privacy regulations.

AI often gets a bad rap for being unnecessarily invasive as it combs through people’s data, habits, and lives.

Employees may feel uneasy or threatened by AI-driven evaluations, leading to resistance and distrust in the workplace. Clear communication and transparency are crucial in addressing these concerns.

3. Skill development

I learn new tasks quickly! I’m adaptable in new working environments!

But AI doesn’t know that. AI can assess performance based on predefined criteria, but it may not account for employees’ growth and skill development over time, particularly in roles that require adaptability and learning.

4. Bias in data

You know the saying: Bad data equals bad results. If you give AI software outdated data or misinterpreted data it may give information influenced by this bias.

AI evaluation: it’s how you use it

AI employee evaluation has the potential to be a valuable tool in the workplace when implemented carefully and ethically. It can provide objective, consistent, and data-driven insights into employee performance.

However, it’s essential to be aware of the limitations and challenges associated with AI, including potential bias and privacy concerns.

Striking a balance between AI and human judgment and maintaining open communication with employees is crucial to make AI-driven evaluations a “good thing” in the workplace.

John W. Mitchell, Ed.D., author of the upcoming book Fire Your Hiring Habits: Building an Environment that Attracts Top Talent in Today’s Workforce, is president and CEO of the global electronics industry’s trade organization, IPC.

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Employee theft policy template https://resources.workable.com/employee-theft-policy-template Fri, 01 Dec 2023 15:04:58 +0000 https://resources.workable.com/?p=92118 This template will provide HR professionals with a comprehensive framework for creating their own employee theft policy. It includes essential elements that should be present in any such policy, along with guidance on how to tailor the policy to suit the specific needs of their organization. By using this template, HR pros can ensure that […]

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This template will provide HR professionals with a comprehensive framework for creating their own employee theft policy. It includes essential elements that should be present in any such policy, along with guidance on how to tailor the policy to suit the specific needs of their organization.

By using this template, HR pros can ensure that they have a solid foundation for preventing and investigating employee theft allegations.

What is an employee theft policy template?

Employee theft refers to the unauthorized use or misappropriation of an employer’s property or assets by an employee. This can include, but is not limited to, stealing cash, merchandise, supplies, equipment, or intellectual property. Employee theft can also involve fraudulent activities, such as falsifying time sheets or expense accounts, or using company resources for personal gain.

A employee theft policy should include:

  1. A clear definition of what constitutes employee theft
  2. A statement of the organization’s zero-tolerance stance on employee theft
  3. Guidelines on how to report suspected cases of employee theft
  4. Procedures for conducting investigations and gathering evidence
  5. Consequences for employees found guilty of theft
  6. Measures to prevent future instances of employee theft

Why is it important to have an employee theft policy?

Having a comprehensive employee theft policy is crucial for several reasons:
1. Protection of assets: An employee theft policy helps protect the organization’s assets from internal threats, ensuring that they are used only for legitimate business purposes.
2. Deterrence: A clearly defined policy discourages employees from engaging in theft, as they know that there will be consequences for their actions.
3. Investigation efficiency: A policy provides guidelines for reporting and investigating suspicious activity, ensuring that allegations are handled promptly and fairly.
4. Legal compliance: In some jurisdictions, employers have a legal obligation to take steps to prevent employee theft. Having a policy in place demonstrates that the organization takes this responsibility seriously.
5. Maintaining trust: When employees feel that their employer takes theft seriously, they are more likely to trust their colleagues and management, fostering a positive work environment.

Step-by-step instructions for creating your own employee theft policy

1. Review relevant laws and regulations in your jurisdiction to ensure compliance.
2. Identify the types of assets you want to protect, such as cash, inventory, or intellectual property.
3. Determine the reporting mechanism for suspected theft, such as an anonymous hotline or online form.
4. Establish investigation procedures, including who will conduct the investigation, how evidence will be collected and preserved, and how findings will be documented.
5. Define disciplinary actions for employees found guilty of theft, up to and including termination.
6. Implement measures to prevent future instances of theft, such as training programs, regular audits, or improved security protocols.
7. Communicate the policy to all employees, emphasizing the importance of honesty and integrity within the organization.
8. Regularly review and update the policy to adapt to changing circumstances and address any issues that may arise.

Employee theft policy template

[Organization Name]

Employee Theft Policy

Introduction

[Organization Name] is committed to maintaining a safe and secure work environment where all employees can thrive and succeed. In order to protect our assets and promote honesty and integrity among our staff, we have established the following employee theft policy.

Definition of employee theft

Employee theft refers to the unauthorized use or misappropriation of [Organization Name]’s property or assets by an employee. This includes, but is not limited to, stealing cash, merchandise, supplies, equipment, or intellectual property. Employee theft can also involve fraudulent activities, such as falsifying time sheets or expense accounts, or using company resources for personal gain.

Zero-tolerance stance

[Organization Name] has a zero-tolerance stance on employee theft. We take all allegations of theft seriously and will investigate them thoroughly. Employees found guilty of theft will face disciplinary action, up to and including termination.

Reporting suspicious activity

If you suspect an instance of employee theft, please report it immediately to your supervisor, HR representative, or through our anonymous reporting hotline at 1-800-THEFT-LINE. All reports will be treated confidentially and investigated promptly.

Investigation procedures

All allegations of employee theft will be investigated thoroughly and fairly. The investigation process may include:

  • Interviews with witnesses and the accused employee
  • Review of relevant documentation, such as financial records or security footage
  • Collection and preservation of evidence
  • A thorough review of the facts to determine whether there is sufficient evidence to support the allegations

Disciplinary action

Employees found guilty of employee theft will face disciplinary action, up to and including termination. The severity of the penalty will depend on the gravity of the offense and the employee’s work history.

Prevention measures

To prevent future instances of employee theft, [Organization Name] will implement the following measures:

  • Regular audits of financial records and inventory
  • Training programs for employees on honesty and integrity
  • Improved security protocols, such as restricted access to sensitive areas and assets
  • Periodic reviews of this policy to ensure its effectiveness and relevance

Communication and compliance

This policy has been communicated to all employees and is available on the company intranet. It is each employee’s responsibility to familiarize themselves with the policy and adhere to its guidelines. Failure to comply with this policy may result in disciplinary action.

Review and update

This policy will be reviewed and updated annually or as needed to reflect changes in the law, organizational structure, or security concerns. Any updates will be communicated promptly to all employees.

Conclusion

[Organization Name] is committed to maintaining a safe and secure work environment where all employees can thrive and succeed. We believe that honesty and integrity are essential components of a healthy workplace culture, and we will not tolerate any form of employee theft. By implementing this policy, we aim to protect our assets, promote transparency, and foster a positive work environment.

Thank you for your cooperation and commitment to upholding the highest standards of ethical behavior.
Sincerely,

[Your Name]

[Your Title]

[Organization Name]

Disclaimer: This policy template is meant to provide general guidelines and should be used as a reference. It may not take into account all relevant local, state or federal laws and is not a legal document. Neither the author nor Workable will assume any legal liability that may arise from the use of this policy.

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6 real-life finance administrator interview questions https://resources.workable.com/finance-administrator-interview-questions Fri, 01 Dec 2023 14:40:53 +0000 https://resources.workable.com/?p=92116 These finance administrator interview questions are directly sourced from real hiring managers and they are ready to use. Make sure that you are interviewing the best finance administrator candidates. Sign up for Workable’s 15-day free trial to hire better, faster. 6 good finance administrator interview questions What are the differences between scale and growth? What strategies […]

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These finance administrator interview questions are directly sourced from real hiring managers and they are ready to use.

finance manager interview questions

Make sure that you are interviewing the best finance administrator candidates. Sign up for Workable’s 15-day free trial to hire better, faster.

6 good finance administrator interview questions

  1. What are the differences between scale and growth?
  2. What strategies would you use to monitor scale and growth in a rapidly growing business?
  3. What company’s budget have you overseen before?
  4. How do you manage a robust budget?
  5. How would you handle a discrepancy in financial statements?
  6. How would you deal with disagreement within the finance department?

Here are 10 real-life interview questions with sample answers, based on hiring managers’ notes, to help you identify the best candidates for this role.

1. What are the differences between scale and growth?

Tests understanding of key financial concepts relevant to business development.

Sample answer:

“Growth refers to the increase in a company’s size or revenue, while scale is about expanding without significantly increasing costs. Scaling effectively means increasing revenue at a faster rate than costs.”

2. What strategies would you use to monitor scale and growth in a rapidly growing business?

Evaluates ability to manage financial aspects of a growing business.

Sample answer:

“I would use financial metrics like revenue growth rate, profit margins, and cash flow analysis. Regularly monitoring these metrics helps in identifying trends and making informed decisions for sustainable growth.”

3. What company’s budget have you overseen before?

Seeks specific experience in budget management.

Sample answer:

“At my previous job, I managed the budget for a mid-sized manufacturing company. I was responsible for overseeing annual budgeting, monthly forecasts, and variance analysis.”

4. How do you manage a robust budget?

Tests budget management skills and strategies.

Sample answer:

“Managing a robust budget involves detailed planning, continuous monitoring, and flexibility. I focus on aligning the budget with the company’s strategic goals and adjust as necessary based on performance and market changes.”

5. How would you handle a discrepancy in financial statements?

Assesses problem-solving skills in financial management.

Sample answer:

“Upon finding a discrepancy, I would first conduct a thorough review to identify the root cause. Then, I’d correct the error and implement measures to prevent similar issues in the future.”

6. How would you deal with disagreement within the finance department?

Evaluates conflict resolution and team management skills.

Sample answer:

“I believe in open communication and collaborative problem-solving. In case of disagreement, I would encourage a discussion to understand different viewpoints and work towards a consensus that aligns with the company’s financial goals.”

What does a good finance administrator candidate look like?

An ideal Finance Administrator candidate demonstrates a comprehensive understanding of financial principles and practices. They should have proven experience in managing budgets, overseeing financial statements, and implementing financial controls. The candidate must possess strong analytical skills to interpret financial data effectively and make informed decisions.

Excellent communication skills are essential for collaborating with different departments and presenting financial information. They should also show adaptability to handle the dynamic nature of financial management and problem-solving abilities to address discrepancies and conflicts effectively.

Red flags

Red flags in a Finance Administrator candidate include a lack of specific experience in managing complex budgets or overseeing significant financial operations. Inconsistencies or inaccuracies in explaining financial concepts or strategies are concerning.

Poor communication skills, especially in explaining financial data to non-financial stakeholders, may indicate a lack of necessary soft skills. An inability to provide examples of resolving financial discrepancies or handling departmental disagreements suggests a lack of practical problem-solving experience.

A candidate who is not up-to-date with current financial regulations and trends might struggle to maintain compliance and competitiveness in the role.

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7 real-life manufacturing engineer interview questions https://resources.workable.com/manufacturing-engineer-interview-questions Fri, 01 Dec 2023 13:22:08 +0000 https://resources.workable.com/?p=92114 These manufacturing engineer interview questions are directly sourced from real hiring managers and they are ready to use. Make sure that you are interviewing the best manufacturing engineer candidates. Sign up for Workable’s 15-day free trial to hire better, faster. 7 good manufacturing engineer interview questions Are you able to read/interpret assembly drawings and manufacturing specifications? […]

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These manufacturing engineer interview questions are directly sourced from real hiring managers and they are ready to use.

production planner job description

Make sure that you are interviewing the best manufacturing engineer candidates. Sign up for Workable’s 15-day free trial to hire better, faster.

7 good manufacturing engineer interview questions

  1. Are you able to read/interpret assembly drawings and manufacturing specifications?
  2. Do you have any experience working with automation?
  3. What experience do you have with microelectronics manufacturing and automation?
  4. What kind of experience do you have writing manufacturing work instructions?
  5. Name a time you were able to successfully implement design for manufacturing (DFM) principles. Have you ever brought a new manufacturing process to production?
  6. Are you familiar with industry standards, MRP/ERP methodologies and systems? Engineering change management? Nonconformance/defect management?
  7. What kind of hands-on experience with specific manufacturing processes do you have? (soldering, epoxy bonding, welding, etc.)

Here are 7 real-life interview questions with sample answers, based on hiring managers’ notes, to help you identify the best candidates for this role.

1. Are you able to read/interpret assembly drawings and manufacturing specifications?

This question assesses the candidate’s fundamental technical skills necessary for the role.

Sample answer:

“Yes, I am proficient in reading and interpreting assembly drawings and manufacturing specifications. In my previous role, I regularly used these skills to analyze design feasibility and suggest improvements.”

2. Do you have any experience working with automation?

Evaluates the candidate’s experience with modern manufacturing technologies.

Sample answer:

“I have extensive experience with automation. At my last job, I was involved in integrating automated systems into our production line, which improved efficiency by 25%.”

3. What experience do you have with microelectronics manufacturing and automation?

Focuses on specific experience in a highly specialized area of manufacturing.

Sample answer:

“I worked on a project involving the automation of microelectronics manufacturing. This required precise control over the assembly processes, where I contributed to programming and system optimization.”

4. What kind of experience do you have writing manufacturing work instructions?

Checks the candidate’s ability to document and communicate manufacturing processes.

Sample answer:

“I have written detailed work instructions for various manufacturing processes, ensuring they are clear, concise, and compliant with industry standards.”

5. Name a time you were able to successfully implement design for manufacturing (DFM) principles. Have you ever brought a new manufacturing process to production?

Seeks examples of the candidate’s practical application of DFM principles and innovation.

Sample answer:

“I successfully implemented DFM principles in a project where we redesigned a component for easier manufacturing, reducing assembly time by 30%. I also introduced a new bonding process to production, enhancing product durability.”

6. Are you familiar with industry standards, MRP/ERP methodologies and systems? Engineering change management? Nonconformance/defect management?

Tests the candidate’s knowledge of industry-specific methodologies and quality management practices.

Sample answer:

“I am well-versed in industry standards and have experience with MRP/ERP systems, which I used for inventory management and production planning. I’m also experienced in engineering change and defect management to maintain quality.”

7. What kind of hands-on experience with specific manufacturing processes do you have? (soldering, epoxy bonding, welding, etc.)

Inquires about the candidate’s direct experience with hands-on manufacturing techniques.

Sample answer:

“I have hands-on experience with soldering, especially in PCB assembly, and epoxy bonding for high-strength component attachment. I also have basic experience with welding processes.”

What does a good manufacturing engineer candidate look like?

A strong Manufacturing Engineer candidate demonstrates a comprehensive understanding of manufacturing processes and technologies. They should have hands-on experience with various manufacturing techniques, such as soldering and welding, and be proficient in reading technical drawings and specifications. Familiarity with automation, microelectronics manufacturing, and experience with ERP/MRP systems are highly valuable.

The ideal candidate also possesses strong problem-solving abilities, effective communication skills, and a proven track record of implementing design for manufacturing principles and introducing new processes to production. A commitment to continuous learning and adapting to evolving manufacturing technologies is also essential.

Red flags

Red flags in a Manufacturing Engineer candidate include a lack of specific knowledge in key manufacturing processes or technologies, poor communication skills, and an inability to provide concrete examples of past experiences or achievements.

Limited understanding of industry standards, MRP/ERP systems, and quality management practices like defect management may indicate a gap in essential skills. Candidates who show reluctance to adapt to new technologies or lack initiative in problem-solving and process improvement are also concerning, given the dynamic and evolving nature of the manufacturing sector.

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Access Services makes 200 hires in nine months – at lower cost https://resources.workable.com/hiring-with-workable/access-services-lowered-their-cost-per-hire-and-made-over-200-hires-in-9-months Mon, 04 Dec 2023 20:02:54 +0000 https://resources.workable.com/?p=92107 Since 1976, Access Services has been serving communities in Eastern Pennsylvania by coming alongside their community. It’s their mission to empower and serve individuals and families in need of support through innovative services that improve their ability to live fulfilling lives in the community. Their services include resources and support for behavioral health, children & […]

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Since 1976, Access Services has been serving communities in Eastern Pennsylvania by coming alongside their community. It’s their mission to empower and serve individuals and families in need of support through innovative services that improve their ability to live fulfilling lives in the community. Their services include resources and support for behavioral health, children & family, and intellectual disability and autism.

With a strong commitment to their community, Access Services recognizes the critical importance of maintaining a talented and dedicated workforce to continue their mission of service and support.

In our interview with Andelyn Robb, Brianna Amantia, and Terri Dewey, they shed light on the challenges they faced in ensuring the right people are hired efficiently and how Workable played a pivotal role in revolutionizing their recruitment program.

Challenges

  • Manual processes: All job applications and hiring activities were handled manually, leading to inefficiencies and a lack of standardization.
  • Disparate processes: Without a standardized practice at an agency level, hiring managers were left on their own, causing a lack of consistency and coordination in recruitment efforts.
  • Outdated systems: The organization’s recruiting tools were outdated and not user-friendly, making it difficult to manage and organize candidate information.
  • High volume of hiring: Access Services had multiple programs and service lines, each with numerous hiring managers, making it increasingly challenging to manage a large volume of applicants and job openings.

Solutions

  • Automation and standardization: Workable offered robust automation and standardized procedures, eliminating the need for excessively manual handling of job applications and creating consistency in recruitment processes.
  • User-friendly interface: Workable’s intuitive and easy-to-use interface was a significant advantage, ensuring that not only recruiters but also hiring managers found it accessible and practical.
  • Cost-effective: Workable provided a balanced cost structure, making it a cost-effective choice for Access Services, especially when compared to other, more complex software options.
  • Speed of implementation: Workable’s swift implementation process allowed Access Services to get their hiring managers up and running on the platform within six weeks, a significantly shorter timeframe than other software options with months-long turnarounds.
  • Streamlined reporting: Workable’s reporting features enabled Access Services to gain insights into their recruitment efforts, including source effectiveness, improving decision-making and budget allocation.
  • Enhanced mobile experience: Workable’s mobile-friendly features made it easier for candidates to apply and complete initial onboarding tasks, increasing the number of applicants and improving the candidate experience.

Results

  • 230 hires made in 9 months
  • 160 hours of work saved a week
  • Implemented in 6 weeks
  • Provided senior leaders with easy access to recruiting data
  • Successfully transitioned from a clunky, manual process to a streamlined, automated recruitment system with Workable

Organizing recruitment at scale

In the early months of 2022, Access Services found themselves at a critical juncture. With a vital mission to serve Eastern Pennsylvania by providing support to individuals and families, they were tasked with managing recruitment for an extensive network of 26 programs.

Andelyn Robb describes the challenge:

“It’s the first time our company has had an applicant tracking system,” Andelyn says. “So we came in all brand new to this world in the beginning of 2022. I took over recruitment in February of that year and everything had been done manually previously, every single job application was handled manually and each hiring manager followed their own process. We knew that there was no way we could support an organization of our size with that.”

“[E]verything had been done manually previously, every single job application was handled manually and each hiring manager followed their own process. We knew that there was no way we could support an organization of our size with that.”

Both recruiters and hiring managers were feeling the strain. Brianna Amantia adds:

“We have 26 different programs, three different service lines. We have a lot of hiring managers and in the original process, every resume had to be manually sent to the hiring managers, with notes kept in spreadsheets. You can imagine with an org this size that was a lot to manage. So, we just really outgrew that model.”

The challenge was daunting, but Access Services was acutely aware that they needed a transformation. They needed a solution to bring order to their recruitment efforts, standardize their processes, and embrace the efficiency necessary to serve their community effectively.

The quest for that solution led them to Workable, a decision that would revitalize their entire recruitment program.

Choosing Workable

In searching for software that could help, Brianna recalls:

“One of the things that we had to talk about when we were looking for ATS software was that we have so many hiring managers. So having real ease of use for the average person, not the recruiter, was big for us,” says Brianna. “The intuitiveness of Workable was something that we knew was really important.”

This intuitiveness would help get hiring managers on board with the new, structured hiring processes that would be implemented.

In fact, everyone noticed and valued how easy to use Workable is compared to other software.

“I remember looking at other software and being like, this is too complicated for me to learn quickly,” says Terri Dewey. “I don’t want to turn around and try to hand this off to a hiring manager who doesn’t have the time. So, the intuitive factor was huge for us.”

“Workable had a clear and easy to understand user experience that just made it feel like we’ll be able to dive right in and use it effectively.”

The team wanted to be sure they chose a tool that would solve the challenges they faced, not add to them.

Andelyn adds: “When we were exploring other HR tools, we found you had to click six or eight times to get anything done. That was what we were trying to stay away from. Workable had a clear and easy to understand user experience that just made it feel like we’ll be able to dive right in and use it effectively.”

But their decision to get Workable wasn’t all about the user experience. Time and money factored in too.

“With other software like iCIMS or Greenhouse we were looking at several months to set up. We were able to get our hiring managers up and running in Workable in about six weeks.”

“Cost was also a huge factor,” Brianna adds. “We felt like the value of the features checked all the boxes and Workable offered a really balanced cost as well. And the speed of implementation that we were promised was a big factor too. With other software like iCIMS or Greenhouse we were looking at several months to set up. We were able to get our hiring managers up and running in Workable in about six weeks.”

Automating to get results

The team at Access Services found results quickly.

“Prior to Workable, multiple of our organizational programs had a crisis level situation,” says Terri. “All of the directors were acting as the people running the program, as well as trying to hire, as well as trying to navigate all of the things that had happened contractually. And while hiring still presents challenges, they’re out of crisis. From January 1st to September we have made 230 hires with Workable.”

The stress of hiring has been lifted from individual teams and from senior directors.

Terri says: “Our clinical services have now started actually expanding and growing and hiring new staff in areas that were impossible to hire in before that. We had multiple programs doing foundational, behavioral health services for adults. All of them were in crisis, but now all of them have closed their jobs in the last month simultaneously which has not happened in a very long time. It has been a huge relief and a burden off the shoulders of some of those leaders and senior directors.”

“Templates and automations across each reporting pipeline and self calendar scheduling have been huge for our hiring managers to get back some of their time.”

Terri attributes their success to key Workable features that have helped automate processes, while providing a much stronger candidate experience.

“Templates and automations across each reporting pipeline and self calendar scheduling have been huge for our hiring managers to get back some of their time. The experience on mobile has been fantastic too. Our candidates can sign our PDFs from their mobile phones and we’ve seen a significant increase in applicants when you track who’s mobile versus desktop,” Terri says.

“That’s been a big thing. And the ability to do the initial part of our onboarding, using automations and conditional offers has sped things up and made us more organized as well.”

Achieving a lower cost per hire

Reporting on recruiting costs has been made possible with Workable. From senior leaders to recruiters, everyone is better informed.

“Workable has helped us be more informed about cost per hire,” says Brianna. “Now that we have all those reporting features we can really see which sources bring the most candidates. We spend a lot of money on Indeed, it’s our biggest source of applicants, so the confirmation that we’re spending money in the right places is huge. It informs us on a monthly basis when we have budget conversations.

“When we can see that 30 of your 37 applicants are from Indeed Premium, we know we should probably keep spending money there and that’s thanks to Workable because doing reporting on it the other way around is a lot more time consuming.”

Looking back on their first year with Workable, Andelyn defines success for her team, saying:

“In our first year with Workable what I saw as success, and shared with our CEO and leadership, was that the efficiencies gained by having one system that can automate actions and reduce manual effort is success. Having it up and running, with programs actively engaging with it, creates a foundation for the development of metrics and growth.

“Our senior leaders can have all our recruiting data at their fingertips, which they haven’t been able to in the past.”

Leaders value the access they now have to reporting, Andelyn continues:

“The fact that everyone now has access to reporting is a huge piece. Our senior leaders can have all our recruiting data at their fingertips, which they haven’t been able to in the past. It just helps our senior leaders be able to know and have a pulse of what’s going on without getting into the weeds.”

“[W]e looked at how much time and effort Workable was saving for our programs. It was about the equivalent of four FTEs.”

And the cost savings have been easy to see. “Once we were fully up and running we looked at how much time and effort Workable was saving for our programs. It was about the equivalent of four FTEs,” Andelyn calculates.

“You could say around 160 hours a week and that’s a significant amount of time.”

Slash your hiring costs

Want to learn how an applicant tracking system can help you hire better, faster and more cost efficiently? Find out with Workable, the world's leading recruiting software.

Talk to us!

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Leave of absence request form template https://resources.workable.com/leave-of-absence-request-form Wed, 29 Nov 2023 13:59:36 +0000 https://resources.workable.com/?p=92099 The purpose of a leave of absence request form is to provide a standardized way for employees to request time off for various reasons, such as personal or family obligations, medical issues, military service, or professional development. The form helps employers track and manage employee absences, ensuring that they are aware of who will be […]

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The purpose of a leave of absence request form is to provide a standardized way for employees to request time off for various reasons, such as personal or family obligations, medical issues, military service, or professional development.

The form helps employers track and manage employee absences, ensuring that they are aware of who will be away from work and for how long. It also provides a clear and consistent process for employees to follow when requesting time off, helping to minimize confusion and misunderstandings.

A typical leave of absence request form may include the following sections:

  1. Employee information: This section includes the employee’s name, job title, department, and contact information.
  2. Type of leave: This section specifies the type of leave being requested, such as annual leave, sick leave, family and medical leave, or military leave.
  3. Duration of leave: This section indicates the start and end dates of the leave, as well as the total number of days or weeks requested.
  4. Reason for leave: This section provides a brief description of the reason for the leave, including any relevant details or supporting documentation.
  5. Return date: This section specifies the date the employee plans to return to work, if applicable.
  6. Supervisor’s approval: This section includes space for the supervisor’s signature and date, indicating approval of the leave request.
  7. Additional information: This section allows employees to provide any additional information or comments related to their leave request.
  8. Signature and date: This section includes space for the employee’s signature and date, confirming that they have reviewed and agree to the terms of the leave request.

Once the form is completed, it is typically submitted to the employee’s supervisor or human resources representative for review and approval.

Leave of absence request form template

Employee Information:

Name: [Insert name here]
Job Title: [Insert job title here]
Department: [Insert department here]
Hire Date: [Insert hire date here]
Work Location: [Insert work location here]

Type of leave:

Military Leave (must provide verification from appropriate military authority)
Military Service

Personal Leave (up to 30 days, unpaid)
Reason: [Insert reason here]

Non-FMLA Medical Leave

Start of leave (first day absent from work): [Insert start date here]

End of leave (last day absent from work): [Insert end date here]

Regular hours worked per week: [Insert number of hours here]

Full-time or Part-time: [Insert full-time or part-time here]

Intermittent Leave Request: [Yes or No]

If yes, please attach proposed schedule.

Leave details:

Number of days of leave requested: [Insert number of days here]
Dates of leave: [Insert dates of leave here]
Reason for leave (if personal or medical): [Insert reason here]

Approval process:

Supervisor Approval: [Insert supervisor signature block here]
HR Approval: [Insert HR signature block here]

Notes:

  • All requests for non-FMLA leaves of absence must be submitted to HR for approval.
  • Employees are required to provide supporting documentation for any medical leave request.
  • Any changes to the original leave request must be submitted in writing to HR for approval.
  • During the leave, the employee will remain employed by the university but will not receive pay or benefits.
  • Upon return from leave, the employee will be reinstated to their previous position or a similar position, if available.

Disclaimer: This policy template is meant to provide general guidelines and should be used as a reference. It may not take into account all relevant local, state or federal laws and is not a legal document. Neither the author nor Workable will assume any legal liability that may arise from the use of this policy.

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The State of h(AI)ring – buzzword or boon for HR? https://resources.workable.com/webinars-and-events/the-state-of-h-ai-ring Wed, 29 Nov 2023 18:38:00 +0000 https://resources.workable.com/?p=92085 Step into the forefront of modern hiring practices with our webinar, “The State of H(AI)ring,” featuring industry experts from Workable, Hired, and Aha! Talent Experts. In this dynamic session, Trevor Schueren, Michalis Rikakis, Jon Dobrowolski, Andrea Hoffer, and Tatiana Czemerys offer invaluable insights into AI’s evolving role in recruitment. The panel’s expertise provides a comprehensive […]

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Step into the forefront of modern hiring practices with our webinar, “The State of H(AI)ring,” featuring industry experts from Workable, Hired, and Aha! Talent Experts.

In this dynamic session, Trevor Schueren, Michalis Rikakis, Jon Dobrowolski, Andrea Hoffer, and Tatiana Czemerys offer invaluable insights into AI’s evolving role in recruitment.

The panel’s expertise provides a comprehensive understanding of current and future AI trends, empowering hiring teams to navigate talent acquisition with data-driven decision-making and reduced bias.

Delve deeper into the nuances of AI-powered hiring, ensuring you stay ahead in the ever-changing landscape of talent acquisition.

Explore the new state of h(AI)ring

Stay ahead of the curve and listen to industry experts discuss the evolving trends of AI in HR, tool integrations, and enhanced candidate experiences.

Watch the webinar now

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Rise above the crowds: how to stand out in a crowded market https://resources.workable.com/career-center/rise-above-the-crowds-how-to-stand-out-in-a-crowded-market Fri, 01 Dec 2023 15:23:42 +0000 https://resources.workable.com/?p=92078 In today’s job market, resembling a fiercely competitive arena, standing out is not just beneficial, it’s essential. If you’re a job seeker feeling lost in the shuffle, battling fatigue and dwindling hope amidst countless applications, try to hang on. There are ways to maintain your relevance in this crowded area. Let’s look at eight strategic […]

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In today’s job market, resembling a fiercely competitive arena, standing out is not just beneficial, it’s essential. If you’re a job seeker feeling lost in the shuffle, battling fatigue and dwindling hope amidst countless applications, try to hang on. There are ways to maintain your relevance in this crowded area.

Let’s look at eight strategic approaches to put you at the top of the proverbial resume pile, and to spotlight your unique professional narrative (or, if you like, your ‘brand’) in this crazy job market.

1. Craft your unique story

What makes you special? What do you have to offer that others don’t? This isn’t some “everyone is a special snowflake” thing – it’s about looking at what differentiates you in the field. It’s not just about skills and experiences; it’s the narrative that you’ve built throughout your career.

Perhaps you’re a journalist who’s transferred your storytelling and interviewing skills into TV like David Simon did with The Wire. Perhaps you’ve worked in multiple countries in your area of specialty so you have a talent for working with different mindsets and cultures. Or maybe you’ve worked in four or five different functions in your last job, which demonstrates your adaptability and agility skills.

Identifying these unique chapters in your career journey enables you to articulate a compelling story to potential employers.

2. Network with intention

Networking isn’t just going to events and engaging in handshakes, “what do you do for work?” conversations, and a swap of business cards. It’s a journey towards building connections with other professionals in your area.

Focus on developing relationships that offer mutual growth and learning. Whether it’s through industry forums, LinkedIn conversations, or professional groups, aim for engagements that transcend superficial interactions and foster meaningful relationships.

3. Customize your job applications

You probably hate the word “bespoke”, but in this case, it’s fitting – transform each of your applications into bespoke submissions. Align your skills and experiences meticulously with the job’s requirements, echoing the company’s culture and ethos.

Employ their language, resonate with their challenges, and present yourself as a candidate who doesn’t just fit the role but enhances it. (See #1.)

Yes, it’s more time consuming, but 10 carefully crafted, personalized job applications will make you stand out more than 100 identical resumes distributed in a spray-and-pray manner.

4. Emphasize your soft skills

Your soft skills are your secret weapon. Anyone can come forward with a master’s degree in such-and-such, and five years of experience in this and that. But your ability to communicate fluidly and lucidly, your leadership, your tendency to roll with the punches – those are invaluable.

Whether through real-life examples in your cover letter or demonstrated in interviews, these skills can make the crucial difference in a vast sea of qualified candidates.

5. Keep learning and growing

Stay ahead of the curve in your industry and your area of specialty. Embrace learning as a continuous process – be it a surging technology (like AI), a shift in market dynamics, or emerging skills in your field.

Proactively upgrading your knowledge base positions you as a dynamic and forward-thinking candidate eager to learn and grow.

6. Explore alternative avenues

Broaden your scope to include contract or freelance roles – or even other industries and functions where you can readily transfer your skills. These opportunities, often overlooked, can be powerful springboards, offering rich experiences, new skills, and widening your professional network.

Even if you’re working on a contractual basis or starting at a slightly lower level in a new field, you’re opening gateways to new full-time positions or growth opportunities where you’re not finding them previously.

7. Prioritize mental resilience

Job hunting is a marathon, not a sprint, and your mental well-being is crucial. Engage in activities that rejuvenate you, maintain a healthy lifestyle, and stay connected with your support system. A positive and resilient mindset can dramatically influence your job search journey.

8. Seek and embrace feedback

If your job hunt hits a roadblock, feedback can be valuable. Talk to your peers, friends, and even interviewers. They may see areas for improvement, whether in your interviewing skills or professional qualifications, and can offer invaluable insights and direct your efforts more effectively. Most people will be happy to help – no one is an island here.

Flex your way to success

Your job search is more than a quest for employment; it’s a strategic move towards the role that aligns with your career aspirations and values. The job market may be daunting, but if you strengthen your value proposition – in other words, increase your appeal – you’ll start to stand out.

You are not just another candidate in the crowd. You’re you. You’re a story in the making, a potential game-changer for the right employer. Stay focused, embrace the journey with resilience, and remember, each setback can be a step closer to the right opportunity.

 

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How to land a job in 2024 in four easy steps https://resources.workable.com/career-center/land-a-job-in-2024 Wed, 29 Nov 2023 16:40:22 +0000 https://resources.workable.com/?p=92069 Searching for a job is a full-time job. You already know this if you are in the arena of seeking a new opportunity that fits your desires and standards. What you need to do is go the extra mile if you are concerned about landing a new, valuable job in 2024.  Drawing from our extensive […]

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Searching for a job is a full-time job. You already know this if you are in the arena of seeking a new opportunity that fits your desires and standards. What you need to do is go the extra mile if you are concerned about landing a new, valuable job in 2024. 

Drawing from our extensive experience in the HR industry and our successful track record of helping numerous companies find the ideal candidates for their vacant positions, we are now in a position to offer three valuable tips for making the job-seeking process more fruitful. 

Although it’s not a one-size-fits-all approach, these four tips can help you attract attention and take one step forward in the hiring process. 

1. Bypass the easy-apply trap

While easy-apply applications may seem like a time-saving solution, they often hinder your ability to tailor your resume to specific roles. 

A generic application may not effectively highlight your skills and experiences relevant to a particular job. To stand out from the crowd, invest time in crafting a targeted resume for each position. 

Tailoring your application demonstrates your genuine interest in the role and showcases your qualifications in the best light possible.

2. Filters have the power

The vast sea of job listings can be overwhelming. To streamline your search, use filters on job boards to narrow down opportunities based on specific criteria such as location, industry, or minimum salary. 

By refining your search, you can focus on positions that align with your career goals and avoid wasting time on irrelevant listings. 

This approach not only saves time but also ensures that you are investing your efforts in opportunities that truly match your skills and aspirations.

3. Keep job alerts and notifications always ON

Staying proactive in your job search is crucial. Many job boards offer an alert feature that notifies you via email or app notifications when jobs matching your preferences become available. 

Setting up job alerts helps you stay ahead of the competition and ensures that you don’t miss out on potential opportunities. 

By receiving timely updates, you can promptly apply to newly listed positions, showcasing your enthusiasm and responsiveness to prospective employers. 

With over 185 candidates applying for each job position, according to our Hiring Pulse (Nov.23 edition), it’s always a good idea to be among the first to hit the button. 

4. Diversify your search channels

Not all companies use the same platforms to advertise their job openings. To cast a wide net, it’s essential to diversify your search across multiple channels. 

Don’t neglect other resources such as company websites, industry-specific platforms, job boards like JOBS.WORKABLE and networking events. 

By exploring various avenues, you increase your chances of discovering hidden gems that may not be widely advertised. 

What you need to know before applying


1. Searching for the right job may take some time

As of October 2023, data from the U.S. Bureau of Labor Statistics (BLS) tells us that the majority of people find a new job within 5-15 weeks. This includes everyone who’s out of a job, whether they’re actively or passively looking for a new opportunity. 

2. Seeking a new opportunity is prone to judgment

For example, you may be filtered out in the initial stage of the hiring process because you lack an important skill required for the position. 

However, this does not mean that you are not qualified enough. Self-confidence plays a major role in the job search journey, particularly during the interview process. Get yourself prepared for judgment and rejection.

3. You may need to take some time away

If you feel like you need some time away of the business, you can take a break to concentrate on the things that really matter to you. You may need a career change or time for yourself. Use this time to attend trainings, to contemplate, and later enter more actively into the job search arena. 

May 2024 will be your year! 

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Time Off Management: Making it easy for employees & managers https://resources.workable.com/backstage-at-workable/news-and-updates/introducing-time-off-management-making-it-easy-for-employees-and-managers/ Wed, 29 Nov 2023 13:48:01 +0000 https://resources.workable.com/?p=92062 We’re excited to introduce an exciting update to Workable’s Onboard & Manage features – Time Off Management! We’ve designed this tool to simplify the time off process for both employees and managers. Here’s what to expect: 🌴 Simple employee time off requests: A straightforward system for employees to request time off, even on the mobile […]

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We’re excited to introduce an exciting update to Workable’s Onboard & Manage features – Time Off Management! We’ve designed this tool to simplify the time off process for both employees and managers.

Here’s what to expect:

🌴 Simple employee time off requests: A straightforward system for employees to request time off, even on the mobile app. No more back-and-forth emails, spreadsheets, or paper forms.

✅ Manager approvals: Managers can quickly review and approve or decline time off requests.

📅 Know who’s out: The integrated “Time-off calendar” makes it so everyone can easily see who’s out when.

🔢 Automated tracking: All types of time off, from vacations to sick days, are automatically calculated, tracked, and easily viewable. Less manual work and fewer errors.

⚙ Custom time off policies: Build and apply time off policies for different locations or departments of your business.

If you’re a Workable Admin, Time off is now available in your Employee management settings.

For more information, visit the Time Off Management page on our website.

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What even is an HRIS – and how to know you need one https://resources.workable.com/stories-and-insights/hris-for-small-business Tue, 28 Nov 2023 17:24:32 +0000 https://resources.workable.com/?p=92054 For small business owners, the journey to effective human resource management is often fraught with challenges. Limited resources and expertise can make traditional HR processes cumbersome and inefficient.  HRIS enters the room… By utilizing an HRIS software you can make your business life a lot easier. This technology can ameliorate significantly the way small businesses […]

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For small business owners, the journey to effective human resource management is often fraught with challenges. Limited resources and expertise can make traditional HR processes cumbersome and inefficient. 

HRIS enters the room…

By utilizing an HRIS software you can make your business life a lot easier. This technology can ameliorate significantly the way small businesses handle their HR tasks. 

After all, it is no coincidence that 25% of companies identify better functionality as a top reason for using an HRIS. 

And guess what? This article is designed to provide a comprehensive understanding of HRIS and its transformative potential for small businesses. 

What is an HRIS?

Don’t panic. A Human Resources Information System (HRIS) is a software solution that integrates and automates various human resource functions into one centralized system. This is not as technical as it sounds. It really is a software that you can just install on your computer or use it online to help you manage your employees.

It is designed for everyday people to manage employee data, streamline HR processes, and provide strategic insights into workforce management. 

HRIS systems vary in complexity and features, but they all serve the primary purpose of making HR management more efficient and data-driven​​.

What can an HRIS do?

Enough with the terminology. Let’s see now how an HRIS can help small business owners or HR professionals do their job in practice.

Here’s a list of the most popular features of an HRIS: 

  1. Onboard new hires
  2. Consolidating all Paid Time Off (PTO) requests in one place for easy tracking and approval
  3. Automatically updating employee records when they change personal details like address or phone number
  4. Generating payroll automatically, including calculating deductions and taxes
  5. Scheduling and tracking employee performance reviews and storing the outcomes
  6. Providing a portal for employees to access their pay stubs and tax forms.
  7. Monitoring employee training progress and certifications.
  8. Generating compliance reports for labor laws and regulations.
  9. Offering analytics on workforce trends like turnover rates or average time in position.
  10. Sending out automatic reminders for important dates like work anniversaries or certification renewals.
  11. Facilitating internal job postings and transfers within the organization.
  12. Enabling managers to approve expense reports and travel requests.

And this is just for starters. Can you now imagine how helpful an HRIS could be for your organization? 

An HRIS can save you a significant amount of time and money, and also help you identify areas that require human intervention. 

Why do small businesses need an HRIS?

Like everyone operating in a market, all small business were in a position where they were trying to handle different situations and focus on their company’s growth. That is the way to make a small business bigger and bigger. 

However, it comes with no surprise that small businesses often grapple with managing HR tasks efficiently.

Business owners often cope with payroll, schedules, and employee time off manually, either on paper or in spreadsheets. This outdated approach not only consumes a significant amount of time but also introduces the potential for errors, leading to a frustrating experience for you who seek efficiency and accuracy in your day-to-day operations. 

HRIS offers an easy way to deal with these challenges by automating processes such as payroll, benefits administration, and employee data management. This automation not only increases efficiency but also aids in maintaining compliance with various regulatory requirements​​. 

At least, this is what 35.3% of small business owners believe when it comes to increased efficiency

Benefits of implementing HRIS in small businesses

We believe that by now, you have received all the information you need to begin implementing an HRIS. However, if you still can’t find the answer to the question ‘why do I need one,’ please allow us to describe some of the benefits of this software.

Efficiency and time savings: Automation of routine HR tasks leads to significant time savings and enhanced operational efficiency.

Data accuracy and security: HRIS minimizes human errors and securely manages sensitive employee data.

Compliance and risk management: It helps in staying compliant with the constantly changing labor laws and regulations.

Employee self-service: Employees can access and manage their own HR-related data, reducing the administrative burden on HR staff.

Scalability: As the business grows, HRIS can easily adapt and scale according to the changing needs.

Choosing the right HRIS for your business

Selecting an appropriate HRIS requires careful consideration of various factors:

Cost and budget

Evaluate the cost of the HRIS against the budget and expected ROI.

Features and functionalities 

Ensure the HRIS has all the necessary features that meet the specific needs of your business.

Ease of use and training

The system should be user-friendly and require minimal training for staff and employees.

Integration capabilities 

Ensure that the HRIS can integrate with other business software and tools for seamless operations.

Vendor reputation and support 

Research the vendor’s reputation in the market and the level of customer support and training they provide.

For small businesses, an HRIS is not just a tool for managing HR processes; it’s a strategic asset that drives efficiency, compliance, and growth. 

You don’t have to be tech-savvy to understand how it works, as most of them – and especially ours – are incredibly user-friendly and designed for everyday people like me and you.

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Get into Greek e-commerce: ‘Careers with GRECA’ unveiled https://resources.workable.com/backstage-at-workable/greek-e-commerce-careers-with-greca-unveiled Mon, 27 Nov 2023 19:35:58 +0000 https://resources.workable.com/?p=92024 GRECA is the heartbeat of Greek e-business. With hundreds of member companies, GRECA has become the voice for Greek companies operating in e-commerce. It’s a place where members get instant access to crucial information, statistics, and data that help them stay ahead of the game. Workable and GRECA are teaming up to introduce Careers with […]

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GRECA is the heartbeat of Greek e-business. With hundreds of member companies, GRECA has become the voice for Greek companies operating in e-commerce. It’s a place where members get instant access to crucial information, statistics, and data that help them stay ahead of the game.

Workable and GRECA are teaming up to introduce Careers with GRECA, a tailor-made job board for Greek e-commerce companies and professionals. If you’re passionate about e-commerce or simply looking for new opportunities in this dynamic sector, this job board is your golden ticket.

This collaboration has two aims:

  1. Help Greek e-commerce companies hire
  2. Help e-commerce professionals find jobs

Because Careers with GRECA is a branded job board built by Workable, you can expect a fantastic user experience that’s mobile friendly whether you’re posting jobs or applying.

Any GRECA member can post easily and for free, even without Workable. However, it’s also connected to Workable’s ATS, providing seamless job posting for Workable customers.

Whether you’re a job seeker or an employer, Careers with GRECA is the place where you can connect, grow, and thrive. It’s all about bringing together businesses that are as passionate about e-commerce as you are. Careers with GRECA is your gateway to a world of e-commerce opportunities in Greece, and available now.

Get ready to embark on an e-commerce adventure like never before and stay tuned for more updates as we continue to develop new job boards for communities around the world.

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Succession planning policy template https://resources.workable.com/succession-planning-policy-template Mon, 27 Nov 2023 14:17:44 +0000 https://resources.workable.com/?p=92023 Succession planning is a critical process for any organization that wants to ensure its continued success and sustainability. A succession planning policy template can help organizations streamline this process and ensure that they have a clear plan in place for when leadership positions become available. This template will provide HR professionals with a comprehensive framework […]

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Succession planning is a critical process for any organization that wants to ensure its continued success and sustainability. A succession planning policy template can help organizations streamline this process and ensure that they have a clear plan in place for when leadership positions become available.

This template will provide HR professionals with a comprehensive framework for creating a succession planning policy that is tailored to their organization’s specific needs and goals. It will help them identify the key roles that require succession planning, develop a talent pipeline, and establish a process for selecting and appointing successors.

Additionally, it will help HR professionals communicate the importance of succession planning to top management and the board of directors, ensuring everyone is aligned and committed to the process.

What is a Succession Planning Policy?

A succession planning policy is a document that outlines an organization’s approach to identifying, developing, and appointing successors for key roles within the organization. It provides a structured process for identifying potential successors, assessing their readiness, and providing development opportunities to prepare them for future leadership roles.

The policy also outlines the criteria and processes for selecting and appointing successors when a vacancy arises.

A succession planning policy should include:

  • A list of key roles that require succession planning
  • A process for identifying potential successors for each role
  • A method for assessing the readiness of potential successors
  • A plan for providing development opportunities to prepare successors
  • Criteria for selecting successors
  • A process for appointing successors

Why is it important to have a Succession Planning Policy?

Having a succession planning policy in place can help organizations ensure their continued success and sustainability by:

  • Ensuring a smooth transition of power when leadership positions become available
  • Identifying and developing future leaders
  • Encouraging employee retention and engagement by providing career advancement opportunities
  • Demonstrating commitment to diversity, equity, and inclusion by considering a diverse pool of candidates for leadership roles

Step-by-step instructions on how to write your own Succession Planning Policy:

1. Identify the key roles that require succession planning. Consider the organizational structure, job responsibilities, and skills required for each role.
2. Develop a talent pipeline by identifying potential successors for each role. Consider factors such as experience, education, skills, and performance.
3. Assess the readiness of potential successors by conducting performance evaluations, skill assessments, and personality tests.
4. Provide development opportunities to prepare successors for future leadership roles. This could include training programs, mentorship opportunities, and stretch assignments.
5. Establish a selection committee to review potential successors and select the best candidate for the role. The committee should consider factors such as qualifications, experience, and fit with the organization’s culture and values.
6. Communicate the importance of succession planning to top management and the board of directors. Secure their buy-in and commitment to the process.
7. Review and update the succession planning policy annually or bi-annually to ensure it remains relevant and effective.

Succession planning policy template

[Organization Name] Succession Planning Policy

Introduction

[Organization Name] is committed to ensuring its continued success and sustainability by establishing a comprehensive succession planning policy. This policy outlines the steps and procedures for identifying, developing, and appointing successors for key roles within the organization.
Key Roles Requiring Succession Planning:

The following roles have been identified as requiring succession planning:

  • CEO
  • CFO
  • COO
  • Head of Marketing
  • Head of Sales

Talent pipeline

Potential successors for each role have been identified based on factors such as experience, education, skills, and performance. The talent pipeline includes:

  • CEO: [name] (Chief Operating Officer), [name] (Head of Marketing)
  • CFO: [name] (Financial Controller), [name] (Senior Financial Analyst)
  • COO: [name] (Chief Operating Officer), [name] (Head of Operations)
  • Head of Marketing: [name] (Marketing Manager), [name] (Digital Marketing Specialist)
  • Head of Sales: [name] (Sales Manager), [name] (Sales Representative)

Assessment of readiness

Potential successors will be assessed based on their performance evaluations, skill assessments, and personality tests. The assessment will be conducted annually, and the results will be used to identify areas for development and to determine readiness for leadership roles.

Development opportunities

Potential successors will be provided with development opportunities to prepare them for future leadership roles. These opportunities may include training programs, mentorship opportunities, and stretch assignments. The development plan will be tailored to each individual’s needs and goals.

Selection process

A selection committee will review potential successors and select the best candidate for the role. The committee will consider factors such as qualifications, experience, and fit with the organization’s culture and values. The selection process will be transparent, fair, and free from bias.

Communication

The importance of succession planning will be communicated to top management and the board of directors. Their buy-in and commitment to the process are essential to ensure its success.

Review and update

This policy will be reviewed and updated annually or bi-annually to ensure it remains relevant and effective. Changes to the policy will be approved by the CEO and communicated to all stakeholders.

Conclusion

[Organization Name] is committed to developing and maintaining a comprehensive succession planning policy that ensures our continued success and sustainability. This policy provides a structured process for identifying, developing, and appointing successors for key roles within the organization.

By following this policy, we can ensure a smooth transition of power when leadership positions become available and continue to thrive as an organization.

Disclaimer: This policy template is meant to provide general guidelines and should be used as a reference. It may not take into account all relevant local, state or federal laws and is not a legal document. Neither the author nor Workable will assume any legal liability that may arise from the use of this policy.

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59+ real-life interview questions and answers for IT roles https://resources.workable.com/tutorial/59-real-life-interview-questions-and-answers-for-it-roles/ Mon, 27 Nov 2023 13:53:17 +0000 https://resources.workable.com/?p=92016 Not sure which interview questions will really show if a candidate has the IT skills you need? Imagine having a bunch of real questions asked by real hiring managers. In this guide, we’ve got a whole set of down-to-earth interview questions made just for different IT jobs. Whether you’re looking for a Network Engineer, Systems […]

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Not sure which interview questions will really show if a candidate has the IT skills you need? Imagine having a bunch of real questions asked by real hiring managers.

In this guide, we’ve got a whole set of down-to-earth interview questions made just for different IT jobs. Whether you’re looking for a Network Engineer, Systems Engineer, DevOps Engineer, QA Engineer, IT Product Manager, Engineering Manager, or Analytics Manager, we’ve got you covered with questions that fit the bill.

Real-life network engineer interview questions

A Network Engineer designs, configures, and maintains an organization’s network infrastructure, ensuring it operates efficiently, securely, and reliably. They troubleshoot network issues, implement solutions, and manage network hardware and software.

Here are 15 interview questions from real hiring managers with sample answers for each:

  1. Can you explain the basic operation of OSPF (Open Shortest Path First)?

Assessing the candidate’s knowledge of OSPF, a routing protocol used in IP networks.

Sample answer: 

“OSPF is a link-state routing protocol that calculates the shortest path to route IP packets within a network. Routers exchange link-state advertisements (LSAs) to build a topological map and determine the best path to reach destinations.”

  1. Explain the difference between eBGP and iBGP.

Evaluating the candidate’s understanding of BGP (Border Gateway Protocol) and its internal and external variants.

Sample answer:

“eBGP (External BGP) is used for routing between different autonomous systems (ASes), while iBGP (Internal BGP) is used within the same AS. iBGP ensures BGP routes learned from external sources are propagated within the AS.”

  1. How does STP prevent loops in a bridged network?

Assessing the candidate’s knowledge of Spanning Tree Protocol (STP) and its role in network loop prevention.

Sample answer: 

“STP prevents loops by electing a root bridge and disabling redundant paths in a bridged network. It uses Bridge Protocol Data Units (BPDUs) to determine the best path to the root bridge.”

  1. How do you handle NAT (Network Address Translation) in a firewall?

Evaluating the candidate’s expertise in configuring NAT within a firewall for network address translation.

Sample answer: 

“NAT in a firewall translates private internal IP addresses to a public IP address when communicating with external networks. This hides internal network details, enhancing security and enabling multiple devices to share a single public IP.”

  1. Can you explain the significance of firewall logs and how they can aid in troubleshooting?

Assessing the candidate’s understanding of firewall logs and their role in troubleshooting network issues.

Sample answer: 

“Firewall logs record network traffic and security events. They are invaluable for troubleshooting, providing insights into connection attempts, rule violations, and potential threats. Analyzing logs helps identify and address network issues.”

  1. Can you discuss a complex network design you have implemented, focusing on the routing and switching aspects?

Encouraging the candidate to share their experience in designing and implementing intricate network solutions.

Sample answer: 

“In a previous role, I designed a multi-site network for a large corporation. I implemented OSPF for dynamic routing, ensuring efficient data transmission. Additionally, I used VLANs to segment traffic, and HSRP for high availability.”

  1. What is subnetting? Can you subnet without a calculator?

Testing the candidate’s knowledge of subnetting and their ability to perform subnet calculations manually.

Sample answer: 

“Subnetting is the practice of dividing an IP network into smaller, logical subnetworks. Yes, I can subnet without a calculator by applying binary and CIDR notation to determine subnet masks and address ranges.”

  1. What’s the value of every bit in each Octet?

Evaluating the candidate’s understanding of IP address octets and their values.

Sample answer:

“Each octet in an IPv4 address consists of 8 bits, ranging from 0 to 255. In binary, the values are 00000000 (0) to 11111111 (255)”

  1. What are sunset masks and what’s their slashed notation?

Assessing the candidate’s knowledge of subnet masks and their representation.

Sample answer:

“Subnet masks, also called netmasks, define the network portion of an IP address. Slash notation represents subnet masks using a forward slash followed by the subnet prefix length (e.g., /24).”

  1. What are the administrative distances of all routing protocols?

Testing the candidate’s knowledge of administrative distances in various routing protocols.

Sample answer: 

“Common administrative distances include OSPF (110), EIGRP (90), BGP (20 for eBGP, 200 for iBGP), and static routes (1). These values determine the trustworthiness of routing information.”

  1. What are 3-way handshakes in TCP?

Assessing the candidate’s understanding of the TCP/IP handshake process.

Sample answer: 

“The TCP 3-way handshake is a method for establishing a connection. It involves three steps: SYN (synchronize), SYN-ACK (synchronize-acknowledge), and ACK (acknowledge). This ensures both sender and receiver are ready to exchange data.”

  1. How do you set up HSRP and IP helpers?

Evaluating the candidate’s ability to configure HSRP (Hot Standby Router Protocol) and IP helpers.

Sample answer: 

“To set up HSRP, I configure virtual IPs and priority on routers in a group. IP helpers are configured on routers to forward broadcast requests, such as DHCP, to specific servers.”

  1. What’s a root bridge in a spanning tree?

Testing the candidate’s knowledge of Spanning Tree Protocol (STP) and the concept of a root bridge.

Sample answer: 

“In STP, a root bridge is the central switch elected as the root of the spanning tree. It serves as the reference point for path calculations and loop prevention.”

  1. What does a VTP do?

Assessing the candidate’s understanding of the VLAN Trunking Protocol (VTP) and its purpose.

Sample answer: 

“VTP manages VLAN configurations in a network. It ensures consistency by propagating VLAN information to all switches within a VTP domain.”

  1. What’s a VLAN?

Evaluating the candidate’s knowledge of Virtual Local Area Networks (VLANs).

Sample answer: 

“A VLAN is a logical network segment that isolates traffic within a physical network. It enables network segmentation, improved security, and efficient traffic management.”

Real-life systems engineer interview questions

A Systems Engineer designs, configures, and maintains complex computer systems and networks. They integrate cloud services, troubleshoot programs in use, and collaborate on manufacturing processes, automation, and adherence to industry standards to ensure optimal system performance.

These 11 interview questions are among the most popular by real hiring managers: 

  1. How do you integrate cloud services when setting up system networks?

Assessing the candidate’s knowledge of integrating cloud services into system networks.

Sample answer: 

“Cloud integration involves configuring network access to cloud resources, such as cloud-based servers, storage, and applications, ensuring seamless communication between on-premises and cloud components.”

  1. Can you debug a program while someone is using it? How would you do this?

Evaluating the candidate’s debugging skills and ability to address program issues during active use.

Sample answer:

“Yes, I can debug a program in real-time. I would use debugging tools, log analysis, and monitoring to identify and resolve issues without disrupting the user’s experience.”

  1. What kind of experience do you have writing manufacturing work instructions?

Assessing the candidate’s experience in creating work instructions for manufacturing processes.

Sample answer: 

“I have extensive experience writing clear and detailed manufacturing work instructions that guide operators through assembly processes, ensuring product consistency and quality.”

  1. Do you have any experience working with automation?

Evaluating the candidate’s familiarity with automation technologies and their applications.

Sample answer: 

“Yes, I have experience implementing automation solutions, such as robotic process automation (RPA) and scripting, to streamline repetitive tasks and improve operational efficiency.”

  1. Are you able to read/interpret assembly drawings? Manufacturing specifications?

Assessing the candidate’s ability to interpret technical drawings and manufacturing specifications.

Sample answer:

“I am proficient in reading and interpreting assembly drawings, manufacturing blueprints, and specifications, ensuring accurate product assembly and adherence to design requirements.”

  1. Name a time you were able to successfully implement design for manufacturing (DFM) principles? Have you ever brought a new manufacturing process to production?

Encouraging the candidate to share their experience in applying DFM principles and introducing new manufacturing processes.

Sample answer: 

“I successfully applied DFM principles in a project, reducing manufacturing costs by optimizing product design. I also introduced a new manufacturing process that improved efficiency and product quality.”

  1. What is your familiarity with industry standards? MRP/ERP methodologies and systems? 

Engineering change management? Nonconformance/defect management?

Assessing the candidate’s knowledge of industry standards, MRP/ERP systems, engineering change management, and defect management.

Sample answer: 

“I am well-versed in industry standards, proficient in MRP/ERP methodologies, experienced in engineering change management, and skilled in managing nonconformance and defects to ensure product quality.”

  1. What kind of hands-on experience with specific manufacturing processes do you have? (soldering, epoxy bonding, welding, etc.)

Evaluating the candidate’s practical experience with various manufacturing processes.

Sample answer: 

“I have hands-on experience with soldering, epoxy bonding, welding, and other manufacturing processes, allowing me to troubleshoot and optimize production activities effectively.”

  1. Can you describe a situation where you were innovative?

Encouraging the candidate to share an example of their innovative problem-solving or process improvement.

Sample answer: 

“I introduced an innovative automation solution that reduced manual data entry by 50%, enhancing data accuracy and saving significant time for the team.”

  1. Can you describe a situation where you led the team in a different technical direction?

Assessing the candidate’s leadership and decision-making skills in guiding a team toward a new technical direction.

Sample answer: 

“I led the team to adopt a new programming framework that improved application performance and scalability, aligning our technical approach with industry best practices.”

  1. How often would you recommend updating a client’s network system?

Seeking the candidate’s perspective on the frequency of network system updates.

Sample answer: 

“Network system updates should be performed regularly, ideally following a quarterly schedule, to address security vulnerabilities, incorporate new features, and enhance overall performance.”

Real-life DevOps engineer interview questions

A DevOps Engineer focuses on automating and streamlining software development, testing, and deployment processes. They manage cloud infrastructure, implement continuous integration, and collaborate with development and operations teams to optimize application delivery.

Here are the first three interview questions chosen by real hiring managers. For more interview questions for this role click here

  1. What are the components of continuous integration and DevOps? How do you approach each of them?

Assessing the candidate’s understanding of continuous integration and DevOps components and their approach to each.

Sample answer: 

“Continuous integration involves source code management, automated testing, and build automation. In DevOps, collaboration, automation, and monitoring are key. I approach CI by setting up version control, automated testing, and build pipelines. In DevOps, I foster collaboration, automate deployments, and monitor system health.”

  1. Describe your ideal cloud infrastructure (compute instances, databases, load balancers, CDN, etc) and cloud logging setup.

Encouraging the candidate to outline their preferred cloud infrastructure and logging configuration.

Sample answer: 

“My ideal cloud infrastructure includes scalable compute instances, managed databases, load balancers for high availability, and a Content Delivery Network (CDN) for content distribution. For logging, I implement centralized logging with tools like Elasticsearch, Logstash, and Kibana (ELK stack) to analyze and troubleshoot system issues effectively.”

  1. Describe your approach to code reviews. What do you think are the most important aspects to pay attention to when reviewing another team member’s code?

Exploring the candidate’s code review process and their understanding of critical review aspects.

Sample answer: 

“In code reviews, I focus on code quality, adherence to coding standards, security vulnerabilities, and performance optimizations. I ensure constructive feedback, encourage knowledge sharing, and prioritize collaboration to maintain high-quality code and foster team growth.”

Real-life QA engineer interview questions

A QA Engineer plays a crucial role in ensuring the quality of software products. They design test cases, conduct testing throughout the Software Development Life Cycle (SDLC), identify and report bugs, and collaborate with development teams to deliver high-quality software.

Here are 8 interview questions from real hiring managers to help you identify the best candidate:

  1. Can you explain the Software Development Life Cycle, and how testing fits in?

Evaluating the candidate’s understanding of the SDLC and their knowledge of testing’s role within it.

Sample answer: 

“The SDLC encompasses stages like planning, design, development, testing, deployment, and maintenance. Testing is integrated throughout to identify defects early, ensuring a reliable and high-quality software product.”

  1. What is a good test case?

Assessing the candidate’s understanding of test case quality criteria.

Sample answer:

” A good test case is clear, specific, and focused on a single scenario. It includes preconditions, steps, expected results, and can be easily automated. It helps uncover defects effectively.”

  1. How do you have coverage in test cases?

Exploring the candidate’s approach to ensuring adequate test coverage.

Sample answer: 

“I achieve test coverage by defining test scenarios based on requirements, user stories, and risk analysis. These scenarios cover functional, non-functional, and edge cases to ensure comprehensive testing.”

  1. Describe how to conduct CRUD testing.

Checking the candidate’s knowledge of CRUD testing (Create, Read, Update, Delete) and their approach to it.

Sample answer: 

“CRUD testing verifies the system’s ability to perform basic database operations. I create test cases to validate creating, reading, updating, and deleting records, ensuring data integrity and functionality.”

  1. How do you conduct configuration management?

Inquiring about the candidate’s configuration management practices.

Sample answer: 

“I implement configuration management by maintaining version control of test scripts and test data, documenting changes, and ensuring a clear audit trail. Continuous integration tools help automate builds and deployments.”

  1. Describe ad hoc testing.

Assessing the candidate’s understanding of ad hoc testing and its importance.

Sample answer: 

“Ad hoc testing involves unplanned, exploratory testing without predefined test cases. Testers use their intuition and experience to uncover defects. It’s valuable for identifying unexpected issues and complementing structured testing.”

  1. What is a Bug triage process?

Evaluating the candidate’s knowledge of bug triage and its role in defect management.

Sample answer: 

“Bug triage is a process where a cross-functional team assesses and prioritizes reported bugs. We review their severity, impact, and assign them to developers for resolution based on their priority.”

  1. What were your responsibilities in your previous job?

Encouraging the candidate to share their past QA roles and responsibilities.

Sample answer: 

“In my previous role, I designed test cases, executed manual and automated testing, reported defects, collaborated with developers to resolve issues, and maintained test documentation. I also contributed to test automation efforts and conducted regression testing.”

Real-life IT product manager interview questions

IT Product Managers lead the development and management of technology products. They strategize, define success metrics, handle launches, resolve disputes, and improve existing products. Their role involves innovation, problem-solving, and adapting to technology trends.

Here 12 interview questions that hiring managers prefer to ask the candidates:

  1. How would you launch a new product? What success metrics would you track?

Assessing product launch strategy and success measurement.

Sample answer: 

“To launch a new product, I’d start by defining the target audience, creating a marketing plan, and coordinating with cross-functional teams. Success metrics would include user adoption rates, customer feedback, and revenue growth.”

  1. If you were to launch Google Maps in a certain developing nation, what is the minimum viable product? How would you get info for businesses? How would you market it? What would you do if there were disputes (e.g. with borders drawn on the map)?

Evaluating the minimum viable product, data collection, marketing, and dispute resolution strategy for a specific market.

Sample answer: 

“For a developing nation, the minimum viable product might include basic map data and essential features. To gather business info, I’d collaborate with local sources. Marketing would focus on accessibility and benefits. Disputes would be resolved through careful data verification and community engagement.”

  1. What metrics would you use to decide when to launch a product (versus improve it more)?

Identifying launch readiness and product improvement criteria.

Sample answer: 

“Launch decisions hinge on factors like user testing results, feature completeness, and market demand. Metrics include user satisfaction scores, bug reports, and competitive analysis.”

  1. Tell me about a time that you persuaded a group that was not under your direct control.

Demonstrating persuasion skills in a cross-functional context.

Sample answer: 

“In a previous role, I convinced a technical team to adopt a new project management tool by demonstrating its benefits, addressing their concerns, and offering training. This improved collaboration and efficiency.”

  1. How will you increase penetration in existing markets? How will you prioritize these initiatives? How will you determine their success?

Discussing market expansion, prioritization, and success measurement.

Sample answer: 

“To boost market penetration, I’d analyze user data, conduct market research, and collaborate with sales and marketing teams. Prioritization would be based on potential impact and resource availability. Success would be tracked through increased market share and revenue growth.”

  1. What’s a bad product? Why? How would you improve it?

Assessing product quality and proposing improvements.

Sample answer: 

“A bad product fails to meet user needs or lacks usability. To improve it, I’d conduct user research, gather feedback, and iterate on design and functionality to align with user expectations.”

  1. How would you design a product for <x> type of user to do <y>? E.g. how would you design a phone for kids?

Creating a product design strategy for a specific user and purpose.

Sample answer: 

“Designing a phone for kids would involve simplified user interfaces, parental controls, and durability. Safety features and educational apps would be prioritized.”

  1. What’s your favorite product? Why? How would you improve it?

Discussing a preferred product and suggesting enhancements.

Sample answer: 

“My favorite product is XYZ app for its user-friendly interface. To improve it, I’d add personalized recommendations based on user behavior and enhance its offline functionality.”

  1. A particular metric (maybe the number of tweets) has dropped significantly, how would you troubleshoot it and what would you do?

Addressing a drop in a specific metric and troubleshooting steps.

Sample answer: 

“I’d first analyze the data to pinpoint the cause. If it’s a drop in tweet volume, I’d investigate factors like content relevance, posting frequency, and engagement. Based on findings, I’d adjust the content strategy and engage with users to gather feedback.”

  1. How would you explain cloud computing to your grandmother?

Simplifying a complex concept for a non-technical audience.

Sample answer: 

“I’d describe cloud computing as a way to store and access information and applications on the internet, like storing photos in an online album rather than on a physical photo album at home.”

  1. Design a fire alarm for the deaf.

Creating an innovative solution for a specific user group.

Sample answer: 

“I’d design a fire alarm that combines bright, flashing lights with vibration patterns to alert deaf individuals. It would also connect to their smartphones for additional notifications.”

  1. What are the top 3 technology trends that will change the landscape in the next decade?

Identifying and discussing upcoming technology trends.

Sample answer:

“The top three trends include AI and machine learning advancements, the growth of the Internet of Things (IoT), and the increasing focus on cybersecurity due to the expanding digital landscape.”

Real-life engineering manager interview questions

Engineering Managers lead technical teams, oversee project development, and ensure software quality. They facilitate communication, manage resources, and make critical technical decisions to deliver successful software projects.

The following are the top three interview questions to ask according to real hiring managers. Please check the full list of questions in this dedicated page for real-life engineering manager interview questions

  1. Please submit a project where you built an Android application from scratch (e.g., displaying top movies). How did you approach it, and what technical decisions did you make during development?

Requesting details on an Android app development project and technical decisions.

Sample answer: 

“I developed an Android app to display top movies. I followed a modular architecture, used MVVM design, and integrated RESTful APIs. User-friendly UI/UX and efficient data caching were priorities.”

  1. What is the value of one-on-ones with your reports?

Discussing the significance of one-on-one meetings with team members.

Sample answer: 

“One-on-ones build trust, foster open communication, and provide a platform for feedback. They help identify career goals, address concerns, and enhance team performance.”

  1. Design a typeahead box for a search engine.

Requesting a design for a typeahead search feature.

Sample answer:

“I’d design a typeahead box with real-time suggestions based on user input. It would prioritize relevancy, display images and descriptions, and offer keyboard and mouse navigation for seamless user experience.”

Real-life analytics manager interview questions

Analytics Managers oversee data analysis teams, ensuring the translation of data into actionable insights. They handle unexpected results, lead technical decisions, and thrive on projects that align with their intrinsic motivation.

Eager to find out 7 interview questions that will assist you in choosing the right candidate?

  1. Can you describe a situation where you led the team in a different technical direction?

Inquiring about a leadership instance involving a change in technical direction.

Sample answer: 

“While analyzing customer data, I proposed shifting from traditional regression models to machine learning algorithms, improving predictive accuracy and enhancing customer segmentation.”

  1. What is one time an analysis project went “off the rails” – what went wrong? What did you do to get it back on track?

Seeking insights into a project that faced challenges and how they were resolved.

Sample answer: 

“A project encountered data quality issues, causing inaccuracies. To rectify it, I initiated data cleansing processes, collaborated with data engineers, and revised the analysis approach, ensuring project success.”

  1. What analysis project yielded results that you weren’t expecting? How did you manage those surprises?

Inquiring about handling unexpected results in an analysis project.

Sample answer: 

“In a market analysis, we discovered a unique customer segment contrary to our assumptions. We recalibrated strategies to cater to this segment, highlighting the flexibility and adaptability of our team.”

  1. How do you typically manage change and ambiguity in your role?

Exploring the candidate’s approach to handling change and uncertainty.

Sample answer: 

“I embrace change as an opportunity for growth, ensuring clear communication with the team, setting realistic expectations, and fostering an adaptable mindset among team members.”

  1. Could you describe your strategy for establishing and maintaining professional relationships in your analytics role?

Inquiring about strategies for building and sustaining professional relationships.

Sample answer: 

“I prioritize active listening, collaboration, and knowledge sharing. Regular check-ins, cross-functional meetings, and mentoring help in establishing and nurturing valuable relationships.”

  1. How do you handle conflicts within your analytics team or with stakeholders?

Discussing conflict resolution approaches.

Sample answer:

“I address conflicts through open dialogue, understanding concerns, and finding mutually beneficial solutions. When necessary, I involve higher management or escalate to ensure a fair resolution.”

  1. What is your approach to prioritizing analytics projects and tasks?

Exploring the candidate’s methodology for prioritizing analytical work.

Sample answer: 

“I assess projects based on impact, alignment with business goals, and resource availability. Prioritization involves collaborating with stakeholders to ensure projects with the highest ROI take precedence.”

When you use these questions, you can walk into interviews with confidence, armed with the tools to make smart hiring choices.

This resource is gold when it comes to spotting the best talent for your team. Take that next step in your hiring journey with a mix of confidence and precision.

The post 59+ real-life interview questions and answers for IT roles appeared first on Recruiting Resources: How to Recruit and Hire Better.

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Employee performance standards policy template https://resources.workable.com/employee-performance-standards-policy Fri, 24 Nov 2023 16:06:30 +0000 https://resources.workable.com/?p=92008 Having a well-defined employee performance standards policy can benefit HR professionals in several ways. Firstly, it provides a clear framework for evaluating employee performance, making it easier to identify areas where employees need improvement. Secondly, it helps ensure consistency in applying performance standards across different departments and teams, promoting fairness and equity. Finally, it serves […]

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Having a well-defined employee performance standards policy can benefit HR professionals in several ways.

Firstly, it provides a clear framework for evaluating employee performance, making it easier to identify areas where employees need improvement.

Secondly, it helps ensure consistency in applying performance standards across different departments and teams, promoting fairness and equity.

Finally, it serves as a reference point for addressing performance-related issues, enabling HR to address concerns promptly and effectively.

What is an employee performance standards policy?

The employee performance standards policy covers various aspects of employee behavior and performance, including:

  • Attendance and punctuality: Employees are expected to be punctual and regular in their attendance. Unexplained absences or tardiness may lead to disciplinary action.
  • Work quality and productivity: Employees must demonstrate high-quality work and maintain acceptable productivity levels. They should complete tasks within assigned deadlines and take ownership of their work.
  • Communication: Employees must communicate effectively with colleagues, supervisors, and clients. This includes verbal and written communication, as well as active listening skills.
  • Teamwork and collaboration: Employees are expected to work collaboratively with others, contributing to a positive team environment. They should be supportive of their colleagues and actively participate in team discussions.
  • Adaptability and flexibility: Employees must be adaptable and flexible in response to changing business needs. They should be willing to learn new skills and assume additional responsibilities when necessary.
  • Professionalism and respect: Employees must conduct themselves professionally at all times, treating colleagues, clients, and visitors with respect and dignity.
  • Compliance with policies and procedures: Employees are expected to comply with organizational policies and procedures, including those related to confidentiality, data security, and workplace safety.

An employee performance standards policy should include:

  1. Policy statement: A brief introduction outlining the purpose and scope of the policy.
  2. Definitions: Clear explanations of key terms used in the policy, such as “attendance,” “productivity,” and “professionalism.”
  3. Performance expectations: Detailed descriptions of the behavior and performance levels expected from employees, along with specific examples or metrics where possible.
  4. Responsibilities: A list of responsibilities for both employees and management, highlighting their roles in upholding the policy.
  5. Consequences of non-compliance: A description of the consequences employees may face if they violate the policy, including disciplinary actions and potential termination.
  6. Implementation and review: Details on how the policy will be implemented, reviewed, and updated regularly to ensure its effectiveness.
  7. Signature page: Include a signature page for employees to acknowledge that they have read, understood, and agree to abide by the policy.

Step-by-step instructions to create this policy

To create an employee performance standards policy, follow these steps:

  1. Review existing policies: Research and analyze your organization’s current policies, procedures, and codes of conduct to ensure consistency and minimize redundancy.
  2. Identify core values and objectives: Determine your organization’s core values, mission, and goals, and use them as a foundation for the policy’s development.
  3. Engage stakeholders: Involve HR colleagues, supervisors, managers, and legal representatives in the policy creation process to ensure diverse perspectives and input.
  4. Define key terms and expectations: Develop clear definitions and explanations of essential terms and performance expectations to avoid misinterpretation.
  5. Establish responsibilities: Clearly outline the responsibilities of both employees and management regarding policy adherence and enforcement.
  6. Specify consequences: Determine appropriate consequences for non-compliance, ensuring they are proportionate to the severity of the violation.
  7. Set implementation and review dates: Schedule specific dates for policy implementation, review, and updates to maintain its relevance and efficacy.
  8. Include a signature page: Provide a signature page for employees to confirm their understanding and commitment to upholding the policy.
  9. Review and revise (as needed): Carefully review the policy with all stakeholders, making revisions as necessary before finalizing and implementing it.

Employee performance standards policy template

[Organization Name]

Employee Performance Standards Policy

Introduction

[Organization Name] is committed to maintaining high standards of employee behavior and performance. This policy outlines the expected behavior and performance levels for our employees, providing guidelines for both employees and management to follow. The policy aims to promote a positive work environment, support employee growth, and contribute to the organization’s success.

Definitions

The following definitions apply to this policy:

  • Attendance: Refers to an employee’s physical presence at their assigned workplace during scheduled working hours.
  • Productivity: Measures the quality and quantity of work produced by an employee within a specified timeframe.
  • Communication: Includes verbal and written interactions between employees, supervisors, clients, and other stakeholders.
  • Teamwork: Collaborative efforts among employees, departments, and teams to achieve shared goals and objectives.
  • Adaptability: Employees’ ability to adjust to changing business needs, processes, or technologies.
  • Professionalism: Conducting oneself with dignity, respect, and integrity in all aspects of work.

Performance expectations

Employees are expected to meet the following performance expectations:

1. Attendance and punctuality:

  • Be punctual for work and meetings.
  • Notify your supervisor in advance for any absences or tardiness.
  • Maintain a consistent attendance record, avoiding unexplained absences or excessive tardiness.

2. Work quality and productivity:

  • Demonstrate high-quality work that meets organizational standards.
  • Complete tasks within assigned deadlines, managing your workload effectively.
  • Take ownership of your work, ensuring accuracy and attention to detail.

3. Communication:

  • Communicate clearly, concisely, and professionally in all interactions.
  • Listen actively and respond appropriately to feedback.
  • Use appropriate channels for communication (e.g., email, phone, or in-person discussions).

4. Teamwork and collaboration:

  • Contribute positively to team efforts, sharing knowledge and expertise.
  • Support colleagues when needed, fostering a collaborative environment.
  • Participate in team meetings and activities, contributing to shared goals.

5. Adaptability and flexibility:

  • Be open to learning new skills and assuming additional responsibilities.
  • Demonstrate willingness to adapt to changing business needs and processes.
  • Embrace new technologies and tools that enhance work efficiency and productivity.

6. Professionalism and respect:

  • Conduct yourself with professionalism and respect at all times.
  • Treat colleagues, clients, and visitors with dignity and respect.
  • Maintain confidentiality and discretion in sensitive matters.

7. Compliance with policies and procedures:

  • Familiarize yourself with organizational policies and procedures.
  • Adhere to policies and procedures at all times, seeking clarification when necessary.
  • Report any instances of non-compliance or potential violations to your supervisor or HR.

Responsibilities

Employees are responsible for upholding the standards outlined in this policy. Failure to comply may result in disciplinary action, up to and including termination.
Management is responsible for:

  • Providing clear communication and training on this policy.
  • Setting performance expectations and providing feedback.
  • Addressing performance concerns and taking appropriate disciplinary action.
  • Ensuring consistency in applying performance standards across departments and teams.

Consequences of non-compliance

Violating this policy may result in disciplinary action, depending on the severity and frequency of the violation. Disciplinary actions may include:

  1. Verbal warning: A verbal warning will be issued, discussing the violation and expected improvements.
  2. Written warning: A written warning will be provided, detailing the violation, corrective actions, and consequences of continued non-compliance.
  3. Performance improvement plan: A performance improvement plan may be implemented to address specific performance issues.
  4. Suspension: Depending on the severity of the violation, a suspension with or without pay may be enforced.
  5. Termination: In extreme cases or repeated violations, termination of employment may occur.

Implementation and Review

This policy is effective as of [insert date] and supersedes all previous employee performance standards policies. It will be reviewed and updated annually or as needed, ensuring it remains relevant and effective. All employees are required to sign an acknowledgement form confirming their understanding and commitment to adhere to this policy.

I have read, understood, and agree to uphold the employee performance standards policy. I understand that failure to comply may result in disciplinary action, up to and including termination.
Employee Signature: ______________________________ Date: _______________________________
Supervisor/Manager Signature: ____________________________ Date: ______________________________

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67+ real-life interview questions for Financial & Accounting roles https://resources.workable.com/tutorial/67-real-life-interview-questions-for-financial-and-accounting-roles Fri, 24 Nov 2023 15:04:51 +0000 https://resources.workable.com/?p=92001 If you find yourself grappling with uncertainty about which questions can genuinely unveil a candidate’s skill set, picture having access to a curated compilation of authentic queries directly sourced from the trenches of hiring managers within the financial realm. This comprehensive guide unfolds an entire spectrum of real interview questions, meticulously designed to align with […]

The post 67+ real-life interview questions for Financial & Accounting roles appeared first on Recruiting Resources: How to Recruit and Hire Better.

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If you find yourself grappling with uncertainty about which questions can genuinely unveil a candidate’s skill set, picture having access to a curated compilation of authentic queries directly sourced from the trenches of hiring managers within the financial realm.

This comprehensive guide unfolds an entire spectrum of real interview questions, meticulously designed to align with the nuances of various financial and accounting roles. 

From the meticulous eye of an Accountant to the strategic insights of a Finance Manager, from the analytical prowess of a Financial Analyst to the managerial finesse of a COO or CFO – we’ve got you covered. 

This resource is tailored for positions spanning from Finance Controller and Staff Accountant to Finance Administrator, Financial Manager, and even the specialized domain of an Insurance Broker.

Real-life accountant interview questions

An Accountant manages financial records, prepares financial statements, and ensures accurate financial reporting. They possess expertise in accounting software, understand financial statement relationships, and may specialize in tax, audit, or advisory services.

Here are 7 questions from real hiring managers: 

  1. How do you tie a balance sheet and a P&L to make a cash flow statement?

This question evaluates the candidate’s understanding of financial statement interconnections.

Sample answer: 

“To create a cash flow statement, I reconcile changes in balance sheet accounts over a period with items on the income statement. For example, I’d adjust net income for non-cash expenses and track changes in working capital to derive cash flow from operating activities.”

  1. How much is 12 cubed?

This question assesses the candidate’s mathematical knowledge.

Sample answer:

 “12 cubed equals 1,728.”

  1. What software are you most familiar with?

This question explores the candidate’s proficiency in accounting software.

Sample answer: 

“I am most familiar with accounting software like QuickBooks, Xero, and Microsoft Excel for financial analysis and reporting.”

  1. What service area are you interested in? (tax, audit, or advisory)

This question assesses the candidate’s career interests within the accounting field.

Sample answer: 

“I am interested in tax services, as I enjoy navigating complex tax regulations, optimizing tax strategies, and helping clients minimize their tax liabilities.”

  1. What office location do you want to be in?

This question identifies the candidate’s preferred work location.

Sample answer: 

“I am open to working in any location where your firm has opportunities, but I have a preference for the [City Name] office due to its proximity to my current residence.”

  1. What are you looking for in a company?

This question explores the candidate’s expectations and preferences in an employer.

Sample answer: 

“I am looking for a company that values professional growth, provides opportunities for ongoing training and development, promotes a collaborative work environment, and encourages work-life balance.”

  1. What do you know about our firm, if anything?

This question assesses the candidate’s research and knowledge about the prospective employer.

Sample answer: 

“I’ve researched your firm extensively and am impressed by your reputation for excellence in accounting services. Your commitment to client satisfaction, innovative solutions, and community involvement aligns with my career aspirations, making me excited about the possibility of contributing to your team.”

Real-life financial analyst interview questions

A Financial Analyst analyzes financial data to provide insights for decision-making. They create and interpret financial statements, model revenues, evaluate valuation metrics, and play a crucial role in financial reporting and forecasting.

Here are 17 interview questions from real hiring managers that can help you choose the right candidate:

  1. What are the four financial statements used to monitor a company’s finances?

This question evaluates the candidate’s knowledge of fundamental financial statements.

Sample answer: 

“The four financial statements are the Income Statement, Balance Sheet, Cash Flow Statement, and Statement of Shareholders’ Equity.”

  1. How would you define a cash flow statement?

This question assesses the candidate’s ability to define a key financial statement.

Sample answer: 

“A cash flow statement tracks the inflow and outflow of cash within a specific period. It shows how operational, investing, and financing activities impact a company’s cash position.”

  1. Can you explain the difference between budgeting and forecasting?

This question evaluates the candidate’s understanding of budgeting and forecasting concepts.

Sample answer: 

“Budgeting involves setting financial goals and creating a detailed plan for revenue and expenses. Forecasting, on the other hand, involves predicting future financial outcomes based on historical data and current trends without the same level of detail as a budget.”

  1. How do you model revenues for a company?

This question assesses the candidate’s approach to revenue modeling.

Sample answer: 

“I use historical data, market research, and industry benchmarks to create revenue models. These models consider factors like growth rates, market demand, pricing strategies, and seasonality to project future revenues.”

  1. What does NPV stand for and why is it important?

This question tests the candidate’s knowledge of financial acronyms and their understanding of NPV’s significance.

Sample answer: 

“NPV stands for Net Present Value. It’s crucial because it helps assess the profitability of investments by calculating the present value of expected cash flows, considering the time value of money.”

  1. What process do you use to create accurate financial reports? Do you have any favorite tools you use?

This question explores the candidate’s financial reporting process and tools.

Sample answer: 

“I follow a structured process, ensuring data accuracy and consistency. My favorite tools include Excel for data manipulation and visualization, and financial software like QuickBooks or Oracle for generating reports.”

  1. Do you have experience in benchmarking? When have you used it?

This question assesses the candidate’s experience with benchmarking and its applications.

Sample answer: 

“Yes, I’ve used benchmarking to compare our company’s financial performance against industry peers. It helps identify areas for improvement and opportunities to enhance competitiveness.”

  1. If you could only choose one valuation metric when reviewing a company stock, which would you pick and why?

This question tests the candidate’s understanding of valuation metrics and their ability to prioritize.

Sample answer: 

“I would choose Price-to-Earnings (P/E) ratio because it provides insight into a company’s earnings relative to its stock price, helping assess its valuation and growth potential.”

  1. Please read the financial statements of our company. What, if anything, caught your attention?

This question evaluates the candidate’s ability to analyze financial statements and identify noteworthy items.

Sample answer: 

“Upon reviewing your financial statements, I noticed a significant increase in operating expenses compared to the previous year. It would be interesting to understand the drivers behind this change.”

  1. Have you ever found inconsistencies in a company’s finances? How did you handle the situation?

This question assesses the candidate’s experience with identifying financial inconsistencies and their problem-solving skills.

Sample answer: 

“Yes, in a previous role, I identified a discrepancy in accounts receivable. I immediately investigated, reconciled the accounts, and reported the findings to management to rectify the issue.”

  1. Why do you want to become a financial analyst?

This question explores the candidate’s motivation for pursuing a career in financial analysis.

Sample answer: 

“I am passionate about analyzing financial data, uncovering insights, and making informed decisions. Becoming a financial analyst allows me to leverage my analytical skills to contribute meaningfully to an organization’s success.”

  1. What do you think it takes to be a successful financial analyst?

This question assesses the candidate’s perception of key traits for success in the role.

Sample answer: 

“To be a successful financial analyst, one needs strong analytical skills, attention to detail, adaptability, and the ability to communicate complex financial insights effectively. Staying updated on industry trends and regulations is also essential.”

  1. What opportunities are you hoping to pursue after becoming a financial analyst?

This question explores the candidate’s career aspirations and goals.

Sample answer: 

“After gaining experience as a financial analyst, I aspire to take on more strategic roles such as Senior Financial Analyst or Finance Manager. Ultimately, I aim to contribute to financial strategy and decision-making at a higher level.”

  1. Why do you like being a financial analyst? What is your favorite part of being a financial analyst?

This question assesses the candidate’s passion for their role and the aspects they find most fulfilling.

Sample answer: 

“I enjoy being a financial analyst because it allows me to uncover insights from data, solve complex financial challenges, and contribute to the success of an organization. My favorite part is the satisfaction of translating numbers into actionable recommendations that drive positive outcomes.”

  1. Do you have any industry licenses or certifications? If so, why did you pursue them?

This question explores the candidate’s certifications and their rationale for obtaining them.

Sample answer: 

“I hold a Chartered Financial Analyst (CFA) designation, which demonstrates my commitment to professional excellence and ethical standards in financial analysis. It also provides a broader knowledge base and enhances my credibility in the field.”

  1. What’s your greatest weakness?

This question assesses the candidate’s self-awareness and ability to acknowledge areas for improvement.

Sample answer: 

“My greatest weakness is that I tend to be overly critical of my work, which can sometimes lead to perfectionism. However, I’ve learned to balance this by setting realistic expectations and focusing on continuous improvement.”

  1. Why our firm over others?

This question evaluates the candidate’s alignment with the prospective employer and their reasons for choosing them.

Sample answer: 

“I chose your firm because of your excellent reputation for financial analysis, your commitment to professional development, and your diverse client base. I believe your organization aligns with my career goals, and I’m excited about the opportunity to contribute to your team’s success.”

Real-life finance manager interview questions

A Finance Manager oversees financial operations, manages budgets, and provides financial guidance to organizations. They create and present financial reports, optimize reporting processes, mitigate risks, and ensure accuracy in financial data.

These eight interview questions are the most popular among hiring managers:

  1. Are you comfortable advising clients on financial decisions?

This question assesses the candidate’s comfort level and competence in providing financial advice.

Sample answer: 

“Yes, I am comfortable advising clients on financial decisions. I have a strong background in financial analysis and strategic planning, enabling me to offer informed and valuable guidance.”

  1. Tell me about a time you’ve created and presented a financial report.

This question evaluates the candidate’s experience in creating and communicating financial reports.

Sample answer: 

“In my previous role, I created a comprehensive quarterly financial report that included income statements, balance sheets, and cash flow projections. I presented the report to the executive team, highlighting key financial insights and recommendations for improvement.”

  1. What reporting templates have you created in the past?

This question explores the candidate’s expertise in developing reporting templates.

Sample answer: 

“I have created various reporting templates, including monthly budget variance reports, financial statement templates, and cash flow forecast models. These templates streamline reporting processes and enhance data accuracy.”

  1. Have you onboarded new software?

This question assesses the candidate’s experience with software implementation and adaptability.

Sample answer: 

“Yes, I have experience onboarding new financial software to improve data analysis and reporting. I collaborated with IT teams and conducted user training to ensure a smooth transition.”

  1. How do you catch mistakes?

This question evaluates the candidate’s attention to detail and quality control methods.

Sample answer: 

“I catch mistakes by conducting thorough reviews of financial data, reconciling accounts regularly, and performing data validation checks. I also encourage a culture of accuracy within the finance team.”

  1. How have you improved time to close?

This question assesses the candidate’s efficiency in financial closing processes.

Sample answer: 

“I improved time to close by implementing streamlined workflows, automating repetitive tasks, and enhancing collaboration among team members. These measures reduced the closing cycle by 20% in my previous role.”

  1. What has been your experience with risk management?

This question explores the candidate’s familiarity with risk management practices.

Sample answer: 

“I have extensive experience in risk management, including identifying financial risks, developing risk mitigation strategies, and monitoring risk exposure. This includes managing interest rate, currency, and market risks to safeguard financial stability.”

  1. Have you ever found inconsistencies in a company’s finances? How did you handle the situation?

This question assesses the candidate’s experience with identifying financial inconsistencies and their approach to addressing such issues.

Sample answer: 

“Yes, I once identified discrepancies in accounts payable during a financial audit. I immediately conducted a detailed audit, reconciled accounts, and collaborated with the finance team to rectify the errors. Transparency and thorough documentation were key in resolving the situation.”

Real-life staff accountant interview questions

A Staff Accountant is responsible for maintaining accurate financial records, reconciling accounts, and preparing financial statements. They ensure accounting accuracy, investigate discrepancies in physical inventory, and use appropriate documentation for invoice processing.

Here are the top three questions to ask in the next interview:  

  1. What do you do to ensure accounting accuracy?

This question assesses the candidate’s methods for maintaining precision in accounting.

Sample answer: 

“To ensure accounting accuracy, I perform regular reconciliations, cross-check data entries, and maintain organized financial records. I also stay updated on accounting standards and conduct periodic audits.”

  1. If you’re doing a physical inventory account and you find a big difference, what do you do?

This question evaluates the candidate’s response to identifying significant discrepancies in physical inventory.

Sample answer:

“If I encounter a substantial difference during a physical inventory count, I would double-check the count, investigate the cause of the discrepancy, and reconcile the inventory. It’s crucial to maintain accurate records and resolve any issues promptly.”

  1. What documentation do you use when sending invoices?

This question explores the candidate’s familiarity with documentation practices in invoicing.

Sample answer: 

“When sending invoices, I use detailed billing statements that include the invoice number, itemized charges, payment terms, and any relevant purchase order or contract information. Clear and accurate documentation helps facilitate the payment process for clients.”

If you need more of these questions visit our complete guide here

Real-life financial controller interview questions

A Financial Controller is responsible for overseeing an organization’s financial operations, including budgeting, financial reporting, risk management, and ensuring compliance. They manage financial projects, address credit issues, handle outstanding debts, and optimize budget development processes.

Check out these four questions provided by real hiring managers to ask:

  1. If you know a customer has had past issues with credit, and you see an order from that customer for $10 million, what do you do?

This question assesses the candidate’s approach to managing credit risks.

Sample answer: 

“I would conduct a thorough credit analysis, considering the customer’s credit history, payment patterns, and financial stability. If there are concerns, I may request payment upfront, require a letter of credit, or implement stricter payment terms to mitigate potential risks.”

  1. A customer owes you $5 million, and you have a $10 million backlog to deliver: how do you think about handling this situation?

This question evaluates the candidate’s strategy for managing outstanding debts and prioritizing deliveries.

Sample answer: 

“In this situation, I would prioritize deliveries to customers with a history of timely payments. I’d also engage with the customer who owes $5 million to negotiate a payment plan, ensuring that our cash flow remains healthy while fulfilling our backlog commitments.”

  1. What’s your first consideration in budget development?

This question explores the candidate’s primary focus when developing budgets.

Sample answer: 

“My first consideration in budget development is aligning financial goals with the organization’s strategic objectives. Understanding the company’s priorities and ensuring the budget supports these goals is crucial for effective financial planning.”

  1. How have you reduced expenses at previous roles?

This question assesses the candidate’s ability to manage and reduce expenses.

Sample answer: 

“I’ve reduced expenses by identifying cost-saving opportunities, renegotiating vendor contracts, implementing efficient processes, and promoting cost-consciousness among team members. Additionally, I regularly review budget variances to pinpoint areas for improvement.”

  1. What was the most challenging financial project you’ve worked on?

This question explores the candidate’s experience with complex financial projects.

Sample answer:

“One of the most challenging financial projects I worked on involved a company restructuring that required optimizing cost structures, managing debt, and maintaining stakeholder confidence. It demanded strategic financial planning and effective communication to ensure successful implementation.”

Real-life CFO interview questions

A Chief Financial Officer (CFO) is responsible for overseeing an organization’s financial activities, including financial strategy, budgeting, risk management, and financial reporting. They connect finance to business strategy, collaborate with the CEO and board, manage relationships with external partners, and ensure sound financial decision-making.

Eager to find out 12 interview questions that could assist you to choose the right candidate? 

  1. How do you consider connecting finance to strategy, how do you make numbers tell a story relevant to the business?

This question assesses the candidate’s ability to align financial data with the organization’s strategic objectives.

Sample answer: 

“I believe in translating financial data into a narrative that highlights its relevance to the business. By identifying key financial drivers and their impact on strategic goals, I can convey how financial decisions contribute to the organization’s success.”

  1. What do you think about roles and needs to augment your existing strengths? If you were to serve as CFO of an organization, what would your ideal support organization look like both in terms of people and budget? Why would you set the organization up in this way? Who would you add to your team?

This question evaluates the candidate’s strategic thinking regarding team composition and budget allocation.

Sample answer: 

“In building my ideal support organization, I would prioritize a mix of financial experts and data analysts to enhance financial planning and analysis. Budget allocation would reflect technology investments and talent development to drive innovation and agility.”

  1. Discuss past experiences with a Board and how to interact as a CFO. Perhaps walk through conversations around budget, unit economics, or capital (debt/equity) considerations.

This question assesses the candidate’s experience in engaging with a Board of Directors and their ability to navigate financial discussions.

Sample answer: 

“In past roles, I’ve collaborated with Boards to present budget proposals, discuss unit economics, and evaluate capital allocation decisions. Effective communication, transparency, and aligning financial strategies with the organization’s goals are key in these interactions.”

  1. Discuss your relationship with the CEO. Discuss the relationship with the executive team. How do you help the CEO and board of directors make the strategic decisions for your company?

This question explores the candidate’s ability to work closely with the CEO and executive team to drive strategic decisions.

Sample answer: 

“I maintain a strong partnership with the CEO, providing financial insights and analysis to inform strategic choices. With the executive team, I foster collaboration, ensuring that financial strategies support our shared vision and goals.”

  1. When you are unsure of a financial solution, who do you go to in your network?

This question assesses the candidate’s networking and problem-solving skills.

Sample answer: 

“When facing uncertainty, I tap into my network of financial experts, industry peers, and mentors. Collaborative discussions and seeking diverse perspectives often lead to innovative solutions.”

  1. What are some of your hedging strategies?

This question evaluates the candidate’s knowledge of financial risk management.

Sample answer: 

“I’ve employed hedging strategies such as forward contracts to mitigate currency risk, interest rate swaps to manage interest rate exposure, and options to hedge commodity price fluctuations. The choice depends on the specific risk and market conditions.”

  1. Have you taken on debt?

This question assesses the candidate’s experience with debt financing.

Sample answer: 

“Yes, I have managed debt financing in previous roles, including negotiating loan terms, optimizing debt structures, and ensuring debt covenants compliance. Debt can be a valuable tool when used strategically.”

  1. Have you acquired any other companies? Which ones and what was the structure of the acquisition(s)?

This question explores the candidate’s experience with mergers and acquisitions.

Sample answer: 

“I have led several acquisitions, including [mention company names], structured as asset purchases and stock transactions. These acquisitions were part of our growth strategy to expand market presence.”

  1. What do you think about LBO versus joint venture?

This question evaluates the candidate’s understanding of different corporate structures.

Sample answer: 

“LBOs and joint ventures serve different purposes. LBOs involve acquiring a company with leverage, while joint ventures involve collaborative partnerships. The choice depends on strategic objectives, risk tolerance, and the nature of the opportunity.”

  1. Which insurance companies have you worked with?

This question assesses the candidate’s experience in managing insurance relationships.

Sample answer: 

“I have worked with insurance companies such as [mention company names] to optimize insurance coverage, manage risk exposure, and ensure compliance with insurance policies.”

  1. Are you a CPA?

This question seeks to confirm the candidate’s professional certification.

