Whether you are a recent graduate trying to break into the workforce, or have 20+ years experience, everyone can benefit from a little brushing up on your interviewing skills. Below are some of our top 10 do’s and don’ts to keep in mind for your interviewing process.
Do’s
1.) Do make sure you obtained and have thoroughly read the job description that you are interviewing for.
2.) Do make sure you complete extensive research on the company’s history, responsibilities and current events.
3.) Do bring questions to ask at your meeting. These questions should be directed to the team members you are interviewing with (i.e. Human Resources: company history, company culture. Hiring Managers: essence of the role, departmental structure)
4.) Do let the interviewer know throughout your discussions that you are interested in this role. Be cautious of your body language to make sure you don’t send a negative vibe and keep the discussion upbeat. You may not be completely thrilled with the details that one interviewer is saying, but realize in a later meeting that this is the perfect job for you. Once you leave and the interview team collaborate their thoughts, you don’t want your unintentional negative energy in the first meeting to sway their overall opinion on your candidacy.
5.) Do bring a few copies of your resume, list of references and work product samples.
6.) Do contact your references and let them know that they should anticipate a call from ABC Company. It’s nice to give them a heads up so they are not caught off guard by the call.
7.) Do make sure that your answers are clear, concise and to the point. Time is valuable so make sure that you do not ramble, but expand upon your “yes” and “no” answers. Give the answer and provide an example from your previous experience to explain briefly.
8.) Do make sure you are dressed appropriately. Just because it’s “dress down Friday” at ABC Company does not mean you get to wear jeans on your interview. First impressions are lasting and you want to make a good one. Even if a company’s dress is business casual it is appropriate for you to wear a suit and make a nice corporate appearance.
9.) Do make eye contact and have positive body language. Get yourself situated so that you are sitting up straight with your hands in plain sight. Look your interviewer in the eye when you answer. Any stray from the above can be construed as not being truthful.
10.) Do follow up within 24 hours with thank you notes. Today an email is sufficient, but a personalized, mailed letter goes the extra mile. Be sure to personalize your thank you notes for each person you meet with. This is a reflection of your work so make sure you proofread your note beyond relying on spell check.
Don’ts
1.) Don’t show up late for your meeting. Give yourself plenty of commuting time and if possible be there at least 15 minutes early. You may need to fill out an application or additional paperwork. Also, you don’t want to take away from any of your interview time. These meetings are crucial to you making a strong and lasting first impression.
2.) Don’t let your guard down. While it is essential for you to be yourself and give the interviewer a taste of your personality, this is still an interview. Running off topic or using slang language, regardless if your interviewer initiates this, should always be controlled.
3.) Don’t trash your previous employers. This sometimes happens without you realizing it because your emotions start talking. Make sure to always put a positive spin on what may be a negative situation.
4.) Don’t discuss or use proprietary information from your current or past employers. This is a big “no no” when it comes to confidentiality. Make sure any proprietary information is blacked out or changed in your work samples. You can show them or discuss your work product samples without bringing in your company’s financial statements.
5.) Don’t have a “know it all” attitude. Confidence in your subject matter is key, but there is a fine line between being confident and arrogant.
6.) Don’t chew gum, play with your hair, tap your pen or bite your nails. Be cognizant of your bad habits.
7.) Don’t lie! If you don’t have the experience, be honest. When you start a new role there is always going to be some type of learning curve. Turn your lack of experience there into a positive by letting the interviewer know you don’t have that experience, but was one of the skills you desire to learn.
8.) Don’t use industry related acronyms when speaking to interviewers that may not be familiar to your industry. Throwing out “ERM” or “ARM” to a Director of Risk is fine, but be sure to explain these to HR and other departments you may be interviewing with.
9.) Don’t cut off your interviewer. Be a good listener and absorb the information that is being provided. After your interviewer is finished, then you can gather your thoughts and respond accordingly.
10.) Don’t put the cart in front of the horse. Sometimes we can get a little over zealous and want to know every detail the first time around. In your initial meeting you want to focus on the opportunity and prove to ABC Company that you are the right choice. Discussing salary requirements, benefits, vacation time etc. is not appropriate for this meeting, unless the interviewer initiates this discussion. You want your interviewer to know that you are interested in building a partnership and not just what’s in it for you.
We know there are plenty more pointers that we can all benefit from. Feel free to comment with some of your own do’s and don’ts.
