Tag Archives: first impressions count

An End and A Beginning

So here we are New Year’s Eve 2014.  It is a time to reflect on the past and focus on the future. A time to think about your expectations for 2015 and beyond.

2014 was a good year for YPI Consultants, LLC. Our business has grown, along with our team and the services we offer. We had our ups and downs, as expected, but we held true to our goals and The YPI E.D.G.E. Program launched along with the YPI Institute. We are grateful to all those who were a part of each process and we look forward to the strong relationships to grow.  I want to thank all who contributed to The YPI E.D.G.E. Program, YPI Institute and the P[E[A[K Radio Over The E.D.G.E. blog talk radio show. Your support and time offered to build the YPI Consultants brand is appreciated.  I look forward to an incredible 2015 for YPI Consultants, LLC and I look forward to learning about your success as you reach the goals you have set for yourself and your team in 2015.

Have a Blessed Year.

http://www.ypiconsultants.com

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Hiring Right – The reality of seeking quality talent to hire

There’s an old HR adage that says, “You hire them for what they know and you fire them for who they are”. In today’s every changing job market it can be challenging to seek, hire and cultivate the right candidate for any position in your organization and the expense can be overwhelming to your budget. You will have to hand off the extra work to another employee leading to possible overtime, stress and not to mention decreased morale and production. Oh the Joys of Seeking Quality Talent to fill any position in your organization! Markku Kauppinen, president of Extended DISC North America, Inc.  writes; “The hiring process may begin with a recruitment ad that describes the job from a “skills needed” basis, which is only a small part of what is required for success in the job—and certainly not the most important. The problem is often compounded by the company’s desire to find a type of person who actually doesn’t exist in the real world—a “super” person who can live up to impossible criteria. Nearly every recruitment ad clamors for people who are competitive yet flexible, great team players, able to work independently, extroverted, analytical, introspective, good with numbers, excellent with people…and so on. No one person can be all of these things! The world is composed of people who fall into several basic, identifiable behavioral categories. Each behavioral style is unique and includes specific strengths and weaknesses. None are intrinsically or qualitatively better.”

If you have 10 individuals applying for the same position and they all have the same qualifications, how do you distinguish one from the other? If you are hiring a resume, you’re in luck. At the end of the day you put the resume in the draw and you’re done.  We know that it is not that easy.  From the resume you can’t tell who has the temperament to meet the demands of the job. What competencies do they possess that best meets the requirements for the position. You can’t tell if they truly have the key skills required for success. Fortunately, people generally gravitate to careers that best suit their personality and style. An example would be people oriented individuals would perform well in sales positions, but a detailed oriented, organized individual would perform well in an accounting position, which can make it a bit easier for you to make your decision. The challenge comes after you hire them. After they have been with the company for some time and you have trained them; you start to see their behavior and learn more about their true abilities and temperament. Now you start to second guess your hiring decision. Their Manager has a conversation with you regarding the recent hire asking to have them transferred to another department because they are not working. You try several options available to move the employee in the right position, but no luck. You are frustrated and disappointed, not to mention your boss is upset because you are over your department’s budget and the quarter is not over.  If your company uses a behavior assessment, do not discard the assessment after the employee is hired. You will be doing you and your company a big favor by keeping the assessment in their file and referring back to it from time to time. Why you ask? Depending on the type of assessment, it will tell you a lot about your employee.

Some assessments can tell you about their temperament, competencies, how to best motivate them, areas of strength and areas they may need to work on. Making your decision to hire them easier and would be a great tool for their supervisor. Could you image how successful you would be if you had that type of an assessment at your fingertips for all your staff.

Behavior and personality assessments are not new, nor difficult or time consuming. If Behavior Assessments are not part of your hiring procedures, you may want to consider using them. You have enough in your “To Do” box. Make “Seeking Quality Talent to Hire” a priority and make it easier for you

To learn more, visit http://www.ypiconsultants.com

Joann Venezia

President

YPI Consultants, LLC

joann@ypiconsultants.com

www.ypiconsultants.com

Link to publication: http://www.ypiconsultants.com/s/cc_images/cache_4208113888.jpg?t=1411154393

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Will a Professional Appearance really help me get a job?

Will a professional appearance really help me get a job?

I was asked this question recently and I was surprised. The job market is so competitive you need to stay one, if not two sets ahead of your competition. One way to do that is to be Professional, consistently online and off.  We know that most positions are filled through networking and you have only one chance to make a positive first impression online or off. First Impressions Count and last for a very long time. How many times have you heard someone state “I was impressed with that individual the moment I met her/him”?

What impact does my facebook, twitter or other online site have to do with my job performance?

Remember the internet is open to everyone, all day, everyday! No Exceptions. You can block, but they will find you. It has happened. Be smart and keep the things that will keep you from getting or keeping a job off the internet. If you have to ask me if it is appropriate or not, chances are it’s NOT!  Did you google yourself today?

So what do I need to do or change to be considered professional?

It is not always a matter of your attire, it is a matter of neatness, etiquette and respect.

There is power in the eyes and eye contact during a conversation is very important.

Keep your breath fresh, if you are a smoker be careful not to smell like an ashtray. The mixture of your fragrance or cologne with cigarette smoke is not a favorable scent for anyone. I suggest you avoid smoking in your car and other closed areas before your appointment because the smoke smell sticks to your clothes.

A firm handshake along with a smile works well, but not a flirty smile, and shows confidence.

Keeping up with your personal hygiene is critical, clean hands and nails are also recommended. During cold months, use light lotion to keep skin looking healthy on your hands and face.

Keep your shoes clean and polished. Carry a polishing cloth or quick swipe with you for tough up as needed.

Keep your clothes neat and pressed. Not everyone is expected to wear a suit at all times, but your attire should always be clean and neat. Who knows you may find a job while standing on line at the deli or car wash.

If you are running late, let your appointment know that you will be late. Respect the time of all parties at the meeting/interview.

DO NOT TAKE A CALL OR KEEP YOUR CELL PHONE ON (Shut it off) DURING YOUR INTERVIEW.

I hope these tips help you but your best foot forward at all times.

Because Image Matters!

For additional information, visit our web site at http://www.ypiconsultants.com or

contact us at info@ypiconsultants.com or call 631-320-0217

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