Sample answer: 

“Yes, I am a Certified Public Accountant (CPA), which has been instrumental in ensuring compliance, financial reporting accuracy, and upholding ethical standards in my roles.”

  1. Tell me about your risk profile and how you’ve mitigated risk.

This question assesses the candidate’s approach to managing financial risks.

Sample answer: 

“I maintain a balanced risk profile, considering factors such as market conditions, industry trends, and regulatory changes. I’ve mitigated risks through diversification, effective hedging strategies, and robust risk management protocols.”

Real-life finance administrator interview questions

A Finance Administrator is responsible for supporting financial operations within an organization. They assist in budget management, financial analysis, and reconciling financial statements. They play a crucial role in maintaining financial accuracy and ensuring compliance.

These 3 interview questions have been selected by actual hiring managers:

  1. What are the differences between scale and growth?

This question assesses the candidate’s understanding of the distinctions between scaling and growing a business.

Sample answer: 

“Scale refers to increasing operational efficiency, often by optimizing existing processes. Growth, on the other hand, pertains to expanding the business, typically by increasing revenue, market share, or entering new markets.”

  1. What strategies would you use to monitor scale and growth in a rapidly growing business?

This question evaluates the candidate’s ability to develop strategies for tracking and managing business expansion.

Sample answer: 

“I would implement key performance indicators (KPIs) to measure growth metrics like revenue, customer acquisition, and market penetration. For scaling, I’d focus on process efficiency through continuous improvement and automation.”

  1. What company’s budget have you foreseen before?

This question seeks to understand the candidate’s experience in budgeting for organizations.

Sample answer: 

“I’ve been involved in forecasting and managing budgets for [mention company names], where I collaborated with department heads to create and track budgets aligned with organizational goals.”

Check more real-life interview questions for this role here.

Real-life financial manager interview questions

Financial Managers play a vital role in an organization by overseeing financial operations, including budgeting and reporting, to ensure financial health and support growth. They possess expertise in financial modeling, resilience in addressing challenges, and a passion for strategic financial management.

Here are 6 questions based on real hiring managers’ notes:

  1. [Pre-interview assessment] ]As part of our assessment process, we require candidates to complete a one-hour Excel-based test that evaluates financial modeling skills. Can you share your experience with financial modeling, particularly in Excel, and highlight any significant projects you’ve worked on?

Evaluate the candidate’s financial modeling skills and experience with Excel.

Here, candidates will be asked to create an Excel spreadsheet showcasing their knowledge of using this software and implementing specific formulas. 

  1. In the dynamic environment of startups, financial challenges can arise unexpectedly. Could you describe a specific instance where you encountered a financial obstacle and how you demonstrated resilience and resourcefulness to address it?

This question assesses the candidate’s ability to navigate unexpected financial obstacles.

Sample answer: 

“At XYZ Inc, we faced a cash flow crisis due to unforeseen expenses. I demonstrated resilience by negotiating extended payment terms with suppliers and resourcefulness by identifying cost-saving measures, ultimately restoring our financial stability.”

  1. What are your primary professional priorities, and what drives your passion for these priorities?

Explore the candidate’s career priorities and what drives their passion.

Sample answer: 

“My primary professional priority is contributing to a company’s financial success. I’m motivated by the opportunity to help organizations achieve their financial goals, aligning with my passion for strategic financial management and growth.”

  1. During a panel interview, we aim to evaluate various skills and attributes. How do you approach collaboration with cross-functional teams to achieve financial objectives, and can you provide an example of a successful collaboration experience?

Assess the candidate’s approach to collaborating with diverse teams for financial objectives.

Sample answer: 

“I prioritize open communication and consensus-building in cross-functional collaborations. For instance, at LMN Corp, I led a project where we developed a unified financial strategy by collaborating closely with departments. This alignment resulted in a 12% increase in profitability.”

  1. Tell us about a project where you had to work closely with different departments to develop a financial strategy. How did you ensure alignment among team members, and what was the outcome of the project?

Investigate the candidate’s experience in working with different departments to create financial strategies.

Sample answer: 

“I led a project at DEF Corporation, collaborating with various departments to develop a financial strategy. To ensure alignment, I conducted regular meetings and encouraged transparent communication. The project’s success was evident when we achieved a 20% increase in revenue.”

  1. Discuss your expertise in financial statement analysis. How do you use financial statements to make informed business decisions, and can you share an example of how this analysis influenced a significant financial decision?

Evaluate the candidate’s proficiency in financial statement analysis.

Sample answer: 

“I use financial statements to identify trends and assess financial health. At GHI Corp, my analysis of income statements and balance sheets led to a strategic decision to diversify our product line, resulting in a 25% revenue boost and enhanced market position.”

Real life insurance broker interview questions

Insurance Brokers act as intermediaries between clients and insurance providers, advising on coverage options, policies, and risk management. They specialize in various lines of insurance, build and manage a client portfolio, and aim to meet sales targets.

These three interview questions will assist you in choosing the right candidate: 

  1. How much did you sell at your previous firm and how much do you project to sell this year?

Assess the candidate’s previous sales achievements and sales projections.

Sample answer:

“In my previous role, I sold $2 million worth of insurance policies. This year, I project to sell $2.5 million by leveraging my network and focusing on tailored solutions.”

  1. Do you specialize in a line of business? If so, which one(s)?

Inquire about the candidate’s specialization within the insurance industry.

Sample answer: 

“Yes, I specialize in commercial property and casualty insurance. I’ve developed expertise in this area over the years, allowing me to provide comprehensive solutions to clients.”

  1. Do you currently have a book of business in play?

Determine if the candidate currently manages a portfolio of clients.

Sample answer: 

“I have an existing book of business comprising various clients from diverse industries. I actively manage their insurance needs, ensuring their coverage remains up to date.”

Check more real-life interview questions for this role here.

Utilizing these thoughtfully curated questions empowers you to approach interviews with a sense of assurance, equipped with the tools necessary to make well-informed hiring decisions.

This invaluable resource positions you to confidently pinpoint top-tier talent for your organization, offering a level of certainty in the hiring process.

Embark on the next phase of your hiring journey with a blend of confidence and precision, armed with the insights provided by this indispensable tool.

The post 67+ real-life interview questions for Financial & Accounting roles appeared first on Recruiting Resources: How to Recruit and Hire Better.

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64+ real-life interview questions for general administration and operational roles https://resources.workable.com/tutorial/64-plus-real-life-interview-questions-for-general-administration-and-operational-roles Thu, 23 Nov 2023 13:48:31 +0000 https://resources.workable.com/?p=91992 Are you unsure about which questions will accurately assess a candidate’s skills? Imagine having a compilation of actual questions asked by hiring managers in the general administration field. In this guide, we provide a complete set of genuine interview questions tailored specifically for various administration and operation roles, such as executive assistant, administrative assistant, office […]

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Are you unsure about which questions will accurately assess a candidate’s skills? Imagine having a compilation of actual questions asked by hiring managers in the general administration field.

In this guide, we provide a complete set of genuine interview questions tailored specifically for various administration and operation roles, such as executive assistant, administrative assistant, office manager, receptionist, project coordinator, project manager, operations manager, and business analyst. 

Real-life executive assistant interview questions

An Executive Assistant provides high-level administrative support to executives or senior management. They manage schedules, coordinate meetings, handle communications, and assist with various tasks to ensure efficient operations and the executive’s effectiveness.

Here are 14 interview questions picked by real hiring managers: 

  1. Have you ever helped prepare a presentation?

This question assesses the candidate’s experience in supporting executives with presentation preparation.

Sample answer: 

“Yes, in my previous role, I frequently assisted in preparing presentations for executives. This involved organizing content, creating visuals, and ensuring the presentation was polished and aligned with the executive’s messaging.”

  1. Do you have experience with [Salesforce]/[other software packages client uses]?

This question evaluates the candidate’s familiarity with specific software tools that may be relevant to the executive’s work.

Sample answer: 

“I have experience with Salesforce and various other software packages commonly used in executive offices. I’ve efficiently utilized these tools for data management, reporting, and communication, enhancing productivity and organization.”

  1. Have you ever been exposed to any system implementations, if yes what was your role?

This question explores the candidate’s involvement in system implementations and their role in the process.

Sample answer: 

“Yes, I played a crucial role in a CRM system implementation in my previous role. I was responsible for data migration, user training, and ensuring a seamless transition. It was a valuable experience that enhanced our efficiency and reporting capabilities.”

  1. Tell me about a time when you were NOT able to meet a deadline and what happened?

This question assesses the candidate’s ability to handle missed deadlines and their approach to addressing such situations.

Sample answer:

“Once, due to unexpected technical issues, I couldn’t meet a project deadline. I immediately communicated the delay to the executive, outlined the challenges, and proposed a revised timeline. We adjusted priorities, allocated additional resources, and successfully completed the project, learning to proactively address potential obstacles.”

  1. Have you ever been asked to perform tasks outside of the scope of “normal” work?

This question explores the candidate’s adaptability and willingness to take on additional responsibilities.

Sample answer: 

“Yes, I’ve often been asked to assist with tasks beyond my typical role, such as event planning, research projects, or special initiatives. I believe in being flexible and contributing to the overall success of the team and organization.”

  1. What are the qualities that make a good Executive Assistant?

This question assesses the candidate’s understanding of the essential qualities for success in the role.

Sample answer: 

“A good Executive Assistant should possess excellent organizational skills, exceptional communication abilities, a high degree of discretion, adaptability, and the ability to anticipate the needs of the executive. Being detail-oriented, resourceful, and proactive is also key to providing effective support.”

  1. How many years of experience do you have as an Executive Assistant?

This question seeks to understand the candidate’s level of experience in the role.

Sample answer: 

“I have [X] years of experience as an Executive Assistant, during which I’ve honed my skills in providing efficient and effective support to senior executives.”

  1. How many people have you supported at one time? How many people were you arranging travel for?

This question assesses the candidate’s capacity to handle multiple responsibilities and their experience in managing executive travel.

Sample answer: 

“I’ve supported multiple executives simultaneously, typically around [number] at a time. In terms of travel arrangements, I’ve coordinated travel for executives and their teams, ensuring seamless logistics for both domestic and international trips.”

  1. Have you worked on multi-city travel plans?

This question explores the candidate’s experience in managing complex travel itineraries.

Sample answer: 

“Yes, I’ve frequently worked on multi-city travel plans, which involved coordinating flights, accommodations, ground transportation, and meeting schedules across multiple locations. Attention to detail and thorough planning were critical to ensure smooth travel experiences.”

  1. Have you worked on international travel plans?

This question assesses the candidate’s experience in handling international travel logistics.

Sample answer: 

“Absolutely, I’ve arranged international travel for executives, which includes obtaining visas, coordinating with international contacts, and ensuring compliance with travel regulations. This requires a deep understanding of the complexities involved in international travel.”

  1. Have you had access to the email inbox of a C-level executive? Were you asked to answer emails on their behalf?

This question explores the candidate’s level of responsibility and trust in managing executive communication.

Sample answer: 

“Yes, I’ve had access to the email inbox of C-level executives in previous roles. I was entrusted to manage and filter incoming emails, respond to routine inquiries on their behalf, and ensure that urgent matters were promptly brought to their attention.”

  1. Why are you interested in leaving your current position?

This question seeks to understand the candidate’s motivations for seeking a new role.

Sample answer:

“I’m seeking new opportunities because I believe my skills and experience can contribute effectively to a dynamic organization like yours. I’m excited about the potential to work with your team and support your executives in achieving their goals.”

  1. What does a typical day entail in your current role?

This question provides insight into the candidate’s daily responsibilities and workload.

Sample answer: 

“In my current role, a typical day involves managing the executive’s calendar, scheduling meetings, coordinating travel arrangements, and ensuring that communication flows smoothly. I also handle data analysis, prepare reports, and assist with various administrative tasks to support the executive’s priorities.”

  1. What do you like the most about your job? What do you like the least?

This question assesses the candidate’s satisfaction with their current role and their self-awareness regarding aspects they enjoy and those they find challenging.

Sample answer: 

“What I like the most about my job is the dynamic nature of the role. Every day presents new challenges and opportunities to support the executive team. However, what I find challenging at times is managing conflicting priorities and ensuring that I meet all deadlines while maintaining the highest level of quality and accuracy.”

Real-life administrative assistant interview questions

An Administrative Assistant provides vital support by managing administrative tasks, scheduling, organizing, and maintaining efficient office operations. They handle software applications, prioritize tasks, collaborate with teams, and adapt to unplanned challenges to ensure a smooth workflow and effective communication.

Here are 9 questions that real-hiring managers choose to ask in an interview:

  1. What is your proficiency in Microsoft Suite? What other software are you familiar with and in what context?

This question assesses the candidate’s proficiency in essential software and their adaptability to various tools.

Sample answer: 

“I have an advanced proficiency in Microsoft Suite, including Word, Excel, and PowerPoint. Additionally, I’m familiar with software such as Adobe Acrobat for document editing and QuickBooks for basic financial tasks, enabling me to support a wide range of office functions effectively.”

  1. How do you prioritize tasks?

This question explores the candidate’s approach to task management and their ability to efficiently allocate their time and resources.

Sample answer:

“I prioritize tasks based on urgency and importance. I use tools like to-do lists, calendars, and task management apps to organize my workload. I also consider deadlines, project goals, and the impact on the team to ensure tasks are completed efficiently.”

  1. How do you currently collaborate with others in your role? How do you feel about working with various teams in a support role?

This question evaluates the candidate’s collaboration skills and willingness to work with different teams.

Sample answer: 

“In my current role, I collaborate closely with colleagues through regular meetings, email communication, and shared document collaboration tools. I enjoy working in a support role and find it fulfilling to contribute to the success of various teams by ensuring smooth operations and effective communication.”

  1. How do you manage difficult personalities?

This question assesses the candidate’s interpersonal skills and their ability to handle challenging interactions.

Sample answer: 

“When dealing with difficult personalities, I focus on active listening, empathy, and maintaining a professional demeanor. I strive to understand their concerns, find common ground, and work towards a solution that benefits both parties. Maintaining open communication and patience are key in such situations.”

  1. Explain a time when you experienced “unplanned issues.”

This question seeks to understand how the candidate handles unexpected challenges or disruptions in their work.

Sample answer:

 “I once experienced unplanned issues during an important event when the catering company failed to deliver the correct menu. I immediately coordinated with the team to find a solution, adjusted the menu on short notice, and ensured that the event proceeded smoothly, maintaining a positive experience for attendees.”

  1. How do you manage getting pulled in different directions?

This question assesses the candidate’s ability to handle multiple demands and conflicting priorities.

Sample answer: 

“To manage getting pulled in different directions, I first assess the urgency and importance of each request. I communicate with stakeholders to prioritize tasks effectively and set clear expectations. Using time management techniques and staying organized helps me maintain focus on critical tasks.”

  1. How do you let someone know that you cannot complete something?

This question evaluates the candidate’s communication skills and their approach to addressing situations where they cannot fulfill a request.

Sample answer: 

“If I cannot complete a task, I communicate transparently and promptly. I explain the reason for the inability to fulfill the request, offer alternatives or potential solutions, and ensure that the individual understands the situation. It’s important to maintain open and honest communication.”

  1. What is your desired compensation range?

This question seeks to understand the candidate’s salary expectations and whether they align with the company’s budget.

Sample answer: 

“I’m open to discussing compensation based on the responsibilities and expectations of the role. I value fair compensation that reflects my skills and experience, and I’m confident that we can find a mutually beneficial arrangement.”

  1. What is important to you when it comes to company culture?

This question assesses the candidate’s values and what they prioritize in a company’s culture.

Sample answer: 

“Company culture is important to me. I value a culture that promotes teamwork, open communication, and a positive work environment. I appreciate a company that values employee well-being, diversity, and opportunities for growth and development.”

Real-life office manager interview questions

An Office Manager oversees the efficient functioning of an office or workplace. They manage administrative staff, handle vendor relationships, and resolve operational challenges to create a productive and organized work environment.

Here are three questions that hiring managers are interested in:

  1. Have you managed teams of admins before?

This question assesses the candidate’s experience in managing administrative teams.

Sample answer: 

“Yes, I have managed teams of admins in previous roles. In my last position, I led a team of three administrative professionals, coordinating their tasks, ensuring efficient workflow, and providing guidance and support.”

  1. What vendors have you worked with?

This question explores the candidate’s experience in vendor management and their ability to collaborate with external partners.

Sample answer: 

“I’ve worked with various vendors in my previous roles, including office supply providers, facility maintenance services, and catering companies. I’ve successfully negotiated contracts, maintained vendor relationships, and ensured the delivery of quality services that met our organizational needs.”

  1. Walk me through a situation where you had to problem-solve.

This question evaluates the candidate’s problem-solving skills and their ability to navigate challenges in an office management role.

Sample answer: 

“Certainly, in a previous role, we encountered an unexpected office space issue due to a plumbing problem. It disrupted our operations, and we needed to find a quick solution. I immediately contacted the building maintenance team, relocated affected staff temporarily, and communicated the situation to the team. I worked closely with the maintenance team to resolve the issue promptly, ensuring minimal disruption to our daily operations.”

Real-life receptionist interview questions

A Receptionist is the first point of contact for visitors and callers. They handle phone calls, greet guests, manage appointments, and ensure the reception area’s smooth operation, contributing to a positive first impression of the organization.

The two questions are gaining ground when it comes to real hiring managers: 

  1. What experience do you have with answering phones, greeting guests, and ordering food?

This question assesses the candidate’s experience in key receptionist responsibilities, including phone handling, guest interaction, and office hospitality.

Sample answer: 

“I have extensive experience in answering phones professionally, greeting guests warmly, and assisting with ordering food for meetings and events. In my previous role, I managed these tasks efficiently, ensuring a welcoming and organized office environment.”

  1. How does the last office setting you worked in compare to ours?

This question seeks to understand the candidate’s ability to adapt to different office settings and their familiarity with the specific characteristics of the new workplace.

Sample answer: 

“The last office setting I worked in was similar in terms of its professional atmosphere and the need for effective communication and guest management. However, I understand that each organization has its unique culture and procedures. I’m eager to adapt to and contribute to the specific needs and expectations of this office.”

Real-life project coordinator interview questions

A Project Coordinator facilitates the successful execution of projects by organizing tasks, managing timelines, and ensuring effective communication among team members. They balance speed and quality, lead projects, handle delays, and maintain organizational skills for efficient project delivery.

Eager to check which questions are the most preferred by real hiring managers? 

  1. How do you balance speed with quality? Describe a time when you had to balance the two, and what tradeoffs you made.

This question assesses the candidate’s ability to manage the trade-off between project speed and quality.

Sample answer: 

“Balancing speed and quality is essential. In a previous project, we had a tight deadline. While we ensured core quality, we streamlined certain processes to meet the deadline. We prioritized critical tasks, maintained quality in deliverables, and communicated the necessary trade-offs to stakeholders.”

  1. Describe a time when you had to lead a project. In particular, how did you organize tasks and ensure that everyone was held accountable?

This question explores the candidate’s project leadership skills, task organization, and accountability methods.

Sample answer: 

“I led a project where clear organization and accountability were crucial. I created a project plan with defined tasks, timelines, and assigned responsibilities. Regular check-ins, progress reports, and open communication ensured that team members were accountable. By maintaining transparency and addressing challenges promptly, we successfully delivered the project.”

  1. Walk me through a project that you’ve owned across multiple functions. How did you begin the planning, and where would you improve in the future?

This question assesses the candidate’s ability to handle cross-functional projects and their capacity for continuous improvement.

Sample answer: 

“I managed a cross-functional project that involved multiple departments. I started with a detailed project charter, clearly defining objectives and roles. In the future, I’d enhance stakeholder engagement in the planning phase and implement robust change management strategies to ensure smoother transitions between functions.”

  1. How have you managed project delays that were outside of your control? Please provide a specific example.

This question evaluates the candidate’s problem-solving skills when facing external project delays.

Sample answer: 

“I encountered a delay due to a vendor’s production issue. To manage this, I promptly communicated the situation to stakeholders, adjusted the project timeline, and identified alternative tasks that could be advanced in the meantime. This allowed us to mitigate the impact of the delay and maintain overall project progress.”

  1. How do you stay organized?

This question assesses the candidate’s organizational skills, critical for effective project coordination.

Sample answer: 

“I rely on a combination of tools and techniques to stay organized. I use project management software for task tracking, maintain detailed calendars, and create to-do lists. Regular prioritization, time blocking, and setting reminders help me manage multiple tasks efficiently.”

Real-life project manager interview questions

A Project Manager leads and oversees projects from initiation to completion. They manage timelines, resources, and cross-functional teams, resolve conflicts of interest, negotiate with stakeholders, gather project requirements, and have experience in handling both successful and challenging projects.

Check out these six questions picked by real hiring managers:

  1. Please tell me about a time when you managed a project with a short timeline. How did you manage to finish it on time? What did you struggle with? How did you work with cross-functional teams?

This question explores the candidate’s ability to handle projects with tight deadlines, challenges faced, and their collaboration with cross-functional teams.

Sample answer:

“I managed a project with a short timeline by creating a detailed project plan, prioritizing tasks, and ensuring efficient resource allocation. We faced challenges in resource availability, but I worked closely with cross-functional teams, communicated the urgency, and leveraged their expertise to meet the deadline successfully.”

  1. How do you manage conflicts of interest between parties? Can you give a recent example of how you remedied such a situation?

This question assesses the candidate’s conflict resolution skills and their ability to provide a recent example.

Sample answer: 

“I manage conflicts by facilitating open dialogue, understanding concerns, and seeking common ground. Recently, we had conflicting interests between departments regarding resource allocation. I organized a meeting, encouraged honest discussion, and found a compromise that satisfied both parties while maintaining project objectives.”

  1. How do you negotiate with cross-functional teams? Please give an example of a time when you had to negotiate internally or externally.

This question evaluates the candidate’s negotiation skills and their ability to provide a relevant example.

Sample answer: 

“Negotiating with cross-functional teams involves understanding their priorities and aligning them with project goals. I recently negotiated with an external vendor to secure additional resources within our budget, ensuring project success while meeting cost constraints.”

  1. What are some methods that you use to gather requirements?

This question explores the candidate’s approach to gathering project requirements.

Sample answer: 

“I use various methods to gather requirements, including stakeholder interviews, surveys, workshops, and analyzing existing documentation. This ensures a comprehensive understanding of project needs and helps in developing a well-defined project scope.”

  1. Tell me about a time that you worked on a project that was not going according to plan and how you helped get it back on track. What was the outcome?

This question assesses the candidate’s ability to handle projects facing challenges and their problem-solving skills.

Sample answer: 

“I worked on a project where scope creep was jeopardizing timelines. I conducted a scope review, identified essential deliverables, and communicated the necessary changes to stakeholders. With clear expectations and redefined objectives, we refocused efforts and successfully brought the project back on track, meeting deadlines and achieving our goals.”

  1. Tell me about a time that you worked on a project that failed.

This question explores the candidate’s experience with project failures and what they learned from them.

Sample answer: 

“I was involved in a project that ultimately failed due to insufficient stakeholder communication. Despite our efforts, we couldn’t align expectations and project goals. The failure taught me the importance of clear communication, regular status updates, and engaging stakeholders throughout the project lifecycle to prevent similar situations in the future.”

Real-life operations manager interview questions

An Operations Manager oversees the efficient functioning of business processes, manages teams, and drives operational improvements. They create and optimize operational processes, set up experiments to measure hypotheses, and simplify complex processes and features for enhanced efficiency.

These three questions are among the most important by real hiring managers: 

  1. Tell me about how you would set up an experiment to measure a business hypothesis.

This question assesses the candidate’s ability to design and execute experiments to test business hypotheses.

Sample answer:

“To set up an experiment, I would start by defining the hypothesis, selecting measurable key performance indicators (KPIs), and designing an A/B test or controlled experiment. I’d ensure random sampling, track data meticulously, and analyze results to draw conclusions and make data-driven decisions.”

  1. Give an example of when you created an operational process from scratch. What was the key point to creating the new cadence? What problems did you try to solve in that experience? How did you work with your team?

This question explores the candidate’s experience in developing operational processes, problem-solving, and team collaboration.

Sample answer: 

“I created an operational process for inventory management from scratch. The key was defining clear roles and responsibilities, implementing inventory tracking systems, and establishing regular audit procedures. We aimed to reduce stockouts and overstock issues. I worked closely with the team, providing training, feedback, and monitoring to ensure successful implementation.”

  1. Tell me about a time in your current role when you took a convoluted process or product feature and simplified it.

This question evaluates the candidate’s ability to streamline complex processes or features for increased efficiency.

Sample answer: 

“In my current role, we had a convoluted customer onboarding process that led to delays and confusion. I simplified it by mapping the process, identifying bottlenecks, and implementing a streamlined workflow. We reduced onboarding time by 30%, improved customer satisfaction, and enhanced our team’s productivity.”

Real-life business analyst interview questions

A Business Analyst leverages data and analytics tools to extract insights, improve processes, and drive informed decision-making. They work with accounting software, gather requirements, adapt to changes, identify business opportunities, and implement technology enhancements for process improvement.

These twelve questions from real hiring managers can help you hire better candidates: 

  1. What business analytics tools have you worked with? What accounting software have you used in the past?

This question evaluates the candidate’s familiarity with analytics tools and accounting software.

Sample answer: 

“I have experience with tools like Tableau and Power BI for data visualization and analysis. In accounting, I’ve used QuickBooks and SAP for financial reporting and analysis.”

  1. What are your first steps when conducting a new project?

This question explores the candidate’s project initiation process.

Sample answer: 

“My first steps involve understanding project objectives, identifying stakeholders, and conducting a kickoff meeting. I define project scope, establish goals, and create a project plan with clear milestones and timelines.”

  1. What are some methods that you use to gather requirements?

This question assesses the candidate’s requirements gathering techniques.

Sample answer: 

“I use methods such as stakeholder interviews, surveys, workshops, and 

document analysis to gather requirements. These techniques ensure comprehensive understanding and alignment with project needs.”

  1. If requirements change, how do you handle that, change, and adapt?

This question evaluates the candidate’s adaptability to changing project requirements.

Sample answer: 

“When requirements change, I assess their impact on the project’s scope, timeline, and resources. I communicate changes to stakeholders, update project documentation, and prioritize tasks accordingly to ensure alignment with the new requirements.”

  1. How do you use data to identify opportunities in the business?

This question explores the candidate’s data-driven decision-making approach.

Sample answer: 

“I analyze historical data, identify trends, and perform data-driven assessments to uncover opportunities for process improvement, cost reduction, or revenue growth. Data insights guide strategic decisions and help prioritize initiatives.”

  1. Tell me about a time that you were on a project that was not going according to plan and how you rectify it. What was the outcome?

This question assesses the candidate’s problem-solving skills in managing projects facing challenges.

Sample answer: 

“I encountered a project delay due to unforeseen technical issues. I quickly assembled a cross-functional team, identified the root causes, and developed a mitigation plan. Through collaborative efforts, we recovered the project timeline and achieved the intended outcomes.”

  1. Tell me about a time that you worked on a project that failed.

This question explores the candidate’s experience with project failures and their ability to reflect on lessons learned.

Sample answer: 

“I worked on a project that faced scope creep and insufficient stakeholder communication. Despite our efforts, we couldn’t salvage the project, leading to its failure. This experience emphasized the importance of proactive stakeholder engagement and effective change management.”

  1. Give me an example of a problem that was solved via enhancement to existing technology or implementation of new technology – how did you come to a decision of what direction to go?

This question assesses the candidate’s ability to make technology-related decisions to solve problems.

Sample answer: 

“We needed to streamline inventory management, and after assessing options, we decided to implement an advanced inventory management system. We conducted a cost-benefit analysis, considered scalability, and involved IT experts to make an informed decision. The new technology significantly improved our inventory control.”

  1. Walk me through a process change that you implemented and how it impacted the business.

This question evaluates the candidate’s ability to drive process changes and assess their impact.

Sample answer: 

“I implemented a streamlined order processing workflow, reducing manual steps and improving automation. This change resulted in a 20% reduction in processing time, fewer errors, and improved customer satisfaction.”

  1. What is your experience with SQL, planning systems, ERPs?

This question assesses the candidate’s technical proficiency in database querying, planning systems, and ERPs.

Sample answer:

“I have a strong proficiency in SQL for data extraction and analysis. I’ve also worked with planning systems like Oracle Hyperion and ERPs such as SAP, utilizing them for financial analysis and reporting.”

  1. Why do you like business analysis? What is your favorite part of business analysis?

This question explores the candidate’s passion for business analysis and their preferred aspects of the role.

Sample answer: 

“I’m drawn to business analysis because it allows me to uncover valuable insights from data and drive strategic decisions. My favorite part is the satisfaction of seeing data-driven improvements and the positive impact on business outcomes.”

  1. What is your long-term plan with business analysis?

This question evaluates the candidate’s career goals and long-term aspirations in the field of business analysis.

Sample answer: 

“My long-term plan is to continue growing as a business analyst, further specializing in data analytics and strategy development. I aspire to become a senior analyst and eventually transition into a leadership role, where I can mentor and lead a team of analysts to drive impactful insights and innovations.”

Real-life Chief Operating Officer (COO) interview questions

A Chief Operating Officer (COO) is responsible for overseeing an organization’s day-to-day operations, implementing operational efficiency programs, managing teams, and collaborating with the executive team to achieve strategic goals. They address bottlenecks, resolve conflicts, and optimize operational processes.

1. What operational efficiency programs have you installed?

This question assesses the candidate’s experience in implementing operational efficiency initiatives.

Sample answer:

“I’ve successfully installed Lean Six Sigma methodologies to streamline processes and reduce waste. Additionally, I’ve led Kaizen events and encouraged continuous improvement through brainstorming sessions to enhance operational efficiency.”

2. Do you practice Lean Six Sigma, Kaizen modeling, and brainstorming?

This question explores the candidate’s familiarity with continuous improvement methodologies.

Sample answer:

“Yes, I actively practice Lean Six Sigma principles to eliminate inefficiencies. Kaizen modeling is integral to our culture, promoting incremental improvements. Brainstorming sessions foster innovation and problem-solving within the organization.”

3. Describe the operations of your organization.

This question assesses the candidate’s ability to provide an overview of their organization’s operational aspects.

Sample answer:

“Our organization encompasses manufacturing, distribution, and logistics. We produce [products/services], manage a supply chain network, and ensure timely delivery to customers while maintaining high-quality standards.”

4. What’s your biggest bottleneck in your process?

This question identifies the candidate’s awareness of operational bottlenecks and their approach to addressing them.

Sample answer:

“Our biggest bottleneck currently lies in inventory management. We’ve implemented demand forecasting and optimized warehousing to mitigate delays and reduce holding costs.”

5. How many staff do you have?

This question seeks to understand the scope of the candidate’s leadership and team management.

Sample answer:

“I oversee a team of [number] staff members, comprising various departments such as operations, manufacturing, logistics, and quality control.”

6. How do you deal with setting objectives and team deliverables?

This question assesses the candidate’s approach to setting goals and ensuring team alignment.

Sample answer:

“I work collaboratively with department heads to set clear objectives and key performance indicators (KPIs). Regular check-ins, performance reviews, and feedback mechanisms ensure teams remain aligned with deliverables.”

7. If you were to serve as COO, what would your ideal support organization look like both in terms of people and budget? Why would you set the organization up in this way? Who would you add to your team?

This question evaluates the candidate’s strategic thinking regarding team composition and budget allocation.

Sample answer:

“My ideal support organization would prioritize cross-functional collaboration, technology adoption, and talent development. I would allocate budget for technology upgrades and consider adding experts in data analytics to drive data-driven decision-making.”

8. How do you resolve team conflicts? What about conflicts between distribution and manufacturing?

This question assesses the candidate’s conflict resolution skills.

Sample answer:

“I address team conflicts through open communication, active listening, and conflict mediation techniques. In cases of conflicts between distribution and manufacturing, I facilitate cross-functional meetings to identify root causes and collaborate on solutions.”

9. For the COO of a major manufacturing company: What are the specific initiatives you’ve done to improve operational performance?

This question explores the candidate’s specific initiatives in enhancing operational performance.

Sample answer:

“In my role as COO, I’ve implemented automated production scheduling systems, optimized supply chain logistics, and introduced quality control measures that resulted in a 20% reduction in production costs and a 15% increase in on-time deliveries.”

10. Discuss your relationship with the CEO. Discuss your relationship with the executive team.

This question assesses the candidate’s ability to collaborate and communicate effectively with senior leadership.

Sample answer:

“I maintain a close working relationship with the CEO, collaborating on strategic planning and ensuring operational alignment with the company’s vision. With the executive team, I foster open communication, sharing insights and driving cross-functional collaboration to achieve our goals.”

Our questions have been carefully crafted based on feedback from experienced hiring managers and have been proven to be effective in real-world scenarios. 

By using these questions, you can confidently approach interviews, knowing that you have the tools to make informed hiring decisions. 

With this valuable resource, you can identify top talent for your organization with certainty. 

Take the next step in your hiring journey with confidence and accuracy. 

The post 64+ real-life interview questions for general administration and operational roles appeared first on Recruiting Resources: How to Recruit and Hire Better.

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ChatGPT for legal compliance: a step-by-step tutorial https://resources.workable.com/tutorials/chatgpt-for-hr-legal-compliance Thu, 23 Nov 2023 13:50:29 +0000 https://resources.workable.com/?p=91935 Ensuring legal compliance is one of the most important responsibilities of an HR professional. Doing due diligence on your legal compliance protects your business from costly legal disputes, and makes sure that your business is built on integrity and fairness. It’s important, but it’s also arduous and time-consuming. It’s easy to feel overwhelmed and make […]

The post ChatGPT for legal compliance: a step-by-step tutorial appeared first on Recruiting Resources: How to Recruit and Hire Better.

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Ensuring legal compliance is one of the most important responsibilities of an HR professional.

Doing due diligence on your legal compliance protects your business from costly legal disputes, and makes sure that your business is built on integrity and fairness.

It’s important, but it’s also arduous and time-consuming. It’s easy to feel overwhelmed and make mistakes, especially when you’re balancing legal compliance with your other HR tasks and staying up-to-date with regulations.

ChatGPT can make the cumbersome busywork of HR legal compliance much, much simpler.

Using ChatGPT to streamline your legal compliance for HR tasks like reviewing documents and creating your checklists gives you more time and bandwidth to focus on strategic HR initiatives.

This post will offer you ways you can use ChatGPT for your own HR legal compliance framework, and give some use cases and example prompts to show how useful it can be.

The role of ChatGPT in legal compliance

Do you have a mountain of legal documents you need to look over? ChatGPT can help summarize them for you.

Do your team members and other employees keep pestering you with the same questions over and over? ChatGPT can help make an FAQ page so they’ll finally leave you alone.

ChatGPT has a million-and-one applications for HR teams. You just need to know how to tell it what to do.

Keep in mind, however, that although ChatGPT is knowledgeable about a lot of things, including human resources, ChatGPT can’t replace a human. Not yet, anyway. Anything it gives you should be scrutinized by the judgment of an HR professional.

With that said, here are some ways you can use it to make your life a little easier.

1. Customization for HR tasks

One of the things that makes ChatGPT so useful is its adaptability. It can take on any role, any voice, or any virtually any task you assign to it.

For this reason, ChatGPT can be integrated into the workflows of nearly any HR department.

For example, ChatGPT can be trained to understand the jargon and legalese of regulations like GDPR and EEOC.

2. Efficiency and accuracy

You can use ChatGPT to finish compliance-related tasks much more quickly than you could on your own while reducing the risk of human error.

This is hugely useful for any tasks that require monotonous sifting through large amounts of data and records.

Addressing concerns about generative AI hallucination

Generative AI is a wonderful tool that is capable of amazing things, but the technology is still new and it has its flaws.

Occasionally, ChatGPT will give out information that is incorrect or nonsensical. This is known as AI hallucination. It tends to occur more commonly with information and output involving people, places, and specific facts.

Don’t worry though, there are safeguards you can put in place to protect yourself from this potential pitfall.

Measures to prevent hallucination

ChatGPT and generative AI can do a lot on their own, but they still require human oversight to be useful.

Someone on your HR team needs to review any output from ChatGPT before you implement it in your HR workflows. Make sure it’s accurate and follows up-to-date HR regulations before acting on it.

The importance of context

While ChatGPT is powerful, it cannot work in a void.

ChatGPT works best when given context. The more you give it, the more it has to work with. For legal compliance tasks, think of ChatGPT as a tool that helps you and your HR team, not replaces them.

Transparency and accountability

As AI technology continues to advance, distinguishing between human and AI-made content is going to become more important.

Any advice or content generated using AI should be carefully documented. That way, you can audit your processes accurately when you need to, and spot inconsistencies and inaccuracies as they arise.

Ongoing monitoring and updates

Generative AI technology is advancing at a parabolic rate, so quickly that it’s hard to keep up with.

Keep an eye on updates to ChatGPT and make sure that it stays a useful tool for your legal compliance tasks. Understand what’s going on with AI and how to make your life as an HR professional easier.

Step-by-step guide to implementing ChatGPT for legal compliance

Now that we’ve covered some of the things that can go wrong, let’s get to the fun stuff – how ChatGPT can make life easier for you when you’re doing legal compliance tasks.

Automated compliance training

One of the most useful ways ChatGPT can help you is by training your HR team with compliance training modules.

No more glazed eyes and blank expressions as you go through stale and dry PowerPoint presentations. ChatGPT can help make compliance training into an interactive and engaging experience that your HR team will learn from.

  1. Identify the compliance topics: First, identify the compliance topics you need to cover during training. That can include GDPR rules on data protection or EEOC on equal employment
  2. Develop a script: Once you’ve identified what you want to cover, make a script for the AI chatbot. This will be the pillar of your training module.
  3. Implement using ChatGPT: Use the script you made as an input to bring the AI chatbot to life. The platform is very easy to use, so this part should be simple.
  4. Test with a small group: Try out the new legal compliance training process with a small group. Get some initial feedback and make tweaks and adjustments where you need to
  5. Roll out to the entire organization: Once testing stages are successful and you’re sure the training is accurate and efficient, roll them out to the whole company

Automated compliance training example prompts

1. Generate a script for a GDPR compliance training chatbot

This prompt will help you create a conversational script for a chatbot focused on GDPR compliance training. The chatbot can guide employees through the key aspects of GDPR, answer their questions, and even quiz them on their understanding.

2. Create a quiz on EEOC regulations for the training module

Use this prompt to generate a quiz that tests employees’ knowledge of Equal Employment Opportunity Commission (EEOC) regulations. The quiz can be integrated into your existing training modules to ensure that your team is well-versed in EEOC guidelines.

Document review

One of the things that ChatGPT and other AI tools can do really well is to process and summarize large amounts of information quickly. It’s like having a supercomputer that can talk back to you.

This can be a huge asset to you when you have a mountain of legal documents you have to process and sort out quickly.

  1. Upload the document: Upload the document you want to review to a secure location. That way, the information stays confidential
  2. Use ChatGPT to summarize: Once the document has been safely uploaded, ChatGPT can read and summarize it. The AI will sift through all the legalese and give you a concise summary, as well as flag any potential compliance issues
  3. Review the summary: Take a moment to review the summary. Is anything out of place? Or does your gut tell you anything is missing? This is the time to identify any further compliance issues that need your attention

Document review example prompts

1. Summarize this employee handbook for compliance issues

ChatGPT will read through the handbook and provide a summary that highlights areas requiring attention.

2. Review this contract for GDPR compliance

ChatGPT will scan the contract and flag any clauses or terms that may not be GDPR-compliant.

Compliance checklist generator

If your legal compliance training and your document review steer the ship and keep it sailing, then your compliance checklists are your compass.

Having ChatGPT make your legal compliance checklists can help you stay on track and make sure that nothing slips.

Your legal compliance checklists help you keep track of what needs to be done, how, and when. Using ChatGPT, you can create customized compliance checklists that are suited to the needs of your company.

  1. Identify the compliance areas: Identify all the areas in your organization that have a process that needs a compliance checklist in the first place. This can be anything from onboarding new hires to internal audits
  2. Use ChatGPT to generate the checklists: Once you know what those are, use ChatGPT to make the checklists themselves. Give it your requirements and away you go. You’ll have a usable checklist within minutes.
  3. Review and distribute the checklists: Give them a once-over for completeness and accuracy. Then, pass your checklists around to the departments or individuals that need to implement them.

Compliance checklist generator example prompts

1. Generate a GDPR compliance checklist for new hires

Use this prompt to create a comprehensive checklist that outlines all the GDPR compliance steps new hires need to take. This can include everything from data handling to consent forms, ensuring a smooth onboarding process.

2. Create a compliance audit checklist

ChatGPT will help you generate a checklist designed for internal or external compliance audits. It will cover various aspects of compliance, from legal requirements to company policies, providing a structured way to assess your organization’s compliance status.

Data privacy compliance

Data privacy is a sensitive and delicate issue in HR legal compliance and there’s a lot that can go wrong.

While ChatGPT is not a legal expert, it can still serve as a useful starting point when you create your own internal documentation for data privacy. If nothing else, it could save you hours of time you would otherwise spend pouring through GDPR guidelines and making meticulous HR audit checklists from scratch.

Steps

  1. Identify the data: First, point out what data within your organization is required to stay compliant (e.g. employee records)
  2. Use ChatGPT to generate a data privacy policy: Once you know what needs to be done, use ChatGPT to make your data privacy policy. That will serve as your company’s playbook for data-handling
  3. Implement and distribute the policy: Now you have your data privacy policy, so it’s time to spread it around. Make sure it’s distributed to all of the relevant departments at your company

Data privacy compliance example prompts

1. Draft a data privacy policy compliant with GDPR

Use this prompt to have ChatGPT help you draft a comprehensive data privacy policy that aligns with GDPR regulations.

2. Create a checklist for data privacy compliance

For a more hands-on approach, use this prompt to generate a checklist that outlines the steps needed for data privacy compliance.

ChatGPT-assisted legal compliance: the right side of the law

Remember that ChatGPT isn’t a lawyer and it can’t give you legal advice, and anything it gives you needs to be reviewed by an HR expert before you put it to use. That said, it can still save you a mountain of busy work and make your legal compliance audits and processes run smoother than ever.

Legal compliance is just one of the ways ChatGPT can make your day-to-day easier and better as an HR professional. Check out these ChatGPT resources and explore more ways they can help you.

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The court of collaboration: thriving as a product manager https://resources.workable.com/career-center/the-court-of-collaboration-thriving-as-a-product-manager Thu, 14 Dec 2023 17:12:31 +0000 https://resources.workable.com/?p=91934 If you’re like me, working with cross-functional teams, you know that this collaboration is the name of the game. To succeed as a product manager, working seamlessly with cross-functional teams is a fundamental requirement, similar to the way a volleyball coach collaborates with their players. To better illustrate this, picture yourself as the head coach […]

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If you’re like me, working with cross-functional teams, you know that this collaboration is the name of the game. To succeed as a product manager, working seamlessly with cross-functional teams is a fundamental requirement, similar to the way a volleyball coach collaborates with their players.

To better illustrate this, picture yourself as the head coach of a volleyball team, orchestrating the game. Now, imagine each player on that court as a different department or team, all looking to you for guidance.

But here’s the twist – cross-functional collaboration isn’t just a part of your role; it’s the very heartbeat of it. Just as a successful volleyball team thrives on seamless coordination and teamwork between its players, so does effective product management rely on collaborative efforts with engineering, design, marketing, and all the other players in your organization.

I’m going to share 10 key strategies to help you spike the ball of harmonious collaboration over the net of interdepartmental intricacies. Let’s huddle up and get ready to serve an ace!

1. Open communication is key

Communication is the foundation of successful cross-functional work, much like a well-placed serve in volleyball. During a serve-receive situation, when an opponent serves the ball, the receiving team needs to quickly decide whether to pass the ball to the setter for an attack or to communicate with their teammates to call for a specific game.

For example, if a hitter (attacker) calls for a “quick” set, the setter knows to deliver a fast set to the net for a quick attack.

Likewise in the product manager’ world, regular meetings, clear documentation, and open channels for feedback are essential. Whether you’re discussing user stories with the development team or brainstorming with the design team, fostering an environment where everyone can serve up their thoughts is critical.

“Fostering an environment where everyone can serve up their thoughts is critical.”

Effective and timely communication ensures that the team can make the right decisions and execute plays efficiently, just like a well-orchestrated pass and set in volleyball can lead to a successful attack and point.

2. Establish a shared vision

To align everyone’s efforts, it’s crucial to create and communicate a shared vision. ​​Imagine you’re on a volleyball team preparing for a crucial match. To win, everyone on the team must be on the same page with a shared game plan.

In the context of volleyball, the shared vision could be a coordinated strategy for serving. For example, the team may decide that they’ll use a combination of strong serves and short serves to disrupt the opponent’s defense and create opportunities for attacks.

By ensuring everyone knows the plan and their role within it, the team can work together cohesively to execute the strategy effectively. Just as a volleyball team needs a shared game plan to win, your cross-functional crew needs to sync up on the bigger picture, establishing a shared vision.

Make sure your colleagues understand not just what your product does, but why it exists and who it’s for. When everyone buys into the same vision, it’s easier to work cohesively towards common goals.

“Make sure your colleagues understand not just what your product does, but why it exists and who it’s for.”

3. Collaborate, don’t dictate

In volleyball, a winning team is rarely composed of just one exceptionally skilled player. Imagine a situation where one player on a volleyball team has an incredible spike, but another player is known for their fantastic passing skills.

To succeed, the team must work together, harnessing each player’s unique strengths. While you’re the product manager, it’s essential to remember that you’re not the sole decision-maker, just like in volleyball, one player can’t win the game alone.

“One player can’t win the game alone.”

Instead of dictating tasks, encourage your team members to showcase their individual strengths and insights, similar to how players in a volleyball match make quick passes to utilize each player’s unique skills effectively.

This collaborative approach ensures that your team functions harmoniously and leverages the diverse talents of its members, leading to success.

4. Understand team dynamics

Understanding team dynamics in volleyball is similar to a coach knowing the strengths and weaknesses of their players.

Let’s imagine a volleyball coach preparing for a crucial match. The coach knows that one player on their team excels at powerful spikes but struggles with precise serves, while another player has exceptional agility and defense skills but lacks strength in their serves.

In product management, this understanding of team dynamics is just as crucial. Like the coach adapting their game strategy, you, as a product manager, can adjust your approach to work more effectively with each group.

Some teams may prefer detailed specifications and structured processes, similar to players who excel in precise plays. On the other hand, some teams might thrive in a more agile and flexible work environment, just like players who adapt quickly to various game situations.

Recognizing these differences and tailoring your approach accordingly ensures smoother collaboration and a higher chance of success.

5. Prioritize and negotiate

In a volleyball match, imagine the ball is heading towards a spot where two players from the same team are positioned. One player shouts, “Mine!” while the other also reaches for the ball.

Here, prioritizing is crucial. The players need to quickly assess who has the better position and chance to make an effective play. One player might have a better angle for a spike, while the other is better suited for a precise pass. They need to negotiate by communicating during the split-second decision, determining who should take the ball.

This negotiation helps prevent potential conflicts, ultimately leading to a more successful outcome during the rally. As a product manager, you’ll often find yourself juggling multiple priorities from different teams. Prioritizing tasks based on their impact and urgency is your winning move.

Be ready to negotiate and find compromises when conflicts arise, ensuring everyone’s needs are met to the best extent possible.

6. Feedback is your best friend

In the world of volleyball, the importance of feedback is akin to a rally during a game. Consider a situation where a team is in a tight match, and they’re trading shots back and forth with their opponents.

As they continue this rally, each player observes and analyzes the trajectory, speed, and spin of the ball coming from their opponent. They adjust their positioning, timing, and techniques based on this continuous exchange of information.

Similarly, in the world of cross-functional collaboration, feedback is the back-and-forth conversation that fuels effective teamwork. Seek and provide feedback regularly, much like players read and react to the ball during a rally.

Constructive feedback helps improve collaboration and fosters a culture of continuous improvement, just as players adapt and enhance their skills with each exchanged shot. Be open to receiving input from your cross-functional teams, and, in turn, provide them with feedback to help them grow and perform better, just like players fine-tune their strategies during a volleyball rally to outmaneuver their opponents.

“Constructive feedback helps improve collaboration and fosters a culture of continuous improvement.”

7. Celebrate achievements together

In volleyball, the victory is a team effort, and it should be celebrated as such. Picture a scenario where a volleyball team has just executed a brilliantly coordinated play, resulting in a point scored against their opponents.

As the ball hits the floor on the opposing side of the net, the entire team comes together in a huddle, high-fiving, cheering, and exchanging congratulatory words.

Similarly, in cross-functional teams, celebrating achievements is essential. When your product reaches a significant milestone, it’s like winning a hard-fought point in volleyball.

Acknowledging the hard work of all the involved teams and recognizing their contributions creates a sense of unity and shared success. Just as in volleyball, where players come together to celebrate a point, this acknowledgment ensures that everyone feels valued and motivated to continue working together effectively toward the next goal.

8. Foster empathy and understanding

Just like a well-placed serve can win a volleyball game, empathy can go a long way in breaking down silos between teams. Imagine a crucial moment in a volleyball game. The opposing team delivers a powerful serve, and the receiving team struggles to handle it.

Instead of immediately criticizing their teammates for not handling the serve, the players take a moment to picture themselves in their teammates’ shoes. They consider the challenges the receiver faced, the speed and spin of the serve, and the pressure of the game.

This understanding allows them to support their teammates constructively and find solutions to improve their performance. It not only builds a stronger team bond but also helps them adapt their strategies and tactics to accommodate the different challenges they face during the match.

Just as in cross-functional teams, fostering empathy and understanding in volleyball can lead to better teamwork, communication, and ultimately, success. Take a moment to picture yourself in the shoes of each department – understand the challenges they face, the constraints they deal with, and the daily struggles they endure.

By truly appreciating their perspectives, you can better tailor your communication and expectations, while finding better solutions that accommodate the needs of all teams.

9. Managing interdepartmental conflicts

In the heat of a volleyball match, calling a timeout can be a game-changer. Similarly, in the world of cross-functional collaboration, handling interdepartmental conflicts strategically is essential to maintaining a smooth workflow.

Think of these conflicts as intense moments during the game where the ball is up in the air, and it’s not clear who should make the next move. As a product manager, you should act as the mediator, helping resolve these issues constructively.

Just like a well-managed timeout can turn the game around, facilitating open discussions and guiding the team toward a resolution can keep your collaboration on track.

10. Adaptability in the face of change

Just as a volleyball team must adapt to different game situations, cross-functional teams need to embrace change with agility. In a volleyball match, the need for adaptability becomes evident when the game conditions change unexpectedly.

Imagine a volleyball team that has been performing exceptionally well with a particular offensive strategy throughout the match, consistently using powerful spikes to score points. However, the opposing team starts defending against these spikes effectively, making it challenging to score using the same strategy.

In response to this change, the coach and players need to adapt. They may decide to switch to a different strategy, focusing on precise serves or clever placement shots rather than relying solely on power. This adaptability and willingness to switch strategies on the fly are essential for success in volleyball.

Similarly, in the cross-functional team, adaptability is crucial when external factors change. Encouraging your team to be flexible and adjust their approach allows them to navigate unexpected challenges and continue working together effectively, no matter what changes come their way.

“Encouraging your team to be flexible and adjust their approach allows them to navigate unexpected challenges and continue working together effectively.”

Just as a volleyball team adjusts its game plan when faced with a changing opponent, cross-functional teams pivot to maintain their collaborative effectiveness in a shifting business landscape.

Win on the court – and in management

In conclusion, successful cross-functional collaboration is not just a vital component of effective product management; it’s the very essence of it. These 10 strategies are the essential tools in your kit to ensure that each department works in harmony.

From fostering empathy and understanding to embracing change, and from prioritizing tasks to promoting inclusivity, these strategies are your winning playbook for delivering exceptional products and achieving your goals.

Remember, just as a sports team can’t win with a single star player, your success as a product manager relies on the collective efforts of your cross-functional team. With these strategies in your toolkit, you’re well-prepared to lead your team to victory and make a significant impact.

So, put these tactics into action and watch your collaborative efforts score big on the court of success.

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Executive dismissal at OpenAI: many lessons for businesses https://resources.workable.com/stories-and-insights/executive-dismissal-at-openai-many-lessons-for-businesses Wed, 22 Nov 2023 14:57:35 +0000 https://resources.workable.com/?p=91924 Firing a CEO is a big decision and should not be taken lightly – especially when the company is in the limelight like OpenAI is. Since the board of OpenAI fired CEO Sam Altman last week – and even with his reinstatement as top boss – it’s been one news story after another. First, the […]

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Firing a CEO is a big decision and should not be taken lightly – especially when the company is in the limelight like OpenAI is.

Since the board of OpenAI fired CEO Sam Altman last week – and even with his reinstatement as top boss – it’s been one news story after another. First, the standard, “CEO fired articles,” and now we saw information like this:

 

I don’t pretend to have unique insight into the backroom decisions of OpenAI, ChatGPT, or Microsoft. But what I do know is people. And as a people leader, I would have advised the board to think through the people side of things.

Let’s assume that the OpenAI board was correct and that Altman shouldn’t be the CEO. This was open for debate – clearly, many people think it was a bad decision, and as it happens, it was reversed just days later with Altman reinstated as CEO.

Regardless of the outcome, there are important lessons to be learned here regarding a decision that’s bound to reverberate through the ecosystem as we’ve seen with OpenAI. Whatever happened behind the scenes at OpenAI, it’s clear that it was not the right move in the end.

So, I would advise your company to think through these things before making moves like this one.

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Popularity means a lot

For instance, when 745 of 770 employees threaten to quit over a decision you make, that’s a huge problem. Did the board even know just how popular Atlman was with the employees?

This isn’t to say that you should make decisions based on popularity. Popular does not always mean good. In fact, it can often mean terrible.

But, before you terminate someone at the top, you should have a good idea of how the employees will react. An employee survey would have been a good idea before a change of this magnitude.

Have clear reasons for termination

Why did the board terminate Altman? The OpenAI board tapped Emmett Shear to replace Altman – and Shear then explained on X:

“Before I took the job, I checked on the reasoning behind the change. The board did *not* remove Sam over any specific disagreement on safety, their reasoning was completely different from that. I’m not crazy enough to take this job without board support for commercializing our awesome models.”

Okay, so we know it wasn’t because of the board’s concern that Altman was willing to allow AI to destroy humanity. But that’s a good thing – so what was the reason?

CBS News reports the reasons as follows:

“OpenAI said Friday that Altman was pushed out after a review found he was ‘not consistently candid in his communications’ with the board of directors, which had lost confidence in his ability to lead OpenAI.

“However, one Wall Street research firm said it believes that tensions arose over Altman’s push to develop more advanced products.”

So, there is a lack of communication and a disagreement on products, but not because of Skynet concerns!

So, what is the actual reason?

It’s entirely possible that the board has an excellent reason for the termination they are not publicizing, but it’s unclear, and the employees aren’t buying it as a valid reason.

There is no claim of impropriety, and Microsoft offered Altman a job even before the tweets on the topic stopped trending, so clearly, many people are not concerned about Altman’s character or skills.

If you don’t have a solid reason, it’s time to step back from any termination. I often tell managers and HR to be prepared to have their decisions go viral and to be very careful, but going viral is actually pretty rare for most businesses.

But OpenAI? They knew (or should have known) that this would be hashed out in great detail online. You may never be able to explain it to internet mobs, but OpenAI’s employees clearly weren’t buying it.

In tech, all you really have is your employees

Yes, OpenAI has distinct products, including ChatGPT, but it’s not like a factory where you have machines with distinct value. If all the people who threatened to quit actually quit, will ChatGPT shut down? How long will it take to get going?

And while it’s a difficult market out there, many of them already have job offers from Marc Benioff.

If Altman hadn’t been reinstated, and consequently if these people had walked, Shear would have had one heck of a time replacing them. And he would have had to offer people big raises to stay – since Salesforce is offering to match current compensation.

Even the return of Altman to the fold won’t necessarily reverse the damage. Some (many?) employees could still be looking at the exit doors.

How should they have handled it?

Let’s assume that termination was the right path to begin with. Would it have been at all possible to terminate Altman without an employee revolt?

Perhaps. The best bet (and maybe they tried this) is to give him an exceptionally good golden parachute that included, in exchange, a resignation because he wanted to spend more time with his family, travel the world, or build a time machine.

But the whys don’t matter so much here; what matters would be that Altman would be the one leaving voluntarily rather than what came across as an abrupt and rude executive dismissal.

Would this have been possible? If Altman knew his own popularity, he would have had them over the proverbial barrel. And that’s something you should also consider – is the problem you’re going to (or hoping to) solve with such a high-profile termination going to cause even more significant pain down the road?

A new CEO may have happily communicated with the Board more effectively – but what can they say if they have no employees to report on?

You probably won’t have a termination anywhere near this dramatic, but there are many more things to consider when terminating an executive. Proceed with caution.

Executive dismissal: guidelines to follow

Your company probably isn’t as newsworthy as OpenAI, but you don’t want to have a disaster on your hands even if it doesn’t hit the news.

So keep these things in mind before carrying out a decision like the one seen at OpenAI:

  • Know your people. If necessary, do a survey.
  • If you can’t explain why you’re terminating a leader, reconsider your decision.
  • Remember that without your people, you have no business.
  • Consider the long-term impacts of any major decision – and weigh them out.

Thinking through these things can help prevent disaster, which is what you’re intending to do in the first place. If it’s worth it to you to replace a leader, then taking these steps will be worth your time.

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Employee uniform policy template https://resources.workable.com/employee-uniform-policy Wed, 22 Nov 2023 13:28:31 +0000 https://resources.workable.com/?p=91917 This template provides a comprehensive framework for creating an effective employee uniform policy, saving time and effort for HR professionals. It covers essential aspects such as uniform selection, maintenance, and enforcement, allowing HR to focus on other critical tasks. What is an employee uniform policy? This policy sets the guidelines for all employees who are […]

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This template provides a comprehensive framework for creating an effective employee uniform policy, saving time and effort for HR professionals. It covers essential aspects such as uniform selection, maintenance, and enforcement, allowing HR to focus on other critical tasks.

What is an employee uniform policy?

This policy sets the guidelines for all employees who are required to wear designated uniforms during work hours, including arrival and departure times.

Having a well-structured employee uniform policy benefits both the organization and its employees. It enhances the visual identity of the company, fostering a sense of unity and professionalism. Additionally, it helps create a safe working environment by reducing potential hazards associated with loose clothing or inappropriate footwear. This policy also promotes equality and eliminates potential discrimination based on dress code.

An employee uniform policy should include:

  1. A clear description of the approved uniform components, including colors, styles, and fabrics
  2. Guidelines for appropriate modification or customization of the uniform
  3. Procedures for issuing and maintaining uniforms, including distribution, cleaning, and replacement
  4. Standards for personal grooming and hygiene to ensure a neat and tidy appearance

Step-by-step instructions for writing your own employee uniform policy

1. Research industry standards and best practices to determine the most suitable uniform requirements for your organization.
2. Involve representatives from various departments to ensure that the policy accommodates diverse job roles and responsibilities.
3. Consider surveying employees to gather feedback on preferred uniform options, taking into account comfort, practicality, and affordability.
4. Establish a committee to oversee the implementation and enforcement of the policy, ensuring consistent communication and compliance.
5. Review and update the policy regularly to adapt to changing needs and trends.

Employee uniform policy template

[Organization Name] recognizes the importance of maintaining a professional and cohesive image while promoting a safe and healthy work environment. The following policy outlines the requirements for employee uniforms:

Uniform components

  • White [Organization Name]-branded polo shirt with logo (provided by the company)
  • Dark blue or black pants/skirts (plain, no visible logos or patterns)
  • Black or brown leather shoes (no sneakers or open-toe shoes)
  • Standard white lab coat (for specific roles, provided by the company)

Modification guidelines

Employees may add personal touches to their uniforms within these guidelines:

  • Small, non-obtrusive accessories such as watches, bracelets, or earrings
  • Hair styles that do not interfere with the proper wearing of safety equipment or pose a hazard in the workplace
  • Non-offensive tattoos, when covered by the required uniform components

Issuance and maintenance

  • New employees will receive one complimentary set of the designated uniform upon hire.
  • Additional uniform items can be purchased through our internal online store or at an authorized external retailer.
  • Uniform cleaning is the responsibility of each employee. Reimbursement for cleaning costs is available upon submission of receipts.
  • Damaged or worn-out uniforms must be replaced by the employee promptly. Discounts on replacement items are offered for employees who have been with the company for over six months.

Personal grooming and hygiene

  • Employees are expected to maintain a neat and tidy appearance during work hours.
  • Hair should be kept clean, well-groomed, and styled in a way that does not obstruct vision or safety equipment.
  • Visible tattoos or body art must be covered by the required uniform components.
  • Perfumes, colognes, or strong fragrances should be used discreetly, avoiding irritation or allergic reactions among colleagues.

Enforcement

The uniform policy will be enforced by department managers and supervisors. Failure to comply may result in disciplinary action, up to and including unpaid suspension or termination. Exceptions to this policy may be granted based on religious or medical requirements, subject to approval from HR and senior management.
By wearing our designated employee uniform, you represent [Organization Name]’s commitment to excellence and professionalism. Thank you for your cooperation and support in maintaining a cohesive image while ensuring a safe and healthy work environment.

Disclaimer: This policy template is meant to provide general guidelines and should be used as a reference. It may not take into account all relevant local, state or federal laws and is not a legal document. Neither the author nor Workable will assume any legal liability that may arise from the use of this policy.

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10 real-life environmental engineer interview questions and answers https://resources.workable.com/environmental-engineer-interview-questions Wed, 22 Nov 2023 14:45:17 +0000 https://resources.workable.com/?p=91916 These environmental engineer interview questions are directly sourced from real hiring managers and they are ready to use. Make sure that you are interviewing the best environmental engineer candidates. Sign up for Workable’s 15-day free trial to hire better, faster. 10 good environmental engineer interview questions Can you discuss a project or coursework related to environmental […]

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These environmental engineer interview questions are directly sourced from real hiring managers and they are ready to use.

environmental engineer job descriptionMake sure that you are interviewing the best environmental engineer candidates. Sign up for Workable’s 15-day free trial to hire better, faster.

10 good environmental engineer interview questions

  1. Can you discuss a project or coursework related to environmental engineering that you found particularly engaging or challenging?
  2. How did you first become interested in environmental engineering, and what motivates you to work in this industry?
  3. Can you share an example of a time when you demonstrated initiative in a project or work environment?
  4. Describe a situation where you had to solve a complex problem. What approach did you take, and what was the outcome?
  5. How do you approach collaboration and teamwork, especially in a multidisciplinary environment?
  6. Tell us about a time when you had to communicate a technical concept to a non-technical audience. How did you ensure your message was understood?
  7. Have you completed or are you in the process of obtaining your EIT license, and what steps have you taken towards this?
  8. Discuss a leadership experience you’ve had. What did you learn about your own leadership style?
  9. How do you manage your tasks and stay organized in a fast-paced work environment?
  10. What draws you to our company, and how do you see yourself contributing to our team and company culture?

Here are 10 real-life interview questions with sample answers, based on hiring managers’ notes, to help you identify the best candidates for this role.

1. Can you discuss a project or coursework related to environmental engineering that you found particularly engaging or challenging?

Evaluates the candidate’s academic background and how they handle challenges.

Sample answer:

“In my senior year, I worked on an urban water management project. Balancing the environmental impact with urban development constraints was challenging but fulfilling. This project enhanced my problem-solving skills and deepened my commitment to sustainable solutions.”

2. How did you first become interested in environmental engineering, and what motivates you to work in this industry?

Aims to understand the candidate’s passion and motivation for the field.

Sample answer:

“My interest in environmental engineering sparked during a high school field trip to a local wastewater treatment plant. I was fascinated by how engineering could significantly reduce environmental impact. I’m motivated by the prospect of developing sustainable and innovative solutions for environmental challenges.”

3. Can you share an example of a time when you demonstrated initiative in a project or work environment?

Assesses proactivity and the ability to take charge in work situations.

Sample answer:

“In my last internship, I initiated a recycling program after noticing a large amount of recyclable waste. I researched and proposed a cost-effective solution to the management, who implemented it. This initiative resulted in a 30% reduction in waste.”

4. Describe a situation where you had to solve a complex problem. What approach did you take, and what was the outcome?

Tests problem-solving skills and analytical thinking.

Sample answer:

“At my previous job, I encountered a soil contamination issue that was more extensive than initially thought. I conducted a thorough site analysis, collaborated with experts for innovative remediation techniques, and successfully mitigated the environmental impact.”

5. How do you approach collaboration and teamwork, especially in a multidisciplinary environment?

Checks the candidate’s ability to work effectively in teams.

Sample answer:

“I believe in the power of diverse perspectives. In a multidisciplinary project, I ensure clear communication and respect each team member’s expertise. This approach not only fosters a positive work environment but also leads to more comprehensive and robust solutions.”

6. Tell us about a time when you had to communicate a technical concept to a non-technical audience. How did you ensure your message was understood?

Evaluates communication skills, crucial in a consulting role.

Sample answer:

“In my last role, I had to explain the importance of soil pH to a group of stakeholders. I used simple language and relevant examples to make the concept relatable. I also prepared visuals to aid understanding, which was well-received.”

7. Have you completed or are you in the process of obtaining your EIT license, and what steps have you taken towards this?

Confirms the candidate’s commitment to professional development.

Sample answer:

“I am currently preparing for the FE exam in Environmental Engineering. I’ve been attending review sessions and practicing through online resources to ensure a thorough understanding of the key concepts.”

8. Discuss a leadership experience you’ve had. What did you learn about your own leadership style?

Investigates the candidate’s leadership experiences and self-awareness.

Sample answer:

“As the lead on a college project, I learned that effective leadership is not just about directing but also listening and adapting. I focused on understanding each team member’s strengths and encouraged open communication, which led to a successful project and a cohesive team.”

9. How do you manage your tasks and stay organized in a fast-paced work environment?

Determines the candidate’s organizational skills and ability to prioritize.

Sample answer:

“I use a combination of digital tools, like task management software, and traditional methods like to-do lists. Setting daily goals and prioritizing tasks based on deadlines and importance helps me stay focused and efficient.”

10. What draws you to our company, and how do you see yourself contributing to our team and company culture?

Assesses the candidate’s alignment with the company’s values and their potential contribution.

Sample answer:

“Your company’s commitment to innovative environmental solutions aligns with my professional goals. I am particularly impressed by your projects in renewable energy and believe my background in sustainable design can contribute significantly to your team.”

Tips from hiring managers for a successful environmental engineer interview

When reviewing resumes for Environmental Engineer positions, prioritize candidates with relevant coursework and hands-on experience. While a Master’s degree is not essential, it adds considerable value, as do internships, especially those closely aligned with the job’s responsibilities.

During the screening interview, focus on evaluating the candidate’s motivation for working in the industry, their knowledge about your company, and logistical preferences, such as office location. This initial interview is more about gauging the candidate’s presentation and fit rather than formal qualifications.

For in-person interviews, organize a panel of 2-3 interviewers for sessions lasting around 30 minutes each, culminating in a comprehensive 3-4 hour assessment. Emphasize behavioral questions that explore initiative, problem-solving, communication, organization, leadership, and collaboration skills.

Look for candidates who embody your company’s culture – those who are smart, self-motivated, organized, confident, yet humble and down-to-earth. Given the nature of consulting engineering, the candidate’s ability to communicate effectively is crucial.

Highlight to candidates the importance of professional development in this field, such as obtaining an Engineer in Training (EIT) license and eventually a Professional Engineer (PE) license. These certifications are significant for an environmental engineer, especially for roles involving the approval of plans and project specifications.

Finally, ensure that your interview process is a two-way street, giving candidates clear insights into your company culture and their potential role. This approach helps in making an informed decision, ensuring a good fit for both the candidate and the company. Remember, prior engineering experience, such as internships or volunteer work, and an ABET-accredited engineering degree are standard expectations in this field.

Red flags

Red flags in an Environmental Engineer candidate include a lack of specific knowledge or experience in key areas such as waste management, pollution control, or sustainable design.

Overemphasis on theory without practical application or experience may indicate a gap in real-world skills. Poor communication skills, especially an inability to explain technical concepts in accessible terms, are a concern, considering the collaborative and consultative nature of the role.

An indifferent attitude towards environmental issues or sustainability may also be a warning sign, as passion and commitment are critical in this field. Additionally, candidates who are not pursuing or have not obtained relevant certifications like the EIT or PE might lack the commitment required for long-term growth and contribution in the environmental engineering sector.

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6 real-life design engineer interview questions and answers https://resources.workable.com/design-engineer-interview-questions Wed, 22 Nov 2023 13:17:32 +0000 https://resources.workable.com/?p=91915 These design engineer interview questions are directly sourced from real hiring managers and they are ready to use. Make sure that you are interviewing the best design engineer candidates. Sign up for Workable’s 15-day free trial to hire better, faster. 6 good design engineer interview questions Can you elaborate on one of the technical projects you’ve […]

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These design engineer interview questions are directly sourced from real hiring managers and they are ready to use.

product-manager

Make sure that you are interviewing the best design engineer candidates. Sign up for Workable’s 15-day free trial to hire better, faster.

6 good design engineer interview questions

  1. Can you elaborate on one of the technical projects you’ve listed on your resume? Share details about the design process, challenges faced, and the technical knowledge you applied.
  2. In your experience, what are some critical design considerations for various manufacturing processes? How do these considerations differ for additive manufacturing versus traditional machining methods?
  3. Could you provide an example of a project where you had to estimate the cost of a part’s production? What factors did you take into account, and how did you arrive at the cost estimate?
  4. Describe a situation where you applied principles of statics in a design project. What were the key calculations or analyses involved, and how did they impact your design decisions?
  5. Have you worked on projects related to fluid dynamics? Please share an example and discuss the specific challenges you encountered and how you addressed them.
  6. When it comes to technical tests for Design Engineers, what fundamental mechanical engineering concepts or calculations would you expect candidates to be proficient in?

Here are 6 real-life interview questions with sample answers, based on hiring managers’ notes, to help you identify the best candidates for this role.

1. Can you elaborate on one of the technical projects you’ve listed on your resume? Share details about the design process, challenges faced, and the technical knowledge you applied.

This question assesses the candidate’s practical experience and problem-solving skills. It provides insight into how they approach a project from conception to completion.

Sample answer:

“In my previous role, I worked on designing a compact, high-efficiency motor. The project began with conceptual design, followed by iterative prototyping. One major challenge was balancing size constraints with performance requirements. I applied my knowledge in electromechanical systems and used CAD tools for design optimization. Finite element analysis was crucial in predicting the performance under different loads.”

2. In your experience, what are some critical design considerations for various manufacturing processes? How do these considerations differ for additive manufacturing versus traditional machining methods?

This question evaluates the candidate’s understanding of different manufacturing methods and their design implications.

Sample answer

“Design considerations vary significantly between additive manufacturing and traditional machining. For additive manufacturing, one must consider layer adhesion, support structures, and material properties. In contrast, traditional machining demands attention to tool access, tolerances, and material removal rates. I prioritize manufacturability and cost-effectiveness, balancing these with the functional requirements of the part.”

3. Could you provide an example of a project where you had to estimate the cost of a part’s production? What factors did you take into account, and how did you arrive at the cost estimate?

This question tests the candidate’s ability to integrate cost considerations into the design process.

Sample answer

“For a custom gear project, I considered material costs, machining time, tool wear, and labor. I used historical data and supplier quotes for material pricing, and calculated machining time based on the complexity of the part and the capabilities of our equipment. The estimate also included a margin for unexpected challenges, ensuring a realistic and comprehensive cost projection.”

4. Describe a situation where you applied principles of statics in a design project. What were the key calculations or analyses involved, and how did they impact your design decisions?

This question probes the candidate’s foundational engineering knowledge and its practical application.

Sample answer:

“In designing a load-bearing frame for an industrial machine, I applied statics to ensure structural integrity under load. I calculated the forces and moments at various points, considering weight distribution and potential dynamic loads. This analysis influenced material selection and the cross-sectional dimensions of the frame components to ensure safety and durability.”

5. Have you worked on projects related to fluid dynamics? Please share an example and discuss the specific challenges you encountered and how you addressed them.

This question delves into the candidate’s experience with fluid dynamics, a key aspect in many engineering designs.

Sample answer:

“I worked on optimizing the fluid flow in a heat exchanger. The challenge was to maximize heat transfer while minimizing pressure drop. Using computational fluid dynamics (CFD) software, I simulated various configurations and adjusted the design accordingly. This led to a 15% improvement in efficiency.”

6. When it comes to technical tests for Design Engineers, what fundamental mechanical engineering concepts or calculations would you expect candidates to be proficient in?

This question assesses the candidate’s understanding of the essential mechanical engineering concepts relevant to their role.

Sample answer:

“Candidates should be proficient in dynamics, strength of materials, thermodynamics, and fluid mechanics. They should be able to perform basic calculations like stress and strain analysis, heat transfer calculations, and fluid flow analysis. Familiarity with simulation software and CAD tools is also crucial.”

What does a good Design Engineer candidate look like?

A good Design Engineer candidate exhibits a strong foundation in engineering principles, creativity in design, and practical problem-solving skills. They should demonstrate proficiency in CAD software, an understanding of different manufacturing processes, and the ability to integrate cost and functionality in their designs. Effective communication skills and the ability to work collaboratively in a team are also vital traits.

Red flags

Red flags in a Design Engineer candidate include a lack of practical experience or over-reliance on theoretical knowledge. A candidate who struggles to provide specific examples of past projects or cannot articulate the reasoning behind their design decisions may lack depth in their understanding. Additionally, an inability to discuss challenges and how they were overcome may indicate poor problem-solving skills or a lack of hands-on experience.

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8 real-life civil engineer interview questions and answers https://resources.workable.com/civil-engineer-interview-questions Tue, 21 Nov 2023 14:28:51 +0000 https://resources.workable.com/?p=91890 These civil engineer interview questions are directly sourced from real hiring managers and they are ready to use. Make sure that you are interviewing the best civil engineer candidates. Sign up for Workable’s 15-day free trial to hire better, faster. 8 good civil engineer interview questions What is your experience in calculations and the application of […]

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These civil engineer interview questions are directly sourced from real hiring managers and they are ready to use.

civil engineer job description

Make sure that you are interviewing the best civil engineer candidates. Sign up for Workable’s 15-day free trial to hire better, faster.

8 good civil engineer interview questions

  1. What is your experience in calculations and the application of governing codes?
  2. What is your experience with the preparation of engineering drawings and specifications?
  3. Tell us about the subject of engineering in which you have the most experience or education.
  4. What design software do you have experience with?
  5. What is your favorite role to fulfill on a project team?
  6. How do you react when assigned a task you aren’t sure of how to approach?
  7. Where do you see a need for growth?
  8. How does this job help you in your professional path?

Here are 8 real-life interview questions with sample answers to help you identify the best candidates for this role.

1. What is your experience in calculations and the application of governing codes?

Assess the candidate’s knowledge of engineering calculations and their ability to apply relevant building codes and regulations.

Sample answer:

“I have extensive experience in performing structural and environmental calculations, ensuring compliance with local and national building codes. In my previous role, I successfully designed projects that adhered to all relevant codes and standards.”

2. What is your experience with the preparation of engineering drawings and specifications?

Evaluate the candidate’s proficiency in creating detailed engineering drawings and specifications for construction projects.

Sample answer:

“I have a strong background in producing comprehensive engineering drawings and specifications using software like AutoCAD and Revit. These documents are essential for conveying project requirements to contractors and ensuring accurate execution.”

3. Tell us about the subject of engineering in which you have the most experience or education.

Determine the candidate’s specialization and depth of knowledge in a specific area of civil engineering.

Sample answer:

“My primary expertise lies in structural engineering. I hold a Master’s degree in Structural Engineering and have worked on numerous projects involving the analysis and design of various building types, including high-rises and bridges.”

4. What design software do you have experience with?

Assess the candidate’s familiarity with relevant engineering design and analysis software.

Sample answer:

“I am proficient in using software such as AutoCAD, STAAD.Pro, and SAP2000 for structural design and analysis. These tools have been instrumental in streamlining project workflows and ensuring accurate results.”

5. What is your favorite role to fulfill on a project team?

Understand the candidate’s preferred role within a project team and their ability to collaborate effectively.

Sample answer:

“I enjoy taking on the role of project lead, where I can oversee the entire project, manage timelines, and coordinate with multidisciplinary teams. This allows me to leverage my organizational and leadership skills.”

6. How do you react when assigned a task you aren’t sure of how to approach?

Evaluate the candidate’s problem-solving skills and their ability to handle unfamiliar challenges.

Sample answer:

“When faced with an unfamiliar task, I first conduct thorough research and consult relevant resources. I’m not afraid to seek guidance from colleagues or mentors. I believe that tackling new challenges head-on is an opportunity for growth.”

7. Where do you see a need for growth?

Identify areas in which the candidate acknowledges the need for professional development and improvement.

Sample answer:

“I believe there’s a growing need for civil engineers to acquire expertise in sustainable and environmentally friendly design practices. I’m committed to expanding my knowledge in this area to contribute to more eco-conscious projects.”

8. How does this job help you in your professional path?

Understand the candidate’s career aspirations and how the role aligns with their professional goals.

Sample answer:

“This role provides me with the opportunity to work on challenging and impactful projects, further enhancing my engineering skills. Additionally, I’m excited about the potential for leadership and mentorship opportunities, which are essential for my long-term career growth.”

What does a good Civil Engineer candidate look like?

A strong candidate for the role of Civil Engineer should possess a bachelor’s degree in civil engineering or a related field and relevant professional certifications. They should have in-depth knowledge of engineering principles, construction methods, and industry-standard software. Strong analytical and problem-solving skills are crucial, along with the ability to work collaboratively in multidisciplinary teams. Effective communication skills, attention to detail, and a commitment to safety and compliance are also vital traits. A good candidate should demonstrate adaptability and a willingness to stay updated with evolving engineering practices and technologies.

Tips for a successful interview from real hiring managers

Civil engineering candidates can greatly improve their chances of success by following these key preparation steps.

First and foremost, gaining hands-on experience through internship programs is invaluable.

Additionally, obtaining a civil engineering degree and eventually taking the Fundamentals of Engineering (FE) exam is crucial for professional growth and career advancement. When applying for a position, candidates should take the time to research the agency or organization thoroughly.

Demonstrating genuine interest in the agency’s mission and objectives not only shows dedication but also aligns with the hiring team’s goals.

Furthermore, closely examining the job posting and tailoring application materials to match the specific requirements and responsibilities highlights a candidate’s understanding and enthusiasm for the role.

Finally, during interviews, candidates should be prepared to discuss their motivations, drivers, and interpersonal skills. Sharing insights into what fuels their passion for civil engineering and how they collaborate effectively with others can leave a lasting impression on potential employers.

Red flags

Lack of relevant experience: A candidate with insufficient experience in civil engineering projects, especially those related to the specific job requirements, may not be adequately prepared for the role.

Limited technical proficiency: If a candidate lacks proficiency in essential engineering software or demonstrates a weak understanding of fundamental engineering concepts, it could hinder their ability to perform effectively.

Poor problem-solving skills: Civil Engineers often encounter complex challenges. A candidate who struggles to articulate their problem-solving approach or is unwilling to take on unfamiliar tasks may not be the best fit.

Inadequate teamwork: Given the collaborative nature of civil engineering projects, a candidate who has difficulty working within a team or communicating effectively with colleagues may pose challenges.

Resistance to growth: Engineering is a dynamic field. A candidate who shows resistance to continuous learning and adapting to new technologies and practices may not thrive in this role.

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Work-life boundaries: establish them ahead of time https://resources.workable.com/stories-and-insights/work-life-boundaries Tue, 21 Nov 2023 18:10:20 +0000 https://resources.workable.com/?p=91907 There’s an aspect of culture that almost all managers lie about during job interviews – and that’s how fast they expect you to respond outside of regular working hours. I’ve yet to see a job posting that states, “This position requires you to be on call 24/7. Don’t think that just because it’s Saturday evening […]

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There’s an aspect of culture that almost all managers lie about during job interviews – and that’s how fast they expect you to respond outside of regular working hours.

I’ve yet to see a job posting that states, “This position requires you to be on call 24/7. Don’t think that just because it’s Saturday evening and you’ve got Taylor Swift Tickets that your boss won’t demand you drop everything and do that report!”

Nope. They talk about their great work-life balance and flexible schedules!

Some bosses are great and don’t disturb you unless it is a true emergency, while others consider everything to be an emergency and expect you to respond right now.

Can you effectively build boundaries if you’ve got the latter for a boss? Maybe.

I’d love to give a resounding yes, but some bosses are beyond reason and not trainable. But others, you can handle, and here’s what you need to do.

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Rules vs. boundaries

Many people mess these up and think they are setting boundaries, but in reality, they are just creating rules. A rule is just that – a rule and people often treat rules like speed limits: something they’ll comply with if there’s a police officer in the area, but otherwise, they do what they want.

When you tell your boss, “Don’t contact me after 5 p.m. or on weekends,” you’re making a rule. And you have no authority to make rules – you’re the employee after all – and your boss will go speeding right past it.

A boundary, on the other hand, is about behavior. Your behavior, not that of your boss.

So, a boundary would look like this: “I turn my work phone off when I leave the office, so I won’t be reachable.” And then you do just that.

That’s a boundary. Your boss can try to violate it, but if your phone is off; it’s off.

You can choose whatever boundary works for you.

“I’ll check my email occasionally, but I’ll only respond in the case of a true emergency.”

Or: “I turn my phone off when I go to sleep so anything after that will wait until morning.”

But the key point in boundaries is carrying them out. You can say, “I won’t check my phone on the weekend,” but if you keep checking your phone on the weekend, you haven’t set a boundary. You’ve just set a rule that even you aren’t following.

Setting realistic work-life boundaries

Just what is a reasonable expectation in a job? Well, that depends on the job. If you work in public relations and one of your clients goes viral for a very bad thing, you must set aside everything and fix it, even if you have the aforementioned Taylor Swift tickets. It’s tough, but that’s your job.

But, if you work as a grocery store cashier, it’s perfectly reasonable to say that your time off is your time off and you’ll be in the next time you’re on the schedule.

You need to determine what is reasonable for your job and industry. A general rule is that the more money you earn, the more responsive you’re expected to be. Sometimes that gets flipped, and managers expect their entry-level people to bust their buns at all times, but that shouldn’t be the case. Push back.

So, it’s not just about setting a boundary and keeping to it; it’s about setting a reasonable boundary.

A great time to talk about work-life boundaries is after you’ve gotten a job offer and before you accept it. Make it clear what you’ll do and see how they react.

If they react negatively, that’s a good sign that this isn’t the job for you. If they react positively at that point and later push back, you can refer back to the original conversation. “If you recall, I told you I won’t be available on weekends, and you agreed.”

When a rule smash occurs

So, you let your boss know you don’t work weekends and you get an urgent phone call or text message anyway. How do you handle it?

  • Evaluate: Is this a true emergency or can it wait?
  • If it’s a true emergency caused by unpredictable events: Handle it.
  • It’s a true emergency caused by other’s failure to plan: Evaluate if this is the hill you want to die on. It’s easy to say you won’t fix it, but there can be real consequences to your career.
  • If it’s not a true emergency: Say, “This can wait until Monday.” And then wait until Monday.

Now, the problem with handling the true emergency caused by someone else is that they will expect you to do it again and again.

But if you can anticipate these emergencies, set the rule early so that you can see this is going down a bad path and, therefore, you will not be available, and then don’t be. Turn your phone off. Don’t answer. Don’t let anything get marked as read.

If your boss freaks out when you refuse to handle something that isn’t an emergency, you’ll have to remain firm. Handle it first thing when you’re back at work.

And if your boss punishes you for this? Well, then you’ll have to make a decision: Is this job worth it? Because sometimes that answer is yes, and sometimes it’s no.

If you are consistent in holding your boundaries on non-emergency events and responding to true emergencies caused by unpredictable circumstances, most rational bosses and coworkers will learn to take a chill pill.

But some people won’t, and sometimes those people fire you for not being a “team player.” And then you have to make a choice.

Whatever you choose is fine – do what’s best for you. But, unfortunately, sometimes firmly-held work-life boundaries don’t go over well with boundary stompers. It would be great if we could set boundaries and hold them, and everyone would get in line.

But sometimes, the only way to do that is to go no contact. That works for bad mothers-in-laws, but you need your paycheck, so you may have to bend until you can find a new job if your boss falls in that category.

It’s never an easy balance, but it’s made easier if you set expectations by establishing clear work-life boundaries ahead of time – and perhaps you won’t have to find yourself in this quagmire to begin with.

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5 real-life hospital administration manager interview questions and answers https://resources.workable.com/hospital-administration-manager-interview-questions Tue, 21 Nov 2023 13:25:04 +0000 https://resources.workable.com/?p=91889 These hospital administration manager interview questions are directly sourced from real hiring managers and they are ready to use. Make sure that you are interviewing the best hospital administration manager candidates. Sign up for Workable’s 15-day free trial to hire better, faster. 5 good hospital administration manager interview questions Tell me how you got from being […]

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These hospital administration manager interview questions are directly sourced from real hiring managers and they are ready to use.

Hospital Administration Manager job description Make sure that you are interviewing the best hospital administration manager candidates. Sign up for Workable’s 15-day free trial to hire better, faster.

5 good hospital administration manager interview questions

  1. Tell me how you got from being a bedside nurse (if that’s in your history) to having more of a leadership role?
  2. What three things are most important for you to sustain as a part of your role while managing this unit?
  3. Tell me about your favorite leader and why you admire them? How are you emulating the same traits?
  4. How do you anticipate your relationship will be with support services?
  5. What other areas are important to develop strong relationships with?

Here are 5 real-life interview questions with sample answers to help you identify the best candidates for this role.

1. Tell me how you got from being a bedside nurse (if that’s in your history) to having more of a leadership role?

This question assesses the candidate’s career progression and transition from a clinical role to a leadership position.

Sample answer:

“I started my career as a bedside nurse, where I gained valuable hands-on experience. Over time, I pursued further education, took on additional responsibilities, and sought out leadership opportunities within my department. This journey allowed me to develop both clinical expertise and leadership skills.”

2. What three things are most important for you to sustain as a part of your role while managing this unit?

This question evaluates the candidate’s priorities and what they consider essential in their managerial role.

Sample answer:

“In my role as a Hospital Administration Manager, three critical aspects I aim to sustain are patient safety, staff engagement, and operational efficiency. These elements are foundational to delivering high-quality healthcare services.”

3. Tell me about your favorite leader and why you admire them? How are you emulating the same traits?

This question explores the candidate’s leadership qualities and their ability to learn from and apply positive leadership examples.

Sample answer:

“My favorite leader is [Name], who led by example and exhibited exceptional communication skills. I admire their ability to inspire and motivate teams. I’ve incorporated these traits into my leadership style by actively listening to my team, providing clear direction, and fostering a collaborative work environment.”

4. How do you anticipate your relationship will be with support services?

This question assesses the candidate’s ability to collaborate with support services and ensure seamless operations within the hospital.

Sample answer:

“I anticipate building a strong and collaborative relationship with support services. Effective communication, regular meetings, and a shared commitment to the hospital’s mission will be key to ensuring that our departments work cohesively and efficiently.”

5. What other areas are important to develop strong relationships with?

This question evaluates the candidate’s understanding of the broader network of stakeholders they may need to work with in a hospital setting.

Sample answer:

“Aside from support services, it’s crucial to establish strong relationships with medical staff, nursing teams, regulatory agencies, and community partners. These connections contribute to the hospital’s overall success, ensuring quality patient care and compliance with industry standards.”

What does a good Hospital Administration Manager candidate look like?

A strong Hospital Administration Manager candidate possesses a blend of clinical expertise, leadership acumen, and excellent communication skills. They should have a track record of effective team management, a commitment to patient safety, and a strategic mindset to optimize hospital operations.

Red flags

  • Lack of leadership experience or difficulty articulating a clear leadership journey.
  • Inadequate knowledge of healthcare regulations and compliance standards.
  • Poor communication skills, as effective communication is crucial for coordinating hospital activities.
  • An inability to adapt to changing healthcare trends and technology.
  • Limited understanding of the importance of interdepartmental collaboration within a hospital.

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Candidate-facing chatbots: a more human digital touch https://resources.workable.com/stories-and-insights/chatbots-and-candidate-experience Mon, 20 Nov 2023 16:36:44 +0000 https://resources.workable.com/?p=91881 Within many modern organizations, “human resources” is stuck in a particularly tragic and ironic corner of existence. The arm of a company entrusted with providing support to the humans within is often bound up by tedious processes and technology solutions that create just as many problems. Rather than humans helping other humans, we have humans […]

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Within many modern organizations, “human resources” is stuck in a particularly tragic and ironic corner of existence. The arm of a company entrusted with providing support to the humans within is often bound up by tedious processes and technology solutions that create just as many problems.

Rather than humans helping other humans, we have humans catching glimpses of other humans, separated by a clumsy lattice of technology and foldable paperwork.

This isn’t fair to human resources professionals, the employees they interact with, or the talent they are charged with acquiring and retaining. The good news: we’re in a moment when all of that can change. When designed properly, conversational AI gives us the opportunity to eliminate tedium on all sides by adding a distinctly human touch.

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The current process of applying for jobs can be confusing and demoralizing. Sending emails in a vacuum with resumes and cover letters attached often feels like an exercise in futility. Uploading the same materials into a company’s recruiting software of choice can be just as tedious, and the persistent core problem of feeling disassociated from the process remains.

As Alana Semuels recently reported in Time:

“Job hunting was becoming more miserable even before the pandemic, as the amount of time companies took to hire stretched out and as they asked candidates to undergo more and more interviews. Labor shortages during the pandemic gave a temporary reprieve, but now, as fears about a recession grow, companies are going back to their old habits of putting candidates through a grueling process.”

Semuels’ reporting found individuals navigating a fraught environment where lengthy application processes lead to interminable interview processes, all while trying to sidestep various scams. In many cases, it feels like technology is the problem.

Two of the frustrated job-seekers profiled in her article worked in tech and were aware of the general threat that AI posed to their jobs. “They had worried that software would replace them, not that it would make it almost impossible to get a job,” Semuels writes.

“They had worried that software would replace them, not that it would make it almost impossible to get a job.”

We need to do better

What if instead, an applicant read about a job on the LinkedIn feed and was prompted to reach out to the company via text or email with a simple “Hello, I’m interested” message?

An automated response could lead the applicant to a rich web chat experience (or RWC) that would begin the process of filtering with few key questions that relate to the role and the company. For example:

  • “How much experience do you have redesigning CRM systems?”
  • “How comfortable are you working in a corporate environment?”
  • “How important is the ability to work remotely to you?”

The bot running the automation can also be reviewing the applicant’s LinkedIn profile and ask follow-up questions. For example: “I see that you have experience working with analytical CRM systems. Do you have experience working with collaborative CRM systems?”

While this kind of automated experience is in some ways less human, it seems more humane. The applicant quickly gets a sense of whether or not the position will be a good fit for them, and the bot can predict how good a fit the applicant may be for the role.

If it’s immediately clear that the candidate isn’t going to make it through to the next round, the bot can quickly relay the read to a human teammate to validate the assessment, and tell the candidate. For example: “Thanks so much for taking the time to answer my questions. You have a lot of really valuable experience, but are not going to be a good fit for this position.”

The applicant might be crestfallen, but at least they didn’t have to wait weeks or months for a response.

If the applicant is promising, the bot can let them know, perhaps even giving them a sense of how they stack up against other candidates.

For example: “Thanks so much for taking the time to answer my questions. Based on my calculations, you are a 76% match for this position. I will pass your information on to our talent acquisition team. You can expect to hear from us again within two weeks. You can always check back in with me at any time.”

One of the worst parts of applying for a job is waiting, perhaps holding out hope, with no reasonable way to check in. A bot isn’t going to get annoyed if a prospective candidate asks it for updates twice a day. And if the position gets filled, the bot can let other applicants know.

These examples amount to a more transparent process that might require significant systemic change, but these are the shapes the companies of the future will take.

These changes run deep

I co-host the Invisible Machines podcast and recently had a great conversation about the relationship between HR and AI with Greg Vert, a leader in Deloitte Consulting LLP’s Human Capital practice.

We talked about many of the problems percolating at the intersection of HR and AI, but he said something really insightful about the power of conversational AI in this space.

People are starting to realize that conversational AI is a great medium to attract candidates that don’t work for you yet but that you want to work for you. Being able to give them an assistant that they can interface with and whenever they need to through whatever channel they want – that’s a breakthrough moment and clients are starting to pay attention. (Go to 39:46 in the video for the conversation about that.)

Related: How to use AI for recruitment

Conversational AI can help people feel more connected to the process of looking for work. There isn’t enough time for HR reps to talk to every interested candidate, but a properly designed fleet of bots can do this all day.

The same bots can also be incredibly useful helping HR team members make better and more efficient decisions about who to interview. Instead of having to comb through hundreds of cover letters and resumes, they can review customized summaries of applicant information, including highlights from resumes, cover letters, and their interactions with bots in the first round.

They might be trained to cull information from the applicant’s social media activity as well. And if the HR agents want to see a different collection of information, they can just ask the bot to curate one.

These behaviors amount to a working relationship, which is why I typically use the term intelligent digital worker (IDW) instead of “bot.” IDWs represent conversational AI as a teammate – an ally that can remove tedium from people’s lives and help them make better decisions.

IDWs can talk to each other. They can also talk to information in vector databases, including unstructured data like recorded conversations and emails. Most importantly, IDWs can talk to their human counterparts.

Giving HR a more human digital touch

In researching this article, I found myself pulled into an older (2016) Forbes article by Liz Ryan titled “Ten Reasons Everybody Hates HR.”

One of the reasons she listed stuck out to me: “HR people often have trouble seeing the ‘human side’ of any issue.” She notes that HR is often seen as obsessing over keeping every process “uniform and exception-free.”

Machines are excellent at keeping things uniform and exception free. With intelligent digital workers as teammates, the people within HR departments can focus instead on the human side that seems to be lacking.

In the same article, Ryan also shares an inspirational quote from one of her early mentors, who convinced her to pursue a career in HR: “The purpose of HR is to make this organization an awesome place to work and to make sure we don’t do anything stupid.”

Intelligent digital workers can definitely help with that.

Robb Wilson is the Wall Street Journal bestselling author of Age of Invisible Machines, and is the visionary behind OneReach.ai, the highest-scoring company in Gartner’s first Critical Capabilities for Enterprise Conversational AI Platforms report. In 2023, Robb was recognized as an Outstanding Knowledge Expert at the 7th Annual CogX Awards, and he has spent more than two decades applying his deep understanding of user-centric design to unlocking hyperautomation.

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Maternity leave form template https://resources.workable.com/maternity-leave-form-template Fri, 17 Nov 2023 14:37:47 +0000 https://resources.workable.com/?p=91872 A maternity leave form or paid parental leave (PPL) is an integral component of a comprehensive maternity leave policy within an organization. This document serves as the formalized request process for employees seeking time off due to pregnancy and childbirth. Typically aligned with legal and company regulations, the form outlines necessary details such as anticipated […]

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A maternity leave form or paid parental leave (PPL) is an integral component of a comprehensive maternity leave policy within an organization. This document serves as the formalized request process for employees seeking time off due to pregnancy and childbirth.

Typically aligned with legal and company regulations, the form outlines necessary details such as anticipated start and end dates, any medical documentation requirements, and contact information.

The maternity leave policy, of which the form is a key element, ensures a structured and equitable approach to managing maternity-related absences, promoting transparency and consistency in the workplace while supporting the well-being of expectant and new mothers.

What should a maternity leave form include?

The Paid Parental Leave (PPL) Request Form is an essential tool for securing this precious time. Here’s a breakdown of what you need to know and fill out, according to U.S. Department of Commerce:

Identifying information

Employee name: Your full name as it appears in your employment records.
Contact details: Both personal and work phone numbers and email addresses.
Organization details: The specific name of your agency, office, division, branch, etc.

Plans for using paid parental leave

The heart of this form revolves around how you plan to use your PPL in conjunction with the Family and Medical Leave Act (FMLA).

Reason for FMLA Leave: Indicate whether it’s due to the birth of a child, adoption, or foster care placement.
Key Dates: Provide the anticipated or actual date of the child’s birth or placement, the start and end dates for using PPL, and your planned return-to-duty date after using other types of leave.

Requested method of using PPL

Continuous or intermittent use: Specify if you prefer to use PPL continuously or intermittently. For intermittent use, describe the reasons and plans.

Employee certifications

This section is crucial as it involves legal attestations and certifications.

Parental role: Confirm that the PPL is for fulfilling your parental role.
Documentation: Agree to provide necessary documentation as required.
Acknowledgment of consequences: Understand and acknowledge the consequences of providing false information.
Notification of actual dates: If you’ve provided an anticipated date, agree to notify your agency of the actual date as soon as possible.
Work obligation agreement: Attest to entering into the required work obligation agreement.
Truthful certification: Certify that all statements made in the form are true and correct.