Thursday, August 12, 2010
Monday, July 12, 2010
How to get to the top of the resume pile
We all have a resume…we think they’re great and exemplify who we are and what we bring to the table…but in reality probably 80% of our resumes will never get looked at for more than 30 seconds if they are not attractive to the reader or incorporate the right “key words.”
One of the questions we constantly get from our candidates when they work independently is “I don’t understand, I’ve applied to a job that I’m qualified for, but why haven’t I heard back from the company?” Well the truth of the matter is because their resume was never seen by the hiring manager. Most companies have one of two ways to weed out resumes. One way is via a computer program that looks for key word matches. If those words are in there, the resume gets passed along…if not, it’s trashed. The second way is having a Human Resource representative initially screen the resume personally…but again they are looking for key words. 9 times out of 10 the hiring manager will not see your resume until HR puts the stamp of approval on it. So they are reading your resume to find key words. They are not reading it for the depth of your technical capabilities that the hiring manager would. So if it never gets to the hiring manager’s desk, who thoroughly understands the detail of your skill set, how can you get chosen? Well, unless you make some changes to your resume, you won’t.
Companies receive resumes from various different job boards, networking sites and referrals. Imagine the number of resumes that get piled up. You might be the perfect candidate, but you’re sitting in a pile of paper that includes other qualified candidates and a slew of unqualified ones too. So, how do you get to the top of that pile? There are a few simple changes that you can make to your resume that will help this.
When writing a resume it is important to consider a few things; format, flow (readability) and “key words.”
As recruiters, we read resumes daily for a living. I can tell you, if I open your resume and it is 10 pages long, in paragraph format or you use “I” chances are, I’m not going to look much further. Now understand that we are niche recruiters focusing on the Risk Management industry, so we have the time to spend…imagine a HR Rep, who is not only handling Risk Management job openings but also, Finance, Operations, Marketing, etc. Do you think they’re going to give your resume the time of day?? Think again.
A simple starting point you want to focus on is the format and flow. Break your resume down into sections: Profile, Experience/Accomplishments, Education/Certifications and Additional Skills.
Most people begin their resume with an Objective. The standard opening…”I am looking for an opportunity…” Really? You’re looking for an opportunity? Thanks for the info, because the fact that I’m holding your resume in my hand, pretty much already clarified that for me. Don’t waste space! The opening of your resume will make or break your chances. This space should be used to grab your reader’s attention so that they are enticed to read on. Focus on about 4 sentences that will highlight key skill sets, personality and work ethic. Don’t give me the usual fluff, really dig deep and tell me who you are. Highlight some of your accomplishments and this will exemplify your ability to do some of the specifics of the job.
Now that you have the reader’s attention, you continue on to write me a lovely story in paragraph format about your responsibilities for each job you had. I’m sleeping by the second sentence of your first job. In today’s world, people don’t have time to leisurely read along. Give me bullet points so that I can easily see the breakdown of your skills, rather than fish them out. We’ve all done plenty of reading comprehension during our college days…let’s keep that out of our resumes.
The Experience section is where you want to be certain that your resume has those “key words” that the employer or computer system will pick up on. Review the job description and truly understand what they are looking for. Be certain that your resume reflects the skills that are listed. Don’t copy the job description into your resume and call it a day. That might get you to step two, but once the hiring manager sees that, on to the trash you go. Make your resume your own by listing the important “key words” that correlate to the job you are applying for in your own words. If you don’t have a certain skill, don’t lie! Again you might make it to that next round, but will be highly embarrassed when you are sitting in your interview and you get exposed.
If you are having trouble compiling your thoughts, you can always hire a professional resume writing service. Tight on cash? Sit down with a peer in your industry or recruiter that can spend some time with you. Another view point and opinion will help focus on the important points that should be noted in your resume, and weed out the fillers.
These are a few steps that will help get you to the top of the resume pile. Remember your resume is the first impression that you are giving a potential employer, and first impressions are always lasting. The purpose of writing a resume that encompasses those “key words” flows nicely and is formatted properly will help you get to the top of the pile, and even closer to getting that interview…or perhaps, being hired.
