OUTSPARK’s Post

Do you have an example of how you handle conflict in the workplace? It's not one of our favourite questions; however, it can be useful in the right circumstances. A candidate is unlikely to explain how they managed a situation badly; however, the tone of the response and how it is communicated can be informative. As a candidate, the question aims to assess your interpersonal skills and ability to work collaboratively. For an employer, it is an opportunity to learn about a candidate’s problem-solving capability, and it should be followed with additional questions to understand their process and approach to such challenges. #InterviewTips #WeAreMarmion #RecruitmentAdvice

Before making a decision to #fire an #employee, it's essential to consider at least one round of discussion. Just as we take the time to conduct multiple interviews to ensure we're #hiring the right person, we should also invest time in understanding any issues before deciding to let someone go. This approach not only shows fairness but also helps identify if there might be underlying problems that can be resolved through communication and #support. For example, imagine a situation where an employee is #struggling with their performance. Instead of immediately terminating their employment, a #manager might have a conversation with them to understand the #challenges they're facing. Perhaps the employee is dealing with personal issues or hasn't received the necessary training. By discussing these concerns, the manager may find ways to help the #employee improve and #succeed in their role, avoiding the need for dismissal. Taking the time to have these discussions reflects a company's commitment to its employees' #growth and well-being. It also fosters a #positive workplace culture where employees feel valued and supported. Just as thorough #interviews lead to better #hires, thoughtful conversations can lead to better outcomes for both the employee and the organization.

Before making a decision to #fire an #employee, it's essential to consider at least one round of discussion. Just as we take the time to conduct multiple interviews to ensure we're #hiring the right person, we should also invest time in understanding any issues before deciding to let someone go. This approach not only shows fairness but also helps identify if there might be underlying problems that can be resolved through communication and #support. For example, imagine a situation where an employee is #struggling with their performance. Instead of immediately terminating their employment, a #manager might have a conversation with them to understand the #challenges they're facing. Perhaps the employee is dealing with personal issues or hasn't received the necessary training. By discussing these concerns, the manager may find ways to help the #employee improve and #succeed in their role, avoiding the need for dismissal. Taking the time to have these discussions reflects a company's commitment to its employees' #growth and well-being. It also fosters a #positive workplace culture where employees feel valued and supported. Just as thorough #interviews lead to better #hires, thoughtful conversations can lead to better outcomes for both the employee and the organization.

5 signs a company values its employees (that you can spot during the interviewing process): 1. The recruiter and hiring manager want you to succeed: You know what kind of questions or business cases to expect. A recent coaching client even got tips about the types of answers the hiring manager prefers to receive. Hint: Ask the recruiter during the screening interview for their best tip on preparing for the meeting with the hiring manager. 2. Transparency: You know the salary range, remote/hybrid working options, and anything else that may impact your work-life balance (e.g., extensive traveling). 3. After having invested hours of your time to prepare and show up at the interview, you hear back from the recruiter.   4. You get specific answers to your questions about career advancement possibilities.   5. The hiring and leadership team is diverse.

Hiring the right talent is crucial for the success and growth of any organization, especially for small and medium-sized businesses (SMBs). The hiring process is not just about filling a position; it’s about finding the right fit for your company’s culture and goals. Making the wrong hire can be costly and time-consuming, impacting your business in several ways.

Dear Hiring Manager/Recruiter, In today's professional landscape, transparency and constructive feedback are key elements in nurturing a positive candidate experience. It is crucial to provide candidates with clear feedback to help them grow and succeed in their future endeavors. By valuing open communication, organizations foster a culture of respect and integrity that attracts top talent. Responding to candidates with feedback not only builds trust but also demonstrates respect, integrity, and decency. It is essential to acknowledge the impact of our actions on others and strive to contribute positively to the recruitment process. In a world where ghosting has become prevalent, engaging in open dialogue is a powerful antidote to maintaining strong professional relationships. Let's commit to promoting a culture of transparency and respect by providing feedback and avoiding ghosting. Let's be part of the solution in creating a more respectful and empathetic working environment. #FeedbackCulture #Professionalism #RespectfulCommunication 🙂