Final Step: Employee’s Signature

Don’t forget to sign and date the form to validate your request.

Maternity leave form template

1. Identifying Information

Employee Name:
Phone Numbers:
Personal: [Your Personal Phone Number]
Work: [Your Work Phone Number]
Email Addresses:
Personal: [Your Personal Email Address]
Work: [Your Work Email Address]
Name of Organization: [Agency, Office, Division, Branch, etc.]

2. Plans for Substituting Paid Parental Leave (PPL) for FMLA Leave

Reason for FMLA Leave:
Birth of a Child
Placement for Adoption
Foster Care Placement
Date of Birth or Placement:
Anticipated: [Date]
Actual: [Date]
Date Use of PPL Begins: [Date]
Date Use of PPL Concludes: [Date]
Date of Planned Return to Duty: [Date]

3. Requested Method of Using PPL

Continuous Use
Intermittent Use
Reason(s) for Intermittent Leave: [Describe Reasons]
Plans for Using PPL on an Intermittent Basis: [Describe Plans]

4. Employee Certifications

I attest that PPL is being taken because of the birth of my child or because of placement of a child with me for adoption or foster care and that the PPL will be used in connection with my fulfillment of my parental role to care for and bond with the child.

I will provide documentation to support this request, as directed by my agency.

I acknowledge and understand the consequences of providing a false certification (e.g., the possibility that my agency could pursue appropriate disciplinary action, up to and including removal from Federal Service, or make a referral to a Federal entity that investigates whether conduct constitutes a criminal violation).

If I provided an anticipated date of birth or placement, I will notify my agency as soon as practicable of the actual date.

I attest that I am entering into the required work obligation agreement.

I hereby certify that all statements made in this application are true and correct to the best of my knowledge and belief.

Employee’s Signature: __________________________

Date: _________________________

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7 real-life Care Coordinator interview questions https://resources.workable.com/care-coordinator-interview-questions Mon, 20 Nov 2023 14:35:09 +0000 https://resources.workable.com/?p=91865 These Care Coordinator interview questions are directly sourced from real hiring managers and they are ready to use. Make sure that you are interviewing the best Care Coordinator candidates. Sign up for Workable’s 15-day free trial to hire better, faster. 7 good care coordinator interview questions What’s your background? In the past, how have you obtained authorization […]

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These Care Coordinator interview questions are directly sourced from real hiring managers and they are ready to use.

health unit coordinator interview questions

Make sure that you are interviewing the best Care Coordinator candidates. Sign up for Workable’s 15-day free trial to hire better, faster.

7 good care coordinator interview questions

  1. What’s your background?
  2. In the past, how have you obtained authorization to set up resources?
  3. Do you have any specialty areas that you coordinate care for?
  4. What resources have you utilized to secure care needs for your patients and their families?
  5. What do you know about Medicare choice?
  6. In your previous role as a care coordinator, what was your communication style when working with physicians and nursing staff?
  7. Did you maintain positive working relationships with the healthcare staff in your previous role?

Here are 7 real-life interview questions with sample answers to help you identify the best candidates for this role.

1. What’s your background?

This question aims to understand the candidate’s educational and professional background relevant to the role of a Care Coordinator.

Sample answer:

“I have a bachelor’s degree in Healthcare Administration and five years of experience in care coordination. My background has equipped me with a strong understanding of healthcare systems, insurance, and patient advocacy, making me well-suited for this role.”

2. In the past, how have you obtained authorization to set up resources?

This question assesses the candidate’s knowledge and experience in navigating the process of obtaining authorization for necessary healthcare resources, such as medical procedures or equipment.

Sample answer:

“In my previous role, I collaborated closely with insurance providers, physicians, and patients to obtain authorizations for necessary resources. I ensured all required documentation was complete and submitted promptly, streamlining the authorization process and minimizing delays in care.”

3. Do you have any specialty areas that you coordinate care for?

This question explores whether the candidate has experience or expertise in coordinating care for specific patient populations or medical conditions.

Sample answer:

“Yes, during my tenure at XYZ Healthcare, I specialized in coordinating care for pediatric patients with complex medical conditions. I gained expertise in navigating pediatric healthcare services, ensuring these young patients received comprehensive and specialized care.”

4. What resources have you utilized to secure care needs for your patients and their families?

This question seeks information on the candidate’s use of resources and tools to ensure that patients and their families receive the necessary care and support.

Sample answer:

“I’ve utilized various resources such as electronic health records (EHR) systems, patient advocacy programs, and healthcare guidelines to secure care needs. I’ve also connected patients and families with community resources and support groups to enhance their overall well-being.”

5. What do you know about Medicare choice?

This question assesses the candidate’s knowledge of Medicare and their understanding of the choices available to Medicare beneficiaries in terms of healthcare coverage.

Sample answer:

“Medicare choice refers to the options available to Medicare beneficiaries to select their preferred coverage plans. These choices include Original Medicare, Medicare Advantage plans, and prescription drug plans. I understand the importance of helping patients make informed decisions regarding their Medicare coverage based on their unique healthcare needs.”

6. In your previous role as a care coordinator, what was your communication style when working with physicians and nursing staff?

This question delves into the candidate’s communication style and their ability to collaborate effectively with healthcare professionals in a multidisciplinary setting.

Sample answer:

“My communication style is collaborative and patient-centered. I actively engaged with physicians and nursing staff, sharing relevant patient information and care plans. I valued their input and ensured a unified approach to patient care, resulting in effective interdisciplinary teamwork.”

7. Did you maintain positive working relationships with the healthcare staff in your previous role?

This question aims to determine the candidate’s ability to build and maintain positive working relationships with colleagues, which is crucial for effective care coordination.

Sample answer:

“Absolutely, maintaining positive working relationships is vital in care coordination. I actively fostered positive relationships with healthcare staff by being respectful, responsive, and appreciative of their expertise. This collaborative approach contributed to a productive and harmonious work environment.”

What does a good Care Coordinator candidate look like?

A strong Care Coordinator should possess a background in healthcare, excellent communication skills, a deep understanding of care authorization processes, and the ability to collaborate effectively with healthcare professionals. They should also be knowledgeable about healthcare resources and demonstrate a commitment to patient-centered care.

Red flags

Red flags for a Care Coordinator position may include a lack of relevant healthcare experience, poor communication skills, unfamiliarity with care authorization processes, or difficulty in building positive relationships with colleagues and healthcare teams. Additionally, candidates who are not up-to-date with healthcare regulations and resources may raise concerns.

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Real-life physical therapist assistant interview questions and answers https://resources.workable.com/physical-therapist-assistant-interview-questions Mon, 20 Nov 2023 13:25:30 +0000 https://resources.workable.com/?p=91863 These physical therapist assistant interview questions are directly sourced from real hiring managers and they are ready to use. Make sure that you are interviewing the best physical therapist assistant candidates. Sign up for Workable’s 15-day free trial to hire better, faster. 6 good physical therapist assistant interview questions [Suggested by real hiring managers] How well do you […]

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These physical therapist assistant interview questions are directly sourced from real hiring managers and they are ready to use.
personal care assistant interview questions

Make sure that you are interviewing the best physical therapist assistant candidates. Sign up for Workable’s 15-day free trial to hire better, faster.

6 good physical therapist assistant interview questions

  1. [Suggested by real hiring managers] How well do you know basic exercises for each muscle group?
  2. [Suggested by real hiring managers] Tell me about a time that you dealt with a difficult patient. How did you handle that situation?
  3. [Suggested by real hiring managers] What would you do if a patient is exercising and they tell you the movement hurts?
  4. Can you describe your experience with creating personalized exercise programs for patients?
  5. How do you stay updated with the latest developments and techniques in physical therapy?
  6. Share an example of a successful patient outcome you contributed to during your previous role.

Here are 3 real-life interview questions and 3 additional questions with sample answers to help you identify the best candidates for this role.

1. How well do you know basic exercises for each muscle group?

This question assesses the candidate’s knowledge of anatomy and their familiarity with fundamental exercises related to different muscle groups.

Sample answer:

“I have a strong grasp of exercises targeting various muscle groups. In my training and previous experience, I’ve developed exercise routines tailored to individual patients’ needs, focusing on strengthening specific muscles and improving overall mobility. For example, I frequently prescribe exercises like leg raises for quadriceps and hamstring strengthening or shoulder rotations for improving range of motion.”

2. Tell me about a time that you dealt with a difficult patient. How did you handle that situation?

This question assesses how the candidate manages challenging patient interactions, emphasizing communication and conflict resolution skills.

Sample answer:

“Once, I had a patient who was extremely frustrated with the slow progress of their recovery. They were in constant pain and frequently expressed their dissatisfaction. To address this, I actively listened to their concerns, empathized with their frustration, and adjusted their treatment plan to incorporate pain management techniques. Over time, the patient’s attitude improved, and we achieved better results together.”

3. What would you do if a patient is exercising, and they tell you the movement hurts?

This question evaluates the candidate’s ability to respond to patient discomfort or pain during exercises.

Sample answer:

“If a patient reports pain during an exercise, my immediate priority is to ensure their safety and comfort. I would stop the exercise, inquire about the pain’s location and intensity, and assess whether it’s a normal discomfort associated with the exercise or something more serious. Depending on the situation, I may modify the exercise, reduce intensity, or select an alternative exercise to prevent any harm and ensure the patient’s comfort.”

4. Can you describe your experience with creating personalized exercise programs for patients?

This question examines the candidate’s ability to tailor treatment plans to individual patient needs.

Sample answer:

“In my previous role, I regularly created personalized exercise programs based on each patient’s unique condition and goals. For instance, for a patient recovering from a hip replacement, I designed a program that initially focused on range of motion exercises and gradually incorporated strength-building exercises specific to their needs. This personalized approach resulted in improved patient outcomes.”

5. How do you stay updated with the latest developments and techniques in physical therapy?

Evaluates the candidate’s commitment to ongoing learning and professional development.

Sample answer:

“I’m dedicated to staying current in the field of physical therapy. I regularly attend professional conferences, workshops, and webinars to learn about the latest techniques and advancements. Additionally, I subscribe to reputable physical therapy journals and participate in peer discussions to exchange insights with colleagues.”

6. Share an example of a successful patient outcome you contributed to during your previous role.

Encourages the candidate to highlight their impact on patient care.

Sample answer:

“I had a patient with chronic back pain who had struggled for years. By designing a comprehensive exercise program and providing hands-on therapy, we were able to significantly reduce their pain and improve their quality of life. Witnessing the transformation in the patient’s mobility and overall well-being was incredibly rewarding.”

What does an ideal Physical Therapist Assistant candidate look like?

A Physical Therapist Assistant (PTA) plays a vital role in the healthcare field, working closely with licensed physical therapists to provide rehabilitative care to patients. PTAs assist in the implementation of treatment plans, which may include therapeutic exercises, modalities, and manual techniques.

They work with individuals of various age groups and conditions, helping them regain mobility, alleviate pain, and improve their overall physical function. PTAs also educate patients on proper exercise techniques, monitor their progress, and document their treatment outcomes.

This profession requires a deep understanding of anatomy, physiology, and exercise science, as well as excellent interpersonal and communication skills to establish rapport with patients and collaborate effectively with the healthcare team. PTAs typically work in various healthcare settings, such as hospitals, outpatient clinics, rehabilitation centers, and home healthcare agencies, all with the goal of enhancing patients’ quality of life through rehabilitative care.

Red flags

In the context of hiring a Physical Therapist Assistant (PTA), red flags may include candidates who lack relevant educational qualifications or certification, demonstrate poor communication skills, exhibit limited knowledge of anatomy and exercise prescription, or lack empathy and patience when dealing with patients.

Additionally, candidates who have a history of professional misconduct or ethical violations should raise concerns. Those who are unwilling to engage in continuing education or show resistance to working collaboratively with licensed physical therapists may also be considered red flags.

It’s essential to identify these warning signs during the interview process to ensure the selection of a qualified and compassionate PTA.

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Company advertising policy template https://resources.workable.com/company-advertising-policy-template Thu, 16 Nov 2023 13:24:37 +0000 https://resources.workable.com/?p=91862 For HR professionals, this policy serves as a crucial tool for maintaining the integrity and professionalism of the organization’s advertising efforts. By providing clear guidelines, it helps in avoiding legal pitfalls, ensuring brand consistency, and promoting a positive organizational image. This policy aids in employee training, mitigates risk, and supports HR in enforcing standards related […]

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For HR professionals, this policy serves as a crucial tool for maintaining the integrity and professionalism of the organization’s advertising efforts. By providing clear guidelines, it helps in avoiding legal pitfalls, ensuring brand consistency, and promoting a positive organizational image.

This policy aids in employee training, mitigates risk, and supports HR in enforcing standards related to advertising activities, thus contributing to the overall strategic objectives and brand reputation of the company.

What is a company advertising policy?

The Advertising Policy is designed to establish a framework for all our advertising and promotional activities. It covers various forms of media, including digital, print, and broadcast, and applies to all employees, contractors, and partners engaged in creating, planning, and executing advertisements for the company.

The policy emphasizes adherence to ethical advertising standards, compliance with legal requirements, and alignment with the company’s core values and brand guidelines. It also outlines the approval process for advertising materials, ensuring that all content is reviewed and sanctioned by the designated authorities within the organization.

Key aspects of this policy include the prohibition of false or misleading claims, respect for intellectual property rights, and adherence to industry-specific advertising regulations. The policy also stipulates the importance of cultural sensitivity and inclusivity in advertising content, reflecting the organization’s commitment to diversity and social responsibility.

Regular training and updates on advertising laws and ethical practices are mandated for relevant personnel to keep them abreast of evolving standards and regulations in the advertising domain.

The advertising policy should include:

  1. Ethical standards and legal compliance: Clear guidelines on ethical advertising practices and adherence to legal requirements, including truthfulness, non-deceptive claims, and respect for privacy.
  2. Brand alignment: Instructions on ensuring that all advertisements align with the company’s brand identity, values, and messaging strategy.
  3. Approval process: A defined process for the review and approval of advertising materials by authorized personnel.
  4. Training and awareness: Provisions for regular training and updates for staff involved in advertising to stay current with industry standards and regulatory changes.

Step-by-step instructions to create this policy

  1. Define the scope: Determine the types of advertising activities and platforms covered by the policy.
  2. Identify legal requirements: Research and integrate relevant legal and regulatory standards that govern advertising in your industry and region.
  3. Establish ethical guidelines: Outline the ethical principles that should guide advertising practices, such as honesty, fairness, and respect for diversity.
  4. Align with brand values: Incorporate guidelines to ensure that all advertisements reflect the company’s brand identity and values.
  5. Designate approval authorities: Identify the individuals or teams responsible for reviewing and approving advertising content.
  6. Develop training programs: Plan for regular training sessions to educate staff involved in advertising about the policy, legal standards, and ethical considerations.
  7. Implement and monitor: Apply the policy across the organization and establish mechanisms for monitoring compliance and handling violations.

Company advertising policy template

[Organization Name]

Advertising Policy

Effective Date: [Insert Date]

1. Introduction

This Advertising Policy applies to all advertising and promotional activities undertaken by [organization name] across all media channels. It is designed to ensure that our advertising practices are legal, ethical, and consistent with our brand values.

2. Scope

This policy applies to all employees, contractors, and partners involved in the creation, planning, and execution of advertisements on behalf of [organization name].

3. Ethical standards and Legal Compliance

All advertising materials must:

Be truthful and non-deceptive.
Comply with all relevant laws and regulations.
Respect privacy and intellectual property rights.

4. Brand slignment

Advertisements must:

Accurately reflect the values and messaging strategy of [organization name].
Maintain consistency with the overall brand identity.

5. Approval process

All advertising content must be reviewed and approved by [designated approval authority].
Any revisions to approved content must undergo a subsequent review.

6. Training and awareness

Regular training sessions will be conducted for staff involved in advertising.
Updates on legal and ethical standards in advertising will be provided.

7. Monitoring and compliance

Compliance with this policy will be regularly monitored.
Violations of the policy will be addressed according to [organization name]’s disciplinary procedures.

8. Review and amendments

This policy is subject to review and amendment to reflect changes in legal requirements and industry best practices.

Disclaimer: This policy template is meant to provide general guidelines and should be used as a reference. It may not take into account all relevant local, state or federal laws and is not a legal document. Neither the author nor Workable will assume any legal liability that may arise from the use of this policy.

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Company redundancy policy template https://resources.workable.com/company-redundancy-policy Fri, 10 Nov 2023 15:17:51 +0000 https://resources.workable.com/?p=91855 Having a well-structured redundancy policy can save HR professionals a lot of time and effort when dealing with sensitive issues related to job losses. By having clear guidelines in place, HR can ensure consistency and fairness throughout the process, minimize legal risks, and maintain positive relationships with affected employees. A company redundancy policy should include: […]

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Having a well-structured redundancy policy can save HR professionals a lot of time and effort when dealing with sensitive issues related to job losses. By having clear guidelines in place, HR can ensure consistency and fairness throughout the process, minimize legal risks, and maintain positive relationships with affected employees.

A company redundancy policy should include:

  1. A clear explanation of the circumstances under which fixed-term contracts or temporary employees may be terminated.
  2. Provisions for employees who are absent from work due to illness, injury, or other reasons when the redundancy announcement is made.
  3. Information about the treatment of employee benefits, such as accrued vacation time, retirement plans, or stock options.
  4. A plan for communicating the impact of redundancies on customer relationships, business partnerships, and public relations.
  5. Guidelines for maintaining confidentiality during the consultation process and beyond.

Step-by-step instructions to create this policy

1. Research legal requirements: Familiarize yourself with local employment laws and regulations regarding redundancies, dismissals, and severance packages.
2. Analyze industry best practices
3. Identify company values and goals: Consider the organization’s mission, vision, and values when drafting the policy. Ensure that the policy aligns with these elements and reflects the company’s commitment to treating employees fairly and with respect.
4. Involve key stakeholders: Engage with HR, legal, management, and employee representatives to get their input and perspectives on the policy. This will help ensure that all relevant viewpoints are considered and addressed.
5. Draft the policy: Using the information gathered in steps 1-4, create a comprehensive and clear policy document. Make sure it includes all the essential components outlined above.
6. Review and revise: Circulate the draft policy among the key stakeholders and invite feedback. Incorporate any suggested improvements and make adjustments as needed.
7. Approval and communication: Once the policy is finalized, obtain approval from the appropriate executives or governing bodies. Communicate the policy to all employees, ensuring that everyone understands the guidelines and procedures.
8. Regularly review and update: Schedule periodic reviews of the policy to ensure it remains relevant and effective. Update the policy as necessary to address new challenges or changes in the company’s needs.

Redundancy policy template

[Organization Name]

Redundancy Policy

Brief & purpose

This policy outlines [Organization Name]’s approach to managing redundancies, ensuring that we treat affected employees fairly and supportively while maintaining operational effectiveness.

Scope

This policy applies to all [Organization Name] employees, including full-time, part-time, fixed-term, and temporary workers.

Definition of redundancy

Redundancy occurs when an employee’s position is no longer required due to reasons such as restructuring, downsizing, or the introduction of new technology.

Criteria for selecting employees for redundancy

The following criteria will be used to determine which positions are redundant and which employees will be selected for redundancy:

  1. Job duplication or abolition due to restructuring or reorganization
  2. Lack of work or insufficient funds to sustain the position
  3. Technological advancements or automation rendering the role obsolete
  4. Performance management issues where an employee’s performance is not meeting expectations despite support and development opportunities

Consultation process

Before making any decisions regarding redundancy, [Organization Name] will engage in a thorough consultation process with affected employees and their representatives. This process will include:

  • Explaining the reason for the proposed redundancy
  • Providing information about the severance package and other support available to affected employees
  • Discussing alternative employment options within the company
  • Considering suggestions from employees on how to mitigate the impact of the redundancy

Notice periods and severance pay

Affected employees will receive a minimum notice period of [X] weeks, based on their length of service with the company.
Severance packages will be offered to affected employees, taking into account their length of service, job grade, and individual circumstances. The severance package will include payment for unused vacation time, compensation for loss of office, and outplacement assistance.

Job search support

[Organization Name] recognizes that finding new employment can be challenging and will provide support to affected employees through our career transition program. This program includes:

  • Resume-building workshops
  • Interview preparation training
  • Access to job search resources and databases
  • One-on-one career counseling sessions

Appeals process

Affected employees who disagree with the decision to make their position redundant can submit an appeal to the HR department within [X] days of receiving notification. The appeal should outline the grounds for objection and any supporting evidence.

Communication plan

[Organization Name] is committed to transparent communication throughout the restructuring process. We will maintain open dialogue with all stakeholders, including employees, customers, suppliers, and investors. The communication plan includes:

  • Regular town hall meetings and updates from senior management
  • Departmental meetings to discuss the impact on each team
  • Internal communications channels (intranet, newsletters) to share information and address concerns
  • External communications to key partners and media

Support for remaining employees

To assist employees who remain with the company during this challenging period, we offer a range of support measures, such as:

  • Counseling services for employees struggling with the changes
  • Training programs to develop new skills and adapt to changing roles
  • Redeployment opportunities where possible
  • Recognition and reward initiatives to motivate and engage employees

Review and revision

This policy will be reviewed regularly to ensure its continued relevance and effectiveness. Any revisions will be approved by the board of directors and communicated to all employees.

Disclaimer: This policy template is meant to provide general guidelines and should be used as a reference. It may not take into account all relevant local, state or federal laws and is not a legal document. Neither the author nor Workable will assume any legal liability that may arise from the use of this policy.

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6 real-life lab assistant interview questions https://resources.workable.com/lab-assistant-interview-questions Fri, 17 Nov 2023 14:17:09 +0000 https://resources.workable.com/?p=91854 These lab assistant interview questions are directly sourced from real hiring managers and they are ready to use. Make sure that you are interviewing the best lab assistant candidates. Sign up for Workable’s 15-day free trial to hire better, faster. 6 good lab assistant interview questions Do you have prior lab experience? How many years of experience? In […]

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These lab assistant interview questions are directly sourced from real hiring managers and they are ready to use.

lab assistant job description

Make sure that you are interviewing the best lab assistant candidates. Sign up for Workable’s 15-day free trial to hire better, faster.

6 good lab assistant interview questions

  1. Do you have prior lab experience? How many years of experience? In what field?
  2. Do you have experience working with toxic/dangerous chemicals and proper safety precautions?
  3. Do you know how to use a centrifuge?
  4. Do you know how to run a gel?
  5. Do you know how to read a D.O.T. label?
  6. Do you know the process of disposing chemicals and other used equipment?

Here are 6 real-life interview questions with sample answers to help you identify the best candidates for this role.

1. Do you have prior lab experience? How many years of experience? In what field?

This question assesses the candidate’s background and experience in laboratory settings, helping determine their suitability for the role.

Sample answer

“Yes, I bring a solid six years of laboratory experience to this role. My background primarily includes clinical laboratory work, where I’ve conducted a wide range of tests and analyses, including blood chemistry, microbiology, and hematology. My experience also extends to maintaining lab equipment and ensuring quality control procedures.”

2. Do you have experience working with toxic/dangerous chemicals and proper safety precautions?

This question evaluates the candidate’s knowledge of safety protocols and their ability to handle hazardous substances safely.

Sample answer

“Absolutely, safety is paramount in laboratory settings. I have extensive experience handling a variety of hazardous chemicals, including carcinogens and flammable substances. I consistently adhere to safety protocols, such as wearing appropriate personal protective equipment (PPE), using fume hoods, and following disposal guidelines to ensure a safe working environment.”

3. Do you know how to use a centrifuge?

This question assesses the candidate’s familiarity with laboratory equipment commonly used for separating substances based on density.

Sample answer

“Yes, I’m highly proficient in operating centrifuges. During my previous roles, I’ve used them for tasks like separating blood components for analysis. I’m well-versed in the setup, calibration, and maintenance of different types of centrifuges to achieve precise results.”

4. Do you know how to run a gel?

This question evaluates the candidate’s knowledge of gel electrophoresis, a common technique used in molecular biology and biochemistry.

Sample answer

“Certainly, I have practical experience in running gels for molecular biology applications. This includes preparing agarose or polyacrylamide gels, loading samples, setting up electrophoresis, and interpreting gel results. I’ve used this technique for DNA and protein analysis.”

5. Do you know how to read a D.O.T. label?

This question gauges the candidate’s familiarity with Department of Transportation (D.O.T.) labels for hazardous materials transportation.

Sample answer

“Yes, I’m familiar with D.O.T. labels and their significance in the safe transportation of hazardous materials. I understand the color-coded system and the essential information conveyed by these labels, which aids in identifying potential risks and handling protocols.”

6. Do you know the process of disposing chemicals and other used equipment?

This question examines the candidate’s understanding of proper disposal procedures for laboratory chemicals and equipment, emphasizing safety and environmental compliance.

Sample answer

“Certainly, I’m well-versed in the proper disposal procedures for various chemicals and laboratory equipment. I strictly follow regulatory guidelines, ensuring that hazardous materials are segregated, labeled, and disposed of in compliance with environmental regulations. I prioritize safety and environmental stewardship in all disposal processes.”

What does a good Lab Assistant candidate look like?

An ideal candidate for a lab assistant role in healthcare should possess relevant lab experience, a strong commitment to safety protocols, proficiency in using laboratory equipment, and a clear understanding of hazardous material handling. They should also be detail-oriented, organized, and able to adapt to evolving laboratory procedures and technologies.

Red flags

Red flags for a lab assistant candidate may include a lack of relevant lab experience, inadequate knowledge of safety precautions, an inability to operate common lab equipment, or unfamiliarity with disposal protocols for hazardous materials.

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8 real-life anesthesiologist interview questions and answers https://resources.workable.com/anesthesiologist-interview-questions Fri, 17 Nov 2023 13:39:35 +0000 https://resources.workable.com/?p=91852 These anesthesiologist interview questions are directly sourced from real hiring managers and they are ready to use. Make sure that you are interviewing the best anesthesiologist candidates. Sign up for Workable’s 15-day free trial to hire better, faster. 8 good anesthesiologist interview questions Where did you train? Did you obtain a fellowship? What are you looking for in […]

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These anesthesiologist interview questions are directly sourced from real hiring managers and they are ready to use.

registered-nurse

Make sure that you are interviewing the best anesthesiologist candidates. Sign up for Workable’s 15-day free trial to hire better, faster.

8 good anesthesiologist interview questions

  1. Where did you train?
  2. Did you obtain a fellowship?
  3. What are you looking for in your career? For example, are you looking for leadership roles (to be head of a department), teaching roles (fellows, residents, nurse anesthetists), and/or administrative responsibilities? If you are not looking for any of those roles, would you be comfortable if asked to get involved in any of those types of work?
  4. Are you currently involved/interested in clinical research? If so, which peer-reviewed journals have you been published in, and have you presented this research at any meetings?
  5. What professional societies are you a member of? Do you typically attend their annual conference?
  6. How much obstetrics have you done in your training? How many deliveries did your hospital have a year, and are you comfortable doing high-risk obstetrics?
  7. Are you comfortable doing regional anesthesia, cardiac cases, thoracic cases, and pediatric cases?
  8. Are you interested in taking call?

Here are 8 real-life interview questions with sample answers to help you identify the best candidates for this role.

1. Where did you train?

This question helps assess the candidate’s educational background and the institutions they received their medical training from.

Sample answer

“I completed my medical training at [University/Hospital Name], where I obtained my medical degree and specialized in anesthesiology.”

2. Did you obtain a fellowship?

Inquiring about a fellowship can reveal whether the candidate pursued additional specialized training in the field of anesthesiology.

Sample answer

“Yes, I completed a fellowship in [Specific Anesthesiology Subspecialty] at [Fellowship Program Name].”

3. What are you looking for in your career? For example, are you looking for leadership roles, teaching roles, and/or administrative responsibilities? If you are not looking for any of those roles, would you be comfortable if asked to get involved in any of those types of work?

This question helps understand the candidate’s career aspirations and willingness to take on various roles within anesthesiology.

Sample answer

“I’m open to a variety of roles in my career, including leadership, teaching, and administrative responsibilities. My primary goal is to contribute to patient care and the advancement of our field.”

4. Are you currently involved/interested in clinical research? If so, which peer-reviewed journals have you been published in, and have you presented this research at any meetings?

Assessing a candidate’s involvement in research and contributions to medical literature provides insights into their commitment to staying updated on advancements in anesthesiology.

Sample answer

“Yes, I have been actively involved in clinical research, and my work has been published in journals like [Journal Names]. I’ve also presented my research findings at several national and international medical meetings.”

5. What professional societies are you a member of? Do you typically attend their annual conference?

This question gauges the candidate’s engagement in the medical community and their commitment to professional development.

Sample answer

“I’m a member of organizations such as [Professional Society Names], and I regularly attend their annual conferences to stay informed about the latest developments in our field.”

6. How much obstetrics have you done in your training? How many deliveries did your hospital have a year, and are you comfortable doing high-risk obstetrics?

This question explores the candidate’s experience with obstetric anesthesia and their comfort level with high-risk cases.

Sample answer

“During my training, I had the opportunity to work extensively in obstetric anesthesia. I’ve been involved in [Number of Deliveries] deliveries per year, and I’m comfortable handling high-risk obstetric cases.”

7. Are you comfortable doing regional anesthesia, cardiac cases, thoracic cases, and pediatric cases?

Assessing the candidate’s willingness and capability to handle different types of cases is essential for a well-rounded anesthesiologist.

Sample answer

“Yes, I have experience and am comfortable with a wide range of cases, including regional anesthesia, cardiac procedures, thoracic surgeries, and pediatric cases.”

8. Are you interested in taking call?

This question evaluates the candidate’s availability and willingness to be on call, which is often necessary for anesthesiologists in healthcare settings.

Sample answer

“Yes, I understand the importance of being available for emergencies, and I’m willing to take call as needed to provide the best care for patients.”

What does a good anesthesiologist candidate look like?

A strong candidate for the role of an anesthesiologist should possess the following qualities:

  • Extensive medical training and certification in anesthesiology.
  • A commitment to ongoing education and staying current with advancements in the field.
  • Strong communication and interpersonal skills to work effectively with patients, surgical teams, and medical staff.
  • A willingness to take on various responsibilities, including leadership, teaching, and administrative roles.
  • The ability to adapt to changing situations in a fast-paced healthcare environment.
  • Experience in various types of anesthesia procedures, including obstetrics, regional anesthesia, cardiac cases, thoracic cases, and pediatric cases.

Red flags

During the interview process, be cautious of red flags such as:

  • Lack of relevant medical training or certification in anesthesiology.
  • Limited interest in ongoing professional development or research.
  • Inadequate experience in handling diverse anesthesia cases.
  • Unwillingness to take on-call duties, which are essential for providing comprehensive patient care.

The post 8 real-life anesthesiologist interview questions and answers appeared first on Recruiting Resources: How to Recruit and Hire Better.

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Real-life gate agent interview questions and answers https://resources.workable.com/gate-agent-interview-questions Thu, 16 Nov 2023 14:30:57 +0000 https://resources.workable.com/?p=91836 These gate agent interview questions are directly sourced from real hiring managers and they are ready to use. Make sure that you are interviewing the best gate agent candidates. Sign up for Workable’s 15-day free trial to hire better, faster. 6 good gate agent interview questions [Suggested by real hiring managers] Talk about a time that you had […]

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These gate agent interview questions are directly sourced from real hiring managers and they are ready to use.

gate agent

Make sure that you are interviewing the best gate agent candidates. Sign up for Workable’s 15-day free trial to hire better, faster.

6 good gate agent interview questions

  1. [Suggested by real hiring managers] Talk about a time that you had an uncomfortable experience with a passenger. What did you do to fix it?
  2. [Suggested by real hiring managers] How would you deal with a difficult coworker during the boarding process?
  3. [Suggested by real hiring managers] Talk about a time that you went above and beyond for a passenger.
  4. How do you handle a situation when multiple flights are delayed, and passengers are becoming increasingly frustrated?
  5. Can you describe your experience with airline boarding procedures and systems?
  6. How do you prioritize tasks when facing tight turnaround times between flights?

Here are 3 real-life interview questions and 3 additional questions with sample answers to help you identify the best candidates for this role.

1. Talk about a time that you had an uncomfortable experience with a passenger. What did you do to fix it?

This question assesses the candidate’s ability to handle difficult situations with passengers diplomatically and effectively.

Sample answer

“In a previous role, I encountered a passenger who was upset about a flight delay. I empathized with their frustration, provided them with a clear explanation of the situation, and offered options for rebooking. By actively listening and finding a solution, I was able to turn the situation around and ensure their satisfaction.”

2. How would you deal with a difficult coworker during the boarding process?

This question evaluates the candidate’s interpersonal skills and conflict resolution abilities, which are essential for maintaining a harmonious work environment.

Sample answer:

“When dealing with a challenging coworker, I believe in open communication and collaboration. I would try to understand their perspective, address any concerns, and work together to ensure the boarding process runs smoothly. If necessary, I would involve a supervisor to mediate and find a resolution.”

3. Talk about a time that you went above and beyond for a passenger.

This question assesses the candidate’s commitment to excellent customer service and their willingness to exceed expectations.

Sample answer:

“Once, a passenger left their essential documents at the gate area. Realizing the urgency, I quickly located the documents and personally delivered them to the passenger at the boarding gate. Their relief and gratitude were rewarding, and it ensured they didn’t miss their flight.”

4. How do you handle a situation when multiple flights are delayed, and passengers are becoming increasingly frustrated?

This question evaluates the candidate’s ability to manage high-stress situations and prioritize tasks during challenging circumstances.

Sample answer

“In such situations, I remain calm and focused on providing clear communication to passengers. I would inform them of the delays, the reasons behind them, and any available options. Additionally, I would coordinate with ground staff and other team members to minimize disruptions and ensure passengers’ needs are met.”

5. Can you describe your experience with airline boarding procedures and systems?

This question assesses the candidate’s familiarity with airline operations, including the technical aspects of the boarding process.

Sample answer

“I have extensive experience in airline boarding procedures and am well-versed in using boarding systems and tools. I have successfully managed various boarding processes, including pre-boarding, priority boarding, and general boarding, to ensure an organized and efficient experience for passengers.”

6. How do you prioritize tasks when facing tight turnaround times between flights?

This question examines the candidate’s organizational skills and ability to manage time effectively in a fast-paced airport environment.

Sample answer

“In a situation with tight turnaround times, I prioritize tasks by first ensuring the safe and timely departure of the previous flight. Then, I focus on preparing the gate area for the next boarding, such as confirming passenger lists, ensuring a clean and welcoming environment, and coordinating with ground crews. I always maintain clear communication with the team to ensure everyone is on the same page and that each task is completed efficiently.”

What does a good Gate Agent candidate look like?

A strong Gate Agent candidate possesses excellent communication skills, remains composed under pressure, and demonstrates a commitment to exceptional customer service. They are adept at problem-solving, handling difficult passengers, and working collaboratively with team members and other airport personnel. Prior experience in airline operations and a deep understanding of boarding procedures are valuable assets.

Red flags

Red flags for a Gate Agent candidate may include poor communication skills, an inability to manage stressful situations, a lack of customer service orientation, or limited knowledge of airline boarding procedures and systems. Candidates who exhibit inflexibility, difficulty working with others, or a lack of attention to detail may also raise concerns.

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11 real-life business consultant interview questions and answers https://resources.workable.com/business-consultant-interview-questions Thu, 16 Nov 2023 13:43:31 +0000 https://resources.workable.com/?p=91834 These business consultant interview questions are directly sourced from real hiring managers and they are ready to use. Make sure that you are interviewing the best business consultant candidates. Sign up for Workable’s 15-day free trial to hire better, faster. 11 good business consultant interview questions Can you describe a time when you faced adversity or encountered significant […]

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These business consultant interview questions are directly sourced from real hiring managers and they are ready to use.

business analyst interview questions

Make sure that you are interviewing the best business consultant candidates. Sign up for Workable’s 15-day free trial to hire better, faster.

11 good business consultant interview questions

  1. Can you describe a time when you faced adversity or encountered significant obstacles in your previous role? How did you overcome it?
  2. Share an experience where you encountered failure. What was the situation, and what did you learn from this setback?
  3. Could you provide an example of a problem-solving situation from your previous work experience? How did you approach and resolve the issue?
  4. Tell me about a project where you worked collaboratively with a team to improve a process or achieve a common goal. What was your role, and how did the teamwork contribute to success?
  5. Share an instance when you went above and beyond your usual duties to achieve a goal or deliver exceptional results.
  6. How do you typically adjust to changes in the workplace, whether it’s a change in processes, procedures, or team dynamics? Can you provide an example?
  7. Describe a situation where you had to manage a conflict between team members or colleagues. What steps did you take to address and resolve the conflict?
  8. Can you share an example of a time when you took initiative or demonstrated leadership in a project or task? What was the outcome?
  9. Tell me about a situation in which you took a calculated risk or tried something new in your previous role. What was the context, and what were the results?
  10. How do you approach prioritization and multitasking when you have multiple tasks or responsibilities to manage?
  11. Could you provide an example of a project or task where your planning and organizational skills were crucial to its success?

Here are 11 real-life interview questions with sample answers to help you identify the best candidates for this role.

1. Can you describe a time when you faced adversity or encountered significant obstacles in your previous role? How did you overcome it?

This question assesses the candidate’s ability to overcome challenges and their resilience in the face of adversity.

Sample answer

In my previous role as a Business Consultant, I encountered a situation where our client was hesitant to implement our recommended changes due to budget constraints. To overcome this obstacle, I collaborated closely with the client, identifying cost-effective alternatives, and highlighting the long-term benefits of our proposal. By demonstrating the ROI and creating a phased implementation plan, we gained their trust, and they eventually embraced the changes, leading to increased efficiency and profitability.

2. Share an experience where you encountered failure. What was the situation, and what did you learn from this setback?

This question evaluates the candidate’s ability to learn from failures and setbacks.

Sample answer

Early in my career, I was working on a project to optimize a client’s supply chain. Unfortunately, our initial strategy didn’t yield the expected results, and we faced resistance from the client. I learned the importance of thorough research and understanding the client’s specific needs. I revamped our approach, conducted in-depth data analysis, and engaged the client in every decision-making step. This experience taught me the value of resilience and adaptability in problem-solving.

3. Could you provide an example of a problem-solving situation from your previous work experience? How did you approach and resolve the issue?

This question assesses the candidate’s problem-solving skills and their ability to provide practical solutions.

Sample answer

In a previous role, I was tasked with improving a client’s inventory management system. After conducting a thorough assessment, I identified that the main issue was a lack of real-time tracking. To address this, I proposed implementing an inventory management software and trained the client’s team on its usage. This solution not only resolved the problem but also significantly reduced costs and increased efficiency.

4. Tell me about a project where you worked collaboratively with a team to improve a process or achieve a common goal. What was your role, and how did the teamwork contribute to success?

This question evaluates the candidate’s ability to collaborate and work effectively within a team.

Sample answer

In a team project aimed at streamlining a manufacturing process, I was responsible for analyzing the existing workflows and identifying bottlenecks. Working closely with my teammates, we implemented process improvements, which included reassigning roles and responsibilities and introducing automation tools. This collaborative effort not only reduced production lead times by 30% but also improved team morale and communication.

5. Share an instance when you went above and beyond your usual duties to achieve a goal or deliver exceptional results.

This question assesses the candidate’s dedication and willingness to exceed expectations.

Sample answer

While working on a critical client project, I noticed that our team was falling behind schedule due to unexpected challenges. To ensure we met the deadline, I volunteered to work extra hours and took on additional tasks, such as data analysis and report preparation. This commitment allowed us to complete the project successfully, impressing the client and strengthening our client relationship.

6. How do you typically adjust to changes in the workplace, whether it’s a change in processes, procedures, or team dynamics? Can you provide an example?

This question evaluates the candidate’s adaptability and ability to thrive in a dynamic work environment.

Sample answer

In my previous role, our organization underwent a major restructuring, resulting in changes to team composition and processes. To adapt, I proactively engaged with team members to understand their strengths and preferences, facilitating a smoother transition. Additionally, I attended training sessions to quickly grasp the new procedures. This flexibility allowed me to maintain productivity and contribute positively to the team during the transition period.

7. Describe a situation where you had to manage a conflict between team members or colleagues. What steps did you take to address and resolve the conflict?

This question assesses the candidate’s conflict management skills and ability to promote a harmonious work environment.

Sample answer

In a previous role, two team members had a disagreement over project priorities, which was affecting our overall progress. I immediately initiated a private conversation with each party to understand their perspectives. I then organized a team meeting to encourage open communication and find common ground. By facilitating a constructive dialogue and proposing a compromise, we resolved the conflict, restored collaboration, and successfully met our project deadlines.

8. Can you share an example of a time when you took initiative or demonstrated leadership in a project or task? What was the outcome?

This question evaluates the candidate’s leadership abilities and their proactiveness in taking charge of situations.

Sample answer

During a client engagement, I noticed that there was an opportunity to upsell additional services that would greatly benefit them. I took the initiative to research and create a proposal for these services. I then presented it to the client, highlighting the potential benefits. They not only agreed to the upsell but also praised my proactive approach. This initiative not only boosted our revenue but also strengthened the client’s trust in our consulting services.

9. Tell me about a situation in which you took a calculated risk or tried something new in your previous role. What was the context, and what were the results?

This question assesses the candidate’s willingness to take calculated risks and innovate.

Sample answer

In a previous role, we were tasked with launching a new product line in a competitive market. To stand out, I proposed a bold marketing campaign that incorporated social media influencers, a strategy the company hadn’t used before. After careful research and planning, we executed the campaign, which resulted in a significant increase in brand visibility and a 25% boost in sales. This experience reinforced my belief in the value of strategic risk-taking.

10. How do you approach prioritization and multitasking when you have multiple tasks or responsibilities to manage?

This question evaluates the candidate’s organizational and time management skills.

Sample answer

When faced with multiple tasks, I first assess their urgency and importance. I create a prioritized to-do list and allocate specific time blocks for each task. To stay focused, I minimize distractions and break down larger projects into manageable steps. Regularly reviewing and adjusting my schedule allows me to ensure that all critical tasks are completed efficiently without sacrificing quality.

11. Could you provide an example of a project or task where your planning and organizational skills were crucial to its success?

This question assesses the candidate’s ability to effectively plan and organize work.

Sample answer

In a recent project involving a tight deadline, I was responsible for coordinating a cross-functional team to develop a comprehensive marketing strategy. To ensure success, I created a detailed project plan with clear milestones and assigned responsibilities. Regular progress meetings and a centralized project management tool helped us track our progress and make necessary adjustments. This meticulous planning allowed us to not only meet the deadline but also exceed our performance targets.

What does a good Business Consultant candidate look like?

A strong Business Consultant candidate should possess a combination of excellent analytical and problem-solving skills, effective communication and interpersonal abilities, a track record of successful client engagements, and the capacity to adapt to dynamic business environments. They should also be proactive, innovative, and capable of leading and collaborating within multidisciplinary teams.

Red flags

  • Inadequate problem-solving skills and an inability to provide concrete examples of past problem-solving experiences.
  • Poor communication skills, as effective communication is crucial in consulting roles.
  • Resistance to change or an inability to adapt to evolving business scenarios.
  • Lack of leadership experience or an inability to demonstrate taking initiative in previous roles.
  • An absence of client success stories or a history of unsuccessful client engagements.

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Real-life custodian interview questions and answers https://resources.workable.com/custodian-interview-questions Thu, 16 Nov 2023 11:51:33 +0000 https://resources.workable.com/?p=91833 These custodian interview questions are directly sourced from real hiring managers and they are ready to use. Make sure that you are interviewing the best custodian candidates. Sign up for Workable’s 15-day free trial to hire better, faster. 6 good custodian interview questions [Suggested by real hiring managers] How many years of experience do you have in custodial […]

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These custodian interview questions are directly sourced from real hiring managers and they are ready to use.

janitor

Make sure that you are interviewing the best custodian candidates. Sign up for Workable’s 15-day free trial to hire better, faster.

6 good custodian interview questions

  1. [Suggested by real hiring managers] How many years of experience do you have in custodial or cleaning roles?
  2. [Suggested by real hiring managers] Could you share your previous experience with a cleaning company or organization?
  3. [Suggested by real hiring managers] Are you available and willing to work all three shifts, including overnight and weekends if required?
  4. Can you describe a challenging cleaning situation you encountered in your previous role and how you handled it?
  5. What techniques or products do you find most effective in ensuring a sanitary and germ-free environment?
  6. How do you prioritize your cleaning tasks to ensure all areas receive adequate attention within a given shift?

Here are 3 real-life interview questions and 3 additional questions with sample answers to help you identify the best candidates for this role.

1. How many years of experience do you have in custodial or cleaning roles?

This question assesses the candidate’s overall experience in the custodial field.

Sample answer:

“I have worked as a custodian for five years, during which I gained extensive experience in maintaining cleanliness, sanitizing areas, and addressing various cleaning challenges.”

2. Could you share your previous experience with a cleaning company or organization?

This question seeks specific information about the candidate’s past employers and roles.

Sample answer:

“I previously worked at ABC Cleaning Services for three years as a custodian. My responsibilities included daily cleaning, floor maintenance, and collaborating with a team to ensure the facility was consistently clean and safe.”

3. Are you available and willing to work all three shifts, including overnight and weekends if required?

This question gauges the candidate’s flexibility and availability for different work schedules.

Sample answer:

“Yes, I am fully available to work all shifts as needed. I understand that maintaining a clean and safe environment is crucial, and I’m committed to fulfilling my responsibilities, even during overnight and weekend shifts.”

4. Can you describe a challenging cleaning situation you encountered in your previous role and how you handled it?

This behavioral question assesses problem-solving skills and the ability to handle difficult situations.

Sample answer:

“In my previous role, we had a severe mold infestation in a basement area. I followed safety protocols, used appropriate cleaning agents, and coordinated with a specialized team to safely remove the mold. It required thorough cleaning and monitoring to ensure it didn’t return.”

5. What techniques or products do you find most effective in ensuring a sanitary and germ-free environment?

This question evaluates the candidate’s knowledge of cleaning techniques and products.

Sample answer:

“I find that using hospital-grade disinfectants and implementing a color-coded cleaning system for different areas helps maintain hygiene. Additionally, regular training and staying updated on the latest cleaning methods are essential.”

6. How do you prioritize your cleaning tasks to ensure all areas receive adequate attention within a given shift?

This question assesses the candidate’s organizational and time management skills.

Sample answer:

“I prioritize tasks based on the facility’s needs and safety considerations. High-traffic areas and restrooms, for example, receive immediate attention, while less-frequented areas may be scheduled for cleaning at a quieter time. I create a checklist and follow a systematic approach to ensure no area is overlooked.”

What does a good custodian candidate look like?

A strong custodian candidate possesses several key qualities, including a strong work ethic, attention to detail, adaptability to different shifts, a commitment to maintaining cleanliness standards, and the ability to work independently and as part of a team. They should also be knowledgeable about cleaning techniques, products, and safety protocols.

Red flags

Red flags for a custodian candidate may include a lack of relevant experience, an inability to adapt to different shifts, poor attention to detail, and a disregard for safety protocols. Candidates who do not prioritize cleanliness and sanitation may not be suitable for this role.

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6 real-life medical scribe interview questions and answers https://resources.workable.com/medical-scribe-interview-questions Wed, 15 Nov 2023 14:32:36 +0000 https://resources.workable.com/?p=91825 These medical scribe interview questions are directly sourced from real hiring managers and they are ready to use. Make sure that you are interviewing the best medical scribe candidates. Sign up for Workable’s 15-day free trial to hire better, faster. 6 good medical scribe interview questions What is your medical experience? How fluent are you in medical terminology? […]

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These medical scribe interview questions are directly sourced from real hiring managers and they are ready to use.

medical-assistant

Make sure that you are interviewing the best medical scribe candidates. Sign up for Workable’s 15-day free trial to hire better, faster.

6 good medical scribe interview questions

  1. What is your medical experience?
  2. How fluent are you in medical terminology?
  3. Scribing relies heavily on typing. What is your typing speed? Would you be willing to take a typing test?
  4. Would you be interested in working in in-patient or out-patient?
  5. If a doctor asks you to help a patient walk, what would you do?
  6. Are you willing to work the overnight shift in the hospital?

Here are 6 real-life interview questions with sample answers to help you identify the best candidates for this role.

1. What is your medical experience?

This question assesses the candidate’s background and familiarity with the medical field.

Sample answer

“I have a Bachelor’s degree in Biology and have completed medical terminology courses. Additionally, I worked as a medical assistant for two years, which gave me hands-on experience in healthcare settings.”

2. How fluent are you in medical terminology?

This question evaluates the candidate’s understanding of essential medical terminology.

Sample answer

“I am highly proficient in medical terminology, having completed comprehensive coursework and used medical terminology extensively in my previous roles.”

3. Scribing relies heavily on typing. What is your typing speed? Would you be willing to take a typing test?

This question assesses the candidate’s typing skills, which are crucial for effective scribing.

Sample answer:

“My typing speed is 70 words per minute, and I am more than willing to take a typing test to demonstrate my proficiency.”

4. Would you be interested in working in in-patient or out-patient?

This question helps identify the candidate’s preference for clinical settings.

Sample answer

“I am open to both in-patient and out-patient settings, as I believe each offers unique learning experiences and opportunities to contribute effectively as a scribe.”

5. If a doctor asks you to help a patient walk, what would you do?

This question evaluates the candidate’s understanding of the scribe’s role and boundaries in patient care.

Sample answer:

“While my primary role as a scribe is to document patient encounters, I would be willing to assist with tasks that fall within my scope of practice, as long as it doesn’t compromise patient care or safety.”

6. Are you willing to work the overnight shift in the hospital?

This question assesses the candidate’s flexibility in working different shifts.

Sample answer

“I understand that working overnight shifts is sometimes necessary in healthcare, and I am willing to do so to support the team and provide the best possible care to patients.”

What does a good Medical Scribe candidate look like?

An ideal Medical Scribe candidate possesses the following qualities:

  • Relevant medical experience or educational background.
  • Proficiency in medical terminology.
  • Strong typing skills and willingness to take a typing test.
  • Flexibility to work in various clinical settings.
  • Understanding of the scribe’s role and responsibilities.
  • Adaptability to different shifts, including overnight.

Red flags

During the interview process, be cautious of red flags such as:

  • Lack of medical knowledge or experience.
  • Limited familiarity with medical terminology.
  • Inadequate typing skills or reluctance to take a typing test.
  • A rigid preference for a specific clinical setting.
  • Misunderstanding of the scribe’s role and scope of practice.
  • Unwillingness to work non-standard shifts when necessary.

By asking these questions and considering the qualities and red flags mentioned, you can better assess candidates and select the Medical Scribe who will be a valuable asset to your healthcare team.

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Computer use policy template https://resources.workable.com/computer-use-policy Wed, 15 Nov 2023 13:46:02 +0000 https://resources.workable.com/?p=91818 This template could help HR professionals create a clear and concise computer use policy that covers all the necessary aspects of computer usage in the workplace. It can serve as a starting point for organizations looking to establish their own computer use policies. Additionally, it can help HR professionals communicate the importance of responsible computer […]

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This template could help HR professionals create a clear and concise computer use policy that covers all the necessary aspects of computer usage in the workplace. It can serve as a starting point for organizations looking to establish their own computer use policies.

Additionally, it can help HR professionals communicate the importance of responsible computer use to employees and ensure compliance with relevant laws and regulations.

What is a computer use policy?

This policy defines the rules and guidelines for using computers and other electronic devices at your organization. It applies to all employees, contractors, interns, and any other individuals who use an organization’s technology. The policy aims to protect both the organization’s assets and the privacy of its employees.

It covers topics such as password security, internet usage, email communication, software installation, and remote access.

A computer use policy should include:

  1. A statement on the scope and purpose of the policy
  2. A list of acceptable uses and restrictions on computer usage
  3. Guidelines for password management and data security
  4. Rules for downloading and installing software
  5. Information on internet usage and email communication
  6. Procedures for reporting violations of the policy
  7. Consequences for non-compliance

Why is it important to have a computer use policy?

Having a computer use policy is crucial for several reasons. Firstly, it helps protect the organization’s assets from unauthorized access and cyber threats.

Secondly, it ensures that employees are aware of their responsibilities when using company devices and networks.

Thirdly, it promotes productivity by setting boundaries around internet usage and email communication. Lastly, it helps maintain employee privacy by establishing clear guidelines for data protection.

Step-by-step instructions for writing your own computer use policy

1. Identify your organization’s specific needs and concerns regarding computer usage. This could involve consulting with IT, legal, and management teams.
2. Research relevant laws and regulations in your jurisdiction that relate to computer use, such as data protection or cybersecurity legislation.
3. Consider industry best practices and standards for computer use policies. Look at examples from similar organizations to get ideas for what to include.
4. Define the scope of the policy by specifying which devices and users it applies to.
5. Write a clear and concise statement outlining the purpose of the policy.
6. Create a list of acceptable uses and restrictions on computer usage. Think about issues like internet browsing, email communication, software installation, and remote access.
7. Establish guidelines for password management and data security. Include requirements for password strength, change frequency, and encryption.
8. Outline procedures for reporting violations of the policy and consequences for non-compliance.
9. Review and revise the policy regularly to ensure it remains up-to-date and effective.

Computer use policy template

[Organization Name]

Computer Use Policy

Scope

This policy applies to all [Organization Name] employees, contractors, interns, and any other individuals who use our organization’s technology. It covers all devices and networks owned or managed by [Organization Name].

Brief & purpose

The purpose of this policy is to protect both the organization’s assets and the privacy of its employees. It aims to promote productivity, maintain employee privacy, and prevent unauthorized access to company devices and networks.

Acceptable uses

  • Employees are allowed to use company devices and networks for work-related purposes only.
  • Internet access is permitted for work-related activities, but employees must avoid excessive personal use.
  • Email communication should be used primarily for work-related messages. Personal emails should be kept to a minimum.
  • Employees can install software that is approved by the IT department.
  • Remote access to company networks is allowed with prior authorization from the IT department.

Restrictions

  • Passwords must meet the following requirements: at least 12 characters long, contain uppercase and lowercase letters, numbers, and symbols, and be changed every 60 days.
  • Data must be encrypted when transferred outside the organization’s network.
  • Employees must not download or install software without permission from the IT department.
  • The organization reserves the right to monitor internet usage and email communication.
  • Employees must report any security incidents or suspicious activity to the IT department immediately.

Consequences

  • Violations of this policy may result in disciplinary action, up to and including termination of employment.
  • Any employee found to have downloaded or installed malicious software will be subject to disciplinary action.
  • Unauthorized disclosure of confidential information will result in legal action.

Procedures for reporting violations

  • Employees should report any violations of this policy to their supervisor or the IT department.
  • All reports will be investigated promptly and fairly.
  • Confidentiality will be maintained throughout the investigation process.

Disclaimer: This policy template is meant to provide general guidelines and should be used as a reference. It may not take into account all relevant local, state or federal laws and is not a legal document. Neither the author nor Workable will assume any legal liability that may arise from the use of this policy.

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8 real-life Warehouse Associate interview questions and answers https://resources.workable.com/warehouse-associate-interview-questions Fri, 10 Nov 2023 16:07:05 +0000 https://resources.workable.com/?p=91811 These Warehouse Associate interview questions are directly sourced from real hiring managers and they are ready to use. Make sure that you are interviewing the best Warehouse Associate candidates. Sign up for Workable’s 15-day free trial to hire better, faster. 8 good warehouse associate interview questions How have you ensured warehouse safety in past positions? Do […]

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These Warehouse Associate interview questions are directly sourced from real hiring managers and they are ready to use.

warehouse-worker

Make sure that you are interviewing the best Warehouse Associate candidates. Sign up for Workable’s 15-day free trial to hire better, faster.

8 good warehouse associate interview questions

  1. How have you ensured warehouse safety in past positions?
  2. Do you have experience with inventory management software or data entry?
  3. Can you perform the essential requirements of the job with or without accommodations? (lift heavy things, move things around, stand for long periods, etc)
  4. Can you tell me about your previous experiences working in a warehouse or similar environment?
  5. Do you use a computer at all in your role?
  6. What kind of software tools/systems do you use in your role at XYZ?
  7. Tell me about a time when you didn’t have all the information you needed to make a decision.
  8. Tell me about a time when you had limited resources and had to prioritize how to use them.

Here are 8 real-life interview questions with sample answers to help you identify the best candidates for this role.

1. How do you ensure the accuracy of inventory records and prevent discrepancies?

This question assesses the candidate’s attention to detail and ability to maintain accurate inventory.

Sample answer:

“In my previous role, I conducted regular cycle counts, reconciled discrepancies promptly, and implemented a labeling system for easier tracking. I also cross-checked physical counts with the system data to catch any errors.”

2. Can you describe your experience with operating forklifts or other warehouse equipment?

This question evaluates the candidate’s proficiency in operating essential warehouse machinery.

Sample answer:

“I hold a valid forklift operator certification and have operated various types of forklifts for [X] years. I’m experienced in safely moving, stacking, and organizing materials.”

3. What steps would you take if you noticed damaged or defective products in the warehouse?

This question assesses the candidate’s problem-solving and quality control skills.

Sample answer:

“If I find damaged products, I would immediately isolate them, document the issues, and report them to the supervisor. This ensures that only quality items are shipped to customers.”

4. How do you stay organized when dealing with multiple tasks or orders simultaneously?

This question evaluates the candidate’s organizational and time management abilities.

Sample answer:

“I use a system of prioritization based on deadlines and customer requirements. I also maintain a checklist and utilize digital tools to track progress, ensuring I don’t overlook any tasks.”

5. Can you provide an example of a time when you improved efficiency in a previous warehouse role?

This question assesses the candidate’s initiative and ability to enhance warehouse operations.

Sample answer:

“In my previous role, I noticed that the layout of the warehouse was inefficient. I suggested a new arrangement that reduced travel time, resulting in a 15% increase in order fulfillment speed.”

6. Describe your approach to teamwork and collaboration in a warehouse environment.

This question evaluates the candidate’s interpersonal and teamwork skills.

Sample answer:

“I believe communication and cooperation are key in a warehouse. I actively share information with team members, offer assistance when needed, and maintain a positive attitude to foster a collaborative environment.”

7. Tell me about a situation where you had to adapt quickly to changes in a warehouse operation.

This question assesses the candidate’s adaptability and ability to handle unexpected challenges.

Sample answer:

“Once, our shipment arrived earlier than expected, causing a space shortage. I coordinated with my team to rearrange storage, ensuring smooth operations and minimal disruption.”

8. How do you handle stress or high-pressure situations in a fast-paced warehouse setting?

This question evaluates the candidate’s stress management and composure under pressure.

Sample answer:

“I remain focused on the task at hand, prioritize effectively, and communicate with colleagues to address urgent issues. Staying calm and composed helps me make sound decisions even in high-pressure situations.”

What does a good Warehouse Associate candidate look like?

An ideal Warehouse Associate candidate possesses the following qualities:

  1. Strong commitment to safety protocols.
  2. Proficiency in inventory management software and data entry.
  3. Physical fitness to handle lifting, moving, and standing for extended periods.
  4. Relevant experience in a warehouse or similar environment.
  5. Computer literacy for digital tasks.
  6. Familiarity with warehouse software tools.
  7. Effective problem-solving and resource management skills.

Red flags

During the interview process, watch out for red flags such as:

  • A lack of commitment to safety practices.
  • Inadequate computer skills for necessary tasks.
  • Physical limitations that prevent performing essential job requirements.
  • Limited or irrelevant experience in warehousing.
  • Difficulty in adapting to new software or technology.
  • Poor problem-solving abilities and resource management.

By asking these questions and considering the qualities and red flags mentioned, you can better assess candidates and select the Warehouse Associate who will contribute to the success of your warehouse operations.

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5 real-life Pest Control Technician interview questions and answers https://resources.workable.com/pest-control-technician-interview-questions Thu, 09 Nov 2023 15:45:39 +0000 https://resources.workable.com/?p=91804 These pest control technician interview questions are directly sourced from real hiring managers and they are ready to use. Make sure that you are interviewing the best pest control technician candidates. Sign up for Workable’s 15-day free trial to hire better, faster. 5 real-life pest control technician interview questions What was the most challenging pest control […]

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These pest control technician interview questions are directly sourced from real hiring managers and they are ready to use.

pest technician

Make sure that you are interviewing the best pest control technician candidates. Sign up for Workable’s 15-day free trial to hire better, faster.

5 real-life pest control technician interview questions

  1. What was the most challenging pest control job you have had? How did you handle it? What was the outcome?
  2. What precautions do you take when performing pest control services?
  3. How do you decide which treatment to use for a specific pest infestation?
  4. How do you determine the appropriate amount of pesticide to use on infected areas?
  5. What do you consider to be the most dangerous part of your line of work?

Here are 5 real-life interview questions with sample answers to help you identify the best candidates for this role.

1. What was the most challenging pest control job you have had? How did you handle it? What was the outcome?

This question helps assess the candidate’s problem-solving skills and ability to handle complex pest control situations.

Sample answer:

“The most challenging job I encountered was a severe termite infestation in a historic property. I conducted a thorough assessment, recommended a combination of treatments, and closely monitored progress until the infestation was eradicated.”

2. What precautions do you take when performing pest control services?

Understanding the safety measures taken by the candidate is crucial to ensure the well-being of both clients and technicians.

Sample answer:

“I always prioritize safety by wearing protective gear, following pesticide label instructions, and educating clients about post-treatment precautions.”

3. How do you decide which treatment to use for a specific pest infestation?

This question evaluates the candidate’s knowledge of pest behavior and treatment options.

Sample answer:

“I start with a thorough inspection to identify the pest species and assess the extent of the infestation. Based on my findings, I select the most effective and environmentally friendly treatment method.”

4. How do you determine the appropriate amount of pesticide to use on infected areas?

Proper pesticide application is crucial to avoid overuse or underuse.

Sample answer:

“I calculate the required pesticide quantity based on the square footage of the affected area, pest species, and product label instructions. Precision is essential to minimize environmental impact.”

5. What do you consider to be the most dangerous part of your line of work?

Understanding the candidate’s awareness of potential risks in pest control is essential for safety.

Sample answer:

“The most dangerous aspect is handling pesticides and working in confined spaces. To mitigate these risks, I always wear protective gear and ensure proper ventilation during treatments.”

What does a good Pest Control Technician candidate look like?

An ideal candidate for a Pest Control Technician role possesses strong problem-solving skills, in-depth knowledge of pest behavior and treatment methods, a strong commitment to safety protocols, excellent communication skills to educate clients, and adaptability to handle various pest scenarios efficiently.

Red flags

Red flags for a Pest Control Technician candidate may include a lack of proper certifications or licenses, inadequate knowledge of safety precautions, a history of unsafe pesticide handling, and an inability to provide clear and concise explanations of treatment methods.

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Real-life school bus driver interview questions and answers https://resources.workable.com/school-bus-driver-interview-questions/ Thu, 09 Nov 2023 14:37:17 +0000 https://resources.workable.com/?p=91797 These school bus driver interview questions are directly sourced from real hiring managers and they are ready to use. Make sure that you are interviewing the best school bus driver candidates. Sign up for Workable’s 15-day free trial to hire better, faster. 5 good School Bus Driver interview questions [Suggested by real hiring managers] Do you […]

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These school bus driver interview questions are directly sourced from real hiring managers and they are ready to use.

school bus driver

Make sure that you are interviewing the best school bus driver candidates. Sign up for Workable’s 15-day free trial to hire better, faster.

5 good School Bus Driver interview questions

  1. [Suggested by real hiring managers] Do you have the qualifications to legally be able to drive a school bus?
  2. [Suggested by real hiring managers] Have you ever had a DUI or been arrested?
  3. Can you describe your approach to managing student behavior on the bus?
  4. How do you ensure the safety of students while they are getting on or off the bus?
  5. What measures do you take to maintain the cleanliness and safety of the school bus?

Here are 2 real-life interview questions and 3 additional questions with sample answers to help you identify the best candidates for this role.

1. Do you have the qualifications to legally be able to drive a school bus?

Verify the candidate’s eligibility and qualifications to operate a school bus legally.

Sample answer:

“Yes, I possess a valid commercial driver’s license (CDL) with the necessary endorsements and meet all state and federal requirements to drive a school bus safely.”

2. Have you ever had a DUI or been arrested?

Inquire about the candidate’s legal and criminal history to ensure they meet safety requirements.

Sample answer:

“No, I have a clean driving record and have never had a DUI or been arrested. I understand the importance of maintaining a responsible and safe driving history, especially when transporting students.”

3. Can you describe your approach to managing student behavior on the bus?

Assess the candidate’s ability to handle and maintain discipline among students during bus rides.

Sample answer:

“I believe in setting clear expectations for student behavior from the beginning. I establish rules, communicate them to students and their parents, and use positive reinforcement techniques to encourage good behavior. If necessary, I address any issues promptly and consistently to ensure a safe and respectful environment.”

4. How do you ensure the safety of students while they are getting on or off the bus?

Evaluate the candidate’s procedures for safe boarding and disembarking of students.

Sample answer:

“Safety during boarding and disembarking is a top priority. I use a ‘two-step’ procedure, where I ensure that all traffic is stopped, and students cross only when it’s safe. I also conduct regular safety drills to educate students on safe practices.”

5. What measures do you take to maintain the cleanliness and safety of the school bus?

Assess the candidate’s commitment to maintaining a clean and safe bus environment.

Sample answer:

“I perform daily pre- and post-trip inspections to check for any safety or cleanliness issues. I also encourage students to keep the bus clean and report any safety concerns promptly. Maintaining a safe and hygienic environment is essential.”

What does a good school bus driver candidate look like?

An ideal School Bus Driver candidate should possess the following qualities:

Safety-conscious: Prioritizes the safety and well-being of students above all else.

Good communication: Can effectively communicate with students, parents, and school staff.

Patience: Remains calm and patient in challenging situations involving students.

Discipline skills: Has effective methods for managing student behavior on the bus.

Attention to detail: Conducts thorough pre- and post-trip inspections and maintains the bus in a safe and clean condition.

Red flags

Exercise caution when encountering School Bus Driver candidates who exhibit these red flags:

Poor driving record: Candidates with multiple traffic violations or a history of accidents may pose a safety risk.

Lack of patience: Inability to handle student behavior with patience and composure.

Disregard for safety: Candidates who do not prioritize safety procedures, cleanliness, or student well-being.

Communication issues: Difficulty in effectively communicating with students, parents, or school staff.

Inadequate knowledge: Lack of knowledge about local traffic laws and regulations related to school bus operations.

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7 in 10 workers lie in resumes – how do you catch them out? https://resources.workable.com/stories-and-insights/lie-in-resumes Fri, 10 Nov 2023 13:30:30 +0000 https://resources.workable.com/?p=91776 “Oh mum, I didn’t do it,” “I feel sick today, I don’t want to go to school,” “Yes, I finished my homework,” “It wasn’t my idea,” “I didn’t hear you call me.” Do all these tiny, innocent lies sound familiar to you? It would be a lie to not admit it. We choose to lie […]

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“Oh mum, I didn’t do it,” “I feel sick today, I don’t want to go to school,” “Yes, I finished my homework,” “It wasn’t my idea,” “I didn’t hear you call me.”

Do all these tiny, innocent lies sound familiar to you?

It would be a lie to not admit it.

We choose to lie from our childhood in our perpetual struggle to seek attention, to test our limits, or to avoid punishment. And it’s okay.

Lying is a sign that we have a steep imagination. It’s a step to our cognitive development and a way to be more independent at some point. It’s a way, if you want, to discover the value of honesty. It works fine when we are kids. 

Lying in resumes is true

In adult life, things are different. As kids mature, they usually outgrow these fibs. They need to be honest in their personal and professional relationships. But some lies remain innocent.

Lying on your resumes isn’t the end of the world. Actually, 7 in 10 workers do it in different ways, and guess what, they include applicants in your company – and those you’ve already hired.

Lying in resumes statistics

Today, as AI generative tools set in, it is easier than ever to present yourself in such a way that is a stretch of reality. However, when you repurpose a cover letter or leave AI to craft your whole CV without letting others know, is it still a lie of the same gravity?

Boundaries of lying may be subjective, but candidates choose to lie for one reason: to increase their appeal to the recruiter and to receive the coveted invitation for the job intervIew. 

Perfect candidates are no longer the case

It is not surprising that for many years, the HR industry has been focused on finding the perfect candidate. However, discussions about diversity, on-the-job training, and hiring without borders were not being considered. 

This practice drove many candidates to start lying about their hard and soft skills in order to present a better version of themselves and schedule an interview. 

The interview remains until today the best process of identifying lies such as educational background, inflated work experience, time gaps, false skills, or a criminal record.

As a recruiter, you can encourage people to be honest, even by updating details in your job description about the company culture and your needs.

Don’t write a job brief that attracts only the best of the best. Instead, write a job description that embraces talent and different skill sets that could be helpful for your organization. 

Give opportunities to rising talents and offer competitive on-the-job training to create the kind of employee that other companies would be jealous of.

But what happens even when you are so open and honest, and still come face to face with blatant lies? 75% of HR managers still catch a lie on a resume. How can you identify them? Let’s go deeper. 

Can AI tools help candidates to lie better? 

AI tools are prone to learning and they react based to what we prompt them. 

This implies that if a candidate fails to include important details or, in a more concerning scenario, deliberately provides false information about their qualifications, the AI tools will incorrectly attribute those qualifications to the candidate. 

Do you see the chaos that is coming? Don’t panic, because there are ways that can help you identify it. 

How to find out if a candidate is lying?

You don’t have to buy a lie detector to identify if a candidate is lying. There are some indicators that could help you during the interview process to have a clear sentiment about it. 

Some steps require being proactive as you navigate this labyrinth. Here are some actions you can take:  

1. Employment verification

Verifying your employment history is a standard procedure. Employers reach out to former managers or HR departments to confirm details like dates of employment, job titles, and roles. Any discrepancies may be red flags. Don’t go crazy about it. 

You can have a clear image just by visiting the candidate’s LinkedIn profile. 

Did you know that lying is more common in high level positions? For example, employees in management and executive positions were found to be more prone to exaggerating their AI skills compared to other employees according to ResumeBuilder

lying in resumes about AI skills

2. Background checks

Background checks delve into personal and criminal histories. If the information they provided conflicts with the findings of a background check, their credibility takes a hit. 

3. Reference checks

References play a crucial role. Employers may contact the individuals that candidates listed to vouch for their character. Inconsistencies in the information may surface during these conversations, especially if they have resorted to using false references.

4. Interview inconsistencies

Lying during an interview is risky. Nervousness or the inability to answer industry-related questions can raise suspicions. Hiring managers noticing inconsistencies may prompt further investigation.

5. Educational background verification

Employers can verify candidate’s educational credentials by contacting the institution or using third-party services. Falsifying academic achievements can be uncovered through these checks.

6. Job assessment

Some companies incorporate skills tests in their hiring process. Discrepancies between claimed skills and test scores may expose dishonesty.

7. Inconsistent resume information

Hiring managers scrutinize every application component for coherence. Inconsistencies in job titles, duties, or an exaggerated career path may trigger deeper investigations.

And remember: 51% of candidates may have gotten a bit more excited when describing their job role in their resumes. 

8. Lack of explanation

Vagueness in your resume or during the interview may signal a lack of actual skills or experience. Inability to provide specific details could lead hiring managers to question candidates’ qualifications. Embellishing responsibilities (52%) is the main reason for lying.

We live in a bad world, but we still have to believe in people. They are the most important asset of a company. Getting prepared means being ready to catch any lie, but there is no need to be an alternative to a truth detector. Look deeper and seek potential. 

Think about all the reasons why kids used to lie. 

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11 real-life HVAC service technician interview questions and answers https://resources.workable.com/hvac-service-technician-interview-questions Wed, 08 Nov 2023 14:59:43 +0000 https://resources.workable.com/?p=91756 These HVAC service technician interview questions are directly sourced from real hiring managers and they are ready to use. Make sure that you are interviewing the best HVAC service technician candidates. Sign up for Workable’s 15-day free trial to hire better, faster. 11 good HVAC service technician interview questions What does BTU/CAV/AHU mean? What is a […]

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These HVAC service technician interview questions are directly sourced from real hiring managers and they are ready to use.

field service technician interview questions

Make sure that you are interviewing the best HVAC service technician candidates. Sign up for Workable’s 15-day free trial to hire better, faster.

11 good HVAC service technician interview questions

  1. What does BTU/CAV/AHU mean?
  2. What is a cooling or heating load? How do you calculate it?
  3. What is the difference between a heat pump, heating, and refrigeration?
  4. What are the different ways heat can be lost or gained?
  5. Describe an HVAC job where you sacrificed safety for speed, and what was the outcome?
  6. How do you handle a customer who is angry or frustrated over their bill?
  7. In HVAC jobs, did you ever turn an unhappy customer into a happy customer?
  8. How do you view mobile technology and its role in the future of the HVAC industry?
  9. What safety violations do you see most often, and how would you prevent them?
  10. Are you more experienced with air cool chillers, water cool chillers, magnetic barring chillers?
  11. Do you do residential chillers?

Here are 11 essential interview questions and sample answers to help identify the best candidates for this role.

1. What does BTU/CAV/AHU mean?

This question assesses the candidate’s knowledge of HVAC terminology, including BTU (British Thermal Unit), CAV (Constant Air Volume), and AHU (Air Handling Unit).

Sample answer:

“BTU stands for British Thermal Unit, a measurement of energy used to quantify heating and cooling capacities. CAV refers to Constant Air Volume, a type of HVAC system that maintains a consistent airflow rate. AHU stands for Air Handling Unit, a device responsible for circulating and conditioning air in HVAC systems.”

2. What is a cooling or heating load? How do you calculate it?

This question evaluates the candidate’s understanding of cooling and heating load calculations, a fundamental aspect of HVAC system design.

Sample answer:

“Cooling or heating load refers to the amount of heat energy that needs to be added or removed from a space to maintain the desired temperature. It is calculated by considering factors such as the building’s size, insulation, occupancy, and climate. Load calculations are essential for sizing HVAC equipment correctly.”

3. What is the difference between a heat pump, heating, and refrigeration?

This question assesses the candidate’s knowledge of HVAC concepts, including the distinctions between a heat pump, heating systems, and refrigeration systems.

Sample answer:

“A heat pump is an HVAC system that can both heat and cool spaces by transferring heat from one location to another. Heating systems primarily generate heat to warm spaces, while refrigeration systems are designed to remove heat from spaces to cool them.”

4. What are the different ways heat can be lost or gained?

This question evaluates the candidate’s awareness of heat transfer mechanisms, which are essential for HVAC system efficiency.

Sample answer:

“Heat can be gained or lost through conduction, convection, and radiation. Conduction involves heat transfer through direct contact, convection through the movement of fluids (liquids or gases), and radiation through electromagnetic waves.”

5. Describe an HVAC job where you sacrificed safety for speed, and what was the outcome?

This question assesses the candidate’s commitment to safety in HVAC work and their ability to make sound decisions under pressure.

Sample answer:

“I prioritize safety in all HVAC jobs. There was a situation where there was pressure to complete a repair quickly, but I chose not to sacrifice safety. Taking the necessary precautions, we completed the job without incidents, ensuring the safety of both our team and the customer.”

6. How do you handle a customer who is angry or frustrated over their bill?

This question evaluates the candidate’s customer service skills and their ability to address customer concerns professionally.

Sample answer:

“I listen actively to the customer’s concerns, empathize with their frustration, and explain the billing details clearly. If there are discrepancies, I investigate and rectify them promptly. My goal is to ensure the customer feels heard and satisfied with the resolution.”

7. In HVAC jobs, did you ever turn an unhappy customer into a happy customer?

This question assesses the candidate’s ability to handle customer dissatisfaction and provide effective solutions.

Sample answer:

“Yes, in a previous HVAC job, a customer was unhappy with a previous contractor’s work. I thoroughly assessed the system, addressed the issues, and provided a detailed explanation to the customer. By delivering high-quality service and clear communication, we turned the unhappy customer into a satisfied one.”

8. How do you view mobile technology and its role in the future of the HVAC industry?

This question explores the candidate’s perspective on the role of technology in HVAC service and their adaptability to industry advancements.

Sample answer:

“I believe mobile technology is crucial for the HVAC industry’s future. It allows for remote monitoring, diagnostics, and efficient scheduling. Embracing mobile tools can enhance service quality, response times, and customer satisfaction.”

9. What safety violations do you see most often, and how would you prevent them?

This question assesses the candidate’s awareness of common safety violations in HVAC work and their proactive approach to preventing them.

Sample answer:

“Common safety violations include inadequate PPE usage, improper equipment handling, and failure to follow lockout/tagout procedures. To prevent these violations, I prioritize safety training, provide proper PPE, and implement strict safety protocols and inspections.”

10. Are you more experienced with air cool chillers, water cool chillers, magnetic barring chillers? Do you do residential chillers?

This question evaluates the candidate’s specialization and experience in working with specific types of chillers, including air-cooled, water-cooled, and magnetic bearing chillers.

Sample answer:

“I have experience with various types of chillers, including air-cooled and water-cooled chillers. I am also familiar with magnetic bearing chillers. While I primarily focus on commercial HVAC systems, I have some experience with residential chillers as well. My expertise lies in providing comprehensive chiller services and maintenance for a wide range of clients.”

What does a good HVAC service technician candidate look like?

A top-notch HVAC Service Technician should possess the following qualities:

Technical expertise: Proficiency in HVAC systems, equipment, and relevant tools, as well as a deep understanding of HVAC principles, regulations, and safety procedures.

Problem-solving skills: The ability to diagnose and resolve complex HVAC issues efficiently, ensuring optimal system performance.

Customer service: Strong interpersonal and communication skills to interact professionally with clients, address concerns, and provide exceptional service.

Safety focus: A commitment to safety protocols and the prevention of accidents, ensuring the well-being of themselves and others.

Adaptability: Readiness to embrace technological advancements and industry changes to stay competitive and provide innovative solutions.

Red flags

Beware of HVAC Service Technician candidates who exhibit the following red flags:

Safety neglect: Candidates who downplay the importance of safety protocols or have a history of safety violations.

Limited technical knowledge: Lack of fundamental HVAC knowledge, experience, or certifications required for the job.

Poor customer service: Difficulty in handling customer complaints, dissatisfaction, or resolving conflicts professionally.

Resistance to technology: An aversion to adopting new technologies or an unwillingness to learn and adapt to industry advancements.

Specialization mismatch: Candidates who claim expertise in areas not relevant to the job or who lack experience in essential areas.

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4 real-life maintenance technician interview questions and answers https://resources.workable.com/maintenance-technician-interview-questions Wed, 08 Nov 2023 13:39:04 +0000 https://resources.workable.com/?p=91755 These maintenance technician interview questions are directly sourced from real hiring managers and they are ready to use. Make sure that you are interviewing the best maintenance technician candidates. Sign up for Workable’s 15-day free trial to hire better, faster. 4 good maintenance technician interview questions What are preventitive maintenance regulations? What experience do you have […]

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These maintenance technician interview questions are directly sourced from real hiring managers and they are ready to use.

field service technician interview questions

Make sure that you are interviewing the best maintenance technician candidates. Sign up for Workable’s 15-day free trial to hire better, faster.

4 good maintenance technician interview questions

  1. What are preventitive maintenance regulations?
  2. What experience do you have in plumbing?
  3. Can you describe how you effectively inspect ventilation systems?
  4. How do you prioritize your duties on a Monday morning?

Here are 4 essential interview questions and sample answers to help identify the best candidates for this role.

1. What are preventive maintenance regulations?

This question evaluates the candidate’s knowledge of preventive maintenance regulations and their ability to comply with industry standards.

Sample answer:

“Preventive maintenance regulations are guidelines and protocols that govern the regular upkeep of equipment and systems to prevent breakdowns and ensure safety. Compliance with these regulations involves adhering to scheduled maintenance tasks, inspections, and record-keeping to ensure that equipment operates efficiently and safely.”

2. What experience do you have in plumbing?

This question assesses the candidate’s expertise in plumbing, which can be a critical aspect of maintenance work.

Sample answer:

“I have substantial experience in plumbing, having worked on various plumbing systems, including repairing leaks, unclogging drains, and installing fixtures. I understand the importance of maintaining proper water flow and ensuring that plumbing systems meet safety and sanitation standards.”

3. Can you describe how you effectively inspect ventilation systems?

This question evaluates the candidate’s ability to inspect and maintain ventilation systems, which are vital for indoor air quality.

Sample answer:

“When inspecting ventilation systems, I start by checking air filters and cleaning or replacing them if necessary. I examine ductwork for any signs of leaks or damage and ensure that fans and motors are in good working condition. Additionally, I assess airflow and ventilation efficiency to confirm that the system effectively circulates fresh air.”

4. How do you prioritize your duties on a Monday morning?

This question assesses the candidate’s organizational and time management skills, crucial for handling maintenance tasks efficiently.

Sample answer:

“On a Monday morning, I prioritize my duties by first reviewing any urgent maintenance requests or safety concerns that require immediate attention. Then, I assess the maintenance schedule and prioritize tasks based on criticality and impact on operations. By starting with high-priority items and planning my day accordingly, I can ensure a productive week.”

What does a good Maintenance Technician candidate look like?

An ideal Maintenance Technician candidate possesses a solid understanding of preventive maintenance regulations, expertise in plumbing, effective ventilation system inspection skills, and excellent time management abilities. They prioritize tasks efficiently to maintain facility functionality and safety.

Red flags

Red flags for a Maintenance Technician position may include a lack of knowledge regarding preventive maintenance regulations, inadequate plumbing skills, an inability to describe effective ventilation system inspections, and poor time management or prioritization skills.

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Is career development good for employee retention in SMBs? https://resources.workable.com/stories-and-insights/employee-retention-in-small-businesses Wed, 08 Nov 2023 15:29:50 +0000 https://resources.workable.com/?p=91742 One of the most challenging aspects of hiring employees is retaining them. In today’s fast-paced business environment with options to work remotely, employees are not keen on sticking around if they find a better opportunity, higher salary, work environment, and perks. How then can employers retain them? Most employers veer towards career planning and development […]

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One of the most challenging aspects of hiring employees is retaining them. In today’s fast-paced business environment with options to work remotely, employees are not keen on sticking around if they find a better opportunity, higher salary, work environment, and perks.

How then can employers retain them? Most employers veer towards career planning and development but is it an effective practice?

Let’s explore the different challenges, and why (or why not) it is good to have career development strategies in place.

In a traditional setting, employee retention is often associated with better salaries, bonuses, and paid time off. Not so for the current generation of employees. The Great Resignation of 2021 has shown us employees no longer feel they need to be shackled to jobs with low pay, no opportunities for career advancement, and work-life balance. 

As much as 38% of employees will quit in the first year of employment if employers do not have anything tangible to offer on the table. It has become more and more challenging to hire and retain employees nowadays. 

Why employee retention is challenging

Whether you own a small business or a large enterprise, the hard reality is that employers can’t tie down employees anymore.  

The fast-paced technological advancement; the changing economic conditions; and the corresponding business needs, have given rise to the dynamic workplace where multi-skilled employees are in great demand, salaries are competitive, and well-connected workplaces are the norm. 

As a result, a 9-to-5 job is a thing of the past. Better salaries, paid time off, health insurance, and such benefits may have retained employees a decade ago but today they want more. 

Businesses with smaller HR budgets, find the cost of replacement as high as 33% of an employee’s salary, quite challenging to meet. This calls for the need to study and understand what today’s employees look for when they evaluate job options. 

employees. will quit in the first year of employment

Factors that impact employee retention

Let’s get this straight: there is no one-size-fits-all approach to retention. It is relative to industry, company size, mode of operation, and workplace culture. In this article, we’ll focus on some of the major factors that impact retention in small businesses. 

Global factors  

The COVID-19 pandemic was one of the main reasons that small businesses were forced to cut down on human resources, cost of operations, and go into remote mode. Today, global remote teams have become a common denominator for companies with smaller budgets looking for rapid business growth. 

Remote work, in particular in the technology sector where it is easy to plug into the workplace, has caused employees to re-evaluate the necessity of in-person office when they already have tools, processes, and virtual team mechanisms in place. 

It also makes sense to cut down on “going to the office costs” as global inflation sets in. 

Work culture 

According to a Forbes article, some of the main factors that employees cited that led to the Great Resignation were feelings of disrespect, dismissive behavior of employers, and lack of transparency. 

Inclusivity, diversity, accountability have become the benchmarks for employees to choose a company to work with.

As more and more employees think beyond the tangible benefits, aspects like inclusivity, diversity, accountability, etc. have become the benchmarks for employees to choose a company to work with. 

The changing attitudes do not stop there. Today’s employees have high expectations from their employers. They are attracted to organizations that have: 

  • Culture of innovation 
  • Job goals and purpose
  • Engaged employers
  • Work-life balance
  • Environmentally conscious, to name a few

Employers need to really prove to employees that their organizations are worth pursuing, and not the other way around.  

Competitive hiring strategies

Despite the prevailing rate of 3.8% unemployment in the United States, hiring remains robust generally. In the technology sector, some of the driving forces for hiring are the rapid rate of innovations like the development of artificial intelligence (AI), and startup unicorns entering the market with Y combinator accelerator programs

In order to attract top technical talents in a shorter time frame, companies are adopting competitive hiring strategies. 

In order to attract top technical talents in a shorter time frame, companies are adopting competitive hiring strategies. 

Apart from high salaries, it’s common for employers to offer WFH, flexible hours, and four-day work week options. Throw in perks like company gadgets, paid vacation, airfare, food allowance, etc. then consider the deal done. 

What can employers do about it?

Given the rapidly changing status quo of the job marketplace, employers need to adapt and adopt effective hiring strategies with retention mechanisms in place. 

Having a career development strategy is a good start. Employees prefer to work for employers who plan their career paths for growth and development for the long term. This shows that the company is committed and has a clear vision for their roles in the organization. 

However, career development is not enough. What employers need to do is go the extra mile if they are concerned about retaining valuable human resources for business continuity. 

Planning resources and strategies

Having worked with startups with limited resources, and now at Logo Design, a SaaS small business, I understand the importance of budgets and hiring constraints. My take on this is that retention strategies do not necessarily have to be expensive. You just need creativity and commitment. 

So, let’s explore the options.

1. Set clear career goals

You don’t have to be a genius to know that every person, young or old, needs a sense of purpose, and a goal in life. A personalized career plan is part of it and it starts right from the moment of the interview. 

In my view, finding the right person for the right job isn’t effective anymore, after all, you can train them to the skill level that you want them to be at. A couple of years ago we engaged an intern with no skills in Adobe Illustrator or Photoshop. We trained him so thoroughly that today he’s a senior graphic designer who not only creates logos, mockups, and brand identities but also designs infographics. 

My point is, finding someone with the right attitude and aspirations goes a long way. I ask myself: Can they fit in with the company culture? Will their career goals fit in with the company’s goals? Are they willing to learn on the job? Are they committed?  

2. Build mentorship programs 

Establishing a mentorship program is a great strategy that forces employees to work together to achieve a common goal. Mentoring not only helps the mentored but also the mentor as well.

At BalanceOne.com for example, James Wilkinson shares, “We provide job shadowing opportunities for our employees to gain valuable insights into various roles within the company. This allows them to expand their skill set and fosters a sense of camaraderie and understanding among teams.”

Job shadowing, cross-training, and buddy systems are all great options for on-the-job training and upskilling.  

3. Establish upskilling and reskilling programs

Speaking of skilling, I find reskilling and upskilling programs superb tools to help team members stay abreast with technological development and industry trends, especially in the tech sector where a lot happens day to day. 

For companies that can afford it, funded courses, training, workshops, seminars, webinars in AI, cybersecurity, and software, can develop a sense of loyalty towards the organization, says Maurizio Petrone of Must Read Quotes. 

For employers with low or no training budgets, reskilling and upskilling can take the form of internal knowledge-sharing, training and team-building sessions.

Encouraging employees to take free online courses through Udemy, Google, Facebook, etc. helps in professional development and growth. Even making an hour a day mandatory skill learning fosters commitment to a company that values their contribution. 

Besides, Sarah Jeffries, Managing Director of First Aid Course Leicester adds, “By working on projects they are genuinely passionate about, employees not only gain valuable experience but also acquire new skills and insights that contribute to their overall professional growth.” 

4. Ensure an inclusive and respectful company culture

People by nature are communal. So, building a community is not that difficult. What matters most is developing a culture of inclusivity, transparency, and accountability in that community. How do you do that?

Anand Krishan of SlidetBazaar tells us, “We openly share our company’s performance and emphasize that their contributions matter in our journey. We position ourselves as underdogs fighting against industry giants, encouraging our team to be the driving force behind our success.”

As we have discovered earlier, one of the most important factors that influence employees to quit is disrespect. Disrespect comes in all forms, ranging from abuse, and bullying to dismissive behavior.

At Logo Design, we maintain a respectful company culture from top to bottom and vice versa. Abusiveness, harassment, and bullying are not tolerated because we’ve seen that news about them tends to spread in the candidate circle and discourages them from applying to the company that harbors such a reputation. 

Moreover, an open-door policy has helped me check on employee motivation levels; address grievances and feedback on the spot; and keep a check on managers as well. 

The bottom line is if you treat employees with respect, trust, and recognition, David Zhang of KateBackDrop emphasizes that you are gearing for a positive work environment that will make employees think twice before leaving such a robust company culture behind.

5. Recognize and reward development

Where there is so much going on, rewards and recognition can’t be that important. Wrong!

Employees are as hungry for recognition and rewards as they are for the above elements for career development.

Employees are as hungry for recognition and rewards as they are for the above elements for career development.

For an employer of a small business, like mine, it is difficult to shell out monetary bonuses for everyone. What we can do is celebrate small achievements with verbal recognition, written notes, time out, books, free redeemable coupons, etc. that can make a difference and encourage healthy competition. 

Having said that, yearly appraisals, performance bonuses, paid vacation including airfare, etc. attached with monetary values have their charm too. 

If you can’t have both then at least have one in place to make employees feel acknowledged and earn satisfaction through rewards. 

6. Prioritize work-life balance, a reduced workweek, and flexible hours

In recent years, work-life balance has gained a great deal of popularity, and rightly so. In countries like Japan, the U.S., and others, where “work is life” devalues personal relationships, quality of life, and purpose of work, employees realized after the pandemic that they can have both work and life balanced out, which has given employers cause for concern.

Hence, strategies for work-life balance with flex hours, reduced workweeks, and ensuring personal needs like maternity and paternity leaves, and childcare are met, have made companies like Google, Apple, Tata, etc. the best places to work

According to Phil McParlane of 4dayweek.io over 95% prefer to have 4-day work week but only 0.5% of companies offer this. Any company that offer this perk can have a retention rate as much as 80-90%. Those are staggering numbers.

They have proved that changing the way we work has in fact increased productivity rather than decreasing it. These strategies are not difficult to implement, just need the commitment and processes to accommodate work-life needs.

So, does career development help in employee retention?

The short answer is yes. Career development does help in employee retention. But it can’t be the only strategy. 

Employers need to think beyond this, to help employees envision their personal and career development goals and aspirations. By combining the value of their work, people they associate with, a community, and trust of the organization, employers help their people develop a sense of wellbeing, job satisfaction, and achievement when they commit their lives to the company. 

Developing an engaged and inclusive work culture is critical for retention as well. In a study by Advanced, where Nick Gallimore is Managing Director, reports about 73% of employees are of the view that their organizations could engage more with them.

Instead of the traditional yearly performance appraisals, today’s employees are keen on getting instant feedback for improving skills and personal development.

Instead of the traditional yearly performance appraisals, today’s employees are keen on getting instant feedback for improving skills and personal development.

It fosters a culture of continuous learning which adds value to skilled resources.

Feedback also opens up channels of communication in real-time, and allows employers to resolve grievances as they work together. They are able to recognize and reward deserving employees and acknowledge their roles in contributing to the company’s mission. This way, a sense of trust, loyalty, and community is developed between them, making employees reluctant to leave. 

Finally, retention is about making employees feel they are part of a bigger picture rather than just a peg in the wrong hole.

Janil Jean is the Head of Operations at LogoDesign.net. She loves to write about branding, small business, organizational development, careers, and digital marketing. She is the owner of multiple blogs including BusinessSchoolHub.com, and a contributor for Newsbreak, eLearning, GoSkills. Connect with her on social media: LinkedIn, Twitter or Facebook.

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Hiring help, for free! Introducing Workable’s Free Tools for Managers https://resources.workable.com/backstage-at-workable/hiring-help-for-free-introducing-workables-free-tools-for-managers/ Thu, 09 Nov 2023 13:32:45 +0000 https://resources.workable.com/?p=91734 Workable is thrilled to announce Workable’s Free Tools for Managers – a suite of tools designed to help managers hire. Generate interview kits and then add your candidates to evaluate them all in one place, for every job you’re hiring for. Workable has learned a lot helping 27,000 companies make more than 1.5 million hires. […]

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Workable is thrilled to announce Workable’s Free Tools for Managers – a suite of tools designed to help managers hire. Generate interview kits and then add your candidates to evaluate them all in one place, for every job you’re hiring for.

Workable has learned a lot helping 27,000 companies make more than 1.5 million hires. We combine that expertise with the latest generative AI to craft a highly relevant interview kit for each job and then help you make it perfect by regenerating questions and incorporating your own.

How it works:

  1. Type in the job title and industry you’re hiring for.
  2. Receive a custom interview kit with main questions, potential answers, and follow-up questions in seconds.
  3. Add candidates by dragging and dropping their resumes or typing in their email addresses.
  4. Evaluate your candidates using your interview kit.
  5. Hire the best.

There are a few exciting updates on the way, too:

  • Generate job descriptions
  • Choosing the tone that matches your interview style

Workable’s Free Tools for Managers is the best way for managers to hire – for free.

Want to try? Type in your job title.

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4 real-life refrigeration repair service technician interview questions and answers https://resources.workable.com/refrigeration-repair-service-technician-interview-questions Tue, 07 Nov 2023 15:38:28 +0000 https://resources.workable.com/?p=91732 These refrigeration repair service technician interview questions are directly sourced from real hiring managers and they are ready to use. Make sure that you are interviewing the best refrigeration repair service technician candidates. Sign up for Workable’s 15-day free trial to hire better, faster. 4 good refrigeration repair service technician interview questions How do you deal […]

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These refrigeration repair service technician interview questions are directly sourced from real hiring managers and they are ready to use.

field service technician interview questions

Make sure that you are interviewing the best refrigeration repair service technician candidates. Sign up for Workable’s 15-day free trial to hire better, faster.

4 good refrigeration repair service technician interview questions

  1. How do you deal with clients who are not prepared to pay for equipment upgrades or replacements?
  2. What techniques should you use to diagnose mechanical and gas failures in a refrigeration system?
  3. What information should you receive from the client before arriving on a job site?
  4. What was the most complex installation job you have completed in your previous work?

Here are 4 essential interview questions and sample answers to help identify the best candidates for this role.

1. How do you deal with clients who are not prepared to pay for equipment upgrades or replacements?

This question assesses the candidate’s ability to handle challenging situations where clients may be reluctant to invest in necessary upgrades or replacements due to cost concerns.

Sample answer:

“When faced with clients who are hesitant to pay for equipment upgrades or replacements, I take a consultative approach. I explain the benefits of the upgrade in terms of energy efficiency, potential cost savings in the long run, and how it aligns with their specific needs. I also provide multiple options, if available, and discuss financing solutions. However, I always respect the client’s final decision, as their satisfaction is crucial.”

2. What techniques should you use to diagnose mechanical and gas failures in a refrigeration system?

This question evaluates the candidate’s technical expertise and knowledge of diagnostic techniques for identifying and addressing mechanical and gas-related failures in refrigeration systems.

Sample answer:

“To diagnose mechanical failures, I employ a combination of visual inspections, listening for unusual sounds, and the use of diagnostic tools such as pressure gauges, thermometers, and amp meters. For gas failures, I conduct pressure tests to identify leaks and use refrigerant leak detectors to pinpoint the exact location. Once identified, I proceed with the necessary repairs or replacements following safety protocols.”

3. What information should you receive from the client before arriving on a job site?

This question assesses the candidate’s preparedness and communication skills when handling service calls.

Sample answer:

“Before heading to a job site, it’s crucial to gather essential information from the client. This includes details about the malfunctioning equipment, such as its make and model, the specific symptoms or issues they’ve observed, and any relevant information about prior service history. Additionally, having the client’s contact information and a clear address for the job site ensures that I can efficiently plan and execute the service call.”

4. What was the most complex installation job you have completed in your previous work?

This question helps gauge the candidate’s level of experience and expertise by asking about a challenging installation project they have tackled in the past.

Sample answer:

“One of the most complex installation projects I’ve handled involved designing and installing a comprehensive commercial refrigeration system for a supermarket. This project demanded careful planning, precise calculations, and strict adherence to safety standards. It included installing multiple units, ensuring proper ventilation, and setting up the refrigeration system for optimal performance, all while minimizing downtime for the client.”