One of the questions we constantly get from our candidates when they work independently is “I don’t understand, I’ve applied to a job that I’m qualified for, but why haven’t I heard back from the company?” Well the truth of the matter is because their resume was never seen by the hiring manager. Most companies have one of two ways to weed out resumes. One way is via a computer program that looks for key word matches. If those words are in there, the resume gets passed along…if not, it’s trashed. The second way is having a Human Resource representative initially screen the resume personally…but again they are looking for key words. 9 times out of 10 the hiring manager will not see your resume until HR puts the stamp of approval on it. So they are reading your resume to find key words. They are not reading it for the depth of your technical capabilities that the hiring manager would. So if it never gets to the hiring manager’s desk, who thoroughly understands the detail of your skill set, how can you get chosen? Well, unless you make some changes to your resume, you won’t.
Companies receive resumes from various different job boards, networking sites and referrals. Imagine the number of resumes that get piled up. You might be the perfect candidate, but you’re sitting in a pile of paper that includes other qualified candidates and a slew of unqualified ones too. So, how do you get to the top of that pile? There are a few simple changes that you can make to your resume that will help this.
When writing a resume it is important to consider a few things; format, flow (readability) and “key words.”
As recruiters, we read resumes daily for a living. I can tell you, if I open your resume and it is 10 pages long, in paragraph format or you use “I” chances are, I’m not going to look much further. Now understand that we are niche recruiters focusing on the Risk Management industry, so we have the time to spend…imagine a HR Rep, who is not only handling Risk Management job openings but also, Finance, Operations, Marketing, etc. Do you think they’re going to give your resume the time of day?? Think again.
A simple starting point you want to focus on is the format and flow. Break your resume down into sections: Profile, Experience/Accomplishments, Education/Certifications and Additional Skills.
Most people begin their resume with an Objective. The standard opening…”I am looking for an opportunity…” Really? You’re looking for an opportunity? Thanks for the info, because the fact that I’m holding your resume in my hand, pretty much already clarified that for me. Don’t waste space! The opening of your resume will make or break your chances. This space should be used to grab your reader’s attention so that they are enticed to read on. Focus on about 4 sentences that will highlight key skill sets, personality and work ethic. Don’t give me the usual fluff, really dig deep and tell me who you are. Highlight some of your accomplishments and this will exemplify your ability to do some of the specifics of the job.
Now that you have the reader’s attention, you continue on to write me a lovely story in paragraph format about your responsibilities for each job you had. I’m sleeping by the second sentence of your first job. In today’s world, people don’t have time to leisurely read along. Give me bullet points so that I can easily see the breakdown of your skills, rather than fish them out. We’ve all done plenty of reading comprehension during our college days…let’s keep that out of our resumes.
The Experience section is where you want to be certain that your resume has those “key words” that the employer or computer system will pick up on. Review the job description and truly understand what they are looking for. Be certain that your resume reflects the skills that are listed. Don’t copy the job description into your resume and call it a day. That might get you to step two, but once the hiring manager sees that, on to the trash you go. Make your resume your own by listing the important “key words” that correlate to the job you are applying for in your own words. If you don’t have a certain skill, don’t lie! Again you might make it to that next round, but will be highly embarrassed when you are sitting in your interview and you get exposed.
If you are having trouble compiling your thoughts, you can always hire a professional resume writing service. Tight on cash? Sit down with a peer in your industry or recruiter that can spend some time with you. Another view point and opinion will help focus on the important points that should be noted in your resume, and weed out the fillers.
These are a few steps that will help get you to the top of the resume pile. Remember your resume is the first impression that you are giving a potential employer, and first impressions are always lasting. The purpose of writing a resume that encompasses those “key words” flows nicely and is formatted properly will help you get to the top of the pile, and even closer to getting that interview…or perhaps, being hired.
Friday, July 2, 2010
The Importance of Thank You’s When Networking
Unemployment, the economy, falling profits, geological disasters have weighed heavily on individuals seeking gainful employment. The resources today that are available to candidates have been emphasized by the implosion of such networking services that include: LinkedIn, Facebook, Industry Focus Groups, Forums, Trade Associations and Professional & Personal contacts… and of course Executive Recruiters.
The point of this week’s blog is to bring to your attention the need to recognize the importance of thanking those who have been instrumental in connecting you with potential job leads, as well as those who wanted to help but for a variety of reasons couldn’t. Many professionals make the mistake to assume that people are there to help whenever you need them rather than recognize that when someone does help it is gift of one’s time and a privilege to the recipient. What is this all mean? We need to properly acknowledge these individuals in a way that accomplishes two things; how much you truly appreciate their assistance by humbling them and secondly that by communicating with them they are in the loop of your progress… whether it reflects a positive or negative outcome. Simply put, it is about professional courtesy.