How do you catch a liar when you’re interviewing people? Maybe it’s just someone who’s exaggerating, or leaving out details to make themselves look better. There are a number of things to do. Let me focus on one that’s pretty easy when you’re alert to it. I want you to catch reinforcing statements. Here are examples of reinforcing statements: “To tell you the truth…” “… to be honest.” “I swear to God…” Using these statements indicates a person has been less truthful or candid previously in your current conversation, or a past one. Jesus taught thousands of years ago to let your yes be yes and your no be no. It’s simple. When players trying out for your team add reinforcing statements, it indicates they lack confidence in their answer, feel a need to emphasize their comment, or they’re exaggerating or lying. We encourage you to develop a habit of catching reinforcing statements in all conversations, not just during hiring. What do you do when someone talks this way? One effective approach is to ask for specifics, details, or pose a slightly different scenario to see how they respond. Peel back the onion to confirm facts. If necessary, you can empathetically say something like, “I’m not really following you. It sounds like…” and then you politely challenge their claim. If you’d like to learn how to catch liars and hire more systematically, then follow me. You can also visit Manage2Win.com for some free resources. #mentoringminute #hirethebest #manage2win #business #tips #humanresources #hr

Why Sharing Negative Posts About HR is a Bad Idea for Recruiters We all know that the relationship between recruiters and HR can sometimes be a bit rocky. But sharing negative posts about HR? That’s a no-go! Here’s why: Professionalism Matters: Sharing hate posts reflects poorly on your professionalism. It can damage your reputation and make you seem unapproachable to potential candidates and employers. Burning Bridges: You never know when you might need to work closely with HR again. Burning bridges with negative posts can close doors to future opportunities and partnerships. Teamwork Makes the Dream Work: HR and recruiters are on the same team, working towards the same goal – finding the best talent for the company. Negative posts create unnecessary friction and hinder collaboration. Focus on Solutions: Instead of venting frustrations online, focus on finding solutions. Constructive feedback and open communication can help resolve issues and improve the recruitment process. Lead by Example: As recruiters, we are leaders in the hiring process. Let’s set a positive example by promoting a culture of respect and collaboration. Remember, a positive and respectful approach not only enhances our professional relationships but also strengthens our ability to attract top talent. Let’s work together to create a supportive and successful hiring environment! #Recruitment #HR #Professionalism #Teamwork #PositiveCulture

Toxic employees need to be avoided!! At all costs! 💥 Much easier to avoid them than have to deal with them! Cheaper too… Toxic employees are a nightmare 😱 They cause no end of issues with performance, culture and retention… Contributing to a toxic workplace which impacts the rest of your team ☹️ You must sort it out! It’s not always easy to make the tough call to exit them either… Because often they can be AMAZING at the job itself 😬 But it’s still not worth the hassle! There are red flags that can be spotted during the recruitment process 🚩 ❌ Negative attitude in interviews ❌ Lack of respect & interrupting ❌ Defensive behaviour ❌ Inconsistencies & contradictions ❌ Being evasive or overly vague ❌ Lack of self-awareness ❌ Arrogance or overconfidence ❌ Unwillingness to discuss mistakes ❌ Lack of accountability ❌ Blame mentality ❌ Derogatory about past employer ❌ Poor outlook on team working ❌ Lack of enthusiasm or interest ❌ Inappropriate comments ❌ Issues with references Which seems a LOT!! And it’s actually easy to overlook and miss some of them But be vigilant guys!! 👀 I help my clients craft interview questions… And also sometimes conduct the interviews with them 👩🏼💼👨🏼💼 To avoid missing the above! Would you add anything else to the list? 👆🏼 #Business #Recruitment #ToxicEmployees

Before making a decision to #fire an #employee, it's essential to consider at least one round of discussion. Just as we take the time to conduct multiple interviews to ensure we're #hiring the right person, we should also invest time in understanding any issues before deciding to let someone go. This approach not only shows fairness but also helps identify if there might be underlying problems that can be resolved through communication and #support. For example, imagine a situation where an employee is #struggling with their performance. Instead of immediately terminating their employment, a #manager might have a conversation with them to understand the #challenges they're facing. Perhaps the employee is dealing with personal issues or hasn't received the necessary training. By discussing these concerns, the manager may find ways to help the #employee improve and #succeed in their role, avoiding the need for dismissal. Taking the time to have these discussions reflects a company's commitment to its employees' #growth and well-being. It also fosters a #positive workplace culture where employees feel valued and supported. Just as thorough #interviews lead to better #hires, thoughtful conversations can lead to better outcomes for both the employee and the organization. Connect and Follow 👉🏻 L Charan Krishna Sapati #linkedin #job #HRTalks #HRSpeaks #HRthoughts #HR