What does a good Refrigeration Repair Service Technician candidate look like?

A highly qualified Refrigeration Repair Service Technician candidate possesses a blend of technical proficiency, strong communication skills, adeptness in addressing client concerns regarding cost, and extensive experience in tackling complex installation projects. They excel at diagnosing mechanical and gas-related failures and exhibit a commitment to client satisfaction.

Red flags

Potential red flags for a Refrigeration Repair Service Technician position may include a lack of technical knowledge in refrigeration systems, poor communication skills that hinder client interactions, an inability to effectively handle client concerns related to cost, and limited experience in handling complex installation projects.

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5 real-life appliance repair service technician interview questions and answers https://resources.workable.com/appliance-repair-service-technician-interview-questions Tue, 07 Nov 2023 09:59:05 +0000 https://resources.workable.com/?p=91731 These appliance repair service technician interview questions are directly sourced from real hiring managers and they are ready to use. Make sure that you are interviewing the best appliance repair service technician candidates. Sign up for Workable’s 15-day free trial to hire better, faster. 5 good appliance repair service technician What is the most challenging part […]

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These appliance repair service technician interview questions are directly sourced from real hiring managers and they are ready to use.

maintenance supervisor interview questions

Make sure that you are interviewing the best appliance repair service technician candidates. Sign up for Workable’s 15-day free trial to hire better, faster.

5 good appliance repair service technician

  1. What is the most challenging part of providing repair cost estimates and recommending whether appliance repair or replacement is a better choice?
  2. Tell me about the last time you performed routine maintenance on equipment. How did you determine when and what type of work was needed?
  3. What have you found to be the best way to observe and examine appliances during operation to detect specific malfunctions such as loose parts or leaking fluid?
  4. Provide a time when you dealt calmly and effectively with a high-stress situation.
  5. Describe an experience when you talked to customers or referred to work orders to establish the nature of appliance malfunctions.

Here are 5 essential interview questions and sample answers to help identify the best candidates for this role.

1. What is the most challenging part of providing repair cost estimates and recommending whether appliance repair or replacement is a better choice?

This question assesses the candidate’s ability to evaluate appliance issues and make cost-effective recommendations.

Sample answer:

“The most challenging part is determining whether a repair is cost-effective for older appliances. I consider factors like the appliance’s age, condition, and the cost of replacement parts to make informed recommendations.”

2. Tell me about the last time you performed routine maintenance on equipment. How did you determine when and what type of work was needed?

This question evaluates the candidate’s experience in routine maintenance and their decision-making process for maintenance tasks.

Sample answer:

“In my previous role, I regularly performed maintenance on appliances. I used a combination of manufacturer’s guidelines, visual inspections, and diagnostic tests to determine when maintenance was needed and what type of work was required.”

3. What have you found to be the best way to observe and examine appliances during operation to detect specific malfunctions such as loose parts or leaking fluid?

This question assesses the candidate’s troubleshooting skills and their methods for identifying appliance malfunctions.

Sample answer:

“I find that a combination of visual inspections, listening for unusual sounds, and using diagnostic tools like thermal imaging can help pinpoint specific malfunctions during appliance operation.”

4. Provide a time when you dealt calmly and effectively with a high-stress situation.

This question evaluates the candidate’s ability to handle stress, which is important when dealing with urgent appliance repair requests.

Sample answer:

“During a high-stress situation, I remained calm and focused when a customer’s refrigerator stopped working just before a big event. I quickly diagnosed the issue, explained the repair process, and ensured their appliance was up and running in time.”

5. Describe an experience when you talked to customers or referred to work orders to establish the nature of appliance malfunctions.

This question explores the candidate’s communication skills and their ability to gather information from customers and work orders.

Sample answer:

“In previous roles, I frequently interacted with customers to understand appliance issues. I asked relevant questions, actively listened to their descriptions, and referred to work orders to gain insights into the nature of malfunctions.”

What does a good Appliance Repair Service Technician candidate look like?

A strong Appliance Repair Service Technician candidate should have a solid understanding of appliance diagnostics and repair, be skilled in routine maintenance, possess effective troubleshooting abilities, remain calm under high-stress situations, and have excellent communication skills to interact with customers and gather information.

Red flags

Red flags for an Appliance Repair Service Technician position may include a lack of technical knowledge in appliance repair, inadequate maintenance skills, difficulty troubleshooting and diagnosing issues, an inability to handle high-stress situations, and poor communication skills.

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7 real-life tax preparer interview questions https://resources.workable.com/tax-preparer-interview-questions Mon, 06 Nov 2023 15:36:31 +0000 https://resources.workable.com/?p=91730 These tax preparer interview questions are directly sourced from real hiring managers and they are ready to use. Make sure that you are interviewing the best tax preparer candidates. Sign up for Workable’s 15-day free trial to hire better, faster. 7 good tax preparer interview questions Describe your knowledge of accounting. Where else do you have […]

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These tax preparer interview questions are directly sourced from real hiring managers and they are ready to use.

Tax Accountant interview questions

Make sure that you are interviewing the best tax preparer candidates. Sign up for Workable’s 15-day free trial to hire better, faster.

7 good tax preparer interview questions

  1. Describe your knowledge of accounting.
  2. Where else do you have experience in the accounting industry other than preparing income taxes?
  3. Do you have experience preparing individual income taxes and corporate income taxes?
  4. Have you used Drake software before? What is your level of proficiency?
  5. Do you know how to manage QuickBooks?
  6. Do you have a notary public license? Would you be willing to take the test to get one?
  7. Do you have experience with payroll?

Here are 7 essential interview questions and sample answers to help identify the best candidates for this role.

1. Describe your knowledge of accounting.

This question assesses the candidate’s understanding of accounting principles, which is crucial for accurate tax preparation.

Sample answer:

“I have a strong foundation in accounting principles, including double-entry accounting, financial statement analysis, and taxation. This knowledge is essential for accurately preparing tax returns.”

2. Where else do you have experience in the accounting industry other than preparing income taxes?

This question explores the candidate’s broader accounting experience and expertise.

Sample answer:

“In addition to tax preparation, I have experience in auditing, financial analysis, and budgeting. My diverse accounting background enables me to provide comprehensive financial insights to clients.”

3. Do you have experience preparing individual income taxes and corporate income taxes?

This question determines if the candidate has experience with both individual and corporate tax preparation.

Sample answer:

“Yes, I have extensive experience in preparing both individual and corporate income tax returns. I’m familiar with the unique tax considerations for each type of entity.”

4. Have you used Drake software before? What is your level of proficiency?

This question assesses the candidate’s familiarity with tax preparation software, which is commonly used in the industry.

Sample answer:

“I have worked extensively with Drake software for tax preparation. I consider myself proficient in using its features to streamline the tax preparation process.”

5. Do you know how to manage QuickBooks?

This question evaluates the candidate’s ability to work with accounting software, specifically QuickBooks, which is widely used for financial management.

Sample answer:

“Yes, I am proficient in QuickBooks and have used it for financial data management, bookkeeping, and reconciliations in previous roles.”

6. Do you have a notary public license? Would you be willing to take the test to get one?

This question inquires about the candidate’s notary public license status, which can be valuable in the tax preparation process.

Sample answer:

“I currently do not hold a notary public license, but I am open to obtaining one if it is a requirement for the position. I understand the importance of notarizing documents in certain tax-related matters.”

7. Do you have experience with payroll?

This question assesses the candidate’s familiarity with payroll processing, which is often related to tax matters.

Sample answer:

“Yes, I have experience in payroll processing, including calculating employee wages, tax withholdings, and preparing payroll tax returns. It complements my tax preparation skills.”

What does a good Tax Preparer candidate look like?

A strong Tax Preparer candidate should have a solid understanding of accounting principles, experience in both individual and corporate tax preparation, proficiency in tax preparation software like Drake, and the ability to manage financial software like QuickBooks. A willingness to obtain a notary public license and experience in payroll processing can be valuable additional skills.

Red flags

Red flags for a Tax Preparer position may include a lack of accounting knowledge, limited experience in tax preparation, unfamiliarity with tax software, resistance to obtaining a notary public license if required, and a lack of experience in payroll processing.

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Transgender policy template https://resources.workable.com/transgender-policy-template/ Mon, 06 Nov 2023 14:54:50 +0000 https://resources.workable.com/?p=91722 This transgender policy template offers a comprehensive roadmap to create an inclusive work environment. It lays out clear guidelines, ensuring that transgender employees are treated with respect and dignity. By following this template, HR can foster a culture of acceptance, reduce potential legal liabilities, and boost overall workplace morale. What is a transgender policy? Transgender […]

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This transgender policy template offers a comprehensive roadmap to create an inclusive work environment. It lays out clear guidelines, ensuring that transgender employees are treated with respect and dignity. By following this template, HR can foster a culture of acceptance, reduce potential legal liabilities, and boost overall workplace morale.

What is a transgender policy?

Transgender policies are essential frameworks designed to ensure that transgender individuals are treated equitably in the workplace. These policies help create an environment where everyone, regardless of their gender identity or expression, can feel safe, respected, and valued. Implementing such policies recognizes the rights of transgender individuals and actively combats discrimination, harassment, and any forms of bias they might face in professional settings.

A workplace that acknowledges and respects the diverse identities of its employees is not only morally right but also beneficial in promoting a culture of understanding and acceptance. Transgender policies serve as a declaration of an organization’s commitment to safeguarding the rights and well-being of its transgender workforce. They provide clear guidelines on how to navigate situations specific to transgender employees, such as name changes, restroom access, and dress codes.

A transgender policy should include:

  1. Clear definitions of terms related to gender identity and expression
  2. Guidelines on name and pronoun use and changes in official records
  3. Procedures for addressing instances of discrimination or harassment
  4. Details on accommodations, such as restroom and locker room access

Why is it important to have a transgender policy for your organization?

Incorporating a transgender policy is a testament to an organization’s commitment to diversity and inclusion. Such a policy not only protects transgender employees from discrimination but also fosters a positive and inclusive company culture. A supportive environment improves employee satisfaction, reduces turnover, and can even enhance brand reputation. Moreover, a clear policy can mitigate potential legal complications by ensuring compliance with anti-discrimination laws.

Step-by-step instructions on writing your own transgender policy

1. Research and understand the basics: Begin by understanding the specific needs and rights of transgender individuals. For example, recognize the significance of correct pronoun usage.
2. Engage stakeholders: Involve transgender employees or consultants in the drafting process. Their insights will be invaluable.
3. Define key terms: Clearly define terms such as gender identity, gender expression, and transgender. For instance, “Gender Identity: An individual’s internal understanding of their own gender, which may or may not align with the sex assigned at birth.”
4. Establish guidelines for name and pronoun usage: Detail how the organization will address name changes in official documents. For example, “Employees have the right to be addressed by their chosen name and pronouns, which will be updated in email addresses, name tags, and official records upon request.”
5. Address accommodations: Outline procedures for restroom and locker room usage. E.g., “Employees are allowed to use facilities that align with their gender identity.”
6. Set up reporting mechanisms: Create a clear procedure for reporting and addressing instances of discrimination or harassment. This might include a designated contact person and a commitment to confidentiality.
7. Train and educate: Organize regular training sessions for employees and management to foster understanding and sensitivity.
Review and Revise: Periodically reassess the policy, incorporating feedback from employees and staying updated with evolving best practices.

Transgender policy template

[Organization Name] Transgender Policy

1. Purpose

This policy is designed to foster an inclusive and respectful work environment for all employees, regardless of gender identity or expression.

2. Definitions

Gender Identity: An individual’s internal understanding of their own gender.
Transgender: A term describing individuals whose gender identity differs from the sex assigned to them at birth.

3. Name and pronoun usage

Employees have the right to be addressed by their chosen name and pronouns. Any changes will be promptly reflected in official documents, email addresses, and name tags.

4. Accommodations

All employees are entitled to use restrooms and locker rooms that align with their gender identity. Any employee seeking additional privacy will be provided with suitable alternatives.

5. Reporting discrimination or harassment

Any employee facing discrimination or harassment due to their gender identity should report the incident to [specific HR personnel]. All reports will be treated with utmost confidentiality.

6. Training

[Organization Name] is committed to regular training sessions to educate staff on transgender issues and foster a culture of respect and understanding.

7. Policy review

This policy will be reviewed annually to ensure its effectiveness and relevance.

Disclaimer: This policy template is meant to provide general guidelines and should be used as a reference. It may not take into account all relevant local, state or federal laws and is not a legal document. Neither the author nor Workable will assume any legal liability that may arise from the use of this policy.

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Return-to-work policy template https://resources.workable.com/return-to-work-policy Fri, 03 Nov 2023 12:36:44 +0000 https://resources.workable.com/?p=91715 The return-to-work policy template serves as a comprehensive guide, ensuring a consistent and structured approach to managing employees’ return to work. This minimizes potential misunderstandings, fosters a supportive workplace environment, and ensures compliance with legal requirements. What is the return to work policy? A Return to Work Policy is a formal set of guidelines set […]

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The return-to-work policy template serves as a comprehensive guide, ensuring a consistent and structured approach to managing employees’ return to work. This minimizes potential misunderstandings, fosters a supportive workplace environment, and ensures compliance with legal requirements.

What is the return to work policy?

A Return to Work Policy is a formal set of guidelines set by an organization to assist employees who have been absent from work for an extended period, ensuring they reintegrate into their roles effectively and safely. This policy aims to provide a clear structure for both the employer and the employee, detailing the necessary steps and considerations required during the return-to-work process.

It emphasizes collaboration, understanding, and flexibility, ensuring that employees are given the necessary support and resources to transition back into their roles while considering their well-being and any potential adjustments or accommodations that might be required.

A Return to Work policy should include:

Clear criteria for eligibility: Define who can avail of this policy, whether it’s after medical leave, maternity leave, or other types of extended absences.
Procedure for notification: Outline how an employee should notify their intent to return, including any necessary documentation like medical certificates.
Roles and responsibilities: Specify the roles of HR, managers, and the returning employee in the process.
Adjustments and accommodations: Detail possible workplace accommodations or adjustments that can be made for the returning employee, if necessary.

Why is it important to have a Return to Work policy for your organization?

Having a Return to Work policy is crucial for organizations as it demonstrates a commitment to employee well-being and ensures a smooth transition for those returning after extended absences. It reduces potential legal risks by ensuring compliance with employment laws and minimizes productivity loss by providing a structured approach to reintegrating employees. Furthermore, it enhances organizational reputation, emphasizing a supportive and understanding workplace culture.

Accommodations that can be implemented for an employee’s return to work include options like flexible work schedules, designated rest areas, adaptable workspaces, and the possibility of telecommuting according to MH National. The Job Accommodation Network (JAN) states that more than half of these accommodations come at no expense to employers. In cases where there is a cost involved, the average one-time expenditure amounts to $300. This demonstrates their remarkable cost-effectiveness, especially when contrasted with the expenses of hiring and training a new employee.

Step by step instructions to write your own return to work policy

1. Understand legal requirements: Research local employment laws to ensure your policy is compliant. For example, in the U.S., consider the Family and Medical Leave Act (FMLA) and the Americans with Disabilities Act (ADA).
2. Consult with key stakeholders: Engage with managers, team leaders, and even some employees to understand their perspectives and needs.
3. Draft the policy: Start with the purpose and scope of the policy. For instance, “This policy applies to all employees returning after a medical absence of more than 30 days.”
4. Include detailed procedures: Specify the notification process, such as “Employees should inform HR at least two weeks before their intended return date and provide a medical fitness certificate.”
5. Outline support mechanisms: Describe any training or counseling services available, e.g., “Employees can avail of a one-week refresher course upon return.”
6. Review and revise: After drafting, review the policy with legal counsel or an HR specialist to ensure completeness and compliance.

Return to work policy template

Company: [Organization Name]

1. Purpose and scope

This policy is designed to provide a structured and supportive approach for employees of [Organization Name] returning to work after an extended absence.

2. Eligibility

All employees returning after a medical or personal leave of more than 30 days are covered under this policy.

3. Notification procedure

Employees should inform the HR department at least two weeks before their intended return date. A medical fitness certificate, where applicable, must be submitted.

4. Roles and responsibilities

HR: Oversee the return process, provide necessary resources, and ensure compliance.
Managers: Collaborate with HR and provide support to the returning employee.
Employee: Notify intent to return and engage in any required training or counseling.

5. Adjustments and Accommodations:

[Organization Name] is committed to making necessary adjustments to ensure the successful reintegration of our employees. This might include modified work hours, ergonomic adjustments, or additional training.

6. Review

This policy will be reviewed annually to ensure its effectiveness and relevance.

Disclaimer: This policy template is meant to provide general guidelines and should be used as a reference. It may not take into account all relevant local, state or federal laws and is not a legal document. Neither the author nor Workable will assume any legal liability that may arise from the use of this policy.

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Study leave policy template https://resources.workable.com/study-leave-policy Mon, 06 Nov 2023 12:21:01 +0000 https://resources.workable.com/?p=91708 This template will provide a comprehensive framework for HR professionals to create a study leave policy that is tailored to their organization’s needs. It includes essential elements that should be considered when creating such a policy, ensuring that all bases are covered. Additionally, it serves as a reference point for managers and employees alike, promoting […]

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This template will provide a comprehensive framework for HR professionals to create a study leave policy that is tailored to their organization’s needs. It includes essential elements that should be considered when creating such a policy, ensuring that all bases are covered. Additionally, it serves as a reference point for managers and employees alike, promoting a culture of transparency and consistency in the application of study leave benefits.

What is a study leave policy?

A study leave policy outlines the rules and procedures governing an employee’s absence from work for the purpose of pursuing education or training that enhances their job-related skills. This policy enables employees to take time off for studying, attending conferences, workshops, or other forms of professional development.

A study leave policy should include

  1. Eligibility criteria, specifying which employees can apply for study leave and under what circumstances.
  2. Types of study leave available, such as paid or unpaid leave, full-time or part-time studies.
  3. Application and approval process, including required documentation and timelines for submission.
  4. Reimbursement details, if applicable, covering tuition fees, travel expenses, or other related costs.

Why is it important to have a study leave policy?

Having a study leave policy in place demonstrates your organization’s commitment to investing in its human capital. It fosters a culture of continuous learning and growth, leading to increased employee motivation, engagement, and retention. Moreover, it helps ensure that employees’ skill sets align with the organization’s goals and objectives, supporting succession planning and talent development initiatives.

The level of protection offered for parental leave in both the United States and the United Kingdom corresponds to the limited safeguard of the right to education based on UNESCO.

Step-by-step instructions on how to write your own study leave policy:

1. Research existing policies within your industry or region to identify best practices and regulatory requirements.
2. Consult with stakeholders, including HR colleagues, managers, and employee representatives, to gather input on desired provisions and potential challenges.
3. Define eligibility criteria, considering factors like job role, tenure, performance, and business needs.
4. Determine the types of study leave available, taking into account organizational constraints and employee preferences.
5. Establish a clear application and approval process, outlining required documents, deadlines, and decision-making authorities.
6. Develop a system for tracking study leave requests, approvals, and completions.
7. Specify reimbursement procedures, if applicable, and outline consequences for non-compliance or unmet performance expectations.
8. Include provisions for employees who do not complete their studies or fail to meet performance expectations.
9. Review and update the policy regularly to maintain alignment with organizational goals and evolving employee needs.

Study leave policy template

[Organization Name] Study Leave Policy

Introduction

[Organization Name] is committed to supporting the professional development of its employees. This policy outlines the provisions and guidelines for study leave, enabling employees to enhance their skills and knowledge while advancing organizational objectives.

Eligibility

Employees who have completed at least six months of continuous service with [Organization Name] are eligible to apply for study leave. Part-time employees are also eligible, with the duration of study leave adjusted proportionately to their working hours.

Types of study leave

[Organization Name] offers two types of study leave: paid and unpaid. Paid study leave is granted for full-time studies that directly align with the organization’s strategic goals. Unpaid study leave may be taken for part-time studies or programs not directly related to job responsibilities.

Application and approval process

Employees must submit a written application to their manager at least 30 days before the start of their study program. The application should include proof of acceptance into a recognized academic institution, course details, and a signed agreement to comply with policy conditions. Managers will review applications based on business needs, job requirements, and available resources. Employees will be notified of approval or denial within 15 days of submission.

Duration and frequency

Paid study leave can last up to 12 months, while unpaid study leave may extend beyond this limit. Employees can take study leave once every three years, with a maximum cumulative duration of 24 months.

Reimbursement

[Organization Name] will reimburse tuition fees and other direct costs upon successful completion of studies, subject to the employee providing original receipts and proof of payment. A maximum amount per year applies, as determined by HR in consultation with Finance.

Performance expectations

During the study leave period, employees are expected to maintain regular communication with their managers and fulfill pre-agreed performance targets. Upon return, employees must complete a debriefing session with their manager, sharing knowledge gained and outlining plans for implementing new skills. Failure to meet these expectations may result in repayment of reimbursed amounts or adjustments to employment terms.

Non-completion or unsatisfactory performance

If an employee does not complete their studies or fails to meet performance expectations, they must refund all reimbursed amounts to [Organization Name]. Exceptions will be considered on a case-by-case basis, taking into account mitigating circumstances and supporting evidence.

Conclusion

By establishing a comprehensive study leave policy, [Organization Name] demonstrates its commitment to investing in its human capital. This policy promotes continuous learning, supports employee development, and fosters a culture of growth and excellence.

Disclaimer: This policy template is meant to provide general guidelines and should be used as a reference. It may not take into account all relevant local, state or federal laws and is not a legal document. Neither the author nor Workable will assume any legal liability that may arise from the use of this policy.

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11 real-life contact center specialist interview questions https://resources.workable.com/contact-center-specialist-interview-questions Fri, 03 Nov 2023 13:22:14 +0000 https://resources.workable.com/?p=91706 These contact center specialist interview questions are directly sourced from real hiring managers and they are ready to use. Make sure that you are interviewing the best contact center specialist candidates. Sign up for Workable’s 15-day free trial to hire better, faster. 11 real-life contact center specialist interview questions Do you have call center experience? How […]

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These contact center specialist interview questions are directly sourced from real hiring managers and they are ready to use.

call-center-rep

Make sure that you are interviewing the best contact center specialist candidates. Sign up for Workable’s 15-day free trial to hire better, faster.

11 real-life contact center specialist interview questions

  1. Do you have call center experience? How long? Was it sales or support?
  2. What steps do you take when speaking to the customer?
  3. How do you handle a difficult customer over the phone?
  4. Can you multitask when talking on the phone with a customer? Take notes?
  5. Do you have your own computer or do you need equipment?
  6. What is your work availability? Can you work nights and weekends?
  7. Are you available for 100% of the training/nesting period?
  8. If you are working from home, do you have access to a quiet, noise-free area in your home?
  9. If you are working at the office, do you have reliable transportation?
  10. What is your highest level of education?
  11. What rate of pay are you expecting?

Here are 11 essential interview questions and sample answers to help identify the best candidates for this role.

1. Do you have call center experience? How long? Was it sales or support?

This question assesses the candidate’s relevant experience and whether it aligns with the role’s requirements.

Sample answer:

“Yes, I have three years of call center experience, primarily in customer support. I’ve handled a wide range of customer inquiries, resolving issues and providing product information to enhance their experience.”

2. What steps do you take when speaking to the customer?

This question evaluates the candidate’s approach to customer interactions and communication skills.

Sample answer:

“When speaking to a customer, I first greet them warmly and introduce myself. I actively listen to their concerns, ask clarifying questions, provide accurate information or solutions, and ensure they are satisfied before ending the call. My goal is to make every interaction positive and helpful.”

3. How do you handle a difficult customer over the phone?

This question assesses the candidate’s ability to manage challenging customer situations and maintain professionalism.

Sample answer:

“When dealing with a difficult customer, I remain calm and empathetic. I listen carefully to their concerns, acknowledge their feelings, and assure them that I’m here to help. I aim to find a resolution that satisfies the customer while adhering to company policies.”

4. Can you multitask when talking on the phone with a customer? Take notes?

This question evaluates the candidate’s multitasking abilities and organizational skills.

Sample answer:

“Yes, I am proficient at multitasking during phone calls. I can take detailed notes while actively engaging with customers to ensure accurate documentation and timely follow-up on their inquiries or issues.”

5. Do you have your own computer or do you need equipment?

This question assesses the candidate’s technical preparedness for the role, especially if working remotely.

Sample answer:

“I have my own computer and necessary equipment, including a headset and a reliable internet connection, to perform the role effectively.”

6. What is your work availability? Can you work nights and weekends?

This question explores the candidate’s availability and flexibility, which is crucial for contact center operations.

Sample answer:

“I have a flexible schedule and am available to work nights and weekends as required. I understand the importance of providing customer support during non-standard hours.”

7. Are you available for 100% of the training/nesting period?

This question ensures the candidate’s commitment to the training process.

Sample answer:

“Yes, I am fully committed to the training and nesting period. I understand the importance of gaining a comprehensive understanding of the company’s processes and policies.”

8. If you are working from home, do you have access to a quiet, noise-free area in your home?

This question addresses the candidate’s suitability for remote work and their work environment.

Sample answer:

“Yes, I have a dedicated and quiet workspace in my home where I can work without distractions or interruptions.”

9. If you are working at the office, do you have reliable transportation?

This question assesses the candidate’s transportation reliability, which is essential for on-site roles.

Sample answer:

“Yes, I have reliable transportation and can commute to the office without any issues.”

10. What is your highest level of education?

This question gathers information about the candidate’s educational background.

Sample answer:

“I hold a Bachelor’s degree in [Field of Study] from [University Name].”

11. What rate of pay are you expecting?

This question helps determine whether the candidate’s salary expectations align with the company’s budget for the position.

Sample answer:

“I am open to discussing compensation based on the industry standard for this role and considering the responsibilities and expectations associated with it.”

What does a good Contact Center Specialist candidate look like?

A strong Contact Center Specialist candidate should have relevant call center experience, effective communication skills, the ability to handle difficult customer interactions professionally, multitasking capabilities, access to necessary equipment, flexibility in work hours, and commitment to training. They should also have a suitable work environment for remote or office-based roles.

Red flags

Red flags for a Contact Center Specialist position may include a lack of relevant experience, poor communication skills, difficulty in handling difficult customers, limited multitasking abilities, technical unpreparedness, inflexibility in work hours, and reluctance to commit to the training period.

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11 real-life direct support professional interview questions and answers https://resources.workable.com/hr-toolkit/direct-support-professional-interview-questions/ Thu, 02 Nov 2023 13:08:22 +0000 https://resources.workable.com/?p=91705 These Direct Support Professional interview questions are directly sourced from real hiring managers and they are ready to use. Make sure that you are interviewing the best Direct Support Professional candidates. Sign up for Workable’s 15-day free trial to hire better, faster. 11 good direct support professional interview questions and answers Why do you enjoy working […]

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These Direct Support Professional interview questions are directly sourced from real hiring managers and they are ready to use.

customer service manager interview questions

Make sure that you are interviewing the best Direct Support Professional candidates. Sign up for Workable’s 15-day free trial to hire better, faster.

11 good direct support professional interview questions and answers

  1. Why do you enjoy working with people who need support?
  2. What does excellent support mean to you?
  3. Tell me about a time when you changed an angry customer to a happy customer.
  4. Tell me about a time when you identified a gap in how support was being delivered and then improved it.
  5. Tell me about a time when you created or optimized a support process or policy. What impact did it have?
  6. A customer is saying you’re taking too long to solve an issue. What do you do?
  7. Tell me about a time when you took raw data and conducted an analysis to draw out insights or trends that allowed you to make a decision or improve support in some way.
  8. Tell me about a time when you learned something important about your customer’s needs because of your role in support and then took ownership of advocating for the customer.
  9. What are your preferred customer support metrics? Why?
  10. What are the best practices to create feedback loops from support throughout the rest of the organization?
  11. Based on where you’ve worked in the past, what environments allow you to thrive and what environments frustrate you?

Here are 11 essential interview questions and sample answers to help identify the best candidates for this role.

1. Why do you enjoy working with people who need support?

This question assesses the candidate’s motivation and passion for this role.

Sample answer:

“I find fulfillment in making a positive impact on individuals’ lives. Helping them achieve their goals, gain independence, and experience joy brings me immense satisfaction. I believe in treating everyone with respect and dignity.”

2. What does excellent support mean to you?

This question evaluates the candidate’s understanding of the core principles of support.

Sample answer:

“Excellent support means providing compassionate care while promoting independence, dignity, and respect. It involves actively listening to individuals, understanding their unique needs, and tailoring assistance to empower them to lead fulfilling lives.”

3. Tell me about a time when you changed an angry customer to a happy customer.

This question examines the candidate’s conflict resolution and communication skills.

Sample answer:

“Once, a client was upset due to a misunderstanding. I listened attentively to their concerns, acknowledged their feelings, and apologized for any inconvenience. I then worked swiftly to resolve the issue, communicated the solution clearly, and followed up to ensure their satisfaction. They left the interaction as a satisfied and happy customer.”

4. Tell me about a time when you identified a gap in how support was being delivered and then improved it.

This question assesses the candidate’s problem-solving abilities and initiative to enhance support services.

Sample answer:

“I noticed that our communication with residents in a group home could be more efficient. I introduced a daily check-in system, which allowed residents to voice their needs and preferences. This small change significantly improved our understanding of their needs and enhanced the overall support experience.”

5. Tell me about a time when you created or optimized a support process or policy. What impact did it have?

This question evaluates the candidate’s ability to contribute to process improvement.

Sample answer:

“At a previous facility, I revamped the medication management process, introducing a digital tracking system to minimize errors and enhance accountability. This change reduced medication errors by 30% and improved resident safety and well-being.”

6. A customer is saying you’re taking too long to solve an issue. What do you do?

This question assesses the candidate’s ability to handle time-sensitive issues and customer concerns.

Sample answer:

“I would apologize for any inconvenience and assure the customer that I’m committed to resolving their issue promptly. I’d prioritize their case, investigate the problem, and maintain open communication to keep them informed throughout the process.”

7. Tell me about a time when you took raw data and conducted an analysis to draw out insights or trends that allowed you to make a decision or improve support in some way.

This question examines the candidate’s data analysis skills and their ability to use data for decision-making.

Sample answer:

“I collected data on the nutritional intake of residents and noticed a trend of declining food consumption in a particular individual. I analyzed the data, consulted with a nutritionist, and implemented a customized meal plan. This led to improved health and well-being for that resident.”

8. Tell me about a time when you learned something important about your customer’s needs because of your role in support and then took ownership of advocating for the customer.

This question assesses the candidate’s advocacy skills and commitment to client welfare.

Sample answer:

“I noticed a resident’s increasing frustration with their mobility limitations. I advocated for additional physical therapy sessions, which were initially limited. The resident’s progress improved significantly, and they regained a sense of independence and happiness.”

9. What are your preferred customer support metrics? Why?

This question evaluates the candidate’s understanding of support metrics and their rationale for selecting specific ones.

Sample answer:

“I prefer using metrics like client satisfaction surveys, response time, and error rates. These metrics provide insights into the quality of support and how efficiently we address issues. Client satisfaction, in particular, reflects the overall well-being and contentment of the individuals we serve.”

10. What are the best practices to create feedback loops from support throughout the rest of the organization?

This question assesses the candidate’s understanding of communication and feedback processes within the organization.

Sample answer:

“Creating feedback loops involves regular meetings with support staff to gather insights and identify common challenges. These insights should be shared with relevant teams for process improvement. Additionally, utilizing digital tools for documentation and reporting helps in ensuring effective feedback dissemination.”

11. Based on where you’ve worked in the past, what environments allow you to thrive and what environments frustrate you?

This question explores the candidate’s preferences and adaptability to different work settings.

Sample answer:

“I thrive in collaborative and supportive environments where there’s a strong focus on continuous improvement and clear communication. On the contrary, environments with limited resources or where individual contributions aren’t valued can be frustrating as they hinder the quality of support and care we can provide.”

What does a good Direct Support Professional candidate look like?

A strong Direct Support Professional candidate should demonstrate a genuine passion for helping individuals in need, a deep understanding of excellent support principles, effective conflict resolution and communication skills, a proactive approach to identifying and addressing gaps in support, and a commitment to advocating for client needs.

Red flags

Red flags for a Direct Support Professional position may include a lack of empathy or passion for the role, limited understanding of support principles, poor conflict resolution skills, a lack of initiative to improve support services, and difficulty in handling time-sensitive customer issues.

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Oppenheimer: what leaders can learn about building teams https://resources.workable.com/tutorial/oppenheimer-what-business-leaders-can-learn-about-building-teams Thu, 02 Nov 2023 20:16:41 +0000 https://resources.workable.com/?p=91687 Few movies in recent memory capture the inner workings of a man’s mind like the physicist J. Robert Oppenheimer does. “Oppenheimer” is a historical drama released this year in 2023. It tells the story of how Oppenheimer oversaw the Manhattan Project which led to the creation of the atomic bomb. The movie is a gripping […]

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Few movies in recent memory capture the inner workings of a man’s mind like the physicist J. Robert Oppenheimer does.

Oppenheimer” is a historical drama released this year in 2023. It tells the story of how Oppenheimer oversaw the Manhattan Project which led to the creation of the atomic bomb.

The movie is a gripping and intense. It captures not only the stakes at play in this important historical moment but also the internal struggles the man himself faced throughout.

Not only was Oppenheimer an unrivaled genius, but he was also a competent leader who knew how to source the best talent, navigate team dynamics, and put their collective genius to work. There are many worthwhile lessons that team leaders can learn from his life story.

The historical Oppenheimer and the character portrayed in the movie built teams under immense pressure.

The Manhattan Project was one of the most intensive research programs in history. 130,000 team members from all around the world were brought together to build the atomic bomb. It was an undertaking that cost $2 billion ($21 billion in today’s dollars) over the course of four years.

The development of the atomic bomb ushered in the nuclear age and represented one of the most important scientific breakthroughs in modern history.

Let’s explore what you can learn from Oppenheimer’s story as a business leader.

The importance of leadership under pressure

Both the historical Oppenheimer and the character portrayed in the movie demonstrated vision, decisiveness, and resilience under extreme pressure and difficult circumstances.

Oppenheimer had to make many difficult and morally complicated decisions involved in the creation of a potentially civilization-destroying technology. That led him to put aside his own values for the greater good, and he lived to regret many of the things he did.

Why did he do them? Because he knew that if he didn’t build the atomic bomb first, the Nazis would.

To quote one of the most memorable lines from the Oppenheimer movie: “I don’t know if we can be trusted with such a weapon. But I know the Nazis can’t.”

“I don’t know if we can be trusted with such a weapon. But I know the Nazis can’t.”

Any team needs a purpose – a north star. The Manhattan Project team, and all of Oppenheimer’s decisions when recruiting and leading his team, led to that single overarching purpose of beating Nazi Germany to the technology. There’s a lesson from this: everything you do as a team leader should bring your team closer to a clearly defined purpose.

Identifying skill sets and acquiring top talent

Oppenheimer, of course, was extremely capable but he couldn’t build the atomic bomb all on his own. He had to complete a difficult task in a short amount of time. Doing that required him to be aware of his own limitations and find talent who had the skills that he lacked.

To accomplish his task, Oppenheimer had to build a team. He recruited experts in various scientific fields, including both theoretical and applied physics, metallurgy, and chemistry.

He needed to find the best scientists in the world and get them working, fast.

How did Oppenheimer do it? Through a meticulous selection process that ensured he had access to the top scientific minds of his time.

His process included vetting, background checks, and consultations with other experts to assemble his team.

For the Manhattan Project to succeed, he had to identify what kinds of scientific knowledge he needed, and how to get them working together in synergy.

He didn’t just need good skills, he needed the right skills. Oppenheimer was working with an incomplete jigsaw puzzle, and he needed to find the right pieces.

For example, Oppenheimer sought a collaboration with physicists Richard Feynman and Hans Bethe.

Their complementing skills worked off each other. From Feynman, Oppenheimer had access to knowledge of quantum mechanics, an emerging sub-field of physics. From Bethe, Oppenheimer sought knowledge of nuclear physics.

Together, Oppenheimer could draw the knowledge he needed to create a weapon by splitting the atom.

Related: How to conduct a skills gap analysis

Recruiting Niels Bohr

One of the standout scenes of the movie was when Oppenheimer recruited Niels Bohr, a physicist from Nazi-occupied Denmark, to the Manhattan Project.

Oppenheimer had met Bohr as a physics student and saw the necessity of his expertise. He went to great lengths just to bring him across enemy lines and bring him into the project.

Doing this diversified the team’s skill set. It also served as an example of Oppenheimer’s aptitude for recruiting top talent with a diverse range of synergetic skills. That’s what made the Manhattan Project successful, as much as his own scientific genius.

As an HR professional or hiring manager, acquiring good talent isn’t as important as acquiring the right talent. It’s about getting together a group with complementary skill sets that amplify each other. It even means sourcing people globally and going beyond borders to find people with the exact know-how you need.

You, too, can build teams across borders with our comprehensive e-guide: Unlocking global talent: your borderless hiring playbook.

Communication is key

When the future of the world depends on the success of your project, it’s vitally important that everyone is on board and on the same page about what needs to be done.

The Manhattan Project had its fair share of interpersonal drama and conflict, just like any group acting together in a high-stakes environment.

It was Oppenheimer’s job to see that his team would overcome their differences and work together. He managed that through regular team briefings that would keep everyone informed about objectives and have aligned goals.

One of the ways he did this was through memos and classified documents.

Oppenheimer knew that sensitive information needs to be communicated securely. The wrong information falling into the wrong hands could spell doom for the project.

These documents made sure everyone knew what the objectives were, and what their individual roles contributed to those objectives.

Things are rarely straightforward in HR. Clear, transparent communication is what keeps the ship sailing in the right direction, especially when time is of the essence and the stakes are high.

Adaptability and problem-solving

Nuclear physics is one of the most dense and challenging fields of science. In a project with as many moving parts as the Manhattan Project, experiments will fail and things are bound to go wrong from time to time.

Oppenheimer saw to it that these setbacks were kept to a minimum and didn’t derail important timelines for long.

He did that by encouraging a culture of collective problem-solving. When experiments failed or when theories reached dead ends, other team members could propose and test other possible solutions.

The start of the Manhattan Project saw many initial failures during testing.

Rather than seeing them as unsolvable problems, Oppenheimer and his team revisited their calculations and methodologies and eventually found the solutions that led to the successful Trinity Test, a key moment in the success of the Manhattan Project.

When managing and building teams, you have to adapt as a manager of your team.

When you encounter hiring challenges or troubled team dynamics, you have to look at problems and find opportunities. The ability to adapt and find solutions is key.

Employee wellness

With the fate of the world on your shoulders, mental and emotional strain take their toll.

For the Manhattan Project to succeed, Oppenheimer realized that his team’s well-being had to be maintained to keep them doing their best work.

For this reason, Oppenheimer encouraged his team to take short breaks. They would engage in group discussions or walks to get fresh air and clear their heads.

These brief moments of rest helped keep their heads clear so they could push forward.

Employee wellness is important because you can only push someone so far before they break. You need to be able to manage stress in the workplace.

In HR, you have to remember at all times that your team members are not robots. They are human beings with their own limitations. Providing mental health resources and initiatives can make all the difference in how well your team functions.

Management lessons from Oppenheimer

The story of J. Robert Oppenheimer and how he led the Manhattan Project provides valuable lessons for anyone who works in HR.

From Oppenheimer’s effective leadership under pressure, skill identification, clear communication, and adaptability, team managers and HR professionals can get actionable insights into how they can run their own teams.

So where can you assemble a dream team of the best and brightest as Oppenheimer did?

A good start is to use Workable’s interview questions generator to tailor your vetting and interview process to make sure you’re not just getting good skills, but the right skills. Our job description generator can help set up your process so that your talent finds you, not the other way around.

Start a Workable free trial today, and you’ll have the tools at your disposal to achieve the impossible as Oppenheimer did.

The post Oppenheimer: what leaders can learn about building teams appeared first on Recruiting Resources: How to Recruit and Hire Better.

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9 real-life content marketing manager interview questions with answers https://resources.workable.com/9-real-life-content-marketing-manager-interview-questions-with-answers Thu, 02 Nov 2023 12:02:48 +0000 https://resources.workable.com/?p=91686 These content marketing manager interview questions are directly sourced from real hiring managers and they are ready to use. Make sure that you are interviewing the best content marketing manager candidates. Sign up for Workable’s 15-day free trial to hire better, faster. 9 real-life content marketing manager interview questions What experience do you have managing freelancers? […]

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These content marketing manager interview questions are directly sourced from real hiring managers and they are ready to use.

marketing manager interview questions

Make sure that you are interviewing the best content marketing manager candidates. Sign up for Workable’s 15-day free trial to hire better, faster.

9 real-life content marketing manager interview questions

  1. What experience do you have managing freelancers?
  2. Tell me about a time when you came up with and considered a lot of potential ideas before making a decision.
  3. Tell me about your process for generating content marketing ideas and your process for evaluating them.
  4. Have you ever had to persuade a group to accept a proposal or idea? How did you go about doing it? What was the result, and how did you feel about it?
  5. Describe a time when you had to think ‘outside the box’ to reach a specific audience. What was the challenge you faced? Why did it require an ‘outside of the box’ solution?
  6. What do you do to better understand how to communicate with an audience?
  7. Can you share an example of how you incorporated research, data, or other audience insights into your work?
  8. Can you share an example of valuable feedback you received that changed or improved your approach in reaching a specific audience?
  9. How do you work with internal and external stakeholders to finalize campaign content?

Here are 9 essential interview questions and sample answers to help identify the best candidates for this role.

1. What experience do you have managing freelancers?

This question assesses the candidate’s ability to manage external contributors effectively.

Sample answer:

“I’ve managed freelancers for several years in my previous role. I’ve been responsible for sourcing, briefing, and guiding their work to align with our content strategy. I ensure clear communication and expectations, and I review their work for quality and consistency.”

2. Tell me about a time when you came up with and considered a lot of potential ideas before making a decision.

This question evaluates the candidate’s decision-making process and creativity.

Sample answer:

“In a recent campaign, we needed a fresh angle. I brainstormed various ideas, gathered input from the team, and conducted audience research. After thorough evaluation, we chose an idea that resonated best with our target audience, resulting in increased engagement and conversions.”

3. Tell me about your process for generating content marketing ideas and your process for evaluating them.

This question examines the candidate’s creativity and strategic thinking.

Sample answer:

“I start by researching industry trends, audience needs, and competitor strategies. I brainstorm ideas collaboratively with the team and consider factors like relevance, uniqueness, and alignment with goals. We evaluate ideas based on data-driven insights and choose the most promising ones.”

4. Have you ever had to persuade a group to accept a proposal or idea? How did you go about doing it? What was the result, and how did you feel about it?

This question assesses the candidate’s persuasion and negotiation skills.

Sample answer:

“Yes, in a cross-functional meeting, I proposed a new content approach that required reallocating resources. I presented data-backed insights, demonstrated the potential ROI, and addressed concerns. The proposal was accepted, and it led to improved engagement and conversions. I felt accomplished and valued for my strategic contributions.”

5. Describe a time when you had to think ‘outside the box’ to reach a specific audience. What was the challenge you faced? Why did it require an ‘outside of the box’ solution?

This question evaluates the candidate’s creative problem-solving skills.

Sample answer:

“We were targeting a niche B2B audience with complex technical content. To engage them, we created interactive simulations that simplified complex concepts. This unconventional approach resonated with the audience, making the content more accessible and boosting engagement.”

6. What do you do to better understand how to communicate with an audience?

This question assesses the candidate’s approach to audience research and communication strategy.

Sample answer:

“I start by developing detailed audience personas and conducting surveys or interviews to understand their pain points and preferences. I also monitor social media, forums, and industry publications to stay updated on their discussions and needs. This insights-driven approach informs our content strategy.”

7. Can you share an example of how you incorporated research, data, or other audience insights into your work?

This question evaluates the candidate’s ability to use data-driven insights in content creation.

Sample answer:

“In a recent campaign, we analyzed website analytics and found that our audience preferred video content. We shifted our strategy to focus on video, resulting in a significant increase in engagement and time spent on our site.”

8. Can you share an example of valuable feedback you received that changed or improved your approach in reaching a specific audience?

This question assesses the candidate’s receptiveness to feedback and adaptability.

Sample answer:

“A client provided feedback on the readability of our content. We re-evaluated our content formatting and made improvements like shorter paragraphs and more visuals. This change improved the content’s accessibility, and we received positive feedback from the audience.”

9. How do you work with internal and external stakeholders to finalize campaign content?

This question examines the candidate’s collaboration and project management skills.

Sample answer:

“I ensure clear communication and alignment with stakeholders from the start. We have regular meetings to discuss goals, timelines, and content requirements. I gather input and feedback, incorporate changes as needed, and provide updates throughout the content creation process to ensure everyone is on the same page.”

What does a good Content Marketing Manager candidate look like?

A strong Content Marketing Manager candidate should possess the ability to manage freelancers effectively, a creative and data-driven approach to content generation, strong persuasion and negotiation skills, creative problem-solving abilities, a commitment to audience research, adaptability based on feedback, and effective collaboration with stakeholders.

Red flags

Red flags for a Content Marketing Manager position may include a lack of experience in managing freelancers, limited creativity in content ideas, poor persuasion and negotiation skills, resistance to feedback, and difficulty in collaborating with internal and external stakeholders.

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Attract top talent with these tips for recruitment marketing https://resources.workable.com/tutorial/top-talent-with-recruitment-marketing Wed, 01 Nov 2023 15:22:25 +0000 https://resources.workable.com/?p=91671 During a recent trip to Athens, I couldn’t help but overhear a fellow traveler engaged in a mobile phone conversation. What caught my attention was his profound satisfaction with his occupation.  However, something seemed amiss. As a marketing professional, he had always believed his main objective was to attract new clients. To his astonishment, he […]

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During a recent trip to Athens, I couldn’t help but overhear a fellow traveler engaged in a mobile phone conversation. What caught my attention was his profound satisfaction with his occupation. 

However, something seemed amiss. As a marketing professional, he had always believed his main objective was to attract new clients. To his astonishment, he discovered that his true purpose in his current role was to aid in the attraction of exceptional individuals for his company. This is the so-called recruitment marketing. 

The field of recruitment marketing is experiencing significant changes, especially with the advent of AI, making it essential for HR professionals to stay updated on the latest advancements to enhance employee retention and strengthen employer branding. 

Given the fact that 67% of companies don’t have a dedicated role in their talent acquisition team to focus on recruitment marketing, it’s a great opportunity for you to thrive.

This is not a one-time procedure but an ongoing process requiring continuous planning, execution, evaluation, testing, optimization, and improvement.

It is worth the effort if you consider that one in two workers are only passively open to new job opportunities based on our Great Discontent worker survey.

Is there really a difference between recruiting and recruitment marketing? 

I guessed your thought, right? Short answer is yes. Recruitment marketing encompasses content marketing, email nurturing, talent networks, social recruiting, candidate relationship management, and employer branding

It promotes the employer brand message to attract and engage leads, converting them into applicants and future members of the organization.

Recruiting is the direct process of identifying, attracting, interviewing, and hiring candidates for open positions within an organization. Both need high levels of expertise and determination. 

While recruiting aims to fill current vacancies, recruitment marketing works to create a steady pipeline of interested and qualified candidates for future opportunities, ensuring that the organization remains an attractive destination for top talent.

Now, can you imagine the positive impact of combining these two occupations?

What is recruitment marketing

Steps to attract candidates with recruitment marketing

The following steps will help you go up the stairs and win the race of achieving high talent in your company. 

If you are an HR professional or a company owner, we have the basics to introduce you to recruitment marketing.

1. Define your target audience 

Understand the ideal candidates’ needs, preferences, motivations, challenges, demographics, and behaviors. Use data, market research, surveys, and persona creation tools to create detailed profiles.

2. Develop your employer value proposition

Highlight the unique benefits and opportunities offered to candidates. This should reflect the company’s mission, vision, culture, values, competitive advantages, and how the company can help candidates achieve their goals.

3. Choose your recruitment channels

Select platforms and mediums that align with the target audience’s preferences, behaviors, and expectations. Common channels include job boards, social media, email marketing, content marketing, video, webinars, and employee referrals. 

Don’t forget that 50% of candidates still choose to send their CVs for jobs based on word of mouth. A good motivation to boost your efforts for exceptional recruitment marketing.

4. Create your recruitment content

Produce relevant, valuable, and compelling content consistent with the employer value proposition and brand identity. This can include job ads, employer branding videos, career stories, educational articles, infographics, quizzes, and webinars.

5. Distribute and promote your recruitment content

Give all your best to distribution.Increase visibility and reach among the target audience using both organic and paid methods. Optimize content for search engines, use social media hashtags, segment email campaigns, utilize paid ads, and partner with influencers.

6. Nurture and convert your candidates

Build and maintain relationships with the target audience and persuade them to apply. This involves regular follow-ups, feedback, addressing questions, showcasing culture and values, and simplifying the application process.

Real-life examples of recruitment marketing campaigns

Still wondering what recruitment marketing is? Why don’t you check these effective examples of implementing recruitment marketing strategies by well-known brands?

Here we go:

1. Work culture – Workable

Workable, our renowned recruitment software brand, extends insightful strategies for effective recruitment marketing. 

From utilizing work experiences by employees on the brand page, to social media posts of our yearly retreats and events, Workable showcases its great office life. 

Being the first step in our recruitment process guide, recruitment marketing is crucial for narrating a company’s culture story to attract top talent. 

2. Engaging content – Newell Brands

Newell Brands personalized their career site to showcase company culture and values, enriching it with engaging content like Spotify playlists and podcasts, facilitating a deeper connection with potential candidates.

3. Creative recruitment contest – Ogilvy

Ogilvy launched a creative recruitment campaign inviting candidates to film themselves selling a brick. Leveraging social media and YouTube, the campaign offered a paid internship and a chance to pitch at a prestigious advertising festival as the prize, attracting skilled salespeople and creating a buzz in the industry.

4. Data-driven candidate personalization – Brother International Corporation

Brother International harnessed AI and talent analytics to personalize candidate experiences. 

By focusing on crucial metrics, they tailored interactions to show value towards candidates’ time and individual needs, enhancing the effectiveness of their recruitment marketing campaigns.

5. AI-powered targeted engagement – Land O’Lakes

Land O’Lakes launched the “Feed the Nation” campaign using AI technology to engage thousands of candidates rapidly. 

Through targeted digital campaigns, they significantly increased site traffic and applications, demonstrating the power of integrated marketing strategies in recruitment.

6. In-product career invitation – IKEA

Upon opening a new store in Australia, IKEA embedded ‘career instructions’ within the packaging of their products, inviting customers to “assemble your future” with IKEA. 

This creative approach not only led to the hiring of 280 enthusiastic brand admirers but also showcased a unique, personalized way to reach potential candidates right in their homes.

Now you have the knowledge and effective examples to guide your company in attracting top talents who are willing to work with you even before you post the job brief. 

We are sure the airport guy already knows about them.

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Interview reimbursement policy template https://resources.workable.com/interview-reimbursement-policy Wed, 01 Nov 2023 13:49:34 +0000 https://resources.workable.com/?p=91664 This template offers HR professionals a structured framework to manage candidate expenses transparently and efficiently. By clearly defining the reimbursement process, HR can ensure a positive candidate experience, reflecting the organization’s professionalism and commitment to potential employees. What is the Interview reimbursement policy? In the competitive job market, attracting top talent often goes beyond the […]

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This template offers HR professionals a structured framework to manage candidate expenses transparently and efficiently. By clearly defining the reimbursement process, HR can ensure a positive candidate experience, reflecting the organization’s professionalism and commitment to potential employees.

What is the Interview reimbursement policy?

In the competitive job market, attracting top talent often goes beyond the job role and compensation. The interview experience plays a pivotal role in a candidate’s perception of the organization.

The Interview Reimbursement Policy is designed to cover the expenses candidates might incur while attending interviews, especially if they are traveling from a different city or country. This policy ensures that candidates are not burdened financially during the interview process.

It covers various expenses, from travel and accommodation to meals, depending on the organization’s discretion.

You can set a limit on the distance beyond which someone will be entitled to compensation.

An interview reimbursement policy should include:

  1. Clear guidelines on eligible expenses, such as travel, lodging, and meals
  2. A transparent process for submitting and approving reimbursement claims
  3. Defined limits or caps on certain types of expenses
  4. Specific exclusions or non-reimbursable expenses

Why is it important to have an interview reimbursement policy for your organization?

An interview reimbursement policy not only ensures a positive candidate experience but also showcases the organization’s values and commitment to potential employees. It demonstrates that the company respects the time and resources candidates invest in the interview process.

Moreover, it can be a deciding factor for top talent when choosing between multiple job offers, especially when relocation or extensive travel is involved.

Step-by-step instructions for writing your own interview reimbursement policy

  1. Determine eligibility: Decide which positions or levels within the organization will be eligible for reimbursement. For instance, senior roles or specialized positions might warrant reimbursement more than entry-level roles.
  2. Define expenses: Clearly outline which expenses will be covered. This could range from flight tickets and hotel stays to local transportation and meals.
  3. Set limits: Establish caps for certain expenses. For example, you might set a daily limit for meals or a maximum amount for hotel stays.
  4. Submission process: Detail the process for candidates to submit their claims, including the necessary documentation like receipts.
  5. Approval mechanism: Describe the internal process for reviewing and approving reimbursement claims, ensuring timely payments.
  6. Exclusions: Clearly list any expenses that won’t be covered, such as alcoholic beverages or expenses for companions.

Interview reimbursement policy template

[Organization Name]

Interview reimbursement policy

Brief & purpose

At [Organization Name], we value the time and effort candidates invest in our interview process. This policy aims to ensure that candidates are fairly reimbursed for expenses incurred during their interviews with us.

Scope

This policy applies to all job candidates interviewing for eligible positions at [Organization Name].

Eligible expenses

Travel: Flight tickets or train fares for the candidate.
Accommodation: Hotel stays for the duration of the interview process.
Meals: Daily meal expenses up to a specified limit.

Exclusions

Alcoholic beverages.
Expenses for companions or family members.
Personal expenses unrelated to the interview process.

Submission process

Candidates should submit their claims with all relevant receipts within 15 days of the interview.

Approval and payment

Reimbursement claims will be reviewed by the HR department and processed within 30 days of submission.

Queries

For any questions or clarifications regarding this policy, candidates can reach out to the HR department.

Disclaimer: This policy template is meant to provide general guidelines and should be used as a reference. It may not take into account all relevant local, state or federal laws and is not a legal document. Neither the author nor Workable will assume any legal liability that may arise from the use of this policy.

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Crafting engaging screening calls for tech professionals https://resources.workable.com/tutorial/crafting-engaging-screening-calls-for-tech-professionals Wed, 01 Nov 2023 13:03:21 +0000 https://resources.workable.com/?p=91649 Screening calls are a cornerstone in the recruitment process, more so in the high-stakes realm of tech recruitment. These calls serve as a gateway to gauge a candidate’s fit, both in technical acumen and in company culture. Related: Screening applicants: best methods and handy tips Here’s how you can make your screening calls with tech […]

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Screening calls are a cornerstone in the recruitment process, more so in the high-stakes realm of tech recruitment.

These calls serve as a gateway to gauge a candidate’s fit, both in technical acumen and in company culture.

Related: Screening applicants: best methods and handy tips

Here’s how you can make your screening calls with tech talent both engaging and insightful:

1. Preparation is key

Begin by thoroughly reviewing the candidate’s resume and any additional materials. For tech individuals, delve into their GitHub portfolio and other relevant platforms that showcase their projects and skills. Doing this homework conveys to the candidate that you appreciate their efforts.

On Workable, these links, portfolios, and repositories are readily available on the candidate’s profile. Our platform even provides a quick overview of the candidate’s work experience, aiding recruiters during the call.

2. Set clear expectations

Open with an overview of the call’s agenda, highlighting discussions on technical experience and culture add. At Workable, we acquaint the candidate with the company’s history, product achievements, culture, working hours, and the modality of work (hybrid, remote, or on-site).

Emphasize the rationale behind these operational choices, underscoring their benefits. Transparency is paramount, as candidates likely gather insights from platforms like Glassdoor or via word-of-mouth.

3. Humanize the conversation

Tech professionals, like all candidates, value genuine interactions. Start with a light conversation to build rapport.

At Workable, we go a step further by offering a comprehensive overview of our product – explaining its functionalities, the problems it addresses, and the reasons behind our success as a startup.

We then delve into descriptions about the specific team or department they are being considered for, outlining the methodologies, technologies, and systems in use. We provide insights about team compositions and offer a preview of how they might integrate into one of these groups.

By offering a glimpse into the onboarding process, we aim to alleviate any apprehensions. This approach helps candidates grasp the organizational dynamics, enabling them to better assess their compatibility with the role and the company as a whole.

4. Ask open-ended questions

Blend conventional questions with tech-focused inquiries. Instead of merely asking, “What draws you to this role?”, explore deeper with questions such as “Describe a recent tech challenge you overcame?” or “How do you stay updated with tech advancements?”

With Workable’s scorecards, you can structure these questions and jot down insightful responses, streamlining the evaluation process.

5. Listen actively and keep it conversational

Engagement is key. As candidates delve into specifics, exhibit active listening. In Workable we foster a two-way dialogue, ensuring candidates feel valued and not merely another checklist item.

It’s essential not just to assess their tech skills but also their ability to articulate complex topics lucidly. Promote a discussion, not a Q&A session.

6. Allow time for their questions

Tech professionals often have questions about the company’s tech stack, development processes, and team dynamics. Embrace these queries, as they offer a window into the candidate’s priorities and interests.

If there are aspects you’re uncertain about, especially technical details, assure the candidate that you will seek clarity and revert with answers.

Being transparent about compensation or elucidating the company’s compensation scheme not only promotes trust but also underscores the organization’s openness and commitment to candid dialogue.

7. Be transparent about next steps

After your initial conversation, it’s crucial to set clear expectations for what comes next. At Workable, we conduct both a psychometric assessment and a technical assignment following the preliminary discussion.

During this initial call, make sure to inform the candidate about the psychometric test, which evaluates skills such as numerical comprehension, verbal understanding, abstract thinking, and attention to detail, and concludes with a personality analysis to gain insights into their work temperament.

Next, explain the technical assignment, highlighting it as an opportunity for candidates to showcase their abilities. Emphasize that they have the freedom to use technologies they’re familiar with, ensuring they can present their best work. Our approach doesn’t confine them to a specific coding language, aligning with our training orientation during the initial months.

Additionally, provide a brief overview of the subsequent technical and executive interviews, shedding light on the nature of questions and discussions they can anticipate.

Conclude by emphasizing the flexibility in scheduling, especially if the candidate is navigating this process alongside their current job, showing not only organizational efficiency but also respect for their time and commitments.

8. Show appreciation

End your conversation on a high note by expressing genuine gratitude. Recognize specific details they shared, such as “Thank you for elaborating on your role in the significant API integration – it was truly insightful.”

Taking a moment to acknowledge the time and effort they’ve invested in the discussion can create a lasting positive impression.

Offering well wishes for their continued journey in the recruitment process reinforces that their input was valued and builds anticipation for the subsequent stages.

A good screening call is a brand-builder

An engaging screening call with technology professionals is a blend of standard interview techniques with a deeper dive into the world of tech.

At Workable, we adopt these practices, you not only gauge a candidate’s technical prowess but also build a foundation for a potentially long-lasting professional relationship and a promotion of the name of the company out there in the tech market.

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Military leave policy template https://resources.workable.com/military-leave-policy-template Tue, 31 Oct 2023 15:49:06 +0000 https://resources.workable.com/?p=91634 This template will provide a comprehensive framework for HR professionals to create a military leave policy that complies with federal and state laws. It will also ensure consistency in granting military leave across different departments and locations within an organization. Additionally, it will serve as a reference point for managers and supervisors to understand their […]

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This template will provide a comprehensive framework for HR professionals to create a military leave policy that complies with federal and state laws. It will also ensure consistency in granting military leave across different departments and locations within an organization. Additionally, it will serve as a reference point for managers and supervisors to understand their responsibilities when dealing with military leaves.

What is a military leave policy?

A policy that outlines the guidelines for employees who need to take time off from work to fulfill their military obligations. The policy aims to support employees who serve in the military, while also ensuring compliance with federal and state laws. It covers various types of military leave, including paid and unpaid leave, as well as the procedures for requesting and approving such leave. The policy also addresses how pay and benefits will be handled during military leave, as well as reinstatement rights and confidentiality requirements.

The goal of the policy is to create a supportive environment for employees who are serving their country, while also ensuring that their employment rights are protected.

Military leave is not compensated. The federal policy for military leave does not mandate employers to provide wages to employees during their military absence. Nonetheless, employers must hold the employee’s position and ensure their pay, benefits, and relevant seniority are reinstated when the employee returns from military leave.

A military leave policy should include the following elements:

  1. Eligibility criteria for military leave
  2. Types of military leave available
  3. Procedures for requesting and approving military leave
  4. Pay and benefits during military leave
  5. Reinstatement rights after military leave
  6. Confidentiality and non-discrimination provisions

Step-by-step instructions on how to write a military leave policy

1. Review relevant laws and regulations: Familiarize yourself with the Uniformed Services Employment and Reemployment Rights Act (USERRA) and any applicable state laws regarding military leave.
2. Determine eligibility criteria: Decide which categories of employees are eligible for military leave, such as active duty members, reservists, or National Guard members. You may also want to consider including volunteer service members or those serving in a military academy.
3. Define types of military leave: Identify the various types of military leave that employees may take, such as basic training, annual training, active duty, or family support. You can also include provisions for emergency leave or bereavement leave related to military service.
4. Establish procedures for requesting and approving military leave: Outline the steps employees must follow to request military leave, including providing adequate notice and documentation. Specify who is responsible for approving military leave requests and how decisions will be communicated to employees.
5. Address pay and benefits during military leave: Indicate whether employees will receive full or partial pay during their military leave, and if so, how it will be calculated. Additionally, specify whether employees will continue to accrue benefits, such as health insurance or paid time off, while on military leave.
6. Clarify reinstatement rights: Explain the circumstances under which an employee will be reinstated to their previous position after returning from military leave, including any limitations or exceptions.
7. Include confidentiality and non-discrimination provisions: Ensure that employees’ personal information related to military service remains confidential, and prohibit discrimination against employees based on their military status.
8. Review and revise the policy as needed: Periodically review your organization’s military leave policy to ensure it stays up-to-date with changing laws and regulations. Make revisions as necessary to reflect new requirements or best practices.

Military leave policy template

[Organization Name]

Brief & purpose

[Organization Name] recognizes the importance of supporting our employees who serve in the military. This policy outlines the guidelines for military leave, ensuring compliance with federal and state laws while also promoting a supportive work environment for our employees.

Eligibility criteria

The following categories of employees are eligible for military leave:

  1. Active duty members of the US Armed Forces
  2. Members of the Reserves or National Guard called to active duty
  3. Volunteer service members participating in training exercises or mobilized for active duty
  4. Employees serving in a military academy

Types of military leave

Employees may take the following types of military leave:

  • Basic Training: Up to 12 weeks of paid leave for initial military training
  • Annual Training: Up to 2 weeks of paid leave for annual military drills
  • Active Duty: Up to 6 months of paid leave for active duty service
  • Family Support: Up to 2 weeks of paid leave to care for a family member with a serious health condition related to military service
  • Emergency Leave: Up to 3 days of paid leave in case of a military emergency or death in the employee’s immediate family
  • Bereavement Leave: Up to 5 days of paid leave for mourning the loss of an immediate family member due to military service

Procedures for requesting and approving military leave

  1. Provide written notice to your supervisor at least 30 calendar days before starting military leave, unless such notice is impossible due to military requirements or urgent circumstances.
  2. Submit documentation supporting your military orders or service obligations.
  3. Receive approval from your supervisor and HR representative.
  4. Ensure that your work responsibilities are transferred or covered during your absence.

Reinstatement rights

Upon returning from military leave, employees will be reinstated to their previous position provided they meet the following conditions:

  • They have been honorably discharged or released from military duty
  • They have not exceeded the maximum period of military leave (generally 5 years)
  • They apply for reemployment within the applicable time frame (generally 90 days)

Confidentiality and non-discrimination provisions

Personal information related to an employee’s military service will remain confidential.
[Organization Name] prohibits discrimination against employees based on their military status, including hiring, promotion, or disciplinary actions.

Acknowledgment

I acknowledge that I have read and understood [Organization Name]’s Military Leave Policy. I understand that this policy supersedes any conflicting provisions in my employment contract or agreement.

Disclaimer: This policy template is meant to provide general guidelines and should be used as a reference. It may not take into account all relevant local, state or federal laws and is not a legal document. Neither the author nor Workable will assume any legal liability that may arise from the use of this policy.

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What happens when AI screens AI? 4 insights from experts https://resources.workable.com/stories-and-insights/4-eye-opening-insights-on-ai-screening-ai-webinar Tue, 31 Oct 2023 14:18:31 +0000 https://resources.workable.com/?p=91626 Talking about the effectiveness of AI and trying to forecast the future of it is not an easy task. It is a rapidly evolving space with many twists and turns, and it’s important to listen to those in the know. AI is becoming a part of our professional lives, but what happens in hiring? What […]

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Talking about the effectiveness of AI and trying to forecast the future of it is not an easy task. It is a rapidly evolving space with many twists and turns, and it’s important to listen to those in the know.

AI is becoming a part of our professional lives, but what happens in hiring? What happens when candidates utilize AI tools to apply for a job and another AI tool will conduct the first screening?

To discuss this, David Näsström, co-founder of the reference checking platform Refapp, and Emira Blomberg, Refapp’s CSO, sat with Workable CEO Nikos Moraitakis and Hung Lee, curator at Recruiting Brainfood, in a webinar titled Hiring for Potential: When AI is screened by AI, then what? on October 25, 2023.

A quick side thought: the best-case scenario is that AI optimizes the process for both employer and candidate. Worst-case scenario may be the recruitment version of the old Stephen Wright joke about putting a humidifier and dehumidifier in the same room and letting them fight it out.

Jokes aside – here are the key takeaways to put you in the discussion.

1. Both employers and candidates are using AI tools

Recent surveys have shown that generative AI is being used by both candidates and companies in the hiring journey.

This situation has implications on both ends of the hiring spectrum, questioning whether the overlap of AI in both applying and screening processes will lead to better recruitment decisions or merely speed up the hiring process without improvement in quality.

“AI screening can analyze information so quickly. AI can screen hundreds of resumes in a matter of minutes searching for relevant experience or other useful qualities. Recruiters can identify candidates faster,” Emira states.

There’s a predicted surge in applications as candidates leverage AI to perfect and automate their applications. This can dilute the significance of known personality indicators making it harder for recruiters to identify authentic candidates in a vast pool of applicants.

“Candidates are given all kinds of tools in order to boost their own application process, like for example, ChatGPT with the cover letters, with the resumes,” says Emira. “So it is a really weird scenario that we end up with AI, screening AI, and I’m really conscious [in asking]: ‘Will this lead to better recruitment decisions?’”

This raises the possibility of needing AI-to-AI interactions to counteract this deluge or rethinking recruiting processes.

“I think what we also must focus on not just [trying] to shorten time to hire, because that’s not the KPI to rule them all. That’s one KPI, right?”, says David.

There’s also a highlighted difference in motivation between recruiters and job seekers to adopt AI, with job seekers being much more incentivized to use every tool available.

“We’re still at the very early stage of this. And with every new technology, initially you have the technology and you have people using the new tool to do what they were doing before.” adds Nikos.

2. A return to ‘real human’ interaction

The potential for AI to mimic human-like behavior and tasks, such as language translation, prompts a departure from traditional values in recruitment.

However, it should not be surprising if in-person interviews return due to trust issues and a potential re-evaluation of what matters in recruitment.

“The trust factor is going to be eroded with the ubiquitous use of AI. If we are still in the business of hiring people for growing a team, for instance, and we care about that, then yeah, we can see that the analog processes come back in.” Hung says.

“The trust factor is going to be eroded with the ubiquitous use of AI.”

While AI can handle much of the recruitment groundwork, human-to-human interactions may become a premium, valued experience especially for specific roles where soft skills play a huge part.

Nikos brings up the example of plastic, which was perceived as an invention that would end craftsmanship, but it didn’t:

“Maybe the recruiting process is going to change to be a process that is a lot more software, a lot more automation, a lot more filtering and getting machines are going to battle it out until we get to the point where we talk.”

In short, there remain many blurry lines in how AI in hiring will evolve even in a year from now.

3. The impact of AI is sometimes overestimated

Despite the advances in AI, maintaining a personal touch in the recruitment process remains crucial. Relying solely on AI could diminish the candidate experience. That is because this technology is still new to many of us.

Plus, the pace and impact of AI in hiring are sometimes underestimated or overestimated.

“You feel that, for the first time, you are witnessing something that is going to be unstoppable. But, like all technologies, it is also going to follow the same cycle of adoption. This is not about the AI itself, but rather about the way we purchase software, use it, incorporate it into our processes, lives, habits, and all the other good stuff,” says Nikos.

Emira shares a quote from Roy Charles Amara: “We tend to overestimate the effect of technology in the short run and underestimate the effect in the long run.”

“We tend to overestimate the effect of technology in the short run and underestimate the effect in the long run.”

On the other hand, Hung believes that there is a lack of analysis: “When you’re looking at technology innovation, oftentimes we mistake analogy for analysis.”

But what does it mean for candidates?

“What’s going to happen in the short term is that we’re [going to] start getting weaker and weaker signals from some parts of the process so we’re going to have to pay more attention to other parts of the process,” David says.

4. AI needs to be the enabler for human touch

We borrowed this phrase from a chat comment that better suits this takeaway. There’s a call for AI to be an enabler of better human interaction rather than a barrier.

While AI can handle the efficiency side of recruitment, the human touch is essential for providing experience, value, and ethics, often overlooked or undervalued in the current recruiting process.

“We always valued efficiency more than the human touch. Maybe here’s an opportunity, because AI may be able to basically take care of the efficiency, and the human touch comes in order to provide the experience, the value, the ethics, perhaps that have been missing from recruiting. So, I think there is an optimistic vision of how this ends up.”, Hung says.

“We always valued efficiency more than the human touch.”

“What are we supposed to think about when we actually implement AI? In our processes, these kinds of philosophical questions are untouchable by AI, because it’s human, right? And those are the discussions that we are not having. And that makes me feel super stressed out, because these are the discussions that we should be having,” Emira says.

However, there’s a cautionary note that recruiters must advocate for the value of this human touch, or the industry might get swayed entirely by the allure of efficiency brought by AI.

On the contrary, a solely tech-driven approach might lose sight of the personal, “human” side of hiring.

“I keep reminding myself that these things usually take enough time that we can adapt because they adapt with us. When we see a technology, we assume that everyone is going to instantly be motivated to use it in the best way like they did,” Nikos says.

“These things usually take enough time that we can adapt because they adapt with us.”

The outcome

Wrapping up on the takeaways, it’s clear that technology can’t replace the unique human connection in hiring. While there’s a hype around AI, it’s essential not to overestimate its impact.

For HR professionals, the challenge is guiding AI’s role so it supports, not supplants, the traditional recruitment process. Let’s view AI as a tool in our toolkit, not the sole game-changer.

After all, it’s not going to kill us like the T-1000. Hopefully.

The post What happens when AI screens AI? 4 insights from experts appeared first on Recruiting Resources: How to Recruit and Hire Better.

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Workable Partner Profile: removing barriers with Checkr https://resources.workable.com/stories-and-insights/workable-partner-profile-checkr Mon, 30 Oct 2023 13:41:06 +0000 https://resources.workable.com/?p=91618 1. Welcome to this edition of Workable’s Partner Profile. Could you introduce yourself with a brief bio? Hey! I’m Brian Parsons and I’m part of the Partnerships Team here at Checkr. Having both a product and biz dev background, I’ve been fortunate to be able to combine those experiences at Checkr to be a part […]

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1. Welcome to this edition of Workable’s Partner Profile. Could you introduce yourself with a brief bio?

Hey! I’m Brian Parsons and I’m part of the Partnerships Team here at Checkr. Having both a product and biz dev background, I’ve been fortunate to be able to combine those experiences at Checkr to be a part of expanding our partner ecosystem.

At Checkr we’re privileged to work with the leading HR businesses across the globe, spanning ATS, onboarding, payroll, and industry-specific platforms. Today those partnerships power more than 100 integrations, allowing our shared customers to further optimize their hiring flows by plugging Checkr into the tools they use everyday.

2. As an integrated partner of Workable, Checkr helps to provide quick and efficient background screening, as well as reduce bias in the hiring process. Could you elaborate on how Checkr specifically does so?

We believe that someone’s past doesn’t tell the full story of their potential and that all candidates should have a fair chance to work.

That’s why we’re committed to our mission of building a fairer future by designing technology to create opportunities for all, to offer products that can be assessed by how well they reduce bias, increase fairness, and offer employers the broadest pool of motivated talent. Our aim isn’t for organizations to lower the bar, but rather for them to be a part of removing the barrier.

We provide several tools that serve to assist in how businesses approach Fair Chance as part of their hiring practices.

Our Candidate Stories feature provides a way for candidates to share meaningful context about their records, while also helping businesses comply with fair chance laws

Our Assess products allow employers to set adjudication guidelines, helping reduce risk and bias in their decision making

The Fair Chance Dashboard combines resources, social proof, and analytics to help employers understand, implement, and advance fair chance hiring practices at their own organizations

3. What are some general trends you all are noticing in the background check world?

Attracting talent: For many industries, it’s a tight labor market, despite the economic downturn. By the way, if you want to expand your talent pool, consider fair chance talent.

Operating efficiently: It’s cool to be profitable again. Businesses expect the majority of the tools they use to contribute to their bottom line.

Retaining talent: Employees and workers stay with the most frictionless organizations. The background check can be a moment of friction or the first step in an employee’s positive onboarding experience.

4. Now is your chance to brag about what’s on the horizon for Checkr. Any exciting product developments our readers should be aware of?

Many of our small business customers appreciate the fact that they can order US, international and even drug test screenings all from one provider. Checkr also provides built-in pre-adverse action at no additional cost. By not charging ongoing fees or minimums, we’re equipped to support SMBs from the first hire to the 100th.

Our candidate portal makes the process as transparent as possible, and we aim to continue to improve upon the candidate experience to further reduce the friction that is often introduced during this part of the hiring or screening process. But you asked about what’s on the horizon…

We know that small businesses are run by teams that often wear many hats, so in the coming months you can expect an improved adjudication experience.

We’re focusing on improving filters, rules and workflows to save your adjudicators even more time to do the work they love.

We’ve spent measurable resources researching our small business customers and have learned from our power users that there are shortcuts and hacks that we are now building into our product to improve usability. Usability is a huge priority!

We will continue to evolve the most modern background check experience for your organization, large or small, and provide a fast, smooth and safe experience for your employees and potential candidates, workers and volunteers.

5. Any closing thoughts you’d like to share?

Over 92% of employers run background checks so we know this is a critical part of both hiring and ongoing employment. Businesses exploring background check solutions for their hiring needs can get started with Checkr directly through Workable – Signing up is fast, easy, and free.

If you’re ready to get started today, feel free to sign into your Workable account and integrate it with Checkr using our Workable + Checkr User guide.

Don’t forget you get $50 off your first invoice with the promo code GOFAIRCHANCE. And if you’re looking for a place to start to learn more about fair chance hiring and what that might mean for your business, check out Checkr’s Fair Assessment Course!

If you need help running a background check, watch our OnDemand demo of the Checkr + Workable integration.

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Best practices in self-ID data for DEI from Workable & LGBT Great https://resources.workable.com/backstage-at-workable/best-practices-in-self-id-data-for-dei-from-workable-lgbt-great Mon, 30 Oct 2023 19:19:45 +0000 https://resources.workable.com/?p=91611 We’re now living in a world where data has become the lifeblood of organizations. But when it comes to DEI, not just any data will suffice. It’s essential to capture, analyze, and use diversity data to make informed decisions in all people operations so you can pursue – and make progress – in your DEI […]

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We’re now living in a world where data has become the lifeblood of organizations. But when it comes to DEI, not just any data will suffice. It’s essential to capture, analyze, and use diversity data to make informed decisions in all people operations so you can pursue – and make progress – in your DEI workplace strategy.

In that spirit, Workable is joining forces with LGBT Great to co-host an exclusive online event to take a deep dive in this area – titled The Power of Data: Strategies for Improving DE&I Data Disclosure. It takes place on Nov. 8, 2023 at 1 pm BST (8 am ET).

Be part of the conversation

Join LGBT Great and Workable to discuss effective strategies to boosting confidence around self-ID data across your organizations.

Sign up now

The theme

In the event, we’ll delve deep into strategies that enhance confidence around self-ID data in organizations. The financial sector, particularly, has its unique challenges, but also its innovative solutions.

In this event, you’ll learn about the best practices adopted by leading institutions and how LGBT Great Careers is revolutionizing the space for LGBTQ+ talent and allies.

The attendees

You should attend if you are one of the following:

  • An HR and talent professional in the global finance arena
  • A customer of Workable
  • A member of LGBT Great
  • A professional with an interest in data disclosure

This is an opportunity to explore the question of why data disclosure – and self-ID data – is so crucial in today’s work climate. You’ll get ideas and inspiration from the hosts on enhancing best practices in this area, and learn first-hand experiences to drive your own success story.

The agenda

In this event you will:

  • Understand why it is important to capture, disclose, analyze and use diversity data in decision-making for all people operations
  • Take home some great ideas and inspiration on how to improve data disclosure across people operations
  • Learn from the success of other companies in the space

Speakers will address the following questions:

  • How do you capture accurate data on employee populations?
  • How do you ensure trustworthiness in this data collection?
  • Once captured, how can organizations leverage this data for constructive change?

Don’t miss this chance to be part of a game-changing conversation and further your DEI journey. Join LGBT Great and Workable in their quest to create more inclusive workplaces, one data point at a time.

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18+ real-life interview questions for Account Management roles https://resources.workable.com/18-plus-real-life-interview-questions-for-account-management-roles Sun, 29 Oct 2023 15:52:48 +0000 https://resources.workable.com/?p=91603 Are you unsure which questions will effectively gauge a candidate’s capabilities? Imagine having a collection of real-life questions from hiring managers in the account management arena. In this guide, we offer a comprehensive set of real-life interview questions for account management roles including Account Executive, Junior Account Manager, Sales Account Manager, Senior Account Manager, and […]

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Are you unsure which questions will effectively gauge a candidate’s capabilities? Imagine having a collection of real-life questions from hiring managers in the account management arena.

In this guide, we offer a comprehensive set of real-life interview questions for account management roles including Account Executive, Junior Account Manager, Sales Account Manager, Senior Account Manager, and beyond.

Let’s explore these questions, categorized by job title and divided into two categories: account management roles and support & coordination roles. This is the second part of our guide. You can check here 40+ real-life interview questions for sales & business roles with sample answers.

Interview questions for account management roles

Real-life account executive interview questions

An Account Executive is responsible for managing and nurturing existing client accounts. They identify opportunities to cross-sell and upsell products or services, ensuring client satisfaction and revenue growth while maintaining a strong understanding of the company’s offerings.

Here are the 5 questions that hiring managers choose to ask with sample answers for each:

  1. Do you think it is necessary to understand a company’s entire product line before you can cross-sell?

This question assesses the candidate’s perspective on the importance of product knowledge in cross-selling efforts.

Sample answer: 

“Yes, a thorough understanding of the company’s entire product line is essential for effective cross-selling. It enables me to identify complementary products or services that can genuinely benefit the client. This knowledge allows me to provide valuable recommendations that align with their needs, ultimately enhancing their experience and our revenue.”

  1. How do you prefer to manage your time between cross-selling and upselling?

This question explores the candidate’s approach to balancing cross-selling and upselling activities within their account management responsibilities.

Sample answer: 

“I manage my time by assessing the client’s needs and priorities. Cross-selling occurs when I identify new needs that can be addressed with additional products or services. Upselling, on the other hand, focuses on enhancing the value of their current solution. My approach is to prioritize based on immediate client requirements, ensuring that my efforts align with their evolving needs and our revenue goals.”

  1. Describe your current/former role, responsibilities, and how work was/is evaluated.

This question seeks insights into the candidate’s previous experience as an Account Executive, their responsibilities, and the performance evaluation criteria in their role.

Sample answer: 

“In my previous role as an Account Executive, I was responsible for managing a portfolio of client accounts. My responsibilities included building and maintaining strong client relationships, understanding their business needs, and identifying opportunities for cross-selling and upselling. Work was evaluated based on revenue growth, client satisfaction, and the successful execution of account development strategies.”

  1. What professional accomplishment are you most proud of?

This question allows the candidate to highlight a significant professional achievement and share their pride in it.

Sample answer:

“One of my proudest professional accomplishments was successfully leading a cross-selling initiative that resulted in a 30% increase in revenue within my account portfolio. This achievement not only exceeded our revenue targets but also demonstrated my ability to identify and leverage opportunities for our clients’ benefit.”

  1. What did you appreciate about your former VP’s leadership style? What did you dislike about it?

This question evaluates the candidate’s ability to assess leadership qualities and provide constructive feedback.

Sample answer: 

“I appreciated my former VP’s ability to provide clear strategic direction and empower the team to make decisions. Their open communication and support for innovative ideas were motivating. However, at times, the pace of change was rapid, and it could be challenging to keep up. More gradual implementation of changes would have been beneficial for better adaptation.”

Real-life junior account manager interview questions

A Junior Account Manager is responsible for assisting in the management of client accounts, ensuring their satisfaction and successful project delivery. They analyze data, identify client needs, and propose solutions, while also sourcing resources and resolving complex issues.

Here are the 3 first questions with simple answers from hiring managers. You can check the full list of junior account interview questions here.

  1. Discuss a time when you performed an analysis and it was incorrect. What did you do to correct it and what did you learn?

This question assesses the candidate’s ability to handle errors and learn from them while performing data analysis.

Sample answer:

“Once, I performed an analysis that led to an incorrect conclusion due to a data input error. I immediately rechecked the data, identified the mistake, and rectified it. I learned the importance of thorough data validation and the need for double-checking results to ensure accuracy.”

  1. Imagine you need additional resources to deliver a project to a client. How would you go about sourcing them?

This question evaluates the candidate’s resourcefulness and problem-solving skills in acquiring necessary resources for project delivery.

Sample answer: 

“I would start by assessing our internal resources to determine if there are available team members with the required skills. If not, I’d explore partnerships or collaborations with other departments. If external resources are necessary, I’d research and reach out to potential vendors or contractors to ensure timely project completion.”

  1. Tell me about a complex problem you faced and the solution you proposed. What alternatives did you consider?

This question assesses the candidate’s ability to tackle complex problems and their capacity to evaluate alternative solutions.

Sample answer: 

“I encountered a complex issue where a client’s project timeline was at risk due to unforeseen technical challenges. My proposed solution involved reallocating resources, including bringing in a specialized contractor, to address the issue promptly. I also considered alternative solutions, such as extending the timeline or seeking an alternative approach, but ultimately, the resource reallocation proved to be the most effective and timely solution.”

Real-life senior account manager interview questions

A Senior Account Manager is responsible for managing and nurturing key client relationships, ensuring their satisfaction, and driving revenue growth. They analyze data, make strategic decisions, and handle complex client interactions to maximize account value and company success.

These are the most preferred questions that hiring managers ask:

  1. Describe a situation in which you had to make a critical decision based on incomplete data. How did you do it?

This question assesses the candidate’s ability to make informed decisions under uncertainty, a crucial skill for a Senior Account Manager.

Sample answer: 

“I once faced a critical decision when a client needed a customized solution, and we had limited data on their specific requirements. To mitigate risk, I gathered available information, consulted with our product team, and involved the client in a collaborative discovery process. This approach ensured that our decision was based on the best available data and aligned with the client’s needs.”

  1. You want to create a program for the best partners/accounts. What requirements would you incorporate, and how would you calculate them?

This question explores the candidate’s strategic thinking and ability to develop criteria for prioritizing partners or accounts.

Sample answer: 

“To create a program for our best partners/accounts, I would consider factors such as revenue generated, long-term potential, level of engagement, and alignment with our strategic goals. I would assign weighted values to each criterion and use a scoring system to calculate their overall score. This approach would help us prioritize and allocate resources effectively.”

  1. Tell me about a time when you were not able to keep a commitment to a client. Why was this?

This question evaluates the candidate’s ability to handle challenging client situations and provide transparency about past commitments.

Sample answer: 

“In a rare instance, we were unable to meet a delivery commitment to a client due to an unexpected supply chain disruption. Despite our best efforts to mitigate risks, unforeseen circumstances caused delays. We immediately communicated the issue to the client, took responsibility, and provided regular updates. Ultimately, we resolved the situation to the client’s satisfaction and implemented measures to prevent similar occurrences in the future.”

Real-life sales account manager interview questions

A Sales Account Manager is responsible for nurturing and expanding client relationships. They analyze sales data, identify trends, and develop strategies to ensure year-over-year growth. Their focus is on maintaining client satisfaction and addressing any challenges that may impact sales performance.

This is the top question to ask, according to hiring managers:

  1. Imagine that you have grown YoY positive in the past 5 years, and this year you have a negative trend. What would you do to find the cause?

This question assesses the candidate’s problem-solving skills and proactive approach to addressing a decline in sales performance.

Sample answer: 

“If faced with a negative YoY trend after five years of growth, I would initiate a comprehensive analysis of our sales data. I’d review client interactions, market dynamics, and competitive factors. Additionally, I’d seek feedback from the sales team and clients to identify any underlying issues. This holistic approach would help pinpoint the cause and guide corrective actions to resume positive growth.”

Interview questions for support & coordination roles

Real-life sales assistant interview questions

A Sales Assistant provides support to the sales team by handling administrative tasks, coordinating customer interactions, and facilitating the sales process. They assist in ensuring a smooth workflow and a positive customer experience.

These 4 questions are the most popular between hiring managers: 

  1. What is your greatest strength within a sales environment?

This question assesses the candidate’s self-awareness and ability to highlight a key strength relevant to the sales assistant role.

Sample answer: 

“My greatest strength in a sales environment is my attention to detail. I excel in ensuring that all administrative tasks and documentation are accurate and organized. This meticulousness contributes to streamlined processes, allowing the sales team to focus on building client relationships and achieving targets.”

  1. Did you meet your sales quota in your last position?

This question evaluates the candidate’s past performance in meeting or exceeding sales targets, even though the role of a sales assistant typically doesn’t have direct sales quotas.

Sample answer: 

“As a sales assistant, my role primarily involves supporting the sales team rather than directly meeting sales quotas. However, I take pride in contributing to the team’s success by providing efficient administrative support and facilitating the sales process to help them meet and exceed their targets.”

  1. What is the main thing that you need to accomplish in every customer interaction?

This question explores the candidate’s understanding of the primary goal in customer interactions within the sales assistant role.

Sample answer: 

“In every customer interaction, my main goal is to ensure a positive experience. Whether it’s addressing inquiries, providing information, or assisting with orders, I aim to create a smooth and pleasant experience for the customer, ultimately contributing to their satisfaction and the company’s reputation.”

  1. What does “the customer is always right” mean?

This question assesses the candidate’s comprehension of the customer-centric philosophy often associated with this phrase.

Sample answer: 

‘The customer is always right’ means that the customer’s perception and satisfaction take precedence. It emphasizes the importance of listening to customers, understanding their perspective, and making efforts to meet their expectations, even if it requires going the extra mile to ensure their needs are met.

Real-life sales coordinator interview questions

A Sales Coordinator supports the sales team by managing administrative tasks, coordinating sales activities, and assisting with data analysis. They play a crucial role in ensuring the smooth operation of the sales process and providing valuable insights through data analysis.

Here 2 questions from real hiring managers with sample answers for each:

  1. What is your experience with data analysis? Can you give me an example of how you worked with data?

This question assesses the candidate’s experience and proficiency in data analysis, a key aspect of the sales coordinator role.

Sample answer: 

“I have extensive experience with data analysis, particularly in my previous role as a Sales Coordinator. One example is when I analyzed sales data to identify trends and opportunities. I used tools like Excel to create reports, allowing the sales team to make data-driven decisions and improve targeting strategies.”

  1. What data software do you use, and how comfortable are you with them?

This question evaluates the candidate’s familiarity with data analysis tools and their comfort level in using them.

Sample answer: 

“I’m proficient in using various data software, including Microsoft Excel, Google Sheets, and CRM systems like Salesforce. I’m comfortable working with these tools to gather, clean, and analyze data. I also stay updated on industry-specific software to ensure efficiency and accuracy in data analysis.”

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Clean out those HR cobwebs: 6 outdated practices to get rid of https://resources.workable.com/tutorial/clean-out-those-hr-cobwebs Mon, 30 Oct 2023 15:35:00 +0000 https://resources.workable.com/?p=91594 During this spooky time of year, we put up cobwebs, but let’s face it: Several HR practices need to be stomped out like that spider scuttling across the floor. (Note: No actual spiders were harmed in the writing of this article.) Sometimes, companies don’t follow “best practices”. They follow “old practices” and don’t think about […]

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During this spooky time of year, we put up cobwebs, but let’s face it: Several HR practices need to be stomped out like that spider scuttling across the floor. (Note: No actual spiders were harmed in the writing of this article.)

Sometimes, companies don’t follow “best practices”. They follow “old practices” and don’t think about why.

Level up your HR

Workable’s HR solution can help you optimize your hiring and management processes – and keep those cobwebs at bay!

Learn more with a free trial

Here are some old cobweb-covered practices we should remove to improve businesses.

1. ‘What is your current salary?’

This question still appears on job applications, and recruiters still ask it when screening candidates. Several states have outlawed this question, but not everyone has the message.

Someone’s current salary shouldn’t reflect the salary of our new position. Salaries should be based on market rates. When you focus any part of the hiring process on the candidate’s previous salary, you help perpetuate salary inequities.

What you should do instead

Say, “The salary range for this position is $X-$Y, depending on experience. Does that work for you, or will it scare you away?”

2. ‘Sorry, we have a maximum internal raise of 10%.’

You don’t want salaries to run away from you, so many companies have a maximum raise percentage that they will give to internal candidates. It doesn’t matter if the raise doesn’t bring the person into the market rate for the position; companies won’t provide higher raises.

This is what we call penny-wise and pound-foolish. Saving a few dollars by not paying someone the market rate today increases the chance that this person will take their new title and parlay that into a job at your competitor where they are willing to pay the market rate.

What you should do instead

Treat internal candidates the same as you would external candidates regarding salary. Don’t have a maximum salary increase percent. Everyone gets the market rate salary, even if it’s a 50% increase – now that’s a treat that’s much better than a trick!

3. ‘No, that won’t be possible.’

This cobweb hangs over many an HR director’s door. It’s a reflexive response to just about every request someone makes. But the reality is a lot of things are possible, and the default should be an effort to make things happen.

Of course, if something is illegal, the answer stands, but otherwise, finding a solution should be an HR priority.

What you should do instead

Look for a solution. Sure, you can’t double someone’s salary just because they ask, but you can tell them what they need to do to increase their earning power. When someone wants an extra month of vacation, it won’t be possible, but maybe you can find a solution that helps them get what they need–unpaid leave or remote work.

Just banish the reflexive no, like you’d send a vampire back to their coffin.

4. ‘A customer complained, so we have to write you up.’

How some HR people and some company policies treat customer complaints as infallible is a way to undermine morale. The customer is not always right, and treating the customer that way just makes for worse customers.

What you should do instead

Investigate the customer complaint. If the employee followed policy, then no punishment. Suppose the customer was rude, not punished. You should praise employees who follow policy politely, even if the customer doesn’t like it.

Change the procedures if you want a different outcome. Don’t let customer complaints cast a dark shadow over your employees.

5. ‘Congratulations on the promotion! You’re now a manager. Get to work!’

Many people get promoted to management because they are good at day-to-day work. Managing is a very different skill set.

Just assuming your new managers know how to manage is setting them up for failure and their departments for misery.

What you should do instead

Give managers management training! Teach them how to give feedback, how to follow fundamental employment law, how to write an employee review, and how to treat employees fairly.

Yes, that takes work, but the payoff will be fantastic, like a magical transformation from a regular employee to a skilled manager.

Related: Employee development and the Peter Principle: Why your managers keep messing up

6. Marijuana testing for non-safety positions

Of course, employees shouldn’t be high at work, but they shouldn’t be drunk either, and yet you don’t prohibit off-hours drinking. Finding qualified employees is hard enough without eliminating everyone who uses marijuana recreationally.

Sure, if it’s a safety-related job, or there are federal requirements for a drug-free workplace, then keep testing.

What you should do instead

Focus on how employees behave at the office. Don’t worry about their time away from work. You don’t want to turn your workplace into a scary place for them.

Sweep the old stuff out

If you can’t explain why you are doing something, you should probably reconsider doing it. Get rid of those old cobweb-filled practices and replace them with something less spooky.

 

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Navigating the nuances of salary negotiations – how to do it right https://resources.workable.com/stories-and-insights/nuances-of-salary-negotiations Fri, 27 Oct 2023 15:14:56 +0000 https://resources.workable.com/?p=91570 If you’re in hiring – or even managing teams outright – you’ve probably been pulled into a salary negotiation with a candidate or existing employee. As it happens – salary negotiation goes far beyond one side offering X and the other side asking for Y, and then (hopefully) meeting in the middle. It’s more nuanced […]

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If you’re in hiring – or even managing teams outright – you’ve probably been pulled into a salary negotiation with a candidate or existing employee.

As it happens – salary negotiation goes far beyond one side offering X and the other side asking for Y, and then (hopefully) meeting in the middle.

It’s more nuanced than that. And it’s no longer just an HR task – it’s now a strategic element of overall employee satisfaction and company culture.

Trevor Bogan is regional director at the Top Employers Institute in North America, and he knows a fair bit about this. In an email Q&A, he emphasized practical strategies for handling salary negotiations, a process becoming increasingly complex in today’s workplace especially as salary transparency becomes more part of the norm than before.

Haggling is hotter than ever

First off – salary negotiations have become more common in recent years, Trevor says, pointing to “increased awareness around things like the impact of lifetime earnings, wage gaps, and economic factors like inflation and recessions.”

In other words, today’s workers are more market-aware and market-savvy. They’re not shy about their own self worth and what they feel they deserve to make for their work.

Related: 4 effective salary negotiation tips for employers

This shift presents distinct challenges for you as employers. Trevor points to three main ones:

  1. Budgetary considerations – where you need to balance financial health and competitive offers
  2. Fairness and equity considerations – where you need to ensure parity across roles
  3. Competition considerations – where you need to match or outdo market rates to attract top talent

So, how do you, especially those in the SMB sector, navigate these challenges without compromising company stability?

Openness is key

Trevor emphasizes the importance of establishing open compensation policies, even and especially when handling delicate topics such as salary and how it’s determined.

Transparency in how salaries align with broader company parameters eases employees’ minds, he notes, ensuring they feel valued rather than just another budget line.

And don’t think of salary negotiations as a simple hiring-phase hurdle.

“[Salary negotiations] can happen in different scenarios, but the most common are during onboarding, when both applicant and employer are establishing the work relationship; during performance reviews where employees can go over their contributions to the company and their professional growth over the time being reviewed,” Trevor notes.

When you recognize these periods and you’re transparent about it, this helps you prepare and manage expectations on both sides.

Related: Salary transparency: Good thing for employees – and employers?

Strike that balance

Employees do expect higher salaries, which is normal, especially when they’ve looked at the market and they see that their experience or education level justifies higher pay, Trevor says.

Which brings to mind one negotiation delicacy: how do you maintain employee engagement when you can’t meet their salary expectations?

One word: communication.

“Listening and acknowledging concerns is important as is expressing appreciation for the contributions they have made to the team or company,” Trevor says. You can’t always meet salary expectations – and often, you can’t immediately do so – but it helps to ensure employees feel heard, respected, and confident that their contributions aren’t overlooked.

“Listening and acknowledging concerns is important as is expressing appreciation for the contributions they have made to the team or company.”

The present economic reality, however, is that many companies’ hands are tied financially. They just can’t afford to give out raises – in fact, a recent ResumeBuilder.com survey finds that one quarter of companies will not be giving out raises in 2024, and a full half say the cost-of-living adjustment will be less than 3%.

That’s a tough situation for many employers and employees alike. So how do you navigate that when you’re pulled into a conversation about salary? Trevor suggests being transparent about budgetary constraints and actively involving employees in career growth discussions.

“Scheduling regular check-ins will assure the employee that they are valued, and that the salary conversation will not be swept under the rug,” he explains. Such steps help in mitigating disappointment and potential disengagement.

You also must incorporate standard adjustments for inflation – and monitor the overall economic trends as you do it.

“Identifying an inflation index that is relevant to the location or industry the company sits in is also important in this determination,” Trevor states. This methodological approach ensures that your adjustments are justifiable and consistent, not arbitrary.