What is most effective way to thank those within your network who were relative to your job search? You can call, email or write a personal thank you. Given how we manage our days, email seems to be the best alternative. It is efficient, quick and the best bang for your time…wrong. I can call and if not connected leave a nice message while inviting them to call you back…very personable might be the better way to go…wrong again. I can write a personal letter and send it to them…seems time consuming, not very efficient in getting to the individual as quickly as an email or phone call and on top of that I have to pay 44 cents for a stamp, envelope and stationary.
The fact of the matter is writing a letter shows real character of who you are and exemplifies how appreciative you are for their efforts. If you want to make that call or send an email don’t let me stop you, but compliment it with a personal letter so that you truly send the right message. After all, should you need to call on them again based on their previous experience with you they will be quick to respond.
Some final thoughts:
* Writing a thank you letter also gives you the opportunity to impress your receiver on how well you write, communicate your thoughts and express from your heart how truly appreciative you are of their gesture.
* Think about this, if I am one of those fortunate individuals you contacted and you go the extra mile to show me your TRUE COLORS, what are the prospects should an opportunity develop within my own company that you may be suitable for that would encourage me to recommend you??????
* Don’t be shy about keeping them in the loop throughout your process, particularly if it is an opportunity that they turned you on to.
* Whether it is in you social or professional network make sure to pay the same acknowledgement to your recruiter as well. It is all about making a consistent impression of who you are so people will continue to sing your praises and be there when you need them most.
* Remember, it is equally as important to thank those who wanted to help but couldn’t but wished they could. It’s all about doing the right things, because all people matter.
* Lastly, when you resolve your job search don’t ever forget what you’ve experienced through this process along with the individuals that participated within your network, for one day they may need you to do the same for them…
The point of this week’s blog is to bring to your attention the need to recognize the importance of thanking those who have been instrumental in connecting you with potential job leads, as well as those who wanted to help but for a variety of reasons couldn’t. Many professionals make the mistake to assume that people are there to help whenever you need them rather than recognize that when someone does help it is gift of one’s time and a privilege to the recipient. What is this all mean? We need to properly acknowledge these individuals in a way that accomplishes two things; how much you truly appreciate their assistance by humbling them and secondly that by communicating with them they are in the loop of your progress… whether it reflects a positive or negative outcome. Simply put, it is about professional courtesy.
What is most effective way to thank those within your network who were relative to your job search? You can call, email or write a personal thank you. Given how we manage our days, email seems to be the best alternative. It is efficient, quick and the best bang for your time…wrong. I can call and if not connected leave a nice message while inviting them to call you back…very personable might be the better way to go…wrong again. I can write a personal letter and send it to them…seems time consuming, not very efficient in getting to the individual as quickly as an email or phone call and on top of that I have to pay 44 cents for a stamp, envelope and stationary.
The fact of the matter is writing a letter shows real character of who you are and exemplifies how appreciative you are for their efforts. If you want to make that call or send an email don’t let me stop you, but compliment it with a personal letter so that you truly send the right message. After all, should you need to call on them again based on their previous experience with you they will be quick to respond.
Some final thoughts:
* Writing a thank you letter also gives you the opportunity to impress your receiver on how well you write, communicate your thoughts and express from your heart how truly appreciative you are of their gesture.
* Think about this, if I am one of those fortunate individuals you contacted and you go the extra mile to show me your TRUE COLORS, what are the prospects should an opportunity develop within my own company that you may be suitable for that would encourage me to recommend you??????
* Don’t be shy about keeping them in the loop throughout your process, particularly if it is an opportunity that they turned you on to.
* Whether it is in you social or professional network make sure to pay the same acknowledgement to your recruiter as well. It is all about making a consistent impression of who you are so people will continue to sing your praises and be there when you need them most.
* Remember, it is equally as important to thank those who wanted to help but couldn’t but wished they could. It’s all about doing the right things, because all people matter.
* Lastly, when you resolve your job search don’t ever forget what you’ve experienced through this process along with the individuals that participated within your network, for one day they may need you to do the same for them…
Wednesday, June 23, 2010
How to be a S.M.A.R.T. Employer
When searching for employees, hiring managers are looking for individuals with strong technical skills, communication skills, team players etc. So why shouldn’t employees be looking for these same traits from their employer? Well they should and they are.