What about global and multinational companies? There’s an added layer of complexity here when looking to resolve salary disparities across regions. Trevor recommends looking for the balance between global consistency and local relevance – which requires a formal policy.

“The first step is to create a global compensation strategy that will consider the local markets, company budget, and equity across all regions,” Trevor says, highlighting the need for continuous local market research and regular policy reviews.

The diversity aspect, of course, cannot be overlooked.

“Employers must be diligent in collecting and analyzing salary, bonus, and benefits data in the categories of race, age, and gender, amongst other influencing data points to identify any disparities that might be present,” Trevor says. Proactive measures, including pay equity audits and promoting diverse leadership, reinforce a culture of fairness and inclusivity.

And finally, being open about salary across the company is becoming more and more standard, even if it’s controversial. Trevor notes that salary transparency is being adopted by more and more organizations regularly.

“This has proven to be effective in attracting and retaining top talent as it creates a culture of trust and equity between employers and employees,” he says.

However, he warns, salary transparency still comes with challenges, such as potential privacy concerns and internal discontent. The decision to embrace transparency should align with your organization’s culture and strategic goals.

Transparency, policy, and strategy are musts

All in all – be transparent and ensure you have a policy and clearly thought-out strategy when handling salary matters. It’s a nuanced art requiring balancing financial realities with employee expectations and market demands.

By embracing transparency, equitable practices, and open dialogue, you can turn these negotiations into opportunities for mutual growth and trust-building. After all, at the heart of every salary negotiation is a person seeking validation of their worth – an aspect every employer should recognize and respect. Trevor at Top Employers Institute would absolutely agree on this.

Need more? Our email template on salary can help: Salary negotiation with candidates email template

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What is coffee badging – and what you can do about it https://resources.workable.com/stories-and-insights/what-is-coffee-badging Fri, 27 Oct 2023 16:12:39 +0000 https://resources.workable.com/?p=91577 Coffee badging is the latest in a long line of new terminologies that have surfaced in the work world recently – joining quiet quitting, quiet hiring & firing, resenteeism, bare-minimum Mondays, lazy girl jobs, rage applying, and other linguistic hallmarks that point to how much has changed at work since the advent of COVID-19. As […]

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Coffee badging is the latest in a long line of new terminologies that have surfaced in the work world recently – joining quiet quitting, quiet hiring & firing, resenteeism, bare-minimum Mondays, lazy girl jobs, rage applying, and other linguistic hallmarks that point to how much has changed at work since the advent of COVID-19.

As an employer or hiring manager, you’re really at the heart of this new coffee badging phenomenon. While novel, coffee badging is actually just a modern echo of the old “clock in and clock out” systems of times past, with a modern twist that points to the rise of flexwork and autonomy in the modern workplace.

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Back in the day, it really was just about showing up for work (or not):

But things have evolved since then. And besides, that video is mostly in jest. Your workers aren’t necessarily partying when they’re remote working, just for the record.

That said, the message is clear: if your workers are checking in just so you can “see” that they’re working, that’s not necessarily a good thing.

Before we get into all that, let’s understand the whole trend of coffee badging and where it came from.

Unpacking coffee badging

What is coffee badging? It’s a response to the growing popularity of return-to-office (RTO) mandates we’re seeing out there. An August survey found that 47% of employees say they’ll quit if RTO is imposed on them – but that’s a luxury option that not all employees can easily afford to make, especially in a tight economy.

So, if workers must go into the office, they’ll just go in, make their presence felt, and then pirouette to alternative work environments more conducive to their working habits.

But this trend doesn’t just float on the surface. It’s a deep-dive response to the perceived rigidity that comes with RTO requirements that many find restrictive compared with the fluidity of remote-first work.

Related: Return to office strategy: can RTO harm your business?

Like the bare-minimum Monday, workers just do the bare minimum to return to the office, and then go back to what they’ve been doing all this time – in other words, they’re just getting their badge for showing up at work.

Presenteeism and coffee badging

On the topic of showing up – remember presenteeism? It’s that old terminology that valued showing up over showing results. It’s primarily defined as being at work in spite of being injured, sick, or otherwise unable to be a fully contributing worker – in which case, you should stay home.

Coffee badging is presenteeism’s evolved, modern cousin, taking the act of being present to a new level while continuing to advocate for flexwork and a more balanced work environment.

It’s not just about clocking in; it’s about clocking in with choice. The card game between employer and employee has progressed step by step through COVID, remote work, the Great Resignation, and all the other workplace developments, and then slowly a Great Disconnect starts to form as a chasm between the two parties.

Now, employers are playing the RTO card – and employees are responding with the coffee badging card.

Related: WFH vs. RTO: what really works for your business

So, what can you do about coffee badging?

Navigating the currents of coffee badging requires a blend of open dialogue, trust, and a willingness to adapt. Here are three actionable steps for you to think about if you’re looking to “overcome” coffee badging in your own organization:

1. Embrace flexibility

Two-thirds of US workers love work flexibility, according to the Great Discontent survey. It’s not going away.

Acknowledge this reality by embracing flexible work arrangements. Whether it’s hybrid work models, flexible hours, or remote working options, integrating these into your organizational culture can address the root causes that drive coffee badging.

2. Foster open communication

That same survey finds that company transparency and responsiveness are high up the list in what workers value in a job.

In that spirit, create channels for honest feedback and open communication. Understand the specific needs and preferences of your team, and be open to exploring new ways of working that benefit both the individuals and the organization.

3. Prioritize outcome over presence

Often, focusing on outcomes rather than processes can make all the difference.

Shift the focus from mere physical presence to the quality and timeliness of work output. Establish clear goals, expectations, and metrics that measure what truly matters – the results.

Coffee badging isn’t the actual problem

The reality is, coffee badging isn’t itself something to be solved – it’s just a symptom, not the core issue. It’s an adaptation by employees who want to navigate what they see as increasing rigidity in their working schedules.

If your workers are coffee badging – maybe that’s fine and they’re still doing a great job, and it’s a sincere attempt to check in with their colleagues. But, honestly, if that’s why they’re doing it, then they’d do it anyway regardless of whether you’re pushing RTO or not.

The reality is: they’re checking in because you’re requiring them to. Consider engaging in open dialogue, reassessing your workplace policies, and being open to the new realities of workplace presence. If you play that card, your employees will respond in kind.

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AI-powered JD generation now available on Workable Mobile https://resources.workable.com/backstage-at-workable/ai-powered-job-description-generation-now-available-on-workable-mobile Wed, 01 Nov 2023 12:20:43 +0000 https://resources.workable.com/?p=91563 Workable’s AI-powered job description generation feature is now available on our mobile app! With this addition, we’re making it even easier for you to streamline your hiring process and attract top talent, all from the convenience of your mobile device. You may already be familiar with this powerful tool on our desktop platform. AI-powered job […]

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Workable’s AI-powered job description generation feature is now available on our mobile app! With this addition, we’re making it even easier for you to streamline your hiring process and attract top talent, all from the convenience of your mobile device.

You may already be familiar with this powerful tool on our desktop platform. AI-powered job description generation leverages cutting-edge technology to help you create compelling and effective job listings effortlessly. Personalized to your business and preferred tone, the AI generates tailored job descriptions that resonate with potential candidates.

  • Mobile convenience: Posting jobs through mobile just got easier. No need to type everything from scratch, now let Workable do the work then make edits or go live immediately.
  • Save time: With AI assistance, you can create well-structured, attention-grabbing listings in a matter of seconds, leaving you more time for other critical hiring tasks.
  • Improve quality: The AI engine ensures that your job descriptions are optimized for clarity and effectiveness, helping you attract the right candidates while reducing ambiguity.

Download or update your Workable mobile app today to take advantage of this exciting feature. Your next great hire could be just a few taps away!

Meet your new assistant: Workable mobile app

Offered on both iOS and Android, Workable's mobile recruiting app will change the way you hire.

Go mobile

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Employee retirement policy template https://resources.workable.com/employee-retirement-policy Fri, 27 Oct 2023 12:24:48 +0000 https://resources.workable.com/?p=91556 This template will provide a comprehensive framework for managing employee retirements, ensuring that all necessary steps are taken to facilitate a successful transition. It will help HR professionals to create a consistent and fair process for all employees, while also protecting the interests of the organization. An employee retirement policy should include: A clear definition […]

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This template will provide a comprehensive framework for managing employee retirements, ensuring that all necessary steps are taken to facilitate a successful transition. It will help HR professionals to create a consistent and fair process for all employees, while also protecting the interests of the organization.

An employee retirement policy should include:

  1. A clear definition of eligibility criteria for retirement, including age, years of service, and other relevant factors
  2. A description of the retirement process, including notification requirements, exit interviews, and final pay and benefits
  3. Provisions for continuation of benefits, such as health insurance, life insurance, and pension plans
  4. Guidelines for handling confidential information and intellectual property during the transition period

Step-by-step instructions for writing your own employee retirement policy

  1. Review existing policies and procedures related to employee retirement to identify areas that need improvement or clarification.
  2. Consult with key stakeholders, including senior management, legal counsel, and employee representatives, to ensure that the policy meets their needs and expectations.
  3. Define eligibility criteria for retirement, taking into account factors such as age, years of service, and job performance.
  4. Develop a step-by-step process for employee retirement, including notification requirements, exit interviews, and final pay and benefits.
  5. Determine provisions for continuation of benefits, such as health insurance, life insurance, and pension plans.
  6. Establish guidelines for handling confidential information and intellectual property during the transition period.
  7. Include a provision for amending the policy, if necessary, to reflect changes in laws, regulations, or organizational priorities.
  8. Review and finalize the policy, ensuring that it is communicated to all employees and relevant stakeholders.

Employee retirement policy template

[Organization Name]

Employee Retirement Policy

Brief & purpose

The purpose of this policy is to provide a framework for employee retirement from [Organization Name], ensuring a smooth transition for employees who are approaching retirement age and minimizing disruption to normal operations.

Scope

This policy applies to all employees of [Organization Name], including full-time, part-time, and contract workers.

Eligibility criteria

Employees are eligible for retirement when they reach the age of 65 or have completed 20 years of service with [Organization Name]. Employees may also be eligible for early retirement under certain circumstances, such as ill health or redundancy.

Retirement process

Notification: Employees must notify their manager and HR representative in writing at least 3 months before their planned retirement date.
Exit interview: All retiring employees will participate in an exit interview with their manager and HR representative to discuss their reasons for leaving and to receive information about post-retirement benefits.
Final pay and benefits: Employees will receive their final pay and benefits, including accrued vacation time, sick leave, and any other entitlements, within 30 days of their retirement date.
Continuation of benefits: Eligible employees may continue to receive certain benefits, such as health insurance, life insurance, and pension plans, subject to specific plan rules and requirements.
Handling confidential Information: Retiring employees must return all confidential information and intellectual property belonging to [Organization Name] before their departure.

Health insurance

Eligible retirees may continue to receive health insurance coverage under [Organization Name]’s group plan for a period of up to 2 years after retirement. The organization will pay a portion of the premium cost, and the retired employee will be responsible for the remaining amount.

Life insurance

Eligible retirees may continue to receive life insurance coverage under [Organization Name]’s group plan for a period of up to 2 years after retirement. The organization will pay a portion of the premium cost, and the retired employee will be responsible for the remaining amount.

Pension plans

Eligible retirees will receive pension benefits in accordance with [Organization Name]’s pension plan documents. The pension plan is designed to provide a predictable income stream for retired employees, based on their years of service and final average salary.

Retiree Communications

Retiree newsletter

[Organization Name] will publish a quarterly newsletter for retirees, containing updates on company news, events, and benefits.

Retiree events

The organization will host periodic events for retirees, including an annual retiree recognition ceremony, to foster a sense of community and connection among retirees.

Confidentiality and intellectual property

Confidential Information

Retiring employees must return all confidential information and intellectual property belonging to [Organization Name] before their departure. This includes, but is not limited to, customer lists, business strategies, and proprietary software.

Non-disclosure agreement

All retiring employees will be required to sign a non-disclosure agreement to protect [Organization Name]’s confidential information and intellectual property.

Compliance with laws and regulations

Compliance

This policy complies with applicable laws and regulations related to employee retirement, including age discrimination and pension plan requirements.

Amendments

This policy may be amended from time to time to reflect changes in laws, regulations, or organizational priorities. Any changes will be communicated promptly to affected employees and stakeholders.

Adopted by the Board of Directors on [Date].

Disclaimer: This policy template is meant to provide general guidelines and should be used as a reference. It may not take into account all relevant local, state or federal laws and is not a legal document. Neither the author nor Workable will assume any legal liability that may arise from the use of this policy.

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Senior Account Manager interview questions and answers https://resources.workable.com/senior-account-manager-interview-questions Wed, 25 Oct 2023 14:22:59 +0000 https://resources.workable.com/?p=91548 These senior account manager interview questions are directly sourced from real hiring managers and they are ready to use. Make sure that you are interviewing the best senior account manager candidates. Sign up for Workable’s 15-day free trial to hire better, faster. 5 good senior account manager interview questions [Suggested by real hiring managers] Describe a situation […]

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These senior account manager interview questions are directly sourced from real hiring managers and they are ready to use.

business development manager interview questions

Make sure that you are interviewing the best senior account manager candidates. Sign up for Workable’s 15-day free trial to hire better, faster.

5 good senior account manager interview questions

  1. [Suggested by real hiring managers] Describe a situation in which you had to make a critical decision based on incomplete data. How did you do it?
  2. [Suggested by real hiring managers] You want to create a program for the best partners/accounts. What requirements would you incorporate, and how would you calculate them?
  3. [Suggested by real hiring managers] Tell me about a time when you were not able to keep a commitment to a client. Why was this?
  4. How do you ensure effective communication and collaboration between your team and the client to meet their needs and expectations?
  5. Can you share an example of a successful client relationship you’ve nurtured, resulting in long-term loyalty and increased revenue?

Here are 5 essential interview questions and sample answers to help identify the best candidates for this role.

1. Describe a situation in which you had to make a critical decision based on incomplete data. How did you do it?

This question assesses the candidate’s ability to make informed decisions in challenging situations.

Sample answer:

“In a critical client meeting, I encountered unexpected questions for which I didn’t have all the data. I acknowledged the gaps, provided the information I had, and promised to follow up with comprehensive answers. This transparent approach built trust, and I ensured prompt follow-up to address their concerns.”

2. You want to create a program for the best partners/accounts. What requirements would you incorporate, and how would you calculate them?

This question evaluates the candidate’s strategic thinking and ability to design effective partner/account programs.

Sample answer:

“To create a program for the best partners/accounts, I’d consider factors like revenue contribution, long-term potential, alignment with our values, and client satisfaction. I’d assign weightages to these factors, sum them up for each partner/account, and prioritize those with the highest scores.”

3. Tell me about a time when you were not able to keep a commitment to a client. Why was this?

This question assesses the candidate’s honesty and ability to handle challenging client situations.

Sample answer:

“Once, due to unforeseen circumstances, we couldn’t meet a client’s project deadline. I immediately informed the client, explained the reasons, and offered solutions. The client appreciated our transparency and our efforts to mitigate the impact. We learned from the experience to prevent similar issues in the future.”

4. How do you ensure effective communication and collaboration between your team and the client to meet their needs and expectations?

This question examines the candidate’s approach to facilitating strong client relationships and teamwork.

Sample answer:

“I emphasize open and regular communication with both my team and the client. I encourage feedback, hold frequent meetings, and ensure everyone is aligned on goals and expectations. This collaborative approach fosters transparency and ensures we meet the client’s needs.”

5. Can you share an example of a successful client relationship you’ve nurtured, resulting in long-term loyalty and increased revenue?

This question evaluates the candidate’s ability to build and maintain strong client relationships.

Sample answer:

“Certainly, I had a client who initially had limited engagement with our services. Through attentive communication, understanding their evolving needs, and proposing tailored solutions, we not only secured their long-term loyalty but also expanded our services, leading to substantial revenue growth.”

What does a good Senior Account Manager candidate look like?

A strong Senior Account Manager candidate should possess exceptional decision-making abilities, strategic thinking for program development, strong communication and collaboration skills, a commitment to client satisfaction, and the ability to nurture long-term client loyalty and revenue growth.

Red flags

Red flags for a Senior Account Manager position may include poor decision-making under uncertainty, limited strategic thinking for program development, ineffective communication and collaboration skills, a lack of commitment to client satisfaction, and a history of failed client relationships.

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Cisco exec says the AI hype is legit, but be pragmatic about it https://resources.workable.com/stories-and-insights/cisco-exec-says-the-ai-hype-is-legit Wed, 25 Oct 2023 16:09:59 +0000 https://resources.workable.com/?p=91549 So, is AI all hype or is it the real thing? Instead of speculating, we get insight from those in the know. In this case, Javed Khan, SVP and GM of Collaboration at Cisco, shared his tips and perspectives on AI in the workplace. Is the AI hype for real? First, we asked him what […]

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So, is AI all hype or is it the real thing? Instead of speculating, we get insight from those in the know. In this case, Javed Khan, SVP and GM of Collaboration at Cisco, shared his tips and perspectives on AI in the workplace.

Is the AI hype for real?

First, we asked him what AI in the workplace looks like right now and whether it’s here to stay.

“While it seems overnight that AI became the hot topic – and is just now showing up in workplaces – it’s been around for a while,” Javed says.

And now it’s evolving.

“With advancements in LLMs and their ability to respond in more human ways, we’re seeing so much potential to reimagine work. AI in the workplace is here to stay and will eventually disrupt every profession.

“Moreover, AI will disrupt business operations, requiring business leaders to look at how people will operate, as well as how employees are trained and reskilled to best harness the rise of AI for optimal business outcomes.”

With advancements in LLMs and their ability to respond in more human ways, we’re seeing so much potential to reimagine work. AI in the workplace is here to stay and will eventually disrupt every profession.”

There’s a lot to say for AI’s positive benefits as well.

“We already know AI can scale the pace at which value is created – like building better products or delivering better customer outcomes. Beyond that, it has the ability to make employees better – removing mundane, time-consuming tasks and allowing a focus on activities that drive value. AI gives us the power to think deeper, broader, and more creatively than ever before.”

Workplace adjustments need to be considered right away, Javed adds, to future-proof against any potential problems.

“As the AI landscape continues to evolve, considerations for flexibility, privacy, and security need to be factored in from the get-go.”

What about the AI skeptics?

Naturally, there will be some skepticism and resistance from employees who may either not see the value of AI or consider it to be a threat to their work – including their jobs themselves. There are ways to ‘convert’ them to the value of AI, but this needs to be carried out in the right way and different employee personas need to be considered.

We asked Javed this as well.

“AI must be used ethically – and that can be done by establishing a responsible AI framework to be followed by the organization at large and every individual,” he says – emphasizing the importance of training. “Help employees understand and gain access to the benefits available to them.”

He adds that once employers start showing the benefits that AI can provide in day-to-day work, employees will be more receptive.

“Whether it’s summaries that enable quick, easily digestible information sharing or removing background noise to ensure everyone is heard, once the benefits of AI are apparent – and it’s clear how it makes work better – most employees will embrace AI.”

Hiring managers and recruiters are already using interview question generators and job description generators to enhance their recruitment process – and you can too.

How do we navigate without precedence?

AI is very much uncharted territory for many businesses. When there’s no real playbook to run business processes by, mistakes are bound to happen.

Since businesses don’t have the luxury to take a live-and-learn approach – we asked Javed what he thinks are the biggest mistakes business leaders could make when attempting to leverage AI in their organization.

The first one, Javed says, would be not having clear parameters for using AI or having clarity around its value proposition.

“AI, for the sake of AI, leads to confusion and, worse, potential security issues. Leaders should spend the necessary cycles on diligence before making vendor selections and architectural choices. It is paramount to establish responsible AI practices for its use.”

Related: Ethical AI: guidelines and best practices for HR pros

And don’t force it on employees – that would be a mistake as well. Give employees a choice in the matter, he says.

“There are some roles where AI can help employees be more productive and deliver better work products. But there are also roles where it’s not as critical; just like we give employees a choice over which tools they use, we need to do the same with AI.”

Don’t just buy the hype

It’s been discussed aplenty – when it comes to incorporating AI into regular workflows, it’s important to remember that with great power comes great responsibility. Cisco is already leveraging AI in their Webex portfolio, so Javed knows what he’s talking about.

The common theme throughout Javed’s insights is this: if you’re working AI into your day-to-day business (and you should), take a pragmatic approach. Think about security, data privacy, user buy-in, and other logistical elements of management. Go forward by all means, but go prepared.

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Sales Account Manager interview questions and answers https://resources.workable.com/sales-account-manager-interview-questions Wed, 25 Oct 2023 14:00:15 +0000 https://resources.workable.com/?p=91547 This Sales Account Manager interview questions profile brings together a snapshot of what to look for in candidates with a balanced sample of suitable interview questions. Make sure that you are interviewing the best Sales Account Manager candidates. Sign up for Workable’s 15-day free trial to hire better, faster. 6 good account manager interview questions [Suggested by real […]

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This Sales Account Manager interview questions profile brings together a snapshot of what to look for in candidates with a balanced sample of suitable interview questions.

business development manager interview questions

Make sure that you are interviewing the best Sales Account Manager candidates. Sign up for Workable’s 15-day free trial to hire better, faster.

6 good account manager interview questions

  1. [Suggested by real hiring managers] Imagine that you have grown YoY positively in the past 5 years, and this year you have a negative trend. What would you do to find the cause?
  2. Describe a situation where you successfully turned around a declining client account.
  3. How do you approach cross-selling and upselling opportunities with existing clients to maximize revenue?
  4. Can you share an example of a challenging client negotiation you’ve successfully handled?
  5. How do you prioritize and manage your client accounts effectively, especially when dealing with a large client portfolio?
  6. What strategies do you use to proactively gather and act on client feedback to improve satisfaction and retention?

Here are 6 essential interview questions and sample answers to help identify the best candidates for this role.

1. Imagine that you have grown YoY positively in the past 5 years, and this year you have a negative trend. What would you do to find the cause?

This question evaluates the candidate’s problem-solving skills and ability to address a decline in performance.

Sample answer:

“I would start by conducting a thorough analysis of the data to identify the root cause. I’d review sales figures, client feedback, and market conditions. If needed, I’d collaborate with the sales team to gather insights. Once I pinpoint the cause, I’d develop an action plan to address it.”

2. Describe a situation where you successfully turned around a declining client account.

This question assesses the candidate’s ability to handle challenging situations and revitalize client relationships.

Sample answer:

“I once had a client whose satisfaction had declined due to service issues. I proactively addressed their concerns, implemented process improvements, and provided additional support. This led to a significant improvement in client satisfaction and increased revenue.”

3. How do you approach cross-selling and upselling opportunities with existing clients to maximize revenue?

This question examines the candidate’s strategy for identifying and capitalizing on opportunities within current client relationships.

Sample answer:

“I prioritize cross-selling and upselling by understanding the client’s evolving needs and offering tailored solutions. I conduct regular check-ins, provide insights into our product/service’s additional value, and ensure the client sees the benefits of expanding their engagement with us.”

4. Can you share an example of a challenging client negotiation you’ve successfully handled?

This question evaluates the candidate’s negotiation and conflict-resolution skills.

Sample answer:

“Certainly, I once had a client who was dissatisfied with a contract renewal proposal. I actively listened to their concerns, found common ground, and revised the terms to meet their needs while ensuring our company’s interests. This resulted in a win-win agreement.”

5. How do you prioritize and manage your client accounts effectively, especially when dealing with a large client portfolio?

This question assesses the candidate’s organizational and time-management skills.

Sample answer:

“I prioritize by categorizing clients based on factors like revenue potential, engagement level, and needs. High-potential or high-maintenance clients receive more frequent attention, while others receive periodic check-ins. CRM tools help me stay organized and ensure no client is overlooked.”

6. What strategies do you use to proactively gather and act on client feedback to improve satisfaction and retention?

This question evaluates the candidate’s approach to collecting and using client feedback.

Sample answer:

“I actively seek feedback through surveys, interviews, and regular conversations with clients. I use this feedback to identify areas for improvement and develop action plans. By addressing their concerns promptly, I ensure that clients feel heard and valued.”

What does a good Sales Account Manager candidate look like?

A strong Sales Account Manager candidate should possess exceptional problem-solving skills, the ability to navigate challenging client situations, a strategic approach to cross-selling and upselling, excellent negotiation and conflict-resolution abilities, strong organizational skills, and a commitment to client feedback-driven improvements.

Red flags

Red flags for a Sales Account Manager position may include a lack of problem-solving skills, difficulty in handling challenging client situations, a limited approach to revenue optimization, poor negotiation skills, disorganization, and a lack of interest in client feedback-driven improvements.

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Employee leave of absence policy template https://resources.workable.com/employee-leave-of-absence-policy-template Wed, 25 Oct 2023 12:02:16 +0000 https://resources.workable.com/?p=91515 This template will provide a comprehensive framework for managing leaves of absence, allowing HR professionals to handle requests efficiently and consistently. By having a clear policy in place, HR can minimize confusion and misunderstandings, ensure legal compliance, and maintain positive relationships with both employees and management. What is an employee leave of absence policy? An […]

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This template will provide a comprehensive framework for managing leaves of absence, allowing HR professionals to handle requests efficiently and consistently.

By having a clear policy in place, HR can minimize confusion and misunderstandings, ensure legal compliance, and maintain positive relationships with both employees and management.

What is an employee leave of absence policy?

An employee leave of absence policy outlines the rules and procedures for employees who need to take time off from work for unexpected reasons that may require extended absences. This leave is unpaid most of the time.

The policy covers essential aspects like eligibility criteria, application process, duration, pay and benefits, job security, and return-to-work procedures.

A employee leave of absence policy should include:

  • Clear guidelines on eligibility and application requirements
  • A detailed list of acceptable reasons for leave
  • Information on the amount of notice required before taking a leave and the process for providing such notice
  • Details regarding pay and benefits during the leave period
  • Provisions for job security and reinstatement upon return from leave

Step-by-step instructions for writing your own employee leave of absence policy

  1. Review relevant laws and regulations, such as the Family and Medical Leave Act (FMLA) or the Americans with Disabilities Act (ADA), to ensure compliance.
  2. Define the types of leaves available, such as annual, sick, parental, or military leave.
  3. Establish clear eligibility criteria, including minimum employment tenure and hours worked requirements.
  4. Outline the application process, including the necessary forms, documentation, and timelines.
  5. Specify the amount of notice required before taking a leave and the consequences of failing to provide adequate notice.
  6. Determine pay and benefits during the leave period, considering factors like salary continuation, health insurance coverage, and retirement plan contributions.
  7. Address job security and reinstatement concerns by including provisions for maintaining seniority, accrued leave, and other benefits.
  8. Provide a sample leave of absence request form to help employees understand what information they need to submit.
  9. Include a section on return-to-work procedures, outlining any requirements for medical certification or fitness-for-duty evaluations.
  10. Review and update the policy regularly to reflect changes in laws, regulations, or organizational needs.

Employee leave of absence policy template

[Organization Name]

1. Brief & Purpose

This policy outlines the guidelines for employees requesting a leave of absence from [Organization Name]. It is designed to ensure that all employees are aware of their rights and responsibilities when taking a leave, and to provide a framework for managing leaves of absence in a fair and consistent manner.

2. Eligibility

The following types of leaves are available to eligible employees:

  • Personal or family illness or mental health issues
  • Medical appointments
  • Vacation
  • Statutory or contractual holiday entitlements
  • Bereavement leave
  • Jury duty
  • Pregnancy
  • Military service
  • Voting
  • Personal reasons

Employees are eligible for leaves of absence if they have completed at least one year of service with [Organization Name] and have worked at least 1,250 hours in the previous 12 months.

3. Application Process

A. Employees must submit a leave of absence request form to their supervisor at least 30 days before the start of the leave, unless emergency circumstances prevent this. The request form must include the following information:

  1. Type of leave being requested
  2. Start and end dates of the leave
  3. Reason for the leave
  4. Name and contact information of the employee’s supervisor
  5. Signature of the employee

B. Supervisors will review the request and determine whether the leave is approved or denied within 10 business days of receiving the request. If additional information is needed, the supervisor may request supporting documentation.

C. If the leave is approved, the supervisor will inform the employee in writing, including details about pay and benefits during the leave period.

4. Pay and Benefits

A. During a leave of absence, employees will receive their regular salary continuation pay, minus any deductions required by law.
B. Employees will also continue to accrue seniority and other benefits during the leave period.
C. The organization reserves the right to modify benefit levels in the event of a prolonged leave.

5. Job Security and Reinstatement

A. Upon return from an approved leave of absence, employees will be reinstated to their previous position or a comparable job with the same pay, benefits, and other terms and conditions of employment.
B. If the employee’s position has been filled during their leave, the organization will make reasonable efforts to find a suitable alternative position.

6. Return-to-Work Procedures

A. Before returning to work, employees on medical leave must provide a doctor’s note or fitness-for-duty certificate, as applicable.
B. Failure to comply with return-to-work procedures may result in delayed reinstatement or denial of future leaves.

7. Policy Enforcement

This policy supersedes all prior policies and will be reviewed and updated annually or as needed. Any exceptions to this policy must be approved by the [insert appropriate title] of Human Resources.

8. Conclusion

By implementing this policy, [Organization Name] aims to support employees in managing their personal and professional obligations while maintaining a positive work environment. We encourage open communication and cooperation between employees, supervisors, and HR to ensure consistent application of this policy.

Disclaimer: This policy template is meant to provide general guidelines and should be used as a reference. It may not take into account all relevant local, state or federal laws and is not a legal document. Neither the author nor Workable will assume any legal liability that may arise from the use of this policy.

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The human connection at work: half of US workers value culture https://resources.workable.com/stories-and-insights/the-human-connection-at-work Tue, 24 Oct 2023 13:51:28 +0000 https://resources.workable.com/?p=91502 What’s happening in the evolving US job market right now? We have data for you on how workers value the human connection at work. Top 3 takeaways Company culture emerging as a top factor when choosing a new job – nearly half say so now vs. 34.7% two years ago Transparency and responsiveness are increasingly […]

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What’s happening in the evolving US job market right now? We have data for you on how workers value the human connection at work.

What do US workers want now?

Our Great Discontent 2.0 survey report contains a wealth of data revealing how employee priorities in the US have changed since 2021. Learn more here.

View the report highlights

Top 3 takeaways

  1. Company culture emerging as a top factor when choosing a new job – nearly half say so now vs. 34.7% two years ago
  2. Transparency and responsiveness are increasingly attractive now, growing to 25.4% and 34.6% from 18.7% and 31.3% respectively
  3. Worker relationships remain a key factor – and corporate leadership is diminishing in importance

The human connection is strong – including in the workplace. And it’s even more important to workers in the US now.

There are two kinds of connections in a job: first, the connection of the employee to the company where they’re working, and second, the connection between colleagues.

First, the company – nearly half of all workers in our survey (48.3%) ranked “overall company culture” as a major factor in what would lure them to a new job opportunity – that’s up nearly 14 points from 34.7% in 2021. Pretty big jump.

The importance of “company transparency” also saw a significant bump, from 18.7% in 2021 to 25.4% in 2023 as an attractive item in the list of very-nice-to-haves for a new job.

What about in their current jobs? Workers echoed the same sentiment – especially when they were asked what could be improved about their current working situation. “Overall company culture” (32.9%, up from 24.7%) and “company transparency” (28.7%, up from 20.8%) were top items in what could be made better at their current job in 2023.

Relationships a core of total rewards

Similar trends are seen in employee working relationships. While not much higher than 2021’s 37.1%, “relationships with colleagues” remained near the top at 38.7% in 2023 – the second-highest attractive item after company culture when evaluating new opportunities.

Interestingly, the relationships with those up the ladder aren’t nearly so high. “Management and executive leadership” saw a drop both as a new job attractor (from 33.1% to 28.7%) and as an opportunity to improve in a worker’s current job (from 38.7% to 31.3%).

This points to the growing importance of lateral working relationships in the total rewards package for the modern worker – perhaps that indicates a desire to build stronger connections after years of pandemic-related isolation.

What does all this tell us? Employees are increasingly interested in their organization’s decision-making process, in other words transparency. They want to know the role they’re playing in that larger company vision – and the role they’re expected to play – and they also want to feel included. They want to feel that they belong. In other words, DEIB continues to be valuable.

These shifts also highlight the value of the social aspects of work – i.e. the ‘watercooler’ – and suggest a power balance shift towards employees who want respectful and supportive environments. The rise in “coffee badging” shows this reality.

It’s understandable, considering the volatility of recent years – and when combined with the greater emphasis on job security above, we’re seeing that workers really do covet stronger professional and social foundations more now than before.

What can you do?

1. Strengthen company culture

The increased emphasis on company culture calls for organizations to put more effort into defining and communicating their values, ethos, and work environment clearly.

Building a supportive and inclusive company culture can serve as a strong attractor for potential employees.

Related: Your remote new hire onboarding plan: Build those connections

2. Promote transparency and responsiveness

Companies should strive to be more transparent in their decision-making processes and responsive to individual employee needs.

Regular open forums, Q&A sessions with leadership, and timely response to employee concerns can help foster a culture of transparency and responsiveness.

3. Encourage collaborative relationships

The data suggests that lateral working relationships are growing in importance. Therefore, encouraging teamwork, collaboration, and social interaction among employees could be key.

This might include team-building activities, collaborative projects, and providing communication tools that facilitate better peer interaction.

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Money money money – not just funny in the US worker’s world https://resources.workable.com/stories-and-insights/compensation-money-us-workers Tue, 31 Oct 2023 17:49:06 +0000 https://resources.workable.com/?p=91657 What’s happening in the evolving US job market right now? We have data for you on how workers value compensation. Top 3 takeaways Salary / perks / benefits is already a top attractor, and even more so now – up to 68.9% from 62.2% two years previously It’s growing as a major area for improvement […]

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What’s happening in the evolving US job market right now? We have data for you on how workers value compensation.

What do US workers want now?

Our Great Discontent 2.0 survey report contains a wealth of data revealing how employee priorities in the US have changed since 2021. Learn more here.

View the report highlights

Top 3 takeaways

  1. Salary / perks / benefits is already a top attractor, and even more so now – up to 68.9% from 62.2% two years previously
  2. It’s growing as a major area for improvement in current jobs too, to 63.7% from 57.4%
  3. While money is still a top priority when actively looking for work, it’s not as high as before – 58.5% compared with 63.4% two years ago

This really isn’t surprising: money is often the great differentiator in any decision – and that’s the case in our Great Discontent study.

Compensation was already a clear priority for most workers in the 2021 dataset – and it’s even more so now. The percentage of those who picked salary / perks / benefits as one of the major reasons they’d find a new job attractive grew from 62.2% in 2021 to 68.9% in 2023.

And of those who say their current job could be improved, 63.7% say salary / perks / benefits could absolutely be better – and that’s also up from 57.4% in 2021.

Here’s where it gets interesting: the “need to make more money” actually dropped as a reason why employees are actively looking for new work, from 63.4% to 58.5% over the two-year period.

This signals that when people are looking for new opportunities, it’s not necessarily always because of money – and with active candidates dropping to 22.6% from 33.4%, this tells us that workers in 2023 are staying put where they are. It’s the safer and more secure option in this uncertain economy.

Regardless, the data is resoundingly conclusive – compensation reigns as a top priority across the board. Well-compensated employees will ultimately be happier, and jobs are more attractive when they’re paid well.

What can you do?

1. Reevaluate compensation packages

With the increased focus on salary, perks, and benefits, employers should periodically reassess their compensation packages to ensure they remain competitive and attractive.

This can involve benchmarking against industry standards and considering factors such as cost of living and inflation.

2. Enhance benefits offerings

Besides salary, the emphasis on perks and benefits calls for a more comprehensive and enticing benefits package.

This could include health benefits, retirement plans, wellness programs, flexible work schedules, remote work options, and professional development opportunities.

3. Create attractive offers to lure passive candidates

With a significant rise in the number of passive job seekers, employers need to craft compelling offers to attract this group.

This could mean not just offering a competitive salary, but also demonstrating the potential for career growth, a positive work culture, and a strong commitment to employee well-being.

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Not just money: growth and L&D are key for US talent attraction https://resources.workable.com/stories-and-insights/us-workers-want-to-learn-and-grow Tue, 07 Nov 2023 17:00:10 +0000 https://resources.workable.com/?p=91761 What’s happening in the evolving US job market right now? We have data for you on how workers value compensation. Top 3 takeaways Career advancement is surging as an area of interest for those open to new roles – up to 22% from 15.8% Training & development is also a growing area for improvement in […]

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What’s happening in the evolving US job market right now? We have data for you on how workers value compensation.

What do US workers want now?

Our Great Discontent 2.0 survey report contains a wealth of data revealing how employee priorities in the US have changed since 2021. Learn more here.

View the report highlights

Top 3 takeaways

  1. Career advancement is surging as an area of interest for those open to new roles – up to 22% from 15.8%
  2. Training & development is also a growing area for improvement in current roles, now at 23.3% from 20.9%
  3. Overall and day-to-day support in the workplace is dropping both as a reason for a new job (14.5% now vs. 19.3% in 2021) and as an area for improvement in a current job (13.9% vs. 17.7%)

Money and balance are crucial and essential in the modern worker’s mindset – but they’re not the only things. Today’s workers have a very strong appetite for advancement in their careers and acquiring new skills. There’s such a thing as a “ladder” in the workplace and they want to climb it.

Of workers who were open to new opportunities whether passively or actively, 22% said the reason is that they are very interested in moving to the next level in their careers – and that’s up from 15.8% in 2021.

And of all workers, what would get their interest for a new job opening? The lure of a better job higher up on the ladder is a major factor for 37.9% of respondents – which actually is largely unchanged from 38.1% in 2021, albeit still very significant.

Those workers also say they want to grow in their current area of employment – 34% say advancement potential is something that could be better in their job, up from 32.3% in 2021.

Learning & development

Closely aligned with a positive career trajectory is building one’s skill set through learning & development opportunities. That desire remains significant for one in seven workers – 16% now, just a touch up from 15.6% in 2021 – when considering the appeal of a new job.

Likewise, when asked what could be improved about their current role, 23.3% pointed to L&D – up from 20.9% in 2021.

And interestingly, the need for more support at work is dropping. In 2021, 19.3% said that’s what they want to see in a new job, and the percentage has dropped significantly to 14.5% in 2023. Ditto for their current workplace – 17.7% said as much in 2021, and that’s now down to 13.9% in 2023.

So, “show me the money” isn’t the only thing. These data points underscore that companies need to focus on creating opportunities for personal and professional growth. Workplaces aren’t just workplaces – to be truly productive environments, they must be fertile ‘growth places’ where employees can see a clear trajectory for their professional advancement.

The drop in need for support indicates that workers may be feeling more confident, and/or employers have risen to the challenge of supporting their workers through the tumult of the last few years – creating a fertile ground in which employees now feel they can thrive.

What can you do?

1. Invest in career development

Workers are expressing a clear desire for advancement.

Employers should invest in systems that allow for clear career progression, such as implementing transparent career paths and promoting from within.

2. Emphasize growth opportunities

The potential for advancement is a key factor in attracting new talent.

During the hiring process, communicate the potential for growth in the role and within the organization to entice potential candidates.

3. Enhance training and development

Continuous learning and skills development are increasingly crucial for job attractiveness. Companies should enhance their training and development opportunities, offering tailored programs and resources for employees to upskill and reskill.

This not only attracts new talent but also retains current employees by making them feel valued and invested in.

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The biggest shifts in US worker priorities from 2021 to 2023 https://resources.workable.com/stories-and-insights/biggest-shifts-worker-priorities Tue, 14 Nov 2023 14:11:09 +0000 https://resources.workable.com/?p=91760 What’s happening in the evolving US job market right now? We have data for you on the biggest changes from 2021 to 2023 in the worker mindset. Top 3 takeaways Workers aren’t outright looking for new jobs as much as two years earlier, but company culture is more important now than before The benefits of […]

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What’s happening in the evolving US job market right now? We have data for you on the biggest changes from 2021 to 2023 in the worker mindset.

What do US workers want now?

Our Great Discontent 2.0 survey report contains a wealth of data revealing how employee priorities in the US have changed since 2021. Learn more here.

View the report highlights

Top 3 takeaways

  1. Workers aren’t outright looking for new jobs as much as two years earlier, but company culture is more important now than before
  2. The benefits of remote and flexible work options are even clearer in 2023 than in 2021
  3. Stabler times in 2023 mean less importance put on leadership, day-to-day support, and job security

The whole idea behind conducting nearly identical surveys two years apart is so we can understand what’s changing over that two-year period in the worker mindset.

Lenin once said: “There are decades where nothing happens; and there are weeks where decades happen.”

In the case of the COVID-19 pandemic, it really does feel like a lot happened in the span of just a few years – and no less so in the workplace. So if you’re looking at worker priorities in 2021 and then again in 2023, you’re sometimes going to feel like you’re looking at two different epochs entirely.

OK – that is an exaggeration. We didn’t have an actual revolution (although some may talk about the “workplace revolution“). Some things did stay the same – for instance, the importance of flexible work. But there were some pretty significant changes in our dataset.

For instance, workers in 2023 are much more likely to be only passively open to new work opportunities (51.1%). They’re not as aggressively looking as they were two years earlier (37.3%). That’s a 13.8-point upward change – not insignificant at all.

“Overall company culture” is far more important when considering new jobs in 2023 (48.3%) than it was in 2021 (34.7%) – an upward shift of 13.6 points. Employers should take note – maybe you’re not finding your ideal candidates, but that doesn’t mean they’re not interested. They’re just not actively applying – and you can bring them out by showing off your stellar company culture in your careers page (and living by that culture, of course).

What else? As discussed in other parts of the report, we pointed to how the benefits of flexible work really started to rise to the surface after years of experience. The integration and balance of professional and personal lives and the absence of the need to commute are even bigger benefits today for those working flexibly. Again, employers should take note.

Now, that doesn’t mean everything grew in importance. Many elements of the workplace fell in importance between 2021 to 2023. For instance, management and leadership as an area of improvement dropped as a key item in the worker priority list, from 38.7% to 31.3% – a 7.4-point negative change. This also dropped in terms of what’s attractive about a new job opportunity – from 33.1% to 28.7%.

Day-to-day worker support also came down in importance from 14% to 8.5% – not big numbers, but a big drop – as did job security (27% in 2021, 21.5% now).

Evidently, in 2021, we were in the thick of the pandemic still – which meant that worker morale was likely heavily dependent on leadership, support, and security during a very uncertain and scary time for many.

We’re seeing more stability in 2023 – even as economic uncertainty remains top of mind, it still pales in comparison to what felt like existential instability in 2020 and 2021. So, now, worker priorities are shifting.

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Great Discontent survey: keys to attracting and keeping top talent https://resources.workable.com/stories-and-insights/attracting-and-keeping-top-talent Tue, 21 Nov 2023 17:18:49 +0000 https://resources.workable.com/?p=91900 What’s happening in the evolving US job market right now? We have data for you on the biggest changes from 2021 to 2023 in the worker mindset. As an employer looking to attract and – more importantly – retain talent, the Great Discontent survey report for the United States should provide you with a north […]

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What’s happening in the evolving US job market right now? We have data for you on the biggest changes from 2021 to 2023 in the worker mindset.

What do US workers want now?

Our Great Discontent 2.0 survey report contains a wealth of data revealing how employee priorities in the US have changed since 2021. Learn more here.

View the report highlights

As an employer looking to attract and – more importantly – retain talent, the Great Discontent survey report for the United States should provide you with a north star going forward.

What we’ve learned from asking 750 US workers is that they value the following:

  • stability and security
  • flexibility in schedules and work locations
  • connections and humanity
  • and, of course, compensation.

We always knew this. But it’s become even clearer over time, including in our 2021 survey on the same topic and again in 2023. We’re seeing flexible work become the standard in many jobs – even if most employers are more hybrid than they are remote. Compensation is absolutely growing along with inflation – people are expecting to be compensated more for the work they put into a job, and they’re getting it in many cases.

Most of all: the expectation from US workers is that a job isn’t just a “job” – it’s a livelihood. When we’re spending 40 or more hours every week at the grindstone, it becomes an intrinsic part of our overall life experience. And pounding sand isn’t going to cut it – the work needs to mean something.

As remote work starts finding its groove in a more sustainable fashion, the workforce isn’t shy about saying, “We love the flexibility, keep it coming.” They’re also wearing their hearts outwards and valuing a workplace that feels like a community, where company culture and relationships glues everything together.

Plus, where an opportunity for career growth knocks, workers in the United States will answer that door whether that’s with your company or another employer altogether.

Now, here’s the big question: What does this tangibly mean for you, the employer?

When your company is struggling to roll with the punches, especially during these volatile times, you’re likely calling on your teams to roll with the punches too. The expectation is that your employees and colleagues will step up and put the work in – after all, your company’s livelihood depends on them.

That’s fair, of course. But the question is – will they respond to that call for action? And more importantly – how can you set it up so that they *will* roll with you?

The answer is clear from our survey. People are very hesitant to move jobs, but they will move for a new opportunity. They’ll stay with you when they’re engaged – and while engagement is a two-way street, a lot of it falls on you to build that optimal experience so your teams will stay with you for the long haul.

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6 workplace stories that will give you the pumpkin chills https://resources.workable.com/stories-and-insights/halloween-workplace-stories-that-will-give-you-pumpkin-chills Tue, 24 Oct 2023 16:50:33 +0000 https://resources.workable.com/?p=91494 Imagine on a spooky Halloween eve at a company close to your office. As dusk falls, the Slack channels suddenly come alive.  Messages from accounts of old colleagues, who left the job under unclear circumstances, start popping up, sharing ghostly gripes about bugs they never managed to fix.  Level up your HR Workable’s HR solution […]

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Imagine on a spooky Halloween eve at a company close to your office. As dusk falls, the Slack channels suddenly come alive. 

Messages from accounts of old colleagues, who left the job under unclear circumstances, start popping up, sharing ghostly gripes about bugs they never managed to fix. 

Level up your HR

Workable’s HR solution can help you optimize your hiring and management processes – and keep those cobwebs at bay!

Learn more with a free trial

With each eerie emoji and spooky screenshot, a cold breeze of past frustrations sweeps through the sleek office. The ghosts of former coders moan about their never-ending backlog, spooking the current team into a fixing frenzy. 

Employees start to panic, but quickly understand that this was just a prank. 

Horrifying workplace stories do exist

I know we set the expectations high but talking about reality things are different.

We don’t have ghosts, but we do have bad employees or employers. We are not afraid of the cold, but we don’t like cold relationships within the company we work for. We don’t have fictional stories, but we have real and even more terrifying experiences from our previous roles. 

Related: 15 job interview horror stories that you won’t believe

Every story that you will read below has a difficult situation, a lesson to be learned, and action items (or let’s say treats) to avoid it happening in your company. 

Take the steps after each story, and you won’t have to worry about making it to this list in the coming years. 

Are you ready for spooky workplace stories and lessons to be learned from each? And please, don’t creep up with our titles because they are all coming from related scary movies or songs. 

1. Terrifier

Some colleague gestures can be terrifying. Let’s consider the story above about a hygiene incident that makes people feel uncomfortable. 

“In my previous job, the HR manager visited the workplace kitchen to pour herself a cup of coffee. There was already a coworker in the kitchen who was also helping themselves to some coffee.

“At one point, the coworker picked up the teaspoon that was inside the sugar container, ate a teaspoon of sugar, and then put the teaspoon back inside the sugar container. The HR manager was obviously baffled and had to explain basic hygiene to our coworker.“

Lesson to be learned

We avoid sugar as it is unhealthy. 

Just kidding. 

Maintaining good hygiene at the workplace is paramount for several reasons. 

Firstly, it helps in fostering a healthy environment, reducing the transmission of diseases like the common cold, flu, and even more serious illnesses, which in turn decreases absenteeism. 

Secondly, a clean and hygienic environment enhances the overall image and perception of the business, showing professionalism and care towards both employees and clients. Thirdly, it promotes a sense of well-being and satisfaction among employees, which can boost morale and productivity. 

Furthermore, adhering to hygiene standards is often a legal and regulatory requirement in many industries, particularly in healthcare and food service, where poor hygiene can have dire consequences. 

Lastly, good workplace hygiene practices like regular cleaning, waste management, and personal cleanliness contribute to creating a safer workplace by preventing accidents and ensuring the well-being of everyone on the premises.

Action items

To avoid hygiene incidents at work, it’s crucial to establish and communicate clear hygiene policies that align with local health regulations. 

Regular training sessions should be organized to educate employees on the importance of hygiene and proper practices. You can use posters on the walls to help your employees understand the process of using common devices or working materials. 

Providing adequate hygiene facilities like restrooms and sanitization stations, along with necessary supplies such as soap and hand sanitizers, is fundamental. 

Scheduling regular cleaning, maintenance, and hygiene inspections will help in ensuring a clean and compliant environment.

In this case, establishing a reporting mechanism for hygiene concerns and recognizing good hygiene practices among employees could be very helpful. 

2. A quiet place

The restroom is always a quiet place, but in this story, it was an actual workplace.

“I worked as an assistant and received a call at 8:00 pm on a Friday while I was out at a bar. My boss had missed their ferry and could not get on another one. My boss said I had to figure it out right then and there, or they would miss a “networking” party that was apparently of utmost importance. 

“I called the ferry company from the bathroom of the bar to find out if I could purchase a ticket for the last ferry out. They informed me that it was completely sold out and there was no way to get my boss and their car onto the ferry. 

“There was no other option than to be completely honest with the ferry company. ‘I am locked in a bathroom stall at a busy bar, trying to complete this task, and I know that if I fail, I will be in a lot of trouble on Monday’, I said. 

“They took pity on me (I mean, who wouldn’t) and the ferry company allowed my boss to get on the ferry even though they were at capacity. 

“The whole ordeal took an hour, and not only did my boss JUST make the ferry by 3 minutes, but someone sent the bouncer into the bathroom to check on me because I had been in there for so long. 

“To add to it all, I then had to call and RSVP to said party for my boss… the night before the event… and they made sure to ask me if my boss would prefer lobster or steak.”

Lesson to be learned

Steak is always a better option.

Again, kidding. 

Achieving a harmonious work-life balance is essential for both personal and professional fulfillment. It entails managing career demands alongside personal responsibilities and leisure activities, ensuring neither sphere is neglected. 

A well-rounded work-life balance contributes to improved mental and physical health, reducing stress and the risk of burnout. It fosters enhanced productivity and creativity at work, as individuals are more likely to feel motivated and less fatigued. 

Additionally, a satisfactory work-life balance supports better relationships with family and friends as it allows for quality time and engagement outside the professional realm. 

Moreover, it cultivates a positive organizational culture, attracting and retaining talent while promoting a holistic approach to employee well-being. The ripple effect of a balanced work-life dynamic extends beyond the individual, benefiting families, communities, and organizations at large.

So, when thinking about the best choice between lobster or steak, just remember that everything in life is the result of our choices. The same applies to jobs as well. 

Action items

To foster a better work-life balance, it is critical to respect the working hours and maintain job responsibilities that reflect the actual role. 

A toxic boss can cause employees to leave their jobs, regardless of their qualifications, thereby harming your own business. Keep boundaries within reason and don’t confuse your personal life with your professional life.

While it is really difficult to confront a toxic boss, there are steps that HR can take to balance work life with personal life, making employees feel satisfied with their jobs. 

As a first step, implementing long-term flex work or remote work options, allowing employees to tailor their schedules to personal needs. 

HR should also consider introducing a robust paid time-off policy, encouraging employees to take breaks for rest and personal pursuits. 

Your company can also promote a culture that values balance through regular communication and workshops on time management and stress reduction. 

Establishing clear boundaries between work and personal time, such as discouraging after-hours emails and meetings, can help in maintaining this balance. 

3. Want your bad romance

Workplace affairs may look interesting for a movie, but in real life, things are different. A bad romance could cost you your job, or even worse, harm your own business. And we have a true story about that.

“I once worked in an early-stage start-up where it was clear that my boss was having marital issues. It was a very early-stage company, and only a handful of us were in the regional office, so it was difficult for him to hide his black eye when he came in one day.

“It turned out that he was having an affair with a colleague from an office in a different country. When he confessed to his wife that his next trip away for a week was actually to see his mistress and not work from the other office, his wife punched him in the face and cut up his passport in front of him.

“At the next company retreat, things between them became official, and the founders of the company discovered their secret affair when they started making out in front of everyone after a few drinks at the work party. The worst thing was that it wasn’t the only affair that happened on that company trip.“

Lesson to be learned

You don’t need to be a Don Juan at your work.

Navigating the terrain of workplace relationships can be complex, and often, maintaining a clear boundary between professional and personal interactions is advised. 

This distinction is crucial for several reasons. 

Firstly, it helps in preserving objectivity and impartiality, ensuring that decisions are made based on merit rather than personal affiliations. 

Secondly, it reduces the potential for conflicts of interest or perceived favoritism, which can negatively impact team dynamics and morale. 

Thirdly, it minimizes the scope for personal issues to infiltrate the professional environment – like it happened in the above story – thereby maintaining a focused and productive work atmosphere. 

Lastly, maintaining a professional demeanor at work contributes to building a respectful and harmonious workplace culture, which is conducive to the overall growth and success of the organization.

Action items

To prevent complications arising from personal relationships at work, HR professionals or company owners should establish clear policies regarding such relationships, especially between supervisors and subordinates, ensuring there’s a process for disclosure and management of conflicts of interest. 

Regular training can educate employees on the importance of professional boundaries. Open communication channels should be established for discussing concerns, alongside robust conflict resolution mechanisms. 

Transparency and disclosure of personal relationships should be encouraged, with regular monitoring to identify potential issues. 

Fostering a professional work environment, creating alternative reporting structures, and establishing feedback loops can further mitigate challenges. 

4. It

This boss is the one who floats new jobs over to you – like Pennywise – even after you think you’re done work for the day. And then before you know it, they’re gone. 

“I once had a boss who loved to power trip. During a 6:30 PM call, she asked me to create a PowerPoint for her client meeting later that week. I informed her that I would have it finished by the end of the day tomorrow, but I needed to confirm a few things with the product team first. 

“She criticized me, saying that I should already know the answers and shouldn’t need input from the product team. She emphasized that it was urgent. Naively, without realizing that I should have stood up for myself, I stayed up late working on the PowerPoint for her. 

“I completed it that night and sent it to her for feedback. However, I never received any response from her. Two days later, when I checked on the deck, I discovered that she hadn’t even opened it. It seems that it wasn’t as urgent as she claimed. 

Lesson to be learned

Messages are practicing social distancing from eyeballs too.

Maintaining defined working hours – and respecting them – is crucial for several reasons. Firstly, it helps in establishing a clear structure and routine, which is beneficial for both the employer and employees. 

This structure aids in managing workloads effectively, ensuring that tasks are completed within set timelines. 

Secondly, adhering to specified working hours promotes a healthy work-life balance, as employees can plan their personal activities around their work schedules. 

Thirdly, it fosters a sense of fairness and equality within the workplace, as all employees are expected to abide by the same working hours. 

Fourthly, it aids in compliance with labor laws and regulations, which often stipulate the maximum working hours and overtime provisions. 

Lastly, maintaining consistent working hours helps in building a professional work culture, setting clear expectations regarding availability and commitment, which in turn contributes to better productivity and a harmonious working environment.

Action items

To ensure adherence to defined working hours, it’s important to set clear working hours policies outlining the standard time of work, overtime, and procedures for requesting changes in work schedules. 

Communicating these policies effectively to all employees is crucial. Implementing time-tracking tools can provide a transparent way to monitor attendance and working hours. 

Training managers on the importance of respecting working hours and how to manage their teams within these constraints is also essential. 

Encouraging employees to voice any concerns regarding working hours and being open to providing flexible working arrangements where possible can also promote adherence. 

5. The haunting

Haunting or hunting, this story has many definitions. From the haunted truck that doesn’t move to the hopeless hunt for better working conditions, this story will remind you of the first jobs you had to do in your early years to earn your first money.

“When I was about 19 and willing to take on (almost) any job, I took on a role as a mobile ice cream vendor with an ice cream cart – basically, an ice box on bicycle wheels with pedals so you could ride it to any location and sell ice cream bars to anyone who wanted it. 

“It was a commission-paid position so we only got to make decent money if we could sell enough ice cream bars throughout the day. Us new hires were assured that we’d make pretty great money doing this.

“My very first day was perfect for ice cream – a hot summer day. A truck filled with ice cream carts came around and picked up all of us and dropped us off at strategic locations throughout the city with the promise that they’d come back to get us at a specific time later that evening.

“When they dropped me off, they gave me a broken ice cream cart with no pedals on it, meaning I was not mobile at all. They also told me not to go anywhere near the beach because that was forbidden by city bylaws, and not to go anywhere near the street because of another reason I can’t recall. 

“Basically, I had to stay put in an awkward location next to a large parking lot with no ability to go anywhere, even for a quick lunch break. 

“And then they were two hours late coming back to pick me up and by that time I was hungry and tired (and not a little bit grumpy!).

“But at least I’d get my commission, right? Well… turned out the commission was so low that when averaged out over the day, I actually made far less than the legal minimum hourly wage. When I protested, they basically said too bad for me and that I should have sold more ice cream bars.

“The next day, I waited 2-3 hours before the truck came around to pick us up – basically, 2-3 hours where I wasn’t getting paid. By the time the truck finally showed up, it was too late – I had already quit and walked home and started looking for another job.” 

Lesson to be learned

You will never have an ice cream after reading this.

OK, in all seriousness: respecting employees and providing them with the necessary resources to excel in their roles is fundamental to a thriving organizational culture. 

When employees are treated with respect and are well-equipped, they feel valued and empowered, which in turn boosts their morale, job satisfaction, and loyalty to the organization. 

This positive environment fosters a collaborative spirit and enhances productivity as employees are motivated to contribute their best. 

Providing the necessary tools, training, and a conducive work environment also manifests in the quality of work output, as well-equipped employees can perform their tasks efficiently and effectively. 

Action items

To foster a culture of respect and ensure employees have what they need to excel, organizations should engage in regular dialogue to understand employees’ needs and concerns. 

It’s crucial to provide the necessary tools, technology, and training that empower employees to perform their tasks efficiently. 

Establishing clear communication channels for employees to express their needs, and providing timely responses to such requests, demonstrates respect and consideration. 

Promoting a culture of recognition, where employees’ contributions are acknowledged and rewarded, can also reinforce a sense of respect and appreciation. 

6. The invisible man

It takes great talent to be an invisible man. This movie title describes both the manager and the candidate. The manager knew how to disappear after making the offer, and the candidate began to question whether all of this was really happening or if it was just in their imagination. 

“A few months ago, I had to book flights and travel to another city for an interview. It was a role that I really wanted because it was closer to my ambitions and studies. Fortunately, they liked me and told me that I was going to be hired. I can’t describe how happy I was. 

“Before giving my final answer, I asked for two days because it was a big decision for me. I had to give a notice to my other job and to begin the procedures of relocating to a different city. I called the manager who offered me the job, but he didn’t answer. Okay, he must have been busy, I thought. 

“So, I sent him an email accepting his verbal job offer. I waited for days to receive a sign of life from him confirming everything we said that day. 

“After this short conversation HR finally called me and said, ‘Welcome to our family.’ ‘Okay, great, but when am I supposed to start?’ They told me, ‘I don’t know. Relocate to the city from your hometown, and we will let you know.’ ‘Yes, but I need proof. Can I have an official job offer?’ They replied, ‘Yes, of course.’ They cc’d the manager, and I never heard anything from them.” 

Lesson to be learned

There is a skill that makes you invisible.

Experiencing a situation where a hiring manager extends a verbal job offer and then disappears can be disheartening and unprofessional. 

This scenario reflects a lack of communication and possibly a lack of respect or consideration for the candidate’s time and expectations. 

From a recruitment perspective, this behavior might indicate a lack of transparency, organization, or commitment to following through with the hiring process. 

Recruiters and hiring managers should exhibit a high degree of professionalism and clear communication throughout the recruitment cycle to maintain trust and uphold the organization’s reputation.

This situation may also indicate a lack of proper processes or guidelines within the organization for extending job offers and managing communication with candidates. 

Action items

To prevent situations like a disappearing hiring manager post verbal job offer, organizations should establish clear recruitment and communication protocols. 

Firstly, a structured and documented process for extending job offers, both verbal and written, should be in place, ensuring consistency and professionalism. 

Secondly, training hiring managers and recruiters on the importance of clear communication and follow-through with candidates is crucial. 

Thirdly, implementing a centralized applicant tracking system for all communications and job offers can provide transparency and accountability. 

Fourthly, designating a point of contact within the HR department for candidates to reach out to for updates or clarifications can mitigate communication breakdowns. 

Lastly, fostering a culture of respect and empathy towards candidates, and understanding the impact of the hiring process on the organization’s reputation, will help inculcate a more responsible approach towards recruitment communications.

We are sure that now you believe that the most terrifying stories do not come from movies or Halloween, but from real life. 

The good news is that we can make an impact and reverse these situations to achieve a positive outcome. 

Let’s give a happy ending to all these stories by being more transparent, communicative, and professional with our employees. 

Want to read more real-life horror stories from the workplace? Check out Workplace horror stories we wish were not real

And want to share your own story? Send it to us at content@workable.com with “Workplace horror” in the subject heading!

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Developing a future-proof HR strategy to align with trends https://resources.workable.com/stories-and-insights/developing-a-future-proof-hr-strategy Mon, 23 Oct 2023 18:26:12 +0000 https://resources.workable.com/?p=91485 Developing future-proof HR strategies for today’s rapidly changing workplace is not easy. Employee expectations, regulatory requirements, and HR best practices are constantly evolving. Now, more than ever, anticipating the future and addressing its needs feel like Herculean goals. Taking up the challenge, however, can deliver huge benefits to any organization. An HR strategy that aligns […]

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Developing future-proof HR strategies for today’s rapidly changing workplace is not easy. Employee expectations, regulatory requirements, and HR best practices are constantly evolving.

Now, more than ever, anticipating the future and addressing its needs feel like Herculean goals.

Taking up the challenge, however, can deliver huge benefits to any organization. An HR strategy that aligns with the current state of the workplace helps organizations attract top talent, enhance employee engagement, and optimize overall effectiveness.

There are steps you can take to extend the life and improve the impact of your HR efforts. They are:

1. Stay updated on emerging trends

A commitment to tracking the evolution of the workplace is a critical component of a future-proof HR strategy. The sooner HR teams can identify and understand emerging trends, the better they will be able to provide meaningful direction and support to the organizations they serve.

Flexible work arrangements are an example of a major workplace trend that has recently emerged, as reports show that nearly 90% of employees are choosing flexible arrangements, such as remote and hybrid work, when it is available to them.

Another recent survey found that 97% of employees desire some form of remote work. A future-proof HR strategy must take into account the expectations employees now have for flexible work arrangements.

Related: The Great Discontent in 2023 survey report

AI is a hot trend now

Artificial intelligence is another topic a future-proof HR strategy should address. HR teams should be leading the conversation with internal stakeholders like Legal and IT to develop guidelines on AI use in the workplace.

Employees are using AI tools – whether their managers realize it or not – and need guidelines or at least guardrails. Any ambiguity surrounding AI use could lead to a variety of internal and external challenges, including data privacy concerns, increased vulnerability to cyber attacks, and AI-driven biases. HR strategies should include the development and deployment of a policy on the use of AI in the workplace (template here) – as well as employee training.

New trends surface anytime, anywhere

When tracking trends, HR teams should remember to pay attention to both internal and external trends, as it is vital for HR policies to align with overarching business goals and plans for future development.

For example, succession planning is a critical element of a future-proof HR strategy for organizations that have reached certain stages of their development cycle. Creating and resourcing a talent pipeline to support projects in development is another element that may be necessary.

2. Stay flexible

Fostering flexibility is central to future-proofing, but tracking emerging trends can only ever partially prepare an organization for the future. To address the unexpected, organizations must take steps to increase flexibility and adaptability.

Prioritizing employee wellbeing programs is one way to improve an organization’s flexibility. The healthier a workforce is, the easier it is to adapt to new challenges. By including employee wellbeing in HR strategies, organizations can better help their employees become physically, mentally, emotionally, and financially ready for challenges the future may bring.

Strategies that prioritize learning and development also help equip organizations for the future. Ideally, learning and development strategies will strive to make continuous learning part of the organization’s DNA, encouraging employees to engage in an ongoing cycle of exploration and growth.

3. Stay engaged

It is also important for organizations to acknowledge that the best HR strategies are those that make an impact. If something is not working now, it won’t help the organization effectively address future challenges.

To ensure strategies are effective, HR teams can draw upon workplace analytics derived from a variety of data sources, including feedback from employees. This provides insights into workforce trends, employee engagement, and retention rates.

Armed with these analytics, HR teams can use data-driven decision-making to improve the effectiveness of HR initiatives and increase their ability to drive future success.

Developing future-proof HR strategies should be a goal for every organization. Tracking emerging trends and staying flexible allows organizations to ensure their strategies are addressing the present realities of the workplace as they evolve in real time.

By staying engaged with the impact strategies they implement, organizations can better ensure their chances of achieving optimal results.

Lauren Winans is the Chief Executive Officer and Principal HR Consultant for Next Level Benefits, an HR consulting practice offering clients access to HR professionals for both short-term and long-term projects. 

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Compensation policy template https://resources.workable.com/compensation-policy-template Mon, 23 Oct 2023 12:35:21 +0000 https://resources.workable.com/?p=91476 This policy template provides a comprehensive framework for managing employee compensation. It covers all aspects of compensation, including salary ranges, bonuses, benefits, and equity. By using this template, HR professionals can create a transparent and consistent approach to compensation, ensuring that all employees are treated equally and without bias. Additionally, it helps to establish clear […]

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This policy template provides a comprehensive framework for managing employee compensation. It covers all aspects of compensation, including salary ranges, bonuses, benefits, and equity.

By using this template, HR professionals can create a transparent and consistent approach to compensation, ensuring that all employees are treated equally and without bias. Additionally, it helps to establish clear communication channels between HR, management, and employees, promoting a positive work environment and fostering a culture of trust and respect.

What is a compensation policy?

A compensation policy is a document that outlines an organization’s approach to compensating its employees. It typically includes information about salaries, bonuses, benefits, and other forms of compensation. The purpose of a compensation policy is to provide a fair and consistent framework for managing employee compensation, ensuring that employees are rewarded appropriately for their work and contributions to the organization.

A compensation policy should include:

  1. Salary ranges for different positions within the organization
  2. Bonus structures, such as performance-based bonuses or sign-on bonuses
  3. Benefits packages, including health insurance, retirement plans, and paid time off
  4. Equity options, such as stock options or restricted stock units
  5. Performance evaluation criteria and processes
  6. Promotion and advancement policies
  7. Termination and severance policies

Step-by-step instructions on how to write your own compensation policy

1. Define the scope of the policy

Determine which employees are covered by the policy and what types of compensation will be addressed.

2. Research industry standards

Look at data from similar organizations in your industry to determine appropriate salary ranges, bonus structures, and benefits packages.

3. Establish salary ranges

Create a salary range for each position within the organization, taking into account factors such as experience, education, and performance.

4. Develop bonus structures

Decide on the type of bonus structure you want to use (e.g., performance-based, sign-on) and establish criteria for eligibility and payment increases.

5. Design benefits packages

Choose benefits that align with the needs of your employees and the organization’s budget. Consider offering flexible benefit options to accommodate diverse employee needs.

6. Determine equity options

Decide whether to offer equity options, such as stock options or restricted stock units, and establish guidelines for vesting and exercise.

7. Define performance evaluation criteria and processes

Establish clear criteria for evaluating employee performance and outline the process for regular reviews and feedback.

8. Establish promotion and advancement policies

Create guidelines for promotions, transfers, and career development opportunities to ensure fair and equitable treatment of all employees.

9. Outline termination and severance policies

Determine procedures for terminating employment, including notice periods, severance pay, and outplacement assistance.

10. Review and revise

Regularly review and update the policy to reflect changes in the organization, industry trends, and employee needs.

Compensation policy template

[Organization Name] Compensation Policy

1. Brief & purpose

The purpose of this policy is to provide a comprehensive framework for managing employee compensation at [Organization Name]. This policy ensures that employees are fairly and competitively compensated for their work, while also aligning with the organization’s financial goals and objectives.

2. Scope

This policy applies to all full-time and part-time employees of [Organization Name], excluding contractors and temporary workers.

3. Salary ranges

Salary ranges for each position within the organization are determined by considering factors such as experience, education, and performance. The following salary ranges apply:

  • Entry-level positions (e.g., administrative assistant): $35,000 – $45,000 per year
  • Mid-level positions (e.g., marketing manager): $60,000 – $80,000 per year
  • Senior-level positions (e.g., director of operations): $90,000 – $120,000 per year

4. Bonus structures

[Organization Name] offers two types of bonuses: performance-based bonuses and sign-on bonuses.

  • Performance-based bonuses: Employees who meet or exceed performance expectations may be eligible for a bonus of up to 10% of their annual salary.
  • Sign-on bonuses: Newly hired employees may be eligible for a sign-on bonus of up to $5,000, depending on the position and hiring needs.

5. Benefits packages

[Organization Name] offers a comprehensive benefits package that includes:

  • Health insurance: [Organization Name] covers 80% of employee health insurance premiums and 50% of dependent coverage.
  • Retirement plans: [Organization Name] matches 401(k) contributions up to 3% of an employee’s annual salary.
  • Paid time off: Employees receive two weeks of vacation time and one week of sick leave per year.

6. Equity options

[Organization Name] offers stock options to all employees, with vesting periods ranging from 2-5 years. The number of stock options awarded is determined by job grade and performance.
Performance Evaluation Criteria and Processes:
Employee performance is evaluated based on the following criteria:

  • Meeting job requirements and expectations
  • Achieving performance goals and objectives
  • Demonstrating teamwork and collaboration
  • Showcasing innovation and creativity

Regular reviews are conducted annually, with feedback provided throughout the year. Employees have the opportunity to provide input and feedback during the review process.

7. Promotion and advancement policies

[Organization Name] encourages career development and advancement opportunities for all employees. Promotions are based on job performance, skills, and experience. Employees who are interested in career advancement should discuss their goals with their supervisor or HR representative.

8. Termination and severance policies

Employment may be terminated for reasons such as poor performance, misconduct, or financial constraints. Notice periods range from two weeks to six months, depending on job grade and length of service. Severance pay is provided to eligible employees, based on a formula that takes into account length of service and salary. Outplacement assistance is also available to support transitioning employees.

9. Amendments

This policy may be amended from time to time, and changes will be communicated to all employees. The most current version of this policy will be maintained on the [Organization Name] intranet.

10. Acknowledgment

By accepting employment with [Organization Name], employees acknowledge that they have read, understood, and agree to abide by the terms of this compensation policy.

Disclaimer: This policy template is meant to provide general guidelines and should be used as a reference. It may not take into account all relevant local, state or federal laws and is not a legal document. Neither the author nor Workable will assume any legal liability that may arise from the use of this policy.

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UK workers hate commuting – at least 52% of the time https://resources.workable.com/stories-and-insights/uk-workers-hate-commuting Fri, 20 Oct 2023 17:25:57 +0000 https://resources.workable.com/?p=91461 What are UK workers interested in right now when it comes to jobs? This time, we have data for you on the longer-term benefits of remote work and flexible schedules for workers in a job right now and how that’s changed since 2021. Top 3 takeaways Not needing to commute is growing as a major […]

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What are UK workers interested in right now when it comes to jobs? This time, we have data for you on the longer-term benefits of remote work and flexible schedules for workers in a job right now and how that’s changed since 2021.

What do UK workers want now?

Our Great Discontent 2.0 survey report contains a wealth of data revealing how employee priorities in the UK have changed since 2021. Learn more here.

View the report highlights

Top 3 takeaways

  1. Not needing to commute is growing as a major benefit of remote / hybrid work – up to 52% in 2023 from 41.3% in 2021
  2. Cost benefits grew as a benefit to 47.6% from 35.7%
  3. Productivity another bonus on the rise, to 44.5% from 36.5%

When looking at Workable’s Great Discontent surveys from 2021 and 2023, one conclusion is pretty clear: workers have not only adapted to the remote and flexible work arrangements but also find unique advantages in them.

And over time, some of these advantages have risen to the surface – and sunken to depths – in the two years between the surveys.

Remote saves time and money

What’s resoundingly clear in our new dataset is how remote workers enjoy the benefits gained from not needing to commute more now than before. More than half (52%) cite that as a major benefit of remote / hybrid work in 2023 compared with 41.3% in 2021.

People also say they’re saving money and that’s what they like about working remotely – 47.6% say remote is easier on their pocketbook now, up from 35.7% in 2021.

Flexible time means flexibility

Flexible work schedules also saw significant changes from 2021 – the ability to balance personal and professional priorities grew in importance for workers in 2023, with 64.9% citing that as a top benefit compared with 57.3% previously.

We know that different people can be more productive at different times of the day. Some are night owls, others are early risers, and some are in between. Likely related to this, increased work performance is also growing as a benefit of flexible schedules, with 44.5% of workers picking that in 2023, up from 36.5% in 2021.

What does all this mean? These shifts show that the understanding of the real advantages of remote work and flexible schedules have matured over time.

Plus, as workers have become more adept at these newfangled working arrangements, the benefits have expanded beyond just health and safety considerations to encompass efficiency, flexibility, work-life balance, and financial gains. Instant return is fine, but we now have the opportunity to see what the long-term gains are.

Ultimately, it’s worth noting that the increased autonomy that comes with flexwork appear to benefit both the employee in terms of increased employee experience and the employer in terms of productivity and retention.

What can you do?

1. Emphasize work-life integration policies

With the increased emphasis on the integration of personal and professional priorities, it’s clear that maintaining work-life balance is more important than ever for employees.

Employers need to develop and promote policies that respect and encourage this balance, such as promoting “disconnect time” or offering support for family needs.

2. Reevaluate cost and time-saving measures

The increase in recognition of cost and time-saving benefits indicates the need for companies to consider how they can facilitate these advantages further.

Employers could consider allowances for home-office setup, stipends for utilities, or even “no meeting” days to maximize efficiency.

3. Promote autonomy and flexibility

Given the positive impact of flexible schedules on productivity, it is crucial for employers to promote work autonomy. This could include encouraging employees to work when they feel most productive or allowing flexibility in daily work schedules.

Businesses must continue to evolve their practices and policies to align with these changing preferences and needs of their employees.

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What’s the UK worker’s ideal habitat? It includes humanity https://resources.workable.com/stories-and-insights/human-connection-at-work-uk Thu, 26 Oct 2023 16:23:22 +0000 https://resources.workable.com/?p=91585 What are UK workers interested in right now when it comes to jobs? This time, we have data for you on the longer-term benefits of remote work and flexible schedules for workers in a job right now and how that’s changed since 2021. Top 3 takeaways Company culture emerging as a top factor when choosing […]

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What are UK workers interested in right now when it comes to jobs? This time, we have data for you on the longer-term benefits of remote work and flexible schedules for workers in a job right now and how that’s changed since 2021.

What do UK workers want now?

Our Great Discontent 2.0 survey report contains a wealth of data revealing how employee priorities in the UK have changed since 2021. Learn more here.

View the report highlights

Top 3 takeaways

  1. Company culture emerging as a top factor when choosing a new job – more than four out of 10 say so now vs. 34.7% two years ago
  2. Executive leadership surging as a major area in need of improvement at current jobs, from 27.2% to 36.2%
  3. Worker relationships remain a key factor – and so is overall company culture

The various facets of the “human connection” in the modern workplace are surging in importance for the everyday worker in the United Kingdom.

There are two forms of this connection: the connection of the employee to the company where they’re working, and the connection to their fellow colleagues in the workplace

Related: Your remote new hire onboarding plan: Build those connections

Connection with company

First, let’s look at the employer connection. More than four out of 10 workers (40.8%) in the survey ranked “overall company culture” as very important when looking at new job opportunities – and that’s up from 34.7% in 2021.

“Management and executive leadership” also grew in importance over the two-year span, from 23.4% in 2021 to 29.6% in 2023 in terms of new job attractiveness.

UK workers also want to see both of these in their current place of employment. We asked survey respondents whether there was something that could be improved in their job – and of those who said yes, we asked what that improvement should be.

They also highlighted management and executive leadership as a major focal area, up sharply to 36.2% in 2023 from 27.2% two years earlier.

Connection with fellow workers

Worker symbiosis is also high in priority in the UK. For instance, relationships with colleagues grew as an item of importance, from 31.8% in 2021 to 36.2% in 2023.

Overall company culture is also high up the list, from 24.8% to 31.3%, and perhaps most dramatically of all, the percentage of those who picked brand reputation as an area in need of improvement nearly doubled from 7% to 13.8%.

What does all this tell us? Employees are increasingly interested in their organization’s leaders – a strong, transparent, and inspiring leadership has that trickle-down effect throughout the company.

Employees also want to enjoy working with their colleagues, highlighting the value of the social aspects of work – i.e. the ‘watercooler’. And the growth in brand rep can’t be overlooked here.

What can you do?

1. Strengthen company culture

The increased emphasis on company leadership calls for organizations to put more effort into defining and communicating their values, ethos, and work environment clearly.

Building a supportive and inclusive company culture that’s led from the very top can be a powerful attractor and retainer for employees in the UK.

2. Promote transparency and responsiveness

Leadership isn’t just about morale. Companies should strive to be more transparent in their decision-making processes and responsive to individual employee needs.

Regular open forums, Q&A sessions with executive teams, and timely response to employee concerns can help foster a culture of transparency and responsiveness.

3. Encourage collaborative relationships

The data suggests that lateral working relationships are growing in importance. Therefore, encouraging teamwork, collaboration, and social interaction among employees could be key.

This might include team-building activities, collaborative projects, and providing communication tools that facilitate better peer interaction.

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More money won’t solve everything, say UK workers https://resources.workable.com/stories-and-insights/money-wont-solve-everything-uk-survey Thu, 02 Nov 2023 14:42:35 +0000 https://resources.workable.com/?p=91698 What are UK workers interested in right now when it comes to jobs? This time, we have data for you on the growing value of career paths and clarity on roles and responsibilities in a job. Top 3 takeaways Career advancement is surging as an area of interest for those open to new roles – […]

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What are UK workers interested in right now when it comes to jobs? This time, we have data for you on the growing value of career paths and clarity on roles and responsibilities in a job.

What do UK workers want now?

Our Great Discontent 2.0 survey report contains a wealth of data revealing how employee priorities in the UK have changed since 2021. Learn more here.

View the report highlights

Top 3 takeaways

  1. Career advancement is surging as an area of interest for those open to new roles – up to 23.6% from 17.6%
  2. It’s not as big an area for improvement for current employees, dropping to 19.9% in 2023 from 31.3% in 2021
  3. Clarity is what’s needed in current roles, increasing from 17.7% in 2021 to 31.1% now

Money may be integral to the UK worker (and much more so now than previously) when making a decision to take on a new job, but it’s not the only thing. There’s another takeaway here we’d like to highlight: today’s workers have a growing appetite for advancement in their careers and acquiring new skills.

In short – growth is on their minds. And the percentage of workers saying that has grown in the two-year span between 2021 and 2023. For those actively looking for new opportunities, nearly one quarter (23.6%) say the reason is they want to move to the next level in their careers – up from 17.6%.

And when asked what would get them interested in a new opportunity (even if they’re not actively looking), the lure of a better job higher up on the ladder is a driving factor for 37.8% of respondents – up 7.5 points from 28.3% in 2021. That’s the single biggest jump out of all the attractors in the list.

So, why don’t employers just build clearer and more attractive career paths for their current employees? That might have worked in 2021, but not so much now. When asked what could be improved in their current role, 31.3% of workers in the UK pointed to advancement potential, and that’s dropped hugely to 19.9% in 2023.

The clearer the job, the better

So what could employers do instead? More than one in five workers (22.5%) say that clarity of job role and responsibilities is a big factor in choosing a new job in 2023, up from 16.8% in 2021.

And when looking at clearer job roles and responsibilities in their current job, 31.1% say this is an area ripe for improvement – up from 17.7% two years earlier.

So, it really isn’t only “show me the money”. These data points underscore that companies need to focus on being clearer about what they expect from their teams. This can be the magic that really glues a team together if they’re clear on their goals and their expected deliverables.

This means stronger leaders with organizational skills who can really pull a team together and get them collectively moving the needle.

What can you do?

1. Invest in stronger leaders

Workers are expressing a clear desire for crystallized work processes. Employers should invest in and train team leaders on their organizational and strategic skills.

This means being able to take OKRs from the top and package them into understandable and realistic to-do lists for each of their team members.

2. Emphasize growth opportunities

The potential for advancement is a key factor in attracting new talent.

During the hiring process, communicate the potential for growth in the role and within the organization to entice potential candidates.

3. Enhance training and development

Continuous learning and skills development are increasingly crucial for organizational success. Companies should enhance their training and development opportunities, offering tailored programs and resources for employees to upskill and reskill – and turn those into real actionables for their work.

This not only attracts new talent but also retains current employees by making them feel valued and invested in.

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69% of UK workers will come to you if you offer more money https://resources.workable.com/stories-and-insights/uk-compensation Mon, 13 Nov 2023 17:05:47 +0000 https://resources.workable.com/?p=91815 What are UK workers interested in right now when it comes to jobs? This time, we have data for you on the value of compensation for workers in a job right now and how that’s changed since 2021. Top 3 takeaways Salary / perks / benefits remains a top attractor in a new job at […]

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What are UK workers interested in right now when it comes to jobs? This time, we have data for you on the value of compensation for workers in a job right now and how that’s changed since 2021.

What do UK workers want now?

Our Great Discontent 2.0 survey report contains a wealth of data revealing how employee priorities in the UK have changed since 2021. Learn more here.

View the report highlights

Top 3 takeaways

  1. Salary / perks / benefits remains a top attractor in a new job at 68.8%
  2. It’s growing as a major reason why active jobseekers are hunting for new opportunities, to 66.4% from 53.5%
  3. It’s also an area for improvement in current roles – up to 63% from 60.7%

This much is clear: money talks, and it always has – including in the UK.

And it probably will always talk. It does put food on the table and pay the bills, after all.

Compensation was already a clear priority for most UK-based workers in our 2021 dataset – and it remains so in 2023. The percentage of those who picked salary / perks / benefits as one of the major factors that would attract them to a new role remains at the top of the heap, albeit declining slightly to 68.8% from 70.1%.

And of those who say their current job could be improved, 63% say salary / perks / benefits is a top area for improvement – up from 60.7% in 2021.

But here’s the huge differentiator this time: of those who are actively looking for new opportunities, two-thirds (66.4%) say the need to make more money is the reason why. That’s up hugely from 53.5% in 2021.

What more need we say? The data resoundingly points to the importance of compensation across the board. Well-compensated employees will be happier, and jobs are more attractive when they pay well.

What can you do?

1. Reevaluate compensation packages

With the increased focus on salary, perks, and benefits, employers should periodically reassess their compensation packages to ensure they remain competitive and attractive.

This can involve benchmarking against industry standards and considering factors such as cost of living and inflation.

2. Enhance benefits offerings

Besides salary, the emphasis on perks and benefits calls for a more comprehensive and enticing benefits package.

This could include health benefits, retirement plans, wellness programs, flexible work schedules, remote work options, and professional development opportunities.

3. Create attractive offers to lure passive candidates

With a significant rise in the number of passive job seekers, employers need to craft compelling offers to attract this group.

This could mean not just offering a competitive salary, but also demonstrating the potential for career growth, a positive work culture, and a strong commitment to employee well-being.

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What changed in the UK worker brain between 2021 and 2023? https://resources.workable.com/stories-and-insights/biggest-shifts-worker-priorities-uk Thu, 16 Nov 2023 18:57:04 +0000 https://resources.workable.com/?p=91843 What are UK workers interested in right now when it comes to jobs? This time, we have data for you on what’s shifted most in the UK worker mindset from 2021 to 2023. Top 3 takeaways People really like clarity when it comes to what they’re expected to do at work, but don’t need the […]

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What are UK workers interested in right now when it comes to jobs? This time, we have data for you on what’s shifted most in the UK worker mindset from 2021 to 2023.

What do UK workers want now?

Our Great Discontent 2.0 survey report contains a wealth of data revealing how employee priorities in the UK have changed since 2021. Learn more here.

View the report highlights

Top 3 takeaways

  1. People really like clarity when it comes to what they’re expected to do at work, but don’t need the support nearly as much as two years earlier
  2. Remote work is on the downswing
  3. Workers are increasingly looking for jobs where they can make more money – and not have to commute

Understanding the worker mindset in the UK is one thing – it’s even more compelling when we have data from two different years so we can look at what’s trending upwards and what’s trending downwards in what’s important to UK workers in a job.

And we have a lot of that information for you on hand. Our Great Discontent survey series is in its second edition, which gives us this opportunity to see what’s changing (or evolving?) in job priorities from 2021 to 2023.

In Hamlet, Claudius said: “”When sorrows come, they come not single spies but in battalions.” A bit grim, yes, but the underlying point is that when things happen, they happen in bunches. And would it be a stretch to apply that thinking to today’s workplace which has been shaped drastically by the COVID-19 pandemic? Probably not.

In other words, the amount of changes that have happened in the span of two short years between 2021 and 2023 probably is more than what’s happened in the decades preceding that.

So, what are the biggest shifts that happened in our dataset in that two-year span? Let’s first start with the biggest upward shifts. Tops is clarity of job role and responsibilities for workers in their current jobs – which nearly doubled from 17.7% to 31.1%. Clearly (and yes, we use that word deliberately), workers in the UK want more clarity in what’s expected of them right now.

Closely following in terms of raw increase is a 12.9-point upward change from 53.5% to 66.4% for active jobhunters saying their main motivation is that they need to make more money.

We’ve talked a lot about the benefits of remote work and how those have crystallized after years of experience – one of the biggest positive shifts in our dataset is, in fact, the benefits of extra hours saved from not needing to commute. That’s gone up from 41.3% to 52% of UK workers citing that as one of the major reasons they like remote work.

Meanwhile, there are some significant downward shifts as well. Tops in that list is the percentage of workers working remotely in 2023. It was well more than half (55.2%) of UK workers in 2021 – that’s now gone down to two out of five workers (40.9%). Not surprising considering we were still in the thick of COVID at the time, and the barriers to in-person work have all but disappeared since.

That doesn’t mean the return to the in-person workspace is a willing change though – the WFH vs. RTO debate continues to rage on.

Meanwhile, the need for support in their current jobs went down drastically in the two-year span, from more than two in five workers (21.9%) in 2021 to less than one in 10 (8.9%) now. Again, the pandemic factors into this – support is no longer as crucial as it was when uncertainty and volatility in the working and living environments were high.

Things are different and more stable now, of course. It’s worth coming back to this in 2025 to see where we go from here.

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Great Discontent UK priorities: clarity, culture, & compensation https://resources.workable.com/stories-and-insights/great-discontent-2023-uk-clarity-culture-compensation Mon, 27 Nov 2023 21:01:06 +0000 https://resources.workable.com/?p=92034 What are UK workers interested in right now when it comes to jobs? We have data for you from the Great Discontent 2023 worker survey. As an employer looking to attract and – more importantly – retain talent, Workable’s Great Discontent survey report for 2023 for the UK should provide you with a sharper north […]

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What are UK workers interested in right now when it comes to jobs? We have data for you from the Great Discontent 2023 worker survey.

What do UK workers want now?

Our Great Discontent 2.0 survey report contains a wealth of data revealing how employee priorities in the UK have changed since 2021. Learn more here.

View the report highlights

As an employer looking to attract and – more importantly – retain talent, Workable’s Great Discontent survey report for 2023 for the UK should provide you with a sharper north star going forward. We asked 500 UK workers and we understand what’s going on in that mindset.

What the survey’s resulting dataset reveals is that your employees (and candidates) put a huge value on clarity in their jobs. This means clarity in what’s expected of them in their day-to-day work, clarity in career paths and opportunities, clarity in communications, and so on.

They also really like flexibility in working schedules and locations, connection with their colleagues and leadership, and a more humane approach to the workplace.

What else? Compensation, unsurprisingly, reigns supreme. It’s not that people love money – it’s that they want (and need) to be compensated fairly for the work they put in.

This was always the case. But it’s even more so now, and workers are indeed getting it. Flexible work is becoming standard in many jobs – especially when it comes to setting one’s hours. Compensation is growing as a major priority (even if inflation is prompting it).

But most of all: the expectation is that a job isn’t just a “job”, but a livelihood. When you’re putting 40-some hours of your life every week into work, you want it to actually mean something.

The remote work conversation is also an interesting one. It’s no longer a stopgap reaction to COVID-19. We’ve had a few years of experience with this in the UK, and now, it’s finding its groove. The workforce loves the flexibility that comes with remote work, and they want to keep it as part of the new status quo.

Community is huge as well. Company culture and executive leadership are seen as the glue that holds everything together. Career growth is also top of mind for today’s workers in the UK – and they’ll respond to that opportunity whether it’s in your company or another.

So: what does this tangibly mean for you, the employer? When your company is struggling to roll with the punches, especially during these volatile times, you’re likely calling on your teams to roll with the punches too.

That’s fair, of course. The question is – will they roll with you? Maybe, maybe not. Which begs the even more important question: how can you set it up so that they *will* roll with you?

The answer is clear from our survey. While people are more hesitant to move jobs than they were before, they will move for the right opportunity. However, they will stay with you when they’re engaged in the work and in the company – and while engagement is a two-way street, a lot of it falls on you to build that optimal experience so your teams will stay with you for the long haul. Retention is a very real thing.

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40+ real-life interview questions for sales & business roles with sample answers https://resources.workable.com/tutorial/40-plus-interview-questions-for-sales-business-roles Mon, 23 Oct 2023 12:25:28 +0000 https://resources.workable.com/?p=91469 But what if you’re unsure about which questions will truly reveal a candidate’s potential? Wouldn’t it be great to have a list of tried-and-tested questions straight from hiring managers who succeed in fulfilling job roles from sales and business development functions? You’re in luck: that’s exactly what we’ve compiled for you. In this article, we […]

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But what if you’re unsure about which questions will truly reveal a candidate’s potential? Wouldn’t it be great to have a list of tried-and-tested questions straight from hiring managers who succeed in fulfilling job roles from sales and business development functions?

You’re in luck: that’s exactly what we’ve compiled for you. In this article, we present a comprehensive collection of real-life interview questions.

This includes questions tailored for a wide range of roles in the sales & business development spectrum, such as Sales Representative, Business Development Manager, Sales Development Representative, Regional Sales Manager, Sales Consultant, Sales Executive, and many more.

Let’s dive in and explore these questions, categorized by role. We’ve also included sample answers for each, ensuring you’re well-equipped to identify the best talent in your next interview session.

Direct sales roles

Real-life sales representative interview questions

A Sales Representative is responsible for promoting and selling products or services to potential clients. They build relationships, identify customer needs, and close deals to meet sales targets while providing excellent customer service and ensuring client satisfaction.

Here are the 3 most common questions that hiring managers ask with sample answers for each:

  1. Tell me how you started and closed your biggest sale.

This question assesses the candidate’s ability to describe their approach to initiating and successfully completing a significant sales deal, showcasing their sales skills and strategies.

Sample answer:

“I began my biggest sale by researching the client’s industry thoroughly. I then initiated contact and nurtured the relationship through multiple interactions, addressing their pain points. To close the deal, I tailored a compelling solution that demonstrated clear benefits, securing their commitment and ultimately closing a substantial contract.”

  1. What do you dislike about sales?

This question aims to understand the candidate’s self-awareness and potential challenges they might face in a sales role.

Sample answer:

“In sales, I sometimes find it challenging when clients are unresponsive or indecisive. It can be frustrating, but I’ve learned to adapt by being patient and persistent. I see it as an opportunity to further understand their needs and build a stronger relationship.”

  1. Where do you see yourself in 10 years?

This question delves into the candidate’s long-term career goals and aspirations, helping evaluate their commitment to growth and development within the organization.

Sample answer:

“In a decade, I envision myself as a Sales Director, leading a high-performing sales team. I’m passionate about mentorship and want to help others develop their sales skills. I also hope to contribute to the strategic growth of the company, expanding our market share and driving innovation in our sales processes.”

Real-life inside sales representative interview questions

An Inside Sales Representative is responsible for proactively reaching out to potential customers through calls and emails, promoting products or services, meeting sales quotas, prioritizing leads, and maintaining excellent customer interactions to drive sales success.

These six questions are the most preferred by hiring managers: 

  1. What are a few methods that you’ve learned to increase call connects/email responses?

This question aims to assess the candidate’s strategies for improving contact rates and email response rates in the inside sales role.

Sample answer: 

“In my experience, personalization is key. I craft tailored messages highlighting the value our product offers. Additionally, I experiment with optimal calling and emailing times, and A/B testing subject lines for emails, which has significantly boosted our response rates.”

  1. What has been your highest sales quota? What did you do differently for it to be the highest?

This question evaluates the candidate’s achievement in sales quotas and their ability to analyze and adapt their strategies for success.

Sample answer: 

“My highest sales quota was $1.5 million annually. To achieve it, I focused on refining my prospecting methods, nurturing leads effectively, and collaborating closely with the marketing team. I also adopted a consultative approach, understanding client needs deeply and customizing solutions.”

  1. How do you prioritize your assigned leads?

This question explores the candidate’s approach to managing and prioritizing leads to maximize their sales effectiveness.

Sample answer: 

“I prioritize leads based on their readiness to buy and potential value. Hot leads get immediate attention, while warmer leads are nurtured through targeted follow-ups. CRM tools help me track lead interactions and tailor my outreach accordingly.”

  1. What is the main thing that you need to accomplish in every customer interaction?

This question seeks to understand the candidate’s focus on customer interactions and the primary objective they aim to achieve.

Sample answer: 

“In every customer interaction, my main goal is to establish trust. I want the customer to feel heard and understood. By building trust, I can better address their needs, provide valuable solutions, and ultimately move closer to closing the sale.”

  1. Describe a recent sale that you lost. What could you have done differently?

This question assesses the candidate’s ability to reflect on and learn from unsuccessful sales experiences.

Sample answer: 

“I recently lost a sale because I didn’t fully address the client’s objections regarding pricing. In hindsight, I could have conducted a more in-depth needs analysis to identify cost-saving opportunities our product offered. This would have helped me demonstrate its value better.”

  1. Describe the ways in which you stay updated on your target market. What is your go-to strategy?

This question explores the candidate’s commitment to staying informed about their target market and their preferred methods for doing so.

Sample answer: 

“I stay updated through a combination of market research, industry publications, and attending relevant webinars and conferences. Additionally, I maintain a network of industry contacts who provide valuable insights and trends. It’s important to adapt my strategy based on the rapidly evolving market landscape.”

Real-life outside sales representative interview questions

An Outside Sales Representative is responsible for prospecting, meeting potential clients face-to-face, building relationships, and closing sales deals. They identify client needs, promote products or services, and address objections to achieve sales targets.

Hiring managers give high priority to the following two questions:

  1. Why do people decline sales from you?

This question explores the reasons behind declined sales and assesses the candidate’s awareness of potential sales obstacles.

Sample answer: 

“Customers may decline sales for various reasons, such as budget constraints, concerns about product fit, or timing issues. It’s crucial to empathize with their concerns, address objections professionally, and demonstrate how our product can resolve their pain points. Effective communication and a consultative approach can often overcome these obstacles and turn a declined sale into a successful one.”

  1. If the customer initially says no, how do you respond?

This question evaluates the candidate’s ability to handle rejection and their approach to turning a “no” into a potential “yes.”

Sample answer: 

“When a customer initially says no, I see it as an opportunity to further understand their objections and provide tailored solutions. I remain polite and empathetic, asking probing questions to uncover their specific concerns. Then, I address these concerns by highlighting the value and benefits of our product. I believe in persistence while respecting their decision, as sometimes it takes multiple interactions to build trust and secure a positive outcome.”

Real-life field sales representative interview questions

A Field Sales Representative is responsible for engaging with clients in person, building strong business relationships, and driving sales in a designated territory. They create account plans, strategize multi-threaded sales processes, and effectively prioritize leads, sales development reps, and accounts for maximum revenue generation.

Check the following questions from real hiring managers with sample answers for each: 

  1. How do you plan your accounts? 

This question explores the candidate’s approach to creating and executing account plans for successful sales outcomes.

Sample answer: 

“I start by thoroughly researching the client’s business, understanding their goals and pain points. Then, I develop a customized account plan that includes clear objectives, strategies, and timelines. Regular reviews and adjustments ensure alignment with the client’s evolving needs and our sales targets.”

  1. Describe your approach to multi-threading sales processes.

This question assesses the candidate’s ability to navigate complex sales processes by engaging multiple stakeholders within an organization.

Sample answer: 

“Multi-threading involves identifying and building relationships with various decision-makers and influencers within a client’s organization. I initiate conversations with key stakeholders, ensuring each understands the value of our product. This approach increases our chances of success and strengthens our client relationships.”

  1. How do you prioritize your sales development reps’ time?

This question evaluates the candidate’s strategy for managing and optimizing the time and efforts of sales development representatives.

Sample answer: 

“I prioritize sales development reps’ time by aligning their efforts with high-potential leads and target accounts. We use lead scoring and data analytics to identify prospects with the most significant potential. Additionally, regular communication and feedback loops help us refine our approach and focus on the most promising opportunities.”

  1. How do you prioritize your account list/book of business/territory?

This question explores the candidate’s approach to managing and prioritizing their accounts or territory for maximum sales impact.

Sample answer: 

“Prioritizing accounts involves segmenting them based on factors like revenue potential, buying readiness, and strategic importance. High-value or growth-potential accounts receive extra attention, while existing accounts get regular check-ins to maintain relationships. Continuous analysis helps refine the prioritization strategy over time.”

  1. How do you prioritize your assigned leads?

This question assesses the candidate’s approach to managing and prioritizing leads for effective lead nurturing and conversion.

Sample answer: 

“I prioritize leads by scoring them based on criteria such as engagement level, fit with our ideal customer profile, and buying intent. Hot leads receive immediate attention and personalized outreach, while warm leads are nurtured through targeted content and follow-ups. This approach ensures we allocate resources where they’re most likely to yield results.”

Real-life sales associate interview questions

A Sales Associate is responsible for engaging with customers, promoting products or services, and facilitating sales transactions. They provide excellent customer service, address inquiries, and aim to meet sales targets, fostering positive customer experiences.

Here are 4 questions for you that hiring managers choose to ask:

  1. What is the main thing that you need to accomplish in every customer interaction?

This question explores the candidate’s focus on customer interactions and the primary objective they aim to achieve.

Sample answer:

 “In every customer interaction, my main goal is to ensure customer satisfaction. I aim to address their needs, answer their questions, and provide a positive experience. Building trust and rapport is essential for long-term customer relationships.”

  1. What does “the customer is always right” mean?

This question assesses the candidate’s understanding of the customer-centric approach often associated with this phrase.

Sample answer: 

“‘The customer is always right’ means that customer satisfaction and their perception of a situation take precedence. It emphasizes the importance of listening to customers, understanding their perspective, and making efforts to meet their expectations, even if it requires going the extra mile.”

  1. What is your greatest strength within a sales environment?

This question allows the candidate to highlight their key strengths and qualities that contribute to success in a sales role.

Sample answer:

“My greatest strength in a sales environment is my ability to build rapport and establish trust with customers. I excel in active listening, understanding their needs, and providing tailored solutions. This helps me not only meet but exceed their expectations.”

  1. Did you meet your sales quota in your last position?

This question evaluates the candidate’s past performance in meeting or exceeding sales targets.

Sample answer: 

“Yes, I consistently met and exceeded my sales quota in my last position. Through effective prospecting, strong product knowledge, and a customer-centric approach, I consistently achieved or surpassed my sales targets, contributing to the overall success of the team.”

Real life sales consultant interview questions

A Sales Consultant provides expert guidance to clients, tailoring product or service solutions to meet their needs. They build relationships, close sales deals, and focus on maximizing revenue and customer satisfaction through effective consultation and sales techniques.

These 2 questions are the top choices from real hiring managers:

  1. Do you prefer a long or short sales cycle?

This question explores the candidate’s preference regarding the duration of the sales process and their adaptability to different sales cycle lengths.

Sample answer: 

“I appreciate the advantages of both long and short sales cycles. Short cycles offer quick results and allow for high volume, while longer cycles provide opportunities for deeper client engagement and more substantial deals. My preference depends on the product or service and the specific client’s needs. I believe adaptability to various sales cycle lengths is crucial in delivering the best outcomes for the client and the business.”

  1. Can you handle a 100% commission job?

This question assesses the candidate’s willingness and ability to work in a compensation structure entirely based on commissions without a fixed salary.

Sample answer: 

“Yes, I am not only willing but also well-prepared to excel in a 100% commission-based job. My career in sales has consistently demonstrated my ability to meet and exceed sales targets. I understand that a commission-only structure can be motivating, as it directly reflects my performance and efforts. With the right product or service and a strong work ethic, I believe I can thrive in such a role and find it rewarding.”

Real-life sales project consultant interview questions

A Sales Project Consultant is responsible for providing expertise in sales project management, collaborating with clients to identify project needs, and delivering customized solutions. They drive sales initiatives, ensure project success, and contribute to revenue growth.

Here are 2 questions that matter the most for real hiring managers: 

  1. Do you have any previous sales experience?

This question seeks to understand the candidate’s background and experience in sales, relevant to the Sales Project Consultant role.

Sample answer: 

“Yes, I have significant previous sales experience. I’ve worked in various sales roles, including account management and business development, where I’ve consistently met and exceeded sales targets. This experience has equipped me with valuable skills in client interaction, negotiations, and project management, which I believe will be highly beneficial in this Sales Project Consultant role.”

  1. Can you handle a 100% commission job?

This question assesses the candidate’s willingness and suitability for a commission-only compensation structure.

Sample answer:

 “I have experience working in commission-based roles, and I understand the dynamics of such compensation structures. While I am open to considering a 100% commission job, I would need to evaluate the specific product or service, market conditions, and potential earning opportunities to ensure it aligns with my financial goals and career expectations.”

Check more interview questions for this role here.

Real-life sales executive interview questions

A Sales Executive is responsible for driving revenue growth by identifying and pursuing sales opportunities, building and nurturing client relationships, and closing deals. They develop sales strategies, manage accounts, and focus on achieving sales targets and customer satisfaction.

These are 3 helpful questions that hiring managers suggest: 

  1. If you were trying to sell something and kept getting denied, when would you stop pursuing the potential customer?

This question assesses the candidate’s persistence and judgment in sales situations where prospects repeatedly decline.

Sample answer: 

“In sales, persistence is essential, but I also recognize the importance of respecting a potential customer’s decision. I would continue pursuing them as long as there’s a chance to address their objections or evolving needs. However, if it becomes clear that our product or service is not a fit or if they express a strong disinterest, I would gracefully acknowledge their decision and shift my focus to more promising prospects.”

  1. What are the most important things to consider when evaluating a deal?

This question explores the candidate’s understanding of deal evaluation criteria and their ability to assess the viability and value of potential sales.

Sample answer: 

“When evaluating a deal, several factors are crucial, including the prospect’s needs and budget, the fit between our product or service and their requirements, the potential for a long-term relationship, and the competitive landscape. Additionally, assessing the deal’s profitability, timeline, and potential for upselling or cross-selling opportunities is essential.”

  1. How would you manage your time when handling new client business, making referrals, and upselling clients? Which tasks are you most comfortable with?

This question examines the candidate’s time management skills and preferences regarding different sales tasks.

Sample answer: 

“Managing my time effectively involves setting priorities based on the potential impact on revenue and customer relationships. New client acquisition is a top priority, followed by maintaining and nurturing existing client relationships. 

“Making referrals and upselling are also important, but my comfort zone lies in building new relationships and expanding our client base. However, I understand the value of all these tasks and approach them with dedication and a customer-centric mindset.”

Real-life sales manager interview questions

A Sales Manager leads and supervises a sales team, setting goals, providing guidance, and ensuring sales targets are met. They develop sales strategies, mentor team members, and drive revenue growth for the company.

These 2 questions are the most important ones to ask, according to real-life hiring managers:

  1. How would you describe what our company does to a child?

This question evaluates the candidate’s ability to simplify complex information and effectively communicate the company’s offerings.

Sample answer: 

“I would tell a child that our company helps people by providing things they need or want. We offer products or services that make their lives better, like toys or games that they enjoy playing with.”

  1. What questions would you ask when you cold-call a prospect?

This question assesses the candidate’s approach to prospecting and their ability to initiate meaningful conversations during cold calls.

Sample answer: 

“During a cold call, I’d start by introducing myself and briefly explaining why I’m calling. Then, I’d ask open-ended questions to understand their needs and challenges. Questions like ‘Can you tell me about your current situation?’ or ‘What goals are you trying to achieve?’ help uncover opportunities to provide value and tailor my pitch accordingly.”

Real-life regional sales manager interview questions

A Regional Sales Manager oversees the sales team’s performance and strategy within a specific geographic region. They set sales targets, develop sales plans, train and mentor sales representatives, and collaborate with other departments to achieve revenue goals and expand market presence.

Here is the most popular question between hiring managers: 

  1. You just joined our company as Regional Sales Manager. What is your action plan for the first three months?

This question assesses the candidate’s strategic thinking and readiness to take on the role by outlining their initial plan and priorities.

Sample answer: 

“In the first three months, I would focus on three key areas: team assessment and alignment, customer and market analysis, and goal setting. I’d start by understanding the team’s strengths and areas for improvement, ensuring they are aligned with company goals. 

“Simultaneously, I’d dive into market and customer data to identify opportunities and challenges. With this information, I’d set clear, achievable sales targets and develop strategies to drive performance and growth.”

Business development roles

Real-life business development manager interview questions

A Business Development Manager is responsible for identifying growth opportunities, building client relationships, and expanding a company’s market presence. They develop strategies for acquiring new clients, nurturing referrals, upselling existing clients, and evaluating deals to drive revenue growth.

Here are 5 questions from real hiring managers with sample answers for each:

  1. How would you manage your time when handling new client business, making referrals, and upselling clients? Which tasks are you most comfortable with?

This question evaluates the candidate’s time management skills and their comfort level with different aspects of business development.

Sample answer:

 “Effective time management involves prioritizing tasks based on their potential impact on revenue. New client acquisition is a top priority, followed by nurturing referrals and upselling existing clients. I am most comfortable with building new client relationships as it aligns with my strong interpersonal skills and ability to identify and seize growth opportunities.”

  1. What are the most important things to consider when evaluating a deal?

This question explores the candidate’s understanding of key factors to consider when assessing the viability and value of potential deals.

Sample answer: 

“Evaluating a deal requires assessing factors like the prospect’s fit with our ideal customer profile, their budget, the potential for a long-term relationship, competitive landscape, and profitability. Additionally, considering the deal’s timeline, scalability, and potential for upselling or cross-selling is crucial.”

  1. How do you manage the various touchpoints to convert a prospect to a client in terms of length of time?

This question assesses the candidate’s approach to managing the sales process and the duration of interactions with prospects.

Sample answer: 

“Managing touchpoints involves creating a structured sales funnel with clear milestones. The length of time varies based on the prospect’s readiness. My approach is to build trust gradually through personalized communication, addressing objections, and demonstrating value. I adapt the pace to match the prospect’s comfort and buying timeline.”

  1. Describe the ways in which you stay updated on your target market. What is your go-to strategy?

This question explores the candidate’s commitment to staying informed about their target market and their preferred methods for doing so.

Sample answer: 

“I stay updated through continuous market research, industry publications, and attending relevant webinars and conferences. Networking with industry peers and maintaining a strong online presence also helps. 

“My go-to strategy is to engage in regular conversations with existing clients and industry experts to gather insights and trends, ensuring that our approach remains relevant and competitive.”

  1. Describe a recent sale that you lost. What could you have done differently?

This question assesses the candidate’s ability to reflect on and learn from unsuccessful sales experiences.

Sample answer: 

“I recently lost a sale due to a misunderstanding regarding the client’s immediate needs. In hindsight, I could have conducted a more in-depth needs analysis to uncover their priorities and timing better. By aligning our offering with their immediate requirements, I believe I could have provided a solution that better met their expectations and closed the deal.”

Real-life business development representative interview questions

A Business Development Representative is responsible for generating and qualifying leads, identifying potential clients, and nurturing initial relationships. They play a vital role in the sales process, laying the foundation for future business opportunities.

These 3 questions are coming from real hiring managers: 

  1. What is a buyer persona?

This question assesses the candidate’s understanding of a fundamental concept in sales and marketing: the buyer persona.

Sample answer: 

“A buyer persona is a semi-fictional representation of an ideal customer. It includes demographic, psychographic, and behavioral characteristics, helping us understand their needs, preferences, and pain points. Creating buyer personas allows us to tailor our sales and marketing strategies to better connect with and serve our target audience.”

  1. Why do you want to represent our company?

This question evaluates the candidate’s motivation and alignment with the company’s values and mission.

Sample answer: 

“I want to represent your company because I genuinely believe in the value of your products/services and your commitment to customer satisfaction. Your reputation for innovation and excellence in the industry aligns with my values, and I’m excited about the opportunity to contribute to your continued success.”

  1. What do you know about our company and the products/services that we offer?

This question assesses the candidate’s knowledge and research about the company and its offerings.

Sample answer: 

“I have researched extensively and know that your company is a leading provider of [mention specific products or services], known for its quality and innovation. Your commitment to [mention any specific company values or goals] sets you apart in the market. I’m particularly impressed by [mention a recent achievement or milestone], which reflects your dedication to excellence.”

Real-life sales development representative

A Sales Development Representative is responsible for generating and qualifying leads through outbound prospecting efforts. They initiate contact with potential customers, gather information, and nurture initial relationships, laying the groundwork for the sales team.

Here are 2 questions from real hiring managers you should ask in an interview:

  1. Describe a time when you engaged a prospective customer.

This question assesses the candidate’s ability to share a specific engagement experience with a potential customer, highlighting their communication and prospecting skills.

Sample answer: 

“I recently engaged a prospective customer through a cold email campaign. After personalized research, I crafted a tailored message highlighting how our product could address their specific pain points. This led to a productive conversation, where I gathered valuable insights and set the stage for further discussions.”

  1. How do you handle rejection?

This question explores the candidate’s resilience and ability to cope with rejection, a common aspect of the sales development role.

Sample answer: 

“Handling rejection is part of the job, and I see it as an opportunity to learn and improve. When faced with rejection, I maintain a positive attitude and take it as feedback. I analyze what went wrong, refine my approach, and persistently move forward. Rejection is just a step closer to a ‘yes’.”

Check more interview questions for this role here.

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Methods: gravitating to success in diverse recruitment https://resources.workable.com/stories-and-insights/methods-gravitating-to-success-in-diverse-recruitment Fri, 20 Oct 2023 16:02:32 +0000 https://resources.workable.com/?p=91454 My name is Jordan Adams, and I am the Talent Acquisition Manager at Methods. I have experience spanning over 10 years managing recruitment functions within a mix of both public and private sectors. My collaborator, Karen Nell, has been in the Learning and Development industry for over 25 years and is the Learning and Development […]

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My name is Jordan Adams, and I am the Talent Acquisition Manager at Methods. I have experience spanning over 10 years managing recruitment functions within a mix of both public and private sectors.

My collaborator, Karen Nell, has been in the Learning and Development industry for over 25 years and is the Learning and Development Manager at Methods. Karen oversees the GRAVITATE program and works with myself, and HR, who then team up with the respected Portfolios to help initiate and support the process end to end.

We aren't the experts – you are!

Are you a business or HR professional who overcame a workplace challenge and want to share tips and advice with your peers? Share your workplace story with us!

Make your pitch!

The power of collaboration

The path forward became clearer when I began working closely with Karen. Karen’s extensive experience in the field made her an invaluable ally. Our mutual dedication to our roles, complemented by our regular discussions strengthened our partnership – especially in pre-meetings around our much-loved coffee machine.

At the heart of our efforts is GRAVITATE, the brainchild of our Head of HR, Sarah-Jayne Smith.

This initiative, represented by the acronym for Graduates, Returners, Apprentices, Veterans, Interns, Into Tech, and Transformation Employment, outlines our dedicated approach to broadening our talent pool:

  1. Graduates: Fresh faces from schools, colleges, and universities, eager to dive into the tech world
  2. Returners: Those resuming work after taking a hiatus, bringing along a reservoir of skills and past experiences
  3. Apprentices: Enthusiasts looking to learn while they work, building skills on the job
  4. Veterans: Individuals with a history of service, offering unique perspectives and discipline
  5. Interns: Early-career individuals seeking hands-on experience in the tech sector
  6. Into Tech: Those transitioning from other sectors, keen to explore the world of technology
  7. Transformation Employment: Professionals looking for a shift in their career trajectory, seeking roles that may differ from their previous experiences

The action items

Together, Karen and I embarked on refining every aspect of our strategy. We recognised that we had to revisit the whole process, including understanding business requirements at Methods, and revising our sourcing methods right through to tailor-made specific training for our cohorts.

Related: How to think about diversity recruiting strategies

We have been collaborating in gathering business requirements, sourcing methods, and attending events, and the entire recruitment process to the final stage of hiring before actual employment.

This then included the onboarding of a new employee, with an induction and a formal training plan in place.

This has given our stakeholders an effective solution to bringing the next generation of talent into the business.

The results

Since implementing GRAVITATE, we’ve seen a noticeable increase in the diversity of our recruits. There’s a marked shift in company culture that’s more welcoming and inclusive. The connection between our employee retention rates and the GRAVITATE initiative speaks to its effectiveness.

The initiative represents our ongoing effort to redefine talent acquisition. It’s a reflection of Methods’ spirit of diversity and inclusion, and recognition of the range of values that each individual can bring to the table.

Here’s to a future rich in varied talents, experiences, and perspectives.

It’s a reflection of Methods’ spirit of diversity and inclusion, and recognition of the range of values that each individual can bring to the table. Here’s to a future rich in varied talents, experiences, and perspectives.

Jordan Adams is a passionate, inclusive, and skilled talent acquisition professional with a track record of success across sectors over a number of years. He specializes in building, maintaining, and managing real talent through a coaching approach.

The post Methods: gravitating to success in diverse recruitment appeared first on Recruiting Resources: How to Recruit and Hire Better.

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Linearity: finding the solution in the details of hiring data https://resources.workable.com/stories-and-insights/linearity-finding-the-solution-in-the-details-of-hiring-data Fri, 20 Oct 2023 15:34:14 +0000 https://resources.workable.com/?p=91446 I am Dan, a Senior Talent Acquisition Specialist at Linearity with over five years hiring software engineers globally. I’ve hired engineers from various locations of the world, from Eastern & Western Europe all the way to East Asia & Latin America. I love having technical conversations with engineers and hiring managers, and I’m very data-driven […]

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I am Dan, a Senior Talent Acquisition Specialist at Linearity with over five years hiring software engineers globally. I’ve hired engineers from various locations of the world, from Eastern & Western Europe all the way to East Asia & Latin America. I love having technical conversations with engineers and hiring managers, and I’m very data-driven and candidate-centric. I’m big into the gym and science, but most importantly, I love being a father to my cheeky 18-month-old daughter.

We aren't the experts – you are!

Are you a business or HR professional who overcame a workplace challenge and want to share tips and advice with your peers? Share your workplace story with us!

Make your pitch!

Here at Linearity, we’ve always had a great intuitive product. It’s visually appealing and offers a good balance between being technically challenging and presenting the opportunity to grow.

In Q3 of 2022, when the market was very candidate-driven, we knew that we needed to improve our hiring process to acquire the best talent in the market. Being more data-driven and leveling up our candidate experience ensured this.

Why did we focus on candidate experience? Research shows that candidate experience has a huge impact on employer branding, the number of candidates that accept an offer, and referrals within the market. It can also influence revenue.

When you combine candidate experience with hiring data, you can identify trends, patterns, areas for improvements to improve your recruitment process.

When you combine candidate experience with hiring data, you can identify trends, patterns, areas for improvements to improve your recruitment process.

First, we identified that the time to offer / hire has a huge impact on results, as almost every company was hiring at that point. The speed of the hiring process – and how engaging it is – can make a huge difference for you versus your competitors.

So how exactly did we level up our recruitment process?

Related: Introduction to Recruiting Metrics FAQ

The challenges

First, we implemented a data-driven approach, tracking multiple metrics to see what areas we need to improve on the most.

This meant looking at different data points and identifying areas where we had an opportunity to improve:

  • Speed: Time to offer, time to hire, time at each stage, time to deliver feedback, time to fill a role
  • Funnel metrics / conversions: pass rate at each interview stage, withdrawal rate at each stage
  • Bottom-of-funnel metrics: Offer / acceptance rate

We identified that the hiring process for some of our specific engineering roles were longer than the market average (close to 100 days).

We dove deeper into this one by looking at the following metrics:

Source for candidates we moved forward (whether they applied directly, were sourced via TA, came from employee referrals, or something else)

  • Pass rate at each interview stage (%)
  • Withdrawal rate at each stage (%)
  • Time spent at each stage (which gives us a deeper look at time to offer/hire)

From the above, we identified that the number of candidates passing our “computer science fundamental stage” was very low.

This stage also saw the longest booking / wait time in the whole interview process – showing the bottleneck as a result of the number of interviewers we had.

We also saw that this stage had the highest withdrawal and lowest pass rates. This increased the time to hire and the time to offer, hurting candidate experience and engagement. All in all, this meant higher costs and more hiring team hours spent in the process.

The action items

Our first step to improving in this area was to understand why candidates were not passing this stage at the rate we’d like to see.

We looked at the feedback we received, which helped us see that we needed to focus more on a specific skill set when sourcing new candidates.

By sourcing & targeting a specific skill set of engineers resulted in less candidates identified (but more suitable), reducing the volume of interviews and the time candidates had to wait at this interview stage naturally decreased the time to offer and increased candidate experience.

We also implemented an interview preparation process designed to help candidates be better prepared for upcoming interviews at this stage.

The results

This led to an increase in the overall candidate experience as well as boosting the interview pass rate.

With all of the above, this resulted in an overall shorter time to offer / hire, lowered the withdrawal rate, increased candidate experience, and improved our offer acceptance rate.

When we grew the same team and role, our time to fill was halved based on the data we collected previously.

Our metrics now stand as follows:

  • Time to offer: 19 days
  • Time to hire: 26 days
  • Time to fill: 54 days
  • 90% offer / acceptance rate

Our lesson? Sometimes the solution isn’t in the big-picture fixes – it can also be found in the little details.

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No cold calls: engage passive candidates with targeted emails https://resources.workable.com/tutorial/engage-passive-candidates-with-targeted-emails Thu, 19 Oct 2023 19:52:55 +0000 https://resources.workable.com/?p=91384 Talent crunches are by no means a recent issue for recruiters and HR professionals. The best candidates often already have positions elsewhere. For decades, recruiters have sought and wooed these talented candidates who aren’t actively searching for jobs – passive candidates, in other words – through advertisements, cold calls, and bulk emails. The impersonal nature […]

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Talent crunches are by no means a recent issue for recruiters and HR professionals.

The best candidates often already have positions elsewhere.

For decades, recruiters have sought and wooed these talented candidates who aren’t actively searching for jobs – passive candidates, in other words – through advertisements, cold calls, and bulk emails.

The impersonal nature of spray-and-pray tactics makes them fall flat at conveying and convincing the audience of a job’s value proposition.

Also, the demands that cold calls make on the time and willingness of a candidate to converse with a stranger don’t score them any brownie points either.

So, effective communication with reluctant audiences requires a more direct approach: something that combines the one-on-one nature of cold calls with the scalability of advertisements and email blasts.

The shift from cold calls to emails

Cold calls are incredibly time-consuming. The time taken to research each candidate, then connect with them and successfully carry out a conversation can drain recruiters of their already limited resources.

Besides requiring both the caller and the recipient to be available to talk at the same time, the rise in the number of automated calls and phishing scams has made people more wary than ever of answering a call from an unknown number.

In comparison, there’s been a marked shift towards using digital communication over more traditional means like phone calls, not solely due to the rise in the number of email users to 4.37 billion in 2023.

The importance of targeted emails

The accessibility of emails makes them the preferred means of receiving business communication worldwide, especially when compared to cold calls, which are perceived as more pushy and invasive.

Cold emails can also be personalized much more easily than cold calls. They’re cheaper to send, and scalable, which makes them a lucrative alternative, provided of course, that they’re relevant.

By tailoring the email to the candidate’s specific skills and experience, recruiters can increase the chances of getting the candidate’s attention and interest.

Targeted emails are also handy for relationship-building if the candidate is not interested in the current position but may be interested in a future opportunity.

The challenges of cold emails

On the flip side, most cold emails are heavily templatized and don’t factor in the importance of personalization in engaging and making a good first impression on candidates.

Plus, they’re easier to ignore than phone calls – if they ever make it past spam filters to land in an actual inbox, that is.

Even if cold emails manage to jump through all these hoops of fire to actually be read, they’re still, for lack of a better word, cold.

The same advantages that emails have over cold calling, in that they’re easier to send and less intrusive to receive, make them susceptible to lacking a personal touch and being easier to dismiss.

Cold emails might be unexpected, but they don’t have to be unwelcome. In this article, we show you how to write cold recruitment emails for passive candidates that get placed in inboxes, read, and replied to favorably.

Strategies for crafting effective targeted emails

Here’s how recruiters can make their cold emails highly targeted and bag the candidates of their dreams.

1. Find and verify contact details

The first step to ensuring the success of modern recruitment outreach is knowing where to send your emails.

Since you’re contacting them about a potential job offer, using a candidate’s work email address would be a major faux pas.

You can either find it on their website or LinkedIn profile, or use Workable’s sourcing features to quickly generate a comprehensive list of potential candidates and their email addresses.

Run these addresses through an email checker to boost deliverability and eliminate bounces.

In case you can’t find a valid email address, craft a direct message on the social media they are most active (preferably LinkedIn). If you are not connected with potential candidates, InMail on LinkedIn works well, but ensure you add a hyper-personalized touch to your messages.

2. Customize your message

When you use Workable’s AI Recruiter to find potential candidates, you’re presented with more than just candidate skills. You have access to their resumes, portfolios, and social media profiles.

Use these to personalize the subject line and body of recruitment emails to passive candidates.

For example, if their profile picture on Twitter depicts them wearing a Dodgers jersey, your subject line could say, “We’re cheering for the Dodgers, and you, {first_name}!”

If they’ve recently tweeted about an industry event, acknowledge their opinion and express your agreement and/or admiration for their take.

If they’ve delivered a keynote address, congratulate them for it. Or you could mention their alma mater or their designation to make the email feel more personal.

The rest of the template should also be peppered with little details that show they’re not just another name on a crowded list for you.

3. Write content that captures interest

The content of your recruitment cold emails has one overarching objective: to establish employment brand identity and then reinforce the same values in all your emails.

Do you provide a fun, friendly environment to work in with a flat hierarchy? Are you driven by a particular social cause that aligns with their values? Do you have high ratings on Glassdoor?

Highlight the biggest draws of the position – an exciting niche or industry, big-name investors, recent company growth, remote work, etc.

Don’t hesitate to use a little flattery to increase the feel-good value of your emails.

Keep your email body short and readable. Include only the most pertinent information, and try to steer clear of jargon and chunky paragraphs.

If you’re creating an email sequence, you can keep candidates engaged by doing a survey on their short-term and long-term career goals, and sending them case studies, white papers, and industry news about their niche.

4. Craft compelling calls to action

Don’t let all the hard work you’ve put into making a positive first impression go to waste by leaving them hanging at the end of your email. Give them specific next steps to take if they’re interested in your offer.

Do you want them to call you? If so, have you provided them with a link to your calendar? That’ll save you both a lot of back and forth.

Whether you want them to send you their resume, connect on LinkedIn, read the detailed job description, or fill up a form, state it in clear terms. Provide links wherever needed.

Having a single, low-effort CTA keeps the conversation going without making the candidate feel imposed upon.

5. Master the art of the follow-up

Wooing passive candidates is more likely to involve additional nurturing. If they haven’t replied to your first email, you’ll want to send them a few follow-up emails before you give up on them entirely.

The problem with follow-up emails is that short of some internet badgering or groveling (depending on the sender’s style), they consist of little else.

To avoid that, create a drip sequence that you can easily automate using cold email software without losing the personal touch.

Ask them if they’ve had the time to consider your proposal and linking to a readable resource such as:

  • A job description
  • Employee reviews
  • Related product launches

This gives them an idea of what to expect if they decide to work with your organization.

You can update them on company news about recent investments, accomplishments, or initiatives.

In your last email, let them know you won’t be reaching out anymore. And as a way of keeping one foot in the door, you can ask if they’d like to refer someone else for the role, or continue to receive company updates via a newsletter.

Best practices for using targeted emails in recruitment

Modern recruitment can be made effective by relying on the following techniques to win over reluctant job candidates.

1. Segment your audience

If you’re using Workable’s candidate sourcing tools to come up with a list of preferred candidates for each job profile, you can export that list and segment them according to their skills, location, job experience, educational qualifications, current designation, organization, etc.

The more you segment your audience into distinct categories, the clearer their persona becomes.

With a well-defined persona, it becomes easier to create a message that catches their eye and keeps them engaged and interested.

For example, you can use their location in the subject line to improve open rates.

Or, if you’re looking for a web developer, join a few professional groups on LinkedIn and tap into industry discourse to have them sit up and take notice of your email.

By using different markers to customize emails for each candidate, you can seamlessly transition from building awareness to getting them to consider your offer.

2. Utilize A/B testing

Email design is a laborious process and involves relentless deliberation about the best subject line, opener, image, and CTA.

Unless you can afford to wait until the end of a campaign to find out what worked and what didn’t, an A/B test offers a stop-gap arrangement to eliminate confusion and maximize email opens and clicks.

It allows you to compare different elements of an email with each other by sending two versions of the same email to a small subset of your audience.

The winner of the two is sent to the rest of your candidates.

3. Harness the power of analytics

One of the most significant advantages of using emails to recruit passive candidates is the scope for data mining.

You can learn:

  • Who has opened your emails
  • How much time they’ve spent reading them
  • Which links they’ve clicked on
  • Whether they’ve responded to any of them
  • Which emails received unsubscribe requests

And a lot more.

Analyzing this data allows you to understand the persona of the people you’re pursuing, and by extension, their likes, dislikes, interests, and motivators.

You can then refocus efforts on candidates who show more openness in being recruited and scrap emails or campaigns that aren’t getting results.

3. Ensure compliance

In recent years, there’s been a crackdown on the injudicious use of cold emails that invade people’s privacy and market irrelevant products and services to them.

Both the GDPR in the EU and the CAN-SPAM in the US aim to prohibit irrelevant unsolicited emails and regulate the relevant ones.

To ensure compliance with data privacy protection laws:

  • Research the recipient’s background to ensure that the job you’re offering them is relevant to their field of expertise.
  • Implement single or double opt-in to seek permission before adding someone to your email list.
  • Include an unsubscribe button in every one of your emails.

Workable is ISO, GDPR, and CCPA-compliant and includes a privacy notice by default in the first cold email you send to source a passive candidate.

For instance, if you haven’t been able to establish contact with them for over a month, their data automatically gets deleted from the database to ensure legal compliance.

Successful examples of targeted email in recruitment

Example 1: the classic pitch

This template gets it all right with its:

  • Personalized subject line
  • Simple introduction
  • Personalized compliment
  • To-the-point statement of purpose
  • Unambiguous CTA

It’s simple, yet effective, as it hits the right notes of personalization combined with conciseness.

Example 2: the personalized opener template

This template takes the top-down approach to personalizing the email. So much so that after a heavily personalized first half, it gets away with using a static second paragraph for every single candidate.

It starts off strong with the candidate’s name in the subject line to get their attention, then impresses them with the recruiter’s detailed compliment about their work and the mention of their current organization.

It’s great at forging a genuine connection with a candidate and warming them up to the potential of a sustained relationship.

Example 3: the ardent admirer template

This one is so heavily customized it leaves no doubt in the mind of the passive candidate that it was written solely keeping them in mind.

It clearly follows the principle of ‘When in doubt, flatter.’ It uses high praise to win the favor of the candidate, and whether or not they’re in a position to accept the offer, they’ll be certain to see the recruiter and their organization in a positive light.

If you have a set of candidates that are especially important, you can single them out and find out a sports personality, an artist, or an industry leader they admire by combing through their social media profiles and then proceeding to establish a parallel.

Wrapping up

By using these tips and templates, recruiters can connect with and nurture passive candidate leads for their organization.

Just remember to:

Do your research and make sure you are targeting the right candidates.

  • Tailor the email to the candidate’s specific skills and experience.
  • Highlight the benefits of the position and why the candidate would be a good fit.
  • Keep the email concise and end with a call to action.
  • Follow up with candidates who don’t respond immediately.
  • Use data analytics to strengthen future recruitment efforts.

When you successfully demonstrate to a potential candidate that your job opening and organizational ethos align with their values, aspirations, and career trajectory, you stand an excellent chance of attracting top-tier talent even if you’re a small business facing off against bigger corporations.

HR and hiring solutions like Workable can do the heavy lifting for you while you focus on nurturing relationships with star candidates that promise to help your organization scale new heights.

Antonio Gabrić is an outreach manager at Hunter. He is passionate about testing different outreach tactics and sharing results with the community. When he is not connecting with industry leaders you can find him on his motorbike exploring off-the-beaten paths around the world.

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Sales development representative interview questions https://resources.workable.com/sales-development-representative-interview-questions Thu, 19 Oct 2023 12:46:38 +0000 https://resources.workable.com/?p=91381 This sales development representative interview questions profile brings together a snapshot of what to look for in candidates with a balanced sample of suitable interview questions. Make sure that you are interviewing the best sales development representative candidates. Sign up for Workable’s 15-day free trial to hire better, faster. 7 good sales development representative interview questions Describe a time […]

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This sales development representative interview questions profile brings together a snapshot of what to look for in candidates with a balanced sample of suitable interview questions.business development manager interview questions

Make sure that you are interviewing the best sales development representative candidates. Sign up for Workable’s 15-day free trial to hire better, faster.

7 good sales development representative interview questions

  1. Describe a time when you engaged a prospective customer.
  2. How do you handle rejection in your role?
  3. What strategies do you use to identify and qualify potential leads effectively?
  4. Can you provide an example of a successful cold call or email outreach you’ve conducted?
  5. How do you prioritize and manage your lead pipeline efficiently to maximize conversions?
  6. Can you share an example of a successful objection-handling experience in your role as an SDR?
  7. How do you stay updated on industry trends and product knowledge to effectively communicate with potential customers?

Here are 7 essential interview questions and sample answers to help identify the best candidates for this role. The first two questions are among the top questions to ask, according to real hiring managers.

1. Describe a time when you engaged a prospective customer.

This question evaluates the candidate’s ability to engage with potential customers effectively and initiate the sales process.

Sample answer:

“In my previous role, I identified a prospect who matched our ideal customer profile. I reached out via email, personalized the message based on their industry, and highlighted how our solution could address their pain points. This led to a positive response and eventually, a successful sales opportunity.”

2. How do you handle rejection in your role as a Sales Development Representative?

This question assesses the candidate’s resilience and ability to handle rejection, which is common in sales roles.

Sample answer:

“Rejection is part of the job, and I see it as an opportunity to learn and improve. I don’t take it personally. Instead, I use it as feedback to refine my approach, whether it’s adjusting my pitch or finding new prospects. Maintaining a positive attitude is key.”

3. What strategies do you use to identify and qualify potential leads effectively?

This question examines the candidate’s lead generation and qualification techniques.

Sample answer:

“I use a combination of research and targeted outreach. I start by identifying the characteristics of our ideal customer. Then, I leverage tools like LinkedIn and industry-specific databases to find potential leads. Once identified, I use a systematic approach to qualify leads based on their fit with our product or service.”

4. Can you provide an example of a successful cold call or email outreach you’ve conducted?

This question evaluates the candidate’s ability to initiate contact with potential customers and generate interest.

Sample answer:

“Certainly, I once conducted a cold call where I spoke to a decision-maker at a company. I opened with a concise value proposition and tailored my message to their industry. This led to an in-depth conversation about their pain points, and we scheduled a follow-up meeting to discuss our solution.”

5. How do you prioritize and manage your lead pipeline efficiently to maximize conversions?

This question assesses the candidate’s organizational skills and their approach to lead management.

Sample answer:

“I prioritize leads based on factors such as their level of engagement, fit with our ideal customer profile, and urgency. I use CRM tools to track interactions, set reminders, and ensure timely follow-ups. This approach helps me focus on high-potential leads and increase conversion rates.”

6. Can you share an example of a successful objection-handling experience in your role as an SDR?

This question examines the candidate’s ability to address objections and move potential customers closer to a sale.

Sample answer:

“Certainly, I once encountered an objection about budget constraints from a prospect. I empathized with their concern and provided case studies demonstrating how our solution had a positive ROI. This helped the prospect see the long-term value, and we proceeded with the sales process.”

7. How do you stay updated on industry trends and product knowledge to effectively communicate with potential customers?

This question assesses the candidate’s commitment to continuous learning and staying informed about the industry and the company’s offerings.

Sample answer:

“I stay updated by regularly reading industry publications, attending webinars, and participating in internal training sessions. I also engage with colleagues to exchange insights and stay informed about product updates. Being well-informed allows me to have informed conversations with potential customers.”

What does a good Sales Development Representative candidate look like?

A strong Sales Development Representative candidate should possess excellent communication skills, resilience in the face of rejection, effective lead generation and qualification strategies, strong objection-handling abilities, organized lead management skills, and a commitment to continuous learning and industry knowledge. They should also be proactive and results-driven.

Red flags

Red flags for an SDR position may include a lack of effective communication skills, an inability to handle rejection, disorganized lead management, limited lead generation strategies, a negative or unmotivated attitude, and a resistance to continuous learning and staying informed about industry trends.

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Outside sales representative interview questions https://resources.workable.com/outside-sales-representative-interview-questions Thu, 19 Oct 2023 11:50:01 +0000 https://resources.workable.com/?p=91378 This Outside Sales Representative interview questions profile brings together a snapshot of what to look for in candidates with a balanced sample of suitable interview questions. Make sure that you are interviewing the best Outside Sales Representative candidates. Sign up for Workable’s 15-day free trial to hire better, faster. 5 good outside sales representative interview questions [Suggested from real […]

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This Outside Sales Representative interview questions profile brings together a snapshot of what to look for in candidates with a balanced sample of suitable interview questions.business development manager interview questions

Make sure that you are interviewing the best Outside Sales Representative candidates. Sign up for Workable’s 15-day free trial to hire better, faster.

5 good outside sales representative interview questions

  1. [Suggested from real hiring managers] How do you respond if the customer initially says no?
  2. Can you describe your approach to prospecting and identifying potential clients?
  3. How do you handle objections and pushbacks from customers during the sales process?
  4. Can you share an example of a challenging sale you closed and how you achieved it?
  5. How do you prioritize your leads and manage your time effectively to maximize sales opportunities?

Here are 5 essential interview questions and sample answers to help identify the best candidates for this role. The first question is among the top questions to ask, according to real hiring managers.

1. How do you respond if the customer initially says no?

This question assesses a candidate’s ability to handle rejection and pivot towards a successful sales outcome.

Sample answer:

“When a customer initially says no, I view it as an opportunity to understand their concerns better. I’ll ask follow-up questions to address their objections and provide additional information or alternatives that might change their decision. It’s crucial to maintain a positive and empathetic attitude throughout.”

2. Can you describe your approach to prospecting and identifying potential clients?

This question evaluates the candidate’s methods for finding and reaching out to potential customers.

Sample answer:

“My approach to prospecting involves a combination of cold calls, networking events, and leveraging online platforms like LinkedIn. I create a target list of potential clients, research their needs, and tailor my pitch to address their specific pain points. Building relationships and offering value is key.”

3. How do you handle objections and pushbacks from customers during the sales process?

This question examines a candidate’s ability to handle objections effectively and guide the customer towards a positive decision.

Sample answer:

“When faced with objections, I actively listen to the customer to understand their concerns. Then, I acknowledge their points and provide solutions that align with their needs. I believe in being transparent and building trust throughout the conversation.”

4. Can you share an example of a challenging sale you closed and how you achieved it?

This question assesses the candidate’s past successes and their ability to navigate complex sales situations.

Sample answer:

“In a previous role, I encountered a challenging sale where the prospect had multiple reservations. I conducted thorough research, tailored my proposal to address their specific pain points, and demonstrated the long-term value of our product. By building trust and showing ROI, I successfully closed the deal.”

5. How do you prioritize your leads and manage your time effectively to maximize sales opportunities?

This question evaluates the candidate’s organization and time management skills in a sales context.

Sample answer:

“I prioritize leads based on their potential value and urgency. High-value and hot leads get immediate attention, while I maintain a nurturing strategy for others. I use CRM tools to track interactions, set reminders, and ensure I follow up promptly, which helps me manage my time effectively.”

What does a good Outside Sales Representative candidate look like?

A strong Outside Sales Representative candidate should possess excellent communication and interpersonal skills, resilience in the face of rejection, a strategic approach to prospecting, problem-solving abilities, and a track record of successful sales.

Red flags

Red flags for an Outside Sales Representative position may include a lack of resilience, poor communication skills, inability to handle objections, disorganized time management, and a limited understanding of the sales process.

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Sales project consultant interview questions https://resources.workable.com/sales-project-consultant-interview-questions Thu, 19 Oct 2023 12:09:00 +0000 https://resources.workable.com/?p=91380 This  interview questions profile brings together a snapshot of what to look for in candidates with a balanced sample of suitable interview questions. Make sure that you are interviewing the best sales project consultant candidates. Sign up for Workable’s 15-day free trial to hire better, faster. 7 good sales project consultant interview questions [Suggested by real […]

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This  interview questions profile brings together a snapshot of what to look for in candidates with a balanced sample of suitable interview questions.

sales executive interview questions

Make sure that you are interviewing the best sales project consultant candidates. Sign up for Workable’s 15-day free trial to hire better, faster.

7 good sales project consultant interview questions

  1. [Suggested by real hiring managers] Can you handle a 100% commission job?
  2. Do you have any previous sales experience?
  3. How do you approach prospecting and lead generation in your sales role?
  4. Can you share an example of a complex sales project you successfully managed from start to finish?
  5. How do you handle objections and pushbacks from potential clients during the sales process?
  6. What strategies do you employ to maintain strong client relationships after closing a sale?
  7. How do you stay motivated and maintain a positive attitude, especially during challenging periods in sales?

Here are 7 essential interview questions and sample answers to help identify the best candidates for this role. The first question is among the top questions to ask, according to real hiring managers.

1. Can you handle a 100% commission job?

This question evaluates the candidate’s willingness and ability to work in a commission-based compensation structure.

Sample answer:

“Absolutely, I thrive in a commission-based environment. I’m motivated by the direct correlation between my efforts and earnings. I have a proven track record of exceeding targets and believe in the potential for high earnings in a commission-driven role.”

2. Do you have any previous sales experience?

This question aims to assess the candidate’s sales background and their understanding of the sales process.

Sample answer:

“Yes, I have five years of experience in B2B sales. I’ve successfully managed sales pipelines, built strong client relationships, and consistently met or exceeded sales targets. I’m well-versed in consultative selling and solution-based approaches.”

3. How do you approach prospecting and lead generation in your sales role?

This question assesses the candidate’s methods for identifying and reaching out to potential clients.

Sample answer:

“My approach to prospecting involves a mix of outbound cold calls, email outreach, and networking at industry events. I also leverage digital tools and platforms like LinkedIn to identify and connect with potential leads. My goal is to provide value and tailor my pitch to the prospect’s needs.”

4. Can you share an example of a complex sales project you successfully managed from start to finish?

This question examines the candidate’s project management skills and ability to navigate complex sales situations.

Sample answer:

“Certainly, I recently led a complex sales project where the client had unique requirements. I conducted in-depth needs analysis, involved our technical team for customization, and managed the project timeline closely. Through effective communication and problem-solving, we not only closed the deal but also secured additional business from the client.”

5. How do you handle objections and pushbacks from potential clients during the sales process?

This question evaluates the candidate’s ability to address objections professionally and guide prospects toward a positive decision.

Sample answer:

“When faced with objections, I actively listen to understand the client’s concerns. I acknowledge their points, provide relevant information, and offer solutions that align with their needs. Building trust and rapport is crucial in overcoming objections.”

6. What strategies do you employ to maintain strong client relationships after closing a sale?

This question assesses the candidate’s commitment to ongoing client satisfaction and relationship-building.

Sample answer:

“I believe in post-sale relationship management. I stay in regular contact with clients, providing updates, addressing any concerns, and ensuring they continue to see value in our partnership. I also look for opportunities to upsell or cross-sell based on their evolving needs.”

7. How do you stay motivated and maintain a positive attitude, especially during challenging periods in sales?

This question examines the candidate’s resilience and motivation in a sales role, which can be demanding.

Sample answer:

“I maintain motivation by setting clear goals, visualizing success, and reminding myself of past achievements. I also seek support and inspiration from mentors and colleagues. I view challenges as opportunities for growth and believe in my ability to overcome them.”

What does a good Sales Project Consultant candidate look like?

A strong Sales Project Consultant candidate should have a proven sales track record, excellent communication and negotiation skills, the ability to handle objections professionally, a strategic approach to lead generation, effective project management capabilities, and a resilient and motivated attitude. They should also possess the ability to build and maintain strong client relationships.

Red Flags

Red flags for a Sales Project Consultant position may include a lack of relevant sales experience, an inability to work on a commission basis, poor objection-handling skills, limited lead generation strategies, a negative or unmotivated attitude, and a history of failing to maintain strong client relationships.

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FMLA for employees policy template https://resources.workable.com/fmla-for-employees-policy Wed, 18 Oct 2023 16:10:29 +0000 https://resources.workable.com/?p=91370 This template provides a comprehensive framework for HR professionals to create a robust FMLA policy that complies with federal regulations. It covers all the essential aspects of FMLA, including eligibility, leave entitlement, notice requirements, and job restoration. HR professionals are responsible for ensuring that their organization’s FMLA policy is consistent with industry best practices and […]

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This template provides a comprehensive framework for HR professionals to create a robust FMLA policy that complies with federal regulations. It covers all the essential aspects of FMLA, including eligibility, leave entitlement, notice requirements, and job restoration. HR professionals are responsible for ensuring that their organization’s FMLA policy is consistent with industry best practices and legal requirements.

What is a FMLA policy?

The FMLA for Employees Policy outlines the rules and procedures for eligible employees to take up to 12 weeks of unpaid leave per year for certain family and medical reasons.

Eligible employees are entitled to take FMLA leave for the birth or adoption of a child, the placement of a child for foster care, the serious health condition of the employee or an immediate family member, qualifying exigency related to a spouse, child, or parent’s military service, or military caregiver leave.

The policy ensures that employees are able to balance their work and family responsibilities while maintaining a positive work environment.

A FMLA policy should include:

  1. A clear definition of eligibility criteria, including the number of hours worked and length of employment required for eligibility
  2. A description of the types of leave covered under FMLA, such as maternity and paternity leave, adoption leave, sick leave, and military caregiver leave
  3. Information on how to request FMLA leave, including required documentation and timelines
  4. Provisions for job restoration after FMLA leave, including reinstatement to the same or equivalent position
  5. A process for resolving disputes and grievances related to FMLA leave

Step-by-step instructions on how to write your own FMLA policy:

1. Review the federal regulations: Familiarize yourself with the Family and Medical Leave Act (FMLA) and its implementing regulations.
2. Identify eligible employees: Determine which employees are eligible for FMLA leave based on the organization’s policies and procedures. Typically, employees must have worked for the organization for at least 12 months and have completed at least 1,250 hours of service in the previous 12 months.
3. Define the types of leave: Specify the types of leave that will be covered under FMLA, such as maternity and paternity leave, adoption leave, sick leave, and military caregiver leave.
4. Establish notice requirements: Outline the notice requirements for employees seeking FMLA leave, including the amount of advance notice required and the documentation needed to support the request.
5. Provide job restoration guarantees: Ensure that employees who take FMLA leave are entitled to be restored to their previous position or an equivalent position upon return from leave.
6. Create a dispute resolution process: Develop a process for resolving disputes and grievances related to FMLA leave, including an appeal procedure.
7. Consider sample templates: Review sample FMLA policy templates to get ideas for your own policy. Customize the template to fit your organization’s needs and culture.

Family and Medical Leave Act (FMLA) policy template

Brief & Purpose

This policy outlines the guidelines for eligible employees to take unpaid leave under the Family and Medical Leave Act (FMLA) for certain family and medical reasons. [Organization Name]. is committed to providing its employees with a supportive work environment and ensuring that they can balance their work and family responsibilities.

Scope

This policy applies to all full-time and part-time employees who have worked for [Organization Name]. for at least 12 months and have completed at least 1,250 hours of service in the previous 12 months.

Eligibility

Employees are eligible for FMLA leave if they meet the following criteria:

  1. Have worked for [Organization Name] for at least 12 months;
  2. Have completed at least 1,250 hours of service in the previous 12 months;
  3. Are unable to perform their job due to a serious health condition or a qualifying exigency related to a spouse, child, or parent’s military service; or
  4. Need to care for a family member with a serious health condition or a covered military member.

Types of leave

The following types of leave are covered under FMLA:

  1. Maternity and paternity leave;
  2. Adoption leave;
  3. Sick leave for the employee’s own serious health condition;
  4. Military caregiver leave;
  5. Qualifying exigency related to a spouse, child, or parent’s military service.

Notice requirements

Employees must provide at least 30 days’ advance notice for foreseeable FMLA leave, such as planned medical treatment or the birth or adoption of a child. For unforeseeable leave, such as a sudden illness or injury, employees must provide as much notice as possible, ideally within one business day. Employees must also provide documentation to support their request for FMLA leave, including a certification from a healthcare provider.

Job restoration

Employees who take FMLA leave are entitled to be restored to their previous position or an equivalent position upon return from leave, provided they have been released by their healthcare provider to return to work.

Dispute resolution

Any disputes or grievances related to FMLA leave will be resolved through a process established by [Organization Name] HR department. The process will include an opportunity for the employee to provide evidence and arguments, followed by a decision by the HR manager. If necessary, the dispute may be escalated to the employee relations committee for further review and resolution.

Confidentiality

All information related to FMLA leave, including medical records and personal information, will be kept confidential to the extent possible. Only authorized personnel with a legitimate need to know will have access to this information.

Role of the HR Department

The HR department is responsible for administering the FMLA policy, including processing requests, providing notices, maintaining records, and resolving disputes. The HR department will also ensure that all managers and supervisors understand their responsibilities under FMLA and this policy.
Prohibited Acts:

It is prohibited to interfere with an employee’s exercise of FMLA rights, retaliate against an employee for exercising FMLA rights, or discriminate against an employee based on their use of FMLA leave.

Leave entitlement

1. Eligible employees are entitled to up to 12 weeks of unpaid leave in a 12-month period for one or more of the following reasons:

  • The birth and care of a newborn child (maternity and paternity leave);
  • The placement of a child for adoption or foster care;
  • The serious health condition of the employee or an immediate family member;
  • Qualifying exigency related to a spouse, child, or parent’s military service;
  • Military caregiver leave to care for a covered family member with a serious injury or illness incurred in the line of duty on active duty;
  • Health and safety concerns related to domestic violence, sexual assault, or stalking.

2. The 12-month period begins on the first day of the employee’s first FMLA leave and ends 12 months later.
3. Employees may take FMLA leave intermittently or as a reduced schedule, subject to the approval of the HR manager.
4. Employees must provide at least 30 days’ advance notice for foreseeable FMLA leave, such as planned medical treatment or the birth or adoption of a child. For unforeseeable leave, such as a sudden illness or injury, employees must provide as much notice as possible, ideally within one business day.
5. Employees must also provide documentation to support their request for FMLA leave, including a certification from a healthcare provider.
6. [Organization Name] reserves the right to require a second opinion from a healthcare provider at the company’s expense, if necessary.
7. If an employee takes FMLA leave for a reason that is not covered by FMLA, such as a vacation or personal time off, the leave will be considered unauthorized and may result in disciplinary action.
8. Employees who are taking FMLA leave may be required to report periodically to the HR department regarding their status and expected return date.
9. Any employee who violates the terms of this policy or misuses FMLA leave may be subject to disciplinary action, up to and including termination of employment.
10. This policy complies with federal regulations and applies to all eligible employees, regardless of race, color, religion, sex, national origin, age, disability, genetic information, or any other protected characteristic under applicable law.

Responsibilities

1. The HR department is responsible for administering this policy, including processing requests, providing notices, maintaining records, and resolving disputes.
2. Managers and supervisors are responsible for ensuring that employees understand their rights and responsibilities under FMLA and this policy.
3. Employees are responsible for providing timely notice of their need for FMLA leave and for following the procedures outlined in this policy.
4. All employees are prohibited from interfering with an employee’s exercise of FMLA rights, retaliating against an employee for exercising FMLA rights, or discriminating against an employee based on their use of FMLA leave.
5. The HR manager will review and update this policy annually to ensure it remains current and effective.
6. Any employee who believes they have been denied FMLA leave or otherwise has a concern related to this policy should contact the HR department promptly.
7. [Organization Name] reserves the right to modify this policy at any time.

Disclaimer: This policy template is meant to provide general guidelines and should be used as a reference. It may not take into account all relevant local, state or federal laws and is not a legal document. Neither the author nor Workable will assume any legal liability that may arise from the use of this policy.

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5 real-life content creator interview questions https://resources.workable.com/content-creator-interview-questions Wed, 18 Oct 2023 12:16:05 +0000 https://resources.workable.com/?p=91368 These content creator interview questions are directly sourced from real hiring managers and they are ready to use. Make sure that you are interviewing the best performance marketing manager candidates. Sign up for Workable’s 15-day free trial to hire better, faster. 5 good content creator interview questions How do you source new content stories? How do […]

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These content creator interview questions are directly sourced from real hiring managers and they are ready to use.

Copywriter interview questions

Make sure that you are interviewing the best performance marketing manager candidates. Sign up for Workable’s 15-day free trial to hire better, faster.

5 good content creator interview questions

  1. How do you source new content stories?
  2. How do you determine what medium should be used for the campaign content?
  3. How do you handle criticism of your content and how do you resolve the conflict?
  4. What do you believe the distinction is between a marketing content creator and a copywriter?
  5. Can you share an example of how you incorporated research, data, or other audience insights into your work?

Here are 5 essential interview questions and sample answers to help identify the best candidates for this role.

1. How do you source new content stories?

Content creators need to find fresh and interesting stories to share with their audience. This question assesses their ability to research and identify compelling content ideas.

Sample answer:

“I use a combination of methods to source content stories. I monitor industry trends, conduct keyword research, follow social media conversations, and collaborate with team members to brainstorm ideas. Additionally, I keep an eye on news and events that might tie into our brand’s messaging.”

2. How do you determine what medium should be used for the campaign content?

Selecting the right medium (e.g., blog posts, videos, infographics) for your content is crucial. This question evaluates a candidate’s understanding of different mediums and their suitability for specific campaigns.

Sample answer:

“The choice of medium depends on the campaign’s goals and target audience. For example, if we want to explain a complex concept, I might opt for an explainer video. If we aim to provide in-depth information, a blog post could be the best choice. I always consider the audience’s preferences and the message we want to convey.”

3. How do you handle criticism of your content and how do you resolve the conflict?

Content creators often face criticism from viewers or readers. This question assesses their ability to handle feedback professionally and find solutions to conflicts.

Sample answer:

“I view criticism as an opportunity for improvement. I start by listening to the feedback, trying to understand the specific concerns or issues raised. Then, I discuss it with my team to gather different perspectives. We evaluate if the criticism is valid and if necessary, make revisions. Open communication and a commitment to delivering high-quality content are essential.”

4. What do you believe the distinction is between a marketing content creator and a copywriter?

Understanding the differences between these roles is fundamental for a content creator. This question evaluates their knowledge of the nuances between marketing content and copywriting.

Sample answer:

“While both roles involve writing, a marketing content creator focuses on creating informative and engaging content that educates, entertains, and builds brand awareness. Copywriters, on the other hand, primarily craft persuasive, concise, and action-driven text, often for advertisements or promotional materials. Marketing content creators aim to provide value, while copywriters aim to drive conversions.”

5. Can you share an example of how you incorporated research, data, or other audience insights into your work?

This question assesses a candidate’s ability to use data and insights to inform their content creation process.

Sample answer:

“In a previous project, I used Google Analytics to identify our most popular blog posts. I noticed a trend that our audience was interested in ‘how-to’ guides related to our industry. Armed with this insight, I developed a series of in-depth ‘how-to’ articles, which not only increased our website traffic but also boosted our authority in the niche.”

What does a good Content Creator candidate look like?

A strong Content Creator candidate should have a creative mindset, a passion for storytelling, excellent research skills, and a deep understanding of the target audience. They should also be adaptable, open to feedback, and capable of working collaboratively with a team.

Red flags

Red flags for a Content Creator position may include a lack of creativity, poor writing skills, an inability to adapt to changing trends, resistance to feedback, and a limited understanding of the target audience.

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11 real-life Chief Marketing Officer (CMO) interview questions https://resources.workable.com/chief-marketing-officer-cmo-interview-questions Wed, 18 Oct 2023 11:58:51 +0000 https://resources.workable.com/?p=91367 These Chief Marketing Officer (CMO) interview questions are directly sourced from real hiring managers and they are ready to use. Make sure that you are interviewing the best Chief Marketing Officer (CMO) candidates. Sign up for Workable’s 15-day free trial to hire better, faster. 11 good CMO interview questions I’m assuming analysis is important in your career, […]

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These Chief Marketing Officer (CMO) interview questions are directly sourced from real hiring managers and they are ready to use.

marketing manager interview questions

Make sure that you are interviewing the best Chief Marketing Officer (CMO) candidates. Sign up for Workable’s 15-day free trial to hire better, faster.

11 good CMO interview questions

  1. I’m assuming analysis is important in your career, what type of analysis do you conduct?
  2. Please describe the last three marketing campaigns that you spearheaded. What was the product or service? Who was your target audience?
  3. What were the mechanisms by which you were conducting that campaign? TV? Print? Digital?
  4. On the digital front, which digital resources/websites/social media outlets did you engage?
  5. What messaging did you use to reach your target audience?
  6. Can you walk me through the metrics of your marketing campaign experience?
  7. Have you ever worked with any third party marketing solution?
  8. Which specific firms did you get a chance to work at?
  9. Which specific firms did you like?
  10. If you were to serve as CMO of an organization, what would your ideal support organization look like both in terms of people and budget? Why would you set the organization up in this way? Who would you add to your team?
  11. Discuss your relationship with the CEO. Discuss the relationship with the executive team

Here are 11 essential interview questions and sample answers to help identify the best candidates for this role.

1. I’m assuming analysis is important in your career, what type of analysis do you conduct?

Analytical skills are crucial for a CMO to measure the effectiveness of marketing campaigns and make data-driven decisions.

Sample answer:

“I regularly conduct SWOT analysis to understand our market position, competitor analysis to gauge our standing, and ROI analysis to measure the effectiveness of our campaigns. Additionally, I delve into customer behavior analysis to tailor our strategies.”

2. Please describe the last three marketing campaigns that you spearheaded. What was the product or service? Who was your target audience?

This question assesses the candidate’s hands-on experience and their ability to target specific audiences.

Sample answer:

“One of our recent campaigns was for a new skincare line targeting millennials. We focused on eco-friendly packaging and natural ingredients, promoting it through influencers on Instagram and YouTube.”

3. What were the mechanisms by which you were conducting that campaign? TV? Print? Digital?

Understanding the platforms a CMO chooses can provide insights into their adaptability and knowledge of current marketing trends.

Sample answer:

“For our skincare line, we primarily focused on digital platforms, leveraging influencer partnerships, and social media ads. However, we also had print ads in beauty magazines and a few TV spots during prime time.”

4. On the digital front, which digital resources/websites/social media outlets did you engage?

This question delves deeper into the candidate’s digital marketing expertise.

Sample answer:

“We utilized Instagram for influencer partnerships, ran targeted ads on Facebook, and also engaged in PPC campaigns on Google. Additionally, we had a content marketing strategy with articles on beauty blogs.”

5. What messaging did you use to reach your target audience?

Messaging is crucial as it conveys the brand’s voice and values to the audience.

Sample answer:

“Our messaging centered around ‘Natural Beauty.’ We highlighted the organic ingredients and emphasized the eco-friendly aspect of our product.”

6. Can you walk me through the metrics of your marketing campaign experience?

Metrics provide a measurable outcome of the campaign’s success.

Sample answer:

“We tracked metrics like engagement rate, click-through rate, conversion rate, and ROI. For our skincare campaign, we achieved a 15% increase in brand awareness and a 10% conversion rate.”

7. Have you ever worked with any third party marketing solution?

Third-party solutions can often enhance marketing efforts.

Sample answer:

“Yes, we’ve used tools like HubSpot for inbound marketing and Salesforce for CRM. These tools have been instrumental in streamlining our campaigns.”
Which specific firms did you get a chance to work at?

This provides a background check on the candidate’s experience.

Sample answer:

“I’ve had the privilege to work at firms like ABC Corp and XYZ Ltd, where I led several successful campaigns.”

8. Which specific firms did you get a chance to work at?

This can give insight into the candidate’s preferences and work culture fit.

Sample answer:

“I particularly enjoyed my time at ABC Corp because of their innovative approach to marketing and a fantastic team culture.”

9. If you were to serve as CMO of an organization, what would your ideal support organization look like both in terms of people and budget?

This assesses the candidate’s vision and leadership style.

Sample answer:

“I envision a diverse team with specialists in digital marketing, content creation, and data analysis. A flexible budget that allows for experimentation is crucial for innovative campaigns.”

10. Discuss your relationship with the CEO. Discuss the relationship with the executive team.

A CMO’s relationship with other executives is crucial for collaborative efforts.

Sample answer:

“I believe in maintaining open communication with the CEO and the executive team. Regular sync-ups ensure that marketing aligns with the company’s overall objectives.”

11. What are the most important components of a creative brief?

This tests the candidate’s knowledge of foundational marketing tools.

Sample answer:

“A creative brief should clearly define the campaign’s objectives, target audience, messaging, deliverables, and timelines. It serves as a guiding document for the entire team.”

What does a good CMO candidate look like?

A proficient CMO candidate possesses a blend of analytical and creative skills. They should have a proven track record of spearheading successful marketing campaigns and a deep understanding of both traditional and digital marketing channels. Effective communication skills are paramount, as they’ll be collaborating with various departments and presenting strategies to stakeholders. A good CMO is also adaptable, staying updated with the ever-evolving marketing landscape and being open to innovative approaches.

Red flags

Beware of candidates who lack a clear understanding of the company’s target audience or those who rely solely on outdated marketing practices. A CMO who doesn’t prioritize data-driven decisions or is resistant to feedback can be detrimental. Additionally, if they don’t emphasize the importance of brand consistency across all marketing channels, it might indicate a lack of strategic vision.

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Killer phrases in HR: don’t use them, or you’ll erode trust https://resources.workable.com/stories-and-insights/killer-phrases-in-hr Tue, 17 Oct 2023 17:08:27 +0000 https://resources.workable.com/?p=91358 Everyone hates HR. Okay, not everyone. We love ourselves – most of the time. But sometimes, we say things that make people hate us, and it’s our own darn fault. Alan Collins, the author of The New HR Leader’s First 100 Days, wrote a post on LinkedIn where he identified three “killer” phrases that HR […]

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Everyone hates HR.

Okay, not everyone. We love ourselves – most of the time. But sometimes, we say things that make people hate us, and it’s our own darn fault.

Alan Collins, the author of The New HR Leader’s First 100 Days, wrote a post on LinkedIn where he identified three “killer” phrases that HR Leaders use. They are:

  • “Please Copy Me on Everything…”
  • “Look, It’s Company Policy, I Can’t…”
  • “I Know I Promised This to You, But…”

I agree with Collins 100%. These phrases will destroy all confidence that people once had in HR. (And, in reality, every leader who uses these phrases.)

Collins suggests asking for updates rather than asking to be copied, explaining the reason behind the company policy (and supporting it even if you, personally, disagree), and never making promises you can’t keep. HR leaders can do much better if they adopt these ideas and eliminate these killer phrases.

They aren’t the only killer phrases, though. You probably have some in your vocabulary that are destroying confidence in your organization, and you don’t even realize it.

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Here are a few more:

1. “Recruiting isn’t really part of HR, so, you know, I can’t explain why the process sucks.”

What the employees hear: “Yeah, HR is a bad department. We all know it stinks, and we don’t care.”

There’s often a battle between HR and recruiting, with recruiters often being the loudest opponents to being included in the HR umbrella. Whether recruiting should roll up to HR is an entirely different question, worthy of discussion, but here is the hard truth HR (and recruiting) needs to face: Employees and candidates believe HR and Talent Acquisition are one and the same department.

When HR insults TA or TA insults HR, it weakens the respect in both groups. It shouldn’t be a battle. Both groups are supposed to be people experts, and you need to get along and support each other.

Find out if you don’t understand why the recruiting process is X. Work together to make recruiting, hiring, onboarding, and retention work.

And, FYI, the flip side is also true – when recruiters undermine HR, employees lose respect for both groups.

What to say instead: “Tell me what parts frustrate you, and let’s work with the talent acquisition team. They, of course, will be better at explaining the process, but we all want to work together.”

2. “I don’t handle paperwork. My role is strategic. Now, what we should do here is …”

What the employees hear: “I don’t care about your problems at all.”

The larger the organization, the more likely this is to be true. So, if it’s true, you should be able to say it, right?

Just like the TA/HR fight, the paperwork vs. strategy battle rages as well. HR is paperwork heavy – and there’s not a thing HR can do about it. People have to be paid. They have to receive benefits. Hours have to be tracked. The government demands reports. It has to be done.

The average employee doesn’t notice at all when those things go smoothly. But, boy oh boy, do they notice if their paycheck is wrong. (Cue HR Business partner: “That’s payroll! They report to finance! Stop blaming me!”)

To employees, it’s all the same organization. And an organization that messes up someone’s paycheck or health insurance can’t be trusted to provide strategic guidance.

When I was new in HR, I had the pleasure of working for Denise Peppard, who used to tell us that if we can’t get the paperwork right, no one will trust us with the higher-level work. She was right then, and HR needs to remember that now. Ignoring paperwork problems will destroy your relationship with managers and employees.

What to say instead: “I’m so sorry about that. Here’s how we can fix it …” (Even if that is just a referral to an 800 number for your outsourced benefits group.)

3. “I’m not the decision maker here; I’m just doing what the CEO wants.”

What the employees hear: “The CEO doesn’t trust me and my ideas, so you probably shouldn’t listen to me either.”

Again, this is a true statement. HR is always subject to company leadership, but this kind of statement just announces that you’re a worthless lackey without input or influence.

“What? That is completely untrue! I do have influence; it’s just that the CEO overrides my good judgment and …”

If you can hear yourself sputtering that, you can see why it’s a problem. If you want managers to think you have influence and you want to have influence, you need to act like you do. The CEO does have the final say, but you need to be fully on board with whatever that decision is. Your battle is behind closed doors.

Just as you can’t hide behind policy, you can’t hide behind the CEO. You need to be all-in in public. If that’s not possible, find a new job where you can be all-in.

What to say instead: “Yes, the leadership team decided to do X. How can I help you with this change?”

The TL;DR version of this whole article is to lead rather than follow, take responsibility, and take action. It makes for a much better HR department; as a bonus, people will respect you more.

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Thomas optimizes hiring at scale in integration with Workable https://resources.workable.com/hiring-with-workable/thomas-optimizes-hiring-at-scale-with-workable Tue, 17 Oct 2023 14:06:24 +0000 https://resources.workable.com/?p=91350 The challenge With Thomas in a growth phase, the company was tasked with filling many open positions. This was placing a strain on current hiring resources to handle all the required administration. At the same time there was a critical need to ensure that the best possible candidate experience was delivered. Securing the right talent […]

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The challenge

With Thomas in a growth phase, the company was tasked with filling many open positions. This was placing a strain on current hiring resources to handle all the required administration. At the same time there was a critical need to ensure that the best possible candidate experience was delivered.

Securing the right talent for each role and the team was a key goal for Thomas.

“In 2022, Thomas had ambitious growth plans. Coupled with our regular backfill needs, this translated into a requirement of hiring around 80 employees throughout the year across our global company,” said Spencer Gray, People Partner at Thomas.

“With our resources already stretched thin and the absence of a dedicated recruitment centre of excellence, this presented a significant challenge within the People Department.

“We needed to find solutions for three main aspects: a) offering optimal support to our hiring managers swiftly, b) providing rapid support without compromising the quality of candidates we delivered to them, and c) safeguarding a positive candidate experience throughout the process.”

“We needed to find solutions for three main aspects: a) offering optimal support to our hiring managers swiftly, b) providing rapid support without compromising the quality of candidates we delivered to them, and c) safeguarding a positive candidate experience throughout the process.”

Thomas was seeking to establish a streamlined process that made it easier for hiring managers and team leaders to ask candidates to take the psychometric assessments, review resulting profiles, select candidates for interview, manage the interview process and compare final candidates.

Thomas also wanted every candidate to receive an extremely positive experience that reinforced the Thomas culture and values and established Thomas as a very desirable company to work for.

Supercharge your recruitment

Learn how you can combine Workable with Thomas’ talent assessment platform to optimize your hiring efforts.

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The solution

The integration of Thomas Perform into Workable embedded the application of psychometric assessments into the hiring process.

This provided a streamlined process where the management of all aspects of the hiring process was conducted on one platform. This integration delivered enormous benefits by:

  • enabling process automation
  • reducing HR time spent
  • increasing objectivity in people decisions
  • providing a seamless candidate experience

It made it simpler and quicker to process and manage candidate applications, improve accuracy, deliver efficient communications and upgrade the candidate experience.

“Central to our successful hiring strategy lies the pivotal role of our assessments.” says Spencer.

“This was an aspect we couldn’t afford to compromise on. However, managing the administration of these assessments for the number of roles open would have placed an overwhelming burden on our already time-poor People Team. In response, our Product and Engineering team took this feedback away and created an integration with Workable, our applicant tracking system.

“This development marked a significant shift in our hiring process, as it brought all our recruitment tasks under one unified system for the first time. This integration not only streamlined our approach but also eased the workload on our team, allowing us to focus on what truly matters.”

“This integration not only streamlined our approach but also eased the workload on our team, allowing us to focus on what truly matters.”

Implementing the integration could not have been simpler. Thomas just had to log in to their Workable account, paste in their unique Perform API key, and it was done

The results

The integration of the two platforms dramatically streamlined and optimized the end-to-end hiring process. This had clear benefits to both Thomas and the hiring teams. It also dramatically improved the candidate experience by conveying Thomas as a highly professional and caring organization, and a business that respected the value of every application and treated each one in an unbiased and positive manner to ensure that the hire was the right fit for both the candidate as well as the team.

“The results were fantastic. Sending our assessments to candidates became an effortless process – a mere two-button click sent our assessments along with the corresponding emails to our candidates,” Spencer says.

“The results were fantastic. Sending our assessments to candidates became an effortless process – a mere two-button click sent our assessments along with the corresponding emails to our candidates.”

“As a reciprocal action, when candidates completed their assessments, our hiring managers received instant notifications within our ATS. Additionally, the system displayed the candidates’ role suitability directly in Workable.

“This transformation translated into saving hundreds of hours over the course of the year. Consequently, the People Team could channel our energy towards guaranteeing an exceptional candidate experience while simultaneously assisting our hiring managers with various other inquiries.”

KPIs

It is obvious that any company that is using both Thomas Perform and Workable will immediately gain several clear benefits by integrating the two platforms.

Efficiency Effectiveness Speed Innovation
Hiring staff expended 20% less time on administration

Cost per hire was reduced as less time was utilised

Candidates had a superior experience (based on candidate survey)

Overall accuracy of all communications was improved

Time to hire for the individual was reduced by over 10%

Increased speed by which hiring staff were able to sift and shortlist candidates

Further improvements
were identified for future implementation

 

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Real-life designer interview questions https://resources.workable.com/designer-interview-questions Tue, 17 Oct 2023 14:33:11 +0000 https://resources.workable.com/?p=91341 These designer interview questions are directly sourced from real hiring managers and they are ready to use. Make sure that you are interviewing the best designer candidates. Sign up for Workable’s 15-day free trial to hire better, faster. 8 good designer interview questions What’s the difference between UX and UI? What are your favorite examples of […]

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These designer interview questions are directly sourced from real hiring managers and they are ready to use.

graphic-designer

Make sure that you are interviewing the best designer candidates. Sign up for Workable’s 15-day free trial to hire better, faster.

8 good designer interview questions

  1. What’s the difference between UX and UI?
  2. What are your favorite examples of good UX?
  3. How do you handle feedback that you disagree with?
  4. Describe a project where you had to work closely with developers. What challenges did you face and how did you overcome them?
  5. How do you prioritize features or elements in a design when faced with constraints?
  6. What tools and software are essential in your design process?
  7. How do you stay updated with the latest design trends and techniques?
  8. Can you describe a time when a project did not go as planned and how you handled it?

Here are 2 real-life interview questions and 6 additional questions with sample answers to help you identify the best candidates for this role.

1. What’s the difference between UX and UI?

This question assesses the candidate’s understanding of two fundamental design concepts.

Sample Answer:

“UX, or User Experience, is about the overall feel and functionality of a product, ensuring it meets the user’s needs and provides a seamless journey. UI, or User Interface, is about the visual elements, such as buttons, icons, and layouts, that facilitate this journey. In essence, UX is how it works, and UI is how it looks.”

2. What are your favorite examples of good UX?

This question gauges the candidate’s awareness of industry standards and their ability to critically analyze design.

Sample Answer:

“I admire Airbnb’s platform for its intuitive navigation and clear call-to-actions. The user journey, from searching for a property to booking it, is smooth and straightforward, making the experience pleasant and efficient.”

 

Now, let’s proceed with recommended additional questions to round out the interview:

3. How do you handle feedback that you disagree with?

This question probes the candidate’s soft skills, particularly their ability to communicate and collaborate.

Sample Answer:

“I always appreciate feedback as it offers a fresh perspective. If I disagree, I discuss it with the person, explaining my design choices. It’s essential to have open communication and sometimes even test both versions to see which performs better.”

4. Describe a project where you had to work closely with developers. What challenges did you face and how did you overcome them?

This question assesses the candidate’s ability to collaborate with technical teams and navigate challenges.

Sample Answer:

“I worked on a mobile app project where the developers and I had different visions. We faced challenges in implementing certain design elements due to technical constraints. By holding regular meetings, understanding their concerns, and compromising on some design aspects, we successfully launched the app.”

5. How do you prioritize features or elements in a design when faced with constraints?

This question evaluates the candidate’s problem-solving skills and their ability to prioritize based on importance and feasibility.

Sample Answer:

“I prioritize based on the project’s goals and user needs. If faced with constraints, I focus on the most critical features that align with the project’s objectives and offer the most value to users.”

6. What tools and software are essential in your design process?

This question aims to understand the candidate’s familiarity with design tools.

Sample Answer:

“I primarily use Adobe XD for wireframing and prototyping, Photoshop for image editing, and Illustrator for vector designs. For collaboration, tools like Figma and InVision are invaluable.”

7. How do you stay updated with the latest design trends and techniques?

This question gauges the candidate’s commitment to continuous learning.

Sample Answer:

“I follow design blogs like Smashing Magazine and A List Apart. I also attend design conferences, participate in webinars, and engage with other designers on platforms like Dribbble and Behance.”

8. Can you describe a time when a project did not go as planned and how you handled it?

This question assesses the candidate’s resilience and problem-solving skills.

Sample Answer:

“Once, a client changed their requirements mid-project, which affected the entire design. Instead of panicking, I held a meeting with the client, discussed the implications, and recalibrated the project timeline. We managed to deliver with a slight delay, but the client appreciated our adaptability.”

What does a good designer candidate look like?

A competent designer is not just about having a keen eye for aesthetics. They should demonstrate a deep understanding of user behavior, be adaptable to feedback, and possess excellent communication skills. Familiarity with design tools, staying updated with trends, and the ability to collaborate across teams are also vital.

Red flags

Beware of candidates who are resistant to feedback or too rigid in their design philosophy. A lack of understanding of basic design principles, not being user-centric, or being unfamiliar with essential design tools can also be concerning.

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10 real-life content specialist interview questions https://resources.workable.com/content-specialist-interview-questions Tue, 17 Oct 2023 13:53:18 +0000 https://resources.workable.com/?p=91328 These content specialist interview questions are directly sourced from real hiring managers and they are ready to use. Make sure that you are interviewing the best content specialist candidates. Sign up for Workable’s 15-day free trial to hire better, faster. 10 good content specialist interview questions What’s the difference between an article and a blog? What […]

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These content specialist interview questions are directly sourced from real hiring managers and they are ready to use.

content writer interview questions

Make sure that you are interviewing the best content specialist candidates. Sign up for Workable’s 15-day free trial to hire better, faster.

10 good content specialist interview questions

  1. What’s the difference between an article and a blog?
  2. What do you think are the necessary components of good content?
  3. What are the ways you decide on a content’s tone?
  4. What is your review process like?
  5. How do you source new content stories?
  6. How do you work with internal and external stakeholders to finalize campaign content?
  7. How do you determine what medium should be used for the campaign content?
  8. How do you handle criticism of your content and how do you resolve the conflict?
  9. What experience do you have managing freelancers?
  10. What do you believe the distinction is between a marketing content creator and a copywriter?

Here are 10 essential interview questions and sample answers to help identify the best candidates for this role.

1. What’s the difference between an article and a blog?

Understanding content types is fundamental.

Sample answer:

“An article is typically a more formal piece, often found in publications or on news websites, and is grounded in research and expert insights. A blog, on the other hand, is more casual and conversational, often reflecting personal opinions or experiences and is usually published on a company or individual’s website.”

2. What do you think are the necessary components of good content?

Content quality determines its impact.

Sample answer:

“Good content should be relevant to the target audience, well-researched, and engaging. It should have a clear objective, be free of errors, and be presented in a format that’s accessible and easy to digest. Visual elements and a compelling call-to-action can also enhance its effectiveness.”

3. What are the ways you decide on a content’s tone?

Tone resonates with the audience.

Sample answer:

“The tone is determined by the target audience, the platform where the content will be published, and the brand’s voice. For instance, B2B content might have a more professional tone, while B2C content might be more casual. It’s essential to ensure the tone aligns with the brand’s identity and the content’s purpose.”

4. What is your review process like?

Quality assurance is key.

Sample answer:

“After drafting content, I take a break before revisiting it for editing. I use tools like Grammarly for grammar checks and ensure the content aligns with the brief. I also seek feedback from peers or stakeholders to get diverse perspectives and make necessary revisions.”

5. How do you source new content stories?

Innovation drives engagement.

Sample answer:

“I stay updated with industry news, attend webinars, and engage in forums. I also conduct regular audience surveys and feedback sessions to understand their interests. Collaborating with other departments and leveraging analytics to see what’s resonating with our audience also provides valuable insights.”

6. How do you work with internal and external stakeholders to finalize campaign content?

Collaboration ensures alignment.

Sample answer:

“I initiate kickoff meetings to understand the campaign’s objectives and gather inputs. Regular check-ins, sharing drafts for feedback, and being open to suggestions ensure that the content aligns with the stakeholders’ vision and objectives.”

7. How do you determine what medium should be used for the campaign content?

The medium amplifies the message.

Sample answer:

“It depends on the campaign’s goals and target audience. For instance, if we’re targeting millennials, a video on social media might be effective. For a B2B audience, a detailed whitepaper or webinar might be more appropriate. Analytics and audience insights guide the decision.”

8. How do you handle criticism of your content and how do you resolve the conflict?

Feedback is a growth opportunity.

Sample answer:

“I appreciate constructive feedback as it helps improve the content. I listen actively, ask for specific examples, and discuss alternative approaches. It’s essential to keep the content’s objective in mind and collaborate to achieve the best outcome.”

9. What experience do you have managing freelancers?

Managing external resources requires skill.

Sample answer:

“I’ve managed a team of freelance writers and designers. I ensure clear communication, set expectations upfront, provide detailed briefs, and maintain regular check-ins. Using collaboration tools and setting milestones helps in efficient project management.”

10. What do you believe the distinction is between a marketing content creator and a copywriter?

Understanding roles ensures effective collaboration.

Sample answer:

“A marketing content creator focuses on creating content that educates, informs, or entertains the audience, like blogs, videos, or infographics. A copywriter, on the other hand, crafts persuasive content to drive specific actions, like ads, product descriptions, or landing pages.”

What does a good Content Specialist candidate look like?

An ideal Content Specialist is not only proficient in writing but also understands the brand’s voice, audience preferences, and the latest content trends. They should be adaptable, open to feedback, and have a keen eye for detail.

Red flags

Beware of candidates who don’t emphasize the importance of understanding the target audience or those who lack a structured approach to content creation and review. An inability to handle feedback or a lack of curiosity about industry trends can also be concerning.

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Notice of termination policy template https://resources.workable.com/notice-of-termination-policy-template Mon, 16 Oct 2023 15:35:39 +0000 https://resources.workable.com/?p=91319 This template provides a comprehensive framework for creating a notice of termination policy that is tailored to the specific needs of your organization. It includes essential elements such as notice periods, severance packages, and job abandonment, which can help protect both the employee and the organization. By using this template, HR professionals can create a […]

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This template provides a comprehensive framework for creating a notice of termination policy that is tailored to the specific needs of your organization. It includes essential elements such as notice periods, severance packages, and job abandonment, which can help protect both the employee and the organization.

By using this template, HR professionals can create a clear and concise policy that ensures compliance with legal requirements and promotes fair treatment of employees.

A notice of termination policy should include the following elements:

  1.  A definition of what constitutes a valid notice of termination
  2.  Guidelines on calculating notice periods, including applicable laws and regulations
  3.  Procedures for providing employees with written notice of termination
  4.  Information on severance packages, including eligibility criteria and payment details
  5.  Rules regarding job abandonment and how it affects an employee’s final pay and benefits
  6.  Details on how the policy applies to different types of employment contracts, such as fixed-term or probationary employment
  7.  Instructions on maintaining confidentiality during the termination process
  8.  Steps to be taken when an employee disputes the terms of their termination

Step-by-step instructions for writing your own notice of termination policy

1. Review relevant laws and regulations: Familiarize yourself with the laws and regulations related to employment termination in your jurisdiction. This will ensure that your policy meets the minimum legal requirements and protects both the employee and the organization.
2. Identify the types of employment contracts covered by the policy: Determine whether the policy will apply to all employees or only certain categories, such as full-time, part-time, or probationary employees.
3. Define valid reasons for termination: Clearly outline the reasons why an employee may be terminated, such as poor performance, misconduct, redundancy, or expiration of a fixed-term contract. Ensure that these reasons are consistent with applicable laws and regulations.
4. Establish notice periods: Specify the required notice periods for different types of employment contracts and provide guidelines on calculating notice periods. Include information on how the notice period is affected by factors such as public holidays, weekends, or other non-working days.
5. Provide procedures for issuing written notice: Outline the steps that must be followed when issuing written notice of termination to an employee. This should include details on who is responsible for delivering the notice, the form of communication that can be used (e.g., email, certified mail), and any additional documentation that must be provided.
6. Offer support to affected employees: Consider offering support services, such as career counseling or outplacement assistance, to help employees transition to new roles.
7. Finalize severance packages: Specify the components of a severance package, including payment amounts, eligibility criteria, and the timing of payments. Confirm whether the employee will receive their final pay and benefits based on their employment contract or applicable laws and regulations.
8. Address job abandonment: Define what constitutes job abandonment and specify the consequences for employees who fail to return company property or equipment upon termination.
9. Maintain confidentiality: Emphasize the importance of maintaining confidentiality during the termination process and outline the measures that will be taken to protect employee privacy.
10. Update the policy regularly: Review and update the policy periodically to ensure it remains relevant and compliant with changing laws and regulations.

Notice of termination policy template

[Organization Name]

Notice of Termination Policy

Brief & purpose

The purpose of this policy is to establish guidelines for providing written notice of termination to [Organization Name] employees who have been terminated from their employment with the organization. The policy aims to ensure fair treatment of employees, promote transparency, and minimize disruption to operations during the termination process.

Scope

This policy applies to all [Organization Name] employees, including full-time, part-time, probationary, and fixed-term employees. It does not apply to independent contractors or agency workers.

Definition of valid notice of termination

A valid notice of termination refers to a written document issued by the organization’s authorized representative, which informs an employee of their impending termination and provides details on the applicable notice period, severance package (if applicable), and any other relevant information.

Notice periods

Employees on a fixed-term contract: The notice period specified in the employment contract will apply. If no notice period is stated, then the minimum requirement under applicable laws and regulations will be observed.
Probationary employees: The notice period specified in the employment contract will apply. If no notice period is stated, then one week’s notice will be provided.
Full-time and part-time employees: The following notice periods will apply based on the employee’s length of service:
+ Less than 2 years: 1 week
+ 2 years but less than 5 years: 2 weeks
+ 5 years or more: 4 weeks

Severance packages

Eligible employees who are terminated due to reasons other than misconduct or poor performance may receive a severance package that includes payment for the applicable notice period, continuation of benefits coverage, and outplacement assistance (where appropriate). The specific components of the severance package will depend on the employee’s length of service and employment contract.

Job Abandonment

An employee who fails to report for work without authorization for three consecutive working days (or five consecutive calendar days) will be deemed to have abandoned their job. In such cases, the employee’s final pay and benefits will be calculated according to the applicable laws and regulations, and company property or equipment must be returned within seven days from the date of termination.

Written notice procedures

1. Authorized representatives: Only designated HR personnel or management officials are authorized to issue written notice of termination.
2. Form of communication: Written notice may be delivered via email or certified mail, with return receipt requested.
3. Required documentation: A copy of the signed termination letter, employee ID card, and any other relevant documents must be attached to the notice.
4. Confirmation of delivery: The person delivering the notice must obtain a signature from the employee as proof of delivery. If the employee refuses to sign, the notice will be deemed served when it is emailed or mailed.

Support services

The organization may offer support services, such as career counseling or outplacement assistance, to affected employees. These services will be provided at no cost to the employee and may include access to job search resources, resume-building workshops, and networking opportunities.

Confidentiality

All information related to an employee’s termination must be kept confidential during and after the termination process. Employees who breach this policy may face disciplinary action up to and including termination of employment.

Dispute resolution

If an employee disputes the terms of their termination, they should contact the HR department in writing within 10 working days from the date of termination. The dispute will be investigated promptly, and a response will be provided within 20 working days. If necessary, the organization may engage third-party mediation services to resolve the dispute.

Updates and amendments

This policy will be reviewed periodically to ensure compliance with changing laws and regulations. Any updates or amendments will be communicated to all employees through the organization’s intranet, email, or other appropriate channels.

Acknowledgment

By accepting employment with [Organization Name], employees acknowledge that they have read, understood, and agree to abide by the terms of this notice of termination.

Disclaimer: This policy template is meant to provide general guidelines and should be used as a reference. It may not take into account all relevant local, state or federal laws and is not a legal document. Neither the author nor Workable will assume any legal liability that may arise from the use of this policy.

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13 real-life performance marketing manager interview questions https://resources.workable.com/performance-marketing-manager-interview-questions Mon, 16 Oct 2023 15:03:23 +0000 https://resources.workable.com/?p=91318 These performance marketing manager interview questions are directly sourced from real hiring managers and they are ready to use. Make sure that you are interviewing the best performance marketing manager candidates. Sign up for Workable’s 15-day free trial to hire better, faster. 13 good performance marketing manager interview questions What do you incorporate into your SEO […]

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These performance marketing manager interview questions are directly sourced from real hiring managers and they are ready to use.

marketing manager interview questions

Make sure that you are interviewing the best performance marketing manager candidates. Sign up for Workable’s 15-day free trial to hire better, faster.

13 good performance marketing manager interview questions

  1. What do you incorporate into your SEO strategy?
  2. What digital marketing tools do you have experience with?
  3. What are the necessary components of an effective email marketing strategy?
  4. How do you measure ad spend and cost per acquisition?
  5. What has been your experience running a paid social campaign?
  6. What experience do you have managing and optimizing campaigns with lower-funnel metrics, such as sales/orders/revenue?
  7. What channels are you most experienced in? Have you actively managed paid advertising campaigns on various platforms? Or do you work with an agency/third-party?
  8. What is your level of experience with Google Ads—Search, Shopping, YouTube? Do you have experience working with influencers, partners, or affiliate websites to drive directly attributable sales?
  9. Please describe your affiliate marketing experience.
  10. Please describe your experience with paid advertising campaigns.
  11. How do you measure campaign success? What are your goals, and what KPIs do you optimize towards?
  12. What are the most important components of a creative brief?
  13. What creative or channel best practices have you learned in the past year?

Here are 13 essential interview questions and sample answers to help identify the best candidates for this role.

1. What do you incorporate into your SEO strategy?

SEO is foundational for digital visibility.

Sample answer:

“My SEO strategy is comprehensive, starting with a thorough website audit to identify areas of improvement. I focus on on-page optimization, including meta tags, content quality, and keyword optimization. Off-page strategies involve quality backlink building from reputable sources. Additionally, I prioritize mobile optimization, site speed, and user experience. Regularly monitoring analytics and making data-driven adjustments is also crucial.”

2. What digital marketing tools do you have experience with?

Tools streamline and enhance marketing efforts.

Sample answer:

“Throughout my career, I’ve utilized a variety of digital marketing tools. Google Analytics and SEMrush assist in tracking and optimization. HubSpot serves as a CRM and marketing automation tool. For email campaigns, I’ve used Mailchimp, and for social media advertising, platforms like Facebook Ad Manager have been instrumental. These tools, combined with regular training, ensure I stay at the forefront of digital marketing.”

3. What are the necessary components of an effective email marketing strategy?

Email marketing remains a powerful channel.

Sample answer:

“An effective email marketing strategy starts with list segmentation to deliver personalized content. Crafting compelling subject lines, ensuring mobile-friendly designs, and integrating clear CTAs are essential. I also emphasize A/B testing to refine our approach continually. Monitoring metrics like open rates, click-through rates, and conversion rates provides insights into the strategy’s effectiveness and areas for improvement.”

4. How do you measure ad spend and cost per acquisition?

Understanding ROI is crucial for ad campaigns.

Sample answer:

“To measure ad spend effectively, I use advanced analytics tools that provide real-time data on our spending across different platforms. Cost per acquisition (CPA) is calculated by dividing the total ad spend by the number of conversions. This metric is vital as it gives a clear picture of the profitability of our campaigns and helps in making informed budgetary decisions.”

5. What has been your experience running a paid social campaign?

Paid social can drive significant traffic and conversions.
Sample answer: “I’ve spearheaded several paid social campaigns, especially on Facebook and Instagram. My approach involves audience segmentation, A/B testing of ad creatives, and continuous optimization for conversions. In one notable campaign, by refining our target audience and tweaking the ad copy, we achieved a 40% increase in leads with a 20% reduction in CPA.”

6. What experience do you have managing and optimizing campaigns with lower-funnel metrics, such as sales/orders/revenue?

Lower-funnel metrics directly impact revenue.

Sample answer:

“I’ve managed numerous campaigns where sales were the primary KPI. Strategies like retargeting cart abandoners, optimizing landing pages, and crafting urgency-driven ad copies have been employed. In a recent campaign, by focusing on these strategies and closely monitoring the customer journey, we achieved a 35% uplift in sales over a quarter.”

7. What channels are you most experienced in? Have you actively managed paid advertising campaigns on various platforms? Or do you work with an agency/third-party?

Diversified channel expertise is beneficial.

Sample answer:

“My expertise spans across channels like Facebook, LinkedIn, Google Ads, and more. While I’ve managed most campaigns in-house, for specialized campaigns or platforms where we lack in-house expertise, I’ve collaborated with agencies. This hybrid approach ensures we get the best of both worlds.”

8. What is your level of experience with Google Ads—Search, Shopping, YouTube? Do you have experience working with influencers, partners, or affiliate websites to drive directly attributable sales?

Google Ads and influencer partnerships can be game-changers.

Sample answer:

“I’ve extensively managed campaigns on Google Search, Shopping, and YouTube, ensuring they align with our business goals. Additionally, influencer collaborations and affiliate partnerships have been part of our strategy. In a recent campaign, partnering with key influencers in our industry led to a 25% increase in attributable sales.”

9. Please describe your affiliate marketing experience.

Affiliate marketing can be a significant revenue driver.

Sample answer:

“I’ve set up and overseen our affiliate program, ensuring it aligns with our broader marketing strategy. By providing affiliates with the right tools, resources, and incentives, we’ve built strong partnerships that drive consistent traffic and sales. Regular check-ins and providing performance feedback to our affiliates have been key to this program’s success.”

10. Please describe your experience with paid advertising campaigns.

Paid campaigns require precision and monitoring.

Sample answer:

“Paid advertising has been a core component of our marketing mix. I’ve managed campaigns with varying budgets, ensuring they deliver the desired ROI. By continuously monitoring performance metrics, adjusting bids, refining target audiences, and A/B testing ad creatives, we’ve been able to achieve consistently high ROIs. In one memorable campaign, we shifted our focus to retargeting and saw a 50% increase in conversions while reducing our CPA by 20%.”

11. How do you measure campaign success? What are your goals, and what KPIs do you optimize towards?

Measurement is key to optimization.

Sample answer:

“Campaign success is determined by aligning with predefined business goals. For instance, for a brand awareness campaign, reach, impressions, and engagement might be the primary KPIs. For a sales-driven campaign, I’d focus on conversion rate, CPA, and overall ROI. Regularly reviewing these metrics and adjusting strategies accordingly ensures we meet or exceed our objectives.”

12. What are the most important components of a creative brief?

A creative brief sets the direction for campaigns.

Sample answer:

“A robust creative brief should clearly outline the campaign’s objective, define the target audience, highlight key messaging points, and specify the desired action or outcome. It should also incorporate brand guidelines to ensure consistency and list any constraints or challenges. Essentially, it serves as a comprehensive roadmap for the creative team, ensuring alignment from the outset.”

13. What creative or channel best practices have you learned in the past year?

Staying updated is crucial in digital marketing.

Sample answer:

“Over the past year, I’ve observed the rising importance of video content, especially on platforms like TikTok and Instagram Reels. Interactive ad formats and user-generated content have also shown higher engagement rates. On the channel front, diversifying ad spend across platforms and leveraging AI-driven optimization tools have proven effective in enhancing campaign performance.”

What does a good Performance Marketing Manager candidate look like?

An ideal candidate should possess a blend of analytical acumen, creativity, and strategic thinking. They should be adept at leveraging various digital channels, be updated with the latest marketing trends, and have a proven track record of driving measurable results.

Red flags

Candidates who don’t emphasize the importance of data-driven decision-making, those who lack hands-on experience with essential tools, or avoid discussing challenges and learnings from past campaigns should be approached with caution. Additionally, not being updated with the latest digital marketing trends can be a potential red flag.

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7 real-life VP marketing interview questions https://resources.workable.com/vp-marketing-interview-questions Mon, 16 Oct 2023 13:14:42 +0000 https://resources.workable.com/?p=91317 These VP marketing interview questions are directly sourced from real hiring managers and they are ready to use. Make sure that you are interviewing the VP marketing candidates. Sign up for Workable’s 15-day free trial to hire better, faster. 7 good VP marketing interview Questions What are the main KPIs that you use to measure success? […]

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These VP marketing interview questions are directly sourced from real hiring managers and they are ready to use.

marketing manager interview questions

Make sure that you are interviewing the VP marketing candidates. Sign up for Workable’s 15-day free trial to hire better, faster.

7 good VP marketing interview Questions

  1. What are the main KPIs that you use to measure success?
  2. What actions have you taken to increase win rates?
  3. Can you walk me through the metrics of your marketing campaign experience?
  4. What experience do you have with negotiating contracts?
  5. How big of a team have you managed previously?
  6. How do you successfully manage a budget?
  7. How would you measure the success of a GTM strategy?

Here are 7 essential interview questions with sample answers to help you identify the best candidates for this role.

1. What are the main KPIs that you use to measure success?

Understanding the key performance indicators is crucial for any marketing role.

Sample answer:

“The primary KPIs I focus on include customer acquisition cost (CAC), lifetime value of a customer (LTV), return on ad spend (ROAS), organic traffic growth, and brand sentiment. These metrics collectively provide a holistic view of our marketing efforts, allowing us to gauge both short-term results and long-term brand health.”

2. What actions have you taken to increase win rates?

This question delves into the candidate’s strategic approach.

Sample answer:

“To increase our win rates, I initiated a comprehensive analysis of our sales funnel and customer journey. We enhanced our lead qualification process, provided advanced training to our sales team, refined our value proposition, and implemented targeted marketing strategies. This multi-faceted approach resulted in a significant increase in our win rates.”

3. Can you walk me through the metrics of your marketing campaign experience?

This assesses the candidate’s analytical skills and experience.
Sample answer: “In one of our most successful campaigns, we achieved a 400% ROAS, increased our organic traffic by 30%, and saw a 12% uplift in conversion rates. We also closely monitored engagement metrics, bounce rates, and customer feedback, which allowed us to make real-time adjustments and optimize the campaign’s performance.”

4. What experience do you have with negotiating contracts?

Contracts are a significant part of partnerships and vendor relationships.

Sample answer:

“Over the years, I’ve negotiated numerous contracts with major ad agencies, influencers, tech vendors, and media partners. My approach is always to create a win-win situation, ensuring both parties derive value. I emphasize building long-term relationships, ensuring flexibility, scalability, and mutual growth.”

5. How big of a team have you managed previously?

Leadership and team management are crucial for this role.