One of the most timely and costly expenses a company goes through is turnover. You found the perfect candidate, hired him/her and all has been going well for the past year. Well, in your eyes as the employer it is, but what’s really going on with Susie? Well if you were a fly on the wall you would find out that Susie is bored. She feels that her role lacks the challenges that were promised to her a year ago during her interview. Susie knows that she has a lot to bring to the table, but after countless failed communication efforts with senior management, her frustration is becoming worse every day. So where do we go from here? Well more than likely Susie has been interviewing and will shortly be working for another employer that she hopes will keep those promises of a challenging opportunity. Where does that leave you, the employer? It leaves you with an empty position and marks another expensive notch on the chalkboard to add to your turnover ratio. According to industry estimates, it can cost an employer 1.5 – 3 times the amount of an individual’s annual salary to replace them.
The following will help provide you with ways to improve your relationship with your employees and most importantly, retain the talent you hired.
Supervision
You’ve worked your way up the corporate ladder, have a fancy title and a nice office, now kick back, relax and let your team do the work. Sounds like a great job, but you won’t have a team for long…or possibly a job yourself. To be a successful supervisor, it is important to roll up your sleeves and get your hands dirty. This will enable you to have a physical connection to the process you are supervising. It is essential to get to know the members of your team, their strengths, weaknesses, personalities and who works best together. Keep in mind that every person is different.
Some employees succeed by being micro managed. In these cases, sit down with your employee and set up weekly and monthly goals to be achieved. Stay close with your employee and let them know how they are doing, and if there is room for improvement as soon as you see. Waiting three months down the road to tell your employee that their work product needs improvement, isn’t going to get either of you far.
Other employees work better individually. Give them their tasks, and as long as all is going well, let them do their job. Check in with them periodically (every two weeks, unless otherwise needed) to verify that things are on track. It will show them that you are there to support them if needed, but trust that they will complete the job successfully on their own.
Motivation
Let’s be honest, every employee would love to get a pat on their back from their employer with a big fat bonus check, but in today’s economy, keep dreaming. As an employer you need to realize that people are trained to expect rewards for doing a good job. Think back to when you were 5 years old and your parents said “Now if you keep quiet through dinner tonight, we’ll give you a lollipop!” Unfortunately giving your employee a lollipop isn’t going to cut it these days, but another form of a reward can.
One of the largest complaints employees have is being overworked. Reward your employee by giving him/her incentives such as gift certificates to local restaurants or places they can enjoy. Don’t have any money to spend? Something that they will appreciate even more is time off. Most families these days consist of working parents. Give your employee a day off here and there as a reward for a job well done, allowing him/her to spend time with family…work/life balance goes a long way.
Attitude
Having a positive attitude is always best, but realistically everyone has bad days. You need to learn that when you walk into the office, hang up your baggage on the tree outside, and pick it up on your way back out. Once you start bringing negative energy into the office, it rubs off quickly. Do your best to keep a clean slate because you may not realize that you are taking out your problems on your employees, thus creating a negative environment within the team.
Retention
You have a great team and things have been moving along nicely for the past three years in your eyes. Well what you don’t know is that 3 of your 5 team members are currently looking for new jobs. Those promises for your employees during their hiring process of “multiple challenges” and “increased responsibility” turned into a challenge that they could conquer in their sleep and a slightly expanded list of responsibilities. So how do you fix this problem? First, don’t make promises you can’t keep. Second, learn your employees’ desires and capabilities by creating an individualized goal path for each of them. Finally, take action…we all know actions speak louder than words.
Training
The final party of being a S.M.A.R.T. employer is to focus on training. Every day you hear of new certifications, educational seminars and advanced education programs that are offered. Do some research and find out which programs would benefit your employee that will in turn benefit your team and organization as a whole. Encourage them to learn other angles of your internal departments within the organization. By providing the appropriate training, you are setting your employees up to achieve the next goal on their career path within your organization, rather than unknowingly forcing them to look elsewhere for that “next step.”
So if you noticed, being S.M.A.R.T. isn’t that difficult. These days employers seem to get wrapped up with long conference calls and emails and inadvertently lose the connection with their employees. A brief face to face meeting once a week isn’t too much to ask to keep your team enticed. It’s about keeping everyone engaged with lines of communication open throughout all levels of the organization.
One of the most timely and costly expenses a company goes through is turnover. You found the perfect candidate, hired him/her and all has been going well for the past year. Well, in your eyes as the employer it is, but what’s really going on with Susie? Well if you were a fly on the wall you would find out that Susie is bored. She feels that her role lacks the challenges that were promised to her a year ago during her interview. Susie knows that she has a lot to bring to the table, but after countless failed communication efforts with senior management, her frustration is becoming worse every day. So where do we go from here? Well more than likely Susie has been interviewing and will shortly be working for another employer that she hopes will keep those promises of a challenging opportunity. Where does that leave you, the employer? It leaves you with an empty position and marks another expensive notch on the chalkboard to add to your turnover ratio. According to industry estimates, it can cost an employer 1.5 – 3 times the amount of an individual’s annual salary to replace them.
The following will help provide you with ways to improve your relationship with your employees and most importantly, retain the talent you hired.
Supervision
You’ve worked your way up the corporate ladder, have a fancy title and a nice office, now kick back, relax and let your team do the work. Sounds like a great job, but you won’t have a team for long…or possibly a job yourself. To be a successful supervisor, it is important to roll up your sleeves and get your hands dirty. This will enable you to have a physical connection to the process you are supervising. It is essential to get to know the members of your team, their strengths, weaknesses, personalities and who works best together. Keep in mind that every person is different.
Some employees succeed by being micro managed. In these cases, sit down with your employee and set up weekly and monthly goals to be achieved. Stay close with your employee and let them know how they are doing, and if there is room for improvement as soon as you see. Waiting three months down the road to tell your employee that their work product needs improvement, isn’t going to get either of you far.
Other employees work better individually. Give them their tasks, and as long as all is going well, let them do their job. Check in with them periodically (every two weeks, unless otherwise needed) to verify that things are on track. It will show them that you are there to support them if needed, but trust that they will complete the job successfully on their own.
Motivation
Let’s be honest, every employee would love to get a pat on their back from their employer with a big fat bonus check, but in today’s economy, keep dreaming. As an employer you need to realize that people are trained to expect rewards for doing a good job. Think back to when you were 5 years old and your parents said “Now if you keep quiet through dinner tonight, we’ll give you a lollipop!” Unfortunately giving your employee a lollipop isn’t going to cut it these days, but another form of a reward can.
One of the largest complaints employees have is being overworked. Reward your employee by giving him/her incentives such as gift certificates to local restaurants or places they can enjoy. Don’t have any money to spend? Something that they will appreciate even more is time off. Most families these days consist of working parents. Give your employee a day off here and there as a reward for a job well done, allowing him/her to spend time with family…work/life balance goes a long way.
Attitude
Having a positive attitude is always best, but realistically everyone has bad days. You need to learn that when you walk into the office, hang up your baggage on the tree outside, and pick it up on your way back out. Once you start bringing negative energy into the office, it rubs off quickly. Do your best to keep a clean slate because you may not realize that you are taking out your problems on your employees, thus creating a negative environment within the team.
Retention
You have a great team and things have been moving along nicely for the past three years in your eyes. Well what you don’t know is that 3 of your 5 team members are currently looking for new jobs. Those promises for your employees during their hiring process of “multiple challenges” and “increased responsibility” turned into a challenge that they could conquer in their sleep and a slightly expanded list of responsibilities. So how do you fix this problem? First, don’t make promises you can’t keep. Second, learn your employees’ desires and capabilities by creating an individualized goal path for each of them. Finally, take action…we all know actions speak louder than words.
Training
The final party of being a S.M.A.R.T. employer is to focus on training. Every day you hear of new certifications, educational seminars and advanced education programs that are offered. Do some research and find out which programs would benefit your employee that will in turn benefit your team and organization as a whole. Encourage them to learn other angles of your internal departments within the organization. By providing the appropriate training, you are setting your employees up to achieve the next goal on their career path within your organization, rather than unknowingly forcing them to look elsewhere for that “next step.”
So if you noticed, being S.M.A.R.T. isn’t that difficult. These days employers seem to get wrapped up with long conference calls and emails and inadvertently lose the connection with their employees. A brief face to face meeting once a week isn’t too much to ask to keep your team enticed. It’s about keeping everyone engaged with lines of communication open throughout all levels of the organization.
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