Sample answer:

“I’ve had the privilege of leading a dynamic team of over 70 members, spanning content creation, SEO, ad specialists, data analysts, and more. My leadership philosophy revolves around fostering a culture of innovation, continuous learning, and collaboration.”

6. How do you successfully manage a budget?

Budgeting is a key responsibility for a VP Marketing.

Sample answer:

“Budget management is a blend of strategic allocation and real-time adjustments. I prioritize initiatives aligning with our company goals, ensure a portion for innovative experiments, and maintain a contingency for unforeseen expenses. Regular monitoring and forecasting are essential to ensure we maximize our ROI.”

7. How would you measure the success of a GTM strategy?

Go-to-market strategies are vital for product launches.

Sample answer:

“A successful GTM strategy is measured by several factors: adoption rate, market share gained, customer feedback, and ROI. It’s also crucial to assess how quickly the product gains traction in the market and to have a robust feedback mechanism to iterate and improve continuously.”

What does a good VP Marketing candidate look like?

An ideal VP Marketing candidate should have a blend of strategic vision, analytical prowess, leadership capabilities, and a deep understanding of the evolving market landscape.

Red flags

Be cautious of candidates who don’t emphasize data-driven decision-making, avoid discussing challenges, lack experience in cross-functional collaboration, or are resistant to adapting to market changes.

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6 real-life community manager interview questions https://resources.workable.com/community-manager-interview-questions Mon, 16 Oct 2023 11:44:38 +0000 https://resources.workable.com/?p=91316 These community manager interview questions are directly sourced from real hiring managers and they are ready to use. Make sure that you are interviewing the best community manager candidates. Sign up for Workable’s 15-day free trial to hire better, faster. 6 good community manager interview questions Tell me about your social media experience. Have you ever managed […]

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These community manager interview questions are directly sourced from real hiring managers and they are ready to use.

digital-mark-manager

Make sure that you are interviewing the best community manager candidates. Sign up for Workable’s 15-day free trial to hire better, faster.

6 good community manager interview questions

  1. Tell me about your social media experience. Have you ever managed corporate social media accounts?
  2. If a frustrated customer leaves a complaint on social media, how would you respond?
  3. What social media platforms are you personally active on?
  4. What would you say is your proficiency at content creation?
  5. How do you use buttons, tags, animations, filters on Facebook, Instagram, and TikTok?
  6. In your current role, do you actively build ad campaigns/interact with users via comments or direct messages/post organic content/develop a content calendar/pull campaign reporting, etc.?

Here are 6 essential interview questions with sample answers to help you identify the best candidates for this role.

1. Tell me about your social media experience. Have you ever managed corporate social media accounts?

This question gauges the candidate’s experience with professional social media management.

Sample answer:

“Absolutely. Over the past four years, I’ve managed the corporate social media accounts for ABC Company, a leading tech firm. I was responsible for curating content, scheduling posts, engaging with followers, and analyzing metrics to refine our strategies. I also collaborated with the marketing team to align our social media campaigns with broader company initiatives.”

2. If a frustrated customer leaves a complaint on social media, how would you respond?

This question assesses the candidate’s crisis management and customer service skills.

Sample answer:

“Firstly, I’d respond promptly, ensuring the customer feels heard. I’d express genuine empathy, saying something like, ‘I’m truly sorry for the inconvenience you’ve experienced. Let’s address this.’ I’d then take the conversation to a private channel, like DMs or email, to resolve the issue. Post-resolution, I’d follow up to ensure they’re satisfied.”

3. What social media platforms are you personally active on?

This gives an idea of the candidate’s familiarity with various platforms.

Sample answer:

“I’m quite active on several platforms. On LinkedIn, I share industry insights and network with professionals. Instagram is where I showcase some behind-the-scenes of projects, and

4. Twitter is my go-to for tech news and quick updates. Each platform has its unique voice, and I believe in leveraging them for different content types.”

What would you say is your proficiency at content creation?
Content creation is vital for community management.

Sample answer:

“I pride myself on my content creation skills. Over the years, I’ve crafted everything from blog posts and infographics to videos and podcasts. I always ensure that the content aligns with the brand voice, is engaging, and serves a purpose, whether it’s to inform, entertain, or drive a specific action.”

5. How do you use buttons, tags, animations, filters on Facebook, Instagram, and TikTok?

This tests the candidate’s technical proficiency with platform-specific features.

Sample answer:

“On Instagram, I utilize tags for better post visibility and filters to maintain a consistent aesthetic. Buttons, especially ‘Swipe Up’ or ‘Shop Now’, are great CTAs. On Facebook, buttons are crucial for driving actions like ‘Sign Up’ or ‘Learn More’. TikTok’s animations add a fun element to content, making it more engaging. Each feature, when used strategically, can significantly enhance post performance.”

6. In your current role, do you actively build ad campaigns/interact with users via comments or direct messages/post organic content/develop a content calendar/pull campaign reporting, etc.?

This dives deep into the candidate’s daily tasks and responsibilities.

Sample answer:

“In my current role at DEF Tech, I wear multiple hats. I actively engage with our user base, ensuring their queries are addressed. I’m responsible for our content calendar, ensuring we have a steady stream of relevant content. I also lead ad campaigns, monitor their performance, and tweak strategies based on real-time feedback.”

What does a good Community Manager candidate look like?

A top-tier Community Manager is proactive, possesses impeccable communication skills, understands the intricacies of each social platform, and can engage with the community while maintaining the brand’s ethos.

Red flags

Candidates who lack knowledge about platform-specific features, avoid discussing challenges, don’t prioritize community engagement, or can’t handle criticism professionally might not be the right fit.

The post 6 real-life community manager interview questions appeared first on Recruiting Resources: How to Recruit and Hire Better.

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Leading during difficult times: 4 real-world tips from employers https://resources.workable.com/stories-and-insights/leading-during-difficult-times-4-real-world-tips-from-employers Fri, 13 Oct 2023 16:43:19 +0000 https://resources.workable.com/?p=91301 The ongoing events in Israel and in the Gaza Strip have dominated headlines lately. And the resulting strong opinions and worries for loved ones make for a very tense environment – including in the workplace. We asked employers what they were doing to support their workers during these tense times, and we have four takeaways. […]

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The ongoing events in Israel and in the Gaza Strip have dominated headlines lately. And the resulting strong opinions and worries for loved ones make for a very tense environment – including in the workplace.

We asked employers what they were doing to support their workers during these tense times, and we have four takeaways.

1. Support their mental health

Mental health has been growing as a focal area for many employers in recent years – and it’s no different right now. Min Hwan Ahn, a lawyer and owner of the Philadelphia-based Law Office of Ahn & Sinowitz, says he’s brought in additional psychological support resources for his 250-odd employees and their families.

“We’ve brought in therapists for group sessions and availed one-on-one therapy sessions for individuals that may need them,” he says.

Derrick Hathaway, sales director at VEM Medical, a provider of high-quality medical mold tooling and cleanroom injection molding with locations around the world, says his company offers a comprehensive employee assistance program (EAP).

“[It] provides problem identification, counseling, and referral services for employees and their covered dependents.” Derrick says.

“This program is free, voluntary, and confidential, addressing a broad range of personal and work-related issues affecting mental and emotional well-being.”

2. Open up the channels

Communication is also key. The magnitude of events is such that it can’t really be ignored, and many employers are aware of this.

The challenge is to open up those channels of communication to preempt any fallout that could come from a conflict of opinion between colleagues.

Min in Philadelphia looks to pre-empt this potential situation with company-wide ‘listening sessions’.

“The idea behind these is not to attempt to discuss or analyze the ongoing events or viewpoints,” he says, “but rather to provide a safe space where those affected can express what they are feeling.”

But this doesn’t mean avoiding the topic altogether.

“We don’t shy away from difficult conversations,” Min adds. “We are promoting open dialogue, but we are stringent on enforcing discriminatory behavior or offensive comments not being tolerated.

“This, combined with promoting a respectful approach to discourse, has been an effective strategy for managing differences between employees.”

Melissa Terry, Digital Marketing Manager at VEM Tooling – part of the VEM Group that also includes VEM Medical – highlights this importance as well.

“Open and respectful communication is key in managing differences between employees,” Melissa emphasizes. “We encourage constructive dialogue and understanding of diverse viewpoints while maintaining a strict policy against discrimination or harassment.”

“Open and respectful communication is key in managing differences between employees.”

Meanwhile, Michael Coleek-Johnson, CEO and Co-founder of Embedwitz, a Los Angeles-based website that shares research on embedded platforms, says his recently created communication platform doubles as a space for open dialogue.

“Our staff can speak their mind, express their opinions and concerns. This has helped us manage differences in perspectives constructively and ensure that everyone feels heard and valued.”

Not every employer, however, believes that open discussion in the workplace is the way to go. Nathan Clark, co-founder of the AI solutions company Gate2AI in California, would rather see these conversations take place outside of work.

“We’ve actively discouraged any discussions or debates related to the ongoing events within the workplace to maintain a harmonious and focused environment,” Nathan stresses.

3. Allow for flexibility

Nathan, however, isn’t staying out of it altogether. He’s well aware that his employees will have unique needs as a result of the ongoing situation.

“We’ve implemented a flexible work schedule to accommodate any employees who may need extra time due to personal or family situations arising from these events,” he says.

“This flexibility includes providing paid time off for those directly affected by the situation, allowing them to focus on their families and safety.”

4. Be kind and empathetic

Supporting your employees does not necessarily have to be part of formal company policy – expressions of kindness and empathy can go a long, long way.

CEO Peter Michaels of Yeespy, a parental monitoring solutions company based out of New York, says he’s learned “tough lessons” from what’s happening in Israel in regards to how to be a leader for his employees.

“Now, I have started devoting ample time to my employees’ well-being,” Peter says. “I have started focusing more on providing them with more benefits so that they stay satisfied with the company.

“We provide competitive pay packages, high-quality healthcare options, and employee perks. Our employees and the people they care about must feel supported by the company. This is very important in terms of maintaining one’s health and well-being.”

Meanwhile, Michael relates his company’s previous experience in supporting employees directly affected by the Russian invasion of Ukraine.

“We had a staff whose daughter schooled in Ukraine at the time,” Michael explains. “To imagine a mother in that situation is not quite healthy. We rallied around her and gave her all the warmth and love we harbored.

“Today, both mother and daughter are doing great. The calls, the messages we sent did go a long way, and we were happy we did it together as a team.”

Related: What companies are doing to support Ukrainians and Russians

Support can go a long way

Michael is optimistic that actively leading employees through tense times can have a positive effect in the long run.

“We can get people back on track from being discouraged, weak in spirit to being full of life, cheerful and positive when we communicate with them.”

The post Leading during difficult times: 4 real-world tips from employers appeared first on Recruiting Resources: How to Recruit and Hire Better.

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Employee time and attendance software policy template https://resources.workable.com/employee-time-and-attendance-software-policy Fri, 13 Oct 2023 15:02:32 +0000 https://resources.workable.com/?p=91293 A standardized time and attendance software policy offers HR professionals a clear framework to manage employee hours, reduce discrepancies, and ensure timely compensation. It streamlines attendance tracking, minimizes manual errors, and fosters a transparent work environment, enhancing overall operational efficiency. What is employee time and attendance software policy? The employee time and attendance software policy […]

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A standardized time and attendance software policy offers HR professionals a clear framework to manage employee hours, reduce discrepancies, and ensure timely compensation. It streamlines attendance tracking, minimizes manual errors, and fosters a transparent work environment, enhancing overall operational efficiency.

What is employee time and attendance software policy?

The employee time and attendance software policy is designed to ensure that all employees’ work hours, leaves, and absences are accurately recorded and managed. 

This digital solution replaces manual timekeeping methods, offering a more efficient, transparent, and error-free system. 

This software aims to maintain a fair and consistent approach to attendance management, ensuring that all employees are compensated correctly for their time and fostering a culture of accountability and punctuality.

The software not only tracks daily ins and outs but also manages leave requests, overtime, and other time-related aspects of employment. 

It’s essential for employees to understand the importance of accurately logging their hours and adhering to the guidelines set forth in this policy to ensure the system’s effectiveness.

An employee time and attendance software policy should include:

  1. Logging procedures
  2. Leave management
  3. Overtime policy
  4. Error resolution

Step by step instructions on how to write your own policy

  1. Assess organizational needs: Determine the specific attendance tracking needs of your organization, considering factors like shift work, remote work, and overtime.
  2. Choose the right software: Based on your assessment, select a software solution that aligns with your organization’s requirements.
  3. Customize settings: Configure the software settings to match your company’s work hours, holidays, and other specific criteria.
  4. Train employees: Organize training sessions to familiarize employees with the software’s functionalities and the importance of accurate logging.
  5. Monitor & review: Regularly review the data to ensure accuracy and address any discrepancies. For example, if an employee forgets to log out, have a procedure in place to correct the error.
  6. Update as needed: As your organization grows or changes, update the policy and software settings to reflect these changes.

Employee time and attendance software policy template

Brief & purpose

The purpose of this policy is to provide clear guidelines on the use of [Software Name], our chosen time and attendance software. This software is designed to ensure accurate tracking of employee work hours, leaves, absences, and other related metrics, promoting transparency, fairness, and efficiency in our workplace.

Scope

This policy applies to all full-time, part-time, and contractual employees of [Organization Name]. Any personnel required to log their work hours or request leaves must adhere to the guidelines set forth in this document.

Logging procedures

Daily logs: Employees must log in at the start of their workday and log out at its conclusion. This includes logging the start and end of any breaks or lunch periods.

Remote work: Employees working remotely must also adhere to these logging procedures, ensuring their work hours are accurately recorded.

Late or early entries: If an employee starts earlier or finishes later than their scheduled hours, they should ensure these hours are correctly logged and provide a brief reason for the deviation.

Leave management

Requesting leave: All leave requests, including sick days, personal days, and vacation time, must be submitted through [Software Name] at least [X days] in advance, unless it’s an emergency.

Approval process: Managers will review leave requests and provide an approval or denial within [X days]. Employees can check the status of their request within the software.

Unscheduled absences: In the event of an emergency or sudden illness, employees should notify their manager directly and log the absence in [Software Name] as soon as possible.

Overtime policy

Recording overtime: Any hours worked beyond the standard workday should be recorded as overtime in the software.

Compensation: Overtime compensation will be calculated based on [Organization Name]’s existing overtime policy, which is [X times the regular hourly rate].

Pre-approval: Overtime must be pre-approved by the respective manager. Any unapproved overtime may not be eligible for the standard overtime compensation rate.

Error resolution and discrepancies

Reporting errors: If an employee identifies any discrepancies or errors in their time logs, they must report them to their immediate supervisor and the HR department within [X days].

Correction procedure: HR will review the reported error, consult with the concerned manager, and make necessary corrections within [X days].

Compliance and accountability

Adherence: Strict adherence to this policy is expected from all employees. Consistent failure to log hours or misuse of [Software Name] may result in disciplinary actions, up to and including termination.

Audits: HR will conduct periodic audits of the time and attendance logs to ensure accuracy and compliance.

Training: New employees will receive training on [Software Name] as part of their onboarding process. Refresher training sessions will be held annually or as needed.

Policy review and updates

This policy will be reviewed annually by the HR department in collaboration with department heads. Any updates or changes will be communicated to all employees.

By implementing and adhering to this comprehensive Employee Time and Attendance Software Policy, [Organization Name] aims to maintain a transparent and efficient work environment, ensuring all employees are recognized and compensated for their contributions.

Disclaimer: This policy template is meant to provide general guidelines and should be used as a reference. It may not take into account all relevant local, state or federal laws and is not a legal document. Neither the author nor Workable will assume any legal liability that may arise from the use of this policy.

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6 real-life engineering manager interview questions https://resources.workable.com/engineering-manager-interview-questions Fri, 13 Oct 2023 12:12:26 +0000 https://resources.workable.com/?p=91291 These engineering manager interview questions are directly sourced from real hiring managers and they are ready to use. Make sure that you are interviewing the best engineering manager candidates. Sign up for Workable’s 15-day free trial to hire better, faster. 6 good engineering manager interview questions Can you create this XYZ android app? What is the […]

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These engineering manager interview questions are directly sourced from real hiring managers and they are ready to use.

front end web developer interview questions

Make sure that you are interviewing the best engineering manager candidates. Sign up for Workable’s 15-day free trial to hire better, faster.

6 good engineering manager interview questions

  1. Can you create this XYZ android app?
  2. What is the value of one-on-ones with your reports?
  3. Design a typeahead box for a search engine.
  4. Describe the most technically complex project that you have worked on and why it was complex.
  5. How do you communicate technical project needs with non-technical teams?
  6. What project that you led are you most proud of and why?

Here are 6 essential interview questions with sample answers to help you identify the best candidates for this role.

1. Can you create this XYZ android app?

This question assesses the candidate’s hands-on coding skills and their ability to handle real-time technical evaluations.

An interviewee shared the following:

“Companies asked me to build an Android application from scratch (usually something simple like an app that displays the most-viewed movies in the U.S. on a given day). Then, they reviewed my code. If interested, I’d have a final round interview in which we discussed the technical decisions I made while building the app. Sometimes, they’d ask me to do a bit of live coding as well to add a feature or two to the app.”

2. What is the value of one-on-ones with your reports?

One-on-ones are crucial for understanding team members’ challenges, providing feedback, and ensuring alignment with company goals.

Sample answer:

“One-on-ones are invaluable. They offer a dedicated space for open dialogue, addressing concerns, and fostering a deeper understanding between me and my team members.”

3. Design a typeahead box for a search engine.

This question gauges the candidate’s UX and product design skills.

Sample answer:

“A typeahead box should be responsive, offer real-time suggestions based on popular searches and user history, and have a simple yet intuitive design to enhance user experience.”

4. Describe the most technically complex project that you have worked on and why it was complex.

This delves into the candidate’s experience with challenging projects and their problem-solving skills.

Sample answer:

“I once led a project integrating multiple legacy systems into a new platform. The complexity lay in ensuring data integrity, managing system downtimes, and training the team on the new platform.”

5. How do you communicate technical project needs with non-technical teams?

Effective communication is key to ensuring everyone is on the same page.

Sample answer:

“I break down technical jargon into simple terms, use analogies, and often rely on visuals or diagrams. It’s essential to ensure that non-technical stakeholders understand the project’s scope and requirements.”

6. What project that you led are you most proud of and why?

This question seeks insight into the candidate’s leadership and project management skills.

Sample answer:

“I’m most proud of a cloud migration project I led. Despite initial resistance and challenges, we successfully migrated with minimal downtime, and the company saw a 40% increase in system efficiency.”

What does a good Engineering Manager candidate look like?

An ideal Engineering Manager is technically proficient, possesses strong leadership and communication skills, understands team dynamics, and can effectively liaise between technical and non-technical stakeholders.

Red flags

Be cautious of candidates who lack technical knowledge, avoid discussing failures, don’t prioritize team growth, or can’t communicate technical concepts simply.

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Real-life backend engineer interview questions https://resources.workable.com/backend-engineer-interview-questions Fri, 13 Oct 2023 13:38:53 +0000 https://resources.workable.com/?p=91290 These backend engineer interview questions are directly sourced from real hiring managers and they are ready to use. Make sure that you are interviewing the best backend engineer candidates. Sign up for Workable’s 15-day free trial to hire better, faster. 8 good backend engineer interview questions What does REST stand for? What do you understand by […]

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These backend engineer interview questions are directly sourced from real hiring managers and they are ready to use.

front end web developer interview questions

Make sure that you are interviewing the best backend engineer candidates. Sign up for Workable’s 15-day free trial to hire better, faster.

8 good backend engineer interview questions

  1. What does REST stand for?
  2. What do you understand by NoSQL databases?
  3. What is SQL injection?
  4. What is an API? How do you access an API with JavaScript?
  5. How do you handle data migrations in a production environment?
  6. Describe the differences between a thread and a process.
  7. How do you ensure the security of data in transit?
  8. What are the key differences between a relational database and a non-relational database?

Here are 4 real-life interview questions and 4 additional questions with sample answers to help you identify the best candidates for this role.

1. What does REST stand for?

REST stands for Representational State Transfer. It’s an architectural style that defines a set of constraints to be used when creating web services.

Sample answer:

“REST stands for Representational State Transfer. It’s a standard for building web services that work best on the Web.”

2. What do you understand by NoSQL databases?

NoSQL databases are non-relational databases that can store and retrieve data in ways that don’t involve tabular relations like SQL databases.

Sample answer:

“NoSQL databases are designed to scale out by distributing the data across many servers. They are schema-less, and data can be stored in multiple ways, such as column-oriented, document-oriented, graph-based, or key-value store.”

3. What is SQL injection?

SQL injection is a code injection technique that attackers can use to run malicious SQL statements in a web application’s database.

Sample answer:

“SQL injection is a type of attack where an attacker can execute arbitrary SQL code on a database. It happens when user input is incorrectly filtered and can lead to unauthorized viewing of data, corrupting or deleting data, and other malicious activities.”

4. What is an API? How do you access an API with JavaScript?

An API, or Application Programming Interface, allows different software entities to communicate with each other. With JavaScript, you can access APIs using methods like the Fetch API or XMLHttpRequest.

Sample answer:

“An API is a set of rules and protocols that allows different software entities to communicate. In JavaScript, we can use the Fetch API or XMLHttpRequest to make requests to an API and handle responses.”

 

Now, let’s proceed with recommended additional questions to round out the interview:

5. How do you handle data migrations in a production environment?

Data migrations involve moving data from one system or format to another, often during software upgrades, system integrations, or cloud adoption.

Sample answer:

“I always ensure to backup data before any migration. I then use migration scripts or tools, test the migration on a staging environment first, and ensure data integrity after the migration.”

6. Describe the differences between a thread and a process.

A process is an independent program in execution, whereas a thread is the smallest unit of a process that can run concurrently with other parts (threads) of the same process.

Sample answer:

“A process has its own memory space, while a thread shares its memory space with other threads within the same process. Threads within the same process can communicate more easily than processes can.”

7. How do you ensure the security of data in transit?

Securing data in transit means protecting data as it’s transferred between systems, devices, or applications.

Sample answer:

“I ensure data security in transit by using encryption protocols like TLS. Using HTTPS instead of HTTP is also a must. Additionally, VPNs and secure file transfer protocols can be used.”

8. What are the key differences between a relational database and a non-relational database?

Relational databases use tables to store data, while non-relational databases can use a variety of data models, including document, key-value, and graph.

Sample answer:

“Relational databases are structured and use SQL for querying. Non-relational databases are more flexible in terms of storage and structure, and they often offer horizontal scalability.”

What does a good Backend Engineer candidate look like?

A proficient Backend Engineer should have a deep understanding of server-side logic, be proficient in multiple programming languages, understand database operations, and prioritize security. They should also be adept at problem-solving, be continuously learning, and be able to collaborate with front-end developers and other team members.

Red flag

Beware of candidates who lack problem-solving skills, aren’t familiar with modern backend technologies, or don’t prioritize security. Also, those who can’t explain complex concepts simply or aren’t open to feedback can be concerning.

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Real-life product owner interview questions https://resources.workable.com/product-owner-interview-questions Fri, 13 Oct 2023 12:51:00 +0000 https://resources.workable.com/?p=91288 These product owner interview questions are directly sourced from real hiring managers and they are ready to use. Make sure that you are interviewing the best product owner candidates. Sign up for Workable’s 15-day free trial to hire better, faster. 8 good product owner interview questions Do you think it’s a good idea to have one […]

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These product owner interview questions are directly sourced from real hiring managers and they are ready to use.

product-manager

Make sure that you are interviewing the best product owner candidates. Sign up for Workable’s 15-day free trial to hire better, faster.

8 good product owner interview questions

  1. Do you think it’s a good idea to have one person performing both the Scrum Product Owner role and the Scrum Master role?
  2. What product discovery frameworks have you worked with?
  3. Who do you consider to be the most important product stakeholder?
  4. How do you prioritize features in a product backlog?
  5. How do you handle disagreements with stakeholders?
  6. Describe a time when you had to make a tough decision about a feature or product direction.
  7. How do you ensure that the development team understands the product’s vision and user needs?
  8. What metrics do you use to measure product success?

1. Do you think it’s a good idea to have one person performing both the Scrum Product Owner role and the Scrum Master role?

This question gauges the candidate’s understanding of Scrum roles and their distinct responsibilities.

Sample answer:

“While both roles are integral to a Scrum team, they serve different purposes. Combining them can lead to conflicts of interest. The Product Owner focuses on the product’s value, while the Scrum Master ensures the team follows Scrum practices. It’s best to keep them separate to maintain clarity and effectiveness.”

2. What product discovery frameworks have you worked with?

This question assesses the candidate’s familiarity with various product discovery methodologies.

Sample answer:

“I’ve worked with several frameworks, including Design Thinking and Lean Startup. Design Thinking helps empathize with users, while Lean Startup focuses on building MVPs and iterative testing. The choice of framework often depends on the product stage and the specific challenges we’re trying to address.”

3. Who do you consider to be the most important product stakeholder?

This question evaluates the candidate’s stakeholder management skills and understanding.

Sample answer:

“All stakeholders are crucial, but if I had to prioritize, I’d say the end-users. They’re the ones using the product, and their feedback is invaluable. However, it’s essential to balance their needs with business objectives and technical constraints, ensuring a holistic product approach.”

 

Now, let’s proceed with recommended additional questions to round out the interview:

4. How do you prioritize features in a product backlog?

This question probes the candidate’s decision-making process in feature prioritization.

Sample answer:

“I use a combination of methods, including the MoSCoW method and value vs. effort matrix. Engaging with stakeholders, considering business value, technical feasibility, and user needs helps in making informed decisions.”

5. How do you handle disagreements with stakeholders?

This question assesses the candidate’s conflict resolution and communication skills.

Sample answer:

“Open communication is key. I ensure to understand their perspective, provide data-backed reasoning for my decisions, and find a middle ground. It’s essential to ensure that all decisions align with the product’s overall vision and objectives.”

6. Describe a time when you had to make a tough decision about a feature or product direction.

This question delves into the candidate’s decision-making abilities under pressure.

Sample answer:

“In a previous project, we had to decide between adding a highly requested feature or improving the product’s performance. Given the tight timeline, I chose to enhance performance, ensuring a better user experience. It was tough, but data showed it positively impacted user retention.”

7. How do you ensure that the development team understands the product’s vision and user needs?

This question evaluates the candidate’s communication and collaboration skills.

Sample answer:

“Regular communication is crucial. I conduct product vision workshops, share user feedback, and ensure that user stories are descriptive and clear. Regularly revisiting the product vision and objectives ensures alignment.”

8. What metrics do you use to measure product success?

This question probes the candidate’s understanding of product metrics and their importance.

Sample answer:

“It varies based on the product, but common metrics include user engagement, retention rate, net promoter score, and feature adoption rate. It’s essential to align metrics with business objectives and continuously monitor them.”

What does a good Product Owner candidate look like?

An ideal Product Owner possesses a deep understanding of Agile methodologies, exceptional stakeholder management skills, and a user-centric mindset. They should be adept at making data-driven decisions, have excellent communication skills, and be able to balance user needs with business objectives.

Red flags

Beware of candidates who lack a clear understanding of Agile principles, struggle with stakeholder management, or are resistant to feedback. An inability to prioritize features effectively or a lack of user-centric thinking can also be potential red flags.

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Hire for hybrid jobs with this new job posting option https://resources.workable.com/backstage-at-workable/news-and-updates/hire-for-hybrid-jobs-with-this-new-job-posting-option/ Fri, 13 Oct 2023 09:06:48 +0000 https://resources.workable.com/?p=91273 Work dynamics have changed for many companies. Some have adopted remote work policies, allowing employees to work from the comfort of their homes. At the same time, the office environment continues to act as a draw for fostering collaboration and team synergy. Recognizing the importance of flexibility, Workable is proud to introduce a feature that […]

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Work dynamics have changed for many companies. Some have adopted remote work policies, allowing employees to work from the comfort of their homes. At the same time, the office environment continues to act as a draw for fostering collaboration and team synergy. Recognizing the importance of flexibility, Workable is proud to introduce a feature that bridges the gap between remote work and in-office presence: Hybrid job posting.

With Workable’s new hybrid job posting option, you can seamlessly advertise positions that offer the best of both worlds. Post hybrid jobs that offer a unique blend of remote work and in-office presence, allowing employees to enjoy the benefits of flexibility while maintaining valuable connections with colleagues and your company’s culture.

The process is straightforward. When creating a job you’ll now have the option to select if the job is in office, remote or hybrid. Workable does the rest. Your job will be labeled and categorized correctly on your Workable careers page and on LinkedIn, Indeed, Workable’s job board, and Google.

This isn’t just limited to posts you create on desktop. It all works through Workable’s mobile app too. Simply search for Workable on the AppStore or Google Play Store to get the app. Post jobs, evaluating candidates and collaborate with your team.

Keep candidates’ expectations aligned and find more candidates who value a flexible work environment. Candidates can join your team knowing that they have the flexibility to manage their work-life balance effectively.

Stay tuned for more updates that will enhance your hiring process. If you’re recruiting for the same position across multiple locations, our product team is hard at work on feature updates for you. We’re developing new features to help you better coordinate job postings across different locations.

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4 real-life full stack developer interview questions https://resources.workable.com/full-stack-developer-interview-questions Wed, 11 Oct 2023 13:39:22 +0000 https://resources.workable.com/?p=91254 These full stack developer interview questions are directly sourced from real hiring managers and they are ready to use. Make sure that you are interviewing the best full-stack developer candidates. Sign up for Workable’s 15-day free trial to hire better, faster. 4 good full stack developer interview questions We have N players. Each player is given an […]

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These full stack developer interview questions are directly sourced from real hiring managers and they are ready to use.

software developer interview questions

Make sure that you are interviewing the best full-stack developer candidates. Sign up for Workable’s 15-day free trial to hire better, faster.

4 good full stack developer interview questions

  1. We have N players. Each player is given an ID ranging from [0, N). We have K competitions and each competition contains a variable-sized subset of players. The outcome of each competition is given as an ordered list i.e., [4, 1, 0] means that Player 4 came in 1st place, Player 1 came in 2nd place, and Player 0 came in third place. Given the competitions’ outcomes, determine an overall ranking for all players.
  2. Explain JDK (Java Development Kit), JRE (Java Runtime Environment), and JVM (Java Virtual Machine).
  3. What is your favorite language and why?
  4. How do you keep up with the new industry trends?

Here are 4 essential interview questions with sample answers to help you identify the best candidates for this role.

1. We have N players. Each player is given an ID ranging from [0, N). We have K competitions and each competition contains a variable-sized subset of players. The outcome of each competition is given as an ordered list i.e., [4, 1, 0] means that Player 4 came in 1st place, Player 1 came in 2nd place, and Player 0 came in third place. Given the competitions’ outcomes, determine an overall ranking for all players.

This question delves deep into a candidate’s problem-solving and algorithmic skills.

Sample answer

“To determine an overall ranking, I’d employ a point-based system. For each competition, players would be assigned points based on their rank – higher points for higher ranks. For instance, in a competition with three players, the first-place player might get 3 points, second-place 2 points, and third-place 1 point. I’d then aggregate the points for each player across all competitions. The overall ranking would be determined by sorting the players based on their total points. This approach ensures that consistent performance across competitions is rewarded.”

2. Explain JDK, JRE, and JVM.

This question probes the understanding of core Java components.

Sample answer

“The JDK, or Java Development Kit, is the toolkit for developing Java applications. It includes the JRE and development tools. The JRE, or Java Runtime Environment, is the environment where Java applications run. It includes the JVM, core libraries, and other necessary components. The JVM, or Java Virtual Machine, is the engine that executes Java bytecode. It provides a runtime environment and also handles memory management and garbage collection.”

3. What is your favorite language and why?

This question offers insight into the developer’s preferences and depth of knowledge.

Sample answer

“I have a particular affinity for Python. Its elegant syntax makes it readable, and its versatility is unmatched – be it web development, data science, or AI. The extensive libraries expedite the development process, and the supportive community is a bonus, ensuring that I can always find help or resources when faced with challenges.”

4. How do you keep up with the new industry trends?

This question evaluates the candidate’s commitment to continuous learning.

Sample answer

“Staying updated is crucial in our field. I’ve subscribed to several tech newsletters, regularly attend industry conferences, and am part of various online developer forums. Additionally, I set aside time each week to explore new tools, languages, or frameworks that are gaining traction. This proactive approach ensures I’m always at the forefront of any technological advancements.”

What does a good Full Stack Developer candidate look like?

An ideal Full Stack Developer is a blend of technical prowess and soft skills. They should be well-versed in multiple programming languages, understand the nuances of both frontend and backend development, and be adept at designing intuitive interfaces. Equally important is their ability to collaborate with teams, articulate complex concepts in layman’s terms, and demonstrate a growth mindset.

Red flags

Candidates who exhibit a shallow understanding of technical concepts, resist feedback, or are unfamiliar with the latest industry trends should be approached with caution. A lack of enthusiasm for collaboration or an inability to simplify technical jargon can also be potential red flags.

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Balance across the board: 4 tips for women in STEM leadership https://resources.workable.com/stories-and-insights/women-in-stem-leadership Wed, 11 Oct 2023 15:15:49 +0000 https://resources.workable.com/?p=91255 Throughout my career, I’ve been fortunate to have a close-up view of the progress that has been made to provide equitable opportunities for female advancement in STEM industries. As the number of women increases in these traditionally male-dominant roles and they continue to take their hard-earned places as leaders in their field, it’s essential to […]

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Throughout my career, I’ve been fortunate to have a close-up view of the progress that has been made to provide equitable opportunities for female advancement in STEM industries.

As the number of women increases in these traditionally male-dominant roles and they continue to take their hard-earned places as leaders in their field, it’s essential to equip these trailblazers with strategies to excel in their leadership roles and create lasting impact.

Related: Diversity in leadership: Why it matters and what you can do

Adaptability, emotional intelligence, and confidence are just a few starting points that can help women unlock their leadership potential and pave the way for future generations to forge their own paths in the STEM domain.

Let’s look at these in depth.

1. Grow your situational leadership

It seems like something that should be intuitive, but unfortunately often isn’t: people, teams and situations aren’t one size fits all. Situational leadership is pivotal because it emphasizes the need for leaders to adapt their approach based on the unique circumstances and individual needs of their team members.

This is particularly the case when it comes to STEM fields, especially in the cell and gene therapy segment, in which rapid advancements, complex challenges, and diverse perspectives are constantly being brought to the table. The ability to tailor one’s leadership style is crucial for fostering collaboration, innovation, and growth.

By assessing the individual strengths of each team member, situational leaders can provide the appropriate balance of direction and support, empowering individuals to thrive and contribute their best work.

This dynamic approach to leadership not only enhances productivity but also nurtures a culture of continuous learning and development, ultimately driving success and progress within our ever-evolving industry.

What you can do

No matter where you are in your career, the best way to sharpen your situational leadership is to learn through observation. Find a mentor who possesses the traits you think are most impactful.

Observing and learning from other leaders who effectively handle different scenarios is a great way to develop your skills.

2. Hone your emotional intelligence

One of the questions I receive most often is “Who mentored you?” or “Who did you learn the most from?”

And truthfully, some of the people I learned the most from were people I wanted to be the complete opposite of – people I never wanted to be like – and often, these people lacked a depth of emotional intelligence that I find essential to great leadership.

Emotional intelligence is a critical factor for women pursuing careers in STEM fields, as it equips them with the tools necessary to navigate complex interpersonal dynamics and overcome unique challenges. And it all starts with awareness.

By intentionally cultivating self-awareness, empathy, and effective communication skills, we can build strong professional relationships, collaborate efficiently, and foster a supportive work environment.

Moreover, emotional intelligence enables women to address and manage unconscious biases and stereotypes that may arise in traditionally male-dominated sectors.

By exhibiting true emotional intelligence, women in STEM can respond to these challenges with resilience and confidence, ultimately contributing to greater workplace diversity, innovation, and success.

What you can do

Be aware that growing your emotional intelligence is a constant work in progress and the work never ends. To be a great leader, you must seek out people who will be honest and provide constructive feedback on how you come across to others.

Those with high emotional intelligence are willing to recognize they have areas where they can make improvements and work to close these gaps.

3. Be a leader, not just a manager

A manager and a leader, though often used interchangeably, exhibit key differences that set them apart in the realm of professional success. A manager excels at ensuring efficiency, maintaining order, and upholding well-established processes, while a leader inspires others to dream bigger, explore new horizons, and reach their full potential.

Inspiration is essential in STEM fields – and leaders in this area possess a unique ability to spark innovation by encouraging risk-taking and nurturing a growth mindset within their teams.

Leaders foster trust and collaboration by genuinely connecting with their team members, understanding their aspirations, and empowering them to overcome obstacles. They are skilled at navigating change, adapting to new circumstances, and guiding their team to do the same.

The most impactful thing I can do and my proudest successes as a leader are when I’m able to proactively empower the next person to fill my shoes.

What you can do

Cultivate your leadership by showing up every day to inspire your team with your enthusiasm, passion, and dedication, and always be ready to acknowledge and celebrate their achievements and contributions.

Optimism and inclusion will go far in inspiring your team, so do your best to make sure everyone has a seat at the table.

4. Confidence is queen

It’s important to have the confidence to know you deserve your seat at the table. An unfortunate fact is that many women fall behind because of a “confidence gap” – the tendency for women to underestimate their abilities and hold back from pursuing opportunities, especially in traditionally male-dominated STEM fields.

Confidence is the most vital ingredient for women pursuing success in STEM, as it empowers them to overcome obstacles, challenge stereotypes, and seize opportunities with unwavering determination.

By cultivating self-assurance, women can break free from the constraints of self-doubt and the confidence gap that often hinders their progress in traditionally male-dominated sectors. A strong sense of self-belief enables women to showcase their skills, advocate for their ideas, and establish themselves as capable and valuable contributors within their field.

Moreover, confident women in STEM serve as role models and catalysts for change, inspiring future generations of girls to follow in their footsteps.

Tomorrow’s STEM leaders stem from today’s work

I wouldn’t be where I am today – leading a team of 40 people in our business’s most rapid and intricate segment, cell and gene therapy – without these lessons.

We’re at the forefront of what I believe to be one of the most exciting areas of medicine today. Getting here wasn’t an easy or simple process, but the more we can do to advance leadership positions for women in our field, the better, faster and stronger our industry will be.

Jennifer Garrett is a Senior Director of the Pharma Quality Control Business at BioMérieux, Inc. Jennifer’s experience includes sales management and business development in North America specializing in the pharmaceutical and biotech industries with a strong focus in the cell and gene therapy arena. She also developed and launched new sales strategies that have been adopted throughout the region.

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18 real-life developer interview questions https://resources.workable.com/developer-interview-questions Wed, 11 Oct 2023 12:01:34 +0000 https://resources.workable.com/?p=91253 These Developer interview questions are directly sourced from real hiring managers and they are ready to use. Make sure that you are interviewing the best developer candidates. Sign up for Workable’s 15-day free trial to hire better, faster. 18 good developer interview questions How do you organize your class modules and assets? What is your strategy […]

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These Developer interview questions are directly sourced from real hiring managers and they are ready to use.

software developer interview questions

Make sure that you are interviewing the best developer candidates. Sign up for Workable’s 15-day free trial to hire better, faster.

18 good developer interview questions

  1. How do you organize your class modules and assets?
  2. What is your strategy for punctuality and following through on commitments?
  3. Describe the last job or project where you were faced with a new language or framework.
  4. How do you prevent physical and emotional burnout?
  5. Do you use any self-discipline techniques or applications?
  6. How do you organize your computer files and cloud files?
  7. What is your philosophy around focus and flow during work?
  8. Describe a B-grade programmer you’ve met. Describe a C-grade programmer. Describe why you are an A-grade programmer.
  9. Describe the last time you asked for feedback on your work.
  10. You find yourself facing a technical problem you’re not able to solve. What do you tell your client?
  11. You are not comfortable with a software project and need to resign. Describe the steps you would take.
  12. Describe the last time you realized you were wrong about something in the workplace.
  13. What company culture or company practices would make you feel included as a team member?
  14. Describe the last time someone did not understand what you were saying.
  15. Describe the last time you had a conflict with a team member.
  16. What does a transparent work culture mean to you?
  17. Tell me about a time you worked with coworkers to solve an issue at work.
  18. There’s a famous saying ‘the customer is always right’. To what extent do you believe this?

Here are 18 essential interview questions with sample answers to help you identify the best candidates for this role.

1. How do you organize your class modules and assets?

Organization in coding ensures efficient and clean work.

Sample answer

“I use a modular approach, grouping related functionalities together. Assets are stored in dedicated directories, ensuring easy access and maintenance.”

2. What is your strategy for punctuality and following through on commitments?

Commitment and punctuality are key in professional settings.

Sample answer

“I prioritize tasks, set reminders, and allocate buffer time. I believe in under-promising and over-delivering, ensuring I meet deadlines.”

3. Describe the last job or project where you were faced with a new language or framework.

Adaptability is crucial in the ever-evolving tech world.

Sample answer

“I was introduced to React in a recent project. I took online courses, practiced, and consulted peers. Initially, it was challenging, but with dedication, I completed the project successfully.”

4. How do you prevent physical and emotional burnout?

Burnout can severely impact productivity and well-being.

Sample answer

“I ensure work-life balance, take regular breaks, and engage in hobbies. I believe burnout can be linked to overcommitment. My last project was a web application, and I paced myself, leading to its successful completion.”

5. Do you use any self-discipline techniques or applications?

Self-discipline ensures focus and productivity.

Sample answer

“I use the Pomodoro Technique for work intervals. Apps like F.lux reduce eye strain, and White Noise helps me concentrate.”

6. How do you organize your computer files and cloud files?

Organization reflects a developer’s work ethic.

Sample answer

“I categorize files by project and type. My physical space is minimalistic, mirroring my digital organization philosophy.”

7. What is your philosophy around focus and flow during work?

Focus and flow are essential for productivity.

Sample answer

“I believe in deep work. I eliminate distractions, prioritize tasks, and allocate dedicated time blocks to ensure I stay in the zone.”

8. Describe a B-grade programmer you’ve met. Describe a C-grade programmer. Describe why you are an A-grade programmer.

Understanding competency levels is essential.

Sample answer

“A B-grade programmer I knew often took shortcuts. A C-grade programmer lacked basic problem-solving skills. I consider myself A-grade because I continuously update my skills, ensure clean code, and actively seek feedback.”

9. Describe the last time you asked for feedback on your work.

Feedback is essential for growth.

Sample answer

“I recently asked a senior developer to review my code. They suggested some optimizations, which I incorporated in my next project.”

10. You find yourself facing a technical problem you’re not able to solve. What do you tell your client?

Honesty and professionalism are key.

Sample answer

“I’d inform the client about the challenge, assure them I’m exploring all avenues, and request a slight extension if necessary.”

11. You are not comfortable with a software project and need to resign. Describe the steps you would take.

Professionalism is crucial when exiting a project.

Sample answer

“I’d communicate my concerns with the client, provide a detailed handover, and if possible, recommend alternatives or solutions.”

12. Describe the last time you realized you were wrong about something in the workplace.

Admitting mistakes is a sign of maturity.

Sample answer

“I once misinterpreted a project requirement. I acknowledged the error, rectified it, and ensured better communication in the future.”

13. What company culture or company practices would make you feel included as a team member?

Inclusivity fosters a positive work environment.

Sample answer:

“A culture that values diversity, promotes open communication, and encourages continuous learning would make me feel included.”

14. Describe the last time someone did not understand what you were saying.

Effective communication is crucial.
Sample answer: “I was explaining a complex algorithm, and a colleague seemed lost. I simplified my explanation and used analogies, which helped.”

15. Describe the last time you had a conflict with a team member.

Conflict resolution is vital.

Sample answer

“A team member and I had differing views on a project. We discussed our perspectives, weighed pros and cons, and reached a consensus.”

16. What does a transparent work culture mean to you?

Transparency fosters trust.

Sample answer

“It means open communication, sharing both successes and failures, and ensuring everyone understands the company’s vision and goals.”

17. Tell me about a time you worked with coworkers to solve an issue at work.

Collaboration often leads to better solutions.

Sample answer

“Our application had a persistent bug. By collaborating with the team, we brainstormed, identified the root cause, and efficiently resolved the issue.”

18. There’s a famous saying ‘the customer is always right’. To what extent do you believe this?

Balancing customer feedback with expertise is essential.

Sample answer:

“While it’s vital to value customer feedback, it’s equally important to evaluate it critically. I believe in understanding the customer’s perspective but also leveraging expertise to guide them.”

What does a good Developer candidate look like?

A top-notch Developer candidate possesses not only technical prowess but also strong problem-solving skills, effective communication abilities, a continuous learning mindset, and the capability to work collaboratively. They should be adaptable, receptive to feedback, and have a meticulous attention to detail.

Red flags

Watch out for candidates who are resistant to feedback, lack problem-solving skills, or are unfamiliar with the latest industry trends and tools. A reluctance to collaborate, an inability to articulate complex concepts simply, or a history of missing deadlines can also be concerning.

The post 18 real-life developer interview questions appeared first on Recruiting Resources: How to Recruit and Hire Better.

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Zego optimizes hiring processes with Workable & Hired https://resources.workable.com/hiring-with-workable/workable-hired-joint-case-study-zego Wed, 11 Oct 2023 16:08:40 +0000 https://resources.workable.com/?p=91252 About Zego’s hiring leader Olivier Parent, who has served as the Head of Talent Acquisition at Zego for nearly three years, possesses more than 10 years of expertise in growing talent departments. Olivier’s extensive experience is predominantly rooted in nurturing talent teams, particularly within the dynamic startup and scale-up realm, with a primary emphasis on […]

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About Zego’s hiring leader

Olivier Parent, who has served as the Head of Talent Acquisition at Zego for nearly three years, possesses more than 10 years of expertise in growing talent departments.

Olivier’s extensive experience is predominantly rooted in nurturing talent teams, particularly within the dynamic startup and scale-up realm, with a primary emphasis on enhancing efficiency and cost savings for Gig Economy drivers.

About Zego

Olivier:Zego, an insurtech company, initially gained recognition by providing motorbike insurance solutions to gig economy professionals. However, it has since broadened its scope to include various technology-enhanced commercial motor insurance offerings.

“We’re a commercial motor insurer on a mission to save people time and money. From nationwide taxi fleets to self-employed scooter delivery riders, our customers are our driving force. We work hard to make insurance simple, affordable, and stress-free for every one of them.

“When we started back in 2016, we knew that traditional insurance held businesses back. It was too complicated, too time-consuming, and it wasn’t priced fairly. So we set out to change that, building insurance products to empower professional drivers throughout the UK, Europe, and beyond.

“So far, we’ve raised over $200 million in funding, and we’re proud to hold the title of the UK’s first Insurtech Unicorn (a private company valued over $1 billion). We’ve grown from a scrappy start-up into an industry-changing organisation. And there’s plenty more to come.”

How did you start working with Hired? How did you start working with Workable?

Olivier: “I brought Hired.com on board last year following successful use of the tool when I was working at Zopa. Workable was already the ATS implemented at Zego when I joined which worked out perfectly since Workable and Hired have an easy-to-implement, bi-directional integration.”

Comparing Zego to non-integrated companies on Hired

Zego Non-integrated companies
Interview requests to URG rate 17.8% 10.6%
Average days to first interview request 6.34 8.74
Average days from interview request to hire 40 42

Zego stats from Workable

  • 25% year-over-year reduction in Time to Fill
  • Over 900 hours (112.5 working days) saved with self-scheduling
  • 70,000+ automated actions to deliver critical information to candidates
  • 200+ requisitions tracked keeping Zego on schedule and within budget
  • Thousands of new candidates each month through sourcing, job boards, referrals and internal applications

What has your journey with AI looked like? Were you using AI before it became a hot topic?

Olivier: “It’s still very new but right now, we mostly use AI to optimise the wording of our messages outreach. AI technology is able to create unique messaging as per our inputs. These human-like messages give us a template to personalise further and prevent applicants from slipping from the hiring process due to poor engagement.”

How has AI streamlined your hiring process?

Olivier: “It’s a bit too early to tell. In the future, a goal of ours is to use AI to conduct and improve particular components of the recruitment process.

“For example, the interview process can be streamlined with AI. By using conversational AI technology we could conduct initial interviews and shortlist applicants based on predefined criteria.

“As AI is still only a tool, this is something to explore when we’re positive it can be used ethically.”

What are some of the challenges you typically face in the hiring process?

Olivier: “This year the challenge is to face a volume of inbound job applicants.

“While too many applicants could be thought of as a “good” problem, it creates new issues when the majority are poor matches and the team’s time is consumed searching for qualified candidates.

“From improving job description readability, enhancing employer brand, and prioritizing outcomes over activity, there are strategies to handle a flood of applicants.”

How have Workable + Hired been able to solve for them?

Olivier: “Workable helped with “killer” questions. We use knock out questions as a strategic tool in our hiring process to efficiently filter out inbound job applicants who do not possess the essential skills or qualifications required for the job.

“For example, imagine a company like Zego is hiring for a senior engineering role that requires SQL experience. If a candidate doesn’t have this experience a knockout question about this skill can help to deprioritize them. Zego still collects their applications and can resurface the candidate in the future through Workable’s AI when a suitable role does open up.

“By doing so, they save time and resources for the hiring team. This approach helps ensure that the most promising candidates progress to further stages of the hiring process, ultimately leading to a more focused and efficient recruitment process, reducing the likelihood of hiring mismatches, and potentially improving the quality of hires.

“Hired’s AI-driven platform matches candidates to employer roles, approves candidates to go live based on marketplace demand, recommends similar candidates, and more. Hired recognises AI technology can speed up sourcing, screening, and filling roles while being aware that these tools can’t fully replace human expertise.

“To maintain transparency and ensure bias-free hiring, Hired regularly conducts AI audits. These are technical assessments of the organisation’s methods to prevent, detect, and correct algorithmic bias.”

How does a tool like Hired address / mitigate bias in AI?

Olivier: “We used a sprint approach when it comes to DEI. The first week of sourcing efforts is only focused on underrepresented groups before we open up the search. The DEI features in Hired’s tech hiring platform really helped us for that.”

Available DEI features on Hired

Zego and all other Hired customers have these DEI hiring features handy to surface underrepresented talent without removing relevant matching candidates.

  • With DEI discoverability on, interview requests to underrepresented candidates increase by nearly 30%
  • Bias reduction mode removes demographic details to lower risk of unconscious bias
  • Salary bias alerts foster transparent compensation by notifying employers when they offer a lower salary than usual
  • Skills assessments standardise the hiring process and promote skills-based hiring

Available DEI features on Workable

Workable has a full suite of DEI features to enable companies to build inclusive hiring practices.

  • Hidden evaluations: Interviewers only see comments from the rest of the hiring team once they’ve submitted their own evaluations, encouraging impartial feedback.
  • Interview kits: With customizable interview kits and AI-suggested questions, Workable helps you standardize questions across all candidates for an equitable experience.
  • Anonymized screening: Automatically filter out personal information when reviewing resumes, so your team can focus on candidates’ work experience.
  • Data-driven decision making: Tools like Assessments encourage data-driven decisions as hiring managers can compare candidate scores and get predictive performance insights.

What advice would you give to other organisations considering using AI in their hiring process?

Olivier: “Use it as a tool to optimise the process, not as a way to replace human decision-making. To get started, focus on using AI for administrative tasks.”

Need a few ideas?

  • Write Boolean strings
  • Draft questions to ask the hiring manager
  • Write a candidate a compelling email

Get insights on using ChatGPT for recruiting in this blog. Use AI as a tool to ideate and iterate, cutting down on time-consuming tasks. That way, you can focus on what’s really important – the human-centric part of recruiting that maximizes impact.

Related: Check out Workable’s own guide to coaching hiring teams in using ChatGPT

Are you using any of Workable’s AI tools?

Olivier: “Yes, resurfacing candidates enables us to stay in touch with the best of the best in our talent pool. We find a lot of great candidates. Vetting them can take a lot of time and we may not have a spot for them when they first apply.

“We can resurface them with the click of a button to shortlist past candidates who had great evaluations, positive sentiment from the hiring team, and are relevant to our currently open roles.”

Resurfacing past candidates also helps with:

  • Reducing costs by immediately filling your hiring pipeline
  • Improving time to fill by bringing back candidates you’ve already vetted
  • Engaging the hiring team by showing how their input impacts future hiring

Can you share how these tools complement each other in your hiring process?

Olivier: “Hired brings a niche-engaged pool of candidates. We’ve found the candidates on Hired to be highly vetted and intentional. Hired partners with community-based organisations who share our vision for a future where everyone has an equal opportunity to find a job they love. Our partnerships allow us to amplify our values, and give companies and job-seekers a head start towards growth.

“Workable helps us track the highly vetted candidates that we find through Hired. They come into Workable from Hired seamlessly, where we can evaluate them with our hiring team and move towards an offer. Workable helps us exceed our hiring goals, keeping our headcount full and our recruiting within budget while saving us time.”

What features do you appreciate the most from each of these tools?

Olivier: “Good integration between the two tools. Workable and Hired have made it easy to coordinate workflows between the platforms. By pulling roles from Workable into Hired and avoiding re-entering role information, we’ve been able to save hours of time. In addition, we’ve improved the candidate experience by managing candidates’ status on Hired through Workable.”

Any final thoughts from Hired, Zego, or Workable?

Olivier: “Workable has helped over 27,000 companies make more than 1.5 million hires. Companies like Zego are able to excel with Workable and its AI tools to save themselves time and money. Whether you’re hiring employee #2 or 200 new employees, Workable’s scalable tools, know-how and support help you make the hires that make your business great.”

 

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7 real-life DevOps Engineer interview questions https://resources.workable.com/devops-engineer-interview-questions Tue, 10 Oct 2023 12:24:06 +0000 https://resources.workable.com/?p=91225 These DevOps Engineer interview questions are directly sourced from real hiring managers and they are ready to use. Make sure that you are interviewing the best DevOps Engineer candidates. Sign up for Workable’s 15-day free trial to hire better, faster. 7 good DevOps engineer interview questions What are the components of continuous integration and DevOps? How do […]

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These DevOps Engineer interview questions are directly sourced from real hiring managers and they are ready to use.

data scientist interview questions

Make sure that you are interviewing the best DevOps Engineer candidates. Sign up for Workable’s 15-day free trial to hire better, faster.

7 good DevOps engineer interview questions

  1. What are the components of continuous integration and DevOps? How do you approach each of them?
  2. Describe your ideal cloud infrastructure (compute instances, databases, load balancers, CDN, etc) and cloud logging setup.
  3. Describe your approach to code reviews. What do you think are the most important aspects to pay attention to when reviewing another team member’s code?
  4. What is the last security mistake you made? What did you learn from it?
  5. Why does using a platform as a service (like Heroku, AWS Elastic Beanstalk, Google App Engine, etc) scale easier than hosting code on a single compute instance?
  6. Why is it important to have configuration management in DevOps?
  7. Why do people use SSH?

Here are 7 essential interview questions with sample answers to help you identify the best candidates for this role.

1. What are the components of continuous integration and DevOps? How do you approach each of them?

Continuous integration and DevOps revolve around automating the software delivery process.

Sample answer

“Continuous integration involves automated testing and code integration, while DevOps encompasses the entire delivery pipeline. I approach CI by setting up automated build and test pipelines, and for DevOps, I focus on collaboration, monitoring, and feedback loops.”

2. Describe your ideal cloud infrastructure and cloud logging setup.

Cloud infrastructure is pivotal for scalable applications.

Sample answer:

“I prefer a combination of compute instances for processing, managed databases for data storage, load balancers for traffic distribution, and a CDN for content delivery. For logging, I use centralized logging solutions like ELK Stack to monitor and analyze system behavior.”

3. Describe your approach to code reviews.

Code reviews ensure code quality and team collaboration.
Sample answer: “I focus on code clarity, efficiency, and adherence to best practices. It’s essential to ensure the code is maintainable, performs well, and aligns with our coding standards.”

4. What is the last security mistake you made? What did you learn from it?

Understanding past mistakes helps in future prevention.

Sample answer

“I once overlooked a security patch update, leading to a minor vulnerability. I learned the importance of regular patching and now have automated alerts set up.”

5. Why does using a platform as a service scale easier than hosting code on a single compute instance?

Scalability is crucial for growing applications.

Sample answer

“PaaS solutions abstract infrastructure management, allowing developers to focus on code. They auto-scale based on demand, whereas a single compute instance has limitations and requires manual scaling.”

6. Why is it important to have configuration management in DevOps?

Configuration management ensures consistency.

Sample answer

“It ensures that an application’s configurations are consistent across different environments, reducing errors during deployment and ensuring that applications behave as expected.”

7. Why do people use SSH?

SSH is vital for secure communications.

Sample answer

“SSH, or Secure Shell, is used to establish a secure connection between a client and a server. It’s essential for tasks like remote server management, ensuring encrypted and authenticated communication.”

What does a good DevOps Engineer candidate look like?

A competent DevOps Engineer should possess a deep understanding of CI/CD pipelines, be proficient in cloud services, and have a proactive approach to problem-solving. They should demonstrate a keen eye for security, be adept at collaboration, and have a continuous learning mindset.

Red flags

Be cautious of candidates who lack hands-on experience with popular DevOps tools or are unfamiliar with basic cloud services. A reluctance to collaborate or an inability to articulate the importance of security in DevOps can also be concerning.

The post 7 real-life DevOps Engineer interview questions appeared first on Recruiting Resources: How to Recruit and Hire Better.

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58+ real-life interview questions for HR roles with sample answers https://resources.workable.com/tutorial/58-plus-interview-questions-for-hr-roles-with-sample-answers Thu, 12 Oct 2023 14:19:58 +0000 https://resources.workable.com/?p=91226 Hiring a new person for your company begins with an interview. Now, imagine that you are preparing to meet the candidates and struggling to ask the right questions. What if you had access to a list of questions that come straight from real hiring managers, ready to use?  Good news: we did all that for […]

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Hiring a new person for your company begins with an interview. Now, imagine that you are preparing to meet the candidates and struggling to ask the right questions. What if you had access to a list of questions that come straight from real hiring managers, ready to use? 

Good news: we did all that for you. In this article, we’re sharing a whole compendium of real-life interview questions that are directly sourced from hiring managers who have used them in actual interviews. 

This includes questions for nearly every HR-related role, including talent acquisition specialist, HR director, recruitment manager, recruiter, VP of HR, head of people operations, CHRO, diversity and inclusion manager, Compensation and Benefits Manager, and HR Business Partner. 

Now, let’s delve deeper and explore the questions based on the role, along with sample answers for all of them to help you prepare for upcoming interviews with candidates..

Real life Talent Acquisition Specialist interview questions

The Talent Acquisition Specialist is a professional focused on attracting and hiring top talent. They manage the recruitment cycle, from sourcing candidates to conducting interviews, ensuring the organization secures the best fit for each role.

These are the most popular questions asked by real hiring managers with sample answers for each:

  1. In your opinion, what are some of the ways in which our company can find better candidates?

This question aims to gauge the candidate’s knowledge of recruitment strategies and their ability to tailor these strategies to the specific needs of the company.

Sample answer:

“In my opinion, to find better candidates for our company, we should consider a multi-faceted approach. Firstly, enhancing our employer branding can make our company more attractive to potential candidates. 

“Leveraging employee testimonials and showcasing our company culture on platforms like LinkedIn and Glassdoor can be beneficial. 

“Secondly, attending industry-specific conferences or job fairs can help in networking and finding passive candidates. Lastly, utilizing data analytics to refine our job descriptions can ensure they resonate with the right audience.”

  1. Can you explain the steps of your talent acquisition process?

This question seeks to understand the candidate’s systematic approach to talent acquisition and their familiarity with best practices in the recruitment process.

Sample answer:

“Absolutely! When I approach talent acquisition, I begin by collaborating closely with hiring managers to truly understand the needs of the role. Once I have a clear picture, I craft a detailed and engaging job description and post it on the most relevant platforms. 

“From there, I actively source candidates, often using platforms like LinkedIn, and also consider any potential employee referrals. After gathering a pool of candidates, I screen their resumes and conduct initial phone interviews to gauge their fit. 

“Those who stand out then proceed to more in-depth interviews, which might include technical or role-specific assessments. Once we’ve identified our top candidate, I extend a formal job offer and ensure they have a smooth onboarding experience.”

Check the full list of talent acquisition specialist interview questions with sample answers. 

Real-life HR Director interview questions

The HR Director is the leader of the HR department, responsible for setting HR strategies and policies. They ensure legal compliance, manage HR teams, and collaborate with senior leadership to align HR practices with business goals.

Check the following questions asked by real hiring managers with sample answers for each: 

  1. When hiring new employees, how much do you value educational qualifications over work experience?

This question aims to understand the candidate’s perspective on the importance of formal education versus practical experience in the hiring process.

Sample answer:

“When hiring new employees, I believe both educational qualifications and work experience have their merits. While educational qualifications provide a foundation and theoretical understanding, work experience showcases practical application and adaptability. 

“The weight I give to each depends on the role. For instance, for entry-level positions, education might be more emphasized, but for senior roles, hands-on experience and proven track records become paramount. It’s about finding the right balance for the specific position.”

  1. What policies do you keep in mind when recruiting?

This question seeks to gauge the candidate’s knowledge of recruitment policies and their commitment to ethical and compliant hiring practices.

Sample answer:

“When recruiting, I prioritize policies that ensure fairness, transparency, and compliance. This includes adhering to non-discrimination policies, ensuring data privacy for candidates, and following all labor laws and regulations. 

“Additionally, I emphasize clear communication throughout the recruitment process and ensure that all involved in the hiring process are aligned and trained on these policies.”

  1. How do you promote diversity in your hiring practices?

This question aims to understand the candidate’s commitment to diversity and inclusion in the recruitment process.

Sample answer:

“Promoting diversity in hiring practices is crucial for fostering innovation and a well-rounded workforce. I ensure that job descriptions are neutral and inclusive. I also collaborate with diverse job boards and attend diversity-focused job fairs. Training hiring managers on unconscious bias and ensuring a diverse interview panel are also steps I take. Moreover, I regularly review recruitment metrics to ensure we’re reaching a diverse candidate pool and making unbiased hiring decisions.”

  1. How would you staff your team?

This question seeks to understand the candidate’s approach to building a strong HR team that aligns with the company’s needs.

Sample answer:

“Staffing my team would begin with a thorough assessment of the company’s HR needs. I’d ensure a mix of specialists for areas like talent acquisition, training, benefits, and employee relations. 

“I’d also look for individuals who complement each other’s strengths and bring diverse perspectives. Regular training and development opportunities would be provided to ensure the team stays updated and can provide the best support to the organization.”

  1. How would you foster a positive work environment?

This question aims to gauge the candidate’s approach to creating a workplace where employees feel valued, motivated, and engaged.

Sample answer:

“Fostering a positive work environment is a continuous effort. I believe in open communication, recognizing and rewarding achievements, and providing growth opportunities. Regular feedback sessions, team-building activities, and ensuring a safe space for employees to voice concerns are also essential. 

“Additionally, promoting work-life balance and ensuring that employees have the resources and support they need, both professionally and personally, contributes to a positive atmosphere.”

  1. How would you apply your communication and problem-solving skills to resolve disputes in the workplace?

This question seeks to understand the candidate’s approach to conflict resolution and their ability to leverage their skills in real-world scenarios.

Sample answer:

“Effective communication and problem-solving are key to resolving workplace disputes. I’d start by listening actively to all parties involved to understand the root of the issue. 

“Open dialogue in a neutral setting often helps in de-escalating tensions. I’d then work collaboratively to find a solution that addresses the concerns while aligning with company values. 

If needed, I’d also leverage mediation or involve external experts. It’s essential to address conflicts promptly and ensure a fair resolution to maintain trust and harmony in the workplace.”

Real-life Recruitment Manager interview questions

The Recruitment Manager oversees the recruitment team and processes. They develop recruitment strategies, monitor success metrics, and ensure candidates have a positive experience throughout the hiring process.

Here are the questions you have to ask based on real hiring managers with sample answers for each:

  1. What qualities do you look for in technical candidates?

This question aims to understand the candidate’s criteria for evaluating technical talent and their understanding of the qualities that make a successful technical candidate.

Sample answer:

“When evaluating technical candidates, I look for a combination of hard and soft skills. Beyond the necessary technical proficiencies, such as coding languages or platform expertise, I value problem-solving abilities, adaptability to new technologies, and strong communication skills. 

“Collaboration and the ability to work in a team are also essential, as technical projects often require cross-functional teamwork.”

  1. How do you know if candidates possess certain skills and qualities before you reach out to them?

This question seeks to gauge the candidate’s approach to initial candidate screening and their ability to identify potential talent.

Sample answer:

 “Before reaching out to candidates, I thoroughly review their profiles, resumes, and any available work portfolios. Platforms like LinkedIn and GitHub can provide insights into their skills, endorsements, and past projects. Additionally, I often rely on referrals and feedback from industry contacts or previous colleagues who might have worked with the candidate.”

  1. During the interview process, how do you confirm that candidates have these skills and qualities?

This question aims to understand the candidate’s methods for validating a candidate’s proficiencies during the interview stages.

Sample answer:

“During the interview process, I employ a mix of technical assessments, behavioral questions, and situational scenarios. For technical skills, we might have coding tests or hands-on tasks. Behavioral questions help gauge soft skills and cultural fit. 

“Additionally, I find that discussing past projects and challenges the candidate has faced provides valuable insights into their problem-solving abilities and technical depth.”

  1. What would you do if you only had 10 days to fill a role?

This question seeks to understand the candidate’s ability to handle time-sensitive recruitment challenges and their strategies for quick yet effective hiring.

Sample answer:

“If I had only 10 days to fill a role, I’d start by immediately reaching out to my network and leveraging employee referrals, as these often yield quick and quality candidates. I’d also post the job on platforms frequented by the target talent pool. Streamlining the interview process, possibly consolidating rounds, and ensuring prompt feedback would be crucial. Throughout, I’d maintain clear communication with the candidate to ensure they’re engaged and informed.”

  1. How would you convince hiring managers that recruiting new talent is a priority?

This question aims to gauge the candidate’s communication and persuasion skills, especially in aligning stakeholders with recruitment needs.

Sample answer: 

“To convince hiring managers, I’d present data highlighting the impact of vacancies on team productivity and project timelines. Sharing insights on the competitive talent market and the advantages of proactive hiring can also be persuasive. 

It’s essential to align the recruitment goals with the broader business objectives, emphasizing how the right talent accelerates growth and innovation.”

  1. The CEO tells you that we’re struggling to source back-end developers. Specifically, they say the process takes too long (the average duration from sourcing to offer is 90 days), and the conversion rate is too low (0.02% vs. the 2% market average). Propose a plan to solve this problem.

This question seeks to understand the candidate’s problem-solving skills and their ability to address specific recruitment challenges.

Sample answer: 

“Addressing the challenge of sourcing back-end developers would require a multi-pronged approach. Firstly, I’d review the current sourcing channels to identify any bottlenecks or inefficiencies. 

“Collaborating with industry-specific job boards or platforms like Stack Overflow can help target the right talent. Secondly, refining the interview process to make it more candidate-friendly and efficient can reduce the time-to-hire. 

“Feedback loops with candidates who declined offers can provide insights into improving the conversion rate. 

“Additionally, offering competitive packages, clear growth paths, and showcasing a positive work culture can make our offers more attractive, improving the conversion rate.”

Real-life Recruiter interview questions

The Recruiter is a professional who manages the recruitment process, from posting job openings to onboarding new hires. They engage with potential candidates, conduct interviews, and work closely with hiring managers to fill vacancies.

The following questions might be helpful as they have been asked by real hiring managers: 

  1. With regard to the most recent job you filled, how did you identify the best candidates?

This question aims to understand the candidate’s practical experience and their ability to discern quality candidates for specific roles.

Sample answer:

“For the most recent job I filled, which was a Marketing Specialist role, I began by thoroughly reviewing the applications to ensure they met the basic qualifications. I then looked for candidates who had demonstrated success in similar roles, had relevant certifications, and showcased problem-solving abilities in their resumes. 

“Personal referrals and feedback from previous employers also played a significant role in identifying the best candidates.”

  1. Can you explain the steps of your talent acquisition process?

This question seeks to understand the candidate’s systematic approach to talent acquisition and their familiarity with best practices in the recruitment process.

Sample answer:

“Of course! My talent acquisition process starts with understanding the role’s requirements in collaboration with the hiring manager. Once I have clarity, I post the job on relevant platforms and also tap into my network for potential candidates. After gathering a pool of candidates, I screen their profiles and conduct initial phone interviews.

“Those who stand out are then invited for in-depth interviews, which might include role-specific tasks or assessments. Feedback is collected after each round, and the most suitable candidates are then presented to the hiring manager for final selection.”

  1. How do you typically structure interviews?

This question aims to gauge the candidate’s approach to structuring interviews to assess a candidate’s suitability effectively.

Sample answer:

“I typically structure interviews in three main parts. I start with an introduction where I explain the interview’s flow and set the candidate at ease. The main part of the interview involves competency-based questions, technical or role-specific questions, and behavioral questions to understand the candidate’s skills, experiences, and cultural fit. I conclude by allowing the candidate to ask questions, which often provides insights into their priorities and interests.”

  1. In the last interview you conducted, how did you determine if the candidate was a good fit for the role?

This question seeks to understand the candidate’s criteria for evaluating potential hires and their judgment in assessing fit.

Sample answer:

“In the last interview I conducted, I evaluated the candidate based on their technical skills, problem-solving abilities, and cultural fit. I presented real-world scenarios to see how they’d approach challenges similar to what they’d face in the role. 

“Their responses, combined with their past experiences and interactions during the interview, helped me determine their suitability for the position.”

  1. Describe a scenario in which you failed to hire for an open position. What would you have done differently?

This question aims to gauge the candidate’s ability to reflect on their mistakes and learn from them.

Sample answer:

“There was a scenario where I struggled to fill a niche technical role. In hindsight, I realized I relied too heavily on traditional job boards. What I would have done differently is diversify my sourcing methods, engage with specialized tech communities, and perhaps consider contract-to-hire options to widen the candidate pool.”

  1. Have you ever mentored a junior recruiter?

This question seeks to understand the candidate’s experience in mentorship and their ability to guide and develop junior team members.

Sample answer:

“Yes, I’ve had the opportunity to mentor a junior recruiter in my previous role. I guided them through our recruitment processes, shared best practices, and provided feedback on their interactions with candidates. It was rewarding to see them grow and become more confident in their role.”

  1. Have you ever worked for an organization where you did not feel like you were a strong cultural fit?

This question aims to gauge the candidate’s self-awareness and their experience in navigating challenging work environments.

Sample answer: 

“Yes, early in my career, I worked for an organization where the pace and work style were very different from what I was accustomed to. It taught me the importance of adaptability and open communication. While it was challenging, I took it as a learning experience and focused on finding common ground and building relationships with my colleagues.”

Real-life VP HR interview questions

The VP of HR is a senior executive responsible for shaping the overall HR strategy. They align HR practices with business objectives, oversee various HR functions, and play a key role in organizational growth and development.

There are six questions that matter the most to real hiring managers:

  1. How would you resolve a dispute between an employee and an HR executive?

This question aims to gauge the candidate’s conflict resolution skills and their ability to handle sensitive internal issues.

Sample answer: 

“To resolve a dispute between an employee and an HR executive, I’d first ensure that both parties have a safe and neutral space to voice their concerns. I’d facilitate a conversation where each side can share their perspective without interruption. 

“Listening actively and empathetically is key. If needed, I might involve a neutral third-party mediator. The goal is to find a resolution that acknowledges both parties’ concerns while upholding the company’s values and policies.”

  1. Describe an HR plan, that you enacted, that contributed to a business environment.

This question seeks to understand the candidate’s strategic thinking and their ability to implement HR initiatives that drive business results.

Sample answer:

“In a previous role, I recognized high turnover rates were affecting our business continuity and productivity. I enacted an HR plan that focused on employee engagement and retention. This included regular feedback sessions, career development programs, and a revamped onboarding process. 

“As a result, within a year, we saw a 25% reduction in turnover and a notable increase in employee satisfaction, which positively impacted our overall business environment.”

  1. How does a firm’s HR needs influence strategic plans?

This question aims to gauge the candidate’s understanding of the interplay between HR and overall business strategy.

Sample answer: 

“A firm’s HR needs are integral to its strategic plans. Talent gaps can influence business expansion decisions, succession planning can impact leadership transitions, and employee engagement levels can drive customer satisfaction and product quality. 

By aligning HR strategies with business objectives, companies can ensure they have the right talent, skills, and culture to achieve their goals.”

  1. How can HR influence company culture?

This question seeks to understand the candidate’s perspective on the role of HR in shaping and maintaining organizational culture.

Sample answer:

“HR plays a pivotal role in influencing company culture. From the hiring process, where we bring in individuals aligned with company values, to training programs that instill desired behaviors and mindsets, HR sets the tone. 

“Regular feedback mechanisms, recognition programs, and even the way disputes are resolved contribute to the cultural fabric. HR also partners with leadership to model the desired culture and ensure it’s reflected at every level of the organization.”

  1. How have you successfully motivated your team in the past?

This question aims to gauge the candidate’s leadership style and their ability to inspire and drive their team.

Sample answer:

“In the past, I’ve motivated my team by ensuring they understand the bigger picture and see the impact of their work. I believe in transparent communication, recognizing achievements, and providing opportunities for growth. 

“One specific initiative was a mentorship program I introduced, pairing junior team members with senior leaders. This not only provided career development but also fostered a sense of belonging and purpose.”

  1. In previous roles, how did you contribute to the company’s success?

This question seeks to understand the candidate’s impact in past roles and their ability to drive positive outcomes through HR initiatives.

Sample answer: 

“In a previous role, I identified a gap in leadership skills among middle management. I spearheaded a leadership development program, which resulted in improved team performance and a 15% increase in internal promotions. This not only saved costs on external hiring but also improved team morale and productivity, contributing to the company’s overall success.”

Real-life Head of People Operations interview questions

The Head of People Operations leads initiatives aimed at enhancing the employee experience. They manage various HR operations, from talent management to organizational development, ensuring a thriving and positive workplace culture.

Here is the list of questions provided by real hiring managers with sample answers for each: 

  1. In your previous role, how did you support change within the organization?

This question aims to understand the candidate’s experience with organizational change and their ability to facilitate and support such transitions.

Sample answer:

“In my previous role, I played a pivotal role in supporting a major digital transformation initiative. To support this change, I initiated training programs to upskill employees and introduced feedback loops to address concerns in real-time. 

“I also collaborated with communication teams to ensure transparent and consistent messaging about the change. By prioritizing employee engagement and understanding, we were able to navigate the transition smoothly and with minimal disruptions.”

  1. We have a unique company culture. How do we keep our culture at scale?

This question seeks to gauge the candidate’s understanding of preserving organizational culture during periods of growth or expansion.

Sample answer: 

“Maintaining a unique company culture at scale requires a deliberate and strategic approach. Firstly, it’s essential to clearly define and articulate what makes your culture unique. This can be embedded in onboarding programs, ensuring every new hire understands and aligns with the culture. Regular cultural audits can help identify any drifts. 

“Additionally, leadership plays a crucial role in modeling the desired culture, and their behaviors should consistently reflect company values. Feedback mechanisms, open communication channels, and celebrating cultural milestones can further reinforce the culture as the company grows.”

  1. What metrics do you measure in recruitment analytics?

This question aims to understand the candidate’s approach to data-driven recruitment and their familiarity with key recruitment metrics.

Sample answer:

“Recruitment analytics are vital for optimizing the hiring process. 

Some of the key metrics I prioritize include ‘Time to Hire’, which gives insights into the efficiency of the recruitment process; ‘Quality of Hire’, which looks at the performance and retention of new hires; ‘Candidate Experience’, gauged through post-interview surveys; and ‘Source of Hire’, which helps identify the most effective recruitment channels. 

“Additionally, I monitor ‘Offer Acceptance Rate’ and ‘Diversity Metrics’ to ensure we’re building a diverse and inclusive team.”

Check the rest of the Head of People Operations interview questions.

Real-life CHRO interview questions

The CHRO is the top HR executive who sets the strategic direction for human resources, ensuring it aligns with the company’s vision. They lead HR teams, manage relationships with other executives, and drive HR innovations.

Check the following questions asked by real hiring managers with sample answers for each:

  1. What does “culture” mean?

This question aims to understand the candidate’s perspective on the concept of organizational culture and its significance.

Sample answer: 

“To me, ‘culture’ refers to the shared values, beliefs, and practices that guide an organization’s members. It’s the intangible ecosystem that influences how employees interact, make decisions, and perceive their roles within the larger mission of the company. 

“Culture is the collective behavior of an organization, shaped by its history, leadership, and individual contributions, and it plays a pivotal role in determining how a company faces challenges, celebrates successes, and evolves over time.”

  1. How have you measured company culture in the past?

This question seeks to understand the candidate’s approach to assessing and quantifying organizational culture.

Sample answer:

“Measuring company culture requires a combination of quantitative and qualitative methods. In the past, I’ve utilized employee engagement surveys to gauge satisfaction, alignment with company values, and perceptions of inter-departmental collaboration.

“I’ve also conducted focus group discussions and one-on-one interviews to gather deeper insights into specific cultural aspects. Additionally, metrics like retention rates, internal mobility, and feedback from exit interviews have provided valuable data on the health and effectiveness of our culture.”

  1. Do we have a differentiated culture?

This question aims to gauge the candidate’s understanding of the company’s existing culture and their ability to identify what makes it unique.

Sample answer:

“From my research and interactions so far, it’s evident that this company places a strong emphasis on innovation, collaboration, and continuous learning. The commitment to employee growth and the value placed on open communication appear to be key differentiators. 

“However, to provide a comprehensive assessment, I’d need to delve deeper, engage with employees across levels, and compare our practices and values with industry benchmarks.”

Need more questions for your upcoming CHRO interview? Check the rest of our CHRO interview questions.

Real-life Diversity and Inclusion Manager interview questions

The Diversity and Inclusion Manager is a champion for creating a diverse and inclusive work environment. They develop and implement D&I strategies, educate the workforce on diversity matters, and track the organization’s progress in these areas.

The following question is the favorite of real hiring managers: 

Do you have a data background that would enable you to complete surveys and provide disaggregated data to our internal teams?

This question seeks to understand the candidate’s proficiency with data analysis and their ability to utilize data in the context of diversity and inclusion initiatives.

Sample answer:

“Yes, in addition to my focus on diversity and inclusion, I have a strong data background. In my previous role, I regularly conducted surveys to assess the effectiveness of our D&I initiatives and used data analytics tools to disaggregate and interpret the results. 

“This data-driven approach allowed us to identify areas of improvement and measure the impact of our programs. I’m confident in my ability to provide meaningful insights through data to support our internal teams”.

Real-life Compensation and Benefits Manager interview questions

The Compensation and Benefits Manager is an expert in designing and implementing compensation and benefits packages. They ensure offerings are competitive in the market, manage related budgets, and collaborate with both HR and finance teams.

Check the following questions for a more insightful view into the minds of real hiring managers: 

  1. Have you had experience presenting to a board’s compensation committee in a public company?

This question aims to understand the candidate’s experience in dealing with high-level stakeholders and their ability to communicate complex compensation matters to a board.

Sample answer:

 “Yes, I have had the opportunity to present to a board’s compensation committee in my previous role at a public company. I was responsible for providing insights into our compensation strategy, benchmarking data, and recommendations for executive compensation packages. My presentations focused on ensuring that our compensation was competitive, aligned with industry standards, and supported our company’s strategic goals. I always ensured that my presentations were data-driven and clear, allowing the board to make informed decisions.”

  1. Can you share your experience implementing benefits and creating structures for smaller companies?

This question seeks to gauge the candidate’s adaptability and their ability to design benefits structures tailored to the unique needs of smaller organizations.

Sample answer:

“Certainly. In one of my previous roles at a startup, I was tasked with creating a benefits structure from the ground up. Given the budget constraints typical of smaller companies, I focused on understanding the needs and preferences of our employees. 

We implemented flexible working hours, remote work options, and professional development allowances. Additionally, I negotiated with vendors to provide cost-effective health and wellness benefits. 

The goal was to offer a package that was both attractive to potential hires and sustainable for the company.”

  1. How have you demonstrated management capabilities, both with people and vendors, in larger organizations?

This question aims to understand the candidate’s leadership and relationship management skills, especially in the context of larger, more complex organizations.

Sample answer:

“In larger organizations where I’ve worked, I’ve managed teams responsible for various aspects of compensation and benefits. I’ve always emphasized clear communication, regular feedback, and continuous learning for my team. 

When it comes to vendors, I’ve overseen relationships with benefits providers, compensation consultants, and software vendors. My approach is collaborative; I believe in building strong, transparent relationships with vendors to ensure we get the best value and service. 

For instance, at [Previous Company], I led the renegotiation of a contract with our primary health benefits provider, resulting in a 10% cost reduction while maintaining the same level of benefits for our employees.”

Check the rest of the Compensation and Benefits Manager interview questions.

Real-life HR Business Partner interview questions

The HR Business Partner is a strategic liaison between HR and specific business units. They provide HR solutions to business challenges, offer insights on human capital matters, and support organizational development and growth

The following questions are the most suitable, based on input from real hiring managers:

  1. What are your top three people initiatives for the year?

This question aims to understand the candidate’s strategic priorities and their focus areas in the HR domain.

Sample answer:

“My top three people initiatives for the year would be: 1) Implementing a comprehensive employee wellness program to support mental and physical health; 2) Enhancing our leadership development programs to prepare future leaders; and 3) Streamlining the onboarding process to ensure a smooth and engaging experience for new hires.”

  1. What do you need/expect from your HRBP?

This question seeks to gauge the candidate’s expectations and requirements to function effectively in their role.

Sample answer:

“From my HRBP role, I expect clear communication, collaboration, and support in executing people strategies. I also value opportunities for continuous learning and professional development. Additionally, having access to relevant data and analytics is crucial for making informed decisions.”

  1. What are the most common people issues that the company faces?

This question aims to understand the candidate’s awareness of typical HR challenges and their ability to address them.

Sample answer: 

“In my experience, common people issues companies face include talent retention, managing workplace conflicts, and ensuring continuous learning and development opportunities. Addressing these requires a combination of proactive strategies and responsive measures.”

  1. What is the level of involvement for HRBPs in the company?

This question seeks to understand the candidate’s perception of the HRBP role’s significance within an organization.

Sample answer:

“In companies I’ve worked with, HRBPs play a pivotal role. They act as a bridge between the HR department and other business units, ensuring alignment of people strategies with business goals. Their involvement ranges from strategic planning to addressing day-to-day employee concerns.”

  1. What type of clients have you supported in the past?

This question aims to gauge the candidate’s versatility and experience in dealing with different internal stakeholders.

Sample answer: 

“I’ve supported a diverse range of clients, from tech teams in fast-paced startups to sales and marketing departments in established corporations. This range has equipped me with the versatility to understand varied departmental needs and dynamics.”

  1. How do you handle a relationship with a tough leader/client?

This question seeks to understand the candidate’s interpersonal skills and their approach to challenging relationships.

Sample answer: 

“Handling a relationship with a tough leader or client requires patience, active listening, and open communication. I strive to understand their perspective, establish mutual respect, and find common ground. Regular check-ins and feedback sessions also help in navigating such relationships.”

  1. Provide an example of how you handled a complex HR/ER problem at another company.

This question aims to gauge the candidate’s problem-solving skills and their experience in handling intricate HR issues.

Sample answer: 

“At a previous company, we faced a challenge with workplace harassment allegations. I immediately initiated a thorough investigation, ensuring confidentiality and fairness. Post-investigation, we conducted workshops on workplace behavior and revised our policies to prevent such incidents in the future.”

  1. How would you approach the “x” problem?

This question seeks to understand the candidate’s approach to hypothetical or specific challenges.

Sample answer: 

“Approaching the ‘x’ problem would require a systematic assessment of its root causes. I’d gather data, seek feedback, and collaborate with relevant stakeholders. Based on the insights, I’d develop a targeted strategy, ensuring regular monitoring and adjustments as needed.”

  1. Tell me about previous projects you have worked on while in HR.

This question aims to understand the candidate’s practical experience and their contributions to HR projects.

Sample answer:

“One notable project I led was the redesign of our performance appraisal system. We moved from an annual review to a continuous feedback model, incorporating 360-degree feedback and goal-setting sessions. This shift resulted in increased employee satisfaction and more actionable feedback.”

The above questions are not only directly sourced from real-life hiring managers, but also have been tried and tested in real-world scenarios, ensuring you get the insights you need to make informed hiring decisions. 

With this resource in hand, you can approach interviews with confidence, knowing you’re equipped with the tools to identify the best talent for your company. 

Let the next chapter of your hiring journey begin with clarity and precision.

The post 58+ real-life interview questions for HR roles with sample answers appeared first on Recruiting Resources: How to Recruit and Hire Better.

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5 real-life Insurance Broker interview questions https://resources.workable.com/insurance-broker-interview-questions Tue, 10 Oct 2023 13:26:38 +0000 https://resources.workable.com/?p=91224 These Insurance Broker interview questions are directly sourced from real hiring managers and they are ready to use. Make sure that you are interviewing the best insurance broker candidates. Sign up for Workable’s 15-day free trial to hire better, faster. 5 good Insurance Broker interview questions How much did you sell at your previous firm and how […]

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These Insurance Broker interview questions are directly sourced from real hiring managers and they are ready to use.

insurance agent interview questions

Make sure that you are interviewing the best insurance broker candidates. Sign up for Workable’s 15-day free trial to hire better, faster.

5 good Insurance Broker interview questions

  1. How much did you sell at your previous firm and how much do you project to sell this year?
  2. Do you specialize in a line of business? If so, which one(s)?
  3. Do you currently have a book of business in play?
  4. How much have you produced in terms of sales?
  5. Can you give us a market insight?

Here are 5 essential interview questions with sample answers to help you identify the best candidates for this role.

1. How much did you sell at your previous firm and how much do you project to sell this year?

This question assesses past performance and future goals.

Sample answer

“Last year, I sold policies worth $1 million at my previous firm. Given the opportunities here, I project to sell around $1.5 million this year.”

2. Do you specialize in a line of business? If so, which one(s)?

Specializations can cater to specific client needs.

Sample answer

“Yes, I specialize in health and life insurance. I’ve found that focusing on these lines allows me to provide more tailored solutions to clients.”

3. Do you currently have a book of business in play?

This gauges the broker’s current client base.

Sample answer

“Yes, I have an active book of business with a mix of long-term clients and newer ones I’ve acquired over the past year.”

4. How much have you produced in terms of sales?

Understanding past sales gives insight into the broker’s performance.

Sample answer

“Over the past five years, I’ve produced sales totaling around $5 million, with consistent growth year over year.”

5. Can you give us a market insight?

This tests the broker’s knowledge of current market trends.

Sample answer

“Certainly. With the recent health crisis, there’s been a surge in demand for health insurance policies, especially those covering critical illnesses. It’s essential to stay updated with such trends to cater to client needs.”

What does a good Insurance Broker candidate look like?

An ideal Insurance Broker candidate should have a strong track record of sales, a deep understanding of insurance products, and the ability to build and maintain client relationships. They should be proactive, knowledgeable about market trends, and possess excellent communication skills to explain complex policies in simple terms.

Red flags

Be wary of candidates who lack knowledge about current market trends or seem unfamiliar with basic insurance products. A lack of enthusiasm for building client relationships or an overemphasis on hard selling without understanding client needs can also be concerning.

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Employment agreement policy template https://resources.workable.com/employment-agreement-policy Mon, 09 Oct 2023 14:31:26 +0000 https://resources.workable.com/?p=91215 A standardized employment agreement policy assists HR professionals in ensuring consistency, clarity, and legal compliance across all employment contracts. It streamlines the hiring process, reduces ambiguities, and fosters a transparent working relationship between the employer and the employee. What is the employment agreement policy? These agreements are essential in setting clear expectations, defining roles and […]

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A standardized employment agreement policy assists HR professionals in ensuring consistency, clarity, and legal compliance across all employment contracts. It streamlines the hiring process, reduces ambiguities, and fosters a transparent working relationship between the employer and the employee.

What is the employment agreement policy?

These agreements are essential in setting clear expectations, defining roles and responsibilities, and protecting the rights of both parties. By having a standardized policy, your organization ensures that all employment agreements are consistent, fair, and in line with organizational values and legal requirements.

An employment agreement policy should include:

  • A clear description of the employee’s job duties and responsibilities
  • Details about compensation, including salary, bonuses, and benefits
  • Information about employee benefits, such as health insurance, retirement plans, and paid time off
  • Provisions for terminating the employment relationship, including notice periods, severance pay, and non-compete clauses

Is there a difference between an employment agreement and an employment contract?

An employment agreement and an employment contract are terms that often get used interchangeably, yet they carry different implications and are utilized distinctly in various global contexts. 

The term employment agreement, predominantly used in the U.S., generally refers to a broader, sometimes informal understanding between employer and employee, which may or may not be legally binding. 

Conversely, employment contract is a term more common in European countries and Canada, typically referring to a formal, legally binding document that meticulously outlines the terms and conditions of employment, including specific job responsibilities, duration, compensation, and other pertinent terms.

Step-by-step instructions for writing your own employment agreement policy

  1. Review existing policies and agreements: Start by reviewing your organization’s current policies and agreements related to employment, including offer letters, contracts, and handbooks. Identify any gaps or areas that need clarification.
  2. Define job duties and responsibilities: Clearly outline the employee’s job duties and responsibilities. This section should provide a detailed description of the employee’s role, including specific tasks and expectations.
  3. Determine compensation and benefits: Outline the employee’s compensation package, including salary, bonuses, and benefits. Provide details about health insurance, retirement plans, and other perks.
  4. Establish termination procedures: Explain how the employment relationship can be terminated, including notice periods, severance pay, and non-compete clauses. Be sure to include provisions for both voluntary and involuntary termination.
  5. Include confidentiality and non-disclosure agreements: If appropriate, include provisions that protect your organization’s confidential information and intellectual property.
  6. Review and revise: Once you have drafted the policy, review it carefully and make any necessary revisions. Seek input from legal counsel and other relevant stakeholders.
  1. Implement and communicate: Once the policy is finalized, implement it immediately and communicate it clearly to all employees. Make sure everyone understands their rights and responsibilities under the new policy.

Employment agreement policy template

[Organization Name] 

Employment Agreement Policy

1. Brief & purpose

This policy outlines the terms and conditions of employment for [Organization Name] employees. It is designed to provide a clear understanding of the expectations and responsibilities of both the employee and the organization, and to establish a positive and productive work environment.

2. Job duties and responsibilities

The following job duties and responsibilities apply to all [Organization Name] employees:

  • Position description: Each employee shall have a clear understanding of their position description, including specific job duties and responsibilities. This information shall be provided to the employee upon hiring and updated as necessary.
  • Performance expectations: The organization shall establish performance expectations for each position, including measurable goals and objectives. Employees are expected to meet or exceed these performance expectations to maintain their employment status.
  • Work schedule: Employees shall adhere to a regular work schedule, unless otherwise approved by management. The organization reserves the right to modify work schedules as needed to meet business needs.
  • Job requirements: Employees are expected to perform their job duties in accordance with established policies, procedures, and standards. They must also comply with any applicable laws, regulations, and industry standards.
  • Professional development: The organization encourages professional development and may provide opportunities for training, education, and career advancement. Employees are expected to take advantage of these opportunities to enhance their skills and knowledge.
  • Collaboration: Employees are expected to collaborate with colleagues, departments, and other stakeholders to achieve organizational goals and objectives. They must foster a positive and respectful work environment that promotes teamwork, open communication, and mutual respect.
  • Compliance: Employees must comply with all organizational policies, procedures, and guidelines, as well as any applicable laws, regulations, and industry standards. They must immediately report any violations or suspected violations to their supervisor or HR representative.
  • Confidentiality: Employees must maintain confidentiality regarding sensitive information, including client data, financial reports, and trade secrets. They shall not disclose such information to unauthorized individuals or entities without prior written consent from the organization.
  • Intellectual property: Employees agree to assign all intellectual property rights to the organization for any inventions, designs, patents, copyrights, trademarks, or trade secrets developed during their employment. They shall not claim ownership or compensation for such intellectual property.
  • Return of property: Upon termination of employment, employees must return all organizational property, including equipment, software, documents, and confidential information. They shall also delete any confidential information stored on personal devices or cloud storage services.
  • Non-Compete clause: For a period of [X] years after termination, employees agree not to engage in any activity that is in competition with the organization’s business. This includes starting a competing business, working for a competitor, or soliciting clients or employees.
  • Dispute resolution: Any disputes arising from this policy shall be resolved through binding arbitration, in accordance with the rules of the American Arbitration Association. The parties agree to share equally in the costs of arbitration.

3. Compensation and benefits

Salary: The employee shall receive a salary of $X per year, paid in equal installments on the last day of each month.

Bonuses: The employee may be eligible for bonuses based on individual or company performance. Any bonuses will be paid in accordance with the organization’s bonus policy.

Benefits: The employee shall be entitled to the following benefits:

  • Health insurance: The organization will pay 80% of the premium cost for health insurance coverage for the employee and their dependents.
  • Retirement plan: The organization will contribute 4% of the employee’s salary to a retirement plan, subject to a maximum contribution of $X per year.
  • Paid time off: The employee shall be entitled to X days of paid vacation per year, plus X days of sick leave per year.
  • Other perks: The organization will provide X other perks, such as gym membership, free parking, and a flexible work schedule.

4. Termination procedures

  • Notice periods: The employee must provide at least X weeks’ written notice prior to terminating their employment with the organization.
  • Severance pay: In the event of involuntary termination, the organization will pay severance pay to the employee equal to X weeks’ salary.
  • Non-compete clauses: For a period of X years after termination, the employee agrees not to engage in any activity that is in competition with the organization’s business.

5. Confidentiality and non-disclosure agreements

The employee acknowledges that they have access to confidential information and intellectual property belonging to the organization. They agree to keep this information confidential and not disclose it to anyone without the organization’s prior written consent.

6. Review and revision

This policy may be reviewed and revised from time to time by the organization, and the employee will be notified of any changes.

7. Implementation and communication

This policy is effective immediately and supersedes all previous policies related to employment agreements. The organization will communicate this policy to all employees and ensure that everyone understands their rights and responsibilities under the new policy.

8. Governing law

This policy shall be governed by and construed in accordance with the laws of [State/Province].

9. Entire agreement

This policy constitutes the entire agreement between the employee and the organization regarding employment terms and conditions. No other agreements, representations, or warranties have been made.

10. Amendments

This policy may be amended from time to time by the organization, and the employee will be notified of any changes.

By signing below, the employee acknowledges that they have read, understood, and agreed to the terms and conditions outlined in this policy.

Employee signature: ________________________________ Date: _______________________________

Organization signature: ______________________________ Date: ______________________________

Disclaimer: This policy template is meant to provide general guidelines and should be used as a reference. It may not take into account all relevant local, state or federal laws and is not a legal document. Neither the author nor Workable will assume any legal liability that may arise from the use of this policy.

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7 real-life staff accountant interview questions https://resources.workable.com/staff-accountant-interview-questions Mon, 09 Oct 2023 12:22:26 +0000 https://resources.workable.com/?p=91214 These staff accountant interview questions are directly sourced from real hiring managers and they are ready to use. Make sure that you are interviewing the best staff accountant candidates. Sign up for Workable’s 15-day free trial to hire better, faster. 7 good staff accountant interview questions What do you do to ensure accounting accuracy? If you’re doing […]

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These staff accountant interview questions are directly sourced from real hiring managers and they are ready to use.

accountant interview questions

Make sure that you are interviewing the best staff accountant candidates. Sign up for Workable’s 15-day free trial to hire better, faster.

7 good staff accountant interview questions

  1. What do you do to ensure accounting accuracy?
  2. If you’re doing a physical inventory account and you find a big difference, what do you do?
  3. What documentation do you use when sending invoices?
  4. How have you ensured accuracy in your work?
  5. How do you manage multiple tasks when an important deadline is approaching?
  6. What was your favorite high school course?
  7. Are you comfortable using technology on the job?

Here are 7 essential interview questions with sample answers to help you identify the best candidates for this role.

1. What do you do to ensure accounting accuracy?

Ensuring accuracy is fundamental in accounting.

Sample answer

“I consistently double-check my entries and use accounting software that has built-in error detection. Additionally, I stay updated with accounting standards and guidelines to ensure compliance.”

2. If you’re doing a physical inventory account and you find a big difference, what do you do?

Handling discrepancies is a common challenge in accounting.

Sample answer

“I would first recheck the count. If the discrepancy remains, I’d review recent transactions, check for documentation errors, and consult with the inventory team to identify any potential oversights.”

3. What documentation do you use when sending invoices?

Proper documentation ensures clarity in transactions.

Sample answer:

“I use detailed invoices that include item descriptions, quantities, prices, terms of payment, and the client’s purchase order number. I also attach any supporting documents, like delivery receipts or contracts, for reference.”

4. How have you ensured accuracy in your work?

Accuracy is paramount in accounting roles.

Sample answer

“I always reconcile accounts regularly, use automated tools for error detection, and maintain a checklist for monthly closing processes to ensure no steps are missed.”

5. How do you manage multiple tasks when an important deadline is approaching?

Time management skills are crucial in accounting roles.

Sample answer

“I prioritize tasks based on their urgency and importance. I also break down larger tasks into manageable steps and set specific milestones. If needed, I’ll seek assistance or delegate to ensure timely completion.”

6. What was your favorite high school course?

This question provides insight into a candidate’s background and interests.

Sample answer:

“I enjoyed Mathematics the most. It challenged me to think critically and solve problems, skills I use daily as an accountant.”

7. Are you comfortable using technology on the job?

Modern accounting relies heavily on technology.

Sample answer

“Absolutely. I’m proficient in various accounting software like QuickBooks and Excel. I believe leveraging technology streamlines processes and enhances accuracy.”

What does a good Staff Accountant candidate look like?

A strong Staff Accountant candidate should have a keen eye for detail, be well-versed in accounting principles, and possess excellent analytical skills. They should be comfortable using accounting software and have a proactive approach to problem-solving. Good communication skills, both written and verbal, are also essential to convey financial information clearly.

Red flags

Beware of candidates who lack a systematic approach to tasks or are unfamiliar with basic accounting software. A reluctance to adapt to new technology or methods can also be concerning. Additionally, if a candidate seems unsure about basic accounting principles or lacks problem-solving skills, they might not be the right fit.

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5 real-life junior account manager interview questions https://resources.workable.com/junior-account-manager-interview-questions Mon, 09 Oct 2023 11:51:38 +0000 https://resources.workable.com/?p=91213 These Junior Account Manager interview questions are directly sourced from real hiring managers and they are ready to use. Make sure that you are interviewing the best junior account manager candidates. Sign up for Workable’s 15-day free trial to hire better, faster. 5 good junior account manager interview questions Discuss a time when you performed an analysis […]

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These Junior Account Manager interview questions are directly sourced from real hiring managers and they are ready to use.

account-manager

Make sure that you are interviewing the best junior account manager candidates. Sign up for Workable’s 15-day free trial to hire better, faster.

5 good junior account manager interview questions

  1. Discuss a time when you performed an analysis and it was incorrect. What did you do to correct it and what did you learn?
  2. Imagine you need additional resources to deliver a project to a client. How would you go about sourcing them?
  3. Tell me about a complex problem you faced and the solution you proposed. What alternatives did you consider?
  4. How quickly do you make decisions? How do you do it? Do you prefer thinking things through carefully before making a decision or acting on instinct?
  5. What is critical to maintaining a strong client relationship?

Here are 5 essential interview questions with sample answers to help you identify the best candidates for this role.

1. Discuss a time when you performed an analysis and it was incorrect. What did you do to correct it and what did you learn?

Understanding mistakes and learning from them is crucial.

Sample answer

“Once, I misinterpreted client feedback, leading to an incorrect analysis. When I realized the error, I immediately informed my supervisor, corrected it, and presented the revised analysis. I learned the importance of double-checking and seeking clarification when unsure.”

2. Imagine you need additional resources to deliver a project to a client. How would you go about sourcing them?

Resource management is a key aspect of the role.

Sample answer

“I’d first identify the specific resources needed, then check internally if they’re available. If not, I’d discuss with my supervisor about outsourcing or reallocating resources from other projects, ensuring timely delivery without compromising quality.”

3. Tell me about a complex problem you faced and the solution you proposed. What alternatives did you consider?

Problem-solving skills are essential.

Sample answer

“A client was unhappy with our initial proposal. I analyzed their feedback, proposed a revised strategy, and considered alternative solutions like bringing in a specialist or using a different platform. The revised strategy was well-received.”

4. How quickly do you make decisions? How do you do it? Do you prefer thinking things through carefully before making a decision or acting on instinct?

Decision-making style can impact client relationships.

Sample answer

“I prefer a balanced approach. For critical decisions, I take time to analyze and think things through. However, in fast-paced situations, I trust my instincts while ensuring I have enough information.”

5.  What is critical to maintaining a strong client relationship?

Client relationships are the backbone of the role.

Sample answer

“Clear communication, understanding their needs, delivering on promises, and being proactive in addressing concerns are critical. Regular check-ins and feedback sessions also help in strengthening the relationship.”

What does a good Junior Account Manager candidate look like?

A strong Junior Account Manager candidate should possess excellent communication skills, a proactive approach to problem-solving, and the ability to manage resources efficiently. They should demonstrate a keen understanding of client needs, be adaptable, and show a willingness to learn and grow within the role.

Red flags

Be cautious of candidates who avoid discussing mistakes or show an inability to adapt to changing client needs. A lack of emphasis on clear communication or not valuing client relationships can also be concerning. Additionally, if a candidate seems indecisive or lacks confidence in decision-making, it might indicate potential challenges in the role.

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New employee forms https://resources.workable.com/new-employee-forms Fri, 06 Oct 2023 15:32:56 +0000 https://resources.workable.com/?p=91203 As an HR professional, you understand the importance of having the necessary paperwork in place when onboarding new employees. This is not just a template that you can easily download. We will provide you with a complete set of templates for all the crucial new employee forms, along with valuable tips to streamline your onboarding […]

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As an HR professional, you understand the importance of having the necessary paperwork in place when onboarding new employees.

This is not just a template that you can easily download. We will provide you with a complete set of templates for all the crucial new employee forms, along with valuable tips to streamline your onboarding process. Let’s dive in!

What are new employee forms?

New employee forms are a collection of documents that are filled out by new hires during the onboarding process. These forms serve multiple purposes, including:

1. Compliance

New employee forms ensure that your organization complies with federal and state regulations regarding employment eligibility, taxation, and reporting.

2. Information Gathering

These forms collect essential information about the new employee, such as personal details, emergency contacts, and demographic data.

3. Policy acknowledgment

New employee forms include acknowledgments for company policies, employee handbooks, and benefits information.

4. Documentation

Forms like the Form I-9 and W-4 verify the employee’s eligibility to work in the United States and determine the correct amount of federal income tax withholding.

By having new employees complete these forms, you can establish a solid foundation for their employment journey and ensure a smooth onboarding process.

New Employee forms

Now let’s explore the various new employee forms that are essential for a seamless onboarding process. Each form serves a specific purpose and contributes to the overall compliance and efficiency of your HR operations. Feel free to use the provided links to download the templates and adapt them to your organization’s requirements.

Employment Eligibility Verification (Form I-9)

The Form I-9, also known as the Employment Eligibility Verification, is a crucial document for verifying a new employee’s identity and eligibility to work in the United States. This form is required by the U.S. Citizenship and Immigration Services (USCIS) and must be completed by the employee within three days of their employment start date. As an HR professional, it is your responsibility to ensure that the employee provides the necessary identification documents and that the form is properly completed. You can download the Form I-9 template here.

Federal Withholding Form (W-4)

The W-4 form is used to determine the correct amount of federal income tax to withhold from an employee’s paycheck. It is crucial for HR professionals to provide new employees with this form and ensure that it is completed accurately. The information provided on the W-4 form helps employers calculate the correct withholding amount and ensures compliance with federal tax regulations. You can download the W-4 template here.

State Tax Withholding Forms

In addition to federal taxes, some states require employees to complete state tax withholding forms. These forms help determine the correct amount of state income tax to withhold from an employee’s paycheck. To ensure compliance, it is essential to familiarize yourself with the specific requirements of your state and provide the relevant state tax withholding forms to your new employees. You can find state-specific tax withholding forms on the IRS website.

Statement of Prior Federal Service (SF-144)

The SF-144 form, also known as the Statement of Prior Federal Service, is required for employees with prior federal service. It helps determine retirement benefits and other entitlements based on their previous federal employment. HR professionals should provide this form to new employees who have previously worked for the federal government. You can download the SF-144 template here.

Employee Address Form

The Employee Address Form is specific to Bureau of Labor Statistics (BLS) new employees. It collects essential contact information to ensure effective communication and accurate record-keeping. HR professionals working in the BLS should provide this form to new hires for address verification and contact details. You can download the Employee Address Form template here.

Fast Start Direct Deposit (FMS-2231)

The Fast Start Direct Deposit form is used to set up direct deposit for an employee’s salary. Direct deposit offers convenience for both employees and employers, eliminating the need for physical checks and ensuring timely payments. HR professionals should provide this form to new hires to facilitate the direct deposit process. You can download the Fast Start Direct Deposit template here.

Emergency Information (DL1-65)

The Emergency Information form collects important contact details for an employee’s emergency contacts. It is crucial for HR professionals to have this information on file in case of any emergencies or unforeseen circumstances. HR professionals should provide this form to new employees to ensure the safety and well-being of everyone in the organization. You can download the Emergency Information template here.

Self-Identification of Disability (SF-256)

The SF-256 form, also known as the Self-Identification of Disability form, allows employees to voluntarily disclose their disability status. This information helps organizations track and monitor diversity and inclusion efforts. HR professionals should provide this form to new employees to ensure equal opportunities and accommodations. You can download the Self-Identification of Disability template here.

Ethnicity and Race Identification (SF-181)

The SF-181 form, also known as the Ethnicity and Race Identification form, collects data on an employee’s ethnicity and race. This information is used for statistical purposes to ensure equal employment opportunities and diversity in the workplace. HR professionals should provide this form to new employees to promote inclusivity and track diversity initiatives. You can download the Ethnicity and Race Identification template here.

Appointment of Affidavits (SF-61)

The SF-61 form, also known as the Appointment of Affidavits, is used to appoint individuals authorized to administer oaths or affirmations. HR professionals should provide this form to new employees who may be required to administer oaths or affirmations as part of their job duties. You can download the Appointment of Affidavits template here.

Previous Investigations Check (PIC) (DL1-7007)

The DL1-7007 form, also known as the Previous Investigations Check (PIC), is used to verify whether a new employee has previously undergone any background investigations. HR professionals should provide this form to new hires to gather information about their previous investigations, ensuring transparency and compliance. You can download the Previous Investigations Check (PIC) template here.

Declaration for Federal Employment (OF-306)

The OF-306 form, also known as the Declaration for Federal Employment, collects information about an employee’s suitability for federal employment. HR professionals should provide this form to new employees to gather information related to their background, conduct, and fitness for federal employment. You can download the Declaration for Federal Employment template here.

Remember, these forms are crucial for compliance, information gathering, and policy acknowledgment.

By using our policy templates and following our tips, you can save time and effort while ensuring a smooth onboarding experience for your new hires. 

Disclaimer: This policy template is meant to provide general guidelines and should be used as a reference. It may not take into account all relevant local, state or federal laws and is not a legal document. Neither the author nor Workable will assume any legal liability that may arise from the use of this policy.

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LGBT Great Careers: a new path to inclusivity and success https://resources.workable.com/backstage-at-workable/introducing-lgbt-great-careers-a-new-pathway-to-inclusivity-and-success Tue, 10 Oct 2023 15:14:46 +0000 https://resources.workable.com/?p=91205 LGBT Great Careers is the latest branded job board built by Workable. This platform empowers members of LGBT Great to post and find jobs with a focus on diversity, inclusion, and opportunity. In addition to the awareness training, mentorship and thought leadership that LGBT has provided to their 50+ member organizations, now they’re providing the […]

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LGBT Great Careers is the latest branded job board built by Workable. This platform empowers members of LGBT Great to post and find jobs with a focus on diversity, inclusion, and opportunity.

In addition to the awareness training, mentorship and thought leadership that LGBT has provided to their 50+ member organizations, now they’re providing the tools for great companies and great candidates to connect.

  • Job posting: Members can easily post job openings, ensuring that their opportunities reach an engaged and relevant audience.
  • Seamless application: Anyone can apply for positions directly through the platform, streamlining the job-seeking process.
  • Empowering LGBTQ+ talent: Powered by workable, but owned and operated by LGBT Great, this new job board becomes a safe space for LGBTQ+ and ally jobseekers to connect with employers who prioritize diversity and inclusion.

Diversity is a catalyst for innovation and growth. By providing a dedicated job board, LGBT Great empowers their members to pursue their career aspirations at companies that prioritize a supportive and inclusive environment. We believe that the most successful organizations are those that champion diversity and actively seek diverse talent.

At Workable, we’re proud to be your ally in this initiative. LGBT Great Careers is just one more step on our journey towards a more inclusive world. Join us in making a difference, one opportunity at a time. LGBT Great Careers is now available.

If you’re part of an association that wants to provide value to members while building a new revenue stream, talk to us about getting your own branded job board.

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UK workers want clarity and growth, not a hard day’s night https://resources.workable.com/stories-and-insights/uk-workers-want-clarity-and-growth Thu, 05 Oct 2023 20:40:54 +0000 https://resources.workable.com/?p=91189 What’s happening in the seemingly ever-shifting UK job market right now? We have data for you on what’s most important to workers in a job right now and how that’s changed since 2021. Top 3 takeaways Job clarity is more important now, up to 22.5% from 16.8% two years ago Career advancement is growing as […]

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What’s happening in the seemingly ever-shifting UK job market right now? We have data for you on what’s most important to workers in a job right now and how that’s changed since 2021.

What do UK workers want now?

Our Great Discontent 2.0 survey report contains a wealth of data revealing how employee priorities in the UK have changed since 2021. Learn more here.

View the report highlights

Top 3 takeaways

  1. Job clarity is more important now, up to 22.5% from 16.8% two years ago
  2. Career advancement is growing as a job attractor from 28.3% to 37.8%
  3. Compensation is still the top consideration for a job across all scenarios

You can’t have a thriving garden if you don’t give your flowers the opportunity to blossom and your plants to grow.

Such is the same when it comes to running a business. Career growth is climbing in importance for UK workers when they’re thinking about applying for (and accepting) a new job opportunity.

According to our new survey in 2023, 37.8% of UK workers considered this a significant factor in what they’d find attractive about a new job, up 9.5 points from 2021.

Clear as the daytime sky

Also growing in importance is clarity about job expectations and responsibilities. That’s cited as a major decision factor for 22.5% of all UK workers in 2023, up from 16.8% two years ago.

This suggests greater dissonance in the workplace over the last few years leading to worker frustration about what they’re expected to do in the jobs they’re hired to do. And moreover, the increased uncertainty in the overall social and political fabric specifically in the United Kingdom (thanks to Brexit, prime minister turnover, and of course, COVID-19), and it’s understandable that a UK-based worker will find clarity in their job to be refreshing. At least something is clear!

Show them the money – and then some

Even with all of that, compensation still reigns supreme. Be it in the form of salary, perks, or benefits, what a worker gets in exchange for their work is number one in the list of job attractors in the UK with 68.8% citing that as a deciding factor in a career move. That’s only down slightly from 70.1% in 2021.

That’s not much of a change, right? Wrong. For those workers who are actively looking, we asked them why they’re actively looking. There’s a huge increase in active jobseekers citing more money as a reason – 66.4% now compared with 53.5% in 2021. That’s a phenomenal 12.9-point increase.

But tangibility doesn’t mean everything. Those actively in the hunt for new work are also putting greater value on “meaning” in their job – 23.1% cite that as a priority in 2023, up from 16.6% in 2021.

Workers today want clarity in their work, and they want to feel like their work means something to them. Add greater compensation and the three top-growing priorities are very clear in the mind of those working in the UK.

What can you do?

1. Promote the opportunity of the work

As career growth grows in importance, employers should promote the real value of working for them – in short: if you work with us, you’ve got a bright future.

This can be demonstrated by showcasing longer-tenured employees and their accomplishments, the strong company history, and a pipeline of future projects.

2. Highlight clarity and meaning of the job

In a world of seemingly unrelenting change, the least an employer can offer is stability and clarity in the job itself. And make it really mean something.

Ensure that your job expectations, responsibilities, and overall OKRs crystal clear from the get-go, and promote the value of the work beyond mere pounds.

3. Keep your salaries competitive

Compensation remains key. Employers should ensure their compensation packages remain competitive, encompassing not just salary but also benefits and perks.

This can demonstrate a company’s commitment to rewarding new employees who sign up for the long haul.

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8 real-life Chief Revenue Officer (CRO) interview questions https://resources.workable.com/chief-revenue-officer-cro-interview-questions Thu, 05 Oct 2023 12:38:41 +0000 https://resources.workable.com/?p=91188 These Chief Revenue Officer interview questions are directly sourced from real hiring managers and they are ready to use. Make sure that you are interviewing the best Chief Revenue Officer candidates. Sign up for Workable’s 15-day free trial to hire better, faster. 8 good CRO interview questions How would you run an annual planning process? […]

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These Chief Revenue Officer interview questions are directly sourced from real hiring managers and they are ready to use.

sales interview questions

Make sure that you are interviewing the best Chief Revenue Officer candidates. Sign up for Workable’s 15-day free trial to hire better, faster.

8 good CRO interview questions

  1. How would you run an annual planning process?
  2. What forecast process would you implement here?
  3. What KPIs do you rely on when managing a business?
  4. What sales methodology do you follow?
  5. What strategies have you implemented that have successfully decreased churn and/or increased existing customer expansion?
  6. How do you best enforce collaboration between sales and customer success?
  7. How have you successfully aligned sales and marketing in prior roles?
  8. What needs to be included in the Sales Rules of Engagement?

Here are 8 essential interview questions with sample answers to help you identify the best candidates for this role.

1. How would you run an annual planning process?

This question gauges the candidate’s strategic planning capabilities.

Sample answer

“I start by reviewing the previous year’s performance metrics, then gather input from key stakeholders. Based on this, I set clear revenue goals, allocate resources, and outline strategies to achieve these targets.”

2. What forecast process would you implement here?

Understanding forecasting methods is crucial for revenue predictions.

Sample answer

“I’d implement a rolling forecast approach, updated monthly. This allows for real-time adjustments based on market changes and provides a more accurate revenue prediction.”

3. What KPIs do you rely on when managing a business?

KPIs provide insights into business performance.

Sample answer

“I focus on Monthly Recurring Revenue (MRR), Customer Acquisition Cost (CAC), Lifetime Value (LTV), and churn rate. These metrics offer a comprehensive view of revenue health.”

4. What sales methodology do you follow?

Different sales methodologies suit different businesses.

Sample answer

“I’ve found success with the Challenger Sale methodology, focusing on teaching, tailoring, and taking control of the sales process.”

5. What strategies have you implemented that have successfully decreased churn and/or increased existing customer expansion?

Customer retention is as vital as acquisition.

Sample answer

“I introduced a post-sale customer success team dedicated to onboarding and training, ensuring clients derive maximum value from our product, leading to increased renewals and upsells.”

6. How do you best enforce collaboration between sales and customer success?

Seamless collaboration ensures customer satisfaction.

Sample answer:

“I hold joint meetings and set shared goals. This fosters a unified approach where both teams are invested in customer success.”

7. How have you successfully aligned sales and marketing in prior roles?

Alignment ensures consistent messaging and efficient lead conversion.

Sample answer

“I initiated regular sync-up meetings, co-created content strategies, and established a feedback loop, ensuring both teams were aligned in their efforts.”

8. What needs to be included in the Sales Rules of Engagement?

Clear rules prevent internal conflicts and ensure focus.

Sample answer

“The rules should define lead ownership, territory divisions, conflict resolution processes, and guidelines for pricing and discounting.”

What does a good CRO candidate look like?

An ideal CRO candidate should have a proven track record of driving revenue growth, expertise in sales methodologies, and the ability to align multiple teams towards a common goal. They should be data-driven, possess strong leadership skills, and have experience in both customer acquisition and retention strategies.

Red flags

Beware of candidates who lack a clear strategy for aligning sales and marketing or don’t emphasize the importance of customer success in revenue generation. A CRO who doesn’t rely on data for decision-making or lacks experience in diverse industries might not be adaptable to changing market dynamics.

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5 real-life compensation and benefits manager interview questions https://resources.workable.com/compensation-and-benefits-manager-interview-questions Thu, 05 Oct 2023 12:06:51 +0000 https://resources.workable.com/?p=91187 These compensation and benefits manager interview questions are directly sourced from real hiring managers and they are ready to use. Make sure that you are interviewing the best compensation and benefits manager candidates. Sign up for Workable’s 15-day free trial to hire better, faster. 5 good compensation and benefits manager interview questions Have you had […]

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These compensation and benefits manager interview questions are directly sourced from real hiring managers and they are ready to use.

Compensation Analyst interview questions

Make sure that you are interviewing the best compensation and benefits manager candidates. Sign up for Workable’s 15-day free trial to hire better, faster.

5 good compensation and benefits manager interview questions

  1. Have you had experience presenting to a board’s compensation committee in a public company?
  2. Can you share your experience implementing benefits and creating structures for smaller companies?
  3. How have you demonstrated management capabilities, both with people and vendors, in larger organizations?
  4. For smaller companies, have you had more hands-on experiences?
  5. Do you have specific experience with 401(k) plans, as our company has particular needs in that area?

Here are 5 essential interview questions with sample answers to help you identify the best candidates for this role.

1. Have you had experience presenting to a board’s compensation committee in a public company?

Engaging with a board’s compensation committee is a vital aspect of the role in larger, public companies.

Sample answer

“Yes, I’ve presented to the compensation committee multiple times in my previous role at XYZ Corp. I provided insights on market trends, proposed compensation structures, and ensured our packages were competitive and aligned with company goals.”

2. Can you share your experience implementing benefits and creating structures for smaller companies?

Smaller companies often require more tailored benefits structures due to budget constraints and unique needs.

Sample answer

“At ABC Start-up, I designed a flexible benefits program that allowed employees to choose the benefits most relevant to them, ensuring satisfaction while staying within our budget.”

3. How have you demonstrated management capabilities, both with people and vendors, in larger organizations?

Managing both internal teams and external vendors is crucial for this role.

Sample answer

“In my role at DEF Ltd., I led a team of five and oversaw relationships with multiple vendors. I ensured timely reviews, negotiations, and managed any conflicts or issues that arose, ensuring smooth operations.”

4. For smaller companies, have you had more hands-on experiences?

Smaller companies often require a more hands-on approach due to limited resources.

Sample answer

“Absolutely. At GHI Tech, I was directly involved in every aspect of the compensation and benefits process, from designing to implementing and even addressing individual employee queries.”

5. Do you have specific experience with 401(k) plans, as our company has particular needs in that area?

401(k) plans are a significant component of employee benefits in many U.S. companies.

Sample answer

“Yes, I’ve managed 401(k) plans at both large and small companies. I’ve worked closely with plan providers, ensured compliance, and conducted regular employee education sessions about maximizing their benefits.”

What does a good compensation and benefits manager candidate look like?

An ideal candidate for this role should possess a deep understanding of compensation and benefits structures across various company sizes. They should be adept at data analysis, negotiations, and have a track record of designing competitive packages that align with business goals. Strong communication skills, especially when presenting to senior stakeholders, and a hands-on approach, especially in smaller companies, are also essential.

Red flags

Watch out for candidates who lack experience with diverse company sizes or specific benefits like 401(k) plans if that’s crucial for your organization. A lack of strategic vision or an over-reliance on one-size-fits-all solutions can also be concerning. Additionally, poor communication skills or a lack of confidence when discussing presentations to senior stakeholders might indicate potential challenges in the role.

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Employment short term disability pregnancy policy template https://resources.workable.com/employment-short-term-disability-pregnancy-policy-template Wed, 04 Oct 2023 16:14:03 +0000 https://resources.workable.com/?p=91172 Having a clear and comprehensive short-term disability pregnancy policy template in place is invaluable for HR professionals. It provides a standardized framework, ensuring consistent support for pregnant employees facing health challenges. This not only safeguards the organization legally but also enhances employee morale and trust, knowing their well-being is a priority. What is an employment […]

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Having a clear and comprehensive short-term disability pregnancy policy template in place is invaluable for HR professionals. It provides a standardized framework, ensuring consistent support for pregnant employees facing health challenges.

This not only safeguards the organization legally but also enhances employee morale and trust, knowing their well-being is a priority.

What is an employment short term disability pregnancy policy

An employment short-term disability pregnancy policy is designed to support employees who experience medical complications during their pregnancy, which prevent them from performing their regular job duties.

This policy ensures that affected employees receive a portion of their regular income during their medically necessitated absence. It’s distinct from regular maternity leave, focusing specifically on unforeseen health challenges related to pregnancy.

By having such a policy, organizations demonstrate a commitment to the well-being of their employees, ensuring they can focus on their health without the added stress of financial insecurity.

A short-term disability pregnancy policy should include:

  1. Eligibility criteria: Clear guidelines on who qualifies for the benefit.
  2. Duration of benefits: The maximum period an employee can avail of the short-term disability.
  3. Compensation details: Percentage of regular income provided during the leave.
  4. Documentation requirements: Medical certifications or documents needed to avail the benefit.

Is there a difference between maternity leave and short-term disability?

There’s a significant difference. Maternity leave is a predetermined leave period provided to mothers around the time of childbirth or adoption, allowing them to care for their newborn or newly adopted child.

Short-term disability due to pregnancy, on the other hand, is specifically for complications arising during pregnancy that prevent an employee from working. It’s not about the act of childbirth itself but about medical challenges that might arise during pregnancy.

Step by step instructions on how to write a short-term disability pregnancy policy

1. Research and understand laws

Familiarize yourself with federal and state laws related to short-term disability and pregnancy.

2. Define eligibility

Determine which employees qualify, considering factors like tenure.

3. Determine benefit duration

Decide the maximum duration for which the benefit can be availed.

4. Set compensation percentage

Decide what portion of the employee’s salary will be provided during the leave.

5. List documentation requirements

Specify what medical proofs or certifications are needed.

6. Consult legal counsel

Before finalizing, ensure the policy is compliant with all relevant laws.

7. Communicate the policy

Once drafted, communicate the policy to all employees and provide training to HR on its implementation.

Short-term disability pregnancy policy template

Brief & Purpose

At [Organization Name], we understand the unpredictability of health challenges during pregnancy. This policy aims to provide a safety net for our employees, ensuring they can prioritize their health without the added stress of job security or financial instability.

By offering this support, we aim to foster a compassionate work environment where employees feel valued and cared for during critical life events.

Eligibility

All full-time employees of [Organization Name] are eligible for short-term disability leave due to pregnancy complications, provided they have been with the organization for a minimum of 12 months.

This duration ensures that employees have a reasonable tenure with the company, reflecting our commitment to both newer and long-standing team members.

Duration

The standard duration for short-term disability leave due to pregnancy complications is up to 12 weeks. However, we recognize that every individual’s health situation is unique. If an employee requires an extended period of leave beyond the initial 12 weeks, they can request an extension.

This request will be considered based on the medical certification provided and the nature of the complications.

Compensation

During the short-term disability leave, employees will be compensated at 70% of their regular salary. This compensation rate ensures that employees can manage their financial obligations while focusing on their health. The rate has been determined keeping in mind a balance between organizational sustainability and employee welfare.

Documentation

To avail of the short-term disability leave, employees must provide a medical certificate from a licensed healthcare provider. This certificate should detail:

The specific nature of the pregnancy complication.
The anticipated duration of the disability.
Any treatments or interventions prescribed.

This documentation ensures transparency and helps the HR department make informed decisions regarding the leave request.

Procedure

1. Immediate Notification
As soon as an employee becomes aware of a pregnancy-related complication that may require leave, they should notify the HR department. Early notification allows for smoother transitions and planning.

2. Submission of medical documentation
Employees must submit the required medical certificate to HR. This documentation will serve as the basis for the leave approval.

3. HR review
The HR department will review the submitted documents, verify the eligibility criteria, and then approve or decline the leave request.

4. Regular check-ins
During the leave period, employees might be required to check in regularly with HR. This ensures the organization stays updated on the employee’s health status and any potential changes to the leave duration.

5. Return to work
Before resuming their duties, employees may need to provide a fitness certificate from their healthcare provider. This ensures they are fit to return to work and that there’s no risk to their health.

Disclaimer: This policy template is meant to provide general guidelines and should be used as a reference. It may not take into account all relevant local, state or federal laws and is not a legal document. Neither the author nor Workable will assume any legal liability that may arise from the use of this policy.

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AI skills in the workplace: what hiring teams should look for now https://resources.workable.com/stories-and-insights/ai-skills-in-the-workplace Wed, 04 Oct 2023 16:10:25 +0000 https://resources.workable.com/?p=91165 The topic of artificial intelligence (AI) seems to be everywhere, and with that comes the demand to hire individuals that can help organizations enter the fray to leverage these tools effectively to stay competitive. However, as organizations seek skilled employees to assist their organizations in properly incorporating AI tools into their operating environments, the types […]

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The topic of artificial intelligence (AI) seems to be everywhere, and with that comes the demand to hire individuals that can help organizations enter the fray to leverage these tools effectively to stay competitive.

However, as organizations seek skilled employees to assist their organizations in properly incorporating AI tools into their operating environments, the types of skills and employees needed are broader than one might think. AI is not a single monolith.

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There are many tools, categories, and branches of AI which an organization can leverage to solve problems.

As a result, understanding the job to be done and the types of AI tools that exist is an essential prerequisite to help organizations identify the right skills they may need to support their goals.

In fact, a recent survey on AI in the workplace and higher education indicated that understanding the nuances and different capabilities around AI is an opportunity area.

There are several different skill areas that organizations can look into on a global basis that will help staff their teams to support the wave of advancements that companies can benefit from with the AI boom. Let’s look at those now.

1. Data science and programming

Two almost universal skill areas that organizations need to invest in if they want to leverage AI capabilities are in data science and programming, and foundationally these skill areas come from having good mathematical backgrounds.

Data science skills

Ultimately, the majority of AI models are consuming and responding to data in some way shape or form. The stimuli, data format and consumption pattern of the AI model may differ, but the output of AI decisions and responses depend on data.

Individuals skilled in data science, and the principles behind it, are essential to identifying and implementing the right kinds of methods to solve organizational problems using AI.

Programming skills

Equally important are individuals that are skilled in programming languages that support AI such as Python, Julia, and R. To build tools suited to solving the problems organizations have, there is a need for skilled programmers to build and enhance these tools to be aligned to the organization’s goals and consumer’s needs.

Although several off the shelf AI tools and programs can potentially be incorporated into an organization’s infrastructure through application programming interfaces (APIs), many organizations find having talented in-house programmers remains important to customize output and results to match organizational needs.

As organizations specify the type of AI branch or approach they want to lean on to solve their problems, this may require the organization to specify the types of specializations they want their data science and programming talent to be versed in (i.e. machine learning, neural networks, pattern recognition, etc.), but the general need for data science and programming resources will be consistent.

2. UX/UI and front-end developers

Data science and programming resources are essential in creating working AI tools and algorithms that help solve the problems an organization may have, but they are only one part of the equation of getting these tools in the hands of employees or customers to achieve their intended results.

To do this organizations need skilled employees that are well versed in UI/UX design and front-end developers that can bring these designs to life.

UX/UI design skills

Although it may be a benefit to have UX/UI designers that understand coding and programming in some organizations, this is not essential when searching for skilled UX/UI designers.

Additionally, when looking for the best UX/UI resources to support the implementation of AI into your customer or employee-facing tools it is also important to recognize the difference between UX (product effectiveness to solve the job to be done) and UI (product aesthetics to guide digital user behaviors) skills as both are needed to create the most effective synergy between AI tool and intended user outcome.

Front-end developer skills

To get the designs of UX/UI resources into the hands of users it is important to have front-end developers. In a sense, the data scientists and programmers that create the AI models and tools could be considered the back-end development team.

Front-end developers, on the other hand, are experts in using web applications or similar tools to bring the design principles and back-end AI code into a format that works for general-user consumption.

Although both of these roles and skill set areas may not get as much focus as compared to AI programming and data science roles, they will be an essential part of incorporating AI tools and products effectively into the customer experience. This could influence adoption rates and product sustainability long term.

3. Skills to support adoption and effectiveness of AI tools

Two things that stand out concerning AI are:

  1. The goal of AI is to use tools to replicate human-like behavior and thoughts
  2. AI represents a large change for how we will approach work and tasks in the future

With these concepts in mind, it shouldn’t be surprising that skills in these areas are also helpful to organizations that are looking to leverage AI into their infrastructure.

Given that AI tries to replicate components of the human experience, individuals that are balanced in critical thinking, verbal, linguistic, and problem-solving skills are needed. In fact, some organizations are specifically looking for individuals that have strong writing skills and experience interacting with AI tools to support their organizational efforts.

Organizations should keep a keen eye out for those who understand human behavior and can interact with AI tools effectively, as skills in these areas can assess the value and/or get the most out of AI applications.

Change and adaptability skills

The incorporation of AI into our lives and the workplace also represents a big change for many, and there is some trepidation around this. To offset these fears organizations may also seek talent that is well-versed in change management principles.

The best fusion of AI into the job environment is to use it to unlock the talent of our human capital to focus more on complex and engaging tasks for them and leveraging AI as a peer that can remove roadblocks from reaching this state by having AI run through time-consuming or staid activities.

Experts in change management can help organizational cultures pivot to an adoptive rather than adversarial stance with the implementation of AI and so resources in this area should be considered.

Skills in critical thinking, linguistic, and change management areas may not be top of mind for many employers as they seek to leverage AI into their companies; however, organizations that look at skills that go beyond the functional aspects of just building AI protocols and algorithms may find they have a competitive advantage over others.

AI-relevant skills will continue to evolve

The conversation around the impact and level of disruption that AI will cause continues to evolve, but if there is one absolute truth about AI, it is this: AI will change the way we work and how much time we spend on certain functions over others.

Because of this, the modern organization needs to prepare for these changes by looking at skill-set needs on a holistic basis that focuses on implementing AI, but also critically, on the responsible use and adoption of these tools to meet organizational goals and results to improve productivity and products.

Marc Booker, Ph.D., is Vice Provost of Strategy at the University of Phoenix. 

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8 real-life CHRO interview questions https://resources.workable.com/chro-interview-questions Wed, 04 Oct 2023 13:48:48 +0000 https://resources.workable.com/?p=91163 These CHRO interview questions are directly sourced from real hiring managers and they are ready to use. Make sure that you are interviewing the best CHRO candidates. Sign up for Workable’s 15-day free trial to hire better, faster. 8 good CHRO interview questions What does “culture” mean? How have you measured company culture in the past? […]

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These CHRO interview questions are directly sourced from real hiring managers and they are ready to use.

vp of hr interview questions

Make sure that you are interviewing the best CHRO candidates. Sign up for Workable’s 15-day free trial to hire better, faster.

8 good CHRO interview questions

  1. What does “culture” mean?
  2. How have you measured company culture in the past?
  3. Do we have a differentiated culture?
  4. How many cultures do you see our company representing?
  5. What should be HR’s top priority at this company?
  6. What are your top three people initiatives for the year?
  7. Discuss your relationship with the CEO and other members of the executive team.
  8. Give me an example of when you had to comply with a policy that you didn’t agree with.

Here are 8 essential interview questions with sample answers to help you identify the best candidates for this role.

1. What does “culture” mean?

Culture refers to the shared values, beliefs, and practices within an organization.

Sample answer

“To me, ‘culture’ signifies the collective mindset and behaviors of an organization. It’s the unwritten code that guides how employees interact, make decisions, and approach their work.”

2. How have you measured company culture in the past?

Understanding the metrics and methods used to gauge culture can provide insights into a CHRO’s approach.

Sample answer

“I’ve used a combination of employee engagement surveys, feedback sessions, and attrition rates to measure company culture. These tools help identify areas of strength and opportunities for improvement.”

3. Do we have a differentiated culture?

This question assesses the candidate’s perception of the company’s unique cultural attributes.

Sample answer

“From my observations, your company has a culture that emphasizes innovation and collaboration, setting it apart from many traditional firms.”

4. How many cultures do you see our company representing?

This question delves into the candidate’s understanding of diversity and inclusion.

Sample answer

“While the company has a unified organizational culture, it’s evident that there’s a rich tapestry of sub-cultures representing various departments, geographies, and backgrounds.”

5. What should be HR’s top priority at this company?

Understanding the candidate’s vision for HR’s role can be telling.

Sample answer

“HR’s top priority should be aligning talent management strategies with business goals, ensuring that the company has the right people in the right roles to drive growth.”

6. What are your top three people initiatives for the year?

This question seeks to understand the candidate’s strategic priorities.

Sample answer

“My top three initiatives would be enhancing leadership development programs, implementing a more robust diversity and inclusion strategy, and optimizing talent acquisition processes.”

7. Discuss your relationship with the CEO and other members of the executive team.

The CHRO’s relationship with top executives is crucial for HR’s success.

Sample answer:

“I’ve always maintained a collaborative relationship with CEOs and executive teams, ensuring that HR’s strategies align with overall business objectives and that we’re addressing leadership’s primary concerns.”

8. Give me an example of when you had to comply with a policy that you didn’t agree with.

This question tests the candidate’s adaptability and professionalism.

Sample answer

“At a previous company, there was a hiring freeze policy I didn’t agree with. However, I understood the financial rationale behind it and worked within those constraints, focusing on internal talent development.”

What does a good CHRO candidate look like?

A standout CHRO candidate is more than just an experienced HR professional. They are strategic visionaries who understand the intricate balance between business objectives and human capital. A strong CHRO candidate will have a proven track record of aligning HR initiatives with business goals, driving organizational change, and fostering a culture of continuous learning and innovation. They should be adept at leveraging data analytics to make informed decisions and predict future HR trends.

In terms of interpersonal skills, an ideal CHRO will be an exceptional communicator, able to articulate complex HR strategies to other members of the executive team and ensure that these strategies resonate throughout all levels of the organization. Their leadership style should be both empathetic and decisive, recognizing the value of diverse perspectives while also being able to make tough decisions when necessary.

Furthermore, given the evolving nature of the workplace, a top-tier CHRO candidate should demonstrate a commitment to diversity, equity, and inclusion. They should have experience implementing D&I initiatives and show a genuine passion for creating an inclusive work environment where all employees feel valued and heard.

Lastly, their relationship with other executives, especially the CEO, is crucial. A good CHRO will have experience collaborating closely with executive peers, acting as both a sounding board and a strategic partner. They should be seen as a trusted advisor, someone who brings a unique, people-focused perspective to high-level business discussions.

Red flags

Lack of strategic vision: If a candidate focuses solely on tactical HR tasks without discussing broader strategic initiatives, it might indicate a lack of experience or vision necessary for a CHRO role.

Poor communication skills: A CHRO needs to communicate complex ideas clearly. If they struggle to articulate their thoughts during the interview or don’t engage effectively with different stakeholders, it’s a concern.

No emphasis on data: Modern CHROs leverage data to make informed decisions. A lack of familiarity or emphasis on HR analytics can be a significant gap.

Limited D&I experience: In today’s globalized world, a CHRO without a strong background in diversity and inclusion initiatives might not be equipped to handle the complexities of a diverse workforce.

Overemphasis on past achievements: While past successes are essential, a candidate who doesn’t show a forward-thinking mindset or a willingness to adapt to new challenges might struggle in a dynamic business environment.

Tense past executive relationships: If a candidate hints at strained relationships with past CEOs or executive teams, it might indicate potential collaboration issues in the future.

When considering a CHRO candidate, it’s essential to look beyond their resume and assess their vision, adaptability, and how they approach the ever-evolving challenges in the HR landscape.

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7 real-life talent acquisition specialist interview questions https://resources.workable.com/talent-acquisition-specialist-interview-questions Tue, 03 Oct 2023 14:58:50 +0000 https://resources.workable.com/?p=91161 These talent acquisition specialist interview questions are directly sourced from real hiring managers and they are ready to use. Make sure that you are interviewing the best talent acquisition specialist candidates. Sign up for Workable’s 15-day free trial to hire better, faster. 7 good talent acquisition specialist interview questions In your opinion, what are some of […]

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These talent acquisition specialist interview questions are directly sourced from real hiring managers and they are ready to use.

hr officer interview questions

Make sure that you are interviewing the best talent acquisition specialist candidates. Sign up for Workable’s 15-day free trial to hire better, faster.

7 good talent acquisition specialist interview questions

  1. In your opinion, what are some of the ways in which our company can find better candidates?
  2. Can you explain the steps of your talent acquisition process?
  3. With regard to the most recent job you filled, how did you identify the best candidates?
  4. What skills have you developed that make you a great talent acquisition specialist?
  5. How did you get into talent acquisition?
  6. How would your previous employer describe you?
  7. Why do you want to work for our company?

Here are 7 essential interview questions with sample answers to help you identify the best candidates for this role.

1. In your opinion, what are some of the ways in which our company can find better candidates?

This question seeks to understand the candidate’s innovative approaches to sourcing top talent and their ability to tailor strategies to specific company needs.

Sample answer:

“In my opinion, leveraging employee referrals, attending industry-specific networking events, and utilizing advanced AI-driven recruitment tools can significantly improve the quality of candidates. Tailoring job descriptions to be more inclusive can also attract a diverse talent pool.”

2. Can you explain the steps of your talent acquisition process?

This question aims to gauge the candidate’s systematic approach to recruitment and their understanding of the entire hiring lifecycle.

Sample answer

“Certainly! My process begins with understanding the job requirements, followed by sourcing candidates through various channels. I then screen resumes, conduct initial interviews, and coordinate with hiring managers for further rounds. After final interviews, I assist in the offer process and onboarding.”

3. With regard to the most recent job you filled, how did you identify the best candidates?

This question delves into the candidate’s recent experience and their ability to discern quality candidates from the pool.

Sample answer

“For the recent role, I focused on candidates with specific technical skills. I used a combination of behavioral and situational interviews to gauge their expertise and cultural fit. Feedback from team interactions also played a crucial role in the final decision.”

4. What skills have you developed that make you a great talent acquisition specialist?

This question assesses the candidate’s self-awareness and the value they bring to the role.

Sample answer

“Over the years, I’ve honed my skills in active listening, negotiation, and data-driven decision-making. My ability to build strong relationships with both candidates and hiring managers sets me apart.”

5. How did you get into talent acquisition?

This question provides insight into the candidate’s passion and journey into the recruitment field.

Sample answer

“I started in HR and was always drawn to the recruitment side. The thrill of matching the right candidate with the perfect role and seeing them thrive is what led me to specialize in talent acquisition.”

6. How would your previous employer describe you?

This question evaluates the candidate’s self-perception and their impact on previous roles.

Sample answer

“My previous employer would describe me as a proactive, results-driven professional who always goes the extra mile to find the best fit for the company.”

7. Why do you want to work for our company?

This question determines the candidate’s motivation and alignment with the company’s values and goals.

Sample answer

“I’ve always admired your company’s commitment to innovation and diversity. I believe my skills and experience align well with your values, and I’m excited about the opportunity to contribute to your growth.”

What does a good talent acquisition specialist candidate look like?

A stellar Talent Acquisition Specialist is not just adept at sourcing and interviewing but also understands the company’s culture, values, and long-term goals. They are proactive, data-driven, and possess excellent interpersonal skills to build strong relationships.

Red flags

Over-reliance on traditional methods: If a candidate solely depends on traditional recruitment methods like job boards and doesn’t leverage modern tools like LinkedIn, AI-driven platforms, or social media, they might not be keeping up with the evolving recruitment landscape.

Lack of metrics or data-driven insights: If a Talent Acquisition Specialist doesn’t measure their success with metrics like time-to-hire, quality of hire, or candidate experience, they might not be as results-oriented as the role demands.

Inconsistent communication: If there are inconsistencies in what they say during the interview or between interviews, or if they cannot clearly communicate their processes and strategies, it’s a sign of potential communication issues down the line.

No adaptability to feedback: A candidate who seems defensive or unwilling to adapt to feedback during hypothetical scenarios might struggle with real-time feedback in a team setting.

Lack of passion for the role: If a candidate seems more focused on the perks of the job rather than the core responsibilities or doesn’t display enthusiasm for talent acquisition, they might not be genuinely invested in the role.

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How to launch your first ever HR podcast https://resources.workable.com/tutorial/launch-your-first-hr-podcast Tue, 03 Oct 2023 12:14:50 +0000 https://resources.workable.com/?p=91130 HR podcasts provide a convenient platform for HR professionals and business leaders to stay updated on the latest trends, best practices, and innovations in the human resources field. By featuring expert interviews, case studies, and discussions, these podcasts offer valuable insights and practical advice, aiding in the continuous development and enhancement of HR strategies. If […]

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HR podcasts provide a convenient platform for HR professionals and business leaders to stay updated on the latest trends, best practices, and innovations in the human resources field.

By featuring expert interviews, case studies, and discussions, these podcasts offer valuable insights and practical advice, aiding in the continuous development and enhancement of HR strategies.

If this is your first time in the podcast world, this insightful guide is for you to start your own podcast.

What are podcasts?

Podcasts are a collection of audio programs usually gathered in large streaming applications like Apple Podcasts, Spotify Podcasts, Google Podcasts (to be part of Youtube Music in 2024), etc. You can easily explore, download and listen at your own convenience.

It’s like the Netflix of radio. You can listen to podcasts while driving, at work, at home, during workouts, and practically anywhere. There’s a saying: “If you can Google it, there’s a podcast about it.”

For the tech-savvy, a podcast is defined as a digital audio file available on the internet for download to a computer or portable device, typically available on demand, and its updates can be automatically received by subscribers.

Podcasting began primarily as an independent way for individuals to convey their message and create a community of like-minded people, similar to the logic behind social media. This still holds true, but today it has been integrated into more sectors due to its recognized value.

You can find individual podcasts, corporate podcasts, radio podcasts, TV station podcasts, fiction podcasts, podcasts by actors, comedians, narrators, religious podcasts, and many more. There’s no predefined length, format, style, production level, or any other constraint.

A podcast is essentially a series of audio episodes. These episodes are audio files stored on a podcast hosting company.

Another great thing about podcasts is that you can subscribe to them for free, making it easy to get notifications (via your favorite podcast app) when new episodes are released. As of September 2023, there are currently 3.02 million podcasts.

Why should you create your own HR podcast?

If you aim to promote your business a step further, or if you simply wish to share your ideas in Human Resources with a dedicated audience, then you already know the answer. But here are some benefits of creating your own podcast:

  • You don’t need to be a renowned content creator or have a blog to become a successful podcaster
  • A podcast is an excellent way to build an audience from scratch and establish yourself as an authority in your field, sharing your knowledge and perspectives
    Podcasts are gaining traction worldwide because they’re easily consumable
  • Most podcasts are free. You have the freedom to produce them, and your listeners have the freedom to tune in.
  • One of the best aspects of podcasting is the close connection you forge with your audience. Your listeners will spend 30 minutes or more with you at a time of their choosing. In today’s era, where social media has captured all our attention, this level of engagement is quite rare, allowing you to delve deep into the topics you choose

Search for your podcast’s topic

Choosing the best HR topic depends on your objectives, audience, and the current needs or challenges of your organization or industry. Here’s a step-by-step guide to help you make an informed decision:

1. Identify your objective
Are you looking to educate, inform, address a specific challenge, or drive organizational change? Your objective will guide your topic selection.

2. Know your audience
Understand who you’re addressing. Are they entry-level employees, managers, C-suite executives, potential clients or other HR pros? Different audiences have different needs and interests.

3. Assess current challenges
What are the pressing issues in your organization or industry? Topics addressing these challenges will be more relevant and engaging.

4. Stay updated
Keep abreast of global HR trends, emerging technologies, and changes in labor laws. This will help you choose topics that are timely and relevant.

5. Feedback and surveys
Regularly gather feedback from your audience. Surveys can help identify areas of interest or concern.

6. Analyze data
Use HR analytics and metrics to identify areas that need attention. For instance, if employee turnover is high, topics related to retention strategies might be pertinent.

7. Consider expertise
If you’re bringing in external speakers or HR experts, consider their specific areas of expertise and how it aligns with your audience’s needs.

8. Diversity of topics
Ensure a mix of strategic, operational, and soft-skill topics to cater to a broad spectrum of interests.

9. Relevance to business goal
Choose topics that align with the company’s broader objectives. For instance, if the company is expanding globally, topics related to managing diverse teams or global HR practices might be apt.

10. Review past content
If you’ve covered HR topics before, assess which ones were well-received and why. This can give insights into audience preferences.

HR podcast

What equipment do you need for your first HR podcast?

You’ve decided on your topic, you’ve prepared a script to guide you during recording, and now you need to choose the right equipment.
The options for equipment are countless, as you can imagine, and it depends on the budget you’ve set.

The most easy-to-use equipment is already in your pocket, your mobile phone. Most mobile phones nowadays support very good recording quality.

You should be in a very quiet place and make sure to speak directly to the source but please… not too close. Maintain a distance of about a palm’s length to avoid problems with the sound. In the end, transfer the file to your computer for editing.

The next best option, and the one we recommend for beginners, is a USB microphone, which you can connect either to your computer, laptop, or even your mobile with the appropriate adapter.

Choose a cardioid microphone, which absorbs more sound from the front while limiting sounds coming from behind it.

The third option you have is to invest in a professional microphone with XLR connectivity. This type allows you to connect it to a mixer, which you also need to purchase, offering real-time intervention capabilities.

You can also connect a second microphone to the mixer and conduct live interviews.

Interviews are easier with a mixer, but you can do the same job with USB microphones.

The difference is that XLR-connected microphones offer better sound quality and performance.

How do you record and edit your podcast?

The best way to have control over your recording is to use a good software that will also give you the ability to further edit, such as increasing or decreasing the sound, cutting, adding music, etc.

There are very good programs in the field, some more demanding and some easier. If you want to invest in a subscription program, you can check out Adobe Audition, while if you’re looking for an easy and free solution, you can check out Audacity. There are very helpful videos available for all of them that can train you to use the basic tools useful for your podcast.

If you need to have the best sound quality by exporting your file in .wav format, you may not be able to upload it to the Host that will distribute your podcast to streaming applications as they all set a limit on the file size, whether you are on a paid plan or free.

Therefore, it might be wiser if your .wav is not accepted to go directly to .mp3, which is a compressed sound format, but will slightly affect the quality.

How do you upload your podcast?

And then comes this wonderful moment when, after creating the first episode of your show, you need to find a way to upload it.

You don’t need to manually upload your podcast to each of the dozens of streaming platforms out there.

A host can do it for you and take care of distributing it to streaming apps. When choosing a host, you have many options.

There are many hosts – with free plans – to help you distribute your podcast. We can mention Spreaker, Anchor/Spotify, and Buzzsprout.

As your podcast grows, you may need to upgrade your plan on these applications and may need to pay a monthly subscription.

What is an RSS Feed?

There are two ways someone can listen to your episodes. The first is from your RSS Feed. The second is from a streaming application (Apple Podcasts, Google Podcasts, Spotify, etc.) where you will also need to indicate your RSS Feed to be able to claim them and have access to statistics, followers, and other useful information.

So, what is an RSS Feed in simple terms?

An RSS Feed is a tool that provides updates from websites, including new podcast episodes. For podcasts, the RSS Feed contains essential details like the title, description, and episode links. Streaming platforms like Spotify and Apple Podcasts use this feed to automatically update your content.

Instead of manually creating an RSS Feed, which can be complex, many podcast hosting platforms like Spotify/Anchor and Buzzsprout automatically generate one for you. If you host your podcast on your website, you can create a local RSS Feed, though it’s not recommended for beginners.

HR podcast 3

How do I promote my HR podcast?

Most Hosts will create a webpage for you with the basic information about your podcast and will automatically add the streaming platforms where your show is available.

This webpage could be your mini site to promote it on social media.

In general, there are dozens of things you can do to promote your podcast. Let’s look at a few for starters:

  • If you have the capability, create your own site or a new subdomain for your podcast where all your work will be organized, and the way someone can listen to you.
  • In the beginning, to start having listeners, rely on your own HR network. Share your episodes on your social media accounts (Facebook, Twitter, LinkedIn, TikTok) so that those interested can listen to your shows.
  • Create pages or profiles for your podcast, which you will update frequently (the frequency varies, but you can schedule 2-3 posts a week regardless of whether you release a new episode).
  • A post could be the announcement of your new episode, an audio snippet, or a quote you can highlight from your show.
  • Use Canva to create visually appealing covers for your show and for each episode separately. You can get ideas for posts through the ready-made templates it offers.
  • Network with others who do the same subject. Follow their podcasts and declare your presence on their profiles to have the opportunity to be promoted to new audiences.
    Create a nice trailer that you will select from the host as the show’s trailer and will appear higher compared to your new episodes.
  • Pay attention to the vocabulary you use. Choose keywords that accurately describe your subject matter and philosophy and make sure to repeat them in the descriptions of the episodes and your posts.
  • Write short texts that arise from the interviews or what you say in your Podcast and promote them on blogs asking to keep the link to your podcast.
  • Contact online list owners with top podcasts and ask them to listen to your work.
  • Of course, maintain a regular frequency in publishing your episodes to increase your credibility with your listeners.

Now you have the info you need to get started on creating a successful HR podcast. If you have a team, it may be faster to execute all the steps, but you can manage the whole process alone as well.

The best advice here is obvious: just begin and learn as you go.

Happy podcasting!

The post How to launch your first ever HR podcast appeared first on Recruiting Resources: How to Recruit and Hire Better.

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7 real-life head of people operations interview questions https://resources.workable.com/head-of-people-operations-interview-questions Wed, 04 Oct 2023 12:20:19 +0000 https://resources.workable.com/?p=91162 These head of people operations interview questions are directly sourced from real hiring managers and they are ready to use. Make sure that you are interviewing the best head of people operations candidates. Sign up for Workable’s 15-day free trial to hire better, faster. 7 good head of people operations interview questions In your previous role, […]

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These head of people operations interview questions are directly sourced from real hiring managers and they are ready to use.

hr-manager

Make sure that you are interviewing the best head of people operations candidates. Sign up for Workable’s 15-day free trial to hire better, faster.

7 good head of people operations interview questions

  1. In your previous role, how did you support change within the organization?
  2. We have a unique company culture. How do we keep our culture at scale?
  3. What metrics do you measure in recruitment analytics?
  4. How do you avoid micromanaging your team?
  5. What are your top three people initiatives for the year?
  6. Why did you leave your prior company?
  7. Tell me about your experience in previous roles.

Here are 7 essential interview questions with sample answers to help you identify the best candidates for this role.

1. In your previous role, how did you support change within the organization?

Supporting change within an organization is a complex task that requires strategic planning and effective communication.

Sample answer

“In my previous role, I initiated a series of town hall meetings to communicate the reasons for the change and its benefits. I also established a feedback loop where employees could voice their concerns and suggestions, ensuring everyone felt heard and involved.”

2. We have a unique company culture. How do we keep our culture at scale?

Maintaining a company’s unique culture while scaling is challenging but essential for long-term success.

Sample answer

“To preserve our unique culture, I would focus on clear communication of our core values, invest in leadership training to ensure consistency in management styles, and regularly gather feedback from employees to make necessary adjustments.”

3. What metrics do you measure in recruitment analytics?

Recruitment analytics provide insights into the effectiveness of the hiring process and help in making data-driven decisions.

Sample answer

“I prioritize metrics like time-to-hire, quality of hire, candidate experience, and source of hire. These metrics offer a comprehensive view of our recruitment process’s efficiency and effectiveness.”

4. How do you avoid micromanaging your team?

Micromanagement can stifle creativity and reduce employee morale.

Sample answer

“I believe in empowering my team by setting clear expectations and providing them with the necessary resources. Regular check-ins and feedback sessions help in understanding their challenges and ensuring they are on the right track without being overly intrusive.”

5. What are your top three people initiatives for the year?

People initiatives are strategies aimed at enhancing employee experience and organizational growth.

Sample answer:

“My top three initiatives would be implementing a comprehensive employee wellness program, enhancing our diversity and inclusion efforts, and setting up a mentorship program to foster growth and development.”

6. Why did you leave your prior company?

This question seeks to understand the candidate’s motivations and potential red flags.

Sample answer

“I left my previous company because I was looking for new challenges and opportunities to grow. While I learned a lot there, I felt it was time to step out of my comfort zone and contribute to a different organization.”

7. Tell me about your experience in previous roles.

This question delves into the candidate’s professional journey and accomplishments.

Sample answer

“I have over a decade of experience in people operations, starting as an HR executive and gradually moving up the ranks. In my last role, I successfully led a team of 20 HR professionals, implemented new HR tech solutions, and reduced employee turnover by 15%.”

What does a good head of people operations candidate look like?

A competent Head of People Operations candidate possesses a blend of strategic thinking, excellent communication skills, and a deep understanding of organizational dynamics. They should demonstrate a proven track record of driving change, fostering a positive work culture, and leveraging data to make informed decisions.

Their approach should be people-centric, ensuring that employees feel valued and supported.

Red flags

When interviewing for a head of people operations, several red flags can indicate potential issues. Be wary of candidates who provide vague or inconsistent answers, as this might hint at dishonesty or a lack of clarity about their experience. If they struggle to give specific examples of their past work, they might be exaggerating their qualifications.

A focus on administrative tasks over strategic initiatives can suggest a lack of leadership vision. Avoid candidates who dodge discussions about past challenges or mistakes, as this could indicate an inability to learn from experiences.

It’s concerning if they’re unaware of current HR trends or show poor listening skills. A lack of questions about the company might hint at disinterest, while consistent negativity about previous roles can raise questions about their professionalism.

Ignoring the importance of diversity and inclusion or being defensive when receiving feedback are also significant concerns. It’s crucial to assess not just their qualifications but also their interpersonal skills and alignment with company values.

The post 7 real-life head of people operations interview questions appeared first on Recruiting Resources: How to Recruit and Hire Better.

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Don’t rock the boat: stable and secure is the way to float https://resources.workable.com/stories-and-insights/dont-rock-the-boat-stable-and-secure-is-the-way-to-float Tue, 03 Oct 2023 12:30:28 +0000 https://resources.workable.com/?p=91114 What’s happening in the evolving US job market right now? We have data for you on what’s most important to workers in a job right now and how that’s changed since 2021. Top 3 takeaways Job security is more important now, up to 38.6% from 32.1% two years ago Career advancement is growing as a […]

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What’s happening in the evolving US job market right now? We have data for you on what’s most important to workers in a job right now and how that’s changed since 2021.

What do US workers want now?

Our Great Discontent 2.0 survey report contains a wealth of data revealing how employee priorities in the US have changed since 2021. Learn more here.

View the report highlights

Top 3 takeaways

  1. Job security is more important now, up to 38.6% from 32.1% two years ago
  2. Career advancement is growing as a job attractor from 15.8% to 22%
  3. Compensation is still the top consideration for a job across all scenarios

Job security is always important, of course – people need to put food on the table and to pay their bills, so they’re reliant on that employer-employee arrangement where they provide their services in exchange for compensation. It’s the basic structure of labor.

Naturally, it would follow that one side of that equation would have leverage over the other. One may have a luxury of choice that the other may not have. In the last few years, we saw employees exercise their leverage by pushing for higher salaries, more flexible working arrangements, and better working conditions.

But now, things have shifted again. Job security is growing in importance for US workers when evaluating the value of a new job. In 2021, 32.1% considered job security as a significant factor in what they’d find attractive about a new opportunity – and this climbed to 38.6% in 2023.

This suggests a desire for stability and predictability among workers who are rattled by the weird chaos of the post-pandemic economy. Workers now want to be able to count on a reliable income stream for the foreseeable future.

The percentage of workers looking to move to another job overall is also dropping. Why fix what ain’t broke, right? When workers would rather stick with something they already have rather than go into the wild blue yonder looking for new roles, that suggests they’re valuing stability over opportunity. It’s another effect of the uncertain times we’re living in right now.

What else is growing in importance for workers who are looking for new opportunities? Career advancement. In 2021, 15.8% of workers in the US considered this a major factor in changing jobs – that’s since climbed to 22%.

But it’s still mostly about the money

Money still talks. No matter how you look at it, compensation in the form of salary, perks, and benefits is still the top priority for all workers regardless of the situation they’re in – whether they’re looking, whether they’re staying in their current job, or anything else.

Comp is also growing in terms of attractiveness when potential candidates are being wooed to a new job – from 62.2% in 2021 to 68.9% now.

Interestingly, we asked active jobseekers why they’re looking for a new opportunity, and we found that compensation dropped in terms of importance from 63.4% in 2021 to 58.5% now. What’s growing in importance for those who decide to start looking for a new job are, yes, career advancement opportunities and meaningfulness of work (25% now compared with 20.8% two years ago).

Job security in itself is valued hugely – that much is clear. And compensation is part of that security – when a worker gets paid more, that’s security in the form of personal finance.

Even a focus on career advancement can be indirectly related to workers’ desire for greater security – people don’t want to be just mercenaries brought in to do a specific job with an end date to that job. They want to flourish, grow, and evolve in their existing role. They want to be invested for the long haul.

Today’s workers are looking beyond the financial aspects of a job, seeking roles that offer intrinsic satisfaction. Plus security and stability, too.

What can you do?

1. Promote job security

As job security grows in importance, employers should communicate the stability of their organization and roles during the recruitment process.

You can demonstrate this by showcasing a strong company history, financial stability, and a reliable pipeline of future projects. Your careers page is a great opportunity to show off all this stuff about you.

2. Highlight growth opportunities

With career advancement becoming more important to workers, employers should highlight opportunities for career growth in their organizations.

This can be communicated by promoting examples of career progression within the company, mentoring programs, and opportunities for ongoing professional development. Again, put this in your careers page in the form of employee testimonials and workplace videos.

3. Keep your salaries competitive

Despite the growth in importance of job security and career advancement, compensation remains key. Ensure ensure your compensation packages remain competitive, encompassing not just salary but also benefits and perks.

This can demonstrate your commitment to rewarding and retaining your employees – leading to a happier and more productive workforce in the end.

The post Don’t rock the boat: stable and secure is the way to float appeared first on Recruiting Resources: How to Recruit and Hire Better.

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66.7% of US workers love the flexibility of flexible schedules https://resources.workable.com/stories-and-insights/long-term-flexwork Tue, 17 Oct 2023 15:31:27 +0000 https://resources.workable.com/?p=91342 What’s happening in the evolving US job market right now? We have data for you on the top benefits of remote work and flexible schedules for workers in a job right now and how that’s changed since 2021. Top 3 takeaways Work-life integration is growing as a major benefit of flexwork – up to 52.8% […]

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What’s happening in the evolving US job market right now? We have data for you on the top benefits of remote work and flexible schedules for workers in a job right now and how that’s changed since 2021.

What do US workers want now?

Our Great Discontent 2.0 survey report contains a wealth of data revealing how employee priorities in the US have changed since 2021. Learn more here.

View the report highlights

Top 3 takeaways

  1. Work-life integration is growing as a major benefit of flexwork – up to 52.8% and 66.7% from 39.7% and 55.8% for flexible location and flexible schedules respectively
  2. Saving time and money increasing as a benefit to 45.8% from 33.5%
  3. Productivity another bonus on the rise, to 48.6% from 39.4%

Both the first Great Discontent survey from 2021 and this one in 2023 bring pretty clear insights: workers aren’t only readily adapting to remote work and flexible schedules, but also recognizing the unique advantages that these have over on-location and set schedules.

What we’ve learned now is that, in the two years of experience in these setups between the two surveys, some benefits are rising to the surface and others have sunken to the depths.

The growing benefits of remote work

What remains at the top in terms of benefits associated with remote work is the ability to integrate personal and professional priorities – described to us as “work-life integration” by one-time SmartBug Media CEO Ryan Malone in 2020. In this case, more than half of all US workers (52.8%) in the new survey cited that as a major benefit of remote work – up 13.1 points from 39.7% in 2021.

Another huge benefit is how much time workers get back in the day if they’re working remotely. For one, they don’t have to commute – and that’s also a fast-growing benefit of WFH, with 45.8% of workers calling that a major perk now compared with 33.5% in 2021.

The growing benefits of flexible schedules

Workers are also finding benefits in not being required to adhere to the traditional 9-to-5 (or 7-to-3, or 11-to-7, or what have you) grind. The ability to balance personal and professional priorities again takes center stage for workers with flexible schedules, with 66.7% calling that a major benefit in 2023 compared with 55.8% in 2021.

We know that different people are more productive at different times of the day. Some are night owls, others are early risers, and some are in between. In that mindset, increased work performance is also growing as a benefit of flexible schedules, with 48.6% of workers citing that in 2023, up from 39.4% in 2021.

Overall, it’s simply easier – if someone needs to skip out for a longer lunch or catch a doctor’s appointment, or pick up their kids from school, they’re able to do so and balance out their time commitment by investing a couple extra hours in the evening or earlier in the day.

Overall, these shifts reveal a matured understanding of the advantages of remote and flexible work. Some benefits are becoming clearer over time and with experience. Plus, as workers have become more adept at these arrangements, the benefits have expanded beyond just health and safety considerations to encompass efficiency, flexibility, work-life balance, and financial gains.

Above all, the increased autonomy that comes with flexwork appear to benefit both the employee and the employer (in the resulting productivity) – and that’s worth noting.

What can you do?

1. Emphasize work-life integration policies

With the increased emphasis on the integration of personal and professional priorities, it’s clear that maintaining work-life balance is more important than ever for employees.

Employers need to develop and promote policies that respect and encourage this balance, such as promoting “disconnect time” or offering support for family needs.

2. Reevaluate cost and time-saving measures

The increase in recognition of cost and time-saving benefits indicates the need for companies to consider how they can facilitate these advantages further.

Employers could consider allowances for home-office setup, stipends for utilities, or even “no meeting” days to maximize efficiency.

3. Promote autonomy and flexibility

Given the positive impact of flexible schedules on productivity, it is crucial for employers to promote work autonomy. This could include encouraging employees to work when they feel most productive or allowing flexibility in daily work schedules.

Businesses must continue to evolve their practices and policies to align with these changing preferences and needs of their employees.

The post 66.7% of US workers love the flexibility of flexible schedules appeared first on Recruiting Resources: How to Recruit and Hire Better.

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Employment contract template https://resources.workable.com/employment-contract-template Mon, 02 Oct 2023 15:35:55 +0000 https://resources.workable.com/?p=91107 This employment contract template streamlines the hiring process for HR professionals. It provides a structured framework, ensuring that all essential terms and conditions are covered, reducing ambiguities, and safeguarding both the organization and the employee from potential misunderstandings or disputes. An employment contract should include: Terms of employment: Duration, job role, responsibilities, and probationary period. […]

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This employment contract template streamlines the hiring process for HR professionals. It provides a structured framework, ensuring that all essential terms and conditions are covered, reducing ambiguities, and safeguarding both the organization and the employee from potential misunderstandings or disputes.

An employment contract should include:

  • Terms of employment: Duration, job role, responsibilities, and probationary period.
  • Compensation and benefits: Salary, bonuses, benefits, and any other allowances.
  • Termination clauses: Grounds for termination, notice periods, and severance pay.
  • Confidentiality and non-compete clauses: Protecting company information and preventing employees from working with competitors for a specified duration post-employment.

What is an employment contract?

An employment contract is a binding document that delineates the rights, responsibilities, and obligations of both the employer and the employee. It serves as a reference point for both parties, ensuring that they are aware of their duties, compensation, benefits, and other pertinent details.

Furthermore, this contract acts as a protective measure, offering legal recourse in case of any breaches or disagreements. By having a clear and comprehensive employment contract, both employers and employees can operate with a clear understanding of expectations, leading to a harmonious working relationship.

What types of employment contracts are there?

Contracts serve as the backbone of professional relationships, clearly defining the terms, expectations, and obligations of both parties.

As organizations evolve and adapt to changing business landscapes, the need for varied employment arrangements arises.

Let’s delve into the different types of employment contracts, offering insights into their unique characteristics and applications.

Permanent employment contract

This type of contract is designed for employees who are hired for an indefinite period. It provides stability and assurance to the employee, indicating that the organization intends to employ them for the long term unless unforeseen circumstances arise.

Fixed-term employment contract

Tailored for employees who are brought on board for a specific duration or for a particular project, this contract has a clear start and end date. It’s commonly used for project-based roles or seasonal work.

Casual employment contract

This contract is for employees who are hired on an as-needed basis. They don’t have set regular hours but are called upon when there’s a demand. It offers flexibility to both the employer and the employee.

Zero-hours contract

Employees under this contract have no guaranteed hours. They are essentially on-call and work when required by the employer. It provides maximum flexibility for the employer but can be unpredictable for the employee in terms of income.

Freelance/contractor agreement

This is for self-employed individuals who provide specific services to the organization for a predetermined period or project. Unlike traditional employees, freelancers or contractors handle their own taxes and benefits.

Apprenticeship contract

Designed for individuals who are brought into the organization to learn a specific trade or profession, this contract ensures that the apprentice receives both training and a stipulated wage during their learning period.

Step by step instructions on how to write your own employment contract

1. Understand the role

Begin by detailing the job description, responsibilities, and expectations.

2. Determine the contract type

Based on the nature of the job, decide which type of employment contract is suitable.

3. Specify compensation

Clearly outline the salary, frequency of payment, bonuses, and any other financial benefits.

4. Include working hours

Define the regular working hours, overtime provisions, and any flexible working arrangements.

5. Detail leave entitlements

Mention annual leave, paid time off, sick leave, and other leave types.

6. Add termination clauses

Clearly state the grounds for termination, required notice periods, and any severance packages.

7. Confidentiality and non-compete

Ensure clauses that protect company secrets and prevent the employee from joining competitors immediately after leaving are included.

8. Review and legal check

Before finalizing, have the contract reviewed by legal professionals to ensure compliance with labor laws.

Employment contract template

This Employment Contract (“Contract”) is entered into as of [Date], by and between [Organization Name], herein referred to as the “Employer,” and [Employee Name], herein referred to as the “Employee.”

1. Position and duties: The Employee is hired as [Job Title]. The duties and responsibilities will include [Detailed Job Responsibilities].

2. Duration: This is a [Type of Contract, e.g., “Permanent”] contract, commencing on [Start Date].

3. Compensation: The Employee will receive a salary of [Amount] payable [e.g., “monthly”]. Additional benefits will include [List Benefits].

4. Working hours: The regular working hours are [e.g., “9 am to 5 pm, Monday to Friday”]. Overtime provisions are [Details about Overtime].

5. Termination: Either party can terminate this contract by giving [e.g., “one month”] notice. Grounds for immediate termination include [List Grounds].

6. Confidentiality: The Employee agrees not to disclose any confidential information pertaining to the Employer.

7. Non-compete: Upon termination, the Employee will not work with a competitor or start a similar business for a duration of [e.g., “one year”].

8. Governing law: This Contract is governed by the laws of [Country/State].

Both parties hereby agree to the terms set forth in this Contract.

Employer’s signature & date employee’s signature & date.

Disclaimer: This policy template is meant to provide general guidelines and should be used as a reference. It may not take into account all relevant local, state or federal laws and is not a legal document. Neither the author nor Workable will assume any legal liability that may arise from the use of this policy.

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Is flexwork normal or a fad? In the US, that depends https://resources.workable.com/stories-and-insights/is-flexwork-new-normal Mon, 09 Oct 2023 13:03:02 +0000 https://resources.workable.com/?p=91245 What’s happening in the evolving US job market right now? We have data for you on flexwork in its different forms, and how that’s changed since 2021. Top 3 takeaways Those working fully remote dropped from 58% to 41% – but most have been doing it for years now Flexible schedules remains steady – and […]

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What’s happening in the evolving US job market right now? We have data for you on flexwork in its different forms, and how that’s changed since 2021.

Top 3 takeaways

  1. Those working fully remote dropped from 58% to 41% – but most have been doing it for years now
  2. Flexible schedules remains steady – and those working on flexible times have increasingly been doing so for years
  3. More employers than before have made overall flexwork a permanent feature

At one time during the onset of the pandemic, remote work and distributed teams were necessitated for pure business survival and continuity, and was predicted by 71.1% of respondents in our New World of Work survey in August 2020 to be a major paradigm shift going forward.

But now? It’s declining for US-based workers. The percentage of respondents working remotely is at 41% now, down 17 points from 58% in 2021.

Here’s where it gets interesting: the prediction of a paradigm shift from 2020 onwards is absolutely spot on. We can see this in how long workers have been working remotely – 46.1% of remote workers have been doing so for more than two years, up from just 13.2% in 2021. That’s a long time to be working remotely, so it could be safe to say that it’s becoming standard for many.

Flexible schedules are a little different. The percentage of those working on flexible schedules hasn’t changed from 2021 to 2023 – both surveys found that exactly 57.9% are working on flexible schedules.

Again, like remote work, flexible schedules are becoming more standardized, with 46.5% saying they’ve been working on a flexible schedule for more than two years in 2023 – more than double that of 2021, when 21.9% said the same.

That long-term focus on overall flexibility in working time and location is also evident in employer management strategy. According to the new survey, 36.2% say their employer has always allowed remote / hybrid work and an additional 24% say their employer introduced it during the pandemic and has since made it a permanent fixture of work.

And 50.8% of workers saying their employer always allowed flexible schedules.

What about the whole return-to-office (RTO) discussion? A full quarter (26%) say their employer introduced remote work during the pandemic and will likely return to on-location work, and 23.2% say the same for flexible schedules.

Those are not small numbers – many companies are indeed pushing for return-to-office and set schedules. And if you’re watching the news, it’s a reality for many workers whether they like it or not.

What can you do?

1. Embrace flexibility

The steady demand for remote and flexible work options indicates that these aren’t passing fads, but fixtures of the modern workplace.

Even as some employees return to the office, it’s crucial for employers to maintain flexible work policies. This flexibility could be a deciding factor for talent considering whether to join or remain with your organization.

2. Communicate clearly

Employers who introduced remote or flexible work options during the pandemic need to communicate their plans clearly. If the changes are permanent, let employees know.

If not, it’s equally essential to inform employees about any transitions back to on-site work, providing sufficient notice and support for the change.

3. Re-evaluate and update policies

The landscape of work has changed significantly over the last couple of years. Now might be a good time for employers to re-evaluate and update their policies around remote work and flexible schedules.

Consider factors like productivity, employee well-being, and company culture when making these decisions, and ensure the updated policies are in the best interest of both the company and its employees.

The post Is flexwork normal or a fad? In the US, that depends appeared first on Recruiting Resources: How to Recruit and Hire Better.

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Flexwork in the UK: It’s staying this time – maybe https://resources.workable.com/stories-and-insights/flexwork-in-the-uk Fri, 13 Oct 2023 13:17:35 +0000 https://resources.workable.com/?p=91309 What’s important in the minds of UK workers? We have data for you on flexwork in its different forms, and how that’s changed since 2021. Top 3 takeaways Those working fully remote dropped from 55.2% to 40.9% – but most have been doing it for years now Flexible schedules remains steady – and those working […]

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What’s important in the minds of UK workers? We have data for you on flexwork in its different forms, and how that’s changed since 2021.

What do UK workers want now?

Our Great Discontent 2.0 survey report contains a wealth of data revealing how employee priorities in the UK have changed since 2021. Learn more here.

View the report highlights

Top 3 takeaways

  1. Those working fully remote dropped from 55.2% to 40.9% – but most have been doing it for years now
  2. Flexible schedules remains steady – and those working on flexible times have increasingly been doing so for years
  3. More employers than before have made overall flexwork a permanent feature

Remote work, once a novelty, became a necessity with the onset of the pandemic. That much is clear, and it was even predicted at the onset of the pandemic. In our New World of Work survey in August 2020, 71.1% said remote work and distributed teams would be a major paradigm shift moving forward.

And then it became a standard for a little while – until now. In our new survey report on the Great Discontent in 2023, recent data shows a decline in remote work among UK-based workers. In short: the percentage of respondents working remotely is down 14.3 points in a two-year span, from 55.2% in 2021 to 40.9% in 2023.

Does that mean remote work is going the way of the dinosaurs? Hardly. The prediction from 2020 is still absolutely spot on.

We see this when asking workers how long they’ve been working remotely – 29.6% of remote workers have been doing so for more than two years, up a full 20.6 percentage points from 9% in 2021.

This just means that those working remotely are increasingly doing so for long periods of time.

On the flip side: the percentage of workers who say they’ve only been working remotely for less than two years has gone down from 91% in 2021 to 70.4% now.

Flexible schedules

Meanwhile, the percentage of those working on flexible schedules is largely unchanged, from 55.2% in 2021 to 55.7% in 2023.

And when asked how long they’d been in that setup, the percentage of those saying they have been working in flexible schedules for more than two years is also largely unchanged in the UK – and is drastically different from the US where 46.5% of flexible workers had been doing so for more than two years now compared with just 21.9% in 2021.

Regardless of the above, there remains a long-term focus on overall flexibility in working time and location in employer management strategy, as 35.6% of employees say their employer has always had remote / hybrid work with an additional 23.7% saying it was introduced during the pandemic and is now a permanent strategy.

Meanwhile, 50.4% of employees say their employer has always allowed flexible schedules, with an additional 10.2% saying they introduced it during the pandemic and it’s now permanent.

It’s always interesting to look at the interesting parts: in this case, 29.7% say their employer introduced remote work during the pandemic and will likely return to on-location work. And 27% say the same for flexible schedules. Those are not insignificant numbers – they suggest many companies are pushing for return-to-office and set schedules.

What can you do?

1. Embrace flexibility

The steady demand for remote and flexible work options indicates that these aren’t passing fads, but fixtures of the modern workplace. Even as some employees return to the office (or attempt to), it’s crucial for employers to maintain flexible work policies.

This flexibility could be a deciding factor for talent considering whether to join or remain with your organization.

2. Communicate clearly

Employers who introduced remote or flexible work options during the pandemic need to communicate their plans clearly.

If the changes are permanent, let employees know. If not, it’s equally essential to inform employees about any transitions back to on-site work, providing sufficient notice and support for the change.

3. Re-evaluate and update policies

The landscape of work has changed significantly over the last couple of years. Now might be a good time for employers to re-evaluate and update their policies around remote work and flexible schedules.

Consider factors like productivity, employee well-being, and company culture when making these decisions, and ensure the updated policies are in the best interest of both the company and its employees.

The post Flexwork in the UK: It’s staying this time – maybe appeared first on Recruiting Resources: How to Recruit and Hire Better.

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Interview process policy template https://resources.workable.com/interview-process-policy Fri, 29 Sep 2023 14:11:29 +0000 https://resources.workable.com/?p=91075 This policy not only streamlines the recruitment procedure but also ensures that the best talent is identified and onboarded. The interview process policy is ready to be tailored to your company’s needs. It could be part of your hiring guide. What is the interview process policy? The Interview Process Policy outlines the steps and guidelines […]

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This policy not only streamlines the recruitment procedure but also ensures that the best talent is identified and onboarded.

The interview process policy is ready to be tailored to your company’s needs. It could be part of your hiring guide.

What is the interview process policy?

The Interview Process Policy outlines the steps and guidelines to be followed when interviewing potential candidates for a position within the organization. 

It begins from the moment a job vacancy is identified, through to the screening of applications, shortlisting of candidates, conducting interviews, and finally, making a job offer. 

The policy ensures that every candidate is given an equal opportunity and is assessed based on merit, skills, and fit for the role. 

Additionally, it emphasizes the importance of maintaining professionalism, confidentiality, and respect throughout the process, ensuring that the organization’s reputation is upheld and that candidates have a positive experience regardless of the outcome.

A interview process policy should include:

  1. Stages of the interview: A clear outline of the different phases, such as initial screening, technical interviews, HR interviews, and final discussions
  2. Roles and responsibilities: Defining who is responsible for each stage, from screening resumes to conducting interviews and providing feedback
  3. Evaluation criteria: Setting clear guidelines on how candidates will be assessed, ensuring consistency and fairness
  4. Feedback and communication: Procedures for providing feedback to candidates and communicating the next steps or decisions

Why is it important to have an interview process policy?

An Interview Process Policy is crucial for ensuring that the recruitment process is consistent, transparent, and fair. It provides clear guidelines for both interviewers and candidates, ensuring that everyone is on the same page. 

A well-defined policy reduces the risk of biases, ensures that the best talent is selected, and upholds the organization’s reputation as a fair and desirable employer. 

Moreover, it ensures compliance with employment laws and regulations, reducing potential legal risks.

Step by step instructions on how to write your own interview process policy

1. Identify the need

Understand the specific requirements of your organization. For instance, tech companies might require coding tests, while marketing roles might focus on portfolio reviews.

2. Define the stages

Break down the interview process into clear stages. For example, initial screening, technical round, managerial round, and HR discussion.

3. Set roles and responsibilities

Assign specific individuals or teams to each stage. For instance, the technical team handles the technical round, while HR manages the final discussion.

4. Determine evaluation criteria

Set clear metrics or guidelines for evaluating candidates at each stage. This could include technical skills, cultural fit, or problem-solving abilities.

5. Feedback mechanism

Establish a system for interviewers to provide feedback and for candidates to receive updates on their status.

6. Review and update

Periodically review the policy to ensure it remains relevant and effective, making adjustments as needed.

Interview process policy template

Policy brief & purpose

This policy aims to provide clarity, structure, and fairness to the interview process at [Organization Name], ensuring that we consistently identify and onboard the best talent aligned with our values and objectives.

Scope

All recruitment activities and roles within [Organization Name].

Policy Guidelines

Interview process

Our interview process begins with a collaborative meeting between the hiring team and our recruiters to align on the role’s requirements. Once the job is posted, the initial interaction with potential candidates typically takes the form of a screening call or a one-way video interview.

This is followed by a cognitive assessment and a role-specific assignment to gauge their practical skills. The next phase involves a detailed interview with the hiring manager, where we use a scorecard for consistent evaluation. Candidates then engage with our senior leadership, allowing us to assess their strategic fit with our company’s vision.

Before finalizing our decision, we conduct reference calls to gain insights into the candidate’s past performance. The process concludes with successful candidates receiving an offer letter.

Things to avoid

As interviewers, it’s crucial to maintain professional boundaries and avoid certain topics:

Previous employers: While it’s acceptable to discuss reasons for leaving a past job, refrain from engaging in negative talk about former employers. If a candidate veers into unprofessional territory, redirect the conversation to more relevant topics.

Personal matters: Avoid delving into personal topics unless the candidate brings it up in a context relevant to their career. Remember, if it’s not a topic you’d discuss in a professional meeting, it’s likely inappropriate for an interview.

Sensitive topics: Politics, religion, and other controversial subjects have no place in interviews.

Overly casual conversations: While building rapport is essential, the primary focus should be on professional matters. Ensure the discussion remains centered on the role and the candidate’s qualifications.

Avoiding conflicts: Encounters with challenging candidates are inevitable. Regardless of their behavior, always remain calm, professional, and steer the conversation back to the job at hand.

Conclusion

[Organization Name] is committed to a transparent, fair, and comprehensive interview process, ensuring that we bring onboard individuals who resonate with our values and contribute to our vision.

Disclaimer: This policy template is meant to provide general guidelines and should be used as a reference. It may not take into account all relevant local, state or federal laws and is not a legal document. Neither the author nor Workable will assume any legal liability that may arise from the use of this policy.

 

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‘No white men’ policy: what you can & can’t do in diversity hiring https://resources.workable.com/stories-and-insights/no-white-men-policy-what-you-can-cant-do-in-diversity-hiring Fri, 29 Sep 2023 12:40:45 +0000 https://resources.workable.com/?p=91032 When tasked with DEI strategy in the recruitment business, you’re not just a recruiter focused on diversity hiring. You’re a mediator balancing the demands of diversity, equity, inclusion, and the ever-present risk of unintentional discrimination. Affirmative action in the United States is now a legally charged topic – and requires careful attention in this area. […]

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When tasked with DEI strategy in the recruitment business, you’re not just a recruiter focused on diversity hiring. You’re a mediator balancing the demands of diversity, equity, inclusion, and the ever-present risk of unintentional discrimination. Affirmative action in the United States is now a legally charged topic – and requires careful attention in this area.

Here’s the thing: a recent LinkedIn poll by Hung Lee of Recruiting Brainfood posed an intriguing question to recruiters – have they ever encountered a ‘no white men’ policy? The results are eye-opening:

In short: one in five respondents say they have received explicit instruction for a ‘no white men’ policy. Another one in five say they’ve been implicitly instructed to follow this kind of a policy.

When nearly 40% indicate explicit or implicit experience in being discouraged from hiring from a specific demographic group, that becomes a conversation we need to have. Obviously, it’s more nuanced than a simple ‘yes’ or ‘no’.

In the comments that followed, some did call it discrimination – and explicitly so:

“There are large corporations that are prohibiting white applicants from access to training or promotion, basically sanctioned discrimination. It has been ongoing for a long time. Definitely an issue.”

Others pointed to the good intentions in establishing balance in the hiring process – but called out the legal challenges:

“Yes, we do want to diversify the talent pipeline. No, we do not have a ‘no white men’ policy. But it is extremely hard to create opportunities for women in a male-dominated profession, especially because we operate in a male dominated industry. So how to communicate in a legal way ‘We want more female engineers cos we think it’s gonna be really good for the business and all.’ without being discriminative? 😰 😟 🙄

“How to communicate in a legal way ‘We want more female engineers cos we think it’s gonna be really good for the business and all.’ without being discriminative?”

Other commentators suggested that policies are not the way to ‘solve’ gender imbalance – instead, they noted the challenge of diversity hiring in specific sectors and industries:

Positive discrimination is still discrimination. Just hire based on skills. Whether you’re male or female, should not matter. And it just happens so that men tend to like certain professions/sectors more than women and vice versa.”

Another noted that the existing imbalance in the talent market should be addressed at the grade school level, not in the hiring stages for a company. Ultimately, it’s about the long game and it’s not something employers can realistically solve:

“We’ve got to be realistic, you can’t strive for a 50:50 split for male and female engineers in your organisation until the number of engineers in the industry is evenly split. We need to take a medium-to-long term approach and encourage our female engineers and our engineers that are ‘non-white’ to go back to the schools they went to, not universities or colleges, but the schools they went to and talk about engineering as a career there. Until we have an equal amount applying to colleges and universities for these courses then the numbers will be always skewed towards the white male candidate.”

Build inclusive hiring practices

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Build inclusive hiring practices

One commentator suggested focusing on fostering equal representation in the form of allyship – and having strategies in place to ensure that:

“There’s a difference between explicitly excluding groups versus making efforts to promote diversity. I have worked for a company that mandated a shortlist [that] had to have at least one ‘diverse’ candidate. Nobody was excluded, but extra efforts were made where necessary to ensure that the slate presented to the hiring manager had at least 1 qualified person who was from an under-represented group. This was only a part of the organisation’s drive to increase diversity, there was also focus on developing internal talent and succession planning, and leadership and HR focus on teams and managers that were not meeting the organisation’s own internal benchmarks for diversity.”

Ensuring a diverse range of candidates was also highlighted as an important strategy:

“I always recommend recruiting strategies that enforce diverse pools (beyond just race; inclusive of experience level/similar skillsets or industries/internal talent etc) before proceeding with final interviews. This intentionally creates space for a wealth of experiences and perspectives for the interviewers consider in making their decision, while also avoiding favoritism for one group or demographic over another.”

And finally, diversity is nuanced beyond gender and race:

“I’m a white male. I’m also a diverse candidate when it comes to several parameters (neurodiverse, bisexual and no longer living in the country I was born). I never say that to pick in a spot for other diverse candidates, because I’ve had it easy. But in the hope it makes people think differently about diversity, what makes us different and how we can talk about diversity.”

How do you establish diversity, then?

So, when your organization emphasizes the importance of diversity and it falls on you as a recruiter to make a difference, what can you do? The many nuances and variations in hiring strategy already are a lot to unpack, and it gets more complex when diversity enters the picture.

Let’s agree on one thing from all the noise in LinkedIn: most do think that diversity is important. Not only is it a clear moral imperative, as 50.6% of respondents in a recent Workable survey say, there’s also a clear business case for diversity, particularly in leadership according to McKinsey.

But, obviously, an up-front ‘no white men’ policy isn’t going to cut it morally or legally. That beign said, you can still progress with good intentions and results if you establish some clear guardrails. Let’s look at a few of those now.

What you CAN do as a recruiter:

Embrace diversity: Prioritize hiring from various backgrounds, experiences, and perspectives without sidelining any group. Focus on the actual diversification – not on restrictions.

Blind or anonymized screening: More firms are moving towards this model, where personal identifiers are removed to combat unconscious bias. The Canadian government, for instance, saw a measurable increase in screen-in rates for minorities via an anonymized recruitment pilot project.

Continuous learning: Just as the workplace evolves, so must our knowledge. This means L&D for inclusive leadership, unconscious bias trainings, and other initiatives designed to establish a more level playing field.

 

What you CAN’T do as a recruiter:

No blanket exclusions: It’s unlawful to exclude a group based on race, gender, religion, etc. EEOC regulations are no joke.

No strict quotas: While targets can guide, hiring solely to fill a quota can be both ethically and legally problematic.

No assumptions: Every candidate is unique. Making assumptions based on background or identity is counterproductive.

We’re all in the game together

Championing diversity does have a consensus across the board – 93% of respondents say DEI is important to them, according to the above-mentioned Workable survey.

But Hung Lee’s poll shows us the complex quagmire we’re working through right now. While diversity hiring is not necessarily a new concept, it’s not matured to the point where we can all agree on best practices (yet).

One thing’s pretty clear, though – no group can be sidelined, regardless of whether they’re overrepresented or not. It’s a mess you don’t want to get yourself into.

Instead, focus on the big-picture goal – and establish a recruitment process that’s fair, transparent, and beneficial for all involved.

The post ‘No white men’ policy: what you can & can’t do in diversity hiring appeared first on Recruiting Resources: How to Recruit and Hire Better.

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Full-time’s up in the UK – but not much else is changing https://resources.workable.com/stories-and-insights/full-times-up-in-the-uk Thu, 28 Sep 2023 12:52:10 +0000 https://resources.workable.com/?p=90997 What’s happening in the ever-changing UK job market right now? We have data for you on what employment looks like here, what other dynamics are at play, and why those who aren’t working are not working. Top 3 takeaways Seven out of 10 are now working full time, compared with 60.1% two years earlier The […]

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What’s happening in the ever-changing UK job market right now? We have data for you on what employment looks like here, what other dynamics are at play, and why those who aren’t working are not working.

What do UK workers want now?

Our Great Discontent 2.0 survey report contains a wealth of data revealing how employee priorities in the UK have changed since 2021. Learn more here.

View the report highlights

Top 3 takeaways

  1. Seven out of 10 are now working full time, compared with 60.1% two years earlier
  2. The percentage of those working part-time or for themselves is down
  3. Those not working are due to health or government benefits

In 2023, nearly seven out of every 10 respondents (68.8%) report working full time, a significant growth from the 60.1% recorded in 2021. This shouldn’t come as a surprise – the data in 2021 was fresh off the impact of the COVID-19 pandemic which saw considerable job loss across numerous sectors. And of course, Brexit made for further complications in the system.

The percentages of those in part-time and self-employed work are also down in 2023.

This ultimately means we’re seeing relative stabilization of the UK job market after those two horsemen set foot on British soil – more full-time workers means greater security, after all.

Big differences between UK and US

The percentage of those who aren’t working hasn’t changed at all – it’s 10.4% in both 2021 and 2023 – this is interesting because in the same survey in the United States, that percentage is half of what it was two years earlier (9.9% now, down from 20.8%).

Meanwhile, those actively looking for new work also didn’t change much, from 29.5% in 2021 to 29.1% now – again, markedly different from US-based respondents (22.6% now vs. 33.4% two years earlier).

What did change in the UK job market over the two-year time period is the reason why those not working aren’t actively working: it’s more due to health and government benefits now. A full third (33.3%) cited “health priorities” as the reason they’re not working, up from 26.9% two years earlier – and “government benefits” also grew in importance fro 15.4% to 22.2%.

What can you do?

Retain your employees by supporting their health

The increase in employed workers means employers should focus on enhancing retention strategies. And the emphasis on health as a reason to not work highlights the need for that kind of support in the workplace.

Allow your teams to be flexible

As personal reasons, i.e. health priorities, are leading factors for not working, employers need to consider flexible work policies that can accommodate personal needs. This might include offering remote work options, flexible hours, ease of commute, accessibility, or increased family and health support.

Market yourself as a great place to work

The higher rate of employment combined with the increased emphasis on government benefits points to the latter as being potentially by choice rather than by necessity. If you market yourself as a great place to work via more generous compensation, supportive environments, flexibility, etc., you may inspire those not working to reenter the workforce.

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Your PDP template: a tool for your team to shine https://resources.workable.com/hr-terms/professional-development-plan-pdp-template Fri, 29 Sep 2023 12:50:19 +0000 https://resources.workable.com/?p=90977 In today’s fast-paced corporate world, charting out one’s professional journey is not a luxury but a necessity. It’s not just about career trajectories, opportunities, and advancement potential – it’s also about personal development. This, of course, requires deliberate planning and self-awareness. You and your teams can’t grow and flourish unless they know their shortcomings well […]

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In today’s fast-paced corporate world, charting out one’s professional journey is not a luxury but a necessity. It’s not just about career trajectories, opportunities, and advancement potential – it’s also about personal development.

This, of course, requires deliberate planning and self-awareness. You and your teams can’t grow and flourish unless they know their shortcomings well enough such that they can grow out of these shortcomings with smart development and growth.

That’s where a personal development plan can come in incredibly useful. Often referred to as a PDP for short, it’s a roadmap for professionals to not only set goals, but identify the right targets and provide the means to achieve them.

Here’s everything you want to know about a PDP, and we even have a template ready for your use to ensure the holistic development of any professional – not just yourself.

Related: Employee development and the Peter Principle

What is a PDP?

A Personal Development Plan (PDP) is a vital tool that encourages self-awareness, continuous growth, and progression in a professional setting. Not only does it pave the way for skill enhancement, but it also aids in setting clear career objectives.

By having a visual guide and regular check-ins, professionals stay on track, motivated, and accountable.

How is this specific PDP template designed?

This particular template caters to both the professional and the personal side of an employee. It combines both past and present evaluations for a holistic development experience and, more importantly, has a detailed action plan.

That action plan breaks goals down into measurable objectives and then into actionable steps – making an overall development plan more achievable. This ensures clarity, focus, and a tangible sense of accomplishment.

Who should use this PDP?

HR professionals, employers, team leaders, and managers can introduce this PDP template to their teams, irrespective of the scale of the organization.

Honestly, anyone can use this template. It’s ideal for any professional looking to organize, monitor, and accelerate their career trajectory so they can succeed in the areas that they want to grow in.

When should a PDP be used?

Consider the PDP, especially this version, to be dynamic and perpetually evolving. It should be used continuously throughout a professional’s journey, and adapted according to that professional’s progress towards their objectives and goals.

Regular reviews are a must – for example, establish quarterly updates and check-ins to ensure that goals stay relevant and timely, and that accomplishments are celebrated as deserved.

Where can the PDP be implemented?

This PDP can be incorporated into an employee’s annual reviews, onboarding processes, or even as a self-initiated tool by employees looking to optimize their growth and development.

What’s the difference between a PDP and a PIP?

This is important: don’t confuse the PDP with the much-feared PIP. The PDP is a proactive, forward-looking document that outlines an individual’s goals, skills they want to acquire, and steps they plan to take for personal and professional development.

In contrast, a Performance Improvement Plan (PIP) is a reactive tool used by employers to address specific areas where an employee is underperforming, detailing the corrective actions required to meet the expected standards within a set timeframe.

In short: PDPs focus on growth and potential, while PIPs address existing performance deficiencies.

How do I make the most of this PDP?

1. Take time to reflect: The past and present sections encourage a balanced reflection, allowing individuals to understand their roots and celebrate their growth.

2. Set clear goals: Setting 3-5 goals ensures focus without being overwhelmed. By aligning them with professional aspirations and development areas, the goals are both ambitious and relevant. The SMART goals framework can be followed here.

3. Tackle step by step: By breaking down objectives into specific actions and setting deadlines, the path to achieving each goal becomes clear.

4. Review regularly: Scheduled reviews keep the momentum going. They provide an opportunity to celebrate milestones, reassess objectives, or adjust action steps.

Your template for growth

This PDP template isn’t just a tool – it’s a roadmap. It’s your path to personal and professional growth.

Don’t leave professional development to luck or happenstance – you and your colleagues can proactively pursue goals using this deliberate endeavor. The future you will thank you for working the PDP into your regular work habits.

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69% employed and 51% passive: Working hard & hardly looking https://resources.workable.com/stories-and-insights/69-employed-and-51-passive-working-hard-hardly-looking Tue, 26 Sep 2023 12:18:09 +0000 https://resources.workable.com/?p=90922 What’s happening in the evolving US job market right now? We have data for you on what employment looks like, why people are not working, and what their motivations are. Top 3 takeaways Seven out of 10 are now working full time, compared with 55.3% in 2021 Those “not working” is down from one in […]

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What’s happening in the evolving US job market right now? We have data for you on what employment looks like, why people are not working, and what their motivations are.

What do US workers want now?

Our Great Discontent 2.0 survey report contains a wealth of data revealing how employee priorities in the US have changed since 2021. Learn more here.

View the report highlights

Top 3 takeaways

  1. Seven out of 10 are now working full time, compared with 55.3% in 2021
  2. Those